Is your talent approach Gen-Z ready?

If you are a leader or hiring manager in Aotearoa, you are probably noticing your workforce is looking a little different and there is a shift in the talent landscape that is hard to ignore. Generation Z, those born between 1997 and 2012, is here and making their presence known with it expected that the workforce is made up of just over 25% of Gen Z’ers by 2025, according to the World Economic Forum.
This generation is digital, they’re exposed to global markets and global ideas and want to make their mark. However, this generation know their value, they can have different expectations as candidates and employees than past generations, and they are increasingly shaping the market in terms of valuing their own needs and making their voices heard.
Are Kiwi companies ready to adjust the recruitment approach to meet the needs of Gen Z en-mass? Companies need to quickly understand this group and their expectations to both attract and retain staff.

Debiasing people systems in your organisation

It’s not always easy to acknowledge that bias exists in our organisation. After all, evidence of it is often at odds with our conscious values and more considered actions. At Kindred, we don’t see ‘unconscious bias’ training as the silver bullet to creating greater equity. Instead, we show you how to actually design debiased people systems in your business with practical action. Read more about that here:

Through the looking glass: the benefits of 360 Feedback for your organisation

There’s a saying that goes: the more reflective you are, the more effective you are. So, 360 Feedback is the mirror your team needs to help them do their best work. It’s a feedback process that celebrates strengths, builds self-awareness and encourages more intentional development by giving your people a clearer picture of their impact on others and perception of their own abilities.

Why is succession management important?

Building a future-ready workforce is crucial to your organisation’s long-term success. Well executed succession management plans identify and develop employee talent, enabling you to quickly and smoothly fill key positions when the need arises.

Returning to work after parental leave can be a daunting experience for many.

We recently ran a survey to hear from parents about their return-to-work experiences. The survey focused on a range of topics, including asking parents about the things that took them by surprise, what they found helpful, and the advice they’d give others returning to work.

Even with a sluggish economy there are always critical skills that need to be secured, talent pipelines to be built and employer brands to be protected.