Solver Notes - 01 | weekly roundup from world of work



Uber launches a shift-work finder app, Uber Works, starting in Chicago

What do you do when your current business model is so staggeringly loss-making you’re having to warn investors it may never turn a profit, at the same time as it’s under increasing legal and regulatory attack?

One answer might be to pivot. Uber isn’t doing that, exactly. Not yet anyway. But it has just officially announced the launch of a new app for matching shift workers with shifts, called Uber Works, working in partnership with staffing agencies.. Continue reading here


This is what the future of work will look like in India

Recently, an online food aggregator made news in India for laying off around 10% of its staff. Immediately the question arose: was this a sign of a slowing economy or the cascading effect of technology? When the company confirmed that it had, indeed, automated processes and hence rationalised staff, it brought into stark reality the impacts of a fast-changing technology landscape. Adapting to this kind of change is critical to the future of work. Continue reading


The departure of WeWork’s CEO won’t end its problems

The co-working company faces a number of lawsuits from former employees.

We Co., the parent company of WeWork, the high-flying co-working company, announced earlier this week that its controversial CEO, Adam Neumann, has agreed to step down under pressure from the board. In his place, the company’s vice chairman and its chief financial officer will jointly run the company while Neumann stays on as non-executive chairman. Plans in the near future include the possible layoffs of thousands of employees, reports the Wall Street Journal. This will hardly be the end of WeWork’s problems. It’s facing serious investor scrutiny over its finances (last year it lost $1.6 billion) and recently announced that it's highly anticipated IPO will be delayed. Continue reading


Amazon Just Got 200,000+ Applications And That Is A Giant Problem!

The headline is from Business Insider and they’re mostly professional journalist thinking that when they write the headline everyone will be wowed by the big number, but in reality, that number is scary low! Do the quick math 200,000/30,000 = 6.6 applications per position. Continue reading


Google Did Something Big For Its Workers (You Can Google It)! You Should Try It

Google sent a memo out to its employees recently that was so unusual for the Silicon Valley giant that it made headlines. In short, it said: Hey, everybody! Time to focus on what we hired you to do and quit arguing. This is the company that tells its people to spend 20 percent of their work time on their own side projects. It’s the one that encourages free-floating discussions and online forum chats during the work day. Or at least, it’s the one that used to do all that. Now Google is saying: Get back to your desks - continue reading


The Future of Talent is Vertical

The future of talent is vertical. From general marketplaces for skills, expect to see specialized marketplaces for talent. These marketplaces need to solve for 5 big challenges to be sustainable.

Connectivity has created a marketplace for skills. LinkedIn alone has a user base of half a billion people of which 44% are women. That is the marketplace for many working professionals. The accountant, the HR person, the digital marketeer has their resume on the site, making it easy to get discovered by an employer. As more sellers of skills join the network, it attracts more buyers who start signing up to get access to the talent pools. There is a parallel universe coming up for skills. These are marketplaces for skills that are niche. Imagine a LinkedIn just for your field. Continue reading


#quotes #inspiration

Attitude is a choice. Happiness is a choice. Optimism is a choice. Kindness is a choice. Giving is a choice. Respect is a choice. Whatever choice you make makes you. Choose wisely. Roy T. Bennett
The most common way people give up their power is by thinking they don't have any. Alice Walker
If we can't write diversity into sci-fi, then what's the point? You don't create new worlds to give them all the same limits of the old ones. Jane Espenson

The World's Most Instagrammed Company Headquarters

Here's a good test for whether you work in a beautiful office: Do you tag it on Instagram posts?

Now that Inc. has published its list of this year's World's Coolest Offices as chosen by the editorial team, it's time to dive into a more user-generated, data-driven ranking: the world's most Instagrammed company headquarters. Instagram handed over the geotag data for companies whose headquarters were deemed worthy of posting (and tagging with "HQ" or "headquarters") by employees, guests, and other visitors.

Here are the world's 10 most Instagrammed company headquarters. Continue reading


How AI Can Prevent Employee Expense Fraud

In a recent article, SAP Concur noted that less than 1% of employee expense claims are rejected, despite being a major cause of corporate fraud. We spoke to Travis Andrade, Senior Product Marketing Manager at AppZen, the AI company powering SAP Concur Detect (an expense management solution) to understand how AI-based technologies can take over expense management and reduce corporate fraud. With his inputs, in this article we look at:

  • Three types of expense fraud

  • How AI can prevent expense fraud

  • Why using AI for employee expense management is excellent for businesses

Continue reading


3 of the Most Common Challenges Women Face in Negotiations

Small negotiations are woven through the fabric of our everyday working lives. Managers negotiate to secure resources for their teams, create new positions, or retain existing ones. Employees negotiate to gain more flexible work arrangements, access development opportunities, or define new roles. We use negotiations to help ourselves, our team members, and manage our work as we move towards our goals. Continue reading









recommended viewing

Ten Ways to Have a Better Conversation

“Everyone you will ever meet knows something you don’t know”
“Most of us don’t listen with the intent to understand, we listen with the intent to reply
"The biggest mistake is believing there is one right way to listen, to talk, to have a conversation -- or a relationship"

Adapting To The New Risk Landscape

For three decades, employers have had a clear playbook for responding to workplace harassment: Investigate promptly. Respond reasonably. Discipline privately. The risks companies faced around harassment were primarily legal: Bad situations might end in lawsuits. But lawsuits, for all their headaches, can be managed. Though the playbook seemed to work, it didn’t. Over time a rift opened between employers’ efforts to reduce litigation and employees’ expectations about what was fair and right.

When targets were reluctant to speak publicly and employees were disciplined in secret, outrage was contained — confined to confidential conversations and gossip. That gave employers a false sense of security and allowed them to respond privately and — too frequently — keep harassers on the payroll. All of that unraveled in recent months, to many employers’ surprise. The media has now become a Monday morning quarterback, second-guessing executives’ past decisions. Continue reading


Infographic: Flip the Script: Women in the Workplace

Words reflect workplace culture and can reinforce gender stereotypes. Stop using these common words and phrases that harm women’s advancement opportunities, and focus on performance and outcomes instead - download the infographic here


Recruiting Biases: 10 Common Types

One of the most common recruiting metrics is time-to-fill. It’s basically the number of days it takes to fill a position from the time the opening occurs (i.e. the requisition is opened) to the time the candidate accepts the job offer. According to the last Society for Human Resource Management (SHRM) Talent Acquisition Benchmarking Report, the average time-to-fill is 36 days. On the surface, you might say, “That’s not too bad.” ….If the company spends two-thirds of their time interviewing candidates, it seems like they should dedicate a comparable amount of time to making the right decision. Not necessarily equal, but comparable given how long it takes to interview. Because getting the selection part of the hiring process wrong can be costly. Continue reading

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The Power of People Analytics in Everyday Decision Making

In an ever-changing business environment, the pressure to make accurate decisions is always growing. In the past, having the answers to make great people decisions was a competitive advantage. Today, it’s becoming a necessity to keep business running smoothly and respond to change quickly.

However, many organizations are starting to realize they don’t have the critical information needed to make informed decisions. Continue reading


Candidate Ghosting — Effective Tips for Minimizing This Growing Menace

Ghosting is an emerging issue in recruiting, now rated as the No. 1 challenge by nearly 6 percent of employers (Source: iHire). Ninety-five percent of recruiters say they have experienced “candidate ghosting” (Source: LinkedIn). This ghosting problem is likely to get worse because 40 percent of candidates now believe it’s reasonable to ghost firms…...Once a candidate ghosts a firm, they have to be classified as a lost opportunity. Fortunately, my research has identified numerous practical and proven approaches for minimizing the multimillion-dollar damage that ghosting now costs each major firm. This article covers those action steps. Continue reading


What is the Worst Thing Recruiters Can Do on Social Media?

Now unless you’re Donald Trump, who clearly has no filter when it comes to his use of social media platforms, there are clearly some definite no-nos.

For those of you who are new to the social media game, you can be forgiven for not knowing what they are. But just to be sure, our expert panel is here to give you a gentle reminder about what is best for you to avoid doing when using social networks for recruiting. Continue reading


The 7 Words That Turn Candidates Off!

Communication is a tricky thing. It’s so easy to turn off another party by simply using just one wrong word, especially when you’re trying to build a relationship with a candidate you potentially want to hire.

I think there are some words and phrases that have a high probability of turning off a candidate to want to come work for your organization. I speak to students a few times a year about interviewing and I tell them something similar, which is what you say can automatically make a hiring manager not want to hire you!

Think about being an interview and the candidate starts to tell you why they’re no longer working for ACME Inc. “Oh, you know it was just a ‘misunderstanding’, I can explain…” continue reading

the Revite D&I factoid series

Ending Harassment Culture

It started with two words. In October 2017, the actress Alyssa Milano tweeted, “If you’ve been sexually harassed or assaulted write ‘me too’ as a reply to this tweet.” More than a decade after Tarana Burke launched the Me Too movement to support survivors of sexual assault, millions shared the #MeToo hashtag, and the issue of sexual harassment rocketed into the headlines. Women in entertainment responded with two more words: Time’s up. Continue reading


help shape a safe & equal future for women & girls

Women in tech: how free tampons are tackling the gender imbalance

With only 3% of tech startups founded by women, insiders say more should be done to encourage them into the sector and create visible role models.

Putting out tampons in ladies’ loos isn’t particularly controversial. But when such a simple gesture is celebrated with blogs and its own Twitter handle (#tamponclub) Continue reading


Three Things HR Can Do To Make D&I Seamless To The Business

What is the opposite of inclusion? Exclusion. Exclusion can lead to alienation. Therefore, anything a business does that is exclusionary carries the risk of alienating its employees as well as its owners, regulators, unions, customers, suppliers, partners and competitors.

Does this mean that companies need to avoid exclusion at all costs? No. Under certain circumstances, exclusion may be appropriate. Continue reading


15 Questions You Need To Ask In Employee Satisfaction Surveys

It’s widely known that when employees are satisfied with their jobs, they’re much more likely to be happy, more engaged, and more productive. Since successful companies are built on the backs of satisfied and motivated employees, it would seem like a no-brainer that organizations would care deeply about employee satisfaction.

Apparently, that’s not the case.

Believe it or not, many people in the world hate their job, continue reading


the Solver Notes will be published every alternate Thursday starting with this inaugural edition. Solver Notes is specifically targeted at HR & Talent Acquisition professionals. Apart from content created by myrna labs our editors curate content from multiple other sources and influencers every day to bring a weekly round up to keep you ahead in your profession. It is also aimed at helping the modern HR professional play a key role in building safe & equal workplaces.