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51% still prefer working in person

A recent report by the National Association of Colleges and Employers reveals that, despite the rising popularity of remote and hybrid work options, a majority of college graduates from the class of 2023, approximately 51%, still prefer working in person. The survey conducted as part of the report also indicates that 42% of graduates lean towards a hybrid work arrangement, while only 7% express a desire to work exclusively in a virtual environment.

Shawn VanDerziel, the executive director at NACE, highlights that the class of 2023 graduates, having experienced the pandemic and the consequent prolonged period of remote work, place significant value on personal interaction and work-life balance. This heightened appreciation for face-to-face interactions has influenced their preference for in-person work opportunities.

Interestingly, despite entering a labor market characterized by low unemployment rates and strong hiring trends, the college graduates still prioritize job security when evaluating potential opportunities. VanDerziel suggests that this emphasis on job security stems from the graduates’ firsthand experience of the pandemic’s impact and recent concerns about a potential economic downturn.

The report further reveals that alongside job security, new graduates also value friendly colleagues, the chance to acquire job-specific and practical skills, the ability to integrate work with family responsibilities, and key benefits.

To compile the report, NACE surveyed a total of 18,966 bachelor’s degree-level students, with 2,307 respondents identifying as graduating seniors. The survey was conducted from March 15 to May 19, capturing valuable insights into the preferences and priorities of the class of 2023 graduates.

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A third of workers say employers do not provide training on generative AI use

According to a recent survey conducted by Salesforce, approximately two-thirds of workers expressed the expectation that their employers would provide training on generative AI. However, an equal number of respondents revealed that their employers do not fulfill this expectation.

While workers in office environments generally hold an optimistic view regarding the impact of generative AI on their jobs, the research published on July 12 by Salesforce found that 62% of those surveyed lacked the necessary skills to effectively and safely utilize this technology. As a result, they look to their employers to help address this skills gap.

Furthermore, 70% of business leaders surveyed acknowledged that their teams currently lack the skills to safely employ AI, despite the increasing availability of AI tools. Concerns regarding the use of generative AI mainly revolve around ensuring the utilization of reliable data sources and the security of any first-party data used. Survey participants also expressed a lack of knowledge on how to extract maximum value from generative AI.

However, approximately two-thirds of workers surveyed expect their employers to offer opportunities for them to learn how to use generative AI, highlighting a discrepancy between expectations and reality.

Salesforce’s study suggests that employers may have a responsibility to bridge this skills gap, partly because generative AI has the potential to reduce costs and generate revenue. Over 80% of business leaders surveyed believed that generative AI could lead to lower overall business expenses.

Leading technology companies have already introduced new tools specifically designed for the enterprise market, leveraging generative AI functions. These tools can perform various tasks, such as creating job postings and generating learning programs, indicating the increasing prevalence of generative AI. According to a report by Productboard, nine out of ten venture capital-backed companies plan to incorporate generative AI into their products, with many aiming to do so before the end of the year.

Brent Hyder, President and Chief People Officer of Salesforce, emphasized that AI has the potential to transform jobs across industries and specialties. Hyder stated that employers must anticipate these significant technological shifts and provide resources and training to ensure the success of their employees, customers, and ultimately their business.

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Organizations’ innovative staff benefits packages to retain talent

The competitive landscape of employee benefits has prompted employers to take additional steps in order to attract and retain their workforce, ensuring that their organization provides a supportive environment. Among the less common but notable benefits being offered is assistance for employees going through a divorce.

According to a report by the BBC, this divorce benefit could encompass various provisions such as paid time off, flexible working arrangements to accommodate meetings and court hearings, as well as emotional and mental health support. Major UK employers, including Metro Bank, NatWest, PwC, Tesco, Unilever, and Vodafone, have collaborated with the Positive Parenting Alliance to advocate for more family-friendly policies that specifically address the needs of employees undergoing divorce.

In the United States, publishing company Hearst launched a divorce benefits program in September 2022 for its 12,000 employees through a partnership with SupportPay – a platform focused on child support management and payments for co-parents. The program offers free therapy sessions and legal assistance to employees, aiming to address the negative effects of divorce on their overall well-being and job performance. Maria Walsh, Hearst’s Senior Vice President and Head of Benefits, emphasizes that separation can significantly impact “how [employees] feel, how they do their jobs, and their overall well-being.”

The repercussions of divorce extend beyond personal matters and can affect an individual’s professional life. A 2022 study revealed that nearly 44% of individuals experiencing divorce agreed that it had a negative impact on their job, career, or work. The study also highlighted that divorced individuals reported more negative moods and lower self-evaluated health compared to those who were married/cohabiting, recently divorced, or divorced for more than five years.

In light of these findings, employers recognize the importance of providing support to employees during this challenging life transition. By acknowledging and addressing the impact of divorce, companies are working towards creating a workplace culture that prioritizes the well-being and success of their employees, regardless of their personal circumstances.

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Time savings related to administrative or routine tasks

Employees who use generative artificial intelligence (AI) in the workplace are saving an average of 1.75 hours a day, underscoring the benefits of the technology despite divided perspectives on its uses. The findings were made by Censuswide after it surveyed over 3,000 respondents in the UK, USA, Canada, and Germany, as commissioned by people analytics company Visier. “Overall, employees reported an average of 1.75 hours saved each day, resulting in over a full day’s worth of work each week saved through the use of generative AI applications,” the report said.

A third of the respondents using generative AI said they are saving between 30 minutes to an hour of time each workday.

For others:

• Less than 30 minutes (1.69%)
• One to two hours (26.51%)
• One to three hours (20.31%)
• One to four hours (12.89%)
• More than four hours (0.73%)

Uses of generative AI

According to the report, time savings were related to administrative or routine tasks, such as data entry or research tasks. “But some employees were starting to find new use cases for generative AI in customer support, email drafting, project deliverables, and even during the creative process,” the report said. The findings come as more employees across the world start to embrace AI to be “more collaborative, creative, and productive,” according to a UiPath report. However, these potentials are hampered by growing privacy concerns surrounding AI.

There have been restrictions imposed on AI chatbot ChatGPT among workplaces, such as Samsung, Amazon, Verizon, Citigroup, Goldman Sachs, Wells Fargo, and Accenture. But there are also organisations, such as McKinsey and Company, Mizuho Financial Group, Inc, as well as Daiwa Securities Group, that are permitting some staff to use AI.

Job insecurity

With the expanding uses for generative AI in the workplace, 51% of Visier’s survey respondents said they are “genuinely concerned” that the skills they have could, or would, be replaced by AI. This comes following warnings that AI could put at risk 300 million full-time jobs, with 43% of CEOs revealing in an IBM survey that they have been reducing or redeploying staff because of generative AI.

Amid these threats to employment, 68% of Visier’s respondents said it was important for them to build AI-related skillsets to boost their career. And they’re expecting their organisations to lead in this reskilling. “Naturally, as with previous skills development training, employees are expecting their organisations to take on the responsibility of upskilling their staff,” the report said. It found that 86% of employees are expecting their employers to take some role in reskilling staff to ensure they’re not replaced by AI, including 63% who said this is “entirely the employer’s responsibility to do so.”

But training staff shouldn’t only be limited to developing their AI skills, according to Ben Harris, Director EMEA North at Visier. “By taking a skills-based view, organisations can rethink roles, and identify skills that can be combined with emerging technologies like AI to future-proof jobs, boost productivity, and enhance performance,” Harris said in a media release. “In a context of skills and labour shortages, combining AI with transferable skills will enable companies to fill gaps easily and stay competitive while minimising redundancies.”

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Employee output hits record low

According to a recent analysis by EY-Parthenon, workplace productivity has reached an all-time low, plummeting by 2.7% during the first quarter of 2023 compared to the same period last year. Gregory Daco, the chief economist at EY-Parthenon, expressed concern over this decline, emphasizing that it marks the fifth consecutive quarter of decreased productivity. Daco’s observations were shared via a tweet.

While remote work has been blamed by many as the main culprit, the situation is more complex than that. Surveys conducted among employees have revealed various factors contributing to reduced productivity, ranging from “notification fatigue” to IT-related challenges. It is evident that multiple elements are at play in this productivity downturn.

In a previous statement to the Society for Human Resource Management, Daco highlighted the persistent sluggishness in economic output despite a robust labor market recovery. The impact of the COVID-19 pandemic remains significant, but it is not the sole disruptor. Kaitlin Kincaid, senior managing director of Keller Augusta, noted that the continuous waves of the pandemic, concerns about a potential recession, widespread layoffs, and rising inflation have all kept workers on edge.

The Morgan Stanley 2023 State of the Workplace study revealed that financial stress affects the work and personal lives of 66% of surveyed employees. Additionally, 83% of HR managers expressed concerns that employees’ financial issues might hinder their productivity.

Jenny von Podewils, co-CEO at Leapsome, stated that workers are feeling exhausted due to the insecurity and constant change they have experienced. This exhaustion has resulted in learning and innovation backlogs. von Podewils drew a parallel to technical debt in companies, where rushing through tasks without addressing gaps or errors leads to eventual strain on the entire system.

Younger workers, in particular, have been negatively impacted by the lack of in-person collaboration and exposure to beneficial situations for learning, von Podewils added. This consistent experience has been missing over the past few years.

To address this issue, managers are encouraged to empathize with the challenges employees have faced and might still be dealing with in their personal and professional lives. Kincaid emphasized the importance of meeting employees where they are, focusing on their overall contribution and well-being. Such an approach fosters engagement, positively influencing productivity and increasing employee retention. Many individuals considering alternative job opportunities are looking for more than just titles and compensation.

Companies that continue to adopt remote or hybrid work arrangements must take the lead in creating environments that promote productivity, without blaming workers for any drops in performance. von Podewils stressed the crucial role of innovation in driving workplace productivity over the past half-century. If organizations fail to intentionally construct work environments that support innovation, these driving factors will be lost.

To determine what is and isn’t working, consistent communication with employees and conducting organization-wide surveys is essential. This approach helps gain a better understanding of employees’ mental health, engagement levels, psychological safety, and their perception of career opportunities and learning. Consequently, organizations can explore initiatives like peer mentorships and mentoring programs to bridge the existing gaps and assess their potential impact.

In summary, addressing the current decline in workplace productivity requires a multifaceted approach. By acknowledging the challenges faced by employees and creating supportive work environments, organizations can rebuild productivity levels and foster growth and innovation.

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HR roles hit the hardest, but job seeker interest in remote work remains strong

According to a report from Indeed Hiring Lab on June 28, remote and hybrid job opportunities have decreased over the past year, particularly in the field of human resources. However, job seekers’ interest in remote work remains exceptionally high since early 2022.

In the report, Daniel Culbertson, an outreach economist at the Indeed Hiring Lab, noted that despite the overall decline in job postings advertising flexible work arrangements, job seekers continue to actively search for remote and hybrid roles at near-record levels. Culbertson explained that this decline in postings masks growth in several fields as the job market cools and adjusts to broader economic factors impacting growth in other areas.

The report revealed that the share of job postings offering remote or hybrid work options decreased from a peak of 10.3% in February 2022 to 8.4% in May 2023. This decline can be attributed to the slowdown in hiring for occupations traditionally associated with remote and hybrid opportunities, such as corporate roles and software development/IT operations.

However, remote work is on the rise in more job categories than it is declining. Out of 55 job categories analyzed, 33 saw an increase in remote work, accounting for 49% of job postings on Indeed in May 2023. The most significant increase was observed in civil engineering roles, with nearly a quarter of positions being remote or hybrid, up from approximately 17% a year ago. Other job categories that experienced notable growth included social science, chemical engineering, and banking and finance.

Conversely, the largest decreases in remote or hybrid postings were seen in general corporate roles, including human resources, marketing, and media and communications. Human resources had the most significant decline, dropping from 23.9% in May 2022 to 19.2% in May 2023.

Culbertson suggested that employers in these categories may feel less pressure to offer remote work as related job postings have substantially declined over the past year. Additionally, as some employers are calling workers back to the physical workplace, the decrease in remote positions for human resources could be voluntary, with HR professionals aiming to demonstrate their value to leaders. Sources indicate that HR workers may need to take more strategic risks this year, and some may believe that in-person communication with leadership could be beneficial.

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Data reveals the power of skills-focused job posts

According to a report released on June 21, job postings on LinkedIn that include a wide range of relevant skills in the requirements section have proven to attract more applicants and achieve higher conversion rates.

The report, based on recent LinkedIn data, reveals that job posts which specifically list skills are associated with an 11% increase in the view-to-apply rate. This rate represents the percentage of candidates who view a job posting and then proceed to click the “apply” button.

LinkedIn co-authors Greg Lewis, a Senior Content Marketing Manager, and Jamila Smith-Dell, an Insights Analyst, suggests that one explanation for this improved conversion rate is that including skills makes it easier for candidates to envision themselves in the open role, even if they haven’t previously held that specific position. Lewis points out, “Including skills in your job description can make it easier for candidates, most of whom have listed skills on their LinkedIn profiles, to find opportunities that align with their abilities.”

The data from LinkedIn also indicates that job listings that prioritize skills appear to facilitate internal mobility within companies. Businesses that predominantly use skills-based job posts enjoy an 11% higher rate of internal job transitions compared to those companies that do not specify skill requirements.

Emphasizing skills-oriented job postings can benefit companies in both external and internal hiring, according to Lewis. Breaking down a role into its required skills enables hiring managers and recruiters to identify existing employees possessing the necessary skills or find suitable candidates from outside the organization. Similarly, current employees may recognize their own skills that match a job posting or envision themselves excelling in a new role based on the listed skills.

LinkedIn highlights that skills-first hiring represents a significant shift in the labor market. As per their data, 75% of recruitment teams and talent professionals prioritize this approach in the coming year. However, some companies have been slow to adapt, while certain job candidates have encountered difficulties in showcasing their qualifications. Recent reports indicate that hiring platforms may lack relevant fields to capture information about skills, credentials, and non-degree training—a factor hiring managers should consider when using applicant tracking systems.

Consequently, acquisition and retention teams may also explore skills-first options among their current employees. Many organizations are currently focused on upskilling and reskilling their workforce this year. Several companies, especially in the IT sector, have increased their reliance on training and certification, shifting their attention towards developing the skills of existing employees rather than hiring external consultants.

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Rapid adoption has resulted in productivity gains and increased efficiencies

Generative AI is widely embraced by freelancers in the United States, with a staggering 75% incorporating it into their work, as indicated by a survey conducted by Among the respondents, 33% reported using generative AI tools consistently, while 25% utilized such tools occasionally. CEO, Matt Barrie, commented on the rapid adoption of AI tools by freelancers in the US, stating, “Freelancers from the United States were extremely fast to adopt AI tools and, as you can see from the results, a majority are harnessing the power of generative AI for productivity gains and to complete projects more efficiently. Now that these tools are readily available, what we expect to see is workers moving up the stack, acting more as project managers, editors, directors, or producers.”

The survey revealed that the most common application of AI in the freelance workspace is within tasks that encompass 1% to 25% of a worker’s responsibilities. The predominant use of AI tools revolves around automating responses and streamlining laborious tasks.

Despite the widespread integration of AI, the report highlighted that over half of the surveyed freelancers express concerns about AI replacing their jobs. Of those surveyed, 58% expressed significant apprehension about being supplanted by AI, while 22% expressed moderate concern regarding job displacement by AI. conducted the survey from May to June, encompassing a sample of 1,300 individuals from its US network.

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44% of organizations are hiring individuals at higher salary ranges

According to recent survey data from WTW, US companies are preparing for an average 4.0% salary increase in 2024. Although this figure is lower than the actual increase of 4.4% observed this year, it remains higher than the 3.1% increase recorded in 2021.

Hatti Johansson, the research director of Reward Data Intelligence at WTW, commented on the forecasted salary increases, saying, “While we are seeing a decrease in salary growth projections for next year, they still surpass the levels witnessed over the past decade. This indicates that companies are striving to maintain competitiveness amidst a constantly evolving work environment.”

The decisions made by 61% of firms regarding changes in their salary budgets were influenced by worker shortages. Inflationary pressure was the second most cited factor, mentioned by 60% of respondents. Other reasons prompting adjustments to salary budgets included concerns about employee expectations (24%), anticipation of a recession or weaker financial results (23%), and cost management (20%).

The survey also revealed that 51% of organizations experienced difficulties attracting or retaining employees this year, compared to 57% in the previous year. However, respondents anticipate a relief in labor market pressures, with only 35% expecting difficulties in 2024.

Meanwhile, the report highlighted that organizations are taking proactive measures to attract and retain talent in response to ongoing pressures. Fifty percent of respondents have reviewed the compensation of specific employee groups, and an additional 28% are considering doing the same. Moreover, 44% of organizations are hiring individuals at higher salary ranges, raising starting salary ranges, reviewing the compensation of all employees, and enhancing the use of retention bonuses or spot awards. Non-monetary strategies to attract and retain talent are also being implemented.

The survey was conducted between April and June, with approximately 33,000 responses collected from companies across 150 countries worldwide. In the United States, 2,090 organizations participated in the study.

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Financial leaders expect 1.0% GDP growth and highlight challenges faced by small firms

According to a recent report released by Duke University’s Fuqua School of Business and the Federal Reserve Banks of Richmond and Atlanta, chief financial officers (CFOs) are predicting a slightly slower growth trajectory for the US economy. The CFO Survey indicates a lowering of growth expectations for the country’s gross domestic product (GDP) in the next year, with a revised forecast of 1.0% compared to the previous quarter’s projection of 1.4%.

As part of the survey, CFOs were asked to rate their optimism about the overall US economy on a scale of zero to 100. The average response remained relatively stable at 54.8, aligning with the findings from the first-quarter survey. However, a notable difference emerged among participants who responded after the debt ceiling resolution passed Congress on May 31. Among this group, the average optimism rating rose to 57.4. In contrast, respondents who had answered before the resolution reported an average optimism rating of 51.5. The resolution on the debt ceiling positively impacted the optimism levels of CFOs regarding the financial prospects of their own firms.

Sonya Ravindranath Waddell, an economist at the Richmond Fed, stated, “Financial leaders of firms became decidedly more optimistic about the US economy and their own prospects without the fear that Congress would not come to an agreement on the debt ceiling.” Despite this increased optimism, financial decision-makers still maintained their expectations for slower GDP growth in the upcoming year.

The survey also shed light on the contrasting situations faced by small and large firms. Approximately 40% of small firms, defined as those with fewer than 500 employees, expressed concerns about tighter financing conditions limiting their business spending. This figure stands in contrast to about a quarter of large firms facing similar constraints. Additionally, small firms were more likely than their larger counterparts to report difficulties in replacing or repairing capital assets and refinancing debts due to the prevailing financing conditions.

The findings of the CFO Survey indicate a nuanced outlook among financial leaders, with increased optimism regarding their own firms but a recognition of the challenges posed by slower GDP growth. Furthermore, small businesses appear to be grappling with a more challenging environment in terms of revenue growth and financing compared to larger firms.

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Talent Solutions

The gala awards ceremony will take place on 21 September in London

More than 20 distinguished experts from the talent acquisition industry convened on Thursday, 10 August, for a day of intense deliberation and spirited discussions – the TIARA Talent Solutions Awards judging day! The occasion marked the judging of the prestigious TIARA Talent Solutions Awards, where the industry’s best were determined across 11 distinct categories, culminating in the crowning of the much-coveted title of Talent Solutions Provider of the Year.

Throughout the day, the venue hummed with lively debates and exchanges of insights as the panel of judges, comprising leading figures in the talent acquisition field, pored over submissions and deliberated to determine the most deserving winners.

A full roster of the esteemed judging panel can be found on the official awards website. The judges showcase the collective experience and expertise that underpinned the decision-making process. The inclusion of a diverse array of perspectives ensured a comprehensive evaluation of the finalists and reflected the industry’s commitment to recognising excellence across various dimensions of talent solutions.

Winners will be announced at a grand awards ceremony scheduled to take place at the splendid Pan Pacific London on Thursday, 21 September. The event promises to be a celebration of innovation, dedication, and achievement in the realm of talent acquisition.

Tickets for the awards ceremony are available for purchase on the official website, providing an opportunity to join the industry’s luminaries in celebrating excellence in talent solutions.

For those seeking to stay updated on the event and the latest developments, the official awards website will serve as a reliable source of information and news. As the countdown begins to the glittering awards night, the anticipation and excitement continue to build among the talent acquisition community.

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The Awards ceremony will be held at the stunning Pan Pacific Hotel in London

TALiNT Partners has announced the finalists for the prestigious 2023 TIARA Talent Solutions Awards Europe. These awards aim to recognise the top companies in the RPO, MSP, and Talent Solutions market.

The event has gained significant recognition as the industry benchmark, attracting both previous finalists and new entrants. This year’s nominations showcase the sector’s continued growth and dynamism despite the challenges faced.

Ken Brotherston, Chief Executive of TALiNT Partners, expressed his delight at the engagement from industry leaders, saying, “In what has been a more challenging year, more than ever our Awards are a true celebration across the market, from the global majors, regional leaders, fast-growing scale-ups, and niche providers, all demonstrating excellence in their impact for employers and their own employees.”

The shortlisted entries will now advance to the next round of judging, where a distinguished panel of HR and Talent Acquisition experts will independently score each finalist. In a few weeks, the judges will convene to discuss and determine the winners across the 11 categories, including the prestigious Talent Solutions Provider of the Year award.

The winners, including the recipient of the highly coveted Lifetime Achievement Award, will be unveiled at the black-tie awards ceremony on Thursday, 21st of September. The event will take place at the stunning Pan Pacific Hotel in London, adding glamour to the celebration.

The 2023 awards campaign is supported by headline partner Cornerstone and sponsored by Amdaris, Giant Group, Parasol, Sonovate, and Stratigens. Their contribution to the event highlights the importance of collaboration in recognising excellence within the talent solutions industry.

For the full list of Talent Solutions Europe 2023 finalists, interested individuals can click here.

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The Lifetime Achievement Award was awarded to Sue Marks, Founder of Cielo

On June 8, TALiNT Partners announced the winners of the 2023 TIARA Talent Solutions Awards US at a spectacular gala dinner at the beautiful Georgia Aquarium, attended by CEO’s, Marketing Directors, and senior leaders of the nation’s top RPO, MSP talent solutions providers. Guests weren’t limited to people however, as the large fish tank created a beautiful and original backdrop to the Awards proceedings!

“Having previously delivered these awards virtually, it was fantastic to see so many different organizations come together in person to showcase the ever-growing range of finalists, which is a clear demonstration of the health and vitality of the talent solutions sector” said Ray Culver, Country Manager Americas, TALiNT Partners.

The TIARA Talent Solutions Awards US 2023 campaign was supported by headline sponsor Cornerstone and awards sponsors Beeline, Dasro, IMCS Group, Omni Inclusive, Scoutlogic, TalentNet and TekWissen.

Sevenstep were crowned the overall winner and received the Talent Solutions Provider of the Year Award, having also picked up The Scoutlogic Client Service Award and The Best Talent Solutions Firm To Work For award.

The awards evening also saw the presentation of a very special award – The Lifetime Achievement Award, which was presented to Sue Marks, Founder of Cielo Talent. “Sue has incredible strategic vision, and, from the very beginning, she understood how important technology would be in delivering a scalable service to her clients. Approaches that we take for granted now were game changing back then – especially using deep analysis to create a solutions-based, systemic approach to driving better outcomes for her clients and candidates” said Ken Brotherston, Chief Executive, TALiNT Partners.

The full list of Talent Solutions Awards 2023 winners and highly commended companies can be found here.

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

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

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

About Stratigens

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

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

Stratigens –

About TALiNT Partners

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

TALiNT Partners –


If you would like to know more about the partnership, please contact Ken Brotherston, CEO of TALiNT Partners,

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