talent navigator series #Podcast

Across Asia Pacific, it is estimated that there are 650 million persons with disabilities (PwDs) of which their unemployment rate is disproportionate - usually double that of the general population and often as high as 80% or more.

Earlier in October, Attila Kerekes sat down to have a discussion with Courtnie Brazier Barrett, vice president of equity, diversity, inclusion and accessibility strategy at Randstad Sourceright, and Vaishali Shah, vice president of diversity and inclusion at Randstad Sourceright, supporting our MSP and contingent business.

Our 2022 Talent Trends research found that 76% say diversity, equity and inclusion (DEI) at work are fundamental to attracting, engaging and retaining talent, and 75% are actively promoting their DEI goals to candidates.

How can you ensure that your equity, diversity and inclusion initiatives remain a top priority? Creating a more inclusive environment is crucial to building and maintaining a high-performing team of collaborative individuals, especially in an environment where many employees are still working remotely.

Treating talent well is essential to company reputation and performance, especially during times of uncertainty. This includes everything from being honest and transparent, to treating talent like customers and truly viewing all employees as equal. For more on this topic, Sam Schlimper, senior principal consultant with Randstad Sourceright, sits down with Francesca Campalani, global head of Talent Marketing for Randstad Enterprise Group, to discuss why creating a positive people experience is so crucial for businesses today.

The Great Resignation has workers quitting their jobs in record numbers, increasing the competition for in-demand talent. With talent in the driver's seat, organizations need to respond to this great migration by providing their workers with the correct value they want and need in order to survive.

Closing a still-growing skills gap. Engaging virtual workforces. Responding to shifting market conditions. Are these some of the challenges you are facing?

The pandemic has accelerated digital transformation, but only 46% of human capital leaders are confident they possess the talent and resources to accelerate their digital journey over the next 12 months. Will a lack of digital skills slow your business recovery?

Our latest Randstad Sourceright Talent Trends Research found that 83% of human capital leaders are engaging in contingent talent this year as a way to address talent scarcity.

explore the 2023 Talent Trends research to learn how to drive a sustainable and supercharged future of work .

Randstad Sourceright’s 2022 Talent Trends research, which surveyed more than 900 human capital leaders across all sectors in 18 markets around the globe, says that 80% of banking and financial services leaders say providing flexible working schedules and arrangements is an effective way to address talent shortages. But just 38% are using this strategy, this is a missed opportunity.
In the face of uncertain economic conditions ahead, how can you use strategies like these to attract, hire and retain the digital talent that will drive innovation for your customers, protect your data and keep your business moving forward?

From revamping the talent experience to market intelligence and skills mapping, talent leaders are stocking their arsenals with people-centric strategies that work, despite today’s talent shortages.

“High unemployment rates” and “thousands of people losing their jobs every day” have been the common headlines since March 2020. Yet, according to Randstad Sourceright's 2021 Talent Trends report 2 out of 5 human capital leaders still say that talent scarcity has a negative impact on their business, the highest this number has been in five years. What does talent want? What new trends are shaping in a post-COVID world and how will these impact you?

Facing talent shortages, no matter the market, human capital leaders know it’s time to develop new strategies for finding and retaining high-demand skills. You can’t let talent scarcity put your organization’s recovery and growth at risk.

Gallup cites that companies lose $450-550 billion in productivity each year as a result of disengaged employees. And Harvard Business Review reports that turnover is significantly higher three years after an employee’s experience of exclusion.

Given the ongoing economic uncertainty, it’s important for employers to understand the latest trends impacting their talent strategies and react appropriately. The key to doing so is leveraging talent data. For more on this topic, Joost Heins, Vice President of Global Business Insights for Randstad, sits down with Peter Topler, Global Head of Intelligence Advisory, to discuss how accessing the right data can help businesses meet their talent acquisition needs.

More than a year on from the crisis-induced “working from home experiment,” remote working has become essential in the future of work. In fact, 49% of workers say that they would look for another job if they are not offered flexible working options post-pandemic.

77% of C-suite and human capital leaders say their talent strategy is now more focused on agility than ever before. And it’s no surprise why. As your organization looks to accelerate its recovery efforts in the months and years ahead, you’ll need an agile workforce to future-proof how work gets done.

Despite a looming recession on the horizon, many employers still experience talent scarcity. So, what can businesses do to overcome this scarcity and ensure they have the talent to be successful? For more on this topic, Peter Topler, Global Head of Intelligence Advisory for Randstad, sits down with Joost Heins, Vice President of Global Business Insights, to discuss how businesses can gain access to the skills they need.

How can businesses overcome the challenges of a tight labor market and ongoing talent scarcity? By turning to an often-overlooked resource: internal talent. For more insight on this topic, Anthony Kim of Randstad Sourceright’s Workforce Advisory Group sits down with Martin Smith, Vice President, Global Solution Advisory to discuss how building a robust, people-focused internal mobility plan will help get top talent in key roles, while improving employee retention.

While reductions in workforce are an unfortunate reality in business, how they are handled can have a listing impact on employees who are let go — and those who remain. For more on this topic, Hary Botka, Managing Director, Randstad Workforce Advisory Group, sits down with Lindsay Witcher, Senior Vice President, Sales and Customer Success, Randstad RiseSmart, to discuss how to implement workforce reductions in a transparent and respectful way.