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42% of intermediate and junior staff struggle with “boring and unengaging” training

In the face of skills gaps and fierce competition for enhanced services and products, CYPHER Learning, a modern learning platform provider, has conducted research shedding light on the disparity between employers and employees regarding workplace development.

The study’s key findings expose a significant contrast in training opportunities. It reveals that a staggering 88% of business owners and C-level executives enjoy the freedom to choose when, where, and how they undergo training. In stark contrast, only 37% of entry-level employees have the same privilege. Additionally, 42% of owners and C-suite executives who received training in the past year reported having more training compared to the previous year, while just 17% of intermediate or entry-level workers experienced a similar increase.

Moreover, business owners and C-level executives are nearly three times more likely to describe their training as “enjoyable” and at least twice as likely to find it “inspiring” compared to junior employees. Conversely, 42% of intermediate and junior staff struggle with “boring and unengaging” training, with over a third (36%) agreeing that workplace learning and development (L&D) has become synonymous with “death by PowerPoint.”

Graham Glass, CEO of CYPHER Learning, commented: “When someone is starting out their career, that’s usually when they’re most in need of training. Too often, they don’t get it, which can hinder teams and individuals from reaching their full potential. For higher performance, businesses can reset the balance by delivering quality, ‘executive-style’ training to staff at all levels.”

Recognized as a crucial factor in achieving business growth, employee satisfaction, and successful recruitment, learning and development (L&D) holds immense importance. Analyzing the survey responses of 4,000 general workers in US and UK companies with over 500 employees, the survey findings indicate that 98% of all workers consider training important for their roles, with 64% acknowledging that professional development has provided them with a competitive edge. Furthermore, 76% of employees are more likely to remain with employers who prioritize training, as 71% believe that a lack of investment in training reflects a lack of concern for employees. Despite these positive attitudes towards training, a concerning portion of the workforce has not received any training in the past year, with 17% reporting no training.

Among those who have undergone training, a portion has failed to perceive its benefits, including 5% who believe they received no benefit, 31% who feel unprepared for future skills challenges, and 34% who forgot their training within a month of completing it. Notably, 26% of respondents view current training programs as wasteful, offering no business value.

Glass, continued: “Employees clearly place high value on training, which is why it can help to attract top talent. In fact, employees rank training as high a priority as healthcare. But not all training programs are created equal! A system that delivers forgettable, generalised content, or doesn’t keep workers competitive, is less valuable to them and the organisation alike.

It’s crucial that businesses modernise their development programs. But that’s harder with outdated infrastructure, content, and resources. Greater personalisation at scale takes a more agile platform – something that supports competency-based skills development one employee at a time. Such a platform can foster a culture of habitual reskilling that unlocks more potential organisation-wide and keeps the innovation engine purring.”

The research features within CYPHER’s The State of Corporate Learning and Development in 2023: Stuck in the Middle report, which can be downloaded https://www.cypherlearning.com/the-state-of-corporate-learning-and-developement-2023.

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Resignation numbers show no signs of slowing

A global Talent Trends survey of almost 70,000 working adults has uncovered seismic shifts in employee attitudes and motivations – 90% of global respondents and 86% of UK respondents cited they are open to new opportunities in the jobs market.

Conducted by global recruitment consultancy, PageGroup, the survey is one of the largest studies of skilled, white-collar professionals to date. Of the 2,145 UK respondents, 50% classified themselves as active job seekers, either looking for a new role or planning to look in the next six months. A further 36% are on the fence about looking elsewhere – waiting for the economy to improve.

For employers, these figures suggest only 1 in 10 current staff members are confident they will stay put this year. New joiners are likely to be open to new opportunities as their more tenured counterparts, with more than a third of those who started their job as recently as 2022 considered ‘active job seekers’.

The year 2022 witnessed a staggering increase in resignations, with levels almost three times higher than the previous year. In 2021, the resignation rate stood at 15%, but it skyrocketed to 44% in 2022, highlighting a significant shift in employee loyalty and commitment.

The survey also explored the changing landscape of work arrangements. While traditional full-time office roles still accounted for 26% of UK workers, the dominance of remote and hybrid working models became increasingly evident. Fully remote positions accounted for 19% of workers, while a majority of 55% embraced the hybrid approach, combining remote and in-office work.

Economic conditions also played a vital role in employees’ decision-making processes. The study found that 53% of workers were more inclined to seek new employment during periods of poor economic performance. This correlation was even more pronounced in Europe and globally, with percentages reaching 58% and 70%, respectively.

Despite the wave of resignations, a considerable portion of the workforce expressed satisfaction with their current workloads (67%) and salaries (59%). This indicates that many employees are content in their roles but still keep an eye out for potential opportunities that may align better with their aspirations.

Notably, salary emerged as the most important factor when considering a job, with 23% of respondents ranking it as their top priority. However, a concerning 32% of UK respondents revealed that they had not received a pay rise in the past two years, indicating a potential source of dissatisfaction for a significant portion of the workforce.

In terms of overall wellbeing and work/life balance, the survey revealed that UK workers prioritise these aspects over career success. An overwhelming majority of 76% indicated that they would prioritise a better work/life balance and mental health over climbing the career ladder. Comparatively, in Europe, this percentage was slightly lower at 73%, and globally, it stood at 67%.

Furthermore, the study highlighted that 57% of UK workers would reject a promotion if they believed it would negatively impact their wellbeing. This finding underlines the growing importance of maintaining a healthy work/life balance and prioritising personal wellbeing in the face of professional advancements.

The survey findings offer valuable insights into the current dynamics of the UK job market, indicating a need for employers to adapt and cater to the evolving expectations and desires of their workforce. To attract and retain talent, organisations must not only offer competitive salaries but also focus on providing flexible work arrangements, nurturing positive work environments, and prioritising employee well-being.

Doug Rode, Managing Director UK and Ireland at Michael Page said: “There’s a lot of fog and ambiguity around what’s going on in the market, which is why we wanted to go straight to the source and find out what’s making both workers and employers tick. Happy workers are still liable to leave if a better opportunity comes along and many professionals are adopting a more ‘transactional’ view of their jobs, putting their own value first.”

Nicholas Kirk, CEO, PageGroup added: “Every region has seen a transformative change across all age groups, markets, and industries. It’s clear there has been a universal reset of people’s relationships with their jobs. Work-life balance, a competitive salary, and strong career progression prospects have become non-negotiable, and professionals are willing to leave their current roles to secure these elsewhere.”

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“Employers need to be prepared to pivot,” hiring expert says

In today’s competitive job market, attracting and retaining the best talent requires a strong employer branding strategy. With the rise of digital platforms, candidates are increasingly turning to the online realm to evaluate potential employers. Therefore, it is crucial to develop a solid vision, culture, and strategy that will enhance your recruitment process.

According to Nishita Lalvani, Marketing Director for Singapore, Southeast Asia, and India at Indeed, employers face various challenges when it comes to building their branding. To remain relevant to a younger audience, it is essential to communicate a sense of purpose and emphasize diversity, inclusion, and authentic employee stories. These are key aspects that employers must grasp in order to succeed.

To refine your employer brand, candidate feedback is an invaluable source of information that cannot be overlooked. By gathering insights and data from candidates, employers can identify what matters most to today’s employees and adjust their branding strategy accordingly. Lalvani emphasizes the need for employers to be adaptable, including embracing new technologies, responding to external disruptions, and potentially changing their ways of working.

Nishita commented: “Companies must also prioritize authenticity in their messaging. Instead of relying on corporate jargon, it is crucial to adopt a more human and relatable tone. Understanding and addressing the aspirations of your target audience is imperative. This can be achieved by directly asking employees about their priorities, such as growth, learning, hybrid work, wellness, and more.”

Consistency across all external channels is vital. Whether it’s your website, social media platforms, company pages, or platforms like Glassdoor, maintaining a cohesive brand image is essential. Employers can also measure the effectiveness of their employer branding efforts using specific metrics.

Becoming an “employer of choice” is a common goal for organizations today. To achieve this, employers must establish a high level of trust and purpose, and be seen as inclusive of individuals from diverse backgrounds and experiences.

Lalvani concludes that your brand promise should evolve and be central to the employee experience. It is important for your messaging to be authentic, aligned with your mission, and socially conscious.

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Online recruitment in India faces decline and uncertainty

According to the latest findings from foundit Insights Tracker, online recruitment in India experienced a 6% decrease in hiring activity during April 2023 compared to the same period in 2022.

The Tracker’s analysis highlighted the volatile nature of India’s job market, attributed to economic uncertainty and the ongoing appraisal season when companies conduct performance evaluations. In April 2023, the Tracker index declined from 295 to 276, indicating a month-on-month drop of 4%.

The report further indicated that e-recruitment is currently facing a delicate situation. Among the 27 industries monitored by the Tracker, six witnessed improvements in online hiring over the year. Notably, the Retail industry saw the highest growth rate at 22%, closely followed by the Tourism sector at 19%. Conversely, the IT-Hardware and Software industry experienced a decline of 22% compared to the previous year.

In terms of job functions, out of the 12 functions monitored, only one function observed growth over the year. The Sales and BD (business development) function reported a 2% increase, while the HR and Admin function remained stagnant with 0% growth. The Customer Service function encountered the most significant decline at 28%.

Among the 13 cities monitored, online recruitment surpassed the levels of the previous year in only two cities. Ahmedabad reported a modest increase of 3% compared to the same period last year.

Meanwhile, start-up jobs displayed a notable growth rate of 19% when compared to the previous year.

Considering the experience level of jobseekers, entry-level positions with 0-3 years of experience witnessed a 9% decrease in demand. Intermediate roles with 4-6 years of experience experienced a decline of 20% in hiring. Mid-senior level positions with 7-10 years of experience reached an all-time low in hiring, recording a decrease of 25%. Senior level roles requiring 11-15 years of experience had a more moderate decline of 15%. Leadership roles with 16+ years of experience saw the most significant drop of 34% compared to the previous year.

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Innova Solutions settles immigration bias claims

Georgia-based IT staffing firm Innova Solutions, formerly known as American CyberSystems Inc., has reached a settlement with the US Department of Justice following allegations of immigration-related bias. The Department of Justice revealed that the company had advertised two positions in a manner that discriminated against certain applicants based on their citizenship statuses.

According to the Department, one of the allegations against Innova Solutions involved a discriminatory advertisement that exclusively targeted US citizens and lawful permanent residents while excluding US nationals, refugees, and individuals seeking asylum. The department further noted that the advertised position required access to materials subject to the International Traffic in Arms Regulations and Export Administration Regulations.

The Department explained that employers are required by law to obtain special authorization from the US government for certain workers if their roles involve accessing export-controlled items. However, under these regulations, US nationals, asylees, and refugees possess the same privileges as US citizens and lawful permanent residents, and no authorization is necessary for employers to share export-controlled items with these workers. Consequently, the Department concluded that Innova Solutions had no justifiable reason to exclude these individuals from the hiring process.

The company faced another allegation for posting a separate job advertisement that specifically targeted workers with temporary work visas, according to the Department.

Assistant Attorney General Kristen Clarke of the Justice Department’s Civil Rights Division emphasized that employers must not engage in unlawful discrimination based on an individual’s citizenship status during the job advertising process. The Department expressed this sentiment in a press release.

As part of the settlement, Innova Solutions has agreed to provide training to its recruiting and human resources staff regarding the Immigration and Nationality Act’s anti-discrimination provision. The company will also conduct a comprehensive review of its policies to ensure compliance with relevant laws and will be subject to monitoring and reporting requirements imposed by the Department. Additionally, Innova Solutions will be required to pay a civil penalty.

In response to the settlement, Innova Solutions released a statement to Staffing Industry Analysts, asserting its commitment to inclusive hiring practices and denying any unlawful discrimination or violation of the law. The company, identified as a Minority Business Enterprise, confirmed that it is collaborating with the IER (Immigrant and Employee Rights) to ensure ongoing compliance with the Immigration and Nationality Act.

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US executives feel they have not been paid fairly in-line with inflation

A 2023 Job Market Survey has examined the state of employment in the United States – highlighting the growing economic concerns between lower and high wage earners.

The survey, commissioned by the Professional Resume Writers (PRW), interviewed a cross-section of 2000 people of which 92% were employed and 59% had a college degree,

Overall, the survey revealed concerns about job security has increased by 49%, however, for those at entry-level, the percentage leaps to 91%. Working from home has impacted employees significantly, based on their level within the organisation – a concern for entry-level employees, but with no impact at the executive level.

Key survey findings:

66% of executives are worried about job security in 2023. The highest of any of the levels surveyed.
Worry about job security has increased by 49% but, for those early in their careers their worry increased 91% over last year with nearly half of entry-level workers reporting being worried about job security in 2023.
21% of workers said that job security has been impacted by working from home
97% of Entry-Level workers feel like they have been impacted by the rise in cost of living
Executives feel they have not been paid fairly in-line with inflation
6 out of 10 people are looking to change careers
Worry about job security has increased by 111% for those with bachelor degrees

Michelle Masters, co-founder of Professional Resume Writers, said: “It’s not surprising that people are concerned about their job security, given the current economic climate. It’s important for professionals to take proactive steps to maintain their employability, such as staying up-to-date on industry trends and continually honing their skills. Additionally, individuals who are considering a career change should focus on their transferable skills and how they can be leveraged in a new field.”

For further information: (https://professionalresumewriters.com/job-market/)

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Global online job advertising soars

According to a recent report titled “Online Job Advertising Market Update” by Staffing Industry Analysts, the global online job advertising market experienced a significant increase in value in 2022, reaching $36.1 billion. This represents a 16% growth compared to the previous year. Since 2015, the market has been steadily expanding at a compound annual growth rate of 15%, as measured by SIA.

Out of the total market value, the 50 largest companies collectively generated $29.1 billion in revenue, accounting for 80% of the global market share. Impressively, the two largest firms alone commanded a substantial 45% share of the market.

The report also highlights the rapid expansion of artificial intelligence (AI) applications within online job advertising. Various use cases for AI were identified, including candidate fraud detection, AI-powered chatbots for client interactions, automated writing of job advertisements, filling job applications, and generating cover letters.

Based on the report’s findings, the top five global online job advertising firms in terms of revenue for 2022 were as follows:

  1. Microsoft (LinkedIn) – $8.28 billion, capturing a 23% market share.
  2. Recruit Holdings (Indeed) – $8.03 billion, holding a 22% market share.
  3. Axel Springer (Stepstone/Totaljobs/Jobsite) – $1.60 billion, representing a 4% market share.
  4. Seek – $957 million, constituting a 3% market share.
  5. ZipRecruiter – $905 million, also occupying a 3% market share.
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Early sign-up numbers indicate high demand for the shortlisting portal

Odro, the video recruitment supplier in the UK and three-time TIARA Tech Star winners, has announced the launch of its latest product, Hiredeck. This new digital shortlisting portal represents a departure from Odro’s previous focus on video-based software products. Moreover, Hiredeck is the company’s first ‘freemium’ model offering and standalone product in the market.

According to the organisation, prior to its launch, Hiredeck generated a high level of interest, with over 375 sign-ups to its waiting list in just three weeks. This strong response indicates the anticipated demand for the product, which aims to revolutionise the candidate submission stage for recruitment agencies.

Ryan McCabe, CEO of Odro, expressed enthusiasm for the launch and the change in direction for the company. Odro has been successful in the recruitment market for over eight years, primarily providing video technology solutions. However, McCabe believes that now is the right time to introduce a new business model and has been impressed by the initial reception of Hiredeck.

Ryan commented: “When we started out, video in recruitment was still a relatively new concept whereas now, it’s a fundamental component of a recruiter’s toolkit. How agencies use video has evolved over time and we understand that not all customers want or need to use every element of our platform. That’s why we took the decision to modularise our offering, and Hiredeck is the first release as part of that new strategy.”

“Video will, of course, be available to use inside Hiredeck. It still has a hugely important part to play in the modern-day hiring process, but we wanted to give recruiters greater flexibility, which is why it’s not integral.

“Hiredeck really elevates the process for our end-users – recruiters –  but also, crucially, for their clients. Hiring Managers, in many cases, spend hours reviewing candidates. Hiredeck takes a lot of the pain and time out of the process. It takes the service offering for our customers to a whole new level and I believe it’s only a matter of time before sending CVs with emails attached is a thing of the past. Hiring Managers should and will demand more as the industry continues to evolve and improve.”

Odro’s product portfolio has previously included tools for two-way interviewing, shortlisting, solo interviewing, and sales messaging, all packaged as a comprehensive solution for agencies’ end-to-end digital management. The introduction of Hiredeck and upcoming standalone products represents a shift in strategy for the Glasgow-based company.

Hiredeck aims to enhance the recruitment process for both recruiters and their clients, particularly hiring managers who spend significant time reviewing candidates. The portal streamlines the process, saving time and improving the overall service offering. McCabe predicts that the traditional practice of sending CVs with emails attached will soon become obsolete, as hiring managers demand more advanced solutions in an evolving industry.

Odro has a track record of introducing innovative products to humanize the hiring experience at scale. Hiredeck, being an example of this mission, is offered as a free product to encourage widespread usage and enjoyment of its benefits. In addition, Odro plans to launch a Pro version at a competitive price of £29, which will include valuable features such as fully customizable branding, increased candidate submissions and attachments, export capabilities, and automation integrations.

The CRM-led product, Hiredeck, has been launched in partnership with Bullhorn, and Odro has already enabled several customers to go live. The company also has future plans for additional integrations.

For more information or to sign up for Hiredeck, interested parties can visit Hiredeck.io.

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BlackRock Inc, mandates a four-day, in-office working policy 

Tech mogul Elon Musk has expressed strong disapproval of the trend of working from home (WFH), deeming it “morally wrong” amidst growing calls from employers worldwide to return to the office.

In an interview with CNBC, Musk argued that refusing to resume office work is not only a matter of productivity but also a moral dilemma. He referred to tech workers as the “laptop class” and drew a comparison between remote work and the infamous phrase, “Let them eat cake.”

Musk posed the question, “If you’re going to work from home, are you going to make everyone else who contributed to creating your car come work in the factory? Are you going to force those who prepare and deliver your food to abandon remote work? Does that seem morally right?”

He pointed out the unfairness of requiring some employees to continue working on-site while allowing others to work remotely, calling it “messed up.”

Musk’s stance sharply contrasts with AirBnb CEO Brian Chesky, who criticized fellow CEOs for their office return policies, stating, “I guarantee you that many of these CEOs who are calling people back to the office in New York City are going away to the Hamptons for the summer or going to Europe in August.”

These differing opinions emerged as more executives globally are encouraging employees to return to the workplace. In Australia, the CEO of CR Commercial Property Group labeled those who resist returning as “selfish,” citing the impact of WFH on city vibrancy.

BlackRock Inc, the world’s largest asset manager, has reportedly instructed its staff to return to the office at least four days a week starting September 11, according to Reuters. The memo seen by Reuters stated, “We will shift to at least four days per week in the office, with the flexibility to work from home one day per week.” Similarly, JPMorgan, America’s largest bank, requested its senior staff to resume office work, as did telecommunications company AT&T, which mandated its managers to be present in the office at least three days a week.

These calls coincide with a recent report revealing that many knowledge workers are being denied flexibility, despite 71% of C-level executives acknowledging the positive impact of hybrid and remote work models on employee morale.

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Australian employers remain positive in short-term employment intentions

Australian employers continue to hold positive short-term employment intentions with a score of +45, as indicated by the Net Employment Intentions Index released by the Australian HR Institute.

The index calculates the net positive outlook by subtracting the percentage of employers planning to reduce staffing levels from those intending to increase them.

Despite predictions of lower economic growth in 2023 and a decline in job vacancies since mid-2022, the net positive recruitment plans persist. This is attributed to expected minimal redundancies and anticipated high recruitment activity. Interestingly, the strength of employment intentions may be attributed to a “recruitment catch-up” phenomenon, wherein employers are now filling previously vacant positions they had difficulty filling.

The Index reveals that 69% of employers plan to recruit new employees in the June 2023 quarter. However, nearly half (47%) of the employers currently engaged in recruitment express concerns about recruitment difficulties.

These concerns exceed the figures reported in official data from June 2022, which indicated that almost one-third of recruiting organizations faced challenges in finding suitable staff.

The main obstacles contributing to recruitment difficulties include a lack of suitable candidates (75%), high salary expectations (45%), and fierce competition from rival organizations (34%).

According to the Index, the average employee turnover for Australian workplaces between May 2022 and April 2023 stands at 12%. Around 20% of organizations report an annual turnover rate of 20% or higher.

These figures suggest that the positive recruitment intentions are not exerting significant upward pressure on wages. Employers project a mean basic pay increase of 3.3% in their organizations (excluding bonuses) for the 12 months ending in April 2024. In the same period, public sector employers anticipate higher pay intentions (4.4%) compared to private (3.2%) and not-for-profit (2.2%) sectors.

The survey also inquired about the utilization of fixed-term contracts. It found that over a third (36%) of employers with fixed-term workers have employees who have served at their organization for more than two years.

Regarding casual employment, the primary reasons for hiring casual employees include managing short-term fluctuations in demand (46%), providing individual flexibility (42%), adapting to changes in business conditions (37%), and accommodating employee preferences such as higher pay (31%).

In terms of employee engagement, 66% of employers observe no significant difference in engagement levels between permanent and casual employees. However, a quarter of organizations (25%) state that casual employees exhibit higher levels of engagement compared to permanent employees.

Furthermore, approximately 17% of casual employees do not have access to the same training and development opportunities as permanent employees.

More than half (58%) of employers confirm paying a higher rate for casual workers. In contrast, one in ten (10%) employers admit to paying casual employees less than their permanent counterparts for similar roles within the organization.

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Talent Solutions

TALiNT Partners and Stratigens are proud to announce a strategic partnership which will provide an unparalleled range of talent intelligence solutions to the needs of our members, partners and clients.

Alison Ettridge, CEO of Stratigens said “Companies do research on their customers, their markets and their competitors to inform decisions all the time. With Stratigens, they can now do research on the greatest asset –access to the workforce and people they need to deliver their strategy. Our partnership with TALiNT Partners will support our mission of putting human capital at the heart of business decision making. We are really excited about working with the team to overlay the insight that TALiNT Partners’ network brings with labour market data to empower HR, TA and business leaders to make critical strategic decisions.”

Ken Brotherston, CEO of TALiNT Partners added “for some time we have been looking for a partner to support the insight generated by our network with global workplace data to bring a unique offering to the market. Stratigens is the perfect partner to help us achieve this and together we look forward to continuing to help raise capability in how employers find and keep the people they need, and how staffing and talent solutions providers can better support their clients.”

About Stratigens

Stratigens software is helping the world’s best companies make smarter decisions about where to grow, who to hire from and the diversity of their workforce. We join the dots between the labour market, economics and locations. Putting human capital intelligence at the heart of decision making.

We live in a world rich with skills and geo economic data, but the data is messy, unstructured, big and in thousands of places. Stratigens uses the latest in machine learning and big data to gather, extract, categorise and label the data, and put it into a format that’s easy to digest. So our clients can make smarter, faster, more informed decisions.

Stratigens – https://www.stratigens.com

About TALiNT Partners

TALiNT Partners connects the talent ecosystem. We bring together a global network of leading employers and solution providers to make better talent and technology decisions. Providing intelligence, insight and peer-to-peer networking that drives quality, innovation and improves inclusion across the talent ecosystem

TALiNT Partners – https://talintpartners.com/


If you would like to know more about the partnership, please contact Ken Brotherston, CEO of TALiNT Partners, ken@talintpartners.com

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Acquisition strengthens Nash Squared as a major MSP

Nash Squared, a provider of talent and technology solutions, has become a major force in Managed Service Provision with its recent acquisition of Het Flexhuis – a Managed Service Provider (MSP) of talent and recruitment services based in The Netherlands.

Het Flexhuis has a strong track record in delivering outsourced recruitment services for government, public services, and commercial organisations and will operate as an independent brand within Nash Squared’s recruitment business Harvey Nash.

Bev White, CEO of Nash Squared, commented: “I am delighted to welcome Het Flexhuis into the Nash Squared family. It is our vision to help our clients access talent and technology in every way possible, and offering a high quality MSP solution is an important next step for us. Het Flexhuis brings enormous experience and expertise with them, and I am excited by the potential.”

Occo Lijding, MD of Harvey Nash The Netherlands, commented: “This represents a step change in how we can help and support our clients in talent and technology. I have long admired the team at Het Flexhuis, and when we met I was struck by how similar our values and ambitions were. They are the perfect fit for us, and I look forward to working with them.”

Frederieke Schmidt Crans, Managing Director, Het Flexhuis commented: “We are thrilled and excited to become part of Nash Squared. Our company was established ten years ago with a mission to create a world-class MSP with great people and processes at its core. We see joining Nash Squared as the natural next chapter in that success story.”

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Search engines combine forces to accelerate Adzuna’s growth in the US

On Tuesday, 14 June, Adzuna announced their acquisition of the US job search engine Getwork.

The Getwork team, under the leadership of Brad Squibb, will be working alongside the Adzuna team, intending to accelerate Adzuna’s growth in North America.

Getwork links job seekers with vacant roles at North American companies by indexing millions of verified jobs daily directly from tens of thousands of employer career sites.

Adzuna, with headquarters in London, UK, Indianapolis, IN, and Sydney, AU, uses AI-powered technology to match people to jobs. The company has recently launched in Switzerland, Belgium, Spain, and Mexico. Their operations now cover 20 markets globally.

The two companies will operate as independent brands with their own established communities.

Doug Monro, CEO, and Co-founder of Adzuna, comments: “Adzuna acquiring Getwork will help us supercharge our growth in North America. The Getwork team’s stellar reputation for great service and delivery has led them to be trusted by an impressive roster of household name companies in the US. It’s also a great fit as their team and mission are so aligned with ours. The US enterprise market is crying out for strong alternatives to existing offerings and we’re looking forward to combining Adzuna’s marketing expertise, global footprint and programmatic job matching technology with Getwork’s deep industry knowledge and reputation to deliver even better for our customers. The US is the fastest-growing part of our business and this acquisition will accelerate our profitable growth trajectory.”

Brad Squibb, President of Getwork, comments: “Adzuna is a truly global business, operating across 20 countries, which creates an exciting opportunity for us to scale into new markets with the help of a brand that has already paved the way for international expansion. We can’t wait to join Doug and the team on this journey.”


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Despite efforts there is still massive room for improvement in UK management and reporting

In research released today, findings reveal a lack of focus on progressing diversity in the workplace. In the study conducted by SD Worx, it was found that while 68% of UK companies are committed to removing unconscious bias in the recruitment process, many have failed to implement a reporting system to track progress on meeting ED&I objectives.

The survey revealed that only 26% of UK companies evaluate managerial commitment to achieving ED&I-related objectives. A further 32% admitted having no systems allowing employees to report discrimination.

The UK ranked third in its commitment to removing unconscious bias at 68% when it comes to ranking. Ireland ranked first at 74%, with Belgium coming in second, at 69%.

As far as rankings for equal access to training, the UK is slightly lower than other countries, with 64% of companies investing in equal access to training and development. Ireland (72%), Belgium (71%), and Poland (69%) topped the list.

While 64% of UK companies include transparency about ED&I goals and actions to attract a diverse workforce in their mission statement and corporate values, only 60% of the UK companies surveyed said that they promote ED&I in job advertisements, social media, and their websites.

The survey also revealed that countries vary in their level of focus concerning educating and involving managers in their ED&I policies. For example, in the UK, 60% of companies stated that they actively involve their managers in ED&I policies, and 60% provide internal training on the topic.

Colette Philp, UK HR Country Lead at SD Worx commented: “It’s no longer enough for businesses to say they prioritise diversity and inclusion. Instead, they must prove their commitment to achieving a more diverse workforce, both internally within their business and externally to attract talent.”

“There is more awareness than ever before regarding diversity in the workplace and it’s a deciding factor for many when it comes to searching for a role or staying with a business. A diverse workforce brings new experiences and perspectives and an inclusive environment allows individuals to thrive. If businesses aren’t already putting ED&I as a top priority, it’s essential they act now to do so.”

Jurgen Dejonghe, Portfolio Manager SD Worx Insights, added: “It’s important that companies start investing in an active reporting system about their actions concerning diversity, equality and inclusion. On the one hand, that data offers a strong basis for optimising the diversity policy with concrete and consciously controlled actions. On the other hand, such a system also provides clear evidence whether companies are effectively putting their money where their mouth is and not making false promises to (future) employees.”

For ED&I initiatives to be successful, change needs to come from the top, with proper rollouts and reporting system to track their progress.

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