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The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.

The State of HR Featured Reports

Featured Research

Recovery as a Workforce Strategy

Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.

Did You Know?

59%

Workplace Relationship Policies

say their company does not enforce policies prohibiting romantic relationships between employees

Source: HRCI Alchemizing HR poll, January 2025

89%

Leadership Overreach

say leaders take on problems that should belong to someone else

Source: HRCI Alchemizing HR webinar poll, April 2026

55%

Political Discussions at Work

of HR professionals are somewhat, minimally, or not at all prepared to handle politically-charged discussions at work

Source: HRCI Report — Managing Political Polarization in the Workplace, 2025

Recent Reports

Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.

Managing the Changing Workplace

From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.

The Secret Ingredients of Workplace Fulfillment

From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.

The Vital Role of Professional Development

This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.

Small Conflicts Don't Stay Small

From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.

The State of HR

The 2026 State of HR Report

Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.

Download the Full Report

State of HR Spotlight Reports

Safety, Polarization, and Stress

Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.

HR Professionals and Their Outlook for HR

HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.

HR Professionals and Technological Change

71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.

Attitudes Toward Remote Work

83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.

More Insights for HR Professionals

Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.

Building a Recovery Friendly Workplace: What HR Needs to Make It Real

Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.

The HRCI Pay Bump: What Certification Is Worth in Real Numbers

Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.

Why Are Organizations Still Underestimating HR?

HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.

HR, AI, and the New Workplace: What 1,000+ HR Professionals Really Think

AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.

Research Archive

Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.

Extreme Weather and the Workplace

From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.

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Strengthening AI Skills in HR

Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.

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Empowering the Intelligent Workplace

Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.

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Becoming Recovery-Friendly

This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.

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Diversity Initiatives in 2025

The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.

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Managing Political Polarization in the Workplace

This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.

Download Whitepaper

Beyond the Data

HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.

HR Leads Business Blog

News and perspectives on the issues driving the HR profession forward.

Feb 14, 2022, 20:48 PM by Ginny Engholm

How Rethinking Talent Helps Employers Recruit Employees with the Skills They Need

Here’s how employers can get rethink the roles that talent and skill play in their recruitment processes and strike the right balance.

Our recent survey revealed that while a large percentage of HR professionals use the terms “talent” and “skills” interchangeably, the words also convey very different meanings for them. Talent was rated as significantly more innate, natural and unchangeable than skill.

These findings point out a growing source of confusion in talent management -- exactly what is the difference between talent and skill? And how can hiring managers and HR professionals effectively evaluate candidates for both factors?

People often think of talent and skill as very distinct. “We typically think of skills as something learned,” says Chris Mullen, aPHR™, director of strategic advisory at Kronos. We tend to view talent, on the other hand, is something that comes naturally. “But it’s this intersection of talent, knowledge and applicability, putting into practice the skills you’ve learned, which are important to long-term success,” Mullen says.

The need for workers with in-demand skills is also leading talent recruiters to focus more on the skills side of talent assessment than the talent side. “The recruitment process can sometimes be too focused on skills,” Mullen says. “Skills are important, but strategies for assessing that talent components are also crucial,” he says.

Here’s how employers can get rethink the roles that talent and skill play in their recruitment processes and strike the right balance.

Think Outside the Talent Assessment Box

When it comes to assessing talent versus skill, hiring managers and recruiters often have to take a more innovative approach. While traditional assessments are often very good at identifying key skills, using more modern approaches like simulations, whether virtual or in person, can help companies identify people with the talent they need.

Mikaila Turman, vice president of people at GoodHire, says they use mock sales calls to assess potential sales talent. On the call, they do an initial assessment of sales skill, but after the call, they provide feedback to the candidate to gauge how coachable the person is. Then, they do another mock call. The process allows them to assess the person’s ability to take feedback and apply it.

“If they really apply the coaching, that shows they're trainable on the sales skills, even if they don't initially have them,” Turman says. “But how they sound on the phone, what questions they asked, how well they used the feedback, their knack for being willing to ask hard questions, that's the talent piece that we're looking for,” she says.

Harness Emerging Technology

Technologies like AI can help companies better assess a candidate’s skills and talent. “When I interview folks for jobs, I'm looking for do they have the basic skills to do the job, but I’m also looking for their learnability, their willingness to learn,” Mullen says.

The big question, though, is how do we measure that from a standpoint of talent, says Mullen. “How do you evaluate their talent?” he asks.

Predictive analytic tools can play a role in helping hiring managers assess that, he says. “It never takes away from the decision that a person needs to make,” Mullen says, “but it can aid in the decision-making and can provide a piece of the talent puzzle, a piece of the puzzle that was missing in talent assessment before we had this technology.”

Simulation-based assessments, gamification and new types of personality testing can help employers identify the candidates with those more intangible qualities they need to succeed in their roles.

Embrace a Holistic Approach

When it comes to assessing potential hires, it’s important for employers to evaluate candidates holistically. “There is a difference between skill and talent, but from an HR standpoint, the difference isn’t all that important in terms of making hiring decisions,” Mullen says. You need to evaluate both as part of the overall strengths of a candidate, he says.

Turman says that talent assessment works best when it takes both components into account. “Talent and skills can complement each other, but you have to look at everything as a whole and not just hone in on one aspect or the other,” she says. “You really have to look at the whole picture to get the best candidate, the best fit.”

Holistic assessment tools that measure a variety of factors related to skill, personality, knowledge and talent can give hiring managers a much more robust measure of the candidate’s true potential.