Digital HR transformations: a general overview

Technology is constantly changing the world and the era of true digital disruption has finally been hitting HR. It is the hot spot of changes, and it needs to figure out what all of this means by redesigning jobs, work, and organizations, so the people will finally get more importance.

The current situation

In 2016 companies realized that the way candidates looked for jobs, captured feedbacks and communicated could have been digitalized with new platforms. Having considered that already more than 50% of internet traffic was coming from mobile devices, yet fewer than 20% of HR applications were running on mobile computers or mobile phones.
So, HR has to do a massive work to overcome the new digital challenges and adopt a digital mindset. This is possible only if HR partners works with IT, adopt design thinking, understanding what people do during their workday and creating user experiences through the digital world, integrate analytics, and analyzing vendor solutions carefully.

The HR technology industry has received more than 2 billion dollars in 2015 to invest in recruitment, performance management, learning,  feedback and employee engagement. It represents a new world for HR technology and design teams, one that will open up new career opportunities and transform the impact HR has on the businesses.

According to Josh Bersin..

This digital HR trend is very significant, as Josh Bersin points out here, as a consequence of the overwhelming working situation for the employees. If digital platforms are always available for employees, the outcome will be reached easily, quickly and successfully. Almost all employees act now like volunteers: they do what they can with their time, and creating digital tools is a clever and successful choice for companies to make this process easy.

Digital is the new e- in e-learning, for example, as Bersin stated in a conference in India for People Matters TechR 2016, and everybody is wondering what does it mean and how to deal with it. 75-80% of the companies in the world are actually worried about how to handle the digital disruption, because they know that it will change everything. The reason why companies like Uber or Airbnb are on the spotlight in this matter is that they are not just approaching technology, but they are also re-organizing themselves and the people within the company. It is a perfect mixture of IT and HR, something that these digital disrupters understood. Uber is, for example, a decentralized company and decisions are made also outside the headquarters in San Francisco, and Airbnb does not have a central structure either. In 2016, 92% of the companies did not feel organized enough to succeed, and only 14% of them knew how to actually re-organize digitally.

In the same conference, Bersin did six examples of digital disruptions taking place right now in large companies: the first one is the shift from cloud to mobile; the second one is the wave of new tools and applications; the third one is explosion of technology for culture and feedbacks; the fourth is a new generation of learning tools; the fifth is analytics and the sixth and last one s the shift from designing processing to design thinking, considered by him the real future of HR.

Some data around the world

In Bersin’s 2017 findings it is claimed that the need to get more digital implies also a new way of managing and engaging with people. Not only is digital transformation a sparkly new technological path, but also a new way of cooperation, collaboration and smarter working. The companies themselves need to be more agile in order to absorb this digital wave, because the 20th century organizational structures are rapidly changing.

This graph shows how countries around the world have been considering digital innovation lately: Southeast Asia, for example, is at the very top of the list, then we do have India, The Netherlands, Australia, South Africa and Italy (on a range that goes from 1 to 100, Southeast Asia won an 83% for the importance given to the challenge of becoming more digital, while Italy, for example, 76%) , afterwords countries like UK, China, Spain, Germany, Brazil and USA a medium level of importance (with a range that goes from 75% to 69%) and, at the bottom of the list, Canada and Japan (respectively, 67% and 61%).

A perfect example of IT and digital HR renovation was made by Reliance Jio, the 4G telecommunications and digital services company headquartered in Mumbai, India, that started its revolution and launched digital telecom services in early 2016, aiming at building a national 4G network across almost 20,000 cities and towns in India. From its start, the HR program was digital in order to allow recruiters, candidates, managers and employees to complete their HR tasks, and these processes and technologies were all supported by apps, reporting and HR operation.
Another example is Timken Company, a leading manufacturer of industrial and automotive components, that has a global workforce with more than 21,000 employees in more than 33 countries. Timken Company decided to move its HR operations on a cloud-based HR solution to support  processes, including recruiting, payroll, succession planning, learning, performance management and workforce analytics. The solution reduced the time it took to pull operations reports, helped accessing business intelligence,  helped with employee engagement and also with satisfaction.

Some data from Europe

Also in Europe some changes have been made: according to studies conducted at the end of 2016 and showed at the beginning of 2017 by PAC, the 52% of European companies claimed that the work environment is ‘very important’ for the success of their company, while the 22% stated it’s ‘critical’ to the company’s economic performance. And the 63% of companies are currently planning to invest in modern apps and technologies within two years time.
PAC confirms once again that companies and business in general should be ready to start new paths in design, operations, management and strategy, but it needs a smart planning.

UK seems to be leading in the delivery and execution of HR digital new practices and it considers IT renovation as a priority in its agenda, but it seems to be less vital in the actual workplace modernization. This slow migration seems caused by the high propensity of service sector organisations in the UK. The cloud readiness and transformation have been highly criticised, and they are both kind of fundamental. Mobile working support is ranked very similarly all over Europe, but in UK the displeasure and annoyance coming from latest worksplace apps and mobile work network access reaches even the 67%.
French companies are deciding how to build their future digital workplaces at this very moment, while in Belgium mobile working seems already to be particularly well supported. Germany is highlighted as a late comer to readying its workforce for the future of work.

..And what about Italy?

For what concerns Italy, in 2016 about 41% of the companies under exam by Osservatorio HR Innovation Practice of the School of Management of Politecnico di Milano understood the importance of digitalization and have started HR Big Data and Analytic projects, regardless of the high costs and the long timing that it required.
Today the number of people involved in the cloud-based systems is about 150 million all around the world, and social recruiters like LinkedIn can now expand the recruitment as never before. The war of talent has now gone digital, and all the players have to learn how to compete in this new era. The 20% of the Italian companies invest in digital learning and the 75% of the companies think  that digital learning is the most interesting way to train people, through webinars (used in the 60% of the enterprises), MOOC (Massive Open Online Courses – 40%), social media (43%), community app (28%), and online tutors (25%).
During the digitalization process many new job positions arose, and nowadays the most needed positions are: digital marketing manager (provided by 22% of the companies), social media recruiting specialist (20%), social media manager (18%), technology marketing officer (16%), digital workspace manager (15%), digital learning specialist (13%).

The Italian Best Practices

Last year the Osservatorio HR Innovation Practice of the School of Management of Politecnico di Milano assigned its award HR Innovation Award 2016 to some Italian enterprises’ best practices that made a real difference when it came to digital HR. The declared winners were: ENI, for the training programs EniCampus and Global Eni Training System, that introduced a teacher-participant interaction training method; Assicurazioni Generali, in the Talent Management section, for its new platform that ensured meritocracy and transparncy; and and last but not least  Gruppo Segesta, in the category Employees administration, thanks to which the company started to make all its administrative processes, its payroll management and reporting completely digital.

Deloitte did a study last year and found out that USA employees check their phones 8 billion times per day. And.. we are not getting anything out of it. Economic productivity in this Fourth Industrial Revolution has actually slowed down since the internet was launched. Why? In Bersin’s opinion, it is because we are still trying to figure out how to manage this power and we did not get to the solution yet.

To conclude, all companies have been facing digitalization and, like it or not, they all need to adapt. The ones that will be struggling less will be Meritocracy’s beloved start ups, already used to being digital and technologically up-to-date. But they all need to adapt and manage this new trend because we cannot predict what technology will do, but HR impact will be growing, that is for sure.

 

How to write a Cover letter: dos and don’ts

Another essential step during a job hunt is writing a cover letter. This step is as boring as necessary, and you need to do it properly in order to make a great first impression because headhunters judge the books by their cover (letters)!

So, here there are some dos and don’ts in order to write the best cover letter of your life.

DO Read carefully the job description and gather some precious information about the company to adapt the content.

DON’T Start the cover letter with your name. You are not famous, and your name is all over the cv, the email attachment and object. 

DO  As your cv, it should be structured, easy to read with a clear font and a proper size.

DON’T Start with “To whom it may concerned”. You should address personally to the person you want it to be read, this greeting is too mainstream and default.

DO  Do a draft, write a skeleton of the information you want to give, so everything is outlined before you begin.

DON’T Avoid jargon, clichés and slang.

DO Take care of every detail, headline included. You have to stir the interest towards your cover letter, using a catchy headline. Recruiters first scan, than read. The first impression is going to last. 

DON’T Write different information than those on your cv. Write the same things, unless you seem distracted and forgetful. 

DO Keep it short. Nobody wants to read “The Bible” of cover letters, and HR recruiter are already overwhelmed  by tons of similar cover letter. Avoid being rambling and superfluous, one page is the right amount to write. Be different and unique, but concise.

DON’T Write typos. Be very careful about what you write and check the spelling of every word. 

DO Write an introduction. It is not an essay, simply state what you’re looking for in your next position.

DON’T Use sentences like “I feel”, “I think”, “I believe”, “in the city of”, “in the month of”, “really”, “very”, “things”, “the fact that”. 

DO Show some attitude and personality. Sometimes you get hired for the way you are, rather than all the things you already know. 

DON’T Forget that you are telling you story. Not only you are telling a story, but your story, so do not leave the experiences of your life like stains on the white page. Give coherence to your content and choose the words accurately. 

DO Adapt the tone of your writing to the company you are addressing too. Be genuine and funny whether you are writing for a startup, be serious and formal whether you are imaging a career in politics. It all depends on where you want to apply, and always do some research of the company culture before writing anything down.

DON’T Write your cv in a paragraph form. The cover letter is something else, it is the proof that you are good for the job and the perfect one to hire. 

DO Sell yourself. You need to show off your skills and prove why you would be perfect for the job. Focus on the job and insert some adjectives that were written in the job description. Prove why choosing you will benefit the company itself.

DON’T Be careful not to seem too cocky or arrogant. Remember to be genuine and easy going.

DO Write about your most important experiences, not all you did before university, all the anecdotes that may not be interesting for anybody but you. Avoid talking about all the classes that you attended to, this is not relevant for a cover letter.

DON’T Write awkward phrasing and attempts to be overly formal, stilted and pompous.

DO When you write your cover letter, shift your mindset to as if you’re already hired. This is a great way to show your interest in your cover letter.

Writing a good cover letter is the best way to impress who reads and hook them to your story. Even when not required, it is always better to submit it if you are really keen to get the job. Often, employers expect a cover letter even if they do not directly ask for one. Even if they do not necessarily need a cover letter, sending one will demonstrate that you are a motivated candidate.

But If you don’t have time to write a strong cover letter that shows your skills for the job, don’t write one at all. No letter may be better than a bad one.

 

 

SLACK and the HR

Slack is a tool for those who, actually, aren’t slack at all.

For those people who have no idea what we are talking about, Slack is the perfect instant messaging platform for team work in the 21st century. In spite of its name, it is not for slack people, but rather the opposite.

slack-recruiting-toolWith Slack it is possible to overcome the old-fashioned email system, and keep a new type of contact with your teammates. You can send direct messages, call, drag, drop, share, search and post all in one tool. It is a channel to contact your co-workers and share everything with them without the need to send tons of annoying emails.

Not only Slack is the new system for professional communication, but also for HR recruitment.
Slack is changing recruiting faster than you think. In fact, it’s already happening.
Most of the innovative HR and recruiting tech companies have already Slack apps. If they don’t, they’re likely building them in this exact moment.
You can do many things with Slack concerning the hiring process: you can use, for example, Slack Notes to keep annotations about the job opening; create a Slack channel per job opening with the aim to discuss the notes about every candidate for the job; you can have Slack Hooks that attracts and gathers all the resumé from websites and posts into the recruiting channel . The possibilities to use Slack as a recruiting tool are numerous, more than we think.
If you look for Slack groups in your browser, you can ask to be part of a brand new community of professionals, where job openings are often posted. To be clear, it is like a social media homepage, a feed, where all the articles, comments and jobs are posted and you can browse them easily. Everyone can join this topic-based communities (just after having proved some knowledge on the topic), this means that even head hunters can see if there is somebodyvery interesting around.

The thing is that Slack as a recruiting tool is yet not that common and there are many reasons that can explain this: recruiters are not that ready to jump out of their comfort zone and try a technology that hasn’t originally been developed for recruitment, using it to help improve the way they hire. Slack and its apps opened a lot of doors to help recruitment and making it easier and more efficient, and it is just a matter of time that all recruiters will be using it.

This app not only is a recruiting tool, but also the gateway to a workplace artificial intelligence system that will answer routine questions (for example, the wifi password), and proactively seek out information you might otherwise miss. Thanks to Slack, it will be easier to receive an answer to every question, even the easiest ones .
Slack will be getting smarter and smarter, and even suggest information that it thinks you may want to know. It will know the people you trust and the topics you tend to like, and over time it will figure out how to route information to you. This will become especially useful as Slack scales up to work with large companies. The company wants to make Slack’s artificial intelligence even stronger by enabling it to look out through your messages so you don’t have to.

Slack is a new tool that is still trying to get its space and trying to be avantgarde in recruiting, a tool that  shares information quickly, and informally and creates a ‘go to’ point for internal content. Email is obviously great for formal communication with external partners, but for anything other than this, there’s Slack.

 

 

Ted talks: Works and Passions

Since we were kids we are always asked “What do you want to be when you grow up?“. Adults expected us to answer “doctor!”, “policeman!”, “teacher!” ,and many other specif jobs. But what if our passions and dreams were countless? What if we did not want to be just one thing but as many as we could?

This is exactly what Emily Wapnick tells us in this TedxBend video, where she tells us how important it is for society to be MULTIPOTENTIALITES. Yes, it is not a disease, but the label to describe all those people that are so creative, versatile and polyhedral to become successful in many different things.
Is there any good reason why a psychotherapist can’t  be a violinist? Why a mapmaker can’t become a jewelry designer? There is no answer, cause it is all possible. Emily Wapnick says that we must not assign the meaning of “wrong” to the pursuing of many passions. Culture settled that, but it does not mean it has to stay this way.

Some people do not have one true calling in life. And there is nothing wrong with that. This is called being multipotentialites. These people can create innovative things and achieve high goals because of their many interests, not in spite of.  
Innovation happens at the intersection of our interests and passions. The world is changing so much and so fast that those who will succeed and thrive are the individuals. Society should encourage multipotentialites to bring a breath of fresh knowledge into the world. We just need to learn to embrace out inner wiring an our many passions, to let them be and explore our intersections freely.

Finding your passion and what you want to do in your life is not easy. This is what Scott Dinsmore says in his talk about finding the job you love. He explains his experience on the way to find the job he could not avoid doing, the task that would have fulfilled his life and not just his cv. He says a great truth: if you do not know what you are looking for, you are never going to find it.

Scott Disnmore says that we all have to find our strengths and values and try to reach the impossible. We must turn the sentence “how could I possibly do that?” into “how could I possibly not do that?”. It is all about changing the surroundings and let other people inspire us.

We cannot change everything in our lives, but  we have the power to learn from ourselves, to learn from the impossible and the chance to surround ourselves with inspiring people.
It is all about the impact that we can make on the world and on the other people. Impossible is nowadays becoming the new normal, we just need to start working on us.

On the other side we have Terri Trespicio who says something odd about passion. She claims that passion is not a plan, but a feeling, and feelings do change. Often. The idea that everything goes around passion is, in her opinion, totally unrealistic. Success is the fuel of passion, not the other way around.

Passion is not a job, a hobby or a sport. It is a force, an energy that follows what you want. If we are busy waiting for passion, we could miss opportunities. So, her advice is to stop waiting and start being surprised by life.

Passion is when you meet someone else’s needs, becoming useful and generous. It is not when you are waiting, but when you start doing and be active. Passion follows you, not the other way around.

Last but not least, also Benjamin Todd is on the same side of Terri. Actualy, kind of.
Benjamin works for a company that helps people finding their career path and states that passion is not what fuel our careers. We should not follow our passions, but focus on what we could do for the other people. This is the real meaning of a career, this is the real purpose of a job: doing what is valuable for others and what can make a change in the world.

We should focus on what can we do for other people rather than finding our greatest interests and pursuing them. In real career decisions passion seems not to be decisive and our present interests are not a solid basis.

Making the world a better place, this is the real secret for a fulfilling career. Focus on what is valuable for others.

 

 

How to write a resumé: Dos and Don’ts

Writing an effective CV is no piece of cake.

A lot of questions arise when you think about how a CV should be written. Understanding what should and shouldn’t you be writing is no easy task, and some guidelines may be useful while pursuing the job of your dreams.

There are some major details that make the difference when HR people chose which CV to keep and which to put aside.

Here are all the tips in order not to end up in the unchosen pile:

Layout & Format

DO The CV should be no longer than 1 page, maximum 2 pages.

DON’T Do not use unreadable fonts and small sizes, it has to be easy to read and analyse. Too much text on the page makes it busy, no margins appear untidy and inaccurate, and a large typeface looks childish.

DO Suggested fonts are Times New Roman, Arial, Cambria, Verdana or Calibri and the suggested size is nomally 12.

DON’T Do not use CAPITAL LETTERS, you are not screaming.

DO If you are not a design addicted, maybe it is recommended to use a pre-made layout and format, so everything will be organized and clean. Your CV must be impeccably presented if you want to demonstrate your professionalism and attention to detail. This is a first way to show your skills.

DO Insert numbers and quantify. For example, how much did a company grow while you were there?

DO Using bullets can be useful to organize your content. Our mind loves lists and they simplify our reading process.

Language

DO You need to be neat and concise. You will be given the chance to explain better all you experiences and ideas in an interview. The language must be clear, specific and direct. Do not speak in 1st and 3rd person, do not use pronouns: the person who reads knows who the subject of every sentence is and your name is at the very top of the page, so no need to state it all the time.

DON’T Pay attention to the typos in the word spelling and in your personal information as well (how can the interviewer contact you if the phone number or email is wrong?). Read your  CV more than once and wait to have a fresh mind before reading it again, ask the help of a native speaker friend and use online dictionaries.

DO Include words like achieved, improved, trained, managed, ideas, win, volunteered, accurate, adaptable, earned, develop, planned, organized, targeted, structured, trained. Do not include them just because you have to, do it properly and logically.

DON’T Avoid words like awesome, salary negotiable, reliable, enthusiastic, passionate, strategic, responsible, hard-working, problem-solver, think outside the box, best of breed, motivated, communication skills, team player, strategic thinker, goal driven, independent, detail oriented. Use every line in the best way and avoid unnecessary information or
common words and skills that everybody mentions. You have to prove to be unique.

DO Write your skills without being ordinary and trivial. Remember that you will have to show rather than tell.


DON’T
Never use very informal words, vague language or slang. Remember you are not addressing to a very close friend but to a possible future employer. Avoid passive verb forms, technical jargon, unrelated hobbies and clichès.

DO Tailor your CV based on the job you are applying to, always remember whom are you addressing to.

Sell yourself

DO Mention all your working and studying experiences, not more, not less. Do not leave out essential information and list them in a chronological order, normally beginning with the most recent items (reverse chronological).

DON’T Do not lie. It is good and highly recommended to beautify your CV, but it is very unwise and counter-productive to lie.

DO Focus on what you did in the job, and not what your job was .

DON’T If there is some experience you are not proud of, nobody forces you to write it down.

DO Include a one or two top lines – job description first, then list your accomplishments per every job.

DON’T  Avoid using the generic descriptions of the jobs you applied for. Make it personal.

DO Adding a picture is a controversial issue. The countries where you should include a picture on your CV are most of the European countries, China and Japan. While you should not add a picture in all applications for UK, Ireland, The Netherlands, Sweden, USA, Canada. If you do add a picture, it must be a passport sized one, no silly or party picture allowed.

DON’T In some countries it is not recommended to add your age, gender and marital status. Some career experts state that is better to avoid mentioning these kind of information.

DO Keep your CV updated and add references at the very end.

DON’T Do not mention your hobbies if they are very common and general. Mention them only if  they support your candidacy and have something to do with the job description.

DO Your CV should include only positive information.

DON’T Never criticize a previous employer or refer to difficulties or disappointments unless you were able to turn them around.

DO Find alternatives to common adjectives and jump out of the pile. For example, instead of saying creative you can say I try to see the world differently or instead of leadership you can write examples like coach of the basketball team for two years. Play with the language in your advantage and let your actions speak on your behalf. Remember always to show rather then tell.

DO If you are attaching the CV to an email, remember that the first impression counts. Address the employer properly and politely and tell him/her how you meet their key requirements so that you can immediately entice them to open the attachment. In the subject line of the email list the vacancy title, reference number and where you saw or heard about the vacancy. Add the CV as an attachment clearly labelled with your name and add as corpus of t
he email a part of your cover letter.

DO When you submit a CV, always add a Cover Letter.

The secret to write a good CV is taking your time while writing it, think about it carefully and learn how to sell yourself.
The CV is the first step into your career and success, and if the CV looks good, than you will be given the chance to prove yourself too.

5 Best Companies to work for in Europe in 2017

EDITED

From day one, EDITED has been working to solve the problems of the entire fashion retail industry, an industry worth over three trillion dollars worldwide. Today the company is the leading provider of real-time data for apparel retailers worldwide with offices in London, New York and San Francisco.

It’s a place where you’ll work alongside world-leading teams of developers, data scientists and fashion professionals to develop cutting edge tools that will help thousands of retail professionals around the world do their jobs better. The impact you’ll make at EDITED is real and immediate.

There’s an independent, “say what you mean” spirit that runs through everything at EDITED. As the Operations Manager Michaela Bartlam says, “those who succeed here are generally self-motivated who can get things done without too much guidance or oversight. We like people who can find new opportunities and bring them to us, not the other way around.”

The team is intensely passionate about its goals and that energy is plainly infectious. It’s a young, fast-paced environment where there’s always something to learn and share.

Tech and fashion, this place was built for you.

In 2017, EDITED will keep building and growing a world class service to support retail. It’s an amazing company to be a part of, so make sure you check out the vacancies here below!

https://meritocracy.is/en/edited

Edited

HYPE

In Hype everything is still yet to be written. As a result, working in such an environment is very challenging! This is a group of very ambitious professionals with a simple yet revolutionary goal: make people deal with money in an easier way.

Each and every single person working in Hype has a true passion and understanding of entrepreneurial finance; therefore, each of them at work strives to contribute to Hype’s mission through create thinking, shaping today and tomorrow’s financial system. Graduates and young professionals are given the opportunity to make an impact straight, taking ownership of projects within the very first month.

The social and cultural component in Hype is very strong. They have a nursey school on which employees may rely. As Doris Messina – Fintech and New Business Officer – says “for us it is very important that those who work in Hype give their best at work every day, making experience and learning contantly”.

The company also has a corporate portal welfare that employees can use as when want. This is exactly the working environment in which people can grow professionally and make a difference! Here employees are motivated and feel valued when they’re given positive reinforcement and shown how their work contributes to the success of the business.

2017 will be a very important year in which Hype will try to penetrate and expand in the market. In a very competitive landscape, Hype will have to battle other Fintech companies. Therefore, to reach their goals and they need people with a can-do mindset, which are able to work under pressure and that can set their standards high. Does this sound like your ideal work environment? Check out then their vacancies on Meritocracy.

https://meritocracy.is/en/hype

Hype1

BENDING SPOONS

From its office in Milan, Bending Spoons creates and markets mobile apps with millions of users all over the world, and has the ambitious goal of becoming the #1 mobile developer globally by assembling a diversified, top-quality portfolio of products.

With a team of 32 and an average age of 28, Spooners spend their days developing technologies and apps that meet strict quality criteria, churning numbers to better understand users and marketing channels, and letting off some steam in all-consuming fussball matches.

We talked with one of the co-founders, Luca Ferrari, to have backstage information on what makes Bending Spoons a place employees enjoy and care about. With a culture based on transparency and ownership, it all starts with finding the right people, a pursuit in which the company invests disproportionately for its size.

Talent is essential to make it through the selection process, but it’s eagerness to learn and passion that will give you a shot at joining this fast-growing company trying to transform how people work based on a few simple principles: excellence should be pursued at all costs, trust and freedom should be the default, and workplaces that are friendly and tribe-like are more fun than cold and professional ones.

With top-of-the-market salaries and amazing perks, Bending Spoons invests first and foremost into its team. From health insurance to catered lunches, everything is taken care of so that Spooners can just focus on doing their best. In Luca’s words, “At Bending Spoons you’re expected to make a difference, and your opinions and ideas truly matter”. This deeply-ingrained independence seems to be one of the elements making Bending Spoons a success story that stands out.

The company’s flat hierarchy allows every Spooner to impact the business from day one, and promotes initiative, periodically rewarded with share-options. Join the team that aims at conquering the app stores, they’re hiring.

https://meritocracy.is/en/bending-spoons

Bending spoons (1)

FLIXBUS

Flixbus is one of the fastest-growing companies in Europe. In only 3 years its international team grew up to 1,000 employees, generating around 5,000 new jobs in the local SME industry of its key market.

However, by our own experience, we know that Flixbus hasn’t lost an inch of the start-up attitude that made it grow so fast.

If you want to join the Flixbus family you have to set your attitude into start-up mode: an entrepreneurial spirit, full of ambition, enthusiasm and in particular a non-formal dress code (you can wear whatever you want!). People on average are straight-talkers and the bright side of their growth and attitude is that you find relatively young people in very high-profile positions.

If you don’t like straight talkers, or if you feel uncomfortable dealing with work you’re unprepared for, this is probably not the right place for you. If you’re not willing to take responsibility for your work from day 1 this is probably not the company for you. In case you don’t match the abovementioned, and you want to meet smart and friendly people, fun at work and beyond (they organize team events regularly) this is the right place for you.

It is absolutely one of the best companies to work for, thanks to the spirit in which they want to revolutionize the way in which people travel after the deregulation of the market.

If you want to join the “go green” revolution, take a look here:

https://meritocracy.is/en/flixbus-gmbh

Flixbuss

WIRE

Wire is not a company that thinks small, they stand for one mission: to create a secure communication tool where people can text, call, create and share without sacrificing their privacy.

At Wire new team members are supported from day one. It starts with a solid onboarding and relocation support if needed. This means they can focus on the job right away. The team is from 23 different nationalities which brings together different background, viewpoints, languages and occasionally snacks when someone’s returning from a trip back home.

As Natalia Dorozala HR Communications Specialist says “We spend most of our time during the days at work so having people with whom we can enjoy working together, but also talk and have fun with is fundamental. At Wire we never stop learning, there’s a culture of sharing knowledge and this pushes everyone to grow”.

Throughout the year there are several workshops, conferences and other events for teams and individuals to obtain new skills and improve existing ones. They encourage everyone to do tech talks, both internal and external and speak at events, from small meetups to large conferences. German classes help international colleagues and their partners feel more at home in Berlin.

A number of perks make the day-to-day life more pleasant – adjustable standing desks, high quality chairs, yoga classes, table tennis, foosball, breakfasts, lunches, snacks and a fridge full of drinks.

In a world where social media is the first thought in the morning, and where people struggle to realize how valuable their data and information are, one of their biggest challenges is to make people aware that privacy matters.

If you are passionate about data encryption and open-source, this is a place for you! Discover their job opportunities:

https://meritocracy.is/en/wire

Wireok

Build ultra-speed autocomplete with Go and jQuery [Part 1]

Autocomplete is an important focus of the User Experience, so a speed hint is required while user is typing.After trying many technologies such as PHP (I’m a PHP developer), Python and Ruby, I found the perfect solution in Go, the language created by Google. Its performance are awesome, near C/C++ speed and better than Java.

Quick performance information

With Laravel5 + Cache the request is about 500ms long. GoLang + Cache is about 70ms.

I’ll skip the installation of GoLang, you can find it here: https://golang.org/doc/install also with a really great tour about the language and how to write it. We’ll focus on code.

1. Create project folder

The first thing is to create the project folder. Go to your src folder inside your Go workspace (or simply do cd $GOPATH) or create it if it doesn’t exist.

Go (or create) a structure folder inside your src as following: github.com//, for example github.com/DaniloPolani/autocomplete (hint: you can do this executing mkdir -p github.com/<username>/<project>. The “p” flag stands for “parents”, it will create the folders hierarchical).

2. Install dependencies

We’ll use two external (by users) packages for this project: Gin Tonic, a web framework for our routes, and Go Cache, an in-memory key-value cache. They will be saved in src folder.

$ go get gopkg.in/gin-gonic/gin.v1
$ go get https://github.com/patrickmn/go-cache

After this, we move on our “project” folder (autocomplete) and we create a new file called autocomplete.go.

$ cd github.com/DaniloPolani/autocomplete
$ nano autocomplete.go

With nano, we create the new file and we are ready to write-in it.

3. Time to work

The first thing is to declare the package, the imports and the main function.

package main

import (
    "gopkg.in/gin-gonic/gin.v1"
    "github.com/patrickmn/go-cache"
    "net/http"
    "io/ioutil"
    "time"
)

func main() {}

As you can see, we import also net/http, io/ioutil and time that are built-in in Go. We’ll use net/http for make Get requests, io/ioutil for reading responses of the calls and time to set properly the cache.

Inside the main function, we declare our gin instance and the cache.

// [...]
    // Routes
    //gin.SetMode(gin.ReleaseMode) Set this without comment when you'll go live
    r := gin.Default()

    // Set cache default expiring to 30days and which purges expired items every 24h
    c := cache.New((24  time.Hour)  30  6, 24  time.Hour)
// [...]

We keep commented the line of gin.SetMode to show app information, when you are ready to go live remove the comment.

The cache settings are a bit weird, I suggest you to leave the settings as they are, but you can check them out here on the Github page of Go-cache.

Now we write our route poiting to /autocomplete/company/ and check if the term results are cached.

// [...]
    r.GET("/autocomplete/company/:term", func(g *gin.Context) {
        term := g.Param("term")

        // Check if in cache
        item, cached := c.Get("autocomplete-company-" + term)

        if cached {
                g.String(200, item.(string))
                return
        }
// [...]

c.Get() returns two values: a prototype (the cache value) and a boolean, true if the key is stored. So if cached is true (note that in Go you don’t need brackets) the item is already stored and we return the prototype value (use .(string) to access the value) and break the script.

If it isn’t in cache, we retrieve the results from a GET request. In this example I use an endpoint to search companies offered free by clearbit.com, but you can use whatever you want, for example Google Maps API.

// [...]
    res, err := http.Get("https://autocomplete.clearbit.com/v1/companies/suggest?query=" + term)
    if err != nil {
        panic(err.Error())
    }

    defer res.Body.Close()
    body, err := ioutil.ReadAll(res.Body)
    results := string(body)
// [...]

With ioutil.ReadAll we fetch the response body that will be bytes and we convert it in a string with the string() function.

Now that we have results, we can store them in cache and send them in output. We’ll send them as string because it’s already a JSON-Encoded string, but if you want to JSON-Encode and send as output, Gin Tonic offers a way to do this.

// [...]  
// Save in cache  
    c.Set("autocomplete-company-" + term, results, cache.DefaultExpiration)
    g.String(200, results)
// [...]  

c.Set() is the method to store an item in cache and it need three params: a key, a value and an expiration time. with cache.DefaultExpiration we tell to Go-cache to use the default value set in the initialization (30 days). You can find out more on the expiration in the usage section of the package.

Now we’re ready. The last thing to do is to run Gin Tonic a specific port. In this case we use the port 1234.

// [...]
r.Run(":1234")
// [...]

4. Ready!

Our simple script is finished and now it looks like this (you can get it also on this Pastebin):

package main

import (
    "gopkg.in/gin-gonic/gin.v1"
    "net/http"
    "io/ioutil"
    "github.com/patrickmn/go-cache"
    "time"
)

func main() {

    // Routes
    // gin.SetMode(gin.ReleaseMode)
    r := gin.Default()

    // Set cache default expiring to 30days and which purges expired items every 24h
    c := cache.New((24 * time.Hour) * 30 * 6, 24 * time.Hour)

    r.GET("/autocomplete/company/:term", func(g *gin.Context) {
        term := g.Param("term")

        // Check if in cache
        item, cached := c.Get("autocomplete-company-" + term)

        if cached {
            g.String(200, item.(string))
            return
        }

        res, err := http.Get("https://autocomplete.clearbit.com/v1/companies/suggest?query=" + term)
        if err != nil {
            panic(err.Error())
        }

        defer res.Body.Close()
        body, err := ioutil.ReadAll(res.Body)
        results := string(body)

        // Save in cache
        c.Set("autocomplete-company-" + term, results, cache.DefaultExpiration)
        g.String(200, results)
    })

    r.Run(":1234")
}

Now we need to build our project with the go install command.

$ go install github.com/DaniloPolani/autocomplete

This will create an executable script in the bin folder, so we can execute it:

$ $GOPATH/bin/autocomplete

This generates a view with a message about the debug mode and when we try to reach our script at localhost:1234/autocomplete/company/goo we can see the results JSON-Encoded in the browser, and in the terminal the request called.

When you’re ready to go live, uncomment the gin.SetMode() line.

If you want to access it with the standard port, you’ll need to create a reverse proxy. Don’t worry, it’s just a line with some command to install things.

 

— The jQuery part is coming! —

The most promising jobs in 2017

Automotive Engineering: the competition for technical talent is intensifying as tech and automotive companies race to build driverless vehicles. According to Ken Kelzer, GM’s Global VP of Vehicle Components and Subsystems, many of the auto industry jobs for which demand will increase over the next several years will be focused on integrating consumer electronics – tablets, touch screens, mobile technology – into vehicles.

Tesla, Audi, GM, Google, and Uber are making meaningful progress in developing the transportation technologies of the future. Uber recently moved a big step forward by acquiring self-driving truck startup Otto, founded by Anthony Levandowski and Lior Ron, both former high-level Google employees. The move was made not only to enter the long-haul freight business and put their trucks on the road by 2017, but to reconvert technology to cars. Otto was paid 7.47M/$ per engineer, an unprecedented valuation in the industry.

In case you are an automotive engineer who still can’t code, the right moment to start might have been yesterday.

If you are looking for a new opportunity in an automotive sector, explore exciting new careers and openings at Tesla on Meritocracy:

Autopilot – Mechanical Design Engineer

Autopilot – Software Engineer

For a general new opportunity take a look at Automobili – Lamborghini openings

Internship in Aerodynamics

Pre Series Center – Interiors / Exteriors Product Engineer

 

SEM/SEO Specialist: the internet user increasing day to day and in future it will be at pic point. Each year, Google changes its search algorithm around 500–600 times. While most of these changes are minor, Google occasionally rolls out a major algorithmic update (such as Google Panda and Google Penguin) that affects search results in significant ways. These algorithm changes often leave digital marketers and search engine optimization practitioners scrambling to adapt, especially when their websites suddenly drop in Google search rankings.

In 2017 machine learning and mobile will be the focus: the two biggest changes to the algorithm in recent years has been the introduction of RankBrain and more focus on mobile. With further changes to the way search engines and Google in particular deal with mobile starting from January, it will be an area of focus for most SEOs, specifically those in the technical arena. Since Google first introduced the Accelerated Mobile Pages project at the end of 2015, the importance of speed, particularly on mobile devices, has grown with the aim to create a better mobile experiences and the 2017 will be the right year for this.

Voice search has been around for years but it’s in 2016 we really started to see its power. In 2017 we’ll start seeing the impact of voice search and the true direction it’s going. If you already got interested in SEO or started a career, 2017 may be the year in which you proved right. Read, immerse yourself in the online SEO community, and stay hungry for knowledge.

Above you can find the right job opportunities for you if you want to become a brilliant talent in Web Marketing sector:

WebRanking – Sem Specialist

GroupM – Sem Internship

Transferwise – Seo Specialist

Foodpanda – Sem Manager

Lesara – Seo Trainee

 

Information Security: fintech is one of the fastest growing industries in the world. Fintech Companies’ challenge to the outdated and traditional banking system is proving not only to be successful but to represent an enormous opportunity to develop cutting hedge technology that makes the entire industry’s regulation look outdated. Fintech is a major source of investment, in 2015 the global fintech industry grew by 75% to $22.3 billion, and the investment into European companies more than doubled by 120%.

The gap between technology and regulation is acute in fintech and particularly so with respect to cybersecurity. The business opportunities generated by Fintech, this sense, come with risks, and cyber security is one of them. There’s never been a better time to be an information security professional, and Fintech is just one of the areas where the need for Information Security Professionals is more urgent.

“The demand for the cybersecurity workforce is expected to rise to 6 million (globally) by 2019, with a projected shortfall of 1.5 million,” stated Michael Brown, CEO at Symantec, the world’s largest security software vendor. Not long before Brown’s statement, the Cisco 2014 Annual Security Report warned that the worldwide shortage of information security professionals is at 1 million openings, even as cyberattacks and data breaches increase each year.

If more staff is required, a big challenge for most companies is finding the skill sets that they need in specific locations. The only way to hire right now is to steal people from other organizations, or import them. Cybersecurity jobs are in high demand and it doesn’t seem like the need for more security professionals is going anywhere in the foreseeable future.

On Meritocracy there are a lot of Fintech companies to watch like N26, Funding Circle, Transferwise, Borsa del Credito, Onfido, Money Farm and other. Now they’re hiring:

Funding Circle – Information Security Lead

Ticket Master – Senior Analyst Information Security Compliance

Announcing Greenhouse integration!

We are proud to announce that Meritocracy is now an Official Partner of Greenhouse, leading Applicant Tracking System, designed to help you find better candidates and improve your entire recruiting process.

Greenhouse helps companies to optimise the entire recruitment process: its main strength is to fit recruitment operations and process extremely well, offering to companies a super-flexible and customizable tool to digitalize each step of their own proprietary hiring pipeline. Among its customers, the leading tech companies around the globe, from Airbnb to Optimizely, Snapchat and Evernote.

This partnership has a double side: from one hand, it allows mutual customers to list all their open jobs automatically (helping recruiters save time and effort). From the other, it lets our users apply in one click to any vacancy, without being redirected to external websites to complete the application.

In the first quarter of 2016, we conducted a survey on the most common pains suffered by online jobseekers, you will find a common denominator in every results: online platforms are not perceived as a reliable source of listings (some are old, pretty all are uninformative): as a result, jobseekers prefer to switch to official career page to have all jobs updated.

One specific issue is predominant: when you apply via third-party websites you get the feeling that your application is going somewhere recruiters cannot properly review it.

As our Greenhouse success case proves, Meritocracy is addressing this issue by guaranteeing our applicants to enter directly the workflow of recruiters without losing time in filling multiple forms or getting stuck into opaque procedures: our Vision is to create the most insightful jobseeking experience online. It will be a long process, but we will work hard to pursue it.

Our peaceful revolution is getting to come.

Why you should highlight your travel skills in your CV

Travelling abroad can be a good investment for everyone, as it is an activity that not only brings you discover the world around you but also can help you understanding your inner self. Along with all the good experiences and memories, it can also improve mental well-being not just for the present.  Travelling can make you a happier person, providing new experiences and memories, breaking routine and allowing you to meet people from all over the world.

Whether you’re travels were a gap year or a career break, you will need to decided how you account for the time and experiences on your CV. The most important question that you must ask is: do you think the experiences you had travelling apply to you finding a new job in your field? If so, you can place it in the main part of your CV. If not, then it probably belongs in your “Hobbies” section or in “Additional Information”.

Volunteer work can be an excellent way to showcase key skills: the volunteer experience should be listed just like a job with a title that captures the essence of your role and a description which highlights skills applied and any accomplishments. If the volunteer work is unrelated to your job goal, you can incorporate it under a separate category like “Volunteer Experience”.

Make sure your examples are appropriate, employers don’t want to know how you have great interpersonal skills developed through meeting people in bars while on holiday in Ibiza. Think about how you can highlight the skills and experiences gained on your travels. It is highly likely you have used or developed some of the following:

  • Self-management: is probably the most valuable and far-reaching skill. It is indispensable in anything you do, whether traveling, working, studying, or playing. When you travel  you often find yourself in random situations that lead you to challenge yourself and to go beyond your limits.
  • Flexibility: travel presents one opportunity after another for you to strengthen your adaptability skills, as things rarely go as planned. A person who adapts well to different situations and can react accordingly already has the qualities of a leader.
  • Organization and planning: traveling requires extremely careful organization and planning skills. You have to plan all in detail if you don’t want to find yourself in unpleasant situations. If you manage your budget incorrectly, you`ll have to survive in unknown places without money, and that may be really difficult. Therefore, going for a trip is a good way to master organization skills that`ll definitely help you at work.
  • Creative Things: creative thinking involves brainstorming and generating new ideas, using imagination more freely, and making connections between ideas that seem unrelated. New sounds, smells, language, tastes, sensations, and sights spark different synapses in the brain and may have the potential to revitalize the mind.
  • Networking and Communication: travel isn’t just about the places you visit and the photos you take: it’s just as much about the people you meet along the way as the ability to make life-long memories and friendships and share new experiences. In today’s society, many companies do business with foreign organizations or clients who don’t speak English as a first language. Being able to communicate with a wide range of people makes you an attractive candidate.

Stepping out of your comfort zone can provide inspiration, awareness, and ideas you wouldn’t likely consider if you continued following the same routine. But as you travel more and more often, you realize that you will no longer fear the unknown. You’ll approach every situation with an open mind, ready for new possibilities.