Culture Clash
More and more businesses recognise the importance of equality and are working hard to improve their diversity and inclusion strategies.
But one crucial piece of the jigsaw is often missing: equity. Companies need a two-pronged approach to tap into talent at every level.
Rewriting the age-old HR script will allow us to emerge stronger from the current economic crisis.
Whether it’s their culture – or reputation – some businesses are ahead of the pack when it comes to recruiting emerging talent. So how do you compete?
In a world of competing priorities, Gen Z are holding fast to their convictions of working in organisations that contribute to making the world a better place. Led by purpose (rather than ‘just work’) they are willing to walk if the job does not live up to their aspirations. So how do organisations lean in to this – and enhance not just the business environment and future hiring strategies, but also the bottom line?
Our recent Culture Clash event was dominated by one question: how to attract top emerging talent. Harnessing technology will be key, says panellist Chris Butt, CEO & founder of Cognisess.
“Salaries and a career pathway are no longer enough to attract the best emerging talent – they want professional purpose and greater meaning” – Orlagh Hunt, Chief People Officer & Sustainability Lead at YBS
“In a world of such vast diversity of experience, cultures, skills and talents, it would be commercially negligent of us to ignore the transformational potential of meaningful social mobility” – Hannah Awonuga, keynote speaker at Culture Clash
“Heritage and larger organisations must adapt to a new commercial landscape. Of course, they will always be attractive to potential recruits. But they can no longer rely on big salary and high status to attract talent.” – Ross Crook, Managing Director, Sanderson Solutions
“It’s time for fresh, engaged thinking that capitalises on the crisis around talent to drive innovation. Only then will we really start to lay the bedrock for an employment landscape that our brightest and best young talent will want to meaningfully connect with.” – Rob Taffinder, assistant director of the University of Bristol’s Careers Service
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