Startups are increasingly relying on AI to handle tasks traditionally assigned to entry-level tech roles, which poses a risk to the future leadership pipeline, writes David Campbell, a partner at Brand Rebellion. "When startups forego hiring juniors, they're also inadvertently cutting off the stream of future managers and leaders," Campbell writes. "This creates a precarious situation in which they become overly reliant on external hires for mid-level or senior roles."

Aneesh Lal, founder of The Wishly Group, shares insights on optimizing content for the LinkedIn algorithm. Lal notes that short-form video is at an all-time high for engagement, but advises against simply repurposing content from other platforms. He also highlights the effectiveness of single-image posts with text and carousel posts uploaded as PDFs.

Job interviews frequently fail to assess candidates for the skills listed in the job descriptions, according to research from BrightHire and the Harvard Business School. This disconnect can lead to hiring mismatches as candidates tailor resumes to the skills employers claim to value, but then interviews do not effectively evaluate these qualifications. To align hiring with organizational priorities, companies should implement structured interview guides, audit job descriptions, integrate AI assessments, reduce redundancy and train interviewers for comprehensive evaluations, write researchers Joseph Fuller, Ben Sesser and William Leeds.

The US labor market has shifted from job-hopping to job-hugging, according to Korn Ferry. The trend, driven by economic uncertainty and a cooling job market, has resulted in a quits rate of about 2%, a level last seen consistently in early 2016. While this stability can provide job security, it may also limit career growth and wage increases, experts warn.

A recent FlexJobs report highlights that 55% of Americans aged 20 to 35 have faced a "quarter-life" career crisis, experiencing deep uncertainty about their roles and futures in the workforce. This phenomenon is not just a passing trend, but a significant concern impacting employee mental health and workplace productivity. The crisis is particularly acute in this age group as they try to establish stable careers amid industry changes and economic turbulence.

With diversity, equity and inclusion initiatives under scrutiny, DEI consultant and author Lily Zheng urges leaders to "talk better" about DEI to help their teams understand that it encompasses cultural belonging and policies such as parental leave and remote work that create more fairness in the workplace. "Don't just say your commitment is strong. Say, 'We know that tamping down on discrimination and supporting our people is key to our business success.' That's DEI, whether you call it that or not," says Zheng in this interview with SmartBrief.

Managers should encourage all employees to pursue development, even the ones who decline opportunities because they're content with their roles, writes Julie Winkle Giulioni, a leadership speaker and author. "Leaders must also engage the quietly content, the cautiously hesitant and even the seemingly unmotivated," Winkle Guilioni writes.

One of the most underestimated risks in agentic AI is human resistance, as employees may fear job loss and loss of influence, leading to passive non-cooperation or deliberate sabotage, writes Spend Matter's Xavier Olivera. To mitigate this, organizations should involve employees in the design and implementation of AI systems, provide training and continuously manage change to ensure trust and acceptance.