Staff are using AI tools to create presentations, press releases, plus automate tasks and communications. But is there a value for AI in the boardroom?
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We’re in an age where once again, politics and social issues are dividing our societies, with sometimes dangerous and deadly results.
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Artificial Intelligence and machine learning are are already impacting our personal lives whether we consciously choose to allow them, or not.
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Culture fit has traditionally been a fundamental part of the recruitment criteria. However, more recently this element is being dropped.
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As AI continues to transform our lives, and drive job displacement, who is going to help the people who can no longer work?
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Even after all these years, I’m still surprised at job seekers who don’t know the fine details of their current employment packages.
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In this day and age, how can any hiring leader not be supplying timely feedback to people they have interviewed?
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We are constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
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We are speaking to many of our senior level job seekers, and hearing about extra -ordinary levels of candidate burnout.
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We’re constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
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Hiring companies really cannot afford to continue with bad recruitment processes, especially when the fixes are free to effect.
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Being able to actively contribute on business matters, offer insights, and provide perspectives beyond just people-related issues...
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…beyond providing safe and pleasant work conditions and fair payment for work done, the employer should have no further involvement with the private lives of their employees.
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Sharing your experiences with others can also provide perspective and help you determine the best course of action.
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Too often there is a limited pool of qualified, high performance HR professionals available in the job market.
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It's so ho-hum when you tell me that the company is committed to professional development, diversity, work/life balance
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Managing day to day service delivery in addition to the enormous workload burden of pandemic crisis management was simply exhausting
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Poor handling of redundancies and layoffs are classic examples of how HR can instantly be labelled as unfeeling, “two faced”, disrespectful and callous.
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