How to Increase Tech Industry’s Talent Pool by Attracting Female Talent

The gender gap in the tech industry is an ongoing problem for most of the countries around the world. Companies are struggling to attract female talent. According to Deloitte insights 24% of females are working on tech positions in the United States while Europe is much worse it is only 7%. Tech industry is an extremely comprehensive industry, and anyone can learn, develop. With upcoming advanced technologies and business models, endless opportunities are developing and growing in the tech industry. To avail such opportunities and fill the skills shortage in the industry, tech companies need to attract and most importantly retain female talent. This article discusses strategies that could help tech companies attract and retain female talent.     

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Simple Ways to Increase Your Employee Experience

In this era creating better employee experience requires some effort, but the outcome can be much worthy if you follow the right steps which relate to your organisation. Employee experience can be evaluated through three main pillars and those are employee feelings, behaviour, and attitudes. Recent studies have found that positive employee experience is directly connected to attracting and retaining talent. This era is more powerful era than others and candidates are seating in the driving seat, and they can choose which direction to go. Companies have no other choice, but they only must compete with other competitors to grab the best talents to their organisations. If companies want to grab the best talents and retain the top talents they have, they need to continuously provide a positive experience to their employees. Now a day’s salary is not the only thing which keeps employees with the organisation. Below mentioned activities are also important for the organisation to attract and retain talents by providing a good employee experience.

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How the Top Companies Attract Top Talents to Their Organisations

After 2025 most of the baby boomers are leaving the workforce, this is the correct time for the organisation to attract the best latent from generation Z and Millennials to increase the organisational talent pool. Since the current job market is highly competitive it is a completely different challenge for organisations to attract and hire the best candidates for their organisation. There is a huge number of vacancies are available in the job market and the biggest question is how many attract the potential candidate at the end of the day. Having a strong and well-organised strategy will help organisations to stand out from this competition. Sometimes back it is an easy task for HR to recruit but now a day’s candidates are looking the employer with different angles and fulfilling candidate’s needs and wants are difficult for some companies. But a good recruitment strategy will cover all these aspects and they can find a perfect candidate who fits the organisational culture and values as well. It is important to have a strong and well-planned employer branding strategy if you want to stand out from the competition. Focusing on the different recruitment moves will help the organisation to gain the attention of the candidates and practising following activities are very crucial for the organisation who are willing to have long term growth.

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Ways Which Gig Economy Impact on Current Human Resource Practices

The gig economy is a growing trend among most of the employees who belong to Gen Z and millennials. Gig worker can be identified as an independent contractor, on-call worker or online platform worker who works for an on-demand company with a formal agreement to provide services to the company and its clients. Modern working trends are now moving towards more virtual workplace concept therefore the term gig economy is now becoming popular among generations. As a result, most of the employees are willing to be a part of the gig economy and HR professionals are now facing a challenge of recuring those employees to increase the organisational talent pool. Still, Gen Z and millennials count a small percentage of the workforce, but the trend is moving upwards. Since Gen X and baby boomers are leaving the workforce it is time for organisations to come up with strategies to attract more gig workers to their organisations. According to Deloitte Global Millennial Survey, 2019, 84% of millennials and 81% of Gen Z candidates are willing to join the gig economy. Also, they prefer joining for the companies who are practising gig economy in their workplace. 

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