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86% of HR heads and 69% of employees believe L&D can be improved

New research by Cloud Assess, found that amongst HR managers and ‘deskless’ workers, including those in the hospitality, retail, and construction industries, 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.

According to findings, 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 revealed 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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Search trend ‘hybrid working’ saw an increase of +250% in the past 12 months

A new study by live answering service, VoiceNation, has created a map of Europe, which shows the countries that prefer remote working, versus those that don’t.

Since the pandemic, remote working has become the new norm with very little sign of returning to full time, in-person working. And with the search trend ‘hybrid working’ seeing an increase of +250% in the past 12 months and over 822k remote jobs on LinkedIn, it is clear people are still very much interested in flexible working models.

But which countries are more in favour of remote working?

The study looked at positive and negative sentiments through Linkfluence.com, revealing which European countries are the most avid fans of remote working, and which aren’t.

Love WFH Love working in the office 
Austria Albania
Belgium Bosnia & Herzegovina
Bulgaria Germany
Chechia Greece
Croatia Italy
Denmark Russia
Estonia United Kingdom
Finland
France
Hungary
Iceland
Ireland
Latvia
Lithuania
Malta
Netherlands
Norway
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
Switzerland
Ukraine

The countries that love remote working the most 

Renowned for its great working environment, Iceland tops the list as the best country in Europe for remote working. Here, your working hours do not take up too much of your day, allowing you to spend time outside of work doing things you love and spending more time with family. Iceland already had a 4-day working week in place before the Covid-19 pandemic hit!

The other Nordic countries, including Norway, Denmark, Sweden, and Finland all had positive segments on remote working, and as they’re known for their great benefits and policies, it might be a perfect place to relocate if you’re interested in remote working while seeing new parts of the world!

With its strict COVID-19 regulations and lockdowns, France had to adjust itself to remote working, and it seems it’s there to stay. The people of France have come to terms with remote working after the pandemic and seem to prefer this way of working rather than working in the office every day.

In the Netherlands, remote working is a legal right by law, where your employer must review your request to work from home should you bring it up, so there’s nothing holding you back from working in a cute café tucked into a side street and exploring the many museums and other activities the Netherlands has to offer after working hours!

The countries that prefer working in an office

Some countries which preferred working in the office were Germany, Greece, and Italy. Here, it seems most workers liked the office environment, and preferred this to working from home. This could be due to a multitude of reasons, like socialising with your colleagues, getting out of the house and be out on the move every day.

Another country which had more negative sentiment than positive, was the UK. Lockdown forced many to work from home during the pandemic, but now that things have opened again, employees and employers alike are looking forward to getting back into the office, it seems.

There is no right or wrong opinion about remote working. Since it’s here to stay, more people will be able to find the set-up that is right for them, whether it’s going into the office often, or working from the comfort of their home.

Commenting on the study, a spokesperson at VoiceNation said, “We have most definitely seen a shift regarding working from home. The younger generations seem to prefer WFH, while older generations who are used to going in five days a week miss the office. Regardless of what you prefer, we hope our study can help people looking to perhaps relocate, or simply understand more about remote working!”

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The latest ONS labour market figures remain stable

The highlights of the period between June and August 2022 show an employment rate of 75.5%, 0.3% lower than the previous quarter. The UK unemployment rate was estimated at 3.5%, 0.3% lower than the previous quarter and the lowest rate since 1974.  It is worth noting that the previous quarter (March to May 2022) had a notably higher employment rate than other recent periods meaning that the employment rate drop appears more significant.

The number of job vacancies in July to September 2022 was 1,246,000 a reduction of 46,000 from April to June 2022.  Vacancies fell by 3.6% in July to September and is the third consecutive fall.

Joanne Frew, employment law expert and Interim Global Head of Employment & Pensions at DWF, commented: “Although the so called ‘Great Resignation’ remains an issue for many employers, these figures indicate that the labour market is starting to slow down after a particularly volatile period.

“It will be interesting to see what impact the change of government may have on the labour market. With all EU-derived employment law under review following publication of the Retained EU Law (Revocation and Reform) Bill and suggestions that the Government may be considering introducing “no fault dismissals” for higher earners, many employees may feel more hesitant to move jobs until it is clear what impact the new bill may have on workers’ rights.

“The ONS figures show a fall in regular pay by 2.9% for the period between June and August 2022. With the cost of living crisis biting, employers will need to consider new and innovative ways to help support their workforce during this difficult period – from increased flexibility to help reduce childcare costs to one off bonuses (where financially possible) to help with rising costs.”

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54% of organisations struggling to recruit say hybrid working models aid attraction and retention

Omni RMS has warned that financial incentives are not a long-term solution to the UK’s skills challenges, this in response to reports from the Office for National Statistics (ONS) which have revealed a 6% increase in average total pay – including bonuses – between June and August this year.

Louise Shaw, Managing Director, Omni RMS commented: “While the ONS has reported a decline in vacancy numbers in September, these levels remain higher than pre-pandemic jobs, which suggests that competition for top talent is still rampant across the country. When recruitment gets tough, it’s easy to look at the financial incentives that can be offered to attract top talent. But on a longer-term basis and with general costs rising across the UK, this isn’t sustainable for all businesses.

“There will certainly be a need for pay rises as the cost-of-living crisis worsens, but for employers and HR teams there’s a range of other tactics that can be implemented to attract and retain top talent. In fact, in our own research with the CIPD we found that 30% of employers who had recruited in the past 12 months indicated that advertising roles as ‘open to flexible working’ is amongst their most effective recruitment method.

“More than half (54%) of organisations who have had recruitment difficulties are offering greater work flexibility to address this, while a further 49% say their use of hybrid/remote working has greatly or somewhat increased amid hiring struggles.

“There is a constant battle for top talent, and it’s important that businesses assess what they can realistically offer candidates and what they can improve upon to retain existing employees. Unrealistic salary inflation is not only unsustainable for employers, but will also have limited success long term, with retention rates likely to drop as financially-driven individuals jump ship to gain further pay increases.”

Vacancy numbers still up on pre-pandemic figures

While vacancy numbers have declined according to the ONS, APSCo agrees that the recruitment is still tough despite this fall.

Tania Bowers, Global Public Policy Director at APSCo commented: “While there’s certainly a slowdown in hiring activity that doesn’t mean that the recruitment struggles the UK has been experiencing have eased. The continued decline noted in unemployment levels alongside vacancy levels which are still up on pre-pandemic numbers, shows that the labour market is still struggling through a shortage of highly skilled individuals.

“The uptick in the number of self-employed workers further supports the idea that there is a shortage of experts across the professional recruitment sector. While this will certainly be aided by the repeal of Off Payroll announced in the Chancellor’s Mini Budget, the full impact of this won’t be felt until Q2 2023 when the legislation itself is repealed.

“Reliance on the contractor market alone won’t be enough to fill the skills void being felt across the UK. Just this week we saw reports of the country facing a ‘brain drain’ of scientists and engineers as Brexit continues to drive highly skilled individuals out of the country over funding concerns.

“The UK’s labour market needs strengthening on a number of levels. Up-skilling the workforce is a long-term solution but it will take time and won’t help resolve the immediate challenges employers are facing. We need a dynamic, flexible workforce that recognises the nuances between self-employed contractors and agency workers on lower wages who require greater legal protection to prevent exploitation. International trade negotiations also need to focus on skills and services as much as products to allow UK firms greater and easier access to globally mobile talent.

“There also needs to be complete co-ordination between education institutes, employers, industry bodies and relevant Government bodies to drive a more sustainable and future-proof skills strategy for the country.”

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Mentions of “burnout” increased by 86%

Even though the pandemic brought the mental health of workers into sharp focus it’s two years on and new data from Glassdoor has revealed that employee discussions around burnout, overwork and mental health are continuing to increase.

According to the survey of 2,000 workers by Glassdoor, one in two (52%) people consider work/life balance a key contributor to good mental health and a priority when job hunting. So to help job seekers understand what it’s really like to work at a company, this World Mental Health Day Glassdoor has revealed the top 20 companies that employees say are the best for work/life balance in the UK.

THE COMPANIES GETTING WORK/LIFE BALANCE RIGHT

The research2 by the Glassdoor Economic Research team found a steep increase in mentions of burnout, overwork and mental health in employee reviews between 2019 and 2022. Burnout saw the largest increase, soaring 86%, while mental health mentions climbed 21% and overwork 15%, indicating many workers are still struggling to find a good work/life balance.

Glassdoor economists also analysed more than 400,000 reviews by UK-based employees who each shared anonymous feedback and ratings on their employer’s approach to work/life balance to compile a list of the  UK’s highest rated companies for work-life balance.

For the second year running, employees ranked The Office for National Statistics (The ONS) as the best company for work-life balance in the UK, scoring 4.6 out of 5. The ONS is the UK’s largest independent producer of official statistics and is the recognised national statistical institute for the UK.

The top 10 UK companies for work/life balance are:

  1. The Office for National Statistics (4.6 Glassdoor Work-Life Balance rating out of 5)
  2. Heron Foods (4.6)
  3. Fidelity International (4.5)
  4. ServiceNow (4.5)
  5. AND Digital (4.5)
  6. Hyperoptic (4.5)
  7. Bank of England (4.4)
  8. Sage (4.4)
  9. MBDA (4.4)
  10. Schroders (4.4)

Analysis of ratings by industry found that employees ranked tech as the best sector for work-life balance, with a rating of 4.0 out of 5. Aerospace & Defence (3.9), Media and Communication (3.9) and Legal (3.8) followed.

Industries with the lowest work/life balance ratings are Transportation & Logistics (3.3), Retail & Wholesale (3.3) and Restaurants & Food Service (3.1).

FLEXIBLE WORKING HELPS EMPLOYEES ACHIEVE WORK/LIFE BALANCE 

When it comes to job satisfaction, Glassdoor’s Economic Research team found that work/life balance is more important to employees than pay. Furthermore, the study showed that flexible working – whether from home, the office or hybrid – can help achieve greater work–life balance as flexibility allows employees to work in a way that best suits their lives.

The survey found that most flexible workers surveyed report better work/life balance (59%) and improved general happiness (60%). These employees also feel better able to attend to personal responsibilities, such as caring for children or life-admin (59%) and have more autonomy over their work (70%). More than half surveyed (53%) also say flexible working has helped with the rising cost of living.

Jill Cotton, Career Trends expert at Glassdoor commented: “The stigma around discussing mental health in the workplace is lessening, and there is increased awareness of how our mental state can affect our productivity at work and our overall happiness. The Glassdoor list showcases amazing examples of companies which have implemented multiple initiatives to help protect their employees’ wellbeing. This includes offering flexible working which allows employees to balance their home and work lives in a way that works for them.

“However, there is still a way to go – UK workers remain overworked, and burnout is on the rise. Employers need to create a transparent culture and provide a range of support to protect employees’ wellbeing.  Workers who are struggling with their mental health or work-life balance should feel comfortable to be open with their team or line manager and ask for support and help in setting boundaries.”

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Their offering now includes Executive Search and Talent Solutions, which consists of RPO, MSP, Project Recruitment

Morgan McKinley has announced a next generation of services to fuel further international success in partnership with the company’s clients and talent throughout the world.

The continued demand for a range of talent services, alongside the increased opportunities for companies to hire globally, has driven Morgan McKinley’s expansion across all markets to build upon their existing reputation in the recruitment industry. Their offering now includes not only permanent and contract Recruitment Solutions, but also Executive Search and Talent Solutions, which consists of RPO, MSP, Project Recruitment and more.

Gerald Fitzgerald, Morgan McKinley CEO, said: “The pandemic reshaped the world and everyone and everything that works in it. The evolution into hybrid organisational practices and working from anywhere has placed new demands on talent agendas and strategies.”

“The old rule books have been torn up and companies of all sizes now need partners who offer flexible talent strategies that help them gain a competitive edge through optimising recruitment practices, processes and technology. Putting employees at the heart of business strategies is critical in today’s climate where opportunities still outstrip skilled talent.”

This positions Morgan McKinley as a solutions focussed partner that empowers companies across the globe to meet their needs for skilled people and talented leaders in line with societal and economic trends and outcomes.

Fitzgerald continued: “We will bring further insights, expertise, and practical support to clients across our global locations as they grow their businesses through more far reaching and inclusive hiring practices. Importantly, we will continue always putting people at the forefront of the process.”

With the opening of a larger office in Shanghai and new service delivery centres in the Philippines and Chengdu, China, it enables Morgan McKinley to provide access to a wider, more diverse pool of talent for clients across the Asia Pacific region.

Building on a strong heritage of client satisfaction, Morgan McKinley now looks to the future.

Fitzgerald concluded: “From our initial foundation as a recruitment company here in Ireland three decades ago, Morgan McKinley has grown to become a multinational, multicultural organisation with people at the heart of everything we do.”

“We’re investing in the future, growing our teams, and scaling our operations to build the next generation of Morgan McKinley. This is the first step in our journey for transformational change, with the intention of doubling our global presence in the talent arena over the next five years.”

Morgan McKinley also unveiled a new brand identity which brings together the company’s strategy with an exciting and cohesive branding scheme, retiring its brands of La Crème, M3S Total Talent Solutions and Accreate, to consolidate under one brand name.

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Younger demographics vying for in-person learning and development opportunities

Though no strangers to a digital life, research from global workforce creation company Unispace  has revealed that Gen Z rely heavily on the professional and social structure of the office, with 78% finding it easier to bond with colleagues in the workplace and 81% feeling disconnected from their peers when working from home.

Gen Z crave in-person socialisation 

The data, taken from a study of 3,000 office workers, a third of which were in the earlier stages of their career, also revealed that the majority (79%) of Gen Z respondents felt more active when working in the office, while among older workers this figure sits at 66%. Most early careers professionals (60%) also admitted that work-from-home restrictions made them value the office more whereas this figure stood at just 43% for older workers. This suggests that Gen Z values the structure, socialisation, and support that a physical office provides more than older members of the workforce.

A lack of peer-to-peer learning

According to the study, younger demographics are also vying for learning and development opportunities from peers, but want to be able to access this in person. The vast majority (80%) of Gen Z respondents indicated that access to training would encourage them back to the workplace. The same percentage said they would be happier to return to work if they knew their team was going to be in the office, underlining the importance of face time for those in the earlier stages of their careers.

Despite the evident value that the younger generation put on the physical workplace, just 11% say they are happy with the way their office is set up, which is indicative of a huge opportunity to better support Gen Z in the workplace and subsequently bolster early career recruitment and retention.

Stuart Finnie, Head of Design at Unispace, commented: “With Gen Zers now accounting for around a third of the global population, for employers looking to beat the competition, considerations must be made to improve the quality of the environments they provide. Those employers who consider their workplace and generational needs, will be able to not only engage and retain their best talent, but also attract new staff in our current candidate-led jobs market.”

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The average person spends around 23 days a year commuting to and from work

With 24% of Brits hybrid working and 14% working from home exclusively, a large part of the workforce still travels to and from work daily with evidence stating that even an extra 10 minutes of commuting can drastically reduce overall job satisfaction. New research from the flexible working company Easy Offices ranked the worst commutes across the UK.

Who has the longest commute?

It comes as no surprise that Londoners have it the worst, with research showing the average Londoner spends 80 minutes travelling to and from work by car, train or bus daily, racking up around 27 hours a month of travel time.

Outside of the Capital, residents in the Surrey town of Guildford face the second longest commute in the country, at 58 minutes a day and 19 hours a month.

The research, conducted by the ONS, looked at the median commuting time across the country and all transport types to determine who spends the most time travelling to work.

Of the top 10 regions with the most extended travels, East London has it the worst, with commutes in places like Chelmsford, Luton, Cambridge and Huntingdon taking up to 19 hours a month.

On the opposite end of the scale, residents in North West London have it the best, with those in Carlisle and Burnley travelling for just 28 minutes a day or up to 11 hours a month.

See below for the top 20 longest commutes:

City Minutes Spent Commuting Per Day Hours Spent Commuting Per Month
London 80 27
Guildford & Aldershot 58 19
Chelmsford 56 19
Bridgend 56 19
Luton 52 17
Eastbourne 52 17
Nottingham 52 17
Cambridge 50 17
Huntingdon 50 17
Reading 50 17
Barnsley 48 16
Bedford 48 16
Bristol 48 16
Birmingham 48 16
Canterbury 48 16
Leeds 48 16
York 48 16
Coventry 48 16
Derby 46 15
Worcester 46 15

The future of flexibility

It’s alarming to note that the average person spends around 23 days a year commuting but rising costs and a difference in how we work is changing this.

Half of Brits (46%) would like to work from home more often to avoid mounting fuel costs, and 30% would prefer their companies to offer a flexible hybrid approach, which enables people to choose which days to work remotely vs in the office.

With that in mind, more companies can help their teams combat increased costs and improve workplace satisfaction by offering more flexibility, not just in how they work but where they work too.

John Williams, Chief Marketing Officer at Easy Offices said: “With an extensive portfolio of coworking space, serviced and managed offices in the UK, Easy Offices can help commuters find an office that is flexible, affordable and ideally located to shorten the daily commute or even cut it out. We know that commuting can add stress to the workday and at Easy Offices we are committed to helping reduce the workday stress across the UK.”

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Rise in interest rates a major concern to 49.6% of the workforce

According to a survey by independent job board CV- Library, 49.6% of the country’s professionals are so concerned about rising interest rates by the Bank of England that they will look for a new role with a higher salary. The report showed that only 13.8% of respondents said that rising interest rates have no bearing on their decision to look for a new job and that they aren’t looking to make any changes. 28% report that they are already looking for a new job anyway and 8.6% say the news makes them want to sit tight and stay where they are.

An overwhelming three quarters (75.2%) of the 2,300 UK professionals questioned feel that the reversal of the 1.25% National Insurance increase in November is not a big enough step to make a difference to their income versus the cost-of-living increases they’re facing.

In other data found in the report, 59% feel that a weak pound will have an adverse effect upon the business they work for and a further 68% worry about their job security as a result.

Lee Biggins, Founder and CEO of CV-Library said: “UK professionals are taking a clear stand and while they cannot control the Government’s decision or the economic crisis, they’re clearly feeling fearful and are prepared to take their own actions to protect their finances. An increased number of candidates in the current job market is undoubtedly a good thing for recruiters who’ve struggled to hire since the pandemic, and for the economy, but it’s not a solution to the overall crisis. Time is of the essence and the Government needs to take immediate action to address spiralling inflation and calm both the alarming spike in interest rates and the British public.”

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The gig economy may be key to overcoming staffing shortages

For a lot of us, the pandemic shifted the way we see work for good. More people began to embrace flexibility and seek out new working options.

But flexibility is something that’s been at the heart of the ethos for temporary staffing platform GIG long before the pandemic.

Flexible shift work app GIG means for candidates that there are no requirements for working 9-5, 5 days a week. Instead, they’re able to choose when they work and where they work, as much or as little as they like. That means candidates could be working as a Warehouse Operative one day, and serving behind a bar the next.

The new campaign features, Dave, the star of GIG’s new Sky Go ad campaign, and he does exactly that. Dave picks the gigs that work for him, from warehousing, to hospitality, to events – meaning he’s got time to spend with the people who matter.

In a post-pandemic, skills short economy, flexible working has become more than a buzzword, it’s essential to the future of staffing.

TALiNT International has reported time and time again that candidates in the job market are continuously looking for flexible working options; those jobs that allow candidates to work around their studies, caring responsibilities or if they merely want to spend quality time with their family. But flexibility doesn’t just have to be for those looking at part time hours either as this could result in lower pay. With GIG potential candidates can still work full time, when and where they want. For instance, workers joining the GIG hub model may work full time 6 days a week, with many opting to work away at GIG’s warehouse partners, supplying some of the UKs biggest retailers.

The gig economy hasn’t always had a good reputation, but GIG shows that this flexibility doesn’t have to come at a cost. Their workers are guaranteed the basic rights that other gig economy providers often miss, such as holiday pay, and they push all their partners to offer well above minimum wage rates.

Antony Woodcock, MD of GIG commented: “Flexible working can offer a diverse range of opportunities for all, and that it doesn’t just have to be something that [fills a gap]. The whole concept behind the campaign is to showcase the opportunities that flexibility with GIG can bring. If you don’t want to be tied down to a single job, working hours that don’t fit your life, then there is another option. If you’re looking for regular shifts, training and experience to be able to build a career, that’s also something you can achieve with GIG.”

For businesses, there are clear gains to be made too ­– flexibility is not only a vital way to deal with the peaks and troughs that an increasingly unpredictable world throws their way, but it may also be the key to unlocking the talent needed to overcome staffing shortages.

With both businesses and workers being hit by recent increases in the cost of living, flexible solutions such as GIG can be a much-needed lifeline.

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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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