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Latest in the Region: Americas

Operations have been launched on the East Coast 

According to reports, global recruitment specialists McGregor Boyall have expanded their presence by launching operations on the East Coast, USA. The technology sector in the USA is the biggest in the world accounts for more than 8% of all regional jobs, with more than 12 million people working within the industry and an estimated market value of more than $1.6 trillion. The continued success of the region’s technology sector and McGregor Boyall’s desire to grow meant that North America was the next logical location for global expansion. 

McGregor Boyall’s International Managing Director Richard Lett, will head up operations in North America, commented on the expansion.

Richard commented: “Our expansion into North America has come about due to the increased demand for primarily technology talent from our clients whom we have been fortunate enough to support successfully for many years. We are very excited about expanding our recruitment services even further into the US and bringing the same success to our existing and new client partners based in North America.” 

Richard launched our Middle East operation ten years ago and will now focus on establishing and growing McGregor Boyall’s presence on the East Coast, USA. Richard has over 20 years of recruitment experience and joined McGregor Boyall in 2012. 

McGregor Boyall North America will focus on Technology verticals initially, primarily in the financial services sector. Long-term demand for talent in the Technology and Financial Services sectors will remain high – and it is in response to this that McGregor Boyall supports its clients in these areas.

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Recession concerns mount up 

Despite the US adding 528,000 jobs in July, The Conference Board’s Employment Trends Index saw a drop, showing signs of slower job gains ahead. The organization also showed concern about a possible recession.

July’s Employment Trends Index level of 117.63 dropped from June’s downwardly revised reading of 118.71.

It is thought that slower job gains are likely to bring the labour market in line with the rest of the economy, which Is already seeing a slowdown in activity. The Conference Board, however, expects the US unemployment rate to remain below 4.5% in 2023. It was 3.5% in July.

Frank Steemers, Senior Economist at The Conference Board, said: The Employment Trends Index declined in July and has now been on a downward trend since March 202. While the US labour market is currently still robust, the recent behaviour of the index signals that slower job gains should be expected over the next several months.”

“It is increasingly likely that the US economy will fall into recession by year end or early 2023, with the Fed expected to continue raising interest rates rapidly over the coming months.”

“While businesses are currently still struggling with severe labour shortages, they may soon see some reduced pressure in recruitment and retention difficulties as economic activity cools.”

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Concerns that new bill could lead to increased litigation 

The New Jersey Senate has approved bill S. 511, increasing regulations on the staffing industry. This is according to a tweet by the bill’s sponsor, State Sen. Joe Cryan, D-Union.

Amongst other aspects, the bill provides for equal pay between contingent and directly employed workers. However, some believe that the new bill could lead to increased litigation.

The bill was previously approved in June, but the New Jersey Senate had to vote again due to a procedural issue.

Toby Malara, VP government relations at the American Staffing Association, confirmed that no changes were made to the bill in the new vote. With assistance from the ASA, the New Jersey Staffing Alliance led efforts to amend the bill.

Within the next 45 days, New Jersey Gov. Phil Murphy must either sign the bill, veto it or put forward a conditional veto by offering the bill with amendments back to the legislature for consideration. The ASA’s next avenue will be to urge the governor to issue a conditional veto with various changes to the bill.

The bill was opposed by the New Jersey Business and Industry Association.

Alexis Bailey, NJBIA director of government affairs, commented: “While the intent of the bill is to create additional protections for temporary workers, the provisions in it range from concerning to completely unworkable for businesses which are often challenged enough to maintain their workforces.”

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CPI remains static

Although the previous week’s level was revised downward by 12,000, jobless claims increased by 14,000 last week. With this increase, the jobless claims level is now 262,000, according to the latest US Department of Labor reports.

According to a Reuters poll, economists forecast 263,000 applications for the latest week.

Other stats show that the four-week moving average of claims increased by 4,500 in the week ended Aug. 6 to 252,000. The previous week’s average, however, was revised downward by 7,250.

In related news, The US Bureau of Labor Statistics reported that the consumer price index for urban consumers was unchanged in July compared to the previous month. However, year on year, the index increased by 8.5% in July, this number down from 9.1% in June.

While the cooling of headline inflation is welcome at the Federal Reserve, economists warn that the Fed wants to see more months like this and that officials are also focusing on core prices, according to Market Watch.

Sal Guatieri, Senior Economist at BMO Capital Markets, commented: “The July CPI report might be the first clear indication that consumers are pushing back against high inflation in response to tighter monetary policy. It’s a sign that inflation is close to peaking, though the climb down the mountain will be slow due to rising wages and rents.”

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Four-day weeks and flexible hours remain top of list

New research from ManpowerGroup & Thrive has revealed that:

  • 45% of workers want to choose their own work start and end times.
  • 64% want to switch to a four-day week
  • 71% need trust in leadership to thrive
  • 34% want to choose where they work based on their daily needs
  • Well-being is an crucial strategy for hiring and business success

The What Workers Want: From Surviving to Thriving at Work data also revealed that workers are need their employers to help them shift from surviving to thriving, prioritising flexibility along with factors such as trust, purpose, and well-being.

While flexibility may be a lasting result of the pandemic, it requires individualisation. Workers are demanding choice, autonomy, and consideration for their well-being.

The highest talent shortages in 16 years indicate that workers at almost every level and in every sector have the upper hand and employers need to pay attention.

Leaders must be willing to to listen, adapt, and think differently about how to approach flexibility, not just flexible working.

Arianna Huffington, Founder & CEO of Thrive said: “This is a time of constant change and disruption, but it’s also a once-in-a-generation opportunity to redefine how we work and live. Forward-thinking companies need to do away with the zero-sum idea of work and life reflected in the myth of ‘work-life balance’ by embedding well-being into the workflow itself, and investing in our most important resource: our people.”

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The TIARAs are now the biggest global awards series across the talent ecosystem

TALiNT Partners has announced that the TIARA Talent Tech Star Awards, part of its global TIARA Awards program, has launched into the US following unparalleled success in Europe.  

The TIARAs are now the biggest global awards series across the talent ecosystem and have become the byword for excellence and innovation in service delivery for Talent Acquisition leaders, staffing firms, RPOs and Talent Tech providers.  It’s an awards campaign that celebrates talent tech innovation and excellence and are judged rigorously and independently by a panel of industry leaders. What sets the TIARAs apart from other awards programs is that winners and finalists are given personalized and meaningful feedback that provides expert insight and fresh perspectives on their solutions.  

The TIARA Talent Tech Star Awards US 2022 are now open for entries. TALiNT Partners stated that organizations that are established enterprise-level providers or a fast-growing scale-ups are encouraged to enter.  

There are 8categories, which each offer recognition of excellence across key areas of talent tech:   

  • The Workforce Solution of the Year 
  • The Recruitment Marketing Solution of the Year 
  • The Diversity & Inclusion Solution of the Year 
  • The Candidate Experience Solution of the Year 
  • The Onboarding Solution of the Year 
  • The Contractor Solution of the Year 
  • The Talent Tech Innovation Award 
  • The Best Talent Tech Company to Work for 

TALiNT Partners has carefully and thoughtfully designed an easy-to-use awards platform to manage the entire entry process.  

To start an entry, register here on the TIARA Awards platform, select the Talent Tech Star Awards – US and explore the categories and enter today.  

The Awards ceremony will be held on December 1st alongside the TIARA Talent Acquisition US Awards, as the culmination of a two-day Talent & TIARAs event in Atlanta. 

For any further information, please contact Chantal Cooper, the TALiNT Partners dedicated Awards Program manager. 

Ken Brotherston, TALiNT Partners CEO said: “The TIARA Talent Tech Star Awards US are open for entries and we already have some of the most exciting HR & Talent Tech organizations already entered. So, whether you are an established enterprise-level provider, or a fast-growing scale-up, join our campaign to highlight the vital role of talent tech in releasing human potential.”  

 

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But less optimistic about finding new jobs: New York Fed

According to the Federal Reserve Bank of New York’s Center for Microeconomic Data’s Survey of Consumer Expectations, consumers’ expectations for inflation substantially declined in July, but they were less optimistic about their ability to find a new job in the next three months.

Reports revealed that the median inflation expectations for one year ahead fell to 6.2% in July from 6.8% in June. The decline was broad-based across income groups but largest among respondents with annual household incomes of less than $50,000 and no more than a high school education.

Looking at the labor market, median one-year-ahead earnings growth remained unchanged for the seventh consecutive month in July at 3.0%.

Mean unemployment expectations — or the mean probability that the US unemployment rate will be higher one year from now — fell by 0.2 of a percentage point to 40.2% in July.

The mean perceived probability of losing one’s job in the next 12 months declined slightly to 11.8% in July from 11.9% in June. It remained below its pre-pandemic reading of 13.8% in February 2020.

The mean probability of leaving one’s job voluntarily in the next 12 months rose to 19.5% in July from 18.6% in June. The series has moved within a narrow 18.6% to 20.4% range over the past year.

Meanwhile, the mean perceived probability of finding a job in the next three months (if one’s current job was lost) declined to 55.9% in July from 56.8% in June, moving slightly below its trailing 12-month average of 56.5%.

The report draws data from an internet-based survey of a rotating panel of approximately 1,300 household heads.

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New, integrated job advertising allows recruiters to build and launch advertising campaigns

iCIMS, the talent cloud company, has announced new capabilities to help organizations improve talent agility and optimize hiring and engagement. The iCIMS Summer ’22 Release delivers key innovations to drive businesses forward, as the market continues to shift.

New iCIMS Talent Cloud innovations within the Summer ’22 Release help to:

  • Accelerate and automate sourcing to attract and engage diverse talent with less effort.
    • New, integrated job advertising allows recruiters to build and launch advertising campaigns to thousands of global job boards, all within the iCIMS ATS.
    • iCIMS Digital Assistantresume upload feature automates job matching directly within the AI-powered recruitment chatbot for an enhanced talent experience and quicker applicant conversion.
    • AI-led features in iCIMS CRM, including new automated job alerts, embedded analytics and more, enable faster, better targeted candidate pipelines.
  • Simplify scheduling and hiring for candidates and hiring teams.
    • Candidates can now self-schedule multi-meeting, multi-person interviews based on real-time interviewer availability.
    • New, standardized HCM integrations between iCIMS’ ATS into SAP® SuccessFactors®, ADP® Workforce Now or ADP® Next Gen HCM allow organizations to synchronize talent data between platforms to create an end-to-end experience for talent teams.
  • Strengthen talent engagement and employee retention.
    • Improved internal mobility experiences within iCIMS Opportunity Marketplacewelcome employees and make it easier to add skills, develop their profile, and explore new, personalized opportunities across the company.
    • New automation and integrations with iCIMS Video Studiomake it easier for team members and leaders to create and share dynamic video content with new hires to personalize the onboarding experience, while helping to reduce attrition.
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The collaboration has resulted in several successful initiatives

The Department of Labor has announced that its Occupational Safety and Health Administration (OSHA) and the American Staffing Association (ASA) have renewed their alliance to improve the workplace safety and health of temporary workers. The ASA first joined OSHA’s Ambassador Alliance in 2014 and renewed its commitment in 2016.

The goal of an ambassador is to continue the longstanding relationships between OSHA and Alliance participants through ongoing outreach, information-sharing and training.

The collaboration between the ASA and OSHA has resulted in several successful initiatives and activities, according to the department, including:

  • An ASA safety committee that works with companies to ensure temporary workers’ voices are heard and to identify workers interested in safety and health careers.
  • Promotion of OSHA’s Temporary Worker Initiative to raise awareness among host and staffing employers of safety and health issues that impact immigrant and vulnerable worker populations across multiple industry sectors (general industry, shipyards and construction).
  • Free webinars that discuss a series of OSHA Temporary Worker Initiative Bulletins, such as outdoor/indoor heat prevention, respiratory protection, noise exposure and hearing conservation, and communicating with workers about hazardous materials.

Doug Parker, Assistant Secretary of Labor for Occupational Safety and Health said: “Temporary workers are, by law, afforded the same workplace protections as permanent employees. We are grateful for ASA’s continued dedication to helping OSHA educate temporary workers about their rights and train host employers and staffing agencies on their responsibilities to protect the safety and health of this vital part of the workforce.”

Founded in 1966, the ASA represents recruiting and workforce solutions firms within the US.

Through the Alliance Program, OSHA works with organizations such as trade and professional associations, labor unions, educational institutions, community and faith-based groups, and government agencies to share information about OSHA’s initiatives and compliance assistance resources with workers and employers, and educate workers and employers about their rights and responsibilities.

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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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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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