Luca, can you tell us something about your career and how it has led you to your current role? I’ve been with Ferrero since 2008 as General Manager for North Asia covering Hong Kong, Taiwan, Japan and Korea. In my current role I am responsible for developing the brand, growing market shares and developing people in the North Asia Region. In order to develop a process which satisfies both, you need to have your people and business strategies supporting each other. MORE

In 2008, the average construction worker was 40.4 This shift in workforce skill sets and experience presents unique challenges and opportunities. Competing with other industries for the most talented engineers will require new tools and technology. This also includes the use of analytics for smarter recruiting and onboarding, managing performance goals, and fostering career development for millennials. There is a changing of the guard in construction. MORE

Can you tell our readers about your career experience before the Pandemic began? My mother was very upset because she had a negative image of social workers and she thought nursing was a more honorable career. I created a presentation about Covid-19 and mental health?—?mostly MORE

Between the financial crisis of 2008 and negative headlines about ethical missteps, finserv has been wrestling with an image problem. As financial services organizations compete for talent with industries that are seen as more cutting-edge, a huge amount of work is needed to strengthen the underlying employer value proposition,” says Russ Riggen, partner, financial services at PwC. This recruitment problem presents some serious challenges. Emphasize Career Growth. MORE

Ingham is still early in his career. developing social capital). ” - Alan Duke, former international career manager, Michelin And then on career development (also see my two recent posts on this - 1 , 2 ): “People are recruited by personnel, for a career, not a job, and personality comes before competence. An individual’s potential to develop is the cornerstone of all career management. ► 2008. MORE

There’s no other way to mince it: Discrimination and prejudice in the workplace regularly stop otherwise qualified candidates from advancing in their careers. In this white paper, we’ll discuss the on-going problem of how discrimination and prejudice affect career mobility. MORE

There’s no other way to mince it: Discrimination and prejudice in the workplace regularly stop otherwise qualified candidates from advancing in their careers. In this report, we’ll discuss the on-going problem of how discrimination and prejudice affect career mobility. MORE

There’s no other way to mince it: discrimination and prejudice in the workplace impede qualified candidates’ careers. This deep-dive discusses the on-going problem of how discrimination and prejudice affect career mobility. We’ll also demonstrate how having a diverse workforce is beneficial for revenue, employee engagement, and retention, and present four proven strategies to make diversity and inclusion a seamless part of the career mobility strategy at your company. MORE