Hiring platform Greenhouse earlier this month announced its spring product release featuring new AI capabilities to make hiring decisions faster and easier for TA pros.

In its spring release, Greenhouse launched a new AI capability to help recruiters craft emails and set communication cadences with candidates. It’s one of many ways Greenhouse has updated its platform to incorporate the benefits of AI technology so recruiters can leverage it responsibly.

“What we’re hearing is that there’s a lot of fear in the market around what’s safe to use. Can you put [personally identifiable information] into ChatGPT or is that a no-no?” said Jon Stross, Greenhouse’s president and co-founder. “The message [recruiters] are getting in a lot of companies from their legal and security people is: You’re not allowed to use ChatGPT. We embed all this stuff in Greenhouse, even though it’s the same thing…Doing it in Greenhouse, where we go to your security people and say, here’s why it’s safe…that’s actually a huge win.”

Stross told HR Brew that Greenhouse is looking at incorporating AI in three different buckets.

Keep reading here.—AD

From economic uncertainty and shrinking budgets to smaller pools of qualified candidates, hiring managers face some big recruiting obstacles. But one topic always remains relevant throughout job market changes: compensation.

We partnered with CareerBuilder to survey HR Brew readers about the compensation challenges HR professionals are facing in 2024. We’re diving into your responses—and what they mean for recruiting long term.

In our latest article, you’ll learn about:

• the latest in the world of compensation
• which issues are affecting candidates
• how businesses can respond

Ready for more? Check out the article here.

The US government recently updated how it tracks racial identity to improve the accuracy of the process.

What’s different? The Office of Management and Budget (OMB) issued new guidance last month for collecting and analyzing race and ethnicity data in hopes of assessing the US population more accurately.

First, there’s a new category, called MENA (short for Middle Eastern and North African). Until now, the racial choices have been white, Black, Asian, Native Hawaiian/Pacific Islander, and American Indian/Alaska Native. Additionally, the box for Hispanic or Latino people is now listed among the other racial identities, instead of on its own. People may also select multiple races (like Hispanic and MENA).

What does this mean for employers? The Equal Employment Opportunity Commission collects racial data on EEO-1 self-identification forms, which companies with more than 100 employees (or federal contractors with 50 or more workers) use to track and submit race and gender data to the government.

Keep reading here.—KP

Here’s this week’s edition of our Coworking series. Each week, we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

Gary Deitch’s first foray into the world of HR was in Marine Corps recruiting. The former marine told HR Brew that recruiting for that branch of the US armed forces “had a sense of drive and a mission focus.” It was incredibly important to draw in the right candidate in that work. Deitch later took on a role with Deloitte Consulting, where he learned a lot about civilian human capital management.

“Coming out of the military,” he said, “you really don’t know what you don’t know, and being able to learn from experts [at Deloitte]...was invaluable.”

Now an HR business partner for the MITRE corporation, a nonprofit that works with the US armed forces, Deitch advises leaders who work on its Department of Defense business. It’s an opportunity to leverage his “background in recruiting and human capital consulting” in a new way. Deitch spends a lot of time focusing on data analytics and devising strategic data-based recommendations to leaders on issues like hiring and turnover, as well as working to address career development.

This interview has been edited for length and clarity.

What’s the best change you’ve made at work?

Showing up as a valued asset to leaders and employees, rather than [being] seen as a transactional asset focused on administrative actions. This has evolved over time, but it’s in how you present your ideas and show that you can bring a wealth of knowledge and strategic thinking to an organization.

Keep reading here.—AD

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