Explore Insights

Four reasons why a well-structured onboarding programme will help build a loyal and productive workforce.

Negotiating for indirect compensation is a skill that candidates and hiring managers are still learning, and we all need to adapt our definitions on what is important and negotiable.

Despite the success of their redeployment policy, which helped successfully retain over 1,200 employees since the policy was first established in 2010, BAE Systems felt there was still the opportunity to do more. What came next was an award-winning approach to outplacement and redeployment support.

Agile, sustainable career development is no longer a nice-to-have, it’s imperative to success. Talent is no longer staying still, so what can leaders do to offer future-focused careers guidance?

A new global survey by LHH and The Adecco Group reveals that interest in job-jumping remains high and that seeing others quit is creating a “quitting contagion” which is tempting co-workers to take the same path to career advancement.

What are the biggest challenges for C-Suite leadership?This is what LHH asked companies with more than 500 employees in the US, UK, and Australia.

At just 24, a Gen Z’s CV may already be running to two pages - perhaps even three. A generation ago, listing a plethora of short-term jobs would have been a red flag - an indicator of no sticking power. But for young employees in 2023 this temporary mindset might actually be a much smarter strategy.

It has always been crucial for workers to have meaningful conversations with employers about their future – but never more so than in the age of the AI revolution. Is this new tech a spanner in the works or a golden opportunity to enhance career conversations?

The Future of Work is here, but are you ready? New research from LHH uncovers the state of readiness in today’s workforce. Dr. Mary Clare Race, Chief Innovation and Product Officer at LHH, introduces the Readiness Index — a game-changing study of the conscious and subconscious drivers behind preparing for a changing career.

Recognising the value of career progression conversations is one thing; making it a pillar of your talent management strategy is certainly another. It can be done with a patient strategy to equip frontline managers with the tools and mindsets to start the conversation, and a focused process to translate the outcomes of those conversations into talent management.

We consider how best you can support your employees who are being made redundant

We look at the reasons why, even during economic uncertainty, more organisations are investing in leadership development