Featuring scholarly and practitioner insights from HR and people leaders, industry experts, and researchers.

In this HCI Webinar, I talk with Guy Berger about new data that shows that immigration policy is slowing the jobs market. Guy Berger is a macroeconomist with expertise in US labor markets. Aside from his role as Chief Economist at Homebase, he is currently Senior Advisor on Labor Markets at Access/Macro. He was previously the Principal Economist at LinkedIn, and has also worked as an economist at Bank of America and the Royal Bank of Scotland. His work includes the creation of novel economic indicators, the development of models linking the macroeconomy to business performance, and the design of economic reports. His commentary has been featured frequently in the media, including the New York Times, Wall Street Journal, Washington Post, Marketplace, CNBC, Bloomberg, Yahoo! Finance, and Axios. Guy holds a doctorate in economics from Yale University.

Recent research highlights how a household member's active job search creates spillover effects that negatively impact an employed professional's focus and productivity. When family career transitions occur independently without coordination, they trigger family-work conflict and drain valuable personal resources. Conversely, high levels of planning and communication can transform these household career pursuits into shared, supportive projects. To mitigate these hidden workplace stresses, organizations must implement proactive strategies such as flexible scheduling, boundary management training, and family-supportive leadership. Ultimately, employers who acknowledge this broader ecosystem of home demands can build long-term resilience while improving overall employee retention and wellbeing.

Recent research highlights how a household member's active job search creates spillover effects that negatively impact an employed professional's focus and productivity. When family career transitions occur independently without coordination, they trigger family-work conflict and drain valuable personal resources. Conversely, high levels of planning and communication can transform these household career pursuits into shared, supportive projects. To mitigate these hidden workplace stresses, organizations must implement proactive strategies such as flexible scheduling, boundary management training, and family-supportive leadership. Ultimately, employers who acknowledge this broader ecosystem of home demands can build long-term resilience while improving overall employee retention and wellbeing.

Recent research highlights how a household member's active job search creates spillover effects that negatively impact an employed professional's focus and productivity. When family career transitions occur independently without coordination, they trigger family-work conflict and drain valuable personal resources. Conversely, high levels of planning and communication can transform these household career pursuits into shared, supportive projects. To mitigate these hidden workplace stresses, organizations must implement proactive strategies such as flexible scheduling, boundary management training, and family-supportive leadership. Ultimately, employers who acknowledge this broader ecosystem of home demands can build long-term resilience while improving overall employee retention and wellbeing.

Recent research highlights how a household member's active job search creates spillover effects that negatively impact an employed professional's focus and productivity. When family career transitions occur independently without coordination, they trigger family-work conflict and drain valuable personal resources. Conversely, high levels of planning and communication can transform these household career pursuits into shared, supportive projects. To mitigate these hidden workplace stresses, organizations must implement proactive strategies such as flexible scheduling, boundary management training, and family-supportive leadership. Ultimately, employers who acknowledge this broader ecosystem of home demands can build long-term resilience while improving overall employee retention and wellbeing.

Abstract: This article examines how employees' performance and wellbeing can be affected when a family member—whether an adult child or a spouse—is actively searching for a job. Drawing on recent multi-study research by Halinski and Harrison (2026), the article translates findings on job search interdependence, family–work conflict, and work identity into actionable guidance for organizations. The evidence shows that whether a family member's job search drains or replenishes a working professional's resources depends largely on how coordinated the search process is within the family and on the type of family relationship involved. Five evidence-based organizational responses are outlined, including family-supportive supervisor training, flexible work design, boundary management support, employee assistance programming, and transparent communication practices. Real-world examples from professional services, consumer goods, and outdoor retail illustrate how these interventions operate in practice. The article closes with forward-looking pillars for building long-term organizational resilience against the hidden spillover of family career transitions.

In this HCI Webinar, I talk with Lea Greene about her book, "Don't React, Act: Business Crisis Communication Made Simple." Lea Greene spent her Air Force career telling the truth on deadline. As a broadcast journalist for American Forces Network, she reported from Korea, Germany, Bosnia, and Iraq. She later served seven years as a base spokesperson with final release authority over worldwide RQ-4 Global Hawk operations. Today she helps business leaders stay human, think clearly, and build trust in an AI-driven world. She owns Top Ten Communication and she teaches AI to business owners, chambers, and public information officers. Her message to leaders is short. Every hard moment is a communication moment. The tools keep changing. The trust problem does not.

This research explores the alignment paradox in human resources, where the integration of artificial intelligence can unintentionally sever the link between workforce behavior and organizational strategy. While AI tools often increase operational efficiency and improve measurable metrics, they frequently prioritize quantifiable data at the expense of vital, unmeasurable qualities like relational judgment and cultural fit. This shift can lead to algorithmic capture, a state where internal dashboards signal success while the firm’s competitive advantage quietly diminishes due to a lack of strategic coherence. To combat this, the research suggests implementing hybrid decision architectures that preserve human oversight and conducting regular alignment audits to ensure technology serves overarching goals. Ultimately, the research provides a diagnostic framework for leaders to adopt AI responsibly without sacrificing the long-term resilience of their human capital.