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1/14/2021 3:24:32 PM

According to LinkedIn business, these are the top recruiting priorities that will take precedence till 2025. Keeping up with rapidly changing hiring needs - 65% (#1 top priority in the next 5 years) Keeping up with recruiting technology - 52% Showing business impact - 43% (Source:https://business.linkedin.com/talent-solutions/blog/future-of-recruiting/2019/7-predictions-on-how-recruiting-will-be-different-in-2025) As you can see, priority number one will be to keep up with rapidly changing hiring needs. Remote working has brought about a new way of recruiting employees – remote hiring. Similarly, there are other models of hiring talent that will gain popularity over the next few years each with its pros and cons. Which of these innovative talent models should you consider in the coming year? Here are a few, ranging from the tried and tired to the new and exciting, for you to consider. 1. Use third-party or resume services, job-posting websites. Online job-posting platforms have been a recruiter’s friend for quite some time. They collect a large volume of resumes from a vast pool of individuals. These platforms are many, good and bad in their unique way. Some websites claim to use AI to display candidates better. These are quick and have a wide reach without much effort needed from your side. The downside to this recruitment model is that they don’t have stringent quality checks for the kind of talent that’s applying to your job listing. You may have to pore over many irrelevant applicants. 2. Employee referral networks Employee referral networks refer to incentivizing your current employees to reach into their network to find an ideal candidate for a position. According to recruiter.com, an employee referral program can save a company up to $3000 or more per hire. You won’t have to invest much time seeking skilled candidates, as your existing employees would only refer those who are qualified for the position. You’ll also increase employee engagement. The downsides to this model are that you could be creating cliques inside the office by doing this. It could also lead to a lack of office diversity. This is also not scalable, especially if you want to hire a large number of people. 3. MyGenie MyGenie is an online platform that aims to help you acquire skilled talent in a completely new way. They provide innovative ideas, tools, and techniques like their comprehensive talent rating processes. You can expect comprehensive consulting and advice based on your project’s budget, resource needs, and outcomes. They also give provide excellent account management services. Additionally, you’ll get a lot of flexibility in your hires, with MyGenie providing a whole host of benefits from their side. The platform provides a host of innovative options to support your project outcomes including a marketplace for tools and accelerators, knowledge bases, content around tips and tricks and best practices, and a vast pool of high-quality talent. With a focus on KPIs and low administrative overheads, MyGenie takes the best qualities of every other talent model and combines them to create an intelligent and flexible talent market-place. They aim to give you three times the business impact of any other platform. 4. Choose the best interns Selecting a permanent employee from your current pool of interns can be a good idea. You would already have an idea about their work ethic and compatibility with the company. They would be initiated into the company. They would already have an idea about what to expect from their job role, and they’d be acquainted with the office culture. The issue here is that many interns don’t have the necessary qualifications for higher-level positions so you may be able to use them only for entry-level roles. 5. Virtual Job Fairs Since the pandemic, there’s no question of attending physical job fairs. Instead, today’s job fair is being conducted online and are accessible to many job seekers. These are cost-effective and good marketing for your brand. On the other hand, there aren’t any filters for those attending the fair, so it can be time-consuming to find the right people. 6. Temporary employees Temping has been a popular way for a company to outsource work when there are overflow requirements. These can lead to long-term positive relationships, and many temps can be good future employees. The downside here is that temps are usually just that – they prefer temporary employment. Many of them are unwilling or unable to settle into permanent employment with one organization. Also, some organizations are hesitant to hire temps in the first place, due to lack of reliability and certain legal or safety issues that may be involved with the work itself. This may not be the right option for some companies. 7. Freelance service providers Many freelancing websites today give you access to a vast talent pool. These also give you tremendous hiring flexibility. Using a website like this is useful if you have many short-term projects you need to hire for. These help you coordinate between the freelancers as well, to give you support. The downside to this model of recruitment is that there are little to no filters to give you the right candidates. You’ll have to do that yourself. You won’t have much contact with the freelancer. Freelancers also aren’t anywhere as reliable as permanent employees and the platform will take no responsibility for the actions of the freelancer should something go wrong. 8. IT service provider/systems integrator Technology companies offer a wide variety of services, delivered by extremely talented individuals. Their quality assurances are high, and they usually have excellent processes and references. But the downsides are exorbitant costs for these services. You’ll also have less flexibility of hires, low speed of delivery, and limited access to the talent themselves. 9. Contingent labor MSP Programs run by MSPs achieve great levels of compliance, deliver great performance, and save you money. They also offer a good amount of quality. But there are high administrative overhead costs, no hiring flexibility, high cost of ownership, and rather low business value. Those are the options out there -which of these modes of hiring talent would be the most suitable for you?

1/5/2021 7:17:20 PM

Nearly 42% of companies increased their upskilling efforts after the pandemic stalled meaningful economic progress. While 68% of them did it to help meet changes inside the companies, 65% of them did it to enhance their employee’s tech skills. More organizations realized the importance of leveraging the best technology-driven solutions in the post-COVID era. As layoffs and furloughs kicked in, even newly independent people understood that if they need to survive in the changing world, they have to upgrade their tech skills. It is now widely acknowledged that digitization helped companies survive the hard times of the pandemic. And big changes set in across the enterprise tech ecosystem. Establishments moved their operations online and shifted their employees to their homes. With so many people confined to their homes, technology evolution accelerated. eCommerce shopping helped people meet their daily requisites from the safety of their homes. The healthcare industry too experienced a sudden surge of advanced technological services, like telemedicine, telehealthcare, distant health monitoring, etc. All these services generated a lot of data, which again increased the significance of data analytics and smart automation driven by AI. Remote workers needed unfettered access to enterprise tools, data, and collaboration channels driving up the adoption of cloud computing. From movie-streaming services to SMART wearables, people are already setting new trends in the post-COVID world. The new technology landscape will demand new skills. More tech experts qualified in data science, AI (Artificial Intelligence) and IoT (Internet of Things), Machine Learning, Robotics, Cybersecurity, Augmented Reality, and more, are going to be employed in various fields to meet the growing expectations of the end-customers. For the independent technology experts, this suggests that learning must become a continuous process to adhere to in the quest to stay relevant. Why do even talented professionals need to learn continuously? It increases your value in the job world and keeps you stay relevant and upgraded. Competency is the key to professional growth and career development. It also helps you stay in sync with the latest trends, earn new credentials, and improve your employability. Last but not least, it builds confidence to overcome new challenges that will keep coming. Are you wondering how to upgrade and practice your tech skills to improve your employability in 2021? Scroll on! Learn -always! From software programming to data science, and Machine Learning, coding is required everywhere. About 57% of jobs with higher pay scales require programming skills today, so coding is now an essential skill. You may learn a different type of programming language or framework to help take your software development skills a notch up. To do that, you may join a training program online. Many establishments are providing the same at discounted rates to meet the needs of the time. Join a Technology Platform Only learning a language or taking a software development course will not be enough to land a good project. You need to keep practicing your skills and stay informed with the latest updates in framework and language. Joining a platform where you will have access to professionals discussing the same regularly and resolving queries can help. New age employment platforms (like www.mygenienetwork.com) will have sections where the other top professionals will share information, content, tips and tricks, documented stories of their experience, and actionable prototypes. These platforms may also include listings of IP, tools, accelerators, and some explanations on how they work. You will get further insight into various tech trends by being in such groups and consuming this wealth of information. The talented professionals on these platforms could support you while practicing a new language, as well as provide you with answers to practical questions. With their help, you may get a better understanding of technology and practice it enough to land your dream job. Improve Your Business Leadership Abilities Upskilling doesn’t only mean you need to learn new technologies. It could also mean that you upgrade your profile. For instance, you could also improve your leadership abilities. Leadership skills, like a business and team management, communication, negotiation, etc., are required to get higher-value assignments in the companies. Besides the tech skills, you need to work and groom yourself in these sectors too. Take a business course online or find a mentor who can guide you to be your best. Even the top talents require mentors to help find a way for them. In these critical times, finding a mentor online is a great solution. Expand Your Network Theoretical knowledge isn’t enough to get you the best assignments with the best brands. Even if you are talented in a specific field, you may have to provide your potential employers proper evidence of your practical skills and showcase your ability to deliver real value in a wider context. This is where networking can come into the picture. Learn to network meaningfully and to mutual benefit. Tech communities, online and offline, are providing the opportunity to interface with other professionals and learn from them for upskilling. You can improve yourself and also get access to more opportunities. You need people to get you into these conversations and vouch for your abilities. Upskilling is a continuous process that helps even the most-talented resource become more attractive to prospective employers. The message for independent tech experts is to utilize the time available to them and learn new technologies, practice them, and increase your network to stay abreast with current and future trends.

12/16/2020 6:44:26 PM

In the field of technology, hiring the right talent with the ability to get things done is crucial. Owing to the business’ demand for shorter timelines and additional skilled resources in a defined budget, this has become even more crucial now. When it comes to quicker turnaround times and meeting the cost barrier, organizations are adopting innovative models to onboard outside talent for achieving specific business needs. Full-time talent, part-time talent, and flex-time talent are all established models now. In fact, many flexible hiring models are 20% to 30% cheaper than the actual hiring cost which helps with cost control. 61% of “on-demand” resources specialize in more than one skill which helps with flexible hiring. No wonder, hiring right has become crucial to the ability of the organization to provide better outcomes. But it doesn’t mean that companies can automatically improve business productivity and save costs by adopting one or the other hiring model. When it comes to achieving successful business outcomes, the key factor is to hire a competent and professional resource – but that’s just the first step. There are numerous struggles associated with hiring talent, but companies can realign processes to gain leverage from the hiring environment today. Top 3 Hiring Challenges with Simple Solutions Challenge #1 Finding the right talent One of the biggest hiring challenges includes finding the best person from a wide global talent pool. If a company hires a wrong person to do the job, it is left to cope with the loss of an estimated 30 % of the employee's first-year earnings. From the creative domain to the technical sector, talented people are available everywhere. But, one of the crucial enterprise hiring challenges is finding the aptly talented and skilled professional to do the job. It is challenging for a business organization to find a highly competent skillful professional from an array of options out there. There is a plethora of hiring sites, MSPs, and recruiter options but it’s easy for an organization to get swamped in a deluge of “not quite right” options. For instance, if a company wants to hire a skilled Android developer for developing a business app, they are most likely looking for a person who has in-depth Android development knowledge along with other related technologies like UI and mobile app testing. Once the role is created, the struggle begins. Where do the recruiters source the talent with the most current skills? How do they optimize their search for accelerated results? How can they be certain that the pool they are “fishing” in has the right people for their current needs? What’s the Solution? This hiring problem can be easily solved by using a platform like MyGenie. It is a great platform for companies looking to scout the right talent effortlessly. Such platforms include not just a great complement of technology resources but also information about them like reviews and testimonials that help make it easy to evaluate their skills and decide their suitability for your needs. Also, such platforms usually have a range of talent across experience, skill, and functional areas listed. This allows organizations to address a variety of their talent needs in one place. Challenge #2 Faster time to market Of course, the organization isn’t really hiring a resource. It’s hiring the skill and the bandwidth to deliver a specific business outcome through technology. But no matter how experienced or talented the resource, rework, revision, and modifications are an accepted part of all technical projects. Often multiple revisions are common, especially when you are dealing with an outside resource hired for a specific purpose. According to a Standish Group report, rework cost is roughly 40%-60% of the total project cost. Thus, it is a challenge for enterprises to complete crucial business projects on time. This, obviously, defeats the purpose of the hire! The challenge here is usually that these human resources are limited by their inherent skill. They are often great at what they do but most projects today are complex, multi-dimensional entities that make greater demands. So, organizations that are looking to make such hires to augment their capacity and accelerate their go-to-market plans are caught in a bind. What’s the Solution? The modern solution is to turn to a platform that provides not just the best resources but is also capable of supporting those resources to deliver outcomes. Projects can undoubtedly benefit from the accumulated knowledge of industry experts, tips and tricks to address specific tasks, and best practices and processes from the industry. They can leverage IP like accelerators and pre-configured elements to reduce the development and testing time. Challenge #3 Managing processes and outcomes In the case of part-time or flex-time talent, managing them to achieve those outcomes often becomes a challenge. Even if the technology skill exists, this is a procedural and administrative mountain enterprises have to climb. Enterprises want to hire some who can collaborate with numerous teams, set a schedule, and make sure that stipulated processes are followed in key areas like reporting. If we take an example of an app development project - a developer has to coordinate with various teams to complete the project, such as frontend, backend, QA, and UI. The resource must also be able to address documentation as well as important admin functions like maintaining timesheets, project management reports, and financial-related inputs. Thus, finding a de-facto project leader who can meet all these needs becomes a massive problem. What’s the Solution? Efficient project management tools may be a handy solution. When the platform companies turn to for hiring has support for efficient project management to measure the delivery progress, billing, and other aspects of the project, they can ensure that the resources they onboard can deliver great outcomes with full oversight and transparency. Such systems foster real-time collaboration and can pave the way for efficient coordination between various teams and resources so that the project is tracked and delivered on time, without any hassle. The digital world has provided enterprises a futuristic way of working with improved efficiency and productivity. The key lies in optimizing the hiring process to make it more seamless and organized so that the right work gets delivered on time. As we have seen, the right hiring platform can play a critical role in making that happen.

12/9/2020 6:52:14 PM

The past few years, especially 2020, has seen the rise of the gig economy. More than 57 million individual experts, that’s more than a third of the US workforce, are involved with it. Out of them, over 44% use it as their primary source of income. Ever since working from home has become an industry norm – companies and talent have been even more convinced about the benefits of individual expert talent delivering projects under flexible work conditions. For employers, this means cutting costs by hiring highly skilled employees on a per-project basis and other overhead costs. Around 80% of major US companies are planning to switch to hiring flexible employees. For employees, this means getting to choose their projects and saving time and effort that would go on travel, food, etc. Across the world, the most talented and skilled experts are taking advantage of this freedom. This option is quite helpful for women too, with self-employed women making up 35% of America’s workers. At the same time, there are situations where this expert tech talent experience certain downsides while looking for suitable opportunities. These challenges ring true for full-time, part-time, and flex-time talent. Luckily, there are portals, like MyGenie, that have made it their mission to enhance these experiences for all those involved. Armed with the vision of changing the world of work, MyGenie becomes an expert facilitator between the best tech talent building the market, and the best companies. Unlike other portals, MyGenie offers a wide variety of advanced services that include talent rating, automated life cycle management, live notifications, calendar planning, and so much more. For business line owners looking to mine brilliance from some of the best tech talents out there, head on over to the website or connect with them. In this blog, we will cover the top 3 challenges faced by tech talent seeking project work and how to overcome them. 1. How can tech talent consistently get good work from the best brands? The gig economy is growing 3 times faster than the traditional workforce. But that doesn’t always mean that the companies hiring are all A grade. There’s the real challenge of finding quality employment. There are three key phrases here, those being “consistent”, “good work” and “best brands”. Any tech talent’s ideal flow of work includes assignments that come infrequently, and at a steady pace. No one wants work that comes in erratically – that isn’t going to help pay the bills, is it? It’s too much tension waiting around for work to come. Even full-time talent can face issues if the company isn’t delivering its promises on schedule. Another important concept here is good work. You’re an expert in your field because you’ve put in that much time, effort, and investment. You want work that will challenge you as well as keep you engaged. It also needs to be a desirable addition to your existing work experience. On a related note, you’d want to work from the best brands and companies, right? Not only does this look impressive on your repertoire, but it’s also the top companies that send in good assignments at regular intervals. They’re also the ones who can pay you at or above industry standards. Finding work from such businesses is the number 1 challenge faced by tech talent in the US, and around the globe. How can you overcome this? The best way ahead is for talent to hook up with entities or agencies that have connections to only the most trusted brands. You’ll sometimes find the list of partnering companies on their websites. Another tip is to join a consultancy that offers specialized services to companies. This way you’ll be able to find work in the same vertical as yours and whatever work you get will only strengthen your cv. And then there are options like MyGenie with a large portfolio of hiring companies and engineering leaders looking for talent. Also, look out for reviews from previous users of any portal. This will tell you how their experiences were, and this is a good indicator of how they work. 2. Getting benefits such as health insurance and more. Although working independently has so many advantages, it lacks the more tangible benefits offered by long-term, permanent employment. Stressful long hours working and meeting deadlines can take a toll on your health. It’s difficult for even flex-time and part-time talent to take moments out to exercise or cook a healthy meal at home. Benefits help make these efforts feel more like investments designed to give you the ROI you need. They can safeguard you during times of ill health and give you security during your retirement age. But most project portals or work facilitators don’t have any provisions to give individual and independent workers these perks. Unlike other portals, MyGenie offers such benefits to talent. This includes health insurance, 401k, and others. This is a huge game-changer for tech talent – one that should be taken advantage of. Imagine having the freedom to work on your terms, but also having a safety net while you do so. Cool, right? We also offer insurance coverage to employers, so the companies benefit as well. 3. How can you keep yourself upskilled? Technology is a highly dynamic field – it’s ever-evolving and always striving to improve itself. That in itself says a lot about the inherently progressive and revolutionary nature of IT, but it does come with its downsides. Things can completely change in just a blink. What was considered best practice in June can become obsolete by November. It’s important to stay ahead of new skills and opportunities in this area. Almost 80% of IT departments in North America have skill gaps and this leads to stagnation. Due to this, having a way to stay updated is a bonus. A pro tip we can give you is to subscribe to online training modules on websites like Coursera or Udemy. They have some good courses taught by industry leaders that would help you keep an eye on the trends. Visionary platforms like MyGenie also offer access to the ideas and views of industry leaders and fellow practitioners. The latest information on new technology areas, process improvements, and tips and tricks are available in the form of blogs, articles, and whitepapers for the talent to consume to stay updated. Once you overcome these challenges, you can reap the benefits of this booming new age in the world of technology, while having accountability and support for your endeavors. You can network, work hard, and make the most of these dynamic times with a little help from trusted partners. Just ensure that the portal you go through provides as much support as possible to both you and the companies!

12/1/2020 6:02:03 PM

51% of HR professionals said their organization was facing an “extreme challenge” recruiting and hiring high-quality candidates, up from 22% 2 years ago. XpertHR’s “Top HR Trends for 2020” – Dec. 2019 Even before the COVID, 19 pandemic organizations were already facing a big challenge in hiring quality candidates best suited for their business plans. The pandemic brought about yet another set of challenges with almost all major businesses facing constrained resources, extreme competition, and the pressure to do more with less. Many have opined that hiring freelancers or consultants will do the trick. While freelance marketplaces are a good way to scout talent, there needs to be a more progressive outlook for recruiters when they search for means to fill the gaps in their business delivery plans. It is time to evaluate why an enterprise hires today. Is it just for the skillset? A decade ago, we would have agreed to this, but today an enterprise needs not just a skillset to get the job done but a lot more. Enterprises must bring in a comprehensive mechanism of doing work to achieve meaningful outcomes. Let us examine in detail, what is required today for enterprises to achieve world-class execution capabilities: Knowledge Beyond Skills For sure, a business requires people who have experience in building products, applications, and solutions that encompass the latest trends and practices in their respective sectors. But the skills are not enough in themselves. The reliance on specific individuals constrains the delivery. All that is available to the organization is the knowledge the individual possesses. But that’s often inadequate. For example, if a company hires the best-equipped software developer available at the time to work on a new mobile application built for Android devices, they get the Android development expertise of the developer. But to deliver a great app their customers will appreciate; they also need access to a wider knowledge pool, best practices, tips and tricks, and the latest methodologies in developing high-quality mobile apps, for Android devices. How many individual developers can claim to have all that at their disposal? Intelligent Project Management Expertise Delivering a project call for skill but it also calls for the ability to plan and organize the effort to predictably meet schedules. Not all technology talent can call upon that necessary skill. Consider the scenario where a business is building a digital platform. They would want to incorporate efficient project management in their growth phase to ensure that multi-disciplinary teams can collaborate over the projects. But when they hire for just a skillset, this experience is unavailable to them. Faster Time to Market The pace is essential today. If a business needs to offer its services to the public faster, then it must be able to launch fast, get user feedback, and iterate quickly. It will be hard to achieve this pace and agility depending on the skills of new hires. Often, there won’t be the time to specifically develop these elements, hence the need to be able to source readymade IP to accelerate development and testing. Businesses must be able to access and leverage accelerators to make development faster. They must be able to deploy test suites and frameworks to automate QA. Managing and Support As a business, you certainly want to onboard talent to be more suited to your work needs. But in the case of freelancers, independent experts, and remote workers then these folks also have to be managed for their dependencies, provided on-time support during project activities, and continuously watched over by managers. This is often challenging. So, apart from the technical skills, you want ease of management. That may be due to some inherent quality of the talent or due to a specially crafted tracking and management process that makes this easy. Access to Comprehensive Learning Practice Irrespective of industry, people need to continuously evolve in their skillsets. For organizations, this means they need to continuously train the available talent on market trends, newer work mechanisms, best practices to be followed at work, and much more. This suggests that beyond the current skills, organizations also need access to relevant educational content and thought-leadership material that can help to keep the talent informed. So how can enterprises achieve all these “must-haves” to augment their hiring? The answer lies in platforms like www.MyGenienetwork.com where you get not just a skilled person to do the job for you but also an entire marketplace of solution accelerators, supporting frameworks, and other pre-requisites that are vital for the enterprise. This is more than just a traditional platform where a company places an ad and the most ideal bidder wins the project. The platform works both ways. Employees get adequate benefits such as insurance, financial freedom, and job security. The platform also provides re-skilling and upskilling opportunities through educational and informative content for workers to improve their skills and get better gigs from the platform. Besides, efficient project management ensures that customer deliverables are met on time without budget overhauls and accelerators, documented best practices, and tips and tricks help accelerate project deliveries. For the enterprise, this is the platform that fills all the gaps that “hiring” is unable to in today’s dynamic world.