Shaping young HR leaders
tips
Hiring has always been a tricky and crucial part of business. For many years, the main goal was straightforward: to find a candidate whose skills and experience fit a specific set of requirements perfectly.
As businesses navigate an uncertain and rapidly evolving landscape, one truth remains constant—an organization is only as strong as its workforce.
Transitioning to corporate life is always an exhilarating journey that demands a combination of skills, resilience and adaptability.
In an ideal world, we wouldn’t need to know, or even think about, how to deal with a difficult boss. We’d all have fantastic managers- ones who help us succeed, make us feel valued, and are just all-around great people. Unfortunately, that’s not always the case.
Behind every vibrant economy are its dedicated workers — the real builders of success. However, for India’s labour force to realize its enormous potential, there is a need to bridge important gaps in terms of welfare and inclusiveness.
Having said the above, we have also seen times in our professional careers where hiring managers hire only for technical skills.
Recruitment today is more than just filling vacancies; it’s a strategic process that directly impacts an organisation’s success
In today’s fast-paced and competitive professional landscape, employees constantly strive to deliver excellence.
In today’s hyper-competitive business landscape, attracting and retaining talent is a top priority. For HR teams, cultivating this culture goes beyond just the occasional praise; it requires implementing systems, strategies, and a sustained commitment to employee appreciation.
India, being larger in population, operates with over 1.51 million registered companies, ranked 5th in GDP and economy, with growth of 7.3% year on year. Indian government revenues (63%) come … Read More
The competition for top talent isn’t a new challenge. Today it’s an existential one. Forbes says that by 2030 the global talent shortage could swell to a staggering 85 million people.
Both the CHRO’s expertise in talent management and the CFO’s financial acumen play crucial roles.
