Tag: Recruitment

Early sign-up numbers indicate high demand for the shortlisting portal

Odro, the video recruitment supplier in the UK and three-time TIARA Tech Star winners, has announced the launch of its latest product, Hiredeck. This new digital shortlisting portal represents a departure from Odro’s previous focus on video-based software products. Moreover, Hiredeck is the company’s first ‘freemium’ model offering and standalone product in the market.

According to the organisation, prior to its launch, Hiredeck generated a high level of interest, with over 375 sign-ups to its waiting list in just three weeks. This strong response indicates the anticipated demand for the product, which aims to revolutionise the candidate submission stage for recruitment agencies.

Ryan McCabe, CEO of Odro, expressed enthusiasm for the launch and the change in direction for the company. Odro has been successful in the recruitment market for over eight years, primarily providing video technology solutions. However, McCabe believes that now is the right time to introduce a new business model and has been impressed by the initial reception of Hiredeck.

Ryan commented: “When we started out, video in recruitment was still a relatively new concept whereas now, it’s a fundamental component of a recruiter’s toolkit. How agencies use video has evolved over time and we understand that not all customers want or need to use every element of our platform. That’s why we took the decision to modularise our offering, and Hiredeck is the first release as part of that new strategy.”

“Video will, of course, be available to use inside Hiredeck. It still has a hugely important part to play in the modern-day hiring process, but we wanted to give recruiters greater flexibility, which is why it’s not integral.

“Hiredeck really elevates the process for our end-users – recruiters –  but also, crucially, for their clients. Hiring Managers, in many cases, spend hours reviewing candidates. Hiredeck takes a lot of the pain and time out of the process. It takes the service offering for our customers to a whole new level and I believe it’s only a matter of time before sending CVs with emails attached is a thing of the past. Hiring Managers should and will demand more as the industry continues to evolve and improve.”

Odro’s product portfolio has previously included tools for two-way interviewing, shortlisting, solo interviewing, and sales messaging, all packaged as a comprehensive solution for agencies’ end-to-end digital management. The introduction of Hiredeck and upcoming standalone products represents a shift in strategy for the Glasgow-based company.

Hiredeck aims to enhance the recruitment process for both recruiters and their clients, particularly hiring managers who spend significant time reviewing candidates. The portal streamlines the process, saving time and improving the overall service offering. McCabe predicts that the traditional practice of sending CVs with emails attached will soon become obsolete, as hiring managers demand more advanced solutions in an evolving industry.

Odro has a track record of introducing innovative products to humanize the hiring experience at scale. Hiredeck, being an example of this mission, is offered as a free product to encourage widespread usage and enjoyment of its benefits. In addition, Odro plans to launch a Pro version at a competitive price of £29, which will include valuable features such as fully customizable branding, increased candidate submissions and attachments, export capabilities, and automation integrations.

The CRM-led product, Hiredeck, has been launched in partnership with Bullhorn, and Odro has already enabled several customers to go live. The company also has future plans for additional integrations.

For more information or to sign up for Hiredeck, interested parties can visit Hiredeck.io.

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Australian employers remain positive in short-term employment intentions

Australian employers continue to hold positive short-term employment intentions with a score of +45, as indicated by the Net Employment Intentions Index released by the Australian HR Institute.

The index calculates the net positive outlook by subtracting the percentage of employers planning to reduce staffing levels from those intending to increase them.

Despite predictions of lower economic growth in 2023 and a decline in job vacancies since mid-2022, the net positive recruitment plans persist. This is attributed to expected minimal redundancies and anticipated high recruitment activity. Interestingly, the strength of employment intentions may be attributed to a “recruitment catch-up” phenomenon, wherein employers are now filling previously vacant positions they had difficulty filling.

The Index reveals that 69% of employers plan to recruit new employees in the June 2023 quarter. However, nearly half (47%) of the employers currently engaged in recruitment express concerns about recruitment difficulties.

These concerns exceed the figures reported in official data from June 2022, which indicated that almost one-third of recruiting organizations faced challenges in finding suitable staff.

The main obstacles contributing to recruitment difficulties include a lack of suitable candidates (75%), high salary expectations (45%), and fierce competition from rival organizations (34%).

According to the Index, the average employee turnover for Australian workplaces between May 2022 and April 2023 stands at 12%. Around 20% of organizations report an annual turnover rate of 20% or higher.

These figures suggest that the positive recruitment intentions are not exerting significant upward pressure on wages. Employers project a mean basic pay increase of 3.3% in their organizations (excluding bonuses) for the 12 months ending in April 2024. In the same period, public sector employers anticipate higher pay intentions (4.4%) compared to private (3.2%) and not-for-profit (2.2%) sectors.

The survey also inquired about the utilization of fixed-term contracts. It found that over a third (36%) of employers with fixed-term workers have employees who have served at their organization for more than two years.

Regarding casual employment, the primary reasons for hiring casual employees include managing short-term fluctuations in demand (46%), providing individual flexibility (42%), adapting to changes in business conditions (37%), and accommodating employee preferences such as higher pay (31%).

In terms of employee engagement, 66% of employers observe no significant difference in engagement levels between permanent and casual employees. However, a quarter of organizations (25%) state that casual employees exhibit higher levels of engagement compared to permanent employees.

Furthermore, approximately 17% of casual employees do not have access to the same training and development opportunities as permanent employees.

More than half (58%) of employers confirm paying a higher rate for casual workers. In contrast, one in ten (10%) employers admit to paying casual employees less than their permanent counterparts for similar roles within the organization.

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New AI platform revolutionises recruitment process

AI company Globus.ai has announced the launch of its ChatGPT-powered staffing feature to help streamline the recruitment process for both talent and recruiters.

With this new platform, recruiters can create campaigns tailored to each individual role, including; location and qualifications – saving valuable time. Similarly, for candidates, the AI’s platform helps to match them with the most suitable job opportunities via the recruitment portal. Candidates can also use this portal to browse job opportunities, increasing engagement with the staffing agency.

Launched in 2017 with AI at its core, Globus.ai empowers recruiters and talent by streamlining the staffing process and revolutionising how staffing agencies hire candidates with the use of AI. Backed by large Venture Capitalists from Europe and the US, Globus.ai’s existing customers include Dedicare, OnePartnerGroup and Randstad.

This news comes alongside Globus.ai being recognised in Staffing Industry Analysts’ (SIA) ‘Staffing Platforms as a Service Global Landscape 2023’ report. The company is the only Northern Europe provider to be included in the report, which helps to align company decision makers with the best staffing platforms.

Helge Bjorland, CEO and Co-founder at Globus.ai, said: “The mainstream reach of ChatGPT has meant that many companies now identify as AI companies. We’re already finding that recruiters are turning away from agencies if they’re not embracing the capabilities that AI brings, which emphasises the importance of our mission.”

Andreas Nordlund, CTO at OnePartnerGroup,said: “My job is to ensure that our technology aligns with our business goals and supports our teams in delivering innovative solutions to our customers and partners, that’s where Globus adds value. We want to use AI to make our recruitment and staffing processes more efficient and improve the experience for both candidates and clients, while still keeping human competence at the centre of everything we do.”

To learn more about Globus.ai, visit the website here.

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AI-powered chatbots could possibly displace jobs

Following the resignation of “Godfather of AI”, Geoffrey Hinton from Google earlier this week to speak out about the “dangers” of the technology he helped develop, as pushed generative AI even further into the spotlight.

Hinton’s decision to step back from the company and speak out on the technology comes at a time where a growing number of lawmakers, advocacy groups and tech insiders have raised alarms about the potential for a new crop of AI-powered chatbots to spread misinformation and displace jobs.

Talk of ChatGPT specifically seems to dominate conversations everywhere, from pubs to dinner parties and now, the offices of HR and Talent Acquisition leaders, too. A recent report from Gartner has revealed that 48% of HR leaders around the globe are currently finalising their guidelines on the use of ChatGPT.

AI in recruitment

The use of AI in the recruitment process is a controversial topic, as demonstrated by Monzo’s recent warning against the use of ChatGPT by job candidates. Monzo has warned candidates against using ChatGPT when applying for jobs with the firm, amid concerns that the AI platform will give some candidates an unfair advantage. While the temptation to use ChatGPT to improve one’s job prospects may be strong, recruiters are becoming increasingly adept at detecting its use, which could lead to disqualification.

However, employers worldwide are actively seeking employees with AI skills, including ChatGPT experience, to train their staff and save resources. While the technology is not yet capable of matching human efforts in recruitment, it is possible that the human element could fade away entirely as the technology improves.

Debbie Walton, Editor at TALiNT Partners disagrees: “There is no doubt that use of AI is enabling us to work faster and smarter, but content generated by the platform sounds very obviously like a bot has written it. It lacks the human voice. If the pandemic and relentless social distancing taught us anything, it’s that as a society we need social interaction to thrive. An AI-driven recruitment process with zero human contact wouldn’t make for a great candidate experience. If anything, it should be used to free up TA teams and recruiters’ time to focus on what they do best – engage with people.”

For now, job applicants should be conscious of the risks associated with using ChatGPT inappropriately and should strive to be themselves when answering questions. While there may be limits to their knowledge, it is better to be honest and forthright than to pretend to know something they don’t. As the use of AI in recruitment continues to evolve, it is important to stay informed and adapt to the changing landscape.

Similarly, employers should be including safe AI usage protocols within their organisations.

Whichever way you view AI and how it’s used, there is no mistaking the fact that when used properly it can streamline processes and increase productivity, but it’s important not to lose sight on what it really is – a machine.

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Sky’s the limit: New collaboration aims high with global expansion

Sonovate has partnered with global HR platform, Deel, to support customers with on-demand, scalable funding solutions.

Sonovate will become the sole funder on Deel’s Marketplace. Its embedded finance solutions will be integral to helping Deel’s customers fund and place candidates globally.

Deel is a global payroll solution helping businesses hire anyone, anywhere as independent contractors or full time employees – with a customer base of over 15,000 businesses; helping household names including; Nike and Shopify to start-ups.

Sonovate’s funding solutions on the Deel Marketplace will give Deel’s customer base access to scalable invoice financing solutions needed to fund payroll; enabling them to expand faster and better manage cash flow. Through Deel’s platform, Sonovate’s customers can place talent faster around the world.

The combination of Deel’s Employer of Record service and Sonovate’s multi-currency, embedded finance solution will drive efficiencies for recruiters, providing a fast, holistic HR and funding solution that allows for frictionless expansion into new territories, including those who want to grow operations domestically.

Richard Prime, Co-Founder and Co-CEO, Sonovate, said: “This partnership marks yet another step change for us, as Sonovate evolves our service to better support larger recruiters and consultancies who want to expand overseas. Deel’s global platform empowers us to offer our services to more organisations who place workers across the globe, propelling us forward on our mission to fund the future of work. Sonovate customers can now place contractors in more jurisdictions than ever before, with Deel providing access to more than 150 countries.”

Dan Westgarth, Chief Operating Officer at Deel, said: “This partnership allows us to provide our customers with even more of the tools they need to scale globally and at pace. With any growing business, managing a changing cash flow – particularly in multiple currencies – can be challenging and is commonly cited as a key barrier to growth. Bringing Sonovate on board changes this for our customers, and gives them access to the scalable, flexible funding they need to regulate cash flow and accelerate growth, be that domestically or overseas.”

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New entity will provide potent capability for companies seeking employment solutions in Japan

NES Fircroft, a provider of workforce solutions in diversified engineering markets worldwide and TALiNT Partners member, offers a broad range of contract and permanent talent solutions to the Energy market globally. The company already has a substantial presence in Japan, working with LNG and renewable energy providers. While, Polarities has extensive experience and a track record in Japan, having been providing advisory and outsourcing services to clients across various industries, including staffing, in Tokyo for over two decades.

By combining NES’s recruitment capabilities with Polarities’ expertise in Japanese statutory and operational requirements, the new entity provides a potent capability for international companies seeking employment solutions in Japan, as well as Japanese companies seeking local/international talent or support outside Japan. The combined team, consisting of in-house experienced staffing and payroll professionals, offers fully compliant solutions and a wide range of skill sets required across the energy transition industries, from traditional LNG to renewable and alternative energy sources.

Matt Underhill, the Managing Director at NES Fircroft, APAC, said: “Our focus is to build long-term relationships with clients and become their valued workforce management partner. With over $16 billion invested in energy development in Japan, this acquisition allows clients to participate in one of Asia’s largest markets with the assurance that all regulations are expertly taken care of. NES Fircroft always looks to acquire companies that share a passion for excellence, have an outstanding reputation for customer service, compliance, and quality, and Polarities is a perfect fit for their business.

Director of Polarities Co. Ltd., Sushil Dharmarha, expressed his delight in joining forces with NES Fircroft, which has an unrivaled reputation for delivering staffing excellence. Polarities sees this as an exciting opportunity to grow and expand their capabilities with the support of NES’s global infrastructure and growth mindset. They are now well-positioned to deliver creative and compliant manpower solutions to overseas customers who wish to execute projects in Japan, as well as to support Japanese clients seeking quality talent from anywhere in the world.

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Fintech offers lucrative career options for new graduates

New graduates say that a lack of industry knowledge and pressure to pursue traditional career paths prevent them from beginning more lucrative careers in industries such as fintech. Over 75% of students haven’t considered a career in fintech even though the average fintech salary is 57% higher than the average UK salary. This is according to a new survey by Quotezone.co.uk.

The survey results suggest a need to change perceptions and provide students with valuable knowledge and experience in this sector.

According to the poll, 36% of UK students said that the biggest factor stopping graduates from pursuing a career in fintech was a lack of knowledge about the sector.

Other factors preventing students from working in fintech were the pressure to pursue a more traditional career path (26%) and a lack of experience (9%).

Only around one-quarter of the students surveyed had a job lined up at graduation. A further 25% said they were unsure what career they wanted to pursue.

Quotezone.co.uk are looking to address this lack of knowledge of the fintech sector by encouraging students to explore what fintech could provide through the Quotezone fintech scholarship.

In offering work experience opportunities, the business hopes to encourage more students to consider a career in the sector.

With more than 50% of students sharing that finances are their biggest pressure, the salary potential within the fintech sector should be an attractive proposition.

To apply for the scholarship, students are asked to enter a short blog or vlog post on how they, the next generation, see the industry’s future.

The successful candidates will receive a £1,000 bursary which can cover part of their studies, course materials, or any other living expenses. The scholarship also allows them to gain industry-related work experience at Quotezone.co.uk.

Last year’s winners were Kelsey Hunt, a second-year student at St Andrew’s University, and Ella Henry, an MPhil student studying Biological Sciences at the University of Cambridge.

The deadline to apply for the Fintech Scholarship is 30th March 2023T. There will be one winner from Great Britain and one winner from Northern Ireland through Quotezone’s sister company, CompareNI.com.

 Greg Wilson, Founder and CEO of Quotezone.co.uk, said: “The UK is a global leader in fintech which contributes billions to our economy and has the potential to create thousands more jobs in the coming years.

 “Despite this, there is a large talent shortage and a lack of awareness around the sector, as reflected in our survey results.

 “The fintech sector in the UK offers great prospects for graduates from all industry backgrounds, with attractive starting salaries and strong long-term career prospects.

 “Not only do we want to demonstrate the potential of a career in fintech, but we also want to provide the winning student with real, hands-on career experience to help discover what it would be like to work in such a flourishing sector.

 “We need bright young talent from across the curriculum in England, Scotland and Wales to fill these roles and create teams with diverse skill sets – creating pivotal change and driving innovation within the sector.

 “I would strongly encourage students from right across Great Britain to explore fintech and apply for this opportunity.”


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S-Pool reports 6.6% YoY decline in Q1 revenue

Tokyo-based staffing provider, S-Pool Inc. (2471:TYO), announced its revenue for the first quarter of its fiscal year ended 28 February, reporting a year-over-year decline of 6.6% to JPY 6.08 billion (USD 45.8 million). The company attributed the decrease in revenue and profits to a drop in demand in the Human Resources Solution segment, specifically a decrease in spot transactions for call centre services. However, S-Pool noted that its first quarter results were in line with expectations and anticipates significant growth from the second quarter onwards.

In Q1 2023, the company’s net sales were JPY 6.09 billion (USD 45.8 million), down 6.6% YoY, while gross profit decreased by 8.6% YoY to JPY 1.85 billion (USD 13.9 million). Operating profit decreased by 32.5% YoY to JPY 452 million (USD 3.4 million), and net profit decreased by 35.4% YoY to JPY 288 million (USD 2.1 million). The Business Solutions segment saw an increase in revenue by 25.3% YoY to JPY 2.5 billion (USD 18.8 million), while the Human Resource Solutions segment saw a decline in revenue by 20.5% YoY to JPY 3.6 billion (USD 27.2 million).

Earlier this year, S-Pool faced criticism from media reports regarding its farming operations run by its S-Pool Plus division, which provides employment opportunities for people with disabilities. S-Pool responded by stating that the media reports presented a one-sided view opposing its services.

Looking ahead, S-Pool forecasts revenue of JPY 28.28 billion for the full year 2023, with limited growth in net sales due to the decline in the Human Resource Solutions Segment. However, the company projects that operating profit will continue to increase due to growth in the Business Solutions Segment.

As of the end of trading on the day of the announcement, S-Pool shares closed at JPY 601.00 (USD 4.52), down 1.15% for the day and 9.07% above its 52-week low of JPY 551.00 (USD 4.15) set on 16 March 2023. The company has a market cap of JPY 48.04 billion (USD 361.42 million).

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Cambridge comes out top for entry-level finance openings per capita 

UK financial services provider CMC Markets analysed data from major job search sites, Indeed and Linkedin, to reveal the UK cities outside of London with the least entry-level vacancies in finance roles. They have also collated cost of living data from Numbeo for these cities to complete the overall picture for decision-making. 

The data revealed, an average of 4,400 searches are made for finance jobs and other related terms in the UK monthly. However, finance graduates in some UK cities may face stiffer competition for entry-level roles in the sector.  

The worst UK cities for entry-level finance roles: 

  • Sheffield has the least entry-level finance opportunities relative to its population, with 0.15 jobs per 100,000 people.  
  • Liverpool, is the 2nd worst city to kickstart a career in finance with 0.23 jobs for every 100,000 people. 
  • Newport is the third worst city, with 0.32 entry level finance roles per 100,000 people. 
  • Swansea, ranks fourth, with 0.33 finance vacancies for every 100,000 people 
  • Cardiff has the fifth lowest entry-level finance jobs per capita, with 0.67 jobs per 100,000 people. 
  • Plymouth, has 0.76 jobs for every 100,000 people and ranks sixth on the list. 
  • Colchester has the seventh least entry-level finance jobs per capita with 0.82 jobs per 100,000 people. It is also the second most expensive city on the list, with the average monthly living costs for one person coming to £1,351.7. 
  • Bradford, is eighth on the list. 
  • Carlisle has the ninth least entry-level finance jobs per capita, with 1 job per 100,000 people.  
  • Bangor; it is also the most affordable city on the list, with average monthly costs of £997.10 for one person. 

 On the opposite end of the spectrum, Cambridge comes out top, with even more entry-level finance openings per capita than the UK’s finance capital, London (7.21 jobs per 100,000), – compared to Cambridge with 13.54 jobs per 100,000 people. However, it’s worth noting that Cambridge has a relatively high cost of living, with the average monthly cost of living for one person coming to £1,765.23, including rent for an apartment outside the city centre.  

 For more information please view: https://www.cmcmarkets.com/en-gb/   

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1 in 3 workers do not have the necessary foundational skills required to enter most jobs

Amid the latest Amazon tech layoffs, Pluralsight has published a report highlighting the strain felt by managers trying to maintain control. Although most tech managers are under pressure to cut costs, Pluralsight’s data shows that 72% of team leaders plan to invest in upskilling their existing workforce. The report states that 100% of those surveyed believe in prioritizing the development of their current staff instead of hiring new talent. Gary Eimerman, Pluralsight’s Chief Product Officer, emphasized the shift in focus towards maximizing employee potential and the importance of continuous upskilling to remain competitive in the long run.

As the economic uncertainty of 2023 places a burden on tech team managers, the domino effect of tech layoffs leads to teams that are palpably strained. Pluralsight data suggests that managers in data analytics, IT, and software engineering are finding their team members taking on more responsibilities, with 67% of respondents confirming this. Moreover, 47% of those surveyed admitted to performing additional duties outside of their job description.

Reinvestment in upskilling remains the preferred method of survival for companies as the effects of tech layoffs continue to ripple through the industry. Pluralsight’s data shows that about half of the respondents agreed that the uncertain economic times call for new tech skills. In 2022, the tech skills gap narrative took center stage, with researchers positing that 1 in 3 workers do not have the necessary foundational skills required to enter most jobs.

Gary Eimerman, Chief Product Officer at Pluralsight said: “Organizations and individuals alike are being asked to do more with less in the face of reduced workforces and larger economic pressures. For longevity, companies will need to emphasize “continuous upskilling” to “sharpen their competitive edge.”

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