A study by Robert Half evaluated the levels of happiness of 24,000 working professionals across eight countries who agreed to talk about their on-the-job satisfaction. The results revealed that the field of marketing and creative dominated the top rank, for both level of happiness and level of interest in work. While the field of technology
The verdict is in: Keeping track of the required skills for every role, at every level, in every market, and monitoring how each employee is progressing in real-time is the need of the hour for employers. In the note, let’s have a look at the winners and finalists of the Best Learning Management Systems from
Hypermarket chain and retail company, LuLu Group, Sunday announced a Dh32 million (RM34.6 million) special bonus for staff across the Gulf Cooperation Council (GCC), Egypt and Far East, including Malaysia and Vietnam, Gulf News reported. The bonus will benefit 41,893 LuLu Group’s staff in Ramadan, and comes in line with the Year of Zayed, the 100th
New Straits Times has reported that Malaysia’s prime minister Tun Dr Mahathir Mohamad is holding a meeting with the staff of the Prime Minister’s Department (JPM) at Dataran Perdana, Perdana Putra Building today (21 May). The prime minister is scheduled to arrive at Dataran Perdana at about 8.30am and deliver a mandate to the JPM
READ IN ENGLISH 證據明確顯示，企業不容易吸引和留住頂尖人才，而長時間及複雜的招聘流程會流失這批精英。 招聘公司Robert Half委託進行的獨立研究分析500名香港求職者的回應，發現超過十分之七（72%）的應徵者因為首選僱主遲遲未有回覆，因而會退而求其次。 儘管72%的求職者表示如果招聘流程花太長時間，他們將對職位失去興趣，但該研究卻發現招聘經理往往需時很久才回覆求職者。逾半（54%）的應徵者面試後要等一個月以上才收到回覆，而27%更要等超過六星期，21%甚至等超過兩個月，只有6%當天便獲得回覆。 這與應徵者對招聘流程的期望截然相反。大多數（88%）應徵者認為，由最初遞交申請到收到最後回覆，等一個月是合理時間，只有12%認為等一個月以上可以接受。 Robert Half香港區董事總經理Adam Johnston於一份新聞稿中表示：「香港公司正在激烈爭奪擁有合適技能和才華的精英。為推動業務發展，若因招聘流程過長而錯失有潛力的員工，這個代價對僱主實在太大。」 「優秀求職者知道他們有價有市，因此很多香港求職者由於等太久而放棄夢寐以求的職位，情況令人關注。」 Johnston續指：「在招聘流程中篩選應徵者可能非常耗時。但如果招聘經理無法使招聘流程迎合現今應徵者的期望，在市場上失去最優秀人才的風險將會增加。」 「若要根據今天應徵者的期望取得適當平衡，企業需要從最初刊登招聘廣告，到最終落實聘用，深入檢討並簡化整個面試流程。」 延伸閱讀：3大招聘必勝法
Kantar has recently appointed Anitha Ramakrishnan as regional HR director for the Insights Division, comprising of Kantar Millward Brown and Kantar TNS. Her role covers North Asia, Southeast Asia and Pacific – including Indonesia, Vietnam, Thailand, Malaysia, Singapore, Philippines, Cambodia, and Myanmar. Anitha, who has a strong background in talent and organisational development, joins from
閱讀中文版本 The evidence is clear companies are struggling to attract and retain top talent and yet long and complex recruitment processes have them losing out. According to independent research commissioned by recruitment firm by Robert Half, the study that analysed responses from 500 Hong Kong jobseekers found that more than seven in 10 (72%) of candidates
READ IN ENGLISH 正當千禧一代和Z世代開始更積極推動社會轉變，他們較認同積極為社會帶來正面影響的公司。至於只著眼於賺錢的公司，則不再是後生一輩的首要考慮。 德勤的一項調查訪問了來自36個國家的10,455名千禧一代，以及六個國家1,850名剛踏入職場的Z世代。調查發現，僅48%的受訪者認為企業有商業道德，較去年下跌了65%。更多人開始懷疑企業動機是否如此「大公無私」，當中只有47%認為企業領袖致力為社會出一分力，比上年下跌62%。 年輕一代現時更相信重視創造職位、創新、改善員工生活和事業、為社會和環保帶來正面影響的公司。 結果，忠誠度跌至兩年前的水平。43%的千禧一代認為自己會在兩年內離職，只有28%期望在同一公司工作五年以上。這是因為有62%的人視零工經濟為全職以外的可行選擇。如果企業想抓緊千禧一代人才，便要多做一點，考慮其他工作元素，例如多元化、包容性及工作彈性，以迎合千禧一代及Z世代的需求。 德勤全球行政總裁Punit Renjen道：「今年的調查結果反映出，過去一年的急速社會、科技及地理政治變革，影響了千禧一代和Z世代對企業的看法，亦向全球領袖發出警號。」
How Job Seekers Discover Jobsis Actually Changing HRExaminer Weekly Edition v9.20 May 18, 2018 Jeff Dickey-Chasins highlights how Google and Facebook’s new offerings have made dramatic changes in job discoverability. Read, How Job Seekers Discover Jobs is Actually Changing. Heather Bussing explains how technology Product Managers are designing how you
Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here. HR Tech Weekly Episode: 172 Air Date: May 17, 2018 This Week John and Stacy discuss Stacey’s presentation
