Inspiration by Aon to power your talent strategy.
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.
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.
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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Call and contact centers are being shaped by advances in technology and AI. Despite this, the defining customer experience remains in the hands of the contact center agent.
ogistics is one such sector that has flourished in the past years. According to a report by Welspun One Logistics Parks, this industry will grow at 35% in 2021.
At the start of the year, ‘predictions’ of the year ahead fill the social media space.
A recent survey by Aon asked over 1,600 HR leaders what they considered to be the most important factors when defining the future of work.
One Aon's Assessment Solutions client chose us to design an assessment process to identify candidates with the skills required to fill critical maintenance roles.
Aon's Assessment Solutions looked at team readiness for digital transformation, including the skills and behavior needed to strengthen digitally-ready teams.
The Times Special Report on the future of work featured an article that emphasized the need for organizations to ‘look within’ and unearth the potential of its current workforce.
Nurses, doctors, care workers and specialist healthcare practitioners have been celebrated over the past nine months.
The shape of the workforce is changing. Approximately 15% of the current total workforce are contractors and reliance on gig workers has increased, especially in IT roles.
Despite the pandemic-induced growth in unemployment levels, there remains a growing and global shortage of high-skilled workers.
Hiring talent into your business with the abilities, capabilities and behaviors that match the needs of your firm is commonplace. Competency frameworks and job profiles help recruiters understand.
Dr Ogbonnaya discovered that ‘introverted’ individuals and those scoring high on ‘agreeableness’ were quite satisfied to work from home.
Today, we thought it would be useful to provide a ‘what if’ hypothesis and showcase how data, if combined with the appropriate amount of ambition, could potentially help drive a more systemic solution
There was renewed energy and analysis on how we may equip the workforce for change more effectively (indeed, I would suggest this is what ‘future of work’ is really about).
We aim to demystify the process of assessment design, by explaining the most fundamental step involved i.e. deciding the blueprint/construct for computer-based non adaptive tests.
