From LinkedIn to Indeed to ZipRecruiter, recruiters have many resources at their fingertips to find external candidates. But what about internal candidates?

Tax and accounting firm PwC in January launched an AI-powered talent marketplace to help recruit internal talent for open roles and projects. Called My Marketplace, the firm’s chief people officer, Yolanda Seals-Coffield, hopes the tool will offer employees more transparency into PwC’s talent strategy and agency over their career trajectories.

“It is providing a fuller transparency to all the different opportunities that exist in the firm,” she told HR Brew. “It’s going to give our people greater agency…if they are able to see the opportunities that exist for themselves and express an interest in exploring those opportunities.”

How it works. The platform pulls data from internal records and résumés, as well as publicly available sources like LinkedIn, to create employee profiles. It then uses generative AI to match employee profiles with prospective jobs and projects, Seals-Coffield explained.

Keep reading here.—MC

Picture this: You’ve prioritized your employees’ mental health and made huge organizational strides, but your org isn’t—ya know—perfect. So there’s still room for improvement and better support.

Employees also keep evolving, and benefits and workplace culture should change alongside them. Enter Calm’s 2024 Voice of the Workplace Report. It’s filled with insights about employee mental health—and how you can support your team.

Dig into feedback directly from employees, including:

• the challenges facing specific populations
• five key trends in employee mental health and how benefits leaders are responding
• practical, actionable recs to improve workforce mental health

Get the full report here.

Since ChatGPT launched in late 2022, changing the public understanding of the power generative AI could bring to everything, some HR teams—like everyone else—have been navigating the AI transformation, making sure they’re equipped to leverage the potential offered by the leap in technology.

It’s no surprise that people platforms, like ServiceNow, are quickly working to upgrade their solutions to meet the moment. Global digital transformation platform ServiceNow announced on May 9 its new AI-powered features to help HR pros continue to improve employee experience and talent development outcomes, and improve in-person work in an AI-powered digital era.

The platform uses automation and AI to replace manual HR processes and workflows with employee self-service, and offer HR pros recommendations and data-informed insights. The aim is to both empower employees to handle their own needs and free up HR teams for higher level work.

Zoom out. ServiceNow is among the many HR tech companies eyeing new AI solutions to make work easier and provide an AI-powered assist to HR professionals amid this moment of disruption. Just in time too, as Johnny C. Taylor, CEO of the Society for Human Resource Management (SHRM), told HR Brew earlier this year that people teams should consider preparing for this seismic shift right now.

Keep reading here.—AD

While HR has changed significantly in the last several years, some experts say the function still has more room for improvement.

One of those experts is Lucy Adams, CEO of London, England-based consultancy Disruptive HR. Her 2017 book, HR Disrupted, explores what Adams sees as the function’s fundamental problems, and has been revered as a quintessential read for HR pros. In 2021, she revisited those problems in a second edition of her book, and found that not much has changed.

Adams shared with HR Brew what people leaders can learn from her book.

This interview has been edited for length and clarity.

What are takeaways from your book?

Any HR professional picking up the book would hopefully be hit by two things. One is an insider’s view of why what we do has to change. I’m not an academic, I’m a practitioner, so my ideas were formed on the job, as it were, as opposed to being formed in a university or as a researcher…So, it’s filled with my own humiliations and failures, and successes to a certain extent, but mainly humiliations and failures as an HR director…The other main thing I would hope that readers would pick up is that it offers a framework for thinking about doing HR differently…[with] the EACH framework.

Keep reading here.—MC

The whole package. Siloed healthcare systems lead to siloed employer benefit strategies. Inclusive, whole-person care doesn’t just improve financial and clinical outcomes—it also empowers individuals to live their healthiest lives. This Mental Health Awareness Month, Headspace explores how whole-person care improves mental health outcomes + lowers costs. See how.