North American human resources departments are falling behind their global peers in adopting artificial intelligence, according to the HireRight 2026 Global Benchmark Report. With more than half of the region's employers ignoring the technology entirely, the gap highlights a growing divide in how companies manage talent and handle candidate applications.
Regional adoption gaps
Fifty-two percent of North American employers do not use AI for HR functions, either directly or through third-party tools. Only 17 percent of HR professionals in the region use it for talent acquisition, while 16 percent use it for training and development.
The numbers look different elsewhere. In the EMEA region, 28 percent of HR professionals do not use AI, with 31 percent applying it to training and development. APAC shows the highest adoption rates, with 43 percent using AI for training and 35 percent using it for talent acquisition and HR administration.
The data highlights a clear geographic divide. North American HR teams are the least likely to use the technology, while APAC shows the highest adoption across multiple business functions.
Candidate use of AI
The report also tracks how HR professionals feel about job seekers using AI to write resumes or applications. APAC leads in acceptance, with 49 percent of HR professionals holding a positive view, up from 30 percent last year.
HR teams evaluating these shifts can review AI for HR Courses to standardize their approach. In North America, attitudes remain cautious, with 70 percent of employers unsure how to feel about applicants using AI and 22 percent viewing the practice negatively.
EMEA sits in the middle, with 49 percent unsure and 32 percent positive. "Given the higher-than-average adoption rates of AI within HR from our APAC respondents, and their generally high levels of confidence in identifying when candidates are using AI, it is not surprising that this region had the most positive outlook," the report said.
Verification and screening
As application volumes increase, employers must decide how to handle AI-generated materials. The report advises HR departments to rely on strong background screening programs to verify candidate claims. "While background checks may not be able to explicitly determine if a candidate used AI to exaggerate claims, it could detect if the information provided is not accurate, especially if the other areas embellished can be verified at source," the report said.
Why this matters for HR professionals
The regional divide in AI adoption means HR leaders must actively decide whether to implement these tools or risk falling behind peers who are already automating talent acquisition and training. Establishing clear policies and verification processes for candidate AI use is now a necessary step to protect hiring integrity.
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