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Latest in the Region: UK

Global Fintech market size is expected to reach $332.5 billion by 2028

PSR Group, a UK based recruitment specialist, announced today that it has successfully completed a strategic acquisition into the rapidly growing Fintech sector.

PCN, a fintech recruitment business with headquarters in Amsterdam, service the Fintech ecosystem including, Cybersecurity, eCommerce and SaaS sectors across the Netherlands, Germany and the US.

This investment launches PSR Group into the European market with further plans to expand across the US.

James Sanders, Managing Director of PSR Group, said: “We are delighted to have acquired PCN following a competitive process against other interested parties. Pioneers of the 4-day work week, their people-first approach has helped attract and retain a highly skilled workforce. PCN’s knowledge of the Fintech market is unrivalled, underlined by their ever-expanding and impressive client list. During the process, I spoke with numerous clients, who all highlighted the outstanding service levels supplied by PCN. The PSR business model is centred around people, focusing on personal development, wellbeing and providing support for all our staff. The businesses are very much aligned in terms of sharing similar values, this being central towards the investment. I look forward to welcoming the PCN staff into the group”.

Rogier Rouppe van der Voort, CEO of PCN said: “Venture Investment into Fintech companies in 2022 reached $81 billion, up from $20 billion in 2020. The global Fintech market size is expected to reach $332.5 billion by 2028, driven by the rapid adoption of digital services. As a recruitment agency we are in the middle of the industry and have big ambitions for PCN. We are excited to join the group and build on the wealth of knowledge already in the business. PSR’s experience of building a successful agency with over 150 employees across multiple offices and brands and being driven by a strong set of values, has given us the confidence that they are the right partners to fuel PCN’s growth ambitions”.

David Berks, Group Development Director at PSR also commented:  “The acquisition is aligned with our development strategy for the group and provides new experiences and opportunities for everyone within the business. The Senior Management team at PCN gave us great confidence in their vision of sustained growth in their current markets; this will be further fuelled by the vast experience of the contract market PSR will bring, thus offering this additional employment vehicle to clients and candidates”.

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Firms with slow hiring processes are losing out

According to the latest data from the ONS, the UK is still in the midst of a skills shortage, with vacancy numbers still historically high, despite signs of slowing month-on-month. However, according to a study by background screening and identity services firm, Sterling, slow hiring processes are adding to these recruitment challenges.

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, suggests that half of the UK’s employers can’t find enough qualified candidates for the roles they have, with almost a third (29%) revealing that their direct competitors are beating them in the race for top talent. 

The study also revealed that a significant proportion of employers are losing out to the competition due to slow hiring processes. Of the jobseekers surveyed, 71% revealed that they had either dropped out or considered dropping out of their most recent recruitment experience. The top three reasons cited for this were; the process was taking too long, it was too complicated or there were too many touchpoints. 

Steve Smith, President International at Sterling commented: “While 2022 was a year of record-breaking vacancy numbers across the UK, the war for talent is still raging on. The UK still has a low level of unemployment despite the increase noted at the end of last year and skills shortages are being reported across a range of sectors and disciplines. In this environment, employers continue to report difficulties with recruiting the right people. But our data suggests that this issue is being exacerbated by lengthy and complex hiring processes.

“A well-thought-out candidate experience is crucial at all times, though the impact is certainly more noticeable when competition for talent is rife. A robust hiring process shouldn’t create barriers for applicants. It’s crucial that employers optimise the process to streamline everything from communication requirements and screening through to on-boarding. Technology does have a role to play in achieving this. The right tech helps to automate elements of the process and speed everything up. However, for those firms turning to tech to improve efficiencies, the candidate must be front of mind. How they interact with the technology has a direct impact on their view of your employer brand. If the software being used isn’t built with the applicant in mind, candidate dropout rates will likely remain high.”

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Back to the office for many Brits

It has been almost three years of pandemic-affected work patterns, but now certain sectors are being called back to the office across sectors. This is according to new research from the job search engine Adzuna.

The research looked at jobs advertised on Adzuna between January 2020 and January 2023 and tracked the proportion of postings that specify jobs as either ‘remote,’ ‘hybrid,’ or ‘office-based’/‘on-site.’

The data revealed that remote working opportunities are dropping significantly in the Creative and Design sector, down from 22.1% in October to 16.0% this January.

The IT sector is also seeing a drop in remote opportunities, dropping to 27.9% in the last three months.

Since October, remote work is also lower in the PR and Legal sectors – down -1.5pp and -0.7pp, respectively.

In the US, this trend is even more prominent. Large employers, such as Disney and Twitter, are insisting that their workers return to the office.

The research also revealed that designated ‘office-based’ roles are growing in some sectors:

  • Scientific & QA (+1.5pp)
  • Retail (+1.1pp)
  • Travel (+0.8pp)
  • Graduate (+0.6pp)
  • Engineering (+0.6pp)

The increase in on-site graduate roles indicates the need to nurture new talent on-site and help them create work networks.

Some sectors, however, are resisting returning to the office and, instead, seeing a rise in remote job opportunities.

Top of the list is the Admin sector, with the proportion of job ads for remote roles increasing by +14.7 % between October and January 2023. At the same time, office-based admin roles have fallen -2.2%.

Many Consultancy roles are also pushing back against a return to the office, Remote opportunities are up 2.6% since October, and the proportion of on-site ads is down -2.7%.

Interestingly, remote roles within the Teaching sector are up +12.6% since October – more advisory, tutor, teaching assistant, assessor, and lecturer roles are shifting to remote work.

Across the UK, 12.1% of all UK job vacancies were listed as ‘remote’ in January 2023. A further 11.3% were labelled as ‘hybrid’ and 8.5% as ‘on-site’/‘office-based.’

The top sectors for remote working roles overall are:

  • IT (27.9% of job ads)
  • Admin (21.7% of job ads)
  • PR (20.4% of job ads)
  • Teaching (16.5% of job ads)
  • HR & Recruitment (16.1% of job ads)

Paul Lewis, Chief Customer Officer at job search engine Adzuna, comments: “To date, UK workers have been resistant to the return to the office, but as the recession bites, layoffs mount up and job opportunities slow down, refusing on-site mandates is becoming higher risk. We’re seeing employers becoming firmer on return-to-office policies, following a spate of high profile mandates led by the likes of Elon Musk. Sectors like Creative & Design and IT are slowly but surely moving back to the office, in a trend we expect to see pick up through 2023.

“But while the return-to-office may be reassuring to some employers, there are some very real downsides. Flexible working is of particular importance to women, who often shoulder the burden of caring needs on top of their jobs. Forcing women back to the office could cause some to quit, burnout, or force less productive working patterns, which will only widen existing gender divides further. It’s crucial that employers maintain flexible options for those that need it, even if mandating wider return-to-office policies.”


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A positive outlook for the tech industry in 2023

Tech roles are still in high demand. This is according to LinkedIn’s 2023 Jobs on the Rise list. The list highlights the 25 fastest-growing job titles over the past five years and the trends defining the future world of work. Machine Learning Engineers, Cloud Engineers, and other tech roles remain highly sought after.

With the rise of job cuts, this begs the question of whether the outlook is bleak for tech workers or does this list show that there are new opportunities for those with technical skills.

Tech learning platform O’Reilly looked at how to fill the demand and where the workforce is headed in 2023.

Laura Baldwin, President at O’Reilly, commented: “So much of the conversation over the last six months has been focussed on economic uncertainty and layoffs in the tech sector, and yet the recent Jobs on the Rise list from LinkedIn shows that there are many strong, in-demand tech and engineering roles. It’s refreshing to see the acknowledgement that the sky is not falling for tech workers. Every business is becoming a tech business in a sense, and the demand for skilled tech workers will continue to grow over the coming decade.

 “Business leaders need to be less focussed on the noise in the short-term and plan to set themselves up for long-term success. With the World Economic Forum and Korn Ferry both predicting significant shortages of skilled tech workers over the course of the next decade, leaders need to be focused on how they’ll be re-skilling or upskilling their teams to ensure they have the technology skills needed to keep their businesses competitive.”


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34% of all employees are currently looking to move jobs

A workplace survey by CareerWallet has revealed that 14% of employees across the UK have had to find a second job to supplement their incomes and cover the huge increase in costs on bills, food, petrol and many other essential outgoings.

The survey showed that over a third (34%) of all employees are currently looking to move jobs which amounts to over 10 million employees in the UK. This huge shift is said to be driven by individuals looking for higher salaries with 37% admitting they want to leave because they they’re not paid enough.

In a nutshell, these figures that more than a third of the workforce are looking to change jobs, and in a skills thin market this is concerning for employers and TA teams.

Craig Bines, CEO of The CareerWallet Group, commented: “It is hugely concerning to see that 14% of the nation’s workforce is having to find a second income just to cover living costs and this will certainly have an impact on recruitment this year.

Recruiting is tough at the moment and the results of our survey suggest it is only going to get harder. Finding the right employees can be hard, so businesses need to look after their staff now more than ever.

As we can see many candidates will be looking to move jobs, especially as it is the start of a new year and in this buoyant job market, plenty of roles are available. At CareerWallet we have millions of vacancies available across the UK, so it is an ideal time to register and find your next position.”

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Food Standards Agency says ‘no’ to sweets and cakes in the office

The team at TALiNT Towers wishes this was satire, however, we’re sad to say it is not.

As if employees aren’t being hit hard enough by falling living wages and the cost-of-living crisis, a food advisor has said that workers should no longer bring sweets and cakes into the office.

Food Standards Agency Chairwoman, Prof Susan Jebb has compared bringing cakes into the office to passive smoking… She said: “If nobody brought cakes into the office, I would not eat cakes.” When interviewed by the Times newspaper and speaking in her personal capacity, she said employees should stop testing the willpower of their colleagues.

While we feel it isn’t necessary to ask an expert whether adults should take responsibility for their own health, the BBC spoke to GP Helen Wall, who said that people had to take responsibility for their own health. The family doctor who practises in Bolton said: “If someone’s got a cake next to you, you don’t have to eat it, do you?”

Prof Jebb, also a Professor of Diet and Population at the University of Oxford, said eating cake was a choice but colleagues could help each other by providing ‘a supportive environment’. She argued that being around cake in the office was like passive smoking, which though not identical also inflicted harm on others – just when you thought you’d heard it all.


Lou Walker, who authored a report on office cake culture, told BBC 5 Live that it was becoming an everyday occurrence and was “no longer special”.

“[It] comes from a place of generosity and kindness, wanting to share,” she said. “There’s something very important about sharing food with colleagues. “But what is happening now is it’s happening every single day and that means that it’s no longer special.”

She said her research showed people “aren’t wanting it all the time, but people are worried about sticking their head above the parapet.”

In many workplaces cake, biscuits and sweets – brought by colleagues returning from holiday or to celebrate last days and birthdays – can start a scramble as hungry and sweet-toothed colleagues try to get their hands on the treats.

It is a rare workplace that breaks the tradition and supplies a fruit platter. And who wants to be known as the one staff member who brings in healthy nuts rather than chocolates as they regale colleagues about their weekend in Switzerland?

Dr Wall said it was fine to have some pleasures in the workplace. Thank you Dr Wall. She was quoted by the BBC as saying that it feels like we’re trying to control everything but at the end of the day, everyone has to have a little bit of willpower.

For one worker, a love of sweet treats in the office did not go down well with his colleagues.

While temping in an office in south London, Mick used to bring in biscuits, doughnuts, and chocolate bar multipacks, which he would “munch on” all day as well offering them out.

But he claimed he was told by management his diet was “aggressive” to his female co-workers who were trying to be health conscious.

“The ladies would say ‘no, they’re watching their weight’,” he said.

As to the government’s official position, the prime minister’s official spokesman said Rishi Sunak believed “personal choice should be baked into our approach”. Was this pun intended?

He added: “We want to encourage healthy lifestyles and are taking action to tackle obesity, which has cost the NHS £6bn annually. However, the way to deal with this issue is not to stop people from occasionally bringing in treats for their co-workers.”

Debbie Walton, Editor at TALiNT Partners commented: “As someone who is partial to cake, I’d be more offended if my colleagues didn’t bring cake into the office for their birthdays. I think this is one area in office operations where staff should be allowed to make their own choices… If you’ve employed adults, they’re more than capable to say no to over-indulging. Let them eat the cake!”

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37% of employees planning to look for another job in the next 6 to 12 months

According to research from Personio, an HR software company for SMEs, has found that nearly half (44%) of employees report that their business is being slowed down by inefficient processes, admin, and too many repetitive tasks – and a further 42% say too much of their time is taken up by workplace tasks that have nothing to do with their job.

On average, employees are spending just over three hours per week on these tasks. For someone working full time at 37.5 hours per week, this equates to over 8% of their working week – and means one working month of the year, on average, is lost to workplace tasks unrelated to an employee’s core role.*

The research suggests that not only is this deluge of ‘badmin’ damaging productivity, but it’s also threatening employees’ experience at work with 24% of employees saying they are unhappy with their employer and nearly 37% are still planning to look for another job in the next 6 to 12 months.

The research reveals that employees want more time to do their job properly within their working day. When asked what their employer could do to improve their experience at work, a quarter (25%) want more time and resources allocated to enable them to get their job done more efficiently, whilst 37% of employees say they want a better work life balance.

Pete Cooper, Director of People Partners, Planning & Analytics at Personio, commented: “As recession sets in in 2023, businesses cannot afford to waste staff’s time with unnecessary admin. The bottom line is that whilst staff are having to spend their time on admin tasks unrelated to their core roles, they’re unable to spend time on creative or strategic work – the value-adding tasks that will ultimately boost productivity, engagement, and growth.

“Automation is key here. By digitising processes that remove unnecessary admin for employees, their time can be freed up to focus on the tasks that matter. Not only will this improve job satisfaction in the short run, but businesses will also be better positioned to succeed in the months ahead.”

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Research revealed that the cost of mental health difficulties for employers has risen by 25%

The Big Four accounting firms have been subject to office inspections in Spain after claims that employees were working 12-hour days

Government inspectors visited the offices of KPMG, PwC, EY and Deloitte as part of an investigation into whether employees were working overtime without receiving payment or time off in return.

A study published last year by a wellbeing charity set up to help accountants found more than half of respondents were suffering from stress and burnout.

The research found ‘workload, long hours and the lack of margin for error in the job’ was ‘tipping many over the edge’. The report, by Caba, revealed that 80% of respondents felt poor mental health was a problem for the profession, and that almost half of those suffering from psychological conditions feared they would be treated differently if they told their employers about their illness.

In the wider UK workforce, the level of inactivity owing to sickness jumped by 537,500 in the year to June last year compared with pre-pandemic levels. An analysis by Sky News found the rise was largely due to individuals suffering from mental health conditions.

KPMG has partnered with the University of Cambridge to understand whether its wellbeing initiatives help its 16,000 employees. PwC said last year that it would invest $2.4 billion to tackle mental health problems among staff.

Research by Deloitte has revealed that the cost of mental health difficulties for employers has risen by 25% on pre-pandemic levels to £56 billion a year.

EY and PwC said that they would not comment on the investigation in Spain. KPMG and Deloitte did not respond to a request for comment.

Ken Brotherston, TALiNT Partners CEO commented: “In a professional services environment, this is a case of ‘workplace protection gone too far’. They’re well paid, on a fast track to making a lot of money and in a client services role. It’s not for governments to interfere in these types of jobs. Stick to gangmaster legislation and protecting the vulnerable.”

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Interpreters top the tables for the biggest pay rise

New research from Adzuna has revealed the trending jobs for 2023. The job search engine company looked at over 1 million advertised job vacancies during November 2022, compared to the same period in 2021.

The research showed that the job getting the biggest pay increase is Interpreter, with an 81% year-on-year rise in the average advertised salary. This comes as no surprise in an increasingly globalised economy. Similarly, demand for Interpreters has increased from 632 to 1,945 jobs (+208%) in the past year. As a result, it now ranks 9th in the top 10 job titles with the biggest vacancy growth ranking.

The following jobs also saw significant average salary increases:

  • Cost Engineer (+62%),
  • Foster Care Support Worker (+57%)
  • QA/QC Officer (+54%)
  • Business Intelligence Manager (+31%)
  • Membership Manager (+30%)
  • Performance Manager (+30%)

Job candidates in the health and social care-related fields are also being offered higher salaries than before:

  • Community Care Worker (+45%)
  • Behaviour Support Worker (+30%)
  • Live-in Nanny (+25%)
  • Health and Social Care Teacher (+23%)
  • Children Residential Support Worker (+22%)
  • Social Care Worker (+22%)

Job roles with the highest increase in vacancies

Regarding the increase in vacancies, the top job was Cyber Security Engineer (+1,217%), with close to 1,500 advertised job openings in Nov 2022, compared to 113 jobs a year ago. The role also ranked ninth with the most increased advertised salary in the UK (+35%), this being driven by the dramatic rise in cybercrime and internet fraud.

The UK also saw a substantial vacancy growth in construction jobs:

  • Scaffolder (+470%)
  • Painter (+382%)
  • Tile Fitter (+377%)
  • Landscaper (+343%)
  • Roofer (+290%)
  • Bricklayer (+178%)
  • Plasterer (+121%)
  • Handyman (+67%)

Brexit has partly driven the upsurge in openings in the construction field. This is because the construction industry relied heavily on EU workers before the UK decided to leave the EU.

The air travel industry is slowly recovering and shows an increase in the vacant roles of crew member (+294%) and Travel Consultant (+67%).

The hospitality & catering, and retail sectors are also recovering, and increases were noted in the following job titles:

  • Barista (+256%)
  • Warehouse Assistant (+117%)
  • Store Assistant (+94%)
  • Customer Service Assistant (+82%)
  • Kitchen Manager (+77%)

Best-paid and most-wanted occupations

Chief Financial Officer is the best-paid job in the finance, IT, and healthcare sectors, followed by Consultant Psychiatrist and Quant Developer.

With pressure on companies to stick to tight budgets, finance jobs such as Tax Director, Quantitative Analyst, and Strategy Director are well rewarded.

Technology continues to play an active role in the world, meaning that IT careers are lucrative regardless of rank. As a result, Java Developer and DevOps Engineer roles also see some of the highest advertised vacancies.

In the medical and dental sector, advertised salaries for roles such as Specialised Doctor, Dental Practitioner, and GP remain much higher than most jobs in the UK.

Job roles with the most openings

The top five jobs with the highest number of advertised vacancies are:

  • Social Care Worker (25,438 jobs)
  • Warehouse Worker (15,321 jobs)
  • Software Developer (11,123 jobs)
  • Nurse (10,022 jobs)
  • Engineer (9,231 jobs)

Generally speaking, market demand for non-skilled roles and teaching roles is high:

  • Warehouse Worker, Cleaner (8,415 jobs)
  • Delivery Driver (7,369 jobs)
  • Housekeeper (3,432 jobs)
  • Vehicle Technician (3,428 jobs)
  • Security Guard (3,404 jobs)
  • Teaching Assistant (8,643 jobs)
  • Personal Trainer (8,124 jobs)
  • Driving Instructor (6,589 jobs)
  • Tutor (5,961 jobs)
  • SEN Assistant (5,692 jobs)
  • Primary School Teacher (4,107 jobs)

Paul Lewis, Chief Customer Officer at job search engine Adzuna, commented: “After a turbulent two years, jobseekers are reassessing what they want, and we’re seeing that compensation and job security are of increasing importance when it comes to pursuing an open role. Despite a gloomy economic climate, our findings show that job opportunities within the finance, IT, healthcare, and education sectors remain strong. The pandemic spurred businesses to go digital, which opened an entirely new global market. This has catalysed the demand for language specialists who can help with localisation such as Interpreters. On the other hand, because of the growing prevalence of digital markets, there are more cybercrimes, which calls for IT specialists like Cyber Security Engineers.”


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UK in top three countries to invest in

Global chief executives rank the UK as the third most important country for investment, jointly with Germany and behind only the US and China.

Despite recent political turmoil, chief executives are increasingly bullish about the UK, according to PwC’s 26th annual Global CEO Survey. Only 9% selected the UK as a market to grow revenue in 2020, compared with 18% who selected it this year.

Kevin Ellis, the Chairman and Senior Partner of PwC UK, said that strength in areas such as artificial intelligence and biotech, alongside a business-friendly environment, made the UK an increasingly attractive market.

He commented: “Chief executives don’t expand and invest on a whim — they’re choosing the UK as that’s where they expect to see returns. To keep the UK attractive, we need renewed focus on skills and regional growth, both of which will help unlock productivity.”

It reveals that UK bosses are more upbeat than their international counterparts: only 4 per cent of UK chief executives expect the economy to decline significantly, while the proportion among global chief executives is 12%. However, only 21% of UK chief executives expect the global economy to improve in the next 12 months, down from 82% last year.

Despite this, UK chief executives are upbeat about their own companies’ prospects: 48% are ‘very or extremely confident’ about prospects in the next 12 months, compared with 42% of global chief executives.

In the longer term, almost one in four UK chief executives fear their companies will not be economically viable within a decade without significant changes to their business model.

Ellis said: “Businesses have already undergone massive change this decade. But this is the tip of the iceberg — many CEOs believe their current business models are unsustainable and this means more change ahead. This isn’t about tinkering but fundamental changes requiring big investment in people, skills and technology.”

More than a quarter (26%) of UK chief executives said that they were ‘moderately or extremely exposed to the threat of climate change over the next 12 months’, compared with 39% of chief executives globally.

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Trending Stories

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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