Effectiveness and expertise versus experience and emotional intelligence: their influence on the future workplace.
Special Section: The emergence of AI in the workforce
Safeguarding business information from a highly social climate
The Hubbub is set to be to careers what The Hollywood Reporter is to entertainment It will present a timely collection of reliable sources of news articles, blogs, newsletters, and information about career upward mobility This is a special magazine format for our digital news outlet that will be available until our platform is perfected You can use the QRC Code to sign up for our mailing address for updates and information regarding our free news website when it is available
As Q2 is fast approaching, I would like to thank all of you who helped make our inaugural issue a huge success Our email campaign was distributed to over 11+K and we had over 50% callto-action rate and an 887% open/close rate! Most Appreciated
In this issue, we will delve into a variety of transformationrelated topics This includes examining how companies are looking to enhance their productivity through Artificial Intelligence (AI), how employees will continue to look for new positions in the upcoming quarters and how will AI ultimately affect the human capital industry We provide insight regarding the matter from several HR professionals from around the globe, including John Butterworth, founder and CEO of 10Kschools in Dubai who believes that “This shift is likely to redefine the HR profession, emphasizing the importance of strategic decision-making and interpersonal skills to complement technological advancements” Do you agree?
I want to thank our contributors who stepped in and answered the call to provide their expert insight on the matter Happy Reading!
My primary concern revolves around investments in AI aimed at enhancing machine intelligence. The amount of funding being poured into this field appears boundless
It's disheartening to see investments in enhancing human intelligence fall short. We're rapidly approaching a future where machines excel in articulation, critical thinking, banter, analytical abilities, and deep contextual understanding while human communication is to brief tweets, emojis, stickers
Contributing Writer
Contributing writer
Contributing Writer
Rick Benton
Nicole Spracale
Amanda Cosme-Reddie
Nathan Hay
Contributing Writer
DearReader,
Change: a word that evokes a myriad of emotions within us For some, it brings excitement and anticipation, while for others, it triggers fear and uncertainty Yet, regardless of how we perceive it, change is an inevitable part of life It is the force that propels us forward, nudging us out of our comfort zones and into the realm of possibility
Artificial Intelligence (AI) stands as the epitome of change in the modern era It permeates every aspect of our lives, from mundane tasks like providing accurate directions or meal planning, to more complex endeavors such as aiding humanity in predicting a future virus outbreak and discerning the trajectory of deadly diseases
One of the most powerful aspects of how AI is changing our world is its ability to spark growth and transformation In this issue of The Hubbub, we will focus on the value of AI and how it can change your life and your world How AI can help you find your next career to the impact of AI on Human Capital Management? We got it all, right here for you
So, as we navigate the ever-shifting currents of life, let us embrace the power of change and embrace the power of AI Let us greet each new chapter with open arms and a sense of curiosity, knowing that within it lies the potential for growth, transformation, and endless possibilities
In the contemporary landscape, AI has become seamlessly integrated into our lives to the extent that discerning what is real and what is AI-generated is increasingly challenging Consider this article itself is it the product of my intellect, or has artificial intelligence played a role in its creation?
You’ll never know
EMERGENCE OF AI THE EMERGENCE OF AI THE EMERGENCE OF AI IN THE WORKFORCE IN THE WORKFORCE IN THE WORKFORCE
I can't speak for everyone, but I am worried Perhaps I've seen Terminator 2 too many times, but when I hear about companies like Amazon planning to substitute 12,000 jobs with AI, I can't shake off the image of machines taking control like Skynet It's truly troubling to think about the numerous engineers who might lose their jobs to captivating technology designed to replace human labor with efficiency in mind
While I believe there are benefits for the use of AI, I feel replacing human talent will eventually come back to bite us all How will AI ultimately affect the human capital industry?
As technology continues to advance, we need to consider the implications it may have on employment and the workforce While automation and AI have the potential to increase efficiency and productivity, it is an incredible tool that has the potential to elevate us to unimaginable heights It is crucial to find ways to integrate these technologies without completely replacing human workers and acknowledge and consider its limitations
Although AI can replicate human behavior, it can never provide us with the same level of emotional depth or relational connection Additionally, humans gain wisdom through experience, which AI cannot replicate It's essential to recognize that AI is meant to enhance the human experience rather than replace it In the end, no matter how smart AI gets, it can never replace the human touch
AI is like our little brother, trying to copy everything we do But wisdom comes with age and experience, and no matter how smart AI becomes, it can never replace human touch
AI is not a three-part being, it’s only one part, machine Humans receive information through three-parts - the body, the mind, and the soul
AI is incredibly engaging and cool, but it's important to approach it with caution While AI can perform tasks commonly associated with human reasoning and response, it's still a product of human design The intent of those controlling the technology is crucial Efficiency is vital, but not at the cost of replacing the employees who helped build their company
There are two interesting viewpoints regarding this matter that captivate me Firstly, there is a consensus that the technology industry is currently thriving, with a surge in individuals pursuing education and careers in fields like software development, coding, and other vital roles My youngest son is among those aspiring individuals, diligently obtaining various certifications to enhance his skills and marketability On the other hand, my eldest son operates an agency providing SEO and creative services to assist clients with cutting-edge graphic design and coding solutions and is always looking for biz dev people to help build his side gig
The second perspective suggests that AI will completely replace services such as software development, coding, SEO, and graphic design in the next few years, leading to potential job losses in the tech and creative industries This viewpoint is supported by the increasing layoffs in the tech sector and the anticipated transition from Human Intelligence (HI) to AI massively by 2030 Drawing from past experiences, like the decline in job opportunities for new lawyers during 1996-2001, I am concerned about the future employability of my sons Despite various forecasts indicating that AI will substitute tech jobs, it is concerning that some individuals adopt a dismissive attitude toward this possibility While I don't let fear dictate how I help guide my children it's essential to acknowledge the signs and be prepared to adapt by adjusting your business or career path accordingly
TechCrunch’sProspective:
The tech-wide reckoning that began in 2022 and ran throughout into 2023 has continued into this year And while 2024’s losses are not at that scale, they’re still significant, driven by big names like Pixar, Google, Microsoft, Mozilla, and TikTok Tech layoffs conducted in 2023 were 59% higher than 2022’s total, according to the data in Layoffsfyi's tracker And 2024 is off to a rough start despite not reaching the peak of last year’s first-quarter cutbacks
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When it comes to company culture, AI cannot replace the value of human connection Company culture is relational, and it's essential to build teams that incorporate goal-oriented mindsets yet be mindful of adding diverse archetypes with unique experiences and perspectives We mustn't forget the importance of human interaction and collaboration
In today's world, AI has become an integral part of our lives, and it's impossible to imagine a day without it From ordering food to booking a cab, AI has made our lives easier and more convenient However, as much as we appreciate its convenience, it's important to remember that AI is not a substitute for human emotions and relationships I just don’t understand why and how companies can believe that replacing their employees with AI is the best solution Recently, I I heard of another company planning to release all of their mid-managers and replace them with AI I'm a big fan of software that helps keep teams organized and accountable However, good managers are motivators How can that happen without the human touch?
Again, it's not that AI is bad, but it all comes down to the intent of those controlling the technology
AI is constantly evolving, and with each passing day, it's getting smarter and more advanced However, it's crucial to remember that AI is a tool, and it's up to us to use it for the betterment of society The decision to replace humans with AI should always be made with caution, and we must ensure that the intent behind it is pure AI is undoubtedly a superhero that has taken us to the next level of awesomeness, but it's up to us to use technology responsibly and ethically, keeping in mind the impact it has on our overall society and relationships After all, as it is said man cannot live alone
One last thought, it is important to recognize that while automation and AI may lead to job displacement in some industries, they also have the potential to create new, innovative jobs in others By embracing these changes and adapting to new technological advancements, we can create a brighter future for the workforce and society as a whole
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HastheTechIndustryReplacedItself?
In my opinion, it would be unwise to ignore the current trends in the tech job market and not start planning an exit strategy if you work in the tech or creative industries The shift towards AI products in software development over the past year has rendered many projects unfeasible for development teams, leading to smaller companies needing to reconstruct AI-compatible software, resulting in decreased revenue, team downsizing, and the departure of skilled individuals whose expertise doesn't align with this new direction A colleague of mine who owns a successful development firm managing million-dollar projects for clients has already experienced a decline in business as clients opt for more costeffective AI solutions over traditional development and creative services While job losses are inevitable, I am also concerned about a potential decline in creativity Only time will tell but it is an aspect that must be monitored closely
Leading talent acquisition technology provider, iCIMS, is one of the first organizations to tout empowering organizations to hire smarter with the launch of their iCIMS Copilot, next-gen job site integrations, and enhancements across the iCIMS Talent Cloud.
Talent acquisition (TA) teams can hire smarter and with greater efficiency with new solutions and capabilities now available from iCIMS. Led by a new generative AI recruiting copilot, iCIMS' latest winter release uniquely delivers improved decision-making abilities and better hiring efficiency to millions of users globally
"iCIMS Copilot gives talent acquisition teams a competitive hiring advantage and unparalleled productivity across the talent lifecycle," said Al Smith, chief technology officer at iCIMS "We're harnessing the power of generative AI and delivering new capabilities and experiences in our latest product release to help companies transform how they find, hire, and mobilize the best talent"
Innovations in iCIMS' latest product release help TA teams:
Unlock breakthrough hiring efficiency with generative AI Recruiters and hiring managers can now create a slate of interview questions uniquely tailored to roles in seconds, and quickly optimize job descriptions in real time using iCIMS Copilot The new GenAI-powered recruiting assistant is purpose-built for TA to reduce costs, supercharge productivity, and accelerate hiring velocity at scale, building on iCIMS' multi-year journey of AI innovation
Deliver better applicant experiences at scale With hundreds of job sites on the market each with its own unique job application standards TA teams struggle to standardize their applicant experience and applicant data collection That all changes with the introduction of iCIMS Apply Network, where third-party job sites and additional ecosystem partners have joined forces with iCIMS to help standardize and streamline the application experience. TA teams can now create, manage, and distribute application questions to participating job sites without leaving the iCIMS ATS, resulting in improved efficiency, more consistent recruiting data, and reduced candidate drop-off The embedded integration is now available with ZipRecruiter and Jobcase, and coming later this year with Indeed, LinkedIn, Veritone Hire, and Dalia Streamline recruiting operations New capabilities in iCIMS will enable TA teams to highlight relevant jobs automatically to catch job seekers' attention and improve applicant conversion; minimize interview scheduling delays with more control over invites; and take bulk actions effortlessly to improve efficiency, engagement, and conversion for events Additionally, new capabilities in iCIMS Video Studio will help employees and recruitment marketing teams ramp up the quality of video content, increase adoption, and get more value out of the solution.
Since the 1900s, diversity, equity, and inclusion (DEI) have shown its transformative power, especially now that Artificial Intelligence (AI) is increasingly prevalent in the workplace Surprisingly, even AI vendors often do not fully grasp its implications DEI experts are preparing for a significant change in how they engage with clients and organizations due to the forthcoming influence of AI
Is it intimidating? Perhaps Is it strategic? Absolutely It is imperative to recognize that AI brings about both positive and negative disruptions to DEI throughout the recruitment and promotion processes
DisruptionofAIonDEI:RecruitmentandPromotions
DEI has become essential for organizations dedicated to embracing individuals of diverse races, genders, and backgrounds Some are trending in the right direction; others are starting to adopt the notion that DEI yields contrary outcomes to its intended purpose. No matter which stance is taken, leaders must factor in the impact of AI on their DEI strategy Without responsible design and programming, AI can significantly embed racism, microaggressions, and biases, whether intentionally or unintentionally
There are ways to leverage AI in recruitment and promotion processes, allowing organizations to enhance their strategy of building more inclusive and diverse workplaces However, it is important to acknowledge that AI is not without its limitations and potential biases Ongoing efforts are needed to ensure that AI systems are designed and implemented in a way that promotes DEI
Top three ways AI will support and disrupt DEI in recruitment and promotion processes:
Training AI algorithms to analyze resumes and job applications based solely on qualifications, skills, and experience without being influenced by factors like gender, race, or age will help during the screening and selection, especially when an applicant tracking system (ATS) is a part of this process By removing human involvement in the initial screening process, AI helps reduce the likelihood of unconscious biases affecting candidate selection
AI-powered interview platforms can apply standardized assessments and structured interviews to all candidates, ensuring consistency in evaluation criteria However, they may impede the hiring process when recruiters assess these interviews by potentially reintroducing biases Hiring a team of recruiters from diverse backgrounds, experiences, and perspectives can help minimize the influence of individual biases Companies like Jopwell serve as a great example of this as they achieve their two-fold mission to advance careers for underrepresented students and professionals while empowering employers to build more diverse, equitable, and inclusive workplaces
By promoting diversity in the decision-making process, AI helps reduce the risk of groupthink and confirmation bias, leading to more balanced and objective evaluations of candidates AI analytics can monitor recruitment and promotion processes in realtime to identify and flag potential biases or discrepancies in decision-making While AI provides organizations with valuable insights to address systemic issues and promote fairness and equity, DEI experts are wary of AI being ‘the end all be all’ due to a lack of contextual understanding, ethical considerations, and potential limitations of AI
AI also plays a significant role in shaping how companies are perceived in terms of their commitment to DEI This starts by building trust with employees, customers, and the broader community, reinforcing the organization's brand identity as one that prioritizes DEI
Companies should prioritize brand identity, especially in the recruitment and promotion process Brand identity is crucial for standing out and being recognized in the market as it shapes people’s perceptions, behaviors, and loyalty toward the brand AI can influence those perceptions throughout the hiring process and during performance evaluations
AI algorithms can personalize the candidate experience by tailoring job recommendations, providing feedback, and offering insights into the company culture. This personalized approach can leave candidates with a positive impression of the company, reinforcing its brand identity as caring and attentive If a company is using an AI-powered interview platform, the tone, style, and questions asked by the AI system can shape candidates' perceptions of the company ' s culture, values, and identity
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Looking for a new career stop can be exhausting It is not usual to find yourself applying for dozens of jobs in order to get an interview To make the process more challenging, potential employers can differ greatly on what they want you submit during the application process
Enter AI While this tool can be immensely useful, it is important to choose the how and when you integrated into your job search
There several AI tools that help make you search for efficient One that I like for this type of work is Andi This tool can help you search for specific job postings, uncover insights about an organization you are interested in, or search for companies to target in your search based on a specific criteria (ie Where are some of the best places to work for remote employees?) Sure, you can do a lot of this on Google, the point of using an AI chat bot is that you can refine your searches quickly and drill down to what you need to uncover Another nice feature of Andi is that you can choose from various ways to view your results, making the interface incredibly user friendly
Your social profile is a big part of your personal brand And, it is often the first impression with prospective employers AI is a great a tool for enhancing the language on your LinkedIn profile You can ask it to rewrite your “about me ” section to be more persuasive, or professional, or even friendly
If you are focusing on a career in Marketing for example, when you ask for the rewrite, include that information You might make this instruction:
Rewrite the following paragraph in a more professional tone that emphasizes my marketing skills
Then paste your current text
It’s worth noting, that it might seem like a good idea to have the AI tool write your entire bio, resume, cover letter, or even responses to questions on an application AI is not a perfect tool, and doing this opens you up to the possibility of plagiarized content
One of my favorite ways to use ChatGPT when career searching is to ask it for sample interview questions
Tell ChatGPT something like:
Ask me interview questions for an entry-level engineering job. Then practice the responses to the questions provided If possible, record yourself responding to assess how you come across to the prospective employer when you are sitting in front of them
There are many more ways to use AI to support your career search Just remember, an employer is interested in hiring the real you. You can use this tool to improve upon your content, not to create it.
Continuedfrompage15TheFutureofDEI,PoweredbyAI
BrandIdentityDuringPerformanceEvaluations
AI may be involved in evaluating employee performance through various metrics and algorithms The criteria used by AI systems to assess performance can influence employees' perceptions of fairness, transparency, and alignment with the company ' s values, thus impacting brand identity Taking it a step further, AI tools can analyze feedback from candidates and employees to identify patterns and sentiments related to the company ' s brand identity This feedback loop informs companies about areas where their brand identity may need refinement or reinforcement
Recognizing the potential and its pitfalls of AI within DEI can help organizations recruit top talent consisting of diverse races, genders, and backgrounds while offering tools to mitigate biases in promotions Simultaneously, there is an opportunity for organizations to redefine their brand identities as DEI champions by leveraging AI to personalize candidate experiences and evaluate performance transparently Navigating this intersection of technology and humanity can be challenging but not impossible Tread carefully to ensure that AI serves as a force for progress, equity, and compassion in shaping a more inclusive future
As artificial intelligence reshapes the corporate world, we contacted HR leaders and founders from around the globe to share their insights on the impact of emerging AI technologies in human capital management. From enhancing tailored employee engagement to the proactive monitoring of mental health with AI, discover the six profound insights these professionals provided on the future of the workforce
New artificial intelligence tools have the potential to revolutionize HRM by reimagining leadership training and tailoring employee engagement to individual needs As an example, we saw a clear improvement in satisfaction and retention rates after implementing an AI solution that tailors engagement activities according to individual feedback This goes to show that AI has the ability to motivate workers even more
Further, by replacing manual processes with data-driven insights, AI has democratized leadership development by revealing latent potential within our teams This change is critical for developing a wide range of leaders
Analytics powered by AI also makes it possible to plan the workforce ahead of time by anticipating changes in culture and skill sets Demonstrating AI’s ability to look forward in talent management, it predicted a digital marketing skill gap at our organization and prompted early training activities
Volen Vulkov Co-Founder, Chief HR Officer, Enhancv
From my perspective, AI is set to revolutionize how we approach talent management, especially in predicting and nurturing employee potential One specific insight I’ve gathered is that AI will enable us to create highly personalized development plans for employees By analyzing data on individual performance, learning preferences, and career aspirations, AI can suggest tailored learning paths and opportunities for growth
This not only optimizes talent development but also significantly boosts employee engagement and retention by showing employees a clear, customized path forward within the organization It’s a win-win: Employees see a future tailored to their strengths and aspirations, and the company cultivates a more skilled, loyal workforce
Ana Alipat Recruitment Team Lead, Dayjob Recruitment
I anticipate that emerging AI technologies will revolutionize human capital management by significantly enhancing decision-making processes One specific insight involves the integration of AI-driven predictive analytics to anticipate workforce trends. By leveraging machine-learning algorithms on vast datasets, HR can proactively identify potential talent gaps, assess employee engagement factors, and predict turnover risks This foresight empowers HR leaders to implement targeted strategies for talent acquisition, development, and retention
Additionally, AI can personalize employee experiences by tailoring learning and development programs based on individual needs and preferences While enhancing efficiency, this approach fosters a more engaging and supportive workplace Overall, the strategic incorporation of AI in human capital management will enable HR leaders to move from reactive to proactive decision-making, driving a more agile and responsive approach to the evolving dynamics of the workforce
Steven Mostyn Chief Human Resources Officer, Management org
I think that we’ll see companies looking to fully integrate AI as almost a standalone team, or look to replace their current processes with AI While this can seem appealing, it’s not the long-term solution to hiring issues or problems with your current processes It’s best to view AI as an integrated tool to be utilized by your existing teams See it as a streamlining process, not a tool to replace the setup you currently have!
Wendy Makinson HR Manager, Joloda Hydraroll
Emerging AI technologies are poised to significantly transform the landscape of human capital management (HCM) in numerous ways One specific insight into this transformation is the potential for AI to revolutionize talent acquisition and retention through predictive analytics and personalized employee experiences Predictive analytics in AI can help HR professionals identify potential candidates who are not only a good fit for the role based on their skills and experience but also likely to be a good cultural fit and have a higher probability of long-term success within the organization. This is achieved by analyzing vast amounts of data, including resumes, job descriptions, and even social media profiles, to find patterns and predict outcomes Such an approach can reduce the time and cost associated with hiring processes, improve the quality of hires, and significantly lower turnover rates
Furthermore, AI can tailor the employee experience, enhancing engagement and satisfaction By analyzing data on employee behavior, preferences, and feedback, AI systems can offer personalized recommendations for career development, learning opportunities, and even daily task management This level of personalization can improve employee engagement by making workers feel valued and understood, leading to higher productivity and retention rates In essence, AI’s role in human capital management is not just about automating tasks but also about enhancing the strategic aspects of HR, making it more data-driven, efficient, and personalized
VitKoval Co-Founder, Globy
Artificial intelligence (AI) will take a proactive approach to mental health, which will greatly improve employee wellbeing programs as an HR executive A promising application of AI could be the early detection of stress and mental health issues in the workplace Artificial intelligence systems can monitor staff interactions and work habits to detect the earliest warning signs of mental health decline or burnout, enabling timely, individualized interventions. Workplace stress, employee happiness, and productivity can all benefit greatly from this new focus on prevention in mental health assistance By using AI-driven strategies to detect and handle potential well-being concerns before they become serious, we can create a workplace that cares about its employees’ mental health and does everything it can to help them
JohnButterworth Founder and CEO, 10kschools
In today's job market, many resumes are subjected to automated screening processes driven by Artificial Intelligence (AI) or Robotic Process Automation (RPA) before reaching human eyes To ensure your resume successfully navigates these initial hurdles, career experts offer invaluable advice on language and formatting
Between 35% and 45% of companies employ AI recruitment practices, which are particularly favored among large corporations and recruiters Notably, 99% of Fortune 500 companies leverage AI recruitment tools, while approximately 65% of recruiters adopt this approach So, ensuring your resume can pass the AI “sniff test” will help you get more eyes on your resume and potentially help you land your dream role
Below are five essential tips to help you build a resume that passes through AI screening tools:
1.StrategicKeywordPlacement:
Tailor your resume with relevant keywords from the job description AI screening tools often prioritize resumes that contain specific terms related to the job requirements
Identify crucial keywords by thoroughly analyzing the job posting and incorporating them naturally throughout your resume Be mindful of keyword stuffing, as excessive repetition can appear unnatural
2.UseStandardizedFormatting:
Opt for a clean and straightforward layout Standardized formatting ensures that AI algorithms can efficiently parse and analyze the content of your resume
Stick to common fonts like Arial, Calibri, or Times New Roman, and avoid excessive use of graphics or unconventional formatting elements that may confuse the AI system.
Provide quantifiable evidence of your accomplishments and skills wherever possible. Metrics and numbers stand out to AI algorithms and help substantiate your claims For instance, instead of stating "Improved sales," specify "Increased sales revenue by 20% within six months"
While visual elements like logos or icons may enhance the visual appeal of a traditional resume, they can obstruct AI parsing and, therefore avoid them
Focus on textual content and avoid using special characters, symbols, or images that could potentially disrupt the parsing process
Ensure your resume is free from spelling errors, grammatical mistakes, and typos Inaccurate or unclear information can confuse AI algorithms and jeopardize your chances of passing the screening process
Use concise and coherent language to convey your qualifications effectively, making it easier for AI tools to extract relevant information
By strategically incorporating relevant keywords, maintaining standardized formatting, emphasizing quantifiable achievements, avoiding unnecessary graphics, and ensuring clarity and accuracy, you can increase the likelihood of your resume successfully passing through AI screening tools Remember, while AI screening is an essential step in the recruitment process, it's still crucial to create a compelling resume that resonates with human recruiters once it reaches their hands
TheoccupationslistedbelowarethemostlikelynottobefullyreplacedbyAI
basedoncognitive,emotional,complexdecision-making,creativity,emotion ortheabilitytoconveyrelatablehumanexperiences.
Chefs and Culinary Experts
Fashion Designer Emergency Responders
Nurses
Personal Shoppers and Stylists
Professional Athletes
Surgeons
Electricians
20 jobs
Artificial intelligence cannot replace
Agricultural Equipment Operators
Plumbers event planners
Carpenters
Social Workers
Musicians
Clergy and Religious Leaders
Entrepreneurs
Mental Health Counselors
Politician
Welder and Moulders
How much importance should be given to a Non-Disclosure Agreement (NDA)?
33+% 33+% 33+%
The current number of the American workforce that are bound by NDAs
The convenience offered by the Internet has fostered a belief among many individuals that they can freely express themselves in a public setting without facing consequences Whether driven by malice or carelessness, there has been a noticeable increase in disgruntled employees venting online, often disregarding any signed agreements that require confidentiality concerning company information such as products, services, marketing campaigns, strategies, financial details, and other business-related matters This trend has coincided with a surge in defamation lawsuits attributed to the proliferation of social media platforms
Cyber defamation, the dissemination of defamatory content through digital means, particularly online platforms, poses significant legal risks for professionals who make disparaging remarks about their employers' businesses Such actions can result in severe financial penalties Violating a non-disclosure agreement (NDA) exposes individuals to legal recourse from their employers, potentially leading to financial obligations and associated legal expenses
TheConsequencesofBreakinganNDA:FinancialPenaltiesandOtherFines
If a non-disclosure agreement (NDA) is breached, the employer or business has the right to take legal action, potentially leading to substantial financial repercussions The penalties can vary, ranging from $25,000 to $100,000 per violation, with a maximum of $750,000 per breach This may involve covering the plaintiffs' settlement expenses and legal fees throughout the litigation process, creating a financially burdensome and lengthy ordeal for the accused party
Defamation can manifest in various forms in the workplace, such as:
Written statements: False and harmful statements conveyed through emails, memos, or other written means
Verbal statements: False and detrimental statements spoken in person, on video, or over the phone
Defamation involves making untrue statements that damage an individual's or business's reputation, whether through written (libel) or spoken (slander) remarks To defend against a defamation claim, the defendant must demonstrate that the statement was not confidential, factual, and publicly known.
For a successful defamation lawsuit, an employer should demonstrate that an employee made a false statement about the employer or the company Safeguarding a business's confidential information, trade secrets, financial status, and operational activities is crucial for business owners, entrepreneurs, and HR managers Utilizing Non-Disclosure Agreements (NDAs) can assist in achieving this goal, as long as the agreements include the necessary details:
Clearly define the time frame for the NDA to be valid
Provide a detailed description of what constitutes confidential information and what does not
Identify the personal information of the parties involved in the NDA
Explain the purpose behind considering the information confidential within the NDA
Specify the consequences of breaching the NDA, including the responsibilities of each party and legal fees
When creating an NDA, it is recommended to consult with legal experts. Neglecting essential details in NDAs can have serious consequences Actively hold your workforce accountable for the document by providing an executed copy in their accessible employee portal and provide employees a copy of the documents as they exit your company Employees be sure to adhere to any document you sign for employment It will cost you if you do not
Early-careerwomenarehighlyvaluedbypeers, buttheirtrajectoriesaredisruptedovertime
ZekiResearchdiscoversthatwomenprioritize excellenceinresearch,science,andengineeringover thecourseoftheircareers.Theyalsoshowastrong interestinensuringthesafetyofartificialintelligencefor societythroughtheirprofessionalendeavors.
DownloadtheReport
ThefullWomeninAI2024 reportisavailablefor freedownloadat www.thezeki.com.
Zeki Research, a UK-based talent intelligence platform that identifies and ranks the top one percent of AI talent globally, published its first Women in AI 2024 report today Zeki's AI dataset is the only of its kind in the world--including more than 133,000 individuals and over 2 million unique data points In this Women in AI 2024 report, Zeki has ranked and scored 33,000+ women from 109 countries educated or working at over 4,300 universities or employed by over 42,000 companies or organizations globally
These precise, data-led insights focus on where and how to find, attract, and retain top women in AI The top findings in the free report include:
QuickExit- Women work in large companies but leave quickly Over 60% of new employees leave the Big Five (Amazon, Apple, Google, Meta, and Microsoft) in the first 2 years.
AdvancementGap- Women receive 30% less visibility and recognition as their careers progress compared to their peers, representing a critical loss of potential within the AI field
HiringChampions- Companies that hire women at rates above the industry average (22%) include Intuit (41%), ETS AI Labs (38%), and Bayer (34%) among others
University Attraction- US universities are training increasing numbers of top women in AI, yet women only represent roughly 22% of scientists and engineers in major US university AI labs
Choosing Small- Top women in AI find continuity and more female peers at smaller companies and are increasingly choosing to work in smaller groups on issues of importance to them
Sector Attraction- The health and consultancy sectors, including companies like MD Anderson Cancer Center, Roche, Booz Allen Hamilton, and Boston Consulting Group are outpacing others to attract top female talent with triple-digit growth in the past 10 years
New analysis by ManpowerGroup on the state of working women finds while significant gender gaps remain, more employers are taking active measures to promote equity through progressive policies, upskilling, and flexibility
The World of Work Outlook for Women in 2024 finds less than half (41%) of employers report attaining full gender equity However, some industries are making progress, including Consumer Goods & Services (69%), Financials & Real Estate (68%), Communications Services (67%), Health Care & Life Sciences (67%), and Information Technology (66%) on the right track
"In a world of talent shortages, we need everyone contributing to employment in a meaningful way Bringing women into the workforce with an equal playing field is an economic imperative, not a nice-to-have," said Becky Frankiewicz, ManpowerGroup Chief Commercial Officer. "Knowing what women expect and need is the foundation for building equity Actively upskilling, empowering allyship, leveraging technology to enable flexibility - this is how we unlock potential and growth, both for women and organizations"
KEYFINDINGS
Flexibility Drives Retention – Over one-third (37%) confirm flexible working policies are most effective for retaining and attracting diverse talent Other top initiatives: leadership development (30%), inclusive culture (29%), coaching/mentoring (28%) and academic partnerships (24%)
Learnability Promotes Advancement – Three in 10 organizations (30%) report leadership development programs are effectively narrowing gaps that historically have prevented promotion to management
Innovation Powered by Tech – 65% of employers say new technology has helped them be more flexible, promoting more gender equality, 62% said tech is diversifying their IT talent pipelines, 61% cite advancing tech as helping gender equality, and 52% said that AIbased tools are aiding with the recruitment of the best candidates regardless of gender.
Mixed Progress on Pay Equity – Just over half (52%) of respondents report pay equity initiatives are on schedule, while the remaining 48% are behind or have no initiatives Financials & Real Estate (59%), Communications Services (58%), and Information Technology (58%) are outpacing the global average, while Industrials & Materials (51%), Consumer Goods & Services (50%), and Health Care & Life Sciences (49%) are lagging
Uneven Representation by Role – Efforts to expand the number of women candidates vary by role type, with administrative (51%) and operational (48%) positions leading the way Less female representation is seen in science, technology, engineering, and mathematics (STEM) (43%) and top-level management (42%)
Empower Women's Allyship – Guide young women ' s career journeys early on Facilitate mentorship and sponsorship programs for women led by senior executive female allies
Leverage An Internal Talent Marketplace – Implement AI-based talent marketplaces matching women ' s skills and aspirations to projects, gigs, and leadership opportunities enabling professional growth
Focus On Upskilling and Reskilling – Offer AI-enabled and virtual upskilling and reskilling to suggest personalized courses Host tech academies to ensure women develop high-demand digital fluencies
Keep Flexible Benefits – Survey staff to shape policies supporting work-life harmony With growing return-to-office plans, maintain caregiving benefits and hybrid remote options to retain women
Support Diversity, Equity, Inclusion, and Belonging (DEIB) Adequately – Embed DEIB goals into operations with executive support, clear KPIs, tools, and training that build capabilities across all levels.
The data draws on ManpowerGroup's 2024 Q2 Employment Outlook Survey of more than 40,000 employers in 42 countries, along with additional proprietary sources
Download the complete World of Work Outlook for Women in 2024 report to access additional statistics and tangible recommendations on how organizations can actively promote women ' s workforce participation and advancement
In a world where passion meets profession, sports management stands at the intersection of athletic prowess and business acumen It's a field that beckons individuals with a love for sports and a keen interest in the dynamics of management From coordinating events to negotiating contracts, sports management offers a unique blend of excitement and challenge that captivates aspiring professionals Let's delve into the world of professional sports
For many, sports are not just games; they are a way of life Working in sports management allows individuals to merge their passion for athletics with their professional pursuits. Whether it's organizing tournaments, managing teams, or marketing sporting events, every task is infused with the energy and enthusiasm that come from being part of the sports world Sports management is a multifaceted field that offers a wide range of career paths From sports marketing and sponsorship to facility management, human resources, and even athlete representation, there's something for everyone with diverse interests and skill sets Whether you ' re drawn to the thrill of event management or the intricacies of contract negotiations, sports management presents a plethora of avenues to explore
Behind every successful sports team or event, there's a dedicated team of professionals working tirelessly behind the scenes Working in sports management provides individuals with the opportunity to contribute to the growth and success of their favorite sports organizations and athletes. Whether it's enhancing fan engagement, optimizing revenue streams, or fostering community involvement, sports management professionals play a pivotal role in shaping the sports landscape
In the world of sports, no two days are the same The dynamic and fast-paced nature of the industry keeps professionals on their toes, constantly adapting to new challenges and opportunities From navigating the complexities of player trades to leveraging emerging technologies for fan engagement, sports management is an ever-evolving field that demands creativity, agility, and strategic thinking
Sports transcend geographical boundaries and cultural differences, making sports management a truly global profession Whether it's working with international athletes, collaborating with diverse teams, or organizing global sporting events, professionals in sports management have the opportunity to engage with people from all walks of life This global reach not only enriches professional experiences but also fosters cultural exchange and understanding on a global scale
Breaking into the sports industry isn't a walk in the park Sporting organizations operate within a niche market and are highly selective, seeking individuals who are not only passionate, talented, and intelligent but also possess the right connections and intangible qualities The saying "It's not what you know, but whom you know" holds considerable weight in this industry However, there are strategies to increase your chances of getting your foot in the door
Network Relentlessly: Attend industry events, conferences, and seminars Connect with professionals in the field through platforms like LinkedIn Building relationships with people already established in the industry can open doors to potential opportunities
Seek Internships and Volunteer Roles: Gain practical experience through internships or volunteer positions with sports organizations, even if they are unpaid This hands-on experience can provide valuable insights and connections within the industry
Utilize Alumni Networks and Mentorships: Reach out to alumni from your university who are working in the sports industry Alumni networks can be a valuable resource for advice, mentorship, and potential job opportunities
Be Proactive: Don't wait for job openings to be advertised Research companies you ' re interested in and reach out directly to express your interest in working for them Sometimes, creating your own opportunities through proactive networking can lead to unexpected job offers.
Showcase Your Skills: Develop a strong personal brand that highlights your passion for sports and your relevant skills and experiences This could include creating a professional online portfolio, participating in sports-related projects or competitions, or writing articles/blog posts about sports topics
Stay Informed and Adaptable: Stay updated on industry trends, news, and developments Demonstrate your knowledge and adaptability during networking conversations and interviews by discussing relevant topics and showcasing your understanding of the current sports landscape
Persistence and Resilience: Rejection is common in the competitive sports industry Stay persistent in your job search efforts, learn from setbacks, and continue to pursue opportunities that align with your career goals
The allure of sports management lies in its ability to combine passion with profession, offer diverse career opportunities, impact the sports landscape, thrive in a dynamic environment, and facilitate global reach and cultural exchange For those who dream of turning their love for sports into a rewarding career, sports management offers a gateway to a world where the thrill of the game meets the excitement of professional achievement
Are you stuck in a never-ending cycle of monotony?
Hold your horses, my friend, before you abandon your career Take a moment to ponder on your passions, your overall needs, and your heart's deepest desires before relinquishing control to the universe
It's important to remember that feeling stuck or unfulfilled in your current job is not uncommon However, before making any drastic changes, it's crucial to reflect on what truly ignites your soul Sometimes, it may be necessary to take a step back and reevaluate your goals and priorities This could mean exploring different career paths or even furthering your education However, it's important to make these decisions from a place of clarity and self-awareness, rather than impulsivity and frustration
Remember, it's never too late to make a change in your career, but it's essential to do so with a plan and a purpose So take a deep breath, reflect on your passions, reflect on what you may lose if you transition now, and trust that with patience and perseverance, you can find fulfillment in both your personal and professional life
Is your decision based on frustration today or over time?
Is it the most opportune time to quit or look for anotherposition?
What is your bottom-line base compensation (the lowestsalaryyouarewillingtoaccept)?
What is the realistic base compensation you can earn based on current the median salary competition,skillset,andexperienceinyourmarket?
Would you consider a lower base salary if commissions, quarterly or annual bonuses, or stock isoffered?
Do you have to accept an employer's benefits package?
What time of benefits do you need your employer to offer? (Daycare, Car Allowance, Tuition Reimbursement)
If compensation is not hourly, how many hours are youwillingtoworkbasedonbeingonsalary?
Will a new position support your hobbies and interestsoutsideofwork?
Have you identified companies whose core values align with your passions and can offer into your career?
Thetop15jobs workersareplanning toquit,accordingto Payscale’s2023 YearEndsurvey
Regardless, these jobs represent occupations where employees are stressed, under-challenged, burned out, or unhappy with their pay and benefits compared to what they think they can get elsewhere
Seniorproductmanager:66%seekinga newjob;$144,000medianpay
Phlebotomist:62%seekinganewjob; $39,300medianpay
Linecook:62%seekinganewjob; $32,200medianpay
Patientcaretechnician:61%seekinga newjob;$37,700medianpay
Emergencyroomregisterednurse: 60%seekinganewjob;$79,100medianpay
Patientservicesrepresentative: 59% seekinganewjob;$39,600medianpay
Cybersecurityanalyst:59%seekinganew job;$82,900medianpay
Welder,cutter,solderer,orbrazer:58% seekinganewjob;$48,400medianpay
Forkliftoperator:58%seekinganewjob; $39,800medianpay
Softwaredevelopmentengineer:58% seekinganewjob;$86,800medianpay
Seniordataanalyst:58%seekinganew job;$97,100medianpay
Patientcarecoordinator:58%seekinga newjob;$46,300medianpay
Respondentsplanningto seeknewemployment intendtostartlooking withinsixmonths.
ITprogrammanager:58%seekinganew job;$132,000medianpay
Criticalcareregisterednurse:58% seekinganewjob;$80,700medianpay
Retailsalesassociate:58%seekinganew job;$30,700medianpay
Compiled by Michael Bartiromo & Iman Palm, of DC News Now
There were 895 Beautiful Days in Fred Rogers' neighborhood In each episode, we were greeted with this flashing yellow light before he even opened the door and sang his iconic song Did you ever notice it? I certainly didn't connect the dots It was a subtle yet direct call to slow down before we said “Hello!” This was Mr Rogers’ way of subconsciously prepping your mind that for the next 30 minutes, we were going to enjoy friends, push the limits of our imagination, and bring simplicity to some of the complex things in life
SLOW DOWN! FLASHING YELLOW LIGHT!
As an EOS Implementer for EOS Worldwide (Entrepreneurial Operating System), I help business owners get everything they want from their business I do this by helping them implement a proven system of simple tools that bring a routine operating cadence and process to the chaos of entrepreneurship Central to this routine is a regular meeting pulse that allows teams to step outside their business, slow down, and work to simplify the complexities in their business So many business owners miss this step I know I did It is crucial to periodically take a look around and assess how we did this past quarter, whether are we still on the same page, and what are we going to accomplish in the next ninety days We often run so hard every day that it is all too easy to forget what we are running towards and why we started running Slowing down helps us remember our passions and purpose that led us to this line of work in the first place.
SLOW DOWN! EVERY WEEK!
Slowing things down is good for business! One of the most important tools I implement is the regular weekly L-10 Meeting (Level -10) This meeting happens on the same day, at the same time, same place, every week, with the same agenda For 90 minutes the team quickly reports on the status of our current projects, without the drama and politicking, and then works to efficiently solve the root cause of the most important issues of the week It is crucial this meeting starts on time and ends on time Skipping it is not an option Teams soon find this meeting to be the most valuable time of the week and it dramatically improves your communication, productivity, and camaraderie
Nailing the interview and standing out against the other candidates
Maybe relocating is involved – buying and selling a home How to leave your current company in the best way possible OR hoping they don’t find out you are “looking”
Let’s pretend that all that worked out perfectly You are excited about your potential new team, the salary was exactly what you were desiring, and you are ready to accept and get started But what about the benefits package?
These are the 5 things to look for in an employee benefits insurance package when considering your next role:
Are there multiple plan options? – Mostly commonly, you’ll see what is called a Dual Option A Dual Option usually consists of two types of plans: a Copay plan (less risky plan) and a High Deductible plan (riskier plan) These two types of plans sit at opposite ends of the aisle The bottom line is that multiple plan options give you a choice!
Is Short-term Disability (STD) or Long-term Disability (LTD) available? – As working adults, you have the ability to earn a paycheck But what if that ability is taken away? This is paycheck insurance! If you become injured, sick, or pregnant and cannot work, disability insurance allows you to still receive a portion of your earnings This coverage can be expensive If an employer pays for this, consider it a very valuable benefit
”Is my doctor on the list?” – If you need specialized care, this may be very important to you and to your family. Always review hospital and provider networks
Does your plan offer pretax benefits such as Flexible Spending Account (FSA) or Dependent Care Flexible Spending Account (DCFSA)? – These allow you to set aside pretax dollars into designated accounts to pay for unreimbursed medical, dental, and vision expenses items (deductibles / co-pays / etc) and dependent care services (pre-school / after school) They save both income tax and FICA tax You do not have to elect medical coverage to have access to these Be careful to understand rules
Does the employee benefits insurance package meet the needs of you and your family? – Is coverage also available for:
Dental Insurance
Vision Insurance
Critical Illness
Accidents
I hope these “5 things to look for” help when you are considering your job search! At Alera Group, we consult with businesses to create plans that allow them to attract and retain talent
AbouttheAuthor:NathanisanEmployeeBenefitsConsultantat AleraGroupspecializinginconsultingwithbusinessowners executives,andHRprofessionalsabouttheirgroupinsurance employeebenefitsplan AleraGrouptakesauniqueapproachto helpemployersovercomethechallengesofrisinghealthcare spendingandtalentattractionstruggles
When it comes to managing rising healthcare costs, many employers struggle with having access to the data and insights to make informed benefits decisions At Alera Group, we offer the tools and expertise to help you benchmark your benefits program to maximize cost savings while remaining competitive We work with you to help you:
•Gain insight into comparative benefits pricing and solutions to maximize cost savings
•View your benefits and benefits costs across the organization for a holistic view of spending
•Understand how to implement the right strategies based on the data
•Stay up-to-date on the latest trends and solutions to control benefits costs
•Develop metrics to measure plan performance and return on investment (ROI)
Your local Alera Group team has access to valuable insights into what similar organizations are doing to control costs and can help you implement a competitive benefits plan that works for your business Our team can also help you communicate the value of your benefits to your employees and provide the information your employees need to help make sound benefits choices
Alera Group’s Benefits Positioning Report provides insights into the impact of various changes to your benefits and pricing model
It can be challenging for employers to have a complete view of their benefits usage and spending across their program and their organization Alera works with you to:
Benchmark your plan data by national, regional, industry, and peer group parameters for cost, plan, and policy comparisons
Provide a granular look at benefits, premiums, and employee contributions in dollars and percentages for a broader view of benefits usage and spending
Analyze medical, dental, disability, leave and ancillary plans, including design elements such as deductibles, coinsurance copays, durations, elimination periods, etc to optimize savings
NatioNal CollaboratioN
As an Alera Group client, you have the peace of mind that comes from working with a trusted, local partner, backed by a national community of problem solvers. Together, we deliver local, optimized benefits solutions to help grow and protect your business.
Alera’s Benefits Positioning Report (BPS) provides a holistic look at your benefits by rolling the value of all benefits, premiums, and employee contributions into a simple, high-level report that can be shared with your leadership team Our specialists provide benchmarking data based on the richness of your benefits plan, including the 25th, median, and 75th percentile in plan value The BPS report also allows you to see the impact of various changes to your benefits and pricing model
Leveraging this data, we work in partnership with you to develop a plan and execute a strategy that helps you control costs, while providing a competitive benefits program to attract and retain employees
To learn more, contact your local Alera Group representative or visit www.aleragroup.com
Nathan Hay, Producer 855 Ridge Lake Blvd, Ste 410, Memphis, TN 38120
O 901 259 7960 M 662 719 2302
nathan hay@aleragroup com
The information contained herein should be understood to be general insurance brokerage information only and does not constitute advice for any particular situation or fact pattern and cannot be relied upon as such Statements concerning financial, regulatory or legal matters are based on general observations as an insurance broker and may not be relied upon as financial, regulatory or legal advice This document is owned by Alera Group Inc and its contents may not be reproduced, in whole or in part, without the written permission of Alera Group, Inc
Updated March 2023SLS-AAI-EB-BENCHMARKING-040323
Weve all been there pulling clo what to wear to a job interview It's lik make a fantastically cool first impressio you ' re wearing from your waist up ma
I want to preface this by sayin nce. If you ' re in the creative mindustr an say someone in the business worl mbering that what you wear does matte
Ok, here we go, these are the
Don't wear orange, brown, re erview website
I know what just to t wear red??? But that's color that exudes confidence Heres the deal with the color red and why it's on this list Yes, according to Indeed, red is filled with excitement and energy but in an interview, it can send a domineering message and even aggressiveness
If you insist on red, then use it as an accent color like a scarf or carry a red handbag
Meanwhile, orange is just no, simply no, don't go there Brown is simple and boring and just gives off a very passive vibe, and multi-colored clothing like patterns can be distracting unless you have a solid blazer for example in a neutral tone over the busy blouse
Blue is the absolute #1 go-to if all else fails in your world of deciding on what to wear to a job interview according to Top Interview Even the shade doesn't matter because blue rules all the way around
Black and white are also perfect interview colors and easy to add a tiny splash of color if you want to make a statement Oddly, grey is a top color to wear to an interview as well I would have thought this went the route of brown and simple and dull but grey exudes classic and well put together.
Purples, pinks, and yellows are fantastic for the creative world but otherwise, Indeed says accent only for these exuberant colors which can send an unprofessional message
My only question? Green didn't make any list good or bad Hmmmmmmm I'm going to say as an accent or in the fashion and creative world you ' re golden
By JolanaMillerforPopcrush.comJolana is a 20+ year TV and radio broadcasting veteran who absolutely love skiing, sailing, & scuba diving The arts and photography also play a role in her life when she's not on the air or writing articles for Townsquare Media
Quiz
By David Stephen Patterson of The Digital Headhunter
Just for fun, let’s see how you rate as a Recruiter or Sourcer.
This quiz can also be applicable to Biz Dev, account mangers, or CEOs looking to raise funds too.
Put a finger down if:
1 If you ' ve called a candidate more times in a day than you ' ve had coffee ☕
2 If your emails start with 'Just following up for the 7th time this week' ��
3. If candidates can recognize your number faster than their momma’s... ��
4. If you have more 'read' messages than a ghosted Tinder profile…
5 If you use more follow-up reminders than a forgetful elephant ��
6 If your idea of a fun Friday night is updating your candidate database ��
7. If LinkedIn has personally thanked you for keeping their platform alive…
8 If you ' ve considered naming your firstborn 'Coldcall' ��
9 If the phrase 'Let's keep in touch' makes you too excited ��
10 If your favorite pick-up line is 'Do you have a minute to talk about a job opportunity?'
Remember, folks, there's a fine line between persistence and leg-humping. Keep your recruitment game professional, respectful, and a little less canine.
The experts chime in on how navigating a career transition can be challenging Advice from CEOs and top executives has been compiled to help guide you From embracing self-reflection and networking to exploring side projects for direction, explore these twelve pieces of wisdom for finding new opportunities during a career shift
Heidi Hauver, Chief People Officer believes this is the ideal time for self-reflection and honing your research skills by exploring new roles and areas that truly pique your interest Consider actively participating in your community through volunteering, joining meet-ups, and by prioritizing expanding your network Transitions present the perfect chance for continuous learning and adopting a growth mindset Stay positively persistent, recognizing that while challenges may arise, they can be overcome through perseverance and a positive attitude Life is too remarkable to spend in work that doesn't allow you to be true to yourself and deliver your best Don't wait! Create new opportunities so you can wholeheartedly embrace your passion and live your best life!
Dan Taylor, Partner, at SALT.agency suggested drawing from my own career transition experience, the most pivotal advice I can offer is: Don't be afraid to leave a situation that doesn't feel right, even if it's early on in the role I once found myself in a similar situation Shortly after transitioning to a new role, I realized within just a couple of weeks that it might have been a mistake Despite this, I convinced myself to stay, believing that leaving too soon could negatively impact my resume
The role, in a small, bedroom-startup, quickly felt limiting, and I outgrew the company ' s offerings within a month While I managed to turn this period into a learning experience, honing specific skills and adapting to new challenges in hindsight prioritizing my mental health and professional growth would have been the better choice Staying in a role or environment that doesn't align with your career goals or personal well-being can be more detrimental in the long run So, my advice is this: Trust your instincts If a role doesn't feel like the right fit, it's okay to reconsider your options sooner rather than later Your career path is uniquely yours, and it's important to make decisions that are best for your personal and professional development Remember, a brief tenure at a company can still be a valuable experience, as long as you ' re learning and growing Ultimately, your well-being and career satisfaction should take precedence in any transition
Luisa Zhou, Founder, of LuisaZhou.com used to be an engineer, but I successfully transitioned to entrepreneurship and scaled my business to seven figures Here's what I would recommend to anyone looking for new opportunities while changing careers:
Whether you ' re looking for a new job or want to start your own thing, focus on offering value Immerse yourself in whatever field you want to break into Ultimately, opportunities will be a lot easier to find if you ' ve identified a specific problem people have and can explain how you ' re going to solve it for them
Jennifer Frigault, CEO Chair & Executive Coach, at Vistage, shared she navigated the shift from being a Data Analytics leader to an Executive Leadership coach, I initially believed I had to downplay my leadership background to highlight my coaching credentials Confused about not securing coaching opportunities I felt qualified for, I struggled to identify my mistake The breakthrough came when I shared an article on LinkedIn about leadership red flags based on my own experiences with ineffective leaders This post resonated widely, revealing my superpower making leadership accessible Despite trying to reinvent myself in the coaching role, I realized my corporate background was the source of my empathy, strategic thinking, and impact as a coach That pivotal LinkedIn post prompted connections and strangers to reach out for coaching, while my Instagram page sharing life lessons expanded my network and opportunities Don't shy away from your past experiences during a career transition Embrace the journey that shaped your new career, exploring your passions, identity beyond work, and the diverse roles you ' ve played
Jeff Altman, Global Job Search Coach, The Big Game Hunter, Inc. began a career transition, not sure of what to do next I had one idea in mind (becoming a therapist in private practice), but postponed acting on it because I met my future wife in graduate school When I circled back to the career change years later, it was too late to build a practice Someone recommended coaching to me I spoke with people who were coaches to understand not just the work, but also the business model for coaching Speaking with them gave me a clear idea of what the work was, and not just my fantasized notion of the work Now, as someone who coaches people about job search and career change, I encourage people to talk with a lot of people about what the work is really like, not just one or two
This offers them an opportunity to see patterns in the answers that will tell them about what the workday will truly be like I want them to find out what they need to know to break into the field and, where possible, how alumni from schools they've attended broke into it I want them to find out from their current firm if there are any ways they can transition to the new work at their current firm I encourage them to take career aptitude tests to get ideas of careers that fit their personality and then learn what they need to learn in order to break into the field
SørenRosenmeier,SeniorPartnerandGroupCEO, atRight People Group, based on what I've learned, networking is key during a career transition It's not just about meeting people but building genuine connections within your industry Attend networking events, join relevant professional groups, and actively engage on platforms like LinkedIn These interactions can provide valuable insights and advice about the career path you ' re exploring and, often, open doors to new opportunities
Finally, career changes don't happen overnight, so be patient, and show your commitment and interest to learn
Michelle Robbins, Licensed Insurance Agent, Clearsurance.com advised trying promoting yourself as an adaptable, lifelong learner, then prove it by detailing what courses, seminars, or other learning opportunities you took advantage of, why, and the results For example, when I interviewed to join the research department at my current digital media company in the insurance industry, I admitted I lacked knowledge of SEO and SEO tools, but emphatically expressed interest in excelling in new opportunities I then provided examples of how I took initiative, from pursuing a course in Excel for one company to teaching myself to use a proprietary content development platform for another company, and how that helped these companies better meet deadlines with a streamlined staff
Lena Hardy, Intuitive Career Coach, Intuitive Clarity Coaching suggested one crucial piece of advice I'd offer to anyone in a career transition is to be selective and intentional
in their job search Rather than pursuing every available opportunity, it's vital to first understand what you truly want from your career This approach ensures you ' re not just settling for any job but seeking roles that align with your goals and values My personal journey reflects this; I experienced a phase of job-hopping, taking whatever came my way, only to realize these positions were not fulfilling my true aspirations It's essential to identify what you ' re genuinely seeking in your career and then pursue those opportunities that resonate with that vision
Kristine Thorndyke, Co-Founder, of TEFL Hero submits don't be afraid to accept an entry-level or lower-paying position if it's in a completely new field that you think will provide you with the relevant experience and learning that you need to be successful in your new career When I was still a full-time teacher and learning SEO and digital marketing, I took an internship that paid a very low hourly rate simply to try out new things and being able to hone my SEO skills and knowledge An additional perk is being able to bill or use work time to complete any sort of learning path such as joining in on a webinar, reading blog posts or case studies related to your field, or allotting a bit of time each day to complete a parttime course
Ben Lamarche, General Manager, of Lock Search Group shared I recently interviewed someone with a decade-long background in social work for an IT consultant position While they had the required certifications and training, they didn't get hired because there were candidates with a more relevant work history I always recommend avoiding abrupt transitions to a whole new career; if you aren't happy where you are, look around for lateral fields you could switch to without having to start from scratch It's important to consider how far back an entry-level job in a new field would take you before you gain enough experience to move forward Finding a bridge job where the required skill set overlaps with your current field as well as your area of interest is the best way to switch careers Consider it a stepping-stone to where you want to be
For instance, I recently filled a customer support position at a tech company with a candidate who had worked as an operations manager at a travel company before He admitted that he aspired to be an engineer but saw the job as a good way of entering the technology industry mid-career
Jamie McCann, Executive Recruiter, Cohen Partners adds as 2024 takes hold, the job market continues to be tumultuous The current unemployment rate (37%) in the US hovers around historic lows Yet, despite this favorable figure, thousands of Americans seek, apply for, and interview for new opportunities
As a 20-plus-year veteran recruiter in marketing, I've been witnessing corporations across various sectors travel down three distinct paths: 1) those that continue to lay off, 2) those that continue to hire, and the most unexplainable, 3) those companies escorting employees out the front door while bringing in new personnel through the back door So, how does someone seeking new opportunities stand out from the masses? I recommend fine-tuning their resume to fit each specific role to which they are applying Use the precise terminology found in the job description, give concrete accomplishments in the sectors the company competes in, and utilize the tone that the company has on its website I recently heard a career counselor on a podcast suggest to his listeners to change the font on their resume to match the company ' s webpage While that may be a bit extreme, I wouldn't dismiss it entirely If this all sounds like a lot of work, it is Suffice it to say, tweak your resume for each job you apply for Finding a new job is a job unto itself I also encourage job seekers to identify someone who currently works at the company and get insightful nuggets about the company With the amount of current information readily available via social media, there is no reason not to have all the latest intel The applicant who offers solutions to specific weaknesses is familiar with the recent product launch, aware of management changes, or can draw parallels between their career path and the company objectives is a step ahead of the pack
ExploreSideProjectsforDirection
ChaitsiAhuja,FounderandCEO,ofBrownLiving added when I found myself in a career rut, unsure of my next move, I decided to take on side projects that aligned with my interests I conducted workshops on soap-making, and candle-making, and participated in a few beach cleanups They did not lead to a full-time project but led me to discover a world of sustainability Based on this, I created a platform that now supports over 500 brands and 2,000 artisans who make sustainable products of various types The journey, inspired by a side project, gave me a novel purpose and direction So, my advice is to embrace the world of side projects You never know where they may lead you in your career journey
Continuedfrompage26
SlowDown!FlashingYellowLightAhead!
YELLOWLIGHT!EVERYQUARTER!
Every 90 days, I facilitate quarterly session days with the leadership teams During these day-long meetings, we gather and review how successful we were with our quarterly goals, make sure we are all still aligned with the plan of where we are going and set new quarterly goals. It is so important to measure our results, celebrate the wins, recalibrate the misses, and make sure we are all on the same page because occasionally we are not Every quarter, we must make sure the entire team is aligned with the same vision, rowing in the same direction, and striving for the same objectives
YELLOWLIGHTS!EVERYWHERE!
Running your business on EOS mandates a regular schedule and respected times of slow down, looking at your business from outside the box you are in, and working to be more honest, open, and vulnerable with your leadership team Like spending a beautiful day with Mr Rogers, it gives you the chance to enjoy the magic of your teammates, pushes the limits of your creativity and imagination, and instills regular practices that reduce the inherent stresses and complexity that naturally occur in entrepreneurial life
Rick Benton is a Professional EOS Implementer If you would like to learn more about EOS, how it helps your business gain traction, and help you live a better life, please reach out at rickbenton@eosworldwidecom
The job market seems to be facing more changes than ever, and while some jobs show signs of growth in the future, more and more professions are starting to die Whether because a specific industry is changing dramatically or part of a job is being replaced by artificial intelligence, those looking for new careers should be mindful of the employment outlook
If you ’ re trying to keep more money in your bank account and want a more secure financial future, here are 15 professions you should avoid
Robots have already replaced some factory jobs, even as simple as moving a box from one area to another This means there’s potential for machines to take over jobs, particularly those that might be considered dangerous to human workers However, replacement rates might not be as high as we think A 2022 study by Brigham Young University found that 14% of workers surveyed had their jobs replaced by robots, but those workers tended to exaggerate the rate at which they were being replaced
Travel agents can be a great asset when you need someone to help you plan an all-inclusive vacation to an area you might not be familiar with However, algorithms are becoming savvier, and sometimes all a traveler needs to do before a trip is a quick search online to discover what’s available at a particular destination Many travel sites also take advantage of ChatGPT through virtual assistants who can help customers answer questions about airfare or accommodations
The news industry as a whole has seen rounds of layoffs in recent years in part because advertising and subscription revenue has dried up for newspapers and other forms of media
The Pew Research Center found that newsrooms have lost more than 25% of their workforce since 2008, and news organizations like Sports Illustrated and The Los Angeles Times have made major cuts relatively recently As layoffs become more and more expected in the news industry, it’s becoming clear that reporters may have fewer job opportunities
Executives rely on administrative assistants to schedule appointments, take notes, and plan travel arrangements
Previously, many executives expected someone to be by their side to do all of this, but remote work has changed the landscape A virtual administrative assistant, for instance, can help an executive from anywhere in the world. This also means that someone can potentially serve as an assistant for more than one executive, meaning there could be more supply than demand for the role
Translators are essential in many professional settings, including hospitals, schools, and international businesses
However, technology is making translation services readily available, bumping humans out of positions in favor of programs that can often translate more than one language
It’s nearly impossible nowadays to find a bank that doesn’t have an app or offer online access to your accounts
Whether you ’ re looking to set up direct deposit or transfer money from one account to another, most banks usually offer an online feature to get started And some banks operate entirely online Online features also mean you have access to your account 24/7, resulting in less need for bank tellers
You may have noticed more self-checkout lanes in your grocery store or other retailers like Target, Walmart, and Costco Perhaps your local McDonald’s has touch screens to place your order These self-checkouts may be easy and convenient for a quick shopping trip, but they’re also replacing cashiers who are no longer needed There may still be someone who can help you when your self-checkout kiosk isn’t working, but the number of humans working the checkout section continues to decline.
Bookkeepers used to be a vital part of tracking expenditures and income for companies and other entities
However, like many other administrative jobs, software now exists that can automate financial tracking In fact, the positions are declining so much that the Bureau of Labor Statistics estimates the number of bookkeeping and accounting jobs will decrease by 6% by 2032
Everyone gets mail, but how that mail arrives at your home and what is in your mailbox is changing For instance, many companies now offer online bill pay instead of sending paper bills At the post office, postal workers are also being replaced with automated sorting machines Because of these factors, the Bureau of Labor Statistics (BLS) predicts that this profession will see an 8% decline by 2032
Another career that has seen an increase in automation is customer service. Many companies now have virtual chatbots on their websites that can help answer specific questions for customers Job outlook also doesn’t make this career path seem favorable The BLS projects a 5% decline in these positions through 2032
Dispatchers help organize and plan routes for a variety of industries, including ambulances and taxis Drivers used to connect with dispatchers to learn where they need to head next, but the rise of personal GPS apps has eroded the need for dispatchers In particular, companies like Uber and Lyft have fundamentally changed how transportation dispatch works for car services and cabs
A career in information technology or IT can be quite lucrative, but the overall need for programmers is declining as automation makes computer programming faster and more efficient. This improvement in efficiency requires fewer workers overall, and with more positions becoming remote, many companies are finding less of a need for multiple programmers Because of these factors, the BLS estimates that computer programming will see an 11% decline in jobs by 2032
Working in a prison as a corrections officer can be a difficult job, and while there's always a need for corrections officers, the number of positions needed is on the decline One reason for the cutback of corrections officers is the reduction of inmates, which was declining for several years before the COVID-19 pandemic began According to the Federal Bureau of Prisons, the decline started around 2014 And although the total number of inmates might increase, prisons have learned to operate with less staff
Nearly anything you want can be bought online, especially when it comes to big online retailers like Amazon With online shopping increasing in popularity, this isn’t great news for retail workers The BLS projects little to no job growth for retail sales workers through 2032 If you ’ re considering a job in this industry, it's likely a good move to find a corporate position for a big brand
Movie theaters are great places to be entertained while enjoying snacks and sitting in comfy modern movie seats Many theaters have also upgraded to include reclined seats and dinner service. But these upgrades also extend to the projection booth, where a traditional projectionist has been replaced with a digital movie projector Many of these new projectors operate with just the click of a button, meaning not many people are required to operate a multi-screen theater
If you want to get ahead financially, you need to find a job that will maintain some growth If you find yourself in one of the jobs above, consider pivoting and pursuing a more lucrative field less prone to going under Ultimately, though, if you ' re able to find a career that you enjoy, provides the salary you need, and has a strong outlook for years to come then you may want to celebrate and hold on to it for as long as you can
Most hiring managers would be hard-pressed to name their company values, let alone clearly articulate how they can be expressed on the job It’s not their fault Values, culture, and competencies are tricky to pin down This lack of clarity can work in your favor
As you share your career highlights, weave in references to their corporate values For example, once, while answering the “greatest strength” question, I focused on creative problem-solving and told a story about a customer turnaround During the example, I mentioned taking “accountability” for the issue, “collaborating” with colleagues, and delivering a revised solution that showcased “customer-centricity” three of their corporate values The story showcased alignment and proved that while values are good, values in action are better
TimToterhi CHRO,PlotlineLeadership
One way I showcase cultural fit during an interview is to use competency assessments during the hiring process Company cultures can be competency-based, and competency assessments provide a valid, accurate, objective way to directly compare where candidates fall I use the results of the competency assessment to ask deeper questions in the interview, allowing me to efficiently zero in on the qualities I’m seeking
LindaScorzo CEO,HiringIndicators
Job seekers sometimes try their hardest to convince the recruiter or hiring manager that they’re a great fit, even when the job seeker knows they’re not
As the Founder of College Recruiter job search site, I can’t emphasize enough that, sometimes, the best deal you can make is the deal you don’t make Translated into the world of job seeking, sometimes the best job interviews are those that result in the candidate (or employer) deciding that there isn’t a good fit
If you, as the job seeker, can see that there is a fundamental problem with the role, including pay that is too low to meet your needs, you ’ re better off politely telling the recruiter or hiring manager that, so that you can spend more of your time and energy pursuing a role that is well-suited to you, and so the employer can spend more of its time and energy pursuing candidates that are well-suited to the role for which you interviewed
I was interviewed on-campus years ago for a role that I was well-qualified for and which paid quite well but the recruiter and hiring manager candidly shared that the employees who succeeded in their workplace all loved a lot of stress and conflict That was of no interest to me and so about 10 minutes into a 30minute interview, I politely told them that I was not a good fit, thanked them for their time, and walked out Don’t be afraid to do the same if you realize while being interviewed that you ’ re not well-suited to the role
Evaluating cultural alignment remains essential when identifying ideal long-term fits Recently, I interviewed an innovator pioneering empathetic protocols in AI systems Resonating with their ethos of human-centric tech, I highlighted my recruitment firm’s values around nurturing talent beyond transactions into enduring partnerships We discussed snippets like our consultants balancing automation with emotional intelligence when matching companies and candidates I aimed to showcase our shared priority: leading with care at the bleeding edge Conveying philosophical Sympatico through values-driven dialogue builds bonds faster than skills alone ever could
LouReverchuk Co-FounderandCEO,EchoGlobal
Prepare Examples of Aligned Behaviors
Cultural fit can be a bit of a nebulous term and can be difficult to articulate cultural alignment during an interview However, if you operate under the assumption that the best predictor of future performance is previous behavior, you can prepare for an interview by walking in ready to talk about specific examples of times you exhibited behaviors that align with your prospective employer’s values
So, step one prepare for your interview by researching the company and its core values Often displayed on their website or in their job descriptions, familiarize yourself with the values and how the company defines them Then, reflect on your past experience and determine specific examples that demonstrate how you ’ ve behaved according to those values
Throughout the course of the interview, refer to the company’s values and find opportunities to tell the examples you ’ ve created If a company is hiring for values, there will most likely be organic opportunities for you to integrate your research into your discussion and responses
This method has proven successful for me when interviewing for values-based companies
EricMochnacz DirectorofOperations,RedClover
To demonstrate your cultural fit, first, you need to know it So start with research Then, you can move to storytelling, which illustrates your experiences, values, and skills compellingly and memorably
When tested for cultural fit, I shared a real-life story of collaboration with an external team whose values differed from those of my previous employer I compared the values of a prior employer with those of a potential one and demonstrated what made the collaborative team different I revealed how I fostered effective collaboration despite the differences, ensuring every team member felt heard, valued, and understood while abiding by mutual respect and inclusivity
Why was my storytelling so powerful? It provided context, illustrating instances where actions and decisions aligned with the company’s culture Connecting to the company’s values, mission, or vision demonstrated my genuine understanding and commitment to those principles This ensured interviewers that I could integrate seamlessly Moreover I highlighted my soft skills through storytelling and showed cultural awareness
NinaPaczka CommunityManager,MyPerfectResume
In an interview, being flexible with the demands of the job is one approach to demonstrating cultural fit An unhappy team member might harm the group When members of a team collaborate and help one another, they are most productive An introverted personality would not be advantageous if the situation required group brainstorming It would be a poor cultural match As per my experience, when asked if I prefer working alone or as part of a team, I politely answer, “Given the specific task at hand and the type of work involved, my preference might vary I like the focus and independence that come with working alone, but I also enjoy the collaboration and the new ideas that come from other people’s perspectives In the end, I am versatile and can succeed in any setting as long as the objective is accomplished successfully and efficiently ”
Real-Time Information Impacting Real Employees
BusinessType:Retailer Report:12/11/23
Laid-OffRange:NotListedButOngoing
LayoffDate:Throughout2024
LayoffType:Permanent
BusinessType:Technology Report:2/17/23
Laid-OffRange:NotListed
LayoffDate:4/9/2024
LayoffType:Permanent
BusinessType:Finance Report:3/23/2024
Laid-OffRange:15,000-20,000
LayoffDate:Throughout2024
LayoffType:Permanent
BusinessType:Gaming Report:3/23/2024
LaidOffRange:1,500-2,000
LayoffDate:NotListed
LayoffType:Permanent
BusinessType:Retailer Report:3/23/2024
LaidOffRange:1,000
LayoffDate:NotListed
LayoffType:Permanent
BusinessType:Education Report:2/7/2024
Laid-OffRange:500-1000
LayoffDate:4/7/2024
LayoffType:Permanent
Many reports highlight the potential for artificial intelligence to take over creative roles in the future Microsoft's Copilot AI tool enables users to create various graphics simply by inputting a few words. Asmoresimilarproductsaredeveloped, is it understandable for the creative industrytofeelapprehensive?
Last month, Tyler Perry revealed that the $800 million expansion has been put on hold indefinitely due to groundbreaking advancements in artificial technology With the rapid growth of AI in video and filmmaking, is there a worry that the entertainment industry will soon face significantchallenges?
Our “In Case You Missed It" section showcases compelling articles that we believe are worth sharing with our readers.
Our team loves everything about this article. It is wellwritten, and timely; the title alone had us hooked.
If you want to understand how AI is reshaping business, picture it as the other massive innovation of our time: GLP-1 drugs Both shed weight by suppressing cravings; both exacerbate existing inequities (aka the rich get richer) before generating wider prosperity; and both are having a greater impact than projected as early adopters are hesitant to admit they’re using.” Read full article
This Harvard Business Review post was brought to our attention and we found it interesting.
We know many have had to extend their retirement plans, but seeing that the 65+ age group is the fastest-growing segment is astonishing
When you hear the word “retirement,” do you think of unrestricted and uninterrupted leisure? For many Americans, that vision may belong in the past
Two-thirds of older Americans now view retirement as a time to explore new ambitions and find renewed purpose And that often means continuing to work Baby Boomers want or need to work longer than the generations of the past
Companies should take note: In the fall of 2023, the United States had 9 5 million unfilled jobs but only 6 5 million unemployed workers Older Americans are a large, versatile, and valuable labor pool that companies should prioritize In fact, people 65 or older now represent the fastest-growing segment of the labor force by far
Employers need to shed their misconceptions about older workers and make the most of their experience, create phased retirement programs, offer refresher courses, and recruit through retiree networks, among other strategies
Read more to learn about how retirement is evolving for the 21st century and how businesses can learn to embrace the older generation of workers in the article, “Redesigning Retirement,” by Ken Dychtwald et al
The full report is available at this link
