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Maak je cv nog waardevoller in 3 stappen

Niet iedereen is een topverkoper of een geweldig goede schrijver. Maar toch is een onweerstaanbaar cv niet zomaar een droge opsomming van diploma’s en functies. Het moet gemaakt zijn met de ‘eindklant’ in gedachten: wat wil de recruiter absoluut terugvinden in mijn cv?

Als jij dus wilt dat je cv op de ‘ja-stapel’ terechtkomt, zal je de recruiter of hiring manager toch wel wat moeten helpen. “Een manier om dat te doen is ervoor te zorgen dat je cv een verhaal vertelt over alles wat je al bereikt hebt”, vertelt loopbaancoach Annelies Quaegebeur . “Bedrijven zoeken ‘high performers’ en ‘game changers’. Je moet de eindklant dan ook aantonen hoe jij toegevoegde waarde zal leveren aan hun bedrijf. Stop met enkel taken en verantwoordelijkheden op te lijsten. Trek de aandacht door het te hebben over je successen, resultaten en prestaties die jij bereikt hebt.”

Een waardevol cv in 3 stappen

1. Denk na voordat je schrijft

  • Schrijf je cv zodanig dat het een weergave is van het verhaal dat je over jezelf wil vertellen. Hier zijn een paar simpele vragen die je kunnen helpen om je op de voorgrond te brengen. Loopbaancoach Annelies Quaegebeur geeft een aantal tips. Voor elke rol, vraag jezelf af:
  • Op welk project ben ik het meest trots? Wat heeft dat project tot een succes gemaakt? Wat was mijn rol in dat project?
  • Wat heb ik als professional goed gedaan?
  • Welke zaken heb ik opgenomen buiten mijn normale taken?
  • Ben ik de “go-to” persoon in de organisatie? Wat zeggen ze dan over me?
  • Welke speciale prijzen of awards heb ik ontvangen?
  • Welke problemen heb ik opgelost? Hoe heb ik dat gedaan? Hoeveel ROI (Return On Investment) heeft dat opgeleverd?
  • Heb ik binnen de tijd en budget opgeleverd? Hoe heb ik dat gedaan? Hoeveel heb ik bespaard?
  • Hoe heb ik waarde toegevoegd aan het bedrijf? Hoe heb ik de omzet (mee) verhoogd?
  • Welke nieuw beleid of procedures heb ik bedacht en geïmplementeerd? Hoe hebben deze het bedrijf vooruit geholpen?
  • Ben ik te onderscheiden van mijn collega’s? Hoe? Waarom?
  • Wat zorgt ervoor dat ik uitblink in mijn werk?
  • Heb ik mijn objectieven gehaald of (zwaar) overtroffen? Hoe heb ik ze overtroffen? Wat was het effect daarvan op het team en de firma?
  • Wat zei mijn manager over mij in mijn laatste evaluatie met betrekking tot mijn prestaties?
  • Wat zeggen mijn klanten over mij?

Deze vragen zullen je helpen om je verhaal te schrijven vanuit succes en wat je bereikt hebt. Zo springt je cv eruit, want de meeste cv’s zijn een droge opsomming van diploma’s en functies.

2. Praat over je specifieke successen
“Vraag je voor elke verantwoordelijkheid die je hebt af hoe je die plicht specifiek volbracht hebt”, vertelt loopbaancoach Annelies Quaegebeur.

Voorbeeld van een verantwoordelijkheid: ‘verantwoordelijk voor het binnenbrengen van nieuwe klanten resulterend in een groeiend marktaandeel’.

Voorbeeld van een specifiek succes: ‘in 2014 50% meer nieuwe klanten binnengebracht tov het objectief, in omzet de target met 35% overschreden en een winst van 8% wat betreft het marktaandeel’.

“Dit laatste toont aan dat je een ‘game changer’ bent en dat is exact waar bedrijven naar op zoek zijn. Op deze manier laat je onmiddellijk weten welke toegevoegde waarde jij kan leveren.”

Langs de ene kant is het voor werkzoekenden niet zo makkelijk om vandaag op de arbeidsmarkt een nieuwe baan te vinden, en langs de andere kant zijn recruiters en ‘hiring managers’ soms heel erg kritisch en kieskeurig. Maar soms lijkt het ook alleen maar zo: als je in je cv spreekt over je successen in plaats van platgetreden paden te bewandelen en clichés aan te halen, zal je cv wél serieus genomen worden.

3. Kwantificeer met cijfers
“In bovenstaande voorbeeld merk je het al zeer duidelijk: als je je prestaties hebt neergepend en zo specifiek mogelijk hebt gemaakt, zet er dan ook cijfers bij, of benoem andere feiten. In plaats van te zeggen dat je de verkoop hebt doen stijgen, kan je dit beter concreet maken door bijvoorbeeld aan te geven hoeveel % boven target of hoeveel euro winst er gemaakt is. Door te kwantificeren weten recruiters en hiring managers niet alleen welke prestaties je geleverd zal hebben om dat doel te bereiken, maar ook op welk niveau ze je al dan niet kunnen inschalen”, aldus loopbaancoach Annelies Quaegebeur.

Je cv omturnen naar effectieve en prestatiegerichte, gekwantificeerde successen zal ervoor zorgen dat je cv meer kans heeft om op de ‘ja-stapel’ terecht te komen. Gooi die bescheidenheid even over boord en benoem gerust je onderscheidende kenmerken. Je bent uniek, zorg er dan ook voor dat je cv je uniciteit uitstraalt.

Bron: Loopbaan-Visie.nl

Asking for a Raise

If you are going to ask your boss for a raise, make sure you have a good reason. And needing the money doesn’t count. Your company doesn’t care if you are drowning in student loans, can’t make your rent or have to finance a wedding this year. Like everything else in the business world, the money you get paid is all about the value you add to the company. Before you sit down with your manager, you’ll want to be prepared with a list of contributions that have positively impacted the bottom line. As you’re putting together your case, be hard on yourself. Look at the situation from your company’s point of view. Have you honestly acquired such valuable skills, performed at such a high level and exceeded expectations to such a degree that your company should shell out more assets to keep you?

You also have to look at the big picture. Check out compensation surveys like the National Compensation Survey by the U.S. Department of Labor (http://www.bls.gov/ncs) or Web sites like Salary.com to determine how your salary stacks up to what other local employees in your position are making. Don’t forget to take into account other financial incentives you may receive from your company, including bonuses, stock options, insurance packages, 401k contributions and tuition reimbursement.

Of course, you also have to get real and evaluate your request in the context of the current economic conditions, your company’s financial status and internal policies regarding raises. In today’s business climate particularly, many companies are foregoing merit increases or are only issuing them at a certain time of year. Some organizations also have fixed salary ranges, or grades, that prevent managers from increasing compensation beyond the amount pre-determined by your level or title. Still others place the authority to decide matters of compensation in the hands of a few individuals – and your boss may not be one of them. You’ll save yourself a lot of agida if you find out about such things ahead of time.

What is a good time to ask for a raise? Coming off a strong performance review in which your boss acknowledged your accomplishments is a good bet because he will probably be expecting you to broach the subject of money. If you have just taken on a new role or your management has raised the bar for your performance, it is perfectly legitimate to ask for an appointment to discuss “compensation commensurate with new responsibilities.”

When scheduling the meeting, pick a time when your boss’s stress level and workload are as manageable as possible and tell him what you want to talk about so he’s prepared. An informal setting like lunch often works best because it allows you to relate to your manager on a personal level. Before you meet face to face, decide on a number that you’d be satisfied with and think about how you’ll respond if you don’t get it. You also may want to practice your tone on a family member or friend prior to the meeting, because there is a fine line separating the assertive/sincere and boastful/arrogant approaches.

Now, on to the actual “raise discussion.” If you’re underpaid and you know it, don’t complain. Acting bitter or angry will only put your manager on the defensive. Instead, remain calm, positive and professional. Tell your boss how much you enjoy working at the company. Talk about your performance in a factual manner and provide concrete examples of how you add value to the organization. When it comes time to pop the question, use the word compensation rather than raise or money. In the event that your boss declines your raise, don’t close your ears to the rest of the discussion. She may be willing to offer you other perks instead, like extra vacation time, flexible hours or a nice dinner with your significant other on the company. These concessions may not be as valuable as cold cash, but they can come in handy when you’re struggling to afford the good life outside of work.

Despite your best efforts, you may not get the compensation you’ve earned. This is not an unusual scenario, as often the only way to get a serious pay increase is to switch to a new position. At this point, you must decide if you are willing to trade more money for your current positive work experience. If the answer is yes, swallow your negativity for the time being and ask your boss what you need to do to receive an increase and if it’s possible to revisit the issue in a few months. Do not give an ultimatum unless you are prepared to walk out the door right then and there. Even if you have another job offer in hand that pays more, you cannot assume that your manager will make a counteroffer.

Your boss may tell you that she would like to give you a raise, but her hands are tied. If this is the case, ask her if the two of you can schedule a meeting with the higher-up responsible for the decision. Do not go over her head without her knowledge and make sure she is kept on the loop on all matters concerning your compensation.

Raise discussions are never easy for either party, and if your boss is the passive-aggressive type, he may tell you what you want to hear simply to get you out of his office. Make sure that you follow up appropriately on any verbal promises he makes, and if possible, secure an effective date for your increase. The issue is not closed until you see the change on your paycheck.

Bron: HRMguide.com

Time Management Produces Results

Time management is an ongoing favorite in the corporate trainer’s armory of courses while training in delegation skills appears to be neglected.

A survey of 330 companies by the Institute for Corporate Productivity (i4cp) last year found that while 53% of respondents had a ‘somewhat high’ or ‘high’ degree of concern about their employees’ time-management skills and 46% were similarly concerned about delegation skills, only 28% of businesses offered delegation training compared to 49% that provided time management courses.

Jay Jamrog, senior VP of research for i4cp said:

“When I’ve had casual conversations with executives over the last few years, it appears to this outsider that the amount of stress related to the work schedule is getting out of control. If their comments are accurate, they are heading for a collective nervous breakdown.”

52% of businesses that provide time-management training do so in-house, with 71% using a classroom setting. 59% of companies offering delegation courses do so in-house – 65% opting for classroom work.

Time Management and the Sales Force

A survey in 2006 by Watson Wyatt Worldwide, a leading global consulting firm, has found that when it comes to delivering revenue growth, it is not how many hours a sales force works, it is how they allocate their time. Rewarding salespeople with more incentive- and stock-based pay can also make a big difference.

The survey was based on 841 sales professionals at 500 companies with large sales forces. It found that those at financially high-performing companies spend 40 per cent more time each year with their best potential customers and an additional three to four hours each week in high-value sales activities than salespeople at low-performing companies. Furthermore, they spend 30 per cent less time on administrative duties. High-performing companies experienced faster sales growth and superior financial performance.

John Bremen, director of Watson Wyatt’s sales force effectiveness consulting practice, said:

“It may seem fundamental, but the way sales professionals allocate their time is critical. Even a couple more hours per week on these key activities can make a real difference. Who they spend their time with is also important. Not only do sales reps at successful companies spend more of their time identifying customer needs and demonstrating products, they also spend more time with qualified leads and prospects they know.”

High-performing companies also provide their sales forces with greater earnings potential through variable pay based on their sales performance. Salespeople at high-performing companies receive approximately 40 per cent more of their total cash compensation in the form of variable pay than their counterparts at low-performing companies (38 per cent versus 27 per cent). Additionally, twice as many receive stock, stock options and other equity pay (36 per cent versus 18 per cent).

Ted Briggs, senior consultant at Watson Wyatt and co-author of Sales Compensation Essentials commented:

“High-performing companies offer more performance-oriented rewards to help attract and motivate their sales forces. And by getting more of their salespeople to become overachievers, leading companies can help ensure higher overall company performance.”

The survey also found that salespeople at high-performing companies tend to believe in their organizations, and have more favourable views of their companies’ products and internal support. For example, 83 per cent believe their products and services are among the best offered in their market and 70 per cent consider them to be innovative (versus 57 per cent and just 39 per cent at low-performing companies).

John Bremen added:

“The most well-respected and successful organizations grow by finding ways to engage and get the most out of their salespeople. Managing a sales force is about creating a win-win situation. A company that helps its salespeople become successful will ultimately reap the benefits of their achievements.”

Bron: HRMguide.com

Always Working? How to Achieve Better Work-Life Balance

No matter where you’re positioned on the organizational chart, it probably seems like you’re struggling to find the right balance between work and home life. Professionals at every level frequently report that they spend more time working than ever before, commonly clocking hours outside of normal business hours thanks to the always-available perception created by smartphones and tablets.

Even if you’re incredibly dedicated to the job, it’s crucial to achieve a reasonable balance between work and home. Spending every waking moment working can be detrimental to your health as well as your emotional well-being. Here are a few ways to create a better balance.

Schedule All Work and Personal Tasks

Task lists used to be all the rage, but many people have found that they simply become an endless list of want-to-do items that never seem to get done. Instead of using lists, try scheduling blocks of time to achieve your most important tasks – even personal ones.

You should be blocking out time on your calendar for things like hitting the gym and dinner dates as well as that big work project with a looming deadline. When you actually set aside a certain amount of time to get something done, you’ll be more motivated and focused, making it more likely that you’ll finish what you set out to do.

Set Clear Boundaries with Co-Workers, Friends, and Family

When you schedule your time efficiently, you’ll also find it easier to set boundaries with family, friends, and co-workers. If you’ve dedicated the hours between 8:00 a.m. and 11:00 a.m. to finishing a report, for instance, it’s easier to explain to your family and friends that you’ll be unavailable during that time. Likewise, learn to set boundaries with your boss and co-workers, and avoid setting a precedent by answering work-related calls at 11:30 p.m.

Emergencies, of course, are always an exception. Setting clear boundaries will help you filter out emergencies from non-emergencies. Once the people in your life understand and respect your boundaries, your phone shouldn’t ring unless there’s an emergency.

Delegate Non-Essential Tasks

Think about the repetitive tasks that you do every day, week, or month. Are there tasks that don’t necessarily require your input – tasks that could be done by someone other than you? Find a way to start delegating the stuff that needs to be done, but can be done by someone else. You might hire someone to clean your house every week, for instance, or use a service like TaskRabbit to outsource time-consuming errands.

If you’re a perfectionist or a workaholic, you might find it difficult at first to relinquish absolute control over every aspect of your life. It’s worth tapping into your willpower to force yourself to let some things go. You might actually find that someone else can do some of these tasks better than you can, plus you’ll appreciate the extra quality time you can spend with family and friends as well as the freedom to devote more energy to the most important things on your priority list.

Achieving work-life balance is possible when you establish systems and set boundaries. Learning to prioritize, scheduling your time wisely, and learning to delegate and outsource the repetitive tasks that can suck up much of your time will help you achieve the ideal balance you’ve been longing for.

Bron: HRMguide.net

Take Charge of Your Career Development Today

The majority of employees and workers still rely on the common cycle of promotions and advances when it comes to their career development. Over 60% of workers simply wait until they get promoted or find a better job to pursue. From the 40% who do take active steps towards advancing their careers, only a small portion of them actually have plans and know what to do.

In today’s competitive market, waiting to be promoted is simply not an option. To really advance in your career, you need to take charge of your career development today. Here are some of the things you can do to get started.

Develop a Set of Goals and a Plan

There are two things you need to do first: visualize the goals you’re trying to achieve and understand how you can get there in a timely manner. Goals can be anything you want, from landing in a particular position you have always wanted to reaching a specific annual salary within five years. Setting a time limit for your goals is also a good idea, since it will give you a timeframe to work with.

Next, figure out a way to achieve those goals. Let’s say you want to be a professional family nurse practitioner. Do you have the requirements to work as an FNP? Do your current degree and certifications allow you to get to where you want to be? What other things do you need to have in order to be the best in the industry?

By answering these questions, you will be able to devise a roadmap and start working your way towards developing your career in no time. With a clear set of goals and a plan in hand, it is time to move on to the next step.

Be Proactive

As mentioned earlier, waiting is definitely not an option, especially if you want to reach new heights in your career. Other people are working hard to improve their skills and show their best performance at work; you need to do the same.

Getting a higher degree is always a good first step to take. Fortunately, top names such as Bradley University now have accredited online learning programs. These programs, designed to be completed 100% online, allow you to get the same valuable degrees as offline programs, while maintaining a degree of flexibility.

A more proactive attitude is also needed at work. You can schedule a meeting with your superior and discuss ways to boost your career further. Ask for tips on how to improve your performance and find out more about what it takes to be considered for the next promotion.

Be a Team Player

Lastly, don’t forget to be a team player. While ideally you’d want to be seen – and valued – based on your performance, it is impossible to ignore the fact that subjective views will still play a role in determining your career.

Being a team member is the best way around this potential obstacle. By working well with the rest of the team and getting along with your superiors, you don’t have to worry about personal preferences getting between you and your dream job.

Bron: HRMguide.net

 

Boost Your Hiring Strategy with the Top 5 Recruitment Trends for 2017

No two companies are the same. Each one has its own priorities and considerations, especially when it comes to hiring candidates for open positions. However, there are some common threads that tie them all together, like the use of talent acquisition software or innovative recruiting techniques.

The last few decades have seen a transformation in the way employers screen, manage and hire talent, right from improving data clarity to maximizing the benefits of software-based solutions.

Here are the top 5 trends that we’re excited about seeing more of in the year to come:

Use of Mobile Recruiting Software
There’s no question that Internet access through handheld devices has become the backbone of the modern world. Today, businesses of every size are also making the most of the convenience and flexibility offered by mobile apps in every aspect of the hiring process, especially candidate engagement and communication.

Not only does mobile recruitment improve candidate experience, but apps that are integrated with an ATS (Applicant Tracking System) also ease recruiters’ workloads. With anytime, anywhere access and hiring-centric features, cloud based recruitment software is quickly becoming the most powerful tool in the recruitment arsenal.

Job Ads as Multifunctional Tools
Today, job ads are more than just announcements about an open position. Instead, top companies realize their potential as valuable and flexible branding tools, especially in terms of talent acquisition. Recruitment has become more sales-oriented than ever, which is essential when you want to attract great talent!

With this shift in perception, effective job ads follow the sales funnel. At the top of the funnel, they’re customized to grab audience attention and drive more traffic to company pages. At the middle, they help create interest in the company brand and culture, and at the bottom, they’re used to encourage conversion.

Data-Driven Recruitment Advertising
In the field of recruitment, data-driven or “programmatic” advertising is becoming the next big thing. Modern digital tools like resume sorting software have made it easier to collect data at every stage of the hiring process. Data-driven programmatic advertising helps with extracting, analyzing and interpreting that data.

Along with making recruitment smarter, streamlined and more efficient, automated data-driven advertising also improves quality of hire and maximizes returns from ad campaigns. Recruiters can improve ad formats, placement, timing, style and other factors on the go, based on real-time inputs from various channels.

Reducing Effects of Hiring Bias
Diversity in hiring is more important than ever before, whether (as Millennials believe) to improve productivity and innovation at the workplace, or (according to Gen-Xers and Baby Boomers) to ensure hiring practices are fair and inclusive. Unfortunately, the effects of unconscious bias can still be seen everywhere.

With changes in recruitment strategies, such as anonymous hiring (revealing candidate details later in the hiring process), creative problem-solving applications instead of traditional resumes, and promoting diversity at the workplace, companies can minimize the hiring bias that may be present at any stage.

Improved Talent Acquisition Metrics
It’s not enough to collect data when you’re posting ads, screening candidates or hiring them. You also need a better understanding of which metrics to track as well as the best way to track them, and use this information to improve the main metrics (hiring timelines, cost per hire and quality of hire) of hiring success.

Additional metrics that should be assessed include internal and external hire rates, time to productivity, and hiring source. The last may be most crucial today, revealing valuable hints such as which source sends in candidates that eventually get hired, which brings in better hires (even with fewer applicants), etc.

To be a market leader, you constantly need to stay updated with the latest trends, tech advancements and best practices. When you’re watching trends in HR recruitment, remember that something working for one company may not work the same way for you. Always take your own needs, requirements and abilities into account.

Bron: HRMguide.net

The War for Talent!

Talent Management refers to the required human capital for any organisation and the planning to meet those needs. Everything done to recruit, retain, develop, reward and make people perform is a part of Talent Management. The field increased enormously in popularity after McKinsey’s research.

Talent Management as a strategy needs to be used in the Business and be implemented in daily processes throughout the company as a whole. It must include responsibilities for line managers to develop the skills of their immediate subordinates. The issue with many companies today is that their organisations put tremendous effort into attracting employees to their company, but spend little time into retaining and developing talent.

Finding good and talented people is already a challenge nowadays. Making sure that people stay working for you, has become an even bigger challenge. If someone has so much talent and they are good at what they do, they will go out and look for better opportunities.

Put you money where your mouth is

Only 5% of organisations say that they have a clear talent management strategy and operational programs in place today (Talent Management, State of the industry, 2016). An incredibly low percentage!

According to Einstein, we need an out of the box approach when we look at people and their aptitudes. ‘If you judge a fish by its ability to climb a tree, it will believe its whole life that it’s stupid‘ Leaders in organisations need to take the time to take a look at their staff from a different perspective. What is the combination of talents this employee possesses and how will we support its development in the future? What tools do we as an organisation already have or will we acquire to make this happen?

Subsequently, they will need to implement true people focussed management throughout the organisation. In all the daily processes, performance cycles, training and development programs and leadership programs the organisation has. People have enormous potential and even slightly tapping into it will prove rewarding.

Read more about the Influencers and Thought Leaders of Inspirational Leadership, Team Performance and Talent Development from Brainport.

Tien

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de neuzen niet

dezelfde kant

zo kijk jij ver steeds verder verst

veruit vooruit voorbij verwacht

zij links jij rechts en andersom

op een nieuw punt samen verder verst

geen grens geen eind geen zes geen acht

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Lees verder op onze site over Talent Development, People-Management en Coachend Leiderschap van de Influencers en Thought Leaders uit Brainport.

Concurrentiebeding – vragen van coachees

Wij krijgen dagelijks veel vragen van Arbeidsrechtelijke aard. Bijvoorbeeld over het Concurrentiebeding. Hieronder zetten wij de feiten op en rijtje.

  • In een arbeidsovereenkomst voor bepaalde tijd kunt u alleen nog een concurrentiebeding opnemen als het noodzakelijk is vanwege zwaarwegende bedrijfs- of dienstbelangen. In de arbeidsovereenkomst moet schriftelijk gemotiveerd worden om welke belangen het gaat en waarom die belangen het concurrentiebeding noodzakelijk maken.
  • Als werkgever moet u daarom altijd een goede afweging maken of een concurrentiebeding wel écht nodig is.
    Motiveert u het concurrentiebeding in een arbeidsovereenkomst voor bepaalde tijd niet, dan is het beding niet geldig (nietig)!
  • De rechter kan het concurrentiebeding vernietigen als het beding volgens hem/haar niet noodzakelijk is met het oog op de door de werkgever geformuleerde belangen.
  • De werknemer kan ook om vernietiging van het concurrentiebeding verzoeken als hij/zij vindt dat er geen sprake meer is van die zwaarwichtige bedrijfs- of dienstbelangen en/of hij/zij onevenredig door het beding wordt benadeeld.
  • Deze regels gelden voor alle arbeidsovereenkomsten voor bepaalde tijd op of na 1 januari 2015 zijn overeengekomen. De concurrentiebedingen in tijdelijke contracten die voor 1 januari 2015 zijn gesloten vallen dus nog onder de oude regelgeving. Die oude concurrentiebedingen vallen echter ook onder de bestaande rechtspraak die juist in de nieuwe wetgeving is gecodificeerd. Verwacht dus niet zonder meer dat zo’n concurrentiebeding in stand blijft. Het kan alsnog gematigd of vernietigd worden.

Aan deze Blog kunnen geen rechten worden ontleend. Wij zullen verder bedrijven en particulieren altijd aanraden eveneens contact te zoeken met een jurist.

Millennials, Challenge and Opportunity

Generations, like people, have personalities. Their collective identities typically reveal themselves when their oldest members move into their teens and twenties and begin to act upon their values, attitudes and world views. Our newest generation, the Millennials is in the middle of its life cycle.

They are the first generation in human history who regard behaviours like tweeting and texting and websites like Wikipedia, YouTube as parts of their social life (Pew Research Center). Authors William Strauss and Neil Howe ascribe seven basic traits to the Millennial cohort: special, sheltered, confident, team-oriented, conventional, pressured and achieving. Psychologists (Jean Twenge) attributes Millennials with part of these traits, but also describes a certain sense of entitlement and narcissism.

Although there are vast and conflicting amounts of literature discussing Millennials in the workplace, majority research concludes that Millennials differ from generation predecessors and can be characterised by a preference for a flat corporate culture, and a clear emphasis on work-life balance and social consciousness.

Studies show nearly one-third of students top priority is to balance personal and professional life (Brain Drain Study). Data also suggests Millennials are driving a shift towards the public service sector. According to Harvard University, six out of ten Millennials consider a career in public service.

Employers are concerned that Millennials have to great expectations from the workplace, that they will switch their jobs frequently, holding many more jobs than previous generations. Employers will need to realise that every generation holds challenge and opportunity. It will be a challenge to deal with a new and different generation, but they will show companies and organisations the path forward, we only have to listen.

Read more about the Influencers and Thought Leaders of Inspirational Leadership, Team Performance and Talent Development.