Populix’s Post

An invitatiom from an editor at LinkedIn News Europe landed in my mailbox inviting me to comment on this question: What are the pros and cons of being a boomerang employee? That made me question 'Do I like hiring boomerang employees?' The answer is Yes and No. It depends on the reasons why our journey departed. Here is my YES to someone who: ✔️ demonstrated great work ethic ✔️ was clear and transparent about the reasons for leaving ✔️ is the right fit with their skills, mindset and motivations to help us achieve organisational goals in their new role Here is my NO for someone who: ❌ has a history of unprofessional behaviours ❌ the opposite of the point 3 above Personally, I also think one of the questions that comes to managers mind when rehiring is 'Did I enjoy working with this person?' There is a fine line between personal preference, bias and the fit with the role. What would be your take on this topic? As a manager, would you consider rehiring a person? As an employee, what would be the reason that motivates you to go back to your previous employer? _______________________________________ Hi, I'm Adriana an international career coach and career growth stretigist helping women build a career their love, wake up with a good reason every morning to do what fires them up. I also make a difference in my day to day work by bringing empathy and humanity with my leadership witihin the organisation. #GetHiredEurope#LinkedInNewsEurope

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

🌿 Achieving a work-life BLEND can lead to higher job satisfaction for female founders. Taking time to enjoy summer activities often results in greater fulfillment in their work. Achieving this blend requires a strategic people approach. By attracting candidates who share your company’s values and hiring for critical roles before the need arises, your business continues to thrive. Creating an inclusive culture where each team member feels valued leads to higher job satisfaction. Find joy in your work and life. 🌟💖 🔗 Discover more about effective people strategies: https://loom.ly/Bs2UJBo #WorkLifeBalance #JobSatisfaction #FemaleFounders #PeopleStrategy #Fulfillment #BusinessGrowth 🌟 I'm Lindsay White. I help female founders create businesses as powerful as them through people strategy, Positive Intelligence, 1:1 coaching and more. 🔗 Want to wake up excited to work in your business every day? Let's connect. Found this useful? 🔥 Share this post with a friend or colleague ready to charge up their business!

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

Why recruiting young people is such a big deal ? 🤯 One of the most pressing challenges for employers is effectively understanding and engaging with the younger generation. As the workforce continues to evolve, the traditional methods of recruitment and management are often found lacking when it comes to meeting the unique needs and expectations of Millennials and Gen Z 😎 These groups bring a fresh perspective and a set of values that differ significantly from previous generations. Embracing these differences and adapting our strategies is key to not only attracting but also retaining young talent. Below are some "essentials" that can help bridge the gap between employers and today's youth 👇 ✅ Work-Life Balance: Young professionals are increasingly prioritizing a healthy balance between work and personal life. Companies that offer flexibility and respect for personal time stand out in the job market. ✅ Specialized Skills: The rapid advancement of technology and changing industry landscapes have led to a demand for specialized skills, often not covered in traditional education. Businesses need to recognize this skills gap and seek innovative ways to address it. ✅ Company Values: This generation is more likely to seek employment with organizations whose values align with their own, particularly concerning sustainability, diversity, and social responsibility. ✅ Modern Communication: To reach and resonate with young talents, companies must adeptly utilize modern communication channels, especially social media, which is a staple in their daily lives. ✅ New Recruitment Methods: The traditional recruitment playbook is being rewritten with a greater emphasis on online platforms, social media outreach, and interactive networking events. Navigating these nuances is essential for companies looking to tap into the vibrant potential of the younger workforce. Share your insights and strategies on how you're adapting to attract and engage with the younger generation in your workplace 💪 #CareerHub #CH #recruitment #talentacquisition #millennials #GenZ #HR #innovation

🌟 The Changing Landscape of Work: Debunking Myths About Gen Z 🌟 Have you seen the latest article claiming that Gen Z is "lazy" and "entitled"? Let's set the record straight. The truth is, many of them grew up witnessing their parents and older generations sacrificing their well-being for their careers. They were told that success meant burning the midnight oil and climbing the corporate ladder at any cost. But times are changing, and for good reason. Gen Z is redefining what it means to have a fulfilling career. They prioritise work-life balance, mental health, and meaningful connections over endless hours at the office. Contrary to what some may believe, it's not about "minimum effort" or entitlement. It's about recognising your worth and demanding better now and for future generations. Sure, they’re not afraid to challenge outdated norms. They question why young workers should have to sacrifice their mental and physical health for a pay cheque. And yes, they believe in fair compensation and opportunities for growth from day one. So next time you hear someone bashing Gen Z, remember that they’re not lazy – they’re just striving for a better, more sustainable future for all. 💪 Want to find out more about the world of early talent and Gen Z? Take a look at our Asia report and findings on how to tackle skills gaps in early talent: https://lnkd.in/eT_NtSy7 Article: https://lnkd.in/emxgjBPi #GenerationZ #WorkLifeBalance #ChangeMakers

Earlier this week, Susan Daniels attended an educational, insightful and fun Women’s Energy Network Houston presentation by Bonnie D. Monych, CPC, CM on understanding and bridging generational divides to promote engagement in the workplace. It resonated with us and made us consider how generational drivers affect hiring. As recruiters, we have the challenge of engaging with diverse talent across generations. Each brings its unique strengths and preferences to the table. Here's how to ensure a fair and inclusive interview process that works for everyone: General generational drivers: Baby Boomers (1946-1964): value stability, loyalty, and a clear career path. To engage them effectively, highlight opportunities for growth and long-term stability. Generation X (1965-1980): value work-life balance, autonomy, and opportunities for continuous learning. Emphasize flexibility and growth opportunities tailored to their individual needs. Millennials (1981-1996) prioritize purpose, meaningful work, and work-life integration. Showcase your company's values, social impact, and opportunities for personal development. Generation Z (1997-2012): crave authenticity, diversity, and technological innovation. To attract their attention, showcase your company culture, diversity initiatives, and cutting-edge technologies. Crafting an Inclusive Interview Process: Tailored Communication: Adapt your messaging to resonate with each generation's values and preferences. Use a mix of traditional and digital channels to reach a wider audience. Flexibility in Process: Consider offering flexibility in interview formats and scheduling to accommodate different work styles and personal commitments. Diverse Interview Panels: Ensure diversity in your interview panels to provide varied perspectives and ensure all candidates feel represented and understood. Emphasize Culture Fit: Highlight your company's culture and values throughout the interview process to attract candidates who align with your organization's ethos. We think embracing generational diversity can build teams that bring varied perspectives and experiences to the table and create an environment where everyone feels valued and respected. What does your organization do to promote generational inclusivity? #InclusiveRecruitment #DiverseTeams #EmbraceGenerationalDifferences #recruitmenttrends

Happy Neurodiversity Celebration Week! Neurodivergent cognition is thought to have vast potential for creative approaches to problem solving, presenting a unique opportunity for employers looking to approach organisational challenges differently. However, many neurominorities encounter hurdles during typical hiring processes that put them at a disadvantage. Ben Morris, Project Manager at Skills and Learning, gives a rundown of steps organisations can take to reduce obstacles for neurominorities during the recruitment journey.