Organisations are developing targeted hiring programs to build neuro-inclusive workplaces. It’s a critical step in the right direction, but how can we ensure these programs translate into meaningful careers for neurodivergent individuals?
The military's approach to upskilling, where experts are trained rather than hired, offers invaluable lessons for organisations looking to gain a competitive advantage in the modern, technology-led market.
The growing demand for tech apprentices represents a promising approach to addressing the digital skills shortage which simultaneously championing increased diversity and equality for the sector.
WYWM People and Culture Director, Jessica Dwyer delves into the emergence of skills-based hiring and the critical role this approach plays in building and future-proofing modern workforces.
Leonardo has embarked on a programme to expand its cyber capability through a skills-led approach, drawing on the unique abilities of diverse candidates to tackle ever-evolving threats.
WYWM have teamed up with global IT and security solutions provider, Splunk to enable course graduates to upskill for free on their security platform, used by more than 15,000 organisations worldwide.
Characteristic of fields like cyber security, data analytics and digital marketing, the ‘new collar’ workforce are a set of modern workers in high demand and the skills they need can be easily taught with targeted, rapid training programs.
Cia Kouparitisas unpacks the skills-first approach to talent management and how organisations can implement this approach to find and nurture workforces for the future.
Check the overall status of training programs, easily spot idle learners and quickly reassign individuals in the queue with the new Learning Manager Dashboard.
Find out how Monash University teamed up with WithYouWithMe to fill digital skills gaps in their Cyber Risk and Resilience team with diverse IT talent.
A new multi-year upskilling program is set to guide 100 First Nations individuals into high-demand digital roles, leveraging innovative social impact technologies and targeted IT training.
With a firm goal of achieving 50% internal hires for open roles, Fujitsu Australia and New Zealand is looking inward to uncover talent hidden and train individuals to tackle in-demand roles.
