In its most alarming version, analysts predict that AI will render entire swaths of white-collar workers unemployed. In a recent address, Alex Karp, CEO of Palantir Technologies, sees a glimmer of hope for one very specific category of knowledge workers: neurodivergent people. According to him, the future is theirs.
For the past decade, career coach Matthieu Degenève has noticed that hiring processes have become very (too?) sanitized. Recruiters no longer dare ask tough questions to candidates, for fear of hurting them or making them uncomfortable. According to him, the burden of authenticity now falls on the candidate, by addressing their successes and failures with honesty themselves.
The world of AI technologies wants companies to adopt their solutions faster and with more enthusiasm, opening their arms wide to autonomous AI agents.
Are we beginning to feel the first effects of AI on the job market? Two studies from the prestigious American universities Harvard and Stanford point to a decline in hiring of new graduates at companies that rely most heavily on AI.
Even though the labor shortage has largely subsided overall, employers continue to face recruitment challenges for senior or highly specialized positions. The temptation is then great to rush the hiring process when you find that rare gem.
At its best, the Trumontreal unconference, held on October 22, is a laboratory for revisiting preconceived ideas about the recruiting profession. During the discussion titled “Candidate Approach – Selling Your Position,” Laurent Cebarec deconstructed the widespread notion that a recruiter’s success depends on personalizing their message to candidates. He counters it with the concept of relevance.
With the tariff crisis, the job market has done a complete about-face, leading companies to be very cautious when it…
In a recent study, payroll management company ADP showed that hiring “boomerang employees” (those who left and then returned to…
