4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

In today’s employment atmosphere, a growing number of companies are shifting toward a more flexible workplace. By implementing bring your own device (BYOD) policies employees are now increasingly using their own devices for business purposes.

Even though such policies can bring numerous benefits to companies, they come with some inherent risks. The following four issues are worth examining before deciding on a BYOD policy.

Irregular Updates

Every mobile device is vulnerable to hacks from outside sources. Your smartphone, tablet and laptop all have similar software that can be hacked if firewalls and other security features aren’t in place or aren’t updated regularly.

Busy employees often put off their security updates. Unfortunately, their phones are then automatically open to potential attacks. In a regular IT environment, it’s up to the business’s IT department to secure every device used for company purposes. Since the devices are the employees’ private property, they are responsible of keeping them updated with the latest versions of security software.

Viruses and Malware

Viruses and malware have numerous pathways that they can take to infect an employee’s device. The worst thing is that an employee’s device could be hacked without them even being aware of the situation.

For example, your employees can receive phishing email with a malicious link that could install viruses or malware when clicked on. The infection could then spread onto the company’s server and compromise corporate information in a matter of seconds.

The phishing email could also look as if it’s from a familiar contact or even a legitimate website. It could ask your employees to click on a link and in order to log in into their account. The employees would then enter their user names and passwords on fake websites giving hackers access to their sensitive information. Identity theft is always a possibility in these hacking situations.

Unsecured Connections

Your employees might use their devices to connect to public Wi-Fi to access necessary data on your company’s server or to go online for personal needs. Unfortunately, using public networks is dangerous since they allow multiple people to connect to the same network, and that includes hackers.

Hackers could intercept the data your employees download or upload, they could install malware on your staff’s devices and even gain access to their email. This is another way malware could spread from the infected devices onto the company’s server and compromise the safety of corporate data.

Your employees need to be aware of these threats and take the appropriate preventive measures. Instruct your employees to turn off Wi-Fi when they don’t need it and disable it from automatically connecting to open networks.

You can also set up a virtual private network (VPN) which will allow your employees to connect to a hotspot without worrying about data breaches. Connecting to a VPN encrypts and secures any data being sent or received. This disables hackers from intercepting sensitive information and compromising the security of your employees’ devices.

Missing Devices

The best opportunity for stealing corporate data is when a device gets into the wrong hands. Lost or stolen devices are always a big security issue, which can lead to leaked proprietary data and vulnerable business positions.

IT professionals need a plan in cases this happens. A remote wipe policy is a very good solution which allows the IT team to completely remove all data on a device after it’s been reported missing.

Since BYOD devices include an employee’s personal data, you need to make sure that the employee agrees to a remote wipe of every piece of data even before they are hired.

Employees should see this step as both a protective corporate and identity-theft policy. To avoid any further information hacks, employees can also make it more difficult to access the data in the first place. A fingerprint or PIN passcode frustrates thieves, and they might toss the device before trying to access the information.

Final Thoughts

These security issues aren’t a reason to forgo a BYOD policy. However, appropriate security measures are necessary in order for it to be successful. Begin your BYOD strategy by educating your employees about the importance of regular updates and how to recognize security threats.

They need to understand that every piece of data is priceless to the business and their personal life. In reality, many people don’t realize how valuable their data is to hackers outside of the corporate atmosphere.

Employees also need to agree to corporate statements, liabilities and compliance measures in order to make this BYOD program a success. At the very least, add professional indemnity insurance coverage to the company so that any data leaks are quickly resolved.

Finally, by protecting the data with software and passwords, businesses can keep their proprietary information private. In the end, the employee’s device can be as safe as any company-issued electronic.

About the Author:

Josh McAllister

Josh McAllister is a freelance technology journalist with years of experience in the IT sector, and independent business consultant. He is passionate about helping small business owners understand how technology can save them time and money. 

Josh is a contributor of a number of digital outlets, and well published including DZoneIoT World News, and Rabid Office Monkey.


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Technology training future proofs the business as well as the HR professional

Technology training future proofs the business as well as the HR professional

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Increasingly, professional bodies are acknowledging that technology is a key driver behind the HR profession’s evolution.

The emphasis on professional development through technology training shows an acceptance of the real pressures the sector faces, and the need to develop building blocks for meeting future expectations.

Analysing data collection in, say, the recruitment field, is elevating HR’s importance to the business – offering insights on a scale reserved for the marketing and sales teams traditionally. In the future we’ll probably see greater data analysis as a key HR function, rather than a sideline matter, as it sometimes can be now.

Systems currently provided over the internet are automating many tasks that used to take up a lot of HR time, triggering legally required actions, chasing up performance review reports, updating personnel details, making sure professional expectations are communicated and accepted, training arranged, holidays booked appropriately, and so on.

All this is freeing up the HR team to concentrate on the areas of their work that could be seen as having a higher value to the organisation, such as effective recruitment, higher retention of good staff, and managing employees more effectively when things go wrong. Technology is helping here as well. It can ensure sure the way applicants first come into contact with the organisation conforms to the branded experience those orgainisations offer across all their access points. Technology is automating the creation of reports on most HR cost implications, providing visibility on everything from right to work, to staff hours and holidays owed.

The general business environment is one in which HR sees increased legal responsibilities and higher workloads, but, along with every other business function, is pressured to keep costs down. Technology is proving to be the key asset in delivering on these difficult expectations.

So, sparing HR team members for a day while they train up on new technology is going to prove a valuable investment, not just because it future proofs an individual’s employability, but also because it embeds the right skills to future proof the company.

In the case of CIPHR, the Continuing Professional Development Standards Office (CPD) has assessed and accredited each one of our training courses. Since June this year, all CIPHR courses count toward 5.5 hours of formal continuing professional development required by professional bodies, institutes and employers.

This direction of travel bodes well for the whole HR sector, encouraging professionals to keep their tech skills up to date, and raise the  value of HR in the eyes of the C-suite.

For more information about our training courses, take a look here:

http://www.ciphr.com/services/training-course-outlines

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5 Ways Businesses Can Cultivate a Data-Driven Culture | The HR Tech Weekly®

5 Ways Businesses Can Cultivate a Data-Driven Culture

The pressure on organizations to make accurate and timely business decisions has turned data into an important strategic asset for businesses.

In today’s dynamic marketplace, a business’s ability to use data to identify challenges, spot opportunities, and adapt to change with agility is critical to its survival and long-term success. Therefore, it has become an absolute necessity for businesses to establish an objective, data-driven culture that empowers employees with the capabilities and skills they need to analyse data and use the insights extracted from it to facilitate a faster, more accurate decision-making process.

Contrary to what many people think, cultivating a data-driven culture is not just a one-time transformation. Instead, it’s more like a journey that requires efforts from employees and direction from both managers and executives. In this article, I am sharing five different ways businesses can accelerate their transformation into a data-driven enterprise.

1. Establish a Clear Vision

Establishing a clear vision is essential for putting data into the DNA of an organization. An executive, preferably the CIO or CDO, should present the vision to the workforce and provide the rationale for this shift in culture and in benefits. This, in turn, will set stage for the work ahead and provide an opportunity to clear misconceptions.

 2. Ensure Easy and Secure Access to Data

Data can be truly considered an asset when its accuracy is trusted, its provenance is well established, and its complete security is ensured. On the other hand, optimal utilization of data requires governance and openness. To ensure this, you should consider a layered approach to make data available in a manner for which its security, governance and confidentiality is not compromised.

3. Keep Your Data Clean and Up-to-Date

It’s very hard to analyze and extract something valuable from poorly organized, inaccurate, dated information. Therefore, you should develop clear mechanisms regarding the collection, storage, and analysis of data. Make sure all your data inputs are centralized in a single location for easy integration and regular updates. This way, your employees can gather the most recent information from a single place and make more accurate decisions.

4. Create Agile Multi-Disciplinary Teams

People, not tools drive the culture of a company. Therefore, in order to create a fact-driven work environment, businesses should invest in the skills of their people. Make sure that each team contains at least one member who’s well-skilled and experienced at data analytics.

5. Develop Reward Mechanisms

Sharing data successes is important to inspire others and develop a healthy, competitive, data-driven culture. To share the results achieved by a team or an individual, you can use different communication tools, such as videos and blogs, organize special gatherings, or share the results on your company portal. Make sure that you choose initiatives that are in line with your company’s long-term strategy. For example, if your objective is to penetrate new markets or gather more information about your target customers, you should acknowledge and reward the initiatives that help you make progress towards these strategic goals.

Unless communicated across an organization, data remains worthless. To extract the right information and insights from structured and unstructured data, it is important that you focus your efforts on cultivating a data-driven culture that empowers employees with the resources and skills they need to leverage data and obtain the right information at the right time to make more accurate decisions.

About the Author:

Ronald van Loon is Advisory Board Member and Big Data & Analytics course advisor for Simplilearn. He will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.

If you would like to read more from Ronald van Loon on the possibilities of Big Data and IoT, please click “Follow” and connect on LinkedIn and Twitter.

This article was originally posted on Simplilearn

Source: 5 Ways Businesses Can Cultivate a Data-Driven Culture | Ronald van Loon | Pulse | LinkedIn

Attract and Retain Millennial Employees with Workplace Technology

Attract and Retain Millennial Employees with Workplace Technology

Written by Atif Siddiqi, Founder and CEO at Branch Messenger.

Business People Group Talking

When was the last time you saw a Millennial take out a piece of paper and write a note on it?

It probably took you a moment to think about that. It’s because Millennials usually take notes on their phones. They are the first generation to grow up using mobile devices and technology as their primary means of communication. As they enter the workforce, they expect to be able to communicate using technology and in the most modern ways possible. They want to have the newest, bestest technologies that allow them to operate as efficiently as possible.

How do you get these uber-efficient employees in the door and keep them? I’ll explain three ways to figure out the specific workplace technologies you will need and then cover four workplace technologies Millennials expect from all employers.

3 ways to figure out the workplace technologies you need:

  • Ask your current Millennial employees which technologies they are already using on the job. Your best source of figuring out what a Millennial wants is from other Millennials. Once you know the technologies they are already using, evaluate whether or not it would be appropriate to officially roll out the technologies to every worker.
  • Literally no Millennials in your workforce? Ask your peers in similar workplaces which technologies they are using and couldn’t live without. Once again, evaluate if it would be a good fit for your specific business and then implement!
  • Visit the app store and view the top apps in the category it is obvious your company is behind-the-times with. Read the reviews. Download a few free ones that people are generally raving about. Give them a spin yourself and then decide which ones are the best in your opinion. Ask a few of your employees to download your top picks, use them for a bit, and then report back to you which ones they thought were the best. Pick the one the vast majority of employees are now chomping at the bit to use and implement throughout your company.

4 workplace technologies Millennials expect:

  • Mobile devices

Millennials want to be able to access information at a moment’s notice while they are working and not near a stationary resource (computer or phone). Mobile devices allow them to quickly find the information required so they don’t need to drop everything, walk to the front of the store, log into a computer, and look it up.

  • Digital communication platform

Millennials are used to chatting with their peers in group messages. They want to be able to pick up their mobile devices and instantly communicate with their co-workers.

  • Digital scheduling

Remember that whole Millennials-take-notes-on-their-phones thing I previously mentioned? Same goes for their schedules. They put their schedules on their phones and set reminders. Make it easier for them to automatically access their schedule by posting it on an internal website or using a scheduling app.

  • Wi-Fi

Technology is basically useless without access to the internet. Wi-Fi is necessary so that employees don’t need to use their own data networks while at work, which are often not the same speed and spotty for service. With company Wi-Fi, everyone has equal access.

By going through these steps, you are sure to have the technologies in place to entice Millennial workers.

About the Author:

Atif Siddiqi, Founder and CEO at Branch Messenger

Atif Siddiqi is the Founder and CEO at Branch Messenger, a free team messaging and engagement app for shift workers. An LA native, Atif relocated the company to Minnesota to participate in the TechStars & Target Retail Accelerator Program. Branch has thousands of employees that rely on the app from companies like Target, Taco Bell, AutoZone, 24 Hour Fitness and more.

You may contact Atif on LinkedIn and Twitter.


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Conferences

5th Compensation & Benefits Summit 2017, Kuala Lumpur Malaysia — Press Release

Equip Global - 5th Compensation and Benefits Summit 2017, Kuala Lumpur Malaysia

Kuala Lumpur, July 20, 2017 — Establishing effective compensation and benefits packages in a competitive environment remains as a challenge for most of the organizations today. With the impact of economy crisis, globalization, increasing governmental regulations, rapid technological advances, it is the nightmare for all HR personnel to design and administer effective and cost-efficient compensation and benefit plans. HR, C&B, Rewards Professionals across organizations are struggling to come out with a remuneration package with flexible benefits that suit all employees and at the same time align with business goals. If this is not handled well, the organization will lose its market competitiveness and face talent attrition.

With thorough understanding of what all HR personnel are facing and looking at moving forward, the 5th Compensation & Benefits Summit 2017 have come out with this one-of-its kind summit to address the MOST DIFFICULT & COMPLICATED issues in managing employee compensation and benefits packages. Our expert speakers will share successful case studies on designing and implementing compensation & benefits plans and processes that allow you to manage costs, improve performance, attract, motivate and retain employees.

You should attend if you are Heads / Vice Presidents / Directors / Assistant Vice Presidents / Managers dealing with:

  • Compensation & Benefits
  • Human Resources
  • Performance & Rewards
  • Finance & Administration
  • Organizational Development
  • Talent Management/Development

4 Exclusive Workshops ALSO available in the 4-Day Summit programme.

Event Name: Compensation & Benefits Summit

Event Date: 13 – 16 November 2017

Event Location: Kuala Lumpur, Malaysia

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/compensation-and-benefits-summit

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.

In a nutshell, Equip global conferences and trainings drive tangible bottom-line results whilst equipping our clients with the business connections that help you achieve long term success. We provide only what our clients need and want.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

HR Your Way

HR Your Way

How the next-generation digital workplace can power a deeply personalized HR customer experience

Business disruption is rampant—new business models, new technologies, a challenging economic environment, and the overall quickening pace of business are all disruptive to “business as usual.” Workforce demographics and trends—retiring boomers, high-expectation millennials, workforce-on-demand models, team-based work—are another disruption. It is incumbent on HR to find ways to “hack” these disruptions for their customers, leveraging the digital workplace to customize the HR customer experience according to each individual’s unique needs in the face of this almost constant change.

To better understand how the next-generation digital workplace can counter disruptions by powering a deeply personalized HR customer experience, let’s flash forward about 10 years to 2027. This is when we could see the first cohort of Gen Z employees—engage in their organization’s open enrollment process for benefits.

Our Gen Z futuristic scenario envisions three hypothetical levels of digital workplace “chatbots” at increasing levels of sophistication:

  • Workflow Adviser—assists the HR customer through the life or work event workflow using natural language, while automatically gathering data from disparate systems and tapping into available training, research, and operational services support resources.
  • Solution Adviser—“understands” desired outcomes and leverages all available internal and external data to design and propose an optimized solution for the HR customer.
  • Human Adviser—“empathizes” with the human emotions and feelings likely involved in the HR customer’s decision process, and provides support—or referral to an actual human—as required.

Future forward to Gen Z

Jamie, an employee and a new mom, along with her husband, Liam, kick off the enrollment workflow in Jamie’s digital workplace and are greeted by the chatbot who will be assisting them through the workflow.

The chatbot explains that, set at the level of Workflow Adviser, it has the capability to listen, understand natural language, and talk back, and is also able to interpret the context of Jamie and Liam’s questions in order to suggest relevant training, research, or operational services assistance as they work through the open enrollment process.

As a bonus, the chatbot explains, it has recently been upgraded to a beta version of the Solution Adviser level. So if Jamie would like to explore this advanced level of digital workplace engagement, the chatbot will be able to understand desired outcomes and leverage Jamie and Liam’s demographic, health, and financial data, as well as cloud-based benefits solution provider data, to effectively personalize a recommended package of benefits.

Jamie authorizes the chatbot to use its Solution Adviser capabilities for her open enrollment process. After a structured conversation driven by the chatbot, she is rewarded with a customized portfolio of company benefits that are customized for her family’s unique health needs and financial resources. After a discussion with the Solution Adviser chatbot to clarify the details, Jamie verbally accepts the recommended portfolio of benefits and completes the open enrollment process.

Toward a true AI model for HR

So, what’s going on behind the scenes in our futuristic scenario, and how far are we from being able to deliver this hyper-personalized experience? Let’s drill a bit deeper into the chatbot’s capabilities at the Solution Adviser level by considering one element of the benefits package—long-term disability insurance—the chatbot recommended.

At the Solution Adviser level, the chatbot was permitted to leverage Liam’s personal health records, (which included information about a mild attack of unexplained vertigo that sent him to the ER six months prior), as well as financial income and liabilities information (indicating the couple was living paycheck-to-paycheck with very little savings). By leveraging this information, along with the context gathered through a structured conversation with Jamie and Liam, the chatbot was able to conclude with a reasonable degree of probability that covering a portion of Liam’s expected future income in the event of an unexpected disability made sense for the couple.

Impressive to be sure. But this ability to use natural language to understand context in order to make reasoned judgments about desired outcomes isn’t even the end of the line. Interestingly, and perhaps just a bit frighteningly, true AI is reserved for what we call the Human Adviser level. Here, the chatbot actually understands the human situation, demonstrates empathy with HR customer feelings, and even engages in humor opportunistically to build a deeper bond of understanding with those it has been designed to serve. Of course, at this level of sophistication, the chatbot would also discern, given the nature of the HR customer’s questions, when a referral to an actual human on the operational services team may be in order.

Hacking the disruption

While the advanced cognitive and empathetic capabilities we are ascribing to our next-generation Solution Adviser and Human Adviser digital workplace chatbots are in the infant stages today, we are making rapid advances at the Workflow Adviser level of sophistication for Deloitte’s own digital workplace solution.

As we increase digital workplace capabilities, however, we may find that the process of benefits enrollment itself has become disrupted by our technology advances, and a complete rethink of how benefits are packaged, priced, and administered will likely not be far behind. After all, disruption tends to breed more disruption—which, by the way, is why achieving sustainable HR is so imperative.

About the Authors:

Michael Gretczko is a principal with Deloitte Consulting LLP and the practice leader for Digital HR & Innovation. He focuses on helping clients fundamentally change how they operate, often working with large, complex, global organizations to guide transformation programs that enable HR organizations to reinvent the way they leverage digital to improve the employee experience and business performance.

Daniel John Roddy  is a specialist leader with Deloitte Consulting LLP and a member of the Digital HR & Innovation team. He focuses on leveraging his decades of global HR transformation experience to develop and promote thought leadership that helps create breakthrough opportunities for our clients. 

Copyright © 2017 Deloitte Development LLC. All rights reserved.


Source: HR your way | Michael Gretczko | Pulse | LinkedIn

Media Technology

How Changes in Technology Within HR & Recruitment Are Shaping the Future

How Changes in Technology Within HR & Recruitment Are Shaping the Future

In the era of rapidly changing technology nearly every business has been affected in various ways. HR has always been the most crucial part of any business, as finding the right candidate to meet the business requirement is very important. With everything going mobile it’s important for HR to embrace technology if it wants to continue to be an important part in managing organisational changes. With easier access to data, talent analytics the workplace analysis is increasingly becoming more common in the HR Tech world.

Companies who are actively making use of this data available to them are becoming far more competitive. With new concepts in the recruitment tech world like social recruiting technology on the rise, have made companies make maximum use of social media platforms like LinkedIn to their best advantage. Before social media, it was challenging to go through a huge chunk of resumes to find the ideal match for the position which needs to be filled. But now with the help of social media technology, it’s easier to find the right candidates.

HR & Recruitment have to embrace the technological changes in order to achieve both business requirements and employee expectations. With the invention of Big Data, the HR world has changed forever. Various companies are making use of Big Data to the best of their advantage. Previously HR had to manage everything on paper right from employee records, documents, performance reports, etc. Today’s technology gives HR the power of Big Data which has changed the way businesses see their customers. Previously it was difficult to track record of each employee in a big corporation, but with Big Data it’s become easier to track employee performances and training.

Cloud Computing is another technology which has made HR change its overall protocol by helping them store a large amount of information over the cloud. Earlier these were stored in the stack of files wasting office space and were difficult to trace. Not only it is more secure, but it is also more efficient. Now all of the employee information like payroll, tax documents, and performance reports can be stored securely online.

With the help of Smartphone’s, companies are providing a better platform for employee engagement programs and team building activities. With minute by minute update over Smartphone about any training program or cultural event, HR has come closer to building great relationships with the employees.

These are just a few of the various possibilities the HR tech domain is impacted and adapted to the technological advancements. If every HR department of every company adapts to these technological changes, it will make the life of an HR a lot simpler adding value to the organisation.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

About the Author:

Bhumika Zhaveri’s expertise lies in business strategy, change, human resources and talent management. Her experience is built over years in varied sectors where she has worked within Recruitment, Resourcing and HR. Now as Founder & CEO of InteriMarket a platform for Contract/Interim Talent Management. She is a firm believer of success through people, change and culture!


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marcus evans: Professional business training

Employee Engagement: 27-29 September 2017, Amsterdam, Netherlands — Press Release

Marcus Evans: Employee Engagement | The HR Tech Weekly®

Amsterdam, July 18, 2017 — Employee engagement has a direct impact on employee branding, an engaged employee will always praise his company and its achievement and can become a brand ambassador.

Companies increase their efforts to better understand the reasons beyond employee engagement. Although multiple tools can be used ranking from basic surveys to sophisticated games or applications, not many companies combine their findings with HR data about employee absenteeism, turnover rate and other data to gain a deeper insight about employee engagement trends. Predictive analytics can also help companies determine the source of hire sources, evaluate the ROI of employees and optimise the hiring process.

The Employee Engagement conference organised by marcus evans on the 27th-29th of September, 2017 in Amsterdam will provide a pan-European insight in employee engagement and its development. It is a unique opportunity for Employee Engagement specialists and Human Resources Experts to discuss the challenges of engaging employees. Practical cases will be presented to highlight the link between employee engagement and the organisational performance, the impact of internal communication, leadership and organisational culture on employee engagement. This conference will also explore the means by which we can guarantee employee engagement through the entire employee life cycle and turn it into employee experience.

Attending this premier marcus evans conference will enable you to:

  • Improve the employer branding and communicate about the company’s values to the employees
  • Put the company’s culture at the service of employee engagement
  • Create a sense of belonging among the employees
  • Use predictive analytics to improve employee engagement
  • Maintain employee engagement after a M&A or a strategic transformation

About marcus evans Group:

marcus evans Group | The HR Tech Weekly®

marcus evans specialises in the research and development of strategic events for senior business executives. From our international network of 63 offices, marcus evans produces over 1000 event days a year on strategic issues in corporate finance, telecommunications, technology, health, transportation, capital markets, human resources and business improvement.

Above all, marcus evans provides clients with business information and knowledge which enables them to sustain a valuable competitive advantage and makes a positive contribution to their success.


If you would like to receive more information regarding this event please email Constandinos Vinall at ConstandinosV@marcusevanscy.com or visit the website here.

Future of Automation in Recruitment, Forget Robotics for Now!

Future of Automation in Recruitment, Forget Robotics for Now!

Robotics | The HR Tech Weekly®

There are views that automation in recruitment is great as thеѕе systems wіll hеlр companies kеер track of activity and shortlist quicker durіng this exponential increase іn resumes аnd cover letters received these days, especially in volume roles. Tо ѕоmе within HR, recruiting with technology nееdѕ а lot оf work tо gеt tо whеrе it’s expected tо be. Thіѕ саn оnlу bе achievable wіth thе introduction оf robotics аnd automation іn thе hiring process аѕ technological advances ѕееm tо bе improving аll aspects оf оur lives, аnd business іѕ аt thе forefront оf thеѕе changes.

Onе оf thе biggest challenges wе face today, іn Human Resource Management, іѕ adapting thе HR Recruitment process tо meet thе Demands аnd Nееdѕ оf а Nеw Global Economy. Thе mission іѕ tо bring thе latest breakthroughs іn Automation, wіth а focus оn Artificial Intelligence, tо aid HR Recruitment wіth recruitment automation, іn order tо meet thіѕ nеw challenge. Thіѕ mission wіll bе achieved bу realising thе opportunities аnd addressing thе challenges presented bу Globalisation, wіth rеgаrdѕ tо HR Recruitment.

Thіѕ Breakthrough Idea іѕ аbоut creating а HR Automation tо streamline thе HR Recruitment process bу Freeing HR Managers, Recruiters & Employers frоm recruitment tasks geared mоrе fоr High-scale Computerised Logic, іn order fоr thеm tо kеер focusing оn thе Recruitment Tasks mоrе suited fоr Human HR Management Logic. In turn, thе potential tо bеѕt Hеlр Billions оf Jobseekers аnd Companies achieve thеіr employment goals, іn thе mоѕt efficient wау possible.

Tаkе а sneak peek аt whаt thе future holds fоr Recruitment automation wіth HR automation:

Thе current model аvаіlаblе fоr HR Recruitment offers mоѕtlу ad hoc Recruitment Standards, whісh wеrе developed аnd applied bу а handful оf HR Managers аnd Recruiters. Thаt model hаѕ proven іtѕеlf tо bе vеrу effective іn mаnу corporation durіng thе pre-Globalization era аnd hаѕ led tо prospering economies іn mаnу parts оf thе world. However, nоw dawns а nеw era оf Globalization wіth а nеw set оf opportunities аnd challenges.

Tо adapt оur current model wіth HR Automation tо deal wіth thеѕе nеw set оf changes, wе muѕt aggregate аnd utilise thе recruitment knowledge оf global resources efficiently. Thіѕ wіll involve а massive online coordinated effort bу millions оf hr managers, employers аnd recruiters teaching аnd learning frоm еасh оthеr а vast array оf recruitment standards. Especially because logic or algorithms built based on one or two or a handful of individuals “perceptions of the best” could be very different to the global collective perception or requirements especially in the changing world. Maybe that’s why we see a lot of new technologies emerging and algorithms being applied with not all actually benefiting the end users especially talent.

Tо put thе benefits оf collecting ѕuсh massive amounts оf data frоm HR Experts іn perspective, lеt uѕ briefly tаkе а lооk аt ѕоmе оf thе major benefits оn а global level. Wе wіll hаvе іn оur hands а globally standardised mechanism, wіth whісh wе саn advance global employment efficiency tо а level mоrе аррrорrіаtе tо thе era wе сurrеntlу live іn – Globalisation. In turn, thе benefits thіѕ project produces, іѕ nоt оnlу localised but аlѕо global. Thіnk оf іt аѕ creating thе bеѕt wау tо achieve thе mоѕt efficient Global GDP growth. This, Global GDP Growth, іѕ thе wау thаt wе bеlіеvе wіll lead tо economic prosperity tо levels previously thought impossible tо аll kinds оf people аll оvеr thе world аnd оn dіffеrеnt steps оf thе economic ladder.

Thе Recruitment Standards wе аrе talking аbоut hеrе аrе mаdе uр оf pairs оf Job Rules аnd questions. Thе job rules wіll define а group оf requirements thаt muѕt bе met bу а jobseeker, tо qualify fоr thе job fоr whісh thоѕе job rules apply. Thе job questions wіll facilitate thе preliminary аnd automated interview process оf а jobseeker thrоugh HR Automation, tо automatically pre-qualify оr dis-qualify а jobseeker’s ability tо meet thе job rules fоr whісh thоѕе job questions apply. Thеrе wіll bе multiple variations оf job questions wіth varying degrees оf difficulty depending оn thе seniority оf thе job thаt thе jobseeker іѕ applying for. Eасh job rule аnd question muѕt bе translated thrоugh automated means, іn аѕ mаnу popular languages аѕ possible, wіth thе required translation іn thе languages required іn thе relevant job role(s).

Algorithm Blog | The HR Tech Weekly®

Now, having said all of this as per my brief note above automation does not always mean a good thing. Let’s take an example of video interviewing: live face to face video interviewing great but the systems where a bunch of questions are asked by a robot and a candidate has to record themselves, not too effective and here’s why. Most candidates, let me rephrase, most people are not comfortable looking at themselves talking so this in itself can make them uncomfortable, and irrelevant. If a hiring organisation uses portals to shortlist based on “algorithms” rightly or wrongly, and then does not have time to interview a candidate more naturally in further stages – I may suggest you can stop recruiting. Because this way, you will only be able to recruiter better “performance artists” and “extroverts” and loose out on a lot of talent that can genuinely help you shape the future of your organisation.

A key lesson for many here is to learn to balance the use of automation, whilst also assessing what credible sources do those automation and algorithms come from. If it is a brain child of one or a handful of individuals not backed by science, psychology and/or a collective study of hundreds of thousands of professionals, you may want to think again before using them to hire your future talent. For insights on assessments, management and hiring of independent contractors you can contact me directly.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

About the Author:

Bhumika Zhaveri’s expertise lies in business strategy, change, human resources and talent management. Her experience is built over years in varied sectors where she has worked within Recruitment, Resourcing and HR. Now as Founder & CEO of InteriMarket a platform for Contract/Interim Talent Management. She is a firm believer of success through people, change and culture!


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Securing Competitive Advantage with Machine Learning | The HR Tech Weekly®

Securing Competitive Advantage with Machine Learning

How to Secure Your Competitive Advantage with Machine Learning | The HR Tech Weekly®

Business dynamics are evolving with every passing second. There is no doubt that the competition in today’s business world is much more intense than it was a decade ago. Companies are fighting to hold on to any advantages.

Digitalization and the introduction of machine learning into day-to-day business processes have created a prominent structural shift in the last decade. The algorithms have continuously improved and developed.

Every idea that has completely transformed our lives was initially met with criticism. Acceptance is always followed by skepticism, and only when the idea becomes reality does the mainstream truly accept it. At first, data integration, data visualization and data analytics were no different.

Incorporating data structures into business processes to reach a valuable conclusion is not a new practice. The methods, however, have continuously improved. Initially, such data was only available to the government, where they used it to make defense strategies. Ever heard of Enigma?

In the modern day, continuous development and improvement in data structures, along with the introduction of open source cloud-based platforms, has made it possible for everyone to access data. The commercialization of data has minimized public criticism and skepticism.

Companies now realize that data is knowledge and knowledge is power. Data is probably the most important asset a company owns. Businesses go to great lengths to obtain more information, improve the processes of data analytics and protect that data from potential theft. This is because nearly anything about a business can be revealed by crunching the right data.

It is impossible to reap the maximum benefit from data integration without incorporating the right kind of data structure. The foundation of a data-driven organization is laid on four pillars. It becomes increasingly difficult for any organization to thrive if it lacks any of the following features.

Here are the four key elements of a comprehensive data management system:

  • Hybrid data management
  • Unified governance
  • Data science and machine learning
  • Data analytics and visualization

Hybrid data management refers to the accessibility and repeated usage of the data. The primary step for incorporating a data-driven structure in your organization is to ensure that the data is available. Then you proceed by bringing all the departments within the business on board. The primary data structure unifies all the individual departments in a company and streamlines the flow of information between those departments.

If there is a communication gap between the departments, it will hinder the flow of information. Mismanagement of communication will result in chaos and havoc instead of increasing the efficiency of business operations.

Initially, strict rules and regulations governed data and restricted people from accessing it. The new form of data governance makes data accessible, but it also ensures security and protection. You can learn more about the new European Union General Data Protection Regulation (GDPR) law and unified data governance over here in Rob Thomas’ GDPR session.

The other two aspects of data management are concerned with data engineering. A spreadsheet full of numbers is of no use if it cannot be tailored to deduce some useful insights about business operations. This requires analytical skills to filter out irrelevant information. There are various visualization technologies that make it possible and easier for people to handle and comprehend data.

Want to learn more about the topic? Watch replay of the live session with Hilary Mason, Dez Blanchfield, Rob Thomas, Kate Silverton, Seth Dobrin and Marc Altshuller.

Follow me on Twitter and LinkedIn for more interesting updates about machine learning and data integration.


Source: Securing Competitive Advantage with Machine Learning | Ronald van Loon | Pulse | LinkedIn