Circle Featured in Flexa's 2026 Talent Insights Report

Wondering what talent *actually* wants in 2026? Wonder no more: Flexa's Talent Insights Report unlocks the answers. 🗝️ With nearly 100 pages of data, company case studies & actionable insights, this is one you won't want to miss (if we DO say so ourselves). And as always, it's totally free for you to download. 🙂↕️ Here's a teaser of the topics in this year's lineup: 📚 Closing the skills gap 💸 Rethinking rewards in 2026 🤖 Thriving in an AI-driven workplace 📈 What ambitious talent really wants 💜 Building purpose-led employer brands 🌈 What different employees need to thrive 🧬 Moving beyond hybrid/office/remote working PLUS, you'll get incredible insights from the companies nailing it in this ever-evolving work landscape. Companies like: ✅ TUI ✅ SAP ✅ BMT ✅ Circle ✅ Vodafone ✅ Mott MacDonald ✅ Bradshaw Advisory ✅ A.P. Moller - Maersk ✅ Peak PEO | B Corp™ ✅ Anglian Water Services ✅ Livestock Information Ltd 📌 Grab the report now: https://lnkd.in/ee8R-ewD

Optimism is high at the C-Suite level, with 95% of business leaders forecasting growth for 2026. Yet, there is a striking disconnect: only 51% of the workforce shares that confidence. In High Value Manufacturing, where precision and technical agility are paramount, this "confidence gap" isn't just a metric—it’s a structural risk to operational efficiency. The latest Randstad Advisory report, "The New Architecture of Work," outlines a critical shift for HR leaders: moving from legacy headcount forecasting to dynamic "work planning engines." For the manufacturing sector, the "So What?" is clear: To maintain a competitive edge, we must stop managing roles and start orchestrating an ecosystem of human and AI potential. Access report below. #HighValueManufacturing #FutureOfWork #Randstad #CHROInsights #WorkforcePlanning #TalentStrategy #ManufacturingLeadership

🚀 The New Architecture of Work: Bridging the Gap Between Strategy and Talent. https://lnkd.in/eu3wAViz This Randstad Advisory report reveals how leading HR executives are moving beyond legacy workforce planning models to build dynamic work planning engines. Learn how to master the shift from managing roles to orchestrating a future-ready ecosystem of human and AI potential. 🔗 Access the report here: https://lnkd.in/dcpkA2Pg

A technology company tackled a significant challenge: 25% voluntary turnover costing millions in replacement expenses. They developed a 90-day attrition forecast model, identifying key predictors like promotion delays and manager issues. Crucially, they acted on these insights, implementing targeted stay interviews and personalized development plans. The outcome? A 15% reduction in turnover within six months, translating to an impressive $3.2 million in cost savings. #EmployeeRetention #HRTech #TalentManagement #DataAnalytics #BusinessStrategy

🚀 It’s here! Today we released our brand new Randstad Workmonitor 2026. We surveyed over 27,000 talent and over 1,200 employers in 35 markets to understand what’s really driving the world of work this year. The headline? We are entering the Great Workforce Adaptation. While 95% of business leaders are forecasting growth but only just over half of talent sharing their optimism, our data shows a significant Confidence Gap that needs to be bridged. From a massive 1,587% jump in demand for AI Agent Skills to the end of the traditional career ladder, the report is packed with insights on how we can grow together. 📥 Download the full report here to see what’s shifting: https://lnkd.in/gWk7QXnW #Workmonitor2026

🚀 It’s here! Today we released our brand new Randstad Workmonitor 2026. We surveyed over 27,000 talent and over 1,200 employers in 35 markets to understand what’s really driving the world of work this year. The headline? We are entering the Great Workforce Adaptation. While 95% of business leaders are forecasting growth but only just over half of talent sharing their optimism, our data shows a significant Confidence Gap that needs to be bridged. From a massive 1,587% jump in demand for AI Agent Skills to the end of the traditional career ladder, the report is packed with insights on how we can grow together. 📥 Download the full report here to see what’s shifting: https://lnkd.in/e_ssyFbc #Workmonitor2026

🌟 Unlocking the Future of Talent Management with Workforce Analytics 🌟 In today’s rapidly changing business landscape, the field of human capital is undergoing a transformative shift. Companies are increasingly turning to workforce analytics to gain a competitive edge by leveraging data-driven insights. But how exactly is this shaping the future of talent management? Workforce analytics empowers organizations with the ability to: 👉 Informed Decision-Making – Organizations can make strategic HR decisions based on data rather than intuition, optimizing talent management processes. 📊 👉 Enhanced Employee Experience – By analyzing employee data, companies can tailor personalized career paths, boosting engagement and retention. 😊 👉 Predictive Insights – Predict future trends in recruitment and workforce needs, allowing companies to proactively address challenges. 🔮 👉 Talent Acquisition – Streamline recruiting by identifying the best candidates quickly and efficiently through data analysis. 🕵️♂️ 👉 Performance Optimization – Evaluate and enhance team performance by understanding key metrics and adjusting strategies accordingly. 🚀 As the workforce evolves, the integration of analytics in human capital strategies is no longer optional—it’s essential. Embracing this change can lead to a more agile, informed, and productive organization. Ready to harness the power of data for your talent management strategies? Let’s explore the possibilities together! #HumanCapital #WorkforceAnalytics #TalentManagement #HRTech #DataDriven #FutureOfWork #BusinessStrategy #Innovation Follow Abroadium for more such resources.

The era of the static org chart is officially over. 📊 New research published this week confirms what we're seeing across the industry: blended workforce models - combining permanent staff, expert contractors, and AI - are becoming the default operating model for competitive organisations in 2026. A few stats that stood out to us: 🔹 57% of organisations say hiring failures stem from lacking the right skills or experience 🔹 66% of business leaders now list workforce agility as a top priority 🔹 36% of businesses name access to specialist skills and cost efficiency as the #1 benefit of a blended workforce model The shift is clear: it's no longer about filling headcount - it's about accessing the right skills, at the right time. But here's the challenge most organisations aren't talking about yet: managing a blended workforce at scale is hard. Visibility, compliance, and spend control across your external talent don't come for free. The companies winning in 2026 aren't just embracing flexible talent strategies - they're building the infrastructure to manage them properly. That's exactly what we're here for. 👋 What's your biggest challenge when it comes to managing your external workforce this year? Drop it in the comments 👇 #ExternalWorkforce #ContingentWorkforce #FutureOfWork #TalentStrategy #WorkforceAgility

𝗢𝘃𝗲𝗿 𝘁𝗵𝗲 𝗹𝗮𝘀𝘁 𝟯 𝗺𝗼𝗻𝘁𝗵𝘀, 𝗜’𝘃𝗲 𝗵𝗮𝗱 𝘁𝗵𝗲 𝗽𝗿𝗶𝘃𝗶𝗹𝗲𝗴𝗲 𝗼𝗳 𝘀𝗶𝘁𝘁𝗶𝗻𝗴 𝗱𝗼𝘄𝗻 𝘄𝗶𝘁𝗵 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝟭𝟬𝟬 𝗖𝗛𝗥𝗢𝘀—𝗮𝗰𝗿𝗼𝘀𝘀 𝗰𝗼𝗳𝗳𝗲𝗲𝘀, 𝗭𝗼𝗼𝗺 𝘀𝗰𝗿𝗲𝗲𝗻𝘀, 𝗮𝗻𝗱 𝗯𝗼𝗮𝗿𝗱𝗿𝗼𝗼𝗺 𝘁𝗮𝗯𝗹𝗲𝘀. If there is one undeniable truth that echoed through almost every single conversation, it’s this: The era of HR operating on gut intuition, "culture fit," and lagging, retrospective reporting is officially dead. Welcome to the age of the algorithmic enterprise. We've just released the State of People Analytics 2026, and mapping out this data alongside the deeply personal stories I’ve heard from HR leaders has been a massive wake-up call. We are seeing a compounding chasm between the top 10% of "Pioneers" (who link people data directly to revenue) and the 60% of "Laggards" (who are still drowning in administrative debt). Here are the 3 biggest reality checks from the report and my conversations: 1️⃣ 𝗪𝗲 𝗮𝗿𝗲 𝘁𝘂𝗿𝗻𝗶𝗻𝗴 𝗼𝘂𝗿 𝗯𝗿𝗶𝗴𝗵𝘁𝗲𝘀𝘁 𝗗𝗮𝘁𝗮 𝗦𝗰𝗶𝗲𝗻𝘁𝗶𝘀𝘁𝘀 𝗶𝗻𝘁𝗼 "𝗷𝗮𝗻𝗶𝘁𝗼𝗿𝘀." A staggering 80% of an HR data scientist's time is currently spent cleaning and wrangling broken data rather than actually analyzing it. You simply cannot build the penthouse of Predictive AI on a swamp of dirty data. Fixing foundational data hygiene is the absolute #1 priority for every CHRO I spoke with. 2️⃣ "𝗦𝘁𝗮𝘆 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀" 𝗶𝘀 𝗿𝗲𝗽𝗹𝗮𝗰𝗶𝗻𝗴 𝘁𝗵𝗲 𝗲𝘅𝗶𝘁 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄. Replacing top-tier technical talent costs a painful 213% of their base salary. The pioneers aren't waiting for two weeks' notice anymore. They are using predictive intelligence to identify flight risks 6 to 9 months before an employee even decides to leave, allowing to intercept with hyper-personalized rewards. 3️⃣ 𝗧𝗵𝗲 "𝗛𝗶𝗱𝗱𝗲𝗻 𝗢𝗿𝗴 𝗖𝗵𝗮𝗿𝘁" 𝗶𝘀 𝘀𝗼𝗹𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝗰𝗿𝗶𝘀𝗶𝘀. Annual engagement surveys are failing us because of recency bias. Leading organizations are shifting to ONA—looking at the digital exhaust to identify high-performers who are structurally isolated and on the verge of burnout before it manifests in turnover. People Analytics is no longer a "nice-to-have" HR initiative; it is an existential business requirement. How efficiently you can aggregate human data and turn it into predictive intelligence is your ultimate competitive moat. To the 100+ leaders who shared their struggles, wins, and roadmaps with me, Novonil & Pramod Chandrasekhar —thank you. I’d love to hear from the rest of my network: Where is your team on this journey? Are you still fighting siloed data, or have you made the leap to predictive intelligence? Let me know in the comments! 👇 You can read the full breakdown in the State of People Analytics 2026 report here: https://lnkd.in/g38k8wYt MATH (AI & ML Tech Hub at T-Hub) | T-Hub #PeopleAnalytics #CHRO #FutureOfWork #HRTech #TalentIntelligence #Leadership #PredictiveAnalytics PeoplePilot

Global norms are shifting fast—geopolitical stability, predictable careers, and even reliable data are no longer guaranteed. Leaders and workers face growing confusion and decision whiplash. As traditional sources of authority lose credibility, who will become the next trusted voice? In the #ManpowerGroup 2026 Global Future of Work Trends report, we explore the upcoming challenges organisations and their people will have to face as we enter a new age of business. See the full report: https://hubs.li/Q045CvPT0