Key Takeaways Candidate trust in AI recruitment doesn’t depend on whether a company uses the technology – it depends on how. Only 19% of candidates would want to see less AI in the hiring process. At the same time, 38% have walked away from applying because an AI interview was included without prior notice (Greenhouse, 2026). The gap between these two numbers…
Key Takeaways What Is Shadow AI in HR and Why Does It Affect Recruitment Teams Specifically? Shadow AI in HR refers to HR and recruitment staff using artificial intelligence tools without the knowledge or approval of IT or compliance departments. In practice, this means pasting content – emails, notes, candidate data – into public chatbots like ChatGPT, Gemini, or Claude on personal accounts,…
Key Takeaways Introduction The EU Pay Transparency Directive (Regulation (EU) 2023/970) requires companies across the European Union to report gender pay gaps and give employees access to information about how pay is determined. The transposition deadline passed on June 7, 2026, but most EU countries have not fully implemented the rules. That does not mean the topic is losing relevance…
Key Takeaways In the previous article, we described how HR systems lack a place to track role transformation as an initiative over time. The HR Project is a concept MintHCM is considering as a response to that gap: a parent record that could gather context around an organizational change – its goal, timeline, and related positions and people. This is a development direction, not a module available…
Key Takeaways Companies are transforming roles under the influence of AI faster than they can document it. A developer becomes an AI-assisted software engineer, a consultant starts working as a low-code developer, a customer support team goes through reorganization – and the HR system still shows only who formally holds which position, with no trace of the change itself. Why Do Roles…
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 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…