Category: Talent Solutions

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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Reskilling workforce key to plugging skills shortage hole

The newest McKinsey Global Survey on reskilling has highlighted the urgency needed to address massive skills gaps across all industries. The accelerated move towards digitization and remote work has placed new demands on employees who now require different skills to support significant changes to the way they work and to the business priorities their companies are setting.

Most of the survey respondents said that skill building (more than hiring, contracting, or redeploying employees) is the best way to close skills gaps and that they have accelerated their efforts to reskill or upskill employees since the start of the pandemic. The results also pointed towards a shift in the most important skills to develop, which leaned towards being social and emotional in nature, for example, empathy, leadership, and adaptability.

The survey suggested that the need to address skill gaps is imperative with most respondents (58%) saying that closing skill gaps in their companies’ workforces has become a higher priority since the pandemic began. And of five key actions to close these gaps – hiring, contracting, redeploying, releasing, and building skills within the current workforce – skill building is more prevalent now than it was in the months preceding the pandemic. Sixty-nine percent of respondents said that their organizations do more skill building now than they did before the COVID-19 crisis.

The redeploying of talent to new roles often requires some degree of skill building and has become more commonplace over the past year with 46% of respondents reporting an increase in redeploying talent within their organizations.

Additionally, the results of the survey suggested that this commitment to skill building represents more than a one-time investment. More than half of respondents said that their companies plan to increase their spending on learning and skill building over the next year, compared with their investments since the end of 2019.

 

 

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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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As we come out of the pandemic, the economy has bounced back faster and stronger than anyone imagined and the number of jobs available are at record levels.

In general, it is always wise to treat dramatic headlines or simple phrases with a large pinch of salt. My rule of thumb is this: does the person promoting the headline have an interest in it being true? If so, approach with caution.

Likewise, any survey that takes ‘intent’ and translates it into ‘certainty’ should also be handled with care. For example, a statement that ‘60% ofcandidates intend to change jobs in the next six months’ does not mean that is what’s going to happen. For the last 10 years I have fully intended to lose 10kg and do a triathlon and yet both are but still unachieved!

Which brings me to the ‘great resignation’. Despite the ubiquity of the phrase, it’s been surprisingly hard to find compelling evidence to support that it’s actually happening.

Let’s look at the evidence in favour. As we come out of the pandemic, the economy has bounced back faster and stronger than anyone imagined and the number of jobs available are at record levels. It is also a fair assumption that there is an element of catch up from candidates who have wanted to change jobs since last year but were nervous about doing so. Another factor is that September is historically an active month for jobs changes.

It is also increasingly understood that employers who refuse to consider more flexible working patterns or who appeared indifferent to the challenges of their employees during the pandemic may suffer some sort of backlash. But the ‘great resignation?’ I’m not so sure.

Let’s consider the other side of the argument. Many industries are still very challenged with employees terrified, not just about changing jobs in their sector, but about losing the one they have. There are still around one million workers about to come off furlough which will have some impact on re-dressing the imbalance in the labour market.

And if we are to talk about the ‘great resignation’, we must also look to its equal and opposite force ‘the great retention.’ The vast majority of HR and TA people can not only read, but they can count and think and figure out that something needs to be done. Whether that’s increasing salaries (around20% should do it) creating more flexible working patterns even for employees who are still required to be on site for 100% of their jobs, looking at innovative learning and development initiatives and so on and so on, they know they need to respond, and they are.

So yes, we do have a truly unique labour market right now, and no, the mismatch between supply and demand won’t last forever. In the meantime there will be a higher degree of market movement than usual but ‘the great resignation?’ I don’t think so.

Whilst the pandemic has changed many things, it hasn’t changed the fact that the best employers attract and retain the best talent but that doesn’t make much of a headline.

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42% of companies allow buying and selling holidays
According to Gallagher’s 2021 Benefits Strategy Benchmarking Survey report, companies are changing benefit policies to align with post-pandemic priorities in a bid to attract and retain talent in a very competitive market.

More than 230 UK organisations responded to the survey, and almost half (46%) plan to change their current benefits offerings with 71% planning to enhance them.

 

“The pandemic has prompted a mass shift in working habits and companies are beginning to reflect this accordingly when it comes to their benefits strategy,” said Nick Burns, CEO of Gallagher’s Employee Benefits Consulting Division in the U.K. “As the survey reveals, areas such as health and wellbeing and ensuring a family-friendly approach to benefits are increasingly viewed as central to the employee experience.”

Key trends found in the report include:

Employee health and wellbeing

Health and wellbeing continue to be a major focus as a resilient workforce will be more agile when adapting to change. That said, one-third of organisations added new benefits in this space.

  • Three quarters of organisations (76%) reported offering an Employee Assistance Programme (EAP).
  • There has been an increase in fitness-related benefits such as a discounted gym memberships (69%) in order to accommodate the different ways people have been exercising during the pandemic.
  • Annual leave has become more important to support employees’ mental wellbeing.
  • Holiday or annual leave is a statutory benefit in the UK (minimum of 20 days plus eight bank holidays for a full-time employee) and just over half of organisations (51%) have applied the same holiday entitlement to all employees.
  • The ability to buy or sell holidays (36%) is up slightly compared to last year.
  • Of those who offer flexibility, around 42% allow both buying and selling of holidays.
  • It is most common by far to allow five days to be bought or sold where trading is offered, although a few organisations allow 10 days. The highest cited response was 15 days.
  • In addition, organisations are offering different kinds of leave packages outside of family leave, including: bereavement/compassionate leave (93%), study leave (58%), volunteering leave (36%), carers’ leave (22%) day off on birthday (10%).

Equalisation and fairness of benefits

Organisations are endeavouring to provide more family-friendly benefits.

  • Accordingly, maternity and paternity pay has improved – with 88% increasing enhance pay compared to 62% two years ago.
  • Forty-one per cent of respondents offer shared paternal leave on the same basis as maternity, with paid paternity leave increasingly becoming the norm.
  • The extended duration of leave has also risen among 32% of respondent organisations, compared to just 17 per cent two years ago.
  • The adoption policy matches the maternity policy for the majority of organisations (88%).
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Talent solutions industry supports economic recovery 

The winners of the 2021 TIARA Talent Solutions Awards Europe were revealed in a glittering live ceremony attended by over 250 senior leaders of Europe’s leading Talent Solutions, RPO and MSP companies. 

The Awards evening also saw the presentation of a very special award – the first TIARA Talent Solutions Europe Lifetime Achievement Award, which recognises a leader who has made a long-term and significant contribution to the industry. This was presented to Rosaleen Blair CBE, Chair of AMS. “It is hard to understate Rosaleen’s contribution to the sector. From AMS’s relatively modest beginnings in 1996 to a global leader with over 4,500 employees, operating in 100 countries, Rosaleen has been at the helm” said Ken Brotherston, Managing Director of TALiNT Partners. 

Following the presentation of the Lifetime Achievement Award, 11 winners were crowned, with seven highly commended finalists, which highlights the high standard of the entries this year. 

“In only our second year, our Talent Solutions Awards Europe have established themselves as the pre-eminent recognition campaign in the sector and are a perfect platform to showcase the best work the sector has to offer. All of the finalists shortlisted for the TIARA Talent Solutions Awards Europe are an inspiration to the talent solutions sector, from nimble, fast moving new scale ups looking to re-imagine what is possible, to the world’s largest and most successful players delivering game changing work for their clients and a range of mid-market operators with a clear focus and high levels of agility. They all showed why they are so important in helping their clients find and keep the people they need” commented Ken Brotherston, Managing Director of TALiNT Partners. 

“The quality of entries across each category was very high, with the winners’ entries being nothing less than outstanding. This makes a TIARA Talent Solutions Award a powerful and prestigious endorsement.”  

The judging process for the Awards was designed around the varied and complex demands of employers based on key performance metrics, case studies and testimonials. The 2021 judging panel brought together some of the leading practitioners in talent acquisition from organizations such as Balfour Beatty VINCI, Rolls-Royce, NatWest, MindGym and Tetra Pak.  

“The Talent Solutions sector has shown itself to be resilient and innovative throughout the pandemic. Our finalists have shown that they can not only respond to rapidly changing client requirements, but in a way that is commercially viable for their own sustainability and long-term success. The sector has a big part to play in how we recover from the pandemic, and I am excited in what the future holds.”  

Reed Talent Solutions was crowned the overall winner and received the Talent Solutions Provider of the Year Award, having also picked up the Candidate Experience Award and the Long-Term Partnership Award – Enterprise. Judges praised Reed Talent Solutions for “excelling and having a positive impact across each key area of service delivery.      

The TIARA Talent Solutions Awards Europe 2021 campaign was supported by headline sponsor Cornerstone OnDemand and award sponsors eTeam, Sonovate, giant group, iCIMS, Parasol, Horsely Analytics and Nétive.  

The full list of Talent Solutions Award winners and highly commended finalists is as follows:   

The Best Early Career Initiative 

  • Winner – Bright Network 
  • Highly Commended – AMS 
  • Highly Commended – GTI Recruiting Solutions 

The Horsefly Employer Brand Award 

  • Winner – Hays Talent Solutions 
  • Highly Commended – Cielo 

The Parasol Candidate Experience Award 

  • Winner – Reed Talent Solutions 

The Nétive Diversity & Inclusion Award 

  • Winner – AMS 
  • Highly Commended – Bright Network 

The Cornerstone OnDemand Best Use Of Technology Award  

  • Winner – Guidant Global 

The Sonovate Best Talent Solutions Firm to Work For 

  • Winner – AMS 
  • Highly Commended – Join Talent 

The eTeam Client Service Award 

  • Winner – Lorien 
  • Highly Commended – Gattaca 

The Giant Group Best New Talent Solutions Provider 

  • Winner – Join Talent 

The iCIMS Long-Term Partnership Award – Challenger 

  • Winner – Page Outsourcing 

The iCIMS Long-Term Partnership Award – Enterprise 

  • Reed Talent Solutions 
  • Highly Commended – Gattaca 

The Talent Solutions Provider of the Year 

  • Reed Talent Solutions 
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COVID-19 restrictions are lifting, and workplaces are reopening, but recent research reveals that three-quarters of UK workers fear going back into the workplace because it poses a risk to their health and safety. David McCormack, CEO of employee benefits and outsourced payroll provider HIVE360, says employers should take a simple seven-step approach that will support effective management of the workforce’s return to work.

Seventy three percent of workers admit they fear a return to the workplace. Responsible employers need to take action to support workers and ease their worries, to ensure they feel secure and comfortable whenever in the workplace, and know they have their employer’s support and commitment to maintain a safe environment.

The foundation to this is our seven-step return-to-work action framework:

  1. Communicate: Ensure workers know it’s ok to feel anxious about the return to the workplace. Encourage them to talk about their feelings so you can reassure them and take any additional action to ease any worries.
  2. Stay in touch: Make a point of checking in with staff regularly and ask how they are coping.
  3. Be flexible: For those feeling uncomfortable about being in the office, give them the option to continue working from home some days each week. For those anxious about a busy commute to work, be open to an early or late start and finish time for the working day.
  4. Be safe: People are counting on their employers to help them get back to work safely, and by putting employee health, safety and wellbeing at the heart of the return-to-work planwill help reduce any stress or anxiety:
  • Be COVID-19 aware, safe and secure. Employers have statutory duties to provide a safe place of work as well as general legal duties of care towards anyone accessing or using the workplace
  • Carry out a risk assessment of the entire workplace and implement measures to minimise these risks
  • Create a clear policy of behaviour in the workplace and share it with all employees. Policies should include the rules on wearing facemasks, social distancing, hand washing and sanitising, with the relevant equipment available to all. Include clear instructions on what people should do if they or someone they live with feels unwell or tests positive for COVID-19.
  1. Be caring: With concerns about the effects of COVID-19 on society and the economy, mental health is a growing problem, but people continue to feel uncomfortable speaking about it. This is unlikely to change, so make time to show you are an employer that recognises and understands by introducing and communicating the tools, support and measures available to them to help address any fears. Give them access to specialist healthcare resources, information and health and wellbeing support.
  2. Encourage work/life balance: Poor work/life balance reduces productivity and can lead to stress and mental health problems, so build-in positive steps to help the workforce achieve it by encouraging sensible working hours, full lunch breaks, and getting outside for fresh air and exercise at least once a day.
  3. Tailor solutions: Show that you understand that everyone’s personal situation is different and that you will do your best to accommodate it. Remind people of their worth as an employee, and the positive attributes they bring to the team.

Added benefits

Employee health and wellbeing support and benefits are a ‘must have’ rather than a ‘nice to have’. Onboarding and career progression, reward and recognition policies, training and development, employee benefits, work/life balance initiatives, financial, mental health and wellbeing support, are all essential components of an effective employee engagement strategy. Together, they improve and maintain a positive working environment.

HIVE360 is an expert in recruitment agency PAYE outsourced payroll. Our HMRC-compliant solution guarantees a speedy, transparent service, with no nasty fees for workers. It also delivers efficiency gains from payroll, digital payslips, pensions auto-enrolment and pay documentation support.

HIVE360 goes further. Our unique, customisable employee pay, benefits and engagement app Engage is provided as a standard element of our outsourced payroll solution. It gives workers access to an extensive range of health and wellbeing benefits and employee support services, including:

  • 24/7, confidential access to mental health support, counsellors and GPs
  • Thousands of high street and online discounts
  • Huge mobile phone savings
  • Online training resourcesand access to the HIVE360Skills Academy
  • A secure digital payslips portal
  • A real-time workplace pension dashboard to support employees’ financial wellbeing.
  • An incident reporting system to ensure the safety of employees in the workplace, which allows workers to – anonymously – raise serious issues or concerns with their employer directly through the app.

HIVE360 is a GLAA (Gangmasters and Labour Abuse Authority) license holder and is championing a new model of employment administration, redefining employment and pension administration processing. Visit: www.hive360.com

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With vacancy numbers hitting all-time highs in the UK since before the pandemic hit, online talent sourcing specialist, Talent.com, has warned employers that a lack of diversity in recruitment adverts themselves could hinder hiring strategies.

The latest data from the Office for National Statistics (ONS), shows that there are more job vacancies now than before the pandemic as employers look to bolster resources as restrictions ease and business demand finally increases after more than a year of uncertainty. However, Talent.com has warned that an audit of hiring process – including job adverts and descriptions – is needed to ensure they appeal to modern-day diverse audiences.

Values and “must-haves” for job seekers have changed dramatically in the last few years with the workforce placing large emphasis on things that matter as opposed to higher pay. There is far more focus on sustainability and diversity and inclusion in the workplace and the Black Lives Matters movement has served to accelerate the much-needed evolution of hiring practices and other business policies.

Without a more diverse approach to hiring practices, businesses could see limited hiring success in the second half of 2021.

Noura Dadzie, Vice President of Sales UK and International Markets at Talent.com said: “With unemployment levels dropping as vacancy numbers rise, the war for talent is accelerating exponentially. The challenge for hiring managers now is not just to get in front of the right people before the competition, but perhaps more importantly, have the right content to push to these audiences. Job seekers are placing greater emphasis on diversity initiatives and employment culture in a post-pandemic world, but as businesses attempt to replace lost resources, too many are falling into the trap of pushing out pre-Covid ads and job descriptions that are arguably out-dated and irrelevant.

“Job seekers are more likely to apply for a position if they can easily identify with the job description and advert. If these do not reflect the diversity of the new talent landscape, employers will be on the back foot – a less-than-ideal scenario in a growing economy.”

Should you have interesting news stories to share, please send them to the Editor Debbie.walton@talintpartners.com

Photo courtesy of Canva.com

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The combination of the large-scale downsizing of recruitment teams last year and the huge hiring surge this year has led to a significant increase in the number of companies using project RPO.

For a report commissioned by talent outsourcing and advisory firm AMS, Aptitude Research surveyed 342 TA and HR leaders at director level and above to understand the key drivers of project RPO.

Some 42% of survey respondents said needing help to face a hiring surge was the biggest reason for using project RPO. A similar percentage (40%) reported that their recruiting teams had been downsized in 2020.

“The challenge for many employers globally is that hiring hasn’t just increased slightly, many TA teams are dealing with significant spikes in hiring, while doing so with fewer internal resources in a highly competitive talent environment,” said Maxine Pillinger, Regional Managing Director for EMEA at AMS.

“We’ve been working with our RPO clients globally on a project basis for years, but now we’re seeing an increased level of demand for a partner to help them meet their short-term demands while they still support the ‘business as usual.”

Multiple secondary drivers

The second largest driver of firms’ decisions to opt for project RPO was reducing the time taken to fill vacancies, with 75% responding that with project RPO they were able to reduce their time to fill to less than 30 days.

Expanding into new markets (31%), supporting high growth (27%) and having fewer recruiters and resources (23%) were the other main drivers.

The report outlined that while traditional RPO partnerships often lasted more than two years, project RPO engagements are most commonly for less than six months, and for more than 70% of firms they are for less than six weeks.

But as is outlined in a new TALiNT Partners white paper, this lower level of commitment, combined with the current high demand, has led many RPO providers to become increasingly choosy about which projects they take on.

The report, entitled: The art of saying ‘no’ and the rise of ESG’, presents insights from an event co-hosted by TALiNT Partners and Cornerstone-On-Demand, with views from leaders at Gattaca, IBM, Lorien, Reed Talent Solutions, PeopleScout, KellyOCG, Hudson RPO, Green Park Interim & Executive Ltd, Aston Holmes, Armstrong Craven, Manpower Group Talent Solutions, LevelUp HCS, Datum RPO, Group GTI, RGF Staffing, Page Group, Resource Solutions and Comensura.

Providers get picky

A number of guests at the event said the high level of demand in today’s marketplace meant they were having to push back on some clients, either turning down work or tempering expectations about when projects could start.

Joanna Fagbadegun, Sales Director at Lorien, said: “The market is exceptionally busy, especially on the tech and professional side. We’re starting to notice more urgent requests from customers looking for recruitment team augmentation or a head to manage workload. Sometimes the ask is just for a price rather than a detailed proposal, which can indicate they may not have a clear idea of exactly what they need, just that they know they need help”.

Several providers said the sector’s own talent shortages have become a barrier to taking on all the work currently on offer. “The market challenge is always quality of workers in recruitment to support growth and enable the flexibility for new offerings. We haven’t learned from past downturns and upturns in demand,” said Adam Shay, Global Marketing Director of Resource Solutions. Nick Greenston, CEO of Retinue Talent Solutions agreed, adding that the industry has focused on growing outsourced juniors instead of attracting and retaining more experienced talent.

Photo courtesy of Canva.com

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New study finds that only 46% of businesses invest in anti-bias training for hiring managers 

A new report by global emerging talent and reskill provider, mthree, reveals that 54% do not use deliberately neutral job descriptions, and only 37% anonymise CVs by removing all potentially identifying information such as name, age, and educational history.

Less than a third (31%) said that they request diverse shortlists from recruiters and 9% of those surveyed do not currently have any anti-bias hiring practices in place at all. Of those that do, 88% have noticed some improvement and 49% said there has been a significant improvement.

“It’s really disappointing to see that so many businesses are still not using some of the most tried and tested anti-bias hiring practices,” said Becs Roycroft, senior director at mthree. “Lots of businesses are struggling with a lack of diversity, particularly on their tech teams, and implementing even just one of these tactics could make a real difference. In order to see the biggest difference, businesses should look to tackle bias at all stages of the recruitment process.

“If chosen carefully, recruitment consultancies and other talent partners can be an invaluable tool in the quest for diversity, as they should have their own comprehensive strategies in place to ensure inclusivity. Businesses must ensure that those responsible for recruitment are able to recognise their own unconscious biases, and given the tools to approach the process as objectively as possible, to ensure candidates do not face prejudice at the interview stage.”

Photo courtesy of Canva.com

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