In times of hesitancy, it would be not that easy to find the right person for the specific position. Not only has it been reluctant in the public eye, with the advent of nomads, freelancers, and the rise of entrepreneurship, it has also been challenging to force people to think more focused to raise their career through a 9-to-5 job nowadays. These people, naturally, can be called passive candidates.
Businesses are facing the biggest talent crisis since the 2000 and the 2008 recession. But this time, things are different. Talents are no longer competing for jobs; companies are competing for people. What free trade did to blue collar jobs, remote work will do to white collar jobs. - Naval Ravikant
For many, being fired is unexpected and shocking. Unless you work in a seasonal industry that experiences regular layoffs, the layoff means a loss of a chance for a better future for you: You are constantly trying to improve your organization, but suddenly the organization turns its back to you. And now you are an annoyed and lonely unemployed. So, how to handle the layoff?
Today, QPage is announcing new plans and pricing to align with the needs of all of our different customers.We are continuously adding capabilities to the QPage Platform to make it better for everyone, from individual founders, recruiters, agencies to large enterprises with thousands in hiring team. Along with new and innovative capabilities, we know that it’s important to offer plans for all types of customers too.
Deadline! A word that may be pleasant to many people and none to the rest. “Goals are dreams with deadlines.” Read my experience within few years in searching for inner peace.
For entities of any type either to be for-profit or a non-profit organization at a corner of cozy Tallinn, the COVID-19 pandemic is proved to be a tough, challenging, and importunate leadership examination. They are demanded to navigate the business from the stormy weather, but also take care of the whole organization's sanity including staff, customers, and other stakeholders while steering the business for the new normal! In such a difficult context, there is another task to promote "Diversity and Inclusion". Let's take a look at diversity and inclusion status in 2020 and why it matters?
In our time, unprecedented movements and culture-defining milestones have remarkably changed the face of how we do stuff. Not long ago, in the archaic ages called “modern times,” when Charlie Chaplin’s cruel yet on-spot depiction of poor working conditions raised serious questions about the subject at hand.
A founder often takes a substantial risk to start a new business. He is the one who implements a long-term strategy for the company and defines the values and culture. Considering the significant role a founder plays in the company, it seems logical that s/he should contribute to important decision-making processes like recruitment...
As the leaders of a group of like-minded workers, top management positions gradually shape their subordinates’ ideology and thoughts in the working space. They make up the organizational cultures, values, visions, and goals, and passed them down to the ones working below. To have a clearer perspective on the subject, let’s first crack down on organizational culture.
Cultural differences have a significant role in international recruitment, to ensure that the onboarding of the candidate experience is optimal; it is valuable to get acquainted with the cultural, customs, and rituals differences between different countries. Knowing these differences make recruitment more influential and increases the chances of growth when you, as a recruiter, can respond to them. For a better lead, a nonprofit leader needs to invest in their staff and themselves. A positive organizational culture will bring relationships and resources to the organization instead of negative perception.“Culture eats strategy for lunch.”
When it comes to safeguarding the organization’s values, human resources are the valiant knight at the spear of the company upholding and protecting the traditions and culture of the whole system. They harmonize different departments and create a common ground for everybody to work in.
Now, not all businesses and organizations harbor strong feelings for the new kid on the block. In their eyes, a more advanced technology translates into having to reshape the way things get done or having to go through a spring cleaning of equipment and tools to make the damn thing work. While adapting to new technology has its ups and downs, managers and business owners need to see the big picture of how 5G technology might affect them and transform the business world. Without further ado, let’s break down the parameters of a faster connection hitting the business world.
The excessive measure doesn’t appear to be unharmful, however. As physical relations fade away from memories and more employees resorting to their own personal screens to stay in contact with the whole team, it’s natural for leaders and managers to stress out and get psyched over the direction the team is heading in. They need to double down on different fundamental teamwork aspects to maintain the workforce and keep them motivated and engaged.
Today, the highly infectious virus has ripped 25 million worldwide people's jobs and sent them into their houses, with some lucky enough to avoid the crisis. The International Label Organization (ILO) announced the draw-dropping surge with a “low” estimation rate of 5.3 million unemployed if the countries act quickly and accordingly. In comparison to the 2008-09 hectic global financial recession, which left 22 million across the world without a job, the coronavirus has already surpassed expectations...
Self-accountability comes a wide range of opportunities and benefits which help an employee as a single unit and the team they are working with. First and foremost, it helps to build trust in the environment. People know they can trust and rely on a self-accountable colleague and, more often than not, they come to them with their problems or requests. Also, if taken on by a leader, s/he emits positive reinforcing vibes throughout the group and, in return, receives unfaltering respect and admiration. Words of these people are steady as a mountain.
This model was developed back in the late 1970s by a pair of intellectual consultants working in McKinsey & Company, Tom Peters and Robert Waterman. With a bit of help from some other colleagues like Richard Pascale and Anthony G. Athos, the framework has been widely accepted all across industries and nations alike and set the bar among the best planning tools. Many scholars and academics took to the McKinsey 7s framework to better capture the essence of what drives the companies and to pay more attention to human resources (Soft S), instead of the more classical prospective which centered around mass production, infrastructure, and equipment. For students, and the founders, if a company is to succeed, it needs to adopt the framework and work accordingly to it.
Any group of people coming together for any reason for an extended period, eventually, manifest their very own specific and cherished set of cultivated behaviors, values, customs, beliefs, and etc. From the athletes signing up to the small-time local sports teams to employees of diverse backgrounds forming the fundamentals of a major multi-branched organization, the word culture slowly lurks into people’s minds, and not long after, it becomes a case of immense value. In today’s business sector, lifestyle and corporate culture shaping factors play a decisive role in guiding companies into salvation and success.