Remote working has brought the issue of trust into focus for both employers and employees. Workforces are now more than 12 months into remote working, and ongoing vaccinations will mean that many business leaders are looking forward and planning ahead for a return to work. And while the expectation of return to work differs across industries, the general perception is that flexible working will become the norm.

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Organisations need to transform their workforces to ensure they have the skills and competencies needed to retain and retool for an uncertain future. The global health, economic and social crisis has led to a rapid acceleration of workforce trends that we saw emerging prior to 2020, as well as driving digital transformation as an unprecedented scale.

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How has outplacement evolved to better support businesses and employees through times of change? The year 2020 was a year unlike any other. The job market was already in upheaval when the pandemic struck, disrupting the way people worked almost overnight. Outplacement was immediately elevated in importance, playing a major role in helping businesses, employees and economies transition and recalibrate into this new reality.

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On-demand coaching supports coachees with a wealth of challenges, but how do you pick an area of focus? Our latest article looks at some of the most timely topics you can discuss with your coach. As organisations continue to adapt and digitise to meet the needs of their changed markets, employees at all levels are facing heightened demands when it comes to maintaining performance and driving organisational success.

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One of the central issues facing the HR function as we move from the height of the pandemic into the new reality is employee wellbeing. ManpowerGroup’s latest Skills Revolution white paper found that 63% of HR leaders see maintaining and supporting employee health and wellbeing as their number one priority for 2021 and beyond, while the Mental Health Foundation (MHF) found that supporting wellbeing can increase overall productivity by as much as 12%.

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In spite of the significant increase in candidate availability in the UK, the logistics industry continues to experience a shortage in talent, at the same time as dealing with the additional administrative burdens and talent restrictions created by the EU-UK trade deal. As a result, now more than ever is the time to start thinking differently about building talent pipelines to move businesses forward – both for today and the future.

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With the number of candidates applying for roles sky-rocketing and the world of work at a distinct transition point, businesses across the globe are starting to wake up to the need to assess both new and existing talent differently. To help businesses understand more about the benefits of assessments for talent pool management, Petra Tagg and Lee McQueen – Founder and CEO of Phoenix 51 discuss

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Conducted on a quarterly basis, the ManpowerGroup Employment Outlook Survey (MEOS) for Q2 2021 was conducted by interviewing a representative sample of 1,515 UK employers, asking “How do you anticipate total employment at your location to change in the three months to the end of March 2021 as compared to the current quarter?” Chris Gray, Director of ManpowerGroup and Savannah Dixon, Head of Communications and Corporate Affairs discuss.

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The COVID-19 shock has come at a time when the jobs market is already going through a period of transformation and upheaval. The fourth industrial revolution, characterised by increased digitisation and automation, means the skills required by the jobs of the new decade are very different to what was needed five or ten years previously. The pandemic accelerated this change.

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