Any progress with support for working parents is welcomed, but we need to go further, in particular to support women who want to maintain their career, or return to work, alongside raising their family. Competition for talent has never been so fierce and with the increasing presence of AI and the changing world of work, […]
The [extended hours childcare] initiative is great on one level, but if the ultimate goal is to get more parents back to work, it solves only a third of the problem. The scheme gives ‘free hours’ but in most instances, it acts as a subsidy within the nursery system so there is still a cost […]
Critical issues advisory firm Brunswick Group has appointed Fabiola Williams as its new partner and group head of talent and HR, effective 10 May. In her new role, Williams will work closely with Meaghan Ramsey, chief people officer, and the firm’s global people team to advance the firm’s people-related priorities. She has a track record […]
Attracting and retaining great employees is a constant challenge for recruiters. When employees are in a position where they can be selective, organisations must go the extra mile. Employee benefits are one of many things people will consider when weighing up where they want to work. Fitness as a benefit (for example, discounted gym membership) […]
Employee retention is an ongoing theme for employers and HR professionals, and for good reason. Recruiting fresh talent is expensive, eating into business profits. It’s more cost-effective to invest in employee retention strategies than it is to attract, onboard and train new starts. High employee turnover rates are a financial risk, and during this blog, […]
PRS for Music has promoted Janeace Thompson (Jay-T) to director of talent, culture and experience. Reporting into chief people and transformation officer, Suzanne Hughes, the newly created role is pivotal to the organisation’s plans to support and deliver its strategic imperatives and continue its journey of change. In addition to Thompson’s current remit, which covers […]
Competition for talent was cited by three-quarters (77%) of employers as a key issue influencing their benefits strategy, according to research by global advisory, broking and solutions firm Willis Towers Watson (WTW). Its Benefits trends survey, which surveyed 339 UK organisations across a range of industries about their benefit strategies, also found that despite 45% of […]
Employee Benefits · Employee Benefits/Ogi podcast Listen: For Ogi, the Welsh broadband and internet service provider, a comprehensive benefits suite is a key tool in its talent attraction strategy. In this episode of the Employee Benefits podcast, Lisa Hand, people experience director, explains how having a benefits package that is truly flexible to meet the […]
News this week has been dominated by headlines about the numerous strikes taking place across the country, in bids to secure pay increases for junior doctors, teachers, rail and tube workers. The other big news this week, of course, was this year’s Spring Budget. The Budget contained myriad measures impacting the reward and benefits industry, […]
The benefits of hiring younger talent are endless. They can aid the generation of fresh ideas with different perspectives, create a boost in morale thanks to some good old fashioned youthful enthusiasm and display a genuine willingness to improve your business. You’ll also get invaluable marketing insights from young talent if the people you’re trying […]
Mondelēz is one of the biggest snack food companies globally. Home to brands like Oreo and Cadbury, and 80,000 employees across 80 countries, there is a huge need for a sophisticated talent attraction and retention offering. Mondelēz’s Rewards team sought to centralize its systems and fuel stronger wellbeing and engagement across the company, particularly among […]
Employee Benefits poll: The majority (94%) of organisations have planned on expanding their workforce in 2023, but said they foresee issues with talent shortages, according to an online survey among Employee Benefits readers. Conversely, 3% were not going to increase their workforce, and were staffed correctly at the time, while 2% planned to redistribute talent […]