I've been in the recruitment world for over 10 years, and since 2021, I've been part of the Enterprise team, specializing in the software and electronics sector. I enjoy helping talented engineers find the roles that fit them best, and I've had the pleasure of working with a wide range of candidates. Whether it’s matching skill sets with the perfect company or guiding candidates through the hiring process, I’m here to make the recruitment experience as smooth and successful as possible.

We were delighted to host a roundtable webinar featuring Roger Martin-Fagg, a renowned Behavioural Economist, to explore the economic outlook within the technology sector.
Roger brought his unique and informed perspective, offering valuable insights into what the future may hold for the industry.

About Roger Martin-Fagg

Roger began his career as an Economist with the New Zealand Treasury before moving to Henley Management College, where he designed, delivered, and taught bespoke strategic management programs.

For the past seven years, Roger has worked as an Independent Behavioural Economist. He also contributes his expertise to leading institutions such as Warwick, Ashridge, Henley, and Duke Business Schools, as well as the Bank of England and the Institute of Marketing. Additionally, he has served as an External Examiner at the University of Bath.

Roger specializes in making economics accessible to non-economists and helping boards navigate their strategic decision-making.

Key Takeaways from the Webinar

The session provided an insightful look at the technology sector’s economic future, with Roger’s predictions already proving accurate in the evolving economic landscape.

With the rising demand and popularity of AI, we hosted a webinar to explore how HR and Talent Acquisition (TA) professionals can leverage AI to enhance their workflows and integrate it into their daily operations.

Topics Covered

During the webinar, we discussed how AI can simplify and optimize tasks, including:

1. Automatically generating job adverts
2. Sourcing candidates
3. Creating engaging social media posts
4. Sending automated responses
5. Crafting interview questions
6. Generating coding tests automatically
7. Writing project plans
8. Translating languages
9. Explaining technical concepts

Why It Matters

As anticipated, many HR and TA professionals were not yet fully utilizing ChatGPT’s capabilities. To help bridge this gap, we created a series of resources to assist professionals in getting started, including:

An Example Policy Template

Four exclusive plugins designed specifically for HR professionals

We had the pleasure of hosting Russell Beck, an author, advisor, and thought leader, to discuss strategies for retaining staff and ensuring they remain happy and productive in their roles.

Why Staff Retention Matters

Staff retention is one of the biggest challenges faced by companies today. With increasing competition and a constantly shifting financial landscape, it has become more critical than ever to hold on to your best employees. Russell shared valuable insights and actionable advice to help organizations navigate this challenge.

About Russell Beck

Russell is the author of the best-selling book The World of Work to 2030 and a respected advisor on workplace trends and leadership.

Key Insights from the Webinar

Russell focused on the 6 C's of Employee Satisfaction, explaining what employees need to thrive and do their best work:

• Compensation: Attracting and retaining talent requires more than competitive pay. Businesses must address underlying issues and create meaningful interactions.
• Community: Fostering a sense of belonging is essential. Employees who feel they don’t belong are significantly more likely to leave, with 51% citing this as a key reason for departure.
• Career: To retain top talent, organizations should provide clear career development paths, emphasize learning opportunities, and balance essential skills with trainable ones.
• Cause: Employees need to see the purpose behind their work and understand how their roles contribute to the organization’s mission.
• Company: Align work structures with employee preferences and needs while offering meaningful, cost-effective benefits.
• Culture: A strong, positive culture is critical. Toxic cultures drive turnover more than pay issues. Organizations must demonstrate their values authentically through stories and actions.

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