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The coronavirus crisis has really forced many employers to make tough decisions, ranging from layoffs and pay cuts to work-from-home accommodations to revamped employee benefits. HR professionals have been on the front lines of these changes at a challenging time, working to meet organizational and employee needs while protecting employer brand.
Growing unrest in the U.S. has shown a spotlight on diversity, equity, and inclusion – or lack thereof – in the workplace. While there’s a growing consensus that addressing inequality in the workplace is a must, achieving a diverse and inclusive workforce is still largely an aspiration. A 2019 study by the Center for Talent Innovation found that black professionals hold only 3.2% of executive and senior manager positions and less than 1% of Fortune 500 CEO spots.
In response to the continuing coronavirus crisis, HR professionals are working hard to navigate continuing workplace changes while making sure employees feel safe....
You may have heard the exciting news about CareerArc Outplacement being acquired by Italy’s largest multinational HR services company, Gi Group, and its rebrand into Intoo USA. We’re incredibly proud to have reached this milestone, and the CareerArc and Intoo teams have hit the ground running with important innovations already in the works.
Even during these socially-distanced times, we at CareerArc have been busy forging relationships to better support our company, partners, and valued clients. Today, we are proud to announce that the outplacement arm of CareerArc has been acquired by Italy’s largest multinational HR services company, Gi Group, and will be rebranded as Intoo USA.
The coronavirus crisis has spurred the world’s largest work-from-home experiment—one that may or may not come to an end, depending on whom you ask. Some polls say the majority of employees want to continue working from home, while others say the opposite. One thing is clear: Different employees want—and expect—different solutions for their future work situations.
The coronavirus pandemic has forced companies across the globe to adopt the remote work environment as the new norm. A recent Gallup poll found that the percentage of U.S. employees who work from home doubled in just three short weeks, from 31% in mid-March to 62% in early April.
An open door policy is one that many HR leaders embrace—except if no one is in the office, no one can come through your door. The coronavirus crisis has prompted HR leaders to rethink the culture-building work they do for their organizations on a day to day basis. How can we make employees feel seen and heard—when we can’t see or hear them in person? What can we do to ensure teams have the tools they need so they truly feel they’re still working collaboratively? When should we allow employees to work remotely on a permanent basis—and when should we allow them to return to the workplace?
If you are an HR professional who is in the business of recruiting top talent, you’re also a marketer—whether you identify as one or not. It’s truer today than ever before that recruitment and marketing go hand in hand. With so much competition in the hiring market, niche opportunities, and fastidious job seekers, as a recruiter, you need to identify what makes your company special and market that message to candidates in an authentic and attractive way.