One of the important thing issues to emerge from the COVID-19 pandemic on this planet of labor has been the problem for companies in recruiting and keeping skill.
With lockdowns and restrictions forcing corporations to conform and enforce versatile operating insurance policies as a need, staff were given a style of what was once conceivable.
Companies are having to race to conform to the calls for of this new group of workers, which is hungry for flexibility and higher operating prerequisites.
Now hybrid operating has emerged as a transparent legacy from companies being compelled to undertake work at home insurance policies virtually in a single day all over the pandemic.
But is that this sufficient for the brand new post-pandemic employee? Individuals are an increasing number of scrutinising employers over such things as their carbon footprint, sustainability commitments, company and social accountability, and variety.
And following the pandemic, and Russia’s invasion of Ukraine, along report ranges of inflation, Europe’s corporations are feeling the price of a labour scarcity.
The EU’s house affairs commissioner Ylva Johansson mentioned in a speech this week “as much as 80 per cent of companies tell us they can’t find the people they need here in the EU”, including that “labour shortages have a catastrophic cost”.
So how can corporations – and their HR departments – adapt to this urgent new truth? We’re placing this to a panel of mavens on January 19 for the most recent Euronews Debate, titled ‘How do you recruit and retain talent in times of change?’
We’ll be asking them how employers could make their emblem stand out, and stay related to lately’s group of workers, with examples of latest luck tales.
They’ll even be discussing what’s using candidate behaviour except the pandemic – and the way HR departments can safe the skill with this information in hand.
The digital debate will happen on January 19, 1100-1200 CET, and it contains time for an target market Q&A.
Our panel is composed of:
Rafael Lalive
A professor of Applied Economics and Econometrics on the University of Lausanne, Rafael Lalive got a PhD in Economics from the University of Zurich in 2001. His analysis makes a speciality of social economics, labour economics, public economics and microeconometrics.
His primary house of analysis within the house of the labour marketplace is the consequences of public insurance policies on particular person behaviour, whilst he additionally research the consequences of circle of relatives insurance policies on labour marketplace participation, fertility, and behavioural results for kids.
Kathrin Dellantonio
Born and raised in South Tyrol, Kathrin Dellantonio is the Managing Director of myclimate Switzerland, a number one supplier of carbon offsetting consulting and a key participant in company local weather technique.
She holds a masters in political science from the University of Vienna and Aix-en-Provence, and previous to becoming a member of myclimate Switzerland she labored with WWF Switzerland and WWF International
Leila Claivaz
Leila Claivaz is an Executive Search Consultant & Partner at Ganci Partners. She joined the Swiss main Executive Search company with an extended revel in in recruitment in Switzerland within the luxurious, watchmaking and technical sectors. She began in govt seek, earlier than development in-house groups of recruiters and sourcers. During her time with the SBB (Swiss Railways) staff in Romandie she received the virtual HR award in 2020. Since then, she has been a member of the award’s setting up committee.
Claivaz holds a Master’s level from the University of Lausanne and a Certificate of Advanced Studies in Human Resources from the University of Geneva.
Charles Bendotti
Currently Senior Vice President People & Culture at Philip Morris International, Bendotti joined the corporate in Lausanne in 1999 as a trade analyst. He then served in quite a lot of cross-functional roles in Marketing & Sales and Business Development, earlier than being appointed Vice President, Human Resources for the Latin America & Canada Region in 2008.
In 2012, he was once named Vice President, Human Resources Asia, a place he held till December 2016, after which Senior Vice President, Human Resources. Bendotti holds a Master’s level in International Relations, Economy, and Law from the Graduate Institute of International & Development Studies in Geneva, Switzerland, and an Executive MBA from HEC Paris.
