The daily on talent acquisition technology
Earlier Stories · Page 6
via Reed Smith Employment Law Watch
With the EEOC's AI hiring guidance withdrawn and Trump-era executive orders deprioritising disparate impact enforcement, California, Illinois, Colorado, New Jersey, and Connecticut have each advanced their own AI employment regulations. A new class action against Eightfold AI tests whether AI-generated candidate scores qualify as 'consumer reports' under the FCRA.
The ICO's investigation into over 30 UK employers found that most believed their AI tools provided 'decision support' — but in practice, the tools were making solely automated decisions with no meaningful human involvement. The ICO makes clear: either implement genuine human oversight for every candidate decision, or acknowledge you're doing ADM and implement the full set of safeguards.
via HR Dive
A Protiviti survey found only 13% of CHROs believe their company's job designs are AI-ready, compared with 28% of the overall C-suite. Just 5% of HR leaders expect half of HR work to be AI-enabled within three years. The gap isn't Luddism — it's operational realism about what it actually takes to redesign roles, pay structures, and career paths around AI.
via Taleva Research
From 2 August 2026, any AI system used for CV screening, candidate ranking, interview analysis, or automated hiring decisions must meet the full set of high-risk requirements under the EU AI Act — including risk assessments, bias testing, human oversight, and transparency disclosures. Only 9% of companies have completed bias testing, and 11% have finished technical documentation.
A survey of 1,000 US managers found 59% use AI when deciding layoffs, 31% direct AI to weigh sick days or medical leave, and 58% cannot confirm their company's AI has been tested for bias. Only 38% of managers said they'd been trained on ethical AI use in HR decisions.
via Deel
Deel acquired AI cybersecurity firm Clarity to embed real-time deepfake detection and identity verification across its hiring and workforce platform, as Gartner projects 25% of candidate profiles will be fraudulent by 2028.
via Recruitics
Recruitics launched the Open Job Context Protocol (OJCP), a vendor-neutral standard built on MCP that lets AI agents and employers share structured job and candidate data, backed by Workday, Cross Country Healthcare, HiringCafe, and others.
via WorkTech
hackajob's Archer AI recruiting agent reached $3M ARR within nine months of launch by operating entirely pre-apply — sourcing, qualifying, and introducing candidates without touching the ATS or making hiring decisions, sidestepping AI compliance risk.
via TechCrunch
LinkedIn introduced a 'Seems like AI slop' reporting option, is building classifiers to reduce AI-generated content in feeds, and is replacing its AI writing feature with a proofreading tool — a significant shift for TA leaders who rely on the platform for sourcing and employer brand.
via Travers Smith
Article 50 transparency obligations under the EU AI Act took effect on 2 August 2026, requiring employers deploying AI chatbots, emotion recognition, or biometric categorisation in hiring to disclose machine interaction at the point of first contact.
Greenhouse's 2026 Candidate AI Interview Report finds 30% of UK candidates have withdrawn from a hiring process after discovering AI-led interviews, with 82% not informed beforehand.
via Reuters
BMW will cut approximately 8,000 jobs in Germany by end of 2027 under a voluntary redundancy programme targeting administration and development divisions, as the German automotive sector contracts under pressure from Chinese competition and the EV transition.
via BBC News
Andy Burnham has publicly criticised the shift to Zoom and Teams interviews, questioning how young candidates can show personality through a screen. The comments highlight a growing political dimension to AI and automation in UK hiring.
via REC
The latest KPMG and REC Report on Jobs shows temporary billings at their strongest since April 2023, while permanent placements decline at the slowest pace in three months. Employers are choosing flexibility over commitment — a pattern TA leaders need to plan around.
via ERE
Texas AG Ken Paxton has opened a civil investigation into whether LinkedIn misled Premium Career subscribers by advertising job postings that don't correspond to actual openings. ERE's David Manaster argues the 'ghost job' label conflates legitimate evergreen postings and pipeline ads with outright fraud, and separately documents LinkedIn's persistent failure to remove fake employee profiles from company pages.
via HR Dive
An OpenAI analysis of over 800,000 ChatGPT messages found that 69% of occupation-specific messages from HR professionals involved tasks outside their typical job duties — the third-highest rate of any occupational group. HR practitioners most frequently used ChatGPT for marketing (23%), engineering (18%), and finance (16%) tasks.
via Sidley Austin
On 7 July 2026, the EDPB published draft guidelines on web scraping for generative AI training, ruling out consent as a practical legal basis and setting a strict three-part legitimate interest test. The guidelines apply to any organisation building or procuring generative AI systems trained on internet-sourced data — including recruitment AI vendors.
via Seyfarth Shaw
Seyfarth's midyear Employment Law Horizon Report, released in late July 2026, maps the US compliance landscape for H2 2026: Connecticut's CART Act takes effect October 1, Colorado's revised AI law (SB 26-189) applies from January 2027, pay transparency laws multiply across states, and the EEOC retreats from disparate impact enforcement while state laws fill the gap.
via Ravio
The 7 June 2026 deadline for EU member states to transpose the Pay Transparency Directive has passed, but only Slovakia, Italy, Lithuania, and Malta have completed implementation. Most states have drafts in progress, Sweden has paused entirely, and employers are left navigating fragmented obligations while the Directive itself is now in force.
via HR Dive
A ManpowerGroup Talent Solutions report found that only 3% of organisations say their leaders are 'highly prepared' to lead AI-enabled teams, with just 17% claiming advanced workforce readiness for AI use.
Each edition is researched and written for TA professionals navigating the intersection of talent and technology.