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Talroo , an AI-powered talent matching platform built for frontline and skilled trades hiring, has been recognized by Select Software Reviews (SSR) as among the Best Job Advertising Platform and Best Job Posting Platform of 2026. The dual recognition highlights Talroo’s approach to helping employers attract qualified candidates and improve hiring outcomes. Catch more HRTech Insights: HRTech Interview with Dave Hilton, CPO at O.C. Tanner Select Software Reviews is a platform that helps HR and talent acquisition professionals evaluate recruiting technology. Its editors judge vendors on practitioner recommendations, product demos, customer retention, and company transparency. For employers dealing with high-volume hiring or hard-to-fill roles, a large applicant pool isn’t always enough. They need applicants who know what the job requires. Talroo’s machine learning matches jobs to the people most likely to fit, and SmartQualify shows job seekers the requirements before they apply whi...

There has never been more financial guidance readily available to the average employee. A question that once might have required an appointment with a financial advisor can now be answered in seconds. Employees might ask an AI assistant whether they should increase their 401(k) contribution, search YouTube for help choosing a health plan, or find advice on paying down debt while scrolling through social media. Much of the conversation about this shift has focused on whether the advice people find online is accurate. While that is an important concern, accuracy is only part of the equation. Financial advice can be objectively sound and still lead someone to the wrong decision. The problem is that most financial advice answers one isolated question at a time but our financial lives are far more complex. Healthcare coverage affects savings, debt impacts retirement, taxes influence take-home pay. Every financial decision made creates a ripple effect of tradeoffs in other areas. As AI, s...

Organizations today operate in an environment where disruption is no longer an occasional event but a continuous business condition. Technological innovation, reorganization, economic uncertainties, or talent shortages or losses, either can have drastic destabilizing effects on business. But even organization with an exemplary approach to workforce planning can suffer people attrition and talent shortfalls or unexpected variance in business priorities. These challenges underscore the importance of evolving workforce planning to create organizations that remain resilient in the face of disruptions and continue to drive business momentum, rather than just anticipating future staffing needs and requirements. Traditionally, workforce planning has focused on head count, hiring needs, employee costs, and future gaps. These activities are important but not necessarily representative of how the capabilities of an organization are dependent on specialized knowledge, teams of people, densities ...

International hiring can bring additional screening considerations, and Corra Group offers international criminal, identity, employment, education, and watchlist searches. As employers recruit employees and contractors from around the world, candidates may have professional, educational, and residential histories spanning multiple countries. Corra Group , a background check company offering a range of employment screening services, provides international background screening and verification for employers hiring candidates with international histories. International screening can differ from domestic screening in the types of records available, search methods, identification requirements, languages, and information sources. The availability and turnaround time for records can also vary by country and region. According to the Society for Human Resource Management (SHRM), international criminal searches can present additional challenges because countries have different processes for a...

There is a question a lot of people are quietly asking themselves right now, at every level of an organization: am I automating my way out of a job? HR leaders are asking it too, and that is worth saying out loud, because people teams are carrying something particular. We are being asked to design the organization’s entire approach to AI — the framework, the guardrails, what gets shared and what does not — while upskilling ourselves at the same time, in roles that are changing underneath us as we work. And the data suggests most organizations have not yet caught up with their own change. A survey of more than 1,000 HR and people leaders conducted for Oyster’s 2026 Global AI Talent Report found 95% of HR and people leaders said employees use AI tools daily in roles where AI was never part of the job description. Among companies that added AI requirements to existing roles in the past year, 62% changed neither the title nor the pay. Among those extending AI expectations into non-techni...

A new colleague is due to start on Monday. The laptop is ready, the manager assumes the welcome call is booked, and nobody has confirmed who will explain the team’s approval process. A shared task list can expose that gap before the first morning. It works best when it records the preparation around onboarding, with a clear owner for each handoff. Define the handoff before choosing a view List what must happen and what counts as finished. “Prepare equipment” is vague; “confirm that the laptop is ready for collection and send the collection instructions” gives the next person something they can use. Assign one person to each task, even when several colleagues contribute. Use a due date that leaves the recipient time to act. For a small team, begin with a task database containing the task name, owner, due date and status. If several onboarding cycles overlap, a separate project database can hold each cycle and connect it to the relevant tasks. This walkthrough of project manageme...