Riviera Advisors

Name: Riviera Advisors
Address: Long Beach, CA, 90853, US
Telephone: +18006359063

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Riviera Advisors

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Riviera Advisors is a premier global human resources consulting firm that helps organizations develop strong internal recruiting and staffing capabilities.

10/14/2026

Remote work isn't just about where employees work. It's about how they succeed.

Fast Company recently explored why successful remote work requires more than a company policy.

For Talent Acquisition leaders, that means looking beyond whether a candidate has worked remotely before.

Are expectations clear? Do managers know how to measure performance? Are candidates prepared for how the team actually operates?

Remote work can open the door to great talent, but success depends on having the right expectations, hiring practices, and leadership in place.
Because successful remote work starts long before an employee's first day.

Read the Fast Company article: https://www.fastcompany.com/91617617/think-bigger-to-achieve-remote-workplace-success

10/08/2026

The jobs are changing. Are our hiring practices changing with them?

Axios highlighted McKinsey research estimating that roughly 11 million U.S. workers may need to change occupations over the next decade as AI reshapes work.

For Talent Acquisition, that means an exact match may become harder to find and less important.

The right candidate may have adjacent skills, relevant experience, and the ability to grow into what the job is becoming.

The future of hiring may be less about who has already done the job and more about who has the potential to do it next.

Read the Axios article: https://www.axios.com/2026/09/29/ai-jobs-roles-mckinsey

10/07/2026

What happens to your future talent pipeline when the work that used to develop people disappears?

The Wall Street Journal recently explored how AI is eliminating many routine tasks that once helped early-career employees learn, practice, and build experience.

For Talent Acquisition leaders, that raises an important question.
If entry-level jobs require more experience because AI handles the basics, where will the next generation get that experience?

Efficiency matters. But organizations still need to create opportunities for people to develop the skills and judgment they’ll need tomorrow.

Read the Wall Street Journal article: https://www.wsj.com/lifestyle/careers/what-gets-lost-when-we-lose-busy-work-to-ai-42848a5a

10/02/2026

Friday Focus

Candidates are paying attention to more than the job.

They’re listening to what you say about stability, compensation, culture, and the future. Then they’re deciding whether they believe you.
Talent Acquisition may make the introduction, but trust influences what happens next.

As you head into the weekend, consider this:
Does your recruiting process give candidates a reason to trust what they’re being told?

Have a wonderful weekend.

10/01/2026

Your compensation strategy becomes part of your recruiting strategy whether Talent Acquisition owns it or not.

Reuters reports that DoorDash agreed to pay $131.5 million to settle a New York City investigation involving delivery worker pay practices.

For TA teams, there’s a broader lesson.
Candidates expect clarity around compensation, and they expect what they hear during recruiting to match what they experience after they join.

If compensation is confusing to your recruiters, imagine how it feels to your candidates.

Pay transparency isn’t just a compliance issue. It’s a recruiting credibility issue.

Read the Reuters article: https://www.reuters.com/world/doordash-reaches-1315-million-settlement-with-nyc-over-delivery-workers-pay-2026-09-22/

09/30/2026

Your candidates may be bringing something new into the interview process: uncertainty.

Fast Company reports that employee confidence has fallen to a 10-year low, according to Glassdoor’s latest Employee Confidence Index.

For Talent Acquisition teams, that matters.

Candidates are asking harder questions about stability, job security, AI, and where organizations are headed.

Recruiters don’t need to have every answer. But they should be prepared for the questions.

In an uncertain market, clarity can become part of your recruiting strategy.

Read the Fast Company article: https://www.fastcompany.com/91612791/ai-anxiety-layoff-fears-employee-confidence-new-lows-2026

09/25/2026

Friday Focus
This week, we looked at two challenges shaping Talent Acquisition: managing overwhelming applicant volume and using AI responsibly in hiring.

Technology can help teams move faster and work more efficiently.
But speed isn’t the same as better hiring.

As you head into the weekend, consider this:
Are you using technology to make better hiring decisions... or simply to make more decisions faster?

Have a wonderful weekend.

09/24/2026

12,000 applicants. Just 72 internship spots.

Fortune recently highlighted the incredible interest Hilton received from Gen Z applicants for its internship program.

But high application volume creates a different challenge for Talent Acquisition teams.

How do you screen fairly and efficiently? How quickly are candidates hearing from you? And what experience are you creating for the thousands of people who won’t receive an offer?

When application volume increases, candidate communication and a well-designed hiring process become even more important.

The goal isn’t simply more applicants. It’s better hiring outcomes and a candidate experience that protects your employer brand.

Read the Fortune article:
https://fortune.com/2026/09/20/hilton-applications-gen-zers-internships-early-career-program-chro-ai-hospitality-jobs/

09/23/2026

AI can help Talent Acquisition manage volume. It can’t outsource accountability.

Reuters recently covered a lawsuit involving Workday’s AI-powered hiring tools and allegations of discriminatory screening outcomes. Workday denies the allegations.

For TA leaders, the bigger question is simple:
If AI influences who moves forward in your hiring process, do you understand how those decisions are being made and monitored?
Efficiency matters. So do transparency, oversight, and accountability.

Read the Reuters article:
https://www.reuters.com/legal/government/these-workers-say-an-ai-hiring-platform-discriminated-against-them-who-should-2026-09-21/

09/18/2026

Friday Focus
Sometimes the problem isn’t the talent market.

It’s what candidates experience when they encounter your organization.

How long do you make them wait? How clearly do you communicate the opportunity? Do they understand where the job can take them?

Talent Acquisition can’t control every challenge in the labor market. But it can control how candidates
experience the opportunity.

Are you asking why candidates aren’t choosing you, or are you asking what you’re giving them to choose?

Have a wonderful weekend.

Address

Long Beach, CA
90853

Telephone

+18006359063

Website

http://www.RivieraAdvisors.com/

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