Global competition for Science, Technology, Engineering and Mathematics (STEM) talent is squeezing the UK’s aerospace and defence (A&D) sector, leaving them struggling to secure the skills they require. As hiring plans fail to solve this problem, A&D businesses must focus on reskilling the workers they already have if they wish to succeed.
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Alana Birchall, Business Solutions Architect at ManpowerGroup, is our guest blogger for this article. AI is a huge and ever evolving topic within Early Careers Talent Acquisition and it’s creating a major dilemma: should you embrace this in your strategy or not?
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The latest ManpowerGroup Employment Outlook Survey indicates UK employers are applying calculated, chess-like hiring tactics to their recruitment plans for the coming quarter (April – June 2024), as backfilling roles and economic caution lead some to maintain a defensive stance, while others are going on the offensive and creating new positions in anticipation of future growth.
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Although women are increasing their global economic power and entering the workforce in greater numbers, true gender parity is still far from a reality. In 2023, for every 100 men promoted from entry level to manager, just 87 women were promoted. Coupled with the fact that they often desire more flexibility than leaders are willing to give, 60% of women are considering leaving their current roles in 2024.
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As we mark World Hearing Day 2024 with the theme “changing mindsets: let’s make ear and hearing care a reality for all!” it’s imperative to shine a light on the challenges faced by deaf Gen Zers as they transition from education to the workplace.
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In a world that’s constantly evolving, where identities blur and perspectives widen, it’s no surprise that the landscape of sexual orientation and gender identity is shifting too. Recent studies show that just 53% of Gen Z identifies as exclusively straight, with 40% expressing a pattern of attraction outside the scope of exclusively heterosexual attractions between cisgender people.
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In the past three years, global talent shakeups have intensified skill shortages, prompting organisations to explore different strategies to attract and retain employees. Part of this process has focused on individuals who may have historically been overlooked, essentially recognising the importance of better supporting employees who identify as neurodivergent (ND).
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In the dynamic landscape of the modern workplace, seismic shifts are reshaping the foundations of how we define work. The convergence of technological breakthroughs, global connectivity and a rapidly evolving socio-economic fabric has unearthed a wave of transformative forces, creating a nexus where innovation and adaptation collide.
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In the dynamic HR landscape, businesses are currently navigating a challenging market characterised by technological advancements, evolving workforce expectations and a persistent talent shortage. As we continue through 2024, organisations must proactively adapt to the evolving scenario.
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Developing diverse workforce strategies that tailor the right blend of skills, workforce mix and engagement with labour markets is imperative for organisations navigating the changing business landscapes. The Total Workforce Index™ (TWI) offers a strategic advantage in the talent race by directing investments – short, medium and long-term – towards labour markets with the highest potential impact on sectors and skill sets influencing dynamic business environments.
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