The boundary between work and regular life is disappearing, causing more stress and burnout among white-collar workers who continue to work from home partially. “That’s why it’s vital for your employees to keep track of work time”, says Peter s’Jongers, CEO at Protime. “A simple concept to maintain or restore balance.”

As hybrid workforces are booming, it has become clear that we need more HR technological solutions. “Things appear to be moving”, says Stephen Ousley, Portfolio Manager at SD Worx. “But we need to beware of blind digitalisation. HR tech’s main goal should be to make your employees’ work easier while freeing up time for meaningful human interactions.”

With the war for talent raging on, more and more companies are prioritising internal mobility. Still, many of them fail to deliver. “From reluctant managers to poor data management, there’s often more than one hurdle to overcome”, says Alice Tranchant, co-founder of huapii. “The good news: a talent marketplace can get things moving – literally.”

As HR teams are ramping up conversations about employee well-being, the aspect of social wellness is popping up more and more. Now, social well-being is no longer just a trend or buzzword but an equally important pillar of well-being - alongside physical, mental, financial and cultural welfare. But what is it really, and how can you implement it effectively? Keep reading to learn more!

European companies are focusing primarily on employee wellbeing to become an employer of choice. ‘To succeed, a holistic approach is essential,’ says Lorenzo Andolfi, HR Research & Intelligence at SD Worx. ‘And that means targeting the 7 pillars of wellbeing.

Sourcing, attracting, assessing, recruiting, engaging and retaining the absolute best people have never been more crucial to organisations. However, with many changes to the world of recruitment over the past few years, today’s talent acquisition leaders must gear up for another big change: the incoming generations. Keep reading to learn how to reshape your job advertising strategies to attract the next generation of talent successfully.

With so many companies struggling to fill their vacancies, one would expect them to scour all possible touchpoints with employees to become more attractive. However, this isn’t the case for the majority of European companies. ‘A major opportunity lost’, says Veerle Coffé, Marketing and Communications Director at SD Worx Staffing Solutions Belgium.

When done right, career development conversations can be a powerful tool that boosts the overall employee experience. However, some misconceptions may prevent your organisation from harnessing the full power of this key driver. Below, we’ve untangled 6 common myths associated with career development sessions.

Why AI is the next wave of HR recruitment?

The life of a recruiter is not an easy one tending to sway from feast to famine quicker than you can say ‘CV’. Throw in increasing pressure to find and acquire the best candidates, the labour intensive process of candidate screening and constant macro economic disruption from events like the financial crisis, Brexit and a pandemic, you start to get a picture of the challenges involved.

The challenges HR teams face have already been extensively documented. Attractive rewards, the war for talent and poor employee retention being just some of them. “There’s no panacea to these challenges”, says Nils De Bremaeker, CFO at WorxInvest. “But help is on the way from an unexpected angle: fintech can boost the added value of HR tech.”

Creating the right conditions for your staff to have long and happy careers has become more challenging than ever before. And digitalisation has made the future of some positions highly unpredictable. According to Jill Everaert, Manager SD Worx Academy at SD Worx Belgium, your best bet is to create an employee-driven learning culture, look for passion and talent in your team and foster it with a customised offering.

Core values help your company define its identity and orient its people. However, these principles aren’t always easy to instil in others, so ensuring your workers understand and follow them can be tricky. Recognition of value-driven behaviour could well be the missing link. Here are some tips to get you started.