As Covid-19 continues to make virtual interactions the norm in several parts of the world, job and career fairs look set to stay virtual as well. However, the absence of in-person meetings at job and career fairs means that organisations have to work harder to make an impression on job seekers.
No matter which stage of your career you’re at, consciously playing to your strengths is crucial to ensuring success and ultimately, loving your job. Instead of spending an inordinate amount of time and energy trying to fix your weaknesses, learn how to capitalise on your strengths while managing your weaknesses.
To return, or not to return to the office? In the post-Covid world, less contentious compromises will be key to attracting and retaining top talent.
Talking heads that go on for 30 to 60 minutes, dispensing a multitude of performance objectives in one sitting are just not good enough. Learn how to design micro-learning experiences that actually work.
We often urge our clients to have frequent talent conversations with employees. However, many struggle with employees who need more than just a nudge to begin learning with enthusiasm. Learn how to identify lifelong learners during the hiring process.
In search of opportunities to grow and to avoid putting all their eggs in one basket, professionals today are switching jobs or companies more frequently than the generation before them. If taken seriously and done systematically, building a pipeline of successors is possible in spite of this.
For a professional looking for career longevity, career mobility must comprise varied opportunities to develop their skills, expand their network and maximise their success. How can your organisation provide all of this in order to retain top talent?
Crisis, or no crisis, high-performing professionals’ decisions about whether to join a company are often influenced by the quality of the candidate experience. They tend to prefer a personalised yet swift experience.