BioTalent Canada today released new findings from its most recent bio-economy Labour Market Information (LMI) study. The data in this new brief—The Talent Differential: The case for work-integrated learning in the bio-economy —was collected from a series of three facilitated roundtable discussions, a survey of 573 bio-economy employers in 2020, and an analysis of data from BioTalent Canada’s current wage subsidy programs.
The results indicate work-integrated learning (WIL) such as co-op, work placements, internships, and clinical placements that combine practical work experience with formal classroom learning are a key component of many Canadian post-secondary education models. The programs also offer a key source of talent recruitment for bio-economy employers.
“Students who take advantage of work-integrated learning opportunities have an easier time transitioning to the workforce,” says Rob Henderson, President and CEO of BioTalent Canada. “But this brief uncovers some challenges. While women account for the majority of WIL participants, they
When talk of a possible TikTok ban began in July, the leaders of a small social video app called Triller saw a growth opportunity.
To attract users, the company set its sights on TikTok’s biggest names. Some of the Sway Boys, a group of TikTok influencers, had been toying with the idea of building their own app to compete with TikTok, but after a discussion with Ryan Kavanaugh, the majority owner of Triller and a veteran entertainment executive, they decided the platform could be good for them.
Triller offered the creators a deal: Tell your audience on TikTok that you’re moving to Triller, and we’ll give you equity and roles within the company. You can still post on TikTok, they were told, but only if you post on Triller more frequently. In turn, of the Sway Boys, Josh Richards, 18, was named Triller’s chief strategy officer, and Griffin Johnson, 21,
FARMINGTON, Conn., Oct. 5, 2020 /PRNewswire/ — Horizon Technology Finance Corporation (NASDAQ: HRZN) (“Horizon”), a leading specialty finance company that provides capital in the form of secured loans to venture capital backed companies in the technology, life science, healthcare information and services, and sustainability industries, announced today it has provided a $15 million venture loan facility to Topia Mobility Inc. (“Topia”) to further accelerate Topia’s market expansion.
“Topia’s customers include major multi-national enterprises across multiple industries, which speaks to its clear success, as well as its ability to continue leading the way with new solutions for today’s remote and distributed workforces,” said Gerald A. Michaud, President of Horizon. “We are excited to support Topia’s growth objectives as it continues to innovate and to provide unique and powerful solutions for mobility, payroll and compliance needs.”
Topia’s vision is to transform and enhance the way companies manage their global workforce.
Opinions expressed by Entrepreneur contributors are their own.
A few weeks ago, Charlie Scharf joined a list of executives who have revealed made it clear to their companies — and the public — that they have more work to do on their diversity and inclusion journey. The Wells Fargo CEO shared his views on the lack of representation at the bank, citing that there was “a very limited pool of Black talent to recruit from.” Scharf later issued an apology after swift media backlash, stating that it was “an insensitive comment reflecting my own unconscious bias.”
Scharf is not the only executive to believe this to be true. “There just aren’t enough Black candidates.” “It’s not our organization’s issue, it’s clearly a pipeline issue.” “Look, I’m all for diverse talent, as long as they are good.” The underlying assumption being that we
With so many businesses today relying on technological tools and systems, demand for professionals in science, technology, engineering and mathematics (STEM) is at an all-time high. And when giants like Google and Microsoft have the resources to make irresistible job offers, recruiting top STEM talent to work at your small tech company can seem impossible.
You may not be able to offer the same perks your larger competitors can, but there are smart ways to go about recruiting the industry’s best and brightest. To help, we asked members of Forbes Coaches Council what leaders of tech startups can do to compete with the behemoths and attract high-quality STEM candidates. See their best suggestions below.
1. Sell The Benefits Of A Startup Culture
The attractions a big company offers are brand, perks, job
Kristina Johnson is Okta’s Chief People Officer, leading the organization’s global People function.
The Covid-19 pandemic prompted a massive shift to remote work, leading companies to quickly embrace a new hybrid work environment. Despite the unexpected departure from the office, many employees have warmed up to the idea of working from home over the past few months. A recent Gallup poll reported that 59% of U.S. workers would like to continue working from home “as much as possible” after the pandemic subsides. Business leaders have taken notice, with companies like Google working remotely into next summer and Facebook offering employees the flexibility to work remotely even after offices open again. In order to meet employees’ new expectations about the workplace, a hybrid work environment is the way of the future.
As a result, companies with a combination of in-person and remote employees have a much larger talent pool to
There is a huge gap in demand and supply of talent in the emerging technologies in India, as companies fast-track their digital transformation journey in the wake of the COVID-19 pandemic, according to a recent report.
The report – Trends Impacting demand and supply of digital talent in India – by the IT industry body NASSCOM revealed that India’s demand for Digital talent jobs in the areas of cloud computing, big data analytics, and cybersecurity is approximately 8x larger than the size of its fresh talent pool currently.
“By 2024, this demand is expected to become 20x the available fresh talent pool,” the report said.
“Growing investment by global MNCs is expected to amplify the rising demand for talent, thereby further widening the demand-supply gap,” the report added.
Tech leaders juggle a lot of responsibilities. Depending on their company’s focus, a single day may entail overseeing the day-to-day operations and workflow of their team, engaging with current and potential clients, participating in leadership roundtables, maintaining and troubleshooting in-house tech, and ensuring the critical products their team develops are up to the company’s—and the end-users’—standards.
With so many tasks on their to-do list, tech leaders often don’t have much time left to source and recruit top talent for open positions on the team. That’s why we asked the members of Forbes Technology Council how they manage to balance their talent search with their heavy workloads. Try these 14 innovative strategies to build out your dream tech team.
1. Seek to engage and evaluate first.
The mindset should be engaging with top talent—not hiring. Instead of focusing on hiring a candidate, tech leaders should think of ways to engage
SkillStorm will train custom tech teams to meet area’s increasing demand for specialized tech skills
SkillStorm, a tech talent accelerator that hires, trains, certifies and deploys IT talent in the most in-demand technologies, and Jacksonville University, northeast Florida’s top private university, announces a partnership to build an extensive pipeline of technology talent for Jacksonville. The program will provide customized training to meet the specific IT needs of commercial and government organizations in Jacksonville, greater Florida and the Southeast.
This press release features multimedia. View the full release here: https://www.businesswire.com/news/home/20200929005694/en/
“We’re excited to partner with Jacksonville University to build a tech talent hub that can help the city, state and region. This partnership will not only help existing businesses expand their operations in Jacksonville, it will also help attract new companies seeking to access talent certified in today’s most in-demand technologies,” said Joe Mitchell, COO of SkillStorm, which recently relocated to
Bottom Line: Dexcom and Micron adopting a single AI platform for talent management that adapts to their specific HR strategies and provides new insights is delivering significant results.
AI-based platforms provide new insights, intelligence and guidance to CHROs and HR leaders, helping them close the growing talent gaps their organizations face. By integrating hiring, internal mobility, diversity & inclusion, contingent workforces, training & development and performance management all on a single AI platform, HR leaders gain greater insights into closing talent gaps. And it’s encouraging to see how AI platforms evaluate candidates on their capabilities while anonymizing factors that might lead to hiring bias.
Interested in learning more about why AI platforms are gaining adoption, I recently attended a webinar co-hosted by Talent Tech Lab (TTL) and Eightfold.ai that included AI-first recruiting results from Dexcom and Micron. The webinar is titled An AI-First Approach to Recruiting with Eightfold and