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Unveiling the Northern Star: Attracting Top Marketing Talent in Northern Ireland

In the ever-changing world of marketing, it’s not just about spotting skilled people, but about nurturing a culture of innovation and growth. In Northern Ireland, where cities like Belfast blend history with ambition, finding exceptional marketing professionals is a journey worth taking. So, how can Northern Ireland businesses shine brightly enough to draw in the sharpest marketing talents?

 

Embrace Local Diversity:

Northern Ireland’s unique cultural tapestry provides a vibrant canvas for marketing ventures. Whether it’s celebrating local festivals or tapping into the arts scene, incorporating local culture in campaigns can deeply resonate with consumers and potential marketing hires. Highlighting the region’s uniqueness creates a sense of belonging and purpose, making your organization an appealing destination.

 

Cultivate Collaboration:

Marketing thrives on teamwork and creativity. Creating an environment where ideas flow freely and innovation is encouraged can attract top talent. Northern Ireland’s close-knit communities and collaborative spirit offer an ideal setting for cultivating such an atmosphere. Encourage cross-departmental collaboration and provide platforms for sharing ideas. By nurturing a team-oriented culture, you not only attract top marketing candidates but also keep them for the long run.

 

Invest in Growth:

Top marketing professionals are always motivated for growth opportunities. Invest in continuous learning programs to attract ambitious candidates looking to expand their skill sets. Partner with local universities and industry groups to offer workshops and certification programs. By showing a commitment to their professional development, you not only attract top talent but also promote a culture of excellence.

 

Highlight Career Growth:

Candidates seek more than just a job—they want a career path that aligns with their goals. Showcase career progression opportunities within your organization, whether through promotions, lateral moves, or specialised roles. Develop clear pathways for advancement and offer mentorship programs. By demonstrating a clear growth trajectory, you position your organization as an attractive destination.

 

Promote Work-Life Balance:

Balancing work and life is crucial for employee satisfaction and productivity. Northern Ireland’s scenic beauty offers opportunities for relaxation. Embrace flexible work arrangements, wellness initiatives, and encourage time off. Prioritizing work-life balance not only attracts top talent but also supports a culture of well-being.

 

Attracting top marketing talent in Northern Ireland is about creating a compelling story that resonates personally and professionally. By embracing local culture, encouraging collaboration, investing in growth, highlighting career opportunities, and promoting work-life balance, businesses can illuminate the path to success and attract top marketing minds. With the Northern Star as our guide, the journey to building a stellar marketing team begins.


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The Role of Data in Modern Recruiting: Using Behavioural Testing for Improved Hiring

 

In today’s digital age, data isn’t just a buzzword—it’s the backbone of smart decision-making across industries. In the world of recruiting, it’s a game-changer. It helps us streamline processes, find the best talent, and ensure they’re a great fit for our team. One tool we’re particularly proud of at Corvus People is behavioural testing. It gives us incredible insights into candidates and helps us make better hiring decisions.

Why is it so important?

Understanding the Data Advantage

Recruiting used to be all about gut feelings, but now we have access to a treasure trove of information. From resumes to online assessments, there’s data everywhere. And it’s not just for show—it helps us:

Make Objective Decisions

Instead of relying on feelings, we can base our choices on solid data, making the process fairer and less biased.

Find Top Talent

With data analysis, we can pinpoint candidates who have the skills, experience, and culture fit we’re looking for, leading to better hires.

Get Predictive Insights

By looking at past data and using analytics, we can predict future performance and turnover rates, helping us plan strategically.

The Power of Behavioural Testing

Behavioural testing is a standout tool in data-driven recruiting, here’s why:

It Gives Us a Full Picture:

Traditional interviews often miss crucial aspects of a candidate’s personality. Behavioural testing fills in the gaps, giving us a comprehensive view.

We Can Assess Cultural Fit:

Soft skills matter just as much as hard skills, as 92% of talent professionals agree. Behavioural tests help us see if a candidate’s values and communication style match ours, reducing the chance of a bad fit.

We Can Predict Performance:

Certain behaviours, like resilience and leadership potential, are strong indicators of future success. Behavioural testing helps us spot these traits early on.

It Reduces Bias:

By focusing on data, we can avoid unconscious bias and promote fairness and diversity.

In today’s competitive world, data-driven recruiting isn’t just a trend—it’s a must. Using tools like behavioural testing, we can make better decisions, build stronger teams, and drive success. Research shows that companies with diverse and inclusive cultures, such as Google and Microsoft, are 1.7 times more likely to lead in innovation and data-driven strategies have led to a 15% increase in productivity and a 70% reduction in turnover rates for companies like IBM. Behavioural testing, as part of this approach, helps us find candidates who aren’t just qualified, but who also fit our culture and values perfectly.


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World Bank Report Reveals Global Gender Disparity in Workforce Opportunities

A headline that never ceases to disappoint.

It’s natural to feel outraged at the injustice of being denied equal rights and opportunities simply because of one’s gender. The slow pace of reforms, despite the clear economic benefits of gender equality, exacerbate these feelings of disappointment. It highlights a failure of leadership and a lack of urgency in addressing a fundamental issue that impacts the lives of half the global population.

Recent findings from the World Bank highlight a stark reality – no country in the world currently provides women with equal opportunities in the workforce compared to men. This revelation, far exceeding previous estimations, underscores the urgent need for action to bridge the global gender gap.

According to the report, closing this gap could potentially elevate the global gross domestic product by over 20%, presenting a significant economic opportunity for nations worldwide.

For the first time, the report delves into the impact of childcare and safety policies on women’s labour force participation across 190 countries. Shockingly, it reveals that women only enjoy 64% of the legal protections granted to men, a decrease from the previously assumed 77%. Issues such as childcare costs and safety concerns emerge as major barriers hindering women’s full engagement in the workforce.

The report’s 10th edition also sheds light on the disparity between enacted laws and their implementation in bridging gender gaps. Despite laws on equal pay being enacted in 95 countries, only 35 have measures in place to address the pay gap, with women globally earning just 77 cents for every dollar earned by men.

While some sub-Saharan African nations have shown commendable legislative progress, a significant gap persists between legal reforms and their effective implementation.

Countries like Togo exhibit high numbers of enacted laws but lack sufficient frameworks for execution.

Addressing childcare gaps emerges as a pivotal solution, with the report suggesting that improving childcare accessibility could immediately increase women’s labour force participation by 1%. Yet less than half of the countries offer financial support or tax relief for parents, and even fewer have quality standards for childcare services, leaving parents concerned about their children’s safety.

Moreover, disparities extend to pension benefits, with 81 countries failing to account for childcare-related work absences in women’s pension calculations. Additionally, while 151 countries have laws against workplace sexual harassment, only 40 cover abuse in public spaces or during commutes, leaving women unprotected on their way to work.

Indermit Gill, the World Bank Group’s Chief Economist, emphasises that discriminatory laws and practices globally hinder women’s equal participation in the workforce, potentially doubling global growth if the gender gap were bridged. However, reforms have been slow to materialise, underscoring the urgent need for action.

In the face of such staggering revelations from the World Bank’s latest report, it’s evident that the fight for gender equality in the workforce is far from over. The disparity between enacted laws and their implementation, coupled with persistent barriers such as childcare accessibility and safety concerns, underscores the urgent need for decisive action. It’s imperative that leaders and policymakers across the globe prioritise meaningful reforms to bridge the gender gap. The economic benefits are clear, the moral imperative undeniable. Let’s go beyond merely acknowledge these findings, and heed them as a call to action, ensuring that every individual, regardless of gender, has the opportunity to thrive in the workforce and contribute fully to our collective prosperity. The time for change is now.

 

Written by Lesley Armstrong.


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