- Enhancing employee engagement: 10 Essential questions for your survey
- Catch your breath – quote/inspiration for the month
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How to Attract Top Graduate Talent
Any organisation has top of mind to stay relevant and by ensuring that you have a constant influx of young, fresh talent is one way to achieve this goal. However, in today’s job market, it’s important that companies show why they are the best choice for their employees.
Since the aim is to target younger individuals who are constantly in the line of fire when it comes to external influences and information sources, it’s important that you adopt new and innovative strategies to improve your attraction and recruitment efforts. These tips will help you find the perfect candidates and make your process more effective.
The Habits of High Performing Leaders
Leaders are the (sometimes) invisible forces behind the most significant movements. A recent article published by Zippia reported that only 5% of
businesses have implemented leadership development at all levels.
What if we told you that you could take your leadership development into your own hands? You have precisely what it takes to be a great leader.
What steps can you take to become an impeccable leader and inspire those around you to dream bigger and aim higher? How can you lead effectively, with significant impact and influence?
Three Crucial Questions
One hardly ever forgets the feeling when you receive the call telling you that you have been invited for a follow-up interview for a job you applied for and possibly really hope to get. Research has shown that, on average, 118 people apply for a job while only 20% of them get to be interviewed. It’s old news that interviews play a significant role in your likelihood of landing the role. Despite how positive you might feel with your application reflecting your years of experience, skills, or references, your fate often relies strongly on the opinion of those joining you in the interview room. But how do you stand out?
You might not realise that you still have a superpower to utilise in preparation for the interview. This superpower is being mindful of what the interview team might want to gain from meeting with you in person: What do the questions look like that might be thrown your way either directly or indirectly? Are there certain behavioural traits or red flags they will be sensitive to?
Here are three probable questions they would want to have answered and how you can address them.
Successful Implementation of Engagement Surveys
In today’s organisational context, there is a heightened interest in employee engagement due to its evidenced contribution to organisational performance and retention of talent. Recently, organisations have been witnessing a competitive, volatile, and dynamic business environment. This contributes to the growing interest in the well-being of employees to ensure and enhance optimal performance and success. However, despite many types of employee engagement conferences and training sessions, many organisations still fail to understand the essence and importance of employee engagement, a concept that expands far beyond a transient motivational state. This necessitates the need for successful engagement surveys as they serve as invaluable tools to keep a pulse on your organisation.
Learning and Development Skills
Responding to change, organizations demonstrated agility, resilience, and adaptability over the last few months. Those that remained afloat, however, recognized the importance of continuous investment in employee learning and development to perform optimally in hybrid-working conditions. L&D departments which used the disruption to address gaps in their L&D strategy are now, more than ever – and perhaps for the first time – beginning to shape an agile workforce with skills that are not only fit-for-purpose but also future-proof for dynamic business environment.
However, at the heart of successful L&D in an ever-changing environment is a competent L&D specialist or leader. Navigating 2021, L&D teams had to convey especially soft skills and empathy to steer L&D efforts in the right direction and support organisational leaders. The key question yet remains: what skills does an L&D pro require to enable the learning and development of a resilient and agile workforce in 2022?
At the end of 2021, 63% of L&D pros reported that they now more than ever have a seat at the executive table seeing the importance of L&D pivoted during the pandemic.
To fill that seat and deliver strategic input and effective outcomes, L&D pros need the following skills to guide development efforts successfully in 2022:
Newsfeeds have been flooded with articles on the massive disruption currently experienced in the labour market – The Great Resignation. In a study done by Microsoft, they found that an incredible 41% of employees were considering resigning from their jobs in 2021, and by November 2021 a shocking 4.5 million people quit their jobs in the US alone. Will this trend continue in 2022 or can we expect to see a slowdown in pace? What is the role of employee appreciation in this? Our team took a deeper dive and thought we’d share our favorite employee appreciation tips.
Top 5 Talent Management Priorities for 2022
So, what does 2022 have in store for us? What has changed, and what are the key talent management priorities to look out for to gain a competitive edge?
Our team has put together a summary of the top 5 Talent management priorities to focus on in 2022
Click below to gain insight into our top 5 priorities for talent management for 2022.