As organisations continue to respond to the ever-changing work environment created by the pandemic and resulting global talent shortage, the need for a comprehensive Workforce Career Management (WCM) strategy increases.
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The UK market has experienced a challenging two years of employment uncertainty and turmoil. But the outlook from employers is looking increasingly positive, as hiring intentions continue to rise for Q4. That’s according to our latest ManpowerGroup Employment Outlook Survey (MEOS) – a quarterly forward-looking survey of a representative sample over 2,000 UK employers which asks, ”How do you anticipate total employment at your location to change in the three months to the end of December 2021 as compared to the current quarter?”
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The Kickstart scheme is due to close this December and time is running out for employers to get involved. But many organisations still have questions on how they can make the scheme a success and how they can make the most of the programme within their workforce. To help answer these questions, ManpowerGroup hosted a webinar focused on how you can make Kickstart a success for businesses.
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The ManpowerGroup Employment Outlook Survey for the fourth quarter 2021 was conducted by interviewing a representative sample of 2,033 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 December 2021 as compared to the current quarter?”
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Hiring optimism is returning to levels not seen since the start of the pandemic and yet, that optimism is being tempered by the highest levels of global talent shortages in 15 years. At the same time, the increased acceptance of remote work is opening up new opportunities for organisations to consider their talent mix, where and how they source talent, and how they manage their physical assets while engaging and developing their talent for the future.
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As the recovery from the pandemic continues, attracting and retaining talent remains a key focus for many organisations. But with the power balance between employers and current/future employees shifting, business leaders are having to identify incentives to help secure the talent needed for future success.
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Talent Solutions and Made By Dyslexia, a not-for-profit organisation, are helping the world understand the value people with dyslexia bring, in order to develop a better understanding of dyslexic thinking in the recruitment process and the workplace, and to encourage organisations to recognise its importance in a fast changing world.
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Having previously discussed what makes an inclusive leader and why inclusive leadership is integral to overall effectiveness, it’s clear that inclusivity is a focal point for many business leaders. But why? There is a growing social awareness around the lack of DE&I that has driven this shift, with the Black Lives Matter movement playing an integral part in highlighting the injustices often faced by those of an ethnic minority background.
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Diversity and Inclusion is about more than creating a workforce that represents a wide range of communities and experiences. It also extends to partnering with groups who have been historically, socially and economically underrepresented. In this article, we’re exploring what supplier diversity means and why it’s of value to organisations.
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Data is already showing that the risk of a “She-cession” as a result of the pandemic is real. Not only have women taken on more responsibilities at home – schooling and caring for children and elderly relatives – but the roles most impacted by the pandemic in hospitality and entertainment, leisure and retail, are predominantly held by women.
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