People & Culture

New research has also revealed that more than 50 percent of Kiwi businesses have ditched hybrid or remote working for return to office. The research, released on January 8th, has revealed that 84 percent of SMEs now list rising costs as their top business concern for 2024. The research was conducted by HR and workplace relations advisory services firm Peninsula Group, and surveyed SMEs across five countries: Australia, Canada, Ireland, New Zealand and the UK – to understand the top priorities and concerns for employers in 2024. The global survey revealed: Growth is the main business goal for 44.7% of SMEs; a significant drop from 58.7% this time last year, reflecting the tough economic environment faced by businesses around the

In the New Zealand job market of 2024, the curriculum vitae (CV) will continue its descent into redundancy because it is essentially an historical document.   Instead, with more lay-offs coming, it’s imperative that individuals, especially those in their mid-40s to 50s, understand the importance of personal branding, says Kathryn Sandford, CEO of Move to More (M2M). Sandford emphasises that in an era where a significant part of a company’s reputation hinges on personality, invisibility on digital platforms is not an option. “A LinkedIn profile with minimal engagement or a CV that simply narrates past achievements is outdated. “Personal branding is about showcasing how one’s unique skills can serve others, providing clarity, focus, and direction for one’s career. The notion that promoting oneself is boastful is debunked by

Neurodivergent people have much to offer companies, but to get neurodivergent people onboard, recruitment practices must change, writes Rebecca Fairbrother. Embracing neurodiversity in a workplace is all the rage these days. As a neurodivergent I’m glad, even if we are only in the ‘awareness’ phase of change. Neurodivergents think differently from neurotypical ‘normal’ people. My flavour of neurodivergence is ADHD and autism, but there are a bunch of others such as dyslexia and dyscalculia. While this newfound neurodiversity awareness is good stuff, it only helps neurodivergent people who are already employed, meaning they have gone through the hiring process and succeeded. But what about those of us for whom the hiring process is an insurmountable hurdle? For many neurodivergents, the recruitment process