Do you hire just who you like? Bias in the hiring process has long confounded HR and business leaders. What combination of training and technology can drive recruiters and hiring managers to shelf their preconceived notions about what candidates look like or where they come from?  That question should also consider the impact of an applicant’s personality on hiring decision-making, according to new research. In an analysis of more than 11,000 assessments of candidates over the last three years, recruiting and feedback solutions provider Textio highlighted the potential influence of personality bias in the hiring process.  Candidates who ultimately received offers were 12 times more likely than others to be described as having a “great personality.” They were also six times more likely to be deemed nice; five times more likely to be called friendly; and four times more likely to be described as having great energy. “In other words, managers are more likely to hire people they like,” researchers wrote, noting that the finding, on its own, wasn’t particularly surprising. “But the fact that personality commentary makes its way into written interview assessments is highly problematic, since this commentary is not typically relevant to the candidate’s ability to do their job.”  Source: HR Executive 5/9/25

What are acceptable staffing levels under OSHA? Under the OSHA’s General Duty Clause (section 5(a)(1)), employers must provide a workplace free from any recognized hazard likely to cause death or serious physical harm. For OSHA to cite an employer under the General Duty Clause, the hazard must be recognized by the employer or in the industry. Where insufficient staffing is recognized to expose employees to hazards, employers face liability for serious or willful OSHA citations. Recognized hazards principally exist where staffing levels render employees unable to perform critical safety tasks.  Optimal safe staffing levels and ratios vary significantly based on the industry, the size of a worksite, the complexity of operations, type of equipment, and severity and probability of workplace hazards. Safe staffing levels can be determined in part by a job hazard assessment by a qualified safety professional, in consultation with industry standards and Original Equipment Manufacturer recommendations. Benchmarking is often available from industry organizations and consensus standards. In addition to staffing levels, employers should take into account the need for adequate supervision for the employees working. Supervision shortages most often occur during off-shifts.  Source: Seyfarth Shaw 5/8/25

Should lifetime income plans be part of the retirement benefits solution? According to a report by the Morningstar Center for Retirement & Policy Studies, 45% of current employees who retire at 65 risk running out of money, with single women, Hispanic and Black Americans and low-income workers being at higher risk than others. The numbers among those closest to retirement are even more dire: The center's research projects that 53% of baby boomers and 47% of Gen X will come up short, since they have less time to pad their savings.   As benefit managers look for ways to help employees make the most of their retirement offerings — and establish their company as an employer of choice — they should consider enhancing their plans with lifetime income solutions, says Jennifer DeLong, head of defined contribution for the Americas at investment management company AllianceBernstein (AB). A lifetime income solution, such as an annuity, stems from a person's investments and provides steady, guaranteed income that supplements whatever someone has saved. A new study from the Allianz Center for the Future of Retirement found that 70% of retirement plan participants said they would be intrigued by an annuity option from their employer.  Source:  EBN 5/13/25

IBM sued for discriminating against White employee: IBM must face a former worker’s charge that it discriminated against him for being a White male, a Michigan district court judge (Dill v. International Business Machines Corp.).  The former employee in IBM’s consulting division alleged that despite consistently positive reviews, the company suddenly placed him on a performance improvement plan in July 2023 and then terminated him in October. He contended the reasons used — that he was not bringing in work or meeting client demand — were a pretext to fire him in order to further IBM’s diversity goals.  The pretext argument had merit, the judge determined, because the structure of IBM’s diversity program may have incentivized his managers to discriminate against White males.  While IBM argued that the incentive plan only applied to executive employees, the judge said the company’s corporate documents did not define “executive” and could potentially apply to 4,000 workers who fall within that designation.  Source:  HR Dive 4/1/25

With RTO, employers say no politics at work: Even before the year started, nearly half of workers surveyed said they were uncomfortable discussing their political views at the office. Yet clearly, it’s happening: Almost a quarter of workers say they have witnessed a colleague behave aggressively or counterproductively because of their political beliefs. Experts say the temptation has only increased as firms and leaders try to deal with the consequences of recent government measures. With a client, however, the wrong step can be particularly costly.  “You risk your reputation, you risk the business, and it can blow back on the organization,” says Louis Montgomery, a principal at the HR Center of Expertise at Korn Ferry. “I avoid it.” All this is a big change from only a few years ago. Workers who are middle-aged or older will recall being caught completely off guard by political commentary in the office. “I remember a time when it was completely inappropriate to bring up political views in any kind of social setting or at work,” says Peter McDermott, head of the North America Corporate Affairs practice at Korn Ferry. He still advises checking your politics at the door: “You’ll never have to backpedal out of any conversation.” Source: Korn Ferry 4/30/25