Category: HR Trends

The problem isn’t adopting AI, it’s using it poorly

Posted on by Margherita Spangaro

Artificial intelligence has already entered everyday work. According to data from the HR Innovation Observatory of the Politecnico di Milano, 44% of workers use it today, a significant increase over the previous year. This trend is confirmed globally: as reported by the Microsoft Work Trend Index 2025 (a survey of 31,000 professionals across 31 countries), AI adoption in companies is accelerating rapidly.

And yet, this spread does not automatically translate into transformation. The point is not adoption. The point is use.

AI applies on your behalf: what no one is saying

Posted on by Margherita Spangaro

In recent months, more and more tools have emerged that allow candidates to apply automatically to job openings. The way they work is simple: you upload your CV, set a few criteria, and the AI finds the positions, fills in the applications and sends them, often to dozens of job ads per day.

At first glance, it looks like a natural evolution.

In reality, it introduces a deeper change: applying stops being an intentional action and becomes an automated process. It is no longer just people who apply, but systems.

Data-Driven Job Posting: Publishing Is No Longer Enough

Posted on by Margherita Spangaro

Writing a job ad is no longer the problem today. The tools have improved, content is produced quickly and the average quality of job descriptions has grown.

The real question is a different one: how many of the right people actually see that ad?

In the traditional model, most postings still rely on organic reach. But organic visibility has become structurally limited. The number of job ads published every day has increased significantly, platform algorithms favor sponsored content, and non-promoted ads are quickly overtaken by new content.

This means that publishing no longer guarantees reach.
And, in most cases, it does not even come close to generating it.

This is where the topic stops being “job posting” and becomes distribution.

Where hiring processes lose candidates

Posted on by Margherita Spangaro

In recent years, recruiting has been facing an increasingly evident paradox: candidate interest is there, but it often does not make it to the end of the process.

More and more professionals start hiring processes, but in many cases the experience breaks off before a clear decision. Not because the opportunity lacks appeal, but because something in the process gets lost along the way.

The point today is not attracting more applications. It is not losing the ones that are already interested.

AI and Salary Transparency: How Recruitment Processes Are Changing

Posted on by Margherita Spangaro

What the intersection between AI and the new European regulation means for the future of HR in Italy

In recent months, two topics have sparked public debate around work: the introduction of AI into recruitment processes and the new European directive on salary transparency.
Two phenomena often discussed separately, but which in reality converge on a single point: the profound transformation of HR teams’ work.

When major media outlets began talking about AI agents supporting recruitment decisions and, at the same time, about salaries becoming explicit in job postings, it became clear that these are not just passing trends.
They are signals of a structural shift: today, HR is expected to be faster, more transparent, and more consistent within an increasingly complex environment.

Recruiting Employed Candidates: The New Paradigm in Talent Selection

Posted on by Margherita Spangaro

In recent years, the labor market has undergone a silent yet profound transformation: more and more professionals change jobs not out of necessity, but by choice. This shift overturns the traditional logic of hiring and forces companies into a change of perspective. Recruiting is no longer a matter of intercepting those who are searching, but of convincing those who are weighing whether to take a step forward in their career.

In this scenario, the recruiter can no longer simply assess skills and CVs. They are called upon to interpret the aspirations, fears and expectations of people who already enjoy stability and who will only question it when faced with real added value.

Recruiter 2026: The Secret Toolkit for Recognizing Real Candidates

Posted on by Nicoletta Valiante

To cope with the new challenges introduced by generative AI, recruiters need to evolve. Reading a CV is no longer enough: what is needed is strategic equipment. HR toolkits are sets of complementary tools and approaches that help select real candidates more effectively, ethically and at scale.

In this article we present the 5 most effective toolkits!

From neuroscience to HR: a shift in perspective

Posted on by Margherita Spangaro

Selecting talents with AI and simulations: the future of recruiting

Posted on by Margherita Spangaro

Discover how AI is transforming the way talent is selected.
Dive into the world of immersive assessments and game-based tests, where real behaviors are what count.
Learn how tools like nCore HR help recruiters make more objective and transparent decisions.
Reduce bias and truly value soft skills.
Get ready to build fairer, more innovative and more strategic hiring processes.

AI in Recruiting: Opportunities and Risks with “AI-Enhanced” Candidates

Posted on by Margherita Spangaro

Would you trust an algorithm to decide if you are the right person for your dream job?
In recruiting, this is no longer a hypothetical question: artificial intelligence is already rewriting the rules of selection.
Between CVs “enhanced” by AI, video interviews analyzed by software, and new laws on the way, the line between efficiency and risk is becoming increasingly thin.