Podcast appearances and mentions of Robert Walters

Welcome to the 9th episode of the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work, and Faye Walshe, Director of Innovation & AI, in this episode, Lewis Milford, Global Head of Talent Acquisition at Allianz Partners, brings nearly 20 years of experience from global organisations like Nokia, Microsoft, and Loop Earplugs.Lewis shares his expertise on leveraging AI to balance automation with personalisation, navigate compliance challenges, and mitigate bias in highly regulated industries.Listen to the full episode to learn how recruiters can harness AI as a tool for empowerment while maintaining trust and delivering a personalised candidate experience in today's rapidly evolving landscape.

Welcome to the 8th episode of the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work, and Faye Walshe, Director of Innovation & AI, in this episode, Nicki Auret, Chief People Officer at ICBC Standard Bank, shares expert insights on navigating the intersection of AI, ethics, and workforce strategy.Nicki delves into how organisations can harness AI-driven innovation while maintaining a human-centric approach, covering topics like upskilling employees, fostering ethical decision-making, and adapting to rapid change. This session, offers actionable strategies for building resilient teams and rethinking traditional workforce models.Listen to the full episode now to gain valuable insights into shaping the future of work in an AI-powered world.

Most people arrive in Dubai thinking the opportunities will find them. Jason Grundy has spent 25 years watching that assumption play out badly.  As Managing Director for the Middle East and Africa at Robert Walters, Jason has seen every side of the hiring market. The candidates who oversell themselves. The companies that leave great people waiting a month for feedback and wonder why they lost them. The businesses generating AI written job descriptions that have nothing to do with the actual role. And the expats who land in Dubai assuming opportunities will fall into their lap, only to find one of the most competitive job markets on earth.  This episode covers what is really happening in the UAE job market right now, which industries are hiring, which have gone quiet, and when the bounce back comes. Plus the honest truth about Emiratisation, why culture retains talent more than salary, and why the best candidates are never on a job board.  If you are hiring, being hired, or just trying to understand where Dubai is heading, this one is worth your time.    Timestamps:  1:30 How Jason fell into recruitment and why one snap decision defined his entire career   6:40 How to choose the right recruiter, why trust matters, and what makes Robert Walters different   13:15 The Middle East versus Africa and the miracle of what this region has built in 50 years  17:30 Emiratisation: the honest answer, the real challenge, and the only playbook that works   23:50 What is hiring and what has gone quiet after the regional conflict   27:00 Jason's honest forecast: when Dubai will bounce back and what it will look like   31:54 Why badly trained interviewers are losing great candidates and how to fix it   36:32 AI in recruitment: what is actually happening, the quiet tap no bot can replace, and the one line that says it all   45:34 Why a third of candidates are hesitating and why two thirds are still saying yes to Dubai   53:40 Culture is the only real difference between companies that keep people and those that always hire   57:00 How to stand out as a candidate, what your LinkedIn is doing wrong, and why the CV is just the door   1:02:30 Degrees: do they still matter and what Jason told his own kids   1:07:00 Quickfire: red flags, overpaid professions, secretly dying careers, and Dubai versus Abu Dhabi    Follow Spencer Lodge on Social Media: https://www.instagram.com/madeindubaipodcast/?hl=en  https://www.facebook.com/profile.php?id=61586194260076  https://www.instagram.com/spencer.lodge/?hl=en  https://www.tiktok.com/@spencer.lodge  https://www.linkedin.com/in/spencerlodge/  https://www.youtube.com/c/SpencerLodgeTV  https://www.facebook.com/spencerlodgeofficial/    Follow Jason Grundy on Social Media:  https://www.linkedin.com/in/jasongrundy/  https://www.linkedin.com/company/robert-walters/posts/?feedView=all  https://www.instagram.com/robertwalterslife/?hl=en   

The following article of the Talent industry is: “Bridging Generational Gaps in the Workplace: A Path to Success” by Alfredo Araneda, Senior Director Hispanic America, Robert Walters.

This week it's all about Budget 2026 in a special episode sponsored by Robert Walters.    The Gals break down what's in the Budget, including key headlines, trade-offs, winners, losers, and wildcards.    Happy listening! 

Welcome to the latest episode in the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work, and Faye Walshe, Director of Innovation & AI, this episode examines how blockchain and decentralised finance are transforming the financial sector.Joining them is Richard Brown, CEO at R3 Labs, who shares R3's journey from a blockchain consultancy to a pioneer in bridging traditional finance with decentralised finance. Richard discusses tokenising real-world assets, engaging crypto-native investors, and harnessing emerging technologies like AI to drive innovation and workforce transformation.Tune in to discover how Richard is helping organisations tackle challenges such as regulation and security while enabling teams to thrive in an ever-evolving landscape.

Pendant longtemps, réussir voulait dire monter en grade pour finir par diriger les autres. Mais aujourd'hui, le lien entre ambition et pouvoir se brise. Une nouvelle génération refuse massivement d'encadrer des équipes : 52 % des membres de la génération Z affirment ne pas vouloir devenir managers, jugeant ce rôle trop énergivore et dénué de sens selon une étude du cabinet de recrutement Robert Walters de 2024.Dans cet épisode d'Émotions (au travail), Raphaëlle Elkrief interroge Léa, une graphiste qui s'accomplit davantage dans la supervision de ses pairs que dans ses tâches créatives, et Laurence Devillairs, philosophe, qui nous explique pourquoi l'ambition passe souvent par une quête du pouvoir. Vous souhaitez soutenir la création et la diffusion des projets de Louie Media ? Vous pouvez le faire via le Club Louie. Vous pouvez aussi vous abonner à Louie+ sur Apple Podcasts pour écouter les épisodes sans publicités et nos séries en avant-première. Chaque participation est précieuse. Nous vous proposons un soutien sans engagement, annulable à tout moment, soit en une seule fois, soit de manière régulière. Au nom de toute l'équipe de Louie : MERCI ! Suivez Émotions au travail sur Apple Podcasts, Spotify, Deezer. Suivez Louie Media sur Instagram, Facebook, et YouTube. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

durée : 00:09:15 - On n'arrête pas l'éco - Selon une étude du cabinet de recrutement Robert Walters, seuls deux jeunes professionnels sur dix envisagent de devenir manager un jour dans leur vie. Sophia Berrada est allé interroger ces jeunes actifs qui n'aspirent plus à devenir chef. - réalisation : Sophia Berrada Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

This week we unpack a resilient but fragile labour market as unemployment holds at 4.3% with a shift back to full-time jobs while economists warn the real impact of global shocks is still to come. We dive into mixed results from major recruiters Hays, PageGroup and Robert Walters, revealing ongoing pressure across the sector despite pockets of growth. We also look ahead to the industry's big night out at the RCSA Rec Gala, question the loss of independence as Sourcr is absorbed into SEEK, and examine a serious legal case brought by the Fair Work Ombudsman over alleged exploitation of a migrant worker, another stark reminder of the compliance risks facing employers today. Question of the Week is, "How do you entice a candidate to change jobs in an uncertain economy?"

John Pitman's latest conversation is with two artists who knew each other's work, but who had not worked together, before this project. In this bold new work, with a title taken from a poem by Robert Walters, the harp symbolizes the protagonist Earth, both fragile and powerful. Terra Infirma was directly inspired by the experiences of its creative team. Composer Reena Esmail, who resides in the Los Angeles neighborhood of Altadena, was forced to evacuate her home during the catastrophic fires of January 2025. Harpist Yolanda Kondonassis, a committed advocate for the environment, is founder and director of the non-profit organization Earth at Heart. Learn more on the All Classical Arts Blog: https://www.allclassical.org/pitman-review-terra-infirma/

Welcome to Episode 6 of the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation & AI, this episode explores how AI is transforming learning and development in the workplace. Together, they discuss how organisations can adapt to rapid technological change while fostering creativity and psychological safety.Joining Tom and Faye is Kelsey Kates, a trailblazer in corporate learning who spent over a decade at Google designing award-winning programmes that impacted more than 20,000 Googlers globally. Known for her innovative approach to learning, centred on playfulness and joy, Kelsey shares her thoughts on how AI can automate repetitive tasks while enabling humans to focus on connection, curiosity, and authentic communication.Listen now to discover how businesses can embrace AI as a tool for empowerment while unlocking their workforce's full potential.

A workforce shift is starting to affect how companies perform. New research from Robert Walters points to an “engagement recession”, revealing a quieter but more dangerous shift in today’s workforce. Employees are still showing up but investing less, as pressure builds beneath the surface. If organisations are reading stability as a sign of strength, what might they be getting wrong? On Industry Insight, Lynlee Foo speaks to Kirsty Poltock, Country Manager, Robert Walters Singapore to find out how does disengagement reshape execution, decision-making, and growth over time.See omnystudio.com/listener for privacy information.

Séverine Bavon, autrice d'une newsletter aussi géniale que déjantée (CLDT) vient de publier Ciao les nazes, un manifeste sur les dysfonctionnements du monde du travail écrit sous forme de lettre d'adieu, avec une centaine de notes de bas de page et une verve qu'elle décrirait elle-même comme "un fond de scientiste servi par une tenancière de PMU".Je lis sa newsletter depuis un moment, et j'aime particulièrement ce qu'elle fait : des sujets sérieux, sourcés, traités avec une colère saine et beaucoup d'humour. Ce n'est pas si courant. Quand quelqu'un arrive à parler de burn-out, de méritocratie brisée et de présentéisme en te faisant rire, ça mérite qu'on s'y attarde.Dans cet épisode, nous parlons de ce qui dysfonctionne structurellement dans le monde du travail, et pourquoi la plupart des gens ont l'impression de souffrir seuls alors que les causes sont collectives. J'ai questionné Séverine sur le care en entreprise, sur la différence entre prendre soin du travail et prendre soin des collaborateurs, sur le présentéisme comme "plaie absolue", sur les managers accidentels, sur les deux grandes ruptures de contrat qui remettent en question le rapport au travail aujourd'hui. Et on a terminé sur l'IA, avec une question simple : si on gagne du temps grâce à elle, qu'est-ce qu'on en fait vraiment ?Citations marquantes"Un fond de scientiste servi par une verve de tenancière de PMU." (Séverine sur son ton, 02:39)"Le socle du sens au travail, c'est d'être en mesure de bien faire son travail, de ne pas être empêché par des process, des règles, des gens, des interruptions." (05:51)"On vit culturellement dans un bain qui nous dit que si on souffre, ça a de la valeur. Il faut briser ce lien entre souffrance et valeur du travail." (11:22)"Ce qu'on va gagner en productivité grâce à l'IA, j'ai l'impression qu'on va juste l'utiliser pour travailler plus. Le standard va monter. On sera tous armés avec nos agents, et on sera juste tenus à plus de productivité." (52:10)"Le présentéisme, c'est utiliser le temps passé au bureau comme seule mesure de l'engagement. C'est complètement contre-productif, et c'est extraordinairement excluant." (37:44)Big Ideas avec timestamps1. Les problèmes au travail sont structurels, pas individuels (00:13 / 10:47) Ce qu'on vit comme un échec personnel, une fragilité, un manque de résilience, est en réalité le résultat de structures défaillantes. La lettre de Séverine s'adresse à "Madame Monsieur", entité sans visage, parce qu'il n'y a pas de coupable unique. Ce cadrage change tout : cesser de se culpabiliser est la première étape pour comprendre et potentiellement agir.2. Le yoga n'est pas du care, c'est un pansement (05:11 / 09:15) Prendre soin des collaborateurs commence par leur donner les conditions pour bien faire leur travail, pas par des services de confort ou des journées bien-être. Le care réel, c'est un travail stratégique qui touche la sécurité psychologique, la charge de travail, le sentiment de justice. Ce n'est pas délégable aux RH, ça tient de la vision de la boîte.3. La méritocratie et la retraite : deux promesses brisées (18:15 / 20:12) Le contrat implicite du travail reposait sur deux piliers : travailler bien permet de progresser, et à terme il y a une retraite. Les deux sont fragilisés. 2 millions de travailleurs en France seraient sous le seuil de pauvreté selon Oxfam. La retraite n'est plus une carotte crédible. Sans ces deux fondations, l'équation "ce que je donne / ce que je reçois" ne tient plus.4. Le présentéisme : la grande plaie française (36:03 / 40:08) Quand le cadre n'est pas clair et que les KPI ne suffisent pas à mesurer l'engagement, on mesure le temps passé à être vu. C'est absurde, contre-productif, et profondément excluant pour tous ceux qui ont une vie hors du bureau : parents, aidants, femmes. La glorification de la charrette en est la forme la plus toxique.5. Le cadre clair comme condition de la confiance (29:17 / 35:54) Faire confiance aux collaborateurs ne veut pas dire laisser faire n'importe quoi. La confiance ne fonctionne que dans un cadre explicite : ce qui est attendu, ce qui est permis, ce qui ne l'est pas. Le "bon patron" trop tolérant qui ne pose aucune limite crée en réalité des injustices, laisse passer les abus et décourage ceux qui font bien leur travail.6. L'IA : qui bénéficiera vraiment du temps gagné ? (47:02 / 54:26) Séverine ne croit pas aux effets positifs automatiques de l'IA sur le travail. Son intuition : la nature corporate a horreur du vide, et le temps libéré par les outils sera réabsorbé dans plus de productivité, pas dans plus d'humanité. La vraie question n'est pas ce que l'IA peut faire, c'est ce que la société décidera de faire du temps qu'elle libère.Questions posées dans l'interviewQu'est-ce qui t'a donné envie d'écrire cette newsletter à l'origine ?Comment tu définirais le ton de C'est l'été et de Ciao les nazes ?Qu'est-ce qui dysfonctionne complètement dans notre manière de penser le leadership en entreprise ?Est-ce qu'il faut prendre soin des collaborateurs, ou prendre soin du travail pour prendre soin des collaborateurs ?Comment tu envisages le care au sein de l'entreprise, et pourquoi ça ne se décrète pas ?Est-ce qu'on peut s'enrichir encore en travaillant, et qu'est-ce que ça fait quand ce n'est plus le cas ?Comment créer de la sécurité psychologique sans devenir le psy de l'équipe ?Quels sont les signaux d'alerte d'une culture managériale toxique ?Comment tu envisages l'impact de l'IA sur le monde du travail ?Si tu ne pouvais changer qu'une règle dans le monde du travail, ce serait laquelle ?Références citéesÉtudes et donnéesÉtude Empreintes Humaines : 47% de salariés en détresse psychologique au travail (07:00)Oxfam : estimation de 2 millions de travailleurs pauvres en France (18:15) [à vérifier selon Séverine elle-même]Robert Walters : étude sur les "managers accidentels" (41:49)Donnée sur les 70% de Français inquiets de l'impact de l'IA sur leur emploi (47:46) [à confirmer]Concepts et références culturellesKeynes (cité "Kent" dans la transcription) : prédiction du travail à 15h/semaine avec les avancées technologiques (53:46)"Rien de pire qu'un bon patron", article de Félix et Jean de Punchy dans leur newsletter (34:14)Paradoxe de productivité de Solow (évoqué sans être nommé par Grégory, 49:44) : impossibilité de mesurer l'impact réel de l'informatique sur la productivitéConcepts mentionnésBullshit jobs (16:24)Risques psychosociaux / RPS (08:33)Sandwich employees (26:54)Semaine de 4 jours (53:58)Revenu universel de base (52:59)Présentéisme vs présence (36:03)Timestamps YouTube00:00 Introduction, Séverine Bavons et Ciao les nazes 00:46 D'où vient la newsletter C'est l'été, née de la colère contre la pub 01:57 Le ton : colère + humour, un fond de scientiste servi par une tenancière de PMU 03:33 Ce qui dysfonctionne dans le leadership : le problème des KPI uniques 04:42 Prendre soin du travail vs prendre soin des collaborateurs, et le yoga comme pansement 06:46 Le care en entreprise ne se décrète pas : c'est un travail stratégique 09:22 Ciao les nazes n'est pas un manuel pour démissionner 10:47 On n'est pas responsable de nos souffrances au travail, les causes sont structurelles 11:22 Briser le lien entre souffrance et valeur du travail 12:25 La culture française du poète maudit et l'individualisation du travail 14:25 Humour + fond sérieux : pourquoi le rire est une arme légitime 16:24 Le ridicule du jargon d'entreprise et les euphémismes qui cachent la dureté 17:47 On ne peut plus s'enrichir en travaillant : la méritocratie en panne 18:58 Deux contrats brisés : la progression et la retraite 21:07 Comment les lecteurs de la newsletter vivent leur travail au quotidien 24:13 L'arbre des connards : managers toxiques vs managers victimes du système 26:30 Le "business first" comme moyen de se dédouaner de l'humain 28:41 Créer la sécurité psychologique sans devenir le psy de l'équipe 31:34 La confiance ne fonctionne que dans un cadre clair 34:14 Le "problème du bon patron" : trop tolérant, pas de cadre, dérives garanties 35:54 Si tu ne pouvais changer qu'une règle, ce serait le présentéisme 36:50 Jiminy Cricket et la glorification de la charrette 39:34 Le présentéisme est culturel, excluant et contre-productif 40:28 Repenser le rôle du manager, pas rajouter des injonctions 41:49 Les managers accidentels et le management comme compétence à part entière 42:32 Les signaux d'alerte d'une culture managériale toxique 44:43 La pandémie a dénudé le travail et révélé son squelette 46:53 L'IA dans le monde du travail : on ne sait pas vraiment ce qui va se passer 47:46 Pourquoi Séverine croit peu aux effets positifs à long terme de l'IA 49:27 Le cercle qui se grippe : produire plus pour qui, si on détruit du taf ? 50:27 Débat : l'IA peut-elle nous rendre plus humains ? 51:23 La vraie question : que va-t-on faire du temps gagné ? 53:46 Keynes et la semaine de 15h : on est passé à côté 54:24 Semaine de 4 jours, revenu universel : regagner du temps comme enjeu de sociétéHébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Welcome to the latest episode in the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation & AI, this episode delves into how AI is reshaping the future of early careers and talent acquisition.Tom and Faye are joined by Stephen Isherwood, Joint Chief Executive of the Institute of Student Employers (ISE), who shares his expert insights on the evolving landscape of early careers recruitment. From addressing the challenges of declining graduate vacancies to exploring how AI is being used by both employers and candidates, Stephen provides a data-driven perspective on what lies ahead for students and businesses alike.Listen now to discover how organisations can future-proof their talent pipelines, embrace innovation responsibly, and navigate the opportunities and challenges that AI brings to early careers in today's competitive market.

Episode 152 has news for 17 March 2026 features labour hire scandals to leadership blind spots and changing work patterns. Coles Group is under scrutiny over whether it should have known a labour hire firm was underpaying security guards, new research from Robert Walters reveals a striking perception gap between men and women on leadership inequality, and fresh data from the ABS shows nearly a million Australians are now juggling multiple jobs — suggesting the way people work is quietly shifting. We also have the latest financial results from Korn Ferry and Robert Walters. Question of the Week, "is Melbourne the most liveable city in the world?" Two local residents have their say.

Welcome to the latest episode in the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation & AI, this episode explores how AI is reshaping the future of work and enterprise innovation.Tom and Faye are joined by Joe Baguley, Chief Technology Officer at Broadcom, who shares his expert insights on the real-world applications of AI in enterprises. From augmenting human capabilities to navigating private AI solutions, Joe discusses how organisations can unlock value from AI while addressing challenges like security, productivity, and workforce transformation.Listen now to discover how businesses can embrace AI as a tool for empowerment and growth in today's rapidly evolving landscape.

RNA episode 145: The first full episode for 2026 includes the latest news for 28 January 2026 featuring Adecco, Astute Payroll, Hays ANZ, Robert Walters, and the December labour market update from the ABS. Question of the week ;s "What did Adele learn from her first trip to India?"

Welcome to the latest episode in the AI in Action mini-series, part of the ‘Powering Potential with Robert Walters' podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation & AI, this episode delves into how organisations can address bias and algorithmic discrimination in recruitment processes.Tom and Faye are joined by Birgit Neu, a Senior DEI Advisor specialising in inclusion, AI, and the future of work. Formerly the Global Head of Diversity and Inclusion at HSBC and named Head of Diversity of the Year at the European Diversity Awards, Birgit shares her expert insights on identifying vulnerable recruitment processes and practical strategies to mitigate bias.Listen now to gain actionable advice on fostering fairness, inclusion, and trust in an AI-driven hiring landscape.

Folge 238: In dieser Folge spreche ich mit Thomas Hofmann, Geschäftsführer von Robert Walters Deutschland, über den oft unterschätzten Wechsel vom Berater zur Führungskraft. Wir räumen mit dem Vorurteil auf, dass Führung der einzig logische Karriereschritt für Top-Performer ist, und beleuchten kritisch die Schattenseiten wie die ‚Einsamkeit an der Spitze‘ oder den Druck der Sandwich-Position. Thomas erklärt, warum echte Leidenschaft für die Entwicklung anderer wichtiger ist als Status und warum die Akzeptanz des operativen Geschäfts die Basis für Glaubwürdigkeit bildet. Ob du selbst vor dem Sprung in die Führung stehst oder als Inhaber Talente entwickeln möchtest: Diese Folge bietet dir wertvolle Tools zur Selbstanalyse und zeigt, wie man in dieser anspruchsvollen Rolle langfristig erfolgreich und erfüllt bleibt.

The following article of the Professional Services industry is: “The Strategic Importance of Midyear Evaluations in the Workplace” by Alfredo Araneda, Senior Director Hispanic America, Robert Walters.

Welcome to the latest episode in the AI in Action mini-series, part of the 'Powering Potential' with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation, this episode explores how AI is reshaping talent acquisition.Tom and Faye are joined by Matt Hesketh, Head of Talent for the Middle East and UAE at HSBC, who shares his expertise on balancing automation with human connection in recruitment. Together, they discuss ethical AI use, improving candidate experiences, and leveraging data-driven insights to refine hiring strategies.Listen now to uncover how AI is transforming recruitment.

Welcome to the latest episode in the AI in Action mini-series, part of the ‘Powering Potential with Robert Walters' podcast. Hosted by Tom Lakin, Global Head of Future of Work Advisory, and Faye Walshe, Director of Innovation, this episode explores how ethical AI is reshaping recruitment and talent acquisition.Tom and Faye are joined by Martyn Redstone, a leading voice in ethical AI who dives into key topics like governance, bias mitigation, transparency, and the critical role of human expertise in an AI-powered future. Gain actionable insights to implement AI responsibly while fostering trust, compliance, and innovation within your organization.Listen now and discover how to implement AI responsibly.

GRADING MY RECRUITMENT FORECASTS FOR 2025   Every year I write a long post making 20 predictions for the year ahead. This year, for the first time ever, I'm going to grade my predictions and see how I have got on   20 x Predictions for Recruiting in 2025   1. AI Assessment mainstreams; 50% of high volume hirers (more than 5000 hires per year) will have a solution in place by EOY. 2. ‘Skill based hiring' revives as employers describe deployment of AI assessment as commitment to SBH. %age of employers describing themselves as SBH increases 50%. 3. 2FA on job ads increases 400% as an attempt to suppress increased applicant flow. 4. Applications per job increase by 25% as AI-enablement mainstreams candidate side. 5. Big round of investment for AI voice interview vendors currently at Seed - $100M raised in this sector by EOY 2025. 6. Non-FTE vs FTE hiring increases by 10% in 2025. 7. Avg internal TA team goes 25% non-FTE. 8. Req load per recruiter increases 15%. 9. Percentage of solo TA function goes from 73% to 83%. 10. TA teams continue geographic dispersal - %age of TA teams with multinational component increases by 30%. 11. More companies decentralise talent acquisition - %age of employers where HM do outreach increases by 10%. 12. Candidate resentment stabilises - with 2% points either side of 2024 level. 13. ‘Chief Automation Officer' becomes an industry talking point in 2025, same as Chief Diversity Officer in 2020. 14. Speaking of DEIB, clear Atlantic divergence in 2025 - US explicit retrench, Europe implicit progress. 15. US vs UK economic integration deepens - %age of new UK based TA jobs from US employers increases 100%. 16. Global Staffing agencies revenue / profit down another 10% (profit warning again in Q1 2025). 17. But medium sized agencies / RPO stage mini bounce back as employers push more requirements out from denuded TA teams. 18. RecOps, Talent Intelligence roles decline 20%, EB roles decline 30%. People & Culture roles increase 15%. 19. Somebody Ubersises the legions of fractional TA's out there. Probably this is Indeed. 20. Over half of these predictions will be directionally incorrect, 20% will be absolutely incorrect.   What should the grading system be? I thinking a sliding scale A to E.   What should be the source of truth? That is where we will be bringing in experts from industry who can validate the claims.   It's going to be a good one folks.   Friday 14th November, 12pm GMT   Register by click on the green button (save my spot) and follow the channel here (recommended) to be noticed when we go live.     Ep 344 is sponsored by our friends Popp   Popp's AI recruitment platform amplifies what your team can do by effortlessly and instantly scaling your recruiting capacity. Popp's recruitment platform sits between your ATS and your talent team, providing unprecedented hiring power at unlimited scale.   Our AI automates repetitive tasks throughout the hiring journey, intelligently and accurately. Meaning your team can focus on higher value tasks. Randstand, Robert Walters, Bloom & Wild, AMN Healthcare and more are using Popp to x10 their hiring capacity.   Want to know more?   Book a demo with one of Popp's friendly founding team

In America at the moment there is a lot of talk about the “K” shaped economy. Car dealers see it. If you have a good, safe job, good income and you're in the markets invested in AI (before it all pops) you are feeling good. You are the upward bit of the “K”. You're buying a flash new car with carbon add-ons. If you've been laid off, or about to be by a robot, you hate AI because you never earned enough to buy stock anyway and your SNAP payment hasn't come through because of the shutdown and you're holding onto your car, not to mention sweating on making ends meet, you are the downward bit of the “K”. It looks like we have a similar story here. Recruiters Robert Walters are already warning of the increased cost of labour in the recovery because people with the skills that are going to be in demand can charge more. Why? Because we are short of them. Why? Because the others are in Australia. In ideal times, as an economy recovers you hoover up those who have lost their jobs when times were tight. This time anyone who was marketable left and what we have, sadly, are a group of people who it would appear are not available to take part as growth returns. Yes, there are plenty of unemployed – 5.3% as of last week. Not to mention a growing number of so-called "underutilised". But as far as skills go, that's where we have an issue. Not everywhere or everyone of course. But it's becoming increasingly obvious that there are too many under-skilled, under-qualified people in this country. That is sadly what eventuates when you have system that spits kids out at 15, 16, or 17-year-old without a pathway to success. When times are good any number of people get swept up for bits and pieces-type jobs that lots of employers can afford to fork out on. But they are also the first to go. And when the rest of the talent bails, the ones without the skills aren't the ones to fill the growth areas, hence we will once again rely on imported labour, which this time around may or may not be available depending on whether they see us as a cool place to be. If they don't, that weighs on recovery and the speed at which we pick up. Robert Walters seem to suggest it's an issue. For those who stayed and have the skills though, you will be in a new car before you know it. See omnystudio.com/listener for privacy information.

In a job interview, you typically expect the person being interviewed is the one trying to impress. But 70% of Irish professionals have declined a job offer after a poor interview experience, according to a new study from Robert Walters. Joining Tom to discuss more is Suzanne Feeney, Country Manager with Robert Walters Ireland.

Savoir prendre des décisions, communiquer, encourager l'innovation et la créativité, déléguer, fédérer son équipe... Cette liste non exhaustive énumère les qualités d'un bon manager. Pourtant, certains managers semblent parvenir au sommet de la hiérarchie sans en avoir aucune. Ce phénomène a même un nom aux racines grecques, la «kakistocratie», que l'on pourrait traduire par «la direction par les incompétents». Un management par le pire qui a de multiples manifestations et de nombreuses conséquences au sein des organisations. Car l'incompétence des chefs se répercute inévitablement sur leurs collaborateurs : surcharge de travail pour compenser, perte de confiance, frustration, manque de motivation... D'un autre côté, le poste de manager semble faire de moins en moins rêver. Selon une étude du cabinet anglais Robert Walters, publié en 2024, 52% de la génération Z (15-30 ans) ne veut pas être manager. Une tendance qui pourrait peut-être expliquer la mise en place de ces «kakistocraties», car si les bons éléments ne veulent pas diriger, il ne restera que les médiocres... Comment faire revenir la compétence au sommet ? Et comment parvenir à dialoguer avec sa direction même quand elle a des lacunes ?   Cette émission est une rediffusion du 2 juin 2025. Avec : ►Gaël Chatelain-Berry, écrivain et podcasteur. Auteur de Mon boss est nul mais je le soigne ! Comment transformer le pire patron en manager bienveillant (First, 2025). Créateur du podcast Happy work sur le bien-être au travail ►Isabelle Barth, professeure agrégée de l'Université de Strasbourg en Science de gestion, chercheuse en science du Management, conférencière et autrice de La Kakistocratie ou le pouvoir des pires (Éditions EMS, 2024).   Programmation musicale : Jahkasa - Kakistrocratie Kazy Lambist et Lulu Gainsbourg - L'Intranquillité.  

Savoir prendre des décisions, communiquer, encourager l'innovation et la créativité, déléguer, fédérer son équipe... Cette liste non exhaustive énumère les qualités d'un bon manager. Pourtant, certains managers semblent parvenir au sommet de la hiérarchie sans en avoir aucune. Ce phénomène a même un nom aux racines grecques, la «kakistocratie», que l'on pourrait traduire par «la direction par les incompétents». Un management par le pire qui a de multiples manifestations et de nombreuses conséquences au sein des organisations. Car l'incompétence des chefs se répercute inévitablement sur leurs collaborateurs : surcharge de travail pour compenser, perte de confiance, frustration, manque de motivation... D'un autre côté, le poste de manager semble faire de moins en moins rêver. Selon une étude du cabinet anglais Robert Walters, publié en 2024, 52% de la génération Z (15-30 ans) ne veut pas être manager. Une tendance qui pourrait peut-être expliquer la mise en place de ces «kakistocraties», car si les bons éléments ne veulent pas diriger, il ne restera que les médiocres... Comment faire revenir la compétence au sommet ? Et comment parvenir à dialoguer avec sa direction même quand elle a des lacunes ?   Cette émission est une rediffusion du 2 juin 2025. Avec : ►Gaël Chatelain-Berry, écrivain et podcasteur. Auteur de Mon boss est nul mais je le soigne ! Comment transformer le pire patron en manager bienveillant (First, 2025). Créateur du podcast Happy work sur le bien-être au travail ►Isabelle Barth, professeure agrégée de l'Université de Strasbourg en Science de gestion, chercheuse en science du Management, conférencière et autrice de La Kakistocratie ou le pouvoir des pires (Éditions EMS, 2024).   Programmation musicale : Jahkasa - Kakistrocratie Kazy Lambist et Lulu Gainsbourg - L'Intranquillité.  

Former Labour MP Stuart Nash has resigned from his job at recruitment agency Robert Walters, after a formal review was initiated by the company. It comes after Mr Nash apologised for using vulgar language to describe women's body parts on an interview on the digital broadcaster, the Platform. It is also just days after Mr Nash spoke at New Zealand First's annual conference, and did not rule out campaigning for the party at the next election. Political reporter Lillian Hanly spoke to Lisa Owen.

Former Labour Cabinet Minister turned NZ First supporter, Stuart Nash, has quit his job after a comment about women. RNZ reports Nash has resigned from recruitment firm Robert Walters, after a remark about womens' bodies on the Platform. The agency launched a formal review over the comments, which it said were made in a personal capacity, and were deeply inappropriate and didn't reflect the values or standards of the business. NZ Herald political editor Thomas Coughlan says Nash's comments are likely to negatively effect his chances within NZ First, given leader Winston Peters isn't a fan of bad language. LISTEN ABOVESee omnystudio.com/listener for privacy information.

“In Japan, if you want performance, you need ultra-clear expectations—people need to know the goal.” “Building trust means creating a safe environment where it's okay to make mistakes.” “Consensus-building is not optional in Japan—it's how decisions gain traction.” “Every new joiner has lunch with me and a one-on-one at three months—connection matters.” “Leading is about inspiring, guiding, and empowering people toward a common purpose.” Previously Duncan was Executive Director-Head of Asia Hamlyn Willams; Country Manager, Robert Walters, Korea; Associate Director, Commerce Finance, Robert Walters Japan; Sales Consultant deVere and Partners.  He has a BA from the University of East Anglia. Duncan leads with a style that emphasizes clarity, collaboration, and cultural sensitivity, shaped by years of cross-cultural experience. His leadership approach in Japan is grounded in providing clear expectations and maintaining transparency. He recognizes that Japanese team members particularly value knowing exactly what success looks like, so he places a premium on setting ultra-clear goals and regularly celebrating achievements. Monthly gatherings that spotlight individual and team successes help reinforce collective motivation and performance. He builds trust by being approachable and relational. Every new hire is welcomed with a personal lunch on their first day, and after three months, each has a one-on-one coffee chat with him to reflect on their experience. Even in a 60-person organization, he maintains these touchpoints to foster an open culture and reinforce that leadership is accessible. Duncan also leads training sessions himself, using these opportunities to share personal stories of past challenges, signaling humility and building rapport. Understanding Japan's consensus-driven culture, Duncan avoids top-down decision-making. Instead, he practices “nemawashi,” engaging associate directors, managers, and often broader teams before implementing changes. This ensures decisions are well-received and supported. He contrasts this approach with his leadership experiences in China, where decisions were expected to come unilaterally from the top, and Korea, which he found to be more individually driven. Encouraging innovation and open communication is another hallmark of Duncan's leadership. To surface ideas, he established anonymous suggestion boxes and encourages feedback during regular check-ins. He emphasizes psychological safety, particularly when discussing mistakes or failed innovations. Creating an environment where it's safe to fail is, in his view, essential to fostering creativity and long-term growth. He also sees training as a core responsibility. New employees follow a structured two-month onboarding program, led by a combination of managers, HR, and himself. Observational learning is built in, with new staff shadowing client and candidate meetings across teams. His goal is not only skill-building but also early immersion into the company's values and standards. Duncan is deeply attuned to cultural and demographic shifts. He's pragmatic about Japan's aging and shrinking workforce and the limited pool of bilingual professionals. Rather than resist these constraints, he adapts by hiring internationally minded Japanese staff and experienced recruiters from other firms, and by setting realistic expectations for new leaders entering the Japanese market. His definition of leadership centers on inspiring, guiding, and empowering people toward a shared goal. He believes that leaders must earn trust and encourage followership—not through command, but through empathy, clarity, and inclusion. For foreign leaders new to Japan, his advice is to avoid trying to impose outside systems without first understanding the local context, to invest time in building trust and communication channels, and to respect the nuance behind why things are done a certain way. In Duncan's experience, leading in Japan requires humility, patience, and a commitment to listen before acting.      

We know the increasing use of vapes among teens is an issue we should be concerned about. But when vapes first appeared on the scene, they were largely portrayed as being much safer than cigarettes and experts fear that may have led people to underestimate the risks they pose. Jennifer speaks with Dr Rania Ayat Hawayek, Specialist Paediatrician and the Medical Director at Circle Care Clinic to know the realities of those risks. Meanwhile, a new survey by recruitment firm Robert Walters has revealed a rise in employee turnover here in the UAE - with delays in salary hikes for professionals and white-collar employees cited as taking a toll on workforce stability. While over in the UK, a new government proposal to reduce pay inequality promises, or threatens, to force the publication of information about worker's salaries that would previously have been known only to managers. Does it help make work feel fairer for employees? Or can it also lead to internal conflict and limit flexibility for recruiters and managers? Toby Simpson, Managing Director, Global Head of Executive Search and Lucy D’Abo, Founder of Together workplace culture consultancy discuss. And the region's first Female Majlis on health equity will be aiming to shine a spotlight on a frightening truth: women are diagnosed with disease later, suffer for longer, but often remain unheard in the healthcare system. Jennifer is joined by the event's host, Christina Ioannidis.See omnystudio.com/listener for privacy information.

Savoir prendre des décisions, communiquer, encourager l'innovation et la créativité, déléguer, fédérer son équipe... Cette liste non exhaustive énumère les qualités d'un bon manager. Pourtant, certains managers semblent parvenir au sommet de la hiérarchie sans en avoir aucune. Ce phénomène a même un nom aux racines grecques, la «kakistocratie», que l'on pourrait traduire par «la direction par les incompétents». Un management par le pire qui a de multiples manifestations et de nombreuses conséquences au sein des organisations. Car l'incompétence des chefs se répercutent inévitablement sur leurs collaborateurs : surcharge de travail pour compenser, perte de confiance, frustration, manque de motivation...D'un autre côté, le poste de manager semble faire de moins en moins rêver. Selon une étude du cabinet anglais Robert Walters, publié en 2024, 52% de la génération Z (15-30 ans) ne veut pas être manager. Une tendance qui pourrait peut-être expliquer la mise en place de ces «kakistocraties», car si les bons éléments ne veulent pas diriger, il ne restera que les médiocres... Comment faire revenir la compétence au sommet ? Et comment parvenir à dialoguer avec sa direction même quand elle a des lacunes ?   Avec :►Gaël Chatelain-Berry, écrivain et podcasteur. Auteur de Mon boss est nul mais je le soigne ! Comment transformer le pire patron en manager bienveillant (First, 2025). Créateur du podcast Happy work sur le bien-être au travail. ►Isabelle Barth, professeure agrégée de l'Université de Strasbourg en Science de gestion, chercheuse en science du Management, conférencière et autrice de La Kakistocratie ou le pouvoir des pires (Éditions EMS, 2024).  Programmation musicale :Jahkasa - KakistrocratieKazy Lambist et Lulu Gainsbourg - L'Intranquillité.  

Savoir prendre des décisions, communiquer, encourager l'innovation et la créativité, déléguer, fédérer son équipe... Cette liste non exhaustive énumère les qualités d'un bon manager. Pourtant, certains managers semblent parvenir au sommet de la hiérarchie sans en avoir aucune. Ce phénomène a même un nom aux racines grecques, la «kakistocratie», que l'on pourrait traduire par «la direction par les incompétents». Un management par le pire qui a de multiples manifestations et de nombreuses conséquences au sein des organisations. Car l'incompétence des chefs se répercutent inévitablement sur leurs collaborateurs : surcharge de travail pour compenser, perte de confiance, frustration, manque de motivation...D'un autre côté, le poste de manager semble faire de moins en moins rêver. Selon une étude du cabinet anglais Robert Walters, publié en 2024, 52% de la génération Z (15-30 ans) ne veut pas être manager. Une tendance qui pourrait peut-être expliquer la mise en place de ces «kakistocraties», car si les bons éléments ne veulent pas diriger, il ne restera que les médiocres... Comment faire revenir la compétence au sommet ? Et comment parvenir à dialoguer avec sa direction même quand elle a des lacunes ?   Avec :►Gaël Chatelain-Berry, écrivain et podcasteur. Auteur de Mon boss est nul mais je le soigne ! Comment transformer le pire patron en manager bienveillant (First, 2025). Créateur du podcast Happy work sur le bien-être au travail. ►Isabelle Barth, professeure agrégée de l'Université de Strasbourg en Science de gestion, chercheuse en science du Management, conférencière et autrice de La Kakistocratie ou le pouvoir des pires (Éditions EMS, 2024).  Programmation musicale :Jahkasa - KakistrocratieKazy Lambist et Lulu Gainsbourg - L'Intranquillité.  

On this episode of the podcast we talked to Robert Walters aka Rob Bob. We talked To Rob Bob about getting into the scene and his history of bands. Rob Bob has been in bands such as Resist Control, Rotten Fruit of Terrorism , Slit Throat and more. We talked to RobBob about his record label Midget Room Records. We explored a bunch of other topics as well! Fun Fact: Rob Bob was the first editor of the NCS Podcast!Episode Music is "Ideas Not Politics" by Resist Control

On this episode of the podcast we talked to Robert Walters aka Rob Bob. We talked To Rob Bob about getting into the scene and his history of bands. Rob Bob has been in bands such as Resist Control, Rotten Fruit of Terrorism , Slit Throat and more. We talked to RobBob about his record label Midget Room Records. We explored a bunch of other topics as well! Fun Fact: Rob Bob was the first editor of the NCS Podcast!Episode Music is "Ideas Not Politics" by Resist Control

Starting a family is one of the most exciting moments in life. But for so many people, the reality comes with unexpected hurdles — whether it's struggling with fertility, figuring out what benefits your job actually offers, or realizing, too late, that your employer doesn't provide much support at all.` Fertility issues are more common than ever, and the cost of treatments like IVF is sky-high. That means fertility benefits, paternity leave, parental support, and family-friendly policies are becoming make-or-break factors for many job seekers. In this episode we speak with Jenna Glover, chief clinical officer at Headspace, who shares some of the challenges she and her wife had on their own fertility journey, and in navigating company benefits, and what a bad maternity policy looks like. We also speak with Cisco's chief people officer Kelly Jones on why offering employers tens of thousands of dollars in fertility support is an ROI no-brainer. And we speak with Sean Puddle, managing director for North America at talent search firm Robert Walters, on the real costs businesses face when they have to replace talent, after mothers exit the workforce.

Why are some Singapore companies willing to bear the expense to implement pet-care leave as a form of benefit? Synopsis: Every month, The Straits Times takes a hard look at Singapore's social issues of the day with guests. While fewer people are keen on having children, more are becoming pet owners, based on statistics from the Animal and Veterinary Service and an Euromonitor International report. But what happens if you have a full-time job and your pet is sick? Instead of requiring their employees to take urgent leave, some firms in Singapore have begun rolling out pet care leave, for "pawrents" who need to take their furkids to the vet. Only a small number of firms have started implementing it, but the response from employees has so far been overwhelmingly positive. In this episode, ST assistant podcast editor Lynda Hong and her co-host - journalist Aqil Hamzah - ask their two guests whether having a separate leave category the caring of pets is ultimately a good thing, and whether it’d affect the morale of those without pets. The two guests are: Emilyn Ang, founder of public relations and marketing agency Brave Communications, which provides three days of “pawrental” leave a year; and Diane Lee, a senior HR business partner for South-east Asia at recruitment firm Robert Walters. Highlights (click/tap above): 01:34 Considerations behind implementing pet care leave 06:45 Advantages of having pet care leave 09:12 Why employees with no pets shouldn’t feel resentment 14:30 Leave days as an expense, and how firms can balance out the cost 17:30 Are more Singapore firms ready to roll out pet care leave Read ST's Opinion section: https://str.sg/w7sH Read Aqil Hamzah’s articles: https://str.sg/Cc85 Hosts: Lynda Hong (lyndahong@sph.com.sg) and Aqil Hamzah Produced and edited by: Hadyu Rahim Executive producer: Ernest Luis Follow In Your Opinion Podcast here and get notified for new episode drops: Channel: https://str.sg/w7Qt Apple Podcasts: https://str.sg/wukb Spotify: https://str.sg/w7sV Feedback to: podcast@sph.com.sg --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 ST Podcast website: http://str.sg/stpodcasts ST Podcasts YouTube: https://str.sg/4Vwsa --- Get The Straits Times' app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX --- #inyouropinionSee omnystudio.com/listener for privacy information.

Few people have established the credibility and connections that Jessica Hamilton has when it comes to recruiting in the financial crime space. Jess is the go-to recruiter in London for financial crime roles, with over a decade of experience partnering with clients to build out their teams. In our conversation, Jess shares the fascinating story of how a discussion in a pub first got her interested in specializing in financial crime recruitment. She went on to launch and build highly successful teams, first at Robert Walters, then Investigo where she led the top-performing financial services recruitment team globally. Recently, Jess took her career to the next level by launching her own firm, FincSelect, with business partner Ian Christie. Jess reveals the keys to her success, including focusing on being a trusted advisor, not just a transactional recruiter. Her "soft sell" marketing approach, sharing valuable insights and building real relationships, has made her the recruiter of choice in her market.   Episode Outline and Highlights   [02:24] How Jess got into recruiting marketing roles to Financial Crime. [07:16] Key factors in building the biggest billing desk in Investigo. [12:58] Discussion of Jess's power phrases: “The placement is the prize, not the program” & “The art of the soft sell” [16:15] Becoming a credible thought leader through LinkedIn. [24:36] How panels and other platforms can help establish your expertise in your niche community. [32:09] Video phone calls and LinkedIn messaging to get a “larger surface of luck.” [40:28] Doing BD daily - Jess shares their best practice. [43:45] How to drive and use referrals from clients and candidates as a primary metric. [53:25] Navigating work-life integration by prioritizing and being task-focused.   Nuggets of Wisdom from Jess   Jess shared insightful perspectives on her recruitment cadence and approach in our conversation. Below are the power phrases she shared that I am sure will resonate well to recruiters and business owners, both new and tenured:    "The placement is the prize, not the program"   Jessica stresses the importance of focusing on long-term outcomes rather than immediate successes. In her experience, success in recruitment comes from investing time and effort into understanding the market deeply, building expertise, and creating value for clients beyond merely filling roles.    "The art of the soft sell":   Jessica highlights the effectiveness of positioning oneself as a knowledgeable consultant rather than a traditional recruiter. She builds trust and credibility by demonstrating expertise, being genuinely curious, and consistently engaging with the market (e.g., hosting events, having insightful conversations, and creating content on LinkedIn). This approach fosters a natural demand for her services, emphasizing the value of being seen as an advisor who shapes team structures and strategies.   Using Referral as a Metric to Drive Growth   Another interesting approach shared by Jess is how they use referrals as a primary metric. She has created a sustainable practice by prioritizing the quality of relationships that generate ongoing referrals. Some key strategies she shared for building a referral-based business are outlined below: Tracking all referral sources meticulously in your CRM Using brief, personal outreach messages focused on relationship-building Leveraging WhatsApp (desktop) for efficient communication management Building strategic partnerships with complementary businesses Always asking for referrals in every conversation Treating candidates and clients with equal importance Focus on authentic relationships over formal referral schemes "How can you decide if you're the best if no one's referring you?" This mindset has enabled Jessica to build a business where quality relationships drive consistent growth rather than relying solely on direct business development efforts.   Brand Development as the new “BD” in Recruitment One of the most important takeaways from Jessica's approach is how she redefines BD—not as "business development," but as "brand development." Instead of relying solely on the usual cold calls and sales tactics, Jessica has carved out a thriving niche by positioning herself as a thought leader in financial crime recruitment. Her strategy shows that by consistently building your personal and professional brand, you can create a steady flow of inbound opportunities.   Some strategies she implements are as follows: Posting consistently on LinkedIn (3x weekly) between 10 am-4 pm Tuesday-Friday Sponsoring strategic industry events as the sole recruitment partner  Building credibility through association with industry leaders (ex. International Compliance Association) Jessica Hamilton Bio and Contact Info  Jessica is pretty much synonymous with financial crime recruitment in London. She is the most well-known recruiter in her space and is seen as a thought leader and industry expert. She has featured in a book of financial crime compliance experts "Financial Crime Fighter - Book of Mentors", alongside many global heads of banks and industry. She speaks on industry panels and is the recruitment expert on the new ICA course for new MLROs. Jess has been recruiting for just over 10 years and created her first financial crime desk from scratch initially at Robert Walters in London, after meeting a girl in a pub who did financial crime (Jess thought the role sounded interesting) Jess then went onto replicate this at another global recruitment agency, based in London (Investigo) where within 2 years, she had built it to the top billing desk in financial services, globally.  It was at Investigo she met her business partner, Ian Christie.  After the birth of her first son, Ian approached Jess to start out on there own, and after returning from maternity leave the founded FincSelect in 2022.  Jessica on LinkedIn FincSelect website   People and Resources Mentioned Ian Christie on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

Le “conscious unbossing” est un phénomène qui touche les jeunes dans le monde du travail. Les salariés de moins de 30 ans refuseraient des postes de manager qui se traduirait par une charge de travail supplémentaire. Le cabinet de recrutement Robert Walters met en avant cette tendance dans une étude publiée en septembre 2024. Selon cette étude 69 % de la Gen Z estiment que les postes de cadre intermédiaire seraient trop stressants et peu gratifiants. Que signifie “conscious unbossing” ? Comment la crise du Covid a-t-elle changé notre vision du travail ? Quelles sont les solutions des entreprises face au “conscious unbossing” ? Écoutez la suite de cet épisode de Maintenant vous savez ! Un podcast Bababam Originals, écrit et réalisé par Hugo de l'Estrac. À écouter ensuite :  Comment reconnaître la souffrance au travail ? Qu'est-ce que la méthode AAA, qui peut vous sauver au travail ? Pourquoi certains travaillent-ils mieux dans le désordre ? Retrouvez tous les épisodes de "Maintenant vous savez". Suivez Bababam sur Instagram. Learn more about your ad choices. Visit megaphone.fm/adchoices

En nuestro episodio 423 conversamos con Alejandro Paz socio de Robert Walters, Antonio Ferreira HR Director en Epson, Hernan Sandro Directo del Hospital Alemán e Ines Olano Chief of Talent Management en BID sobre:+ Las personas son tu mayor ventaja competitiva.+ La cultura es el alma que sostiene cada estrategia.+ Conectar a los CHROs y con los CEOs.+ Invertir en bienestar es ahorrar en costos.+ El talento alineado es la base de toda innovación y crecimiento.+ El CHRO en la junta es el puente hacia una empresa más humana y rentable.Acá puedes conocer más sobre Hackers del Talento y Ricardo PinedaSuscríbete a nuestro newsletter Cartas al Talento donde reflexionamos sobre Talento Humano, el futuro del trabajo y la humanización

Jeremy Sampson, Managing Director of Robert Walters Japan, originally started his career at Hilton Hotel in Australia, before moving to Japan to teach English. He joined Robert Walters as an Associate in 2005. In 2008, Mr. Sampson became the team manager specializing in manufacturing and heavy industries, coinciding with the Global Financial Crisis.  Looking back, Mr. Sampson thinks of this difficult time as a “year of learning” in which he worked to instil “great habits, great processes, and great discipline.” This put his team in a strong position when the market rebounded in 2010, making them one of the highest performing teams among all offices in Japan. During this time, Mr. Sampson explains how he learned the importance of being a leader that leads by example, working hard and setting clear expectations to earn the trust of his employees. He says: “if you're doing the same things that you're asking others to do, I think that is quite powerful and impacts people…[to] follow suit.” He also explains the power of accountability: “I think when people know that you would be checking in to see how something went, it creates accountability and there's more responsibility to do what's asked.” To grow his team and organization, Mr. Sampson worked to further specialize in the manufacturing, chemical and energy industries. The division grew from 20 people to over 50 people by 2018, at which point Mr. Sampson had become Managing Director. In managing a larger team, Mr. Sampson talks about learning to lead through other people, welcoming feedback, and being consistent with his communication to ensure it reaches all levels of the organization. To make this possible, Mr. Sampson takes part in all first day training for new hires and communicates his leadership principles throughout the induction training process. He also has coffee with the new employees in small groups after their first month to check in with them and reinforce the organizational values. The company also has offsite meetings to have brainstorming and feedback sessions, which Mr. Sampson and the other directors review at a later time.   In retaining his employees, Mr. Sampson sticks to his simple philosophy of “hiring good people, developing them well and keeping them happy.” This not only includes financial rewards and promotions but being a genuine leader that provides a caring work culture. Mr. Sampson constantly communicates to his employees how he is there to help them in their careers and develop their skills, providing necessary training. As a result, Robert Walters has been ranked 16th in the Great Place To Work Institute Japan ranking in 2019, winning the best company award. When explaining how he keeps his employees happy, Mr. Sampson claims, “it's the simple fun things from company parties to drinks on a Friday afternoon, [as well as] actual initiatives.” For example, the organization has a voluntary wellness committee that plans activities related to health and wellbeing.  For newcomers to Japan, he advises them to learn the Japanese culture and landscape first. Secondly, building trust and engagement among employees especially during a time of labour and talent shortage. Lastly, he highly recommends building a networking in Japan's international business community, which he assures is very welcoming.

To some, it seems that kids these days just don't want to work. Australian Gen Z's have been labelled as ‘arrogant' by recruiter Tammie Christofis Ballis from Realistic Careers, saying their expectations are leaving a “bad taste” in bosses' mouths. Ballis claims kids have told her they won't get out of bed for anything less than $100,000. Jane Lowney, Senior Director of Robert Walters Brisbane, told Mike Hosking that the belief is a little bit harsh. She says that when they surveyed 5000 workers across Australia and New Zealand, the sentiment was broadly the same regardless of the way you sliced it. “I think the whole workforce is looking for things that are, you know, pretty aligned: salary, career progression, work-life balance.” LISTEN ABOVE See omnystudio.com/listener for privacy information.

70% of Irish professionals state that the current workweek doesn't suit them that's according to talent solutions firm Robert Walters. Is the conventional 40-hour workweek is falling out of favour? We ask Peter Cosgrove, Managing Director at Futurewise.

n the latest episode of the Recruiter Startup Podcast, Gareth McGlynn, a longtime friend and recruitment colleague, takes over the mic to interview our host, Dualta Doherty. They explore Dualta's journey from his early days at Robert Walters in Perth to his move to Calgary, discussing how these experiences shaped his approach to business and entrepreneurship. This candid conversation delves into the real-life ups and downs of building a career, offering valuable insights for anyone navigating their own path in the recruitment industry.

15 Aug 2024. Over half would reject or rethink a job offer based on the company's boss, we speak to the company behind that research, Robert Walters. Plus, insurance company Watania International Holding swung back into profit in H1, from a loss the year before - despite the April rains. CEO Gautam Datta joins us live. And, we discuss the UAE's latest federal decree on domestic workers and the emerging trend of ‘hush vacations' in remote work with employment lawyer, Michael Chattle, Pinsent Masons.See omnystudio.com/listener for privacy information.

Have you ever had bad day at work and retaliated by going home and firing off multiple applications to new jobs in a fit of rage? You're not alone!A recent study by recruitment specialists Robert Walters found 65% of surveyed Australian professionals admitted to taking part in the trend, with toxic workplace culture, poor work life balance and an unmanageable workload to blame! In the U.S, 67% of professionals admitted to having been a rage applier in the past 6 months.In this week's episode, Sarah and Emma discuss the pro's and con's of rage applying (hint: sometimes it can be the catalyst you need to improve your situation!)

On this week's show, Oscar Orellana-Hyder, the Founder of Cordell Partners, shares his journey from being a sceptic of personal branding on LinkedIn to building a successful recruitment agency in the UAE.I've worked with Oscar since 2021. He was a Hoxo client whilst working for Robert Walters.He went from someone who thought that using LinkedIn was complete nonsense and was billing £350k per year using only traditional methods, to doubling this within 12 months! All through 100% inbound business, generated via his LinkedIn personal brand.In late 2023, he decided that he finally had the skills and the confidence to launch his own agency. And his personal brand is still generating business all over the region. If you're really interested in finding out how a personal brand on LinkedIn can actually pay dividends in terms of revenue, you've got to listen to this episode.TakeawaysPersonal branding on LinkedIn can have a significant impact on revenue and business growth – when done rightLiving and working in the UAE and how the region values family The value of niche recruitment markets and how to build deeper client relationships with key decision-makersFocusing on quality over quantity in the mission to build a reputable and ethical recruitment agency The realities of building a business from nothing in the UAE, how to navigate administrative challenges, and cultivating a strong network of local partners Finding self-sufficient people to help grow your teamLearning and connecting as part of a communityEmbracing change in dynamic and transient regionsChapters00:00 Introduction to The RAG Podcast and Cordell Partners01:28 Oscar's transformation and launching Cordell Partners02:52 The name and vision of Cordell Partners03:49 The importance of family in the UAE05:41 The influence of family ethics in business07:34 The niche market of investment recruitment09:59 Transitioning from corporate recruitment to niche market11:24 The decision to move to Dubai13:20 The impact of personal branding on revenue16:14 Joining Robert Walters and focusing on Abu Dhabi19:57 The impact of The RAG Podcast and LinkedIn26:14 The catalyst for starting Cordell Partners38:11 Setting up Cordell Partners and the vision for the future45:15 Building businesses from nothing45:42 Growing the team46:41 Finding self-sufficient people47:11 Value of being part of a community48:08 Future plans and retirement49:35 Expanding to other regions50:05 Identity and accents in the region51:01 Embracing change and transient nature51:28 Infrastructure challenges52:25 Living in a transient place53:19 Future business goals54:16 Importance of commitment to the region55:37 Exploring other countries in the region56:04 Openness to answering questions and helping others56:56 Sponsor message: Hoxo__________________________________________Hoxo MessageReady to find 25+ warm leads within 7 days on LinkedIn?As a recruiter, most of the working day is spent chasing people via cold outreach on LinkedIn.This method is super time-consuming and most people don't reply because they simply don't know or trust you.But it can be different...If you follow the process in this document you will hack the LinkedIn Algorithm in just 15 minutes per day and drive warm leads whenever you want them.A warm lead is a person who you can 100% guarantee knows who you are, and what you do

On this week's show, I'm joined by Jonathan Berry, the director of the Middle East region for Robert Walters Group.I've known him for five years and have been working with him for four years. Jonathan was the first staff member at Robert Walters to join my bootcamp. And I'm now working with over 700 recruiters across the Group. Jonathan came to Dubai after working for Robert Walters in Sydney, and is now running the business in the region. In this episode, he shares his journey from being a lawyer to transitioning into recruitment and building a successful recruitment desk in Dubai. Jonathan discusses the challenges and opportunities of working in the Middle East market and the impact of COVID-19 on recruitment. We also reflect on his leadership role and the importance of personal branding in his success so far. Jonathan explains how LinkedIn has translated into revenue and emphasises the need for a long-term strategy rather than a short-term focus. TakeawaysTransitioning from law to recruitment requires adaptability and a willingness to learn new skills.Building a successful recruitment desk in Dubai involves strategic hiring, building client relationships, and understanding the local market.The COVID-19 pandemic significantly impacted recruitment in Dubai, with many jobs being put on hold or canceled.Effective leadership involves trust, clear communication, and the ability to motivate and support team members.Personal branding is essential for recruiters to establish credibility and attract clients and candidates. LinkedIn provides value by building connections based on shared interests.Consistent messaging and content creation on LinkedIn can lead to revenue generation.A long-term strategy on LinkedIn is more effective than a short-term focus (Consistency is key) LinkedIn can help you get in the room with potential clients and candidates – and keep you there!Cultural inclusivity and motivation are important aspects of building and managing teams.The Middle East offers exciting growth opportunities for recruitment agencies.Consider the balance between personal and professional life when making career decisions.Being an intrapreneur within a company like RW can provide support and resources for growth.A great guy with a refreshing approach to recruitment – take notes, as this is super valuable! __________________________________________Episode Sponsor: UntappedSafe to say, last year was tricky for the recruitment sector globally. Many have had to operate through uncertain times, making tough calls and streamlining where possible.However, accessing lower-cost resources internationally has proven to be the 2023 cheat code for business performance. But anyone who has tried it knows it's not easy to get right. That's where Untapped comes in. Untapped is one of the hottest companies in the market right now, helping agencies in the UK, US, Middle East and Australia transition to the new world, leverage elite remote individuals and even build whole offshore sourcing and recruiting teams. They source from the most exciting talent pools on the planet for recruitment staff and embed elite talent into your company to improve diversity, productivity and the cost of your teams. Your UK team will also love the help with some of the repetitive, time-consuming work that lands on their desk, improving their job satisfaction. They put around 3000 candidates per month through an intense 4-stage interview and online testing process to find the top 1% and secure these people roles in UK agencies doing research,...

Concerned about Inflation?Amritpal Singh, President of Field Ops at Multiplier Technologies, shares his company's mission to reduce wage inflation for organizations because……wages are eating profits.This issue has been on the radar for the Fortune 1000 companies for years, and now it's damaging the bottom line for mid and small sized organizations. Amitpal shares the tools his company provides to make offshoring more accessible so labor costs don't limit growth.Multiplier is a 3 year old start-up from Singapore, growing at 100% per year growth with a team of 400 people spread across 50 countries. They enable companies to manage payroll and compliance for international teams. They also facilitate international hiring without companies having to establish local legal entities.Amritpal originally started at KPMG London as an auditor then moved to consulting with Robert Walters and Korn Ferry prior to setting up Multiplier.LinkedIn Profile https://www.linkedin.com/in/acasingh/Company Link: https://www.usemultiplier.com/What You'll Discover in this Episode:A Personal Journey from Auditor to Consultant to Tech Entrepreneur.The Fix for “Wage Inflation”.How You can Solve a Talent Shortage.The Hottest Offshoring Region for the Next Decade.How to Instill Resilience in Your Team.-----Connect with the Host, #1 bestselling author Ben FanningSpeaking and Training inquiresSubscribe to my Youtube channelLinkedInInstagramTwitter

It's 1971 and you're at a Groovy Guy Contest. There, you set your eyes on Jimmy Hughes. Hughes would go on to win the contest and become a sought after model during the early part of the 1970's before being entangled in rape and kidnapping charges that would landed him in jail in 1974.When a feature film becomes a massive box office hit, it has the capacity of shifting the cultural landscape, putting its finger on the pulse of the day and age. And it will almost inevitably assure that a hardcore porn film parody will soon follow. Greek Lightning may just be one of the first erotic film parodies in history. But just who was the director of the 1972 gay erotic film Greek Lightning?  Robert Walters? Ken Albert?  Robert Stephens? The answer is all of them, because iconic filmmaker Scott Masters, who founded Studio 2000 and Nova Films used all of those names during his long career in gay adult entertainment. In this episode, we will celebrate Scott Masters, a guerrilla filmmaker and director who began his career in the adult industry pushing the boundaries of full frontal male nudity his film Greek Lightning, a gay porn that was meant to be a hardcore take off of The French Connection,. And Lastly, we will take a look at the short but fascinating modeling career of Jimmy Hughes, a golden age performer who achieved star status during the early to mid 70's before it all came crashing down amidst several sex crimes. Support the show