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How to attract and retain tech talent with an equity stock ownership plan (ESOP) 

We know that attracting and retaining top talent is the biggest challenge for Australian early-stage startups. The benefits of offering equity packages to employees are too hard to ignore, especially as they serve both the employer and the employee in a time of need.  We recently hosted events together with HiBob, in Sydney and Melbourne that focused on attracting and retaining tech talent. In these sessions, we discussed several strategies that companies can use to help them achieve this goal. As a follow-on from these insightful events, we’re sharing ideas…

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Global Hiring Strategy

Prioritizing a global hiring strategy: How it can build your team’s resilience

One of the keys to achieving an effective global recruitment strategy is to embrace the digital tools that have become commonplace in the world of work.

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Dynamic Workforce Planning Strategies

Dynamic workforce planning strategies for market ups and downs

Traditionally, companies have employed workforce planning and talent management during market downturns as part of workforce reduction strategies. But in today’s unpredictable economy, HR leaders need to be prepared for sudden, overnight growth as much as for downsizing—especially in the tech industry. The key is to build dynamic workforce plans you can apply to various situations.

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Think & Grow_EVP

How to use employee value proposition (EVP) for attracting and retaining tech talent 

As we adjust to a post-COVID world, companies need to evolve according to changes in the workplace and their people’s expectations, which are no longer considered ‘perks’ but essentials. Culture, employee stock ownership (ESOP), and diversity and inclusion processes are now being redefined as companies struggle to hire the best tech talent, keeping market dynamics interesting.  Together with HiBob, we recently hosted events in Sydney and Melbourne focused on attracting and retaining tech talent. In these sessions, we discussed several strategies that companies can use to help them achieve this…

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Boomerang employees

Why boomerang employees hold the key to the Great Return

An impressive 4.5 percent of all new hires on LinkedIn were boomerang employees in 2021, up from 3.9 percent in 2019. So in the face of a talent shortage, attracting your former team members might just be the recruitment strategy you need.

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Choose an applicant tracking system

Choosing the best applicant tracking system

An applicant tracking system can be tremendously helpful in saving your organization time and money filtering, organizing, and tracking job applicants. But not all systems were created equal. Applicant tracking systems (ATS) offer differing capabilities and features. In this article, we’ll explain how to choose an applicant tracking system that suits your HR team best, so you can save time and focus on more valuable recruitment work.

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Why career development matters at every stage of your team’s work lifecycle - Prioritizing-Career-Development_-Global-image-aspect-ratio-349-149.png

Why career development matters at every stage of your team’s work lifecycle

As the COVID-19 pandemic and the Great Resignation reshape the global workforce, many people believe that their opportunities for career development are drying up. In fact, between 2020 and 2021, Gallup polling trends show the percentage of respondents who say they are “completely dissatisfied” with their chances for a promotion doubled from 5 to 10 percent. Organizations looking to attract and retain top talent recognize that creating opportunities for advancement is no longer a luxury or a perk—it must become a priority at every stage of their team’s experience, from…

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The perks of homegrown leadership

Promote from within: The perks of homegrown leadership

Is your company struggling to find the right people? Recruiting the best talent has become one of the biggest challenges for modern companies, from HR professionals to hiring managers. But incredible talent might be closer to home than you thought. It's just a matter of identifying the right high-potential professionals in your organization. Succession planning may be a long-term investment, and the pressure is on to find the right people NOW. But, when you invest in nurturing the talent you have and promoting from within, you foster loyalty, employee satisfaction,…

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How to scale a remote team successfully

Since the pandemic, organizations around the world have had to shift to remote and hybrid work models fast–all while experiencing hypergrowth. We spoke with Sharon Koifman, the founder of Distant Job, about her thoughts on how companies can painlessly adjust to the new normal and successfully scale their remote teams. Before the pandemic, 7 million people in the US worked remotely. Currently, with most businesses embracing the idea of location-independent people, this number has significantly increased. While remote work has become the 'new normal,' many companies still struggle to adapt…

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Employee Lifecycle Feedback: How and when to check in with your people - Promoting-great-employee-manager-relationships_-Global-image.png

Employee Lifecycle Feedback: How and when to check in with your people

Checking in and regularly receiving feedback can make or break company growth. As people leaders, it’s necessary to bridge the gap between professional development and the milestones that shape people’s lives. Approaching your employees' needs, personal preferences, or life changes can seem intimidating. One of the best ways to help people succeed professionally (and in life) is to nurture a culture of trust at work. Lifecycle feedback programs are a great place to start. Cultures of trust begin with listening The new world of work requires a new relationship between…

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The case for workforce flexibility - Workforce-flexibility-is-a-win-win_-Global-image.png

The case for workforce flexibility

HR professionals are now responsible for navigating tightening resources, rapidly-advancing technologies, and a workforce that cares more about positive work experiences than their salary. According to the Harvard Business Review, 96 percent of professionals in the US want flexibility at work, but only 47 percent of them get it. Many are leaving their jobs because their companies refuse to adapt. The mass exodus of people from their full-time jobs, dubbed the Great Resignation, has made keeping up with the workforce more challenging than ever. Modern companies aiming to stay ahead…

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