Consumers, especially Gen Z and millennials, seek financial services partners that offer personalisation, interactive learning opportunities, and virtual customer service.
Many consumers are unaware of the features offered by financial services brands that meet their needs, leading to an identity crisis in the industry.
Financial services companies need to find innovative ways to market to younger generations whose values and preferences are rapidly evolving.
Millennials and Gen Z desire support and education from financial services providers, preferring engaging and interactive content, personalized experiences, and the option to connect with representatives via live video.
This highlights the importance for businesses in the financial services industry to differentiate themselves and communicate their distinct value proposition in order to attract and retain top talent during the recruitment process.
4 VCs illustrate why there’s good reason to be optimistic about the machine learning startup market
Distinguishing between AI and machine learning (ML) is important, with ML being a method of training AI models to make decisions.
ML startups can be categorized into three layers: core infrastructure companies, apps tackling specific use cases with ML, and ML startups that become players within an industry.
The ML market is growing rapidly, estimated to be worth $49.6 billion in 2022 and projected to have a CAGR of 33.5% by 2030.
Initial ML adoption focused on enhancing legacy systems, but now there is a shift towards niche and industry-specific applications in finance, retail, manufacturing, and healthcare.
VCs are optimistic about the future of ML, with the potential for interesting partnerships and continued market growth in the next few months.
As ML applications expand across various industries, organizations looking to hire top talent in this field can capitalize on the growing market and exciting opportunities to attract skilled professionals who can contribute to innovative ML solutions and drive business success.
Employee well-being is being negatively impacted by factors such as remote work, employee burnout, and layoffs.
A survey by Deloitte reveals that most workers have reported worsening or unchanged health, while employers are not adequately addressing the issue.
There is a disconnect between how employees and C-suite executives perceive well-being, with executives inaccurately believing that well-being has improved.
Managers with the power to effect change in the workplace are not being empowered by companies to do so.
Both employees and leaders, including managers and executives, are struggling with their overall well-being, leading to a lack of improvement in employee well-being.
The article highlights the negative impact of poor employee well-being on productivity and job satisfaction. By recognising the importance of well-being and actively seeking candidates who prioritise work-life balance, companies can create a positive work environment that fosters employee happiness and reduces turnover. Hiring individuals who align with the organisation's values of employee well-being will contribute to higher job satisfaction and improved retention rates.
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