Tag: Recruitment

Personality over professional and education, reveals survey

A new survey by small business lender iwoca has revealed the most sought-after skills that small business owners look for when hiring new employees and what impacts their hiring decisions.

With small business vacancies hitting record highs at 575,000 (a 72% increase from the same period last year), the survey revealed that more SME owners are looking for personal skills instead of professional ones when hiring.

The top five attributes were:

  • Honesty (44%)
  • Good personality (38%)
  • A skill set that matches the job description (37%)
  • Experience in a similar position (37%)
  • Good at verbal communication (34%)

According to the survey, the least important attribute was an undergraduate degree, with only 6% of small business owners believing that an undergraduate degree is important when recruiting.

When looking at the impact of recruitment on a business, 15% of small business owners believe that poor hires prevent future company growth and a further 11% agree that it leads to fewer sales.

Flexible working arrangements seem to be one way for new hires to meet their potential. Nearly half of the respondents who offer flexible working believed that these arrangements positively affected productivity. Only 7% said that it had a negative impact.

The survey results indicate that millennial business owners are more likely to offer flexible working arrangements, at 43%, compared to older generations, at 35%.

Seema Desai, Chief Operating Officer at iwoca, commented: “Small businesses employ over two thirds of the nation’s workforce. Some of the perceived barriers to applying for a job, such as having a degree, might not be as high as some job seekers think they are. Our research reveals the importance of strong personal skills when applying for roles, and the importance of hiring to the future growth of any business.”

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“Trinnovo Group is purpose-led with a mission to build diversity, create inclusion, and encourage workplace innovation.” – Richard MacMillan, Chairperson, Trinnovo Group

In April, Trinnovo Group made two announcements: the appointment of Richard MacMillan to the Board of Directors as Chairperson as well as the launch of its fourth brand Equiris Consulting.

NEW CHAIRPERSON
Richard has a 25-year history in the staffing industry was CEO of health and life science staffing and services company called Independent Clinical Services (ICS) for 14 years. He led the growth and diversification of ICS through three periods of Private Equity ownership until it sold in September 2020. During his tenure, ICS completed multiple acquisitions, expanded its international presence, and developed several innovative healthcare services.

Richard commented: “Trinnovo Group is an exciting and dynamic business led by exceptionally talented people and I am delighted to join as Chairperson. Trinnovo Group is purpose-led with a mission to build diversity, create inclusion, and encourage workplace innovation. They have a unique and exciting approach to the full talent cycle. The business is flourishing, and I look forward to working with the team as they continue to diversify the business and grow internationally.”

James Cox, Trinnovo Group CEO also commented: “I am delighted to have Richard join us as Chairperson. Richard’s track record in international growth driven by an entrepreneurial and technology focused approach is second to none. The Board and I are hugely excited to work with Richard and to continue disrupting the recruitment sector via our people and delivering our vision, to be the fastest organically growing and most impactful recruitment business on the planet. Ashley Lawrence continues to support the group working with the Trinnovo Board in his new role as Founder.”

NEW BRAND
The announcement of the new brand, Equiris Consulting will enable high-growth businesses to attract, retain and develop amazing people and high-performing teams that are representative of society by ensuring that the world of work is a more inclusive and equitable place for everyone.

Equiris is a talent consultancy and solutions provider with a diversity, equity, and inclusion methodology that is focused on the full talent lifecycle including attraction, assessment, onboarding, learning and development and retention.

TIARA Recruitment Award winners 2021, Trinnovo understands that every business is unique, and focus on building strong relationships that enable them to truly understand their clients’ business strategies. This focus enables them to embed bespoke talent solutions into clients’ businesses that help them achieve sustainable growth while ensuring that diversity, equity, and inclusion are at the forefront of their strategic agenda. It works closely with its sister brands, specialist recruitment companies Trust in Soda, Broadgate and BioTalent, to offer a full wrap-around DEI focused talent solution.

Cara Myers, Talent Advisory Director at Equiris Consulting commented: “I am so incredibly excited to be launching Equiris Consulting. Across our social enterprise and unique platforms, we have inspired a lot of change within the workplace and worked hard to make it a place that is more inclusive for everyone. We recognised, however, that we have an opportunity to do more, and to not only inspire change but to also work with our clients and partners to offer very targeted DEI focused talent solutions that enable high-growth companies to scale in a way that is diverse, equitable and inclusive.”

James Cox, Trinnovo Group CEO also commented: “The Board and I are hugely excited to launch Equiris Consulting. We created Equiris Consulting because we want to provide solutions that enable high-growth, tech-enabled businesses to grow in diverse and sustainable way. We are on a mission to build diversity, create inclusion, and encourage workplace innovation, and we are excited to see the impact that will be delivered through our new talent consultancy and solutions provider.”

 

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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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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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Rapid growth in demand and shortage of talent creates tricky situation

Industry specialists continue to warn of challenges in finding the right candidates in the current buoyant software recruitment market.

The rapid upturn in demand and a talent shortage is creating a difficult situation for businesses that wish to expand. Specialists warn that companies need to invest sufficient time, money, and expertise in the employment process if they wish to succeed.

Experts say that one of the reasons for the current challenging situation is an increasing number of recruiters in the technology industry, resulting in candidates receiving significantly more cold approaches than before.

Additionally, remote recruiting has sped up recruitment procedures, even though companies have added layers and touchpoints to ensure that they’re hiring the right talent.

Tristan Heywood, Divisional Director at Oakstone International, commented: “I’m 21 years at Oakstone and I can’t remember a time when we have been busier. Literally every tech company is hiring at scale, which is not only driving salaries up, but also challenging candidates to make the right decision – and that situation is unlikely to change in the near future.”

“There are simply not enough qualified/experienced resources to deliver against the demand across every function – whether that’s technical, marketing, consulting or sales – the average candidate is overwhelmed with offers and for many, the primary metric for measuring an opportunity is on the salary rather than a holistic focus on earnings, culture and genuine career prospects.”

“Software is now driving everything – new banks are essentially technology platforms – and traditional industries are being fully automated by tech and therefore the demand for staff is constant and is only getting bigger and greater and more difficult.

“Companies will also have to think about how to sell their brand to attract the right people. Packaging your opportunity based on earning scope, leadership, personal development and culture will be critical. Otherwise you are in a straight salary shoot-out and if you don’t sell a vision then the risk is that highest payer will win”

Dan Hammond-Smith, Divisional Director at Oakstone International, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted.

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed.”

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape.

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even more competitive in the market to succeed.”

All indications are that UK businesses need to continue adjusting and extending sufficient resources in the recruitment process to thrive in the current challenging business climate.

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2022 to be another record-breaking year
According to research from the Association of Professional Staffing Companies (APSCo), vacancies across Wales continue to rise. Vacancy levels in 2022 are set to be 196% higher than the three-year average for 2018 – 2020.

Business intelligence specialist Vacancysoft provided the data, which shows that new jobs were up 88.2% in January this year, compared to the same month last year, marking a new milestone for recruitment levels across the country.

A further finding was that real estate saw the greatest increase in recruitment across all sectors. Jobs in this sector increased by 184% year-on-year, likely due to the unprecedented interest in the Welsh housing market.

The research also showed that IT experts were in highest demand throughout Wales. Throughout the pandemic, recruiting for IT specialists was steady and accounted for 16.3% of all new vacancies across the country in 2021. Jobs in the engineering sector saw the greatest increase, with recruitment up 275.9% year-on-year.

These reported figures are in keeping with trends across the UK which continue to show record-breaking vacancy numbers online. With evident skills shortages across the country, the turbulent, candidate-driven market shows no signs of abating.

Ann Swain, CEO of APSCo, commented: “Despite Omicron threatening the UK’s economic recovery, Wales began 2022 with record-breaking recruitment levels, however, while the professional sectors are currently holding up well, skills shortages are evident across almost every specialism. The data suggests that recruitment demand will only continue to grow across Wales for the rest of this year and with experts such as IT professionals in high demand, but short supply, businesses will find sourcing the best talent becomes increasingly difficult.”

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Jody Robie, SVP North America at Talent Works talks about ‘the what’ and ‘the how’ of hiring talent, fast

The current recruitment market is like never before. It’s a war for top talent and employers need to sell themselves in a way that both attracts and retains the best of the best. Authenticity is also key here, to ensure that candidates make the right choice about the culture and expectations of the company. On top of this, everything is moving at a mile a minute, and recruiters want – and need – instant results. There is no room for a passive  approach to recruiting right now.

The what 

To compete today, companies need to modify their recruitment approach to create the most compelling Employer Brand. Then comes the challenge of communicating that employer brand to the right candidates via your Employer Value Proposition. 

Recruitment teams have to work harder than ever if they’re going to stand out to top candidates and tempt them to join their organization. But with everything moving so quickly, projects that typically take six months need to be ready for market in less than 2 months. Talent leaders need to ensure they can carry out these projects both quickly and effectively, while not compromising on the quality of talent.

The how

  1. Hire at speed

While taking the time to ensure a candidate is the right fit for your business is ideal, it’s becoming evident that a slow and steady approach is now a luxury few employers can afford. Long-drawn-out candidate experiences will only increase the number of applicants who drop out of your recruitment process. Even if your employer branding is ticking all the boxes, candidates want to move quickly. If you have a good feeling about a candidate, you need to snap them up before a competitor does. 

With speed and agility now crucial, how can we ensure this doesn’t come at the mercy of quality? Recruitment projects that would usually take months, are being squeezed into a matter of weeks. To ensure that you’re not compromising on the right talent, and that the talent you have hired will remain, you need to have  an authentic and relevant 2022 employer brand ready to go. 

  1. Create the most attractive employer branding

As such, having a strong employer brand is no longer a ‘nice to have’, but a must. In fact, 72% of recruitment leaders agree that employer brand has a significant impact on hiring. Businesses need to adapt their recruitment approach to focus on raising brand awareness and excitement around your current openings.. 

This means recruitment and the role of recruiters is becoming  more complicated, and understanding how to sell and market your role and your organization is critical. We’re used to candidates having to sell themselves in an interview, but now recruiters are selling a business to a candidate before this can even happen. Just as marketing professionals promote products and services, recruiters are focusing on their organization’s unique selling points and strengths to convince candidates to take the role over another.

When positions are equal in terms of salary, development opportunities and the role itself, employer branding will differentiate one employer from the next. In turn, recruiters need to express enthusiasm for your employer brand right away, expressing the values, overall mission and culture they can expect. Simply saying it’s a “social office” and it has a “great culture” is not good enough in a market this crowded. Instead, look at your recruitment marketing materials and Employee Value Proposition (EVP) to discover what truly makes your workplace unique.

  1. Promote your EVP

This brings me to the final point. A strong employer brand must be supported by a clear EVP. Your EVP gives potential employees a clear cultural direction and something to buy into. Teamwork, principle fulfillment, recognition, rewards and being nice to people – these are all ‘nice-to-haves’, but they aren’t the makings of a successful EVP. 

Instead, here are a few questions companies should be asking when it comes to their EVP: Does your EVP resonate with your employees in their early careers? Is it meaningful and relevant for your employees whether they  have been there for 6 months, or 16 years? Does it say something unique and special about why people want to work for you? Will your executive team stand behind and embrace the messaging?

A great EVP needs to be transparent about your culture, remote policies, covid requirements, etc. In the hiring process, candidates will get a clear sense of the company’s values and self-select out of the application process in the early stages, saving time for HR and recruitment later down the line. While attracting top talent is the goal, laying out unique differentiators  and more intangible elements of the workplace from the start, is now more crucial than ever. 

Standing out in a candidate-driven market 

The power has shifted and candidates are now calling the shots. As such, finding the best possible approach to hiring at pace, but in a way that doesn’t compromise on quality, will be key in creating an effective and lasting Employer Brand. It might take a bit of time, but in the long term, it will be worth it.

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Headcount to grow to 100 in the coming months

Levin Group has announced the launch of Storm3, its HealthTech tech recruitment brand in Singapore. Following the launch of their Amsterdam and Dallas office, Singapore will be the third global office for Storm3 focused on Asia Pacific’s HealthTech market, which includes subsectors like Genomics, Telemedicine, FemTech, surgical robotics, and Smart devices and apps that focus on physical and mental health.

With the health technology sector in APAC growing at a rapid rate and the region coming in second to the US in funding in 2021, APAC secured a total of US$ 8.68B in funding. This is a massive increase from 2016, when the market only raised a total of US$ 4.1B. Storm3 aims to seize the opportunity by supporting the growth of emerging health tech start-ups by providing the niche talent to the sector. Insiders tip Storm3 to become a global powerhouse in health tech recruitment.

Mildred Lim, ex-Phaidon International, will assume the position as Vice President of Storm3 and head up the expansion in Singapore where it will be onboarding 30 micro-niche specialist consultants in April.

Mildred Lim, VP of Storm3 Singapore commented: “We noticed a gap in the HealthTech talent marketplace and as one of the rare specialist recruitment firms in Asia that boast the richest global specialist talent database, we aim to be the touchpoints for both emerging health technology companies and candidates in the markets.”

APAC VP of Levin Group, Candy Choong also commented: “By the end of 2022, we will be bringing our headcount to more than 100 to cater to the demand of emerging markets.” The tech talent recruitment company is also in the midst of launching its next office in Sydney and plans to bring the GreenTech recruitment brand, Storm4 into the APAC market within the year.

CEO of Levin Group, James Brown made comment on the launch of Storm3: “We have seen a strong demand for top tech talent within the Asia Pacific market and our new office marks, not only a milestone for Storm3 in Asia Pacific, but also a recognition of the impact and change that Storm2 has made within the market. We are thrilled to have Mildred and Candy working together, we envision the brand will become the next disruptor of tech recruitment.”

 

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Businesses must hire carefully to find suitable candidates in today’s fast-paced market.

According to global software and fintech executive recruitment consultancy Oakstone International, businesses face a perfect storm due to massive growth and a shortage of suitable candidates.  

With most industries becoming automated by tech, the demand for staff is constantly growing. As a result, many new recruitment companies have appeared in recent years. In addition, remote recruiting, primarily due to the pandemic, has sped up recruitment procedures.  

The recruitment market is increasingly competitive, and potential candidates are getting many more job offers than they were just three years ago. Decisions are typically being based on immediate financial motivation instead of career prospects.  

Companies are encouraged to invest enough time, money and expertise to attract the right people. If different employers offer potential employees roughly the same money, the candidates will make decisions based on leadership quality, market position and working conditions. 

Tristan Heywood, divisional director at Oakstone, comments: “I’ve been in this business for more than 21 years and I can’t remember a time when I was busier. What is very clear is that everyone is hiring, which is not only driving salaries up, but leading to candidates to make poor choices – and that situation is unlikely to change in the near future. 

“The single biggest challenge is that with not enough people for the volume of roles across every function – technically geared, engineering-related and sales – candidates get many more offers and typically will make decisions based on instant financial motivations rather than career prospects. 

“Some recruiters just throw CVs at businesses in their haste to conclude a deal, but we consider that akin to ‘people trading’ and we don’t cut corners. We invest time in finding the right person for each role – putting the wrong candidate up for interview not only damages our reputation but slows or stops the process.” 

Oakstone International divisional director Dan Hammond-Smith, added: “As we continue to move towards a hybrid working model, most clients who we partner with have adapted and adjusted. 

“Those that haven’t – and those that aren’t willing to – will lose candidates because employees are more than ever calling the shots about when they want to be in the office. People’s priorities have changed. 

“There is probably a 20 per cent increase in terms of base salaries within senior technology roles from even where we were last year – coupled expectations of bonus, decent pensions, investment in people’s betterment, learning and well-being – and you have a pretty competitive landscape. 

“At the start of 2021, the standard interview process within technology was 27.5 days – now, for most of my clients, it’s 14 days. That’s because they have now got to be even competitive in the market to succeed.” 

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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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