How to Become a More Diverse and Inclusive Business

Being a diverse and inclusive business requires deliberate steps beyond willingness and words. Over the past few decades, we’ve seen that hiring and maintain a diverse workforce has become a moral imperative for many businesses. As businesses face a record high talent shortage, it’s now become an economic necessity. In today’s war for talent, the strongest businesses will be those that are the most diverse and inclusive.

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Case Study: A Global MSP Brings Efficiency and Savings

Workforce expertise combined with technology helped one of the world’s largest telecommunications companies consolidate its global contingent workforce management efforts. The company chose Talent Solutions due to their global presence, a firsthand understanding of the company’s corporate culture, extensive technical experience and the experience to navigate local market conditions and stakeholder management needs.

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Rethinking your talent strategy with assessment for development

The shift towards digitisation has forced organisations across the globe to rethink their talent strategies. As the world of work and ways of working have changed, so too have the essential skills and characteristics needed for success. Workers have had to become increasingly flexible, adapting to and evolving with the changing needs of their employers, and businesses are facing new talent shortages as they transform to meet the needs of a changed world.

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Brace Yourself for the Youthquake

“Dare to try and dare to fail” is the motto for the latest episode of our Transform Talent podcast. Rawstraw.se, which produces 100% natural and environmentally-friendly straws out of Swedish rye, started as a school project before going on to win the 2019 ManpowerGroup “Ready for Work” Award at the Junior Achievement Europe Company of the Year Competition and is now available to buy in shops and supermarkets. Creativity, innovation, resilience: this is the kind of story we love to hear about and learn more.

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ManpowerGroup Employment Outlook Survey – Q3 2021

The ManpowerGroup Employment Outlook Survey for the third quarter 2021 was conducted by interviewing a representative sample of 1,764 employers in the UK. All survey participants were asked, “How do you anticipate total employment at your location to change in the three months to the end of September 2021 as compared to the current quarter?”

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LGBTQ+ Inclusive #WordsatWork Guide

At ManpowerGroup, we believe businesses have a responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line.

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Saying yes to Kickstart: removing barriers to employing young people

The Kickstart scheme is a great initiative for employers to identify future talent for their organisations whilst giving young people an opportunity to improve their career prospects. But many employers are still unsure about how they can make the scheme a success for their business, with questions covering everything from making the initial application, to onboarding young people at a time when we’re still subject to social distancing restrictions.

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Why Organisations Should be Focused on Sophisticated Transformation in 2021

As digital capabilities expand, attracting and retaining talent has become increasingly complex for any organisation. Now workforce management will become more tech-driven, on-demand and responsive to global trends. Organisations that wish to remain ahead of the curve and an employer of choice need to become more sophisticated in how they approach workforce development and talent management.

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Three ways outplacement supports your career management strategy

How can organisations integrate outplacement support into their career management strategy? The pandemic has changed the way that people view their careers, and how companies view hiring, training and transitioning employees. Yesterday’s outplacement designed solely as an exit strategy is being replaced with outplacement’s evolving role to build career mobility and make smarter decisions in a rapidly changing workforce: career transition management for the entire employee lifecycle.

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