January 2024 Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources just released its January 2024 salary data for the fields of accounting and finance. As the job market continues to evolve, we hope this will prepare you for your business growth through the remainder of 2024 and beyond.

If you would like to view the salary survey, please click this LINK to download!

With compensation and salary trends changing throughout the year, candidates and clients should have this valuable information for fair negotiations in the job market.

For more information, here are some useful articles:

And here are a few more trends and insights to consider:

Casey Accounting & Finance Resources can help financial professionals who want to learn more about what salary expectations should be. We have compiled our salary survey list with updated facts and figures, including job descriptions for more the most requested accounting and finance positions in the Chicago metropolitan area.

If you would like to view the salary survey, please click the link to download!

5 Workplace Trends Set to Impact 2024

As companies wrap up 2023 and set their 2024 budgets, at Casey Accounting and Finance Resources we’ve scoured the internet for the top workplace trends. This article is a compilation of our research on the categories that are expected to further develop or emerge next year. They are reasonable assumptions from the likes of HR Executive, EY, Gartner, Staffing Industry Analysts, IBM, LinkedIn, and Recruiterflow.

  1. Generative and Predictive AI

AI has received lots of buzz in 2023. From what we read, it will become more of a modern staple, not just in recruiting but across the organization and all industries.

According to Jill Barth, HR Executive tech editor, “Job market pressures …have some executives evaluating … recruiting technology infused with artificial intelligence. Madeline Laurano of Aptitude Research Partners and Tim Sackett of HRUTech.com report that 63% of companies are currently investing or have plans to invest in AI solutions for talent acquisition problems.”

According to EY’s recently released “Work Reimagined Survey,” GenAI is “expected to have an outsized impact on the labor market, on career and learning pathways, and on the realities of work.”

Emi Chiba,  a principal analyst in Gartner’s human resources practice, said the “hype around generative AI has served as a ‘tipping point’ for vendor roadmaps, sparking attention to ‘regular AI’ and how it can produce value for hiring teams.” Yet, as AI interest grows, Chiba also stated that employers will tread cautiously into the AI space until regulatory activity catches up with innovation.

  1. Diversity, Equity, and Inclusion (DEI) Sustainable Hiring Practices

The topics of DEI and sustainable hiring practices make the top prediction lists again as they continue to grow in importance for many candidates and employees, too. The goal of sustainable recruiting is to ensure that the recruitment process benefits not only the organization but also the broader environment and society. With a workforce comprised of tech-savvy, environmentally-conscious Gen Z candidates to Baby Boomers, companies need to prepare AI strategies that target and attract both sets of candidates.

According to research by Eagle Hill Consulting, fifty-three percent of U.S. workers say DEI is a key factor when considering a company for employment: Gen Z at 77 percent and Millennials at 63 percent. However, Recruiterflow states that currently, only one in three recruiters track the diversity of candidates.

If employers already haven’t included the following value propositions for employees and candidates, they should consider them: a bias-free hiring process, transparent and equitable wages, corporate social responsibility and community engagement, environmentally friendly practices, and prioritizing employee well-being.

This leads us to segue into the topics of employer branding and employee satisfaction, as much of the logic around DEI also applies to employer branding.

  1. Employer Branding / Employee Satisfaction

Recruiterflow notes that employer branding continues to be extremely important. Even if you have a team of 3-4 people, it’s time to make it a priority. It’s vital that you position yourself as a company that cares about its recruiters’ and other employees’ well-being and development.

Furthermore, the company states that “only a fraction of workers are currently fully engaged in their roles. Fostering a harmonious corporate culture that values collaboration and communication is essential in this new dynamic, where both parties hold significant sway in shaping the work environment. By embracing these shifts, employers and employees can forge a stronger, mutually beneficial relationship that celebrates and rewards their contributions.”

  1. Pay Transparency

Yes, we’re still talking about pay transparency, too, and in 2024, it will continue to gain traction. The gender pay gap has been a persistent issue despite equal pay legislation being in place for over 50 years, according to Recruiterflow.

A recent research report by Staffing Industry Analysts identified nine different legislative measures related to pay transparency, including access to pay information, advertising salary information in job postings, prohibiting employers from requesting salary history, creating an independent body to provide equal pay certification, obliging enterprises to publish gender and pay information, regular audits, pay assessments, and promoting equal pay discussions during collective bargaining.

This trend will surely change hiring processes, making job talks more open and pushing companies to share the pay they’re offering to create a job market that is fair and equal with a culture where companies have earned the trust of current employees.

  1. Reskilling

In a recent IBM report based on a survey of 3,000 global C-suite executives, the transformative impact of generative AI and automation on the workforce emerges as a dominant theme. The report underscores that 40% of executives believe a significant portion of the global workforce (approximately 1.4 billion individuals) will require reskilling within the next three years. This highlights the increasing importance of reskilling programs as a strategic recruitment and talent development approach.

To prepare for this transformative landscape, IBM recommends a future-focused approach involving redesigning work processes, substantial investment in talent development alongside technology adoption, a skills-centric workforce strategy, and empowering employees to pursue meaningful and skill-enhancing tasks as automation becomes prevalent.

Conclusion

Of course, we can’t predict changes in 2024, and nobody knows exactly what’s to come in the new year. However, we’ll keep an eye on these top 5 trends and check back in six months. What we do know is that the workplace will continue to evolve, and embracing these trends while adjusting accordingly may provide the value proposition needed for recruiting and retaining a multi-generational and cultural workforce. Let us know how we can assist you with your workplace strategies.

From our families to yours, we wish you a very joyous and restful holiday season. We look forward to collaborating with you in 2024. And if you need to hire talent over the holidays, we’ll be in the office to assist you. Happy Holidays!

Thanksgiving Inspo, and Gratitude From Our Homes to Yours

Just about everyone is pretty pumped to plan their Thanksgiving celebrations. The preparations, cooking, table settings, decorating your home, matching outfits, and more. In advance of the upcoming holiday, we want to provide some valuable advice and inspiration so that you can whip up a great time – whether you go big or keep it on the light side. We’ve got your back!

The Food

Just Google search “best Thanksgiving food sites 2023,” and you’ll receive a myriad of ideas from the traditional to the trendy, homecooked or ordering meal kits online, restaurants that are open, or food trucks for a more casual affair. And, if turkey isn’t your jam, try alternatives like steak or prime rib, brisket, lamb, or a pot roast. Maybe this year, it’s a charcuterie Thanksgiving. Or breakfast/brunch becomes a new tradition for you and your friends and family. Whatever you decide, you’ll find plenty of ideas on the Internet.

Finally, if you have a cooking question on Thanksgiving Day, here is a list of several hotlines to help you with your needs.

The Decorations

Not all of us have a Martha Stewart gene in our family tree. Here are some easy DIY decorations that won’t require a glue gun and YouTube videos.

Don’t forget about your table settings. Find more dreamy inspiration at this website.

What We’re Thankful For

“I am very thankful for my family, friends, and co-workers who have always been supportive, nurturing, and loving to me. They are always there for me when I  need them.” – Eileen Renk, Casey Accounting & Finance Resources Director of Recruiting and Sales

“I’m thankful for the traveling I got to do this year! Aside from Midwest travel, I got to visit Colorado, Maine, Italy, and Mexico for Christmas.” – Julie Jurek, Arlington Resources Sourcing Specialist

“This season, I am thankful for joining a caring and thriving team. I’m grateful for the opportunity to be challenged every day by learning a new industry, interviewing top HR professionals, and serving our clients with top quality.” –  Courtney Thome, Arlington Resources Talent Acquisition Consultant

“I am most Thankful for my Good Health & Family. I am blessed to have my 92 year old grandfather on this earth still. Especially around the holidays is when I cherish making memories with him the most.” – Nina Salgado, HR Administrative Assistant

“So much to think about here, I am thankful for incredible friendships that I have built over many years now that I don’t have family anymore. The opportunity to be in a career for the past 26 years that allows me to change peoples’ lives every day and make an impact in our working world is very rewarding.  I am also thankful for the opportunities I have been presented in life that have helped me to grow and become a better person” – Denise Young, Arlington Resources Director of Recruiting and Sales

“I am thankful for my loving family, who are always there for me when I need them, and for having a hobby that brings me joy. Reading is a great escape from everyday life!”  Elizabeth Lanaghan, Arlington Resources Senior Recruiter & Sales Consultant

“Family is the most important to me always and for what I am most thankful. God has blessed me with an amazing husband and two daughters that have forever changed my life. I love my job and what I do on a daily basis, and I put my heart into it for my family.” – Cheryl Reinwald, Arlington Resources Director of Recruiting and Sales

Sending you a Harvest of Blessings

We hope Thanksgiving brings you reasons to be grateful, as we are so grateful for you. May your hearts be as warm as your kitchens, and we wish you good health and good times.

And remember, if you have a last-minute staffing need, we are here to fill your open positions so you can focus on filling your hearts and tummies.

Happy Thanksgiving!

Is Your Hiring Process Too Long? Six Strategies to Speed it Up.

Is your hiring process getting in the way of hiring the best candidates? Sometimes, we get into a hiring rut, and those bad habits may be preventing you from making a great hire.

How can you shorten your hiring process? “One of the first lessons I learned as a young recruiter was, ‘Time kills all deals,’” according to Mary Newgard, a senior search consultant. “Rarely do candidates or hiring managers mean to slow down the process, but it happens.”

Newgard offers these six ways to “push the pace in the hiring process.”

  1. Give Permission to Abandon Your Process. If you find a great candidate and the hiring manager believes the candidate is a great fit, go ahead and make an offer. Don’t lose good people because they haven’t gone through two or three rounds of interviews.
  2. Write Simple, Easy to Update Job Ads. You want your job ads to deliver qualified candidates. Keep the ads short. Make sure to add specific job qualifications and then post it. This more condensed version of the job ad can be quickly updated or refined during the search or for the next similar position.
  3. Deputize One Person to Screen Resumes. Having one person screen resumes provides consistency in selecting candidates for interviews.
  4. Automate Information Gathering. Consider what processes in the hiring process can be automated – correspondence emails, critical screening information, and some interview questions. Don’t let more than 24 hours pass between communications with ideal candidates.
  5. Scripting Interviews. Your hiring managers aren’t HR generalists, too. They may not know all the interview rules. Providing a script or list of Do’s and Don’ts prepares hiring managers, keeps interviews on track, and avoids EEO issues.
  6. Combine Hiring Teams for Similar Positions. For similar job openings, combine job ads and interview activity as much as possible.

Be prepared to move quickly with hiring decisions by having salary ranges, optional benefits, and other negotiating points at the ready. This will prevent more time wasted.

If you don’t want the hiring process to linger on and on, review your hiring processes and see where you can abbreviate steps. In this era of “instant gratification,” job seekers crave constant communication and a quicker process. Look for opportunities that will improve your hiring process.

We Can Help With Your Open Positions

Slowing down the hiring process costs time and money, and you might lose out on top talent.

If you want better results, talk with a Casey Accounting & Finance Resources team member today.

4 Tips For Mining Your Employee Alumni Database to Fill Open Positions

The need for skilled talent remains high, yet recruiters struggle to find candidates to fill their open jobs. With more companies requiring employees back to the office, economic challenges, fewer opportunities for remote work, and “the Great Resignation” waning, where are recruiters finding talent? It might surprise you that employers are communicating with their former employees – those who left for so-called “greener pastures” and those who retired –  to see if they’ll “boomerang back” to their former company.

According to an article in ALM Benefits Pro, “4 out of 10 employees who quit their jobs during the pandemic now admit they were better off at their old job, according to a multi-country survey by workforce solutions company UKG.” Harvard Business Review also recently noted that “statistics around the prevalence of boomerang employees vary by industry, but a hot-off-the-press study conducted by HR analytics firm Visier between 2019 and 2022 found that 28% of “new” hires were actually boomerang employees who couldn’t stay away more than three years.”

Wooing Back Former Employees With These 4 Strategies

Here are some things to win back former employees. Oftentimes, a conversation with the former employee on why they left and how they’re doing may shed some light on what it will take to rehire them:

  1. Employee Culture: If you already have an awesome culture, congratulations! Many boomerang employees return because they miss the caring culture and work/life balance. If your culture needs improvement, work on the “low-hanging fruit” and move forward from there. Perhaps the former employee would like to be part of the team to enhance the company culture.
  2. Alignment of Mission and Values: ALM Benefits Pro notes that the “the advancement of diversity, equity and inclusion (DEI) and environmental, social and governance (ESG) initiatives, employers are really being compelled to take a look at their own DNA — who they are as a company, what they stand for, whether they have the right talent on board.” Employees want to feel respected and valued for their contributions.
  3. Colleague Experience: If we’ve heard it once, we’ve heard it thousands of times – employees oftentimes love the people they work with but find the environment intolerable. When evaluating your employee culture, reassess benefits and perks, professional development and growth opportunities, and peer resource groups as options to improve the environment.
  4. Considering Retirees/Mature Employees: While some of your former employees may have retired, there are also many mature employees who would be valuable assets to your employee diversity. ALM Benefits Pro urges company executives to “rethink stereotypes of older employees as being less capable, less able to adapt and learn, and unwilling to roll up their sleeves and dig in. Organizations that eliminate age bias from their cultures and hiring practices understand and appreciate the merits of hiring mature candidates. A recent Deloitte study shows that age brings a sense of security and wisdom to teams that can be used to their advantage.” ALM Benefits Pro asserts that organizations with a “more collaborative spirit and the benefits of diverse teams that integrate youthful vitality with the insights of experience” may “become more innovative, profitable, and likely to reach its full potential.”

It’s a good sign that employers can tap into their alumni database for recruitment purposes, not only to rehire them but to seek referrals. By the way, these tips are important for all employers and could prevent employees from leaving in the first place.

Casey Accounting and Finance Resources is ready to help you with your labor shortages. Contact us today to see how we can solve your workforce challenges.

Taking Vacations Improves Employee Well-Being and Productivity

Even though we’re approaching the end of summer and the beginning of the school year, it doesn’t mean that opportunities for vacation or paid time off (PTO) are over. In fact, there are several studies that indicate the importance of finding opportunities throughout the year to relax and recharge. Rebecca Zucker, executive coach and a founding partner at Next Step Partners, recently wrote in a Harvard Business Review (HBR) article that “Making sure your employees regularly take time off is key to creating a more sustainable workplace.”

Zucker continues – “every year more than half of Americans give up paid time off. According to the U.S. Travel Association, in 2018, this amounted to 768 million days of unused vacation time, with more than 30% of it forfeited completely. Add to this, the fact that over 50% of managers feel burned out, taking vacation (and actually unplugging) has never been more important.”

Employers need to look at the statistics that outline the benefits of taking time off and encouraging employees to plan regular breaks away from work.

Restoring the Mind, Body, and Soul

Zucker outlined research that points to three areas that benefit from restorative breaks.

1) Mentally. Taking a vacation provides greater opportunity for rest and better sleep (both quantity and quality), which can help employees unclutter their minds to boost creativity. The cognitive impact when people are overwhelmed with work can include cognitive fatigue, difficulty concentrating, forgetfulness, and impaired problem-solving ability, among several other effects.

2) Body. Relaxing on vacation can reduce the levels of stress hormones and allow the immune system to recover, making employees less prone to get sick. Vacation also allows people to reset sleep patterns that can improve mood and cognition beyond vacation.

3) Soul. While it sounds hokey, answers to life’s big questions — like “What do I really want?” or “What’s most important to me?” — are more likely to come to us when there is some space and stillness. An Ernst & Young study showed that for every additional 10 hours of vacation time that employees took, their year-end performance improved 8%, and another study showed that using all of their vacation time increases an employee’s chances of getting a promotion or a raise. Further, according to the EY study, those who took vacations more frequently were less likely to look for employment elsewhere and leave the company.

A key to creating a more sustainable workplace with healthier, happier employees is to discourage the warrior mentality. Employees might be tempted not to take vacation time and show off how hard they work. Many of the studies noted in this article refute this type of culture. “We’re losing out on crucial recovery time that our bodies and brains need — which is why vacations are so very important,” stated Shawn Achor, New York Times bestselling author of Big Potential, The Happiness Advantage, and Before Happiness.

Vacations are a Necessity.

Achor emphasizes the importance of taking vacations to improve overall well-being and productivity. He advocates that vacations are not just a luxury but a necessity for maintaining good mental health and enhancing happiness. He also found that if you plan ahead, create social connections on the trip, go far from your work, and feel safe, 94% of vacations have a good ROI in terms of your energy and outlook upon returning to work.

Taking time off allows employees to recharge and return with enhanced creativity, improved mood and greater productivity, and an increased ability to demonstrate greater value to the company. Encourage employees to fully disconnect from work while on PTO. Not to sound rude, but, Just Go (Get) Away!

Here is the cherry on top. If you need workers to fill in for employees on vacation, contact Casey Accounting and Finance Resources to assist you with those needs.

I-9 Verification Is Changing: What You Need to Know

The temporary COVID-19 accommodations for Form I-9, Employment Eligibility Verification that the U.S. Immigration and Customs Enforcement (ICE) created in March 2020 expire on July 31, 2023. As a result, employers who have been remotely inspecting the identity and employment authorization documents of employees who work remotely have up to 30 days to inspect these documents after the accommodation period ends physically.

Employers have until August 30, 2023, to physically inspect the original I-9 documents that were inspected remotely under the temporary policy. Exceptions include if a physical inspection was triggered earlier under the temporary accommodations.

Find out what you need to know about the changes to I-9 verification.

Information About the Temporary I-9 Verification Policy

Due to the onset of the coronavirus pandemic and social distancing requirements, the Department of Homeland Security (DHS) let ICE provide temporary accommodations to remotely verify the identity and employment authorization documents of employees who were working remotely:

  • I-9 documents could be remotely verified through video, video link, fax, or email until the employee stopped working remotely or until July 31, 2023, whichever came sooner.
  • These accommodations end on July 31, 2023.
  • I-9 documents that were inspected remotely under the temporary policy must be inspected in person by August 30, 2023.

Alternative Procedures to Verify I-9 Documents in Person

DHS plans to develop a regulation that allows alternative procedures to verify I-9 documents:

  • An employer with employees working remotely can have an authorized representative complete the in-person verification of the identity and employment documents.
  • This verification must be consistently done in a non-discriminatory manner.
  • DHS will establish a regulation regarding these alternative procedures for I-9 verification.
  • A proposed regulation was published in August 2022.
  • The public comment period for the regulation closed on October 17, 2022.
  • DHS is reviewing the feedback and will publish a final regulation later in 2023.

Do the I-9 Verification Requirements Impact Your Accounting and Finance Team?

The temporary COVID-19 accommodations for Form I-9 that ICE issued in March 2020 expire on July 31, 2023. Employers who have been performing remote I-9 inspections have until August 30, 2023, to physically inspect the identity and employment authorization documents of employees who were hired to work remotely. DHS will provide a regulation in 2023 that lets employers have an authorized representative complete the in-person verification process for employees who continue to work remotely.

When you need to add qualified professionals to your team, turn to Casey Accounting & Finance Resources for assistance. Learn more today.

July 2023 Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources has compiled its July 2023 salary data for the fields of accounting and finance. Recruitment is really heating up, and job postings are plentiful. The war for talent is on, so having the most up-to-date information is vital!

With compensation trends changing on a monthly basis, both sides can benefit from having this information during job negotiations. According to Karin Kimbrough, chief economist at LinkedIn, “… the labor market is resilient, even if there’s been a small erosion to its strength, it’s still a tight market with plenty of open roles.”

If you would like to view the salary survey, please click the link to download!

For more information, here are some useful articles:

And here are a few more trends and insights to consider:

Casey Accounting & Finance Resources can help financial professionals who want to learn more about what salary expectations should be. We have compiled our salary survey list with updated facts and figures, including job descriptions for more the most requested accounting and finance positions in the Chicago metropolitan area.

If you would like to view the salary survey, please click the link to download!

Mid-Year Check-In. How is it Going With the 2023 Illinois Employment Law Changes? What Trends Should We Watch?

Illinois employers faced several new labor requirements at the beginning of the year. Since then, some new requirements have been or will be enforced. Plus, there are a host of other regulations that employers should be watching. If you’re a multi-state employer, you’ll also need to be aware of the laws in local jurisdictions outside of Chicago or Illinois. It’s a lot to keep up with, so we’re providing a quick overview of the changing landscape.

New Requirements Effective January 1, 2023

  • CROWN Act: As of January 1, 2023, the Illinois Human Rights Act’s (IHRA) definition of “race” has been amended to include “traits associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists.” The amendment is called the CROWN Act, which stands for Create a Respectful and Open Workplace for Natural Hair.
  • Family Bereavement Leave Act: The Illinois Family Bereavement Leave Act (FBLA) also took effect on January 1, which amended and expanded on the existing Child Bereavement Leave Act (CBLA). Under the CBLA, employees could take up to 10 workdays of unpaid leave related to the death of their child. The FBLA expanded the reasons for leave to now include the death of the employee’s child, stepchild, spouse, domestic partner, sibling, parent or stepparent, mother- or father-in-law, grandchild, or grandparent.
  • One Day Rest in Seven Act Amendment: Illinois also amended its “One Day Rest in Seven” Act (ODRISA), greatly modifying day of rest compliance requirements for employers throughout Illinois, as well as meal breaks. Employers must post these new rules where other such notices are normally kept.
  • Illinois Equal Pay Act Update: Larger Illinois employers should also pay careful attention to the new requirements under the Illinois Equal Pay Act (IEPA). Employers (1) with at least 100 employees in Illinois and (2) that are required to file an Annual Employer Information Report (EEO-1) with the federal Equal Employment Opportunity Commission (EEOC) must submit an application to IDOL to obtain an Equal Pay Registration Certificate (EPRC).

Source: Perkins Cole LLP

New Requirements Effective Mid-Year and into the Fall of 2023

  • COVID-19 EEOC issued May 15, 2023: the U.S. Equal Employment Opportunity Commission (“EEOC”) issued key updates to its COVID-19 technical assistance, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.” For a more detailed review of the EEOC’s technical assistance, click here.
  • Federal Pregnancy Workers Fairness Act Takes Effect June 2023: Besides the CROWN Act noted above, the list of protected classes is growing. This includes pregnancy protections. In late December 2022, the Protections for Nursing Mothers (PUMP) Act took effect, expanding protections for nursing employees under the FLSA. Even more, the federal Pregnancy Workers Fairness Act will take effect this June, requiring employers to provide reasonable accommodations for workers with known limitations connected to pregnancy, childbirth, or related medical conditions. Source: Perkins Cole LLP
  • Enhanced Chicago Sexual Harassment Training: The City of Chicago imposed additional training requirements when it amended its Human Rights Ordinance in 2022. The amendments apply to all employers who maintain a business facility in Chicago or that are otherwise subject to Chicago’s licensure requirements. All employees must be trained on or before June 30, 2023.
  • End of I-9 Virtual Review Takes Effect August 30, 2023: If you virtually inspected I-9 work authorization documents during the COVID pandemic, you are required to physically inspect those documents by August 30th, 2023! Download this guide from Workbright to understand if these changes apply to your organization and important dates.

Trends to Watch

Besides what is listed above, employers will need to be aware of trends that are shaping labor and employment law:

  • Use of AI Tools in Talent Acquisition and Employee Performance Management: Nearly 1 in 4 organizations use artificial intelligence HR tools, according to a 2022 survey from the Society for Human Resource Management. In its recently proposed “Strategic Enforcement Plan,” the EEOC makes clear that it will target employers using HR software, including programs that incorporate algorithmic decision-making in recruitment, selection, or production and performance management tools. Illinois was the first in 2020 to regulate the use of automated decision tools in hiring interviews. Source: Kelley Drye & Warren LLP
  • Unions: Employers with unions should already be familiar with the NLRB and the requirements of the NLRA. However, be aware that unions are becoming more active and are looking now to organize pockets of the workforce who may not be unionized yet. Employers without unionized employees should watch out for new union organizing and upcoming rulings from the NLRB impacting all employees, not just those already unionized. Source: Kelley Drye & Warren LLP
  • Pay Transparency: Pay transparency has become a hallmark of the Equal Pay movement. With legislatures around the country enacting a patchwork of new restrictions and obligations, this is becoming a potential landmine for multi-state employers. Illinois requires some employers to submit their pay data to state agencies. On the federal level, the EEOC has also established pay equity as a main enforcement priority. Expect pay transparency issues to be a major focus to come. Source: Kelley Drye & Warren LLP
  • Employee Privacy/Biometric Data: Illinois was the first state to directly regulate biometric data as a consumer (and employee) privacy matter. Biometric data includes a host of services that rely on fingerprints, facial scans, and voice recognition to do things like verify an employee’s identity, launch automated assistants, access events, or track time. Biometric tools can be very valuable in the workplace, but compliance with related privacy laws is also a challenge. The best advice is to seek good privacy counsel, as this is an area of the law which has become increasingly complex and specialized. Source: Kelley Drye & Warren LLP
  • Severance Agreements and the McLaren Macomb Decision: A recent memorandum from National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo provided her perspective on a number of questions employers have been asking after the McLaren Macomb decision was issued in March 2023. The good news – employers are not prohibited from entering into severance agreements with their employees. The bad news – many of the severance agreements employers have used for years when terminating an employee will now be deemed illegal by the General Counsel. Read more from Benefits Pro here. Source: Benefits Pro

Conclusion

According to Perkins Cole LLP, “Employers are encouraged to review their policies and hiring processes to ensure they are compliant with these new requirements. These amendments/requirements provide an opportunity for employers to train supervisors and employees regarding equal employment opportunity (EEO) compliance. In short, employers will likely need to contend with a growing number of state laws on this issue, compounded by complexities of advertising remote work across several jurisdictions.”

As a reminder, you can find your employment laws posters for 2023 here.

If you need help with talent acquisition, contact us today.

PS – In July, we’ll share our latest Salary Survey. Be on the lookout!

How Gen Z Applicants Drive Today’s Interview and Job Offer Process

With confidence, a resilience born out of the pandemic, and a strong sense of what they want to do both professionally and personally, Gen Z applicants appear to have the upper hand in the job search process. Projected to make up 27% of the workforce by 2025, Gen Z prioritizes their job applications with companies that create a healthy and thriving work environment. This blog will dive deep into what’s most important to Gen Z and how they are holding their employers accountable to deliver on those needs.

Generation Z Defined

Generation Z comprises people born between 1997 and 2012 and accounts for 30 percent of the world’s population. As of 2022, Gen Z’s oldest members are turning 25 and have likely been in the job market for at least a few years now. Many others are at the tail end of their college careers, while still more are in high school and lower grades – which means the job market is soon to be flooded by this demographic, and the influx won’t slow for quite some time.

6 Things Gen Z Wants

Source: Handshake survey data found the top 6 things Gen Z wants from their next job. Hear more sentiments from the Class of 2023 in the latest Handshake Network Trends Report.

According to Valerie Workman, chief legal officer at Handshake, Gen Z graduating college seniors and those already in the workforce “want some semblance of normalcy: 85% of Gen Z job seekers say they’re prioritizing stability in their job search,” according to a new report from Handshake, a career site for college students and recent grads. Workman applauds Gen Z’s aptitude for transparency about what they want. “This generation cares about the work they do and wants to be at a place that appreciates their talent, and that they can stay with. They understand the business economics, the macroeconomics and how their salary plays into how they’ll be living. This generation of talent is making a difference because they are willing to talk openly about their needs,” Workman says. Gen Z “doesn’t want to be caught in a role where their needs are not met,” both professionally and financially.

How to Attract (and Retain) Gen Z Employees

Max Freedman, a content writer who has written hundreds of articles about small business strategy and operations, with a focus on finance and HR topics, offers some additional key takeaways that apply to all businesses looking to refresh their recruiting and retention strategies:

  • Keep work hours reasonable. Frequently asking this demographic to work more than their usual hours can sap their motivation and lead to workplace burnout.
  • Avoid micromanagement and toxic work environments.
  • Be flexible. Even if you can’t quite keep your team remote all the time, it’s important to give Gen Z the option. That flexibility can keep them engaged at work every day – even from a distance.
  • Provide free food. Glassdoor’s data shows free workplace lunches where co-workers eat together can help keep Gen Z workers engaged with your company. If budgets are tight, snacks are an option, but full meals make the strongest impression.

See more from Freedman in this article.

Addressing the Disconnect Between Gen Z Workers and Their Bosses

Amelia Dunlop, chief experience officer for Deloitte Digital, and Michael Pankowski, an analyst also at Deloitte Digital, share research that found a number of areas where Gen Z workers and their bosses share priorities and a number of areas where they differ. Both groups, for example, place value on cultivating working relationships, flexibility in the workplace, and more. Despite these alignments, the survey data also reveals challenges between Gen Z and other generations. This insight provides a great opportunity for improvement and establishes the building blocks to develop fruitful relationships:

  1. Contrasting views on the importance of empathy – Gen Zers ranked empathy as the second most important trait in a boss, while bosses ranked it, on average, a distant fifth. \
  2. Disparate views on the impact of work on mental health –Less than half of Gen Zers say their boss helps them maintain a healthy workload, and 28% say they struggle with their mental health because of their boss.
  3. Disparate views on the importance of work to personal identity – The research found that 61% of Gen Zers already in the workforce feel that work is a significant part of their identity, while 86% of bosses say that work is a significant part of their identity.

Other areas that lack alignment include rewards and recognition, and training.

The Deloitte research also reveals that more than 7 in 10 bosses are excited about the ways the workplace will change as Gen Z makes up an increasingly greater portion of it. So, what can a leader do to bridge these gaps?

  • Get curious. Explore a similar line of research with your workforce to understand what would elevate their experiences and build the trust of Gen Z specifically.
  • Connect. Be intentional about creating opportunities for connection between members of Gen Z and other generations.
  • Co-create. More than other generations, Gen Z wants to have their voices heard. They want agency to create a future that they find meaningful. Enlist their energy and problem-solving skills.
  • Build a culture of reverse-mentoring. Many organizations typically have older employees who mentor Gen Zers. In the same way, leaders can promote a culture in which Gen Zers reverse-mentor their mentors, helping these more senior employees better understand Gen Z.
  • Ask the influencers. Tap into influential members of Gen Z inside and outside their organization to help test ideas and shape the future culture of the workforce.

Download the full Deloitte report here.

Conclusion

Maya Alexander, an intern working with CNBC’s Strategic Content and Councils teams, offers these key takeaways on how HR is thinking about attracting and retaining Gen Z talent and notes that their asks are pretty straightforward:

  • The impact of Gen Z on the workforce may be greater than the pandemic and a potential recession.
  • Top HR executives are taking notice and adapting their recruiting and employee management practices around how to get and keep these younger workers.
  • Gen Z wants to work for employers that care about their mental well-being and offer opportunities to advance their careers.

“Top HR executives are taking notice and adapting their recruiting and employee management practices around not only the needs but desires of this younger class of workers. This is a clear generational divide,” said Don Robertson, executive vice president, and chief human resources officer at Northwestern Mutual. “This generation isn’t like previous generations, they know, they want to make an impact,” he said. “They want to connect with leaders, they want to be interacted with, they want it to be very personal and very intimate.”

Let us help you with your talent acquisition strategies to attract more Gen Z workers. Contact us today!

And, by the way, rumor has it that Gen Z doesn’t like to be called Gen Z. As members of the most racially and ethnically diverse cohort than any previous generation and who favor inclusivity, the notion of a “nickname” is nonsense. Just make sure your business prioritizes Gen Z values if you want them to stick around.