Roundup: Why Org Charts Do More Than You Think

Also: AI adoption stalls in hiring, HR struggles to scale AI, and more

Podcast: Why Modern Org Charts Power Workforce Planning, Performance Management and Strategic HR Insight

HR teams are under pressure to move faster, plan smarter, and make decisions with incomplete information. In this episode of PeopleTech, Kimberlee Henry and Daniel Galvin from OrgChart break down why traditional spreadsheets fail to deliver real organizational insight and how modern org charts are changing that. As organizations adapt to constant change, org charts have evolved from static diagrams into dynamic data visualization tools. Kimberly and Daniel share how HR leaders are using org charts to surface organizational insights, improve efficiency, strengthen succession planning, and support more strategic conversations across the business. [Listen here]

Other News

AI Adoption in Hiring Stalls as HR and Executives Clash on Strategy

Business leaders increasingly see AI as essential to attracting the right talent, but many companies still struggle to agree on how the technology should actually be used.

That disconnect is highlighted in a new survey commissioned by AMS. The company found that while enthusiasm for AI’s use in hiring is widespread, internal alignment remains elusive.

Nearly two-thirds of respondents said their organization’s talent pool will not remain competitive without AI. That climbs to 80% among CHROs. Yet nearly half (47%) said HR leaders and company leadership are not aligned on AI’s role in recruitment and hiring. Not surprisingly, then, adoption has lagged: 89% of companies said they are not using AI across all of their major talent acquisition functions, despite 71% saying their organization should invest more.

“Alignment is lagging behind capabilities,” said AMD CEO Gordon Stuart. “Without a coordinated approach between HR and the C-suite, organizations risk falling behind in a competitive talent market.”

The survey also found rising concern about AI’s impact on jobs. Seventy percent of respondents worry automation will affect job security in talent acquisition, though more than half expect to hire additional HR leaders with AI skills in the next two years. Skills shortages and productivity pressures are adding momentum, with 75% saying skills gaps are a major challenge.

Meanwhile, ethical guardrails appear to be maturing. Nearly 90% of companies report having formal guidelines. Almost as many, 87%, believe it is ethical for candidates to use AI to improve their résumés. AMC said that signals a growing focus on responsible adoption alongside efficiency gains.

Most HR Teams Still Struggle to Scale AI Despite Rising Investment

Interest in AI remains high across HR, but most organizations are still struggling to turn that enthusiasm into meaningful, organization-wide change. A survey by Avature shows nearly nine in 10 organizations expect to increase their AI investment, but adoption remains thin. About half of respondents say their companies are still experimenting or running pilots, while only a small fraction report that AI is embedded in core HR processes such as hiring, workforce planning or skills development. Even fewer say AI is delivering a clear strategic advantage.

Skills gaps emerged as the most significant barrier to progress. Just 9% of respondents said they have strong, organization-wide AI expertise, while the majority say expertise is limited to small pockets or is still being developed. As a result, confidence in forecasting future skill needs is low: only 11% of HR leaders say they feel very confident predicting skills requirements a year ahead.

Early-career workers also have concerns. More than 75% of respondents worried about entry-level roles believe AI could significantly reduce hiring over time, though most say the near-term effects remain uncertain. Fewer than one in five expect job losses this year, but many say it is too soon to tell.

Trust remains another hurdle. While most respondents are comfortable using AI for administrative tasks such as scheduling interviews, confidence drops sharply when judgment is required. Nearly all say they do not fully trust generative AI to make workforce decisions without human oversight.

Briefs

Executives should prepare for a surge in AI-powered impersonation scams targeting enterprises, according to a new report from fraud-prevention firm Nametag. The company’s 2026 Workforce Impersonation Report warns that thew increasing use of deepfake tools are enabling more sophisticated attacks, including hiring fraud. Nametag CEO Aaron Painter said AI has given “new super powers to bad actors,” creating a “perfect storm” for impersonation attacks. His warning follows several high-profile incidents, including a reported $25 million deepfake scam at Arup in 2024 and an attempted attack on Ferrari executives using AI-generated voice messages. The FBI and American Bankers Association Foundation say more than $50 billion has been lost to fraud since 2020, with deepfakes playing a growing role. Nametag predicts IT, HR and finance teams will be prime targets, and cites a Gartner forecast that one in four job candidates globally could be fake by 2028. [HR Dive]

ADP unveiled a new suite of ADP Assist agents designed to automate and streamline HR and payroll work. Built on ADP’s global data platform, the persona-based agents help organizations audit payroll variances, manage tax compliance, answer employee policy questions and generate workforce analytics through natural-language prompts. CEO Maria Black said the tools reflect a human-centric approach to AI, while product chief Sreeni Kutam said the agents are designed to augment, not replace, human work. [ADP]

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