Workplace productivity plays an integral role in determining the overall success rate of a company, hence the reason why companies have recently begun to devise new innovative strategies to improve employee performance. According to Gallup’s (2022) state of the global workplace report, only 21% of workers are engaged at work and only 33% of overall employees are thriving when it comes to their well-being. More than ever before, companies are saddled with the responsibility of finding innovative ways to increase productivity (Guillaume et al., 2017).
Category Archives: Recruitment
La Marca Empleadora y Su Convivencia Con Las Diferentes Generaciones
La Experiencia del Empleado, la Marca Empleadora y el People Analytics son conceptos que van de la mano. He tenido la suerte de estudiarlos, trabajarlos y aplicarlos. Cuanto mayor es el tiempo que paso trabajando de lo que me apasiona, mayor es la visión que adquiero de la importancia de estos temas. Importancia a nivel económico, emocional, social y cultural del mundo empresarial. Soy un fiel creyente de que mejorando la experiencia de los trabajadores, poniendo foco en su bienestar y en su motivación, toda empresa solo tiene un camino por recorrer: el del crecimiento. Soy abogado, transformado en Analista en People Experience, y he pasado por un sinfín de situaciones en diferentes organizaciones. De algo estoy seguro: todos precisamos ser escuchados, cuidados y respetados, especialmente en el trabajo.
5 Ways Companies Can Support Women’s Inclusion in Labour Markets
The pandemic is damaging the progress towards gender equality at work. According to the World Economic Forum’s (2021) Global Gender Gap Report, 5% of employed women lost their job compared to 3.9% of men, and less women were hired into executive or senior roles in 2020 as Broom (2021) clarifies.
Through my experience as the Founder of a solutions-based platform for gender balance at work, I got to know of initiatives that I think can help companies close the gap caused by the pandemic faster and potentially accelerate gender equality in workplaces as a result.
What can companies do to support women at work? And how can companies take gender equality to the next level beyond the pandemic?
3 Reasons to Value the Power of Alignment When Hiring
There’s a moment that takes place within every hiring manager’s career: the moment they realize there are more positions to fill than they have employees. The panic. The stress. The expectation of doing their job well. Managing deadlines, and performance, and tasks.
You may be staring at a blank schedule or lengthy project list or answering questions from those above you and find yourself wondering ‘how will I ever fill these positions?!’ So you take action in a similar fashion as many. You dig through applications, make posts on social media, call recruiting agencies, sift through resources and services trying to find warm bodies to fill the vacancies that have been created.
If you have ever been in a position of hiring, you have felt this moment of stress and frustration. During these moments, what often takes place is what I like to call ‘settling.’ You settle for someone that doesn’t quite fit your culture because the project list continues to grow. You settle for someone because they have experience in the job at hand. You settle for someone because just knowing you will have a desk filled is better than the stress you have felt during this experience. But settling is never the way toward success and sustainability. Settling will have you arriving at the exact same place, walking through the same experience once again. When you settle in your hiring practices you guarantee your unhappiness, high stress, and constant turnover.
Why It’s Time for More Employer Branding in “Developing” Countries
Employer brand represents an organization’s reputation as a place to work. It’s based on an Employee Value Proposition (EVP), which is the sum of offerings the organization can provide in return for the skills of the talent it employs. Once an organization’s employer brand is established, traditional branding and marketing activities then follow to ensure the brand is known and perceived as attractive among employees and potential candidates.
In general, formal employer branding remains a fairly new field, starting to only pick up momentum in the early 2000s. Two decades later, however, one noticeable and concerning observation is the unequal distribution of employer brand prioritization and investment around the world.
5 Tips For Finding And Hiring The Right People For Your Business (The First Time)
Luck is what happens when preparation meets opportunity.
After a recent “feel good” success story filling a new, key role for their growing operation, one of my clients was feeling pretty “lucky” about finding their first Client Success Manager. This candidate checks all the boxes: he’s got the skills and experience we were seeking to add to the business, but even more excitingly, he is a great culture-fit-addition to the team. But although this endeavor was leaving us feeling super fortunate about finding our guy, was it really sheer chance that landed us here? Heck no!
Gender Diverse Hiring Practices: closing the gap between companies & candidates
Through my experience as a founder of a solutions-based platform for workplace gender balance in the tech sector, I regularly speak with companies about their challenge to hire more women. I work to solve the challenges that arise when hiring women in positions where they are underrepresented at one hand, and more specifically, with female job seekers who would like to get hired in those positions (for instance at top management level) on the other hand.
Even though there are less women in certain fields (where upskilling or reskilling of women is required*) or at top management level, we cannot say that there are no women available at all or say that companies do not want to hire more gender diverse teams.