HR managers are currently faced with a challenge that is unprecedented in modern times: helping organizations and their people return to work amid an ongoing viral pandemic.
During times of crisis, your employer brand becomes your brand. Talent, employees, society, clients and customers will not forget and not forgive your authenticity today. With so many business functions disrupted by the global COVID-19 pandemic crisis, companies everywhere face an unprecedented number of challenges and uncertainties at the same time.
Being a manager in your company is comparable to the job of a captain of a ship: It is your job to get your company and your crew to the desired destination and keep you away from disasters like hitting an iceberg. Just as there are guidelines to help captains navigate their ships effectively, there are also simple practices that can help you, as a leader, to stay on the path to success.
To meet production demands and remain a top-player in the market, the customer sought a partnership with a staffing company that does more than fill vacancies.
If your organization is like most, using more flexible talent has become business as usual. According to Deloitte, 77 million workers in Europe, India, and the U.S. formally identify themselves as freelancers, and half of employers it surveyed reported a significant number of contractors in their workforce. McKinsey estimate there are 162 million who engage in some sort of gig or freelance work. Staffing Industry Analysts estimated that human cloud revenues rose 65% in 2017.
With the global labor market growing increasingly complex, your workforce is likely undergoing its own transformation. Specifically, the use of flexible talent – whether it’s the human cloud, traditional temp staffing or independent contractors – is becoming a more strategic contributor in getting work done.
I have faced the job-seeking experience from both sides: as a candidate and as a recruiter. In the past, I was the job seeker, completing countless applications and speaking with potential recruiters and employers. Now, as a recruiter myself, I can offer some tips that will hopefully help you overcome the challenges of looking for your dream job.
There has been a lot of speculation about what millennials have to offer the workforce. You have probably heard many of these speculations - "millennials are lazy," "millennials feel a sense of entitlement," and "millennials are technology obsessed." The truth is that while so-called experts think they understand the millennial generations, the facts just don't support these stereotypical opinions.
Human capital leaders are forever seeking ways to increase workforce productivity, so it’s common to see them championing initiatives such as worker upskilling, investing in AI-enabled tools and implementing LEAN processes to raise efficiency. There is, however, one undertaking that companies often overlook that can significantly enhance output without spending a lot of resources or budget.