Drowning in ‘digital debt’? AI assistants can help – but we must use them carefully (2025-02-13T12:24:00+05:30)

Daswin de Silva, La Trobe University In recent days, the “right to disconnect” has entered Australia’s legislative agenda. It refers to employees’ rights to refuse unreasonable after-hours contact from their employer. In a work landscape where employees are constantly available after hours thanks to smartphones and portable devices, and employers are competing in global markets and operating on tight deadlines, concerns about disconnecting from work are valid on both sides. Artificial intelligence (AI) assistants in the workplace are touted as a potential solution to this “availability creep”. But they may not be the silver bullet, despite what big tech wants us to think. A crushing digital debt “Digital debt”, a term introduced by Microsoft in its work trend index, fittingly describes the vast volume of communication and coordination tasks that minimally contribute to workplace productivity. The index surveyed 31,000 full-time knowledge workers – people who work with ideas, rather than goods – in 31 countries, including Australia, the United States, the United Kingdom, South Korea and others. It reveals that 57% of the average workday is spent on communications and 68% of respondents couldn’t find uninterrupted blocks of time to focus during the workday. The origins of digital debt can be traced back to the “productivity paradox” from the late 20th century, where increasing technology investments had led to decreasing workplace productivity. This paradox has re-emerged (and been renamed) mainly due to the abundance of data that organisations and employees have to manage in the current market. For communication alone, most employees are having to manage one or two email addresses, calls and chats on Zoom, Slack or Teams channels, WhatsApp and LinkedIn messaging, and multiple diaries to synchronise meetings. This is easily more than 1,000 data points every day. Left unattended, digital debt accrues “interest”, with damaging effects on both employee and employer. This is the tipping point at which the boundary between work and personal life blurs, and the after-dinner compulsion to tidy up the inbox sets in. AI assistants to the rescue? Microsoft – OpenAI’s partner of choice for scaling up its industry-leading AI tech – has somewhat conveniently used the same work trend report to position its AI assistant, Microsoft Copilot, as the bona fide solution to digital debt. There are obvious financial gains for big tech providing AI tools. But the capabilities of these AI assistants are fittingly at the intersection of digital debt, the deluge of data, and the right to disconnect. So, they warrant further investigation. In the broadest sense, generative AI (think ChatGPT) produces new and meaningful content in response to prompts from a human operator. AI assistants generalise this capability for goal-oriented complex tasks. There’s no shortage of these subscription-based services now, including Copilot, Google’s Gemini, Amazon Q, Anthropic’s Claude and others. An AI assistant can summarise all new emails, detect and prioritise those requiring a response, draft responses and highlight gaps that require human input. Then, the assistant can send the emails off and schedule meetings for subsequent chats. Among other knowledge work tasks, an AI assistant can also draft and revise text for various documents, generate graphs from data in spreadsheets, or generate images for text-heavy presentation slides. A needy assistant that needs supervision Unfortunately, early user feedback on the technical performance of AI assistants is lacklustre. This is primarily because of how generative AI is trained. By learning from past data and not through lived experiences, it lacks factual knowledge of the world. This means it can’t validate the outcomes of the tasks completed. Therefore, the human using the AI must “peer review” all of the assistant’s output to avoid potential errors and misrepresentations. In most workplaces where we are expected to “do more with less”, such needy AI assistants would create an additional layer of work. It could also easily get overlooked when time pressures kick in. The looming ethics problem It is no secret AI also has an ethics problem, and this extends to AI assistants. The mediocre attitude of big tech AI providers towards transparency and governance, as demonstrated by the sacking and rehiring of the CEO of Open AI, as well as Microsoft’s layoff of its ethics team, are further reasons to be wary of the much-hyped opportunities of generative AI. There are efforts to regulate AI based on the risks it poses, but the challenge is that the risk itself is dynamic. For example, menial office tasks could go horribly wrong if politically sensitive, tone deaf or workplace-inappropriate content is produced and circulated by an AI. Given that large AI models are likely to continue training on live data, organisations must protect their confidential and sensitive information through stringent governance and classification protocols. In summary, AI assistants can help ease our digital debt and provide after-hours business continuity. This could chart a course towards a right-to-disconnect landscape that is agreeable to everyone. But this course is riddled with challenges. They include organisational readiness, AI literacy skills, AI governance, accountability framework, mandatory peer review and cost-effective subscriptions. Against the mounting digital debt and deficit of work-life balance, our investment in AI must be measured and responsible, to ensure the returns are sustainable. Daswin de Silva, Deputy Director of the Centre for Data Analytics and Cognition, La Trobe University This article is republished from The Conversation under a Creative Commons license. Read the original article.

Kenya’s farmers have lots of digital tools to help boost productivity – how they can be made more effective (2025-01-23T11:56:00+05:30)

Evelyne Njuguna, University of Hohenheim; John Mburu, University of Nairobi; Regina Birner, University of Hohenheim, and Thomas Daum, University of Hohenheim Digital agriculture is often hailed as an almost magical trigger for promoting successful farming, even among smallholder farmers in the developing world. Its proponents argue that using digital tools to, for instance, generate records and calendar schedules, can help farmers grow better crops, manage their resources more efficiently, and connect with organised markets, all while reducing post-harvest losses. But not all researchers are convinced that digital solutions are the answer to farmers’ problems. Some argue that the hype around these tools diverts attention from the real, on-the-ground challenges farmers face. One Kenyan avocado farmer, speaking to a researcher in 2021, said: “We don’t need another app.” Rather, he said: “Crates! We need crates to avoid our avocados getting smashed on the way to the buyer.” Kenya has become a particularly ripe market for digital agriculture tools. The country, one of Africa’s major technology hubs, has been labelled the “Silicon Savannah”. Eighty percent of its approximately 4.5 million smallholder farmers own mobile phones and operate within Kenya’s well established mobile money ecosystem. We are researchers in agricultural economics. In a recent study we examined Kenya’s digital agriculture landscape to see what solutions were available and whether these were addressing farmers’ real challenges. We took an inventory of all the digital agriculture tools listed in Google’s Play Store, assessing the technology and services offered by these tools with information from their own homepages. Some are phone apps; others are innovations whose hardware can be mounted onto farm machinery or are standalone gadgets like handheld scanners. We also studied peer-reviewed articles and reports to see where such tools had documented impacts, with a particular focus on Kenya. We found that, over the past decade, the number of digital tools available to smallholder farmers has greatly increased. These tools have, as documented in the literature we reviewed, helped farmers (in Kenya and elsewhere) improve their knowledge, access markets, and boosting productivity and income. However, better integration of digital solutions with traditional farming practices is crucial. Field experts must support farmers in applying digital advice and provide hands-on guidance. Additionally, combining these solutions with local knowledge, cultural practices and market development will make them more effective and beneficial for farmers. What tools are available to farmers? Investing in agriculture is one of the fastest and most effective ways to reduce poverty, ensure food security, and transform the economies of developing countries’ rural areas. But in Kenya, as in many other African countries, farmers struggle with low agricultural productivity. It is up to five times lower than the global average. One of the reasons is limited agricultural services, such as extension services. These services offer technical advice and support and help farmers to access the inputs they need for production, like fertilisers and seeds. In Kenya, there is only one extension agent per 1,200 farmers. Farmers struggle to access high quality seeds and fertilisers. Many digital agriculture tools promise to resolve these issues. In our study we found that the number of digital tools available to farmers in Kenya had tripled over the past decade, from 17 in 2013 to 52 in 2023. The development of these tools surged in 2016 but has slowed down recently. This may be due to market saturation and a focus on improving existing tools. There’s a shift from tools that offer general farming information (which could also be found in text books or advisory material) to “farm-specific” tools. These provided personalised advice based on farm or livestock-specific data that farmers either entered manually or was collected digitally by sensors. Some examples of apps include iShamba, which provides information and enables learning for farmers, and the AgroCares Scanner, offering advice on soil health based on farm-specific testing. Another is DigiFarm, which connects farmers with financial services. Most of these tools are developed by private companies, though some work with public extension services. Many are designed for farmers with smartphones. Others rely on feature phones or use intermediaries to connect less tech-savvy farmers with the services they need. How do digital tools address farmers’ challenges? The literature review part of the study allowed us to identify several ways digital solutions can and do help farmers in Kenya. Improved knowledge: Digital tools help farmers to find vital information on farming practices, pest control and market prices. This leads to greater productivity and higher incomes. Better crop and livestock management: Digital tools such as iCow help livestock farmers improve feeding, breeding, hygiene and disease control. This leads to increased milk production and a higher income for farmers. Access to inputs: Digital tools are improving access to certified seeds and fertilisers. This reduces the risk of counterfeit products being used. It also helps farmers to achieve better yields. Access to markets: Some tools help farmers aggregate their products, increasing their bargaining power and allowing them to reach higher-value markets. Financial services: Tools like DigiFarm provide farmers with access to credit for buying inputs, which helps them plant on time and use fertilisers effectively. Some tools, like ACRE Africa, offer insurance – crucial in a time of climate uncertainty. However, digital agriculture tools’ effect on food security and the environment remains unclear. What is missing? The effectiveness of farm-specific solutions depends on accurate and reliable data. Challenges like limited access to smartphones and data, as well as digital literacy, must be addressed. We also found that few tools explicitly target sustainable practices or offer climate adaptation solutions. Integrating metrics like water use efficiency and soil health into digital platforms can help farmers make eco-friendly decisions, and adapt to weather related risks. Governments and agencies could incentivise such climate-resilient practices through digital platforms. There are also gaps in understanding the long-term effects of digital tools on farm productivity, food security and environmental sustainability. Finally, comprehensive and rigorous evaluations are needed to understand the full effect of these tools: their usability, affordability, and how easy it is to integrate them with existing farming practices. Evelyne Njuguna, Doctoral Reseacher in Agricultural Economics, University of Hohenheim; John Mburu, Professor of Agricultural and Resource Economics, University of Nairobi; Regina Birner, , University of Hohenheim, and Thomas Daum, Senior Research Fellow, University of Hohenheim This article is republished from The Conversation under a Creative Commons license. Read the original article.

Can apps and digital resources support your child with autism or ADHD? Here’s what to look for (2025-01-17T14:31:00+05:30)

Kelsie Boulton, University of Sydney and Adam Guastella, University of Sydney Neurodevelopmental conditions such as attention deficit hyperactivity disorder (ADHD) and autism affect about one in ten children. These conditions impact development, behaviour and wellbeing. But children with these conditions and their caregivers often can’t get the support they need. Families report difficulties accessing health-care providers and experience long wait lists to receive care. Digital tools, such as apps and websites, are often viewed as a solution to these gaps. With a single click or a download, families might be able to access information to support their child. There are lots of digital tools available, but it’s hard to know what is and isn’t useful. Our new study evaluated freely available digital resources for child neurodevelopment and mental health to understand their quality and evidence base. We found many resources were functional and engaging. However, resources often lacked evidence for the information provided and the claimed positive impact on children and families. This is a common problem in the digital resource field, where the high expectations and claims of impact from digital tools to change health care have not yet been realised. What type of resources? Our study identified 3,435 separate resources, of which 112 (43 apps and 69 websites) met our criteria for review. These resources all claimed to provide information or supports for child neurodevelopment, mental health or wellbeing. Resources had to be freely available, in English and have actionable information for children and families. The most common focus was on autism, representing 17% of all resources. Resources suggested they provided strategies to promote speech, language and social development, and to support challenging behaviours. Other common areas included language and communication (14%), and ADHD (10%). Resources had various purposes, including journalling and providing advice, scheduling support, and delivering activities and strategies for parents. Resources delivered information interactively, with some apps organising content into structured modules. Resources also provided options for alternative and assistive communication for people with language or communication challenges. Most apps were functional and accessible Our first question was about how engaging and accessible the information was. Resources that are hard to use aren’t used frequently, regardless of the information quality. We evaluated aesthetics, including whether digital tools were easy to use and navigate, stylistically consistent, with clean and appealing graphics for users. Most resources were rated as highly engaging, with strong accessibility and functionality. But many lacked quality information We ranked resources on various features from 1 (inadequate) to 5 (excellent), with a ranking of 3 considered acceptable. These ratings looked at how credible the resource was and whether there was evidence supporting it. Despite their functionality, 37% of reviewed apps did not meet the minimum acceptable standards for information quality. This means many apps could not be recommended. Most websites fared better than apps. There also wasn’t a lot of scientific evidence to suggest using either apps or digital resources actually helped families. Studies show long-term engagement with digital tools is rare, and downloads don’t correspond to frequent usage or benefits. Digital tools are often viewed as a panacea to health-care gaps, but the evidence is yet to show they fill such gaps. Digital health is a fast-moving field and resources are often made available before they have been properly evaluated. What should you look for in digital resources? We found the highest quality resources were developed in collaboration with institutions, such as health, university or government groups. One highly rated resource was the Raising Children’s Network and the associated app, Raising Healthy Minds. These are co-developed with a university and hospital, and by people with appropriate qualifications. This resource provides information to support children’s overall health, development and wellbeing, with dedicated sections addressing neurodevelopmental needs and concerns. Our research shows parents can assess whether digital resources are high quality by checking they are: factually correct. Look for where the app or resource is getting its information. Does the author have the qualifications and training to provide the information? Are they a registered health expert who is accountable to a regulatory body (such as AHPRA, the Australian Health Practitioners Regulation Agency) for providing information that does not cause harm? consistent across multiple credible sources, such as health institutions. linked to supporting information. Look for reliable links to reputable institutions. Links to peer-reviewed scientific journals are often helpful as those articles will also usually describe the limitations of the research presented. up-to-date. Apps should be frequently updated. For websites, dates of update are usually found on the homepage or at the bottom of individual pages.  Beware of red flags Some things to watch out for are: testimonials and anecdotes without evidence and scientific links to back the anecdotes up. If it sounds too good to be true, it probably is. no information provided about conflicts of interest. Organisations gain when you click on their links or take their advice (financial, reputation and brand development). Think about what they gain when you use their information to help keep a balanced perspective. Remember, the app’s star rating doesn’t mean it will contain factual information from a reliable source or be helpful for you and your child. The role of digital tools Digital tools won’t usually replace a health professional, but they can support care in many different ways. They may be used to help to educate and prepare for meetings, and to collaborate with health providers. They may also be used to collect information about daily needs. Studies show reporting on sleep in children can be notoriously difficult, for example. But tracking sleep behaviour with actigraphy, where movement and activity patterns are measured using a wearable device, can provide information to support clinical care. With the promise of artificial intelligence, there will also be new opportunities to support daily living. Our findings reflect a broader problem for digital health, however. Much investment is often made in developing products to drive use, with spurious claims of health benefits. What’s needed is a system that prioritises the funding, implementation and evaluation of tools to demonstrate benefits for families. Only then may we realise the potential of digital tools to benefit those who use them. Kelsie Boulton, Senior Research Fellow in Child Neurodevelopment, Brain and Mind Centre, University of Sydney and Adam Guastella, Professor and Clinical Psychologist, Michael Crouch Chair in Child and Youth Mental Health, University of Sydney This article is republished from The Conversation under a Creative Commons license. Read the original article.

Digital twin of APR1400 control systems created (2024-11-07T13:44:00+05:30)

The opening of the Innovative MMIS Centre (Image: KHNP) After four years of research, Korea Hydro & Nuclear Power has completed the development of a digital twin of the Man-Machine Interface System for the control room and instrumentation & control system of the APR1400 reactor. It expects this to "greatly contribute to the reliability and safety of nuclear power generation". KHNP completed the construction of its Innovative MMIS Centre at the KHNP Central Research Institute in Daejeon, South Korea. It is equipped with Man-Machine Interface System (MMIS) digital twin virtualisation facilities. The company said this centre "is expected to contribute as an advance base for the MMIS digital twin simulator included in the Czech new nuclear power plant construction project, for which KHNP has been selected as the preferred bidder". The MMIS digital twin for the APR1400 is characterised by implementing the safety and non-safety system controllers of nuclear power plants identical to actual equipment through full virtualisation, which KHNP says is more advanced than existing object-based twins. "Using this newly developed technology, performing simulation of all processes from power plant construction to operation becomes possible," KHNP said. "In the power plant construction phase, design verification can be performed, and in the operation phase, it can be of a great help in performing root cause analysis when events such as failures occur. "For example, when utilising the MMIS digital twin, various scenarios possible in a power plant can be simulated to test various control systems, and problem-solving ability and maintenance efficiency can be improved through smart engineering functions, real-time monitoring of controllers, and data analysis functions." KHNP Research Institute Director Ho-cheol Shin said: "Our Korean MMIS digital twin for APR1400 will further enhance the safety of nuclear power plants, and it is expected to also further increase our export competitiveness." South Korea has four operational APR1400 units - Saeul units 1 and 2 (formerly Shin Kori 3 and 4) and Shin Hanul units 1 and 2. Two further APR1400s are under construction as Saeul units 3 and 4. Construction permits for APR1400 units at Shin Hanul units 3 and 4 were granted last month.Four APR1400 units have also been built at the Barakah nuclear power plant in the UAE, which are all now in commercial operation.Digital twin of APR1400 control systems created

Unlocking Success: Marketing for HR Firms with a Digital Marketing Agency (2024-09-05T14:07:00+05:30)

Today’s job market is more competitive. So, “marketing for HR firms” is more important than ever. HR companies try to connect with businesses. The businesses want top people and good HR solutions. The role of a digital marketing firm is essential. This piece discusses how working with a digital marketing agency can change the reach and efficiency of HR firms, ensuring they stay ahead in a dynamic market. Understanding the Landscape of HR Marketing Marketing for HR firms includes a unique set of hurdles and possibilities. Unlike other sectors, HR marketing needs to appeal to both companies looking for HR services and possible individuals wanting work. This dual focus needs a complex approach that balances B2B marketing with job branding. A digital marketing firm, such as SmartSites, focuses on building personalized plans that handle these difficulties. I have experience in SEO, PPC, social media marketing, and content creation. With these skills, a digital marketing business can increase the exposure of HR companies. They can do this on many online platforms. Enhancing Online Presence through SEO. SEO is a key part of successful digital marketing. It is crucial for HR companies. By improving website content and using smart phrases. HR companies can boost their search engine results. This makes it easier for clients and candidates to find them. A digital marketing business will conduct thorough keyword research to find the most relevant words for your HR company. Using focus keywords like “marketing for HR firms” and “digital marketing agency” in your website and blog posts can greatly boost your search engine exposure. This not only drives traffic to your site but also identifies your company as a leader in the HR field. Leveraging PPC and paid advertising. PPC advertising is another strong tool. It’s in the toolbox of a digital marketing firm. PPC strategies allow HR companies to target specific groups. This ensures that their ads reach the right crowd at the right time. This exact aim is especially helpful for HR companies, which need to connect with decision-makers in businesses and suitable job hunters. A digital marketing firm will create and handle PPC ads that improve ROI. By studying data and changing plans in real-time, they ensure that your marketing budget is used efficiently, providing the best possible results. Engaging Audiences with Social Media Marketing In the digital age, social media platforms are important outlets for marketing for HR companies. Social media marketing helps HR companies to interact with their audience, share useful information, and build a community around their brand. Platforms like LinkedIn, Facebook, and Twitter are particularly effective for reaching both B2B clients and possible workers. A digital marketing firm can build and handle your social media profile, creating posts that connect with your target audience and encourage interaction. Through regular changes, interesting content, and smart use of hashtags, they can enhance your firm’s exposure and image online. Crafting Compelling Content Content is king in the world of internet marketing. For HR companies, making useful, interesting material is key to drawing and keeping clients and candidates. This includes blog pieces, white papers, case studies, and more. High-quality material not only provides value to your audience but also improves your SEO results and places your company as a thought leader in the HR field. A digital marketing firm will help you build a content plan that fits with your business goals. They can help in creating material that addresses the pain points of your target audience, shows your knowledge, and highlights the unique benefits of your HR services. Analyzing and optimizing marketing efforts. One big benefit of working with a digital marketing firm is that they can assess and improve your marketing often. They can use advanced analytics tools. They can track your success, measure key data, and find areas to improve. Regular feedback and insights from a digital marketing firm ensure that your marketing strategy stays flexible and effective. By knowing what works and what doesn’t, HR firms can change their method to stay competitive and achieve their marketing goals. Conclusion In conclusion, marketing for HR companies needs a planned and diverse approach. Partnering with a digital marketing agency like SmartSites gives HR companies the knowledge and tools. They need to handle the challenges of digital marketing. A digital marketing service can help HR companies with SEO. It can also help with PPC, social media, and content. They improve their online profile. They connect with their audience. They achieve their business goals.HR firms should invest in pro digital marketing services. It is a smart move for them. They are looking to thrive in today’s tough world. HR firms can tap the power of a digital marketing agency. Doing so can open new paths for growth and success. Unlocking Success: Marketing for HR Firms with a Digital Marketing Agency

Unlocking Success: Marketing For HR Firms With A Digital Marketing Agency (2024-07-02T14:34:00+05:30)

Today’s job market is more competitive. So, “marketing for HR firms” is more important than ever. HR companies try to connect with businesses. The businesses want top people and good HR solutions. The role of a digital marketing firm is essential. This piece discusses how working with a digital marketing agency can change the reach and efficiency of HR firms, ensuring they stay ahead in a dynamic market. Understanding the Landscape of HR Marketing Marketing for HR firms includes a unique set of hurdles and possibilities. Unlike other sectors, HR marketing needs to appeal to both companies looking for HR services and possible individuals wanting work. This dual focus needs a complex approach that balances B2B marketing with job branding. A digital marketing firm, such as SmartSites, focuses on building personalized plans that handle these difficulties. I have experience in SEO, PPC, social media marketing, and content creation. With these skills, a digital marketing business can increase the exposure of HR companies. They can do this on many online platforms. Enhancing Online Presence through SEO. SEO is a key part of successful digital marketing. It is crucial for HR companies. By improving website content and using smart phrases. HR companies can boost their search engine results. This makes it easier for clients and candidates to find them. A digital marketing business will conduct thorough keyword research to find the most relevant words for your HR company. Using focus keywords like “marketing for HR firms” and “digital marketing agency” in your website and blog posts can greatly boost your search engine exposure. This not only drives traffic to your site but also identifies your company as a leader in the HR field. Leveraging PPC and paid advertising. PPC advertising is another strong tool. It’s in the toolbox of a digital marketing firm. PPC strategies allow HR companies to target specific groups. This ensures that their ads reach the right crowd at the right time. This exact aim is especially helpful for HR companies, which need to connect with decision-makers in businesses and suitable job hunters. A digital marketing firm will create and handle PPC ads that improve ROI. By studying data and changing plans in real-time, they ensure that your marketing budget is used efficiently, providing the best possible results. Engaging Audiences with Social Media Marketing In the digital age, social media platforms are important outlets for marketing for HR companies. Social media marketing helps HR companies to interact with their audience, share useful information, and build a community around their brand. Platforms like LinkedIn, Facebook, and Twitter are particularly effective for reaching both B2B clients and possible workers. A digital marketing firm can build and handle your social media profile, creating posts that connect with your target audience and encourage interaction. Through regular changes, interesting content, and smart use of hashtags, they can enhance your firm’s exposure and image online. Crafting Compelling Content Content is king in the world of internet marketing. For HR companies, making useful, interesting material is key to drawing and keeping clients and candidates. This includes blog pieces, white papers, case studies, and more. High-quality material not only provides value to your audience but also improves your SEO results and places your company as a thought leader in the HR field. A digital marketing firm will help you build a content plan that fits with your business goals. They can help in creating material that addresses the pain points of your target audience, shows your knowledge, and highlights the unique benefits of your HR services. Analyzing and optimizing marketing efforts. One big benefit of working with a digital marketing firm is that they can assess and improve your marketing often. They can use advanced analytics tools. They can track your success, measure key data, and find areas to improve. Regular feedback and insights from a digital marketing firm ensure that your marketing strategy stays flexible and effective. By knowing what works and what doesn’t, HR firms can change their method to stay competitive and achieve their marketing goals. Conclusion In conclusion, marketing for HR companies needs a planned and diverse approach. Partnering with a digital marketing agency like SmartSites gives HR companies the knowledge and tools. They need to handle the challenges of digital marketing. A digital marketing service can help HR companies with SEO. It can also help with PPC, social media, and content. They improve their online profile. They connect with their audience. They achieve their business goals.HR firms should invest in pro digital marketing services. It is a smart move for them. They are looking to thrive in today’s tough world. HR firms can tap the power of a digital marketing agency. Doing so can open new paths for growth and success. Unlocking Success: Marketing For HR Firms With A Digital Marketing Agency - HR News

How Digital Recruitment Can Help Entrepreneurs Find Top Talent (2024-06-10T14:23:00+05:30)

Imagine you’re standing in a room full of potential employees, each with their unique skills and experiences. But this isn’t a traditional room; it’s a digital one, vast and limitless, filled with talent from around the world. Digital recruitment allows you to navigate this room efficiently, locating the perfect match for your business needs. It’s not just about saving time and effort; it’s about finding top-tier talent that can drive your business forward. But how exactly does this digital revolution translate into finding the right talent for you? Let’s explore. Understanding Digital Recruitment In the digital age, it’s essential for you as an entrepreneur to grasp how digital recruitment works, as it can greatly streamline your hiring process and find the right talent for your business. Digital recruitment, also known as e-recruitment or online recruitment, is the practice of using web-based tools and technologies to attract, assess, and hire potential employees. You’ll typically use digital platforms like LinkedIn, Indeed, or your own company website to post job openings. Then, you’ll use these platforms’ capabilities to screen resumes, conduct initial interviews, and sometimes even perform background checks. Another aspect of digital recruitment involves social media. You can use platforms like Facebook or Twitter to promote job openings, reach out to potential candidates, or even check out a candidate’s online presence. Benefits of Digital Recruitment Harnessing the power of digital recruitment can yield numerous advantages of digital recruitment for your business, making your hiring process more efficient and cost-effective. Beyond these, there are three key advantages of digital recruitment you need to understand: Access to a Wider Talent Pool: Traditional hiring methods often limit you to local candidates. Digital recruitment, however, opens up a global talent pool. You can attract and hire the best candidates from anywhere in the world. Speedy Recruitment Process: Digital recruitment streamlines the hiring process. Online job postings, e-resumes, and video interviews can greatly reduce the time-to-hire, enabling you to fill vacant positions more quickly. Reduced Hiring Costs: The automation of certain recruitment tasks can substantially lower hiring costs. Posting jobs online, for instance, is cheaper than print advertising. Additionally, virtual interviews eliminate the need for travel expenses. In short, digital recruitment can revolutionize your hiring strategy. It’s not just about saving time and money, but also about accessing a broader talent market, which is vital for business growth. Embrace digital recruitment and see how it can transform your talent acquisition process. Tools for Effective Digital Recruitment To strengthen your digital recruitment efforts, it’s essential to leverage the right tools and platforms. Applicant Tracking Systems (ATS) are a must-have since they streamline the process by automatically sorting and tracking applications. Popular platforms like Workable and Greenhouse offer robust ATS features, including job posting, resume parsing, and interview scheduling. LinkedIn is another powerful tool for digital recruitment. With its advanced search options and vast network of professionals, it’s a great resource for finding candidates with specific skills or experience. Additionally, professional networking sites like LinkedIn also provide options for job postings and candidate tracking. Job board aggregators, such as Indeed or Glassdoor, should also be part of your digital toolkit. These platforms pull job postings from various sites, increasing your reach to potential candidates. Implementing Digital Recruitment Strategies Having the right tools in your digital recruitment arsenal is just the beginning; now, it’s time to put those tools to work by implementing effective strategies. Leverage Social Media: Use platforms like LinkedIn, Facebook, and Twitter to reach potential candidates. Post job openings, share company culture, and engage with prospective talent. Social media isn’t just for brand promotion, it’s a highly effective recruitment tool. Optimize for Mobile: Guarantee your career page and application process is mobile-friendly. Most job seekers use their smartphones to look for opportunities. If you’re not optimized for mobile, you’re missing out on a large pool of talent. Use Data-Driven Decisions: Implement analytics to track the success of your recruitment strategies. Use this data to refine your approach and make informed decisions. Digital Recruitment and Global Talent In today’s digitally connected world, your digital recruitment strategy can open doors to a global pool of talent, making it easier than ever to find the right fit for your enterprise. You’re no longer confined by geographical boundaries. Instead, you can hire skilled professionals from around the world, bringing diverse perspectives and ideas into your business. Digital recruitment platforms offer sophisticated search tools that allow you to filter candidates by skills, experience, and education. This means you’re not wasting time sifting through irrelevant applications. You’re directly targeting the talent that fits your specific needs. Moreover, digital recruitment provides a two-way street. It’s not just about you finding the best talent; it’s also about the best talent finding you. A well-structured online presence can attract top-tier candidates who are actively seeking new opportunities. Employing global talent can also increase your business’s cultural competency, allowing you to better understand and cater to international markets. This can be a game-changer for your business growth. However, bear in mind the need for effective communication and collaboration tools to manage your diverse team effectively. In essence, digital recruitment empowers you to find, attract, and manage top talent on a global scale, propelling your business to new heights. Case Studies: Success With Digital Recruitment Let’s explore some real-world examples of businesses that have utilized digital recruitment to attract and secure high-caliber talent from around the globe. IBM: This multinational tech giant revamped its recruitment strategy to focus on digital channels. They used artificial intelligence for candidate sourcing and selection, which greatly reduced recruitment time and increased the quality of their hires. Their digital recruitment strategy was a massive success, resulting in them bagging the Talent Board’s 2017 North American Candidate Experience award. Starbucks: The coffeehouse chain leveraged social media platforms to attract and engage potential candidates. They created a job-specific Twitter handle, @StarbucksJobs, which broadcasts new job opportunities and interacts with prospective applicants. This digital recruitment strategy has been instrumental in filling their vacancies quickly. L’Oréal: The cosmetics company uses digital tools like virtual reality and gamification in their recruitment process. These innovative methods not only attract a younger demographic but also provide a unique candidate experience, setting them apart from their competition. These examples illustrate the effectiveness of digital recruitment in sourcing and securing top talent. As an entrepreneur, you can take a cue from these successful case studies and incorporate digital recruitment in your hiring strategy. Future Trends in Digital Recruitment Building on the success of digital recruitment, it’s essential for you to stay abreast of future trends that could redefine the hiring landscape. Anticipated trends include an increased reliance on artificial intelligence (AI) and machine learning, with these technologies predicted to streamline the recruitment process and enhance candidate selection. AI can help you identify top talent faster by automating tasks such as resume screening and initial interviewing. Machine learning algorithms can analyze vast amounts of data to predict candidate success, saving you valuable time and resources. Data analytics is another trend you can’t ignore. It’s expected to play a pivotal role in future recruitment strategies, providing insights into candidate behaviors and preferences. This will enable you to make data-driven decisions and craft more effective recruitment campaigns. Lastly, mobile recruitment will continue to grow in prominence. A mobile-first approach to job advertising and application processes caters to the increasing number of job seekers using smartphones for job search. Staying ahead of these trends can help you optimize your digital recruitment strategies, ensuring you attract and retain the top talent necessary for your entrepreneurial success. Conclusion So, are you ready to leverage digital recruitment to find top talent for your entrepreneurial venture? Remember, by utilizing web-based tools and social media platforms, you can access a global talent pool, accelerate your hiring process, and make data-driven decisions. The future of recruitment is digital, and it’s time you embrace it to fuel your venture’s success.Isn’t it exciting to know that your next top hire could be just a click away?How Digital Recruitment Can Help Entrepreneurs Find Top Talent - HR News

Navigating HR Strategies In The Digital Age With Digital Marketing (2024-05-17T12:45:00+05:30)

In the dynamic landscape of human resources (HR), adapting to the digital era has become essential for businesses seeking to attract, retain, and engage top talent. Drawing parallels from the world of digital marketing, where strategies like Search Engine Optimization (SEO) are pivotal for online success, HR professionals can learn valuable insights on optimizing their approach to recruitment, employee engagement, and global HR management. Enhancing Local Talent Acquisition: HR Glasgow Approach: Much like businesses in Glasgow tap into SEO Glasgow strategies for local visibility, HR departments in the region can employ a localized approach to talent acquisition. Just as SEO targets location-specific keywords to rank higher in search results, HR Glasgow can leverage job postings and descriptions tailored to the local workforce. Phrases like “leading careers in Glasgow” or “top opportunities in Glasgow” align with the intentions of job seekers looking for positions in the area. However, effective HR in the digital age goes beyond keywords. Just as website performance affects SEO rankings, a company’s online application process, mobile-friendliness, and candidate experience significantly impact the quality of applicants. Collaborating with HR experts attuned to the nuances of the Glasgow job market can ensure that the hiring process not only identifies the right candidates but also offers a seamless experience reflective of the company’s values. Global Workforce Management: Insights from WebUplift: In the realm of global enterprises like WebUplift, HR’s role is akin to the global reach of SEO. Whether managing a diverse workforce or ensuring uniform HR policies across international offices, HR’s influence spans continents. WebUplift’s emphasis on SEO mirrors the HR approach to global talent management. By identifying industry-specific keywords and crafting job descriptions that resonate with a global audience, HR professionals can position their company as an attractive employer on a global scale. Just as WebUplift gains organic traffic through strategic keyword implementation, HR can draw the attention of top talent by strategically highlighting the company’s unique culture and growth opportunities. However, just like SEO, HR strategies must adapt to different cultural contexts. Tailoring benefits, policies, and communications to suit diverse work cultures is integral. Staying updated on changing labor laws and cultural norms ensures HR departments remain compliant and appealing to talents from various backgrounds. Synchronization of HR Principles: Interestingly, the principles that drive the success of SEO and global market expansion echo in effective HR strategies. Both emphasize user-centric experiences, seamless interfaces, and the cultivation of strong connections. Whether localizing HR tactics or globalizing HR policies, the essence of prioritizing employee satisfaction, personal development, and building robust relationships remains unchanging. Conclusion: HR professionals can draw inspiration from the digital world’s strategies. By embracing the principles of localization, global expansion, and personalized engagement, HR can elevate its role in the organization, ensuring the best talent is attracted, retained, and nurtured in the digital age.Navigating HR Strategies In The Digital Age With Digital Marketing - HR News

How are CVs Transforming in the Digital Age? (2024-05-13T14:35:00+05:30)

CVs have been a crucial part of the employment process since the 1950s, when they became a formal expectation at job interviews. In the decades since then, the CV has evolved, and now digital elements have been incorporated. Job seekers need to know various tips and tricks to ensure their CV can compete in the digital age, and HR employees need to be trained in new techniques for sifting through applications. From Paper to Digital: A Shift in Style: Until recently, job seekers would simply write up their CV onto a piece of paper and post it to employers. There has been a recent transition from paper to digital, though, which has brought about various changes in approach. Not only do candidates have to reconsider the way they structure CVs, but HR departments need to change their approaches to dealing with them. The shift to a digital CV format means that it’s possible to include elements that never existed on pre-internet versions. For instance, candidates can now incorporate visual and interactive elements, such as infographics and hyperlinks. Employers could click these links to find out more information about a candidate, such as their past work or websites that they have created. Indeed, many candidates are now offering dynamic content alongside their CV applications. This can include personal websites that reveal online portfolios of past work and experience, offering an attractive extension to the CV for HR departments that want to delve further into the details of a potential new employee. More Important Than Ever for Candidates to Optimise Their CVs: With all these digital elements and additional tools at everyone’s disposal, it’s more important than ever for hopefuls to optimise their CVs as much as possible. The most sought after jobs will receive hundreds of applications, so prospective employees need to tailor their submissions to suit the job description and the digital screening process. It’s crucial for candidates to start by looking at some CV examples in the industry that they’re hoping to get employed in. There are major differences between engineering and accounting CVs, for example, so knowing what HR departments are seeking in these fields is beneficial. Researching keywords and phrases from the industry is also a winning approach, as these will be targeted by HR when they use digital tools to sort through applications. HR Can Use Applicant Tracking Systems to Filter Candidates: The introduction of applicant tracking systems has been a huge development for HR departments in the recruitment process. The systems can analyse hundreds of CVs in a short space of time, identifying the best candidates based on keywords and other predefined parameters. This means there’s much more efficiently in recruitment, as HR departments don’t need to spend as much time manually screening CVs. They can use the ATS to find the best options, and then explore these further. The customisation of filters means that HR departments can constantly refine their approach as well, zoning in on the perfect candidates for the job. CVs have already transformed massively in the digital age, and there could be other developments to come in the future. Therefore, it’s imperative that job seekers and HR departments keep up to date with modern trends.How are CVs Transforming in the Digital Age?

Digital textbooks expand learning for engineering students - South African study (2024-04-27T12:25:00+05:30)

Ekaterina Rzyankina, Cape Peninsula University of Technology In the past four years it’s become increasingly common for part or all of a university student’s learning to happen online. This transition to digital learning platforms has highlighted the digital divide within educational contexts. In poorer, less resourced and connected countries like South Africa, this divide is not merely a matter of who has access to digital devices and who doesn’t. It’s also about whether students are digitally literate. This is about more than merely navigating digital devices and platforms. It’s also about being able to think and evaluate information critically and to creatively use technology in problem-solving. Universities and other educational institutions need to urgently integrate digital literacy training into their curricula. Students need to become familiar with the technical aspects of digital tools and develop the mindset to use these tools for learning, research and innovation. So, how can this be done? My PhD in engineering education research centred on how novice engineering students at a South African university of technology use e-textbooks to develop digital literacy skills. My findings suggest that e-textbooks could make engineering education more inclusive and engaging. Students found the e-textbooks’ features helpful for grasping complex engineering concepts. This, in turn, enhanced their conceptual understanding. This suggests it’s a good idea to integrate e-textbooks into engineering education in South Africa. It’s not enough to focus on the technological aspects, though. There must also be a concerted effort to address the socio-economic and educational barriers that students face. What the study found: E-textbooks are becoming an increasingly integral part of university education around the world. These digital resources conveniently give students access to learning materials from any location at any time. They are also cheaper than paper textbooks. E-textbooks are interactive, with embedded multimedia elements and quizzes. This caters to diverse learning styles, making study sessions more engaging and effective. The ease of updating digital content also ensures that students have the latest information. That’s a big advantage in rapidly evolving fields such as engineering. Unlike traditional textbooks, e-textbooks can include interactive elements that encourage students to work with their peers. Features such as shared annotations, discussion forums and interactive exercises can make them a dynamic platform for collaborative learning. This enriches the learning experience and fosters a sense of community among students, a critical factor in educational success. I invited first-year students at a South African university to participate in my study. A total of 73 students from two engineering departments – Chemical Engineering and Maritime Studies – responded to the survey. I then selected 14 participants for a qualitative in-depth investigation. They engaged in individual and group reading activities. These sessions were followed by interviews. The students offered insights into their understanding and previous practices with digital texts. They also told me how they used the prescribed e-textbook. It became evident that students were not mere passive consumers of information. Some adopted emerging digital literacy practices. They navigated the e-textbooks easily, using hyperlinks for quick access to previous chapters and revision. They watched embedded videos to grasp complex concepts. They used emojis to annotate and personalise their readings and the highlighting feature to emphasise crucial points. Others engaged more superficially with the content. In these instances, students simply read the text and viewed the illustrations, much as they’d use paper books. This can likely be explained by the fact that many students, especially those coming from rural areas or under-resourced schools in South Africa, might have limited exposure to digital devices and technology before entering university. Students not accustomed to using digital devices would take time to adjust. I also found that many students weren’t using the e-textbook’s collaborative functions – even though they told me during discussions that they recognised collaborating could be valuable. One student suggested: The e-textbook should include interactive features for collaboration [online], such as studying in groups where everyone sees each other’s highlights in different colours. Increasing inclusivity: My findings suggest that e-textbooks could make engineering education more inclusive. These digital resources can help create an environment where students from diverse backgrounds, with varying abilities and learning preferences, can learn effectively. For example, a student with dyslexia might find traditional textbooks challenging. The different modes that an e-textbook uses to provide content, such as video explanations, offer alternative pathways to understanding complex engineering concepts. Traditional paper books often overlook the unique needs of learners and students with special educational needs. Inequalities: However, while e-textbooks present a promising tool for enhancing learning experiences, their impact on educational inequalities cannot be overlooked. The mere availability of digital resources does not ensure equitable access. Financial barriers, lack of infrastructure, and inadequate digital literacy are hurdles that many South African students face. The adoption of e-textbooks must be accompanied by targeted interventions designed to address these challenges. For example, universities could provide free or heavily subsidised access to e-textbooks to assist poorer students. Partnerships between institutions and publishers may also be fruitful. Ekaterina Rzyankina, Lecturer, Cape Peninsula University of Technology This article is republished from The Conversation under a Creative Commons license. Read the original article.