In the increasingly complex environment of a modern business, hiring and retaining talent is more than a routine HR function—it's a critical strategic operation with far-reaching implications for organisational success and sustainability. The direct and indirect costs associated with employee turnover expose a varied picture, revealing a financial burden and a multifaceted challenge impacting productivity, morale, and corporate reputation.
In today's economy, the paramount importance of human elements—such as creativity, empathy, and innovation—marks a significant shift from past industrial and knowledge economies. This evolution highlights the critical role of human traits in driving organisational value across various dimensions, including revenue, innovation, efficiency, and brand relevance. However, the efforts of organisations to prioritise these crucial human connections often fall short, primarily due to a legacy mindset focused on extracting value from individuals rather than collaborating with them to forge a better future for both parties.
The transition towards skills-based hiring represents a paradigm shift in the labour market, aiming to prioritise individual competencies over traditional educational credentials. Despite the growing consensus on its potential to democratise employment opportunities and align workforce capabilities with the evolving demands of the modern economy, corporations' practical implementation of this approach remains jaded. A comprehensive report released on February 14 by The Burning Glass Institute and Harvard Business School sheds light on the stark disparity between the theoretical embrace of skills-based hiring and its actual execution within the corporate world.
In today's global job market, where record-low unemployment rates reign, retaining top talent has become increasingly challenging for employers. A recent Boston Consulting Group (BCG) survey involving 11,000 employees from eight countries sheds light on the factors that matter most to workers and how their employers can better cater to their needs. Here, we explore the critical findings of this survey and the significance of addressing employees' emotional needs to enhance retention rates.
In the ever-changing landscape of modern recruitment, integrating Artificial Intelligence (AI) tools into the hiring process has stirred a debate surrounding the ethics of candidate behaviour and what constitutes cheating.
Maximising Employee Retention The U.S. job market is buzzing with activity and positive trends. At the beginning of 2023, there was a monthly growth of 278,000 jobs. But as companies welcome new hires, they face a critical challenge: creating a practical and effective onboarding experience. It isn't just about making a good first impression; it's about strategic engagement that influences long-term retention. According to a comprehensive survey by BambooHR involving 1,565 full-time U.S. employees, including 500 human resources professionals, the onboarding process is a make-or-break period for new hires.
Should You Allow Employees to Work on Public Holidays in Exchange for Leave in Lieu? Recently, Australian workplaces have grappled with allowing employees to work on public holidays, particularly on contentious dates like the upcoming Australia Day. Notable companies such as Telstra, the University of Wollongong, and KPMG Australia have adopted flexible policies. These policies permit employees to work on Australia Day, offering them the option to take another day off in lieu. This approach attempts to navigate the complex emotions and historical contexts surrounding this holiday.
Our Founder & Director of Opportunities, Teresa Romanovsky, was featured in Future Super's monthly member spotlight. Click the link to see the video interview and read on to hear what inspired Teresa to set up Careers For Purpose and what continues to drive her towards her passion to support a kinder world.
Plan International Australia has recently published the "Gender Compass," a pioneering research project that uncovers the genuine opinions of everyday Australians regarding gender equality and their societal roles.
Mastering Rejection Feedback In the world of talent acquisition, one often overlooked aspect is the process of rejecting candidates. Companies and recruiters stand to benefit from expanding and optimising the rejection feedback process, which plays a significant role in shaping both the candidate’s experience and the employer’s reputation. Effective communication and handling rejection presents an opportunity for growth, learning, and relationship building. The term "rejection" typically carries a negative connotation, invoking disappointment and frustration for both candidates and recruiters. A study by Joblist reveals that rejected applicants often experience demotivation, leading them to halt their job search, seek therapy, or return to school for reskilling.
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