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COVID-19 has fundamentally changed how we work – and how we think about work – today and well into the future. As a result, it has prompted a reboot of how organizations recruit and onboard new employees. The struggles of the past year have also prompted many workers to rethink their career priorities, quitting their jobs in extraordinary numbers – with a record 4 million people doing so in April alone, according to the U.S. Labor Department. This has ushered in an era some pundits are calling “The Great Resignation,” creating a higher-than-usual demand for workers. And this has many employers – especially those in high-demand technology settings – scrambling to find adequate talent to fill the many job openings. CIOs in particular are struggling to accelerate digital transformation and ensure the latest technologies are available, a requirement for attracting tech-savvy workers – and of course, the customers they are striving to please. Also now normal is the continued acceptance of t

  May this special day bring peace, happiness, and prosperity to everyone. Wishing you a very very Happy Eid al-Adha

  As hiring ramps up, it’s a common refrain from talent leaders that the goal of the talent function is yet to be realized. This, of course, refers to getting the right people into the right roles at the right time. It’s a task that proves more difficult than it would seem on the surface and one that costs businesses a great deal of money. The most common estimate you hear is that it costs at least 30% of a person’s first year salary for the organization to part ways with the wrong employee and once again go in search of the right one. Many say that this estimate is actually on the low side when you factor in costs associated with onboarding and training, the impact on team morale and the drain on productivity that comes with the hassle of coping with a bad hire. Technology is helping to address these issues, but how it gets plugged into the talent function is vital to its success. During a session at our recent HR Tech North America event, Emmersion’s Head of People, Paul Thatcher, wa

Let us together enjoy and celebrate our happiness. This Independence Day brings forth a new hope to make our tomorrow's most beautiful and cherished. Wishing everyone a very happy 4th of July .

The move is a substantive step forward but poses a challenge for companies: With the holiday written into law a mere two days before its inaugural instance, giving staff a sudden day off is fraught with logistical challenges. How do businesses recognize Juneteenth in a way that shows substantive support both now and in the future? What is Juneteenth? A portmanteau of the words “June” and “Nineteenth”, Juneteenth commemorates June 19, 1865, when Union General Gordon Granger arrived in Galveston, Texas to announce the abolishment of slavery in the state under President Lincoln’s Emancipation Proclamation. Also called Jubilee Day, Black Independence Day and Emancipation Day, Juneteenth is regularly celebrated across the United States but until Biden’s announcement was only a paid holiday in eight states including Massachusetts, New York, and Washington. Five ways for employers to offer substantive support While it’s important for employers to recognize the newest federal holiday, it’s al

Employer branding has experienced some monumental shifts in the last year as companies have had to adapt quickly in order to keep running. The following must-haves will help you ensure a solid employer brand strategy for the year ahead. Re-evaluate your values and EVP A crisis like COVID-19 is a decisive test for any organization’s purpose, values, and Employer Value Proposition. A lot has changed for companies in the last year, from where their employees are working to the work they are doing, so it makes sense that your EVP would change as well. Now is the perfect time to review your values and offerings, and ask what areas need improving or evolving. Values shape your employees’ priorities, and a strong EVP will attract and keep the best employees. As Laura Lenz of OMERS Ventures recently mentioned during a BetaKit Live, talent acquisition and retention “are the number one priority” for Canadian tech. Identify what matters most to your teams and build it into your DNA. Showcase you