Bigpoint GmbH’s Post

Splendid time in London last week at The Institute of Employability Professionals Summer Summit. Hello to old friends and new friends made on the day and evening. Reflecting on the event, two key points have been mulling over in my mind: 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐉𝐨𝐮𝐫𝐧𝐞𝐲 𝐁𝐞𝐲𝐨𝐧𝐝 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 Following on from Kathryn Jellings FIEP question during the first session. While we all recognise sustained employment as the ultimate goal in our sector, there's so much powerful and impactful work that goes on behind the scenes that often goes unacknowledged. Employment is frequently the final piece of the jigsaw after significant efforts have been made, either in-house or with trusted partners, to address barriers to progression. These foundational steps are essential for individuals to achieve and sustain employment. Shouldn't this vital work be recognised (by commissioners and providers) and celebrated more? 𝐏𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐟𝐨𝐫 𝐃𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧 Devolution is on the horizon, and it brings both opportunities and challenges. As a sector, how we can influence commissioning processes to ensure they reflect regional needs while maintaining consistency for effective evaluation? How do we strike the right balance? It's crucial that the commissioning framework is realistic, making the best use of the public purse without compromising on the quality and effectiveness of services. We must advocate for policies that are adaptable to local contexts but also provide a coherent structure that enables meaningful assessment of outcomes. By working as a sector, we can shape a commissioning landscape that truly meets the needs of diverse communities and drives positive change across the board. #IEPSummit2024 #IEPSummit

Gain #recognition and #appreciation for your team, organisation and partners in #HR and #peopledevelopment. Bring your #impactful initiatives and innovations into the spotlight with the 2024 MERIT #industryawards. #peoplematter #peopleleadership #corporatelearning #executiveeducation #awards

FREE Employer Webinar & Info session on how to kickstart a career in technology. Hear from industry leading professionals, Trainers, Talent coordinators and Spartans who have been through our Academy programs now working on client site. Get all he details on how you can get involved in the action!

💙 In Generation, we stay true to our dedicated commitment to our learners and continuously collaborate with education institutions, employer partners, and the government to carry out our mission of creating a lasting impact in the education-to-employment space. 💭 This week, we are deeply honoured and privileged to participate at the SkillsFuture SG Forum through our COO Gloria Arlini' panel discussion together with Dilys Boey, Chief Executive of Workforce Singapore, Minhan Lim, Head of Consulting, Ensign InfoSecurity and Jedrick Tan, CEO of Fei Siong FastFood. With the theme "Recognising Skills, Building Careers," the event was officiated by Minister for Education, Mr Chan Chun Sing and attended by Minister of State for Education, Ms Siow Huang Gan. ⚙ The forum discussed the importance of skills development for career advancement, and skills-based hiring, and focused on the concept of #careerhealth and its impact on an individual’s professional growth, and business readiness. 🙌 The role of employers in workforce development is more critical than ever. We want our graduates to not just land jobs, but also stay and thrive in their careers. This speaks to our commitment to providing long-term support through job coaching, alumni support, industry mentorship, and more. Our graduates face various challenges when reskilling and transitioning to new careers. Many have been disconnected from the workforce for reasons such as age, qualifications, or abilities. They often battle self-doubt, impostor syndrome, and adjustment issues in new environments. 💙 The best employers understand this. They provide differentiated support, work closely with us to align their hiring goals, identify needed support, and invest the time and effort to guide new hires. Are you an employer championing #skillsbasedhiring? Let's talk! Connect with our employer engagement lead, Shannah Teo.

Diversity Equity and Inclusion are truly important to us here at RMIT and to Industry as well. We came together for our DE&I Community of Practice where we heard from four amazing industry panellists about their experience and advice for attracting and supporting applicants from diverse and equity backgrounds. The themes of the discussion revolved around in importance of partnerships, building trust and rapport with applicants, transparency in application processes, training provided to staff (recruiters and hiring managers) and providing the ability for applicants to seek support. Massive thank you to our Industry Panellists who shared their expertise and diverse perspectives: • Tracy Moore (Talent Acquisition Team Lead Asia Pacific – Cummins) • Davis McConnell (2023 RMIT HR Graduate – Cummins) • Shazia H. (Senior Talent Acquisition Advisor – RMIT) • Melissa McKenzie (Team Lead, Employment Pathways – Department of Transport and Planning) If you are interested in joining our DE&I Community of Practice, please reach out to careersuccess@rmit.edu.au #diversityequityinclusion #universitypartnerships #COP #Diversitymatters #Humanresources #careers #highereducation

Curious about hiring from Carleton University's Co-op program? Check out this post to discover how hiring a co-op student can benefit your organization. Carleton University at Kanata

Graduates can be catalysts for innovation, offering companies fresh perspectives, the latest academic knowledge and a hunger to succeed 💡 But the catch? Attracting and retaining the very best talent has never been more challenging for businesses, so today's graduates are in demand and can afford to be selective. Offering a first class workplace environment which improves the employee experience is just one way businesses can stand out from the crowd in a tough jobs market. Our research among UK office workers explores what graduates really want from their workplace, revealing their expectations and desires 💭 Download the full report here 👉 https://lnkd.in/ecFHmyVb   #talentattractionandretention #graduates #officedesign 

🎓 Warwick Campus Chronicles: Why do companies scout campuses? 🚀 In short, talent pipeline recruitment is the key to your organisation's resilient, agile, and prosperous future. Don't just recruit; strategise! 🔒💼 Because expertise is a treasure hunt, University campuses are where raw talent meets unquenchable ambition, allowing talent pipelines that sizzle with potential! Building a robust talent pipeline isn't just a choice; it's a strategic imperative. I thrive on fostering win-win collaborations with companies that provide Warwick students with enriching opportunities. Through a 360-degree approach, we synergise engaging on-campus activations and impactful digital marketing campaigns. Let's turn potential into success!" 🎯 💡🎓 #Warwicksu #ExpertRecruiting #CampusRecruitment #TalentPipeline #HRStrategies

I had the privilege of attending a thought-provoking event hosted by Chapter 2 and The Ladder Group focused on a critical aspect of diversity, equity, and inclusion (DEI)—Social Mobility. 🚀 The dialogue was full of practical insights, pushing us to think about how we can make our workplaces more inclusive and equitable. 💼 Key Takeaways: Applying, Securing, Succeeding: We explored strategies to support diverse candidates from application through to career progression. It’s essential that our efforts extend beyond hiring to ensure all employees can thrive. 🌱 Deepening Our Commitment to Retention: Inclusivity must be woven through our organizational fabric, ensuring that every employee feels valued and poised for success. 🤝 Addressing Structural Barriers: Discussing social class as a protected characteristic highlighted ongoing challenges and sparked ideas on how we can be part of the solution. 🛠️ There were then roundtable discussions which provided a forum for sharing actionable steps to enhance social mobility within our companies: Innovating Recruitment Practices: We discussed shifting toward more accessible apprenticeships and paid opportunities to eliminate financial barriers for entry-level candidates. 💡 Engaging with Underserved Communities: By partnering with schools in these communities and hosting unique insight days, we can attract talent who might not typically be exposed to our sectors. 🌍 Prioritizing Potential Over Traditional Credentials: It’s vital to value diverse experiences and skills over conventional resumes, recognizing the untapped potential that different backgrounds bring to our teams. 🔍 These discussions reinforced the importance of strategic, thoughtful approaches to DEI. There's significant work to do, and with a commitment to continuous improvement, we can create workplaces where diverse talents are not only hired but are empowered to succeed. Let’s stay engaged and push for real change, ensuring that social mobility is integral to our DEI strategies. #DiversityAndInclusion #SocialMobility #HumanResources #TalentAcquisition