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Rising demand for diverse employee support services

EAPs play vital role beyond mental health counselling

Towergate Health & Protection has unveiled findings from one of its prominent employee assistance program (EAP) providers, highlighting a growing need for comprehensive information and guidance beyond just mental health counselling to bolster overall employee wellness. This shift underscores the importance of employers ensuring that their workforce gains access to advice and information spanning areas like legal matters, divorce, childcare, housing, neighbourly conflicts, and wills.

Over the past year, requests for guidance from employees through the EAP surged by 25%. Among these requests, the foremost reason for EAP engagement was for counsel on employment-related matters, constituting 27%. This encompassed inquiries concerning employment rights, compensation disputes, human resources concerns, sources of workplace stress, and employment law matters. The subsequent prominent demand for advice was regarding divorce and separation, constituting 22% of the advisory calls. Other queries encompassed seeking assistance on childcare, housing, and legal actions.

David Williams, Towergate Health & Wellbeing’s Head of Group Risk, remarked, “While many employers may traditionally associate EAPs with providing therapy for mental health challenges such as melancholy and anxiety, counselling represents just a facet of the assistance an EAP can extend. The requirement for counsel and insights in diverse spheres is expanding, notably in realms like divorce, separation, and housing.”

Towergate Health & Protection is firmly committed to ensuring that employers are well informed about the full spectrum of support offered by EAPs and that this is effectively conveyed to employees.

While employees and their employers may be cognizant of the therapeutic services afforded by EAPs, the breadth of support available as part of this benefit may not be entirely clear. The array of subjects on which employees can solicit guidance via an EAP includes consumer disputes, landlord-tenant issues, wills and estate matters, automotive concerns, immigration, elder care, personal injury, and more. This support encompasses advice and insights from trained legal professionals who can also facilitate connections between employees and solicitors or relevant specialists.

By providing access to such comprehensive assistance, employers can empower employees to address challenges both in their professional and personal lives. Additionally, providers are progressively integrating EAPs into broader well-being applications, enhancing employee accessibility.

David Williams emphasized, “When companies uphold the well-being of their workforce across all dimensions—mental, physical, social, and financial—they cultivate a content, healthier, and more engaged workforce that feels esteemed. Relieving employees of burdens through the specialized support accessible via an EAP is an effective means to achieve this.”

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Employees rank ‘impactful work’ as a top priority

Building new skills for existing employees was identified as the top talent issue

UK executives estimate 41% of their workforce will need to reskill as a result of implementing AI and automation over the next three years according to a new survey.

The IBM Institute for Business Value, in cooperation with Oxford Economics, report “Augmented work for an automated, AI-driven world” is based on an analysis of over 3,000 global C-Suite executives across 20 industries and 28 countries (December 2022 and January 2023). The global study provides insights into the challenges and priorities of business executives and employees in an ever-changing technological landscape.

Building new skills for existing employees was identified as the top talent issue, according to surveyed executives, followed by technological illiteracy. The survey highlighted that 46% of UK executives are currently investing in reskilling their employees internally.

However, the study found a disconnect between the priorities of employers and employees regarding work priorities. With AI primed to take on more manual and repetitive tasks, UK employees reported engaging in ‘impactful work’ as the top factor they care about. Whereas, executives ranked ‘impactful work’ as one of the least important factors to their workforce. Both employees and executives agreed that flexible work arrangements were an important factor beyond compensation and job security.

The study provides recommendations to help leaders address their talent challenges in the AI era and future-proof their organisations – with a focus on skills and operating models.

Andi Britt, Senior Partner, UKI Talent Transformation Leader, IBM Consulting, said:  “As we embark on a future where AI becomes an integral part of the workforce, our task is to adequately equip our employees for this key technology shift. Our research reveals that improving technology literacy for employees is a top talent issue, according to business leaders. It is clear from the survey that impactful or meaningful work is now a higher priority for UK employees – a trend which is not yet fully recognised by their business leaders. Bridging this gap will be crucial in ensuring that AI and automation are harnessed in a way that enables employees to redirect their time and energy to meaningful and impactful work within the organisation.”

For more information visit: www.ibm.com/ibv.

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Nearly half of employers show ‘no interest’ in hearing from a diverse range of job applicants

Basic steps to improve EDI are not being met by employers

A new survey analysing the views of employers on Equality, Diversity and Inclusion (EDI) revealed 41% of large businesses  (250-plus staff) do ‘not state their interest’ in diverse candidates in their job adverts,

Key highlights of the survey, commissioned by the  Recruitment and Employment Confederation (REC), found that; 60% of the 167 employers interviewed, have reviewed the wording of their job adverts to improve inclusion. Last year it was 54%. However, nearly half of respondents (49%) said they do not state their interest in hiring diverse candidates in their job adverts. This is roughly the same proportion as last year (48%).

Around two-thirds of respondents (67%) do not use name-blind CVs during selection. This is up on 53% of respondents in 2022 – a step backwards – and more than half of respondents (56%) do not have a policy of using diverse interview panels. This has moved little from 2022 when 53% said they did not use diverse interview panels.

Despite greater HR resources  – compared to SMEs, larger firms perform only marginally better than SMEs – 57% do not use name-blind submissions and 48% do not use diverse interview panels. All three results are higher than reported by employers in our 2022 survey.

 Neil Carberry, REC Chief Executive, said: “Given the profile of equality, diversity and inclusion issues, it is disappointing to see so little action being taken by firms. While a slim majority of employers have reviewed the wording of their adverts, the overall picture suggests there is a lot still to do. Many employers remain either unconvinced about the importance of changing their approach or are relying on old adverts and approaches that will not serve them well. In doing so they also miss out on the business benefits of a diverse workforce, which are only enhanced by the tightness of our labour market now. Pressure to change must come from Boards and executives, as well as government and sector and trade bodies.“

 For further information please visit:www.rec.uk.com.

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UK Google searches for ‘Remote work’ has sky-rocketed by nearly 200%

 ‘Work from home,’ ‘Remote jobs’ and ‘Work remote’ searches surge

Interest in remote work in the UK has soared on the back of  Zoom – the company at the heart of remote work during the pandemic – ordering its staff back to the office.

Employee performance platform Weekly10 analysed Google search data over the past few days and revealed that following the Zoom announcement, searches for ‘Remote work’ increased by 197% in the UK in just several hours. The analysis also found a 310% increase in searches for ‘Remote jobs’ and a 296% increase for ‘work from home’.

A spokesperson for Weekly10 said: “With the Zoom news being reported globally, it’s likely to send shockwaves through the working from home community, as this could be a trend that could continue, especially with a remote work pioneer like Zoom going back on the very thing it was designed to help with. Whether more companies follow, only time will tell, and it’s clear that many people are trying to lock down remote positions.”

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Chat GPT may be banned in some UK organisations

Balancing AI bans with innovation opportunities

In a recent survey, 76% of IT decision makers voiced their support for organisations’ authority to regulate the applications employees use for business purposes. However, a significant 66% of respondents found current bans on generative AI to be excessively restrictive.

According to these IT professionals, generative AI holds potential for driving efficiency (53%), fostering innovation (44%), and nurturing creativity (42%) within the workplace.

Stephanie Coward, Managing Director for Human Capital Management at IRIS Software Group, emphasised that an outright ban on AI should only be considered as a last resort. Speaking to HR Magazine, she stated, “AI is an evolving reality, with ChatGPT being just the pioneer among many future innovations. Embracing this technological progression is vital, rather than resisting it out of fear.”

Coward further elaborated that businesses should follow a balanced approach when regulating AI. Establishing clear guidelines through frameworks or codes of conduct, while avoiding excessive rigidity to safeguard creativity, is essential.

Rather than imposing a complete ban on generative AI, Coward recommended a more pragmatic strategy. She advised companies to identify potential use cases and initiate pilot programs to validate the practicality of AI’s promises. This method ensures that risks are comprehensively understood and can be effectively mitigated.

She stressed the importance of creating an internal testing environment, allowing employees to experiment with AI in a controlled manner. This approach, she believes, will lead to greater long-term productivity and a more secure integration of AI tools into daily operations.

Another study conducted by Tech.co in July 2023 revealed that 68% of business leaders believe that employees should use AI with their managers’ consent. Shishir Singh, Chief Technology Officer at BlackBerry, emphasised the need to develop policies around AI as technology advances. He highlighted the potential loss of valuable business benefits if generative AI is entirely prohibited in the workplace.

Singh recommended incorporating flexibility into organisational policies as AI platforms mature and regulations evolve. He emphasised the significance of implementing proper tools for monitoring, managing, and overseeing applications used within the workplace.

The insights from the survey were gathered through research conducted by BlackBerry in June and July 2023, involving 2000 IT decision makers worldwide

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Pioneering HGV Driver Apprenticeship offers a sustainable recruitment solution

New Driver’s Academy will help alleviate the chronic shortage of drivers

An HR and recruitment agency is launching an HGV Driver Academy apprenticeship programme to tackle the UK shortage of drivers in the logistics industry.

Starting this September, the Gi Group in partnership with one of its subsidiary businesses, Tack TMI, will be offering its new Driver Apprenticeship Schemes across the UK, providing candidates with a full support package, from bespoke training to helping successful candidates secure their dream role once qualified.

Gi Group will start its apprentices with a salary of around £11/£12 per hour and throughout the 12-month programme, individuals can increase their salary as they progress. The courses cover Class 1 and Class 2 qualifications including hands-on blended learning throughout.

With the cost-of-living crisis, there is nationwide concern surrounding job security and the opportunity for progressive salaries. The new driving programmes support a work-life balance, providing flexible working – leading to positions paying around £60,000 per year once fully qualified.

Research found that at the beginning of 2022 the industry was short of around 100,000 HGV drivers. While this number dropped to 60,000 by the beginning of 2023, this is still a significant shortage in an industry that has suffered for over a decade.

Andrew Fletcher, Operations Manager for the South at Gi Group, said: “Our new mission within our Driving division is to create a long-term, sustainable solution to the challenges posed by industry-wide driver shortages. There is a stigma in the industry around the gender and age of HGV drivers, but this just doesn’t need to be the case. We’re passionate that the future of the industry can be shaped by young, innovative men and women. Driving offers people a flexible working environment and opens up opportunities to work around your life, with the possibility of some serious salaries.”

 Sara O’Brien, Head of Partnerships & Sales, Apprenticeships at Tack TMI, said: “We have already had a lot of interest, which is a great sign. Over the years there have been dramatic driver shortages, for various reasons such as Brexit and the pandemic, but we are here to support a positive and flourishing future for our drivers, our clients and the sector. People often think of the long hours involved in driving, but we are here to show this career path offers so much more. It provides people with job flexibility and role progression that many warehouse or office-based roles can’t necessarily facilitate. Driving offers the work-life balance that so many crave with the opportunity to earn a really healthy salary.”

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Permanent placements fall at the quickest rate since June 2020

Report on jobs: Pay pressures ease only slightly amid rising living costs

The latest KPMG and Recruitment and Employment Confederation (REC) ‘UK Report on Jobs’, compiled by S&P Global, reveals a muted confidence around the economic outlook is driving a steeper drop in permanent placements.

The KPMG and REC report provides the most comprehensive guide to the UK labour market, drawing on original survey data provided by UK recruitment consultancies and employers to provide the first indication each month of labour market trends.

Key findings of the report reveal that;  hiring activity across the UK continued to be dampened by a weak economic outlook and reduced confidence among businesses and permanent placements contracted at the quickest rate for just over three years, while temp billings growth weakened notably from June.

The overall availability of staff increased at a substantial pace amid the slowdown in recruitment and reports of redundancies. The latest upturn in total labour supply was the steepest recorded since October 2009 when excluding the pandemic period. While there were signs of pay pressures moderating again in July, permanent salaries continued to rise at a sharp pace overall. Total vacancy growth meanwhile slowed further, hitting a 29-month low in July.

A weaker economic climate and reduced market confidence weighed on recruitment activity during July, according to the data. Permanent staff appointments declined at the steepest pace for just over three years, as concerns over the outlook made clients hesitant to commit to new staff. Concurrently, growth in temp billings edged down to a fractional pace that was the slowest recorded since last October.

The survey cites faster increases in the supply of both temporary and permanent workers drove the sharpest upturn in overall labour supply since December 2020.

Competition for skilled candidates and the increased cost of living placed pressure on rates of starting pay during July. Salaries for newly-placed permanent workers rose sharply – despite the rate of inflation slipping to the lowest since April 2021. Temp pay increased at the softest pace in 29 months, albeit solidly overall.

Growth of demand for staff continued to moderate at the start of the third quarter. Total vacancies increased at the slowest pace in 29 months. The latest upturn in demand for permanent workers was the weakest seen over the current period of recovery that began in March 2021. Concurrently, the rate of short-term vacancy growth was among the slowest recorded over the past three years.

All four monitored English regions posted a decline in permanent placements, led by London. Divergent trends were seen for temp billings, which rose in the Midlands and London but fell in the North and South of England.

Hotel & Catering saw the steepest upturn in demand for temp workers of all 10 categories in July. Strong rates of vacancy growth were also noted for Engineering and Blue Collar personnel. The Construction and Secretarial/Clerical sectors saw modest drops in demand.

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Around 80% of UK businesses are experiencing talent shortages

33% of UK accountants plan to leave the industry in the next five years

Despite a faltering economy, rising interest rates, supply chain issues, and the ongoing impacts of Brexit, many businesses operating within the sector reported optimism about their recruitment plans as they entered the third quarter of 2023. 44% are expecting to recruit more workers, displaying a +29% net positive hiring outlook.

Brook Street, part of ManpowerGroup, releases its 2023 Salary Guide for Businesses. The guide explores  UK hiring trends and salary rates for permanent and temporary employees in the Contact Centre, Business Administration and Support, and Accounting and Finance roles.

Around 80% of UK businesses are experiencing talent shortages with more than 1,000,000 unfilled job postings. As businesses remain unable or unwilling to meet employee salary expectations, workers are becoming reluctant to pursue vacancies – leading to difficulties in hiring.

33% of current UK accountants plan to leave the industry in the next five years, hiring conditions are proving difficult on a national level, with 102 candidates per job posting.  However, there are regional variations, in Belfast there are on average, 21 candidates per post compared to Tunbridge Wells (Kent) where there are 207 candidates per post.

The Brook Street salary guide indicates some notable variance, including a +189% difference between a temporary and permanent median salary for Accountancy roles in London. It also finds UK salary ranges can differ by region – for example, the highest paid permanent median salary was £61,300 p.a (in Reading), compared to the lowest paid at £22,000 p.a. (in Newcastle).

In Contact Centres and Customer Support (CC&CS), more than 75,000 workers are missing from the sector, due to the current cost of living crisis and low to moderate pay scales.  With a national average of 342 candidates per vacancy, hiring remains difficult but regional supply differences and differing salary levels reduce this number further, giving the employer less choice.  It takes an average of 51 days to fill vacancies in CC&CS – a significant contrast to other sectors such as Finance and Accounting which reports an average of 36 days per post.

Despite a potentially large pool of candidates, the Administration and Business Support final talent pool needs to be narrowly spread after salary, job location, and working conditions are factored in.   With it taking 35-38 days to fill vacancies, 12% of businesses in the sector say they cannot secure the support staff they need.

Leigh Passingham, Brand Leader, Brook Street said: “Business leaders who better understand hiring trends and compensation rates will make better hiring decisions in what is currently a hyper-competitive labour market. While there is no magic bullet that will quickly fix the UK’s talent shortages and reduce the various pressures being placed on both employers and candidates, we’re advising employers to use originality, adaptability and speed. Hiring speed is really the key – those employers with speed to placement will secure the best talent.”

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Bradford ranks as the top city for graduates

London has the most graduate jobs – but at the expense of a higher cost of living

A new survey has revealed the top 10 best UK cities for job-hunting graduates. Bradford came out as the top city – based on the cost of living and accommodation prices.  London came out top with the most job opportunities, with an average of 4,966 graduate jobs – but ranked bottom of the list for graduate cities due to the high cost of living.

Comparethemarket analysed which UK cities offer the best opportunities for graduates, taking into account; rental prices, job opportunities, living costs, the number of 21-30-year-olds within the community and not forgetting beer prices.

Bradford boasts low living costs in comparison to other locations analysed in the study, with average rent prices of just £463.12 a month and around 792 graduate jobs, a meal out at an inexpensive restaurant will set a graduate back around £10, with a pint of beer costing £3, and a cappuccino just £2.52.

Kingston-upon-Hull, ranked second, with the cheapest rent of all cities analysed, with an average of £391.25 a month – but only had 142 graduate jobs on offer, the city has a low cost of living, with beers costing £3 a pint and an average meal out costing £10.25.

In joint third place are Lancashire’s Preston and Blackpool, and rounding off the top five are Wolverhampton and Newport in terms of job opportunities. Following behind is Manchester, with 1,345 jobs, and Birmingham came in third with 914 graduate jobs.

Although London offers the highest number of graduate jobs, it ranks as the most unaffordable place to live due to the high cost of living. Average rent prices in the capital are around £1,442.38 a month, meals out costing an average of £17, beers priced at £6 per pint, and transport passes costing an average of £160 a month. Despite London’s high living costs, graduates won’t be alone with nearly 1.5 million (1,436,899) 21-30-year-olds living in the city.

Bristol also ranks toward the bottom of the list, due to a high cost of living. The average rental price for a one-bed apartment in Bristol is around £888 a month, while the average pint of beer costs £4.50 and a meal out is around £15. Rounding off the bottom five are Reading, Edinburgh, and Southend-on-Sea.

The full report can be found here: https://www.comparethemarket.com/home-insurance/content/best-and-worst-graduate-areas/

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New EU directive aims to close gender pay gaps with mandatory reporting

UK leads the way with maternity pay

Data from EDGE Certified Foundation provides an overview of the legislative landscape relating to Diversity, Equality and Inclusion (DE&I) in certain countries, shedding light on the progress made as well as pinpointing areas to be improved.

EDGE Certified Foundation has published the EquiNations DE&I legislative overview of the top 20 countries – based on the highest number of current EDGE Certifications; including the UK, USA, Australia, Brazil, Canada and China.

The EquiNations research shows that the vast majority of the 20 researched countries have implemented legislation to safeguard against discrimination in employment based on gender, race/ethnicity, nationality, LGBTQ+ identity, age, or working with a disability.

Certain jurisdictions have progressed beyond the legislative recognition of the importance of eradicating all kinds of discrimination in the workplace, and have taken a proactive approach by implementing, for example, hiring quotas for people with disabilities and workplace accessibility requirements, by setting paid maternity and paternity leave above the recommended level of the International Labor Organization (ILO), or by mandating recurrent pay gap reporting, aiming to manage and eventually close the gender pay gap.

Key findings from the EquiNations research cite that the majority of countries examined have implemented hiring quotas for individuals with disabilities, with exceptions including the US, UK, Switzerland, Canada, Mexico, and Australia.​

Most countries analysed have legislation against LGBTQ+ employment discrimination already in place, but less than half of the countries have implemented legislation to ensure gender quotas on company boards.​

The UK leads the way with the highest amount of paid maternity leave (in weeks), with 39, while the USA has the lowest by offering no paid maternity leave. Germany has the highest employment rate for individuals aged 55-64, standing at 73.69%. Whereas, Romania has the lowest rate at 48.4%.​

The EDGE Certified organisations within these nations are setting important benchmarks within their national contexts, by committing to measure where they are in their DE&I journey and to progress on their path to workplace gender and intersectional equity. Such organisations can serve to inspire other employers within their jurisdictions to follow suit by adopting best practices, engaging with their employees and stakeholders, and seeking out the diverse perspectives and experiences that are indispensable for achieving true inclusivity.

 Aniela Unguresan, Founder of EDGE Certified Foundation, said: “Organisations looking to adopt DE&I policies and practices for their workplaces need to understand how local legislation and regulation impacts the workplace, and where there may be areas to go beyond regulation to support long-term sustainable value creation in the DE&I area. We can see that all the countries in the top 20 list by number of current EDGE Certifications have made great progress in promoting DE&I nationally, by enacting certain anti-discrimination laws and labour protections.”

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Talent Solutions

Tickets for the TIARA Talent Solutions Awards are on sale now!

The gala awards ceremony will take place on 21 September in London

More than 20 distinguished experts from the talent acquisition industry convened on Thursday, 10 August, for a day of intense deliberation and spirited discussions – the TIARA Talent Solutions Awards judging day! The occasion marked the judging of the prestigious TIARA Talent Solutions Awards, where the industry’s best were determined across 11 distinct categories, culminating in the crowning of the much-coveted title of Talent Solutions Provider of the Year.

Throughout the day, the venue hummed with lively debates and exchanges of insights as the panel of judges, comprising leading figures in the talent acquisition field, pored over submissions and deliberated to determine the most deserving winners.

A full roster of the esteemed judging panel can be found on the official awards website. The judges showcase the collective experience and expertise that underpinned the decision-making process. The inclusion of a diverse array of perspectives ensured a comprehensive evaluation of the finalists and reflected the industry’s commitment to recognising excellence across various dimensions of talent solutions.

Winners will be announced at a grand awards ceremony scheduled to take place at the splendid Pan Pacific London on Thursday, 21 September. The event promises to be a celebration of innovation, dedication, and achievement in the realm of talent acquisition.

Tickets for the awards ceremony are available for purchase on the official website, providing an opportunity to join the industry’s luminaries in celebrating excellence in talent solutions.

For those seeking to stay updated on the event and the latest developments, the official awards website will serve as a reliable source of information and news. As the countdown begins to the glittering awards night, the anticipation and excitement continue to build among the talent acquisition community.

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TALiNT Partners reveals finalists for 2023 TIARA Talent Solutions Awards Europe

The Awards ceremony will be held at the stunning Pan Pacific Hotel in London

TALiNT Partners has announced the finalists for the prestigious 2023 TIARA Talent Solutions Awards Europe. These awards aim to recognise the top companies in the RPO, MSP, and Talent Solutions market.

The event has gained significant recognition as the industry benchmark, attracting both previous finalists and new entrants. This year’s nominations showcase the sector’s continued growth and dynamism despite the challenges faced.

Ken Brotherston, Chief Executive of TALiNT Partners, expressed his delight at the engagement from industry leaders, saying, “In what has been a more challenging year, more than ever our Awards are a true celebration across the market, from the global majors, regional leaders, fast-growing scale-ups, and niche providers, all demonstrating excellence in their impact for employers and their own employees.”

The shortlisted entries will now advance to the next round of judging, where a distinguished panel of HR and Talent Acquisition experts will independently score each finalist. In a few weeks, the judges will convene to discuss and determine the winners across the 11 categories, including the prestigious Talent Solutions Provider of the Year award.

The winners, including the recipient of the highly coveted Lifetime Achievement Award, will be unveiled at the black-tie awards ceremony on Thursday, 21st of September. The event will take place at the stunning Pan Pacific Hotel in London, adding glamour to the celebration.

The 2023 awards campaign is supported by headline partner Cornerstone and sponsored by Amdaris, Giant Group, Parasol, Sonovate, and Stratigens. Their contribution to the event highlights the importance of collaboration in recognising excellence within the talent solutions industry.

For the full list of Talent Solutions Europe 2023 finalists, interested individuals can click here.

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TALiNT Partners crowns Sevenstep as TS Provider of the Year at the TIARA Talent Solutions Awards in Atlanta, USA

The Lifetime Achievement Award was awarded to Sue Marks, Founder of Cielo

On June 8, TALiNT Partners announced the winners of the 2023 TIARA Talent Solutions Awards US at a spectacular gala dinner at the beautiful Georgia Aquarium, attended by CEO’s, Marketing Directors, and senior leaders of the nation’s top RPO, MSP talent solutions providers. Guests weren’t limited to people however, as the large fish tank created a beautiful and original backdrop to the Awards proceedings!

“Having previously delivered these awards virtually, it was fantastic to see so many different organizations come together in person to showcase the ever-growing range of finalists, which is a clear demonstration of the health and vitality of the talent solutions sector” said Ray Culver, Country Manager Americas, TALiNT Partners.

The TIARA Talent Solutions Awards US 2023 campaign was supported by headline sponsor Cornerstone and awards sponsors Beeline, Dasro, IMCS Group, Omni Inclusive, Scoutlogic, TalentNet and TekWissen.

Sevenstep were crowned the overall winner and received the Talent Solutions Provider of the Year Award, having also picked up The Scoutlogic Client Service Award and The Best Talent Solutions Firm To Work For award.

The awards evening also saw the presentation of a very special award – The Lifetime Achievement Award, which was presented to Sue Marks, Founder of Cielo Talent. “Sue has incredible strategic vision, and, from the very beginning, she understood how important technology would be in delivering a scalable service to her clients. Approaches that we take for granted now were game changing back then – especially using deep analysis to create a solutions-based, systemic approach to driving better outcomes for her clients and candidates” said Ken Brotherston, Chief Executive, TALiNT Partners.

The full list of Talent Solutions Awards 2023 winners and highly commended companies can be found here.

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TALiNT Partners and Stratigens Join Forces to Revolutionize Talent Intelligence Solutions

TALiNT Partners and Stratigens are proud to announce a strategic partnership which will provide an unparalleled range of talent intelligence solutions to the needs of our members, partners and clients.

Alison Ettridge, CEO of Stratigens said “Companies do research on their customers, their markets and their competitors to inform decisions all the time. With Stratigens, they can now do research on the greatest asset –access to the workforce and people they need to deliver their strategy. Our partnership with TALiNT Partners will support our mission of putting human capital at the heart of business decision making. We are really excited about working with the team to overlay the insight that TALiNT Partners’ network brings with labour market data to empower HR, TA and business leaders to make critical strategic decisions.”

Ken Brotherston, CEO of TALiNT Partners added “for some time we have been looking for a partner to support the insight generated by our network with global workplace data to bring a unique offering to the market. Stratigens is the perfect partner to help us achieve this and together we look forward to continuing to help raise capability in how employers find and keep the people they need, and how staffing and talent solutions providers can better support their clients.”

About Stratigens

Stratigens software is helping the world’s best companies make smarter decisions about where to grow, who to hire from and the diversity of their workforce. We join the dots between the labour market, economics and locations. Putting human capital intelligence at the heart of decision making.

We live in a world rich with skills and geo economic data, but the data is messy, unstructured, big and in thousands of places. Stratigens uses the latest in machine learning and big data to gather, extract, categorise and label the data, and put it into a format that’s easy to digest. So our clients can make smarter, faster, more informed decisions.

Stratigens – https://www.stratigens.com

About TALiNT Partners

TALiNT Partners connects the talent ecosystem. We bring together a global network of leading employers and solution providers to make better talent and technology decisions. Providing intelligence, insight and peer-to-peer networking that drives quality, innovation and improves inclusion across the talent ecosystem

TALiNT Partners – https://talintpartners.com/

 

If you would like to know more about the partnership, please contact Ken Brotherston, CEO of TALiNT Partners, ken@talintpartners.com

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