Board responsibility is well established in the areas of risk, governance, ethics, and operating environments, but less so with regards to talent. Mindcor reflects on the importance of including the talent agenda at board-level decision making during the recruitment process. Traditionally, the issue of talent was included in board meeting agendas as an item under
Today’s pace is rapid with daily waves of disruptions, some the size of tsunamis, forcing businesses to adapt or die. Resilience is required to lead companies through the challenging and sometimes risky process of change demanded by tsunamis, such as the Fourth Industrial Revolution, geopolitical challenges, globalisation, and increasing regulatory pressures. Mindcor explores this leadership
The demand for data scientists is set to increase drastically. Are you taking advantage of data analysis and AI in your recruitment and organizational goals?
Whether you are a small, medium or large business, solely relying on HR or your internal recruitment team for hiring purposes can prove time consuming and ineffective. However, with hundreds of recruiting firms to choose from, how do you select the right recruitment partner for your business? Ideally you would want to use a recruitment
For many organisations, the option of a dedicated in-house talent acquisition team is not always financially viable. Whilst this calls for the use of external traditional contingency recruiters, most of the organisations which utilise such services are not 100% comfortable with the associated cost and knowledge that they are one of many customers to their
In a working environment in which the most Talented of Candidates have their selection of job offers from which to choose, a good fit between an organisation and their employees is a crucial part of attracting and retaining these individuals. Not only does this fit allow for a synergy between the individual and the organisation
I sometimes wonder for how long CV’s will remain to be the ubiquitous instrument to market new talent to prospective clients. The CV is a rather cumbersome, limited, single-dimensional and, quite often, a misrepresentation of the candidate – especially executive candidates, who have a diverse and multi-faceted career history. Various companies are testing different approaches