Ecstatic Gathering

Timeless cities of love and alternative idyllic destinations lift our romantic mood!

Eroticism takes off in places that seem to have been designed to evoke the feeling of lovers, in timeless cities of love. However, it also finds expression in destinations that we did not expect to see in this list, however, the romantic aura is their protagonist.

Nuremberg

The "beauty" of Bavaria is famous for its excellent medieval architecture, the cinematic Old Town, but also its important historical sites, elements that will give you some of the best memories, but also some amazing photo snapshots!

Cinque Terre

Many are used to calling them "the colorful miracle of Italy". The absolutely romantic atmosphere in the famous Cinque Terre is felt from the very first glance at this colorful, idyllic landscape created by the five villages of the unit.

These are the villages of Monterosso, Vernazza, Corniglia, Manarola, and Riomaggiore, perched on the rocks of the Italian Riviera, with unobstructed views of the enjoyable Mediterranean Sea.

Paris

The "city of love", as we often call Paris, of course, could not be absent from this list. In the French capital one must travel with one's partner, otherwise the magic of the city loses some of its splendor.

Venice

Speaking of romantic destinations, Venice is probably the second part that comes to mind after Paris. And not unjustly, as the unique city landscape of the Italian north composes a fairytale setting, ideal for lovers.

Venice is a classic choice for the romantics, as the small canals, gondolas and aristocratic buildings with picturesque balconies elevate the senses and invigorate the emotions. For this reason, after all, the city is often chosen by couples for their honeymoon, or by those who plan the coveted wedding proposal!

Budapest

A unique mosaic of many different architectural influences has shaped the current image of Budapest, a favorite destination of many and not unjustly so. In "Little Paris of Central Europe", as it is often called, the baroque is "mixed" harmoniously with the art nouveau, but also neoclassical touches, composing a setting that is unlike any other.

The thousand years of history and the atmospheric Danube compose a completely romantic atmosphere, making Budapest one of the most suitable destinations for couples.

Rovinj

The medieval architecture, combined with the rich nature and the clear blue waters of the Adriatic, perfectly explains why travelers are in love with the Croatian Rovini.

The heart of the city "beats" in the historic center, with the exceptional samples of traditional architecture, gathered there, testifying to its long history.

Elati-Pertouli

For those looking for a shorter getaway, within the borders, the Greek answer to the idyllic atmosphere is the Elati - Pertouli diptych.

Perched at 900 meters on the steep slopes of Koziakas, a short distance from the city of Trikala, Elati is exactly what its name says: Drowned in the firs. In a beautiful green natural landscape, the discovery of Elati as an ideal winter resort was a matter of time.

The elegant, traditional guesthouses, the taverns with the local flavors, but also the shops with the interesting handmade products promise to give you an atmospheric travel experience, full of peace and contact with nature.

Maldives

The island complex south of Sri Lanka is one of the most idyllic destinations in the world, suitable for couples. It is no coincidence, after all, that this destination is included in the top choices of those looking for the perfect place for a honeymoon.

Most travelers choose the capital Male, which is also the most well-organized island in the complex.

You work as a team

Successful couples know how to problem solve and compromise, and there’s no better place to hone those skills than on the road. Planning and booking a trip, navigating an unknown city, and coping with unexpected challenges such as late trains, lost credit cards, or even scammers all require teamwork. The buzz you’ll get from overcoming such obstacles together will no doubt bring you closer and build trust.

You experience new things together

You don’t want to grow apart, so why not grow together? Perhaps quite literally, if the sight of tropical flora ends up inspiring you to spruce up your garden when you return home. Whether your tummies rumble in unison at the sight of unusual street snacks or you lock eyes and share a gleeful smile when you spot an exotic bird in the wild, the joint encounters and learning opportunities globetrotting gives you will help foster collective interests that will only make your connection stronger.

You enjoy a vital break from routine

Binge-watching Narcos in your PJs and ordering a biryani may be the norm for long-term twosomes, but wouldn’t you rather get a taste of the real Colombia or India instead? Travel breaks your everyday routine, injecting a little spontaneity back into your relationship in the process.

Couple’s counsel: While away you may reflect on your life at home and decide to make some changes that will benefit you both, such as taking more mini-breaks, minimizing screen time, or taking up a new hobby. If a trip inspires you to shake things up, make a pact and stick to it it’s easy to fall back into old habits once you return.

You see each other at your worst

Hangry. Stressed. Sick. Chances are you’ll both be all of these at some point during your travels. If your partner’s suffering, you’ll have to bear the brunt of each and every grumble with the understanding that sooner or later, the situation will be reversed. If the pair of you are worse for wear simultaneously, prepare to fight over the last chip, or worse, the toilet bowl.

You see each other at your best

Travel puts a twinkle in your eye and a spring in your step. When you see the world as a couple, you associate that feel-good factor with each other. Combine this with your sweetheart’s sun-kissed glow and your newfound carefree attitude and you’ll be eyeing each other up like a pair of love-struck teenagers.

You get to know each other’s quirks

There’s a lot you can glean about a person by observing their behavior as they travel. Packing techniques (or lack thereof), airplane etiquette, and breakfast buffet habits can all highlight character traits you were, until now, blissfully unaware of. Fortunate couples may find their foibles are completely in sync or at least complementary while others will have to work out how to marry one’s aptitude for losing their passport with another’s fear of missing a flight.

You gain new, shared perspectives

Travel can stretch time. Suddenly you have hours, days, or weeks to discuss anything and everything, from distant childhood memories to global politics. With a deeper understanding of each other’s viewpoints, a new, shared outlook may arise (eg if we can survive a 19-hour bus ride through rural China, we can survive anything) and vague plans for the future become thought-out achievable goals.

You create memories that last a lifetime

You don’t need to traverse the globe to make wonderful memories, but it helps. Once you’ve tackled the Trans-Siberian, cruised along the Amazon and road-tripped Route 66 hand-in-hand, you’ll have plenty of glorious experiences to reminisce over in your old age – and anecdotes aplenty with which to bore the grandkids.

lonelyplanet.com

Why do people fall in love? Why are some forms of love so lasting and others so fleeting? Psychologists and researchers have proposed several different theories of love to explain how love forms and endures.

Love is a basic human emotion, but understanding how and why it happens is not necessarily easy. In fact, for a long time, many people suggested that love was simply something too primal, mysterious, and spiritual for science to ever fully understand.

The following are four of the major theories proposed to explain love and other emotional attachments.

Liking vs. Loving

Psychologist Zick Rubin proposed that romantic love1 is made up of three elements:

Attachment
Caring
Intimacy

Rubin believed that sometimes we experience a great amount of appreciation and admiration for others. We enjoy spending time with that person and want to be around him or her, but this doesn't necessarily qualify as love. Instead, Rubin referred to this as liking.

Love, on the other hand, is much deeper, more intense, and includes a strong desire for physical intimacy and contact. People who are "in like" enjoy each other's company, while those who are "in love" care as much about the other person's needs as they do their own.

Attachment is the need to receive care, approval, and physical contact with another person. Caring involves valuing the other person's needs and happiness as much as one's own. Intimacy refers to the sharing of thoughts, desires, and feelings with the other person.

Based on this definition, Rubin devised a questionnaire to assess attitudes about others and found that these scales of liking and loving provided support for his conception of love.

Compassionate vs. Passionate Love

According to psychologist Elaine Hatfield and her colleagues, there are two basic types of love:

Compassionate love
Passionate love

Compassionate love is characterized by mutual respect, attachment, affection, and trust. Compassionate love usually develops out of feelings of mutual understanding and a shared respect for one another.2

Passionate love is characterized by intense emotions, sexual attraction, anxiety, and affection. When these intense emotions are reciprocated, people feel elated and fulfilled. Unreciprocated love leads to feelings of despondency and despair. Hatfield suggests that passionate love is transitory, usually lasting between 6 and 30 months.3

Hatfield also suggests that passionate love arises when cultural expectations encourage falling in love, when the person meets one's preconceived ideas of ideal love, and when one experiences heightened physiological arousal in the presence of the other person.

Ideally, passionate love then leads to compassionate love, which is far more enduring. While most people desire relationships that combine the security and stability of compassion with intense passionate love, Hatfield believes that this is rare.

The Color Wheel Model of Love

In his 1973 book The Colors of Love, psychologist John Lee compared styles of love to the color wheel. Just as there are three primary colors, Lee suggested that there are three primary styles of love. These three styles of love are:

Eros: The term eros stems from the Greek word meaning "passionate" or "erotic." Lee suggested that this type of love involves both physical and emotional passion.
Ludos: Ludos comes from the Greek word meaning "game." This form of love is conceived as playful and fun, but not necessarily serious. Those who exhibit this form of love are not ready for commitment and are wary of too much intimacy.
Storge: Storge stems from the Greek term meaning "natural affection." This form of love is often represented by familial love between parents and children, siblings, and extended family members. This type of love can also develop out of friendship where people who share interests and commitments gradually develop affection for one another.

Continuing the color wheel analogy, Lee proposed that just as the primary colors can be combined to create complementary colors, these three primary styles of love could be combined to create nine different secondary love styles. For example, combining Eros and Ludos results in mania or obsessive love.

Lee’s 6 Styles of Loving

There are three primary styles:

Eros: Loving an ideal person
Ludos: Love as a game
Storge: Love as friendship

Three secondary styles:

Mania (Eros + Ludos): Obsessive love
Pragma (Ludos + Storge): Realistic and practical love
Agape (Eros + Storge): Selfless love

Triangular Theory of Love

Psychologist Robert Sternberg proposed a triangular theory suggesting that there are three components of love:

Intimacy
Passion
Commitment

Different combinations of these three components result in different types of love. For example, combining intimacy and commitment results in compassionate love, while combining passion and intimacy leads to romantic love.4

According to Sternberg, relationships built on two or more elements are more enduring than those based on a single component. Sternberg uses the term consummate love to describe combining intimacy, passion, and commitment. While this type of love is the strongest and most enduring, Sternberg suggests that this type of love is rare.

Coined as the 'Great Resignation', 95 per cent of workers in the UK are currently considering leaving their positions. While this phenomenon is repeating itself across all industries, the question for HR managers is: how do we keep employees engaged and passionate at work, and how can we help them in this challenging climate?
Multiple stressors

Over the last year and a half, the pandemic has meant many people have had to work from home, with much office-based work being conducted from kitchen tables and spare bedrooms across the UK.

Many workers are reporting endless days spent working centimetres from where they sleep have triggered feelings of isolation or depression. Add to that the highest cost of living ever seen in the UK, higher levels of job instability, and the economic and professional pressure on people across all industries.

It’s no wonder people are re-assessing their work lives and seeking out careers they feel might give their work more meaning. With job progression also slowing (86 per cent of workers feel progression has stalled over the last year) a third of workers currently feel that finding a new employer would be the best way to help their careers.

Finding the right employee benefits for your employees can lead to happier, more fulfilled teams. This often-overlooked element of working life can act as a secret weapon to help boost overall retention and long-term development, by catering to people’s personal needs and passions. Sound too good to be true? Here’s how…

Focus on employees' bucket lists

No matter how revolutionary your business is, motivated and self-driven employees will form the bedrock of your company. Retaining talent for longer undoubtedly leads to a stronger business with better offerings. However, companies often overlook the need to keep their employees happy and motivated. At the same time, having a great work culture and understanding what employees need, has been proven to lead to better retention rates, no matter what sector you are operating in.

By understanding where employees’ passions lie - even if they’re nothing to do with the work you do - you understand what motivates them, what excites them and what their passion project might look like. Finding a way to embrace and support these kinds of interests helps employees feel more fulfilled at work, by knowing that their individual desires and dreams are being accounted for.

Offering benefits that cater to these passions - from pottery to painting, to fitness or championing charities - encourages employees to use this element of their job to invest in themselves. Whether that be working on a project and collecting a greater variety of skills, or simply taking the downtime to de-stress and do something they find relaxing. If you don’t know what’s on your employee’s bucket list, it’s time to find out.
Make mental health a priority

Undoubtedly, the greatest shift that’s happened across HR is a new focus on employee mental health. Following the challenges of the pandemic, including the sense of isolation we’ve come to associate with it, mental health has become a key focus for many HR leaders, with 92 per cent of companies increasing their focus on employee welfare this year.

Since the start of the pandemic there’s been an unrelenting tension in the air, with many people losing jobs or just struggling to cope with the new realities of post-covid life. Checking in with employees one-on-one is invaluable and allow employees to express personal concerns that they might not want to voice in front of the rest of their team.

Employee benefits also present a brilliant way to encourage employees to release stress and invest in their own happiness. Allowing employees to decide how best they might do this is key. For example, some people do so socially so evening classes or groups work well for them; others prefer to wind down on their own.

Mental health is something exceptionally personal and it’s important to ensure all preferences and experiences are factored in when thinking about how to best support your employees, inside and outside of work.
Keep ahead of innovation

Challenger companies and smaller, more agile businesses are widely adopting more personalised employee benefits to help them attract and retain the best talent. Competing with the same talent pools as larger more established businesses means that these companies need to think intelligently about how they make the most of what they can offer their workforce.

Today, the workplace has changed. After a year and a half of working from home, employers know how flexible businesses can be. There has been a clear reluctance from many to go back to working in the office, with 13 per cent of employees reportedly feeling apprehensive about returning to the office all together. It can be hard for a business to navigate employees' expectations individually and produce a workflow that works for everyone.

By tailoring employee benefits to the individual, the onus of tailoring work environments to individual needs, is in some way removed from company work streams. Instead, decisions about how to split resources and prioritise employee needs are left up to the employee themselves.

Employee benefits are moving away from woollier offers (like say, free cinema tickets or fruit in the office) as employees demand respect instead of quirky treats. Giving employees the power to decide where their priorities lie and how their benefits work for them is delivering just that.

As employees demand more from their companies when it comes to lifestyle, it’s important to give some of the responsibility of these decisions to the employees themselves, to ensure their working lives best suit their desires and needs.
Employee benefits are your silver bullet

The reasons people leave one position for another are complicated and varied, but after the last year there is one common trope that underlines much of the movement we are seeing: a desire from employees to take back control and give their lives more balance.

The face of employee benefits has changed dramatically over the last 10 years from stuffy, boring or quirky in-office perks to something much more personal. With the option to personalise employee benefits, businesses can look at these offerings as an opportunity to engage their teams in passionate, considerate ways, helping them to get the most from their working life, both professionally or personally.

hrzone.com

You could be forgiven for thinking cyber security is solely the job of the IT department – after all they are the experts. The companies with the strongest cyber security realize, however, that every employee has a role to play in protecting the business, its customers and its data. While that may seem obvious, as any of us could potentially click on a phishing link in an email that tricks us into sending personal credentials or enables malware to be silently installed on our machine, there is a sense of naivety that keeps us thinking that these attacks only happen to other people.

Companies often have the policies and induction processes in place to make sure staff know how they are expected to use the technology given by the company, but this generally focuses on what is, and is not permitted. The missing element is arming employees with the skills and knowledge to protect themselves and the business against cyber attacks designed to trick them into giving criminals access to IT systems – causing disruption, a data breach, or a ransomware attack that will paralyze a company and encrypt its systems.
The ever-changing threats

The workplace has of course changed immensely over the last year, with more of us than ever before working from home. Most of us will be returning to the office in some form, but remote working will continue to be more common than before. This creates an opportune environment for cyber criminals, because even though the nature of attacks might be the same, employees are not as careful and less protected by technology defenses out of the office.

Phishing emails, for example, continue to be a big threat for remote workers, and criminals are using new, sophisticated techniques such as offering government tax rebates and services, or fake charitable activities to try and steal employee credit card details.

The use of cloud software is another area of risk, though many assume it is safe. Using the cloud isn’t necessarily a risk in itself, but when misconfigured or using personal accounts rather than company accounts to share or store files, it can result in unauthorised access, with sensitive data being stolen, potentially leading to a reportable event to the local data protection authorities.

Bridging the strategy gap

There is a lot the IT department can do to protect the business, but the team cannot do it on their own. What is often missing are the strands of the cyber strategy that bring IT, HR and employees together in a way that builds a secure framework designed to keep all involved one step ahead.

Active staff training is a key way HR can contribute to this. Teaching staff how to identify suspicious emails and other security threats and changing behavior that previously put the company at risk. It is unrealistic (if not impossible), however, to expect every employee to regularly attend training sessions on new cyber threats they might face, and how would you measure success?

A traditional ‘tick box’ approach does not work when it comes to cyber security as a company has to be able to measure adherence to its IT policies and identify where additional training is needed. Coming to that realization in the middle of a cyber attack is like shutting the stable door after the horse has already bolted.
A different way to train

Employees need to be safely exposed to new threats and quickly learn how to deal with them. Security awareness training (SAT) is a great way to do this and, with the right software solution, can truly bridge the gap between employees, HR and IT. For example, HR and IT teams can work together to schedule simulated phishing campaigns in the SAT solution, sending emails to employees, and depending on how they interact with them, identify training needs. These simulations can evolve which each new approach hackers employ.

Security awareness training solutions can be integrated into a company’s IT systems very easily, giving both IT and HR the information needed to assess and improve the security posture of the organisation through real-time training and behaviour monitoring of employees.

For employees, one of the biggest challenges is getting support at their exact moment of need, when they take a risk or breach policy, and they don’t even realize it. The best security awareness training systems are able to monitor employee behavior and offer real-time intervention training, as staff use applications, transfer files or plug-in USB keys whilst using their devices. This identifies when a user is exhibiting risky behavior, and activates real-time bite-sized ‘nudges’ that train and ensure staff change their behavior into the future. This would be immediately logged with HR and IT, and repeat offenders identified for more detailed training. It can also help identify behavior trends requiring more general training needed in those gaps.
Human firewalls: the most important weapon

Remote working is here to stay with most employees, whose job allows, likely to spend two or more days a week working outside of the office. For new employees, it is likely to be something that candidates demand, and companies need to develop cyber strategies that embrace this new expectation.

Creating ‘human firewalls’ is the most important line of defense in any organisation, whether working remotely, or in the office. Cyber threats are evolving all the time, and security awareness training can be a key component of the cyber security strategy when implemented correctly, allowing companies to measure and assess training needs in the context of that changing threat environment, to ensure consistent and effective training is given to every employee in their moment of need.

Serves: 4
Preparation time: 30 minutes
Resting time: 30 minutes–1 hour
Cooking time: 15 minutes

Ingredients

For the dough:
7g quick-acting yeast or 30g fresh yeast
1 tablespoon caster sugar
500g Tipo ‘00’ flour, plus extra to dust
1 teaspoon fine salt
2 tablespoons olive oil, plus extra to grease

For the topping:
1 x 400g tin good-quality plum tomatoes
1 tablespoon olive oil
1 tablespoon dried oregano,plus extra to serve
1 teaspoon fine salt
½ teaspoon peperoncino or cayenne pepper
200g freshly grated mozzarella cheese
Toppings of your choice –it’s important not to overload the pizzas, so stick to a maximum of 3 toppings per pizza

Method

To make the dough, dissolve the yeast and sugar in 250ml warm water and allow to rest for 5 to 10 minutes. (The yeast should make the water froth and bubble, but don’t worry if it doesn’t happen.)

Mix the flour and salt together in a bowl. Using a fork, mix in the yeasty water until it starts to form a dough. Add the oil and bring together into a smooth dough.

Turn the dough onto a floured surface and knead until it has an elastic, smooth texture – time to give your arms a workout! If the dough sticks to your hands, add a little extra flour. Place the dough back into the bowl and cover with a damp tea towel. Leave in a warm spot for 30 minutes to 1 hour, until it has doubled in size. Meanwhile, preheat the oven to its maximum temperature, 250˚C/480˚F/gas 9.

In a food processor, blend the tomatoes with the oil, oregano, salt and cayenne pepper. Get the mozzarella and your choice of toppings ready and grease 4 baking trays (approximately 35cm x 25cm) with a little oil.

When your dough is ready, divide into 4 tennis-ball-sized amounts and mould until smooth. (If not using immediately, cover with cling film or a damp tea towel for up to 2 hours.) On a floured surface, roll each of the balls of dough to fit the baking trays. The dough should be quite thin – about the thickness of cardboard. Transfer the pizza bases to the trays.

Place a ladleful of the tomato sauce in the centre of each base and spread towards the edges, leaving a 1cm edge for the crust to form. Sprinkle each pizza with grated mozzarella and your choice of toppings.

Place in the hot oven and cook for 10 to 15 minutes until the base is cooked and golden. Serve, sprinkled with a little oregano.

Now that employees can ‘work anywhere, it opens up recruitment possibilities for organizations to attract the best talent from around the world – but what are the logistics of hiring people who don’t live in the same country as your organization? Here, we’ll look at how companies can go about creating a hiring strategy to suit this new approach.

Recruitment is opening and up and finding its feet in ways we didn’t imagine before. Now, candidates and employees can be based anywhere in the world, which is leading to a candidate-driven market for many, with employers finding ways to adapt. This is likely to be new territory for HR professionals as they are tasked to make sure everything runs smoothly.

The benefit of remote recruitment for employers is that they can find the best people to suit their requirements.

In fact, data from Omnipresent shows that 56% of firms in the UK, US, Canada, Australia, and Germany have now hired, or plan to hire, remotely and internationally in the future. Another 21% are considering hiring remotely and internationally when the time is right.

We’re also seeing a retention issue brewing. Employees who perhaps moved to London or Paris, for example, for a particular role initially have since realized that they are able to do their jobs at their original home – or anywhere else in the world – as long as they have the right technology. Employees who change their minds about returning to the office are creating complexities for employers, not least when recruiting for certain roles, and this can be incredibly difficult and time-consuming.

The ability to employ talent overseas is understandably complicated. Employers need to comply with local employment laws, payroll and benefits procedures – all while onboarding employees remotely and ensuring they conform to local customs and industry best practices. It’s perhaps no surprise that research shows when hiring internationally, 47% of organizations are concerned about employment laws and 29% are concerned about potential HR overheads. Four steps to international hiring success

There are four ways employers can hire people in different countries.

1. Set up a new business entity

To operate legally in a new country, businesses can set up a local entity in the new location. In many countries, hiring an employee without first setting up a local presence is illegal, while in others there are extensive limits on hiring without that legal presence.

There are implications of setting up a business entity in terms of compliance and avoiding risks around tax and social contributions, corporate permanent establishment risk, financial disclosure agreements as well as local employment regulations.

Remember too that when setting up and managing a local entity, the process varies regarding the time and money needed. While in some instances it can take just a few weeks, in others can take over six months to complete. The cost can also differ due to professional fees and initial share capital requirement, with prices ranging anywhere from £10 to £50k.

2. Hire individuals using a contractor status

Many employers consider hiring individuals abroad as contractors to avoid complexities. There are perceived benefits, but things to be aware of too.

In particular, contractor statuses and relationships are defined differently between countries according to local laws, customs and culture. Therefore, employing someone as a contractor in one country may not be legal in another, whereas employment status, on the other hand, is far more clear-cut across the world.

For example, contractor status is often determined based on a range of criteria and can change depending on a number of factors. This could be whether a person is subordinate or dependent on a company for paid work, whether the remuneration for a job is a person’s only source of income, how integrated a person is within a company, or how crucial an employee’s role is to the routine running of the company. Consider the UK, where IR35 rules are changing but not set in stone yet. Being on top of local changes that can impact legalities is essential.

Consider too that ‘permanent establishment risk’ (which is generally triggered when organizations complete revenue-generating activities, making them liable to pay corporate taxes) is still not avoided when hiring contractors.
3. Use a professional employer organization (PEO)

To help manage tasks such as payroll, taxes, or benefits for individuals employed abroad, professional employer organizations (PEO) are available.

PEOs are often locally based and can therefore help with local regulations and bureaucratic processes. In particular, they can manage payroll processes by paying salaries, as well as income tax and social security contributions to the relevant authorities. They can also ensure employees are getting the benefits they’re legally entitled to.

PEOs can provide lower HR costs. The fee agreed with a PEO covers HR services, making scaling-up internationally in a new location more cost-effective.

PEOs do not take legal responsibility for employees, however. When using this service, organizations may still have to set up a legal entity, and PEOs generally do not set up compliant employment contracts. While some PEOs can advise on these things, organizations must be careful to read the fine print and be clear about where their responsibilities start and end before signing.

4. Use an employer of record (EOR)

For support employing individuals abroad but without the administration of setting up a local business entity or complying with local payroll, benefits, and employment regulations, organizations can gain support from an employer of record.

An EOR employs individuals on behalf of their clients via a service agreement so that on paper, they are the employer. While the EOR’s client retains control over the day-to-day working relationship with the employee, the EOR retains legal liability for the individual and is responsible for following local employment laws and practices. This means they manage local compensation procedures, holidays, benefits and welfare, severance and termination, and payroll tax.

EORs may also have experts in employment law, HR, and payroll/compensation as well as global benchmarking to help employers better understand particular advantages or complexities of hiring in certain locations. They can also help create strategies to support business growth.

Approach your hiring needs strategically

Ultimately, however, an employer hires talent abroad, as long as local procedures and best practices are followed, there is no single strategy that’s the best fit for every situation. It’s important to seek guidance on local job markets, employment laws, and employment-related costs – the key is having the information to help adjust a strategy.

The benefit of remote recruitment for employers is that they can find the best people to suit their requirements, so putting time into developing a remote strategy that caters to business logistics and peoples’ needs is essential.

(hrzone.com)

For the category of PLEASURE

Search This Blog

Featured Post

Journey to love

Contact Form

Labels

Euronews

Useful Sites