Category: Talent
Returnship Programs: The Under-tapped Silver Bullet In An Organization’s Talent Arsenal
Returnship Programs, can become a sustained and scalable channel of hiring, that can combat attrition. Read more here.
Is Hyperpersonalization The Answer To New-Age Employee Engagement?
Hyperpersonalization has increasingly become critical for leaders to not only attract, but retain top talent, in a hyper-competitive talent market.
The Making Of A Great Leader In A Crisis And Beyond
How can leaders ensure that they have the right skills to lead their people in this ever-changing digital world?
7 Key Takeaways For GCoE Leaders Driving Innovation Charters From India
Here are seven key takeaways from Zinnov’s CXO Forum that could help a leader build a culture of innovation to deliver global impact.
Returnship Programs: A Scalable & Sustained Channel For Hiring
Why have returnship programs become a scalable and sustained channel for reintegrating women in the workforce? This research will provide key insights.
What An Employee Wants – Building Dynamic And Personalized Employee Experiences To Win The Talent Wars
The key to understanding the science behind hiring and retaining talent lies in understanding employee expectations and tailoring suitable experiences.
Redefining The Quality Of Life At Work In the New Normal
As the world settles into the new normal, organizations need to relook at how they’re contributing to the Quality of Life of their employees. Those who miss to recognize, reinvent, and reshape their company culture will be ones hit the hardest by the next pandemic around the corner – The Great Resignation.
What Your Talent Acquisition Process Says About Your Employer Brand
An organization’s employer branding strategy heavily rests on the talent acquisition process. The better the hygiene of the process, the more likely it is for the company’s employer value proposition to surge.
Unconscious Bias – Traversing From Awareness To Action
Unconscious biases are hidden, or implicit biases embedded within a blind spot of our brain, and can influence our thoughts, opinions, and behaviors without permission of the beholder. Addressing biases at the workplace will always be a key tenet of I&D for an organization.
Catalyzing LGBTQ+ Inclusion In The New Normal Workplace
What can organizations do to catalyze LGBTQ+ inclusion in the new normal workplace? How can allyship help accelerate this?