At the end of September, LinkedIn unveiled Hiring Assistant 2 at Talent Connect. The headline that sticks: the new version comes at no extra charge from November. ERE reports that it will roll out free to English-language customers. An AI sourcing agent as standard equipment sounds like a gift to every TA team. On a second look, the fine print holds two caveats. Behind them sits a strategic question that matters more than the price: what remains a competitive advantage when e

Not the vendor, not IT, not the tool: whoever deploys a screening AI is liable for it too. What the business judgment rule means for TA leaders — and which four documents make the difference.

White text, hidden commands, ignored instructions: more job seekers than ever are trying to trick AI screening with prompt injection. What is really going on – and how TA teams should respond.

Companies run an average of 12 AI agents today, according to recent studies — half of them completely isolated. What that means for TA teams with a fragmented tech stack.

A satirist talks nonsense and the AI recruiter nods along. Funny, until you look at the data: how candidates see chatbot interviews and what TA teams can take from it.

Text-analysis tools expose sexist job ads, while sentiment AI in interviews creates new bias problems of its own. Numbers, the EU AI Act, and GDPR for DACH practice.

92% of executives believe agentic AI will fundamentally change how work gets done. Yet nearly 80% still run these systems in supervised mode. The problem isn’t the AI – it’s the processes it runs into.

Every recruiting team has an onboarding process for new hires: a job description, clear responsibilities, a point of contact, a probation period with feedback conversations. But the moment that same team introduces an AI tool for sourcing, screening, or scheduling, all of that instinct disappears. The agent gets switched on, given access to the ATS – and just runs. No job profile, no clear boundaries, no first feedback conversation. That's exactly where an analysis by Joseph

Works council elections, a stricter Federal Labor Court line on Section 87 BetrVG, transparency duties since August 2026: why the works council is becoming the first hurdle for AI recruiting software, not the last.

There’s a moment that many Talent Acquisition teams are increasingly familiar with: you’ve equipped your screening process with AI, application volumes are higher than ever, shortlists arrive faster – and yet the quality of hiring decisions doesn’t feel any better. Sometimes it actually feels worse. That’s not a coincidence. It’s the logical consequence of a system that has undermined itself. The Dilemma: When AI Goes Up Against AI Think of the selection process as a communic

The Digital Omnibus pushes the EU AI Act's high-risk obligations for recruiting AI to December 2027. What has applied since August 2026 anyway – and why waiting is the most expensive option.

Recruiting, learning and development, and workforce planning are merging into one role: what the AI-powered Talent Portfolio Manager means for TA teams in the DACH region – and what it isn't.

Recruiting automation is no longer a vision of the future. Adoption has grown from 26 to 43 percent of all HR functions in a single year — and Gartner predicts that by 2027, around 81 percent of all recruiting functions will be using AI-powered tools. The pressure is real: organizations that don't automate lose time, money, and competitive advantage. And yet the critical question isn't whether to automate. It's where. Many teams are automating the wrong things. They save time

Twenty years of the AGG have changed the language of recruiting. The next round is decided inside the model: why Section 22 AGG makes algorithmic pre-selection riskier than human selection – and what the 2026 reform changes.

Imagine you've been booking your favorite restaurant for months at the introductory price — fresh Wagyu steak for the price of a burger. You get used to it. You plan birthdays there. And then, one day, the new menu arrives. Welcome to reality. That's roughly what's happening right now with AI tools in recruiting. The good news: AI-powered recruiting software has never been more capable or more affordable than it is today. Sourcing agents that scan qualified profiles around th

How AI matching engines turn internal talent marketplaces from a digital bulletin board into a genuine hiring engine – the tech, the numbers, the limits.

An update on the OpenAI Jobs Platform: what's actually happened since the Certifications launch, the Indeed integration in ChatGPT, and Fidji Simo's departure – and what it means for recruiting.

In his column for Personalwirtschaft, my highly esteemed colleague Marcus Merheim writes about a recruiter who received 340 applications for a single job posting — 280 of them obviously written with AI. No typos, no odd phrasing, no rough edges – just consistently competent-sounding text that could just as easily have gone out to a hundred other companies. Roughly 80 percent AI share in a single applicant pool. Not an isolated case, but a preview of what is becoming the new n

AI in recruiting is currently an easy sell. Nearly every HR tech demo promises faster processes, smarter decisions, and more productive teams. The presentations look impressive. The investment requests often do too. Usually, things only become difficult afterward. At budget review, someone asks, “And what exactly did this deliver for us?” Talent Acquisition organizations often run into trouble—not because AI solutions are ineffective, but because their impact is mismeasured o

Few professions are currently being scrutinized as intensely for their future relevance as recruiting. With every new AI application, every autonomous agent, and every new wave of automation, the same question resurfaces: Will recruiters even be needed in the future? The answers vary dramatically. Some predict the end of the profession altogether. After all, artificial intelligence can already analyze résumés, identify candidates, write job advertisements, prepare interviews,