A little while ago, I wrote about the potential of internal talent marketplaces during crises. Today, I want to dive deeper into how AI is accelerating this concept and what opportunities it creates. The world of work is changing at breakneck speed. Talent shortages, new technologies, and flexible working models are putting organizations under enormous pressure. But within this complexity lies a huge opportunity: investing in developing your existing workforce rather than rel

Skills must be validated In recruiting circles, terms such as “ skill-based hiring,” “skills-first recruiting,”  or “competency-based selection”  are gaining popularity. Many organizations see this as the key to fairer hiring, better matches, and broader access to talent. But what’s really behind it — and where are the hidden pitfalls? What Is Skill-Based Recruiting? Skill-based recruiting shifts the focus from “what you are”  — your degree, title, or job history — to “what y

TRM with a little helper. Anyone who knows me knows that I’m a huge fan of Talent Relationship Management (TRM)  as a recruiting tool — and that I’ve built and implemented it multiple times. Yet TRM is still heavily underused in recruiting today. Many companies chase applicants, conduct interviews, make a decision, and then delete every trace of the interaction. The contact is gone, the interest fades, and the relationship ends. But that person might not have been a “no” — th

Many companies face a paradox: while layoffs and hiring freezes are common, the pressure to fill critical roles quickly is still growing. This is evident in Germany’s automotive sector, where jobs are cut as companies shift to e-mobility and efficiency. In Switzerland, large banks are reducing headcount after mergers and cost-cutting. Yet, the skill shortage persists. When markets rebound, companies lack experienced professionals familiar with their organization and culture.

Discussions on talent shortages usually focus on graduates, immigration, or automation. Rarely do we address the immediate value of professionals aged 50+. It matters—especially now, as shown in my recent Basel impulse session. The situation is tighter than ever, and alarmist headlines don’t help. There’s also serious work: Outsourcing consultancy von Rundstedt has pre-announced a new “55plus” study (publication scheduled mid-November). The preview already highlights demograp

Despite talent shortages and aging populations, age discrimination in hiring remains widespread. 50+ candidates are consistently...

AI in recruiting stopped being science fiction a while ago. CV screening, chatbots, matching tools – all here already. However, what’s...

Work is evolving rapidly. Digitalization, shifting lifestyles, talent shortages, and demand for flexibility are sidelining traditional...

End at the door: Biased Recruiter. Recruiting presents numerous challenges, including talent shortages, rising candidate expectations,...

In August 2025, SAP acquired SmartRecruiters, marking a significant disruption in the HR tech market. For many DACH companies, the ATS...

OpenAI’s announcement that it will launch its own jobs platform in 2026, complete with AI fluency certifications, raises pressing...

Hard to take results of a study, published by the universities of Chicago and Rotterdam. I stumbled across it via a blog post at the...

Artificial Intelligence is transforming recruiting and HR at a rapid pace. Yet many tools remain siloed: one ATS here, an interview bot...

The conversation around artificial intelligence is accelerating: automated résumé parsers, matching algorithms, chatbots, generative...

Go to any HR conference today and you’ll hear about artificial intelligence in recruiting: resume-screening bots, predictive analytics,...

The headlines are clear. Trump tariffs  are disrupting global trade. W ar risks  are heightening geopolitical uncertainty. Many companies...

Some weeks ago, I spoke with Tim Glowa, Host of the "State of Work Today" HR-Podcast and founder of HRbrain.ai , about why authenticity,...