Organisations that are experiencing a slowdown in business activity due to the COVID-19 crisis should take this opportunity to upskill their workforces.
Investing in human capital development drives growth as it improves the collective skill, knowledge, and capacity of the organisation’s employees.
Market Mapping provides a thorough, intelligence-based overview of talent availability in your industry, including potential candidates who are not actively searching for new positions. The database is not limited to skill-based metrics, but rather also takes into account the personality types of relevant candidates, and how well they are likely to fit in with your own company’s culture.
Towards the end of last year, I had the opportunity to attend our global conference in Vancouver and was honoured to listen to one of the gurus sharing a great deal of information around unconscious bias and why it’s important to be “bias aware”. It’s not easy, but when the concept is learnt and understood, it allows us to pause and think before we make any judgement or decision.
Artificial intelligence is a concept that remains much discussed but poorly understood. There are popular speakers who preach its potential, predicting that we will soon live in an automated world where human work is no longer necessary.
Executive recruitment used to be a much simpler industry in terms of entry as well as sustainable performance. Before networks like LinkedIn and dedicated job-searching websites, businesses had little choice but to connect with executive candidates via a third party.
Talented people are crucial to any business or organisation, but making a bad hire is often one of the costliest decisions a company can make. Many companies find that despite optimising or upgrading the hiring process, little overlooked details somehow turn up to make things go wrong.
There are many good reasons why companies tend to prefer passive candidates to active ones. They are already established in the workplace, so they are guaranteed to have relevant experience as well as the ability to adapt to office culture.
China’s One Belt, One Road outbound investment strategy presents a wealth of opportunity along major global land and maritime trade routes. But how can business owners outside China take advantage?
A thought leadership, article and research from our experts to help empower your human capital and talent acquisition management.
A rise in business optimism means more organisations are on the lookout for talent, but with demand outstripping supply, where does it leave small and medium-sized enterprises (SMEs)?
The corporate training sector is changing, with learners and employers setting new expectations of what they should receive through training. And businesses need to adapt.
This kind of trust can only come from well-maintained human relationships that develop over the long term. Listening and patience are crucial for creating and building relationships.
As artificial intelligence grows in capability, people in all industries have begun to look on with some measure of concern. What if I lose my job to a robot?
The last year has seen global business take one step forward but one step back when it comes to gender diversity in leadership. The percentage of businesses around the world with at least one woman in senior management has increased significantly, rising from 66% in 2017 to 75% in 2018. However, at the same time the proportion of senior roles held by women has marginally declined.
Globally, one in four senior roles is now held by a woman. This is a slight increase from last year. But the proportion of businesses with no women in senior leadership positions has also risen. Once again, developing countries are leading the charge on diversity, with many major economies continuing to lag behind.