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In the current hiring landscape, successful employers must pull off an incredible balancing act by expanding their candidate pools and the diversity of their applicants, streamlining their processes, and improving the candidate experience.

Bring in new talent and hold onto the talent you have by increasing salaries and bonuses, as well as investing in upskilling employees and building a more positive workplace culture.

Experience tells us that overpaying for talent, and making rash hiring decisions, will ultimately come back to haunt you. In a highly competitive global talent market like this, how are companies supposed to compete without breaking the bank?

How to use talent assessments to understand your organization’s talent

Learn how to create a future-proofed worker who can learn and apply new skills, embrace new mindsets, and assist in creating new cultures.

It’s time for a new approach to talent. Organizations must shift their talent strategy approach from a replaceable to renewable workforce.

Our survey showed that 60 percent of hourly and non-exempt employees were not offered any kind of outplacement support when impacted by layoffs. Why do so many organizations neglect their most vulnerable workers – the people who need outplacement support more than anyone else?

A checklist that every organization should consider when attempting to address D&I goals at the recruitment and hiring level.

Coming out of the pandemic, some organizations will be leaders in treating their talent as a renewable resource, while other organizations will be left behind, focusing too much on wholesale layoffs and other wasteful practices. This is the moment to get your organization on the right side of that equation.

COVID-19 is shaking up recruiting and hiring strategies. Josh Brenner, CEO with Vettery, a digital hiring marketplace, talks about the impact of COVID-19 on the industry and why the future of recruitment is bright.

The future of work demands a renewed approach to talent management. Organizations must adapt to hybrid work models, prioritize employee experience and well-being, and invest in upskilling and reskilling. By fostering a culture of diversity, equity, and inclusion, organizations can build a renewable workforce that thrives in the face of change.

Gender inequality persists in the finance industry, where women continue to face significant pay gaps and career barriers. Despite strides made towards gender equality and women’s empowerment, women in finance often encounter gender bias and workplace discrimination. By understanding the root causes of the gender pay gap and implementing strategies for pay equity and career advancement, we can work towards a more equitable and inclusive future for female leaders in finance.