More than anything else, an AI algorithm that constantly goes over tens of thousands of email communications manually does not guarantee the absence of bias, fallacy, or falsehood in reality and could, on the contrary, get manipulated.

Impact of Artificial Intelligence (AI) on Cognitive Effort

As employees increasingly utilise generative AI on the job, their cognitive commitment shifts towards a simple understanding or affirmation of AI-generated content. Rather than cogitating or delving deeper by assessing, analysing, or synthesising, the human user is prone to merely verifying or disproving where the AI system has gone wrong. This overexperience of decision-making and problem-solving might sap the skill of independent thought from them over time.

A study was administered to 319 individuals engaging in generative AI at least once every week. Participants were enquired into how they had used AI-injected tasks based on the following subcategories:

• Creation, mainly rendering a piece of email writing or draughting related reports
• Summarisation and information retrieval, involving the extraction of compact information from specific lengthy documents or research on themes
• Advice and guidance for seeking recommendations or structuring data

Further, we asked whether AI made them think critically and, in so doing, made an impact on their belief in decision-making.

Critical Thinking vs. AI Dependence 

Out of around 36%, the individuals had reported actively applying critical thinking for AI risk mitigation. Some employees even went to such lengths as to double-check the highly artificial-intelligence-assisted performance assessment so that the produced results could be claimed to conform very narrowly to the true results expected culturally and professionally. Similarly, editing AI-generated mail to cope with social and professional ethics was similar on a different level. In addition, another in-house validation for AI outputs necessarily involved double-checking the information on, say, online sources like YouTube and Wikipedia, thus risking the aforesaid redundancy in AI trust.

Nevertheless, the study found that users high in OPA did less critical thinking. On the other hand, this suggests that while AI may be a useful tool, inculcating too much faith in its accuracy would trigger complacency—just to prepare individuals less for coping with complex problems or the completely unexpected.

Balancing AI with a Human Judgement

To prevent the void in cognitive skills, AI needs to be considered a tool concerning the performance of its human counterparts while our employees receive briefings about its limitations. Here is what this encompasses:

• Awareness of the areas in which AI can be inconsistent
• Doubting and refining AI-generated content
• Making sure that AI helps, not replaces, in critical judgement

Generative AI can enhance productivity and problem-solving skills, but over-reliance on it might constrain any further enhancement in the problem-solving skills for independence. Therefore, an intelligent match between AI efficiency and human bias allows for the best of the pros minus the loss of active thinking.

In today’s dynamic business landscape, Human Resources (HR) departments manage vast amounts of data on employees, recruitment, performance, and compliance. Yet much of this data remains “dead”—full of untapped insights, often sitting idle in spreadsheets, databases, and unstructured files, contributing little to strategic decision-making.

The solution to this challenge lies in Artificial Intelligence (AI). AI is transforming how HR professionals manage and leverage data. By adopting AI-driven solutions, HR departments are unlocking data’s full potential, while improving employee experiences, streamlining hiring processes, and enhancing decision-making. In this article, we’ll explore how AI is solving the “dead data” problem in HR and paving the way for more efficient, data-driven organisations.

Understanding the ‘Dead Data’ Problem in HR

Human resources departments generate valuable data—ranging from employee records and recruitment metrics to training progress and performance reviews. However, much of this data remains underutilised, often locked away in systems and contributing little to strategic decision-making. The challenge lies in the fact that much of this data is either unstructured or fragmented across different platforms, making it difficult for HR professionals to analyse effectively.

There are several reasons why HR data remains “dead.” First, fragmentation occurs when data is dispersed across various systems—HRIS (Human Resource Information Systems), applicant tracking systems (ATS), payroll platforms, and performance management tools—hindering the ability to draw insights from multiple sources. Second, a significant portion of HR data is unstructured, such as emails, text documents, and social media interactions, which complicates analysis. Additionally, many HR departments still rely on manual data entry and Excel spreadsheets, which are time-consuming and prone to errors. Finally, disconnected HR systems often lead to data silos, preventing a comprehensive view of an employee’s journey within the organisation.

As HR departments increasingly turn to data-driven decision-making, addressing the “dead data” issue has become crucial. This is where Artificial Intelligence (AI) can play a transformative role.

AI’s Role in Reviving ‘Dead Data’ in HR

AI is transforming how HR departments manage and leverage data, turning previously “dead” data into valuable insights that drive business outcomes. Let’s explore how AI is helping HR teams address the “dead data” problem and improve their operations.

Automating Data Collection and Processing

One of AI’s primary benefits is its ability to automate data collection, cleaning, and processing. This reduces the reliance on manual data entry, which is time-consuming and prone to human error, while also tackling data fragmentation.

AI-powered HR platforms, such as Workday or BambooHR, collect data from various HR systems and generate standardised reports. This automation streamlines the process and provides real-time insights that empower HR professionals to make informed decisions on employee engagement, recruitment, and retention. By freeing up time spent on manual tasks, AI allows HR teams to focus on more strategic activities.

Predictive Analytics for Smarter Decision-Making

AI’s predictive analytics capabilities allow HR departments to spot trends and patterns that might otherwise go unnoticed. By analysing historical data, AI can predict future outcomes, such as employee churn or workforce needs.

For instance, AI can identify which employees are most likely to leave based on patterns in performance reviews, engagement surveys, and turnover data. Armed with this information, HR teams can take proactive steps to retain top talent, such as offering career development opportunities or improving work-life balance. Predictive analytics can also optimise recruitment strategies, allowing HR professionals to refine hiring processes for better results.

Personalizing the Employee Experience

AI enables HR departments to provide a more tailored employee experience by analysing data on individual preferences, performance, and career goals. AI-powered tools like Lattice and SuccessFactors allow HR professionals to monitor employee sentiment and provide real-time feedback, helping to promote a more engaged workforce.

Chatbots and virtual assistants powered by AI are increasingly being used to handle routine HR queries, provide feedback, and guide employees through HR processes. These tools continuously learn from previous interactions, becoming more effective over time. AI can also customise training and development programs, aligning them with an individual’s learning style and career aspirations, ultimately leading to higher employee satisfaction and retention.

Streamlining Recruitment and Minimizing Bias

AI is revolutionising the recruitment process by automating candidate screening, conducting initial interviews, and analysing resumes. Traditional recruitment methods are often biased and inefficient, but AI can evaluate candidates objectively based on qualifications, experience, and cultural fit.

AI tools such as HireVue and Pymetrics use machine learning to assess resumes and predict candidate success by analysing previous hiring data. These tools also help reduce unconscious bias by focusing on skills and qualifications rather than subjective factors like gender or background. Moreover, AI-powered analytics can evaluate recruitment campaigns, providing insights on metrics like time to hire, cost per hire, and candidate conversion rates.

Improving Performance Management

Traditional performance reviews often rely on subjective assessments, leading to biased and inaccurate evaluations. AI changes this by providing data-driven insights into employee performance and tracking metrics like productivity, work habits, and goal achievement.

AI can offer continuous, real-time feedback on performance, helping HR teams identify top performers and areas for improvement. With this information, HR departments can create personalised career development plans, improve employee engagement, and align individual goals with organisational objectives. Real-time feedback also strengthens employee engagement, as timely recognition of achievements boosts morale.

Enhancing Employee Retention

Employee retention is a key challenge for many HR departments, but AI is helping organisations identify the factors that drive turnover. By analysing employee data such as performance reviews, engagement surveys, and turnover rates, AI can pinpoint dissatisfaction causes like limited career growth, poor work-life balance, or inadequate compensation.

AI can predict which employees are most at risk of leaving, giving HR teams the chance to intervene before it’s too late. Tools like TINYpulse and CultureAmp enable HR teams to gather real-time feedback from employees, track satisfaction levels, and address concerns promptly. This data-driven approach helps create a more engaged, satisfied, and committed workforce.

The Future of AI in HR

As AI continues to evolve, its impact on HR practices will only deepen. Future HR departments will rely on increasingly advanced AI tools, which will not only automate routine processes but also provide personalised employee experiences on a larger scale.

Predictive Insights for a Proactive HR Strategy

AI’s predictive capabilities will play a pivotal role in shaping HR’s future. By forecasting leadership potential or pinpointing workforce skill gaps, AI will enable HR teams to take a proactive approach to talent management. This foresight will help organisations develop targeted training programs, improve succession planning, and ensure they’re prepared for future challenges.

Simplified AI Tools for HR Professionals

As AI tools become more intuitive, HR professionals will no longer need technical expertise to harness their power. This democratisation of AI will empower HR teams to make data-driven decisions, streamline workflows, and enhance both employee satisfaction and organisational performance.

A Data-Driven Future for HR

The future of HR will be defined by data-driven decision-making, where AI offers real-time insights into employee engagement, performance, and retention. By automating tasks and uncovering valuable insights, AI will help HR departments build better workplace cultures and drive business success.

AI and the Evolution of HR: What’s Next?

As AI technology continues to advance, its potential to reshape HR practices becomes even more evident. The future of HR lies in leveraging AI to predict trends, streamline processes, and offer highly personalised employee experiences on a larger scale.

In the coming years, AI will enable HR teams to adopt a proactive approach to workforce management. From identifying future leaders to pinpointing skill gaps, AI will empower HR professionals to make more strategic, data-driven decisions. These advancements will help drive both employee satisfaction and organisational performance.

As AI tools become increasingly intuitive, HR departments will no longer need deep technical expertise to benefit from these innovations. This democratisation of AI will allow HR professionals to harness its full potential, ultimately creating a more efficient, agile, and future-ready workforce.

The trial for 15 months of the week-long work schedule of four days in the UK provides a substantial increase in the number of people who support the alternate timetable. The researchers who conducted the research found that the change not only decreased work hours but also dramatically increased the mental and physical well-being of employees.

The trial, which was initiated in the year 2000 by South Cambridgeshire District Council in the southeast of England was conducted by researchers from Cambridge as well as Salford Universities. A total number of 697 participants took part in the study. This study analyzed 24 different aspects to evaluate the trial’s effectiveness, and nearly all were positive with regards to the shorter hours of work.

One of the most notable results was the decrease of 39% in the turnover of staff between January 2023 and March 2024. In addition, the study resulted in a 53% growth in the number of applicants for positions that are open. Engagement, motivation as well as overall health saw notable improvement. It was remarkable that the council saved more than $475,000 during the course of the program and employees reported better levels of satisfaction.

The report noted “Some management professionals have observed that planning and conducting a four-day trial is an impetus for more creativity, change, innovation, and transformation. Collaboration has increased the effectiveness of their working methods within teams and have utilized communication tools in a different way and since colleagues take an ownership stake in the trial, they’ve been reported to feel valued and have experienced increased confidence.”

Even though the UK believes in a workweek that is four days long, Greece has taken an alternative method. This month, a 48-hour working week was enacted for certain employees. The change is applicable to certain factories and industrial facilities and also businesses that provide 24 hour services. This allows employees to extend their work hours beyond the five-day limit. Food services and tourist employees aren’t subject to extended work hours.

Changes to the laws governing labor were approved in September of last year as a reaction to the issues with productivity in Greece in which many employees were working longer hours without receiving proper pay. There is also an absence of skilled laborers due to the declining populace.

While the UK is embracing shorter working hours in order to improve the well-being of workers and efficiency, Greece is extending hours in specific sectors to tackle the economic issues. This contrast in approaches highlights the various strategies nations employ to address the unique issues that arise in their labor markets.

LinkedIn has become more than an online platform used by job seekers and recruiters. It’s becoming a powerful instrument for businesses looking to connect with high-value buyers. With the growth of social commerce, firms are developing new ways to utilize LinkedIn beyond the traditional B2B sphere.

LinkedIn’s Unique Value Proposition

LinkedIn provides a distinct combination of professional networking and content sharing. This makes it the perfect platform for businesses seeking to reach out to an affluent and active crowd. In contrast to other social media platforms, LinkedIn users are often with a professional outlook as well as open to the latest concepts, and are more inclined to share information that is valuable and provides information.

Targeting High-Value Consumers

One of the major benefits for LinkedIn is its sophisticated capability to identify and target customers. The tools allow merchants to find high-value clients by their job titles or industries, the size of their companies as well as specific abilities. This granularity allows businesses to create highly specific advertisements that appeal to people who have the appropriate demographics.

A luxury travel agency could be targeting LinkedIn users with executive jobs or work in lucrative sectors. Focusing on this specific segment, the company is able to produce content tailored directly to the desires and requirements of prospective customers and increase the chance of conversion and engagement.

Content That Captures Attention

The creation of compelling content is essential in attracting the focus of LinkedIn people. As the LinkedIn platform is known for its professional atmosphere, content that provides value in the form of industry information as well as thought leadership pieces & case studies, are likely to do well.

The platform also allows businesses to leverage LinkedIn’s diverse content formats which include articles, video and carousel posts, for delivering their messages. Interactive content, like live video and polls, could further boost participation by encouraging users to join in on the discussion.

Building Trust and Credibility

LinkedIn is a social network where trust and confidence are the most important. Businesses can earn their name through consistently posting high-quality information and engaging their followers. Engaging in discussions, responding to feedback, in discussions and giving useful information will help businesses make themselves known as experts within their field.

In addition, the use of LinkedIn endorsements or recommendations could increase a company’s credibility. Recommendations from happy customers or colleagues in the same industry could dramatically influence consumers’ perceptions and make them more inclined to look into the products or services offered by a merchant.

Utilizing LinkedIn Ads

LinkedIn’s advertising platform provides various options that allow businesses to connect with the most valuable consumers. The Sponsored Content option, InMail, and Display Ads can all be tailored for specific audiences and ensure that the appropriate message is delivered to the correct users.

Sponsored Content that is displayed directly in the feeds of users can be especially effective in promoting thought-leadership content or to highlight unique characteristics of a product.
InMail lets businesses create personalized emails directly to the users’ inboxes. This provides an easier way to communicate with clients.
Display Ads, on the contrary, could boost brand exposure by displaying at the bottom of LinkedIn’s desktop interface.

Measuring Success

Similar to any marketing plan, tracking the performance for LinkedIn campaigns is crucial. LinkedIn has a robust set of analytics tools which allow businesses to monitor important performance indicators like percentages of engagement, click-through rate as well as conversion rates. Through the analysis of this information business owners can tweak their plans and improve their marketing campaigns to achieve better results.

Furthermore, LinkedIn’s integration with other analytics tools of third parties can offer more in-depth insights into user behavior and performance of campaigns. The data-driven method allows merchants to take informed choices and continually enhance their marketing strategies.

The Future of LinkedIn for Merchants

As LinkedIn grows, the possibilities of it in terms of a platform to reach the most valuable consumers will only expand. Through constant innovation and the new capabilities being launched, retailers are going to have more chances to connect with their targeted customers effectively.

What is Agile Outsourcing and How Can It Benefit Latin American Companies

Agile outsourcing is a business strategy through which non-core tasks are entrusted to external providers specialized and equipped for such activities. Under this approach, some of the key premises include collaboration, flexibility, adaptability with clients as well as continuous improvement emphasis. For Latin American companies seeking to maintain competitiveness in today’s global market, agile outsourcing can be beneficial – most importantly guaranteeing much higher efficiency and faster time-to-marketing By partnering with the best providers of IT outsourcing Latin America, companies can draw on a pool of skilled resources, lower total cost of ownership while benefiting from latest technologies and methodologies without having to invest in them themselves. Also, companies that go the Agile way can respond quickly to changing customer needs or market shifts, innovate faster, as well as scale business more easily through the application of new ideas or solutions.

The Benefits of Choosing an Agile Outsourcing Model

An agile Latam outsourcing model is important for a company in the ever-changing and fast-paced business environment today because of its ability to enable flexibility and agility. The agile outsourcing model enables a company to leverage experienced partners’ expertise wherein their capabilities are improved, thus gaining an edge over competitors within the industry. One of the benefits associated with an agile outsourcing model includes that it brings scalability and flexibility into the operations of a firm compared to incorporating it internally. Besides, businesses can focus on core competencies while building up non-core activities under expert management by partnering with someone who has specialised in those areas. Right outsourcing partners help companies to experience significant cost savings, increased efficiency and better quality. The benefits of choosing an agile outsourcing model are many that make it an option worth considering for businesses looking towards adapting themselves to the fast-paced business landscape of today.

Keys to Successful Agile Outsourcing in Latin America

Agile outsourcing is slowly but steadily becoming the most wanted model for companies looking to quickly and efficiently bring their ideas to fruition. Latin America has shown itself as a key destination, being Mexico, Brazil or Argentina leading the pack amongst others. Good outsourcing, however, means careful planning and execution thereof. To meet that goal companies need to set clearly defined chains of communication in place; use agile methodologies; and choose the right partner. Companies following these main steps can have all the benefits associated with outsourcing while minimizing risks simultaneously. Being where Latam constitutes such a fast-growing industry like Latin America itself proves critical in guaranteeing successful outcomes by following these management strategies.

Strategies for Establishing a Collaborative Partnership Between Client and Provider

Creating a collaborative partnership between the client and provider is important in ensuring that any project or service succeeds. There are various strategies to use so that open communication, transparency, and trust can be achieved. One of them includes establishing clear expectations from the beginning where both parties come into agreement on what they want to achieve. Having this understanding makes it easier for both parties to work towards achieving common objectives. Regular meetings, keeping clients abreast with the progress of their projects through open communication channels, and informing them when things change during implementation help foster collaborative relationships as well. Finally, building trust and establishing a working relationship based on the platform of mutual respect and understanding is foundational in setting up a successful partnership between client and provider.

The Benefits of Local Talent and Cultural Alignment

Businesses in today’s global economy are finding it more and more important to develop a strong diverse workforce. While many companies want to look across the pond for top talent, there are advantages in partnering with and investing with the local people – especially those who are immersed within that area’s language and culture. When you build your team out of individuals who understand the nuances of the local market, you create a one-up over other competitors where maybe they can serve their customers better or their clients better than others are able to do. Also, prioritizing cultural alignment and diversity can encourage a feeling of inclusivity in the office that connects to an expected bump in employee satisfaction and retention. By focusing local talent near the front end of your recruitment strategy, you not only are doing something positive for your bottom line but also helping to build a more equitable, robust community.

Using Agile Methodology for Faster Delivery with Quality in Mind

In today’s hectic world, businesses across industrial verticals are pushed to deliver quality products and services quicker with more discipline. However, speed often comes at the cost of poor quality, thus leading to lessened customer satisfaction and lost opportunities. This is where Agile Methodology comes into the picture for these businesses. By following this iterative approach in project management, businesses can develop as well as bring out high-quality products quickly by adopting Agile. Agility stresses continuous collaboration with a client, and frequent feedback loops along constant iterations so that projects turn successful. With agility, business organizations could respond quicker towards changing market demands while staying ahead of the competition; this delivers efficiency and increased productivity ultimately resulting in improved customer satisfaction.

Final Thoughts

In summary, Agile outsourcing offers Latin American companies a cost-effective way to achieve successful business outcomes. By establishing collaborative partnerships, leveraging local talent, aligning culturally, and using agile methodology for faster deliveries of higher quality experiences, companies can find success in the ever-evolving markets of Latin America. This comprehensive guidance provides opportunities for increased efficiency, productivity, and market competitiveness. Agility is key!

1. Can you tell us about your background and how it led you to become the CEO of Lensa?

I’ve always had an entrepreneurial drive and been fascinated with the idea of inventing one’s own job. I co-founded Hungary’s first online job board, Profession.hu, in part because my co-founders and I were dissatisfied with existing job search solutions, and exited that company for a historic sum. I’ve been on a mission to innovate within the jobs and recruitment space ever since.

2. What inspired the founding of Lensa, and what problem were you looking to solve in the job search industry?

I learned through firsthand experience that the way we look for jobs and manage our careers is broken. We don’t use all the means at our disposal, including technology, to set ourselves up for success as job seekers. I wanted to educate and empower people to craft the career of their dreams.

3. How does Lensa differentiate itself from other job search platforms, and what makes it unique?

First, our matching technology pulls from millions of data points to pair candidates with open positions throughout the United States that best fit their goals, expertise, and work style. Second, we are very focused on spotlighting company culture and transparency in workplaces because we believe this is in both the employer’s and employee’s best interest.

4. What has been the most significant challenge you have faced as CEO of Lensa, and how did you overcome it?

My most significant challenge has been maintaining my focus and big-picture vision as the business grows and we expand our products and services. I have solved this by extracting myself from operations work, and more importantly by maintaining a regimen of devoting time daily to “zoom out” and pursue my hobby, Japanese sword fighting.

5. How does Lensa use technology and data to improve the job search experience for users?

We analyze millions of data points that assess career goals for the short and long term, past roles, soft and hard skills, preferences, and style of working to pair job seekers with companies that match all these.

6. Can you share any exciting developments or future plans for Lensa that you are particularly excited about?

We are launching a direct-to-employer product that we believe will transform the recruitment space the same way we have impacted job search. Stay tuned!

7. How does Lensa prioritize diversity, equity, and inclusion in its hiring practices and overall mission?

At Lensa, we believe diversity enables richer and more rewarding career perspectives. We invest not only in hiring with inclusion in mind, but have developed an intensive onboarding process that’s designed to connect team members across boundaries and empower them to learn from each other’s different experiences, backgrounds, and identities.

8. How does Lensa ensure the privacy and security of user data on the platform?

We have granular opt–in settings and a dedicated dashboard to ensure that no data is shared without users’ explicit consent.

9. How does Lensa approach user feedback and incorporate it into the platform’s development?

We have an array of channels where we collect user feedback, from on-site and in-app feedback forms to Trust Pilot ratings, reviews, social media platforms, and a dedicated email support team. Here, we want people to express their opinions as well as report issues, suggest improvements, and ask questions. All their feedback informs our product roadmap and lets us know where we’re meeting our goal of revolutionizing job search, and where we can improve.

10 What advice would you give to job seekers who are struggling in their search, and how can Lensa help them?

Be proactive in every aspect of your job search and career path. Technology like Lensa’s is a tool that can match you with opportunities you would otherwise never be aware of. But only you can decide which is the right one. To choose wisely, you need to understand your goals, strengths, and your preferred work style. Then: make your move!

About Gergo Vari

The founder and CEO of Lensa, Gergo Vari is on a mission to revolutionize the job search process for both companies and professionals. With a natural inclination towards entrepreneurship from a young age, the founder gained valuable experience through founding, funding, and exiting successful startups.

This journey led to the realization that the current hiring process and career development approach are flawed. As a result, Gergo Vari created Lensa, a startup that offers a technological solution to address the crisis in the career marketplace.

In 2001, Vari founded and launched Profession.hu, Hungary’s leading recruitment platform. In just 4 years, it reached an extraordinary market share of 75%. When SanomaMedia purchased the company in 2005, the transaction was the largest of its kind in Hungary up to that time.

Gergo Vari’s passion for startups led him to found and head e-Ventures, and later, in 2008, to the launch and sale of AffilateMedia, Network.hu, and Replise. These ventures opened his eyes to the need for recruiting and human resources technology that puts people first.

At Lensa, Gergo Vari and his team are working every day to share the transformative potential of this vision with the world

Luckily, the adoption of digital transformation into the recruitment process can help companies and agencies to determine who are the legitimate parties and who are the fraudsters trying to exploit them.

What is the right way to introduce potential employees to your business?

The onboarding process is essential in any business as it represents the official start of the relationship with your employees. After you have spent hours going through various CVs, checking the qualifications, trying to determine who has potential and who is not the right and conducting the interviews, it is time to introduce your employees into your business. Because you want to ensure you don’t miss out on anything and that your potential employee is actually a legitimate party, this process can become long and tiresome with the long list of questions and documentation they need to fill out. Unfortunately, this can cause friction and result in loss of potential perfect employees.

Luckily the process is quite different when it comes to digital onboarding. With digital onboarding, they can quickly complete the sign-up process without causing any friction, while you still get all the necessary data for the company’s database. By using modern data enrichment tools you can supplement these information with additional data from external sources and ensure they are indeed who they say they are.

While ensuring your employees are actually who they say they are was always an important part of the recruitment process, it has become essential now when remote work is a must and not an option. It allows you to quickly verify your possible employees are who they say they are and ensure you find the best possible match. At the same time, it saves prospective employees from standard onboarding processes that usually require a large amount of unnecessary documentation and take forever.

How does digital onboarding work?

Not every business has the same requirements for their digital onboarding process as they all deal with different types of online dangers. For example, an eCommerce business will have a more flexible sign-up process than a banking institution, as financial institutions need to perform more rigorous checks to ensure their clients are who they say they are. Can you imagine how many people would abandon the cart if they had to fill out lengthy documentation and submit their personal identification just to purchase a product or a service? At the same time, would you feel safe doing business with a financial institution that doesn’t require any additional documentation or biometric information to create an account?

While there are differences in the severity of the digital onboarding process, the steps generally remain similar:

1.   Data is captured and inputted.

This happens when a customer signs up on your website or when an employee fills out their application. They fill out all the necessary information you need to confirm their identity, from their personal information such as an address, email, or phone number to the photo of their government-issued ID. Every business owner determines for themselves what is necessary information for their onboarding process.

2.   Their identity is verified.

There are various methods you can use to perform this check, from cybersecurity tools such as phone or email lookup or data enrichment to biometrics such as requiring users to take a selfie so you can match them to their ID. This is extremely useful when verifying prospective employees as data enrichment allows you to gather more information about them from external sources to confirm they have provided you with truthful data. By doing this, you can eliminate any candidates who do not meet your criteria.

3.   Their account is approved or blocked.

Thanks to the development of technology, the verification happens within minutes, reducing user friction and keeping your business safe at the same time. If you have discovered during the verification check that their profile raises some red flags, you can either ask them to provide you with more information or block their account altogether. If everything checks out and they don’t raise any concerns, their account will be approved, and they can use your services.

Why should you switch to digital onboarding?

Digital onboarding is quickly becoming an industry standard for any business that wants to ensure customer satisfaction and continue to grow. Technology is changing our lives, and it is time we start embracing its benefits.

Compared to the standard onboarding, it is:

• Faster and more efficient
• More user-friendly
• Client-centered
• Has a global reach
• Saves more time and money
• Prevents fraud
• Ensures the company stays compliant with industry regulations.

The best part of digital onboarding is that it is not a one-and-done process. It keeps verifying users’ identities every time they return to the site or application to access your product or services, checking for any discrepancies. This helps you to ensure their account wasn’t tempered within the meanwhile, significantly reducing the risk of identity theft or account takeover. Minimizing these risks is especially important when considering account takeover attacks increased by 90% in 2021 compared to 2020, becoming the second most important threat we can face. Not only will it help you keep your company, employees, and business safe, but it will help you to provide better service to your repeat customers as you will know their interests and requirements.

Conclusion

Digital transformation has changed our lives, with more and more companies transferring their business operations online and changing how they do business. With many activities now being conducted online, from shopping, studying, and banking to remote working, businesses need a quicker and more efficient way to introduce people to their products and services. This is where digital onboarding comes into the picture. Digital onboarding allows companies to quickly verify their users are who they say they are, reducing user friction and the risk of fraudulent activities making the process beneficial for customers, prospective employees, and businesses.

The study shows that policy and firms should prioritise workplace interventions for jobs characterised by high psychological demands and low degrees of control.

New research from academics including Dr. Ludovico Carrino from the ESRC Centre for Society and Mental Health has demonstrated for the first time the widely discussed but poorly documented link between job quality, working conditions and mental health for women in UK workplaces.

As this intuitive, causal link has previously seen very little empirical evidence to support it, these results have real-world impact for workers and employers, trade unions and business organisations regarding the ongoing policy debate on creating better jobs in the post-COVID era.

Specifically, the longitudinal study on female UK workers is the first evidence that improvements in job quality – most notably increased flexibility and autonomy – lead to large reductions in depression and anxiety, which could save the NHS money in future mental health treatments. As women tend to take on more day-to-day household tasks including caring responsibilities and housework, the findings also have implications for creating workplaces that are more accessible to women. The research has also found that different job features matter at different ages for women, and that workplace interventions should be focused in high-demand/low-control areas for best results.

The findings from Dr. Ludovico Carrino of King’s College London and the University of Trieste, together with Professors Michele Belloni (University of Torino) and Elena Meschi (University of Milano Bicocca), published in the journal Labour Economics, employed data from over 26,000 female workers who remained in the same job between 2010-2015 in the UK. They found two major characteristics of jobs have the largest positive effect on mental health; the flexibility to arrange working times and the degree of autonomy workers have in applying and developing their skills on the job.

Reflecting on the results, the research team have outlined guidance for employers:

Female workers of different ages react to different job features

The mental health of younger female workers (below 35) was found to be sensitive to job latitude – for example choosing the order of tasks, speed, and work methods – as well as the amount of training, and work intensity.

In contrast, older female workers (above 50) saw better mental health when they could apply their cognitive skills more freely – for example choosing the complexity of tasks and applying their ideas at work – as well as a better physical environment (including posture requirements and ambient conditions) and having more flexible working time arrangements.

Professor Belloni said: “Employers should be considerate of the fact that workers of different ages benefit from different dimensions of job quality – different factors are important at different stages of their lives, which informs creating better working conditions.”

Workplace interventions should prioritise improving the conditions of tougher jobs

Improvements in working conditions are more effective on some employees than on others, depending on the type of job they have.

Professor Meschi explains: “Our study shows that policy and firms should prioritise workplace interventions for workers employed in jobs characterised by both high psychological demands, and low degrees of control on how to meet these demands, for example housekeeping and restaurant services, personal-carers, salespersons, cleaners, and machine operators. We find that improving job quality for these workers has a particularly large impact on improving their mental health”.

Policy relevance

Referring to the current debate on ‘levelling up’ inequalities and driving economic recovery and growth across the UK, Dr. Carrino adds: “The labour market is transforming for both younger and older workers. Young female workers have been heavily affected by the pandemic crisis and already faced poorer working conditions before COVID. Older female workers face longer careers due to the ageing process and the pension reforms, while being a keystone of social care in the UK. Our work provides the first evidence that improving working conditions can make a difference for younger and older workers wellbeing, especially among women in tougher jobs”.

Methods: more about the research and why it is new

Many workers remain in the same type of job over the years, but their working conditions change. This study analysed how their mental health reacted to changing working conditions.

The paper used data from the UK Household Longitudinal Study Panel Survey, following 26,000 workers in the UK who remain the same type of job between 2010 and 2015. With the help of a separate database, the European Working Condition Survey, the research team tracked whether their job quality changed, while these workers did not change job.

The European Working Condition Survey suggests that working conditions changed (for the same type of job) in England between 2010 and 2015, partially due to technological progress, or to the economic downturns and upturns. Such changes are often contradictory.

For example, many jobs have seen an increase in atypical working hours (long shifts, weekends shifts) and a reduced control over scheduling arrangements. However, most jobs have seen an improvement in the freedom awarded to workers on how to employ and develop their skills in the job. These changes happened on a large scale, independently from the characteristics of individual workers. The study therefore shows the average change in the mental health for workers who experienced changes in the characteristics of their job, while remaining in the same job.

Job quality affecting wellbeing feels intuitive, but evidence has been scant

Previous knowledge on the health effects of working conditions has been largely based on comparing the health status of workers when they move across jobs with different levels of quality. However, this method is not best suited to provide causal evidence because, for example, people who have better health to begin with might choose go to better jobs; or because employers might be more keen to hire healthier workers for harder jobs, under the assumption that they will be better able to cope with the job’s strain.

Conversely, this study offers a clear answer to the question on whether job quality affects mental health.

Source: King’s College London

Opening the door to overseas business is exciting. It can also be scary and complicated. There’s a lot you must think about. How will you find the right employees? What requirements must you fulfill for salary and benefits packages? Can you ensure good retention? To keep your international hiring as simple and streamlined as possible, keep these six tips in mind.

1. Stay in Compliance

If your stateside business is successful, you doubtless have a good handle on U.S. laws regarding minimum wage, medical leave, and vacation time. But what you’re accustomed to here isn’t valid in other countries.

If you’re only hiring a few employees as contractors, the process may be simple enough. However, if you’re looking to create a long-term presence, you’ll need a more concrete plan. To hire a team to represent you abroad, look into employment guides for other countries before you start interviewing. By doing your research ahead of time, you’ll ensure you have the means to remain in compliance with your new employees’ laws and regulations.

2. Get Tech Savvy

We’re talking about much more than web surfing for job applicants here. If you’re going to make a real run at hiring employees internationally, you’ll need an efficient workflow to succeed. Look for something that can help you keep tabs on everyone involved in the interviewing process.

For example, Workable’s applicant tracking system (ATS) helps you manage the vetting and interview process for every job candidate. It also lets you coordinate with your current team members who play a role in interviewing. You can sync their schedules even if they’re spread across the globe. With videoconferencing software like Zoom or Google Workspace, you can easily conduct face-to-face interviews with candidates wherever they’re located.

3. Pay Attention to Culture

Just as food and music preferences vary vastly from country to country, so can work culture. Those differences are things you need to take into consideration when you’re interviewing potential employees.

Be sure you’re familiar with common colloquial phrases and slang terms. Misusing idioms can sometimes be embarrassing. Keep all of this in mind when you’re crafting your interview questions. Consider discussing your interview plans with a professional translator.

Pay attention to tone as well. Some cultures have a more relaxed tone while others are more formal. Striking the right note can also play into the questions you ask. Is it acceptable in your interviewee’s native country to brag on one’s own accomplishments? If not, you may need to adjust your strategy to tease out their strengths and successes.

4. Accommodate Language Differences

There’s a strong chance you’re expanding to a country where English is not the dominant or even a commonly used language. In that case, your job candidates’ English skills may vary.  Depending on the roles you’re looking to fill, that can be OK.

Closely examine the job requirements for the position you have open. If it’s not something for which flawless English is required, be flexible. Don’t put too much emphasis on pristine English pronunciation and grammar. If you do, you’re going to miss out on some outstanding candidates who could help your company grow.

5. Check Those References

One thing that should stay the same whether you’re hiring internationally or at home is the reference check. You need to know about your job candidate’s previous professional performance and how they handled interactions with colleagues.

Make every effort you can to reach the people your interviewee lists as job references. Coordinating time zones can be difficult, but it is doable. Just don’t let a language barrier get in your way. Google Translate can help you communicate reasonably effectively, or you may wish to engage a professional translator. It won’t be perfect, but the translation should be sufficient to give you an adequate understanding of your candidate’s work history.

6. Take Your Time Onboarding

The first few weeks of any job can be nerve-wracking and confusing. It’s stressful enough if you’re in the office every day. For a remote, international employee, it can be even more complicated. You can make it much easier by planning an extended onboarding process.

Remember this is the time your employee will get acquainted with your company. It’s also the best time for them to ask questions. Keep this checklist in mind to ensure your new employee feels welcomed:

• Plan real-time interactions. These can be quick check-ins via Zoom calls or an instant messaging platform.
• Discuss their country’s importance to your stra Let them know how and why their country is important to your company’s success.
• Make introductions to colleagues. Introduce them to co-workers so they’ll know whom to text or talk to about projects.
• Assign a mentor. Link your new employee to someone in a similar role who can help them get used to their new role and the company.
• Make sure their first-day needs are good to go. Have their remote portals, logins, and tech tools ready to go on their first day.

Expanding your business overseas is an exciting prospect. Finding the right employees is key to making your international growth a success. Keep these steps in mind, and your hiring process will be a much smoother part of your company’s development.

To safeguard employee data, including highly sensitive banking and financial information, and ensure that that the above scenario will never happen in your company, there are proactive steps you can take.

Following are key questions to ask that identify areas of risk:

How many systems manage your payroll globally?

If the answer is multiple, then the next question to ask is how are you ensuring that when a user leaves, they are removed from the system? And if that individual is an administrator, then they must be removed from all the various systems. It’s important to make sure you know who is overseeing user access across multiple systems.

Do you have to send a request to your payroll vendor to change and update access rights?

Some payroll solutions do not allow you to centrally control who can access your data. To make any changes, you must manually request it; a process that lacks visibility and poses a potential security risk when the request is made. Increased turnaround time is also inefficient. Your solution should allow your organization to control who accesses the data without having to send manual requests to vendors to change access rights.

Do you have real-time visibility into who can access your payroll systems and data globally?

Can you view a report on users who have access to your global payroll? Do you have audit logs on historic access rights? You should always be able to view and track these access rights.

Do you manually transfer employee data from your HCM to global payroll?

This is not only inefficient but increases the risk of unauthorized access and edits. Employee data should not be shared with your payroll vendor via email. If this is a typical process, it’s important to have a conversation with your payroll provider to remedy the situation.

Are payslips manually created or shared via email?

The manual creation, storing and sharing of payslips via email is a significant risk, as it increases access to employee information. Employees should access their payslip via a self-service portal. Any payslip shared via email should be encrypted and secured by a password.

Do you manually create general ledger entries? Are reports manually created and manipulated?

It’s important to control the access to employee data post payroll. Finance, compensation, and benefits teams frequently collate employee data into Excel to create reports. This manual sharing of and access to the Gross to Nets when preparing general ledger entries is another risk for unauthorized access to employee data.

Likewise, reports on compensation, commission and benefits are typically created in Excel spreadsheets which are then shared amongst various leaders. This passing and sharing of information increases the risk that personal employee information is accessed.

Transferring employee and payroll data outside of the EU requires extra caution and must meet the specific requirements set out by GDPR regulations, specifically Article 88.

Do you have logs on who accessed data and the actions taken?

To comply with regulations, global payroll leaders must maintain an audit log of all individuals with access to their organization’s payroll data. Failure to demonstrate this, even if you have extremely strict access controls, can be costly.

Demonstrating strict access controls and detailed logs can make a significant difference in what fine is handed out, or whether regulators will penalize you at all. Organizations must be able to quickly identify the cause of any data theft or tampering and report these incidents to authorities in a timely fashion.

Protect your employee data

Payroll data includes highly sensitive information, from employee addresses to bank details and more, so it is imperative that organizations take every precaution and follow every regulation to protect this data. Global payroll consolidation and integration enables payroll, HR and finance leaders to implement and maintain data protection best practices and securely meet GDPR compliance requirements.

With the Immedis Platform, payroll leaders can centrally control role-based access which allows for a granular level of data visibility and control. This empowers payroll leaders to easily manage who can view and edit specific information based on their account and data security access level. Full web-based integration with your HCM and General Ledger reduces the risk of unauthorized access.

When evaluating payroll vendors, be sure to get your IT and data security staff involved and select a vendor with the appropriate SOC compliance and certification.

Breiffni O’Domhnaill

Commercial Manager – Immedis