The Works 2018 - Industry Track - Intro to Technology: Tech Trends and the Staffing Industry
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It’s tough to keep up with the latest technology trends and even tougher to judge how it will impact your business. Join us for this session as Paul Czywczynski, Chief Technology Officer, talks you through current and future technology trends and the potential impact it will have on the staffing industry.
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The Works 2018 - Industry Track - Intro to Technology: Tech Trends and the Staffing Industry
- 1. Tech Trends and the Staffing Industry Presented by: Paul Czywczynski, TempWorks CTO
- 2. Privacy
- 3. Privacy Hype Cycle Facebook / Cambridge Analytica
- 4. Privacy Hype Cycle Facebook / Cambridge Analytica Legislation
- 5. Privacy Legislation Legislation has started, some states are modeling after GDPR EU’s General Data Protection Regulation GDPR Grants People More Control Over How Their Personal Data is Used In the EU, personal data protection is considered a fundamental human right
- 6. Privacy New State Laws • Iowa (HF 2354) Passes legislation regulating online services and mobile apps for students • Nebraska (LB 757) Enacts requirement to maintain reasonable security practices and procedures and flow down those obligations to third parties • Virginia (HB 183) Amends its breach notification law to include income tax information Alabama (SB 318), Arizona (HB 2145), Colorado (HB 1128), Louisiana (Act. No. 382), Oregon (SB 1551), South Carolina (H4655), South Dakota (SB No. 62), Vermont (H. 764)
- 10. Modernizing Human Experiences New Assignment On-boarding Welcome package First day instructions Day -1
- 11. Modernizing Human Experiences New Assignment On-boarding Welcome package First day instructions How was your first day? Day 1 Day -1
- 12. Modernizing Human Experiences New Assignment On-boarding Welcome package First day instructions How was your first day? First week follow-up Day 1 Day 7 Day -1
- 13. Modernizing Human Experiences New Assignment On-boarding Welcome package First day instructions How was your first day? First week follow-up Day 1 Day 7 Hiring feedback survey Day 10 Day -1
- 15. Modernizing Human Experiences Redeployment Engagement Expected end date Day -45 End Date
- 16. Modernizing Human Experiences Redeployment Engagement Expected end date Your assignment is coming to an end Day -45 Day -30 End Date
- 17. Modernizing Human Experiences Redeployment Engagement Expected end date Another assignment / Direct hire Day -29 Day -45 Day -30 End Date Your assignment is coming to an end
- 18. Modernizing Human Experiences Redeployment Engagement Expected end date Another assignment / Direct hire End of assignment survey Day -29 Day -27 Day -45 Day -30 End Date Your assignment is coming to an end
- 19. Modernizing Human Experiences Redeployment Engagement Expected end date Another assignment / Direct hire End of assignment survey Day -29 Day -27 General tips upon leaving Day -25 Day -45 Day -30 End Date Your assignment is coming to an end
- 20. Modernizing Human Experiences Redeployment Engagement Expected end date Another assignment / Direct hire End of assignment survey Day -29 Day -27 General tips upon leaving Day -25 Update your resume and skills Day -10 Day -45 Day -30 End Date Your assignment is coming to an end
- 21. Modernizing Human Experiences Availability Track availability via • IVR (Call-in Voice) • SMS • Mobile app
- 22. Modernizing Human Experiences Millennial Communication By 2025, 3 out of every 4 workers around the globe will be millennials [1] 45% of Millennials will choose workplace flexibility over pay [2] 63% stay updated on brands through social networks [3] Millennials hate phone calls, but love their smartphones.
- 23. Modernizing Human Experiences Millennial Communication By 2025, 3 out of every 4 workers around the globe will be millennials [1] 45% of Millennials will choose workplace flexibility over pay [2] 63% stay updated on brands through social networks [3] Millennials hate phone calls, but love their smartphones. Remember: Communicate along generational lines
- 25. Big Data “AI” Machine Learning Candidate Matches “AI” Profile Matching • Recognizes a candidate may fit a job’s qualifications, they can still be a poor match if their career has deviated from the role. • Find the best matching resumes for a job • Find resumes similar to this one Multi-directional Matching • Find the best matching jobs for a resume Transparent Match Explanations • How and why it matched and offers tips to improve the results
- 26. Big Data “AI” Machine Learning Predictive Analytics Talent acquisition • Help us identify who is the top talent? • When should they be contacted? • Why is this requisition/ job opportunity attractive to this top talent?
- 27. Big Data “AI” Machine Learning Predictive Analytics Talent acquisition • Help us identify who is the top talent? • When should they be contacted? • Why is this requisition/ job opportunity attractive to this top talent? Talent pipeline planning • For instance, identifying the best locations to invest in recruitment campaigns for certain skills.
- 28. Big Data “AI” Machine Learning Predictive Analytics Talent acquisition • Help us identify who is the top talent? • When should they be contacted? • Why is this requisition/ job opportunity attractive to this top talent? Talent pipeline planning • For instance, identifying the best locations to invest in recruitment campaigns for certain skills. Customer acquisition • A staffing firm’s talent database is their proprietary competitive advantage and sales tool. • With insight into the talent on hand, a firm is empowered to drive future sales conversations directly aligned to the talent they have.
- 29. Q & A