To ensure your recruitment process remains competitive in the modern business environment, a robust diversity strategy and stringent methodology is essential. Without a strong direction and framework in place, achieving meaningful workforce diversity and inclusion will remain a goal. 

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Are you taking yourself out of the running for a position even before you start? You have all the skills the job posting says you need, the qualifications, and good experience. You are feeling confident. But not so fast!  Your ‘soft skills’ can make or break your ability to get to the top of the candidate list, or even on the list in the first place. 

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Ask anyone involved in hiring and they will say it is time consuming and stressful. It can also be challenging controlling costs while ensuring the right people are hired. Now, more and more companies are embracing a flexible hiring option called “Unbundled Recruitment”. Its attraction lies in the ability to cost-effectively choose only the recruitment support they require, and none they don’t. 

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Your talent has left the building. Around the world many employees have been forced to work remotely. And now, surveys are showing that a majority are embracing the flexibility experience. It has clearly left an impression. Why do workers value this flexibility?

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The tables have turned! Organisations must now convince employees to choose them. Recent research reveals the average lifecycle of a job is now between 12 months to 3 years, and with talent being much more accessible for your competition, employees have increased bargaining power as the job market has become increasingly more competitive.

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In the hybrid work environment that we now find ourselves in soft skills have become more important than ever. A recent survey conducted by recruitment specialist Drake International found that organisations that have been working remotely now consider communication (84.5%), work ethic (47.6%), followed by adaptability (38.8%) to be the most critical to productivity. 

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