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Tag: HR Tech

Tech firm reveals the top ways to reach out to entry-level talent

With the Chancellor’s recent pledge of £3.5 billion to support tech – there’s never been a more exciting time to enter a career in technology.

By investing in attracting and nurturing new talent, tech companies can secure their position as industry leaders and ensure a sustainable future amidst evolving technological landscapes. The success of tech companies relies on their ability to attract and harness the potential of new talent, thereby fuelling innovation, fostering growth, and driving technological advancements for the benefit of society.

Following a stratospheric revenue growth of over 750% from £267,000 in 2018 to £ 2.3 million in 2022, UK tech firm, Talk Think Do has come up with six routes to reaching entry-level talent:

 Early exposure: Businesses can utilise careers fairs to reach out to students, apprentices, and graduates, interested in tech, via coding events, or tech-related workshops in schools and community centres.

Make tech relatable and relevant: UK tech firms can demonstrate how technology impacts daily lives and solves real-world problems, via work experience placements. Helping students work on real-time projects can bring concepts to life. Companies can tap into students’ interests and demonstrate how tech is used in; healthcare, entertainment and environmental sustainability.

Offering a mentorship programme: Team members can mentor students, graduates, and apprentices by providing shared experiences, career paths, and insights – demystifying the industry and boosting confidence. This can be promoted on LinkedIn to share programmes with other professionals in their network to initiate positive conversations.

Embrace AI: Teaching students how AI can be a highly marketable skill when used correctly, is invaluable – putting the tech company in a strong position to attract talent and become thought leaders in the AI space.

Diversity and inclusion: Proactively reaching out to underrepresented groups, including women and minorities, to pursue tech careers. Ideas include; using blog posts and case studies; showcasing successful, relatable role models in tech.

Highlight career prospects and opportunities: Using social media to present visuals – bringing employees’ potential career pathways to life for those new to the sector can paint a clear picture of opportunities available and give tech companies a competitive edge.

Promote free learning and development: Entry-level talent are looking for support and training on the job, and illustrating the availability of online resources, courses, and certifications through online literature, downloadable PDFs and infographics can effectively communicate this message. Offering free information opens new conversations with those looking to advance their understanding of the tech industry.

Matt Hammond, thefounder of UK tech firm, Talk Think Do, said: “Technology is constantly evolving, with new programming languages, frameworks, and tools emerging regularly. To keep pace, organisations need a continuous influx of talent that adapts quickly and brings a fresh understanding of the latest technologies. Attracting entry-level talent fosters diversity and inclusion, which is crucial for the tech industry’s success.”

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Recruit Holdings reports mixed financial results

Recruit Holdings Co. Ltd. has announced its financial results for the fiscal fourth quarter ending March 31, reporting a 2.7% increase in revenue year over year in constant currency, amounting to ¥827.7 billion (US$6.24 billion). However, the Tokyo-based global staffing firm experienced a decline in its HR technology segment, including job websites Indeed and Glassdoor, with a 6.7% decrease in revenue when measured in US dollars.

The decline in the HR technology segment continued into April, as revenue fell by 12% year over year on a US dollar basis during the month.

Regarding job openings in the United States, Recruit reported a 13% decline year over year in the fourth quarter on Indeed, while paid job ads were down approximately 30%. However, there was an increase in job seeker traffic.

Focusing on US revenue specifically for the HR technology segment, there was a 10.1% decrease in the fourth quarter when measured in US dollars. On the other hand, revenue outside the US rose by 2.4%.

In the staffing business, Recruit noted that Japanese staffing revenue increased, while revenue in other regions experienced a decline.

The revenue for the “Europe, US, and Australia” segment actually rose by 6.0% year over year, amounting to ¥205.1 billion (US$1.55 billion). However, when measured on a constant currency basis, revenue in this segment decreased by 3.3%. The company attributed this decrease to the uncertain economic outlook, which has led to slower growth.

Recruit’s staffing brands, such as Staffmark Group and The CSI Cos. Inc. in the US, Chandler Macleod Group Ltd in Australia, and RGF Staffing in Europe, are included in its operations.

In its Japanese staffing operations, Recruit reported a significant increase in revenue, rising by 14.0% year over year to ¥178.4 billion (US$1.35 billion).

The matching and solutions operating unit of Recruit witnessed a 12.6% increase in revenue during the fourth quarter. Within this segment, revenue in the HR solutions portion rose by 11.6%. Other areas covered by this segment include non-staffing publishing operations. The HR solutions offered by Recruit include online job matching services like Rikunabi in Japan, specifically designed for new graduates.

Looking ahead, Recruit has provided guidance for the first quarter, expecting revenue to decrease between 1.6% and 5.1% year over year. The company anticipates a contraction in the size of its HR matching market due to the deteriorating economic environment in the US and Europe. However, full-year guidance is not being provided at this time due to the challenge of predicting the extent of market contraction.

For the first quarter, revenue in the HR technology segment is expected to decline between 13.5% and 17.5% in US dollars. On the other hand, HR solutions revenue is projected to increase by 6% year over year.

Recruit foresees an 8% year-over-year decline in staffing revenue for the “Europe, US, and Australia” segment. Conversely, Japanese staffing revenue is expected to grow by 12% year over year.

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TALiNT Partners & Mercury presents: Power of the Possible

On March 22 TALiNT Partners will be debating the future of staffing and recruitment at our dinner for CEOs and senior executives from leading staffing and recruitment companies.

This invitation-only event will bring together leaders from the sector’s most innovative and successful businesses to share their perspectives, priorities and predictions.

TALiNT Partners CEO and staffing industry veteran, Ken Brotherston, Country Manager, Ray Culver and Dave Cox of Mercury xRM will host a debate covering the the following questions:

  • How is technology transforming recruitment and enabling recruiters to achieve higher margins as professional service providers?
  • Are recruiters making the most of their tech and data, and how can it be optimised for more predictive applications?
  • How is talent tech enabling better collaboration between sales and marketing, or helping consultants to find and nurture future candidates?
  • What new problems will talent tech need to solve for recruiters and employers?

Come and join the debate, network with peers and enjoy an excellent dinner at one of New York’s finest venues.

Register here to confirm your place, free of charge!

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New, integrated job advertising allows recruiters to build and launch advertising campaigns

iCIMS, the talent cloud company, has announced new capabilities to help organizations improve talent agility and optimize hiring and engagement. The iCIMS Summer ’22 Release delivers key innovations to drive businesses forward, as the market continues to shift.

New iCIMS Talent Cloud innovations within the Summer ’22 Release help to:

  • Accelerate and automate sourcing to attract and engage diverse talent with less effort.
    • New, integrated job advertising allows recruiters to build and launch advertising campaigns to thousands of global job boards, all within the iCIMS ATS.
    • iCIMS Digital Assistantresume upload feature automates job matching directly within the AI-powered recruitment chatbot for an enhanced talent experience and quicker applicant conversion.
    • AI-led features in iCIMS CRM, including new automated job alerts, embedded analytics and more, enable faster, better targeted candidate pipelines.
  • Simplify scheduling and hiring for candidates and hiring teams.
    • Candidates can now self-schedule multi-meeting, multi-person interviews based on real-time interviewer availability.
    • New, standardized HCM integrations between iCIMS’ ATS into SAP® SuccessFactors®, ADP® Workforce Now or ADP® Next Gen HCM allow organizations to synchronize talent data between platforms to create an end-to-end experience for talent teams.
  • Strengthen talent engagement and employee retention.
    • Improved internal mobility experiences within iCIMS Opportunity Marketplacewelcome employees and make it easier to add skills, develop their profile, and explore new, personalized opportunities across the company.
    • New automation and integrations with iCIMS Video Studiomake it easier for team members and leaders to create and share dynamic video content with new hires to personalize the onboarding experience, while helping to reduce attrition.
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New technology will help reduce TA budgets and advertising costs

Jobrapido, a global job search engine with more than 100 million registered job seekers in 58 countries has announced the launch of the Smart Subscription Service.

The unique and innovative fixed-fee recruitment model, based on performance, aims help millions of direct employers and recruitment agencies across the UK meet their hiring needs in today’s challenging market conditions.

Using advanced recruitment technology, the new subscription model will reduce talent acquisition budgets and annual advertising costs for UK businesses. The new service has launched in Italy and the Netherlands and Jobrapido is planning to roll out the subscription model across more regions in the EU by the end of 2022.

The cost of the subscription starts from a promotional £350 for a three-month period and will allow businesses to have unlimited job postings and change job postings 24/7 without ever having concerns of incurring additional costs. Smart Subscription is now available in the UK with three promotional offers for new customers: 3, 6 and 12-month.

Typically, recruitment costs are dramatically higher – it is estimated (according to research from Society for Human Resource Management, SHRM) that the average cost of one new employee is £3,000+ and takes an average of 42 days to fill an open position.

This first of its kind model also means businesses can:

  • Benefit from unlimited job postings at a fixed cost and from the full power of Smart Programmatic Advertising to access new candidate streams
  • Receive relevant on-demand applications from qualified candidates as well as a guaranteed number of applications
  • Benefit from Jobrapido’s SMART INTUITION TECHNOLOGY™ which continuously scans and matches socio-demographical and behavioural data of all job seekers, building hyper-targeting capabilities and turning them into programmatic campaigns, to only deliver candidates which accurately fit the job positions companies are posting
  • Monitor recruitment progress in real time with a digital dashboard.

Established in 2006, Jobrapido has partnered with many of the leading corporate brands, staffing agencies, fast-growing start-ups as well as multinationals operating in a wide range of vertical sectors including:  Office and Administrative Support, Sales, Healthcare and Personal Care, Food and Hospitality, Business Operations, Transportation and Construction. Jobrapido also works closely with some of the largest and most prominent specialistjob boards across the UK, Europe and other parts of the globe.

The company is headquartered in Milan and has offices in London, Berlin, Amsterdam, Bangalore as well as which recently opened to support the launch of the new Smart Subscription Service.

Rob Brouwer, CEO of Jobrapido made comment: “Jobrapido recognised there was a big gap in the recruitment industry to ensure the talent acquisition needs of millions of small and medium sized organisations and recruiters can be met.

“Many businesses are still in the early stages of getting their business on track in the post-pandemic era and so it’s critical they can keep their recruitment advertising costs low, while being able to guarantee they find the right candidate from applications ­– particularly given such competitive and difficult talent acquisition market conditions.

“Jobrapido’s smart programmatic technology is capable of identifying and delivering on demand only the most suitable candidates at affordable prices. Combining this with our new subscription recruitment model means companies can now reap the benefits of an innovative, personalised recruiting experience based on actual performance; it’s more cost and time-efficient and delivers relevant applications while giving companies the flexibility and scalability they need in very tough market situations.”

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Company plans double headcount in five years

Harvey Nash Group has announced that they are being renamed Nash Squared, signalling their intention to grow rapidly over the next five years. The technology and talent company plans to more than double its global headcount from 2,500 to 6,000 by 2027.

The group, which currently incorporates six technology and talent businesses, grew strongly during the pandemic with acquisitions and expansion in Vietnam and Latin America.

They believe that this move positions them as an integrated technology and talent provider and allows clients to build and transform their technology capability in several ways.

The move also distinguishes Nash Squared from Harvey Nash, the company’s global technology talent acquisition brand.

Bev White, CEO of Nash Squared, commented: “The future for our clients lies in helping them build and transform their digital teams and capability in limitless ways, and the Nash Squared brand positions us strongly as a platform to deliver on this. It also supports our significant growth plans; as we expect to more than double our global headcount from 2,500 to over 6,000 over the next five years.”

 “It was very important to retain the Nash name in the group brand as it is a uniting factor to so much of what we do. In fact, many parts of the group call themselves Nashers! Becoming Nash Squared reflects the impact we see when our businesses work together. We are an incredible company that is even more powerful when we collaborate, and Nash Squared is the brand that will take us even further.”

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Side has 300,000 active candidates

Randstad NV has announced that Randstad France will acquire Side, a leading end-to-end digital staffing platform in the region. It’s said that the acquisition strengthens Randstad’s offering and market position through increased digital presence and capabilities.

Side was founded in 2016b and are specialists in online recruitment that offers digital staffing solutions to over 2,000 customers. With 300,000 active candidates on their books, they operate primarily in the logistics, trade and service sectors.

The acquisition of Side would lead Randstad towards a strong extension of Randstad’s current portfolio as well as enable them access to new opportunities for existing and potential clients.

Sander van’t Noordende, CEO at Randstad made comment: “The role of technology is becoming increasingly important in the world of HR services. In a tightening labour market, this acquisition would allow us to offer customers and talent a new solution to those looking for a fully digital experience. However, it is our shared values and the belief in the crucial role of the ‘human touch’ underpinned by technology which makes me excited to welcome their great people to our team.”

Pierre Mugnier, Co-founder and CEO, Side also commented: “This acquisition fuels our ambition to offer the best online staffing experience to candidates and businesses. It’s a great recognition of the strength of our team and our unique approach mixing cutting-edge technologies with high quality human touches. We’re looking forward to joining forces with the Randstad Group’s talented teams and combining our online user experience expertise with the world’s largest HR services provider.”

The transaction has been presented to the applicable employee representative bodies and is expected to close in the coming weeks.



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The expansion builds on rapid success across Europe, Middle East, and Asia-Pacific

Enterprise-level talent assessment HR tech business, Sova Assessment, has announced the launch of the business in the US.

Headquartered in London, with international offices in Dubai and Melbourne and a global network of strategic partners, Sova is an end-to-end talent assessment SaaS platform that is aimed at enabling enterprises to make work better for their people.

Sova offers solutions that are as agile and unique as the organisation they partner with and the HR technology combines scientifically strong assessment tools, workflow management and predictive analytics in one fully integrated platform, helping organisations make fast, fair, and data-driven decisions throughout the employee journey.

Sova’s expansion in the US is being led by two industry-leading talent assessment experts. Dr. Charles Handler, internationally renowned industrial psychologist and CEO and founder of Rocket-Hire, will spearhead the US team as President. Based on his 20-year long career working with globally renowned brands like Nike, Fidelity Investments and Delta Airlines to develop effective, legally defensible employee selection systems, Handler has extensive expertise in technology-based assessments and selection science that will drive forward the vision of the business for the US market and beyond.

Dr. Charles Handler, President, Sova Assessment US commented: “Having spent over 20 years in the sector and critically evaluated over 300 firms, it’s clear there’s a tension between the old and the new when it comes to talent assessment. I believe that a more integrated approach that values both science and technology equally – and is truly effective at managing bias – is where the future lies. Sova and I share a passion and commitment to deliver talent solutions for organisations in the US that make no compromise on speed and rigour, to address the needs of a challenging labour market.”

Handler will be joined by Doug Wolf who will assume the role of Managing Director at Sova Assessment US. With a proven track record of leading and growing organisations in the HR technology and assessment space, including Select International, he combines deep industry knowledge and commercial expertise to establish and grow Sova in the US.

Alan Bourne, CEO and founder Sova Assessment also commented: “Sova’s entry into the US marks a significant milestone in our development. Having worked with organisations all over the world, we know first-hand the challenges they face in relation to talent and the need for a more strategic and data-driven approach. I am excited about growing our presence in the US led by renowned industry pioneers in Charles, Doug, and the team, delivering world-class talent solutions for our enterprise customers.”

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Brazilian tech company wins international Work for Tomorrow award 

Brazilian start-up Labora Tech were announced as the winners of Work for Tomorrow, an international competition looking for the best innovations responding to longer and changing working lives.

The Work for Tomorrow competition was launched by The International Longevity Centre-UK (ILC) and is supported by the Innovation Resource Center for Human Resources. They received more than 60 submissions from organisations and individuals across 17 countries.

Labora Tech provides end-to-end HR technology, revolutionising recruitment by matching people to jobs based on their soft and hard skills and provides training, reskilling, and mentoring to ensure employees thrive in their new roles.

Through large scale recruitment drives, its approach reduces bias and supports career changes and flexibility at work.

With more than 20,000 adults already on the platform, the Sao Paolo-based company is looking to expand its business globally to encourage more employers to “retire the CV”, favouring a skills-based approach.

Considering the UK is battling skills shortages like never before, train-and-deploy as well a focus on hiring for soft skills could very well be what employers need to do to mitigate the lack of candidates in the job market.

Sérgio Serapiao, Co-Founder and CEO of Labora Tech, commented: “I am delighted and honoured to win this competition. The competition has shown the quality and power of initiatives all over the world. I am sure we can contribute a lot to codesign the future of work.”

“I truly believe Labora has developed a social technology that can reach a global scale, and make a positive impact to millions of people and thousands of companies, redefining how we work of tomorrow. This award reinforces that we are on the right track.”

Lily Parsey, Global Policy and Influencing Manager at ILC, said: “The world of work is shifting – and quickly. As our working histories become more complex, we’re more likely to change careers and reskill, we need to think about hiring in a new way. Labora Tech takes blind recruitment one step further by really putting skills, not biases, at the heart of recruitment. It’s long overdue that we move from judging people on their CVs to valuing what someone actually brings to a job.”

The second award given at the event was a “Community Award” given to Brave Starts. This UK based community platform helps adults try out new careers by providing them with information, linking them with professionals, and helping them build the right skills for their career leap.

Jodi Starkman, Executive Director of IRC4HR, said: “It has been an honour and a pleasure to support the Work for tomorrow programme. We have been inspired by the creativity and passion demonstrated by all of the competition participants and are especially excited to recognise Labora Tech and Brave Starts. Their innovations are critical to the work of today and tomorrow as we address the opportunities and challenges presented by longevity in all the places where people come together to accomplish shared goals.”

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Employers must adapt to hybrid working to stave off loss of talent

An employee benefits survey conducted by London- and Machester-based tech recruitment firm Burns Sheehan, PixelMax, has revealed that only 4% of employees want to return to the office full time, 82% of employees prefer a hybrid model while 59% rate work-from-home flexibility as the number one choice in employee benefits. Following these findings, PixelMax, a British tech company believes that the virtual workplace is the solution to stemming the supposed “Great Resignation”.

They say that survey results show that if employers don’t empower their employees and adapt to rapidly changing working landscapes, they will lose their existing talent and fail to attract new talent.

The Great Resignation continues to make headline news since record numbers of staff are reported to either leave, walk out of their jobs voluntarily, or opt to work part time as they re-evaluate their work/life balance following the turmoil of the pandemic.

Other results to come out of the employee benefits survey found that 25% of those polled wanted a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.

During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees. Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues. This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce. Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture. The culmination of these issues resulted in the Big Resignation.

Rob Hilton CEO and Co-Founder of PixelMax, commented: “In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”

Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments. If employers don’t act quickly, they will get left behind because hybrid working is expected by employees.

Burns Sheehan Co-Founder, Jon Sheehan, also weighed in: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours. This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.

“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely. If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”



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