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Hey! It’s a new week so I’m here to bring you your next round-up of news and resources! Enjoy!
[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][vc_column width=”1/3″][vc_single_image image=”166″][/vc_column][/vc_row][vc_row el_id=”firstpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Robots Are Coming, But Not For Your Job” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343020″ img_size=”full” alignment=”center” css=”.vc_custom_1463584951661{margin-bottom: 30px !important;}”][vc_column_text]A recent study by the VDMA Robotics and Automation Association has shown that previous waves of automation haven’t actually made labor obsolete. In fact, in areas such as Germany – Europe’s largest user of robots – the increased deployment of machine labor in the automotive sector has actually coincided with a rise in human employment. They hypothesise that uniquely human skills such as knowledge, creativity and dexterity will increase in value as routine tasks become progressively automated. So rather than machines replacing humans, they have strong argument that they’ll in fact amplify human value and appreciation for our intellect and capabilities.
Patrick Schwarzkoph, CEO of VDMA’s robotics arm says, “If you look back, employment hasn’t fallen due to automation. New approaches at smart factories actually look into using human strengths and the machine’s strengths in an intelligent combination, so it doesn’t look like we are running into a situation where we will massively lose jobs.” This will certainly be comforting news to those who worry that robots are coming for their jobs.
Source[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”secondpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Include Hard and Soft Skills in Your Resume” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343021″ img_size=”full” alignment=”center” css=”.vc_custom_1463585008542{margin-bottom: 30px !important;}”][vc_column_text]When it comes to applying for jobs, skills are categorised in two ways – hard and soft. Hiring managers all over claim that hard and soft skills are both equally important when searching for candidates, but what’s the best way for you to show them? Let’s start off by distinguishing between the two, shall we?
Hard Skills
These are specific attributes acquired through experience or education and are usually tailored to an industry. For example, knowledge of another language, Photoshop expertise or certifications. Hard skills are advantageous to show if you’re applying for a new job within the same industry using the same systems.
Soft Skills
These are a bit harder to define, but they’re just as important to hiring managers as your hard ones. Soft skills show how you handle yourself in the workplace through teamwork, problem solving or communication. The 5 best soft skills you can possess are:
1. Communication
2. Collaboration
3. Self Motivation
4. Problem Solving
5. Time Management
So how can you show these on your CV? Well, you’re going to want to make your resume stand out by quantifying your skills. It proves to hiring managers that you’re the candidate your resume suggests. By showing quantifiable skills such as “increasing sales of X by Y% in 6 months by doing Z” is evidence that you can combine your hard and soft skills to do a great job. If you want to get really into this, then head on over to The Undercover Recruiter. We loved their piece on this.[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”thirdpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Guest Opinion: Attract and Retain the Best People with your ‘Employer Brand’” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343022″ img_size=”full” alignment=”center” css=”.vc_custom_1463585138070{margin-bottom: 30px !important;}”][vc_column_text]People are an intrinsic part of your corporate competitiveness. So making them advocates of your ‘employer brand’ is a must. The concept of an ‘employer brand’ essentially encompasses the vision, unique culture and purpose of an enterprise. Quite simply, it’s your brand. The concept manifests itself more and more with the establishment and growth of brands such as Apple and Google for example.
These companies and others similar have a large proportion of clients and employees who are members of the millennial generation, and many of them have a different set of values in relation to the world of work. For example, social responsibility and sustainability rank highly in their requirements from a job rather than the more traditional values associated with work. You can be rooting for your employees, but can they root for you? These companies understand that if you move the general concept of branding to include staff management, it leads to major shifts in promoting the overall business and more importantly, the bottom line. Developing the employer brand to represent the employee experience at its best will create promotable assets for your business. Doing this, you can attract, engage and retain the essential talent you need and provide an organisation they’ll want to go above and beyond for.
Want more on this? Go here![/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”55% of Workers Feel they Have a Job, Not a Career” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343023″ img_size=”full” alignment=”center” css=”.vc_custom_1463585188831{margin-bottom: 30px !important;}”][vc_column_text]We all know that quality employees make or break a successful company. Which is why if you want success you should be paying attention to your employee satisfaction – and we’ve got some bad news!
According to CareerBuilder’s recent research, over half of workers say they consider their current position a “job” instead of a long-term career. Additionally, 39% of them say they’re under-employed and the same number are aspiring to be in leadership positions, they just aren’t there yet.
So what does it mean for you if your employees don’t see their job as a long term prospect? Maintaining employee satisfaction is always going to be challenging, but you can still do something. The most important thing you can do is keep your communication running smoothly. It can be as simple as starting conversations with your workers about their goals and prospects. It has a great effect on their morale and commitment to your organisation. Showing that you care about their future is a priceless way to improve satisfaction.[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”More Men Choose To Work Part-time, Study Reveals” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343024″ img_size=”full” alignment=”center” css=”.vc_custom_1463585293422{margin-bottom: 30px !important;}”][vc_column_text]The ‘HR Review‘ reports that a growing number of men are expected to opt to work part-time amid an impressive shift in employment patterns according to a report by the UK Commission for Employment and Skills. The report forecasts a 10% increase in the number of men working part time by 2024, with a rise of only 7% for female workers. For full time workers, women are predicted to be 7% of them while men will only account for 3%.
Lesley Giles, Research Director at UKCES told the Guardian: “The increase in men working flexible hours has been catalysed by the right to shared parental leave, but seems to be gaining traction. Coupled with other changes, like the growth of jobs in sectors traditionally dominated by women, this could represent a real change in the way people work and the way we understand gender roles in the labour market.” she goes on to state, “While part-time work is most common in low-paid professions and is largely dominated by women, this report shows the first signs of that trend changing.”
This is great news and we’re really excited to see how things begin to change in the workplace over the next few years.[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Is the Digital Industry Doing Enough to Elevate Women into Senior Roles?” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343026″ img_size=”full” alignment=”center” css=”.vc_custom_1463585551443{margin-bottom: 30px !important;}”][vc_column_text]Although more women appear to be filling digital industry roles, it’s clear to see that more needs to be done to address the “discrepancy” in the ration of women landing senior positions within the industry compared to men.
The Women and Equalities Minister Nicky Morgan announced amazing plans to narrow gender pay gaps across the board, and new legislation is going to force businesses with over 250 employees to publish their gender pay gap data – something that’s going to affect roughly 8,000 companies. This is music to our ears!
The reforms are also going to ensure that thousands more girls are studying science, technology, engineering and maths (STEM) subjects at school. Steve Thompson insisted that digital business across the North West are already driving positive changes, but there’s still room for improvement. He comments:
“There is an obvious discrepancy when you examine the number of women in senior digital roles in the region versus men. In what has been traditionally seen as a male-dominated, highly-technical sector, it’s great to see a movement for change driven by digital bodies and women in technology groups to redress the balance.”
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Did you know?
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About the author…
Nicole Debson
Director & Founder
With 30 years in recruitment, a genuine interest in people and a desire to help forge careers, Nicole has built ABL on the principle of making businesses better and that little bit more international. Seeking to help candidates navigate their career path; to help clients find the ideal employee, her hands on approach is what has moulded our company. Fluent in French, with good Spanish, and a Masters in Industrial Relations & Personnel Management, you’ll find Nicole thumbing through her well-worn copy of Jack London’s White Fang, her all-time favourite book.[/vc_column_text][/vc_column][/vc_row]
