Future of Work

I was reminded yesterday that in 2020, the World Wide Web will be 30 years old. That’s all. Only 30.

And look what it’s already achieved! Just in the last few years it’s blown our minds with digitisation; Big Data; artificial intelligence; the Internet of Things; cloud-based everything…. It’s changed everything we do in IT, usually on an annual basis.

 So in preparation for the Big Three-Oh, how will our jobs have to change? Here’s my take on the job description we’ll all need in just two and a half years’ time….

So what were Employsure’s business objectives for using our technology?
• Hire people who will stay and perform.
• Accelerate sales growth through reducing time to hire.
• Decrease direct and indirect cost of hiring in the recruitment process through the use of technology.

Our growth ambition is high. Growth comes from hiring great people who stay and achieve exceptional results. UsingPredictiveHire’s technology helps us to do that efficiently. Michael Morris, Head of Talent

The last SASIG meeting in London on 8th May 2018 examined the role and career of the CISO. It is hard to walk out of an event like this one not feeling that a number of things are seriously going round in circle in the security industry.

Large organisations are in danger of responding to new world changes and pace with old world traditional thinking, models and answers. This won’t work.

We are seeing an exciting trend in recent months as more client organisations structure their people vision alongside innovative and practical deployment plans that are very specifically matched to their business goals. 

Over recent years, businesses have been focused on cost utilisation and spend, understandably given the economic environment we've been in. 

Uber or Black Cab – Which is Your HR Function?

I’ve used Uber a few times, but have to say I’ve been a Black Cab kind of girl for years and there is something familiar about them that makes me stick with them.

Yesterday though I started to think differently.  My last few trips to London have involved a Cab ride, none of the drivers have known where to go and the cost, compared to what an Uber would have been almost double the cost and the card machines haven’t been working so cash has been paid, one driver even dropping me at a cash machine.

Making sense of people data is a struggle for many HR professionals. People analytics is only effective when data collection is focused on achieving a particular management objective - such as improving talent management processes, such as recruitment or retention, or to demonstrate HR's contribution to the value/ROI of these processes. Despite this core concept of people analytics, many companies simply analyse the data nearest to hand – with the results being anything but insightful.

Once upon a time, ATS systems stored millions of stale resumes of any candidate that happened to cross its path. When new roles opened and well-meaning human beings attempted to apply or refer, these systems would mostly say, “Resume already exists in database.” If one were lucky, the ATS would say, “Hey! New resume. Let me replace the old one” and if luck had truly run out, it would save two versions leaving the poor recruiter confounded. Then suddenly, GDPR happened.