Top 10 Benefits of Diversity in the Workplace

| June 12, 2019

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Globalization affects our everyday lives, and the labor market is not an exception to this trend. The freedom of movement today is widely recognized. With people moving to study or work in different countries. Gone are the days when we believed that only specific class, race, color, or gender is right for a particular task or job. Today even the most closed-off countries experience migration, and this goes a long way to affect their demographic structure and economy.

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Talent2

"Talent2 is part of the Allegis Group, Inc. and its broader global network of operating companies. Allegis Group, Inc., founded in 1983 and headquartered in Maryland, USA, is a multi-billion dollar organisation and the largest privately-held talent management firm in the world. Allegis Group serves its customers through several business units that provide staffing services and solutions to a wide range of industries from 400+ offices in 50 countries with 12,000+ employees worldwide. On any given day, Allegis Group has 150,000+ active contractors working on assignments with its 20,000+ clients throughout the Americas, Europe, and Asia. The combined strength of both businesses further cements Talent2’s position as a market leader and gives it a unique capacity and platform to fulfill the rapidly evolving needs for talent management across the globe."

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Hybrid Hiring: How Artificial Intelligence and Humans Are Creating Better Recruitment Results

Article | September 6, 2021

The accelerated integration of Artificial Intelligence into HR is poised to transform the recruitment market. Its rapid expansion has advanced a long-predicted change, as the industry responds to Covid-19 and the upheaval that almost all workforces have endured. But how can HR best embrace this swift change, ensuring that AI and human practice is synchronised, to optimise the recruitment process? David Bernard, CEO of predictive recruitment platform AssessFirst, evaluates how AI can help firms to hire, retain and develop the perfect candidate. A year ago, if you happened to encounter discourse concerning AI and recruitment, you would likely be reading one of two types of articles. The first would explain why AI will lead to widespread job losses. The second would counter that no, in fact, AI will lead to abundant recruitment and job opportunities. And then came the pandemic. It became apparent to most that social restrictions would stretch beyond weeks or even months and the perceived relationship between recruitment and AI shifted: from the forecast of opportunity for recruiters to the implementation of AI solutions. The Economist referred to the adoption of new technological solutions as “tech-celeration” in a report that collated business leaders' opinions - most of which spoke of our ten year evolutionary leap in digital adoption. For those hiring managers not able to assess candidates with traditional face-to-face thoroughness, AI has offered recruiters remarkable solutions. Rather than simply assessing degrees, scanning CVs and inviting candidates in for an interview, recruiters can use tailored, self-adapting algorithms with which to find ideal candidates. The emergence of artificial intelligence In a traditional recruitment process, a single person or team of people is responsible for identifying and evaluating the candidate's soft skills. The efficiency of this practice is dependent on the recruiter's experience but, even with the most adept recruiters, the process can be problematic. The very practice of conducting an interview, which is more complex than it is credited for, can result in the recruiter missing particular candidate skills - or misunderstanding them - due to cognitive biases. Similarity bias, confirmation bias, initial impression bias, projection, and groupthink are common occurrences when we need to make quick or pressured judgments. And there is little a recruiter can do about these biases. Since they are the result of the complexities of the subconscious, recognising when we are conceding to these biases is difficult. The probability of acknowledging them and adjusting our decisions accordingly during an interview is negligible. So what problem is this feeding? It leads to inconsistent judgments that vary from one candidate to the next. It fuels the lack of diversity in the workforce that most HR and business leaders are trying to address. However, AI allows recruiters to use data from behavioural assessments and provide candidates with a standardised assessment. A fair vehicle - driven by customisable parameters – so that employer and prospective employee benefit equally. Using AI to optimise the probability of success Although AI integration has been accelerated by the pandemic, digital adoption was already surpassing traditional recruitment processes for companies like Vodafone, Tesla, and Google. These organisations – at one time ahead of the curve - are now discovering others are following suit. At AssessFirst, we’ve found that our customers benefit most when candidate profiles are compared to top performing employees – or any employees for that matter. This ensures that desirable personality traits and skills for a particular role are found with accuracy and precision. The probability of success within a particular role, within a particular team, or working for a particular manager, is suddenly predictable. The threat of AI for human autonomy We are amid an irreversible recruitment sea-change. And some fear that AI will eventually sweep away the need for human contribution. As a CEO of a tech company, I don’t believe this to be the case. Recruiters should see AI as means to assist the process rather than replace the recruiter. Consider the prioritising of traits over degrees. This requires the computing of data from hundreds or thousands of candidates, analysed in the context of a fluid hiring process and environment. Handling huge quantities of data like this at speed, with accuracy is impossible for the human brain. But this is what AI is built to do. HR and hiring managers can then immerse themselves in the human aspects: leaving data-handling to the intricacies of machine learning. Rapport-building, mentorship, work-trials, and tasks will always require the human hand and eye. And, whilst a traditional interview is far from precise and objective, offering a role to a candidate without any human interaction is, most of the time, inconceivable and immoral. The judgment of skilled recruiters allied with data collected from AI will be required and desired indefinitely. We must also acknowledge that implementing AI gives rise to new job roles and functions. People will be required to monitor, track, and adjust algorithms and data input. And, as the scope of AI tasks increases, humans will be needed to expand and refine that input and monitoring process. AI presents recruiters with the ability to hire and manage candidates with greater efficiency than ever before. But, as John Giannandrea, Apple’s senior vice president of Machine Learning and AI strategy, has remarked: “The real safety question, if you want to call it that, is that if we give these systems biased data, they will be biased.” This clarifies a key concern for all recruiters. AI is not a panacea, but a greatly beneficial and essential tool that requires the guiding hand, and learned minds, of human skill and interaction.

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Long-Term Remote Work: 3 Adjustments for HR to Consider

Article | September 6, 2021

The global health pandemic has reshaped where, how and when we do our work. Many employers are beginning to accept that remote work is not just a temporary work arrangement, but a long-term solution for employees whose job function can be completed outside a traditional office setting.

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7 Employee Listening Strategies for a World Turned Upside Down by the Coronavirus (COVID-19)

Article | September 6, 2021

Our clients are worried. Their employees are worried. Our friends, families, and neighbors are worried. It’s frightening, and it’s tough. In fact, I just noticed that “Coronavirus” is now a recognized word in my spell-check dictionary. Will life ever be normal again? Of course, things will improve, and a good slogan to follow comes from some English WWII propaganda.

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Quick Thoughts: Active Investors Wake Up Before a Revolution

Article | September 6, 2021

The world is waking up the 4th Industrial Revolution, with the impact of COVID-19 accelerating many changes already underway, says our Head of Equities, Stephen Dover. He opines on how underlying fundamental disruptions in our economy can present opportunities for active investors. Remember the story of lazy Rip Van Winkle who slept for 20 years, missed the American Revolution, and awakened to a new country? Similarly, the world is waking up to the 4th Industrial Revolution, a time of massive change led by innovation, which the impact of the COVID-19 virus has accelerated. This year will be remembered as a tragic one, with much suffering and many lives lost, and also as a fulcrum for health, economic, and social disruptions.

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Spotlight

Talent2

"Talent2 is part of the Allegis Group, Inc. and its broader global network of operating companies. Allegis Group, Inc., founded in 1983 and headquartered in Maryland, USA, is a multi-billion dollar organisation and the largest privately-held talent management firm in the world. Allegis Group serves its customers through several business units that provide staffing services and solutions to a wide range of industries from 400+ offices in 50 countries with 12,000+ employees worldwide. On any given day, Allegis Group has 150,000+ active contractors working on assignments with its 20,000+ clients throughout the Americas, Europe, and Asia. The combined strength of both businesses further cements Talent2’s position as a market leader and gives it a unique capacity and platform to fulfill the rapidly evolving needs for talent management across the globe."

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