There are many issues likely keeping HR pros up at night, including the worsening labor shortage.

The US had 8.1 million job openings and 6.8 million unemployed workers in June, according to a Chamber of Commerce report published late last month—that’s a deficit of 1.3 million workers. And it’s only expected to get worse, as the US could face a deficit of 6 million workers by 2030, according to a Korn Ferry estimate. Now, amid rapid AI advancement, employers must think and act fast to prepare their workforces for the changes that lie ahead.

While many learning and development (L&D) experts have their own ideas about how the industry will need to change to keep pace, some have supported an approach called career pathways, in which companies retrain employees for critical, yet understaffed, roles, while also supporting their career advancement. But a new report from HR consultancy the Josh Bersin Company and education startup Guild found that few companies seem to take this approach to employee skilling.

Keep reading here.—PM

Adding AI to your hiring process is like cooking with a new spice. You want to sprinkle on juuust the right amount.

But…what exactly is the right amount? Paradox CEO Adam Godson weighed in with some thoughts in this e-book. It explores how to leverage AI in your hiring process while saving your organization valuable time and money.

We aren’t just talking about screening candidates and scheduling interviews, either. Godson reveals how AI can help answer candidate questions and even personalize career sites for each candidate.

And let’s not forget about conversational AI. When used at specific, intentional parts of your hiring process, this tech can positively influence critical talent acquisition metrics like candidate conversion, time to hire, and employee retention.

See what cost savings you can unlock with AI. Check out the e-book.

A recent report found that Fortune 100 companies are reducing language traditionally associated with DE&I programs.

Gravity Research analyzed nearly 1,000 earnings calls, reports, and other public documents from Fortune 100 companies. It found that, overall, language like “DE&I” and “diversity” has been used 22% less this year than in 2023, while terms like “belonging” and “diverse perspectives” have been used 59% more.

Just 31% of Fortune 100 companies mentioned “DE&I” in their Q1 earnings calls, compared to 43% in Q1 2023. Companies are also shifting language in reports: The terms “diversity,” “racial equity,” and “allyship” were used 35% less frequently in corporate issue reports published between January and May 2024 than in those published last year, while uses of “belonging” and “diverse experiences” more than doubled.

Overall, mentions of DE&I executives and programs were down about half (49% and 52%, respectively), and there were 66% fewer mentions of representation goals compared to 2023. The analysis also found fewer instances of language associated with DE&I in the workforce, including “underrepresented,” “gender,” and “race.” Fortune 100 companies are instead using broader language, like “talent and culture,” and “people.”

Keep reading here.—KP

Leading HR at any company hasn’t been a breeze over the last few years, and nonprofit organizations are no exception.

The sector has faced widespread job vacancies since 2021, when the Great Resignation led to rising turnover rates across industries. But Oyin Fadiora, director of people and culture at the Boys & Girls Club of Metropolitan Baltimore (BGCMB), is taking the challenges of her job in stride.

Fadiora, who joined BGCMB in April 2022, is half of a two-person HR team that supports 75 employees at nine clubs and one administrative office—though she expects her team to grow as the organization expands its footprint in the Baltimore area. She has embarked on several strategies to boost retention and ensure that all employees across the organization’s locations feel they are part of one cohesive team.

Keep reading here.—PM

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