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Changing career in your 30s

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The impact of Covid 19 led to much of the UK revaluating their existing lifestyle.  This included their career route as many sought side hustles and adopted the attitude that it was time to seek endeavours that fulfilled their dreams.  As a result, a 3rd of Brits aged 30 onwards are pivoting careers and seeking a career change.   So, what do you need to know when changing careers?  Here, HR director Kimberly Payne Switchback Travel presents the need to knows of changing careers and how to navigate a pay cut.

“You have no experience, and no one will hire you”.

One of the many questions you are routinely asked during a job interview is ‘what can contribute to the role?’ It may seem like classic interview filler, but it is important to think back to these answers when considering a career change. Unless you’re applying for a position that takes years of studying, you can use your experience in other roles and adapt them to your new position. Your unique qualities you bring to this position can set you apart from the pack, and future employers can see your varied and diverse background as a positive and not a hinderance of the role you’re after. You obviously want to avoid looking like you are going form role to role and never settling down, but if employers can understand the reasons why you have changed career, they will see it as a positive.  Essentially, adopting the perspective that if you have no experience then you will not be hired is incredibly outdated as many employers seek personality and drive above anything else.

“You’ll start at the bottom (of the pay bracket)”

Yes, it’s very unlikely that you’ll go straight into a senior position of power and responsibility when venturing into a new work world, but there are several things to be positive about. First off, you are entering a world that you genuinely want to be part of and working your way up can provide experience and training that is vital to gaining the position of your dreams. Secondly, your experience, knowledge and understanding of work environments won’t always be overlooked, and many new employers will see them as tools to help you with your new position. You may be new to the role, or inexperienced in certain areas, but your knowledge from other fields of work will be invaluable when coming to terms with similar, but technically unknown, areas of your new role. There are also many careers where a more varied background, with lots of experience is seen as an asset, as opposed to a hindrance.

It is likely that you will take a cut in pay, but it is vital that you see the bigger picture.  Budget wisely and living within your new means will become second nature quicker than you think.  Divide your income into sections; social, household, bills etc.  This will serve as visual representation of your income so that you can see exactly what is going where and when.

Ask yourself questions.

No one should make a possible lifechanging decision without asking the hard questions first. For many people who are looking to make the change in career in their 30s, the reason is normally that they’ve lost (or never had) the passion for their current role. Ask yourself why you feel the need for a change, and more importantly what you could see yourself being passionate about.

Many people who make the jump sidestep into a very similar position and hope that things this time will be different. If you don’t have an idea of what you want to step into, write down your strengths and weaknesses, and see if that align with positions that interest you. People who work to their strengths tend to be happier employees. Also, ask yourself what you dream job is – even if it is unobtainable at this current time, knowing what roles and areas you truly care about is vital in understanding what skills you need to develop.

Side hustle your way into a new role

For many people, taking the leap into a brand-new career would be impractical without first dipping a toe into the water. Starting a side hustle doesn’t just mean opening an online shop and devoting time to it on your days off – it means developing yourself in that area in any way possible, from volunteering to part-time internships. More than ever, people are working a steady job, while maintaining a side hustle to either earn a bit extra on the side or follow on a venture that they sincerely love. Use this time to grow your experience and knowledge, dedicating yourself to certain qualities that you know are vital to the position.

Need to knows:

Take your time.

  • The important thing is to plan your career transition. It is not going to happen overnight.
  • It is key not to rush into things if you want your career jump to work. Yes, this is about taking a risk, but you need to negate any fallout by having a strategy in place that covers exactly how you will manage your transition – from managing finances to gaining the right expertise and beyond. 

Asses what is the biggest mistake you can make?

The most common pitfall is where people have not done their research properly and are unrealistic about their chances of being hired in their new role. You need to make sure that it is a viable option before you embark on a career change.

It’s about getting the nuts and bolts in place, think about the whole package and the specific impact the change will have on your career, your finances and your loved ones.

Coinsmart. Beste Bitcoin-Börse in Europa
Source: http://hrnews.co.uk/changing-career-in-your-30s/

HRTech

The Critical Role of AI in HR Automation

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Integrating artificial intelligence (AI) into HR processes improves analysis, diagnosis, and prediction capabilities. It can help HR teams make data-driven decisions, which in turn benefits the organisation.  For the past several years, automating the HR process with the help of AI has been gaining momentum. Many HR experts have recognised how automating areas such as recruitment, onboarding, and training can streamline internal processes. And contrary to misconceptions, automation puts the employee first by making it easier to accomplish administrative tasks.

How confident is the HR industry with automation?

Indeed, AI is one of the key technologies making HR automation possible. Nowadays people in the workplace trust technology at maintaining work schedules, providing unbiased information and managing a budget. They feel optimistic about AI in the in the workplace.

And while it may take time before companies fully integrate AI into all their processes, HR is setting an example. Here’s how AI plays an essential role in cognitive HR automation.

Smart online forms for candidate applications and resumes

One primary reason to automate HR is to effectively connect prospective job candidates with companies that are scouting for talent. Large-scale automation, with the help of scalable AI technology, is one way HR departments can achieve this goal.

To compare, the traditional approach usually involves a repetitive input of employee information during his journey as a new hire. To reduce some of the tediousness of this task, some companies make use of AI to come up with an automated platform for transferring resume details. This same platform can automatically transfer relevant information into employee forms.

Another application of AI in the recruitment process is the capability to analyse applicant resume to find the best position based on their experience and skills. Moreover, there are companies already leveraging AI to pre-screen applicants before they get referred to a recruiter.

Boost employee learning and development

Learning and development are a significant part of human resource management. In the next few years, you can expect companies to adapt automated and AI-driven learning programs. The goal is to ensure that these programs are agile and meets the changing needs of their employees. Instead of broad or generic learning models, new programs are more intuitive and cater specifically to what an employee needs. This will require advanced analytic capabilities, which is possible through AI.

Enhanced workforce analytics

Workforce analytics is essential to monitor and gauge performance. For HR managers, data empowers them to make better decisions that are critical for success. With the help of automated tools that generate data, managers will have greater visibility over specific metrics. Immediate access to information such as daily absences, shift changes, and other performance indicators is valuable for an HR manager.

Conclusion

The rapid advancement of AI and machine learning are finding mainstream applications. HR automation is but one example of how AI can improve the workplace. Although there is no one-sized solution to all HR challenges, automation is one approach that many find advantageous. 

Coinsmart. Beste Bitcoin-Börse in Europa
Source: http://hrnews.co.uk/the-critical-role-of-ai-in-hr-automation/

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HRTech

Only 43% of those aged 50+ are focused on their mental health

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The COVID-19 pandemic has increased feelings of isolation and worry amongst employees, according to research from MetLife. As part of its Re:Me report, MetLife has produced a Guide for employers which highlights the key findings from the report and aims to provide practical tips and actions for organisations who are navigating a changing relationship with their employees following the pandemic. Offering advice and insights for small businesses to larger enterprises, the research compares what different expectations employees have based on their age, gender and their seniority.

Moreover, despite these concerns, only 43% of those aged 50+ were found to be prioritising their mental health currently. Feeling fulfilled and a sense of belonging within an organisation was found to be a greater priority than mental health.

In contrast, younger workers aged 18-29 experienced anxiety around monetary concerns; 35% admitted they continuously worry about their finances which had impacted their productivity levels. Aswell as worries around money, job security was another concern that affected young workers focus and productivity at work.

The shift to working from home during the pandemic has been a key driver of change between employees and employers. Tight restrictions during the pandemic left almost half (47%) of employees feeling isolated from the company they work for. The concern is that as employees belonging and commitment to their employee decreases, so will their productivity and likelihood of staying loyal to their employer in the longer term.

The guide from MetLife is available now and builds upon findings from their recent Re:Me report. The guide looks at different employee demographics and how each group was affected by the lockdown.

Adrian Matthews, EB Director at MetLife UK, comments: “The pandemic has put a significant strain on employees’ mental health and heightened their concerns about job and financial security. Each demographic has been affected by the pandemic in different ways, but employers must view each employee’s situation through an individualistic lens and appreciate that everyone’s experiences are unique – in the same way their workforce are. By understanding their unique challenges, organisations can start to better segment staff and their needs, including the focus groups we have identified through our Re:Me research.

“Although the easing of restrictions and the return to the office is likely to have improved the wellbeing of some employees, for others, anxieties and uncertainty will remain. It is critical that employers remember the lessons learnt during the pandemic and channel this into future changes that better support the needs of each individual employee.”

Coinsmart. Beste Bitcoin-Börse in Europa
Source: http://hrnews.co.uk/only-43-of-those-aged-50-are-focused-on-their-mental-health/

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HRTech

UK workers expected to return to offices, but people are feeling mixed emotions about it

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More than two-thirds (69%) of UK workers say their employer expects them to return to the office, but people are feeling mixed emotions about it, according to new research from LinkedIn, the world’s largest professional network. Around 30% currently feel apprehensive, while 22% are excited and more than a third (34%) just want normality to resume. Around half (49%) say they would ideally prefer hybrid working in the future, where some days are spent in the office and others remotely.

Just over a third (34%) of people that are required to return to the office say their employer expects them back within the next three months, 16% will be back before the end of the year, and 15% are waiting for a date to be confirmed. More than two-fifths (44%) say their employer would like them in the office 1-2 days a week, and over a third (36%) have to be in 3-4 days a week. Some employers (35%) have already decided which days employees must be present, with Mondays and Tuesdays set to be the busiest. 

As ministers consider a more flexible future and companies rethink return to office plans in light of extended COVID-19 restrictions, LinkedIn surveyed 2,000+ workers in the UK who have been working remotely due to the pandemic to understand where they want to work in the future.

With employees having different preferences on where they would like to work – with 49% preferring hybrid working, 38% wanting to work remotely, and just 12% looking to work full-time from the office – the challenge many employers now face is creating workplace policies which accommodate them.

Employers are creating flexibility, with 56% of workers saying their employer is enabling hybrid working, and just 16% indicating that their employer requires them to work from the office full-time. Nearly a quarter (24%) say their employer has already changed their contract to stipulate that they can work either from the office or remotely.

According to the research, people that prefer hybrid working say they will benefit from the flexibility (60%), they believe it offers the best of both worlds (57%), and it will help them to save money (43%). One of the biggest challenges they indicated about hybrid working however is that employees that choose to work remotely may potentially fall into the trap of “digital presenteeism” where they have to show they are working longer hours online to look committed (22%). 

Janine Chamberlin, UK Country Manager at LinkedIn, said: “People are naturally still concerned about COVID-19, and this coupled with the prospect of returning to offices is clearly creating anxiety for some. Others are looking forward to seeing their colleagues again and getting back to a sense of normality. What we’re seeing on LinkedIn is people craving flexibility and the option to decide for themselves where they work. It’s positive to see companies responding by enabling hybrid working which gives employees this freedom, and will be what people look for when considering new jobs. Hybrid working will also help open up jobs to people who may have previously been locked out of them due to location, disability or care-giving responsibilities. With a more flexible future inevitable, we’re on the cusp of helping to make work more balanced and inclusive.”

Methodology

LinkedIn commissioned Censuswide to survey 2,014 professionals in the UK on 16th June 2021 to understand where people want to work in the future. Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles. 

About LinkedIn

LinkedIn connects the world’s professionals to make them more productive and successful and transforms the way companies hire, learn, market, and sell. Our vision is to create economic opportunity for every member of the global workforce through the ongoing development of the world’s first Economic Graph. LinkedIn has 756 million members and has offices around the globe. www.linkedin.com / mobile.linkedin.com

Coinsmart. Beste Bitcoin-Börse in Europa
Source: http://hrnews.co.uk/uk-workers-expected-to-return-to-offices-but-people-are-feeling-mixed-emotions-about-it/

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HRTech

Five ways to avoid presenteeism with a remote workforce

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With many employees now working remotely and with hybrid workplaces on the rise, the traditional office set-up is becoming a thing of the past.

However, many remote workers are finding that, as a result of our ‘always on’ culture, working from home is making it harder for them to set healthy boundaries. Instead, it’s encouraging ‘e-presenteeism’ whereby individuals feel that they need to be online and available all hours of the day.

Presenteeism can manifest in many different ways. Employees working longer than their contracted hours, continuing to work when they’re ill, and feeling like they have to respond to emails outside of working hours are some examples. The result? Employees that are overworked, overwhelmed and at risk of burning out.

In fact, research from LinkedIn and the Mental Health Foundation shows that the pressure to be available means people working from home are, on average, working an extra 28 hours per month.

Working long hours can be detrimental to employees’ mental health and morale, and in the long run, is counterproductive for both the employee and employer. It’s therefore vital for businesses to do all that they can to tackle presenteeism, support their employees’ wellbeing, and ensure they are maintaining a healthy work/life balance. Here are a few ways you can do this:

  1. Encourage your employees to take annual leave

Because so many people are spending so much time at home now, they often don’t feel it’s justified to take time off to relax unless going away on holiday, as they aren’t physically travelling to their working environment.

This isn’t a new problem though, as according to research by Canada Life Group Insurance, one in five (22%) UK employees did not use all their paid holiday allowance in 2014, with one in 20 (5%) stating that this was because their organisation actually discouraged workers from taking the time off. Although this research is six years old, it’s still very relevant to today’s working culture and a common trend among employees who are reluctant to take their full entitlement for fear of losing favour with their managers, which raises concerns about attitudes towards employee wellbeing.

Whether it’s one day or two weeks, time off is key to feeling well and operating well. It’s therefore valuable to remind and encourage your employees to take annual leave. You could even scout out the individuals who haven’t taken any annual leave in the last month, for example, and suggest they take a day off soon. Having time away from work to disconnect is crucial for your employees’ wellbeing. They can rest, recharge, regain a sense of balance and come back to work feeling motivated and engaged.

2. Schedule one-to-one check ins

It can sometimes be difficult to identify indicators of presenteeism, but they often include low productivity, poor standard of work, looking physically tired, and frequently working through lunch breaks, into the evenings and on weekends.

The problem becomes even harder to identify the bigger your business is, which is why it’s so important that it’s on your Managers radar. They need to be keeping an eye on their team members and doing regular check-ins to make sure that individuals are feeling ok and working in a way that’s not damaging their mental health or wellbeing. Ensure your managers promote a working environment where employees feel they can openly talk about their health, both physical and mental, and raise concerns about their workloads if necessary.

3. Set boundaries

Working from home or remotely gives employees the opportunity to be flexible about their schedule. However, it doesn’t mean they should be switched on 24/7 and replying to emails well after their working day has ended. It’s therefore important to separate the professional from the personal when home becomes your office.

Firstly, make it clear that employees aren’t expected to work beyond their usual hours unless essential. You should also encourage employees to take regular breaks away from the screen, like they would at the office, to stretch their legs and get some fresh air throughout the day.

Secondly, reinforce the value of creating a routine, sticking to it and ensuring that work is left at a set time each day. Encourage employees to do something concrete to signal the end of the working day and differentiate between work and home time.

4. Provide wellbeing support

Research has shown that the key causes of presenteeism are poor mental health, financial wellbeing and sleep. So, consider the ways in which you can tailor your wellbeing approach to address these three areas.

There are a variety of services and tools you can equip your employees with to demonstrate the importance of employee wellbeing within your business. For example, Employee Assistance Programmes offer confidential advice, mental health support and more, teaching individuals how to manage stress in both their personal and professional lives.

It’s also in your best interest as an employer to help your employees feel financially healthy and secure. There are a range of financial resources, planning services and debt management tools available to help your employees manage their money more effectively. Look at these resources as preventive measures to help your employees maintain a healthy work/life balance.

5. Improve your culture

While the actions previously discussed are valuable, in isolation they will not make a huge difference to the levels of presenteeism in your workplace. Your culture is the key area to focus on at all times. It’s important to create a culture with the health and wellbeing of your employees at the centre. That way, if an individual feels unwell, they’ll know that it’s right for them to take the day off sick. They know they won’t get judged or challenged by senior members of the team.

One way to do this is by encouraging managers and senior members of your team to the lead the way and set a good example. Allow them to demonstrate healthy boundaries within the workplace, by switching off from work and taking breaks when they need to.

Final thoughts

Remote working comes with lots of challenges, and as your employees adjust to this change in working environment, it’s important to encourage them to set the same boundaries they would if they were working from the office. We deliver a wide range of useful health and wellbeing tools and services through our employee engagement solution, the zone, so your employees have access to the tools they need to secure and maintain a healthy work/life balance.

Head to our resources page to view the full range of services available.

Coinsmart. Beste Bitcoin-Börse in Europa
Source: http://hrnews.co.uk/five-ways-to-avoid-presenteeism-with-a-remote-workforce/

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