Category: news

85% are more likely to apply for jobs that disclose that information

According to a survey by ResumeBuilder.com, a majority of workers would demand to know the salary ranges for their jobs, with 88% saying they would demand to know the salary range if allowed under new salary transparency laws being enacted in some states.

The survey also found that 85% of workers said they are more likely to apply to job ads that list salary ranges. However, workers were split when it comes to what companies should be allowed when listing salary ranges. More than half, 58%, said companies should be able to list any salary range, no matter how wide, while 42% said salary ranges should have limits.

Stacie Haller, Career Counselor and Executive Recruiter at ResumeBuilder.com commented: “While applicants tend to favor companies that provide salary ranges in their job descriptions, displaying a very wide salary range does not help anyone. Companies that provide realistic and reasonable salary ranges can build trust with potential employees and attract more qualified candidates.”

Overall, 92% percent of American workers support salary transparency laws, according to the survey. Of supporters, 61% believe these laws will improve wage gaps, 58% believe they will make it easier for job applicants and 47% say they will boost transparency. However, 63% of respondents fear it will be problematic to know how much money their co-workers make.

The survey included 1,200 workers and was conducted online on Nov. 2.

 

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Year over year, job openings are down 6.9%.

According to seasonally adjusted data released by the US Bureau of Labor Statistics, the number of US job openings fell 3.3% in October to 10.3 million. Year over year, job openings are down 6.9%.

However, Reuters noted that job openings remained significantly high in October, which points to continued labor market resilience despite the Federal Reserve’s efforts to cool demand by aggressively raising interest rates and were in line with economists’ expectations.

Hires were down 1.4% in October from September and fell 6.9% year over year. The number of separations, which includes quits, layoffs and discharges, rose 0.3% month over month.

Quits, which are included in separations and are voluntarily initiated by employees, fell by a scant 0.8% in October compared to September. Layoffs and discharges, which come under involuntary separations, rose 4.4% in October from September.

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Mexican labor reform decreases agency work volume of business by 80%

The regulatory outlook for the staffing industry remains negative for the next six months in 13 countries, according to the World Employment Confederation’s recently released Staffing Executive Regulatory Outlook report. The impact changes in regulation are expected to be neutral in seven countries and positive in four.

Overall, the staffing industry anticipates regulatory changes to have a positive impact in the Netherlands, Spain, UK and Italy.

The report noted following the Mexican labor reform implemented in September 2021, agency work is no longer allowed in Mexico, decreasing the volume of business by 80% compared to the situation before the reform. However, agency work can continue operating in “specialized services” falling outside the core activity of the user company.

In Europe, the expected negative regulatory changes include:

  • A new regulation on the maximum length of an assignment in Sweden.
  • A new regulation on statutory sick pay and pensions in Ireland.
  • Discussions and possible regulation on the overall protection of agency workers covered by collective labor agreements in Germany, linked to the EU Court of Justice proceeding.
  • Discussions on the use of agency work in the healthcare sector in both Denmark and France.
  • A new law entering into force in Norway on maximum length of assignment and a regional ban in the construction sector.

The biannual poll includes responses from executives of 24 different national staffing federations. It was conducted in October.

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81% are hosting a Christmas party this year

A recent study by Just Eat for Business has revealed that 1 in 3 businesses will not be providing staff with an end of year bonus this year. 

The Corporate Christmas Rewards Study asked key decision makers, such as CEOs and business managers at companies across the UK how they will be rewarding staff during the festive period. 

The findings show that the majority of businesses base the decision on whether or not to give staff a monetary-based Christmas bonus is based on meeting sales targets (31%), company profit (30%) and whether or not employees have met their personal goals (29%). 

However, the majority of businesses (81%) are choosing to give back to staff by hosting a Christmas party this year. Almost half (48%) said that this year’s Christmas party event will be bigger and better when compared to such events that took place pre-pandemic.

The study also found that 7% of UK-based businesses have decided not to host a Christmas party of any kind this year, and the remaining 12% have not yet decided if they will do so or not. 

For organisations that have chosen not to host a party, main reasons include; budget issues (57%), a lack of organisation (14%), as well as having a remote workforce (14%). 

When it comes to additional festive incentives and activities, other ways in which employers are planning to give back to staff this year include organising a secret santa (34%), funding a Christmas lunch (34%) and providing corporate gifts (27%).

The survey also shows that 1 in 5 businesses (20%) will be providing office catering as an end-of-year incentive, yet 41% of key decision makers at businesses admit they could be doing more to incentive staff all year round. 

Rosie Hyam, People Partner, at Just Eat for Business commented: “Rewarding employees is key to a good working atmosphere and ensuring that staff members feel appreciated. Giving back can also have a huge impact on staff morale and retention, especially going into the new year. 

“As many businesses have a higher number of remote workers than ever before, it’s now even more vital that businesses are doing all they can to try and make staff members feel appreciated. 

“Yet this can be easier said than done, especially considering that many businesses state the main reason for not incentivising staff this year is due to budget issues.

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49% of contractor work coming from clients outside of the UK

New research by Cool Company, the digital payroll solution for contractors, has revealed the overall outlook for the contractor workforce sector is positive, despite the UK heading into a recession. The research found that just over three-fifths (61%) of contractors are feeling positive about contracting as a whole, with many working with overseas clients hoping to avoid the UK’s economic contraction.

The data revealed that contractors are looking beyond the UK to shore up client worries with an average of 49% of contractor work coming from clients outside of the UK in the last 12 months. 42% of contractors surveyed said that just more than half (51%) or more of their work currently comes from non-UK clients, while 55% of contractors expect that figure to increase in 2023.

Despite the confusion of IR35 reforms and then potential Off-Payroll legislation repeal, most contractors are now feeling more positive about the industry at home. Almost two-thirds (64%) of contractors surveyed believe that all clients will increase their use of contractors over the next 12 months and more than a quarter (26%) of contractors use recruitment agencies to source new clients.

Kris Simpson, Country Manager UK at Cool Company, commented: ‘2022 has been difficult for most people, with considerable economic and political uncertainty and coming on the back of last year’s IR35 reforms, it could potentially have caused significant difficulties for contractors.

‘The fact that contractors have found new ways of working, using umbrella companies and recruiters to connect with both British and overseas clients, testifies to the versatility of our contract workforce. So, although the UK’s economic outlook may be grim, I think there is some justification for the positivity currently found amongst contractors.’

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Marketing and sales ads most likely to hide salary info

A recent study has revealed that more than a third of job ads (35%) do not disclose the salary on offer. Phrases such as “competitive salary” or “depending on experience are common.

Salary is key in helping a candidate decide whether to apply for or take a job. Despite this, an analysis of over 6,000 job listings across roles in Finance, Sales, HR, IT, Marketing, and Operations found that 2,130 ads had hidden salary info.

The study by HR and leadership publication People Managing People showed that ads for marketing roles are least likely to disclose salaries (41%), followed by sales and operations roles (35%). Ads for IT roles were more transparent, at 27%, as were ads for HR professional roles, at 29%, failing to disclose salary details.

In terms of roles, the highest rates of salary non-disclosure were found in job ads for senior and C-suite positions:

  • Chief Technology Officer (81%)
  • Chief Marketing Officer (71%)
  • Sales Director (59%)
  • Operations Director (58%)

The research also found that job ads in the UK were 57% more likely to have undisclosed salaries for roles than in the U.S. Interestingly, IT roles in the UK were more likely to have salary information than in the U.S. Of the roles studied, 66% had no salary disclosed, followed by finance roles (61%) and operations (56%).

Why are salaries hidden? According to Finn Bartram, Editor at People Managing People, it offers businesses more negotiating power to agree on a salary in the later stages of the recruitment process once they understand the candidate’s expectations and circumstances.

Hidden salaries also provide a competitive advantage in that they stop other similar businesses from knowing how much they are offering for a role and outbidding them to attract talent.

Employers also say that publicising salary information causes resentment and results in demands for pay rises from their existing workforce if their salary doesn’t fairly compare to what is offered to recruits.

It may also create resentment when candidates accept a job offer if they know they have been given a salary at the lower end of the advertised pay scale.

The hidden salary approach comes at a risk. In the current job market, which is skewed in the candidate’s favour, vacancies are taking longer to fill, and gaps are widening. This means employers are at risk of missing out on talent or narrowing the type of applications they receive.

Research has shown that the pay gap – for women and minorities – stems from the ‘ask gap’ – the difference in what different groups expect when it comes to salary and how likely they are to get a raise if they ask for one. According to a recent YouGov survey, of the 40% of adults who asked for a pay rise, just over a quarter secured one.

Pay transparency goes a long way to building trust within a workforce, meaning lower turnover rates and greater performance gains. Societal pressures are growing to build transparency, promote truth, and close inequalities, so organisations opting for hidden salaries may need to rethink their strategies.

Christine Brotherston, HR and Operations Director at TALiNT Partners commented: “We know candidates are more likely to apply for jobs where an indicative salary is given. Employers need to make compensation discussions part of the hiring process from the start to be clear about the candidates circumstances and to communicate what criteria will inform their final offer. Hiring managers need to be upfront with existing employees and be prepared to discuss and justify. Existing employees will usually understand there will be a difference, too wide a gap though will always need to be looked at, otherwise there will just be another vacancy to fill soon.

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The company offers an alternative approach to the mainstream recruitment process

Celebrations abound in the Aberdeenshire recruitment agency, Grace May People, this week after being awarded ‘Best UK-wide IT and digital recruitment services at the 2022 Scottish Enterprise Awards

The company offers an alternative approach to the mainstream recruitment process by providing bespoke technology and executive services across a variety of roles in the tech space.

The awards are sponsored by the digital business magazine SME News and serve to recognise individuals and firms across Scotland for their innovation, excellence, and dedication to providing outstanding customer service.

Sasha Jaypalan, Company Founder and Director of Grace May People, said: “We’re delighted to have received this award. It’s a huge testament to the hard work and commitment of our small team. Recommendations from clients and candidates play a critical role in the growth of our company and since setting up in 2015, we’ve become the trusted recruitment partner for a number of major companies and achieved a 5-star rating with over 70 Google reviews from candidates. This is fantastic recognition of our efforts.”

Holly Blackwood, Awards Coordinator for Scottish Enterprise Awards commented: “Scotland is full of successful and innovative enterprises, and these awards help to highlight the diverse range of small and medium-sized businesses that continually demonstrate innovation and excellence in their chosen sector. Our team rewards individuals and firms based on customer excellence in their chosen industry, the standard of their products and their commitment to service – and Grace May’s testimonials and their distinctive approach really shone out as exemplary. Congratulations to their team!”

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Occupations with widest gender pay gaps revealed

Two-thirds (65%) of female-dominated professions (where over 60% of workers are women) have gender pay gaps in favour of men. This is according to a new report from HR systems provider Ciphr. The report went on to reveal that only 2% have no reported pay gaps, while a third have gender pay gaps in favour of women.

Popular career choices – in that they have the largest numbers of workers -are the most likely to have pay disparities. The report showed that in the UK, gender pay gaps in favour of men exist in:

  • 72% of female-dominated occupations employing over 100,000 people
  • 82 % of female-dominated occupations employing over 330,000 people

The occupations with the largest gender pay gaps and workforces of over 100,000 include:

  • functional managers and directors with an average pay gap of 21.3%
  • legal associate professionals with an average pay gap of 16.8%.
  • office managers with an average pay gap of 12.5%
  • local government administrative occupations with an average pay gap of 12.1%
  • other administrative occupations (including numerous administrative and clerical roles) have an average pay gap of 8.9%

The report went on to reveal that approximately two-thirds of the UK’s human resource managers and directors, bookkeepers, payroll managers, wages clerks, and records clerks and assistants are women. However, all these job roles have a gender pay gap of nearly 7% in favour of men.

Further insights showed that 89 – 90% of receptionists and teaching assistants in the UK are women, and both of these careers have a gender pay gap of 5.1% in favour of men.

Other female-dominated occupations with pay gaps over 5% (and workforces of less than 100,000) include:

  • PR professionals
  • cleaning and housekeeping managers and supervisors
  • bank and post office clerks
  • specialist nurses
  • project support officers

According to Ciphr’s report, the top 10 most popular female-dominated jobs in the UK (and their gender pay gaps), ranked by the number of people employed, are:

  • Other nursing professionals – including nurses: 814,000 employees (0.2% gender pay gap)
  • Sales and retail assistants: 737,400 employees (2.8%)
  • Care workers and home carers: 731,100 employees (-1.0%)
  • Other administrative occupations – including admin and clerical assistants: 576,500 employees (8.9%)
  • Kitchen and catering assistants: 443,000 employees (-1.1%)
  • Nursing auxiliaries and assistants: 438,600 employees (1.4%)
  • Bookkeepers, payroll managers, and wages clerks: 401,100 employees (6.5%)
  • Primary education teaching professionals: 368,500 employees (0.6%)
  • Teaching assistants: 349,100 employees (5.1%)
  • Secondary education teaching professionals: 347,900 (2.3%)

Occupations with more balanced workforces, such as leisure, travel, and related personal service occupations, also have significant pay gaps (11%). This is the fifth biggest pay gap in the UK.

Six out of seven female-dominated occupational groups have pay gaps of over 2% in favour of men. The only exception is secretarial and related occupations at -6.6%.

It is important to note that 2.4 million employees in the UK – 600,000 of which are men – work in female-dominated occupations where a negative gender pay gap of -1% or more exists. These roles include care workers, waiting staff, financial administrative occupations, community nurses, midwives, PAs, medical secretaries, and special needs education teaching professionals.

The female-dominated occupations with the narrowest pay gaps (between 0.9% and -0.9%) include primary school teachers, nurses, welfare and housing associate professionals, and HR officers.

The only female-dominated jobs with no reported pay gap for 2022 are retail cashiers and checkout operators.

Claire Williams, Chief People Officer at Ciphr commented: “The latest gender pay gap reports are disappointing, to say the least, especially given the ever-increasing spotlight on inclusive policies and initiatives and pressure for employers to close the gap.

 “Far more needs to be done, and quickly, to hold employers accountable. More robust gender pay gap reporting, an overhaul of the childcare support available to working parents, making flexible working the norm, and an introduction of measures to minimise the disproportionate impact of the cost-of-living crisis on women in particular. And, of course, better representation of women and ethnic minorities at all levels, in all roles, is vital to driving change in an organisation. It’s also the best way of attracting and retaining the best employees.”

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4% of companies surveyed publish up-to-date diversity data

The UK’s top companies may be failing to attract job seekers as they do not provide enough information about diversity and inclusion, finds a new survey. 

New research by digital communications agency Comprend, which ranks the UK’s top 200 companies through their corporate websites, found that while most UK companies talked about how diverse they were, only 4% published up to date diversity data. This is despite 80% of job seekers saying that this data was of vital importance when looking for a new role. 

Although companies talked about their approach to diversity (71%), this was not backed up with concrete data. The survey also found that UK companies were failing to present themselves as attractive employers through not supplying adequate information about career progression (20%) or flexible working (15%). 

Now in its 25th year, Webranking, by leading London and Stockholm based corporate communications agency, Comprend, is the largest, survey of corporate websites and the only survey based on stakeholder expectations. The annual survey asks over 500 investors, journalists and jobseekers about their expectations when it comes to a company’s corporate website, via three surveys. The UK companies are measured against a set of criteria, based on these stakeholder expectations and then given an overall score.  

Overall, the survey found that UK companies don’t present enough information on their Careers pages, receiving an average score that is four percentage points below the European average score.  

Comprend found that although UK companies are generally good at providing their approach to diversity (71%), few companies supported the diversity approach with diversity data (just 4%), even though 80% of respondents in the Careers survey thought that this was important. According to the results, UK companies also missed vital information about how their employees’ careers could progress while working at their companies. Only 20% of the ranked companies offer information about this, even though it is something that we see gaining increased importance in the yearly Careers Survey. Only 15% of the companies provide their approach to flexible working, even though this is sought after information among jobseekers. 

Helena Wennergren, Head of Research at Comprend, said: “Our annual Webranking survey is the only survey of corporate websites based on stakeholder expectation. This year, we’ve found that despite outlining their approach to diversity, UK companies are not providing the data behind this. We know that jobseekers are more drawn to companies that show they have more diverse workforces. Stakeholders just don’t settle for vague statements – they want to see the whole picture to understand and to trust a company.” 
 

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New look shifts focus to frontline workforces

South African fintech company, SmartWage, known for pioneering the ‘on-demand pay’ model in South Africa has rebranded. The new brand aims to re-establish the company’s commitment to making HR and Payroll easier for companies with deskless employees.

Now called Jem, the organisation helps employees take advances without getting into a payday debt cycle. This comes off the back of accelerated company growth, an evolving product line and a renewal of their ambitious vision.

Simon Ellis, Co-Founder and CEO of Jem said: “We gave ourselves the literal name ‘SmartWage’ when our core focus was on our on-demand pay product, but after listening closely to our customers for the past two years, we realised that there was a need for so many other HR and Payroll products that satisfied the unique needs of companies with frontline employees. So we built those products – like our Payslips system which lets you send payslips to employees over WhatsApp. Our product range and ambitions outgrew the SmartWage brand. We needed a name that could reflect both who we are today and our long term vision.”

About Jem

Jem was founded in May 2020 by Simon Ellis and Caroline van der Merve. They started out offering financial wellness products to employers, including on-demand pay and financial education, and now give employers the ability to do much more. Over the past 12 months, Jem has cemented its status as the market leader for HR and Payroll Systems for companies with deskless employees. It has grown exponentially, with an eight-times increase in its user base and companies like KFC, Edgars, Defy Appliances, Mukuru, and Twizza are using their systems. This growth is a clear indicator that companies of all sizes with deskless employees are starting to acknowledge that enterprise software built for office-based employees does not suit the needs of their deskless workforces.

Caro van der Merwe, Co-Founder and COO commented: “In the world of HR, most processes are still done manually. Existing software like SAGE, Workday and Oracle are missing the ‘last mile’ of HR: connecting with deskless and distributed workers. What we see is that day-to-day, most large companies that employ deskless workforces haven’t found a way to digitally communicate with their employees, so despite plenty of HR & Payroll software, much of their processes remain paper-based. If we can save employers time and money through digitisation, helping them communicate clearly, efficiently and dynamically with their employees we can add real value to their operations.”

The numbers tell the same story. 90% of deskless employees don’t have or don’t use email, but 97% of formally employed people in South Africa use WhatsApp. In a country where the majority of people have less than five apps on their phone, it makes sense to leverage an existing distribution channel to help employers automate many of their HR processes. This is the fundamental reason why Jem uses WhatsApp to send payslips, process leave requests, manage salary advances and communicate with frontline employees.

Simon explained the origin of the name: “Since announcing the rebrand the most common question has actually been around our name. The oldest form of long-distance communication is through drums. They were used for centuries to connect people in faraway communities. The most well-known ‘talking drum’ of them all is the Djembe. Our name comes from the middle of that word. Connecting the office with its faraway, deskless employees is at the heart of what we do, and our new name is a constant reminder of our purpose.”

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