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AI and the workforce: What skills will your organization need?

AI and the workforce: What skills will your organization need?

We are on the brink of yet another technological revolution; self-driving vehicles will dominate the roads, artificial intelligence (AI) will diagnose medical conditions, and half-hour long rocket rides from London to New York will (supposedly) be available beginning in 2022.

Our workforce will be a part of this transformation, with machine learning and AI innovation improving workplace productivity, accuracy and output across the board.

Of course, this also means a number of key responsibilities and roles are under threat. In theory, most roles follow a similar process: first you gather data, then you analyze it and interpret the results; and finally you recommend a course of action and implement it.

 
 
 

How to Find Your Second Career

How to Find Your Second Career

Changing careers is exhilarating and daunting whether you are stepping slightly outside of your professional comfort zone or completely reinventing yourself. Without a plan of action, it is easy to dream about a second career while taking no meaningful steps towards making it a reality. But with some targeted soul searching, honest accounting, and hard work, you can jettison the status quo job and launch a satisfying new career in your 30s, 40s, 50s or later. Here’s how:

The Research and Discovery Phase – This is the period where you’ll take a deep look at your personality type, your hard and soft skills, the types of jobs that excite you, and any education required to pursue these positions. Keep a dedicated career change journal and brainstorm for a few weeks or months.

 
 
 

Simple Ways to Improve Your Candidate Experience

Simple Ways to Improve Your Candidate Experience

It’s helpful to think of the candidate experience as the Golden Rule of hiring. Treat job candidates as you would like to be treated at every step of the hiring process and you foster goodwill towards your organization, whether or not you offer them the role. According to a 2017 candidate experience survey by CareerBuilder, 78 percent of candidates believe their experience is an indicator of how the company values its employees.

But just as the Golden Rule all too easily slips through the cracks—standstill traffic or slow grocery store lines prove this time and again—the candidate experience can get a bit rough around the edges during a hiring push, or when your HR department is overtasked.

 
 
 

Talent Supply and Demand for Common Oil & Energy Roles

Talent Supply and Demand for Common Oil & Energy Roles

The oil and gas industry is recovering, with thousands of jobs returning to the sector in 2017. But many once-bitten-twice-shy workers are not returning to their former roles, and the industry is struggling to attract millennials, according to energy experts. (New York Times) These factors have increased competition for top energy and resources talent. (Business Insider)

But what does that mean exactly? Which roles are in highest demand? Where?

To answer these questions, below is a snapshot of energy and resources talent supply and demand for common oil and energy industry roles between March and August 2017, sourced from CareerBuilder’s Supply and Demand Insights tool.

 
 
 

How to become a people manager when you haven’t managed before

How to become a people manager when you haven’t managed before

After a few years in junior to mid-level roles, you may reach a point when you want to become a people manager.

Yet how do you demonstrate your management capabilities when you do not have actual experience managing a team?

Even without past management involvement, the important thing is that you have the capabilities that managers need in their day-to-day role.

This isn’t just about practical skills such as time management, goal-setting and having difficult conversations.

 
 
 

Alternatives to layoffs: managing workforce change

Alternatives to layoffs: managing workforce change

In Japan there is a term called mottainai, which expresses regret when something good is wasted. Environmentalists, who follow the mottainai philosophy, look to the four Rs of Reduce, Reuse, Recycle and Repair in all aspects of life.

When it comes to employee outplacement, another form of mottainai: is the waste of talent that can occur when companies do not proactively manage their workforce. When time is tight and with the imperative to cut costs or patch crucial talent gaps, companies often feel they have no choice but to do it reactively – wasting resources, in-house talent and hard-won morale.

Hudson avoids mottainai in the context of managing workforce change by using another principle of four Rs:

 
 
 

Job Hopping and Hiring: How to Get Job Hoppers to Stay

Job Hopping and Hiring: How to Get Job Hoppers to Stay

Job hopping is when employees change jobs within a year or two, usually more than once. It’s a trend strongly associated with Millennials, and as the demographic recently became the largest in the workforce, job hopping is here to stay. A 2016 Gallup survey found that six in 10 Millennials always have their radar up for new job opportunities.

As a recruiter or hiring manager, it is all too easy to focus on the negatives of job hopping: it can feel as though the majority of your existing employees have a foot out the door, and prospective hires lack the commitment to hang around. But the trend is both more complicated and more positive than at first glance.

 
 
 

HRO Baker's Dozen
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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be.