Latest news with #talentmanagement
Globe and Mail
a day ago
- Business
- Globe and Mail
When it comes to talent, companies are usually better off with the internal candidate they know
Brooke Struck is the founder and principal facilitator at Converge, which supports organizations through strategic and cultural transformation. David Knechtel is the managing director at Client Counsel. The next five years will be a critical time for talent management because by 2030 even the youngest Baby Boomers will turn 65. But there's a persistent challenge to making the most of your people's potential: when it's time for change, we too often reach outside the organization, dreaming of that superstar who is just waiting to arrive – if only we can find them. When external talent is brought in, they usually command about 18 per cent higher compensation than an internal candidate, according to a report in Administrative Science Quarterly. That pay increase wouldn't be so bad, except that they perform worse than internal promotions over the first 24 months. Bad goes to worse when you consider that external hires are 20 per cent more likely to leave the organization – during their first year alone, according to an article from Deloitte Insights. Perhaps you've seen this inside your own organization. We have. David was working with a team who needed a leader for a national team. The previous hire had been brought in from the outside, through a previous collaboration with an executive. Her start on the job hadn't been a resounding thunderclap of success. Early stumbles were chalked up to 'settling in,' early wins were all celebrated as evidence of her stardom (and of the even more impactful outcomes expected down the road). But those eye-popping results never materialized. After some months, things still weren't working out, and by this time the honeymoon period was over. Both sides realized that a change was needed. Nevertheless, the leadership team still believed (in the face of this recent negative experience) that the external route was the way to go when replacing their previous 'superstar.' They weren't moved by the reality that 75 per cent of internal hires succeed in their new roles or that among internal hires nearly half stay a further 3 years with the company, according to HRForecast. Rather, internal candidates were discounted as 'just not ready' or 'not strategic enough.' The reality though is that, unsexy as it is, we're usually better off with the candidate we know well – warts and all – even if they lack any of the outsider's mystique. After many discussions among the team David was working with, senior leadership finally agreed to 'take the chance' on an internal candidate. For the team, it was a huge win to see a trusted manager advance and there were a number of unexpected benefits: faster decision-making, better understanding of the evolving marketplace and a wider number of existing relationships that could be leveraged. And the team achieved their best performance ever as a result. These dimensions start to tell the story behind the numbers. Internal candidates bring a depth of organizational know-how and relationships with them to their new roles, starting from Day 1. This helps them to be more effective in the early going. Relationships also keep people in jobs, which can help to explain why internal hires stay longer. They understand their colleagues and can be more effective by driving greater performance of those around them. Finally, when a close-knit team sees the leadership team valuing their work and trusting them to deliver more, they're encouraged to rise to the challenge. They see that there really are opportunities worth seizing, improving employee loyalty. This will be especially important in the coming years, as nine in 10 Millennials prioritize career growth potential as an essential consideration when deciding to take a job, according to Robert Walters. With the turnover to come, organizations that demonstrate that advancement opportunities are real will have an advantage in the competition for talent. So how do we decide when an internal or external hire might be a better choice? Here are some practical tips to consider, given your situation: It's very du jour these days to encourage team members to take a growth mindset. What we're advocating here is that – if we want our team members to succeed and our organizations along with them – it's not enough for employees to take a growth mindset about themselves. We as leaders need to have a growth mindset about them as well. This column is part of Globe Careers' Leadership Lab series, where executives and experts share their views and advice about the world of work. Find all Leadership Lab stories at and guidelines for how to contribute to the column here.
Khaleej Times
29-05-2025
- Business
- Khaleej Times
UAE: How AI is hiring employees, cutting processing time from hours to minutes
Artificial intelligence is no longer a future ambition for Abu Dhabi's public sector — it's already changing how government employees are hired, trained, and evaluated. In its newly released Emerging Trends Report in Talent Management 2024–2040, the Department of Government Enablement (DGE) outlines 16 major trends expected to transform the future of work. But several of them are already in motion. 'We piloted it, it worked, and we rolled it out,' said Ruba Al Hassan, Director General of Strategic Affairs and Future Foresight at DGE, during a media roundtable on Wednesday. 'Why should we do things the old way?' AI now screens CVs, predicts resignations, and writes your goals. One of the report's boldest insights, automated recruitment and predictive attrition, is already being piloted by Abu Dhabi government entities. 'You post a vacancy and get 2,000 applications,' said Al Hassan. 'HR isn't looking through them. But AI can. You feed it your criteria, bilingual, specific background… and it gives you your top ten.' Stay up to date with the latest news. Follow KT on WhatsApp Channels. She said the technology also assesses which candidates are most likely to stay. 'It doesn't just help you hire; it helps you think about how to retain them.' Meanwhile, DGE's AI Objective Builder is already streamlining performance planning across government departments. 'It knows your job description and tells you if your goals are specific, targeted, realistic,' she said. 'It's tied into your role, your team's plan, and your KPIs.' Instead of spending days on mid-year reviews, she said, 'This cycle took me minutes to approve 20 objectives. Before, it took hours and back-and-forth.' Annual performance reviews are moving away from traditional, rigid performance metrics, shows the report. It is transitioning to a more fluid, dialogue-based ongoing approach. 'The future is about constant conversations, not static numbers. Your boss doesn't need to drop a rating on you once a year,' said Al Hassan. 'We already see AI making that shift possible.' Work becoming a game To boost engagement, DGE has introduced gamification in its internal learning app Tomouh, which awards points, stars, and leaderboard rankings based on employees' progress. 'It's personalised; it greets you, nudges you, suggests courses,' said Al Hassan. 'It talks to you like a person, like 'welcome back. You've been away a few days.'' She said the format works especially well with younger employees Gamification is also being tested in public services. Through TAMM's Snap and Report feature, residents can earn points for reporting potholes, fallen trees, and other issues. 'That tiny tweak — a leaderboard, made the whole system more active.' VR replacing PowerPoints Another concept from the report already in use: immersive learning via VR. 'Abu Dhabi Police have had a VR training centre since 2022,' Al Hassan said. 'I did a VR innovation course with INSEAD — we were solving problems together in space.' She said traditional training formats are losing relevance. 'No matter how good the PowerPoint is, nothing compares to actually feeling the experience. You remember it. You live it.' What can you actually do? The report flags a growing shift from degrees to skills. Al Hassan said this trend is already influencing hiring decisions. 'You've got to show what you can actually do,' she explained. 'Can you think strategically? Solve problems? Bring ideas? I don't just want a comms expert - I want someone who thinks beyond their job title.' She added that employers are now looking for 'neo-generalists' - professionals who can combine deep knowledge with adaptability and creativity. AI is also starting to play a role in staff well-being — offering tools for workload management, flexible schedules, and burnout prevention. 'This isn't just about yoga memberships,' said Al Hassan. 'It's about designing work to fit people's lives.' So, instead of spending hours doing mundane tasks that a worker hates – like reading dozens of emails. She gave an example of how AI can summarise those emails and pinpoint the main lines that need action, 'I would still reply to them myself.' She said AI even read out her emails while she is driving. 'It is giving me time back, and I can use that time to do the things I love, like brainstorming with my team.' While several trends are already in use, DGE clarified that the report is not a blueprint to follow rigidly. Some trends, such as flat, team-led organisational models or early retirement in one's 30s, are seen as 'wildcards' or weak signals, worth watching, but not guaranteed. 'We're not saying everything in here will happen,' said Al Hassan. 'It's about testing what makes sense and being ready to pivot,' she concluded.
Associated Press
28-05-2025
- Business
- Associated Press
Lief Labs' CEO Adel Villalobos Featured in Fireside Chat at VIA Workforce Development Conference
VALENCIA, CA / ACCESS Newswire / May 28, 2025 / Lief Labs, a premier formulation and product development innovator and manufacturer of dietary supplements, is pleased to announce that Lief's CEO & Founder, Adel Villalobos, was a featured speaker in a fireside chat at the Valley Industry Association (VIA) Workforce Development Conference on May 15th held at the Hyatt Regency in Valencia, CA. The VIA's Workforce Development Conference was titled, The Future of Work 2.0: Igniting Generational Talent in a Tech-Driven World, and attendees included executives, entrepreneurs, human resource and thought leaders from some of the top companies of the Santa Clarita Valley. In addition to fireside chats with Villalobos and other regional business leaders, the conference featured strategy discussions regarding attracting, retaining and developing top talent in a competitive market and creating pathways for growth that resonate across generations with presentations from keynote speakers Seth Mattison and Kim Lear. Adel Villalobos, CEO & Founder of Lief Labs 'I greatly appreciated the opportunity to share my experience and views on how company culture is critical to scaling a business. Culture is as important as the great nutritional products we produce at Lief. I believe you can't have one without the other,' said Adel Villalobos, Lief Labs' CEO and Founder. 'The VIA Conference did a fantastic job of bringing together great insight on the future of workforce development through the perspective of generational differences and technology and the impact these two areas are already having on businesses and their culture.' Villalobos added, 'I was proud to be representing my CEO colleagues and Los Angeles CEO Council where I play a key role in advocating for workforce development. I'm extremely passionate about the importance of bringing community, businesses and elected officials together to drive the right economic climate through collaborative agendas such as workforce development.' About Lief Labs Lief Labs is a premier formulation and product development innovator and manufacturer of dietary supplements. Our in-house Product Development and R&D team creates the best tasting and most cutting-edge formulations of supplements. Lief also houses over 220,000 sq ft of new and fully renovated, full-service, state-of-the-art, Current Good Manufacturing Practice (cGMP) manufacturing facility, which includes an in-house analytical testing lab and a microbiology lab, and offers custom solutions for a multitude of supplement categories. Lief collaborates with entrepreneurial firms to help them build premier brands. Our turnkey solutions allow us to engage in seamless partnerships that help brands with scalability and sustainable growth. Lief hosts the Beyond the Supps podcast which covers a wide range of topics such as entrepreneurship, social media, quality control, health & wellness, and the impact the dietary supplement industry has worldwide. The company is based in Valencia, CA. To learn more, please visit ### For Media Inquiries, please contact: Cathy Loos Loos & Co. Communications +1-347-334-4135 [email protected] SOURCE: Lief Labs press release
Geek Vibes Nation
28-05-2025
- Business
- Geek Vibes Nation
Director Michael Matteo Rossi Launches Talent Management Division Under Italian Cowboy Banner (EXCLUSIVE)
Independent filmmaker Michael Matteo Rossi is expanding his brand. Known for directing and producing a range of feature films, Rossi has officially launched a new talent management division under his original production label. The new branch, Italian Cowboy Productions Management, will represent both actors and influencers across the artistic spectrum. This move builds upon the foundation of Italian Cowboy Productions, Rossi's already established production company responsible for numerous independent thrillers and dramas. His filmography includes standout titles such as Censor Addiction, The Charisma Killers, Murder Syndicate, and more – many that which we've covered in the past. 'This has been something I've been thinking about the last few years, and I feel it's the right time to explore this new exciting venture and see what happens!' Rossi shared. With Italian Cowboy Productions Management, Rossi aims to provide a unique platform for emerging and established talent alike—offering representation, guidance, and direct access to creative opportunities within the industry. Stay tuned for more from Rossi! Before we let you go, we have officially launched our merch store! Check out all of our amazing apparel when you click here and type in GVN15 at checkout for a 15% discount! Make sure to check out our podcasts each week including Geek Vibes Live, Top 10 with Tia, Wrestling Geeks Alliance and more! For major deals and money off on Amazon, make sure to use our affiliate link!
Yahoo
23-05-2025
- Business
- Yahoo
Hotels face new staffing challenge with Gen Z
A recent study published in the Journal of Human Resources in Hospitality & Tourism has identified key strategies for attracting and retaining Generation Z employees in the hospitality sector. The research, conducted by Georges El Hajal and Erwin Losekoot, involved focus groups with 55 participants, including industry professionals, educators, and students, to explore effective talent management practices for this emerging workforce. The study highlights that Generation Z values flexible work arrangements and transparent communication. Participants noted that rigid schedules and hierarchical communication structures are less appealing to younger workers, who prefer environments that offer adaptability and open dialogue. This preference aligns with broader trends in the workforce, where flexibility and inclusivity are increasingly important factors for employee satisfaction. The research underscores the importance of experiential learning opportunities and the integration of technology in training programs. Generation Z employees are more engaged when they can apply skills in real-world settings and utilize digital tools that mirror their everyday experiences. The study suggests that hospitality education providers should modernize curricula to include practical, technology-driven learning experiences that prepare students for the evolving demands of the industry. The findings advocate for increased collaboration between educational institutions, industry leaders, and policymakers to develop comprehensive talent management strategies. By working together, these stakeholders can create programs that address the specific needs and preferences of Generation Z, ensuring a more effective transition from education to employment in the hospitality sector. As the hospitality industry continues to adapt to technological advancements and changing workforce dynamics, implementing these strategies may enhance the recruitment and retention of Generation Z employees, contributing to the sector's long-term success. "Hotels face new staffing challenge with Gen Z" was originally created and published by Hotel Management Network, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
