Amidst all the change we’ve seen in 2020, we know that the way organizations need to tackle workforce planning is changing too.
In 2020, this quote from Korn Ferry could not be more fitting: “disruptive times make traditional leadership models redundant.” 2020 has fueled some complicated leadership challenges. How do we keep teams of employees cared for yet productive during COVID-19?
There’s no shortage of virtual team building blogs available (we even wrote one at the beginning of the pandemic!). From tips and tricks to boost communication to fun ways to celebrate and sip a coffee or cocktail with your teams, by now companies are up and running with supporting their teams remotely.
There are countless resources and technologies available to help organizations become more agile, efficient, and provide a competitive edge. But HR leaders know there is one resource that is infinitely valuable yet often overlooked: employees.
Developing employee’s hidden talents is critical for business success, but it’s easier said than done. The data around what drives, energizes, and drains your employees is often hidden.
Effectively attracting, harnessing, and deploying the talent within your company is always essential, but it’s especially crucial in times of uncertainty. At Plum, we know you’re concerned about how to manage your talent needs, from hiring and workforce planning, to saving money. That’s why this latest blog post is designed to help you move your talent programs forward during the unprecedented time we’re all living in right now.
If your company has moved remote in response to the COVID-19 physical distancing measures, you’re likely set up in your new home working environment by now, and figuring out what’s working well for you. But you're also probably discovering (with possible alarm) what isn't. This new reality so many of us are finding ourselves in comes with many perks, but also many challenges, and we’re here to help.
Welcome to the third post in our series about candidate experience! If you haven’t been following along so far, here’s a quick recap: In the first post, we looked at a few of the trends that are making 2020 the year of candidate experience. Next, we considered why meeting candidates’ expectations is no longer enough. In this third and final post, we’ll explore a few of the ways you can transform the application experience to provide value to every candidate.
Welcome to the second post in our series about candidate experience! In our previous post, we looked at a few of the trends that are making 2020 the year of candidate experience. Did you miss it? You can find it here.
