The bosses in human resources refer to it as “workforce analysis,” a highly refined, yet often capricious method of deciding who to hire, how much to invest in furthering their career, and when it’s time to say goodbye and good luck.
A lot of factors figure into the process, and is increasingly driven by artificial intelligence (AI). AI is highlighted at nearly every human resource technology conference taking place around the nation and the world.
The rise of AI is fundamentally transforming HR workforce analytics, according to a report from Everest Group. These systems are evolving from historical reporting to intelligent systems that provide HR leaders with answers that arrive in context, without complex queries or dependency on analysts.
Workforce analysis is basically how HR understands its broader data, explains Kate Achille of the Devon Group, which represents HR Tech, a major conference coming to the Mandalay Bay Convention Center in Las Vegas in October.
“You might see it as one click out from people analytics—the larger labor view,” Achille says. “It sees the workforce as a system rather than as individuals, as people analytics does.”
Unquestionably, AI has climbed to the forefront of human resource departments, shaping organizational strategies, creating opportunities to elevate talent management, fostering employee growth.
The task for HR managers goes beyond development of a skilled workforce. In today’s constantly evolving job market, companies must “engage” their employees. Advancements in AI have provided recruiters with helpful tools in achieving such goals.
Emerging Technologies
It’s impossible to encapsulate all of the ways technology is redefining the human resources industry. Unleash America 2026, held at Caesars Forum in Las Vegas in March, explored themes along those lines.
AI and workforce innovation. Examining how artificial intelligence is transforming talent acquisition, performance management and workforce planning.
Data-driven people strategies. Building analytics and insights that help HR and finance executives make informed decisions.
Employee experience and culture. Developing strategies for engagement, belonging and leadership alignment that drive productivity and retention.
Learning and skills acceleration. Addressing new skills, better skills and internal mobility to prepare for emerging business and technology needs.
Future workforce design. Exploring hybrid work, flexible employment models, and the integration of contingent talent to create adaptive organizations.
Talent Search
Finding the right talent is fundamental for any company’s success. That elusive search has been revolutionized with “predictive analytics,” AI technology that identifies and screens applicants with unprecedented efficiency in helping determine the best fit for the job.
The tradeshow industry is a “niche” industry with a specialized workforce, notes Dana Little, manager of HR, safety and administration for ACER Exhibits and Events in Havre de Grace, Md. She finds it more advantageous to attend job fairs than HR conferences.
“It’s a challenge because of the way we conduct business,” Little tells Exhibit City News in a telephone interview. “It really requires people to be in the office, not remote. A lot of people want to be remote.”
With fewer than 50 employees, ACER uses online sources such as Indeed and LinkedIn, depending on the position. If it’s management, Little will try LinkedIn. If it’s a shop or warehouse person, she’ll go with Indeed. The problem with LinkedIn, she interjects, is getting bombarded by recruiters. She sometimes turns to a recruiting service to fill specialty positions such as designers.
Before the internet, job seekers filled out application forms, sent inquiry letters, and made telephone calls, angling for a personal interview. Search options were limited. Now they apply online, through career page portals. HR spends less time reviewing resumes and taking calls.
“I really like Indeed,” Little says. “They’ve come a long way. They’ve got addresses. I can message them through Indeed. I can schedule interviews.”
Companies kept employee files in bulky storage cabinets. They contained personal information, Social Security numbers, performance reviews, and insurance policies. Those files are now encrypted in software that can be accessed with a click of the mouse, saving paper and time.
“I still keep applications and resumes,” Little says. “It’s what you’re required to do by law. I keep those electronically. They usually come in as a PDF. We have all the particular job titles, and I have a folder for each one of those.”
Conference Value
The $2,600 registration fee to attend SHRM26, organized by the Society for Human Resource Management and slated for June 15-19 in Orlando, Florida, can be a tough sell to the bottom-line people in accounting. Then you add travel and accommodation expenses.
More than 25,000 industry leaders will convene at SHRM26. Along with cutting-edge technology, tools and services on display at SHRM Expo, the conference offers some 375 educational sessions diving into the latest strategies and innovations reshaping the workplace.
SHRM suggests identifying two or three sessions directly related to your company’s top priorities, presenting them to your manager, and writing a summary that can be shared with others when you return. If you can solve just one HR challenge, close a compliance gap, gain insight on how to attract the best candidates from a dynamic talent pool, or improve employee retention, it’s worth the investment.
Achille, spokeswoman for HR Tech, cites a report from George LaRocque of WorkTech, who chairs the Investor Experience at HR Tech. He calculates that global investment in HR technologies reached $1.9 billion across 58 deals in the first quarter of 2026, a 54 percent increase from the same quarter last year.
There’s a direct connection between LaRocque’s Investor Experience and other portions of the conference such as the HR executive strategy summit and networking opportunities, and the sharing of knowledge and ultimately the flow of deals.
“With massive investment in the industry in recent years, events like HR Tech give the financial community a chance to join the conversation and shape what’s next,” says Achille.
Balanced Approach
AI is only part of managing human resources. The true impact comes from pairing artificial intelligence with the “experience, judgment, and empathy that only human intelligence provides,” according to a research report from SHRM. “HR leadership is critical in harnessing both technological advancements and human understanding—ensuring that new tools serve people, reinforce core values, and strengthen culture.”
This balanced approach empowers organizations to drive operational efficiency, maintain compliance and inspire ongoing innovation to support sustained success, the SHRM report states.
HR managers are seeing a trend in employees who expect “reciprocity” for driving a company’s success. They want responsible use of technology, recognition of their humanity and support through their stages of life. Regulators are setting down rules on how AI influences employment, establishing a framework with clear expectations regarding fairness and transparency in AI-driven hiring.
Overcoming Disruption
AI is the biggest disruption to hit the workforce in a generation. Finance can automate numbers; operations can automate processes. HR places people at the center. That’s a completely different challenge.
At HR Tech, the conversation moves forward with the theme, “From Change to Transformation,” reflecting the shift from navigating constant disruption to delivering lasting business impact through strategy, technology and execution.
Achille promotes HR Tech as an industry leader for “innovation in the space,” offering immersive learning and an expo floor featuring the Pitchfest competition, AI Playground, and Startup Pavilion.
“This year’s attendees can expect to learn about new solutions that make it possible to screen resumes for AI, detect fraud, and deepfakes, and prevent candidate swapping,” she describes.
Employee “engagement” scores are sinking, and nobody seems to know what to do about it. HR Tech looks at how to design a “holistic” employee journey that brings together well-being, purpose, personalization and performance. The goal, according to Achille, is to support stronger engagement both during the job search and post-hire; and to promote stronger internal mobility and retention via AI coaching for leadership development.
We understand that AI cannot entirely replace the human aspect, but it’s definitely changing the game. By all accounts, companies that synchronize AI with their strategy, culture, and governance will lead the way in HR management.
This story originally appeared in the Q3 2026 issue of Exhibit City News, with the original magazine layout available here.
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