Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Ignite Global is a leader in hiring, motivating and retaining top talent with management capability employee engagement, productivity and retention candidate.
future of work, The Great Resignation
9600 Great Hills Trail, Suite 150W Austin TX 78759
Soar with Your Strengths Workshop in action!igniteglobal.com
Thank you Sparks+Partners Consulting Engineers for inviting me to run one of my favorite workshops, "Soar with Your Strengths" for your end of year offsite last week. The main reason I love this workshop is that it gives you permission to stop beating yourself up about things .... read more
9600 Great Hills Trail, Suite 150W Austin, TX 78759, UNITED STATES
About
In 2009 CEO and founder Kim Seeling Smith started Ignite Global after deciding that instead of being paid to put bums in seats (working as a recruiter for the 15 years prior to that) she wanted to help More
If you think #thegreatresignation is related to Covid or the current skills shortage, think again. This graph from the Bureau of Labor Statistics clearly shows that, with the exception of 2020, people have been changing jobs in increasing numbers since 2009. While this is a US stat, I believe the trend is definitely global.
I’ve often said that Covid accelerated other workforce trends that had been building for years. I think what we see with this graph is the result of...
I’m cheating a bit. Last week I promised to post 3 things that I found inspiring every Friday. Today I’m posting 20.
Last night I attended Consult Australia‘s FutureNet awards night for NSW (magnificently convened by Linda Gaunt). It was a COVID-safe event held in the Grand Ballroom of the ICC in Sydney. There were only 30 people in attendance including 19 of the 20 participants, all 4 of the mentors and the facilitators, like me, who...
Right, so I’m back after almost 6 weeks. What did I miss? Other than a new PM in Australia, more gun violence in the US…and the fact that, according to the OECD, Australia has the second tightest skills market in the world.
You may have noticed that I haven’t been posting much over the last 5 – 6 weeks because I’ve been in the US speaking at the annual Association for Talent Development (ATD) conference (funnily enough about employee retention).
I’m curious, what has your experience been with implicit bias training?
Having spent 15 years working as a professional recruiter and 11 years teaching hiring managers how to hire more effectively and efficiently I’ve always felt that implicit bias training was a waste of time.
There is more and more research now backing up my gut feel. Here are two articles that unpack this pretty nicely.
Even worse, there is consistent evidence that bias training done the “wrong way” (think lukewarm diversity training) can actually have the opposite impact, inducing anger and frustration among white employees. What this all means is that, despite the widespread calls for implicit bias training, it will likely be ineffective at best; at worst, it’s a poor use of limited resources that could cause more damage and exacerbate the very issues it is trying to solve.
Read More: https://www.igniteglobal.com/2020/08/the-problem-with-implicit-bias-training/
According to the most recent research by Gallup, 85% of the global workforce is disengaged. That stat that has not moved in well over a decade and COVID has not seemed to impact it at all.
In the US Gallup saw a historic rise in engagement scores shortly after COVID – followed by an equally historic fall.
Yesterday’s post – https://lnkd.in/gHs_rUW provided a calculator to help you figure out how much you were losing in productivity for every member of your team who is disengaged.
I had a comment on that post asking, “Why are they disengaged?”
Did you know that 65% of candidates who turn down jobs or decline to go through the entire interview process do so because of poor candidate experience, according to LinkedIn? And that only 25% of candidates are satisfied with candidate experience according to Sapia.ai?
Candidate experience is key. But what is candidate experience exactly?
My definition is an experience where every interaction leaves the candidate feeling good about:
✅ Themselves (first and foremost – even if they don’t get the job)
✅ The process itself (again, even if they don’t get the job)
✅ The company/brand (turn all candidates (successful or not) into raving fans
