Category: HR Tech

Half of workforce looking to reskill

In the latest survey from CV-Library, it’s been revealed that ‘The Great Resignation’ is set to continue with more than two thirds of the UK professional workforce saying they’ll look for a new role in 2022.

More than half of the workforce (57.6%) is planning to reskill or retrain next year with belief that it will make them more employable.  Other factors driving the reskilling are a desire for a more meaningful career, better long-term job security and being unable to find a suitable job with their current skills.

The top five reasons for moving on in 2022, according to the CV-Library survey were:

  1. 1%: want/need a career change
  2. 3%: higher salary
  3. 7%: the uncertainty of the pandemic delayed an inevitable decision
  4. 9%: more flexible working opportunities
  5. 2%: burnout

Lee Biggins, CEO and founder of CV-Library commented: “Employers can take action to prevent increased staff turnover. Offering top salaries is the obvious choice but investing in training and upskilling, offering remote working opportunities, and building strong internal teams, look to be the smartest moves businesses can take in 2022.”

Ken Brotherston, Managing Director at TALiNT Partners doesn’t necessarily agree. He weighed in: “Whilst I might quibble about the percentage of people claiming they will look for a new job, I do agree that there are a range of underlying challenges for employers which need to be addressed and that there is no single solution.”

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Mobile makes up 80% of the working population, says Bersin Report

Research and advisory group, The Josh Bersin Company, has revealed that 80% of the current working population is “deskless”, this according to its latest report called The Big Reset Playbook: Deskless Workers.

This latest report is based on insights from the company’s ongoing Big Reset executive working groups. The report focuses on the recommended practices needed to create optimal work experiences for “deskless” employees in retail, healthcare, manufacturing, hospitality, transportation, and other sectors.

The report also revealed that based on current research by multiple sources, it’s in fact hourly workers who take the lead in resignation statistics.

Josh Bersin commented: “Because so little attention has been given to the working and personal needs of deskless employees, companies are now seeing mass resignations, unionisation efforts, and scores of unfilled jobs.”

The seven critical components of deskless work according to The Big Reset Playbook are:

  1. Promote and enable human connections and time for creativity. Deskless workers are the closest to the customer, but a mere 6% of manufacturing companies and 7% of consumer companies design jobs to allow people time to rest, reinvent, and innovate, compared to 21% of technology firms and 29% of professional services companies.
  2. Train managers to better coach deskless workers. Many companies fail to adequately support managers in the training and development of their people. Just 11% of hospitality companies invest in developing leaders at all levels, compared to 75% of pharmaceutical companies.
  3. Make the commute easy and establish belonging at work. Because remote work is not feasible for deskless workers, they need extra support with easy and safe commutes. A sense of belonging is especially important in light of the current resignation trends and skills shortages. Leaders need to demonstrate that they are actively listening to employees and taking actions as appropriate.
  4. Support the deskless worker’s entire life. Work flexibility is often not an option for deskless workers, so they need backup for taking care of families and support for balancing finances. The vast majority live paycheck to paycheck, and only 13% of the 2.7 billion deskless workers worldwide have paid sick leave.
  5. Help deskless workers build fulfilling careers. Deskless workers – especially those who may be in jobs ripe for automation – need pathways to future-proof careers.
  6. Create a deskless-first culture. A sense of belonging and community is critically important for deskless workers, yet many are often disconnected from the overall corporate mission and values when communication channels are designed for deskbound employees.
  7. Provide tools and services geared for mobile. Deskless workers are often left behind with no access to communication, tools, or resources. Mobile-first or adaptable approaches should be implemented.

Josh Bersin, global HR trends analyst and CEO of The Josh Bersin Company, commented on the findings: “As we go into the second winter season of the pandemic, hybrid work continues to be especially important, and much work remains to be done to design a new paradigm. In parallel, we must not forget the 80% of employees around the world have a work reality that is drastically different from their managers. Work strategies must keep in mind the needs of shop floor employees, restaurant servers, nurses, doctors, pharmacists, teachers, truck drivers, and warehouse workers.

“Many things have changed since March 2020, and deskless workers are at the receiving end of many of the most difficult work challenges. In some industries such as transportation or hospitality, large numbers of people were furloughed or laid off. Healthcare employees had to face extreme health risk in coming to work. Designing a new work reality for these deskless workers is a lesson in empathy, listening, learning, and communication.”

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Workday, Inc. has entered into a definitive agreement to acquire VNDLY, an industry leader in cloud-based external workforce and vendor management technology, it was announced on 18 November. With VNDLY, Workday will provide organizations with a unified workforce optimization solution that will help organizations manage all types of workers and support a holistic talent strategy, including insight into costs, workforce planning needs, and compliance.

Details regarding proposed acquisition of VNDLY
Under the terms of the definitive agreement, Workday will acquire VNDLY for consideration of approximately $510 million and is expected to close in Q4 of Workday’s fiscal year 2022, subject to certain conditions and regulatory approvals.

Pete Schlampp, Chief Strategy Officer, Workday commented: “As organizations expand the definition of their workforce to meet growing business and talent demands, they need solutions that provide a holistic view of all worker types – including contingent workers – so they can better plan for and meet the great opportunity in front of them.”

Shashank Saxena, co-founder and CEO, VNDLY commented: “VNDLY is at the forefront of the vendor management industry with an innovative and intuitive approach. The powerful combination of our technologies and talent will help customers better manage their evolving workforce dynamics, helping them keep pace with today’s changing world of work.

“By joining Workday, we’ll be able to expand the value we bring to customers, helping provide greater visibility, collaboration, and oversight to workforce needs and opportunities.”

 

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PageUp, the global talent management software company has expanded its UK footprint by its acquisition of eArcu, a UK-based provider of SaaS hiring solutions, it was announced today.

eArcu was founded in 2009, and its talent acquisition suite enables well over 100 customers in the UK and around the world. The combination of PageUp and eArcu’s talent management offerings will allow the PageUp Group to accelerate its presence in the UK and European markets. It will provide existing and new eArcu customers access to an expanded portfolio of recruitment marketing and talent management solutions.

PageUp CEO Mark Rice commented: “We’re excited to bring eArcu into the PageUp family. We look forward to working with the team to build on their well-deserved reputation for innovation and world-class customer service.”

eArcu CEO Andy Randall commented: “After a period of sustained growth, we’re thrilled to join forces with PageUp, a major player in the global talent management space. This will be a fantastic time for our clients who will benefit from the synergies between us, and for our team to bring their thought leadership to an ever-growing audience.”

 

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Bullhorn, a global leader in cloud-based software for the staffing industry and Pixid, a European-owned cloud-based recruitment technology provider have joined forces to increase their service offering for their clients. This partnership is set to reinforce both enterprises’ position in key global recruitment markets.

The evolution of recruitment solutions ecosystem has seen innovative start-ups challenge larger enterprises. Bullhorn historically has actively sought out partnerships with those businesses offering the most innovative solutions. This has enabled Bullhorn customers to connect with other recruitment and HR systems.

PIXID VMS is the first global mid-market, fast-to-deploy, pay-as-you-go Vendor Management System (VMS) to implement a full two-way integration with Bullhorn. This is of major benefit for temporary staffing agencies and MSPs, who will now be able to connect these two very powerful tools.

The PIXID VMS solution enables temporary staffing agencies to streamline their contingent staffing processes and seamlessly connect with their end clients and workers. The new integration between Bullhorn and Pixid VMS, will allow recruitment suppliers to receive requests, identify, select and supply suitable candidates for contingent work assignments directly via the Bullhorn system, within seconds.

Group President of PIXID Group, Etienne Colella says: “PIXID Group has adopted a partnership strategy to connect the very best recruitment and staffing industry players to our state-of-the-art solutions. We look forward to growing further opportunities with Bullhorn as our markets in Europe and around the world expand.”

Peter Linas, CPO and EVP of Corporate Development at Bullhorn says: “We are delighted that Pixid Group has chosen to partner with Bullhorn. By combining PIXID VMS with our world-leading technology, Bullhorn users are now able to connect these two very powerful and complementary tools, giving them a competitive advantage by greatly expanding their abilities to provide rapid and reliable contingent staffing services to their clients via the Bullhorn platform.”

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First in-person TIARA ceremony of 2021 

Winners of the 2021 TIARA Talent Tech Star Awards were revealed at a gala lunch for 120 guests at the Kings Fund in London today, attended by CEOs and founders of some of the UK’s leading HR and Recruitment Technology companies.

“As we emerge to a post-pandemic economy, business model transformation is a given,” said Ken Brotherston, MD of TALiNT Partners. “This, combined with an acute shortage of talent across every area of the job market, including recruitment itself, has created a perfect storm for HR Tech to show its value.” 

“The 35 Talent Tech Stars shortlisted this year are solving the talent challenges that employers and recruiters must address in a constantly evolving market,” added co-host Alex Evans, Programme Director of TALiNT Partners. “The winners demonstrated the value and impact of their solutions to a respected panel of judges, making a TIARA Talent Tech Star Award a powerful endorsement.” 

The judging process for the TIARA Talent Tech Star Awards is designed around the expectations of buyers and investors, based on key performance metrics, case studies and testimonials. An impressive and influential panel of judges from companies including LinkedIn, ManpowerGroup, SThree, Thames Water, AMS and the FCSA was chaired by Martin McCourt, former Dyson CEO and now Chairman and Non-Executive Director of companies including Weber, HeadBox, Lightfoot, FreeFlow Technologies and The learning Curve Group. 

“The 2021 Talent Tech Star Award finalists represent challengers, disruptors and transformers across the spectrum of business growth, from high potential, early-stage start-ups to scaling SMEs,” said Martin McCourt. “What they all have in common is great focus, execution, and ambition. They have also validated game-changing innovation and excellent customer service with some solid case studies and testimonials. 

“It was difficult for the judges to choose winners from such strong shortlists and even harder to choose a Champion of Champions from 13 very strong contenders. It has to be exemplary to inspire others to aspire to greater ambition and impact. That’s what transforms industries.” 

Odro was the biggest winner this year, winning the Talent Tech Customer Service Award, Leader of the Year for CEO Ryan McCabe, and ultimately crowned TIARA Champion of Champions to top a game-changing year for the video tech specialist. 

“It has been a great year for Odro, with big client wins including Hays and a £5m growth investment from BGF,” said Alex Evans. “Winner of this year’s Customer Service and Leader of the Year awards, Odro has demonstrated excellence, leadership, and growth to make it a worthy Champion of Champions for 2021.” 

The TIARA 2021 Talent Tech Star Awards campaign was supported by partners Deloitte, Marriott Harrison and Optima Corporate Finance. 

“Optima Corporate Finance is delighted to sponsor the Talent Tech Leader of the Year Award,” said Optima founder Philip Ellis. “This year more than ever, strong leadership was required as businesses had to combine the implementation of their vision with the challenges of lockdown. All of this year’s finalists demonstrated strong leadership in adapting, transforming and driving growth.”

“Marriott Harrison is delighted to be part of the TIARA Talent Tech Star Awards and to recognise the significant value HR and RecTech solutions bring to the recruitment industry and the wider economy,” said Chris Mooney, Partner at Marriott Harrison. “We commend the innovation and impact shown by this year’s finalists for Candidate Experience Solution of the Year.”

“Achieving scale in a challenging economy is doubly impressive and finalists for this year’s award have adapted and transformed to build strong foundations for growth,” said Kiren Asad, Director, FA – Advisory Corporate Finance, Deloitte LLP. “Deloitte is proud to partner with TALiNT Partners and the TIARA Talent Tech Star Awards to recognise and support scale in HR Tech.” 

The full list of TIARA Talent Tech Star Award winners and highly commended finalists is as follows: 

The Workforce Solution of the Year 

  • Winner: Pixid 
  • Highly Commended: TalismanTech 

The Contractor Solution of the Year 

  • Winner: My Digital 
  • Highly Commended: Parasol Group 

The Candidate Experience Solution of the Year 

  • Winner: 360 Resourcing Solutions 
  • Highly Commended: TribePad 

The Recruitment Marketing Solution of the Year 

  • Winner: Paiger 
  • Highly Commended: TalismanTech 

The D&I Solution of the Year 

  • Winner: Arctic Shores 
  • Highly Commended: Get Optimal 

The Compliance Solution of the Year 

  • Winner: My Digital 
  • Highly Commended: People Group 

The Onboarding Solution of the Year 

  • Winner: CA3 & Eli Onboarding 
  • Highly Commended: LearnAmp 

The Learning Solution of the Year 

  • Winner: Clear Review 
  • Highly Commended: Hoxo Media 

The Talent Tech Customer Service Award 

  • Winner: Odro 
  • Highly Commended: Clear Review 

The Talent Tech Scale Up Award 

  • Winner: Sonovate
  • Highly Commended: Paiger 

The Talent Tech Innovation Award 

  • Winner: Mercury xRM 
  • Highly Commended: Idibu 

The Best Talent Tech Company to Work For  

  • Winner: Firefish Software 
  • Highly Commended: TribePad 

The Optima Talent Tech Leader of the Year 

  • Winner: Ryan McCabe, CEO, Odro 

The Talent Tech Champion of Champions 

  • Winner: Odro 

Register for updates on the TIARA 2022 Talent Tech Star Awards campaign at https://talenttech.tiara.talint.co.uk/register-for-2022-updates/ 

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Personio, an HR software for SMEs in Europe, is ramping up its efforts to invest and expand its footprint in the UK with an upgrade to a new and larger office in London’s Soho, new senior hires, and plans to further grow the team.

Larger office space in today’s hybrid workforce landscape seems out of place but Personio is expanding its footprint globally with up to 500 new hires also announced in its Dublin offices along with expansions in Madrid and Munich. Personio clearly has increased headcount and company growth at front of mind. Hanno Renner, co-founder and CEO of Personio has said that the business is committed to a hybrid way of work, so the increase in office space globally will be geared for that.

The fast-growing HR tech company has experienced strong demand in the UK as businesses have recognised the need to automate and digitise processes, in order to boost productivity. Personio’s UK revenue in Q1 2021 was more than 10 times greater than the same period last year. It counts leading SMEs such as Mindful Chef, Tractable and Numan among its UK customers, as well as Premier Inn, Statista and SkyTeam internationally.

Renner says, “The UK market is highly underserved in terms of HR software for SMEs. And appetite for this has only increased as a result of the pandemic, with businesses increasingly needing new ways to manage remote and hybrid workforces. With the UK representing one of our most important markets we’re keen to further invest in the UK and support the country’s six million SMEs as they get back on track and play a key role in fuelling the country’s economic recovery.”

As part of its growth, Personio has doubled the size of its London team over the last quarter. With the appointment of Sam Richards, Personio’s new Country Manager for the UK and Ireland, who joins Personio from Eventbrite, Personio has tapped into London’s tech talent pool to further strengthen its management team in the capital. Richards’ role will focus on increasing Personio’s UK and Ireland customer base and making Personio the leading HR solution for SMEs in the region.

New additions to the team also include Loretta Ediam as Head of Product Operations and Nick Peart as Vice President Marketing, who joins from Databricks and Zendesk, where he’s accompanied both companies on their journeys to their IPO. They will all join Ross Seychell, Chief People Officer and Ben Kiziltug, Head of Northern Europe in the new, larger London office recently opened in Soho.

Ross Seychell, Chief People Officer at Personio: “People are the single biggest influencer on the success of any business, and as such, we’re extremely committed to hiring top talent across all of our European offices to drive us forward. London remains one of the best places for tech companies to hire talented people, and Loretta, Nick and Sam all have proven skills and diverse experience and will be invaluable assets to our team here in the UK.”

Looking ahead, Personio is on track to grow its London presence almost fivefold by hiring an additional 40 new employees over the next two years. To make this happen, the company is hiring talent in all areas of the business, with a particular focus on sales and marketing as well as product analysts for its London team.

Offering SMEs recruiting, HR management and payroll support through its all-in-one HR software, Personio, which is headquartered in Munich, also operates from offices in London, Dublin, Madrid, with its new Amsterdam office set to open in autumn 2021.

 Allen Simpson, Acting Chief Executive, London & Partners said: “It is fantastic news Personio are growing their London footprint, demonstrating their commitment to the UK and their success so far in the UK market. We’ve seen the accelerated adoption of HR tech solutions over the last year as the world has adapted to new ways of working and Personio’s rapid growth in the UK is testament to their innovative offering for SMEs. London is a global hub for tech and innovation and Personio’s new Soho office right in the heart of London’s West End is a great place to be, an area home to some of the world’s fastest growing tech companies. We look forward to seeing Personio continue to grow in London and globally.”

In January this year (2021), Personio announced $125 million of new and pre-emptive Series D funding in an investment round that values the business at $1.7 billion, placing Personio among the most valuable private software companies in Europe. This latest funding came only 12 months after the company received $75 million of Series C funding in 2020, bringing its total funding to $250 million since launching in 2015.

 

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  • 35 top performing talent tech providers shortlisted in 13 award categories  
  • 20 judges will choose the Talent Tech Champion of Champions from all category winners  
  • All winners will be revealed at a live Gala Lunch at the Kings Fund on 2nd July  

TALiNT Partners has today announced finalists for the 2021 Talent Tech Star Awards, which shine a spotlight on the full spectrum of HR and Recruitment technology solutions for employers, recruiters, candidates and contractors.

“All 35 finalists for the TIARA Talent Tech Star Awards have been shortlisted in 13 highly competitive categories, from Workforce Solution of the Year to the Innovation Award,” said Alex Evans, Programme Director of TALiNT Partners. “Whilst challenging for everyone, the last 12 months have provided the perfect opportunity to demonstrate the value and impact of their solutions during a time of accelerated digital transformation and the evolution of work. 

 “The TIARAs are distinguished by the rigour of its judging process and the quality of its judging panel,” he added. “A wide range of HR and RecTech have been assessed through five key metrics: employee excellence; innovation; client service; business growth; and purpose.”    

Finalist entries will now be scored by an independent panel of expert judges drawn from HR, Recruitment, Compliance, Investment and Procurement to determine a winner in each award category. All judges will convene to debate and choose the overall Champion of Champions.

This year’s Chair of Judges is Martin McCourt, the former Dyson CEO who is now Chairman and Non Executive Director of companies including Tharsus, Weber, HeadBox, Lightfoot, and FreeFlow Technologies.

“Last winners Talent Tech Star Awards were championing transformation in different parts of the talent ecosystem and showing the impact of technology on everything from candidate experience to learning, onboarding and workforce management,” he said. “As a TIARA judge and investor, I’m looking for big ideas from great leadership and management teams who are achieving great things. With such a strong shortlist, this year’s winners will inspire others to aspire to greater ambition and impact. I look forward to celebrating with them in July.”

New accolades for 2021 include the Talent Tech Scale-Up Award, The D&I Solution of the Year, and the Talent Tech Leader of the Year, sponsored by Optima Corporate Finance. Optima founder Philip Ellis re-joins the judging panel. “It’s great to see so many of last year’s winners defending their title this year against some very strong new contenders,” he said. “I’m excited to see who triumphs in the Talent Tech Scale-Up and Leader of the Year categories and debating this year’s Champion of Champions.”

The Talent Tech Star Awards also recognise tech solutions offered by umbrella companies.  Phil Pluck, CEO of the FCSA joins the TIARA judging panel to review the Workforce, Contractor and Compliance award categories.

The full list of TIARA 2021 Talent Tech Star Award Finalists can be viewed at https://talenttech.tiara.talint.co.uk/2021-finalists/

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Ryan Bridgman, regional director, UK and Ireland at Jobrapido

Some of you may be familiar with a quote from the writer Dr Samuel Johnson ‘Change is not made without inconveniences, even from worse to better’. Certainly, throughout history, with the dawn of each Industrial Revolution, many workers and bosses alike will have nodded their head in agreement. After all change can be unsettling and there can be a resistance to any development which poses a threat to one’s job and livelihood. Yet, if you look back at all the Industrial Revolutions, it has always paved the way for more net jobs and more efficient working processes.

We’re now fully embedded in the Fourth Industrial Revolution – which is largely about the rise of smart technology and automation and connectivity – it’s a period where in some quarters there has been apocalyptic talk about the robots coming to get our jobs,  even though conversely such developments are creating an abundant stream of jobs and  ticketed with high salaries.

As technology developments gather pace, the workplace landscape looks set for further change.

Recently there’s been talk that we are actually leaving the Fourth and making way for the Fifth Industrial Revolution – which has been described as the rise of artificial intelligence.

The Fifth will be about the integration and the partnership (as this is how I think we should approach it) of AI and human intelligence. It’s about understanding and not fearing the unique attributes AI has such as non-bias, accuracy and data so that recruiters and employers can make even better and informed decisions for their organisations.

The Fifth Industrial Revolution will actually place MORE weight on the importance of human intelligence than ever before and how these unique human traits, when harnessed in tandem with the accuracy of AI lead to greater outcomes.

We are already seeing the advantages of this partnership – AI allows recruiters the ability to capture far better profile matches when they are seeking the right candidate. The war on talent isn’t going away and AI supports the challenges the industry has been facing for a while. Plus, it means recruiters will have more time freed up from the manual aspects of their job.

One of the core advantages is that AI provides and acts upon rich data insights. This can only be a huge benefit for recruiters in terms of getting across the right messages which will resonate with candidates and create better engagement between them, in an age where the industry needs to provide a compelling candidate experience and, as far as possible, a personalised ‘journey’ for their job search and ongoing career. That is a big focus for us, at Jobrapido, where we put the jobseeker at the centre of what we do.

To give you an idea of how this is working in practice, we recently partnered with a national recruiter of healthcare workers – where there are significant skills shortages in the UK.  By using Smart Intuition Technology to identify skilled Healthcare Workers within both its internal communities and the wider internet as a whole with the result being that a much higher range of qualified healthcare workers have been made aware of the recruiters’ opportunities and have consequently applied for the roles. This has enabled the recruiter to significantly increase its volume of hires and gain a competitive edge.

With all the talk about AI, it might seem slightly ironic to stress the increasing importance of human intelligence in the industry. Recruiter and human resources teams have a fundamentally important role to fulfil and a pivotal role in how organisations can perform: released from the bulk of daily administration, they will finally be able to fine-tune and meet the talent requirements to ensure their organisations can meet the own goals in terms of growth and productivity.

Photo courtesy of Shutterstock.com

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Aidan Cramer, co-founder and CEO of JobLab

It won’t surprise you to learn that a bad hire can be expensive. Traditional recruitment agencies can take up to 30% of the final salary of any incoming employee. If that employee is paid the national average, that’s more than £5,000, and it climbs quickly if the person in question is taking a senior role.

But even this fails to tell the whole story. A report from the Recruitment & Employment Confederation (REC) found that although more than a third of companies believe hiring mistakes cost their business nothing, a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000 due to the accumulation of costs relating to training, lost productivity and more.

Low morale

What’s talked about far less is the cost of a bad hire in non-monetary terms, and this is especially relevant in small teams with flat hierarchies, such as those found in the start-up space. Bringing someone into your company who isn’t the right fit — due to their temperament, attitude to the job or skill set, for example — can have a devastating effect on the day-to-day functioning of the business.

The ‘wrong’ people sap the collective morale of the entire team, and naturally this has an impact on their productivity: as WIRED has reported, happy people are about 12% more productive.

Staff turnover

The logical end to falling morale is turnover. The threshold of unhappiness at work will vary from person to person, but everyone has a critical point at which they feel they have no choice but to leave. Successive departures begin to give off the impression that a business is poorly run or — much worse — a sinking ship, from which other employees may suddenly want to flee. It’s one of the most remarked-upon qualities of working millennials that they ‘job-hop’, or abandon companies which fail to fulfil certain professional needs, from money to purpose. You can rest assured that young people today will not feel a sudden rush of loyalty if their colleagues (and friends) start to get itchy feet.

Spread too thin

And then there’s the damage to the functioning of a business which, if it’s a start-up or a small company, relies upon the ability of its team members to work autonomously and responsibly, and to take care reliably of whatever tasks it is their role to perform. The ‘borderlessness’ of start-ups can mean that there will be someone who can take on the responsibilities of a bad hire, but this is hardly a long- or even medium-term solution: the quality of that someone’s own work will naturally diminish if she or he is spread too thin, and their morale will suffer, too.

Those responsible for hiring — often the founder herself in a start-up — will have to take themselves away from valuable activities to find a replacement for the bad hire. Soon you can find that there isn’t enough labour to go around.

Broken recruitment

It’s worth remembering that a bad hire can simply be the wrong fit even if they have the necessary skills for the job. An incoming employee may fail to assimilate into the company culture or have an approach to work that jars with those of everyone else.

The traditional recruitment model doesn’t help matters at all by relying heavily on a tired system of paper CVs and cover letters which benefits the privileged and contributes to the UK’s ultra-low productivity, by directing people to jobs for which they’re poorly suited. It’s also painfully slow, which exacerbates the problem of urgency that comes about when a company realises it has made a bad hire and tries to rectify the wrong.

Anyone who has braved the world of traditional recruitment will have experienced the frustration of having infrequent, impersonal communication or being put forward for the wrong jobs.

Hiring mistakes cost UK businesses billions each year, and recruitment fraud continues to be a problem. Both the candidates, who are denied meaningful work, and businesses, who are denied the people they need, lose out. In times of economic uncertainty, it’s especially important that businesses can find the people they need quickly and in such a way that the chance of making a mistake is dramatically reduced. If they fail to do that, the impact can be devastating.

Photo courtesy of Shutterstock.com

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