While it’s tempting to quit at a time when others seem to be doing so with no qualms, we advise considering such decisions carefully.
PeopleSearch Taipei’s healthcare sector executive search team has been connecting high-performing professionals with companies in the pharmaceutical industry for more than 15 years. Senior Team Leader, David Guo examines the engines driving the industry and the types of talent that will be needed to propel it further.
Businesses in many countries are ramping up retention and hiring efforts as they continue their recovery from the economic impact of Covid-19. While this is good news, the Great Resignation has certainly complicated such efforts.
As you work on monitoring, maintaining and improving your employees’ performance in line with your organisation’s goals, remember that in order to be effective, performance management can’t be a one-time activity.
You probably onboarded them virtually when they first started, but considering they will be stepping into the office environment for the first time since being hired, they need to be re-onboarded.
Unemployment, underemployment and an uncertain job outlook typically lead to more people applying to postgraduate school – but this is not always the best option.
The availability of vaccines is leading to more confident re-openings in many countries. As businesses recover and grow, it would be fitting to refresh your post-pandemic hiring playbook.
To make a convincing case, show prospective employers how WFH arrangements can benefit your boss, your team, your performance, i.e., the organisation as a whole.
The pandemic’s impact on businesses has led to companies recognising the importance of agility and innovation, but in order to discover and acquire talent that can deliver on these fronts, companies need to update their hiring practices.
Many assume that professionals who’ve taken a career break are less driven or that their skills are outdated, but research shows otherwise. Experts also say that aside from being a great source of talent, return-to-work programmes acknowledge people’s life stages and normalise the idea of career breaks while recognising that careers need not be linear. Learn how to successfully welcome such mid-career professionals back to the workforce.