The trend in 2019 is for organisations to change the way people learn.
Is flexibility the answer to keeping a Gen Z employee working for you?
Read about the innovative ways you can maximise your team’s potential.
September 4th is Global Talent Acquisition Day.
What can Wimbledon teach us about age and experience in the workplace?
Single parents are a deep talent pool, the tapping of which can provide the solution to the rising skills shortage in the UK, post-Brexit.
84% of next generation talent in 2018 would like to work for an organisation that puts their people first
Four in ten UK workers are dissatisfied with the quality of leadership at work (40%)
Fees up by 52%, compared to 17% increase in nominal wages
Graduates have long been a reliable source of entry level recruits to ensure steady future talent pipelines. But in an increasingly VUCA (volatile, uncertain, complex and ambiguous) environment, HR leaders are going back to the drawing board when it comes to connecting with early in careers candidates.
We spoke with Jennifer Liston-Smith, Director and Head of Coaching & Consultancy at My Family Care, about the requirements of working mothers and recognition of female talent at work.
More personal, more segmented, more strategic and more driven by an up-and-coming generation. Those are the key 2018 predictions for the future of the talent acquisition profession, based on insights from Korn Ferry Futurestep experts from across the globe.
Every business, no matter it’s size, relies on the performance of its employees; therefore, hiring the best candidates continues to be an ongoing priority for those employers striving for excellence.
Employer bias is leading three in 10 (29 per cent) senior managers to hire people just like them, risking business innovation and potential
How can businesses ensure that they try to attract and retain the top talent? If monetary reward and professional recognition don’t work as incentives, what will?