Hello, HR Pros!

Our HR playbook is changing—fast. From curbing costly interview dropouts to choosing the right AI tools and outsourcing models, today’s HR leaders need clarity, not guesswork.

This edition dives into the most practical, stats-backed strategies reshaping how we hire, partner, and lead ✨

📰 Upcoming in This Issue

• 🤖 Gemini vs. ChatGPT: Which the Better for HR?

• 🔍 Is a PEO Right for Your Business?

• 🤖 HR Reimagined with Agentic AI

• 🎯 The Hidden Cost Draining Your Hiring Budget: Interview Dropouts

📣 Trending HR News

• US job growth slows in July, unemployment rate ticks higher (Reuters)

• Moderna to slash 10% of workforce as biotech cuts costs (CNBC)

• EEOC sued over its treatment of transgender bias charges (Yahoo)

• Trump orders firing of top official after job report shows weak hiring (BBC)

🤖 Gemini vs. ChatGPT: Which is Better for HR?

AI adoption is booming—72% of HR leaders now use it weekly—but choosing the right tool is key.

Gemini thrives in data-heavy tasks within Google Workspace, while ChatGPT excels at writing, strategy, and personalized communication. Each has its strengths; neither is a one-size-fits-all solution.

For HR teams juggling admin, insights, and culture, the smartest move is to assign tasks based on tool strengths and streamline the right work in the right place.

Key Takeaways:

• 📝 ChatGPT for job descriptions: Use ChatGPT to draft inclusive, role-specific job ads tailored for different levels and regions in minutes.

• 📊 Gemini for analysis: Use Gemini to analyze Google Forms data and generate key engagement insights without leaving your browser.

• 🧠 ChatGPT for brainstorming: Use ChatGPT for brainstorming EVP campaigns, leadership messaging, and org design ideas with strategic depth.

• 📅 Gemini for onboarding & planning: Use Gemini to create customized onboarding schedules by pulling from Docs, Sheets, and Forms.

From the article "Gemini vs. ChatGPT for HR: Which One Is Best To Use?" by AIHR — read the full 2,232-word article here

🔍 The Hidden Costs of Payroll Errors (and How HR Teams Can Avoid Them)

Payroll mistakes quietly hurt more than you think—causing compliance fines, damaging employee trust, and consuming hours of HR’s valuable time. Many teams don’t notice these hidden costs until it’s too late.

To prevent these headaches, HR professionals increasingly rely on payroll services like OnPay, which offer features designed specifically to eliminate payroll risks:

• ✅ Automated Payroll Runs: Ensures payroll accuracy, eliminating costly manual-entry errors.

• 📅 Automatic Tax Filing & Compliance: OnPay files federal, state, and local taxes on time—preventing surprise penalties and regulatory issues.

• ⏰ Time-Tracking Integration: Direct integration with your existing time systems reduces discrepancies and improves payroll accuracy.

• 📑 Employee Self-Service: Allows employees easy access to pay stubs, tax forms, and payroll history, reducing HR admin burden and building trust.

👉 Learn how OnPay prevents payroll errors→

🔍 Is a PEO Right for Your Business?

HR burnout is real—10 org changes a year, shrinking teams, and rising compliance pressure are overwhelming even the strongest departments.

That’s why more HR leaders are exploring Professional Employer Organizations (PEOs) to offload admin, reduce risk, and scale smarter. PEO-backed companies grow 2x faster and face 50% lower closure rates—but only when used at the right time, in the right way.

This guide cuts through the confusion with practical criteria, cost models, and red flags to watch for before you commit.

Key Takeaways:

• 📉 Know when you're stretched: When HR time shifts from strategy to admin, a PEO can restore focus and prevent burnout.

• 🧾 Clarify co-employment risks: PEOs share responsibility, but legal accountability still falls on you—clarify roles early.

• 💰 Understand true cost models: Compare % of payroll vs. per-employee fees, and always ask for itemized service breakdowns.

• 📊 Align culture before signing: Standardized PEO policies may clash with unique cultures—assess cultural fit alongside pricing.

From “Is a PEO Right for My Business? Actionable Guidance for HR Leaders” – HRmorning (read the full 1,814-word article here)

🔍 Need a PEO? Here’s Why HR Teams Often Choose TriNet

HR teams looking to simplify payroll, compliance, and employee benefits frequently explore Professional Employer Organizations (PEOs). TriNet PEO regularly stands out due to:

• 🛡️ Reliable Compliance Support: Expert guidance that reduces employment-related risks.

• 💼 Top-Tier Employee Benefits: Premium health plans and perks usually reserved for large enterprises.

• 📌 Unified HR Platform: Streamlined management of payroll, HR tasks, and benefits in one place.

👉 Explore Benefits of TriNet PEO→

🎯 The Hidden Cost Draining Your Hiring Budget: Interview Dropouts

Interview-stage dropouts are the silent killer of great hiring outcomes.

This article dropped a stat that stopped me cold: 25% of candidates ghost during interviews—our most valuable tier of applicants.

Dr. John Sullivan doesn’t just sound the alarm—he hands us a blueprint. From treating interviews like doctor appointments to nudging with incentives, these are moves you can apply this quarter, not next year.

Key Takeaways:

• 📉 Interview no-shows = 25% loss rate: That's one in four top-tier candidates lost, mostly due to preventable friction in scheduling or communication.

• 🧠 Anxiety sinks attendance: Lack of clarity about format, dress, and process makes great candidates bail—fix it with personalized previews.

• ⏱️ Speed matters more than ever: Delayed offers = dropped interest. Top candidates see slow hiring as a red flag for decision-making.

• 💸 Treat time like money: Some companies now incentivize staying—from gift cards to future application status bumps, every nudge helps.

(From “Interview Dropouts Are A Costly Hidden Problem” by Dr. John Sullivan)

🤖 HR Reimagined with Agentic AI

Agentic AI is fundamentally reshaping HR by executing tasks on behalf of people—an evolution from support tools to proactive, intelligent actors. These agents interpret context, anticipate needs, and complete workflows without human initiation.

Deloitte estimates agentic AI could manage up to 80% of HR operations. From tailoring onboarding journeys to adjusting benefits mid-conversation, the shift reduces manual lift while increasing personalization and speed.

HR leaders must now transition into strategic orchestrators—guiding AI systems, managing risks, and ensuring ethical, adaptive workforce experiences at scale.

Key Takeaways:

• 📊 Delegate with precision: Agentic AI executes 80% of HR operations, freeing HR teams to focus on high-impact strategy and guidance.

• 🧠 Strategic intelligence embedded: AI agents autonomously model workforce risks, deliver retention nudges, and simulate compensation impacts.

• ⚙️ Workflow becomes anticipatory: Intelligent agents trigger tasks and communications before humans even request them, based on behavior and signals.

• 🧩 HRBP roles are redefined: Agents handle routine requests, while HRBPs become architects of dynamic, data-powered talent strategies.

Based on the Deloitte article “HR Reimagined: Agentic AI For HR” you can read the full 1,400-word article here.

The bottomline

We’re not just adapting—we’re rewriting the rules. From choosing smarter AI tools to rethinking the hiring funnel and vendor partnerships, the choices we make now shape the workforce of tomorrow. Don’t just observe these shifts—lead them. Stay curious, stay critical, and stay people-first.

Because in an era of digital acceleration, the HR teams who align innovation with empathy will define the future of work. See you in next edition ✨