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New survey looks at popular issues facing the future of work

According to Emburse’s new YouGov survey of 1,000 British office workers, it was found that 68% of British office workers would consider working from the office full-time if their commute was fully paid for. However, 27% of respondents wouldn’t consider coming back into the office full time, even if costs were covered by their employers.

The survey revealed that two-thirds agreed that Wednesday was the best day to work from the office if given a choice. On the other hand, Friday was the least popular office day at only 10%.

The top incentive to go back to the office was a four-day workweek (59%). Other findings related to incentives included:

  • Fully-paid commute: 52%
  • More paid holidays: 51%
  • Employer-paid lunch in the office: 30%
  • Reimbursement for lunch expenses: 24%
  • Paid childcare on workdays: 14%

The survey also found that most are not concerned about proximity bias, but 24% worry about career prospects.

Kenny Eon, GM and SVP EMEA at Emburse, commented: “The impacts of COVID and the Great Resignation mean that companies need to be more employee-centric in their approach, and humanising the workplace has never been more important. Part of this means ensuring team members get the best possible work environment. Whilst working remotely is certainly convenient for employees, there are clear benefits of having in-person interactions, as well as the cultural importance of bringing teams together. Data clearly shows that they are more productive than audio or video meetings, so there needs to be a balance between convenience and productivity. A relatively small investment from employers could have a significant impact in driving more in-office collaboration.”

“Given the sharp increase in the cost of living, businesses should consider how they can support staff by reducing the financial burden of attending the office in-person. Reimbursing travel and lunches can certainly help do this. It also doesn’t have to mean endless time on paperwork, as expense apps can make the process easy for both the employee and the finance team.”

With inflation reaching a 30-year-high of 7% and national insurance hikes, clearly, commute costs are deterring workers from returning to the office.

Employers will need to observe and respect their employees’ preferences to create a hybrid working arrangement to shape and maintain a productive workforce.

 

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Government has received only 27 applications for temporary work visas

In response to the Government’s announcement regarding the granting of temporary visas to workers in the transport industry, Marian Khaliq, Partner and Head of Immigration at law firm Bishop and Sewel, said that the Government’s hostile post-Brexit immigration policies are responsible for prolonging the shortage of HGV drivers.

Khaliq said: “The Government was forced to act quickly after the shortage of HGV drivers recently resulted in fuel shortages, panic buying and the closure of some petrol stations.

“Other sectors, such as the food industry, have also been affected by labour issues, resulting in shortages of food supplies to supermarkets and restaurants, leading to fears of some foods being unavailable at Christmas.

“To deal with this, the Government will be issuing 4,700 ‘Seasonal Worker’ visas for drivers in the food haulage sector (expiring on 28 February 2022) and 5,500 ‘Seasonal Worker’ visas for poultry workers (which will expire on 31 December 2021). In both instances, the period of visa free access offered appears far too short to incentivise workers to come to the UK.”

Boris Johnson confirmed earlier this week that the Government had only received 27 applications. Other visas in the temporary seasonal worker category are usally granted for six months. Currently it’s estimated there is a labour shortfall of around 100,000 lorry drivers – triggered by an exodus of foreign nationals during the pandemic, coupled with post-Brexit immigration rules, and self-isolation requirements. The huge number of driver vacancies has been compounded by more general labour shortages affecting meat packing and fruit picking jobs – jobs previously done by EU nationals ­– which have impacted stock levels in supermarkets and fast-food chains.

Mariam continued: “The retail industry warned the government that, unless it took immediate measures to alleviate an acute shortage of haulage drivers, significant disruption was inevitable in the run-up to the Christmas season. In our new post-Brexit world, it is likely we will see the same labour shortage issues occur in other industries, unless the UK Government ceases with its inherently hostile attitude towards immigration.”

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London reports lowest job vacancies with highest number of unemployed

The ONS’s most recently published labour market figures show that vacancy numbers have reached another record high with the number of payroll employees up by 207,000 having surpassed pre-pandemic levels. This is 122,000 higher than levels seen before the pandemic hit in February.

The UK’s employment rate increased by 0.5 percentage points last quarter to 75.3%, while the unemployment rate was down 0.4 percentage points to 4.5%.

The ONS stated that the number of job vacancies increased by 318,000, with all industry sectors above or equal to the levels seen between January to March last year, before the first lockdown.

Record vacancies may not be good news

According to analysis of job listings by Adzuna, people looking for work may not be in the right areas to fill them, with different regions facing different employment challenges. London is by far the worst place for workers to be in if looking for employment, with more people looking for work than jobs advertised. The capital city had 13.4% of over 16 unemployed or furloughed which was the highest in the country. Vacancies were 104% of what they were pre-pandemic, but this was the smallest growth nationally.

The opposite is true in Northern Ireland, where vacancies grew 154%, the second steepest in the country, but there are comparatively fewer people looking for work.

This location phenomenon could result in continuing crisis for businesses battling to find staff as the economy grows.

Pay increases on the rise but not enough to secure candidates

Growth in average total pay (including bonuses) was 7.2% and regular pay (excluding bonuses) was 6% among employees for the three months June to August 2021.

Darren Morgan, Director of Economic Statistics at the ONS commented: “The jobs market has continued to recover from the effects of the coronavirus. The latest earnings continue to show growth on the year, even after taking inflation into account. However, the figures are still being affected by special factors that make it hard to read underlying trends.”

Matthew Percival, Programme Director for Skills and Inclusion at the Confederation of British Industry, said: “Companies have found hiring difficult this autumn and the official data is beginning to tell the same story, with the number of people on payroll exceeding pre-COVID highs and record vacancies.

Responding to the ONS earnings and employment figures, Matt Weston, UK Managing Director of global recruitment firm Robert Half, said:

“We’re currently seeing demand above and beyond pre-pandemic levels, and despite the so-called ‘Great Resignation’ creating a tsunami of turnover, we are still experiencing a saturated market where the demand for skilled talent outstrips the supply. The competition is evident with the increase in median monthly pay showing the strength of candidates’ influence when agreeing terms with a new employer.”

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Gender pay gap in the UK is 16.01%

New research from William Russell revealed the countries around the world that are the most empowering countries for women to live and work – and the UK didn’t make the list.

To score countries and rank them, the team at William Russell looked at a number of factors to create the Female Empowerment Score including:

  • Gender Pay Gap
  • The proportion of women who achieve tertiary education
  • The length of paid maternity leave
  • Female representation in government

The 10 best countries for female empowerment: 

Rank Country Female Empowerment Score 
1 Iceland 7.64
2 Finland 7.62
3 Ireland 7.22
4 Belgium 7.12
5 Denmark 7.04
6 Canada 6.83
7 France 6.77
8 Norway 6.73
9 Sweden 6.67
10 Lithuania 6.64

 

  • Iceland topped the list as the most female-friendly place to live and work, with a female empowerment score of 7.64. This Nordic island nation is well known for its progressive views and welcoming culture with more than half of adult women having achieved tertiary education such as a university degree.
  • Finland took second place with a score of 7.62. Finland has achieved excellent representation for women in its government, with 50% of all ministerial positions occupied by women.
  • Ireland takes third place, with a female empowerment score of 7.22. Ireland has a relatively low gender wage gap of 7.99% and a very competitive 182 days of paid maternity leave for new mothers.

The research also revealed the following:

  • The average gender wage gap around the world is 28%, the UK is above that with 16.01%.
  • The length of paid maternity leave is different all around the world, the average is 6 days. The UK is less than half of that with 42 days, Slovakia gives the most with 238 days.
  • The % of women who achieved tertiary education in the UK (47.7%), is higher than the global average (40.7%). Israel is at the top with 88%.
  • The global average for the proportion of women in ministerial positions is 34.44%. The UK is beneath that with 23.81%, whereas Belgium comes out on top with 57.14%.

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Net employment outlook at third strongest in Europe

According to the latest ManpowerGroup Employment Outlook Survey, employers across Ireland anticipate the highest level of hiring in 17 years, for the fourth quarter according to The Net Employment Outlook for Ireland stands at +34%, the third strongest in Europe. The powerhouse area behind this positivity is the manufacturing sector – up 53 percentage points from the previous year to +39% for Q4 2021.

Transport and logistics is also poised for headcount growth, with employment outlook rising to 39% for the coming quarter. The retail sector also intends to hire significantly, bouncing back with the promise of continued government employment supports for the industry remaining in place until March 2022.

Elsewhere, the finance and business service sector remains strong, up ten percentage points on last quarter to +20%. However, the construction industry is being hit by limitations to supplies and hiring plans and has contracted 19 percentage points from last quarters record high, yet the employers in the sector remain optimistic with a hiring Outlook of +20%.

  • Nationwide, employers in all industry sectors report positive hiring plans for Q4.
  • From a regional perspective, employers in Dublin are reporting positive hiring intent with an outlook of +39%, with Munster being the most positive province for the next quarter at +44%.
  • Larger-sized organisations (250+ employees) are reporting the strongest hiring confidence for Q4 with an employment outlook of +39%.
  • Currently 69% of employers are struggling to fill roles. This leaves us with a significant talent gap where employers need to be investing in recruitment drives, upskilling and retraining programmes as long-term solutions to filling roles.

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Personio, an HR software for SMEs in Europe, is ramping up its efforts to invest and expand its footprint in the UK with an upgrade to a new and larger office in London’s Soho, new senior hires, and plans to further grow the team.

Larger office space in today’s hybrid workforce landscape seems out of place but Personio is expanding its footprint globally with up to 500 new hires also announced in its Dublin offices along with expansions in Madrid and Munich. Personio clearly has increased headcount and company growth at front of mind. Hanno Renner, co-founder and CEO of Personio has said that the business is committed to a hybrid way of work, so the increase in office space globally will be geared for that.

The fast-growing HR tech company has experienced strong demand in the UK as businesses have recognised the need to automate and digitise processes, in order to boost productivity. Personio’s UK revenue in Q1 2021 was more than 10 times greater than the same period last year. It counts leading SMEs such as Mindful Chef, Tractable and Numan among its UK customers, as well as Premier Inn, Statista and SkyTeam internationally.

Renner says, “The UK market is highly underserved in terms of HR software for SMEs. And appetite for this has only increased as a result of the pandemic, with businesses increasingly needing new ways to manage remote and hybrid workforces. With the UK representing one of our most important markets we’re keen to further invest in the UK and support the country’s six million SMEs as they get back on track and play a key role in fuelling the country’s economic recovery.”

As part of its growth, Personio has doubled the size of its London team over the last quarter. With the appointment of Sam Richards, Personio’s new Country Manager for the UK and Ireland, who joins Personio from Eventbrite, Personio has tapped into London’s tech talent pool to further strengthen its management team in the capital. Richards’ role will focus on increasing Personio’s UK and Ireland customer base and making Personio the leading HR solution for SMEs in the region.

New additions to the team also include Loretta Ediam as Head of Product Operations and Nick Peart as Vice President Marketing, who joins from Databricks and Zendesk, where he’s accompanied both companies on their journeys to their IPO. They will all join Ross Seychell, Chief People Officer and Ben Kiziltug, Head of Northern Europe in the new, larger London office recently opened in Soho.

Ross Seychell, Chief People Officer at Personio: “People are the single biggest influencer on the success of any business, and as such, we’re extremely committed to hiring top talent across all of our European offices to drive us forward. London remains one of the best places for tech companies to hire talented people, and Loretta, Nick and Sam all have proven skills and diverse experience and will be invaluable assets to our team here in the UK.”

Looking ahead, Personio is on track to grow its London presence almost fivefold by hiring an additional 40 new employees over the next two years. To make this happen, the company is hiring talent in all areas of the business, with a particular focus on sales and marketing as well as product analysts for its London team.

Offering SMEs recruiting, HR management and payroll support through its all-in-one HR software, Personio, which is headquartered in Munich, also operates from offices in London, Dublin, Madrid, with its new Amsterdam office set to open in autumn 2021.

 Allen Simpson, Acting Chief Executive, London & Partners said: “It is fantastic news Personio are growing their London footprint, demonstrating their commitment to the UK and their success so far in the UK market. We’ve seen the accelerated adoption of HR tech solutions over the last year as the world has adapted to new ways of working and Personio’s rapid growth in the UK is testament to their innovative offering for SMEs. London is a global hub for tech and innovation and Personio’s new Soho office right in the heart of London’s West End is a great place to be, an area home to some of the world’s fastest growing tech companies. We look forward to seeing Personio continue to grow in London and globally.”

In January this year (2021), Personio announced $125 million of new and pre-emptive Series D funding in an investment round that values the business at $1.7 billion, placing Personio among the most valuable private software companies in Europe. This latest funding came only 12 months after the company received $75 million of Series C funding in 2020, bringing its total funding to $250 million since launching in 2015.

 

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Businesses looking to engage tech contractors may need to rethink their pay rates and conditions, according to new research by Hays Technology.

A survey carried out by the specialist IT recruitment agency in May polled more than 600 contractors and hirers and was used to put together its UK Contractor Day Rate Guide 2021.

The research revealed that demand for technology expertise is increasing, but that skills shortages are hindering many firms’ efforts to hire talent. It reported a 21% increase in demand for IT contractors and a 17% increase in placements from H1 to H2.

Of the organisations polled, 42% said they did not have the required talent to achieve their current business objectives and more than 8 in 10 reported they had found it difficult to recruit contractors over the last year.

This supply and demand mismatch has led to day rate increases for many contractors, with some  project and change managers achieving increases of more than 10%. Overall, data gathered by Hays offices across the UK showed that technology day rates had increased by 0.8% over the last 12 months. Software developers had seen an average day rate rise of 2.4%.

James Hallahan, Director of Hays Technology in UK & Ireland, said: “Skills shortages abound in the technology sector and there are plentiful opportunities for tech contractors to be deployed within organisations that can’t find enough permanent employees with the right skills. Contractors with the most sought-after technical and soft skills, and those with a proven track record for successfully managing projects and leading change are going to expect assignments that deliver on flexibility and terms.”

Beyond pay

However, the Hays research also found that contractors wanted more than just pay increases: the majority now also wanted to be able to work remotely.

Many were already working from home for some of the time and more than half said their work-life balance had improved since March 2020, with almost three-quarters reporting that being able to work remotely was important to them.

Almost half (46%) now want greater flexibility with regard to hours and two in 10 said they wanted to change the expectation for them to work outside of their contracted hours to enhance their work-life balance.

The thorny issue of the IR35 reforms that were introduced in April remains a sticking point between contractors and hirers, found Hays.

“Most contractors want to stay outside of PAYE, presenting a potential shortage for organisations seeking to secure their skills. So, while the increase in activity means there is great demand for tech contractors, organisations are having a difficult time engaging with them. They may need to take an assignment-by-assignment view in order to attract the right skills and work with a recruitment specialist to help them secure the best talent,” said Hallahan.

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Finance, farming and transport hit hardest by pay cuts, according to Randstad research

Randstad’s latest analysis of the salaries of over 9,000 UK and Ireland workers, and data from 700 placed jobs, highlights the roles, industries, and demographics with the highest salaries or biggest drops over the last year.

The losers

According to the 2021 Randstad salary guide, Irish finance professionals were hit hardest, with part qualified group accountant seeing salary decline of -8%, followed by finance manager (-6%) and part qualified management accountant (-6%). In terms of sector, those working in agriculture and transportation saw the largest decreases in salary for new roles – reduced by 44% and 43% respectively. The East of England saw the biggest fall in remuneration as a region, with 28% changing jobs with a pay cut compared to just 14% in London.

The older demographic saw the biggest decline, with nearly half (48%) of 55-64-year-olds surveyed reported a decrease in their salary.

The winners

Demand for developers and specialist tech roles pushed their salaries up by 9%, according to Randstad’s Employer Brand Research (REBR), with the East Midlands the best region to find qualified tech workers. Despite the tech boom in the East Midlands, the West saw higher than average vacancies (up 11% overall) while the East fell to 2% below average.

HR assistant salaries rose by 6% in the North East and by an average of 4.5% across the North West, with salaries for other HR-related roles rising by nearly 3% on average across the country. London saw the biggest rise, with 15% of Londoners, across all sectors, received a pay increase of between £2,000 and £5,000 – and a further 15% reporting a pay rise of over £30,000 when switching jobs.

The three highest ranked roles by salary rise were: Software Developer (9%) followed by Marketing Assistant (7%) and HR Manager (5%).

Rise of the marketing assistants

With firms focused on competition, differentiation and positioning themselves for the upturn, marketing is in higher demand. Pay rises for marketing assistant roles now vary from a 1.5% increase to 13% in Yorkshire, to over 18% for newly qualified marketers based in the North-West of England. All marketing function roles in the UK have seen an average 5% increase on 2020 figures.

“With organisations over the past 18 months seeing a long list of changes — from new privacy policies, the accelerated digitalisation of brands, altered consumer behaviour due to the pandemic — marketers are working harder than ever, essentially, being asked to do more and with less,” said Adrian Smith, Senior Director of Operations, Randstad. “Acknowledging the importance of the central marketing function and the role it plays in supporting business objectives, the more junior marketers are getting the recognition they deserve.”

Not all about salaries

A new study by borofree highlights The importance of company benefits to attract and retain talent during a major talent shortage across all sectors has been highlighted in a new study from Borofree, a UK salary advance start-up that helps people avoid debt by providing free access to a proportion of their next pay cheque in advance.

The online survey of 2009 employed adults, conducted by Censuswide between 28th May – 2nd June 2021, found that 68% believe company benefits and perks have an important role in driving staff recruitment and retention. However, one in five of UK employees have had their packages reduced or cut completely in the last 12 months – including 28% of 16-24 year olds and 29% of those aged 25-34 years. As a result, 15% of 16-24 year old’s have considered leaving their job.

The study claims that employers are too focused on the short term and not enough on long term perks, with 25% of employees stating that they don’t think the perks being offered are relevant or tailored to them – such as fertility treatments or sailing trips – and 15% revealing they have never received any perks from the company they currently work for.

Benefits packages that provide financial wellbeing support are in highest demand, with pensions the most popular for a third of respondents but 18% want the option of being paid weekly and 14% want an interest free loan. “Too many companies approach company benefits as a PR exercise, failing to consider what’s going to make a real difference to their employees workplace wellbeing and happiness,” said Minck Hermans, CEO and Co-founder at borofree. “Evidently, the fads and outrageous corporate packages are no longer ticking the boxes for staff, who are looking for perks that are both relevant and useful for them.”

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UK businesses are sleepwalking into a costly large-scale employee exodus if the results of two separate pieces of research are to be believed.

According to a survey of 1,000 office workers by software company Beamery, almost half (48%) of all UK employees are either leaving their job or hoping to do so this year.

Its findings were echoed by research for HR software solution Personio, which polled 500 HR decision makers and 2,002 workers across the UK and Ireland and found 38% of employees wanted to change jobs in the next six to 12 months.

The cost to businesses, according to Personio, could be as high as £16.9 billion, with SMEs alone facing estimated costs of up to £5.8 billion.

Drivers of dissatisfaction

According to the Beamery Talent Index, it was bad leadership, poor employee support and stagnant growth opportunities during the pandemic that had led to the potential enormous employee churn facing workplaces.

Of those wanting to move on from their employer, 63% said this was due to poor leadership and a lack of support during the pandemic.

More specifically, it was perceived ‘career regression’ that was an issue for employees. More than half (53%) said working from home had had a significantly negative impact on their development and progression at work.

Nearly four in 10 (39%) felt their skills had grown stale and that they were going backwards from a career perspective, with 48% reporting their employer had not offered any opportunities to learn new skills during the pandemic.

Many felt the issue was going largely unnoticed, with 82% saying their employer needed to address career progression better.

One in 10 said they only had the opportunity to discuss promotion and progression once a year, while 43% said a lack of 1:1 engagement with managers had affected their progression opportunities.

“Now more than ever, if you want to ensure you attract and retain the best talent in your industry, employee communication is key,” said Abakar Saidov, Co-founder and CEO at Beamery.

“Workers want a clear, objective way of understanding the skills they need to learn to progress in their career, and employers must provide the right training and mentorship opportunities to help them improve.”

‘Worrying disconnect’

While the Personio research also reported that lack of career progression was a key driver for employees to look elsewhere, it found there was a “worrying disconnect” between workers and their employers on this point.

While 29% of those looking to move on put progression as a big factor in them wanting to leave, of the HR decision makers polled, only 17% thought this was a significant reason for employees to move on.  Similarly, almost twice as many employees as HR decision makers said a toxic workplace culture was a significant factor (21% employees vs. 12% HR decision makers).

Employees and employers also did not seem to be on the same page when it came to how workers had been supported during the crisis.

HR decision makers were twice as likely as employees to rate their career development support as ‘good’ (64% versus 30%), and they were also out of synch when it came to thinking the work-life balance (70% HR vs. 53% employees) and mental/physical wellbeing (68% vs. 44%) support they provided was good.

Hanno Renner, Co-founder and CEO of Personio, said: “Falling out of touch with the workforce’s problems and priorities means that not only could people be more frustrated and ready to resign, but employers will be poorly prepared to prevent people leaving – resulting in lost talent and productivity, and damaged employer brand.”

Worryingly, the Personio research suggested employers weren’t doing enough to prevent lost talent. While nearly half (45%) said they were concerned staff would leave once the job market improved, only a quarter (26%) said talent retention was a priority for the next 12 months.

Young most unhappy

The Personio research found that those in the 18-34 year-old demographic were most likely to be looking for new opportunities, with 55% wanting to leave their job in the next six to 12 months.

The Beamery research had similar findings, with dissatisfaction about working from home seeming to be a key issue for younger workers.

Of those 18-34 year-olds surveyed for its report, 48% reported feeling isolated or undervalued by working from home, while 74% said it had hindered their personal development and progression at work.

Only 13% enjoyed working from home, with a large majority (84%) stating they wanted to return to the office.

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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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