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Experience tells us that overpaying for talent, and making rash hiring decisions, will ultimately come back to haunt you. In a highly competitive global talent market like this, how are companies supposed to compete without breaking the bank?

For any ambitious legal professional, making partner in a law firm is an essential milestone. It’s more than just a recognition of your knowledge of law. Being a partner demonstrates that you’re chimed into the important business aspects that accompany the profession.

Very few athletes in either professional or top-level amateur sport earn enough money to set them up for the remainder of their post sporting lives. That requires sports organizations – governing bodies, national committees, leagues, and individual clubs – to look at formal transition support to help athletes find a career after sports.

The world of recruitment is constantly evolving, especially in digital development. This growth has accelerated due to the health crisis, transforming communication in the workplace. With this in mind, we ask the question: how can technology help you find talent?

This year has seen a record number of employees working remotely, forcing firms across the country to adapt to a new normal. Rather than being a hindrance, this has been a valuable opportunity for companies - and leaders within those companies – to analyse, evaluate and implement new ways of working. This has been especially important with regards to the attraction, onboarding, and integration of new talent.

Navigating the unclear waters of the pandemic’s aftermath is one of the biggest challenges business leaders face in the coming year. As our previous article explored, there will be a reconceptualisation of the office as a physical space. Furthermore, across nearly every industry, leaders will need to learn from the lessons of this large-scale remote-working experiment and creatively conceive new working practices for the next decade.

In this series, we explore strategies that will elevate your organisation’s diversity and inclusion position. Here we take a look at methods senior leaders can adopt to drive forward powerful D&I initiatives.

What strategies can your organisation adopt to elevate its Diversity and Inclusion (D&I) position? In the first article in our series, we focus on how D&I can be reflected in your recruitment process.

I recently made a big career move. I changed role and sector after 9 years in one organisation.