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.
Enterprise level companies with billions of dollars at their disposal are quickly going to make start-up and small-to-medium size businesses (SMBs) obsolete unless they quickly adapt and change. It’s not possible to compete with Fortune 500 companies that decide to step into their space. With billions of dollars available to them, they can do things more quickly, more efficiently, and with quicker impact than start-up and SMBs that likely had the idea first. With the world calling on all companies to be Organizations for Good, Social Impact Companies need to restructure to survive.
Hold True to Your Values. No matter where you are or what you do, do not do something that does not align with your values. There will always be work that challenges us, and this is great, however difficult does not mean you have to leave behind your core values.
College has been seen as a next step default among high school graduates, and while they serve a role for some students, there are other ways to achieve economic mobility without having to earn a 4-year degree.
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.
Taylor Freeman is no stranger to the power of XR. He has been in XR since May 2014 and is fully focused on immersive technology and AI as it relates to learning and human performance enhancement. He taught the first in-VR class at MIT, has worked with companies like Google, IDEO, and NASA JPL on VR training and was awarded Forbes 30 under 30 for his work building UploadVR.com, the XR industry’s largest news and media platform.
No matter the organization’s size, silos slow down the effectiveness and create inefficiencies hindering the organization from succeeding in the fast-changing world. Finance is the perfect department to be an ally and break the siloes.
Before the Pandemic, working parents already felt the pressures of balancing career and family responsibilities. Last year put a laser focus on the vulnerability of a professional with caregiving responsibilities. Moving forward requires a rethinking and complete overhaul of the policies, benefits, ways of working, and cultural norms to have a shot at equal opportunities and an inclusive environment.
