Narcissistic, self-absorbed, arrogant: millennials have been tarred with a heavy brush. Still, recruits under 35 have a lot of tremendous skills and abilities to offer dynamic companies – but only if employers are ready to reassess their preconceptions and switch their perspective.
The assessment of a candidate’s suitability for a role is based on experience, competence and cultural fit. But in the case of emerging talent, experience is generally limited. Moreover, attractive openings for graduates generally attract a huge response – possibly running into the hundreds. Testing is therefore a good approach to whittling the applications down to a manageable quantity. What kind of tests should you consider?
Alan provided key insights and useful 'Positive Psychology' tips for management and team members alike who are looking to improve their team morale, cohesion and performance.
The webinar was formulated around the concepts outlined in Alan’s book, iChange: Invest in Changing Yourself which promotes a 'Solution Turbine model' aimed at enabling professionals to apply the science of positive psychology to enable high performance at a personal, team and organisational level.
I was recently interviewed by The Global Recruiter to discuss how professionals’ needs have evolved over the years within the financial services sector, and more specifically how these needs have changed between Gen X and Gen Y (Millennials).
When you think of diversity and inclusion, disability might not be the first thing that comes to mind. However, hiring disabled talent is in everyone’s interest and if it’s not already on your radar, please, please keep reading!
Disabled talent matters
From an HR perspective, disabled talent is a highly skilled, under-represented group and tapping into it doesn’t just have a positive impact on your company’s bottom line – it also genuinely changes lives.
A Project Recruitment service helps organisations to solve urgent or mission-critical challenges that are beyond the reach of their own talent acquisition (TA) teams. This is usually for one of two reasons, either because:
- They do not have the market knowledge and understanding to execute their recruitment plans effectively; or
- They do not have the resources to scale their own recruitment capabilities in line with their hiring requirements.
Today's world calls for greater authenticity where individual diversity can be leveraged as a strength rather than being seen as something to be stamped out. Imagine the strength of your organisation when everyone feels confident, meaningfully involved, focused and working on what matters most.
Ultimately we are all different so 'a one size fits all' approach to individual, team and leadership development is insufficient.
Without investing in your company culture and workforce, you’re seriously handicapping your organisation’s ability to attract and retain great talent, even compete in the employment marketplace.
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for their organisation to recruit great talent.
But what inspires those employees to do better work, actively suggest company improvements and become de facto brand ambassadors?