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Latest in the Region: EMEA

Mexican labor reform decreases agency work volume of business by 80%

The regulatory outlook for the staffing industry remains negative for the next six months in 13 countries, according to the World Employment Confederation’s recently released Staffing Executive Regulatory Outlook report. The impact changes in regulation are expected to be neutral in seven countries and positive in four.

Overall, the staffing industry anticipates regulatory changes to have a positive impact in the Netherlands, Spain, UK and Italy.

The report noted following the Mexican labor reform implemented in September 2021, agency work is no longer allowed in Mexico, decreasing the volume of business by 80% compared to the situation before the reform. However, agency work can continue operating in “specialized services” falling outside the core activity of the user company.

In Europe, the expected negative regulatory changes include:

  • A new regulation on the maximum length of an assignment in Sweden.
  • A new regulation on statutory sick pay and pensions in Ireland.
  • Discussions and possible regulation on the overall protection of agency workers covered by collective labor agreements in Germany, linked to the EU Court of Justice proceeding.
  • Discussions on the use of agency work in the healthcare sector in both Denmark and France.
  • A new law entering into force in Norway on maximum length of assignment and a regional ban in the construction sector.

The biannual poll includes responses from executives of 24 different national staffing federations. It was conducted in October.

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New look shifts focus to frontline workforces

South African fintech company, SmartWage, known for pioneering the ‘on-demand pay’ model in South Africa has rebranded. The new brand aims to re-establish the company’s commitment to making HR and Payroll easier for companies with deskless employees.

Now called Jem, the organisation helps employees take advances without getting into a payday debt cycle. This comes off the back of accelerated company growth, an evolving product line and a renewal of their ambitious vision.

Simon Ellis, Co-Founder and CEO of Jem said: “We gave ourselves the literal name ‘SmartWage’ when our core focus was on our on-demand pay product, but after listening closely to our customers for the past two years, we realised that there was a need for so many other HR and Payroll products that satisfied the unique needs of companies with frontline employees. So we built those products – like our Payslips system which lets you send payslips to employees over WhatsApp. Our product range and ambitions outgrew the SmartWage brand. We needed a name that could reflect both who we are today and our long term vision.”

About Jem

Jem was founded in May 2020 by Simon Ellis and Caroline van der Merve. They started out offering financial wellness products to employers, including on-demand pay and financial education, and now give employers the ability to do much more. Over the past 12 months, Jem has cemented its status as the market leader for HR and Payroll Systems for companies with deskless employees. It has grown exponentially, with an eight-times increase in its user base and companies like KFC, Edgars, Defy Appliances, Mukuru, and Twizza are using their systems. This growth is a clear indicator that companies of all sizes with deskless employees are starting to acknowledge that enterprise software built for office-based employees does not suit the needs of their deskless workforces.

Caro van der Merwe, Co-Founder and COO commented: “In the world of HR, most processes are still done manually. Existing software like SAGE, Workday and Oracle are missing the ‘last mile’ of HR: connecting with deskless and distributed workers. What we see is that day-to-day, most large companies that employ deskless workforces haven’t found a way to digitally communicate with their employees, so despite plenty of HR & Payroll software, much of their processes remain paper-based. If we can save employers time and money through digitisation, helping them communicate clearly, efficiently and dynamically with their employees we can add real value to their operations.”

The numbers tell the same story. 90% of deskless employees don’t have or don’t use email, but 97% of formally employed people in South Africa use WhatsApp. In a country where the majority of people have less than five apps on their phone, it makes sense to leverage an existing distribution channel to help employers automate many of their HR processes. This is the fundamental reason why Jem uses WhatsApp to send payslips, process leave requests, manage salary advances and communicate with frontline employees.

Simon explained the origin of the name: “Since announcing the rebrand the most common question has actually been around our name. The oldest form of long-distance communication is through drums. They were used for centuries to connect people in faraway communities. The most well-known ‘talking drum’ of them all is the Djembe. Our name comes from the middle of that word. Connecting the office with its faraway, deskless employees is at the heart of what we do, and our new name is a constant reminder of our purpose.”

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31% of the workforce sees themselves working from the office full-time in future

A study by Unispace has found that the pandemic and associated work-from-home guidance saw more men than women find a better balance between the office and home. This underscores the need for companies today to create spaces and flexible working approaches that drive equity across all genders. 

According to the Unispace study of 3,000 employees working across Europe, male office workers found a better work/life balance when working from home during lockdown than women (71% vs. 68%). When participants were asked if they feel they can prioritise family and loved ones more after the pandemic exactly the same proportion –  87% – of both groups said yes. That’s according to the new paper, Shifting the Gender Discussion, published by Unispace. 

When looking at those who were hesitant to go back to the office, the top concern expressed by male respondents was a preference to be at home to work around child and carer arrangements, with almost a third (32%) citing this explanation. Fewer women (29%) indicated the same sentiment.

Levelling the playing field

Unispace’s research also revealed that before the pandemic, female employees were more likely than their male counterparts to be completely office based (73% vs. 69%). Men were more likely to be working in a predominantly office-based hybrid way (25% vs. 18%), suggesting a pre-pandemic inequality in flexible working approaches among genders. 

However, when participants were asked about where they are likely to work in the future, exactly 31% of both groups foresaw themselves working from the office full-time, suggesting that there is an immediate opportunity for employers to create spaces and flexible working approaches that drive equity across all genders.

Chely Wright, Chief Diversity Officer at Unispace commented: “While the pandemic had catastrophic consequences for communities across the globe, it has also been a chance to press reset and shift the norm on many aspects of society – the conversation on work-life balance included. 

“When we know better, we do better. Our data shows that we have an opportunity to advance the discussion about equity in the office environment and flexible working policies from a gender-based lens. 

“The employers and companies today that are able to attract and retain the best and most diverse talent will be those that ensure their workforce strategies, working policies and office spaces provide the flexibility and equity needs of all genders. This is a chance for employers to reframe how people of all genders are encouraged back to work and experience their office environments.”

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Search trend ‘hybrid working’ saw an increase of +250% in the past 12 months

A new study by live answering service, VoiceNation, has created a map of Europe, which shows the countries that prefer remote working, versus those that don’t.

Since the pandemic, remote working has become the new norm with very little sign of returning to full time, in-person working. And with the search trend ‘hybrid working’ seeing an increase of +250% in the past 12 months and over 822k remote jobs on LinkedIn, it is clear people are still very much interested in flexible working models.

But which countries are more in favour of remote working?

The study looked at positive and negative sentiments through Linkfluence.com, revealing which European countries are the most avid fans of remote working, and which aren’t.

Love WFH Love working in the office 
Austria Albania
Belgium Bosnia & Herzegovina
Bulgaria Germany
Chechia Greece
Croatia Italy
Denmark Russia
Estonia United Kingdom
Finland
France
Hungary
Iceland
Ireland
Latvia
Lithuania
Malta
Netherlands
Norway
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
Switzerland
Ukraine

The countries that love remote working the most 

Renowned for its great working environment, Iceland tops the list as the best country in Europe for remote working. Here, your working hours do not take up too much of your day, allowing you to spend time outside of work doing things you love and spending more time with family. Iceland already had a 4-day working week in place before the Covid-19 pandemic hit!

The other Nordic countries, including Norway, Denmark, Sweden, and Finland all had positive segments on remote working, and as they’re known for their great benefits and policies, it might be a perfect place to relocate if you’re interested in remote working while seeing new parts of the world!

With its strict COVID-19 regulations and lockdowns, France had to adjust itself to remote working, and it seems it’s there to stay. The people of France have come to terms with remote working after the pandemic and seem to prefer this way of working rather than working in the office every day.

In the Netherlands, remote working is a legal right by law, where your employer must review your request to work from home should you bring it up, so there’s nothing holding you back from working in a cute café tucked into a side street and exploring the many museums and other activities the Netherlands has to offer after working hours!

The countries that prefer working in an office

Some countries which preferred working in the office were Germany, Greece, and Italy. Here, it seems most workers liked the office environment, and preferred this to working from home. This could be due to a multitude of reasons, like socialising with your colleagues, getting out of the house and be out on the move every day.

Another country which had more negative sentiment than positive, was the UK. Lockdown forced many to work from home during the pandemic, but now that things have opened again, employees and employers alike are looking forward to getting back into the office, it seems.

There is no right or wrong opinion about remote working. Since it’s here to stay, more people will be able to find the set-up that is right for them, whether it’s going into the office often, or working from the comfort of their home.

Commenting on the study, a spokesperson at VoiceNation said, “We have most definitely seen a shift regarding working from home. The younger generations seem to prefer WFH, while older generations who are used to going in five days a week miss the office. Regardless of what you prefer, we hope our study can help people looking to perhaps relocate, or simply understand more about remote working!”

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Fundraise led by Global Ventures and Wa’ed Ventures, the venture capital arm of Aramco.

Elevatus, the Saudi-based technology company with video interviewing and recruitment software for the HR sector, announced that it completed a $10.5 million, Series A fundraise.

The funding round was co-led by Global Ventures – an MEA-focussed venture capital firm – and Wa’ed Ventures – the venture capital arm of Aramco.

With this capital injection, the HR tech provider aims to accelerate its business expansion and expand its market share. It also strives to broaden its reach by entering new markets, investing in product innovation, and propelling the advancement of HR tech. Launched in 2019, and led by co-founders Yara Burgan, Yacoub Zureikat, and Yanal Kashou – Elevatus’ next-generation AI technology streamlines the full hiring process. This enables companies to centralize core recruitment functions in one place, tackle their biggest hiring challenges, and recruit dependable top talent in less time.

Elevatus is a holistic SaaS solution that offers two core AI-powered solutions; an award-winning hiring platform EVA-REC and video interviewing software EVA-SSESS.

EVA-REC helps enterprise companies streamline recruitment functions such as: creating requisitions, automating workflows, filtering resumes, shortlisting candidates, streamlining approvals, sending offers, and onboarding new hires before day one. EVA-REC is at the forefront of its sector, with a scope and maturity that are competing with recruiting solutions of top global peers such as SAP and Oracle.

EVA-SSESS is a secure and unbiased video interviewing software that helps companies identify, hire, and rapidly develop top talent via AI-powered video assessments. EVA-SSESS has a unique AI-matching algorithm that is highly intuitive, comprehensive, and currently unmatched in the world. This core and novel AI algorithm is offered as an Infrastructure as a Service (IaaS), so organizations can enhance and advance their existing systems and accelerate their hiring innovatively.

Elevatus has rapidly become a popular solution for over 150 companies including blue-chip brands such as Samsung, RE/MAX, Omantel, Arab Bank, Dr. Suleiman Al-Habib Medical Group, Virgin Mobile, King Abdullah University of Science & Technology, and STC Academy. It has also integrated its technology with world-class technology providers such as SAP, Oracle, Zoom, Slack, DocuSign, Google Meet, Glassdoor, Indeed, and more.

Elevatus, which began its operations over three years ago, has helped companies worldwide conduct over 3 million video assessments and recruit thousands of candidates to date. It also improved its AI algorithm accuracy from 65% to 94% over the course of three years. In addition, Elevatus has also grown its headcount by three times.

Yara Burgan, Co-Founder and Chief Executive Officer at Elevatus, said: “Our team of high-calibre talent is shaping the future of HR. From day one, we were confident that Elevatus would exponentially succeed and reach even bigger heights. We took great strides in identifying client needs and adapting to the marketplace. Elevatus is meeting those needs head on; through our best-of-breed AI solutions that offer the right level of scalability, innovation, and agility – to help us accommodate and grow.” 

Noor Sweid, Managing Partner at Global Ventures, commented: “We are thrilled to welcome Elevatus to the portfolio. In 2021, we witnessed the growth and maturing of the global HR tech market, driven by new expectations from employees for experience-driven, frictionless application processes, and from employers for engaging and streamlined hiring. Capturing this opportunity is a brilliant team with an already-proven track record of building and scaling the business and demonstrable traction as well as a holistic product automating, optimizing and accelerating hiring processes for businesses globally.”

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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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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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