The document discusses global recruitment trends for 2013. It highlights factors like generational shifts, skills gaps, the transition to knowledge work, constant connectivity, and stress as changing the nature of recruitment. Candidates now expect simplified, mobile-friendly experiences. Those not optimizing for Google searches and mobile are falling behind. The talent pool is also global, creating more competition. Recruiters must understand candidates' priorities to attract top talent.
We surveyed over 5,000 people across the U.S., the UK, Germany, France and Japan to explore the state of creativity since our 2012 report. 70% of global respondents believe creativity is valuable to the economy and society. Dive in to find out more. For a quick look, check out our infographic featuring results from U.S. respondents: http://bit.ly/2fbfjC8
Catalant CEO and Co-Founder, Rob Biederman, presented at the Future of Work Austin event in March of 2017. In this presentation, he shares his thoughts on the history of work and what changes we can expect in the coming years. Work is being reimagined; learn how your company can get ahead of this shift.
The average lifespan of a company is now less than 20 years. Work is being redefined and how we increase productivity, manage talent, and develop skills over the next 5 years will be completely different than the last 20. As we move into the 4th industrial revolution - defined by the use of data automation and machine learning - the need to embrace new technologies and design work around people has never been greater. In a first of its kind, this research-focused presentation shares where investment is going in WorkTech and outline the emerging trends that are redefining how companies embrace the new world of work.
Women in Technology. Things that hold women back. Jane Prusakova
A lot of women get into technology early on, receive a good education, and stay in the workforce throughout most of their lives. Technology industry is growing, with more opportunities for skilled dedicated professionals available now than ever before. However, the number of women in Tech has decreased over time. What is stopping more women from joining and staying in the field?
We surveyed over 5,000 people across the U.S., the UK, Germany, France and Japan to explore the state of creativity since our 2012 report. 70% of global respondents believe creativity is valuable to the economy and society. Dive in to find out more. For a quick look, check out our infographic featuring results from U.S. respondents: http://bit.ly/2fbfjC8
Catalant CEO and Co-Founder, Rob Biederman, presented at the Future of Work Austin event in March of 2017. In this presentation, he shares his thoughts on the history of work and what changes we can expect in the coming years. Work is being reimagined; learn how your company can get ahead of this shift.
The average lifespan of a company is now less than 20 years. Work is being redefined and how we increase productivity, manage talent, and develop skills over the next 5 years will be completely different than the last 20. As we move into the 4th industrial revolution - defined by the use of data automation and machine learning - the need to embrace new technologies and design work around people has never been greater. In a first of its kind, this research-focused presentation shares where investment is going in WorkTech and outline the emerging trends that are redefining how companies embrace the new world of work.
Women in Technology. Things that hold women back. Jane Prusakova
A lot of women get into technology early on, receive a good education, and stay in the workforce throughout most of their lives. Technology industry is growing, with more opportunities for skilled dedicated professionals available now than ever before. However, the number of women in Tech has decreased over time. What is stopping more women from joining and staying in the field?
How will the future of work look like?
The impact of automation on jobs.
Skills needed for the future.
How is big data & analytics impacting the business world and society, in general?
Freelancing - the future of work?
Learning how to code software.
High impact presentation deck created in PowerPoint
David-Paul Ivanciuc - author.
All rights reserved for the beneficiary of the presentation: David Brown of dbrownconsulting U.K.
This eBook will cover common characteristics associated with millennials, how they react to the evolution of technology and interact with the world around them, the ways businesses need to adjust, and what this means for the future of work.
Creatives in Japan: Turning Technology In the Face of ChangeAdobe
We surveyed over 300 Japanese creative professionals to find out how they're navigating the pace of change and new technology shifts. This report shares key findings and dives in for a deeper look.
These are the slides I use for my Predictions speech. This version includes new data that has been published since we launched in January. This is also the generic version: I do customised slides for different audiences.
BT On The Productivity Puzzle in CollaborationLeon Benjamin
Leon Benjamin, Sei Mani's co-founder contributes to its strategic partner BT' and its perspective on the value of collaboration in the enterprise.
As a concept, mobile and flexible working is nothing new and the idea of where people work has widened to pretty much anywhere. The issue is no longer ‘where’ people work, the question we’re now asking is ‘how’ people work.
By: Camilla Bjørn, Isabelle Ringnes and Louise Fuchs.
It's not a secret that the technology industry is highly male dominated. Women account for less than 20 percent of leading tech positions at the majority of tech companies.
In this presentation we are talking about why more women in tech is a business case for everyone. We are also discussing which technologies are fueling the media industry and how tech-savvy you really have to be.
Here you can see the webcast from the whole Lean In seminar in Schibsted Media Group:
http://webtv.hegnar.no/presentation.php?webcastId=21337776
More about TENK: http://tenk-norge.com/
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
Infographic: Adobe State of Create 2016 StudyAdobe
Our latest State of Create Study links being creative to stronger personal and professional success. Here's a look at results from U.S. respondents. Check out the full study showing results from the UK, Germany, France and Japan: http://bit.ly/2e766tr
Across the globe flexible ways of working are
becoming increasingly the norm in business.1 The
benefits that are leading businesses and workers to
opt for more flexible work solutions, whether flexible
work-time or alternative location arrangements, are
manifold and range from a better work/life balance for
workers, to increased motivation. Flexible working is
also acknowledged to be a driver of economic growth
with governments calling for changes in working
practices. In the UK for example more than threequarters
of the public (79%) and around two-thirds
(69%) of MPs believe that more needs to be done
to help organisations implement flexible working to
stimulate economic growth.2
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEAHays
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEA
In this Hays Journal article, Adam Philpott, EMEA President of cybersecurity business McAfee, discusses how his organisation is adapting its talent strategy to new technologies in order to adapt to the future of work.
Read the Hays Journal to find out more: www.hays-journal.com
Two major Fortune 500 employers have made headlines recently by announcing that they are eliminating or significantly reducing opportunities for their employees to work remotely. This new ebook authored by Linda Stuit is covering the topic of working remotely and what it means for employers and employees.
Creative Strategies for the Digital Recruiting Age 2024 - video included.pptxJessica Miller-Merrell
Digital recruitment might be the key to an effective overall recruiting strategy, but the question is where to begin. This session will walk you through how to prioritize your digital recruiting and marketing options and show you how to develop strategic initiatives designed to drive change and establish buy-in so that you can move forward in your digital and online recruitment efforts. Learn how to get started realigning your recruitment efforts to those of the larger organization. Our session will focus on establishing return on investment, establishing metrics and capitalizing on relationships with other departments outside of HR including marketing, IT and communications.
Four Presentation Focus Areas:
How to prioritize talent attraction efforts using digital strategies
Establish small wins that you can build on focused on executive leadership communication
The top five creative digital strategies that every recruiter and HR leader should consider from programmatic ad buying, social media to using video in your recruiting.
Leveraging relationships within the organization to establish ROI and strategic partnerships
How will the future of work look like?
The impact of automation on jobs.
Skills needed for the future.
How is big data & analytics impacting the business world and society, in general?
Freelancing - the future of work?
Learning how to code software.
High impact presentation deck created in PowerPoint
David-Paul Ivanciuc - author.
All rights reserved for the beneficiary of the presentation: David Brown of dbrownconsulting U.K.
This eBook will cover common characteristics associated with millennials, how they react to the evolution of technology and interact with the world around them, the ways businesses need to adjust, and what this means for the future of work.
Creatives in Japan: Turning Technology In the Face of ChangeAdobe
We surveyed over 300 Japanese creative professionals to find out how they're navigating the pace of change and new technology shifts. This report shares key findings and dives in for a deeper look.
These are the slides I use for my Predictions speech. This version includes new data that has been published since we launched in January. This is also the generic version: I do customised slides for different audiences.
BT On The Productivity Puzzle in CollaborationLeon Benjamin
Leon Benjamin, Sei Mani's co-founder contributes to its strategic partner BT' and its perspective on the value of collaboration in the enterprise.
As a concept, mobile and flexible working is nothing new and the idea of where people work has widened to pretty much anywhere. The issue is no longer ‘where’ people work, the question we’re now asking is ‘how’ people work.
By: Camilla Bjørn, Isabelle Ringnes and Louise Fuchs.
It's not a secret that the technology industry is highly male dominated. Women account for less than 20 percent of leading tech positions at the majority of tech companies.
In this presentation we are talking about why more women in tech is a business case for everyone. We are also discussing which technologies are fueling the media industry and how tech-savvy you really have to be.
Here you can see the webcast from the whole Lean In seminar in Schibsted Media Group:
http://webtv.hegnar.no/presentation.php?webcastId=21337776
More about TENK: http://tenk-norge.com/
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
Infographic: Adobe State of Create 2016 StudyAdobe
Our latest State of Create Study links being creative to stronger personal and professional success. Here's a look at results from U.S. respondents. Check out the full study showing results from the UK, Germany, France and Japan: http://bit.ly/2e766tr
Across the globe flexible ways of working are
becoming increasingly the norm in business.1 The
benefits that are leading businesses and workers to
opt for more flexible work solutions, whether flexible
work-time or alternative location arrangements, are
manifold and range from a better work/life balance for
workers, to increased motivation. Flexible working is
also acknowledged to be a driver of economic growth
with governments calling for changes in working
practices. In the UK for example more than threequarters
of the public (79%) and around two-thirds
(69%) of MPs believe that more needs to be done
to help organisations implement flexible working to
stimulate economic growth.2
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEAHays
Hays Journal 20 - Seven things we learnt from McAfee’s President EMEA
In this Hays Journal article, Adam Philpott, EMEA President of cybersecurity business McAfee, discusses how his organisation is adapting its talent strategy to new technologies in order to adapt to the future of work.
Read the Hays Journal to find out more: www.hays-journal.com
Two major Fortune 500 employers have made headlines recently by announcing that they are eliminating or significantly reducing opportunities for their employees to work remotely. This new ebook authored by Linda Stuit is covering the topic of working remotely and what it means for employers and employees.
Creative Strategies for the Digital Recruiting Age 2024 - video included.pptxJessica Miller-Merrell
Digital recruitment might be the key to an effective overall recruiting strategy, but the question is where to begin. This session will walk you through how to prioritize your digital recruiting and marketing options and show you how to develop strategic initiatives designed to drive change and establish buy-in so that you can move forward in your digital and online recruitment efforts. Learn how to get started realigning your recruitment efforts to those of the larger organization. Our session will focus on establishing return on investment, establishing metrics and capitalizing on relationships with other departments outside of HR including marketing, IT and communications.
Four Presentation Focus Areas:
How to prioritize talent attraction efforts using digital strategies
Establish small wins that you can build on focused on executive leadership communication
The top five creative digital strategies that every recruiter and HR leader should consider from programmatic ad buying, social media to using video in your recruiting.
Leveraging relationships within the organization to establish ROI and strategic partnerships
NEXT GENERATION FRAMEWORK FOR RECRUITING IN THE DIGITAL AGEHuman Capital Media
As the global job market continues to shift and the demand for new skills grows, so does the need to think more strategically about how we attract and engage the best and brightest. This session will provide insights into how organizations can strengthen their existing talent pools while identifying new ways to attract top talent.
In this session, we’ll discuss:
Modern candidate expectations and behavior
Data driven job marketing strategies
How to build your competitive advantage by elevating your employer brand
Engaging Active and Passive Jobseekers - A spotlight on Europe and Asia-PacificKelly Services
The Kelly Global Workforce Index (KGWI) is an annual global survey revealing opinions about work and the workplace. Almost 230,000 people across the Americas, EMEA and APAC regions responded to the 2014 survey.
This first installment, on the topic, Engaging Active and Passive Job Seekers, examines the nature of the contemporary job search process from a candidate’s perspective across Europe and Asia-Pacific
Job boards are dead and the future of recruiting is socialGreg Holt
Job boards are almost dead and the future of recruiting is social. Presentation given to Ethical Medicines Industry Group ( EMIG ) Human Resources Special Interest Group regarding the impact of Social Networking on the Future of Recruitment.
EMIG is the UK research-based trade association that represents the interests of small to medium-sized Pharmaceutical, Biotech and Medtech companies (SMEs).
J U N E 8 , 2 0 1 7!3 Trends That Will Disrupt Your .docxchristiandean12115
J U N E 8 , 2 0 1 7
!
3 Trends That Will Disrupt Your Workplace
Forever
by Andrew Dugan and Bailey Nelson
Story Highlights
Many millennials don't stay with their company for the long term
The AI revolution is here, and leaders are unprepared for it
Amid many changes, workplace planning and forecasting are increasingly vital
The "future of work" has become a much-hyped topic as change permeates the U.S. workplace.
Millennials view work in markedly different ways than the generations before them did, and
technology and artificial intelligence (AI) are rewriting workflows.
Understandably, these rapid changes leave leaders wondering: What will workplaces look like in the
future, and how are those differences affecting my workplace now?
Leaders are smart to ask these questions because with change comes the need to adapt -- and
leaders don't want to find out the hard way that their workplace management strategies are no
longer effective.
Gallup has been studying the American workplace for decades. Our recent research has uncovered
three disruptive workplace trends that demand leaders' focus and innovative strategies sooner
rather than later:
1. Millennials now represent the largest generation in the U.S. workforce -- and many don't
stay with their company for the long term.
For most employers, millennials now outnumber employees from the Generation X and baby
boomer generations. Millennial workers have a lot to offer, including more diversity, tech savviness
and a fresh perspective. The trick is getting them to stay with your company.
Gallup's 2016 How Millennials Want to Work and Live report revealed that 21% of millennials -- more
than three times the number of non-millennials -- switched jobs in the last year. Gallup also found
that only half of millennials strongly agree that they plan to be working at their current company in
one year.
But compared with those from other generations, millennials are as satisfied or more satisfied with
nearly all aspects of their job. Gallup uncovered this trend in a recent analysis of three overarching
job aspects: the tangible rewards a job brings, the demands a job imposes on a person and the
opportunities a job offers.
Satisfaction With Aspects of Job, by Generation
% saying "completely satisfied" with aspect of job
Gen Xers and baby boomers Millennials
% %
TANGIBLE REWARDS
Vacation time 61 52
Health insurance benefits 40 44
Retirement plan company offers 39 43
Amount of money you earn 32 34
DEMANDS JOB REQUIRES
On-the-job stress 30 28
Amount of work required of you 53 56
Flexibility of your hours 65 59
OPPORTUNITY JOB OFFERS
Chances for promotion 43 40
http://www.gallup.com/reports/199961/state-american-workplace-report-2017.aspx?utm_source=gbj&utm_medium=copy&utm_content=20170608-gbj
http://www.gallup.com/businessjournal/194204/millennials-job-hoppers-not.aspx?&utm_source=link_newsv9&utm_campaign=item_211799&utm_medium=copy
http://www.gallup.com/reports/189830/millennials-work-liv.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
These slides provide an overview on important talent trends affecting the world of work. They focus on the emerging technology, the generational shift, the rise of freelancing, the skills gap and more. From a professional perspective, understanding these trends will give you the leg up as you make career choices. From the corporate perspective, these trends will help you make more informed business decisions
Similar to Global recruitment trends - Brendan Sweeney (20)
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Elevating Tactical DDD Patterns Through Object CalisthenicsDorra BARTAGUIZ
After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
3. ABOUT CAREERBUILDER
Founded 1998 in US
Became #1 in market in 2006; began global expansion
Created data/consulting business in 2007/2008
Acquired 10 companies globally in last 6 years
Acquisition of EMSI and development of Talent Network
SaaS furthers human capital solutions direction
45,000+ clients worldwide
1 US client made >30k hires from CB in 2012
4. ABOUT ME Joined CB March 1999
> 15 years in recruitment
industry
Held roles in
marketing, sales, product,
technology
Currently VP of
Development, EMEA
Responsible for product
and business development
Work with
employees, clients, candid
ates in 25+ countries
6. FACTORS AFFECTING RECRUITMENT
Generational Shift + Transition to Knowledge Work =
Talent Gap
Stress Epidemic + Constant Connectivity =
Perpetual Openness to Offers
Talent Gap + Perpetual Openness + Globality =
Never-ending War for Talent
7.
8. GEN Y/MILLENNIALS
According to Wikipedia this generational trend is generally similar among the ―Western
World,‖ meaning North America, Europe, South America, and Oceania. Of course, many
variations may exist within the regions.
14. GEN Y/MILLENNIALS
Members of Gen Y value connection and rely
on networks.
They seek dialogue and input regardless of
location, rank or role.
They search for meaning and the ability to
excel—and they want to be rewarded when
they‘re heading in the right direction.
They take personal responsibility for finding the
information and people they need to do their job
This makes for a big challenge for most
traditional organizations and hierarchies
SOURCE: Kelly Outsourcing and Consulting Group 2012
16. GEN Y/MILLENNIALS
Comfort with technology is increasing UX
expectations
89 percent of tablet users…
59 percent of smartphone users….
83 percent of PC users...
expect a website to load in
3 seconds or less
https://blogs.akamai.com/2012/11/end-users-web-experience-expectations-just-keep-getting-higher.html
17. GEN Y/MILLENNIALS
UK RETAILFR MEDIA US SOCIAL
Mar-Apr 2013 Examples
http://www.compuware.com/application-performance-management/web-site-benchmarks.html
CA MEDIA
18. GEN Y/MILLENNIALS
What Won’t Work:
4 steps to send an
application
Confusing for the
candidates as
they have to
download a file
(Warning
message!?)
There‘s no track of
the candidates.
If they drop off at
any point, no data
is captured
19. GEN Y/MILLENNIALS What Does Work:
Simplified user
experience
Reduced steps to
apply
Clear
communication
22. NATURE OF KNOWLEDGE WORK
Nearly half of employees (47%)
work remotely or in some kind of
flexible arrangement.
If you don‘t have to go to the
work, the work can go anywhere
SOURCE: Towers Perrin Global Workforce Study 2012
23. NATURE OF KNOWLEDGE WORK
India 2012 GDP
Per Capita:
$3.900
Sachin Verma‘s
Equivalent
Salary:
$52.000
24. NATURE OF KNOWLEDGE WORK
Other early stage macro-trends: hyper-specialization, crowd-
sourcing — are too new to assess with much accuracy.
Employers not watching and preparing for
continuing, significant shifts in the structure, nature and
organization of work will likely be the one left behind in the
upcoming decades.
25.
26. STRESS EPIDEMIC
Globally, just 35% of full-time workers are highly engaged.
Five years of economic turmoil, nearly a decade of
competing in a ―flat‖ world and more than a decade of being
connected 24/7 have taken their toll.
Employees everywhere — in recessionary as well as growth
economies — express some level of concern about:
their financial and professional security
their stress on the job
their trust in their company‘s leadership
the support they receive from their managers and
their ability to build their careers
SOURCE: Towers Perrin Global Workforce Study 2012
27. STRESS EPIDEMIC
39% are bothered by excessive pressure on the job
54% often worry about their future financial state
56% agree retirement security is more important
today than just a few years ago.
39% expect to retire somewhat or much later than
planned
SOURCE: Towers Perrin Global Workforce Study 2012
28. STRESS EPIDEMIC
More than half want to stay with their current employer until
they retire, although 41% also noted they feel they would
have to take a job elsewhere to advance in their career.
Attracting employees is now largely about security. Salary
and job security top the list of what people want when
considering a job, followed by opportunities to learn new
skills and build a career, which are also routes to increased
salary and long-term security.
~40% of respondents would trade a smaller salary increase
or bonus for a guaranteed retirement benefit that doesn‘t rise
or fall with the market
SOURCE: Towers Perrin Global Workforce Study 2012
29. STRESS EPIDEMIC
Millennials report almost
2x the level of stress
considered healthy
Over 40% of millennials
say they‘re having
problems with
anxiety, anger, irritability
and depression
76% of millennials say
work is their primary
stressor
33. CONSTANT CONNECTIVITY
LinkedIn made it ok to post your resume publicly
High-demand candidates can expect a steady stream of offers
Facebook, Twitter, DoYouBuzz, About.me, many other avenues
for building e-reputation allow candidates to extend reach
36. CONSTANT CONNECTIVITY
Today‘s job seeker is:
Always open to receiving interest from
employers
Routinely evaluating potential jobs and
companies
Keen to research opportunities from a variety
of perspectives, using multiple sources of
information
37.
38.
39. GLOBALITY
The talent gap is a challenge for employers
everywhere. To sustain economic growth, by
2030 the United States will need to add more
than 25 million workers and Western Europe will
need to add more than 45 million employees.
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses
41. GLOBALITY
More than
6,000 hiring
managers and
human
resource
professionals
in countries
with the largest
gross domestic
product
participated in
the
CareerBuilder
survey.
SOURCE: CareerBuilder Global Hiring Survey 2013
43. GLOBALITY
Even China faces long-term talent shortages.
Number of those aged 60+ is expanding rapidly
Already 12.5% of population
By 2050 the 10 workers now supporting each
senior citizen will fall to 2.5
44. GLOBALITY - SWEDEN
179th globally in population growth - .17%
190th globally in birth rate 10,24 births/1.000
44th globally in net migration rate: 1.65
migrant(s)/1,000
16th globally in median age - 42.2 – (or 211th
youngest)
99% literacy
SOURCE: CIA World Factbook
45. GLOBALITY, TO ME, MEANS
You will lose some people/opportunities to places you
don‘t yet expect
You will gain some people/opportunities from places
you don‘t yet expect
Competition for the talent you have and are targeting
is going to mandate
Casting the broadest net possible to find talent
Building and maintaining a strong talent pipeline
Constantly fine-tuning your brand to speak to generational
needs
It is useful to think of local newspaper vs. Internet
48. MOBILE = MASSIVE
Swedish Population:
9.5MM
Mobile Subscriptions:
13.7MM
≥ 140% Penetration
Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
49. MOBILE = MASSIVE
70% of SE mobile subscriptions
are for data
In the first six months of
2012, Swedish people
consumed 73,300 Terabytes of
mobile data, which is 73 percent
higher than a year before.
68 percent of all smartphone
users in Sweden do not leave
home without their smartphone.
(GOOGLE)
Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
50. MOBILE = MASSIVE
From Jan 2012 to Sept 2012 – 16x growth of mobile job search
1 in 5 job searches is on a mobile device
4 out of 5 job seekers would search for a job, and
86% would apply for a job on their phone if possible
Jobseekers are platform agnostic. They have 4 screens and
will move between devices and expect a seamless experience.
Times of day are more significant now people are accessing via different
devices. Mobiles in morning, desktop in day, tablets in the evening.
98% move between devices to accomplish a task in the same day
Recruiters need to understand what the value is of each step in the
process
SOURCE: Emma Frazer, Senior Industry Head for Recruitment at Google UK. Feb 2013
SOURCE for 86% stat: simplyhired.com
58. SEO/GOOGLE
"SEO job postings on job board indeed.com
have increased by 1900% in the last year and
people with ‗SEO‘ in their LinkedIn profile has
increased by 112% over the last year.
226MM+ job searches on Google monthly
http://www.directemployers.org/2012/07/09/job-search-landscape-june-2012/
#1 destination for job seekers on the Internet/in
the world today
Paul will cover in depth
SOURCE: conductor.com November 2012
59. WHAT ABOUT SOCIAL MEDIA?
2012 Survey of 1000 recruiters & HR professionals
92% of respondents reported that they either already use, or
plan to use, social media to complement their recruiting
needs
73% of those polled reported that they have made a
successful hire through social media…
16% of job seekers credit social media
(Facebook, Twitter, and LinkedIn combined) for their current
job
32% of job seekers credit job boards
60. WHAT ABOUT SOCIAL MEDIA?
84 percent will read the company‘s website
54 percent will research companies on social and
professional networks
53 percent will read news about the company online
61. SUMMARY
Macro factors of globality + generational shift + nature of
knowledge work + skills gap will increasingly pressure
competition for candidates
Who candidates are and what they care about has changed
drastically in the past 3-5 years
Clearly communicating how your workplace satisfies their
needs is key to attracting top talent
Improving your visibility in Google puts you in best position
on #1job search destination worldwide
If you haven‘t started working on mobile recruitment yet you
are at least 1 year behind
62. ONE SOLUTION WE’VE DEVELOPED
Our Talent Network has been designed to answer today‘s
recruitment challenges and opportunities
Increases Google Visibility
AND
Reduces Process Steps to Ensure Candidate Capture
AND
Is completely mobile-responsive
AND
Keeps your talent pipeline engaged
AND
Provides global analytics for understanding trends