🚨 Your team is botsitting and doesn't know it.

Hey HR Pros!

You built the AI business case around saved time. New data from a global survey of digital workers across three countries complicates that picture: most of those saved hours aren't going to higher-value work. 

They're being absorbed by a new category of invisible labor the researchers call botsitting.

Botsitting is the work of making AI usable: feeding it missing context, supervising outputs that look finished but aren't, debugging mistakes, and cleaning up downstream when errors slip through. Workers are spending more time on this than actually using AI to produce work.

COMING UP

• 🏢 Only 6% of entry-level roles are fully remote. New grads are walking into a market they didn't prepare for.

• 🤖 Botsitting is costing your team 6.4 hours a week. That's more than they spend on actual AI work.

• 📋 Candidates have the digital credentials. Your ATS can't see them.

• ⏰ Microshifting is already happening on your team. The question is whether HR has a policy for it.

This is what finding HR software looks like for most teams. It doesn't have to.

Most HR software searches start the same way: a long vendor list you're not too sure about, back-to-back demos, and finally a decision that still leaves room for doubt.

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• 📝 A focused shortlist tailored to your team

• 🗨️ Fewer, more relevant vendor conversations

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Book 15 minutes. Skip the daily demo spirals.

And right now, SSR is throwing in a $100 DoorDash gift card after you meet with your matched vendors. Order in and take a night off from cooking!

_{*Terms and conditions apply. Gift card is sent after completing calls with matched vendors.}

 📰 Latest in HR News

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• Worker bias suits reveal DEI dual compliance trap for employers

🏢 Only 6% of entry-level roles are fully remote. New grads are walking into a market they didn't prepare for.

The expectation gap between Gen Z job seekers and hiring managers has arrived with data behind it.

Entry-level positions are overwhelmingly back in the office, and a generation that entered the workforce during peak remote adoption is now confronting a very different reality.

HR teams are feeling it in two places: late-funnel drop-off when candidates discover the role isn't what they assumed, and offer rejection from candidates who filtered for flexibility that was never communicated upfront. And modality is just one piece of an entry-level hiring picture that has shifted significantly across the board.

4 Numbers Reshaping How You Hire New Grads:

• 🎓 GPA screening has dropped from 73.3% of employers in 2019 to 42.1% today. Entry-level hiring criteria are shifting across the board, not just on location, and candidates aren't keeping pace with what employers now actually evaluate (NACE 2026 Job Outlook)

• 🤖 61% of employers say AI is not replacing entry-level roles, but 25% are unsure and 14% are actively having internal discussions. This is a signal worth tracking for workforce planning conversations with leadership.

• 💰 55.6% of employers plan to offer signing bonuses for 2025-26 entry-level hires. Talent competition for new grads is real, which means modality restrictions that aren't communicated clearly upfront can cost offers at the finish line.

• ⚠️ HR teams that don't address modality in job postings risk late-funnel candidate drop-off. After significant recruiter time has been spent, candidates who discover the role doesn't match their flexibility expectations will walk.

Read full report: NACE 2026 Job Outlook Report

🤖 Botsitting is costing your team 6.4 hours a week. That's more than they spend on actual AI work.

The Work AI Index, a global survey of full-time digital workers across the US, UK, and Australia, set out to measure the true cost of AI adoption. What it found was a hidden category of labor that most organizations never budget for: botsitting.

Botsitting absorbs a significant share of the time AI supposedly saves, and it doesn't show up in productivity reports. Workers who carry the heaviest botsitting load are also the most likely to be looking for their next job.

4 Numbers Behind Your AI Adoption's Hidden Costs

• 🏢 Only 13% of employees say AI has significantly improved their organization's performance and outcomes. Despite 87% using it and 75% reporting personal productivity gains, the gains are evaporating before they reach the org level (Work AI Index)

• ⚠️ 69% of AI users admit to "botshitting": shipping AI-generated work they haven't verified, don't fully understand, or can't defend. Heavy AI users are 64% more likely to do it than light users.

• 💥 More than a third of AI sessions (36%) fail outright and require a full restart or substantial rework. It's a failure rate most AI business cases never account for.

• 😓 Workers worn out by AI spend 43% of their AI time botsitting and are 95% likely to admit to botshitting behavior, vs. 34% and 55% for those who aren't worn out. AI fatigue is a concrete quality and retention risk, not just a morale issue.

Read more: The Work AI Index: I nstitute Global

[New Webinar] HR Legal AMA: How to Address Workplace Discrimination & Harassment

In this AMA (ask me anything) session, employment attorney Heather Bussing will answer your questions about:

• Dealing with discrimination and harassment claims

• How to approach complaints

• Running fair and effective investigations

• Avoiding common missteps that can escalate issues

Please submit your questions in the sign up form. The focus is on clear, and honest answers you can use.

📋 Candidates have the digital credentials. Your ATS can't see them.

Skills-based hiring has a structural problem that sits one layer below the skills-versus-degrees debate: even when candidates hold verified digital credentials, those credentials often aren't accessible inside actual hiring workflows.

1EdTech's May 2026 "Bridging the Gap" report found that digital badges and verifiable credentials typically live outside ATS systems, accessed via external links and requiring manual effort to review, making them unusable at screening volume. E

Even when a credential contains rich information (skill definitions, evidence of capability, assessment methods), hiring systems flatten or skip it entirely.

4 Reasons Skills-Based Hiring Stalls at the ATS

• 🔄 The credential paradox: digital badges are being issued at growing scale, yet employer adoption in actual hiring workflows remains limited. The data can't be interpreted quickly under time pressure, not because employers don't want to use it (1EdTech, Bridging the Gap, May 2026)

• 📊 Hiring unfolds across three stages (initial screening, evaluation, and validation) and credential data needs to work differently at each one. Most credentials are built for one stage, not all three, so they get ignored at the others.

• ✍️ The authoring problem is as significant as the structural one: vague labels like "leadership" or "communication" appear in credentials across industries. Without observable context about what was actually demonstrated, they carry no usable signal for a recruiter comparing hundreds of applicants.

• 🗂️ A minimum data model requiring four elements per credential (a shared skill definition, individual achievement context, evidence of capability, and a trust signal) could make credentials employer-usable without requiring an ATS overhaul, per 1EdTech's proposed framework

Read more: 1EdTech's May 2026 "Bridging the Gap"

⏰ Microshifting is already happening on your team. The question is whether HR has a policy for it.

Microshifting (breaking the workday into smaller segments and carving out time for personal activities in between) is the latest term circulating in workplace trend coverage.

Forbes contributor and Jotform CEO Aytekin Tank argues the employer response shouldn't be resistance. Done with structure, microshifting can support the creativity and energy recovery that actually improves output quality.

The risk is that without clear guidelines, microshifting erodes team coordination and the longer stretches of focused work that produce meaningful results.

4 Things to Know Before Building a Microshifting Policy

• 🧠 Microbreaks of 10 to 15 minutes can boost productivity and creativity by giving the brain time to reset, per experts cited in the article. The employee taking a walk mid-morning may return more valuable to the team than one grinding through without a break.

• 🧬 When team members work toward shared goals in coordinated time, their brains begin to process information in increasingly similar ways. Researchers call this neural alignment, and microshifting without coordination guidelines can erode it.

• 📢 The keystone rule the article's author enforces at Jotform: microshifting cannot come at the expense of collaborative work. Personal tasks can flex; team-facing commitments must be scheduled in coordination with others.

• 📖 Context-switching is the hidden cost: as Cal Newport writes, "human brains are not great at context switching," and microshifting without protected deep work blocks gradually weakens employees' capacity for the focused work that produces the most value.

Read more: Why Employers Shouldn’t Fear The Latest Work Trend, ‘Microshifting’