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Asia is leading the way in gender diversity

In recent months, hiring in the financial services industry has hit record numbers globally, with eight major hubs showing increases of 64% in advertised roles. This makes the financial services sector one of the fastest hiring industries post-pandemic, only surpassed by the technology sector.

These findings were revealed in a new report from recruitment consultancy Robert Walters. The report, ‘Hiring Trends in the World’s Leading Financial Services Cities’  looks at the labour market across London, New York, Tokyo, Sydney, Paris, Singapore, Frankfurt, and Hong Kong.

London continues to power ahead as home to the most financial services professionals working in any one city (293,700). However, the AsiaPac region has increased in the last 12 months, with Singapore (250,000), Sydney (167,364), and Tokyo (166,000+) being the most notable cities with high levels of financial services talent.

Job Growth in the Past Year by City

  • London: +101%
  • New York: +78%
  • Tokyo: +77%
  • Singapore: +76%

Job Growth by Region

  • Europe: +62%
  • North America: +60%
  • AsiaPac: +61%

In terms of the greatest numbers of advertised job roles, New York (48,595), London (38,945), and Paris (24,165) are in the lead.

AsiaPac, however, shows the best hiring conditions. Professionals in Sydney (81%), Singapore (76%), Hong Kong (67%), and Tokyo (60%) expressed a high willingness to move roles even with this very tight candidate market.

Asia is also leading the way with gender diversity in the financial services sector. For example, Singapore (46%) has almost 50/50 gender diversity; meanwhile, in Hong Kong, women make up 44% of the banking workforce.

New York (36%) and London (36%) lag with gender diversity. However, they have made strides in cultural, racial, and socio-economic diversity. Many firms in these areas have advanced recruitment programmes to ensure their workforce represents the diversity of the city in which they are based.

Senior hires typically represent around 8-10% of all new hires. Most of the hiring is at junior and mid-management levels. However, the figures for senior hires rose dramatically over the last 12-18 months, with 1 in 3 new hires in banking has been at a senior level in some cities.

  • London: 20% of new hires are for senior roles, an increase of 5%
  • New York: Team/Department Heads were the only area to experience growth in the pandemic (+26%)
  • Tokyo: 19% of new hires are at a senior level
  • Sydney: 28% of new hires are for senior positions, an increase of 5%
  • Paris: 63% growth at Manager-level and above
  • Singapore: 31% of new hires are for a senior role

Toby Fowlston, CEO at Robert Walters comments: “The global financial services system is as solid as it was before the pandemic – and much healthier than after the last crisis in 2008 (GFC).

“Whilst the pandemic did not have the expected harmful financial effects on the global banking industry, it has certainly accelerated change in a multitude of other areas. Digital banking boomed whilst cash use fell, savings expanded and credit card debts were paid-off in record time, remote became a way of working, data-capture and usage is a central business function, and environment and sustainability are now front of mind for customers and regulators.”

“All of this change has led to exponential hiring in the sector – with each hub trying to fight for the same talent at the same time, the results being a fiercely competitive recruitment market like we’ve never seen before, with execs being offered over +30-40% pay increases with the option to work from anywhere in the world.”

“As a whole the global financial services sector has made solid strides in gender diversity – with near half of the entry-level workforce in financial services being women.”

“The task now is to equal representation at the top, where in banking less than a quarter of high-level senior positions are held by women. We are seeing some worthy gains been made in this area, and I think the increasing diversity in senior positions will only help to speed up the rapid rate of innovation and change within the sector.”

“Employers will continue to experience challenges in attracting junior analysts and associates as the traditional appeal of working for a large Financial Services organisation now finds itself in a battle with the lure of a career in a start-up or major tech firm.”

“Reputational issues suffered since the GFC and workplace-related perceptions – around hours, flexibility, and culture – will all need to be addressed head on by financial services firms if they want to build out their future talent pipeline.”

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VC-backed companies under pressure with bleak macro-economic and geo-political outlook

Swedish “buy now, pay later” company Klarna has announced its intention to lay off 10% of its global workforce in a pre-recorded video message. Klarna CEO Sebastian Siemiatkowski cited “the war in Ukraine unfold, a shift in consumer sentiment, a steep increase in inflation, a highly volatile stock market and a likely recession” as the reasons for the layoffs.

This news comes off the back of a report which emerged last week, stating that the Swedish company’s valuation fell by 30% from the $45.6 billion valuation it received last June.

Even with the decreased valuation and layoffs, Siemiatkowski reassured employees that “Klarna continues to hold a strong position in the market” and says he remains “relentlessly optimistic about Klarna’s future.

BNLP businesses boomed at the start of the pandemic, where lockdowns meant that customers had little else to do with their time but shop.

More than two years on, however, luxuries are just not in the budget of many consumers, and clearly, retailers are feeling the pinch. With ever-increasing fuel costs, utilities rising by 50%, NHI contributions increasing, food prices rocketing, and inflation expected to reach more than 10% by year-end, consumers are tightening their belts. BNLP businesses, such as Klarna, have insights into these sentiments, with their product being used by 17 million people in the UK.

Klarna is not alone in its troubles. Grocery delivery start-up, Gorillas, has also recently announced its intentions to cut 300 jobs – around half the employees at its Berlin headquarters. Gorillas are also looking at pulling out of Italy, Spain, Denmark, and Belgium. According to a TechCrunch report, the company has a large debt to suppliers, with a burn rate of $50 million to $75 million.

More venture capital-backed companies will likely announce layoffs and hiring freezes as they prepare for tough times ahead. Layoff tracker, Layoff.fyi reported that in Q2 of 2022, over 13,000 tech start-up employees had been let go.

Other casualties of the current negative macroeconomic outlook include AI start-up BeyondMinds, which recently closed its doors, and healthtech business Kry’s reduced its team by 10%.

Siemiatkowski admitted that Klarna’s decision to reduce numbers was one of the “hardest” decisions in their history but a necessary move to stay “laser-focused on what really will make us successful going forward.”

“While crucial to stay calm in stormy weather, it’s also crucial not to turn a blind eye to reality,” he added. “What we are seeing now in the world is not temporary or short-lived, and hence we need to act.”

Ken Brotherston, TALiNT Partners CEO also made comment: “The US and European tech markets are very turbulent, inflation is high and the war in Ukraine and ongoing supply chain issues in China all create a perfect economic storm. The impact on employment/hiring is less clear as there are structural shortages in many markets but it’s clear that buyers are spending less and this results in diminished demand for retail staff.”

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Side has 300,000 active candidates

Randstad NV has announced that Randstad France will acquire Side, a leading end-to-end digital staffing platform in the region. It’s said that the acquisition strengthens Randstad’s offering and market position through increased digital presence and capabilities.

Side was founded in 2016b and are specialists in online recruitment that offers digital staffing solutions to over 2,000 customers. With 300,000 active candidates on their books, they operate primarily in the logistics, trade and service sectors.

The acquisition of Side would lead Randstad towards a strong extension of Randstad’s current portfolio as well as enable them access to new opportunities for existing and potential clients.

Sander van’t Noordende, CEO at Randstad made comment: “The role of technology is becoming increasingly important in the world of HR services. In a tightening labour market, this acquisition would allow us to offer customers and talent a new solution to those looking for a fully digital experience. However, it is our shared values and the belief in the crucial role of the ‘human touch’ underpinned by technology which makes me excited to welcome their great people to our team.”

Pierre Mugnier, Co-founder and CEO, Side also commented: “This acquisition fuels our ambition to offer the best online staffing experience to candidates and businesses. It’s a great recognition of the strength of our team and our unique approach mixing cutting-edge technologies with high quality human touches. We’re looking forward to joining forces with the Randstad Group’s talented teams and combining our online user experience expertise with the world’s largest HR services provider.”

The transaction has been presented to the applicable employee representative bodies and is expected to close in the coming weeks.

 

 

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Businesses must hire carefully to find suitable candidates in today’s fast-paced market.

According to global software and fintech executive recruitment consultancy Oakstone International, businesses face a perfect storm due to massive growth and a shortage of suitable candidates.  

With most industries becoming automated by tech, the demand for staff is constantly growing. As a result, many new recruitment companies have appeared in recent years. In addition, remote recruiting, primarily due to the pandemic, has sped up recruitment procedures.  

The recruitment market is increasingly competitive, and potential candidates are getting many more job offers than they were just three years ago. Decisions are typically being based on immediate financial motivation instead of career prospects.  

Companies are encouraged to invest enough time, money and expertise to attract the right people. If different employers offer potential employees roughly the same money, the candidates will make decisions based on leadership quality, market position and working conditions. 

Tristan Heywood, divisional director at Oakstone, comments: “I’ve been in this business for more than 21 years and I can’t remember a time when I was busier. What is very clear is that everyone is hiring, which is not only driving salaries up, but leading to candidates to make poor choices – and that situation is unlikely to change in the near future. 

“The single biggest challenge is that with not enough people for the volume of roles across every function – technically geared, engineering-related and sales – candidates get many more offers and typically will make decisions based on instant financial motivations rather than career prospects. 

“Some recruiters just throw CVs at businesses in their haste to conclude a deal, but we consider that akin to ‘people trading’ and we don’t cut corners. We invest time in finding the right person for each role – putting the wrong candidate up for interview not only damages our reputation but slows or stops the process.” 

Oakstone International divisional director Dan Hammond-Smith, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted. 

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed. 

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape. 

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even competitive in the market to succeed.” 

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70% of employers agree that Ukrainian workers could ease UK labour shortage

In a new survey commissioned by UK career and jobs site Reed, research has shown that four in five UK businesses are willing to hire Ukrainian refugees with six in ten hiring managers stating that the government should make it easier for refugees to enter the UK.  

According to the research, UK employers believe the leading benefits of hiring Ukrainian workers are: 

  • An increase in Ukrainian workers could ease UK labour shortages (71%) 
  • The potential to increase workforce diversity (33%) 
  • The potential to increase cultural diversity (29%) 
  • Access to skilled and qualified candidates (27%) 

The language barrier is the biggest challenge, say 59% of recruitment decision-makers with other concerns including uncertainty about the Ukrainian workforce’s skillset (36%) and uncertainty about productivity (36%).  

In response to the research, Reed.co.uk has made some of its career advice pages available in Ukrainian to assist refugees in transitioning into the UK workforce.  

James Reed, Chairman of Reed.co.uk, commented:  “If Ukrainian refugees are to settle in the UK successfully, finding them employment will be the crucial next step to fully integrating them into society for the period that they remain here.  

“It’s encouraging to see such a positive response to this refugee crisis from UK employers. The majority are enthusiastic about the prospect of hiring Ukrainian workers and have identified a range of benefits they can bring to the UK workforce.”

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Brazilian tech company wins international Work for Tomorrow award 

Brazilian start-up Labora Tech were announced as the winners of Work for Tomorrow, an international competition looking for the best innovations responding to longer and changing working lives.

The Work for Tomorrow competition was launched by The International Longevity Centre-UK (ILC) and is supported by the Innovation Resource Center for Human Resources. They received more than 60 submissions from organisations and individuals across 17 countries.

Labora Tech provides end-to-end HR technology, revolutionising recruitment by matching people to jobs based on their soft and hard skills and provides training, reskilling, and mentoring to ensure employees thrive in their new roles.

Through large scale recruitment drives, its approach reduces bias and supports career changes and flexibility at work.

With more than 20,000 adults already on the platform, the Sao Paolo-based company is looking to expand its business globally to encourage more employers to “retire the CV”, favouring a skills-based approach.

Considering the UK is battling skills shortages like never before, train-and-deploy as well a focus on hiring for soft skills could very well be what employers need to do to mitigate the lack of candidates in the job market.

Sérgio Serapiao, Co-Founder and CEO of Labora Tech, commented: “I am delighted and honoured to win this competition. The competition has shown the quality and power of initiatives all over the world. I am sure we can contribute a lot to codesign the future of work.”

“I truly believe Labora has developed a social technology that can reach a global scale, and make a positive impact to millions of people and thousands of companies, redefining how we work of tomorrow. This award reinforces that we are on the right track.”

Lily Parsey, Global Policy and Influencing Manager at ILC, said: “The world of work is shifting – and quickly. As our working histories become more complex, we’re more likely to change careers and reskill, we need to think about hiring in a new way. Labora Tech takes blind recruitment one step further by really putting skills, not biases, at the heart of recruitment. It’s long overdue that we move from judging people on their CVs to valuing what someone actually brings to a job.”

The second award given at the event was a “Community Award” given to Brave Starts. This UK based community platform helps adults try out new careers by providing them with information, linking them with professionals, and helping them build the right skills for their career leap.

Jodi Starkman, Executive Director of IRC4HR, said: “It has been an honour and a pleasure to support the Work for tomorrow programme. We have been inspired by the creativity and passion demonstrated by all of the competition participants and are especially excited to recognise Labora Tech and Brave Starts. Their innovations are critical to the work of today and tomorrow as we address the opportunities and challenges presented by longevity in all the places where people come together to accomplish shared goals.”

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Inclusive working policies potentially adds £40 billion to GDP  

According to a new study by LinkedIn, greater workplace flexibility could help open up new employment opportunities for 1.3 million people in the UK with disabilities, caring responsibilities, and those based in rural locations. For those who may struggle to commute or work regular hours, the opportunity to work from home or work flexible hours has the potential to improve workforce inclusion while adding a potential £40 billion to GDP.

The research from the Centre for Economics and Business Research (CEBR) was commissioned by LinkedIn in a bid to understand the potential for hybrid working to improve workforce inclusion. The research highlighted an “Inclusion Gap”, which revealed that employers are currently missing out on hiring people who would be able to work if working conditions were adapted to meet their needs.

Research from LinkedIn has found that for the majority (86%) of employers in the UK the pandemic has triggered a rethink of flexible and remote working, meaning that there is a real opportunity for businesses to design new policies with inclusivity at the core to make work equitable for all.

TRANSFORMING ACCESS TO THE WORKPLACE 
According to the study, flexible working could potentially unlock employment opportunities for around 600,000 people living with disabilities. This means that there is potential to add £20.7bn to the UK economy. Furthermore the next largest dividend of £10.6bn would be gained from employees from households with dependent children (around 284,000 people), followed by adult informal carers (around 306,000 people) and those based in rural locations (around 104,000 people), potentially adding £6bn and £2.9bn to the UK economy respectively.

Janine Chamberlin, UK Country Manager at LinkedIn, said: “The pandemic has instigated the greatest workplace change in a generation, prompting businesses of all types and sizes to re-evaluate how they operate.”

Nina Skero, Chief Executive at CEBR, said: “Our analysis highlights the enormous potential hybrid working arrangements hold for inclusivity in the UK labour market. The hybrid office model will, by no means, remove all the structural barriers faced by the highlighted demographic groups. Nonetheless, it does provide optimism for a more inclusive workforce. Realising this potential comes with its own challenges, however, and the onus falls on businesses to take initiative to ensure that inclusivity forms a key part of their agenda.”

LinkedIn Changemaker and disability inclusion consultant, Martyn Sibley, said: “Disabled people face many barriers in daily life. Workplace barriers are the most disabling for two reasons – because work provides us with financial independence and is also fulfilling mentally. Flexible working can help remove some of these barriers and create new employment opportunities, which is extremely positive for disabled people, employers and society as a whole. As companies consider what the future of work looks like, I’m hopeful that they will use this moment to redesign work to make it more inclusive for all.”

Steve Ingham, CEO at PageGroup, said: “Disabled individuals, which represent nearly 18% of the UK workforce, are more than capable of fulfilling many of the same jobs as able-bodied workers, yet, too often, inflexible workplace policies are a roadblock to accessing roles. The widespread move to working from home helped overcome access barriers in many cases, but companies must now challenge their hiring managers and leaders to explore options for truly flexible working. I’m proud to say that PageGroup has a dedicated team to help bridge the gap between businesses, disability charities and disabled candidates, helping to create more inclusive workplaces. We look forward to continuing to find great placements for people of all abilities – a lack of flexibility must not prevent UK businesses from employing the talent they need.”

James Taylor, Head of Strategy, Impact and Social Change, at disability equality charity, Scope, said: “For many disabled people, flexible home working is something they have been requesting for years with varying degrees of success depending on the employer. Inclusive policies such as flexible and remote working are hugely beneficial for many disabled employees, by allowing people to work in the most effective way for them and contribute their talent, skills and insight. It’s proved to be good for many employers as well, because businesses that are flexible thrive. We have seen the positive results and urge all employers to embrace this sea change and adopt flexible working practices to support more disabled people into work.”

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TALiNT Partners today announced that the TIARA Talent Acquisition Awards Europe 2022 are now open for entries. 

Ken Brotherston, Chief Executive of TALiNT Partners made comment: “The 2021 TIARA Talent Acquisition Awards saw some incredible entries sharing their journeys through the challenges of the pandemic. It has been another truly remarkable year, and talent acquisition teams have had to be incredibly agile in responding to organisational and market changes, so we are delighted to have the opportunity to celebrate the fantastic work that Talent teams have delivered again this year.”

The TIARAs, renowned for excellence and innovation are now the biggest global awards series across the talent ecosystem and what sets them apart from other awards programmes is the rigorous judging process and that each finalist receives unique, detailed and confidential feedback from the judging panel, chaired by Lord Chris Holmes. This is something entrants deeply value as part of their TIARA experience.

The 10 Award categories offer recognition of excellence across all areas of talent acquisition, with a focus on critical resourcing activities that have driven transformation and organisational effectiveness.

Last year’s winners included Greene King, McDonald’s, Kraft Heinz, Essex County Council, Serco, North Yorkshire County Council, BBC, HSBC and L’Oréal. View last year’s winners and highly commended finalists here.

TALiNT Partners will capture some of the best and most innovative work TA teams have been doing and share this in the winners supplement of TALiNT International after the awards ceremony.

The TALiNT Partners Awards Platform makes the entry process straightforward in order that you can easily showcase your achievements through the tailored entry questions in each category.

You can find more information on how to enter here.

Winners will be revealed at the Awards Ceremony on Thursday 6th October taking place at the beautiful 5 star Montcalm Hotel, Marble Arch.

 

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The TIARA 2022 Talent Tech Star Awards are now open for entries, recognising the best solutions for the HR and Recruitment industry. 

TALiNT Partners have announced that entries to the 2022 TIARA Talent Tech Star Awards are now open.

Commenting on the upcoming awards, Alex Evens, Managing Director of TALiNT Partners said: “After two years of accelerated adoption, talent tech has demonstrated the vital role it plays in improving processes for employers, recruiters and talent solution providers – and enhancing the human element. The value of the global HR Tech market is predicted to grow from $24 billion in 2021 to $35.68 billion in 2028 as the industry adapts to a new talent marketplace – but who will lead the market and drive innovation?

“The TIARA Talent Tech Star Awards shine a spotlight on the best HR and Recruitment technology solutions for employers, recruiters, candidates and contractors. This campaign recognises excellence across a spectrum of awards through five lenses – employee excellence, client service, innovation, growth and purpose – to demonstrate why they are market leaders and how they will scale impact.”

Last year’s Tech Star Awards winners included Pixid, MyDigital, Paiger, Talos360, Arctic Shores, Eli Onboarding, Clear Review, Sonovate, Firefish, Mercury xRM, and Odro (see who won which award here).

The judging process for the TIARA Talent Tech Star Awards is designed around the expectations of buyers and investors, based on key performance metrics, case studies and testimonials. An impressive and influential panel of judges from companies including LinkedIn, ManpowerGroup, SThree, AMS, and the HR Tech Partnership.

Ken Brotherston, CEO at TALiNT Partners also made comment: “The alumni of finalists and winners of the TIARA Talent Tech Star Awards represent challengers, disruptors and transformers across the spectrum of business growth, from high potential, early-stage start-ups to scaling SMEs. What they all have in common is great focus, execution, and ambition. They have validated game-changing innovation and excellent customer service with solid case studies and testimonials.

“This year we will once again celebrate the Talent Tech Stars who are championing innovation in different parts of the talent ecosystem and enabling employers and recruiters to adapt and transform. Our judges will look for good financial performance, well-executed innovation, customer service that’s a cut above, the best return on investment in people and profit with purpose.”

The 2022 TIARA Talent Tech Star Awards is supported by partners including Optima Corporate Finance, 3R, Deloitte and Marriott Harrison.

To find out more about this year’s award categories, judges and partners, as well as to enter, please visit https://talenttech.tiara.talint.co.uk/.

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The Group’s footprint has expanded in the UK, Europe and APAC regions

In a move to expand its international provision of its recruitment operating systems, The Access Group has announced the acquisition of Vincere, which is a global provider of technology to over 20,000 recruitment consultants around the globe. The acquisition is the latest addition to Access Recruitment’s unique service offering and has significantly expanded their international reach across the UK and Europe, as well as the APAC region.

The Access portfolio has been developed and grown over time, and includes a host of acquisitions of a number of players in the recruitment sector. These include Safe Computing, Microdec, Volcanic and First Choice Software. As a division of The Access Group, Access Recruitment, supports agencies from start-ups to scale-ups and large enterprises by providing them with their technology that incorporates the entire front to back-office ecosystem.

Paul Vogel, Managing Director of Access Recruitment commented: “Vincere has built an impressive business serving customers across the globe with their intuitive and pioneering recruitment software. We are excited to welcome Vincere to Access and we look forward to working collaboratively to deliver the best customer outcomes as we accelerate our vision to become the number one provider of recruitment technology in the world. The experienced talent and service capabilities within Vincere will certainly complement our existing wealth of recruitment experience in the Access team”.

Bernie Schiemer, Founder and CEO of Vincere made comment: “We have spoken openly about our ambitions for Vincere to become the clear leader globally in our space. To make that a reality and more than just hot air, we needed to partner with a heavyweight who shares our vision of providing a single operating system for the front, middle and back office of recruitment firms, on a global scale. Access Recruitment’s heritage in the temp space, plus their strength in key areas such as payroll and compliance, made them the natural choice and puts our current momentum on steroids.

“This acquisition puts the mighty Access machine behind us and turns Vincere into an unstoppable force. There are now no limits on how far we can take the platform and the experience we can provide to our customers. The entire Vincere team here is thrilled to join the Access Group.”

 

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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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