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.
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.
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.
Rapid business transformation amid prolonged economic uncertainty has prompted many leaders to introduce more frequent performance reviews and one-on-one check-ins with employees. However, some leaders neglect to appreciate the difference between the two. Often, managers end up treating one-on-ones as performance reviews. Others squander opportunities to make one-on-ones truly meaningful.
A growing body of research shows that past experience is a poor predictor of future job performance. Yet during the hiring process, employers often inordinately dwell on a candidate’s experience. This results in hiring mistakes. Learn how to avoid them.
Employers who ghost candidates risk hurting their brand. It’s time to stop. Learn how.