Category: HR Tech

Employers must adapt to hybrid working to stave off loss of talent

An employee benefits survey conducted by London- and Machester-based tech recruitment firm Burns Sheehan, PixelMax, has revealed that only 4% of employees want to return to the office full time, 82% of employees prefer a hybrid model while 59% rate work-from-home flexibility as the number one choice in employee benefits. Following these findings, PixelMax, a British tech company believes that the virtual workplace is the solution to stemming the supposed “Great Resignation”.

They say that survey results show that if employers don’t empower their employees and adapt to rapidly changing working landscapes, they will lose their existing talent and fail to attract new talent.

The Great Resignation continues to make headline news since record numbers of staff are reported to either leave, walk out of their jobs voluntarily, or opt to work part time as they re-evaluate their work/life balance following the turmoil of the pandemic.

Other results to come out of the employee benefits survey found that 25% of those polled wanted a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.

During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees. Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues. This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce. Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture. The culmination of these issues resulted in the Big Resignation.

Rob Hilton CEO and Co-Founder of PixelMax, commented: “In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”

Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments. If employers don’t act quickly, they will get left behind because hybrid working is expected by employees.

Burns Sheehan Co-Founder, Jon Sheehan, also weighed in: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours. This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.

“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely. If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”

 

 

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The TIARA 2022 Talent Tech Star Awards are now open for entries, recognising the best solutions for the HR and Recruitment industry. 

TALiNT Partners have announced that entries to the 2022 TIARA Talent Tech Star Awards are now open.

Commenting on the upcoming awards, Alex Evens, Managing Director of TALiNT Partners said: “After two years of accelerated adoption, talent tech has demonstrated the vital role it plays in improving processes for employers, recruiters and talent solution providers – and enhancing the human element. The value of the global HR Tech market is predicted to grow from $24 billion in 2021 to $35.68 billion in 2028 as the industry adapts to a new talent marketplace – but who will lead the market and drive innovation?

“The TIARA Talent Tech Star Awards shine a spotlight on the best HR and Recruitment technology solutions for employers, recruiters, candidates and contractors. This campaign recognises excellence across a spectrum of awards through five lenses – employee excellence, client service, innovation, growth and purpose – to demonstrate why they are market leaders and how they will scale impact.”

Last year’s Tech Star Awards winners included Pixid, MyDigital, Paiger, Talos360, Arctic Shores, Eli Onboarding, Clear Review, Sonovate, Firefish, Mercury xRM, and Odro (see who won which award here).

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, AMS, and the HR Tech Partnership.

Ken Brotherston, CEO at TALiNT Partners also made comment: “The alumni of finalists and winners of the TIARA Talent Tech Star Awards represent challengers, disruptors and transformers across the spectrum of business growth, from high potential, early-stage start-ups to scaling SMEs. What they all have in common is great focus, execution, and ambition. They have validated game-changing innovation and excellent customer service with solid case studies and testimonials.

“This year we will once again celebrate the Talent Tech Stars who are championing innovation in different parts of the talent ecosystem and enabling employers and recruiters to adapt and transform. Our judges will look for good financial performance, well-executed innovation, customer service that’s a cut above, the best return on investment in people and profit with purpose.”

The 2022 TIARA Talent Tech Star Awards is supported by partners including Optima Corporate Finance, 3R, Deloitte and Marriott Harrison.

To find out more about this year’s award categories, judges and partners, as well as to enter, please visit https://talenttech.tiara.talint.co.uk/.

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Trials indicate increased productivity and employee wellbeing
Approximately 30 British companies will be taking part in a four-day work week trial has been launched in the UK as part of a global pilot organised by governments, think tanks, and the organisation ‘4 Day Week Global’. During the pilot, it’s said that employees will be offered 100% of their usual pay, for 80% of their time, yet maintaining 100% productivity. Studies have shown that the four-day week can boost productivity and employee wellbeing.
Harriet Calver, Senior Associate at Winckworth Sherwood, says that the four-day work week is not a new phenomenon. Many employees in the UK already work a four-day week, however, this is typically agreed on a case-by-case basis between employee and employer following a flexible working request. It tends to be accompanied by a corresponding reduction in pay, except in the case of “compressed hours” in which case the employee is simply squeezing the same number of hours into a shorter week.

BENEFITS FOR BUSINESS 

Gill Tanner, Senior Behavioural Scientist at CoachHub, believes that one of the key advantages is that employees would benefit from a better work/life balance and an extra day on the weekend would mean staff would have the opportunity to realise other ambitions outside of work and spend more meaningful time with family and friends, engage in more exercise or find a new hobby – all of which result in improved mental and physical health and higher levels of happiness. And this will result in less burnout and reduced levels of stress.

But in what ways could the reduced working week benefit employers? Improving employee happiness and well-being has many potential commercial benefits for employers such as increased performance and productivity, reduced absenteeism, recruitment and retention; and it could have a positive effect DE&I.

POTENTIAL DRAWBACKS

Gill Tanner believes that completing five days’ worth of work in just four days could be more stressful for some. Employees will need more focus and have much less time for lower productivity activities.  Additionally, some employers and businesses may find the four-day week detrimental to operations. For example, a decline in levels of customer support on days staff aren’t in the office. So, careful thought needs to be given to how this might be executed.

According to Harriet Calver, if an organisation is asking for 100% productivity from employees in consideration for a reduction in working hours, it is going to be critical to have the right support, technology and workplace culture in place to enable this.

Although the success of the four-day working week model relies on employees doing fewer hours, there is a danger that there may not be enough hours in those four days to complete the work. Therefore, working hours could creep up to previous levels if the workload is the same, resulting in longer and more stressful days for these employees.

In customer facing businesses, a potential pitfall of the four-day working week is not being able to properly service customers leading to poor customer satisfaction. For example, if an organisation shuts its office on the fifth day, when it was previously open, customers may complain they cannot access services when they want to, or previously could. Whilst this could be a potential issue for some organisations, it should be overcome fairly easily by most simply by keeping the business open for five days a week but staggering the days which employees do their four days so the entire week is still covered.

According to Gill Tanner, employers should consider the following before implementing a four-day week:

  1. What are your reasons for implementing a four-day week?
  2. Consult with employees and other stakeholders regarding a four-day week. What are their thoughts? How might it work?
  3. Provide clarity regarding what is expected in terms working hours, performance levels, days off, remuneration, ways of working etc.
  4. Ensure there is sufficient coverage to run the business as is required and to have continuity.
  5. Think about the situation from the customer/client perspective (and other stakeholders) and how they might be affected
  6. Consider the communication plan: who needs to be communicated to and by when?
  7. Reflect on your current company culture.  Is it one of trust and ownership, values that are key to this kind of working? If not, is it the right time to implement such a big transition?  Are there other steps you need to take first?
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A big headcount increase is planned for 2022

Arctic Shores, the psychometric assessment company, have announced that it has received £1.5m in venture debt funding from Silicon Valley Bank (SVB).

The raise is said to be used to support Arctic Shores’ aim of ‘changing the way the world sees potential’ in a time where 91% of employers are struggling to find talent amid the skills shortage. The investment will position Arctic Shores to enable employers see more in people that previous experience, with a platform that ‘is built to look beyond past experience, and uncover true potential at work.’

The funding will allow further growth and Arctic Shores is said to be increasing their headcount by a further 20 staff throughout the year.

Arctic Shores joins Wise, HelloFresh and GoCardless as the latest high-growth, tech-enabled organisations supported by SVB.

Robert Newry, CEO of Arctic Shores, commented: “The global skills shortage shows that it’s never been more vital to hire for potential. But, for employers, that requires one big step – scrapping the CV. It might feel like a tough ask. But unless we free ourselves from irrelevant and outdated experience, we’ll never unleash the vast potential of the untapped many, who have the quality but lack the experience. That’s why, with SVB’s support, we’re excited to show the world that it’s not only possible to see more in people, but, with our Talent Discovery Platform, simple and affordable too.”

Ben Tickler, Director of Venture & Growth at Silicon Valley Bank UK Branch, also made comment: “Arctic Shores is an exciting Manchester-based innovation company, and it has been great to be able to support them on their impressive journey of rapid growth. We look forward to a continued partnership with the team as they look to scale further.”

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The Group’s footprint has expanded in the UK, Europe and APAC regions

In a move to expand its international provision of its recruitment operating systems, The Access Group has announced the acquisition of Vincere, which is a global provider of technology to over 20,000 recruitment consultants around the globe. The acquisition is the latest addition to Access Recruitment’s unique service offering and has significantly expanded their international reach across the UK and Europe, as well as the APAC region.

The Access portfolio has been developed and grown over time, and includes a host of acquisitions of a number of players in the recruitment sector. These include Safe Computing, Microdec, Volcanic and First Choice Software. As a division of The Access Group, Access Recruitment, supports agencies from start-ups to scale-ups and large enterprises by providing them with their technology that incorporates the entire front to back-office ecosystem.

Paul Vogel, Managing Director of Access Recruitment commented: “Vincere has built an impressive business serving customers across the globe with their intuitive and pioneering recruitment software. We are excited to welcome Vincere to Access and we look forward to working collaboratively to deliver the best customer outcomes as we accelerate our vision to become the number one provider of recruitment technology in the world. The experienced talent and service capabilities within Vincere will certainly complement our existing wealth of recruitment experience in the Access team”.

Bernie Schiemer, Founder and CEO of Vincere made comment: “We have spoken openly about our ambitions for Vincere to become the clear leader globally in our space. To make that a reality and more than just hot air, we needed to partner with a heavyweight who shares our vision of providing a single operating system for the front, middle and back office of recruitment firms, on a global scale. Access Recruitment’s heritage in the temp space, plus their strength in key areas such as payroll and compliance, made them the natural choice and puts our current momentum on steroids.

“This acquisition puts the mighty Access machine behind us and turns Vincere into an unstoppable force. There are now no limits on how far we can take the platform and the experience we can provide to our customers. The entire Vincere team here is thrilled to join the Access Group.”

 

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App has placed 100,000 workers in nine months

Jobandtalent, a workforce marketplace that matches workers with temporary roles, has announced that it secured $500 million in equity investment from Kinnevik and SoftBank Vision Fund 2 to facilitate its expansion into the US. The move will significantly increase the size of its tech and sales teams over the next 24 months.

Jobandtalent’s app matches workers with temporary roles at companies in a range of sectors including logistics, e-commerce, warehousing, and manufacturing. As the marketplace grows, the AI learns and makes even more precise matches which means even more workers finding and staying in jobs and reducing a company’s attrition rate.

More than 1,300 companies, including DHL, FedEx, XPO, Ceva Logistics, eBay, IKEA, Kuehne & Nagel, JD Sports, Ocado, Sainsbury’s, Argos and GLS make use of the Jobandtalent.

Juan Urdiales, co-founder and CEO of Jobandtalent commented: “With temporary working increasingly becoming the norm, the opportunity to help workers find reliable, consistent jobs is growing by the day. The Jobandtalent platform has found the right roles at the right companies for more than 100,000 workers in the first nine months of 2021 alone, providing them with the benefits and security of full-time employment. We are excited to accelerate the expansion of our team and grow our presence in both new and existing markets – helping more workers find the jobs they want, and helping businesses fill the roles they need.”

Natalie Tydeman, Senior Investment Director at Kinnevik, said: “Jobandtalent’s workforce-as-a-service platform is disrupting the modern labour market and placing people back at the centre of employment. By offering a personalised service driven by data and proprietary technology, Jobandtalent is simplifying the experience of finding work for thousands of people and transforming it for the better. We’re proud to be working with Juan and the team to accelerate the growth of the business.”

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Only 42% of tech companies offer training and development

Female employees have gained ground in the workplace, however large skill gaps still exist when it comes to opportunities for professional development and career advancement. This, according to findings released by Skillsoft in its 2021 Women in Tech Report.

The report revealed a misalignment between the workplace benefits women in tech are seeking and what is currently being provided. For example, while 86% of respondents cited that opportunities for professional development and training as extremely or very important to them, a mere 42% said their employers currently offer this as a benefit. Additionally, when asked about the top challenges they have faced while pursuing a tech-related career, nearly a third of women surveyed (32%) pointed to a lack of training.

Potoula Chresomales, SVP, Product Management at Skillsoft commented: “Organisations around the globe are looking for ways to address their skills gaps, and in many cases, the answer lies within via their existing workforce. Women make up less than 40% of the global workforce, and for that number to increase, female employees must be empowered with continuous training, professional development, and career advancement, as well as equal pay. The time is now for organisations to tackle gender disparity head-on. By doing so, we can build more inclusive, equitable, and competitive businesses.”

Skillsoft’s 2021 Women in Tech Report highlights a few ways organisations can better empower female employees. Here they are:

Provide and encourage opportunities for certification

  • When asked how certifications have helped advance their careers, respondents reported gaining more responsibility (52%), earning higher salaries (34%), and receiving promotions (32%), among other benefits.
  • Despite business analysis and cybersecurity being identified as leading areas of interest, just 22 percent and 18 percent of respondents, respectively, hold corresponding certifications. 19 percent report holding no certifications at all.

Make an effort to reduce gender bias in STEM

  • 70 percent of women surveyed reported that men outnumber them in the workplace at ratios of two-to-one or greater.
  • The highest percentage of men in leadership roles have 15 to 20 years of experience versus 26 or more years for women.
  • To encourage more women to pursue tech-related careers, respondents said organisations should provide opportunities for professional development and training (55%), childcare (47%), career coaching, mentoring, and counselling (43%), and an equitable work culture (41%).

Alleviate the unique on-the-job challenges women face

  • More than a third of respondents list their biggest challenge as a lack of equity in pay. This is followed by balancing work and life (36%) and a lack of equity in opportunities (33%).

Ensure training is timely and topical

  • When selecting a training provider, women in tech seek scheduling capabilities (34%), relevant course availability (32%), and opportunities for hands-on practice (32%).
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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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