An engaged and committed workforce is the key to the success and indeed survival of any company.
Today more than ever, you need engaged talent to give their best effort and commitment to the success of your organization. Talent engagement should be a vital part of your recovery as well as long term strategy.
A major disruption in any business environment will cause necessary change in the way we do business. Changes in business processes inevitably lead to changes in roles and skills required of your people.
Your Talent is a critical success factors of your business. Skills realignment is vital for an organization’s success. Ensure your team has the understanding, skills and ability to adapt to this new normal.
A “Gig” includes any informal work ranging from artists selling their work, to Uber drivers, to professional engineers or Subject Matter experts on contract required due to a project or short-term need.
A Gig Economy is a labour market characterized by the prevalence of temporary and contract jobs where freelance, or contingent workers provide on-demand services.
Many organizations are going through major strategic realignment and are uncertain of the short to medium term outlook. As a result, additional resources or unique yet temporary skill sets are required. Tapping into the gig economy might help you bridge this gap in both resources and skill sets, until there is more economic and business certainty.
Do you remember Y2K, or how about the Financial Meltdown in 2008? Today with Covid-19, we have a similar challenge in the Staffing Industry and that is to be Flexible with our Staffing solutions to support our business partners and the great talent we work with.
The three scenarios above changed the employment market, created anxiety and forced business to quickly change and adapt. In many cases, talented individuals had their positions terminated not for performance but instead for global business conditions beyond their control.
Today, job postings can attract hundreds, if not thousands, of candidates … more than ever since 2009. This is the best time to have a strong talent acquisition partner to support you in aligning talent to meet your business objectives.
At a time when the supply far exceeds that of demand, finding the right talent for your company seems to have become an even more arduous task.
The negative impact, both financial and intangible of hiring the wrong person can be significant. The negative effects of a bad hire on morale and productivity are even more damaging, and extend beyond their tenure.
We highlight 3 common pitfalls in missing out on the best candidates, and how you and your organization can avoid these costly oversights.
Remote work has seen a major growth of 91% over the past ten years. Remote employees tend to be happier, more productive, and find better work/life balance. Companies are also reaping benefits from cost savings to attaining and attracting top talent.
In the face of this discernible trend, maximizing effectiveness of your fully remote or hybrid teams will be key to both the success of your organization and employees’ engagement.
It is important to assess the long-term potential of a candidate when interviewing instead of their immediate experience. The relationship between a candidate and your company will thrive if their five-year plan and goals align with a path within your organization.
Look for strong first impressions during the interview process beyond experience and qualifications. A candidate who is enthusiastic about learning and honing their skills within your company will stay longer and continue on a career path inside your company.
You need to learn if the candidate will fit in with their potential teammates and in the overall company culture. Interviewing for alignment sets up future success for the candidate’s career and your company’s long-term growth.
Rapid changes in the business environment and technologies have been disrupting jobs and required skills. Over 40% of organizations have been experiencing skills gaps. The global pandemic has no doubt further widened this gap. The change in business climate requires realigning our talent and workforce to meet new organizational goals.
To successfully close these gaps would rely on your ability to realign the skill set of your talent pool, identify skills gaps and ways to close them, while creating a positive experience for your employees to solidify their engagement.
This will be critical for your adaptability to abrupt changes in the market while building a resilient organization for long term success and growth.
Ever wonder why places such as Apple and YouTube have an avalanche of top talent begging to work for them? It’s not just the product branding – it’s the employer branding. Look at CEO’s like Steve Jobs, who is famous for being quoted saying “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” We see the sheer impact employer branding can have on the quality and volume of applicants seeking to work and fit within that culture. Apple is about sophisticated tech – and so is their hiring philosophy.
Employer Branding has been a long-standing concept which has been gaining much more attention as organizations begin to recognize the power this strategy has for talent attraction and retention. Whether you invest in your branding message or not, every company has a perception in the eyes of the candidate market. While you may not be able to 100% control these perceptions, every employer has the distinct ability to create a massive influence on the message, as Job’s did for Apple.
As the cliche goes, change is the only constant. COVID-19 has no doubt brought on many unprecedented and disruptive changes.
While changes can bring about positive progress, if mismanaged, it could become negative and overwhelming to your talent thus ultimately hurting your organization.
As leaders, we can help our talent adapt to these changes, and even create excitement, anticipation and build engagement throughout the process while creating a positive outcome for both our organization and our team.
Risk mitigation has become a pertinent issue in order to create a safe and secure work environment while optimizing the stability of business operations. The worldwide pandemic caused by COVID-19 and the ever-looming threat of a second wave comes with valuable lessons in risk mitigation for leaders and their teams in any industry.
Leaders need to take a holistic approach to risk mitigation because the well-being of employees goes beyond their health and safety at the workplace. The most effective risk mitigation begins with an empathetic and sustainable approach.
Successful risk mitigation also involves effective listening and communication, as well as education plan for all employees. Listening to the needs of your team and maintaining clear and consistent communication helps you make the best decisions. Leaders must remember to provide ongoing training to their team on effective risk mitigation because it should be everyone’s responsibility.