Finding and retaining the loyal and progressive talent in an organization is both a cost-effective and fundamental element for the growth of all businesses. Being on the contestant recruitment treadmill of hiring and training up new staff is expensive and time-consuming while training up and broadening the abilities of your talented workforce is a worthwhile investment, that will reap rewards.
In order to retain staff and keep them feeling engaged, employers must design and plan a strategy to attract and retain talented employees. Here are 5 ways to help you achieve this:
Make the talent search your marketing tool: When it comes to Talent acquisition we post jobs on portals. It is very important to create job posts which feature your company. A well-informed candidate wants to know the work culture of the company, market your business to attract good talent.
Attract candidates outside of the local area: When filling a top position or hiring a senior leader for your company, the perfect candidate may need to relocate for your position. Look for ways to assist with the process, such as offering local advice on the accommodation and housing as well as assisting with relocation charges. This way you will build a candidate’s trust and loyalty.
Be Flexible and Care for employees: In the modern workplace employee’s value flexible working to fit in with their individual circumstances. When an employer provides flexible work hours, employees feel encouraged towards keeping work/life balance. Great employees will not misuse this facility.
Do not Micromanage: Success comes from innovation and creative thinking. Give your employees space and trust to thrive, avoid micromanaging every aspect of their role. This can lead to a culture of distrust which eventually affects productivity. Trusted and valued employees stay longer with companies and are much more effective.
Build a supportive Team: We can spend the majority of the working day in the office, therefore it is important for employees to feel part of the team and a good bond with their colleagues. The employers have a responsibility to make sure all members of the team feel engaged, motivated and valued. Ideas for office events and social team building can create a team spirit and repay the company in many ways.
Artificial Intelligence is becoming a major driver of rapid change in the technology world and, as it starts to affect more and more sectors, the HR and Recruitment industry is also preparing for an automation revolution. The collaboration of human skills and technology has the potential to dominate the industry in the coming years, and research firm McKinsey Institute suggests in a report that AI will be accountable for the automation of 800 million jobs globally by 2030, including up to 20% of the UK workforce.
As new innovations and trends prevail in the recruitment industry, recruiters have the chance to leverage AI software and chatbots, which can improve the candidate experience and make profiling and filtration for large numbers of applicants more efficient.
Artificial Intelligence can help recruiters to streamline the hiring process by doing time-sensitive tasks including resume screening, interview scheduling and emailing. This frees up time for recruiters to focus on building genuine relationships with candidates and clients and ultimately reduce costs and the time to hire.
More tools are becoming available to assist with creating job descriptions using keywords related to your job opening integrated with market research data. These can help in finding quality candidates at the right time, with AI acting as a personal assistant to the recruiter. AI tools have the potential to elevate the level and productivity of candidate interactions with the recruiter, by personalising the experience and keeping candidates engaged and valued.
In a nutshell, as the implementation of Artificial Intelligence grows, it will optimize the recruiting process so that it becomes more efficient, accurate and customer-centric. The signs are that AI-based tools are set to become integral to the recruitment function and provide many possibilities for improvement in the future.
Cloud computing took seed when a quintillion bytes of data required secure storage. This is referred to as simply Big Data. Big Data and Cloud computing logically complement each other. However, enterprises are still sceptical in migrating their data analytics to the cloud, also known as Cloud Analytics.
What is Cloud Analytics?
This term refers to technological and analytical tools and methods specifically designed to analyze information from massive data. Data analysis and related services are performed on a public or a private cloud.
A recent survey of senior technology leaders suggests that there are some major barriers which conflict with the idea of deploying Cloud Analytics. It can be troublesome to manage and secure the essence of the data rather than just stacking it.
Here are 5 major barriers to Cloud Analytics
Security: As highlighted in the survey result, the security of data analytics in the public cloud is a major concern. Approx. 50% technology leaders consider security as the prime reason for not choosing public cloud for analytics. Interestingly, 46% leaders say that data analytics in the public cloud ensures higher levels of security. This remains a topic of debate among analysts and business owners.
Technological disconnect: Organizations are not ready to completely trust technological advancements. While people who are actually using Cloud Analytics suggest that public cloud makes it easier to use innovative analytics technology. 49% of technology leaders said that technological disconnect and low performance was preventing them from deploying cloud analytics.
Regulatory Compliance: With the advent of EU GDPR, there are strict laws for storing data in the public cloud. The strong data privacy laws are making cloud analytics tougher and this is a big reason for enterprises to not go this way. Interestingly, research firm IDC has predicted, “By the end of 2019, 15 percent of small and midsize banks will have implemented cloud-based compliance analytics platforms and data solutions to improve KYC [Know Your Customer], CDD [Customer Due Diligence] and AML [Anti-Money Laundering] compliance.”
Lack of Trust in Cloud: 32% survey respondents have a lack of trust in the Cloud for moving analytics to a public cloud environment. Traditional IT professionals did not have experience of migrating data to the cloud as they are used to work with physical infrastructure. Also, Cloud security breach cases have strengthened their reluctance to use Cloud analytics.
Integration of Legacy systems and Cloud Applications: According to 30% technology, it can be very complicated to connect cloud analytics to legacy data centre systems, such as in-house SAN and NAS storage. While it is extremely easy to connect analytics to cloud storage. Hence, integration can be seen as a significant challenge.
These technical and cultural hindrances are challenges that organizations are working to overcome in order to make cloud analytics viable.
Europe is going to witness a major overhaul in Data Protection law with effect from the May 2018, which is likely to affect every business in the UK.
The General Data Protection Regulation requires businesses to properly protect and maintain the privacy of customer data. Businesses are required to comply with the new regulations, or run the risk of heavy fines. Here are some steps issued by the Information Commission’s Office (ICO) to ensure companies are ready for the GDPR compliance deadline.
The steps are as follows:
Step 1: Educating about GDPR
The law states, senior officials and decision-makers must know about the rights and obligations of the law. Why is awareness important? If the decision makers are aware of the law and the company is creating an awareness of GDPR rules, there may be leniency from the ICO on potential penalties.
Step 2: Information Auditing
Companies will need to keep a track of all data movement to and from the company. The GDPR rules require a company to maintain records of their data processing activities. Why is it important? The business will be required to show how they comply with the GDPR’s accountability principle. So, redundant policies and procedures will help them to state accountability.
Step 3: Privacy Statement Broadcast
Step 4: User’s Rights
Updating, Addition and even Deletion of user data – everything is covered under GDPR. The GDPR includes the following rights for individuals:
- the right to be informed;
- right of access;
- the right to rectification;
- right to erasure;
- the right to restrict processing;
- right to data portability;
- the right to object; and
- right not to be subject to automated decision-making including profiling.
These rights were implicated in DPA also, while Data Portability law is completely new. It only applies,
- to personal data an individual has provided to a controller
- where the processing is based on the individual’s consent or for the performance of a contract;
- when processing is carried out by automated means.
Step 5: The Lawful basis of processing data
Step 6: Consent
Companies which collect data may be required to review how they seek, record and manage the content given by the user on the collection of data. The user should not be bounded to give consent by pre-ticked boxes or inactivity.
Consent must be freely given, specific, informed and unambiguous. Consent cannot be bundled in with other terms and conditions. Additionally, it should be equally easy to withdraw the consent.
Step 7: Children
GDPR is introducing special protection for children’s personal data, particularly on social networking sites. Any company offering online services to children must get consent from their parent or guardian. The GDPR sets the age when a child can give their own consent to this processing at 16 (although this may be lowered to a minimum of 13 in the UK).
The consent statement for children should appear in a language they can easily understand.
Step 8: Data Breaches
Every business collecting data should have a robust procedure to ensure there is no loss of data. In case of the data breach, the business should have the provision to detect, report and investigate the loss of personal data.
If the lost data can lead to a risk to the rights and freedom of an individual, the businesses should immediately inform this to Information Commission’s Office (ICO). Failure to report a breach when required to do so could result in a fine, as well as a fine for the breach itself.
Step 9: Data Protection Officers
Companies will need to designate someone to take responsibility for data protection compliance. A Data Protection Officer (DPO) is required if the company falls under the following:
- A public authority (except for courts acting in their judicial capacity);
- An organisation that carries out the regular and systematic monitoring of individuals on a large scale; or
- An organisation that carries out the large-scale processing of special categories of data, such as health records, or information about criminal convictions.
The DPO (Internal or External) must have the knowledge, support and authority to carry out their role effectively.
Step 10: International Business
If an organization operates in multiple EU member states, they should recognize their lead data protection supervisory authority. This information is also required to be documented. Generally, the lead authority is the supervisory authority in the state of organizations’ headquarters.
If it is relevant to an organization, they must find out where the organisation makes its most significant decisions about its data processing activities.
MONTVALE, N.J., April 12, 2018 — DATA Inc. today announced the launch of nova IQ, a highly specialized business enablement service that will help partners accelerate their entry into the world of new opportunities that is being made possible by the emergence of disruptive technologies, while reducing the cost and risk of enterprise innovation programs.
Read the full official release at DATA Inc. Announces the launch of nova IQ
Finding a suitable job opportunity is as critical as getting through the interview. The task requires a lot of attention to detail, from checking the required skills and experience to location, work hours, compensation and benefits, everything is important.
Here are a few tips to help you identify a great next job opportunity.
Look beyond the Job Title
When looking for a job, many can reject a vacancy by only checking the job title, which may not match their desired job. However, Glassdoor recommends that candidates look at the entire job description and not settle for job title only. For example, a post with title Software Engineer can be very generic, the job description may explain that the requirement is for a specific skill that matches your experience perfectly.
Do not rely only on alerts
Registering with a job portal is simple. It is easy to fall into the trap of relying on them to provide alerts and notifications. However, it is advised to log-in and search for work offerings on the portal. Make sure you do not miss out on new vacancies. Also, if you will widen your search for a role on a portal, and also look at the suggested Vacancies. You may find a matching opportunity.
Good interview preparation
Never fall into the trap of overconfidence, always prepare for an interview well ahead of time. Brush up on your technical skills. Present them in a manner that is of benefit to the client and the role in question. Look for related questions on the online and prepare potential answers.
Tip: Ask a friend to help you do a mock interview.
Make sure that you take the job description with you, the description can be helpful to you at the time of interview. Referring to the description, you can exactly tell the recruiter your capability for the required skills and experience.
Time to become a listener
When you are asked in the interview, if you have any questions, this moment is the best time to demonstrate the interest in the role. Some good examples include, what are their expectations from you, what is a usual day, how do they measure your performance, what are their plans for the future etc.
Engage in conversation
It is not likely that you will be selected immediately after your interview. Therefore a thank you mail for arranging the interview is always a good way to follow up. You could include why you would like to be a part of the company.
Tip: Post or share something on LinkedIn which might grab the interviewer’s interest.
Appraisals and Salary review meetings are not less than a nightmare. Even if you are a gold miner of your company, these meetings haunt you. For the reason, that you will need to do a lot of efforts to prove your worth. Thanks to the organizational culture. However, if you go prepared like a warrior, you will win the battle. Finding growth in your current workplace is easier than hunting for a new one.
Here are few steps to ensure that you get a good salary hike
Timing: While asking for a hike, the most important point to consider is the timing. If the company is doing good with people, making good money, then it’s the right time. Choose the time wisely so that you do not get to hear a “No”.
Tip: Involve in conversation with your boss and seniors to know the progress of the company revenues. We also suggest looking for the mood of your boss.
The way of Asking: Preparing for an appraisal interview is as important as a job interview. The way you will ask for it, consequently decides a lot in the first place. Prepare to clearly establish your expected hike. First, jot down points to explain why you deserve the hike and then prepare for the conversation. Assess your performance prior to the appraisal by gathering all the facts and figures.
Tip: Do a mock interview round with your friend and think of counter questions. Prepare all answers in advance.
Research: We all consider our worth to be high, however, it is important to know some facts and figures. Do a market research before you set up an expectation for yourself. Also, check on Glassdoor for salaries of people working in same experience and job group. Similarly, you can also check the offered salary on the competitor’s job portals.
Tip: Do homework on how market offers to other in the same position. Look at salary surveys, trade magazines and job portals.
“I will Quit”: The most perilous statement in the life of an employee. We as recruiters will strongly suggest you to never threaten with quitting or resigning statements. Certainly, such statements kill the chance of getting good hikes positively. In some cases, your boss may think of giving you hike after this statement, but that will have a bad impact later. Which includes friction in the team and unrealistically high expectations in results.
Tip: Quitting for appraisal will never go in your favour until you have a second option in hand. Manage the conversation to win hike and not lose the job.
Invest in your career: Usually, companies offer training programs for skill upgradation. For example, DATA Inc provides training to our Software Development team and Recruiters. However, if your company is not offering you a training, do it yourself. Upgrade your skills by undergoing some reputed training courses related to your skillset. This will help you prove your enhanced knowledge for a project which requires more skills. Above all, if a company is giving you a good hike, they will expect better results from you.
Tip: In the appraisal, you can also ask the company to pay for your training program as an added benefit. Since you have already done the training and you can demonstrate its benefits, the company should be ready to pay for it.
Furthermore, if your appraisal meeting is coming soon, follow these steps to prepare yourself for the big day. If you do not get the appraisal as you thought, do not get disheartened. Prepare yourself for better challenges and results. If you are planning to switch your job, we must have a role for you. Share your resume at email@example.com or look at open positions with our clients.
Ask someone their take on emerging technologies and it will revolve mostly around Machine Learning, Artificial Intelligence, Internet of Things, Blockchain etc. Certainly, these topics gathered a lot of buzz in last years. However, the technology industry is yet to take up many new innovations. One of them is “Differential Privacy”.
Technology never stops challenging itself. Large-scale data breach received much attention last year and is expected to grow. This year, we share the concept introduced in June 2016, but still not much explored – Differential Privacy. Apple introduced it at their Worldwide Developer Conference held in June 2016. Craig Federighi, senior vice president of software engineering shared at the event, “Differential privacy is a research topic in the areas of statistics and data analytics that uses hashing, subsampling and noise injection to enable crowdsourced learning while keeping the data of individual users completely private. Apple has been doing some super-important work in this area to enable differential privacy to be deployed at scale.”
Statisticians will be at the core of deploying this technology in enterprises. It encrypts personal data without disturbing the program to extract accurate data from a dataset. Simply putting, this technology would secure data from hackers to access personal information from a database. However, it will ensure that big data tools are still able to predict insights.
Apple boasts of not keeping its user’s personal information however the company completely understands the importance of this data in the era of big data analytics and machine learning. To answer this paradox, they came up with this concept of Differential Privacy. Craig also emphasized that Apple does not assemble user’s data. Apple tries technological advancements to keep the data in user’s device than on Apple’s server.
Though it is in nascent stage or we can say this is a concept, Apple is betting big on it.
This statistical science will presumably learn patterns and information about a group of people, refraining from collecting an individual’s data. Differential privacy will collect and store data in a format which extracts insights on human actions. These include their likes, wish-list, patterns, searches etc. But it cannot extract anything about a single individual. Probably we can say, that this technology will group the people with same patterns, likes and actions. It will provide useful insights but will not let attackers get access to a user’s data.
Apple announced to introduce this technology in iOS10, however researchers are debating on its success. They say that Apple has not been completely successful in implying its promise of privacy. Today, Apple is clearly the privacy leader among technology companies. So, it will be interesting to see how the tech giant will successfully implement this novel technology of data science.
Pretext: “Intelligence is the ability to acquire and apply knowledge”. Machines are made intelligent when they are trained to learn patterns using human intelligence through Artificial Intelligence. What if a Machine can train the other Machine?
We have heard about Robots assisting humans in most tasks. Wherein a software engineer trains a machine learning algorithm about patterns and methods so that the robot can perform the task again. Robots store this learned behaviour in a central repository called RoboBrain that’s accessible by other robots. However, with Robots came many technical challenges which are still in the process of transformation.
Today, talking about machine learning is a widespread phenomenon. A significant example of machine learning, which received highlight in 2015, was a driverless car. It is a car which understands the driving patterns of its owner and gets trained over a period. Tesla launched Model S with the vision to provide driverless car assistance to its owners. Surprisingly, after some time the car itself learnt the driving skill and route options. “Each car could improve its own autonomous features by learning from its driver, but more significantly, when one Tesla learnt from its own driver—that knowledge could then be shared with every other Tesla vehicle”. – Tesla CEO Elon Musk.
Navigating through technological transformations, one can determine that the speed at which machine learning software is working, it is going to create maintenance challenges. The systems are improving exponentially.
What comes as more surprising, is the concept of Machines communicating gained knowledge and teaching other Machines. Regardless of the progress, the competition between two machines is the darker side of the development.
The training of data is not an easy deal for machines. The data is the raw material for this practice. However, the data available is unclassified. The variance in the data creates asymmetrical experiences. When the object in question is a machine, the variable data can create an array of misinterpreted information and loss of previously stored information. This situation will impart a significant effect or defect in some cases.
A machine learning knowledge from a central repository located miles away, and performing tasks using the same knowledge, is incredible.
For example, one driverless car may take significant time to learn to navigate a particular city, while one hundred driverless cars can navigate that same city together. Using and sharing the knowledge they learnt, can drastically improve their algorithms in terms of quality and time.
The future of Artificial Intelligence resonates the useful information sharing between machines following common patterns and goals. It will be interesting to see if someday, the same machine algorithm can be used for performing different tasks with different goals. For now, all AI-powered devices continue to leverage this shared knowledge transfer. This enables faster learning, taking the pace of development to another level.
Well, we must consider that today we have only started with these technological advancements, as most of the projects are running in their test phase. We are yet to witness the wonders of technology infused with human skills.
Team Data Inc UK are excited about the launch of our new company website. It’s the culmination of all the work undertaken in the first half of this year, going back to the first principles of who we are as a company; what we do, how we do it and where we’ve done it before. While it was important for us to capture the essence of the group’s continued success over 30yrs serving some of the biggest and best known corporations in the world, it was also important to demonstrate how we’ve changed with the times and articulate in plain English how we are different. Data Inc is poised for accelerated growth and our rebranding hopefully shines a light on how we have transformed, in tune with the modern day, and the cohesive team that is behind each and every one of our valued customers.
Our mantra is a simple one – We get IT done
Anjanish Shekhar – VP Europe