Positioning yourself as an employer of choice involves going beyond superficial branding. Companies must know what top talents are looking for and tailor their policies and company culture accordingly.
Finding out that a key employee you like and respect is leaving can be devastating, especially if you thought they were happy working with you and had no idea they were considering leaving. However, in order to ensure that there’s a chance they’ll return in the future or at least, be good brand ambassadors for you and your organisation, you’ll need to be cautious about how you react to such news.
High achievers, in particular, fear that setting work-life boundaries will make them appear difficult, weak and incapable. However, a growing body of research shows that employers are beginning to see the merits of healthier work-life balance and are promising it to top candidates as part of their employer branding strategy.
Treating job seekers as if they are your customers shows that you prioritise your employees. Now, more than ever before, employers need to go the extra mile to navigate a job market in flux.
A good employee experience is centred on empowering employees with everything they need to thrive in their careers.
Even as the world celebrated International Women’s Day last week with enthusiasm through a deluge of social media posts, events, etc., many women are asking whether the once-a-year celebration is anything more than lip service.
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?
A fresh graduate who spent the last few months as a waiter might be tempted to use a fancy job title such as “hospitality specialist” to describe it, but such unnecessary embellishments in a resume could backfire.
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.