Category: Recruitment Agencies

Personality over professional and education, reveals survey

A new survey by small business lender iwoca has revealed the most sought-after skills that small business owners look for when hiring new employees and what impacts their hiring decisions.

With small business vacancies hitting record highs at 575,000 (a 72% increase from the same period last year), the survey revealed that more SME owners are looking for personal skills instead of professional ones when hiring.

The top five attributes were:

  • Honesty (44%)
  • Good personality (38%)
  • A skill set that matches the job description (37%)
  • Experience in a similar position (37%)
  • Good at verbal communication (34%)

According to the survey, the least important attribute was an undergraduate degree, with only 6% of small business owners believing that an undergraduate degree is important when recruiting.

When looking at the impact of recruitment on a business, 15% of small business owners believe that poor hires prevent future company growth and a further 11% agree that it leads to fewer sales.

Flexible working arrangements seem to be one way for new hires to meet their potential. Nearly half of the respondents who offer flexible working believed that these arrangements positively affected productivity. Only 7% said that it had a negative impact.

The survey results indicate that millennial business owners are more likely to offer flexible working arrangements, at 43%, compared to older generations, at 35%.

Seema Desai, Chief Operating Officer at iwoca, commented: “Small businesses employ over two thirds of the nation’s workforce. Some of the perceived barriers to applying for a job, such as having a degree, might not be as high as some job seekers think they are. Our research reveals the importance of strong personal skills when applying for roles, and the importance of hiring to the future growth of any business.”

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Businesses called on to look at maternity pay policies and working models

The 2022 Parental Leave Study, conducted by Fertility Family, has found that one in five women are delaying having children due to work. The new study also revealed that half of new mothers need flexible working hours compared to less than two in five fathers. The belief is that flexible working hours would combat the increasing cost of childcare.

The study demonstrated that mothers struggle to balance work and family life after maternity leave. Twenty-four percent agree that maternity leave should last longer. And

As inflation hits new highs of 6.2%, 27% of women believe that maternity pay should be higher. In comparison, 15% of men want higher paternity pay.

The survey of employees at 116 UK companies also found that only 11% of mothers are happy with the parental leave policies at their companies and their company’s support of new parents.

The study also revealed that 21% of women would appreciate longer paid paternity leave for fathers. Fifteen percent of men feel the same. When asked whether working from home was a policy that new parents would appreciate, 46% of men and 44% of women agreed that it would.

With flexible working hours (45%) and remote working (45%) being the most popular wishes from both males and females, companies are called on to embrace employee-focused working models and increased maternity and paternity pay rates.

Gill McAteer, Director of Employment Law at Citation, commented: “Those who feel supported by their employers, and are clear about what their entitlements are, will feel much more comfortable making plans to start a family. Employees who are unsure of their workplace’s policy can often feel disengaged and stressed, which may lead to them putting off plans to have children as they feel like they are not ready.”

“Parental leave policies should be clear on employee entitlements and be available to everyone, with the aim of creating a supportive working environment. For employers looking to enhance their policies, they may consider adopting a family-friendly approach, with flexible or hybrid working, which would be well received by many of those who have families or are planning to do so.”

Lucinda Quigley, Head of Working Parents at Talking Talent, says: “The pandemic has led many people to re-examine their careers, futures and the way they want to work. Any companies not offering the right support and company culture could find their high-talent individuals eschew them in favour of more forward-thinking firms – which will be disastrous for long-term company success.”

“Now is the time for bold and honest conversations. Businesses must be ready to listen and create real change, especially given that the pandemic has transformed people’s thinking about the companies they work for, whilst also shifting family priorities.”

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Identify fraud poses major security risks for businesses

The US government has reported that North Koreans are hiding their identities in order to get contract jobs in the global technology sector and subsequently warned that such workers pose major security risks to businesses.

The US Department of State, the US Department of the Treasury, and the Federal Bureau of Investigation issued the advisory for the international community, the private sector, and the public to warn of attempts by Democratic People’s Republic of Korea (DPRK, a.k.a. North Korea) IT workers to obtain employment while posing as non-North Korean nationals. It’s said that there are reputational risks and the potential for legal consequences, including sanctions designation under US and United Nations authorities, for individuals and entities engaged in or supporting DPRK IT worker-related activity and processing related financial transactions, the advisory stated.

The Government stated: “The DPRK dispatches thousands of highly skilled IT workers around the world to generate revenue that contributes to its weapons of mass destruction and ballistic missile programs, in violation of US and UN sanctions. These IT workers take advantage of existing demands for specific IT skills, such as software and mobile application development, to obtain freelance employment contracts from clients around the world, including in North America, Europe, and East Asia.”

In many cases, DPRK IT workers represent themselves as US-based and/or non-North Korean teleworkers. The workers may further obfuscate their identities and/or location by sub-contracting work to non-North Koreans. Although DPRK IT workers normally engage in IT work distinct from malicious cyber activity, they have used the privileged access gained as contractors to enable the DPRK’s malicious cyber intrusions. Additionally, there are likely instances where workers are subjected to forced labor.”

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More disabled people than non-disabled people research pay gaps before applying for jobs
According to the ONS’s disability pay gap report, the pay gap has widened since the 2014’s number of 11.7%. In 2019, the pay gap was 14.1% and shrunk slightly in 2021 to 13.8%.

UK careers site, Reed.co.uk’s research has also found that 66% of disabled people research gender pay gaps, whereas only 21% non-disabled people did the research. This is an indicator of how important pay parity is for minority groups. The study also revealed that one-in-ten surveyed respondents don’t think that any pay gaps exist in the UK.

Simon Wingate, Managing Director of Reed.co.uk, commented: “It is disappointing to see that the disability pay gap has widened since 2014. This widening discrepancy between disabled and non-disabled workers is especially concerning given that the rising cost-of-living crisis is putting pressure on people across all of society.”

“It’s also concerning for employers facing challenges of their own in terms of recruitment amid widespread labour shortages. Tackling the disability pay gap will be crucial to widening the talent pool, as our own research highlights how important pay parity is to minority groups. Two-thirds (66%) of disabled people state they research a company’s gender pay gap before applying for a job, compared to 21% of people without a disability. This sentiment, in conjunction with the newly released ONS report, demonstrates the attention and work that still needs to be implemented to ensure employers close their disability pay gap.”

“As a Disability Confident employer, Reed.co.uk recognises how important it is to support employees who disclose that they have a disability and will always seek to make reasonable adjustments for prospective candidates. Every individual’s needs will inevitably vary, and it’s important that employers understand this and make appropriate adjustments to support suitable candidates who have applied for a job with them. A fundamental way to attract prospective disabled workers is by being clear in job adverts that the organisation is an inclusive employer who values diversity and is willing to make reasonable adjustments to support candidates through the recruitment process and beyond. It is also helpful to be fully transparent about pay, flexibility, and benefits on job adverts as this will help employers attract a more diverse range of applicants to their role, and ultimately their business.”

As previously reported in TALiNT International, flexible working could create jobs for more than a million disabled candidates. Employers should be creating equal opportunities for every candidate in the workplace and not only promote equal pay, but also offer flexibility as a matter of course.

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24 Recruitment firms join global recruitment network

Global recruitment network NPAworldwide has announced that 24 new recruitment firms have been enrolled in their network. The new member firms are from the USA, Mexico, Australia, Indonesia, India and the United Kingdom.

NPAworldwide’s network currently includes over 550 recruitment companies across almost 50 countries. Membership is offered to selected recruitment firms which meet the networks enrolment criteria.

The new members are:

Dave Nerz, president of NPAworldwide, said: “Congratulations to each of these recruitment firms. By joining our network, these firms are invested as owners.”

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Rapid growth in demand and shortage of talent creates tricky situation

Industry specialists continue to warn of challenges in finding the right candidates in the current buoyant software recruitment market.

The rapid upturn in demand and a talent shortage is creating a difficult situation for businesses that wish to expand. Specialists warn that companies need to invest sufficient time, money, and expertise in the employment process if they wish to succeed.

Experts say that one of the reasons for the current challenging situation is an increasing number of recruiters in the technology industry, resulting in candidates receiving significantly more cold approaches than before.

Additionally, remote recruiting has sped up recruitment procedures, even though companies have added layers and touchpoints to ensure that they’re hiring the right talent.

Tristan Heywood, Divisional Director at Oakstone International, commented: “I’m 21 years at Oakstone and I can’t remember a time when we have been busier. Literally every tech company is hiring at scale, which is not only driving salaries up, but also challenging candidates to make the right decision – and that situation is unlikely to change in the near future.”

“There are simply not enough qualified/experienced resources to deliver against the demand across every function – whether that’s technical, marketing, consulting or sales – the average candidate is overwhelmed with offers and for many, the primary metric for measuring an opportunity is on the salary rather than a holistic focus on earnings, culture and genuine career prospects.”

“Software is now driving everything – new banks are essentially technology platforms – and traditional industries are being fully automated by tech and therefore the demand for staff is constant and is only getting bigger and greater and more difficult.

“Companies will also have to think about how to sell their brand to attract the right people. Packaging your opportunity based on earning scope, leadership, personal development and culture will be critical. Otherwise you are in a straight salary shoot-out and if you don’t sell a vision then the risk is that highest payer will win”

Dan Hammond-Smith, Divisional Director at Oakstone International, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted.

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed.”

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape.

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even more competitive in the market to succeed.”

All indications are that UK businesses need to continue adjusting and extending sufficient resources in the recruitment process to thrive in the current challenging business climate.

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2022 to be another record-breaking year
According to research from the Association of Professional Staffing Companies (APSCo), vacancies across Wales continue to rise. Vacancy levels in 2022 are set to be 196% higher than the three-year average for 2018 – 2020.

Business intelligence specialist Vacancysoft provided the data, which shows that new jobs were up 88.2% in January this year, compared to the same month last year, marking a new milestone for recruitment levels across the country.

A further finding was that real estate saw the greatest increase in recruitment across all sectors. Jobs in this sector increased by 184% year-on-year, likely due to the unprecedented interest in the Welsh housing market.

The research also showed that IT experts were in highest demand throughout Wales. Throughout the pandemic, recruiting for IT specialists was steady and accounted for 16.3% of all new vacancies across the country in 2021. Jobs in the engineering sector saw the greatest increase, with recruitment up 275.9% year-on-year.

These reported figures are in keeping with trends across the UK which continue to show record-breaking vacancy numbers online. With evident skills shortages across the country, the turbulent, candidate-driven market shows no signs of abating.

Ann Swain, CEO of APSCo, commented: “Despite Omicron threatening the UK’s economic recovery, Wales began 2022 with record-breaking recruitment levels, however, while the professional sectors are currently holding up well, skills shortages are evident across almost every specialism. The data suggests that recruitment demand will only continue to grow across Wales for the rest of this year and with experts such as IT professionals in high demand, but short supply, businesses will find sourcing the best talent becomes increasingly difficult.”

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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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Businesses must hire carefully to find suitable candidates in today’s fast-paced market.

According to global software and fintech executive recruitment consultancy Oakstone International, businesses face a perfect storm due to massive growth and a shortage of suitable candidates.  

With most industries becoming automated by tech, the demand for staff is constantly growing. As a result, many new recruitment companies have appeared in recent years. In addition, remote recruiting, primarily due to the pandemic, has sped up recruitment procedures.  

The recruitment market is increasingly competitive, and potential candidates are getting many more job offers than they were just three years ago. Decisions are typically being based on immediate financial motivation instead of career prospects.  

Companies are encouraged to invest enough time, money and expertise to attract the right people. If different employers offer potential employees roughly the same money, the candidates will make decisions based on leadership quality, market position and working conditions. 

Tristan Heywood, divisional director at Oakstone, comments: “I’ve been in this business for more than 21 years and I can’t remember a time when I was busier. What is very clear is that everyone is hiring, which is not only driving salaries up, but leading to candidates to make poor choices – and that situation is unlikely to change in the near future. 

“The single biggest challenge is that with not enough people for the volume of roles across every function – technically geared, engineering-related and sales – candidates get many more offers and typically will make decisions based on instant financial motivations rather than career prospects. 

“Some recruiters just throw CVs at businesses in their haste to conclude a deal, but we consider that akin to ‘people trading’ and we don’t cut corners. We invest time in finding the right person for each role – putting the wrong candidate up for interview not only damages our reputation but slows or stops the process.” 

Oakstone International divisional director Dan Hammond-Smith, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted. 

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed. 

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape. 

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even competitive in the market to succeed.” 

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RocketPower’s reported revenue stands at $28 million

Kelly® has announced its acquisition of RocketPower, a provider of Recruitment Process Outsourcing (RPO) and other outsourced talent solutions. RocketPower’s customers include rapidly scaling U.S. tech companies that are known for disrupting industries and changing the world. With headquarters in Silicon Valley, California, RocketPower will continue to operate under its own brand with its current leadership team and staff as part of KellyOCG, the outsourcing and consulting business of Kelly. Terms of the acquisition have not disclosed at the time of going to press.

RocketPower reported revenue of $28 million with year-over-year growth despite the pandemic. Its growth reflects the increased demand for leading RPO providers to help organizations augment and rebuild their talent acquisition capabilities and full-time workforce as they navigate the rapidly changing talent acquisition landscape.

Tammy Browning, president of KellyOCG commented: “The pandemic coupled with fluctuating talent acquisition trends are driving tremendous growth in the RPO market now more than ever. This acquisition significantly expands KellyOCG’s RPO solution and delivery offering across the globe and enhances our specialty RPO strategy and expertise and provides us with another entry point into the high-tech industry. We’re thrilled about the possibilities that will come from this partnership with RocketPower and elevating our position to become one of the top RPO providers in the market.”

Mathew Caldwell, founder and chief executive officer of RocketPower also made comment: “RocketPower is excited to join the Kelly team and take the next step to build upon our solid foundation for growth. Together, RocketPower and Kelly will be a force to reckon with in the RPO market. Kelly’s long-standing commitment to leadership in the RPO industry, its aggressive growth strategy, ongoing tech investments, and its deep expertise – combined with RocketPower’s unique delivery model and strong talent acquisition experience – will empower our collective team to unlock tremendous growth opportunities and continue delivering considerable value to our clients and to our team.”

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