Phenom

So close. So close. He’s even picked our neighborhood! Turns out even Phrancis can’t out-recruit a championship roster. Congrats to the Philadelphia 76ers — we’ll still consider this part of us helping a billion find the right work.

Automate what people hate. Protect what they don't. Nobody wants to carve out 30 minutes from their workday to find a quiet closet and do a phone screen. That's not a candidate experience — it's a chore. Travis Windling of RBC makes the case for where AI actually belongs in recruiting: handle that first-touch screen automatically, so by the time a real human conversation happens, both sides already know there's something worth exploring. That's not replacing the recruiter. That's freeing them to do the work that actually moves the needle. 🎧 Full episode of Unusual Attitudes — link in comments.

Everyone's asking what AI will replace. Travis Windling, Sr. Director of Talent Acquisition Strategy at RBC , is asking a different question: what does AI make more human? In the latest episode of Unusual Attitudes, Travis breaks down why the organizations winning at talent aren't the ones layering AI on top of broken processes — they're the ones fixing the foundation first. Automating interview scheduling is table stakes. The real work is preserving human judgment where it matters most: reducing bias, managing legal risk, and identifying the skills that no algorithm can fully quantify. Adaptability. Critical thinking. The ability to navigate ambiguity. These aren't soft skills anymore — they're the competitive edge. If you're rethinking your talent strategy for the AI era, this one's worth your 41 minutes. 🎧 🔗 https://okt.to/kc549p

The AI boom isn't free — and someone's already paying for it. In a new piece for The AI Journal, Cliff Jurkiewicz lays out the hidden costs behind every data center, every server rack, and every efficiency gain: strained power grids, rising utility bills, public tax subsidies, and workers absorbing the uncertainty of a job market changing faster than policy can keep up. His take on an AI "token tax" is worth a read: if AI usage can be measured, it can be priced. Just like gas taxes fund the roads that make driving possible, corporations driving the AI economy should contribute to the infrastructure making it run. The companies getting this right aren't just cutting headcount and calling it progress. They're finding ways to elevate people into more valuable roles while letting AI handle the rest. That's the version of this story that actually holds up. Read Cliff's full piece here: https://okt.to/S14lq5

On this episode of Talent Experience Live, we look at why talent organizations have more data than ever and still can't answer basic business questions in real time. TA leaders walk into executive meetings unprepared, People Analytics teams field endless one-off report requests, and hiring problems that are actually data visibility problems keep getting misdiagnosed. We get into why fragmented data leads to fragmented decision-making, why generic BI tools haven't solved it, and how Phenom X+ Talent Advisor changes that picture, turning scattered data into decisions teams can act on instead of reports they have to chase down. We also look at what shifts for a talent organization once reactive reporting gives way to proactive intelligence.

AI is changing everything about how people find work and how companies build teams. On September 17, we're going live to show you exactly what that looks like — in practice, not in theory. Join us for Phenom AI Day. Broadcasting live globally from Phenom Studios at 10am ET. Register now → https://okt.to/54Xnq8

Some work trips you forget by Friday. Not this one. IAMPHENOM Europe brings together the people who think hardest about hiring — and gives them two days to learn, connect, and leave with a plan they actually want to execute. Register now → https://okt.to/8dHSwi

Employee profiles aren't just for employees. One VP of Talent realized that the skills data accumulating in their internal career center was something their business had never had before — a real-time inventory of what 40,000 people could actually do. Certifications. Languages. Patents. Military experience. All of it, searchable. "The business is starting to say, 'Wait a minute, you've got a gold mine there.'" See how a global aerospace and defense contractor turned employee profiles into a strategic planning tool: https://okt.to/4qoXpy

We're excited to welcome Dr. Hilmar Kroat - Reder, Senior Vice President People & Culture at Borealis, to IAMPHENOM Europe 🎉 People strategy at a global scale takes more than good intentions — it takes the right tools, the right data, and the courage to rethink how work gets done. Dr. Kroat-Reder brings all three. Join us November 4–5 in Paris to hear how leading organizations are building cultures that actually work for people. https://okt.to/QO67ya

$131M spent on outside staffing agencies. A career site so broken you couldn’t even post — or unpost — your own jobs. 👀 That was rock bottom for Franciscan Health. So they did the hard thing — instead of innovating a broken system, they blew it up and rebuilt it with Phenom. The results speak for themselves: 📈 37% increase in applications ⏱️ 60% decrease in average time to apply 💰 $101.6M saved in outside agency spend 🤖 A 24/7 chatbot built for nurses on 12-hour shifts — no scrolling through thousands of openings Now the process just works — and their team finally has time to innovate and put the right person in the right job. See how Franciscan Health transformed hiring: https://okt.to/ju7iPW