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  Published Date: 2020-08-02 

 Remote work becomes essential to the new normal, and for those who want it to be their normal, 7 of the 20 are in the tech world. Image: Getty Images/iStockphoto As more employers realize the benefits to pandemic-induced remote work, more employees realize they'd like to continue—or begin—remote work, which has grown more than 159% since 2005. Because of the crisis, 51% of employed Americans transitioned to remote work. Flexjobs compiled a list of the top 20 most common remote titles, as well as the average expected salary for each; of the 20, seven are tech-related: engineer, program manager, consultant, project manager, web developer, data analyst, UX/UI designer. The coronavirus affected jobs across many industries, with many nonessential positions eliminated; earlier this month, the unemployment rate in the US was 4.8 million. Fortunately, many in the tech industry were able to transition with more ease than most. Despite 25 million Americans receiving the $600 unemployment rate boost and stimulus checks, relief courtesy of the government may come to a screeching halt, as the federal CARES act is about to expire. SEE: COVID-19 workplace policy (TechRepublic Premium) Flexjobs analyzed remote job titles in its database and identified the top 20 remote jobs, and included full-time, partial, and jobs that offered employees the option to work remotely. Salaries were gathered from PayScale.com, which considers location, years in the field, skills, and education to determine average annual salaries. The jobs Here is a list of Flexjobs' most popular work-from-home job titles, with detailed descriptions for tech-related positions: 1. Accountant 2. Engineer Typically, engineers use science, technology, and math to design machinery, computer software, or technical equipment and "engineer" is a general name for the many types of careers: mechanical, civil, chemical, electrical, computer, software, and more. Average salary: $85,670 3. Teacher/Faculty/Tutor/Instructor 4. Writer 5. Consultant Consultants generally need to have a strong CV, with years of experience in their area of expertise. They are problem solvers, as they locate areas within an organization that need improvement and complete projects. Business, education, healthcare, and IT industries commonly hire consultants. Average salary: $87,476 6. Program Manager Companies are reliant on program managers to oversee tasks and projects that contribute to the organization's overall business objective, as they ensure the implementation of strategies and considerations for the return of the company's investment. Average salary: $52,044 7. Project Manager Project managers are tacticians for company projects, and are relied upon to meet deadlines, as they track budgets, delegate duties, and deliveries made in a timely way. Average salary: $74,230 8. Customer Service Representative 9. Business Development Manager 10. Account Manager/Account Executive 11. Recruiter 12. Sales Representative 13. Web Developer A web developer can work in nearly any industry, as long as the targeted business needs a well-crafted website. They apply coding and graphic-design skills. Businesses want expertise with HTML, CSS, JavaScript, jQuery, and APIs. Average salary: $59,578 14. Medical Coder 15. Territory Sales Manager 16. Nurse 17. Data Analyst A data analyst can fuel critical decisions with data. They collect data, analyze and observe patterns in data, then compile findings, and draft reports. Average salary: $60,530 18. Editor 19. Case Manager 20. UX/UI Designer Businesses consider this an essential position because a UX/UI designer focus is on facilitating a product's user experience and user interface. A UX/UI designer will develop flowcharts, produce code and scripts, and prototype concepts, among other duties. Average salary: $73,993 Tips Flexjobs offered job seekers tips, strategies to employ when looking for one of the designated tech-related work-from-home positions: Search for variations on job titles . There isn't a universal term for most of the positions, job titles may be different for the same position. Flexjobs suggests job seekers input the title they want in the search field, and then gather details you also want to include before a second search. An example is how teacher, educator, and instructor are interchangeable when searching teaching-related remote jobs; different employers use different terminology. Use your network. This isn't the time to be humble, shy, or coy. Tap your resources and contact former colleagues, clients, your alumni association, friends, and family. Network these relationships, and you might find Flexjobs' notes, "hidden opportunities." You'll also need professional and character referrals, so why not give them a heads up by letting them know what you're looking for? Use social media. While initially purely social and not work related, social media has now become an essential tool for job searches. Businesses that have many remote programs rely on social media to look for employees. Familiar social media sites once used only to connect to friends and family have incorporated groups and pages related to specific jobs. Be sure you keep your CV or resume up-to-date and professional, don't rely on just a single source, be active on several platforms and don't forget to follow the companies you're most interested in. Data, Analytics and AI Newsletter Learn the latest news and best practices about data science, big data analytics, and artificial intelligence. Delivered Mondays Sign up today Also see 

  Published Date: 2020-08-02 

 Image copyright PA Media A Conservative MP has been released on bail after being arrested on suspicion of rape. The Sunday Times reported the allegations against the former minister had been made by an ex-parliamentary employee. The Metropolitan Police said the allegations related to four separate incidents claimed to have taken place between July 2019 and January 2020. The Conservative Party called the allegations "serious". But it said the MP would not have the party whip withdrawn while the police investigation continued, meaning he can continue to sit in the House of Commons as a Conservative. Labour said this decision was "shocking" and sent a "terrible message from Westminster". The Sunday Times, which first reported the story, said the complainant alleges that the MP had assaulted her, forced her to have sex and left her so traumatised that she had to go to hospital. The Metropolitan Police said it had launched an investigation into the allegations. "On Friday, 31 July, the Metropolitan Police Service received allegations relating to four separate incidents involving allegations of sexual offences and assault," the force said in a statement. "These offences are alleged to have occurred at addresses in Westminster, Lambeth and Hackney between July 2019 and January 2020. "A man in his 50s was arrested on Saturday 1 August on suspicion of rape. He has been released on bail to return on a date in mid-August." A spokesman for the Conservative Party whips' office said: "These are serious allegations and it is right that they are investigated fully. "The whip has not been suspended. This decision will be reviewed once the police investigation has been concluded." For Labour, shadow minister for domestic violence and safeguarding Jess Phillips told Times Radio the MP accused of rape should have the party whip withdrawn while investigations continued. She said that not doing so was "sending a terrible message from Westminster". Ms Phillips also said: "I find it shocking… that the Conservative Party has decided not to withdraw the whip in this case." There are also reports that the Conservative Party's chief whip, Mark Spencer, had been aware of allegations - and previously spoke with the alleged victim. According to sources, Mr Spencer had not known the "magnitude" of the allegations. A spokesman for the chief whip said that he took all allegations of harassment and abuse extremely seriously and had strongly encouraged anybody who has approached him to contact the appropriate authorities. 

  Published Date: 2020-08-02 

 Significant barriers to advancing underrepresented talent include unclear career paths, little exposure to leaders, and lack of mentors. Nearly 90% of HR leaders said they feel their organization has been ineffective or flat at increasing diversity representation, a Gartner report found. The research, released on Thursday, identified the three organizational barriers to the advancement of underrepresented groups, and what organizations can do to fix it. SEE: TechRepublic Premium editorial calendar: IT policies, checklists, toolkits, and research for download (TechRepublic Premium) Gartner defined the three organizational barriers as unclear career paths and steps to advancement; too little exposure to senior leaders; and a lack of career support or mentors. "Many organizations haven't prioritized diversity over the years and find themselves with homogenous workforces, and especially leadership teams," said Lauren Romansky, managing vice president in the Gartner HR practice. "When leadership then begins to prioritize diversity, they hope to hire their way into it. But what we've found is inclusion has to come first or underrepresented talent won't stay." HR managers must recognize the bias systemically embedded in organizations if they want to truly bolster the diversity in leadership seats. To do so, Gartner outlined three key actions HR can take that will help them advance this talent. Tips for boosting organizational diversity 1. Fix the manager-employee relationship To make progress in diversifying a staff, companies must build healthy manager-employee relationships that are set on the foundation of advocacy, the report found. HR leaders can foster these relationships by teaching managers how to create personalized support for direct reports while helping them be effective talent coaches. Leaders can also promote manager awareness of the employee experience of underrepresented talent, as well as broker trust between underrepresented talent and their managers. "Managers are responsible for so many critical components of an employee's performance and development, from work planning to coaching to assessment to creating connections. If a manager and employee do not have a foundation of trust, it's incredibly difficult for that employee to advance," Romansky said. The research found that the most successful organizations move beyond the traditional leadership development programs that only focus on skill-building to advance women, LGBTQ+, or racially and ethnically diverse individuals. The programs also focus on managers of program participants to spread awareness of employee experiences, build trust, and boost advocacy. 2. Enable growth-focused networks Growth-focused networks create a self-sustaining environment, providing diverse individuals in roles, skills, level, and experience. These networks also present exposure to senior leaders who are in the position to support growth and advancement, according to the research. The Gartner report found that for companies that create networking programs for underrepresented talent, HR leaders are 2X more likely to report that they are successful at improving organizational inclusion and 1.3X more likely to report they are effective at rising diverse employee engagement. Key actions HR leaders can take to enable these networks include helping employees understand how networking will unlock better diversity and inclusion; encourage underrepresented talent to actively network; and teach managers how to manage networks in a way that helps this talent with advancement. "Organizations can encourage and authorize employees, especially underrepresented employees, to network broadly, and in a way that is supportive of their career aspirations," Romansky said. "This creates network ties across various demographics that are good for employees and the organization." HR can also help by creating accountability for networking across underrepresented talent, managers, and senior leaders, the report found. 3. Redesign talent process to mitigate bias Redesigning processes is one of the least used techniques in bias mitigation because DEI does not "own talent processes," and calls for a major change effort, according to the report. However, this tactic can be very effective. There are many talent processes that can be redesigned to integrate inclusion in an organization and offer fair consideration to underrepresented talent for advancement in the company. "In the wake of COVID-19 and the ensuing economic crisis, HR leaders are reconsidering a variety of talent processes to accommodate changing objectives and workforces," Romansky said. "This creates an opportunity to consider where in those talent processes such as performance management, rewards, succession and high potential selection, there is bias." "Using a process map and considering each step, taking no decision for granted, helps HR leaders see the decision points and consider ways to mitigate that bias," Romansky added. The research outlined the following examples: Challenging hiring managers on need-to-have versus nice-to-have requirements Expanding labor market opportunities to consider adjacent and nontraditional talent pools Updating definitions of potential for relevance as market conditions and business needs evolve Exploring job design to accommodate diverse talent with varying needs and preferences Rethinking how performance is evaluated, including who provides feedback and how productivity is defined, and holding leaders accountable for balanced evaluation of candidates and successors Altering internal hiring methods For more, check out 20 books to help companies improve workplace diversity and inclusion on TechRepublic. Tech News You Can Use Newsletter We deliver the top business tech news stories about the companies, the people, and the products revolutionizing the planet. Delivered Daily Sign up today Also see 

  Published Date: 2020-08-02 

 Image copyright Justin Dew Image caption Justin and Kay say they are still waiting for a couple more refunds from cancelling their reception Couples due to get married had hoped that from 1 August, receptions of up to 30 people would be allowed in England. That's what the government had planned for the next stage of lockdown easing. But last week, they put back the date, and receptions can still only be attended by a group of six people outside, or two households inside. It means many brides and grooms have rehashed their plans once, and now have to cancel or change them again. 'Heartbreaking to see her face' For Justin Dew and his fiancee, Kay, their day on 14 August will be a far cry from the 90-guest wedding they had originally planned. The couple had cut the guest list to 30 but, following the latest announcement, have cancelled their reception completely. However, they are going ahead with the ceremony. "We thought about it and we've decided that the most important thing is to get married," says Justin, 43, from Essex. "We we want something positive to come out of this so come hell or high water we'll be husband and wife on 14 August." The couple plan to broadcast the ceremony - which will be attended by 10 people, the maximum that can fit safely in the small register office - via Facebook. "I've got family abroad so we've decided to stream the wedding as a Facebook Live so that if they can't come to us they can be with us in another way," says Justin. "Our honeymoon is booked to Spain, would you believe. We'll probably cancel that as we can't isolate." Justin says he is gutted. "It's been in planning for over a year and although we'll get married we won't share it with everyone. "It's heartbreaking, my missus has put so much effort into everything. It's heartbreaking to see her face." But he adds: "I'm just happy that through technology we can still share the day with friends and family. It's not what we could have had but luckily we can still share the day. "August was meant to be the most exciting month for us but at least we can still get married, that's the main objective." What are the rules for weddings? Image copyright Getty Images Wedding ceremonies or civil partnerships (but not receptions) with up to 30 guests have been allowed since 4 July in England and the government has published guidelines on how to have a "Covid-secure" wedding. The guidelines list a series of restrictions, including that no food or drinks should be consumed as part of the ceremony and hands should be washed before and after the exchanging of rings. Northern Ireland has allowed outdoors weddings with 10 people present since early June. Wales and Scotland also now allow wedding ceremonies to take place, but social distancing must be observed, and big gatherings are not allowed. At present, receptions can only be attended by six people outside or two households inside. A planned relaxation in restrictions to allow a total of 30 people to attend wedding receptions from 1 August has been put back until 15 August at the earliest. 'Three separate receptions' Jane Watson and Dom Horsley, from York, are due to get married next weekend. Before the virus, the couple's plan was for a small ceremony with immediate family in Leeds and then a "big party" a couple of days later - but that prospect was axed when lockdown started. They then hoped to have a reception of 30 people in Jane's parents' garden. But after the government rowed back on allowing receptions, they're now looking at other ways they can celebrate. Image copyright Jane Watson Image caption "I guess everybody's got to pull their socks up and get on with it," says Dom "Luckily the wedding is still going ahead in some form or another," says Dom. "We want to get married. We love each other. And we're really hopeful we can do it in some way. "And whether that means that we end up having to have sort of three separate receptions afterwards where we put groups of six people and go around and see them for a few hours… We just want to do it whatever form we can." "It's been pretty stressful," Jane adds. "I realise there are more important things going on but for us it's quite stressful, we're just trying to make plans that include people that also stick by the guidelines." She says one of the worst things is that Dom's elderly grandparents will not be able to come. "We're trying to include them in some way by maybe going to their home so they can at least see us through the window in our wedding stuff." 'Frustrated, disappointed and confused' Alex Barclay and Katharina Lederle have already postponed their wedding once. The couple were due to celebrate with 90 friends and family in May over two floors of a West End club in London. They then postponed to 6 August and arranged a picnic for 30 people. But now they say they will probably only have four guests - including a photographer. "We're frustrated, disappointed and confused about the government announcement." Alex says. "There's a lack of logic, a lack of consistency to allow people in pubs, but not a socially-distanced wedding." Image copyright Katharina Lederle Image caption Alex Barclay and Katharina Lederle had originally planned to get married in May They have had to cancel their suppliers, which, Alex says, is having a "massive financial and emotional impact". "We knew quite soon we wanted to get married this year," Katharina says. "When we heard you could have 30 people outdoors, we thought, 'great'." Now the advice has changed they still hope to get married at Chelsea Town Hall and will possibly have a "little picnic" with their witnesses. 'Our plans are up in the air' Kirsty Drake is supposed to be getting married on 15 August in two weeks' time - when the decision on easing restrictions again is due to be reviewed. She had finalised plans this week for a small wedding reception but now the restrictions mean she is unable to go ahead with the gathering at her venue after her ceremony. "I'm a little bit emotional about it today," she says, speaking the day after the announcement. "Everything is all up in the air again." "What I don't understand is that if I wanted to now I could book six tables in a restaurant outside and sit and have a meal with those same group of people I've just got married with. We'd have to [socially distance] at the venue anyway. "In our situation it would be safer to have a meal at the venue where we are due to get married." 

  Published Date: 2020-08-02 

 During the COVID-19 pandemic, retailers' point-of-sale and merchant systems have remained dormant behind closed doors. As businesses begin to reopen their physical stores, hackers could be ready to pounce. Social engineering: A cheat sheet for business professionals Watch Now Retailers have been warned to prepare for a wave of cyberattacks as they reopen to the public as hackers look to take advantage of on-premise systems that have remained unpatched during COVID-19 lockdowns. While many businesses have been able to continue trading online during the pandemic, the vast majority of bricks-and-mortar stores were forced to close early on in line with government restrictions to contain the spread of the virus. During this time, point-of-sale (POS) and point-of-interaction (POI) technology, such as payment terminals and connected PCs, as well as other systems used to complete transactions with customers, have remained dormant. SEE: Return to work: What the new normal will look like post-pandemic (free PDF) (TechRepublic) In its latest report, Shopping Spree: Cybercriminals Target Retail as Stores Reopen to the Public, cybersecurity intelligence platform IntSights warns that these vulnerabilities could be exploited by cybercriminals as the retail market undergoes a post-lockdown reawakening. This will require dusting off existing idle systems and revisiting maintenance plans to make sure POS and POI are patched and fitted with up-to-date security controls. Charity Wright, cyber threat intelligence analyst at IntSights, told TechRepublic that employers likely wouldn't have security at the forefront of their minds as they rushed to get shops open and employees back to work. "Most of the big retailers have been in business in some way," Wright said. "A lot of them have been maintaining their online payment processors, but not necessarily their physical terminals in the stores. "A lot of retailers, when they come back online, they're going to be focused on business processes and getting employees back to work. They're not necessarily thinking, 'maybe I need to update Windows on my computer terminal', or update POS terminal firmware." In retail, where surges in online transactions during the pandemic have forced retailers to quickly transform their ecommerce capabilities, hackers have shifted their focus to make the most of this opportunity. This includes changing-up well-known types of attacks by using them in different ways, such as exploiting credit cards within a different type of merchant platform, and targeting parts of retailers' systems that might otherwise slip through the cracks. We've already seen new forms of attacks on retailers take place during the pandemic. In late June, researchers at security software firm Malwarebytes identified a new web-skimming attack , whereby cybercriminals concealed malware on ecommerce sites that would steal information typed into the payment input fields, including customers' names, address and card details. A similar attack was found to have targeted Magento-based ecommerce sites in May, this one using a skimming technique that used JavaScript code to create a fake payment form within the PayPal checkout option. Once selected, the skimmer stole information entered by the victim and sent it hack to the host. SEE: SSL certificate best practices policy (TechRepublic Premium) As physical stores begin to reopen, businesses face fresh threats from hackers looking to exploit unpatched software. "As soon as they turn on those POS systems and PCs that they're using to manage their business, they need to focus on security patching and updates, first and foremost," Wright said. "If they don't know how to do that themselves – say, if they're a small business – they need to contact the manufacturer or whoever manages that software. Go to the websites of the software developers and the websites of the manufacturers and see what kind of updates and security protocols they advise." Smaller merchants are particularly vulnerable, said Wright. "Small businesses are one of the most vulnerable in the retail industry because they tend to use payment systems like PayPal or Square, something with a credit-card scanner," she explained. "There may be sensitive passwords and credentials on their actual computers for those types of accounts, to login to their PayPal account." It's not just payment information at risk, either: "Most retailers are using a PC with some kind of sales software on it, and often times HR software as well," Wright added. Cybersecurity Insider Newsletter Strengthen your organization's IT security defenses by keeping abreast of the latest cybersecurity news, solutions, and best practices. Delivered Tuesdays and Thursdays Sign up today Also see 

  Published Date: 2020-08-02 

 Image copyright Reuters One of India's best known film stars, Amitabh Bachchan, has been discharged from hospital after being treated for Covid-19. Last month the 77-year-old actor told his millions of Twitter followers that he had tested positive for the coronavirus. On Sunday, he said he had left hospital after testing negative. He thanked his fans for their prayers, as well as staff at Nanavati Hospital in Mumbai for their "excellent care". Bachchan was admitted to hospital last month along with his son, Abhishek, who also tested positive. The actor's daughter-in-law and granddaughter also had positive tests. India is currently seeing a surge in coronavirus infections. On Saturday, the country reported more than 57,000 new cases in 24 hours - the highest daily total to date. It was the third day in a row that India recorded more than 50,000 new cases. Maharashtra, home to the financial capital, Mumbai, is the worst affected state. But there are rapid rises in many other parts of the country including Andhra Pradesh, Telangana and Assam. Media playback is unsupported on your device Media caption Amitabh Bachchan: India fans prayed for Bollywood star to beat Covid-19 Amitabh Bachchan is one of the world's most prolific film stars having been involved in 200 films in five decades as a star. With roles in hit movies such as Zanjeer and Sholay he has a huge fan following in India, South Asia and among the Indian diaspora in countries including the UK. Since rising to fame in the 1970s, he has won numerous accolades including four National Film Awards and 15 Filmfare Awards. France has also bestowed its highest civilian award on him - the Legion of Honour - for his contribution to cinema. Outside acting, Bachchan had a brief stint in politics and was elected as a member of India's parliament in 1984 at the behest of former Prime Minister Rajiv Gandhi. But he resigned three years later, disillusioned by a corruption scandal under Mr Gandhi's government. 

  Published Date: 2020-08-02 

 TechRepublic reviews the Stratus, which can be used for true-office virtualization technology based on the Oculus Rift headset. Image: Halfpoint, Getty Images/iStockphoto Virtual reality (VR) has been in the public eye since 1992's Lawnmower man; augmented reality (AR) since Pokemon Go. As a working professional, I was always content to have two monitors: One for a word processor and one for web browsing, thank you very much. Then last week a Kinemagic Stratus arrived on my doorstep. SEE: TechRepublic Premium editorial calendar: IT policies, checklists, toolkits, and research for download (TechRepublic Premium) The Stratus is a software product that sits atop the Oculus Virtual Reality headset. Think of it a bit like a game for a gaming system like the Nintendo Switch. The Stratus product was originally designed to help envision, model, and walkthrough structures that were difficult to get to, such as an offshore oil rig or refinery. CAD drawings can only do so much. With the right VR, you can actually walk or bend over to see if you will fit into a proposed remodeling space. The product gives force-feedback when you hit a wall or obstacle. Image: Kinemagic The experience Using an Oculus isn't just immersive. For AR, it feels real. After marking off a free area on the floor, a virtual screen and keyboard appeared that I could touch. These looked as real as my desk at this moment. After a few minutes setting up the two-factor authentication, I launched the Stratus application and entered workspaces, from an offshore platform to the stadium above. Stratus remodeled my world as a virtual one, true VR. Other users present as the crash-test-dummy-like person above. The Oculus platform includes an integrated headset, with microphone and speaker, so it felt like Brian Lozes, the CEO, was standing right next to me. The Oculus adjusts to a tilt of the head, movement, or even sitting. Brian tells me that people who easily get motion sickness can be a little uncomfortable with the Oculus, and I can see why. Clicking my virtual watch, which is actually on my wrist, brings up a collaboration menu, which includes screen captures, the ability to mark components of a drawing, messaging, and note-taking tools. Image: Kinemagic The most important new feature of the product may be the ability to take in laser scans. Many organizations simply do not have a CAD drawing of their office, certainly not one that includes laptops and an office couch. For a few thousand dollars a day, a professional laser scan can create an image of what the office actually looks like. Image: Kinemagic Prior to the coronavirus outbreak, this technology only made sense for hard-to-reach areas. Today, that might include the home office. Getting real Even if your company is willing to experiment with a product like the Oculus, it's unlikely the company will start with buying a set of goggles at $400 per person. If the whole team were to get the goggles, the extensive system requirements could be a problem as well. Then there are the permissions to install the application on your system, which could be a problem when tech support is unwilling, or unable, to drop by your house due to a global pandemic. Kinemagic has a few features to make that a little easier. SEE: Robotics in the enterprise (free PDF) (TechRepublic) First, the company has a personal-computer rendering of the space that does not require a VR headset. When I toured this, the interaction felt a bit like a first-person shooter game, which is still far more realistic than a thread on Slack or an e-mail. The interactions were still real-time, and having the laptop allowed me to switch between the product and a more traditional, fast-typing or programming environment. Second, Kinemagic has a "portable apps" version of its tool, which runs in a single directory and does not require an installation. This can allow you to see and experience the product at least by yourself. The full functionality, which includes interaction with others, licenses, and so on, does require two-factor authentication online. In other words: There is both a sandbox version to explore, and a proper version that will pass muster with IT security. Returning to normalcy With high-tech companies like Twitter, Facebook, and Google embracing work from home, other companies may be forced to follow suit. Kinemagic's Lozes said the company had aggressive sales targets, which were missed when the entire world went on pause due to the coronavirus. Today the sales pipeline is beyond what it was in January, and part of that is due to the new use case for the product, the online office. Instead of travelling, the company can simply mail an Oculus and laptop to a potential customer, then meet and preview the product in a virtual world. As Bitcoin is not going to displace the dollar any time soon, it is unlikely that we'll simulate an all-virtual office. Still, it is nice to have options. Innovation Newsletter Be in the know about smart cities, AI, Internet of Things, VR, AR, robotics, drones, autonomous driving, and more of the coolest tech innovations. Delivered Wednesdays and Fridays Sign up today Also see 

  Published Date: 2020-08-02 

 Video Six year-old Ayaan and Mikaeel, along with their community, have raised more than £37,000 for the Yemen crisis. With the ongoing conflict in Yemen tens of thousands of lives have been lost. An estimated 24m people, equivalent to 80% of the country's population, are now in need of humanitarian aid to survive. The scale of this crisis is the largest in the world, according to Unicef. When best friends Ayaan and Mikaeel from Redbridge, east London, learnt about this they set up a lemonade stand to raise funds because they wanted to help. Video by Gem O'Reilly 

  Published Date: 2020-08-02 

 With the pandemic lasting much longer than anyone expected, remote recruitment may be here to stay. Getty Images/iStockphoto The coronavirus pandemic has undoubtedly hit the enterprise and economy hard, with millions of Americans forced to file for unemployment as companies endure layoffs and hiring freezes. From the start, the pandemic has created a chaotic, unprecedented, evolving situation, during which organizations and employees have just tried to keep up. SEE: Return to work: What the new normal will look like post-pandemic (free PDF) (TechRepublic) The US jobs report in June did indicate a slight improvement though, said Brandi Frattini, talent acquisition lead at CareerBuilder. "We actually saw some good news in June with the job report signaling a rebound--US unemployment fell to 11.1%. The economy added 4.8 million jobs, so there are some industries getting back to work. Companies are doing their part and preparing for this great rehire, so that when the economy will bring back workers, they'll be ready to staff up their team, even in a prolonged pandemic," Frattini said. "Companies are finding ways to manage the virus through tactics such as wearing a mask, regular deep cleanings, social distancing...these tactics are going to allow some industries to bring their employees back to work sooner and provide a safe environment," Frattini said. However, certain US states have experienced recent spikes in coronavirus cases, including Texas, Florida, Arizona, California, and Mississippi. This uptick indicates that the US may not be on the home stretch with the virus. With that in mind, many wonder when people will actually return to work, what it will look like if they do, and how to sustain a prolonged remote workforce. What a prolonged remote workforce means for the enterprise "As time goes on, we can predict that these hiring freezes are going to lift, but it's going to be depending on what happens with this virus and there's so many unknowns. But, companies will start bringing back talent," Frattini said. "The pandemic came as such a shock to a lot of businesses; no one could have ever predicted this situation. So it's also only natural that HR teams and businesses wanted--or still want to--take a break, step back, assess the situation and the financials before hiring again." Companies that are still under hiring freezes can use this time though to build their pipeline, Frattini noted. "So meeting candidates virtually, having those conversations about when the time is to bring people back. [Current remote] hiring now gives companies access to a wider talent pool and stronger candidates that maybe weren't available before," Frattini said. "Our team is doing this, we're revisiting the talent that was hard to find and maybe wasn't willing to move before and checking up on them. Are they out of work right now? Are they interested? Maybe they don't feel comfortable in their company's ability to make it through this," Frattini said. "We're able to build relationships right now and have those check-ins and candidates are really liking that and having that extra time with recruiters. That's what companies should be doing to prepare and build that pool." The key to being successful during an uncertain time is adaptability and flexibility. "Companies, recruiters, candidates, everybody has to be flexible during this time. There's so much change every day. It's nothing that we can predict," Frattini said. "Just having that flexibility and patience, especially for candidates, just really putting themselves out there and getting outside of their comfort zone; things that they normally wouldn't have done, now's the perfect time to try that." "It's a great time for candidates to work on their personal brand and clean up their social media. That kind of stuff takes time, and you don't usually have that in your nine-to-five schedule to update profiles or create articles and do research to make your online brand known," Frattini said. "Employers look at online sources and look at online profiles and those are usually going to have more information than the resume, so that's helpful." How candidates can prepare With upticks happening in various states, online recruitment may be here to stay. Job seekers can take tangible steps to put themselves in the best light though. "Knowing that the recruitment process is remote, preparing your technology to make sure you're able to do video interviews, have virtual conversations, and have that quiet space. Work with your family to make sure that you're able to concentrate and shut the door during certain times," Frattini said. "All of that prep that comes with interviewing that you would do for the office, you still want to do at home and ask those same questions." This is also an ideal time to perfect your resume, according to Frattini, which is a critical component of the hiring process. "Crafting that resume that best highlights skills and achievements is really important right now. Having strong descriptors and also data on your resume that shows success is going to be helpful," Frattini said. "Including details about awards or membership or different organizations that you joined during COVID are going to paint that fuller picture of what the candidate can bring to the table." This down time during the pandemic can also give candidates the opportunity to really learn about various industries or organizations they are interested in. "For candidates, with having this extra time, they shouldn't be rushing to select the company or industry. They can actually dive in and learn more about the organization," Frattini said. "One thing that candidates should do in their research [look at] how the company reacted and during COVID," Frattini said. "That's going to play into, 'Do I really want to work there in the future anyway if they handled the situation not that great?' Or, 'Oh wow they allowed parents to have a flexible schedule.' Those are the questions that candidates can ask now and that companies should be ready to answer." For more, check out How COVID-19 impacted job postings across US states and employers on TechRepublic. 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  Published Date: 2020-08-02 

 Image copyright EPA Florida is preparing for Tropical Storm Isaias which is expected to hit the US state later on Sunday. Isaias, the ninth named storm of 2020, was downgraded from a hurricane to a tropical storm after battering the Turks & Caicos Islands and the Bahamas. "Don't be fooled by the downgrade," Governor Ron DeSantis warned residents. State authorities have opened shelters and closed beaches and parks. Florida is one of the US states worst hit by the coronavirus pandemic. It has recorded more than 480,000 coronavirus cases, the second highest number of all US states after California, which has double the population. Coronavirus testing centres are being temporarily shut and there are fears the hurricane could hit nursing homes already badly affected by the Covid-19 virus. How has Florida been affected so far? Early bands of heavy rain lashed the state's Atlantic coast early on Sunday morning. The storm is now continuing along the coast with winds gusting up to 110km/hour (68mph). A voluntary evacuation order is in place for people living in mobile or manufactured homes. Officials are grappling with opening shelters that comply with social distancing regulations and prevent the spread of the virus. Media playback is unsupported on your device Media caption Matt Taylor reports on storm Isaias Mr De Santis told residents to anticipate power shortages and to have a week's supply of food, water and medicine. Isaias has already uprooted trees, destroyed crops and homes and caused flooding and landslides in the Dominican Republic and Puerto Rico. At least two people have died.