How AI Recruitment Removes Unconscious Bias in Diversity Hiring

AI Recruitment Removes Biases for Diversity Recruitment

Technologies have a good and bad impact based on the user, contrary to the popular notion. People think that Artificial Intelligence (A.I.) will replace human intelligence, and therefore humans work with an inherent bias toward not utilizing the technology effectively. 

A.I. is the robotic emulation of redundant human processes. So far, we have not realized our strategic potential because we engaged with the tactical. Human behavior has impeded realizing A.I.’s maximum potential, particularly in a sector like recruitment beset with repetitive manual interventions. 

Let us be on one page on this about A.I. as a programming of what we want the technology to deliver and not the other way round. Concerning A.I. in hiring, A.I. is the solution to iron out hiring biases and promote equal opportunity across class, clour, creed, and race as A.I. filters out natural human biases.

Unconscious Biases Affect Diversity Recruitment

When professional recruiters review applications, there is an inherent knowledge bias. A recruiter with no hang of human experiences and psychology will naturally fail to realize the potential of unconventional applications. In many cases, recruiters are not sure about accepting applications from minorities and older workers. Women of color or returning moms experience undue scrutiny in many organizations while going through the interviewing process. Ironically, this kind of bias is not even registered by the recruiter responsible for it because their rationale is culturally affected.

Regarding hiring from professional networks such as LinkedIn that attracts a modest number of applications for each job opening posted by a recruiter, it is another unconscious bias level. Given the amount of response it receives, LinkedIn has its algorithm that automatically stacks up applicants based on keywords relevant to the job opening description. Here, a candidate may not be actively interacting on LinkedIn for LinkedIn to gauge their interest. Now, when such a candidate applies for a position through LinkedIn, LinkedIn fails to connect the dots and places the application at a lower rank. When recruiters review applications, their application is far from being reviewed. 

Here’s another form of bias, and we are trying to label it. The situation is in which recruiters are free to reject candidate applications based on business requirements. This is the shadiest part to contest, and most businesses try to take shelter under this alibi. For example, suppose a business has to hire a communications expert. In that case, they will incline toward hiring a white over a black or brown given the notion that communication language is native to the white. Come to think of it; it is certainly ridiculous, but it is a practice that has fraught legacy American businesses and other SMBs for ages. We see a lot of activism in this regard, but as we said, it is hard to underline this bias because the U.S. law does allow recruiters to appoint people based on winning characteristics. 

AI Recruitment Removes Biases for Diversity Recruitment

Now, we have an idea of the three most peculiar hiring biases that plague the recruitment industry. At this level, you can judge how A.I. technology can reduce the hiring gap and contribute to workforce diversity. A.I. in recruitment is the smartest and the bravest of solutions that need to be informed of skills and experience based on which the algorithm will shortlist candidate applications. In doing so, a recruiter doesn’t feel challenged in making the right selection, impacting their monthly target. An A.I. recruitment software ignores racial or cultural differences and reviews the entire pool of applications, unlike LinkedIn.

Yes, we do have a long way to go and not get all lost in the potential of an A.I. recruitment software. We still have to intervene and interact with our chosen candidates to decide that perfect match. But we have to admit the effectiveness of a standard A.I. recruitment software in expediting our screening process and simplify our aspirations to be a more culturally diverse workplace. To do so, there’s no better time than today, and for that, you know you can connect with SKillDemand’s expert hiring consultants.


Top 7 Manufacturing Job Skills for the Post-COVID Era

Top 7 Manufacturing Job Skills for the Post-COVID Era

The coronavirus pandemic has had a significant impact on several sectors, notwithstanding the manufacturing industry. The simultaneous supply and demand shock, coupled with shutdowns, have led to industry disruptions. Companies look forward to the top seven manufacturing job skills for the post-COVID era or the fourth industrial revolution to avoid any further profit decline to control the situation. 

1. Digital Fluency or the Ability to Work with Computerized Systems

New technologies are increasingly penetrating the manufacturing and distribution environments, which creates a demand for professionals who are comfortable using computers and robotic process automation systems in this evolving technologies and manufacturing landscape. 

Research has shown that approximately 16 percent of the currently employed American manufacturing workers have no digital skills, and 19 percent with limited skills. Thirty-six percent of the pool have a basic proficiency level. Only 29 percent have the required advanced manufacturing job skills to work with computerized systems, grossly inadequate. Such tasks typically require the use of both generic and specific technology applications. Source.

For example, a person may have to work with a newly designed online form. They may need to navigate multiple pages and applications where digital fluency becomes a necessary skill.

2. Big Data Analytics Manufacturing Job Skill

Another essential manufacturing job skill is data analysis to forecast and prevent problematic situations in advance. Manufacturers must know how to monitor the company’s functions and performance through data/predictive analytics. Hence, companies need the best possible solutions to overcome difficulties or minimize them. 

The implementation of such analytics will address issues such as overproduction, idle time, logistics, and inventory. Manufacturers must therefore be able to forecast when equipment may fail to perform assigned tasks and take actions to prevent/reduce such occurrences. This is done via preventive maintenance applied to the equipment that is still working to lessen its failure. The process further reduces considerable delays and losses.

3. Programing of Manufacturing Specific Machines and Devices

High-end software solutions and technology have taken on the global manufacturing industry for its robust drive of economic growth and flexibility to adjust to supply chain interruption and change. Here, one’s expertise in programming manufacturing-specific machines and devices is an essential job skill.

Therefore, manufacturers must have a firm understanding of manual programming techniques if they intend to be relevant and competitive while operating at a profit. Programming methods such as the reduction in cycle time is of utmost importance. This is because as production quantities grow, every second of program execution time becomes critical. Manufacturers must therefore aim to meet production schedules while optimizing toolpaths relative to their models. 

4. Manufacturing Job Skills in Robotics

Robotics will reinvent the way workers will operate post COVID within the manufacturing industry. Such robots navigate independently set up by using a dispatcher and software. Additionally, they can be customized to fit most applications.

This important manufacturing job skill in automation and robotics, when implemented correctly, can reduce the time required to process an average production order through the factory, leading to lower production lead times and bottlenecks. Therefore, old assembly lines will be a thing of the past as access to new production models with improved efficiency will gain momentum. Most importantly, automation will augment human labor in extreme or dangerous environments while ensuring high safety standards.

5. Experience in Machining, Fabricating, and Complex Assembly Manufacturing Job Skill

In the post-COVID-19 era, manufacturers must gain the requisite Manufacturing Job Skill in machining, fabricating, and complex assembly to take advantage of highly advanced automation processes so that mass production, in particular, can be done. This will optimize the general manufacturing processes associated with the cost reduction of product assembly and iterations. Essentially, this job skill will help reduce material, overhead, labor costs, and product development cycle time.  

6. Understanding of Hydraulic, Pneumatic, and Electrical Systems

A thorough understanding of hydraulic, pneumatic, and electrical systems is another critical manufacturing job skill necessary for the post-COVID-19 era. This is because manufacturers must identify the different characteristics associated with pneumatic, hydraulic, and electrical circuits. 

Manufacturers must know what drives can be controlled to very accurate positions, speeds, or forces and reduce noise levels in the machines while keeping them operating at maximum capacity.

7. Knowledge of Mechanical and Electrical Engineering Processes

Mechanical and electrical engineering processes encompass manufacturing and repairing a diverse range of electrical and electronic products ranging from engines to mobile phones. Manufacturers in the post-COVID-19 era will be required to know about such Manufacturing Job Skills ranging from facility layout to machine & equipment optimization and resource development and cost reduction. This will, in turn, enable them to streamline production without compromising on quality.

The manufacturing industry is growing increasingly volatile and competitive. It is not only because of COVID-19 but also because new technologies such as 3D printing is set to have a transformative effect on this sector.


The post COVID world, by all estimates, will not be anything like today. The most significant change that the manufacturing industry may face will be a high dependence on technology. Companies, specifically related to manufacturing, will need to re-examine their policies and employees’ skill set. Manufacturers must be aware that if they haven’t started implementing IoT, they’re already behind their competitors since approximately 81% of industrial manufacturers have already applied IoT to increase operational efficiency.

At SkillDemand, we are ready to help you hire the best manufacturing professionals to accelerate your business growth. Contact us here.


How to Select Recruitment Process Outsourcing (RPO) Partner


As a leading recruitment agency, we often come across clients who are unsure of how to go about the right Recruitment Process Outsourcing (RPO) partner. Yes, it is business as usual; we coach the client, present our success graph, and walk them through the hiring roadmap. We close the deal with new confidence in our clients.  

In this article, we will share with you reasons why as a small business, medium, or large, you should outsource hiring to a credible RPO. Now that companies worldwide are operating digitally, finding reliable recruitment service providers isn’t a challenge. The challenge is in determining if these providers are fit for your partnership.

Preparing for Recruitment Process Outsourcing

There are many reasons for businesses to consider outsourcing their recruitment process. Whether it is a small business or large, managing an entire hiring cycle to building a strong pipeline of candidates is a daunting task. Here, talent acquisition partners and internal stakeholders need to brainstorm on positions and functions they will outsource and the ultimate goal of outsourcing recruitment.

Assessing Hard Cost vs. Soft Cost

The second thing we recommend our potential clients to do before deciding to outsource is to assess their hard costs vs. soft costs. Hard cost is the cost of physical assets of a company’s inventory, the machinery, furniture, equipment, etc. Businesses that do not outsource bear these expenses. Soft costs are the various fees and salaries a company has to pay irrespective of the optimum utility of such investment. Inducting an RPO partner, helps drive cost-efficiency.

Business Compatibility Analysis

As we discussed in the introductory paragraph, it is easy to find recruitment outsource providers because everyone on Google can advertise their services. Every time you look up, a host of top-bidding providers are in front of you. But you need a partner, and therefore it has to be a proper screening set up. So instead of directly approaching RPOs, use a focused platform to have them bid for your position based on experience, service, and responsiveness when it comes time to choose the right company.

Build your Milestones & Metrics

Having clarity of your hiring goals and timelines is necessary. Look into the time- period of your current recruitment process, cycle time metrics, scheduling interviews, background verification process, etc. It is a significant sum of time for organizations with 1000+ employees, and so check with your potential RPO if they can match up robust planning. Also, once there’s a planning, do they have anchors that’ll help you review efficiency on demand. You should have access to their measurements and see how efficiently they deliver on the hiring cycle and conversion rates.

Match Hiring Mindset

Today, culture is a vital factor. You can be a small business, but you know how important it is to have a good office culture that inspires, motivates, and gets the best of your investment naturally; you have great people who are ready to go any miles for you. When you hire an RPO, please ascertain that they are on the same page; they understand cultural diversity, practice equal hiring opportunities, and make no exception to hiring people based on their gender orientation, disability, race, voice, etc. You need great talent to drive home your bottom line.  

Internal Stakeholders Collaboration

Collaboration is the key to any successful partnership. And for this, both buyer and vendor must appoint key stakeholders on their respective sides. Explain to the vendor your governance model and seek the same from the vendor to not be lost when a situation arises. There must be allowed time for your business and frequency at which both parties can debate, talk, ideate, etc. Without a great partnership based on excellent communication, either vendor or buyer may lose each other irrespective of efficiencies.

One Stop for Speciality Hiring

Here’s something interesting and often overlooked aspect in the decision-making process of selecting an RPO. In the initiating step, stakeholders brainstorm on positions and functions to outsource. Now, you have to see if there’s any additional service that your potential RPO can provide, including assistance for a background check, preparing legal documents, banking documentation, special hiring, etc. Check if your potential RPO can provide these services so that you don’t have to go elsewhere. Also, check if they can give post-hire assistance or full-cycle human resource management.

RPO Implementation

All said and done, your potential Recruitment Process Outsourcing (RPO) partner must walk you through their implementation strategy. In this vital process, your partner should have access to full information that concerns your recruitment process. For your RPO to map an implementation process, you must provide them with data and necessary timeline to achieve the goals without any conflict post-signing an agreement between you and your new RPO.

Recruitment Process Outsourcing (RPO) has a standard template, but your need and requirements vary because every organization operates at a different margin. No two businesses operate like identical twins, which means to say that there’s no one-size-fits-all approach. If that’s your standard for selecting an RPO, it may end up against your wishes. 

SkillDemand is an expert in the domain. If you need to consult, connect with us here.


6 Steps to Streamline your Work-from-Home for Success


6 Steps to Streamline your Work-from-Home for Success

6 Steps to Streamline your Work-from-Home for Success

Work-from-home (WFH) is the new normal for most employees, thanks to the COVID-19 pandemic. While it seems convenient and easy to adopt, one can get easily distracted by their children playing around, annoyed pets, or a simple doorbell. People with existing physical ailments are likely to suffer more because of this new sedentary lifestyle. Overall, WFH has both pros and cons. And in this article, we are trying to think of ideas that will offset the negative as much as possible, making WFH a more pleasant experience for rapid adjustment.

Please note that these suggestions are based on practical experiences. If there’s any health concern and think that conflicts with our advice, please consult with your physician for an alternative. Our objective is to make your work-from-home experience a great one.

Create a Stable Work Routine

Just like how you would organize your day and time in your office environment, organize your work-from-home routine in the same fashion. Clearly state your working hours, take a lunch, walk-around, or recharge break in between. Stick to this routine daily, and you’ll be surprised at how productive you can be even while working from home. 

According to Nettie Owens, a Certified Professional Organizer in Chronic Disorganization and founder of Momentum Millionaire Network, consider the series of distractions you might encounter during your work hours and find a way to eliminate or work around them. For instance, if the flower pot on your work table will be a distraction, then place it somewhere else once it’s your work time.

Walk. Walk. Walk

According to Nilofer Merchant, a business innovator, if you Got a Meeting? Take a Walk

In her TED Talk, Nilofer says, “What you’re doing, right now, at this very moment, is killing you. More than cars or the Internet or even that little mobile device we keep talking about, the technology you’re using the most almost every day is this, your tush. Nowadays people are sitting 9.3 hours a day, which is more than we’re sleeping, at 7.7 hours. Sitting is so incredibly prevalent, we don’t even question how much we’re doing it, and because everyone else is doing it, it doesn’t even occur to us that it’s not okay. In that way, sitting has become the smoking of our generation.” 

So, just because you are working from home doesn’t mean you have to be in front of your computer from start to finish of your working hours. 

Invest in Ergonomic Work-from-Home

In addition to the above suggestion, we recommend you get an ergonomically designed setup. Your usual office setup at home helps you sustain your productivity in good health. How you set up space and work has a significant impact on maintaining your body posture and reducing the chances of bone and tissue inflammation.  The University of Berkley has some great suggestions for you to follow so that you invest in an ergonomic setup judiciously. 

Streamline Technical Support

Working from home means you have to merge all your work apps on several devices to keep you connected on all ends. While some professionals can expertly handle everything via emails, having a project management system helps virtual teams organize documents and tasks so that collaboration gets streamlined. 

Some of the best WFH tools are Slack for communicationZoom for video conferencing; GitHub for software development; Canva for design; Google Drive for file management; and Asana for project management. Installing these apps is very simple, and for demonstration, you always have the organization provide you the necessary support.

Get in a ROWE for Work-from-Home

In ROWE, employees can work whenever and wherever they want as long as their work gets done. ROWE values delivering results over face time at work. “Job performance is evaluated solely on the basis of whether the necessary results are achieved by employees, not whether they’ve put in ‘face-time’ at the office” (Colquitt, LePine, & Wesson, 2015, p. 155).

The CEO of Precision Nutrition, online nutrition, and healthy lifestyle coaching and Certification Company, Tim Jones, advises that as a WFH employee, one must adopt the “results-only work environment” mindset (ROWE mindset). How you choose to organize your WFH schedule isn’t what concerns your employees. Just stay productive and drive in results, and you are good to go.

Set a Zero-based Calendar

WFH can be overwhelming because there is this interior guilt conscience, assuming what if the employer doubts my effectiveness? And we are continually trying to do more work in less time, overwhelming our health and compromising the quality of the work. Here’s a zero-based calendar that takes charge of this. A zero-based schedule is a reminder of activity time-slots within the working window to stay in control of the time we spend.

Allen Brouwer and Cathryn Lavery initiated this concept. It merely translates into strategically planning every second of your time for increased productivity in your endeavor. According to Melanie Deziel, a professional speaker and consultant, “a zero-based calendar helps you manage your tasks more efficiently because you understand how much time they will take.”

In conclusion, no matter how busy your work-from-home schedule gets, how much you love what you do, you must ensure you make time to balance other aspects of your life


Recruitment Trends Shaping the Future of Work; 2020 & Beyond

If you are in the recruitment industry, you realize how your poor shirt feels inside the washing machine the moment you press START. Lucky you if this is not your experience yet, but businesses worldwide are trying their best to deliver to the new recruitment trends dominating the year 2020.

Until 2019, things were well in order with legacy businesses starting to automate their recruitment processes, work on gender parity, and diversity hiring with a greater focus on employee relationship management, and pay-scale mapping.

Since COVID19 broke into our world, all that practices of 2019 have turned out to be some blowfish that need mindful cooking to make it poison (read: repercussion) free. COVID19 has turbocharged everything by tuning up the anxiety level of the world and challenging businesses to existential crises.

So, in this article, you learn about trending recruitment practices that are not likely to go out-of-focus in the near future.

1. Employee Referral Programs

Employee referral programs aren’t new. But now in the pandemic stricken market, an Employee referral scheme is on the trend in innovative ways. Through this kind of program, a business can create and manage a vibrant and well-knit workforce with reduced onboarding formalities. 

The employee referral program is now trending because referred hires are more engaged and more productive with lesser tendencies to quit. With a well-thought-out employee referral program, companies are also able to reduce hiring cost and keep the existing workforce motivated.

2. Social Media Hiring

It has never been this relaxing ever before. Hiring candidates through social media has naturally found its way into the recruitment practices. Hiring management and leadership post opportunities through their social media platforms and use the network to match suitable profiles. 

Social media hiring through LinkedIn, social media hiring through Twitter and social media hiring through Facebook have hit popularity. Prospective employers and employees get to know each other at a personal level in public light which is again significantly cost-effective.

3. Supporting Global Movements

Did you realize that in 2020, it is not just the pandemic, but several crises related to human rights violation ranging from racial discrimination to age discrimination to political extremism are collectively undermining the economic prospect of businesses nationwide?

So, in 2020 recruitment practices, supporting global movements help corporations attract the best of minds across industries. Unlike before, equal opportunity employer (EOE) is no more a mere disclaimer; recruiters are now actively seeking the non-binary, the baby boomers, and the POC.

4. Leveraging Industry 4.0 Technologies

Until 2019, the recruitment function was overwhelmed adjusting to legacy enterprises introducing basic process automation. Startups with legacy leadership sold outdated resume processing systems for robotic process automation (RPA) but now, COVID19 forced in a change for good.

In 2020, an experienced candidate submitting their resume to an organization can easily sense a company’s recruitment technology capability further helping the candidate to decide whether or not to join the organization courtesy Artificial Intelligence (AI) and Natural Language Processing (NLP).

5. Streamlining Remote Work

Start January 2020, remote workforce management became the new norm to comply with global social distancing regulatory enforcements.

Businesses in no time asked people to work-from-home without enough time for preparing their technological capability for the future of work.

Six months down the guts, enterprises that started early on have gained a little stability in terms of calibrating their technology to streamline their remote work capacity without any disruption as part of their business continuity plan. But not all organizations have succeeded, and hence this trend is to stay and compound until satisfactory infrastructural arrangement.

6. Professionals as Entrepreneurs

One of the most profitable trends that businesses have adopted this year is to hire skilled professionals as entrepreneurs. The earlier practice of handing out a job description is now obsolete. Now, recruiters are hiring talent that knows their job; professionals who know their merit, and have an entrepreneurial mindset.

Organizations that practice micro-management with impenetrable hierarchy, aversion to innovation management, and individuality of professionals are reportedly failing at attracting/retaining professionals as entrepreneurs who have refined experience to drive optimum business success.

7. Hiring Gen Z

How do you plan for a wild Africa safari without a native guide? In the digital world, to dare hiring Gen Z (born mid-to-late in the 90s) is to dare hiring the digital natives; the livewire of the workforce in 2020. Companies employing these digital natives have already crossed the finishing line of smart recruitment.

Working with Gen Z is indicative of an organization already successful at all the six trends preceding this point. Hiring Generation Z requires a business to be attractive about its people policy, business policy, technology, and community championship.


The leadership at the helm of SkillDemand encourages every business, small, medium, or large, to immediately focus on the strategic implications of the six recruitment trends that we have discussed in this article. 

The 2020 recruitment practices or hiring strategies are trending because we are in the dragon’s mouth already and to overcome the situation, businesses should immediately call for meetings to recalibrate their recruitment strategy for now and the years to come. 



6 Business Function Skills for Professionals to Outsmart COVID-19

6 Business Function Skills for Professionals to Outsmart COVID-19

COVID-19 landed each and everyone across the world in an unprecedented crisis, and we were grappling for breath. It affected the highly skilled professionals as much as young professionals ready to kickstart their career. This impression further informs of the turbulence businesses navigated through.

Now, guess what is wild? We human beings are programmed to withstand anything by our will power and making the best use of available resources. When COVID-19 challenges us to the survival of the fittest, we see highly skilled professionals and young professionals ready to face them head-on. 

We have been at the hiring-end for over a decade, and we can tell how excited we are to see businesses rapidly adapting to the change in their hiring needs. What we always maintained in terms of desirable employment opportunities for highly skilled professionals and young professionals are now embraced by leading organizations. 

COVID-19, in a way, has validated our hiring vision for organizations where skill has become the new watchword. But has COVID-19 created an opportunity for highly skilled professionals or those young professionals who believe in constant skill development? Let’s discuss the top six areas that are rooting for highly skilled professionals and how you can fit the bill.

1. Technology Function Skill  

Today, the pursuant of technology is the real hero to wade through all challenges COVID-19 has prepared at a ground level. Smarter are those organizations that realized the utilitarian ubiquity of technology pre-COVID19 and harnessed it organization-wide. Getting started with basic automation to developing R&D for AI-driven solutions is a technology function skill that rendered the manual obsolete.

SkillDemand recommends skilled professionals looking for a change or professionals preparing to kickstart their career, to train on the latest 4.0 digital technologies is the way ahead. Irrespective of your area of service- specialization (HR, IT, Digital Marketing, Business Development…) you must have a necessary foundation in how Industry 4.0 technologies determine your function. You improve your hiring/re-hiring chances with this a lot more. 

2. Digital Services Skill

McKinsey, in an article, talks about companies going digital in the future. Interestingly, Covid-19 has already brought us to live in that future where we don’t have to wait until 2040. It is 2020, and digital transformation is the mandatory step ahead to stay in business. With this, using the Internet to host a company website is just elementary. Then? 

For skilled professionals or the young aspiring ones, the opportunity is in the digital. Here, the scope is immense. It can simply start from building a website to managing social media accounts to integrating the one-click payment gateway to make that sale happen the very moment. Basically, be trained to be on the pilot’s seat to drive business profitability from every digital aspect.

3. Global Supply Chain Function

COVID -19 has disrupted the global supply chain. Businesses around the world have gone berserk figuring a recourse to avoiding China for sourcing raw material for manufacturing. Countries have imposed strict regulations on companies operating with their territory to avoid sourcing from high-risk zones that will impact the wellbeing of their population.  

This crisis has turned out to be an opportunity for professionals to join the supply chain as able innovators and decision-makers. While some professionals are welcome to join supply chain organizations, and help them manage it locally, others have resorted to go solo, build their own small and medium enterprises (SMEs).

4. Innovation Management Skill

Depending on the scope of performance, invention may not be necessary, but at all times, reinventing strategies and service models top priority. Re-invention is wholly possible with innovation management in which an organization can use its creativity to introduce new ideas, processes or products in response to external or internal opportunities.

Corporate professionals who are ready to culture an appetite for innovation, have opportunities too many. This is slightly harder than said; a situation wherein one’s affinity for technology, management, and creative instincts come together for business success. Consider how COVID-19 reinvented delivery practices from home delivery to contactless home delivery?

5. Customer Success Function Skill

COVID-19 outbreak has forced businesses to scale up on agility. Corporates are undergoing massive change management to accommodate customer concerns. The locus has shifted to customer retention more than new customer acquisition. This significant shift in management interest is telling of the increase in customer-centricity. 

For highly skilled professionals or aspiring management professionals, the opportunity lies in skilling oneself in people relationship to deliver the maximum to customer success and retention for business. Needless to underline the growing need for companies to hire skilled customer success managers.

6. Empathy Hotspot

So far, we have been discussing business skills at a functional level. Being an empathy hotspot is above and beyond all these functions. Traditionally, organizations hired Chief Executive Officers, but now with the shifting paradigm and reevaluation of business affairs, organizations are hiring Chief “Empathy” Officers.

Professionals aspiring to lead as an empathy officer must develop people management skills and compassion. Your hard skills that we discussed so far take a backseat because they are trainable. Empathy is acquired and perceived. One has to continually pursue being an active listener and culture a drive to resolve challenges. Businesses are an outcome of people and to mark your professional leadership, practice empathy.


As per the World Economic Forum, at least 133 million new roles may be generated globally by 2022 as a result of the new division of labour between humans, machines, and algorithms. While individuals must develop the required skills to keep pace with changing technology, organizations must also encourage skills development internally. 

As a leading recruitment house, we urge professionals to relook their growth strategy. In this fast-paced era of digitalization triggered by COVID-19 over and above our inherent drive toward excellence in technology, professionals must prepare themselves agile and read to learn and scale. Professionals with a blended mindset of creativity in management and technology are the ones in demand. If you identify yourself as one such candidate, we are ready to discuss a rewarding placement. Contact us today!