Findley收购TAMS集团人力资本业务
2019年2月19日消息，Findley是一家独立的人力资源和员工福利解决方案公司，正在通过增加TAMS集团人力资本团队深化其人力资本服务，该团队于2019年2月15日星期五加入Findley。
进一步将Findley定位为人力资本服务的区域和国家参与者，与TAMS的交易加强了该公司在薪酬和奖励、人力资源绩效优化、领导力和团队发展等方面的服务，并增加了人才获取的保留搜索服务。
Findley董事总经理约翰•韦伯(John Weber)表示:“由于我们的客户在培养和留住顶级人才方面面临挑战，我们很自豪能够在人力资本领域深化我们的资源和服务。”“塔姆斯人力资本团队的专业知识和经验令人印象深刻，我们的文化是一致的。”
值得注意的是，塔姆斯集团的一个部门- -专门从事肯定行动计划的人力资源法律遵守支助- -将继续以塔姆斯集团的名义运作。
塔姆斯集团董事总经理丹•西莫维奇(Dan Simovic)认为，加入Findley将有利于塔姆斯的客户和该地区。“我们将能够投入更多资源，在人力资源和福利方面满足客户的需求。”我们的客户将继续与他们过去合作过的经验丰富的团队合作。
收购塔姆斯集团人力资本团队是Findley在过去8个月的第二次收购。
以上为AI翻译，内容仅供参考。
原文链接：Findley Acquires TAMS Group Human Capital Business
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2019年02月22日
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人力资源技术公司Shortlist在A轮融资中筹集了2亿美元
文/ Drishti Pant
Shortlist是连接非洲和印度雇主的顶级人才的在线平台，在Blue Haven Ventures领导的一轮A轮融资中筹集了2亿美元，其中包括Zephyr Acorn，Compass Venture Capital，Potencia Ventures等公司。
Shortlist结合了技术和人性化，以了解求职者的技能、态度和动机，为东非和印度的雇主提供更好的招聘结果。通过这一轮融资，他们将努力实现他们的愿景，帮助非洲和印度的公司建立他们的团队，其基础是相信潜在和动机不仅仅是简历，而且公司和求职者都应该比地位更好现状。
Shortlist的联合创始人兼首席执行官Paul Breloff表示，“我们专注于找到适当的技术动力量表和人力驱动的策展，以建立最好的团队，重点关注质量而不是数量。本轮和我们的新合作伙伴将帮助我们加快努力，让雇主放弃简历，转而采用更具预测性的合适措施。”
Shortlist于2016年推出，为初创公司和国际公司（包括DHL，M-KOPA，Shell，Sula Vineyards和Uber Eats）等300多家客户筛选了超过400,000名候选人。该公司目前在整个印度和肯尼亚运营，计划在2019年扩大其在东非内外的足迹。
人才稀缺，特别是在技术领域是一个全球挑战，近年来，这一招聘技术领域的许多新创业公司已经出现，以帮助各行业应对这一挑战。招聘行业的整个技术正在迅速发展。有趣的是，到2020年，印度招聘行业的技术支出将达到50亿美元或500亿卢比。然而，问题仍然存在，公司一直在寻找能够帮助他们找到合适人才的强大解决方案。
Blue Haven Ventures董事总经理Lauren Cochran重申了无法获得人才的问题，并表示，“在我们的投资组合中，增长的最大障碍是获得人才。在新兴市场招聘高素质人才需要花费太多时间，让团队放慢速度。”
Cochran相信Shortlist的解决方案，并分享了HR技术公司如何为从入门级和中级雇员到高级管理人员搜索的人力资本挑战提供一流的解决方案。虽然候选名单有望成为招聘挑战的首选解决方案，但它与该领域的众多知名企业竞争，从Naukri，Monster，Indeed和Shine等员工公司到Belong，Aasaanjobs和QuikrJobs等新兴品牌。
以上为AI翻译，内容经过参考
原文链接：HR tech firm Shortlist raises $2 Mn in Series A funding
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2019年01月29日
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区块链真的会影响人才的获取吗?
“区块链使得rolodex和数据库方法基本无用。由于雇主可以即时查看技能，认证，证书和工作历史，因此许多高管招聘人员和猎头人员今天所做的初步审查可能会变得不那么有价值。“ - Maren Hogan
只要我一直在招聘和人力资源领域，人们已经谈论了未来的劳动力。每一个新的技术浪潮都应该让我们更接近这一点，而且在很多情况下，它们都有。我们被告知，未来的劳动力将更加全球化，痛苦点少得多，并且允许更多的候选人在组织，教育机构之间以及他们自己的职业道路之间进行无缝转移。
技能将成为候选人工作时间和地点的基础，而采购和培训对于雇主和工作人员而言将更少公司和地点，更简单。
事实上，随着员工队伍和经济的兴起，我们看到这一愿景的一部分成为现实，这些经济建立在旨在利用“喧嚣”的市场上。雇主有一系列的选择来满足他们的需求，除此之外典型的FTE路线。但是这使得很难找到适用于内部员工和外包员工的解决方案。关于向两个劳动力提供什么的平等问题正在合理地提出。
根据IDC的报告，2018年区块链解决方案的全球支出将达到21亿美元，而2017年的支出为9.45亿美元。自2017年秋季以来，围绕招聘和人力资源区块链的嗡嗡声一直在缓慢增长。起初，我只是感兴趣，因为我认识一个拥有大量比特币的人。然而，很明显，这将实质上改变人力资源。现在已经出现了几种“转型”技术，我是...怀疑。我的意思是，我经营一家B2B营销机构。我的中间名称是“变革技术”。所以我决定做一些挖掘。
几乎在我们学习区块链技术如何改变金融业的同时，我们看到了随机劳动力和商业经济的兴起（这两者也应该改变经济，在这两种情况下，都已经开始了至）。大数据和人工智能，以前的技术变革宠儿，正在接受新的审查，因为我们都知道他们到底是什么。
所以这里是区块链如何真正影响您的招聘需求。
猎头和猎头可能会受到打击。由于区块链使得信息无缝，透明和难以拟定，候选人以过去无法控制的方式控制自己的信息，因此TPR可能难以出售其作为仲裁者或信息监护人的服务。区块链使得rolodex和数据库方法基本无用。由于雇主可以即时查看技能，认证，证书和工作历史，因此许多高管招聘人员和猎头人员今天所做的初步审查可能会变得不那么有价值。更多（更好）审查候选人。区块链将允许候选人自己存储安全，私人和预先验证的凭证，从而减少运行背景调查所需的时间，以及像雅虎和RadioShack的前首席执行官一样的欺诈性教育声明（两位高管都说谎拥有大学学位）如果招聘人员和招聘经理可以立即看到候选人的技能，他们可以更好地匹配技能，并轻松消除那些不合格的人。
更容易遵守。任何在HR工作的人都知道保持员工记录的合规性是多么重要。当然，由于许多人力资源部门在多个地点管理多种类型的工作人员，其中许多人可能有不同的规章制度，因此，临时工和全球化使得这种工作变得非常复杂。如今的数字存储系统经常处理个人员工数据丰富的人力资源，容易受到可能导致欺诈或身份盗用的网络攻击。区块链的网络安全应用程序可以缓解这些风险，并使企业，特别是小型企业的合规性变得更加容易，这些企业可能没有超安全的做法。
入职和人力资源管理任务完成。虽然有一些很棒的无纸化和在线入门平台，但许多公司仍然需要通过重复的文书工作，背景筛选，参考检查和输入信息来进行沟通。区块链技术的一个关键优势是它所保存的数据不能被更改或删除，并且系统要求连接到每个区块的每个人都同意允许添加信息。这意味着不正确的信息或重复的记录将成为过去，大大降低了人力资源管理的两大部分 - 新员工和工资核算的行政和后台性质。
学习和发展可能会更好。我们已经知道，今天的员工队伍想要规划自己的职业生涯，所以终身组织的员工（大部分）都是过去的事情。这让雇主很难找出如何教育他们的员工。古老的格言“如果我们花这么多时间和金钱来训练他们，然后他们离开？”（接着是同样乏味的回答：如果你不花时间和金钱训练他们，他们留下来怎么办？）最后是用区块链回答。内部培训计划和技能验证可以跟随候选人，无论他们是FTE还是临时工。
好极了！我们实际上可能会减少'realsy'的招聘偏好。在我们目前的系统中，候选人几乎不能控制谁看到他们的信息，图片，简介，简历等。通过候选人控制自己的区块链，不仅可以保护候选人档案的某些部分，但它这可能是雇主采取积极措施，以防止偏见和雇用纯粹基于技能。种族，年龄，性别都可以从搜索中删除，甚至可以避免无意识的偏见。
让员工多元化的一种更简单的方法，尤其是在您从事医疗，金融或技术工作的情况下。采购和招聘继续按照他们一段时间的相同步伐进行。但是，如果检查候选人是否符合资格要快得多，请确定他们是否具有合格资格，或者他们是否有权在您的国家或州工作; 临时工，合同雇用和工作人员成为整个员工中更容易和无缝的部分。区块链对金融世界的影响使得任何地方的工作人员都能以自己的货币进行支付，从而使全球经济向小型企业又迈进了一步。
Maren Hogan
Maren Hogan是人力资源和招聘行业的经验丰富的营销人员和社区建设者。她领导Red Branch Media，一家提供营销策略和内容开发的咨询公司。Hogan一直倡导下一代营销技术，他已经建立了多个成功的在线社区，在B2B和B2C部门都部署了品牌战略，并在招聘和人才空间领域发挥了多产的思想领导力。
以上由HRTech AI 翻译完成，仅供参考！
英文原文请看：
For as long as I’ve been around the recruiting and HR space, people have talked about the workforce of the future. Every new wave of technology was supposed to bring us closer to this, and in many cases, they have. The workforce of the future, we were told, would be more global, have far fewer pain points and allow more candidates to transfer seamlessly between organizations, educational institutions and within their own career paths.
Skills would be the basis for when and where a candidate worked, while sourcing and training would be less company and location-focused and simpler for both employers and workers.
In truth, we are seeing parts of this vision coming true with the rise of the contingent workforce and the gig economy, built on the marketplaces designed to capitalize on the “side hustle.” Employers have a range of choices to fulfill their demands, besides the typical FTE route. But this has made it difficult to find solutions that work for both internal employees and outsourced workers. Questions about equity between what is offered to both workforces are being rightfully raised.
According to an IDC report, global spending on blockchain solutions will reach $2.1 billion in 2018 compared to the $945 million spent in 2017. Since the fall of 2017, the buzz around blockchain for recruiting and HR has been slowly building. Initially, I was only interested because I knew someone with a ton of bitcoin. However, it became clear that this was going to essentially transform HR. Having been around for several “transformational” technologies now, I was… suspect. I mean, I run a B2B marketing agency. My middle NAME is “transformational technology.” So I decided to do some digging.
At around the same time as we were learning how blockchain technology could transform the financial industry, we were seeing the rise of the contingent workforce and the gig economy (both of which were also supposed to transform the economy and in both cases, have already started to). Big Data and AI, formerly technology transformation darlings, were being subjected to new scrutiny as we all learned what the hell they were.
So here’s how blockchain will ACTUALLY impact your hiring needs.
More (and better) vetted candidates. Blockchain will allow secure, private and pre-validated credentials to be stored by the candidates themselves, reducing the time it takes to run background checks and fraudulent educational claims like those of former CEOs of both Yahoo and RadioShack (both executives lied about having college degrees.) If recruiters and hiring managers can instantly see candidate skills they can better match skills and easily eliminate those who aren’t qualified.
Executive search and headhunting may take a hit. Since blockchain makes information seamless, transparent and hard to fudge, and candidates control their own information in a way they haven’t been able to in the past, TPRs may have difficulty selling their services as arbiters or guardians of information. Blockchain makes the rolodex and database approach essentially useless. Because employers can instantly view skills, certifications, credentials and work history, the initial vetting many executive recruiters and headhunters do today, may become less valuable.
Easier compliance. Anyone working in HR knows how important it is to stay compliant with employee records. Of course, the contingent workforce and globalization have made this vastly more complicated, since many HR departments are managing multiple types of workers in multiple locations, many of which may have different rules and regulations. Today’s digital storage systems for the wealth of personal employee data HR handles regularly, are vulnerable to cyber attacks that can lead to fraud or identity theft. Blockchain’s cyber security application can mitigate these risks and make compliance much easier for businesses, particularly small businesses, who may not have hyper-secure practices.
Onboarding and HR admin tasks, done. While there are some great paperless and online onboarding platforms, many companies still have to wade through duplicate paperwork, background screenings, reference checks and inputting information. A key advantage of the blockchain technology is the data it holds cannot be changed or deleted and the system requires everyone connected to each block to agree to allow information to be added. This means incorrect information or duplicate records will be a thing of the past, dramatically reducing the administrative and back-office nature of onboarding and payroll, two giant sections of the HR purview.
Learning and development could get MUCH better. We already know that today’s workforce wants to plan their careers, so lifelong organizational employees are (mostly) a thing of the past. That’s made it difficult for employers to figure out how to educate their employees. The old adage “What if we spend all this time and money training them and then they leave?” (followed by the equally tedious rejoinder: What if you don’t spend all this time and money training them and they stay?) is finally answered with blockchain. Internal training programs and skills verification could follow the candidate, whether they’re an FTE or a contingent worker.
Yay! We might ACTUALLY reduce hiring bias for ‘realsies.’ In our current system, candidates have very little control over who sees their information, picture, profile, resume, etc. With the candidate in control of their own blockchain, not only is it possible to protect certain parts of a candidates profile, but it may be a proactive step taken by the employer to prevent bias and hire solely based on skills. Race, age, gender could all be removed from the search, allowing even unconscious biases to be prevented.
An easier way to diversify your workforce, especially if you work in healthcare, finance or technology. Sourcing and recruiting continue to move at the same pace they have for awhile. However, when it’s exponentially faster to check if a candidate is qualified, figure out if they’re properly credentialed or they have the right to work in your country or state; contingent workers, contract hiring and gig workers become a much easier and seamless part of your overall workforce. The impact of blockchain on the world of finance allows workers anywhere to be paid in their own currency, bringing the global economy one step closer to smaller businesses.
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