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Latest in the Region: UK&I

Research highlights retirement perceptions as Europe becomes more grey

According to new research by Alight Solutions, in collaboration with the University of Granada, 27% of European employees lack confidence that they will receive a pension when they retire. Furthermore, almost two-thirds believe their pensions will not be enough, meaning they will have to drop their standard of living.

Alight’s Retirement Perception Index was carried out amongst 2,400 employees in companies across multiple sectors from the United Kingdom (UK), Germany, France, Italy, Spain, and the Netherlands. The research highlights the state of retirement perceptions in the region.

The topic of employees’ trust in their state pension systems and interest in additional support for retirement planning is growing in importance, especially as persons over 60 are likely to account for 35% of the population in the region by 2050.

The research found that the lack of confidence in receiving state pensions was highest in Italy (38%), followed by Germany (32%) and Spain (30%), the UK (25%), and France (24%).

Dutch employees were the most confident because they had the best understanding of their pension systems.

According to the research, confidence levels differ regionally, depending on factors such as generation and gender. For example, boomers have the highest confidence in national pension systems, whereas Generation Z has the lowest confidence level among all generations.

Regarding gender, men showed higher mean values across all aspects of the index, indicating that men are more confident in the national pension systems and are more interested in employer-sponsored pension plans than women.

More than half of European workers know they need to make additional contributions but either cannot afford it or lack knowledge on where to invest. More than half of the respondents indicated that they would like to work for companies that can offer them professional advice on managing their pension plans.

Results indicate that UK employees are most interested in employer-provided retirement contributions and advice, and 29% believe they will have enough pension funds available to maintain their standard of living. Fifty percent of respondents believe they won’t be able to retire until after 66, which is when people can start claiming State Pension in the UK.

Ken Brotherston, CEO at TALiNT Partners made comment: “The issue of pensions has long been a ticking time bomb for many western economies and presents significant challenges for governments. On a more positive note, there is a growing recognition that a huge number of older people can still be econimically productive and fulfill meaninful jobs. Organisations like 55/Redefined are at the vanguard of this movement and deserve a lots of support.”

 

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50% of businesses are losing customers due to staff shortages 

New research by WorkJam has revealed that almost 50% of the business leaders surveyed have been understaffed for 5-6 months, while 36% have been understaffed for 3-4 months, and 78% are currently understaffed. A further 48% have lost customers because of staff shortages.

The survey of CxOs, Directors, and VPs in industries including retail, manufacturing, consumer goods, transporting, and warehousing found that for 30% of businesses, the shortages have amounted to between 16 and 20% of their workforce in the last 12 months. An additional 26% lost 11-15% of their staff during the same period.

There is little doubt that these results seriously impact day-to-day performance while putting additional strain on the employees left behind.

The survey also found that for 64% of businesses, churn levels have stayed the same (33%) or are somewhat higher (31%) than in the previous 12 months, with little chance of imminent improvement. In addition, more than half (53%) of those surveyed did not expect changes to hiring issues over the next 12 months. Fifty percent also expected retention issues to remain the same.

Reasons for employee churn included

  • Employees feel that their hours are too long or there wasn’t enough flexibility in their position (25%)
  • Diversity and inclusion issues (16%)
  • Dissatisfaction with salary (14%)
  • Dissatisfaction with benefits (10%)

Fifty-one percent of the survey respondents want to solve retention and hiring issues by providing better employee perks or benefits. A further 30% are investing in HR or frontline technology, and 27% are investing in learning and development.

Mark Williams, Managing Director EMEA of WorkJam, commented: “We’re in the midst of a global recruitment crisis. While it’s no secret that key sectors have been struggling to find and retain talent since the start of the pandemic – if not before – the figures revealed by our survey really put the problem into context. And the difficulty is that the issue is self-sustaining. Churn puts additional pressure on existing employees, increasing the likelihood that they, in turn, will seek employment elsewhere, again heaping pressure on those left behind.”

“Executives are faced with finding solutions that will aid retention and recruitment without necessitating a price hike in the middle of the cost-of-living crisis. According to our research, a quarter of businesses have already had to raise their prices. But this carries the risk of further deterring customers. It’s a difficult balance to strike.”

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Temporary billings rise more than permanent placements

The latest KPMG and REC, UK Report on Jobs survey has found that permanent staff appointments and temp billings have grown at the lowest rate in 16 months in June. While recruitment activity continues to expand across the UK, temporary billings have risen more than permanent placements.

According to the report compiled by S&P Global, recruiters shared that candidate shortages were limiting hiring activity. In addition, with ever-increasing economic uncertainty, low growth was attributed to slower client decision-making. The report also found that overall demand for workers had increased at the slowest rate since March 2021.

Further findings include that the rate of decline for staff availability has been the quickest for three months. Efforts to attract and secure candidates have resulted in marked increases in starting pay; however, salary and wage inflation rates have lessened since May.

Recruitment consultancies attributed lower candidate numbers to:

  • a generally low unemployment rate;
  • fewer foreign workers;
  • robust demand for staff; and
  • hesitancy to switch roles in the increasingly uncertain economic climate.

While overall vacancies continue to increase dramatically, the latest upturn was also the lowest in 15 months. The results also showed lower demand for both permanent and temporary workers at the end of Q2; however, the quicker expansion rate was in demand for permanent workers.

Staff availability declined severely in June, with the deterioration going up to the sharpest for three months with both permanent and temporary labour supply dropping quickly.

Imbalances between the supply and demand for workers also resulted in steep increases in starting pay rates during June. However, as sharp and well above the series average as the starting salary rates are, the rates were the softest since August 2021. Furthermore, temp wage growth dropped to a 12-month low.

Regionally, softer rises in permanent placements were noted in all four monitored English regions. However, North of England saw the weakest increase overall.

London saw the sharpest increase in temp billings at the end of Q2, whereas the softest expansion was noted in the Midlands.

In terms of vacancies, the strongest increase was for permanent workers in the private sector, followed by permanent staff in the public sector. However, the former saw a notable drop in growth in June compared to May. The softest rise, although still marked, was in vacancies for temporary workers in the public sector.

When looking at the results by industry, the data signalled steep increases in permanent staff demand across all ten monitored employment categories. Hotel & Catering showed the sharpest upturn in vacancies overall, with IT & Computing and Nursing/Medical/Care following.

Higher temp vacancies were seen in nine of the ten monitored job categories at the end of the Q2, with Hotel & Catering at the top of the rankings. Retail was the only sector to show a drop in demand, even though the rate of contraction was modest.

Neil Carberry, Chief Executive of the REC, commented: “The labour market is still strong, with demand for new staff high. That said, today’s data show that we will likely be past the peak of the post-pandemic hiring spree. That pace of growth was always going to be temporary – the big question now is the effect that inflation has on pay and consumer demand over the course of the rest of the year. Whether we will see the market settle at close to normal levels, or see a slowdown, is unpredictable at this point.

“Part of the reason for unpredictability in the market is a slower economy accompanied by severe labour and skills shortages. These are already proving a constraint on growth in many firms. The government should be thinking about how to ensure all its departments enable greater labour market participation and encourage business investment funds to help address this.

“It is important to note that plenty of hiring is happening in this tight market – there are candidates out there for firms who get it right. Skilled recruitment professionals are at the heart of this, making a difference to opportunity and growth for companies and workers.”

Claire Warnes, Head of Education, Skills and Productivity at KPMG UK, said: “The apparent buoyancy of the jobs market overall continues to mask some increasingly concerning trends. Firstly, the fluctuations in demand for permanent and temporary workers in some sectors may be showing a sustained downward trend, as it becomes clear that current economic pressures are impacting employers’ confidence to grow. Secondly, the supply of candidates in all sectors continues to decline, with the rate of contraction accelerating to the quickest for three months in June. Added to that, competition for candidates pervades all sectors with employers offering financial incentives to retain talent, so increasing wage inflation. This latest data could be signalling that the UK jobs market may be more fragile than it seems.”

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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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The programme provides a full-time curriculum to train participants in a bid to stave off skills gaps 

SAP SE announced the launch of its Partner Talent Initiative. The initiative aims to identify and train new and existing talent in the SAP Partner Ecosystem in order to support increasing demand within the IT channel for skilled certified professionals.

Participants who complete the programme will graduate with three SAP certifications before re-entering the partner ecosystem as graduates who are ready for employment. The programme provides full-time curriculum designed to certify IT professionals in crucial and high demand areas including  RISE with SAP S/4HANA Cloud as well as an introduction to SAP S/4HANA Financial Accounting.

Two cohorts have already started the programme and following successful completion, graduates will begin a three-month intensive training program that will equip them with the professional and personal skills needed to become an SAP consultant.

SAP’s partners are in demand as the SAP EMEA North cloud services market is growing at CAGR of 16% which has resulted in a digital skills gap. The new programme is open to both recent graduates and those working in complimentary industries and will help address existing gaps in talent by equipping graduates with the skills and qualifications that they need to find employment in the partner community.

Participants will receive ongoing support and continuous feedback from delegates, instructors and the wider partner team throughout the training period and will also have an executive welcome and kick-off event upon joining. Participants will be given the option of attending a physical graduation ceremony upon completion.

SAP also announced that a business development fund (BDF) incentive to partners who recruit, train and certify new consultants under the Drive2Deliver partner capacity initiative.

The Partner Talent Initiative also includes:

  • Access to enablement content for members of SAP partner ecosystem
  • First-hand practice on live SAP software training systems
  • Expert-led and peer-to-peer learning environments
  • Opportunities to obtain SAP Global Certification digital badges and stay current with ongoing technology advances

Celine Cazali, chief partner officer, SAP UK & Ireland, made comment: “By launching the Partner Talent Initiative, graduates of the program will learn invaluable skills, helping customers and partners successfully become Intelligent Enterprises and provide high-quality services. Through a rigorous curriculum, combined with continuous feedback and support, our programme will equip the next generation of consultants with the mindset, skills and ambition needed to succeed in the channel and beyond.”

Paul Cooper, chairman, UK & Ireland SAP User Group (UKISUG), also commented: “We welcome the creation of the Partner Talent Initiative as it will help address a potential skills gap in the future. Our most recent member research highlighted that many organisations are concerned a lack of available skills will impact the speed their organisation moves to SAP S/4HANA. A thriving partner ecosystem with more certified talent will be essential in supporting customers’ SAP S/4HANA journeys and developing the next-generation workforce.”

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Lack of well-being benefits for SME works 

A recent survey revealed that 65% of SME employees are hesitant to take sick leave when working from home.

The survey, conducted by HR Software provider Breathe, looked at the current state of well-being among SME employees. The survey was conducted across 1,264 UK SME employees, and the respondents were asked a series of questions regarding sick leave, mental health, and remote working. The goal of the survey was to establish whether the pandemic had a lasting effect on the working world and the impact of hybrid working.

According to the data, there is an ongoing pattern of presenteeism, with 65% of respondents saying they are less likely to take sick leave when working remotely and 42% of respondents feeling the need to prove their productivity while working remotely.

Of the workers who didn’t take sick leave, despite feeling unwell:

  • 32% could not financially afford to take time off work
  • 25% were too busy to do to take time off
  • 21% didn’t want to let their colleagues down
  • 20% felt pressured to work through it

The data suggests a lack of benefits aimed at employee well-being. Seventy-two percent of SMEs do not offer well-being days despite 35% of workers feeling that well-being days would be helpful.

The survey also found that only half of SMEs offer flexible working, even though 67% of the respondents believe that WFH supports work-life balance and overall well-being

Another finding was that 54% of SME employees work overtime when WFH. Forty-four percent of employees struggle with feeling ‘seen’ by their employers. A further 47% said they were less inclined to take a lunch break when working from home.

The survey also found that:

  • 41% of workers felt that their symptoms weren’t severe enough to take sick leave
  • 36% of SME workers reported mental health issues in the past three months
  • 12% of workers have taken sick leave for mental health reasons
  • 67% of SME workers say working from home improves their work-life balance, but 54% report they are still more likely to work longer hours than usual
  • 48% of SME employees are offered flexible working whereas 27% are not offered it but would find it the most useful benefit

Balancing a company culture in a hybrid working world is a challenge, and SME leaders need to address toxic traits in their existing culture, like overworking and presenteeism, to maintain a healthy and productive workforce.

Rachel King, UK General Manager, Breathe, commented: “The benefits for mental and physical well-being that come from a flexible approach to work patterns have been widely discussed but are still so important. Flexible working can positively impact physical, mental and financial well-being. That said, working from home has proven effective for many people, but crucially not for all. It’s often the case that people find themselves working longer hours and taking less sick leave, under pressure to be seen as super productive when working remotely. Employers should look for ways to tackle the ‘always-on’ ethos and habits that have crept into remote working culture. Focusing on creating a culture that supports flexible working as standard can benefit teams and improve productivity if handled intentionally.”

Lizzie Benton, Company Culture Coach & Founder at Liberty Mind, added: “As a business, your attitudes, behaviour, and beliefs will all ultimately present to people what you truly think about employee well-being. If people are feeling unseen and pressured to work through illness, that’s really not a good sign. Now is not the time to ignore your culture and the true ripple effect it has on your people. After two years of momentous life changes, employees across the UK are considering whether where they work is adding to their life or taking something away. That’s why it’s important to put your people first when making decisions that impact them both personally and professionally. Creating a positive healthy company culture is ongoing work and it’s a choice that will benefit your business in the long run.”

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Jobs board focuses on roles at companies that ‘do good’

Last week member states of the Organisation for Economic Co-operation and Development (OECD) agreed on new plans to create more jobs in sustainable industries.

The new jobs website, Jobs For Good,  is aimed at people who want to find jobs in sustainability industries where they can make a social impact. There are already 1,200 roles live on the website.

According to PWC’s latest reports, one in five people are looking to change jobs, with 68% of these wanting a more fulfilling job. Further, with over 70% of millennials wanting employers with a strong environmental agenda and 10% of workers saying that they would take a pay cut to work at an environmentally responsible company, it’s clear that there is a growing demand for jobs in companies that are ‘for good’.

In the UK, the ‘impact industry’ is worth £50 billion, employs 35,000 people, and has grown 127% since 2018.

The new jobs board only features jobs in companies that “do good” in that they positively impact people or the planet and are run responsibly. These can be in areas such as renewable energy, food production, health and wellbeing solutions, etc.

On the site, job seekers can search by job type and impact area without needing to sign in. They can then read about the companies’ ‘do good’ credentials before applying for the job online.

Job sectors include IT, marketing, product, sales, and admin roles, and companies are vetted for their ‘For Good’ credentials before they can add jobs to the website.

Olivia Spaethe, CEO of Jobs For Good, commented:  ‘Originally we built Jobs For Good in response the ‘Great Resignation’ and people looking for more fulfilling roles in sustainable companies. We’re really encouraged to see the UK Government and OECD agreeing to invest and focus more on this area too. We’re here to plug an important gap between sustainable start-ups looking for new workers, and those workers looking for the right do-good company to work for.’

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Twice as many job seekers in the city compared to same time last year

According to job seeker data from job aggregator, ClickJobs.io, 35.4% of all job seekers in the last month were applying for roles in the capital, putting London in the lead for job applications in the UK.

Year on year, these figures show a huge spike. During the same period last year, 19.7% of applications were for jobs in London. The next city on the list, Birmingham, only accounted for 3.7% of applications. Manchester and Leeds followed at only 2%.

The spike comes as no surprise as offices reopen post-pandemic and people begin to return to the city. While this is good news for London-based businesses, it could negatively impact hiring employers in other cities and regions.

Joe Boll, CEO at ClickJobs.io, commented: “At CilckJobs.io we believe it is essential to understand how job seekers are applying for the latest jobs across our portfolio of websites to ensure we can offer the very best solution to mirror these trends. This new data shows a huge increase in demand for jobs in London which is good news for the capital but could impact other regions looking to attract talent.

We manage millions of jobs every week which means we can quickly see how the market is changing and what key trends are happening across employment in the UK.”

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Fundraiser takes inspiration from The Queen’s Baton Relay 

Recruitment company, The Best Connection employment group has announced that they are launching a company-wide baton-relay charity fundraising campaign entitled Tour de Best Connection.

The campaign is inspired by The Queen’s Baton Relay and will comprise two baton journeys. The journeys will start in Glasgow and Truro on Friday 17th June and finish on Thursday 28th July at the company’s head office in Bromsgrove. This is the date for the opening ceremony of the Commonwealth Games.

The business is challenging its employees to pass the baton across the whole branch network throughout the UK.

The batons will travel around 800 miles each and can be transferred through any physical activity, including walking, running, cycling, or swimming, provided they reach their next destination.

The event will celebrate the company’s workforce and achievements over the last three decades. The money raised by the individual branches throughout the event will be donated to a local charity of their choice.

The company has pledged that at the end of the relay, they will match the amount raised across the network and donate this to a national charity selected by the company’s employees.

Neil Yorke, Director of The Best Connection, said: “Tour de Best Connection was inspired by The Queen’s Baton Relay for the Commonwealth Games which this year will be hosted in Birmingham where our inaugural branch was established 31 years ago.”

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What can companies do to retain talent instead?

As the frantic search for talent continues in the UK, new research has shown that 95% of UK employers are focusing their recruitment efforts on bringing back former employees to fill vacant roles.

Organisations can reduce recruitment and training costs and increase productivity by bringing back “boomerang employees” to fill job vacancies. But this raises a question of what organisations could have done to retain these employees in the first place.

In a recent survey of over 2,000 leaders around the world by HCM vendor Ceridian, the indication is that succession planning provides just such an opportunity for employers, but they might be missing the gap:

  • 88% of respondents report that their company uses succession planning
  • 74% of respondents say that they often or always hire external candidates for leadership roles instead of promoting from within.

Even though 53% of employers provide learning and development opportunities to retain talent in the UK and Ireland, only 38% give flexibility in job roles and responsibilities. A further  42% are pursuing DEI strategies to ensure that they gather different perspectives.

The key to retaining talent and attracting the “boomerang employees” will be to identify key workplace issues and use the tools and technology available to align talent decisions with employee ambitions and company goals.

Steve Knox, VP of Global Talent Acquisition at Ceridian, comments: “Staff retention has become a pain point for businesses with employers looking at increasingly innovative ways beyond pay and benefits to retain employees. With 95% of employers seeking ‘boomerang’ employees to fill their recruitment gaps, one proactive solution is to encourage retention strategies which would see fewer employees leaving organisations to begin with.”

“When key people do leave it’s vital to provide remaining employees with clear career development and ensuring plans are in place for succession when key people do leave are both vital. Ceridian’s 2022 Executive Survey highlights some common succession planning pitfalls, for example where firms might fail to put in place impactful succession planning strategies that put their people and their career development first. With over one third of employees saying career advancement opportunities would convince them to leave their current role, there is much at stake for businesses which don’t give key people a clear career development plan.

“In turn, a data-driven, holistic talent strategy that develops an organisation’s current workforce and positions key people as future leaders, as well as hiring new talent simultaneously to fill the talent pipeline, helps the business’ overall resilience and longevity, as well as bringing a variety of wider benefits to the organisation.”

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Talent Solutions

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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