by Raghu Nandhan | Oct 11, 2021 | Art of Recruiting, Industry Trends, Virtual recruiter
Nothing could have prepared your staffing firm for 2020, but happily, that isn’t the case as we head into the second half of 2022. Bullhorn polled hundreds of staffing professionals before the start of 2020 and again during the COVID-19 crisis to learn about the industry’s outlooks, objectives, problems, and staffing patterns. Are your goals and difficulties in line with those of your colleagues? Are there any areas where you can set yourself apart from the competition, or where you need to improve?
Here are some personnel trends to consider for 2022 as you make decisions regarding your company’s future:
Professionals in the field of staffing and recruiting are hopeful about the future.
Staffing firms had a difficult year in 2020, with layoffs and business closures, but respondents are generally hopeful about 2022. In the Survey, the majority of respondents predicted that the economy and business performance will improve in the second half of 2020.
While the staffing industry as a whole has struggled throughout the pandemic, a full 30% of respondents stated company performance has increased or remained the same since the onset of the COVID-19 crisis compared to Q2 of 2019.
Even when you take into account that many businesses have weathered the storm, there is no correlation between current business performance and future forecasts. For example, respondents at staffing firms that saw their performance improve and those that suffered a decline of more than 30% agreed on when the economy would revive – slightly more than half predicted it will happen in the last six months of 2020.
The bottom line is that employment firms are expecting big things in 2022, so don’t expect competition to ease up anytime soon. Invest intelligently to provide the finest possible experience to applicants and clients; your competitors will undoubtedly do likewise.
Clients are the most important thing to us.
The employment market has always been about relationships, but this year the emphasis has switched on which partnerships firms value. Candidate acquisition was a top priority in 2020, as it was in 2019 and 2018. This was mostly (but not entirely) due to talent scarcity, which is the ultimate difficulty for staffing agencies.
However, since the unemployment rate bounced from record lows to record highs throughout COVID-19, a talent shortage is no longer the issue it was at the start of the year. Instead, as businesses battle to acquire new clients and retain existing clients in a changing market, client relationships (the number-two goal coming into 2020) are now firmly the top priority for organizations.
That isn’t to argue that candidates aren’t important. Since the COVID-19 crisis, firms’ second-most essential priority has remained enhancing candidate engagement and experience, ahead of other important priorities such as managing cash flow. Finally, in this environment and any other, focusing on connections is still a winning business strategy.
DEI is a business requirement.
The staffing business, like the rest of the workforce, has always experienced issues relating to DEI (Diversity, Equity, and Inclusion), and 2022 will be no different. According to one Data survey, only 28% of companies have a person of color in any leadership position (and of those, only 5 percent are women of color). Furthermore, although accounting for nearly double the number of workforce practitioners, only 16 percent of all leaders in the business are persons of color (30 percent).
In 2020 and 2021, one thing that has changed is the global attention on inequality and inequity. As a result, staffing and recruiting firms are taking steps to address the industry’s DEI concerns. One thing to remember is that adopting DEI into the workplace is not only the correct thing to do; it is also good for business. Two-thirds of staffing experts believe that diverse companies are more effective than their homo logs.
Work from home is here to stay.
Many agencies functioned remotely before COVID-19, but it wasn’t common practice in the industry. The epidemic, of course, requires distant recruiting and the use of remote recruiting technology: since the onset of the COVID-19 crisis, 91% of staffing professionals have adopted (or increased their use of) video interviewing or video conferencing solutions.
However, don’t expect remote employment or technology to disappear once the epidemic is no longer a requirement. Most staffing professionals, on the other hand, believe that the surge in remote jobs and remote recruiting will be permanent after COVID-19. Most of the positions we used to recruit for were office-based, but that is no longer the case. Even those in charge of large teams work from home.
COVID-19 could hasten the introduction of automation and artificial intelligence, particularly in work environments where people are in close contact.
Businesses have traditionally regulated costs and reduced uncertainty during recessions by embracing automation and revamping work processes, both of which diminish the share of positions comprising primarily regular tasks. By June 2020, China’s robots production had surpassed pre-pandemic levels.
To minimize workplace density and cope with surges in demand, many organizations implemented automation and AI in warehouses, grocery shops, call centers, and manufacturing plants. The association between high scores on physical proximity and automation use cases is a common feature of these automation use cases, and our research suggests that work environments with high levels of human engagement are likely to see the fastest adoption of automation and AI.
The mix of jobs may vary, with low-wage occupations seeing limited growth.
COVID-19-accelerated trends may result in more changes in the mix of jobs within economies than we anticipated before the pandemic.
We discovered that following the pandemic, a significantly different mix of jobs may develop in each of the eight economies. We predict the pandemic to have the most negative impact on workers in food service and customer sales and service roles, as well as less-skilled office support roles, compared to our pre-COVID-19 estimates. Although the expansion of e-commerce and the delivery economy may result in more jobs in warehousing and transportation, these gains are unlikely to compensate for the loss of many low-wage positions.
For example, in the United States, customer service and food service occupations may decline by 4.3 million, but transportation jobs may increase by over 800,000. Healthcare and STEM vocations may see higher demand than before the pandemic, reflecting increased concern to health as populations age and incomes rise, as well as growing demand for professionals who can invent, implement, and maintain new technology.
10,000 employees polled by the University of Chicago’s Becker Friedman Institute for Economics stated they were equally productive working from home as they were in the office.
In fact, 30 percent of those polled said that working from home made them more productive and engaged.
From the middle of March to the middle of September 2020, the same survey team determined that commute time was decreased by 62.4 million hours per day, resulting in a total time savings of over 9 billion hours.
Conclusion
Before the pandemic, net employment losses were concentrated in middle-wage manufacturing and some office work, owing to automation, while low- and high-wage jobs grew. Almost all low-wage people who lost their jobs could shift into other low-wage jobs, such as retail or home healthcare. We now expect that practically all growth in labor demand will occur in high-wage jobs, due to the pandemic’s impact on low-wage jobs. To avoid job loss, Low-wage workers are expected to transition to higher-wage jobs that can only be acquired with different skills.
Pragna solutions has been an active recruiter before and amidst different stages of the pandemic. There has been subsequent increase of remote job post since 2019. In fact, most companies are promising permanent remote recruiting jobs. Therefore, it won’t be wrong to infer that remote job is the irreversible reality that will exist even after the pandemic ceases. Similarly, remote recruiting has adapted to the transformation. Pragna solution provides AI enabled recruitment solution so that our clients can harness the power of job board even if it is for remote jobs.
by Raghu Nandhan | Oct 6, 2021 | Blog, Company, Industry Trends
Lead generation is a method of obtaining a targeted audience for a business’s merchandise or services. The business ought to then be characteristic these leads that are generated, then the sales team are taking them through the business’s sales structure to show them into procurement at the tip. And to confirm that leads don’t seem to be been wasted, that why the sales team ought to foster every lead.
Value of Lead Generation
Lead generation will be pricey, however it’s cost-effective too. Although, it generates qualified leads that are strictly inquisitive about your business’s services or merchandise.
By having the next quality of lead generation (through PPC, SMO, SMM, etc.), It’s possible to seek out potential customers UN agencies need to buy. While not these sensible leads, the business won’t be creating sales or obtaining new valuable customers. It ensures that contacting the correct those that are strictly inquisitive about the merchandise. Lead generation is cost-efficient. It provides an answer to a business that’s troubled to form sales. Email selling is that the most cost-efficient means of generating leads; it’s thought of as the best come On Investment (ROI).
Importance of Lead Generation
Lead generation is extremely vital to most of the business. A business won’t create any sales and not even expand more, It ought to have an honest lead generation strategy. If ready to browse the customers’ minds, we’ll be able to target the correct form of customers and sell to them the merchandise or services effectively.
Businesses nowadays are absolutely keen on Lead Generation because it generates an honest quantity of traffic to the websites, wherever the t leads n be regenerated into potential customers. Google has created the method of connecting individuals to businesses easier, thence individuals currently grasp the distinction between totally different merchandise and. It shows the correct customer’s UN agency ar perpetually checking out the merchandise and services through totally different search engines. And by taking the lead redirecting to the website and thence will increase the possibility of commercialism the merchandise or services from the business.
It keeps the website engaged by grabbing the eye of the correct client, UN agency is searching for one thing specific. It ensures that the business appearance totally different from the competition and will increase the probabilities of product conversion. The correct client is a lot of possibilities to allow contact details to an enticing website instead of a less engaging website. It may enable building relationships at intervals in the departments like sales and selling to allow productive results. In order that these departments work along to urge an efficient lead generation strategy. This can result in qualified leads. This will, in turn, end in a lot of customers and sensible sales.
Why Lead Generation vital
Lead production is that the winning purpose for each vendee and trafficker of each party. Shoppers will provoke data from many businesses that supply the merchandise or service they require, and also the trafficker is given the chance to form his or her pitch to those who have given their consent. These are a number of the most popular tracks. Conversion rates obtained during this means sometimes have a way higher success rate than non-functional contacts.
Lead generation helps businesses to see the subsequent factors:
- Determine the costs of a one-lead generation
- Choose the merchandise or service that to get lead
- Select the region within which the business is interested
- More effective lead engagement by targeting demographic space
- Lead generation for one month should be checked
- Pay for the leads that has been generated
Methods of Lead generation
Some agencies target providing relevant leads for businesses. The method of making a lead generation is truly terribly easy – however, just like the simplest things, it’s arduous to try to do well.
First, the workplace develops an internet site or partnered with websites wherever they develop and market your product or service. The customer finds these references or data sites and hopefully completes the web quote request type. Shopper details are verified and matched to relevant suppliers. These concomitant pointers, with full contact details and procure necessities, are emailed to international inspectors and other UN agency is also within the sales method.
Conclusion
Lead generation is extremely vital for the business. It creates sales and will increase potential customers.
- website engagement can increase the probabilities of a lead changing into prospects.
- We ought to make sure that the standard of lead generated ought to be effective in order that it’ll scale back the time and cash pay on that
- Use totally different modes of Organic and Inorganic means of generating ends up in the advantage and rank higher within the program in order that it’ll reach the correct customers at the correct time
Lead generation firms give your company the new leads you’d prefer to amass new purchasers, whereas emotional up it slow to pay on various tasks, like development or quality assurance. Conversely, you will double down on new leads, percussion up business in bike with leads provided by generation firms.
Lead generation is not a replacement form of obtaining a business, but business trends and time necessities have found the next because of obtaining new purchasers. Rather than sitting at a display table for hours on end, or fitting a show in hopes that targeted shoppers will complete a sort, you will be able to have leads generated and sent to you victimization available technology, all whereas you will be able to direct it slow elsewhere.
Finding leads is long. Lead generation frees up substantial time, all whereas recollective identical gain opportunities.
by Raghu Nandhan | May 13, 2021 | Blog, Industry Trends, Offshore Recruitment
RPO solutions is a new concept to many companies. An experienced HR fully understands the struggle of competing for talent while being efficient. Whether you need seasonal workers, have recrudescing projects requiring skilled people, or cannot maintain a big in-house recruitment team, at some point, you may need to hire more employees. If you want to refine the whole recruitment processes and efficiently manage your talent acquisition requires, it is time to consider RPO Solutions. So what RPO Solutions is exactly and what are its benefits?
In simple words, RPO is when an organization moves all or part of its permanent recruitment to an external provider. Competitive advantage and business results depend on access to the greatest talent within the market. While selecting any product or service, one of the main cogitation is always ‘how is this going to aid my company?’ Choosing an RPO provider that best fits for them, one that understands their culture, values and hiring goals, can benefit both long and short term enormously.
The benefits of recruitment process outsourcing (RPO) are remarkable. This holds true whether you’re planning to outsource the complete recruitment cycle, or only a part of it. We’ve identified the top 5 benefits of RPO. They include.
Advice from subject-matter experts for RPO Solutions
Recruiting and onboarding the folks to grow your business requires consistent efforts, time, and skill. Seasonal demands or new projects can generate urgent and high volume hiring needs. Facing with such situations is always challenging. An RPO’s core expertise is recruiting. They can right away address your recruiting and hiring desires without you worrying or panicking.
Scaling down expenses for Recruitment Process Outsourcing
Many organizations land up paying big quantity of money on recruitment agencies. They also tend to spend a huge amount on online job boards, which are often underutilized due to various reasons. These indirect costs are invisible, but adversely affect the annual turnover of the organization.
RPO is the best key for companies wanting great talent in a systematic and profitable way. It can help reduce costs by supporting three business objectives:
1. Developing efficient and robust recruitment processes
2. Creating proactive sourcing blueprint
3. Focusing on the quality hires every time.
Access to automation and tools
There are various tools available in the market to track down the effectiveness of a company’s recruiting and hiring processes. RPO solution providers utilize the most updated technology and search tools to discover active talent in the market. Their buying potential can also enable you to induce integrated solutions, saving you both assets and resources.
Minimizes the Need for Advertising
Advertising can be costly. When a company engrosses with an RPO provider, they radically cut back on those costs. The need to advertise is eliminated. The RPO provider assumes responsibility for finding the best talent. They reach out to candidates, instead of them coming in search of you. They are quite resourceful in tracking the out individuals.
The average time take to fill a vacant position, adversely impact the organization’s performance. Filling vacancies in lessened hours could be a key feature of an RPO model. Developing and driving superior talent attraction strategies can result in significant reductions in the time a role is filled. The RPO solutions service providers are adroit and equipped at balancing the hiring pace with quality to ensure the right outcome every time.
To summarize, whether you need to respond to hiring in flux, or are exploring new ways to improve talent processes, recruitment process outsourcing (RPO) is worth considering. Urgent hiring needs can be stressful. Organizations can be understaffed, which results in costly consequences, like revenue loss, lower production and low staff morale. An RPO solutions can manage inevitable peaks, and it gives you access to the best talent when you require it.
Elevate your recruitment game with RPO services from Pragna Solutions. Streamline your hiring process, enhance candidate quality, and scale your team efficiently. Partner with us for expert RPO solutions tailored to your needs.
by Raghu Nandhan | Jan 19, 2021 | Blog, Industry Trends
While we are working day in and day out at our job, we all feel stuck with our jobs at some point of time. However, it can be difficult to decide whether it is just a phase or you are stuck in a dead-end job. Maybe you felt that you had landed your dream job when you joined there, but soon your career advancement path seemed to be a blur, and your skills are rusting under routine work. Finally, you realize this Job Red Flags has nothing to offer you except a paycheck at the end of the month.
Let’s be frank; we all expect much more than a paycheck from our jobs.
If you have been waiting for a change in the situation at your job, you must re-evaluate with these possible red flags to determine whether you are stuck in a dead-end Job Red Flags and plan to chalk your way out of it.
1. Your boss continually ignores your opinions
As a competent employee, you have to participate in multiple decision-making discussions. But if you have noticed that your superior has been ignoring your ideas and did not give a second to reject them without even hearing the idea completely, you are in a dead-end job. However, you must not evaluate this with just a single instance.
2. You cannot view your career advancement path
When you start working at a company and have a career goal to grow, you must analyze if the Job Red Flags are serving the purpose. If you have been denied a promotion twice or more, you can be sure you are not going to get the promotion in the near future as well. No doubt, such situations build up frustration. The wisest thing to do in such circumstances is to look for better opportunities and quit the job as soon as you find it.
Your career advancement is only possible if your company is growing. If your company’s growth has come to a halt or sliding down in terms of revenue, you will hardly find any scope for growing your career in that company. Therefore, it is definitely the time to expand your horizon in search of better opportunities.
3. You are not handed with challenging or meaningful work
As we age in a job, we expect challenging tasks or tasks that hold more responsibility. But if you feel that you are not being trusted with meaningful work or being handed assignments that your superior does not want to do, there is a serious issue. Such circumstances hamper your growth and may make you feel that your potential is being wasted. This clearly raises the red flag that you are stuck in a dead-end Job Red Flags.
4. Frequent rebukes and discouragements are on your daily routine
Obviously, you need a positive environment at your working place to grow. Suppose your superior is constantly rebuking you at every step or openly criticizing you more than once. In that case, you may not have the chance to grow professionally amidst such a hostile environment.
5. Overwork and no value for your contribution
Usually, bosses do overburden you with work initially. But if your life is being dominated by work and your superior does not value your efforts, you are surely at the wrong place. However, even if you are being praised, it does not mean you overwork and become unhappy to miss out on your personal life. If you are valued at your company, you have the ability to draw boundaries about work and personal life. Otherwise, it is better to leave respectfully.
Final Thoughts
It is indeed a hard decision to quit your Job Red Flags even if you realize it is a dead-end one. Therefore, make sure you re-evaluate your decision by chalking out every possibility that can actually improve the scenario. Communicating to your superior about your career goals can be the starting point. You must also consider challenging questions like will you still quit if you are offered a promotion at the same place.
Changing jobs can be a difficult choice, but you must remember most people did not land their dream Job Red Flags at the first attempt. Therefore, if you still feel that this job has nothing to offer you, go ahead and search for better opportunities that help you grow personally and professionally.
For more blogs, Do visit Pragna Solutions website. Contact Us for your Recruitment needs.
by Raghu Nandhan | Jan 11, 2021 | Blog, Industry Trends, Talent Acquisition
When recruiting employees, every company analyzes the cost per hire. It not only involves the salary of the candidate but also the expenses associated with the use of internal resources used during the hiring process. As a hiring manager, you are responsible for the cost of hiring, and it can be a challenging job to reduce the cost of hiring while recruiting high volume talents.
Here are a few tips and tricks every hiring manager can utilize to increase their efficiency to reduce cost per hire and also save some time and effort.
Offer a clear Job Description
When you are advertising for a vacancy, most candidates read the Job Description to get a clear understanding of the responsibilities or tasks he/she needs to handle for a job. Suppose you are providing a clear job description with full disclosure of eligibility criteria, expected experience level, hours of employment, type of job (remote or in-office). In that case, you screen away candidates right away who do not have the required criteria. On the other hand, a job description containing details of training, additional benefits to the job and portrays the employer brand image has the higher chances of attracting the top tier talents.
Use of Atomization and AI
Instead of running through thousands of applicants, every candidate, use suitable recruiting software to screen qualified candidates with suitable parameters. 78% of employers have said that recruitment technology makes finding great talent easier than ever.
Moreover, it helps to speed up the hiring process, thereby reducing the cost per hire. Using artificial intelligence also ensures that the criteria of the candidate align with your business goals. Consequently, it is a great way to avoid bad hires and undergo the rehiring process.
Make use of Telephonic and Virtual interview
The cost per hire also depends on travel costs. You can cut off the travel cost by conducting the telephonic and virtual interview. After the onset of the pandemic, most hiring processes have been undertaken through virtual interview.
The telephonic and virtual interview helps you to analyze the candidate, and the two-way communication ensures a better understanding of each other’s expectations and requirement, facilitating the screening of candidates. Moreover, you can save time, energy and hassle of travel and yet select the most suitable candidate.
Reduce the Hiring time
One of the best ways to reduce cost per hire is to move the entire hiring process quickly. If you are undertaking or dragging long hiring process, you are increasing the cost of hiring by increasing the expense of recruitment technology, administrative cost, perhaps travel cost, and other internal resources. The longer the hiring process drags, the higher the cost per hire rises.
Moreover, in this cut-throat competition of talent acquisition, you may lose a high performing candidate if you delay the final announcement. The best way to reduce the hiring time is by setting deadlines or closing date for every step of the hiring process.
If you are looking for a way to hire talents without exhausting your company’s internal resources, the wisest decision is to outsource it to some reliable staffing agency. There are several staffing agencies that are expertise in recruiting talent for their client’s firm within a given period.
By hiring a staffing agency, you can reduce cost per hire by not hampering the productivity of internal resources as well as minimize the productivity loss due to the open position. Pragna Solutions is one of the leading companies that can offer you excellent outsource recruitment solution so that you can acquire talents and also save time and effort.
The Bottom Line
Hiring the right candidate within a short time frame can be challenging, but not impossible. These tips and tricks of reducing cost per hire can save you from rendering the cost of bad hires and rehiring. Reports and analytics of cost per hire help you realize the strengths and weaknesses of your hiring strategy. Therefore, you must monitor your cost per hire to develop the most effective hiring strategy.
Pragna Solutions lends you a helping hand to acquire top-tier talents without undertaking the headache of the hiring process. Our expert consultants are experienced HR’s who can pick out the best candidates for your business from the target pool to fulfil your business requirements and move you one more step towards your success.
Do visit Pragna Solutions website for more blogs on Recruitment, Hiring, and other related topics. Contact Us for your Recruitment needs.
by Raghu Nandhan | Dec 22, 2020 | Blog, Industry Trends
As organizations are moving over the initial layoffs, lost business, and crick that came with the outset of the pandemic, they’re also wondering what’s next. As the pandemic resets major work styles, leaders need to reevaluate workforce and employee planning, management, performance, and experience blueprint.
The current pandemic will surely have a long-lasting impact on the future of work. Companies are now moving to what is being called the next normal. Organizations are steering a return to the office, stepping up operations, and engaging more contingent employees.
But that’s not looking far enough ahead. Organizations are considering the post COVID-19 world, but now is also the time for planning for the post-vaccine future. Success in the future will depend solely on how companies will change their workforce strategies based on lessons learned during the pandemic.
Many of these lessons come from the shift to working away from the office. How do we re-consider our view and grasp new opportunities that remote work will afford? We see answers in the below five areas of advancement and opportunity: geography, cost control, data, competition, and engagement.
Trend 1: Removing Barricade to Talent for the Future of Work
The run towards digital transformation has changed the traditional recruiting methods, which were a limiting factor when it came to talent acquisition from any part of the world and virtual on-boarding. Organizations’ that always had a limited talent pool can now be bold and consider candidates in any geography.
Many work aspects where physical presence was considered mandatory have turned out to be negotiable as far as onsite demands. And studies prove that remote work has always resulted in productivity gains. By having an anywhere mindset, a company can utilize global networks of candidates. A remote talent acquisition strategy not only attracts great talent but will also result in boosting retention.
Trend 2: Remote Work Opens Creative Approaches to Cost-Control
Should companies hire new talent or up-skill existing talent? In the Pre-COVID-19 world, organizations had to build strategies based on recruiting conditions in their immediate markets. If the talent with a particular skill or learning resources were unavailable, they had to shift their approach in a different direction. Now they can exercise more control.
The flexibility to tap into talent pool in various markets across the globe can result in cost-containment opportunities. This cost factor includes the total cost of engaging all flexible talent, and not just at the individual employee level. The best strategy today would be to utilize both options. A broadened market to acquire talent, combined with anywhere-anytime learning, allows organizations to strike a balance between hiring and developing new skills with their current workforce.
Trend 3: Data Analytics and Communication Become a Survival Skill
Access to data is a value addition if analyzed and presented meaningfully at the right time and to the right audiences. The pandemic has stressed enough on the importance of data and analytics in leading a company through such uncertain times. To establish a calm and positive work environment, all you need is engaged leadership ready to communicate consistently at all levels in the right way.
This type of communication requires hard data, also needed to manage a flexible workforce. Transparency and visibility to employees are considered to be even more important, and many companies grappled in the pandemic because they lacked these parameters. Companies that were not considerate about these issues earlier now realize that what you don’t know can hurt you.
Trend 4: Leveraging Competitive Advantage Comes in New Forms
The pandemic forced companies to act in ways no one ever thought of. Remote working was not a choice, but this made organizations to get smarter, quickly make work from home a core part of the business. In the future, companies will have a better understanding of what it takes to run the business smoothly and reliably while changing their strategy rapidly and effectively.
There is no single proven formula for change. Every company is unique and different in its own ways, but change will happen, nonetheless. Smart organizations are looking to leverage this change they had to make as a competitive advantage in the coming future.
But now is not the time to follow the crowd. Ask the factual questions others are not asking. Preserve and practice the culture you need to grow. The reward is a future where right decisions can boost real relationships with the workforce, which you need the most.
Trend 5: Employee Engagement Becomes a Core Priority
How well did you communicate and foster relationships in a virtual work environment? Organizations that had a focused effort on sustaining relationships and were open, transparent, and intentional about what “good” meant to their people will excel in the post-pandemic world.
An employee’s take on a company is multi-facet, and it can make or break an organization’s brand on places like Glassdoor and Indeed. Companies knew the importance of employee sentiment before the pandemic. But now, the attention on worker employee engagement and experience has increased.
Finally, as organizations and work cultures evolve in this unforeseen global crisis, you cannot avoid the quality-of-life conversation. Can someone focus on both their work and life priorities in your company — for a career or even just a temporary assignment? Are you opening windows of opportunities to advance and up-skill?
Don’t run away from these questions. An organization’s future relationship with its workforce solely depends on the actions it takes today to develop a positive work culture that focuses on making lives better among employees and the community at large.
Finally: Learn What to Do When You Don’t Know Something
You cannot fully predict what post pandemic world of work will bring. You can only try to interpret the signals of today. Be rigorous in your approach and commitment to learn from what you see. See and try what works the best for you. And don’t give up looking for the opportunities to get better.
With a combination of flexibility and planning, you can future-proof your workforce strategy to keep your organization ahead while navigating the road ahead.
For more blogs, do visit Pragna Solutions website.
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