Key Takeaways What is HR-IT convergence? HR-IT convergence means combining ownership of employee technology under one team or budget, instead of keeping HR and IT in separate silos. The phenomenon is described in Nexthink’s The Experience Silo: HR, IT, and the Digital Workplace (2025) report, based on a survey of 1,100 IT leaders across the US, UK, France, and Germany….
Key Takeaways What is skills-based hiring and why is it growing? Skills-based hiring is a recruitment approach where employers evaluate candidates based on specific skills and competencies rather than formal degrees. According to NACE Job Outlook 2026, 70% of US employers report using this approach, up from 65% the year before. Among employers who use it, 71% apply…
Key Takeaways Introduction Workday AI billing is changing the economics of AI-driven HR automation. One of the largest HCM vendors spent close to $3 billion in under two years acquiring AI companies, while at the same time rewriting how it charges for agent activity. Instead of paying for a seat in the system, customers may now start paying for every…
Key Takeaways The AI Act deadline extension for recruitment systems has been formally confirmed by both EU legislative bodies. The most important change for HR departments: high-risk obligations under Annex III, covering recruitment and employee evaluation systems, shift from 2 August 2026 to 2 December 2027. Not every deadline moves, though – the obligation to inform candidates about AI…
Key Takeaways Introduction Custom AI agents in HR software need three ingredients: documentation the agent can consult, a prompt defining its task, and a trigger that starts it. MintHCM already has fragments of all three built into the product schema. The MCP layer exposes 73 process-documentation entries that Claude already draws on today. What’s missing isn’t the foundation –…
Key Takeaways Introduction Switching to open source HCM before August 2026 is a decision more companies are making for calendar reasons, not ideological ones. The AI Act (Regulation EU 2024/1689) imposes full obligations from 2 August 2026 on HR systems classified as high-risk – we covered these in detail in our article on HR obligations before 2 August 2026. An HCM migration takes 6…
Key Takeaways Introduction AI vendor lock-in in HR software means a company cannot switch language model providers without changing its entire HR system. MintHCM, as an open source HCM, integrates with Claude (Anthropic), GPT (OpenAI), and Gemini (Google) without requiring a permanent commitment to one provider. For IT managers and decision-makers, this means a real choice, not dependency on a single AI ecosystem….
KEY TAKEAWAYS AI-assisted candidate ranking is no longer a concept – it is a workflow that runs in production today inside MintHCM. Claude, connected to the system through the MCP (Model Context Protocol), reads Entry Interview notes stored in candidate records and returns a ranked list with written justifications. The question worth asking is not whether this is useful – it demonstrably…
Key Takeaways Choosing open source HR software has always been a technical decision. Under the AI Act (Regulation EU 2024/1689), it is also a legal one. Any software that evaluates candidates, filters CVs, or contributes to employment decisions is classified as high-risk AI – and the organisation using it bears full compliance responsibility from 2 December 2026. Whether that system’s source…