2016 has proven to be an unpredictable year by all accounts. But, it is in times of great change and uncertainty that companies need a strong HR and Talent team to guide a business smoothly into the next phase of development.
According to a study by the Freelance Union, by 2020 half of the workforce will be made up of contractors – increasing from 35% of the workforce in 2014. This growth demonstrates that contracting is becoming increasingly popular among candidates, and it seems this trend will continue as the workforce shifts towards temporary staffing. Contractors can add value and address business challenges whether it be dealing with a transition periods in a business, or supporting rapid growth, a changing agenda, a digital transformation, and more.
One particular type of interview that has increased in popularity recently is competency based interviews (CBI). This type of interview is used to help get a feel for a candidate’s suitability and ability to meet the requirements of a role. Sometimes called structured or behavioural interviews, competency based interviews are about understanding how a candidate would behave in certain scenarios to ascertain if they have the skills and qualities necessary to be successful in the role.
It is evident that when it comes to work, Millennials are very different than the generations that came before them. In order to support and manage this type of talent, it is essential to address the generational differences, to better understand their priorities and behaviour in the workplace.
Although the traditional career pathway often leads directly to a full-time permanent role, there are other modes of work that might better suit certain styles of working and circumstances. Temporary and contractor roles are common, especially in industries such as business change and transformation, and have their own unique benefits and drawbacks.
Operational Excellence (OpEx) is an area that has been given significant attention in recent years, with management teams in the pharmaceutical sector looking to find new profit avenues by bringing their products to market both quicker and cheaper.
Job adverts are a key piece in every company’s hiring strategy and are a valuable tool for communicating your employer brand. The way a company represents themselves is their adverts can be a determining factor in the quality of candidates who apply for the advertised role. By consciously considering the language used in advert, and working towards using more gender neutral language, organisations can better avoid discrimination in the hiring process.
Operational Excellence (OpEx) programmes are thriving in the Life Sciences industry. This is partially because of a decline in the creation of breakthrough products, the appearance of new competitors in the East, and tightened budgets in light of the challenging financial climate.
When it comes to securing a job, the CV is used across almost all industries and levels. A contractor CV has a different function than a traditional CV. Although in essence it is the same – in that it displays the work history of a contractor – it has a slightly different purpose.
In today’s competitive job market, counter offers are becoming more common as companies strive to keep their valuable talent. However, in many cases the counter offer benefits the company more than the employee. Accepting a counter offer can seem appealing if it means a higher salary at your current firm; however, 70 to 80 percent of people who accept counteroffers either leave or are let go within a year. While a accepting a counter offer may be beneficial in the short term, you may still be better off moving on to a new opportunity.
Diversity is a pertinent issue in the modern workplace across many industries. Disabilities are an aspect of diversity that is often overlooked when discussing underrepresented groups, but it is vital to consider this as part of any inclusive hiring strategy.