Timo Lehne

🚀 We’re excited to unveil our latest research - our Hays Global Talent Tracker, developed in partnership with Oxford Economics - an essential resource for organisations aiming to plan their workforce with confidence. 🌍 This dynamic, interactive tool compares 35 labour markets, uncovering competitiveness, emerging skills, and fresh opportunities. It empowers you to refine sourcing strategies, anticipate market shifts, and drive smarter, data-led workforce decisions. With the tracker, you can: 🗺️ Analyse 35 countries 🔍 Dive into 5 strategic pillars 💡 Enhance workforce planning with actionable insights For those focused on the UK, our comprehensive deep-dive report provides a detailed analysis of the labour market’s challenges and opportunities. Insights from our UK report have already garnered coverage across major outlets this week including The Independent, City AM, and The Telegraph. Explore the future of workforce planning today: 👉 https://lnkd.in/g3AYSpFS

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The future of tech talent is already taking shape. ManpowerGroup’s IT World of Work 2025 Outlook is now live, offering a global lens on how emerging technologies, evolving talent models, and leadership priorities are reshaping the IT workforce. From AI and machine learning to cybersecurity, cloud, and blockchain, the pace of change is unprecedented. As hybrid models, borderless talent, and the gig economy gain ground, IT leaders are being called to rethink how we attract, engage, and retain critical talent. This report highlights: 🔹 The top technology trends defining 2025 🔹 What’s rising to the top of the #CIO agenda 🔹 How both employers and professionals can stay ahead of disruption 📘 Read the full report here: https://lnkd.in/dvE9vmDs   #TalentStrategy #TechTalent #FutureOfWork #ITLeadership #ManpowerGroupIndia

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Positive recruitment news stories (part 2): 🔹Korn Ferry fee revenue up 4% with boost from Executive Search 🔹Norman Broadbent Plc H1 revenue rises 47%, net fee income up 🔹NES Fircroft full-year revenue rises 12.3% 🔹Heidrick & Struggles Q2 2025 +14% revenue YoY, strong profitability 🔹Staffline Recruitment Limited: H1 2025 revenue +8.7% (OP +54%) 🔹Empresaria Group plc returns to NFI growth (+55% CC LFL)

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In a world that doesn't stop moving, static workforce data won't keep you ahead. Today we launched the Hays Global Talent Tracker in partnership with Oxford Economics, a new tool that compares 35 labour markets across five critical decision-making pillars: value, participation, skills development, market flexibility and innovation. Whether you're looking to optimise cost, unlock innovation or build long-term resilience, our latest insights highlight the markets that will move you forward. The results? The Tracker may challenge your assumptions: - India ranks last overall, but shows huge promise as a hub for co-creation. - Germany's industrial backbone is shifting - and the skills it needs are changing fast. - Japan tops the index, yet faces deep structural challenges. - Portugal punches above its weight, with a thriving tech ecosystem. - The UK remains a strong labour market, but it's struggling to keep pace. The perfect labour market doesn't exist. Our research showcases strengths and vulnerabilities in every country we analysed, from innovation hubs to cost-effective talent networks. But the smartest organisations aren't chasing perfection. They're building talent strategies that match momentum, aligning workforce decisions to where skills are being built, retained and scaled. The Tracker is your essential resource for navigating this complexity. And it's built for action. You can personalise your searches, unlock data-driven snapshots of key markets and share insights with your team - all in just a few clicks. As leaders, it’s not just about where you could go next, it’s about rethinking the markets you’re already in. Where is momentum building - and where is it stalling? Start exploring: https://lnkd.in/eNPC-3hJ #HaysGlobalTalentTracker #WorkforceStrategy #Hays

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🌍To mark UN Global Goals Week, I’m proud to share our 2025 Local Sustainability Initiatives Report, a reflection of how our teams across Randstad are translating purpose into action. This year’s report shows what happens when we put people at the heart of sustainability, including amongst many examples: ✅ Across the globe, Randstad has already connected 35,000 refugees to jobs and training ✅ In the Netherlands, we’re supporting the ambition to increase employment for people with disabilities. ✅ In Sweden, we’re helping staff a major new green-steel facility, contributing to industrial decarbonization and inclusive hiring. These are just a few of the 100+ local programs that are advancing our pillars: promoting a fair labor market, fostering equity at work, and supporting the green transition. I’m incredibly proud of the real-world impact our colleagues are making, and the talent we empower every day. 📘 Read the full report here: https://lnkd.in/ef39F3kf #TogetherForTheSDGs

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Organisations are turning to interim executives not just to fill gaps—but to lead transformation. Recent data from the Watermark Search International Interim Executive Survey 2025 tells a powerful story: 👉 31% of interim executives are engaged in business transformation roles 👉 24% focus on finance, with interim CFOs -strategic value creators 👉 20% are placed in COO roles, driving operational agility 👉 26% of all interim assignments are CEO level ➡️ Download Survey here: https://lnkd.in/g6ugtQcf 💡 Why is this happening? 1. Speed of Change Requires Immediate Expertise Organisations face constant disruption—from technology, regulation, market shifts, and geopolitical factors. Interim executives bring immediate, high-level expertise without the long lead time of permanent hires. 2. Strategic, Not Just Tactical Interim leaders are no longer just “gap fillers.” They’re being placed in CEO, CFO, COO, and transformation roles—positions that shape strategy, culture, and outcomes. 3. Flexibility Without Compromise Interim executives offer flexibility—they can be deployed quickly, scaled up or down, and are often more cost-effective than permanent hires. Yet they bring board-level experience, making them ideal for high-stakes situations. 4. Talent Scarcity and Leadership Gaps With leadership talent in short supply, especially in transformation and finance, interim executives help organisations bridge gaps without losing momentum. 5. A New Career Model Many senior professionals now choose interim work for its variety, impact, and autonomy. This has created a rich pool of talent that organisations can tap into for mission-critical roles. Sydney: Caroline McAuliffe Alex Brown Pip Westhoff Grace Atkinson Melbourne: Jacinta Whelan Donna B. Francesca Conquest #InterimLeadership #ExecutiveTalent #BusinessTransformation #StrategicLeadership #InterimExecutives #LeadershipAgility #CFOLeadership #COORoles #CEOInterim #TransformationLeadership #LeadershipTrends #FutureOfWork #OrganisationalChange #LeadershipStrategy #PortfolioCareer #ExecutiveTransition #StrategicTransformation #FractionalLeadership #CLevelTalent #FinanceLeadership #COORoles #ExecutiveSuperpowers #AgileLeadership #ValueProposition #LeadershipImpact #WatermarkSearch

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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