Colin Day

TA leaders are being pushed to adopt AI, do more with less, and constantly fight for budget. It’s difficult to make the case for investment in a new AI solution or additional recruitment marketing spend. Solution providers are falling short: they are not equipping TA with the insights needed to craft persuasive narratives, to share within their orgs. This is one of my learnings from recent conferences. We need to empower TA leaders to tell compelling stories. The hard truth is TA is often viewed as a cost center. Very few TA leaders enjoy the organizational clout that sales and marketing leaders do, primarily because those functions speak the universal language of revenue. The absence of this persuasive narrative is what’s holding TA back from the influence it deserves. The pivot is simple, but not easy: Transform your data into a compelling, stakeholder-specific narrative. Storytelling is the single most critical tool for influencing your CHRO, your CFO, and your CEO. We need to start telling the story of why great talent is a core competitive advantage. We must make the case for why an investment in AI tools, candidate experience, and recruitment marketing is not just a cost, but an insurance policy against falling behind the competition. The good news? Storytelling is not that hard either. Ask your partners and teams to equip you with the insights you need. This will enable you to: - Unlock dollars. Tell a people-to-profit story. Articulate the ROI of recruitment marketing, candidate experience, and technology investment in those terms. - Influence compensation. Tell the story of labor market competition, talent scarcity, and competitive compensation. - Gain a seat at the AI council table. Provide the context needed to vet vendors and allocate resources. Our community is filled with incredibly talented and passionate leaders. We just need to arm ourselves with the right storytelling tools, insights, and language.

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📌  A Firehose of News in Advance of HR Tech ➡️ In this episode of Spilling the Tea on HR Tech, Stacey Harris and Cliff Stevenson go through a long list of pre-HR Tech announcements.  They discuss equity investor Thoma Bravo’s acquisition of Dayforce for $12.3 billion; Workday’s back-to-back AI acquisitions of Paradox and FlowiseAI; Payscale’s partnership with Korn Ferry, and much more. And, as the market hype and big investments around AI continue, Stacey and Cliff talk about recent research on AI adoption from Goldman Sachs that predicts minimal workforce disruption, and another study from MIT that reports minimal ROI from 95% of companies surveyed. 🎧 Listen to the full episode here: https://lnkd.in/eher7maT 📽️ Or watch here: https://lnkd.in/e6spdeUh #SapientInsights #HRtech #HRtools #AIinHR #HRStrategy

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Tech stacks are shrinking. Budgets are tightening. Craig Fisher explains why platforms that *actually* simplify recruiting are leading the way, and why hireEZ keeps making his shortlist. Even when he’s not in the weeds, hireEZ helps him solve real recruiting problems. Listen to the full podcast: https://hubs.ly/Q03BPVFz0 Then see us in action: https://hubs.ly/Q03BPTS-0

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Deep appreciation to Sarah Horowitz, SHRM-SCP for leading an insightful conversation on the realities of AI in today’s job market.    During our latest WEoB Career Path Collab Interest Group Call, Sarah Horowitz— CHRO and Founder of Noble Niche Executive Recruitment and HR Consulting—shared valuable guidance on applying AI in executive searches, from cutting through hype to using tools that enhance clarity and impact.    Key Insight: AI in job searches is not about replacement but about reframing—executives who succeed will be those who harness AI to sharpen their positioning, filter noise, and amplify clarity in how they present themselves.    A special thank you to Karen Betancourt  for moderating and guiding such a dynamic conversation.

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🏎️ When recruiters shift from agency to corporate, the biggest change isn’t the tech, the titles, or the org charts — it’s the rhythm. Agency recruiting thrives on velocity. The work is fast, dynamic, and fueled by constant movement. You’re supporting multiple clients, responding quickly, and operating in an environment where momentum is everything. Corporate recruiting moves with a different kind of energy. Stakeholders are balancing broader priorities, collaborating across teams, and aligning on long‑term goals. Approvals involve more voices. Scheduling requires coordination across calendars. The pace reflects the complexity of the organization. Both environments demand skill, partnership, and adaptability — they just operate on distinct tempos. #CorporateRecruiting #RecruitingStrategies

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