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Yahoo
2 days ago
- Business
- Yahoo
Job satisfaction reaches record high — but not for younger workers, survey finds
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. The job satisfaction gap between younger and older workers continues to widen, with a 15-point difference emerging in 2025, according to a June 11 report from The Conference Board. While 72.4% of workers ages 55 and older report job satisfaction, only 57.4% of workers under age 25 say the same. Although overall worker satisfaction jumped a record 5.7 percentage points, those under 25 experienced a decline — the only group to do so. 'This year's results reveal a widening generational divide in how happy workers are in their jobs,' said Allan Schweyer, principal researcher of human capital at The Conference Board. 'While mid- and later-career workers are reaping the benefits of improved leadership, manageable workloads and meaningful work, younger workers are still searching for the right culture fit. This highlights a need for more personalized strategies to engage early-career talent.' In a survey of 1,700 U.S. workers, job satisfaction experienced the largest single-year jump since the survey began in 1987 and has reached the highest point since then. Workers reported higher satisfaction across 26 of 27 areas, with declines only seen in the quality of equipment available. Notably, worker sentiment increased across five engagement areas: intent to stay, level of effort, sense of belonging, engagement and mental health. Worker morale could be increasing due to low unemployment and stable compensation growth, The Conference Board said. In addition, satisfaction appears to be rising due to hybrid flexibility, clear performance feedback and transparent career paths. For the first time in seven years, women surpassed men in overall job satisfaction. At the same time, women trailed men in 21 of 27 job satisfaction metrics, especially ones related to compensation, such as pay, bonuses and retirement benefits. The top drivers of satisfaction were 'intrinsic and culture-driven,' including interest in work, quality of leadership, workplace culture, workload and supervisor relationships, the report found. In contrast, satisfaction with compensation — such as wages, bonuses and traditional benefits — had a lower influence on overall satisfaction. While job turnover slowed in 2024, satisfaction among recent job switchers was slightly higher than those who stayed in their jobs, the report found. Workers who moved into new roles cited culture and growth opportunities, rather than compensation, as their main reasons for switching roles. Although some groups have reported higher satisfaction at work in 2025, LGBTQ+ workers have reported more discrimination and less happiness at work, according to a report from WorkL and the Center for American Progress. Overall, these workers have experienced declines in their feelings of empowerment, pride in their work, job satisfaction and worker well-being. In addition, employee feelings of respect at work have dropped to a record low, according to a Gallup survey. Managers can build respect, engagement and well-being by communicating with team members frequently and meaningfully, Gallup said. Regardless of employee satisfaction, paid time off reduces job hopping for all employees, according to research from Florida Atlanta University and Cleveland State University. Voluntary turnover dropped by 35% among those offered PTO. Recommended Reading Monster: Two-thirds of workers would quit if forced to return to the office five days a week
Yahoo
3 days ago
- Business
- Yahoo
Tech recruiter settles DOJ claim alleging it favored H-1B holders over US workers
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. California tech recruiter Epik Solutions agreed to pay $71,916 to resolve allegations by the U.S. Department of Justice that it violated the Immigration and Nationality Act by discriminating against U.S. workers in favor of foreign H-1B visa holders, DOJ announced June 10. The charges came after investigators from DOJ's Immigration and Employee Rights section, a component of the agency's civil rights division, found that, allegedly without legal justification, Epik Solutions placed numerous job ads stating that certain positions were open only to applicants with H-1B visas, according to the settlement agreement. 'A top priority of the Justice Department's Civil Rights Division is protecting American workers from unlawful discrimination in favor of visa workers. Companies engaging in such discrimination are on notice that the days of the federal government looking the other way on American workforce protection are over,' Assistant Attorney General for Civil Rights Harmeet K. Dhillon stated in the announcement. The settlement highlights the broad scope of the Trump administration's efforts to crack down on illegal immigration, particularly as it relates to alleged anti-American bias in U.S. workplaces. This can get complicated for employers because it requires them to be on top of several – sometimes intersecting — laws and regulations, which are often enforced by different federal agencies. For instance, in 1990, an amendment to the INA created the H-1B classification for foreign workers to be temporarily hired in the U.S. for specialty occupations, according to a U.S. Department of Labor fact sheet. The intent was to help employers who couldn't obtain needed business skills and abilities from the U.S. workforce, the fact sheet explains. However, to protect both U.S. employees from being adversely affected by the employment of H-1B workers and the H-1B workers themselves, employers must attest to DOL that they will meet certain standards when employing H-1B workers, including that they will adhere to specific pay requirements. The pay issue was at the crux of a December 2024 report from university researchers, estimating, based on DOL 2005 salary data publicly released in 2014, that the accounting firm Deloitte paid newly hired H-1B accountants 10% less than U.S. workers in similar roles. Deloitte countered that the researchers' data was incomplete and hadn't been validated. It said it complies with all immigration regulations, provides competitive wages and uses the visa program to complement its workforce with highly skilled professionals, many of who are graduates of U.S. colleges, to meet its business needs. Issues related to hiring H-1B workers can also arise under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination on the basis of national origin, Ogletree attorneys noted in a March analysis. The attorneys pointed to a February press release from EEOC Chair (then Acting Chair) Andrea Lucas advising employers the agency would prioritize 'protecting American workers from anti-American national origin discrimination.' To achieve this priority, Lucas said the EEOC planned to increase 'enforcement of employment anti-discrimination laws against employers [and staffing agencies] that illegally prefer non-American workers.' The Ogletree post also predicted the DOJ will step up its enforcement of the INA's employment-related provisions, which prohibit discrimination on the basis of citizenship status, including discrimination against U.S. citizens, the attorney said. According to the settlement in the Epik Solutions case, DOJ said it has reasonable cause to believe the company — through its job ads — engaged in citizenship discrimination against U.S. workers. Under the agreement, Epik Solutions must provide training to any employee, recruiter, contractor or agent involved in its recruiting, referral, hiring or employment eligibility process on how to avoid discrimination prohibited under the INA. Epik Solutions also may not agree to a client's request or preference to exclude protected workers from employment opportunities unless it obtains written proof from the client demonstrating the legality of the request, the settlement states. Recommended Reading California acts on noncompetes, caste discrimination
Independent Singapore
5 days ago
- Business
- Independent Singapore
Majority of employers now value soft skills more than hard skills
Photo: Depositphotos/ imtmphoto (for illustration purposes only) Soft skills are no longer just 'nice-to-have.' According to a recent report from TestGorilla, published by HR Dive, 60% of companies say that having soft skills is now more imperative than it was five years ago. The change is clear—while technical skills are crucial, especially in today's world, employers are increasingly giving more priority to personal attributes, such as critical thinking, adaptability, and collaboration, when making hiring choices. Wouter Durville, CEO and co-founder of TestGorilla, underscores this new mentality. According to him, employers today want people who are able to think critically, can adapt to any situation, especially during emergencies, and know how to collaborate. The best hiring approaches now combine unbiased facts with an all-inclusive assessment of the candidate, their abilities, competencies, values, and cultural orientation. The full-picture approach to hiring At present, hiring managers appraise job seekers not just through what's written on their CVs and their actual technical expertise. Over 70% believe evaluating the 'whole candidate,' which includes the candidate's personality and cultural fit, leads to better hires. Seventy-eight percent of employers admitted that, in many cases in the past, they hired technically proficient candidates but later floundered due to a lack of soft skills or cultural misalignment. See also Jamus Lim Advocates for Positive Use of Generative AI in Education Thus, there has been a conspicuous shift toward skills-based hiring, with 85% of U.S. and U.K. business owners now employing such methods. Over half of global corporations have even abolished degree requirements for specific roles. This larger assessment of talent mirrors a more profound understanding of what propels continuing employee achievement and engagement. AI is changing the game—but not the essentials Currently, artificial intelligence (AI) is playing an increasing role in hiring, with 70% of U.S. business owners employing AI tools in the recruitment process. Of those, an outstanding 92% say AI has improved their hiring results, yet even as AI becomes more ubiquitous, employers are still confronted with several challenges—63% say that it's now harder than last year to find top-quality talent. Remarkably, the call for AI-specific skills is diminishing, falling from 52% in the previous year to 38% in 2025. Instead, the importance of people skills has risen. According to LinkedIn, the most sought-after abilities are conflict management, public speaking, adaptability, and stakeholder engagement. Employees possessing these soft skills are more likely to advance in their careers faster and excel more in leadership roles. With the evolution of AI tools, clarity and openness about their use will become indispensable for both job seekers and business owners, but one thing remains constant: while computerization can aid in sorting and sifting through candidates, human qualities are what truly set top talent apart.
Yahoo
6 days ago
- Business
- Yahoo
How can hybrid arrangements work? Involve employees in decisions, Cisco says
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. As companies continue to refine their hybrid work and return-to-office strategies, employers can help by actively involving employees in the decision-making process and listening to top talent, according to a June 11 report from Cisco. Flexibility remains a priority for prime talent, as well as clear communication about changes and a justified business case for new RTO plans, the report found. 'We have to remember, flexibility doesn't mean that everyone is working remotely all the time,' said Fran Katsoudas, Cisco's executive vice president and chief people, policy and purpose officer. 'It means that there's an ability to take into consideration the needs of every individual. And one of the big ah-hah's from the study is that flexibility makes top performers perform better.' In a survey of more than 21,500 employers and employees across multiple industries and 21 markets, nearly three-quarters of organizations have RTO mandates. Notably, 73% of respondents reported feeling more productive in the office, with an average self-reported gain of about one full day per week. At the same time, building trust around RTO seems to be key. In the survey, employers consistently overestimated the positive impact of RTO policies on productivity and well-being, while 77% of employees said they thought strict mandates were driven by a lack of trust. Only 28% of employees said mandates were helpful to their well-being, though 92% said community and collaboration remained key aspects of office culture. Top talent, in particular, said they expect hybrid opportunities, and 78% said they might leave a company if the work policies weren't flexible enough. Even so, high performers said they saw advantages to in-office time; eighty-five percent said they believed it helped their career, even if only 34% preferred working from the office. Employers can give workers freedom by creating autonomy and building trust into their RTO policies, Cisco said. For all employees, clear communication around RTO can help, the report found. Only 36% of employees said their RTO mandates were explained clearly. 'It's so important for leaders to really lead here and drive the conversation with their team members, asking, how do we work best as a team?' Katsoudas said. 'How do we improve our performance? What is working and what's not? What outcomes are we working toward and how often do we need to be together to reach them? When we have these kinds of discussions, it's natural to broach the topic of where it makes the most sense to work.' Many employers dropped remote work and increased RTO efforts recently, but the switch may be affecting recruitment efforts, according to HR Dive's annual Identity of HR survey. Candidates still want flexible options, but fewer employers offered remote or hybrid work as part of their talent acquisition strategies in 2024, which has reportedly hindered some HR pros' efforts. For the most part, RTO rates have stabilized, but flexible work models remain key for scheduling, according to a report by McKinsey & Co. Hybrid options, in particular, allow employers to compete for talent by 'aligning working conditions with employee preferences,' McKinsey experts said. To boost the in-office experience, HR pros can smooth the RTO transition by ensuring adequate workspace and technology, empowering managers to help direct reports, and re-onboarding workers who have been remote for a long time, HR experts told HR Dive. Recommended Reading Contingent workers want in on workplace culture Sign in to access your portfolio
Yahoo
7 days ago
- Business
- Yahoo
Workplace injuries are declining, but costs are climbing, Travelers report finds
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Due in part to changing workforce demographics, costs associated with workplace injuries are climbing, even while the number of injuries continues to decline, according to a June 3 report from workers' compensation insurer Travelers. The report compared workers compensation data from the five years leading up to the Covid pandemic, 2015 to 2019, with data from the five years since, 2020 to 2024. Three cost-related trends emerged: Increasing retirement ages, ongoing employee turnover and longer injury recovery times, Rich Ives, Travelers senior VP of business insurance claims, said in a press release. To help prevent workplace injuries and manage employee safety, businesses should focus on three key areas: onboarding and training to establish safe work practices; creating a culture of safety by supporting and engaging employees; and managing workplace accidents and injuries, Travelers said. One of the factors affecting workplace injuries has been a continuous job churn over the past five years, Travelers noted. This has created a steady stream of new employees — a group considered among the most vulnerable to injury, the company said. In particular, its research found workplace injuries during a worker's first year on the job comprised 36% of all workplace injuries over the past five years, up from the 34% recorded during the period between 2015 and 2019. There's also been a slight increase in claims by employees aged 50 and older, the study found. 'This trend is significant because older employees — while typically injured less frequently than their younger counterparts — tend to require longer recovery times and have more costly claims,' Travelers said. Across the board, from 2020 to 2024, employees missed an average of 80 workdays per injury, an increase of more than seven days when compared with the previous five-year period, according to Travelers' analysis of more than 2.6 million claims submitted over the past decade. Employers can act proactively to reduce injury risk with onboarding programs that educate employees on appropriate safety procedures and safeguards, such as where emergency exits or eye wash stations are located, Travelers explained in an earlier report. Orientation — as well as training when roles change or for employees returning to work from injuries — should also be skills-based, meaning that it provides actual hands-on training on how to safely perform a task, the report said. Travelers added that employers should include in their safety programs awareness-based training, which emphasizes general safety policies, hazard recognition and how to report an injury or unsafe condition. The combined focus on skills- and awareness-based training 'gives employees tactical knowledge and cultural awareness of why safe practices are important,' Travelers said. Additionally, employers should have policies and employee training in place on how to handle customer hostility — which has been on the rise in recent years, according to a 2022 Axonify report — as well as workplace harassment, particularly harassment outside categories protected by civil rights laws such as inappropriate boundary violations, experts previously told HR Dive. Such policies may include protocols for mitigating different levels of customer-facing and internal harassment, from annoying to physically dangerous. Another factor to keep in mind is that employees may face different risks depending, for example, on characteristics such as gender or physical limitations, the National Safety Council said in a 2024 report. Workplace injury prevention programs that incorporate principles of diversity and inclusion can reduce these risks and create a more effective culture of safety, the report found. For instance, personal protective equipment traditionally has been designed to fit the average White male, NSC said. But this can result in women and nonbinary and transgender employees having incorrectly sized PPE, which can increase injuries. NSC's report also noted that Black and Hispanic workers expressed the most unease about reporting unsafe working conditions and recommended that employers ensure all workers feel comfortable reporting safety issues as part of their priorities around inclusion. Recommended Reading GAO: Federal agencies need to coordinate data on independent contractors, temp workers
