As companies struggled to survive during the earlier phases of the Covid-19 crisis, the emphasis on employee coaching and mentoring as part of talent development programmes might have diminished. But the crisis has, in fact, accentuated the need to strengthen such programmes.
Scouring job boards, sending out hundreds of resumes and waiting to be called for an interview will not work.
Fresh graduates will have to be more proactive and strategic to ready themselves for a future of ubiquitous change.
Hong Kong’s first digital life insurer, Blue’s CEO and Executive Director, Charles Hung discusses crucial business principles and the art of identifying the right talent.
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.
Millennials’ perception of “risk” tends to be quite different from that of other generations. In this report by The Straits Times, PeopleSearch Singapore’s Jaime Lim weighs in on the millennial mindset when it comes to jobs and careers.
As more talented candidates move into the gig economy, employers need to find ways to attract and engage top contract or gig workers.
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?