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Latest in the Region: UK&I

Job market appears to be slowing down as we head deeper into 2022

Recent data from Broadbean Technology indicates that job numbers are beginning to slow following the spike in vacancies during the first quarter of this year.

Vacancy figures were down 55% between March and April 2022, and the data also suggested that job application numbers continue to decline. The statistics suggest that the lack of resources agrees the UK is impacting job market growth.

Further information from Broadbean also shows a 37% decline in the number of vacancies year-on-year between April 2021 and April 2022. This could be due to the hiring spike reported last year when UK businesses prepared for Freedom Day in 2021. Similarly, applications decreased by 75% month-on-month and 75% year-on-year.

Looking at the data by sector, the following industries saw significant drops in applications

  • Application numbers in the IT sector fell 72% between March and April of this year
  • The logistics sector saw a drop of 77%
  • Building & construction were down 75%

With talent shortages reported across all three of these sectors, these numbers come as no surprise.

Alex Fourlis, Managing Director at Broadbean Technology, commented: “The UK’s skills crisis is continuing to be a focal issue, and for good reason as our data shows that these shortages are impacting almost every business, across every sector. While the sudden rise in recruitment activity received a warm welcome at the beginning of 2021, we are beginning to see signs of vacancy numbers slowing down over a year later. Given the dearth of available resources, there’s a high chance that this drop in new vacancies is simply a sign that businesses cannot fill roles they’ve had open for some time and are unlikely to add any more roles if they cannot meet the current operational needs.”

“For employers and recruiters, now is a critical time. Businesses need to rebuild and nurture dwindling talent pools, utilise innovative technology and maximise partnerships with external talent suppliers in order to find the resources that are needed. Difficult times are ahead for the UK economy, and we need a recruitment market that can best support economic growth.”

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45% believe that employers should not do social media checks 

According to new research, job seekers in the UK and Ireland are concerned about social media background checks. The research from HR and payroll specialists Zellis revealed that 19% of job applicants hide their social media activity in order to pass background checks.

The research was carried out in May 2022 amongst recent job applicants and showed that job seekers across all age groups are concerned that their online activity may lead to missed employment opportunities.

Reports state that 70% of organisations perform background checks on applicants’ social media; however, many applicants do not understand the reasons for these checks. Online background checks are a tool to pick up risk factors, for example, discriminatory language or undisclosed criminal behaviour. On the other hand, it can also highlight positive attributes such as charity work or volunteering.

The research indicates that  45% of respondents believe that organisations should not carry out these checks. Many respondents feared that the company might be looking for too much information. Nine percent thought that social media checks could uncover confidential medical history. A further 12% felt that it could reveal characteristics such as age or sexuality.

The research also found that 27% lied in a job interview about experience or qualifications. Twenty-two percent of these said that not having the right experience for the job was their biggest concern when interviewing for roles.

Ian Howard, Co-Founder of Neotas, commented: “It’s a common misconception that social media searches are used to somehow illegitimately access or hack personal accounts, when in reality they are only used to retrieve publicly available information about a job applicant.”

“Social media background checks are now a vital tool for hirers, helping to review a candidate’s attitude, as well as aptitude, for the role they’re applying for. As a company, Neotas prides itself on helping organisations to understand potential employees better by empowering them to carry out AI driven background checks which help to identify red flags whilst maintaining the personal privacy of job applicants.”

David Crewe, Customer Operations Director at Zellis, said: “The job market has never been as competitive as it is today, but that doesn’t mean hirers can get complacent. Background checks should be commonplace for any organisation, but that doesn’t mean they shouldn’t be mindful about how they feel for candidates.”

“It is crucial to offer candidates reassurance about the process, particularly the steps being taken to eliminate unconscious bias, or information about protected characteristics which should never be used in the hiring process. Background checking is not about catching applicants out or looking into their personal life, but rather about building confidence for the best candidates and ensuring a safe, accepting and positive workplace.”

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Long journey ahead to embed diversity into the complete employment journey  

According to a recent study, one in three UK workers has felt marginalised or excluded at work conducted.

The survey for the forthcoming book ‘Belonging: The Key to Transforming and Maintaining Diversity, Inclusion and Equality at Work’ indicates that there is still a journey ahead for creating diversity in every area of the business – from recruitment to promotions.

While many workplaces in the UK are diverse in terms of ethnicity, gender, age, and sexual orientation, others are not, and any diversity becomes scarcer in upper management and senior leadership.

Statistics show that:

  • White groups are the most likely to be employed at 79.3%,
  • Men have a higher employment rate in every ethnic group.
  • 41% of LGBTQIA+ job seekers would not apply for a job with a company that lacks diversity
  • The employment rate for disabled people sits at 52.7%.
  • Almost one in five FTSE 100 companies don’t have ethnic minority members.
  • Only two FTSE 100 companies have a female CEO.

Even though the UK has taken positive steps to create equality and diversity, there is much work to be done when looking at the overall picture.

Gerald Doran, Head of Recruitment and HRSS at Kura, has shared his tips for embedding diversity into the hiring process.

Create an equality and diversity policy

Diversity to needs to be enshrined in policy to be taken seriously. Laying out the company’s commitment to equality and diversity and how it will achieve them will ensure that it is enacted across all areas of the organisation.

A comprehensive policy should include

  • The purpose of the policy and the commitment to diversity in the workplace.
  • How diversity in the workplace will be increased
  • How discriminatory behaviour will be eliminated.
  • Details of the measures in place to ensure diversity within the business
  • The behaviours expected of all employees
  • A grievances procedure.

Consider a blind hiring process and an interview panel

Seventy-nine percent of HR employees have admitted that unconscious bias exists in recruitment in the UK. British job applicants with black or ethnic minority backgrounds must submit 60% more CVs to receive call-backs from employers,  even if their skill set matches white jobseekers.

A blind hiring process may eliminate this. Candidates can submit their CV and cover letter in a manner that does not provide any demographic information such as gender, heritage, age, and location.

At the interview stage, these personal identifiers may be revealed. In addition, if the interview panel comprises employees from diverse backgrounds and various levels of seniority, bias can also be removed from the interview process and final decision.

Another option is to use sample tasks to help the recruitment panel look at the candidate’s skills rather than the demographics.

Recognise the benefits of diversity in your workplace

To best understand the benefits of having a diverse workforce, look into the benefits that it already offers. For example, women in leadership may be more empathetic. Leaders from different ethnic backgrounds can provide new perspectives for consideration.

Shakti Naidoo, HR Business Partner at Kura South Africa, commented: “At Kura South Africa, we have inductions and monthly sessions where we directly address conscious and unconscious bias.

As well as sessions on addressing conscious and unconscious bias, we created ‘Kura-Queens’, a space for women in the business to meet and discuss any issues around gender inequality in the workplace. Kura-Queens has led to “a team of strong women who support, motivate, and raise each other.”

We have a very equal gender split across all levels of seniority in our business. This gives us a unique, balanced workplace that values differing viewpoints and allows everyone to offer insight based on their personal experiences.

As well as creating equal opportunities for promotions within your organisation, highlighting the achievements of senior leaders from diverse backgrounds is important. They will be role models for other employees as well as prospective employees. We interviewed a number of our women in leadership for International Women’s Day and shared their inspiring words on LinkedIn in order to inspire others.

The UK has made positive steps when it comes to equality and diversity in the workplace but there is still a long way to go. Not only are marginalised groups still underrepresented in the workforce, but they also report feeling isolated and discriminated against. We have faced this challenge head-on at Kura and have a number of initiatives, from our comprehensive equality and diversity policy to Kura-Queens and beyond. Having a truly diverse workplace and recruitment process takes time to enact, but these are great places to start.”

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Internet stats show increasing awareness and demand for change

Recent research about internet search habits has revealed that there has been a consistent increase in diversity and inclusion issues over the last three years. For example, the search for ‘gender pronouns in the workplace’ has risen by 500% between April 2020 and April 2022.

Whether these searches are being conducted by employers trying to be aware of issues or whether it is employees who are trying to find out their rights is unclear.

The data also showed an increase of 58% in searches for ‘unconscious bias at work’ during the same three-year period. There was also a spike in March 2022, which coincided with International Women’s Day. The 2022 theme was based on ‘breaking the bias.’ March was also a big month for diversity and inclusion related with organisations completing their mandatory Gender Pay Gap reports before the Government reporting deadlines.

The data also showed that search results had increased for certain types of discrimination:

  • ‘bullying, harassment, and discrimination at work’ searches grew by 62.5%
  • ‘disability discrimination at work’ searches grew by 51.25%
  • ‘racial discrimination at work’ searches rose by 40.3%
  • ‘age discrimination at work’ searches grew by 30.6%

The same pattern has also been seen in Employee Tribunal Data. According to data from employment law and HR advisory firm, WorkNest, nearly half of the Employment Tribunal Claims received between January 2019 and December 2021 included some form of discrimination, with disability being the protected characteristic most relied upon by Claimants. 

 During the same period, they also saw increases in the following types of claims:

  • Disability-related discrimination claims (17.9%)
  • Sex-related discrimination claims (52%)
  • Race-related discrimination claims (27.3%)

There was also a large spike of racial discrimination claims during 2020, a 42.9% increase, compared to 2019.

Darren Hockley, Managing Director at DeltaNet International, commented: “The data reveals that discriminatory issues continue to rise in the workplace; business leaders and HR teams are responsible for tackling these issues to provide a safe and welcoming working environment for all employees to thrive in,”

“We believe that diversity and inclusion must be at the core of an organisation; we want to help employees and employers evolve from a compliance-based model to embracing true cultural change.”

Evidently, issues of diversity and inclusion are not a “passing storm to be weathered.”

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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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Best locations for digital nomad lifestyle revealed

According to Instant Offices, there are currently 35 million digital nomads globally and it is predicted that one billion people could live and work as digital nomads by 2035.

A digital nomad is a remote worker who travels and works simultaneously. They can work from anywhere, allowing them to spend anything from a few months to years traveling. According to research, 80% of digital nomads prefer to stay in one location for 3-9 months.

The research found that 51% of digital nomads are in digital marketing, computer science, and creative industries.

In a list of the top 80 locations ranked according to factors such as affordability, weather, and broadband speed, popular tourist cities such as London, Paris, and Venice are relatively low on the list. The top 10 digital nomad locations are:

  1. Lisbon, Portugal
  2. Bangkok, Thailand
  3. Thessaloniki, Greece
  4. Dallas, USA
  5. San Antonio, USA
  6. Seville, Spain
  7. Seoul, South Korea
  8. Sydney, Australia
  9. Athens, Greece
  10. Budapest, Hungary

This trend is increasing, fuelled by advances in technology, remote working, and workplace culture.

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Study finds that young investment professionals have highest levels of trust

According to the CFA Institute’s 2022 Enhancing Investors’ Trust Study, levels of trust in the financial services industry have reached an all-time high in 2022. The study measures trust levels in financial services among retail and institutional investors in 15 markets, as well as the factors that drive trust.

Some of the findings included:

  • Levels of trust increased from 65% to 86% across all generations of institutional investors in 2022.
  • Millennials, especially 25-34-year-olds, have the highest trust (72%) in financial services.
  • Technology plays an important role in enhancing trust by allowing advisers and managers to offer transparency, simplify access to markets and products, and align product offerings with clients’ needs.
  • Over 70% of millennials prefer technology platforms and tools over human help with their investments strategy.
  • Only 30% of respondents over the age of 65 prefer technology platforms.
  • 58% of retail investors with advisers are keen to try new investment products compared to 37% of investors without an adviser.
  • 56% of retail investors believe that access to technology platforms and tools to execute their investment strategies will be more important than access to human assistance in the next three years.
  • 92% of retail investors aged 25-34 trust digital nudges or push notifications from providers about new investment opportunities.
  • 80% of respondents trust the completeness and accuracy of information from retail apps.
  • 75% stated that retail tools and apps increased the frequency of trading.

Rebecca Fender, CFA, Head of Strategy & Governance for Research, Advocacy and Standards at CFA Institute, and lead author of the Trust Study, commented: “The highs we’re now seeing in investor trust are certainly cause for optimism, but the challenge is sustaining trust even during periods of volatility. Our ongoing examination of the dynamics required to build and maintain investor trust reveals what investors need from their advisors and managers through the highs and lows of market cycles. Technology, the alignment of values, and personal connections are all coming through as key determinants in a resilient trust dynamic.”

“The under-44s, and particularly millennials, are leading the way in their use of technology and in their desire for personalized products. This investor cohort has relatively high trust in robo-advice, digital apps, and digital nudges such as alerts about new investment opportunities, and they are using online platforms to execute their investment strategies. They are also eager to use investment products that allow them to invest in line with their personal values, including sustainability and ESG preferences. Climate change and clean energy are the top ESG priorities for retail investors, while institutions are focusing on data protection and privacy, and sustainable supply chain management.”

With the first generation of digital natives now a part of the financial services market, it seems that technology is fast becoming the default way to execute investment strategies.

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24 Recruitment firms join global recruitment network

Global recruitment network NPAworldwide has announced that 24 new recruitment firms have been enrolled in their network. The new member firms are from the USA, Mexico, Australia, Indonesia, India and the United Kingdom.

NPAworldwide’s network currently includes over 550 recruitment companies across almost 50 countries. Membership is offered to selected recruitment firms which meet the networks enrolment criteria.

The new members are:

Dave Nerz, president of NPAworldwide, said: “Congratulations to each of these recruitment firms. By joining our network, these firms are invested as owners.”

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43% set to quit jobs for improved working conditions

EY has released their 2022 Work Reimagined Survey, showing that 43% of employees are likely to quit their jobs, motivated by higher salaries, better career opportunities, and increased flexibility.

The survey canvassed over 1,500 business leaders and 17,000 employees across 22 countries and 26 industry sectors and found that employees have significant influence amid a shrinking labour market and rising inflation.

According to the survey, 35% of employees say that their main motivation for quitting their jobs is a desire for higher pay. This is likely due to record inflation numbers in many countries. Twenty-five percent are looking for career growth, while 42% believe that pay increases will address high staff turnover. However, only 18% of employers agree with this statement.

Last year’s survey found that flexible working arrangements were the biggest driver in employee moves. However, with many companies now offering some flexibility, remote work is less of a factor, at 19%. Seventeen percent say they would leave for well-being programs.

When looking at age groups in the various countries, the survey found that 53% of Gen Z employees and millennials in the US are the most likely to quit their jobs this year. In addition, across all sectors, 60% of employees with technology and hardware jobs are eager to leave.

Despite an improved outlook on company culture, many employees are keen to job hunt. In contrast, employers are less confident about company culture. Similarly, while many employees feel that the new ways of working increased their productivity, employers’ confidence in productivity decreased from 77% to 57%.

In looking at growing skills and the talent gap, findings among employers are:

  • 58% agree that it is important to have a strategy that matches talent and skills to business needs.
  • 74% are prepared to hire employees from other countries and allow remote work if their skills are critical or scarce.
  • 21% believe that improving opportunities to build skills will help address turnover.

In respect of flexible working models, the survey shows that:

  • 22% of employer respondents want employees back in the office five days a week.
  • Reluctance to work remotely among employees fell from 34% to 20%.
  • 80% of employees would like to work remotely at least two days per week.

The survey also examines whether new ways of working boost culture and productivity. It reveals that 32% of “optimist” employers have improved culture and productivity by ensuring that their leaders understand company issues, external practices, and strategies. Other drivers of success are hybrid work, investing in on-site amenities, enhancing workplace technology, and empowering employees.

Liz Fealy, EY Global People Advisory Services Deputy Leader and Workforce Advisory Leader, commented: “This latest survey shows that employees around the world are feeling empowered to leave jobs if their expectations are not met. As employers have increasingly provided flexible work approaches, higher pay is now the biggest motivation for changing jobs, particularly given rising inflation and available unfilled roles.”

Roselyn Feinsod, EY Work Reimagined Leader, commented: “We are seeing a top third of companies successfully navigating these divergent positions on pay, career opportunities and flexibility. They have moved from ‘resistance’ to ‘renaissance’ and that’s a win-win for their companies and their workforce. Organizations have to work to retain their employees, instill trust and provide a package that takes into account total pay, career path and flexibility to balance market concerns and risks.”

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Prison leavers receive mentoring to create and market clothing range

A new project, established by social enterprise Inside Out, has been launched to rehabilitate young ex-offenders by helping them create and market a clothing brand. The hand-produced clothing range is currently being sold in a pop-up store in London.

New data from Cebr, commissioned by LinkedIn, estimates that only 2 in 10 prison leavers can find work in the first year after their release. According to the data based on prison leavers in 2020, the unemployment rate for ex-offenders is 89% six weeks after their release and only improves to 44% a year after their release.

The initiative, supported by LinkedIn, provided training and mentoring to a group of ex-offenders. The prison leavers were aged between 18 and 27 years and struggling to find work, and the project was designed to build skills to help them find permanent employment.

The programme taught the young people technical skills, such as screen printing and design, business skills, like sales and marketing, as well as soft skills – including teamwork and problem-solving. Additionally, they were assisted in building professional profiles on LinkedIn and taught best practices on networking and applying for roles.

The clothing range is a collection of branded hoodies, hats, T-shirts, facemasks, and bags and is available for purchase at ‘Blank Canvas’, a pop-up store in Westfield Stratford, London, between the 19th and 28th April.

Tashan Lane-Pierre, Project Ambassador, Inside Out Project, said: “I started my own clothing line in 2017 before I went to prison. Now that I’m out, I want to learn the business of fashion, how it’s produced behind the scenes in the hope that I’ll be able to run my own label one day. The skills I’m learning through this project will help me in business and I’m excited to be a part of it. I just want the opportunity to be treated normally and not judged for my past actions.” 

Janine Chamberlin, UK Country Manager at LinkedIn, said: “This group is full of ideas and it’s been amazing to see their drive to go on and make a positive impact in the world. Ex-offenders have a lot to offer potential employers and I really hope the skills they’ve learned and the networks they are building through this programme will help them find a fresh start and a new role.”

Inside Out Project Founder Greg McKenzie, said: “Unemployment rates for former prisoners are much higher than among the wider population, even ten years after release. But there is a positive correlation between employment and reduced reoffending, which shows the need for proactive policies to ensure more prison leavers are able to access job opportunities and the tools and training they need to succeed. This is what Inside Out is all about.”

The hope is that projects such as Inside Out will help prison-leavers with their unemployment challenges and reduce reoffending.

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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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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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