In September, the HRO Today Association hosted another installment of its Third Thursday webinar series, featuring insights from Jeff Gelinas, President of Employee and Consumer Engagement & Incentives and Darren Findley, President, Recruitment Solutions of Engage2Excel. The session explored how artificial intelligence is reshaping the HR landscape and what it means for the future of work.
The conversation opened with a look at the current state of AI adoption in HR. While 96% of NYSE-listed CEOs view AI as a strategic opportunity, only 1 in 3 HR leaders report a shift in their business model due to AI. However, momentum is building. HR professionals are increasingly integrating AI into talent strategies, updating governance policies and seeking to demonstrate ROI.
A key theme throughout the session was the spectrum of AI capabilities, ranging from AI-assisted tools that support human decision-making to AI-enhanced systems that improve quality and insight, and finally to AI-driven platforms that operate autonomously. This framework helps organizations understand how AI can evolve from a helpful assistant to a strategic partner.
Understanding the difference between generative AI and agentic AI is also critical. Generative AI creates content based on prompts, such as job descriptions or outreach messages. At the same time, agentic AI acts independently, monitoring pipelines and executing tasks. When used together, these tools can orchestrate workflows that are both efficient and personalized.
In recruitment, AI is already delivering measurable impact. From expanding talent pools and reducing sourcing time to improving diversity and cutting cost-per-hire, AI is transforming how organizations attract candidates. Personalized outreach, real-time labor market insights and predictive analytics are enabling recruiters to act with greater precision and speed.
On the development and retention side, AI is enhancing onboarding, surfacing skills through recognition data and supporting managers with coaching tools and action planning. These innovations not only improve the employee experience but also empower HR teams to focus on strategic priorities such as culture and engagement.
The session concluded with practical advice for organizations looking to get started with AI. Four key takeaways emerged:
1. Align AI initiatives with business goals – Avoid adopting AI for its own sake.
2. Prioritize AI literacy – Equip employees at all levels with foundational knowledge.
3. Clean and consolidate data – Quality data is essential for effective AI use.
4. Focus on people, not just technology – Competitive advantage will come from how people use AI, not just the tools themselves.
Darren noted, “Technology won’t be the differentiator; how your people use it will be.” This sentiment captured the spirit of the session: AI is not about replacing humans but about elevating human potential.
The webinar wrapped up with a question to the attendees to share a one-word reaction to their feelings on AI in the workforce. Among the most common responses, “excited,” “curious,” “hopeful” and “transformative” seem to resonate. It’s clear that while AI presents challenges, it also offers immense promise for HR professionals ready to embrace it.
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