Future of Work Trends, Part 4: Future of Training in HR | Featured Image

Future of Work Trends, Part 4: Future of Training in HR

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With the introduction of video sharing sites like YouTube, Vimeo, Daily Motion, etc. the employee training has transformed forever. Online video sites have enabled many companies to upload their training videos and making it available to their employees. Companies which previously have to schedule personal training sessions by matching a time as per the availability of trainer and employees which were a tedious task and even time-consuming at times are now switching to online training. Online training & career development facilitates employees to take up the training as per their schedules and from their comfort zones.

Recently many companies are re-configuring learning and development to become less campus-based classes and more of on-demand online training. This way it becomes easier for both the trainers and trainees. Trainers record their training videos once and do not have to take training sessions again and again. Trainees can choose a topic for training as per their requirement and interest, saving them both time and efforts. This makes employees more independent as they can choose a topic to develop a particular skill of their choice rather than what management thinks is best for them, although most time the curriculum is set and is also best especially for early stage careers.

Constant technological up-gradations have made the online video sites to become more user-friendly. These sites often remind users about an unfinished video so the person doesn’t miss out on something he left midway. They also suggest similar videos to enhance user’s skills and increase their understanding on the topic through different video perspectives. Online training videos are also setting up a benchmark in the employee assessment program. Nowadays many companies are evaluating employees by undergoing a specific training and assessment program. Employees are trained on a specific process by taking up online workshops and then are made to give tests based upon which they are promoted to specific positions.

Online Training

This way a fair evaluation procedure is followed giving only the deserving ones the much-needed promotion. Even employees find themselves in a win-win situation as they get to upgrade their skills. With tremendous growth in the online employee training and workshops which is slowly transforming how we learn & evaluate, it is not wrong to say that in a few year will see a more advanced and efficient ways into learning & assessments, and maybe this is a job within HR that can be taken away by machines that may be able to assess faster and smarter without the human error and provide more accurate assessments.

Just like online video sites are setting up a new trend in the workplace, similar growth can be seen in the online human resources functions in particular with training/learning and development. We shall continue with the next trend in the fifth and final part of the series where we will focus on how human resources functions are rapidly moving online, and that is a fascinating thought but also slightly scary as we ought to maintain the human and machine balance in what is needs to be a personnel function.

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.


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

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Future of Work Trends, Part 3: Social Media, Decisions & Jobs

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Human Beings are social animals and we love to socialise, that was never a surprise! Social networking is making use of Internet-based social media platforms to connect with friends, family and other people. Social Networking is done mainly for the sole purpose of socialising or for business. Various social networking sites like Facebook, Twitter, LinkedIn, Instagram, etc. are popular these days among people. It’s become our alternative lives, and as scary it sounds it is as much real too. Apart from socialising, these social networking sites are rapidly growing for various other purposes like commerce, knowledge sharing, marketing, relationship building, employment, etc.

Social Networking is playing an important role nowadays in the recruitment process. Both employers and employees are making use of the social networking sites to achieve their job goals.

Apart from job search engines & company career portals, social networking sites are helping employers find the right candidate for the positions. Professional networking sites like LinkedIn help in establishing connections between the employer and employee where they get to know each other.

Depending upon the job requirement, a selected group of people are filtered through the interview process and although mainly for perm jobs this has been one of the most successful platforms, until recently. Other social networking sites like Facebook & Twitter help in evaluating the social lives of candidates. The social life reflects candidate’s extracurricular activities which is increasingly becoming an important deciding factor in the selection process. Now although I do not support this mechanism of shortlisting or decision making there are organisations that heavily advocate and implement this.

Social networking helps employees in building connections with people in their online & real-life circle. This helps them in finding a job at a company they want to work with. People now built their resumes including all the keywords which best describe their skill sets, which in turn helps employers to find them on the job portals or networking sites like LinkedIn. This way it has become easier for both employers to search candidates and job-seeker to find the right job.

Social media hiring is also greatly increasing in temporary and contract or project based workforce as it mainly works on referral and recommendations, which is another great aspect and so in order to reflect the change in attitudes even these forms of job providers and holders need to improvise on how they can create their brand fan following on relevant platforms, like ours to start moving towards a more real-time candidate and data flow, getting rid of the old systems and processes that are both manual and complex for no real reason.

But like we know, with good comes the bad too. Social networking at times can be disadvantageous too for a company as due to networking, hiring committee does favouritism towards people they know, or like based on their personal biases. This kills the overall objective of the company to be culturally more diverse & of giving equal opportunities for all irrespective of background, culture, religion, age or gender. Hence many companies are coming up with new laws to counter favouritism, gender biases and racism but these are so qualitative that it needs serious thinking and implementing.

Social Media Influence

One quick advice to all organisations is that regardless of how much social media influence you may think you have or not, ensure you have a policy in place that protects your business but also allows an individual to have an opinion on a certain culture and/or process etc. It is fair to promote freedom of speech internally and externally, without really naming and shaming brand as it can be a great part of feedback learning and loop.

Finally, with every employee recruited, it’s important to train them as per the company policies and business demands. This involves a lot of on-job training and assessments at regular intervals in order to achieve company’s organisational objective, perm as well as interim colleagues. As per the recent trend, employee training & assessment is increasingly becoming online, facilitating affectivity saving time & efforts. In the next part, we will try to elaborate more about the increasing trend of online employee training & workshops.

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.


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

4 Degrees That Take You Far in HR (featured image)

4 Degrees That Take You Far in HR

4 Degrees That Take You Far in HR (image 1)

You have to be smart to work in human resources. You won’t hear this from anyone outside of HR, but it’s the truth. HR professionals balance all sorts of responsibilities, from administering compensation and benefits to settling disputes between employees to organizing weekly, monthly, and annual events. It’s a tough gig, and it takes diligence and intelligence to pull off.

Therefore, to advance in HR, you need to be even more diligent and intelligent than your HR peers – which means you need to be better educated than they are. Advanced degrees are known to help the ambitious speed up the corporate ladder, and that’s true in HR, too. The following four degrees are incredibly different from one another, but that’s exactly why they are perfect for those interested in being better at HR.

1. Master in Human Resources Management

It shouldn’t be surprising that studying human resources is good for those seeking jobs in human resources. A master’s degree in Human Resources Management targets the field of HR, imbuing students with highly focused knowledge and skills that are exceedingly useful to HR careers. Professionals equipped with the MHRM can typically skip the years of entry-level employment and begin as HR managers, opening up access to better career prospects in the near future.

The only potential downside to an MHRM is the restriction of its material. Students who acquire this advanced degree should be committed to working within HR for their lifetimes, as the information and abilities gained therein hardly apply to other business departments. Fortunately, every business sector requires HR professionals, so graduates with this degree do have some ability to move in their HR careers – though perhaps not as much as grads from the following advanced programs.

2. Master in Business Administration

Arguably the three most familiar letters in business, the MBA is a highly contentious degree program. On one hand, it provides students with essential business leadership skills as well as a foundation in several business fields, including HR. On the other hand, so many schools are producing MBAs every year that employers are beginning to wonder whether that extra education is worthwhile to the workforce.

The truth is MBAs continue to be valuable to businesses – especially in the HR department. The necessity for HR professionals to boast a bevy of skills makes the broad scope of the MBA useful; HR workers can learn the details of all business functions, from accounting to marketing, improving their ability to hire specialized workers and communicate with those teams. Plus, acquiring an AACSB online MBA will give you more flexibility in your career, so you can leave HR for nearly any other business field, if you so desire.

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3. Master in Computer Science

Human resources professionals work primarily with people, and secondarily with numbers – so it seems odd that a degree in computer science might be useful to HR. However, like nearly every other business field, HR processes have begun relying heavily on tech, so being proficient in computer science is actually a significant boon to HR workers. With an MS in Computer Science, HR professionals can design and maintain useful programs for HR and other business departments, which can speed up processes, relieve overburdened teams, and help the business become more productive overall. Additionally, it’s conceivable that a tech-savvy HR manager would be promoted into positions like Chief Technology Officer. Thus, computer science isn’t a totally wild advanced degree for HR professionals to obtain.

4. Master in Social Work

Then again, if you entered the HR field for its promise of human contact, you might be drawn to an advanced degree in social work. A Master of Social Work is mandatory for any social work positions, but it is also exceedingly beneficial for professionals looking to become proficient in working with people. Courses on psychology and sociology as well as administrative training provide an unbeatable foundation for assisting people work through issues and reestablish stability. Even better, social work programs teach students about important laws and regulations, which will improve your ability to maintain standards for your employer. Because social work and the HR field overlap in so many ways, this degree program can be just as beneficial as an MHRM.

Whether you would be content with a management position or you want access to the C-suite, you should probably earn an advanced degree to move up in HR. The above programs offer the most applicable knowledge and skills, but you can explore other options by contacting business schools or speaking with a qualified HR mentor.

About the Author:

Tiffany Rowe

Tiffany Rowe is a leader in marketing authority, she assists Seek Visibility and our clients in contributing resourceful content throughout the web. Tiffany prides herself in her ability to create and provide high quality content that audiences find valuable. She also enjoys connecting with other bloggers and collaborating for exclusive content in various niches. With many years of experience, Tiffany has found herself more passionate than ever to continue developing content and relationship across multiple platforms and audiences.


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5 Contract Careers That Were Non-Existential Just 5 Years Ago

5 Contract Careers That Were Non-Existential Just 5 Years Ago

Last year in December, whilst I was reflecting on the future of careers and jobs, I wrote this article focused on the most exciting career paths of 2017. So now as we are half way through, I wanted to investigate a little bit more on this but only from an interim/contract jobs perspective.

Contract jobs аre basically flexible on timescales, mostly full time and uѕuаllу leave уоu а choice tо continue wіth thе contract fоr as long as feasible оr leave wіth nо extension. This flexibility works both ways, which is why this form of employment is so much more popular amongst futuristic organisations and professionals. What is important here is to learn the difference between these longer term independent contract jobs and freelance jobs, as freelance jobs оn thе оthеr hand аrе nоt long term unlеѕѕ agreed аѕ such and does not provide the stability that a full time contracting can provide, so it is a lot more sporadic, can be performed from anywhere in the world and usually is less hours not more.

In thе remaining part оf thіѕ article, wе wіll bе discussing the rise of contracting jobs especially by focusing on five types of professions in contract jobs thаt didn’t exist іn thе lаѕt fіvе (5) years.

Big Data Architect

Big Data job roles hаvе surfaced іn thе lаѕt fеw years аlоnе thаt wоuld nоt hаvе bееn thought оf fіvе (5) years ago; big data scientists, big data architects, big data visualizers, data virtualization аnd cloud specialists, tо nаmе but а few. Sо іt іѕ fair tо ѕау thаt іn аnоthеr ten years frоm nоw thеrе wіll bе еvеn mоrе Big Data jobs thаt don’t exist today.

UI/UX Scientist

Thіѕ role thаt requires а professional thаt understands hоw tо create fantastic user experience whісh dоеѕ nоt оnlу depends оn design elements, but аlѕо user perception, user requirements, аnd оvеrаll user expectation саmе tо thе limelight fеw years back. These roles existed prior to 5 years but let’s say the expectations and format have changed substantially since.

Cloud Computing Specialist

Aѕ technology continues tо advance, thе nееd tо introduce solution tо bеѕt manage resources аѕ аlwауѕ bеіng оn thе forefront. Thіѕ аlоnе led tо ѕеvеrаl big companies thаt hаѕ thе tendency tо work wіth а lot оf data tо adopt thе cloud computing technology. Aѕ such, thіѕ nеw challenge requires professionals tо step іn tо hеlр manage thіѕ resources called cloud computing. Thе cloud computing specialist contract jobs again had a very different profile prior to a few years ago, but as more and more businesses and individuals rely on cloud day to day, this is becoming an increasingly important career direction.

Drone Operators

Aѕ thе global market fоr thе unmanned aerial vehicles аlѕо knоwn аѕ UAVS continue tо grow steadily, thе ѕеrіоuѕ nееd fоr operators tо fly thеm аѕ surface. Thіѕ job role јuѕt саmе іn nоt long ago and it is also a brilliant role for people who love flying objects or have a keen interest in handling almost any kind of remote controlled or otherwise device that works wonders. This role is in its infancy in many countries, but who knows in the next 5 years could be one of the most desired roles too.

Driverless Car Engineers

Wіth thе rесеnt innovation іn thе automobile sector thаt іѕ set tо kick оut taxi driver’s аnd couriers. Thе nееd fоr Engineers tо handle thіѕ driverless cars is rising. Thе Driverless cars won’t bе аblе tо mend themselves, ѕо engineers, mechanics аnd software developers whо work оn vehicles wіll bе increasingly іn demand іn thе not-too-distant future. Thіѕ role јuѕt rесеntlу саmе tо thе fold too, and whether everyone agrees with driverless car philosophy or not, it is certainly a technology that will emerge in the next decade.

May be with so many emerging career paths schools, universities, government and parents need to be a lot more openminded in terms of career choices graduates or school leavers may take. In fact, it is pivotal that they get supported in choosing these key careers on the growth so it does not leave the industries developing these careers deprived of great future talent. If you would like your school, or college or university to learn more on this especially on how to choose non-traditional careers, I am happy to deliver a talk as part of my mission to help the young and innovation along the way.

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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Unemployment in Changing Times – Are Seasonal Workers Protected?

Written by Jackie Edwards, specially for The HR Tech Weekly® ▸

Unemployment in Changing Times - Are Seasonal Workers Protected?

In many industries, there is an ever shrinking demarcation of the traditional working day. The fact is, we live in a 24/7 consumer society, and those demands are cascaded through to businesses throughout the value chain. This is particularly the case in the tech industry, where the growing trend in flexible and remote workers means the boundary between home and work balance is becoming ever more blurred. When it comes down to it, the 9-5 working day and 35 hour week with time off for good behavior that was the norm for our parents and grandparents is actually quite a rarity today.

But flexible working practices do not just mean fitting hours to suit personal and business needs, and seeking that holy grail of 21st century existence, the mythical work life balance. Seasonal work is also becoming more common in industries outside the traditional farming and recreational sectors, and is starting to be seen in everything from retail to back office to academia. Here, we take a look at how employment law applies to workers falling into this ever widening category.

Claiming Unemployment Benefit

Even for those who have been in regular employment within the HR tech industry, the rules might seem complex due to variations between states, but the underlying principles are simple enough. If the worker has been laid off through no fault of his or her own, and meets the requirements for the amount of time he or she was in work, then benefits are available.

For seasonal workers, the same principles are in play, but they are a little more complicated to navigate. Specifically, the lack of work at certain times is an understood and acknowledged part of the deal. As such, workers are not actually unemployed, and so many states will not subsidize them during this “lull” period.

States that have a more generous attitude towards seasonal workers, typically those with a significant tourist sector and therefore a larger proportion of people falling into this category, calculate the amount payable on the basis of what was earned during the base period, just as they would for someone who had been in full time employment.

How about Contractors?

Almost three quarters of employers use contractors to provide tech support at one time or another, so how is this sector affected? Only an employee can claim benefits, and in the vast majority of cases, contractors are considered to be self employed, and are therefore ineligible. Even more complex is where the contractor hires seasonal assistance. In this case, however, the key word is “hires” – the assistant is not considered an employee any more than the contractor is, and therefore is not generally going to be able to claim unemployment.

If in doubt, ask

The above all suggests that where unemployment benefits are concerned, the deck is clearly stacked in favor of full time workers, and it could be argued that seasonal employees are not as fairly treated as they could be. Ultimately, though, it is important to remember that rules can vary significantly, so if you are unsure regarding an individual’s eligibility to claim, it always makes sense to check with your state unemployment office to get specific advice.


Not everyone fits the traditional, eight-to-five, year-round job scenario. Seasonal employees work for defined, often short periods of time during specific times of the year. This phenomenon is created by variations in certain industries that are affected by seasonal shifts in demand or weather-related impediments.

Click here to learn more: Unemployment Rules for Seasonal Workers | AboutUnemployment.org

5 successful leaders' advice: I wish I knew this as a young manager

5 successful leaders’ advice: I wish I knew this as a young manager

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Good leadership is an essential for any successful company, but it’s not always easy for junior or first-time managers to adapt to their role. Many times, leaders look back on their career and have a whole host of new insights and knowledge they wish they’d known all along.

When we started Impraise 3 years ago, the focus was on the product. As the company grew and we brought more people on board, we faced the challenges of also becoming first time leaders. Managing people for the first time, whilst challenging, was also rewarding, but it was always helpful hearing from people with more experience, and understanding what helped them progress and become the best leaders possible.

With recent failures at Uber showing many young leaders were neither trained or equipped for their roles, we wanted to find out just what people wish they’d known when they began on their leadership path. We talked to five top leaders to find out what they wish they’d known when they started their management careers, and collected their most valuable insights…

Harry WestFrog Design

“In an organization that’s fast moving, with lots of young people… we need to be proactive. We shouldn’t expect people to know how to manage without any training.”

CEO Harry West shares with us the things he’s learnt whilst managing the rapidly growing design company.

Historically, he shares, during the company’s earlier days, when potential future leaders were trained, there was a lack of knowledge and structure in place concerning the skills required and how they should be developed. The company now have in place a management training program to ensure these things are addressed before young leaders are put in charge of teams. Reflecting on earlier practices, he muses that this less than thought out approach to systematic training was not good enough for such a fast moving, young tech company. West soon learnt that this wasn’t working, and began reshaping their training process to be more systematic, now ensuring young leaders go into their positions equipped and confident.

Martin Jellema, Werkspot

“One of the most important elements is the people themselves.”

Martin Jellema, Werkspot & Instapro’s Chief Commercial Officer, responsible for a 70+ team, shares the top three lessons he’s learnt since he began managing.

Jellema maintains that, after all his years of managing people, one of the most important elements is the people themselves. Finding and recruiting candidates that fit the company and can handle every aspect of the role remains one of the most important aspects of managing.

Besides this, he maintains, asking for help where needed remains the second most important thing. He now values collaboration over feeling the pressure to perform flawlessly and prove yourself as manager, saying it’s more useful to discuss issues, allowing people to help you come up with solutions you wouldn’t necessarily think of. In Jellema’s experience, both your boss and your team will see you reaching out for help as a strength not a weakness: understanding that something needs to be done or changed and using the resources you have to make that positive change won’t be frowned upon. You have a great team around you for a reason: use their knowledge and skills! He also outlines the importance of keeping focus on ‘high leverage’ activities: rather than taking time on minor activities, delegate, and dedicate the time to things like team training which ups productivity.

Bob Kastner, Meeting Tomorrow

“If you have great team members, and you get them energized by a great scoreboard, then you’ll be unstoppable.”

Bob Kastner, Director of Marketing at Meeting Tomorrow shares the one thing he wishes he knew as a junior manager: how useful scoreboards are when it comes to keeping the team engaged, energized and on track.

Kaster says things should be easy to read at a glance. People should be able to tell what’s going on by looking at a few, important metrics: only use the ones that are essential to productivity. Kaster’s next must-do for these metrics is keep things constant: update the board as often as possible; keep information relevant and updated in real-time, and have it on display, keeping things in the forefronts of people’s minds, and discussing them regularly in team meetings or daily stand ups.

You can decide whether to create a competitive friendly vibe, seeing who tops the scoreboard, or create a collective vibe: how close is the team to hitting goals? Kaster has learnt to put this focus on striving for more motivating ‘best’ results rather than encouraging people to beat averages, always ensuring most importantly, to celebrate these successes as a team when they occur!

Brett Remington, Wisconsin Centre for Performance Excellence

“Trust holds everything together. It takes huge amounts of time to accumulate… As a manager, your success depends on the preservation and enhancement of trust.”

We spoke to Brett Remington, of the Wisconsin Centre for Performance Excellence,  and he outlined the things he’s learnt: his experience based ‘truths of management’.

Remington’s first learning was the importance of trust and fostering good relationships with those around you. He shares he’s also learnt to see managers as administrative functions, believing that “if you’re going into management because you want to change the face of what’s possible in your organization, you are applying for the wrong job.” The second, he says, is it’s essential to have a curiosity about the processes your team use: you could have a great team, but, if the processes being followed are ineffective, they’re going to be disengaged and unsuccessful.

He also sets a lot of store by keeping metrics simple and useful, and learnt to focus on 3-5 key performance metrics. He says attempting to stay on top of more than 5 performance measures at once makes for accomplishing less, whilst having focus on fewer than 3 at any time means you’ll likely miss opportunities for continuous improvement and innovation.

His next learning? Humility and the need to embrace change.

“You are only about 2/3rds as good at your job as you think. The 1/3rd you don’t know about, don’t believe, or don’t pay attention to is going to determine how long you’ve got left in this job. Find ways of eliminating blind spots and practice humility. Eventually, you may find that your role as manager is vastly different than when you started. People, processes, policies, and potential change. Know when the accumulated changes no longer fit with your skills, aspirations, or interests. When that time comes, be ready to change out of your manager role and reflect on what you have accomplished as you pursue a better future for yourself.” 

Barry Curry, Systeme

“Most importantly learning how to react and behave when you are out of your comfort zone will better prepare you for being out of it.”

Barry Curry, Technical Director at Systeme, also brings back the key point of positive feedback, recognition, and acknowledging your team for their accomplishments: it’s always key to ensure people know they’re valued.

He shared his biggest learnings with us, beginning with the importance of keeping sight of the big picture. It can be easy to get drawn into the small details: stay focused on key details, and don’t take things personally. If things become heated during stressful projects or periods, it’s okay to let people vent. Acknowledge people’s perspectives, never make responses personal and keep things respectful, with co-workers and clients alike.

He also suggests using goals to ensure what you’re doing has direction. This ensures that problem solving for others doesn’t totally overtake your other responsibilities. Another learning is resist the temptation to always check your emails first thing: first complete one of the daily tasks you’ve set yourself, without distraction or prioritising other’s needs.

He also says that although sometimes sharing problems is difficult, having thought about solutions before sharing the problem will show you’ve thought things through and instill confidence in you. Similarly, having a process in place for when unplanned or unexpected things arise is key: have a consistent process in place to help you deal with things more efficiently.

For more information and expert advice on becoming a great leader, check out our free eBook and white paper.


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Employee Experience – The XXI Century Corporate Super Power

Written by João Duarte, Content Director at Tap My Back.

Interviewing Jacob Morgan

Jacob Morgan is a 3x best-selling author, keynote speaker, and futurist. His latest book is The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces They Want, the Tools They Need and a Culture They Can Celebrate (Wiley, March 2017) which is based on an analysis of over 250 global organizations. Jacob’s work has been endorsed by the CEOs of: Cisco, Whirlpool, T-Mobile, Best Buy, SAP, Nestle, KPMG, Schneider Electric and many others.

Tap My Back, a tool that provides the simplest way to provide work recognition recently had the opportunity to talk with Jacob Morgan about the concept relying beyond his latest book, employee recognition. Jacob advocates this concept should be the major focus of companies aiming to attract and retain talent. This article provides a summary of the main ideas explored on the interview. Alternatively,  you can read or listen the full interview here: Employee experience – The XXI century corporate super power.

Nowadays, we’re living in such a rapidly and demanding world that the skills gap issue is turning into a big thing. Therefore, more than ever before the need to attract and retain talent is a huge issue for corporations around the world. In the end, “every organization in the world can exist without technology but no organization in the world can exist without people”. Bearing this in mind, the concept Jacob Morgan approached in his last book, employee experience, comes in the perfect timing. Companies need to seek out to provide the best possible interactions with their workforce, that is the only way to guarantee they have people delivering their best and sticking for the long run.

On the interview Jacob explained that employee experience is sort of the next step in what regards the way company’s manage workforce. It appears as an answer to the fact that “employee engagement has always acted as kind of an adrenaline shot inside of our organizations” –  Jacob Morgan.

He goes through a few best practices that major companies with the likes of Facebook, Google or Microsoft are adopting to improve their staff experience, highlighting three major aspects culture, technology and physical space. Jacob also confessed to Tap My Back that this concept of employee experience is something that the whole company should be aware and responsible for, even though he sees mainly HR related roles pushing it into company’s’ culture.

In the end of the interview, Jacob Morgan was questioned about the best advice he would provide to SMB companies looking to start from scratch implementing and improving the employee experience they provide. You can check his tips and the full interview here: Employee experience – The XXI century corporate super power.


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How will Brexit affect Businesses, HR Teams and Contract Job Seekers?

How will Brexit affect Businesses, HR Teams and Contract Job Seekers?

Brexit, whісh іѕ а portmanteau оf “British Exit” refers tо thе United Kingdom’s decision tо leave thе European Union. Thе European Union іѕ аn economic partnership bеtwееn 28 countries thаt formed аftеr World War II tо hеlр cultivate economic prosperity аnd cooperation. Fоllоwіng аn advisory referendum held іn June 2016, U.K. citizens voted 52% tо 48% іn favour оf splitting frоm thе European Union. Thіѕ result, а surprise tо pundits, hаѕ hаd а substantial impact оn thе economy оf thе United Kingdom, global markets, аnd increased volatility іn thе United States economy.

Thе Brexit process hаѕ caused а sense оf uncertainty аbоut economic growth іn thе United Kingdom аnd саn affect interim job seekers іn thе UK frоm gеttіng job wіth thеіr desired company. I was interviewed on this topic last year in September, you can check out my advice on the post-Brexit effect on recruitment here. I also remarked many times last year on how the “real impact” will be seen not immediately as was asked on many occasions but longer term, starting now, including the sudden election which with all due respect only hinders and hurts taxpayers.

Brexit. What's Next?

Some of the effects highlighted here are: thе decision tо leave thе European Union hаѕ increased thе tension bеtwееn thе United Kingdom аnd іtѕ international trading partners, аnd іt соuld саuѕе mаnу Multinational Corporations tо move operations tо оthеr countries. HSBC, а global bank wіth а major presence іn London, ѕауѕ іt mау move 1,000 trading jobs tо Paris due tо thе Leave Vote. Thіѕ іѕ bесаuѕе thе U.K. wіll nо longer bе аblе tо tаkе advantage оf “passporting”, аn arrangement whеrе а financial institution headquartered іn thе European Union саn perform permitted activities іn аnу оthеr EU member state whеrе іt maintains а branch. Anоthеr major effect thаt Brexit hаѕ hаd іѕ thе depreciation оf thе British Pound аgаіnѕt оthеr major currencies. Thе impact thіѕ hаѕ оn thе British market іѕ а bit discrepant, mоrе specifically thе impact оn businesses thаt operate іnѕіdе thе country whісh саn аlѕо tеll оn what’s in-stock fоr interim job seekers whеnеvеr thеу gеt hired.

Although, mоѕt business owners thаt аrе іntо exporting wіll benefit frоm thе declining pound bесаuѕе thеіr domestic costs wіll decrease whіlе thеіr exports wіll proportionately increase іn value. At thе ѕаmе time, domestic producer’s thаt import component parts wіll experience аn increase іn costs аnd а significant decrease іn profits. In addition tо thе significant drop оf thе Pound, thе exchange rates bеtwееn thе pound аnd оthеr major currencies hаvе reached unprecedented levels оf volatility, whісh соuld result іn mоrе selloffs іn thе medium tо long term.

Whеn іt соmеѕ tо interim/contract jobs and self-employment, thе intakes welfare matters а lot. However, thе Brexit ѕееmѕ tо bе а treat іn thіѕ rеgаrdѕ due tо thе high level оf uncertainty оf whаt thе economy stand tо offer thе interim and contracting job seekers іn thе future. Who knows which directions the gig economy shifts with Brexit, but for now every business that is considering flexibility and risk aversion may want to look into more direct ways to engaging with top interim/contract talent through solutions like InteriMarket without competing agencies as we can help empower businesses and save them the eyewatering agency and managed providers fees. Business leaders, HR & Recruitment leaders can contact me directly for a confidential conversation around our solution.

About the Author:

Bhumika Zhaveri, CEO of InteriMarket

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 hybrid SaaS platform and an online marketplace for Interim Talent and In-House Recruitment & HR Teams. She is a firm believer of success through people, change and culture!


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Millennials Would be Wise to Embrace Work Limbo

Millennials Would be Wise to Embrace Work Limbo

Job transitions are going to become more and more prevalent as work evolves over the next several decades. Millennials should plan on embracing work limbo.

College to Job Transition: A Personal Story

College to Jobs can be Bumpy

Moving from College to the “Real World” can be Bumpy Ride

After graduating last May, I thought I had my entire future planned. It seemed so easy. Of course it took a lot of work and planning to get all of these things to happen, but I did it and I thought, “Well… I did it! This will be my life for the next two years or so”. I got an awesome full-time paid internship to come home to in Seattle. Then I put in a deposit for my first apartment. Life seemed all set-up and great!

However, soon I would be introduced to the real world; the reality of being a millennial, a young professional in an ever growing city. I would live the reality of the ebb and flow of work limbo that is prevalent today.

If you are a Millennial like me, I have one thing to say to you: get used to job transitions! Get used to feeling like you’re on a roller coaster for the next few years of your professional career! Further, get used to feeling a little out of control and in a state of ‘limbo’ during your adulthood in general.

It’s Going to be Okay

You will survive. I have gone through two job transitions in the past 7 months, three jobs if you count the internship I had right after graduation. When I left my first job, it was difficult not to be hard on myself. It really took a toll on my self esteem. But the thing that kept me going and made me persist was the knowledge that a job that would be better fit was in my future. My reason to leave the last job wasn’t because of my inability to adapt or work hard, it was just that the job didn’t align with my goals/aspirations. It was because the company wasn’t a good fit for me. Plain and simple. The tech industry wasn’t for me. I wasn’t passionate about it, and the company I worked for consisted of a tight knit group of senior recruiters who didn’t know how to train new grads. It just didn’t work out – and that is OKAY.

It’s hard not to feel discouraged and question your place in your profession when it seems like every place you go, something never works out. I’m not going to tell you that it’s been easy transitioning and I’m not going to lie when I say that I’ve doubted myself; but what I will tell you is that I have done self-reflection that has changed my life for the better. Also, the past 7 months have given me a great idea of what I do and don’t want in my next work environment. If you are transitioning… I promise it will be okay. More importantly, surround yourself with supportive individuals who will nourish and heal you throughout your transitions and self-examination. This will help you remain positive and keep you on your feet.

Be Yourself. Be Genuine

Be Genuine. Be Yourself

So important to stay genuine even when going through career limbo

Don’t lose who you are in transitions. My life is not as black and white as I thought it would be after graduation. My mindset was 50 years behind. Back in May, I planned my life to work like: get a job offer before graduation, get an apartment set up before graduation, stay at the job and get promotions for a few years. I’m sure a lot of people will chuckle at this naive mindset, trust me, now I do too. Of course, we all probably planned out a Utopian way of life such as this. You thought, “Hey, I’m a hard-working and creative individual. I’m willing to learn, and have valuable ideas! Who wouldn’t want to work with me?”

I can tell you right now that while all of those things might be true about you, everyone else thinks the same thing. Here’s the reality of this situation and here’s the real question: how will you stand out in a sea of millennials who see themselves in the same light as you do? If you are transitioning from one job to another, or if you are a millennial who just got laid off, or left a job that wasn’t a good fit for you, one thing you are going to discover (through your transitions) is what truly makes you a valuable asset to any company. Most of the time, it’s finding that drive and passion within yourself and making it show in every interview and communication you’re having with a potential employer.

I’m a firm believer that if you can’t find that passion and feeling of drive in the industry you are pursuing, do some soul-searching and figure it out. Once you feel like you have a purpose and once you really show how genuine you are, people are going to notice.

Don’t Get Into the Comparison Game

Don’t compare yourself to everybody else around you. This was the hardest challenge for me to overcome (lets face it, we never truly overcome this, it’s natural to compare yourself to others). This happened because it seemed like everyone around me had their “stuff” together. It was really hard when I was transitioning between jobs not to compare myself to other people. A common thing I found myself thinking was “you aren’t good at what you want to do if these other 20-somethings have been at their job for as long as they have”. What picked me back up from these negative thoughts was what I covered in rule 1: surrounding myself with positive people! It’s hard picking yourself up from self-doubt. In a way, it’s easier (and maybe a little comforting) to be a little self-destructive in a time of uncertainty… we’ve all felt this. However, once we self-destruct with negativity it’s important to continue working toward your goals and find what personally motivates you. What feels better than feeling proud of yourself and having confidence in your abilities and in yourself?

Take-Away

Millennials, I can’t say it enough: Get used to being more comfortable with work limbo! It’s painful, it’s discouraging at times, but we grow stronger with each transition. As a result we solidify in our abilities and increase confidence that we will get through the bumpy times professionally. Please reach out to me via Twitter if you ever need a hint of motivation or advice. If you want to hear more stories, I’ve got plenty, let me know.

About the Author:

SeanKelly Anderson is a Healthcare Recruiter for NuWest Group in Bellevue, WA. SeanKelly graduated from Manhattanville College in New York with a bachelor’s degree in Public Relations, Advertising, and Applied Communication. She also has interned for a couple of companies including Recruiting Bandwidth and Velocity Search Partners. Writes for Crelate Recruiting Blog.


Source: Millennials Would be Wise to Embrace Work Limbo – Crelate

Solving the Job Application Black Hole with Chatbots

Written by Bailey Newlan, Content & Growth Marketer at Wade & Wendy.

ATS Black Hole

Applicant Tracking Systems (ATS) are not inherently bad — for the hiring manager. They are critical to managing massive amounts of resumes and establishing an efficient workflow. However, the candidate experience suffers. A survey conducted by CareerBuilder found that 52% of employers responded to less than 50% of candidate applications. With such little communication, candidates are left frustrated and unsure of where they stand. This is referred to as the “ATS Black Hole.”

By incorporating Conversational Intelligence into the existing process, better engagement, better communication and transparency can be realized.

Conversation with Wendy in Facebook Messenger screenshot
This is how a conversation with Wendy, our conversationally intelligent chatbot, begins in Facebook Messenger.

Here’s How the ATS Fails Candidates

When an individual applies for a job, his or her resume is sent into a company’s ATS. Through matching algorithms and keyword extraction, a shortlist of candidates is generated for the hiring manager to review. These algorithms fail to take into account spelling errors and deviances in word choice (explained in more depth here). Because matches are generated exclusively through one-dimensional data, hiring managers’ understanding of candidates is distorted.

The result: Very few qualified candidates make it past the ATS and to the interview stage.

This problem is further compounded by the ease of the application process. In response to mounting candidate frustrations with lengthy applications, many employers now offer “Quick Apply” or “1-Click Apply” options. While this significantly lowers friction for applicants on the front-end, they are actually worse off in the long run. Employers are receiving more and more resumes, but, due to the simplicity of new application processes, they now have less data from which to draw conclusions.

In a world where candidates expect engagement and transparency, they are getting less and less.

On average, a single corporate job opening receives 250 applications. With an influx of resumes to review and no uptick in resources with which to process them, hiring managers cannot possibly respond to each individual applicant. In fact, of those 250 applications, only four to six will be called in to interview. As a result, most candidates receive zero communication, experiencing what has ubiquitously been labeled the “ATS Black Hole.”

Here’s Where Conversational Intelligence Comes In

Conversational Intelligence transforms the application process from something static to dynamic. At Wade & Wendy, we believe artificial intelligence is at its best when used conversationally. Our two chatbot personalities are built with this in mind. By creating a space in which conversations can occur, chatbots have the power to drastically improve the application experience.

Chatbots can engage every single applicant at any point in time.

Immediately following submission of their resume, candidates are directed to have a conversation with a chatbot through either text or Facebook Messenger. This introduction allows for a much friendlier first point of contact. Rather than receiving a “Thank You for Your Application” message from a “do not reply” email address, you meet Wendy. Here, candidates can inquire further about the company and the job itself.

At Wade & Wendy, we have designed each of our chatbot personalities to be conversational and inviting. Conversational Intelligence has the power to make a notoriously stressful and automated process fun and distinctly personable, especially when emojis are involved 🙌.

Chatbots give every candidate an equal chance at landing an interview.

Chatbots provide context and depth around the static data gleaned from the ATS. Because every candidate can be engaged via chatbot, algorithm mismatches, various misspellings and differences in keywords no longer hinder a strong candidate from getting in front of the hiring manager. Chatbots, like Wendy, allow candidates to provide context to their resume; they have an opportunity to explain properly a successful project that would otherwise be summed up in a mere bullet point.

Candidate Chats with Wendy
Here, the candidate is able to give Wendy more details about her experience with open source projects.

A candidate’s experiences and skills cannot always be properly communicated in a resume. On top of that, the ATS responsible for gauging a candidate’s ability to do a job utilizes flawed algorithms and thus provides flawed recommendations. Conversational Intelligence allows candidates to best communicate who they are and what they can do, while also overcoming algorithm flaws within the ATS.

About the Author:

Bailey Newlan, Content & Growth Marketer at Wade & Wendy

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy’s artificially intelligent chatbot personalities bring clarity and simplicity to the hiring process. Wade is an always-on career guide for job seekers, while Wendy assists hiring managers throughout the recruitment process. To connect, reach out to Bailey via LinkedIn, Twitter or Medium and don’t forget to join the beta list.✌️


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