The world is changing fast and so is the world of work. Technological transformation, global competition, and demographic change are affecting drastically how we work, consume and live. These three factors, according to the study Employment and Social Developments in Europe 2018, have determined two trends in the European labor market: Human capital quality improvement (reskilling) and highly diverse forms of work (atypical working).
Atypical work, defined by Eurofound (European Foundation for the Improvement of Living and Working Conditions), is any employment relationship that do not conform to the standard or ‘typical’ model of full-time, regular, open-ended employment with a single employer over a long-time span. Atypical work includes part-time, temporary, fixed-term, casual and seasonal work, self-employed people, independent workers and homeworkers. New forms of atypical working—broadly called flexible employment—that have also emerged during the last years are: employee sharing, job sharing, interim management, ICT-based mobile work, voucher-based work, portfolio work, crowd employment, collaborative employment, and platform work. Platform workers in Europe 2018 reported that the proportion of this emerging phenomenon in Europe is still small, reaching roughly 10% (ranging from 6% in Finland to 12% in Spain and the UK). In the Netherlands, 10% of the people surveyed reported to have...
Human resource analytics (HR analytics) is the discovery, interpretation, and communication of meaningful patterns in the human resources’ data in a way that promotes effective decision making, helps improve employee performance and increases return on investment. HR analytics relies on statistics, computer programming and operations’ research to quantify performance within recruitment, HR processes’ optimization, payments, and workforce development.
Among HR functions, recruitment has the highest business impact. This is why the benefits of data driven recruitment are so valued. Dr. John Sullivan—an internationally known HR thought-leader from Silicon Valley, best-selling author, and professor—cites Google, one of the most valuable firms in the world, as an...
Flexible labour and self-employment in the Netherlands are on the rise, says an overview report by TNO Innovation for Life and Statistics Netherlands. Workers with a flexible employment contract have risen from 12% in 2001 to 16% in 2012. In 2014, the proportion of Dutch employees with a flexible work relationship increased even further to 22%, according to the report. This makes the Netherlands one of the top three EU15 countries with high rates of labour market flexibility, right behind Portugal and Spain. The group of flexible workers is diverse, and it is comprised of:
• employees with a fixed-term contract with the prospect of a permanent contract (21% of the total population of flexible workers);
• employees with a fixed-term contract of more than one year (10%);
• employees with a fixed-term contract of less than one year (8%);
• on-call employees (30%);
• temporary agency employees (13%);
• workers on permanent contracts, but with no fixed hours (7%);
• workers on fixed-term contracts without fixed hours (12%).
Sectors with the highest shares of flexible workers are restaurants and catering (42%), followed by services (29%), culture, sports and recreation (29%) and trade (26%). However, shares are relatively low in...
In business, diversity management is finding the best practice to create and maintain a diverse and inclusive workplace that, in turn, can benefit from a wide range of experiences and talents. Benefitting from diversity is especially important for corporations that wish to succeed in a global market. As Malcolm Forbes said: “diversity is the art of thinking independently together.”
Diversity is not merely about being inclusive of different races and genders within a business, but about making the most of a team with different cultural backgrounds, beliefs, experiences and business methods. Successful diversity management should embrace the individuality of a business team, rather than merely tolerate it. One trap that some businesses tend to fall into is to focus too much on the HR initiative of diversity, instead of making a genuine effort to embrace diversity within a company’s working culture. Rohini Anand, chief diversity officer of Sodexo, a French food and facilities management company, claims that diversity is all about talent and responding to customer needs in a more holistic way.
Creating an environment that makes way for unique ideas also paves the way for better innovation. This is something that many technology companies...
This development has resulted in a growing number of agencies that focus on niche markets. There are agencies specialised in IT, technical jobs, construction, administration and finance, higher educated staff, call centres, multilingual jobs and so on. A good example of a well-known Dutch agency that is focussing on niche markets with specialised departments is Unique. A few or their specialised subsidiaries are:Technicon, for construction and engineering; Unique Inters Sales, for retail and wholesale;Unique...
Why You Should
You can meet with non-traditional candidates. The typical LinkedIn search or online job posting may not be the best option for finding unique talent. The filters for websites, while usually helpful in weeding out the unqualified, may actually be keeping you from finding employees that are out of the ordinary but would best fit the position.
Gives you the chance to network with other businesses. Job fairs not only give you the chance to meet potential employees but also to chat with other businesses. There is nothing like face to face communication and meeting fellow companies can lead to future business endeavors that might not have happened otherwise.
Can increase your brand awareness. Job fairs give your company the chance to put...
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