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Tech companies were responsible for the highest number of redundancies in September

According to GlobalData, around 90 companies announced layoffs in September 2022, which is a considerable increase from the previous month. The data and analytics company’s News Database notes that this reduction in labor is a result of negatively impacted business sentiment amid cost cutting, high operating expenses, and the current economic crisis.

According to GlobalData’s Job Analytics Database, the number of jobs available for application (‘active jobs’) continued to fall in September 2022, as the pace of job closures and removals from career pages (the ‘jobs closure rate’) was higher than the rate of new job postings. The research also indicates that many companies are planning to restructure or realign their businesses, which could result in employees being laid off. In September 2022, companies that laid off employees as part of a restructuring strategy included Netflix, Meta, Wipro, HCL, Twilio, Credit Suisse, and Snap.

Furthermore, according to GlobalData’s latest report, ‘Global Hiring Activity – Trends & Signals Q3 2022’, over 300 companies announced layoffs during the quarter ending September 22.

Sherla Sriprada, Business Fundamentals Analyst at GlobalData, commented: “Of particular interest is Meta, which announced both a hiring freeze and team restructuring to reduce expenses and realign objectives. The company’s job postings fell by 23% in September 2022 over January 2022.”

Rachel Foster Jones, Thematic Analyst at GlobalData, said: “Meta’s headcount shows no sign of increasing this year. The company, like much of Big Tech, is trying to cut costs as it grapples with a weak advertising environment and a tough macroeconomic climate. This is the tip of the iceberg for Meta. Meta is also facing fierce competition with Tiktok, regulatory hurdles and an incredibly costly and currently unprofitable metaverse ambition. Meta cannot afford to cut its hiring freeze short.”

GlobalData’s research indicates that technology companies were responsible for the highest number of layoffs in September. For example, tech company Twilio, as part of its restructuring strategy, laid off 11% of its workforce. The company’s job postings also fell by 72% during the same period.

The banking & payments industry was another key sector affected by layoffs.

Sriprada continues: “Credit Suisse laid off 5,000 employees as part of a restructuring plan, with the company’s job postings falling by 32% in September 2022 over January 2022. Meanwhile, the Goldman Sachs Group laid off 25 investment bankers in Asia. However, job postings rose in India (22%), Singapore (16%), and Hong Kong (8%) in September 2022 over January 2022.”

In the retail industry, Rent the Runway is planning to restructure, which will involve streamlining its organizational structure and increasing operating efficiencies. The company also witnessed a drop of 74% in job postings in September 2022. Other companies experiencing the strain include The Gap, PVH, and Wayfair.

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Hires and quits decrease

US job openings rose 4.3% in September from August, and they were up 0.4% year over year, according to data released today by the US Bureau of Labor Statistics. However, the number of hires fell and fewer people quit their jobs in September.

Julia Pollak, Chief Economist at ZipRecruiter said: “The JOLTS report says that job openings rose to 10.7 million, but other measures in the report suggest the labor market is cooling. Hires fell from 6.3 million to 6.1 million and quits from 4.2 million to 4.1 million.”

Hires were down 4.0% in September compared to August and were down 6.5% year over year.

The number of quits — which are included in separations and are voluntary on the part of employees — fell by 2.9% from the previous month and were down 4.5% year over year.

Layoffs and discharges fell as well by 10.9% from the previous month and by 5.5% year over year.

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Nearly all major tech firms have slowed headcount growth

Microsoft Corp. has announced layoffs across multiple divisions, according to media reports, joining many other tech firms that have cut staff in the unsettled economy.

Microsoft declined to say how many jobs had been cut, but a source told Axios that the layoffs numbered under 1,000.

In a statement to Axios, the tech giant said: “Like all companies, we evaluate our business priorities on a regular basis, and make structural adjustments accordingly. We will continue to invest in our business and hire in key growth areas in the year ahead,”.

The move is yet another example of large tech companies cutting jobs after earlier moving to slow or freeze hiring as the broader economy cools, Axios reported. Nearly all the major tech firms have slowed headcount growth, with many freezing all but essential hires. A number of companies have already moved to cut jobs, including Snap and Flipboard.

Microsoft has not said how many people had been laid off, nor which departments were impacted. However, The Washington Post reported layoffs affected the wargame simulation division and the Xbox gaming division.

Microsoft had 221,000 employees as of June 30, an increase of 40,000 people or 22% from the same point the prior year, GeekWire reported. It was the largest annual increase in employment in Microsoft’s history, based on data tracked by GeekWire.

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Hiring slowdown could impact future results

Microsoft Corp. has reported that LinkedIn revenue rose 17% to $3.66 billion in the company’s fiscal first quarter ended Sept. 30. The increase as measured in constant currency was 21%. The increase was driven by LinkedIn’s talent solutions recruiting business.

However, Microsoft warned of a hiring slowdown impacting LinkedIn when announcing upcoming guidance.

Amy Hood, Microsoft CFO commented: “For LinkedIn, we expect continued strong engagement on the platform, although results will be impacted by a slowdown in advertising spend and hiring resulting in mid-to- high-single-digits revenue growth or low to mid-teens growth in constant currency.”

Still, the company reported high levels of engagement on LinkedIn.

Satya Nadella, Microsoft CEO said: “We once again saw record engagement among our more than 875 million members, with international growth increasing at nearly two times the pace as in the Unites States, in the first-quarter conference call with analysts.”

Nadella also noted there are more than 150 million subscriptions to newsletters on LinkedIn, a four-fold increase year over year.

In addition, Microsoft’s acquisition of EduBrite will allow workers to earn professional certificates directly on LinkedIn, the company announced.

Overall, total revenue at Microsoft was $50.1 billion in its fiscal first quarter, up 11% year over year — an increase of 16% in constant currency.

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83% of workers want companies to reimagine corporate learning

According to new research from Executive Networks and NovoEd, the days of learning leaders presenting to an in-person group in a conference room are not over, but eight out of ten learning leaders (83%) reported that the burgeoning hybrid workforce is pushing companies to reimagine corporate learning to meet new ways of work. Nearly six in ten (59%) of the 515 learning leaders at large corporations who participated in the survey believe that hybrid learning is becoming a major part of the learning landscape, not just a temporary trend.

Christina Yu, CMO at NovoEd commented: “Learning leaders are preparing for profound changes as they redesign corporate learning with new delivery methods and rethink how to meet the needs of new audiences. The pivot to online learning and the availability of a greater range of technology and tools that can be integrated into learning initiatives, such as social and collaborative learning platforms, make it easier for real-time interaction between cohorts, experts, and mentors.

In addition, corporate learning organizations are shifting away from focusing on full-time employees with long tenures. Currently, nine in ten organizations (89%) are targeting learning to full-time internal employees. Yet just six in ten (62%) will focus learning opportunities on full-time employees in 2025. Notably, the learning and development audience will expand to include customers, external stakeholders, contractors, gig workers, freelancers, service providers, and workers’ dependents. The biggest jump in training offerings for new audiences will be digital automation workers, which will rise 23% in 2025.

Jeanne Meister, Executive Vice President at Executive Networks said: “The expectation that online and hybrid learning would be a temporary fix during the pandemic changed as hybrid and remote work became a permanent part of the business landscape. The corporate university is no longer a physical space. Learning and development needs to happen where work takes place and learning leaders must place a greater focus on creating blended learning experiences that mirror hybrid work models.”

With in-person corporate learning on the decline and corporate universities transforming into corporate academies, business leaders are re-evaluating how best to revamp their practices, communicate their business value, and repurpose facilities once used for in-person learning and development. When effective, strategic learning capabilities are aligned to the business needs of the organization, learning leaders can go a long way toward ensuring their organizations can compete in an unpredictable and fast-changing environment.

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The specialist TA group is offering consultative services to support clients’ resourcing strategies

Specialist energy talent acquisition group Petroplan has strengthened its Liquefied Natural Gas (LNG) service offering across North America.

Petroplan is exploring a number of opportunities to support LNG development projects and operational facilities, concentrating on operations in the US Gulf Coast, Western Canada, and the Mexico Pacific Coast.

The service is being driven by David Waterfield, Managing Director for North America, supported by newly appointed Senior Client Development Manager, Adrian Kraeger.

With almost 30 years combined experience working on LNG projects in North America, David and Adrian are experts in the field and bring unique insight into the future challenges and demands for LNG operators.

Petroplan is offering consultative services to support clients’ resourcing strategy across all areas including organisational design, compensation, staffing and hiring strategies, immigration solutions, as well as recruitment itself. As LNG access, consumption and production continues to significantly increase and there is an unprecedented demand for staff on these projects, Petroplan’s expertise provides a vital solution to clients wishing to ensure success of their LNG projects.

Christopher Honeyman Brown, Petroplan CEO, said: “With the European energy crisis and ongoing conflict in Ukraine, there is an unprecedented dependency on the global LNG market. To support the increasing demand for LNG, we will continue to strengthen our ability to support clients to resource their operations around the world, and particularly in North America.

“We are delighted Adrian has joined us to support David and the North America team as they continue to provide our clients with our extensive global experience.”

Petroplan has 46 years of global experience in the oil and gas industry, including the delivery of LNG projects for clients in the Middle East and US. Recently, the talent acquisition group has expanded to support LNG projects in the Asia-Pacific region.

David Waterfield, Managing Director for North America, also made comment: “Our unparalleled level of expertise in LNG, in North America and globally, enables us to deliver the best quality services in the region as the world turns to the US for natural gas resources. We look forward to growing our service offering in the region, helping our clients to deliver their projects.” 

 

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Nearly 1 in 3 employees considering leaving their organization over response to overturning of Roe v. Wade

A recent survey by global nonprofit Catalyst, which works to accelerate progress for women through workplace inclusion, reveals that nearly one in three employees (30%) are considering leaving their jobs due to their employer’s response to the US Supreme Court decision to overturn Roe v. Wade.

Almost half of those surveyed (44%) said their organizations and leaders are not doing enough to ensure abortion access. One third (33%) said they want their CEO to advocate for abortion rights.

When organizations took action, employees noticed. Employees were nearly twice as likely (83% vs 45%) to say that their organization genuinely cares about addressing employee needs if their organization took action in response to Roe v. Wade being overturned.

Lorraine Hariton, Catalyst’s President and CEO said: “Employees are assessing their careers and making decisions based on how their leaders address this issue. Clear communication and meaningful action go a long way.”

Catalyst’s September 2022 survey of more than 1,000 adults working in the US examined how employers’ action or inaction around abortion access has impacted employees’ feelings about their workplaces and career pathways.

Employees say their companies are not doing enough when it comes to abortion access.

Two-fifths (44%) of employees said their organizations and leaders are not doing enough to ensure abortion access. That number is higher among younger employees, with more than half (52%) of employees ages 18-34 (57% of women, 48% of men) saying their organization is not doing enough to ensure abortion access for employees (by providing healthcare plans that cover abortion or covering travel expenses for abortion care, for example).

Employers are not communicating clearly with their workers about reproductive benefits and policies.

More than half (59%) of employees want more clarity and transparency about their organization’s policies on reproductive healthcare. That number is higher for younger employees, with more than two-thirds (69%) of employees ages 18-34 (70% women, 69% men) wanting more clarity on those benefits.

Employees want their organizations to provide abortion benefits.

More than half (52%) of employees aged 18 to 34 (57% of women, 47% of men) say they would likely use employer-provided financial or travel benefits to access abortion care if they or their partner needed them.

One in three (34%) respondents said they would not be able to afford to travel for an abortion without financial assistance from their organization. Additionally, 37% of respondents said they would not be able to get time off work to travel for an abortion without assistance from their organization, such as written policies, benefits, or manager support.

Younger employees are making career decisions based on how their employers address abortion access.

Younger employees ages 18 to 34 are particularly concerned about their career pathways post-Roe. Nearly half (46%) of employees ages 18-34 (47% of women, 44% of men) are concerned that they won’t have the career they planned because Roe v. Wade has been overturned.

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81% of digital nomads report being highly satisfied

According to new research by MBO Partners, the number of “digital nomads” with traditional jobs rose by 9% in 2022 to 11.1 million workers. Overall, 16.9 million American workers describe themselves as digital nomads, up 131% from the pre-pandemic year of 2019.

Miles Everson, CEO at MBO Partners said: “Digital nomads are those who work remotely while traveling to various locations, and the rise in digital nomads is one more sign the workforce of yesterday is gone for good. The ‘work from anywhere’ trend is here to stay, and employers must take note that the power is in the hands of the worker, not the employer or client.

Employers need to consider creating a documented digital nomad policy and consider how to engage such talent, he added.

MBO’s report also found 81% of digital nomads report being highly satisfied, while 11% are “satisfied.” Only 3% were dissatisfied.

The “van life” segment of digital nomads — those who travel, live and work in RVs, vans or other vehicles converted in roaming residences — rose 19% in 2022 to a total of 3.1 million such workers.

MBO also found a growing support network for digital nomads with nomad villages such as Nomad Village Brazil and Digital Nomad Valley Zadar, Croatia.

However, MBO noted that only 8% to 11% of those who express interest in the digital nomad lifestyle will actually make the leap in the next two to three years.

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Employees’ intent to stay at their jobs decreased by 37% in the last six months

According to The Conference Board, nearly a third of workers report decreased job engagement — the commitment and connection they feel to their work — but the shift to remote work spurred by the pandemic may not be the cause.

The survey found that work location — on-site, remote or a hybrid blend of the two — has no impact on self-reported engagement levels.

However, some people feel decreased engagement more than others. Women, millennials and individual contributors report lower engagement than men, older generations and executives.

A survey conducted by The Conference Board that polled more than 1,600 individuals — predominantly office workers — found that respondents weighed in on workplace culture, work location, compensation and benefits.

Robin Erickson, Ph.D., VP of Human Capital at The Conference Board commented: “Many workers have re-evaluated their priorities since the beginning of 2020 at the outset of COVID-19. Employees are not only demanding to retain the flexibility they gained from being required to work remotely, but they expect genuine and transparent communications to continue from their leaders as well.”

But even with lower levels of self-reported engagement, 82% say their level of effort remains the same or higher.

According to The Conference Board, more workers want to quit, but few have plans of actually doing so. Workers’ intent to stay at their jobs decreased by 37% in the last six months, but only 12% are actively planning to leave. Meanwhile, about 29% of workers are reconsidering their plans to quit due to the imminent recession.

Overall, the survey found that engagement levels decreased for all workers regardless of work location or schedule. However, most respondents report that having a caring, empathetic leader increased in importance to hybrid workers.

Rebecca Ray, Ph.D., Executive Vice President of Human Capital at The Conference Board said: “While these results show that a likely recession may slow some of the high turnovers we’ve been seeing, engagement is eroding for many of those who remain. For businesses to truly thrive, they should focus on improving employee engagement, no matter the employee’s work location or schedule.”

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In January 2021, in addition to running all UK operations, Nick became responsible for the Group’s North American business

PageGroup plc, the specialist recruitment consultancy, announced that Nick Kirk has been appointed as Chief Executive Officer designate of the company.

This follows the company’s announcement in April 2022 that it had commenced a process to identify Steve Ingham’s successor. The appointment of Nick Kirk follows a thorough and rigorous selection process, led by the Nomination Committee of the Board.

Nick Kirk has been appointed as Chief Executive Officer designate with immediate effect and he will take over as Chief Executive Officer (CEO) and join the Board on 1 January 2023. Steve Ingham will step down as CEO and from the Board with effect from 31 December 2022.

Nick has exceptional experience of the Group and the sector. He joined as a consultant in 1995 in Michael Page Sales in the UK.

He was promoted to lead that discipline in 2007. In 2009, he transferred across to Page Personnel with a brief to transform the operating model. Following his success in this role, he was promoted to Regional Managing Director in 2013 and took on the additional responsibility of Michael Page Finance. In 2018 he became UK Managing Director and delivered significant progress in the area of DE&I.

In January 2021, in addition to running all UK operations, Nick became responsible for the Group’s North American business. That year, he led the US – one of the Group’s Large High Potential Markets – to a record annual performance.

Angela Seymour-Jackson, Chair, commented: “I am delighted to announce Nick Kirk as the next CEO of PageGroup. Nick has been critical to the success of the Group to date, having a proven track record of leading the business in key markets such as the UK and North America. Nick’s extensive understanding of the Company and its culture will ensure PageGroup continues on its successful growth trajectory.

“Steve Ingham has been an exceptional and inspirational CEO over the last 17 years. He will be missed by employees, candidates and clients alike. Under Steve’s leadership since becoming CEO in 2006, the Group has tripled its headcount and gross profit, with operations now in 37 countries. The Board, along with his many friends at PageGroup, wish him the very best, not least in respect of his endeavours to raise the profile, and progression, of disability rights in the workplace.”

Steve Ingham said: “Having been CEO for 17 years, I understand the privilege and responsibility of this position, and I am delighted to be handing over to Nick. Having worked with Nick for many years I have witnessed first-hand the strength and depth of his leadership and operational skills and his ability to deliver results. I have no doubt that PageGroup will continue to go from strength to strength and continue to create value for all its stakeholders under Nick’s leadership.”

Nick Kirk also commented: “After nearly 28 years with PageGroup, it is an incredible honour to be appointed as the next CEO. I am excited to have the opportunity to lead this great company and look forward to working with the Board, the Executive Team and our highly talented workforce to drive the business further forward. I would like to thank Steve for his support and mentorship over the years, it has been invaluable. I know that he’ll bring the same drive and focus to his work championing the rights of people with disabilities, particularly in the workplace. He leaves the business in great shape, being more diversified across geographies and sectors than ever before and with a purpose-driven and employee-centric culture, which I consider to be unique in recruitment.”

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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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