Back to Blog Home Page
Talent acquisition and HR are changing fast. From the rise of AI in hiring to the shift toward flexible work, teams are rethinking how to support employees at every stage of the journey. But in the face of so much change, one thing remains constant: the importance of human connection.
To explore how TA and HR teams are navigating this new landscape, we partnered with GoCo, Verified First, and Lighthouse Research & Advisory to host a panel of today’s top industry experts. The conversation covered everything from AI, tech, and automation to internal mobility and workplace autonomy.
In this blog, we break down the top takeaways and what they mean for teams building more people-first workplaces. Because no matter how much technology changes the way we work, people are still at the heart of every great employee experience.
Meet the Experts
Moderated by Ginny Drinker, SVP of Partnerships at Employ, the discussion featured
- Dorothy Enriquez, Founder and Principal Consultant, The Ellevate Collective
- Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory
- Mike Rockwell, VP of Account Management, Verified First
AI is Here to Enhance Human Connection
AI can feel overwhelming—but our panelists agreed: it’s not here to replace people. It’s about giving TA and HR teams the tools to work more efficiently and focus on what matters most.
Dorothy shared how organizations are beginning to embrace AI for tasks like content generation and performance feedback—using tech to create space for more strategic, people-focused work. “AI is a tool,” she said. “It’s not the end-all-be-all, but it’s something we can couple with our capabilities and confidence to execute with brilliance.”
Ben pointed to lesser-known use cases like workforce scheduling, safety monitoring, and even “robot coaches” that guide employees through personalized development plans. These tools help HR teams support employees more proactively—anticipating needs, improving safety, and enabling growth without adding headcount at the same pace.
Mike emphasized that AI is already shaping the candidate experience, from resume creation to interview prep. With job seekers moving fast, TA teams must be ready to meet them where they are—and rethink how they evaluate skills and potential.
Key takeaway: Thoughtfully implemented tech can improve both efficiency and empathy—allowing HR teams to better serve employees at scale.
What are robot coaches? Watch the clip!
Onboarding for an Evolving Workforce
Onboarding sets the tone for the employee experience. But with teams now split between in-person, remote, and hybrid work, creating consistency is a growing challenge.
As Dorothy pointed out, many companies confuse orientation with onboarding—focusing on logistics rather than culture and connection. True onboarding is a longer-term process focused on helping people feel supported, aligned, and confident in their role.
Mike shared that he invites current employees to get involved in the hiring and onboarding process. “I don’t hire anyone until they talk to the people they’ll be working with,” he said. “It gives them a feel for what they’re walking into—what we do, how we work, and who we are.” That early connection helps build trust and clarity from day one.
The panel encouraged HR leaders to build onboarding experiences that reflect how people actually work today. That means offering both synchronous and asynchronous learning, creating opportunities for team connection, and setting expectations around flexibility and inclusion.
Key Takeaway: Strong onboarding blends technology with culture, helping new hires feel like part of the team—no matter where they work.
Want Dorothy’s onboarding tips? Watch the clip!
Career Development: Employee-Led, Tech-Supported
In a competitive hiring market, developing internal talent is more important than ever. Reskilling, upskilling, and internal mobility aren’t just nice-to-haves—they’re key to long-term success.
Ben shared that investing in internal development is not only more cost-effective but also strengthens retention and engagement. He pointed to Chipotle as an example, “They put their money where their mouth is—literally. Managers who develop internal talent were offered bonuses when those people succeeded. It cut their turnover in half.”
Mike added that leaning into employees’ skills can help them thrive. His team uses tools like StrengthsFinder to guide career conversations and match employees with roles where they’re most likely to succeed. This strengths-based approach not only boosts individual performance but also helps leaders find untapped potential across the organization.
Dorothy highlighted the difference between mentorship and sponsorship—explaining that while mentors offer guidance, sponsors actively advocate for employees’ growth. Leaders who sponsor others play a crucial role in shaping inclusive, opportunity-driven cultures. That advocacy can open doors that might otherwise remain closed, especially for underrepresented groups seeking visibility and advancement.
Key takeaway: Investing in career development shows your team there’s a future for them at your organization—and gives them the tools to get there.
How does StrengthsFinder work? Watch the clip!
Flexibility is More Than Remote Work
While flexible work arrangements are now the norm, the panelists emphasized that real flexibility goes beyond location. It’s about giving employees autonomy in how they work, learn, and grow.
Ben gave examples of companies offering flexible hours, asynchronous work, and opportunities for employees to pitch new ideas. He emphasized the importance of creating space for innovation, sharing, “If someone has a good idea, let them raise their hand—you never know where it could lead.” He added, “We had an engineer share an idea, and leadership listened. That idea became a multimillion-dollar line of business. All because we created a culture that allowed people to speak up.”
Mike pointed out a growing trend: employees are drawing hard lines about what they want. Some won’t consider office-only jobs, while others need in-person interaction to thrive. Trying to force one model for everyone simply won’t work. When employees feel trusted to manage their own time and environment, they’re more likely to stay engaged and committed.
Key takeaway: The best employee experiences are the ones that feel personal. Flexibility, autonomy, and trust aren’t perks—they’re expectations.
Want to hear Ben’s story? Watch the clip!
The Future of Work is People First
TA and HR leaders are balancing more than ever—emerging technologies, shifting workforce expectations, and the pressure to do more with less.
But success doesn’t come from choosing between efficiency and empathy. It comes from combining both—using the right tools to streamline processes while staying deeply focused on what people need to thrive.
For even more insights from our all-star panel, check out our full session here.
