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Latest in the Region: EMEA

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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Switzerland, Netherlands and Denmark come out on top

Research across 16 European countries by UK-based occupational health company Latus Health, has examined a variety of factors to determine which comes out on top for employee wellbeing. The research took into account factors relating directly to work such as average hours worked, flexible working opportunities, and sickness absence rate, as well as external factors relating to financial security and physical and mental health. The research revealed that the UK ranked 5th worst for employee wellbeing out of the selected European countries, with Poland ranking the worst, Czechia the second worst, Spain the third worst, and Portugal the fourth worst.

According to the research, UK workers work the lowest amount of average hours per week, while ranking the worst for flexible working opportunities, with just 4.7% of employees usually working remotely. They ranked ‘extremely good’ for sickness absence rate with an average of 4.6 days per year, in comparison to Germany which ranked the worst with 19.9 days of absence per year relating to sickness.

Jack Latus, CEO of Latus Health commented: “It’s not enough to take a reactive approach to employee wellbeing anymore. The past years have seen a massive shift in priorities for employees, and many of these are around wellbeing and work-life integration. Businesses that don’t invest in these will be left behind in the race for employee retention and attracting top talent.

“Businesses are largely responsible for the conditions inside of the workplace that contribute to poor employee wellbeing and stress, however, we’re seeing more and more workplaces offering benefits relating to wellbeing outside of work. Giving employees the tools to maintain and improve their health and wellbeing is essential for a healthier workforce.”

The UK lagged further behind when it came to financial security and was ranked extremely poorly for gross household saving rate, poorly for disposable income, and moderately for average salary. The gross household saving rate was just 7% in comparison with European neighbours France (14%) and Germany (18%) but fared better than Spain (6%). In terms of physical and mental health, the UK ranked extremely poorly for political stability and the environment, poorly for average alcohol/tobacco spend, but good for stress levels in comparison with some European counterparts, however, 46% of people reported experiencing burnout relating to work.

European countries ranked from worst to best for employee wellbeing:

  1. Poland
  2. Czechia
  3. Spain
  4. Portugal
  5. UK
  6. Italy
  7. Germany
  8. Belgium
  9. Austria
  10. France
  11. Norway
  12. Iceland
  13. Sweden
  14. Switzerland
  15. Netherlands
  16. Denmark

The countries taking up the top spots perhaps aren’t surprising due to the countries’ reputations for positive attitudes towards wellbeing, as well as the levels of investment into this. Due to increasing flexibility around where and how we work, employee wellbeing strategies have fallen behind in their provision for hybrid and remote workers. The development of tech-based solutions allows employees to regain control over their wellbeing, wherever they may be. This restores the balance of responsibility between employee and employer, giving employees more autonomy over their own health.

Taking this research into account, UK employers should put more focus on wellbeing considering how difficult it is to attract and retain scarce talent.

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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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New technology will help reduce TA budgets and advertising costs

Jobrapido, a global job search engine with more than 100 million registered job seekers in 58 countries has announced the launch of the Smart Subscription Service.

The unique and innovative fixed-fee recruitment model, based on performance, aims help millions of direct employers and recruitment agencies across the UK meet their hiring needs in today’s challenging market conditions.

Using advanced recruitment technology, the new subscription model will reduce talent acquisition budgets and annual advertising costs for UK businesses. The new service has launched in Italy and the Netherlands and Jobrapido is planning to roll out the subscription model across more regions in the EU by the end of 2022.

The cost of the subscription starts from a promotional £350 for a three-month period and will allow businesses to have unlimited job postings and change job postings 24/7 without ever having concerns of incurring additional costs. Smart Subscription is now available in the UK with three promotional offers for new customers: 3, 6 and 12-month.

Typically, recruitment costs are dramatically higher – it is estimated (according to research from Society for Human Resource Management, SHRM) that the average cost of one new employee is £3,000+ and takes an average of 42 days to fill an open position.

This first of its kind model also means businesses can:

  • Benefit from unlimited job postings at a fixed cost and from the full power of Smart Programmatic Advertising to access new candidate streams
  • Receive relevant on-demand applications from qualified candidates as well as a guaranteed number of applications
  • Benefit from Jobrapido’s SMART INTUITION TECHNOLOGY™ which continuously scans and matches socio-demographical and behavioural data of all job seekers, building hyper-targeting capabilities and turning them into programmatic campaigns, to only deliver candidates which accurately fit the job positions companies are posting
  • Monitor recruitment progress in real time with a digital dashboard.

Established in 2006, Jobrapido has partnered with many of the leading corporate brands, staffing agencies, fast-growing start-ups as well as multinationals operating in a wide range of vertical sectors including:  Office and Administrative Support, Sales, Healthcare and Personal Care, Food and Hospitality, Business Operations, Transportation and Construction. Jobrapido also works closely with some of the largest and most prominent specialistjob boards across the UK, Europe and other parts of the globe.

The company is headquartered in Milan and has offices in London, Berlin, Amsterdam, Bangalore as well as which recently opened to support the launch of the new Smart Subscription Service.

Rob Brouwer, CEO of Jobrapido made comment: “Jobrapido recognised there was a big gap in the recruitment industry to ensure the talent acquisition needs of millions of small and medium sized organisations and recruiters can be met.

“Many businesses are still in the early stages of getting their business on track in the post-pandemic era and so it’s critical they can keep their recruitment advertising costs low, while being able to guarantee they find the right candidate from applications ­– particularly given such competitive and difficult talent acquisition market conditions.

“Jobrapido’s smart programmatic technology is capable of identifying and delivering on demand only the most suitable candidates at affordable prices. Combining this with our new subscription recruitment model means companies can now reap the benefits of an innovative, personalised recruiting experience based on actual performance; it’s more cost and time-efficient and delivers relevant applications while giving companies the flexibility and scalability they need in very tough market situations.”

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Half of workers dismiss jobs that do not offer hybrid working

According to new research by IWG, hybrid working is now the most sought-after benefit for job seekers. The research showed large numbers of office workers out flexible working alongside other benefits such as health insurance and group income protection (88%), life insurance (84%), unlimited vacation (76%), and extended parental leave (71%) as important benefits in a new role.

The survey was conducted among 2,000 office workers to understand better the key factors driving jobseekers’ decision-making.

The jobs website Indeed revealed that ‘hybrid’ is one of the fastest-growing search terms, having increased by 6,531% in the last 12 months. In addition, according to IWG’s research, half of workers would immediately dismiss jobs that do not offer hybrid working.

Job seekers also highly value the opportunity to work remotely. Searches for remote work have also risen by 666% and now account for 2.3% of all searches. Sixty percent of respondents stated they would like to work within 15 minutes of their home.

According to the research, office workers’ top five considerations when applying for a new role are:

  • Hybrid working (43%)
  • New colleagues (32%)
  • Potential for progression (30 %)
  • Company culture (27%)
  • Equity and bonuses (27%)

Half of office workers (49%) said they would immediately rule out jobs that didn’t offer hybrid working. Sixty-seven percent said it improved work/life balance. A further 37% mentioned improved mental health and wellbeing as a benefit. Reduction in commuting load was another benefit (36%). Thirty-one percent said it enhanced productivity.

IWG also provided data that indicates how the popularity of hybrid working is increasing the demand for suburban and rural office space. Demand for rural and suburban office space increased by 29% in 2021. Locations such as Bromsgrove (+52%), Beaconsfield (+33%), and Tewkesbury (+22%) rose in popularity.

Bruce Daisley, Author of The Joy of Work and former EMEA Vice-President of Twitter, said: “We’re right at the start of the biggest transformation in the way we work that we’ve ever witnessed. The biggest danger for firms is thinking that we’re the end of the change; we’re just at the start and companies need to prepare themselves.”

Mark Dixon, CEO of IWG, commented: “With a buoyant job market after a challenging couple of years, workers are demanding more of their employers and their roles. Gone are the days when salary was the only factor when considering a job offer, and nothing better demonstrates this than the rise of hybrid working.”

“Daily commuting is an expensive and unnecessary practice, and it’s clear to see that workers around the UK are taking back control of this time. Employers who don’t offer hybrid working are going to miss out on the best talent. Not only do employees benefit from a dramatically improved work-life balance, but by switching to a hybrid model, businesses can expect to save an average of more than £8,000 per employee, all while minimising their carbon footprint.”

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Thirteen industries represented on the list

A new report by Glassdoor has revealed the UK’s top 25 companies for senior leadership and red flags for toxic management.

Based on anonymous voluntary feedback from tens of thousands of employees, the list highlights the companies whose senior leaders have stood out in navigating the last year’s challenges and support of their workforce.

The UK’s top 10 companies for senior leadership are:

  • VetPartners Limited (4.7 rating out of 5)
  • GTB (4.6)
  • ServiceNow (4.6)
  • Awin (4.5)
  • Taboola (4.5)
  • Robert Walters (4.5)
  • MongoDB (4.5)
  • Randstad Sourceright (4.5)
  • Softcat (4.5)
  • Octopus Energy (4.5)

Great leadership can be found across the board. The complete list includes employers across 13 different industries, with tech being the most represented industry on the list. Other sectors on the list include utilities, construction, and hospitality.

Among the 2.2 million employers reviewed on Glassdoor, the average rating for Senior Leadership is 3.4.

According to the Glassdoor Economics Research team, good senior leadership ranks above salary, work-life balance, and career opportunities as a driver of employee satisfaction. However, the research also showed that employees are twice as likely to speak negatively about the failings of management than be complimentary.

The research showed that 44% of employee reviews with low ratings for senior leadership mention ‘management’. On the other hand, only 15% of employee reviews with high ratings for senior leadership mention ‘management’ in their reviews.

Looking at the reviews of nearly 370,000 employees, the research revealed that workers describe strong senior leadership as being:

  • Supportive
  • Friendly
  • Approachable
  • Flexible

Employees revealed the following traits of weak leadership:

  • Bullying
  • Micro-management
  • Rudeness
  • Neglectful
  • Unappreciative
  • Directionless
  • Disconnection

Lauren Thomas, Glassdoor EMEA Economist, commented: “COVID-19 tore up the traditional rules of management, and it is the companies that embraced the changes this offered and focused on employee experience that are recognised on Glassdoor’s Top UK Companies for Senior Leadership list.”

“Inspirational senior leadership is a sign of a united company with an engaged, motivated and satisfied workforce. The companies on our list share a transparent approach to management and offer strong culture and values.”

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The programme provides a full-time curriculum to train participants in a bid to stave off skills gaps 

SAP SE announced the launch of its Partner Talent Initiative. The initiative aims to identify and train new and existing talent in the SAP Partner Ecosystem in order to support increasing demand within the IT channel for skilled certified professionals.

Participants who complete the programme will graduate with three SAP certifications before re-entering the partner ecosystem as graduates who are ready for employment. The programme provides full-time curriculum designed to certify IT professionals in crucial and high demand areas including  RISE with SAP S/4HANA Cloud as well as an introduction to SAP S/4HANA Financial Accounting.

Two cohorts have already started the programme and following successful completion, graduates will begin a three-month intensive training program that will equip them with the professional and personal skills needed to become an SAP consultant.

SAP’s partners are in demand as the SAP EMEA North cloud services market is growing at CAGR of 16% which has resulted in a digital skills gap. The new programme is open to both recent graduates and those working in complimentary industries and will help address existing gaps in talent by equipping graduates with the skills and qualifications that they need to find employment in the partner community.

Participants will receive ongoing support and continuous feedback from delegates, instructors and the wider partner team throughout the training period and will also have an executive welcome and kick-off event upon joining. Participants will be given the option of attending a physical graduation ceremony upon completion.

SAP also announced that a business development fund (BDF) incentive to partners who recruit, train and certify new consultants under the Drive2Deliver partner capacity initiative.

The Partner Talent Initiative also includes:

  • Access to enablement content for members of SAP partner ecosystem
  • First-hand practice on live SAP software training systems
  • Expert-led and peer-to-peer learning environments
  • Opportunities to obtain SAP Global Certification digital badges and stay current with ongoing technology advances

Celine Cazali, chief partner officer, SAP UK & Ireland, made comment: “By launching the Partner Talent Initiative, graduates of the program will learn invaluable skills, helping customers and partners successfully become Intelligent Enterprises and provide high-quality services. Through a rigorous curriculum, combined with continuous feedback and support, our programme will equip the next generation of consultants with the mindset, skills and ambition needed to succeed in the channel and beyond.”

Paul Cooper, chairman, UK & Ireland SAP User Group (UKISUG), also commented: “We welcome the creation of the Partner Talent Initiative as it will help address a potential skills gap in the future. Our most recent member research highlighted that many organisations are concerned a lack of available skills will impact the speed their organisation moves to SAP S/4HANA. A thriving partner ecosystem with more certified talent will be essential in supporting customers’ SAP S/4HANA journeys and developing the next-generation workforce.”

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Talent Solutions

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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