Experis Blog

ManpowerGroup (Manpower, Experis and Talent Solutions) has undertaken a multi-national primary research project to understand the needs and wants of employees in 2020. The survey looked at many of the usual motivational aspects of an employee’s job. The results will challenge the way businesses to engage with their staff in 2020! Download a full research here The first important factor to acknowledge is that what workers want will vary by age, gender and the stage in their career lifecycle. More pay, flexibility and challenging work are non-negotiables to all. However, there are additional levers employers pull to attract and retain in-demand and diverse talent. What Are the Top 5 Employee Wants for 2020? 1. Pay Always Matters – But How It’s Delivered Matters More Pay is the Top Attraction and Retention Factor for all workers. Companies must get creative to enhance compensation beyond cash to differentiate and attract talent. Think personalization like autonomous working, flexibility, parental leave, and time-off policies. Add attractive financial incentives and goodwill gestures that reward loyalty, learning, and personal development. These policies will mean companies will be more likely to attract and retain the best talent! 2. People Management Strategy Must Be Both a Science and an Art The modern employee wants assignments that test their abilities and projects that demand the best from them. They want insight and advice on fit today and potential tomorrow. This is where the assessment comes in. Assessment can remove bias and over-reliance on Applicant Tracking Systems (ATS) that automatically sift suitable candidates out. Workers want career conversations and coaching to set goals, manage their development and control their career. 81% of assessed employees report higher job satisfaction versus 65% of those who are not assessed! 3. Workers Want Education, Experience, Exposure Challenge is a priority for workers of all ages and means a multitude of things. Stretch Opportunities. Rotational assignments. On-the-job learning and apprenticeships. Stimulating projects. Agile work across various teams. Applying fresh skills in new roles. Thinking harder. Feeling more tested. Clear career pathway from this job to next. People want portfolio work that offers variety, broadens their experience and builds knowledge. A sink-or-swim approach, without support, can result in burnout! Managers need coaching skills to guide people to choreograph career conversations. Surprisingly only 16% of employees say they have ongoing conversations with their managers about their careers. Employees whose managers listen to their work problems are 62% less likely to burnout! 4. Productivity Beats Presenteeism in 2020 Workers are now prioritizing balance and choice. Workers now want the social aspect of work with the flexibility to accommodate the demands of modern life. The bottom line, employers need to loosen up! Consider these progressive options for employees: Non-traditional work hours with flexible starts. End times that counter the rush hour and control the commute. Work from Home (WFH) and Work from Wherever (WFW) policies. Promote side gigs to nurture entrepreneurialism. Condensed four-day work weeks or five-hour workdays that peak productivity. Preserve the weekend. Parental leave that balances family and care (this can be worth more than pay). To tap the whole talent pool and retain a good workforce, employers must strike the balance of flexibility and reward productivity over presenteeism. Culture & leaders must promote it! 5. Bragging Rights Matter in the Modern Workplace Workers want to be proud of who they work for and take pride in what they do. Strong brands, solid reputation, a great place to work and an opportunity to make an impact are in the top ten reasons to work for an organization. How life looks on LinkedIn is just as important as how it looks on Instagram! Companies with purpose, a commitment to people, and the planet are in-demand. With 45% of the global population on social media, people have more visibility than ever into the careers of friends. Companies need to meet current employees where they are at and work hard to achieve the Glassdoor recommendations.

Now in its 13th year, the Talent Shortage Survey finds that from over 1,000 employers across Ireland, the Skilled Trades sector (electricians, welders & mechanics) is suffering the most acute talent shortage. Sales & Marketing (sales reps/managers, graphic designers) remain the second hardest positions to fill, consistent with 2018; while the Office Support sector (administrative assistants, PAs, receptionists) rises in the talent shortage rankings from eighth in 2018 up to third hardest to fill roles this year. The skills gap increased by more than five times over the past decade; jumping from 5% in 2009 to 27% in the latest survey. Organisations with over 250 employees are experiencing the most notable skills deficits: 75% are unable to fill their open roles. Conversely, organisations with less than ten employees fare much better in the war for talent, with only 18% reporting difficulty in filling roles. Click here to download the full Talent Shortage 2020 infographic. hashtagClick here to download the full Talent Shortage 2020 infographic.The skills gap increased by more than five times over the past decade; jumping from 5% in 2009 to 27% in the latest survey. Organisations with over 250 employees are experiencing the most notable skills deficits: 75% are unable to fill their open roles. Conversely, organisations with less than ten employees fare much better in the war for talent, with only 18% reporting difficulty in filling roles.

Are robots eliminating jobs? Nope. Not even close. Automation is already creating more jobs – and the trend is sticking around. In fact, companies that are digitizing are growing, and that growth is creating more and new kinds of opportunities. In fact, according to ManpowerGroup’s Humans Wanted: Robots Need You report, 91% of employers plan to maintain or increase headcount due to automation. (Yay for robots!) IT demand leads the way No surprise here. IT hiring is hot. And the impact of automation, technology and things like robots will make it even hotter. According to the report, 16% of companies expect an IT headcount increase. And while the demand for hard skills in tech and digital are critical, the need for soft skills are growing more than ever as automation scales and machines handle routine tasks. Companies need humans with a blend of soft and hard skills. Combine those skills with a passion and desire to learn and you will be ahead of the game. How to keep up It’s important to stay current and adaptable. New and/or upgraded skills may be required as jobs are transformed. Employees will be hard to find. Employers will need to find ways to attract or build the talent they need. 76% of U.S. organizations expect to be upskilling their workforce by 2020. You will need to be ready. You will need to keep up. But, how? Soft skills. Soft skills. Soft skills. Did I mention soft skills? You need to improve, refine and build your battery of soft skills. Employees with elevated communication skills, problem solving, and critical thinking skills will rise to the top of the pack. Feel like your teamwork, time management or other soft skill need work? Try taking a course, working with a mentor or asking a friend or colleague for feedback. For more insight into the specific soft skills employers seek, click here. Keep learning. Lifelong learning isn’t just a trendy phrase; it is a requirement for success. Whether you need to go back to school or take an online course, don’t put it off. Stay up-to-date on current requirements, certifications, programs and skills. Take advantage of training opportunities offered by your employer, local universities, professional organizations and more. Many courses are offered at no cost. Look around. Don’t get left behind. Make friends with the robots. Just kidding. Sort of. Be prepare for digitization and automation to take over some elements of your work. Figure out what you can do that a machine can’t and focus on those talents. Maybe your robot friend can bring you a coffee. Transform yourself as the workforce transforms. The opportunities will be there, you just have to be ready for them. Read the full report - Humans Wanted: Robots Need You.

The search for talent is a core part of every businesses strategy and the candidate experience is paramount. As the talent market becomes more candidate driven we know that the interview process is very much a two-way street. By interview stage a candidate will already at some level be attracted to the company and role. They are then using the interview to decide is this the best next step for them. We frequently see the positive and negative impact of the interviewer on a candidate’s decision accept an offer with a company. So how can your business ensure that your interviewers attract the best? From our candidates feedback we have put together some insights and ideas Talent attracts talent – are you looking for someone who is motivated, innovative, driven - make sure that you are embodying these traits in the interview process and when you are discussing the role and the company Be prepared for the interview – make sure you have read the CV thoroughly, identify the areas you want to probe in more detail but also areas where you can find common ground and build a relationship Put yourself in the candidate’s shoes - Most candidates have the same basic questions, but you would be surprised how many come out of the interview without these being fully answered - What will be expected of me in this role? Who are the people I will be working with closely like? What is the team culture like? What is the management style? Know your candidates - Work with your recruitment partner to gain an insight into the motivations of the candidates before the interview, so that you know what to highlight about the company and the role. An hour interview can go by very fast! Success stories - be realistic, if you oversell a role you can be back in the same position looking for someone new in six months’ time Write your notes after – or make simple notes and fill in later. Spending time writing notes and not making eye contact with the interviewee can be off putting Be the person that you would like to have an interview with. We spend a lot of lives with the people we work closely with an interview is a snapshot for the candidate on what that might be like. Being friendly, collaborate and open can go a long way to getting a candidate say yes. Subscribe to our newsletter to stay up to date with all the latest industry news and trends.

Unless you have been avoiding the internet and all media sources for the past few years, you will have heard (likely on multiple occasions) about the skills shortage affecting both Ireland and countries across the globe. And it’s impacting every industry, with organisations simply unable to find the people they need with the right blend of technical and soft skills. As ManpowerGroup’s latest Talent Shortage report highlights, Engineers, Technicians, Management, and Professionals (project managers, lawyers and researchers) are among the top 10 most in-demand skills in Ireland. But what can organisations looking to recruit this specialist talent do to ensure that they are not negatively impacted by these shortages? As the global leader in professional resourcing and workforce solutions, working with over 80% of the Fortune Global 500, we have a deep understanding of the most effective workforce strategies in the digital age. To help you build your specialist talent pipeline, here are the four key parts we believe organisations need to develop an effective talent strategy: 1. Build - Invest in learning and development to grow your talent pipeline With specialist professionals becoming increasingly difficult to source in the market, many organisations are beginning to turn to building their own talent in-house. Over half of the organisations surveyed are investing in learning platforms and development tools to build their talent pipeline, up from just 20% in 2014. 64% of employers are upskilling people in hard skills through technical certifications, apprenticeships and programming courses. And 56% are investing to develop their employees’ soft skills. But rather than selecting who goes forward for specific training based on a gut feeling, businesses must move towards making these decisions based on data: improved people analytics, psychometric assessment, predictive performance and AI can help employers to map their workforce and upskill their talent to areas where they require specialists. Most importantly, this approach can also be very positive for the employee, encouraging them to stay with the organisation longer as they develop and progress in their career. 2. Buy – Go to external market to find the best talent that cannot be built in-house in the timeframe required Sometimes the speed that you require for business critical projects to be delivered means that organisations just don’t have the time to upskill an existing member of staff into a new role. Instead, you need to deploy someone who already has the right capabilities to fill your skills gap. In specialist markets such as IT and engineering where the talent is particularly hard to find, employers need to work harder to attract talent. This includes developing and showcasing a strong employee value proposition, a clear purpose for the organisation and an attractive culture. In the absence of this, employers should expect to be prepared to pay a premium with benefits, wages or other perks. This is all the more important given how transparent workplaces are to today’s job seekers – and it’s becoming much harder to hide when your culture isn’t up to scratch. 3. Borrow – Cultivate communities of talent outside the organisation, including part-time, freelance, contract and temporary workers to complement existing skills Businesses often require talents for a short-term project, perhaps as part of an IT infrastructure implementation or to support with a large-scale engineering project. Traditionally, HR has focused on permanent employees, but with a greater number of workers choosing to work more flexibly, particularly in markets such as IT where contractors can often attract much higher salaries, total talent management solutions will be increasingly beneficial. Organisations must learn to cultivate communities of workers inside and outside of the company, tapping into the required talent in all its available forms. 4. Bridge – Help people move on and move up to new roles inside or outside the organisation The final pillar of the talent strategy is helping people to move on and up to new roles – whether they are with your organisation or elsewhere. This is particularly important for roles which are becoming redundant within the organisation, and organisations should work to identify and nurture talent with transferable skill sets. Done effectively, this approach will help the organisation to optimise the skills they have, and find alternative pathways for those whose skills no longer fit the business requirements. Unfortunately it will not always be possible to move people into a new role within their existing organisation, and employers must ensure that they treat people with respect and dignity in helping them to transition smoothly, taking their skills to new roles in other businesses. If you’d like to find out more about how Experis can help with your talent shortages, visit our Client Services section, or get in touch. The post Build, Buy, Borrow and Bridge – how to solve the talent shortage in your organisation appeared first on ManpowerGroup.

The recruitment industry is constantly evolving alongside technology. It wasn’t long ago when traditional paper based applications were the only way to apply for roles. Now we have the convince of digital based systems and even more recently cloud based professional networking platforms like LinkedIn. Social Talent have a great infographic on the evolution of technology in the recruitment industry you should check out. What’s the next step in the technological revolution? Blockchain technology. Blockchain is the foundation of the digital currency Bitcoin however there are far more applications that blockchain technology can be utilised to help improve many industries. To put it in simply Blockchain and Bitcoin are not the same. Bitcoin uses blockchain technology but blockchain can be used in many different contexts which have nothing to do with bitcoin or cryptocurrencies. The technology behind it all is quite complicated but the blockchain is a secure public ledger which gives participating parties a way of validating the information related to a transaction. In doing so, it speeds up the process and cuts out any middlemen. A good example is in the banking sector. If you send money to a friend, you usually have to use your bank, who then sends it to your friend's bank. The ledger of your bank will show the money being taken out. The ledger in your friend's bank will show the money being put in to his account. But without a bank, how would you send money over the internet? Instead of "trusting" the banks to do the work, you can use a public blockchain, which doesn't rely on trust of any entity except the blockchain itself. It's a distributed ledger that is made in a way so that if a fraudulent transaction is attempted, or someone tries to "spend" the same token-of-value twice, the blockchain will by public consensus reject the transaction. It's a form of "trustless trust", and does not need big institutions like banks to work. This is known as a Smart Contract which can be defined as a virtual agreement of a transaction/exchange of goods or assets that may or may not involve money. Its main role is for two parties to conduct a business transaction/trade, that can be digitally self-executed and self-enforced, acutely eliminating the need for a ‘middleman’. This would transfer power away from those who currently manage or verify transactions – a seismic change to the way the world currently operates. The traditional contract like those created by legal professionals today, rely heavily on middlemen or third parties be it for validation, review or authentication. There is also risk of loss, destruction or theft. A smart contract eliminates all that. The blockchain technology makes the same problem autonomous. Since it is based on a decentralized ledger, there is no chance of theft as several copies exist on various computers that host the blockchain. Any change induced by a party, results in the other party(s) being alerted instantaneously. A Smart contract saves time, conflict and is cheaper as the middlemen are cut out and therefore there are no commission expenses. 4 ways which Blockchain can improve the HR & recruitment industry. A blockchain is a distributed, shared digital ledger made up of a trail of validated facts. These facts can be anything from money to information. As part of this digital system of record keeping, each transaction and its details are validated and then recorded across a network of computers. Everyone who has access to the distributed ledger receives this information, and the parties agree on the accuracy before the block is replicated, shared and synchronized among the entities. A blockchain is virtually impossible to tamper with since each block of information references the block before it. In an age when trust is both elusive and held at a high premium, blockchain's appeal is soaring since it presents a way to confirm, validate and authenticate both values and events. In human resources, talent identification, selection, and processing require employers and employees to engage in a lengthy process of data verification. From verifying the candidate’s educational qualifications to work experience, including consulting referees, this can be time-consuming during staffing. As seen in another use cases: once the record is created by the source and stored in ‘a block’, an HR system could link to that record and digitally accept its authenticity. Sending out payroll payments electronically to overseas employees is costly and can take a long time to process due to intermediary third-party involvement. A recent report by Deloitte highlights factors such as inefficiencies in current international payrolling and frequent changes to exchange rates which also cause problems. Knowing this, blockchain provides a way of tracking financial transactions without a central authority. Blockchain tech will disrupt payroll by facilitating the management of employee mobility through the issuing of cross-border payments via an internationally-minded solution. Settlement with blockchain is instantaneous with no requirement for reconciliation, receipt, purchase ore rot the other traditional components of a transaction. According to a PWC report, it’s estimated that the resulting reduction in back office overheads could create annual savings of US$20bn for UK financial services, US$150bn for UK plc, and US$4 trillion for business globally. Onboarding, the process where new employees acquire gain an understanding of their new organisation and attain new knowledge, skills and behaviours, is costly and convoluted. According to HR Technologist, “Oracle has applied for a new patent related to the blockchain — one that harnesses the crypto technology for bettering workflow efficiency. The patent is titled ‘managing highly scalable continuous delivery pipelines,’ and talks about leveraging ‘pipeline blockchains’ to serve as distributed information points for product delivery flows.” Subramanian Iyer, a senior director with Oracle, has commented on how blockchain-based smart contracts could simplify onboarding and help organizations get new hires up to speed in less time. It seems that the company is now ready to move at full speed in that direction. Blockchain aims to improve upon cybersecurity in human resources through how fraud prevention and data protection are handled. Blockchain’s use of consensus to establish factual data helps to eliminate fraudulent data. Due to its decentralized storage base and distributed nature, blockchain’s very presence reduces the threat of cyberattacks upon data systems. Given HR’s involvement in high-volume financial transactions and responsibility for sensitive personal data, blockchain’s support in these areas is especially important. Subscribe to our newsletter to stay up to date with all the latest industry news and trends.

With unemployment remaining at the lowest levels seen since 2007, organisations are chasing an increasingly elusive talent pool in order to fill their skills gaps and allow their businesses to grow. To help us understand how this is impacting organisations globally, we asked nearly 40,000 employers in 43 countries and territories: How much difficulty they are having filling roles compared to last year Which skills are the most difficult to find, and why What are they doing to solve talent shortages Have a look at the infographic above to find out more about what employers from across Ireland told us. Professional talent shortages in Ireland Technicians (quality controllers, technical staff), Engineers (chemical, electrical, civil and mechanical) and Professionals (project managers, lawyers, researchers) were all ranked in the top 10 for the hardest skills to find in Ireland. Medium sized (50 - 249 employees) organisations are experiencing the greatest difficulties in filling job vacancies. The key reasons cited for the difficulty in finding the right talent are: a lack of candidates with the right experience (28%), a lack of applicants (26%), and skills (18%), an expectation for higher pay than is offered (7%) and a lack of the required soft skills (7%). Organisations with skills shortages in these areas, and other fields struggling to find niche talent such as IT, should revisit their approach to talent, building an effective talent strategy made up of the four key elements: Build - invest in learning and development to grow your talent pipeline Buy - Go to external market to find the best talent that can't be built in-house in the timeframe required Borrow - Cultivate communities of talent outside the organisation, including part-time, freelance, contract and temporary workers to complement existing skills Bridge - Help people move on and move up to new roles inside or outside the organisation. Subscribe to our newsletter to stay up to date with all the latest industry news and trends. Click here to download the full 2018 Talent Shortage Report (Ireland) report.

As covered in a recent Irish times article, graduates are facing some of the lowest unemployment rates since the last boom. Indeed, a recent survey by the Higher Education Authority shows that nearly 70% of all graduates are currently in employment and the majority of these are based here in Ireland. There hasn’t been a better time in the last 10 years, especially for STEM graduates to exit education and enter the working world. Companies in the Life Sciences sector are seeing the benefits of recent influx of STEM graduates. With an unemployment rate at 6.1%, graduates in Ireland are entering an employment environment that is unrecognisable to what is was 8 years ago. There are many benefits to hiring graduates and we have seen companies taking advantage of this in greater numbers in recent years by including them in the organisations talent strategy. Graduates – what are the benefits? Salary Cost There is an initial cost saving benefit for your talent strategy as starting salaries are often less than what is expected from more experienced staff. Graduates on average look for anywhere between €21,000 to €33,000 depending on industry. Willingness to Learn Usually the fundamental skills required for the position would have been attained in their college education. With no professional experience these graduates are your blank canvas, yours to be moulded into the best organisational fit. Often straight from the classroom and into the professional working world, graduates are able to quickly absorb information, train at a higher rate and take direction well. New Perspectives Injecting a new way of thinking both from an academic and generational stand point, graduates can bring a fresh perspective and increase team diversity. They provide an element of flexibility as bad work habits are yet to be formed which allows for graduates to quickly adapt to the established culture. As technology continues to evolve at a rapid pace, graduates are usually at the forefront of strides in technology. Succession planning Providing a career path for young graduates allows for hiring managers to move new hires laterally throughout the organisation. This experience prepares future managers with a holistic understanding of the organisation. By thinking of graduates long term capabilities, investing the time and resources could ensure you have the right people in the right place when management positions arise. With the graduating class of 2018 soon to be released eagerly looking for their first opportunity, the question is, can supply meet demand? With over 8000 jobs forecasted for the next few years in the Life Sciences sector it’s time for our STEM graduates to shine and for organisations to take advantage. Subscribe to our newsletter to stay up to date with all the latest industry news and trends. (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); Posted on: 08/05/18

To celebrate Science week 2017 we wanted to share with you our top 5 Irish scientists that have made their influence known, not just in Ireland but throughout the world. Science week is part of Science Foundation Ireland’s work to promote the potential that science and discovery offer Ireland, today and in tomorrow’s world. Robert Boyle (1627 –1691) born in Waterford Widely known as the Father of Modern Chemistry and also considered a big influencer to physicist and mathematician Isaac Newton. Robert Boyle, in the 17th century created Boyles law which has become the basis of modern scientific calculations. Boyle was also a natural philosopher, chemist, physicist and inventor. Boyle’s law describes how the pressure of a gas tends to decrease as the volume increases, and this inversely proportional relationship is still learned by heart in science classrooms. Boyle discovered that air has weight and exerts pressure which led him to believe that it is made up of minute particles which helped identify some of the properties of air. An interesting fact about Robert Boyle is that he had a fascination for alchemy and would worked to discover the secret of transmuting base metals into gold. William Rowan Hamilton (1805-1864), born in Dublin Educated by his uncle James Hamilton, William Rowan Hamilton by the age of 12 knew 13 languages. Hamilton entered Trinity College Dublin in 1823 where he studied mathematics, physics and also classics. While still an undergrad, Hamilton was appointed professor of astronomy at TCD. In 1835 Hamilton was knighted by the lord lieutenant of Ireland in the course of a meeting in Dublin of the British Association for the Advancement of Science. Hamilton served as president of the Royal Irish Academy from 1837 to 1846. Hamilton also had an interest in the fundamental principles of algebra. For many years Hamilton sought to construct a theory of triplets, analogous to the couplets of complex numbers that would be applicable to the study of three-dimensional geometry. On the 16th of October 1843, while walking with his wife beside the Royal Canal on his way to Dublin, Hamilton suddenly realized that the solution lay not in triplets but in quadruplets, which could produce a noncommutative four-dimensional algebra. Quaternions became the first significant number system that did not obey the laws of ordinary arithmetic. Their application to three-dimensional rotations proved extremely useful in physics and was also included in Erwin Schrodinger’s construction of the mathematics of quantum mechanics. Relating to our everyday lives, quaternions are also widely used to model three-dimensional graphics and systems in sat-navs and computer games. Ellen Hutchins (1785–1815), born in Cork Hutchins was an early Irish botanist. She is known for her botanical illustrations in contemporary publications as well as collecting and identifying hundreds of specimens. She focused on botany and spent much time out of doors accompanied by the indoor occupations of identifying, recording and drawing the plants she collected. Nearly all of her collecting was undertaken in the Banty area and County Cork. Her ability to find new plants, and the quality of her drawings and specimens drew admiration from the leading botanists of the day, and her work was featured in many publications. Although she never published under her own name, she was a major contributor to the new and developing plant sciences of her era. Her specimens are in the most significant collections in the UK, Ireland and the USA. She bequeathed her collection of plant specimens to Dawson Turner and many are now in the Natural History Museum, London. George Johnstone Stoney (1826 – 1911), born in Offaly Offaly’s George Johnstone Stoney was one of a group of Irish scientists who made significant contributions to the study of spectra, that is the light of various colours emitted or absorbed by different substances. Stoney’s most significant scientific work involves the conception and calculation of the magnitude of the atom or particle of electricity, for which he coined the term "electron". He also estimated the number of molecules in a cubic millimetre of gas, at room temperature and pressure, from data obtained from the kinetic theory of gases. Stoney also established ‘Stoney units’, which were the fundamental measurements of mass, length and time, as well as measuring the energy behind bicycle propulsion. Stoney's work set the ball rolling for other great scientists such as Larmor and Thomas Preston who investigated the splitting of spectral lines in a magnetic field. Stoney partially anticipated Balmer's law on the hydrogen spectral series of lines and he discovered a relationship between three of the four lines in the visible spectrum of hydrogen. George Johnstone Stoney was an educationalist and a physicist, whose ideas and conceptions were far ahead of his time. Ernest Thomas Sinton Walton (1903 – 1995), born in Waterford Walton is most famous for the first disintegration of an atomic nucleus by artificially accelerated protons which is more popularly known as “splitting the atom”. In his youth Walton won scholarships to TCD for the study of mathematics and science and later moved to Cambridge as a researcher. It was in Cambridge that Walton and John Cockcroft split the atom. They were recipients of the 1951 Nobel Prize in Physics for their work on the transmutation of the atomic nuclei by artificially accelerated atomic particles. They are credited with being the first to disintegrate the lithium nucleus by bombardment with accelerated protons (or hydrogen nuclei) and identifying helium nuclei in the products in 1930. More generally, they had built an apparatus which showed that nuclei of various lightweight elements (such as lithium) could be split by fast-moving protons. Walton and Cockcroft received the Hughes Medal of the Royal Society of London in 1938. In much later years – and predominantly after his retirement in 1974 – Walton received honorary degrees or conferrals from numerous Irish, British, and North American institutions. Subscribe to our newsletter to stay up to date with all the latest industry news and trends. (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); Posted on: 15/11/17

These days, people are choosing to work differently. Instead of opting for traditional, full-time, permanent jobs, a growing number of people are looking for alternative ways of working – such as contingent, contract, temporary, freelance, on-demand and platform roles. The ‘Monday-Friday 9-5 job for life’ has moved on, and much of the jobs growth over the last decade has occurred in non-traditional ways of working. With this trend set to continue, it’s clear that the Next Generation of work will look very different to the past. A New Way Of Working: NextGen Work In a world of accelerating change, leaders must enable – not prevent – new ways of working. Both businesses and workers alike want choice, flexibility and alternative ways of working that build resilience for less predictable futures – and that’s exactly what NextGen work can deliver. To understand more, ManpowerGroup surveyed 9,500+ workers in 12 countries to find out how they want to work in the years to ahead. With 87% of people saying they are open to NextGen work in the future; it’s clear that businesses need to align their workforce strategies to the changing demands of the people they wish to attract. We invite you to download the full whitepaper to find out more. DOWNLOAD The Human Age Newspaper – Seventh Edition 14/09/2017 Navigating the changing dynamics of today’s workforce can be unpredictable. Faced with growing economic and [...] Read More 0 A Skills Revolution: Consumers of Work to Builders of Talent 13/02/2017 Business models are being disrupted. From the rise of robots, globalisation and mass migration, to the shock Brexit [...] Read More 0 The Skills Revolution 17/01/2017 Rarely a day goes by without news of digitisation, artificial intelligence and virtual reality impacting the [...] Read More 0 The post #GigResponsibly – The Rise of NextGen Work appeared first on ManpowerGroup. Author: ManpowerGroup .findoutmorediv { color: #FFF; font-weight: bold; border-radius: 3px; width: 150px; padding-bottom: 5px; padding-top: 5px; } Subscribe to our newsletter to stay up to date with all the latest industry news and trends. (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); Posted on: 12/10/17