Energy multinationals operating in challenging parts of the world where infrastructure is developing, government processes are not yet mature, and the geopolitical situation may be unstable, require unique […]
While identifying and developing talent in Iraq and Iraqi Kurdistan will present substantial obstacles, it also has the potential to bring great rewards. Companies that choose to invest heavily in culturally-appropriate training for their Iraqi managers, leaders and teams have seen great results. At one of Aperian Global’s clients companies, employees have created a culture of safety and a management training program which have transformed the work site.
Talent Management Alliance’s (TMA) upcoming 2014 STEM Talent Acquisition Strategies Event. Held at the Andaz Hotel in San Diego California, from July 29th-30th, 2014. The event annually attracts 100 human capital executives and will feature insightful practitioner led sessions that will address talent acquisition strategies to attract, engage, and retain science, technology, engineering and math (STEM) talent.
Talent Management Alliance’s (TMA) upcoming 2014 People in Energy Canada Summit. Held at the University of Calgary, from September 16th -17th, 2014. This event attracts over 200 human capital and talent management executives in the US, this year TMA brings one of his biggest events to Canada featuring insightful sessions that will discuss the critical skilled labour shortage that the Oil and Energy Industries are facing throughout Canada.
For healthcare providers, employees are their biggest asset, but can also be their biggest liability. The ability to provide quality healthcare begins with the ability to quickly and confidently identify and hire the most qualified employees. It’s a challenge within the healthcare provider field that gets even more difficult when complying with complex industry regulations regarding hiring and retention.
Diversity alone may not be the solution, but coupled with inclusion, it’s a great start. Although we all live in the same America, we have not all experienced America the same. This is a good thing. The more diverse the experiences of a team or group, then the more diverse the perspectives and potential solutions to a challenge will be.
For nineteen years, we’ve studied the most prevalent reasons for executive hiring failure and determined many of these could have been predicted and therefore avoided. A key to avoiding many of these costly mistakes is doing the necessary work up front, carefully determining the critical success factors and objectively assessing the best candidates available against those criteria.
For millennials to better prepare themselves to land jobs, I strongly suggest building and expanding your generational networks as early as possible. And make sure those generational networks are as racially and ethnically diverse as your social circles. The longer and stronger your relationships are with these decision-makers, the better.
While challenges exist, Stefanie Hanz, a millennial talent acquisition specialist and another 2012 event speaker, says employers shouldn’t fear multigenerational workplaces. Having employees from a wide range of ages can be a real benefit, she says.