www.auxeris.com Open in urlscan Pro
104.17.59.185  Public Scan

Form analysis
0 forms found in the DOM

Text Content

Skip to content

×

×
Language

 * Home
 * About
 * For Employers ▼
   * Services
   * Our Recruiters
   * Fee Calculator
   * Employer Login
 * For Recruiters ▼
   * Community
   * The Network
   * Recruiter Brochure
   * Define your goals
   * Memberships
 * Events

More
Apply to Join
Login

 * Home
 * About
 * For Employers ▼
   * Services
   * Our Recruiters
   * Fee Calculator
   * Employer Login
 * For Recruiters ▼
   * Community
   * The Network
   * Recruiter Brochure
   * Define your goals
   * Memberships
 * Events
 * Apply to Join
 * Login
 * Language
   * English (GB)

Partner with an exclusive network of high quality recruiters.

Better expertise. Simpler terms.

Start Hiring...


SERVICES


FILL YOUR TEAM WITH THE BEST POSSIBLE TALENT.





PERMANENT

Our recruiters are experts in finding the right talent to join your team long
term. 


TEMPORARY

Not only can we get you the best talent, we can also handle all of your payroll
needs.


RPO/SECONDMENT

If you have more significant needs, our network is ready to jump in and support
on an ongoing basis.

We work with some great companies...



HOW IT WORKS


SUBMIT YOUR VACANCY

Give us as much information as possible and we'll us AI and our knowledge to
match the vacancy to the perfect recruitment expertise.


AI MATCHED RECRUITER

We use a range of information and innovative AI technology to ensure you have
the support of the most qualified recruiter during your search.




SEAMLESS RECRUITMENT PROCESS

We use some of the most innovative recruitment technologies to support our
recruiters to ensure they can access the widest and best matched talent pool.


AUTOMATED PAYMENT PROCESSING

We've simplified the way you pay. Instead of one large, uncomfortable invoice,
we take our fee in three instalments. 50% after 30 days, 25% after 60 days and
25% after 90 days.




60


RECRUITERS

10+


COUNTRIES

40+


INDUSTRIES

200+


VACANCIES


SOME OF OUR RECRUITERS




VALUES


OUR NETWORK

Our Auxeris recruitment partners are carefully vetted and selected from
thousands of recruiters to ensure they're the best in the business.





OUR VALUES

We operate to a clear and purposeful code of ethics to ensure the highest
quality experience for both our clients and our candidates.







OUR TECHNOLOGY

Technology is at the forefront of everything we do, but we make sure not to lose
sight of the human touch. Creating efficiency doesn't have compromise care.





VISION


SUPPORTING GROWTH

We like to work with companies as they grow to ensure they're going to have the
best possible talent on their side as they succeed





QUALITY OF SERVICE

We only work with the most experienced and talented of recruiters to ensure they
provide the highest quality service to all our clients





PARTNERSHIPS

We want to build long-standing relationships with our clients so they can
confidently come back to us again and again

Testimonials

"If you would like to find the best candidate for your organisation, Auxeris are
absolutely the right people for the job!"





BETINA S.

Microsoft Team Lead

"The quality of Auxeris' recruiters has been excellent, and the billings process
has reduced the workload on our side."





GEORGIE K.

Operations Manager

"Auxeris has helped us hire quickly and efficiently, and the payment system as
reduced our admin significantly."





BETTINA G.

Exec Strategy Director



Start Hiring


GET IN TOUCH WITH THE AUXERIS NETWORK TO START HIRING THE BEST POSSIBLE TALENT!
WE'RE HERE TO SUPPORT YOUR TALENT JOURNEY EFFICIENTLY AND EFFECTIVELY... AT A
REASONABLE PRICE.

Start Hiring

Insights (12)
See all news
Slide 1 of 12


Click to see the news Diversity and Inclusion in Recruitment and use of DEI
Questionnaires
DIVERSITY AND INCLUSION IN RECRUITMENT AND USE OF DEI QUESTIONNAIRES

Feb 28, 2024
Ultimately, DEI in recruitment should extend beyond the collection of
demographic data to encompass inclusive practices throughout the entire hiring
process. This includes using inclusive language in job descriptions, advertising
roles through diverse channels, implementing blind resume screening to mitigate
unconscious bias, and providing training to hiring managers on inclusive
interviewing techniques. By embedding DEI principles into every stage of the
recruitment process, organisations can create more equitable and welcoming
workplaces where all individuals have the opportunity to thrive.
Click to see the news Fewer jobs require a college degree. Here's what employers
are looking for instead.
FEWER JOBS REQUIRE A COLLEGE DEGREE. HERE'S WHAT EMPLOYERS ARE LOOKING FOR
INSTEAD.

Feb 27, 2024
Jovanmandic/Getty ImagesA new Indeed analysis examined educational requirements
noted in job postings.Around half of US postings on the platform in January
didn't note a particular education required.Job seekers can focus more on
developing skills than formal higher education.People searching for work, such
as the 1.5 million unemployed high school graduates aged 25 and older with no
college, may be in luck: Job postings are less likely to have formal educational
requirements than a few years ago.That's according to a new report from
career-site Indeed analyzing educational requirements in US job postings since
January 2019. The report also noted that 87% of the 47 occupational sectors
looked at had fewer postings with bachelor's degree or higher educational
requirements than in January 2019.As employers shift from formal educational
requirements to skills-first hiring, job seekers might want to think about their
skills.Indeed found 52% of US postings on the platform didn't state an education
requirement in January. That's an increase of 4.0 percentage points from January
2019. The share of postings noting a bachelor's degree or higher dropped by 2.6
percentage points from January 2019 to 17.8% this past January.The data used in
the new report was adjusted to account for job title mix changes. Additionally,
the lowest educational requirement was looked at if there were multiple ones
stated in a job posting.Labor shortages could push companies to focus on skills,
not formal educationCory Stahle, an economist at the Indeed Hiring Lab, told
Business Insider that as "the labor market got tight, employers started
advertising more benefits and sharing pay more openly and things, we wanted to
see if they were also cutting back on educational requirements to attract
people."Some companies are doing skills-based or skills-first hiring, which can
mean prioritizing or focusing on a job seeker's skills, such as Delta Air Lines
and IBM. Others may have to consider this in the future if they can't meet
talent demand.Stahle noted that as the population ages, the US is "up against
demographic headwinds" which could mean the talent pool begins to shrink.
Certain industries could see long-term labor shortages, economists like Stahle
previously shared with BI, such as nursing or natural resources extraction."I
think for many employers, being able to focus on the skills where it makes sense
is going to be one way that they can mitigate some of those challenges that are
going to arise through demographic-type of pressures," Stahle said.Cutting out
education requirements in postings can have pros and consStahle said a lot of
the data highlights the "importance of cultivating skills going
forward.""There's a lot of promises behind skills-first hiring to potentially
bring in more diverse candidates and candidates who haven't had access to these
types of opportunities in the past," Stahle added. "As a job seeker, being able
to see skills in job postings and be able to cultivate those skills is a really,
really helpful step forward in career paths."Even with a shift away from college
degree requirements, there could be assumed credentials and levels of education,
per the new report. Teachers, some medical jobs, or trades like plumbing might
need certifications. An aspiring candidate for a driver gig may need a
commercial driver's license."There's a lot of sectors where it's really common
for jobs to not include any educational requirements whatsoever," Stahle said.
"If you look at a sector like driving, it's pretty uncommon to ever see
educational requirements."Some occupations that do have extensive educational
requirements may not list them explicitly. Around 61% of physicians and surgeon
postings in January didn't have an education requirement compared to around 32%
mentioning a bachelor's or higher. Stahle said, "when you go to hire a doctor,
it's just assumed that they'll have certain levels of education."Stahle said it
can be helpful for job seekers to filter openings by education level. Plus,
Stahle said it can save the employer and job candidate time.Despite a shift
toward skills-based hiring, many companies may not actually be bringing on as
many non-college employees as expected. A report from Burning Glass Institute
and Harvard Business School Managing the Future of Work Project's researchers
noted that there's been a major difference in the number of roles in 2023 that
have cut degree requirements compared to back in 2014, but some companies
haven't made a "meaningful difference" in their hiring practices "following
their removal of stated requirements from their postings.""Among the roles that
fit the strict requirements of our sample, the number of roles no longer subject
to degree requirements increased almost fourfold since 2014, down somewhat from
a peak in 2022," the report said. "But placed against the backdrop of the
millions of roles employers hire for annually, Skills-Based Hiring has made only
modest inroads. Controlling for occupational mix, the percentage of job postings
that require a college degree has only fallen by 3.6 percent over that
period."Stahle said the entire hiring process "needs to be followed through to
make sure that it actually leads to people without the education being hired in
that as well."What skills do job seekers need to have?According to a LinkedIn
analysis of skills based on its members' data and job listings, adaptability is
the "top skill of the moment.""We're in a moment where the economy is starting
to reset what skills are valued the most based on what AI capabilities are and
what that means for human capabilities and the needs for people at work," Aneesh
Raman, a workforce expert at LinkedIn, said.The new Indeed report also looked at
the impact of generative artificial intelligence."We found that jobs and sectors
with higher educational requirements are also those that are a little more
exposed to generative AI at the moment," Stahle said.Overall, Stahle said having
a plan to build skills is going to be important for a job seeker's career."From
a lot of the other research we've done, we've seen that the length of job
descriptions has gotten longer over time," Stahle said. "Employers have not only
become more likely to put retirement benefits and other types of perks in
postings, but they're also putting more and more skills and trying to do a
better job of enumerating skills."Did you land a job without a college degree?
Reach out to this reporter to share at mhoff@businessinsider.com.Read the
original article on Business Insider
Click to see the news How People Investments Translate Into Business Growth
HOW PEOPLE INVESTMENTS TRANSLATE INTO BUSINESS GROWTH

Feb 26, 2024
By Margit Bauer, Director of Product Marketing, SAP SuccessFactors Midsize
organizations are focused on driving growth through customer acquisition, market
share, and revenue. However, HR leaders are concerned with much more. Oxford
Economics research reveals they’re looking forward and focusing on factors that
could impact their companies’ ability to gain a competitive edge. As midsize
companies strive to compete and deliver against strategic objectives, HR teams
recognize the pivotal role of technology in achieving these goals.gettyIn the
survey of 400 HR executives and 150 IT executives from midsize companies, nearly
half of respondents identified three workforce-related challenges as their
business’s top threats: Reskilling and upskilling talent to adjust to changing
requirements Finding the right talent Retaining talent Rethinking how to win the
race for talent and skills The pressure to build and keep a strong workforce
intensifies as workers have more options than ever for employment. As midsize
companies strive to compete and deliver against strategic objectives, HR teams
recognize the pivotal role of technology in achieving these goals. They are
adopting various tactics – with a keen focus on learning, upskilling, and
reskilling, and recruiting – to develop their current employees while attracting
new ones to grow and remain competitive. Despite these efforts, there’s still
room for improvement when it comes to providing sufficient career growth
opportunities, competitive compensation, and efficient HR processes and
experiences. HR teams must rethink talent strategies, such as increasing
internal mobility and accelerating skills transformation, by focusing on people
management and technology investments. When talent acquisition, development, and
retention are not addressed concurrently, organizations risk hiring and
replacing workers at unsustainable rates. And HR and IT leaders see the writing
on the wall – with 49% citing the inability to find the right talent to maintain
operations as the greatest near-term risk to their organization. This practice
creates conditions that get in the way of delivering services efficiently,
expanding into new markets, and improving profitability. Discover how
growth-focused midsize businesses prioritize their talent management strategies
to help them grow and remain competitive. Read the Oxford Economics study,
sponsored by SAP, “Optimizing Talent Management: Best Practices for HR and IT.”
The adoption of foundational technology – such as core HR and talent management
solutions, data analytics tools, and cloud-driven processes – can help set the
stage for more advanced solutions, particularly AI and machine learning. Over
25% of surveyed midsize companies have implemented AI capabilities to enhance
workforce dynamics. However, a noteworthy shift is on the horizon: nearly 50%
plan to implement AI within the next 12 months. Surging interest in AI implies
that HR leaders are reassessing existing HR systems and talent strategies to
help optimize the employee experience. As noted in the research, respondents who
leveraged AI to optimize their learning and development processes are confident
their organization can overcome skills gaps and increase internal mobility.
Building a skilled, agile workforce with AI-guided learning While many teams may
have the right people, growth-focused companies must still be on the lookout for
new skills to keep up with ever-evolving demands and competitive pressures. The
Oxford Economic survey reveals that 30% of HR and IT decision-makers are
starting to understand how AI can help meet talent development and retention
goals that are critical to their company’s growth. This includes individualizing
course selections and learning plan assignments based on captured skill sets,
project experience or roles. Adopting a learning management system (LMS) with
embedded AI gives organizations a wide range of capabilities that enhance the
learner’s experience. For example, instead of a “search and find” approach to
identifying relevant courses and content, an AI-powered LMS can make learning
options highly relevant to the learner by automatically surfacing personalized
recommendations based on the employee’s role, skills, needs, and preferences.
Such AI-driven learning recommendations can help save time by pointing the
learners towards the most relevant and valuable resources, rather than spending
time searching for them on their own. And most important, access to
self-directed learning and development opportunities fosters a habit of
continuous learning and personal growth. As with machine learning algorithms,
these recommendations will improve and become more valuable over time with
further use and input. HR and IT executives must develop a shared AI strategy to
guarantee consistent HR ethics and governance as well as unified data and
processes for actionable workforce insights and improved employee experiences.
Unlocking scalability and success with HR innovation As evidenced by the Oxford
Economic study, the convergence of HR and IT strategies is becoming a pivotal
factor for midsize companies seeking ongoing growth. By moving beyond
foundational technologies and investing in cloud solutions and AI, organizations
can effectively address their current workforce needs while laying a solid
foundation for adapting and evolving their businesses for future growth. In
return, their employees and managers are more empowered to work faster and
smarter, ultimately enhancing overall productivity and competitiveness. Discover
how growth-focused midsize businesses prioritize their talent management
strategies to help them grow and remain competitive. Read the Oxford Economics
study, sponsored by SAP, “Optimizing Talent Management: Best Practices for HR
and IT.”
Click to see the news Oxford Study Finds Workplace Wellness Programs Do Diddly
Squat For Mental Health
OXFORD STUDY FINDS WORKPLACE WELLNESS PROGRAMS DO DIDDLY SQUAT FOR MENTAL HEALTH

Feb 16, 2024
In “Employee well-being outcomes from individual-level mental health
interventions: Cross-sectional evidence from the United Kingdom” published in
Industrial Relations Journal, wellbeing enthusiast and researcher Dr. William
Fleming has found that wellness programs in the workplace don’t actually improve
employee wellbeing. Which confirms what we’ve all known for a while now, these
programs are a mostly performative gesture to make leadership feel better about
themselves. So at least someone’s mental health is getting a boost. First off,
we feel compelled to point out how utterly cool this guy is. That is not
sarcasm. very few men can successfully pull off the multi-cartilage piercing
look this well As you can see from the screenshot above, his whole thing is
wellbeing. Here’s the abstract of the study which was based on survey data from
46,336 workers in 233 organizations in the UK: Initiatives that promote mental
well-being are formally recommended for all British workers, with many practices
targeting change in individual workers’ resources. While the existing evidence
is generally positive about these interventions, disagreement is increasing
because of concerns that individual-level interventions do not engage with
working conditions. Contributing to the debate, this article uses survey data
(N = 46,336 workers in 233 organisations) to compare participants and
nonparticipants in a range of common individual-level well-being interventions,
including resilience training, mindfulness and well-being apps. Across multiple
subjective well-being indicators, participants appear no better off. Results are
interpreted through the job demands–resources theory and selection bias in
cross-sectional results is interrogated. Overall, results suggest interventions
are not providing additional or appropriate resources in response to job
demands. In other words, wellness programs don’t “undo” the damage of a
stressful work environment. So what does? The existing evidence base suggests
organization-level initiatives such as improvements in scheduling, management
practices, staff resources, or tailored job design would be a good place to
start. A 2019 Harvard Business Review piece makes an important distinction
between employee wellness and business benefit. Naturally, happy workers make
for a better workplace — “Healthier people. Better business.” is the tagline of
one service selling psychiatry services, coaching, and mindfulness to employers
— but is on-site yoga helping the employee? Wrote Charlotte Lieberman in HBR:
From coal mines to conference rooms, employers’ motivation is simple: keep
workers healthy, keep company costs down. But just because these programs can be
positive for business outcomes doesn’t mean their primary purpose is to improve
employees’ daily lives. For prospective hires, five-star Glassdoor reviews
mentioning perks like free kale salads and onsite massages stand out like
glittering constellations. But for employees, these benefits can feel like a
tacit transaction. Ben, a designer and programmer I interviewed who has bipolar
disorder, works at a company that offers a vast array of wellness benefits like
culinary events (including fresh arepas!) and weekly afternoon yoga. “Company
bulletins emphasize that these things are intended to offset work stress, and at
the same time obliquely reinforce the idea that work stress is the inherent
byproduct of being good at what you do and working hard at it,” he told me.
“These things are often pitched as indulgent bribes to make up for the demanding
expectations.” She then says, skeptically: I am personally not convinced that
lunchtime yoga and mason jars of trail mix are the antidote to our global
epidemic of workplace stress and burnout. For all the attention (and money
spent) on workplace wellness, the jury is still out on whether these programs
are really beneficial to our health. A recent study examining over 30,000
employees at a U.S. warehouse found that those exposed to a workplace wellness
program reported no significant differences in absenteeism, healthcare spending,
or job performance than those who were not — though they did report greater
rates of some positive health behaviors, like engaging in regular exercise. 150
push-ups and 1,200 sit-ups a day is a good place to start. Said Dr. Fleming of
his research, “There’s growing consensus that organizations have to change the
workplace and not just the worker. This research investigates well-being
interventions across hundreds of workplaces, supplementing trials that often
take place in single organizations, and the lack of any benefit suggests we need
more ambition when it comes to improving employee well-being. I hope these
results can spur on further research and employer action.” Read more: Study
finds no evidence that individual-level mental health interventions improve
employees’ well-being [Phys.org] Related: Surprise, You’re Depressed The post
Oxford Study Finds Workplace Wellness Programs Do Diddly Squat For Mental Health
appeared first on Going Concern.
Click to see the news The Power of Storytelling in Recruitment
THE POWER OF STORYTELLING IN RECRUITMENT

Feb 14, 2024
In an era defined by digital disruption and rapid change, the power of
storytelling in recruitment cannot be overstated. By harnessing the art of
storytelling, recruiters can create immersive candidate experiences that go
beyond mere job descriptions, fostering meaningful connections and driving
engagement. It can also, perhaps at its most powerful, be used to drive passive
recruitment campaigns and build talent pools for future hiring.
Click to see the news Founders Series: Five Conversations on Hiring
FOUNDERS SERIES: FIVE CONVERSATIONS ON HIRING

Feb 13, 2024
Headlines announcing layoffs in fintech and banking have been pulsing throughout
the news cycle since the start of last year. And according to one fintech
expert, we may see more throughout 2024. And while there is no doubt that
layoffs and job losses are personally devastating to those involved, there may
be a silver lining. Freeing up talent– especially experienced and/or technical
talent– allows other organizations in the sector the opportunity to capture new,
experienced professionals while offering individuals the chance to level up
their career. In a series called Fintech Founders, our sister publication
Fintech Futures recently produced five videos on hiring. The videos capture
founders’ thoughts on their internal hiring process, how they intentionally
build their company culture, their hiring strategy, how they create a versatile
team, and upcoming industry trends. Tune in to the conversations below from:
Michael Duncan, Co-founder & CEO at Bankjoy Karan Jain, CEO & founder at NayaOne
Kathleen Craig, Founder & CEO at Plinqit Chase Neinken, Co-founder at Chimney
Dr. Ned Palmer, Co-founder & COO at Panacea Financial Hiring process Building a
company culture Hiring strategy Building a versatile team Upcoming trends Photo
by cottonbro studio The post Founders Series: Five Conversations on Hiring
appeared first on Finovate.
Click to see the news Gamification In The Workplace? How, Why And Cultural Wins
GAMIFICATION IN THE WORKPLACE? HOW, WHY AND CULTURAL WINS

Feb 12, 2024
Monika Mueller is the EVP Consulting Services and Head of LATAM for Softensity,
a U.S.-based IT outsourcing company with a global footprint. getty Employee
engagement and retention are hot topics, especially as the debate over remote
work versus return-to-office mandates heats up. What if there was a solution
that could engage employees, improve retention and increase productivity, no
matter where your employees work? It’s time to shed some fresh light on
gamification in the workplace. What is gamification? While gamification is not a
new concept, today’s advanced technology makes it a lot easier to accomplish.
And no, it has nothing to do with video games. It’s essentially setting up a
reward system (points, badges, leaderboards) to encourage employees to achieve
specific goals. For example, one company discovered that there was a direct
correlation between the cost of the company’s healthcare premiums and how
frequently the benefits were used—the more use, the lower the premium. The
company implemented fun fitness-driven programs and competitions not only to
improve employee health but also to decrease its healthcare costs. Employees
enthusiastically competed in challenges and contests, such as counting steps.
Quality prizes and meaningful rewards heated up the competition and drove
participation. Points could be redeemed for prizes that included everything from
Air Jordans and iPhones to Lululemon apparel and gym memberships. Equally
popular were options for an extra day of PTO or lunch with the CEO. Water
bottles and company logo swag would not have worked as well. Take a strategic
approach. So, where should an organization start? Your gamification strategy
should be tied directly to the company’s values, culture and goals. And while
different departments may have different goals and varied “games” designed to
achieve them, don’t lose sight of the bigger picture. For the most far-reaching
benefits, there should be a layer of gamification that spans all departments and
brings the company together as a whole—like the challenges detailed above. At
the same time, department leaders should also think about their team’s specific
goals, pain points and objectives. This could be anything from improving
productivity to increasing engagement or retaining top employees. Set objectives
and goals. The key to success is to define your objectives and set clear goals,
which starts with identifying a team’s pain points. Maybe employees aren’t
completing training, there’s a dip in productivity or the quality of work isn’t
where it should be. These are all issues you can tackle through gamification.
Once your gamification strategies are aligned to solve the pain points you’ve
identified, you’ll be able to articulate exactly how it can directly benefit
your business. Consider what success will look like. Is the ultimate goal to
increase sales? To improve code quality? Be as clear and specific as possible.
Let’s say you want to improve code quality. You could set up a leaderboard for
your software development team, where developers earn points for writing
efficient code free of defects. The better the code, the more points they’ll
earn—and the higher on the leaderboard they’ll go. You could also take the
opposite approach. At one company, there was a notorious "Break the Code" shirt
that was never washed. If a developer deployed a feature that broke the code and
brought the program to a halt, they’d have to wear the dirty shirt for the rest
of the day. And to be honest, it worked. You better believe developers started
to double- and triple-check their coÍÍde before deployment. Understand your
audience. Clearly, something like a "Break the Code" shirt won’t work for every
audience. And if you have a more mature, less tech-savvy employee base,
tech-enabled gamification may not be the best approach. On the flip side,
younger employees will fully expect a technology element. Don’t make predisposed
judgments without taking the step to fully consider your employee demographics.
The same goes for understanding your employees’ motivation. Just because you’re
excited about something doesn’t mean your employees will be. A quick motivation
analysis can set you up for success and help you avoid any misfires. Some people
may be motivated by the competition alone, while others will crave recognition.
And plenty will respond to monetary rewards like gift cards. But you won’t know
until you ask. Once you know what drives a team, you can choose the gamification
elements (leaderboards vs. badges, type of rewards, etc.) that best align with
the majority. Design the gamification strategy. For the best results, it’s
important to maintain a balance between competition, collaboration and keeping
it fun. This is not an opportunity to pit employees against each other in a
cutthroat competition. Equally important is to make sure that the system you put
into place is inclusive, accessible and fair to everyone in your organization.
To maximize participation, make sure your gamification strategy is well
integrated into existing workflows. You don’t want to throw in a totally
separate process that could cause stress or confusion. Using a gamification
platform is a streamlined way to go, whether you acquire one from a vendor
(there are plenty out there) or build your own. Either way, make sure the
platform can be well integrated and is capable of growing and evolving with your
organization. Monitor, measure and iterate. Ideally, you’ll want to start with a
pilot program in a specific department or team before going all in across the
organization. Then, establish a feedback loop. What’s working? What’s not? How
are participation levels? Are your objectives being met? Fine-tune the program
before expanding it based on data analysis and solicited feedback. Keep in mind:
One competition does not a gamification strategy make. It should be a regular
part of day-to-day employment directly tied to company goals. For gamification
to work, fostering an ongoing culture of recognition is key. Think prominent
leaderboards, public acknowledgment and regular celebrations. To truly impact
your organization on a cultural level and make meaningful change, celebrating
success together as a company is essential.Forbes Technology Council is an
invitation-only community for world-class CIOs, CTOs and technology executives.
Do I qualify?
Click to see the news This Woman Withdrew From the Interview Process After Being
Told She Was 'The Strongest Candidate.' The Reasons Why Are Instructive for Any
Hiring Manager
THIS WOMAN WITHDREW FROM THE INTERVIEW PROCESS AFTER BEING TOLD SHE WAS 'THE
STRONGEST CANDIDATE.' THE REASONS WHY ARE INSTRUCTIVE FOR ANY HIRING MANAGER

Feb 08, 2024
Respect your job candidate's time, or you may find yourself starting over.
Click to see the news Habits You Must Develop to Adapt to the Needs of Modern
Workplace
HABITS YOU MUST DEVELOP TO ADAPT TO THE NEEDS OF MODERN WORKPLACE

Feb 06, 2024
A while ago, there was a huge fear that AI would steal all the jobs. Now, the
paranoia is almost over, and the new estimates are a bit more optimistic. No,
the big bad technology is not going to run you out of the job market. This means
that you’ll still have to prepare and go to work.Sure, people have been working
since the dawn of time, but it wouldn’t be that far-fetched to say that the
modern workplace is monumentally different from everything in the past. Imagine
if you went back to the 1950s and tried to explain to a factory or an office
worker that your hardest-working friend never leaves their room. This switch to
heavier reliance on remote work is just one of the monumental changes in this
field. Here are some others that you have to keep in mind. 1. Continuous
learningIn the past, onboarding was a simple process that really didn’t take
that much time. You learned how to handle a few tasks, and then, all you had to
do was spend a few decades honing these skills, becoming faster, reducing the
likelihood of error, and becoming, overall, more productive.In the modern
workplace, there are so many tools that you have to use and even these tools are
getting regular updates, new features, and occasionally even a full overhaul.
Because of the integrations, it’s not improbable that your team will decide to
switch platforms.People are also more likely to change jobs than before. Today,
about 30% of the total workforce will change their jobs every 12 months. The
thing is that every company has a different working regimen. This much is true
even in scenarios where you’re moving to the “same” position.This habit of
continuously learning is so big that it gets asked earlier and earlier during
interviews. In fact, this is often one of the top three questions. Modern
employers don’t really want to bother with people who have a problem with online
courses, regular testing, etc. Taking new courses and approaching microlearning
self-initiatively is seen as an even better show of good faith on your part. In
other words, it’s a trend worth paying attention to. 2. Taking care of your
cybersecurityIn traditional workplaces, the matter of security would be pretty
easy. You couldn’t take documents from work unless given special permission.
With the way modern business works, it’s not strange to check your corporate
email on your phone while at a packed nightclub.Everyone uses private devices
for work and not enough offices actually have a solid BYOD policy. Does this
mean that you won’t be held accountable when something goes wrong? Not exactly!
This is why your own cybersecurity needs to be your own personal responsibility.
First of all, you need to protect your own devices by installing the latest
versions of some of the best antivirus software applications. Another thing you
need to understand is that your behavior makes the biggest difference in the
world. Even the best antivirus won’t protect you if you just join any public
network that pops up, or if you just leave your phone on the table at the coffee
house when going to the bathroom. Also, there’s the fact that no one can protect
you from your own negligence. If your password is too weak or too easy to guess,
there’s no way to stay safe in a digital environment. The laziest of people will
even use this password for their private platforms, which will make matters even
worse.3. Learn how to work remotelyWhen we say learn how to work remotely, we
aren’t referring to learning how to use a collaboration tool. There are a lot of
other things you need to master in order to make this work, really work.You’re
not just trying to sit behind a computer and pretend that you’re working. What
you’re actually trying to achieve is get the job done. You’re trying to be as
productive as if you were in the office but without someone to look over your
shoulder and with all the comfort and distractions of your own home.You’re also
trying to work in the same space where your roommates and family are trying to
relax. Is it your workplace? Sure! But it’s also their home. They need to be
considerate but, then again, it was your decision, not theirs, that you find a
job that you’ll work from home, instead of commuting to work like they do.The
biggest challenge that you’ll have to face is the battle for your own
self-discipline. It’s so easy to procrastinate when you have deadlines instead
of work hours. It’s hard to understand why you have to start working at 7 A.M.
when you could, objectively, stay in bed until 11 A.M. without any consequences.
All of this may be harder to learn than you expect. 4. Effective communication
skillsCommunicating with people in remote teams and via multiple platforms
(email, Skype, Slack, Trello, etc.) is far from easy. You need to develop proper
digital communication etiquette, as well as learn how to use these tools
effectively.Most importantly, you need to learn how to listen. We’re talking
about the art of actively listening - not just listening to the words but
actually and actively interpreting their meaning (sometimes even hidden
meaning).The modern workplace is a lot different from its traditional
counterparts. It relies more on collaboration. The departments are more
intertwined, and it’s a lot more important for everyone to collaborate on major
projects.Most importantly, this is the skill that the majority of modern
employers are interested in, and they’ll be able to pick up if you lack it early
in the hiring process. 5. Healthy work-life balanceAs we’ve already mentioned,
when working remotely, it’s easy to lose the concept of free time. It’s easy to
disrupt your day-night cycle and get stuck in a scenario where you’re working
throughout most of the day. It’s also pretty easy to start feeling isolated when
the only way you see your coworkers is on the screen. Sure, chatting is great,
and it’s better than no communication at all. In fact, more and more teams are
switching to remote team building, but a lot of people are still not
participating the right way.Working behind a screen mandates a more sedentary
lifestyle, which can have serious repercussions for your health. This is why
it’s so important that you pick up an outdoor hobby or a gym membership.Lastly,
the gig economy and online job-seeking platforms have made it so easy for anyone
to find extra work. Well, some people get extra greedy or lose a sense of their
own free time and effort. It’s important to learn when to stop.Different working
conditions require a different set of skillsIt’s not just about the tools for
work. Under the influence of modern technology, the entire work culture has
changed. This is why you need to keep up with it if you want to stay competitive
and, even more importantly, feel at home in this new work environment. While the
list goes on and on, the above-listed five are definitely the most important
items worth addressing.
Click to see the news How startups can support universities with recruitment,
applications and student enrolment
HOW STARTUPS CAN SUPPORT UNIVERSITIES WITH RECRUITMENT, APPLICATIONS AND STUDENT
ENROLMENT

Jan 31, 2024
We’re building our annual list of the top emerging edtech companies in higher
education for 2024, and as we do, we’re diving into the…Continue reading on
Emerge Edtech Insights »
Click to see the news Working for Google used to be 'sexy and exciting,' with a
strong sense of security. Now, not so much.
WORKING FOR GOOGLE USED TO BE 'SEXY AND EXCITING,' WITH A STRONG SENSE OF
SECURITY. NOW, NOT SO MUCH.

Jan 31, 2024
SOPA ImagesGooglers are facing fresh job cuts this year.The new rounds of
layoffs follow a 6% cull last January.Experts say the rolling layoffs may be the
final straw for Google's legendary workplace culture. It's been a tough start to
the year for Google staff.The tech giant has been caught up in the wave of tech
layoffs sweeping the industry. Executives have already axed more than 1,000
workers this month, with CEO Sundar Pichai telling staff that more layoffs are
coming this year, per The Verge.Google expects to pay out $700 million in
severance costs this quarter, according to Alphabet's latest results released
Tuesday. Severance and other related costs totaled $2.1 billion for
2023.Unsurprisingly, the cuts have gone down badly with remaining Google
employees, with some lashing out at the tech giant's "boring and glassy-eyed"
leaders.Culture shockThe tech company, long known for its workplace culture and
lavish perks, has long been one of the most desirable places to work.Perhaps
that's why Googlers are so disturbed by this new way of doing business. While
the recent layoffs are not the first in Google's history — it made a 6% cut last
year — they do signal that the days of treating employees like family are over.A
lot of this comes down to breaking an "unwritten" or "psychological" contract
employees have with companies, Ben Hardy, a professor of organizational behavior
at London Business School, told Business Insider.Access to various perks and a
sense of "psychological safety" may not be explicitly stated in an employee's
contract, but Google workers have come to expect these things because of the
company's reputation.Hardy added that the first round of layoffs breached this
unwritten contract with employees, but the latest cuts might have changed it
forever."The reason they're taking it harder is that it's not a feeling of
'Google doing what Google has to do.' For employees, it feels like maybe they
fundamentally got this wrong about that organization. Maybe this isn't the place
they thought it was," he said.Unintended consequencesGoogle will likely continue
to reshape its business to adapt to market demands, meaning a workplace culture
defined by rounds of layoffs may be the new normal."Google was known for a long
time as being the top company — everybody wanted to work there," Thomas Roulet,
a professor of organizational sociology and leadership at the Univerity of
Cambridge, told Business Insider. "Now, it's flipped partly because of the rise
of generative AI, which is really threatening some of the core businesses at
Google."He added: "Working for Google is just not as sexy and exciting as it
used to be, especially if you are at risk of being laid off anytime."The layoffs
and changing culture at Google could come back to haunt the company in more ways
than one, causing trouble for retention and recruitment, Roulet said."If you
start laying off people, the people who are left behind have lower trust. They
are at risk of sabotaging their own culture and losing some of their top
employees."'Not just robots'Google has created an environment where its
employees have a voice and are largely unafraid to use it.Googlers are also
unique in their autonomy, Roulet said. "They're not just robots — they actually
have their own thoughts about what the firm should be doing," he said, pointing
to the company's long history of internal activism.Beyond the free food and ski
trips, Google's also worked hard to cultivate a culture of creativity. The
psychological effects of ongoing layoffs may also affect how employees do their
jobs."The space to create and innovate is completely at odds with the risk of
layoffs. Workers will not be as creative, and how they carry out their jobs will
be more conservative," Roulet said.Google did not respond to a request for
comment from BI.Read the original article on Business Insider
Click to see the news How Luck Shapes Your Success & The Role Of Meritocracy |
Brian Klaas, Best-Selling Author of “Fluke”
HOW LUCK SHAPES YOUR SUCCESS & THE ROLE OF MERITOCRACY | BRIAN KLAAS,
BEST-SELLING AUTHOR OF “FLUKE”

Jan 30, 2024
http://traffic.libsyn.com/secure/futureofworkpodcast/Audio_45min_-_Brian_Klaas_-_WITH_ADS.mp3
Are you lucky or are you good? The smallest and seemingly most random decisions
you make in your life can have a profound impact on your career success. Does
this mean that we shouldn’t try to be the best at what we do? In today’s
discussion I speak with Dr. Brian Klaas, a professor at the University of
College London and best-selling author of “Fluke: Chance, Chaos, and Why
Everything We Do Matters.” In this episode, Klaas offers counterintuitive advice
for embracing uncertainty and experimentation over excessive optimism and
control. You’ll learn how chaos theory impacts your life, if you can create your
own luck, if change is driven by trends or leaders, and how meritocracy battles
with luck for making the greatest impact in what you do. Listen to the episode
here Later this week I’ll share the bonus episode for paid Apple subscribers
where Brian Klaas will share key strategies to help you make decisions during
times of radical uncertainty, better equipping you to lead your team
effectively. … What kind of a leader are you? There are 5 types of vulnerable
leaders, each with their own unique strengths and weaknesses. Knowing what kind
of leader you are helps you determine who you should work with, the types of
projects you should work on, and how you deal with challenges and opportunities.
In my new book, Leading With Vulnerability, I interviewed over 100 CEOs around
the world and surveyed nearly 14,000 employees in partnership with DDI. Download
the PDF The post How Luck Shapes Your Success & The Role Of Meritocracy | Brian
Klaas, Best-Selling Author of “Fluke” first appeared on Jacob Morgan |
Best-Selling Author, Speaker, & Futurist | Leadership | Future of Work |
Employee Experience.The post How Luck Shapes Your Success & The Role Of
Meritocracy | Brian Klaas, Best-Selling Author of “Fluke” appeared first on
Jacob Morgan | Best-Selling Author, Speaker, & Futurist | Leadership | Future of
Work | Employee Experience.


Contact


FOR ANY QUESTIONS YOU CAN CONTACT US BY EMAIL


INFO@AUXERIS.COM

2
4
2
4
12
2
6
12
5
9
155



+−


Contact

--------------------------------------------------------------------------------

WeWork, 1 Mark Sq, London EC2A 4EG

United Kingdom

info@auxeris.com
020 3835 1440
Links

--------------------------------------------------------------------------------

 * Privacy Policy
 * Diversity & Inclusion
 * Business Terms
 * Terms & Conditions

Follow us

--------------------------------------------------------------------------------

 * 
 * 
 * 
 * 

Cookies

--------------------------------------------------------------------------------

Reselect cookie settings
Community engagement platform by Hivebrite.
Our website uses cookies
Auxeris and third parties use a tracking technology on its terminal such as
cookies whenever the User navigates on the Platform. Please take a moment to
review the full Terms and Conditions and Privacy Policy documents by following
the provided links. Your consent to these policies ensures a clear understanding
of how your information will be handled and used by us. If you have any
questions or concerns, feel free to contact us. Thank you for your cooperation.
Privacy PolicyTerms and Conditions
Customise settings
Reject all
Accept all cookies