Michelle Williams (Flete) PHR

New SHRM Talent Trends Report – Key Insights for Employers The latest SHRM Talent Trends Report sheds light on critical challenges facing employers today. With 69% still grappling with unfilled full-time positions, the issue extends beyond mere applicant shortages. Factors such as ghosting, skill gaps, and outdated recruitment methods are adding complexity to the hiring landscape. Highlighted in SHRM’s 2025 Talent Trends Report, several key points resonate with our daily observations at The Advance Group Staffing: - 28% of current roles demand entirely new skill sets - 43% of organizations utilize AI in their hiring processes, yet many lack the necessary training to leverage it effectively - Job rotation initiatives boast a remarkable 92% success rate in addressing skill deficiencies - Essential human-centric skills, like problem-solving, continue to be elusive in the talent pool Recruitment today entails more than just filling positions; it involves cultivating agile, forward-looking teams. At The Advance Group Staffing, we are committed to helping employers adapt to these trends through innovative staffing approaches, skill enhancement programs, and strategic workforce planning. If your current recruitment strategies are falling short, let's connect to explore tailored solutions.

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When replacing an employee can cost 3–4x their total compensation, culture and communication become risk management and cost control - not just engagement. Jason Anthoine, Managing Director of Arketi Inside, breaks down how internal communicators and HR leaders can translate workplace culture into the metrics leadership cares about: revenue, cost, and risk. 🎥 Check out the full conversation with Brandon Harris, Chief Marketing & Communications Officer at InvestCloud, Inc., and Mike Neumeier, APR : https://lnkd.in/etZPXzCp #InternalCommunications #WorkplaceCulture #ArketiInside #EmployeeEngagement #EmployeeValueProposition

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How the Human Resources Function Impacts Operational EBITDA. By Jorge Roldan, President of Roldan Executive Search Group. For many years, the Human Resources function was primarily viewed as an administrative department focused on hiring, payroll, and compliance. However, in modern organizations, HR has a direct impact on one of the most important financial indicators for any company: EBITDA. While this connection is not always immediately visible, decisions related to talent have a profound effect on a company’s profitability. The impact is primarily driven through 5 key areas: 1. Talent productivity. 2. Reduction of turnover and its associated costs. 3. Efficient organizational structures. 4. Leadership development that drives results. 5. A performance-driven organizational culture. When HR successfully attracts, develops, and retains the right people, the organization operates with greater efficiency, fewer errors, and stronger execution capabilities. Well-led and highly engaged teams generate more value with the same resources. Every departure of a key employee creates hidden costs: recruitment expenses, vacancy time, learning curves, and the loss of institutional knowledge. A strong engagement and development strategy can significantly reduce these impacts. An effective organizational design eliminates duplication, optimizes headcount, and ensures that talent is aligned with the company’s strategic priorities. Conclusion: Organizations that still view Human Resources as merely an administrative function are missing a significant strategic opportunity. Today, the HR function has the potential to become one of the strongest drivers of a company’s financial value. When the right talent is in the right role supported by effective leadership and a culture aligned with business objectives financial results follow. Because at the end of the day, EBITDA is not built solely through financial strategy, it is also built through talent strategy. Ultimately, leadership development and organizational culture have a direct impact on team performance. The right leaders create more engaged teams, better decision-making, and stronger strategic execution. Struggling to find leaders who drive results? Let us help. Contact us for a confidential consultation and secure the talent your operations deserve. Roldan Executive Search Group Bridging Exceptional Leaders with Global and World Class Organizations across the U.S. and Mexico. 402 West Broadway, Suite 400, San Diego, CA, 92101. (619) 900-7900 | roldansearch.com #RoldanExecutiveSearchGroup #IndustryWhitepapers

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Reminder: The New Jersey Pay Transparency Act goes into effect June 1! This law applies to all employers with 10 or more employees in New Jersey, and key points include: ✔️ Employers must include wage ranges and a general description of benefits in job postings. ✔️ Employers must inform existing employees about promotion opportunities. ✔️ Violations may result in fines up to $600. ✔️ This law affects both internal and external job postings for new roles and promotions. For more information, please visit: https://bit.ly/44X12oO And if you have any questions or need clarification, please don’t hesitate to reach out. Our compliance team is here to support you.

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Will the cost of employer-sponsored health plans increase next year? NBCUniversal News cites the 2026 Segal Health Plan Cost Trend Survey which projects a 9% increase for health plans and an 11% for prescription drugs in 2026. #HealthcareCosts #EmployeeBenefits #HealthPlans #Segal

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Senior leaders worry about skill gaps and succession. Proactive workforce planning is no longer optional. Use data to forecast future talent needs and build a resilient leadership pipeline

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Make sure you are staying on top of NYS employment law changes. Pay or stay policies are big in industries that pay for training. If your company offers payments for training or education but requires an employee to stay for a certain timeframe to offset costs, you must stop that practice immediately.

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This recent article from the SHRM Quarterly highlights the importance of going well beyond the resume in your hiring selection processes. It points out the usefullness (and importance) of cognitive and behavioral assessments in the hiring process. As a certified Predictive Index consultant, I can bring these tools to your organization. https://lnkd.in/e7QAKWYv

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Before making changes to your PTO program, benchmark it. PTO Exchange’s Benchmark Report helps employers compare PTO balances, usage, and flexibility options against industry standards, with a concise report built to share with Finance and leadership. The reason this matters right now is simple: today’s workforce expects flexible, competitive benefits, and HR teams need data to guide policy decisions. A strong PTO policy should not just sound competitive. It should be measurable, defensible, and aligned to what employees actually need. Get your free PTO Benchmark Report. https://hubs.li/Q04bmNNn0

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Kristen Freeman Johnson of Beacon Hill was recently featured on SHRM’s All Things Work podcast — one of the most respected voices in the global HR community. In the episode, “How to (Actually) Land That Job: Tips from a Seasoned Recruiter,” Kristen shares practical, real-world insights for today’s competitive hiring market, including: • How to navigate AI-driven resume screenings • Why tailoring your resume for every application matters • What truly sets standout candidates apart • How to use AI as a job search advantage — not a threat • Why organization and follow-through can make or break your search 🎧 Listen to the episode here: https://lnkd.in/gUjvXNZ2

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When it comes to retention, the focus should be on both bringing people in for the right reasons and ensuring your best people are actively retained. That level of care and consideration is the foundation for long-term confidence and stability, especially when restructuring is on the table. #recruiting #hiring #boston #talentacquisition #careeradvancement

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In Christine Endres’ role as the senior regional director for recruiting firm Robert Half, she keeps a finger on the pulse of local workplace norms and expectations. In general, Endres said, there’s been a “noticeable shift toward more casual workplace attire across Philadelphia.” https://bit.ly/3TbeSN1

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