Have we entered an employer’s market? How are HR departments utilizing artificial intelligence? How is work-life balance being established? Communicated? How can DEI be measured? Once again, HR expert Judy Slutsky shares her insights on current trends and future directions in human resources.
Have We Entered an Employer’s Market?
While Slutsky has seen the dust settling on the recruiting bonanza that defined the years immediately following the pandemic, she’s hesitant to declare that we’ve entered an employer’s market. Instead, she says that the balance of power depends on the type of talent in question.
“The need for talent has shifted in many organizations since COVID,” she explains. “Today’s roles demand individuals with advanced technological skills, the ability to manage multiple portfolios, analyze data, and identify trends. In the C-suite, strategic and forward-thinking leaders are essential.”1
She believes there are still many opportunities for those with relevant experience and qualifications.
“For people with the right skill set, if they don’t like the organization, the compensation, their supervisor, or the way they’re onboarded, there’s probably ten other jobs out there for them,” she says.
Would an Employer’s Market Mean Rollback of Compensation, Benefits?
When asked about the potential implications of an employer-dominated market, Slutsky predicts a nuanced response.
“If the balance of power shifts, organizations may be tempted to capitalize and take advantage,” she acknowledges. “I don’t believe they can easily change salaries and compensation, but things like work-life balance and benefits may take a hit. With less money to hire people, existing employees could be required to take on larger job portfolios.”
Regardless, she doesn’t expect a total regression.
“Smart organizations won’t want employees to disengage,” she cautions.
Artificial Intelligence as an HR Tool
Slutsky highlights how artificial intelligence is reshaping HR functions. Beyond writing job descriptions and screening resumes, AI is now being used to assess market trends, visualize data, and even support career development.
“Large organizations are using AI to compile statistics on things like retention, employee engagement, and performance management,” says Slutsky.
Technology is also playing a role in Diversity, Equity and Inclusion.
“AI will help understand which groups are represented in the resumes received for any job posting,” Slutsky adds.
Artificial Intelligence in Internal Communications
In recent years Slutsky has observed organizations placing more emphasis upon justifying their relevance and benefits to stakeholders and shareholders.
“Departments and divisions must be able to describe what they do and how they intersect with other groups within the organization,” she explains. “When given outcomes achieved from each Department/Division, AI can provide visual representation of this information in the form of flow charts, swim lanes, and so on.”
Artificial Intelligence in Career Management
Artificial intelligence is not only helping HR departments measure candidates, but also helping candidates understand the job market.
“Candidates can input their education, experience, and job preferences, and AI will provide tailored recommendations on career lanes and professional development required in the market to move to the next level of their career,” Slutsky explains. “On the HR side, employers can use AI to analyze resumes. This allows them to identify skills, gaps and strengths between candidates.”
Artificial Intelligence Still Requires Human Understanding
Despite its many uses, Slutsky reminds us that AI cannot replace human judgment.
“AI provides a framework, but people need to interpret and act on it. You can’t just rely on technology—it requires human understanding,” she says.
Work Life Balance and Employer Branding
“Work-life balance is now as important as compensation when people are applying for jobs,” says Slutsky.
She cites flexible work arrangements, wellness and sick leaves, generous vacation policies, and adequate time off as examples of things that attract top-quality candidates.
While perks like on-site gyms are still appreciated, Slutsky says that employees increasingly prioritize having the time and flexibility to enjoy a healthy life outside of work.
She has observed employers and employees struggle to get on the same page in terms of hybrid and remote work schedules, but believes that a common understanding is emerging on this topic.
“Conflict was inevitable, but I see a leveling off. Many organizations now designate specific in-office days for collaboration, allowing remote work on other days,” she says. “Consulting employees about their preferences before enforcing work schedules significantly boosts satisfaction with mandatory in-office days.”
Investing in Employer Branding
Being a great employer isn’t enough—companies must actively communicate their value to attract and retain talent.
“Organizations are investing in marketing, as a recruitment strategy,” Slutsky explains. “I’ve seen many companies rebrand in recent years. A strong employer brand boosts recruitment and retention.”
This involves a strategic online presence (website and social media), employee ratings and testimonials, and competitive policies on compensation, sustainability, and DEI.
“You have to spend the money because your competitors are doing the same,” Slutsky advises.
How Can Organizations Measure DEI?
Diversity, Equity, and Inclusion is not just a philosophy, but a way of running an organization. According to Slutsky, there are a host of ways that companies can measure their success with regard to DEI
Recruitment: Companies should look at the diversity of their applicant pool. “Who’s coming into your company?” asks Slutsky. “Do you have a wide scope?”
Employee Attrition and Retention: It’s not just about who enters your company, but who stays. “In large organizations, you’ll find patterns if you look,” says Slutsky.
Onboarding: The success of your onboarding process will go a long way toward quantifying your success in DEI. “Everybody does not learn the same way,” says Slutsky.
Promotion Track: Organizations should look at their promotion rates and career progression for underrepresented groups. “You have to make sure that opportunities are available,” advises Slutsky.
Pay Equity: “Are people with professional certifications from other countries being paid equally?” asks Slutsky.
Employee Engagement: Engaged employees will not only work harder, but will recommend the company to others. “Employee engagement surveys will tell you how people feel,” says Slutsky.
Can All Companies Benefit from DEI?
Working with people from diverse cultures enriches our workplace,” says Slutsky. She acknowledges DEI efforts require resources and change, especially for companies not used to a diverse workforce.
“DEI drives organizational change. Companies that have not historically had a diverse workforce may not be set up for it.”
Despite this, Slutsky feels that for DEI laggards, it’s not a matter of if, but when.
“Organizations in the 21st century are not going to be able to avoid it forever,” she says. “They’re going to need talent.”
Cited Sources
1 Direct communication with Judy Slutsky
