Joslin Vethakumar’s Post

IBM on the Forbes list of the World’s Best Employers! The magazine recognized the importance of companies that offer opportunities for employees to advance their skillsets, try new tools and grow with their jobs. Out of the 850 companies that earned a place on the list, we ranked #10! #IBM #Consulting #AIforBusiness

Breaking the Hiring Loop: The 90-Day Notice Period Dilemma in the Tech Industry. The tech industry faces a hiring paradox that frustrates both employees and employers. While companies require a 90-day notice period for departing employees, they prefer to hire new talent within 30 days. This discrepancy traps professionals in underappreciated and low-paying jobs, hindering career growth and satisfaction. 🅰 The 90-Day Notice Period Conundrum A 90-day notice period ensures smooth transitions by allowing time to find replacements and transfer knowledge. However, it clashes with companies' urgent hiring needs, placing employees in a bind. Many must either negotiate start dates or miss out on opportunities, leading to career stagnation and dissatisfaction. 🅱 Impact on Employees: This situation forces talented employees to remain in unsatisfactory roles. Those in lower-paying positions, particularly, struggle to switch jobs due to inflexible notice periods, perpetuating underemployment and hindering financial growth and professional development. 🆎 Challenges for Employers: Employers also suffer. The 30-day start preference limits their talent pool, causing prolonged vacancies and increased workloads. Delayed hiring processes can result in losing top talent to more flexible competitors, impacting productivity and morale. 🌟 Potential Solutions 1️⃣ Flexible Notice Periods: Introduce notice periods based on role and knowledge transfer needs to balance employer and employee requirements. 2️⃣ Negotiated Transitions: Employers should negotiate start dates with new hires, enhancing attractiveness to top talent. 3️⃣ Industry-Wide Standards: Establishing standard notice periods can create a more predictable and fair job market. 4️⃣ Proactive Succession Planning: Develop internal talent pipelines to reduce dependency on long notice periods, ensuring smoother transitions. Conclusion The 90-day notice period versus the 30-day hiring preference is a significant issue in the tech industry, leading to dissatisfaction and hiring challenges. Addressing this requires a shift in policies and norms, fostering a more flexible and equitable job market and ultimately benefiting both employees and employers. #CareerGrowth, #EmployeeExperience, #JobSatisfaction, #WorkplaceCulture, #TalentAcquisition, #Recruitment, #CareerDevelopment, #HR, #EmployeeRetention, #FutureOfWork, #WorkLifeBalance, #Leadership, #JobOpportunity, #CareerAdvice, #Innovation, #WorkplaceWellbeing, #ProfessionalGrowth

Employees are increasingly taking a longer-term approach when it comes to job moves. As an employer, it's important to keep up with this trend and look beyond compensation. To attract top talent, it's crucial to talk about career pathways, growth, and learning opportunities. By highlighting these aspects, you can show potential employees that you're invested in their long-term success. Feel free to reach out to discuss building your employer branding into your sourcing strategy #EmployerTips #CareerGrowth #TalentAttraction Neil Dyball Greg Cazalis Guia B. Adrian Yuen Kelly Chua Lim Xue Ting HsuWen L.

🌟 Shifting Priorities: Rethinking Compensation in Today's Workforce 🌟 In today's dynamic job market, the lure of hefty salaries alone isn't cutting it anymore. 💸 To attract and retain top talent, organisations need to offer more than just financial rewards. Here's how HR can adapt, as highlighted in HRD Australia's recent Whitepaper: 🔹 Flexible Work Arrangements: Remote work, hybrid models, compressed weeks - flexibility is the new norm. Employees expect options that cater to their lives. 🔹 Robust Wellness Programs: It's not just about the paycheck. Employee wellbeing is key. Subsidised gym memberships, mindfulness workshops, and EAPs show that we care about our team's health and happiness. 🔹 Career Development Opportunities: Growth matters. Stagnation breeds apathy. Employees need to see clear pathways for advancement through training, mentorship, and tuition reimbursement. Join us in redefining compensation beyond the salary. Let's prioritise wellbeing, flexibility, and growth to create a workplace where everyone thrives! 💼🌱 #WorkplaceWellness #CareerGrowth #FlexibleWork #EmployeeEngagement @HRDAustralia

The job market is tough at the moment, many companies have reduced, or even stopped, their hiring until the market improves. The latest REC report is showing signs that there is starting to be a positive upshift in the market conditions, so with this in mind, companies need to be planning your hiring needs for the rest of the year. The talent pool is vast with many active candidates looking in relatively small pools of jobs, as the market does pick up competition for your roles will rise, so how can you ensure you are getting job applications from the highest calibre candidates? Our recent study (link in comments) suggests that companies not offering flexible hours or hybrid working arrangements suffer from lower-quality hires and reduced job acceptances. Read the report to find out the impact mandating 3 or more days in the office has on job applications, staff retention, staff wellbeing and even company reputation. #FlexibleWorking #HRPolicies #WorkLifeBalance #TalentAcquisition

🌟 Is your company missing out on top talent due to rigid work arrangements? 🌟 In today's dynamic job market, flexibility is key in attracting top candidates. Companies with rigid work structures may find themselves struggling to appeal to a diverse pool of talent.🔍 Here's how the lack of flexibility in work arrangements can impact your recruitment efforts: - 💼 Limited Appeal: A one-size-fits-all approach may deter candidates seeking work-life balance or remote work options. - 🌱 Stunted Growth: Companies that fail to adapt to flexible arrangements risk falling behind in the competition for top talent. - 💡 Innovation Roadblock: Creativity and innovation thrive in environments that foster flexibility and autonomy. 💬 Share your thoughts: How important is workplace flexibility in your job search criteria? Let's start a conversation! Curious to learn more about enhancing your company's recruitment strategies? Visit acgresources.com for expert insights and personalized solutions. #Recruitment #FlexibleWork #TalentRetention

The first few months of the year are a popular time for recruitment and with this time period starting to come to an end for 2024, how can your business stay competitive and build the best team? Experts are saying that in order to close the talent gap and employ the ideal candidates, businesses must look to the global talent pool. It has been reported that top talent can be found in emerging markets such as Brazil, China, India, Indonesia, Mexico and Turkey. Plus, India’s pool of university-educated talent alone is expected to rise by more than 45 million over the next decade. What do you think? Would you consider opening your hiring up globally? More here: https://bit.ly/3vMYR7O #HiringFlurry #Recruitment #TopTalent #GlobalTalent

The first few months of the year are a popular time for hiring so how can your company maintain its competitive edge and assemble the greatest team? Close the talent gap and employ the ideal candidates by utilising the global talent pool because top talent can be found in emerging markets such as Brazil, China, India, Indonesia, Mexico and Turkey. Would you think about recruiting people all across the world? Delve deeper here: https://bit.ly/4aRjcaS #GlobalTalentPool #GlobalRecruitment #Recruitment

𝗪𝗵𝗮𝘁 𝗺𝗶𝗴𝗵𝘁 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗪𝗼𝗿𝗸 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝗳𝗼𝗿 𝘂𝘀? Yesterday, I attended a seminar titled “Empowering Careers, Elevating Businesses”, organised by Workforce Singapore. The close to 180 or so attendees were a mix of business owners, HR folks and people managers.   The seminar piqued my interest to sign up because of the diverse slate of panellists discussing topics that will all have an impact in shaping the future of work.   Being in the talent advisory business, I feel it would be useful to hear from different stakeholders in the whole talent ecosystem so that I can be better equipped to advise clients.     Several topics were shared and discussed throughout the full day seminar and each topic perhaps deserves a post on its own but here’s my quick takeaways on the broad topics that were brought up:   𝟭. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁   Increasingly, employees (especially Gen Z) are looking for more in their work, beyond just a stable pay cheque. They would like to do “meaningful” work and have the flexibility to also juggle their personal lives/interests. It is therefore important for people managers to be equipped with the skillsets to have critical career conversations with their staff if they want to have better talent retention.     𝟮. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸 𝗔𝗿𝗿𝗮𝗻𝗴𝗲𝗺𝗲𝗻𝘁 (𝗙𝗪𝗔)   In 2 weeks’ time (on 1 Dec), the Tripartite Guidelines on Flexible Work Arrangement Requests will take effect. Naturally some employers are anxious about how they should deal with such requests from their employees. Personally, I support the guidelines because it is a strong signal from our government that they support such flexible arrangements and see the value it will bring for employees to juggle their work and life, which ideally will lead to a more productive and engaged workforce.   𝟯. 𝗦𝗸𝗶𝗹𝗹𝘀-𝗙𝗶𝗿𝘀𝘁/ 𝗦𝗸𝗶𝗹𝗹𝘀-𝗕𝗮𝘀𝗲𝗱 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲   Much have been discussed around Skills-First/Skills Based hiring. It makes a lot of sense to me as companies should hire for skills that get the work done vs just looking for shiny credentials/qualifications which often may not be directly relevant to the job. When it ties in with the previous point about flexi work, it could also mean employers should have a bigger talent pool to tap on: e.g. semi-retirees looking for part time work who can fill the skills gap, experienced specialists who are good at what they do but do not have the “right” paper qualifications.   𝟰. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗔𝗜 𝗼𝗻 𝗝𝗼𝗯𝘀 AI should be embraced as an enabler to work and not seen merely as a disruptor. AI is here to stay and will only get more advanced so there is no avoiding it. AI is not going to take way our jobs per se but we will indeed lose our jobs to others who know how to use AI better.      Lots to think about. Have a good weekend ahead, folks!