Post-Covid megatrends such as digital transformation and sustainability have made it necessary for organisations to attract talented individuals with core competencies that enable new ways of achieving success. However, talent scarcity requires talent management strategies that go beyond sky-high salaries and generous rewards.
Covid-19 has led to exponential growth for logistics companies. However, while digital transformation has been accelerated in the industry, demand for manpower has also increased, exacerbating pre-existing manpower shortages. How can companies in ‘unsexy’ sectors raise their talent attraction and retention game?
Companies are often tempted to vie for candidates who are considered the best by conventional standards – professionals who have excelled in large and successful global companies. But conventional definitions of “the best talent” are irrelevant today.
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.
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.
Many assume that professionals who’ve taken a career break are less driven or that their skills are outdated, but research shows otherwise.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.
For fresh graduates looking for job security, short-term contracts and internships may seem like a last resort.
If approached with the right mindset though, such opportunities could have substantial benefits.
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.
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.