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Winners will be announced at TALINT Partners’ two-day Talent and TIARAS at the end of November

TALiNT Partners has announced the finalists for the 2022 TIARA Talent Tech Star Awards US! These awards finalists have shone a spotlight on the full spectrum of HR and Recruitment technology solutions for employers, recruiters, candidates and contractors.

Ken Brotherston, TALiNT Partners CEO commented: “We are thrilled to have attracted such high-quality finalists to our US Talent Tech Star Awards.

They represent a fantastic range of the sector’s highest potential start-ups, fastest growing scale-ups and top performing talent tech giants – collectively employing thousands of talented people and generating billions of dollars in sales.”

Shortlisted entries will be scored by a highly experienced, independent panel of expert judges who will convene in a few weeks to decide who will triumph in each category, as well as to crown the overall Champion of Champions.

All winners will be announced at the Awards Ceremony taking place on December 1 at the Atlanta Marriott Marquis, as part of TALiNT Partners’ two-day Talent and Tiaras event, which brings together the talent ecosystem for two days of conferences, roundtables, dinners and culminating in our prestigious TIARA Ceremony.

Winners will be profiled in a special supplement published with TALiNT International. The full list of TIARA Talent Tech Star Awards US 2022 Finalists can be viewed here.

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Winners will be announced at TALINT Partners’ two-day Talent and TIARAS event in November

TALiNT Partners have announced the finalists for the 2022 TIARA Talent Acquisition Awards US. These awards, which set the standard for excellence, innovation and achievement, enable employers to showcase the incredible work they do in talent acquisition and resourcing.

Ken Brotherston, TALiNT Partners CEO commented: “The last year has seen an ever-growing range of challenges for talent acquisition and resourcing teams so it is a pleasure to be able to recognize and celebrate the amazing work being done by all of our finalists. The TIARAs are distinguished by the rigour of its judging process and the quality of its judging panel. Entries will be assessed across key areas including DE&I, innovation and organizational impact.

Shortlisted entries will be scored by a highly experienced, independent panel of expert judges drawn from the HR and Talent Acquisition community. The 2022 judging panel can be viewed here.

Judges will convene later this month to decide who will triumph in each category, as well as to crown the overall winner – the Overall Achievement in TA Award. All winners will be announced at the Awards Ceremony taking place on December 1 at the Atlanta Marriott Marquis, as part of its two-day Talent and Tiaras event.

Winners will be profiled in a special supplement published with TALiNT International. The full list of TIARA 2022 Talent Acquisition US Finalists can be viewed here.

The 2022 awards campaign is supported by Allegis Global Solutions, AMS, JoinedUp, Magnit, Omni Inclusive, Ph.Creative, Relode and WorkLLama.

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Leadership teams should be trained to manage a new remote workforce

According to a report by TechCrunch, monitoring employees by webcam is violation of human rights; this following Chetu, a Florida-based telemarketer, demanded a worker in the Netherlands turn on his webcam for nine hours per day and fired him when he refused, but a Dutch court later ruled against the firm.

The Dutch court’s ruling suggested the required use of webcams to monitor workers violates human rights. In court documents cited in the report, the worker said he felt the requirement was an invasion of privacy and suggested the company was already able to monitor all activities on his laptop and he was sharing his screen.

Debbie Walton, Editor at TALiNT Partners commented: “Considering the sharp focus that is on employee wellbeing, with burnout rife since work/ home lines are blurred with remote working, the micromanagement of staff won’t do much to retain valuable staff. Employers should ensure that their leadership teams are supported and trained where managing a remote workforce is in question.”

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Will this mean that more gig workers will be considered employees?

The US Department of Labor will be moving forward with a new rule aimed at determining who is an employee and who is an independent contractor with the department announced today that it will publish a notice of proposed rulemaking on Thursday.

Its new rule will likely require more workers — including gig economy drivers — to be classified as employees rather than independent contractors, The New York Times reported.

Marty Walsh, Secretary of Labor commented: “While independent contractors have an important role in our economy, we have seen in many cases that employers misclassify their employees as independent contractors, particularly among our nation’s most vulnerable workers. Misclassification deprives workers of their federal labor protections, including their right to be paid their full, legally earned wages.”

Specifically, the proposed rule would:

  • Align the department’s approach with courts’ Fair Labor Standards Act interpretation and the economic reality test.
  • Restore the multifactor, totality-of-the-circumstances analysis to determine whether a worker is an employee or an independent contractor under the FLSA.
  • Ensure that all factors are analyzed without assigning a predetermined weight to a particular factor or set of factors.
  • Revert to the longstanding interpretation of the economic reality factors. These factors include the investment, control and opportunity for profit or loss factors. The integral factor, which considers whether the work is integral to the employer’s business, is also included.
  • Assist with the proper classification of employees and independent contractors under the FLSA.
  • Rescind the Trump era 2021 independent contractor rule.

The current Trump-era independent contractor final rule was set to go into effect in March 2021 but was initially delayed by the incoming Biden administration and was withdrawn by the Department of Labor in May 2021. However, a federal court held the withdrawal was unlawful, and the rule remains in place.

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Total employment rises by 263,000

According to the US Bureau of Labor Statistics, the US gained 27,200 temporary jobs in September from August for total temp jobs of nearly 3.2 million.

Total nonfarm employment rose in September with the US gaining 263,000 jobs, bringing the number of jobs to more than 153.0 million. Still, September’s gain was the smallest increase in total jobs since April 2021.

The temp penetration rate — temp jobs as a percentage of total employment — rose to 2.09% in September from 2.07% in August.

Also reported: The US unemployment rate fell to 3.5% in September, the same level it had been in July before popping up to 3.7% in August. The college-level unemployment rate also declined — edging downward to 1.8% in September from 1.9% the previous month.

Notable job gains happened in leisure and hospitality, which added 83,000 jobs, and healthcare, which added 60,000. Employment in healthcare has returned to its February 2020 pre-pandemic level; however, leisure and hospitality remains below its pre-Covid level.

The labor force participation rate was little changed at 62.3% in September.

The BLS also reported the percentage of employed persons who teleworked because of the COVID-19 fell to 5.2% in September from 6.5% in August. That compares to May 2020 — the first month this data was collected — when 35.4% of employed persons teleworked because of the pandemic.

Hurricane Ian did not have a discernible effect on employment data for September.

Ken Brotherston, CEO at TALiNT Partners commented: “This is fascinating set of numbers; they continue to show the underlying strength in the job market although the rise in temp penetration suggests a certain nervousness from employers. Likewise, reduction in teleworking continues to show the re-balancing from the pandemic. With continuing economic uncertainty, the trends on jobs data over the next few months are impossible to call.”

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It’s the biggest deceleration in salary in a three-year history

According to the ADP National Employment Report, US private-sector employment rose by 208,000 jobs in September compared to August, but growth remains below the three-month average. All of September’s job gains were in the service-providing sectors. In addition, the job gains in August of 185,000 was revised upward from the 132,000 initially reported.

ADP’s report also found mixed news in terms of pay data in September.

Nela Richardson, Chief Economist at ADP commented: “We are continuing to see steady job gains. While job-stayers saw a pay increase, annual pay growth for job-changers in September is down from August.”

ADP noted September’s job gains appeared as schools reopened and pandemic concerns faded.

In terms of pay, job-changers’ annual pay rose 15.7% in September, down from a revised 16.2% in August — it’s the biggest deceleration in the three-year history of the report’s data. For job-stayers, annual pay rose 7.8% in September, up from the 7.7% in August.

Here are the jobs added in September by sector:

  • Goods-producing, down 29,000
    • Natural resources/mining, down 16,000
    • Construction, 0
    • Manufacturing, down 13,000
  • Service-providing, up 237,000
    • Trade/transportation/utilities, 147,000
    • Information, down 19,000
    • Financial activities, down 16,000
    • Professional/business services, up 57,000
    • Education/health services, up 38,000
    • Leisure/hospitality, up 31,000
    • Other services, down 1,000

The ADP National Employment Report is an independent estimate of change in US private employment and pay derived from actual, anonymized payroll data of client companies served by ADP. It’s produced by the ADP Research Institute in collaboration with the Stanford Digital Economy Lab.

The report was recently revamped and is no longer a forecast of the private payroll numbers produced by the US Bureau of Labor Statistics.

The BLS is slated to publish its report on August jobs data on Friday.

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The number of hires rose by 0.6% month over month

According to seasonally adjusted numbers released by the US Bureau of Labor Statistics, the number of job openings in the US fell by approximately 1.1 million, or 10.0%, in August from July. Total job openings was 10.0 million in August, the lowest number since June 2021.

Year over year, the number of job openings was down 5.4%.

Robert Frick, Corporate Economist at Navy Federal Credit Union said: “Job openings took a major dive in August, falling by more than about 1 million, but they still total more than 10 million. That and other data point to a jobs market that’s still challenging for employers. But judging by the drop in openings and the high number of Americans who entered the labor force in August, almost 900,000, the worst of the tight labor market is over.”

The number of hires rose by 0.6% month over month, while the number of separations rose 3.1%.

BLS data showed that quits — which are included in separations and are voluntary on the part of employees — fell by 1.2% in August compared to July but were up 3.6% year over year. Layoffs and discharges (involuntary separations), however, rose 7.9% in August compared to July, with the number up 0.9% year over year.

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90% of executives say skills are becoming the way their organizations are “defining work”

According to a recent report published by Deloitte, organizations that use skills-based practices, such as career mapping for skill sets and hiring that focuses on ability instead of degrees, outperform their peers that don’t do so. However, many organizations are struggling to make significant changes amid calls for workplace agility, Deloitte noted in its report.

Some of the changes mentioned in the report extend to the function of the job itself; with 60% of executives surveyed saying that “fractionalized work,” or work that allows workers to flow between tasks based on their skills or interests, would create better value for an organization. And a number of workers said that “broadened work,” or work that is structured around broad problems to be solved, would be the best way to organize work.

While almost 90% of executives surveyed reported that skills are becoming the way their organizations are “defining work, deploying talent, managing careers and valuing employees” — and 90% of organizations said they are “actively experimenting” with skills-based programming — 59% of workers surveyed said their organizations still value degrees and job experience over “demonstrated skills and potential.”

There was however a disconnect noted by various organizations, even as President Joe Biden made public calls for workers to consider “skills not degrees.”

According to a Cengage report from July, a majority of employers surveyed still require degrees for entry-level jobs, due in part to questions over the value of credentials and other nondegree signals of skill. But many recognized that removing that requirement would help them find workers.

Similarly, 72% of employers in Morning Consult survey data released in August reported that they didn’t see degrees as reliable signals for candidates possessing the right skills, but just over half admitted they still hired from degree programs because it felt less risky. Young workers are also wary of the risk; only 31% surveyed said nondegree programs were a better long-term investment than a degree, and 65% were worried about choosing the wrong path altogether.

Surveyed employers who have pushed for skills-first programming noted that it required a complete rebuild of their job descriptions and positions. But by doing so it helped them remove barriers to significant sources of talent, one organization said during a U.S. Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs virtual event in July.

As agility once again comes into focus with employers entering the post-pandemic era, skills will likely remain a top priority for organizations, Deloitte’s report noted.

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The Bill deleted the section that allows employees to choose their own payroll payment cycle

According to reports, the New Jersey Staffing Alliance called on New Jersey Gov. Phil Murphy to conditionally veto temp worker rights legislation in order to fix flaws in the legislation. The group argued the law, S. 511, could force closure of staffing firms and cause job losses for temporary workers.

On Tuesday, the alliance issued a press release calling for the governor to conditionally veto the bill. It said the conditional veto is the last opportunity to make changes to the bill.

The New Jersey Staffing Alliance released statement: “The Temp Workers Bill of Rights addresses numerous very important issues that will improve the work environment for temp workers, but it contains several problematic areas for which we have advocated changes and have been ignored. The bill in its current form could tip some staffing agencies, particularly smaller ones, to shut their doors, which could cause drastic reductions in the 500,000 temporary employees New Jersey staffing firms supply to every industry and job category in the state [and that generate] almost $6 billion dollars in the state’s economy.”

In August, the New Jersey Senate approved the bill, giving the governor 45 days to sign it, veto it or issue a conditional veto.

Four amendments to the bill were requested by the New Jersey Staffing Alliance:

  1. Delete the section of the bill that requires temporary staffing firms to pay wages and equivalent benefits to their clients’ full-time workforce and makes clients liable for this. The alliance said the concern is clients will not be willing to share their proprietary compensation information and will instead no longer use staffing firms. Staffing firms would also be forced to adjust their own pay scales for categories of work by individual client if clients do share the information.
  2. Delete the section that allows employees to choose their own payroll payment cycle.
  3. Delete the section regulating hiring of temporary staff by clients and placement fees. It noted virtually every staffing contract provides a pathway for clients to hire temporary workers and pay a negotiated fee that rewards the staffing firm for finding the worker and assigning the worker.
  4. Fix a discrepancy in the law between “temporary labor” and “temporary laborer.” It requested the two definitions be consolidated to ensure the segment limitations apply to the entire bill.

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Planning staffing levels also appeared high on the list

According to a survey of CFOs by Gartner Inc, hiring and retaining staff are the most difficult tasks facing Chief Financial Officers over the next 12 months. The tight labor market is one of several factors – including inflation and supply chain disruptions – that are set to challenge corporate profitability through 2023.

Gartner surveyed 234 CFOs in July, and 54% cited hiring and retaining enough workers as their top challenge. It was followed by forecasting (36%) and cutting the right costs (35%).

Marko Horvat, VP, Research, in the Gartner finance practice said: “The data from CFOs align with what we are hearing from HR leaders, namely that competition for talent is expected to become fiercer over the medium term and retaining that talent will become more challenging. CFOs will need to deploy a variety of strategies to ensure critical roles remain filled while also protecting margins.”

Also on the list, “planning staffing levels across the company” was cited by 21% of CFOs.

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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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