There’s no magical solution that can prevent potential misuse of intermittent leave, Nowak said. However, employers can get ahead of any hiccups by setting clear expectations around things like communication of the need for leave, what leave can be used for and how the employee and employer will communicate during the leave.“It’s really difficult to understand and appreciate mental health issues because they often don’t manifest in ways that are obvious to the employer,” he said. “Naturally, there is a conc ...

Group 1 - China's top court ruling invalidates workarounds for evading social insurance contributions, aiming to fund pension plans but potentially threatening jobs and businesses [1] - Small business owners are responding by offering new contracts that avoid required social insurance contributions, indicating economic trade-offs in boosting consumer demand [2] - A survey revealed that only 3 out of 18 employees reported their employers paying social insurance contributions, suggesting the ruling may not generate necessary funding for welfare [3] Group 2 - A 2019 report warned that the national pension fund could deplete by 2035 due to declining worker-to-retiree ratios, with a 2024 update suggesting delaying retirement could extend this by 8-9 years [4] - China is addressing industrial overcapacity amid deflationary pressures and trade frictions, balancing immediate employment needs with long-term reforms [5] - A survey indicated that only 34.1% of firms were fully compliant with social insurance rules, with 29.3% reporting disputes with employees over social insurance in the past year [6] Group 3 - Social insurance contributions in China typically amount to about 10% of gross income for employees and approximately 25% for employers, covering various benefits [8]

HR professionals and other stakeholders, however, said platforming Starbuck amounted to a false equivalency.Responding to reports of outrage in the HR industry, SHRM’s president told HR Dive via email, “Viewpoint diversity is one of the major, but often under-discussed, dimensions of workplace diversity. At SHRM, we are committed to fostering inclusive, respectful dialogue by engaging a broad spectrum of perspectives — including those of Van Jones and Robby Starbuck — to reflect the diverse viewpoints that ...

Core Insights - HR professionals are shifting focus towards internal mobility and skills-based development due to lower turnover rates and hiring freezes [1][2][3] Group 1: Hiring Trends - Quit rates have decreased to 2%, prompting HR teams to prioritize internal reskilling and workforce redeployment over external hiring [2] - The U.S. job market is showing signs of stagnation, with only 22,000 jobs added in August and a revision indicating a loss of 13,000 jobs in June [3] - A significant number of CHROs expect to reduce hiring in the next six months, with 66% of HR managers reporting hiring freezes [4] Group 2: Hiring Freezes - Among those with hiring freezes, 36% have paused all entry-level hiring, 30% have halted mid-level hiring, and 25% have stopped leadership hiring [5] - Nearly half of HR managers anticipate recruitment will remain paused for the next 12 months, with 16% projecting a two-year pause [5] Group 3: Reasons for Hiring Freezes - Hiring freezes are primarily due to cost reductions, economic uncertainty, and organizational restructuring [6] - HR managers are also facing board pressure to limit headcount and are adapting to automation that reduces the need for new roles [6] Group 4: Workforce Development - In response to hiring freezes, HR managers are focusing on reviewing career frameworks and enhancing employee engagement [7] - 43% of HR managers are upskilling their workforce, particularly in digital skills, risk management, cybersecurity, and leadership [7]

Core Viewpoint - The 2025 Service Trade Fair in Beijing showcases the innovative practices of Beijing International Human Capital Group Co., Ltd. (FESCO) in urban talent development, technology empowerment, and enhancing human capital efficiency, reflecting the responsibilities of state-owned enterprises in the capital [1][5]. Group 1: Event Participation and Activities - FESCO participated as an official partner in the Service Trade Fair, highlighting its role as a leading enterprise in China's human resources service industry [1]. - The "Beijing State-owned Enterprises Live Job Fair" was launched, featuring representatives from eight state-owned enterprises who shared recruitment plans and talent cultivation mechanisms, providing valuable career planning insights for job seekers [2]. - The live event aimed to facilitate high-quality employment in the capital through market-oriented and professional methods over three days [2]. Group 2: Technological Innovations - FESCO introduced an AI recruitment solution that covers the entire lifecycle of talent recruitment, enhancing efficiency in resume screening, interview evaluation, and job matching, thereby reducing costs for enterprises [4]. - The "Job-Seeking and Recruitment Integrated Machine" was launched, offering features like resume optimization and AI mock interviews to bridge the information gap between job seekers and employers [4]. Group 3: Commitment to National Strategy - FESCO integrates its corporate mission with national responsibilities, focusing on serving national strategies, empowering industrial development, and ensuring employment [5]. - Since its establishment in 1979, FESCO has evolved from providing services to foreign enterprises to offering comprehensive talent solutions for various sectors, including government and global markets [5]. Group 4: Global Talent Services - FESCO showcased its "One-Stop Solution for Enterprises Going Global," leveraging a service network covering over 150 countries to provide global employment and talent solutions [11]. - The company emphasizes its multilingual delivery experience and 24-hour cross-time zone response capability to help enterprises reduce overseas operational risks and costs [11]. Group 5: Industry Leadership and Research - FESCO invited experts to share significant reports during the fair, addressing urban talent development and diverse employment models, thus providing theoretical support for the high-quality and global development of the human resources service industry [9]. - The company presented a report on "Diverse Employment: Enhancing Organizational Resilience and Supporting Strategic Upgrades," contributing forward-thinking ideas for industry development [9].

Core Insights - The application of AI in recruitment is no longer a distant concept but is creating actual value in the industry [1] - AI is revolutionizing efficiency in resume screening and initial interviews, indicating significant potential for future business models in recruitment platforms [1] - Leading Chinese recruitment platforms are rapidly integrating AI into their products to seize technological advancements [1][4] Group 1: AI's Impact on Recruitment - AI is particularly effective in recruitment due to the language-intensive, structured, and high-throughput nature of the industry [1][2] - The most significant impacts of AI are observed in early recruitment stages, such as job definition, resume screening, candidate search, and first-round interviews [3] - AI's penetration in later stages, like final interviews and hiring decisions, remains challenging due to the reliance on human judgment [3] Group 2: Competitive Landscape - Leading platforms like Boss Zhipin, Liepin, and Zhilian are actively deploying AI tools, including AI assistants and structured interview products [4] - Boss Zhipin is testing an AI assistant for pre-interview stages, while Liepin has launched AI tools for candidate screening and communication [4] - Zhilian is implementing AI assistants in candidate interaction and has introduced AI interviewers for mass initial screenings [4] Group 3: Advantages of AI Interviewers - AI interviewers are seen as a cutting-edge application with a near-perfect product-market fit, focusing on language processing and structured workflows [4] - The automation of initial screenings reduces manual workload and shortens recruitment cycles, especially in high-volume scenarios like campus and blue-collar recruitment [5] - AI enhances objectivity and consistency in evaluations by processing multimodal information, thus minimizing human bias [5] Group 4: Future Outlook - AI-enabled recruitment platforms are expected to expand beyond current business boundaries into broader human resource service markets as technology matures and data accumulates [6]

Financial Data and Key Metrics Changes - Consolidated revenue for Q2 2025 was $30.9 million, an increase of 16.9% compared to $26.4 million in Q2 2024 [20] - Consolidated adjusted EBITDA for Q2 2025 was $1.7 million, down from $2.5 million in the prior year quarter [20] - Trailing twelve month adjusted run rate EBITDA for the businesses owned was approximately $22 million to $23 million [16] Business Line Data and Key Metrics Changes - In the KSX segment, revenue increased by 42.1% to $13.3 million in Q2 2025, up from $9.3 million in the same quarter a year ago [20] - Adjusted EBITDA for the KSX segment increased by 31% to $2.4 million compared to $1.8 million in the year-ago quarter [20] - Revenue for the Extended Warranty segment increased by 3.1% to $17.6 million in Q2 2025, up from $17.1 million in the prior year period [23] Market Data and Key Metrics Changes - The four largest midstream natural gas pipeline operators expect to increase their capacity by approximately 17% by 2026, indicating strong demand for additional pipeline capacity in the Permian Basin [9] - The shift from combustible engine motors to electric motors in the Permian Basin has increased from an estimated 10% in 2020 to over 20% today, suggesting a significant industry trend [10] Company Strategy and Development Direction - The company aims to accelerate growth through its public search fund strategy, increasing its target for KSX acquisitions from 2-3 per year to 3-5 per year [7] - The company is focused on building a diversified collection of high-quality services companies that are asset-light and generate recurring revenue [5] - The company is positioning itself to efficiently source, acquire, and scale additional businesses that fit its model [15] Management's Comments on Operating Environment and Future Outlook - Management expressed confidence in the company's growth potential, stating that the second quarter marked significant progress with three acquisitions and increased capital for growth ambitions [19] - The company believes that the earnings power of its KSX segment is at a record high and is optimistic about future performance [19] - Management noted that the extended warranty segment remains cash generative and is well-positioned for continued success despite recent challenges [24] Other Important Information - The company completed a private placement of common shares, raising $15.7 million to support its growth strategy [6] - As of June 30, 2025, the company held $12.1 million in cash and cash equivalents, up from $5.5 million at year-end [24] - The company recorded a $600,000 expense related to a settlement agreement, which will not recur going forward [27] Q&A Session Summary Question: Clarification on run rate EBITDA - Management clarified that the run rate EBITDA of $22 million to $23 million includes both existing businesses and recent acquisitions [32] Question: Future acquisition expectations - Management indicated that they do not plan to stop acquisitions after reaching their target range and will continue to seek opportunities [38][40] Question: Active OIRs and talent pipeline - Management confirmed there are currently two active OIRs and expressed intentions to increase this number, highlighting a strong pipeline of talent [41][42] Question: Learning from acquisitions - Management acknowledged learning from past acquisitions and emphasized a tighter focus on revenue quality and recurring revenue in future deals [44] Question: Attributes of future OIRs - Management stated that while future OIRs may vary, they will continue to seek candidates with specific attributes indicative of success in small company leadership [47]

Q2 2025 Financial Performance - Average paid worksite employees increased by 1%[10] - Worksite employees paid from new client sales increased by 2% compared to Q2 2024[10] - Adjusted EBITDA decreased by 52%[14] - Adjusted EPS decreased by 70%[14] - Operating expenses decreased by 3% compared to Q2 2024[14] YTD June 2025 Financial Performance - Average paid worksite employees increased by 1%[17] - Worksite employees paid from new client sales increased by 2% compared to 2024[17] - Adjusted EBITDA decreased by 36%[20] - Adjusted EPS decreased by 42%[20] 2025 Outlook - The company expects average WSEEs paid to be between 310,300 and 313,400, representing a year-over-year increase of 1% to 2%[25] - The company expects adjusted EPS to be between $181 and $251, representing a year-over-year decrease of 49% to 30%[25] - The company expects adjusted EBITDA to be between $170 million and $205 million, representing a year-over-year decrease of 37% to 24%[25]

Core Viewpoint - Click Holdings Limited reported strong interim results for the six months ended December 31, 2024, highlighting growth in AI-powered platforms and cryptocurrency initiatives [1] Financial Highlights - Revenue surged 68% to US$4.8 million, driven by exceptional growth in key segments [5] - Nursing solutions revenue doubled, up 203%, fueled by rising demand for senior care [5] - Logistics solutions revenue soared 210%, expanding market reach [5] - Net profit grew 12% to US$468,000, reflecting operational efficiency [5] Strategic Highlights and Outlook for 2025 - CLIK's growth aligns with Hong Kong's Silver Economy, leveraging AI and strategic partnerships to address senior care and workforce needs [3] - The acquisition of Top Spin Investment expanded CLIK's role in the Community Care Service Voucher Scheme for the Elderly, serving over 12,000 seniors [3] - Collaboration with a prominent Asia-based tech conglomerate launched 24-hour instant device services for seniors, potentially reaching 6,000 users [3] - CLIK's AI-empowered HR platform matches 110,000 annual job vacancies across various industries, optimizing candidate sourcing [3] Talent Pool Diversification - CLIK's talent pool expanded to over 20,500 registered professionals, enabling diversification into new business sectors [4] - The universal applicability of CLIK's talent positions the company to meet diverse client demands across Hong Kong's dynamic market [4] Cryptocurrency Innovation - CLIK is exploring the development of a cryptocurrency treasury, potentially scaling up to US$100 million [6][7] - The company is assessing the implementation of cryptocurrency-enabled payment systems to enhance efficiency and security for its talent pool [7] Silver Economy Leadership - CLIK's strategies align with the Hong Kong government's vision for a sustainable society, enhancing senior care and workforce efficiency [8] - The company is positioned to capitalize on the region's aging population and government support for the Silver Economy [8]

Group 1 - Click Holdings Limited has been awarded a three-year contract worth HK$21.6 million by a government-affiliated postal and courier service provider, marking its first successful government tender [1][2] - The contract is expected to generate approximately HK$600,000 in monthly billing, contributing to a projected 25% revenue increase for Click Holdings [1][2] - The company’s AI-powered HR platform connects over 300 vacancies with registered freelancers, with a talent pool growing at an annual rate of over 40% [2][3] Group 2 - The CEO of Click Holdings emphasized the importance of this contract in validating the company's innovative staffing solutions and its potential to meet the demands of both government and private sector clients [3] - The integration of AI into Click's operations is expected to enhance efficiency and reduce reliance on permanent roles, increasing demand for short-term vacancies [3] - Click Holdings aims to capitalize on emerging market trends by delivering value to clients and stakeholders through its expertise in connecting freelancers with flexible job opportunities [3][4]