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Cannasure Hires Dharia as Client Service Director in Ohio

23-January-2019 - insurancejournal.com



Cannasure Insurance Services (Cannasure), an insurance managing general agent (MGA) and wholesale broker for the cannabis and hemp industries, has hired Jay Dharia as client service director in the groups Cleveland, Ohio, corporate office. Dharia will be responsible for the



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https://www.insurancejournal.com/news/midwest/2019/01/23/515604.htm







What to Watch for in Workers’ Compensation in 2019

23-January-2019 - insurancejournal.com



Value-based care, political party changes in several states, and a more holistic view of patient injuries will impact the workers compensation industry this year, according to two experts hosting a workers compensation webinar series, Out Front Ideas. Mark Walls, vice



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https://www.insurancejournal.com/news/national/2019/01/23/515557.htm







Robot Detects Spill on Aisle 3 But Human Cleans It Up

23-January-2019 - insurancejournal.com



A wheeled robot named Marty is rolling into nearly 500 grocery stores to alert employees if it encounters spilled granola, squashed tomatoes or a broken jar of mayonnaise. But there could be a human watching from behind its cartoonish googly



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https://www.insurancejournal.com/news/national/2019/01/23/515553.htm







Accounting Fraud Pushes UK’s Patisserie Valerie into Insolvency

23-January-2019 - insurancejournal.com



U.K. entrepreneur Luke Johnsons efforts to save Patisserie Valerie failed as an accounting scandal pushed the bakery chains parent into insolvency, threatening as many as 2,800 jobs on Britains beleaguered shopping streets. Patisserie Holdings Plc appointed KPMG as administrator after



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https://www.insurancejournal.com/news/international/2019/01/23/515527.htm







REC response to latest January 2019 ONS labour statistics

23-January-2019 - onrec.com



Supply of staff remains a challenge and threat to business growth Posted in Opinion on 23 Jan 2019 Company Profile REC View profile » Today’s labour market statistics published by the Office for National Statistics (ONS) show the number of vacancies at 853,000 for October to December 2018, 10,000 more than for July to September 2018, 39,000 more than for a year earlier and the joint-highest estimate since comparable records began in 2001. The unemployment rate was estimated at 4.0%, the lowest since December 1974 to February 1975. There were an estimated 1.37 million unemployed people, little changed compared with June to August 2018 but 68,000 fewer than for a year earlier. The employment rate was at 75.8%, higher than for a year earlier (75.3%) and the highest since comparable estimates began in 1971. There were an estimated 32.53 million people in work, 141,000 more than for June to August 2018 and 328,000 more than for a year earlier. Average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) increased by 1.1% excluding bonuses, and by 1.2% including bonuses, compared with a year earlier. Recruitment & Employment Confederation (REC) director of policy, Tom Hadley commenting on ONS figures: “Despite the ongoing political turbulence, employers are continuing to hire. Today’s data shows a joint-record number of vacancies, underlining the fact that the supply of staff remains a major challenge and a threat to business growth. “Reassuring people from the EU working across a range of sectors in the UK must remain a priority, with yesterday’s announcement by the Prime Minister to scrap EU citizens’ settled status fee sending out a much needed positive message. “However the politics play out over the coming weeks and months, employers will need to continue innovating in how they hire and attract staff to fill vacancies. Recruitment professionals will play a pivotal role in finding new ways of meeting workforce challenges in high-demand sectors, ranging from engineering and healthcare to hospitality, construction and logistics.”



Link to full content:
 
http://www.onrec.com/news/opinion/rec-response-to-latest-january-2019-ons-labour-statistics







New site launches for working dads

23-January-2019 - onrec.com



Posted in Launch Workingdads.co.uk will offer flexible jobs and advice. on 23 Jan 2019 A large number of dads are considering changing jobs to have greater flexibility, with many saying employers are still not aware that modern families have changed, according to a survey to celebrate the launch the new Workingdads.co.uk website. The survey shows 73% of dads are considering searching for a flexible job and 16% are actively looking for one. The Workingdads.co.uk site has been launched to offer new flexible jobs to dads and as a place where dads can keep informed about and debate issues relating to being a working dad. It will also provide advice and information about employment rights and career issues. The launch comes as the survey of over 600 dads shows a huge 95% say they consider flexible hours either very important (66%) or important (29%). Nevertheless, 72% think companies still mainly want traditional hours. Sixty-nine per cent think employers do not realise modern families have changed. As a result, 72% fear their employer’s reaction if they asked for flexible working . Fifty per cent of those questioned work full time with no flexibility and 34% work full time with some degree of flexibility. Richard Cahill has blogged about his experiences as a dad looking to find more flexible working. He says: “I found the search for a flexible part time role as a dad really difficult as I struggled against some really backward attitudes towards men working flexibly. Interviewers would question what my wife was doing and why it had to be me picking up the children from school! I passionately believe that new flexible roles should be available to all and that attitudes about men working flexibly need to change, which is why I support Workingdads.co.uk.” Han-Son Lee, founder of DaddiLife, a leading website for dads, said: “Modern families have changed dramatically in the last few years and new generations are creating much more equality across their day-to-day lives. Nowhere is this more true than in the world of parenting, where dads are taking on much more active roles. The results of our recent Dad Index showed that 87% of Millennial dads are actively involved in day-to-day parenting, and yet one of the areas we hear a lot about in the community is the lack of real flexibility in their working environment. There’s a cultural shift needed across industry to reflect the changing shape of family today, and I hope more findings from surveys like this Workingdads.co.uk one can help create that step change.” Gillian Nissim, founder of Workingdads.co.uk, said: “We are keen to build in the success of Workingmums.co.uk and reflect changes in what modern families want. When I launched Workingmums.co.uk 12 years ago the appetite for flexible new roles was coming almost exclusively from women. That has changed. Our survey shows that dads want more time with their children, more equal parenting and employers who acknowledge that. Modern family life is a joint endeavour, with greater equality at home enabling greater equality at work, and the workplace needs to reflect that. It’s a win win – for families and for employers.” Harriet Hounsell, McDonald’s UK Ireland Chief People Officer, commented: “Having worked with Workingmums for a number of years, we’re pleased to be sponsoring the launch of the Workingdads site. It’s important for us to champion everyone at work – to offer progression and development opportunities for all – but also flexibility so that work can fit around life; whether mums, dads, students or carers. Workingdads.co.uk, as a resource for fathers at work or getting into employment, will no doubt be an important hub for advice and guidance, as well as championing the issues that matter – as a business we are delighted to be working together." *For more information, contact Mandy Garner on mandy.garner@workingmums.co.uk or ring 07789 106435 www.workingdads.co.uk



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http://www.onrec.com/news/launch/new-site-launches-for-working-dads







Department of Labor accuses Oracle of $400 million in pay discrimination for women, minorities

23-January-2019 - usatoday.com



The complaint comes over two years after the Department of Labor originally filed a suit against Oracle for paying men more than women and minorities.            



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http://rssfeeds.usatoday.com/~/593671164/0/usatodaycommoney-topstories~Department-of-Labor-accuses-Oracle-of-million-in-pay-discrimination-for-women-minorities/







Terror warning from North Korean via Nest cam was hoax: Compromised password, Google says

23-January-2019 - usatoday.com



Google said Nest was not breached, but the customers password appears to have been compromised. Heres how to protect yourself.            



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http://rssfeeds.usatoday.com/~/593754508/0/usatodaycommoney-topstories~Terror-warning-from-North-Korean-via-Nest-cam-was-hoax-Compromised-password-Google-says/







Ford hourly workers will get $7,600 profit-sharing checks

23-January-2019 - usatoday.com



Ford hourly workers will get $7,600 profit-sharing checks based on 2018 adjusted pretax profit at the automaker, which was $7 billion for the year.            



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http://rssfeeds.usatoday.com/~/593752238/0/usatodaycommoney-topstories~Ford-hourly-workers-will-get-profitsharing-checks/







Alexa, play Talking Tech flash briefing

23-January-2019 - usatoday.com



New skill for Amazon Echo speakers brings the Talking Tech podcast to your daily quick news hits. We show you how to set up the Flash Briefing skill.            



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http://rssfeeds.usatoday.com/~/593700944/0/usatodaycommoney-topstories~aposAlexa-play-Talking-Tech-flash-briefingapos/







The best jobs in America for 2019

23-January-2019 - usatoday.com



Glassdoor ranked the best jobs in America. Elizabeth Keatinge has more.            



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http://rssfeeds.usatoday.com/~/593699252/0/usatodaycommoney-topstories~The-best-jobs-in-America-for/







Oscar Mayer taking applications for Wienermobile drivers

23-January-2019 - usatoday.com



Oscar Mayer is hiring hot dog lovers to travel from coast to coast in the iconic Wienermobile! Buzz60s Sean Dowling has more.            



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http://rssfeeds.usatoday.com/~/593671166/0/usatodaycommoney-topstories~Oscar-Mayer-taking-applications-for-Wienermobile-drivers/







Tesla to cut production hours for Model S and X

23-January-2019 - reuters.com



Tesla Inc said on Wednesday it is reducing production hours for higher-priced Model S and Model X cars, just days after saying it would cut jobs as the electric carmaker looks to make more affordable versions of the Model 3 sedan.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/gcoEkHNP39s/tesla-to-cut-production-hours-for-model-s-and-x-idUSKCN1PH2AK







Verizon cuts 7 percent of jobs in media unit

23-January-2019 - reuters.com



Verizon Communications Inc is cutting about 7 percent, or about 800 jobs, at its media unit, it said on Wednesday.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/AbyHS_nhH38/verizon-cuts-7-percent-of-jobs-in-media-unit-idUSKCN1PH2OF







Increase revenues, reduce time to hire, hire the best candidates!

23-January-2019 - onrec.com



Posted in News archive It is time to enhance your sales force! Join our webinar. on 23 Jan 2019 Company Profile cut-e View profile » Register here In the recruitment process it is becoming increasing difficult to ensure you are getting the right person for the job, particularly in sales roles. How often have you hired someone based on their strong interview, solid cv but when it comes to selling they let you down. The solution is to implement a standardised, validated assessment process in order to identify the right talent who will sell successfully under the new strategic direction. On 14th February at 3PM, Talent Assessment experts, Serena Murphy and Dean Callaghan, will join HR Director of Morgan Advanced Materials David Kowal and Host Michael Harris for a free webinar to discuss: Scientifically proven results on how to develop a more effective sales team – the case study of Morgan. Learn how Morgan developed a robust core set of competencies that is needed to succeed in the workplace How to approach sales force effectiveness and act right now for your organisation and industry. Learn how Morgan transformed their recruitment process and achieved significant growth in sales. Start the new year right with a great opportunity to improve predicting job success, increase revenues and enable a more solutions orientated sales approach. Don’t miss out – get your workforce prepared. Register here



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http://www.onrec.com/news/news-archive/increase-revenues-reduce-time-to-hire-hire-the-best-candidates







Are these careers as gendered as people think?

23-January-2019 - onrec.com



Posted in News archive The results of Google Image career searches are often at odds with the statistics when it comes to the relative participation of men and women. on 23 Jan 2019 When it comes to gender equality in the workplace, things are changing, though, of course, there’s still a long way to go. A key influence in deciding on a career is a consideration of the job one is qualified for. Beyond a position’s listed requirements there’s often the assumption that the job is geared toward one sex or another. There are still lots of mechanisms in place that reinforce traditional gender barriers: Google Image searches for certain job titles — “CEO,” for example — make it seem as if women comprise only 11% of CEOs. The reality, according to the U.K.’s Office for National Statistics (ONS), is that it’s more like 36%. Such outdated information may serve as a self-fulfilling prophecy by making women think they can’t compete in fields where others have amply demonstrated that they can . It takes time for such stereotyping to change. 'Professional Perception' U.K. job-search website AdView analyzed the ONS data for “Employment by Occupation” and developed an interactive tool for assessing the disparity between the gender mix depicted by Google Image searches and the distribution of careers suggested by data. It’s plausible to imagine that the proportion of disparity between what’s presented and what’s real in the U.S. is at least roughly similar. The focus is on Google because the search giant accounts for 89.7% of U.K. search queries, and thus serves as both influencer and plausible reflector of the culture’s job/gender expectations. Worldwide, Google performs 86.3% of all searching. Good jobs, bad jobs, good guess, bad guess Not all of the jobs shown here are all that desirable. For every CEO, there’s a call-center worker, which is split pretty evenly between men and women. In addition, Google gets pretty close to reality for many of these jobs. For chefs, by way of example, the search giant gets it exactly right: Images suggest that it’s a 76% male career, and that’s precisely what the stats show. Where Google fails, in addition to CEOs, and the rest of the top five—pilots, bakers, solicitors (lawyers in the U.S.), and farmers—is with: gardeners and pharmacists (15% disparity for each) journalists (14% off) estate agents, police officers, and teachers (13%) hairdressers (12%) librarians (11%). Surprises in the data Regardless of the variance between Google Images and the facts, there’s some information here that’s just plain interesting, and maybe surprising. Careers flying airplanes are the job with the greatest difference between what Google Images depicts and what’s the actual case, and in a way that’s disappointing for those looking for equal representation. While Google suggests that 32% of pilots are women, it’s really only 5%. Another career that’s still overwhelmingly, and disappointingly, a boys club is programming. Google itself recently reported an anemic improvement in the percentage of women it employs, 0.3%. Changing minds, changing careers An important component of empowering women to choose whatever career they want is changing our expectations. Google Image search results are likely more a reflection of the pictures that get posted than any selection bias on Google’s part. As such, it can serve as an intriguing barometer of widespread societal opinion. As more women are in these jobs, more pictures will no doubt be posted and Google Image searches will portray more realistic populations. To use the interactive tool, follow this link https://adview.online/c/professional-perception/



Link to full content:
 
http://www.onrec.com/news/news-archive/are-these-careers-as-gendered-as-people-think







HR Talent: Challenges faced by HR executives, recruiters and talent acquisition experts

23-January-2019 - onrec.com



Posted in News archive In today’s world, employees are the heart of any successful business so it’s imperative to have the best recruitment and talent management software to help find and manage your talent. on 23 Jan 2019 Challenges faced by HR executives, recruiters, and talent acquisition experts Many of the challenges HR recruiters and hiring managers face is finding talent that fits into your company culture before someone else does. Recent studies by  Kienbaum Consultants  and  The Hackett Group  show the fast-changing challenges that HR is facing and its struggle to keep up. When comparing both studies, they had similar findings that highly affect HR managers on the growth of any organization, including- the increase of the quality of leadership and management. managing the business needs for talent and skills. an unclear forward-looking workforce strategy. fostering innovation throughout the organization. and use of data analytics to improve HR-related decisions. If you are an HR executive, you would be well advised to continuously review your department’s and company’s strategic priorities. Seriously think about your strategic challenges to ensure HR adds value to the organization. As comprehensive as the study mentioned above clearly shows insight for HR executives and hiring managers, what about HR processes and challenges for recruiters and talent acquisition experts? When recruiters and talent acquisition experts were asked to describe a few of some of the challenges they frequently had troubles with, those noted in similarity were: An Ever-Changing Candidate Base One of the first things a talent acquisition leader needs to understand is the flow of the job market in addition to the changing candidate pool. One of the highlighted trends in the market is the influx of millennials who tend to have unique needs and desires regarding their career and what they expect from a job. Millennials rarely stay in their roles for long. Is it worth it for your business if they are going to leave in 1-2 years? The emergence of New Technology For talent acquisition leaders, emerging trends in recruiting technology, such as machine learning or automated recruiting processes, means that smaller recruiting teams might not be able to make the investment to stay on top of the latest recruiting capabilities. Selecting an external system or building one in-house (plus training staff to use the technology) adds additional layers of complexity to the challenge of recruiting technology. Difficult Forecasting Oftentimes, talent acquisition processors are working in reactive mode. A talent acquisition function that is operating most effectively is one that recruits when needed but also predicts upcoming needs. They should be working with the rest of the business to have more of a wholesome understanding, and how that is going to impact hiring needs and start recruiting before there is even a need – in other words, have a consistent pipeline going of the most important positions that affect your business. There are many challenges recruiters face but then, the question left to ask is often: “How prepared are recruiters when it comes to acquiring talent? Are our organization staying relevant and ready to cope with the fast changing trends in HR?” The good news is that there are many great products out there that support business’ recruitment and talent management needs. Best Places to Find Solutions The 6th Annual Spring  UNLEASH Conference & Expo  roadmaps the Future of Work by gathering a global community of thousands of decision-makers, startups, visionaries, disruptors and doers at the ExCeL London. Showcasing smarter ways of working, powered by innovative HR technology and business transformation – this year’s show zooms in on how to remain human and thrive together in an increasingly digital age. Join us 19-20 March 2019 with executives from the most exciting brands, the biggest and most cutting-edge solution providers, and +130 speakers from all over the world. Be part of the Work Revolution as we enter a new age of HR and UNLEASH the power of your people. Latest HR Tech Trends Additionally, recruiters and HR executives will have a chance to network and meet with leading vendors on our Expo Floor to find a best-of-breed solution that fits their company’s needs. Over 100 of the best HR Tech vendors – including  Avature ,  Cornerstone ,  NGA Human Resources ,  Oracle ,  SAP SuccessFactors ,  Talentsoft , and  Workday  – are on hand to provide you with a variety of recruitment and talent management solutions.



Link to full content:
 
http://www.onrec.com/news/news-archive/hr-talent-challenges-faced-by-hr-executives-recruiters-and-talent-acquisition







BLS Survey Shows Louisiana Workplaces Among the Safest in 2017

22-January-2019 - insurancejournal.com



According to a recent Bureau of Labor Statistics (BLS) survey, Louisiana remained one of the safest states in which to work, the Louisiana Workforce Commission reported. The states rate of non-fatal accidents and injuries has continually decreased over the past



Link to full content:
 
https://www.insurancejournal.com/news/southcentral/2019/01/22/515480.htm







Connecticut Insurance Department Recoups Nearly $8M

22-January-2019 - insurancejournal.com



The Connecticut Insurance Department says it recovered nearly $8 million for policyholders and taxpayers in 2018 by helping individuals, families and employers with their claims and complaints. Acting Commissioner Paul Lombardo says the agencys consumer affairs staff each year helps



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https://www.insurancejournal.com/news/east/2019/01/22/515444.htm







M&T Insurance Agency Hires Batt in Washington D.C.

22-January-2019 - insurancejournal.com



M T Insurance Agency (MTIA) has hired Jeffrey Batt to its Washington, D.C., office as the cyber insurance practice leader. In this role, he will manage client relationships by providing cyber insurance and risk consulting. In addition to insurance brokerage and



Link to full content:
 
https://www.insurancejournal.com/news/east/2019/01/22/515431.htm







Cutting the cord cutting: How to cancel Netflix, Hulu and other streaming services

22-January-2019 - usatoday.com



Netflix, Amazon, Hulu, DirecTV Now, SlingTV and others offer ways to cut the cord but what if you decide you dont want one of the streaming services?            



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http://rssfeeds.usatoday.com/~/593480340/0/usatodaycommoney-topstories~Cutting-the-cord-cutting-How-to-cancel-Netflix-Hulu-and-other-streaming-services/







Banks, phone companies, nonprofits roll out help for federal workers amid government shutdown

22-January-2019 - usatoday.com



Creditors are offering assistance for federal workers. For many, its the first time they have rolled a nationwide plan for a government shutdown.            



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http://rssfeeds.usatoday.com/~/593536790/0/usatodaycommoney-topstories~Banks-phone-companies-nonprofits-roll-out-help-for-federal-workers-amid-government-shutdown/







GM, facing losses in Brazil, seeks tax breaks in Sao Paulo state

22-January-2019 - reuters.com



General Motors Co's Brazil unit is in advanced talks with Sao Paulo state to receive tax incentives, the company told public officials and union representatives at a meeting on Tuesday, a few days after telling workers in a memo that it was losing money in the country.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/seriMZgu_-Q/gm-facing-losses-in-brazil-seeks-tax-breaks-in-sao-paulo-state-idUSKCN1PG2GL







Commentary on the EU Settlement Scheme from leading hospitality jobs board

22-January-2019 - onrec.com



Caterer.com is voicing its support for businesses, such as Raymond Blanc at Brasserie Blanc, that are paying the EU Settlement Scheme application fee for their current employees to help retain valuable EU staff in the UK. Commentary to be attribute to Neil Pattison, Director at UK’s leading hospitality jobs board Caterer.com: Posted in Opinion on 22 Jan 2019 “With more than half (57%) of the hospitality industry already feeling early onset Brexit effects such as increased costs and a loss of valuable EU staff, it is encouraging to see the EU Settlement Scheme going live today. The hospitality industry has a diverse and vibrant workforce, and the EU Settlement Scheme provides the opportunity for employees to remain in their roles post Brexit. It is promising to see many businesses already leading the way in supporting their EU employees through the transitional Brexit period and as the UK’s largest job board we will continue to support and work with hospitality businesses with a focus on retention and upskilling staff amid growing industry challenges.”



Link to full content:
 
http://www.onrec.com/news/opinion/commentary-the-eu-settlement-scheme-from-leading-hospitality-jobs-board







Post-Brexit EU settlement scheme comes with a number of obstacles

22-January-2019 - onrec.com



Please see comment below by Karendeep Kaur, Senior Immigration Consultant at Migrate UK immigration law firm, in reaction to the EU Settlement scheme which from today is in the third phase of testing and is now open to EU citizens living in the UK to apply for the new “post-Brexit” settled status. Migrate UK is a law firm specialising solely in immigration law for organisations and individuals. Posted in Opinion on 22 Jan 2019 “The new EU registration scheme allows for EU nationals to apply for settled/pre-settled status before the scheme goes live to all EU nationals on 29 th  March 2019. The most important thing to note is that this will NOT backdate settled status as per the current EEA Permanent Residence rules. “The benefit of this scheme is that it allows employers and HR professionals to apply early with their workers and spread a sense of security throughout their organisation that they are making steps towards securing a future for them and their family members. “However, this comes with a number of obstacles. Firstly, each applicant must hold a valid passport, and with many EU nationals relying solely on their National ID cards, this would restrict them in applying. Secondly, to start the application process, the migrant must download the Home Office app from Google Play Store or find a location (there are 13 locations) where an Android phone can be used. Lastly, with there being a huge number of applicants looking to apply, as stated in previous months, it is more than likely that the system will fall over when attempting to process the millions of applications which will undoubtedly be flooding in. However, this is one of the aims of the public test phase to combat any issues with the system prior to the nationwide launch in March 2019.”



Link to full content:
 
http://www.onrec.com/news/opinion/post-brexit-eu-settlement-scheme-comes-with-a-number-of-obstacles







Tight labour market creating employee pay growth, says CIPD

22-January-2019 - onrec.com



Commenting in response to the latest labour market statistics from the ONS, Jon Boys, Labour Market Economist for the CIPD, the professional body for HR and people development, said: Posted in Opinion on 22 Jan 2019 Company Profile CIPD View profile » “The figures released today can be seen as good news for employees as the tight labour market is feeding into real pay growth. With inflation forecast to be lower than previously expected pay growth is likely to continue into 2019.  “In the absence of productivity growth to fund it, paying staff more is a strategy that can’t be used indefinitely. Businesses should consider retention and training of their current workforce to raise productivity and fill skills gaps. “Overall, there is little here to concern policy makers in the short term – the UK labour market remains robust. These statistics must be tempered however, as they relate to halcyon days of September to November when government’s Brexit guidance still referred to a no deal Brexit as unlikely.”



Link to full content:
 
http://www.onrec.com/news/opinion/tight-labour-market-creating-employee-pay-growth-says-cipd







Taking people out of the recruitment process, for the better?

22-January-2019 - onrec.com



It’s nothing new to hear that AI and machine learning are set to disrupt traditional processes and industries over the next few years. But whether or not this will leave us better or worse off is up for debate. Posted in News archive on 22 Jan 2019 In recruitment, there is huge potential to use AI to remove discrimination and improve diversity and inclusion. Human-decision making is indelibly tinged with bias, with a range of factors subconsciously affecting a recruiter’s choices. From race and gender to accent or weight, it’s an unfortunate truth that inadvertent prejudices can influence recruiters’ judgement – there are numerous examples of Alexandras getting further in the process when they begin signing off emails as ‘Alex’. GP Bullhound’s Technology Predictions 2019 Report has found that the use of AI and machine learning in recruitment and employee engagement would make the process of bringing on board new hires fairer, more efficient, and more fully integrated, by removing opportunities for bias. AI has the potential to change the process by replacing the human characteristics that make recruitment unfair and inefficient. Machine learning also has the potential to override this inherent bias in recruitment – something which is only good news for firms aiming both to improve diversity and to recruit and retain the top talent. There are countless examples of this technology successfully streamlining the recruitment process. Entelo and Wade & Wendy are using AI to enable an enhanced engagement with candidates during the recruiting process. Meanwhile, AllyO have used AI and machine learning to help clients increase capture and conversion rates up to six times over a more traditional recruitment approach. The risk with AI in recruitment, however, is that bias becomes institutionalised rather than eliminated. AI requires training data, so it must learn from current management styles to develop its own practices. If a company’s current recruitment processes are biased, discriminatory, punitive or overly hierarchical, AI will learn to perpetuate this rather than uprooting it. AI must be tuneable, with frequent tweaks to the algorithms necessary to override biases. Behavioural analytics must be used carefully - if AI becomes an independent decision-making system, it risks creating more problems than it solves. It can, however, greatly streamline the recruitment process, making it fairer and more efficient. As with any new technology, the potential is there, but implementing it across the board effectively requires care, diligence and access to the relevant data. For one, data and AI tools can be used to sort candidates’ profiles and identify the most suitable candidates. Over half of talent acquisition leaders state that the most difficult and time-consuming part of their job is identifying the right people from an endless pool of applicants. It’s not only AI that will help, as there is also huge potential for technology to enhance recruitment functions through data analytics. The recruitment industry already has a huge range and depth of data at its fingertips, but it is failing to use this beneficially. By using this data more efficiently, recruitment teams can develop a better understanding of what roles in which markets will pose challenges for them, as well as predicting periods of mass hiring and plan for growth initiatives based on the talent available. Data will become fully integrated into the candidate life cycle, and will fundamentally drive how, when and where firms recruit. AI and machine learning will have a major impact on the recruitment process, bringing greater efficiency, fairness and accuracy in talent acquisition. But if this is to be implemented effectively, AI must be tuneable and transparent. For this to succeed, it requires leadership, great engineers and holistic company strategies, but the impact it can have on streamlining this industry will have numerous and hugely valuable benefits.



Link to full content:
 
http://www.onrec.com/news/news-archive/taking-people-out-of-the-recruitment-process-for-the-better







Gartner Identifies Top Three Priorities For HR Leaders in 2019

21-January-2019 - onrec.com



In Tight Labor Market, Retaining Top Talent Remains Primary Focus Posted in News archive on 21 Jan 2019 In 2019, HR leaders’ top three key initiatives will be building critical skills and competencies, strengthening the current and future leadership bench and improving employee experience, according to Gartner, Inc. Gartner surveyed 843 HR leaders globally — at the enterprise, business-unit and subfunction levels — and these three initiatives clearly emerged as priorities. The survey showed that: Building critical skills and competencies is a priority for 85 percent of heads of learning and development. Seventy-eight percent of talent management leaders are prioritizing building the leadership bench. More than half of all HR leaders agree that improving employee experience is a priority. “Given the realities of today’s tight labor market, the focus on developing and retaining top talent is critical,” said Brian Kropp , group vice president of Gartner’s HR practice. “Our most recent Global Talent Monitor report found that only 53 percent of workers worldwide have a high or somewhat high intent to stay in their current positions , compared with 60 percent of workers in 1Q18.” To deliver against these initiatives, heads of HR must develop a strategy that focuses on the following key levers of improvement: Developing “Connector Managers.” Ineffective managers are the single biggest problem in the workplace today — 48 percent of HR leaders say their organization’s managers are not effectively developing employees. Most organizations yearn for “Always On” managers, who commit to constant employee coaching and development. However, “Connector Managers” are the most likely to improve employee performance by fostering meaningful connections among employees, teams and the organization to develop an employee’s specific capabilities — at the very moment that employee is primed to learn. Connector Managers triple the likelihood that their direct reports will be high performers, and increase employee engagement by up to 40 percent. Demand-driven succession management . Among HR leaders, 47 percent said their organization struggles to develop effective leaders and 45 percent said their succession management processes didn’t yield the right leaders at the right time. Adding to the complexity, most organizations expect more than 40 percent of leadership roles to be significantly different within five years. Traditional succession planning assesses current roles and gaps in leadership supply. By switching to demand-driven planning, HR leaders can assess leadership needs that will enable the organization to achieve strategic goals, not just fill potential future vacancies in current roles. Employee experience. Today, work experiences do not match the experiences of individuals outside the workplace. However, employees want the ease of their personal life, fueled by digital technologies that enable seamless, effortless experiences, to be duplicated at work. To start delivering on this requires a change in focus for HR from just asking what employees want (or worse still, assuming what they want) to listening to what they need and determining what they really value. Supporting what employees value increases employee performance by 20 percent. “Ultimately, employees want their 9-to-5 to look like their 5-to-9, and the organizations that deliver on that idea will gain a competitive advantage,” added Mr. Kropp. “The businesses that are successful today and, in the future, will be those that win when it comes to talent,” said Sari Wilde, managing vice president of Gartner’s HR practice. “This means helping employees build critical skills and developing employees into leaders, which is especially critical given that less than two-thirds of managers think their employees are able to keep pace with future skill needs.” To learn more about these key issues facing HR leaders, attend the complimentary webinar,  “2019 HR Executive Priorities,” on January 23 at 10 am EST or download the full report . About Gartner for HR Leaders Gartner for HR Leaders brings together the best, relevant content approaches across Gartner to offer individual decision makers strategic business advice on the mission-critical priorities that cut across the HR function. Additional information is available at www.gartner.com/en/human-resources/human-resources-leaders . About Gartner Gartner, Inc. (NYSE: IT) is the world’s leading research and advisory company and a member of the S&P 500. We equip business leaders with indispensable insights, advice and tools to achieve their mission-critical priorities and build the successful organizations of tomorrow. Our unmatched combination of expert-led, practitioner-sourced and data-driven research steers clients toward the right decisions on the issues that matter most. We are a trusted advisor and objective resource for more than 15,000 organizations in more than 100 countries — across all major functions, in every industry and enterprise size. To learn more about how we help decision makers fuel the future of business, visit www.gartner.com .



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Zellis becomes the new name for NGA Human Resources UK & Ireland

21-January-2019 - onrec.com



Zellis is the new name for NGA Human Resources UK Ireland, the market-leading payroll and human resources (HR) software and service provider. Posted in News archive on 21 Jan 2019 Following sale of the business in February 2018, NGA HR UK Ireland has become a standalone company, fully separate from NGA Human Resources. As part of this change, the company has rebranded to Zellis.  With over 1,200 clients, delivering services to more than five million of their customers’ employees across all market sectors, Zellis is the largest provider of payroll and HR software and services in the UK and Ireland.  The new brand will combine the track record and expertise of NGA HR UK I, with a renewed commitment to helping their customers deliver an enhanced employee experience. Over the next few months, Zellis will brief customers about a series of investments in exciting new technologies like robotics and AI, designed to help their businesses stay ahead. John Petter, Zellis CEO comments, “We are a strong and proven leader in this market, but we want to be a truly great, customer-centric business, and we will invest to achieve this. We believe this is a truly exciting time for our customers, partners and colleagues.” “Our former parent company, NGA HR, will remain a vital strategic partner” John Petter continues, “we are delighted to confirm that we will continue to work with NGA to serve the needs of their global customers in the UK and Ireland”. Andy Monshaw, CEO of NGA HR, said: “The move is mutually beneficial to both parties. Zellis are able to invest in areas which are important to growth in the UK and Ireland, while we continue to work together to support international clients. We wish them the best of luck and are sure they will continue to deliver to the highest standard.” About Zellis Formerly the UK and Ireland division of NGA Human Resources, Zellis is now a standalone business providing Payroll, HR and Managed Services and software to UK and Ireland based companies with over 500 employees. With over 50 years’ experience and almost 2,000 employees, Zellis is the largest business of its nature in the UK. We count a third of the FTSE 100 as customers, serve over five million employees and process well in excess of 60 million payslips a year. We are also the people behind ResourceLink, the award-winning payroll and HR software. Find out more at  www.zellis.com Related Zellis businesses: Moorepay have been helping start-up, growing and established businesses make payroll & HR easy for over 50 years with their innovative, cloud-based solutions. Learn more at  www.moorepay.co.uk Benefex. The company behind OneHub, the award-winning employee experience platform that delivers innovative rewards and benefits technology:  www.hellobenefex.com



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Workers more likely to leave companies that fail to address diversity problems - Expert comment

21-January-2019 - onrec.com



Sheila Flavell, COO at FDM Group and Chair of the Advisory board for the IoC: Posted in Opinion on 21 Jan 2019 “It’s encouraging to see that employees recognise the benefits of diversity in the workplace and these findings should inspire business leaders to do more in this area. The first step forward is for companies to view diversity as a business strategy and not a HR tick-box exercise. Bringing together a workforce from different cultures and backgrounds not only creates a more dynamic working environment, it strengthens company morale and boosts productivity. A key aspect of this approach should be tackling pay gaps in terms of ethnicity and gender, two all too common issues that send the wrong signal to prospective and existing employees. It’s not about favouritism, it’s about creating a level playing field for every staff member, whatever their background.” 



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Nissan´s Ghosn offers to wear electronic ankle tag to get bail

21-January-2019 - reuters.com



Ousted Nissan Chairman Carlos Ghosn has offered to wear an electronic ankle tag and hire guards to monitor him in an unusual bid to secure his release on bail after two months of detention in Japan for alleged financial crimes.



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Blue Monday: Retail industry has unhappiest workers in UK

21-January-2019 - onrec.com



This Blue Monday, new data reveals that Retail workers are the most miserable staff in the UK, according to research from job search engine Adzuna.co.uk. Posted in Statistics and trends on 21 Jan 2019 Company Profile Adzuna View profile » • Retail is the most dissatisfied sector for pay, with average pay levels falling 1.6% year-on-year • Yorkshire Humberside is the most dissatisfied region when it comes to pay • Widespread Salary Misery as almost 1/3 (28%) of UK Workers believe they are underpaid • Two-thirds of workers (66%) believe they are due a pay rise in 2019 This Blue Monday, new data reveals that Retail workers are the most miserable staff in the UK, according to research from job search engine Adzuna.co.uk . The survey, conducted by the job search engine in January 2019, asked 1,000 UK workers to define how satisfied they are with their salary, as well as their expectations for a pay rise this year. It also drilled down into UK regions and industry sectors to reveal which workers are most disappointed with their current earnings. 40% of Retail workers are unsatisfied, or very unsatisfied with their salary, making them the unhappiest workers in the UK. This is perhaps unsurprising considering the current average salary for Retail workers sits at £25,243, 1.6% lower than a year ago, and significantly under the average UK wage of £33,424. The outlook for the sector is also looking gloomy, with over 1,100 shops closing down on the high streets in the first half of 2018.** Several high profile failures have rocked the sector, including House of Fraser collapsing into administration, profit warnings at Debenhams and Toys R Us closing. UK’s happiest and unhappiest industries Following closely behind the retail industry, Charity Not-for-Profit workers are also struggling, with 40% proving despondent on pay, including 20% who are very unsatisfied. Other suffering sectors include Science workers (38% unhappy), Customer Services staff (35% dissatisfied) and Energy Oil Gas employees (33% unhappy). Engineers are the happiest sector workers, with 58% either satisfied or very satisfied with their pay packets. This is closely followed by Healthcare Medica l at 55% and Teaching jobs at 53%. In fact, teaching jobs have seen the biggest annual pay rise of any industry, with average salaries climbing 15.9% year-on-year to £30,889 - although this has been propped up by private teachers and tutors charging higher salaries. Thankfully, there are more ways than ever for people to find out if they could be worth more than they are currently earning, with 10s of 1000s of British workers now turning to online valuation tools like ValueMyCV to help understand if they are due a pay rise. Yorkshire Humberside workers grumbling most on pay Workers in Yorkshire Humberside are most dissatisfied with their pay, with 44% proving unsatisfied including 28% confessing to being very unsatisfied. Average advertised salaries in Yorkshire currently sit at only £29,443, the second lowest of any region and significantly below average pay across the UK (£33,424). Yorkshire workers also proved among the most pessimistic on pay, with only 59% of employees expecting a pay rise in 2019, second only to the North East (51%). The region has seen a 2.4% annual rise in average salaries, but has lagged behind nationwide increases of 3.9% as pay rates have stagnated in the North in recent months. The South East is the second most dissatisfied region, with 41% of workers feeling underpaid, followed by the South West (37%) and Wales (36%). By comparison, the happiest location for workers is London, with 56% of employees saying they are satisfied or very satisfied with their salaries. This is followed by the North East, where 51% of people are satisfied or very satisfied with their salaries. The North East hiring hub Sunderland currently has one of the highest levels of competition for jobs, with 2.6 jobseekers for each vacancy on the jobs market, and the region as a whole boasts the highest competition rate for England (1.2). As a result, workers in the region may be counting their blessings to be in a job, rather than focusing on climbing the salary ladder. Widespread salary misery across the UK Widespread salary dissatisfaction is spreading across the UK, with almost a third (28%) of workers unhappy with their current pay-packets. Across the UK as a whole, just 15% of employees are completely satisfied with their current salary. Overall, satisfaction rates have improved from January 2015 when 52% of Brits said they were unhappy, but there is still substantial work to be done. Furthermore, two-thirds of UK workers believe they are due a pay rise in January 2019, with 66% of women believing they are due a rise, compared to 65% of men. Women becoming more ambitious about pay Interestingly, the proportion of women backing themselves on pay has risen from 55% in January 2015, suggesting women are becoming more ambitious about their salaries. In 2018, all companies in Great Britain were required to start reporting on their gender pay gap, exposing pay differences in the workplace and encouraging conversations about gender parity. Compared to four years ago, this rise in the proportion of women believing they are due a pay rise suggests it may be getting easier for women to have conversations about pay in the workplace. But there remains work to be done, with the latest figures from the ONS showing the gender pay gap currently sits at 8.6% among full-time employees, and many traditionally female industries, like Retail, currently suffering salary stagnation.* Andrew Hunter, co-founder of Adzuna, comments: “It’s unsurprising, and yet disheartening, to see that retail is the unhappiest sector in the UK, as consumers swap ‘bricks for clicks’. However, generally it’s clear that a salary malaise is spreading across the country. Political uncertainty and a stuttering economy meant salaries stalled at the end of last year, despite vacancy levels remaining high and skilled workers hard to come by. As a result, the majority of workers feel like they deserve a pay rise this January. Preparation is key if you’re planning to ask your boss for a raise. Find out if your pay is competitive using a tool like ValueMyCV to see if you are being underpaid. Up-skilling is another way to climb the wage ladder, particularly in shortage industries like IT and Engineering. Taking advantage of training opportunities could be another way to get ahead.” Table 1: UK’s unhappiest workers - by sector   Sector % of workers dissatisfied or very satisfied with current pay levels Average Salary Annual Salary Change 1 Retail 40% £25,243 -1.6% 2 Charity Not-for-Profit 40% £29,234 1.8% 3 Science 38% £37,967 -3.9% 4 Customer Services 35% £20,853 1.5% 5 Energy Oil Gas 33% £40,411 2.1% Table 2: UK’s happiest workers - by sector   Sector % of workers satisfied or very satisfied with current pay levels Average Salary Annual Salary Change 1 Engineering 58% £40,775 4.8% 2 Healthcare Medical 55% £35,535 0.1% 3 Teaching 53% £31,323 14.3% 4 Legal 53% £45,158 6.3% 5 HR & Recruitment 51% £30,460 0.7% Table 3: UK’s unhappiest workers - by location   Sector % of workers unsatisfied or very unsatisfied with current pay levels 1  Yorkshire and Humberside 44% 2 South East 41% 3               South West 37% Table 4: UK’s happiest workers - by location   Sector % of workers satisfied or very satisfied with current pay levels 1 London 56% 2 North East 51% 3 West Midlands 51% *Figures taken from ONS release “Gender pay gap in the UK: 2018” ** https://www.bbc.co.uk/news/business-46142025 



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Asset managers brace for more job cuts amid market turbulence

21-January-2019 - reuters.com



Turmoil on financial markets is expected to deepen layoffs and accelerate acquisitions in the fund management industry.



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Over three quarters of employees claim it is ‘uncomfortable’ to talk about mental health in their workplace

21-January-2019 - onrec.com



76% of professionals believe people at their place of work would be uncomfortable discussing mental health – citing anxiety of how they might be perceived by co-workers (82%), concerns over harm to career prospects (78%), embarrassment (76%), and fears they would not be trusted with more responsibility (69%) as the key barriers. Posted in News archive on 21 Jan 2019 Less than a quarter (23%) ‘strongly agree’ that attitudes towards mental health in the workplace have changed in recent years. The results come from a Robert Walters whitepaper ahead of Blue Monday (21 January) –commonly cited as the most ‘depressing’ day of the year where people feel at their ‘lowest.’ Almost 80% of employees claim that management simply ‘ making clear that mental health is a priority’ would be a highly effective strategy in removing the barrier to talk. However only a third (36%) of management feel that this approach would be necessary or effective. According to the research, only half of UK employers have a mental health policy in place, despite the fact that 97% of professionals believe their employer has a responsibility to support the mental health and wellbeing of staff. Chris Hickey, UK CEO at recruitment consultancy Robert Walters, states: “In our own industry we have seen a shift in professionals (88%) wanting to know more about a prospective employers approach towards mental health and wellbeing. However many employees (64%) are finding this information difficult to come by, not helped by the fact that just 3% of companies mention their mental wellbeing strategies in job adverts. “As a result, more and more professionals (42%) are resorting to using employer review sites to find out about an organisations mental health policy.” Only 17% of employers currently have a partnership in place with an external (mental health or wellbeing) organisation, despite most companies (89%) recognising the benefits it would bring. Added to this, only 18% of general staff – outside of HR – receive mental health training. Chris Hickey states: “Just 6% of hiring managers specifically recruit staff with expertise in mental health, and of these less then 10% feel that their skills are being used as effectively as possible. “In addition to reviewing the recruitment process in order to seek professionals with specific skills and experience of dealing with mental health barriers in the workplace , employers should review their current workforce to identify staff who already possess expertise in the field and help to train them up.” Download the whitepaper here: The important of mental health strategies in attracting top talent.



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Stress epidemic: The industries where Brits are most likely to experience workplace stress

21-January-2019 - onrec.com



With two-thirds of professionals revealing that their job is causing them to feel the strain Posted in Statistics and trends on 21 Jan 2019 Company Profile CV-Library.co.uk View profile » This Blue Monday, CV-Library , the UK’s leading independent job site, reveals that two-thirds of Brits are feeling the strain, with 67.7% stating that their job makes them feel stressed. What’s more, almost half (46.6%) said this impacts their private life, with 71.8% experiencing low mood even after they leave work.   The survey of 1,100 workers sought to discover the top causes behind workplace stress and which industries were most affected. Below, CV-Library reveals the sectors where Brits are most likely to suffer from stress, with the top 10 outpacing the nation average of 67.7%. The full list includes: Social Care – 86.4% Recruitment – 81.8% Sales – 79.2% Accounting – 76.7% Construction – 76% Marketing – 73.7% IT – 70% Legal – 70% Design – 69.2% Manufacturing – 68.6%  Lee Biggins, founder and CEO of CV-Library , comments: “While it’s concerning to learn that such a large percentage of the population are suffering from workplace stress, in many of these key industries that comes as little surprise. These are all high-pressure roles, particularly those in the care sector and others such as recruitment, sales and construction, which require tight deadlines and aggressive targets. These factors often add to the stress of the job; especially as we start a new year.”  Respondents were also asked to identify the top causes of their stress, with the number one problem being increasing workloads (54.8%). This was followed by their manager (40.1%), tight deadlines (34.1%), making a mistake (30.5%) and customers/clients (25.9%). Biggins concludes: “Stress and mental health has become a hot topic of late, with businesses and professionals alike focussing on mental wellbeing at work. Despite this, it’s clear from these findings that more needs to be done to help eliminate stress and support increasingly busy professionals. “As an employer, you are there to support those who are struggling at work and you certainly shouldn’t become part of the problem. Keep an eye out for employees who look overwhelmed, fatigued or are struggling to keep on top of their workload. This could be a sign that they’re suffering from stress. As such, you need to put measures in place to help alleviate some of the pressure.” 



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Redundancy fears hang over one in 10 workers in 2019

21-January-2019 - onrec.com



Christmas bills have arrived, the weather is cold and dark, and there isn’t another bank holiday until April so today can feel like ‘Blue Monday’ in more ways than one. Posted in Statistics and trends on 21 Jan 2019 One in ten UK workers think it’s likely they will be made redundant this year One in three would explore careers outside of their current sector if they lose their job While redundancy is generally seen as a negative life event, Lee Hecht Harrison Penna, who work with more than 20,000 UK redundancies a year, say many also find a chance to make a positive change in their lives Christmas bills have arrived, the weather is cold and dark, and there isn’t another bank holiday until April so today can feel like ‘Blue Monday’ in more ways than one. For some workers across the UK, every Monday can be blue for the fear of being made redundant. New research by Lee Hecht Harrison Penna, the global human capital consultancy, reveals more than one in ten (11%) think it is likely they will be offered redundancy in 2019 (1) . More than a third (38%) of UK employees view redundancy as a threat with a quarter (25%) saying reducing their monthly spending would be one of the first things they would do if they were to lose their job. Certainly many immediately see the negatives of a possible redundancy. However, Lee Hecht Harrison Penna, who work with more than 20,000 people made redundant each year, say many also use redundancy to make a positive change in their lives and careers. Which industries are expecting redundancy?  According to Lee Hecht Harrison Penna’s research, IT workers are the most expecting redundancy, with three in ten (30%) thinking they will be let go this year. Over a quarter (27%) of building and property workers fear redundancy, with 22% of engineering workers and 21% of hotel, leisure and entertainment employees also expect redundancy. Despite the well-reported High Street woes, retail and wholesale staff feel relatively secure with only 7% fearful of redundancy this year, perhaps thinking the worst of the trend is behind them. Meanwhile British emergency service workers also feel secure in their roles with only 5% thinking redundancy is a possibility in the next 12 months. Workers’ opinion on whether they think they will be made redundant in 2019: Industry Top 3 industries with highest percentage of workers who think they will be offered redundancy in the next 12 months IT workers 30% Building and property workers 27% Engineering 22% Industry Top 3 industries with the least percentage of workers who think be offered redundancy in the next 12 months Transport / Logistics 8% Retail  / Wholesale 7% Police / Fire / Ambulance 5% However, redundancy rates are currently at a record low (2) according to the ONS. Lee Hecht Harrison Penna’s survey shows some workers see redundancy as an opportunity, with almost three in ten workers (28%) saying they would explore jobs outside their current sector if made redundant. HR can play a crucial role helping employees move on effectively. It is important employees are supported through the process to ensure their wellbeing and successful transition to new roles. Companies and businesses that handle this process well can protect their brand and ensure workers leave with a positive experience. JC Townend, CEO of UK and Ireland at Lee Hecht Harrison Penna, commented: “While redundancy can be extremely unsettling and cause stress and fear for many workers, it can also be the chance to take some time to assess career goals and make sure you are on the right track. Redundancy can present a great opportunity to explore new prospects in an industry you are passionate about or supercharge your professional development in a different organisation.” A useful first step for individuals facing redundancy is to get an external perspective and reflect on the positive and negative aspects of their past jobs and the suitability of previous roles to their strengths and weaknesses. There may be a career that is more suited to their skillset and interests, or one they have always wanted to try but never had the impetus or chance to switch careers and pursue a new path. This can be the chance to refocus your career goals, expand your personal and professional network and be proactive about taking charge of your job search. With this approach it could be the start of a fulfilling new career and the end of Blue Mondays. Lee Hecht Harrison Penna offers these tips to workers who have been made redundant: 1.    Pause and reflect - Take a step back and reflect on your career to date, thinking about the tasks you enjoyed and disliked about each job you have had. It can be beneficial to talk to someone outside of your immediate work environment who can help you figure out what your next move is. 2.    Strengthen your CV and LinkedIn profile - Once you’ve identified your ideal role, ensure your CV includes the key words used in the advert. Large companies often automate the first stage of recruiting which means CVs missing vital key words will lose out on interview selection. Don’t forget to update your social media profiles like LinkedIn, these are sometimes viewed first and are an important first step in getting the attention of recruiters. 3.    Get out of your comfort zone – Make sure you’re going to networking events and industry talks to make new connections and grow your network. Thinking creatively and learning about topics outside of your current remit may be a good way to gain exposure to different types of work and more engaging roles to better suit you as an individual.  While your first thought may be to cut costs and stop attending industry events, you may miss an opportunity and end up worse off financially. 4.    Grow your skills and social circle – Find something outside of work that you enjoy and join a group, it will make you stand out against the competition, help you to increase in confidence and develop new skills that are transferable to your professional life. 5.    Meet up with a mentor – Organising a meeting with a mentor can be a useful way to get some objective advice on your situation. Many industries have specific mentoring schemes that will connect with someone who can point you in the right direction, help perform a skills audit and provide some much needed friendly advice. (1) The research was conducted by Opinium 21 st – 27 th December 2018 among 2,006 UK adults (2) According to the December ONS report on the UK Labour Market redundancy is at the lowest rate since comparable estimates begun in 1995



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FDA head: Agency may call back more food safety staff, currently out due to shutdown

20-January-2019 - usatoday.com



Food and Drug Administration head Scott Gottlieb says the agency may call back additional unpaid food safety workers during the government shutdown.            



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GM warns workers in Brazil on losses, tough turnaround plan

19-January-2019 - reuters.com



General Motors Co has warned employees in Brazil that new investments there depend on a painful plan to return to profit in the country, according to a memo seen by Reuters on Saturday.



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Shutdown sojourn: Free museums, music for furloughed U.S. workers

19-January-2019 - reuters.com



It may not put a meal on the table for furloughed federal employees, but some U.S. museums and symphonies are supplying food for the mind in free admission for workers affected by the longest partial...



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Everyone´s least favourite dating trend has hit the office

18-January-2019 - onrec.com



By Orlando Cowcroft, LinkedIn UK Posted in Opinion on 18 Jan 2019 You advertise a new role. A dream candidate applies, aces the first interview and then the second. An offer is made, there is some haggling over salary, a start date is agreed. It comes, then it goes. Calls and emails go unanswered. Days pass, then weeks. Eventually, it becomes clear: You’ve been ghosted.  It may be some consolation to know that, according to LinkedIn research, you are not alone. Across England, Scotland, Wales and Northern Ireland, 95% of recruiters have experienced candidates disappearing after an interview – or in some cases, even after having accepted a new role. In the digital age, ghosting –  defined as : “ending a relationship with someone by suddenly and without explanation withdrawing from all communication” – has typically applied to the world of dating. But now it is recruiters being left at the restaurant as their date climbs out of the proverbial bathroom window.  A total of 48% of 600 polled by LinkedIn have seen an increase in ghosting since the beginning of 2018. Only 5% have had no experience of ghosting. There are regional variations: In southern England, only 40% of recruiters have witnessed an uptick in ghosting, while in Northern Ireland the figure is a staggering 66%. Only 5% of recruiters told LinkedIn that they have no experience with the practice, although 16% say there has been a drop off this year. As a recruiter,  David Hunt , CEO and founder of clean energy executive search company Hyperion, has only been ghosted once – in the mid-1990s – but says that as the practice becomes more normal in modern life, especially on social media, it is no surprise that it is spreading.  For Hunt, though, there is some justice in it. For years, candidates were ignored or left in the dark by arrogant human resources departments or recruiters, with no replies to detailed and thoughtful applications or even after first, second or third interviews.  “What goes around comes around. I and my team have always made ourselves available, or at least replied to messages, whether the market is candidate or client led, as it always cycles with the economy,” he says.  Ghosting is by no means unique to Britain. An investigation by LinkedIn in June 2018 found companies across the US, from finance to food services, complaining that a sustained labour shortage and a tight job market had led to  a surge in ghosting  amidst a sustained labour shortage and a tight job market.  Amanda Bradford , CEO and founder of dating app The League said that ghosting  had “almost become a new vocabulary”  in which “no response is a response.” Now, she said, “that same behavior is happening in the job market.”   Abakar Saidov , CEO and co-founder at recruitment startup Beamery, agreed that the rise in ghosting is indicative of a generational shift. As social media and email have replaced the telephone or face-to-face meeting as our means of correspondence, it is easier than ever to just disappear.  "In today's world of digital natives, people have become more averse to difficult conversations, which is why having good relationships and the right engagement is so important," he says.  Another major factor is the UK job market, with employment at a 40 year high of 75.7%  and the fastest growth in pay in a decade . In a lot of sectors – although, crucially, not all – candidates are spoiled for choice when it comes to open positions. As such, the ball is in the candidate’s court.  As a result, recruiters are changing their strategy to account for it: 34% told LinkedIn that the rise in ghosting had increased the time it takes to hire, and 24% said they actually call a new hire on their first day in the job to check that they have shown up.  Around 20% of recruiters said that candidates ‘ghosting’ had cost them clients and had damaged their professional reputation.  That rude awakening, says Hyperion’s Hunt, is overdue. One of the main positives of the ghosting-at-work era, he hopes, will be a better recruitment process for both candidates and companies looking to hire.  “Too many companies and recruiters leave people hanging, and are then surprised when they go missing,” he said.  “I believe most people will treat you with professional respect, if you afford them the same, even in markets where candidates can have a handful of job offers to consider.”



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http://www.onrec.com/news/opinion/everyones-least-favourite-dating-trend-has-hit-the-office







An Exciting Journey of Parsing and Matching in 2018

18-January-2019 - onrec.com



The beginning of a year is the best time to review how the last year has been for your company. RChilli did the same analysis and here are few of the insights. Posted in News archive on 18 Jan 2019 Company Profile RChilli Inc. View profile » When we look at 2018, it was a year full of success, new acquaintances, learning and fulfillment. Delivering Promises As Always… RChilli provides resume parsing , matching, and enrichment for every recruitment management system. We entered into new partnerships and made associations with leading companies. It was a pleasure delivering our services to top Fortune 500 companies, multi-billion enterprises, and popular ATS and job boards. We are proud that we are serving our customers across the globe. Attending Events Globally… At RChilli, we firmly believe that attending events not only helps in building networks, but it also provides an excellent opportunity to learn about the current HR Tech practices. Our team’s calendar and schedule were booked with event dates. Our team members kept on traveling around the globe to attend these conferences. We are glad that we could grab a chance to interact with leading HR professionals and thought leaders. Apart from knowing about the latest trends, we also got to meet startups and companies displaying their new products and services. At some events, we got a chance to become a keynote speaker. Few events which we attended are HRTechTank, San Francisco HR Tech Summit, Toronto HR Tech, Las Vegas    HRTechTank, Sydney        HRTechTank, Singapore      HRTechTank, Boston Vinay Johar, CEO of RChilli , participated as a mentor in the ‘TiE Virtual Mentoring Circle.’ The session was well-appreciated by the attendees. What’s New? At RChilli, we ensure that we implement out-of-the-box ideas in our solutions. With the introduction of RScript, a web plugin, the users see a drastic reduction in the integration time of a resume parser. Imagine the integration time being reduced from two hours to two minutes with a simple JScript.  Also, we are coming up with enrichment marketplace soon.



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http://www.onrec.com/news/news-archive/an-exciting-journey-of-parsing-and-matching-in-2018







CV-Library funds new computer lab at Gandys Kids Campus in Sri Lanka

18-January-2019 - onrec.com



Posted in News archive Leading job board provides over 200 children with access to IT equipment on 18 Jan 2019 Company Profile CV-Library.co.uk View profile » The UK’s leading independent job board, CV-Library , is delighted to announce that it is funding the launch of a brand new computer lab at The Gandys Kids Campus in Sri Lanka, to help provide over 200 children with essential training and education. CV-Library has donated £3,100 to the campus, a non-profit education centre that provides high quality welfare and education to under privileged children aged 4-16 years old in Sri Lanka. The centre was built by the Gandys Foundation in memory of the 230,000 victims that sadly died in the 2004 Boxing Day Tsunami, alongside the parents of Gandy’s founders, Rob and Paul Forkan. Rob Forkan was one of CV-Library's first employees and him and his brother Paul have worked closely with the company's founder and CEO, Lee Biggins, for many years. CV-Library is delighted to be able to help the children to fulfil their dreams, achieve academic success and gain employment in the future. Lee Biggins, founder and CEO of CV-Library , comments: “ We’re really excited about supporting the launch of this brand new computer lab at the Kids Campus in Sri Lanka. Being an online business, it’s easy to forget how fortunate we are and take for granted the opportunities we have in our country. Some of these children may never have even seen a computer before and the contribution will help these young people to learn vital skills that will help them to further their education and future employment prospects. "I've known Rob for many years, having employed him after the tsunami and helping him build his career and set up his own business. I joined Rob and Paul at the Kids Campus over Christmas two years ago and it was a humbling experience. It's fantastic to see that the centre is growing and helping more children to achieve their goals and expand their horizons." The new computer lab, named ‘Barney’s Computer Lab’ after CV-Library’s infamous blue mascot, Barney the Owl, consists of seven workstations and two printers with internet connection. The donation from CV-Library has covered the entire cost of setting up the lab, including computers, a projector, headsets, software, WiFi, wiring and installation, desks, chairs and so on. Mama Tina, another co-founder and manager of the Kids Campus said: “ Access to computers in this region is severely limited for children from poorer backgrounds, leaving them at a significant disadvantage. Our kids have been waiting for this great opportunity to learn computer technology and we are now able to make this dream a reality. “The Computer Lab, powered by CV-Library, will provide a life-changing experience for these students to transform their education and future in the fun, happy and supportive environment that is the Gandys Kids Campus. I felt so happy when Lee offered to support our long awaited Computer Lab – it really is the jewel in the crown of the centre.” Rob Forkan, Founder of Gandys, adds: “CV-Library has always been a huge part of my life and those that read our book “Tsunami kids”  will know that he was a mentor of mine for many years, giving me the confidence and inspiration to start my own brand. “The success of Gandys just shows you that anything is possible. To go from an idea in a bedroom, to our own flagship store in Covent Garden and most importantly, being able to build Kids Campuses around the world is fantastic. We also know the importance of the web and computers in this day and age so this will really help the children with their futures.” The team at Gandys have a goal to build a children's home in every continent. Along with their campus in Sri Lanka, they also have one in Malawi and two more on the way this year.



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http://www.onrec.com/news/news-archive/cv-library-funds-new-computer-lab-at-gandys-kids-campus-in-sri-lanka







FedEx to take up to $575 million charge as it starts voluntary buyouts

18-January-2019 - reuters.com



FedEx Corp said on Friday it could take as much as $575 million in charges as it began offering voluntary cash buyouts to certain U.S-based employees in a bid to reduce costs.



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Heres how to tell if that job offer is too good to be true

18-January-2019 - usatoday.com



Finding a job is tough, but before you shake hands, heres how to make sure youre making the right decision. Buzz60s Tony Spitz has the details.            



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10 US cities where employees are happiest

18-January-2019 - usatoday.com



And not so happy            



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PayPal will fund $25M in cash advances for unpaid federal workers

18-January-2019 - usatoday.com



PayPal is dishing out up to $25 million dollars in cash to federal workers who are going without pay during the partial government shutdown. Veuers Sam Berman has the full story.            



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http://rssfeeds.usatoday.com/~/592880646/0/usatodaycommoney-topstories~PayPal-will-fund-M-in-cash-advances-for-unpaid-federal-workers/







Tesla cuts jobs as it looks to make Model 3 more affordable

18-January-2019 - reuters.com



Tesla Inc said on Friday it would cut thousands of jobs to rein in costs as it plans to increase production of lower-priced versions of its crucial Model 3 sedan, sending its shares down as much as 10 percent.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/lip0HvSnAhc/tesla-cuts-jobs-as-it-looks-to-make-model-3-more-affordable-idUSKCN1PC0W0







Chilis worker says she was denied promotion because she didnt match what a woman should look like

18-January-2019 - usatoday.com



Meagan Hunter says a manager at a Chilis Grill e Bar restaurant in Phoenix told her her clothes were not "gender appropriate."            



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Can an employer ask you to do tasks not in the job description of a new position? Ask HR

18-January-2019 - usatoday.com



A job description is rarely an exhaustive list of duties. Managers and recruiters often do not fully anticipate all the tasks that a job encompasses.            



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Insurance Agents Assured of Trump Pass-Through Tax Break Under Final Treasury Rule

18-January-2019 - insurancejournal.com



The U.S. Department of the Treasury today issued final regulations and other guidance on a provision of the Tax Cuts and Jobs Act that allows owners of sole proprietorships, partnerships, trusts, and S corporations to deduct up to 20 percent



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https://www.insurancejournal.com/news/national/2019/01/18/515313.htm







Employers Reminded that Feb. 1 Is Injury Report Posting Deadline

18-January-2019 - insurancejournal.com



The Occupational Safety and Health Administration is reminding employers they face a Feb. 1 deadline. That is the deadline for employers to post a copy of OSHAs form 300A, which summarizes job-related injuries and illnesses logged during 2018. Each year,



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https://www.insurancejournal.com/news/national/2019/01/18/515236.htm







New year? No fear! How employers can keep workers happy ahead of Blue Monday

18-January-2019 - onrec.com



January can be a struggle for many of the UK’s workers, as life returns to normal after the revelries of the festive season. The combination of heading back to work, gloomy winter weather, and the financial consequences of over-indulging during the Christmas break can leave us all feeling low. Posted in News archive on 18 Jan 2019 This year, the ‘most depressing day of the year’ - January’s infamous ‘Blue Monday’ - is set to fall on 21st January. For employers, this can mean a demotivated and disengaged workforce - at a time when being ready and raring to go is crucial for starting the year off well. With workplace morale set to dip this month, Erik Fjellborg, CEO & Founder of Quinyx, the market leader in workforce management, shares some advice to help bosses banish those blues - and retain a happy, motivated and productive workforce. Spread some New Year cheer “Who said that work perks should be reserved exclusively for Christmas? At a time when everyone is feeling low, it’s more important than ever to reward your staff. “Whether it’s something as simple as getting in a round of coffees or some sweet treats, small touches can go a long way to cheering up downbeat staff. For companies where logistics allow, why not go one step further and offer a late start or early finish to ease workers back into their routine. Taking measures like this will help boost morale and motivate your staff members. After all, it’s the little things in life that count - and that applies to working life too.” Be flexible “Flexibility is key. Our recent study ‘Work that Keeps the UK Working’ found that 73% of the UK’s workers still face issues when it comes to flexibility in their current work schedules. “With flexibility around when, where and how we work becoming ever more important to the country’s workforce - Blue Monday presents the perfect opportunity to demonstrate that flexibility is at the heart of your business. Whether that’s letting someone work from home, or swap their shifts around to allow for other commitments, flexibility should be for everyone - and that applies whether you run a boardroom, a bar or a shop floor. "Unfortunately, flexibility still has connotations of spiralling costs and scheduling nightmares. But with the right tools in place, flexible working can be easier than people think. Giving staff some leeway will prove hugely beneficial in the long term.” Show you care “With morale low, some staff may even begin to look for opportunities elsewhere. It’s not surprising that January also sees ‘Massive Monday’ - the day of the year when record numbers of jobseekers apply for new positions. “Staff retention is a major problem for employers. It may sound simple, but one of the easiest ways to hold on to your workforce is just to show you care. Go that extra mile and get to know your staff members individually. Especially in larger businesses, it's common for employees to feel neglected by management, with a study by the ADP Research Institute finding that nearly two thirds (62 per cent) of UK workers believe they are undervalued at work. “By taking the time to understand staff on a more personal level, bosses will demonstrate that employee happiness is a high priority. It will also help to work out the staff members who may not feel so settled, so steps can be taken to address the problem." Quinyx’s Erik Fjellborg concluded: “January is a notoriously difficult month for employees and can cause all manner of headaches for bosses. By using simple workforce management methods, employers can help their staff overcome those back to work blues and increase productivity as a side effect. “The key thing to remember is that a happy workforce is essential to any successful business, so this Blue Monday I urge all of the UK’s employers to put employee happiness to the top of the agenda.”



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http://www.onrec.com/news/news-archive/new-year-no-fear-how-employers-can-keep-workers-happy-ahead-of-blue-monday







Employee benefits ‘crucial’ to combat Brexit and Blue Monday

18-January-2019 - onrec.com



Employee benefits are more important to businesses than ever and must not be overlooked as we approach Blue Monday and Brexit, leading recruiter Sellick Partnership warns. Posted in News archive on 18 Jan 2019 Blue Monday falls on 21st January 2019 and refers to the day when people reportedly feel at their lowest, due to a combination of factors such as money worries, gloomy weather, Christmas ending and struggling to uphold New Year’s resolutions. Job dissatisfaction can exacerbate this and, when combined with other negative influences on Blue Monday, could prompt employees to begin the hunt for a new role. But implementing a strong and relevant employee benefits strategy could help businesses to retain the best talent. Skills shortages in science, technology, engineering and maths (STEM) sectors are already driving up recruitment costs for many businesses, but difficulties in recruiting for these industries are expected to worsen when the UK leaves the EU on 29th March this year, when there will be fewer candidates and even more competition to get the very best talent. Jo Sellick, Managing Director, Sellick Partnership, says: “Disengagement is dangerous for businesses, but never more so than at a time when the economy is teetering and employers can ill afford to be without the right staff. When you couple the concern over Brexit with an event like Blue Monday, you can end up with a dissatisfied workforce that is much more likely to leave the business, resulting in time and money being lost. “Employee benefits are one way to avoid this disengagement and also make sure your business retains the best talent. Incentives don’t necessarily need to be expensive, they just have to show your staff that you care about their wellbeing and happiness. Unveiling a new benefits policy on Blue Monday itself could be a great way for employers to bring positivity to the workplace on an otherwise downbeat day.” Some of the most popular non-financial employee benefits include: Flexible working Extended lunch hours Discounted or free gym membership Social events Mental health support Supplemented or free healthy food Reward and recognition schemes Dress-down days Charity events Parking spaces Competitive maternity/paternity packages Company-wide away days Medical care Additional holiday leave Jo says: “Business owners and HR teams should try to find perks to suit the particular needs of their workforce. For example, if you have a lot of staff who are likely to become parents in the coming years, they will appreciate benefits around additional maternity and paternity support. Or if you know that the majority of your employees commute in their cars and pay expensive parking fees, offering free parking spaces could set you apart from other businesses competing for the same talent.” 



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http://www.onrec.com/news/news-archive/employee-benefits-%E2%80%98crucial%E2%80%99-to-combat-brexit-and-blue-monday







Prepare now for IR35 rule changes

18-January-2019 - onrec.com



The public sector IR35 rules will be extended to include the private sector from April 2020. Posted in News archive on 18 Jan 2019 Company Profile The Association of Recruitment Consultancies - ARC View profile » To help you prepare early, ARC is hosting a special IR35 seminar on 28th January, at the CBI London, to look at how the changes will work and review lessons learned from the public sector roll out.   The seminar will be presented by Adrian Marlowe and Theresa Mimnagh from Lawspeed and will be an early opportunity to hear about the likely impact on process, risk, liability, charging structures and profitability.  The presentations will consider: the public sector rules. IR35 tests. the HMRC online CEST tool, and relevant case studies. By attending you will learn about how IR35 works, the factors necessary to consider for policy decisions, and some ideas on strategy, so permitting an early assessment of steps to take. Don’t wait, only 10 places left - book now  The cost is £149+ VAT per person (discount of 33% for ARC members).   To book call us on 01273 777 997.



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http://www.onrec.com/news/news-archive/prepare-now-for-ir35-rule-changes







Blue January, not just Blue Monday for employees: RedArc receives 29% more referrals in January due to mental health conditions

18-January-2019 - onrec.com



Blue Monday (on 21 January this year) may have become somewhat trivialised, but it is true to say that the start of the new year remains a struggle for many employees: RedArc’s latest figures show a 29% average increase in the number of new patient/employee referrals for mental health conditions in January vs. December over a five-year time frame. Posted in News archive on 18 Jan 2019 What are the triggers for employees? Relationship issues tend to surface over the Christmas period and coupled with other issues can lead to increased stress. This is one of the main reasons for requesting support from the RedArc Nurse Adviser during January. Issues vary from coping with childcare issues during the holiday period; parents not having time for each other; step families coming together but not getting on; shift-working and having planned leave cancelled which can put a strain on relationships. Stress and anxiety can also be exasperated at this time due to financial difficulties. Expected bonuses or pay rises that didn’t materialise, overspending on the festive season, and working overtime to compensate, are all common conversations held by RedArc Nurses with employees. Christmas and the holiday season can also be difficult times to cope with bereavement, depression and anxiety – the pressure to be happy and positive can exacerbate certain conditions. Over and above these specifics, shorter, darker days; susceptibility to winter bugs and illnesses; and broken New Year’s resolutions, can all be a heavy burden on vulnerable employees. Supporting staff is as easy as ABC Ask employees how they are feeling (and listen to the answers). Boost any wellbeing policies, procedures and benefits to ensure they are fit for purpose and meet the needs of the current workforce. Communicate how employees can access mental health support if they need it – especially lesser known benefits like Employee Assistance Programmes, or access to added-value benefits such as self-help apps or third-party nurse support and doctor services. Why should employers take action? Christine Husbands, managing director for RedArc said : "Employees with a history of depression, anxiety or other mental health condition can find the winter months and the festive period more difficult to manage. However, there’s another type of employee, who has never previously been diagnosed with any mental health issue, and may be less aware of their symptoms or embarrassed to seek help. That’s where the day-to-day interaction with an employer can be so powerful in helping signpost a member of staff to meaningful help before things escalate. Not only does this benefit the employee directly but often a positive by-product for the employer is staff retention, reduced absenteeism and improved productivity.” *Statistics based on records of RedArc nurses over the past five years in December vs. January each year.



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http://www.onrec.com/news/news-archive/blue-january-not-just-blue-monday-for-employees-redarc-receives-29-more-referrals







N.Y. Workers’ Comp Board Launches Virtual Hearings Initiative

18-January-2019 - insurancejournal.com



The New York State Workers Compensation Board has launched a new tool that makes it easier for injured workers, attorneys and other participants to attend workers compensation hearings remotely. The Boards virtual hearings give injured workers a way to move



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https://www.insurancejournal.com/news/east/2019/01/18/515191.htm







Method Insurance Launches Workers’ Comp Program for High-Hazard Risks

18-January-2019 - insurancejournal.com



Method Insurance Services has launched a specialty workers compensation program with Service American Indemnity Co. that focuses on an under-served market segment for challenging, high-hazard risks. The program will entertain middle market accounts with manual premiums between $10,000 $250,000



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https://www.insurancejournal.com/news/national/2019/01/18/515164.htm







Nissan to lay off 700 contract workers in Mississippi

17-January-2019 - reuters.com



Nissan Motor Co Ltd's U.S. arm said on Thursday it plans to lay off up to 700 contract workers at its Mississippi assembly plant, citing slowing sales of its vans and Titan pickup trucks.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/ZQpZn6eBFY0/nissan-to-lay-off-700-contract-workers-in-mississippi-idUSKCN1PB2LH







Hitachi debacle strengthens Franco-Chinese hand in UK nuclear

17-January-2019 - reuters.com



Hitachi's decision to freeze its $28 billion nuclear power project in Britain strengthens the hand of France's EDF and its Chinese partner in talks with the government on how to finance new reactors.



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Audi Hungary workers to hold warning strike on Friday

17-January-2019 - reuters.com



Workers at German carmaker Audi's plant in the Hungarian city of Gyor were to go on a two-hour warning strike on Friday as they try to force the company to narrow the wage gap between their salaries and those of Western and regional peers.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/AjTQoLxx2rw/audi-hungary-workers-to-hold-warning-strike-on-friday-idUSKCN1PB2S3







First look: United unveils new uniforms for 70,000 frontline employees

17-January-2019 - usatoday.com



Uniforms have been in the works for more than a year, with designer Tracy Reese and retailers Brooks Brothers and Carhartt working behind the scenes.            



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GMs Barra signals no new vehicles for Detroit Hamtramck, Lordstown

17-January-2019 - usatoday.com



GM CEO Mary Barra offered little hope to workers at the Detroit-Hamtramck and Lordstown plants that new vehicles will be assigned to the facilities.            



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KPMG and REC join forces to help recruitment industry with growth post Brexit

17-January-2019 - onrec.com



The REC (Recruitment and Employment Confederation) has joined forces with professional services firm KPMG in a bid to help members with their growth agendas post Brexit. Posted in Partnerships on 17 Jan 2019 Company Profile REC View profile » The alliance will see specialists from KPMG work with REC advisers to support over 3,500 members across a range of issues including preparing for Brexit, opportunities in new overseas markets and merger and acquisition activity. The alliance has been built around a programme of interactive sessions, events and webexes which will take place across the UK, at which KPMG and REC experts will share the latest business views and insights relevant to the recruitment sector as well as providing advice on regulation. Commenting on the alliance, Bina Mehta, Partner at KPMG said: “Like many businesses right now, the recruitment sector is facing a number of challenges from Brexit, new immigration legislation and tax changes through to disruption from innovative startups and new recruitment technology.   It is an important sector for the UK economy and we are seeing more recruitment businesses focused on their international presence and growth strategies.  We are looking forward to working with REC to help its members as they look to become more resilient and pursue growth.” Neil Carberry, REC chief executive, added: “The recruitment industry is thriving, despite political and economic uncertainty due to Brexit. Our members continue to adapt and be flexible to help UK businesses find the right people to help them grow while there is a tight UK labour market. “With the government’s new package of workplace reforms, possible changes to immigration legislation, IR35 taxation and the apprenticeship levy, I am delighted that the REC has formed a partnership with KPMG that will provide REC members with insight and analysis that will help them grow and innovate during these uncertain times.”



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http://www.onrec.com/news/partnerships/kpmg-and-rec-join-forces-to-help-recruitment-industry-with-growth-post-brexit







Lack of talent remains a major issue for hiring professionals, but majority still plan to increase their recruitment efforts this year

17-January-2019 - onrec.com



A new report from CV-Library explores key hiring priorities and trends for 2019 Posted in News archive on 17 Jan 2019 Company Profile CV-Library.co.uk View profile » While the majority (72.2%) of organisations plan to increase their recruitment efforts this year, a staggering 83.9% of hiring professionals cite lack of relevant talent as a major issue right now. That’s according to a brand new report from CV-Library , the UK’s leading independent job board. The report explores data from a survey of 300 hiring professionals in the UK. It sought to understand the recruitment challenges that organisations are currently facing, their priorities for the year ahead and the new technologies that they believe are going to shape the future of the recruitment industry. Other key challenges include targeting passive candidates (41.3%), a lack of time to search for CVs (24.2%), lack of resource (18.6%) and lack of time to spend screening candidates (12.6%). In addition, over half (54.2%) say that their hiring budgets will stay the same in 2019 and only 50% say their recruitment teams will grow too, despite many planning to increase their hiring efforts. Lee Biggins, founder and CEO of CV-Library comments: “We know that recruitment teams across the UK are under a lot of pressure right now and our latest research only confirms this further. Not only do companies have to try to fill their vacancies despite there being a distinct lack of candidates, the additional stress of time and budget constraints is only adding to the pressure. “It’s difficult to know what will happen to the recruitment landscape in 2019, especially following the rejection of the Prime Minister’s EU deal on Tuesday night. With so much uncertainty in the UK right now, organisations have no choice but to sit tight and carry on with their current hiring efforts as usual.” Other key findings from the report include: Nearly half (55.4%) of employers said their key focus for the year ahead would be building talent pools for the future, while 54.5% will focus on developing their employer brand 87.2% of employers will continue with the same hiring methods in 2019, with 71.5% stating that they’ll use online job boards Recruiters believe that social media will play a major part in recruitment this year (83.3%), while 45.4% said Applicant Tracking Systems Biggins concludes: “Embracing the technology that not only helps to speed up your recruitment process, but also to improve the candidate experience is extremely important in the current market. As such, working with the right recruitment partners to meet your company’s goals is crucial and can help you to successfully grow your team. Set yourself objectives and clear benchmarks for your hiring efforts that you can measure against and monitor for success.” Download the report ‘Recruitment trends for 2019’ to find out more.



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http://www.onrec.com/news/news-archive/lack-of-talent-remains-a-major-issue-for-hiring-professionals-majority-still-plan







Cuomo Proposes Banning Stretch Limos from New York Roads

17-January-2019 - insurancejournal.com



New York Governor Andrew Cuomo proposed banning stretch limousines from the states roads as part of a safety crackdown on large for-hire passenger vehicles following the deadliest U.S. transportation accident in nearly a decade. Twenty people were killed in October



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https://www.insurancejournal.com/news/east/2019/01/17/515068.htm







North Carolina Businesses Without Workers’ Comp Coverage Fined $3.2M

17-January-2019 - insurancejournal.com



The North Carolina Industrial Commissions Compliance and Fraud Investigative Division collected more than $3.2 million in penalties and issued 289 criminal charges at the end of the first two quarters of Fiscal Year 2018-19 as it continues to identify businesses



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https://www.insurancejournal.com/news/southeast/2019/01/17/515025.htm







Kentucky Distillery Employee Dies After Falling from Facility Walkway

17-January-2019 - insurancejournal.com



Authorities say a distillery employee in Kentucky died after falling from a suspended walkway at the facility. The Daviess County coroners office said Tuesday that an autopsy revealed 44-year-old Dennis Layman of Owensboro died of blunt force trauma after falling



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https://www.insurancejournal.com/news/southeast/2019/01/17/515020.htm







Research Suggests Marijuana Users More Likely to Be Fired or Laid Off

17-January-2019 - insurancejournal.com



As U.S. rates of marijuana use continue to rise, workers who use marijuana may be at higher risk of losing their jobs. Job loss may be an overlooked social cost of marijuana use, according to the new research by Cassandra



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https://www.insurancejournal.com/news/national/2019/01/17/515013.htm







Normandy Insurance Expands Workers’ Comp Coverage to Texas

17-January-2019 - insurancejournal.com



Florida-based workers compensation carrier Normandy Insurance Co. is now offering workers compensation insurance to small, mid-size, and large businesses in Texas. This marks the fourth major expansion by the multi-state insurer in the past two years. Normandy now offers workers



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https://www.insurancejournal.com/news/southcentral/2019/01/17/515137.htm







Differences in reporting on ethnicity pay must be recognised to repeat gender pay success

16-January-2019 - onrec.com



Unless key differences with gender pay issues are recognised, there is a ‘significant risk’ that reporting ethnicity pay levels could be ‘counterproductive’, according to the Institute for Employment Studies (IES) in its response to the UK Government’s consultation on ethnicity pay reporting. Posted in News archive on 16 Jan 2019 Whilst supporting the government’s proposals to introduce mandatory reporting of ethnicity pay gap information, IES suggests that cultural and practical barriers to collecting and reporting ethnicity data are greater than for gender pay. More time and greater government support are therefore needed to prepare for these changes. The consultation response voices specific concerns that measures to increase the recruitment of under-represented groups, for example through apprenticeships or paid internships, could serve to widen pay gaps initially. This could inadvertently discourage employers from taking positive action to improve their ethnic diversity. Reporting arrangements therefore need to also take account of changes in the levels of employment participation for different ethnic minority groups, as well as their pay. IES argues that information submitted by employers should be benchmarked against local demographics so that assessments can be made of how representative employers are of the communities in which they are based. Participation rates need to go hand in hand with pay reporting. Drawing on research conducted on behalf of the Equality and Human Rights Commission (EHRC), the IES consultation response suggests that greater transparency at national and employer level is associated with lower pay gaps. Transparency alone does not close these gaps, but plays a key role in driving wider actions that can do so. Duncan Brown, IES head of HR consultancy, said: ‘There are significant potential benefits for the UK economy, society, employers and employees from the introduction of mandatory ethnicity employment and pay gap information. ‘The success of gender pay reporting is promising, though it is important that the government recognises the particular challenges of reporting on ethnicity pay, namely cultural barriers and the practicalities of data collection. Whereas most employers already held data on gender when the reporting requirement was introduced, this is not the case with ethnicity. Employers will need, and should be afforded, more time and support to meet this requirement. We suggest a phased implementation, similar to that which supported the successful implementation of pensions’ auto enrolment.’



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http://www.onrec.com/news/news-archive/differences-in-reporting-ethnicity-pay-must-be-recognised-to-repeat-gender-pay







Coaching on the rise - Nearly 40% of millennials now coached during work hours

16-January-2019 - onrec.com



Research conducted for the Sky Betting and Gaming Workstyles 2019 report*, indicates that there has been gradual growth in those receiving coaching at work, with 33% of Baby Boomers (age 54-72) saying they’ve been coached during working hours, 37% of Generation X (38-53)and 38% of Millennials (18-37). Posted in News archive on 16 Jan 2019 Regionally, the North has a strong coaching agenda, with 35% of people across all generations living here having received some form of coaching, 3% more than London at 32%. The most coached area is the South, at 43%. Catherine Boddington, Head of Talent and Organisational Development at Sky Betting and Gaming, co-founded the Northern Coaching Network earlier this year, alongside Suzanna Prout, MD of Xenonex and the BBC, Morrisons, Direct Line, Skipton Building Society, Yorkshire Building Society, Leeds Beckett University and Chatter Communications. It’s aim is to futher accelerate the coaching agenda in the North to unlock potential, drawing on leaders currently practising within some of the region’s top companies. The nertwork is an opportunity to discuss, solve problems and share best practice in developing and embedding coaching cultures across diverse businesses with differing needs. Catherine said. “‘I’ve seen the transformation coaching can have on people and the businesses they work in. We have a great opportunity in the North to develop the productivity of our region by coaching our people every day. We know that coaching helps people solve their own problems and feel an ownership for the solution they have come up with. This active way of learning and working is increasingly important in an agile, fast paced and competitive marketplace.” The next full-day event from the Northern Coaching Network takes place on 31 st January from 9am at Sky Betting Gaming in Leeds, with speakers including the BBC’s Output & Global Development Editor, Gary Keown and Marie Mohan, CEO of Common Purpose. For full event information, please visit https://bit.ly/2SVP7PE Further Data Points Data breaks / splits by region, age, marital status, gender and generation. If you’d like more figures for specific pieces, please ask. *Research Methodology In October 2018, fieldwork was conducted by YouGov into attitudes between generations on each of the categories above for four generations - Millennials (18-37), Generation X (38-53), Baby Boomers (54-72) and the Silent Generation (73-93). 2,000 GB nat rep adults were surveyed with key demographics of gender, age, region, social grade, marital status, working status, the number of children in household, government region and social media usage available. The youngest respondent was 18, the eldest 93.



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http://www.onrec.com/news/news-archive/coaching-the-rise-nearly-40-of-millennials-now-coached-during-work-hours







Apple plans some hiring reductions after selling fewer iPhones: Bloomberg

16-January-2019 - reuters.com



Apple Inc will cut back on hiring for some divisions after lower-than-expected iPhone sales and missing its revenue forecast for the holiday quarter, Bloomberg reported on Wednesday, citing sources familiar with the matter.



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Businesses cry out for Brexit clarity, warn of no-deal chaos

16-January-2019 - reuters.com



Business leaders in Britain and beyond warned on Wednesday of catastrophic job losses and chaos at ports if the country does not agree a European Union withdrawal, turning up the heat on politicians to deliver clarity.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/U61XSwHPscg/businesses-cry-out-for-brexit-clarity-warn-of-no-deal-chaos-idUSKCN1PA1YT







Citi says female employees earn 29 percent less than men

16-January-2019 - reuters.com



Citigroup's female employees earn 29 percent less than their male counterparts, the Wall Street bank revealed on Wednesday, while announcing targets for appointing more women and minorities to senior roles.



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Furloughed workers to get back pay once government shutdown is over

16-January-2019 - usatoday.com



President Donald Trump has signed legislation guaranteeing back pay to federal workers furloughed because of the partial government shutdown.            



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How the gender pay gap hurts womens retirement and 401(k) plans

16-January-2019 - usatoday.com



Women come up short in retirement after years of working at lower wages than men, losing career opportunities due to caregiving, and other challenges.            



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Visa consumer spending - impact on talent and recruitment, CoreHR comment

16-January-2019 - onrec.com



Dean Forbes, CEO, CoreHR, provides his thoughts on how this impacts talent within retail and where retailers should be placing their attention in regards to their recruitment and talent strategies to suit. Posted in Opinion on 16 Jan 2019 With consumer spending falling, retailers have a fight on their hands to protect their businesses amidst these difficult trading conditions. Customers are now less willing to part with their hard-earned cash, so it is vital that retailers deliver on expectations. That means good stock control, good interactions with staff, and well laid out stores – in both the physical and online worlds. As online sales continue to gain at the expense of the high street, HR teams also face contrasting priorities to scale back the workforce instore whilst ramping up recruitment for roles that support the online experience. This also means that the type of talent retailers are looking for is changing. Nowadays they are on the hunt for great web developers and engineers that can help digitise warehouses. That means HR must prioritise putting the right talent management and recruitment strategies in place to support the organisation’s long-term business goals. Of course, the responsibility to attract and retain great employees doesn’t lie solely with the HR team. The wider business must be encouraged and supported to look into their own networks to fill any talent gaps that might be widening or emerging. Shoppers will always need more options than online-only, so retailers also need to experiment to find the right choices for their customers. Investing in data-driven scheduling technologies will help management understand the bigger picture. That way, staff can be moved between warehouses and shop floors as demand fluctuates. Done right, this technology overhaul can reap benefits for retail workers, customers and management – with retailers able to improve the bottom line, customer service and the working environment. There’s also the potential to offer new benefits to staff, with the possibility of improved flexibility and ownership over working hours.



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http://www.onrec.com/news/opinion/visa-consumer-spending-impact-talent-and-recruitment-corehr-comment







Brexit vote: could lead to a stay of execution for EU nationals but fuels employers’ growing concerns over loss of talent

16-January-2019 - onrec.com



Comment by Jonathan Beech, Managing Director of Migrate UK, in reaction to the MPs voting against Theresa May’s Brexit deal. Posted in Opinion on 16 Jan 2019 Migrate UK is a law firm specialising solely in immigration law for organisations and individuals. Jonathan Beech has over 20 years' experience in the immigration sector. Prior to setting up Migrate UK in 2004, he gained extensive experience working and consulting in UK immigration for the UK Border Agency and two of the ‘Big Four’ global advisory firms, Ernst & Young and KPMG.  Jonathan is available for interviews and a photo is available on request. “Following MPs’ rejection of Theresa Mays’ Brexit deal and the pending confidence vote, whatever happens next whether it’s a renegotiation, another referendum or even a call for a general election, the closer we get to March 29 th then the greater likelihood of a stay of execution for EU nationals and of Article 50 being delayed. “Despite the outcome, this unprecedented uncertainty, anxiety and concern is continuing over the future of EU national workers and their dependents as well as employers trying to safeguard the skills they need to grow their business in times of uncertainty. “Employers struggling against a depleting workforce should take immediate action, to safeguard their skills. Where employers haven’t already done so, identify gaps in your current and future workforce and highlight whether they’ve got the means of remaining in the UK in the future, be this via a residence permit / card or settlement / permanent residency.  “Companies with genuine skilled vacancies should consider applying for a sponsor licence so they have access to a wider pool of talent. In addition, every business must have the correct permitted documentation to employ EU workers no matter what the outcome will be between now and March.”



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http://www.onrec.com/news/opinion/brexit-vote-could-lead-to-a-stay-of-execution-for-eu-nationals-fuels-employers%E2%80%99-growing







Do you run or work for a business based in Essex that you are proud of?

16-January-2019 - onrec.com



Might your company be applicable for a Queens Award for Enterprise? Posted in News archive on 16 Jan 2019 The Queen’s Award for Enterprise is for outstanding achievement by UK businesses for: innovation international trade sustainable development promoting opportunity through social mobility Winners have reported benefiting from worldwide recognition, increased commercial value, greater media coverage and an increase in staff morale. https://lnkd.in/eZ6HhGr Hear from an Essex winner https://lnkd.in/eMcDJuY



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Recruitment & Employment Confederation responding to the defeat of the Government’s EU withdrawal deal

16-January-2019 - onrec.com



Neil Carberry, Recruitment & Employment Confederation chief executive responding to the defeat of the Government’s EU withdrawal deal says: Posted in Opinion on 16 Jan 2019 Company Profile REC View profile » “Crashing out of the EU without a deal would do real damage to British businesses and the millions of families they support. A no deal Brexit is not a tolerable way forward. “Businesses critically need certainty on Brexit plans. Political paralysis is already impacting firms – slowing down investment decisions and damaging our reputation globally. “ “Recruiters have been clear that Britain needs a deal with a clear transition period and a sensible approach to EU immigration, which will help to calm economic fears. Any Brexit “plan B” must involve these two elements. Across the country, recruiters are already working with companies to help them find the people they need for their future workforce, taking into account the challenges Brexit will bring.”



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http://www.onrec.com/news/opinion/recruitment-employment-confederation-responding-to-the-defeat-of-the-government%E2%80%99s-eu







Expert comment: May’s deal fails- What would no deal look like?

16-January-2019 - onrec.com



Dr Jonathan Owens, Lecturer in Operations Management at the University of Salford Business School, and expert in supply chains, talks about what might happen next after Theresa May suffered a huge defeat in the Commons on her Brexit deal. Posted in News archive on 16 Jan 2019 Dr Owens said: “The UK parliament has rejected the Brexit deal agreed between Mrs May and Mr Barnier. Therefore, by default the UK will leave the European Union (EU) with no deal on the March 29 this year.  From then the UK would enter all future trade agreements set out by the World Trade Organisation (WTO), and indeed that is how we already currently trade with some of our international trading partners. “If you are not sure how this applies, then look round your own home and see how many products you have purchased that are not made in the EU.  Many Government supporters of Brexit have consistently argued that failing to reach a deal wouldn’t be all bad and leaving with no deal would mean the UK could work to get a favoured nation status under WTO to trade with the rest of the world.  “However, regrettably this would not be as simple as it sounds to develop, i.e. new trading channels, routes, tariffs, supply chains etc.  For example, if we consider tariffs, Britain currently trades with twenty-four countries and territories under the sole agreement of WTO rules.  However, with sixty-eight countries, it has either fully or partly in place the EU free trade agreement, that enables the UK to trade on better terms.   “Inevitably, while there would be some disruption, these issues are not insurmountable.  After all, UK businesses are resilient, adaptable, resourceful and have some become the envy of their competition, “Finally, people should take with caution the long term economic forecasts that UK growth would be reduced by 8% with a no deal.  Many businesses will make alternative arrangements; otherwise (unlike the UK Government) they may not have a business to run.”    



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http://www.onrec.com/news/news-archive/expert-comment-may%E2%80%99s-deal-fails-what-would-no-deal-look







New Hampshire’s Optisure Risk Partners Hires Soden

16-January-2019 - insurancejournal.com



Optisure Risk Partners, a Manchester, N.H.-based provider of risk management and insurance, has hired Greg Soden as vice president of revenue development. In this role, Soden will work as part of the executive leadership team to develop and implement strategies



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https://www.insurancejournal.com/news/east/2019/01/16/514964.htm







Fired Moody’s Executive Wins Back Paris Job, Gets $1.8 Million Payout

16-January-2019 - insurancejournal.com



A Moodys Corp. managing director fired for lashing out at a junior co-worker who criticized his teams work won his Paris job back and a 1.6 million-euro ($1.8 million) payout. Moodys France fired the managing director in March 2015 after



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https://www.insurancejournal.com/news/international/2019/01/16/514952.htm







Feds Fine North Carolina Restaurant Over Wage, Child Labor Law Violations

16-January-2019 - insurancejournal.com



A North Carolina restaurant has been fined by federal officials who say it violated minimum wage and child labor laws. The U.S. Department of Labor announced in a news release that Maxs Pizza in Surf City was fined $14,287 for



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https://www.insurancejournal.com/news/southeast/2019/01/16/515001.htm







Bhatia Joins California’s Preferred Employers Insurance as Sr. Underwriter

16-January-2019 - insurancejournal.com



San Diego, California-based Preferred Employers Insurance, a Berkley Company, has added workers compensation underwriting expert, Minoo Bhatia, as a senior business development underwriter. Bhatia comes to Preferred with over 25 years of workers compensation experience having worked in claims, audit,



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https://www.insurancejournal.com/news/west/2019/01/16/514998.htm







ArgoGlobal and Italian Insurtech Firm Provide On-Demand Insurance for Gig Workers

16-January-2019 - insurancejournal.com



ArgoGlobal Assicurazioni S.p.A, a subsidiary of specialty re/insurer Argo Group International Holdings Ltd., is working with insurtech startup Axieme to provide on-demand, pay-as-you-go insurance for temporary and short-term workers in Italys gig economy. How does the partnership work? Jobs first



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https://www.insurancejournal.com/news/international/2019/01/16/514803.htm







New York’s The Iroquois Group Hires Venus in Virginia

16-January-2019 - insurancejournal.com



The Iroquois Group, an Allegany, N.Y.-headquartered network of independent insurance agencies, has hired Charles Venus as its vice president of Middle Market Specialty. Venus is based in Northern Virginia. The former commercial lines leader for Brown Brown of



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https://www.insurancejournal.com/news/east/2019/01/16/514975.htm







Snap CFO Stone to resign less than a year into role

16-January-2019 - reuters.com



Chief Financial Officer Tim Stone will be leaving Snap Inc less than a year after taking the job, the company said on Tuesday, the latest in a string of executive departures from Snap over the past year.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/fyqKczt98Fg/snap-cfo-stone-to-resign-less-than-a-year-into-role-idUSKCN1P92YQ







Ralph Winter office to invest $300 million in Medici U.S. shared housing

16-January-2019 - reuters.com



Medici Living Group said on Tuesday the family office of German real estate investor Ralph Winter has agreed to invest $300 million over three years to develop 1,300 U.S. units of Medici's Quarters brand of shared housing for young professionals.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/5cAyneKUIr4/ralph-winter-office-to-invest-300-million-in-medici-u-s-shared-housing-idUSKCN1P9306







Delta Air Lines loses $25 million in revenue due to shutdown

15-January-2019 - usatoday.com



The partial government shutdown is not only taking a toll on federal workers. Big businesses say they are also taking a hit.            



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http://rssfeeds.usatoday.com/~/592229876/0/usatodaycommoney-topstories~Delta-Air-Lines-loses-million-in-revenue-due-to-shutdown/







Walmart-CVS Caremark split: Filling your prescriptions is going to get harder

15-January-2019 - usatoday.com



The breakup with Walmart affects people with CVS Caremark drug benefits through their employers and Medicaid enrollees, CVS said Tuesday.            



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Can Sonys OLED TV topple LGs award-winning offerings?

15-January-2019 - usatoday.com



Sonys newest 4K OLED TV, the A9F Master Series, is a formidable competitor for LGs OLED TVs.            



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Ex-employee of proxy solicitor Georgeson convicted of fraud

15-January-2019 - reuters.com



A former senior managing director of a firm that advises companies on shareholder votes was convicted on Tuesday of participating in a scheme to bribe a proxy adviser's employee with sports and concert tickets to learn how its investor clients were voting.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/GbEFzrI2AkQ/ex-employee-of-proxy-solicitor-georgeson-convicted-of-fraud-idUSKCN1P92QL







Shoe retailer Payless to explore options, including sale: sources

15-January-2019 - reuters.com



U.S. discount retailer Payless ShoeSource Inc has hired an adviser to help evaluate strategic alternatives, including a sale or restructuring, less than 18 months after it emerged from bankruptcy, people familiar with the matter said on Tuesday.



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http://feeds.reuters.com/~r/reuters/businessNews/~3/QOyYRXCmzjM/shoe-retailer-payless-to-explore-options-including-sale-sources-idUSKCN1P92IC







The most valuable things to look for in a new job

15-January-2019 - usatoday.com



January is the perfect time to begin your search for your dream job. Aside from loving the actual work, there are a few things you should look for before accepting an offer.            



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These are some of the craziest work expenses filed by employees

15-January-2019 - usatoday.com



If youre feeling guilty for expensing an uber ride to work because you were running late, lets just say you are an amateur compared to some other employees who expensed things like a strip club lunch. Susana Victoria Perez has more.            



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http://rssfeeds.usatoday.com/~/592215092/0/usatodaycommoney-topstories~These-are-some-of-the-craziest-work-expenses-filed-by-employees/







Ask HR: My boss has body odor and bad breath. What can I do about this issue?

15-January-2019 - usatoday.com



Handling complaints about co-workers personal hygiene is a common challenge for employers and human resources.            



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Government shutdown: Inspections resuming for high-risk food, like seafood, baby formula

15-January-2019 - usatoday.com



About 150 furloughed workers are being recalled to do the inspections, the FDA said. Theyre mostly unpaid.            



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http://rssfeeds.usatoday.com/~/592240630/0/usatodaycommoney-topstories~Government-shutdown-Inspections-resuming-for-highrisk-food-like-seafood-baby-formula/







Lost confidence in your boss? CV-Library pokes fun at the PM with ad van around London

15-January-2019 - onrec.com



Posted in News archive Has Theresa May done enough to win her fellow MPs round? Or have they truly lost confidence in their boss? CV-Library is asking the nation with its tongue-in-cheek ad van that’s doing the rounds in London today. on 15 Jan 2019 Company Profile CV-Library.co.uk View profile » The artwork, designed by the in-house design team at CV-Library, shows a caricature of the Prime Minster, alongside the strapline ‘Lost confidence in your boss?’ It comes just in time for the Brexit vote that’s taking place tonight, which was previously called off amid concerns that May would have lost heavily. And, with research from CV-Library revealing that nearly half (48.8%) of Brits have left a job because of their boss (rising to 51.2% amongst men), who knows if May has done enough to win over her fellow MPs over the last month or so. Lee Biggins, founder and CEO of CV-Library said:  “Strong leadership is extremely important in any workplace, whether it’s the Houses of Parliament, or a small start-up. People want to feel supported and appreciated and aren’t afraid to look for a new role if they’re unhappy or don’t like/trust who they’re working for. “In light of this, alongside our attention-grabbing outdoor adverts across the UK, we’re kick-starting the year with a cheeky piece of reactive marketing, pushing our brand in front of hundreds of thousands of people in the capital. As a leading job board, it’s important that we get involved with key conversations and our ad van has certainly done the trick today.” Lost confidence in your boss and want to find a new job?  Search 195,000 vacancies  on CV-Library today!



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http://www.onrec.com/news/news-archive/lost-confidence-in-your-boss-cv-library-pokes-fun-at-the-pm-with-ad-van-around







Adult life after college. How to find a dream job?

15-January-2019 - onrec.com



Graduation is an extremely exciting ceremony for any student. Let's be honest; college is not easy. Posted in News archive on 15 Jan 2019 But unfortunately, life after graduation does not get any easier. A college degree does not guarantee you a job. In most cases, life after college brings about mixed feelings. You are excited about having completed college but at the same time are very anxious over the future. A lot of questions will linger in your mind: how will I finance my students' loan? Will I find an employer? Calm down and read on. This article will equip you with tips and all the info you need to get that dream job. Start early Finding your dream occupation is never a one-stop destination, it is a journey with a thousand stops. Thus, if a student wants to get to the destination, they should not wait until after graduation to start pursuing their dreams. In school, do everything at your disposal in ensuring you outshine the normal grad student. Consider checking your essays and assignments using plagiarism checker UK to earn that A grade, participate in extra co-curriculum activities, and enrol for various internship programs. Another sure way to increase your marketability is by participating in various volunteers programs. You can even take advantage of the free time in school and do a side hustle which will earn you more experience and exposure. Know yourself Who are? And, what do you stand for? Having the right answers to these two questions will help you identify companies or opportunities that match your core values, skills, and personality. Prepare a killer resume Do not let your lack of previous work experience scare or bring you down. Prepare a resume that gets any recruiter interested at first glance by highlighting your unique set of skills and showcasing your abilities and achievements. Also, grab their attention by sharing how your specific combination of skills and experiences will benefit their company. Create and develop the right connections Recent statistics show that a majority of current jobs are earned through referrals. This is a clear indicator of just how important it is for you to have a strong network. A good way to create and grow your network is by attending as many events related to your field of study as you can. And when you do, socialize, share your achievements, interests, and goals. This way, it will be easier to learn about new openings, get advice from professionals in your area of interest or if you are lucky you may meet up with your future employer. Do not forget to keep in touch with your family, peers, and friends. You never know who may connect you to your dream job. Start the job search Begin by listing some companies that offer the kind of jobs that you are interested in. Do their requirements agree with your beliefs and values? If your answer is yes, then go ahead and apply for either current vacancies or send your CV for consideration in case of future openings. Also, subscribe to sites such as jobserve or CW jobs to get notified of any opportunity that may arise. One mistake you should never make during your active job search is having a single fixed dream job. Limiting your search to a few companies will only make your journey more frustrating. There is a very thin line between a dream job and a dream company. Your dream company does not necessarily offer you a dream job. So, get your research right and know in advance what you are possibly getting yourself into. Note that this stage is usually hardest. You will need to get out of your comfort zone, and press on regardless of the number of rejection emails you are likely to receive. Work your way up The competition for jobs is getting stiffer day by day. This only means that the chances of landing your dream job immediately after college are getting narrower. Thus, do not shy off from starting with more inferior positions and working your way to the top. Conclusion Finding your dream job is likely to be a bumpy ride. Additionally, not everyone will support your idea of a dream career. Whichever the case, take those baby steps, crawl if you have to, but keep going until you achieve your dream.    



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http://www.onrec.com/news/news-archive/adult-life-after-college-how-to-find-a-dream-job







Richard Jones joins Forward Role as Executive Search Director

15-January-2019 - onrec.com



Posted in Appointments Leading national marketing, digital and technology recruitment agency Forward Role appoints Executive Search Director Richard Jones to head up its FR Executive brand. on 15 Jan 2019 Recent hires take the Forward Role team to 35, making it the largest specialist marketing and digital recruiter in the North of England Leading marketing, digital and technology recruitment practice Forward Role has boosted its award-winning team with the appointment of Richard Jones. Richard joins as Executive Search Director for the FR Executive brand. With over 20 years’ of Executive Search experience internationally, as a strategy and transformation recruiter and a successful track record of leading and delivering global campaigns, Richard’s remit will be to continue the rapid growth of the FR Executive technology division. Richard will join Forward Role Directors; Steve Thompson and Brian Johnson in building the FR Executive offering, which works nationally across high growth sectors such as retail, eCommerce, technology and FinTech, with clients ranging from FTSE 100 businesses to private equity and venture capital backed scale ups. Forward Role founder Steve Thompson said: “We’re delighted to welcome Richard into the business. He brings to the table an enviable network of talent and blue chip contacts in the technology and transformation space. His drive and passion for delivering world class talent fits perfectly with our company culture.” Joining Richard at Forward Role’s city centre Head Office, are three new recruitment consultants to the Forward Role brand. Grant Dove is a recent addition to the businesses technology department, heading up Java recruitment. Luke Finney will boost the contract function as an ERP consultant and Charlotte Callaghan joins the London digital team. The new hires take the Forward Role team to 35, making it the largest specialist marketing and digital recruiter in the north of England and a major player on the UK recruitment scene.



Link to full content:
 
http://www.onrec.com/news/appointments/richard-jones-joins-forward-role-as-executive-search-director







Tech Talent Charter launches inaugural diversity benchmarking report

15-January-2019 - onrec.com



Today the Tech Talent Charter (TTC) launches its inaugural benchmarking report - the first report of its kind tracking gender diversity in technology roles across the UK. Posted in News archive on 15 Jan 2019 Gathered from over 200 signatories representing over half a million employees, the data gives a snapshot of today’s tech industry and an insight into practical ways companies can improve it: ?        Across our signatories women hold 26% of technical roles compared with 19% UK wide - micro businesses are found to be the most gender diverse with women holding 53% of technical roles ?        71% of signatories already have active diversity and inclusion policies as part of their recruitment approach. 27% don’t, but are putting them in place in the next year. ?        36% of signatories already have policies in place to increase the number of women included in interview shortlists, with 32% saying they will be adding this in 2019 ?        57% of signatories outsource some or all of their technical roles The report, sponsored by techUK, BAE Systems and DCMS is being released at a breakfast event at The Gherkin hosted by Lloyds Banking Group, HP, Monster and Cogeco Peer One and can be found online  HERE  from 00:01 15 th January.  The current state of play Across our signatories, women hold 26% of the technical roles. Looking at the workforce of signatories more broadly, women make up 34.9% of our signatories’ workforces compared to the wider digital tech workforce average of 19%. When broken down into job roles, it is clear that there remains specific technology specialisms where women are less represented. User-centered design had the highest proportion of women (48%) and Engineer and Programmer had the lowest proportion (15%). There were no surprises here, as it is well known that the engineering sector specifically struggles to attract and retain women. (Industrywide - % of positions held by women)  User-centered design - 48% Production and delivery roles - 33% Data roles - 31% QAT analyst roles - 26% IT operations roles - 25% Engineer/Programmer roles - 15% Does size matter in gender diversity? The data collected shows clear differences between the size of an organisation and its gender representation in technology roles. However, there is no clear trend between size and gender representation. Surprisingly, our micro-companies had the highest representation with 53% of all technical roles held by women, in comparison with small companies at 20%, medium at 23% and large at 19%. Zoe Amar, Founder and Director of micro-business Zoe Amar Digital,  “There is an arms race for employees with good tech skills and all organisations need to think creatively about how to attract them. 92% of my team are women and as I founded my social enterprise when I had a toddler and a baby I knew how important it was to offer flexible work, so I could create more opportunities for women in tech. “We use online tools to communicate and manage projects virtually, enabling my team to work easily from anywhere, but also to balance this alongside other professional or family commitments. More organisations need to work in this agile way, doing so has helped us punch above our weight and undertake exciting projects such as developing The Charity Digital Code of Practice. “This year we plan to grow our team again and develop their leadership skills further so we can inspire more women into careers in tech.” Abbie Morris, Founder and CEO, micro-business Compare Ethics , “We currently have an almost even split of male and female employees. Within a few hires from now, I know how easily this balance can slip away.    “As a female founder, I am committed to maintaining this strong diversity balance as we grow. Gender plays a crucial role in achieving diversity of thought, among other important issues such as: socio-economic background, age range, education and cultures. To better unearth hidden talents when hiring, we use blank screening where we can and always take time to dig deep into applicants. “For 2019, we are focusing on building up our team, with diversity of thought firmly at the front of our minds. To emulate the success of micro businesses, larger companies need to do the same.” Debbie Forster, CEO Tech Talent Charter comments ,  "We are delighted to see our smaller companies challenging assumptions that they are too small or too busy to focus on diversity. This report clearly shows every size and type of company can and must become more inclusive and diverse. “The key is learning from each other. At our events across the country our smaller companies are helping larger companies find ways of 'thinking like a start-up', to pilot smaller scale-approaches and then scaling them, rather than waiting to create the perfect solution and then trickle it down." Phasing out all-male job interview shortlists We also collated data on the efforts made by our signatories to rollout gender inclusion and diversity policies. The overwhelming majority of our signatories have an active policy in place already (70.71%) or plan to roll out such policies in the coming year (27.27%). Over a third (36%) of signatories also already have policies in place to increase the number of women in included in interview shortlists, with 32% saying they will be adding this in 2019. The remaining 2% of signatories – those without policies in place or planned - gave a variety of reasons why this was the case, primarily that diversity and inclusion underpins their approach to recruitment already and they see no need for a formal policy. Debbie Forster, CEO Tech Talent Charter continues ,  “We believe that, first and foremost, any policy that is implemented should align with a company’s unique culture. If a policy cannot fully capture company culture, businesses should focus on identifying the metrics and measurements that will set them up for sustainable progress. Our members know that if you genuinely build an inclusive culture, diversity will follow. Policies can and should underpin culture but the culture is the essential component.” Focus for 2019 The report also reveals over half (57%) of our signatories outsource all or some of their technology roles to a third party, highlighting that companies need to look beyond their own walls to ensure gender parity. As the Charter develops and expands, it is our intention to work more closely with the outsourcing companies. There is a responsibility for employers who are calling for meaningful diversity in their own teams to also be aware of the diversity within their supply chain, and ask more of their outsourcing partners. Debbie Forster, CEO Tech Talent Charter continues ,  “We’re delighted to publish our TTC toolkit.  For the first time, we’re bringing together sector-wide data that is not just a restating of the problem - it allows companies to measure their own practice against others and to learn from each other to create solutions. We’re also painstakingly documenting existing best practice from across the sector and the huge range of organisations, initiatives and schemes businesses can work with to drive inclusion and diversity themselves.” Minister for Digital and the Creative Industries Margot James said ,  “One year on from the launch of the Tech Talent Charter, it's encouraging to see that there's real buy-in to improve the diversity of our workforce. However, with only one in five digital tech jobs nationally covered by women there is more work to do to get the balance right. "Diversity makes good business sense and it's positive to see smaller companies leading the way. I now want more of our larger companies to sign up to the Charter and commit to getting more women into tech jobs." Sinead Bunting, European Marketing VP, Monster and founder of the Tech Talent Charter said,  “ We are pleased to announce that this report shows our signatories are ahead of the curve when it comes to gender representation, but aren’t resting on their laurels and are still determined to improve even further. Even those without policies or targets already in place have plans to put them in place for 2019 to bring about further change. “ However, industry wide it is clear we still have a long way to go. We want to really move the dial in 2019, and to do this we must focus on collaborating to find practical solutions to age-old problems like retraining, returners and recruitment.” All the work the Tech Talent Charter has done with its UK wide members to pinpoint the policies and practices that can really move the dial on gender diversity in tech are available for any business to read and learn from in The Open Playbook for Best Practice -  HERE . The Open Playbook for Best Practice is an open source document with tips and insights from businesses and recruiters sharing what has worked well in their diversity journey. It covers four key topics: Returners Retraining. Retention Recruitment and Culture and contains a section on other resources that are available for members to use. This resource will continue to grow as we hold more regional events throughout 2019 and insert our members’ learnings. The Tech Talent Charter has also compiled a searchable and sortable Diversity Directory containing over 300 programmes that employers can draw on to support them in driving inclusion and diversity in their companies. This resource can be found  HERE .   “Being able to attract, develop, fully utilise and retain top female talent is highly important to us, and we have set a target for 40% of our senior roles to be held by women by 2020. We are proud to work with the Tech Talent Charter to promote roles of women in technology, throughout the length and breadth of the UK. This is just one of the ways we are helping Britain prosper.” Theresa Palmer, Head of Diversity & Inclusion, BAE Systems, comments,   “BAE Systems is proud to be a member of the Tech Talent Charter and sponsor of its first annual publication. “To date, the tech industry has only been able to provide anecdotal evidence and a limited amount of analytical data that suggests women are not getting equal opportunities in the field. This comprehensive and coordinated approach from the TTC is a huge step forward. Being able to access this amount of clean, digestible data will be invaluable in helping to measure our progress as we all work to continue to create a more diverse, collaborative and successful workforce within the tech industry. “As the report points out, larger companies are struggling even more than smaller organisations to level the playing field.  As a large, global employer BAE Systems takes this finding seriously and wants to work hard to ensure we stay ahead of the statistics and lead the way. This is what makes targeted initiatives like the TTC so invaluable. “Many thanks and congratulations to the TTC team on this first report and for having us on this journey with you.”



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California Comp Insurers Won’t See Insurance Guarantee Assessment, A First in 20 Years

14-January-2019 - insurancejournal.com



California workers compensation insurers and their customers are getting a bit of a break this year. The California Insurance Guarantee Association wont be collecting its annual assessment on 2019 workers comp policies. Its the first time CIGA wont collect the



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https://www.insurancejournal.com/news/west/2019/01/14/514759.htm







Feds to Examine Crashed Limo Three Months After Fatal New York Wreck

14-January-2019 - insurancejournal.com



Federal investigators say they may recall employees furloughed under the government shutdown to start examining a limousine that crashed in upstate New York three months ago, killing 20 people. The National Transportation Safety Board says its coordinating investigative efforts with



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R&Q Announces Completion of Two Transactions

14-January-2019 - insurancejournal.com



Randall Quilter Investment Holdings Ltd. (R Q) has completed a transaction to assume the Workers Compensation liabilities of a Vermont based self-insurer by Rs wholly owned carrier, Accredited Surety and Casualty Company Inc. The transaction provided full finality to the



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Government and employers unite to kick-start flexible working

14-January-2019 - onrec.com



New campaign launched to boost flexible working as uptake has stalled for nearly a decade Posted in News archive on 14 Jan 2019 Company Profile CIPD View profile » The Flexible Working Task Force, a partnership across government departments, business groups, trade unions and charities, has today launched a campaign to increase the uptake of flexible working.  Members of the task force are collectively using their ability to reach and influence hundreds of thousands of employers to encourage them to advertise jobs as flexible by using the strapline Happy to Talk Flexible Working in their job advertisements, regardless of level or pay grade.  All members of the task force, co-chaired by the Department for Business, Energy and Industrial Strategy (BEIS) and the CIPD, the professional body for HR and people development, have also committed to advertising jobs as flexible.  The task force was established in March 2018 to widen the availability and uptake of flexible working across the workforce by bringing together organisations with relevant expertise. These include the Confederation of British Industry (CBI), Chartered Management Institute (CMI), Federation of Small Businesses (FSB), Trades Union Congress (TUC), Age UK, Carers UK, Timewise Foundation, Working Families, Acas, the Department for Work and Pensions and HM Treasury.   The campaign coincides with the publication of a new CIPD report, Megatrends: Flexible Working , which shows that the number of employees using formal flexible working arrangements – such as part-time working, term-time working, compressed hours and job-sharing – has flat-lined since 2010. This is despite the right to request flexible working being extended to all employees in 2014. There is evidence in the report of an increase in more informal flexible working, such as more people working from home on an ad hoc basis. This can be exactly the flexibility that workers are looking for, but there is an opportunity to do much more. The potential benefits of flexible working are being missed because of unsupportive manager attitudes, limited available options and the negative assumptions of some employees about flexible working, for example that their job may be at risk if they seek to change their working patterns.  As part of its efforts to increase uptake, the task force is highlighting the business benefits of flexible working which include: Addressing skill and labour shortages by making work more accessible to older people and those with caring responsibilities, for example  Improving productivity by increasing employee motivation  Boosting job satisfaction, engagement and well-being, while also helping to reduce sickness absence Helping organisations to retain staff, particularly those with caring responsibilities Creating more diverse workforces which reduces the gender pay gap by giving more opportunities for women to progress into senior roles. The task force has also published guidance for employers on how to champion flexible working in their own organisations. Peter Cheese, CIPD chief executive and co-chair of the Flexible Working Task Force, said: “Providing more flexible opportunities for how, when and where people work should be part of every organisation’s strategy to attract and retain the talent and skills they need.  “Employers need to consider, and address, the barriers holding them back from adopting flexible working practices more widely – be it entrenched organisational cultures or making sure line managers are trained to support and manage flexible workers. “By encouraging many more jobs to be advertised as flexible as the default option, the task force is challenging outdated attitudes to flexible working that still prevail in some organisations and laying down a marker for other employers to follow.” Kelly Tolhurst, business minister, said:  “Working flexibly helps people to balance their work and home lives and is vital in creating an inclusive economy and diverse workforce. It also gives employers access to a wider pool of talent and enables better matching of applicants and jobs. “The Government is committed to enhancing the quality of work which is why we have recently set out major workplace reforms to give millions of workers, including flexible workers, new rights and protections - the biggest upgrade in workers’ rights in a generation. To build on this upgrade, we will also be considering a duty for employers to consider whether a job can be done flexibly, and to make that clear when advertising a vacancy. “We want to ensure the UK continues to lead the world in addressing the challenges of the changing world of work and the Flexible Working Task Force plays a valuable role in this endeavour, with a great forum through which we can make flexible working a reality for all employees.”



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Travelodge launches new recruitment programme to help unemployed mums & dads return to work

14-January-2019 - onrec.com



Travelodge today launches a new recruitment programme targeting mums and dads looking to get back into work by offering: jobs with hours that fit around the school run, a work buddy and access to management training. Posted in News archive on 14 Jan 2019 New YouGov research reveals 86% of unemployed parents want to return to work However 59% of parents find lack of flexibility the biggest barrier to finding work Travelodge is targeting ‘parent potential’ to help fill 3,000 new jobs Employment Minister Alok Sharma backs new programme 550 jobs needs to be filled immediately Travelodge, the UK’s first budget hotel chain, today launches a new recruitment programme targeting mums and dads looking to get back into work by offering: jobs with hours that fit around the school run, a work buddy and access to management training. This programme is designed to help attract some of the UK’s 2 million plus unemployed parents into hospitality, as part of Travelodge’s plans to open 100 hotels over the next five years, which will create up to 3,000 new jobs. Jobs will be available across the company’s hotels and head office – including roles in reception, restaurants, housekeeping as well as flexible hours in head office roles.   To design this new initiative, Travelodge commissioned a survey with YouGov to gain further insight into the challenges unemployed mums and dads are currently facing. Key findings revealed that 86% of unemployed parents would like to return to work. However 59% of parents reported that the scarcity of jobs with flexibility around the school run was the biggest challenge to finding work.   Six out of ten (61%) of unemployed parents reported that they have lost their confidence whilst staying at home to raise a family and are apprehensive of returning to work. Further findings revealed that 41% of parents are eager to work in order to regain their personal identity and not be labelled just a parent. In addition 31% of unemployed parents reported that they are bored at home and want to work in order to exercise their mind and learn new skills. More than a quarter (26%) of adults reported that they want to work because they miss adult conversation.  Nearly seven out of ten (67%) of unemployed parents reported that they would appreciate the opportunity to climb the career ladder whilst raising their family.      Peter Gowers, Travelodge, Chief Executive said: “Travelodge is growing quickly and we want to unlock the potential of Britain’s mums and dads as they return to work. Hospitality can offer a great career for parents, with jobs close to home, hours that can match the school run, benefits that suit families and a path into management.” “We are preparing in earnest for post-Brexit Britain. With thousands of new jobs to fill, we need more new colleagues than ever.  We see vast untapped potential in parents who want to return to work.  YouGov research shows that many parents want to get back into a job, especially one that can lead to a career, and the first step is often the hardest.  We’ve based our new programme on making it easier than ever for mums and dads to work around the school run and climb the career ladder whilst raising their family.” Alok Sharma, Employment Minister, said: “These are the type of flexible work opportunities parents up and down the country will welcome, which fit around their family responsibilities.  “With record numbers in work and unemployment at a 40-year low, big employers need to follow Travelodge’s example if they want to fill vacancies. Our welfare reforms are helping, offering flexibility for claimants to work the hours they can to make sure work always pays.” Travelodge will be offering roles across its 558 current UK hotels, in its forthcoming new hotel openings and at its head office.  Positions include: Hotel Manager, Assistant Hotel Manager, Receptionist, Bar Café Team Member, Housekeeper, and Housekeeping Team Member, as well as support roles. Detailed below is an outline of Travelodge’s five step path to help parents back to work: Careers advice on its website to help mums and dads return to work Flexible working hours to suit family life Full range of company benefits including discounted hotel stays Comprehensive training and a work buddy to help get up to speed Opportunity to join the Travelodge Aspire management programme All jobs will have guaranteed hours and comprehensive benefits including discount hotel stays.  New colleagues will also be eligible to join the company’s Aspire management programme, which offers comprehensive training on hotel management. This can help new entry-level team members get into a management role at Travelodge within a year of joining the company, offering further significant salary and development progression. For further details on all positions at Travelodge and to apply, please visit:  www.travelodge.co.uk/careers/working-parents/ Travelodge employs hundreds of employees who are working parents and have successfully climbed the career ladder whilst raising their family. This includes three generations of one family working across different Travelodge hotels in Edinburgh. Also Alison Barr, District Manager for Yorkshire started with Travelodge as a part-time Receptionist and has successfully climbed the career ladder whilst raising her daughter, Katie. Katie has followed her mum’s footsteps and joined Travelodge as a Housekeeping Team Member and is now the Hotel Manager at Manchester Arena Travelodge. Katie and her team relentlessly supported parents and the emergency services on the night and for weeks after following the Manchester Arena attack in May 2017.        For details of working parent case studies please contact the Travelodge press office on 01844 35 8703.    The YouGov survey was conducted with a sample group of 451 unemployed parents in August 2018. 



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Listen up employers! Brits reveal what their ideal job looks like

14-January-2019 - onrec.com



From flexi-time and paid sick leave, to smart casual dress and a company based in London Posted in Statistics and trends on 14 Jan 2019 Company Profile CV-Library.co.uk View profile » If you could piece together your ideal job, what would it look like? Well, according to a new study from the UK’s leading independent job board, CV-Library , Brits are after a flexible London-based education job, in a company with less than 250 people, which pays £25,500 per year! The survey of over 1,200 UK professionals, which sought to find out exactly what the average person wants when it comes to pay, benefits, working patterns and more, reveals that Brits are after the following from their job: Nearly four in 10 (39.8%) think a salary of £25,500 is reasonable, while 27.5% want a higher pay of £35,500 per year The majority (53.6%) would prefer to work flexi-time, choosing their eight hours between 06:00 and 18:00 – only 25.1% want to stick with the traditional 9-5 A further 38.7% would be happy with 25 days holiday, while 36.7% would want to stretch to 30 days What’s more, 40.4% would prefer to work for a business with less than 250 employees, compared to 7.4% who wanted to work for a start-up and 19.7% for a large corporate company And two-thirds (66.4%) want to work somewhere that has a smart/casual dress code When asked to share the top three workplace perks or benefits they’d like to receive, 60% said paid sick leave, 56.6% said the ability to work from home and 41.1% said health insurance. In addition, 26.4% wanted staff discounts, 23.2% a company car and 19.6% income protection. When asked what pension contribution they’d like their employer to pay, 28.5% said 10% and 26.9% said 5%. London was voted the location professionals would most like to work in, with 27.2% of Brits stating that their ideal job would be based in the capital. This was followed by Brighton (7.9%) and Bournemouth (7.3%). When asked what industry they would work in if they could choose any, education got the highest number of votes (18.9%), followed by charity (16.8%), engineering (15.6%) and IT (13.8%). Lee Biggins, founder and CEO of CV-Library comments: “Everyone wants to get something different out of the workplace – whether it’s a good pay packet, or the ability to work more flexible hours. If you’re hiring right now, it’s always best to have a clear idea of what candidates want from their role, so you can make an offer they can’t refuse.” About CV-Library CV-Library is one of the UK’s largest online job sites and attracts over 4.3 million unique job seekers every month. Founded by Lee Biggins in 2000, CV-Library is the UK’s leading independent online job board with a database of over 13 million CVs.



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Want to map out your shopping for 2019? What to buy every month based on major sales.

14-January-2019 - usatoday.com



Heres how to maximize sales and plan your shopping for 2019 with just a little bit of thinking ahead. We listed the best products to buy each month.            



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Huawei sacks employee arrested in Poland on spying charges

13-January-2019 - reuters.com



Chinese telecommunications equipment maker Huawei said on Saturday it had sacked an employee arrested in Poland on spying charges in a case that could intensify Western security concerns about the company.



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SpaceX to lay off 10 percent of workforce

12-January-2019 - reuters.com



Elon Musk's rocket company SpaceX will reduce its workforce by about 10 percent of the company's more than 6,000 employees, it said on Friday.



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China´s premier says tax cuts support employment, economic stability

12-January-2019 - reuters.com



China's plans for tax cuts targeting smaller companies will help to support employment and economic stability, and will expand the country's tax base over the long term, Premier Li Keqiang was quoted as saying on Saturday.



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Amazon CEO Jeff Bezos is just the latest master of the universe to have life exposed

12-January-2019 - usatoday.com



As a CEO, Jeff Bezos expects to be in control. But now, his personal life is fodder for the National Enquirer and internet meme makers.            



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Today should be payday for hundreds of thousands of government workers. But the shutdown means theyre not getting paid

11-January-2019 - usatoday.com



Federal employees were supposed to be paid on Friday, but checks are on hold for thousands of workers because of the ongoing government shutdown.            



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GM CEO Mary Barra: Tesla CEO Elon Musk doesnt want unionized workers

11-January-2019 - usatoday.com



General Motors CEO Mary Barra dismissed the possibility that Elon Musks Tesla could acquire one of GMs soon-to-be-idled U.S. factories.            



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Jeff Bezos and those texts: How to keep what you text private

11-January-2019 - usatoday.com



How did the National Enquirer get Amazon CEO Jeff Bezos private texts? Is there any way to keep texts private?            



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GE unit wins $450 million U.S. defense contract: Pentagon

11-January-2019 - reuters.com



GE Medical Systems Information Technologies Inc, a unit of General Electric Co, has been awarded a $450 million U.S. defense contract for patient monitoring systems, accessories and training, the Pentagon said on Friday.



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U.S. government shutdown may depress January job growth

11-January-2019 - reuters.com



A partial shutdown of the U.S. government could slash job growth by as much as 500,000 in January and lift the unemployment rate above 4.0 percent unless the impasse in Washington is resolved before next Friday, economists warned.



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The Vital Roleplay Learning Management System(LMS) Has In Recruitment

11-January-2019 - onrec.com



Technology is changing at a faster pace which makes possible to do the tasks that were not possible to accomplish remotely. Posted in News archive on 11 Jan 2019 The field of recruitment is completely technology driven; therefore, the HR department needs to integrate an LMS into its learning ecosystem. This helps provide comprehensive training sessions while solving queries in real-time. An LMS has become a need of the hour as it has tremendous benefits to offer to organizations and training departments. With so many functionalities in line, organizations often juggle to find the right LMS system in a bid to automate their organizational culture. They first need to understand what an LMS is and what role it plays in helping throughout your operations. An LMS is a system that allows you to provide training in a number of formats. A common misconception regarding an LMS is that it is considered to be used only for the delivery of online courses. While it is a prominent reason for its wider usage, but there are many other advantages it offers. Learning Management System has separate parts. The management system comes first. It involves the tracking, reporting, and other learning activities of the organization. Next is the content authoring system with which any training department can develop and upload their courses and content. The last part is the courses and content. Why is LMS important? # Integrated Learning An LMS helps you embrace comprehensive learning by centralizing e-learning, mobile learning, and traditional learning. Being a repository of information, employees get instant to insightful data according to their mediums. # Active to Passive Now, you can track the interest level of your learners with an LMS. An LMS puts learners from passive information receivers to active information receivers thus optimizing their level of interest throughout the learning process. # Centralized Data Storage SMBs can upgrade their learning process by housing all their training modules and learning data in one place. As data would be centralized, employees of any branch will be able to access material, per their requirements at any point in time. “Recent statistics reveal that 73 percent  of LMS users go for third-party training and self-created content.” Not only does centralized data storage foster standardize training content, but it also helps employees avail themselves of up-to-date, accurate information. # Online learning Classroom instructor-led training is important for all training subjects. But when an instructor is not available, online training can be a good alternative to new hires. Just like virtual instructor-led training, online training is accessible at any time. With the help of eLearning, you can provide candidates with content in short, on-demand courses through different devices or mediums. For example, if you provide content related to Business Certifications , educators will be able to reuse it across different business development courses. Moreover, online training allows you to track and report features available in a good Learning Management System. # Triggers the Accessibility of e-Learning Usually, organizations have a ton of content for eLearning, but they do not have a single, branded portal that can streamline the deployment of e-learning courses. Not having an LMS means elearning modules results in random distribution through emails or sharing it through a shared folder which can be deleted at any point in time “A recent study reveals that 99 percent of users  confirm that LMS software impacts training efficiency and content organization.” Having a Learning Management System in your organization prevents such risks that can result in a total loss. “An LMS, by default, provides a unique solution to accomplish your e-learning initiatives.” You can take advantage of a single repository where you accommodate your e-learning courses. By providing a single point of access, an LMS becomes a standardized way of learning for learners.   Your LMS can become a medium for learning in the long run with more people paying attention to it while scaling their careers. Hence, you can make the most of your e-learning investment. What is the right way to choose the right learning management system for onboarding? A robust Learning Management System is important for onboarding. A comprehensive LMS offers a centralized location so that you can store your course content while sharing it across multiple locations easily. Moreover, an integrated Learning Management System with the right onboarding content can help new hires achieve their early stage goals. What makes an LMS great is its ability to link learners to experts in across your organization. Since LMS will flourish social learning, employees tend to expand their knowledge base by nurturing communication between colleagues. This results in the engagement of new hires in your company, which is probably one of your important goals. With the integration of gamification features into an LMS, you can ingrain a sense of accomplishment in your employees, which further ensure continuous learning. A great Learning Management System that delivers a positive user experience triggers engagement and interactions. Therefore, it is highly important to have a Learning Management System in place that can fulfill your learning needs with the evolution of training programs.



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http://www.onrec.com/news/news-archive/the-vital-roleplay-learning-management-systemlms-has-in-recruitment







Happy New Year, Unhappy Old Job

11-January-2019 - onrec.com



Today Is ‘Career-Crossroads Day’ For British Workers Posted in News archive on 11 Jan 2019 Today, 11th January 2019, the last working day at the end of the first full week of work post-Christmas, is Career Crossroads Day, when most British workers will consider their career options, reflecting on their current job role or position Almost half (46%) of UK’s working population are likely to re-evaluate their career mid-January, whilst only (9%) are considering changing drinking habits after the Christmas period One of the main reasons for potentially leaving a job (34%) is down to low salaries, followed by (26%) who stated lack of recognition from current employers, whereas 30% said it was due to too much stress within their current role Act in haste, repent at leisure is true for over a third of workers (39%) who admitted ending up not improving their situation by changing jobs ‘New year, new me’, so the cliché goes, yet it seems there’s more truth to the idea of ‘out with the old’ as today [1] , 11 th January 2019, is when most British workers consider ditching their current job, according to new research commissioned by Arden University. Falling just over two weeks after Christmas, at the end of the first full week of work and with the next pay cheque still weeks away, Career Crossroads Day will see many disgruntled Brits wondering if they can really stick out their existing role for another 12 months.  According to Arden, a modern university offering flexible learning and courses designed to equip graduates with workplace-ready skills, some of the reasons so many of the UK’s workforce are at this career crossroads include feelings of: boredom (21%), salaries being too low (34%) and too much stress (30%), leaving many considering their futures. With just under a third (27%) reporting feeling unsupported by the current employer, and one in five (22%) feeling that a lack of flexible working opportunities is making them unhappy at work, Career Crossroads Day is a timely prompt for them to re-evaluate their career or look for a new job. However, with the average British adult spending 42 [2] hours at work each week, changing role completely is an important decision and one not to be taken lightly.  Over a third of those questioned (39%) admitted that a previous job change had not improved their situation which could explain why for those who find themselves unable to progress in their current role, upskilling not quitting was an alternative option for a quarter (25%) of those questioned.  The problem is that improving, instead of moving, through upskilling and re-education is being hampered by money (49%), time (35%), family pressures (20%) and a fear of failing (17%) which explains why the most popular option is to move to improve. Victoria Stakelum, Deputy CEO of Arden University, said of the results, “For the majority of British workers today may be a day to ditch the day job and move onto pastures new, yet, as more than a third of respondents confirmed, acting in haste doesn’t always end up improving the situation.  Changing jobs may not be the whole solution or certainly not without further research and upskilling first.  If you’re thinking about leaving, I would say the key to a successful move would be to first assess where the skill gap, between you and your next job, lies and then working on improving your skillset before moving; otherwise, you could end up swapping one poor job situation for another.   “At Arden we can help workers upskill.  We offeraccredited, career-focused qualifications, designed in partnership with employers and specifically tailored to promote the development of skills that employers commonly say graduates lack.  This means our students graduate not only with up-to-date and relevant workplace knowledge and skills but also, often, having secured a promotion at work too.  Even if you’re not thinking of ditching the job, upskilling should always be a New Year’s resolution especially when you consider 85% of jobs, expected to exist in 2030, have not being invented yet [3] and a world without retirement is a real possibility; we all need to keep improving if we want to keep moving on up the career ladder or keep our jobs.” Anyone finding themselves at a career crossroads should visit  www.arden.ac.uk  where they can access a tool specifically designed by Arden to help visitors work out what job might be right for them.   [1]  Historically ‘new job’ scores highly on google trends for the start of the New Year, in 2018 it was Friday 12th January  [2]  https://ec.europa.eu/eurostat/web/products-eurostat-news/-/DDN-20180125-1 [3]  https://www.delltechnologies.com/content/dam/delltechnologies/assets/perspectives/2030/pdf/SR1940_IFTFforDellTechnologies_Human-Machine_070517_readerhigh-res.pdf



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Government workers tighten belts, brace for first missing paychecks during shutdown

11-January-2019 - usatoday.com



This week, 800,000 furloughed federal workers and their families are bracing for at least one missed paycheck. This is what theyre doing.            



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Insurers SUNZ, Cimmaron to Offer Standalone Workers’ Comp Program to PEOs

11-January-2019 - insurancejournal.com



SUNZ Insurance Solutions, LLC has formed a partnership with Cimarron Insurance Co. to utilize Cimarrons Cover One and Cover Two workers compensation products. The new partnership provides workers compensation insurance options to SUNZ policyholders who have PEO clients who do



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https://www.insurancejournal.com/news/national/2019/01/11/514638.htm







ONI Risk Partners Acquires Indiana’s MBAH Insurance

11-January-2019 - insurancejournal.com



ONI Risk Partners (ONI), headquartered in Indianapolis, is acquiring MBAH Insurance (MBAH), a Lafayette, Indiana-based insurance agency that has been in operation for more than 90 years. The MBAH team joins ONIs 300-plus insurance professionals serving business and individual clients



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Study Sheds Light on Worker, Employer, Injury Traits Linked to Different Rates of Opioid Prescriptions

11-January-2019 - insurancejournal.com



Injured workers in mining and construction, those in rural counties or those who suffer fractures, carpal tunnel and neurologic spine pain are among those more likely to receive prescriptions for opioids than workers in other industries or locations or with



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How Commercial Insurance Rates Changed in Q4 and 2018: IVANS

11-January-2019 - insurancejournal.com



Renewal premium rates for nearly all major commercial insurance lines increased in the fourth quarter of last year with the exception of workers compensation where the average rate dropped and remained negative. The 2018 IVANS Index for Q4 and year-end



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Workers’ Comp Relativities Are Obsolete, TDI Says

11-January-2019 - insurancejournal.com



In its 2018 Biennial Report, the Texas Department of Insurance has recommended that lawmakers delete from state statute references to classification relativities as an alternative basis for workers compensation rates. The department noted that Classification relativities are designed to establish



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Businesses offer furlough freebies, shutdown specials and assistance to federal workers

10-January-2019 - usatoday.com



Wireless providers including AT T, Verizon and Sprint are willing to work with furloughed federal government workers on payment programs.            



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New Deloitte research finds digital skills gap still persists from classroom to boardroom

10-January-2019 - onrec.com



Posted in Opinion According to new research from Deloitte, business leaders’ confidence in the digital capabilities of new entrants to the workplace has improved in the last six months. on 10 Jan 2019 Company Profile Skillsoft View profile » Eighteen per cent of digital leaders believe that school leavers and graduates are entering work with the right digital skills and experience, up from twelve per cent who said the same six months earlier.  Despite digital leaders’ perception of skills amongst new and current workers improving, more needs to be done to keep up with the pace of the adoption of new technologies within the workplace. Steve Wainwright, MD EMEA at Skillsoft, spoke to Onrec and commented on why businesses need to upskill their employees to prepare for the changes of digital transformation. "To support digital transformation, organisations need new skillsets and capabilities – those in high demand, but short supply," he stated.  "Hiring new candidates with the skills required to be successful in digital transformation is not an effective strategy.  Instead, businesses need to upskill their current employees to prepare for these changes.  Businesses know the skills of tomorrow, but helping the employees of today achieve proficiency in them will be crucial to long-term success.  Helping employees gain skills that will make them productive in the workplace will also offer their organisation a competitive advantage.  It will prepare employees for the roles of tomorrow while driving transformation within the organisation." Oliver Vernon-Harcourt, partner at Deloitte and author of this year’s Digital Disruption Index, commented: “Companies across the UK are investing significantly in digital technologies in order to transform their businesses.  The simple truth is that without ensuring that teams have the right experience, knowledge and abilities to make the most of these technologies, these investments will prove worthless. “While it’s promising to see improvements in leaders’ confidence in their workers’ digital abilities, there is a lot more that still needs to be done and, if left unaddressed, the skills gap could grow to a level that’s hard to fill.  Failure to do more to educate both those in the workforce and those in the classroom will leave the UK trailing behind our global peers in the rapidly expanding digital economy.” Deloitte’s research also found that digital leaders’ confidence in their own digital skills has improved.  Sixty per cent of executives are confident in their own digital skills and ability to lead in the digital economy, up from 45 per cent who said the same six months earlier.  The findings showed that those who were more confident in their own skills were more likely to take responsibility for learning additional digital skills including through reading non-traditional media and attending their organisation’s internal learning programmes.



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New Year, New Job - Now is the time for UK Jobseekers

10-January-2019 - onrec.com



Now is the time for workers to apply for a new job, as we are currently in a candidate’s market due to the skills gap and the country is nearing full employment. Posted in Opinion on 10 Jan 2019 Company Profile Totaljobs View profile » By Martin Talbot, Director at Totaljobs : “Those who decided to find a new job as their new year’s resolution are in luck this year. With the UK nearing full employment, employers are having to fight harder to find the best talent and are willing to offer more advantageous packages to make this happen. Those in the market for a new job should make the most of this. The obvious negotiating point is salary, but other perks shouldn’t be discarded, such as flexible working options, workplace fitness classes or benefits such as pensions and health insurance. However, this doesn’t mean people who aren’t looking for a job can’t benefit. As well as attracting new talent, employers will also want to retain their existing staff. Now may indeed be the time to ask for a salary review and push a little harder for that promotion employees have had their eye on.” 



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Providers urged to register for nationwide apprenticeship framework

10-January-2019 - onrec.com



Posted in News archive Apprenticeship providers from different sectors across the country are once again being encouraged to join the YPO apprenticeship framework – the first and only one of its kind in the UK. on 10 Jan 2019 Launched in August 2018, YPO’s apprenticeship framework acts as a compliant list of training providers for organisations across the public sector. The framework currently has 117 registered providers covering a range of different roles, from accounting to teachers. YPO’s service also identifies clear routes of procurement for organisations, streamlining the process of creating apprenticeship roles within the public sector. YPO’s apprenticeship framework is continuously open allowing new providers to register to the framework as new standards are developed, the framework will close every quarter for new providers. Training providers have until the 1 st March 2019 to register to the YPO apprenticeship framework before it closes again in June 2019. Lizzy Grayson, Category Manager for YPO, said: “The apprenticeship framework has been open for customers for six months and we’ve already seen a fantastic response across the public sector. Over 117 training providers have contacted YPO in this time across 360 different standards. We’ve found that sectors like the Police and emergency services have found the portal particularly useful for easily identifying and purchasing apprenticeship training” “Following registration to the tendering portal, new providers can stipulate preferred opportunity areas of interest along with geographical locations to which they can supply services. As new apprenticeship standards develop across a range of levels, we hope to connect more providers with organisations seeking training to make the process of utilising the apprenticeship levy as easy as possible. With proposed changes to the levy giving potentially more flexibility and opening the scope of spending throughout the apprenticeship supply chain, we are expecting 2019 to be an exciting year for apprenticeship providers.” YPO, one of the UK’s leading public sector procurement organisation, has developed the apprenticeship framework to help public sector organisations make the most of apprenticeship levy funds, which will begin to decrease after April 2019 for organisations that have not utilised allocated funds since the levy came into effect. Providers interested in becoming a supplier on the framework can register their interest here: procontract.due-north.com/Register Find out more about the framework visit: www.ypo.co.uk/apprenticeshipframework



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Aon Benefits & Trends Survey: 97% of employers see employee expectations of their workplace changing

10-January-2019 - onrec.com



Posted in Statistics and trends New research from Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions (NYSE: AON), says that 97% of employers agree that employees’ expectations of their experience in the workplace are changing. on 10 Jan 2019 Almost 90% of employers believe they will need to change their benefits offering to meet the needs of future generations Half of employers say that their current benefits do not meet the needs of all generations 60% of employers say they are now, or expect to be, competing for talent in different market sectors New research from Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions (NYSE: AON), says that 97% of employers agree that employees’ expectations of their experience in the workplace are changing. Aon’s Benefits and Trends Survey 2019 highlights that employers are saying that employees’ top priorities now include flexible working hours, agile working, mental health, diversity and inclusion and parental leave. Aon’s Benefits and Trends Survey, now in its ninth year, is formed from the responses of over 200 employers of all sizes, from less than 100 employees to many thousands, who work across a broad range of sectors, with 75% of them working internationally. This year, a number of new questions were introduced, including changing workforce demographics, to support employer benefit strategies and provide industry analysis. The survey shows that 97% of companies agree that employee expectations of the workplace seem to be changing rapidly. The main feature of those changing expectations is around flexible working, with 98% of respondents saying employees now expect more flexible working hours, while 89% said they expect agile/home working to be available. The rest of the top five changes were better awareness of mental health issues (79%), better approaches to diversity and inclusion (65%) and improved maternity/paternity/parental leave policies (63%). Access to financial education also featured for 54% of respondents. Interestingly, 60% of employers say that their businesses are either already changing or are expected to change in the next five years, meaning they are now competing for talent within different market sectors. This can mean that the demographics of the organisation change – yet half of the respondents said that their current benefits do not meet the needs of all generations, while 89% believed they will need to change their benefits offering to meet the needs of future generations. Richard Morgan, strategic consultant at Aon, said: “The results from this year’s survey clearly show that the majority of respondents have either already undergone fundamental change or expect to in the near future – just 29.5% said that they don’t expect any change within the next five years. There seems to be a particularly rapid pace of change at the moment, much of it driven by technology. This impacts an organisation’s workforce model and has consequences on an employee’s role fulfillment, the types of people who fill those roles as well as the organisations they compete with for talent. Employers therefore acknowledge that their current benefit programmes are not set up to meet the needs of their people. “Yet when it comes to employee demographics - although age is unlikely to define people - there are external factors that differ and continue to change, so the issues that one generation faces are often quite different to the generations before and after them. For example, Baby Boomers largely enjoyed final salary pensions and are likely to be relatively much better off in retirement. Owning one’s own home is much less common among 25-34 year olds, especially in London, while the ‘sandwich generation’ is emerging with people having caring responsibilities for both their children and their parents.” Morgan summed up: ”How employers respond to these changes will define how successfully they can implement their future workforce plans”. More information can be found in the Benefits and Trends Survey 2019 .



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ONS comment: Government and employers need to focus on improving people management practices to boost productivity, says CIPD

10-January-2019 - onrec.com



Commenting in response to the latest productivity stats from the ONS, Jon Boys, labour market economist at the CIPD, said: Posted in Opinion on 10 Jan 2019 Company Profile CIPD View profile » “Whilst the recent return to real-terms pay rises will be welcomed by employees, this has contributed to a rise in labour costs – already the largest cost facing most businesses in the UK. In the absence of much needed productivity growth, this will likely result in inflation.  “To guarantee sustainable growth for businesses and wage rises for workers, productivity must rise. A growing body of evidence, including from the ONS, underlines the important role that effective people management practices have in boosting workplace productivity.  “The government and employers need to heed this and place more focus on improving people management practices.”  The CIPD is the professional body for HR and people development. The not for profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. It has a community of 150,000 members across the world, provides thought leadership through independent research on the world of work, and offers professional training and accreditation for those working in HR and learning and development. www.cipd.co.uk



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Why Companies Should Employ More Women?

10-January-2019 - onrec.com



Posted in News archive There is, and has always been, controversy over gender at work. The recent gender pay gap analysis has highlighted this. Here I suggest some simple reasons as to why companies should employ more women. on 10 Jan 2019 To encourage Equality and Diversity Women and Men have differing characteristics which complement each other. By mixing more men and women, work places can become more diverse – with more skills being utilised. Women are thought to be more organised, multi-tasking, team-working and nurturing by nature. Whereas men are more prone to take risks. There is evidence that women run businesses are less likely to fail than businesses run by men companies than men Studies in the US after the banking crisis have provided evidence that this might be the case and Statistics by KSA Group and Creditsafe of 4m insolvent companies across the UK, found that those ran by women, were 70% less likely to go insolvent, than those by men. Of course – this is just a claim based on research – but, this isn’t the first time the statement has been made. Based on this research companies should take on more women! Could working women save our high street crisis?? To take advantage of the Parental Role Reversal In today’s modern world, we are seeing more stay at home dads. No longer are the days for it just being mums at home being the primary caregiver and fathers being the bread winner! As a result, if fathers are becoming more willing to stay at home then companies should not worry about employing women.  They should take advantage of the role reversal. There is a vast pool of untapped talent out there. To help understand customers. The consumer market today, is made up of both women and men. Therefore – surely it makes perfectly good business sense for women to be a part of the workforce, to bring a ‘female sense’ to businesses? If male workers were the only type, how would a female perspective be considered? How would we know what women demand? Customers account for all, so surely the work force should match this to reflect views from everyone. Bringing back the Middle Ages? What is interesting is that despite the depiction of women being housewives, as in historical times, there are some contradictions! In the Middle Ages, it was not uncommon for women to have their own business, and to be given businesses when male counterparts died. Interestingly, they often had a key role in the building profession, particularly building bridges and churches.  This was until the birth of the 18 th century, an industrial revolution and a more patriarchal society– can we not go back to a pre-patriarchal society? If we have changed the working roles once, it’s possible to do so again. Companies need to embrace women’s abilities to improve productivity, diversity and even as mentioned above perhaps lower the risk of insolvency! Rebecca Dunne, the author, is the freelance writer for KSA Group, who are Licensed Insolvency Practitioners in the UK, established in 2000.  KSA Group run www.companyrescue.co.uk which contains over 2000 pages of useful information for struggling businesses. 



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Peeps offers first-ever factory tour to the public

10-January-2019 - usatoday.com



The marshmallow chick manufacturer is opening its doors for a great cause. Heres how to get inside!            



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Starbucks plans to install needle-disposal boxes in some bathrooms

10-January-2019 - usatoday.com



The coffee giants decision was made to solve an issue that could expose its workers to hazardous health concerns including HIV and hepatitis, a Starbucks spokesperson told USA TODAY.            



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Brazil approves Boeing-Embraer tie-up with new commitment to keep local jobs

10-January-2019 - reuters.com



The Brazilian government on Thursday said it would allow a proposed tie-up between planemakers Embraer SA and Boeing Co to go forward, capping weeks of uncertainty in which President Jair Bolsonaro expressed hesitation.



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Carmaker Rolls-Royce urges UK´s May to avoid a hard Brexit

10-January-2019 - reuters.com



Carmaker Rolls-Royce called on the British government to avoid a disorderly Brexit and said it was building up some stock, expanding warehouse capacity and training suppliers for customs changes in case Britain leaves the EU without a deal.



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´Business owners face a talent dilemma´

10-January-2019 - onrec.com



Posted in Opinion Robert Half on today's productivity figures... on 10 Jan 2019 Matt Weston, Managing Director, Robert Half UK: “Today’s productivity figures are proof that industry 4.0 and the resulting war for talent, is starting to make its presence felt in the UK. According to the ONS, productivity has been driven by improvements in labour skills since the financial crisis in 2008. However, in recent years, increased digitalisation in the workplace and the need for businesses to adapt has widened the skills gap in the UK. “Business owners face a talent dilemma – they must hire people with the skills they need, but it’s also essential they upskill internally in order to plug any skills gap in-house and offer career progression. Employers who want to get ahead of the curve and boost productivity within their organisation should offer wide-ranging benefits packages, alongside an improved remuneration package, in order to attract and retain the top talent. Investing in training and development schemes, in addition to initiatives such as flexible or remote working are vital tools for employers embroiled in the ongoing war for talent.” About Robert Half Robert Half is the world’s first and largest specialised recruitment consultancy and member of the S&P 500. Founded in 1948, the company has over 300 offices worldwide providing temporary, interim and permanent recruitment solutions for accounting and finance, financial services, technology, marketing and administrative professionals. For more than 20 years, Robert Half has been named to FORTUNE ®  magazine’s list of “Most Admired Companies” and offers workplace and job seeker resources at: roberthalf.co.uk  and  twitter.com/roberthalfuk .



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Exclusive: Brazil telecom Oi hires BofA Merrill Lynch to sell some assets: sources

10-January-2019 - reuters.com



Brazilian telecoms carrier Oi SA has hired Bank of America Merrill Lynch to sell noncore assets such as cellphone towers and data centers, two people with knowledge of the matter said on Thursday.



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47% of businesses look internally to bridge dire skills shortages, survey reveals

10-January-2019 - onrec.com



Posted in Statistics and trends Almost half of business (47%) believe that developing staff internally will be their greatest opportunity from a talent management perspective over the next three years on 10 Jan 2019 That is according to a survey of 1,500 UK-based hiring managers by international talent acquisition and managed workforce solutions provider, Guidant Global . The news comes as 78% of all respondents admit they are currently finding it difficult to access the quality and volume of talent their businesses need to thrive, with 39% of hiring managers finding that uncertainty around Brexit has directly impacted access to talent. Other measures that those surveyed plan on implementing to bridge current and future skills gaps include using technology to plan and manage workforces more strategically, and tapping into underutilised talent pools, which were favoured by 22% and 16% of respondents respectively. A further 8% of hiring managers plan on taking a more global approach to sourcing and managing staff, while 5% are maximising the potential of contingent talent by flexing workforces to meet demand. Commenting on the findings, Simon Blockley, Managing Director, EMEA, at Guidant Global, said: “While the chronic skills shortages which are impacting the UK labour market have been well documented, these findings demonstrate that smart businesses are working hard behind the scenes to mitigate against future talent gaps. “It’s encouraging to see that a significant proportion of businesses are concentrating on training and developing existing teams as part of their wider talent management strategy, particularly when you consider that skills demand is shifting rapidly in line with the digital revolution. Taking this approach also has the added benefit of increasing engagement levels, which is proven to have a positive impact on retention and productivity long-term.”



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JPMorgan Chase boosting employee bonus pool 3 percent for 2018

10-January-2019 - reuters.com



JPMorgan Chase & Co is boosting its bonus pool by 3 percent for 2018 after its investment banking division topped charts throughout the year, people familiar with the matter told Reuters on Thursday.



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San Group Hires Terry as Regional Vice President for Connecticut, Rhode Island

10-January-2019 - insurancejournal.com



Satellite Agency Network Group Inc. (SAN) has hired Mike Terry as regional vice president. In this role, Terry will be responsible for membership service, business development and insurance company relations for all SAN Group member agencies in his territory of



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https://www.insurancejournal.com/news/east/2019/01/10/514465.htm







U.S. Says Air Travel Safe After Workers Warn of Risks of Shutdown

10-January-2019 - insurancejournal.com



U.S. airport security workers and air traffic controllers working without pay have been warning that security and safety could be compromised if the government shutdown continues, but the Trump administration said on Wednesday that staffing is adequate and travelers have



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Why Jargon Is Killing Your Job Ads

10-January-2019 - onrec.com



Posted in News archive Many people see the new year as the ideal opportunity to change careers, making January the busiest time of the year for recruiters and job seekers alike. on 10 Jan 2019 While employers know which type of candidate will best suit their company, many struggle to concisely describe exactly what they are looking for in an ideal candidate, resulting in jargon-heavy job postings that confuse job seekers—particularly junior candidates and recent graduates. In that manner, a job ad muddled by jargon often stands between an employer and a potential candidate. To better understand the language of job postings, my company AdView analyzed over a million job ads to find which jargon was used most regularly, and which cities in the U.S. and the U.K. are most guilty of using these buzzwords in this stage of the hiring process. The tech-fueled economies of Seattle and San Francisco came out on top in the U.S. market, whereas London and neighboring towns dominated the top 10 in the U.K. In terms of specific jargon, “fast-paced,” “dynamic,” and “team player” were the most popular terms in both job markets. We found that recruiters in London were most keen to hire candidates who can make their ideas “go viral,” while the most popular phrase in Seattle job postings was “paradigm shift.” Those in a corporate environment may be accustomed to office jargon being regularly used in meetings. However, this language is now prevalent in job ads on every rung of the career ladder. Whether the posting is for a recent graduate or a senior professional with decades of experience, businesses in both the U.S. and the U.K. are keen to interview “proactive” “self-starters” with a “proven track-record.” All these buzzwords ranked in the overall top 10 most used, according to our research. Adding unnecessary jargon to the equation clouds the job hunting process for those applicants less well-versed in corporate jargon and makes it harder for them to judge whether they’re qualified for the job. A recent study found that applicants take between 49 to 77 seconds to decide whether a job posting is right for them. With this in mind, it is important for recruiters to pitch the role to applicants so that they quickly grasp what the job demands. Clarity at this stage particularly helps graduates who are less familiar with industry terms than more experienced candidates. The purpose of an ad is not just to explain the requirements of the job, but also to give the applicant a feel for the values of the hiring company. In expressing those values, many employers describe a job with industry terms obvious to experienced professionals but not to newcomers. Consequently, by cutting through jargon at the beginning of the hiring process, employers have a much better chance of attracting applicants who best fit both their company’s requirements and ethos. Alex Paterson is the CEO of AdView. You can view the full study by visiting https://adview.online/c/jargon-jobs/#/



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City & Guilds Group urges Government to remove barriers to employer investment in apprenticeships

10-January-2019 - onrec.com



According to new research published today by City Guilds Group, an overwhelming 92% of levy-paying employers want to see greater flexibility in how they can spend their apprenticeship allowance. Posted in News archive on 10 Jan 2019 As employers wait for a Government consultation, new research reveals 92% say they want to see greater flexibility in how they can spend funds 93% cite some form of blocker to investing in apprenticeships According to new research published today by City Guilds Group, an overwhelming 92% of levy-paying employers want to see greater flexibility in how they can spend their apprenticeship allowance. The findings are a stark reminder that the Government has a long way to go to create an environment in which businesses can really benefit from increased investment in skills development, with no ‘one-size-fits-all’ solution for apprenticeships. As we wait to hear from the Government on a date for the employer consultation on apprenticeships announced in October, City Guilds Group surveyed 765 levy-paying businesses in England for their take on the current system. The research reveals that while, encouragingly, businesses are keen to make the best use of their levy, the rigidity of the current system is holding many back. If employers had greater freedom with how to spend their levy funds, 55% say they’d like to continue to spend on apprenticeships, while 45% would like to be able to use money to invest in non-apprenticeship training – including professional courses and technical skills training (36%). health, safety and compliance training (33%). work placements and internships (32%). and leadership and management training (31%). Kirstie Donnelly MBE, Managing Director, City Guilds Group, comments: “The turmoil we are facing, as a result of uncertainty around Brexit as well as the rapidly changing world we live in, means that it’s never been more urgent to improve the skills of our workforce and invest in home-growing the skills that we may no longer be able to import from abroad. Apprenticeships have a huge potential to deliver on this, but the system is still not responsive enough to the needs of employers. Businesses need more flexibility to use the apprenticeship levy in a way that will truly help them fill skills gaps, upskill their workforce and shore up their talent pipeline for the future. “But, flexibility alone isn’t enough. The Government must provide greater clarity on apprenticeship data in order to equip the industry with the holistic view it needs and enable employers to understand its wider impact. Although we welcome the Government’s commitment to introduce reforms, they are yet to set this in motion. We have set out a list of twelve recommendations, eleven of which are for the Government to act on, as we urge them to prioritise apprenticeships, maintain momentum and make better use of data to help all those involved to create the skilled and productive workforce we so desperately need.” When asked about the challenges that prevent them from investing in apprenticeships, almost all (93%) employers cite some form of barrier. The list includes a lack of: suitable apprentices in the area (31%), availability of necessary training (30%), information and support (22%), and buy-in from the board (22%). as well as 20% off the job training being unsuitable for the business (29%). Promisingly, the Government has introduced some new freedoms to flex spend in the last year, including increasing the level of levy funds which can be transferred to other businesses in a supply chain from 10% to 25%, from April 2019. But City Guilds Group’s research found that this still isn’t enough: if levy-paying employers could invest as much as they liked within their supply chain, they would transfer an average of 35%, meaning current plans for increased flexibility still won’t meet employers’ needs. Amid calls for increased options when it comes to using the apprenticeship levy, the research also reveals the scale of disengagement with the levy, as 95% of employers failed to spend the entirety of their apprenticeship budget in the first 12 months of the new system and businesses say that they only expect to spend an average of 56% of their allotted funds annually in the future. Without transparent reporting of apprenticeship spend, however, industry bodies, training providers and employers are left in the dark about the true extent to which employers have taken up apprenticeships, and where any leftover money will end up. City & Guilds Group’s full list of recommendations and detailed research findings can be found in the Flex for success? report here . Video interviews with UK learning and development leaders from a handful of businesses which engage with apprenticeships can be seen here . For more information, please visit www.cityandguildsgroup.com .



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Ford plans significant job cuts in Europe, expects Volkswagen ties

10-January-2019 - usatoday.com



Ford Motor Co. announced job cuts for hourly and salaried workers in Europe after facing steep losses there.            



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Orchid Insurance of Florida Hires Bardusch as Chief Technology Officer

10-January-2019 - insurancejournal.com



Orchid Underwriters Agency (Orchid Insurance), LLC, a specialty underwriter of catastrophe exposed property insurance, has hired Chris Bardusch as chief technology officer, a new position within the company. Bardusch is now responsible for Orchids technology strategy and the implementation of



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Hub Continues Canadian Employee Benefits Expansion with Purchase of TRG

09-January-2019 - insurancejournal.com



Hub International Ltd., the Chicago-based insurance broker, announced that it has acquired the assets of TRG Group Benefits and Pensions Inc. (TRG) in Canada. Terms of the transaction were not disclosed. The acquisition continues Hubs strategy to offer clients a



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Why understanding employment status is important in 2019

09-January-2019 - onrec.com



Posted in News archive Whenever engaging an individual it is always important to understand the rules and rights that apply. on 09 Jan 2019 Company Profile Lawspeed Ltd View profile » These are determined by the employment status of the individual, whether an employee, a worker, a contractor, self employed or via a company (e.g. a PSC or umbrella), or some other kind of casual operator. This is a complex area of law with complicated tests that apply in all cases save where an individual is an employee on the basis of a contract that is described as an employment contract. Employees have a wide range of employment rights including the right to claim unfair dismissal and redundancy. Other kinds of arrangement could mean that the individual is a worker with fewer rights, for example without the rights mentioned or the right to minimum notice of termination. A self employed individual has even fewer rights. The application of PAYE tax and employed NICs has historically been affected by the status. For this reason the hiring of individuals on a basis other than employment has facilitated flexibility in the workforce, and has become very popular in the UK over the last two decades. However, it has been set in law for many years that the mere designation of a status in a contract does not solely determine the actual status. Thus for example a contract stating that an individual is not an employee may not stop the individual from actually being an employee with all accompanying rights. Similarly a person may claim to be self employed and indeed be self employed on some basis but if the work arrangement does not reflect self employment, the status of self employment will not apply to that arrangement. Hence the expressions ‘genuine self employment’ or ‘false self employment’ which is used by HMRC. A job described as being ‘outside IR35’ may in fact be within the scope of the rules. Status is determined by factors such as the existence of ongoing obligation between the parties, the exercise by the hirer of control over how the work is done, what work is done and when. The nature of the engagement determines the actual status meaning that it is often not possible to have certainty around status in the absence of a tribunal decision. In addition HMRC now uses employment status tests to determine the application of certain deemed employment taxes, for example under IR35 and the agency tax rules, where the actual engagement may not be one of employment at all. This causes confusion and is difficult for lawyers, let alone for lay people. With the proposal to extend the public sector IR35 rules to the private sector, the consequent tax risk for hirers and operators in the supply chain, and resultant effect on contractual terms and pay rates, now more than ever status is set to become a key consideration. Where in the past use of a third party engager may have limited the risks, this is no longer any guarantee. Total flexibility has already been eroded, and supply chain compliance, ensuring that contract and rights arrangements are set up and operated correctly, is a factor that every employer, hirer and contractor supply business will be interested in. For more information call Lawspeed on 01273 236236. www.lawspeed.com



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Volkswagen hires Apple executive for autonomous vehicle role

09-January-2019 - reuters.com



Volkswagen AG said on Wednesday it had hired an executive from Apple as a director responsible for technical development at its commercial vehicles division.



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BlackRock elevates executive behind fast-growing ETF unit: memo

09-January-2019 - reuters.com



BlackRock Inc is giving the executive behind the company's key iShares brand a job overseeing strategy, marketing and international businesses as the world's largest asset manager grooms possible successors to Chief Executive Larry Fink. Mark Wiedman, who has led the company's fast-growing index investing unit, will take the title head of international and of corporate strategy, Fink said in a memo seen by Reuters on Wednesday. Wiedman will be reporting to F



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Five key employment law changes organisations need to plan for in 2019

09-January-2019 - onrec.com



Posted in Statistics and trends "Pay will dominate the 2019 employment law agenda" on 09 Jan 2019 2019 is set to be another busy year for those working in HR, with pay likely to be a recurring feature.  Leading regional law firm Howes Percival have highlighted five key issues for organisations including the introduction of the first of the Government's recently announced ‘Good Work Plan' reforms.  Paula Bailey, Partner and employment law expert explains, "Pay will dominate the 2019 employment law agenda.  In addition to producing a gender pay gap report, companies with more than 250 employees will be required to report on the difference in pay between their chief executive and their average worker.  While, in April, employers will see the National Minimum Wage increasing and we are also likely to see more national minimum wage developments, due to HMRC taking a robust approach to enforcement of the minimum wage as can be seen from the Iceland case.   "We will also see further developments in relation to employment status in response to the Taylor Review of modern employment practices.  The Government recently published its proposed reforms to strengthen the rights for workers on zero-hour contracts, agency employees and those working in the gig economy.  The first of the proposed reforms, scheduled to come into force in April, will see a substantial increase in the maximum tribunal fines for serious breaches of employment rights."    Pay gap reporting On 1 January, new laws came into force requiring UK listed companies with more than 250 UK employees to report annually on the pay gap between their chief executive and their average UK worker, with the first reports to be published in 2020. This is on top of the gender pay gap reporting for employers with 250 or more employees.  Last year saw the first "gender pay gap reports". Employers will need to do it all again in 2019 with reports being published by 4 April (30 March for public sector employers). For employers who identified a pay gap last year and set out an action plan to tackle it, their employees will be keen to see if the plan has been implemented and if it's worked. If they identified a large pay gap last year and took no action, now is the time to start thinking about it.  National Minimum Wage On 1 April, there will be increases to the National Minimum Wage rates including the National Living Wage which will rise from £7.83 to £8.21 for workers aged 25 and over. The standard rate will rise from £7.38 to £7.70.  Payslip information From 6 April, employers must include, in payslips, details of the total number of hours worked where pay is variable depending on hours worked (e.g. zero hours contracts).  Payslips will also need to be provided to ‘workers' as well as employees.  #MeToo The last year has seen the phenomenal march of the #MeToo campaign which has encouraged people to talk about sexual harassment. This has resulted in three independent reports which have all made consistent recommendations calling on the Government to place a legal duty on employers to prevent sexual harassment in the workplace and provide more support to victims of harassment in raising concerns and bringing tribunal claims. In view of this, changes to the law are likely.  Good Work Plan The Government's Good Work Plan set out its proposals for achieving ‘fair and decent work with realistic scope for development and fulfilment' for all UK workers. As part of the first reforms proposed, parts of the Employment Rights (Miscellaneous Amendments) Regulations 2019 will come into force on 6 April 2019. This will see the maximum tribunal fines that can be issued to employers for serious breaches of employment rights quadrupled from £5,000 to £20,000.  By Paula Bailey | Employment Lawyer Leicester | Howes Percival www.howespercival.com



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Ask for these 5 benefits when taking a new job

09-January-2019 - usatoday.com



Before you take that new job, think about the benefits that will make your life better. Buzz60s Sean Dowling has more.            



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Heres how to know if youre about to get fired

09-January-2019 - usatoday.com



Experts say there are some warning signs to look out for if you think you might be about to lose your job. Buzz60s Tony Spitz has the details.            



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KPMG & REC, UK Report on Jobs

09-January-2019 - onrec.com



Posted in Statistics and trends Low candidate availability weighs on permanent placement growth at end of 2018 on 09 Jan 2019 Company Profile REC View profile » Key findings Permanent appointments rise at slowest rate since April 2017...  ...as the supply of candidates falls sharply... ...leading to further marked increases in starting pay Neil Carberry, Recruitment Employment Confederation chief executive, said: “It’s no surprise that growth in new permanent jobs dropped to its lowest level in almost two years last month, because economic uncertainty is now affecting companies’ hiring plans. But the underlying strength of our labour market is still there – vacancies are high and temporary placements rose in the run-up to Christmas. There are opportunities out there for people who want to change job in 2019.” Summary The KPMG and REC, UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies. The Report on Jobs is unique in providing the most comprehensive guide to the UK labour market, drawing on original survey data provided by recruitment consultancies and employers to provide the first indication each month of labour market trends. Candidate availability continues to worsen... Recruitment agencies signalled a further marked decline in the availability of candidates at the end of the year. The deterioration in permanent labour supply quickened since the previous month, while short-term staff numbers fell at a softer but still marked rate. ...leading to softer growth in permanent staff appointments Low candidate supply weighed on permanent staff appointments during December. Though solid, the rate of expansion was the softest seen in 20 months. Temp billings meanwhile rose at a sharper rate, one that picked up from November's joint 25-month low. Demand for staff remains robust... Vacancies rose for both permanent and temporary roles across the UK at the end of 2018. Notably, growth of demand for both types of worker was much stronger than seen on average over the survey's 21-year history. ...but shrinking staff supply drives pay rates higher As demand for workers generally outstripped supply, starting pay continued to increase sharply for both permanent and short-term workers in December. The rate of starting salary inflation was among the quickest seen for over three years, while temp pay growth also remained sharp by historical standards. Regional variation The South of England saw by far the sharpest increase in permanent staff appointments, while relatively mild expansions were seen across the remaining three English regions. All four monitored English regions registered marked increases in temp billings at the end of 2018, led by the South of England. Sector variation Vacancies for both private and public sector staff increased further in December. The steepest increases in demand were seen for temporary and permanent private sector workers. In the public sector, permanent staff vacancies expanded at a quicker pace, while demand for short-term staff rose at a softer but still solid rate. Accounting & Financial and Engineering were the most in-demand categories for permanent staff at the end of 2018. Nonetheless, marked increases in vacancies were also seen across all other monitored sectors. Blue Collar remained at the top of the rankings for temporary/contract staff demand during December. Short-term vacancies also rose across all of the other nine monitored categories. The slowest increase was seen for Executive/Professional staff.   Read the full report here



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Cezanne HR announces over 40% annual growth in cloud HR market and international expansion

09-January-2019 - onrec.com



Posted in News archive Cezanne HR, the UK Cloud HR software platform for mid-sized organisations, today announced over 40% growth in revenues over the past year, with December 2018 marking a record 49% growth in monthly subscription fees compared with December 2017. on 09 Jan 2019 Company Profile Cezanne HR Limited View profile » The UK HR leader for mid-sized UK and international organisations adds significant headcount to support its growing customer base Newly launched onboarding and lifecycle management module sees strong uptake by 10% of Cezanne HR’s customer base Cezanne HR , the UK Cloud HR software platform for mid-sized organisations, today announced over 40% growth in revenues over the past year, with December 2018 marking a record 49% growth in monthly subscription fees compared with December 2017. The growth has been driven by the addition of mid-sized and growing UK international customers across a wide range of business sectors. New clients  include: TGW Group (UK), Blenheim, Taylor Rose, Inenco, Byrne Looby, Birmingham Optical, Magnum Utilities, SHIFT Active Media, Creative Clicks, Vertase FLI, Innovyze and London’s Air Ambulance. After signing the highest number of new clients to date, Cezanne HR has grown its headcount by more than 20% over the past year, which has seen the company double the size of its UK-based customer support team and significantly expand its R D team. In addition, the Cezanne HR team has released more than thirty new product features during this time, including a new module for employee onboarding and task management and a hugely popular custom form-builder. The company is headquartered in London and recently moved its Scotland-based team to a new office in Glasgow to accommodate its growing headcount. Cezanne HR is also present across Europe, with representatives in Spain, Italy and Portugal. As part of its offering, Cezanne HR’s software is available in UK & US English, Spanish, Italian, Portuguese, German, Dutch, French, Romanian and Turkish. Since launching in 2013, the company has grown its international capabilities and now supports customers and their employees in over 100 countries. 2018 has seen Cezanne HR’s best ever year for customer acquisition, and adoption of additional modules is growing too. More than ten percent of Cezanne HR’s total customer base have already implemented the company’s new integrated module for employee onboarding and lifecycle management, which was only launched in May 2018. Sue Lingard, Director at Cezanne HR, commented: “Our strong growth over the last few years is testament to our incredible team and fantastic customer base. We’re dedicated to providing a really simple way for our customers to digitise their HR processes while still providing the depth of features and flexibility that each individual business demands. This offering is clearly resonating very well with companies around the world.” Last month Cezanne HR added new time-saving features for its Absence and Performance Management modules, including more flexible reminder options for performance reviews and automatic calculation of paid time off for casual and occasional workers. New features in the pipeline for early 2019 include a simpler way to manage critical GDPR compliance policies and even greater flexibility for performance reviews and customer-managed configurations. cezannehr.com



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Michael Page reveals ‘adaptability’ as the most desirable skill of 2019

09-January-2019 - onrec.com



However, research reveals only 15% of Brits list adaptability as a skill on their CV Posted in News archive on 09 Jan 2019 Recruitment experts Michael Page have today named ‘adaptability’ as the most desirable skill of 2019, as employers seek candidates who can cope with increasingly diverse situations. The announcement comes with the release of Michael Page’s 100 In-Demand Skills report , which was based on thousands of conversations with employers over decades in the industry. Outlining the best skills and attributes for securing employment, the list is a must for anyone attempting to sharpen their CV. However, consumer research of over 2000 workers, carried out by Michael Page, found that less than half of Brits (44%) recognise adaptability as a skill they see in themselves, and even fewer (15%) admitted promoting this on their CV. This shows that in the job market today, this vital skill is both lacking and understated, presenting a promising strategy for those currently seeking employment. Nick Kirk, UK Managing Director at Michael Page, said: “We expect the January job market to be incredibly busy, fed by activity last quarter when one in 40 workers looked for a new job 1 . As January is one of the most competitive times for both clients and candidates, it becomes even more vital to stand out during this busy period. Job seekers would certainly benefit from communicating how adaptable they are during the application process, to promote the qualities that employers value most and better align with their needs. As adaptability is often a hidden skill, candidates should leave their comfort zones and try new things, to showcase the skill that will help them get ahead in their search for a new job.” The survey also drilled deeper into the development and articulation of candidates’ skillsets, which revealed: Almost everyone (96%) agreed employers require more skills now than ever before However, only 9% strongly agree they know all their skills and only 6% know how many skills to highlight to an employer One third (32%) of people don’t know what skills an employer is looking for , pressing the need for employers to articulate what they are looking for in a prospective candidate Almost half (45%) believe their skillset has changed significantly in the last 10 years However, only one in ten (10%) strongly agree to expect to learn new skills in the next 12 months Kirk continued: “Our research shows something of a disconnect between employers’ expectations and candidates’ beliefs in their own skills. We know that employers are increasingly looking for specific skillsets in candidates. It’s why, at Michael Page, we are committed to helping our candidates hone and articulate their skillsets in a way that makes them stand out in a very congested market. The demand for more skills also demonstrates how adaptability will be an incredibly powerful skill for candidates to identify in 2019.” 1 – Office for National Statistics, 2018



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Perez Named Senior Vice President, Product Management at Motorists Insurance

09-January-2019 - insurancejournal.com



Randy Perez has been hired as senior vice president of product management for Columbus, Ohio-based Motorists Insurance Group. Perez comes to Motorists from Horace Mann, where he spent three years as vice president of pricing and product management. With more



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AllTheTopBananas Deliver For Salon Recruitment

08-January-2019 - onrec.com



Posted in News archive AllTheTopBananas (ATTB) Ltd is delighted to see a new website built for Salon Recruitment go live. on 08 Jan 2019 Company Profile Allthetopbananas.com View profile » ATTB worked closely with the business to understand its aims and objectives for launching in the hair and beauty sector. The site ( www.salon-recruitment.co.uk ) is designed to ensure a smooth user experience for both job seekers and employers advertising vacancies. Head of Commercial at ATTB Kris Clare said: “It’s been great working with Salon Recruitment.  From initial brief through to roll out, we’ve delivered an excellent product which I’m sure will go from strength to strength”. Salon Recruitment owner Joe Boll said: “We’re really happy with the site. We understand business owners and job seekers have busy lives so we needed something that was straightforward and effective, but also that had flexibility depending on client needs.  This approach allows us to find skilled and reliable staff which is at the heart of everything we”. For more information on ATTB products visit: www.attbgroup.com ; email: customerservice@allthetopbananas.com ; or call: 01733 231075



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Why Printed Lanyards Should Be A Part of Your On-Boarding Process In 2019

08-January-2019 - onrec.com



Your on-boarding process is one of the most important parts of any businesses recruitment process and if you are not familiar with the term on-boarding don’t panic because it many places it is known as induction instead. Posted in News archive on 08 Jan 2019 But no matter what term you use printed, personalised or branded lanyards should be an essential part of it. The on-boarding process is all about introducing new employees to your business and outlining what their duties will be. The vast majority of people who are employed or who have ever been employed will have been through an on-boarding process at one time or another. There are a lot of things you need to take into account when it comes to an on-boarding process and there a lot of different ways you can approach it. Every business will have different ways of doing things and the industry you’re working in will play a big part in how the on-barding process is carried out. However, one thing all businesses on-boarding processes will benefit from is the introduction of a printed lanyard . So, why are printed lanyards so important and so beneficial for your on-boarding process? Well, there is more than one reason so let’s look at them in more detail. Easy Identification Your on-boarding process is all about introducing your new employees to your business but in large businesses, it can be almost impossible to introduce your new employees to everyone. But with printed lanyards, you won’t need to because they will act as a form of ID and easy identification. By giving your new staff a printed lanyard during your on-boarding process you’ll be giving them an official form of ID which will show other employees that they are now working for you. This will help ensure they’ll be no accidental security issues because people will be able to see at a glance that new employees work for you and are where they are supposed to be. They Help People Feel Like Part of The Team Printed lanyards aren’t just great for ensuring proper security on the worksite they are also a great way to help new employees feel like part of the team. This might not seem like a great benefit but think about we’ve all been the “new person” at work before haven’t we? It can be a little nerve-wracking can’t it? But when you have a printed lanyard you actually feel like part of the team even when you don’t know a lot about how the business works. It might sound like an oversimplification but it can really make a big difference to your on-boarding/ induction process. Your on-boarding process is all about helping new employees get settled into your business and giving them a printed lanyard can help a lot when it comes to doing this. Which is why any business regardless of the industry should consider adding printed lanyards to their on-boarding process. You could give it to your new employees straightaway or give it to them at the end when the on-boarding process is complete. There really is no right or wrong way to utilise a printed lanyard in the on-boarding process and while it might seem like a small thing it can make a huge difference. They Help With Security I talked about this briefly earlier but it’s worth reiterating because lanyards can make a big difference when it comes to security. A new employee is a new face which many people likely won’t remember for at least a few weeks. If your new employee as no proper identification then people could easily mistake them for an intruder. Yes, it might sound like a bad comedy sketch but it can happen and it as and it is going to be very embarrassing for both your business and your new employee. But with a printed lanyard people will know that your new employee is part of the team, they might not recognise their face yet but they will know they work on the premise. You can get the same effect with an ID badge but lanyards offer a couple of distinct advantages over the old-fashioned ID badge. Lanyards, because they are worn around the neck, are much more visible, people are more likely to spot someone wearing a lanyard than if they were wearing the average sized ID badge. Lanyards are also much less likely to go missing. The traditional ID badge is still quite small and they can get lost very easily, trust me in previous jobs I have lost quite a few badges. Lanyards, unlike ID badges, also don’t damage clothing which means people are more likely to wear them. So, while you do have alternatives to lanyards, in my opinion, a printed lanyard offers you the best security. The Benefits of Printing Your Lanyards Finally, let’s look at why you should print your lanyards, a regular plain lanyard is something that can usually be easily replicated and copied. However, a printed lanyard is going to be much more difficult to copy. With a professionally designed printed lanyard, you can ensure your business is much more secure because you will have a lanyard design that is only used by your business. Which means people won’t be able to just throw on a plain old lanyard and then walk into your business premise. You can also harness the customisation printing lanyards gives you to great effect. For example, you can use different colours to represent different departments of your business. Simply explain what each colour of lanyard means to any new employees during the on-boarding process and your employees will know what department everyone works at and who they could talk to if they need help. Lanyards might not look like they do much but they are actually very innovative tools and can help improve your businesses security in a number of ways. Any modern business should, therefore, consider introducing printed lanyards to their on-boarding process as soon as possible. Trust me they can make a big difference.  



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New Year, new Totaljobs

08-January-2019 - onrec.com



Posted in Launch Leading recruitment platform launches refreshed brand identity to kick start 2019 on 08 Jan 2019 Company Profile Totaljobs View profile » Totaljobs reveals a new brand identity Multi-channel advertising campaign launched to coincide with brand refresh ‘Get everything you need from a job on Totaljobs.com’ Totaljobs has unveiled a new brand. The re-imagined look and feel has been designed to embody the spirit of Totaljobs and its unique offering in the market. New brand positioning Totaljobs collaborated with creative agency DesignStudio to help define their brand positioning, and bring it to life visually. Beginning the process with an immersion stage, representatives from DesignStudio met Totaljobs employees in order to understand what the brand means as a service to employers and workers. The result is a new brand identity, represented in part by a signature ‘T’. With almost 300,000 live job vacancies on the platform at any one time, the brand mark signifies the breadth and depth of roles available to candidates on the Totaljobs platform, with adverts for roles as broad as bartending, or as niche as a Full Stack Python Django Developer. With this in mind, the ethos of the Totaljobs brand is focused around the individual, and the knowledge that work holds a different function in the life of each person, with different factors taking precedence in each job search. In motion, the new brand identity sees the Totaljobs ‘T’ grow, shrink and adapt to reflect the unique demands of different peoples’ job search. The brand positioning sets out a long term tone that resonates with people searching for their next role, as well as employers looking for their next hire. The proposition is set to evolve in the future, as the brand communicates this identity to the UK workforce. 2019 advertising campaign Totaljobs has also launched a new multi-channel brand campaign to bring the new brand identity to life, incorporating the new tagline of ‘Get everything you need from a job’. The creative explores what matters most to people and features real workers as part of its cast. Informed by extensive candidate research, the messaging is designed to resonate with workers of all levels; from the aspirational jobseeker who is looking for “the dream job”, to the person between roles urgently looking for “a job”. Leading with a TV spot across terrestrial and digital channels, the campaign also includes radio, outdoor, mobile and online. The new campaign is Totaljobs’ biggest to date and will run from 1st January until 31st March in the North of England, reaching more than 8 million people. The campaign creative splits brand building activity which communicates the new positioning of Totaljobs, with activation, which directly drives candidates to Totaljobs.com. On selected media, the adverts swap ‘Get everything you need from a job on Totaljobs.com’ with a more direct call to action such as “Find a job near you on Totaljobs.com”. Martin Talbot, Group Marketing Director at Totaljobs Group said: “The focus on breadth and depth is important to us at Totaljobs. It’s not just the service we offer, it’s who we are. That’s why our creative campaign focuses on how we are meeting the needs of jobseekers and inspiring them into action. “Whether people are looking for a short-term gig or their life’s calling; the typical 9-5 or extra night-shifts, the employers we work with offer jobs across the spectrum of industries and skillsets. “With over 34 million workers in the UK, the new brand look and feel celebrates the unique requirements for each job and our research shows that our users see the Totaljobs platform as both the needle and the haystack when finding their next role. Be it someone finding their first job, career progression, or a complete career change altogether, UK employers are hiring the talent they need through Totaljobs.” Alex Johns, Creative Director of lead agency DesignStudio, commented: "The new Totaljobs identity and positioning embodies their unique proposition; using their industry experience and market-leading technology to understand what matters most to people in a job and help them make their next move matter. Whoever they are, whatever they do. Part time or full time, general roles or specific vocations.  The visual language is bold, confident and flexible, with a dynamic 'T' at its core.  From campaign to product, the brand comes to life with an extended interaction language based on the range of moves a job hunter makes, from searching to applying.  This comes with a tone of voice and an art direction approach that champions real people, jobs and ambitions." *About Totaljobs: Formed in 1999, Totaljobs is one of UK’s leading job boards, attracting 20 million visits and over 4.3 million applications from qualified jobseekers every month. Over 300,000 jobseekers visit our platform every day, with over 270,000 jobs to choose from at any given time. In May 2018, Totaljobs partnered with Jobsite to become the UK’s largest hiring platform offering employers the opportunity to advertise vacancies across both platforms from one system, and access to almost half of the UK working population. Totaljobs and Jobsite are part of the StepStone Group, one of the world’s leading e-recruitment businesses. With a head office in London and offices in Birmingham, Havant, Cardiff, Leeds, Manchester, Nottingham and Glasgow, StepStone in the UK comprises totaljobs and Jobsite plus nine additional job boards. These include: Caterer.com, CatererGlobal, CWJobs, Milkround, CityJobs, RetailChoice, CareerStructure, JustEngineers and emedcareers. Together these brands provide access to over 18 million searchable candidate profiles. Visit the Totaljobs website: www.totaljobs.com   



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GM did not heed call to keep Oshawa, Ontario plant open: union boss

08-January-2019 - reuters.com



The head of Canada's auto union blasted General Motors Co on Tuesday for pushing ahead with plans to phase out work at its Oshawa, Ontario, assembly plant despite calls by workers and politicians in Canada to find a new vehicle to build there.



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Sears workers demand hardship fund after Toys ´R´ Us success

08-January-2019 - reuters.com



As Sears Holdings Corp teeters on the brink of liquidation, its employees are pushing for a hardship fund they hope can replicate the success of bankrupt retailer Toys 'R' Us, whose workers collected $20 million in severance pay from its former owners.



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U.S. job openings drop, but still at lofty levels

08-January-2019 - reuters.com



U.S. job openings fell in November, pulled down by sharp declines in construction and other services, but did little to change views that the economy is facing a shortage of workers.



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Heres how to get the best deals at a going out of business sale

08-January-2019 - usatoday.com



When a store goes out of business, shoppers may not always find bargains            



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25 most dangerous jobs in the US

08-January-2019 - usatoday.com



           



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Software developer tops list of U.S. News World Reports annual best jobs rankings

08-January-2019 - usatoday.com



U.S. News e World Reports Best Jobs of 2019 list takes seven factors into account, including median salary, unemployment rate and stress level.            



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The most dangerous jobs in the US include electricians, firefighters and police officers

08-January-2019 - usatoday.com



To determine the 25 most dangerous jobs, 24/7 Wall St. reviewed fatal injury rates for 72 occupations from the Bureau of Labor Statistics Census of Fatal Occupational Injuries.            



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California Governor Signs Order to Tackle Drug Prices in First Act

08-January-2019 - insurancejournal.com



Hours into his new job, California Gov. Gavin Newsom signed an executive order on Monday that could dramatically reshape the way prescription drugs are paid for and acquired in the most populous U.S. state. The order, along with another naming



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https://www.insurancejournal.com/news/west/2019/01/08/514198.htm







Clark Joins EPIC Insurance Brokers in Dallas

08-January-2019 - insurancejournal.com



EPIC Insurance Brokers and Consultants has hired Joffrey Clark in the firms property/casualty practice as a principal and charter school practice leader. He is based in Dallas and reports to EPIC Southwest Region Managing Principal and Director KJ Wagner. Clark



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https://www.insurancejournal.com/news/southcentral/2019/01/08/514213.htm







In Lawsuit, Union Says GM Should Replace Temps With Laid-Off Workers

08-January-2019 - insurancejournal.com



The United Auto Workers union is accusing General Motors of violating a national contract by using temporary workers instead of employing full-timers who were laid off from its factories. The union filed a federal lawsuit in Cleveland alleging that GM



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https://www.insurancejournal.com/news/midwest/2019/01/08/514112.htm







Secrets to successful stock investing

07-January-2019 - usatoday.com



After 19 years covering the stock market for USA TODAY, Adam Shell gives his best advice on how to successfully invest in the market.            



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LinkedIn: Heres The skills companies are looking for in 2019

07-January-2019 - usatoday.com



With about 7 million open jobs in the U.S., here are the skills most likely to get you hired in 2019. Buzz60s Natasha Abellard has the story.            



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Associated Agencies Taps Shapiro to Expand Southeast Presence

07-January-2019 - insurancejournal.com



Associated Agencies, Inc. has hired Stuart Shapiro as an account executive on its sales team. Shapiro will be responsible for expanding Associated Agencies presence in the Southeast, specifically in the Atlanta market. He will focus on building insurance programs for



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https://www.insurancejournal.com/news/southeast/2019/01/07/514037.htm







Discounting And Promotion Strategies In Ecommerce

07-January-2019 - onrec.com



Discounts and promotions are something every e-commerce business owner should think about carefully. Posted in News archive on 07 Jan 2019 Discounts and promotions tend to be tricky. While discounted pricing can certainly boost your conversion rate , it lowers returns on each conversion, lowers average order values, and can end up causing real revenue to decline. Therefore, to get the most benefit out of these discounts and promotions, figure out clearly what you intend to achieve by using them. Let’s look at some popular discounting and promotion strategies that you can employ to boost profitability. Offer Coupons and Discounts Coupons have always been a powerful tool in the retail promotion trick bag. The e-commerce platform just makes it more powerful, easier to deliver, and easier to redeem just like Sugarhouse promo code for iGaming enthusiast. The benefit of letting customers know about this discount via discount code is that you catch their attention much quicker. Bundled Discounts This is a good way to encourage customers into spending more. By bundling items together into a discount pack, customers feel like they are getting a good deal, particularly when the items grouped together complement each other nicely. Knowing crucial info like this is paramount to helping shape your entire customer acquisition strategy. However, when planning bundled discounts, you need to carefully study which products will be bundled together. Free Shipping Free shipping is a popular discounting and promotion strategy many e-commerce owners opt for. According to the study, free shipping is one of the most important factors under consideration when making an online purchase. But not charging for shipping can hurt your business if you’re working with low margins or if shipping costs aren’t factored into your product prices. To make sure that free shipping pays off, you can have free shipping available when an order reaches a certain amount. So, make use of it whenever possible and feasible. Holiday Discounts These are special offers during holidays such as Halloween, Christmas, New Year’s Eve or New Year’s Day. There are lots of opportunities to offer special discounts and promotions celebrating a range of different events. The great thing about holiday discounts , especially the ones where customers come to expect some sort of offer is that they’re already in the buying mindset. Contests While contests aren’t necessarily sales promotions, they are an incredibly effective way to drive engagement and email sign-ups. Offer your visitors a chance to win a big-ticket item by entering their email address. Hold contests and encourage users to participate. Build a sense of excitement by involving them. You could give out discounts to the winners, gives them giveaways and so on. Final Take The goal of price discounting is to strike a balance by providing an incentive that increases sales without hurting profit margins. By knowing your goals and matching it with the right type of pricing discount, you can avoid the common challenges that come with discounting and instead bring in more sales and revenue. We hope this article has helped you think further about your own promotion and discounting strategy.



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Rail Fares Rise 33% Faster Than Wages, So What Can Employers Do To Help?

07-January-2019 - onrec.com



2019 is here and January 2nd brings with it an increase in train ticket prices. What a start to the year, hey? More specifically, the average ticket price has risen by 3.3%, whilst the average wage of an employee rose by 2.6% in 2018. These are not the kind of numbers that employees want to read. Posted in News archive on 07 Jan 2019 Company Profile Totaljobs View profile » In a survey conducted by  TotalJobs,  nearly 1 in 10 employees commute to work by train, meaning ticket prices rising will have a huge detrimental effect on employee happiness and morale in the workplace. The fare increase, which came into force on January 2nd, is due to be met with a “national day of action” at dozens of railway stations, after groups of disgruntled commuters came together on social media to organise protests under the banner #RailRevolution. Over the last 12 months the number of trains reaching stations and destinations on-time has reached a 12 year low. The government has launched a review of the UK rail network, led by the former British Airways chief executive Keith Williams, after the transport secretary, Chris Grayling, admitted it was “no longer fit to meet today’s challenges”. So what can employers do to help those employees who are affected?  ELAS  employment law consultant Joanne Wells explains: “If employees are now at the position where rail season-tickets are too expensive for them to afford and out of their budget, or services are arriving late, these circumstances are beyond their control. This may call for more leniency on absence and lateness than usual, or reviewing where an employee can work from. “It’s important to investigate the employee’s reasons for non-attendance or lateness and ensure that all employees are treated consistently, to avoid the risk of discrimination claims. “Of course, if an employer has good grounds for believing that an employee is abusing the situation or not being truthful about the efforts they are making to get to work, then it may be appropriate to follow your disciplinary procedures. “Employers may also want to consider offering flexible ways of working that will help their staff during this time. This may be making a temporary adjustment in employees’ hours, allowing them to arrive later or leaver earlier, or you may consider allowing affected employees to work from home. “The key thing in a situation like this is to ensure that you have open dialogue with your employees in order to find a suitable, mutual solution. Knowing which employees are affected by the rail disruptions or rail ticket increases not only allows you to be more lenient when it comes to their lateness, it also will go some way towards allaying any fears they may have of losing their jobs as a result. This demonstrates that you, the employer, are sympathetic to your employees’ issues which, in turn, is usually rewarded with loyalty and high performance.” So what can businesses and employers do to help tackle the effects of travel disruptions? ELAS HR Advisor, Jonathan Grundy, explains: “This situation has a direct impact on employees and business alike. Staff are feeling that their jobs are at risk because of persistent and continuous lateness and disruption. From a business point of view, yes employers can encourage employees to find alternative modes of transport , car share , group together for taxis or use other public transport etc, but that doesn’t solve the problem. The impact on the economy must be substantial and business is suffering because of those lost man hours, trade losses and overall staff morale. “Alternative transport can’t be good for the economy, as if staff feel that their alternative is more reliable than trains, then this perpetuates the problem. More people will move away from trains, when as an economy, we want less cars on the roads..”



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Research reveals untapped employee potential and HR becoming more stretched

07-January-2019 - onrec.com



Posted in News archive Organisations are not doing enough to help employees reach their full potential, is a prominent viewpoint to emerge from a national survey conducted by Cascade HR. on 07 Jan 2019 Company Profile Cascade HR View profile » In a poll of 423 UK-wide Human Resources professionals, 44% said the workforce does not have enough support to thrive, with a further 22% unsure if businesses could be doing more. The findings arose alongside another striking statistic – 68% of participants feel slightly or significantly more over-stretched in their roles, compared to this point last year. The figure is even more troubling when considering that 72% experienced an escalating workload from 2016 to 2017. Few businesses look set to invest more to counteract the situation, with 41% of HR teams believing their budget looks set to remain the same for 2019. Worryingly, 29% still do not know what is going to happen to their budget for this year. But it seems technology will have a more pivotal role to play, with 46% of respondents believing that, when it comes to improving effectiveness and efficiency, automation is imperative. Respondents praised their HR teams’ efforts when it came to tackling retention (35%), wellbeing (32%), L&D (32%), diversity (30%) and absence management (28%) – with these areas cited as the top five in which Human Resources directors, managers and assistants feel they’ve excelled. Despite widely reported GDPR fears at the start of the year, the profession also seems to have fared well, with 66% of respondents admitting the legislative overhaul has been problematic, yet manageable. One of the most interesting findings, surrounds the mounting respect for the profession, believes Cascade’s CEO Oliver Shaw. “Our survey results suggest that HR is receiving wider recognition for the strategic contribution it makes to businesses,” he said. “In 2015, 76% of research participants expressed boardroom frustrations, but a more positive picture has emerged from the 2018 poll. “34% believe HR has a strong, respected and maintained profile in the boardroom, with a further 34% claiming recognition has grown more positively as the last 12 months have unfolded. The timing of this strategic impact couldn’t be more crucial.” But there’s still a long way to go, Oliver warns. “We operate in a changing world of work – by 2025 I think employment contracts and flexible working practices will be unrecognisable, for example. So it’s a little disconcerting to see that only 34% of people think their business is doing enough to help employees reach their full potential. “Recruitment and retention will be tricky for organisations that don’t think carefully about their true employment proposition in 2019.” The complete findings from Cascade’s omnibus survey can be seen in the full-length report – The 2019 HR landscape: What’s in store?



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UK workers still denied flexible working opportunities

07-January-2019 - onrec.com



Despite the changing business landscape, many UK workers state that their organisations still do not permit flexible working, reveals research by global IT accessories leader Targus. According to the results, a third (32 per cent) of UK workers said they do not have permission to work flexibly at all with 20 per cent of employees admitting it is allowed ‘but not encouraged’. Posted in News archive on 07 Jan 2019 The research – conducted by OnePoll and carried out in seven countries – provided insight into modern day work challenges faced by employers and employees alike across the continent. Just 12 per cent of UK employees reported that flexible working is encouraged by their organisation, as well as being provided with smart devices – such as smart phones, tablets and laptops – to work anywhere. This appears to be reflective of the current situation across Europe where 31 per cent of workers state their organisation still does not permit flexible working. European organisations seem to be making little progress with rectifying this – with 40 per cent of workers claiming their organisation doesn’t provide a comfortable and user-friendly workspace – featuring tech such as standing desks, tailored seating and adjustable screens, for example. Imbalance in work / life balance takes centre stage in the UK with 12 per cent of workers reporting feeling this aspect of working life is ‘not at all’ valued by their employer. This is in stark contrast to countries such as Spain, where a whopping third (34 per cent) of employees feel appreciated, reporting they feel their work / life balance is ‘very valued’ by their organisation. Marcus Harvey, Sales Director EMEA at Targus said: “Today’s business landscape is very different to that of just a few years ago. Gone are the days of rigid Monday to Friday, 9am – 5pm work day structures. Today’s employees want a fulfilling working experience centred around flexibility – be it from home or on-the-go. The onus thus falls on organisations, who must provide the necessary tech equipment and work spaces to support this and ensure employees feel engaged and cared in their pursuit towards a healthy work / life balance.” w ww.targus.com Methodology Carried out by International research company, OnePoll , 7,000 employed adults across the UK, France, the Netherlands, Spain, South Africa, Sweden and Finland were surveyed between 5 th – 28 th December 2017, on their exercise habits. Respondents were both male (3,218) and female (3,782), and between the ages of 18 – 55+.



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One in three are unhappy at work and half of all workers want job security more than a payrise

07-January-2019 - onrec.com



In an age of job uncertainty, growing competition and rising workplace stress and anxiety, one in three workers report being unhappy at work with 45% of workers looking to move jobs in 2019. Posted in News archive on 07 Jan 2019 45% of workers want job security more than a 3% payrise Only 5% of UK workers say they trust their leaders 16% of workers say workplace stress is driving them to change jobs  In an age of job uncertainty, growing competition and rising workplace stress and anxiety, one in three workers report being unhappy at work with 45% of workers looking to move jobs in 2019 . The 2019 Job Exodus research developed by Investors in People highlights improvements in satisfaction across the UK workforce, representing a slight upward trend . However, despite the reduction in the proportion of those considering a job move, there are still nearly 1 in 3 unhappy workers in our workforce. IIP CEO Paul Devoy comments: “Despite a decade or more of research looking at the economic benefits of happiness, it’s frustrating that all too often, wellbeing at work focuses on reducing stress not increasing happiness. Yet we know that humans want to be engaged in meaningful relationships, feel valued and useful. And that in this environment people are both happier and more productive. Empirical analysis and experience have shown that increasing happiness has anything from a 12% to 14% * effect on productivity. Some estimate that for every £1 that an organisation invests in mental wellbeing support, they can expect £9 return on investment* If organisations are to attract and retain talent, then leaders need to ACT ON this area of employee experience and increase the happiness of their people.” 54% of job seekers are looking for an increase in salary but paying your people more isn’t the best way to retain talent. Instead workers stay in jobs where there is a good work-life balance (37%) and a good team (34%) . Future of work Despite economists’ predictions that the gig economy is the way of the future, the research indicates that job security is what nearly half of all workers are looking for. Both the Taylor Report and subsequent Good Work Plan highlight the value of flexi-time to UK workers, something 25% of workers here agree with. However, in addition to job security, UK workers are demanding good teams (34%) and want to feel valued at work (16%). Indicating that people are prepared to give up some flexibility to re-establish a social contract with employers. With only 5% of workers reporting trust in their leaders it’s no surprise that workforce is willing to look elsewhere for security.  The top three reasons for people wanting a new job are: They feel they can get more money elsewhere (33%) They feel they can get more satisfaction elsewhere (30%).  They don’t feel their skills are valued by current employers (21%) Brexit Investors in People results revealed that 26% of people believe that Brexit will negatively impact their job security, which is a 3% increase from last year indicating that until there is more certainty about the post- Brexit deal, it is likely to continue to be a cause for concern for the workforce. The Job Exodus 2019 research clearly outlines that if employers wish to attract and retain staff, they must not only offer pay at a competitive level for their sector, but they must also ensure good quality, enjoyable work. Please download the full report here https://www.investorsinpeople.com/wp-content/uploads/2018/12/Job-Exodus-2019-InvestorsInPeople.pdf Methodology Since 2015 Investors in People have carried out an annual survey to provide trend and sentiment analysis from working age people across the UK. By showing the likelihood that people are looking to move jobs and unpicking the reasons why this report and research provides advice for organisations to retain and recruit the best talent Research here was delivered by One Poll, who surveyed 2000 people in the UK in December 2018.



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UK Salary News

07-January-2019 - onrec.com



Posted in News archive The monthly stats for average advertised salaries are in and it’s looking good for all but one region. on 07 Jan 2019 Company Profile Allthetopbananas.com View profile » Comparing December ’18 with November ’18 on www.allthetopbananas.com London is performing strongly with an increase of more than £1.5K.   And all other regions, apart from Wales, have seen an increase by a minimum of £300. This is a major change for Wales.  In September, October and November, Wales stood out as one of the highest performers, but decreased by £3.1K in December. Head of Marketing at ATTB David Ogden, said: “With Christmas over, January is traditionally a strong month for recruitment as jobseekers look to start the New Year with a new challenge.  With more than 1 million vacancies on our site, no matter where you live you can start you job search with us”.



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http://www.onrec.com/news/news-archive/uk-salary-news-0







Looking for a new job and a pay rise in 2019? Here’s where to find one!

07-January-2019 - onrec.com



If you’re hoping to secure yourself a pay rise this year, now could be the perfect time! In fact, a new report from CV-Library, the UK’s leading independent job site, found that salaries saw a 7.6% increase in 2018, with many of the nation’s key cities also seeing above average hikes in pay last year. Posted in Statistics and trends on 07 Jan 2019 Company Profile CV-Library.co.uk View profile » The report from CV-Library analysed job market data throughout 2018 and compared this with statistics from 2017. The findings revealed that average salaries were on the rise across the UK, making these the top cities for a pay rise this year: Glasgow – Pay up by 11.3% making the average salary £35,100 Birmingham – Pay up by 9.7% making the average salary £35,110 Liverpool – Pay up by 6.6% making the average salary £32,170 Portsmouth – Pay up by 5% making the average salary £32,010 Southampton – Pay up by 4.5% making the average salary £32,200 Brighton - Pay up by 4.4% making the average salary £32,090 Manchester - Pay up by 4.2% making the average salary £32,220 Leicester - Pay up by 2.5% making the average salary £30,950 London - Pay up by 2.4% making the average salary £38,600 Edinburgh - Pay up by 1.5% making the average salary £32,790 Lee Biggins, founder and CEO of CV-Library , comments: “Throughout 2018 there was a great deal of competition for businesses to attract and secure the most talented professionals, hence why certain cities have seen such a jump in pay. As such, if you’re looking to secure a pay rise in the year ahead, there’s plenty of opportunity for you to do so, especially in some of the UK’s most influential cities.” What’s more, job vacancies were also on the rise in 2018 and this trend is only set to continue this year. In fact, advertised vacancies soared in the following cities, making these the best places to find a new job in 2019: Newcastle – Jobs up 39.6% Nottingham – Jobs up 35.4% Aberdeen – Jobs up 30.5% Glasgow – Jobs up 17.5% Liverpool – Jobs up 15.5% Edinburgh – Jobs up 14.8% Portsmouth – Jobs up 13.6% London – Jobs up 12.7% Manchester – Jobs up 12.2% Leeds – Jobs up 12% Biggins continues: “January is always a great time to look for a new job, as many employers look to strengthen their existing workforce. If you’re considering a new role or perhaps even thinking about relocating this year, these major cities have lots to offer, especially when it comes to exciting job opportunities. So don’t delay any further, start your job search today!” Kick-start your job hunt with CV-Library and browse over 180,000 live vacancies today!



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Recruitment: What´s coming in 2019?

07-January-2019 - onrec.com



Managing Director of Michael Page UK, Nick Kirk, talks to OnRec about what’s coming in the recruitment industry in 2019 Posted in Opinion on 07 Jan 2019 It’s safe to say that 2018 was a year like no other. We witnessed rapid and unparalleled change not only in our industry but also in the world – with seismic shifts in international relations, the balance of power, and stock markets. Technology also expanded hugely, touching almost every aspect of our lives. Together, this delivered a climate of uncertainty, with many believing we cannot truly know what’s to come in 2019. However, whilst it’s true we’re living in a time of rapid change, it’s false to say we cannot predict what’s coming – as what we saw last year provides key insights into what is next to come. Aversion to change As uncertainty gathers around us, it’s only natural that people seek greater security – and we expect this to be true throughout the new year and reflected in the recruitment sector. With markets left precarious by the global events, it’s becoming increasingly common for people to sit tight, steadfast in their current position as they weather out the storm. Accordingly, recruiting the right candidate may become more difficult this year, as the pool of available candidates shrinks. Championing the customer experience With multiple applications for a role, recruiters have to get used to delivering disappointing news to unsuccessful candidates.  However, in order to stand out in a crowded market, it is more important than ever for recruiters to deliver this news in as positive and constructive a way as possible. That’s why increased customer-centricity is expected to play a huge role in recruitment throughout 2019, with companies turning to independent review platforms in order to properly shape their service. At Michael Page, for example, we use Feefo to direct customer feedback directly into the leadership team, so we can affect real and rapid change.  We would expect to see similar programmes emerge across the industry this year. Artificial Intelligence Of all the predictions we’re making, perhaps the clearest involves the use of Artificial Intelligence (AI) in recruitment. The integration of smart technology into working and everyday life has already begun to revolutionise the way we operate, eliminating many of the repetitive administrative tasks involved in our industry. There is huge potential for this to grow in 2019, for example chatbots could be used to organise interviews or AI could manage the early candidate screening process. We must remember, however, that the human experience is paramount to many parts of the recruitment process, and those that lose this to smart technology may come to regret it. Growth of video When discussing the evolution of tech in recruitment this year, it’s natural to jump to AI – but we must not lose sight of other technologies. Over the last few months, video has started making significant waves in the recruitment process, with this set to grow in 2019. It has the potential to save time – for example by eliminating the pre-screen interview, but it can also serve the candidate as well. Nowadays, millennials and Gen Z want a voice and purpose, a positive working culture and a mission. Accordingly, the video offers the candidate a glimpse into the workplace – so they can make a more informed decision about whether they could see themselves working for that employer or not. School Leavers Perhaps a less obvious trend we can expect in to see this year involves the role of school leavers. The current climate of uncertainty is not only causing people to stay in their jobs, but it’s also putting some people off further education, particularly owing to the costs of the process. As such, we can expect companies to increase the space for school leavers in 2019. This should involve an acceleration of the efforts to recruit them, and providing the sure-fire promotional paths previously reserved for graduates. Historically, we have seen entry level programmes targeted solely at graduates, but as the next generation of workers emerges, we can expect to see initiatives targeted explicitly at school leavers who are keen to get on to the career ladder. These predictions can only represent general trends and tendencies, particularly because we live in a time where conditions are so prone to change. However, these trends are driven by two fundamental processes. The first is technical innovation, where advances in our knowledge, understanding and integration of technology will revolutionise the way we recruit. The second is the shrinking supply of candidates, driven by the lack of a certain tomorrow. It is the interplay of these forces that have led us to propose these themes, but in reality, only time will tell how these forces will actually manifest.



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http://www.onrec.com/news/opinion/recruitment-whats-coming-in-2019







Daimler to invest $573 million in autonomous trucks

07-January-2019 - reuters.com



German luxury carmaker Daimler will invest 500 million euros ($573 million) in the coming years to develop highly autonomous trucks, it said on Monday, a move that will create more than 200 jobs.



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Do I have to quit my job if I want to date my boss? Ask HR

07-January-2019 - usatoday.com



Think about whether entering into a romantic relationship is worth it before making a decision that could significantly affect your career and future.            



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Fat cat Friday: Knowing your 2019 worth – A five step guide to negotiating a pay rise like a pro

07-January-2019 - onrec.com



The average person spends around 2,000 hours a year at work, it takes up more time than anything else in someone’s life, whilst top bosses' 2019 pay already matches the average annual salary by 1pm today (Friday 4th January). Posted in News archive on 07 Jan 2019 Yet, when it comes to talking about the salary linked with those jobs, people are much more cautious. Neil Clothier, Head of Negotiations, Huthwaite International, discusses how to negotiate a pay rise. There are many reasons to feel uncomfortable about negotiating a pay rise. But, perhaps the most important one is that employees often lack information: we don’t know how much we are worth, how much others are paid and how much employers are willing to pay. With such a disadvantage, the process of talking about money becomes daunting – at the very least it’s easy to become unsure of how to start the conversation and what to ask for. Be prepared Don’t get mad at a certain project and then barge into your boss’s office demanding more money. Arm yourself with information. In all negotiations, you need to be prepared with as much information as possible. Have evidence of how your work has evolved, what new responsibilities you have undertaken and standout pieces of work you have delivered since your last pay review. You will also need proof that other people in your role are being paid more. Online salary surveys can be useful but talk to friends, colleagues and mentors that are comfortable divulging this information. This helps you to think about the value you bring in terms of your experience and proven performance. You will also need information about your employers – have others tried to negotiate better salaries and what has the reaction been? Is the company experiencing growth or decline and how were you involved in that? What is the company policy on pay? These are all questions you need to ask yourself before entering the negotiation process. There is no such thing as too much knowledge, gather as much information as possible to help you in that meeting.  Give them time Arrange the meeting in advance and make sure your manager knows what to expect. Managers tend not to like surprises and you don’t want them to feel blindsided. They will automatically become defensive and negative. When it comes to pay negotiations, putting them on the spot will only make for a stressful, tense situation that is far less likely to result in a positive outcome. Most of the time your manager will then have to sell your case to their manager, so you will need them onside. Be ready for negotiation The biggest downfall for most people when asking for a pay rise is that they don’t expect any counter negotiation. Be clear with yourself on what your boundaries are. How much scope for flexibility are you going to allow? What are you willing to accept or not accept? You have the option to go back with a compromise and other suggestions. Think about a solution that could fit in well with your strategy. There may be different elements of your pay that could be interchangeable or traded-off. Identify what these could be so that you know what your options are. And remember, your current employer is unlikely to pay you the same as a company looking to hire you. When you’re under contract, your employer will try and hold you at the lowest possible rate. However, that doesn’t mean that you can’t create a package that will work well for you, just be clear about what you want and why you deserve it. Use the power of silence Don’t be tempted into speaking or committing yourself to an offer too early. Human instinct is to fill those awkward silences with words, leading a person to ramble. This will result in you tripping yourself up and will put you automatically on the back foot. Don’t feel pressure to become overly talkative. The real value in these meetings come from the replies you get back. You have to appreciate the value of silence and make sure you listen fully to the replies you receive. This is not only crucial to securing a positive outcome in this meeting but also stands you in good stead for future meetings. Post-meeting Each situation is different and you may need more or less time to consider the offer depending on how close it is to what you want, and what the other options may be open to you. Don’t accept an offer during the meeting, instead explain that you need to consider it and you will let them know the next day. Even if you think the offer is perfect, it is recommended that you give yourself at least a night to think it through. This also helps you stay in control of the situation. The people negotiating with you need to know this is important and it’s absolutely fair for you to take your time in making a decision or thinking about what your next move will be. Regardless of the outcome, it’s important to put what you’ve agreed in writing. This gives you a paper trail and also ensures that everybody is held accountable for the next steps in the process. Even if you’re unsuccessful in securing a raise, your boss might tell you that it’s something that can be revisited in 3-6 months. In that case, that’s exactly what you’d write in your graciously worded follow-up email – as well as making a clear note in your diary to broach the subject after the suggested time period. If you want to hear more about how Huthwaite International can increase your negotiation skills, contact information@huthwaiteinternational.co.uk



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Top 5 Chats and Forums Websites In The World

07-January-2019 - onrec.com



There are a huge number of communities online, and the range of conversation topics is limitless. Posted in News archive on 07 Jan 2019 The most popular forum websites are focused on technology. Other popular forum sites include game sites and home/hobby sites that cover topics like photography and cooking. We’ve chosen five of the best chat and forums where you can ask questions, find info, and share your own stories. Reddit Reddit is lovingly known as the front page of the internet. At its simplest Reddit is really just a good old-fashioned discussion forum. It’s a place where millions of people go every day to discuss politics, post memes and share every odd thought that’s ever occurred to them in the shower. The site is divided into subreddits, with each user choosing which subreddits they would like to subscribe to according to interest like this online casino discussion . This is a bustling community of entrepreneurs who are intent on helping each other find the best solutions. Topics are organized into threads that anyone can start. The essence of Reddit is the upvote system. Users can either upvote or downvote a post according to their opinion of it. Quora Even if you've been living under a rock, chances are you’ve heard of Quora. Founded in June 2009 by Adam D'Angelo and Charlie Cheever, Quora is a Q&A site where anyone can ask a question and get answers. Quora allows users to create personalized homepages that feature the things they want to learn more about by following topics, questions, people and boards. Also, rather than getting one answer the site allows all users to weigh in on what they think the best answers are. The genius behind Quora is that users can upvote answers that are the best. Stack Overflow StackOverflow is a platform where students and professionals post queries and answer questions about programming. It is a platform to showcase their knowledge. It is a free community where programmers write quality answers that help other users. Based on the quality of answers, the people who have answered them gain popularity when other users have upvoted the said answers. XDA-Developers It is a community of several million Android and Windows Phone developers who use the XDA website and forums to discuss OS versions, specific devices and customization. At XDA you can find solutions for your problems and get the most out of your smartphone device, Android particularly. The best part is you don't need to be a programmer or specially-abled personnel to be a developer at XDA. GamesSpot GameSpot is a video gaming website that provides news, reviews, previews, downloads, and other information on video games. The site reviews game both popular and small on every platform. GameSpot is used by 26m gamers worldwide, who contribute content and network with other gamers through the website. Final Thoughts Forum and chat websites are probably one of the oldest forms of community on the internet. These forums are doing well in their respective niches, raking the owners millions of dollars in revenue on annual bases. Most importantly helping the end user by giving information which they seek.



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Markets rally on jobs report and US China talks

05-January-2019 - usatoday.com



Global stocks soared Friday and reversed the big losses they suffered just a day earlier. The Dow Jones Industrial Average rallied 746 points in the latest twist in a wild three months for markets.(Jan. 4)            



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Free coffee, doughnuts, cheeseburgers and more: How to fill 2019 with freebies and deals

04-January-2019 - usatoday.com



Since planning is usually needed to snag a bargain, weve rounded up some of the biggest deal days of 2019.            



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Get paid $130K to live (and) work in an island paradise

04-January-2019 - usatoday.com



Ever wanted to live on an island?! Well do I have the job for you and yes youre gonna have to work for it. Buzz60s Mercer Morrison has the story.            



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Can your name determine your career?

04-January-2019 - onrec.com



Posted in News archive If your name is Emma, you’re likely to work in HR. on 04 Jan 2019 Company Profile MHR View profile » That’s according to  data taken from 100 million LinkedIn profiles . The networking site has broken down the list of names by profession; CEOs are most likely to be called Peter or Deborah, engineers are most likely to be called Ravi or Kiran. The question is, does your name really influence your future?   Research has suggested that our names can have some effect on our behaviour. This may not be in the form of dictating our future career, but many studies have shown that the race associated with a name can affect your prospects, with ‘white’ sounding names more likely to get hired than African American names. Other experiments have found that gender neutral names, or socio-economic related names, can affect the way people act, especially when younger. A lot of this links to the stereotypes associated with certain names, and this can be really problematic in the workplace where career prospects can be boosted or damaged by something completely out of your control. For example, the top 10 names for people working in HR were all female, whilst there are more men called John or David leading FTSE 100 companies than women altogether. New research has supported this gender bias in career development, showing how individual names are likely to earn more money than others, with bias towards men. Ed was the name linked to the highest earning male, and Liz to the highest earning female - however, Liz was 318th on the list. 60% of men were found to be earning an average salary over £30,000 compared to just 13% of women in this research. With such clear issues surrounding something featured on every CV, affecting every employee, what can we do to avoid these biases in the workplace? Keeping the bias out of recruitment Everything from job adverts, to job titles, and the current structure of your organisation can affect who applies for roles within your company. It is well known that certain industries often struggle to recruit a particular gender, for example IT sectors continue to have low numbers of women applying for roles. This is a historical problem based on the slowness of both educational institutes and society to reject traditional job role stereotypes. The issue can also be affected by word choice.  Certain words appeal to women more than men and vice versa ; this can put people off from applying for an advertised role as potential candidates question whether the role or company is really for them. For example, words like ‘exhaustive’ and ‘fearless’ appeal to men whereas words like ‘transparent’ and ‘catalyst’ appeal more to women. And this affect can be caused by the language used on your website too. Potential candidates researching your company after applying for a role may decide against it if your wording suggests an unappealing culture. The problem is that often these biases towards or against certain words or descriptions are unconscious. Through years of societal evolution, stereotypes and cultural heritage, certain words are often associated with men more than women which can lead to variations in applicant numbers seemingly out of an organisation’s control. Both these issues can be improved upon by analysing word choices used within recruitment teams, job advertisements and an organisation’s website to ensure that descriptions appeal to both sexes. HR teams can work with an organisation’s communications team to try and find more gender neutral words to avoid creating bias. This may seem like a daunting task but automation and analytics software are available to help audit your recruitment content. The Gender gap Of course, once a new recruit has joined your organisation, it doesn’t stop there. There is plenty of research that shows men are more likely to ask for promotions, or salary increases compared to women. As an organisation, your hiring processes need to consider both ethnic and gender stereotypes to ensure diversity and equal opportunities at all levels of your organisation. This is especially important with the introduction of gender pay gap reporting in 2017, and the potential for this to spread to ethnicity pay gap reporting too, currently under consultation by the government. Bias within the recruitment sphere seems like a political minefield, so we’ve got some top tips to try and help you improve equality in your recruitment practises. Rethink your job advertisements and where you post them to ensure a diverse range of people can see them and apply. Consider removing names, ages and other personal information from the CVs sent to hiring managers to ensure the interview shortlist is based purely on skills and experience. Create a strong onboarding process which doesn’t stop after the induction. Educate managers to spend time on development plans, allowing all employees to continue improving their skills during their employment and seek different opportunities, whether that’s vertically or into different departments. Consider succession planning. Which rising stars could step in if a senior figure quits, given the right training? Analytics can be used to examine your people data and highlight potential future leaders, saving you from external recruitment and the risk of following the same bias cycle. Re-evaluate your return to work strategies for women coming back from maternity, or employees coming back from long illnesses, to help them get back on track. Think carefully about how you communicate to make them feel welcomed back, rather than out of place. Whilst bias in the workplace is an ongoing issue that will take time to resolve, it is important not to go too far the other way. Don’t go out of your way to hire some ‘Michaels’ within HR roles or reject any male candidates from your next senior vacancy. Importance must be placed on giving everyone equal opportunities – being aware of the unconscious biases that may be blocking your organisation from achieving this. Using your people data and analytics reporting can help to remove bias by using scientific algorithms to identify potential candidates. Like the gender pay gap, there is no immediate solution, and changing your processes for the better will take time. But every step in the right direction will help to create better equality within your workforce and avoid too many people called Emma working in your HR department.



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http://www.onrec.com/news/news-archive/can-your-name-determine-your-career







From big data to tech collaboration: the small business trends that will dominate 2019

04-January-2019 - onrec.com



Written by Conor McArdle, Brighter Business Posted in News archive on 04 Jan 2019 Looking forward to the year ahead is exciting - albeit slightly daunting - thanks to all the impending developments which could impact small businesses in all sorts of ways. With an increasingly millennial workforce, technological advancements and political uncertainty lining the horizon, 2019 is sure to be a busy year. Here, the SME experts at Brighter Business predict the biggest trends in the small business world for the year ahead – and whilst there are definitely a few things to look forward to, there are also some that might require some further thought and planning.  Tech collaboration between large corporates and SMEs The rate at which technology is developing is, at times, frightening. Sometimes, it’s hard to keep abreast of the latest developments and emerging technologies. In an effort to remain relevant and prevent themselves from falling behind, larger organisations without technological pedigrees are increasingly turning towards smaller, more agile start-up businesses. The aim for larger businesses is to understand how these technologies may be implemented, while also giving small businesses the ability to work with new partners, developing their products and propositions while also having the opportunity to network. In 2019, we expect more collaboration, and more opportunities for small businesses to partner with bigger players, as more technologies develop. Big, bad data: The opportunities and the challenges According to the MIT Sloan Review , bad data is harmful to companies, costing as much as 25% of revenue. If you’re looking to start a business this year, it’s important to know exactly how ‘bad data’ (data that is incomplete, inaccurate, or irrelevant) can affect your business. For example, when bad data is used, it can create issues down the line including system inefficiencies (half of your outbound email list bouncing), irritated customers, and time wasted through repetitive actions. As such, data and its importance to a successful business is likely to become one of the central themes of 2019. With businesses all over the world relying on data to reach new customers and retain existing ones, it’s important that data is “healthy”: accurate, complete, reviewed frequently (and purged, where appropriate, in-line with your own cleansing procedures and with a view to remaining compliant with GDPR ). However, data poses as many threats as opportunities, in particular when it comes to machine learning and artificial intelligence. Similarly, legal and regulatory obligations around data protection – particularly the introduction of GDPR in 2018 – make this an area of concern for many SMEs. Data security, and good practice around data management, will continue to be important in 2019 and beyond. Improved customer communications Communicating with customers, both existing and potential, has always been of central importance. The growth of digital platforms has helped to diversify the ways in which businesses are able to communicate; social media in particular has changed the game, making instant communication the norm. Chatbots are now becoming more and more common - 2018 was a breakthrough year in the automation of basic customer interactions. Although this might seem implausible for small businesses, Facebook now allows business pages to set up automated chat to answer basic customer questions, which gives businesses some scope for experimenting with this format. We expect 2019 to see more nuanced and capable versions of chatbots being deployed by businesses to help answer customer questions and generally engage with customers in near-real-time, providing depth to the customer experience. However, this could also drive a shift towards a more “human” angle in customer service. With our days becoming increasingly saturated with technology, consumers may wish to experience a more personal service , whether online or in store. The rise of conscientious sustainability Growing awareness of the damage to our planet caused by unsustainable practices, those businesses that put environmental and ethical concerns at the top of their agendas will be the ones which flourish in 2019. David Attenborough highlighted the very real and damaging effects of plastic pollution when his documentary Blue Planet II aired, and climate change moved from an abstract concept to a tangible problem as the UK careened from snowstorm to heatwave. Businesses of all sizes have a leading role to play, both in reducing the use of plastics and in thinking how they can reduce their own impact (and by extension their customers’ impact) on a planet which is coming under increasing stress. It’s not a simple task, nor an inexpensive one, but it is vitally important every business and individual plays their part. Work perks and wellbeing As millennials have come to make up a greater percentage of the workforce, businesses have had to adapt and change their offering to employees, including innovative ways of driving engagement . This means that pensions are out, and ping-pong tables are in. Okay, pensions aren’t entirely out, but the point is that many workplaces are switching to more material benefits that create a distinct culture. Office dogs, flexible working (work from home Wednesdays), free drinks on a Friday afternoon, and all manner of other perks are now presented alongside salaries and job titles, framing workplaces as a place to be as much as a place to work. This shift has been made to place a greater emphasis on the workplace as a space which is as much about wellbeing as it is work. Encouraging sustainable working habits and preventing employees from burnout is one of the motivators for this. Offering employees a range of benefits will continue to be a prominent trend in 2019. One popular benefit is flexible working; technology enables people to work from anywhere, even on the move, and workplace benefits are shown to improve employee engagement – with a commensurate positive impact on a business’s performance . So, as an SME owner this could be the perfect opportunity to experiment and find out what works for your employees and your finances. These are a just few of our predictions for 2019 - but we’ve seen some other interesting spots, including the impact of voice search and increased gender and racial diversity that will place more pressure on businesses to report on and ensure fair policies. Not to mention, the massive elephant in every boardroom this year will be the impact of Brexit, both pre and post deal. So, is your business ready for the new year? For more tips, guidance and information for SMEs and start-ups, visit www.brighterbusiness.co.uk .



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Hospitals now required to reveal secret prices lists online for every medical procedure, service

04-January-2019 - usatoday.com



Hospitals across the country rang in the New Year with a federal mandate to reveal their once-secret master price lists.            



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UK pay gap between CEOs and staff widens -lobby group

04-January-2019 - reuters.com



The earnings of Britain's top bosses will match a typical worker's entire annual salary even faster than last year, hitting the mark by Friday lunchtime, a report by the Chartered Institute of Personnel & Development and High Pay Centre said.



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U.S. jobs data, dovish Fed comments boost equities

04-January-2019 - reuters.com



Equities around the globe rallied on Friday while bond yields rose after sharply declining earlier in the week as U.S. employment data pointed to economic strength and Federal Reserve Chair Jerome Powell said the U.S. central bank would be patient with monetary policy.



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Upbeat employment report underscores U.S. economic strength

04-January-2019 - reuters.com



U.S. employers hired the most workers in 10 months in December while boosting wages, pointing to sustained strength in the economy that could ease fears of a sharp slowdown in growth.



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Wall St. rebounds on robust jobs report, dovish Powell remarks

04-January-2019 - reuters.com



Wall Street rebounded on Friday to close at its highest in two weeks after a strong jobs report and assurances from Federal Reserve Chairman Jerome Powell that the central bank would be patient and flexible in steering the course of interest rates.



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December jobs report: 312,000 added, easing recession fears amid stock turmoil

04-January-2019 - usatoday.com



The labor market bounced back in December as employers added 312,000 jobs amid stock turmoil and increasing worker shortages, easing recession fears.            



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Dow closes up more than 700 points after blockbuster job report and Fed rate fears ease

04-January-2019 - usatoday.com



The Dow finished Friday over 700 points higher, buoyed by a jobs report that exceeded expectations and soothing words from the Fed chair.            



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Missouri Insurance Department Backs 3.5% Workers’ Comp Rate Decrease

04-January-2019 - insurancejournal.com



The Missouri Department of Insurance in December recommended a 3.5 percent decrease in workers compensation insurance loss costs for 2019. This marks the fifth year in a row that average workers compensation rates will decrease. The department cited declining lost-time



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https://www.insurancejournal.com/news/midwest/2019/01/04/513518.htm







GMG Insurance Agency Acquires Pennsylvania’s Superior Benefits Plans

04-January-2019 - insurancejournal.com



GMG Insurance Agency (GMG), an independent insurance and risk management agency offering nationwide coverage and services, has acquired Superior Benefits Plans LLC, an independent employee benefits insurance brokerage firm. The acquisition expands upon GMGs technological capabilities and capital management strategy



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https://www.insurancejournal.com/news/east/2019/01/04/513858.htm







Worker Badly Burned at Connecticut Construction Site

04-January-2019 - insurancejournal.com



A construction worker has suffered serious burns in an accident at a site of an apartment complex in Connecticut. The Day reports the man became injured while trying to refuel a running air compressor at the site in Pawcatuck Wednesday



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https://www.insurancejournal.com/news/east/2019/01/04/513866.htm







Key Capital Partners announces exit of award-winning recruitment firm

04-January-2019 - onrec.com



Posted in News archive Private equity firm Key Capital Partners (KCP), which has offices in Leeds and London, has announced the sale of its interest in the award-winning recruitment and training firm, Siamo Group to the management team in a deal backed by Clydesdale Bank. The terms of the deal were not disclosed. on 04 Jan 2019 Siamo provides temporary and permanent recruitment services combined with integrated RoATP accredited training, HR, payroll and IT services.  Headquartered in Birmingham, it operates from 50 locations across the UK in sectors including retail logistics, E-commerce fulfilments and manufacturing.  KCP backed Siamo managing director Tony Bucciero in a management buy-out of Siamo in 2007.  Since the buyout, the company has expanded rapidly with annual sales increasing from £16m to over £100m over the last ten years.  The growth has been driven both organically and through acquisition. Commenting on the deal Siamo managing director Tony Bucciero said: “Siamo has been transformed during the period of KCP’s involvement.  We are now a market leader in our chosen sectors and well positioned to continue our rapid growth.  KCP has been a consistent and supportive investor, providing valuable advice and enabling us to invest in the systems and people to deliver the first class service which our customers deserve.” KCP managing partner Owen Trotter added: “Over the last 11 years, Tony and the team at Siamo have done an excellent job, creating a market leader in personnel services from very small beginnings.  Working with them and supporting their growth has been very satisfying and we wish them every success in the future.” Advisers on the deal were Ward Hadaway and Dains (legal and financial advisers for Siamo); and Freeth, Cartright and Orbis (legal advisers and financial due diligence for Clydesdale Bank). KCP makes equity investments of between £3m and £15m and has a strong reputation of deliverability and a track record of producing outstanding returns for its investors.  Previous investments by the firm include Gear4Music, Construction Materials Online (CMO) and YorkTest.



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One In Four Britons’ New Year’s Resolutions Focus On Finding A New Job Or Changing Profession

04-January-2019 - onrec.com



New research has revealed that seven in ten Britons will make a New Year’s resolution this year, with exercising more, eating better and giving up smoking topping the list. What’s more, 1 in 4 hope to find a new job or change their career altogether, largely because they don’t enjoy their current job or they want to earn more money – the majority of whom are currently working in accounting, banking and finance. Posted in Statistics and trends on 04 Jan 2019 The majority of Britons are looking to make a change this New Year, with more exercise, eating better/dieting and giving up smoking coming out as the top resolutions for 2019. What’s more, 24% of those looking to make a resolution want to change jobs, with a further 16% wanting to go for a promotion within the company they already work for.  The study was undertaken by the team at  www.MyJobQuote.co.uk , who polled 2,615 people over the age of 18. All respondents revealed that they were currently in full time employment. Initially, all respondents were asked if they had any New Year’s resolutions for 2019 or were planning to make any if they hadn’t already, to which 71% revealed that ‘yes’ they did, with respondents admitting that ‘they help to keep me on track’ (42%) and ‘they give me something to work towards/look forward to’ (33%) as the top reasons they like to set at least one. The remaining 29% said they would make no resolutions this year, citing ‘I never stick to them’ (50%) and ‘you don’t need a resolution to do better’ (31%) as the top reasons why. When asked what their New Year’s Resolution was pertaining (and allowed to choose more than one option), the top five most common resolutions were found to be: Exercise more – 41% Eat better / go on a diet – 32% Give up smoking – 28% Find a new job/change profession – 24% Go vegetarian/vegan – 21% A further 16% revealed that they were going to try for a promotion in their current job as part of their New Year’s resolution. Focusing on those that were looking to change company or profession, these respondents were asked for the reason why they wanted to do so. The top answers were found to be ‘I don’t enjoy my current job’ (26%), ‘I can earn more money elsewhere’ (20%) and ‘I want to be my own boss’ (16%). Respondents were then asked to disclose their profession in the survey, and the most common sectors for those that were looking to change their job in the New Year were ‘accounting, banking and finance’ (16%), ‘retail’ (14%) and ‘hospitality’ (13%). Relevant participants were also asked which profession they were hoping to go into, if they wanted a change, and the most common results were ‘public services’ (17%), ‘teaching’ (12%) and ‘take up a trade’ (11%). Of those looking to change their job in the New Year, 21% revealed that they were planning to quit in January, whilst 13% said that they had already handed in their notice. All respondents with New Year’s Resolutions were asked if they thought that they would stick to their resolutions, to which less than half (43%) believed that they would, with the majority (57%) admitting that they expect to fail. When asked how long they thought they’d go before failing at their resolutions, the average length of time Britons gave themselves was found to be 57 days. Commenting on the results of the study, Lisa Evans, spokesperson for  www.MyJobQuote.co.uk , said the following: “The New Year represents an ideal opportunity for those looking to try something new or give something up, giving them a real goal to aim towards. It’s also therefore a natural time to be looking for a new job, and it’s unsurprising many are looking to take up a trade – being your own boss is a dream for many. Don’t’ be hasty though; don’t quit your day job if you don’t’ have another secured or you already have work lined up if you’re planning to go self-employed. You still want to have some level of income each month in order to pay the bills/”



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How Drover resolved their recruitment conundrum?

04-January-2019 - onrec.com



Drover tried traditional recruitment agencies, but they were ineffective at fill vacancies at the speed they required. So, they turned to Tempo, the AI enabled recruitment platform Posted in News archive on 04 Jan 2019 Challenges Launched in January 2016, Drover offers drivers a new alternative to ownership, with their flexible monthly car subscriptions. Included is a car, insurance, maintenance, tax and breakdown cover. Drover allow people to swap, upgrade, downgrade or cancel their car, without any long-term commitment or steep upfront payments. The company has handled tens of thousands of subscriptions since its launch and continues to grow at a rapid rate. “As a growing startup, we need complete flexibility. There are weeks where the business grows by more than 20%. If we don’t have enough people to meet demand, holes could start appearing and service could suffer”, says Thomas Hanks, Head of Growth at Drover. But the vision of instantly scaling their team with demand was far from the reality. Drover used traditional recruitment companies to try and fill vacancies, without great success. “It was taking us weeks to fill roles. It wasn’t just holding us back, but stifling any growth”, says Hanks. “None of the agencies we used understood our needs or the pressure we were under. They frequently passed on candidates that were clearly not right, for instance, some were not immediately available or lacked any experience. Honestly, we felt they didn’t have our best interests at heart. It felt like they were just trying to offload candidates without considering our business”, he added. Process To solve their hiring dilemma, Drover turned to Tempo. Tempo uses AI technology to match vacancies with expertise, instantly creating a shortlist of the most suitable candidates for employers to view. Employers are then able to manage the entire recruitment process in the platform, entirely cutting out third party involvement. “When we started looking at recruitment, our main driver was speed - we needed to cut the hire time down substantially. But after discussions with Tempo, we realised we could have end-to-end control of the whole process. This meant we could select the candidates we liked from the off, which greatly improved the interview to hire ratio. Tempo was the only solution that could give us the quality of candidate we were after, in the time frame we needed”, says Hanks. Not only could Tempo answer Drovers’ main challenges, but they drove cost-savings and freed up senior management’s time. The intuitive solution empowered to senior team to make quick informed decisions. Results The impact of the Tempo platform on the business has been immediate and transformative. The senior team can now hire quickly and efficiently, while the platform supports the business so it does not lose out on revenue and can deliver the best standard of customer experience. “Filling short-term roles used to be a job in itself. I could quite literally spend two days interviewing and have nothing to show for it. I was desperate to make a hire, but the process was making it so difficult – it was a very frustrating situation to be in”, says Hanks. “It’s not very often you find a way to get time back in a start-up, but Tempo has given us that.” Over 20 temporary hires have been made through Tempo, with five becoming permanent. “When we first started using the platform we were a bit sceptical, but the quality has been incredible. Being able to select the candidate you want, means that you have complete control from the off and can select the people you think would fit. Ultimately, we know the business better than a recruiter ever will and Tempo lets us decide the candidates we like.” Drover is planning to take on more people through Tempo. “I simply cannot foresee a time when we don’t use Tempo in one form or another. If we ever need to fill a position quickly, it’s the first place we turn to. It’s been invaluable to where we are now and will be in the future.”



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Housing provider launches in-house employability project

04-January-2019 - onrec.com



Social housing provider Acis has launched a new project to help its customers find work. Posted in Launch on 04 Jan 2019 Acis, which owns almost 7,000 properties across the Midlands and North of England, has developed its Accelerate scheme to provide tailored support to people living in their homes to progress their careers. The service will see a dedicated employability professional work with individuals for up to 30 weeks to help them address any potential barriers to working, such as lack of skills, health issues, or previous convictions. And once a person has found work, Acis will also provide a further six weeks of in-work support to ensure both the employer and new recruit are comfortable in a bid to make sure the job remains sustainable. Jessica Sanders, Customer Support Officer at Acis, will be delivering the programme. She said: “Our Accelerate offering is all part of our commitment to providing more than just bricks and mortar.  “We’ve developed the project in response to customer-need, and we’ll be working with our extensive partnership network to deliver real results for the people we’re here to support. I am really looking forward to working with our customers to help them achieve their goals and career ambitions.” To find out more about Acis and the work it does in communities, visit www.acisgroup.co.uk or call 0800 027 2057. 



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Fat Cat Friday 2019

04-January-2019 - onrec.com



By early afternoon on the first Friday of 2019, the average FTSE100 CEO will have already been paid what it will take a typical UK worker all year to earn Posted in News archive on 04 Jan 2019 Company Profile CIPD View profile » Top bosses earn 133 times more than the average worker Latest CIPD/High Pay Centre analysis finds that the average FTSE 100 CEO is paid £1,020 per hour and £3.926 million a year, an increase of 11% on the previous year Excessive pay and the business culture of ‘Superstar’ CEOs is increasingly being recognised as a failure of corporate governance, affecting employee engagement and trust in business leadership New regulations requiring large publicly-listed firms to publish the ratio between CEO pay and the pay of the average worker and revisions to the UK Corporate Governance Code create a burning platform for reform of the remuneration committees charged with setting executive pay Friday 4 January 2019 is “Fat Cat” Friday. In just three working days, the UK’s top bosses make more than a typical full-time worker will earn in the entire year, according to calculations from independent think tank the High Pay Centre and the CIPD, the professional body for HR and people development.  The average (median) full-time worker in the UK earns a gross annual salary of £29,574. “Fat Cat” Friday recognises that in 2019 the average FTSE 100 CEO, on an average (median) pay packet of £3.9 million, only needs to work until 1pm on Friday 4 January 2019 to earn the same amount. The £3.9 million figure was calculated by the CIPD and the High Pay Centre in their 2018 analysis of top pay and it marks an 11% increase on the £3.5 million figure reported in their 2017 analysis. The pay increase means that FTSE 100 CEOs, working an average 12-hour day, will only need to work for 29 hours in 2019 to earn the average worker’s annual salary, two hours fewer than in 2018. The CIPD and High Pay Centre are highlighting the problem of rising executive pay in a new report launched today. The report, RemCo reform: Governing successful organisations that benefit everyone, identifies the shortcomings of the remuneration committees (RemCos) charged with setting executive pay and calls for them to be significantly reformed. In particular, it highlights: the myth of ‘super talent’ as a factor that continues to drive excessive pay with one remuneration committee chair commenting: “It’s nuts… and nuts has become the benchmark”.  how there needs to be much greater diversity among those responsible for setting CEO pay, both in terms of their ethnicity and gender, for example, but also their professional backgrounds and expertise in order to combat ‘group think’. how current pay mechanisms contribute to the problem of high pay. In response, the CIPD and High Pay Centre recommend replacing long-term incentive plans (LTIP’s) as the default model for executive remuneration with a less complex system based on a basic salary and a much smaller restricted share award. This would simplify the process of setting executive pay and ensure that pay is more closely aligned to executive performance.  The CIPD and High Pay Centre are calling for RemCos to ensure that CEO pay is aligned more appropriately to rewards across the wider workforce and that their contribution is measured on both financial and non-financial measures of performance. This should include measures such as employee well-being and investment in workforce training and development – all of which are crucial for good corporate governance. Simplification of executive pay could also allow more time for the committees to focus on other issues that are critical to wider corporate governance and also interact with pay and reward, such as corporate culture, good people management and sustainable performance driven by positive purpose. To reflect this wider remit, the CIPD and High Pay Centre suggest both refocusing and renaming remuneration committees so they become People and Culture Committees (PACCs). Peter Cheese, chief executive of the CIPD, comments: “There is still far too great a gap between top earners and the rest of the workforce. Average pay has stagnated whilst top CEO reward has grown, despite overall slow economic growth and very variable business performance. Excessive pay packages awarded by remuneration committees represent a significant failure in corporate governance and perpetuate the idea of a ‘superstar’ business leader when business is a collective endeavor and reward should be shared more fairly. This imbalance does nothing to help heal the many social and economic divides facing the country.  “Stakeholders of all kinds, including many shareholders, are looking for significant shifts in corporate cultures and behaviours. Evolving the RemCo to become a broader people and culture committee would help boards focus on and gain deeper understanding of the organisational, cultural, and people aspects of their business, and the opportunities and risks they pose. By better reflecting the value, contribution, diversity and well-being of our workforces in corporate governance and reporting, we can help restore trust in business and drive better business outcomes for everyone.” Luke Hildyard, Director of the High Pay Centre, said: “Excessive executive pay represents a massive corporate governance failure and is a barrier to a fairer economy. Corporate boards are too willing to spend millions on top executives without any real justification, while the wider workforce is treated as a cost to be minimised. To raise living standards, we need growth and innovation, but also to ensure that growth is fairly distributed. CEO pay packages 133 times the size of the average UK worker suggest we could do a lot better in this respect.” The refocused and potentially renamed RemCo would act as a champion for the importance of culture at board level, an issue which has been highlighted in revisions to the UK Corporate Governance Code. In addition to new executive pay transparency measures, the updated Code, effective from 1 January 2019, places an increased emphasis on company purpose and values as drivers of corporate governance. Some of the key responsibilities that the CIPD and High Pay Centre recommend for the PACC include: Evaluating the impact of the company’s reward practices throughout the organisation, ensuring that sustainable performance, including societal and environmental impact, are included as key considerations in deciding remuneration and award. For example, by examining whether pay and benefits are aligned with the company’s purpose; whether they incentivise appropriate behaviours and performance; and whether differences in pay and reward levels from top to bottom are fair and proportionate. Responsibility for setting, monitoring and reviewing remuneration and compensation payments for executive directors, chairman and board members, as well as overseeing succession planning and the development of long-term executive capability within the organisation. Drawing on reliable and up-to-date information from HR teams about workforce demographics and changes, people management practices and organisational culture in order to ensure that company culture and the well-being of the workforce are consistent with the long-term strategy and purpose. Setting out strategic objectives in relation to organisational culture and people management, designed to ensure the long-term success and sustainability of the company as well as ensuring that the long-term well-being and development of the workforce and organisation forms an integral part of business strategy.



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Majority of UK workers do not get paid overtime according to latest research by Jobrapido

04-January-2019 - onrec.com



More than half of UK workers (51%) who work additional hours outside their contract do not get paid overtime by their employer, according to the latest research by Jobrapido – the world’s leading job search engine with 55 million monthly visits and more than 80 million registered users in 58 countries. Posted in Statistics and trends on 04 Jan 2019 Company Profile Jobrapido View profile » Majority of UK workers do not get paid overtime 60% of UK employees check their phone or email for work purposes at least once a day whilst on holiday 38 % of the UK admit to suffering from work related stress More than half of UK workers (51%) who work additional hours outside their contract do not get paid overtime by their employer, according to the latest research by Jobrapido – the world’s leading job search engine with 55 million monthly visits and more than 80 million registered users in 58 countries. 80% of the UK workers that do not get paid overtime admitted “it is just part of my job”, or “I could jeopardise my chances of a promotion if I ask for overtime” or “I am too scared to rock the boat by asking for additional money”. The remaining 20% stated that despite not being paid they are given extra holiday instead. The research also revealed that more than half (52.7%) of the working population are regularly working more than a 40-hour week, with nearly 6% working between 51-55 hours a week and a further 2% working 56 hours or more. The research was carried out between November-December 2018 amongst 1,500 employees across the UK working in more than 50 different sectors including education, healthcare, finance, construction and retail. Other highlights of the research include: Six in ten employees admitted that even on holiday they check their mobile phone or emails at least once a day for work, with half of these respondents admitting they check multiple times a day. Less than a quarter of UK employees (22%) only check their phone/email once over a two-week holiday 67% admitted if they did not check their emails/phone during their holiday this would change the relationship they have with their line manager or boss 61% have had to miss an important event (including a family birthday, an important school activity of their child, a wedding or a funeral) because of work 38 % say they have suffered from work-related stress Rob Brouwer, CEO of Jobrapido comments: “With the majority of the UK regularly working more than the traditional 40-hour week, it is essential they are rewarded in some way for their investment. Whilst some are recognised with time in lieu, it should not be the case that so many in the workforce are just accepting this to be par for the course or fearful they could lose their job or risk a promotion by asking for some type of remuneration. Employers need to consider what message this spells out, particularly if they are keen to retain crucial talent in their company. “We hear and read much about the importance about work-life balance and the positives it can bring to performance in the workplace, yet it is clear from our research that the majority of employees find it hard to separate their work and personal life – many expecting to be contacted outside work and checking in every day, even on their annual leave. “With nearly four in ten UK workers suffering from work-related stress, it is essential that employers and senior management look at new ways to manage employees’ work-loads. Holiday or time outside the workplace should be recognised as a time when employees can re-charge and truly rest so they are in position to give their very best when they return to work and crucially mitigate against the risk of work-related stress.” uk.jobrapido.com



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Florida Roofer Arrested for Stealing Nearly $50K from Homeowners, Insurance Fraud

03-January-2019 - insurancejournal.com



A Florida roofing company owner was arrested last month after allegedly attempting to defraud multiple homeowners out of more than $49,000 and working without workers compensation insurance, according to a statement from Florida Chief Financial Officer Jimmy Patronis. Terry Wayne



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How to save more money in 2019

03-January-2019 - usatoday.com



For a lot of of us, our New Years resolutions might include growing our bank accounts. Heres some tips on how to do that. Buzz60s Natasha Abellard has the story.            



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Hospitals now required to list prices online for every medical procedure, service

03-January-2019 - usatoday.com



Hospitals across the country rang in the New Year with a federal mandate to reveal their once-secret master price lists.            



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UAW sues GM over temporary workers, escalating fight over job cuts

03-January-2019 - reuters.com



The United Auto Workers said on Thursday it was suing General Motors Co over labor contract violations stemming from its alleged use of temporary workers at an Indiana assembly plant, escalating the union's fight against GM's plans to possibly close U.S. factories.



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6,000 freelance scientists registered with online start-up

03-January-2019 - onrec.com



Posted in News archive Over 6,000 freelance scientists from 131 countries have registered with Kolabtree, the global online platform for freelance scientists. Freelancers offer advanced services including data analytics, scientific writing and experiment design, to provide small businesses and research organizations with the specialized skills and experience required for their projects. on 03 Jan 2019 Based in London and established in 2015, Kolabtree has supported a total of 2,400 projects which, in many cases, resulted in the development of a new innovative product or arrival at reliable research conclusions. The company’s database includes freelancers, many with PhDs, specialized in over 2,000 scientific disciplines including medical, food and environmental science. “Small businesses and start-ups typically employ graduates, not professionals with decades of experience, because of the associated cost,” explained Ashmita Das, CEO of Kolabtree. “Many businesses don’t realise they can gain the expertise of someone with several years’ experience by using freelancers to help launch a specific product, scale up or troubleshoot a specific problem. “Kolabtree makes hiring a freelance scientist quick and easy. Recently, a client with an urgent requirement posted a project, received bids, hired a freelancer, got the job done and paid the freelancer, all in one day.” Businesses can post a project on Kolabtree for free and be confident that their data is secure and only visible to logged-in users. They then receive bids from freelancers and have the opportunity to interact with them before choosing the freelancer that is right for their project. While working with a freelancer, clients can keep track of documents and conversations in Kolabtree’s user-friendly workspace. The freelancer is only paid if the client is satisfied with the work and the budget can be modified if the scope of the project changes. "I recently had the pleasure of using the Kolabtree platform when preparing a nursing research grant submission,” commented Dlorah Jenkins, interdisciplinary researcher and data analyst at Kennesaw State University, USA. “I was able to post specifics about my needs on Kolabtree and hire the perfect consultant to help me through that portion of the grant within a few short days.” For more information about Kolabtree and hiring a freelance scientist, visit the company’s website www.kolabtree.com .



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Perkbox Predicts: HR trends coming to your office in 2019

03-January-2019 - onrec.com



The battle against presenteeism (the practice of coming to work despite illness) will become a key issue in the 2019 workplace, as the environmentally conscious employer gains traction Posted in Statistics and trends on 03 Jan 2019 Company Profile Perkbox View profile » Tackling the presenteeism epidemic. Workplaces are waking up more than ever before to the effects of presenteeism at work. Costing the UK economy £77bn/y , 2019 will be the year of meaningful action. The rise of the eco-workplace. Expect to see a ‘Bring Your Own Reusable Bottle (BYORB)’ policy, green electricity, paperless offices and green thinking becoming a key part of company culture. Establishing a culture of psychological safety. With imposter syndrome increasing year on year, 2019’s workplace will need to embrace a culture of acceptance of mistakes if these statistics are to be lowered. Perkbox , Europe’s fastest growing employee experience platform, predicts the battle against presenteeism at work will become a key issue in the 2019 workplace. Workplaces will finally wake up to the importance of being more environmentally friendly, while establishing a culture of psychological safety will also become key as we try to combat the rise of imposter syndrome that affected 62 percent of UK adults only in 2018. In the UK, CIPD reports that 86 percent of employees have observed presenteeism in their organisation over the last twelve months. Along with absenteeism, this costs the UK economy an average of £77bn/year . With reduced productivity and spreading of illnesses to others in the office being some of the most obvious effects, an effort to change attitudes will be required this 2019 to tackle this issue. Attempts were already made last year with policies such as flexible working and unlimited holiday aiming to improve work life balance, but these alone aren’t enough. Investing heavily in mental health initiatives such as EAPs, mental health first aiders, counselling and online GPs for staff will be a priority in 2019, as will be the need to set example to employees, encouraging them to seek help when needed. Having seen the war on plastic hotting up significantly this last year, we also predict the rise of eco-workplaces turning mainstream in 2019. We saw companies such as Wetherspoons and All Bar One banning plastic straws in 2018, while supermarkets like Iceland pledged to be plastic free by 2023. We anticipate ‘green thinking’ playing a key part in company culture. Expect initiatives such as a ‘Bring Your Own Reusable Bottle (BYORB)’, green electricity and paperless offices becoming the new norm. Tackling the epidemic that is imposter syndrome will also be a big HR trend in 2019 as employers realise that psychological safety can become a huge driver for growth. Imposter syndrome is estimated to have affected 62% of UK employees in 2018, it’s an issue worth it’s weight. Perhaps 2019 will see a movement similar to #MeToo as it gains public awareness and an enforcement. Chieu Cao, CMO and Co-Founder of Perkbox, comments: ‘It’s been great to see workplace culture finally given the attention it deserves over the past year. However, acting is as important as speaking. We must act upon our promises this 2019 and look after our employees like we have promised. Only them will we be entitled to ask them to look after our business as if it were theres in return.” 



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Top 2019 global workforce predictions from The Workforce Institute at Kronos

03-January-2019 - onrec.com



The Workforce Institute at Kronos Incorporated today released its annual predictions of the top trends that will impact the global workforce in the coming year. Posted in News archive on 03 Jan 2019 Top Workforce Predictions of 2019 AI and machine learning unmask previously hidden workforce data to make people-centric decisions Artificial intelligence (AI) and machine learning will finally be woven into workforce management practices, revealing a treasure trove of data organisations have been collecting – but not using – for decades. With regular and digestible access to workforce data trends – like scheduling accuracy, absenteeism, overtime usage, and burnout – predictive analytics will shine, helping organisations head-off potential issues before they arise. Intelligent automation will also free up managers from admin-heavy tasks – like managing schedules, approving time-off requests, and shift changes – while encouraging data-driven decision-making to provide clarity between what is equal versus what is fair. Though, to harness analytical insights to make accurate, actionable decisions for specific employee and business goals, organisations must avoid a “one-size-fits-all” model. Historically tight labour markets and emerging technologies put people managers in the spotlight With unemployment low and the exodus of baby boomers reaching critical mass, employers globally will face a historically tight labour market. Sourcing great candidates has never been more difficult, and retention will become an all-out dogfight. While an employer’s brand, innovative hiring technologies and proactive recruiting practices are more important than ever, it’s organisations with the best people managers that will ultimately prevail. Organisations will place an increased focus on leadership development as a retention strategy – especially as millennials flock to middle management – and measuring manager effectiveness will be HR’s top challenge in 2019. Additionally, as AI and machine learning take over mundane managerial tasks, freeing up managers to spend more time with their people, deficits in leadership competencies will be exposed as management expectations continue to shift from a historical command-and-control model to a horizontal style that considers all perspectives and seeks innovative ways to inspire, develop, grow, and keep the top talent that drives business value. The changing face of education redefines trades and challenges traditional hiring practices As the student loan debt crisis furthers the debate about the value of a university education and programmes for job-specific skills emerge, tomorrow’s best employees may take an unconventional path to employment. Competencies that once required a degree – such as coding, robotics, and data analytics – are being redefined as skilled trades with the rise of certificate and micro-credential programmes. Also, as yesterday’s jobs become augmented by automation, new skills will be required for traditionally “blue-collar” roles. Employers must revamp their hiring profiles and remove traditional job requirements to tap into this new pool of qualified candidates who will staff the shop floor, store floor, hospital floor, and top floor of the future. And, as millennials become parents, many will likely urge their school-aged children to take an alternative educational path for a brighter financial future. Further fracturing of employment laws globally, nationally, and at the local level strain organisations From minimum wage to sick pay, to fair scheduling proposals to the right to disconnect, governments around the world will continue localising – and repealing – employment laws. Ever-changing regulations around the world will put increased strain on organisations to avoid sanctions, fines, crippling class action lawsuits, and reputation-damaging stories. Technology will be vital for organisations to manage scheduling-related mandates, ensure unbiased practices, monitor fatigue and overtime management, and ensure employees are paid accurately and fairly – all while providing analytical insights that surface risky managerial practices otherwise buried in a sea of employment data. Employee-agnostic flexibility, consumer-grade tech, and the rise of the occasional time worker redefine “work your way” All employees – salaried, hourly, and gig – crave control over when, where, and how they work. While employers have put more focus on flexibility and alternative work schedules, most have been slow to reengineer processes that underpin how the organisation runs. Tools must meet employees where they naturally work – such as on their mobile phone, tablet, or favourite social networking platforms. The gig economy and emergence of the “occasional-time worker” will force organisations to replace traditional hiring and scheduling processes with systems that enable workers to choose when, where, and how long they work. Mobile-friendly processes, self-service features, and immediate access to real-time data in a consumer-grade technology wrapper will help drive the next iteration of the flexibility phenomenon, as predictability of anytime work will empower employees to be more productive, make more intelligent decisions, and be more engaged. Greater emphasis on disaster preparedness as part of a holistic human capital management strategy Disasters large and small, natural and man-made, have unfortunately become the norm. Organisations worldwide have been challenged to respond effectively to increasingly frequent crises, with HR, operations, and payroll forced to take centre stage in the lives of affected employees. With more emphasis on company culture, caring, and “doing what’s right” in a world where disasters – and a company’s response to them – are frequently in the news, there is a new level of expectation for an organisation’s response, responsibility, and employee benefits. Organisations of all sizes must take a hard look at disaster policies, processes, and capabilities – including both taking care of employees in the moment and rebuilding in the wake of disaster, which will be near impossible for those operating on a DIY workforce management, HR, and payroll system. Sustainability plans that today primarily account for company assets and data will need to incorporate employees and their families. The Workforce Institute at Kronos board members include: In the Americas : David Almeda , chief people officer of Kronos; Natalie Bickford , group HR director at Merlin Entertainments; Joseph Cabral , chief human resources officer and president, workforce solutions at Press Ganey;  Bob Clements , president at Axsium Group;  David Creelman , CEO of Creelman Research;  John Frehse , senior managing director at Ankura Consulting Group, LLC;  China Gorman , a human capital management consultant, speaker, and writer who is former CEO of the Great Place to Work® Institute and former COO of the Society for Human Resource Management (SHRM);  John Hollon , editor-at-large at ERE Media, award-winning journalist, and nationally recognised expert on leadership, talent management, and smart workforce practices;  Sharlyn Lauby , The HR Bartender and president of ITM Group, Inc.;  Alexandra Levit , business/workplace author, speaker, consultant, and futurist; Joyce Maroney , executive director of The Workforce Institute at Kronos;  Dennis Miller , chief employment officer at Cal Poly Pomona Foundation;  Chris Mullen , director, strategic advisory at Kronos; Neil Reichenberg , executive director of IPMA-HR;  Dan Schawbel , best-selling author and partner and research director at Future Workplace; Raciel Sosa , CEO at Leadex Solutions; and  Mark Wales , workforce management industry advisor. In Europe : Roland Axten , workforce management solutions explorer at Inter IKEA; Dr. Steffi Burkhart , speaker, author, lecturer; Christian Kromme , entrepreneur and futurist speaker; Julia Hobsbawm , OBE, honorary professor, author, writer; Simon Porter , digital HR services at NGA Human Resources; and Claire Richardson, director at the Workforce Institute at Kronos, EMEA and vice president EMEA professional services at Kronos. In China : Yang Wei Guo , dean of school of labour and human resources at Renmin University of China; Xu Zheng , founder, CEO of Cofound Innovation Center; Miao Qing , general manager of Kronos in Greater China; Winnie Yuan , independent consultant; Dr. Huang Pei , CEO, editor-in-chief of E-Works; Kevin Peng , deputy secretary general of China Chain Store Association and deputy secretary general of China ECR Committee; Danny Dai , vice president, Capgemini China; James Xue , presales manager at Kronos in Greater China; and Freedom Zhu , business partner at Allpku Consulting. Supporting Resources Join the conversation by attending our Tweet Chat on Jan. 15, 2019 at 12 p.m. ET. Follow #KronosChat for details. Subscribe to follow The Workforce Institute at Kronos for insight, research, blogs, and podcasts on how organisations can manage today’s modern workforce to drive engagement and performance. See recent research from The Workforce Institute, including The Case for a 4-day Workweek? Connect with Kronos via Facebook , Twitter , LinkedIn , Instagram , and YouTube . Putting people first isn’t just good for employees – it’s good for business. Kronos CEO Aron Ain shares how Kronos did it in his new book, “ WorkInspired: How to Build an Organization Where Everyone Loves to Work .” Take a look at the lighter side of the workforce in Kronos’  Time Well Spent  cartoons. About The Workforce Institute at Kronos The Workforce Institute at Kronos provides research and education on critical workplace issues facing organisations around the globe. By bringing together thought leaders, The Workforce Institute at Kronos is uniquely positioned to empower organisations with the knowledge and information they need to manage their workforce effectively and provide a voice for employees on important workplace issues. A hallmark of The Workforce Institute’s research is balancing the needs and desires of diverse employee populations with the needs of organisations. For additional information, visit www.workforceinstitute.org .



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$5M in Claims Filed Against Montana Coal Company Include Family of Worker

03-January-2019 - insurancejournal.com



The family of a fallen miner is among those in Montana trying to collect more than $5 million from a coal company thats working through bankruptcy proceedings. Also trying to collect are county governments, and dentists. The Billings Gazette reported



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https://www.insurancejournal.com/news/west/2019/01/03/513455.htm







Former Big ‘I’ Executive Evans Joins Employment Services Firm WAHVE

03-January-2019 - insurancejournal.com



Dave Evans, a former executive with the Independent Insurance Agents Brokers of America, has joined Work At Home Vintage Experts (WAHVE) as senior vice president of Business Development. WAHVE, formed in 2010, provides insurance firms with remote contract employees



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https://www.insurancejournal.com/news/national/2019/01/03/513447.htm







WAHVE Names Evans Senior Vice President of Business Development

03-January-2019 - insurancejournal.com



Work At Home Vintage Experts has named Dave Evans a senior vice president of business development. He works out of his home in Connecticut. His business experience includes employee benefits consulting and two decades in association management with the Independent



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https://www.insurancejournal.com/news/east/2019/01/03/513439.htm







Robots Haven’t Eliminated Many Jobs – So Far: World Bank

03-January-2019 - insurancejournal.com



The rise of automation has so far had a negligible impact on jobs at a global scale, the World Bank chief economist said, despite common gloomy predictions that humans are set to be replaced by machines. While advanced economies have



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https://www.insurancejournal.com/news/international/2019/01/03/513407.htm







6 Ex-Florida State Fire College Employees Sue Over Exposure to Hazardous Chemicals

03-January-2019 - insurancejournal.com



Six former employees of the Florida State Fire College have sued manufacturers of firefighting suppressants used at the training facility, saying they caused cancer or other diseases. The Ocala Star-Banner reports the lawsuit filed in federal court alleges the manufacturers



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https://www.insurancejournal.com/news/southeast/2019/01/03/513490.htm







25 industries experiencing the fastest growth in the US economy

02-January-2019 - usatoday.com



24/7 Wall St. reviewed annual employment data from the Bureau of Labor Statistics from 2008 to 2017 to identify the fastest growing industries.            



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Automation saved this American manufacturer

02-January-2019 - usatoday.com



Marlin Steel in Baltimore was able to stay in business by automating its processes to stay competitive when many other manufacturing jobs went overseas.            



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How Is the FCA Changing Consumer Credit Regulations?

02-January-2019 - onrec.com



Established in 2014 to take over from the Office for Fair Trading (OFT), the Financial Conduct Authority is responsible for regulating and monitoring consumer credit and protecting customers from harm. Posted in News archive on 02 Jan 2019 Although registration with the regulator is compulsory and regulations are already in place, one of the main concerns of the FCA is to ensure that these rules are kept up-to-date and as relevant as possible.  The way that consumers behave changes, and firms offering financial services also change to reflect their customers’ needs.  The FCA in turn also has to evolve to keep track of new industry developments. Registered and regulated by the FCA, personalloansnow.co.uk is committed to following all of the regulator’s guidelines and prioritising the well-being of its borrowers.  Their online application is both quick and easy.   Over the past few years, the industry regulator has concentrated on the high-cost credit market.  In December 2018, they released their latest proposed changes in 2 key areas: overdrafts in retail banking and firms which offer ‘Buy Now, Pay Later’ schemes.  They have asked for contributions from interested parties in the consultancy period up until March 2019, and then will release their findings and recommendations in June 2019.  The FCA is mainly concerned with transparency and fair treatment of customers and has long been critical of the way bank customers are charged for overdrafts, especially unauthorised ones.  2016 statistics show that 1.5% of customers paid 50% of the £2.4 billion in fees that these overdrafts incurred. Since May, they have imposed new regulations about the way overdrafts are promoted, and how customers are informed.  The existence of digital eligibility tools makes it easier for consumers to compare overdraft charges and to check if they could find a cheaper overdraft at a rival bank.  The regulator also changed the way that an overdraft facility was presented as ‘available funds’ when customers checked their balance at an ATM. Their latest recommendations are also designed to ensure that customers can make a well-informed decision about their overdraft and to make the fees clearer.  They recommend that the charges shouldn’t be imposed as a daily and/or monthly charge, but should be given as an APR so customers could understand better and compare with other financial institutions.  It has also been suggested that fixed charges and higher fees for unarranged overdrafts should be stopped while refused payment fees should be a fair reflection of how much extra work it caused the bank.  Another concern is that all banks and building societies should make more concerted efforts to identify customers showing signs of financial strain (because of a permanent overdraft) and try harder to help them get out of debt.  As far as ‘Buy Now, Pay Later’ schemes are concerned, one recommendation has been to put a stop to backdated interest charges for repayments made during the introductory term when the offer applies.  The FCA predict that this change alone could save UK consumers £40-£60 million.



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Zen Educate Limited awarded SiR’s teacher agency standard accreditation

02-January-2019 - onrec.com



Standards in Recruitment (SiR), the UK’s first and only independent compliance programme for recruitment businesses is pleased to announce that Zen Educate Limited has been awarded SiR accreditation. Posted in News archive on 02 Jan 2019 Company Profile Standards in Recruitment View profile » “Congratulations to Zen Educate” said John Randall, engagement director for SiR, “the company passed SiR’s general and teacher agency standards and is now an accredited education sector business”. SIR’s standards and independent process for accreditation are recognised as suitable certificated standards by the Crown Commercial Service (CCS) and National Procurement Service (NPS) Wales in their respective commercial framework agreements for the provision of supply teachers to the public sector. “SiR accreditation, evidenced by its distinctive quality mark, recognises companies that meet the highest standards in terms of their operational and legal processes. Zen Educate can definitively reassure schools and teaching candidates of its compliance and quality credentials, in what is a highly competitive market.” Commenting on being awarded SiR accreditation, Slava Kremerman, CEO of Zen Educate Ltd said “We are delighted that we have been recognised as a highly compliant education staffing service. The SiR programme provided us with a comprehensive and unbiased assessment of our business processes that has allowed us to foster a thorough understanding of industry best practices.” Kremerman continues, “When deciding to apply for the CCS framework earlier in the year, we looked at the accreditation options available. We liked that the SiR programme was independent and throughout the process were impressed that they developed a really deep understanding our business, yet also challenged our processes which has led to improvements.  Achieving SiR accreditation has not only allowed us to meet the CCS framework criteria for the provision of supply teachers for the public education sector, I believe it will also help us to stand out from our competitors as we can demonstrate to schools and candidates that we had met the highest standards within the recruitment industry while also providing a unique and exceptional service to both schools and teachers.” Randall concludes “More and more recruitment businesses are seeing Standards in Recruitment as way of demonstrating their compliance credentials in a range of sectors. Our accreditation is recognised under the CCS and NPS frameworks, the National Association of Headteachers, TEAM, the UK’s largest network of independently owned recruitment and employment agents and by ARC, the Association of Recruitment Consultancies, as a standard verification suitable for businesses operating in all kinds of placement, introduction or supply capacities.” For further information about Standards in Recruitment please contact John Randall, engagement director SiR on: Tel: 0845 450 4415 or email: info@standardsinrecruitment.com , web: www.standardsinrecruitment.com



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Video Games, Executives, Brainstorming and Introversion

02-January-2019 - onrec.com



The Myers-Briggs Company Shares Insights on World Introvert Day Posted in News archive on 02 Jan 2019 Hot on the heels of New Year celebrations, World Introvert Day celebrates the 50% of people who get their energy from their inner world of thoughts and feelings or quiet reflection rather than by being around large groups. Understanding the ways in which they contribute and unlocking their potential is key for businesses and managers. “It’s crucial for companies to understand the different personalities and behaviours of their employees, and World Introvert Day represents an excellent opportunity to consider how those inclined towards Introversion behave at work – and how organisations can best support them in order to flourish”, says John Hackston, Head of Thought Leadership at The Myers-Briggs Company. “Our recent global-wellbeing research has highlighted that when companies encourage and reward more extraverted behaviours, they do not always inspire the best performance in introverted employees. This can also have effects on their workplace well-being and so it is highly important that organisations work to understand the personalities of different employees, and thus enhance their performance.” Business leaders tend towards Extraversion Although the world’s population is split down the middle in terms of those who prefer Extraversion and Introversion, a global sample of over 200,000 employees shows that only 40% of executives, top executives, and senior managers lean towards Introversion. This is not always the case and does vary country by country. For example, 40% of executives in the United States and 38% of executives in India are predominantly introverted, while 32% of executives in Mexico and 30% of executives in the UK prefer Introversion. Getting the most out of brainstorming Organisations generally model brainstorming sessions with the extraverted process in mind. The downside of this is people often wrongly concluding introverts aren’t as engaged in brainstorming sessions. When introverts speak up in brainstorming sessions, it’s usually after they have evaluated and eliminated options on their own. This is markedly different to extraverts who are happy to speak as they think and engage in verbal back and forth. To get the most out of introverts it is very helpful to send out the topic or brainstorm prompt before time. This allows them to go through their own mental processes before joining the group and means they will be confident about their ideas. Being aware of the nuances People are far more complex than simply introverts and extraverts. In fact, Introversion and Extraversion are more verbs than nouns. Every person extraverts some part of their personality (outwardly displaying it) and also introverts another part of their personality (using that personality process internally and not outwardly displaying it). According to personality type dynamics theory (how parts of personality type work together), the most developed part of an introvert’s personality is introverted. The part of an introvert’s personality that’s extraverted is a less developed part of their personality. Essentially, an introvert’s personality superpower isn’t what’s obviously seen by others. Introverts score lower in workplace well-being surveys Results from The Myers-Briggs Company’s three-year study titled Well-being and MBTI Personality Type in the Workplace: An International Comparison show a statistically significant difference between those preferring Introversion and those preferring Extraversion when it comes to workplace well-being. Those who prefer Introversion score an average of 1 point lower on a 10-point scale, or roughly 10% lower in overall well-being than those who prefer Extraversion. Workplaces have the opportunity to find more ways to support their introverted employees’ well-being. Higher levels of well-being not only benefit the individual but also improve performance of organisations. The results from the study show most Introverts report the following activities to be effective for supporting their well-being at work:    Undertaking work where they learn something new Undertaking work that gives them a sense of purpose Helping co-workers when they need assistance Playing video games may increase their well-being Introverted types are more likely to select intrapersonally-oriented activities (e.g. reading, playing video games, meditation) to support their well-being. One activity some introvert types rated as the most effective for increasing their well-being was ‘playing video games.’ It makes sense, as playing video games relates to motivational aspects of personality type (goal oriented, preferring an introverted environment). A summary of what each personality type found effective or less effective is detailed in The Myers-Briggs Company’s research white paper: Well-being in the Workplace: Why it Matters for Organisational Performance and How to Improve It (Boult, Thompson & Schaubhut, 2018).



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Suki Sandhu to receive OBE on New Year’s Honours List 2019

02-January-2019 - onrec.com



Posted in News archive Suki Sandhu, Founder and CEO of Audeliss and INvolve, is to receive an OBE in the New Year’s Honours list. on 02 Jan 2019 Sandhu will receive the honour for services to diversity in business through his work at both boutique executive search firm Audeliss and INvolve, the inclusion organisation which helps businesses transform their cultures and create more inclusive workplaces. He will join the ranks of other high profile business people and public figures who have made significant achievements in public life and committed themselves to serving and helping Britain. Audeliss was set up by Sandhu in 2011 because he didn’t believe enough was being done to combat the lack of diversity across the boards and leadership teams of some of the biggest companies operating in the UK and internationally. He has worked tirelessly to pursue this mission ever since. This includes the creation of the annual OUTstanding, EMpower and HERoes role model lists which showcase high profile LGBT+, ethnic minority and female executives who are making a difference in business. His aim is to celebrate role models, drive positive change and help member firms to nurture and develop their diverse talent pipeline, all the while building a case for diversity in business. Since 2011, Audeliss has grown to become one of the leading executive search firms specialising in championing diversity. A huge 65% of their appointments are diverse candidates including women and those from ethnic minority and LGBTQ+ backgrounds, and the company has previously worked with brands including Sainsbury’s, Aviva, Virgin Money and the Bank of England. The launch of a brand new office in New York for both Audeliss and INvolve in June 2018 cements their growth and Sandhu’s determination to challenge the culture and dialogue on diversity across international borders. From organising high profile events at the House of Lords in partnership with the Commonwealth Office, to speaking at a United Nations Summit on gender equality and featuring everywhere from the BBC’s Victoria Derbyshire Show to City A.M and The Gay Times, Sandhu has shown a passion for shining the spotlight on diversity and supporting amazing organisations like OutRight Action International, The Albert Kennedy Trust and Stonewall. He has also set up his own fund ‘The Suki Sandhu LGBTQI Asia Fund’, managed by GiveOut, to help fund the struggle for LBGTQI rights across Asia. He is now recognised as one of the top 50 most influential figures within the LGBT+ community by The Guardian, alongside the likes of Graham Norton and Stephen Fry, and was also named as the Most Inspiring Recruitment Leader by the UK recruitment industry’s premier awards. Suki Sandhu comments, “I am both immensely honoured and humbled to be receiving an OBE. I have always believed that every company has a duty to create a work environment which is open to all and gives everyone an equal chance for success. The idea that the work myself, and the amazing individuals I work with, are doing will help bring this belief closer to reality fills me with huge pride. I would like to thank everyone who is helping us on this journey and those who have made a stand and shown everyone what is possible to achieve while staying true to your authentic self. I have so much love for all of you, and so much faith that we will continue to break down barriers for minority groups in every corner of the world.” Felicity Hassan, US Managing Director of Audeliss, says: “We couldn’t be happier or prouder of Suki than we are today. What a start to 2019, and what a phenomenal recognition of the work Suki has put into championing diversity thus far, and the work he will continue to do! We are hugely proud to work for Audeliss, and feel very privileged to be contributing to such an important vision. It will be exciting to see what the next 12 months bring.”



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Average UK Bonus Pay 2018

02-January-2019 - onrec.com



How much incentive pay do full-time workers in the UK receive each year? Posted in News archive on 02 Jan 2019 In 2018, the average bonus for a full-time worker in the UK was £2,242 The average incentive pay for a full-time working male in the UK is twice that of a female: £2,613 vs £1,158 Full-time workers in London on average earn an annual bonus 3 times the national average: the average annual incentive pay in London is £6,912 The average private sector (full-time worker) bonus in 2018 was £2,441, this has seen year-on-year growth since 2015, however, is still substantially less than incentive pay before the 2008 recession: in 2008 the average private sector bonus pay was £3,038 Full-time earners between the ages of 40-49 earn the largest bonuses, over twice that of UK earners between the ages of 22-29: £2,879 vs £,1234 How much incentive pay do full-time workers in the UK receive each year? Research collated from Aaron Wallis Sales Recruitment breaks down the state of UK incentive pay in 2018 based on a collection of Office For National Statistics datasets. A study into bonus pay in the UK has investigated which full-time workers are most likely to earn the highest bonuses with the results suggesting that the highest amount of incentive pay comes from male workers in the capital during the latter stages of their career. Regional differences in bonus pay The regional difference within the UK for incentive pay is striking where a full-time private sector worker in London receives on average over three times the national average: Region Average Bonus Jobs in the UK London £6,912 3,339,000 South East £2,213 3,064,000 East £1,772 1,914,000 North West £1,627 2,353,000 Scotland £1,567 1,992,000 West Midlands £1,566 1,870,000 South West £1,489 1,813,000 Yorkshire and The Humber £1,450 1,802,000 East Midlands £1,424 1,515,000 Wales £1,101 971,000 The gender-pay gap The gender pay gap is a big discussion point in the UK today and it looks to be just as much reflected in bonuses as it does in gross annual income. In 2018 the average full-time working male took home £2,613 in incentive pay, whereas the average female took home £1,158. When broken down by both age and gender, the data points to the cause of the disparity; males between 40-59 tend to earn around twice as much incentive pay as females, taking home an average of around £3500 per year:   Average Incentive Pay   Age Group Male Female Male - Female Variance 22-29 £1,503 £885 +£618 30-39 £2,939 £1,526 +£1413 40-49 £3,703 £1,552 +£2151 50-59 £3,361 £1,195 +£2166 60+ £1,563 £633 +£930 All £2,613 £1,158 +£1,455 Which job types earn the highest bonuses? Aaron Wallis has also collated data from the ONS on bonus pay by job-type, defined by two-digit SOC code: Occupation Average Bonus Jobs in the UK Corporate managers and directors £7,878 1,988,000 Business, media and public service professionals £2,271 1,220,000 Science, research, engineering and technology professionals £2,197 1,119,000 Skilled metal, electrical and electronic trades £946 861,000 Customer service occupations £866 464,000 Skilled construction and building trades £689 280,000 Sales occupations £616 1,313,000 Administrative occupations £582 2,040,000 Process, plant and machine operatives £531 1,356,000 Leisure, travel and related personal service occupations £519 331,000 Transport and mobile machine drivers and operatives £453 704,000 Secretarial and related occupations £415 530,000 Elementary trades and related occupations £368 289,000 Elementary administration and service occupations £232 1,992,000 Health professionals £180 1,273,000 Caring personal service occupations £37 1,721,000 Corporate managers and directors take home the highest average annual bonus, with just under £8000. After this, professional services under business, media, public service and science tend to do well, averaging just over £2000 a year in incentive pay. Private sector bonuses over the last 15 years Using ONS datasets over the last 15 years, research from Aaron Wallis suggests that incentive pay in the private sector has still not completely recovered following the 2008 recession: For the full results of the study, with more breakdowns into bonus pay please visit: https://www.aaronwallis.co.uk/news/bonus-pay-in-2018.aspx Rob Scott, Managing Director at Aaron Wallis Sales Recruitment said: “Particularly in private sector roles like sales or recruitment, incentive pay forms a key part of workers annual income and it’s important for both employers and workers to make sure they’re keeping up with the trends of bonus pay in the market. Encouragingly, our research suggests that bonus pay is on the rise with average private sector bonuses seeing consistent growth since 2015, however, this is still a long way off the bonuses which UK workers were receiving before 2009.” 



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‘IR35 – What does this mean for Recruitment?’

02-January-2019 - onrec.com



Blog written by Simon Warburton, Managing Director at Voyager Software. Posted in News archive on 02 Jan 2019 Company Profile Voyager Software View profile » I think everyone was hoping that the rumoured changes for the IR35 in the private sector were going to be just that…rumours. Like we’d all hoped before the original IR35 rules came into force in 2000. But then The Chancellor went ahead and put it into October’s budget. A move that I think is fair to say is not overly welcome in the recruitment sector. It’s more work, more risk, more education and probably more confusion that, frankly, most people I speak to in our sector think we could do without. The good news, if there is such a thing, is that at least it won’t be coming in until April 2020 to give us all time to prepare. We therefore, don’t need to panic but we do need to start doing something about it. We can’t afford to ignore it until the last minute. When the off-payroll rules came in for the public sector last year, there was a significant impact. Projects that were planned were put on hold, due to increased costs. The public-sector bodies took time to adjust – the BBC, for example, apparently took 6 months to start taxing companies at source and I believe they’re still trying to recover the arrears. In a time where simply the presence of uncertainty around the carbuncle that is Brexit has stunted growth, never mind the city jobs we’re seeing going overseas, does the UK economy really need another reason to pull on the handbrake? The timing could be better and in my sometimes slightly cynical view, that may be why it’s been delayed until 2020. Perhaps it was just going to have too much collateral damage for 2019 to handle. At least it’s good news for the public sector. In a time where there’s a real shortage of talent, being disadvantaged because a contractor can work in the private sector without the tax implications has been a real problem over the past 18 months and I’m sure it will continue to be so for the next 18 months until the private sector rules come in. Whether or not you believe our tax pennies are being spent well, I’m sure you will agree that there should be a fair playing field between the public and private sectors when it comes to  IR35 . So logically then, does this mean that in the current climate the thing that’s causing the issue isn’t that the new rules are being extended into the private sector, it’s the fact that they came into existence at all last year. Regardless, it’s not going to change. Let’s face it. If the amount of lobbying done previously didn’t change things, it’s certainly not going to change these plans now. I don’t think I’m being defeatist here, just practical based on the previous level of effort that’s gone into opposing these rules and the lack of impact they had. It’s time for recruiters to accept it’s happening and start planning. Recruitment businesses not dealing with the public sector and hence not used to these IR35 rules need to adapt for when they come into force for the private sector. Those with an existing  pay and bill solution  in the back office need to make sure it can cater for these rules without causing an administrative burden. Arguably the biggest change may be for those recruitment businesses without pay and bill solutions, as simply running a contractor book on an Excel spreadsheet isn’t going to be a viable option any longer. If your business is in need of a suitable pay and bill solution, contact  Voyager Software  today for a free consultation.



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How is the way we work impacting recruiters?

02-January-2019 - onrec.com



James Smith, Head of UK Sales, Kefron looks at the impact the changing way we work is having on recruiters’ business functions and how automation can be an easy way to reduce work by up to 80%. Posted in News archive on 02 Jan 2019 Over the past decade the way in which we work in the UK has evolved. A growing amount of companies want to reduce their risk by adopting less permanent based contracts and a more flexible approach to workers. Recent research supports this showing that there has been a 40% increase in agency workers in the last 10 years alone. As a result, this has changed the recruitment industry as it moves away from its traditional model to cater for this growing type of employment. The motivations behind this change stem from the 2007 recession as using temporary workers is often less cost and risk for companies, as well as an uncertain future whilst the UK prepares to leave the European Union. It’s not just the companies that prefer this method, many workers themselves see the benefits citing flexibility as a main advantage of contract work. This is becoming increasingly important amongst the likes of working mums as they strive for a greater work life balance. What does it mean for recruitment companies With a change in the working world it’s no doubt that it had an impact on the way recruiters operate as a business. They now have more monthly billing on the books as opposed to the traditional one or two per candidate and the effect of this means increased paperwork and administrative processes. Many recruiters will now have tens of thousands of monthly contractor invoices to process along with an increased need for data storage for candidates’ and contractors’ details. In addition, GDPR has meant that companies need to look at how they store their data in order to be compliant. One business function, this change of contract type has affected, is Accounts Payable (AP) as teams often struggle to keep up with the increased workload and number of invoices that it brings. One way to help AP teams is to look at automated systems as they improve AP processing time, reduce errors and decrease workloads. Automated systems are also valuable across the whole business when it comes to securely storing and accessing candidates’ personal data and legal documents such as contracts, here we look at how they can help. New Rules on Off-payroll workers External pressures are on the horizon in the form of new legislation.  In May this year the Treasury proposed new rules on off-payroll work which means agencies could become responsible for identifying the correct contractor ‘employment’ status and deducting the correct tax accordingly.  A move expected to deliver up to £1.2bn annually in additional revenue to the tax coffers by 2023.  Having an automated invoice processing solution with a complete audit trail and secure record will aid compliance and reporting.  Management will also have full visibility of all stages of processing allowing greater oversight and control. The paper problem A staggering 57% of office workers currently spend an hour every day searching for documents alone and more time on filing and printing. Being unable to find paperwork is frustrating for workers but also creates a huge problem for productivity as it prevents that time being spent on ‘work’. Automated systems allow documents to be filed and located within seconds freeing up time for employees and streamlining processes. Reduce errors Manually captured data is time consuming and subsequently a slow process, and for the AP department this means delays in payments to suppliers. Manual input also increases the chance of human error which can result in incorrect information being input. An automated system means up to 90% of invoices will pass through touch-free so no more manual input or errors are possible ensuring a more efficient process. Increase speed The back log of invoices, as a result of the time involved in processing, means suppliers are more likely to re-send invoices to chase late payment. Often these invoices then get processed again creating duplicates and increasing workload. Automated systems eliminate duplicates completely and so prevent the same invoices going into the system twice. Reduce costs With automated systems freeing up time and increasing productivity in the overall process by up to 80% it means the AP team will be able to process more invoices in the same time which in turn keeps head count down. In addition, with automated processing across the business you’ll no longer need as much ink, toner and paper, all of which will contribute to high stationary costs. Business is no longer confined to the office A complaint we receive from customers is that payments can’t be processed when senior team members, with the authority to approve invoices, aren’t always in the office. A cloud based automated system allows users to securely access documents remotely across devices including smartphones, laptops or tablets, resulting in a reduction in invoice approval times.  Secure data Finally, with GDPR now in play it’s imperative that recruiters store personal data and contracts securely ensuring they are safe from security breaches, but also easy to locate and easy to delete if requested by individuals. Automated systems make this possible as data accessibility is much more straightforward. Make sure you look for a solution that has recognised security accreditation. It’s hard to deny that digital transformation across the recruitment industry can bring many advantages and I would urge companies to investigate the solutions on offer and find the one that best fits their individual needs. For example Kefron’s AP automation service can manage the whole process or you can just choose certain elements to support your existing systems. Regardless of the level of support you require, the benefits of using automation will be seen almost instantly as you save money and time and eliminate errors and delayed payments, so make it a priority for 2019. About Kefron UK Kefron simplifies the document and information management world for our customers.  We work to understand our customers business processes so that we can take the pain out of paper, enabling customers to focus on what matters to them.  Our services range across the Document Life Cycle, including the latest cloud-based Document and Invoice Management and Process Automation Solutions, as well as services for confidential Data Capture and Document Destruction.   We have been managing sensitive documents and data for over 29 years and have four ISO Certificates to support our commitment to quality service.  Our professional team are skilled in their areas of expertise for delivering the right solution to our customers.  For more information see www.kefron.com



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3 Ex-Managers Claim U. Iowa Police Force Has Pattern of Bias

02-January-2019 - insurancejournal.com



Three former managers for the University of Iowa police force claim in lawsuits that their jobs were eliminated as part of a culture of discrimination against older workers and other protected employees. Their lawsuits allege the university ignored complaints about



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Kentucky Gov Appoints Collins to State Workers’ Comp Funding Commission

02-January-2019 - insurancejournal.com



Kentucky Gov. Matt Bevin has appointed Brenda Collins as a member of the Kentucky Workers Compensation Funding Commission. Collins, of Alvaton, is a benefits distributor for Constellium-UACJ. She will represent employers and serve for a term expiring Nov. 18, 2021.



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Working toward well-being: Tools help lawyers and legal employers deal with substance-abuse disorder

01-January-2019 - abajournal.com



Photo of Casey Ryan courtesy of Reed Smith. In the short term,



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Uber employees feelings about the company revealed in leaked worker survey

01-January-2019 - usatoday.com



Employees responses to a survey in October were more positive than those in a poll conducted six months earlier.            



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Italy´s Uffizi demands return of Nazi-looted painting

01-January-2019 - reuters.com



Italy's Uffizi Galleries called on Germany on Tuesday to return a still-life painting by the Dutch master Jan van Huysum, which was looted by retreating Nazi troops in World War Two.



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