Are you using TikTok for recruiting? Businesses have been swift to harness the messaging powers of social media platforms, often either partnering with influencers to do so or recruiting their own employees to act as company ambassadors. The next big development in that trend may be shifting from brand and product communication on networks like Facebook and Instagram, to using TikTok videos as a potentially potent recruitment tool. Taken as a whole, social and professional networks now account for an astonishing 73% of all new talent acquisitions and are used by 87% of organizations looking to fill jobs, according to recruitment tech company HireLab. The next big boom in that online recruitment activity may come on TikTok, which a wide array of companies already use to communicate directly to consumers with their own content, or spread their product and brand messaging through influencers. TikTok videos reach young candidates with the right messages. The reasons for shifting to the platform for hiring purposes are logical, say recruitment experts. Its short video format allows businesses to deliver more effective employment offers in forms that are more appealing and convincing to the kinds of applicants they want to attract. Source: Inc. 8/4/26

Salary ranges may be expected by applicants regardless of law requirements: According to a recent report based on thousands of job postings across the U.S. from workplace insights platform Monster, 60% of workers said they won't apply for a job if the salary range isn't listed. However, even the industries that are most transparent about pay like tech and retail include salary information in only about 1 in 5 job postings. As applicants and employees alike place increasing emphasis on compensation, leaders are starting to fully understand the need to meet those demands. Despite a strong legislative push to make pay transparency standard practice — with 18 states already requiring salary disclosure in job postings, according to HR management and software company Paycor — that's not the primary factor driving organizations to be more open about pay. Instead, Monster's report found that market competition is increasingly fueling pay transparency, with many employers in cities without disclosure laws voluntarily including salary ranges to attract talent. Michigan does not have any pay disclosure requirements, but it may be better marketing if employers did so anyhow. Source: EBN 8/6/26

Applicants and employees negotiating salaries with AI generated information: As AI becomes embedded in the workplace, compensation conversations are changing. More employees are entering discussions with salary ranges generated by tools like ChatGPT or Gemini, often assuming those numbers reflect objective market truth. On the surface, that feels empowering. In practice, it’s creating a new tension between AI-generated expectations and the operational realities leaders manage every day. AI can inform compensation decisions, but it cannot replace the human judgment required to make them fair, sustainable, and aligned to business strategy. Leaders who lose sight of that risk eroding trust, culture and retention. AI tools aggregate data from inconsistent and often outdated sources. The result is wide variability in output, even for the same role. Employees may see a benchmark of $95,000 and assume they are underpaid, while the business can only support $82,000 for that role. Don’t dismiss immediately the AI generated info. Use them as an entry point for a more transparent conversation. The goal is to provide clarity around how compensation decisions are made, how a role is defined, how performance is evaluated, what the current budget allows, and the opportunities available for growth and advancement. Source: Entrepreneur 8/5/26

Not all AI training teaches how to use AI: New research from The Conference Board reveals not only a gap in employer-provided training but also a disparity in the type of preparation offered to the workforce when training is provided. The report found that while 55% of employees use genAI or work with AI agents daily or weekly, only 33.3% have used organization-provided AI training over the last six months. Not only that, 28.3% report that no AI training has been provided at all. When the training does make its way to the workforce, the data shows that it typically focuses on AI literacy and establishing the basics of AI, but then misses out on collaborating with the worker to actually deliver advanced insights on what to do with the tech in real time and how to integrate it with the tasks and roles they perform day-to-day. This only serves to widen the gap in their capabilities, leaving them falling behind in the capitalization of said tools. If AI is set to redefine the future of work, it is critical to invest sufficient resources in preparing workers for this future. To maximize the benefits of technology, it is essential to build around it, just as we require a comprehensive approach to workforce AI training and upskilling. Source: The HR Digest 8/4/26

Employers don’t provide enough training sources for AI: A new survey of 1,000 U.S. workers by Adobe for Business found that 54% are learning to use agentic AI by trial and error, followed by about 36% who say they’ve gone to YouTube for help. Other top means for building skills include watching peers and consulting Reddit. About one-third have received formal training at work.  “Most workers figure it out as they go rather than rely on formal training,” researchers write. “Formal agentic AI training exists, but it’s rarely where fluency begins,” according to the Adobe study. “For most professionals, learning to work with AI is still a self-directed process—shaped by curiosity, peer collaboration and a willingness to experiment.” Source: HR Executive 7/31/26

Could the administrative exemption under the FLSA be doomed by AI? The spread of artificial intelligence tools in the workplace could require employers to pay minimum wage and overtime under the Fair Labor Standards Act (FLSA), because employees could lose their discretion and independent judgment under the federal statute's administrative exemption, attorneys say. "To the extent AI is used by workers who have been validly covered by the administrative exemption, I would expect plaintiffs' class action lawyers to argue that such workers are now using AI's reasoning and independent judgment instead of their own," said Richard Reibstein, a shareholder at management-side firm Littler Mendelson PC. For example, those who are tasked with checking a business entity's compliance with laws could see a shift in their exempt status if AI is helping them answer a compliance question, Reibstein said. "The worker is not using their own independent judgment and discretion, but rather relying on AI to do so," he said. Ryan L. Eddings of Hanson Bridgett LLP, who represents employers, also said AI systems have impacted litigation, for example, AI systems can leave a track record of what recommendations were given to employees, whether those suggestions were accepted and how often they were accepted, providing insight on whether workers maintained their independent judgment, he said. Source: Law360 7/28/26