The early careers landscape is changing. Organizations are facing new challenges, increased candidate expectations and are planning for an uncertain future.
In this blog, I will share my experience of helping one of the largest organizations in the world change their traditional assessment process for choosing Leaders in their company.
Many business sectors are going through a period of organizational and business transformation — and the banking sector is no exception.
“Assessing and identifying the key competencies effectively is now more important for employers than ever before.”
Long before the disruption of COVID-19, the financial services sector recognized the need to move outside of its traditional comfort zone.
In order to widen the talent pool for their early careers programs, many high-profile corporate recruiters have removed specific academic qualifications as prerequisites for applicants.
When lockdowns around the world began, those organizations with planned in-person, in-house development centers were forced to cancel them with immediate effect.
In this virtual forum, we speak to some of Aon’s Early Careers Experts who talk about some of the trends, drivers and solutions that are shaping the future of early careers programmes.
In the current pandemic world, where physical interactions are limited and the entire recruitment journey has moved online, only the most future-focussed organisations will hire the best.
The Challenge: Develop an assessment process to accurately identify those with high potential in the current employee talent pool to join its two year leadership program.
As the economy emerges from the pandemic, a workforce wracked by layoffs, job stress and digital transformation will need to have a second wind. What can employers do to help?
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