Managers in organisations often say they want agility, creativity, and lifelong learners. But most hiring systems are optimised for the opposite—rigidity, repetition, and resemblance. The result? A widespread failure to recognise potential, and a growing gap between organisational rhetoric and reality. The Talent Aperture Series explores this gap.
All in Talent Aperture Series
In a world of automated hiring, human discernment is vanishing. Part III of the Talent Aperture Series explores how over-reliance on algorithms compromises diversity, adaptability, and ethics. Yet through a three step process we can restore judgement as a core capability in hiring—and outlines how o
Organisations that are above average in their track record of developing leader-managers put an emphasis on creating challenging opportunities, not just for aspiring talent but for incumbent Line Managers who can too easily become stale.
Providing more structure, not less, in both the daily tasks of employees and their perceptions about career pathways, offers the strongest viable path to improved staff retention and higher team performance.
Well, I have reached the end of the 100daystooffload.com challenge and the numbers are as follows: * 100 posts in 100 Days * 44,752 words * 15 Major Topics * Most prolific
