Tag: HR Tech

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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The TIARA 2022 Talent Tech Star Awards are now open for entries, recognising the best solutions for the HR and Recruitment industry. 

TALiNT Partners have announced that entries to the 2022 TIARA Talent Tech Star Awards are now open.

Commenting on the upcoming awards, Alex Evens, Managing Director of TALiNT Partners said: “After two years of accelerated adoption, talent tech has demonstrated the vital role it plays in improving processes for employers, recruiters and talent solution providers – and enhancing the human element. The value of the global HR Tech market is predicted to grow from $24 billion in 2021 to $35.68 billion in 2028 as the industry adapts to a new talent marketplace – but who will lead the market and drive innovation?

“The TIARA Talent Tech Star Awards shine a spotlight on the best HR and Recruitment technology solutions for employers, recruiters, candidates and contractors. This campaign recognises excellence across a spectrum of awards through five lenses – employee excellence, client service, innovation, growth and purpose – to demonstrate why they are market leaders and how they will scale impact.”

Last year’s Tech Star Awards winners included Pixid, MyDigital, Paiger, Talos360, Arctic Shores, Eli Onboarding, Clear Review, Sonovate, Firefish, Mercury xRM, and Odro (see who won which award here).

The judging process for the TIARA Talent Tech Star Awards is designed around the expectations of buyers and investors, based on key performance metrics, case studies and testimonials. An impressive and influential panel of judges from companies including LinkedIn, ManpowerGroup, SThree, AMS, and the HR Tech Partnership.

Ken Brotherston, CEO at TALiNT Partners also made comment: “The alumni of finalists and winners of the TIARA Talent Tech Star Awards represent challengers, disruptors and transformers across the spectrum of business growth, from high potential, early-stage start-ups to scaling SMEs. What they all have in common is great focus, execution, and ambition. They have validated game-changing innovation and excellent customer service with solid case studies and testimonials.

“This year we will once again celebrate the Talent Tech Stars who are championing innovation in different parts of the talent ecosystem and enabling employers and recruiters to adapt and transform. Our judges will look for good financial performance, well-executed innovation, customer service that’s a cut above, the best return on investment in people and profit with purpose.”

The 2022 TIARA Talent Tech Star Awards is supported by partners including Optima Corporate Finance, 3R, Deloitte and Marriott Harrison.

To find out more about this year’s award categories, judges and partners, as well as to enter, please visit https://talenttech.tiara.talint.co.uk/.

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A big headcount increase is planned for 2022

Arctic Shores, the psychometric assessment company, have announced that it has received £1.5m in venture debt funding from Silicon Valley Bank (SVB).

The raise is said to be used to support Arctic Shores’ aim of ‘changing the way the world sees potential’ in a time where 91% of employers are struggling to find talent amid the skills shortage. The investment will position Arctic Shores to enable employers see more in people that previous experience, with a platform that ‘is built to look beyond past experience, and uncover true potential at work.’

The funding will allow further growth and Arctic Shores is said to be increasing their headcount by a further 20 staff throughout the year.

Arctic Shores joins Wise, HelloFresh and GoCardless as the latest high-growth, tech-enabled organisations supported by SVB.

Robert Newry, CEO of Arctic Shores, commented: “The global skills shortage shows that it’s never been more vital to hire for potential. But, for employers, that requires one big step – scrapping the CV. It might feel like a tough ask. But unless we free ourselves from irrelevant and outdated experience, we’ll never unleash the vast potential of the untapped many, who have the quality but lack the experience. That’s why, with SVB’s support, we’re excited to show the world that it’s not only possible to see more in people, but, with our Talent Discovery Platform, simple and affordable too.”

Ben Tickler, Director of Venture & Growth at Silicon Valley Bank UK Branch, also made comment: “Arctic Shores is an exciting Manchester-based innovation company, and it has been great to be able to support them on their impressive journey of rapid growth. We look forward to a continued partnership with the team as they look to scale further.”

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The Group’s footprint has expanded in the UK, Europe and APAC regions

In a move to expand its international provision of its recruitment operating systems, The Access Group has announced the acquisition of Vincere, which is a global provider of technology to over 20,000 recruitment consultants around the globe. The acquisition is the latest addition to Access Recruitment’s unique service offering and has significantly expanded their international reach across the UK and Europe, as well as the APAC region.

The Access portfolio has been developed and grown over time, and includes a host of acquisitions of a number of players in the recruitment sector. These include Safe Computing, Microdec, Volcanic and First Choice Software. As a division of The Access Group, Access Recruitment, supports agencies from start-ups to scale-ups and large enterprises by providing them with their technology that incorporates the entire front to back-office ecosystem.

Paul Vogel, Managing Director of Access Recruitment commented: “Vincere has built an impressive business serving customers across the globe with their intuitive and pioneering recruitment software. We are excited to welcome Vincere to Access and we look forward to working collaboratively to deliver the best customer outcomes as we accelerate our vision to become the number one provider of recruitment technology in the world. The experienced talent and service capabilities within Vincere will certainly complement our existing wealth of recruitment experience in the Access team”.

Bernie Schiemer, Founder and CEO of Vincere made comment: “We have spoken openly about our ambitions for Vincere to become the clear leader globally in our space. To make that a reality and more than just hot air, we needed to partner with a heavyweight who shares our vision of providing a single operating system for the front, middle and back office of recruitment firms, on a global scale. Access Recruitment’s heritage in the temp space, plus their strength in key areas such as payroll and compliance, made them the natural choice and puts our current momentum on steroids.

“This acquisition puts the mighty Access machine behind us and turns Vincere into an unstoppable force. There are now no limits on how far we can take the platform and the experience we can provide to our customers. The entire Vincere team here is thrilled to join the Access Group.”

 

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Only 42% of tech companies offer training and development

Female employees have gained ground in the workplace, however large skill gaps still exist when it comes to opportunities for professional development and career advancement. This, according to findings released by Skillsoft in its 2021 Women in Tech Report.

The report revealed a misalignment between the workplace benefits women in tech are seeking and what is currently being provided. For example, while 86% of respondents cited that opportunities for professional development and training as extremely or very important to them, a mere 42% said their employers currently offer this as a benefit. Additionally, when asked about the top challenges they have faced while pursuing a tech-related career, nearly a third of women surveyed (32%) pointed to a lack of training.

Potoula Chresomales, SVP, Product Management at Skillsoft commented: “Organisations around the globe are looking for ways to address their skills gaps, and in many cases, the answer lies within via their existing workforce. Women make up less than 40% of the global workforce, and for that number to increase, female employees must be empowered with continuous training, professional development, and career advancement, as well as equal pay. The time is now for organisations to tackle gender disparity head-on. By doing so, we can build more inclusive, equitable, and competitive businesses.”

Skillsoft’s 2021 Women in Tech Report highlights a few ways organisations can better empower female employees. Here they are:

Provide and encourage opportunities for certification

  • When asked how certifications have helped advance their careers, respondents reported gaining more responsibility (52%), earning higher salaries (34%), and receiving promotions (32%), among other benefits.
  • Despite business analysis and cybersecurity being identified as leading areas of interest, just 22 percent and 18 percent of respondents, respectively, hold corresponding certifications. 19 percent report holding no certifications at all.

Make an effort to reduce gender bias in STEM

  • 70 percent of women surveyed reported that men outnumber them in the workplace at ratios of two-to-one or greater.
  • The highest percentage of men in leadership roles have 15 to 20 years of experience versus 26 or more years for women.
  • To encourage more women to pursue tech-related careers, respondents said organisations should provide opportunities for professional development and training (55%), childcare (47%), career coaching, mentoring, and counselling (43%), and an equitable work culture (41%).

Alleviate the unique on-the-job challenges women face

  • More than a third of respondents list their biggest challenge as a lack of equity in pay. This is followed by balancing work and life (36%) and a lack of equity in opportunities (33%).

Ensure training is timely and topical

  • When selecting a training provider, women in tech seek scheduling capabilities (34%), relevant course availability (32%), and opportunities for hands-on practice (32%).
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