Quality Over Quantity: It’s Time to Hire Better | Featured Image

Quality Over Quantity: It’s Time to Hire Better

Quality Over Quantity: It’s Time to Hire Better | Main Image

These days, there is rarely a technology that can’t be mimicked, a service that can’t be purchased, or a system that isn’t for rent. Big organizations mostly use essentially the same services from Microsoft Office to ATS databases. With so much homogeny, what separates successful companies from the rest? The people are the secret sauce. Even with proprietary software or patent-protected techniques, no company can truly thrive without one extremely important element: effective and creative teams.

Despite all our technological advancements, it’s humans who truly make the difference at an organization. In our 21s t century reality – where technology is ubiquitous – talent acquisition professionals become one of the most important departments at a company, because they are responsible for the most important competitive asset: new hires.

Unfortunately, we don’t always realize how important our talent acquisition processes are. In fact, many companies remain focused on the wrong metrics, concentrating on hiring quickly, rather than zeroing in on finding the right candidate.

Some organizations are already making the shift. Where most recruiters are encouraged to fill roles as quickly as possible, forward-thinking organizations are focused on quality, tasking their recruiters to fill the roles with the best possible candidate.

What caused this shift? That’s easy – organizations are realizing that emphasizing speed in hiring sacrifices quality. And filling a role quickly with the wrong person is extremely costly to an organization.

For the organizations not yet making the shift and slower to realize they are doing it wrong, it’s not all bad news. The fact is, best practices around making hiring decisions have been understood by academics for years. And they are not that difficult to implement. There are new and exciting talent-acquisition tools that are enabling companies to reform their practices and overhaul processes to create something much better.

With artificial intelligence (AI) capabilities, technology can play an important role from the get go . For example, it can help someone write a better job description. This first step in the hiring process would then invite a diverse pool of candidates with capabilities that match companies’ needs. Cloud and mobile computing solutions facilitate better communication between recruiters and hiring managers. Nudge technology and access to data allows decision-makers to move away from hiring based purely on gut-decisions and shift to data-driven choices.

Research has identified five hiring best practices that span the talent acquisition process – from writing targeted job descriptions that invite the best candidates to blind resume reviews to conducting structured interviews. These best practices make hiring more effective and yield stronger teams, happier employees, and improve the candidate experience, which reflects on the company at every step. The talent acquisition industry has technology that can facilitate all of these strategies and transform hiring systems to be both more effective and more equitable. What we need now is a change of mindset.

As an industry, let’s forget the incomplete idea that talent acquisition is only about filling an open position. It’s about strategically finding creative and effective team members that fit the company culture and will drive the business forward. As new markets emerge, and old sectors are rapidly transformed, it’s the employees, the human element, who contribute to a company’s success and it’s competitive differentiation.

Instead of pressuring talent acquisition professionals to be faster, or to collect more resumes, true improvement will come from creating processes that prioritize hiring best practices and finding the right hire. This change in focus from the fast hire to the right hire will succeed only if it is organization-wide and reinforced at every level, from senior leadership team and executive suite to the hiring manager and recruiters.

The data is there: the hiring process is broken. We have the tools and the strategies to change. It’s time to start changing our priorities and focusing on the metrics that really matter. It’s time to hire better.

About the Author:

Laura Mather, Founder and CEO, Talent Sonar

Laura Mather, CEO and Founder of Talent Sonar, is an expert on hiring, AI, and the future of work. Her innovative technology, Talent Sonar, is the only comprehensive hiring platform to improve hiring at every step from incorporating values into the hiring process to conducting blind resume review and structured interviewing. She was honored as one of Fast Company’s Most Creative People in Business and as one of Fortune’s Most Powerful Women Entrepreneurs. She is a featured speaker at Fortune’s Most Powerful Women Next Generation Summit, HR West, and Ad Week, among others.


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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.


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How to Build a Strong Employer Brand Image

Employer Brand

There are many benefits to having a strong employer brand. It can decrease the cost per hire by 43%, and even decrease the likelihood that new hires will leave their new company within the first six months by 40%.

75% of job seekers say that an employer’s brand is a deciding factor when applying for a job. That’s 3 out of 4 qualified candidates that you could be missing out on because of a poor employer brand.

You could even be affecting your stock prices by up to 36%.

We looked at the impact of a negative employer brand in a recent post, but if you’re just starting out – or are changing direction – how do you build a strong employer brand?

Create a positive candidate experience

Creating a positive experience for candidates, whether they’re successful or not, improves your brand image and makes people more likely to reapply for future roles.

Creating a negative experience for candidates makes your company seem less welcoming to work for and could put off prospective candidates.

The easier and more open you make the application process, the happier candidates are likely to be. They may even advocate for you even if they’re unsuccessful!

If you create a negative experience, you may lose customers, as Virgin Media did in 2014. Thanks to a poor hiring process, they lost 7,500 customers.

More and more candidates and employees are leaving reviews on sites such as Glassdoor. Like it or not, these reviews have a significant impact on your employer brand.

As many as 52% of job applicants research a company on Glassdoor before applying for a role. If they don’t like what they see, that’s 52% of potential candidates you could miss out on.

Positive Candidate Experience

Give your employees more reasons to stay

Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to.” He went on to say: “If you look after your staff, they’ll look after your customers.”

When employees feel welcome and appreciated, they’re more productive and more likely to stick around.

One of the best ways to foster employee loyalty is to keep employees engaged. Allowing them control over their schedules, automating dull tasks and offering staff training are just some of the ways this can be done.

Offering employees perks such as flexitime, being able to work from home, or even discounted gym memberships all help to make employees feel valued. They will, in turn, be more likely to promote the company’s culture to their social circles.

This organic promotion of the company can yield great dividends. Discovering how well a company looks after their employees may make friends and family members more likely to consume their products but also more interested in working there.

According to StackOverflow 2017 Developer Survey, 27.8% of employed software developers found their current position through a friend, family member or former colleague. Given how expensive and time-consuming it can be to find developers this is a key growth factor.

Dog Loyalty

Be engaged and engaging on social media

Social media is a ubiquitous part of twenty first century life whether we like it or not.

I don’t know about you, but the first time I hear about a company, I search for them on Facebook and Twitter, before even visiting their website. And that’s just to find information about their services not because I want to work there.

According to CareerArc, job applicants use the same tools when researching a prospective employer – 62% of candidates research a company on social media ‘to evaluate an employer’s brand‘.

Not having a social media presence takes away an opportunity to display your business’ culture and identity. For example, you could use your company Twitter account to share your teams’ accomplishments and deal with customer queries.

Being active on social media helps promote a positive company image to both consumers and potential hires. Be friendly, inclusive and helpful – somewhere a twenty-first century candidate will want to work at.

Social Media Employer Brand

Building up your employer brand with Calendar Sync

Creating an engaged and informed candidate experience benefits your company in both the long and short term. It helps to attract and keep the best talent, as well as improving the likelihood that unsuccessful candidates will reapply in the future.

When employees are engaged, they feel valued and are more likely to speak positively about your brand. Whether positive comments are shared online or offline, they help to improve your employer brand and in turn attract the best talent that will help your company grow.


Source: How to build a strong employer brand | The Cronofy Blog

Employee Experience & 3 More Reasons Why the Future Requires HR

Employee Experience & 3 More Reasons Why the Future Requires HR

HR

HR departments are the last thing fast growing companies pay attention to. In the race to become lean hypergrowth machines, many executives in the tech industry see HR simply as a nice to have, if not a symbol of the corporate culture they want to avoid. While it’s become common to start off without an HR department, now we’re seeing fast growing companies reach past the 50 person mark without any formal HR in sight.

With the onslaught of HR tech tools many companies are opting instead to buy solutions that will take care of everything from recruitment & onboarding to payroll and L&D. This is not only a trend affecting startups, bigger companies are now beginning to use HR tools to decentralize many processes placing them into the hands of managers and even the users themselves.

Unfortunately, HR has been relegated to the equivalent of the office hall monitor for way too long. Is this the end of the HR profession? Are we moving towards an age when HR can be completely replaced by tech?

What Tools Can Do:

People want choices. They want to be able to have some sort of control over the processes that affect them and not have to deal with paperwork or waiting. In this fast moving digital age there is an app for everything, including traditional HR functions such as: recruitment, onboarding, payroll, perks and vacation tracking, performance management and L&D. Self-service is becoming a trend, not only in our personal lives but also in the workplace.

Is HR Still Needed?

The answer is, more than ever. The millennial workforce is much more demanding than any other generation. What’s more, they’re much less likely to stick around if their demands aren’t met. A recent article by Gallup demonstrated that millennials are the generation that’s least engaged in the workplace and most likely to switch jobs, with six in ten saying they would be open to new job opportunities. Today with new tech tools that help your competitors recruit, even passive candidates, there’s no time to lose.

This means that employers need to create a more hands on unique experience to keep young talent engaged starting the day they come in the door. This includes curating and integrating tools into customized processes to make them more efficient, employee focused and reflect a company’s unique employer brand. Ultimately, tech tools are facilitators, not solutions. It’s now HR’s job to design a new type of organization that caters to the needs of its employees. Here are four ways the role of HR will change due to the rise of HR tech:

Creating the Employee Experience

Creating the ultimate employee experience has been recognized in Deloitte’s Human Capital Trends Report for the past few years as the key to attracting, retaining and engaging talent. No employee experience program should be the same. To not only attract talent but to attract the right talent, it’s essential to create a unique employer brand. With the rise of websites like Glassdoor, the more time HR spends creating a great experience for current employees, the more likely they’ll become brand ambassadors for the company.

Likewise, your people are different, give them options… but not too many. One of the most important roles Deloitte foresaw in its 2016 report was the need for HR to become a curator for this overly connected generation. With so many options for eLearning tools, communication channels and perks available, sometimes what this generation needs is a guide who can select and whittle down the vast array of distractions and choices presented on a daily basis.

While traditional HR functions may be moving more towards user oriented self-service, it’s HR’s job to choose tools that meet their people’s needs and work best within the organizational framework they’ve designed.

Organizational Architect

Another key aspect of creating the ultimate employee experience is to reinvent and rehabilitate decades old processes that employees distrust or even hate. Performance appraisals are one such process that have often gotten a bad rap. In traditional stack ranking style, they were unabashedly used to decide who would stay and who would be shown the door.

Today many HR departments are starting the process of rehabilitating performance management by getting rid of or reinventing the process to make it more focused on employee growth and development. Cementing the change they’re replacing reviews with employee driven feedback interactions, more frequent coaching conversations and even the opportunity to give upward feedback – a major departure from the so called ‘rank and yank’ system.

Culture

Each company has its own unique culture, whether it reflects what executives envisioned is another question. It’s not necessarily the job of HR to create their company’s culture but to take its values and mission and infuse them throughout all processes within the organization. A company’s core values are often described as its moral compass. As many recent cases show, this should not be taken lightly.

After fast growing tech company Zenefits was charged with taking short cuts on online broker license certifications they came out with a statement announcing that, “Zenefits now is focused on developing business practices that will ensure compliance with all regulatory requirements, and making certain that Zenefits operates with integrity as its No. 1 value.”

However, what must be remembered is that words and reality can be two different things. Your top leadership can profess a company’s values but you need a constant reinforcement of those values at every level of the organization to ensure they’ll really be followed. As the architect behind all people processes, putting HR in charge of strengthening and infusing values (with full support from top leadership) is the best way to ensure they’re fully integrated into your culture.

Translating People Data

Employee experience is not something that can be designed and put in place for life. Just like companies that aren’t constantly innovating their product, those which are not innovating their employee experience will lose out in the talent market. That’s why HR must create an always on engagement culture by frequently measuring and analyzing. People data can tell you when engagement levels are low but it can’t tell you what the root of the problem is. This is where HR must learn to identify the triggers through processes like employee journey mapping and then effectively communicate to executives the changes which need to be made through storytelling.

Conclusion

The great thing about the rise of HR tech is that it takes away more of the administrative tasks HR has had to deal with in the past and leaves professionals with more time to transform their organizations into great places to work. The challenge HR will face is adopting a new way of thinking about their profession and arming themselves with the tools they’ll need to bring their department and company forward in the future. For more info join our free employee experience email course.


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Why you should attend the Employee Engagement conference! | The HR Tech Weekly®

Why you should attend the Employee Engagement conference!

Marcus Evans: Employee Engagement | The HR Tech Weekly®

In a world where competitiveness is multiplying, the human factor is now the main differentiating factor. The performance of employees cannot be separated from the company’s.

Otherwise, different factors could turn employees into sources of loss if they are not as involved and especially engaged in their work.

According to the Steel Case and Ipsos study on employee engagement:

“Of the 17 countries studied and the 12,480 participants, 1/3 of the employees are disengaged.”

Germany, UK, the Netherlands, Spain, Belgium and France scored below the world average in terms of the rate of employees being engaged and satisfied with their working environment. Employee disengagement is not limited to a particular industry but affects all businesses. Some companies place more emphasis on employee engagement because they successfully established the link between commitment and performance. This is why they have put in place mechanisms to measure the degree of commitment of employees and try to establish programs enabling the optimization of well-being at work, through various actions targeting motivation, the quality of the working environment, managerial leadership and others, in order to build a culture of sustainable engagement.

There are no sectors that are eradicated or less affected by this scourge. As long as companies work in an environment that is changing constantly, there will always be sources and factors optimizing disengagement. As a result, it will always be necessary to increase the level of vigilance in order to limit the risks of disengagement.

Companies are interested in knowing more about:

  • How to improve the employer branding and communicate about the company’s values to the employees
  • How can we put the company’s culture at the service of employee engagement?
  • The role of leadership in managing employee engagement
  • How to create a sense of belonging among the employees?
  • How to use predictive analytics to improve employee engagement?
  • How to maintain employee engagement after a M&A or a strategic transformation?

Consequently, executives involved in HR, Talent Management, Engagement and Retention, Internal Communication and so on should definitely not miss out on this opportunity to attend the marcus evans‘ Employee Engagement conference taking place on the 27th-29th of September in Amsterdam, Netherlands.

Future of Work Trends, Part 2: A Boom in Skilled Professions

Future of Work Trends, Part 2: A Boom in Skilled Professions

Robot Process Automation

If you missed our first part in the series we call the Future of Work Trends, check it out here. We discussed the first trend in Part 1 where we spoke about freelancing which is growing at a rapid rate. Where freelancing is creating multiple job opportunities for people across the U.S., U.K. and other parts of the world who are looking for flexible work options, on the other hand, there is also a rise in demand for skilled professionals from the field of information technology, data science and other skilled trades. As a need for freedom and balance appears in talent, the organisations are learning to cater and adopt the same.

Skilled professional positions will continue to grow rapidly as we know, so first up is IT. As per job site CareerBuilder & labour market data provider Emsi, the jobs in information technology field have grown rapidly since 2012 paying the most at an average of $40.82 an hour. With great advancement in the field of information & technology, the demand for more IT professionals has increased. These demands will have a major impact on the overall job market. People are becoming more and more tech savvy, and are likely to incline towards the technology jobs. Information technology has seen a variety of new job roles with the introduction of new technologies like big data, IoT (Internet of Things), augmented reality, etc. in the last few years. With more technologies and inventions happening in IT every day, more demand for IT jobs is expected in the coming time.

Just like information technology demand for skilled trades people like electricians, A/C technicians, plumbers, etc. have also increased. Sales related jobs are also on the boost with a greater amount of salaries offered. With rapid growth in construction and infrastructure related fields taking place around the globe, a demand for these skilled technicians has been at an all-time high.

Employers are offering various facilities like medical insurance, bonuses and incentives to attract more of the skilled professionals both in permanent and contingent capacity.

Data science is another field which is seeing the tremendous transformation with rapid demand for its professionals like the data scientist, ICU nurses, analysts etc. These professions are turning out to be the hottest jobs of the year. These professionals are earning handsome salaries which have increased faster in the last few years. Apart from the Skilled Professions rising, the market is also seeing a growing trend of a new form of job marketplace which is happening over the social media related skills. In the third part, of the series, we will focus on the jobs demands created through social media networking and growth of the socially connected world.

To read more or follow our series 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 project based skilled interims with thousands of jobs refreshed daily, join us today.


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.

4 Degrees That Take You Far in HR (image 2)

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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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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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®

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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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