Staffing Industry Analysts report that there were about 1.9 jobs for every unemployed person in May 2022, with job openings far exceeding the number of job seekers. With such a tight labour market, it’s never been more critical than now to provide a seamless experience for your candidates, to ensure you’re staying ahead of the competition.
In this part of the article, feel free to learn about the transformation to a new Internet era, Web 3.0, and its benefits for increasing operational efficiency.
Today, the boundaries between the digital and physical worlds are fading at the flip of a switch. People already use AI-generated avatars when communicating via social networks, follow the latest fashion trends in the virtual runways, receive medical assistance through digital twins, and enjoy virtual concerts.
Our partner UKG are thrilled to share, in this EXCLUSIVE report, what’s really worked for HR in helping people and organizations not just survive the crisis, but in many instances, thrive.
This report shares insights from the likes of Johnson & Johnson, Orkla, Cognizant, Heineken, the World Food Programme, Gympass, Hewlett Packard Enterprise (HPE), and many more organizations.
Finding top talent today can sometimes feel like a sparring match in a Roman colosseum. In 2022, there’s less than one available worker for every job (0.76 workers per opening), the lowest in history. It’s no wonder recruiters are struggling.
But what about candidates?
If you had to create a list of the companies you’d like to work for – how would you go about assessing which ones would be the best fit for you?
The problem with things like the Best Place to Work surveys is that they tend to look at tick box criteria: how well people are paid, their benefits, training budgets, if they comply with employment legislation etc. What they don’t capture are the more important things that are harder to measure, like whether someone’s work is intrinsically interesting or meaningful.