We asked HR professionals on LinkedIn to tell us what they have learned from 2021, and it seems that employers have finally switched to “solution” mode.
After having experienced so many uncertainties over the past two years, the exercise of forecasting what 2022 has in store for us seems very complex. Here is a summary with 4 highlights.
Nearly half of small business owners and operators who find it difficult to recruit in the current environment have increased salaries accordingly.
Who are these people who refuse to show us their beautiful smile and, incidentally, the tapestry of their bedroom?
For its traditional monthly report on mental health across the country, LifeWorks Wellness Solutions reports that the older employees are, the more likely they are to consider quitting due to feelings of lack of recognition. Analysis.
With the aging of the population and the retirements of the Baby boomer generation, the labor shortage will be in the sights of recruiters for a while. But its magnitude is exacerbated by the side effects of the viral pandemic that suddenly changed the candidates’ priorities.
Little by little, employers are announcing their intentions in terms of post-Covid telework. Some have already announced very flexible policies, while others advocate returning to the office as soon as it is safe to do so. In the long term, what could be the impact of these policies on the culture of organizations?
The pioneer of the candidate experience Gerry Crispin created Talent Board. The foundation publishes a valuable report every year (the bible in the title) containing a dizzying amount of data on candidate experience.
Elon Musk uses a simple question to detect whether he has a genius or a “show-off” in front of him. Intriguing, isn’t it?
Bosses and managers tended to look positively at workers who worked long hours in the office and to favour chatty employees, extroverts, who have the upper hand in meetings and discussions in the hallways.