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Am id the Great Resignation, new research finds that more than half of employees who say the recognition they receive at work is not authentic or equitable are actively looking for a new job. In the midst of the Great Resignation, when employers are looking for ways to retain their employees, the importance of human capital has never been clearer. Recognizing employees is a simple way organizations can demonstrate their investment and commitment to their employees and inspire them to feel connected, confident and cared about — ensuring they leverage the full force of their human power at work. However, a new research report published by Gallup and WorkHuman reveals that currently, only about one-third of employees say their employer has a formal recognition program. Eight in 10 senior leaders (81%) say recognition is a not major strategic priority for their organization, meaning many organizations are missing out on achieving organizational benefits by not prioritizing recognition. Gallup's analysis of the study data show that an organization of 10,000 people with an already engaged workforce can save up to $16.1M in turnover annually when they make recognition an important part of their culture. But not all recognition is created equal. Gallup and Workhuman partnered to study employees across the United States, the United Kingdom and Ireland to understand what recognition means to them, whether they feel they are receiving it authentically, equitably and frequently enough, and what affect good recognition has on their attitudes toward work and life. The study found that more than half of employees who say the recognition they receive at work is not authentic (53%) or equitable (52%) are actively looking or watching for new employment opportunities. Two in five employees (40%) say they are not receiving enough recognition from leaders at their organization — only a few times a year at most — when the bare minimum for positive impact is at least a few times a month. Additionally, the findings show how recognition can drive real impact for a workforce, as those who receive the level of recognition that matches their needs and expectations are: -     56% less likely to be looking or watching for job opportunities -     4x as likely to be engaged -     3x as likely to feel loyal to their organization -     4x as likely to strongly agree they would recommend their organization as a great place to work -     4x as likely to feel that they belong at their organization -     5x as likely to see a path to grow at their organization A culture of recognition, at its most basic level, is one in which gratitude, praise and appreciation are freely given and regularly received in an authentic and equitable way throughout the organization. "Since Gallup began tracking employee engagement in 2000, we have understood that recognizing employees is a key component to creating an engaging culture at work," said Ed O'Boyle, Gallup's global practice leader. Employee recognition doesn't just have an impact on work performance, it affects a person's viewpoint of life. Recognition has an insulating effect that can help shield employees from burnout and support their overall wellbeing. More than 70% of employees who have good recognition experiences at work rate their lives more positively overall and are more likely to be "thriving" in their everyday lives compared to those who are not being fully recognized. However, recognition is not a one-way street. When organizations make a point of celebrating employees' successes and contributions, those employees pay it forward and become brand ambassadors who help spread the word about their workplace. In today's competitive talent marketplace, the power of employee referrals cannot be understated. Yet, only 28% of employees in this study strongly agree they would recommend their organization as a great place to work. Organizations that acknowledge employees through strong cultures of recognition can boost this figure to 68%. "The Gallup data clearly show that when recognition is truly embedded in workplace culture, people feel its full impact — they feel seen and valued, motivated to put in a little extra, and supported to reach their full potential," said Chris French, Workhuman EVP. "In today's world of distributed and hybrid work, keeping employees connected and engaged is a major business priority. By implementing and nurturing a strong and strategic recognition program, many problems organizations face could be overcome. Recognition is no longer a nice-to-have program, but rather a business imperative." To read the full report,  Unleashing the Human Element at Work: Transforming Workplaces Through Recognition,  please visit: work.aspx . 
Recent college graduates are entering a job market of immense opportunity, with 11.5 million U.S. job openings and more than half of employers increasing entry-level hiring compared 2021, according to new iCIMS research. Gen Z candidates have new – and differing – expectations for the workplace than their predecessors. Where, how and why they work matters, as well as the mental support they get. They want virtual reality workplaces and cryptocurrency compensation options. Are their expectations too idealistic, or are companies too outdated? iCIMS today published its  seventh annual "Class of" report  to understand the career expectations and aspirations of the latest entrants to the workforce. The research includes employer and job seeker trends from the iCIMS platform as well as surveys of HR/recruiting professionals and recent college graduates coined the "Class of COVID-19." The findings reveal misalignment between entry-level job candidates and employers and emerging trends that may shape the future of work. "Entry-level candidates have had anything but a traditional college and job search experience," said Laura Coccaro, chief people officer, iCIMS. "As the workforce abruptly went virtual, so did college students – recent grads received up to half of their schooling remotely and likely had canceled or postponed internships. While organizations may not be ready to completely transform the way they work, we have a lot to learn from recent grads. Hiring teams should look for ways to modernize processes, be empathetic, and have realistic expectations if they want to successfully hire this generation of talent." Landing the Job Entry-level applicants have high expectations for "securing the bag."  Recent grads expect an average salary of more than $70,000, while employers expect to pay entry-level candidates just under $53,000. When it comes to getting paid, one in five recent grads expect cryptocurrency as a compensation option. The gender pay gap continues to negatively influence females' expectations.  Female recent grads expect to earn $10,000 less a year than their male counterparts. For the past seven years that iCIMS has commissioned this research, females consistently expect to make less money in their first job than males. Cancel the cover letter.  Only 3% of employers ranked cover letters among the top three elements critical to landing a job. Soft skills, hard skills and previous work or internship experience were among the top attributes to capturing an employer's eye for a job. An unprofessional interview appearance could cost candidates the job.  Recent grads say dress codes are out, as more than one-third (37%) believe what they wear to work shouldn't matter. However, hiring pros say that appearing unprofessional is the top reason that entry-level candidates are not hired. Whether taking a virtual interview in a bedroom or an in-person interview in a boardroom, a professional appearance is required to ace an interview and land the job. Online " stalking" isn't just for dating.  The majority (70%) of recent grads look at employers' sites when prepping for interviews and more than half (54%) admit to researching managers on social media, including their personal Instagram and Facebook. A more effective way of giving candidates a peek at their future colleagues or managers is to include  video testimonials  of real employees on the  career site,  job descriptions, social media and  email  and  text campaigns  with candidates. New Ideals for the Workplace Recent grads pass the loyalty test.  While entry-level workers have developed a reputation for job hopping, the overwhelming majority (91%) say they care how long they stay with an employer and nearly 70% see themselves staying with an employer long-term. They work to live instead of living to work.  Gen Zers are loyal, but their well-being wins. Nearly half (49%) say a full-time job is "just a job" and they prioritize their personal passions. Many Gen Zers (48%) say they don't need to work nine to five to be successful in their career. Gen Z is flexing for flexibility . Nearly 70% of recent grads would like their job to accommodate remote work, although 90% would go into the office. They may be disappointed with reality, as NACE reported that only 42% of their entry-level positions will be fully in person. Mental health matters . Two in three recent grads expect their employer to support their mental health and participate in open conversations about it. They also must personally align with a company's mission and core values when applying for a job. Virtual reality isn't just for gamers . Approximately a third of recent grads would be comfortable working in a virtual reality (VR) environment, such as the metaverse. But, other generations of workers aren't ready for that, as only 13% of older generations report they'd like to spend their days in a VR workplace. To explore the full findings and entry-level hiring trends,  download iCIMS' Class of COVID-19 report here . 
Congratulations to the following new HR and recruitment execs on their recent moves. Leafly Holdings , a leading online cannabis discovery marketplace and resource for cannabis consumers, today announced that Deidre Boulware will join the company as Chief People Officer. Deidre will lead Leafly’s people organization including talent acquisition and sourcing, talent management and development, and total rewards. Deidre will also lead the development and implementation of the company’s enterprise-wide equity, diversity and inclusion strategy that fosters employee success, growth and career development. Deidre is a seasoned professional with more than 20 years of strategic human resources leadership and change management experience across every phase of the employee experience — from talent acquisition and leadership development to employee engagement and succession management. As Chief People Officer, Deidre will play a critical role in establishing Leafly as the stand-out employer of choice in the emerging cannabis industry. “Deidre joins Leafly at an exciting time as we embark on our bold vision to become the established one-stop shop for anyone who wants to understand or purchase cannabis. Deidre brings a unique perspective and breadth of experience that will help us nurture a collaborative and innovative workplace that fosters success and allows for individual development and career growth,” said Yoko Miyashita, Leafly Chief Executive Officer. “Her passion for the end-to-end employee experience and talent strategy will be instrumental as we continue to scale.” KAI Enterprises is excited to announce the hiring of Kristin Copeland , PHR as its new Director of People & Culture . Copeland has worked in Human Resources for over 20 years and has an extensive background in recruiting, onboarding, benefits administration, performance reviews, diversity and inclusion, wellness programs, compliance, and employee relations and training. Prior to KAI, she worked at Emerson for just over eight years, most recently as an HR Manager. As KAI’s Director of People & Culture, Copeland will lead and direct the functions of the HR department. Outside of overseeing the daily workflow of the department, she will also spearhead creating learning and development initiatives that provide internal development opportunities for employees, and will analyze trends and best practices in talent management to ensure KAI attracts and retains top talent. Benefitfocus , a cloud-based benefits administration company committed to helping organizations and their people get the most out of their health care and benefits programs, announced Kristin Adams as Executive Vice President and Chief People Officer (CPO). Effective immediately, Adams will lead the company's people strategy with a focus on talent acquisition, development and retention; corporate culture; diversity, inclusion and belonging; employee compensation and benefits and organizational structure. Adams is a full-scale talent advisor with a proven track record of scaling and managing teams. She spent more than 20 years at Morgan Stanley in various leadership roles where she helped lead future of work initiatives designed to catapult the company into its next phase. As the workplace and talent landscape continue to evolve post pandemic, Adams looks to bring her strong workforce strategy expertise to Benefitfocus. With more than 20 years of experience overseeing global recruiting efforts at high profile technology companies, accomplished human resources leader Jenna Connell has joined Newfront , the tech-driven insurance brokerage based in San Francisco. Jenna will serve as Vice President, Talent Acquisition. “Jenna’s talent and expertise, especially in the technology sector and with companies in all stages of development, makes her a perfect fit for Newfront and our expanding team,” said Amy Steadman, Newfront Chief People Officer. “The addition of Jenna to our People Operations team allows us to focus even more on our growth goals and adding more impressive team members to our strong roster.”
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