Reinventing People Analytics

People analytics – a form of data and analysis that has revolutionized the workforce and staffing industries over the past two decades. As the digitization of the workplace and our understanding of data increases, the viability of people analytics becomes more apparent. We’re at a crucial point in the development of people analytics where employers have the chance to update and optimize their data processes with cutting-edge, innovative technology.

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The Era of Climate Positivity

Sustainability is a term that’s gained an increasing amount of weight and significance in the past decade. But how will sustainability and eco-friendly measures come to define the first half of the 2020s?

With the recent advent of remote work and the ever-changing dynamics of the office, companies are becoming much more aware of the measures they can implement to reduce their environmental impact. Market demands also reflect this shift; consumers and employees are establishing sustainability-related requirements for the companies they purchase from and work for, respectively.

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The Future of Sustainability in the Workplace

Though the pandemic has transformed the workplace in several ways, it’s also changed the way that employers and employees view work. Prior to the recent proliferation of remote work, sustainable measures like smaller office spaces, less on-site office resources, and reduction of greenhouse gas emissions were all seen as desirable goals to meet in the future.

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The Reskilling Revolution

At the heart of employers’ efforts to reinvent the workplace is the refocusing of organizations’ attention toward talent’s skillsets. Employees are also upskilling to gain access to opportunities with more flexibility, better compensation, and better benefits. Between new online learning platforms and a now-digitized workplace, different types of ‘skilling’ have become more relevant and accessible. 

Employers are increasingly sourcing talent from a global pool, leading them to consider candidates’ skills just as much as their degrees. Specialization, digital knowledge, and soft and hard skills are key areas of focus for employers looking to optimize a hybrid or remote workforce. So, what details do you need to know to capitalize on the reskilling revolution?

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The Future of Finance: Fintech in 2021

One of the most talked-about sectors in 2021, financial technology, commonly known as fintech, is more than just a buzzword. This cutting-edge field is poised for explosive growth over the following decades. Financial organizations looking to keep up with the competition should hire STEM workers with the expertise to keep their company on the leading edge of fintech’s many applications.

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The Great Shift: The Perspective Change of Employees and Employers

The majority of 2020 and the first quarter of 2021 saw notably low hiring rates due to the pandemic. Job postings and hirings were significantly down[1], and hiring managers, companies, and workers were all directly impacted. Employers and analysts alike were relatively unsure of what to expect in the second quarter of 2021, predicting that hiring numbers would steadily increase, but that the number of job postings would increase faster. And with these predictions having proven to be true – with job postings outnumbering hiring and the active labor workforce percentages stagnating – it’s clear that the pandemic has caused several priority and perspective shifts for both employees and employers.

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Employer Branding—Why It’s Important and Where to Start

Branding is sometimes difficult to conceptualize. For many business leaders, branding often seems like adaunting, abstract function that controls what the world thinks about their companies. If it’s hard to master one brand identity, you may be questioning, “Why should I put effort towards an additional brand identity?” The answer is simple: in 2021, when competition for talent is at an all-time high, you need to take the next step to differentiate your company from competitors.

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How to Be an Ally to LGTBQAI+ Co-workers

LGBTQAI+ activists have made significant progress in the fight for workplace equality. After the Supreme Court’s ruling in Bostock vs. Clayton County, it became illegal to fire someone for their sexual orientation or gender identity in the United States. Despite these legal protections, members of the community may still encounter prejudice in the professional world, and it’s up to everyone to create a more inclusive environment. A vital aspect of supporting LGBTQAI+ rights in the workplace requires straight, cisgender co-workers to do more than not discriminate but stand as faithful allies in the fight for progress. Everyone benefits when those who are not a part of the LGBTQAI+ community demonstrate their commitment to inclusivity and allyship. Here are five key steps to deepening your understanding of LGBTQAI+ issues and showing your commitment to inclusion as an ally.

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The Future of Staffing: Robotic Process Automation

The numbers don’t lie. Robotic process automation (RPA) is transforming recruitment process outsourcing (RPO) and the entire staffing industry. According to Staffing Industry Analysts research, the impact of the COVID-19 pandemic has accelerated the adoption of RPA to support remote work. 2020 represented the first year where RPO organizations adopted RPA at scale.1 So, what does this wide-scale adoption mean for staffing? These technologies have massive implications for recruitment processes. From automated candidate matching to programmatic advertising, RPA will continue to reshape staffing and organizations. Those that fail to adapt, run the risk of falling behind the competitive curve.

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