Numerous companies have access to a considerable amount of various sensitive data. This requires them to take adequate steps to prevent that information from falling into the wrong hands. This is especially true when it comes to recruiters who often handle a considerable amount of personal information of various individuals.
The General Data Protection Regulation (GDPR) is coming into force as of 25th May 2018 and with it comes a plethora of changes as to how data is gained, handled, stored, and deleted.
GDPR is a new piece of EU legislation which replaces the current Data Protection Act and looks to bring together data regulations within the EU by giving consumers greater control over their personal information.
If you are based in Europe or have clients or process data from EU citizens, then you will need to comply with these new regulations. Despite being an EU initiative, on-going Brexit negotiations will not stop this legislation being introduced in the United Kingdom.
We live in an exciting age and perhaps the most interesting thing about it is that this is just the start. We are, of course, talking about the stupendous technological advances we have seen over the last two decades – emergence of the internet, exploding computational powers of average computers, breakthroughs in machine learning, data analytics and others, all of which are changing the way people work and seek work.
These breakthroughs have also resulted in some other trends that might affect the recruitment industry and the goal of this article is to review to just what extent they might influence how recruitment will be done in the future.
Each generation of workers can be characterised by unique skills, personality traits, and experiences. Millennials, who were born between 1981 and 2000, are one of the more unique generations of our time. This generation has had access to an incredible amount of technology for most of their lives, and they are exceptionally technologically savvy.
They are also used to being able to instantly find out how to do things with a simple Internet search or learn what friends and family members are up to with a quick look at social media accounts. These are only a few of the characteristics that differentiate millennials from others, and you should keep in mind some important things if you plan to hire them in the near future. Here are three major issues to consider.
As candidates become more tech savvy, choosy, and purpose oriented, firms are having a hard time building a robust pipeline through traditional mediums like job boards. Yes, the organisations are suffering from a slow hiring process which means that they can’t keep their demand quotient in check. Or maybe the candidates have advanced way too far while the recruiters are still stuck to decade old ATS’, manual screening processes, and age-old cold calling.
When you think about virtual reality, you may think about how it has been used in the entertainment industry, such as by enhancing the gaming experience and improving graphics in sci-fi movies.
However, virtual reality has more practical applications in everyday life and many company owners are starting to realize this. For example, companies that use Skype and similar tools to communicate regularly with remote workers could use advanced virtual reality technology for collaboration, making remote workers feel like they’re actually in the office and thus, more like a part of the team.
When we are talking recruitment and job markets in general, there are always a few global narratives that dominate every conversation. Over the last few years, it has been all but impossible to ignore a couple of them
The first of these is AI, machine learning, automation and the supposedly apocalyptic effects these will have on the future workers. It is definitely a scary proposition for many people, but it is not like this is the first time people are worried about new tools and practices destroying their lives.
Another major narrative we encounter these days is the talent shortage that plagues certain industries and that is becoming more and more noticeable. This is the narrative that we will be covering today, focusing on what it means for recruiters and the recruitment industry.
There was a time when each and every machine on the production floor required human assistance, when people still carried pocket books in their trousers to note down important numbers, when the ratio of testers to developers in an IT firm was 1:1. Well that time is long gone now, thanks to the world of Artificial Intelligence.
When hearing people discuss the best way to “optimise” your website or job advert for “SEO” purposes, you may feel like you’re listening to someone speaking a make-believe language. Don’t panic! Your saviour is here! We have put together this handy guide, so that you can understand exactly what all of this means.
If you’ve kept up with major technological trends over the last few years, you have probably heard of cloud computing, or simply “the cloud.” At this point, many of your online activities and communications are linked with cloud computing. Cloud computing is simply a software solution that allows you to access information over the Internet through your browser.