The economy may be volatile, and layoffs and ‘quiet hiring’ are beginning to trend. But most companies are still finding recruitment challenging, and post-Covid they’re turning back to hiring events for help.
The newly empowered American employee is likely to remain empowered for some time, even if there is a slowdown in the U.S. economy.
ERGs—internal nodes that help employees find close-level identity and support within the corporate structure—can improve employee well-being, aid DE&I efforts and build loyalty.
The automaker’s new approach to recruitment and training emphasizes leaning into the problem, partnerships and EV technology.
Corey Stowell, CHRO for Webasto Roof Systems Americas, candidly shares the company’s Covid-era struggles—and what they’re doing to address them.
Rent-to-own tire chain pursued four strategies in bringing women into a male-dominated industry.
Enterprises are moving beyond the diversity, equity and inclusion activity that started after the murder of George Floyd and beginning to ‘institutionalize’ their efforts, from regular town halls to concrete goals to shifts in top executives’ personal perspectives: ‘Now it’s considered a must-have.’
It’s still very much an ‘ongoing experiment,’ but companies aren’t waiting around to see what the workplace of tomorrow will look like, as these dozen examples illustrate. One thing that’s already clear, post-Covid: ‘Work is no longer a place you go, but something you do.’
Sunroof manufacturer prevails through plant opening, continuation of Covid to maintain cohesive workforce.