Category: HR Tech

Half of workers spend time on video calls now than a year ago

According to Asana’s 2022 Anatomy of Work Report, workers in the US are overwhelmed by their notifications with almost two-thirds (63%) of US workers continuously checking their emails outside of work hours — the highest percentage across the board in the international study.

The software company’s research team surveyed workers from Australia, France, Germany, Japan, Singapore, the U.K. and the U.S. At 62%, workers in the U.S. were the most likely to report feeling the need to reply to emails straight away. This rate was even higher among Generation Z and millennials. The US participants reported that they’re overwhelmed by the breadth of their digital interactions with colleagues with 34% stating they struggle to respond to important messages, with the rate being even higher for millennials and Gen Zers.

Just under half (41%) of respondents reported that they spend more time on emails now than a year ago with 43% stating that they spend more time on video calls than one year ago.

More than half (52%) reported that more efficient meetings could effectively reduce the number of notifications, and 48% of respondents said clearer responsibilities could also limit the number of notifications. Gen Zers, millennials and those in C-suite roles were most likely to emphasize the importance of well-outlined expectations.

Debbie Walton, Editor at TALiNT Partners commented: “The move to working from home means that there is no option to display an ‘out of office’ or to switch off from work. I have made the decision to remove all work apps from my cell phone so as not to be bombarded by endless notifications after hours. It’s supported a healthier work/ life balance.”

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Delays due to difficulties in finding quality candidates

According to 58% of HR managers, delays in hiring are negatively affecting business performance.

In Talent Work’s survey of 400 HR leaders, it was found that recruitment is taking double the time to hire talent when compared to 2019. Twenty-one percent of respondents agree that it is taking three times as long.

Twenty-eight percent of respondents agree that the delays are due to difficulties in finding quality candidates.

When looking at 2022 priorities, employer branding was noted as the key priority for HR in 2022. Thirty-one percent plan to relaunch or develop their employer brand, while a further 20% have already done this. Only 12% of respondents said they didn’t have time to focus on their employer brand.

Other priorities were employee retention at 21% and changing processes to allow speedy hire at 20%.

Twenty-nine percent of respondents believe that brand awareness impacts their hiring ability, and 42% don’t believe they have a strong awareness as an employer or don’t measure their brand awareness.

Neil Purcell, CEO, and founder of Talent Works, said: “These statistics clearly show that 2019 thinking isn’t going to work in the 2022 employment market, which is the most competitive we’ve ever seen. Companies need to get strategic about how they can speed up hiring to accelerate business performance, and as the research indicates, effective Employer Branding is the most widely recognised way of doing this. It’s great to see that companies are beginning to think differently in such an oversubscribed market, but over one in ten companies surveyed were still unaware of the Employer Brand concept, which shows that there is still work to do.”

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A framework that solves talent access challenges with an outcome-first approach

Allegis Global Solutions (AGS), a provider of global workforce solutions, announced the publication of a new book for business, human resources (HR) and procurement leaders that takes them on a journey to harmonised workforce strategy and management.

“The Universal Workforce Model™: An Outcome-First Guide to Getting Work Done” talks about the three transformational yet complementary concepts – the Workforce Business Partner, Task-Based Workforce Design and the Intelligent Workforce Platform. The book lays out why organisations must challenge current models for acquiring and accessing talent now and what steps they can take to create an agile business fit to thrive in the new world of work.

Authored by AGS’ Vice President of EMEA Simon Bradberry and Global Head of Strategy Bruce Morton, with contributors John Boudreau (senior research scientist and professor emeritus at the University of Southern California), Ewan Greig (AGS senior manager of workforce solutions), Jessi Guenther (AGS vice president of client delivery) and Sarah Wong (AGS vice president of APAC), the book refocuses on the work itself before jumping to talk about workers, roles and vacancies, offering readers an alternative way to rethink work through outcome-based workforce acquisition.

Bruce Morton, Global Head of Strategy commented: “Current models for acquiring and accessing talent are outdated and flawed. Companies compete for talent they may never fully use, overspend or underspend on contractors based on limited data, and may forfeit budget and quality as a result. This is why the Universal Workforce Model starts with the outcome first, applying a workforce planning model that breaks down siloed resource channels, so organisations can secure the right resource every time, and work most efficiently and effectively.”

The Universal Workforce Model is structured as a journey to harmonised workforce management and has three defining features based on common areas of business transformation – process, people and technology.

Simon Bradberry AGS’ Vice President of EMEA commented: “Advances in AI and services-enabled architecture have given rise to technologies that bring all workforce options into view, making the journey to the Universal Workforce Model possible now. While changing the fundamentals of workforce engagement is not an easy move, the journey should not be a sacrifice to the business. Innovations in work design, evolving strategic relationships between companies and solutions partners and developing expertise to reconfigure work illuminate and make the path forward possible.”

Ken Brotherston, Chief Executive of TALiNT Partners made exclusive comment on the launch of the book: “Companies face immense pressures as they adjust to the ever-changing workforce. What’s important moving forward is that they treat workforce challenges as a priority across the entire business. The concept of the Workforce Business Partner doesn’t replace the work that HR, hiring managers, recruiters, and staffing and talent solutions partners do, but it provides the impetus that enables them to work smarter and with more agility on the journey to a Universal Workforce Model.”

Arkadev Basak, Partner, Everest Group also made comment on the release: “For years, Procurement, HR and business leaders have been forced to struggle with an incredibly complex set of talent acquisition and workforce challenges. Applying a different mode of thought and a new model to rethink, reimagine, and redesign today’s workforce has the potential to bring the focus back on the work itself.”

 

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Company plans double headcount in five years

Harvey Nash Group has announced that they are being renamed Nash Squared, signalling their intention to grow rapidly over the next five years. The technology and talent company plans to more than double its global headcount from 2,500 to 6,000 by 2027.

The group, which currently incorporates six technology and talent businesses, grew strongly during the pandemic with acquisitions and expansion in Vietnam and Latin America.

They believe that this move positions them as an integrated technology and talent provider and allows clients to build and transform their technology capability in several ways.

The move also distinguishes Nash Squared from Harvey Nash, the company’s global technology talent acquisition brand.

Bev White, CEO of Nash Squared, commented: “The future for our clients lies in helping them build and transform their digital teams and capability in limitless ways, and the Nash Squared brand positions us strongly as a platform to deliver on this. It also supports our significant growth plans; as we expect to more than double our global headcount from 2,500 to over 6,000 over the next five years.”

 “It was very important to retain the Nash name in the group brand as it is a uniting factor to so much of what we do. In fact, many parts of the group call themselves Nashers! Becoming Nash Squared reflects the impact we see when our businesses work together. We are an incredible company that is even more powerful when we collaborate, and Nash Squared is the brand that will take us even further.”

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Paid sick leave tops the list

HR and payroll software provider CIPHR recently polled 1001 people about which benefits, perks, and incentives are the most important for employees. According to the new research, 67% of employees said that paid sick leave matters most to them. Next on the list were flexible working hours at 57% and pension contribution matching at 46%.

Also important was mental health and wellbeing support, at 40%. This comes as no surprise after the pandemic and the ever-rising cost of living.

The order of importance depends largely on the individual being surveyed. For example, pension contribution matching is higher on the priority list than flexible working hours for those over 45 (59% vs. 45%). However, the opposite applies to respondents under 45 (57% vs. 42%).

Gender also played a role, where female respondents valued childcare assistance over a market value salary (27% vs. 21%). On the other hand, more men placed more importance on a performance bonus over a market-value salary (45% vs. 34%).

The top 15 benefits and perks were as follows:

  • Paid sick leave (67%)
  • Flexible working hours (57%)
  • Pension contribution matching (46%)
  • Mental health and wellbeing support (40%)
  • Performance bonus (39%)
  • Four-day work week on full-time pay (37%)
  • Extra holiday allowance (32%)
  • Employee discounts scheme (30%)
  • Flexible working location (27%)
  • Market-value salary (26%)
  • Childcare assistance (23%)
  • Health insurance or cash-back plans (21%)
  • Extra paid day off for birthdays (21%)
  • Extended paid parental leave (20%)
  • Death benefits (18%)
  • Unlimited paid leave (18%)

In a separate survey of 332 UK-based businesses, CIPHR found that employers only rated six of the 24 benefits in the same order as employees.

The top 10 benefits that employers think matter most to employees are:

  • Mental health and wellbeing support
  • Flexible working hours
  • Paid sick leave
  • Flexible working location
  • Performance bonus
  • Four-day work week on full-time pay
  • Extra holiday allowance
  • Health insurance or cash-back plans
  • Childcare assistance
  • Pension contribution matching
  • Market-value salary

Matt Russell, Chief Commercial Officer at CIPHR, commented: “It is surprising to see such a disconnect between the benefits that employees value and what employers think – especially given how important good rewards and benefits packages are to attracting and retaining top talent and for supporting a great employee experience.”

“There is no one model or benefits scheme that works for every organisation. Employers need to spend time listening to their own employees to understand their needs and priorities and what benefits they want and value. For example, things like employee discounts, childcare assistance, and health or dental insurance, can go a long way to helping employees through the current cost-of-living crisis. And, what was once more important, pre-2020, has now been superseded by other benefits that reflect the growing shift to remote working and the desire for more flexibility at work.

“It won’t always be possible to deliver on every specific benefits request but organisations that can act on employee feedback, wherever possible, and provide agile and flexible benefits schemes are more likely to have a happier and engaged workforce.”

The significant differences between what employees actually value and what employers think their employees will value, indicate that organisations may be missing valuable opportunities to improve employee experience and engagement.

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Side has 300,000 active candidates

Randstad NV has announced that Randstad France will acquire Side, a leading end-to-end digital staffing platform in the region. It’s said that the acquisition strengthens Randstad’s offering and market position through increased digital presence and capabilities.

Side was founded in 2016b and are specialists in online recruitment that offers digital staffing solutions to over 2,000 customers. With 300,000 active candidates on their books, they operate primarily in the logistics, trade and service sectors.

The acquisition of Side would lead Randstad towards a strong extension of Randstad’s current portfolio as well as enable them access to new opportunities for existing and potential clients.

Sander van’t Noordende, CEO at Randstad made comment: “The role of technology is becoming increasingly important in the world of HR services. In a tightening labour market, this acquisition would allow us to offer customers and talent a new solution to those looking for a fully digital experience. However, it is our shared values and the belief in the crucial role of the ‘human touch’ underpinned by technology which makes me excited to welcome their great people to our team.”

Pierre Mugnier, Co-founder and CEO, Side also commented: “This acquisition fuels our ambition to offer the best online staffing experience to candidates and businesses. It’s a great recognition of the strength of our team and our unique approach mixing cutting-edge technologies with high quality human touches. We’re looking forward to joining forces with the Randstad Group’s talented teams and combining our online user experience expertise with the world’s largest HR services provider.”

The transaction has been presented to the applicable employee representative bodies and is expected to close in the coming weeks.

 

 

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The expansion builds on rapid success across Europe, Middle East, and Asia-Pacific

Enterprise-level talent assessment HR tech business, Sova Assessment, has announced the launch of the business in the US.

Headquartered in London, with international offices in Dubai and Melbourne and a global network of strategic partners, Sova is an end-to-end talent assessment SaaS platform that is aimed at enabling enterprises to make work better for their people.

Sova offers solutions that are as agile and unique as the organisation they partner with and the HR technology combines scientifically strong assessment tools, workflow management and predictive analytics in one fully integrated platform, helping organisations make fast, fair, and data-driven decisions throughout the employee journey.

Sova’s expansion in the US is being led by two industry-leading talent assessment experts. Dr. Charles Handler, internationally renowned industrial psychologist and CEO and founder of Rocket-Hire, will spearhead the US team as President. Based on his 20-year long career working with globally renowned brands like Nike, Fidelity Investments and Delta Airlines to develop effective, legally defensible employee selection systems, Handler has extensive expertise in technology-based assessments and selection science that will drive forward the vision of the business for the US market and beyond.

Dr. Charles Handler, President, Sova Assessment US commented: “Having spent over 20 years in the sector and critically evaluated over 300 firms, it’s clear there’s a tension between the old and the new when it comes to talent assessment. I believe that a more integrated approach that values both science and technology equally – and is truly effective at managing bias – is where the future lies. Sova and I share a passion and commitment to deliver talent solutions for organisations in the US that make no compromise on speed and rigour, to address the needs of a challenging labour market.”

Handler will be joined by Doug Wolf who will assume the role of Managing Director at Sova Assessment US. With a proven track record of leading and growing organisations in the HR technology and assessment space, including Select International, he combines deep industry knowledge and commercial expertise to establish and grow Sova in the US.

Alan Bourne, CEO and founder Sova Assessment also commented: “Sova’s entry into the US marks a significant milestone in our development. Having worked with organisations all over the world, we know first-hand the challenges they face in relation to talent and the need for a more strategic and data-driven approach. I am excited about growing our presence in the US led by renowned industry pioneers in Charles, Doug, and the team, delivering world-class talent solutions for our enterprise customers.”

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Headcount to grow to 100 in the coming months

Levin Group has announced the launch of Storm3, its HealthTech tech recruitment brand in Singapore. Following the launch of their Amsterdam and Dallas office, Singapore will be the third global office for Storm3 focused on Asia Pacific’s HealthTech market, which includes subsectors like Genomics, Telemedicine, FemTech, surgical robotics, and Smart devices and apps that focus on physical and mental health.

With the health technology sector in APAC growing at a rapid rate and the region coming in second to the US in funding in 2021, APAC secured a total of US$ 8.68B in funding. This is a massive increase from 2016, when the market only raised a total of US$ 4.1B. Storm3 aims to seize the opportunity by supporting the growth of emerging health tech start-ups by providing the niche talent to the sector. Insiders tip Storm3 to become a global powerhouse in health tech recruitment.

Mildred Lim, ex-Phaidon International, will assume the position as Vice President of Storm3 and head up the expansion in Singapore where it will be onboarding 30 micro-niche specialist consultants in April.

Mildred Lim, VP of Storm3 Singapore commented: “We noticed a gap in the HealthTech talent marketplace and as one of the rare specialist recruitment firms in Asia that boast the richest global specialist talent database, we aim to be the touchpoints for both emerging health technology companies and candidates in the markets.”

APAC VP of Levin Group, Candy Choong also commented: “By the end of 2022, we will be bringing our headcount to more than 100 to cater to the demand of emerging markets.” The tech talent recruitment company is also in the midst of launching its next office in Sydney and plans to bring the GreenTech recruitment brand, Storm4 into the APAC market within the year.

CEO of Levin Group, James Brown made comment on the launch of Storm3: “We have seen a strong demand for top tech talent within the Asia Pacific market and our new office marks, not only a milestone for Storm3 in Asia Pacific, but also a recognition of the impact and change that Storm2 has made within the market. We are thrilled to have Mildred and Candy working together, we envision the brand will become the next disruptor of tech recruitment.”

 

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Brazilian tech company wins international Work for Tomorrow award 

Brazilian start-up Labora Tech were announced as the winners of Work for Tomorrow, an international competition looking for the best innovations responding to longer and changing working lives.

The Work for Tomorrow competition was launched by The International Longevity Centre-UK (ILC) and is supported by the Innovation Resource Center for Human Resources. They received more than 60 submissions from organisations and individuals across 17 countries.

Labora Tech provides end-to-end HR technology, revolutionising recruitment by matching people to jobs based on their soft and hard skills and provides training, reskilling, and mentoring to ensure employees thrive in their new roles.

Through large scale recruitment drives, its approach reduces bias and supports career changes and flexibility at work.

With more than 20,000 adults already on the platform, the Sao Paolo-based company is looking to expand its business globally to encourage more employers to “retire the CV”, favouring a skills-based approach.

Considering the UK is battling skills shortages like never before, train-and-deploy as well a focus on hiring for soft skills could very well be what employers need to do to mitigate the lack of candidates in the job market.

Sérgio Serapiao, Co-Founder and CEO of Labora Tech, commented: “I am delighted and honoured to win this competition. The competition has shown the quality and power of initiatives all over the world. I am sure we can contribute a lot to codesign the future of work.”

“I truly believe Labora has developed a social technology that can reach a global scale, and make a positive impact to millions of people and thousands of companies, redefining how we work of tomorrow. This award reinforces that we are on the right track.”

Lily Parsey, Global Policy and Influencing Manager at ILC, said: “The world of work is shifting – and quickly. As our working histories become more complex, we’re more likely to change careers and reskill, we need to think about hiring in a new way. Labora Tech takes blind recruitment one step further by really putting skills, not biases, at the heart of recruitment. It’s long overdue that we move from judging people on their CVs to valuing what someone actually brings to a job.”

The second award given at the event was a “Community Award” given to Brave Starts. This UK based community platform helps adults try out new careers by providing them with information, linking them with professionals, and helping them build the right skills for their career leap.

Jodi Starkman, Executive Director of IRC4HR, said: “It has been an honour and a pleasure to support the Work for tomorrow programme. We have been inspired by the creativity and passion demonstrated by all of the competition participants and are especially excited to recognise Labora Tech and Brave Starts. Their innovations are critical to the work of today and tomorrow as we address the opportunities and challenges presented by longevity in all the places where people come together to accomplish shared goals.”

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The Social Media Recruiting Guide

According to talent attraction experts at Adway, they’ve cracked the code to simpler, smarter recruiting that gets you way more candidates and it’s a lot simpler than you think. In a talent-scarce market, isn’t that what recruiters are looking for?

It’s all about automated social recruitment marketing.

As the number of job vacancies in the U.K. continue to reach record highs each month (1.3 million) there’s never been a better time to test out recruitment strategies that truly work. 

Well-executed social media recruiting allows modern recruiters to dive into a talent pool of 4.6 billion+ candidates who are active users on social media. It elevates their employer brand so they can stand out against their competitors, it allows them to tell the story of what it’s like to work at their company! Recruiters can now reach their dream talent on any device.

Automated social recruiting marketing creates a candidate experience that draws from best-in-class e-commerce advertising tactics — with highly-intelligent, targeted ad campaigns that compel candidates to explore the employer’s potential, review job listings and apply on the spot.

Adway’s Ultimate Guide to Social Media Recruiting is a must-read tool for busy TA professionals who want to spend less time hunting for candidates and more time meeting them.

Get the tips and tricks to:

  • Pinpoint where you are in the social media recruiting process
  • Determine the right metrics to track your strategic success
  • Measure your efforts so you can reach your goals faster

If you’re ready to benefit from one of TA’s best-kept secrets — and you need actionable steps to get started — download the Ultimate Guide to Social Media Recruiting today.

https://lp.adway.ai/guide-social-media-recruiting-campaign

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