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Latest in the Region: EMEA

The judging process will commence in the coming weeks

TALiNT Partners has announced the finalists for the 2022 TIARA Recruitment Awards MENA with 22 of the region’s best staffing firms shortlisted in 10 award categories.

The TIARAs set a new standard of excellence, innovation and achievement, enabling ​recruiters to showcase the incredible work they do in the recruitment community across MENA.

David Head, Partnership Director at TALiNT Partners commented: “This year’s shortlist is testament to the amazing work the sector is doing and showcasing how resilient our sector can be in really difficult times. We can’t wait to celebrate the crowning achievements of the best in the sector, rewarding all those who have successfully grown through a challenging and uncertain market. The recruitment sector in the MENA region has bounced back strongly following the pandemic and we applaud the entire industry, especially our finalists and winners all of whom will be revealed at our live ceremony on 3rd November.”

The TIARA Awards programme is renowned for its rigorous and independent judging process and shortlisted entries will now be scored by the highly experienced, expert panel of judges who have been drawn from the HR and Talent Acquisition community and winners will be announced at the Awards Ceremony in November at the Grosvenor House Hotel in Dubai.

The TIARA judging panel is distinguished by some of the industry’s leading executives and NEDs, including Susana Correia, Head of Staffing & Scaled at LinkedIn and Ron Thomas, Managing Director of Strategy Focussed Group.

Winners will be profiled in a special supplement published in TALiNT International.

The TIARA Recruitment Awards MENA are part of the largest global recognition programme for recruitment and staffing companies.

To find out more about TALiNT Partners’ awards programme please contact awards@talintpartners.com

 

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Operations have been launched on the East Coast 

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

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

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

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

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

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59% of European employers find it difficult to attract candidates

Research from SD Worx, European HR & payroll services provider, has revealed an intensifying tug-of-war for talent as British companies rally to deliver on hardened employee expectations and land new team members.

Based on a survey of 4,371 companies in the UK and across Europe, the findings highlight a red-hot recruitment battle and a new power shift in the job market, with the balance tipping firmly in favour of employees.

When it comes to attracting candidates, 59% of European employers are facing difficulty. That figure is significantly higher in Belgium (65%), the UK (59.1%), the Netherlands (54%) and Ireland (53%). Countries such as Sweden (32%), Italy (32%), Norway (31%) and Spain (29%) seem to have a slightly less difficult time attracting employees.

In fact, over half of UK employers (51.8%) say it’s never been more difficult to attract talent.

Recruitment efforts stall as jobs boom

The picture is similar across Europe, underlining the new state of play in a job market where the war for talent is now employers’ most urgent challenge. The research also sheds light on how current employers are arming themselves in the battle to attract new employees, with over two-thirds (68.7%) of European companies surveyed indicating that they have never had such a hard time positioning themselves as attractive employers.

Overall, six in ten European employers indicate that filling vacancies is currently taking longer.

Colette Philp, UK HR Country Lead at SD Worx, commented: “Recruitment issues are now running at record highs with companies facing a raft of major challenges to overcome at speed to keep apace in the heat of an intense war for talent.

With an unprecedented lack of availability in the workforce, our research confirms that employers will have to be more inventive and investment orientated to ensure business growth and survival. This means thinking strategically to open up new pools of talent in the existing workforce through investing in training and development as well as instituting the new, yet hardened, employee expectations of flexible working hours and arrangements to land essential talent.”

Talent shortage

European employers find it particularly difficult to find candidates with the right skills. For 56% of the companies surveyed in Europe, this is the biggest challenge in the war for talent. The figure is even higher among Belgian (70%), Italian (63%) and German (61%) employers.

New business models and digitisation are increasing the demand for new profiles. This new search points to a changing economy shaped by low employee availability and brings to light a new hardened business imperative to secure the right talent with the right skillset.

Looking toward the future of the jobs market, European employers cited five core areas that will determine companies’ ability to attract top talent:

– 35% of employers put working hours and flexible working arrangements as a major priority

– 34% of employers said job security and financial stability are in the top five

– 34% said employees value the work atmosphere and social environment

– 32% identified meaningful, interesting and challenging work as key

– 27% of respondents said training and development opportunities are important

Philp concluded: “From a top to bottom level we need to rethink how we do recruitment. This means paying careful attention to new learning curves, opportunities for development, and the adaptability of potential candidates for a job. Right now, it’s a job hunter’s market and the onus is firmly on employers to step up to new expectations by hitting all the right notes in terms of pay, flexibility, purpose and culture. But despite the urgency, employers don’t have to support that switch alone.  For example, they can make use of education and training, or they can work with interim contracts. This way companies can still succeed in filling vacancies while increasing employee potential. Taking this fresh approach to recruitment practice has enormous potential to reshape not just growth and productivity but also employees’ very own career trajectories with a company.”

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Spain, Italy, and France are top destinations

According to new research, more than half (57%) of workers are planning to extend their holidays this year to work abroad.

The research undertaken by flexible workspace operator, IWG, revealed that 88% of workers plan to work from anywhere – UK or away – this year. Hybrid working has opened up opportunities for employees to work from anywhere, and many companies are responding accordingly. For example, companies such as Airbnb and Spotify have introduced work-from-anywhere policies to provide employees with flexibility when they travel.

The research showed that 67% of workers believe that they can perform their job effectively abroad, and a further 71% agreed that they would only consider a new job if it gave them the flexibility to work from anywhere for at least some of the time.

In terms of the benefits of working from anywhere, the following were cited:

  • Improved work-life balance (76%)
  • Spend more time with friends and family abroad (52%)
  • Saving money by travelling off-peak (47%)
  • Being able to enjoy longer holidays (30%)

Eighty-nine percent of office workers surveyed said they’re now more likely to work from anywhere than pre-pandemic. A further 83% believe that businesses’ adopting hybrid working has made this lifestyle possible.

‘Flexcations’ are also a popular perk. Seventy-six percent of respondents said they would be more inclined to work for a company offering frequent ‘flexcations’ as a perk.

The top locations for hybrid overseas workers:

  • Spain
  • Italy
  • France
  • United States
  • Greece

According to IWG’s office usage data in popular overseas locations for the start of summer:

  • Barcelona, Spain, saw a 168% increase in usage from June to July
  • Italy saw significant rises for its shared offices in Turin (+412%), Milan (+312%), and Rome (+137%).
  • France also recorded growth in its offices in Rennes (+249%), Lille (+155%), and Reims (+147%).

While employees are keen on making the best of the summer months, employers must update policies. Forty-one percent of employees said their employers did not have an official policy in place, and this was preventing them from working from anywhere.

Mark Dixon, IWG Founder and CEO, commented: “For an increasing number of workers, the days of the daily commute are over, now that hybrid working offers the opportunity to work wherever we will be the most productive. And thanks to cloud technology, that can be anywhere in the world, provided there’s a high-quality internet connection available.

“So, it’s no wonder that more and more individuals are embracing the idea of combining work with travel, whether it’s for a few days tacked on to the end of a vacation, or a few months as a digital nomad.

“This trend is set to accelerate further, and we will continue to see more and more companies embracing WFA policies to improve employees’ work-life balance and increase their attractiveness as an employer.”

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Skills crisis not yet over, experts warn

The latest Office for National Statistics (ONS) data has revealed that UK vacancy rates declined between May and July 2022. But even with the decline, background screening and identity services firm, Sterling, has cautioned firms not to neglect hiring efforts with skills still in short supply. Data shows that neglect may be detrimental to organisations’ long-term hiring strategies.

According to Sterling, even though vacancies are down, the hiring market in the UK is still candidate-led, and the country remains critically short of top talent. In light of this, businesses need to rethink their hiring process to better match the job seeker’s needs.

Based on a global survey of more than 1,200 HR professionals and more than 3,700 recent job seekers, Sterling’s research revealed that 78% of job seekers are dropping out or considering dropping out of the recruitment process due to long, complex screening requirements. A third of the respondents who dropped out said the hiring process was too complicated, while 22% had concerns about the background screening process.

Steve Smith, President of International at Sterling, commented: “With so much uncertainty and with skills still in short supply across most of Europe, this is the time to ensure that you have the right processes in place to secure the talent that you need to continue successfully operating your business. Particularly in a competitive recruitment environment, ensuring applicants have the best possible experience with a brand remains of paramount importance and will be for the foreseeable future.

“When it comes to candidates dropping out of the hiring process, there’s been a wealth of speculation that individuals are getting counter-offers and they are pursuing opportunities elsewhere. While this may be the case for some, the insight we’ve gained from applicants themselves suggests there’s more to this issue that needs to be addressed swiftly. In the current economy, it’s simply not a viable option to overlook how important it is to provide an efficient and engaging experience for candidates throughout the entire hiring process.”

ONS labour response: Decline in jobs doesn’t mean the skills crisis is over

Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo) commented: “The post-pandemic hiring spike we experienced was bound to come to a halt at some time, but with recession fears looming and on-going Government uncertainty amidst a leadership contest, this drop is a concern for the country’s economy.

“Our own data supports the idea that permanent recruitment is slowing as the impact of the skills shortages over the last few years plays out. However, what our statistics are also indicating is that more businesses are turning to contract professionals as they struggle to fill resourcing needs. The data – provided by the global leader in software for the staffing industry, Bullhorn – revealed that the number of contract roles in the UK grew by 13% in July 2022 when compared to pre-pandemic figures (July 2019). In comparison, the number of permanent jobs dropped by 23% in the same period.”

“This reliance on the non-employed segment of the workforce simply isn’t sustainable at a time when the UK’s attractiveness as a destination to work for international contractors is dwindling post-Brexit. And with the impact of Off Payroll still being felt in the temporary recruitment market, the longer-term availability of these resources and ability to tap into skills in a cost-effective manner is at risk. We urgently need some stability from the Government and a clearer direction on the regulation of the employment market to ensure that the UK can manage through the difficult times ahead.”

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Tech recruitment firm wins in two categories 

UK-based tech recruitment firm VHR has just been announced as the winner of the International Trade and Employer of the Year categories at the 2022 Global Business Excellence Awards.

The Global Business Excellence Awards are one of the world’s highest profile awards and have a large panel of independent expert judges who select winners based on strict criteria for each category and sector. They focus on financial results, innovation, customers, employees, investors, and community benefits.

The Awards attract entries worldwide, from large international PLCs and public sector organisations to SMEs.

Danny Brooks, CEO at VHR, said: “The VHR team and I are beyond delighted and deeply honoured to have received a double award win at the Global Business Excellence Awards. I, Paul and VHR are proud to fly the flag for Great Britain in over 52 countries across the world. International Trade is vitally important to VHR accounting for 75% of our business enabling us to create work for over 12,000 people in the UK and overseas and generating more than £190 Million in exports since 2003”

The chairman of the judges of the Global Business Excellence awards said: “Congratulations to UK-based international technical recruitment specialists VHR for responding to the uncertainty around Brexit by targeting new overseas markets outside Europe, enabling it to report that 75% of business is international. The company’s strategy to take on staff with second languages with a number coming from outside the UK was a wise move that has boosted overseas contract placements and helped when setting up onsite offices. VHR has generated significant foreign revenue and helped to position the UK as an expert in technical recruitment.

By supporting staff to develop their careers and through the provision of a marvellous line-up of benefits, VHR has established itself as a great place to work. This is a company that values and rewards staff for their hard work. All staff are fully supported with training and individual development plans to reach their full potential. VHR’s ethical recruitment policy is particularly inspiring for its commitment to equality. VHR’s people policy is the backbone of the company helping it to achieve dazzling success and win a host of prestigious awards.”

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More than a third of job seekers drop out of recruitment procedure

According to research published by Sterling, the majority (78%) of job seekers are dropping out or considering dropping out of the recruitment procedure due to lengthy and complex processes, exacerbating the skills crisis.

The data, which comes from a global survey of more than 1,200 HR professionals and perspectives from more than 3,700 recent job seekers, revealed that a third of those that dropped out said the hiring process was too complicated and 22% expressed an issue with the background screening process.

There is clearly a disconnect between employers and candidates as the research found that just 9% of HR professionals believed that candidates would find their hiring process complicated, despite a third of candidates exiting the process for this very reason.

According to Sterling, these results should be cause for concern at a time when skills are in increasingly short supply, with almost half of HR professionals surveyed revealing that they are unable to find enough candidates to fill roles.

Steve Smith, President International at Sterling, commented: “With skills in short supply across most of Europe, ensuring applicants have the best possible experience with a brand is of significant importance. However, this latest data indicates that a significant proportion of the candidate community is dropping out of hiring processes due to the complexity of requirements, suggesting the experience for the end-user isn’t as positive as it could be. There’s been a wealth of speculation that individuals are getting counter-offers which is leading to them dropping out of the hiring process due to opportunities elsewhere. While this may be the case, the insight from applicants themselves suggests there’s more to this issue that needs to be addressed swiftly. In the current economy, it’s simply not a viable option to overlook how important it is to provide an efficient and engaging hiring process for candidates.”

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Risk of employee burnout on the rise

A new survey revealed that 60% of employees feel that their employers have actively discouraged them from taking annual leave. One in 10 workers also feels unable to ask for mental health leave.

In reaction, HR experts urge employers to prioritise annual leave and promote healthy working habits to avoid burnout.

The Annual Leave Allowances survey from Just Eat for Business shows how office workers use their annual leave allowance, how their employer promotes holiday entitlement, and how time off and flexible working impacts work-life balance.

The survey also found that 1 in 5 office workers cannot take time off work due to staff shortages and reduced resources.

With 44% of workers reporting feeling very burnt out and a third finding that maintaining a healthy work-life balance is the most stressful aspect of work, these leave challenges are concerning.

Will Foster, Professor of Leadership at Keele University, commented: “It’s essential that if the ‘espoused’ values of the organisation include employee wellbeing and restorative breaks, then leaders need to allow that to happen and do more than pay lip service. Management must do the hard work of ensuring the structures, roles, responsibilities and staffing levels align so employees can take a ‘true rest’ when needed.”

Anni Townend, Leadership Partner, said: “Annual leave is an important part of a much bigger picture of looking after our life-work balance and of creating a positive work culture.

“Increasingly people are realising that there’s huge value in taking micro-breaks during the day as part of managing employee wellbeing, as well as longer macro-breaks like annual leave. The danger of not doing so is that we lose our ability to switch-off and to disconnect from work. This can impact our sleep patterns and our ability to concentrate, as well as cause extreme mood swings and a weakened immune system.”

Claire Lassier, Senior HR Consultant at Pure Human Resources, weighed in: “Annual leave should never be seen as a perk. Everyone needs a break to maintain their health and wellbeing, and ultimately to maintain their performance levels at work. Some organisations mandate that a set amount of annual leave is taken within each quarter of the year to ensure that employees use leave on a regular basis: others need to limit how much can be taken during their peak periods.

Restricting the amount of discretionary carry over at the end of the leave year and reminding employees on a regular basis to plan ahead and book time off can help ensure that people take time out throughout the year – for the benefit of the individual and the business alike.”

Rosie Hyam, People Partner at Just Eat, also commented: “Given the emphasis on employee well being and work-life balance over the last few years, it’s essential that employers are receptive to flexible working arrangements, and that they allow employees to take time away from work when needed.

“And it doesn’t have to be a big break – organisations may want to carve out some time to ensure that employees can take a break and socialise with colleagues during the working week. This can be done through in-office lunches, socials or team bonding activities.”

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Research highlights retirement perceptions as Europe becomes more grey

According to new research by Alight Solutions, in collaboration with the University of Granada, 27% of European employees lack confidence that they will receive a pension when they retire. Furthermore, almost two-thirds believe their pensions will not be enough, meaning they will have to drop their standard of living.

Alight’s Retirement Perception Index was carried out amongst 2,400 employees in companies across multiple sectors from the United Kingdom (UK), Germany, France, Italy, Spain, and the Netherlands. The research highlights the state of retirement perceptions in the region.

The topic of employees’ trust in their state pension systems and interest in additional support for retirement planning is growing in importance, especially as persons over 60 are likely to account for 35% of the population in the region by 2050.

The research found that the lack of confidence in receiving state pensions was highest in Italy (38%), followed by Germany (32%) and Spain (30%), the UK (25%), and France (24%).

Dutch employees were the most confident because they had the best understanding of their pension systems.

According to the research, confidence levels differ regionally, depending on factors such as generation and gender. For example, boomers have the highest confidence in national pension systems, whereas Generation Z has the lowest confidence level among all generations.

Regarding gender, men showed higher mean values across all aspects of the index, indicating that men are more confident in the national pension systems and are more interested in employer-sponsored pension plans than women.

More than half of European workers know they need to make additional contributions but either cannot afford it or lack knowledge on where to invest. More than half of the respondents indicated that they would like to work for companies that can offer them professional advice on managing their pension plans.

Results indicate that UK employees are most interested in employer-provided retirement contributions and advice, and 29% believe they will have enough pension funds available to maintain their standard of living. Fifty percent of respondents believe they won’t be able to retire until after 66, which is when people can start claiming State Pension in the UK.

Ken Brotherston, CEO at TALiNT Partners made comment: “The issue of pensions has long been a ticking time bomb for many western economies and presents significant challenges for governments. On a more positive note, there is a growing recognition that a huge number of older people can still be econimically productive and fulfill meaninful jobs. Organisations like 55/Redefined are at the vanguard of this movement and deserve a lots of support.”

 

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A recession should not have any impact on staff turnover or retention

Predictions of a spiralling economic crisis will be another blow to businesses’ hiring headway but according to Steven Jagger, founder of tech recruitment firm Maxwell Bond business leaders should “revamp” their culture in order to weather the looming recession and avoid a Great Resignation 2.0.

The arrival of the so-called Great Resignation this year hit the headlines and saw UK businesses’ staff turnover and attrition rates hitting record levels. But experts are forecasting another blow once the impacts of inflation, the cost-of-living crisis, and the recession come into full force.

Steven Jagger, Founder, Maxwell Bond commented: “An economic crisis shouldn’t leave you clutching at straws and panicking. Staff will always be loyal – if you give them reason to be. Employees don’t leave workplaces and colleagues – they leave bad leadership, toxic culture, or a lack of vision for your team and business. Ask yourself, when was the last time you looked at these and revamped your vision?”

Jagger was quoted saying that while a recession would be another blow to businesses when they’re already down, it shouldn’t have any impact on staff turnover or retention if your business’s culture is right.

The founder of the award-winning tech and digital recruiter whose clients include the BBC, Reckitt Benckiser, Barclays, TalkTalk, and Mastercard, believes talent retention “is a skill in itself” and that many leaders “fail to see the importance of it in times of adversity”.

Jagger continued: “By industry standards, we should have experienced higher attrition rates than we have to get to these numbers, but we founded the company on the values of prioritising people, especially our staff, above anything else.

“A recent Deloitte report shows only 56 per cent of employees think their company’s leadership cares about their wellbeing – contrasted to 91 per cent of leadership believing their employees think they care. This disconnect is a big player in staff turnover.

“Companies need to go the extra mile to attract and retain candidates if they want to hit their hiring aspirations, stay ahead of their competitors, and weather the incoming storm. In times of adversity, it’s understandable that survival instincts are to slash headcount and starve spending – but this short-term logic leaves firms bare once the turmoil is over.

With that being said, he understands employers can be afraid of the “T word” (turnover), wrongly perceiving that it reflects their leadership and values: “Some level of turnover, whether facing economic hardship or not, is part of any healthy organisation. If you train people up, they may leave to progress further and take on a higher role or they may be poached by another company for their skills and talents.

“Either of these scenarios means that as their employer, you did your job properly. Remember: running water never goes stale.”

But Jagger says to take heed: “Retaining someone who doesn’t fit the company values can easily make the whole infrastructure fail,” he says. “Put a bad apple amongst good apples, the good ones will eventually turn bad and leave.”

Maxwell Bond has grown by 4,000 per cent since its inception five years ago, despite weathering numerous economic crises, and has seen a further 45 per cent increase just in the last six months. The firm took no financial support from the government during the pandemic.

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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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