All healthy relationships are built on a foundation of trust. Employment relationships are no different.

Looking beyond talent attraction, if you want to engage and retain the best people, you’ll need to make trust part of your work culture. When you get it right, you’ll lead a team of people who feel valued and are willing to go the extra mile for your organisation.

So what is trust at work? How does it influence loyalty? And what can you do as an employer to make a trust a pillar of your leadership policy? Let’s find out.

All healthy relationships are built on a foundation of trust. Employment relationships are no different.

Looking beyond talent attraction, if you want to engage and retain the best people, you’ll need to make trust part of your work culture. When you get it right, you’ll lead a team of people who feel valued and are willing to go the extra mile for your organisation.

So what is trust at work? How does it influence loyalty? And what can you do as an employer to make a trust a pillar of your leadership policy? Let’s find out.

All healthy relationships are built on a foundation of trust. Employment relationships are no different.

Looking beyond talent attraction, if you want to engage and retain the best people, you’ll need to make trust part of your work culture. When you get it right, you’ll lead a team of people who feel valued and are willing to go the extra mile for your organisation.

So what is trust at work? How does it influence loyalty? And what can you do as an employer to make a trust a pillar of your leadership policy? Let’s find out.

The age of video marketing has arrived, with 91% of consumers wanting to see more video content from brands they care about.

If we remember that talent are consumers,we can see that the evolution of video marketing means big changes are in store for the way we approach talent attraction and recruitment.

Already, VideoMyJob’s State of Video in Talent 2021 report found that 68% of survey respondents use video as part of their recruitment strategy. A further 21% have plans to incorporate video content in the future.

So how does video marketing work in a recruitment context, and how can you use it to attract top talent to your organisation?

Did you know that 70% of variance in team engagement is based on leadership?

Effective leadership can make or break your organisation, affecting every stage of the employee lifecycle and greatly influencing the success of your talent strategy. While poor leadership can trigger an uptick in employee turnover, good leaders encourage people to stay.

According to The Information, the Twitter workforce shrunk by at least 70% since Elon Musk took over in October 2022, with further job cuts made in February. This follows news about other global corporations making large cuts, including Google, Microsoft and Amazon.

Many affected workers turn to social media to complain about the poorly managed way in which they were laid off. Business Insider shared a Twitter post from former employee Martijn Kuijper, who founded the Revue newsletter publishing platform bought by Twitter in January 2021.

Equality in the workplace is an age-old discussion. For most of us, it’s outdated.

The theme for International Women’s Day this year is embracing equity.

Not equality, equity.

This theme says equal opportunity is not enough.

Recruitment is marketing. Strategic content can help shape your employer brand and engage, retain and attract top talent.

LinkedIn’s Employer Brand Statistics revealed that 75% of job seekers consider an organisation’s employer brand before they apply for a job. Committing to an organisation is an important decision, and people want to know exactly what kind of workplace you have, what your culture is like and how you operate on a day-to-day basis.

Potential employees want to know about your people, including what they do and what they think about their work. Glassdoor research states that consumers consider an employee’s voice as three times more credible than a CEO’s.

The world’s biggest four-day work week trial has ended.

I’ve been following the conversation for years and have come to realise that it’s not about the days spent working. It’s about personalisation.

The six-month trial, conducted by not-for-profit groups 4 Day Week Global and 4 Day Week UK Campaign, was initiated as a result of workplaces struggling with pandemic burnout and the great resignation phenomenon.

Some people believe that life happens in seven-year cycles. I don’t know if this is true (and I don’t follow astrology), but the Heart business began seven years ago as Heart Recruitment and we’re now entering a new chapter.

Once upon a time, we could catagorise our lives in the most simplistic of ways. There was work life and personal life.

In today’s modern landscape, those boundaries are a little more blurred. Work boundaries have the potential to disrupt personal boundaries, which is not so good if life becomes all work, no play.

As an employer, there may come a time when you believe you’ve made the wrong hiring decision. But shifting your mindset may change your thinking. You might need to dig a little deeper to discover that your new employee is exactly what your team needs.

People are unpredictable, and when it comes to recruitment, you can’t control everything.

There’s only so much screening and process that will help you establish whether someone is a good fit for a role.

Accept that you might need to be flexible and change your plan in order to achieve the best outcome. With an open mind, you can turn a wrong hire into the right choice.

When considering a new job, 62% of job seekers use social media to evaluate organisations. Like it or not, social media is powerful.

It’s no secret that attracting top talent requires more than a job description and posting an ad.

Recruitment is marketing. Attracting the right people involves proactive management of your digital presence. Today’s job seeker is digitally-savvy, so employer brands need to show up where people spend time online, not just on job boards.

Hybrid work can mean a lot of things to different people, but what actually works?

What may suit you as the employer may not always work for your people, and what if everyone in your team wants something different?

Today's employees expect more flexibility and more options, and post-pandemic activity has proven that there is no right answer.