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10 Important Hiring Tips for Startups Post Covid Era

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10 Important Hiring Tips for Startups Post Covid Era


One major reason is that unless you don’t put effort into hiring the right talent, the operational functions suffer. Eventually, that impacts the organization’s performance. However, it is important to plan your hiring campaigns with a specific purpose when the economy is down amid the pandemic.

Right from the costs, several openings to creating an experience to retain your best employees, everything is important.

Recruitment remains powerful, always.

“I think HR will change drastically in the coming months, particularly in hiring and training,” says Emily Goodson, CEO of Culture Smart, an HR consulting firm.

And that’s proving to be the reality for most HR professionals. The studies by Guardian state the pandemic took away almost 195 million jobs around the world.

However, as a start-up company, if you can adjust and adapt to the current situation, now is the right time to hire the right candidates as there’s a large pool of job-seeking talent to enrich your organization with the best skills. Not to mention, today’s workforce is already gearing up to operate 100% remotely and still perform their best.

10 Important Hiring Tips for Startups in Post COVID Era

These days, candidates see the job market as an opportunity to temporarily alter their financial crisis. So, as a result, competition is becoming fiercer to find the right candidate. If you look at the market, right now — there’s a huge opportunity for start-ups to showcase that they can offer a lot more than just paychecks to their employees.

Having said that, in this article, we’ll see a blend of tips for hiring in the post-COVID-19 era and how start-ups can create an environment to retain their best employees.

We’ll also see how being flexible, creating a pleasant learning environment, and encouraging your employees to give their best impact on your business’s growth.

Here’s Are The 10 Important Tips For Hiring In The Post-COVID-19 Era:

  • Use Technology for Streamlined Flow

If you dig deeper, you will understand that HR professionals have so much to do with paperwork. So, if they do not use the power of technology, there will be a pile of manual tasks knocking at your door.

Technology is one important aspect that helps HR professionals to manage communications, collaboration, and maintaining productivity, especially during these uncertain times.

With overwhelming changes like corporate office closures, temporary suspension of visa appointments with the government, HR teams have a lot to keep track of. By introducing advanced solutions for HR solutions, organizations can implement technology to combat the major challenges and shave streamlined services.

When you have a solution for managing your HR operations, it streamlines all your information processing. Your teams will have all the necessary tasks with a good track of various documentation throughout the process.

So, when there are instances of issues, this solution will help facilitate cross-team communication and functionality at the most normal capacity possible. Also, tech enables HR employees to self-serve and provides them the flexibility and speed to operate.

As per the latest data, applications for remote jobs rose by 105 percent only in March. Before the pandemic turned our lives upside down, it was easier to attract talent with events and meetups.  With more jobs going remote, it is time to move your hiring process online with virtual events, networking with different platforms to connect with the right candidates.

Many organizations like Hacker Rank hosted a two-day online fair where candidates could connect with tech companies from across the US.  Adopting software like SkillSurvey, LinkedIn Talent solutions, hosting events, sourcing, tracking, basically automating everything gets quick. For the online test, there are programs line CodinGame that generate gamified coding assessments.

Hiring Global Talent

If you are open to hiring global talent, use platforms like Uplers Talent Connect, Toptal, WeWorkRemotely. Hiring global talent doesn’t require start-ups to set up international entities for international hires. However, you need to create a mark for yourself so that candidates know that you are open to hiring and moving forward.

Create new JDs aligned to your hiring goals. After that, you can implement the process of remote hiring to attract, screen, recruit, and successfully onboard the employee. This way, remote hiring will save you much time and help you acquire the right talent.

A recent survey found that 7 out of 10 workers are more likely to change the job industry soon. Also, 1 in 5 remained unemployed because of the pandemic. Therefore, when we say that you need to be flexible for roles, considering career shifters is also an important task you would want to be open for. If you understand it thoroughly, career shifting is psychologically enriching for the person. So, you will be onboarding people who are culturally fit.

It can be harder for recruiters to spot relevant skills in a career shifter. However, as a start-up, you would want to shift the recruitment approach in the right way. So, while hiring career shifters, analyze where they could fit in. For example, Amazon CEO Jeff Bezos was a computer scientist. Having flexible jobs come with long-term goals as well.

Another classic example is the hospital industry. Hospitals hire people having more than one skill. The employees are then allocated the areas with the greatest need—for example, an emergency room, ICU, operation rooms, etc. So, overall, having a skilled workforce perform multiple tasks could be a great option as they help during emergency times.

The primary focus while hiring remains majorly on ‘Specialist’ or ‘Years of experience.’ However, today when hiring the right talent is the ultimate goal, job titles and years of experience may restrict your search horizons.

Right now, your organization needs someone who is a multitasker – someone who can face adversity, communicate calmly, and handle the situation calmly. So, when you evaluate the candidate from a job title, your chances of finding the right person also decrease.

The first thing you can do to change is by writing a listing that emphasizes the problems that need to be solved. Instead of resumes, ask applicants to submit their work portfolio and review their achievements.

While conducting an interview, it is essential to gauge their mental stage. You could try asking questions like how they cope with the pandemic, what skills they want to learn in the future etc. Pay attention to how they interact, their body language, and how they think on the spot. This will help you understand if they’re a good fit or not.

  • Redefine your ICPs Standards (Ideal Candidate Profiles)

Due to virtual work, or new technologies, the roles have been changed. So, it is time to redefine your ICPs as well. Because of layoffs, and fewer opportunities, right now, a good number of people are suffering.

Hence, it is time to redefine your new targets. Refining your ICPs will help you clearly in finding the right candidates adequately. When we say refine your ICP, it doesn’t mean transforming the entire set of requirements.

Here are some quick steps you can take to build ICP:

  1. Define the job requirements and to-do list
  2. Keep the company culture and vision in mind
  3. Consider the performance of your top and bottom candidates
  4. Pay attention to soft skills
  5. Consider how you would connect with the candidates
  6. Prepare worst-case scenarios to be prepared

After these steps, work on developing an ideal candidate profile. This strategy will help you attract quality candidate profiles, speed up the recruitment process, and eventually get the best candidates.

It is never too late to implement AI in your organization. With the current pandemic situation, it has been harder for start-ups to stay afloat in such a competitive market. Of course, you would need to allocate some budget for investing in AI-based tools. But this is when you need to manage your costs smartly. But before that, let’s understand why having AI-based recruitment can be a win-win solution for your business.

Think about your current scenario. The entire process of sourcing the right candidate profiles from the talent pool, screening the profiles, mining the right candidate list, to hiring the right talent will take almost 10-15 days. Think of all the costs involved as well. Implementing AI could minimize the days and costs and give you the most suitable candidate for the job. Sounds interesting?

At the starting of the article, when we talked about the importance of adopting the technology, this is like leaping ten steps higher. AI takes your recruitment process to the next level by streamlining it, eliminating any extra steps, and ultimately giving you the results. There are many recruitment tools available in the market. You assess your needs and choose the one that suits you best.

  • Improve your candidate’s experience

After you find your one ideal candidate, it is essential to provide them the experience that keeps them retained with your organization. Most organizations tend to skip this step the most. Or they are likely to stick to the old-school methods. The technique here is to view your candidates as potential long-term customers that you need. So, work on providing the best experience they crave for.

You could organize various engaging activities that help them sharpen their technical skills. You could also try engaging your team members with each other through various team-building activities. This helps them in being more creative and takes them one step closer to your organization. Introducing and encouraging a learning environment would also take your organization to the next level as you are investing in your assets.

As an instance, you need to identify the funnel and candidate experience process specifically for your organization. The most basic version includes pre-screen, screening, virtual interview, manager’s approval, and finally onboarding the employee.

Based on your organization’s goals and vision, you could introduce activities that could take place at each stage. You can focus on the five T’s when evaluating this. The five T’s include Tools, Techniques, Technologies, Talent, and Timeline.

  • Train your Recruitment Team

One of the most significant assets of your organization is your recruiting team. After working things out for the hiring process, it is time to take an in-depth look at your team. You need to ensure that you have the right people operating for your job. Evaluate whether they will be able to perform with the changes you bring for hiring?

Also, how well they can communicate. If they lack at some point, it is also essential to measure their technical skill level, and will they be able to elevate with new platforms and processes? The key here is to build a skilled team that knows their job.

One needs to take care of many aspects before hiring a candidate, and this is one out of the many. Today more and more organizations are exploring outsourcing as one of their key sources for getting work done. Outsourcing can be your choice when your hiring volumes are lower. It could be a cost-effective option.

There are fantastic experts available to rely on for having the optimum talent. Before considering outsourcing, do your research and make sure that you are considering specializing in the type of recruitment you are looking for. Work on multiple bids and ensure you are making the right choice.

There are many reasons like higher volume of requirement, locational challenges, which enables companies to outsource the work. People also have clients that outsource their entire teams. One biggest benefit of outsourcing talent is that it eliminates the struggle with recruitment, extra costs, and technology. If needed, you could also outsource a small portion of our work to gauge the capabilities of your outsourcing partner.

  • Build a talent pool and stay in touch with quality candidates

Today it is important to have a solid pipeline of prospects. Because you never know when you will need a new profile. So, having an established pipeline of candidates can help you rebound recruitment whenever needed. It is a part of having a powerful employer strategy. The critical part is to touch with the ones you feel you would want shortly.

Over to You

It is essential to understand that not all your employees are the same. You need to discover their abilities discover and nurture their skills. Maybe they never know what skills they had. In this situation, offer educational courses or mentorship programs. It is more like an investment to bettering your team that will benefit your start-up in the long run.

Recruitment is the ever-evolving branch of the business. So, it is more important than ever to pay heed to this department. It could be the first step towards the success you need to thrive.

The pandemic has made us all rethink in terms of what’s possible and adopt the new normal. It may seem scary, but you need to redefine it innovatively. So, tighten your seat belts, get passionate, and you are just one step away from finding your best candidate.

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10 Blockchain Speakers Who Make It Easy to Understand

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Joel Comm; Blockchain Speakers


The blockchain and Bitcoin. Decentralized finance and smart contracts. Non-fungible tokens and play-to-earn gaming. The new world of Web 3 is a lot of things — but simple isn’t one of them. A few speakers manage to turn the complexity of the blockchain into concepts that are easy to understand and quick to grasp.

These men and women take questions from the audience — and have a coherent and logical explanation for anyone who knows enough to frame a good question. If you are creating an event and you want a great keynote speaker — whether in person or virtual — choose from this list.

Blockchain, Bitcoin, Decentralized Finance, Smart Contract, Non-Fungible Tokens, Play-to-Earn Gaming — Think of the Possibilities

When I study, listen, attend conferences, and get lists like this one ready — it’s a difficult process (no doubt, those of you in this business can relate).

I have listened to most of these individuals speak and usually put Joel Comm at the top of my lists because he’s so dang funny — although these speakers are listed here in no particular order.

Joel Comm
  1. Joel Comm (@joelcomm)

Joel Comm reached the blockchain world after selling a games company to Yahoo!, revealing the secrets of Google’s AdSense system, and explaining how to market on Twitter as soon as the “microblogging” platform was launched. With Travis Wright, he presents both The Bad Crypto Podcast and The Nifty Show, two podcasts that interview blockchain leaders and entrepreneurs, explaining their activities to a non-technical audience.

Igor Pejic; Blockchain Speakers
Igor Pejic
  1. Igor Pejic (@IgorPejic9)

Igor Pejic is the author of Blockchain Babel. He’s the former head of marketing at BNP Paribas Personal Finance Austria and a teacher at the University of Vienna. His experience in both the finance industry and in education has enabled him to translate blockchain technology’s jargon into understandable language and to explain why it matters. He’s seen how finance is responding to the rise of digital currencies and distributed networks, and he can explain it.

Andre De Castro
Andre De Castro
  1. Andre de Castro (@AndreTechExec)

Andre de Castro is a software engineer and a Bitcoin pioneer. He works with Fortune 500 clients, helping them to understand and prepare for the development of cryptocurrencies. He also contributed to a 2014 administrative ruling that enabled corporations and startups to trade cryptocurrencies in the US. He is an expert on the opportunities available in the blockchain world and, in particular, the possibility of earning through arbitrage across different trading platforms.

Anne Lise Kjaer
Anne Lise Kjaer
  1. Anne Lise Kjaer (@kjaerglobal)

Anne Lise Kjaer is an expert on trends. She’s the author of The Trend Management Toolkit and has talked to companies, including IKEA and Swarovski, about changing consumer fashions. The trends she’s discussed have included health tech and digitalization, but she also talks about fintech, how it’s changing, and what effect those changes will have on consumers and the companies that serve them.

Professor Lisa Short
Professor Lisa Short
  1. Lisa Short (@lisagshort)

Professor Lisa Short’s emphasis is on education. She’s the founder of Mind Shifting and the Frontier TechED Accelerator uses education to bring together small and medium-sized businesses and cutting-edge technologies. Lisa Short is also the director of Learning and Ecosystems for the United Africa Blockchain Association, which delivers blockchain and artificial intelligence education across Africa.

John Biggs
John Biggs
  1. John Biggs (@johnbiggs)

John Biggs is a journalist. Biggs has been an editor-at-large for TechCrunch.com and has written for publications including Wired, the New York Times, Linux Journal, and Popular Science. He is now news editor at CoinDesk, the world’s leading source of blockchain news, and has written books about blogging and online scams. He was also the CEO of fintech startup Freemit.com, adding real-world experience to his research and writing.

Sam Wouters
Sam Wouters
  1. Sam Wouters (@SDWouters)

Sam Wouters is a consultant at Duval Union Consulting, a consultancy firm, and is a co-author of the Digital Transformation Book, a guide to bringing digital workflows to large companies. He now focuses on Bitcoin and the blockchain, helping companies to understand how the technology works and what they can do with it.

Laura Shin
Laura Shin
  1. Laura Shin (@laurashin)

Laura Shin is the host of Unchained, one of the Web’s leading blockchain podcasts. She was senior editor at Forbes and the first mainstream journalist to take crypto as her full-time beat. She is also the author of the recent investigation of crypto’s early days: The Cryptopians: Idealism, Greed, Lies, and the Making of the First Big Cryptocurrency Craze. Her talks focus on the blockchain’s effects on ownership, online organization, and earning potential.

Tony Scott
Tony Scott
  1. Tony Scott (@tonyscottcio)

Tony Scott was President Barack Obama’s Chief Information Officer. He launched a 30-day Cybersecurity Sprint and directed the government’s cyber defense efforts. He also managed the net neutrality policy and oversaw the privacy issues that emerged from Apple’s suit against the FBI. He now runs the TonyScottGroup, where he gives enterprise-sized firms strategies to cope with and make the most of changing IT infrastructure and new technologies.

Elias Ahonen
Elias Ahonen
  1. Elias Ahonen (@eahonen)

Elias Ahonen’s 2016 book, Physical Bitcoins and Crypto-Currencies, was one of the first histories of digital currency. He is also the author of Blockland, a collection of stories about Bitcoin, blockchain, and cryptocurrency. He’s been active in the blockchain space since 2012 and runs a blockchain consulting company called Token Valley.

Here are a few articles for your reading pleasure and information — about these topics.

Blockchain, Bitcoin, Decentralized Finance, Smart Contract, Non-Fungible Tokens, Play-to-Earn Gaming

Most of these images were taken from the Speakers Linkedin Profiles; Thank you!

Featured Image Credit: Photo by Pressmaster; Pexels; Thank you!

Deanna Ritchie

Deanna Ritchie

Managing Editor at ReadWrite

Deanna is the Managing Editor at ReadWrite. Previously she worked as the Editor in Chief for Startup Grind and has over 20+ years of experience in content management and content development.



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How to Efficiently Onboard and Train Your New Hires

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Calendar


Quality employee onboarding is one of the most important things you can do for your business. You want your new hires to feel welcome and wanted as soon as they walk in. You need to give them an excellent first impression of your business and show that they matter. For many new employees, it’s essential to feel that there is a well-defined role and a clear career path.

Not only that, but a good onboarding process can make a massive difference to your retention rates and your revenue. Onboarding can also improve employee productivity and morale. And you save time and money when you don’t have to keep replacing employees.

Great onboarding starts with excellent planning. You really can’t wing it when it comes to training your new hires. Having planned training and processes for dealing with new employees is important.

Before hiring any new employees, plan out what they need to know and how you deliver it. This will also make it easier for you. For example, you’re not having to scramble to find something for them to do while trying to balance your own work.

You could also create an onboarding checklist for you and one for your new hires. This allows you to quickly know what to teach next and see clear progress and tick off what they’ve learned. It’s motivating for both parties. Even better if you have training software that allows for gamification. New hires can tick off modules as they finish them, see what’s next, achieve rewards, and more.

Once you have your onboarding training prepared, you can then use your calendar to plan it out and ensure success.

1. Set up a dedicated onboarding calendar

Many calendar apps will allow you to set up multiple calendars. So, for example, you can set up a calendar just for onboarding training, showing the full schedule.

This allows you and your new hires to look at your full calendar view with all your tasks and appointments and to look at just the training schedule on its own calendar when you need to.

It’s helpful to have both views. With the main calendar view, you can ensure no clashes and time to get to training sessions. And with the onboarding calendar, you clearly know the training and what comes next.

2. Share your calendars

You can coordinate together more efficiently by sharing your calendars. Your new employee will have other items on their calendar in addition to their onboarding training. For example, they may have previously booked medical appointments scheduled or a holiday that was already booked before they got the job. And there’s the work that they need to be involved in.

If you both share your calendars, you can easily be more flexible, if needed, and quickly rearrange sessions if something else comes up. In addition, your new hire will be able to see when you’re free, so they can book time if they need more help.

Encouraging your new employees to start, regularly use, and share their calendars is good practice for the future.

3. Set up your to-do list

Unless your only job is employee onboarding, you will have other work to fill your time. With your time split between onboarding your new hires and your everyday work, staying organized is essential. You can add a task/to-do list and make notes on many calendars to easily keep track.

This helps you balance your work with your onboarding duties. It also gives you a heads up if you’re going to have a busy week that may need extra organization and planning.

Another benefit of adding your to-do list to your calendar is seeing how much you’ve achieved. Ticking off completed tasks gives a nice hit of dopamine and is highly motivating.

4. Use time blocking to ensure you get everything done

When trying to learn something new, it can be easier to spend a solid block of time on it, rather than jump around over several sessions. Time blocking can be helpful to facilitate that.

However, time blocking involves splitting your day and week into blocks for specific tasks. This is a great way to combine your to-do list with your calendar. This can be a beneficial technique for ensuring you can fit in onboarding training and your regular tasks and meetings.

You can choose what works best for you with so many options and techniques. For example, time blocking could be one more helpful tool in your organizing arsenal.

5. Set up reminders

One of the best things about using a calendar and task lists is that you can add reminders to keep yourself on track.

When you are setting up your onboarding calendar, ensure you add in reminders where it’s helpful. This ensures that you don’t miss any meetings or tasks or your trainees.

When you’re busy, it can be easy to miss breaks and lunches. Adding reminders for these can ensure you take a breather when you should. It also provides that you don’t set yourself up for burnout.

6. Integrate with Trello

Some calendars integrate with Trello, a simple but effective project management app.

You can add tasks, checklists, and processes to Trello. It’s helpful to break down more significant tasks into smaller, more manageable tasks. It’s possible to tick them off when you’re done, which can help to motivate you and your trainees.

One other great thing about Trello is that you can set up boards and processes as a template. Then when you need it again, copy the template, rename it, and you’re ready to go.

Integrating this option with your calendar could help you manage your training better. You can also add team members and work on tasks together, aiding your trainees.

7. Bear in mind remote working

So many companies now allow remote working since the pandemic that you need to consider it. In addition, you may be training both in-office workers and remote workers to onboard them.

It’s important that your onboarding training includes your company culture and expectations, but it’s particularly important that remote workers feel part of your company.

Of course, you need to organize your time and calendar to ensure you can onboard everyone, remote or not. In addition to planning tasks and meetings, you’ll need to consider what technology you need, including cameras, Zoom, and more. Then, organize your tech in plenty of time for each meeting for success.

8. Start with a welcome pack

Once you know the start date of your next hire, add a task and a reminder on your calendar. Then send them a welcome email a few days before they start. You could even save time by writing a template for this email if you’re going to need it more than once. Then, you could set it up, keep it, and just hit send on the day.

If they’re based in-house, include practical information your new employee needs to know. Include directions, parking information, and a building map marked by their office or area. Add in where they can find vending machines or a kitchen for snacks and drinks. Include any local shops, such as bakeries or sandwich shops for food.

You’re starting them on the right foot before they’ve even walked through the door. And they will appreciate it.

Don’t forget your remote workers here. They will also appreciate a friendly, welcoming email with helpful information on start times and what to expect.

9. Use your analytics

Many calendars have excellent analytics. Office 365, for example, includes MyAnalytics, which provides information on various tasks and events. For example, you can see how many meetings you’ve had and how you spend your time.

This is helpful because you can see an overview of your onboarding training. You can check if you’re offering balanced training or leaning too heavily toward one subject. You can see whether you have covered everything or if there are any gaps.

Calendar analytics are equally helpful for improving your general productivity. You can ensure you still have the time to work on your own tasks as well as fit in onboarding.

10. Assess your onboarding regularly

Use your calendar to schedule follow-up meetings with new employees to get feedback on your onboarding processes.

Diarize time every year, at least once, to review your onboarding, look at feedback, and see how you can improve.

With quality onboarding so crucial for every business, it is vital to stay organized and on top of it. The right calendar apps can help you deliver onboarding well and keep improving.

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Featured Image Credit: Photo by Kampus Production; Pexels; Thank you!

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What Are Automated Guided Vehicles?

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Deanna Ritchie


Steam engines and conveyor belts are arguably two of the most important inventions of the industrial age. Moving water and coal by machine sparked groundbreaking changes in manufacturing. They allowed businesses to scale their production while saving time and resources. Many believe that automated guided vehicles represent the next logical step.

After all, without these innovations, the world as it is today would be impossible. The ability to move materials with ease contributed powerfully to the industrial revolution.

As time has marched on, more technologies have been invented to improve transportation, thus benefiting the manufacturing process. Many experts believe that the automated guided vehicle is the most noteworthy innovation as of late.

These machines are automatic vehicles with a guidance system that can use a variety of technologies to get from point A to point B without the need for a driver or human supervision. This invention has benefited quite a number of operations when it comes to manufacturing. AGVs can routinely and reliably transport materials from one place to another.

How Automated Guided Vehicles Work

Of course, the future of manufacturing is unknown, but it is constantly seeing upgrades from technological advancements. An automated guided vehicle (AGV) is a robotic solution to many industrial problems. It is a portable robot that moves along marked lines or wires on factory floors. It achieves this by using radio waves, cameras, magnets, or lasers for navigation.

The technologies used by each AGV differ based on design. Technologies such as LIDAR help AGVs in routing, navigation, and traffic management. Cameras help in monitoring obstacles and optimizing the path. Sensors also help in mapping the space and navigation.

Automated guided vehicles run on optimized technologies such as laser-based navigation systems and camera-based navigation systems. Both of these enhance the operation and help with better routing, traffic management, load balancing, and battery management.

These advances help make the systems safer for humans on the factory floor, as AGVs can stop if they sense someone or something is within their set path.

Laser-based navigation systems are one of the most popular types of routing and mapping systems in the industry today. Engineers pair camera-based technology with laser technology as an add-on feature. Cameras can detect the presence of traffic and easily identify obstacles better than lasers.

Camera-mounted automated guided vehicles are also extremely useful when humans are operating the system. It provides a much better view when users take the vehicle for new routines or a manned operation.

Industries Utilizing Automated Guided Vehicles

AI and self-driving cars are predicted to be the future, even in industries such as construction. However, some industries are experiencing success with automated options, and others are still adapting to AGVs. Most companies use automated guided vehicles in industrial applications. They transport heavy materials around large factories or warehouses.

For example, they help factories move raw materials or pellet goods. These are made ready to be shipped or sent off to a warehouse. Techs automate their routes and schedules in a way that they carry out operations a specific number of times within specified time increments.

While industrial applications are most common, other industries use AGVs on a smaller scale. AGVs can be applied to move materials in food processing, automotive assembly plants, and the healthcare industry.

Within hospitals, AGVs are becoming increasingly popular. Technicians program them to move linens, trash, medical waste, and even patient meals. In recent years, the theme park industry has even begun using AGVs for rides.

Benefits of Using Automated Guided Vehicle

The world of production is moving forward. There are so many benefits of incorporating an automated guided vehicle. Here are some of the most notable perks.

1. Time Management

Most notably, automated guided vehicles help cut down on human resources. Otherwise, companies spend additional resources on transporting materials back and forth. This, in turn, reduces the manual errors that occur when lifting large loads.

AGVs also improve time management by automating the routines. A simple memory chip with a navigation system and an automated routine can help the users to save time throughout pickup and transport schedules.

The incorporation of more automated systems has also been shown to save money and add more leisure time for employees. When companies don’t burden employees with simple, repetitive tasks, they can focus on more important agenda items.

AGVs prove to be extremely useful as they can transport items to a certain location without the guidance of humans. Without the need for human guidance, AGVs cut down on human error.

2. Optimizing Transport

Transporting materials through robot-enabled machines helps in automating the transport of materials, withdrawing the need for other machines, forklifts, and techniques for load management. Delegating transport to an AGV can also protect workers.

Injuries from lifting heavy items or operating forklifts incorrectly are some of the most common injuries within the workplace. Having AGVs take on this responsibility could mean avoiding workplace comp claims and potentially losing good employees.

Somewhat ironically, self-driving vehicles become simpler and safer when humans aren’t around. Separating human tasks and automated guided vehicles can optimize the transport process in multiple ways.

3. Efficiency

Incorporating AGVs benefits the overall manufacturing process, as it involves fewer man hours on simple tasks, such as transport, and it diverts them to more useful operations. An automated guided vehicle cuts down on the number of staff hours or labor required to safely handle payload and take it from one point to another. This is easily done once the load is set up on the automated guided vehicle.

Companies know that these machines are sturdy, stable, and more efficient than humans, who can carry less and usually take longer. AGVs make the transportation process both cost and time efficient.

Automated guided vehicles are a simple solution to solve transportation issues, and their application has broadened during the late 20th century. As more industries look to incorporate technology to optimize their processes and improve efficiency, they may take advantage of AGVs.

Looking at how the manufacturing industries have been utilizing this technology for years can help industries that are choosing to incorporate this technology now learn best practices. Knowing what AGVs are and recognizing their benefits can help businesses decide if they’re right for them.

Image Credit: Ready Made; Pexels; Thanks!

Deanna Ritchie

Managing Editor at ReadWrite

Deanna is the Managing Editor at ReadWrite. Previously she worked as the Editor in Chief for Startup Grind and has over 20+ years of experience in content management and content development.

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