Global Talent #29
Why You Should Look at Skills, Not Degrees When Hiring and the Disturbing Career-Ending Event for 74,000 Women Annually
How Can Companies Overcome the Growing Shortage of High-Impact Finance Executives?
Elizabeth Jacobs | South Florida Business Journal | February 28, 2025
The demand for top finance executives continues to outpace supply, forcing companies to rethink their hiring strategies. Despite assumptions that employers have regained control of the job market, finance professionals still hold significant leverage, particularly in specialized roles. Competitive compensation, career growth opportunities, and workplace flexibility remain crucial for attracting top-tier talent. In high-cost regions like South Florida, return-to-office mandates and logistical barriers have tightened the talent pool. Companies that offer hybrid work options, relocation incentives, and executive perks gain an edge in recruitment. Compensation packages must go beyond salaries, incorporating bonuses, equity incentives, and professional development opportunities. Additionally, highlighting local lifestyle benefits and partnering with executive search firms can improve hiring success. Organizations that fail to adapt to these evolving dynamics risk losing skilled leaders to more flexible competitors. A strategic, market-informed approach is essential for securing finance executives who can navigate economic shifts and drive business growth.
How Can Hiring for Future Potential Transform Talent Acquisition Strategies?
DeeDee Doke | Recruiter | 27 February 2025
Hiring for potential rather than past achievements is emerging as a key talent acquisition strategy, according to experts. Leaders emphasize the importance of assessing how candidates can drive future change rather than focusing solely on past roles. AI’s growing role in hiring dominated discussions. AI has immense potential in refining candidate interactions, personalizing communication, and enhancing interview feedback. However, concerns about AI bias abound, with experts urging organizations to audit AI-driven processes to eliminate discrimination. AI is effective for high-volume hiring but still inadequate for specialist roles. Emy Rumble-Mettle, chief people officer at Tails.com, called for a “rebel AI” approach to challenge biases and drive innovation. She advocated hiring unconventional candidates who disrupt the status quo, pushing companies toward greater inclusivity and forward-thinking strategies.
Should Skills, Not Degrees, Define Your Hiring Strategy?
HBR on Leadership Podcast | February 26, 2025
A former Fortune 500 CEO champions a skills-first approach to talent management, emphasizing that abilities and learning potential outweigh formal degrees. This philosophy, inspired by her mother's resilience and skill acquisition, drove a company-wide change. Recognizing the rapid evolution of skills, she initiated compulsory learning programs and experiential training, like AI jams, to reskill the workforce. Traditional hiring, often biased towards degrees, was challenged, revealing that 50% of jobs didn't require them. This shift opened doors for underrepresented groups, proving that skills-first hires performed equally well and were often more eager to learn. The transition demanded a cultural shift, requiring manager training, revised job requisitions, and bias awareness. The approach significantly increased internal promotions, demonstrating its effectiveness. This strategy, rooted in a "build versus buy" philosophy, is viewed as a means to create economic opportunity and strengthen communities.
Is Global Staffing Dominated by Three Nations?
Craig Johnson | Staffing Industry Associates | February 27, 2025
Global staffing trends for 2023 reveal a concentrated market, with China, the US, and India collectively facilitating 69% of worldwide job placements. Despite a marginal 0.2% overall decline, reaching just over 60 million placements, regional disparities are stark. The US saw a 12% drop, countered by robust growth in India (16%), China (5%), and the UK (11%). This shift suggests evolving economic landscapes and varying labor demands. Notably, the Netherlands and Ireland lead in temporary employment penetration, at 3.2%, surpassing the global average of 1.8%. The US sits at 1.5%. A significant 16% decrease in online job ads from staffing firms in 2024 signals potential market adjustments, while these firms still account for 18% of global online postings. Gender distribution reveals a 63% male to 37% female placement ratio. Furthermore, 27% of temporary workers secured permanent contracts, indicating a pathway to stable employment. The sector faced challenges, including economic pressures, skills gaps, and geopolitical uncertainties.
Is Pregnancy Now a Career-Ending Event for 74,000 Women Annually?
Natasha Hinde | HuffPost | February 27, 2025
A disturbing trend has emerged, revealing a significant surge in workplace discrimination against pregnant women and new mothers. Recent research indicates a staggering 74,000 women annually are potentially forced out of their jobs due to pregnancy or maternity leave, a 37% increase since 2016. This figure, derived from surveys of thousands of parents, highlights that 12.3% of women face dismissal, redundancy, or constructive dismissal during this critical period. Personal accounts, like that of a new mother made redundant while in hospital, underscore the severity of the issue. Alarmingly, nearly half of women experience negative workplace treatment related to pregnancy or maternity, with one in five ultimately leaving their jobs. Despite legal protections and recent legislative changes, such as extended redundancy protection, the reality remains that only 2% of affected women pursue tribunal claims. The sheer volume of cases overwhelms support services, with a woman reportedly pushed out every seven minutes. This crisis has prompted a public awareness campaign, including the symbolic shredding of mothers' CVs, to highlight the systemic issues perpetuating this form of discrimination.
