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As always, solicit feedback directly from your own workforce — regularly gather insights from your employees and analyze data on the usage of existing offerings, Spencer said.

Once this data is collected, AI can get to work: Analyzing and extracting insights from seller sentiment data to gauge motivators and deterrents.

The report analyzed national benefits data from 19 million participants across the 2025 plan year.

.; By analyzing daily seller behaviors, AI also can surface highly reliable leading indicators (e.g., buyer engagement depth, response times, executive-level stakeholder coverage within an account) to accurately predict future revenue.

Typical hiring category use cases include: ;Resume reviews (utilized by 79% of respondents); ;Candidate rejections (74%); ;Candidate assessments (66%); ;Researching applicants (63%); ;Candidate communication (41%); ;Onboarding (39%); ;Interviews, such as scheduling, transcribing, conducting, analyzing language or assessing tone (34%); Staffing and professional services agency Insight Global’s 2025 AI in Hiring Report also found near-ubiquitous AI use in hiring, with other AI-assisted hiring tasks ranging from establishing talent strategy to checking references and completing new hire paperwork.

Mature organizations use AI to collect and analyze data from traditional sources like engagement surveys as well as latent data from tech use to gain a holistic sense of the rewards offerings that matter most to their employees .

What It Is, and How It Can Aid the Total Rewards Function , Workspan Daily article;How to Source and Analyze Data to Increase Business Insights and Impact , on-demand webinar; Meg Bear is a true expert when it comes to human capital management (HCM) technologies and their implementation.

In smaller businesses, data can be disrupted by one bad apple or disingenuous responder, Lamm said, so the data alone cannot be taken as gospel but must be intelligently analyzed.

Ask health plans and vendors these questions to assess the diversity of their provider network so that women employees have a comfort level with physician and specialist choices: What do the data show about employee claims, engagement and outcomes by sex, race and ethnicity?

Year 2 PVP Disclosure Changes Along with the collection of overall trends in Year 2, WTW also analyzed the disclosures of individual companies to determine any differences between the first and second year (see Figure 3).