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​​How can employers attract and retain talent by helping workers to thrive?What does it mean to thrive at work? The answer will vary, but since the pandemic, many have re-evaluated their work and life priorities. The conclusion? Today’s workers want more. They want to be empowered to grow, nurture their mental fitness and physical well-being, find meaning and purpose in their work, and define success on their own terms. After two years of surviving, people want to thrive. Amid the highest talent shortage in 16 years, employers must listen, rethink and act to attract and retain the very best talent. We asked over 5,000 workers from around the world (Australia, France, Italy, United Kingdom and United States) what they need to thrive at work. We then took it a step further by partnering with leading behavior change technology company Thrive to help employers turn insights into action to ensure both organizations and individuals alike are resilient and primed to succeed:1. Pushing the Flexibility Frontier: Understand What Flexibility Means for All.The recent rapid adoption of hybrid and remote working paved the way for many workers to redefine work with more control, choice and flexibility. It’s this flexibility, in many different forms, that will be the lasting legacy of the pandemic, with almost all workers (93%) now saying that they need flexibility to thrive at work. But what does flexibility at work mean? We’re not just talking about knowledge workers being able to work remotely and flex their schedule around other priorities; workers across all sectors and job roles are asking for more flexibility. What we heard is that workers want more control:  45% would like to choose start and end times, while 35% want to choose where they work based on their daily needs and 18% would work a four-day work week for less pay to achieve better balance. There is no one-size-fits-all solution but by offering choice and flexibility employers will succeed in attracting and retaining talent.2. Rewriting The Rules of Leadership: Prioritize Trust and SupportWorkers are looking for more when it comes to their relationship with work and their employers. Mutual trust, a supportive environment and meaningful work are essentials for workers to thrive, and they are willing to vote with their feet to get it. Leaders today need to combine meaningful, purpose-driven work (important to 70% of workers) with a strong culture of trust right across the organization as workers say both trusted colleagues (79%) and leaders (71%) are central to thriving at work. To achieve this, organizations must equip managers and leaders with the right skills to manage empathetically and effectively, providing guidance, support and coaching to nurture potential and enhance the employee experience.3. Thriving – The How To… : Respond to Women and Men’s Differing NeedsIn the wake of the pandemic, women and men have differing priorities and flexibility needs. Overall, flexibility at the start and end of the day (49% women; 42% men) is more important than extra vacation time (33% women; 39% men). Working for organizations with shared values (69% women; 65% men) that provide mental fitness support (60% women; 54% men) are also key factors. Employers who take steps now to offer both women and men the flexibility they need to thrive will have the greatest chance of attracting and retaining the best talent from the widest pool.4. Forging A Family Friendly Future: Support Parents’ PrioritiesThe collision of home, work, and school life over the past two years has led parents to reassess and reprioritize their lives. Flexibility tops the bill when it comes to what parents want, particularly choosing when they start and finish work, but that’s not all. Parents have tuned in to the importance of balance, well-being and belonging at work, and they are willing to walk to get it; in recent months parents have left their jobs in greater numbers than non-parents. It’s critical that employers listen to working parents and offer the flexibility they need to thrive, including opportunities for career progression (75%); and to learn new skills (73%); with help to stay healthy (56% want fitness resources; 54% want healthy food options).5. Fighting Burnout, Building Mental Fitness: Move From Awareness to ActionMental well-being is no longer a ‘nice to have;’ an effective strategy to promote mental fitness is increasingly critical to business success. One in four (25%) workers now actively want more mental health support from employers to protect against burnout. However, despite growing awareness of the importance of managing mental wellbeing, 38% of workers have not used mental health resources at work or are unaware that these exist. A powerful step employers can take is to destigmatize conversations around mental health, raising awareness and putting support in place. ​Mental health concerns won’t be solved overnight but it’s important for employers to create work environments where mental health is better understood, acknowledged and protected for the long-term well-being of their employees.The future of work is far from certain, but a resilient and thriving workforce is critical for organizations to successfully navigate intensifying talent shortages and the ongoing repercussions of the pandemic. Workers are asking for more flexibility and, ultimately, more choice. The employers who are willing to stop, listen and take action to provide what workers need to thrive will reap the rewards. 

Throughout almost every era of work, a resume listing your accomplishments has been necessary. Even Leonardo da Vinci had to advertise himself with a letter to the Duke of Milan. But times have changed. Here’s how to update your resume to create the "wow" factor. Create a video-based visual resume This high-tech resume signals to prospective employers that you are comfortable with new technology. Producing a video doesn’t have to be an expensive endeavor since many digital cameras on the market today can shoot good quality videos. To shoot the best video-based visual resume using equipment you already have, follow these tips. Sync your resume with your LinkedIn profile Present a consistent professional image by synchronizing your resume and your LinkedIn profile. Many employers will check your social media profiles, which can include a much fuller picture of who you are professionally. By completing your LinkedIn profile to include your job history and samples of your work, you can show potential employers that you understand modern technology. Digitize your resume Digital resume services can help tune up a resume for a digital format without any special coding or technical skills. Here are some of those tool that will help you dazzle employers. A list of tools including Standard Resume, Visual CV and Cake Resume can be found here. Keyword optimize your resume Craft your resume to find the right balance between reader friendliness and keyword optimization. Make sure that you have keywords on your resume by incorporating the terms from throughout relevant job ads. At the same time, to make sure that your resume is reader friendly, write in plain language that communicates your skills.

According to ManpowerGroup research, the most in-demand skills in the world currently include sales representatives, project managers, information technology professionals, office support and financial analysts, among others. Yet these roles are different to how they looked a decade ago and continue to change, requiring new skills and training. Here’s how to find – and stay relevant – in these roles and fill the in-demand skills of today and tomorrow. Test the market According to a survey of employers, the single biggest driver of the talent shortage is simply a lack of applicants. For employees, this is a signal to test the market and apply for jobs even if you are content in your current role. Given the demand for talent, employers are more willing to a pay a premium to hire. But first you have to apply. Acquire necessary training Nearly a fifth (19%) of those employers surveyed said that those who apply lack the hard skills they need to fill a role. The reality in today’s fast moving economy is that employees need ongoing training, which could be online tutorials, short courses or other certification programs. Learnability is a key differentiator to keep hard skills relevant. Don’t neglect soft skills Hard skills are currently in higher demand, but soft skills will pay off in the long run. About 1 in 10 of employers surveyed blamed a lack of soft skills for driving their talent shortage. The ability to project manage, relate to colleagues, speak in public and other human skills will be consistently relevant over time. Remember to nurture and develop these soft skills. Look in-house Employers may not need to look very far to find training. In response to shortages, employers are responding to the talent shortage by providing training to employees. This year, more than half (54%) of employers are investing in learning platforms and development tools to build their talent pipeline, up from just 20% in 2014. ​In the digital age, employment will rely on skills development as even the most traditional roles are augmented with new technology. Savvy employees will continue to observe what roles are in high demand, and then make plans to target them.

You get an email from a recruiter wanting to know if you’re interested in an attractive new role for you. However, the email also includes several terms and requirements –and you’re not exactly sure what they mean. Use this glossary of recruiting terms to familiarize yourself with terminology that you may hear in career-related conversations. Assessment Before moving forward with an interview or offer, a recruiter may ask you to take an assessment. What makes you valuable? And what distinguishes you from your peers? Essentially, what is your value proposition? To answer any of these questions, you first have to assess your strengths through assessment. Today, there is a plethora of online tools at your fingertips to help you assess your skills and learning style, including your Learnability Quotient. Learnability Quotient (LQ) reflects your desire and ability to grow and adapt to new circumstances and challenges throughout your work life. Soft skills A recruiter can look at your resume, but knowing what soft skills it doesn’t necessarily reflect can be just as valuable to placing you in a new role. These are all just some of the personal attributes that indicate a high level of emotional and personal intelligence, also known as soft skills. They include communicating, critical thinking, meeting deadlines, being well-organized, collaborating and the ability to analyze and innovate. Employers are seeking these skills more than ever as they are broadly applicable across job titles, industries and changing times. Soft skills can also be developed and grown. Expectations It’s common for a recruiter to ask about your salary expectations. But expectations for a new role may go beyond money, including what kind of career coaching ar offered for employees. To succeed in today’s workforce, you need to continue learning and growing your skills. Successful companies recognize that they also play a part in building successful careers, which benefits them in the long run. Start a career conversation by letting them know that you understand your success translates into their success. ​When a recruiter first makes contact with you, it’s important to open the lines of communication. Make sure you both understand what is being discussed. If you’re not clear about anything, make sure to ask. It’s best to do that at the beginning of the process.

LinkedIn may be the first social network most people think of when it comes to a job search. However, branding through social media can take place on any platform, from Instagram to Twitter. For job seekers, here are tips to maximize positive exposure through strategically using social media channels.Complete a social media auditFirst, scan the landscape of your social media footprint and take note of all the places where you show up. Are your social media profiles public or private? Did you stop updating your blog years ago? Do you post content that shows your talents or interests? These are questions you should have in mind when you start combing through your online presence. Consider what your social media profiles say about you to someone who has never met you and if you are satisfied with the picture it portrays.Optimize your profilesNext, take action. You may want to make certain profiles private, create secondary accounts or start purposefully sharing content that matches the job you are seeking. Here are tips to tidy up your social media profile for a job search.Reach out to others – when relevantWhat’s the etiquette for social media messages regarding a job search? It’s no different than using any other channel. A personal message to someone who can help make a connection or introduction can be welcome – as long as it’s relevant and doesn’t come across as spam. Do your research prior to firing off a direct message to show that you’re interested in talking to this person specifically, rather than spamming your network.Grow professionally using social mediaWhether a job search is active or passive, social media can always be leveraged to grow, learn and make ongoing connections. For example, YouTube is a trove of tutorial videos that can teach coding skills, networking tips or countless other important career skills. Instead of wasting time on social media, use it for your professional advantage.Social media is just one tool in a job search, so don’t only post or tweet at the expense of networking, polishing your resume and developing your career. But combining traditional career advancement with social media can accelerate your job track.