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  2. Today I'm going to talk about a subject that's a little hard to discuss, but I'm asking you to power through and really listen to me. We're going to talk about the fact that a recession is coming. It's on the horizon. Not If, But When It's not a question of "if", it's a question of "when". As a career coach, I get really, really worried about everybody in times like these. I've actually been through three market corrections in my lifetime. First, when I was graduating from college, so I was a job seeker. Second, I was in HR and recruiting back in the .com bust, I watched all that happen in Silicon Valley and beyond. And then third, the big recession of 2008. This was when I started my career coaching practice and started this website because I was so worried about people and what I saw. The Millennials I know it's coming and I'm worried for two particular groups of people. The first are the millennials. The millennials have never worked through a recession. They grew up experiencing one, they saw their parents get stressed out, and maybe lose their jobs. However, they've never lived through a recession where a lot of their friends and maybe themselves are going to lose jobs. It's not just a question of people losing jobs, there will be survivor's guilt as well. The first time you feel that is when you realize you kept your job and somebody else didn't. It's horrifying. Some of them are managers and it's going to be the first time they've had to let people go. It's a very stressful thing, especially because we know millennials are super sensitive, super team-based. Those are wonderful qualities to have. But, it means the stress level and the emotional reaction to it is going to be even higher and that concerns me a lot. Baby Boomers I'm also worried about all of the more seasoned workers. Baby boomers and some of the older gen X because we have so many people in the workforce right now. Over half of them are millennials who are younger and less expensive. There's this kind of bell curve that you hit in your career and a lot of older workers are going to be pushed off the cliff of work relevance. This means they probably won't ever get another job that pays as much or as well. That's just the law of supply and demand; when we have more people in the workforce that costs less, it drives the price down, etc. Experience Does Not Equal Security via GIPHY It's very concerning to me that this is going to happen. I can't stop it from happening, but what I can do is coach people right now on the two things you need to be thinking about with respect to your presence in the workplace. It's not just about your experience. The most senior person does not stay, the most experienced person does not stay in these situations. Trust me, I was in HR and recruiting, I have been through many reorganizations. Personality And Aptitude I understand what goes on behind those closed doors; they're looking at two additional things about you as a professional. They're looking at your personality, meaning, what are you like to work with? In times of stress, what is your personality? What gets revealed about you and how are you to collaborate with? Finally, your aptitude. What's your ability to adapt to change? How good are you at just rolling with it and making things happen and shifting gears? And, on top of all that, being experienced. The Survivors Companies are saying, "Okay, I have to build this new team. This new team is going to be made of the survivors. I need them to be able to get positive and motivated and be productive at the highest level. I'm going to need them to get along in these tough times." That's why companies pay a lot of attention to your personality and your aptitude. Do A Gut Check So what does that mean for you right now? Well, you need to do a gut check. How has your attitude been in the workplace? Are you one of those people that has been rolling with the punches and embracing change and really helping move things forward? Are you somebody who has a lot of strong relationships with your coworkers, peers, and your manager? Are you seen as somebody who is a specialist, a go to person in the organization who provides lots of value and really serves everyone? Don't Just Work In Your Job, Work On Your Career Those are the things you need to get honest about because a lot of times people forget, they just work in their job. "I don't have to have friends at the office, I just need to do my work." It's not enough. In times of change, you also need to be seen as somebody that they're going to want to work through the tough times with. Make sure you're working on your career right now, not just in your job. If you aren't, and you get blindsided, it's going to be so hard emotionally to rebound. Most importantly, if that does happen for you, please get support, get help immediately. Do not try to go it alone. We're all businesses of one. We're in business for ourselves, but we shouldn't be by ourselves. That's why when sudden career curve balls happen, you need mentors, you need support, you need a community. Make sure you get that too. You're Not Hiding The Bad Attitude My advice to you is to do that gut check. Maybe sit down with your boss and talk a little bit about your contributions and what you can do to improve. Are you a good team player? What else can you do to add value? If you're walking in with an attitude, you're frustrated. "They don't respect me. They don't recognize me enough." If you think you're hiding that attitude, you're not! That's mental noted for when times get tough. Stay Relevant Do a reality check, attitude check, gut check, and get in the game. Bring your best personality to work every day. Bring your best aptitude, your ability to change every day, and keep working on your experience. Make sure you're staying relevant. I know this is a hard conversation to have, but it's important that you can't shy away from it! You've got to understand and know what to do because knowledge is power. We have some great career quizzes here on discovering your workplace persona and your communication style! Learning how you add value to the workplace is crucial during this time. We're all in this together and as we always say, if you want to win, you've got to Work It Daily! View the full article
  3. Companies choose to relocate for many reasons. Rising overheads, employee satisfaction, space, access to new networking opportunities and company expansion all play a role in the decision to move. However, when it comes to the big move, you risk disrupting the day-to-day operations of the business and the routine of employees. With that in mind,... View Article A Guide to Quick and Convenient Office Relocation Undercover Recruiter - Recruiting & Talent Acquisition Blog View the full article
  4. Leaders from UnitedHealth Group are creating innovative programs to provide prenatal services for moms-to-be and dental care for kids. View the full article
  5. If you’ve always wanted to be an entrepreneur, you might have been lulled into working for somebody else due to the higher job security involved. It’s a good bet to build your company while you’re still employed if that’s where you see your ideal career going, but you might be nervous about actually doing it. Here are 5 key tips for you to keep in mind if you want to build a career as an entrepreneur if you’re already employed. Try to go part-time first. This way you will continue to have income that you can rely on while you test whether you will be able to depend on income from your entrepreneurship. Make sure you check your employment contract. Some employers consider anything created by the employee as part of their intellectual property. This is especially important if you use your company computer at home or vice versa. Employers can and sometimes do comb through emails or files that their intranet has access to so they can check to see if this intellectual property has been created with their resources. Therefore it’s a good idea to restore an old hard or RAID drive and use that almost like a cheap burner phone to store all your entrepreneurship-related files while you’re at work. Remember that employers may have the right to read whatever keystrokes you’ve entered using their hard drive. Want to Read More Articles Like This One? Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip! SUBSCRIBE! You have Successfully Subscribed! We hate spam too. Unsubscribe any time. Save as much as you can. If you’re even thinking about taking the plunge and going for entrepreneurship you should have some savings to rely on. Some extra cash reserves can sustain you when you decide to leave, or cover any expensive investments that you need to make even when you’re still working in a part-time position. Keep in mind your relationship with your employer. This tip is for those whose company is going to be working in a similar niche to the employers, but not competing with them directly. If you have a good relationship with your employer, be open with them while you leave: you could end up collaborating with them or even being a client or customer. If they are really interested, they might even ask to invest. Don’t jump ship too soon. If you get an influx of interest or even customers, it can be quite important for your career to hold on a bit longer. You need to make sure that your small business is sustainable enough for you to quit your job, and you may be fooled by your business gaining traction as part of its natural life cycle. It doesn’t necessarily mean that you’re completely secure yet. There you have it: 5 absolutely vital things you need to keep in mind if you are currently employed and want to start a small business. Even if you’re not there yet, doing the part-time route can be a great way to decrease your risk and diversify your portfolio — figuratively speaking. View the full article
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  7. Our Employer Spotlight Series features employer branding best practices in action. Check out these insights from a company that's totally crushing it. This month, we chatted with Marcus Cooper, Director, Global Head of Inclusion, Diversity, and Equity at PagerDuty. View the full article
  8. Just got this from Indeed. It's a good read. ----------- Hi Michael, It doesn’t matter if you’re a new grad, self-taught coder or seasoned pro, the tech interview process can break anyone into a sweat. That’s why we created the ultimate tech interview guide. It’s jam-packed with insights and real examples to help you go from applicant to top candidate: The phone screen: What interviewers look for (and what you should look for). The interviews: How to answer common questions and make sure the role is right for you. The tech challenges: From take-home coding assignments to whiteboarding, what to study, how to approach (and solve) problems and what to do if you get stuck. The waiting: Wash away post-interview jitters with actionable steps. Do you actually need to send that follow up email? Don’t wait—prep for your next interview now. Read the guide to ace every stage of your tech interview and land the job that’ll take you further. Enjoy! The Seen Team
  9. A few months ago, I was retained to find a medical executive for a growing biotech. The Hiring Manager set forth all of the expected criteria during our briefing and then something extraordinary happened. “You don’t need to find me a pretty CV,” she instructed. “I am happy with a messy one. You know, it’s... View Article The Rise of the Messy CV Undercover Recruiter - Recruiting & Talent Acquisition Blog View the full article
  10. There’s no way to sugarcoat it: Tech hiring is hard, whether you’re new to tech recruiting or a tech hiring superstar. In fact, employers use an average of five different resources to fuel their tech talent search. And even though there’s been a heavier emphasis on more (and faster) tech skills training in recent years, top-notch tech candidates can still be elusive, with recruiters commonly referring to them as “purple squirrels.” So to figure out how companies piece everything together to make great hires (and help you supercharge your tech hiring along the way), we surveyed hundreds of technical recruiters, sourcers and hiring managers on the hunt for this rare talent. In our new report, Solving the tech talent puzzle: How companies (of all sizes) make great hires, we take a snapshot of what tech hiring looks like in 2019, revealing the major differences (and overlaps) when it comes to hiring tech talent at micro-companies with a handful of employees all the way to enterprise companies with 500+. Download the report now to get insights to boost your tech hiring strategies in 2020 and beyond Using this survey data, in combination with Indeed’s treasure trove of tech job posting data, we’ll uncover intriguing insights about tech hiring in a time when the tech skills gap is starting to close, including: The core tech roles that all companies are hiring for—regardless of size 11 candidate qualities tech employers find most impressive (outside the job description) The 15 biggest hurdles companies face when it comes to tech hiring (and how to overcome them) How employers choose between two awesome tech candidates Which companies struggle the most to hire the right tech talent (and why) Click here to get the report and learn more about how companies are sourcing, attracting and hiring tech talent in an age where nearly every company is a “tech company.” The post [Report] Taking the pulse of tech hiring in 2019 appeared first on Seen by Indeed. View the full article
  11. Incorporating diversity and inclusion (D&I) into the workplace is a top priority for HR departments around the world today. Gartner...D12th Dec 2019 By Niamh Graham Vice President Global HR View the full article
  12. Performance appraisals may be losing favour in some organisations over different approaches to performance management, but they are still a...O12th Dec 2019 By Adrian Lewis Director View the full article
  13. Here’s how to highlight your relevant past experience and transferable skills to land an administrative assistant job—plus an example resume! View the full article
  14. Another year is fading into the past and the holidays are right around the corner, which can only mean one thing: holiday gatherings. Office parties, family events, lunches, dinners, pot lucks, socials, happy hours – the holiday season always brings numerous opportunities for people to get together, catch up with those they don’t see often,... View Article Holiday Networking: Why It’s Important, and How to Approach It Undercover Recruiter - Recruiting & Talent Acquisition Blog View the full article
  15. Not every story in the fintech world is the same. Even though most people who work in finance roles generally studied something like accounting, economics, or business, it doesn’t mean everyone did. In fact, some of the best people in the field are polymaths, with interests in both finance and technology. Prudential—a financial services leader and a household name in the insurance industry—is full of stories like these. Their CEO and Chairman Charles Lowrey actually started his career as an architect. And that kind of intellectual diversity and entrepreneurial spirit is what makes Prudential so successful. Here are a few stories of people who broke away from what they studied in college and found a new path for themselves—and their passions—at Prudential. Bernardine: From Accountant To Developer Bernardine started as an accounting major, but found that one of her favorite parts of the craft was the growing number of ways to organize and analyze data with digital tools. When she took an internship with Prudential, she found the perfect way to make this into a career. “As someone with a non-tech background working in technology, I feel that the best thing I did was start at Prudential with an internship,” she says. “During this time I learned Tableau, the data visualization application for which I’m now a developer. I sat down with my mentor multiple times per week and learned a lot that way. I’m very grateful for that.” This combination of informal and formal learning—through classes and training tools—allowed her to become a full-fledged technologist. Now, she works as a Tableau Developer on one of Prudential’s innovative Agile teams. “Just knowing that my skills can span different parts of this business and that I can aid customers, customer service reps, wholesalers alike by displaying data insights in a visually creative way is really exciting,” Bernardine says. And none of that would have been possible without the open and supportive culture she found during her internship. Shannon: From Economics To Tech Talent Development “When I attended Villanova University, I wasn’t someone who went into college knowing exactly what I wanted to do,” Shannon, who’s been at Prudential for almost three years now, tells us. And while she didn’t know exactly where her career would go, she knew what she wanted it to look like. “I knew that I wanted to make a difference and serve as a resource to people. I ended up majoring in Economics and minoring in Communication. I thought this combination would prepare me well for working in the ‘business world,’” she explains. While it wasn’t necessarily the “business world,” Prudential gave her an opportunity to do just what she set out to. After an internship in the Office of the CIO at Prudential, she found that she actually had a passion for technology talent development. Thanks to her supportive team, she was able to hone the skills involved and secure a full-time job offer. Her current role puts her on the frontlines of talent development, where she places aspiring technologists into the right roles in the company’s summer internship program. Now, she’s a resource to both others and the business as a whole. Abhinai: From Mechanical Engineering To Project Management Abhinai did start on the tech side of things, but that’s not exactly where he ended up. He studied Mechanical Engineering during college and planned on pursuing a career in the field. However, after a few internships across industries, he found that his interest in business was just as strong as his passion for technology. As you might be able to guess by now, Prudential gave him an opportunity to combine these and turn them into a career. Abhinai now works on the business side of tech, implementing and managing new technologies that make life easier for his colleagues and the work they do more effective. “I work on improving the employee experience by introducing and implementing new technologies,” he explains. “So this includes everything from building chatbots to help employees find information quicker or implementing the right survey tool to measure the employee experience.” Despite his experience with business and tech, moving up on the Project Management team took a lot of learning on his part. But Prudential had his back the whole time. “A major reason I decided to stay with Prudential was the supportive culture. My team and manager took the time to mentor and coach me. I took training and development courses offered to all employees, but the guidance from people I worked with helped me learn much more than I could have on my own,” he says. Prudential Culture Is Built For Learners, Growers, And Doers It’s no accident that Prudential is packed with stories like these. They seek top talent—not a predetermined list of skills and experience—especially when it comes to interns and early-career folks. And that’s a sentiment that goes all the way to the top. Want to carve your own path at an innovative fintech firm? Check out open opportunities at Prudential on WayUp! The post I Started Out As An Accountant, And Now I’m A Developer (And Other Non-Traditional Paths Into Finance & Tech) appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog. View the full article
  16. Great people tend to know other great people. When you’re set up on a date by a friend you trust, you know your date is likely to be a match (and a real person) because they’ve been pre-screened. With online dating, though, you only know what your date has chosen to share on their profile, and it’s not always accurate. Same goes for employee referrals. If a current employee is willing to stake their reputation on someone they think is a match for your open role, that candidate is more likely to be qualified. After all, top performers like to work with others who have similar qualities. Along with a faster time-to-hire and higher ROI, referred candidates are also less likely to ghost you (and less likely to leave once they’re hired). So to find out how to get more mileage out of your employee referral program, Seen by Indeed recently sat down with Ted Prendergast, manager of technology recruiting at Red Ventures, for a webinar. One of Prendergast’s goals for 2019 was to increase referral hires in tech by 100%, which he ended up reaching six months ahead of time. How did Red Ventures do it? Below, we’re breaking down five simple strategies that’ll help you get more out of your employee referrals (and the single most important question you should be asking) so you can replicate Red Ventures’s success and start leveraging your current employees’ networks to build high-performing tech teams. 1. The one question you should be asking tech employees Don’t wait for referrals to just happen. Sit down with engineers, product managers and other tech employees and instead of asking “Do you know anyone who’s looking for a job?” ask “Who would you work with again?” This is the one question Red Ventures asks current employees who’ve been with the company for between three and 12 months, as they’re likely to have the most referrals. But you could even ask this question as part of the onboarding process for new hires to see if there’s anyone from their previous company that they’d love to bring with them to their new team. This question is great for generating warm leads (which Red Ventures says leads to 43% higher response rates over cold leads), since you can then approach prospects by saying “[Employee Name] who you worked with in the past is here at [Company Name] and thought you might be a great match for us.” To boost candidate response rates even further, encourage current employees to handle the initial outreach themselves. Candidates on Seen have an 80% response rate, on average. Meet them today. 2. How to turn a like into a referral Referrals don’t just have to be friends, family or former coworkers. In fact, they can be distantly connected (the fourth cousins twice removed of an employee’s professional network) or even complete strangers. In fact, Red Ventures has seen a lot of success by using an unconventional strategy to turn strangers into referrals. When an employee publishes original content on Medium, LinkedIn or Twitter, Red Ventures combs through the likes, claps and comments to identify any promising candidates. The employee who wrote the article then sends each prospect a quick message asking if they’d be interested in working at the company. The idea is if someone is interested in a certain tech topic, they might also be interested in (and qualified for) a similar role. This method works because employees enjoy building their network with people who enjoy their content and “likers” are often willing to chat about opportunities. Red Ventures reports a response rate of nearly 100% using this technique. 3. Unlocking your employees’ online networks Tap into your employees’ networks to source qualified, connected referrals. If you’re trying to fill a cloud engineer role, for example, look up your company’s current cloud engineers (or employees in related roles) and search through their LinkedIn connections to find professionals who match your open role. Since nearly 40% of tech hirers say getting misleading, inaccurate or dishonest information from candidates is their primary hiring challenge, ask employees about potential candidates’ skills before you even send your first message. Would they recommend them for the role? Do they know them in real life? Are the experiences on their profile legit? If they seem like a good match from both your perspective and the employee’s, encourage the employee to reach out and initiate the conversation, as candidates are often much more likely to consider a job opportunity brought to them by someone they’re connected with. Identify prospects that aren’t in job-search mode: Taking this more proactive approach to employee referrals can also help you reach a largely untapped pool of passive candidates (62% of developers fall into the “passive candidate” bucket) since most employees only refer candidates who they know are actively looking for a new job. 4. Share your open jobs (and make them shareable) When employees only kind of know what roles are open, the results can be underwhelming. And employees shouldn’t be expected to constantly check your company’s intranet to see which jobs are open within the company or outside of their team. So to get better referrals (and keep referring top of mind), communicate your hiring needs. Send out an internal email on a weekly or monthly basis—or include a section in the company newsletter—that spotlights your top open jobs and what you’re looking for in a referral. Include pre-written social copy or any other recruiting materials (e.g., company tour videos, photos of the office) that they can share with their network of followers on LinkedIn, Facebook and Twitter. The easier you make it for your best and brightest to refer the right candidates, the more likely they will. For example, tracks referrals through its ATS so that when employees share open jobs on their social media accounts, they get the credit when someone clicks on the link and applies for the role. 5. Offer a referral incentive employees actually want We’ve talked a lot about encouraging employees to reach out first. But what’s in it for them? You have to give them a reason to step away from their code, daily standups, strategy planning meetings, etc. to message a referral. Companies typically offer between $1,000 to $5,000 for each referral that ends up getting hired. Red Ventures, for instance, offers a $2,000 referral bonus to incentivize referrals. Some employees have even earned $10K-$15K by making several hires in a year. Cloud infrastructure company DigitalOcean offers $3,500 per hired referral, plus an additional $1,500 charitable donation to fund a cause of the employees’ choice. And because a person’s network might be homogenous (i.e., people tend to refer people who are similar to them), lots of companies are pushing for more diverse referrals by offering bigger payouts. Intel, for example, doubles its referral bonus when the company hires underrepresented minorities, women and veterans through referrals. Your referral bonus doesn’t have to stop at a cash award. Referrals save you time and thousands of dollars, so consider supplementing any monetary bonuses with something creative and memorable, like tickets to an event, a meal delivery subscription, company-branded swag, quarterly prize drawings, company stock, an extra day off with pay, etc. You can even put up a leaderboard and publicly share stats on the number of referrals received and hired to spark some healthy referral competition. Crowdsourcing your tech sourcing With the number of jobs advertised online jumping to a record 7.3 million and the unemployment rate for tech workers hitting a 20-year low, there’s more competition than ever before for tech candidates’ attention. To keep up, you need to work smarter (not harder) to recruit top candidates. That means experimenting with tactics that’ll get you more out of employee referrals—from asking the right questions to elicit better referrals, to zeroing in on tech pros who’ve liked an employee’s tweet to looking beyond active job seekers. And while it’s true that employee referrals don’t always bring in the highest amount of applications, this collaborative hiring method more than makes up for that in increasing metrics like quality, average hiring time, retention rate and cost-per-hire that’ll help you hit your goals. The post The one question to get more out of employee referrals appeared first on Seen by Indeed. View the full article
  17. HIV continues to affect many people daily. In 2018, approximately 37.9 million people across the globe were reported as living with HIV/...E11th Dec 2019 By Sarah_Dennis Head of International View the full article
  18. After graduation, Sara worked in finance within the aerospace industry. While she loved the specifics of her role, she wanted more interaction with clients. She had identified skills she wanted to develop, but the opportunities she wanted just weren’t available at her old job. One thing was apparent: It was time for the next step. That’s when she heard about the Bloomberg Analytics and Sales program. She was able to land a position in an upcoming training class by displaying her interest in the financial industry, her desire to interact with clients, and understanding of Bloomberg. After going through the interview process, Bloomberg recognized her hunger for knowledge and matched it with an opportunity to learn right away. The company is known for a lot of things—like their world-class training programs, but what was really exciting was their year-round hiring cycle, which meant they were always looking for new employees to join the team. Here’s how all of these factors made Sara’s “next job” her best job—and how that became the first step toward the career she really wanted. Bloomberg’s Training Program Helps Everyone Learn Fast – And Keep Learning Sara’s training focused on utilizing Bloomberg’s flagship product, the Terminal, to assess different financial products, decisions, and interactions. The combination of classroom learning and on the job training covered topics like the financial markets, Bloomberg’s products and clients, and customer service. Basically, she was learning what she needed to assist Bloomberg customers with specific financial questions. At first, she was learning basic Terminal navigation across all asset classes, which enabled her to start helping clients with more general questions. Sara then specialized in equity and fixed-income products. After several months in the role, Analytics representatives have the opportunity to focus on a specific asset class and become subject matter experts. They receive additional training so they can be best equipped to assist clients. “The training is the most wonderful part, because you learn so much and they put so much time and effort into you,” Sara says. “It’s really great knowing that a company wants to invest in you that much.” Bloomberg Encourages Employees To Create Their Own Career Path Bloomberg’s training programs are continuously available to employees looking to expand their skills and develop professionally. The firm is focused on not only hiring top talent, but also nurturing it and making sure that everyone has a goal and a way to get there. For example, employees in the Analytics department typically transition into a Sales 18-24 months after joining Bloomberg. At this point, the company recognizes Analytics representatives have become experts on the products and services, and are well equipped to support clients more directly by becoming Account Managers. Within Sales, Account Managers develop new skillsets such as maintaining relationships with existing clients on a daily basis to ensure that clients utilize the products in the most efficient way. Depending on the team’s coverage, Account Managers have the opportunity to travel and meet with clients in person. Bloomberg’s career development opportunities come in a variety of different formats so employees can create their own path, from the structured training programs place to launch a career, and later the ability to grow through different areas within the organization. “You’re never going to get bored in the same position. You’re constantly going to be learning new things. You’re constantly going to be asked to do new things,” Sara explains. “You’re always looking forward to something new, that next step, that next role. And you know that it’s within your grasp.” Interested in finding your next step (and the step after that)? Check out open opportunities at Bloomberg on WayUp! The post This Company Wants To Give You Your Next Job—And They’re Hiring All Year Round appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog. View the full article
  19. So you feel like your boss doesn’t really understand what you do. Or even worse, they don’t know why it’s important. Don’t panic. Here’s what you can do. View the full article
  20. We constantly hear the phrase of Authentic Leadership, and now we are hearing discussions around Leadership in the Digital Age . As I was...T10th Dec 2019 By ronald thomas Managing Director View the full article
  21. Follow this advice to impress the hiring manager and ace any phone interview. View the full article
  22. There are two ways to create a top-performing team. You can try to transfer, fire, and hire your way to a team that, on paper, looks great. Or you can be a leader. High-performance teams aren’t clobbered and pieced together; they are forged. And if you’re doing your job effectively, any human soul can be... View Article 3 Proven Strategies That Will Supercharge Your Team Undercover Recruiter - Recruiting & Talent Acquisition Blog View the full article
  23. According to our latest research, three quarters (75%) of UK companies now administer their employee benefits online. The survey among more...T10th Dec 2019 By Jim Lythgow Director of Strategic Alliances View the full article
  24. Storytelling is a skill which can help you to connect with others and to share your ideas in a compelling way. It's a valuable skill to develop for your career and in this week's podcast, Helen and Sarah share their top tips for developing your storytelling abilities at work and the stories to focus on first. For links mentioned in this week's episode, head to For information regarding your data privacy, visit the full article
  25. Whereas millennials are described as tech-savvy, Gen Z, those born between 1995-2010, are the first generation that are true digital natives. So it shouldn’t come as a surprise that nowadays jobs in tech are all the rage. No longer boring or nerdy, but an industry full of innovation and discovery – there’s practically a new... View Article The Not So Ugly Sisters of Tech Undercover Recruiter - Recruiting & Talent Acquisition Blog View the full article
  26. Employee engagement is vital to the success of your business. Disengaged employees cost thousands of dollars a year in lost productivity,...T9th Dec 2019 By Steve Picarde President View the full article
  27. U.S. employers are prioritizing leave management more than ever according to the 2019 Guardian Absence Management Activity Index &...U9th Dec 2019 By Steve Picarde President View the full article
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