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At its core, public health is about driving healthy behavior changes by building awareness, meeting people where they are, and offering solutions that are accessible and grounded in evidence. Throughout my career, I have worked on issues ranging from foster adoption and drunk driving prevention to tobacco prevention and cessation, always with science as our foundation. But the media landscape, and how people engage with information, has changed dramatically. To remain relevant and effective, public health must evolve. That means rethinking not just what we communicate, but how we motivate, engage, and sustain healthy behaviors. WHY IT’S IMPORTANT TO LEAN IN Gamification, using elements of game design in an existing digital product or intervention to engage users and change behavior, has become an increasingly common approach in public health. It can reframe intimidating goals like exercising more, managing stress, and quitting nicotine into smaller, achievable steps that feel tangible and motivating. When implemented effectively, gamification can improve user engagement by supporting intrinsic motivation, learning and skill development, social interaction, and a sense of accomplishment. In many ways, public health can’t afford to ignore gamification. Addiction is already gamified—and it’s winning. As one example, “smart” vapes now feature screens, rewards, animations, and puff tracking. These high-tech devices have become top-selling products, with 32% of youth and 33% of young adults reporting using vapes with screens, games, or Bluetooth connectivity in the past month. These products are applying the same engagement strategies used in consumer tech to drive repeat use and ultimately sustain addictive behavior. WHAT THE EVIDENCE SHOWS Mounting evidence supports gamification use in public health. As an example, some randomized trials show that socially incentivized gamified interventions can significantly increase physical activity, compared with non-gamified approaches. Similar approaches have been used to improve medication adherence, chronic disease management, and preventive health behaviors. Participants assigned to team-based challenges or friendly competition sustain healthier behaviors longer than those receiving traditional prompts alone. Progress you can see becomes behavior you repeat. Interventions using gamification share some core principles: making health interactive, trackable, or social. Many effective gamified health interventions align with self-determination theory, which identifies three drivers of motivation: autonomy, competence, and relatedness. BEHAVIORAL SCIENCE BACKING IS NEEDED Well-designed programs don’t just reward outcomes; they reward effort, consistency, and resilience. In public health, that distinction matters, because change rarely happens all at once. It happens through daily re-commitments. Public health succeeds when it rewards persistence and practice—not perfection. Campaigns, which often complement an intervention, can also be gamified. The campaign itself can inspire behavior change, while also encouraging sign-up for the specific health intervention. The collective result: stronger outcomes. The approach can be especially relevant for younger generations, who may expect things like daily check-ins, streaks, and digital accountability as part of their digital experiences. We are infusing some gamified elements into EX Program from Truth Initiative, our free, digital nicotine-cessation resource developed in collaboration with Mayo Clinic. By implementing elements that mirror gamification principles like check-ins, milestones, progress encouragement, virtual rewards, and social reinforcement, we help participants stay engaged with quitting behavior. These features are designed to reward effort and participation rather than outcomes alone. We know that every try makes you stronger the next time. APPLY GAMIFICATION BEYOND TRADITIONAL HEALTH TOOLS We have also tested creator-led digital experiences that reflect how young people already motivate one another online. As part of You Got This Day, a national moment designed to reframe “Quitter’s Day” as an opportunity to recommit after relapse, Truth Initiative worked with Gen-Z creators to create and launch a Snapchat augmented-reality lens called 30 Day Challenge. Developed through Snap Academies, the lens encourages young people trying to quit nicotine to focus on making it “one more day” without using nicotine, through visual progress tracking, supportive messaging, and social accountability. Rather than relying on financial incentives or competition, the experience emphasizes encouragement, persistence, and community, reinforcing evidence-based support through EX Program. For Gen Z, platforms like Snapchat and TikTok aren’t channels—they’re cultural fluency. Designing health interventions that live there brings gamification to young consumers where it already resonates. REASONS FOR CAUTION Evidence points to important caveats to consider when moving toward a more gamified public health approach. Over-reliance on competition can discourage people who fall behind. Extrinsic rewards can crowd out internal motivation, or risk trivializing an important topic for participants. And without strong privacy protections, data-driven health tools can run the risk of eroding trust—particularly among individuals who are already wary of surveillance and misuse. There’s also a risk of superficial engagement. Points without purpose don’t change lives. The most effective interventions are grounded in evidence, are culturally relevant, and are responsive to users’ real-world challenges—not just their attention spans. THE PROMISE Despite these challenges, the promise of gamification in public health is real. This novel approach for public health can become a catalyst for measurable health behavior change. By recognizing how people already engage with technology and then designing public health tools that feel supportive, human, and achievable, we’re turning participation into progress. In a world where screens dominate attention and traditional health messaging can struggle to break through, gamification can complement proven public health strategies that support sustained behavior change. The future of public health isn’t louder messaging, it’s smarter engagement. Kathy Crosby is CEO and president of Truth Initiative. View the full article

New ‘shadow chancellor’ Robert Jenrick to make commitment in a speech to the City as populist party seeks to calm nerves View the full article

If you haven’t read the book The Five Love Languages by Gary Chapman, you’re probably at least familiar with the idea behind it: that people give and receive care in different ways. Some value words, others actions. Some want quality time; others want gifts or closeness. Problems arise when two people in a relationship give and receive care differently. Even the best intentions don’t land if they’re expressed in a way the recipient doesn’t recognize. This dynamic is well-established in personal relationships, but I’ve also seen a version of it play out between leaders and their teams. Very often, what leaders see as performance issues are really a mismatch in “leadership languages.” As a leader, I consider it my job to enable people around me to be their best—both at work and beyond. Applying the idea of leadership languages to these relationships gives me a practical framework for doing that. LEADERSHIP IS EXPERIENCED, NOT DECLARED Just as in personal relationships, leadership is not measured by what you mean to convey, but by what the other person experiences. As leaders, we care deeply about our teams. Yet even the best intentions can get lost in translation when there’s a leadership language mismatch. Like there are leadership styles, there are followership preferences. Some people want clear guardrails; others want autonomy. Some value frequent feedback; others prefer independence. When leadership and followership styles align, work feels energizing. When they don’t, even talented people struggle. These disconnects often show up as performance problems. But at a deeper level, they are translation problems—moments when a leader’s way of showing support or direction doesn’t align with what a team member needs to do their best work. I’ve seen this pattern repeatedly, and I’m sure you have too: A strong hire struggles. Communication becomes tense. Projects and initiatives stall. Often, a leader’s instinct is to treat the problem as a performance issue and institute more structure, clearer expectations, and tighter oversight. But that makes the situation worse, because the problem isn’t capability. It’s that the leader and team member speak different leadership languages. 5 LEADERSHIP LANGUAGES Every leader I’ve met has a unique leadership style, but I’ve seen common patterns that lead me to believe we all default to one of these five leadership languages. They all have their advantages, but they also all have the potential to be misunderstood by people who work best with a different leadership language: Direction and controlCharacterized by: Centralized decisions, detailed guidance, and close involvement. How it’s received: For some, this creates clarity and confidence; for others, it feels like micromanaging. Inspiration and visionCharacterized by: Emphasis on purpose, narrative, and momentum over day-to-day execution. How it’s received: Motivating for mission-driven teams, but frustrating for those who want clear direction. Empathy and presenceCharacterized by: Leading through listening, availability, and emotional attunement. How it’s received: Builds trust and a sense of belonging but can slow decision-making. Results and accountabilityCharacterized by: Relentless focus on outcomes, metrics, and performance. How it’s received: Drives excellence in some people and burnout in others. Servant leadershipCharacterized by: Prioritizing growth and enablement. How it’s received: Builds long-term capability but requires clarity and boundaries to work well. None of these approaches is inherently good or bad. It’s important for leaders to understand that their preferred style may not match what their team members need. CLARITY IS A LEADERSHIP RESPONSIBILITY Before diagnosing an issue as a performance problem, ask: Has this person succeeded in similar roles before? Does the friction feel procedural? Or does it feel more personal? Are you responding with more of what isn’t working? Would this person describe your leadership the way you intend it? Do you see a pattern across multiple people you manage? Taken together, these questions help distinguish true performance gaps from leadership that’s lost in translation. It’s on us as leaders to be explicit about how we lead. People should not have to figure out our leadership styles through trial and error. That clarity starts in the hiring process. I’m direct with candidates about how I lead. I even encourage them to talk with people who have worked for me to learn about my leadership style. A leadership language fit is too important to leave to assumption. It may seem like this level of transparency could limit the candidate pool or make people feel excluded, but my goal is to give them agency. My primary leadership language is “servant leadership.” That works wonderfully for a lot of people. But for people who want more “direction and control,” I’m probably not the best fit. And that’s okay. Better to know early on and make decisions accordingly. WHAT TO DO MONDAY MORNING Of course, no organization can have only one leadership language. There will always be mismatches—and leaders can address them with clear assessment and communication: Name your default leadership style. Be explicit about how you lead when you’re not consciously adjusting. Ask your team what they need. Ask what helps them do their best work and what gets in the way. Create a simple translation guide. Note how each direct report prefers to communicate, receive feedback, and operate day to day. Revisit strained relationships. Before escalating performance concerns, have a direct conversation about working styles and expectations. Make alignment part of onboarding. Share your leadership language early and invite new hires to do the same. Small moves like these won’t change who you are as a leader, but they can change how people experience your leadership. Leadership alignment is one of the most underutilized tools in building high-performing teams. You may be the world’s best leader, but that doesn’t mean much unless the way you lead helps the people around you do their best work. Chris Ball is the CEO of 6sense. View the full article

Former prime minister Gordon Brown alleges women were trafficked in and out of Britain through facility near LondonView the full article

Training programs are crucial for employee development, as they improve skills and boost job performance. By participating in these structured initiatives, employees not just gain confidence but likewise adapt more easily to changes in the workplace. This ongoing education promotes a culture of continuous learning, which in the end leads to higher employee satisfaction and retention. Comprehending how these programs function and their broader impact can shed light on their significance in today’s competitive job market. What specific benefits do these programs offer both employees and organizations? Key Takeaways Training programs enhance job performance by equipping employees with essential technical and soft skills needed for their roles. They foster employee satisfaction and retention, with 93% more likely to stay when offered development opportunities. Programs boost confidence and decision-making abilities, with 90% of participants feeling more self-assured post-training. Training cultivates a skilled workforce, increasing adaptability and reducing turnover rates significantly. Continuous learning through training aligns employee skills with industry trends, driving organizational innovation and long-term success. Understanding Employee Training Programs Employee training programs are vital tools for enhancing job performance and equipping workers with the skills needed for their specific roles. These programs consist of structured training and development activities that focus on both technical and soft skills. You can engage in various formats, including workshops, one-on-one sessions, and mentoring, to meet diverse learning needs. On-the-job training is particularly effective, as it allows you to apply new skills immediately during your tasks. Companies that invest in these training programs often see an 87% success rate in skill acquisition, which directly contributes to improved performance and organizational effectiveness. To guarantee these programs remain relevant, it’s important to continuously evaluate and revise them based on employee feedback. This approach helps you understand how to improve training and development, making sure that the programs effectively support your growth and align with the organization’s goals. The Importance of Employee Development Even though many organizations prioritize immediate productivity, investing in employee development is crucial for long-term success. By aligning employees’ skills with industry trends, you not only improve their future career prospects but likewise build a robust workforce. A commitment to employee development can greatly reduce turnover, as many employees seek growth opportunities. Consider these key points: Retention Rates: Organizations focusing on development see higher retention, with 63% of employees leaving because of lack of growth. Culture of Learning: Continuous learning boosts engagement; 93% of employees are likely to stay if offered development opportunities. Future Leaders: Development initiatives prepare high-potential employees for management roles, ensuring your organization is ready for future challenges. Key Benefits of Training Programs for Employees When organizations invest in training programs, they reveal numerous benefits that directly impact both employees and the overall success of the business. First, training improves your job performance, as 87% of employees report acquiring skills they can immediately apply, leading to better results. You’ll likely feel more satisfied with your work, too, since 93% of employees are inclined to stay longer with companies that invest in their career development. Moreover, engaging in training initiatives boosts your confidence; 90% of learners feel more self-assured in their roles after completing training. This increased confidence extends to decision-making, with 84% of participants reporting they feel more capable in that area. Finally, receiving training encourages you to take ownership of your role and tackle challenges more willingly, which leads to higher engagement levels within the organization. Advantages of Training Programs for Organizations Investing in training programs offers organizations a multitude of advantages that can greatly improve their overall performance and stability. By prioritizing training, you can cultivate a more skilled workforce and boost your company’s adaptability to market changes. Here are some key benefits: Higher retention rates: With 70% of employees considering leaving for companies that invest in training, you’ll reduce turnover by offering growth opportunities. Lower hiring costs: Developing internal talent can save you significant hiring expenses, potentially reaching $163 million annually for median-sized S&P Global 500 companies. Increased innovation: Employees engaged in continuous learning are better equipped to implement new technologies and methodologies, driving innovation within your organization. Distinguishing Between Training and Development Comprehending the distinction between training and development is vital for nurturing a productive workplace. Training focuses on immediate skill acquisition for specific job tasks, addressing knowledge gaps directly related to your role. Conversely, development emphasizes long-term growth and personal advancement, encouraging conversations about your career aspirations with management. Aspect Training Development Focus Job-specific skills Long-term personal growth Structure Defined objectives and activities Continuous process Examples Technical and compliance training Mentorship and leadership coaching Understanding these differences helps you identify what you need to thrive in your career. Although training can improve your current abilities, development prepares you for future opportunities. This balance is vital, especially since 43% of employees cite a lack of growth as a reason for leaving their jobs. Approaches to Effective Employee Training How can organizations guarantee their employee training programs are both effective and engaging? By employing various approaches, companies can improve both skill development and employee satisfaction. Here are three key strategies: Diverse Training Formats: Use group workshops, one-on-one sessions, and job shadowing to cater to different learning styles and boost knowledge retention. Feedback-Driven Training: Regularly gather employee feedback to align training initiatives with their needs and company goals, ensuring relevance and engagement. Continuous Learning Culture: Implement customized training that addresses both technical skills and personal development, promoting a mindset of lifelong learning. Organizations that prioritize these approaches not only fill immediate skill gaps but additionally support long-term growth. As a result, you’ll likely see improved job performance and higher levels of employee engagement, encouraging a more adaptable and skilled workforce. Innovative Training Programs in Different Industries In today’s competitive environment, various industries are adopting innovative training programs customized to their specific needs. For instance, companies like The Cheesecake Factory focus on emotional intelligence, whereas Grainger emphasizes unconscious bias training to improve workplace culture. Simultaneously, technology-driven solutions, such as HubSpot’s all-encompassing onboarding, guarantee that employees are prepared with the skills necessary to excel from the start. Industry-Specific Training Techniques When businesses tailor their training programs to specific industries, they not just improve employee skills but also improve overall operational effectiveness. Industry-specific techniques are vital for developing a competent workforce. Here are some examples: Healthcare: Compliance training guarantees staff understand regulations, enhancing patient care and reducing legal risks. Tech: Boot camps and continuous e-learning keep employees updated with fast-evolving technologies, cultivating adaptability. Hospitality: Simulation-based training helps staff practice real-world scenarios, improving customer service and guest satisfaction. Technology-Driven Learning Solutions As businesses increasingly adopt technology-driven learning solutions, they’re reshaping employee training across various industries. These solutions, like LinkedIn Learning e-learning platforms and virtual instructor-led training, let you access materials anytime, fitting into your busy schedule. Interactive simulations and blended learning methods improve knowledge retention and practical skill application. Benefits of Technology-Driven Learning Impact on Employees Increases adaptability by 70% 84% feel more confident in decisions Higher retention rates (93%) Supports career development Continuous access to training Boosts engagement Organizations embracing digital transformation see significant improvements, proving these innovative training approaches are essential for keeping the workforce competitive and engaged. Steps to Create a Successful Training Program Creating a successful training program requires careful planning and strategic execution to guarantee it meets both employee and organizational needs. Start by evaluating training needs; identify skill gaps through surveys and performance reviews, ensuring alignment with your goals. Next, set clear objectives by defining desired outcomes and communicating these effectively to employees. Consider the following during the design phase: Determine appropriate content and training methods. Encourage interactive formats to boost engagement. Plan delivery formats that suit your workforce. Once you’ve developed the program, implement a pilot version to test its effectiveness. Gather feedback and make necessary adjustments before rolling it out more widely. Finally, continuously evaluate and revise the training program by utilizing employee feedback and measuring outcomes against your initial objectives. This iterative process helps you recognize successes and identify areas for improvement, ensuring your training program remains relevant and effective. Measuring the Success of Training Initiatives How can organizations effectively measure the success of their training initiatives? Start by evaluating outcomes against established objectives. With 87% of employees reporting they gain applicable skills from training, you can assess the immediate impact. Utilize surveys and feedback mechanisms to capture employee perceptions, identifying areas for improvement. Regularly measuring training outcomes can lead to increased job satisfaction and retention; in fact, 93% of employees are more likely to remain with a company that offers career development opportunities. Moreover, leverage key performance indicators (KPIs) like productivity, employee engagement, and turnover rates to quantify the effect of training on organizational performance. Recognizing the benefits of these initiatives helps avoid costs linked to inefficiencies, as median-sized S&P Global 500 companies may lose around $163 million annually because of insufficient training. The Role of Continuous Learning in Employee Engagement Continuous learning plays a vital role in boosting your confidence and ownership of your work. When organizations prioritize training, employees become more adaptable, ready to meet market changes and customer needs. This commitment not only improves engagement but additionally nurtures a culture where you feel empowered to take on challenges and contribute to overall success. Boosting Confidence and Ownership Confidence and ownership in the workplace are crucial for nurturing a productive environment. Continuous learning through training programs greatly boosts your confidence, with 90% of learners reporting increased self-assurance in their work. Engaging in these programs makes you 84% more confident in decision-making, promoting a sense of ownership in your role. Here are some key benefits of this approach: Training aligns with your personal and professional goals, enhancing job satisfaction. A culture of continuous learning shows that your growth is valued, increasing motivation. Engaged employees embrace challenges and collaborate effectively, driving organizational success. Enhancing Organizational Adaptability In today’s swiftly changing business environment, organizations must prioritize employee development to improve adaptability and engagement. Continuous learning through training programs not only boosts self-confidence—90% of learners report feeling more assured in their roles—but likewise improves retention rates. In fact, 70% of employees are more likely to stay with companies that invest in their development. A culture of ongoing learning enables you to respond effectively to market shifts and customer needs, which is vital for maintaining competitiveness. Training that emphasizes skill acquisition and personal growth leads to improved job performance, directly contributing to adaptability and innovation. The Impact of Training on Employee Retention Even though many factors contribute to employee turnover, the impact of training on retention is particularly significant. When you invest in training programs, you show your employees that their growth matters. This is essential, as 63% of employees cite lack of growth opportunities as a top reason for leaving. Consider these key points: 70% of employees would think about leaving for companies that prioritize training. Organizations that focus on employee development report higher retention rates, as staff feel valued. 93% of employees are more likely to remain with a company offering career development opportunities. Future Trends in Employee Training and Development As organizations recognize the strong link between training and employee retention, they’re similarly looking ahead to future trends that will shape employee development. The shift in the direction of digital transformation requires ongoing training to help you adapt to new technologies, with 70% of employees considering leaving for companies that invest in their growth. Flexible learning models, like self-paced online courses, are becoming popular, allowing you to upskill as you manage work responsibilities. Additionally, the focus on soft skills—such as emotional intelligence and communication—is expected to grow, crucial for teamwork and leadership. Continuous learning initiatives will likewise be critical for promoting innovation. Data analytics will likely play a role in customizing training programs to align with your career goals and organizational strategies. Trend Description Impact on Employees Digital Transformation Continuous adaptation to new technologies Better job security and skill relevance Flexible Learning Models Self-paced online courses Improved engagement and retention Soft Skills Development Emphasis on emotional intelligence Enhanced teamwork and leadership Continuous Learning Ongoing training for adaptability Increased innovation capabilities Data-Driven Personalization Customized training programs More effective career development Frequently Asked Questions What Is the Role of Training in Employee Development? Training plays an essential role in your development by addressing skill gaps and enhancing performance. Through structured programs, you gain skills you can immediately apply, boosting productivity. Training furthermore nurtures a culture of continuous learning, increasing your confidence and encouraging innovation. By participating, you not just advance your capabilities but similarly position yourself for future leadership roles, contributing to both your personal growth and your organization’s long-term success. What Is the Role of Training Program? Training programs play an essential role in enhancing your skills and job performance. They offer structured learning that addresses specific skill gaps, making you more effective in your role. By participating in these programs, you can improve job satisfaction and engagement. Furthermore, training nurtures a culture of continuous learning, helping you adapt to changes in the market. In the end, effective training can lead to better teamwork, increased innovation, and higher retention rates within your organization. How Does Training Support Professional Development? Training supports your professional development by providing you with relevant skills that you can apply immediately. It boosts your confidence in your abilities, leading to improved job performance. Continuous training creates a culture of growth, encouraging you to pursue advancement opportunities. When organizations invest in your training, they’re more likely to retain you, ensuring you’re prepared for future roles. What Is the Main Function of Training and Development? The main function of training and development is to improve your skills and knowledge, boosting your job performance and supporting your career growth. Training focuses on immediate skill acquisition for your current role, whereas development emphasizes longer-term behavior changes and overall growth. Organizations that invest in these programs often see increased employee satisfaction and retention, as they create opportunities for advancement and cultivate a culture of continuous learning and improvement. Conclusion In summary, training programs are fundamental in nurturing employee development and enhancing overall job performance. By providing critical skills and promoting continuous learning, they not merely increase employee satisfaction but likewise prepare individuals for future leadership roles. Organizations benefit from improved adaptability and retention, ensuring their workforce aligns with industry trends. As the environment of work evolves, prioritizing effective training initiatives will remain imperative for both employee growth and organizational success. Image via Google Gemini and ArtSmart This article, "What Role Do Training Programs Support in Employee Development?" was first published on Small Business Trends View the full article

Training programs are crucial for employee development, as they improve skills and boost job performance. By participating in these structured initiatives, employees not just gain confidence but likewise adapt more easily to changes in the workplace. This ongoing education promotes a culture of continuous learning, which in the end leads to higher employee satisfaction and retention. Comprehending how these programs function and their broader impact can shed light on their significance in today’s competitive job market. What specific benefits do these programs offer both employees and organizations? Key Takeaways Training programs enhance job performance by equipping employees with essential technical and soft skills needed for their roles. They foster employee satisfaction and retention, with 93% more likely to stay when offered development opportunities. Programs boost confidence and decision-making abilities, with 90% of participants feeling more self-assured post-training. Training cultivates a skilled workforce, increasing adaptability and reducing turnover rates significantly. Continuous learning through training aligns employee skills with industry trends, driving organizational innovation and long-term success. Understanding Employee Training Programs Employee training programs are vital tools for enhancing job performance and equipping workers with the skills needed for their specific roles. These programs consist of structured training and development activities that focus on both technical and soft skills. You can engage in various formats, including workshops, one-on-one sessions, and mentoring, to meet diverse learning needs. On-the-job training is particularly effective, as it allows you to apply new skills immediately during your tasks. Companies that invest in these training programs often see an 87% success rate in skill acquisition, which directly contributes to improved performance and organizational effectiveness. To guarantee these programs remain relevant, it’s important to continuously evaluate and revise them based on employee feedback. This approach helps you understand how to improve training and development, making sure that the programs effectively support your growth and align with the organization’s goals. The Importance of Employee Development Even though many organizations prioritize immediate productivity, investing in employee development is crucial for long-term success. By aligning employees’ skills with industry trends, you not only improve their future career prospects but likewise build a robust workforce. A commitment to employee development can greatly reduce turnover, as many employees seek growth opportunities. Consider these key points: Retention Rates: Organizations focusing on development see higher retention, with 63% of employees leaving because of lack of growth. Culture of Learning: Continuous learning boosts engagement; 93% of employees are likely to stay if offered development opportunities. Future Leaders: Development initiatives prepare high-potential employees for management roles, ensuring your organization is ready for future challenges. Key Benefits of Training Programs for Employees When organizations invest in training programs, they reveal numerous benefits that directly impact both employees and the overall success of the business. First, training improves your job performance, as 87% of employees report acquiring skills they can immediately apply, leading to better results. You’ll likely feel more satisfied with your work, too, since 93% of employees are inclined to stay longer with companies that invest in their career development. Moreover, engaging in training initiatives boosts your confidence; 90% of learners feel more self-assured in their roles after completing training. This increased confidence extends to decision-making, with 84% of participants reporting they feel more capable in that area. Finally, receiving training encourages you to take ownership of your role and tackle challenges more willingly, which leads to higher engagement levels within the organization. Advantages of Training Programs for Organizations Investing in training programs offers organizations a multitude of advantages that can greatly improve their overall performance and stability. By prioritizing training, you can cultivate a more skilled workforce and boost your company’s adaptability to market changes. Here are some key benefits: Higher retention rates: With 70% of employees considering leaving for companies that invest in training, you’ll reduce turnover by offering growth opportunities. Lower hiring costs: Developing internal talent can save you significant hiring expenses, potentially reaching $163 million annually for median-sized S&P Global 500 companies. Increased innovation: Employees engaged in continuous learning are better equipped to implement new technologies and methodologies, driving innovation within your organization. Distinguishing Between Training and Development Comprehending the distinction between training and development is vital for nurturing a productive workplace. Training focuses on immediate skill acquisition for specific job tasks, addressing knowledge gaps directly related to your role. Conversely, development emphasizes long-term growth and personal advancement, encouraging conversations about your career aspirations with management. Aspect Training Development Focus Job-specific skills Long-term personal growth Structure Defined objectives and activities Continuous process Examples Technical and compliance training Mentorship and leadership coaching Understanding these differences helps you identify what you need to thrive in your career. Although training can improve your current abilities, development prepares you for future opportunities. This balance is vital, especially since 43% of employees cite a lack of growth as a reason for leaving their jobs. Approaches to Effective Employee Training How can organizations guarantee their employee training programs are both effective and engaging? By employing various approaches, companies can improve both skill development and employee satisfaction. Here are three key strategies: Diverse Training Formats: Use group workshops, one-on-one sessions, and job shadowing to cater to different learning styles and boost knowledge retention. Feedback-Driven Training: Regularly gather employee feedback to align training initiatives with their needs and company goals, ensuring relevance and engagement. Continuous Learning Culture: Implement customized training that addresses both technical skills and personal development, promoting a mindset of lifelong learning. Organizations that prioritize these approaches not only fill immediate skill gaps but additionally support long-term growth. As a result, you’ll likely see improved job performance and higher levels of employee engagement, encouraging a more adaptable and skilled workforce. Innovative Training Programs in Different Industries In today’s competitive environment, various industries are adopting innovative training programs customized to their specific needs. For instance, companies like The Cheesecake Factory focus on emotional intelligence, whereas Grainger emphasizes unconscious bias training to improve workplace culture. Simultaneously, technology-driven solutions, such as HubSpot’s all-encompassing onboarding, guarantee that employees are prepared with the skills necessary to excel from the start. Industry-Specific Training Techniques When businesses tailor their training programs to specific industries, they not just improve employee skills but also improve overall operational effectiveness. Industry-specific techniques are vital for developing a competent workforce. Here are some examples: Healthcare: Compliance training guarantees staff understand regulations, enhancing patient care and reducing legal risks. Tech: Boot camps and continuous e-learning keep employees updated with fast-evolving technologies, cultivating adaptability. Hospitality: Simulation-based training helps staff practice real-world scenarios, improving customer service and guest satisfaction. Technology-Driven Learning Solutions As businesses increasingly adopt technology-driven learning solutions, they’re reshaping employee training across various industries. These solutions, like LinkedIn Learning e-learning platforms and virtual instructor-led training, let you access materials anytime, fitting into your busy schedule. Interactive simulations and blended learning methods improve knowledge retention and practical skill application. Benefits of Technology-Driven Learning Impact on Employees Increases adaptability by 70% 84% feel more confident in decisions Higher retention rates (93%) Supports career development Continuous access to training Boosts engagement Organizations embracing digital transformation see significant improvements, proving these innovative training approaches are essential for keeping the workforce competitive and engaged. Steps to Create a Successful Training Program Creating a successful training program requires careful planning and strategic execution to guarantee it meets both employee and organizational needs. Start by evaluating training needs; identify skill gaps through surveys and performance reviews, ensuring alignment with your goals. Next, set clear objectives by defining desired outcomes and communicating these effectively to employees. Consider the following during the design phase: Determine appropriate content and training methods. Encourage interactive formats to boost engagement. Plan delivery formats that suit your workforce. Once you’ve developed the program, implement a pilot version to test its effectiveness. Gather feedback and make necessary adjustments before rolling it out more widely. Finally, continuously evaluate and revise the training program by utilizing employee feedback and measuring outcomes against your initial objectives. This iterative process helps you recognize successes and identify areas for improvement, ensuring your training program remains relevant and effective. Measuring the Success of Training Initiatives How can organizations effectively measure the success of their training initiatives? Start by evaluating outcomes against established objectives. With 87% of employees reporting they gain applicable skills from training, you can assess the immediate impact. Utilize surveys and feedback mechanisms to capture employee perceptions, identifying areas for improvement. Regularly measuring training outcomes can lead to increased job satisfaction and retention; in fact, 93% of employees are more likely to remain with a company that offers career development opportunities. Moreover, leverage key performance indicators (KPIs) like productivity, employee engagement, and turnover rates to quantify the effect of training on organizational performance. Recognizing the benefits of these initiatives helps avoid costs linked to inefficiencies, as median-sized S&P Global 500 companies may lose around $163 million annually because of insufficient training. The Role of Continuous Learning in Employee Engagement Continuous learning plays a vital role in boosting your confidence and ownership of your work. When organizations prioritize training, employees become more adaptable, ready to meet market changes and customer needs. This commitment not only improves engagement but additionally nurtures a culture where you feel empowered to take on challenges and contribute to overall success. Boosting Confidence and Ownership Confidence and ownership in the workplace are crucial for nurturing a productive environment. Continuous learning through training programs greatly boosts your confidence, with 90% of learners reporting increased self-assurance in their work. Engaging in these programs makes you 84% more confident in decision-making, promoting a sense of ownership in your role. Here are some key benefits of this approach: Training aligns with your personal and professional goals, enhancing job satisfaction. A culture of continuous learning shows that your growth is valued, increasing motivation. Engaged employees embrace challenges and collaborate effectively, driving organizational success. Enhancing Organizational Adaptability In today’s swiftly changing business environment, organizations must prioritize employee development to improve adaptability and engagement. Continuous learning through training programs not only boosts self-confidence—90% of learners report feeling more assured in their roles—but likewise improves retention rates. In fact, 70% of employees are more likely to stay with companies that invest in their development. A culture of ongoing learning enables you to respond effectively to market shifts and customer needs, which is vital for maintaining competitiveness. Training that emphasizes skill acquisition and personal growth leads to improved job performance, directly contributing to adaptability and innovation. The Impact of Training on Employee Retention Even though many factors contribute to employee turnover, the impact of training on retention is particularly significant. When you invest in training programs, you show your employees that their growth matters. This is essential, as 63% of employees cite lack of growth opportunities as a top reason for leaving. Consider these key points: 70% of employees would think about leaving for companies that prioritize training. Organizations that focus on employee development report higher retention rates, as staff feel valued. 93% of employees are more likely to remain with a company offering career development opportunities. Future Trends in Employee Training and Development As organizations recognize the strong link between training and employee retention, they’re similarly looking ahead to future trends that will shape employee development. The shift in the direction of digital transformation requires ongoing training to help you adapt to new technologies, with 70% of employees considering leaving for companies that invest in their growth. Flexible learning models, like self-paced online courses, are becoming popular, allowing you to upskill as you manage work responsibilities. Additionally, the focus on soft skills—such as emotional intelligence and communication—is expected to grow, crucial for teamwork and leadership. Continuous learning initiatives will likewise be critical for promoting innovation. Data analytics will likely play a role in customizing training programs to align with your career goals and organizational strategies. Trend Description Impact on Employees Digital Transformation Continuous adaptation to new technologies Better job security and skill relevance Flexible Learning Models Self-paced online courses Improved engagement and retention Soft Skills Development Emphasis on emotional intelligence Enhanced teamwork and leadership Continuous Learning Ongoing training for adaptability Increased innovation capabilities Data-Driven Personalization Customized training programs More effective career development Frequently Asked Questions What Is the Role of Training in Employee Development? Training plays an essential role in your development by addressing skill gaps and enhancing performance. Through structured programs, you gain skills you can immediately apply, boosting productivity. Training furthermore nurtures a culture of continuous learning, increasing your confidence and encouraging innovation. By participating, you not just advance your capabilities but similarly position yourself for future leadership roles, contributing to both your personal growth and your organization’s long-term success. What Is the Role of Training Program? Training programs play an essential role in enhancing your skills and job performance. They offer structured learning that addresses specific skill gaps, making you more effective in your role. By participating in these programs, you can improve job satisfaction and engagement. Furthermore, training nurtures a culture of continuous learning, helping you adapt to changes in the market. In the end, effective training can lead to better teamwork, increased innovation, and higher retention rates within your organization. How Does Training Support Professional Development? Training supports your professional development by providing you with relevant skills that you can apply immediately. It boosts your confidence in your abilities, leading to improved job performance. Continuous training creates a culture of growth, encouraging you to pursue advancement opportunities. When organizations invest in your training, they’re more likely to retain you, ensuring you’re prepared for future roles. What Is the Main Function of Training and Development? The main function of training and development is to improve your skills and knowledge, boosting your job performance and supporting your career growth. Training focuses on immediate skill acquisition for your current role, whereas development emphasizes longer-term behavior changes and overall growth. Organizations that invest in these programs often see increased employee satisfaction and retention, as they create opportunities for advancement and cultivate a culture of continuous learning and improvement. Conclusion In summary, training programs are fundamental in nurturing employee development and enhancing overall job performance. By providing critical skills and promoting continuous learning, they not merely increase employee satisfaction but likewise prepare individuals for future leadership roles. Organizations benefit from improved adaptability and retention, ensuring their workforce aligns with industry trends. As the environment of work evolves, prioritizing effective training initiatives will remain imperative for both employee growth and organizational success. Image via Google Gemini and ArtSmart This article, "What Role Do Training Programs Support in Employee Development?" was first published on Small Business Trends View the full article

Monday night’s episode of The Late Show with Stephen Colbert was missing something—an entire interview. But viewers weren’t left in the dark about why—host Stephen Colbert told his audience that CBS didn’t air his interview with Texas State Rep. James Talarico due to concerns it could run afoul of shifting FCC rules. “We were told in no uncertain terms by our network’s lawyers, who called us directly, that we could not have him on the broadcast,” Colbert said on the air Monday. That didn’t stop him from calling out the move in the episode and poking at FCC chair Brendan Carr and CBS—and it didn’t stop him uploading the entire interview to YouTube. But the incident offers a look at how networks are responding to The President administration pressure in the wake of ABC sidelining Jimmy Kimmel for six days last fall. Shifting FCC rules According to Colbert, CBS’ lawyers were acting in compliance with a recent letter from FCC Chairman Brendan Carr about the FCC’s equal time rule. It says that a broadcast station granting airtime to a legally qualified candidate for public office must offer the same amount of time to all other candidates for the same office. The Jan. 21 letter suggested that late-night shows—which have been exempted from the rule as “bona fide news interview programs” (aka, non-partisan, regularly scheduled newscasts)—no longer fit that definition and could be subject to the equal time rule. The FCC has not formally changed how it classifies late-night shows. In a statement to Fast Company, CBS said it did not prohibit the show from airing the interview, but offered legal guidance that airing it could trigger the FCC equal time rule for Talarico’s opponents in the Democratic primary for the Senate seat currently held by John Cornyn. “The show was provided legal guidance that the broadcast could trigger the FCC equal-time rule for two other candidates, including Rep. Jasmine Crockett, and presented options for how the equal time for other candidates could be fulfilled,” the statement said. “The Late Show decided to present the interview through its YouTube channel with on-air promotion on the broadcast rather than potentially providing the equal-time options.” An online loophole As CBS’ statement said, The Late Show’s solution was to post the interview with Talarico to its YouTube channel rather than air it live on CBS. In the interview, Colbert highlighted that Talarico’s recent appearance on The View also prompted the FCC to open a probe into the daytime talk show. “Do you mean to cause trouble?” Colbert joked. “I think that Donald The President is worried that we’re about to flip Texas,” Talarico replied. “This is the party that ran against cancel culture, and now they’re trying to control what we watch, what we say, what we read. And this is the most dangerous kind of cancel culture, the kind that comes from the top.” On his show Monday, Colbert pointed out that the FCC’s bona fide news exemption for late night hasn’t been revoked yet; Carr has merely implied he intends to eliminate it. “He hasn’t done away with it yet, but my network is unilaterally enforcing it as if he had,” Colbert said. That was the element of the story that caught the attention of FCC commissioner Anna Gomez, the lone Democrat at top of the agency. “CBS is fully protected under the First Amendment to determine what interviews it airs,” she wrote. “That makes its decision to yield to political pressure all the more disappointing. Corporate interests cannot justify retreating from airing newsworthy content.” The FCC did not respond to Fast Company’s Tuesday afternoon request for comment by press time Tuesday evening. View the full article

Toll Brothers Inc. fell short of analysts' estimates for quarterly orders, signaling that fewer people are signing contracts to build homes as high prices and economic uncertainty hold some buyers back. View the full article

The agencies' representatives weighed in on the insurance fund's capital ratio and evolving policies at the Mortgage Bankers Association's servicing conference. View the full article

Some observers say changes to MSR risk-weighting would have limited near-term impact and are unlikely to prompt banks to rush back. View the full article

Google is adding hover link pop-ups on desktop in AI Overviews and AI Mode, plus more prominent link icons within responses across desktop and mobile. The post Google Says Links Will Be More Visible In AI Overviews appeared first on Search Engine Journal. View the full article

iOS 26.3 was a decidedly small update. It introduced a new tool to transfer data to Android, and gave some iPhones the ability to hide precise location data from cellular networks. But beyond some other small changes and security patches, that's all there was to write home about. iOS 26.4 is a different story. The update, which is currently in beta testing, adds a number of interesting new features to compatible iPhones, especially if you're an Apple Music user. As with all beta software, iOS 26.4 is currently in testing, which means these features are subject to change at any time. It's possible some won't make it to the official release of iOS 26.4, while others could look different than they do now. While you can install the iOS 26.4 beta at any time by enrolling your device in the beta program, do so at your own discretion. I'd recommend using a secondary device to test this software if you can, but either way, make sure the device in question is fully backed up to a computer before installing the beta. Playlist Playground lets you generate playlists with AIThe latest trend in streaming services seems to be AI-generated playlists. YouTube Music recently rolled out the option, while Spotify offers a couple different takes on the feature. The idea is to tell the AI what type of music you want to listen to, whether that be a specific artist or genre, or just a concept or mood (e.g., "Make me a playlist for drinking coffee on a lazy Sunday morning"). Now Apple Music is the latest service to introduce such a feature. The first iOS 26.4 beta comes with "Playlist Playground," which works about how you'd expect. You tell Apple Music's AI what you want to hear, and it generates a playlist with 25 different songs. You can adjust the playlist if you don't like the result, as well as edit the title, cover image, and description. Apple Music gets a visual overhaul In addition to Playlist Playground, Apple Music's UI is also changing in iOS 26.4. You'll see new full-page artwork when listening to music, as well as redesigned albums and playlists that adjust their colors based on the artwork. Plus, there's now a "Concerts Near You" feature that helps you find shows in your area, based on the music you like to listen to. This Tweet is currently unavailable. It might be loading or has been removed. iOS 26.4 finally introduces end-to-end encryption for RCSRCS support is the best thing to happen to the iPhone in a long time. It makes texting Android users about the same as texting iPhone users, which has not been the case for most of iMessage's history. But while most of the standard perks rolled in with the update, including functioning group chats and high-quality image sharing, one key feature did not: end-to-end encryption (E2EE). Without (E2EE), your messages can be intercepted and read by those with the skills to do so. With E2EE, they cannot. It's a major security feature that's key to both iMessage and RCS, and one of the reasons you shouldn't send messages over SMS, as it doesn't support E2EE. Not all Android setups support E2EE over RCS, but it's still a bummer that the iPhone's Messages app doesn't either. That's now changing. With the first iOS 26.4 beta, Apple is now testing E2EE for RCS. You'll find the option in Settings, though Apple notes that not all devices or carriers support it. Someday soon, however, iPhone users texting Android users over RCS will be able to enjoy the added security benefits of E2EE. Apple changed how you choose wallpaper packs on iPhoneWith iOS 26.4, Apple changed the Wallpapers settings menu. Before, you could select from pre-downloaded wallpaper packs on your iPhone; now, you can choose which packs you want to download instead. It's a small change, but an interesting one at that. It seems Apple doesn't want to assume you're interested in all of its wallpaper options anymore, and instead would rather pick and choose the ones you want to try. Apple also made similar changes to picking watch faces in the Apple Watch app. This Tweet is currently unavailable. It might be loading or has been removed. Your iPhone's Reminders now has an "Urgent" sectionIf you ever label reminders as "urgent" on your iPhone, you'll find them in a new location. Now, when you open Reminders, you'l find an Urgent section, alongside other options like Today, All, and Scheduled. macOS 26.4 introduces a Charge Limit feature on MacWhile this isn't an iOS feature, it is a key new change in the first macOS 26.4 beta. Apple is now testing a "charge limit" feature on Mac, similar to the charge limit feature that already exists on iOS; when your device is plugged in for a long period of time, it will limit how much the battery can charge to. You can set the cap as low as 80%, or as high as 100%. The idea is, by limiting the charge level, you reduce how often the battery completes a full charge cycle, which can prolong its lifespan and delay aging. The "younger" your battery is, the longer it'll last between charges, so enthusiasts like to use these features to maximize how much battery life they can get out of their devices. View the full article

An effective talent acquisition team is crucial for any organization aiming for success. It relies on diverse roles like recruiters and branding specialists who work together to align strategies with business goals. Continuous training in sourcing and candidate engagement improves efficiency. Furthermore, a strong employer value proposition and a focus on the candidate experience can greatly impact turnover rates. Comprehending these components can transform your approach to talent acquisition and set your organization apart in a competitive market. Key Takeaways An effective talent acquisition team aligns recruitment strategies with organizational goals, ensuring a cohesive approach to attracting top talent. Diverse roles within the team, including recruiters and branding specialists, enhance efficiency and candidate engagement throughout the hiring process. Continuous training in sourcing techniques and technology is essential for maintaining high recruitment standards and adapting to industry changes. Data-driven analytics track key performance metrics, enabling the team to refine processes and improve candidate experiences systematically. Strong employer branding and a positive candidate experience foster robust talent pipelines and reduce turnover rates. The Role of Talent Acquisition in Organizational Success Talent acquisition plays a pivotal role in driving organizational success, as it focuses on attracting and retaining top talent that aligns with the company’s goals and culture. A strong talent acquisition team directly impacts your organization by ensuring you maintain a competitive edge in the marketplace. Research shows that organizations with effective HR talent acquisition functions experience lower employee turnover rates, which translates to reduced hiring costs and higher productivity. By aligning recruitment strategies with business objectives, your talent acquisition services improve employee engagement and satisfaction, nurturing a positive workplace culture. Utilizing data-driven approaches, like tracking time to hire and candidate experience ratings, enables your talent acquisition team to refine hiring processes continuously. Organizations that prioritize building a world-class talent acquisition team often enjoy improved employer branding, leading to faster fill rates for vacancies and a more robust pipeline of qualified candidates. This ultimately drives long-term organizational success. Key Components of an Effective Talent Acquisition Team An effective talent acquisition team consists of various roles that work together to streamline the hiring process and improve collaboration. A well-defined recruiting team structure includes recruiters, coordinators, branding specialists, and analysts, each covering fundamental aspects of recruitment. This teamwork aligns recruitment strategies with business goals, ensuring that efforts reflect the organization’s culture and long-term objectives. Continuous training in sourcing, candidate engagement, and technology is vital for maintaining high standards in human resources talent acquisition. By utilizing data analytics, the team can track key performance metrics, like time to hire and candidate experience ratings, allowing for process refinement. Furthermore, incorporating an employer value proposition (EVP) into recruitment messaging helps attract top talent, clearly defining why your talent acquisition company is an appealing place to work. These elements collectively improve the effectiveness of your talent acquisition team, leading to better hiring outcomes. Candidate-Facing Teams: The Frontline of Recruitment In today’s competitive job market, candidate-facing teams serve as the frontline of recruitment, crucial for building and nurturing a robust talent pipeline. As a member of a talent acquisition agency or talent sourcing company, you’ll recognize the importance of these teams in optimizing the candidate experience. They maintain a steady flow of qualified candidates through strategic sourcing. Technology-driven coordination improves communication and streamlines logistics. Roles include sourcing specialists, recruitment coordinators, and employer branding professionals. Human oversight guarantees high recruitment standards during automating repetitive tasks. Business-Facing Teams: Aligning Recruitment With Business Goals As candidate-facing teams play a pivotal role in attracting talent, business-facing teams focus on aligning recruitment efforts with the broader objectives of the organization. These teams act as internal consultants, working closely with hiring managers to develop customized strategies that reflect specific business goals and organizational culture. Their comprehension of business nuances drives successful hiring outcomes, eventually supporting overall company initiatives. By integrating recruitment strategies with the organization’s culture, business-facing teams improve retention rates and employee engagement. They likewise engage in broader talent management practices, such as internal mobility, ensuring a holistic approach to workforce planning. Key Functions Impact on Recruitment Align with business goals Supports company initiatives Collaborate with hiring managers Customizes recruitment strategies Improve employee engagement Boosts retention rates Manage internal mobility Optimizes workforce planning This integration with candidate-facing and centralized functions optimizes the effectiveness of talent acquisition efforts. Centralized Functions: The Backbone of Talent Acquisition Centralized functions serve as the backbone of talent acquisition, streamlining various operations to improve recruitment efficiency across the organization. By managing technology, standardizing processes, and producing analytics, these functions elevate recruitment efforts considerably. Here are a few key aspects: Consistent Employer Brand: They maintain a uniform brand identity, ensuring messaging aligns with your organization’s values. Tailored Strategies: Centralized teams focus on early-in-career recruiting, crafting distinct marketing and assessment strategies to attract new talent. Strategic Executive Recruiting: They employ high-touch engagement tactics for in-house executive recruitment, crucial for attracting top-level candidates. Support for Teams: By assisting both candidate-facing and business-facing teams, centralized functions boost overall recruitment efficiency. Ultimately, these centralized functions are fundamental for creating a world-class talent acquisition organization, ensuring a cohesive approach to attracting and hiring the right talent. Understanding Employer Value Proposition (EVP) Comprehending your Employer Value Proposition (EVP) is vital for attracting and retaining top talent, as it defines what makes your organization unique in the competitive job market. An effective EVP highlights your unique benefits, including career pathways, compensation transparency, and organizational culture. Gathering feedback from employee surveys or focus groups is important for crafting an EVP that resonates with both current and prospective talent. By incorporating your EVP into recruitment campaigns, you improve the quality of applicants, as candidates are drawn to organizations that clearly articulate their offerings. Organizations with a strong EVP often experience lower turnover rates and higher employee engagement, nurturing a sense of belonging. Key Elements Benefits to Candidates Impact on Organization Career Pathways Growth opportunities Increased retention Compensation Transparency Trust and clarity Improved reputation Organizational Culture Strong community Higher engagement Importance of Data-Driven Recruitment Strategies Data-driven recruitment strategies are crucial for optimizing your hiring process. By tracking metrics like time to hire and cost per hire, you can make informed decisions that lead to better outcomes. Utilizing predictive analytics not just identifies bottlenecks but likewise helps you focus on the most effective recruitment channels, enhancing the quality of your hires considerably. Metrics for Success Even though many organizations rely on intuition and experience in their hiring processes, embracing metrics for success can greatly improve recruitment outcomes. By utilizing data-driven strategies, you can improve your hiring efficiency and make informed decisions. Here are some key metrics to evaluate: Time-to-hire: Organizations leveraging analytics can reduce this by 20%. Cost per hire: Tracking this helps identify budget inefficiencies. Candidate experience ratings: Surveys can improve satisfaction by up to 30%. Retention rates: Analyzing these can lead to a 50% reduction in turnover. Focusing on these metrics enables you to refine your strategies, resulting in more targeted recruitment efforts and higher quality hires over time. Embracing data is vital for long-term success in talent acquisition. Predictive Analytics Utilization How can organizations better anticipate their hiring needs and streamline their recruitment processes? By utilizing predictive analytics, companies can analyze historical data and trends to forecast hiring needs and identify potential talent shortages. This approach can boost time-to-fill rates by up to 30% by proactively sourcing candidates aligned with anticipated demand. Furthermore, data-driven strategies can improve candidate quality by 25%, allowing for precise targeting based on skills and past performance. Implementing predictive analytics tools can also reduce hiring costs by as much as 20%, focusing resources on high-potential candidates. In addition, these metrics enhance the candidate experience, providing insights into behaviors that lead to more personalized engagement throughout the recruitment process. Building a Positive Candidate Experience Creating a positive candidate experience is essential for attracting top talent and ensuring that candidates feel valued throughout the hiring process. Here are key elements to reflect on: Timely communication and feedback can reduce candidate drop-off rates by up to 40%. Streamlining the application process with user-friendly technology can decrease application time by 50%. Personalizing communication by addressing candidates by name improves their satisfaction and perception of your brand. Regular pulse surveys provide insights into candidate experiences, allowing for actionable improvements. Emphasizing Diversity, Equity, and Inclusion Initiatives Emphasizing Diversity, Equity, and Inclusion (DEI) initiatives in your talent acquisition strategy is crucial for creating a competitive advantage in today’s diverse marketplace. Implementing DEI can increase your likelihood of outperforming industry peers by 35%. Furthermore, organizations with diverse teams are 70% more likely to capture new markets. Here’s a quick overview of key DEI strategies: Strategy Impact Inclusive job postings Reduces bias in candidate selection Diverse hiring panels Promotes fairer evaluation processes Regular DEI audits Identifies and corrects biased practices Focus on retention Reduces employee turnover by 20% Creates employee loyalty Improves job satisfaction and commitment Leveraging Technology and Innovation in Talent Acquisition As organizations aim to improve their talent acquisition processes, leveraging technology and innovation has become essential for staying competitive in the job market. Here are some key ways to improve your approach: AI-driven tools: Automate repetitive tasks, allowing you to focus on relationship building and strategic decision-making. Applicant Tracking Systems (ATS): Utilize advanced resume parsing to streamline recruitment, reducing manual evaluations and saving time. Candidate Relationship Management: Nurture talent pipelines to engage potential candidates, maintaining interest even before positions open. Data Analytics: Track metrics like time to hire and candidate experience ratings, providing insights that drive ongoing improvement. Incorporating these technologies not only boosts efficiency but also improves the candidate experience, positioning your organization as an attractive employer. Continuous Improvement and Adaptation in Talent Acquisition Processes To improve your talent acquisition processes, you’re going to want to embrace data-driven decisions and cultivate agile methodologies. Regularly analyzing metrics like time to hire and candidate experience can pinpoint areas for improvement, as you adapt to labor market changes guarantees you attract a diverse pool of candidates. Embrace Data-Driven Decisions Incorporating data-driven decisions into your talent acquisition strategy can greatly improve recruitment outcomes. By tracking key metrics, you can enhance your processes and align them with organizational needs. Consider these points: Monitor time to hire and cost per hire for efficiency. Analyze candidate experience ratings to boost satisfaction. Use analytics to optimize job descriptions with effective keywords. Align recruitment campaigns with DEIB initiatives to promote diversity. Establishing dashboards with tools like Tableau or Energy BI can provide real-time insights, allowing for informed decision-making. Regular analysis of recruitment data helps identify trends and bottlenecks, enabling you to adjust sourcing strategies and improve targeting. Embracing data-driven decisions guarantees continuous improvement and adaptation in your talent acquisition efforts. Foster Agile Methodologies Nurturing agile methodologies in your talent acquisition processes means prioritizing continuous improvement and adaptability. By regularly collecting and analyzing recruitment metrics, you can adjust strategies based on real-time data. Implementing iterative cycles, or sprints, allows you to test and refine sourcing techniques efficiently. Agile Practices Benefits Regular Feedback Improves candidate and hiring manager satisfaction Cross-Functional Teams Cultivates collaboration and responsiveness Iterative Processes Enables quick adaptation to market changes Embracing these agile frameworks helps you stay ahead of shifting labor market dynamics, ensuring you proactively address challenges in sourcing diverse talent. In the end, this approach leads to a more effective, integrated talent acquisition strategy. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are vital for effective hiring. First, you need the right Candidate with the necessary qualifications and experience. Next, evaluate Competency to guarantee candidates can perform required tasks. Compatibility is critical; candidates should align with your organization’s values and culture for better retention. Then, assess Capacity to see if they can grow within the company. Finally, consider Cost to maintain budget efficiency during the recruitment process. What Are the 3 C’s of Talent Management? The 3 C’s of Talent Management are Competence, Commitment, and Culture. Competence involves ensuring employees have the necessary skills through training and development. Commitment reflects how engaged and motivated employees feel, which can be improved by nurturing a strong employer brand and a positive workplace. Culture comprises the shared values and beliefs that shape employee interactions. Integrating these elements creates a cohesive strategy that improves performance, reduces turnover, and supports organizational goals. What Are the 3 P’s of Recruitment? The 3 P’s of recruitment are People, Process, and Performance. People refers to the team members, like recruiters and coordinators, who attract and select candidates. Process involves the systematic steps taken in recruitment, ensuring efficiency and consistency from job postings to onboarding. Performance measures the effectiveness of recruitment efforts through metrics, such as time-to-fill and candidate experience ratings. Effectively aligning these elements is essential for hiring top talent and improving overall organizational success. What Are the 5 Core Functions of Talent Management? The five core functions of talent management are workforce planning, recruitment, performance management, employee development, and succession planning. You start by analyzing current talent and forecasting future needs in workforce planning. Recruitment aims to attract candidates who fit your company culture. Performance management sets clear expectations and provides feedback. Employee development focuses on training to improve skills, whereas succession planning prepares for future leadership roles, ensuring your organization remains competitive and effective. Conclusion In summary, an effective talent acquisition team plays an essential role in organizational success by blending diverse roles and aligning recruitment strategies with business goals. By nurturing a positive candidate experience, emphasizing diversity and inclusion, and leveraging technology, these teams improve their efficiency and attract top talent. Continuous training and data analytics further support their adaptability and performance tracking. Finally, a well-structured talent acquisition team leads to lower turnover rates and contributes greatly to an organization’s overall success. Image via Google Gemini and ArtSmart This article, "What Makes an Effective Talent Acquisition Team?" was first published on Small Business Trends View the full article

An effective talent acquisition team is crucial for any organization aiming for success. It relies on diverse roles like recruiters and branding specialists who work together to align strategies with business goals. Continuous training in sourcing and candidate engagement improves efficiency. Furthermore, a strong employer value proposition and a focus on the candidate experience can greatly impact turnover rates. Comprehending these components can transform your approach to talent acquisition and set your organization apart in a competitive market. Key Takeaways An effective talent acquisition team aligns recruitment strategies with organizational goals, ensuring a cohesive approach to attracting top talent. Diverse roles within the team, including recruiters and branding specialists, enhance efficiency and candidate engagement throughout the hiring process. Continuous training in sourcing techniques and technology is essential for maintaining high recruitment standards and adapting to industry changes. Data-driven analytics track key performance metrics, enabling the team to refine processes and improve candidate experiences systematically. Strong employer branding and a positive candidate experience foster robust talent pipelines and reduce turnover rates. The Role of Talent Acquisition in Organizational Success Talent acquisition plays a pivotal role in driving organizational success, as it focuses on attracting and retaining top talent that aligns with the company’s goals and culture. A strong talent acquisition team directly impacts your organization by ensuring you maintain a competitive edge in the marketplace. Research shows that organizations with effective HR talent acquisition functions experience lower employee turnover rates, which translates to reduced hiring costs and higher productivity. By aligning recruitment strategies with business objectives, your talent acquisition services improve employee engagement and satisfaction, nurturing a positive workplace culture. Utilizing data-driven approaches, like tracking time to hire and candidate experience ratings, enables your talent acquisition team to refine hiring processes continuously. Organizations that prioritize building a world-class talent acquisition team often enjoy improved employer branding, leading to faster fill rates for vacancies and a more robust pipeline of qualified candidates. This ultimately drives long-term organizational success. Key Components of an Effective Talent Acquisition Team An effective talent acquisition team consists of various roles that work together to streamline the hiring process and improve collaboration. A well-defined recruiting team structure includes recruiters, coordinators, branding specialists, and analysts, each covering fundamental aspects of recruitment. This teamwork aligns recruitment strategies with business goals, ensuring that efforts reflect the organization’s culture and long-term objectives. Continuous training in sourcing, candidate engagement, and technology is vital for maintaining high standards in human resources talent acquisition. By utilizing data analytics, the team can track key performance metrics, like time to hire and candidate experience ratings, allowing for process refinement. Furthermore, incorporating an employer value proposition (EVP) into recruitment messaging helps attract top talent, clearly defining why your talent acquisition company is an appealing place to work. These elements collectively improve the effectiveness of your talent acquisition team, leading to better hiring outcomes. Candidate-Facing Teams: The Frontline of Recruitment In today’s competitive job market, candidate-facing teams serve as the frontline of recruitment, crucial for building and nurturing a robust talent pipeline. As a member of a talent acquisition agency or talent sourcing company, you’ll recognize the importance of these teams in optimizing the candidate experience. They maintain a steady flow of qualified candidates through strategic sourcing. Technology-driven coordination improves communication and streamlines logistics. Roles include sourcing specialists, recruitment coordinators, and employer branding professionals. Human oversight guarantees high recruitment standards during automating repetitive tasks. Business-Facing Teams: Aligning Recruitment With Business Goals As candidate-facing teams play a pivotal role in attracting talent, business-facing teams focus on aligning recruitment efforts with the broader objectives of the organization. These teams act as internal consultants, working closely with hiring managers to develop customized strategies that reflect specific business goals and organizational culture. Their comprehension of business nuances drives successful hiring outcomes, eventually supporting overall company initiatives. By integrating recruitment strategies with the organization’s culture, business-facing teams improve retention rates and employee engagement. They likewise engage in broader talent management practices, such as internal mobility, ensuring a holistic approach to workforce planning. Key Functions Impact on Recruitment Align with business goals Supports company initiatives Collaborate with hiring managers Customizes recruitment strategies Improve employee engagement Boosts retention rates Manage internal mobility Optimizes workforce planning This integration with candidate-facing and centralized functions optimizes the effectiveness of talent acquisition efforts. Centralized Functions: The Backbone of Talent Acquisition Centralized functions serve as the backbone of talent acquisition, streamlining various operations to improve recruitment efficiency across the organization. By managing technology, standardizing processes, and producing analytics, these functions elevate recruitment efforts considerably. Here are a few key aspects: Consistent Employer Brand: They maintain a uniform brand identity, ensuring messaging aligns with your organization’s values. Tailored Strategies: Centralized teams focus on early-in-career recruiting, crafting distinct marketing and assessment strategies to attract new talent. Strategic Executive Recruiting: They employ high-touch engagement tactics for in-house executive recruitment, crucial for attracting top-level candidates. Support for Teams: By assisting both candidate-facing and business-facing teams, centralized functions boost overall recruitment efficiency. Ultimately, these centralized functions are fundamental for creating a world-class talent acquisition organization, ensuring a cohesive approach to attracting and hiring the right talent. Understanding Employer Value Proposition (EVP) Comprehending your Employer Value Proposition (EVP) is vital for attracting and retaining top talent, as it defines what makes your organization unique in the competitive job market. An effective EVP highlights your unique benefits, including career pathways, compensation transparency, and organizational culture. Gathering feedback from employee surveys or focus groups is important for crafting an EVP that resonates with both current and prospective talent. By incorporating your EVP into recruitment campaigns, you improve the quality of applicants, as candidates are drawn to organizations that clearly articulate their offerings. Organizations with a strong EVP often experience lower turnover rates and higher employee engagement, nurturing a sense of belonging. Key Elements Benefits to Candidates Impact on Organization Career Pathways Growth opportunities Increased retention Compensation Transparency Trust and clarity Improved reputation Organizational Culture Strong community Higher engagement Importance of Data-Driven Recruitment Strategies Data-driven recruitment strategies are crucial for optimizing your hiring process. By tracking metrics like time to hire and cost per hire, you can make informed decisions that lead to better outcomes. Utilizing predictive analytics not just identifies bottlenecks but likewise helps you focus on the most effective recruitment channels, enhancing the quality of your hires considerably. Metrics for Success Even though many organizations rely on intuition and experience in their hiring processes, embracing metrics for success can greatly improve recruitment outcomes. By utilizing data-driven strategies, you can improve your hiring efficiency and make informed decisions. Here are some key metrics to evaluate: Time-to-hire: Organizations leveraging analytics can reduce this by 20%. Cost per hire: Tracking this helps identify budget inefficiencies. Candidate experience ratings: Surveys can improve satisfaction by up to 30%. Retention rates: Analyzing these can lead to a 50% reduction in turnover. Focusing on these metrics enables you to refine your strategies, resulting in more targeted recruitment efforts and higher quality hires over time. Embracing data is vital for long-term success in talent acquisition. Predictive Analytics Utilization How can organizations better anticipate their hiring needs and streamline their recruitment processes? By utilizing predictive analytics, companies can analyze historical data and trends to forecast hiring needs and identify potential talent shortages. This approach can boost time-to-fill rates by up to 30% by proactively sourcing candidates aligned with anticipated demand. Furthermore, data-driven strategies can improve candidate quality by 25%, allowing for precise targeting based on skills and past performance. Implementing predictive analytics tools can also reduce hiring costs by as much as 20%, focusing resources on high-potential candidates. In addition, these metrics enhance the candidate experience, providing insights into behaviors that lead to more personalized engagement throughout the recruitment process. Building a Positive Candidate Experience Creating a positive candidate experience is essential for attracting top talent and ensuring that candidates feel valued throughout the hiring process. Here are key elements to reflect on: Timely communication and feedback can reduce candidate drop-off rates by up to 40%. Streamlining the application process with user-friendly technology can decrease application time by 50%. Personalizing communication by addressing candidates by name improves their satisfaction and perception of your brand. Regular pulse surveys provide insights into candidate experiences, allowing for actionable improvements. Emphasizing Diversity, Equity, and Inclusion Initiatives Emphasizing Diversity, Equity, and Inclusion (DEI) initiatives in your talent acquisition strategy is crucial for creating a competitive advantage in today’s diverse marketplace. Implementing DEI can increase your likelihood of outperforming industry peers by 35%. Furthermore, organizations with diverse teams are 70% more likely to capture new markets. Here’s a quick overview of key DEI strategies: Strategy Impact Inclusive job postings Reduces bias in candidate selection Diverse hiring panels Promotes fairer evaluation processes Regular DEI audits Identifies and corrects biased practices Focus on retention Reduces employee turnover by 20% Creates employee loyalty Improves job satisfaction and commitment Leveraging Technology and Innovation in Talent Acquisition As organizations aim to improve their talent acquisition processes, leveraging technology and innovation has become essential for staying competitive in the job market. Here are some key ways to improve your approach: AI-driven tools: Automate repetitive tasks, allowing you to focus on relationship building and strategic decision-making. Applicant Tracking Systems (ATS): Utilize advanced resume parsing to streamline recruitment, reducing manual evaluations and saving time. Candidate Relationship Management: Nurture talent pipelines to engage potential candidates, maintaining interest even before positions open. Data Analytics: Track metrics like time to hire and candidate experience ratings, providing insights that drive ongoing improvement. Incorporating these technologies not only boosts efficiency but also improves the candidate experience, positioning your organization as an attractive employer. Continuous Improvement and Adaptation in Talent Acquisition Processes To improve your talent acquisition processes, you’re going to want to embrace data-driven decisions and cultivate agile methodologies. Regularly analyzing metrics like time to hire and candidate experience can pinpoint areas for improvement, as you adapt to labor market changes guarantees you attract a diverse pool of candidates. Embrace Data-Driven Decisions Incorporating data-driven decisions into your talent acquisition strategy can greatly improve recruitment outcomes. By tracking key metrics, you can enhance your processes and align them with organizational needs. Consider these points: Monitor time to hire and cost per hire for efficiency. Analyze candidate experience ratings to boost satisfaction. Use analytics to optimize job descriptions with effective keywords. Align recruitment campaigns with DEIB initiatives to promote diversity. Establishing dashboards with tools like Tableau or Energy BI can provide real-time insights, allowing for informed decision-making. Regular analysis of recruitment data helps identify trends and bottlenecks, enabling you to adjust sourcing strategies and improve targeting. Embracing data-driven decisions guarantees continuous improvement and adaptation in your talent acquisition efforts. Foster Agile Methodologies Nurturing agile methodologies in your talent acquisition processes means prioritizing continuous improvement and adaptability. By regularly collecting and analyzing recruitment metrics, you can adjust strategies based on real-time data. Implementing iterative cycles, or sprints, allows you to test and refine sourcing techniques efficiently. Agile Practices Benefits Regular Feedback Improves candidate and hiring manager satisfaction Cross-Functional Teams Cultivates collaboration and responsiveness Iterative Processes Enables quick adaptation to market changes Embracing these agile frameworks helps you stay ahead of shifting labor market dynamics, ensuring you proactively address challenges in sourcing diverse talent. In the end, this approach leads to a more effective, integrated talent acquisition strategy. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are vital for effective hiring. First, you need the right Candidate with the necessary qualifications and experience. Next, evaluate Competency to guarantee candidates can perform required tasks. Compatibility is critical; candidates should align with your organization’s values and culture for better retention. Then, assess Capacity to see if they can grow within the company. Finally, consider Cost to maintain budget efficiency during the recruitment process. What Are the 3 C’s of Talent Management? The 3 C’s of Talent Management are Competence, Commitment, and Culture. Competence involves ensuring employees have the necessary skills through training and development. Commitment reflects how engaged and motivated employees feel, which can be improved by nurturing a strong employer brand and a positive workplace. Culture comprises the shared values and beliefs that shape employee interactions. Integrating these elements creates a cohesive strategy that improves performance, reduces turnover, and supports organizational goals. What Are the 3 P’s of Recruitment? The 3 P’s of recruitment are People, Process, and Performance. People refers to the team members, like recruiters and coordinators, who attract and select candidates. Process involves the systematic steps taken in recruitment, ensuring efficiency and consistency from job postings to onboarding. Performance measures the effectiveness of recruitment efforts through metrics, such as time-to-fill and candidate experience ratings. Effectively aligning these elements is essential for hiring top talent and improving overall organizational success. What Are the 5 Core Functions of Talent Management? The five core functions of talent management are workforce planning, recruitment, performance management, employee development, and succession planning. You start by analyzing current talent and forecasting future needs in workforce planning. Recruitment aims to attract candidates who fit your company culture. Performance management sets clear expectations and provides feedback. Employee development focuses on training to improve skills, whereas succession planning prepares for future leadership roles, ensuring your organization remains competitive and effective. Conclusion In summary, an effective talent acquisition team plays an essential role in organizational success by blending diverse roles and aligning recruitment strategies with business goals. By nurturing a positive candidate experience, emphasizing diversity and inclusion, and leveraging technology, these teams improve their efficiency and attract top talent. Continuous training and data analytics further support their adaptability and performance tracking. Finally, a well-structured talent acquisition team leads to lower turnover rates and contributes greatly to an organization’s overall success. Image via Google Gemini and ArtSmart This article, "What Makes an Effective Talent Acquisition Team?" was first published on Small Business Trends View the full article

If you use Google Chrome, you should install the latest update ASAP. Google has issued a patch for a high-severity flaw that has been actively exploited in the wild—the first Chrome zero-day in 2026. What the Google Chrome patch fixesThe latest flaw, catalogued as CVE-2026-2441, is a use-after-free vulnerability in CSSFontFeatureValuesMap, Chrome's CSS font feature implementation. A use-after-free vulnerability is a flaw in which an application attempts to use memory after it has been released back to the system. This type of bug allows attackers to execute code, escalate privileges, cause app or system crashes, and leak sensitive data. CVE-2026-2441 would allow "a remote attacker to execute arbitrary code inside a sandbox via a crafted HTML page." Essentially, this means malicious HTML content could run code inside a Chrome tab, extension, or plugin. As Malwarebytes explains, this is dangerous because attackers can see or modify whatever the isolated browser tab (sandbox) can access, allowing actions like credential harvesting and traffic rerouting—even if it cannot escape to impact the whole operating system. Google said that this vulnerability has been exploited in the wild but hasn't provided any specific details as to how. The discovery has been attributed to Shaheen Fazim. What Chrome users need to doGoogle released a Stable channel update on Feb. 13 with a patch for this flaw. The latest versions of Chrome are 145.0.7632.75/76 for Windows and macOS and 144.0.7559.75 for Linux, so you'll want to ensure you are up to date. Go to the Chrome menu and select About Google Chrome to check which version you're on. Chrome updates automatically when you close and reopen the browser, but if you don't do that regularly, keep an eye out for pending updates in the top-right corner of your browser window. Apply these updates immediately by tapping the three dots and selecting the first menu item. Chrome will need to restart to complete the update. View the full article

Teachers’ unions say regulators should look at private equity giant’s apparent ‘lack of candour’ View the full article

SuiteConnect 2026 in New York was packed with announcements, but one theme kept coming up in every hallway conversation: small businesses want AI that saves real time without sacrificing accuracy. In this interview, I sat down with Evan Goldberg—Founder and Executive Vice President of Oracle NetSuite—to unpack what NetSuite’s newest AI features are designed to do in the day-to-day reality of running finance, sales, and operations. Evan walked through how NetSuite is using AI to monitor trends and variances, catch anomalies early, and move businesses closer to a “continuous close” where your numbers are reliable every single day—not weeks after month-end. We also covered AI-powered bank transaction matching, narrative reporting that turns dense dashboards into plain-language insights, Customer 360 summaries for faster context in sales and support, advanced pricing tools to protect margins across segments, and the SuiteCloud Developer Assistant aimed at making customization and script maintenance easier for lean teams. Here is a transcript of the above interview: Leland McFarland All right, I’m here at Suite Connect 2026 in New York with Evan Goldberg, the founder and executive vice president of Oracle NetSuite. Thank you for coming on. All right, so I’m to start off with some questions about AI innovation and efficiency. So the release mentioned monitoring trends and variance. Evan Goldberg Thanks for having me. Leland McFarland and showing net income impact. How does that help an owner catch problems early like expense creep, margin compression, or even revenue? Evan Goldberg Yeah, well, I real time information about your business is critical in, you know, for companies that are moving really fast and things are changing in their environment really fast. And so one of the things that we’re really focused on is using AI to help catch anomalies quickly, to help you reconcile your accounts really quickly, just getting you that sort of continuous close. So you don’t just have best information about your business just at that one time, actually when it’s already outdated, know several days or weeks after the close, but really every single day you can rely on you run an income statement and it’s correct and it’s giving you that. Having accurate information every day is certainly the first element of being able to spot trends. Leland McFarland Yeah, definitely. What does detailed drill down into transaction data look like in practice? How quickly can a controller trace an anomaly from summary transaction to root? Evan Goldberg Yeah. Well, you know, it’s all happening right within NetSuite. It’s not an extraction of the data that it’s doing the analysis on. It’s that real-time data. So anything that it finds is linked directly to the actual transaction. And if you make a change, choose the recommended change, that’s updating your financials in real time. it’s kind of immediately you can see the impact. of changes that you make. again, it’s again about this sort of all one real time system, a single source of truth that you’re operating on and doing it in real time. Leland McFarland That sounds great. So many SMBs lose hours each week matching deposit fees and payouts. Where do you expect the biggest time savings are going to be coming from? Evan Goldberg I mean, you know, what we hear from our customers is they definitely spend a lot of time dealing with the bank and getting reconciliations correct and being able to know exactly what their cash position is. And that drives a lot of different things, like when you can make certain investments, when you’re going to be paying certain payables that you have, all that is driven by your cash position. So I think, you know, the manual sort of labor in maintaining your bank accounts is something that we’re really, really focused on. Leland McFarland So what are the most common bank reconciliation pain points you designed? this AI powered bank transaction matching for And how does a AI handle? Evan Goldberg Yeah. Well, again, there’s not sometimes not an exact obvious match between the transactions from the bank and the transactions in that suite. And so that’s where the AI can come in and figure out if multiple transactions were grouped together or other ways that there might be discrepancies. Again, the fewer that you sort of have to manually look at and try to understand the more the more time you’re going to save. And I think in the past, a rules-based approach could only do so much. AI isn’t always right, it is quickly able to find at least the potential answers, the potential matches, so you don’t have to dig through reports. And that’s a big time. Leland McFarland Yeah, and I can imagine not having to set up those rules, really nice, AI just does it, and it could get you 90 % of the way there, and then potentially also learn where it went wrong. Evan Goldberg mean definitely adaptability. These are learning systems. They should be learning every time you say this is the actual match. You should learn from that and the next time it will be. Leland McFarland Definitely. What controls are built in so small businesses can trust auto matching without increasing risk? Evan Goldberg Well, I mean the number one thing that’s built in is you know, have 43,000 customers So who are trying it on so many customers that we’re getting you know Massive experience to make sure it is doing the right thing. Just as we talked about We allow you to look you know, if there’s if there’s any question, you know We kind of let you look at it and and make sure you You sort of agree. So I think the human in the loop doing that at the right time, because obviously you don’t want a human in the loop all the time, that sort of erodes the benefit of AI. But having a human in the loop at the right time when there is some ambiguity or question is striking that right balance between automation and correctness. certainly we deeply understand how much our customers rely on NetSuite for accuracy. And that’s a guiding principle for us in everything we do. Leland McFarland All right, moving on to AI generated reports narratives. SMB owners often don’t have time to interpret dashboards. What kinds of reports will benefit most from AI narratives? Evan Goldberg Yeah, well, I mean, I think it’s the reports that are most connected to your business success. So certainly your sales reports are critical. Those are some of the first ones that we’re really been focused on improving and making more flexible and giving you this great sort of AI driven insight. And then on the flip side is your profitability. So is revenue the sales reports, is profitability with your income statement? That’s a critical one to understand. Your aging reports, again, that can be a lot of numbers. You have a lot of customers with a lot of invoices or you have a lot of vendors with a of bills that you’re paying. Being able to understand where your receivables are causing a problem. If you have a day sales outstanding that you don’t… ⁓ think is really where you want it to be or it’s above sort of the industry standard, you know, we can pinpoint that for you, but then also by analyzing these reports like the aging reports, we can help you identify where you may have opportunities to lower that DSL. Leland McFarland How do you ensure the narrative is grounded in numbers and not overconfident? What’s the best practice for reviewing approvals in a small team? Evan Goldberg Right. Well, narratives and approvals are sort of two different areas for us. mean, the narratives, again, we’re on this journey with our customers. We’re continually improving. are, again, running it with thousands of customers, getting their feedback. That’s how they’re going to get better and better. We think they’re already there starting pretty good. ⁓ And then on approvals, it’s a similar process to otherwise where we’re tuning the system to understand, certainly a simple thing is larger approvals need more scrutiny, may need more human in the loop. so there’s a tension here, again, between automation and trust and accuracy. And by testing these, ⁓ improvements carefully with a representative set of customers. That’s how we think we’re going to get that balance right. Leland McFarland Are there guardrails to combat like hallucinations or anything like that when it comes to the AI data and can we come up with these narrative reports? Evan Goldberg Mm-hmm. Yeah, that’s a great question. Again, we are not releasing these features without a substantial amount of testing to show that they’re working for customers. AI is a different type of technology that we’re all sort of getting familiar with in real time on the fly about how, first of all, to make sure that it is as accurate as possible to be able to ⁓ identify places where it’s not accurate. It’s just like having a human analyst. I’m sure all of us have experience where you ask someone for a report and they bring you the report and it’s not quite the report you expected or the numbers weren’t calculated the way you were going to expect them. They’re not perfect either. so we’re just trying to, but if we can greatly improve on the accuracy that you’re getting right now when you’re analysts to do this or an accountant to do this or whatever, then that’s gonna be a big plus and you’ll get the information faster and it often will be more comprehensive. Leland McFarland For small support and sales teams, what’s the simplest way to use role-based summaries to reduce handling time and avoid dropouts? Evan Goldberg Yeah. Well, I mean, these sales orders, for example, can be extremely complex. They have lots of items on them. Those items have lots of options on them. And, you know, if it’s for, you know, a lot of times it’s for a critical customer. So having AI be able to see, you know, the entire sales order, for example, and all the elements of it, and basically just give you checks. Have you done, you know, have you had a list? This item seems to be delayed. What are you going to do about it? And do that proactively. So for an individual salesperson managing a lot of different orders, AI can be sort of that helpful coworker that’s looking at all of them, looking at how they’re proceeding and making sure they’re proceeding the way that you want them to. And again, you can continually sort of tune your helpful coworker and say, this is what I think is most important. This is what to look out for. And it’s going to be doing that 24 seven when you sleep. Leland McFarland I do love that aspect about it. It never sleeps. Evan Goldberg Hahaha. Leland McFarland All right, what does the new NetSuite Customer 360 add that a small business would actually notice day to day? Evan Goldberg Well, I think we’re just bringing more and more information from all different parts of the suite. mean, what excites me and I think our customers that have used it about Customer 360 is that NetSuite is a comprehensive system that deals with so many different aspects of your customer interactions from the moment they sort of come and ask to see your product or service and you give them a quote and then eventually you get the order, but then they’re You know, you have to fulfill the order you may have to support that customer. You obviously have to collect the cash. mean, being able to see that everywhere. And so what we’re doing with customer 360 is continuously bringing more and more of that information right at your fingertips and using AI. The more the information there is, the harder it is to sort of page through everything. So that’s where AI summaries can be so critical because they can hone in on What are the key things that maybe are different about this customer or that are worthy of your attention? So you don’t have to scroll through every single screen because there is a lot of data there. Leland McFarland All right, so moving on to AI assisted advanced pricing. Small businesses struggle to maintain margin consistency across channels and segments. How does AI assisted advanced pricing help ensure the right price shows up on every single quote? Evan Goldberg Well, we were really excited to show that vision today. Advanced pricing just gives you fine grain control. NetSuite’s always had sophisticated pricing where you can price by customer segment. But now we’ve added the ability to do cost plus pricing, which really maintains that price over the long term to maintain your margin. AI can help you to design your pricing strategies. We’ve been showing where AI can monitor competitive pricing and alert you and then help you develop promotional pricing over particular dates that might help you with competitors. You’re right that pricing is a strategic asset to not only help you be as profitable as you can be, but also grow your revenue and get new customers in the door as effectively as possible. Leland McFarland All right, the release mentioned pricing by date range, assortment, and customer segment. What’s a practical SMB use case for this kind of feature? Evan Goldberg Well, everybody wants to make a price that’s right for that customer based on their profile and ultimately sort of, a lot of different attributes for different customers. So customer specific pricing on the other hand is, can be complex to maintain. The more fine grained you make it, you could have a price list for every single customer and have every single one be different. That’s a lot to maintain. AI can just help you. ⁓ be more fine-grained about pricing and yet not have to do a lot of manual pricing. And that’s just gonna, again, help increase your sales, but also help maintain great profits. Leland McFarland All right, moving on to sweet cloud developer assistant. Many SMBs have one admin or rely on partners. How does developer assistance reduce the cost and time of customization and integration without increasing risk? Evan Goldberg No, that’s a great point. We try to make it as easy to customize NetSuite as possible, but a lot of small companies have big ambitions to really make the system be very powerful, tailored specifically for them and their needs. so yeah, in the past, sometimes you can see that admin’s list of to-dos got very, very large. So it’s not like you’re going to replace that admin, but you are going to make that admin way more effective. go from idea of customization to execution in turbo speed, way, way faster than they ever could before. And that’s just going to help them be able to work down that list of enhancements that you want to make to your NetSuite instance and also help maintain them. Because again, AI will always be able to look at the things that it did months or years ago and help you fix them as you know. You have turnover in your IT department sometimes, have turnover in partners, but there’s sort of no turnover in AI, for lack of a better word. Leland McFarland And I know I’ve done the tech side of things and it can be daunting with the list of tasks and AI has been a big huge help. Evan Goldberg Yeah, and mean, it’s just that’s what it’s really about. mean, people spend an enormous amount of time working on urgent issues, but they have this big important list that they never seem to get to. And it’s again, it’s not about replacing those people, but having those people be able to spend more time on those important long term tasks that they never seem Leland McFarland Exactly. All right. Now on NetSuite EPM planning agent, SMBs want faster planning without hiring FP and A staff. What kind of questions can an owner ask in a natural language that produces immediate value? Evan Goldberg Right. mean, we, um, that’s a pretty, there’s a pretty deep examples there. mean, EPM is a very sophisticated product, uh, built for enterprises scale down to where it work for NetSuite. And one of the most exciting things about it now is even scale down. It’s, can be a daunting process, a product to adopt for NetSuite users. And so the more AI we’re building in, the easier it is to adopt the tool to set it up. have now a great, for example, account reconciliation. a setup assistant for EPM to just make it much easier to set up account reconciliation. I think one of the things we talked a lot about in AI is the ability to give you great answers or automate things, but there’s an equal capability to just help you implement and help relatively non-technical people take these sophisticated products and make them work within their business. So that’s sort of where we’re focused on. And it’s just going to be easier to get EPM up and running. in your company when you need that level of sophistication. Leland McFarland What’s a safe starter use you would recommend? Writing scripts, generating documents, when it comes to the sweet cloud developer system. Evan Goldberg That’s a great question. I think… I think it’s great for writing scripts, there’s no doubt about it. I should say that one of the issues that some customers have is they have a lot of sweet script already. It’s been written by multiple people. Maybe some of it was written by a partner, some written by people in your company, those people may have left, et cetera. mentioned that. The ability for the developer assistant to just go through everything you have and better document it, better comment it, everybody knows. who writes code that, know, commenting is often minimal, let’s say, but AI can understand the code deeply and the maintenance of that code is just, you know, that headache again, is gonna just free up more time to do new things. And then, yet when it comes to writing your next script, Suite Cloud Developer Assistant is gonna not only make it faster, but it’s gonna automatically write unit tests for you. So the code is gonna come out sort of much more ready. for prime time and maybe in the past. Leland McFarland So last year at Sweet World 2025, it was announced that a company co-founded by Tom Holland Bureau is using NetSuite. Now here you released something that said, you did a release that said that a company co-founded by Robert Downey Jr. is using NetSuite. Happy, are you kind of going for like an epic Marvel collection? Is Chris Hemsworth? Evan Goldberg Maybe, but that would probably not be a great business strategy. It’d be good for our events. yeah, requiring our customers to have a celebrity co-founder is probably just too high a bar. Leland McFarland Perfect. All right, well, that’s what I got for you. Thank you for dealing with all the barrage questions that had. Evan Goldberg Appreciate it. Well, thanks for having me. I really enjoyed it. What stood out most in this conversation is that NetSuite’s AI direction isn’t about flashy demos—it’s about compressing the time between “something changed” and “you know what to do about it.” From real-time anomaly detection and faster reconciliations to narratives grounded in financial reports and role-based summaries that act like a tireless coworker, the goal is clear: fewer hours lost to manual work and more confidence in the numbers driving decisions. Evan also emphasized the balance small businesses care about most—automation with trust. Human-in-the-loop review where it matters, testing at scale across thousands of customers, and AI that learns from corrections are all positioned as guardrails to keep accuracy front and center. And for companies with big ambitions but small teams, tools like advanced pricing and the SuiteCloud Developer Assistant may be the difference between “we want to do this” and “we actually shipped it.” Thanks again to Evan Goldberg for joining me at SuiteConnect 2026—and if you’re a small business owner trying to move faster with fewer resources, this is an interview worth digging into. This article, "Interview with Evan Goldberg – Founder & EVP of Oracle NetSuite" was first published on Small Business Trends View the full article

SuiteConnect 2026 in New York was packed with announcements, but one theme kept coming up in every hallway conversation: small businesses want AI that saves real time without sacrificing accuracy. In this interview, I sat down with Evan Goldberg—Founder and Executive Vice President of Oracle NetSuite—to unpack what NetSuite’s newest AI features are designed to do in the day-to-day reality of running finance, sales, and operations. Evan walked through how NetSuite is using AI to monitor trends and variances, catch anomalies early, and move businesses closer to a “continuous close” where your numbers are reliable every single day—not weeks after month-end. We also covered AI-powered bank transaction matching, narrative reporting that turns dense dashboards into plain-language insights, Customer 360 summaries for faster context in sales and support, advanced pricing tools to protect margins across segments, and the SuiteCloud Developer Assistant aimed at making customization and script maintenance easier for lean teams. Here is a transcript of the above interview: Leland McFarland All right, I’m here at Suite Connect 2026 in New York with Evan Goldberg, the founder and executive vice president of Oracle NetSuite. Thank you for coming on. All right, so I’m to start off with some questions about AI innovation and efficiency. So the release mentioned monitoring trends and variance. Evan Goldberg Thanks for having me. Leland McFarland and showing net income impact. How does that help an owner catch problems early like expense creep, margin compression, or even revenue? Evan Goldberg Yeah, well, I real time information about your business is critical in, you know, for companies that are moving really fast and things are changing in their environment really fast. And so one of the things that we’re really focused on is using AI to help catch anomalies quickly, to help you reconcile your accounts really quickly, just getting you that sort of continuous close. So you don’t just have best information about your business just at that one time, actually when it’s already outdated, know several days or weeks after the close, but really every single day you can rely on you run an income statement and it’s correct and it’s giving you that. Having accurate information every day is certainly the first element of being able to spot trends. Leland McFarland Yeah, definitely. What does detailed drill down into transaction data look like in practice? How quickly can a controller trace an anomaly from summary transaction to root? Evan Goldberg Yeah. Well, you know, it’s all happening right within NetSuite. It’s not an extraction of the data that it’s doing the analysis on. It’s that real-time data. So anything that it finds is linked directly to the actual transaction. And if you make a change, choose the recommended change, that’s updating your financials in real time. it’s kind of immediately you can see the impact. of changes that you make. again, it’s again about this sort of all one real time system, a single source of truth that you’re operating on and doing it in real time. Leland McFarland That sounds great. So many SMBs lose hours each week matching deposit fees and payouts. Where do you expect the biggest time savings are going to be coming from? Evan Goldberg I mean, you know, what we hear from our customers is they definitely spend a lot of time dealing with the bank and getting reconciliations correct and being able to know exactly what their cash position is. And that drives a lot of different things, like when you can make certain investments, when you’re going to be paying certain payables that you have, all that is driven by your cash position. So I think, you know, the manual sort of labor in maintaining your bank accounts is something that we’re really, really focused on. Leland McFarland So what are the most common bank reconciliation pain points you designed? this AI powered bank transaction matching for And how does a AI handle? Evan Goldberg Yeah. Well, again, there’s not sometimes not an exact obvious match between the transactions from the bank and the transactions in that suite. And so that’s where the AI can come in and figure out if multiple transactions were grouped together or other ways that there might be discrepancies. Again, the fewer that you sort of have to manually look at and try to understand the more the more time you’re going to save. And I think in the past, a rules-based approach could only do so much. AI isn’t always right, it is quickly able to find at least the potential answers, the potential matches, so you don’t have to dig through reports. And that’s a big time. Leland McFarland Yeah, and I can imagine not having to set up those rules, really nice, AI just does it, and it could get you 90 % of the way there, and then potentially also learn where it went wrong. Evan Goldberg mean definitely adaptability. These are learning systems. They should be learning every time you say this is the actual match. You should learn from that and the next time it will be. Leland McFarland Definitely. What controls are built in so small businesses can trust auto matching without increasing risk? Evan Goldberg Well, I mean the number one thing that’s built in is you know, have 43,000 customers So who are trying it on so many customers that we’re getting you know Massive experience to make sure it is doing the right thing. Just as we talked about We allow you to look you know, if there’s if there’s any question, you know We kind of let you look at it and and make sure you You sort of agree. So I think the human in the loop doing that at the right time, because obviously you don’t want a human in the loop all the time, that sort of erodes the benefit of AI. But having a human in the loop at the right time when there is some ambiguity or question is striking that right balance between automation and correctness. certainly we deeply understand how much our customers rely on NetSuite for accuracy. And that’s a guiding principle for us in everything we do. Leland McFarland All right, moving on to AI generated reports narratives. SMB owners often don’t have time to interpret dashboards. What kinds of reports will benefit most from AI narratives? Evan Goldberg Yeah, well, I mean, I think it’s the reports that are most connected to your business success. So certainly your sales reports are critical. Those are some of the first ones that we’re really been focused on improving and making more flexible and giving you this great sort of AI driven insight. And then on the flip side is your profitability. So is revenue the sales reports, is profitability with your income statement? That’s a critical one to understand. Your aging reports, again, that can be a lot of numbers. You have a lot of customers with a lot of invoices or you have a lot of vendors with a of bills that you’re paying. Being able to understand where your receivables are causing a problem. If you have a day sales outstanding that you don’t… ⁓ think is really where you want it to be or it’s above sort of the industry standard, you know, we can pinpoint that for you, but then also by analyzing these reports like the aging reports, we can help you identify where you may have opportunities to lower that DSL. Leland McFarland How do you ensure the narrative is grounded in numbers and not overconfident? What’s the best practice for reviewing approvals in a small team? Evan Goldberg Right. Well, narratives and approvals are sort of two different areas for us. mean, the narratives, again, we’re on this journey with our customers. We’re continually improving. are, again, running it with thousands of customers, getting their feedback. That’s how they’re going to get better and better. We think they’re already there starting pretty good. ⁓ And then on approvals, it’s a similar process to otherwise where we’re tuning the system to understand, certainly a simple thing is larger approvals need more scrutiny, may need more human in the loop. so there’s a tension here, again, between automation and trust and accuracy. And by testing these, ⁓ improvements carefully with a representative set of customers. That’s how we think we’re going to get that balance right. Leland McFarland Are there guardrails to combat like hallucinations or anything like that when it comes to the AI data and can we come up with these narrative reports? Evan Goldberg Mm-hmm. Yeah, that’s a great question. Again, we are not releasing these features without a substantial amount of testing to show that they’re working for customers. AI is a different type of technology that we’re all sort of getting familiar with in real time on the fly about how, first of all, to make sure that it is as accurate as possible to be able to ⁓ identify places where it’s not accurate. It’s just like having a human analyst. I’m sure all of us have experience where you ask someone for a report and they bring you the report and it’s not quite the report you expected or the numbers weren’t calculated the way you were going to expect them. They’re not perfect either. so we’re just trying to, but if we can greatly improve on the accuracy that you’re getting right now when you’re analysts to do this or an accountant to do this or whatever, then that’s gonna be a big plus and you’ll get the information faster and it often will be more comprehensive. Leland McFarland For small support and sales teams, what’s the simplest way to use role-based summaries to reduce handling time and avoid dropouts? Evan Goldberg Yeah. Well, I mean, these sales orders, for example, can be extremely complex. They have lots of items on them. Those items have lots of options on them. And, you know, if it’s for, you know, a lot of times it’s for a critical customer. So having AI be able to see, you know, the entire sales order, for example, and all the elements of it, and basically just give you checks. Have you done, you know, have you had a list? This item seems to be delayed. What are you going to do about it? And do that proactively. So for an individual salesperson managing a lot of different orders, AI can be sort of that helpful coworker that’s looking at all of them, looking at how they’re proceeding and making sure they’re proceeding the way that you want them to. And again, you can continually sort of tune your helpful coworker and say, this is what I think is most important. This is what to look out for. And it’s going to be doing that 24 seven when you sleep. Leland McFarland I do love that aspect about it. It never sleeps. Evan Goldberg Hahaha. Leland McFarland All right, what does the new NetSuite Customer 360 add that a small business would actually notice day to day? Evan Goldberg Well, I think we’re just bringing more and more information from all different parts of the suite. mean, what excites me and I think our customers that have used it about Customer 360 is that NetSuite is a comprehensive system that deals with so many different aspects of your customer interactions from the moment they sort of come and ask to see your product or service and you give them a quote and then eventually you get the order, but then they’re You know, you have to fulfill the order you may have to support that customer. You obviously have to collect the cash. mean, being able to see that everywhere. And so what we’re doing with customer 360 is continuously bringing more and more of that information right at your fingertips and using AI. The more the information there is, the harder it is to sort of page through everything. So that’s where AI summaries can be so critical because they can hone in on What are the key things that maybe are different about this customer or that are worthy of your attention? So you don’t have to scroll through every single screen because there is a lot of data there. Leland McFarland All right, so moving on to AI assisted advanced pricing. Small businesses struggle to maintain margin consistency across channels and segments. How does AI assisted advanced pricing help ensure the right price shows up on every single quote? Evan Goldberg Well, we were really excited to show that vision today. Advanced pricing just gives you fine grain control. NetSuite’s always had sophisticated pricing where you can price by customer segment. But now we’ve added the ability to do cost plus pricing, which really maintains that price over the long term to maintain your margin. AI can help you to design your pricing strategies. We’ve been showing where AI can monitor competitive pricing and alert you and then help you develop promotional pricing over particular dates that might help you with competitors. You’re right that pricing is a strategic asset to not only help you be as profitable as you can be, but also grow your revenue and get new customers in the door as effectively as possible. Leland McFarland All right, the release mentioned pricing by date range, assortment, and customer segment. What’s a practical SMB use case for this kind of feature? Evan Goldberg Well, everybody wants to make a price that’s right for that customer based on their profile and ultimately sort of, a lot of different attributes for different customers. So customer specific pricing on the other hand is, can be complex to maintain. The more fine grained you make it, you could have a price list for every single customer and have every single one be different. That’s a lot to maintain. AI can just help you. ⁓ be more fine-grained about pricing and yet not have to do a lot of manual pricing. And that’s just gonna, again, help increase your sales, but also help maintain great profits. Leland McFarland All right, moving on to sweet cloud developer assistant. Many SMBs have one admin or rely on partners. How does developer assistance reduce the cost and time of customization and integration without increasing risk? Evan Goldberg No, that’s a great point. We try to make it as easy to customize NetSuite as possible, but a lot of small companies have big ambitions to really make the system be very powerful, tailored specifically for them and their needs. so yeah, in the past, sometimes you can see that admin’s list of to-dos got very, very large. So it’s not like you’re going to replace that admin, but you are going to make that admin way more effective. go from idea of customization to execution in turbo speed, way, way faster than they ever could before. And that’s just going to help them be able to work down that list of enhancements that you want to make to your NetSuite instance and also help maintain them. Because again, AI will always be able to look at the things that it did months or years ago and help you fix them as you know. You have turnover in your IT department sometimes, have turnover in partners, but there’s sort of no turnover in AI, for lack of a better word. Leland McFarland And I know I’ve done the tech side of things and it can be daunting with the list of tasks and AI has been a big huge help. Evan Goldberg Yeah, and mean, it’s just that’s what it’s really about. mean, people spend an enormous amount of time working on urgent issues, but they have this big important list that they never seem to get to. And it’s again, it’s not about replacing those people, but having those people be able to spend more time on those important long term tasks that they never seem Leland McFarland Exactly. All right. Now on NetSuite EPM planning agent, SMBs want faster planning without hiring FP and A staff. What kind of questions can an owner ask in a natural language that produces immediate value? Evan Goldberg Right. mean, we, um, that’s a pretty, there’s a pretty deep examples there. mean, EPM is a very sophisticated product, uh, built for enterprises scale down to where it work for NetSuite. And one of the most exciting things about it now is even scale down. It’s, can be a daunting process, a product to adopt for NetSuite users. And so the more AI we’re building in, the easier it is to adopt the tool to set it up. have now a great, for example, account reconciliation. a setup assistant for EPM to just make it much easier to set up account reconciliation. I think one of the things we talked a lot about in AI is the ability to give you great answers or automate things, but there’s an equal capability to just help you implement and help relatively non-technical people take these sophisticated products and make them work within their business. So that’s sort of where we’re focused on. And it’s just going to be easier to get EPM up and running. in your company when you need that level of sophistication. Leland McFarland What’s a safe starter use you would recommend? Writing scripts, generating documents, when it comes to the sweet cloud developer system. Evan Goldberg That’s a great question. I think… I think it’s great for writing scripts, there’s no doubt about it. I should say that one of the issues that some customers have is they have a lot of sweet script already. It’s been written by multiple people. Maybe some of it was written by a partner, some written by people in your company, those people may have left, et cetera. mentioned that. The ability for the developer assistant to just go through everything you have and better document it, better comment it, everybody knows. who writes code that, know, commenting is often minimal, let’s say, but AI can understand the code deeply and the maintenance of that code is just, you know, that headache again, is gonna just free up more time to do new things. And then, yet when it comes to writing your next script, Suite Cloud Developer Assistant is gonna not only make it faster, but it’s gonna automatically write unit tests for you. So the code is gonna come out sort of much more ready. for prime time and maybe in the past. Leland McFarland So last year at Sweet World 2025, it was announced that a company co-founded by Tom Holland Bureau is using NetSuite. Now here you released something that said, you did a release that said that a company co-founded by Robert Downey Jr. is using NetSuite. Happy, are you kind of going for like an epic Marvel collection? Is Chris Hemsworth? Evan Goldberg Maybe, but that would probably not be a great business strategy. It’d be good for our events. yeah, requiring our customers to have a celebrity co-founder is probably just too high a bar. Leland McFarland Perfect. All right, well, that’s what I got for you. Thank you for dealing with all the barrage questions that had. Evan Goldberg Appreciate it. Well, thanks for having me. I really enjoyed it. What stood out most in this conversation is that NetSuite’s AI direction isn’t about flashy demos—it’s about compressing the time between “something changed” and “you know what to do about it.” From real-time anomaly detection and faster reconciliations to narratives grounded in financial reports and role-based summaries that act like a tireless coworker, the goal is clear: fewer hours lost to manual work and more confidence in the numbers driving decisions. Evan also emphasized the balance small businesses care about most—automation with trust. Human-in-the-loop review where it matters, testing at scale across thousands of customers, and AI that learns from corrections are all positioned as guardrails to keep accuracy front and center. And for companies with big ambitions but small teams, tools like advanced pricing and the SuiteCloud Developer Assistant may be the difference between “we want to do this” and “we actually shipped it.” Thanks again to Evan Goldberg for joining me at SuiteConnect 2026—and if you’re a small business owner trying to move faster with fewer resources, this is an interview worth digging into. This article, "Interview with Evan Goldberg – Founder & EVP of Oracle NetSuite" was first published on Small Business Trends View the full article

Google is rolling out new more visibile links within AI Overviews and AI Mode. These new link cards appear in a pop-up window when you hover over them on desktop. They also show more prominent details about the website. Google was testing these earlier and now this new style is live. What it looks like. Here is a screenshot of these new link pop up menus on hover: What Google said. Google’s Robby Stein posted on X saying: “New on Search: In AI Overviews and AI Mode, groups of links will automatically appear in a pop-up as you hover over them on desktop, so you can jump right into a website to learn more. And we’ll show more descriptive and prominent link icons within the response across both desktop and mobile.” “Our testing shows this new UI is more engaging, making it easier to get to great content across the web.” Why we care. This new style does appear to encourage more clicks to websites and I do hope that we will see more traffic from Google’s AI experiences from these changes. Of course, we still have no way to measure this in Search Console. View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. Last-minute Presidents’ Day sales are the perfect time to stock up on gaming monitors that normally have a much higher price tag, and right now, an award-winning model from Alienware (dubbed “one of the best curved gaming monitors on the market” by PCMag) is $200 off. The Alienware 34 Curved QD-OLED Gaming Monitor is 28% off at $499.99 (originally $699.99), marking its lowest price ever as the holiday discounts wind down. Alienware 34 Curved QD-OLED Gaming Monitor $499.99 at Amazon $699.99 Save $200.00 Get Deal Get Deal $499.99 at Amazon $699.99 Save $200.00 This Alienware monitor, which earned a PCMag Editor’s Choice Award, sits on a sturdy V-shaped stand and has a curved 34-inch monitor with a 3440 by 1440 resolution and a 21:9 aspect ratio. Its curve isn’t as pronounced as some gaming monitors, such as the Corsair Xeneon Flex’s 800R curve; this one is 1800R, which reduces glare while deepening blacks and is ideal for those who don’t want overly dramatic curvature. It also features Alienvision, which lets you switch between four visual modes to tweak settings and maximize gameplay. Brightness is rated up to 1000 nits, and with a 165Hz refresh rate (10Hz less than its predecessor, but still excellent) and a competitive input lag of 1.4ms, it’s a popular choice for gamers seeking an immersive experience. Compared to its predecessor, this model swaps Nvidia G-Sync for AMD’s FreeSync Premium Pro. QD-OLED picture quality is this monitor’s main draw, giving users impressive contrast, true blacks, and dazzling colors for HDR gaming and strong performance in darker rooms. That said, it doesn’t have an HDMI 2.1 port. For anyone seeking a sleek OLED monitor that’s not excessively curved, with top-tier picture quality in both SDR and HDR, vibrant colors, and low input lag, the Alienware 34 Curved QD-OLED Gaming Monitor remains one of the best ultrawide gaming and media monitors on the market. And at almost 30% off in a last-minute President’s Day deal, this Amazon deal might not last long. Our Best Editor-Vetted Presidents' Day Deals Right Now Apple AirPods 4 Active Noise Cancelling Wireless Earbuds — $139.99 (List Price $179.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $329.00 (List Price $349.00) Apple Watch Series 11 (GPS, 42mm, S/M Black Sport Band) — $369.00 (List Price $399.00) Bose QuietComfort Noise Cancelling Wireless Headphones — $229.00 (List Price $349.00) Dell 16 DC16255 (AMD Ryzen 7 250, 512GB SSD, 16GB RAM, 2K Display) — $549.99 (List Price $869.99) HP Omen 35L (Intel Core Ultra 9 285K, RTX 5080, 2TB SSD, 64GB RAM) — (List Price $2,939.99 With Code "PRESDAYPC100") Deals are selected by our commerce team View the full article

In a speech Tuesday, Federal Reserve Gov. Michael Barr said it was possible that artificial intelligence will boost productivity in an undisruptive way. But he said policymakers should also be wary of a financial crash if those gains are not realized or a rapid adoption that could lead to labor displacement. View the full article

A dispute between AI company Anthropic and the Pentagon over how the military can use the company’s technology has now gone public. Amid tense negotiations, Anthropic has reportedly called for limits on two key applications: mass surveillance and autonomous weapons. The Defense Department, which The President renamed the Department of War last year, wants the freedom to use the technology without those restrictions. Caught in the middle is Palantir. The defense contractor provides the secure cloud infrastructure that allows the military to use Anthropic’s Claude model, but it has stayed quiet as tensions escalate. That’s even as the Pentagon, per Axios, threatens to designate Anthropic a “supply chain risk,” a move that could force Palantir to cut ties with one of its most important AI partners. The threat may be a negotiating tactic. But if carried out, it would have sweeping consequences, potentially barring not just Anthropic but its customers from government work. “That would just mean that the vast majority of companies that now use [Claude] in order to make themselves more effective would all of a sudden be ineligible for working for the government,” says Alex Bores, a former Palantir employee who is now running for Congress in New York’s 12th district. “It would be horribly hamstringing our government’s ability to get things done.” (Palantir did not respond to a request for comment.) Alex Bores Anthropic and the Pentagon’s war of words Anthropic has, until now, maintained close ties with the military. Claude was the first frontier AI model deployed on classified Pentagon networks. Last summer, the Defense Department awarded Anthropic a $200 million contract, and the company’s technology was even used in the recent U.S. operation to capture Nicolas Maduro, the Wall Street Journal reported this week. But the company’s commitment to certain AI safety principles has irked some people in President Donald The President’s orbit. (Katie Miller, Stephen Miller’s wife, has publicly accused the company of liberal bias and criticized its commitment to democratic values.) Unlike rivals xAI and OpenAI, both of which also also have Defense Department contracts, Anthropic is now locked in a fight with the Pentagon that playing out in public. “Anthropic is committed to using frontier AI in support of US national security. That’s why we were the first frontier AI company to put our models on classified networks and the first to provide customized models for national security customers,” a company spokesperson tells Fast Company. “Claude is used for a wide variety of intelligence-related use cases across the government, including the DoW, in line with our Usage Policy. We are having productive conversations, in good faith, with DoW on how to continue that work and get these complex issues right.” The Pentagon has taken a more confrontational tone. Agency officials are reviewing their relationship with Anthropic and have suggested that other contractors may also be required to stop working with the company. “The Department of War’s relationship with Anthropic is being reviewed,” Chief Pentagon spokesman Sean Parnell tells Fast Company. “Our nation requires that our partners be willing to help our warfighters win in any fight.” (Parnell did not respond to a request for clarification regarding specific concerns about autonomous weapons or surveillance.) Palantir, the middleman Palantir occupies a critical position in this ecosystem. A longtime government software provider, it has met a bevy of requirements allowing it to offer cloud services to support classified work. And, as is typical in the dizzying world of government technology contracting, Palantir also has key partnerships with Anthropic. Two years ago, the companies partnered to bring Anthropic’s technology to the government, a move that made Claude available to defense and intelligence services through Amazon Web Services. Last April, Anthropic joined Palantir’s FedStart program, which expanded the availability of its technology to government customers through Google Cloud. Government tech contracting is a wonky business, but companies that want to sell software to the government typically need to work with a certified cloud provider like Palantir, or obtain certification themselves. “If you’ve never operated in a classified environment before, you essentially need a vehicle,” explains Varoon Mathur, who worked on AI in the Biden administration. “Palantir is a defense contractor with deep operational integration. Anthropic is an AI model provider trying to access that ecosystem.” Growing tensions over how the Defense Department might use Claude also raise questions about how much visibility companies like Palantir and Anthropic have into the government’s use of their tools. “Anthropic and OpenAI offer Zero Data Retention usage, where they don’t store the asks made of their AI,” notes Steven Adler, a former OpenAI employee and AI safety expert tells Fast Company. “Naturally this makes it harder to enforce possible violations of their terms.” A person familiar with the matter said Anthropic does have insight into how its technology is used, regardless of whether it’s in a classified environment, and that the company is confident its partners and users have been deploying the tech in line with its policies. In its reporting, the Wall Street Journal cited people familiar with the matter who said an Anthropic employee did reach out to Palantir to ask about Claude’s use in the Maduro operation, though Anthropic denied to that outlet that it had spoken with Palantir beyond technical discussions. The Anthropic spokesperson tells Fast Company that the company cannot comment on its technology’s use in specific military operations, but said it “work[s] closely with our partners to ensure compliance.” More broadly, the standoff risks chilling relationships between Silicon Valley and Washington at a moment when the government is pushing to adopt AI more aggressively. “To state basically that it’s our way or the highway, and if you try to put any restrictions, we will not just not sign a contract, but go after your business, is a massive red flag for any company to even think about wanting to engage in government contracting,” says Bores. View the full article

We may earn a commission from links on this page. Resistance bands and dumbbells are both great for strength training at home, since they don’t require much storage space and tend to be a lot cheaper than a full setup with a barbell and plates. But they each have pros and cons, so let’s talk about how to choose. Resistance bands can offer more total weightIf you buy beefy enough resistance bands, they offer a lot of resistance. A pair of “strong” bands from EliteFTS will pull on a barbell with the same force as 122 to 275 pounds of weights, depending on how far you stretch them. During the time gyms were closed because of COVID, coach Greg Nuckols told us that a set of bands would be his pick for training as heavy as possible without traditional gym equipment. EliteFTS Pro resistance band pair $28.99 at Amazon Shop Now Shop Now $28.99 at Amazon Dumbbells are more versatileIf you truly love resistance bands, you can probably figure out how to do almost anything with them. But for most of us, dumbbells are a little more intuitive and it’s easier to find exercises that work appropriate muscles. If you use a resistance band, for many exercises you’ll need to find a place to anchor it. Sometimes you step on the band, so it’s pulling on your feet (not always comfortable if you work out barefoot). Other times you’ll need an appropriate anchor at floor level, or overhead, or straight in front of you. Depending on where you work out, there may not be anything strong enough to do the job with the right placement. This means it's easier to put together a routine with dumbbells: you just pick them up. Plenty of staple gym exercises use dumbbells, and you probably already know some: bicep curls, shoulder presses, bench presses, lunges, and so on. Just hold the weights and do the exercise, no planning needed. CAP Barbell 20 LB Pair Coated Hex Dumbbell Weight $46.97 at Amazon Get Deal Get Deal $46.97 at Amazon Resistance bands wear out over timeIron is forever, but rubber degrades over time. Check the manufacturer’s directions, but most will tell you to replace your bands after a year, or for thinner bands, sometimes just a few months. The way you use the bands can affect their lifespan. If the band rubs against its anchor point, for example, that can wear it out more quickly. (Follow manufacturers’ instructions for properly anchoring the band or attaching it to accessories.) When a band snaps, it may end up hitting you, which is why some trainers advise against moves like face pulls in which you’re pulling a band toward yourself. The tension on bands depends on their lengthThis, I think, is the most important difference between bands and dumbbells. When you pick up something from the floor, you have to support its entire weight as soon as it leaves the ground. But if you’re getting the resistance from a band, the resistance will feel very light when you’re closer to the floor, and get progressively harder as you stand up with it. This means you may be working harder than you want at the top of the lift, but not being challenged at all at the bottom. You can still work all your muscles if you choose and combine exercises appropriately, but you have to carefully choose exercises to make sure you're working every part of the range of movement. This factor means that bands aren’t a drop-in replacement for dumbbell or barbell work. You’ll outgrow fixed dumbbellsPeople often start with a pair of dumbbells that come stamped with a number on one end (a five-pound pair, for example), but if you actually train with dumbbells consistently, pretty soon you’ll need more. You’ll also notice that different exercises require different weights: Something that’s challenging to curl will probably still be too light to press overhead. A way around this is to buy adjustable dumbbells. You slide plates on and off, or with the fancy (expensive) brands you place them back on their rack and select the next weight. I have some picks for good adjustable dumbbells here. You can still outgrow adjustable dumbbells. The affordable ones that come in 40-pound sets might seem huge to you at first, but 20 pounds per hand is not that much if you’re strong. “I can always buy more of the little plates,” you’ll say to yourself, forgetting to check how much room the dumbbell handle has for little plates. Often, not much. The bottom line is that dumbbells and resistance bands each have their pros and cons. It’s cheaper to buy several sizes of resistance bands than to buy a full lineup of dumbbells, but the bands won’t necessarily give you the same workout. This is another case where the ideal answer is probably: Why not both? View the full article

From breathtaking jumps to mesmerizing spins, figure skating is one of the most popular sports at the Olympic Winter Games Milano Cortina 2026. In a survey, 56% of 1,000 Americans who planned on watching the winter Olympics said they would be tuning in to watch figure skating, according to market research from Reviews.com. And all eyes are on the American trio of female skaters known as the ‘Blade Angels,’ on Tuesday with the start of the women’s short program. Amber Glenn, Alysa Liu, and Isabeau Levito are hoping to take home the gold in individual women’s figure skating, something the U.S. women’s team has not done since 2006. Only the top 24 women skaters in the women’s short program will advance to the compete in the free skate final on Thursday. Here’s what to know. Who are the ‘Blade Angels’? The “Blade Angels” as they call themselves, are three U.S. women’s single figure skaters representing Team USA in this year’s winter Olympics: Amber Glenn, Alysa Liu, and Isabeau Levito. They have captivated the nation not only with their skating, but their friendship, and lively, non-conformist, authentic personalities. Glenn is the first openly LGBTQ+ woman to compete in women’s figure skating at the Winter Olympics. Their bravery and impressive skills have also garnered attention from celebrities like Madonna—who sent Glenn a video saying “Go get that gold”—and Taylor Swift, who introduced them in an Olympic video. The three have an impressive amount of wins among them: Liu is the 2025 World Figure Skating Champion, Glenn a three-time skating champion, and Levito is the 2024 world silver medalist. “I haven’t seen a U.S. women’s team this strong in 20 years,” Olympic gold medalist and commentator Tara Lipinski told NBC Olympics. What’s the history of Olympic figure skating? Figure skating was first introduced in the 1908 Summer Olympics, but didn’t become part of the winter games until 1924. From early on, it was one of the first Olympic sports with a female category, and actually the only winter Olympic sport for women until 1936. In the years since the 1950s, the U.S. women’s team has dominated the sport, taking home the gold again and again—from Tenley Albright, who was the first woman to win at the 1956 Cortina d’Ampezzo Games, to more recently, Michelle Kwan and Kristi Yamaguchi. View the full article

The two organizations announced the Certified Home Equity Advisor credential, which will help financial professionals integrate home equity in retirement plans. View the full article