Category: Best practices
Many employers see the Millennials (aka “Generation Me” or “Generation Y”) as a difficult challenge and spend a tremendous amount of effort developing new and unique strategies to try and engage them. Yet, few companies take the time to ask themselves this…
“Isn’t the Millennial generation simply trying to live out what previous generations could only dream of?”
Baby Boomers and Gen X-ers hold on to your hats….but maybe we are not all that different than the Millennials after all. I mean aren’t the ideas of work/life balance, purposeful jobs, altruistic motives, and career fluidity things we have all sought to achieve at some point? Don’t we ALL care about having a more “human” and custom work experience vs. merely clocking in and out on the linear road to retirement?... read more
“There is no such thing as lazy employees; only unmotivated ones.”
Whether or not you agree with that statement, the fact remains that people must be motivated by something that matters to them enough to compel them to act. Most companies measure how well an employee’s motivation aligns with a company’s goals by the term ‘engagement’. Simply put…Engaged employees feel connected to their work and team and are motivated to participate. Unengaged employees do not.
What are some of the most common motivations for work?... read more
Healthcare is one of the most competitive sectors for acquiring and retaining talent.
With demand for healthcare employees far exceeding supply, healthcare organisations must get creative in rising to meet expectations. But with the intense focus on healthcare reform and regulatory compliance, shifting patient care priorities, and a hot mergers and acquisitions climate, transforming the entire talent acquisition (TA) function may not be top priority. This is where many organisations turn to recruitment process outsourcing (RPO) as a way to gain fast access to highly specialised recruiting specialists, amp up agility, and free up key resources to provide the best patient care experience.... read more
As technology and business advance, the world feels like a smaller place. Today’s recruiters need to be global agents in sourcing, assessing, and securing top talent from multiple countries and regions. Macro and micro shifts in recruiting require talent acquisition (TA) professionals to expand their expertise, thinking and working in new ways. The following are five emerging trends in global recruiting that require our attention and action.... read more
The average employee tenure across industries is a bit over four years, but among certain high-demand job profiles, it’s 18 to 36 months. While this was once a sign of an unstable employee and had detrimental career implications, today, it’s the new norm. How should companies respond to this job hopping phenomena? What are the implications and what needs to change in order to harness the power of a transitory workforce?
Talent is investing only one-and-a-half to three years at your company before moving on. Let’s dissect this a bit. Why are they moving on? In most cases, they are offered more enticing opportunities, better pay, and a chance for a better work-life fit. The idea of leaving to get a raise has morphed into a focus in improving your income, job responsibilities, and overall career trajectory. People don’t climb the ladder in the same company anymore, they use multiple companies to build their career momentum. ... read more