The workforce of tomorrow depends on spotting the right talent today. Skills-based hiring is reshaping how organizations define fit, moving beyond traditional resumes to focus on capabilities, potential, and transferable skills. Which innovative methods are helping teams identify high-potential candidates more quickly and accurately? How can organizations balance immediate hiring demands with long-term workforce planning? What strategies can make these approaches equitable, inclusive, and aligned with broader business objectives?

In today’s high-volume application environment, with so much automation being used, talent leaders must ensure fairness while still identifying the right talent quickly. How can organizations ensure equitable candidate evaluation at scale? What approaches redefine fit beyond traditional resumes? How can hiring processes balance speed with long-term workforce goals? How can they ensure their applications and interviews are reaching a diverse slate of candidates?

Technology is revolutionizing recruitment, but human judgment remains critical. How can talent teams use AI and automation to streamline workflows to free up time so TA leaders can put the personal touch to work with high-value and high-potential candidates? ? Which emerging technologies and tools are truly empowering TA professionals, and which are overhyped or no longer effective? What checks and balances ensure tech-driven recommendations are fair? How can these tools enhance both candidate experience and decision-making?