Tag: Recruitment

Following lobbying from recruitment sector bodies, the Home Office has announced a further delay to the resumption of physical Right to Work checks.

Since March last year, temporary measures have been in place that allow employers to check potential employees have the right to work using video calls and by accepting scanned documents rather than originals.

However, these measures were due to come to an end on June 21 and from that point employers would have been required to return to conducting in-person checks.

Both the Recruitment and Employment Confederation (REC) and the Association of Professional Staffing Companies (APSCo) had called for this to be pushed back following the announcement of a four-week delay to the easing of the UK lockdown.

The REC estimated that more than 300,000 people a week could be delayed from starting work if the Home Office did not allow digital Right to Work checks to continue during the extended lockdown period.

Last week the Home Office announced an extension of digital Right to Work checks until 1 September, in line with the delay in the lifting of the remaining restrictions.

“This will ensure employers have sufficient time to put measures in place to enable face to face document checks,” it said in a factsheet.

Permanent change next step?

In response to the announcement, Neil Carberry, Chief Executive of the REC, said: “This is a sensible decision that will keep the jobs market moving. We’re pleased government has listened, and we look forward to working with the Home Office on the next logical step – a permanent digital system.”

Both the REC and APSCo have previously called on the government to put in place a permanent digital solution, arguing the success of the systems put in place during the pandemic proved such systems were workable on a long-term basis.

This has also been backed by specialist background screening and identity services firm Sterling.

Steve Smith, Managing Director for EMEA at Sterling, said: “Getting the Right to Work share code process in place over the course of the pandemic has been incredibly valuable for employers. In some instances it has streamlined RTW checks and has the potential to make some procedures more robust. In fact, we’ve witnessed organisations build digital and biometric identity checks into their screening programmes which decreased the potential for identity fraud, and any steps to drive compliance should certainly be welcomed and embraced more broadly.

“While there are circumstances that will necessitate in-person verification in the future, we would be disappointed to see the hard work that has gone into the digital solution over the last 18 months go to waste. It is our hope that the government and the Home Office use this extension period to consider how a hybrid approach to in-person and digital checks could work.”

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There is growing evidence of a serious mismatch between supply and demand in the UK’s jobs market, with vacancies rising at record rates but the candidate pool drying up.

Last week job listing site Reed reported that more than 275,000 new jobs were added to its site in May, the highest monthly total since just before the financial crisis hit in February 2008.

And this week, the ManpowerGroup Employment Outlook Survey reported the biggest boost to the jobs outlook for 20 years as companies recruited at pace to keep up with the reopening of the economy.

Its survey, which collected responses from 1,764 UK employers, recorded a 13-point quarter-on-quarter increase in hiring intentions for the third quarter, with the UK’s growth higher than any European country except for Ireland.

Chris Gray, Director at ManpowerGroup UK, said: “After the weakest 12 months for the UK’s jobs outlook in 30 years, employers are raring to get back to normal and capture the wave of pent-up consumer demand. The employment outlook has seen the sharpest quarter-on-quarter increase since 2002 and the largest year-on-year record to date.

“Much of this is likely to be companies making up for hiring freezes and redundancies undertaken over the past 12 months. The dramatic growth in hiring intentions among small (15%) and mid-sized (19%) businesses – so often the real engines of economic growth – is a shot in the arm for UK plc.”

Taking a long-term view

Similarly, the latest KPMG/REC UK Report on Jobs, compiled by IHS Markit, revealed that demand for workers hit a 23-year high in May.

Interestingly, its survey of 400 recruitment and employment consultancies suggested that businesses were now feeling confident enough to commit to permanent employees, after a period in which many companies opted for temporary hires due to uncertainty over the pandemic.

It reported that in May permanent placements saw the sharpest rise in more than 23-and-a-half years of data collection.

Claire Warnes, Partner and Head of Education, Skills and Productivity at KPMG UK, said: “With demand for workers in May increasing at the fastest rate in 23 years, the jobs market seems to be firing on all cylinders, and we need this momentum to continue for our economy and businesses to fully bounce back.”

Workers in short supply

However, while this increase in confidence is certainly being celebrated, there are also warnings of a shortage of workers.

Warnes added: “The deterioration in staff supply intensified this month, with overall candidate availability declining at the quickest rate since May 2017. This is a worrying trend and the message is clear: we need businesses and recruiters working alongside government to urgently address the skills gap by supporting candidates and employees to upskill and reskill to move into new roles. This will be crucial to our recovery from the pandemic and the levelling up of opportunities across the UK.”

ManpowerGroup’s Gray echoed this sentiment and said that 77% of UK employers were currently struggling to meet skills shortages, with the number having more than doubled from the 35% seen in 2019.

He added: “Sectors like hospitality have never experienced anything like this sudden snapback in hiring. The war for talent is hotting up. Employers are desperate to hire experienced chefs, waiting staff, retail workers and more, not least many due to post-Brexit skills shortages in many of these roles.”

This aligned with data from job boards network Broadbean Technology, which reported that the hospitality sector reported the highest vacancy numbers in May since early 2020, with postings up 34% on April. Retail vacancies soared by 50% in the first three weeks of the month alone.

However, Broadbean had already warned of an 82% decrease in application numbers in April and Managing Director Alex Fourlis said things were only getting worse on that front.

Wage rises inevitable?

“The impact of both Brexit and the pandemic on staff availability is continuing to play out as this demand rises. While we expect this jobs growth to continue, we could soon see the gap in supply and demand drive wages up,” he said.

Already, ManpowerGroup has reported that skills shortages in logistics have led to significant wage rises for drivers, with increases of as much as 20% having already been handed out and “tens of thousands” more vacancies to fill in the sector.

However, Kate Shoesmith, Deputy CEO of the REC, pointed out that employers struggling to find staff needed to consider more than just pay. “Employers must think about how they can attract the staff they need, for example by looking at the wage and benefits package on offer – there is particular demand for more flexible and hybrid work.”

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Jobseekers think it’s easiest to get through a job interview for a role in the transport sector, while technology positions make for the toughest interviews.

This was the finding of research carried out by Reboot Digital Marketing, which cross-referenced Nasdaq listings with Glassdoor to rank the various sectors and companies.

Candidates were least daunted at being put through their paces for jobs in airlines, parcels and logistics firms, with the transportation sector getting a difficulty score of just 2.48 out of 5. Among the companies covered, Old Dominion Freight Line (with an average difficulty score of 2.20) and FedEx (average rating of 2.50) were felt to be the easiest to interview for.

The next easiest sector was consumer services, with job interviews for industries such as hospitality, entertainment and leisure ranked only slightly harder than transport at 2.60. Candidates found interviews for jobs at McDonald’s (1.8) and Walmart (2.20) especially painless.

In third place was the materials sector, which includes jobs in manufacturing, mining and metal refining. Here, the easiest companies were ranked as NextEra Energy (2.60) and Sinopec (2.70).

Tech firms toughest

At the other end of the scale, jobseekers found it most difficult to get through a meeting for a position in technology, which had an average difficulty rating of 3.10.

Perhaps unsurprisingly given it typically subjects potential Googlers to three or four interviews – and this number was once as high as 12 – Google had the highest difficulty rating in the sector at 3.30. The next hardest company to interview for was NVIDIA at 3.20.

The second toughest sector was found to be consumables, with an average difficult rating of 3.0. Interestingly, among the firms analysed, those selling alcohol proved toughest for jobseekers.

Brewer Anheuser-Busch proved the trickiest for candidates to make a good first impression on, with its score of 3.30 putting it right up there with Google in terms of interview difficulty. Fellow beer and spirit producer Diageo was the second most difficult at 3.10.

The energy sector was ranked the third hardest with an average score of 2.96. However, included within the category there were a couple of firms believed to be easier to meet with, with both TOTAL and Duke Energy Corporation scoring below the sector average at 2.80.

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A new report from Gambit Corporate Finance’s Human Capital team sets out why business owners have a crucial six-month window of opportunity to capitalise on favourable market valuations, consolidation, hiring and demand trends before anticipated changes to the Capital Gains Tax regime are implemented.

The report, Human Capital Exit Timing Considerations, highlights the following key points:

Rising valuations – The Human Capital sector has seen a significant recovery in valuations since the initial onset of the pandemic, with valuation multiples doubling in the last twelve months – buoyed by interest from private equity companies who hold a record £1.7tn of dry powder.

Increasing consolidation – Recent quarters have seen a sharp rise in M&A volumes, driven by anticipated potential changes to rules around CGT, an abundance in the availability of capital from a supportive and flexible debt market, and cash reserves of publicly listed Human Capital companies have more than doubled over the last 12 months to 121%, enabling greater levels of strategic M&A.

Positive hiring outlook – Recent hiring data shows that job vacancies in the UK rose at the fastest month-on-month rate in 23 years in April according to the REC, driven by improving business confidence, skills shortages and a resurgence of permanent recruitment activity.

Sectors in demand – Covid-19-resilient staffing sub-sectors such as healthcare, IT, Professional and Engineering continue to see robust levels of acquirer demand as well as hiring resilience and buoyancy. Technology enabled assets in these markets are also attracting enhanced appetite amidst a wider ‘consolidation wave’ for staffing platforms.

Geraint Rowe, Partner at Gambit Corporate Finance and a Judge for the 2021 TIARA Recruitment Awards, commented: “This is a crucial six-month period for Human Capital business owners considering an exit to capitalise on optimal conditions for maximum value realisation. With CGT changes firmly on the agenda for the Autumn Budget, it is of paramount importance that business owners fully consider and analyse their realisation strategies with expert advisors to ensure that the window of opportunity is not missed.”

Simon Marsden, Director, Human Capital, added: “Market fundamentals remain strong, with demonstrable buoyancy across key metrics such as deal volumes, valuations, hiring data and levels of sub-sector activity. Human Capital business owners considering an exit are in the driving seat and have six months to ensure the value in their shareholding is optimised before any changes to CGT are announced in the Autumn.”

To read the full report, click here.

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The UK looks set to avoid the mass unemployment predicted at the outset of the pandemic if the latest Office for National Statistics (ONS) figures are anything to go by.

While employment had generally been falling and unemployment rising since the onset of the crisis, the situation was reversed in the first quarter of this year, with the ONS describing the jobs market as showing “some early signs of recovery”.

The employment rate was up on the previous quarter, rising to 75.2%, while the unemployment rate fell over the same period to 4.8%.

HMRC figures were also indicative of a recovery under way, with the number of payrolled employees rising by 97,000 in April, marking the fifth consecutive monthly rise. However, it’s worth noting that this total is still 772,000 lower than the pre-Covid-19 level.

In response to the figures, Neil Carberry, Chief Executive of the Recruitment and Employment Confederation (REC), said: “Today’s figures show the labour market remained very resilient during the latest lockdown, and even show the beginnings of the recovery in hiring that business surveys are suggesting.

“The fact that the number of payrolled employees increased during January-March alongside the headline employment rate is also a positive sign. With the announcement of lockdown easing in February and restrictions starting to lift in March, business confidence has grown, and we can see that in the growing number of job vacancies – especially in sectors like hospitality.”

Employer optimism at eight-year high

This positive sentiment was backed up by the CIPD/Adecco Labour Market Outlook for spring 2021.

This survey of 1,000 employers found that optimism about hiring among employers had risen to the highest level for eight years.

The report also noted that employers across all three major sectors – private, voluntary and public – were all planning to add more jobs than they cut, and that the buoyancy even extended to hard-hit sectors such as hospitality and retail.

Only 12% of employers were planning redundancies in the next three months, taking this measure below the pre-pandemic level of 16% for the first time since the crisis began.

There was also good news for employees on pay, with basic pay expectations set to increase from 1% to 2% in the next 12 months.

However, Gerwyn Davies, Senior Labour Market Adviser at the CIPD, said employers needed to consider more than just pay when hiring.

“More jobs and improved pay prospects should give us all reason to cheer, but a solid jobs recovery must be focused on better jobs, not just more jobs,” he said. “To offset the emerging threat of recruitment difficulties, employers should be reviewing not just their recruitment practices, but also the quality of work they offer – such as employment conditions, the possibility of promotion, training opportunities and the right balance of flexibility and security. There’s more to good work than raising wages.”

Recruitment difficulties ahead?

This idea that employers will need to work hard to attract workers was something Pertemps chairperson Carmen Watson also picked up on as the company released the CBI/Pertemps Labour Market Update.

“There is still a reluctance from employees to seek new roles as they remain concerned over job security. Recruitment firms will play a key role in engaging and securing key talent for organisations,” she said.

Tania Bowers, Legal Counsel and Head of Public Policy at the Association of Professional Staffing Companies (APSCo), added that the government also had a role to play in helping the jobs market recover: “In order to continue on this positive trajectory, working practices and employment law need to be fit for the modern world. How businesses are run and how recruitment is managed is different in a remote working environment and it’s critical that the relevant authorities are providing the necessary support that organisations currently need.

“The recent delay to a return to in-person Right to Work checks is one move that APSCo has welcomed – though we are urging the Home Office to prioritise the adoption of technology to switch to digital checks.”

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Staffing firms made up 10% of the 325 organisations shortlisted across four main shortlists by Best Companies – from the top 100 Small, Mid-sized, and Large businesses to the 25 Best Big Companies to Work For.

Based on an annual survey of employee feedback, the rankings were revealed at the Best Companies Live event, hosted by BBC’s Dan Walker, on Friday 20th May.

Only three staffing firms were shortlisted in the UK’s 100 Best Large Companies to Work For 2021, where organisations must employ between 200 – 1,999 full-time employees and achieve one of the 100 highest BCI scores in the category. These included: Randstad UK (38), gap personnel (56) and Pertemps Recruitment Partnership (93).

Ten made it onto the top 100 Best Mid-sized Companies to Work For 2021, which must have at least 75 full-time employees. These included:

  • LHi Group (6)
  • Premier Group Recruitment (20)
  • Trinnovo Group (27)
  • Roc Search (28)
  • La Fosse Associates (46)
  • Charlton Morris (53)
  • Cook Investment Group (62)
  • MSI Group (90)
  • Prospero Group (94)
  • MCG Group (97)

Apprentice training specialist Educ8 Group took the top spot with another training provider for young talent, MPCT, ranked 13. Human capital investment company Bluestones Investment Group (81) also made the list.

Nineteen recruiters made the UK’s 100 Best Small Companies to Work For with at least 25 full-time employees this year. These included:

  • Oscar (5)
  • Oyster Partnership (12)
  • Eton Bridge Partners (14)
  • Square One Resources (16)
  • SF Recruitment (18)
  • Gleeson Recruitment Group (21)
  • Eames Consulting Group (35)
  • Quanta Consultancy Services (36)
  • deverellsmith (38)
  • New Street Consulting Group (39)
  • Wilton & Bain (41)
  • Prime People Plc (44)
  • Searchability (45)
  • Empiric Solutions (49)
  • Boss Professional Services (51)
  • Optimus Search (54)
  • InterEx Group (56)
  • Franklin Fitch (64)
  • Leathwaite (95)

A number of talent tech and training firms also made the list. These included: AI-powered matching platform SourceBreaker (10); healthcare recruitment investor Hunter Gatherer Group (17); e-learning provider High Speed Training (19); inhouse recruitment tech provider networx (46); re-skilling and upskilling specialist LifeSkills Solutions (52); and employer brand and recruitment marketing solution Talent Works International (93).

“It’s good to see so many staffing and talent tech firms aspiring to be great employers, demonstrating excellence in employee engagement and showing that the sector practices what it preaches,” said Alex Evans, Programme Director of TALiNT Partners and its TIARA awards programme. “Best company to work for awards enable recruitment firms to differentiate themselves from their competitors to not only win new clients but attract the best candidates and consultants in an intensely competitive market.”

Finalists for the TIARA Talent Tech Star Awards were revealed last week and entries are still being accepted for the TIARA Recruitment Awards.

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Businesses rushed to hire more staff as they prepared for the easing of lockdown measures that came into play this week.

Companies across the UK posted 181,000 new job adverts in the first week of May, following a post-pandemic record of 211,000 new job listings in the final week of April.

According to the REC’s Jobs Recovery Tracker, this meant there were a total of 1.53 million active job postings in the UK in the first week of this month.

Neil Carberry, Chief Executive of the REC, said: “The jobs data continues to give us good news for the recovery. Since governments across the UK announced plans for easing lockdowns, we’ve seen a robust and rising rate of new job ads being posted.

“As restrictions ease, those numbers have continued to rise. Business leaders are feeling more confident now than at any point during the past year.”

Unsurprisingly, job listings were dominated by sectors where activity has been heavily curtailed throughout the pandemic.

Teachers and other education professionals were the profession with the highest weekly increase in demand during the first week of May, with listings up 22.1%.

Hospitality boom

There was also strong growth in jobs for hospitality and leisure workers, with bar staff ads up 17.5%, waiting staff demand up 9.9% and hotel and accommodation manager listings rising by 10.3%.

The REC data was backed up by research by job search engine Adzuna, which said that hospitality and catering jobs had risen by 188% in the seven weeks to the first week of May.

It said the sector was seeing the fastest recovery by some distance, with logistics and warehouse, retail, legal and manufacturing roles making up the rest of the top five sectors for growth in job listings.

Andrew Hunter, Co-founder of Adzuna, said the rapid hiring in recent weeks had led to “hot competition” for staff, particularly as many hospitality and retail workers had left the industry over the past year.

He added: “There are also far fewer foreign workers seeking employment in the UK, with overseas interest in UK jobs more than halving from before the pandemic, hitting these industries hard. UK employers can no longer rely on overseas workers to plug employment gaps.”

The shortage of candidates in some of the sectors currently seeking staff was also noted by Matthew Mee, Director of Workforce Intelligence at Emsi, which works with the REC to produce the Jobs Recovery Tracker.

“With the workforce shrinking significantly over the last 12 months (a combination of Covid, furlough and Brexit), we’re hearing strong anecdotes from our recruitment clients of an increasingly tight labour market in a number of sectors – particularly those that aren’t currently listed on the Skilled Worker Occupation Shortage list.”

Recruiters ‘sought after’ partners

While this supply/demand imbalance may be bad news for companies in some sectors, it appears to be good news for the recruitment sector as firms look for help sourcing staff.

The latest Recruitment Trends Snapshot report from the Association of Professional Staffing Companies (APSCo) reported “massive spikes” in year-on-year vacancies and placements in the professional recruitment sector.

It found that while permanent vacancies were down slightly in April when compared with the previous month, they were up 90% year on year, while contract roles rose by 83%. Permanent placements were up 82% on the same basis, while contract roles rose by 68%.

Ann Swain, Chief Executive of APSCo, said: “This data points very clearly to the ongoing value of the recruitment sector to the economy as organisations look for help to find the right skill sets.

“While the last year has been very tough on business and there has undoubtedly been redundancies, the annual increases in vacancies show that while there may be more candidates on the market, professional sectors still have niche skill shortages, and our profession will continue to be a sought after expert partner to help source those skills.”

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In what should prove good news for both recruiters and job seekers, the latest data suggests the recovery in the UK jobs market is running far ahead of the country’s roadmap back to normality.

Despite the country being in lockdown, the first quarter of this year saw vacancies increase 20% on the final three months of last year, according to job boards network Broadbean Technology.

Even more encouragingly, the rise in job postings was not matched by applicant numbers, with these rising just 4% over the same period. The number of applicants per vacancy was down a dramatic 34% on the same period last year.

All of this points to the possibility of a return to a war for talent in the UK recruitment market, said Alex Fourlis, Managing Director at Broadbean Technology.

“It is surprising that in the first three months of the year, employers actually received less applicants per job compared to the same period last year. And while we can’t say whether the war for talent we are seeing in some sectors has returned for good, there are clear signs that the struggles employers had faced sourcing hard-to-find skill sets in areas that have notoriously faced a dearth of talent – including tech and life sciences – are starting to surface once again.

“It will be interesting to note how his plays out over the coming weeks and months, but one thing is for sure: we are starting to see parallels to the pre-pandemic employment landscape.”

Caution remains

However, the latest JobsOutlook data from the Recruitment & Employment Confederation (REC) suggested that employers may be taking a cautious approach as the country starts to reopen for business.

While its first quarter survey of 600 employers showed a clear rise in the level of confidence in the UK economy during the period, it seems companies do not yet feel certain about committing long term to workers.

Employers’ plans to hire permanent staff in the short term remained unchanged in the survey, but the news was much more positive when it came to temporary staff.

The desire for temporary agency workers jumped significantly, with hiring intentions for temporary workers in both the short and medium term rising to the highest level since mid-2018.

Neil Carberry, Chief Executive of the REC, said: “For the past few months, firms have been getting more positive about their prospects, but have been more cagey about the broader economy. This data shows that confidence is spreading more widely now – and it is feeding through to hiring in a much more substantial way.

“It’s no surprise that this report shows the value of agency work – it is a huge benefit to the UK, getting people into work quickly and helping businesses hire in uncertain times.”

Young faring betting than old

It may be younger people who now stand to benefit most from the fledgling confidence in hiring. While the fact that young people have been disproportionally affected by job losses has been much reported over the past year, new data from the Institute of Student Employers suggests things may be turning around for those at the beginning of their career.

Most of the UK’s top graduate employers are hiring at least as many graduates as last year, with 36% increasing their intake.

While 16% have cut graduate jobs compared to last year, this is a big improvement on last year, when 44% reduced numbers during the height of the pandemic.

Employers also said they were hiring more school leavers. Almost a third (31%) are increasing their recruitment levels from last year and 57% are hiring the same number.

Stephen Isherwood, Chief Executive at the ISE, said: “Employers are optimistic that we’re reaching the end of the pandemic, but not that the economic crisis is over. However, early indicators show that the market is on the upturn and there will be more employment opportunities for young people this year.”

Unfortunately, at the other end of the career cycle things are not looking so rosy. A report released by the Resolution Foundation last week found that the pandemic had led to the biggest annual employment fall for workers over 50 since the 1980s.

Its research found that the decline in the employment rate for over-50s had been twice as large as for those aged 25-49, and ONS figures showed there were 109,000 more unemployed workers aged 50-64 than a year earlier.

Unemployed workers in that age group took the longest to return to work after losing their job, and also faced the biggest income drop when doing so.

Nye Cominetti, Senior Economist at the Resolution Foundation, said: “In the face of the current crisis, unemployed older workers may have to either work for longer to make up for these negative employment effects, or retire earlier than they planned to.

“The government must ensure that older workers are not forgotten in the design and implementation of schemes created in the wake of the crisis to help people back into work.”

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Three recruitment companies have won prestigious Queen’s Awards for Enterprise, which recognise outstanding performance in international trade, innovation, and sustainable development.

This year marks the 55th Anniversary of the Queen’s award, which was originally established by HRH The Duke of Edinburgh as Her Majesty’s Awards in 1965 and subsequently led to the creation of the Queen’s Award to Industry. The Queen’s Awards for Enterprise are made each year by the Queen and are awarded on the recommendation of the Prime Minister following a rigorous application process.

Specialist ICT Recruitment & Project Solutions Consultancy LA International won the Queen’s Award for International Trade for outstanding continuous growth in overseas sales over the last six years. This is its second Queen’s Award, having previously won it in 2015. “I am delighted and honoured that LA International has again received this internationally recognised and highly sought after award for a second consecutive 5 year term in recognition of our contribution to flying the flag of British enterprise,” said Founder, Chairman & CEO Paul Lukic.

Temp, perm and RPO specialist recruiter nGAGE also won a Queen’s Award for overseas growth, with international sales increasing year on year from £681,000 in 2015 to £91,999,336 in 2020, driven mainly by the US and Northern Europe. “We are delighted and honoured to be receiving the Queen’s Award for Enterprise and to be recognised as one of the best UK companies to be operating successfully on the global stage,” said Tim Cook, CEO of nGAGE.

Specialist audio and entertainment technology recruiter Interfacio was the third agency recognised out of 205 companies – also for sustained international growth between 2014 and 2020. With North America, Europe and APAC now representing over 80% of the company’s business, it added a specialist Research and Development Engineering capability to focus on critical engineering hiring which has strengthened its presence in Asia Pacific (which now makes up one fifth of its non-UK business).

“Recruiting in international markets requires experience, expertise, and high sensitivity to differences in communication and business cultures,” said founder and Managing Director Richard Wear. “Recent search project successes for clients in Norway, Denmark, Austria, Germany, France, Italy, Spain, Russia, China, Canada and the US illustrate the depth and strength of the capability we now have internationally.”

Winning with awards

The next webinar in TALiNT Partner’s PointSix programme of events for agency, talent solution and HR Tech leaders will offer practical insights on why and how to win industry and business awards from expert awards consultant Donna O’Toole, founder of August Awards & Recognition.

“Donna has an unrivalled success rate for prestigious accolades like the Queen’s Awards and the Queen’s Honours List and we’re delighted that she will bring her expertise to PointSix,” said Alex Evans, Programme Director of TALiNT Partners and former head of the National Business Awards, who will also offer insight on how to win TIARA awards and maximise recognition to a targeted audience of HR leaders.

“We will share top tips for choosing and winning the right awards to support a range of objectives, from retaining talent and winning new business to attracting investors and building personal profile as an industry champion and media commentator.”

If you would like to attend this PointSix webinar on How to win with your awards strategy, register now at https://www.talint.co.uk/events/awards-webinar/.

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The increasing trend towards remote working caused by the pandemic is leading firms to look further afield for contract workers.

According to a recent analysis by 6CATS International, in Q1 there was an increase in demand for contractors outside Europe, with opportunities booming in India and South Africa in particular.

Stefanie Cook, Sales Director at 6CATS International, said: “Destinations such as France, Belgium, Germany and the Netherlands have long been hotspots of activity, but we’re increasingly seeing contractors, recruiters and end clients looking beyond Europe, with South Africa and India currently leading a significant proportion of the demand for contractor management solutions.

“Much of this shift has arguably been driven by the uptick in remote working options for contract professionals – meaning that recruiters and hirers are less limited by borders when sourcing temporary experts.

“Instead, we are increasingly seeing staffing businesses able to take a more strategic standpoint and focus on where the talent can be found, without concerns around in-country right to work regulations, immigration checks and visa requirements.”

On a sector basis, demand for contractors was highest in the pharmaceutical area, with oil and gas, engineering and IT also seeing a rise in activity in the first quarter of 2021.

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