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Yahoo
3 hours ago
- Business
- Yahoo
Job seekers say there's a training gap — not a skills gap
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Most employees responding to a recent survey said they believe employers are passing over competent candidates because employers aren't willing to train them, according to a May 28 report from Express Employment Professionals. In addition, 87% said companies should prioritize skills-based hiring over degrees, pushing back on outdated job requirements and unrealistic expectations. About 90% said they'd stay longer at companies that invest in training. 'In today's evolving labor market, adaptability is increasingly recognized as a critical asset by both employers and job seekers,' said Bob Funk Jr., CEO of Express Employment Professionals. 'Many business leaders are finding that while priorities may differ, there's common ground in practical strategies, such as flexible qualifications and onboarding programs focused on long-term growth,' Funk said. 'These approaches help bridge gaps in expectations while maintaining the high standards that drive sustainable success.' In the survey of more than 1,000 U.S. adults, 79% of job seekers said the skills gap is less about a lack of ability and more about employers' unwillingness to train. Nearly three-quarters also think employers should be willing to forgo some job requirements to find the right person. However, in a separate survey of more than 1,000 U.S. hiring decision-makers, 69% said the skills gap is wider than ever. Although 84% said their company has the resources to close the gap, a similar amount also said their company has waived some job requirements, such as years of experience, educational degrees, soft skills, hard skills and professional certifications. At the same time, challenges persist in shifting to skills-based hiring, the survey found. More than a third of hiring managers said they don't know how to assess certifications or online degrees, which can hinder their incorporation into the hiring process. To address skills-based hiring barriers, some employers are developing formal infrastructures, such as skills mapping and skills-based rewards, according to a Mercer report. These strategies can close talent gaps and encourage leadership buy-in, the report found. Looking ahead, 9 in 10 companies lack 'future-ready' talent strategies, particularly related to artificial intelligence capabilities, according to a report from The Adecco Group. Companies need to implement structured plans to support workers, build skills and lead through AI-related disruption, the firm said. Some HR professionals may feel stuck when addressing this talent conundrum as training continues to move lower on the priority list at many organizations, according to HR Dive's recent Identity of HR survey. Job shadowing and mentorship can help if learning and development investment has dropped, experts told HR Dive. Recommended Reading Survey: Companies struggle to measure the value of training
Yahoo
7 hours ago
- Business
- Yahoo
Nearly half of CEOs say employees are resistant or even hostile to AI
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Few companies have aligned their workforce strategies with their artificial intelligence investments, leaving a major gap in preparedness and talent needs, according to a May 29 report from Kyndryl, an enterprise technology services firm. About 7 in 10 leaders responding to a survey said their workforce isn't ready to successfully leverage AI tools, and half said their organizations lack the skilled talent to manage AI. 'Only a small group of businesses have been able to harness AI successfully for business growth,' Michael Bradshaw, global practice leader for applications, data and AI at Kyndryl, said in a statement. 'This report shows that while data architecture and technology infrastructure are key pieces of the puzzle, organizations that do not prioritize their workforces will miss out.' In the survey of more than 1,000 senior business and technology executives, 95% said they've invested in AI, but only 14% have aligned their workforce, technology and growth goals. In addition, 45% of CEOs said most of their employees are resistant or even openly hostile to AI. Workforce readiness varied by industry, with the highest levels of preparedness reported in the banking, financial services and insurance sectors and the lowest in healthcare. Kyndryl noted three key barriers to AI adoption: organizational change management, a lack of employee trust in AI and workforce skills gaps. The 'AI pacesetters' — or the 14% of companies with aligned workforces — appear to be addressing these barriers, the report found. For instance, pacesetters were three times more likely than other companies to report a fully implemented change management strategy for AI in the workplace. These companies were also 29% less likely to cite fears about AI affecting employee engagement. Notably, AI pacesetters were 67% more likely to agree that their organizations had the tools and processes to accurately inventory the skills that their employees have, and about 40% reported no skills challenges. So far, only 10% of companies qualify as 'future-ready' in terms of having structured plans to support workers, build skills and lead through AI-related disruption, according to a survey by the Adecco Group. Most companies struggling with the transformation expected workers to proactively adapt to AI, while future-ready companies prioritized skills-based workforce planning, the report found. In general, employers don't understand workers' AI-related training needs, which can hinder them from creating robust upskilling plans, according to an Amazon Web Services report. Most IT decision-makers said they lacked knowledge of how to implement training programs, and 41% said they had limited training budgets. Despite limited training, nearly 7 in 10 companies now use AI tools for work, according to an OwlLabs survey of knowledge workers. About a quarter of workers said their employers strongly support AI use and supply tools, training and clear workplace guidelines. Sign in to access your portfolio
Yahoo
19 hours ago
- Business
- Yahoo
Gay, Christian lawyer alleges he was fired due to social media posts critical of transgender policies
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. An openly gay, conservative Christian lawyer sued Lucid Software May 22 for allegedly firing him due to his religious beliefs and because he didn't conform to its stereotyped expectations of gay men, after he posted comments on X critical of transgender policies. Per the complaint in Maragani v. Lucid Software, Inc., the company partners with Equality Utah, a nonprofit organization advocating for LGBTQ+ legislation. The lawyer alleged that based on his sincerely-held views as a Christian, and outside of and separate from work, he posted comments on X critical of Equality Utah's support for biological men using female locker rooms and gender transition for children, among other issues. A board member of Equality Utah allegedly complained to Lucid about the posts, leading Lucid to warn the lawyer that they violated its social media policy and were contrary to its commitment to DEI. He was also told he could be terminated if the posts continued, according to the complaint. He was later fired for 'poor performance,' the lawsuit alleged. Following his termination, the lawyer sued Lucid for allegedly violating Title VII of the Civil Rights Act of 1964 by discriminating against him because of his sex, sexual orientation and religious views. He alleged that when he met with a senior HR exec to discuss the posts, she told him she thought it was confusing that he would not work with Equality Utah, given that he was a gay man. In an email to HR Dive, a representative for Lucid stated that the plaintiff 'was terminated for performance-related issues.' The lawsuit spotlights one of the trickier issues employers may face in the current political environment: How do they handle an employee's off-work, online post that advocates a potentially controversial political view based on the employee's sincerely-held religious beliefs? At the outset, while people rightly view political speech as protected by the First Amendment, it generally doesn't apply to private workplaces, a Gunster attorney noted in an April 2024 op-ed to HR Dive. Also, political speech is not a protected class under federal anti-discrimination laws, the attorney pointed out. However, some state and local laws may still prohibit employers from taking action based on an employee's political involvement, she said. In this case, the plaintiff pointed to Utah's Antidiscrimination Act, which prohibits employers from taking adverse action against employees 'for lawful expression or expressive activity outside of the workplace,' with regard to the employee's religious, political or personal convictions, according to the lawsuit. The plaintiff alleged that he told his supervisor and an HR leader that their demands may violate the statute, but that he was later retaliated against for doing so. When developing a social media policy, aim for it to be tangible and well-outlined, an attorney previously told HR Dive. Social media policies should also be practically effective and legally sound — employers are generally prohibited from discriminating on the basis of characteristics such as race, religion and national origin, the attorney added. Before taking action against an employee based on a social media policy, employers should consider the context in which the statement was made and balance protecting their business interests against allowing employee autonomy, the same attorney suggested, adding that social media policies may ask workers who are making controversial statements to note they're speaking on behalf of themselves and not their employer. Recommended Reading US Steel evades former worker's ADA claim after judge determines it didn't know of his disability Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
a day ago
- Business
- Yahoo
Younger workers say a tough job market is pushing them to lie on resumes — and few regret it
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Ten percent of job seekers said they've lied on their resume, typically about dates of employment, years of experience and job responsibilities in previous roles, according to a May 28 report from AI Resume Builder. Among those who lied, 76% said they received a job offer, and 81% said the lie helped them get the job. Only 21% said they regret lying on their resume, and 92% said their lies were never discovered. 'Candidates lie on their resume when they feel stressed about their search,' said Soozy Miller, head of career advising at AI Resume Builder. 'With recent layoffs, many people are out of work and worried about the job market. Job seekers feel that the job market is so tough right now that actions such as lying on a resume to get a job are justified.' In the survey of more than 7,800 U.S. adults, younger workers and men were more likely to lie on their resume. GeneratYounger workers say a tough job market is pushing them to lie on resumes — and few regret it ion Z job seekers were most likely to lie, with 20% saying they did so, compared to 13% of millennials, 8% of Generation X and 4% of baby boomers. About 12% of men and 7% of women said they had lied. The top reasons for lying included a competitive job market, a lack of interview offers and feeling underqualified. In addition, 29% said they lied to try to land a higher salary; 20% said they believed others were also lying; and 11% said they were encouraged to lie by someone else. Artificial intelligence tools such as ChatGPT appear to play a role, with 31% of those who lied saying they used AI to craft their resume. When using AI tools, job seekers may make their experience sound more impressive, reframe gaps or weaknesses and phrase information in a more professional way. AI also helped applicants by suggesting fake accomplishments or experience, such as skills, certifications or even jobs. Among those who use AI at work, 90% said having AI skills makes them more confident about applying for jobs that they aren't fully qualified for, which could indicate they may stretch the truth on resumes or trust AI can help them fake it after they're hired, the report found. Ten percent may be an underestimate; a 2023 survey by ResumeLab put that number much higher, and even higher numbers reported they'd lied in cover letters and job interviews. Applicants said they embellished skills, job responsibilities and previous job titles. Although most job seekers use AI for basic help, some may use it to forge documents, create fake resumes and evade applicant filters, experts told HR Dive. Companies can combat this by using AI in screening platforms to verify documents, candidates' identities and video calls. During the next six months, AI will change recruiting dramatically, according to a LinkedIn Talent Blog post. Both employers and applicants can expect to demonstrate more transparency about AI use during the hiring process, a recruiting leader at Zapier said. Recommended Reading Laid off from Hyland, recruiters, managers and workers join forces for the job hunt
Yahoo
5 days ago
- Business
- Yahoo
This week in 5 numbers: Gen Z opts for skilled trades
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. U.S. workers report higher levels of stress at work given current economic uncertainty and government policy changes. Here's a look at those and some of the other numbers making headlines in the HR world. By the numbers 12% The percentage of companies that feel effective at skill validation, which could be a cause for concern when trying to implement a skills-first hiring approach, according to a report from Hirevue and Aptitude Research. 42% The percentage of Generation Z adults who are working in or pursuing a blue-collar or skilled trade job, according to a Resume Builder report. 54% The percentage of U.S. workers who say job insecurity has significantly affected their stress levels at work, according to a report from the American Psychological Association. 69% The percentage of hiring managers who say their company looks at relevant experience over a bachelor's degree while making hiring decisions, according to a Resume Templates report. 1,500 The number of Walmart employees whose jobs will be cut as part of a restructuring of the company's global tech and Walmart U.S. operations, according to an internal memo. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
