talent navigator series #Podcast

Yet implementation is complex, adoption is hard work and there are weighty considerations. As you identify broad technical requirements and possibilities, you must navigate and determine ethical guidelines, responsible usage, complex workforce dynamics and a broad spectrum of risks. The challenges are massive.

Listen to this engaging discussion and Q&A with Randstad Enterprise AI specialists Thomas Jajeh and Glen Cathey to explore the GAI landscape, HR tech-specific solutions and wide implications across recruitment, productivity, candidate experiences and more.

Dig into GAI’s potential to drive next-generation HR functions to optimize hiring, close skills gaps and elevate employee experiences as you meet evolving workforce demands and achieve business-critical objectives.

You’ll learn about GAI’s profound impact and how you can harness its capabilities to unlock workforce potential.

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.

Using real-world examples and case studies, you’ll learn how data-driven HR intelligence can drive business growth and enhance talent strategies that are informed by insight and more accurate predictions of what it takes to win in the new talent economy.

How do you identify where the talent is that your organization needs, and how you can connect with it?

What indicators can alert you to the steps you need to take to build or acquire the skills you need in future?

And how can you use greater talent intelligence to more effectively manage talent and be ready to adapt to change?

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.

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.

The growth of skills-based hiring and talent management, bolstered by data analytics and the latest AI, creates an explosion of opportunity.

When hiring for skills, companies are considering candidates without college degrees or industry experience. At the same time, they’re amping up internal skilling to prepare employees for new roles and changing demands. So, as people pursue new careers and future-proof skills, employers expand talent pools, build agility and increase retention for success in a complex market. Everybody wins.

Yet building a skills-based organization is easier than you might think. Human potential is powerful. People have everlasting agility to learn, along with innate core skills, motivations and aspirations that are even more powerful. As a result, you can enhance organizational performance by looking at people as individuals who are built to learn, rather than as the simple sum of education, past experience and job tasks.

So how will you build an organization centered on skills? How will you capture skills and reduce duplication? What tech and data will inform your planning and decision-making? And what role will learned skills, innate core skills, motivations and aspirations play in your talent strategy?

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.

Listen to hear guidance on how to build an agile workforce with mobility with speakers Jean-Francois Vezina and Martin Smith.

Internal mobility helps employees grow into new roles and helps talent leaders better meet recruitment needs. It’s a powerful solution that helps organizations tackle talent scarcity, increase retention and reduce recruitment costs. And at the same time, it elevates the employee experience and future-proofs careers. Everybody wins!

Hear how you can support your employees as they navigate their internal journey. Listen this podcast for valuable insights on building an agile workforce with mobility.

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.