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Only a third of jobs require a degree

With A-Level results looming, new research has been released, revealing that 40% of young people are choosing a university education, compared to 35% at the same time last year. The research from City & Guilds also showed a sharp gender divide – with 47% of girls aged 17-19 considering going to university, compared to just 31% of boys.

According to the research, girls are more concerned with future earnings. Fifty-four percent base their post-school choice on what they believe is the best route to getting a good job with a good salary. In comparison, only 44% of boys made decisions in this manner.

Interestingly, a labour market analysis from Lightcast revealed that only 29% of UK jobs require a degree qualification, meaning that young people could be setting themselves up for unnecessary debt without a clear career trajectory.

Young people appear to be basing their education choices on perceived career prospects. City & Guilds urges schools to provide strong career advice based on current labour market insight, ensuring that the youth, their parents, and teachers know all available options.

The research also revealed differences between the influences that sway young people’s career choices. For example, girls are more likely to be influenced by their family (42%) than just 23% of boys. However, boys are almost twice as likely as girls to choose based on what they’ve seen on TV or social media.

The research also looked at the impact of rising costs on young people’s decisions. Fifty-six percent of 17-19-year-old respondents said that the rising cost of living has made them reconsider the career they might pursue post-school or college. Sixty-seven percent said that they are thinking more about salary when considering potential careers. A further 60% plan to spend longer in full-time education to assist them in getting a better-paid job in the future.

David Phillips, Managing Director of City & Guilds, commented: “It’s crucial that both young men and women have access to robust and up-to-date careers advice that gives a true image of today’s labour market and challenges outdated gender stereotypes about careers. This will ensure school leavers know what is most likely to lead to a good job when they are making choices about their futures. We have seen from our research that both boys and girls are heavily influenced by those in their networks, so it’s vital that parents, and teachers, are made aware of the breadth of educational and training routes, outside of the traditional academic ones, that can lead to rewarding and well-paid jobs.”

“It’s reassuring to see that young people are already thinking ahead about the career options available to them. However, as the UK battles against a volatile labour market, with a potential recession on the horizon and a cost-of-living crisis, ahead of this year’s results day, it’s more important than ever that young people make informed decisions about their futures.

“While university is the right path for some, it’s certainly not the only option. Our recent Great Jobs research shone a light on the essential jobs that make up 50% of all UK employment opportunities – many of which rely on vocational routes such as traineeships, apprenticeships and T Levels. As young people look to invest in their future, we encourage them to consider the full breadth of options available so they can identify which path is right for them.”

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Four-day weeks and flexible hours remain top of list

New research from ManpowerGroup & Thrive has revealed that:

  • 45% of workers want to choose their own work start and end times.
  • 64% want to switch to a four-day week
  • 71% need trust in leadership to thrive
  • 34% want to choose where they work based on their daily needs
  • Well-being is an crucial strategy for hiring and business success

The What Workers Want: From Surviving to Thriving at Work data also revealed that workers are need their employers to help them shift from surviving to thriving, prioritising flexibility along with factors such as trust, purpose, and well-being.

While flexibility may be a lasting result of the pandemic, it requires individualisation. Workers are demanding choice, autonomy, and consideration for their well-being.

The highest talent shortages in 16 years indicate that workers at almost every level and in every sector have the upper hand and employers need to pay attention.

Leaders must be willing to to listen, adapt, and think differently about how to approach flexibility, not just flexible working.

Arianna Huffington, Founder & CEO of Thrive said: “This is a time of constant change and disruption, but it’s also a once-in-a-generation opportunity to redefine how we work and live. Forward-thinking companies need to do away with the zero-sum idea of work and life reflected in the myth of ‘work-life balance’ by embedding well-being into the workflow itself, and investing in our most important resource: our people.”

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Over 35 new emergency call handlers recruited with the help of disruptive tech  

The Hertfordshire constabulary is celebrating after recruiting more than 35 emergency call handlers with the help of disruptive technology-led recruitment firm, Crooton.

The firm ran three job campaigns for the Hertfordshire Constabulary, which attracted many more applications than expected. Its custom-developed candidate geotargeting system allows organisations to pinpoint the staff they want to reach anywhere in the world, allowing them to recruit high-quality employees despite the current international labour shortage.

The campaigns for the regional police force have led to 10 new staff hires, 28 more job offers, and further candidates in the pipeline.

The disruptive tech firm is planning to launch a crowdfunding campaign, allowing it to expand internationally and offer the benefits of its unique approach to more organisations.

The campaign will be run on the crowdfunding investment site Crowdcube, and everyone that invests will become a registered shareholder in the business with full ownership and voting rights.

Stephen Anderson, Managing Director of Crooton, said: “The time is now right for us to accelerate the growth of the business and build on the incredible success we have already achieved.

“We have secured many high-profile clients, including the NHS, Ocado, Five Guys, and Wagamama, in addition to a number of police forces, and we are seeing increasing demand for our innovative technology and approach overseas.

“The crowdfunding campaign we are launching will be the first time we have sought any external funding for the business, so it is a great opportunity for individuals anywhere to come onboard as we continue to disrupt the traditional recruitment market.”

A spokesman at Hertfordshire Constabulary said: “Recently in order to address ongoing recruitment challenges we employed a different tactic and brought in Crooton to increase our candidate pool.

“We have been very happy with the results so far and have built a positive relationship with them. They tailored the campaigns to meet our specific needs and provided valuable advice on the current candidate market.

“We look forward to working with Crooton for future campaigns.”

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London remains a hiring hotspot

The Recruitment & Employment Confederation (REC)’s latest Labour Market Tracker has revealed that in the last week of July, the number of active job adverts in the UK hit a new record high for this year at 1.85 million

The number of new job adverts posted each week has been relatively stable during late June and July, at between 180,000 and 200,000 per week. However, in the last week of July, 182,000 new postings were recorded. This is 22% below this year’s highest figure of 234,000 new postings recorded at the beginning of March.

The increase in active postings indicated that job adverts are being left open for longer as employers across the country still struggle to attract candidates for their vacancies. Clearly, despite labour shortages, rising inflation, and energy costs, there is no sign that the jobs market is shrinking.

In terms of the types of jobs advertised, there was an increase in adverts in the last week in July for:

  • actors and entertainers (+13.0%)
  • driving instructors (+12.4%)
  • dancers (+11.1%)
  • water and waste (+9.5%)

Probation officers saw the biggest weekly decline in active job adverts at -10.4%). The health and social care sector also showed notable decreases:

  • hospital porters (-8.3%)
  • childminders (-6.6%)
  • paramedics (-5.3%)

London saw an increase in job postings in the week of 25-31 July –  three of the top ten hiring hotspots in the capital city. The local area with the highest increase in job adverts was Newry, Mourne, and Down in Northern Ireland (+8.3%), followed by Haringey and Islington (+7.1%) and Chorley and West Lancashire (+7.0%).

At the bottom end of the scale, five out of the bottom ten local areas for growth in active job postings were in Scotland. Moray (-9.8%), Orkney Islands (-6.6%), and Highland (-5.1%) saw the biggest drops.

Kate Shoesmith, Deputy CEO of the REC, said: “This new data shows the continued strength of the jobs market, despite any wider economic uncertainty. The number of job adverts being posted each week is stable. It’s a great time to be looking for work as a jobseeker, as employers are having to think more about the pay, benefits, conditions and development opportunities they offer both new starters and current staff as they compete for talent.

“There is a danger that with costs soaring, employers will have to reprioritise – as there is still no viable support package for businesses to meet these rising costs. We know that employers’ confidence in the broader economy has started to drop. Government must play its role, both in supporting people and businesses through the current crisis, and also by working with industry to create a sustainable labour market. We need a long-term workforce strategy that encompasses skills, immigration and makes childcare and local transport part of the infrastructure of our labour market.”

John Gray, Vice President, UK Operations at Lightcast, said: “Whilst the economic headlines appear to be very gloomy at the moment, with the Bank of England forecasting inflation of more than 13% and a contraction in GDP until the end of 2023, this bleak picture does not appear to have dented employer hiring activity as yet. Not only have we just seen another 180,000 new job postings being placed in the last week of July, but the total number of active job postings is now at a record high of more than 1.8 million.

“This situation of a contracting economy, high inflation, yet employer hiring activity hitting record highs, is highly unusual. Whilst we are likely to see a slowdown in hiring activity, the big questions hovering over the labour market in the coming months are how significant this slowdown will be, and whether we will also start to see employers laying off staff. So far we are not seeing any signs of either, and the labour market remains surprisingly tight given the adverse economic circumstances we are hearing about.”

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HR profession becoming a priority for recruitment 

Recent research from the Association of Professional Staffing Companies (APSCo) has found that HR vacancies are likely to be up by 13.5% on 2021. The HR profession is becoming a priority area for businesses to recruit for.

According to the data provided by business intelligence specialist, Vacancysoft, internal recruiters are the most wanted specialists. Thirty-five percent of all HR vacancies this year have been for internal recruiters. Training/learning is sitting at 14% of total vacancies.

The specialism which is growing both in volume and share is HR generalists, at an increase of 64% as the monthly average between last year and this. The total share rose from 13% to 14.3%.

In terms of the sectors recruiting for HR, technology has had 3,994 vacancies so far, with 17.5% of the total number of HR jobs. Second on the list is Retail, with 3,833 roles so far (16.8%). Despite the importance of Banking to the UK economy, it is only responsible for 7% of HR vacancies in the HR sector. This is possibly linked to the cost-of-living crisis and the inevitable impact on the UK economy.

When looking at the different regions, London dominates with 8,995 vacancies this year, accounting for 39.6% of the total HR vacancies posted. The South East follows with  2,637 vacancies, accounting for 11.6% of HR vacancies.

Ann Swain, CEO of APSCo, comments: “As the UK’s economic pressures mount, a decline in vacancies is to be expected. However, since the UK remains in the grips of a skills shortage, hiring teams and recruitment professionals alike will continue to be in high demand. While HR will have a key part to play in narrowing the skills gap, we will also need to call on the country’s policymakers to implement an internationally viable approach to boosting the UK’s access to skills, alongside building a more attractive entry route into the country for highly skilled self-employed professionals.”

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Late payments from suppliers and payroll system issues cited as reasons for delays

Despite contract work being on the rise since the pandemic, freelancers often wait three times longer to get paid than full-time staff who earn a monthly salary. Research shows that this is due to firms struggling with cash flow and payroll issues.

The survey, conducted by embedded finance and payment solutions provider, Sonovate, showed that 53% of all small and medium-sized businesses (SMEs) use contractors. However, this number increased to 81% when looking only at medium-sized businesses.

More than a quarter (27%) of SMEs said it takes them over 90 days to pay their contract staff. This figure increases to 37% among medium-sized businesses (50 to 249 employees), even though they are expected to have more predictable cash flow and should be able to make more timeous payments.

Five hundred senior business decision makers were surveyed, and it was discovered that 28% cited cash flow as one of the main reasons for slow payments (rising to 33% among mid-sized enterprises). It was also found that 62% believed that these cashflow issues were caused by the knock-on effect of late payments from their suppliers and customers. Twenty-eight percent said that issues with payroll systems stopped them from paying contract workers on time.

Regardless of the clear need for good contractors, 39% agreed that failure to pay timeously might result in missing out on quality talent. A further 24% admitted they had lost contract workers as they couldn’t pay them on time.

Richard Prime, co-founder and co-CEO at Sonovate, said: “Despite the last few years accelerating the number of workers going freelance or contracting, they are consistently being paid late which is not sustainable for many people –  particularly at the moment.”

“We know that contract workers are the future of the UK’s workforce, but with the cost-of-living crisis front of mind, 90 days is just absurdly long to wait for payment. Against the backdrop of this crisis, it is paramount that businesses have access to solutions that support them to offer fairer and swifter payment across the workforce supply chain.”

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Risk of employee burnout on the rise

A new survey revealed that 60% of employees feel that their employers have actively discouraged them from taking annual leave. One in 10 workers also feels unable to ask for mental health leave.

In reaction, HR experts urge employers to prioritise annual leave and promote healthy working habits to avoid burnout.

The Annual Leave Allowances survey from Just Eat for Business shows how office workers use their annual leave allowance, how their employer promotes holiday entitlement, and how time off and flexible working impacts work-life balance.

The survey also found that 1 in 5 office workers cannot take time off work due to staff shortages and reduced resources.

With 44% of workers reporting feeling very burnt out and a third finding that maintaining a healthy work-life balance is the most stressful aspect of work, these leave challenges are concerning.

Will Foster, Professor of Leadership at Keele University, commented: “It’s essential that if the ‘espoused’ values of the organisation include employee wellbeing and restorative breaks, then leaders need to allow that to happen and do more than pay lip service. Management must do the hard work of ensuring the structures, roles, responsibilities and staffing levels align so employees can take a ‘true rest’ when needed.”

Anni Townend, Leadership Partner, said: “Annual leave is an important part of a much bigger picture of looking after our life-work balance and of creating a positive work culture.

“Increasingly people are realising that there’s huge value in taking micro-breaks during the day as part of managing employee wellbeing, as well as longer macro-breaks like annual leave. The danger of not doing so is that we lose our ability to switch-off and to disconnect from work. This can impact our sleep patterns and our ability to concentrate, as well as cause extreme mood swings and a weakened immune system.”

Claire Lassier, Senior HR Consultant at Pure Human Resources, weighed in: “Annual leave should never be seen as a perk. Everyone needs a break to maintain their health and wellbeing, and ultimately to maintain their performance levels at work. Some organisations mandate that a set amount of annual leave is taken within each quarter of the year to ensure that employees use leave on a regular basis: others need to limit how much can be taken during their peak periods.

Restricting the amount of discretionary carry over at the end of the leave year and reminding employees on a regular basis to plan ahead and book time off can help ensure that people take time out throughout the year – for the benefit of the individual and the business alike.”

Rosie Hyam, People Partner at Just Eat, also commented: “Given the emphasis on employee well being and work-life balance over the last few years, it’s essential that employers are receptive to flexible working arrangements, and that they allow employees to take time away from work when needed.

“And it doesn’t have to be a big break – organisations may want to carve out some time to ensure that employees can take a break and socialise with colleagues during the working week. This can be done through in-office lunches, socials or team bonding activities.”

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73% of workers will accept a four-day work week if pay does not decrease

A survey of over 2,000 UK workers and 250 UK employers found that flexible work is more popular among job seekers than a four-day work week.

Despite 37% of employers implementing a four-day working week, recent research from Reed.co.uk has found that candidates are more likely to apply for a job offering “flexible working” opportunities (45%) than a “four-day working week” (40%). “Work from home” followed at 32%, and “opportunity to progress” was noted at 31%.

According to the research, despite 89% of workers favouring a four-day working week, flexible work remains the more popular alternative for employers seeking to generate job applications. Flexible working is defined as a way of working that suits the individual’s needs, with flexible start and finishing times and/or the freedom to work from home.

The research also found that only 16% of workers would accept a pay reduction in exchange for a shorter week. Seventy-three percent of respondents were open to the shorter week if pay did not decrease.

Over a third (37%) of employers have implemented a four-day working week, and 27% are considering it.

Generally, the reasons for employers’ support of the four-day working week are focused on employee wellbeing. The benefits cited include:

  • “better work-life balance” (51%)
  • “increased employee happiness” (43%)
  • “higher employee engagement” (41%)
  • “increased productivity” (36%)
  • “reduction of burnout” (36%)

James Reed, Chairman of Reed.co.uk, comments: “Despite strong arguments in favour of a four-day working week, evidenced also by recent UK trials, our research suggests that it may not be the best or most popular way for businesses to attract and retain top talent.

“The National Forum for Health and Wellbeing at Work has suggested that cramming five days’ work into four might contribute to stress. Instead, offering greater flexibility could be more impactful and more popular.

“Amid a highly competitive labour market, it’s encouraging to see so many employers open to exploring new and creative methods to attract candidates. The era of the traditional 9-to-5, five day working week is over and it’s now more important than ever for employers and employees alike to embrace flexible and inclusive working patterns that will allow everyone to contribute to the workforce.”

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Decline causes GDP growth to take a tumble

According to research from the Association of Professional Staffing Companies (APSCo), job numbers in Northern Ireland were down by over 50% compared to March. This drop reflected a marked fall in GDP growth.

The data provided by Broadbean Technology showed that vacancy numbers decreased across all major industry sectors. The top five sectors, however, continued to generate the largest number of jobs in June, meaning that the ratios remained relatively stable month-on-month.

Across the different sectors, IT accounted for 20% of vacancies across Northern Ireland, followed by accountancy (14%), engineering (9%), admin & secretarial (8%), and building & construction (7%).

Application per vacancy (APV) rates remained stable in the IT sectors but decreased in manufacturing and production. The APV rate for contact centre & customer service professionals showed the biggest jump, increasing to 61 (compared to 35 in March). Logistics, distribution & supply chain showed the second-highest figure (20), but this was down on the 25 reported for March. Manufacturing & production (13) and admin & secretarial (10) increased to double digits, showing how critical Northern Ireland’s skills shortages have become.

The biggest job creator was County Antrim, with almost 13,000 vacancies in June, accounting for almost 7 in 10 Northern Ireland jobs. In this region, the largest numbers recorded were for IT and accountancy roles, even though the latest numbers for these specialisms were down by 53% and 42% compared to March.

Ann Swain, CEO of APSCo, commented: “Having initially experienced an impressive bounce back in 2021, in which output reached a 13-year high, the economy of Northern Ireland has started to cool with output likely to fall in the early part of 2023. In a post-Brexit and Covid-hit economy, the strength of Northern Ireland’s labour market will be paramount to the country’s economic recovery, and with this latest data indicating a fall in jobs, the country’s economic activity could soon feel the impact. If Northern Ireland’s economy hopes to bounce back stronger, greater support from the Government is needed to help make its employment market globally competitive and fit for purpose in the current economic landscape.”

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Inflation is at a 40-year high at 9.1%

The latest data from the Office for National Statistics (ONS) has revealed that the UK’s unemployment and economic inactivity rates have decreased from March to May 2022 and is exacerbating the already critical talent shortages. In response, AMS (formerly Alexander Mann Solutions) has urged businesses to place more emphasis on internal hiring strategies.

The ONS data also revealed that, when adjusted for inflation, total pay fell by 0.9% and regular pay fell by 2.8% in the three months to May, which is certainly cause for concern given that CPI inflation hit a 40-year record of 9.1% in May and is expected to reach as high as 11% later this year.

Steve Leach, Managing Director, UK & Ireland, at AMS commented: “With unemployment and economic inactivity rates on the decline, it’s inevitable that the skills gap will continue to widen. Rather concerningly, the ONS statistics also reveal that wages are dropping when adjusted for inflation. With firms seemingly no longer using financial incentives to attract and retain talent, greater reliance on other skills strategies will be needed.”

“In my opinion, a lot of firms are overlooking a significantly valuable source of skills: their current talent. Identifying where internal mobility opportunities lie provides an opportunity for individuals to progress their career and move into higher salary brackets, which will not only help with filling the skills gap but also aid staff retention rates, particularly during the cost-of-living crisis.”

“As many talent acquisition leaders know all too well, there is no quick fix for the UK’s skills shortage, but opening positions up internally as well as implementing upskilling or reskilling programmes for current staff will really benefit businesses as well as the economy as a whole. A lack of career opportunity is regularly cited as the reason that people leave their current employer so ensuring companies are looking at their internal employee population will have a swift impact on skills deficits.”

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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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