The new Morning Consult “State of Workers” finds that more workers, 29%, prefer hybrid work to remote work, 23%, the first time in several years. Hybrid work is especially popular among Gen Z and Millennials, though only 12% of survey respondents said they have a hybrid job.
Transform the uninspiring to awe-inspiring and create a standout cafe experience for your employees. Our wide selection of specialty coffee, tea, cold brew, and kombucha can provide a delightful experience that's anything but boring. Learn how.
A Resume Builder survey found 36% of US hiring managers admit they're biased against Gen Z candidates, while 34% say they hesitate to hire candidates older than 60. Recruiters cite younger employees' lack of experience and their tendency to move from job to job, and older employees' potential health problems and retirement, according to the survey.
Kerry McKibbin, president of Mischief, urges agencies to ditch timesheets in favor of compensation models that value work quality, debunking the arguments that make many cling on to hours-based billing. "The moment our business equates value with rates and hours vs. value as output, clients and agencies risk a much greater price including industrywide burnout, talent drains and ever-shortening and more tumultuous client-agency relationships," McKibbin writes.
A high school in New Jersey is introducing a paid work-study program in hotel management, providing students with valuable on-the-job experience at the Glenpointe Marriott. Through partnerships with local businesses, students gain insights into various roles within the hospitality industry and prepare for future careers.
Leaders should respond to criticism about diversity, equity and inclusion programs by considering strategic changes, writes DEI strategist Lily Zheng, who recommends being transparent about the efforts, integrating DEI companywide, setting clear goals for each department and using data to measure success. "What needs to be communicated far more loudly and frequently is that DEI is about building healthy organizations for everyone -- not just for those historically excluded and marginalized, but for those who have historically had more resources and support, as well," Zheng writes.
It's a mistake that needs correcting after all these years -- the research of which one of these scientists is slowly being recognized for her contribution to the discovery of DNA's double helix structure?
I will be 54 in August. I have reasonably good health, my mind is sharp and I remain excited about the work I do. I continue to enjoy it. I’m also optimistic about my personal and career future.
That optimism comes in handy when I read stories like the one in our Recruitment & Retention section today, about hiring bias against people over 60. I used to see this data and get nervous, wondering how this could affect me when I hit that age. Should I keep coloring my hair? Do I need to invest time in developing a personal brand? Do I need to get an master’s degree or other certifications to beef up my resume? What can I do to make sure I’m professionally marketable?
These questions will assault like a battery ram, if we don’t get a hold on them. I’ve gotten better at shutting them down. How?
For me, the first thing I remember is that God manages my life. He controls variables I can’t, so fretting over them is a waste of energy.
Next, I remember that the hiring process is personal. It’s true that the initial decisions will be based on data -- a person’s experience, academic degree and the like. But after that, the process narrows down to the human -- our interactions with the individual. We do phone screens to get a sense of their job expectations. We do interviews to gauge their ability to do the job and fit into the culture. We’re also assessing personality, character and communication style, among other factors. We are going beyond the paper -- the resume -- to see the human.
This comforts me. Data paints a picture of culture trends, but that it’s not a crystal ball. It doesn’t decide my future.
It also reminds me that the human is still the most important part of the hiring decision. If for some reason I ever find myself across the desk of a hiring manager, I won’t sweat it. I’ll trust the process. I’ll trust that the manager is looking at me as an individual and not part of a generational set.
Because if he or she is assessing candidates through the lens of age, I want them to pass me up. I don’t want to work with people or companies that are short-sighted about talent. I want to work at an organization that sees me as an individual with skills to contribute and help them soar.
What about you? Are you concerned about ageism? For the hiring managers out there, how do you keep from falling to age bias? Let me know! And if you enjoy this brief, tell others so they can benefit also.
Sharing SmartBrief on Workforce with your network keeps the quality of content high and these newsletters free.
