CareersinPoland.com’s Post

😲Only 1 in 5 Singapore respondents said they feel "very satisfied" in their jobs. Find out why in this new #SoutheastAsia-focused study on the pursuit of purpose at work by jobs that makesense Asia and Manpower Singapore . #FutureofWork #MeaningatWork #MakeSensewithManpower #SEAJobMarket #PurposefulWork #JobswithPurpose

😲Only 1 in 5 Singapore respondents said they feel "very satisfied" in their jobs. Find out why in this new #SoutheastAsia-focused study on the pursuit of purpose at work by jobs that makesense Asia and Manpower Singapore . #FutureofWork #MeaningatWork #MakeSensewithManpower #SEAJobMarket #PurposefulWork #JobswithPurpose

😲Only 1 in 5 Singapore respondents said they feel "very satisfied" in their jobs. Find out why in this new #SoutheastAsia-focused study on the pursuit of purpose at work by jobs that makesense Asia and Manpower Singapore . #FutureofWork #MeaningatWork #MakeSensewithManpower #SEAJobMarket #PurposefulWork #JobswithPurpose

😲Only 1 in 5 Singapore respondents said they feel "very satisfied" in their jobs. Find out why in this new #SoutheastAsia-focused study on the pursuit of purpose at work by jobs that makesense Asia and Manpower Singapore #FutureofWork #MeaningatWork #MakeSensewithManpower #SEAJobMarket #PurposefulWork #JobswithPurpose #singapore

Hiring international talent is exciting, but cultural differences can make or break the experience.  When hiring talent from abroad, the process involves more than just visas and housing.  It’s about making sure they feel at home—not just in their new city, but also in your team and workplace culture.  Cultural differences can sometimes lead to unexpected challenges.  I once met a Brazilian professional who moved back home because he couldn’t adapt to the Dutch lunch culture.  It may seem like a small thing, and probably not the only reason, but it highlights how even seemingly minor cultural differences can impact retention.  Adapting to cultural differences isn’t just about awareness, it’s about action.  Here’s how to better address cultural sensitivity and retention:   → Consider cultural fit during the hiring process by discussing expectations about workplace norms.   → Provide guidance on Dutch working culture, including direct communication and flexibility, so new hires know what to expect.   → Offer ongoing support to help them adjust, from practical resources to creating a welcoming environment.   → Be open to feedback and show genuine interest in their cultural experiences. A little effort in understanding and addressing cultural differences can make all the difference.  By creating an inclusive environment, you’re not just hiring talent, you’re retaining it and ensuring your team thrives.  What challenges or strategies have you encountered when integrating international talent into your team?  Let’s share insights in the comments.  #InternationalTalent #CulturalSensitivity #TalentRetention #Hiring #Inclusion 

Welcome to the May 2024 edition of OUR PERSPECTIVE! This month, we share tips on PERSOLKELLY’s LinkedIn on how employers can take proactive measures to address the root causes of job hopping and create a workplace environment where employees feel valued, engaged, and motivated for the long term. Other headlines that we explored include: 1. Strong career ambitions driving Singaporeans’ employment decisions 2. Singapore has to bring in more foreign talent, but crucial to integrate them into society: PM Lee 3. Foreigners make up 30% or more of PMET staff for 2 in 10 larger firms in Singapore 4. Nearly two in three workers in Singapore willing to move overseas for their jobs

7 strategies to attract top international talent to your Dutch-based company: Finding the best talent in the global market is challenging, but with the right approach, you can make your company attractive to international professionals. Here are 8 practical strategies to get you started: * Showcase Your Company's Culture: International candidates seek more than just a paycheck—they want to feel connected to your workplace. Show your company's values, team dynamics, and work-life balance through social media, your website, and job posts. A behind-the-scenes video of your team or office can make a big difference! * Emphasize Growth Opportunities: International talent often looks for roles that challenge them and offer a clear path for development. Whether it's funding courses, certifications, or career advancement programs, show candidates how you'll help them grow. * Be Clear About Compensation: Tell candidates about all benefits—salary, healthcare, bonuses, and travel allowances. For international candidates, these details matter greatly when deciding whether to make the move. * Leverage Your Location: The Netherlands offers high quality of life, excellent public transport, and active expat communities. Share why living and working in the Netherlands gives people great opportunities. * Advertise on Global Platforms: Post jobs beyond Dutch job boards. Use international platforms like LinkedIn, Glassdoor, or industry-specific forums and communities. The wider your reach, the better your chance of finding excellent candidates. * Create Roles with Flexibility in Mind: Offering hybrid or remote work options appeals to international professionals. It shows that your company thinks ahead and values employee independence. * Build a Strong Employer Brand: Let employees be your ambassadors. Good reviews on sites like Glassdoor, stories from current international employees, and word-of-mouth recommendations help attract new talent. Which of these strategies would you prioritize for your team? Or do you have another tip that's worked well? Let's discuss in the comments below! 😊 #internationaltalent #employerbranding #dutchbusiness

Welcome to the May 2024 edition of OUR PERSPECTIVE! This month, we share tips on PERSOLKELLY’s LinkedIn on how employers can take proactive measures to address the root causes of job hopping and create a workplace environment where employees feel valued, engaged, and motivated for the long term. Other headlines that we explored include: 1. Strong career ambitions driving Singaporeans’ employment decisions 2. Singapore has to bring in more foreign talent, but crucial to integrate them into society: PM Lee 3. Foreigners make up 30% or more of PMET staff for 2 in 10 larger firms in Singapore 4. Nearly two in three workers in Singapore willing to move overseas for their jobs

Welcome to the May 2024 edition of OUR PERSPECTIVE! This month, we share tips on PERSOLKELLY’s LinkedIn on how employers can take proactive measures to address the root causes of job hopping and create a workplace environment where employees feel valued, engaged, and motivated for the long term. Other headlines that we explored include: 1. Strong career ambitions driving Singaporeans’ employment decisions 2. Singapore has to bring in more foreign talent, but crucial to integrate them into society: PM Lee 3. Foreigners make up 30% or more of PMET staff for 2 in 10 larger firms in Singapore 4. Nearly two in three workers in Singapore willing to move overseas for their jobs

📢 #ExpatSpouses looking for professional opportunities in Estonia! Ready to take your professional journey in Estonia to the next level? Or to chase a different dream altogether? 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘁𝗵𝗶𝘀 👇 👩🏫 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀: Gain valuable insights on navigating the Estonian job market and find your perfect career fit. 👥 𝗘𝘅𝗽𝗲𝗿𝘁 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Network with top local HR professionals and build a strong and reliable local network. 🤹♂️ 𝗠𝗮𝗴𝗶𝗰𝗮𝗹 𝗠𝗲𝗻𝘁𝗼𝗿𝘀: Get personalized advice from experienced industry leaders in a speed-mentoring session. 👩💼 𝗜𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗚𝘂𝗶𝗱𝗮𝗻𝗰𝗲: One-on-one consultations to unlock even more career opportunities. 👯 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆: Find friends, support, and a sense of belonging in Estonia. Don't let it just be your imagination ➡️ 𝙇𝙞𝙢𝙞𝙩𝙚𝙙 𝙎𝙥𝙤𝙩𝙨 𝘼𝙫𝙖𝙞𝙡𝙖𝙗𝙡𝙚: 🖇 https://lnkd.in/dV6yHHnn Work in Estonia, Eesti Töötukassa, and MoveMyTalent Relocation are joining forces to empower expat spouses with the resources, connections, and support they need to thrive in Estonia's dynamic job market. You'd be happy to know: 🔤 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲: Workshops conducted entirely in English. ✅ 𝗘𝗹𝗶𝗴𝗶𝗯𝗶𝗹𝗶𝘁𝘆: Open to expat spouses currently residing in Estonia. 🚻 𝗧𝗮𝗿𝗴𝗲𝘁 𝗔𝘂𝗱𝗶𝗲𝗻𝗰𝗲: Designed for spouses of international specialists who've recently relocated for work. 📌 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: International House of Estonia ⚠ Don't miss out! Seats fill up fast! 🆓 The program is 𝗳𝗿𝗲𝗲 𝗼𝗳 𝗰𝗵𝗮𝗿𝗴𝗲! Are you an Estonian HR professional recruiting globally? Do your new hires have spouses who could benefit from this program? Share this information and help them find a meaningful career here! #ExpatSpouses #EstoniaCareers #MoveMyTalent #ReinventYourselfInEstonia