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Only 6% likely to enter the Metaverse in the next 12 months

A new study has revealed that business leaders are enthusiastic about Metaverse working (the Metaverse is generally regarded as a network of 3-D virtual worlds where people can interact, do business, and forge social connections through their virtual “avatars.”) According to the study, two-thirds of leaders say Metaverse is the next step for hybrid working. Millions of workers, however, are concerned that their companies will be late adopters of the tech, and only 6% think their company will enter the Metaverse in the next 12 months.

The research undertaken by Regus found that 48% of businesses are looking for or building office space in virtual technology.

Leaders believe the Metaverse will significantly change how we work by enabling workers in different locations to interact via 3D avatars. Seventy percent think it will increase demand for flexible working by reducing the need for staff to work from the same office location.

It is also believed that the flexibility offered by the Metaverse will bring with it various other benefits, such as

  • More diverse workplaces (62%)
  • Improved mental health (57%)
  • Reduced presenteeism (54%)
  • Better relations between removed and office-based staff (54%)
  • New business opportunities (71%)

Despite bosses’ enthusiasm for the Metaverse, many office workers fear that businesses will be hesitant to take the plunge on the new tech:

  • 63% think their employer will wait to see how other businesses fare before investing in themselves
  • 46% think their company will be an early adopter of the Metaverse
  • Only 6% think their business will adopt the tech in the next 12 months
  • 33% expect it to take 3 to 4 years.

Employees appear to be enthusiastic about the quick adoption of the tech due to its perceived benefits such as:

  • Communication between team members (44%)
  • Teamwork (41%)
  • Remote working opportunities (40%)
  • Creativity (39%)

Concerning implementing the new tech, 56% of business leaders agree that shared office space will be key. In addition, 61% believe it will become essential for communications between different company offices.

In a different study, Regus found that three times as many FTSE 250 companies are planning to use a hybrid office model compared to those who plan to carry on as they were pre-pandemic. This suggests that the desire to work in the Metaverse will only increase.

Mark Dixon, Regus Founder and CEO, said: “Change in the world of work is almost always driven by technology. In the 90s email transformed the way we did business, while during the pandemic we turned to video conferencing to enable more effective working.”

“This data shows that business leaders expect the Metaverse to have a similarly transformative effect on hybrid working. It will enable better collaboration for people working all over the world, reducing the need to commute and allowing greater flexibility in people’s day to day working schedules.”

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81% of employers have implemented sign-on bonuses

According to the WTW 2022 Mid-year Compensation Survey, employers are using a number of strategies to attract and retain employees. From increasing flexibility to sign-on bonuses, employers are having to think out of the box as the hiring market remains tight.

The survey found that 71% of employers have difficulty attracting and retaining employees with digital skills while 66% said the same for professional employees. For hourly roles, 61% of respondents said they are having difficulty hiring and keeping workers.

To help attract and retain workers, WTW found that employers are:

  • Hiring employees at the higher end of salary ranges, 86%.
  • Increasing flexibility in where employees work (for example, home versus office) and how they work, 84%.
  • Offering sign-on bonuses to attract talent, 81%.
  • Using retention bonuses to keep employees, 65%. Organizations that are enhancing the use of retention bonuses are most likely to target such bonuses to managers (82%) and professionals (80%).
  • Increasing training opportunities, 55%.

Lesli Jennings, North America Leader, Work, Rewards and Careers at WTW commented: “Employers are leaving no stones unturned in their battle to find and keep talent.”

The WTW survey also found employers are revising their salary budgets to hire and keep workers. Respondents said they are planning or considering:

  • Boosting their current salary budgets, 44%; 23% already have done so.
  • Adjusting salary budgets throughout the year on an as-needed basis, 46%; 22% already have.
  • Making more frequent salary adjustments throughout the year; 7% already have.
  • Adjusting salary ranges (i.e., minimums, midpoints and maximums) more aggressively, 46%; 18% already have.

The survey took place between May 23 and June 16. It involved 884 organizations in North America that employ more than 15 million people.

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Benefits of recruitment automation revealed

New data from Bullhorn has revealed that recruitment firms who make use of automation are reaping benefits which include:

  • A 64% higher fill rate
  • Submission of 33% more candidates per recruiter
  • 55% more likely to report major revenue gains in 2021

Bullhorn has reached a milestone of one billion total automated tasks and has released a chatbot that uses automation and AI to provide information to talent at any time of day by integrating with recruitment firms’ websites.

According to the data, recruitment firms currently automate over 20,000 emails, texts, updates, notes, and tasks each year. This represented an estimated saving of 2.5 million employee hours in 2021, or up three hours per recruiter daily.

The data also revealed that contract and temp recruitment firms that use automation could redeploy 20% more of their talent when assignments end. In addition, firms that use automation for talent communication report 20% higher click rates and 30% higher open rates than the industry averages.

According to the company’s findings, the three most common use cases for recruitment automation are:

  • Talent engagement: Automation allows recruiters to manage communications more effectively and keep candidates informed at every step of the process
  • Data health: Automating data management and compliance functions, such as anonymising records and updating job, company, and contract status for all the records within the applicant tracking system (ATS)
  • Internal operations: Automating simple tasks such as creating notes and alerts.

Jason Heilman, SVP, Automation and AI at Bullhorn, says: “One billion automations is a huge milestone for the recruitment industry, Bullhorn, and the companies that leverage automation to drive their business. We are thrilled to have given recruiters so much more time to focus on building relationships and connecting people with opportunities.

“The adoption of automation has accelerated in tandem with some of the most turbulent market conditions in recent memory. During the pandemic, digital transformation presented much-needed opportunities for recruitment businesses as circumstances forced them to cut costs and operate as efficiently as possible.

“Today, automation can take on an incredible range of tasks, and we are constantly working on finding more ways it can further enhance the recruiter and talent experience. It already represents a way of overcoming common pain points, from poor communication to time-consuming scheduling and regulatory compliance, and the data clearly shows that firms that embrace it have a competitive edge.”

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Infinity Consulting Solutions has vast experience with interim professional placement offerings and expertise 

Korn Ferry has announced that it has acquired Infinity Consulting Solutions (ICS).

Headquartered in New York, with nine offices throughout the United States, ICS offers substantial interim professional solutions expertise which will further enhance Korn Ferry’s industry-leading portfolio.

ICS is a widely regarded provider of senior-level IT interim professional solutions with additional expertise in the areas of compliance and legal, accounting and finance, and human resources.

The firm brings to Korn Ferry a vast network of senior IT professionals, a rigorous data-driven recruitment process, and deep relationships with a diverse mix of clients across multiple industries. ICS has also been recognised with the Best of Staffing Diamond award for 10 consecutive years.

Korn Ferry’s brand, vast intellectual property and five decades of organisational consulting expertise are a firm foundation for growing scale in today’s highly segmented executive and professional interim solutions market.

Gary D. Burnison, CEO, Korn Ferry commented: “Infinity Consulting Solutions will be a great fit, with interim professional placement offerings and expertise that are highly relevant for the new world of work. Today, Boomers are retiring and career nomads are looking for change – early and often. Our clients have entered a new reality where shortages of skilled labour are projected to persist, particularly in high-demand areas such as IT. Korn Ferry’s acquisition of ICS echoes our commitment to scale our solutions and further increase our focus at the intersection of talent and strategy – wherever and however the needs of organizations evolve.”

Doug Klares, CEO, Infinity Consulting Solutions said: “Now, with Korn Ferry, we will have a world-class global network of colleagues, vast IP and client connections at every turn. Our track record of success and deep interim professional solutions expertise, combined with Korn Ferry’s expansive organisational consulting credentials, will give us even greater opportunities to deliver client and colleague impact. We’re excited to be joining Korn Ferry and look forward to what the future holds.”

Terms of the deal were not disclosed. The acquisition is expected to be immediately accretive to Korn Ferry’s adjusted earnings.

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NHS labour shortages force employers to target Caribbean healthcare workers

Job site caribbeanemployment.com has shared new trends showing that the international labour shortage is benefitting Caribbean Healthcare Workers.

A new report by MPs in the UK highlights that the NHS is in the worst workforce crisis in its history, needing 12,000 hospital doctors and more than 50,000 nurses and midwives. With this news, it is no surprise that employers in the US, UK, Canada, and other western countries are offering Caribbean healthcare workers opportunities to live and work abroad.

Nurses and healthcare workers are not the only employees leaving the region due to job prospects. Many US and UK employers are offering attractive relocation packages to Caribbean workers.

This is not a new phenomenon:  Over the years, many Caribbean countries have formed partnerships with governments in the United States, Canada, the UK, and elsewhere to attract skilled labour.

Joe Boll, Caribbean Employment CEO, commented: “We manage thousands of international jobs which allows us to quickly see trends across the global recruitment market. The huge skill shortages across many western economies is forcing employers to focus their efforts on attracting international workers and this is being seen in abundance throughout the Caribbean.”

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Stateside move to provide better service for US-based clients

Software and fintech executive search consultancy Oakstone International has opened an office in Chicago to provide better service for USA-based clients and candidates.

The US operation is led by Arran Campbell, Managing Consultant North America. Campbell has transferred from Oakstone’s Poole headquarters to the Illinois city. The move provides the consultancy with more US working hours and the ability to meet clients and candidates in person.

Campbell has been with Oakstone International for two years. Before Oakstone, he was an award-winning senior manager in the automotive industry for 20 years. He began his recruitment career after selling a vehicle to Paul Rayner, CEO of Oakstone.

Arran Campbell, Oakstone Managing Consultant North America, said: “There is a huge opportunity for Oakstone International here, with the amount of software companies which are looking for assistance and candidates who are seeking to change their lives.

“Oakstone having a greater presence in the USA and really cementing our global status as an international company is nothing but a good thing. It gives us visibility in the US, which is a huge market of clients and candidates.

“I’ve transitioned my workload to the US. I had started doing more and more US projects while I was in the UK – dealing with clients and candidates and doing searches – and found myself dealing almost exclusively with American roles.

“Being in the UK made this challenging – time differences meaning only six hours a day of communications was possible – so when the opportunity came up for my wife and I to move to the US we thought it was perfect timing.”

“One thing I have noticed here in the States, which I have tried to relay to my client managers, is the speed of hiring. People are now going through processes in two weeks. Gone are the days when you might have up to 10 interviews

“People are being hired for high-paid jobs on one or two Zoom interviews. Here, it is generally a two-week notice period, a bit more fluid than much of the rest of the world

Paul Rayner, Oakstone Chief Executive Officer, said: “Arran is an experienced operator whose skill sets make him ideal for this position. I had no hesitation in backing this opportunity

“From a business perspective the benefits for Oakstone having a representative in Chicago is that a lot of the long-term clients he is working with all have their head offices in the city.

“With Arran as a full-time representative we not only have a better chance to communicate with and meet clients and candidates, but we are also better placed to meet existing and future prospects in person.”

“The clients who are flexible in terms of salary and remote working are the ones who are succeeding in winning the talent. Software companies which are stuck in their ways are no longer getting the best people.

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17.0% of consumers said business conditions were “good,” down from 19.5% in June

According to the Conference Board Consumer Confidence Index, consumer confidence fell moderately in July following a larger decline in June.

It marked the third consecutive month of declines in the index, which now stands at a level of 95.7, down from 98.4 in June.

Lynn Franco, Senior Director of Economic Indicators at The Conference Board said that the decrease was driven primarily by a decline in the Present Situation Index. The Expectations Index held relatively steady, but remained well below a reading of 80, suggesting recession risks persist.

Franco said: “Looking ahead, inflation and additional rate hikes are likely to continue posing strong headwinds for consumer spending and economic growth over the next six months.”

Inflation and surging gas and food prices remained top concerns for consumers and weakened their expectations, Franco went on to note. Meanwhile, purchasing intentions for cars, homes, and major appliances have softened further in July.

Present situation

  • Consumers’ appraisal of current business conditions was less favorable in July. 17.0% of consumers said business conditions were “good,” down from 19.5% in June. However, 24.0% of consumers said business conditions were “bad,” up from 22.8%.
  • Consumers’ assessment of the labor market was less optimistic: 50.1% of consumers said jobs were “plentiful,” down from 51.5% in June, and 12.3% of consumers said jobs were “hard to get,” up from 11.6%.

Six-month outlook

  • Consumers’ optimism about the short-term business conditions outlook was mixed in July; 14.0% of consumers expect business conditions will improve, down from 14.6% in June. Conversely, 27.2% expect business conditions to worsen, down from 29.7%.
  • Consumers’ optimism about the short-term labor market outlook was also mixed;15.7% of consumers expect more jobs to be available, down from 15.9% in June. However, 21.4% anticipate fewer jobs, down from 22.2%.
  • Consumers were more pessimistic about their short-term financial prospects. The index found 14.7% of consumers expect their incomes to increase, down from 16.1% in June, while 15.7% expect their income to decrease, up from 15.3%.
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60% of companies said they need more employees to manage their workload

According to poll data released by Express Employment Professionals, companies are becoming more hesitant to hire amid worries about a possible recession and other concerns.

Nancy Reed, an Express franchise owner in Texas said: “In our market, the big fear is a recession. Businesses aren’t confident in the future, and recession talk has employers waiting to see what will happen next.”

According to Reed, employers have been tolerating more absenteeism, tardiness and less experience, but that is changing.

“Now, they are holding off to see what happens,” she continued. “Managers will hire that skilled employee who is ready to come back but are holding off hiring any extra help until they see what will happen with the recession.”

Businesses aren’t panicking yet, but there are signs of cautious hiring, said Chris Cary, an Express franchise owner in Virginia.

Cary said: “In one of our markets, we are not seeing this rear its head dramatically at the moment, but in speaking with business owners and leaders, there is a sense of what is around the next corner with inflation and chatter of a recession.”

According to a poll by Express Employment Professionals that took place in May, 60% of companies said they need more employees to manage their workload but don’t have the capacity to hire them. Of those who lacked the bandwidth to hire additional employees, 48% reported it’s because their company is adjusting its recruiting/hiring strategy. In addition, 42% said their company is waiting to see if the workload will level out before hiring additional employees.

Other concerns: 32% said upper management has not approved hiring of additional staff, and 32% do not have enough money in the budget this year to hire additional staff.

The survey was conducted on behalf of Express Employment Professionals by The Harris Poll and took place between May 3 and May 23. It included 1,003 US hiring decision-makers.

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Revenue for Microsoft as a whole rose 12% year-over-year to $51.9 billion

According to Microsoft Corp., LinkedIn revenue rose 29% in constant currency in the fiscal fourth quarter ended June 30, up 26% on a reported basis to $768 million. However, LinkedIn’s growth was lower than expected as revenue from its marketing solutions advertising business was impacted by a slowdown in advertising spend according to CFO Amy Hood.

LinkedIn’s year-over-year revenue growth in the upcoming first quarter is not forecast to match the fourth quarter’s growth.

Hood made further comment: “For LinkedIn, we expect continued strong engagement on the platform, although results will be impacted by the slowdown in advertising spend and hiring, resulting in low to mid-teens rev growth.”

However, Microsoft Chairman and CEO Satya Nadella noted engagement on LinkedIn remains strong.

Nadella said: “We once again saw record engagement among the more than 850 million members, a testament to how mission-critical the platform is to connect job seekers with jobs, learners with skills and marketeers with buyers.”

Revenue for Microsoft as a whole rose 12% year-over-year to $51.9 billion. In constant currency, the increase was 16%.

CNBC reported revenue fell short of guidance and was the slowest revenue growth since 2020.

Microsoft also noted it had employee severance expenses of $113 million in the quarter, excluding Russia. Separately, the company had scaled down its operations in Russia and recorded operating expenses of $126 million related to bad debt expense, asset impairments and severance.

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94% of those who quit their jobs have no regrets about leaving

A report from The Conference Board has revealed that as the Great Resignation’s momentum continues, one-third of workers are actively looking for a new job.

According to the report, 94% of those who left their company in 2021 do not regret their decision with respondents stating that if given a choice to return to their previous organization, a quarter said they likely would.

Rebecca Ray, executive VP of Human Capital at The Conference Board commented: “Despite worries of a recession — and the hiring slowdown and layoffs that often result from a downturn — the labor market remains strong. And the robust jobs market is continuing to empower workers. Our survey results reveal [workers] continue to want more flexibility and higher pay, and they’ll go elsewhere to attain these benefits. But slowing economic growth makes the decision to jump ship riskier. To retain talent, companies should work with their employees to determine to what extent they can accommodate their needs.”

Insights from the report include:

Job seeking: The Great Resignation isn’t over. Thirty-one percent of respondents are actively looking for a new job, while 28% are unsure if they will quit in the next six months. Only 38% indicated they would like to stay with their current company.

Flexibility a driver: Seventeen percent of workers stated that they voluntarily left their company within the last year for a flexible work location, flexible work schedule or the ability to work from home/anywhere with other top reasons for quitting were higher pay and career advancement, cited by 22% and 14%, respectively. Thirty-seven percent of individual contributors quit for more flexibility, compared to 18% of CEOs. Additionally, more flexibility, higher pay and career advancement were the top factors that would influence workers’ decision to stay at their company.

Fatigue: Job fatigue is driving workers to quit, especially women and millennials. Eleven percent quit their jobs over the last year because of workload. A quarter of millennials quit because of job fatigue, while 25% of women left because of job fatigue, compared to 13% of men.

Pay expectations: Fifty-two percent of Gen X and 47% of Baby Boomers said higher pay would influence their decision to stay with their organization. Seventy-four percent of millennials said the same. Meanwhile, 61% of individual contributors would likely stay at their organization for higher pay, compared to 22% of CEOs.

CEO turnover: Forty-five percent of CEOs said they left their organization for a stronger connection to mission and purpose, while 36% left because they had greater faith in the positive trajectory of their new company. The survey included more than 1,100 individual professional workers. It was conducted from June 21 to June 28.

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Talent Solutions

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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TALiNT Partners has announced the finalists for the 2022 TIARA Talent Solutions Awards with 22 of the United States’ best Talent Solutions, MSP & RPO firms shortlisted across eight award categories.

The finalists for the 2022 Talent Solutions Awards US, which spotlight MSP, RPO and Talent Solutions providers delivering excellence in recruitment and talent acquisition across the US, are the top of the crop and represent the very best in providers in the industry.

Ken Brotherston, Chief Executive of TALiNT Partners made comment: “Following the inaugural TIARA Talent Solutions Awards US last year, I am delighted to see many of our 2021 finalists return to celebrate their achievements, as well as a number of new entrants this year. The 2022 Awards are a true celebration across the market, from the large global players to newer entrants and niche RPO organizations, all demonstrating excellence in their impact for employers and their own employees.”

“The TIARAs are distinguished by the rigor of its judging process and the quality of its judging panel,” he added. “Entries will be assessed by our esteemed judges through six key metrics: excellence in delivery; innovation; DE&I impact; sustainable value; business growth; and purpose.”

What sets the TIARAs apart from other awards programs is their independent panel of expert judges and individual feedback given back to each finalist.

The judges for this year’s TIARA Talent Solutions Awards are drawn from the HR and Talent Acquisition community are:

  • Sachin Jain, Senior Director – Global Talent Management, PepsiCo
  • Andrew Brown, Director RPO and Recruiting, Cornerstone
  • Russell Griffiths, General Manager, Coleman Research
  • Rich Genovese, Global Head – Talent Identification & Discovery, Jazz Pharmaceuticals
  • Gregg Schneider, Senior Manager – Procurement Plus, Global Talent Marketplace and Innovation Lead, Accenture
  • Justin Brown, Talent Acquisition Project Manager, Gallagher
  • Chris Farmer, Global Program Owner, Salesforce
  • Kerri Arman, Former VP Global Head of Talent, American Express Global Business Travel
  • Saleem Khaja, COO and Co-Founder, WorkLLama
  • Fitzgerald Ventura, CEO, 1099Policy
  • Mike Wilczak, Chief Product Officer, iCIMS

Judges will convene in May to debate and decide the winner of each category Award as well as an overall Talent Solutions Provider of the Year. All winners will be announced at an exclusive virtual awards ceremony on Thursday June 9th, 18:00 EDT.

Winners will also be profiled in a special TIARA Awards supplement published with TALiNT International.

The TIARA 2022 campaign is supported by our headline partner Cornerstone, and sponsored by WorkLLama, 1099Policy, and iCIMS.

The full list of TIARA 2022 Talent Solutions Finalists can be viewed here.

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