As a business that reinvented itself since being founded in 2003, I can honestly say one of our most valued traits is the ability to stay relevant against a backdrop of ever-present change.
As any leader knows, it’s not just lonely at the top. At times it’s terrifying. That mental intensity is amplified in times of change.
February seemed to be the month where everyone felt the effects of Brexit, whether it was due to the depreciation of the pound or the EU citizens leaving our shores.
The UK currently sits in quite a strange position when it comes to employment, which has the potential to have an unlikely impact on entrepreneurship.
LinkedIn research has claimed “a new era of hiring” is in sight. There will no longer be an emphasis on repetitive screening – ” inefficient and mind-numbing” – and “tedious” talent searches. Instead, 2018 recruitment trends will tip towards boosting the human factor and making the interview process more efficient.
People are choosing to work differently and finding a new way of working is on the rise. Whether it’s young graduates trying to break into the workforce, mid-careers trying to balance caring for newborns, teenagers or older family members.
Today, bosses must navigate a constant flux of new policies, technologies and competition to stay profitable and grow their companies. And, for organisations of all sizes, a key change is already on the horizon – the rise of the millennial leader.
The Autumn Budget contained numerous announcements, including further investment for training staff and educating pupils. Our November 2017 economic statistics unveil why it couldn’t have come at a better time.
More bosses are looking into the types of jobs millennials want as they become the most sought-after workers in today’s job market. And, based on my own experiences, I’m really not surprised.
Data literacy is the ability to read, work with, analyse and argue with data, something that Qlik’s Jordan Morrow believes is becoming of growing importance.
Finance bosses may be confident about current retention and recruitment strategies, but that hasn’t prevented them from being victim to the dreaded skills gap.
The British skills gap is a problem for businesses with ambitions of scaling up. How can you make sure you have access to the right talent?