It is a candidate’s world now. With different factors such as economic growth, the creation of new jobs due to technological developments, positive international trade and immigration policies, the power lies in the talent’s hands. A competitive job market is one in which many employers are searching for employees, but the amount of available talented employees is not enough to fill the total demand. Employers must now strategize to attract and retain quality hires in a compe
Most of our processes have been adapted and changed for safety in the face of COVID-19. Whereas it was unthinkable to hire and onboard a new employee remotely over a year ago, companies are adapting and learning new strategies to continue attracting, recruiting, and retaining their talent. As working from home became the norm (or was necessitated by the law) and people faced difficulties relocating to a new location, new employees may join the company without even meeting the
Employee retention is a critical issue as companies compete for talent in a competitive market. The costs of high employee turnover are immeasurable: from tangible costs such as monetary and training costs, high turnover rates are also related to overall lowered productivity, decreased engagement and employee burnout. In a competitive job market, employees are always looking for better places to work. This is most evident in the first few months of employment when employees d
With organizations of every size gradually adopting the hybrid model of work, employee engagement efforts must be increased to ensure employee retention, performance, and productivity. The Hybrid Model Pre-COVID-19 Even before the COVID-19 pandemic drove companies to adopt remote working, the concept of decentralizing employees was gaining traction. More and more companies could no longer deny the decreased costs in office rental after forgoing a traditional office space. Off
The world of start-ups is endlessly exciting. From an energetic work culture to accelerating growth, the potential of start-ups is endless. According to CB Insights, 70 per cent of upstart tech businesses fail, usually about 20 months after the first round of fundraising. Among the many reasons, 23% of start-ups cited an inadequate team as a causative factor to their failure. Start-ups are notorious for being poor at retaining their staff, with most employees leaving within a
All hiring managers can agree that identifying key candidates from your competitors is the key to understanding what talent is needed to achieve future business growth in your organization. This is where talent mapping comes in. Talent mapping is an internal assessment to evaluate the readiness and performance of your current workforce against future developments. The goal is to identify high-potential employees whose future development aligns with your strategic priorities.
Let’s be honest: recruitment is a painstaking, time-consuming process that requires significant resources and effort, and often without guarantees. The process of filtering through countless resumes, interviewing and selecting the best-fit candidates is tedious and may not even promise results. The hiring process of a high-level executive is even more crucial to the organization as the risks of losing operational efficiency are high. Therefore, a recruitment strategy must be
One of the most overlooked parts when having a new member joining an organisation's workforce is the onboarding process. This is mainly because the company may assume that the candidate is well aware of their responsibilities, based on the discussions done during the hiring process. However, both training and onboarding are two essential components that prepare the employee for their job and ensure transparency around how the organisation works, introduce the new talent(regar