Textio’s AI Is Here to Cancel the Vibe Check

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Good Morning!

This week, we’re diving into how HR leaders are facing AI head-on: calming fears, and redefining what a “good hire” really looks like.

At the same time, companies are rethinking job structures to keep women in the workforce based on Gallup’s latest research findings. These shifts aren’t just changing how we work—they’re forcing a deeper look at how we lead, hire, and support the people behind the roles.

⬇️ Upcoming in this issue

• 🧠 Textio’s AI Wants to Replace Interview “Vibes” With Real Skills

• 👩‍💼 Latest Research | Why the 9-to-5 Still Isn’t Working for Women

• 🤖 How CHROs Are Helping Employees Navigate AI Anxiety

• 🔁 JPMorgan Swaps ‘Equity’ for ‘Opportunity’ in DEI Overhaul

 📰 Latest in HR News

• 🤖 What to do when your employee is using ChatGPT at work?

• 📆 April 2025: What’s coming up for HR?

• 🫥 Most workers say they’ve been ‘catfished’ into taking a job

• 🧑‍💼 Microsoft names new chief people officer

🧠 Textio’s AI Wants to Replace Interview “Vibes” With Real Skills

Read the full 734-word article here

When I read about Textio’s newest AI tool, I realized just how much hiring still leans on... well, vibes. Textio is now stepping in to change that with a new AI-powered interview feedback module aimed at eliminating bias, improving legal compliance, and—most importantly—making feedback actually useful.

Too often, interviewers rely on gut instincts and vague impressions, rather than clearly defined, role-based skills. Textio’s tool structures feedback to ensure candidates are assessed on what they did, not how they felt to the interviewer.

Key Insights

• 📉 "Vibes" ≠ skills: Interview feedback based on gut feelings is risky—Textio’s tool prompts clear, compliant, and skill-aligned evaluations.

• 🤖 AI makes it easier to write feedback: Generative AI helps surface candidate skills related to the role, improving consistency across hiring teams.

• ⚖️ Legal + ethical win: Structured feedback reduces bias risk and ensures new hires get relevant guidance from day one.

• 🌍 Beyond the hire: The new tool complements Textio’s suite, including inclusive job listings and bias-conscious employee feedback systems.

👩‍💼 Latest Research | Why the 9-to-5 Still Isn’t Working for Women

Read the full 1,429-word article here

While women now make up nearly half of the U.S. workforce, they’re still navigating an imbalance between work demands and home responsibilities. Gallup’s latest research shows that women are more likely than men to feel burned out, misaligned with their work schedules, and overwhelmed by household duties.

Women today want roles that allow them to blend personal and professional life, not split them sharply. And yet, the traditional 9-to-5 setup still dominates, often forcing women into arrangements that drain their wellbeing.

Key Findings

• 📊 Misalignment fuels burnout: Nearly half of women feel misaligned with their job setup, making them 81% more likely to report frequent burnout.

• 🏠 Household duties drive part-time interest: Women are 8x more likely to handle most domestic work, shifting their preference toward part-time or flexible roles.

• 🔄 Blenders vs. splitters disconnect: 54% of women want a “blender” work style, yet 75% are stuck in “splitter” schedules—hurting engagement and retention.

• 🧠 Managers aren’t stepping up: Only 25% of employees say their manager helped balance work/life—most turn to friends, introspection, or coworkers instead.

🤖 How CHROs Are Helping Employees Navigate AI Anxiety

Read the full 1,073-word article here

When it comes to AI, the combination of fear and uncertainty is a stress multiplier, making affected employees more likely to burn out or start job hunting. But CHROs aren’t sitting still.

From personalized AI tools to simplified training strategies, leaders are reshaping how they introduce and communicate AI across the org.

Key Insights

• 📉 31% of workers fear AI job loss: Yet 50% believe AI might positively impact their role—highlighting a disconnect driven by confusion, not just resistance.

• 📢 Communication reduces fear: Workers unaware of AI’s impact are more stressed—transparent conversations build trust and reduce the unknown’s sting.

• 🧰 CHROs emphasize learning: Leaders are becoming AI “students” themselves and rolling out relatable, easy-to-use tools to destigmatize adoption.

• 🧠 AI change is a marathon: Moving in small, two-year strategies and centering empathy helps employees adapt without feeling overwhelmed.

🔁 JPMorgan Swaps ‘Equity’ for ‘Opportunity’ in DEI Overhaul

read the full 437-word article here

According to COO Jenn Piepszak, the word “equity” no longer aligns with the bank’s evolving interpretation—so it’s out, and “opportunity” is in. The shift isn’t just about semantics—it’s also about realignment of structure and tone.

This move reflects broader pressure on corporations to back away from DEI commitments amid political scrutiny, especially following President Trump’s executive order targeting such initiatives.

Key Insights

• 🔄 JPMorgan's DEI becomes DOI: Equity now means "opportunity," focusing on equal access rather than equal outcomes, per Piepszak’s internal memo.

• 🏢 Structural shift underway: Formerly centralized diversity efforts are being folded into business lines like HR and corporate responsibility for streamlining.

• 📉 DEI training scaled back: The bank is reducing training as part of the realignment, reflecting a broader market and regulatory shift.

• 📝 DEI mentions quietly disappear: JPMorgan’s 2024 filing mentioned DEI just once—down from six times in previous years, signaling a subtle repositioning.