As organisational DE&I strategies become increasingly high profile and are rightly positioned at the heart of business strategy, many firms are seeking to leverage technology further to identify, attract and retain a vast pool of under-represented talent.
Launching Miller Byrne last year was the singularly most challenging project we have collectively undertaken as recruiters. We are also pleased to report that it has been the most rewarding project we have undertaken and, as we approach the end of our first business quarter and look forward to the Easter weekend, we wanted to share the following market update with our HR & Marketing networks.
Companies invest significant time, budget, effort and energy into attracting the best talent in their industry through strong employer branding. As recruiters, we realise how important it is to retain this talent once the candidate has begun their journey at the organisation.
According to a recent survey conducted by MetLife, employees from a diverse range of business sectors are rapidly placing heightened importance on their employee benefits portfolio. Just over two-thirds of those surveyed (67%) cited a pandemic-related reason for the fresh focus on their total reward package.
Last year, following a very long absence from the voluntary sector, I took the plunge and became a formal volunteer with the NHS. I have re-joined a community of over 20.1 million – or over 38% of people in the UK – who have formally volunteered at least once in the last year.
For many experienced HR Business Partners, transitioning to a Head of HR leadership role is the next natural step in their career trajectory. Often referred to as the ‘No2’ role in HR, a Head of HR mandate can offer a multitude of new challenges, ranging from leadership to budgeting and ultimately playing a more tangible role in the development and execution of the HR strategy.
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