<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Everyone has stereotypes about another group of people, be it between races, sexes, or full-time versus temp staff. For just one second, consider a temporary worker. Is the worker in your head male or female? Is this person a university graduate, or a student? Did this person attend university at all?</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">By now, you probably have a good idea of what kind of person you think the typical temp worker is. Well, without knowing what you&rsquo;re thinking of, I can tell you that it&rsquo;s incorrect, or at the very least, incomplete.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">The correct answer is: there is no typical temp worker.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Our temp workers come from all walks of life. We have actors, musicians, students, parents, just to name a few. We have undergrads, post-grads and PhD students, trying to pay those expensive university fees. We have recent graduates trying to get into their first jobs, and we have parents of infants and toddlers, who just want to spend more time with their families.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Like Simon, for example. He is an actor who managed to snag a spot in the biggest TV show in the world: Game of Thrones. I completely lost it when I heard about that, being the biggest Thronie possible.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Or Sarah. She is an award winning lighting designer who owns her own shop and has been featured in many publications, like Casa Vogue and Elle Decoration. You can check out her website&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://www.sarahcolson.com/"><span class="s2" style="margin: 0px; padding: 0px; border: 0px;">here</span></a>, her stuff is really cool.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Many of our workers are on Flexy because there is something they can&rsquo;t achieve from working a full-time job. Like a dream, perhaps of becoming a world-famous actress, or to be able to watch his daughter take her first steps.</span></p>
<p class="p1" style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;"><span class="s1" style="margin: 0px; padding: 0px; border: 0px;">Our temp workers are more than just a name in your employer portal. Our workers are really passionate people, and they are motivated by their passions. When you hire one of our workers, they come with all of their dreams, aspirations and passions in a fabulous Flexy package.</span></p>

<p>There Is No Such Thing As A Typical Temporary Worker, Flexible Working Is More Popular Than Ever</p>

There Is No Such Thing As A Typical Temporary Worker

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">This is a guest post, by Digitalist Group. You can read the original article here &ndash;&nbsp;http://digitalistgroup.com/work/solving-business-challenges-with-machine-learning</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">In an era where technology evolves and changes rapidly<strong style="margin: 0px; padding: 0px; border: 0px;">, the temporary staffing industry</strong>&nbsp;has been rather slow to innovate. Relying on traditional employment agency methods often results in employers becoming frustrated with the lack of reliability, and poor-quality of temporary workers, and leaves temporary workers disillusioned by low pay and a mismatch of requirements.</p>
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<h5 style="margin: 0px; padding: 0px; border: 0px;">Efficiency with a low cost</h5>
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<p style="margin: 0px; padding: 0px; border: 0px;">Flexy is an inexpensive but efficient solution.&nbsp;<strong style="margin: 0px; padding: 0px; border: 0px;">By utilizing psychometric and forensic data analysis, Flexy matches the best candidates to the most suited jobs, maximising job satisfaction for workers, and in turn maximising productivity for the employer</strong>.</p>
<p style="margin: 0px; padding: 0px; border: 0px;">Employers utilise an online dashboard where they can post jobs, schedule shifts, review applications, and invite workers who have profiles that match their requirements. These jobs are then pushed onto an app on the worker&rsquo;s phone, where workers can search and apply for jobs, and once accepted, submit timesheets for shifts they have worked.</p>
<p style="margin: 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">The most compelling advantage of Flexy is efficiency, which is achieved through use of machine learning algorithms.</strong>&nbsp;Traditionally, employment decisions are fuelled by subjective information about the candidate; simply put, it comes down to how well candidates are perceived by a recruiter. A human recruiter collects information from the candidate regarding experience (via a CV), or personality (via an interview), or past performance (if available), then makes a decision based on that information.</p>
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<h5 style="margin: 0px; padding: 0px; border: 0px;">Gaining better insight with machine learning</h5>
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<p style="margin: 0px; padding: 0px; border: 0px;">However, humans are not very efficient at processing information, especially when large amounts of highly dimensional and disparate data are involved (large number of candidates with several data points to consider).</p>
<p style="margin: 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">Machine learning applied here can deliver unrivalled insights into selected candidates, employers&rsquo; preferences, or even industry idiosyncrasies.</strong></p>
<p style="margin: 0px; padding: 0px; border: 0px;">While there are key data points that influence an employment decision, the importance of this information varies from job to job, and there is no one-size-fits-all formula. This is where machine learning truly excels, as it is able to adjust the importance of various data points for any particular job category, and over time, potentially even individual hirers.</p>
<p style="margin: 0px; padding: 0px; border: 0px;">For example, Flexy takes into account a number of attributes to determine candidate suitability for specific job including personality traits, experience, reliability and performance related metrics. These attributes contribute to candidate&rsquo;s overall suitability score for the job.&nbsp; Nevertheless, employers may want to prioritise differently which attributes are more important for their workforce and job type. Instead of hardcoding the weighting on candidates&rsquo; attributes, Flexy&rsquo;s search engine is capable of continuously learning weights on attributes from data employers generate in the system.</p>
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<h5 style="margin: 0px; padding: 0px; border: 0px;">Utilising machine learning at Flexy</h5>
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<p style="margin: 0px; padding: 0px; border: 0px;">Digitalist Group is helping Flexy to customise matching algorithms per employer. On top of that we also train, deploy and evaluate a number of machine learning models (e.g. recommender systems, clustering and regression models) aimed at solving key business challenges including initiatives for reducing &ldquo;No Shows&rdquo; (individuals not turning up for their shifts) and real-time hourly rate suggestions based on job category, time and location.&nbsp;<strong style="margin: 0px; padding: 0px; border: 0px;">To do so, our Digitalist technical team designed a solution architecture capable of efficiently collecting and mining data on real-time basis, equipped with built-in mechanisms for evaluating new versions of machine learning algorithms with real customers by utilising A/B testing techniques.</strong></p>
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<h5 style="margin: 0px; padding: 0px; border: 0px;">UI concepts and visual language for customer touch points</h5>
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<p style="margin: 0px; padding: 0px; border: 0px;">Digitalist design team was tasked with delivering the UI concepts and visual language for all key customer touch points of Flexy service. The design concept was to<strong style="margin: 0px; padding: 0px; border: 0px;">&nbsp;have two distinct UI design approaches to delineate between the two target user groups</strong>;&nbsp;<strong style="margin: 0px; padding: 0px; border: 0px;">the companies that advertise for jobs and the workers who are seeking short-term work</strong>.</p>
<p style="margin: 0px; padding: 0px; border: 0px;">We introduced the idea of having a &lsquo;warm&rsquo; UI for the desktop admin UI, where jobs are posted and a &lsquo;fresh&rsquo; UI for the mobile app so that short-term work seekers can easily find and assess the suitability and desirability of a job posting on the go. What is important for this group is to be able to scan the jobs quickly. We identified that the worker demographic or job seekers are likely to be young, college leavers, university students or graduates therefore the UI reflects a fresh, modern, inviting look and feel.</p>
<p style="margin: 0px; padding: 0px; border: 0px;">The admin UI is where employers can furnish the posting with important data such as descriptions, the location, remuneration and contact information. It also gives the ability to view candidate profiles to assess their personality type, experience and skills as well as a number of other very useful functions such as shortlisting potential candidates. The sophisticated search engine is responsible for facilitating the matching of candidates with jobs and generating an algorithmically curated team.</p>
<p style="margin-top: 0px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">Overall this clean design approach has embraced modern UI patterns to make the tasks for both audiences as efficient as possible.&nbsp;</strong>Last but not least, it was utterly important to deliver a design language capable of reassuring end users about machine-learnt decisions made at every step of the way and highlighting the great efficiencies offered by such approach.</p>

<p>Solving business challenges with machine learning</p>

Solving business challenges with machine learning

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">As we edge ever closer to the festive peak period, engaging and retaining seasonal workers can have a huge impact on productivity and performance. After a challenging year for many, we&rsquo;ve outlined some strategies to help support and your temporary workforce throughout the busy holiday period.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">1. Give staff areas a spruce up before peak begins</strong><br>Sounds like an obvious one, but we visit a lot of client locations, and often the staff break-out areas are tatty and tired, with peeling paint, damaged furniture, and empty vending machines. A fresh lick of paint, new furniture, cleaned carpets and a well-stocked vending machine can have a huge boost to morale, and will result in people taking more care of their surroundings whilst feeling a little more valued.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">2. Integrate the new with the old</strong><br>Candidates joining your team for the first time will be apprehensive and a little anxious about what to expect (think first day of school syndrome). Buddy up new recruits with an existing member of your team for moral support. Having someone to look out for recruits on their first few days in a new job will have lasting effects and will help to make new team members feel welcome.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">3. Measure performance and give feedback</strong><br>This point is especially relevant for working environments that have high volumes of seasonal labour, where it is difficult to provide one-on-one management. It&rsquo;s important that candidates receive regular feedback, to ensure they have a clear understanding of what is expected from them. All too often seasonal labour is seen as &ldquo;disposable&rdquo;, and great candidates are let go because they didn&rsquo;t have a clear understanding of what was expected from them, and how they could improve.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">4. Say thank you for hard work and reliability</strong><br>It&rsquo;s amazing how often this simple action is overlooked. When managing a large team, it&rsquo;s impossible to build relationships with all team members, however, taking the time to seek out high performers to thank them personally can have a huge impact on making them feel valued.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">5. Avoid unwittingly segregating temps and perms</strong><br>If you want seasonal and permanent team members to perform collaboratively, it&rsquo;s important they feel part of one team. Often processes are implemented to accommodate seasonal labour which highlights differences between temporary and permanent workers; this can lead to segregation and a feeling of &ldquo;them and us&rdquo;. An example of this is when temp workers are given different colour uniforms or safety equipment compared with permanent staff.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">6. Set up ways for workers to feedback their thoughts</strong><br>This can either be in the format of a traditional suggestions box, or perhaps a Facebook group. There will almost certainly be some fantastic insights from your workforce on how to improve various areas of your operation, and having a channel for feedback will ensure you capture them.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">There is no size one fits all strategy, but the common theme is about putting yourself in the shoes of your temporary seasonal workforce. During times of stress and high activity over peak periods, it&rsquo;s more important than ever that people are pulling in the same direction.</p>

<p>Six ways to support seasonal workers</p>

Six ways to support seasonal workers

<p>First impressions matter. Starting a new job is exciting but it&rsquo;s important to put your best foot forward while you&rsquo;re settling into your new environment, responsibilities and getting to know your colleagues. Here are our top tips to shake off the first day jitters and set the right impression.</p>

<p>Learn from an experienced recruiter!</p>

Six steps to succeed from day one

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">One of the prevailing challenges that any temporary staffing agency must tackle is worker attendance. Regardless of industry, after an agency books a worker for a job, there is always a risk that the worker will not attend the shift or cancel at the last minute. This not only damages the reputation of the agency, but also disrupts the client&rsquo;s plans for the day.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">When faced with the challenge of worker reliability, we made a few changes to our worker app to increase attendance rates, such as implementing automated shift reminders. However, in order to maximise effectiveness, the timing and the language of the reminders must be considered.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The&nbsp;<strong style="margin: 0px; padding: 0px; border: 0px;">timing</strong>&nbsp;of the reminders is crucial: Austin et al (1993) conducted a study on the effect of sign prompts on recycling behaviour, and they found that the prompts were the more effective when the signs were placed right above the recycling bins, and most effective when the normal bins were placed right next to the recycling bins. This suggests that prompts and reminders are the most effective when they are presented to the subject at the point of decision making. Applying these findings to try to improve reliability of our workers, we&rsquo;ve found that a text reminder of their upcoming shift sent 3 hours before the shift time has had a great impact on attendance rates.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The&nbsp;<strong style="margin: 0px; padding: 0px; border: 0px;">language&nbsp;</strong>used in the reminder is also a key factor: Smith and Bennett (1992) found that a combined prompt (with both the specific request and the short-term consequence) was the most effective, compared with a response-specific prompt, a short-term consequence prompt and a long-term consequence prompt.&nbsp; Therefore, our shift reminders include the phrase &ldquo;don&rsquo;t forget your shift today&rdquo; (the specific request), the shift start and end times, location and job title, but also includes a reminder of the consequences of not showing up or a late cancellation (consequences). This not only reminds the workers of the shift they have booked, but also brings to their attention the consequence of not attending said shift, and hence increasing attendance rates.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Shift reminders are not the only way to bump up attendance rates. Nudge Theory is the idea that positive reinforcement and indirect suggestions can influence behaviour and decision making. &lsquo;Nudges&rsquo; can make it more likely that an individual will make a particular choice by altering the environment so automatic cognitive processes are more likely to be triggered to favour the desired outcome. In the design of our worker app, we&rsquo;ve tried to increase the salience of the desired option to achieve better attendance rates: the salience of the shift (and the benefits of attending the shift) has been increased by having the estimated earnings of each shift on the home screen in a large font. The salience of the &lsquo;cancel shift&rsquo; option is also decreased by making the font smaller and harder to locate.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">However, the effectiveness of these techniques can have limitations. Linn et al (1994) attempted to increase the purchase of environmentally friendly products by placing tags under products that were environmentally friendly, but they found no effect on purchases. This suggests that prompts are usually the most effective if the person is already predisposed towards a behaviour change, but simply need a reminder, and are best used in conjunction with other interventions as a supporting tool.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">With that in mind, there are several additional techniques that we are trialling, such as a visual representation of their reliability scores that&rsquo;s present on the home screen of the worker app to provide instant feedback or a written declaration to commit to attendance. We also tap into the human tendency to look to the behaviour of other people to help guide their own behaviour, touching on loss aversion.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Of course, we can never fully eliminate the risk of unreliability, but with all of the ongoing research that&rsquo;s being put into behaviour change and Nudge Theory, we are hoping to be able to identify the best formula to improve attendance rates once and for all.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">References:</strong></p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Austin, J, Hatfield, DB, Grindle, AC &amp; Bailey, JS (1993). Increasing recycling in office environments: the effects of specific, informative cues. Journal of Applied Behavior Analysis, 26, 247-253.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Smith, JM &amp; Bennett, R (1992). Several antecedent strategies in reduction of an environmentally destructive behavior. Psychological Reports, 70, 241-242.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">Linn, N, Vining, J, &amp; Feeley, PA (1994). Toward a sustainable society: Waste minimization through environmentally conscious consuming. Journal of Applied Social Psychology, 24(17), 1550-1572.</p>

<p>The Effectiveness of Reminders and Nudge Theory on Improving Shift Attendance</p>

Reminders and Nudge Theory on Improving Shift Attendance

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">Given the daily barrage of articles that highlight the emergence of the age of Artificial Intelligence (AI), the announcement that&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.theguardian.com/technology/2018/oct/10/amazon-hiring-ai-gender-bias-recruiting-engine">Amazon has ditched AI recruitment</a>&nbsp;tool is quite intriguing.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">AI driven automation has been key to Amazon&rsquo;s e-commerce dominance, be it inside warehouses or driving pricing decisions. It&rsquo;s no wonder then that Amazon opted to apply AI in another mission-critical task, that of recruiting top talent. Apart from driving efficiencies through automation, AI is supposed to deliver data-driven objectivity in recruitment decision making process freed from human bias and prejudice. As put by a member of Amazon project team, &ldquo;we literally wanted it to be an engine where one is going to give it 100 CVs, and it will spit out the top five, and we&rsquo;ll hire those.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The company&rsquo;s experimental hiring tool used Artificial Intelligence to give candidates scores ranging from one to five stars &ndash; much as shoppers rate products on Amazon. Amazon&rsquo;s computer models were trained to vet applicants by observing patterns in resumes submitted to the company over a 10-year period. Most came from men, a reflection of male dominance across the tech industry. In effect, Amazon&rsquo;s system taught itself that male candidates were preferable.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Decades of research confirm the idea that human beings reason in two different ways. The work of Daniel Kahneman who, alongside collaborator Amos Tversky, pioneered the field that has come to be called behavioural economics, showed that we all have two modes of thinking, which he labelled System 1 and System 2. System 1 is fast, automatic, evolutionary ancient, and requires little effort; it&rsquo;s closely associated with what we call intuition. System 2 is the opposite: slow, conscious, evolutionary recent, and a lot of work. System 1 is amazing, in short, but it&rsquo;s also really buggy. It often takes shortcuts instead of reasoning something through thoroughly.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Going from Amazon&rsquo;s endeavours, it&rsquo;s obvious that AI-driven decision making processes are not a panacea for ending System 1 type prejudice. Although AI decision-making is often regarded as inherently objective, the data and processes that inform it can invisibly bake inequality into systems that are intended to be equitable. The idea that AI could function unaffected by bias reflects a misunderstanding of how the technology works. All machine intelligence is built upon training data that was, at some point, created by people. We see the data that goes in, the maths that goes in, and the results that come out. But how the decision was formulated is a black box.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">At Flexy, we embrace machine learning in our decision making processes from predicting optimal hourly rate for jobs, to identifying the most suitable workers for a specific assignment. We do so, though, in full recognition of its capabilities and limitations.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">In our approach, efficiencies are driven by enhancing user&rsquo;s productivity and not from striving to replace human operator. Flexy assists employers to sift through hundreds of candidates by extrapolating key aspects of candidate&rsquo;s profile against job requirements and scoring them accordingly. An ordered by suitability score list of candidates is presented to employer to choose from. By tapping on candidate&rsquo;s profile, Flexy produces a visual representation of the output.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">An unsupervised method that applies association rule mining on co-occurrence frequency data obtained from a corpus (list of job descriptions per job category offered by Flexy) allows for detecting key terms from job description as shown below (highlighted in Italics).</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"><strong style="margin: 0px; padding: 0px; border: 0px;">Office Receptionist/Administrator</strong><br>If you are passionate about&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">hospitality</em>, have some relevant&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">admin experience</em>&nbsp;and are looking for an exciting and new opportunity, then we want to hear from you.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">We are looking for candidates with previous&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">reception/admin experience</em>. Only applicants eligible to work in the UK or have a valid UK work permit/visa will be considered for the above&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">reception position</em>.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Manage the&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">meeting room</em>&nbsp;booking system, checking&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">catering&nbsp;</em>arrangements for the following day. Booking in external visitors. Booking all&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">couriers</em>,&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">taxis&nbsp;</em>and other&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">logistics services</em>&nbsp;as requested by the business. Successful candidate needs to be well versed in&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">word</em>,&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">outlook&nbsp;</em>and good at&nbsp;<em style="margin: 0px; padding: 0px; border: 0px;">touch typing</em>.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">These terms (and their synonyms derived from word2vec), job type, job location and employer id are the input variables into our trained regression model and the output is the suitability score per eligible candidate for job (ranging in [0,1] where 1 is 100% suitability for job type).</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Dataset used for training regression models (logistic regression in our case) consists of bias-free data points that carry information about candidate&rsquo;s experience, personality traits, reliability as expressed by attendance in previous shifts, availability, distance from job and average ratings from employers for previous shifts.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">Algorithm has learnt to assign different weights for data points per job type. For example, for a low skilled job where turning up on time and having the right attitude is important, the algorithm puts more emphasis to personality and attendance related data points.</p>

<p>Providing transparency when using Artificial Intelligence to make decisions in recruitment</p>

Providing transparency when using Artificial Intelligence to make decisions in recruitment

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">Millennials have, at times, had a hard time from the press in relation to work ethic, outlining to their perceived entitlement, narcissism and laziness.&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://time.com/247/millennials-the-me-me-me-generation/">Time Magazine</a>&nbsp;famously described them as the &lsquo;Me Me Me Generation&rsquo; back in 2013, and the perception that they are disloyal job-hoppers who baulk at hard work has been&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.dailymail.co.uk/femail/article-4232696/Millenials-generation-huge-sense-entitlement.html">reinforced in tabloids</a>&nbsp;the world over. Perhaps the most telling news story regarding working Millennials came courtesy of the manager at a Vauxhall theatre, who went viral for this&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.timeout.com/london/blog/london-theatre-posts-job-ad-thats-just-a-weird-rant-against-millennials-071817">astonishing job advert</a>, which chastised young people and their work ethic.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">This is perception is totally flawed. For a start, the idea of the &lsquo;job-hopping Millennial&rsquo; isn&rsquo;t accurate, as the rate of Millennials leaving their job after a short time is only marginally higher than that of Generation X workers&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://www.pewresearch.org/fact-tank/2017/04/19/millennials-arent-job-hopping-any-faster-than-generation-x-did/">at the same age</a>. That being said, many young people are opting for a &lsquo;portfolio career&rsquo;, meaning they are trying several different professions and experiences instead of sticking to one job or career path. Whether this will be a permanent trait is impossible to say, with even the oldest Millennials being less than half way through their career.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">There are several motivations for this type of vocational path. Buying a house is a near impossibility for many young people. They will have to pay almost&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://www.thisismoney.co.uk/money/mortgageshome/article-3693284/Millennials-struggle-buy-home-spend-44k-rent-parents-generation-time-hit-30.html">five times</a>&nbsp;as much rent as their parents by the time they&rsquo;re thirty, making it nigh on impossible to save for a house. 1.5million homeowners in Britain are over-85, and they have a bigger share of the housing market then everyone&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://uk.businessinsider.com/national-housing-federation-stats-and-survey-uk-home-ownership-property-prices-2016-9">under 35 combined</a>. House prices have skyrocketed, putting home ownership increasingly out of reach. Stagnant wages and exorbitant rents make it hard to save, and those who are able to put some of their pay packet have not been able to grow their money due to&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.express.co.uk/finance/personalfinance/837520/interest-rates-guide-to-year-of-record-low">record low interest rates</a>.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">This is all very unfortunate for young people, and has resulted in a shift of attitude. Without tangible assets to look after or pay off, namely a property, young people are able to live and work much more fluidly. Loyalty to a job often comes from the fear that a period of instability could seriously affect ability to pay bills and debts. Without such burdens, Millennials are spending their money on experiences or betterment, such as sabbaticals abroad and post-graduate degrees. When home ownership and savings seem so difficult to achieve, why put the pressure on yourself? There certainly appears to be a higher emphasis on living for today.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">This fluidity also means that young people want to try many different things. Some will work simply to help a burgeoning career in art or design. A drama school student recently&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://flexy.com/articles/jakobi-drama-student-living-london-writes-us-flexible-role-kitchen-porter-benefits-studies/">wrote for us</a>&nbsp;about how his part time work perfectly fits in with his fledgling drama career, and he&rsquo;s not alone.&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.theatlantic.com/business/archive/2015/06/millennials-job-search-career-boomers/395663/">Heartland Monitor Poll</a>&nbsp;found that 57% of Millennials in America thought the most important thing about a job was how enjoyable it was, or how much it made a difference to the world. Compare that to 64% of older Americans who said the size of the pay packet was the most important factor.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">This makes flexible work a very Millennial phenomena. Many young people have a figure in their head that they need to earn each month to survive, with anything else being a bonus. This sort of mentality makes temporary and shift work very appealing, as they can be done in conjunction with the pursuit of other endeavors. Every shift gets them towards that key total, and the rest of their time can be spent working on that book, or that journalism career, or that start-up business idea.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">A large number of young people would have been working steadily since they were 14, often alongside studies. Having found that their bachelor&rsquo;s degree is not a guaranteed path to a job in the current market, some will take internships, apprenticeships or further study; and will still find, after 10 years in work, that they are given the most remedial tasks and are right at the bottom of the ladder. This is not a matter of a bad work ethic, more a realisation that they may need to make something happen for themselves. The reality of the economy, job market and housing market means that jumping from job to job and working shifts to subsidise their passion projects is possible. They should be supported for using the tools at their disposal to live a happy and productive life.</p>

<p>Millennials are embracing portfolio careers in greater numbers than ever before, but what is driving them?</p>

Millennials embracing portfolio careers

<p>Today&rsquo;s the day? Read on for top tips to help you prepare for your job interview, from a recruiter with years of experience on the other side of the table!</p>

Four tips for the day of your job interview 

<p>As a seasoned recruiter who has worked in the industry for years recruiting both casuals and full-time staff through one-on-one interviews, group interviews and direct recruitment&hellip; it&rsquo;s safe to say I have learned a few things along the way to pass on to anyone who is freaking out about their next interview.<br><br>So let's get started and get you that job!&nbsp;<br><br></p>

<p>Powerful interview secrets from a recruiter!</p>

Four things you should do the night before a job interview 

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">As employees embrace new ways of working and increased flexibility, agile employers are adapting to these changing workforce demands and gaining an advantage in attracting and retaining the best temporary and contract talent.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">In this highly competitive market, the question for many employers is how to embrace this change quickly and expand access to talent? One way is to integrate an on-demand workforce into your existing strategies. And it&rsquo;s easier to do than you think!</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">We&rsquo;ve produced&nbsp;<a style="color: #ff7d45; margin: 0px; padding: 0px; border: 0px;" href="https://hubs.ly/H0YZcyN0">a guide</a>&nbsp;to integrating an on-demand workforce into your hiring strategies, which explores:</p>
<ul style="color: #1e3e5b; background-color: #ffffff; margin: 0px; padding: 0px; list-style-type: none; list-style-image: initial;">
<li style="margin: 0px; padding-left: 40px;">How this approach complements the recruitment processes you have in place and boosts hiring capacity</li>
<li style="margin: 15px 0px 0px; padding-left: 40px;">The role digital employment platforms can play and why operational managers them</li>
<li style="margin: 15px 0px 0px; padding-left: 40px;">How to keep your workforce compliant with ever-changing workplace rules and regulations</li>
</ul>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;"><a style="color: #ff7d45; margin: 0px; padding: 0px; border: 0px;" href="https://hubs.ly/H0YZcyN0">Download your copy of the guide.</a></p>

Expand access to the best talent

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">Article first featured on&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://www.bbc.co.uk/news/business-42905515">BBC News Online</a>&nbsp;&ndash; 06/02/2018.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">As companies rely more on machine learning and artificial intelligence (AI) to find the right job candidates, is recruitment in danger of losing that personal touch?</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Peter Lane, a 21-year-old who graduated last summer from Cardiff University with a degree in History, is hoping to get into business consulting.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">He&rsquo;s applied for 55 jobs and secured around 15 interviews, but believes technology has hindered rather than helped his search. The interviews weren&rsquo;t what he was expecting.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;They were all video-based screening interviews &ndash; I didn&rsquo;t even meet my potential employers,&rdquo; Peter tells the BBC.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;There was no way to tell if I&rsquo;d impressed them with my answers or experience as there was no human interaction.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Automated rejection letters were another issue for Peter, who is currently doing an unpaid internship at Solent&rsquo;s NHS Trust.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Only 10% of potential employers have given me detailed feedback,&rdquo; he says. &ldquo;As jobseekers, we need to know where and how we can improve &ndash; whether that&rsquo;s with our CVs, job experience or even personality.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">But this is the new world of tech-driven recruitment &ndash; and we&rsquo;d better get used to it.<br>Hiring and firing is a time-consuming and costly business, so firms are trying to automate as much of it as possible. And AI is being touted as the answer to almost every corporate recruitment prayer.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;AI helps reduce those unconscious and conscious biases in recruitment practices by removing common tendencies, like hiring those similar to you and first impressions,&rdquo; maintains Elle Robinson from management consultancy Kiddy &amp; Partners.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;By observing speech, tone and facial movements in filmed interviews, well-programmed algorithms can both speed up the recruitment process and more objectively determine suitable candidates based on the core criteria for a role.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The key phrase there is &ldquo;well-programmed&rdquo;. What if the algorithms themselves are biased?</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Relying on technology alone is inadequate,&rdquo; believes Neil Griffiths, consultant at executive search firm Korn Ferry.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Like humans, robots are not fully objective in their judgements, and have been known to exhibit the prejudice of those who have programmed them.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Analysing historical data, machines can be oblivious to societal developments and crucial shifts in thinking. Consequently, a partnership of human and robot in the recruitment process ensures a more nuanced outcome.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Jobseeker websites have certainly made it easier for employers and prospective employees to find each other, and computers can sift through CVs very fast, whittling down the number of suitable applicants based on keywords associated with the job role.<br>Computers never get tired either and are consistent in their approach &ndash; unlike humans.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Employers don&rsquo;t have time to check the credibility and assess the skills of every potential candidate,&rdquo; says Chris Butt, founder and chief executive of Cognisess, a predictive analytics company.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Our system creates a digital profile of not just data from their CV, but their responses via assessments and video interviews.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;It analyses facial cues, body language and even how you speak. It then assesses whether the data collected from your CV is not only true, but also how good a fit for the role you are.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Bold claims indeed. But what if, like most of us, you&rsquo;re a bit nervous during the interview and not acting naturally?</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;The machines learn to differentiate between typical and abnormal human behaviour, so they can recognise if candidates are being nervous and they can take this into consideration and will adapt the algorithms to account for this,&rdquo; says Mr Butt.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">But can an algorithm really know if a CV is truthful?<br>More than a third of us have exaggerated our work experience, finds Xref, a reference checking platform, while more than a quarter mould their CVs to suit the roles they&rsquo;re applying for, hoping recruiters won&rsquo;t have time to check references.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Gemma, 23, a graduate, is currently looking for employment and admits to slightly embellishing her CV.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;When you&rsquo;ve got the same experience as thousands of other job graduates you need to make sure your CV stands out from the millions of others that employers get every day,&rdquo; she says.<br>&ldquo;I&rsquo;ve only slightly amended my CV, but it could be the difference between getting in front of a potential employer or not.&rdquo;</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Xref believes that the only way to tell if candidates are telling fibs is to take up those references employers usually ask for but often have no time to check properly.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;No CV, social media profile, criminal check or interview is as powerful as a legitimate reference detailing lived experience,&rdquo; says Lee-Martin Seymour, Xref co-founder and chief executive.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The Sydney-based company has taken the slow, traditionally manual process of collecting references from previous employers and streamlined it, using a secure online platform.<br>Xref asks candidates&rsquo; referees for feedback then analyses the language they use, looking for positive, neutral and negative sentiment.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Similarly, temping agency Flexy saw an opportunity in the rapidly-changing temporary job market and started to use a combination of psychological profiling, data analytics and machine learning to match up reliable casual workers with the right companies.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;Utilising data to provide trends and feedback is a powerful tool within the temporary staffing market, as it&rsquo;s important workers are efficient, reliable and trustworthy,&rdquo; says Oliver Crofton, Flexy&rsquo;s managing director.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Technology may make hiring people faster and easier for companies, but it is not an end in itself, argues Raj Mukherjee, senior vice-president of product at jobseekers&rsquo; website Indeed. The human element should not get lost in the mix.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">&ldquo;AI-powered technology gives recruiters back the time to make human connections, transforms the jobseeker experience, and ultimately, helps match talent to roles,&rdquo; he says.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">But for applicants like Peter Lane, it is actually making the job-hunting process more impersonal and confusing.</p>

<p>Artificial Intelligence can be a powerful tool in recruitment, but only if deployed in the correct way.</p>

Artificial Intelligence a powerful tool in recruitment

<p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;">The statistics surrounding our relationship with apps are truly amazing. Statista projects that&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://www.businessofapps.com/data/app-statistics/#1">197 billion</a>&nbsp;apps will be downloaded in 2017, a rise of 31.9% on 2016, and they are also predicting that by 2021 that number will almost double to 352.9 billion. ComScore estimates that Americans aged 18-24 spend&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="http://www.businessofapps.com/data/app-statistics/#3">on average</a>&nbsp;3.2 hours a day on their phone, which is an awful lot of engagement with their apps. It&rsquo;s important to remember that Apple&rsquo;s iPhone is a little over ten years old when thinking about these stats. Apps and smartphones, which are now so important to everyday life, are still in a comparatively new technology.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">Smartphones, and the apps installed on them, have completely revolutionised the way we live our lives. Facebook and Twitter were born on the desktop, but when the smartphone became commonplace their apps would be the first a customer downloaded when they got their hands on one. Along with Whatsapp, Instagram and Snapchat, it changed the way we communicate. JustEat and Deliveroo changed the way we ate. Amazon and ASOS changed the way we shopped. Google Maps meant that we were never lost again, and Uber and Citymapper made sure we were never stranded. It was only a matter of time before the app started influencing the way we approached jobs.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">In 2010, Uber came along and offered those with a certain type of car and some spare time a chance to make money driving people around. Taskrabbit launched their app in 2011, allowing those with spare time and a relative adeptness with DIY a chance to earn money doing tasks for their neighbours. Deliveroo gave anyone with a bicycle a chance to become a delivery driver. The gig economy began to thrive, and though questions remain about the treatment of the workers, it was a truly new way to earn money through an app.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">The recruitment sector has been a little slow on the uptake. True, many of the larger recruiting sites have apps, but they tended just to be a mobile version of their desktop. The problem stems from the reliance on cover letters. Writing a short email on your phone is fine, but a detailed account of your suitability for a job is better suited to a desktop. The larger recruiters have not innovated their process to tailor for mobile users.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;">There are some startling stats regarding job advertising on mobile platforms, which we&nbsp;<a style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;" href="https://flexy.com/articles/recruitment-practices-must-embrace-innovation-support-staffing-demand-festive-period/">have written about before</a>. There are only a few apps that are embracing new technologies and techniques to get people in to work. Job Today acts like a Gumtree for jobs, there are half-a-dozen apps for medical staff that don&rsquo;t rely on cover letters, and Flexy only requires a few words about your work history, along with a psychometric test to determine where the candidate will best be placed. It is the start-ups that are driving the job apps innovations, and the rest of the industry needs to catch up.</p>
<p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;">Apps will continue to transform the way we live. It is one exciting aspect of the times we live in to anticipate what will be the next revolutionary app. The way we work may be changing slowly due to apps, but it is certainly changing.</p>

<p>How The Continuing Popularity Of Apps Is Changing The Way We Work</p>

Apps Are Changing The Way We Work

<p><span data-sheets-root="1" data-sheets-value="{&quot;1&quot;:2,&quot;2&quot;:&quot;&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;1. Make your policy clear from day one.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;This might seem an obvious one, but we&amp;rsquo;re not just talking about writing it in to a contract. An employee needs to know the boundaries from the very start of their employment, otherwise there may be confusion&amp;nbsp;&lt;a href=\&quot;http://smallbusiness.chron.com/improve-dependability-work-17312.html\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;regarding their boundaries and entitlements.&lt;/a&gt;&amp;nbsp;By laying out exactly what you expect from them regarding time off, lunch hours, lateness, cancelling shifts and other attendance issues then, when this policy is broken, you will know it is not due to a misunderstanding.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;2. Keep good records.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;Don&amp;rsquo;t just record when someone is late,&amp;nbsp;&lt;a href=\&quot;https://www.practiceplan.co.uk/resource-library/staff-management-and-employment-law/managing-absence\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;you need to record&lt;/a&gt;&amp;nbsp;why they were late and how late they were. More often then not it will be a good excuse; public transport or childcare issues. However, if someone is late regularly due to public transport, then they should be leaving earlier. The same goes for absentees. Obviously you should not pry into medical issues of your employees, but if someone is ill often, and without a pattern, for single days at a time, then it could be suspicious.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;3. Don&amp;rsquo;t over-scrutinise.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;You do not want to alienate good workers by interrogating them about absences. This can create tension and suspicion, and it can make the&amp;nbsp;&lt;a href=\&quot;https://www.roberthalf.com.au/blog/employers/8-signs-youre-bad-boss\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;employee feel uncomfortable.&lt;/a&gt;&amp;nbsp;It is also not fair to pry into private lives, which may be difficult. This goes with the good record keeping. You should be able to tell the ones who have genuine excuses from those who are taking the mickey relatively easily. With those who you suspect are unreliable and are being disruptive, do not jump to conclusions. Offer them a chance to defend themselves calmly and without being accusatory. It may be that they are generally sorry. It could all be a misunderstanding. It could also be something that requires discipline.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;4. Offer flexible working.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;Some people are going to struggle to do the normal 9-to-5. Many modern businesses now offer the ability to work flexibly, which can include remote working, to make sure that they get maximum output from the employee. When you factor in childcare and medical issues, sometimes employees need help to work their contracted hours. To keep them happy and to get the most out of them, you should offer flexible hours and the ability to work from home when necessary, as 87% of professionals say&amp;nbsp;&lt;a href=\&quot;https://journal.thriveglobal.com/4-stats-that-show-how-flexible-work-options-contribute-to-mental-well-being-19690005f9bf\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;flexible working hours&lt;/a&gt;&amp;nbsp;would help lower their stress levels.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;5. Be realistic with what you expect from employees.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;a href=\&quot;https://hbr.org/2017/04/employee-burnout-is-a-problem-with-the-company-not-the-person\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;Harvard Business Review&lt;/a&gt;&amp;nbsp;recently wrote a book about how burnout is more down to the company than the person suffering from it. They estimate that it costs the US economy around $160billion a year, and it is all preventable. Make sure your expectations, as well as the employee&amp;rsquo;s workload, is actually doable. Burnout is the reason why people are leaving the teaching profession in their droves because the workload is just too unrealistic. Yet, by fixing expectation levels, you will decrease absentees and increase the quality of work, as well as the quality of life for your employees.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;6. Provide regular feedback and reward good work.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;Incentives have&amp;nbsp;&lt;a href=\&quot;https://3rj4m23cnayp2k7tz23pabh2-wpengine.netdna-ssl.com/wp-content/uploads/2016/12/Incentive_Infographic_Dec.2016.pdf\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;proved to increase productivity&amp;nbsp;&lt;/a&gt;across many different disciplines. After setting achievable targets and informing employees exactly what is expected of them, it is only right that they receive recognition for their hard work, otherwise they may begin to harbor resentment. Incentives can come in many forms; bonuses, gifts, parties, raises, but be sure not to patronise. A can of Coke to say thank you at the end of a hard year is not going to cut it. Similarly, if an employee is not meeting their targets it&amp;rsquo;s crucial to work with them to try and get there, and not to chastise. Regular feedback and development meetings can get a slow-starter going.&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;\&quot;&gt;&lt;strong style=\&quot;margin: 0px; padding: 0px; border: 0px;\&quot;&gt;7. Create an enjoyable working environment.&lt;/strong&gt;&lt;/p&gt;\n&lt;p style=\&quot;color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;\&quot;&gt;Happy employees take&amp;nbsp;&lt;a href=\&quot;http://www.snacknation.com/blog/employee-happiness/\&quot; style=\&quot;color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;\&quot;&gt;one tenth of the sick days that&amp;nbsp;&lt;/a&gt;unhappy employees take. It&amp;rsquo;s not altogether surprising, and also not that difficult to achieve. Nurturing a happy workplace means all of the above, plus open workspaces, sufficient breaks, entertainment, free food from time to time and weeding out any toxicity and infighting. You are never going to please everyone, but the rewards for, at the very least, having the mindset to keep your employees happy will result in significantly higher levels of reliability, as well as staff retention. Plus, who wants their employees to be unhappy?&lt;/p&gt;&quot;}">&lt;p style="color: #1e3e5b; background-color: #ffffff; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;1. Make your policy clear from day one.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;This might seem an obvious one, but we&amp;rsquo;re not just talking about writing it in to a contract. An employee needs to know the boundaries from the very start of their employment, otherwise there may be confusion&amp;nbsp;&lt;a href="http://smallbusiness.chron.com/improve-dependability-work-17312.html" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;regarding their boundaries and entitlements.&lt;/a&gt;&amp;nbsp;By laying out exactly what you expect from them regarding time off, lunch hours, lateness, cancelling shifts and other attendance issues then, when this policy is broken, you will know it is not due to a misunderstanding.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;2. Keep good records.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;Don&amp;rsquo;t just record when someone is late,&amp;nbsp;&lt;a href="https://www.practiceplan.co.uk/resource-library/staff-management-and-employment-law/managing-absence" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;you need to record&lt;/a&gt;&amp;nbsp;why they were late and how late they were. More often then not it will be a good excuse; public transport or childcare issues. However, if someone is late regularly due to public transport, then they should be leaving earlier. The same goes for absentees. Obviously you should not pry into medical issues of your employees, but if someone is ill often, and without a pattern, for single days at a time, then it could be suspicious.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;3. Don&amp;rsquo;t over-scrutinise.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;You do not want to alienate good workers by interrogating them about absences. This can create tension and suspicion, and it can make the&amp;nbsp;&lt;a href="https://www.roberthalf.com.au/blog/employers/8-signs-youre-bad-boss" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;employee feel uncomfortable.&lt;/a&gt;&amp;nbsp;It is also not fair to pry into private lives, which may be difficult. This goes with the good record keeping. You should be able to tell the ones who have genuine excuses from those who are taking the mickey relatively easily. With those who you suspect are unreliable and are being disruptive, do not jump to conclusions. Offer them a chance to defend themselves calmly and without being accusatory. It may be that they are generally sorry. It could all be a misunderstanding. It could also be something that requires discipline.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;4. Offer flexible working.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;Some people are going to struggle to do the normal 9-to-5. Many modern businesses now offer the ability to work flexibly, which can include remote working, to make sure that they get maximum output from the employee. When you factor in childcare and medical issues, sometimes employees need help to work their contracted hours. To keep them happy and to get the most out of them, you should offer flexible hours and the ability to work from home when necessary, as 87% of professionals say&amp;nbsp;&lt;a href="https://journal.thriveglobal.com/4-stats-that-show-how-flexible-work-options-contribute-to-mental-well-being-19690005f9bf" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;flexible working hours&lt;/a&gt;&amp;nbsp;would help lower their stress levels.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;5. Be realistic with what you expect from employees.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;a href="https://hbr.org/2017/04/employee-burnout-is-a-problem-with-the-company-not-the-person" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;Harvard Business Review&lt;/a&gt;&amp;nbsp;recently wrote a book about how burnout is more down to the company than the person suffering from it. They estimate that it costs the US economy around $160billion a year, and it is all preventable. Make sure your expectations, as well as the employee&amp;rsquo;s workload, is actually doable. Burnout is the reason why people are leaving the teaching profession in their droves because the workload is just too unrealistic. Yet, by fixing expectation levels, you will decrease absentees and increase the quality of work, as well as the quality of life for your employees.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;6. Provide regular feedback and reward good work.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;Incentives have&amp;nbsp;&lt;a href="https://3rj4m23cnayp2k7tz23pabh2-wpengine.netdna-ssl.com/wp-content/uploads/2016/12/Incentive_Infographic_Dec.2016.pdf" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;proved to increase productivity&amp;nbsp;&lt;/a&gt;across many different disciplines. After setting achievable targets and informing employees exactly what is expected of them, it is only right that they receive recognition for their hard work, otherwise they may begin to harbor resentment. Incentives can come in many forms; bonuses, gifts, parties, raises, but be sure not to patronise. A can of Coke to say thank you at the end of a hard year is not going to cut it. Similarly, if an employee is not meeting their targets it&amp;rsquo;s crucial to work with them to try and get there, and not to chastise. Regular feedback and development meetings can get a slow-starter going.&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin: 15px 0px 0px; padding: 0px; border: 0px;"&gt;&lt;strong style="margin: 0px; padding: 0px; border: 0px;"&gt;7. Create an enjoyable working environment.&lt;/strong&gt;&lt;/p&gt;<br>&lt;p style="color: #1e3e5b; background-color: #ffffff; margin-top: 15px; margin-right: 0px; margin-left: 0px; padding: 0px; border: 0px;"&gt;Happy employees take&amp;nbsp;&lt;a href="http://www.snacknation.com/blog/employee-happiness/" style="color: #1e3e5b; margin: 0px; padding: 0px; border: 0px;"&gt;one tenth of the sick days that&amp;nbsp;&lt;/a&gt;unhappy employees take. It&amp;rsquo;s not altogether surprising, and also not that difficult to achieve. Nurturing a happy workplace means all of the above, plus open workspaces, sufficient breaks, entertainment, free food from time to time and weeding out any toxicity and infighting. You are never going to please everyone, but the rewards for, at the very least, having the mindset to keep your employees happy will result in significantly higher levels of reliability, as well as staff retention. Plus, who wants their employees to be unhappy?&lt;/p&gt;</span></p>

<p><span data-sheets-root="1" data-sheets-value="{&quot;1&quot;:2,&quot;2&quot;:&quot;7 ways to improve the reliability of your workforce&quot;}">7 ways to improve the reliability of your workforce</span></p>

7 ways to improve the reliability of your workforce

<h1>Rethink recruitment</h1><p>The world of work is changing, and you will benefit from an approach to workforce management that changes with it. That’s Flexy – a data-driven workforce management platform that uses smart technology to simplify temporary recruitment, payroll and contingent workforce management, so you can get more people booked for your jobs in less time and with less hassle.</p>

<h3>Our story</h3><p>Designed and built by a team of psychologists, recruitment experts, and digital architects, Flexy embraces advanced automation and nudge theory to make it easier for people to find short-term work, and for companies to hire workers, without risk or fuss.</p><h4>For companies</h4><p>Our simple, seamless technology that manages all workforce processes to recruit, roster or payroll workers via a single platform. We help you maximise resources, minimise costs and optimise efficient workforce delivery.</p><h4>For workers</h4><p>Just as easy for workers, with everything managed through the Flexy app. From job searching and one-click applications; to shift selection, reminders, timesheets and tracking pay, workers can do it all in the Flexy app. All with the security of quick and accurate payment from Flexy. Download the Flexy app to get started [link to download page].</p><h4>Rethink your approach to recruitment with Flexy.</h4>

<h2>Drive better workforce performance</h2><p>Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first step to better performance.</p>

<h2>Insights to drive workforce performance</h2>

<h2>See Flexy Health in action</h2><p>Book a discovery call with our workforce experts and discover how easy it is to&nbsp;better manage, deploy and understand their contingent medical workforce.&nbsp;</p><p>Request a live demo of Flexy’s Evo platform, customised to you and your&nbsp;business needs.</p><p>Book a discovery call with our workforce experts and find out the art of the&nbsp;possible. Filling in the form is the first step to better performance.</p>

<h2>Recruit temporary staff with a new approach</h2><p>The world of work is changing and our technology-driven approach to temporary recruitment helps you change with it. Find great short-term, casual workers in less time and with less hassle through our Recruit platform.</p>

<h2>Find jobs for 1 day to 1 year</h2><p>Our easy-to-use app takes the hassle out of finding casual work. Whether it’s a job for 1 day or for 1 year, you’ll find casual work to suit you with fair rates and quick payment.</p>

<h1>Find your next job</h1><p>Download the Flexy app</p>

<h2>See Flexy Health in action</h2><p>Book a discovery call with our workforce experts and discover how easy it is to&nbsp;better manage, deploy and understand their contingent medical workforce.&nbsp;</p><p>Request a live demo of Flexy’s Evo platform, customised to you and your&nbsp;business needs.</p><p>Book a discovery call with our workforce experts and find out the art of the&nbsp;possible. Filling in the form is the first step to better performance</p>

<h2>Casual jobs for backpackers, holiday makers and students</h2><p>Travelling in Australia is a lifechanging experience, and now you can embrace it without worrying how you’ll earn money along the way. Flexy offers an easy way for backpackers, holiday makers and students to earn fair pay rates, secure good working conditions and receive quick payment, without tying you into long term contracts and work commitments.</p>

<h1>Earn white you travel</h1><p>Download the Flexy app</p>

<h1>Transform the way you recruit top talent</h1><p>Expand access to top talent and find new talent pools with our easy to use, cloud-based platform to recruit, roster and payroll temporary workers.</p>

<h2>Our solutions</h2><p>Take the hassle out of temporary recruitment and payroll with our cloud-based platform.</p>

<h2>See Flexy in action</h2><p>Book a discovery call with our workforce experts and discover how easy it is to seamlessly recruit, roster and payroll all on our single platform.&nbsp;</p><p>Request a demo of the Flexy platform, customised to you and your business needs.</p><p>Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first step to better performance.</p><h2><br></h2>

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<p>We're here to help! Contact us on <a href="mailto:contractor@flexy.com.au" rel="noopener noreferrer" target="_blank">contractor@flexy.com.au</a> or <a href="tel:1800 314 783" rel="noopener noreferrer" target="_blank">1800 314 783</a>.</p>

<h1>Welcome to our Flexy community</h1><p>To ensure you have a great experience while working with Flexy, we've prepared some useful information for you. If you have any questions about your assignment, please contact a member of our Flexy team.</p>

<h2>See Flexy in action</h2><p>Book a discovery call with our workforce experts and discover how easy it is to&nbsp;seamlessly recruit, roster and payroll all on our single platform.&nbsp;</p><p>Request a demo of the Flexy platform, customised to you and your business&nbsp;needs.</p><p>Book a discovery call with our workforce experts and find out the art of the&nbsp;possible. Filling in the form is the first step to better performance.</p>

<h2><span style="background-color: rgb(255, 255, 255);">Simple, seamless payroll</span></h2><p>Hire and onboard your temporary workforce quickly and compliantly, no matter where you're based. Flexy does the heavy lifting to reduce risk, with rapid onboarding and reliable payroll so you can scale your workforce with speed, safe in the knowledge they’re compliant and every box is ticked.</p>

<h2>See Flexy in action</h2><p>Discover how easy it is to seamlessly recruit, roster and payroll all on our single platform.</p><p>Request a live demo of the Flexy platform, customised to you and your business needs.</p><p>Our cloud-based platform helps you find and onboard top talent, manage rostering and scheduling and provides quick and compliant payroll. Our easy-to-use, flexible workforce management platform streamlines all, or part, of your temporary hiring process to suit your business.</p><p><strong>Complete the short form to request a demo and see Flexy in action.</strong></p>

<h2>Simplify your workforce management</h2><p>Our flexible platform streamlines the process to find and onboard temporary&nbsp;talent, manage rostering and scheduling and provides quick and compliant&nbsp;payroll.</p>