The Contingent Workforce Index (CWI) measures the relative ease of sourcing, hiring and retaining a contingent workforce in competing labour markets around the world. It compiles more than 50 key data points around the Availability, Cost Efficiency, Regulation and Productivity of each country’s contingent workforce, and uses this to compare the relative opportunities of entering one labour market versus another.
Continue readingManpower Employment Outlook Survey – Q4 2015
The Manpower Employment Outlook Survey for Q4 2015 was conducted by interviewing a representative sample of 2,101 employers in the UK. All survey participants were asked, “How do you anticipate total employment at your location to changein the three months to the end of December 2015 as compared to the current quarter?”
Continue readingRethinking Retention: Keeping Great People – July 2015
It is widely accepted that employee retention is important – and that turnover is extremely costly for organisations. However, the human and financial costs are typically reported in generic terms. Little time and attention are paid to the actual experience candidates and employees have that directly impacts their decision to join an organisation, and ultimately, whether they stay or leave.
Continue readingActionable Strategies: Future Talent is Now – July 2015
It’s clear that organisations must explore actionable strategies for future talent. To gain perspective on the reality of future talent issues for HR leaders in the UK, ManpowerGroup Solutions surveyed a number of senior HR professionals.
Continue readingManpower Employment Outlook Survey – Q3 2015
The Manpower Employment Outlook Survey for Q3 2015 was conducted by interviewing a representative sample of 2,100 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 2015 as compared to the current quarter?”
Continue readingIf You Build It, They Will Come: Employer Brands
Forward-thinking companies are leveraging their strong brands to attract and retain top talent. These companies are positioning their brand promise specifically for employees. For those companies who have not looked at their brand from a talent recruitment and retention lens, this requires new strategies and practices to deliberately enhance the brand promise and its potential to inspire talent to engage with the company’s mission.
Continue reading2015 Global Talent Shortage Survey
It’s ten years since our first Talent Shortage Survey, and a great deal has changed. The world has experienced a global recession, an uneven recovery, and demographic, technological and economic shifts that have transformed the employment landscape. We have seen the emergence of the Human Age, where talent is the new differentiator.
Continue readingHiding in Plain Sight: Passive Candidates
Building a talent pipeline is increasingly complex. There is a shortage of skilled talent and a surplus of lower-skilled workers – increasing competition for the best, brightest and most experienced employees. Often, the best talent is not even actively looking for a job. Employees who are satisfied with their current roles, professional development prospects, compensation, work culture or leadership are not scouring job boards, activating social networks or submitting applications and CVs.
Continue reading#TRUST: Key For Great Employer Brands – March 2015
Today’s employers recognise the value of their employer brand to attract top talent, engage employees and establish a reputation as an employer of choice. Companies are increasing investments in strategies to enhance their employer value proposition (EVP) and extend awareness of their EVP to employees and potential candidates.
Continue readingManpower Employment Outlook Survey – Q2 2015
The Manpower Employment Outlook Survey for Q2 2015 was conducted by interviewing a representative sample of 2,100 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 June 2015 as compared to the current quarter?”
Continue reading