How is renewable energy sector going to be in the upcoming years?

The sector is not immune to the impact of Covid-19

According to forecasts by the international energy alliance (IEA), the number of new renewable power installations globally will drop for the first time in the last 2 decades. Net profits of renewable electricity potential are supposed to decline by around one-sixth compared with 2019 due to setbacks in the construction project, lockdown rules and social-distancing difficulties, and emerging financial hurdles. When you compare these figures to prognostications made before the spread of corona virus, the IEA now anticipate consolidated growth in 2020 and 2021 to be nearby 10% lower than their last estimates, declared in October 2019.

 

Renewable energy will play an increasingly important part of the global energy mix

It’s not all sad news. Despite the influence on the sector the Oil and Gas Recruitment Companies have suggested that renewable energy is still supposed to grow in 2020. A decline in the number of new renewable power installations means that there won’t be as many new sources as last year - but it doesn’t mean there won’t be any. The IEA predicts a 6% increase in global installed renewable power capacity, which surpasses the combined size of power systems in both North America and Europe. Also, a lot of the impact on the industry by Covid-19 is a delay, not an end to projects. The effects are only negative in the short term, while the long term will even itself out. The majority of delayed projects are expected to come online in 2021, with the IEA forecasting a return to the level of renewable energy capacity additions as in 2019. 

Though you could easily argue against the data - it only accounts for such a high percentage because renewable come first and there is less power needed during this time - it is nevertheless data that political leaders will cling to. As businesses return and power usage ramps up once again, they will want to see these percentages stay the same and so greater priority will be put on increasing the renewable energy supply in line with demand.

 

Renewable energy corporations will drive bigger and more genuine opportunities

Renewable energy has long been a minority rival to the fossil fuels industry, but over the last few years, it has immensely grown to show a real menace to traditional energy sources.

The maturity of the industry has given it the power to withstand economic challenges, with projects large enough to be considered vital to many areas. With all that in place already, the businesses providing that power are not going to give up their market share easily.

We have already seen the resilience of the industry throughout the pandemic in Spain. With the country in lockdown, the final stages of the Núñez de Balboa 500 megawatt solar park seemed like it would inevitably be delayed - or worse. But as the largest solar array in Europe, completion represented a necessity for the area. Armed with PPE and revised safety adjustments to prevent the spread of the virus through the project, workers went back to the foundation of the 4 square miles of solar panels. The park was connected to the grid on the 6th of April and has since been supplying power to 250,000 people. Renewable energy is no longer a minor addition to the energy sector. Millions depend on it and businesses from technology start-ups to Oil & Gas super majors and Oil and Gas Recruitment Agencies have been investing heavily in it. With governments and businesses forced to streamline their interests, it’s almost certain that many of them will continue to focus on renewable power over other areas in the future, resulting in a greater potential for growth in the coming years.

 

 

 

 

How to lead and stay motivated in the times of uncertainty?

Studies indicate that a mere 15% of executives have faith in their top leadership to handle unpredictable situations such as pandemics, climate shift, or economic downturns.

So, what sort of leadership is required to elicit confidence in a company? We have looked inward to various leadership teams to learn how our organization has built solid confidence in the people at the top.

 

LIVING YOUR VALUES

From day one maximum firm claimed that the Headhunters has prided themselves on their core values: Health, Giving, Family, and Business. Hence their foundation is based on these significant values, and there are components within each one that every employee can relate to. This has been the core of the community that has developed within their companies and values that the leadership team truly believes in. When you bring personalities together who have mutual goals and share traditional values, you create internal strength that transmutes into external success.

The top headhunter recruitment agencies believe that the critical element of this success is not only declaring those values but actively practicing them. Build values and let your representatives know that you assist them to exercise those values and appreciate when they do. Exhibit your true passion for your values by propping them yourself as a leader and bestow those experiences with your teams and society. Let your managers to serve as role models by displaying their own practice of our values, whether it’s by building philanthropic organizations, providing one-on-one coaching for staff throughout their works, or being a pillar of support in times when representatives need to visit to their families.

 

UNDERSTANDING YOUR PEOPLE

It is very essential that you keenly understand your workforce and clients and one way is to employ tools such as Work style & Performance Profile (WPP) that is used to evaluate candidate ‘fit’ and divine performance for the clients. Various firms even use it internally—each employee the headhunters recruitment team hires. The WPP gives a different understanding of the people who make up the company and how they respond to varying scenarios.

Thanks to this insight, in times of dilemma, the leadership team is completely aware of how considerably to tackle trouble while being mindful of how it will influence each staff member personally. With the WPP, embracing relevant qualities and perspectives in the staff and help them be part of the explication. Additionally, the WPP reveals us how someone handles stress and responds to change, guiding decision-makers on how best to support their team’s unique needs. Various firms are now happy to allow their clients to use our WPP to deliver the same success with your team. In conjunction with this tool, make certain to maintain solid interaction channels with your employees, listen and guarantee that you are engaging with them.

 

INVESTING IN TECHNOLOGY

One way that many firms ensure their team stays united and engaged is by staying up to date with technology and enduring flexible in the ever-evolving panorama of business. The presently highly prosperous team is in large part due to the remote and flexible work choices they previously provide to staff. In the wake of a pandemic, it is essential that you can transition seamlessly into a fully remote/work from the home model for each employee, down to the incredible front desk reception team – a notion that many businesses are yet struggling with. Learn to admire the power and effectiveness of advanced technology and spend in systems that are steps forward of what not only works now but will work in the future. Take the time to discover your own company values, understand your workforce, and invest in technologies that can help you stay committed and moving in every stage of business. You can have a look out at the Employer Resources section of different websites for webinars and insightful tools to help you shine – even in times of uncertainty.

http://www.saivasystem.com/industry/healthcare-industry

Think you have inadequate employees? Time to ask yourself how they ended up serving for you in the first place. The best method to avoid finding yourself beset by ineffective employees is not to make the following 10 blunders during the recruitment and remuneration process:

 

1. Focusing solely on money. Many companies or even a few Healthcare Consulting Companies consider that giving higher pay than the competition is sufficient to attract and retain talented specialists. Yet many types of research propose that drawing into deeper motivational needs trumps solely economic considerations.

 

2. Forgetting that salaries send important messages. That said, it is essential to remember that salaries are one pointer of how much a corporation values its employees´ participation. How much a business is prepared to pay a person will have a profound ripple effect on organizational learning, regardless of what the mission description says. Salaries become a shorthand method of making comparisons between employees, and the fickle element not only remunerates but reinforces specific behavior. What signals are you giving? Are you bolstering the right behavior that your corporation desires?

 

3. Abusing variable pay. In an attempt to align pay with objectives, some businesses forget the real purpose of a fixed salary: compensation for a stable dedication to the conditions of the job. Instead, they place undue emphasis on the variable element, which is intended to incentivize and reward outstanding performance, not make one's subsistence depend on it.

 

4. Failing to recruit strategically. When it comes to hiring, executives seldom just recruit to fill critical gaps, acting in an unconscious manner that they would not bear in other sectors of the business.

 

5. Just Sticking to the tried and tested. A narrow way of  Healthcare Recruiting Firms- hiring only from specific medical institutions, or educational recruiters hiring from specific schools or only considering candidates whose career tracks are an accurate match to the functions of the post or who come from the same sector – often ends in more expensive hires, and neglects the value a unique employee may bring.

6. Over-bargaining. When applicants present their salary expectations the automated response is to negotiate them down. Though a deal may ultimately be struck, too much heavy-handed negotiation previously makes for a bad commencement to the working relationship.

7. Asking why instead of why not. Businesses often pass up top recruits because they ask for added money than the boss earns. While we are not saying officials should ignore this norm, it is worth examining under which circumstances a subordinate making more than the manager might be verified. It may even assist a review of modern salary structures. Perhaps it´s not the question that is out of line, but preferably the company´s pay scales.

8. Rushing the process. While an insight of urgency can aid decision-making, bringing someone on board too promptly may result in troubles down the line. If you hasten recruitment, you won´t have a clear understanding of whom and what you are seeing for, or how or where to obtain them. This just makes the means inefficient and overpriced.

9. Making the exception to the rule. Without a logical management system, a corporation makes decisions ad hoc. When this transpires, recruitment and reward become a patchwork of whatever looked right at the time – fomenting cases over unfairness and inequality.

10. Not being transparent. Many organizations treat compensation as taboo, not to be discussed in society. A company´s readiness to reveal its customary remuneration policies normally depends on how clean it believes it to be. Not being honest about pay sows outlooks of distrust.

How University classrooms are being transformed by the use of technology?

The materialization of superior technology and social media has radically changed the teaching mantra of educators today, as well as the way students learn and interact with their professors. Many of the education recruitment agencies and educational institutes still adhere to traditional education tools – chalkboards, pencils, notebooks, and textbooks. But Generation Z regards these methods old-school, outmoded, and even tough to execute. Tech innovations are populating the educational research niche as well, and frequently more colleges are putting technology at the end of the students. Conglomerate learning-management arrangements, distance education, and the chance to cooperate with researchers from around the globe are several of the most groundbreaking gains that current universities are embracing right now. However, there are further many challenges students enforced to deal with. Despite all the positive aspects of advanced technology in high-schools and colleges, this innovative learning tool persists a disruptive discovery; and also a notably expensive one.

Advanced Technology in Education – A Useful but Rather Challenging Approach to the Learning Model

 

Most staff members are accustomed to single teaching practices. To make them tech-savvy, universities and colleges will have to spend time and money to teach these segments the basics of high-tech teaching practices. Unfortunately, not all establishments can afford it. But then again, if they don’t readjust they risk losing students who will turn to online learning and colleges that can afford to spend cash on advanced technological methods. Technology has forever had a great influence on education. About 65% of today’s students recognize that technology is now the base of teaching methodologies. In fact, soon enough it will become a leading differentiator in grabbing the attention of corporate partners and students. Online learning is fascinating to increasingly more colleges around the world; some are previously offering online courses.

 

How High-Schools and Colleges See Advanced Technology

 

Many universities and degree colleges agree that technology can have an assertive impact on the students, as well as on the way they study. Despite all the benefits – access to online libraries, dictionaries and encyclopedias, online courses, webinars, and video training, etc. – teachers should also be conscious of the challenges, specifically cheating, plagiarism, and online disturbances (social media). Higher education is remarkably responsive to globalization. Five years from now, an overseas presence will grow the norm in most colleges around the world. Nearly half of today’s most prestigious high-schools and universities already have remote areas. More institutions are preparing to be more open to off-shore education in a few years, and whether we like it or not, distance education is here to stay.

 

Distance Education is Going Global

 

Distance education is a global phenomenon, and thanks to advanced technology multi-modal teaching is currently changing today’s curricula. Soon enough professors will start looking at more than one teaching medium. Increasingly more universities are currently recording and filming classroom courses to help overseas students participate too. Complex learning management devices and advanced presentation and video tools are also among the upcoming innovations that students and professors will benefit from. Their influence on academic success is quite promising providing that they’re being used the right way. Web 2.0 technologies like instant messaging, wikis, and social networking – which are well-known for their impact in improving connectivity – are supposed to fade away. 

 

Teaching Will Soon Become Student-Centered and Outcome-Based

EducationRecruitment Consultant firmly agrees that instructional paradigms are sifting. Rather than focus on matter memorization students will start concentrating more on applying their knowledge to solve complex problems. The teaching and training mantra will switch from theory to practice. Theoretical learning is apparently the main reason scholars can’t land well-paid jobs. Since practice makes perfect, teachers must adapt to high-tech teaching methods that are the most effective. Advanced technology is radically changing the way students learn in high school and college. Most students currently have laptops, smartphones, and tablets; and their articles are no longer written by hand. But then again, it’s also simple for them to get sidetracked and access social media despite studying. Educators must put technology to good use, and obtain a way to keep students interested through fun learning; otherwise, everything technology has arranged for the educational field will go to waste.

 

 

Few latest trends and statistics every recruiter should know

The quality of an exceptional Permanent Recruitment Agency is providing the right recruiting approach and hassle-free experience for both the recruiter and the candidate. Study shows that around three-fourth of job seekers determine job hunting as one of the most stressful experiences ever. But the same difficulty affects recruiters who are hunting for the best talent for their firm or organization. 

Furthermore, around 85% of job seekers also cite that firms could improve the overall experience just by providing a definite timeline of their hiring process. That being said, employers may need to make use of innovative recruitment techniques to make the hiring means more seamless. That’s why it is essential for every recruiter to constantly be on the lookout for popular trends that are shaping the recruitment landscape.

We have gathered some of the latest hiring trends and statistics every recruiter should know:

 

Integrating Artificial Intelligence in Recruitment

Advanced technology has integrated competence and ease into many firms’ recruitment processes. So artificial intelligence as a go-to recruiter tool became famous in 2016 and still sees its use wide today. Some employers utilize AI-integrated tools to recruit remote employees through video interviewing platform. Such as Spark Hire, or the data-driven software – Saberr.

 

The focus on diversity initiatives

Many permanent recruitment solutions agency and employers are contemplating hiring representatives from diverse environments, cultures, ethnicities, and locations. They are further focused on finding talent who can deliver something new to the table, despite age, gender, or allegiance. This intensifies retention, productivity, creativity, and even encourages a positive working environment and raises the overall status of the firm.

 

Recruitment marketing

As with any marketing campaign, the purpose is to capture the consideration of the target audience. In this instance, implementing a recruitment marketing plan helps recruiters attract more individuals to apply. It’s one of the prime hiring trends this year because it remits added benefits for recruiters who execute it. One of which incorporates excellent influence on social media and other platforms, suggesting more job seekers eyeing the position.

 

Work flexibility attracting more candidates

Records state that more than half of the hiring experts accept that work flexibility drags more candidates. Many workers are now aspiring to pursue a work-from-home job as it eliminates expenses and is more suitable for those who want to drive clear of a daily commute and other hassles. In addition, the study shows that working remotely or having flexible work programs drives higher job-satisfaction rates and encourages a healthy work-life balance. These are just a few of the causes of why work flexibility gazed at the interest of many job seekers online.

 

The rise of Generation Z

It seems that the positions open for the digital-savvy Gen Z in various sectors are no longer confined to internships and entry-level jobs. Due to this generation’s career-oriented mindset and ability to immediately adapt to changes, recruiters and employers are gradually placing more faith in their skills and capabilities.

The popularity of digital resumes and portfolios 

Everyone’s going mobile, including job seekers and the bulk of professionals in the recruitment scene. Employers are now opting for the ease of evaluating and selecting applicants with digital CVs and portfolios.

 

Conclusion

This is merely a quick overview of the most advanced statistics and trends in the recruitment landscape. By maintaining track of the current trends, and employing a good mix of old and new tactics, an organization would be able to take their recruiting strategy to far greater heights.

 

 

 

 

 

How medical staffing firms are affected by the shortages of Healthcare employees?

Medical staffing firms rely on the demand for professionals in the healthcare industry to continue unfolding. With a flourishing and bustling healthcare sector, medical staffing firms have endless possibilities for employees in all vocations. Luckily, the healthcare industry is assumed to continue growing at a rate of 22% through 2024; this bodes favorably for individuals planning on starting a medical staffing business. The blog here provides more further information about the relationship between the prosperity of the healthcare industry and the prosperity of the medical staffing industry or healthcare recruiting firms. 

Why the Healthcare Sector is growing?

NEED TO TREAT CHRONIC CONDITIONS

Illnesses and ailments like diabetes and obesity that remain with a person throughout life are not readily treated. When people grow older with these stipulations, the potential for complications rises dramatically. In some cases, treatment of these ailments may take place over a prolonged-term. As a consequence, the need for healthcare experts across the nation will grow significantly. Thus, beginning a medical staffing company will help meet the changing staffing requirements of hospitals.

 

SUPPORT FOR BABY BOOMERS

Baby boomers, the children of WWII veterans born between 1946 and 1964, constitute the second largest group of individuals in the world. As they turn older, they too inhold more health issues which, in turn, needed more care.

As a consequence of this elevating population of older people, hospitals must allot resources toward supporting them, requiring more attendants and other appropriate personnel to provide care.

Plus, the baby boomers who served as nurses will continue to grow older and ultimately retire; this implies more opportunity for staffing agencies to fill care requirements for retiring healthcare professionals.

 

LONGER LIFE EXPECTANCY

With medical technology advancing, doctors are finding new ways to help individuals with chronic states, leading to a longer life expectancy. Frequently more people are joining the latter stages of life. As this trend continues to rise, starting a medical staffing firm will become an increasingly profitable investment.

 

NURSE SHORTAGE

There is not an overwhelming amount of nurses out of business. There is, though, high demand for nurses because healthcare establishments lack proper staffing. Another cause for the nurse shortage is a lack of nurse instructors resulting in a larger percentage of nursing school candidates being rejected for admittance into nursing programs.

 

What This Indicates For Staffing Agencies

 

MORE HEALTHCARE FACILITIES LOOKING FOR EMPLOYEES

With an augmented demand for higher standards of care in hospitals and other medical offices, qualified employees are needed. As hospitals hire temporary and permanent workers, they will certainly continue to utilize the services of healthcare recruiting firms. That said, it is the most suitable time to begin to build relationships with healthcare facilities by commencing a medical staffing company.

 

MORE NURSES LOOKING FOR POSITIONS

As educational institutions mark the lack of nursing programs and qualified staff, more students will be ready to pursue nursing degrees, leading to a flood of qualified personnel to counter to the demand for nurses.

 

GREATER OPPORTUNITY WITH START A MEDICAL STAFFING COMPANY

With the right strategy, and knowledge your medical staffing agency could strongly place many nurses, building a more solid future for the healthcare sector and your agency. Medical Staffing Consultants serves people who are keen to succeed in starting a medical staffing firm; we assist new staffing companies through the creation and development of their market and help them to achieve sustained success in the industry.

A few key tips to bring out the inner Headhunter in you

Introduction

The historic deed of headhunting is quite frightening, yet fascinating. The literal usage of taking and preserving a person’s head after killing them has progressed from ancient times to the 21st century. Figuratively, the dynamic nature of the word has passed over to the modern-day recruiting sector. In our society, today a headhunter associate to third-party recruiters, talent acquisition administrators, and search firms who endeavor and spot “trophy” candidates.

To successfully procure top-notch talent, there are a few which is required to bring out the inner headhunter in you:

Attracting your prospective trophy – Have a definite plan and be noticeable.

·         Offer an engaging (yet not too complicated) website with search engine optimization and keywords that enhance your website's visibility when applicants search for openings.

 

·         Have clear and brief job descriptions that drag the right candidates to your postings. Ensure your verbosity is direct and harnessed toward the profession at hand. There should be “weed out” features to deter unqualified candidates. Advertise and post your post on job boards and social media platforms, as well as, your website.

 

·         Correlating and networking with others in the business is key to finding the best talent. You can accomplish this through social media sites, discussions, referrals, and blogs.

 

·         Reach out to passive applicants and cold calls. Cold calling is distant from the dead. Most of the A- players are not actively watching, but are always engrossed in hearing about what’s out there. A cold lead can very well move swiftly to a warm or hot lead if you have something enticing and that stimulates their interest.

 

Are they trophy element? – Keep them or (respectfully) leave them

 

·         A thoroughgoing pre-screen is essential to ascertain if the applicant can be an ace in the hole. Ask “weed out” issues that are particular to the requirements of the position. 

 

·         Validate data on the resume, confirming regions and dates of vocation (including month and year). It is necessary that the resume truly reflects their past employment and education. 

·         Gain an overall picture of their achievements and goals. The top dogs will be able to explicitly list their accomplishments and plans for the future.

 

·         Assess their attitude during the interview. Are they comfortable and charmed to hear from you? Or are they nervous, annoyed, rigid, and stubborn? Good leaders demonstrate a genuine, easy-going positive energy and attributes such as confidence, clarity, courage, respect, and passion.

 

·         Perform professional reference checks, from past supervisors, headhunting recruitment companies you are engaged with that offer both objective and subjective replies. You want ardent references, a diamond that shines!

 

 

Preparation in getting your trophy – Develop a relationship

·         Evaluate and assess the applicants for accountability during the interview time. Do they answer your calls? Are they determined in the process? Do they hold strong communication skills and follow-up? The strong performers know to reach out to you following the interview and to send “Thank You” notes to their interviewers.

 

·         It is crucial that you also demonstrate respect by interacting and following through with the contestants. Be the bridge that holds the lines of communication open among all parties involved. Strengthen your candidates and make them feel valuable, respected, and wanted. Let them comprehend that you are their advocate and that you care.

 

·         Coach and escort the candidates through the interview process to the offer stage. Provide them with interview advice on verbal and non-verbal behavior, interview questioning, attire, etc. and assure they have examined the company they are pursuing. An exceptional Headhunters Recruitment firm makes them accessible to answer any questions they may have and be sure to be effective in the offer/negotiation phase to close strongly.

 

Once your applicants are hired, it essential that you stay connected to them. You have formed a relationship through this process. Moving ahead, their performance will dictate the progress of your career.