Changing Hearts & Minds: Empowering Leaders to Drive Future-Proof Culture Change

73% of early career professionals won't apply for a role based on other people's bad experience. In recent years, the early talent landscape has transitioned. Demographic changes, rapid advancement of technology, and the changing dynamics of the workplace mean that the skills required for success in early career roles have shifted. Organizations face a very competitive recruiting environment. Candidates who are a good fit for the role are in high demand and attracting top talent is becoming more competitive. By next year, Gen Z will make up 27% of workers, so it’s important to reconsider what factors attract early career talent to organizations and their roles.

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The US Bureau of Labor Statistics reports that occupations typically requiring a bachelor’s degree are expected to have an average of 3.3 million openings each year until 2032. Given the predicted global shortage of new entrants to the workforce and an aging working population, it’s more important now than ever, to attract employees in the early stages of their careers to keep your talent pipeline flowing and fill the gap. The early talent landscape is continuously evolving at a rapid rate, meaning previous early careers strategies may no longer meet the needs of today’s emerging talent and the needs of organizations. To help tackle these challenges, we explored the perspectives of candidates, current employees, and hiring managers for early career professionals, to provide a well-rounded understanding of the wants and needs of the early talent market. Discover how to build a more effective and efficient hiring process that will set your organization up for long-term success, and ultimately help you to find the right early talent for now, and the future.

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The topic of Diversity and Inclusion (D&I) is an area of emphasis for many organizations right now. Organizations that have been successful at creating sustainable change in D&I have had strong commitment, and action, among their leadership. In this whitepaper, you will learn about the role that leaders play in creating an inclusive culture, one that strives to create allies, or champions for diversity, as well as the leadership competencies and characteristics that contribute to inclusive behavior and climate. We will share Talogy's ABC model of Allyship to show how organizational leaders can embrace their essential role in D&I initiatives: by making their own journey through appreciating inclusion, building an inclusive climate, and championing change. Download the whitepaper now to learn how to build an inclusive organization.

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