How to Prepare for the Future of Hiring NOW!— Lessons from Two Decades of HR Tech Research

Quote:

“When this all started (generative AI for the masses), the fear was ‘this is cheating.’ Now we’re flipping the conversation and saying, no — this is actually a skill set you need to develop.”

-Madeline Laureno

In this episode I welcome Madeline Laurano, Founder of Aptitude Research and one of the most trusted voices in HR and TA technology.

With more than 20 years of research and advisory experience, Madeline’s body of work has has tracked the evolution of all things mixing hiring, business, and tech.

We have known one another for a long time and are quite simpatico in our thoughts on talent acquisition, assessment, and skills based hiring.

And we prove it in this show - as we discuss the ins and outs of these crazy times for HR tech, hiring, and of course- AI.

So listen in and take a look into the crystal ball while staying grounded in the truth!

Topics discussed and wisdom dropped include:

1. Why ATS Are Going to Become Extinct

Madeline explained that ATS systems in their current form are not built for the way talent acquisition is evolving. Recruiters are frustrated because ATSs don’t support the workflows or user experience they need, and they will eventually be replaced by more dynamic, integrated platforms that actually match how hiring happens today. Hello AI!

2. What Her Research Says About Skills-Based Hiring

Madeline points out that skills-based hiring is more aspirational than real for most organizations. Aptitude Research has found that companies often treat skills like the old competency models — static, outdated, and resource-intensive — or via an over reliance on AI. Both make it hard to translate into practice without validated frameworks and clean, usable data. The path fwd requires a commitment to strategy, clarity, and validation.

3. How the Fast-Moving Nature of AI Impacts HR Tech Buying

Madeline notes that AI has changed how companies buy HR tech because the market is moving so quickly. In the past, companies would take years to build strategies before investing in technology, but now AI allows them to start much faster — sometimes adopting before they fully understand how to implement, which creates both opportunity and risk. Beware of AI FOMO!

4. Agentic AI and Hiring — What Will the Impact Be?

She described “agentic AI” as a coming wave where AI systems won’t just provide insights but will take autonomous actions. In hiring, this could mean systems that source, screen, and even interact with candidates automatically — raising big questions about oversight, fairness, and how much decision-making organizations are comfortable handing off to machines. Get ready because the rise of autonomous hiring agents is upon us.

5. The Impact of AI on Candidate Experience

Madeline stresses that AI can either improve or damage the candidate experience depending on how it’s implemented. Candidates expect personalization, transparency, and fairness, and if AI-driven processes feel opaque or impersonal, trust will erode quickly — but if designed well, AI can actually enhance communication and responsiveness. We must not villainize AI for this- there is a lot we can do enhance candidate experience and it can actually include the use of AI if done thougthfully.

6. What Will This Look Like 20 Years From Now?

Looking ahead, Madeline predicts that hiring will look radically different in 20 years, with skills-based approaches fully realized and AI deeply embedded into every step of the talent lifecycle. The key difference will be that technology will finally deliver on the vision of matching people to opportunities more accurately, quickly, and fairly at scale.

AMEN- let’s just make sure that people remain in charge!

Check out the episode and learn about the trends from two of the best!

& do yourself a favor and visit Aptitude Research’s website where you can find free access to all of their amazing research!

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