Talent Acquisition

Four in 10 UK employees are looking to change roles in the next year, according to a new study, causing businesses in the UK and Ireland up to nearly £17bn a year.

Black and ethnic grads need to apply for nearly half as many jobs - showing pandemic has hit these communities hardest

One in five Gen Z and Millennials would consider moving elsewhere in the UK if their job became a remote-working role. So how can HR embrace a flexible workplace, while still growing a team and fostering company culture?

Businesses about to enter a hiring process out of lockdown may find large pools of available talent but yet unsure of what roles they need. Here, John Hackston from Myers-Briggs lays out the top five key areas for successful job design and planning.

It features images of women from a variety of backgrounds who have found careers in technology through inspiring, non-traditional paths.

Dr Naeema Pasha looks at how AI can have positive impact on workers' skills and happiness in a pandemic world

Before this pandemic turned everything on its head, careers were already becoming increasingly dynamic. The nature of roles and industries were rapidly changing, some jobs becoming obsolete, new ones being created, all calling for workers to reinvent themselves multiple times.

It won't take me to inform you that we are navigating uncertain waters. Stock markets have crashed, businesses are shutting their doors unsure of when they will reopen, and the education system has been turned on its head, with scholars, students and apprentices all missing out on key training and testing. 

The recruitment and people-based industries are responding in a myriad of innovative ways to the Covid-19 pandemic. One example can be found in Jessica Heagren who runs flexible working site That Works for Me. She started the hashtag #WeNeedPeople early on in the crisis to help match those who had lost work due to lockdown with live job opportunities. 

The level of respect in a workplace influences all five key pillars of risk in an organisation – from the financial bottom line, reputation, talent retention and attraction, to employee wellbeing and potential investment.