In today’s market, candidates (and employees) are experiencing the same dynamic pressures that affect SaaS and other technology products. By thinking of themselves as products and applying the same practices and techniques that lead to market success, they can remain current and meet the rapidly evolving needs of the most elite employers. Those that don’t will continue to fall further and further behind.
Future of Work
The future of work will be different than in the past. We will keep you up to date on the Great Reset.
With remote working, the time has arrived for all to think about Diversity, Equity, and Inclusion (DEI) through a much broader lens than before. Companies have been primarily focusing on increasing diversity of gender and race and have spent less focus on creating an inclusive environment for people with diverse abilities and disabilities.
Hiring managers are looking for candidates that can do the job, have the right skills, and fit well with the team. Blockchain is transforming recruiting by providing a fast solution to the long-standing struggle of validating candidates’ identity and skills. The question stands on what can and can not be part of the blockchained resume.
To ensure success in this dynamic environment, corporations worldwide are undergoing accelerated workforce transformation, redefining their talent assessments, deployments, promotions, and retention strategies. As members of the global workforce, we need a game plan to survive and thrive in this new world.
In recent years, companies of all sizes have increasingly turned to A.I. tools as part of their interviewing process. These technologies come in the form of chatbots and A.I. assessed video interviews. According to CNN Business, one of the biggest advantages of such technology is the ability to quickly screen large numbers of applicants.
Businesses see inclusion and diversity (I&D) as a business imperative. However, data shows traditional efforts have had minimal impact changing bias and have not yielded substantial behavior changes in the workplace. Yet, many HR Leaders continuously lean on objectively proven ineffective tools and methods in the hiring process, the mentoring process, and the culture development process.