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Norman Broadbent Group, the UK’s oldest executive search firm, is expanding in Scotland with the opening of its first offices north of the border.

The launch of London headquartered Norman Broadbent Group in Scotland marks the arrival of a well-established executive search firm with ambitions to disrupt the market.

With offices in both Edinburgh and Aberdeen, the firm has established a six-strong team to launch the Scottish business, aiming to employ 20 staff across Scotland by the end of 2025.

Having partnered with significant brands across Scotland for decades, a physical presence in two key cities strengthens Norman Broadbent’s service offering across multiple verticals and specialist sectors including, industrials, financial services, energy, consumer, digital and technology, life sciences and private equity.

Led by experienced search leader Michael Diamond, the team is focusing on targeting the board, C-suite and leadership market of Scotland’s largest brands and businesses, utilising its UK footprint and international networks.

Based in Edinburgh, Michael is the Managing Director for Norman Broadbent’s operations in Scotland and leads the firm’s global practice focused on private capital and investors. With over 14 years’ experience in executive search, talent advisory and leadership consulting, Michael will advise and support the firm’s client base and focus on growing the Norman Broadbent team in Scotland across its industry and functional practices.

Norman Broadbent’s Chief Operating Officer, Aberdeen-based Sean Buchan, will be based out of the firm’s new office on Rubislaw Terrace within the heart of the city’s prestigious West End office district. Sean has 20 years’ experience in executive search and leadership advisory, with specific expertise in the global energy and infrastructure market.

Kevin Davidson, Norman Broadbent Group CEO, began his 25-year search and advisory career in Scotland before relocating to Houston, Texas and then back to London 15 years ago.

He said: “I am thrilled to have Norman Broadbent firmly established north of the border. Having started my career at Scottish Enterprise I am passionate about the economic contribution and prospects of Scotland on the international stage and incredibly excited to be playing our part in shaping leadership teams of the future across industries.”

Michael Diamond, Managing Director for Norman Broadbent Group in Scotland, commented: “With Norman Broadbent Group, we see a fantastic opportunity to disrupt the Scottish market in an impactful way and establish ourselves as the leading player within executive search and a valued strategic partner to investors, high-growth companies and major brands who have a base or are headquartered in Scotland.

“The year ahead will bring many challenges for Scotland’s businesses but also a number of opportunities for those who can lead their teams through economic volatility and uncertainty.  Combining our experience in executive search and leadership consulting with our domain knowledge and networks, we’re very well placed to help these businesses find the right leaders in a highly competitive talent market.”

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Developing and upskilling existing employees problematic for a third of hiring leaders

 A new report from Glassdoor has revealed the burning issues facing talent acquisition leaders across the UK. The findings suggest increased workplace transparency and authentic employer branding can slow employee churn and attract talent.

Surveying talent acquisition, employee experience and employer branding specialists, Glassdoor’s State of Employer Branding report found the most significant hiring challenges employers are faced with today are:

  • Salary expectations not aligning with what the company pays (32%)
  • Best candidates receiving multiple offers from other companies (32%)
  • The company receiving too few qualified candidates (27%)
  • Applicants lacking the skills specified in the job description (23%)
  • Building a quality pipeline of job candidates takes too much time and resources (23%)

Furthermore, hiring leaders across the UK agreed that conditions have become more challenging since the pandemic. Compared to 2019, retaining employees is more difficult for more than half of (55%) talent acquisition specialists. A further 50%  found sourcing candidates with the right qualifications harder and 47% could no longer make competitive offers.

Internally, developing and upskilling the existing workplace was problematic for a third (34%) of hiring leaders and 28% said adapting to a remote or hybrid workforce was also challenging.

EMPLOYER BRANDING CAN WIN THE WAR FOR TALENT

Glassdoor’s research reveals that companies with a clear mission and a strong reputation for being a great workplace find it easier to stand apart from the competition and attract and retain talent.

Before 2020, many employers benefitted from established recruitment plans and office perks. But the upheaval caused by the pandemic allowed employees to challenge in-office norms and demand more of their employers.

According to Glassdoor, today employees overwhelmingly expect more flexible work options; mentions of hybrid increased 1600% in UK employee reviews on Glassdoor this year, and 39% of job hunters say flexibility is a critical consideration of where to work**. In addition, work has also become more personal, with 1 in 5 surveyed wanting their own values to align with the mission and culture of their employer.

In the report, nearly 7 in 10 UK hiring leaders (68%) agreed that their employer brand gave them the edge over competitors when hiring new talent. Additional Glassdoor research*** reveals job seekers who see a company brand at least 10 times are 8x more likely to apply than those who saw the brand once.

Internally, three-quarters (75%) of talent acquisition and employer branding specialists say they are in tune with the wants and needs of their employees and 82% agree their executive team engages with building their employer brand.

But what physically is being done by teams to strengthen their brand? The most common employee experience and engagement tasks carried out are:

  • Delivering diversity and inclusion programmes (59%)
  • Engagement surveys (59%)
  • Developing employee engagement programmes (55%)
  • Taking action on employee feedback (54%)
  • 360 reviews (48%)

Jill Cotton, Glassdoor Career Trends Expert commented: “As we reach the end of 2022, a new employer-employee dynamic has emerged. Employees are holding companies accountable for promises made and choosing to work for organisations whose values align with their own. Record job vacancies may have given job hunters the upper hand when choosing where to work. But our research shows that successful employers listen to and deliver upon the wants and needs of their workforce. Cultivating a strong employer brand helps companies stand apart from the competition by answering the ‘why’ someone should want to work for you.”

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  • 450 recruitment leaders attend live gala dinner at The Brewery
  • 16 winners honoured with 5 highly commended by panel of 35 judges
  • PageGroup’s Steve Ingham honoured in Hall of Fame as diversity champion

Wednesday 19th October 2022 – Winners of the 2022 TIARA Recruitment Awards were revealed at a Gala Dinner for 450 guests at The Brewery in London yesterday, attended by CEOs and senior executives from the UK’s top 500 recruiters.

“Resilience was a fitting theme for last year’s TIARA Recruitment Awards as the best in the sector adapted to a challenging market, but judges were impressed to see so much investment in training, transformation and inclusion through the recruitment boom,” said Alex Evans, Managing Director of TALiNT Partners. “Across all 16 categories, this year’s winners demonstrated why they are recruitment partners and employers of choice.”

“With a combined turnover of £9.5 billion, and collectively employing 42,000 talented people, the 65 staffing firms shortlisted this year represent the UK’s top recruiters driving innovation and growth in the sector,” he added.

The biggest winners on the night were Trinnovo Group (DE&I and Best Recruitment Company to Work For with revenues of £20m to £50m), Seven Resourcing (Back Office Team of the Year and Growth) and Opus Talent Solutions (Innovation and Best Recruitment Company to Work For £50m to £100m), who each won double honours on the night.

New entrants who triumphed this year included Danny Sullivan (Best Use of Tech), Engage Partners (Candidate Experience), Strativ Group (Best Recruitment Company to Work For £5m to £20m) and Community Resourcing (Best Recruitment Company to Work For £100m+)

Top individual honours went to Recruitment Leader of the Year Zoe Morris, President of Frank Recruitment, for promoting diversity and innovation throughout the tech sector whilst investing in L&D and improving inclusion.

Steve Ingham, CEO of PageGroup, was also honoured for an impressive career and bringing purpose beyond profit to life with initiatives to being more diverse talent into Page and its client businesses, particularly those with disabilities.

“Following a life-changing accident in March 2019, Steve Ingham has focussed on creating more opportunity for marginalised talent and helping employers to nurture more diverse organisations,” said TALiNT Partners director David Head. “A high-profile champion of the role of recruitment in harnessing the hidden workforce to drive inclusion, we have an incredible new addition to the TIARA Hall of Fame.”

Chair of Judges Katie Folwell-Davies, Investment Director of Twenty 20 Capital, highlighted ESG as a growing differentiator for top recruiters. “ESG has become a hygiene factor and those recruitment businesses that don’t have an ESG agenda are falling behind,” she said.

Jason Martin, Head of Strategy, Recruitment, at Access Group – headline partner of the TIARA Recruitment Awards for the last 10 years – observed that companies of all sizes are measuring success in client, candidate, and consultant engagement. “We’re used to seeing larger companies capturing a range of metrics because they have the resources, but smaller companies are doing the same, which is important because it’s how they grow and measure success. Great to see SME recruiters investing substantially in L&D and technology to retain and develop their growth leaders and make their talent more effective as well.”

The 2022 TIARA Recruitment Awards campaign was supported by headline partner Access Recruitment and supporting sponsors including: 3R, 6Cats International, Blackwood Capital, Clearwater International, Fore:Two Group, Grant Thornton, Mercury, Mishcon de Reya, Odro, Parasol Group, Saffery Champness, Sonovate, Twenty20 Capital, Workwell and Zeel Solutions.

The full list of TIARA Recruitment Award winners and highly commended finalists is as follows:

The Mercury Hall of Fame Award

Winner: Steve Ingham, CEO, PageGroup

 

The PurePro Back Office Team of the Year          

Winner: Seven Resourcing

 

The Sonovate Client Service Award        

Winner: Xpertise Recruitment

 

The Access Group Best Use of Technology Award            

Winner: Danny Sullivan

 

The Fore:Two Group Candidate Service Award

Winner: Engage Partners

 

The Workwell Diversity, Equity & Inclusion Award          

Winner: Trinnovo Group

Highly Commended: La Fosse

 

The Odro Innovation Award      

Winner: Opus Talent Solutions

 

The Clearwater International Growth Recruitment Company of The Year             

Winner: Seven Resourcing

 

The 6Cats International Recruitment Company of The Year         

Winner: NES Fircroft

 

The Grant Thornton Specialist Recruitment Company of the Year            

Winner: NHS Professionals

Highly Commended: Signify Technology

 

The Parasol Temporary Recruitment Company of the Year          

Winner: ERSG

 

The 3R Best Recruitment Company to Work For (£5m to £20m)                

Winner: Strativ Group

Highly Commended: SF Recruitment

 

The Twenty20 Capital Best Recruitment Company to Work For (£20m to £50m)               

Winner: Trinnovo Group

 

The Saffery Champness Best Recruitment Company to Work For (£50m – £100m)            

Winner: Opus Talent Solutions

Highly Commended: Amoria Bond

 

The Blackwood Capital Best Recruitment Company to Work For (£100m+)          

Winner: Community Resourcing

Highly Commended: Harvey Nash

 

The Mischon de Reya Recruitment Leader of the Year   

Winner: Zoe Morris, President, Frank Recruitment

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In January 2021, in addition to running all UK operations, Nick became responsible for the Group’s North American business

PageGroup plc, the specialist recruitment consultancy, announced that Nick Kirk has been appointed as Chief Executive Officer designate of the company.

This follows the company’s announcement in April 2022 that it had commenced a process to identify Steve Ingham’s successor. The appointment of Nick Kirk follows a thorough and rigorous selection process, led by the Nomination Committee of the Board.

Nick Kirk has been appointed as Chief Executive Officer designate with immediate effect and he will take over as Chief Executive Officer (CEO) and join the Board on 1 January 2023. Steve Ingham will step down as CEO and from the Board with effect from 31 December 2022.

Nick has exceptional experience of the Group and the sector. He joined as a consultant in 1995 in Michael Page Sales in the UK.

He was promoted to lead that discipline in 2007. In 2009, he transferred across to Page Personnel with a brief to transform the operating model. Following his success in this role, he was promoted to Regional Managing Director in 2013 and took on the additional responsibility of Michael Page Finance. In 2018 he became UK Managing Director and delivered significant progress in the area of DE&I.

In January 2021, in addition to running all UK operations, Nick became responsible for the Group’s North American business. That year, he led the US – one of the Group’s Large High Potential Markets – to a record annual performance.

Angela Seymour-Jackson, Chair, commented: “I am delighted to announce Nick Kirk as the next CEO of PageGroup. Nick has been critical to the success of the Group to date, having a proven track record of leading the business in key markets such as the UK and North America. Nick’s extensive understanding of the Company and its culture will ensure PageGroup continues on its successful growth trajectory.

“Steve Ingham has been an exceptional and inspirational CEO over the last 17 years. He will be missed by employees, candidates and clients alike. Under Steve’s leadership since becoming CEO in 2006, the Group has tripled its headcount and gross profit, with operations now in 37 countries. The Board, along with his many friends at PageGroup, wish him the very best, not least in respect of his endeavours to raise the profile, and progression, of disability rights in the workplace.”

Steve Ingham said: “Having been CEO for 17 years, I understand the privilege and responsibility of this position, and I am delighted to be handing over to Nick. Having worked with Nick for many years I have witnessed first-hand the strength and depth of his leadership and operational skills and his ability to deliver results. I have no doubt that PageGroup will continue to go from strength to strength and continue to create value for all its stakeholders under Nick’s leadership.”

Nick Kirk also commented: “After nearly 28 years with PageGroup, it is an incredible honour to be appointed as the next CEO. I am excited to have the opportunity to lead this great company and look forward to working with the Board, the Executive Team and our highly talented workforce to drive the business further forward. I would like to thank Steve for his support and mentorship over the years, it has been invaluable. I know that he’ll bring the same drive and focus to his work championing the rights of people with disabilities, particularly in the workplace. He leaves the business in great shape, being more diversified across geographies and sectors than ever before and with a purpose-driven and employee-centric culture, which I consider to be unique in recruitment.”

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The Jarell Group was founded 30 years ago and has 150 staff at its offices in Birmingham, London, Leeds and Walsall.

A former apprentice at a national recruitment firm has marked five years in the industry and been labelled as one of the sector’s “rising stars”.

Shannon Fletcher kicked off her career in 2017 as a business administration apprentice at workforce solutions firm The Jarell Group, and has since gone on to lead the Group’s marketing communications drive as part of its national expansion 30 years since it was formed.

Shannon joined the Birmingham-headquartered company at 18 on an apprenticeship after finishing college to help improve her skills and confidence. She has since gone on to complete a second apprenticeship in content management, and further business administration qualifications.

In her fourth year in 2021, she became marketing executive and was placed in charge of the Group’s social media, website, marketing materials and a variety of multi-channel advertising campaigns.

James Cronin, Group Commercial Director commented: “Shannon is without a doubt one of the recruitment industry’s brightest talents and rising stars. We feel very privileged to be playing a big part in her career journey.

“When she joined us five years ago she was fresh out of college, rather shy, but looking for a career where she could learn, achieve and ultimately, make a difference. She has impressed at every turn and that has been recognised with the responsibility she has taken on for our reputation, our brand and our busy marketing portfolio.

“Shannon has done that with absolute perfection and it has underlined not only her own skills, but also why apprenticeships can be so vital to get onto the career ladder. She is the perfect case study.”

Shannon Fletcher added: “When I joined the company I was just 18 and wondering what direction to take.

“An apprenticeship was a brilliant decision for me as it has exposed me to so many different people, experiences and projects – and with amazing support and guidance from people like James, other colleagues and also external consultants we work with.

“It has provided so many opportunities for me and I love that I have been allowed to put my own ideas across and be creative.

“Aside from doing a variety of qualifications and further apprenticeship courses, all supported by James, it has been a big moment for me to lead the full breadth of our marketing and play my role in the next chapter of the Jarell Group story.”

 

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Half of deskless workers claim that COVID-19 worsened the training provisions

New research amongst HR managers and ‘deskless’ workers, including those in the hospitality, retail, and construction industries, reveals that 86% of HR heads and 69% of employees believe there is room for improvement when it comes to their employer’s approach to training and development.

The research, which was conducted as part of a new report from Cloud Assess, found that HR heads are conscious of the importance of upskilling, with 97% agreeing that training and development is vital to their company’s future success. Those surveyed thought that training can offer a range of benefits to their organisation, including boosting business performance, improving efficiency, and increasing staff retention and satisfaction.

Despite this, businesses continue to underestimate the extent of the current training crisis in vocational industries. Whilst the majority acknowledge that their training programmes could be improved, 85% of HR heads maintain that their company does offer comprehensive training to all employees. A significant proportion of deskless workers disagree. In fact, a third of workers believe their employer’s approach to training is limited or inconsistent.

The challenge has been amplified by the pandemic, with almost half of HR managers and deskless workers claiming that COVID-19 worsened the training provisions available to employees. This couldn’t have come at a worse time, given that the majority of HR managers (80%) and deskless workers (68%) think the need for training and development has increased in the last five years.

In addition, workers’ are increasingly prioritising training when it comes to choosing an employer, with deskless workers ranking upskilling opportunities in the top five most important workplace benefits. Similarly, over two-thirds of deskless workers stated that the training and development opportunities offered by their employer have a strong influence on their loyalty to the business.

The report also explores how workers want the upskilling they are demanding to be delivered. The majority (74%) prefer their training delivered via face-to-face or hybrid (a mixture of face-to-face and online) methods. Online training in isolation was found to be the least popular (12%) amongst staff, demonstrating a clear preference amongst deskless workers for hands-on training sessions which reflect the practical nature of their roles.

Rob Bright, CEO and Founder of Cloud Assess, commented: “Our research confirms what we already suspected. The world of work has changed forever and workers’ priorities have shifted. The real insight is that employers simply can’t afford to cut corners when it comes to training and development. It’s playing an increasingly important role in employee satisfaction and it needs to be delivered in a way that works for them. Plus, with millions of job vacancies across the UK, deskless workers are now in a position to choose a place to work based on these factors.

“It’s crucial that businesses acknowledge the wants and needs of this valuable talent pool and invest in upskilling their workforce effectively, or risk losing out in the fight for talent.”

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Adzuna is calling on all businesses to show salaries in their job ads

New research by Adzuna has revealed the biggest gripes facing jobseekers up and down the country, with half (48%) claiming that no salary or a lack of salary clarity on job ads is their biggest bug bear.

It comes as seven in ten Brits (69%) think employers need to be more transparent on their job ads, with a third (31%) believing salary transparency should be the number one priority on postings – more important than the job role itself (18%), the location (11%) or any work benefit schemes (7%).

Adzuna is calling on all businesses to show salaries in their job ads, are campaigning for the UK government to make including salaries on job ads a legal requirement.

The online jobs platform believes that employers not including salary information on job ads is leading to hours wasted for jobseekers. More than a third (36%) declined a job straight-out after they found out the intended salary, after going through lengthy interview processes. On average, jobseekers wasted six hours applying per position, with the wrong salary with 13% wasting over 10 hours on the process and 3% investing over 20 hours interviewing for the wrong job. In total, Adzuna analysis on job hunting activity over the last five years alone revealed UK workers have wasted over 70 million hours applying for jobs with the wrong salary*. Now, almost half of workers (46%) wouldn’t attend an interview in future if they didn’t know what an employer was willing to offer in terms of salary.

Salary transparency fuelling the gender pay gap 

Whilst the lack of salary transparency is frustrating on a practical level, it’s also hiding a bigger issue by helping perpetuate the gender pay gap. The research revealed that women (33%) are much more likely to find lack of salary transparency an issue when compared to men (21%). There is also a connection between salary transparency and the gender pay gap. A recent analysis by The Times*2 called out companies with the biggest gender pay gaps, including ASOS, EasyJet and Savills, all of which have low levels of salary transparency according to the Adzuna data.

North vs South divide

There also appears to be a regional divide when it comes to salary transparency. Yorkshire and The Humber (63%) is the most open and honest whilst London (55%), Scotland (49%) and Northern Ireland (28%) are at the bottom of the roster. Interestingly, London has been cited in the news as having both the worst ethnicity pay gap and worst gender pay gap which adds fuel to the fire*3.

Industry breakdown

The lack of salary transparency is an industry-wide problem, but certain sectors are faring better than others. Charity and voluntary jobs (88%) are the most transparent, followed by social work (76%) and manufacturing (75%). Creative and design jobs (32%) are the least transparent, while retail jobs (37%), energy jobs (39%) and IT jobs at (43%) also rank amongst the lowest.

Growing appetite for transparency

UK workers are crying out for more transparency in the jobs market. In fact, the lack of salary on a job ad makes potential employees sceptical of an employer. A third (32%) assume the company is hiding something, while a quarter believe it shows the company would underpay them (24%). Others think it makes the company look untrustworthy (22%), unprofessional (21%) or shows them to be biased on how they pay their employees (18%).

A third of Brits (32%) don’t know how much their colleagues are getting paid but four in five (80%) would be open or are neutral to their colleagues knowing how much they earn. Two thirds (63%) think employers making salaries more transparent would make the workplace fairer.

Salary transparency the start of the issue

Salary transparency is just the tip of the iceberg. The worst bug bear is not receiving a reply after applying for a role (32%). Alarmingly, jobseekers have applied on average for seven jobs in the last five years with just three in ten (30%) of those applications leading to an interview. So deep is the issue that four in ten (42%) Brits have wanted to move jobs but decided against it as the process of job hunting is too stressful. On average, this led them to staying in the job for an additional 3.5 years. A tenth (13%) are still in their job as a result.

Adzuna has worked with straight-talking TV personality, Olivia Attwood, who hit the streets to get the nation talking about salary transparency.

Olivia commented: “Let’s be honest (I always am!), job hunting can feel like a nightmare. Whether it’s rubbish job ads with no salary details and unrealistic standards or being ghosted after an interview – there’s a reason I applied to be on reality TV – job hunting wasn’t for me. It’s great that Adzuna is tackling the issue straight-on and campaigning to make salaries on job ads a law. I’m all for more transparency – I even tried to sign the petition twice!”

Doug Monro, Co- Founder & CEO at Adzuna commented: “Our research has confirmed what we have thought for a long-time – jobseekers are fed up with the job application process and the lack of salary transparency on job ads is one of main issues. We’re campaigning to make salary transparency law in the UK and calling on all companies to join our mission. We want employees to know their worth and waste less time on applications, but we also want to bring value to employers who will be able to attract the right candidates. Most importantly, we want to combat the existing gender pay gap and see salary transparency as the start of this important journey.”

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Decision damages the flexibility of the UK labour market

Yesterday, the newly appointed Chancellor, Jeremy Hunt, upended much of the Mini Budget that his predecessor, Kwasi Kwarteng delivered less than a month ago. Hunt announced that he would scrap a planned repeal of the IR35 reforms (off-payroll) which came into effect in April 2021.

In the Mini Budget speech titled ‘The Growth Plan 2022’ that was given in September, Kwarteng delivered on Prime Minister Liz Truss’s promise to review IR35 legislation.

Understandably, this has caused frustration in the off-payroll community following hope of the repeal of legislation that added unnecessary complexities to the contractor workforce and organisations.

Clarke Bowles, Chief Revenue Office at My Digital spoke exclusively to TALiNT International:

“The new Chancellor, Jeremy Hunt has effectively lit a match under the Mini Budget, as a result the off-payroll working rules will remain in place for both the public and private sectors creating a multiverse style glimpse into what could have been. The repeal of the repeal effectively means business as usual as it has been since 2017 for the public sector and 2020 for the private sector whereby the end client has the responsibility to assess and then pass down an SDS (Status Determination Statement) and the fee payer carries the majority of liabilities. Cancelling the Off-Payroll Working Rules repeal seems, dare I say it, like a ‘blanket approach’ to all of Kwasi’s Mini Budget points and this one in particular won’t help the growth of the economy which relies heavily on flexible workers in the UK labour market, the repeal had the potential to serve as a catalyst to economic growth it’s unfortunate that we came so close to this being a reality but are unfortunately left with a piece of legislation which was never really fit for purpose. Whilst IR35 is incredibly complex I will continue to advise that accurate and fair assessments are and always have been the way forward, ensuring those who are genuinely outside of IR35 can continue to work in that manner.”

IR35 specialist, Qdos, also responded to the news. Qdos CEO, Seb Maley, said: “I’m lost for words. The chaos, uncertainty and disruption caused by the mini-Budget is unprecedented. While U-turning on some tax cuts made sense, cancelling the repeal of IR35 reform is the wrong decision at the wrong time. It’s a knee-jerk reaction from the government and, in my opinion, won’t benefit the economy. IR35 reform damages the flexibility of the UK labour market, which is key to economic growth. Many contractors left the sector after risk-averse businesses stopped engaging them. Repealing reform would have opened the floodgates – a catalyst for the recovery of this sector.

“With IR35 reform now remaining in play, businesses must continue prioritising compliance. The legislation is complex and navigating it can be a challenge, but with the right approach can, in fact, be managed.”

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Delays in candidate screening are threatening TA

According to research from Access Recruitment  present delays to candidate screening are threatening talent acquisition in most UK businesses with more than eight in ten (83%) employers losing out on top talent due to the time taken to complete pre-employment screening checks.

In today’s tight candidate market, recruiters cannot afford to experience such delays. Governmental processing bottlenecks are affecting background screening for 61% of UK companies, directly prolonging organisations’ time to hire.

Businesses are increasingly introducing automated screening, especially for Right to Work (RTW) checks. In October 2022, the Home Office made digital RTW processing a permanent fixture, introducing certified Identification Document Verification Technology (IDVT) for continued worker identification checks without the need to meet in person.

Flaws within current manual screening processes affect employers and candidates alike. Employers suffer delays in accessing the talent they desperately need, and candidates are stalled in commencing their employment.

James Waby, Pre-Screening Consultant at Access Recruitment spoke exclusively to TALiNT International:“According to our new data, almost half (49%) of agency and inhouse respondents are already utilising candidate screening technology. This is promising, but there is work to be done to ensure that more companies understand how to embrace technology to automate their pre-employment screening processes for better efficiency and compliance. Moving forward, organisations have so many opportunities to move away from manual processes to help them onboard workers faster, particularly amid the challenging economic environment and talent shortages.”

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Recent growth in 11 Investments has seen employee numbers double from 45 to 100

11 Investments, a group of boutique recruitment brands, has announced the appointment of David Forsdyke as Investment Director. David joins from PageGroup after 22 years, where he was most recently Managing Director for Michael Page across London and the South East.

11 Investments is a group of specialist recruitment brands,  established by Joe Curtis, Andy Sellers and Charlie Rawstron in 2014. Joe, Andy and Charlie began by founding 3Search, now the UK’s largest marketing and digital agency for the recruitment market. Following the success of 3Search, they began a series of investments in other, like-minded recruitment businesses via the formation of 11 Investments. At core off its business has been the focus on fostering a differentiated approach to sourcing the leading recruitment entrepreneurs to support and help scale their business growth. Recent growth has seen employee number double from 45 to 100 over the course of 2022.

David, alongside Joe, will be responsible for expediting growth of 11 Investments to support the group’s ambitious plans to grow headcount to 200 in 2024 and further build out the portfolio of investments.  Charlie and Andy will remain focussed on continuing to develop 3Search, retaining the enviable company culture and building strategic initiatives that will benefit the whole group, including: Diversity, equity and inclusion; learning and development; marketing and being a socially responsible business.

Joe Curtis, Director and Co-Founder, 11 Investments commented: “We’re really proud of what we’ve built with 3Search and the wider 11 Investment portfolio. Having invested in and scaled several recruitment businesses, we see significant opportunities in the market to grow our existing businesses further, and we’d like to increase the number of brands in our portfolio. That’s where David’s experience and pedigree with PageGroup comes in. He has first-hand experience of growing teams, managing large-scale recruitment P&Ls and adds second to none experience to our board. We’re thrilled he’s joined and can’t wait for him to get started.”

David Forsdyke, Investment Director, said, “I’ve always kept an eye on 3Search, having worked with the founders previously at Michael Page Marketing, and have respectfully admired what they have achieved from afar.  Having built an enjoyable and successful career at PageGroup of which I have huge gratitude and respect, I knew if I ever left it would have to be for something significantly different.  Whilst I had achieved a lot a Page and learnt from some of the very best in the business, the time felt right for a new challenge. When Joe told me of the vision for 11 Investments, I felt genuinely excited and wanted to help write this hugely exciting next chapter.  This is a business where everybody’s contribution to the groups’ success is so clear to see and the culture the team has built is something really quite special. I knew that I wanted to be part of that, and to try to re-create some of the magic we had working together several years ago! I think we have a powerful blend of skills and experience and can all learn a lot from each other.”

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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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