2026 March- TLIX New York Roundtable
In our TLIX: Talent Leader Information Exchange New York City Roundtable last week we were lucky enough to hear from the outstanding Lebo Mosese who shared Cummins’ future state recruiting operating model and their plan to build the capacity to achieve it.
In the general roundtable discussion, AI came up a lot (as usual) in terms of: the risks associated with using it; trying to get AI projects and pilots across the finish line; the efficiencies as well as the challenges of using AI; and of course the resistance and fear that we are seeing in our own teams and businesses. We also talked about how to evaluate AI skills, or at least the agility of talent to be able to learn how to adapt to it - both in our hires as well as our recruiters. A number of member organizations are going through significant change, either by merger, acquisition, or spinoffs, or thanks to return-to-office policies, and shared how that created an extra burden on their teams in what is already a highly volatile environment - especially as recruiters are the often the front line when it comes to messaging to the market.
We touched on global markets and how to make sure that our models were flexible and agile depending on local and regional and global needs; and in a similar vein, the use of hybrid recruiting models, often with mini-RPO's, to enable flexibility in the model as demand fluctuates. Furthermore, the general roundtable spent quite a bit of time talking about elevating the talent team and future-proofing our recruiters in a way that also felt safe for them. In addition, members discussed recruiter average req loads; technology tools - both the 'good' and the 'bad'; and how to optimize the use of data to help our recruiters and hiring managers be better equipped as they set their recruiting strategies. Finally, we played with the idea of weighting the importance of roles depending on their criticality to the business; touched on internal talent movement plus succession; and the perennial topic of quality of hire. And this is just a sample of what we discussed! So many things for talent leaders to think about at any one time!