Changing Workforce Demographics, AI, and the Future of Hiring

Keirsten Greggs Shares How Talent Leaders Are Adapting for Impact

Hiring has never moved faster, or felt more complex.

Alongside the rise of AI in hiring, something just as significant is happening: the workforce itself is changing. Digital natives are now the majority of the workforce. By 2030, they'll make up 75%. This group is more fluent in tech, more active online, and more intentional about how they show up in the job market.

To understand how hiring teams are adapting, we partnered with Keirsten Greggs, founder of TRAP Recruiter, for a new video campaign: Changing Workforce Demographics, AI, and the Future of Hiring. Through candid conversations with talent acquisition leaders across industries, Keirsten explores how recruiters are rethinking “fit,” embracing behavioral insights, and adapting to a candidate pool that looks—and behaves—very differently from just a few years ago.

Each conversation sheds light on how TA teams are navigating these shifts with clarity, purpose, and a renewed focus on quality.

How Is the Workforce Changing?

The candidates walking through your (virtual) doors today grew up differently. They're used to sharing their lives online, speaking in memes, and navigating complex systems with ease. Most are skilled at using tools like ChatGPT to generate resumes, prep for interviews, and even cheat employer assessments—sometimes without even realizing they’re doing it.

It’s not that candidates are being deceptive. It’s that the game has changed—and they’re playing by new rules. The problem? Traditional hiring tools weren’t built for this level of tech fluency or online exposure.

The Real Impact of These Demographic Shifts

When more of our lives are lived online, our behaviors—good and bad—leave digital footprints. That means patterns of behavior and potentially red flags often show up long before someone joins a team.

Meanwhile, HR and TA teams are under pressure to protect company culture, stay compliant, and make faster hiring decisions. Together, these forces are rewriting what it means to be “qualified.”

It’s not just about skills. It’s about behavior, alignment, and potential risk.

Why Traditional Hiring Tools Are Falling Behind

Many of today’s hiring systems were designed for a simpler time—before AI could pass the LSAT or generate 30 resumes in under a minute.

Now, candidates use AI to write cover letters, fake interview responses, and game assessment platforms. But the systems we rely on—like ATS platforms or automated video interviews—weren’t made to verify what’s real versus what’s manufactured.

They were built to screen for competence, not character or conduct.

And that’s exactly what recruiters need more visibility into in 2025.

This gap is where mistakes happen—where red flags are missed and mis-hires are made. It’s not about blaming the tools. It’s about updating the toolkit.

Rethinking “Culture Fit” for the AI Era

In today’s hiring landscape, culture fit alone doesn’t cut it. TA leaders are now looking at culture fit, culture add, and culture risk—asking not only if someone can do the job, but how they’ll show up once they’re hired.

In our new video series, Keirsten digs into these questions with leaders on the front lines. They talk about what they’re seeing, how they’re adjusting, and how behavioral data helps them make smarter calls—not just faster ones.

These insights help teams look past surface-level polish and understand who a candidate really is—especially when so much can be shaped by AI.

How Social Media Screening Supports Stronger Hires

The talent leaders we’re spotlighting aren’t just improving their quality of hire—they’re showing the value of strategic recruiting in the age of AI.

Social media screening, when done ethically and compliantly, allows recruiters to bring critical information into hiring conversations: risk signals that might otherwise go unnoticed, personality traits that align with team values, and behaviors that reflect a candidate’s long-term potential.

This approach helps TA professionals:

• Improve quality of hire with deeper, job-relevant insights
• Reduce bias and increase compliance by focusing on behavior, not identity
• Elevate their own role by bringing forward insights AI alone can’t catch

The result? More informed decisions, stronger hires, and fewer surprises down the line. In other words, rather than being replaced by AI, these recruiters are using it to lead.

The Bottom Line: TA Leaders Are Leading the Way

Talent acquisition practitioners shouldn’t be replaced by AI. They should lead with it—using it to surface deeper insights, stay ahead of risk, and elevate the hiring function within their organizations.

The future of recruiting isn’t about choosing between people or tech—it’s about building smarter systems where both work better together.

That’s what this campaign is all about: real stories, real strategies, and real impact.

Watch the first video with Keirsten and Kenzie Snowdon

Register for the webinar: AI-Era Recruiting Risks: How TA Leaders Protect Quality of Hire (and Their Jobs) 

Learn how Fama helps TA leaders hire with confidence →