Human Resources Briefing

In Mobley v. Workday, the court granted plaintiffs' motion to push back class-certification deadlines, finding that Workday did not show enough prejudice to overcome good cause for the delay, which the court said was prompted largely by Workday's own late production of new bias-evaluation reports on the eve of certification. The revised schedule now sends the class-certification hearing to March 9, 2027, roughly five months later than originally set. FindLaw / CourtListener (N.D. Cal. docket)

Legal trackers following the case note the docket remains highly active, with the most recent filing logged September 25, 2026, underscoring that discovery over Workday's internal bias audits — the same reports at issue in the scheduling fight — is still ongoing and will shape what courts consider adequate vendor bias diligence. CourtListener

Employment counsel are reminding Illinois employers that HB 3773's AI-in-employment amendments to the Illinois Human Rights Act are fully enforceable right now even though the Illinois Department of Human Rights withdrew its proposed implementing rules on June 2, 2026 — the statute itself, not the yet-to-be-finalized rules, already creates civil-rights exposure for covered AI use in hiring, promotion, and discipline. KRESS

A fresh vendor-landscape roundup of 28 recruiting platforms — including Greenhouse, Workable, Eightfold, Paradox, and HireVue — describes AI as now embedded across sourcing, screening, scheduling, and interview scoring workflows, with HireVue specifically marketing bias-detection and fairness-reporting dashboards that track scoring patterns across demographic groups as a core differentiator for enterprise buyers. Dynamic Business

LinkedIn's agentic hiring products — led by Hiring Assistant — reached a roughly $450 million annualized revenue run-rate by April 2026, the first time Microsoft has broken out sales for one of its AI tools on an earnings call, a sign that AI recruiting tools that HR teams are being asked to adopt have moved firmly from pilot to revenue-generating product line. The Information via HeroHunt.ai

iHire's eighth annual State of Online Recruiting Report, based on a survey of 1,054 job seekers and 318 employers across 57 industries, found a widening trust gap in hiring: employers are struggling with fraudulent applicants while job seekers are running into fake, scam, and 'ghost' job postings, alongside deeper looks at AI adoption and employer branding. iHire (via HR Tech Edge)

In Mobley v. Workday, the closely watched AI-hiring bias case, court filings show Workday's late production of new bias evaluation reports on the eve of class certification prompted the judge to grant plaintiffs' request for a schedule extension, pushing the class certification hearing out to March 9, 2027 — meaning the case, and the vendor-liability precedent it sets, will now play out over a much longer runway than HR teams may have assumed. FindLaw (Mobley v. Workday case order)

A new Ghost Jobs Report from Unlisted, computed September 23 across 15 applicant tracking systems, measured over 607,000 job listings still open on employer career sites, finding 28.3% had been posted for more than 90 days — with staleness varying sharply by platform, from 17.2% on Workday to 48.2% on Lever, giving HR teams a data point for auditing their own zombie requisitions. Unlisted / The Neuron

Reuters reported that President Trump, House Speaker Mike Johnson, and tech CEOs will hold a meeting on artificial intelligence on September 29 — a sign that federal AI policy direction (which eventually filters into workplace and hiring guidance) is still actively being shaped at the highest level, worth watching for HR compliance teams tracking the federal-vs-state AI regulatory patchwork. Reuters (via U.S. News)

A new UK employer survey found that 51% of business leaders say AI is changing how they hire, with 19% reporting reduced entry-level recruitment (42% of those citing AI as a reason); SHL's global product SVP described firms moving from a 'pyramid' org shape to a 'diamond' with more staff concentrated at mid-level. CNBC

A new Ghost Jobs Report tracking listings across 15 applicant tracking systems found 607,050 still-open job postings on employer career sites, with 28.3% open more than 90 days and wide variance by platform — Lever listings were 48.2% stale versus 17.2% for Workday — a data point recruiting leaders can use to audit their own pipeline hygiene. The Neuron (AI Digest), citing Unlisted's September 2026 Ghost Jobs Report

Verizon launched a $70 million AI Skills for America training effort — $20 million from an existing reskilling fund plus $50 million new funding — aggregating coursework from IBM, Google, Microsoft, Anthropic, OpenAI, and Coursera, with Goodwill, LISC, and NACCE providing local coaching for displaced workers and early-career learners. The Neuron (AI Digest)

A Stanford Digital Economy Lab/King's College London paper released today analyzed 1.25 billion job postings and 154 million employment records; the academics analyzed a sample of 1.25 billion job postings and 154 million employment records between January 2021 and March 2026, finding that although overall hiring increased, the share of junior workers at AI-adopting companies fell by 1.9 percentage points. Bloomberg

New Indeed Hiring Lab and Challenger, Gray & Christmas data show a wage-layoff paradox: by 2026, the pay index had reached about 146 for highly AI-exposed jobs, compared with 141 for moderately exposed roles and 125 for the least exposed, even as AI was cited in 116,175 announced job cuts in the US through August 2026, accounting for about 22% of all announced cuts. For HR, that means AI-exposed roles (software, IT, data/analytics) are simultaneously the best-paid and the most layoff-exposed. BusinessToday (via Indeed Hiring Lab/Challenger, Gray & Christmas)

Illinois employers are being reminded that HB 3773's AI-hiring notice and anti-discrimination duties are live with no rulebook to follow: Illinois HB 3773 has been enforceable since January 1, 2026, yet employers still have no final regulations telling them how to deliver the notices the law demands, after the Illinois Department of Human Rights withdrew its implementing rules on June 2, 2026 without publishing a new timeline. BrightDefense

A recruiting-tech integrations guide flags a compliance detail multi-national employers keep missing: under the EU AI Act, from 2 August 2026, any AI used in hiring decisions needs documented bias audits, instructions for use, and a per-candidate audit trail — and that trail has to live in the ATS (applicant tracking system), not a vendor's separate workspace, a design requirement US-based ATS vendors are now racing to match. Metaview

A federal magistrate in Mobley v. Workday ruled that Workday's internal bias-testing data was protected from disclosure by attorney-client privilege, a ruling that came out of plaintiffs' motion to compel Workday to produce its bias-testing data and its customers' applicant data — a useful companion fact to this week's news that other bias evaluation reports were produced, since it shows not all 'we tested it' vendor claims carry the same evidentiary weight in court. Duane Morris LLP, Class Action Defense Blog

A separate lawsuit in California against AI hiring platform Eightfold AI Inc., used by companies like Microsoft and PayPal, was filed by two job applicants on January 20, 2026, reframing AI-hiring liability as a transparency and consumer protection violation, alleging the AI tools generated secret candidate reports without disclosure. Bricker Graydon LLP (via JD Supra)

Illinois' Department of Human Rights has circulated draft rules implementing HB 3773, and the draft rules make an employer's failure to provide notice to employees or applicants that AI was used in an employment decision a violation of the Illinois Human Rights Act in its own right, with the department tasked with adopting rules to implement and enforce these requirements. Hinshaw & Culbertson LLP

HiBob announced that Chief People Officer Nirit Peled-Muntz was named the 2026 HR Leader of Distinction by HR Executive, an honor recognizing HR leaders shaping business performance and the future of the profession, with the company positioning its 'Bob' platform as critical infrastructure for the AI-powered enterprise that bridges the gap between people and agents. HiBob (GlobeNewswire)

Workday disclosed that more than 5,500 customers now use one or more Workday agents, up over 35% from just last quarter, days after being named a Leader in the 2026 Gartner Magic Quadrant for Cloud HCM Suites for 1,000+ employee enterprises for the 11th consecutive year — a reminder that agentic AI adoption inside core HR systems is accelerating well beyond recruiting screens. Workday Blog

A new LRN report finds fewer than 1 in 10 organizational codes of conduct explicitly address artificial intelligence or technology ethics, meaning their rules may fail to account for emerging risks faced by employees, leaving most HR-issued conduct policies silent on how AI (software that makes or supports employment decisions) should be used or disclosed. HR Dive

A ManpowerGroup employment outlook report finds artificial intelligence hasn't consistently improved the speed of hiring despite its increased use across every aspect of recruitment; only a third of respondents reported seeing an improved time-to-hire compared to 2025, while 42% said there was no change and 25% said the process actually slowed down — a reality check for HR teams justifying AI tool spend on speed alone. HR Dive

HireVue's chief evangelist told CNBC demand for AI hiring tools like AI interviewers has increased 'pretty exponentially' in recent months, and Hirevue debuted a voice-based AI interviewer in June 2026 — even as candidate backlash against these same tools grows. CNBC

Talentcare launched Talentcare Crew, an AI-enabled platform built to manage the frontline employee journey from application through the first 90 days on the job, combining recruiting, candidate engagement, interviewing, onboarding and early-stage retention into a single workflow for companies hiring frontline employees at scale. GlobeNewswire / HRTechEdge

Recruitics announced it is repositioning its talent acquisition platform, noting Recruitics is repositioning its talent acquisition platform around a hiring process increasingly shaped by artificial intelligence, and is expanding its technology stack with AI-enabled applications, candidate identity verification, voice-based interviews and an open standard designed to let employers and AI agents interact with job and application data. GlobeNewswire / HRTechEdge

Minnesota has no dedicated AI-hiring statute, so employment attorneys are warning that the Minnesota Human Rights Act's ban on employment systems that 'unreasonably exclude' protected-class applicants already applies to screening algorithms — meaning, as one Minneapolis firm put it, a biased tool means 'the employer has the problem, not the software company.' Aaron Hall, Attorney (Minneapolis)

Indiana workforce leaders told a U.S. Senate subcommittee that while AI hasn't wiped out large numbers of Hoosier jobs, entry-level career pathways are being disrupted, citing Indiana Business Research Center data showing a 41% dip in job postings for AI-exposed careers since 2022. Reported via Sen. Jim Banks' office, citing Indiana Business Research Center testimony

TechPoint and CICP released a report on how AI is reshaping early-career hiring in Indiana, noting that AI can absorb many routine entry-level tasks even though the skills employers most value are still built through hands-on work with coaching and feedback. TechPoint

Wisconsin Manufacturers and Commerce says AI is reshaping — not eliminating — jobs in the state's construction and manufacturing sectors, with a WMC official noting the bigger near-term impact is workers needing to learn how to incorporate AI into existing workflows rather than outright job loss. The Daily Reporter (WI Construction News)

Indiana's new employment law, effective July 1, 2026, adds an AI-specific layer HR teams in the state need to track: the law requires employers to provide advance notice when AI is used in hiring or other employment actions, and courts are permitted to consider evidence of bias testing when evaluating discrimination claims involving AI. Seyfarth Shaw, Midyear Employment Law Horizon Report

Illinois' AI-in-hiring law remains enforceable with no final rules published: the Illinois Department of Human Rights withdrew its implementing rules on June 2, 2026 without publishing a new timeline, leaving employers with Illinois workers to comply directly against statutory text. BrightDefense

A regional HR-consulting watchlist warns Upper Midwest employers not to get comfortable: although Iowa, Minnesota, and Wisconsin have not enacted comprehensive AI employment laws comparable to Colorado or Connecticut, organizations operating in these states should not assume they are free from any risk when it comes to exploring AI usage in the HR space, given neighboring Illinois' active enforcement and federal Title VII exposure that applies regardless of state statute. Skywalk Group

Indiana employment attorneys are telling local businesses that if an AI tool used in hiring disproportionately screens out applicants on the basis of race, sex, age, disability, or another protected characteristic, the employer may be held liable under Title VII or the ADA regardless of intent, and employers cannot simply rely on a vendor's assurance that an AI tool is unbiased. McNeelyLaw LLP

The University of Minnesota's Office of Human Resources has published internal AI-in-HR guidance directing staff to not use AI to screen or rank applicants or resumes and to document and disclose any meaningful AI assistance used in hiring or decision-making files — a look at how one major regional employer is drawing its own guardrails ahead of any Minnesota-specific mandate. University of Minnesota Office of Human Resources

A regional HR/employment-law watchlist flags that although Iowa, Minnesota, and Wisconsin have not enacted comprehensive AI employment laws comparable to Colorado or Connecticut, organizations operating in these states should not assume they are free from any risk when it comes to exploring AI usage in the HR space — federal Title VII and ADA exposure still applies even without a state AI-hiring statute. Skywalk Group

An Indiana employment-law roundup notes the EEOC has issued guidance making clear that employers remain responsible for discriminatory outcomes even when an algorithm, and not a human, made the decision — meaning if an AI tool systematically disadvantaged employees in a protected class, for example by assigning worse shifts to older workers or filtering out applicants with disabilities, the employer may face liability under existing anti-discrimination law, even though Indiana has no AI-specific hiring statute. Amber Boyd Law (Indiana Employment Law Round-Up)