YOUR REGION: United States

Tag: Recruitment

2 in 3 Brits unwilling to travel over 20 miles to work

New survey: Younger employees are reluctant to commute post-pandemic

Data analysing how far people are willing to commute in 2023 questions whether businesses are at a disadvantage when it comes to accessing the best talent pools in the post-commuting era.

The latest survey on commuting habits, carried out by recruitment experts, Forward Role, compares data they carried out nearly a decade ago when 86% of the UK worked from the office five days a week.

In 2014, 72% of respondents were willing to commute more than 20 miles to work – In 2023, the figure dropped to just 26%. Only 1 in 100 of 2014 respondents said they would only be willing to travel 10 miles or less for their commute. This has rocketed up to more than a third (34%) of people in 2023. On the other end of the spectrum, more than 1 in 6 people (16%) were willing to commute over 40 miles to work in 2014, but in 2023 it was ten times less at just 1 in 60 (1.5%).

The survey revealed that 25-35-year-olds were the least likely to travel more than 40 miles for work in 2023 (<1%), while over 55s were the most likely (33%). In 2023, respondents are more likely to travel between 30 and 60 minutes for work, but less likely to commute longer than this than they were in 2014.

Negative attitudes towards commuting have accelerated due to the pandemic and a 6% price hike in train fares in March – the biggest increase in a decade.

In 2014, 28% of employers offered home working options to their staff. In 2023, the figure jumped to 79% of respondents working from home at least once a week, with 1 in 20 working completely remotely. 34% would prefer to work from home “twice a week.” The survey revealed 66% of respondents felt pressure to work from the office more often than they currently do.

Brian Johnson, Managing Director at Forward Role, said, “The pandemic has had a lasting impact on the UK jobs market, putting flexibility and remote working right at the top of the list for both those established in the workforce and those entering it. Employers who can recognise the new landscape have a chance to capitalise on it — but only if they’re willing to compromise.”

The Forward Role study is available here

Share this article on social media

LinkedIn unveils AI tools for smarter recruiting

Enhanced personalization and targeted outreach efforts

LinkedIn has unveiled two new tools enhanced by AI capabilities, aiming to empower talent acquisition professionals in their search for suitable job candidates and strategic outreach efforts, according to the company’s recent announcement.

The first tool, incorporated into LinkedIn Recruiter, is the Likelihood of Interest feature. This innovative tool employs AI algorithms to pinpoint potential candidates who are more inclined to engage with recruitment specialists regarding available positions. Additionally, the AI-Assisted Messages tool leverages generative AI technology to craft personalized InMail messages directed at candidates.

LinkedIn’s Talent Blog recently featured an entry by Bruce Anderson, a content marketer and editor, who noted that a significant 74% of hiring professionals anticipate that integrating generative AI into their recruitment processes will streamline repetitive tasks, enabling them to dedicate more time to higher-value strategic endeavors. These expectations are gradually coming to fruition, Anderson observed.

Emphasizing the importance of personalization in LinkedIn recruitment, Anderson highlighted that while effective, tailoring messages requires dedication and time. Recruiters adopting personalized InMail messages have observed a notable 40% surge in acceptance rates.

Through the AI-Assisted Messages tool, recruiters have the capability to compose distinct messages by drawing from a candidate’s profile details, encompassing skills, experience, and their Open to Work status. This information is then merged with pertinent company details and information about the open role, such as job title, responsibilities, location, and salary. Customization options are available, enabling recruiters to fine-tune the AI model’s selection of fields and even edit the message content directly.

The second tool, the Likelihood of Interest feature, equips hiring professionals with the ability to identify candidates who are highly or moderately likely to display interest in an available position. This indication is prominently displayed on a candidate’s profile card within the LinkedIn Recruiter platform. The AI-driven tool assimilates and interprets various LinkedIn data points, such as Open to Work status, acceptance of InMail messages, affiliations with companies that have undergone recent layoffs, and demonstrated interest in the hiring company.

Once suitable candidates are identified, recruiters can promptly send them customized messages, streamlining the outreach process and enabling recruiters to allocate more time to cultivating robust candidate relationships, as highlighted by Anderson.

In the current landscape, generative AI programs are gaining traction within the realm of human resources. Prominent industry players like Microsoft, IBM, and Google Cloud have introduced tools that facilitate HR-related tasks like formulating job postings, identifying potential candidates, and managing employee inquiries. Despite this technological progress, the significance of personalization in the recruitment process remains paramount, particularly in the pursuit of recruiting success.

Share this article on social media

London’s tech market shows green shoots of recovery

Tech job vacancies increase by 26%

London’s bruised technology sector is slowly bouncing back  – in June new tech job roles within tech firms increased by +10.3% on the previous month, and by +25.7% in May.

When looking at technology roles based in non-tech companies, London job volume was only marginally down in the past month (-1.52%) and saw a marginal increase of +11.48% in May.

The new report from recruitment specialists Robert Walters and jobs market intelligence firm Vacancysoft reveals that if job volume for tech-based roles continues at the same pace – London would still be -54.2% down, compared to 2022.

Early March saw the collapse of Silicon Valley Bank – sending shockwaves through the global tech market, with investors holding back to see what the fallout may be. The following month saw tech giant Meta layoff 4,000 employees, with Google’s parent company Alphabet announcing 12,000 job losses at the start of this year, and Twitter’s new CEO Elon Musk cutting his company headcount by 80% since taking over at the end of 2022. The ramifications were felt in London, with tech job roles within tech companies, plummeting by -50.4% in April (vs the previous month), and non-tech firms by -37%, according to the Robert Walters report.

Job creation for software developers and engineers has returned to pre-pandemic levels – accounting for 28% of all London-tech roles currently advertised. Tech Management and Infrastructure roles have also increased – accounting for 23% and 14% of all roles advertised for, respectively, with a +2% increase.

The only two sectors that have surpassed the volume of tech roles that have been hired for this year compared to 2022 are Not-For-Profits (+72%) and Industrials and Engineering (+17%). London’s banking and financial services sector continues to invest back into its tech function – with 28.8% of all new London roles coming from this market. This year, the volume of new tech roles across UK banks NatWest Markets and Lloyds has increased by +72.5% and +48.4% respectively.

James Chaplin, CEO of Vacancysoft said: “While tech companies may have cut back on their recruitment this year, the industry is taking an ever-increasingly important role in the London economy. With that, we are forecasting the sector to rebound next year, as the economy normalises.”

Ben Litvinoff, Associate Director, of Technology at Robert Walters said:  “The early signs of job flow returning are linked to considered and business-critical hires, the return of transformation and change projects which may have been put on hold at the start of this year, and investor activity slowly returning leading to a rise in demand for developers and infrastructure specialists. Much like in any industry, the largest players can have a notable impact on business and investor confidence.”

Share this article on social media

Gen Z jobseekers turn to AI to keep ahead of the competition

AI interview coach helps jobseekers secure entry-level jobs

Gen Z, IT, Healthcare and Social Care workers are most likely to use AI to help them prepare for a job interview, according to new data.

Since launching in June, Adzuna’s free AI interview coach tool Prepper has gained momentum among jobseekers, with daily users topping 2,000 just 10 days after the tool went live. Based on the advances in large language models (LLMs) alongside Adzuna’s proprietary data and expertise, Prepper allows jobseekers to prepare for job interviews at any UK or US company, by generating questions, based on information from the job ad, as well as coaching them on how to best respond.

The research analysed Prepper users to reveal which sectors are most likely to use AI within their job search, as well as which companies those job seekers are interviewing for. Workers within the IT sector are most likely to use AI to prepare for a job interview, with Software Engineers, Product Managers, Software Developers, Data Analysts, and Data Scientists all featured within the top 20 roles using the tool. The Tech sector has been widely affected by the recent downturn, with June 2023 seeing 101,768 IT vacancies in the UK, down -41.3% year-on-year, fuelling jobseekers’ interest to get ahead of their competition.

Gen Z is becoming more reliant on AI to make up for their lack of interview experience and secure entry-level roles ahead of their competition. Previous Adzuna research found that around 44 graduates will be vying for every available opportunity in summer 2023, up from 36 graduates per role a year ago, with 570,000 UK students set to graduate this year according to figures from HESA.

Health and Social Care workers are also proving to be early adopters of AI for job search, with Care Assistants, Hospital Porters, and Healthcare Assistants among the top 20 roles using Prepper.

Prepper users were most likely to simulate job interview questions for Amazon, the NHS, and Google. The Civil Service and the UK Police also ranked among the top 10 companies for simulated interview questions.

Adzuna data also reveals an explosion in employers seeking job seekers with generative AI skills in the last year. The US currently boasts the highest number of generative AI vacancies, with 3,575 job openings requiring related expertise in June 2023, up from 1,698 a year ago. Germany (819 in June 2023) and the UK (353).

James Neave, head of data science at Adzuna, said: “Jobseekers are jumping on new AI tools to help them get ahead of the competition and land a job. Interviewing in particular can be one of the more stressful processes when finding a new role, so AI tools like Prepper that can help jobseekers build their confidence and prepare for tricky questions ahead of an interview are proving popular. In an increasingly competitive jobs market, this can help set jobseekers apart from other candidates.”

 

Share this article on social media

Tesla accelerates expansion into Malaysia

Green mobility initiatives and job opportunities follow

Tesla Sdn. Bhd. (Tesla), a renowned American multinational electric automotive manufacturer, has revealed its strategic expansion plan into the Malaysian market in response to the Battery Electric Vehicle (BEV) Global Leaders initiative introduced by the Ministry of Investment, Trade and Industry (MITI).

The company has chosen Cyberjaya, Selangor, as the location for its head office and service center, which will serve as the central hub for all corporate operations, marketing, training, customer support activities, and vehicle services. The facility will be equipped with state-of-the-art diagnostic tools and manned by trained Tesla technicians to provide top-notch after-sales services to customers.

Tengku Datuk Seri Utama Zafrul Aziz, the Minister of Investment, Trade and Industry (MITI), expressed his pleasure at Tesla’s decision to expand into Malaysia. He stated that Tesla’s commitment to sustainable mobility is aligned with Malaysia’s vision for a greener future and fits well with the New Industrial Master Plan 2030’s push for net zero. MITI aims to attract companies like Tesla to enhance domestic suppliers’ position in global value chains, open up new ‘greener’ economic opportunities, and create higher-paying jobs for Malaysians. Tesla’s presence is expected to boost Malaysia’s pro-business and pro-investment credentials on the global stage, attracting more multinational investors who share the nation’s vision of sustainable and inclusive economic growth.

The Malaysian Investment Development Authority (MIDA) has already approved 58 projects worth RM26.2 billion in the EV sector and its related ecosystems between 2018 and March 2023. These investments cover various areas such as EV assembly, manufacturing of EV parts and components, and charging infrastructure.

MIDA Chief Executive Officer, Datuk Wira Arham Abdul Rahman, commended Tesla’s investment in Malaysia and emphasised that electric mobility will play a significant role in the country’s sustainable development journey.

Isabel Fan, Tesla’s Regional Director, expressed excitement and optimism about the expansion into Malaysia. She stated that Tesla is committed to accelerating the world’s transition to sustainable energy and has unveiled a comprehensive development plan for an experience center, service and support, and charging infrastructure in Malaysia.

Tesla’s steadfast commitment to innovation, sustainability, and customer satisfaction positions the company to revolutionise the Malaysian automotive market and contribute significantly to the nation’s environmental goal of becoming carbon neutral by 2050. This goal is in line with Malaysia’s pledge to reduce carbon emissions under the United Nations Framework Convention on Climate Change (UNFCCC).

Moreover, Malaysia aims to achieve at least 15% of xEVs out of the total industry volume (TIV) by 2030 under the Low Carbon Mobility Blueprint (LCMB) 2021-2030 and 38% of xEV by 2040 under the National Energy Policy (NEP) 2022-2040, with plans to build 10,000 charging facilities by 2025.

In June, ahead of its setup, Tesla Malaysia conducted a walk-in recruitment day, which attracted thousands of job seekers interested in various positions, including sales advisors, enterprise sales advisors, delivery advisors, customer support specialists, and service advisors.

MITI highlighted that Tesla’s presence in Malaysia is expected to create skilled and well-paying job opportunities in the BEV segment and increase local companies’ participation in the Tesla ecosystem, both domestically and globally. This move aligns with Malaysia’s vision of fostering a greener future and sustainable economic growth.

Share this article on social media

Job ads in Australia decline as labour market tightens

Number of online job posts drop by 10%

According to ANZ Bank’s ANZ-Indeed Job Ads data, job advertisements in Australia experienced a 10% year-on-year decline in June 2023, on a seasonally adjusted basis.

This marks a further decrease from the 6.1% annual decline observed in May 2023.

On a month-on-month basis, the number of job ads fell by 2.5% after making seasonal adjustments. In trend terms, the decline in job ads for the month of June was 1.1%. While ANZ-Indeed Australian Job Ads have fallen by 10.8% since the peak in September, they still remain relatively high compared to historical levels.

Madeline Dunk, an economist at ANZ, commented on the situation, stating, “ANZ-Indeed Australian Job Ads continued their downward trend, with a 2.5% month-on-month decline in June. Despite this dip, job ads are still 47.5% higher than pre-pandemic levels, indicating a tight labour market.”

Dunk further noted that employees are responding to the tight labour market conditions by taking on additional hours or even second jobs. She emphasized that it will take time for the labour market tightness to ease, but the overall trajectory suggests a continued and orderly moderation in job ads.

Callam Pickering, a senior economist at Indeed, added, “Recruitment as a whole remains challenging, with talent shortages widespread, even in sectors where job ads have significantly decreased. However, the high population growth combined with the ongoing decline in job ads is expected to alleviate these shortages throughout the remainder of the year.”

Pickering also highlighted that the decline in job ads this year has been particularly prominent in Victoria and New South Wales, with more modest decreases observed in other states and territories. Furthermore, job ads have fallen in three-quarters of the sectors analysed by Indeed, with food preparation, software development, and personal care experiencing the most significant declines.

ANZ Bank’s job ads data is based on information obtained from various sources, including Indeed (au.indeed.com), Workforce Australia, Department of Employment and Workplace Relations (workforceaustralia.gov.au), Seek (seek.com.au), and newspaper job ads.

Share this article on social media

Online recruitment in India declines

June 2023 sees 3% dip

According to the latest foundit Insights Tracker, online recruitment in India experienced a 3% decline in June 2023 compared to June 2022.

The Tracker, which measures online recruitment activity, dropped from 279 in June 2022 to 270 in June 2023.

On a month-on-month basis, there was a 2% increase in online recruitment in June.

While there was a 3% decrease in year-on-year figures, foundit noted that there is a positive hiring sentiment among employers, evident from the month-on-month growth. This growth indicates a thriving job market in India.

Among the 27 monitored industries, 8 witnessed an increase in e-recruitment compared to the previous year. The shipping/marine sector showed the highest year-on-year growth with a 44% increase, followed by travel and tourism at 34%.

Conversely, the IT-hardware and software industry experienced the sharpest decline over the year, with a decrease of 19%.

In terms of occupational categories, online demand for professionals increased over the year in 4 out of the 13 categories monitored by the tracker in June. The HR & admin category demonstrated the highest growth at 11%, while customer service recorded the steepest decline at 28%.

Among the 13 cities tracked, online recruitment exceeded the levels of the previous year in 2 cities.

Based on experience level, online recruitment saw a 6% decrease in the 0-3 years’ experience category. Hiring for intermediate level roles, with 4-6 years of experience, experienced a significant 23% decline.

Mid-senior level roles with 7-10 years of experience reached an all-time low in hiring, experiencing a 27% decrease over the year.

Hiring for senior level roles with 11-15 years of experience decreased by 18%, while leadership roles with 16+ years of experience saw a significant decline of 38%.

Share this article on social media

Online recruitment in Malaysia rises 8% in May led by growth in hospitality and retail

Foundit insights tracker reports promising trends in May 2023

Malaysia’s online recruitment activity experienced significant growth of 8% year-on-year in May 2023 compared to the same month the previous year, as reported by the foundit Insights Tracker (fit), formerly known as the Monster Employment Index (MEI).

The tracker’s index rose from 73 in May 2022 to 79 in May 2023, indicating a positive trend. Additionally, a month-on-month analysis showed a 6% increase, with an index of 73 recorded in April 2023. These rising index values reflect a thriving labor market that benefits both employers and job seekers, according to foundit.

Sekhar Garisa, CEO of foundit, expressed optimism about Malaysia’s labor market, stating, “Our findings suggest strong momentum and a promising future for Malaysia’s labor market. However, in this competitive landscape, companies prioritize individuals with specialized skills. Therefore, job seekers must stay informed about the evolving demands of the industry and equip themselves with the necessary skills. Upskilling and continuous learning will be the key to unlocking new opportunities and thriving in this dynamic environment.”

The hospitality and retail industries led the way among sectors experiencing steady growth. The hospitality industry witnessed a remarkable annual growth of 102% due to Malaysia’s flourishing tourism sector. Similarly, the retail sector showed notable progress in e-recruitment with a 57% increase, driven by rising retail sales. The engineering, construction, and real estate industries also saw a rise in hiring activity in May 2023, with a 24% increase attributed to infrastructure developments, government policies, and rapid urbanization plans in Malaysia.

However, the IT, Telecom/ISP, and BPO/ITES (business process outsourcing/IT enabled services), along with the oil and gas industries, experienced a slowdown in annual hiring activity, with decreases of 14% and 7%, respectively. This trend can be attributed to the economic slowdown and political uncertainties that resulted in reduced investments and lower demand for services, according to the index.

In terms of job roles, hospitality and travel jobs exhibited high demand in May 2023, with a remarkable annual growth of 120% driven by international tourism and the holiday season. This economic recovery also led to increased online demand for other roles, such as sales and business development (28%) and marketing and communications (16%).

On the other hand, customer service roles experienced the steepest monthly and annual decline, registering a decrease of 33%. This decline can be attributed to technological advancements that have facilitated the implementation of automated customer service systems like chatbots and self-service portals. Additionally, during challenging economic times, businesses often prioritize cost-cutting measures, resulting in decreased hiring across various job roles, including customer service, as highlighted by foundit.

The foundit Insights Tracker provides a comprehensive monthly analysis of online job posting activity conducted by foundit.

Share this article on social media

High-end recruiter removes dog sitter ad for £100k

Ad went viral on TikTok, and 2,000 applications flooded in

A wealthy family is seeking a full-time live-in dog nanny for their two dogs and is offering a generous salary of £100,000 ($127,000). The job advertisement, posted by the prestigious recruitment agency Fairfax and Kensington, quickly gained attention on TikTok and received nearly 2,000 applications before being taken down.

The position, based in London’s affluent Kensington district, requires an exceptional and highly experienced individual who can provide top-tier care for the family’s beloved pets. The dogs’ overall well-being, happiness, and safety are of utmost importance.

Despite its appealing nature, the role is demanding, involving irregular working hours and accompanying the dogs on both domestic and international travel. The nanny must deliver unparalleled care and attention to the dogs, treating them as valued members of the family. They will also be responsible for coordinating veterinary appointments, vaccinations, and health check-ups. Additionally, the nanny will need to create personalized exercise routines for each dog.

The family, who are billionaires and prioritize excellent service, are willing to pay handsomely for the best care possible for their dogs. The dog nanny position offers six weeks of annual leave, although the availability of these vacations may be subject to the needs of the high-profile clients. Flexibility is crucial, as the nanny may be required to drop everything and travel on short notice.

Due to the overwhelming response, the job listing had to be removed from the website as the number of applications skyrocketed from 300 to approximately 2,000 in just a few days. The job gained significant attention through media coverage and TikTok videos, with some videos garnering over one million views.

The recruiter, George Ralph Dunn, mentioned that the family’s desire for the best care attracts top talent through an attractive salary package. However, Dunn did not respond to a request for comment from Insider regarding the role.

Share this article on social media

Online hiring in India falls by 7% in May

E-recruitment in India experiences a decline in hiring activity

E-recruitment in India experienced a decline of 7% in hiring activity during May 2023 compared to the same period in 2022, as reported by the latest findings from the foundit Insights Tracker.

On a monthly basis, the dip was slightly smaller, standing at 4%. The Tracker attributed this deceleration in hiring activity to seasonal factors and prevailing market conditions.

Among the 27 industries monitored, 9 exhibited an increase in e-recruitment compared to the previous year. The Shipping/Marine sector emerged as the leader in year-on-year growth with a significant increase of 45%. It was followed by Advertising, Market Research/Public Relations, which experienced a growth of 28%, and Retail, which saw a rise of 27%.

Conversely, the IT-hardware and software sector experienced the largest decline over the year, with a decrease of 20%.

Meanwhile, online demand for professionals increased in 3 out of the 13 occupational categories tracked by the platform in May. The HR & Admin category showed the highest growth rate at 8%, while customer service experienced a decline of 33%.

In terms of geographical distribution, online recruitment surpassed the previous year’s levels in 2 out of the 13 cities monitored.

When examining experience levels, online recruitment for individuals with 0-3 years of experience decreased by 9%. Hiring for intermediate level roles with 4-6 years of experience saw a significant decline of 26%.

Mid-senior level positions requiring 7-10 years of experience reached an all-time low in hiring activity, experiencing a decrease of 29% over the year.

Hiring for senior level roles with 11-15 years of experience reduced by 18%. Leadership positions, requiring 16+ years of experience, witnessed the most substantial drop at 40%.

Share this article on social media
Advertise
Magazines
News

Copyright ©  TALiNT Partners Ltd.
All Rights Reserved.

Contact
Terms & Conditions 
Privacy Policy

Design and Development
by HUB London

Social Links
Linkedin Instagram Youtube