A staggering 81% of recruiters acknowledge that their companies post "ghost jobs," which are positions that have already been filled or don't exist, reports MyPerfectResume. These listings maintain job board presence, evaluate job descriptions, and enhance company reputation, among other reasons. This tactic makes job seekers feel demoralized, says career expert Jasmine Escalera, who advises using Glassdoor and other platforms to identify and report these fake listings.

Macquarie Asset Management's global diversity, equity and inclusion leader Johnathan Medina embraces the intersection of employees' backgrounds and supports a "challenger" approach in which someone at talent discussions looks for biases and points them out. "We need our people to understand one intersection and how that impacts before we compound the learning," Medina says.

Hendry Marine Industries started a mobile walk-in clinic at the company's shipyard to give employees the opportunity to receive basic health care, says HR leader Stephanie Koch, who encouraged participation in the first several months by offering the chance to win paid time off. "One employee went in trying to win the PTO, and the doctor says, 'Did you know you had a lump in your neck?'" says Koch, adding the employee had cancer that was diagnosed early thanks to the program.

AI can enhance productivity and efficiency in workplaces by proactively identifying and resolving IT issues, benefiting employees who hesitate to seek help, known as "silent sufferers." These employees often avoid reporting problems due to concerns about productivity loss or not wanting to cause a fuss. By using AI, IT departments can gather data to identify these employees and address their issues, improving overall employee satisfaction and reducing operational downtime.

The term "imposter syndrome" may bring up negative thoughts about a person's ability to do a job, but University of Texas MD Anderson Cancer Center Chief HR Officer Shibu Varghese connects the phrase with a need for learning and development. "I constantly tell employees that we are developing ourselves every day so you never have to feel like you don't belong or you don't fit or you don't deserve something," says Varghese, who adds employers should help employees overcome self-doubt by showing them how to learn from mistakes, praising them for achievements and offering group mentoring.

We are seeking an HR leader in retail to speak in high-level terms about the challenges and opportunities for retailers to improve the frontline experience and retain employees at their brick-and-mortar stores. If this sounds like you, please send an email with your name, LinkedIn profile and a few sentences describing the need for retailers to improve the frontline experience.