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  The term ‘culture fit’ helps describe how much an employee or, in case of remote freelance teams, a teammate aligns with the company’s values, beliefs and goals. Organizational psychologist Adrian Furnham offers this definition in his textbook  The Psychology of Behaviour at Work,  “A fit is where there is congruence between the norms and values of the organization and those of the person.” Those considered a good culture fit have the necessary hard and soft skills that let them fit in the existing team and contribute. For more details please visit our website - https://www.hroutlook.com/2025/06/29/what-is-culture-fit-the-invisible-agent-of-hiring-for-long-term/

  Leena AI, a conversational AI platform, recently secured a Series B financing round of $30 million, bringing their total raised funds to $40 million. Bessemer Venture Partners led the round, along with Greycroft, an existing investor, and an investment from B Capital Group, led by Facebook co-founder Eduardo Saverin. The fresh capital injection is aimed at ramping up product innovation to cater to the global demand for their platform among new and existing clientele. Leena AI has ambitious plans to broaden its suite for employee experience, extending its offerings to IT, Sales, and Finance teams by early 2022. They’ve been actively hiring across various departments such as technology, engineering, marketing, and sales. For more details please visit our website - https://www.hroutlook.com/2025/02/11/leena-ai-secures-30-million-in-series-b-funding-round/

  Based on data from consulting firm Mercer, American employers plan to revise their budgets. There seems to be a shift in employer intentions around 2024 compensation budgets based on data collected in this survey of more than 900 organizations. Performance-based merit raises are pegged at 3.5 per cent against 3.8 per cent in 2023. Employers are trying to budget about 3.9% of their compensation budget towards total salary increases for existing employees in 2024. The 2024 budget will allocate only 3.5% for this purpose; this is lower than the 4.1% of 2023. In addition, companies expect lower promotions will be done to their personnel with a minimal percentage of 8.7% as opposed to the previous year’s number of 10.3%. For more details please visit our website - https://www.hroutlook.com/2025/01/12/employers-expect-reduced-raises-and-fewer-promotion-opportunities-in-2024/

  Christina Janzer, Senior Vice President of Research and Analytics at Slack challenges the conventional HR world where recruiting top talent always takes centre stage and focuses on a critical shift from recruiting to keeping and developing talent. Instead of just concentrating on attracting the right talent, Janzer emphasises retention and growth strategies for existing personnel. The attractiveness of normal company benefits such as free snacks and fitness classes is different from what Janzer focuses on. It takes people beyond superficial offerings and helps them deliver their career-best performances. It comprises appreciating inputs, creating trust, developing meaningful relations, and promoting the health of the staff. The incorporation of these elements together creates an atmosphere in which employees contribute their best and are motivated towards realizing significant business goals. For more details please visit our website - https://www.hroutlook.com/2025/01/12/unlocki...

  In the world of HR, the excitement of promoting employees can sometimes wane. Traditional assumptions about promotions ensuring employee retention are being challenged in an era where loyalty appears to be on the decline. Surprisingly, research from payroll services provider ADP reveals that promotions can lead to a nearly two-thirds increase in the risk of an employee leaving. Notably, 29% of employees choose to resign within a month of receiving their first promotion. One contributing factor to the increased likelihood of employees quitting after a promotion is the heightened visibility of these advancements, thanks to platforms like LinkedIn. Recruiters actively monitor such updates, influencing their pursuit of potential candidates. The perception surrounding promotions is crucial, as employees may be promoted without a genuine interest in taking on new responsibilities. Studies suggest a simple yet powerful strategy for HR professionals: understanding their employees. Taking...

  The Phoenix City Council has passed a new law requiring all city contractors and subcontractors to create and implement heat safety plans. This new rule, driven by labor advocacy and a spike in temperatures, requires that workers be provided with cool, potable water, rest breaks, and access to shaded or air-conditioned areas. By May 1, 2025, it will also be compulsory to equip enclosed cabs with air conditioning. This decision comes in the wake of Phoenix experiencing unprecedented heat in 2023, leading to a record 395 heat-related fatalities, as reported by Maricopa County’s public health department. For more details please visit our website - http://www.hroutlook.com/2025/04/10/phoenix-implements-heat-safety-law-for-workers-due-to-increasing-temperatures-and-fatalities/

  A recent Gallup survey unveiled a notable surge in ‘FOBO’—the fear of becoming obsolete—among college-educated workers due to advancements in AI. While fewer than a quarter of the surveyed 1,000 workers worry about AI replacing their jobs, there’s been a substantial 7% rise in this concern since 2021. Specifically, nearly 20% of college-educated workers expressed anxiety, marking a significant increase from 8% two years ago. This unease extends across age groups, with almost 30% of individuals aged 18 to 34 and over 20% of those aged 35 to 54 sharing apprehensions about AI’s impact, up from 17% in 2021. Income also plays a role, as 27% of those earning less than $100,000, compared to 17% earning $100,000 or more, express discomfort about technology making their roles obsolete. However, job security—retaining pay and benefits—remains the top concern for workers. About 31% fear losing job benefits, while 24% worry about wage reductions. Gallup highlighted the evolving perception of...

  A recent study by Fiverr, a leading online freelancer marketplace, unveils a surprising trend: Baby boomers are leading the charge for remote work. Surveying 9,129 professionals, including 2,008 from the U.S., the study reveals that 40% of baby boomers prefer working remotely, surpassing Gen X at 32% and millennials at 29%. Interestingly, baby boomers also exhibit the least interest in traditional office setups. Only a quarter of this demographic favours working in an office, compared to 36% of Gen X and 32% of millennials. Michal Miller Levi, Fiverr’s senior director of market research and insights, highlighted the need for companies to pivot from focusing on fixed working hours to embracing flexibility. Levi emphasized that diverse talent, including younger workers and parents, thrives when offered control over their work lives, advocating for a skills and output-driven approach in recruitment. The pandemic has left companies grappling with defining their workplace’s new normal...

  Global professional services firm Accenture announced it will discontinue its global employee representation goals and diversity, equity, and inclusion (DEI) programs to comply with President Donald Trump’s executive orders targeting private sector DEI initiatives. According to an internal memo shared with ESG Dive, Accenture CEO Julie Sweet informed employees of these changes on February 6. Key changes include eliminating representation goals, ending career development programs for specific demographics, and halting participation in external diversity benchmarking surveys. Sweet cited the evolving U.S. policy landscape as the reason for the shift, stating that Accenture will no longer use diversity goals to measure performance but will instead emphasize inclusion and belonging. For more details please visit our website - https://www.secuzine.com/the-lack-of-uniformity-in-digital-signature-protocols-and-technologies/

  Returning to work after maternity leave presents significant challenges for UK mothers, as highlighted by a recent report from Totaljobs and the Fawcett Society. Over 80% of working mothers encountered difficulties upon returning to their jobs, with 30% receiving no employer support during this transition. Additionally, 16% faced discrimination due to their status as working mothers, leading some to avoid discussing their parental responsibilities. Despite an increased number of mothers in the UK workforce compared to two decades ago, disparities persist. These women often earn less than their childless counterparts, grappling with the balancing act of work and family obligations, steep childcare costs, and increased workloads. Consequently, almost one in five considered leaving their jobs due to these challenges. For more details please visit our website - https://www.hroutlook.com/2025/03/09/study-reveals-over-80-of-uk-working-mothers-face-return-from-maternity-leave-challenges...

  Eric Holder, speaking at the Economic Club of New York, recently addressed concerns surrounding the impact of the Supreme Court’s June 2023 decision against race-based admissions in universities on corporate Diversity, Equity, and Inclusion (DEI) efforts. The former Attorney General, now a partner at Covington & Burling, suggested that the ruling might not extend to the business sector, highlighting the Supreme Court’s exemption for military service academies as a precedent for potential business-related carve-outs. Holder pointed out that if companies can demonstrate how diversity initiatives positively affect their bottom lines, they might persuade the judiciary to consider exceptions for business DEI practices as well. For more details please visit our website - https://www.hroutlook.com/2025/03/12/former-ag-holder-scotus-ruling-on-race-conscious-admissions-opens-door-for-corporate-dei-efforts/

  Six members of Congress have raised concerns over the planned closure of eight Equal Employment Opportunity Commission (EEOC) field offices. In a letter sent on March 26 to Andrea Lucas, the newly appointed acting chair of the EEOC, lawmakers urged the agency to reconsider terminating leases for offices in Mobile, Alabama; San Jose, California; Greensboro, North Carolina; El Paso, Texas; Phoenix, Arizona; Kansas City, Kansas; Raleigh, North Carolina; and Greenville, South Carolina. The letter, signed by Representatives Robert “Bobby” Scott, Zoe Lofgren, Shomari Figures, Alma Adams, Yassamin Ansari, and Deborah Ross, emphasized the critical role these offices play. They serve as the primary point of contact for employees and job applicants seeking redress for workplace discrimination, as well as for employers seeking legal compliance guidance. The lawmakers insisted that closing these offices would undermine access to justice and diminish the agency’s ability to fulfill its missio...

  JPMorgan Chase is making a strategic shift in its diversity efforts, renaming its Diversity, Equity, and Inclusion (DEI) program to Diversity, Opportunity, and Inclusion (DOI). The change, outlined in an internal memo, swaps “equity” for “opportunity,” aligning with the bank’s emphasis on merit-based hiring and career advancement. As part of this transition, some DEI programs will now fall under other departments, such as HR and corporate responsibility, while training initiatives will be scaled back. However, employee resource groups will remain, continuing to foster engagement, cultural recognition, education, and historical awareness, according to Chief Operating Officer Jenn Piepszak. For more details please visit our website - https://www.hroutlook.com/2025/03/31/jpmorgan-rebrands-dei-as-doi/

  President Donald Trump has renominated Andrea Lucas, acting chair of the U.S. Equal Employment Opportunity Commission (EEOC), for a new five-year term set to expire on July 1, 2030. Lucas, who took over as acting chair in January, stated that if confirmed, she would focus on “restoring evenhanded enforcement of employment civil rights laws for all Americans.” Even if the Senate confirms her nomination, EEOC would still lack a quorum due to Trump’s controversial dismissal of two Democratic commissioners whose terms had not yet expired. This left three of the five commission seats unfilled, with only Lucas and Democratic Commissioner Kalpana Kotagal remaining. For more details please visit our website - https://www.hroutlook.com/2025/03/31/andrea-lucas-renominated-to-eeoc-vows-fair-civil-rights-enforcement/

  In April 2025, new data from WorkL painted a clear picture: while workplace happiness saw a slight boost for heterosexual employees, LGBTQ+ workers experienced a downturn. Feelings of empowerment, job satisfaction, and pride in their work have all dropped significantly for LGBTQ+ individuals over the past year. These shifts reflect more than just individual experiences—they point to a broader cultural and political change that’s now showing up inside the workplace. For more details please visit our website - https://www.hroutlook.com/2025/04/17/lgbtq-employees-face-more-bias-less-job-satisfaction/

  A recent study from the National Bureau of Economic Research highlights the persistence of hiring bias, particularly concerning race, with certain industries showing higher prevalence than others. On average, companies contacted applicants perceived to be White about 9.5% more often than those perceived to be Black. Notably, a fifth of the companies accounted for half of this gap in callbacks, with firms in the retail or auto industries showing the largest disparities. For instance, AutoNation contacted White applicants 43% more often, while Genuine Parts Company/Napa Auto contacted White candidates 33% more frequently. For more details please visit our website - https://www.hroutlook.com/2025/05/09/study-reveals-centralized-hr-can-mitigate-racism-in-hiring/

  A recent Human Rights Campaign (HRC) survey revealed that nearly 1 in 5 LGBTQ+ employees would consider quitting or looking for new jobs if their employer rolled back diversity, equity, and inclusion (DEI) programs. The survey, conducted among over 2,400 LGBTQ+ adults, found that 72% of respondents said they would feel less included or accepted in their workplace if such changes were made. This highlights the critical role DEI initiatives play in fostering a sense of belonging within organizations. For more details please visit our website - https://www.hroutlook.com/2025/06/13/lgbtq-adults-may-leave-employers-cutting-dei-says-human-rights-campaign/

  India’s automotive landscape is experiencing a profound transformation, pivoting towards electric vehicles (EVs) and opening up abundant job prospects across multiple sectors. This seismic shift not only aligns with the nation’s sustainability goals but also fuels economic growth while addressing environmental concerns. The surge in EV manufacturing offers a host of employment opportunities in specialized fields like battery pack production, electric motor manufacturing, and vehicle assembly. Skilled technicians and engineers are in high demand, finding roles across manufacturing plants and ancillary industries. Additionally, the EV components supply chain presents job prospects for manufacturers of battery cells, charging equipment, and related parts. For more details please visit our website - https://www.hroutlook.com/2025/01/13/how-the-electric-vehicle-industry-revolutionizes-workforce-development-and-unleashes-innovation/

  According to a recent Indeed report published Wednesday, job seekers equipped with generative AI skills are commanding an impressive average salary boost of 47% compared to their counterparts lacking these skills. Indeed reviewed salary data from job postings on its platform to arrive at this conclusion. The analysis reveals that technology professionals proficient in generative AI can expect average salaries reaching up to $174,727. Generative AI skills, alongside other essential competencies like deep learning, computer vision, and expertise in specific software languages and frameworks such as Rust or PyTorch, are driving job seekers’ earning potential. For more details please visit our website - https://www.hroutlook.com/2025/02/26/according-to-indeed-skills-in-generative-ai-lead-to-nearly-a-50-salary-increase/

  The Jurupa Unified School District in California has agreed to settle a wrongful termination lawsuit filed by public school teacher Jessica Tapia for $360,000. Tapia alleged that the district violated her First Amendment rights by firing her for not adhering to gender-affirming school policies. Tapia claimed that the district’s policies, which required her to allow transgender students to use facilities according to their gender identities and to use their preferred pronouns, conflicted with her Christian beliefs. Her lawsuit argued that her religious convictions prevented her from affirming beliefs or behaviors that she deemed contrary to her faith, causing her significant mental and emotional distress. For more details please visit our website - https://www.hroutlook.com/2025/05/24/california-school-district-pays-360k-settlement-to-teacher-dismissed-over-lgbtq-policies/

  A report from Multiverse, released on August 5, highlights significant productivity losses in businesses due to widespread data skills gaps. On average, employees lose roughly 25 working days per year on data-related tasks, with many lacking the fundamental skills needed for effective data use. The report reveals that about half of workers struggle with data analysis, process automation, and forecasting. Euan Blair, founder and CEO of Multiverse, noted that employees often spend hours each week grappling with spreadsheets. The analysis, which included data from 12,000 employees across 18 industries in the U.S. and U.K., found that workers dedicate about 14.3 hours per week to data tasks, accounting for 36% of their workweek. However, 4.3 of these hours are spent unproductively due to skills deficiencies, wasting 10% of the workweek. For more details please visit our website - https://www.hroutlook.com/2024/08/13/survey-suggests-skill-gaps-cost-employers-a-month-of-productivity-an...

  A new report from ADP underscores the increasing adoption of generative artificial intelligence (AI) by large companies, forecasting its pivotal role in shaping workplaces heading into 2025. The report, supported by McKinsey data, reveals that 57% of employers are addressing generative AI skills gaps through targeted upskilling. ADP also noted growing employer concerns over emerging AI regulations, particularly in hiring practices. Despite increased adoption, challenges remain. Worker confusion about AI’s application, as highlighted by Slack’s recent findings, and generational divides in AI perceptions (per Udacity’s survey) reflect ongoing barriers. Additionally, Cornerstone OnDemand found enduring demand for human-centric skills, such as leadership and emotional intelligence, despite AI’s prominence. For more details please visit our website - https://www.hroutlook.com/2024/11/28/adp-predicts-ai-will-shape-2025-talent-trends/

  A recent survey by General Assembly revealed that 58% of vice presidents and directors in the U.S. and U.K. have never attended an AI training or course. Additionally, 42% expressed confidence in using AI tools without compromising company data, while 27% were not confident. Regarding AI vendor selection, 39% lacked the knowledge to make informed decisions. Daniele Grassi, CEO of General Assembly, emphasized the importance of upskilling leaders to understand AI’s legal, privacy, and ethical implications, especially when making decisions on AI vendors, protecting data, and guiding teams. He warned that companies failing to establish AI policies risk data breaches and competitive disadvantage. For more details please visit our website - http://www.hroutlook.com/2024/12/12/survey-shows-over-half-of-leaders-havent-trained-in-ai/

  The Technology Trends for 2025 report by O’Reilly highlights a significant shift in technology trends, particularly in artificial intelligence (AI) and cybersecurity. Interest in AI-related skills, especially in prompt engineering, AI principles, and generative AI, has surged. However, there was a noticeable 13% decline in interest specifically for GPT, indicating a pivot away from platform-specific skills towards foundational knowledge applicable across AI models like Claude, Gemini, and Llama. This transition underscores AI’s evolution from a generative tool to a transformative force reshaping the development landscape. Mike Loukides, vice president of emerging technology content at O’Reilly, emphasized that AI’s role is shifting beyond just generative capabilities. As foundational AI skills gain prominence, professionals must prioritize upskilling to integrate these technologies effectively into their operations. Loukides also noted that AI’s potential is not something to fear...