2026 January- TLIX Deep Dive
Selection and Assessment were the topics of our recent TLIX: Talent Leader Information Exchange Deep Dive. Key takeaways from the discussion, and our recent TLIX Annual Benchmark Survey, confirmed that AI adoption is so far most prevalent for high volume/frontline and university/early career roles due to the higher cost savings opportunity, stable/repetitive work being a good fit with AI capabilities, and a lesser risk of backlash from candidates or the business. Participants also cited some AI tool features not being approved for usage due to current industry legal cases, and the challenge of configuring systems for differing state and country regulations. Automation seems more prevalent than true AI usage so far.
We next talked about the trend toward skills-based hiring and the desire to know and address workforce skill gaps. It’s generally perceived to be the right thing to do, but uptake is slow here too due to the heavy lift. One member is conducting A/B testing for job descriptions with or without degree requirements. Though she shared companies need internal talent management structure in place first before acquisition should adopt it. We then followed with a discussion about talent communities which are advancing for some members. One company’s goal is to have recruiters start with a passive CRM search before possibly needing to do a LinkedIn search at all. Another is keenly interested in creating internal talent communities, but they’re running into legal pressures due to external industry lawsuits.
Our meeting concluded with a very pressing question – will AI replace recruiters? While members had varying strategies and paths forward, three specific themes proved to be consistent: AI is turning recruiting into a relationship science rather than transactional hiring, TA leadership must help recruiters through this change, and involving recruiters in designing the future vision of their roles is a best practice.