Unveiling the Insights: Talent Acquisition in the Nordics 2023
Hello August! I hope everyone had a great summer holiday thus far. Here are our favourite articles from July 2017.
Employee Engagement is a hot topic in HR these days and rightly so. HR leadership teams have all hands on deck to come up with plans to tackle this issue, since they are well aware that engagement impacts productivity. Therefore, in this article, Eva wrote it from a leader’s perspective where employees can get in the driver’s seat and to take responsibility for our own engagement!
HR activities at start-ups are often reactive in nature instead of proactive. That leaves gaps in the system. When starting their businesses, most entrepreneurs tend to wear many hats. However, there are times when they need to step back and look at how they may be unintentionally hurting their business and employees.
Read more here: https://www.entrepreneur.com/article/296696
Many workplaces today are in the unprecedented position of having five generations working together, side-by-side. While the exact definition of each generation may vary slightly, any office or workplace today could include members from the traditionalists (born 1927-1945), baby boomers (1946-1964), Generation X (1965-1980), millennials/Generation Y (1981-1996) and Generation Z (those born in 1997 or later).
Smart HCM technology can help organizations create compelling work environments that make employees feel valued and treated fairly – regardless of their generation, employment status, or position.
Read more here: https://www.entrepreneur.com/article/296425
“The war for talent is child’s play. Candidates are coming to interviews with 8 or 9 job offers and asking, ‘What are you prepared to offer?’”
To help organizations get more candidates in the talent pipeline, I believe that companies need to get employees involved in the recruiting process. Encourage them to share job openings with their networks. Thank them for sending candidates your way, even if the candidate wasn’t selected.
Working on talent management with many organisations, their managers and staff, Dr Wendy often encounter unease and even hostility to the possibility that some development opportunities might be offered to some people but not others. So is talent management for the many or the few or can it be both?
In essence, talent management brings together these two perspectives – the organisational and the individual – focusing development where it is needed by the business and where it is a good fit to the aspirations and abilities of individuals.