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
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 led trainings over the last 6 months. But the event was live-streamed and had many more watching from their devices at home.
These 20 emerging leaders were divided into 4 groups, based on their Strengths Profiles, and entered into a competition to revitalise the Eurobodalla Regional Botanic Gardens, damaged after the bush fires.
I honestly don’t know how the judges decided. All 4 designs were outstanding, IMHO, and the presentations were polished and professional.
This group has only met face to face once before – their kickoff night in early March before lockdown.
Their site visit was cancelled so they never actually got to see the property.
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
Are you coming to ATD 2022, the world’s largest talent development conference? You can attend live in Orlando, or beam in virtually. If you’re on site pop by to say hi!
𝗔𝘂𝘁𝗵𝗼𝗿 𝗺𝗲𝗲𝘁 𝗮𝗻𝗱 𝗴𝗿𝗲𝗲𝘁: 9:15 Monday, May 16th, ATD Store
𝗜’𝗺 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴: 8AM Wednesday, May 18th, Room W307 (check for last-minute room switches
A2B Australia Limited (CabCharge) is doing some really interesting work with self-managed teams. This has been a concept that many of my clients are struggling with as they redesign their org structures to increase collaboration, ownership and accountability. It’s a tough nut to crack.
Have you considered the HUGE opportunity that The Great Resignation provides from a talent acquisition perspective? Think about it, regardless of whether they act on it, MULTIPLE studies show that at least 40% of the workforce is open to looking for other work in 2022.
Read More: https://www.igniteglobal.com/2022/05/talent-acquisition-strategies-to-hire-the-best-in-2022/
I loved this article about the things companies get wrong when writing job descriptions. I only disagree with their first point. A long job description/job ad isn’t necessarily a bad thing. I’ve helped clients write very lengthy but VERY compelling job descriptions that vividly describes the company culture and values, outlines what the prospective candidate can achieve in the role and what they need to bring to the table (innate abilities and strengths) to be successful.
Read More: https://www.igniteglobal.com/2022/05/7-things-companies-get-wrong-when-writing-job-descriptions/
I had a great time speaking to Ben O’Shea on The West Australian‘s The West Live show about what really drives people to change jobs.
Like in all booms, companies within WA are losing great people for the allure of a high pay packet working in a FIFO environment. Can leaders do anything to stop this from happening (spoiler alert – yes!).
Why do people look for other roles (spoiler alert – despite what most leaders think, it’s rarely about money)?
What do you do if you lose someone that you don’t want to lose? Can you entice them back (spoiler alert – statistically, yes, 20% of the time).
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
