1. Gigforce, the staffing platform, raises $2 million in funds.
Gigforce, the on-demand staffing platform, has received a fresh infusion of funds to the tune of $2 million from Meraki Labs. With this latest investment, the total raised by Gigforce till date amount to $6 million!
The platform plans to use this investment to further enhance deep technology and build strong analytics for on-gig performance. As a result, the hiring process will be improved and “giger” (as Gigforce refers to gig workers) satisfaction will be ensured as there will be productive engagement for “gigers”.
The gig-tech startup operates a platform that enables gigers to sign up digitally on its user-friendly Gigforce app interface. This helps “gigers” with their documentation, selection of gigs and payment for their service. Gigforce is also trying to bring benefits such as insurance, quick training, doctors-on-call, and micro credit on its app. It is hoped that this seamless full-stack approach will improve the experience of earning as compared to other typical job-search platforms.
The proprietary payment processing tech built for processing high-velocity payments is especially designed for the gig ecosystem. The platform can process daily payments to gig workers with complete transparency, speed and ease.
2. What workers really want from their employers.
Understanding what existing employees want from their next job is critical to improving a company's talent acquisition and retention tactics. According to a survey, money and well-being related issues have increased dramatically in recent years, securing first and second place as the most important factors for accepting a job elsewhere.
Gallup recently polled 13,085 U.S. employees to find out what factors they considered most significant when considering whether or not to accept a new job offer from a new employer. Employers who are serious about winning the fight for talent in the next year or two should consider the following six variables as the baseline expectations of potential hires, and should strive to meet these conditions when attempting to attract — or retain — top talent.
a) A significant increase in income or benefits.
b) Better work-life balance and well-being.
c) The ability to do what they do best.
d) Greater stability and job security.
e) Vaccination policies that align with job seekers' beliefs.
f) Diversity and inclusiveness.
g) Bottom line: tailor your approach.
Employers should think about improving their compensation dialogues, reviewing their wellness promise, evaluating their EVP and candidate experience, and narrowing their emphasis to top talent, Wigert concludes.
3. Vistara plans to increase staff strength to 5,000 employees this year.
Vistara plans to significantly increase its staff strength to a total of 5,000 employees by the end of this year as the full service carrier focuses on increasing capacity utilisation, expanding fleet and further improving overall services. Currently, the airline has around 4,000 people.
After being severely affected by the pandemic, including the third wave that negatively impacted air traffic which was on the recovery path late last year, the airline industry is again seeing an improvement in traffic numbers. Vistara CEO Vinod Kannan, last week, admitted that the airline was not living up to customers’ expectations and assured that steps are being taken to address the “gaps on a war footing”.
The airline, which currently has 50 planes, aims to have 70 planes by the end of 2023 after taking into account some aircraft that will be returned to lessors.
Vistara, a joint venture between Tata and Singapore Airlines, started hiring for operational roles sometime in October last year before the third coronavirus wave. The airline has restored some of its onboard services to pre-pandemic standards, including restarting non-vegetarian meals in Economy Class on all domestic flights.
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