Whats Next in Wellness

What’s Next in Wellness Ah, the start of a new year. It’s that time of year when we all collectively emerge from weeks of indulgence vowing to turn over a new leaf and become the best versions of ourselves. Wellness is the buzzword of our times and not just in our personal lives, but in the workplace as well. In the context of employee wellbeing programmes, it isn’t just about companies offering their employees fruit subscription boxes. It’s about making both mental and physical health a higher priority, viewed within a broader ecosystem of productivity. In fact, employee wellbeing is poised to be a key part of the next generation of management tools. What’s more, 87% of employees prioritise health and wellbeing offerings when choosing an employer. Fortunately, there are a number of technology-driven health trends on the rise that will make this year our most productive and positive. Thanks to technologies like artificial intelligence (AI), HR professionals are now able to deliver better wellbeing experiences for their employees than ever before. Healthier employees lead to greater workplace productivity, which can have a tangible impact on a company’s ROI. In 2020, technology will continue to revolutionise the way that HR departments approach workplace wellbeing. So if employee mental and physical health isn’t a priority for your team yet, it absolutely should be. With that in mind, here are the trends we believe will dominate workplace wellbeing programmes in the coming year. Personalisation Many companies already invest in employee wellbeing initiatives by offering benefits such as stress management workshops, lunchtime yoga sessions and healthy snacks. In 2020, workplace wellbeing will go even further and deliver more value by becoming personalised to the individual employee. Imagine, a workplace wellbeing plan tailored to the individual: one-to-one therapy sessions, stress management programmes based on individual biofeedback, and DNA testing. These initiatives once sounded like science fiction but today are tangible, personalised solutions that organisations are able to offer employees to show up as their healthiest, most engaged selves. While wearables are not new (think Fitbit, Garmin, Apple Watch), increasingly sophisticated technology such as digital therapeutics, breathing exercises based on biofeedback and AI-driven health insights will allow for even smarter monitoring of health and wellbeing. New wearable technology can collect valuable data from individuals, such as heart rate variability, sleep, mood, and activity. This means that employers are able to provide a solution that’s customised to each employee while maintaining their privacy, which is paramount. Such technologies can predict, prevent and offer personalised solutions to achieve a tailored health plan. As an example, BioBeats recently partnered with WPP Health Practice, providing employees with a wearable and app that provides real-time access to wellbeing data, as well as clinically-proven coaching courses based around their own data. Scalable tech Right, so we’ve identified personalisation as the name of the game for employee wellbeing in 2020. But how do we deploy it at scale? Large organisations need personalised solutions that will also be suitable to deploy amongst hundreds, or even thousands, of employees. In the past, this wasn’t always doable. Thankfully, technologies such as AI have made it possible for organisations to provide tailored solutions at scale. With AI-powered solutions, organisations now have the ability to provide wellbeing schemes that are tailored across multiple functions, offices and teams. And with technological systems that analyse the data, there’s no need for human intervention, as larger numbers don’t pose a barrier to data analysis. By ensuring that wellbeing schemes address individual needs, HR departments will enable more employees to reach their health potential, meaning that workers will feel better physically and mentally. The increasing availability of such AI-driven technology means that in 2020, we’re going to see more organisations turning to technology to implement wellbeing solutions that can be rolled out widely yet customised thoughtfully. Measurement In the past, measuring the impact of workplace wellbeing initiatives hasn’t always been straightforward. Companies have had to rely on occasional staff surveys, which provide a qualitative snapshot in that given moment. While this kind of qualitative feedback is important, we’re increasingly seeing companies looking for more data to assess the impact and justify the cost of workplace wellbeing programmes. Through wearable technologies, employers will be able to see aggregated data on the wellbeing of their organisation. Employers will be able to track the impact of wellbeing initiatives in real-time. Technology will never replace HR teams, but it can empower them by enabling them to make efficient and informed decisions when it comes to wellbeing initiatives. This is just the beginning of what new technologies can do when it comes to wellness in the workplace. We’re entering an era of exciting, technology-driven possibilities. By embracing these new trends, employers can put themselves ahead of the curve in all facets of building and maintaining healthy, productive workplace teams. Workplace wellbeing is vital for attracting and retaining talent, as well as increasing overall productivity. Happy, healthy employees can truly be the difference between a thriving company and a failing one. About the author: Constanza Di Gennaro, is Chief Operating Officer, BioBeats.

How HR Uses AI to Uproot Unconscious Bias

How HR Uses AI to Uproot Unconscious Bias Intelligent machines aren’t stealing our jobs â€" they’re making us better at filling them with right fit hires. The development of Artificial Intelligence (A.I.) can sometimes feel like a double-edged sword: we marvel at intelligent machines achieving bigger and better things, but at the same time, they’re starting to outcompete even human superstars at their own games, according to recode. Viewed in that light, A.I. can start to seem like a threat. But in reality, the purpose of A.I. isn’t to outperform us â€" it’s to enhance our own capabilities. The intelligence of computers is apparently exceedingly narrow, as TechCrunch explains, in fact, good only for the specific tasks to which we assign them (like chess). With some savvy, however, we can use A.I. to compensate for our own personal weak points, dramatically improving our effectiveness as professionals. This is why HR professionals are now using A.I. to target one of humankind’s most deeply ingrained shortcomings: unconscious bias. Data can be objective where we can’t Unfortunately, personal bias is a fundamental component of human nature â€" in other words, it’s not something we can avoid. No matter how self-aware we become, every decision we make is undermined by subjective opinion and, therefore, bias, (or subconscious view perhaps is another more common term) â€" one of the reasons why companies are having so much trouble improving diversity and inclusion. According to Fast Company, that’s why hiring managers are turning to the data-based, objective opinions of A.I. While we can’t remove bias from our own brains, we can program computers to outsmart it. Thanks to a technology called machine learning, A.I. programmes can crunch massive data sets in order to identify subtle patterns, thereby pinpointing the exact places where bias crops up in the hiring process. True to the “learning” moniker, these computers can adapt dynamically to a changing hiring landscape, altering their assessments as new information rolls in or as recruitment strategies change. Naturally, recruiters from across Silicon Valley â€" at the leading edge of diversity initiatives â€" have taken notice, as PBS reports. Hiring fairly and intelligently The benefit to HR teams, as Motherboard observes, is the ability to optimise hiring from top to bottom; everything from interview questions and candidate selection criteria to the behaviour of individual recruiters can be analysed, dissected and improved. Of course, as they note, no A.I. will deliver perfect performance 100% of the time â€" machine learning algorithms are influenced by the very people who create them. Despite the impossibility of flawless accuracy, organisations can still greatly benefit from the advantages of A.I. to create better human teams â€" and that’s exactly what they’re doing. According to TechRepublic, A.I. is already being employed by many major companies across the globe to identify and retain top talent. By gauging emotional intelligence and analysing keyword choice, computers can determine whether candidates will thrive in a company’s unique culture. While we said earlier that the purpose of A.I. isn’t to outperform people, the reality is that, for recruiters, intelligent computers are changing the game. It doesn’t require the help of A.I. to conclude that, equipped with such programs, HR teams may just have an inhuman advantage over their competitors. About the author: Kirstie Kelly is a writer at Launchpad, makers of video led HR software. She has many years of  experience  within recruitment and is passionate about promoting diverse and inclusive  workplaces.

Worst Interview Mistakes - Personal Branding Blog - Stand Out In Your Career

Worst Interview Mistakes - Personal Branding Blog - Stand Out In Your Career If you go to numerous interviews and still being turned down by employers, you may be doing the below interview mistakes. Employers may not be tolerated for mistakes, especially if there are too many applicants for the same position. Therefore, avoid the below common mistakes. Not Dressing Appropriately: Know the dress code of the company you are going to interview with. Although a business attire will be the most appropriate for an interview, sometimes being overdressed may irritate the interviewer. Therefore, research the company culture and dress accordingly. If you don’t want to take any risks, then, it is safer to dress professionally. Remember that a good first impression is the key to get hired and for this reason, your outfit should reflect that you are serious about the job and show the necessary care to yourself. Badmouthing Former Employers: If asked why you left your previous jobs, never badmouth your previous employers or coworkers. Even if you had problems with them, it is not professional to talk behind others’ back to strangers. This says a lot about your personality. No matter what problems you have with your previous employers, you always have to respect them. The interviewer will probably ask you why you want to change your job or why you quit from your previous job. Say that you are looking for something new, or you are ready for an advancement, etc. Being Too Late: Being late for an interview is one of the worst mistakes you can do and don’t make the “traffic” excuse. If you think the traffic will be a problem, then, plan your commute accordingly. Leave the house earlier. If you arrive late to an interview, the interviewer may think that you are either irresponsible or have poor time management skills. Certainly, there may be times where unexpected circumstances may occur and you may be late but in these situations, at least call and inform others in advance. Being Unprepared: If you go to the interview without researching the company and the position, how are you going to convince them that you are the best fit for this job? Being unprepared shows them that you are not serious about this job. When asked “Why do you want to work here?”, an employer expects a clear answer from you. Instead, if you look at the interviewer with a blank impression, then, an employer may end the interview at that point because s/he may think that this candidate is not the right fit for the organization.

Inside The Mind Of A Supply Teacher

Inside The Mind Of A Supply Teacher The work of a supply teacher, or substitute teacher as they are called in the United States, can be quite rewarding.  You have a varied schedule and get to practice and hone your teaching skills in a variety of teaching settings.  And of course you have the opportunity to make a real difference in the lives of those you teach.  But of course theres flip side, too. You may have to work at it for a while before you land a full time position, if thats what you want.  And youll have to have several lesson plans prepared in advance, because the call to work can come on short notice. With an ever-growing elder population, who long for a place to share their lifes accumulated experience and knowledge, being a supply or substitute teacher can be a great option to becoming too sedentary.   The method that positions are filled varies from place to place, but there are always plenty of openings.  In the UK, youll likely work with an organization that specializes in such positions.  In the U.S., its more common to go directly through the school district. Seriously thinking about it?  Heres an interesting infographic on what goes on in the mind of a supply teacher! Inside The Mind Of A Supply Teacher

Finding Power Verbs For Resume Writing

Finding Power Verbs For Resume WritingYou can't underestimate the power of power verbs when it comes to resume writing. Power verbs are the main reason why your resume becomes a success in terms of attracting employers to you. It is because power verbs such as Present, Past, and Future portray a strong image of your personality. Your resume's power verbs can become a powerful marketing tool for you.When you find yourself in a writing situation where you need to brainstorm for power verbs, you have two options. You can either try to write these words yourself. This is a very arduous task. Not only do you have to try to determine which power verbs are best for each position, but you also have to try to brainstorm with the other members of your team. And then once you have determined the power verbs that you should use, you have to determine the best way to use them.If you're not too keen on writing your own power verbs, then you can always hire a professional. There are many profession al resume writers out there that will be more than happy to take your job. If they know the position or the company in which you're applying, they can usually give you great advice about the power verbs you should use.The more time you spend researching for the best power verbs for your specific situation, the better your resume will be. For example, if you're applying for a sales manager position, you'll need to be sure to include Present. This means that you need to include your title at the top of your resume. The next step is to put a large picture or graphic at the top of your resume. This will make it easier for the reader to get a good look at your skills and experience.Another kind of power verbs, you might want to include are Past power verbs. These would include things like your current position and the title of your previous position. Past power verbs can be used to emphasize the fact that you were recently promoted, but they can also be used to indicate a lot of things s uch as getting fired from your current position.Future power verbs can be used for an assortment of reasons. For example, it can help to express a job title change, or to express an ongoing project. If your goal is to break into the insurance industry, then future power verbs can help you express that you are currently researching for insurance careers.For the most part, your future power verbs will be useful, but they will also come with some challenges. Because these are more subjective and complex words, they can be difficult to create. In order to create future power verbs, you have to decide which type of verbs you want to use, and then you have to choose the best tools to use.Once you've decided which future power verbs you'd like to use, you'll have to pick a resource to turn to when you get stuck. A good rule of thumb is to find a piece of paper that includes a picture, a job title, or a graphic. You can then print this out and use it as a guide to help you create your futur e verbs.

Skills of the Future 10 Skills Youll Need to Thrive in 2020 - Margaret Buj - Interview Coach

Skills of the Future 10 Skills Youll Need to Thrive in 2020 Acquiring skills for the job and career that you want takes time. You learned some of these skills while you were a kid, and some just recently. But what’s consistent with these is the effort you put in learning them. There will be moments that some of these skills like emotional and social skills are innate. The recruitment industry is always on the lookout for the newest and freshest talents. In these talents, they look for a specific set of skills. The skills that recruiters were looking for in the 2000s are normal now in the industry, but in the future, they’re going to hire people with another set of specific skills. In 2020, it’ll be important for you to have cognitive flexibility. This means that you’ll be able to put on many hats and be good at it. It doesn’t mean that you don’t have a specific position at hand, but an all-around arsenal in your pocket, which will allow you to understand different types of problems because you can see it in multiple perspectives. In this infographic by Guthrie Jensen, know the different skills that’ll help you survive the recruitment industry in 2020, as well as the top industries and in-demand jobs by 2020. Skills of the Future 10 Skills Youll Need to Thrive in 2020 By the year 2020, experts predict that about 5 million workers will lose their jobs due to automation and artificial intelligence (AI). What does this mean? Both good and bad. The so-called fourth industrial revolution will be the next phase in the evolution of technology, and weve already seen a glimpse of it in inventions like self-driving cars and the Internet of Things. The fourth industrial revolution seeks to interconnect these technologies further to make better ways of doing things. Unfortunately, with the good comes the bad. As technology advances, the need for new types of jobs will arise. Fields like marketing and sales are already integrating technologies like big data and the cloud to maximize their productivity. As AI comes up with smarter and more capable machines, many jobs will be handed over to bots, and humans who previously did those jobs need to learn a new set of skills to adapt to the demand. This infographic explains the ten skills that are likely to see the most demand in the job market by 2020. Job seekers who are planning their career should keep these in mind, as well as recruiters and HR specialists so that they can have a better idea on the best recruitment strategy in the future. This infographic was created by Guthrie Jensen.

Social Media Laziness and Other Ills - CareerEnlightenment.com

LinkedIn: The most professional outlet you have. ALL of your updates need to be professional and somewhat formal.   Generally, there needs to be a professional reason for you to connect with anyone here.Facebook: More casual is okay. You can keep things personal. Just remember that a potential employer might get a glimpse if you arent paying attention to your settings. The rule of thumb is that Facebook friends should be friends, or have a good reason to connect.Anyone can connect with anyone. There doesnt need to be a reason or an introduction. A good rule of thumb is to tweet about personal (not too personal!) things about 80 to 90 percent of the time. The remaining 10 to 20 percent of your tweet material can be about what type of job youre looking for or trying to reach out to certain companies.If you did a blanket post on all of these, it would come across weird you need to frame your content according to the style or format of the different media.I have found a tool that doesnt require blanket posting, but still allows you to aggregate your profiles. Its called DandyID. Im just getting started with it, and I love the analytics. I can see who is looking at which social media profile. This helps me focus my communication message on a specific platform.Play around with it, or stick around and check for updates, because Ill be reporting back to you on how I use it and whether it is worth signing up.Let me know what you think of this post or what you think of DandyID if you check it out! Your comments are always welcome, and useful for others.