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Impressions formed by a candidate throughout the recruitment and selection process can play a key role in whether a successful applicant accepts the position—and can ultimately influence their behaviour once they are employed. How can employers take advantage?
Analytics convert a large data set into meaningful information that drives our decisions. But the insights we derive is heavily influenced by our inherent tendency to confirm our existing beliefs. How can we overcome this?
For Australians, this month’s federal budget will impact not only existing assets but also financial planning strategies going forward. How can Australians living overseas protect their investments and get the best out of the new measures?
Starting salaries are higher than they used to be. What’s more, they’re higher than those of employees promoted internally. Why should this matter to HR?
In this guest post, Insights At Work is delighted to feature the view of Dr. Tony Strudwick, Head of Performance at Manchester United F.C.
For many organisations it would be unheard of to only monitor financial and customer performance once a year. But with employee engagement also a strong contributor to overall organisational success, why wouldn’t we put the same focus on one of our most valuable assets—our people?
Our behaviours and opinions are shaped by our emotions and experiences, and as a result, it can be challenging to translate these cognitive biases into meaningful employee insights and actions. How can predictive analytics help leaders to get around this?
In M&A, financial and legal aspects always take the spotlight. Yet research shows that success often depends on the softer human issues. How can your HR contribute?
Employees who are engaged perform better, are more committed, and are more motivated at their jobs. Workplace prisoners on the other hand, do the exact opposite. What do they look like, and what should organisations do about them?
The engagement of many is held in the hands of a few. How can your leaders be engaging individuals themselves, to drive engagement in others?
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