Xpoint Continues Expansion With Additional Key Hires in Compliance, Marketing, Product and Sales
Here Are the Fortune 100 Best Companies to Work For® in 2022, According to Nearly 1 Million Employees
Velocity Global to double its workforce by empowering employees to work anywhere
Investis Digital Announces Strategic Hires
52% of women believe their gender is limiting their careers in the tech industry
Hotel Industry Foundation launches national campaign to help with labor shortage in US
BSU Economist: January U.S. Jobs Report 'Surprisingly Strong'
Akeneo Named One of Boston's Best Midsize Companies To Work For
Fortune and Great Place to Work Name VTS One of the 2021 Best Workplaces in New York
November U.S. Jobs Report 'Disappointing' At First Glance, But Could Underestimate Growth
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Velocity Global’s 2022 Work In Progress Report: Businesses and talent benefit from distributed work
Remote and distributed workforces are here to stay due to the mutual benefits to both businesses and talent according to a new study from Velocity Global, the leading provider of global employment solutions. The 2022 Work In Progress — The State of Distributed Work: Tech Sector published today touts multiple benefits of distributed work, shows optimism for growth in the tech sector, but also names challenges for businesses to increase their global workforce. More than 1,000 U.S. and UK tech company decision-makers participated in the study and 72% say their business utilizes a substantial distributed workforce; 59% say more than half of their workforce is remote, and 61% of U.S. tech leaders report more than half of their remote workers will remain that way for the foreseeable future. “The world of work is forever changed. The global pandemic accelerated the desire to work from anywhere, and it lit a fire for employers to embrace a truly distributed workforce,” said Velocity Global founder and CEO Ben Wright. “The untethered nature of work was on the rise before COVID-19, but the tailwinds accelerated this new way of work as businesses tapped into new talent pools and workers themselves embraced a new freedom. Neither is going back - this change is here to stay.” Despite the growth of distributed and remote work, businesses cite several challenges to embrace the change even further. “This dramatic shift accelerated faster than the legacy ecosystem built to support the employment infrastructure was capable of handling,” added Wright. “We remove the roadblocks to grow businesses and connect employers and talent to simply get work done anywhere and anyhow.” [Organizational and personal benefits of remote and distributed work] Remote work refers to talent working at a location other than a company-owned office. Related to the concept of remote work is distributed work, in which companies employ talent that is located in multiple locations domestically or internationally. The majority of companies (72%) employ a distributed workforce and 79% of these organizations’ talent also works remotely. Respondents who utilize a distributed workforce report clear advantages: 95% say a distributed workforce model benefits their company by increasing productivity (54%), securing top talent (40%), and building a more diverse team (37%). Respondents indicate talent prefers remote work for similar reasons, reinforcing the mutual benefits. Interestingly, 3 in 4 of the tech leaders themselves work remotely at least one day per week and desire to increase the amount of time they work remotely. “Business leaders are people too, and they see the benefits in their personal life as well to their broader organization,” said Wright. “Flexibility and mobility are now must-haves for workers fresh out of school or in upper management, and lead to greater productivity and long-term talent retention. It’s a win-win.” [Optimism for growth with an untethered workforce] The increase in remote and distributed work drove unprecedented demand in the tech sector and organizations feel optimistic about expansion. The survey reports 96% are very or somewhat confident about their company’s financial growth over the next year, and 83% believe their industry will grow as well. That growth is realized by a remote and distributed workforce that mostly will not return to an office. More than half (54%) of respondents say 51-75% of their remote workforce will remain remote over the next year. [Roadblocks create disconnect between employers and talent] The data indicates a brewing dilemma regarding remote work. Talent and businesses both recognize significant benefits, but logistical challenges drive businesses to initiate a return to the office for some. The implications for this disconnect are great, considering the difficulties of finding skilled talent and employees’ desired flexibility. One factor contributing to that discord is the lack of involvement of talent in the decision to return to the office. Eighty-seven percent of organization leaders say their company decides whether remote talent transitions back to working at a company-owned office, as opposed to it being a joint decision. Only 12% report that both the company and talent make that determination. Tech leaders point to a pivotal moment for distributed work as both businesses and talent desire the benefits. The pandemic increased distributed work for most tech businesses, and 43% will maintain their current distributed workforce. However, the next stage is in question: 21% say they will expand their distributed workforce, 26% plan to reduce it. These decision-makers cite several forces that challenge their ability to grow their distributed workforce domestically and internationally, particularly among U.S. companies. Ninety-three percent of U.S. tech leaders say they do not have plans to expand their domestic distributed workforce. They point to recruiting, legal registrations in other states, and managing multiple vendors among other challenges. The growth of international distributed work faces similar roadblocks. Again, 93% of U.S. and UK tech leaders say they do not plan to expand their worldwide distributed workforce, adding foreign entity set-up, global payroll and immigration challenges to a similar list of difficulties. “The same friction comes up over and over again. Finding the right talent tops both lists and businesses want to tap larger talent pools across the country and the world,” said Wright. “Add in the bureaucracy of global regulation and the multiple vendors to navigate it on disparate platforms, and businesses get skittish. We built an end-to-end platform that removes all of this friction because the data is clear: employers and talent just want to work with anyone, anywhere, and anyhow.” [Methodology] To gather the data in this report, Velocity Global surveyed 506 U.S. and 505 UK business leaders in the technology industry (e.g., software, hardware, and IT) who are employed at companies with 50–1,000 employees. The respondents work in a wide range of technology subsectors, including technology, media, and telecom; biotech; mortgage technology, property technology, and real estate technology; insurance technology; cryptocurrency; cybersecurity; and more. Respondents are in director-level and higher positions, including C-suite officers and business owners. Their job functions include human resources, finance, legal, IT/ technology, and operations.
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New Elsevier technology hub in Bengaluru to hire technology talent to develop global health sciences and research solutions
Elsevier is part of RELX, a global provider of information-based analytics and decision tools for professional and business customers. www.elsevier.com Elsevier, a global leader in research publishing and information analytics, has announced its plans to recruit local talent as it establishes a new technology facility in Bengaluru. The new hub will help Elsevier better serve its research and healthcare customers across the Asia-Pacific and Middle East regions. This is Elsevier’s second technology facility in India, the first is in Chennai. Elsevier aims to hire local software developers, full-stack and DevOps engineers for the facility, building towards the recruitment of data scientists and augmented reality (AR) specialists, to support the company’s growing portfolio of solutions that help scientists, researchers and healthcare workers solve societies’ biggest challenges. Geetha Ramadevi, Head of Elsevier’s Tech Hub in Bengaluru, said: “Our tech vision is to identify inventive ways to use technology to help researchers make new breakthroughs and support clinical professionals at deriving better patient outcomes. We are looking at incorporating three-dimensional (3D), AR, virtual reality (VR), and artificial intelligence (AI) into our solutions, which will be launched directly from India by 2022.” Elsevier is also building new products for its Primary Care business in India, including next-gen data platforms, digital identity and order sets – all to be launched from the Bengaluru Hub. These products are specifically aimed at helping healthcare professionals deliver consistent levels of care to improve patient outcomes. Visit Elsevier’s Technology Careers site to find out more about the exciting job opportunities available.
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Graphisoft global recruitment survey reveals BIM knowledge is most sought-after skill
Graphisoft, the leading Building Information Modeling (BIM) software solution provider for architecture, today announced the results of its ‘Hiring the next generation of architects’ global recruitment survey* — the first of its kind in the AEC industry. The survey attracted more than 1,100 responses and focused on the skills and mindset needed in today’s digitalized architectural job market. - Balanced skills make ideal candidates According to 39% of employers who responded to the survey, current job candidates lack a good balance of three skill areas that make up the BIM mindset: digital mindset/software skills, engineering mindset/technical skills, and artistic mindset/creativity. Graphisoft’s global recruitment survey is an important first step in filling the gap between employer expectations and how architects are currently educated. The survey targeted practices across the spectrum with small (60%), medium (18%), and large (22%) firms responding from around the world. - BIM software knowledge + BIM mindset are key “To help firms find great talent, we asked employers what the main roadblocks are when recruiting recent architecture school graduates,” said Szabolcs Miko, Manager, Global Education at Graphisoft. “49% of respondents said that job candidates lack proficiency in BIM, while 39% said that recruits don’t even have a BIM mindset.” 66% of respondents responsible for hiring new recruits said that BIM knowledge is the most important requirement, with a BIM mindset a close second at 59%. The survey showed that employers support acquiring BIM software skills through on-the-job training (69%), internal training (53%), and external, third-party training (40%). “The survey shows just how important BIM is in educating the architects of the future,” said Huw Roberts, Graphisoft CEO. “Graphisoft is committed to closing the gap in architecture education by offering Archicad free to students, giving them the tools they need to successfully compete on the job market.” - Referrals, universities, and social media are top recruitment channels The most effective channels to recruit recent graduates and young professionals are first and foremost referrals (55%), university networks (44%), social media (40%), and job boards (27%). Architecture and design students, teachers, and schools can get fully functional education versions of Archicad free of charge. Visit myarchicad.graphisoft.com to register and download Archicad today. Students are also encouraged to visit Graphisoft Learn and Graphisoft Community, which are outstanding sources of free information and support. *Survey period: August 20, 2021 – September 6, 2021 *Sample size: 1100 * Methodology: quantitative large sample survey
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Delphix India Crosses 100 Employees in Two Years
Delphix, the industry leading data company for DevOps, today announced crossing the 100 employee mark in India, just two years after launching a state-of-the-art R&D Centre in NCR. The company continues to hire aggressively, even through the pandemic, and currently has more than 30 immediate openings at the Director and Senior levels in Engineering, Marketing, and IT. “We launched our India engineering R&D center in 2019 to support innovation and growth. We have been fortunate to have some of the top talent in the country join our team,” said Jedidiah Yueh, CEO of Delphix. Delphix employees in India pioneer some of the company’s key innovations, including leading engineering projects to integrate with Oracle, SAP S/4HANA, Salesforce, SQL Server, Postgres, MongoDB, etc. “The intellectual capital of our engineering team in India is second to none. I’m excited to build on the momentum and continue to expand our presence across the country,” said Vijay Anthony Sebastian, Managing Director, India. The company’s HR team was named the winner of a Bronze Stevie® Award in the “HR Team of The Year” category at The 19th Annual American Business Awards®. The award recognized the team’s efforts to take the company from “surviving to thriving” during the pandemic. “When the pandemic affected nearly 40% of our employees in India, the workload was shared with other regions, extended time off was provided for those affected, and an interim core task force was formed to help and support employees in distress. We also instituted a remote-first policy for our India-based employees,” said Jason Binder, VP of People at Delphix. Delphix recently announced an increase in its overall employee diversity rates from 29.5% in Q4FY21 to 31.7% in Q1FY22, a growth of over 2% over the last quarter. Women account for nearly a quarter of the workforce. The company saw an increase in its women workforce from 22.8% in Q4FY21 to 24.7% in Q1FY22, a growth of nearly 2% over the last quarter. Earlier this year, the company announced its annual growth rate grew by over 85% for the fiscal year ending January 2021 compared to the prior year, pushing it into non-GAAP profitability. Delphix customers now include 24 of the Fortune 100 companies, seven of the top 10 banks in North America, five of the top 10 telcos in the world, and over 60 insurance and health insurance providers.
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Purdue expert: 3 initiatives to improve U.S. work-life policy amid pandemic
The coronavirus crisis has illuminated how poorly the United States compares with other major industrialized nations in providing workers across all industries with equal access to paid sick and family leave, employee-requested flexible scheduling, and reasonable work hours. Ellen Ernst Kossek, Purdue University’s Basil S. Turner Professor of Management, focuses her research on organizational and leader support of work-life and gender diversity, flexibility and boundary management, and interventions. She has published more than 90 refereed journal articles, 10 books, 30 book chapters, and numerous technical reports and teaching aides. “We propose three evidence-based national initiatives that would improve U.S. work-life policy: Ensure employees have access to and the ability to use paid sick leave and family leave; mandate that employers create emergency backup staffing infrastructures; and give employees the right to request flexible and reasonable work hours. These work-life policies are based on principles of balanced flexibility that benefit employers, employees and society as a whole.” Kossek is the co-author of “The Coronavirus & Work–Life Inequality: Three Evidence-Based Initiatives to Update U.S. Work–Life Employment Policies,” which was recently published in a special issue of Behavioral Science & Policy.
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Creating the next generation of makers in future job market
Shifts in the global job market, driven by technological advancements, are expected to eliminate around 75 million jobs and create 133 million new ones, according to research from the World Economic Forum (WEF). The Future of Jobs Report, published by WEF, suggests that skills in science, technology, engineering and maths (STEM) will be the most relevant for future employment prospects. The growth industries are predicted to be related to data analysis, data science, software and app development, artificial intelligence (AI) and machine learning. In the words of the WEF, these occupations will be ones “that are more adapted to the new division of labour between humans, machines and algorithms.” The WEF continued, “There are complex feedback loops between new technology, jobs and skills. New technologies can drive business growth, job creation and demand for specialist skills but they can also displace entire roles when certain tasks become obsolete or automated.” Ensuring relevant skills are in place is no small task. The pace of technology’s evolution is blistering; we hold more computing power in the palms of our hands today when we pick up a smart phone than it took to send a man to the moon in 1969. There could be a real danger that we are simply educating generations of consumers rather than empowering innovators and investors and, if so, what can we do to address this? The answer to this question often comes down to the tools used to teach these concepts. Teachers suggest resources like micro:Maqueen, SAM Labs, or littleBits that introduce AI in a simple way can be a great starter here. Ricky Ye, Founder of DFRobot, explained that resources like micro:Maqueen, a small robot working with micro:bit, allows students to quickly learn about graphical programming in an entertaining and fun environment. Such educational robots usually combines Scratch coding with a range of interfaces to nurture pupils’ interest in science and logical thinking – key learning elements of STEM subjects and important skills for the next generation of makers. In this way, integrating coding hardware and AI technology provides the opportunity to ensure that each pupil is not only able to identify and demonstrate the underlying principals but can also carry these skills with them into the workforce through a wide range of practical applications. Ultimately, teachers need to teach students how to learn, problem-solve and work collaboratively at the same time as giving them the know-how necessary to become makers, innovators, business leaders and collaborators in a rapidly changing, tech-driven world. The answers to some of both society’s and the world’s most pressing questions are unlikely to be found by one individual, acting alone, and technology will likely play a role in developing solutions to these questions and issues.
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