Harris Lord Life Sciences’ Post

In the dynamic landscape of 2024, attracting junior talent is akin to searching for a needle in a haystack. However, the true challenge lies not just in recruitment but also in retention. The strategy embraced is twofold: magnetic attraction to draw talents and meaningful retention to keep them. Highlighting Generation Z's search for a workplace with culture, purpose, and opportunities for growth, the effective approach involves showcasing a vibrant company culture on social platforms to appeal to their desire to find a community and potential for development. To maintain the enthusiasm of these emerging professionals, commitment is critical — investing in their growth, ideas, and their envisioned future within the company. The introduction of mentorship programs that link experienced staff with the newcomers fosters a mutually beneficial learning relationship, enhancing retention and empowerment. Emphasising the importance of feedback over traditional instruction can revolutionise the company's engagement with junior staff. Routine, productive dialogue can enable these individuals to actively contribute to their career progression within the organisation. Your thoughts? How are you innovating to keep the new wave of talent anchored? #JuniorTalent #RetentionStrategies #CompanyCulture

In the dynamic landscape of 2024, attracting junior talent is akin to searching for a needle in a haystack. However, the true challenge lies not just in recruitment but also in retention. The strategy embraced is twofold: magnetic attraction to draw talents and meaningful retention to keep them. Highlighting Generation Z's search for a workplace with culture, purpose, and opportunities for growth, the effective approach involves showcasing a vibrant company culture on social platforms to appeal to their desire to find a community and potential for development. To maintain the enthusiasm of these emerging professionals, commitment is critical — investing in their growth, ideas, and their envisioned future within the company. The introduction of mentorship programs that link experienced staff with the newcomers fosters a mutually beneficial learning relationship, enhancing retention and empowerment. Emphasising the importance of feedback over traditional instruction can revolutionise the company's engagement with junior staff. Routine, productive dialogue can enable these individuals to actively contribute to their career progression within the organisation. Your thoughts? How are you innovating to keep the new wave of talent anchored? #JuniorTalent #RetentionStrategies #CompanyCulture

In the dynamic landscape of 2024, attracting junior talent is akin to searching for a needle in a haystack. However, the true challenge lies not just in recruitment but also in retention. The strategy embraced is twofold: magnetic attraction to draw talents and meaningful retention to keep them. Highlighting Generation Z's search for a workplace with culture, purpose, and opportunities for growth, the effective approach involves showcasing a vibrant company culture on social platforms to appeal to their desire to find a community and potential for development. To maintain the enthusiasm of these emerging professionals, commitment is critical — investing in their growth, ideas, and their envisioned future within the company. The introduction of mentorship programs that link experienced staff with the newcomers fosters a mutually beneficial learning relationship, enhancing retention and empowerment. Emphasising the importance of feedback over traditional instruction can revolutionise the company's engagement with junior staff. Routine, productive dialogue can enable these individuals to actively contribute to their career progression within the organisation. Your thoughts? How are you innovating to keep the new wave of talent anchored? #JuniorTalent #RetentionStrategies #CompanyCulture

Absolutely fascinating! This surge in internal mobility speaks volumes about the evolving mindset of talent management within organizations. It's inspiring to witness companies prioritizing the development and advancement of their own employees, cultivating a culture of growth and opportunity. Here's to continued success and empowerment within the workforce! What are your thoughts on this exciting shift in workplace dynamics? #internalmobility #talentdevelopment #employeeempowerment

Internal mobility has surged by an impressive 30% since 2021, according to Insights from LinkedIn. This signifies a remarkable shift in how organizations are nurturing and leveraging their internal talent pool. The rise in internal mobility not only underscores the commitment of companies to foster growth from within, but also highlights the dynamic nature of today's workforce. Employees are seizing opportunities for career development and progression within their current organizations, creating a win-win scenario for both employers and their workforce. #InternalMobility #TalentDevelopment #IndustryInsights #LinkedInData #WorkplaceTrends

Yesterday, I read an article about #collectiveknowledge —have you heard of it? The idea is that if each person shares just one thing they’ve learned, we all benefit from the combined knowledge of the group. It’s like making a small contribution and gaining a wealth of insights in return. Let’s give it a try! 😀 💡What’s the latest thing you’ve learned about talent acquisition? For me, it’s the current trend where companies are focusing not only on “culture fit” but also on “culture add.” This means they’re hiring candidates who bring new perspectives, experiences, and ideas to the team, rather than just looking for people to blend into the existing culture. This shift is a step forward for diversity and innovation. However, I believe it’s also crucial to consider how well a candidate’s personal values align with the company’s mission and values. It’s not just about what they can contribute, but also about how much they will enjoy and thrive in the company’s environment. When employees work in places that resonate with their core values, they tend to be happier, more productive, and more engaged over the long term. Now it’s your turn! What have you recently learned or observed in the TA world? I’d love to hear your insights!👇 P.S. Enjoying the view from the "office" today ☀️👩🏾💻 #talentacquisition #trends #cultureadd #valuesalignment

👉 The data doesn't lie - Millennial and Gen Z workers want personalized career development paths. Organizations today need new skills faster than ever before, and relying solely on talent acquisition to "buy" new skills is no longer an effective strategy. Today you must rely on upskilling your employees for better #internalmobility options. Companies whose employees excelled at developing skills in the last 12 months have a 15% higher internal mobility rate than companies whose employees lagged. (LinkedIn) Gone are the days of showing your employees you appreciate them with pizza parties 🍕 Show your employees you're invested in their growth with a strong #learninganddevelopment plan. Flip through to see 5 ways you can help your employees learn at work →

Elevating your talent acquisition game with a #skillsfirst approach is not just about strategy; it's a commitment to equity. Dive into LinkedIn's article for a comprehensive guide on fostering inclusivity and empowering every candidate by: ➡️Implementing fair and unbiased assessments ensures equal opportunities for diverse candidates ➡️Embracing a culture of continuous learning to keep your team agile and adapt to evolving skill requirements How would you apply these takeaways in your organization? Share your thoughts in the comments below #FutureofWork #WorkforceDevelopment #SkillsFirstHiring #SkillsBasedHiring

We've had some new followers recently, so we thought it's time for a (re)introduction 👋 At Diversita, our mission is to connecting neurodivergent talent with forward-thinking companies, and educating organisations on how to create a truly neuroinclusive workplace. We understand that many organisations are still building their knowledge around neurodiversity—this is where we step in to bridge that gap. Our experiences have revealed that standard hiring processes fail to embrace neurodivergent individuals, and there is still very little understanding about why certain adjustments are needed. This is a missed opportunity for both talent and organisations. Through comprehensive training sessions and informative workshops, we educate businesses about the importance of creating a neuroinclusive environment. What We Offer: 🎓 Neurodiversity Training: We educate teams on the importance and benefits of a neurodiverse workforce. 🤝 Interview and Application Support: We support talent acquisition and HR teams to make sure that the recruitment process is as neuroinclusive as it possibly can be. 🌱 Continual Support: We provide job coaching and support to help ensure that the onboarding process is as smooth as possible, so that your new employees feel that they can be the best possible version of themselves at work. If you’re interested to learn more, reach out to us and begin your journey towards a neuroinclusive company culture by messaging Marc Crawley on LinkedIn, or emailing us at contact@diversita.co.uk. You can find more about our services here: https://lnkd.in/eP6KWqVn #Culture #Neurodiversity #TalentAcquisition

Embracing Gen Z. Rethinking Our Approach to New Talent I recently came across a survey noting that 1 in 6 companies are hesitant to hire recent college graduates. https://lnkd.in/etrsD-Ay This perspective isn't entirely new—it echoes sentiments from when Gen X first entered the workforce. It seems we're still grappling with appreciating that each new generation brings a unique worldview, mindset, and skill set. Instead of trying to fit Gen Z into traditional boxes, perhaps it's time we rethink our approach. I'm not suggesting that entire businesses need to overhaul their operations to accommodate a new generation. However, considering the complex world we operate in—where crises are the norm and technology disrupts industries daily—it's surprising that our strategies for integrating new talent have evolved so little. There's a contradiction in telling newcomers they should "not conform" yet insisting they accept existing cultures and norms. By outlining strict expectations, aren't we essentially asking them to conform to our way of thinking and doing things? It's no wonder some might look at the current state of the world and think, "If this is what 'good' looks like, I want no part of it. And as for respecting you as a leader - well it must be earned." Gen Z offers a wealth of opportunities for businesses willing to think differently. They can help us change outdated practices and introduce new solutions to long-standing challenges. Instead of viewing their fresh perspectives with hesitation and criticism, let's consider the value they bring. By embracing the unique contributions of Gen Z, we can foster innovation and adapt more effectively to our constantly changing environment. It's about creating a dynamic where both the organisation and new talent learn from each other—respecting tradition while embracing the future. How can we better integrate new generations into our workplaces to mutual benefit? #talentmanagement #leadership #GenZ