You can also access this resource, and many others, in Issue 370 of my Talent Edge Weekly newsletter.
I just returned from the 2026 HR Tech conference in Las Vegas, and it was great to see the latest innovations across HR technology. From AI-powered recruiting and talent mobility to workforce planning and digital coaching, it’s encouraging to see how these technologies can help HR practitioners deliver greater value to stakeholders. (I’ll share more of my HR Tech takeaways in an upcoming post). One thing I value about these conferences is the opportunity to pressure-test these technologies through live demonstrations and ask vendors questions about actual implementations, the ROI achieved, and potential shortcomings. I also value independent research that helps us evaluate these technologies and ask more informed questions of vendors. With this in mind, I’m sharing a new 30-minute Cornell University webinar by Professor JR Keller, who reviews several studies on AI’s impact on recruiting and internal mobility. Topics range from AI-generated resumes and screening to automated interviews and internal matching. For example, one study published in the AAAI/ACM Conference on AI, Ethics, and Society found that AI models favored AI-generated resumes over human-written ones, even when candidates had comparable qualifications. A finding like this could prompt a question for vendors, such as: How do you test whether your algorithms assess candidates’ qualifications rather than favoring AI-generated resumes? As a bonus, I’m resharing a 13-question guide by CHRO Association and SIOP Foundation on evaluating AI-based employment tools, including how vendors develop and validate them.
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