XING’s Post

Only 45% of hirers would consider employing an individual with convictions, with an alarming 30% stating they would impose a total ban! Last week at our Modernising Employment Special Industry Session on Improving the Hiring of People with Convictions, we heard from various experts on the challenges which those with convictions are facing and the barriers which a lot of employers are still to overcome. We have already started work with our collection of experts to establish best practice guidance for employers on hiring people with convictions, as we continue to drive our mission to make UK hiring the fairest in the world. As the Modernising Employment APPG is due to re-form officially after the General Election Period, we are busy putting together our calendar of events for the upcoming months - spotlighting the most important topics in hiring and working with our employer network to drive change. To stay up to date with our latest work and be a true trailblazer in your industry, join the Institute today for free - https://lnkd.in/eQ37QVss #ModernisingEmployment #Convictions #FairerHiring

Once again the Hays specialist Index is showing a picture of the Austrian economic situation which is not as pleasant as we would like and which is mirrored by general opinion as noted in the Standard article, but are things as bad as one might think? The employment market is falling in general and the number of specialist positions being posted is falling as well. This being said there are still more open positions for specialists than there are free specialists. What this means for me is that for candidates it is still important to keep self improving and maybe training new spcialist skills. While clients still need to understand that when they have an open position they will be competing with other companies for the fitting candidates. This also means that with falling number of new posted positions candidates are becoming reluctant to change jobs (leaving a job one knows for one one does not). So while one might think that it should be easier to find new candidates, that is actually not the case, the war for specialist Talents is still in full swing!!! What do you think?? Article in Der Standard: https://lnkd.in/dTcWkbZh The original full version Hays Specialist Index: https://lnkd.in/eB2ejJgk

It's that time of year again! The release of the always anticipated Randstad Employer Branding Research. If you're interested in why people leave a job, stay with an employer or join a company, then this report is an indispensable resource. Canvassing the opinions of over 6,000 Australians, these insights are invaluable for #peopleandculture, #humanresources and #talentacquisition teams. Further information is also available this year on the impact of the rising cost of living and #artificialintelligence on job seeker thinking. If you're interested in a copy of the report, download one at the link below. (Kudos to my Randstad Australia colleague Marie Lee for fronting this year's video! Great job Marie!!)

🔍📈 Ready for our October Pulse? Discover the real reasons why candidates leave companies—and what draws them to others! 💼✨ In this post, we explore key factors influencing career transitions. Learn how to identify pain points, create attractive opportunities, and retain top talent by understanding what motivates them to move. Don’t miss out—watch the video summary now (https://lnkd.in/gSZtmAyZ) or read the full article here: https://lnkd.in/gcRD2tvH! 🚀 Key Points Covered: 🔑 Learn the crucial factors behind employee turnover 🔍 Discover what candidates are truly seeking 💡 Explore how companies can better retain and engage talent 💼 This is a must-watch for professionals in the medical device sales and marketing field, looking to enhance their talent acquisition and retention strategies! 🌟 Plus, catch our conference reel for some game-changing insights. 💡 From mastering the mindset for flow state to choosing courage and asking the tough questions, this experience was truly next level! 💥 👉 Subscribe to our YouTube channel for more recruitment strategies: https://lnkd.in/ghaurjF8 👍 Like this post if you found it helpful! 💬 Share your thoughts and questions in the comments! Follow us for more insights: 🌐 Website: https://lnkd.in/guiem7Pt 🔗 LinkedIn: https://lnkd.in/gdATNhfA Watch our other videos: Find Top Medical Device Sales, Marketing, and Clinical Talent - https://lnkd.in/grpDDWca The Power of Timing and Engagement in Effective Talent Acquisition -https://lnkd.in/gU9DcCMz #OctoberPulse #TalentAcquisition #RetentionStrategies #CareerTransitions #MedicalDeviceRecruiters #FisherSearchGroup 🚀🎥

We took the data from over 500 of our firm's phone interviews between Jan 1 and Sept 30 and wrote this article on why candidates leave companies (and join others). Retain top talent by understanding what motivates them. ✨ 📺 Video summary: https://lnkd.in/gSZtmAyZ ✍ Read our full article: https://lnkd.in/gcRD2tvH What are your thoughts on this topic? 💭

It was a pleasure to open Day 2 of the Global Forum on Responsible Recruitment next to Anna C. Pienaar, Rae Lindsay, Bart Devos We had a very insightful conversation about “The Impact of New Human Rights Legislation on Collaboration Between Companies” If you missed it here are some thought that hopefully stuck with the audience: 1. Upcoming legislation has the potential to ground, strengthen and encourage collaboration among businesses and with governments To continuously foster an outcome driven HREDD, the implementation of upcoming legislations within companies should be led by cross- functional teams. 2. For HRDD to create a shared value for all, we all should invest on a piece of the puzzle through - Intergovernmental cooperation across regions - Cross-value chain collaboration - Open multi-stakeholder dialogue and action 3. We need to elevate human rights as a CEO priority: Business leadership is needed to steer companies to business models where transparency and impact driven action are built-in. 4. More transparency is a must for collaboration. The fear of litigation should not take over the honest efforts to address issues in complex operations and supply chains. 5. Today governments are more aware of the value and the potential cost of forced labour for business and their economy Business have develop tools, expertise and pilots, we know better what works and what doesn't This is the basis for a meaningful engagement to build policy environments that are grounded in reality and help foster more responsible recruitment and employment At The Consumer Goods Forum Human Rights Coalition we are leveraging the power of the collective to accelerate these changes, turning the discourses and committments into concrete actions. Watch the replay here: https://lnkd.in/eEifjBjU Thanks to Institute for Human Rights and Business, AIM-Progress and Stronger Together for the invitation.

If content is fuel for PR, rigorous research delivering true insights is rocket fuel. 🔥🚀 For nearly a decade, our Hays Market Research division has looked at the development of demand for skilled labor in the German market. This isn’t the type of fast and loose research you often see companies doing in order to leverage supposed insights for press coverage. The insights we gather through our research make us a highly sought out authority, evident by the fact that we are featured in Handelsblatt and Personalwirtschaft – two leading publications in the business and HR world in Germany. 📈📊 And, in case you’re curious about what our market research is telling us? Well, I know I am biased, but it really is a great time to hire. 🌟 Overall, the German market has cooled, leading to a reduction in the number of job postings. This also means there is less competition for companies looking to attract the very best talent. With the overall demographics in Germany showing a massive gap in skilled labor in the years to come, this is a great moment in time to fill open roles with the right people. 💼👥 Props to our Market Research and PR teams: Kathrin Möckel, Laura Betz, Clemens Hoh Larissa Kadi Dirk Grygo Link to the Handelsblatt interview in the comments. 👇 #LoveNumbers

📢 Do not miss this opportunity for online consultations with our member Agata Ceglecka, Human Resources Consultant and Founder of EffektivHR. 🔔 Before booking an online meeting - do take a look at the impressive new website, http://effektivhr.se/! #humanresources #expertise #atyourfingertips

In a world abuzz with election fervor, the debate rages on: Should companies venture into the sociopolitical arena? The answer sits at a crossroads of propriety, professionalism, and diversity – a delicate balance to strike. Surprisingly, as per a riveting survey by the University of South Carolina, 70% of CHROs plan to wade into these waters. Why? Primarily due to nudges from employees, consumers, and professional circles. Interestingly, female and minority team members voice a deep sense of solidarity when their employers champion causes close to their hearts. A remarkable 42% of companies in the survey disclose having set formal guidelines for navigating these public stands. The rumblings in the recruitment sphere are palpable. Job seekers increasingly seek out companies that echo their values, vocally and unequivocally. How about your organization? Where do you stand on embracing socio political causes? As an ardent recruiter at Mogel, I often witness the emergent trend of candidates yearning to affiliate with businesses that mirror their principles, loudly and proudly. Should companies align themselves with socio political issues? The echoes of this important question reverberate through the HR corridors. What's your take?