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Talent shortages and new tech-enabled services have helped the world’s biggest recruiters to achieve significant revenue growth over the last six months.

Global recruitment firm Randstad reported revenue growth of 38.2% over the second quarter with Group revenue 3% up on Q2 2019. Permanent placements were up 91% year-on-year and up 1% on 2019. The firm showed continued market share gains in the USA and France with volume trends in early July indicating continued positive momentum.

“We welcomed more than 2,400 new colleagues to our global workforce,” said CEO Jacques van den Broek. “We are also continuing to roll out our global technology transformation, with Monster showing positive YoY momentum, and are excited to provide a better experience to both talent and employers using the combination of Randstad and Monster capabilities in the future.

“By providing in-depth data, technology and integrated services, we are playing an essential role for our clients by helping them to achieve a total talent management strategy.”

Announcing its Q2 financial results, Adecco Group posted a 20% increase in revenue. It was strongest in higher-value activities with permanent placements up by 88% with training, upskilling and reskilling up 78%. The Group’s gross profit increased by 39% organically, with substantial growth recorded in all Global Business Units.

Alain Dehaze, Adecco Group CEO, commented: “We have seen pockets of talent scarcity and wage inflation in our end-markets, particularly in technology solutions, and the pace of recovery in Permanent Placement is unprecedented. We are cautiously optimistic that all our service lines, including Flexible Placement, have scope to recover further in the quarters ahead. We are confident that with the implementation of our Future@Work strategy, including the digital transformation of our business, we will be optimally positioned to take market share”.

Robert Walters PLC reported a record first half performance, with an operating profit increase of 478% year-on-year to £24.1m. Recruitment activity levels across all professional disciplines accelerated through the first half of the year, with wage inflation returning as demand for talent outstrips supply. Growth is seen to be strongest across permanent and interim recruitment as candidate and client confidence levels improved while permanent recruitment now represents 67% (compared to 62% in 2020) of the Group’s net fee income.

International businesses now generate 79% of the Group’s net fee income with its largest region, Asia Pacific, now accounting for 45% (2020: 40 percent) of NFI

Robert Walters, Chief Executive, said: “It’s been a record first half performance with the Group delivering a four-fold increase in pre-tax profits year-on-year. Recruitment activity levels accelerated markedly as the first half of the year progressed, with the demand for talent outstripping supply across many markets and disciplines. A war for talent and significant wage inflation is beginning to emerge. I am delighted that we continue to be recognised as a leader in the ESG space; achieving carbon negative status and being shortlisted as a finalist in the ESG Reporting Awards.”

UK staffing firm Impellam Group plc reported revenues of £1.09bn for the six months ending 2 July 2021, an increase of 8.2% on 2020, as trading recovered in the US, UK and Europe regions. US and UK operations saw the strongest gross profit growth over the half year, up 13.3% and 9.9% respectively, while APAC is still impacted by COVID-19 and declined by 10.6%.

The Group reported a temporary recruitment gross profit increase of 6.8% and permanent recruitment up 33.7% – with perm now making up 10.6% of gross profit.

“Our H1 performance has surpassed expectations,” said Julia Robertson, CEO of Impellam. “With a simplified regional business structure and reduced management layers we have reacted quickly to changing end-market conditions and have made significant investments in digitalisation and new virtuoso fee earners whilst retaining the substantial cost base savings from the transformation of our business in 2020.”

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New research from City & Guilds Group reveals that 54% of employers say they can’t get the skilled workers they need, but only 14% would consider recruiting or retraining older workers.

C&G’s research found that adults aged 55+ are the least likely to have undertaken formal workplace training in the last five years, with only half (53%) having done so. This compares to 67% of 35–54-year-olds and 83% of 18–34-year-olds.

Over a third (38%) of respondents aged 55+ report having last received formal workplace training over 10 years ago, or never at all; 47% think they have all of the skills they need to succeed in the workplace; and 20% said the last workplace training they received was not useful for their current job day to day.

City & Guilds Group’s recent Skills Index report calls on employers to harness the valuable experience of older workers to fill skills gaps but only 14% of businesses said they would consider turning to recruiting or retraining older workers or retirees to tackle skills shortages.

Kirstie Donnelly MBE, CEO of City & Guilds Group, commented: “We are all living longer, healthier lives than previous generations, meaning more people will also need to work until they are at least 70 to ensure they have enough saved to retire. But we risk consigning a generation of valuable workers to the scrapheap, just when many industries are crying out for more workers post Brexit and as we unlock society after the pandemic.

Kevin Rowan, Head of Organising Services and Learning at the TUC added: “Access to learning opportunities are an important feature of good quality work and fulfilling lives, including maintaining good mental health. Older workers being disadvantaged or prevented from learning is both economically and socially damaging, short-sighted and counterproductive. We need genuine lifelong learning for all.”

Staff shortages threaten employer confidence in hiring

In the three months to June, employers’ confidence in their ability to hire new staff and make investment decisions rose to a net level of +33 – the highest level ever recorded by the Recruitment & Employment Confederation (REC)’s JobsOutlook survey, which began in mid-2016.

The REC’s latest survey also found that business confidence in the UK economy rose by six percentage points to net: +17. This is the second rolling quarter in a row the barometer has been in positive territory.

“But a number of factors including the ‘pingdemic’ are causing serious staff shortages now,” said Kate Shoesmith, Deputy CEO of the REC. “We have the opportunity to shift perceptions around flexible working once and for all and make it a positive option. Government and employers urgently need to join forces to create a skills system that delivers the staff the country needs.”

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

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

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

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

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

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

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

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

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

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

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

 

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COVID-19 restrictions are lifting, and workplaces are reopening, but recent research reveals that three-quarters of UK workers fear going back into the workplace because it poses a risk to their health and safety. David McCormack, CEO of employee benefits and outsourced payroll provider HIVE360, says employers should take a simple seven-step approach that will support effective management of the workforce’s return to work.

Seventy three percent of workers admit they fear a return to the workplace. Responsible employers need to take action to support workers and ease their worries, to ensure they feel secure and comfortable whenever in the workplace, and know they have their employer’s support and commitment to maintain a safe environment.

The foundation to this is our seven-step return-to-work action framework:

  1. Communicate: Ensure workers know it’s ok to feel anxious about the return to the workplace. Encourage them to talk about their feelings so you can reassure them and take any additional action to ease any worries.
  2. Stay in touch: Make a point of checking in with staff regularly and ask how they are coping.
  3. Be flexible: For those feeling uncomfortable about being in the office, give them the option to continue working from home some days each week. For those anxious about a busy commute to work, be open to an early or late start and finish time for the working day.
  4. Be safe: People are counting on their employers to help them get back to work safely, and by putting employee health, safety and wellbeing at the heart of the return-to-work planwill help reduce any stress or anxiety:
  • Be COVID-19 aware, safe and secure. Employers have statutory duties to provide a safe place of work as well as general legal duties of care towards anyone accessing or using the workplace
  • Carry out a risk assessment of the entire workplace and implement measures to minimise these risks
  • Create a clear policy of behaviour in the workplace and share it with all employees. Policies should include the rules on wearing facemasks, social distancing, hand washing and sanitising, with the relevant equipment available to all. Include clear instructions on what people should do if they or someone they live with feels unwell or tests positive for COVID-19.
  1. Be caring: With concerns about the effects of COVID-19 on society and the economy, mental health is a growing problem, but people continue to feel uncomfortable speaking about it. This is unlikely to change, so make time to show you are an employer that recognises and understands by introducing and communicating the tools, support and measures available to them to help address any fears. Give them access to specialist healthcare resources, information and health and wellbeing support.
  2. Encourage work/life balance: Poor work/life balance reduces productivity and can lead to stress and mental health problems, so build-in positive steps to help the workforce achieve it by encouraging sensible working hours, full lunch breaks, and getting outside for fresh air and exercise at least once a day.
  3. Tailor solutions: Show that you understand that everyone’s personal situation is different and that you will do your best to accommodate it. Remind people of their worth as an employee, and the positive attributes they bring to the team.

Added benefits

Employee health and wellbeing support and benefits are a ‘must have’ rather than a ‘nice to have’. Onboarding and career progression, reward and recognition policies, training and development, employee benefits, work/life balance initiatives, financial, mental health and wellbeing support, are all essential components of an effective employee engagement strategy. Together, they improve and maintain a positive working environment.

HIVE360 is an expert in recruitment agency PAYE outsourced payroll. Our HMRC-compliant solution guarantees a speedy, transparent service, with no nasty fees for workers. It also delivers efficiency gains from payroll, digital payslips, pensions auto-enrolment and pay documentation support.

HIVE360 goes further. Our unique, customisable employee pay, benefits and engagement app Engage is provided as a standard element of our outsourced payroll solution. It gives workers access to an extensive range of health and wellbeing benefits and employee support services, including:

  • 24/7, confidential access to mental health support, counsellors and GPs
  • Thousands of high street and online discounts
  • Huge mobile phone savings
  • Online training resourcesand access to the HIVE360Skills Academy
  • A secure digital payslips portal
  • A real-time workplace pension dashboard to support employees’ financial wellbeing.
  • An incident reporting system to ensure the safety of employees in the workplace, which allows workers to – anonymously – raise serious issues or concerns with their employer directly through the app.

HIVE360 is a GLAA (Gangmasters and Labour Abuse Authority) license holder and is championing a new model of employment administration, redefining employment and pension administration processing. Visit: www.hive360.com

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With vacancy numbers hitting all-time highs in the UK since before the pandemic hit, online talent sourcing specialist, Talent.com, has warned employers that a lack of diversity in recruitment adverts themselves could hinder hiring strategies.

The latest data from the Office for National Statistics (ONS), shows that there are more job vacancies now than before the pandemic as employers look to bolster resources as restrictions ease and business demand finally increases after more than a year of uncertainty. However, Talent.com has warned that an audit of hiring process – including job adverts and descriptions – is needed to ensure they appeal to modern-day diverse audiences.

Values and “must-haves” for job seekers have changed dramatically in the last few years with the workforce placing large emphasis on things that matter as opposed to higher pay. There is far more focus on sustainability and diversity and inclusion in the workplace and the Black Lives Matters movement has served to accelerate the much-needed evolution of hiring practices and other business policies.

Without a more diverse approach to hiring practices, businesses could see limited hiring success in the second half of 2021.

Noura Dadzie, Vice President of Sales UK and International Markets at Talent.com said: “With unemployment levels dropping as vacancy numbers rise, the war for talent is accelerating exponentially. The challenge for hiring managers now is not just to get in front of the right people before the competition, but perhaps more importantly, have the right content to push to these audiences. Job seekers are placing greater emphasis on diversity initiatives and employment culture in a post-pandemic world, but as businesses attempt to replace lost resources, too many are falling into the trap of pushing out pre-Covid ads and job descriptions that are arguably out-dated and irrelevant.

“Job seekers are more likely to apply for a position if they can easily identify with the job description and advert. If these do not reflect the diversity of the new talent landscape, employers will be on the back foot – a less-than-ideal scenario in a growing economy.”

Should you have interesting news stories to share, please send them to the Editor Debbie.walton@talintpartners.com

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With the arrival of the pandemic, the need arose for fast digital transformations and an agile working approach to the ‘stay at home’ orders issued at the beginning of the first lockdown in March of 2020. The increased need for technology solutions for businesses to continue operating during the most uncertain economic climate seen in a lifetime, could be directly related to the increase in vacancies for IT professionals that have continued to accelerate in 2021. Hiring levels in June represent the fourth record breaking month of the year and according to research conducted by the Association of Professional Staffing Companies (APSCo), hiring levels in the first half of 2021 currently make up 91 percent of the total of tech hires for the whole of 2020.

Hybrid working drives demand for IT professionals as the economy comes back to life

Gone are the days of full time, office-based working. Many businesses are now implementing hybrid working policies that allow for employees to split their work hours between home and the office. According to business intelligence specialists Vacancysoft, this new way of work has seen firms in England and Wales post 11,553 vacancies in June alone, marking the first time this year that hiring levels have breached 10,000. This sudden burst of advertised positions can be attributed to the removal of the work-from-home rule on 19 July, Freedom Day in the UK, and companies were pressed to have their hybrid working models in place and operational.

Data from Vacancysoft also revealed that the technology arena was responsible for the most professional IT vacancies which made up 43.2 percent of total vacancies in June of this year.  Banking followed in second place, with 12.4 percent.

Amazon retains spot as top hirer   

Across the companies hiring for IT talent in the first half of 2021, Amazon topped the table with 854 vacancies. The data also reveals that there was notable hiring activity at Sky, which published 771 senior IT roles in the first six months of the year, and JPMorgan Chase & Co who recruited for 742 tech experts over the same period.

Ann Swain, CEO of APSCo comments: “The fact that IT vacancies continue to perform so well is incredibly encouraging and reflective of not only the huge reliance on remote working, but also employers’ reliance on these experts to facilitate and implement hybrid working models as Freedom Day approached in June.  As the country continues to open up and recover from the pandemic we don’t expect any let up in demand for IT talent as hybrid working practices look set to be a firm part of our future.”

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UK staffing firm Impellam Group plc reported revenue today for the six months ending 2 July 2021 of £1.09b, an increase of 8.2 percent on a like-for-like basis when compared to the previous year.

Revenue reportedly grew in the first half of the year as trading recovered in the US, UK and Europe regions after the impact of the pandemic from Q2 2020. US and UK operations saw the strongest gross profit growth over the half year, up 13.3 percent and 9.9 percent respectively, while APAC is still impacted by COVID-19 and declined by 10.6 percent.

The Group reported a temporary recruitment gross profit increase of 6.8 percent and permanent recruitment up 33.7 percent; with permanent recruitment now making up 10.6 percent of gross profit.

Julia Robertson, Chief Executive Officer of Impellam, said, “Our H1 performance has surpassed expectations. We started 2021 with a degree of optimism following the decisive moves we made in 2020 to re-shape our business for the long term by transforming and de-layering our business to free up our virtuosos to do what they do best, finding good work for people and people for good work.”

“However, almost immediately, the UK was placed back into lockdown and schools were closed meaning that we reverted to the well-trodden home working patterns of 2020 with practised speed and agility,” Robertson said. “With a simplified regional business structure and reduced management layers we have reacted quickly to changing end-market conditions and have made significant investments in digitalisation and new virtuoso fee earners whilst retaining the substantial cost base savings from the transformation of our business in 2020.”

 

If you have any interesting news to share, please email the Editor at Debbie.walton@talintpartners.com

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TrueBlue, specialists in workforce solutions and recruitment, this week announced strong revenue growth across all segments. Second quarter revenue was $516m, an increase of 44 percent compared to revenue of $359m in the second quarter of 2020. Net income per diluted share was $0.45 compared to net loss per diluted share of $0.23 in the second quarter of 2020.

“The momentum from earlier in the year carried into the second quarter with strong revenue growth across all segments driven by new business wins and higher existing client volumes,” said Patrick Beharelle, CEO of TrueBlue. “We are capitalising on strong demand in the markets and industries we serve and driving improvement in our segment profit margins.

“I’m enthusiastic that our technology strategies will also make our service delivery costs more scalable resulting in a higher EBITDA1 margin during this economic expansion compared to the last cycle,” Mr. Beharelle continued. “JobStack continues to be a competitive differentiator for our PeopleReady business as heavy client users show stronger growth compared to the rest of our customer base and now represent 46 percent of PeopleReady U.S. on-demand revenue. We are excited about the prospects for the remainder of the year and beyond.”

If you have any interesting stories to share, please email the editor at Debbie.walton@talintpartners.com

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Staffline Group PLC, the recruitment and training group, ahead of its Annual General Meeting (AGM), released its trading update for the last six months ending June 2021.

At the AGM, Ian Lawson, Non-executive Chairman of Staffline stated that trading continued to be strong across the first six months of the year to 30 June 2021 and is ahead of expectations with all three of Staffline’s core divisions delivering a solid performance in the first half. The Group’s cost reduction measures implemented in 2020 also benefited the growth experienced.

Revenue for H1 2021 is expected to be £450.7m (H1 2020: £430.3m), up 4.7 percent with gross profit expected to be £39m (H1 2020: £34.2m), up 14 percent, an improvement year-on-year and a positive trend in the gross margin.

The Group reported a net cash position of £20.9m at 30 June 2021.  The equity raise of £44.4m in June of 2021 coupled with debt refinancing have transformed the Company’s balance sheet and repositioned the Group for the medium term.

Lawson said: “Overall, the Board and management team are pleased with both the operational and financial performance for the six months to 30 June 2021. Whilst there remains economic uncertainty as we enter H2 2021 and ongoing headwinds relating to the pandemic, the Group has and will benefit from the loosening of lockdown restrictions across the UK and Ireland.”

If you have any interesting news to share, please contact the Editor on Debbie.walton@talintpartners.com

 

 

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Robert Walters PLC, the international recruitment group, today announces its half-yearly financial results for the six months ended 30 June 2021 and has reported a record first half performance and profit ahead of expectations.

The recruitment group reported an operating profit increase of 478% year-on-year to £24.1m (£25.4m) (2020: £4.2m). Recruitment activity levels across all professional disciplines accelerated through the first half of the year, with wage inflation returning as demand for talent outstrips supply. Growth is seen to be strongest across permanent and interim recruitment as candidate and client confidence levels improved while permanent recruitment now represents 67 percent (2020: 62 percent) of the Group’s net fee income.

79 percent (2020: 77 percent) of the Group’s net fee income is now made up from its international businesses with its largest region, Asia Pacific, now accounting for 45 percent (2020: 40 percent) of its net fee income.

Robert Walters, Chief Executive, said: “It’s been a record first half performance with the Group delivering a four-fold increase in pre-tax profits year-on-year. Recruitment activity levels accelerated markedly as the first half of the year progressed, with the demand for talent outstripping supply across many markets and disciplines. A war for talent and significant wage inflation is beginning to emerge.

“To produce such a strong performance during a period when many of the Group’s markets were still in either full or partial lockdown is a credit to the hard work, dedication and resilience of our people across the globe and their commitment to providing our clients and candidates with the highest quality of service. I am also delighted that we continue to be recognised as a leader in the ESG space; achieving carbon negative status and being shortlisted as a finalist in the ESG Reporting Awards.

“Trading is comfortably ahead of current market expectations for the full year, and we enter the second half of the year with cautious optimism and confidence that we will continue to take advantage of market opportunities as they arise.”

If you have any interesting news to share please email the Editor at Debbie.walton@talintpartners.com

 

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Talent Solutions

The combination of the large-scale downsizing of recruitment teams last year and the huge hiring surge this year has led to a significant increase in the number of companies using project RPO.

For a report commissioned by talent outsourcing and advisory firm AMS, Aptitude Research surveyed 342 TA and HR leaders at director level and above to understand the key drivers of project RPO.

Some 42% of survey respondents said needing help to face a hiring surge was the biggest reason for using project RPO. A similar percentage (40%) reported that their recruiting teams had been downsized in 2020.

“The challenge for many employers globally is that hiring hasn’t just increased slightly, many TA teams are dealing with significant spikes in hiring, while doing so with fewer internal resources in a highly competitive talent environment,” said Maxine Pillinger, Regional Managing Director for EMEA at AMS.

“We’ve been working with our RPO clients globally on a project basis for years, but now we’re seeing an increased level of demand for a partner to help them meet their short-term demands while they still support the ‘business as usual.”

Multiple secondary drivers

The second largest driver of firms’ decisions to opt for project RPO was reducing the time taken to fill vacancies, with 75% responding that with project RPO they were able to reduce their time to fill to less than 30 days.

Expanding into new markets (31%), supporting high growth (27%) and having fewer recruiters and resources (23%) were the other main drivers.

The report outlined that while traditional RPO partnerships often lasted more than two years, project RPO engagements are most commonly for less than six months, and for more than 70% of firms they are for less than six weeks.

But as is outlined in a new TALiNT Partners white paper, this lower level of commitment, combined with the current high demand, has led many RPO providers to become increasingly choosy about which projects they take on.

The report, entitled: The art of saying ‘no’ and the rise of ESG’, presents insights from an event co-hosted by TALiNT Partners and Cornerstone-On-Demand, with views from leaders at Gattaca, IBM, Lorien, Reed Talent Solutions, PeopleScout, KellyOCG, Hudson RPO, Green Park Interim & Executive Ltd, Aston Holmes, Armstrong Craven, Manpower Group Talent Solutions, LevelUp HCS, Datum RPO, Group GTI, RGF Staffing, Page Group, Resource Solutions and Comensura.

Providers get picky

A number of guests at the event said the high level of demand in today’s marketplace meant they were having to push back on some clients, either turning down work or tempering expectations about when projects could start.

Joanna Fagbadegun, Sales Director at Lorien, said: “The market is exceptionally busy, especially on the tech and professional side. We’re starting to notice more urgent requests from customers looking for recruitment team augmentation or a head to manage workload. Sometimes the ask is just for a price rather than a detailed proposal, which can indicate they may not have a clear idea of exactly what they need, just that they know they need help”.

Several providers said the sector’s own talent shortages have become a barrier to taking on all the work currently on offer. “The market challenge is always quality of workers in recruitment to support growth and enable the flexibility for new offerings. We haven’t learned from past downturns and upturns in demand,” said Adam Shay, Global Marketing Director of Resource Solutions. Nick Greenston, CEO of Retinue Talent Solutions agreed, adding that the industry has focused on growing outsourced juniors instead of attracting and retaining more experienced talent.

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New study finds that only 46% of businesses invest in anti-bias training for hiring managers 

A new report by global emerging talent and reskill provider, mthree, reveals that 54% do not use deliberately neutral job descriptions, and only 37% anonymise CVs by removing all potentially identifying information such as name, age, and educational history.

Less than a third (31%) said that they request diverse shortlists from recruiters and 9% of those surveyed do not currently have any anti-bias hiring practices in place at all. Of those that do, 88% have noticed some improvement and 49% said there has been a significant improvement.

“It’s really disappointing to see that so many businesses are still not using some of the most tried and tested anti-bias hiring practices,” said Becs Roycroft, senior director at mthree. “Lots of businesses are struggling with a lack of diversity, particularly on their tech teams, and implementing even just one of these tactics could make a real difference. In order to see the biggest difference, businesses should look to tackle bias at all stages of the recruitment process.

“If chosen carefully, recruitment consultancies and other talent partners can be an invaluable tool in the quest for diversity, as they should have their own comprehensive strategies in place to ensure inclusivity. Businesses must ensure that those responsible for recruitment are able to recognise their own unconscious biases, and given the tools to approach the process as objectively as possible, to ensure candidates do not face prejudice at the interview stage.”

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