On Point HR (E217414)

Employee Acquisition Strategies for 2024 The strategic process that organisations use to find, attract, and hire skilled candidates to fill open jobs is known as employee recruiting. It includes a variety of actions used to locate and involve possible applicants who have the required qualifications, experience, and traits. Finding and hiring individuals may be a challenging process, especially with the ongoing recruitment issues. To make sure their businesses don't fall behind in the new labour market, HR directors need to experiment with fresh approaches. By meeting the demands and preferences of today's job searchers, who place a high value on employee experience and innovative uses of technology, recruiters may expand the pool of potential candidates. This article explores eight talent acquisition tactics that can help in hiring in 2024.   #1 Create a distinct employer brand In addition to being crucial for connecting with prospective clients, your company's br...

The advantages of having a diverse workforce are well acknowledged today. The majority of businesses are putting Diversity, Inclusion and Equity policies and initiatives into place to draw in and develop ethnic teams. In order to make sure they are targeting underrepresented talent, many recruiters will resort to specialist recruiting platforms in 2024, continuing the HR trend. Organisations should place a high premium on putting policies in place to promote diversity as it is crucial to a productive and positive work environment. The main tactics that businesses may use to create a genuinely inclusive workplace where all workers feel appreciated, respected, and given the freedom to succeed will be covered in this article. Encourage Leadership Dedication Creating a culture that is both equal and diverse begins at the top. Genuine support for diversity, equality, and inclusion (DEI) must be shown by the leadership in all aspects of decision-making, including actions, policies, a...

Key Principles for Successful Hybrid Working Following many years of uncertainty following the epidemic, the discussion around return to work seems to have focused on popular hybrid work. Organisations experimented with a wholly novel approach to large-scale work in 2023, whether it was a flexible schedule or the standard model of three days in the office and two at home. The majority of workers support mixed work. For instance, in a September 2023 study conducted by employee experience research company Leesman among 2,428 worldwide workers, which the BBC saw, 94% of respondents said they liked the idea of hybrid working. According to statistics from a poll conducted in November 2023 among 141,793 US workers, employees now choose to work from home on average 2.75 days per week—roughly just a half-day more than employers plan. However, even though more employees and businesses are adapting to remote work, a few recurring problems with these new arrangements have surfaced. While s...

Generation Alpha: What Would Managing Them Look Like? The Generation ALPHA Anybody born between 2010 and 2025 is considered a Gen Alpha, the offspring of millennials. People born after 2010 and continuing until 2024 are referred to as generation Alpha. The founder of the Australian consulting business "McCrindle Research," Mark McCrindle, came up with the word "Alpha" for this generation in his book (Generation Alpha - Google Books). By 2024, there will be more Alpha births than any other generation in human history—an estimated 2 billion—making them the first fully born generation of the twenty-first century. Notable events experienced by this generation include the COVID-19 pandemic, Brexit, and the war between Russia and Ukraine. Their characteristics can be predicted by understanding how their social, economic, and technological environments are influencing them globally. They will soon be the frontiers of the workforce, one step ahead of Gen Z in techno...

Successfully Address the Resistance to Change: Real-World Examples Employees may exhibit resistance towards change due to their lack of clarity regarding the potential impact that it will have on their position or function within the organisation. A second factor is a deficiency in confidence towards leadership. Employee resistance to change may increase if they lack confidence in their leaders or perceive a lack of involvement in the decision-making process. In order to mitigate resistance to change, organisations have implemented a multitude of strategies.  Clearly communicating with and involving employees in the change process constitutes one method. To adequately confront resistance to change, it is critical to comprehend its underlying causes.  Take a few minutes to read the article: Why Employees Resist Change . By drawing insights from practical instances below, organisations can enhance their ability to navigate the complexities of change management and effectivel...