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Jobmobile News - News of the world of labor
Goldman eschews bitcoin but wants to help clients crypto-trade
30-November-2017 - reuters.com
NEW YORK (Reuters) - Goldman Sachs Group Inc is trying to figure out how to cater to investors who want to trade bitcoin even though the digital currency remains too volatile for the Wall Street bank to trade itself, according to comments by a representative and its chief executive officer on Thursday.
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Now hiring? Amazon says its voice aide Alexa is ready for the office
30-November-2017 - reuters.com
(Reuters) - Amazon.com Inc wants to be your new executive assistant at work.
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Breast-Feeding Cop Wins Pregnancy Discrimination Case
30-November-2017 - workforce.com
After returning from a 12-week maternity leave, Stephanie Hicks, a police officer, overheard her supervisor commenting to her captain about finding ways to get her out of here, apparently because her leave was longer than her supervisor had wanted her to take. After only eight days back on the job, Hicks was transferred from narcotics to the patrol division, where... The post Breast-Feeding Cop Wins Pregnancy Discrimination Case appeared first on Workforce Magazine .
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Jobsite.co.uk announced as Overall Sponsor of the Onrec Awards 2018
30-November-2017 - onrec.com
1st March 2018, The Grange St Pauls, London Posted in News archive on 30 Nov 2017 Company Profile Jobsite.co.uk View profile » Jobsite, the UK job board with over 150,000 vacancies listed on their site every month, are the overall sponsor of The Onrec Awards 2018. The Ceremony, which takes place on the 1st March 2018 at the Grange St Pauls Hotel, London is a celebration of the success, innovation and achievements within the world of online recruitment. This prestigious Awards Ceremony now in its 13th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the success, innovation and achievements within the world of online recruitment, but it is also a chance to network with the very best suppliers and HR in recruitment. The winners will be announced at the ceremony on 1st March 2018, the evening will feature a welcome drinks reception, a 3 course meal and beverages. Nominations are still open for the Onrec Awards. Nominations close on the 14th December 2017. Click here to nominate your company. www.onrec.com/events/conference/awards2018
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A New Marketing Method Exists Online: Affiliate Marketing
30-November-2017 - onrec.com
Every online site that wishes to market a product or service needs a veritable army of other sites that help feed prospective customers to the main site. Posted in News archive on 30 Nov 2017 These independent marketers are called affiliates. The question we present is how can you, as an entrepreneur in online marketing, become an affiliate? A large company may recruit affiliates for a selected area of the larger sites products. Such a large company may market hundreds of thousands of products and no single affiliate can advertise all of them. When companies recruit affiliates they emphasize their marketing expertise and your ability as an affiliate to earn large commissions. Theres a big online book seller that doesnt charge for delivery. You would think that word of mouth alone would send them millions of customers but they also have an affiliate programme. Another industry that relies heavily on affiliates is the online gaming industry. For example, SlotoCash Casino has a very attractive home page with an R2D2 type character flashing the running progressive jackpot total. This casinos home page features all the colours of the rainbow and is very appealing. But it also runs an affiliate programme through its parent corporation, a group of online casinos. These are just a few of the thousands of opportunities you have to become an affiliate. Many internet entrepreneurs are affiliates for more than one industry. You need to finance an online site or sites, be able to write massive amounts of content because its content that gets you high up in search engine lists, and continually update pertinent information. If youre looking into becoming an affiliate, here are a few pointers to consider: Within an industry, there are many different affiliate programmes. You need to balance the popularity of one online seller with perhaps a better affiliate package from another seller. You have to decide which niche you want to occupy with your affiliate site. Defining your business is not as easy as it seems. Robert Townsend wrote a seminal book on corporate management in the 1960s called Up the Organization . In the book, he spoke about the importance of defining your business. By doing so to the business he had recently been recruited to run as President, management decided to sell a large part of the company. As an affiliate, you want to fill a felt need and before you can do that you have to define that need. We mentioned the importance of online content but this point cannot be emphasized enough. There are so many ways to get a message across online that you have to be able to write in the style of each or pay someone to write in various styles. Your content has to be better than online content was as few as five years ago. It must be informative and well-written. Although they may be expensive, many new affiliates learn a lot at affiliate conferences. These conferences are run by third party marketers and many industries have booths set up where they recruit affiliates. Seminars, workshops, speeches and simply hob knobbing with people like yourself is of immeasurable value. You need to have the energy for long days at the computer. Whether youre writing, updating your site, or perusing the many blogs, forums, publications, and the like that are relevant to your niche, you have to stay with it. Others are doing the same in the same market niche so you have to work hard to stay even with the competition. You will need to learn many computer software products. For example, WordPress is indispensable for bloggers. As a writer, youll need to know writing programs, office programs, and social media platforms. If you think youre already an expert in social media, you must realize that you have a lot to learn. This might be the tip of the iceberg for you as a prospective affiliate. Entering the field of online marketing involves a lifetime of learning. You can never learn enough about any of the many aspects of online marketing.
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Why Competition is Rising in The UK Tech Labour Market
30-November-2017 - onrec.com
By Gordon Smith, Country Manager for Britain and the larger UK market, Hired Posted in Opinion on 30 Nov 2017 Britains technology industry is a crucial rising force driving the economy forward. This isnt just the opinion of a technology company operating in Britain its a fact shaping government policy. The technology sector is growing twice as fast as the wider UK economy, and digital jobs are being created twice as fast as non-digital ones. As a result, Prime Minister Theresa May recently announced the ongoing support for technology innovation across the UK by doubling the number of available visas and making various investments in the tech sector totaling £81 million. Despite this growth, our Mind the Gap report uncovered a significant divide between the skills employees have and the skills employers want, particularly around data, security, UI and UX. And a report by Engineering UK conservatively estimates an annual engineering graduate shortfall of 20,000, while predicting well need 265,000 more skilled engineers a year to meet employer demand until 2024. To uncover the true scale of these issues, we dug into Hireds own data to analyse trends in both candidate and company behaviour that might give us some unique insight. Weve also supplemented this with survey data collected from tech workers who have used Hired to help them find their next job. Heres what we discovered. Brexit Through The Gift Shop If youre looking for a hot take on Brexit, theres plenty of other blogs where you can find that. One thing our study did show, however, is that interest in working in the UK has dropped significantly since the vote. In Q1 of 2016, 40% of foreign tech workers accepted offers from UK firms on the Hired platform, but following the Brexit vote this plummeted to just 30% and in Q3 of this year only recovered to 34%. But it isnt just foreign workers we need to be worried about losing. Native UK tech talent is also at risk. Half of UK tech workers surveyed would consider moving to work in another country in light of Brexit, with the US and Europe coming out as top relocation choices. We can see further evidence of this potential techxit in the fact that 30% of tech employees say working for a company with a European network has become more important since the vote. To get ahead of this potential exodus, companies must have open conversations with employees they intuit may fall in that 49.2%. Demonstrating you understand and care about how this situation impacts can do wonders for your employee retention. The same can be said for hiring new employees showing youre sensitive to shifting political goings-on and how they might affect the team will position you not merely as an employer, but as someone with a vested interest in their long term success. Demanding Tech Supply While tech workers are hinting at leaving the UK for greener pastures or simply not coming here in the first place, demand for their skills is on the rise. Almost all tech workers (95%) on our platform are approached by recruiters at least once a month. For 78% of them its once a week, and in many cases, far more frequently. But this goes against what candidates want. Many developers are turning away from hiring tools that do not mute this spammy noise and increasingly want to be contacted only when theyre actively looking for an opportunity. In short: they want their job search to be on their terms. Brexit seems to be having a major knock-on effect in terms of demand for tech talent, with 70% of UK tech workers saying theyve seen a noticeable increase in contact from recruiters since the vote. If demand for tech talent is rising and we dont have enough skills to fill the gaps, clearly we all need to take the appropriate action to prevent the gap growing wide enough to cause real damage. That means private companies doing more to attract and train home-grown talent. It means educators striving to entice more young people into the technology sector, particularly in underrepresented groups. And it means the government taking more bold steps to ensure UK businesses have access to the tech talent they need in the meantime. The government has taken some small steps already a recently announced scheme will help train two million people in digital skills, and Theresa May has also committed to doubling the number of highly skilled tech visas to 2,000. But this latter figure seems far too small in comparison to hundreds of thousands of foreign tech workers we rely on. What Talent Wants One way for individual companies to get around these issues is changing how they attract top tech talent to align with what UK tech talent actually values. While pay is always going to be a key motivator, our research found company culture is actually more important to tech workers than salary. Even further down the list, youll find career development and perks. This latter finding might seem strange at first, but when you dig into the changing working habits of tech workers you can start to see a where their heads are at. More than half (61%) of tech workers have considered going freelance, while 67% would like to work remotely in the future. This points towards two things: tech workers are looking for the more project-based career that freelancing affords, and they value flexibility and work-life balance above any kind of financial reward. The challenge for companies lies in adapting to these new behaviours and changing their outlook to encourage flexibility amongst their workforce. While at first blush we can see the utility of this mindset in retaining top performers over the long term, theres some healthy recruiting to be had in the short term, too. Companies may be slow to adapt to the rising tide of remote and part time workforces, so savvy talent teams have the opportunity to get ahead of the curve and offer this flexibility before it becomes standard operating procedure. Want to see what else it takes to remain competitive in the UK tech talent market? Check out our full salary report based on data from thousands of offer letters made through the Hired platform.
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Government responds to tech skills gap as employers name cybersecurity and coding top priorities
30-November-2017 - onrec.com
In the wake of an autumn budget where Chancellor Phillip Hammond outlined significant investment in IT training, new research from job board CWJobs has revealed that 94% of tech employers believe there is an industry-wide skills shortage. Posted in News archive on 30 Nov 2017 Budget announcement heeds call of tech employers -- 94% of whom say the industry is facing a skills shortage Cybersecurity and coding are some of the top priorities according to employers Over 80% of tech companies currently struggle to fill cybersecurity roles and 30% agree its due to an industry-wide skills gap In the wake of an autumn budget where Chancellor Phillip Hammond outlined significant investment in IT training, new research from job board CWJobs has revealed that 94% of tech employers believe there is an industry-wide skills shortage. The government is taking steps to address the skills gap with plans to treble the number of computer science teachers in schools, introduce a national centre for computing, and boost digital skills with the provision of distance learning courses. It is welcome news for tech employers. In research conducted prior to the budget announcement, CWJobs found that 65% of employers thought the government had not invested enough in training the next generation of tech employees. The government was by no means solely responsible however, with 75% of employers saying universities were primarily responsible for ensuring that employees joining the tech industry were equipped with the right skills. Employers are not shirking their responsibilities either, with only 61% of those surveyed saying their company has its own training programme for entry-level employees, who are looking to be trained in a new area of their business. Three-quarters (75%) of employers agree that universities should be responsible for making sure tech employees are equipped with the necessary skills the industry is currently lacking. Over 80% of tech companies said they are currently struggling to fill cybersecurity roles, with 30% believing this is due to an industry skills gap. Unprepared for cyber attacks Despite this, only 51% of tech workers said that cybersecurity was included in their training, and almost one in four (23%) say they are not confident in handling a cyber security attack. It is perhaps unsurprising then that 50% of employees said their company is either unprepared for a cyber-attack or are unsure of the company position. Despite this, only half (50%) of employers look for cybersecurity skills when recruiting new tech talent. More worryingly perhaps, nearly a third of tech employees said they felt they were insufficiently trained in coding, cybersecurity and cloud migration. The gaps in employees skills is translating to the businesses they work for, with 26% of tech workers saying their business is missing web development skills and 23% saying their business is missing programming and cybersecurity skills. The coding conundrum Although a lack of cybersecurity training poses inherent risks to the tech industry, it is not the most absent skill in workers according to employers. That award goes to coding. Almost half (44%) of tech employers said coding faced the biggest skills gap, while 60% of employers said coding will be one of the most important skills for entry-level tech employees. When employers do find talented tech talent possessing hard to come by tech skills, they retain them by offering flexible working (60%) and in-house training (50%) -- thereby reiterating their value. Over one-third of tech employers (37%) are offering more training in coding. Dominic Harvey, Director, CWJobs, said: Its really encouraging to see the government listened to the concerns of the tech industry and responded accordingly with a budget that makes clear the importance of upskilling the next generation of tech employees. This is not only important for the UK to keep pace globally, but so that businesses and organisations can be adequately prepared in the event of a cyber security attack, for instance. Now that we have a commitment from Government - and a clearer sense of where the skills are needed in areas like coding and cybersecurity - all parties can make a concerted effort to direct the new resources where they are needed most.
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Invenias Continues to Pioneer Innovation with New GDPR Module
30-November-2017 - onrec.com
Latest release of Platform expands to enable customer compliance with the GDPR Posted in News archive on 30 Nov 2017 Invenias, the leading cloud-based platform for executive and strategic hiring, has today announced the Invenias GDPR Module, which is the latest update to its flagship product Invenias 9. The introduction of the General Data Protection Regulation (GDPR) in May 2018 will materially impact the way in which data is captured, stored, shared and moved. As a result, the working practices of the executive search profession will be required to be fully aligned with the requirements of the new legislation. The Invenias GDPR Module, part of the Invenias Global Data Privacy Framework, allows Invenias customers to manage data privacy with minimum disruption to their business. The Module comprises of options to globally manage data privacy preferences, manage the requirements to inform, manage consent (if and where required) and to manage the requirement for the right to be forgotten and data subject access requests. Commenting on the new release, Richard Watson, IT Director at Sheffield Haworth says: The dedicated functionality will ensure we record the purpose and lawful basis for processing data with minimal disruption to workflow. The solution offered is very much in line with the way we want to work. We are confident Invenias will support us in meeting the requirements of the GDPR. David Grundy, CEO, Invenias says: Invenias is committed to full compliance with the GDPR. The clock is ticking, and we know and understand that we need to support compliance well in advance of the May 2018 enforcement deadline. Our customers can have confidence that they are on the right platform and are fully supported in their compliance journey. Privacy has always been at the heart of our business and is an essential part of what we do. Our customers rely on us to take care of their sensitive and confidential data, and that of their candidates and clients, as carefully as we would our own. Lucy Kendall, Director at ComplyGDPR comments: The relationship between a candidate and a search provider is one of trust. The GDPR demands data protection and privacy is embedded in a search business. Privacy and trust are inextricably linked. Invenias is enabling its clients to meet its data protection obligations by providing intuitive tools and applications to achieve these privacy standards so trusted relationships are nurtured and maintained. Vicky Maxwell Davies, Managing Partner at Savannah adds: It is reassuring to know that Invenias has invested so much time in understanding and responding to the compliance requirements of the GDPR. The Invenias GDPR Module is available globally now. To accompany the new release Invenias are running a series of free webinars, focusing on The General Data Protection Regulations for Executive Search - Click here for more details. www.invenias.com
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Alexander Mann Solutions recognised for vital work in supporting ex-service personnel into employment
30-November-2017 - onrec.com
Global talent acquisition and management firm Alexander Mann Solutions is celebrating achieving Silver status under the Defence Employer Recognition (DER) scheme for its work in promoting the value of military talent across its talent supply chain. Posted in News archive on 30 Nov 2017 According to the Royal British Legion , working age veterans in the UK are nearly twice as likely to be unemployed as their civilian contemporaries. The scheme recognises employers which not only support the defence and the armed forces community directly, but also inspire others to do the same. Last year, Alexander Mann Solutions signed the Armed Forces Covenant a promise by the nation that those who serve or have served their country, and their families, should be treated with fairness and respect in the economy, society and their communities. In order to be honoured with the prestigious DER Silver accolade, organisations must be nominated by a third party. They must also demonstrate their commitment to supporting those who have served their country by employing members of the armed forces community, showing flexibility towards the commitments of reservist employees and aligning their values with the Armed Forces Covenant. Today, Alexander Mann Solutions directly employs a number of reservists, veterans and military spouses and partners. The organisation has also been instrumental in helping to improve the prospects of this valuable candidate pool more widely by offering employability training, showcasing the benefits of employing veterans and reservists within client communities, and undertaking research with service leavers and senior HR leaders which will inform best practice guidance moving forwards. Rosaleen Blair, CBE, Founder & CEO of Alexander Mann Solutions comments: Its an honour for the Alexander Mann Solutions team to be recognised for the important work we are doing in supporting those who have served their country in securing post-service roles. Around 16,000 men and women leave the armed forces each year and there are around 2.6 million military veterans in the UK. However, many of these individuals struggle to market themselves and their transferable skills to potential employers. The experience that this talent pool can bring to a business in areas such as communication, organisational skills and leadership is second to none. Were helping to bridge the gap between service personnel and potential employers to the benefit of both parties. Lucy Wood, Head of Client services and ex-Artillery Officer, leads Alexander Mann Solutions engagement of veterans. She remarked: Veterans enter the workforce with a wealth of cross-sector transferrable skills, ready to be put to good use. But Ive seen first-hand the struggles of so many of my fellow veterans to have that recognised by organisations. Thats why I am very proud to not only work for an organisation that understands the value veterans can offer, but also to get to personally play a part in our businesses support of the Armed Forces Covenant. Im so delighted our work has been recognised with a silver award and Im excited for the future as we continue to do our part to educate companies and build for them rich talent pools filled with valuable veteran workers. www.alexandermannsolutions.com
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Announcing Moneo.io
30-November-2017 - onrec.com
The go-to platform for hand-picked blockchain talent Posted in Launch on 30 Nov 2017 This week sees the official launch of Moneo.io the worlds first blockchain talent agency that enables organisations worldwide to hire high-end, experienced blockchain freelancers, from coders to marketers, and pay both their fee and the freelancers themselves in bitcoin via Moneos secure, escrowed payments platform. Blockchain technology is being championed across every sector from finance and gaming through to law enforcement and healthcare. According to a recent report the market is estimated to create annual revenues of $45Bn by 2027. The benefits of this decentralised technology are widely accepted but the main challenge to making it a reality continues to be the lack of expertise in blockchain implementation. And much of that expertise is part of a digital nomadic tribe that eschews the standard corporate environmentwhich is where Moneo comes in. Richard Foster, co-founder, The freelance ethos is a natural fit for the boundless application of decentralised technologies. We saw not so much a gap in the market, as a yawning chasm for a digital, crypto-platform that brought together ambitious and innovative firms with the smartest blockchain talent across all disciplines. Founded in 2016, Moneo.io launched in beta in May this year. In just six months, more than 400 clients have posted $8m of blockchain projects and over 1,500 freelancers have applied to join. Richard continues, We only accept a fraction of freelance applications, so firms can be confident that whether they hire an Ethereum developer in the US, a UK blockchain marketing consultant, or an ICO expert in Germany, they are the best in their field. Prior to launching Moneo.io, Richard successfully raised angel funding for a financially regulated escrow payments platform and has ten years experience as an independent IT consultant working in finance. Moneos co-founder, Amy Diez, is an ACCA Accountant and was formerly Associate Director in KPMG Londons financial modelling team. Amy also has a freelance background. In Moneo.io they have created a team already 12 strong that combines ICO experience with a range of developer skills in Bitcoin, Ethereum, and token sales. Thomas van der Bijl, CEO at Followcoin.io, "It's normally a huge headache to find experienced blockchain talent, and we know projects can be delayed months because of it. Using Moneo, we found top notch Ethereum developers within 24 hours. These developers were able to soundly review our smart contracts and help us reach the Followcoin token sale target date." Moneo.io does not charge freelancers any commission on their work, while the liquidity of the marketplace easily offsets the modest 10% fee to the hiring companies. Solidity Developer and freelancer Bryan Woods, "Some freelance sites are just geared to the lowest bidder, while others take a sizeable commission. Moneo does neither and there is no onerous pitching system. The jobs Ive completed through Moneo have all been quality and well-funded projects." Richard concludes, With the extensive support we have already seen from all elements of the blockchain community, we are really excited for Moneo and look forward to playing our part in enabling this radical technologys widespread adoption. moneo.io
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CMI responds to the Government´s Industrial Strategy
30-November-2017 - onrec.com
Petra Wilton, director of strategy for the Chartered Management Institute the professional body for managers and leaders said: Posted in Opinion on 30 Nov 2017 The Industrial Strategy is a missed opportunity to correct one of the biggest drains on UK productivity poor management and leadership skills. Buried in the white paper is the Bank of Englands damning assessment that management skills account for a quarter of the productivity gap between the UK and US. "We welcome the strategys plan to champion apprenticeships, and in particular the announcement of new funding of £60m to support apprenticeship take up by young people and poorer families from disadvantaged areas. Yet, as a vital UK-wide vehicle for employer investment in skills, it is disappointing that apprenticeships are not explicitly recognised as a key route for driving up productivity. Already employers are seeing the value of the new degree-level management programmes to meet the critical gaps in management skills, and government could do far more to leverage this investment as part of its Industrial Strategy. "The strategy recognises the role that the Productivity Leadership Group and its Be the Business initiative can have in helping businesses to benchmark their productivity, and then access and share best management practices. We look forward to supporting this work to help the professional development of managers and leaders to gain the world-class skills we need to help us to become a global powerhouse.
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Recessions scar young workers jobs and pay for years to come
30-November-2017 - telegraph.co.uk
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Pension sharks target steel workers at factory gates
30-November-2017 - dailymail.co.uk
Pension sharks have been enticing workers in Port Talbot with chicken in a basket suppers in the hope of getting a slice of their nest eggs.
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New York Logging Company Owner Sentenced to Prison for $83K Theft
30-November-2017 - insurancejournal.com
The former owner of an upstate New York logging company who stole more than $80,000 in workers compensation benefits has been sentenced to up to three years in prison. Fifty-six-year-old David Sigl, of Auburn, N.Y., was sentenced Tuesday in Cayuga
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Here are the top places to work by region
30-November-2017 - usatoday.com
A survey by career website Comparably reveals the best companies to work for in or near cities such as Boston, Chicago, Los Angeles and Seattle.
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Former Twitter employee who disabled Trump account says it was mistake
30-November-2017 - usatoday.com
Twitters terms of service says you cant express hate in tweet, unless its newsworthy
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Mining Jobs to Focus on Community Relations as Robots and Sensors Take Over
30-November-2017 - insurancejournal.com
Some mines in the next decade will run without humans and instead rely on robots, virtual models and sensors, according to Anglo American Plc. Anglo is betting on technology, such as computerized drills with chiseling ability as good as a
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Virginias Towne Insurance Hires Rogerson to Manage Select Business Unit
30-November-2017 - insurancejournal.com
Towne Insurance, an independent insurance agency headquartered in Hampton Roads in Virginia, has hired Christopher Rogerson as vice president and manager of its Select Business Unit. He will be responsible for further development of Townes Select Business Unit strategy, as
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Who Is Most at Risk for Opioid Death and How to Help Them: Columbia Research
30-November-2017 - insurancejournal.com
Just over 60 percent of individuals who died from an opioid overdose had been diagnosed with a chronic pain condition, and many had been diagnosed with a psychiatric disorder, a study of more than 13,000 overdose deaths has found. Only
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Texas Company Agrees to Pay $545.1K Penalty Following Worker Fatality
30-November-2017 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) and Marshall Pottery Inc. in Marshall, Texas, have reached a settlement agreement including a penalty of $545,160, after the death of an assistant plant manager. The federal agency reported
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Greek expat academics´ initiative aims to reverse the country´s brain drain
29-November-2017 - sciencemag.org
With few employment options at home, Greek academics are taking matters into their own hands
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Money is no longer the biggest incentive in selecting a job
29-November-2017 - usatoday.com
The majority of Americans would choose to work for a company with shared values over a higher paying job.
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Automation could kill 73 million U.S. jobs by 2030
29-November-2017 - usatoday.com
Sixteen million to 54 million workers, or as much as a third of the workforce, will need to be retrained for entirely new occupations.
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BuzzFeed laying off about 100 employees
29-November-2017 - usatoday.com
Digital publisher BuzzFeed is restructuring and laying off about 100 people
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Attitudes Clash: Should I Stay or Should I Go to the Company Holiday Bash
29-November-2017 - workforce.com
Holly Caplan To attend or avoid the annual company holiday party that is the question confronting millions of employees as the holiday party season fast approaches. While the vast majority of workers will revel and mingle with their colleagues, there are distinct schools of thought on employee attendance. Employees should plan to go, wrote relationship and communication expert Patty... The post Attitudes Clash: Should I Stay or Should I Go to the Company Holiday Bash appeared first on Workforce Magazine .
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Robot automation will ´take 800 million jobs by 2030´ - report
29-November-2017 - bbc.com
Up to one fifth of the global work force will be affected by global automation, says McKinsey.
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Rise of the robots to force 700m workers into new careers by 2030
29-November-2017 - telegraph.co.uk
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Toxic takeover feud costs LSE chiefs their jobs
29-November-2017 - dailymail.co.uk
Following one of the most toxic rows in recent City history, chief executive Xavier Rolet (pictured) has stepped down with immediate effect and chairman Donald Brydon plans to go in 2019.
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Uber lawyer says board, ex-CEO knew of evidence withheld from Waymo case
29-November-2017 - reuters.com
SAN FRANCISCO (Reuters) - Uber Technologies Inc's former chief executive and some board members knew of a letter alleging employees had stolen trade secrets, but the document was withheld from a high-stakes lawsuit, a company attorney testified on Wednesday.
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Construction industry warns of Brexit ´cliff edge´ over EU workers
29-November-2017 - telegraph.co.uk
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Build fast, fix later: speed hurts quality at Tesla, some workers say
29-November-2017 - reuters.com
SAN FRANCISCO (Reuters) - After Tesla's Model S sedans and Model X SUVs roll off the company's Fremont, California assembly line, the electric vehicles usually make another stop - for repairs, nine current and former employees have told Reuters.
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Lack of clarity over UK combat aircraft plans contributed to hundreds of job cuts, BAE tells MPs
29-November-2017 - telegraph.co.uk
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Cristiano Ronaldo climbs Instagram ranks, Selena Gomez most-followed
29-November-2017 - reuters.com
LOS ANGELES (Reuters) - Portuguese soccer star Cristiano Ronaldo muscled his way into Instagram's top-followed ranks this year as he documented his career and growing family, but pop star Selena...
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Worldwide Facilities to Offer CBIC Design Professionals Program
29-November-2017 - insurancejournal.com
Worldwide Facilities has been appointed by CBIC, an RLI Company, to offer its insurance program for design professionals. The programs target classes include architectural firms, landscape architects, civil and structural engineers, surveyors, and interior designers. Construction and project management consultants
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Plant Death Leads to $224K in Fines for Indiana Company
29-November-2017 - insurancejournal.com
State regulators have fined a southern Indiana auto parts plant $224,000 for alleged safety violations discovered following a workers death. The Indiana Occupational Safety and Health Administration issued the order Nov. 15 against Autoneum North America Inc. The Swiss-based company
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Former Washington Insurance Agent Jailed in $233K Workers Comp Scam
29-November-2017 - insurancejournal.com
A Lake Stevens, Wash. man who ran an insurance agency while claiming he was too disabled to work must serve jail time. The Washington state Department of Labor and Industries says 53-year-old James Kooy was sentenced Monday to 60 days
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CITY DIARY: Who will succeed Rolet and Brydon at LSE?
29-November-2017 - dailymail.co.uk
The LSEs auspiciously named data chief Mark Makepeace, 56, is a frontrunner for Rolets job. As for Brydons position, Im told recently departed HSBC chairman Douglas Flint.
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How many of these basic car safety checks can you do?
29-November-2017 - dailymail.co.uk
As many as 22 per cent of motorists said they didn't know how to check the depth of their car tyres and a quarter couldn't top up the antifreeze. Take a look at the other examples and see if you can do them.
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Construction bodies warn of Brexit ´cliff edge´ skills gap
29-November-2017 - bbc.com
EU building workers should have the right to settled status in the UK post-Brexit say industry bodies.
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Amazon, Nike, Toys R Us among the top U.S. companies for diversity
29-November-2017 - usatoday.com
Minority employees at these companies often rated their leaders and organizations higher than their white counterparts.
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Chipotle is replacing its CEO, founder Steve Ells
29-November-2017 - usatoday.com
Steve Ellis, who founded the chain, will become executive chairman as soon as the new CEO is hired.
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GoDaddy, Costco, Adobe among Comparablys best companies for women
28-November-2017 - usatoday.com
A look at the best-ranked companies for women, as rated by their employees on Comparably.com.
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´Shark Tank´ star breaks down when to buy and when to rent
28-November-2017 - abcnews.com
Barbara Corcoran shares advice on how to be financially savvy.
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New book explores how to ensure AI has a positive impact on individuals, society, industries, business, the economy, and jobs
28-November-2017 - onrec.com
Beyond Genuine Stupidity - Ensuring AI Serves Humanity Posted in News archive on 28 Nov 2017 Published on 27 th November, Beyond Genuine Stupidity - Ensuring AI Serves Humanity is the new book from Fast Future Publishing. It explores how Artificial Intelligence (AI) could have impacts across every aspect of our world highlighting practical strategies to ensure a positive overall impact for humanity. Beyond Genuine Stupidity - Ensuring AI Serves Humanity explores critical emerging issues arising from the rapid pace of development in Artificial Intelligence. The authors argue for a forward looking and conscious approach to the development and deployment of AI to ensure that it genuinely serves humanity's best interest. Through a series of articles, they present a compelling case to get beyond the genuine stupidity of narrow, short-term, and alarmist thinking and look at AI from a long-term, holistic perspective. The reality is that AI will almost certainly impact current sectors and jobs - and hopefully enable new ones. A smart approach requires us to think about and experiment with strategies for adopting and absorbing the impacts of AI, encompassing education systems, reskilling the workforce, unemployment and guaranteed basic incomes, robot taxes, job creation, encouraging new ventures, research and development to enable tomorrow's industries, and dealing with the mental health impacts. The book explores the potential impacts on sectors ranging from healthcare and automotive to legal and education. The implications for business itself are also examined from leadership and HR to sales and business ethics. The media is full of dire warnings that the robots are coming, implying that you should lock up your knowledge and protect your job at all costs! The apocalyptic forecasts suggest artificial intelligence and robotics, combined with other disruptive technologies, could eliminate the need for humans in the workplace. We wanted to get beyond the hype and explore possible scenarios of how AI might impact us and discuss what can be done now to ensure a positive outcome for humanity. explains lead author Rohit Talwar. Co-author Steve Wells says Alongside the techno-pessimists, there are equally sceptical voices rubbishing the idea that anything drastic will happen. They cite previous industrial revolutions as proof that new jobs will emerge to fill any gaps created by the automation of existing ones. In practice, no one really knows how quickly AI might eliminate jobs or what the employment needs will be of the future businesses and industries that have not yet been born. We wanted to explore the new opportunities that could arise once we release people from the more routine aspects of their work. Ultimately, todays business leaders acknowledge that the robots are coming; it is just that we dont know where they may have their biggest impacts. Productivity is expected to rise, but what will it mean for actual employee performance, satisfaction and engagement? How will customer service be different in the AI-powered workforce of the future? What is the role of education and job training in a world with constant fluctuations in business models? To stay ahead of the game, mental exercises like constructing scenarios can provide insights that challenge the expected future and open doors to exciting new images of progress. Visions of the future are empowering tools at a time when drastic changes are afoot and uncertainty is high. They can help us prepare organisations and individuals for a range of possibilities and rehearsing the future also helps reduce the shock factor when the more radical developments do play out. What we do know is that AI is one of the key exponentially improving technologies shaping both the workplace of the future and the roles that will be available for humans and machines. Some forecasts suggest that by 2030, up to half of all jobs could be replaced by robotic or AI workers. Elon Musk - the real world Tony Stark and technology entrepreneur behind Tesla, Hyperloop and many other disruptive new ventures believes that robots will outperform humans in every field of activity far faster than we can imagine. Others such as the OECD predict that for every new job created, three will disappear through automation. We wanted to get readers thinking about the scale of possible impacts and alternatives routes we might take to ensure the technology serves humanity. says co-author Alexandra Whittington. Talwar concludes that The future is not a statistic. Whilst the cataclysmic replaced by robots warnings may well be overstated in the short term, the pace of change will inevitably quicken a number of job roles are already being transformed by AI technologies in the workplace. Indeed, some jobs could be eliminated entirely while other new work roles will be created. Whether eliminated or transformed, one reasonable take-away remains: AI is recalibrating the division of labour between humans and technology. To help put the potential changes in an everyday context, in the book we identify 20 currently human job roles that could be transformed or eliminated completely by the use AI and robotics over the period from 2020 to 2030. Beyond Genuine Stupidity Ensuring AI Serves Humanity is published by Fast Future Publishing on 27 th November 2017. For more information see: www.fastfuture.com .
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How to deal with a quarter life crisis?
28-November-2017 - onrec.com
86% of millennials feel under immense pressure. Faced with Instagram and Facebook feeds of happy, successful people every time they open their phones - building a career and developing personal relationships have never been so stressful. Posted in News archive on 28 Nov 2017 Theres a growing feeling of pretend-adulthood, which is manifesting as a quarter-life crisis (QLC). Although a modern term, research conducted by Oliver Robinson found that over a period of years the QLC goes through several key phases: 1. Locked-in The feeling of being stuck within a relationship or a dissatisfying career path. 2. Separation and Time Out Distancing and ending their physical and mental ties with either their relationships of jobs. During the Time-out people often reflect on and reassess what their goals are. 3. Exploration Finding new motivation through new social circles, interests and hobbies. 4. Rebuilding Renewed positive outlook on commitments and long-term plans. People can go through this several times in their twenties, and while it can be a painful process, it does give them the opportunity to put their lives on a path that will ultimately make them happier. Recruitment specialists Forward Role Recruitment have found ways of not only spotting if youre in the midst of a QLC but how to deal with it, 4 signs of a quarter-life crisis You wake up, go to work, go to the gym, eat, sleep, repeat. The constant weekly monotony gets you down. Youre questioning your decisions: whether you did the right degree, where youre choosing to live, who youre spending time with, what your career should be. Youre looking at your friends and work colleagues, contemplating why everything in your life is different from theirs. From comparing salaries to their #relationshipgoals, you scrutinise everything they do and wonder how you could ever measure up to them. You wake up, check all of your social media profiles, see how many people liked your posts. You check them again five minutes later and again 200 times throughout the day. If you could cut yourself off from social media altogether you would, but youre addicted to checking on the glamorous lives of your favourite bloggers. Theres a constant stand-off between Im quitting my job and traveling the world, Im going to climb the career ladder and Is this even what I want to be doing?. Disillusion with your job is common in the early years but you need to think whether its the job itself getting you down or if youre after a fresh challenge. 4 steps to overcome a quarter-life crisis First of all, stop the comparisons. Obsessive Comparison Disorder is amplifying your anxieties and adding to the crisis. Being able to take the step back and focus on your own successes (rather than seeing everyone else as more successful than you), will help put your mind at ease. Take some time to build support networks. Whether these be your friends, co-workers or family, you need to talk to people about how youre feeling through these moments. The likelihood is that theyve gone through something similar, or have the same doubts that you are. It helps to know that you arent alone. Figure out your values. Remembering what makes you tick can help you stay on track when youre feeling at your worst. If youre not quite sure about your personal values, start with 10 that you identify with, then narrow it down to five (but ideally three). Planning is vital. Producing a short-term plan will help you focus on what you want to achieve in the near-distant future. Whether its looking for a new job, buying a house or settling down with a partner, having this down in writing will give you a strong sense of direction and alleviate some of the stresses of what you want to achieve. Once youve got a plan in place, its about using your newly-decided personal values to prioritise everything you want to get done over next 12 months. As quarter life crises become more common, the key is noticing the things that add to the stress and anxiety of everyday life and managing them. Sticking to your plans and not comparing your successes to everyone elses will keep you focussed on the end goal and, most importantly, keep you happy. You will become way less concerned with what other people think of you when you realize how seldom they do. David Foster Wallace
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Employers holding back on gender pay gap reporting, XpertHR research suggests
28-November-2017 - onrec.com
Employers look set to leave publication of their gender pay gap reports until the very last minute rather than stand out by publishing data ahead of their competitors, XpertHR research suggests. Posted in News archive on 28 Nov 2017 Survey shows most have already calculated their pay gap but not yet reported Anecdotal evidence suggests fear of standing out if they publish early Actual pay gap little surprise to most HR professionals Employers look set to leave publication of their gender pay gap reports until the very last minute rather than stand out by publishing data ahead of their competitors, XpertHR research suggests. Organisations with 250 or more employees have to publish their gender pay and bonus gaps by April 2018 in order to comply with Regulations that came into effect this year. However, with less than six months to go, only 6% of the estimated 4,000 employers covered by the new law have complied. Anecdotally, some have told XpertHR researchers that they are waiting to see what other companies in their sector do before publishing or that they want there to be a large number of reports in the public domain before they release their own figures. A survey published today by XpertHR of 128 companies in the private sector reveals that despite the low reporting rate to date, more than one in four (26.5%) mid-sized companies (those with 250-999 employees) and more than half (51.5% ) of larger companies (with 1,000+ employees) have already calculated their pay gaps but without yet making them public. The survey found that 28.1% of mid-sized companies and 20.6% of larger companies had not yet carried out any calculations. Just 3.1% and 1.5% respectively had already reported. Almost all the rest had calculated their pay gaps either informally or formally but had not yet reported. Among those that had carried out the calculations, the results rarely came as a surprise. Nearly seven out of 10 (69.8%) said their pay gap was in line with expectations, with most saying that they had calculated the figures before. Employers reported a similar lack of surprise at the extent of their gender bonus gaps which are typically far wider than pay gaps. Asked what they would do as a result of calculating and reporting their gender pay gaps, organisations were most likely to: Conduct further analysis (65.6%); Develop an action plan to close the gap (45.8%); Review recruitment processes (27.1%); Review promotion processes (21.9%); and Review pay levels for men and women (17.7%). Just one in six (16.7%) said that having calculated and reported their gender pay gap, they were likely to take no further action. Commenting on the findings, XpertHR content director Mark Crail said: Six months in, not only have tiny numbers of employers reported their gender pay gaps so far, but those that have done so have had pay gaps that were narrower than the national average. It now appears that many organisations, especially those with substantial pay gaps, are holding back from publishing their reports rather than wanting to draw attention to themselves by going early. Having looked at the reports that have been published so far, it is obvious that some, despite the best efforts of those concerned, do not entirely comply with the legislation. Rather than leaving it until the last minute, employers should now be ensuring that their data is accurate, the calculations are in line with the legislation and that all the reporting requirements can be met. Our data suggests that there will be a late surge of published data towards next April as the deadline approaches. HR departments should use the next few months wisely to really understand their own organisations gender pay gap and to develop a clear message to employees and the outside world about why it exists and what they are going to do about it.
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2,500 jobs lost as wholesaler Palmer & Harvey collapses into administration
28-November-2017 - telegraph.co.uk
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Wholesaler Palmer and Harvey fails with 2,500 jobs lost
28-November-2017 - bbc.com
Palmer and Harvey goes into administration, with 2,500 jobs to go immediately, and a further 900 under threat.
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How to invest for income using ETFs
28-November-2017 - dailymail.co.uk
Income-focused ETFs have become a popular choice, ticking off the 'low-cost', 'diversified' and 'easily bought and sold' boxes on an investor's wishlist. Here's what you need to know.
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2,500 jobs lost as wholesaler to High Street goes bust
28-November-2017 - dailymail.co.uk
Palmer & Harvey, which supplies more than 90,000 outlets from corner shops to Tesco, and employs some 3,400 people, collapsed into administration.
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Uber-Waymo trial delayed as U.S. judge raises prospect of ´cover-up´
28-November-2017 - reuters.com
SAN FRANCISCO (Reuters) - Uber Technologies Inc withheld evidence in a lawsuit filed by Alphabet Inc's Waymo, a U.S. judge said on Tuesday, delaying a trial to give Waymo time to review a letter alleging Uber trained employees to steal trade secrets and hide their tracks.
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Bedrock Insurance Group Holdings to Acquire Ashmere Insurance Co. of Florida
28-November-2017 - insurancejournal.com
Bedrock Insurance Group Holdings LLC (BIGH), based in New York, has entered into a definitive agreement to acquire Deerfield Insurance Holdings, Inc. and its operating subsidiary Ashmere Insurance Company (AIC), a workers compensation specialty insurance company. Based in Fort Lauderdale,
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ONI Risk Partners Acquires Indianas HBG Insurance & Bonds
28-November-2017 - insurancejournal.com
Indianapolis-based independent insurance broker, ONI Risk Partners (ONI), is acquiring HBG Insurance Bonds (HBG), a privately owned agency based in Greencastle, Indiana. Led by President Rick Bittles, the HBG team joins ONIs 300-plus insurance professionals serving business and individual
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EasyJet pays male staff 52pc more than female employees
28-November-2017 - telegraph.co.uk
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Maritime Program Group Hires Roper to New Hampshire Office
28-November-2017 - insurancejournal.com
Maritime Program Group Inc. (MPG) of Westbrook, Conn., has hired Matthew Roper as manager of its Commercial Recreational Marine program. In this role, Roper assumes responsibility for the growth, development and profitability of MPGs core recreational marine portfolio. He is
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Jobg8 Gets Pushy
28-November-2017 - onrec.com
Allowing Job boards to increase their reach and earn more revenue Posted in News archive on 28 Nov 2017 Company Profile Jobg8.com View profile » Jobg8, a Global provider of solutions for Job Boards, has launched an email job alerting service which maximises the effect of push technology to broadens a jobs reach. The new service provides candidates with more job matches and whats more the job board gets paid for the privilege. Candidates expect to be alerted when a matching job has been posted and email alerts are not usually much further away than the job seekers phone in their pocket. Pushing job alerts to candidates has become such an important channel for job boards to reach their candidates that up to 50% of candidate responses to a job posting are the outcome of a candidate receiving an alert. Weve always been about addressing the challenges that job boards face, and with Jobg8 alerts we offer another channel to earn revenue, whilst providing a better job search experience for their candidates, said Jobg8 CEO Louise Grant. Our customers feedback has driven the product development and we are incredibly thrilled that Jobg8 Alerts is now available for job boards to accelerate their growth and maximise existing candidate data. Jobg8 have run an extensive trial of the job alert service with one of its network members and were provided with the following feedback We have trialled Jobg8 alerts and the impact has been immediate. It was easy to setup and from day 1 we provided more jobs to our candidates, more applications to our customers and we earned money from it too. About Jobg8 : Jobg8 is an online global marketplace for buying and selling qualified Job Applications, Job Seeker Traffic and Jobs. We are the worlds largest job board network. Jobg8 supplies high quality vacancies and pre-qualified applicants to job boards that deliver revenue. Since 2008, we have established our reputation as the ultimate job board resource by growing our clients brands, not competing against them.
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Should you be yourself at work? New research reveals workers are wary about doing so
28-November-2017 - onrec.com
With the majority believing its only acceptable if youre in a senior position! Posted in News archive on 28 Nov 2017 Company Profile CV-Library.co.uk View profile » While a staggering 90.2% of Brits think that people should be able to express themselves at work, many are wary about how this could impact their career. In fact, 64.8% of workers think that its more acceptable for senior members of staff to be their authentic self at work. Thats according to new research from leading independent job board, CV-Library . The study, which explored the views of 1,100 UK workers, found that the most common instance of being yourself was openly discussing your shortcomings (26.4%), followed by being open about what is happening in your private life (23.9%). A further 21.4% said that they believed it was behaving as you would with your friends. Other key findings from the survey include: Four in 10 (40.5%) believe that the culture of the company enables employees to feel more at ease in the workplace With one third (30.6%) stating that it is dependent on what their colleagues are like AND, a further 22.6% said they would be more open if their manager was as well Lee Biggins, founder and managing director of CV-Library comments on the findings: No one should ever feel the need to censor themselves, but it is important that people adopt a professional manner while at work. In most cases, this stems from the top, so its important that you are clear about your company values during the recruitment process, to ensure that you are employing like-minded people. This will inevitably make it easier for your employees to be themselves in the workplace. Whats more, UK professionals admit to adapting their personality in the workplace, most commonly when they are with customers (44.3%), when managing junior members of staff (13%) and when theyre dealing with senior managers (10.5%). Furthermore, one in 10 (9.3%) said they adapt their personality when they are in a meeting. When asked what negative occurrences they believe could come as a result of showing their authentic self at work, 28% said it may make others feel uncomfortable. In addition, they felt it could cost them their credibility (26.5%) and damage their chance of a promotion (16.6%). However, when asked about the positives, 33.9% said it could prompt others to be themselves, while a further 33.5% said it could improve relationships within the workplace. Biggins continues: At the end of the day, we come to work, to work. But, because we spend so much time in the workplace, we need to ensure that we enjoy what we do, where we work and who we work with. Its clear that letting your guard down can help you connect with people, though its important to ensure that you encourage your staff to remain professional. With Christmas fast approaching, many workers will be enjoying a festive tipple or two with their colleagues, so gently remind staff what their actions could mean when they return to work! For more insights on workplace trends, check out CV-Librarys Recruitment Advice blog .
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New case study reveals six key factors for employers to reduce gender pay gaps
28-November-2017 - onrec.com
Genuinely diverse recruitment, a grow your own approach to talent, leading by example and an open, high-communications culture are key areas that employers can address to help eliminate gender pay gaps. Posted in News archive on 28 Nov 2017 As the sixth employer to publish its gender pay reporting statistics, FDM Group, an international professional services organisation focusing on information technology, stands out in its male-dominated sector and beyond. FDM Group has a zero per cent median pay gap, contrasting with the technology sectors 25 per cent and the UKs 18 per cent median wage gap. Just three per cent of the estimated seven thousand employers affected by the gender pay gap reporting legislation have published their figures. Those that have reveal some significant average pay shortfalls for women, with the average of all the median pay gaps already submitted standing at nine per cent. In this context, a new case-study report, published by the Institute for Employment Studies (IES), explores how FDM Group was able to eliminate its median gender pay gap and highlights the positive impact that an open and diverse culture can bring. The research, based on internal qualitative research and an external evidence review, identifies the six key factors that have led to FDM Groups success in almost eliminating its gender pay gap. These are: Leadership Setting the example from the top of the organisation is essential. Although the breakdown of the top 25 per cent of earners at FDM Group is skewed towards men, its success in closing its gender pay gap shows, contrary to what some employer gender pay reports have suggested, that top-level gender imbalance need not be a barrier to achieving pay parity. Investing in talent a grow your own approach to talent has underpinned the progress towards gender pay parity at FDM Group, avoiding an emphasis on external recruitment and pay negotiations which, research suggests, can contribute to male pay premia. Appropriate HR and diversity policies a balance of informal activities, such as mentoring, and formal policies, such as fixed pay-rates and job- and skills-focused recruitment methods and monitoring, appear to have been important in FDM Group closing its wage gap. Measuring and monitoring FDM Group has used gender and other diversity statistics as a key tool to support and monitor its progress towards gender equality, just as it regularly reviews its financial and sales performance data. Employers should see an important relationship between these. An open, high-communications culture staff are encouraged to express opinions and raise any concerns. A multi-pronged approach employers should try out a range of HR and diversity initiatives and constantly look to improve, in a sustained approach to promoting equality and diversity. Duncan Brown, head of HR consultancy at IES and author of the report, said: While the continuing gender pay gap of almost 20 per cent is indeed a national and social problem that will not be easy to close, FDM illustrates just how effectively individual employers can act to eliminate any male to female ratio differentials and how this can underpin their business success. Sheila Flavell, chief operating officer at FDM said: We would be working towards gender gap equality regardless of the new regulations. Our model takes the best people, regardless of background and gives them the training and skills, making a diverse workforce a fundamental tenet of our business model and culture.
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New white paper examines best practice in volume recruitment via mobile devices
28-November-2017 - onrec.com
A mobile-first selection strategy is the recruiters equivalent of a gold prospectors shallow gold pan and it can help you to unearth the right candidates in volume recruitment, according to a new white paper from international assessment specialist cut-e. Posted in News archive on 28 Nov 2017 Company Profile cut-e View profile » Called Panning for Gold , the white paper examines the challenges involved in screening out unsuitable applicants in volume and high-volume recruitment, so you can focus your selection process on the candidates who have the optimum person-job match. It also explains how to create an extraordinary candidate experience, via an efficient and consistent process which will be championed by all stakeholders within the organisation. Talent is a scarce commodity and, like gold prospectors, todays volume recruitment teams need to know where to look for it and how to sift for it when theyre recruiting high volumes of customer-facing sales, service and support roles, said Dr Achim Preuss, Chief Technology Officer at cut-e. When you face an avalanche of applications, the challenge is to somehow select the right people and screen out the wrong applicants. This white paper offers a best practice approach to success. It explains how to find the optimum person-job match and how to predict which candidates will be successful in the role. The white paper highlights five key challenges that volume recruiters have to overcome and it provides an action plan of 14 golden rules for best practice. These include integrate your systems; create the right expectations; use appropriate assessments to measure what matters; make it fair; engage, excite and inform your candidates; empower your hiring managers and conduct a business impact study. An overview of the different psychometric assessments, which are available to measure candidates, is included. Importantly, the white paper distinguishes between assessments that are mobile-enabled (they can play on a mobile device) and mobile-first (tests which have been purpose-built for mobile devices). Unless youre using mobile-first assessments, you could be missing out on the right candidates for your volume and high volume roles, said Dr Preuss. A mobile-enabled test may be viewed and taken on a mobile device but it will not be optimised for this format, so the candidate experience may not be ideal. Mobile-first assessments can help to increase the diversity of your applicant pool, as individuals who do not own a desktop computer can still apply. To help create a business case for volume recruitment, the white paper examines the negative consequences of recruiting the wrong people (poor performance, early attrition and alienated customers). It recommends choosing a partner who can help with issues such as best practice, adhering to legislation, data security, talent analytics, validation and removing potential bias from your recruitment process. With a mobile-first selection strategy and the support of the right assessment partner, youll be able to differentiate your employer brand, provide an engaging candidate experience, improve the efficiency of your selection process and, most importantly, youll be able to add value to your organisation by recruiting individuals who will stay longer, be more engaged and wholl perform better, added Dr Preuss. Done right, this can do wonders for the external reputation of your organisation and internal standing of your recruitment team. cut-es new white paper Panning for Gold can be freely downloaded from http://infomail.cut-e.com/art_resource.php?sid=u6o4.2j74e22,form_ARIDH:45981,form_CAMPID=WS,form_LPMAKTUELL=50308,LPC=1639710,LPL=1415058,form_LAENDERKENNUNG=34992
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Vacancies top a million despite record low unemployment
28-November-2017 - onrec.com
The number of advertised vacancies in October fell to their lowest level since February 2017, but remain in excess of 1.1million according to Adzuna.co.uk. Posted in News archive on 28 Nov 2017 Company Profile Adzuna View profile » Advertised vacancies are at their lowest since February 2017 but still reside at 1,147,858 UK average salaries are showing signs of recovery up 0.8% from September to £32,174, but still 1.7% lower than October 2016 Retail roles full of festive cheer as salaries rise 7.3% year-on-year and more than 18,000 festive jobs still yet to be unwrapped (including turkey pluckers) Domestic help cleaning jobs worst performing sector in terms of average salary wages down 28.9% annually as the grip on spending tightens Northern Ireland reigns supreme as average salaries are up 6.8% from 12 months ago strongest region in terms of wage growth The number of advertised vacancies in October fell to their lowest level since February 2017, but remain in excess of 1.1million according to Adzuna.co.uk. However, new opportunities for jobseekers and employees arent coming online at the same rate as earlier in the year, with companies such as Sainsburys cutting 2,000 jobs as part of a cost-cutting drive. On the plus side, the ongoing squeeze on UK salaries could be coming to a halt as the inflation rate reaches its peak. Following a period of stagnation, average advertised salaries have risen 0.8% from September to reach £32,174. Wages have fallen 1.7% from this time last year, but the recent incremental increase could have been prompted by record low unemployment forcing employers to rethink salary packages and offer higher advertised salaries in order to attract and retain the best talent. Northern Ireland reigns supreme in terms of the regional picture, as Adzuna data shows average salaries are up 6.8% from September 2016, placing it as the best performer in terms of annual wage growth. One of the highest profile roles in the country is a pertinent example of this pay purple patch, with national football team manager Michael ONeill being offered a lucrative contract reportedly worth seven figures a year to ward off the advances of Scotland and other interested parties. Despite recent healthy unemployment figures and the number of vacancies available a record low jobless rate hasnt improved confidence among jobseekers and employees in the uncertainty of the labour market and rising income insecurity. According to research carried out by the New Economics Foundation, two in every five people employed in the UK are in work that doesnt provide a secure, living wage which have been labelled as bad jobs. However, Phillip Hammonds Budget speech saw him commit to further investment in T-levels and apprenticeships as well as digital skills and other initiatives showing the Government is mindful of the quality of new roles being created and not just the quantity. Doug Monro, co-founder of Adzuna, explains : Weve seen plenty of false starts in terms of salary improvements as incremental increases have been undone in following months. Nevertheless, those on the hunt for a new job will be hoping this improvement is for good and not just for Christmas. Despite a record-low unemployment rate, advertised vacancies have hit a nine-month low, showing we cant be complacent about the jobs market and we still need a steady supply of new roles to supplement its strength. Weve heard plenty in Budget week about the millions of jobs created by the current Government, but this is no time to be resting on our laurels. October 2017 September 2017 Monthly Change Annual change from October 2016 UK Vacancies 1,147,858 1,157,586 -0.8% -1.2% Jobseekers per Vacancy 0.39 0.39 0% -13% Av. Advertised UK Salary £32,174 £31,929 0.8% -1.7% Table 1: Total advertised vacancies and UK salary Retail jobs full of festive cheer UK retail sector sales slumped to their lowest growth rate in four years at the end of September, as consumer spending power was overthrown by rising inflation, poor wage growth, a weaker pound and rising prices of goods. Separate research by Visa and IHS Markit also predicted that Christmas spending could fall this festive season for the first time since 2012. But despite this, Adzuna data shows retail jobs have become one of the biggest improving sectors in terms of average advertised salaries, enjoying a 7.3% year-on-year improvement in the 12 months to October 2017, to currently sit at £25,661. According to a survey conducted by Deloitte, 51% of respondents said they plan to spend their shopping budget online, compared to 42% in shops. However, notwithstanding the inexorable rise of online shopping, reports of the death of the High Street are greatly exaggerated. Many consumers still prefer to pound the pavements and retail companies hiring on our website include Tesco, Lidl, EE and Superdrug. Our latest data shows there are 18,088 festive jobs still on the market and they arent all retail roles either. with plenty of openings in logistics warehousing, hospitality catering, customer service and sales. For those seeking more novel roles, there are currently jobs on our site for turkey pluckers, Christmas tree managers and Lapland rangers (duties including reindeer spotting and husky driving). Doug Monro, co-founder of Adzuna, explains : If you believe what you read, the high street has been on its knees for years. But while its an inescapable truth that people are shopping online more than ever, there are certain purchases people still like to complete in the flesh and our data shows there is plenty of life left in the retail sector yet. With Christmas round the corner, the retail sector may be the best place to start for jobseekers looking for temporary, flexible work to secure a stable income over this busy period. Wages wipe out cleaning jobs Wage stagnation and the increasing cost of living has led to many individuals turning to second jobs such as domestic help cleaning roles in order to provide an extra source of income. But at the other end of the spectrum, affordability issues havent just impacted those lower down the scale, with the so-called squeezed middle also having to cut their cloth accordingly. As a result, domestic cleaning jobs have become the worst performing sector in terms of annual wage growth. Adzuna data shows average advertised salaries in the sector are down by 28.9% annually at £18,104. According to the Resolution Foundation think tank, the introduction of a higher minimum wage to £7.83 an hour has resulted in a sharp decline in low-paid staff such as cleaners in the UK, below 20%. In the midst of an employment record high, those operating at the lower end of the skills spectrum in the workforce seem to be exposed to these shifts in the labour market. Despite the attempt to improve the distribution of pay, for many workers, their salary in real terms remains at an all-time low. Doug Monro, co-founder of Adzuna explains : The reality is for many workers, in particular those at the bottom end of the pay scale, face tougher times ahead despite efforts to improve conditions such as by raising the National Minimum Wage. Indeed, such measures can sometimes have the unintended consequence of employers deciding they no longer need people in such roles. The focus needs to remain on protecting workers rights and providing a stable and secure working environment to give jobseekers and employees looking for flexible work, the opportunity to obtain secure incomes. As the growth of the gig economy continues, the need to protect workers rights is as important as ever. Table 2: Best-performing job sectors in the UK annual salaries Job Sector Average salary Salary % 12 Month Change Total Vacancies Admin Jobs £26,543 18.5% 44,397 Travel Jobs £26,797 11.5% 3,404 HR Recruitment Jobs £33,777 11.0% 14,468 Retail Jobs £25,661 7.3% 29,287 Charity Voluntary Jobs £28,720 4.7% 5,622 Creative & Design Jobs £32,606 3.3% 8,094 Teaching Jobs £26,658 3.2% 54,600
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Explore the skills that can open career doors after your doctoral training
27-November-2017 - sciencemag.org
The skills you develop as a Ph.D. student and those you need for jobs have some overlap, but there are also important gaps
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Workplace tips: How to be yourself at the office
27-November-2017 - usatoday.com
For most people, the subject of workplace behavior can be a tricky balancing act.
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CFPB in chaos as chief refuses to step aside for Trump´s man
27-November-2017 - bbc.com
President Trump's pick and a director who refuses to step aside send duelling emails to employees.
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Citizens Advice warns about subscription contracts
27-November-2017 - bbc.com
Consumers still struggle to end unwanted subscriptions such as gym memberships, says Citizens Advice.
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Workplace Accommodations Dont Have to be Complicated to be Effective
27-November-2017 - workforce.com
When employers hear the word accommodations they might respond in several ways. Some immediately see dollar signs, thinking accommodating an employees health condition may require a high price tag for multiple pieces of adaptive equipment. Others may think providing accommodations are too complicated and would rather wait until an employee is 100 percent healthy before having them return to work.... The post Workplace Accommodations Dont Have to be Complicated to be Effective appeared first on Workforce Magazine .
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Feather e Black collapse puts 123 jobs under threat
27-November-2017 - bbc.com
The retailer will continue to trade and its "current intention" is to honour orders until 27 November.
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How this high-flying couple created a thriving side business while holding down two full-time jobs
27-November-2017 - telegraph.co.uk
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Government unveils £725m plan to transform UK business
27-November-2017 - dailymail.co.uk
The measures are part of a new 'Industrial Strategy', which sets out the Government's long-term vision on how to tackle the UK's poor productivity level.
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Employers Should Consider a Prescription Drug Use Policy to Avoid Lawsuits
27-November-2017 - workforce.com
The issue of privacy has become a matter of paramount importance in modern life, particularly with regards to medical issues. Health care professionals and their assistants are constrained from revealing a persons medical history and treatment without the express permission of their patients. However, in the workplace, liability can attach to an employer if an employee causes an accident, and... The post Employers Should Consider a Prescription Drug Use Policy to Avoid Lawsuits appeared first on Workforce Magazine .
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Take a bite out of your food bill: How to save money on groceries and dining out
27-November-2017 - usatoday.com
Your food budget is a lot more flexible than fixed costs like rent. We all have to eat, but here are some ways to cut down on your food spending.
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How to Help Clients Protect Payment Processing Systems
27-November-2017 - insurancejournal.com
The holidays are coming, bringing heightened anticipation. Families look forward to time together, children cant wait for presents, merchants envision boosted sales and criminals dream of a wealth of unprotected data just waiting to be hacked. Retailers are especially susceptible
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Supreme Court to Hear Whistleblower Retaliation Case
27-November-2017 - insurancejournal.com
The Supreme Court is set to hear on Nov. 28 a case that could determine whether corporate whistleblowers have the same job protections against retaliation when they report concerns about their employers misconduct only to their employers as they do
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Stonbury Orders End-to-End Recruitment System from Vacancy Filler
27-November-2017 - onrec.com
Includes ATS, Onboarding and Induction Modules Posted in News archive on 27 Nov 2017 Stonbury, a specialist contractor to the water industry, has chosen the Vacancy Filler end-to-end online system to help it with all its recruitment, onboarding and induction requirements. The order includes not just the Vacancy Filler ATS (Applicant Tracking Software) but also the Vacancy Filler Onboarding and Connect Induction and communication modules as part of a drive to make Stonbury perceived as a remarkable place to work right from the start of the recruitment process. Initially Stonbury, which employs around 280 of people and recruits some 50 people a year across a range of jobs including site operatives and project workers, ordered the Vacancy Filler ATS (applicant tracking software) to reduce the time involved in recruitment activities. Using the ATS has vastly improved the effectiveness of the companys ability to advertise on job boards, allowed the creation of a branded careers page on the companys website, managed candidate applications and the selection and interview process, as well as communicating with potential recruits about the status of their application, and, finally, making the job offer. However, shortly after taking the ATS, the company then decided to order Vacancy Fillers Onboarding and Induction Modules with a view to having a complete recruitment solution. Loraine Thomas, HR Team Leader, said, Stonbury is a forward-thinking company. All our systems payroll, billing, and order processing are being digitised and it makes sense to ensure the entire recruitment process is also as fast and slick as possible. We recruit many people who are familiar with digital technology and expect to be able to run most of their lives, and work, with an app. Prior to taking the Vacancy Filler system, our approach to recruitment was a little haphazard, and sending out induction packs through the post and waiting for important documentation to be returned was time-consuming. The next step, once the Vacancy Filler ATS was up and running, was to add the additional modules to ensure the entire recruitment, onboarding and induction process is as professional as possible. The Vacancy Filler Onboarding Module allows the organisation to communicate interactively with those it plans to hire. This includes gathering all relevant information from a new hire before their start date and transferring it to the payroll and HR systems, including information about clothes sizes for uniforms, any car requirements, pre-employment health checks, and the right to work in the UK. The software encourages and facilitates ongoing communication and engagement with a candidate after job acceptance and during the notice period a time when businesses sometimes lose candidates who change their mind about accepting a job offer, which good communication and candidate engagement can help reduce. The newly-launched Vacancy Filler Induction Module - a highly visually attractive app or desktop platform called Connect - can be fully branded to an organisation and accessed by those who have just accepted a job as well as by new joiners. It can also be used by staff on an ongoing basis, which is particularly useful to candidates who work remotely as it allows instant connection with their manager and the rest of their team, no matter where they are located. Company information packs, forms, training details and a variety of other communications can be sent to recruits via the app and this level of engagement can help reduce the number of people who leave within the first three months. Loraine added, We wanted a system that would save us time and money and which would make the entire recruitment process not just easier for us but also for our candidates, from an easy application process through to engaging with them in the crucial post-offer stage and beyond. We want our staff to know we care about them and are genuinely interested in involving them with the organisation. The Onboarding and Induction Modules will help us to communicate easily and interactively with staff during crucial periods for candidate retention, such as between job offer and starting and within the initial few months of beginning work, and they know that their payroll and other systems are set up from day one. www.vacancy-filler.co.uk
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With 15% of the UK population self-employed, income protection providers must adapt, says GlobalData
27-November-2017 - onrec.com
Income protection insurers need to create tailored policies for self-employed, gig, and zero-hour contract workers that acknowledge uncertain incomes and potential periods of unemployment, according to GlobalData, a leading data and analytics company. Posted in Statistics and trends on 27 Nov 2017 According to GlobalDatas 2017 UK Insurance Consumer Survey, the self-employed were 7.1 percentage points more concerned about saving money for a comfortable retirement (30.7%) than those in full-time employment (23.6%). Paying monthly bills was also a greater concern. Danielle Cripps, Financial Analyst at GlobalData , comments: Individuals with uncertain incomes are more vulnerable and concerned about their finances, creating demand for tailored products. The opportunity is large, as there are 4.86 million self-employed individuals in the UK, accounting for 15.1% of the working population, according to the Office for National Statistics (ONS). The Chartered Institute of Personnel and Development estimates there are approximately 1.3 million people (4% of all in employment) working in the gig economy in the UK. The ONS states that there are also 0.9 million UK workers with a zero-hour contract for their main job. Cripps continues: Income protection insurers must adapt their offerings for these individuals. The protection industry is intent on boosting financial resilience in the UK, and designing products tailored for the most economically vulnerable is a vital step towards narrowing the protection gap. More employers are looking towards an on-demand workforce, and the UKs entrepreneurial environment is also causing a rise in self-employment. Growing income protection sales for these individuals represents a significant opportunity for protection insurers. www.globaldata.com
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CFA UK launches Gender Diversity Partner Programme to support investment profession efforts to improve gender diversity
27-November-2017 - onrec.com
CFA Society of the UK (CFA UK) has today announced the launch of its Gender Diversity Partner Programme. Posted in Launch on 27 Nov 2017 Allianz Global Investors, Fidelity International, PIMCO, Royal London Asset Management and Vanguard sign up as founding partners 76% of members say progress is most needed returning to the workplace following a career break CFA Society of the UK (CFA UK) has today announced the launch of its Gender Diversity Partner Programme. The programme, led by the societys Gender Diversity Network, launches with founding partners Allianz Global Investors, Fidelity International, PIMCO, Royal London Asset Management and Vanguard and will support investment firms in the development and delivery of their gender diversity strategies. An industry-wide initiative, individuals from firms across the investment profession will join a Gender Diversity Partner Council convened by CFA UK. Council members will be tasked with bridging the gap between C-suite level commitments to diversity with the operational teams in their company who can deliver on diversity initiatives on a practical, day-to-day level. Designed to help partner firms implement and share best practice, the programme will support the delivery of better diversity ratios at all levels of the investment profession. The launch of the programme is accompanied by a new member survey from the CFA UK membership which assessed the priority areas where progress is most urgently needed to improve diversity. The majority of respondents (76%) agreed that returning to the workplace after a career break was the area where progress was needed in the investment profession, followed by work life balance (69%) and greater representation at board and top executive level (67%). Respondents are largely in agreement that improving gender diversity in the investment profession is the responsibility of all investment professionals. Sixty-six per cent hold this to be true, with only 18% agreeing that it is the responsibility of senior executives alone. Juliet Bullick, Global Head of Consultant Relations, Fidelity International and Chair, CFA UK Gender Diversity Network, commented: While there has been progress regarding gender diversity in the investment profession and there have been promising commitments to improve diversity ratios, there is a huge amount of work yet to be done. We also believe that responsibility should not lie solely with senior executives, but should be both a top down and bottom up approach. By bringing together partners from across the industry to share effective initiatives, our programme will help organisations implement simple operational changes that can bridge the gap between diversity strategy and results. Andreas Utermann, CEO of Allianz Global Investors, added: As a richly diverse, global business, we are proud to become a founding member of the CFA UKs Gender Diversity Partner Programme. Having a gender-balanced workforce allows us to serve the diverse needs of our clients better, to attract and retain talented women, and supports our ambition to foster a collaborative and high-performance culture. We are committed to creating a truly inclusive culture within our firm and look forward to using our membership of this new programme to support that goal, by sharing practical, implementable examples of best practice with our peers. Craig Dawson, Head of PIMCO EMEA, said PIMCO is delighted to join the CFA UK Gender Diversity Partner Programme. As a global investment management firm and thought leader, capitalizing on the diverse experiences, backgrounds and perspectives of our employees is critical to our business success. We look forward to working with the group to further encourage and support diversity in the workplace across the industry. Andrew Carter, CEO of Royal London Asset Management, said: Gender diversity brings benefits not just to businesses but also their customers. Sharing best practice and learning from other firms will give us insight to help further the aims of our own Group Diversity and Inclusion programme and contribute to a more diverse and inclusive financial services industry. We are delighted to be a founding partner of this CFA UK initiative. Sean Hagerty, Head of Vanguards European business, said: We are proud to partner with CFA UK on gender diversity. At Vanguard, we are committed to advancing the importance of gender diversity in the investment management industry as a wide range of perspectives and ideas result in better decision-making and more creativity. We look forward to working with CFA UK and our peers to help foster a more gender-diverse workforce. The more diverse the industry, the greater chance we will have of giving investors the best chance for investment success. Notes Will Goodhart, chief executive at CFA UK: The investment profession is committed to diversity. Our intent is to help the profession identify how best to execute on that commitment. There is little doubt about the value and importance of diversity, but there is a need to help firms learn from each others experiences. Working with our partners and with other diversity initiatives, we hope to accelerate the implementation of effective processes and policies. www.cfauk.org
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PMP launches development programmes to nurture leaders of tomorrow
27-November-2017 - onrec.com
PMP Recruitment, part of Cordant Group, has launched two development programmes that provide employees with the skills, behaviour and knowledge to flourish within more senior roles Posted in Launch on 27 Nov 2017 The move forms part of PMPs commitment to promoting from within its current workforce and will support the business during its next stage of its growth. The High Potential Programme The HiPo programme will be made available to those PMP employees that have consistently achieved excellent performance and demonstrated leadership potential, whilst working at a level across the organisation that involves the management of people, performance or profit. A major objective of the programme will be to identify and develop a pool of talent that will have the key skills required to impact business growth and transformation. Lasting two-years, the programme encompasses a blend of workshops, mentor support and a range of projects that can be delivered by employees whilst carrying out their daily jobs. Participants will undergo modules that focus on leadership and management skills, innovation and project management, presentation skills, and self-awareness. Upon completion, participants will receive an ILM Level 5 qualification. The successful colleagues are; Jakub Rokita, Steven Marsden, Ilariana Mustacioara, Laura Prew, Helen Buckingham, Lorna Bunnell, Monika Seredynska and Matt Jeffrey The Operational Excellence Programme The Operational Excellence Programme focuses on those that have demonstrated real dedication to the business, participated in its success and are ready to take the next steps in their career progression. This programme is targeted at those in site consultant, site manager and branch manager roles, and will prepare and fast track them to managerial level. The programme allows successful candidates to choose their career direction - either focusing on Management and Leadership or Project Management. On completion of the programme, level 3 or 4 recognised qualifications will be achieved. The programme will span 12 months, however in order to complete the qualification ongoing study and mentoring will be given for a further one year period. The successful colleagues are; Anna Zilinska, Andrew Beaton, James Davies, Alisha Roberts, Sandra Gestareva, Ruta Bete, Veronika Pluharova, Krista Malina, Kieran Leonard, Robert Wierzbinski, Indre Aleknaviciute, Heather Hitchen, Magdalena Choudhary, Stuart Buckley, Piotr Pfeiffer, Eddie Tierney Jamie Reynolds, Managing Director of PMP Recruitment, said: We are absolutely devoted to developing the key skills and behaviours of staff through this robust development programme. We are already lucky enough to have an extremely talented, enthusiastic and committed group of employees, and we are sure that this innovative programme will help us to discover and nurture the future leaders of our business. The training will provide an excellent setup for the whole cohort through a memorable and experiential structured learning process. www.pmprecruitment.co.uk
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Benefits May Be The Key to Enticing Top Talent
27-November-2017 - onrec.com
The updated salary survey for 2017/2018, released by Portfolio Payroll, suggests that benefits may be the key to hiring and keeping top employees Posted in News archive on 27 Nov 2017 Key findings: The report highlighted the various benefits on offer to payroll professionals. The most common included: Auto enrolled pension Flexible working Life assurance Private healthcare Other less common benefits were also on offer. These included: Study leave Gym memberships Car/car allowance Almost 60% of payroll teams recruited through an agency. However, nearly 20% brought on new talent through either a recommendation or internal referral. Increasingly, payroll professionals are moving from permanent to interim and temporary work. Portfolio Payroll, a specialist recruitment consultancy based in London, has released the results of its 2017/2018 salary survey . Polling professionals throughout the payroll sector, the organisation shed light on how benefits are now vital for anyone looking to attract top talent. Total compensation packages and remaining competitive within the market is a key consideration for all employers, stated Anthony Macey director of Portfolio Payroll. Total compensation packages for candidates moving from one role to another is a key deciding factor for potential new hires with pension, private healthcare, bonus and incentive plans most desirable combined with greater interest in flexible working policies. This is apparent within the payroll industry. Of those polled for the report, it was quite common for firms to provide schemes such as auto-enrolled pension, life assurance, flexible working, or private healthcare. However, it was not unheard of for employees to be offered gym memberships, car/car allowances, or study leave. Perhaps as a means to further differentiate themselves from the competition, other benefits on offer included personal support through enhanced maternity schemes or employee assistance programmes. Bonuses of up to 15% were also made available within several payroll teams. Salary satisfaction Although benefits are desirable, income is a key attraction for those looking to move job. When asked to rate - out of five stars - how satisfied they were with their current salary, almost 40% (39.59) gave the full score whereas just over six percent (6.37) responded with one star. In addition, around 26% (26.01%) replied with four, approximately 16% (16.11%) stated three, and more than 10% (11.92%) rated their salary satisfaction levels at only two stars. These high satisfaction levels could be due to how often salaries were reviewed within the payroll sector. For example, when polling respondents, more than 40% had their income reviewed less than six months ago. In comparison, less than 20% had theirs revised over 12 months ago. Increased competition and demand has driven payroll salaries consistently higher year on year since our findings in our 2015 salary survey through to the current highs of our latest survey in 2017. Stated Macey. The demand for Payroll professionals has been consistently high over the last few years, largely due to the ever increasing complexity of payroll legislation. The continued rise of payroll at the centre of any successful business alongside HR and Finance teams has seen a demand for candidates and the payroll recruitment market has become even more competitive with competition between employers for high calibre candidates as fierce as we have ever known it. Currently, the average payroll salary in the UK stands at £29,596 while staff in this sector have benefited from a 0.5% increase in overall median basic pay throughout the last 12 months. Changing recruitment practices The data collected from the salary survey illustrates the changing attitudes payroll teams are taking to locate the best talent. Although almost 60% of firms used a recruitment agency to conduct their hiring, almost 20% chose to take someone on through an internal referral or recommendation. However, the most significant trend we have seen is the speed in which the market is moving, with companies being required to speed up their recruitment process to compete or even beat competing employers to secure the best talent. Macey stated. As such we are encouraging our clients to speed up their recruitment process by shortening the gap between interview stages and progressing CVs quickly, through to gaining sign off for new hires prior to starting the recruitment process. These rapid changes in the market could explain why more than 30% (30.57%) of payroll teams anticipate recruiting within the next 3-5 months and more than 40% (40.02%) took on new employees less than three months ago. An increasing demand for temp/interim professionals The salary survey illustrated that an increasing number of payroll professionals are moving from permanent employment into more flexible consultancy work. This has been attributed to the on-going need for these individuals to lead key projects from post implementation all the way through to change management and process improvement. To say the interim market has exploded over the last 12 months is an understatement! In all my 10 years at Portfolio Payroll I have never seen such a demand for senior payroll professionals., stated Patrick Day, senior manager at Portfolio Payroll. I never promote leaving a permanent position for interim work unless you are in a financial position to do so, but candidates with a wealth of payroll experience prefer the variety and challenges it brings and rarely look back once they choose that career path. Although rates differ throughout the UK, the research revealed that an interim payroll manager could expect to receive at least £200 a day for their efforts. However, in London, this increases to £250. The research also demonstrated that implementation and project managers were in high demand. If one of these professionals sought work in the capital, he or she could expect to receive up to £550 a day for their efforts. www.portfoliopayroll.com
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UK employers raise concerns, as young professionals admit to not wanting to take on the work of EU migrants
27-November-2017 - onrec.com
Over half (54.6%) of UK professionals aged 24 and under have said that they are not willing to take on work that EU migrants traditionally do in the UK, with a further 66.7% of 18-24 year olds stating that this is because they want to earn a higher wage Posted in Statistics and trends on 27 Nov 2017 Company Profile CV-Library.co.uk View profile » Thats according to new research from the UKs leading independent job board, CV-Library . The study combines the views of 1,400 UK workers and 250 UK employers and found that nearly two-thirds (62%) of businesses are concerned that there is not enough UK talent available to fill their jobs. Whats more, a further four in 10 (40.4%) state that they hire EU workers because Britons dont have the necessary skills for the jobs theyre recruiting for. In addition to this, 76.2% of employers report that they have found younger workers are more reluctant to go for jobs traditionally taken on by EU migrants. However, the research suggests that professionals are currently wary about moving jobs in general, with four in 10 (39.9%) stating that they feel nervous when the economy is so uncertainty. This figure rose to 55.6% amongst non-UK workers. Further analysis* of job market activity reveals significant application declines in some of the industries hit hardest by Brexit. Agriculture 18.6% decline in applications year-on-year Catering 16% decline in applications year-on-year Electronics 15% decline in applications year-on-year Medicine 11.6% decline in applications year-on-year Engineering 10.2% decline in applications year-on-year *Year-on-year comparison of total applications made in these industries via the CV-Library website during the periods: January October 2016 and January October 2017 Lee Biggins, founder and managing director of CV-Library comments: Its clear from our findings that people simply arent taking risks on looking for new jobs when the economy is still in such a difficult place. This is placing many employers in a challenging position, especially with non-UK workers feeling particularly nervous in case the situation worsens. But, put simply, there is not enough UK talent to plug the ongoing skills gaps. While the government hopes to boost the pipeline through the likes of investment in apprenticeships, young people clearly are not opting to go for the jobs that EU candidates are no longer filling and this could cause real issues in the future. The study also asked professionals whether Brexit had negatively affected their industry, with those working in agriculture feeling the most impacted (57.1%). People working in the electronics (66.7%), recruitment (50%), and hospitality (37.5%) sectors also felt they had been impacted, with a further 57.8% of finance professionals stating that they felt they would be most affected in the future. Biggins continues: These industries, particularly the likes of food farming, were predicted to be some of the worst hit areas post-Brexit and its clear from our research that restrictions around access to labour is making a real impact. Creating a robust hiring strategy is of the utmost importance right now, especially if companies want to remain in strong standing as we continue to navigate through choppy waters. For expert hiring advice, and the latest analysis of job market activity, check out CV-Librarys recruitment advice blog: www.cv-library.co.uk/recruitment-insight
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Nominations are open for the Onrec Online Recruitment Awards 2018
27-November-2017 - onrec.com
Nominations close on the 14th December 2017 Posted in News archive on 27 Nov 2017 The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 1st March 2018, held at The Grange Hotel, St Pauls . An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. It is free to enter the awards, entries are open from 1st November 2017 and will close 14th December 2017. All you need to do is complete the short nomination form and email back to Stuart, Stuart@onrec.com For more information about the awards, click here. NOMINATIONS ARE NOW OPEN The Categories*: The Creative Online Marketing Award 2018 Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. Niche | Generalist | Supplier | Corporate The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. Niche | Generalist | Supplier | Corporate The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation into their online recruitment offerings. Niche | Generalist | National Supplier | International Supplier The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. Corporate | Jobboard | Recruiter | Supplier Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? Corporate | Jobboard | Recruitment Agency The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? Nomination Form The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. Nomination Form The Niche Jobboard Award 2018 Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Nomination Form Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. Nomination Form The Best Corporate Use of Online Recruitment Award 2018 The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. National | International The Best Use of Online Recruitment by a Recruitment Agency Award 2018 The world of candidate attraction and selection has changed dramatically in recent years. This award goes to the recruitment agency that has embraced new technology to improve their surfaces and those that they offer to their customers. Nomination Form Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Nomination Form Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Nomination Form Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. Nomination Form *Nominations close on the 14th December 2017 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2018 Website
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Using Social Media Tools for Recruiting
27-November-2017 - onrec.com
By James Payne, Sales Director at Bond International Software Posted in Opinion on 27 Nov 2017 Company Profile Bond International Software View profile » In recent research Bond International Software found that only 25% of candidates have used social media to find a job, and of these, only 14% found it helpful. While this highlights that social media isnt a popular platform for candidates to find a job, the use of social media varies between demographics and age groups. The research found that age groups from 25-34 were the most likely age to use LinkedIn as a platform to look for a job while C-level Executives (46%) and Executive Directors (50%) were also the most likely group to actively use the platform to find a job. But while social media recruiting tools such as Facebook and LinkedIn might not be the most useful for consistent candidate sourcing, there is the possibility that highly-skilled candidates are using these platforms to search for new employment. Therefore, to help recruiters utilise social media platforms correctly to locate the best talent, we have put together some best practice advice. Check their endorsements, but be wary Endorsements are a feature unique to LinkedIn. They are essentially an indicator of how others rate that candidates skills and expertise and can only come from first-degree connections, i.e. people that person is connected with. However, as they can be acquired relatively easily, the value of endorsements has frequently come into question. Acquiring an endorsement is as easy as pressing like on a Facebook post all you need to do is be connected to the person you wish to endorse and then click on the skill you want to rate them for. Furthermore, endorsements provide little value beyond giving people an idea of their skillset, as they do not provide any detail or examples of how they have used those skills. In this instance, recommendations would be far more useful, as they would most likely come from an individual who has witnessed that candidates skills first-hand. With this considered, it is vital that recruiters take the time to analyse a candidates endorsements and determine whether or not the skills they have accumulated are actually accurate and representative of that individual. Do they follow any professional groups? Professional groups provide recruiters with a great indication of just what candidates are invested and participating in, as well as highlighting their commitment to their own personal and professional development. Candidates who regularly join groups relevant to their industry, contribute to them and participate, are the kinds of candidates who love to educate themselves and others. These are the kinds of candidates who would be a benefit to any business. Do they have a photo of themselves - and is it professional? A candidates profile, be it on LinkedIn or Facebook, is effectively their digital CV and forms a significant part of a recruiters or employers first impression. It is in their best interest then to choose a professional photo which will help them to capture not only the attention of employers and recruiters and gain their approval, but also convey their professionalism. For recruiters, it is important to appreciate that some employers will want to see a visual representation of their candidates. Its not about how the candidate looks, but rather how they present themselves. If they want to be perceived as professional, they should look polished, well-dressed and approachable. Have they been recommended by anyone? Recommendations are like glowing miniature seals of approval they effectively tell anyone visiting your profile that a company, former colleague or manager holds you in high regard and respects your skills. However, just as with endorsements, recommendations can be artificially created and sometimes incredibly vague. And therein lies the problem: how do you determine if they are genuine and if they are, what value do they bring? You should look for recommendations that clearly highlight an employees specific achievements in detail, provide examples of their work, and how they contributed to the business goals. Make sure your recruitment proposals are interesting! As with any social media channel leveraged as a means to contact candidates, ensuring your messages are as personalised, specific and informative as possible, is key to getting a response. We have spoken in-depth previously about how best to communicate with candidates , but here are a few quick points you should always remember when it comes to contacting candidates. Be friendly, but professional Introduce yourself Be specific Do follow-up In todays world, your candidates are constantly bombarded with information relating to a particular job opportunity, and many of these emails and messages will be generic and irrelevant to what they are actually looking for. Your recruitment proposals, emails and messages therefore need to be interesting and intriguing enough that your candidates open your mail and engage with you. Have they shared any good content recently? Candidates who regularly share high-quality, thought-provoking content are generally those who are more invested in their industry and want to educate others on particular developments. In addition, those who have written and shared their own content are likely to be knowledgeable and have a strong understanding of the industry for which they have written. These are the types of candidates that will constantly push to educate themselves to refine their understanding of an industry or business - and would therefore prove to be excellent candidates for recruiters. Ultimately, while social media recruiting tools, such as LinkedIn and Facebook, might not be the most effective in generating a large number of high-quality candidates, those high-quality candidates are, nevertheless, there. And, with over 1.87 billion monthly users on Facebook (which accounts to 22.9% of the worlds global population) and 467 million on LinkedIn (as of 2016), there is no reason for recruiters not to leverage these social media platforms for candidate sourcing, as the cost is relatively insignificant and the possibilities vast.
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Workers Compensation Still Under Pressure from Drug Repackagers, Compounding Pharmacies
27-November-2017 - insurancejournal.com
Though the number of physician dispensed prescriptions has declined considerably from just a few years ago, the workers compensation industry continues to battle a market seeking to maintain high prices by changing drug strength and formulations. The impact of physician
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Exclusive: Airbus set to poach Rolls exec to head jetliner sales - sources
26-November-2017 - reuters.com
PARIS (Reuters) - Airbus is poised to hire the head of Rolls-Royce's civil engines unit, Eric Schulz, to lead its commercial jetliner sales, after months of uncertainty over the successor to sales kingpin John Leahy, three people familiar with the matter said.
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Just Eat set to join blue chip index after share price jump
26-November-2017 - bbc.com
Just Eat food delivery firm on course to join the ranks of Britain's biggest companies this week.
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Loyalty program overload? Heres how to stay focused.
26-November-2017 - usatoday.com
Job 1 for consumers: Give yourself permission to ignore low-value loyalty pitches, experts say.
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How to motivate yourself and others
26-November-2017 - usatoday.com
When you want to motivate someone appeal to their internal motivations.
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French minister ´shocked´ by job cuts at Nestle´s Galderma unit
25-November-2017 - reuters.com
PARIS (Reuters) - French Finance Minister Bruno Le Maire said on Saturday he was particularly "shocked" by Nestle's plans to cut up to 450 jobs at its Galderma skin-health research plant in the south of France as the plant benefited from a research tax credit.
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Jobs boom is tailing off in key sectors, warns Bank of England
25-November-2017 - telegraph.co.uk
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Labour wants middle-class professionals to retire later
25-November-2017 - dailymail.co.uk
Shadow work and pensions minister Alex Cunningham said the state pension age should not be fixed but should instead reflect a worker's health, income and job role.
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Shoring up of Spanish steel giant Celsa will secure 600 jobs in Wales
25-November-2017 - telegraph.co.uk
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Career advice: Get a job in sales with no experience
25-November-2017 - usatoday.com
How do you get a job that often requires experience when youre just starting out?
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Poland to phase out Sunday shopping by 2020
24-November-2017 - abcnews.com
Poland's lawmakers have approved a law that will phase out Sunday shopping by the year 2020 despite criticism that it may eliminate thousands of jobs
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Sex Harassment Training: Do It In-Person and Continuously
24-November-2017 - workforce.com
While awareness training is a positive first step in curbing workplace sexual harassment, many believe that standard practices dont go far enough. The Equal Employment Opportunity Commission stated in a report regarding sexual harassment training that it can increase the ability of attendees to understand the type of conduct that is considered harassment and hence unacceptable in the workplace. Kerry... The post Sex Harassment Training: Do It In-Person and Continuously appeared first on Workforce Magazine .
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Uber seeks to appeal UK workers´ rights decision at Supreme Court
24-November-2017 - reuters.com
LONDON (Reuters) - Uber submitted a request to appeal to the Supreme Court a decision by a British tribunal which said its drivers deserved workers' rights such as the minimum wage, the taxi app said on Friday.
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£325k Thames Water chairman on a two day week
24-November-2017 - dailymail.co.uk
Ian Marchant, who was chief executive of energy supplier SSE, has been hired as part of a revamp to help the utilities giant shake-off years of criticism over investment and high profits.
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Self improvement: 3 ways to get a better job in 2018
24-November-2017 - usatoday.com
Its best to start working on this goal now.
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Uber takes driver battle to Supreme Court
24-November-2017 - bbc.com
The ride-hailing app wants the UK's top court to decide its appeal on drivers' employment status.
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Amazon faces Black Friday strikes in Germany, Italy
24-November-2017 - usatoday.com
The Ver.di unions argued that Amazon employees receive lower wages than others.
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Which online review sites can you really trust?
24-November-2017 - dailymail.co.uk
We tend to rely on word-of-mouth to find reliable professionals, but what if your friends and associates dont come up with the goods?
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How to pick a new computer, from Chromebooks to PCs to MacBooks
24-November-2017 - usatoday.com
There are many new developments in the computer space, and there are many deals on Black Friday, Cyber Monday and leading up to the holidays.
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New Recruitment Reports Give Detailed Insights into Candidate Behaviour
24-November-2017 - onrec.com
Businesses can now get accurate insights into how candidates applying for roles will respond to different work and business scenarios, even during the selection stage, using a series of new reports that support decision-making across three specific areas of recruiting Talent Selection, Onboarding and Management Strengths. Posted in News archive on 24 Nov 2017 Personal Profile Analysis (PPA) psychometric assessments by Thomas International, the leading global provider of people assessment tools, take just eight minutes for candidates to complete and are the backbone of the reports, which then provide deeper insights into how individuals will respond to specific situations in the workplace. While the PPA assessments show an initial profile, the new reports from Thomas provide in-depth explanation into candidate behaviours, linking these to real business scenarios. For example, whether someone will feel comfortable having the authority to make important decisions or be able to cope with changing environments. This provides a wealth of knowledge to support senior managers and HR professionals during the recruitment process, from the interview stage through to onboarding, and beyond. Ciaran Morton, Managing Director at Thomas International, said: The reports are a definitive guide for all decision makers in the recruitment process. We appreciate that some psychometric assessments can be overly complex, and so these new reports take all the data sourced using our world-renowned PPA assessments and explain simply how that might impact upon behaviours in the workplace. For example, if the PPA identifies a candidate as being strong-willed and independent, the report will provide information on the best job role to suit them and how they should be managed. It will also flag scenarios where they may struggle as a result, such as being impatient or having a low tolerance of others. Senior leaders can now make informed people decisions armed with more than just a CV and a gut feeling based on first impressions. The reports take the science behind PPA and package it in a way that everyone can understand and use on a daily basis. The Talent Selection Report The Talent Selection Report is designed specifically with recruitment in mind. It provides fast and accurate insights into the behaviours and characteristics that each candidate is likely to display in the workplace. Using PPA assessments, it provides a simple breakdown of how each candidates individual personality traits will influence and benefit areas of the business if they are chosen for the role. The report analyses the candidates strengths and limitations, then matches these to the position in the company that they are applying for. It reveals insights into each individuals approach to communication, time management, decision making and problem solving. Finally, it includes a guideline interview structure to assess a persons level of engagement with the role and the company. This also reveals informative insights into their personal working style and approach to key tasks, and even provides insights into how someone is likely to approach the interview. All this supports the decision as to whether a candidate is right for the position and the business as a whole. The Onboarding Report The Onboarding Report explains how to get the most out of any new member of staff in a timely manner whether that person is a graduate, manager or senior director. Using data from PPA, the report describes an individuals strengths and limitations, and advises on the best way to manage, motivate, communicate with and support the new member of staff. Armed with insights into what to expect from their new starter, businesses can support in areas that need further development, help candidates settle into the role quicker and with a smoother transition, and ensure they are reaching their full potential. The Management Strengths Report The role a manager plays within the team hierarchy is to drive the team to achieve bigger and greater things. With this in mind, the Management Strengths Report reflects two key areas - task management and people management. It uses PPA to highlight natural leadership characteristics and signature strengths in management. The report provides a detailed overview of how someone responds to important tasks in management, such as decision-making, planning and problem solving. People management skills, such as communication, the ability to motivate a team and develop others, are also reviewed in the report. This can be used to better understand and support managers already in a team, or to assess whether someone is ready to move into a management position. For further information, please visit www.thomasinternational.net .
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Black Friday and Cyber Monday: Top tips
24-November-2017 - bbc.com
How to bag the best of the bargains.
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Lowest paid will see highest pay rises
24-November-2017 - onrec.com
The lowest paid workers are likely to receive pay awards more than twice as high as other employees over the coming year, according to pay analysts at XpertHR. Posted in News archive on 24 Nov 2017 Chancellor Philip Hammonds Budget announcement that the national living wage will increase by 4.4% to £7.83 an hour from 1 April 2018 will provide a welcome wages boost to affected employees (those aged 25 and over). Employees not subject to the minimum wage rates, however, can expect pay rises in the region of 2% next year, research by XpertHR has found. Workers covered by the minimum wage are also likely to be some of the only ones seeing their pay increase by more than inflation. On the retail prices index measure, the current 4% rise in prices is double the value of the pay awards monitored by XpertHR, but below the increases to the national living wage (4.4%) and the national minimum wage for 21 to 24 year olds (4.7%) from next April. Latest pay award findings The predicted 2% pay rise over the next year matches the current pattern of pay setting, with employers awarding their staff a median 2% pay rise over the past three months. Based on a sample of 45 basic pay awards effective between 1 August and 31 October 2017, we find that: The median pay award across the whole economy is 2%, with the middle half of pay awards (the interquartile range) worth between 1% and 2.4%. While only a fifth (21.6%) of pay awards were lower than the award received by the same group of employees last year, the majority (54.1%) were the same. One-quarter (24.3%) of awards were higher than the employees previous increase. [Within the private sector, the 2% figure is recorded for pay awards in both manufacturing-and-production organisations and in private-sector services firms. Over the 12 months to the end of October 2017, the median pay award in the private sector is 2%, compared with 1% in the public sector. XpertHR pay and benefits editor Sheila Attwood said: The 4.4% pay rise is good news for employees paid the national living wage, but may put pressure on pay budgets as many organisations are planning for a 2% pay rise across their workforce more generally.
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Amazon workers on strike in Italy and Germany
24-November-2017 - bbc.com
Employees disrupt one of the retailer's busiest shopping days in disputes over pay and conditions.
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Autumn Budget - Comment from totaljobs
24-November-2017 - onrec.com
By totaljobs HR Director, David Clift Posted in News archive on 24 Nov 2017 Company Profile Totaljobs View profile » The focus on skills came across loud and clear in todays budget. Chancellor Philip Hammonds assessment that backing skills is key to unlocking growth nationally recognises the need to bridge a skills gap, and invest in areas outside of London. The move to create a new National Centre for Computing and triple the number of computer science teachers is a positive step in the right direction to address a recognised national skills shortage in computing. The announcement follows recent reports that more than half of Englands secondary schools did not offer GCSE computer science in 2015-16. At the same time the Chancellors boost to investment in maths will help future-proof the workforce, whilst the investment in the construction sector will also help address a skills gap ahead of the UKs exit from the EU. A greater provision for retraining during working life is another forward-thinking step - and one that is very much in line with the trend that sees millennials more inclined to job hop than previous generations. Overall, Chancellor Philip Hammonds budget has wide-reaching implications for training and employment and a much needed strategy to bridging the skills gap.
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Bold investment in skills needed to tackle productivity crisis - CIPD
24-November-2017 - onrec.com
Responding to the Budget statement, Ian Brinkley, Acting Chief Economist at the CIPD, the professional body for HR and people development said: Posted in News archive on 24 Nov 2017 Company Profile CIPD View profile » "The new OBR figures on both growth and productivity make for grim reading. With forecasts cut for both in every year, the measures announced in the Budget today don't seem to meet the scale of the challenge that the country faces. We need a bold package of reforms and radical investment in skills to tackle the productivity crisis. Todays announcements amount to little more than a sticking plaster on a problem that needs major surgery. "While there is welcome investment in infrastructure, those commitments are once again undermined by the piecemeal approach to skills investment. We welcome the commitment to a National Retraining Partnership and the investments to support Unionlearn, but overall the investments announced today don't come close to reversing the historic decline in public funding for adult skills and life-long learning. If the Government wants to build an economy that is 'fit for the future' then we need a much greater investment in the skills agenda, including how skills are used in the workplace. The CIPD believes that at least 5% of the National Productivity Investment Fund should be allocated to boosting investment in skills, and particularly for life-long learning. The Government's Industrial Strategy provides them with another opportunity to make bold, meaningful investment in skills that will boost the UKs productivity growth and the outlook for living standards.
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Nominations are open for the Onrec Awards 2018
24-November-2017 - onrec.com
Nominations close on the 14th December 2017 Posted in News archive on 24 Nov 2017 The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 1st March 2018, held at The Grange Hotel, St Pauls . An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. It is free to enter the awards, entries are open from 1st November 2017 and will close 14th December 2017. All you need to do is complete the short nomination form and email back to Stuart, Stuart@onrec.com For more information about the awards, click here. NOMINATIONS ARE NOW OPEN The Categories*: The Creative Online Marketing Award 2018 Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. Niche | Generalist | Supplier | Corporate The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. Niche | Generalist | Supplier | Corporate The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation into their online recruitment offerings. Niche | Generalist | National Supplier | International Supplier The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. Corporate | Jobboard | Recruiter | Supplier Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? Corporate | Jobboard | Recruitment Agency The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? Nomination Form The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. Nomination Form The Niche Jobboard Award 2018 Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Nomination Form Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. Nomination Form The Best Corporate Use of Online Recruitment Award 2018 The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. National | International The Best Use of Online Recruitment by a Recruitment Agency Award 2018 The world of candidate attraction and selection has changed dramatically in recent years. This award goes to the recruitment agency that has embraced new technology to improve their surfaces and those that they offer to their customers. Nomination Form Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Nomination Form Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Nomination Form Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. Nomination Form *Nominations close on the 14th December 2017 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2018 Website
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Workers at Amazon´s main Italian hub, German warehouses strike on Black Friday
23-November-2017 - reuters.com
MILAN (Reuters) - Workers at Amazon's main distribution hub in Italy are planning their first ever strike for Friday, trade unions said, while they are also striking at six warehouses in Germany, threatening to disrupt one of the year's busiest shopping days.
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Teva Pharmaceutical set for major layoffs in Israel, U.S.: report
23-November-2017 - reuters.com
TEL AVIV (Reuters) - Teva Pharmaceutical Industries is expected to cut 20-25 percent of its workforce in Israel, where it employs 6,860 people, and a few thousand more jobs are to go in the United States, financial news website Calcalist said on Thursday.
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Is it time for employers to embrace an agile workforce?
23-November-2017 - onrec.com
A new report by Jobsite highlights the ways in which recruiters should be embracing the agile workforce to futureproof their hiring strategy. Posted in News archive on 23 Nov 2017 Company Profile Jobsite.co.uk View profile » Nearly half (43%) recruiters believe that agile working could replace the traditional office environment However, two thirds believe it currently causes management issues 58% candidates believe more technology is needed for businesses to implement agile successfully A new report by Jobsite highlights the ways in which recruiters should be embracing the agile workforce to futureproof their hiring strategy. Despite being a relatively new concept, over half surveyed were familiar with it and over 22% of those had worked in an agile environment for over 2 years. However, recruiters claim less than half of the roles theyre working on offer agile, finding its most prevalent in the IT sector. The ability to accommodate agile into working life proves important, with those who prefer to work agile claiming they would sacrifice an average of 16% of their annual salary for the opportunity. In addition to this, 86% stated they would even change jobs to accommodate their preference. The study revealed both recruiters and candidates believe the key attributes for success in agile are being flexible, organised and hardworking. Interestingly, the majority of recruiters believe these are required in advance and cannot be developed on the job. Meanwhile, social qualities (like being introverted or outgoing) or being easy going are less important. According to the study, top 5 benefits include: For businesses: For candidates : 1. Better employee wellbeing (68%) 2. Reduced operation costs (59%) 3. Easier talent retention (56%) 4. Attracts better talent (56%) 5. Provides flexibility to meet demands (55%) 1. Better work/life balance (73%) 2. Provides flexibility to meet demands (59%) 3. Better wellbeing (54%) 4. Higher productivity (52%) 5. Less pressure (38%) Research also showed potential drawbacks to agile implementation to be: For businesses: For candidates: 1. Management difficulties (62%) 2. Less collaboration (46%) 3. Less accountability (37%) 1. Reduced interaction (54%) 2. Less structure (43%) 3. Less teamwork (41%) Jobsite CEO Nick Gold said - The drive to meet the changing needs of more digitally-aware generations entering the workforce as well as the constant requirement for businesses to push for increased productivity, reduced costs and faster innovation has pressured many to evaluate their working practices. The digital transformation of the office is no longer an option to be ignored, for businesses who want to compete. To find about more about recruiting for the agile workforce, please see full report here .
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Millennials believe people skills will be the key to success in an automated age, global study finds Technical disruption requires a skills revolution
23-November-2017 - onrec.com
The leaders of tomorrow believe that exceptional people skills will be the key to business success in a technological age, new research from CEMS the Global Alliance in Management Education has found. Posted in News archive on 23 Nov 2017 The study examined the views of hundreds of recent graduates from the CEMS Master in International Management programme, many of whom are likely to be business leaders of the future. The majority of respondents were aged between 24-27 years of age, from 54 countries, with 75% now employed by multinational companies. Over half (56%) consider either social skills (33%) or the ability to manage people (23%) as the most important skills to develop as technology increases in the corporate workplace. They rated these soft skills more highly than teachable hard skills (7%), technical job-specific content skills (7%) or process skills such as critical thinking (12%). In contrast to the dystopian vision often depicted, 97% of respondents also believe that technological advancement (including automation/AI) will have a positive or very positive impact on the future of business. The research suggests that future leaders are keen to seize opportunities presented by technological disruption, but that this will require a skills revolution. Rather than relying on high levels of technical proficiency, exceptional people skills will help them navigate this uncharted territory. Roland Siegers, Executive Director of CEMS said: Technological disruption is clearly at the forefront of the minds of high calibre young leaders our graduates - just entering a volatile and uncertain workplace. However rather than having a bleak vision, they see this as a fresh opportunity to get ahead if they can develop the right approach and skills. Technology will certainly mean that the human touch will be more important than ever in the workplace over the next few years. In terms of leadership, traditional ways of thinking about management where technically qualified people are eventually promoted to management are likely to become be a thing of the past. Instead, future leaders will need to develop a new set of people-centric skills. The most successful managers will be those who can invest in their community, skilfully develop employees to get the best out of them and cultivate highly effective teams with the ability to work seamlessly across borders. Promoting the values of openness, sustainability and inclusiveness will be extremely important as the foundation of these people skills. This new generation of leaders will display high cultural intelligence as they operate globally, able to move through the initial stages of small talk and fast forward to connecting at a deeper level. These skills will mean they will have high potential to successfully lead international teams and thrive in a technological age. Sarah Ballard, Campus Recruiter at global research and advisory company Gartner, a CEMS corporate partner, said: I completely agree that soft skills are now a key differentiator in getting ahead in your career. We are looking for ambitious individuals, with strong executive presence, that are able to engage Clevel Executives straight after completing their studies. Communication skills, personal brand and an ability to adapt are essential for the next generation of leaders. The CEMS programme unites international-calibre professors from leading universities and business schools, multinational companies and non-profit organisations , jointly designing and delivering both theoretical knowledge and practical know-how through the CEMS Masters in International Management. CEMS was founded in 1988 and the network includes 30 schools across 5 continents, 74 Corporate Partners (multinational companies) and 7 Social Partners (NGOs). Upon graduation, students careers take a truly international path in a great variety of sectors and in many cases within multinational companies: 97% are employed or continuing their studies 49% are living outside of their home country 75% work for multinational companies For more information or interviews, please contact Rebecca Griffiths at Communications Management on 01727733885 or 07792568421, email rebecca@communicationsmanagement.co.uk
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The end of job loyalty? A third of Gen Z plan to leave their first job in a year or less
23-November-2017 - onrec.com
Following news that only half of university leavers find a graduate level job within six months of getting their degree, new research has revealed that Generation Z are unlikely to continue working in their first job for a very long time. Posted in News archive on 23 Nov 2017 Nearly a third of young workers (30%) only plan to stay in their first job for just 12 months or less, according to a study by Powwownow . The research found that men are the most likely to leave their first job quickly and aspire to run their own business, whereas women are the most likely to remain in their first job for longer and anticipate working for a large organisation in the coming years. With men being more keen to jump ship quickly, over a third (37%) expect to look for a new job after a year, compared to a quarter (24%) of women. Women are the most likely to favour longevity in their first job role, with a quarter (25%) looking to stay in that role for five years or more, compared to less than a fifth of men (15%). Looking to the future, one in five Generation Z employees said they could see themselves running their own business in five years time, with 23 per cent of men compared to just one in six women (16%) expecting to be their own boss. Instead, a third of women (31%) expect to be working for a large organisation in five years time. Recent figures have suggested a third of graduates earn less than £20,000 six months after leaving university, therefore it is no surprise that salary topped Generation Zs list of the most important factors in the workplace. Nearly two thirds (64%) of Generation Z consider salary to be important, followed by job security (57%), while the availability of flexible working (49%) was the third most important factor. Progression (45%) and training (42%) were also significant. Jason Downes, MD of Powwownow and Founder of the Smarter Working Initiative, said: If organisations wish to attract and retain young talent, they need to look at what Generation Z want and expect from their careers. Generation Z need the tools and opportunities to grow and progress whilst maintaining a positive work-life balance which is something firms need to support if they plan to have them help grow their business.
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Behind the scenes of Black Friday: Amazon, Royal Mail and Argos hire 49,000 staff to manage 225 million parcels over one weekend
23-November-2017 - onrec.com
We all know what goes on during Black Friday itself, with £7 billion1 expected to be spent online in the UK alone, with Amazon dominating the sales. But what happens after 225 million items2 have been purchased, and how do the retail giants deal with the sheer volume of orders? Posted in News archive on 23 Nov 2017 Courier Insurers, Staveley Head, explore some of the UKs biggest brands including Amazon, Argos and Royal Mail to find out how retailers handle the sheer volume of additional orders 263,701 staff are working to manage the Black Friday chaos 49,000 of them are hired just to deal with the increase in orders Staff expected to work 12 hour days with tough psychical demands Retail giant Amazon sells 86 items per second on Black Friday A lorry leaves one of Amazons warehouses every 1 minute 33 seconds during its busiest 24-hour period Staveley Head launch an interactive report , where you can go behind the scenes of Black Friday We all know what goes on during Black Friday itself, with £7 billion 1 expected to be spent online in the UK alone, with Amazon dominating the sales. But what happens after 225 million items 2 have been purchased, and how do the retail giants deal with the sheer volume of orders? Courier Insurers, Staveley Head, have collated behind the scenes data from some of the UKs biggest brands including Amazon, Argos, Royal Mail and more, to present to you Black Friday Logistics . Black Friday 2017 by day: £1,736,111 will be spent every minute Before going behind the scenes, we needed to find out what experts think will happen during the day of Black Friday in 2017. Predicted spend: Black Friday marks the official run-up to Christmas, leaving 29 days for you to get your orders delivered in time for the big day. This kicks off the busiest time in retail and according to IMRG, £7 billion is predicted to be spent across the weekend (Thursday 23rd Monday 27th November). £2.5 billion of that will be spent on Black Friday alone, as previous data shows that the Friday accounts for 36% of the weekend sales 3 . That means that on the big day, £1,736,111 will be spent every single minute online 4 . Retail giant Amazon sells on average 86 items per second according to last years data 6 , and this figure is set to increase in 2017. So, what goes on during the night of Black Friday after billions of pounds have been spent, and how do retailers deal with the chaos behind the scenes? Behind the Scenes of Black Friday 2017: 49,000 extra staff hired by retail giants and expected to work 12 hour days Research reveals that based on an estimated £7 billion spend, 225 million parcels will be in transit due to Black Friday sales, with Sunday being the busiest day. Black Friday staff: To help cope with the sheer volume of orders, an extra 49,000 seasonal staff 7 will be hired across Royal Mail, Argos and Amazon bringing the total staff numbers working for all brands to 263,701 8 . Amazon UK will be hiring the most additional staff (20,000) across all departments, on top of their 24,000 regular employers, to deal with Black Friday. The majority will be hired to work within the 11 fulfilment centres placed across the UK. The job description for an Amazon Associate describes the physical demands one has to face on Black Friday as well as the expectation of working 12 hour days to deal with demand: Standing and/or walking for long periods of between 8 and 12 hours per shift (flex and part-time shifts may vary) Lifting and moving products up to 15kg in weight Lifting, bending, reaching above the head, kneeling, crouching, and/or stretching for 8 to 12 hours per shift (flex and part-time shifts may vary) Pushing and pulling product up to 15kg in weight for 8 to 12 hours per shift (flex and part-time shifts may vary) Manual dexterity of both hands and wrists Working on a secure mezzanine at a height of between 9 to 12 metres (equivalent to a 3 or 4 storey building) Regularly climbing and descending four flights of stairs safely Argos have a staff count of 29,565 people in the UK but will be hiring an extra 10,000 for the Christmas period. Royal Mail, on the other hand, have a massive 161,136 people working for them across the UK and will be hiring a similar amount of staff to Amazon (19,000) to deal with all the deliveries, as well as the expected huge amount of returns. 82,000 lorries and vans will be on the road delivering Black Friday parcels During Amazons busiest 24-hour period, a lorry leaves one of their fulfilment centres every 1 minute 33 seconds 9 . The number of vehicles delivering Black Friday orders is expected to increase dramatically bringing the total amount of vehicles to 82,000. Courier brand Yodel is expected to use an extra 7,000 vehicles for Black Friday on top of their normal 2,500, as they will be part of the courier team supporting Amazon and Argos with their parcels 10 . Hermes will be using an extra 3,000 vehicles on top of their normal 10,000 as they predict to be delivering 750,000 parcels themselves on the Sunday following Black Friday. Brand Number of vehicles Additional vehicles for Black Friday Total on road Royal Mail 47,000 6,800 53,800 Hermes 10,000 3,000 13,000 DPD 3,500 950 4450 Yodel 2,500 7,000 9500 UPS No info 1300 1300 Total 82,050 Black Friday is without doubt, the busiest day of the year for couriers, delivery drivers and retailers across the world, with so much work going on behind the scenes to ensure a smooth weekend. Ashley Peters, Managing Director at Staveley Head, commented: As insurers of Courier and HGV drivers in the UK, we wanted to go behind the scenes to see the impact of Black Friday on logistics and what happens once an order has been placed. The amount of extra staff and vans hired to deal with the sheer volume of parcels is quite incredible, and can be a very expensive, logistical nightmare for so many companies. It is therefore no surprise that some brands decide to skip Black Friday and focus purely on Christmas during peak season. Our Black Friday logistics research aims to raise awareness of the behind the scenes effort that courier drivers, warehouse operatives, retail employees and postmen/woman go to, in order to deliver a smooth and efficient service each year Credit source interactive report: http://www.staveleyhead.co.uk/assets/black-friday-christmas-logistics/black-friday/ 1. IMRG - £7 billion Black Friday online sales 2. Figure based on total spend divided by spend per person = amount of orders 3. Salmon black Friday report 4. This is calculated by simply taking the spend on Friday £2.5 billion and divided by 1440 minutes. 5. 1 in 5 ecommerce websites crash 6. Inside the Amazon warehouse on Black Friday 7. Royal mail recruit 19,000 temp workers , , Argos hiring seasonal staff , Amazon hire 20,000 8. Brand Annual staff + Seasonal staff Total Royal Mail 161,136 +19,000 180,136 Argos 29,565 +10,000 39,565 Amazon 24,000 +20,000 44,000 263,707 Royal Mail annual report , Argos annual report , Amazon hire 5000 people 9. http://www.dailymail.co.uk/news/article-2849093/Getting-ready-big-one-Staff-prepare-millions-orders-pour-Amazon-warehouses-lead-week-s-Black-Friday-s-just-29-shopping-days-Christmas.html 10. Royal Mail extra trucks, planes and trains , Hermes: Black Friday peak , DPD: plan for peak days and companies expanding for Christmas , Yodel: Yodel recruit 7000 drivers , UPS: UPS black Friday
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Unilever hunt to replace long-serving boss Paul Polman
23-November-2017 - dailymail.co.uk
The consumer goods giant, which owns brands including Hellmanns mayonnaise and Persil, has reportedly hired headhunters in preparation for the departure of its chief exec.
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CITY DIARY: HSBC´s global banking boss departs
23-November-2017 - dailymail.co.uk
Matthew Westerman's surprise departure is much discussed among staff, some of whom suggest he's in a huff over failing to land the chief executive job awarded to HSBC lifer John Flint.
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Apprenticeship levy behind 60pc collapse in number of people starting training courses
23-November-2017 - telegraph.co.uk
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Housebuilding contracts and planning permissions slump as Chancellor bets on 300,000 homes a year
23-November-2017 - telegraph.co.uk
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Female staff at Bank of England earn a quarter less
23-November-2017 - dailymail.co.uk
On average, female employees earn 24.2 per cent less than male staff. Men and women who do the same jobs are paid the same but top roles are dominated by men.
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Russian Fancy Bear hackers´ UK link revealed
23-November-2017 - bbc.com
When notorious Russian hackers hired servers from a UK-registered company, they left a trove of clues.
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Career advice: Make winning small talk in a job interview
23-November-2017 - usatoday.com
Small talk is actually an essential component of the interview process.
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Three in five employers have turned away a candidate for lying on their CV
23-November-2017 - onrec.com
Three in five UK (59%) employers say that they have removed a job candidate from consideration after discovering dishonest or exaggerated information on his or her CV, according to new research from leading HR and administration recruitment specialists, OfficeTeam, a Robert Half UK company. Posted in News archive on 23 Nov 2017 Company Profile Robert Half View profile » Biggest CV lies include work experience, technical skills, education/qualifications and duties performed Employers call for more stringent CV checks within talent management platforms Three in five UK (59%) employers say that they have removed a job candidate from consideration after discovering dishonest or exaggerated information on his or her CV, according to new research from leading HR and administration recruitment specialists, OfficeTeam, a Robert Half UK company. For many candidates, exaggerating skills on a CV is viewed as a harmless lie a necessity to help secure a dream job or indeed any job, said Rachel Stockell, Senior Manager, OfficeTeam . What many people dont realise is that being dishonest with your skills and experience can end up costing you a job offer and damage your long-term career prospects. While you might not always have the implicit intention to deceive prospective employers, bending the truth on a CV, or in a job interview is a dangerous path to take. Even minor embellishments have consequences that can come back to haunt professionals throughout their career. The research, which polled over 400 employers in the UK, found that the most popular areas for dishonest information or exaggerated claims are work experience (58%), education or qualifications (41%), technical skills (40%) and the duties they claim to have performed in previous employment (30%). Employers need to find ways of preventing candidates who have embellished their CVs or included false information from slipping through the net, concluded Stockell . This is where introducing a third-party, such as a specialist recruitment consultant, can play a valuable role in helping both sides. Candidates can have access to the professional advice that supports them in crafting a tailored, comprehensive and truthful CV. At the same time, hiring managers can be reassured that any potential employees have been validated and come with character references to find candidates that are a good fit for the job and business.
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Businesses fear tax changes for self-employed REC
23-November-2017 - onrec.com
Over half (53 per cent) of employers would have to take action if todays budget introduces new measures which would increase their staff costs because of changes to taxation such as IR35. One third (30 per cent) of employers would have to increase their prices, according to the latest JobsOutlook survey by the Recruitment & Employment Confederation (REC). Posted in News archive on 23 Nov 2017 Company Profile REC View profile » Employer confidence has already taken a knock with 33 per cent of employers feeling economic conditions are worsening, compared to just 26 per cent who feel they are improving. This means that confidence in economic conditions remains negative for the fourth consecutive month. The latest JobsOutlook survey of 600 employers also shows: Two in five (42 per cent) respondents expressed concerns that not enough permanent workers would be available to meet their demands and 40 per cent say the same for temporary agency workers. 80 per cent of employers say they have none or just a little spare capacity in their organisation to take on more work without new staff. One fifth (22 per cent) of employers still plan to hire additional permanent staff in the next four to 12 months. REC chief executive Kevin Green says: Businesses do not want any change to taxation in todays budget, which would create more difficulty in attracting and retaining talent. The fact that over half of employers would have to react if they face increased costs is very concerning. We demand that the chancellor does not make a difficult situation even worse for employers. At the moment, businesses are still planning to hire something which is not very easy as the pool of available workers is shrinking. We hope that today will not add another burden to their plans. We dont know how Brexit negotiations will move forward and what this will mean for EU workers here and for UK trade. Bearing this in mind, it is not surprising that a higher number of UK employers still think that the UK economy is deteriorating rather than improving.
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Line managers told to build on the positives, not focus on the negatives when giving performance feedback
23-November-2017 - onrec.com
New research published by the CIPD, the professional body for HR and people development, shows that line managers can improve the performance of their teams by focussing on building their strengths, rather than trying to fix their weaknesses. Posted in News archive on 23 Nov 2017 Company Profile CIPD View profile » 'Strengths-based performance conversations' aims to move managers away from a deficit-oriented method, which is focused on identifying and fixing the weaknesses of team members, analysing what has gone wrong and considering how that can be avoided in the future. The new study of performance management outcomes in the civil service shows that that employee performance can be improved by a simple training intervention focused on building strengths instead of fixing weaknesses. These results can be boosted by a more extensive intervention, which includes wider communication and changes to HR policy, as well as manager training. Jonny Gifford, senior research adviser for organisational behaviour at the CIPD, said: The strengths-based approach marks a big shift in mind-set for many, if not most of us. Our default mode when looking for improvements tends to be deficit-oriented we hone in on whats gone wrong and consider how we can avoid that in the future. There will always be cases where its imperative to do this, but our research shows the benefit of making the norm in performance conversations to reflect instead on what worked well, why, and how it can be replicated. The research demonstrated that by focussing on the positives and building on what works, we can actually boost employee performance and help with the learning and development of our teams. The CIPD research centred on workplace interventions in three government organisations: Her Majestys Revenue and Customs (HMRC), the National Offender Management Service (NOMS, now called Her Majestys Prison and Probation Service, or HMPPS) and the Valuation Office Agency (VOA), as well as work with the Civil Service Employee Policy team. The field study involved before-and-after measures, comparing control groups who were not given any training or support with treatment groups who attended a training workshop on leading strengths-based performance conversations. In the VOA there were additional interventions including a change in HR policy on performance management. The feedback from employees after the study suggests a marked improvement in how useful performance conversations were when they focussed on strengths-based conversations. Overall, the interventions led to a 9.7% increase in employees agreeing with the statement, My meetings with my line manager help me learn and develop as a professional. There was also a 7.4% increase in those agreeing with the statement, My meetings with my line manager help to improve my performance. Andrew Kean, Deputy Director of Civil Service Employee Policy , said: In the Civil Service, we know that the quality of the performance conversation between the manager and their employee is fundamental to any good performance management approach. So we are delighted that this research, which has centred on the nature and quality of performance conversations, has provided such clear results. In particular, that a simple training intervention focused on building strengths instead of fixing weaknesses positively influences the performance conversations that take place between managers and their staff. David Ede, Director of People and Organisational Development at the Valuation Office Agency, said: It has been a really useful experience to have the CIPD research running alongside our own internal performance management pilot. This has allowed for a comparison between a holistic approach to performance management (complete policy change and cultural shift to coaching conversations) and a more discrete strengths-based intervention where the policy has remained unchanged. VOA has been doing its own internal evaluation of our pilot and worked alongside the CIPD to feed into their research.
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O2 adopts mobile first approach for graduate applications
23-November-2017 - onrec.com
Skills-based applications open 23rd November Posted in News archive on 23 Nov 2017 O2 is scouting for the UKs brightest talent with a passion for technology, and has put in place a mobile application process to encourage graduates to apply for its 2018 programme. Applications open on 23 rd November 2017 for the 2018 Graduate Programme, offering roles across 6 critical skill areas including Finance, Technology, Data Analytics, Relationship & Vendor Management, Commercial Strategy and Digital. Last year 46 graduates gained a place on the programme, with O2 looking to repeat this success next year. Graduates can apply to any one of these skill areas, with every programme lasting for two years apart from the finance programmes which lasts for three years. Most of the roles are located in O2s Slough Headquarters, but places are also on offer in O2s other offices in the UK. This year candidates will be able to embrace the power of mobile when applying, as O2 is evolving its partnership with graduate recruitment app, Debut, to promote a mobile first approach to the application process. Following a successful partnership with Debut last year, O2 will now become the first UK company to offer a fully mobile native application process. Applicants will be able to apply through the single touch of a button on their smartphone, sharply reducing application times whilst significantly increasing the user experience. The application process will also give graduates an increased opportunity to showcase their natural digital skills, abilities and passions, with only the Finance programme requiring the submission of a degree classification (2:1 or higher in any subject) for application. Ann Pickering, HR Director at O2 said: As a mobile first business, we understand the power of mobile to level the playing field and offer universal access to job discovery. We also know the extent to which young people rely on mobile for every aspect of their lives, and so have made it even easier for graduates to apply this year through Debut. By simplifying the application process and not using CVs during selection, we are removing the red tape and giving candidates the best opportunity to demonstrate their enthusiasm and passion for our industry. Gemma Brown, part of the 2017 HR Graduate programme at O2, said : The graduate scheme at O2 is a great stepping stone into the working world after leaving university. From day one I was given the support I needed, whilst also being provided with the opportunities to grow and develop at this early stage of my career. Now, two months in, I am taking on even more in my role, and I have already been empowered with the confidence to seek out new and exciting responsibilities. My favourite thing about the business is its culture. Going in to a large organisation you expect a cold corporate culture, however the minute you walk through the doors at O2s Head Office you can tell it is a great place to work and everyone makes you feel welcome and at ease. Applications for O2s 2018 Graduate Programme are open from Thursday 23 rd November 2017. To apply or find out more, visit: https://o2careers.co.uk/early-careers
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Small Businesses Want More Self-Service Workers Comp Tools: Survey
22-November-2017 - insurancejournal.com
Nearly a quarter (23 percent) of Americas small business owners believe workers compensation carriers could improve their customer service if they offered more online or self-service tools. Better communication and faster claims resolution also topped the list of small businesses
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A Family Environment at New Yorks Seely & Durland Insurance
22-November-2017 - insurancejournal.com
As a fourth generation, family-run organization, Warwick, N.Y.-based Seely Durland Insurance understands the importance of creating a welcoming, family environment in the workplace, according to President Garrett Durland. We like to treat both our clients and our employees like
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Probe Underway Into Fatal Blasts, Fire at New York Cosmetics Factory
22-November-2017 - insurancejournal.com
State and local authorities are trying to determine what triggered explosions and a fire at a cosmetics factory in New Yorks Hudson Valley that killed one employee and injure nearly three dozen other workers and firefighters. The blasts occurred about
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Best Agencies to Work For West: Kulchin Ross Bronze
22-November-2017 - insurancejournal.com
There are no worries about who will take over at Kulchin Ross Insurance Services LLC when the agency principals decide to hang it up. The agency, which has grown from a handful of employees to more than 30 employees since
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Go Ahead and Start a Climate Change Debate at the Thanksgiving Table
22-November-2017 - insurancejournal.com
When you pass the turkey gravy on Thursday consider stuffing a hunk of climate change discourse down your uncle Jebs gullet. Let him stew until hes good and fermented, then agitate as needed to see the fruits of your labor.
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Gearing up for Thanksgiving dinner, with a nod to Made in America
22-November-2017 - abcnews.com
This Thanksgiving, La Brea Bakery is one of many companies showing love to the U.S. worker, on the farm and in the factory.
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Why Employees Cheat
22-November-2017 - insurancejournal.com
It can happen in the branch office or the boardroom. Volkswagen did it to pass emissions tests. Wells-Fargo did it to squeeze more profits from their customers. Some school districts have it done it to boost their standardized test scores.
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Scientists: What are you thankful for?
22-November-2017 - sciencemag.org
In the spirit of Thanksgiving, readers reflect on what theyre grateful for in their careers
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Best Agencies to Work For Midwest: R&R Insurance Bronze
22-November-2017 - insurancejournal.com
Investing in Growth and Community, Sharing Success From leadership style, to growth in a sluggish economy, to profit sharing, to career opportunities, to doing the right thing for customers, and more, employees of R R Insurance Services in Waukesha, Wisconsin, say
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Wisconsin Corn Milling Plant Fined over $1.8M After Fatal Grain Dust Explosion
22-November-2017 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has proposed $1,837,861 in fines against Didion Milling Inc. in Cambria, Wisconsin, following a May 31, 2017, explosion that killed five workers and injured 12 others, including a 21-year-old
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California Workers Comp Department Suspends 9 Medical Providers for Fraud
22-November-2017 - insurancejournal.com
The Division of Workers Compensation has suspended nine more medical providers from participating in Californias workers compensation system, bringing the total number of providers suspended this year to 94. The providers were suspended for fraud or other criminal actions. The
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Poor Management is Killing Employee Happiness
22-November-2017 - onrec.com
A recent survey conducted by Hales Group has found that 48% of UK employees are unhappy at work due to poor management. With employees citing that management and company culture are the two areas they would like to change the most. Posted in News archive on 22 Nov 2017 Carrying out the survey in order to understand the areas creating unhappy employees, Hales Group deployed the UK wide survey and found that the Education sector has the least happy employees, with the South East found to be the unhappiest place to work. As a national recruitment group, Hales Jobs, had the following comment about the findings from Kirsty Walpole, Director of Sales and Operations; "It is interesting to see that poor management now outweighs low salary as the thing people most dislike, however, this would mirror what candidates tell us when they register. The biggest reason for leaving a role is that workers do not feel appreciated. Your culture and surroundings play a big part in how you feel at work and you are with your colleagues for up to 8 hours a day, so this is understandable. This is something all employers should focus on to increase retention and productivity." As employee satisfaction was below average on the survey, it clearly highlights that pay and benefits are no longer the area keeping employees happy. The push for better company culture has become increasingly important to many businesses, and the need for this has been demonstrated by this survey. The UK workforce is no longer purely motivated by monetary gain, but having a workplace environment that treats employees fairly and offers a better work/life balance.
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Autumn Budget: Extending IR35 rules to private sector could disrupt recruitment
22-November-2017 - onrec.com
If, as rumoured, the Chancellor announces the expansion of the IR35 changes to the private sector, this could cause significant upheaval for recruiters, as well as for the many employers who rely on contract labour as a flexible solution to manage peaks and troughs in workflow. Posted in News archive on 22 Nov 2017 The main change is likely to be that employers will be made responsible for determining whether IR35 applies, rather than the individual and their personal service company (PSC). Where IR35 applies, PAYE will be applied on payments to the PSC, as if the payment were made to the individual. If announced, this change will be particularly significant for the recruitment industry due to the high number of contractors operating within the temporary labour market. The effect would be that firms would become more cautious about using such staff, in the knowledge that they will be responsible for tax underpayments if they get things wrong and the cost of contract labour will rise. Due to the extra tax burden on contractors, some could choose to withdraw from the temporary employment market altogether as the balance of the risk/reward shifts against them. The public sector has seen a significant drop in the number of contractors since the rules were introduced in April 2017. Many former public sector contractors are now working within the private sector. If the expansion of the IR35 changes takes place, it will change the employment dynamic in many industry sectors where temporary or contract workers are commonly used by employers to provide specialist skills or fill employment gaps. Tim Dunn, partner and recruitment sector specialist at accountancy firm, Menzies LLP , said: Whilst I recognise the need to level the playing field between the public and private sectors, the Government must consider the impact that the proposed changes could have on recruiters and the many sectors that use contractor labour. If businesses start to view self-employed workers differently just because of their altered tax status, this could have a negative effect on expansion opportunities. In addition, if the tax breaks associated with self-employment are reduced or removed, temporary or contract workers are more likely to take up longer-term, in-house positions instead. The skills shortage in the UK labour market is well publicised, with fewer contractors operating in the market this will only get worse. Contractors provide flexibility, and this can be an important stimulus for growth. Access to flexible, skilled, self-employed workers could effectively dry up overnight unless the Chancellor finds a way to soften the blow of the new IR35 rules on the UK labour market.
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5MM: A Silver Lining in the Robot Revolution
22-November-2017 - workforce.com
Workforce editors Frank Kalman and Rick Bell note that rather than being a job-killer, the so-called robot revolution may actually create 21 million new types of jobs. Also, you wont be alone if you check your work email on Christmas Day. For more 5 Minutes of Management, check out our YouTube channel. The post 5MM: A Silver Lining in the Robot Revolution appeared first on Workforce Magazine .
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Multiyork Furniture collapse puts jobs at risk
22-November-2017 - telegraph.co.uk
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Apple says illegal student labor discovered at iPhone X plant
22-November-2017 - reuters.com
BEIJING (Reuters) - Smartphone maker Apple Inc and its biggest manufacturing partner on Wednesday said that a small number of students were discovered working overtime in its Chinese factory, violating local labor laws.
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Make Your Training Budget Go Further By Identifying Training Needs More Effectively
22-November-2017 - onrec.com
The process for assessing training needs typically follows this process. Posted in News archive on 22 Nov 2017 Company Profile Recruitment-Assessment View profile » look at the current skills levels of your staff. identify the skills/knowledge gaps within the business. decide which new skills could take your business forward. plan for appropriate training to bridge those gaps. Recruitment Assessment , the UK partner for eSkills, addresses part 1 of this process - extremely effectively . Utilised by large corporations and smaller forward thinking businesses, our skills testing services has helped organisations both recruit more effectively and help increase productivity and staff retention. Whilst we are known to be a key part of the recuitment process, Recruitment Assessment is increasingly used by HR teams to address the skills gap of existing staff through targeted training programmes. And we all know that anything that helps the training budget be more effective and go further will be widely welcomed. With the ability to choose any combination of questions from the entire library of 59,000 questions, you are able to put together bespoke tests which address your specific business need. And if you do not want to do it yourself, we are on hand to offer a managed service to ensure that your test effectively and efficiently identifies the skills gaps in your business so that you can arrange tailored training to address it. I would be delighted to demonstrate the flexibility, ease of use and power of the sensibly priced eSkill testing solution and how it can be used to make your training budget be more targeted. Please drop me a line ( wbresler@recruitment-assessment.co.uk ) or call 0845-8400123.
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Building A Digital Environment
22-November-2017 - onrec.com
Its a digital life we need a digital built environment says BIM specialist John Eynon. Everything around us is becoming digital, but what about our buildings and the processes we use to build them? Posted in News archive on 22 Nov 2017 As technology becomes more advanced in everyday life, we have also seen advancements within the construction industry that could reshape the industry as we know it. The industry is known for incorporating digital technology into their processes, but what about architects? How are architects increasingly using technology to design innovative buildings of the future, so that the industry can keep up with the everchanging times? NiftyLift, who supply access platforms across the globe, know a thing or two about the construction industry and have investigated how we plan to build a digital environment for the future. To design Previously, architects have designed buildings and public spaces to conform to strict urban and civic conventions, however through the use of digital visualisation technologies, they are increasingly designing projects which are self-confident visual statements. The technology allows the architect to imagine and generate proposed buildings and environments which makes specific criteria for a new development. Technology has given architects new opportunities computer software now allows designs to be generated using algorithms and interactive physical mechanisms that can be built to respond to the evolving environment. 3D designs and models allow both architects and contractors to visualise what the end product will look like, down to the smallest detail. To build Many technologies have proven their worth throughout the construction industry with popular software and tech devices proving relevance and efficiency on large-scale building and infrastructure projects. The main benefits of incorporating technology into building processes are efficiency, accuracy and safety. The environment we live in, is increasingly becoming more digitally focuses, so it makes sense that it also becomes digitally built. Some might argue that we are now in the age of smart construction. Building Information Modelling (BIM) is already in use across the industry, eliminating traditional blueprints, and replacing them with interactive 3D models. The system allows architects, contractors and construction professionals to stay up to date with the development of the project, by creating a virtual walkthrough. This is part of the construction industry that is introducing virtual reality into their building processes. An Augmented Worker System, in the form of wearable virtual reality equipment, is in the pipeline funded by Innovative UK predicted to reduce costs throughout the industry by 25%. Design for manufacturing and assembly techniques (DFMA) eases the processes of manufacturing through the collection and allocation of parts that are required to finish the construction project delivered just-in-time, to achieve the highest rate of productivity on the construction site. The approach offers offsite manufacturing support to minimise onsite construction techniques meaning buildings can be constructed more rapidly and safer, with human error reduced. BIM and DFMA can work parallel to one another, enhancing the benefits of each when used simultaneously they can improve efficiency of all processes from the earliest conception, through construction and up until completion. The 3D models can be used for effective project management throughout the construction lifecycle. In instances where innovative and rigorous planning and bespoke materials are required, these technologies guarantee a level of accuracy that ensures all details and connections are precise. The future Architects across the globe are increasingly innovating buildings that are designed with our future in mind. From tropical buildings to rotating skyscrapers, architects are utilising the advanced technology available to them, to design digitally built, and digitally functioning buildings into our environment. Israeli-Italian architect, David Fisher, has designed the worlds first rotating skyscraper with plans accepted to be built in downtown Dubai. The structure is expected to be complete by 2020 after initial setbacks following the original proposal in 2008. It will be known as the Dynamic Tower Hotel, and uses digital resources so that each apartment rotates 360 degrees independently, with speed adjustable. It Is believed that the apartment block will never look the same twice, and it will power itself with wind turbines between each floor. David Fishers innovative design, whilst is a one of its kind, it not the only innovative structure we can expect to see in the near future with designs expected to be built using the most advanced technology available to improve efficiency of each projects lifecycle, without compromising on creative design aspirations or quality.
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Applications for U.S. unemployment benefits drop 13,000
22-November-2017 - usatoday.com
The number of Americans filing applications for unemployment benefits fell for the first time in three weeks, pushing total applications down to a low 239,000, further evidence of the strength of the labor market.
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Career advice: Should recruiters know your salary history?
22-November-2017 - usatoday.com
Theres one common element of all job hunting processes. Its that they eventually must include a salary discussion.
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Tax breaks to save ageing North Sea rigs
22-November-2017 - dailymail.co.uk
Lawmakers hope it will encourage industry to continue production in the crisis-hit North Sea, where about 36 jobs were lost every day last year.
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DAILY BRIEFING: Crossrail workers to be balloted
22-November-2017 - dailymail.co.uk
Members of the Rail, Maritime and Transport union will vote in the coming weeks after the union said workers have learned their pay is around half that of other grades.
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Essentia fires about 50 workers for refusing to get flu shot
22-November-2017 - usatoday.com
A Minnesota-based health system has fired about 50 employees who refused to get a flu shot.
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How to profit from the rise of cashless shopping
22-November-2017 - dailymail.co.uk
So can you profit from the cashless spending revolution? Many firms are racing to develop technologies to make it easier to pay by card or by phone. We reveal the funds that invest.
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Ethics builders
22-November-2017 - bbc.com
A degree course teaches New York property developers to think of more than money.
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Multiyork collapse puts 550 jobs under threat
22-November-2017 - bbc.com
The furniture retailer will trade until Christmas at least as administrators seek a buyer.
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Q A: Famed economist Henry Kaufman says robots are greatest challenge to workers
22-November-2017 - usatoday.com
Henry Kaufman, famed Wall Street economist, says workers will be replaced by technology and markets could some day be tripped up by a computer glitch.
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Is your income keeping pace with the average American?
22-November-2017 - usatoday.com
A strong economy has employers competing over workers, and that has Americans earning more money than they were three years ago.
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Nearly half of the women in America have been harassed on the job
22-November-2017 - usatoday.com
Almost half of Americas working women say they have been harassed at their jobs, a new poll has found
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Ask Brianna: Should I quit my job without another lined up?
21-November-2017 - abcnews.com
If you're miserable at work, set a deadline for resigning, then double down on your job search and supercharge your savings
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Haymarket Business Media launches Wonderful Workplaces employer branding initiative
21-November-2017 - onrec.com
Posted in Launch New Wonderful Workplaces hubs to showcase what its like to work for employers across multiple niche sectors on 21 Nov 2017 Haymarket Business Media (HBM) Recruitment, part of Haymarket Media Group, has launched an initiative to get organisations fired up about showcasing their employer brand, called Wonderful Workplaces. Research conducted by Haymarket Business Media Recruitment during 2016 found that 90% of active jobseekers would take an employers brand into consideration when applying for jobs. The campaign spans multiple niche sectors including marketing , PR and the third sector to help recruiters amplify their brand to reach a variety of audiences, with the aim of attracting the right talent to their organisations. For jobseekers, Wonderful Workplaces content hubs offer a plethora of information about working for different employers, such as why it is a great place to work, what the team culture is like and what unique opportunities they offer. For recruiters it offers employer branding tips, white papers and more. As well as an opportunity for employers to showcase their wonderful workplace, the initiative invites recruitment consultancies to share their expert insights, thought leadership and recruitment and jobseeker tips. Tell your story Got so much to say about working in your organisation but no one ever hears it? To discuss working with Haymarket Business Media to support your recruitment campaign or employer branding initiative, please call Joe Edmonds on 020 8267 4354 or email joe.edmonds@haymarket.com . Check out the first Wonderful Workplaces hub page to launch as part of this campaign: Wonderful Workplaces in Marketing . Follow #WonderfulWorkplaces17 on Twitter
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Finding Agility in Employee Mobility
21-November-2017 - workforce.com
Busy HR professionals now have one more task to add to their to-do list relocation manager. When the economic crisis occurred, HR and relocation departments both took a hit, said Melissa Seitz Medford, consulting services manager for TRC Global, an employee relocation company in Philadelphia. That caused many companies to merge the two teams, or to eliminate relocation experts... The post Finding Agility in Employee Mobility appeared first on Workforce Magazine .
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How-to HR: Corporate Gift-Giving
21-November-2017 - workforce.com
A new Workforce series takes a look at the dos and donts of workplace gift-giving not only during the holidays but all year long. Be inclusive, dont break the bank and personalize your gifts for each employee. Alexis Carpello is a Workforce intern. Comment below or email editors@workforce.com. The post How-to HR: Corporate Gift-Giving appeared first on Workforce Magazine .
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Your Employees Are Your Brand Ambassadors; Train Them Accordingly
21-November-2017 - workforce.com
Dad, can you take me to the craft store? My sixth grader has a diorama due the day after Thanksgiving break. So, off Norah and I went to the craft store last night. Can you help me find fake moss for the floor of my deciduous forest? I had two options. Aimlessly wander around the big-box store, or amble up... The post Your Employees Are Your Brand Ambassadors; Train Them Accordingly appeared first on Workforce Magazine .
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Modern Slavery supply chain compliance challenges recruitment businesses
21-November-2017 - onrec.com
A new global report has revised the estimated number of victims of modern slavery worldwide upwards, from 21m to 40m. Around 10,000 victims are thought to be living in the UK. Posted in News archive on 21 Nov 2017 Company Profile Lawspeed Ltd View profile » Recruiters are at higher risk of involvement in modern slavery than many other businesses, as they are likely to be the first port of call for traffickers, particularly in high risk sectors. This is borne out by recent media coverage of criminal convictions for modern slavery, involving the unwitting supply of trafficked workers to Sports Direct by recruitment businesses. The Modern Slavery Act 2015 (MSA), which came into effect in May last year, provided that companies or partnerships operating within the UK, with a turnover in excess of £36m, must publish annual Slavery and Human Trafficking statement (SHTs), stating what steps (if any), the organisation has taken to combat modern slavery within its business and supply chain. Although many recruitment businesses have a turnover below the £36m threshold, they should not fall into the trap of assuming that the issue of modern slavery does not affect them. The Prime Minister has pledged her commitment to tackling modern slavery, which she described as the greatest human rights issue of our time. Recent Government guidance, entitled the Transparency in Supply Chains etc. - A Practical Guide encourages businesses to go above and beyond their legal obligations under the MSA, in order to enhance their reputations, attract investment and increase staff retention, as well as increasing their customer base, as consumers increasingly seek out higher ethical standards. The Government envisages that public opinion will create a level playing field between businesses, and emphasises the need for transparency and accountability. The guidance also seeks to create a race to the top, by encouraging consumers, investors and NGOs, such as charities, to put pressure on businesses that are failing in their responsibilities. Conversely, companies that do not demonstrate a high level of commitment to tackling modern slavery, may find themselves the subject of negative media coverage, naming and shaming by ethical pressure groups and boycotting by consumers, with hirers likely to follow suit for fear of being tarnished by association. Ravi Murphy, Director of Lawspeed, agrees that this is an emerging trend: Hirers are increasingly demanding in this area, and are refusing to work with recruitment businesses which dont have appropriate Anti-Slavery and Human trafficking policies and procedures in place. Whilst this would seemingly be more relevant to those involved in the supply of labour and blue collar workers, hirers of any ilk may have governance requirements that require this compliance. The result is that any business that fails to take action could be prejudicing its business prospects. As always, those who demonstrate high levels of commitment that go beyond mere compliance will be the most competitive. Our legal team is here to help. For more information on Lawspeed Modern Slavery support services please contact Lawspeed on 01273 236236 or info@lawspeed.com quoting MS Support in the subject line.
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Millennials likely to have 12 jobs in their working lives, twice the national average
21-November-2017 - onrec.com
18 34 year olds take control of their career paths Posted in News archive on 21 Nov 2017 The average Brit has six jobs in their lifetime, according to new research by Investec Click Invest released today * . However, those aged between 18 and 34 plan to only stay in their current job for an average of three years and four months, which equates to an average of 12.5 jobs during their working lives ** more than twice the national average. Millennials are most likely to be driven by wanting more money, a new challenge or career progression (all 35%). This compares to older individuals, whose primary reasons for wanting to change jobs include being unhappy in their current role (33%), wanting to do something different (25%) or wanting to do something they are passionate about (24%), Indeed, only 23% of millennials stated that they would want to move because they were unhappy, while they are also less likely to want to move to have an easier job (4% versus 7% of over-35s) dispelling the myth of the lazy millennial. It is 18 to 34-year olds who also secure the highest proportional pay rise at 20.4% when they change jobs. While this is largely due to the lower average salaries earned by those starting their careers (£30,913), this still represents an increase of £5,235 64% higher than the national average pay rise. Commenting on the findings, Jane Warren, CEO of Investec Click Investec said: The days of a job for life have long been over and our findings show that younger people are keen to take control of their careers by switching jobs to meet their objectives, despite the greater insecurity this brings. Against this backdrop, it is important that they save and invest to provide the certainty and security that may be otherwise missing. Investec Click Invest ( www.clickandinvest.com ) is the new online investment management service for individuals with £10,000 or more to invest. Click Invest combines the experience of a team of Investment Managers and over 180 years of wealth management experience with the convenience and ease of an online service, opening the door for individuals who wouldnt usually be able to access traditional wealth management services. Click Invest places a great deal of emphasis on educating and helping individuals make the best decision for them and their money. A range of videos, guides and information are available to investors and potential investors regardless of their investment experience. This includes monthly communications about a clients investment portfolio as well as video updates from Investment Managers to ensure that investors are kept informed about the performance of their portfolio. Individuals can also sign up for a monthly newsletter giving a view into the team behind the Click & Invest service. ** Omnibus Poll conducted amongst 2000 consumers in October 2017 * Figure based on an average job tenure for 18-34 year olds of 3 years and 4 months and a projected retirement age of 68 a 42-year career (42 / 3.36 = 12.51)
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Gumtree UK announces appointment of Matt Barham as General Manager
21-November-2017 - onrec.com
UK Commercial Director appointed General Manager at the UKs largest online classifieds platform Posted in Appointments on 21 Nov 2017 Gumtree, the UKs largest online classifieds platform, has appointed its UK Commercial Director, Matt Barham, to the role of General Manager. In his new role, effective immediately, Barham will lead Gumtrees next phase of growth following the introduction of a new business strategy focusing on delivering best-in-class experience in its key verticals. Since joining Gumtree UKs parent company, eBay Classifieds Group (eCG) over six years ago, Barham has been a core member of the Gumtree leadership team during a crucial period of the brands exciting evolution. In this time, he has gained deep understanding of the business and the UK market more widely, introducing new commercial initiatives including an auto dealer proposition currently growing at 40%, and established Gumtree as a leading UK publisher in Programmatic Advertising. Barham, who joined eCG in 2011, will bring this depth of knowledge to his new role, leading the business at Gumtree to focus on the distinct requirements of its users across different verticals, such as Jobs, Motors, and For Sale. The first phase of this strategy was recently implemented with the launch of a new Jobs from Gumtree proposition. Matt Barham, General Manager of Gumtree UK, said: Gumtree is thriving. Over the last few years the concept of the sharing economy has captured the worlds imagination, but weve been helping people find and trade in the things they love and need for 17 years. With more than a third of the UK population visiting the site each month, we are well positioned for continued growth through our new vertically-focused strategy. Gumtree Motors is already the fastest-growing classified marketplace for motors, and weve just launched our new Jobs for Gumtree initiative. I couldnt be happier to lead the fantastic Gumtree team as we enter this exciting phase. Id like to thank my predecessor, Morten Heuing, for his invaluable contribution to the business during his tenure. Gumtree UKs outgoing General Manager, Morten Heuing, will return to his native Copenhagen to pursue new opportunities, after spending almost seven years with Gumtrees parent company eBay Classifieds Group two years of which was at the helm of Gumtree UK and making a significant contribution to the success of the business.
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Is No Online Presence a Red Flag?
21-November-2017 - onrec.com
The world wide web has become the go-to for need-to-know-immediately information. Many recruiters are now turning to the internet to fill in gaps, ease concerns, or confirm their suspicions about job candidates. For this reason, an online presence is becoming increasingly important when considering talent. Posted in News archive on 21 Nov 2017 Online involvement in professional groups, social media engagement, and even personal profiles provide valuable insight into a candidate, such as soft skills, passion, industry knowledge, social capacity, and much more. In fact, of the 1,600 recruiters and HR professionals assessed in the 2016 Jobvite Recruiter Nation Report , 87 percent said they look at LinkedIn profiles first when they get an application. Others (67 percent) also scour Facebook profiles for questionable content. These days, the absence of an online presence is nearly as damaging as negative content surfacing in a search. However, what you look for and where you search for that information is vitally important when sourcing top talent. Heres what medical sales recruiters are looking for online to place high-performing candidates and how you can use these tips to find similar success: 1. The Real Candidate Most candidates use their social media profiles in a less professional way than how they present application materials. This means you can learn other details about who they are as a person beyond work skills and experience, including hobbies and interests outside the office. By scouring online profiles, you will uncover important aspects of the candidates personality that cannot be seen on paper, such as how they interact with others. This information can help determine whether or not to reach out to a candidate. This is one of many reasons why 76 percent of recruiters in our study, Heres What Medical Sales Recruiters Want , said they first perform online research before making contact. 2. Character References Its important to learn how a job candidate presents themselves in their day-to-day life. Going beyond their professional background and discovering their true character also reveals useful insight. One way to accomplish this is through LinkedIn recommendations. While its true the candidate has the final say whether or not the feedback appears on their profile, they are not able to edit any of the content. So, the recommendations are the actual sentiments of the people who wrote them. Also search for consistency in their social media posts. For example, most job seekers take care to post only professional content to LinkedIn, but they might post questionable content on their other profiles, where they think recruiters arent looking. Candidates who post inappropriate material are likely to transfer those sentiments to the workplace. This is not someone you want to place. In fact, our study found 88 percent of recruiters surveyed said they dismiss a candidate from consideration if they find negative content online. 3. Social Involvement In an era where a positive company culture is at the heart of organizational success, its essential you place candidates who youre confident will get along well with others. When job candidates are involved in their communities, this not only demonstrates a willingness, but also a desire to interact with others. Group membership and participation in networking functions arent the only ways professionals share their time and reveal their passions. For instance, if a candidate coaches a youth sports team or volunteers, such involvement demonstrates organization and time management skills. A willingness to get involved and make a positive impact in the lives of others reveals someone who would be a a true team player if brought on board. While traditional application materials are an important means of assessing professional ability and experience, gleaning job seeker information through their online presence provides valuable insight into who they really are. This will help you better place well-rounded, top-quality candidates. What candidate information do you look for online? Let us know in the comments! BIO : Karyn Mullins is the Executive Vice President and General Manager at MedReps , a job board which gives members access to the most sought after medical sales jobs and pharmaceutical sales jobs on the Web.
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The CIPD reports its gender pay gap
21-November-2017 - onrec.com
The CIPD, the professional body for HR and people development, has today published its gender pay gap data in line with new government regulations. Based on the UK Governments methodology, which came into force in April 2017, the CIPD is reporting a mean gender pay gap of 14.9% and a median gender pay gap of 10.8%. Posted in News archive on 21 Nov 2017 Company Profile CIPD View profile » The CIPDs analysis of its gender pay gap found it is being driven by the following factors: The CIPD has a predominantly female workforce, made up of 332 individuals: 69% female and 31% male. There are more women than men at every level of the business, yet over half of female employees, 53%, are in the lower and lower middle pay quartiles compared to 55% of male employees holding roles in the upper middle and upper pay quartiles. As a smaller organisation, small fluctuations in the workforce can have a significant impact on the CIPDs gender pay gap. For instance, if the CIPD were to have a female instead of a male chief executive, the overall mean gender pay gap would drop from 14.9% to 9%. Also because of the higher proportion of women in the workforce, if the CIPD were to employ more men in the lower pay quartiles, while keeping the overall number of staff constant, this would reduce the gender pay gap. In order to reduce the gap, the CIPD is focusing on three priority areas for action: Introduce gender pay gap analysis into management processes We will build gender pay gap analysis into the tools that our department heads use when they complete their annual pay reviews. These tools will also be applied to address any possible bias at the point of recruitment right through to conversations about salary and progression opportunities within the CIPD. Tackle the gender imbalance As an equal opportunities employer, we firmly believe in appointing the best candidate for the role, regardless of their gender or other factors. However, we will explore how we can attract more men into our organisation in order to create a more even gender balance at every level of the CIPD. Champion flexibility for all Flexible working is an important part of our culture at the CIPD. We will continue to actively encourage and advocate flexible working across our organisation, to enable our people to achieve their full potential while balancing the demands of their role with commitments outside of work. Peter Cheese, Chief Executive of the CIPD, said : Real progress on workplace fairness and inclusion will come when organisations more consistently gather and act on their workforce data and insights. We welcome the opportunity to explore and publish our gender pay gap in line with the new reporting requirements as part of our journey as an employer, and in support of our wider work on workplace inclusion. The analysis of our data confirms that the CIPD pays men and women equally for doing equivalent work. Our gender pay gap exists largely because we have a greater number of women in the workforce with a higher proportion in our lower level roles. Flexible working is a huge part of the CIPD culture and we are pleased that so many of our people are able to work in a way that supports their commitments outside of work while enabling them to progress in their careers. However, there are steps we can take to ensure all women and men can work flexibly and still have every chance to develop in their roles. We already have a good balance of men and women in the more senior roles, but we will continue to support and encourage women into higher levels of responsibility whilst also looking at how we can continue to monitor the gender balance across our organisation. We are committed to reducing our own gender pay gap while continuing to advocate fairer, more inclusive workplaces in the wider world of work. The CIPDs full gender pay gap data and supporting narrative can be found here: https://www.cipd.co.uk/about/who-we-are/cipd-gender-pay-gap-report The CIPD has created a Gender Pay Gap Reporting guide to help its members and wider HR community to understand and act on the new government requirements: https://www.cipd.co.uk/knowledge/fundamentals/relations/gender-pay-gap-reporting
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Randstad Germany chooses Connexys by Bullhorn to support its growth strategy
21-November-2017 - onrec.com
Germanys largest recruiting agency, Randstad Germany, has chosen Connexys by Bullhorn as the recruitment software partner to support its future growth strategy. Posted in News archive on 21 Nov 2017 Company Profile Bullhorn View profile » Randstad Germany will use Connexys by Bullhorn, built on Salesforces Force.com platform, to optimise the speed and quality of its consulting services. In cooperation with its partner ecosystem, Connexys provides a solution which allows for a high degree of flexibility and facilitates a growth strategy that will enable Randstad to meet the evolving needs of its customers, candidates and employees. Michael Eckhardt, Director of IT at Randstad, elaborates on the decision to choose the Connexys solution: Our aim was to create a well-aligned, efficient and digitalised service, while giving our staff more time to focus on strategic tasks. As Connexys has a strong vision based on leading technology, we expect to be able to provide an even more professional candidate, employee and customer experience. We know which qualifications companies are looking for and we always want to be one step ahead. Randstad Germanys objective was reaching a high level of transparency and alignment within the organisation, he adds. Connexys offers access to all data anywhere and at any time, frictionless integration of various interfaces and, furthermore, a self-explanatory, transparent handling. Bullhorn International Executive Vice President, Corporate Development and International, Peter Linas is proud that Randstad chose Connexys: Bullhorn is excited to team up with Randstad Germany and support its aggressive growth initiatives. This partnership expands Bullhorns relationship with Randstad around the globe and reflects our commitment to providing flexible solutions to the worlds largest recruitment enterprises. Ruud Claasz Coockson, Regional Sales Director DACH at Bullhorn, further commented: We are able to support Randstad Germany thanks to the great cooperation across our ecosystem partners, Salesforce, and in-market German Personnel, and were looking forward to partnering with Randstad as they achieve their strategic growth objectives. www.bullhorn.com
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New graduates keeping the lights on
21-November-2017 - onrec.com
Posted in News archive Eighteen graduates have started essential jobs in their communities, keeping the lights on. on 21 Nov 2017 The graduates are filling key roles with Britains biggest electricity distributor, UK Power Networks and with its commercial division, UK Power Networks Services. UK Power Networks employs 5,700 staff to deliver electricity to more than eight million homes and businesses while UK Power Networks Services designs, builds and maintains private electrical networks for clients in defence, rail, airports and other industries. Competition for the popular training programme was as fierce as ever. A total of 1,600 applications were received, resulting in nearly 90 graduates chasing every position. The new recruits will be working as graduate quantity surveyors, project managers, electrical design engineers, innovation engineers, connections project design engineers and in technology-based roles in locations across London, the East and South East. Over the next two years they will receive technical training, work placements, leadership development and support from directors, mentors and buddies. They also run events for their own alumni of graduates and undergraduates in the first four years with the company. Chris Degg, Director of Human Resources at UK Power Networks, said: Graduates fill key roles as technical experts and future leaders within our business at a time of rapid and exciting change. We are establishing a pipeline of talented individuals including graduates, apprentices and external recruits from the market place, as well as developing our own staff with the skills needed to ensure that we continue to supply safe, secure and reliable electricity to millions of homes and businesses. With 41% of its technical workforce aged over 50 UK Power Networks needs graduates with specialist engineering and business skills to fill essential roles in the electricity distribution industry. The selection process is rigorous and involves aptitude tests, video interviews, an assessment centre and face-to-face interview. For more information about graduate jobs visit http://www.ukpowernetworkscareers.co.uk/ .
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New white paper explains how to combine Talent data for strategic gain
21-November-2017 - onrec.com
Organisations can enhance their talent management practices and transform their success by combining and utilising employee data from assessments, performance reviews, engagement surveys, exit polls and other measures, according to a new white paper from international assessment specialist cut-e. Posted in News archive on 21 Nov 2017 Company Profile cut-e View profile » Called Achieving productivity and engagement through data-driven talent decisions , the white paper examines how HR, talent and recruitment teams can utilise the employee data that is collected at each stage of the talent management lifecycle, including selection, onboarding, ongoing development, succession planning and performance management. Many employers collect relevant data at different stages of the talent management lifecycle but few join it all up to gain a data-driven talent advantage, said Dr Achim Preuss, Chief Technology Officer at cut-e. As a result, their talent interventions are too often tactical rather than strategic. This white paper explains how to convert your big data into smart talent data. Doing this will help you to recruit the right people, manage and develop your talent more effectively, enhance employee engagement and boost retention, because youll be making talent decisions based on proven evidence, not hunches or guesswork. The white paper outlines what data is available at each stage of the talent management lifecycle - and it offers advice on how this data can be used to improve talent decision making. For example, identifying the skills and attributes that differentiate top performers from average performers in each role can help you to create a success profile of an ideal employee. In your selection process, you can then check the suitability of each candidate by matching them against this profile. By utilising your employee data, you can not only transform your talent management practices, you can also build and fine-tune predictive talent analytics algorithms, said Dr Preuss. These will help you to adjust your talent strategy to suit the changing dynamics and opportunities in your market. Integration is key to this. If you can connect your different systems - such as your Applicant Tracking System, your HR system and your performance management system - so that data can move seamlessly between them, it becomes much easier to mine, compare and use employee data in ways that werent possible before. The white paper includes case examples illustrating how leading employers - such as Dell, easyJet and Norwegian consumer electronics retailer Elkjøp - are benefiting from data-driven talent decision making. Regardless of what your organisation actually does, smart talent data can transform the success of your business, by giving you a better understanding of your employees, said Dr Preuss. The ability to make fair and objective data-driven talent decisions will help you to differentiate your employer brand and recruit individuals who will stay longer, be more engaged and wholl perform better. Thats transformational because it leads to higher customer satisfaction and stronger business performance. cut-es new white paper Achieving productivity and engagement through data-driven talent decisions can be freely downloaded from www.cut-e.com/white-paper-data-driven-talent-decisions
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Job hunting is the last taboo - Global research by Indeed
21-November-2017 - onrec.com
In an age of status updates and sharing our lives on social media, looking for a new job remains a taboo subject, according to research by the worlds largest job site Indeed. Posted in News archive on 21 Nov 2017 Company Profile Indeed View profile » Global study into the private nature of job search reveals two thirds of job seekers live in fear of others finding out they are looking for a job Analysis by the worlds largest job site Indeed reveals half of us dont even tell our partner when applying for a new role Personal relationships are the most popular topic for sharing online, with job seeking and personal finance the most off-limits In an age of status updates and sharing our lives on social media, looking for a new job remains a taboo subject, according to research by the worlds largest job site Indeed . The study, Privacy of Job Search , surveyed 10,000 job seekers and found that two thirds (65%) worry that others will find out they are looking for a new job. Indeed commissioned the study in nine countries to spotlight individuals concerns about the job search process. After family and health, a job or career is one of the most important aspects of a persons life. The results reveal global patterns of anxiety, triggers for these fears and how deeply personal and private job search is, with variations by country. The research found that discussing job search on social media is one of the last taboos. A quarter of job seekers (24%) worldwide ranked their quest for a job as the topic they are least likely to share online. Only personal finances ranked as an equally off-limits topic. By contrast personal relationships were the most popular subject for sharing on social media, with nearly a third (31%) of people ranking this as the topic theyre most likely to talk about online. Yet such candour did not always apply within real-world personal relationships. Researchers found that fear breeds secrecy in the application process: half (50%) of job seekers wouldnt tell a partner when applying for a role. People aged 55+ are the most tight-lipped of all, with 60% of job seekers in this cohort keeping their job applications hidden from a partner Globally, UK job seekers were the most secretive, with just 37% telling their partner when they apply for a new job. The French were only a little less reticent (41% would tell their partner), while at the other end of the scale the Dutch were the most open, with 61% of them happy to discuss their job applications with their other half. Job seekers anxiety at the prospect of others finding out about their search was common but not universal. The Dutch once again emerged as the most laid back, with nearly two thirds (62%) declaring themselves unconcerned by the thought. Thats more than twice as relaxed as the French (where just 24% were unconcerned), Irish (26%), Canadians (27%), Australians (28%) and Brits (31%). This is driven by a mixture of practical and more personal fears. Worldwide, 40% of those looking for a new job worry their employer will find out, a third (34%) fret they may not get the role, and a fifth (20%) are afraid of feeling a failure. The desire for secrecy triggers strong emotions among those trying to change job. Two thirds (64%) said they feel anxious when searching for a new job, half (50%) feel secretive and a third (33%) even feel like they are leading a double life. Paul DArcy, SVP, Marketing at global job site Indeed , comments: The power of the internet has revolutionised the way we search for jobs, but not our attitude to job seeking. While many of us routinely share details of our lives and loves on social media, looking for a new job remains an intensely personal activity. There are practical reasons for this few of us would want our current manager to know we are looking to leave, so it makes sense to be circumspect. In an age of oversharing, and with growing distinctions between your personal and professional self, job seeking is one of the last taboos. After family and health, our career is one of the most important aspects of our lives. But while we are keen to share the good news when we land that new job, most of us prefer to keep our job seeking journey secret. DArcy concludes: At Indeed, we have spent 13 years understanding job seekers: their motivations, behaviours and even their fears around job search. Our new study confirms that even in 2017 job seekers want a simple, fast and private experience. It is crucial that the recruitment industry understands and delivers to this very human side of hiring. Professor Paul Dolan, Behavioural Economist at London School of Economics (LSE) also commented: These findings reveal the anxiety faced by many of those seeking employment. They also suggest a higher-level concern for status and the need to be seen by others as successful. Admitting that we are looking for a job means exposing others to our potential success or failure. To avoid embarrassing ourselves, we choose to hide our searches. Paradoxically, it may be far more useful, for ourselves and for others, to highlight failures when they occur. He added: If we only ever see those around us succeed we start to think we are the only one who fails, we do not learn from others experiences, and we raise what we consider to be the average standard of success to unattainable levels that are bound to make all of us feel inadequate. This only holds when sharing with people outside of work though, of course, since it makes good sense to conceal your job search from bosses and colleagues.
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Hammond suffers pre-Budget headache after borrowing rise
21-November-2017 - dailymail.co.uk
The Chancellor is under huge pressure to ditch his 'Eyore-ish' attitude and deliver an upbeat and gaffe-free vision for Britain if he wants to hang on to his job.
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What is an Isa? We explain how to pick the best for you
21-November-2017 - dailymail.co.uk
Isas used to be so simple. Now there are new Isas popping up all over the place with ever-more complexity. So we go back to basics and explain what they are and what they're good for.
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Global Regulators Rethinking of Risk Assessment Welcomed by Large Insurers
21-November-2017 - insurancejournal.com
Global regulators are rethinking how to assess risks in big insurance companies, marking a shift that could make life easier for the industry. The Financial Stability Board said on Tuesday it could take a different approach to assessing risk which
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Disney-Pixar animation executive Lasseter takes leave after ´missteps´: memo
21-November-2017 - reuters.com
(Reuters) - Walt Disney Co executive John Lasseter, who heads animation at both Disney and Pixar, told company staff on Tuesday he was taking a six-month leave of absence following what he called "missteps" including unwanted hugs that made employees uncomfortable, according to a memo seen by Reuters.
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Can´t programme?
21-November-2017 - bbc.com
After creating her own app without knowing how to programme, Tara Reed is teaching others to do the same.
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UK space firms ´missing out on contracts´ amid Brexit uncertainty
21-November-2017 - bbc.com
Companies are being excluded from contract bids for the EU's Galileo space programme because of Brexit uncertainty, according to the Royal Aeronautical Society's Simon Henley.
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´Outsourced´ workers seek better deal in landmark case
21-November-2017 - bbc.com
Staff hired out by a facilities company are going to tribunal for better pay, holidays and pensions.
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UK firms ´excluded´ from space contracts by Brexit
21-November-2017 - bbc.com
Aerospace firms also warn if the UK leaves the EU without a deal it will be "chaotic" for the sector.
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How to open an business savings account and the best rates
21-November-2017 - dailymail.co.uk
Whether you are a sole trader, a start up or a more established business, if you have any extra cash its worth making the most of it by tucking it away in a decent savings account.
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4K TV: Should you get one this year? Heres how to decide
21-November-2017 - usatoday.com
TVs are among the most advertised product during the holiday shopping season. Should you get a higher-end 4K TV this time around? We investigate.
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Tax planning: Do you qualify for an IRA deduction in 2018?
21-November-2017 - usatoday.com
It depends on the type of IRA, your income, and your employment situation.
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Resumes: The best references to give on a job application
21-November-2017 - usatoday.com
The groundwork for these references should be done ahead of time, before you even think about applying for a job.
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Best Agencies to Work For Southeast: Frank H. Furman Silver
21-November-2017 - insurancejournal.com
As a Florida-based agency, employees at Frank H. Furman understand the value of insurance and the important role they play as advisors. And they say the companys team-focused and supportive environment motivates them to go above and beyond for their
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Insurers Asked to Pay $90 Million to Settle Shareholder Claims Over Fox News Sexual Harassment
21-November-2017 - insurancejournal.com
Twenty-First Century Fox Inc. has reached a $90 million settlement of shareholder claims arising from the sexual harassment scandal at its Fox News Channel, which cost the jobs of longtime news chief Roger Ailes and anchor Bill OReilly. The settlement,
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Florida Puts Workers Comp Carrier Guarantee Insurance In Receivership
21-November-2017 - insurancejournal.com
Florida insurance regulators have placed workers compensation carrier Guarantee Insurance Co. in receivership due to inadequate reserves. According to documents from the Florida Office of Insurance Regulation (OIR), the company was materially under-reserved at year end 2016 and consented to
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Best Agencies to Work For West: Wood Gutmann Silver
21-November-2017 - insurancejournal.com
One can say the managers of Wood Gutmann Bogart Insurance Brokers have made a long-term commitment to their workers. Employee engagement is a term Kevin Bogart, CEO of the firm, almost couldnt use enough. I cant tell you anything
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Best Agencies to Work For South Central: Insgroup Silver
21-November-2017 - insurancejournal.com
Prepared for the Future Even before its offices were inundated with 10 feet of water by Hurricane Harvey, Insgroups employees were proclaiming the agencys virtues and lobbying for its inclusion as an Insurance Journal Best Agency to Work For. But
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The Carlyle Group to Acquire Dallas-Based BenefitMall
21-November-2017 - insurancejournal.com
The Carlyle Group, a global alternative asset manager, is acquiring Dallas-based BenefitMall, a provider of employee benefits and payroll services to small and medium sized businesses across the U.S., from an investor group led by Austin Ventures. The transaction is
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Best Agencies to Work For Midwest: Esser Hayes Insurance Group Silver
21-November-2017 - insurancejournal.com
A Mission to Attract and Retain Quality People One of the hallmarks of Esser Hayes Insurance Group is that its employees tend to stick around for a long, long time not because they have to but because they find
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21st Century Fox in $90 million settlement tied to sexual harassment scandal
21-November-2017 - reuters.com
(Reuters) - Twenty-First Century Fox Inc has reached a $90 million settlement of shareholder claims arising from the sexual harassment scandal at its Fox News Channel, which cost the jobs of longtime news chief Roger Ailes and anchor Bill O'Reilly.
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The new University Challenge: Justify top fees as only half of graduates get graduate-level jobs
20-November-2017 - onrec.com
on 20 Nov 2017
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Inside the Government´s quarrels about how to fix the housing crisis
20-November-2017 - telegraph.co.uk
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Best Agencies to Work For Southeast: LassiterWare Gold
20-November-2017 - insurancejournal.com
LassiterWare employee praise of the agency they say is the Best to Work for in the Southeast increased so much this year, the company was selected as Insurance Journals 2017 Best Agency to Work For Gold Award winner in the
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Best Agencies to Work For Midwest: Gibson Gold
20-November-2017 - insurancejournal.com
Where Every Employee Is an Owner As one employee stated: This is not a great place to work Gibson is the BEST place to work. Thats the sentiment expressed by numerous employees at Indiana-based Gibson, which was selected as
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Best Agencies to Work For South Central: BKCW Gold
20-November-2017 - insurancejournal.com
The Place to Work for Insurance Veterans and Newbies Alike Employees at BKCW say theres a lot to like at the Central Texas-based insurance agency, including its hiring practices, its friendly culture, its leadership, its outstanding reputation and its growth-with-balance
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Father And Son in California Sentenced in $400K Workers Comp Scheme
20-November-2017 - insurancejournal.com
Jaime Rosario Del Real, 61, and son Israel Del Real, 37, have both pleaded guilty to four felony counts for their role in a $400,000 insurance fraud scheme denying workers compensation insurance and medical care for injured workers. The father
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Bickmore Adds Portello in Northern California
20-November-2017 - insurancejournal.com
Bickmore has named William Portello has joined the Sacramento, Calif. He will serve as the director of litigation management and will oversee the litigation management team and assist pool members throughout California with developing contract requirements and provide employment practices
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Minnesota Settles with 13th Life Insurance Company Over Unpaid Claims
20-November-2017 - insurancejournal.com
The Minnesota Commerce Department has reached a settlement agreement with a major life insurance company that owed money to Minnesotans for unpaid insurance policies, annuity contracts and retained asset accounts. The settlement with the American International Group (AIG) represents the
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New Yorks Mackoul & Associates is a Business About People
20-November-2017 - insurancejournal.com
Working toward joining the Minor Leagues as an umpire to becoming the CEO of an insurance agency may seem like a big career change, but for Ed Mackoul, CEO and president of Mackoul Associates Inc. in Island Park, N.Y.,
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Adzuna comment on ONS Labour Market Stats
20-November-2017 - onrec.com
Doug Monro, co-founder of Adzuna Posted in Opinion on 20 Nov 2017 Company Profile Adzuna View profile » Just in time for Christmas, jobseekers and employees are beginning to see UK wages pick up speed. Average weekly earnings for employees increasing by 2.2% shows the tide is turning on salaries. In keeping with a low unemployment and steady inflation rate, there is festive cheer being spread among the labour market as pay rises have become a priority to boost productivity and staff morale. Christmas has come early for train drivers in particular, following reports they have agreed a 28% pay rise to end Southern Rail strikes. We hope to see this ripple effect spread throughout the labour market as strong demand for fairer pay packages mounts, following Living Wage Week recently. With rising food prices still lagging behind salaries, household incomes will continue to be squeezed at present, but we hope to see the gap shrink in the coming year. UK labour market: November 2017 Estimates from the Labour Force Survey show that, between April to June 2017 and July to September 2017, the number of people in work fell slightly, the number of unemployed people also fell, and the number of people aged from 16 to 64 not working and not seeking or available to work (economically inactive) increased. There were 32.06 million people in work, 14,000 fewer than for April to June 2017 but 279,000 more than for a year earlier. The employment rate (the proportion of people aged from 16 to 64 who were in work) was 75.0%, down slightly compared with April to June 2017 but up from 74.4% for a year earlier. There were 1.42 million unemployed people (people not in work but seeking and available to work), 59,000 fewer than for April to June 2017 and 182,000 fewer than for a year earlier. The unemployment rate (the proportion of those in work plus those unemployed, that were unemployed) was 4.3%, down from 4.8% for a year earlier and the joint lowest since 1975. There were 8.88 million people aged from 16 to 64 who were economically inactive (not working and not seeking or available to work), 117,000 more than for April to June 2017 but 20,000 fewer than for a year earlier. The inactivity rate (the proportion of people aged from 16 to 64 who were economically inactive) was 21.6%, higher than for April to June 2017 (21.3%) but down slightly from a year earlier. Latest estimates show that average weekly earnings for employees in Great Britain in nominal terms (that is, not adjusted for price inflation) increased by 2.2% both including and excluding bonuses, compared with a year earlier.
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ONS employment figures: EU nationals aren´t taking risks on looking for new jobs | CV-Library
20-November-2017 - onrec.com
Lee Biggins, founder and managing director of CV-Library, in reaction to today's ONS labour market statistics: Posted in Opinion on 20 Nov 2017 Company Profile CV-Library.co.uk View profile » This months ONS employment figures paint an interesting picture. Unemployment has fallen and a key driver of this is the fact that more people are choosing to stay put due to ongoing uncertainty around Brexit. In fact, our own data found that while advertised vacancies increased by 12.2% in the same period, application rates are not keeping pace. Its clear that people arent taking risks on looking for new positions. EU citizens, in particular, are nervous about changing jobs, mainly because they hope for company loyalty if theyre negatively impacted by Brexit. The government has said that it is already taking steps to protect these individuals rights after Brexit and this should be made a priority. There are nearly 3 million EU nationals working in the UK and they play an important part in boosting the nations economy.
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UK workers too cautious to ask for pay rises, says new Bank of England guru Dave Ramsden
20-November-2017 - telegraph.co.uk
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The best man for the job? Recruitment ads plagued by unconscious gender bias says study
20-November-2017 - onrec.com
Employers and recruiters across the UK are putting their diversity at risk by unconsciously using gender-biased language in job adverts, according to the largest ever study on the language of UK recruitment. Posted in News archive on 20 Nov 2017 Company Profile Totaljobs View profile » Largest ever study of UK job adverts highlights widespread use of gender-coded language' Male bias worsens in search for senior, board-level roles Totaljobs launch language decoder to help employers avoid words that put off candidates on basis of their gender Employers and recruiters across the UK are putting their diversity at risk by unconsciously using gender-biased language in job adverts, according to the largest ever study on the language of UK recruitment. Released today by leading job board totaljobs, the study reviewed 76,000 UK jobs adverts over a six-week period and highlighted how employers unwittingly bias their hunt for talent by using gender-biased language in job descriptions. Totaljobs analysis found 478,175 female and male biased words used throughout the job ads, or an average of 6 gender-coded words per advert. The findings have been released to launch the totaljobs Gender Bias Decoder , a tool allowing both employees and employers to scan documents such as CVs, job descriptions and even emails for any unintended bias. With employers and recruiters of all shapes and sizes committed to promoting diversity, its hoped the initiative will allow businesses to get a head start in tackling a possible gender imbalance before Gender Pay Gap reporting is implemented in April 2018. North American research from The University of Waterloo and Duke University previously identified a list of terms that were systematically male and female gender-coded, such as those associated with gender stereotypes, and proved their impact on the American recruitment landscape. Using these terms totaljobs analysed 76,929 job adverts over a six week period to assess their use and prevalence within the UK recruitment sector . Most commonly used male-biased words in UK job descriptions Lead 70,539 mentions Analyse 35,339 mentions Competitive 23,079 mentions Active 20,041 mentions Confident 13,841 mentions Most commonly used female-biased words in UK job descriptions Support 83,095 mentions Responsible 64,909 mentions Understanding 29,638 mentions Dependable 16,979 mentions Committed 13,129 mentions The job description that used the most male-coded words (67) in its description was a Senior Revenue Manager whilst the most female-biased job advert was for a 'Residential Worker' (46) followed closely by 'Nursery Nurse' (44 mentions). Double-glazing the glass ceiling? The research also found that job descriptions for senior positions were more likely to have an unconscious male-bias. For example, job ads looking for positions including the title 'Director' and Partner showed a 22% skew towards using male-biased language. Head 1,013 jobs (50% male bias / 36% female bias) Director 582 jobs (55% male bias / 32% female bias) Partner 320 jobs (52% male bias / 34% female bias) Chief 45 jobs (64% male bias / 36% female bias) The data also suggests gender bias sets in at a relatively junior level. Whilst roles including 'senior' 'junior' both skew slightly towards male-biased language (48% / 39%), job titles that include the phrase 'assistant' lean more towards female-biased language (28% / 58%). Looking at individual industries, consulting (68%), sales (63%) and IT (52%) are the sectors most likely to bias adverts for 'senior' roles with male-coded language. Social care is the sector most likely to use female-biased language in its efforts to fill senior vacancies. The Men of Science When looking at individual sectors, certain industries are more prone to biasing their search for candidates and undermining their efforts to champion diversity as a result. For example, in spite of a range of STEM initiatives designed to get more women into roles in science, roles in the sector are still the most likely to use male-coded language according the 677 job descriptions the study analysed. 62% of adverts for roles in science used male-biased language, compared to just 28% that used female. By contrast, social care was the sector most likely to use female-coded language when the 1,687 jobs from this sector were analysed, closely followed by vacancies in the sport & fitness sector. Other industries that showed particular bias include: Education 1,772 jobs (67% female bias / 25% male bias) Customer Service 3,091 jobs (50% female bias / 35% male bias) Marketing 1,947 jobs (52% male bias / 33% female bias) Tech leading the way in the fight for parity Perhaps surprisingly, IT jobs came the closest to providing equality even if only through even amounts of gender bias. Of the 13,000 IT jobs looked at as part of the study, 12% used gender neutral language and male and female gender bias occurred equally with a 44% / 44% split. David Clift, HR Director at totaljobs comments: 'Today we release one of the most comprehensive studies of the language of recruitment ever carried out in the UK. Employers have taken great strides in driving greater opportunities for employees but these findings showcase exactly how much further we have to go to promote diversity and equal opportunity across every sector of the UK economy. It is clear that gender stereotypes in relation to certain roles are so entrenched, the market needs to take action to address this. Only by addressing the unconscious bias that still exists at the very start of a candidate search, can we move towards truly diverse workforces and make inroads in tacking major challenges like the Gender Pay Gap. We hope both recruiters embrace the new Gender Bias Decoder and take the opportunity to do the ground work to help them avoid perpetuating the issues that April's new legislation will seek to address.' Candidates and employers can check their documents for unconscious bias by using the totaljobs Gender Bias Decoder which can be found at: https://www.totaljobs.com/insidejob/gender-bias-decoder/
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British workers more skilled than ever but in the wrong things
20-November-2017 - telegraph.co.uk
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Hiring Hub raises £1.4m to solve recruitments problems
20-November-2017 - onrec.com
Posted in News archive Innovative platform set for growth following investment led by Maven Capital Partners on 20 Nov 2017 Company Profile Hiring-Hub.com View profile » Hiring Hub, an online marketplace that helps companies find and work with trusted recruitment agencies, has raised a £1.4m round of investment led by Maven Capital Partners, on behalf of the Northern Powerhouse Investment Fund. The investment will enable Hiring Hub, which is based in Manchesters Northern Quarter, to further develop its proprietary platform, invest in marketing activity to fuel growth, and strengthen its leadership team with an illustrious line-up of proven specialists. With the goal of putting transparency and trust at the heart of the recruitment process, Hiring Hubs marketplace connects companies to a community of independent recruitment agencies. Employers post their vacancy for free, and set a fee they would be willing to pay an agency if the agency found them a candidate they wanted to hire. Agencies the employer selects can then submit their best candidates allowing the employer to manage their recruitment activity in one place, streamlining what can be a admin-heavy process, avoiding lengthy calls to multiple recruitment agencies, and helping them fill their positions faster. The platform, which boasts some 400 employers including BASF and B M Retail, is proven to reduce time-to-hire to an average of just 20 days, cut recruitment costs, and improve quality of hire. It uses historic performance data to rate and rank the recruitment agencies within its community, and is developing an AI solution to improve its recommendation engine and give employers greater market insights. The UK recruitment industry itself is vast, valued at £35bn in 2015/16, and has fragmented dramatically in recent years with some 11,000 independent recruitment agencies with fewer than ten employees now operating. Hiring Hub aims to consolidate this supply chain to better enable those small recruitment agencies to compete with the larger firms, using the aforementioned data and reviews to help employers navigate the market to quickly find the right agency in the right moment. Founded in 2010 by CEO, Simon Swan, and Sara Jones who exited the business in 2016 Hiring Hub has recruited a dynamic Board and leadership team with a blend of technology, marketing, financial, and commercial experience. This includes: James Kydd, ex-Virgin Brand and Marketing Director; Interim CFO Pete Wade, formerly of eBay in San Francisco; CTO Anna Dick, whos led teams at Moneysupermarket, On The Beach, the BBC and Co-op; and ex-Laterooms Marketing Director Georgina Crosswell. Hiring Hub were advised on the investment by Sam Mabon, Partner at Brabners LLP, and Sam Davies, Director at Knight Corporate Finance. Simon Swan, CEO at Hiring Hub, said: Recruitment was the original people business, yet nowadays it feels increasingly impersonal and commoditised, which has led to recruitment agencies being viewed as a necessary evil rather than professional advisors that deliver a valuable service. At Hiring Hub, were using technology to enable better relationships between employers and agencies, and address many of the industrys core issues. This Maven understood, and with the market shifting towards smaller, independent agencies who now represent over 80% of the supply chain Hiring Hub is well-positioned to challenge the bigger brands while helping companies find the talent they need faster, and at a lower cost through specialist suppliers, rather than a large, traditional recruitment agency that deliver a slow, expensive, and commoditised service. Gavin Bell, Investment Manager at Maven, said: We are delighted to invest in Simon and Hiring Hubs innovative technology platform. With a strong board and entrepreneurial team, we believe that the business is well-positioned for rapid expansion as it disrupts this growing market. NPIF investments continue to support innovative businesses like Hiring Hub to fulfil their potential, and we look forward to working with the team. Grant Peggie, Director at British Business Bank, said: Maven has already supported a number of businesses in the North West, and we are pleased to be making a real difference to economies across the Northern Powerhouse region. This latest deal in the Greater Manchester area will provide vital jobs to the city and fuel the growth of an innovative company. www.hiring-hub.com
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Over two thirds of employees feel uncomfortable telling colleagues about taking a sick day for mental health reasons
20-November-2017 - onrec.com
67% of workers do not feel comfortable telling colleagues about taking a sick day for mental health reasons, according to research by Badenoch Clark, part of The Adecco Group UK and Ireland. Posted in News archive on 20 Nov 2017 The Breaking boundaries: Mental health and the failings of the UK workplace report, launched today, reveals that this number rises to a worrying 72% in the private sector. These findings are unsurprising, considering that a shocking 29% of workers think their employer would frown upon mental health issues as a valid reason to be off work. Whats more, when asked about the top reasons for thinking twice before taking a sick day to focus on their mental health, over half (59%) said that they are worried that people will view them negatively and 40% do not want to deal with peoples prejudice. Guy Emmerson, Senior Vice President of Badenoch & Clark, said : Despite there being no legal difference between taking a day off work for mental health reasons compared to physical illness, this clearly doesn't translate into practice. The majority of employees still don't feel able to call in sick to focus on their mental health without worrying that it will negatively affect their career. If companies want to engage their employees and drive business growth, they will actively need to instill positive attitudes and policies towards mental health issues in the workplace. One key element of this is clearly communicating that mental health is a valid reason to take a sick day. Ensuring employees feel supported and know that you care about them as an individual will pay back dividends in terms of employee productivity and retention. The finding that 18% of employees have already left a job because of a lack of understanding towards mental health at work, echoes last months research by the government which found that up to 300,000 people with long-term mental health problems leave their jobs each year. Worryingly, the Breaking Boundaries report also found that 11% are considering leaving their employment right now and a further 15% have considered it, and would quit were it not for their mental health condition. A significant majority of employees (89%) more likely to accept a job at a company or recommend their employers to friends and family if they did more to promote a positive attitude towards mental health. So now more than ever theres a clear incentive for businesses to improve practices around mental health. Emmerson continues: As the war for talent wages on in the UK, businesses cannot afford to rest on their laurels with their approach to mental health in the workplace. Not only because a lack of understanding around mental health can drive employees to quit or contemplate leaving their jobs, but more importantly because a positive attitude towards it can be a real competitive differentiator for employers when it comes to attracting and retaining talent. Interestingly, the research also found that more men (52%) than women (44%) feel discriminated against because of mental health issues, revealing a long-standing stigma when it comes to men discussing their emotions in the workplace. Almost half (48%) of men have either already left a job, are considering leaving a job or have considered leaving their job, but cant because of their condition, because of lack of understanding around attitudes towards mental health, compared to 41% of women. www.badenochandclark.com
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Hedd responds to Panorama student loans investigation
20-November-2017 - onrec.com
Prospects Higher Education Degree Datacheck (Hedd), the higher educations official system for candidate verification and university authentication in the UK, has responded to Panoramas student loans investigation. Posted in News archive on 20 Nov 2017 Company Profile Prospects View profile » The investigation showed how faked qualifications are enabling students to enrol on degree courses at private colleges, paid for by taxpayer-funded student loans. Responding to the investigation, Jayne Rowley, Chief Executive of Prospects said: We must stop bogus students enrolling in the first place and exploiting the system. Application fraud can easily turn into academic fraud with purchased or plagiarised assignments. Fraudulently obtained degrees could then be used to enter postgraduate study or the work place putting the reputations of businesses and universities at risk. This also jeopardises the prospects for genuine students and graduates seeking jobs or further study if they lose out to fraudsters. Unscrupulous agents will look for weak points in the system, and colleges without clearly defined policies will be ripe for exploitation. Colleges and universities need to have robust and clearly visible fraud guidelines as part of their admissions policies and they must be prepared to take action against what is criminal activity. Admissions offices must verify the qualifications of every applicant with the awarding body. Certificates are easily faked or fraudulently obtained, so should not be taken at face value. Trust the data, not the paper. Prospects has provided the degree fraud investigation service on behalf of the Department for Education since 2015 and has produced a free toolkit for education providers, explaining how to institute robust policies to prevent and combat fraud. For further information visit www.hedd.ac.uk
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Aon Health Survey shows just 4% of employers dont see a direct correlation between employee health and performance
20-November-2017 - onrec.com
Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE: AON), says that its 2017 Health Survey shows 96% of employers see a direct correlation between employee health and performance. Posted in News archive on 20 Nov 2017 95% are concerned about the current and future issues of employee mental health 43% say their biggest future concern is an ageing workforce 96% of organisations recognise a direct correlation between employee health and performance 96% either agree or strongly agree that they are responsible for improving employee health behaviour 77% are looking to improve on existing health and wellbeing programmes in the next 12 months Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE: AON), says that its 2017 Health Survey shows 96% of employers see a direct correlation between employee health and performance. The survey of 200 UK organisations also shows that health and wellbeing is rising up the corporate agenda, with 96% of employers either agreeing or strongly agreeing that they are responsible for improving employee health behaviours. Indeed, 77% are looking to improve on their existing health and wellbeing programmes in the next 12 months. Interestingly, although employee physical health is important to employers, they are also looking to strike a balance between what are becoming the four widely accepted core pillars of health and wellbeing Emotional, Physical, Social and Financial. Physical and Social Wellbeing programmes are the most commonly adopted strategies, although Aon believes this may be partly attributable to longer standing workplace initiatives such as health safety, occupational health or community/charitable projects forming the backbone of a strategy. Aons survey suggests employers will continue to develop and refine these programmes in the year ahead. The survey also showed that 43% of employers are looking to evolve their emotional health offering to support mental health issues further. this is showing high levels of considered activity and is no doubt fuelled by the widespread media coverage on this issue in the last couple of years. A significant 53% of employers are looking to improve the support available to employees through financial wellbeing initiatives, recognising the importance of this maturing theme in its own right but also perhaps acknowledging the established links between financial, emotional and physical wellbeing. Mark Witte, head of healthcare & risk consulting at Aon Employee Benefits, said: Employers have never paid so much attention to employee health. This is understandable when the vast majority recognise its impact on company performance. But a combination of social and economic issues has made it even more relevant than it was before. Issues include escalating healthcare costs, a continued shift away from the state for the health and welfare burden, increased awareness of the impact of underlying poor health behaviours, increasingly diverse and multigenerational workforces, and escalating debt and emotional pressures. The concerns of employers are many, but - across the board - mental health is seen as the top current concern on their agenda (43%), while physical 33% and lifestyle 33% behaviours follow closely behind. Indeed, 95% of employers are concerned about the current and future issues of mental health. The number one future concern by a significant margin is an ageing workforce (43%) and it will clearly be an area of enormous focus in the coming years. In 2016, Aon conducted its first EMEA Health Survey encompassing the views of over 500 employers across the region. The EMEA survey will be conducted again in 2018 with the aim of alternating this with UK specific data in 2019. In the 2016 EMEA survey, 93% of employers saw a direct correlation between employee health and performance. Download a copy of the UK Health Survey 2017: http://insight.aon.com/UK_2017_UKI_ARS_SURVEY_HealthsurveyDownload?s=Website Download a copy of the EMEA Health Survey 2016: http://insight.aon.com/EMEAHealthSurveyReport
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Unemployment has fallen - commentary from totaljobs
20-November-2017 - onrec.com
By David Clift, HR Director, totaljobs Posted in Opinion on 20 Nov 2017 Company Profile Totaljobs View profile » Todays news marks the latest impressive landmark for employment figures, which have remained stable throughout a year largely defined by uncertainty. Not since 1975 when Margaret Thatcher defeated Edward Heath for the leadership of the Conservative Party have unemployment figures been lower. Data from totaljobs has found that a number of industries are continuing to perform strongly, with the healthcare seeing a 7% month on month increase in job postings. Rarely a day seems to go by at the moment without a major news event threatening stability on the domestic or global stage. However, if 2017 has been a year where few things have remained consistent, one thing we have learnt is that the job market is able to withstand such external pressures.
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Employees Who Steal Dont Win Discrimination Cases but Might Win Defamation Cases
20-November-2017 - workforce.com
Jason Shann worked as the Enterprise Desktop Management Team Leader in the IT department of Atlantic Health System. He also suffered from tinnitus, a crackling and buzzing noises in his left ear caused by an Eustachian tube dysfunction. His tinnitus would flare up unpredictably, and, as it worsened, it caused him to suffer anxiety and depression. As a result, he... The post Employees Who Steal Dont Win Discrimination Cases but Might Win Defamation Cases appeared first on Workforce Magazine .
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The new University Challenge: Justify top fees as only half of graduates get graduate-level jobs
20-November-2017 - onrec.com
Research shows that a third of recent UK graduates earn well below the national average wage, while women are paid less than men six months after graduation Posted in News archive on 20 Nov 2017 Company Profile CIPD View profile » Just half (52%) of graduates are in graduate-level jobs six months after graduation Almost a third (29%) of graduates are on a salary of less than £20,000 six months after graduation, well below the UK average of £28,300 Women on average are paid £21,500 six months after graduation, compared to an average salary of £24,000 for male graduates STEM (Science, Technology, Engineering and Mathematics) graduates are more likely to be unemployed after six months than the average graduate, despite the Government focus on encouraging people to pursue those subjects UK universities should be prevented from charging the maximum level of tuition fees unless they deliver better graduate outcomes, a new report from the CIPD, the professional body for HR and people development, has recommended ahead of the Budget next week. The graduate employment gap: expectations versus reality shows that just half (52%) of graduates secure a graduate-level job six months after they finish their course. The Governments official figure is inflated to 77% by including associate professional and technical occupations such as dancers, choreographers, fitness instructors, youth and community workers, despite the ONS stating that these jobs do not require a degree. The findings call into question the current balance between the Governments investment in university education relative to the investment in the UKs under-funded vocational and adult skills education pathways. The report also shows that the continued focus on boosting graduate qualification rates in the UK appears to have had little effect on productivity, with the UK languishing in sixteenth place in GDP per hour among OECD countries, despite having the fifth highest proportion of residents educated to degree level. Lizzie Crowley, skills adviser at the CIPD, said: As we look ahead to the Budget next week, the Government should consider linking tuition fees to graduate destination data in order to prevent higher education institutions charging top rate fees while delivering bottom rate outcomes. This report shows that the preoccupation of successive governments with boosting graduate numbers is leading to high levels of over-qualification and potentially skills mismatches, which the OECD suggests undermines productivity growth. Many people in graduate jobs are actually in roles that dont require degrees, and with the spiralling costs of university students need to ask themselves whether a degree path is the best route into their career. We need much better careers advice and guidance to ensure that young people are equipped with the information they need to make informed decisions, alongside high quality alternative vocational routes into employment that offer routes other than university education. The research also finds a clear gender pay disparity for recent graduates, even if they study the same course at a top ten university. The findings were consistent across subject area, with male graduates enjoying a higher salary regardless of the areas of study looked at in the research. The research showed that, six months after graduation: More than a quarter (28%) of male law graduates were earning £30k+, compared with just over one in ten (14%) female law graduates Nearly three-quarters (71%) of male medicine and dentistry graduates were earning £30k+, compared to three in five (62%) female graduates More than half (54%) male veterinary sciences graduates were earning £30k+, compared with just two in five (39%) female graduates Female graduates who managed to secure a job in the top occupational band (managers and senior officials) were almost twice as likely to be paid less than £20,000 as their male counterparts, with 25% of women in this category compared with 15% of men Lizzie Crowley continued: It has long been claimed that the differential in pay between male and female graduates was to do with their chosen subjects of study, but this data proves that the gender pay gap is baked in from the point of graduation. Regardless of what women study, or indeed where they study, they are paid less than their male peers. If we are going to eliminate the gender pay gap then employers need to ensure they are paying fairly right across their organisation from day one, including among recent graduates. Finally, the research also reveals that, despite a strong government focus on boosting Science, Technology, Engineering and Mathematics (STEM) subjects, STEM graduates are more likely to be unemployed six months after graduation than graduates from other disciplines. Compared to a national unemployment rate of 4.9%, STEM graduate unemployment rates are: 8.6%% for computer science graduates 6.5% for physical science graduates 6% for engineering and technology graduates 6.5% for mathematical science graduates Lizzie Crowley said: The Government has continually focused on boosting STEM skills, and encouraging graduates to pursue those subjects at university, but that investment doesnt appear to be translating into better graduate outcomes. Until we address this problem, and do more to identify the core skills that make STEM subjects so valuable, additional investment in STEM risks being wasted.
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Universities hire investigators to snoop on students
20-November-2017 - dailymail.co.uk
All 24 Russell Group universities will be investigated by the information commissioner after it emerged they passed private data on alumni to wealth investigation firms.
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Why Singapore is training professional gamers
20-November-2017 - bbc.com
With the global e-sports market set to hit $1.5bn in three years, Singapore is helping train professional gamers.
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Increase in disgruntled employees stealing confidential customer data
20-November-2017 - telegraph.co.uk
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Tyson Foods: New facility in Tennessee to create 1,500 jobs
20-November-2017 - usatoday.com
Tyson Foods Inc. plans to build a chicken production complex in Tennessee, a $300 million project that is expected to create more than 1,500 jobs.
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Should you invest in the technology boom or fear a bust?
20-November-2017 - dailymail.co.uk
The worry for tech investors is how to pick the genuinely game-changing companies from the hyped-up wonders - and deal with sky-high valuations. We take a look and pick four top funds.
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How to buy, sell, spend cryptocurrencies online with LBX
20-November-2017 - dailymail.co.uk
For many who have heard about the cryptocurrency boom, a major grumble has been how to buy it without jumping through hoops, worries over security and how to actually spend it.
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Vacation plans: 4 reasons not to take time off during the holidays
20-November-2017 - usatoday.com
Though many workers tend to be out of the office in late November and December, there are plenty of reasons to take your vacation at another time.
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Artist creates business doing what she loves
20-November-2017 - usatoday.com
Her passion for art grew to become her full-time career.
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Chancellor Philip Hammond´s ´no unemployed´ remark attacked
19-November-2017 - bbc.com
The chancellor made the comment as he played down the threat posed to jobs by new technology.
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Ex-ARM Holdings chief: I regret Japan sale
19-November-2017 - dailymail.co.uk
The firm reported earnings of £73million in the third quarter of the year, down from £90million a year ago as it felt the costs of a hiring spree.
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PS4, Xbox One, or Nintendo Switch? How to pick the right video game console
19-November-2017 - usatoday.com
Not sure which home video game device you want? We help you break down your options.
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Crash course for first-time Black Friday shoppers
19-November-2017 - usatoday.com
Heres what you need to know to compete with the most seasoned shoppers while keeping your spending in check.
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Budgeting: Why do younger workers have so much financial stress?
19-November-2017 - usatoday.com
New data reveals that Millennials are more likely to suffer from money-related stress than any other age group.
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Self-employed face new onslaught in the Budget
19-November-2017 - dailymail.co.uk
Philip Hammond is this week expected to risk a new political storm by announcing plans to raise billions of pounds from Britains army of self-employed workers and contractors.
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Business jets risk U.S. pilot shortage on competition from airlines
18-November-2017 - reuters.com
MONTREAL (Reuters) - Business jet operators, already offering double digit raises to attract pilots, could face a labor shortfall in North America as they compete with U.S. airlines for talent, executives and analysts said.
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Russia and Opec on collision course over oil supply pact
18-November-2017 - telegraph.co.uk
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Pay for Christmas with our six seasonal saving tips
18-November-2017 - dailymail.co.uk
It is possible to recoup the full cost of Christmas by kicking off a pre-holiday review of all our other regular expenses. Here's how to do it.
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How to get on the housing ladder despite stamp duty
18-November-2017 - dailymail.co.uk
Housing is tipped to be a headline grabber in Chancellor Philip Hammonds speech on Wednesday with hints of possible stamp duty incentives for first-time buyers.
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The 14 best things weve ever bought on Amazon
18-November-2017 - usatoday.com
You know how to get us, Amazon.
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5 interview questions you shouldnt ask potential employees
18-November-2017 - usatoday.com
Are there any danger zone questions (or just plain ineffective) questions employers shouldnt ask?
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Account takeover fraud is rising fast: How to protect yourself
18-November-2017 - usatoday.com
Account takeover fraud can be financially draining and emotionally stressful. Heres what an economic-crimes detective says you can do to protect yourself.
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Businesses lure seasonal help with chances for other jobs
18-November-2017 - usatoday.com
Some small business owners approach recruiting and managing with the goal of turning temporary workers into long-term ones, or helping them find other jobs.
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LGBTQ Bias Moral, Not Legal Issue
17-November-2017 - workforce.com
We could spend hours, perhaps even days covering employers top 10 employee handbook mistakes. I recently took that wide-ranging topic and boiled it down to a webinar, touching on a number of points including missing at-will disclaimers, salary discussion bans, inflexible leave-of-absence policies, and omitted or ineffective harassment policies. I also addressed anti-discrimination policies that ignore LGBTQ employment rights. Heres... The post LGBTQ Bias Moral, Not Legal Issue appeared first on Workforce Magazine .
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Chill seekers
17-November-2017 - bbc.com
A simple innovation is helping to cut supermarkets' refrigeration costs by 15%.
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Indeed list ranks 20 jobs that will earn you over $100,000
17-November-2017 - usatoday.com
Trying to find a job that pays over $100,000? Youll need to start planning early, according to a new list of high-paying jobs compiled by Indeed.
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Goldman: Automated trucks to cost U.S. economy 300k jobs per year
17-November-2017 - usatoday.com
Silicon Valley startups, technologists, and venture capitalists see great potential in the technology even more than most traditional trucking companies are supporting.
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Louisiana Business, Industry Group Names LUBA Workers Comp Company of the Year
17-November-2017 - insurancejournal.com
LUBA Workers Comp, a regional casualty insurance company, was named Company of the Year in the 100 employees or less category of the Louisiana Association of Business and Industrys 2017 Free Enterprise Awards. The awards recognize companies with an unparalleled
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Paid Climate Leave May Be Next Employee Benefit
17-November-2017 - insurancejournal.com
Even the workplace has to adapt to the warming world. As climate change creates more intense storms, companies have started preparing for work disruptions due to extreme weather. In a sign of the times, Fog Creek, a software company based
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How To Stop the Next Harvey Weinstein: Viewpont
17-November-2017 - insurancejournal.com
In the 26 years since the Anita Hill hearings focused national attention on the issue of sexual harassment in the workplace, significant progress has been made. Most employers take seriously allegations of sexual and ethnic harassment and show little tolerance
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Markels Crowley to Retire at End of 2017
17-November-2017 - insurancejournal.com
Markel Corp. announced that F. Michael Crowley, the companys vice chairman, plans to retire on December 31, 2017. Crowley will transition his duties and responsibilities as well as his relationships with key producers and clients to designated employees through the
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Assurance Adds Wolfrey to Washington D.C. Team as Risk Management Consultant
17-November-2017 - insurancejournal.com
Assurance, a Top 50 U.S. insurance brokerage, has hired Eric Wolfrey to its Washington D.C. team to serve as a risk management consultant. Wolfrey will provide business insurance and risk management solutions to a variety of industries with a concentration
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Californias Nonfatal Worker Injuries Remained Steady in 2016
16-November-2017 - insurancejournal.com
The California Department of Industrial Relations has released the 2016 occupational injury and illness data on employer-reported injuries that shows nonfatal worker injured remained steady in the state. Estimates provided by the U.S. Bureau of Labor Statistics Survey of Occupational
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California Companies Ordered to Stop Selling Workers Comp Policies
16-November-2017 - insurancejournal.com
California Insurance Commissioner Dave Jones has issued an order requiring a central valley company and its affiliates to stop selling workers compensation and liability policies because it is not properly licensed with the California Department of Insurance. In October 2016,
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NTSB: Amtraks Lax Safety Led to Penn. Crash That Killed Two Workers
16-November-2017 - insurancejournal.com
Two maintenance workers who were struck and killed by a speeding Amtrak train near Philadelphia last year were the victims of a lax safety culture that had permeated the government-owned railroad, federal investigators said Tuesday. The National Transportation Safety Board
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Blockchain Is Littered with Smart Contracts Gone Bad: Opinion
16-November-2017 - insurancejournal.com
Smart contracts were supposed to revolutionize finance. So far, however, they have proven adept mainly at helping people lose their money. The digital contracts make use of blockchain technology to get around trusted intermediaries like banks. Lets say you want
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How States Compare for Risk of Employee Lawsuits: Hiscox
16-November-2017 - insurancejournal.com
A new study of employment practices disputes and litigation by global insurer Hiscox concludes that businesses in Washington, D.C., Nevada, Delaware, New Mexico and California face the highest risk of being sued by their employees when compared to the national
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Large Mississippi Auction Company Building Destroyed by Fire
16-November-2017 - insurancejournal.com
An early Monday morning fire in Mississippi has destroyed a 15,000-square-foot (1,394-sq. meter) auction company. Corinth Fire Department Training Officer Jerry Whirley told news outlets that five units responded to the blaze at Scotty Little and Associates Auction Company just
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Employers urged to invest in digital skills training, as workers believe businesses dont do enough
16-November-2017 - onrec.com
Latest research by Course Library finds half of the UK workforce are concerned their digital skills are lacking Posted in News archive on 16 Nov 2017 An overwhelming 50% of UK workers feel underqualified in todays digital world, and would like their employer to invest in further training. Thats according to new research from online training platform, Course Library . The research surveyed 1,000 participants between the ages of 18 and 64 about the relationship between digital skills and employability. The findings also revealed that an unsettling two thirds of workers (65.5%) are concerned about the growing digital skills gap, while almost 80% felt UK businesses as a whole are not doing enough to support existing staff members in advancing their digital skill set. While these figures are concerning, 90% of the survey participants confirmed that they would be interested in taking up digital skills training if it were offered by their employer, in order to boost their CV and further their career development. Jazz Gandhum, Managing Director of e-Careers and Founder of Course Library , said: This latest research by Course Library is extremely telling, and reveals a common concern amongst UK workers that they are not only lacking in digital skills, but do not have the support of their employers should they want to advance their skillset. For years, both the government and business sector have been all too aware of the growing digital skills gap, but very little has been done to encourage business owners to invest in the career development of existing staff members; who face the very real prospect of being left behind, as technology continues to advance at an exponential rate. Managing Director of CV-Library and co-founder of Course Lib r ary , Lee Biggins, added: In todays working world, digital skills have become more important than ever. Many individuals are seeking ways in which they can expand their technical expertise, and stand-out in an ever-competitive jobs market. At the same time, organisations want to attract the very best workers that well help their businesses to innovate and excel. However, while bringing in new staff is a positive sign of growth for many companies, its also important to consider ways in which you can up skill your existing workforce. Introducing digital training schemes can not only benefit your employees, but also your business as a whole. Launched in December 2016, Course Library was developed in partnership between leading independent job site, CV-Library , and UK edtech firm, e-Careers Limited. The platform features a number of the UKs leading Training Providers, which deliver over 600 online courses from across a range of industry sectors. https://course.cv-library.co.uk
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Gumtree UK unveils new job search offering
16-November-2017 - onrec.com
Gumtree, the UKs largest online classifieds platform, has today launched its new jobs portal - Jobs from Gumtree Posted in News archive on 16 Nov 2017 Jobs from Gumtree addresses changing needs of todays workers Industry-leading functionality includes language and day-by-day search Focus on jobs marks first foray into Gumtrees new strategic focus on verticals Gumtree, the UKs largest online classifieds platform, has today launched its new jobs portal - Jobs from Gumtree . Building on the success of the previous Gumtree jobs category, the new site offers modern workers more sophisticated job search functionality which means better-suited applicants for recruiters. Whilst Gumtrees existing jobs offering was a popular resource, recruiter feedback indicated some were overwhelmed with too many unsuitable candidates. Furthermore, Gumtrees time-based listings model meant job-seekers were not always seeing the true breadth of opportunities available since more prominent roles could be bumped up the list. The new features and search functionality help refine and optimise the process resulting in far more relevant jobs matches. For example, the Madgex-built jobs board means applicants can search intuitively for positions by language and by specific days they prefer to work, as well as the ability to select a daily email alert option. George Buckingham, Head of Verticals, Gumtree UK said: We conducted research to ensure we really understood how job-seekers and recruiters find each other, and discovered new job search behaviours reflecting the millions of gig economy workers in the UK. We believe we have built a site that will strengthen our ability to help those jobseekers find the right role for them as well as the thousands of full time roles we advertise and fill every month. Jobs for Gumtree will target sectors including hospitality and catering; construction; driving and logistics; health and social care; and sales categories that traditionally consist largely of gig economy workers. Founded 17 years ago and attracting 2.2 million site visits each month, Gumtree draws users interested in all its categories; from Jobs and Motors to For Sale and Pets. The strength of the brand has led Gumtree to introduce a new verticalisation strategy that recognises the distinct requirements of its users across different categories. Jobs from Gumtree is the first embodiment of this new strategy that reflects the new vertical-focused positioning adopted recently by Gumtrees parent company, eBay Classifieds Group. www.gumtree.com/jobs
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Ex-Trump lawyer to defend AT&T-Time Warner merger
16-November-2017 - reuters.com
WASHINGTON (Reuters) - AT&T Inc said it hired media lawyer Daniel Petrocelli, whose clients have included U.S. President Donald Trump, to defend its acquisition of media and entertainment company Time Warner Inc if the government sues to block the deal.
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Siemens to cut 6,900 jobs to tackle flailing turbines business
16-November-2017 - reuters.com
FRANKFURT (Reuters) - Siemens will cut about 6,900 jobs, or close to 2 percent of its global workforce, mainly at its power and gas division, which has been hit by the rapid growth of renewables.
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Employer Tuition Assistance Exemption on GOP Tax-Reform Chopping Block
16-November-2017 - workforce.com
More than 400 members of the Society for Human Resource Management went to Capitol Hill on Nov. 16 to push changes in the employer-sponsored benefits portion of the Republican tax-reform plan. Currently, employers can provide up to $5,250 of tax-free tuition assistance to employees every year. That tax exclusion could be cut if the plan passes. The Republican tax overhaul... The post Employer Tuition Assistance Exemption on GOP Tax-Reform Chopping Block appeared first on Workforce Magazine .
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New GKN boss ousted before he even starts
16-November-2017 - dailymail.co.uk
Kevin Cummings, chief executive of the firm's aerospace arm, was appointed to the top job two months ago and had been due to take over on January 1.
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Serious Fraud Office charges two in Unaoil bribery probe
16-November-2017 - dailymail.co.uk
Saman Ahsani, 43, who lives in Monaco, is subject of an extradition request by the Serious Fraud Office, which yesterday also announced it had charged two former Unaoil employees.
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Siemens prepares to slash 6,900 jobs
16-November-2017 - dailymail.co.uk
The move will affect about 2 per cent of its global workforce, mainly from its power and gas division, which has been hit by a huge slump in demand for turbines.
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Siemens to cut 6,900 jobs worldwide
16-November-2017 - bbc.com
The German industrial group's job cuts will come mostly in its fossil fuels division.
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Virgin West Coast rail workers to strike
16-November-2017 - bbc.com
The RMT union says union members at the rail firm voted 9-1 to take strike action over pay.
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Career advice: How to become a delivery driver
16-November-2017 - usatoday.com
Whether its a right-now job or a starting point on a road to a broader career in shipping and logistics, heres what youll need to get started.
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Many workers dont understand their workplace benefits
16-November-2017 - usatoday.com
Nearly 50% of U.S. employees dont understand their benefits materials, report finds.
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Why are women lawyers leaving the profession mid-career? ABA initiative hopes to answer the question
15-November-2017 - abajournal.com
An ABA initiative to study why women are leaving the profession mid-career kicked off last week with a summit at Harvard Law School. We
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At snack business, young people with autism find work and skills for the future
15-November-2017 - abcnews.com
A healthy-snack business in Long Island City, New York, is dedicated to bringing employment and life skills to young adults with autism.
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Carillion joint venture lines up £360m of Middle East contracts
15-November-2017 - telegraph.co.uk
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California Workers Comp Division Suspends 12 Medical Providers for Fraud
15-November-2017 - insurancejournal.com
The California Division of Workers Compensation has suspended 12 more medical providers from participating in Californias workers comp system, bringing the total number of providers suspended this year to 85. Nine providers were suspended for fraud or criminal actions and
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Pharmacy Cost in Workers Compensation Continues to Fall: CompPharma Survey
15-November-2017 - insurancejournal.com
Workers compensation payers saw an average 11 percent reduction in their pharmacy spend in 2016, driven by a 13.3 percent reduction in opioid cost, according to an annual survey by pharmacy benefit manager CompPharma. CompPharmas 14th Annual Survey of Prescription
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Jury Sides with Fidelity in 10-Year Case Against Employee Who Alleged Retaliation
15-November-2017 - insurancejournal.com
A U.S. jury on Tuesday sided with Fidelity Investments in rejecting a claim the mutual funds company retaliated against a former employee after she complained that it potentially defrauded investors by incorrectly calculating expenses. Jackie Lawson, a former senior director
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Alliant Hires Tamburro as Vice President in New York
15-November-2017 - insurancejournal.com
The Public Entity Group of Alliant has hired Anthony Tamburro as vice president. With more than 25 years of expertise in the Eastern United States, New York-based Tamburro will provide targeted risk management and insurance solutions to a range of
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5 Ways the Insurance Industry Can Improve Cybersecurity: Former U.S. Security Chief Clarke
15-November-2017 - insurancejournal.com
The insurance industry has a great record of solving problems where government regulation didnt because the government either didnt know how to regulate, or the government wouldnt regulate, Richard A. Clarke, former National Coordinator for Security, Infrastructure Protection and Counter-Terrorism
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Texas Division of Workers Comp: Employees Stepped Up to Help After Hurricane
15-November-2017 - insurancejournal.com
When Hurricane Harvey devastated the Houston area two months ago, Texas Department of Insurance, Division of Workers Compensation employees around the state responded rapidly. DWC increased staffing on the customer service line, created a resources web page, and reminded insurance
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HAMISH MCRAE: The Port Talbot pension problem
15-November-2017 - dailymail.co.uk
The pension pots of some 130,000 Port Talbot steel-workers could be worth up to £500,000 each. Unsurprisingly they are being bombarded with approaches from financial advisers.
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Over-50s rely on lottery or inheritance for retirement
15-November-2017 - dailymail.co.uk
A new report suggests that although workers usually see their income peak in their early fifties, many fail to put that extra income into a pension.
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How to get out of debt: 5 tricks to get back in the black
15-November-2017 - dailymail.co.uk
About 13 million people are just about surviving financially, the City regulator reckons and they need to act now to stop matters getting even worse.
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5 reasons not to quit your job until you have another lined up
15-November-2017 - usatoday.com
Ready to move on from your current role? Heres why it pays to secure a new position first.
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Sexual harassment: This site would let employees bypass HR, go straight to CEO
15-November-2017 - usatoday.com
AllVoices aims to get to CEO without HR filters
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Raises: Survey shows 52% of workers didnt get one in the past year
15-November-2017 - usatoday.com
Despite a tight labor market, more than half of workers got no raise the past year, a new survey finds
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Maines The MEMIC Group Hires Bialek to Support New York Market Growth
14-November-2017 - insurancejournal.com
The MEMIC Group, a Portland, Maine-headquartered workers compensation specialist, has hired Tammy Bialek as senior production underwriter to support growth within the New York market. Bialek has more than 25 years of underwriting experience in Central and Western New York.
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Massachusetts Auto Auction Site Where Five Died Fined $267K
14-November-2017 - insurancejournal.com
A federal workers safety agency is recommending $267,081 in penalties for a Massachusetts auto auction house where five people died when a vehicle suddenly accelerated into a crowd. The Occupational Safety and Health Administration, or OSHA, announced it was citing
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Kansas Assistant Insurance Commissioner Forms Campaign to Run for Top Job
14-November-2017 - insurancejournal.com
The Kansas insurance commissioners chief deputy is interested in running for the top job himself next year. Assistant Insurance Commissioner Clark Shultz appointed a treasurer last month for a campaign for the Republican nomination. Its a step that allows Shultz
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Staff Treats launches first self-service SME employee benefits platform
14-November-2017 - onrec.com
Today, Staff Treats, a new provider of employee benefits and discounts for SMEs, announced the launch of its online employee benefits platform - the first self-service portal of its kind, specifically designed for small and medium businesses. Posted in News archive on 14 Nov 2017 Over 50% off cinema tickets Exclusive travel discounts and upgrades Up to 30% off technology products Supermarket savings Access to ticket and travel concierge services Available to employers with between five or more members of staff Today, Staff Treats , a new provider of employee benefits and discounts for SMEs, announced the launch of its online employee benefits platform - the first self-service portal of its kind, specifically designed for small and medium businesses. For just £4 per staff member, per month, SMEs can treat their employees to over 3,000 discounts and offers on brands such as Vue, Apple, M&S, Sainsbury's and Starbucks. Notably, the portal also offers staff at SMEs access to ticketing and travel concierge services. The new cloud based platform, brought to market by Xexec , aims to help companies with five or more employees boost their employee engagement, goodwill and retention by supporting the lifestyle and wellbeing of their team members. Staff Treats also offers administrators a range of tools to ease the HR burden, including a simple launch process that will give SMEs access to their own bespoke, branded portal within a matter of minutes. The service also includes a number of automated processes to keep employers and employees up to date on the latest exclusive offers and discounts. Staff Treats is passionate about making employee engagement easy for small business and has been developed using a proprietary cloud-based solution. Simply go to www.stafftreats.com and join the 'treat' revolution today. We believe that the little things can make a big difference, said Jacqueline Benjamin, Director and co-founder of Xexec. Staff Treats has been specifically created to benefit small businesses and help them give something back to their staff. After all, a happy team of employees can truly make a difference to the success of your business! These kinds of benefits and offers should not be exclusive to the big, cash-rich organisations, but to any company that wants to demonstrate how much it values and cares for its team. Benjamin continued: We understand the HR burden of administering these sorts of benefits and this is why we have developed the first self-service, online benefits platform specifically designed for small and medium businesses. We have made every aspect of Staff Treats as simple and fun to use as possible from signing up and creating your own bespoke portal to taking advantage of the exciting discounts and benefits on offer.
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Employers dash pay award hopes
14-November-2017 - onrec.com
Employers are planning yet another year of low pay awards, according to the latest data from pay analysts at XpertHR. The findings dash hopes of a recovery in real-terms increases as inflation continues to surge ahead. Posted in News archive on 14 Nov 2017
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The first online searchable database of apprenticeship standards has been launched by AllAboutSchoolLeavers.co.uk
14-November-2017 - onrec.com
The easy-to-use search tool allows young people as well as employers, teachers and careers advisers to find all government approved apprenticeship standards, filtered by sector, industry and apprenticeship level Posted in News archive on 14 Nov 2017 If a young person knows they want to work within a specific sector, such as Marketing, they can select this from the list and browse the apprenticeship standards available, and can drill down even further - finding standards in areas within that sector, like Social Media or Public Relations. Alternatively, if someone knows they want to do a Higher Apprenticeship, the tool can be used to search all apprenticeship standards that are at that particular level. Users can then explore approved apprenticeship standards in more detail, examining the skills needed, specific entry requirements and an overview of the role, to help identify if an apprenticeship in that area is the right choice. Jack Denton, co-founder of AllAboutSchoolLeavers.co.uk, said: This new search tool is the latest addition to our website on top of our news, advice, and live apprentice job vacancies making it easier than ever for young people to find programmes that are right for them, and get inspiration for what they could do when they leave school. With the introduction of the Apprenticeship Levy this spring, more and more apprenticeship opportunities are being developed and more employers are setting up programmes. We want to ensure school leavers know exactly whats out there, and our new standards database does just that. Apprenticeship standards show, in detail, what an apprentice will be doing in their day-to-day job role. Each standard lists the skills required of apprentices, and every standard is written by a group of employers called trailblazers. Trailblazers are experts within their industry and have worked with countless apprentices; if theres anyone who knows what skills are required of apprentices, its the trailblazers. While the government website lists all approved standards, there is no search tool to filter them using sector, industry or level. Visit www.allaboutschoolleavers.co.uk/apprenticeship-standards to start using the new database now.
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Living Wage: Small change, big difference
14-November-2017 - onrec.com
Andy Bagnall, director at KPMG UK, comments on the new Living Wage* rates announced today by the Living Wage Foundation and the Greater London Authority. He said: Posted in News archive on 14 Nov 2017 Todays announcement will see a significant number of employees that work for a Living Wage accredited business get a pay rise. The increase of just over four percent in London (£9.75 to £10.20) and three percent nationally (£8.45 to £8.75) may seem like small change to some, but for many itll make a huge difference to their lives, helping escape in-work poverty. The reality is that those at the bottom of the pay scale are really feeling the squeeze due to increases in the cost of living and decline in real pay. Paying a Living Wage will save huge swathes of people being unable to afford the basics they need. As employers we can take active steps to address this, by paying the real Living Wage. This also delivers real and tangible business benefits. In our own firm it has improved staff morale and driven a rise in service standards, improved the retention of staff and increased our productivity. It may not be possible or practical for everyone, but all organisations need to do what they can to address the problem of low pay. Of course, change cannot happen instantly, but making an initial assessment is an important first step.
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Greater action needed to achieve gender pay equality as new figures show gap narrowing very slowly
14-November-2017 - onrec.com
Figures from the 2017 Annual Survey of Hours and Earnings (ASHE), published today by the Office for National Statistics, paint a mixed picture of shifts in the UKs various pay gaps, according to Gerwyn Davies, Senior Labour Market Analyst at the CIPD, the professional body for HR and people development. Posted in News archive on 14 Nov 2017 Company Profile CIPD View profile » The survey data indicates that there has been a welcome narrowing in the median gender pay gap for full time employees, with gap now down to 9.1% from 9.4% last year. Arguing that employers and the Government should draw lessons from the new figures, Davies comments : Despite good news on the gender pay gap, the latest ASHE shows that there is much more to do in order to deliver genuine pay equality. This is particularly true when we consider that relatively few women work full time and that women as a whole still tend to be concentrated in low-paid sectors of the economy; especially among the over 30s. It is clear that the gender pay reporting requirements need to be accompanied by a more analytical review of why the equal pay gap exists in organisations and what practical steps can be taken to tackle it. In many cases, a greater drive to increase uptake of flexible working opportunities from government and employers will be required if we are to make further inroads into the equal pay gap. As the ONS points out, the gap is relatively small up to the age of 40, which is likely to be connected with patterns of return to work after having children. The data also give a political mandate to the Chancellor for taking a more lenient stance on public sector pay given that the annual figures show that the full-time earnings of public sector workers (+0.9%) continue to lag substantially behind those of private sector workers (2.8%).
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UK professionals reveal their biggest career regrets
14-November-2017 - onrec.com
If you could do it all again - would you? Posted in News archive on 14 Nov 2017 Company Profile CV-Library.co.uk View profile » New data from the UKs leading independent job board, CV-Library , has found that 75.7% of Brits would start an entire new career if they had the chance, with 44.5% admitting that theyve made a career move in the past that theyve regretted. The survey, which explored the views of 1,200 UK workers, found that those aged between 35 and 44 were the most likely to want to start a new career, followed by 45-54 year olds (79.7%) and interestingly, 18-24 year olds (79.2%). When asked what their top five career regrets were, respondents cited the following: 1. Moving to a company that I didnt end up liking (45.8%) 2. Not quitting my previous job sooner (29.4%) 3. Not going for a promotion when I should have (27.1%) 4. Starting out in my chosen career later in life (26.7%) 5. Leaving a company that I actually really liked (22.5%) Lee Biggins, founder and managing director of CV-Library comments: Work is a massive part of everyones lives, and we all want to be doing something that we enjoy and can develop in. Its only human to make mistakes, or wish that wed done something differently, but the good news is that there are so many fantastic opportunities out there to make the most of. My advice would be not to get yourself into a rut: there will always be an opportunity to reach your goals and patience and determination is key. Furthermore, the study found that 48.8% of respondents wish that they could start their own business, with those aged under 18 being the most likely to agree with this statement (62.5%). In addition, UK workers also stated that they wish they could: go back to college or university (38%), get a promotion (36.4%) and leave their job altogether (34.1%). Biggins continues: Its interesting to see that an increasing amount of workers would start their own business if they had the opportunity and also that many would like to go back and study. Its never too late to learn a new skill or test out the waters with a business idea; its simply about creating the right balance and working up a recipe for success! Your career should be an exciting one and one that works for you. Nearly half (46.3%) of those surveyed stated that there were other regrets that theyd had throughout their career, including: moving to a different industry they didnt like (13.5%), embarrassing themselves in front of their boss / colleagues and going for a role they disliked because it paid more (7.6%). The survey also invited professionals to write in and share their experiences. CV-Library has picked some of the nations biggest career regrets: Denise from Birmingham said: I was offered an opportunity 13 years ago to train as a veterinary nurse. I turned it down and still regret it to this day. Tom from York: On one occasion I told a very silly lie to my boss and ended up getting fired from a job I loved. Nathan from Norwich: I stayed in a job I hated for far too long because I was comfortable and didnt want the hassle of finding a new one. Samantha from Cambridge: I gave up a job I loved to move abroad for a relationship that didnt work out. Janet from Whitby: I didnt stand up to my boss who was a bully for fear of losing my job. Silly really given that I later quit any way because I couldnt stand him. Peter from Hastings: I wish I had chosen a completely different career path altogether. Anisha from Luton: I should have stayed at my last position and not let others bully me into leaving but back then I wasnt very confident. Jack from Bristol: I went back to a previous employer despite initially leaving because I didnt like the role or company. Charlie from Slough: I wish I had taken the opportunity to work abroad while I could. Chris from Edinburgh: I wish I had started working for myself sooner. Im now a freelancer and I love it!
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Over-50s caught in ´unemployment trap´
14-November-2017 - bbc.com
Older workers are more likely to be out of work and have trouble finding a new job, research finds.
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Workers expect a big pay rise next year but employers do not plan to give them one
14-November-2017 - telegraph.co.uk
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EgyptAir in deal to buy 24 Bombardier C-Series planes
14-November-2017 - bbc.com
C-Series wings are made at Bombardier's Belfast operation, providing employment for about 1,000 people.
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Deliveroo claims victory in self-employment case
14-November-2017 - bbc.com
Deliveroo riders are self-employed finds labour law body the Central Arbitration Committee.
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How to ensure your rental deposit is returned
14-November-2017 - dailymail.co.uk
Knowing the top reasons why tenants don't get their deposits back can help ensure that it doesn't happen to you when you leave a property.
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Job outlook improves, but many still fear falling behind
14-November-2017 - usatoday.com
How you see the economy is impacted deeply by your place in it.
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How to do battle as a would-be homebuyer in a sellers market
14-November-2017 - usatoday.com
With fewer homes for sale today, would-be buyers are having to get creative about making their bid stand out.
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Uber, Tech Firms Helping Their Contract Workers Sign onto Obamacare
14-November-2017 - insurancejournal.com
Uber Technologies Inc. and some smaller technology companies are launching campaigns to publicize Obamacare enrollment among their contract workers after the Trump administration slashed government marketing for the health program by 90 percent. Freelance and contract workers are an important
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Austin American-Statesman: Texas Has 100s of Substandard Dams in Populated Areas
14-November-2017 - insurancejournal.com
The earthen dam on the outskirts of Georgetown in Texas Williamson County certainly does not look flimsy. The Austin American-Statesman reports at 35 feet high and nearly a third of a mile long, it has done a reliable job of
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Alera Group Acquires Illinois Professional Liability Broker, Flagship Healthcare
14-November-2017 - insurancejournal.com
Deerfield, Illinois-based Alera Group, a national employee benefits, property and casualty, risk management and wealth management firm, has acquired Flagship Healthcare, a physician-owned insurance brokerage specializing in professional liability insurance solutions for healthcare providers. Located in Chicago, Flagship Healthcare strives
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Nebraska Bakery Faces $122.6K in Penalties for Multiple Workplace Hazards
14-November-2017 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited Bimbo Bakeries USA for exposing workers to multiple hazards at its Bellevue, Nebraska, commercial bakery. The company faces $122,625 in proposed penalties. Investigators cited the bakery for
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Judge Sanctions Kansas Pizza Restaurant for Gender Discrimination in Job Offerings
14-November-2017 - insurancejournal.com
Two teenagers whose firing from a Kansas pizza restaurant prompted a national discussion on pay inequality should receive back pay and the corporation that owned the restaurant must implement policies to ensure it follows equal pay laws, a federal judge
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Academy of Insurance Offers Free Videos as Building Blocks for Insurance Education
14-November-2017 - insurancejournal.com
Insurance Journals Academy of Insurance is offering micro-videos at no cost to insurance professionals through its new Building Blocks tool. The Building Blocks tool supplies professionally created micro-videos for industry education and training teams that already have their own learning
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How to get the best deals on all your holiday gifts
14-November-2017 - usatoday.com
Heres how to sift through the noise and find the deals that are actually worth your money.
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Potential conflicts of interest flagged at Bank of England
13-November-2017 - dailymail.co.uk
The Bank confirmed staff had 3,333 close relationships with related outside parties which could include City employees.
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Former Marine becomes six-figure entrepreneur
13-November-2017 - usatoday.com
US Marine was medically discharged ending his military career and leaving him without a job.
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H-E-B donating $150,000 to families of Sutherland Springs shooting
13-November-2017 - usatoday.com
An employee of the San Antonio-based supermarket chain was among the 26 victims.
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Revealed: Over a third of workers are unhappy in their current role
13-November-2017 - onrec.com
With the majority on the search for better opportunities Posted in News archive on 13 Nov 2017 Company Profile CV-Library.co.uk View profile » As the year draws to a close, a recent study from CV-Library , the UKs leading independent job site, has found that over a third (39.9%) of the nations professionals are unhappy in their current roles. Whats more, 96.7% of these workers said that theyre looking for a new job as a result. The survey of 1,200 professionals sought to explore job satisfaction amongst UK workers, and found that over two thirds (68.6%) have had a job that made them miserable at some point in their career. And, with almost two out of every five (39.9%) admitting that theyre unhappy in their current role, the study identified the top 10 industries most affected by low job satisfaction: Marketing 57.1% Legal 54.5% Hospitality 53.3% Accounting 50% IT 50% Recruitment 46.2% Engineering 44.8% Charity 43.8% Agriculture 42.9% Retail 42.1% Respondents were also asked to share the feelings they had because of a job that making them miserable. The top emotions they experienced were anger (44.2%), fatigue (42.4%), boredom (39.2%), judgement (29.6%) and sadness (26.2%). Lee Biggins, founder and managing director of CV-Library , comments: Its concerning to learn that so many professionals are unhappy in their current roles. While the prospect of a wave of candidates all looking for a new job is great if youre recruiting, its less positive if youre losing members of your workforce as a result. We spend too much time at work to not enjoy what we do, so its important that your staff are feeling happy and productive. Otherwise you could find that your employees are looking elsewhere for a more fulfilling opportunity. Furthermore, professionals that are unhappy in their jobs stated that the top reason behind this was the unfulfilling work that theyre currently doing (34.9%). After this, a third (33.7%) were let down by the lack of development opportunities available to them and over one in 10 (11.3%) dont like the company they work for. Biggins concludes: Its clear that todays workers place importance on job satisfaction and career progression. Make sure youre offering regular opportunities for training and that promotions are given where staff deserve them. Its also important that you create a happy and friendly environment for your staff. This will help to ensure you have a dedicated and long-standing workforce. If youre concerned about your workforce, CV-Library offers some top tips for attracting and retaining talented employees: 1. Keep the lines of communication open When facing problems at work, the first port of call for any employee should be their manager. Operate an open door policy so that your staff know that they can approach you if theyre experiencing any problems or negative feelings. This way you can nip it in the bud before things go too far. 2. Shake things up Progression is important and employees dont want to become stuck in the same daily routine. Be sure to offer plenty of opportunities for training and allow your workers to take on new responsibilities. This can stop their workload from becoming monotonous, which can quickly cause feelings of dissatisfaction amongst employees. 3. Create a great company culture Company culture is extremely important. Your workplace needs to have a friendly and open environment, and ultimately, be a place where staff enjoy coming to work. This will help to attract new recruits, but also retain talented members of the team for longer. 4. Strengthen your employer brand When recruiting, be sure to offer the best possible packages you can. Also consider your website and any tools youre using to recruit. How do they portray your business? You want to establish yourself as a great place to work after-all. You can shout about this on your site, your social media channels and through any job adverts you post.
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Why arent UK employers under more pressure to raise wages?
13-November-2017 - onrec.com
New Labour Market Outlook survey suggests most private sector workers still not pushing for pay rises, despite falling real wages and low unemployment Posted in News archive on 13 Nov 2017 Company Profile CIPD View profile » The latest quarterly CIPD/The Adecco Group Labour Market Outlook survey finds only a quarter (24%) of employers in the private sector say they are under some or significant pressure to raise wages from the majority of their workforce, while almost four in ten private sector firms (38%) say they face no pressure at all to raise wages. The survey of more than 2,000 UK employers shows a slightly higher proportion of private sector employers (36%) cite either some or significant pay pressure to raise wages for certain roles, particularly among high and middle-skilled jobs. In contrast, the share of public sector organisations that are under pressure to increase wages is much higher than in the private sector, which may partly reflect the recent debate about scrapping the public sector pay cap. Almost three-fifths (59%) of public sector organisations say they are under some or significant pressure to raise wages for the majority of the workforce. In addition, a quarter (25%) of public sector organisations say that they are under some or significant pressure to raise wages for certain roles. The survey also suggests a significant majority of employers, apart from a few specific sectors, dont face significant difficulties accessing the skills they need only 13% of all current private sector vacancies are skill-shortage vacancies. Only a quarter (29%) of all employers with a vacancy report it to be from skills shortages, suggesting pay pressure is unlikely to come from a lack of skills in the current labour market. The most common reason given by private sector employers (23%) for the lack of pressure to raise wages is a recognition among workers that the business cannot afford more generous pay increases, underlining the productivity challenge many firms face. Together, these factors help explain why employers report median basic pay increase expectations for the year ahead of just 2%, which, while an uptick on the previous quarters figure of 1%, is still in line with official data which show that basic wage growth has settled at between 1.8%-2.2% over the past six months. Meanwhile, the short-term jobs picture remains positive. This quarters net employment balance measuring the difference between the proportion of employers who expect to increase staff levels and those who expect to decrease staff levels in the third quarter of 2017 remains near record high levels at +26 compared to +27 for the previous quarter. The survey also shows: Employment confidence is high in the East Midlands (+38) and the South-West of England (+51). Meanwhile, employment prospects are less buoyant in Scotland (+23) and London (+22). From an industry perspective, employment confidence is high among the manufacturing (+38), technology (+43) and professional, scientific, technical (+52) sectors. Consistent with the trend over recent years, the reports median average basic pay increase expectations are higher in the private sector (2%) than in the public (1%) and voluntary (1.5%) sectors. While overall pay pressure is subdued in the private sector, some parts are under more pressure. For example, 38% of construction employers say they are under some or significant pressure to increase earnings for the majority of the workforce. Gerwyn Davies, CIPD Senior Labour Market Analyst, comments: This survey provides further evidence that productivity has a far more significant bearing on pay growth than the tightness of the labour market. Over time we might expect low unemployment levels to lead to increased pressure on pay, as the Bank of England has predicted. However, its the UKs ongoing poor productivity growth thats currently preventing employers from paying more, not their inability to find or retain staff. This is why the Chancellor in this months Budget has to prioritise investments that will support workplace productivity improvements. For example, investing in support for small firms and skills development initiatives that can help to drive productivity gains over time. In terms of employment, despite the evident optimism in this quarters survey, it remains likely that the sharp increase in the number of people in work over the past year will ease during the course of 2018. This is due in part to the impact of continued slower economic growth, the uncertainties associated with Brexit and the prospect of further interest rate rises. However, employment prospects for the manufacturing sector look bright, perhaps buoyed by the benefit of a weaker currency and the strength of global demand. Alex Fleming, President of General Staffing, The Adecco Group UK I, comments: A tailored and detailed approach to workforce planning and talent management has never been so vital for organisations to thrive in the UKs uncertain political climate. This level of detailed planning requires an in-depth understanding of individual marketplaces, industries and talent pools. It is important to note that productivity remains as a critical and national issue for the majority of employers as well as some specific sectors, whilst some other sectors have other priorities and are focused on filling specific skills gaps which are vital to their business models success. The key takeaway is for organisations to remember that talent mapping remains prudent; organisations need to be ready to react quickly to possible future talent restrictions.
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Daisy Looks to Plug Digital Skills Gap
13-November-2017 - onrec.com
IT services and business communications provider, Daisy Group has launched an innovative new apprenticeship scheme the Digital Apprentice Programme. Posted in News archive on 13 Nov 2017 The Digital Apprentice Programme will provide those with a thirst for IT and technology with the opportunity to embark on a new career journey with the UK-wide company, for roles including network engineer, project manager, service analyst, IT apprentice and HR apprentice. Daisys Chief People Officer David Jones said: I am extremely proud that we are making such a significant commitment to the future of our industry in this way. Training and inspiring people in their career with Daisy provides a huge benefit to both our business and for the individuals that take part in the programme. Apprenticeships are a highly credible and effective way of developing skills and capabilities that can provide both personal and professional fulfilment. I look forward to welcoming the schemes first intake. Roles open to external applicants will be advertised on the governments National Apprenticeship Register .
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APPII launches worlds first blockchain career verification platform
13-November-2017 - onrec.com
APPII, the worlds first blockchain career verification platform, has today announced it is launching the first ever verified career profiles. This will enable candidates of Technojobs to present verified CVs to employers for the first time. Posted in Launch on 13 Nov 2017 Company Profile Techno Jobs View profile » The APPII platform allows individuals to create dynamic career profiles which are verified using blockchain technology. These Intelligent Profiles represent the first time in the global recruitment industry that candidates can use blockchain technology to verify qualifications, career history, and other career achievements. For recruiters, this collaboration not only provides the reassurance that all information on a candidates application is accurate, but also significantly reduces the cost and time to hire a major benefit to employers, particularly in the public sector and financial services, where extensive personal background checks take place. For candidates, the blockchain-based Intelligent Profiles act as an assurance that they will be measured on their achievements, rather than the format of their CV. Individuals can add their education, professional training, and work experience to their Intelligent Profile, and use QR codes to record continuing professional development and course attendance. Every assertion added to the platform can be verified by the relevant institution or employer and stored securely and permanently, completely free of charge. The platform uses biometric identification to ensure the validity of candidates. Going far beyond basic identity verification, APPIIs technology uses biometric scanning to compare a selfie taken on its mobile application with official photographic identification. Gary McKay, Managing Director and Founder of APPII commented, Our aim has long been to help maximise candidates potential, and Intelligent Profiles not only offer individuals the opportunity to create a blockchain verified CV for the first time, but also use them to apply for roles through the Technojobs website. Anthony Sherick, Director of Technojobs, added, We are delighted to partner with the APPII platform and be the first jobsite in the world to offer blockchain verified CVs to employers. Technojobs candidates will also have the opportunity to create a verified CV. We recognise the significant benefits this will bring to the hiring market and recruitment process if candidate details can be verified prior to job application. For further information please visit, www.technojobs.co.uk or www.appii.io .
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How to gamble online: Three important aspects to consider
13-November-2017 - onrec.com
When it comes to choosing which online casino to win your fortune with , it can be a bit of a minefield for novices and experts alike. Posted in News archive on 13 Nov 2017 Not only do you have to consider which website has the best odds, or whether any of them have signup bonuses, but also whether the site itself is trustworthy. With online scams an ever present danger on the web, it is not unreasonable for people to be a little wary of where they store their credentials, and in particular where the store their bank details. Safety first Becoming the victim of online fraud is not a given though, and with just a little common sense, research, and taking general precautions, you can dramatically reduce your chances of falling prey to the bad guys, and get back to using online services without worrying. With online gambling in general, its pretty easy to decipher the good sites from the bad . Checking to see if the web pages you are loading use Secure Socket Layer protocol (or SSL) is a good first step when checking out a gambling sites payment page. To check whether SSL is active, simply look for the padlock in the address bar of your browser when on a payment page. Is the padlock closed? If it is, then rest easy, as this particular site is keeping your bank details private, and that this transaction can only be seen by you, and the site you are visiting. If a site allows you to transfer funds without encrypting your data, be very wary of that site. Other aspects of safety to bare in mind are pretty much common sense. When you receive emails from any online service, rather than clicking on a link inside, go directly to the site itself. This can help protect against phishing scams, and is a particularly easy way of staying safe online. It is also good practice to use e-wallets such as Paypal for transferring money to the gambling website. This completely cuts out the movement of banking details to and from the website itself. The Sweetener Plenty of gambling sites now offer free bets to new customers when they sign up. This is indeed something to look out for when choosing which site to gamble with, but sometimes, not all is as it seems. Free $100 bet may sound amazing, but when you read the small print, you can quite often find that the winnings from you $100 needs to be spent on the site, and cannot be withdrawn. This is a common way to lure customers in, and is also a fairly reasonable thing to do in the eyes of the bookies, but many customers are caught off guard by this, so bear it in mind. So depending on whether you are happy or not winning more free bets from your initial free stake, you should sign up with a company accordingly. Take heed of the reviews As with any service that has an internet presence these days, user reviews are extremely useful to consider before signing up for anything, and gambling is no exception. When you have 5000 reviews for a company, all giving realistic, but decent reviews, then you can generally rest assured that the service you are considering is a good one. Equally, if there are 5 bad or mediocre reviews, then you would do well to look elsewhere. It is not always a case of simply having good reviews though. Any site with 5 perfect reviews, all telling you how amazing this service is, can sometimes look a little set up. Be aware of this and, as with anything online, use a little common sense. 5 reviews are easy to game. Thousands of reviews, on the other hand, are pretty difficult to manufacture, especially if they are all quite different in their tone and nuance. The more you look for fake reviews, the easier they become to spot , and while there will always be a few unhappy customers, if the vast majority are happy, the chances are you will be too. In conclusion Gambling online should above all be fun and safe. Making sure your chosen site has the best welcome pack, safe money transfer, and decent customer service is a pretty simple thing to do, and will let you gamble without the stress and worry that you may associate with less scrupulous sites. Follow these simple rules and you are sure to get the most from your betting experience. Now, isnt it time to spin that roulette wheel?
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Recruitment agencies can manage potential IR35 changes, despite fears.
13-November-2017 - onrec.com
As recruitment agencies, contractors and millions of private sector businesses gear up for a potential announcement in this months Budget on the future of IR35 in the private sector, Qdos Contractor of The Qdos Group has moved to quash speculation that incoming changes cannot be handled. Posted in News archive on 13 Nov 2017 It is predicted the responsibility for setting the employment status of contractors working the private sector will be handed to recruitment agencies and the companies which engage them, similar to recent reform in the public sector. APSCo research indicated that 78% of recruiters believe extending rules to the private sector would impact the UKs ability to source flexible labour. However, since April, the month of recent public sector IR35 reform, Qdos Contractor revealed 89% of contractors passed their rigorous and detailed IR35 contract and working practice assessments, and were able to continue working outside the rules. Qdos Contractor research into 652 UK contractors highlighted: 63% believe private sector changes could be managed 61% feel that despite recent tax changes, including public sector reform, the independent workforce will continue to grow Seb Maley, Qdos Contractor CEO called for calm and urged recruitment agencies to take the initiative should expected IR35 changes be announced in the Budget this month: Despite quite understandable concerns from recruitment agencies, likely changes to IR35 in the private sector can in fact be managed. We must use the public sector as a roadmap for managing expected reform in the private sector. Working with many recruitment agencies and public sector companies, our solution has allowed for the continued use of contractors. Should potential changes resemble public sector reform, we have a proven method to determine IR35 status accurately. 85% of contractors rightly do not trust HMRCs CEST Tool to make accurate determinations, and assessments must be carried out by unbiased IR35 experts on a case-by-case basis. Preparation is key, and recruitment agencies must now take the initiative by opening discussions with the contractors they place, and begin to think about how they will contribute to well-informed IR35 decisions. The cost of blanket and inaccurate IR35 decisions in the sector would ultimately be huge to agencies and the UKs millions of private sector companies.
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5 Ways to Learn More about Your Candidate
13-November-2017 - onrec.com
Just like any relationship, whether it is a personal or professional one, a good match always has its advantage. That is why options or candidates give you leverage when screening for the right one. Posted in Features on 13 Nov 2017 Likewise, in the recruitment process in the professional industries, having a line-up of applicants allows some leeway to the screening and selection process. Human Resource personnel are aware that efficiency and productivity in the workplace can be achieved when the right people are in place. With hundreds of applicants lined up to be interviewed in a day, recruiters are always on the lookout for candidates who will be a perfect fit to the job. Here are a few tips for recruiters to easily spot the person right for the job: 1. Dont do job interviews. The usual screening process involves interviews, with the recruiter asking away templated questions, covering the applicants educational background and relevant work experience. While these questions cover the basics about the technical qualifications of your candidate, it does not exactly reflect the candidates performance at work. What you can do to approximate your candidates actual work performance is to have them audition for the job. While personality and pen-and-paper tests can give you an overview of your candidates personality, requiring them to do an activity that is necessary to their job will give you a better gauge of how they actually perform. Say your applicant is vying for a web developer position. Have him or her create a website landing page. His or her output will reveal how well he or she can execute the task, and how fast he or she can deliver the quality that you require. 2. Test their problem solving skills. Another way to gauge your candidates capability is to have them solve a problem that they might encounter at work. This is one qualification that is often overlooked in the usual recruitment process. While the perfect candidate may have all the required skills and qualifications, it would be advantageous for a company or business to hire a candidate who is solution-oriented when the need arises. Give the applicants a probable work problem and ask them for a resolution. This way, you get to hear how they will approach handling the situation, and what concrete steps they will do to resolve the problem. Such responses reveal your candidates thinking processes and behavior, which you would not usually get from asking templated interview questions. 3. Go for a conversation. Not all job applicants will admit that going on interviews make them nervous because of the rigidity of a Q and A interview. Recruitment personnels best bet to help the applicants relax is steer the interview into a conversation. Allow your applicants to talk by asking open-ended questions. In this manner, your applicant gives you a peek to his or her social skills, behavior, and personality, saving you from receiving rehearsed answers. Some open-ended questions that you could use are: What inspires you? How did you address a mistake you did and what did you learn? What are your hobbies? Whats your favorite aspect of your current position? What best practices would you bring with you from your current company? You can also learn more about your applicant by allowing them to talk about something they are passionate about that is not work-related. You will learn more from the person as you listen to what they do outside the office. You might get surprised to know that your applicants do charity work, advocate social goodness, or train and play like an athlete. 4. Conduct interview in a different zone. Lets admit this: one-on-one interviews in a locked room can be a bit intimidating. You can experiment and a different kind of job interview. Ditch the one-on-one session and go for a panel with a team member who has the best social skills. Or you can ditch a closed door set-up, and offer to conduct the interview outside the office. Taking the recruitment process out of the typical interview zone allows you to see how your candidate interacts with another team member. Observe the dynamics of his or her social skills so you would know whether or not he or she works well with a partner or even a team. Pay attention to the little details. Is your applicant listening well to the other person? Does he or she allow others to speak? Is he or she directing the conversation to mostly about himself or herself? These little things will allow you some insight to your candidates personality and demeanor. 5. Look beyond their CV. Now that youve seen how your applicant interact, think, and execute tasks, you can go back to his or her resume for some re-evaluation. But re-evaluation does not mean you stop at just your applicants resume, beside it could be written with the help of some writing service . Do some extra research by looking up whether he or she has a LinkedIn profile, or calling the references indicated in the CV. If possible, you can also look through your candidates social media accounts, or blogs if they have one, so you will get a holistic overview of your candidate. BIO: Laura Buckler is a writing expert who creates search engine optimized articles on lifestyle topics. She specializes in SEO writing and is a published author of hundreds of blog posts and articles. Follow her on twitte r .
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CandiRight Survey Reveals that 7 out of 10 Employers Feel Misleading CVs are their Biggest Recruitment Problem
13-November-2017 - onrec.com
Survey Found 95% of Employers Feel Let Down By Traditional Recruitment Methods Posted in News archive on 13 Nov 2017 CandiRight, the cognitive talent matching platform that puts employers and jobseekers back in control and removes unconscious/unintended bias from the initial job-application process, today announced details of its survey that found employers citing misleading CVs as their biggest problem, and 95% of respondents admitted feeling let down by traditional recruitment channels. The survey also found that 50% of hiring managers have found that relying on traditional methods have resulted in them interviewing unsuitable candidates, with the same percentage reporting that the large number of applicants left them unable to effectively manage communications. Amanda Shand, Founder of CandiRight, comments: 95% of the employers we surveyed cited the recruitment process itself to inhibit their ability to find the dream candidate for a role. Even more interesting, was the lack of confidence recruiters have in the CV process and in the accuracy of the CVs they are being presented with. Shand continued: Turn this around and the employers lack of confidence in the information they are receiving from their candidates can have a negative impact on how they communicate and judge candidates within their recruitment process. CV discrepancies and unconscious biases on behalf of the employer, for example, can result in candidates being unfairly excluded from or included in the interview process. This problem can only be overcome by changing how employers receive and view candidate information. As an industry, we need to throw away the rulebook and hit the reset button. CandiRights recruiter survey asked the Human Resource Heads of 25 UK-based corporations across various industry sectors to respond anonymously and candidly about their experience with three traditional methods of recruitment: CVs Recruiters/head-hunters/agencies Job boards/Job sites Amy Scott, CTO and Co-Founder, CandiRight, comments: CandiRight removes the need for a CV and saves employers time and money by streamlining their search for new talent. Engineered from the ground up to find the right person for the right job, CandiRight is a unique tool designed for the future of recruitment. CandiRights approach is different because: Candidates don't apply for specific jobs, but fill in their profile once, removing the need for CVs and the mistrust of the information by the employer/recruiter There are no job posts - the employer simply searches the available candidates The candidates don't have to be actively looking for a job, opening the talent pool up to many more candidates for employers to search CandiRights fee structure offers employers significant cost savings compared to the status quo. CandiRight is working closely with industry experts and cross-sector employers to create sets of bespoke matching criteria individual to each sector. Interested employers can book a demo and gain access to this growing pool of talent by contacting CandiRight direct hello@candiright.com . For more information on CandiRight and to join the movement, visit www.candiright.com .
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7 Laws of Online Recruitment
13-November-2017 - onrec.com
Its easy to see why online recruitment became a critical part of recruitment strategies of modern companies. For example, this method is cost-efficient, requires little financial investment, and offers an unprecedented reach. With so much people spending a lot of time online, finding candidates using the Internet makes a lot of sense. Posted in News archive on 13 Nov 2017 However, as easy as online recruitment may seem to be, one has to invest a lot of time and effort. Of course, you know the basics of the search, like posting vacant position on popular job boards, but theres so much more you can do to increase your chances of getting the most qualified candidates. Lets review 7 laws of online recruitment that can really advance your search. Law #1. Improve Website of Your Company Imagine the situation: a candidate sees a job posting created by your company and decides to see that the business is all about. They click on the link that redirects them to the companys website, and they arrive at an outdated, poorly maintained site. Naturally, this way you can create an impression of a bad company that neglects to keep its online business card e.g., the website, in order. Tips: Always keep your website updated in terms of information and design Create a special section for candidates, like Careers and Work for Us Write an attractive description of your company on About Us page Clearly describe the benefits that the company provides for candidates (Why Work for Us). Lets review an example: Ernst Young Careers Page . Why it is an excellent example: It outlines all areas in which a candidate can work with the company (Advisory, Assurance, Tax, Transactions, and Support Services). It describes the benefits that a candidate will obtain while working with them (Why EY? How Will I Develop? sections) It describes what is like to work at Ernst Young, progress, and achieve personal goals (Whats It Like? Section). Law #2: Use Social Media Websites like LinkedIn and Facebook offers a free access to hundreds of thousands of potential candidates, so using them in your online recruitment strategy is a critical requirement. In the recent years, the number of online recruiters using social media has been steadily rising; in fact, social professional networks has outperformed Internet job boards in 2016, according to Global Recruiting Trends report created by LinkedIn. No surprises here. Just take a look at LinkedIn where else can you will over 500 million business professionals in one place showing their expertise and experience? Moreover, it has special tools like LinkedIn Recruiter to help with finding and engaging with the most qualified candidates. It works great, too: 75 percent of recruiters using the tool reported a successful outcome. Law #3: Maintain Personal Touch While looking for candidates online, you should remember that online interactions cannot replace personal ones, which are much more effective. Therefore, you need to ensure that every interaction with a potential candidate you address online should be personalized as much as possible. You know the importance of building rapport in business, right? Tips: Research the candidates experience, educational background, and interests Compose a specific text tailored to a candidates needs Go for a casual tone (Hi / Hello [candidates name]) Use name. Never, ever write an email that starts with Dear candidate. Law #4: Engage in Passive Recruiting This may sound like a waste of time, but passive recruiting is a legitimate technique that has been rising in popularity in the recent years. The traditional search involves posting a job vacancy on the Internet and waiting for the resumes to select the most qualified candidate. The passive recruiting, on the other hand, has recruiters searching for candidates who are not looking for job. They find them online, contact them using email (thats the preferred method by both parties), and briefly describe the vacancy. The quality of passive candidates is often higher; for example, 2016 Candidate Engagement report from Hudson RPO and HRO Today found that the majority of recruiters left that passive candidate were better in quality than active ones. Law #5: Harness the Power of Talent Analytics In the recent decades, the amount of data used by recruiters and companies has exploded. As they continue to look for more candidates, more data is being generated every day, so this data should be used to guide recruiting approach and help to make it more strategic. Data-driven recruiting, which is driven by Applicant Tracking Systems , is being increasingly adopted these days because it ties candidate and employee data with strategic workforce planning. Benefits of data-driven recruitment strategy for companies include: Increased quality of hire Workforce planning Easy data collection and analysis Timely HR decisions Law #6: Embrace Mobile As a recruiter, you need to pay attention to mobile in order to succeed because mobile traffic has already passed desktop traffic, meaning that Google will prioritize mobile-optimized sites in the search results. If your company does not have a responsive website design, chances are the competitors will outperform you in terms of getting quality traffic. Major job boards have already adapted. For example, a popular site Indeed provides a mobile site . It has a user-friendly interface, which is critical to deliver a pleasant experience for candidates. Law #7: Use Premium Options Dont be afraid to invest in advertising of your company when needed. Facebook and LinkedIn have premium advertisement options that can really expand your reach. They wont burn a hole in your pocket and can be a great source of traffic, too. Time to Recruit There is no question that online recruiting has helped to find new talent in a much more effective way. But being online is only a piece of a puzzle, you have to do more. The most successful hiring strategy follow the laws of online recruiting, how about you? Tom Jager is professional blogger. He works at A writer . He has degree in Law and English literature. Tom has written numerous articles/online journals . You can reach him at G+ or Facebook .
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Health care: Six numbers that could bust your budget next year
13-November-2017 - usatoday.com
Out-of-pocket maximums can exceed $7,000 for family plans. Workers will pay an average of $2,752 in premiums in 2018.
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The Less-Painful Way to Rebuild After Layoffs
13-November-2017 - workforce.com
Earlier this summer, Microsoft announced plans to lay off workers as part of a restructuring to focus on cloud services. A month later Nike made a second round of layoffs, which included hundreds of IT staff, with warnings of more cuts to come. Big layoffs remain a painful part corporate culture despite being eight years past the Great Recession. Its... The post The Less-Painful Way to Rebuild After Layoffs appeared first on Workforce Magazine .
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Labour plan to end PFI contracts could leave taxpayer on the hook for billions
13-November-2017 - telegraph.co.uk
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Workplace Immigration Enforcement Should Not Trump Employers Rights
13-November-2017 - workforce.com
Since running for president, Donald Trump has made a vow to crack down on illegal immigration. Now that he is in office, he has made good on that promise. What has made some businesses nervous are Immigration and Customs Enforcements increasing efforts to aggressively investigate those companies that may have employed undocumented immigrants, knowingly or unwittingly. When agents enter a... The post Workplace Immigration Enforcement Should Not Trump Employers Rights appeared first on Workforce Magazine .
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Indiana County Facing $8M Payout to Settle Suits Against Employees
13-November-2017 - insurancejournal.com
A northwest Indiana county may pay more than $8 million to settle several lawsuits against county employees that allege misconduct and negligence led to several injuries and deaths. The Lake County Council received a list of cases on Nov. 9
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South Dakota Selects Technology Insurance as Workers Comp Servicing Carrier
13-November-2017 - insurancejournal.com
The South Dakota Division of Insurance has selected Technology Insurance Co., as the workers compensation assigned risk plan carrier effective Jan. 1, 2018. Technology Insurance will service the plan for five years. A competitive bidding process was conducted to select
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Hub International Northeast Hires Farrell and Reale
13-November-2017 - insurancejournal.com
Hub International Northeast, a subsidiary of global insurance brokerage Hub International Limited, has hired Terrance Farrell as vice president of marketing and Vaughan Reale as vice president, responsible for employee benefits brokering and consulting. Based out of the New York
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New Hampshires SAN Group Hires Landry to AccessPlus Department
13-November-2017 - insurancejournal.com
Satellite Agency Network Group Inc. (SAN), a Hampton, N.H.-based alliance of independent insurance agencies in the Northeast, recently hired Karen Landry as commercial lines placement specialist for its AccessPlus department. Reporting to AccessPlus Manager Sarah Bassett, Landry is responsible for
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Nebraska Farmers Coop Fined Nearly $374K After Worker Trapped in Grain Bin
13-November-2017 - insurancejournal.com
U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited a Nebraska grain-handling cooperative for failing to protect workers from grain bin entrapment and engulfment hazards. The company faces $373,911 in proposed penalties. On May 4, 2017, OSHA
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9 to 5? What about 8 til 4, say British workers
13-November-2017 - bbc.com
A new survey finds some employees in the UK would prefer an earlier start to the working day.
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Pinnacol in Colorado to Drop Workers Comp Rates 7.4% in 2018
13-November-2017 - insurancejournal.com
The Pinnacol Assurance board has approved a 2018 decrease in workers compensation rates that will average 7.4 percent for the insurers 57,000-plus Colorado policyholders. The decrease will become effective Jan. 1, 2018, and will make for the third straight year
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Houston Grand Jury Indicts 3 in Federal Workers Comp Fraud Scheme
13-November-2017 - insurancejournal.com
A federal grand jury in Houston has returned a, indictment against three people, including two siblings, charging them with conspiracy to commit wire fraud, kickbacks and money laundering connected with an alleged federal workers compensation fraud scheme, according to the
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U.S. Expands Drug Testing for Pilots, Train Engineers to Include Opioids
13-November-2017 - insurancejournal.com
Airline pilots, train engineers and truck drivers subject to federally mandated drug screening will soon be tested for a range of opioids under a new rule issued Thursday. While transportation workers have long been subject to random screenings for various
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MIDAS SHARE TIPS UPDATE: VP´s tool hire service is growing
12-November-2017 - dailymail.co.uk
Midas first recommended VP in 2012, when the stock was 304p. By 2015, the price had risen to 617p and today the shares are 860p,
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Workplace tips: Customer service skills every employee needs
12-November-2017 - usatoday.com
Here are a few universal skills that every good employee should master if they want to make sure not to lose clients or customers for their business.
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How to capitalize on Small Business Saturday
12-November-2017 - usatoday.com
Held the day after Black Friday, Small Business Saturday is dedicated to supporting small businesses that create jobs and boost the economy.
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Master limited partnerships poised for bounce, but could be short-lived
12-November-2017 - reuters.com
NEW YORK (Reuters) - Master limited partnerships (MLPs) have been beaten down in 2017, but conditions may be turning in their favor for a short-term bounce by year-end.
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How to invest in Asia´s consumer boom
11-November-2017 - dailymail.co.uk
'As Chinas middle class expands, the potential for consumer spending growth is enormous', says fund rating boss Darius McDermott. So how can you profit?
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MLPs poised for bounce, but could be short-lived
11-November-2017 - reuters.com
NEW YORK (Reuters) - Master limited partnerships (MLPs) have been beaten down in 2017, but conditions may be turning in their favor for a short-term bounce by year-end.
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Landlords tendering for £300m of fire safety contracts - the biggest of their kind in eight years
11-November-2017 - telegraph.co.uk
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Career advice: Navigating controversial topics in the workplace
11-November-2017 - usatoday.com
Regardless of who brings hot-button issues into the conversation, its always best to be prepared to deal with them.
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How to shop for a new computer
11-November-2017 - usatoday.com
The choices can be overwhelming: PC vs laptop? Chromebook or Apple? Columnist Marc Saltzman guides shoppers through the computer-buying process.
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Jobbio Launch Campaign to Alleviate the Gender Pay Gap
10-November-2017 - onrec.com
On equal pay day, 10/11/17, careers marketplace Jobbio will launch original research revealing the top salaries of men and women working in the tech sector. Posted in News archive on 10 Nov 2017 The research reveals a significant disparity in the salaries between men and women for roles in finance, marketing, customer experience and web development. The disparity between CFOs in London was most significant, with the male earning £108,000 and his female counterpart earning £50,400. In response to the research, Jobbio have launched the #ShatterTheGlass channel; a curated feed of jobs available in companies that have already demonstrated a commitment to supporting women and promoting diversity. CEO of Jobbio, Stephen Quinn says: Our mission at Jobbio is to help people find their place in the world. In order to achieve that mission, we need to work with companies to ensure that world is fair for all people. We conceived this campaign to encourage our brands to promote their work around diversity and equality. This channel offers businesses an opportunity to express their commitment to workplace parity. We welcome companies who value equality, fairness and transparency to join the channel. Currently, the channel promotes roles available in Shazam, OSG Vericlaim, Revolut, FOUND, Edited, UniLad, Seedrs and Deloitte. As part of the campaign, Jobbio will publish a suite of content to highlight the reality of the gender pay gap. This suite will include a reveal video, an accompanying social campaign and editorial pieces. To find out more visit content.Jobbio.com/ShatterTheGlass
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Revealed: The 8 email mistakes which are bugging your colleagues
10-November-2017 - onrec.com
A staggering 92.6% of Brits think there are certain things you should NEVER do over a work email, with the sending of inappropriate content, kisses and not addressing people correctly, taking the lead. Thats according to the latest data from the UKs leading independent job board, CV-Library . Posted in News archive on 10 Nov 2017 With email communication seemingly taking over face-to-face interaction (17.1% admitted to receiving up to 80 emails each working day!), the study explored the views of 1,100 UK workers around emails in the workplace. And while 73.2% say that they always remain professional no matter who their emails are being sent to, the study did highlight the 8 email mistakes which workers think you should never do: Sending inappropriate content (90.7%) Sending kisses (64.6%) Not addressing people by their name (43.8%) Not signing off an email correctly (38.7%) Blind copying people into the email (29.1%) Copying in a manager just to get a response (16.6%) Sending read receipts (11.5%) Flagging the email as high importance (10%) In addition to this, it appears that a more formal approach to emails is favoured by UK workers, with 38.9% stating that theyd open an email with Dear [Name] and 41.8% would close the email with Kind Regards. Following this, 30.2% would open with Hi [Name] and close with Regards (16.8%). Lee Biggins, founder and managing director of CV-Library comments: Its no secret that sending inappropriate content over email is a no-go in the workplace. That said, its interesting to hear that other small common occurrences are bugging UK workers, not to mention the fact that the majority appear to take a more formal approach to their communications. Its always important to remember that the workplace is a professional environment, and while interaction through technology is increasingly becoming more and more instant, the traditional rules still apply. Alongside this, its worth thinking about whether you really do need to copy in your manager, send a read receipt, or flag something as high importance most people simply find it irritating! Whats more, the survey found that nearly two thirds (64.9%) of Brits read and reply to emails outside of work hours, with a further 39% stating that they spend between 1-2 hours of their spare time doing so. Biggins continues: Email traffic outside of traditional working hours is increasing and this can have a negative effect on your work-life balance. If you simply cant part with your emails after work, or while youre away, try to stick to allocated time slots in which youre allowed to look at them. In some companies and industries, the nature of the job will require you to do this, but I do believe that businesses should not actively encourage this always-on culture.
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Over half of UK homepreneurs have sacrificed a paycheque for happiness
10-November-2017 - onrec.com
Over half (54%) of homepreneurs are earning less than in their previous role, but the majority (85%) are happier working for themselves, a new study has revealed. Posted in News archive on 10 Nov 2017 The survey, which was carried out by print company Solopress, across UK home business owners, found that money really doesnt buy happiness, as Brits would rather earn less and work for themselves. Exploring the rise of the homepreneur, the study shows half (50%) believe running a business from home has become an aspirational way to earn a living in todays society. The research also looks at the job satisfaction and what homepreneurs enjoy most about working for themselves. Over half (52%) of people surveyed cited flexibility as something that they value the most about being a homepreneur. In fact, almost a third (31%) gave this as the reason they took the leap in the first place. For one in four (26%) however, being their own boss is the cause of their happiness, while 15% feel its a more rewarding way to work and two in five (42%) simply enjoy having the time to spend on hobbies and interests. The survey also revealed that happiness trumps money, with over half (54%) homepreneurs earning less money now than when working for someone else, as one in nine (11%) only earn £10k-15k per annum. Despite this, over one in eight (13%) achieve the national average (£20k-£30k), while a lucky one in ten (10%) are banking £30k-£40k a year. Aron Priest Co-Founder at Solopress comments: With homepreneurship becoming a more aspirational career path, we wanted to reveal whether biting the bullet and launching your own business was satisfying and rewarding. Its interesting to see that despite the hard work and risk, the majority of home business owners are feeling happier and more fulfilled. Money doesnt always motivate people the way happiness and appreciation in a career can, which is something companies should take note of if they want to retain employees, he adds. As part of these results, Solopress has written a whitepaper on the rise of homepreneurs in an attempt to highlight the need for more business owners to integrate flexibility into its work culture.
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Huge leaps in last 20 years; global workforce now far better digitally skilled, despite this, we are simply not prepared for what lies ahead
10-November-2017 - onrec.com
The next twenty years represent the greatest technological expansion and most powerful digital disruption weve ever seen but there are warnings that the workforce here in the U.K. and internationally does not have the skills required to meet the needs of the next two decades. Posted in News archive on 10 Nov 2017 Technology trends like the application of Artificial Intelligence, the industrialization of cybercrime, and the widespread adoption of the Internet of Things are already having a radical impact on businesses and our everyday working lives. It is estimated that even by 2020, 90% of all jobs will require digital skills, even in those economic sectors not traditionally associated with digitisation such as farming, healthcare, and construction. And experts believe that more than a third of the desired core skill sets of most occupations will be comprised of skills that are not yet considered crucial today. Although many sectors are adopting new technologies the pace of change is accelerating rapidly. By 2030 over 500 billion devices and objects will be connected and global IP traffic will be three times greater; digital transformation means that data is the most strategic asset. It is vital, more than ever, to promote diversity in the tech field and provide unique learning opportunities to students of all backgrounds. In the Cisco Networking Academy today, 24 percent of students globally are female. In several developing regions including Latin America and Africa, female enrollment is well above the global enrollment average. Cisco has been training and developing the worlds best IT professionals for twenty years through their largest corporate social responsibility program and has made $2.6 billion in in-kind contributions of tools, resources, and support to students, schools, and instructors worldwide. Its networking academy has helped 7.8 million people in 180 countries develop the skills needed to address this constant transition in technologies. Unless businesses focus on providing a greater number of todays workforce with enhanced digital skills, companies and individuals risk being displaced.
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Uber loses court appeal against drivers´ rights
10-November-2017 - bbc.com
The firm's drivers should get workers' rights including holiday and sick pay, a tribunal rules.
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Attracting millennials to financial services is a challenge
10-November-2017 - onrec.com
As the financial sector celebrates International Accounting Day, research by recruitment specialist, Robert Half Financial Services has revealed the steps businesses are taking to attract the next generation to a career in financial services. Ninety-five percent of financial services executives admit that it is challenging to find skilled Millennials, 58% of which admit its very challenging. Posted in News archive on 10 Nov 2017 Company Profile Robert Half View profile » The vast majority (97%) of financial services leaders remain confident that a career in the industry is still appealing for Millennials (those born 1977-1995). More than a third (34%) claim that a career in financial services is very attractive. The factors financial services leaders consider to be the most appealing to a career in financial services include salary (67%), bonuses (49%) and career advancement opportunities (42%). The most appealing factors of a financial services career* Salary 67% Bonus 49% Career advancement 42% Job content/responsibilities 36% Workplace flexbility 35% Corporate culture 31% Non-monetary benefits 3% *Responses do not total 100 per cent as multiple responses permitted?Source: Robert Half Financial Services Financial services executives are also taking steps to make the workplace more attractive to the next working age generation. As the first demographic to grow up with digital technology, Millennials want a more flexible approach to work and in response, more than half (54%) of businesses are now offering flexible or remote working opportunities. This is also a generation that has seen a rapid increase in tuition fees, and thus, there is a growing trend for financial services companies to offer student loan assistance (50%) and higher salaries (38%). To address the growing skills gap, financial services organisations are thinking about how they can equip the next generation with the skills and experiences needed to protect the longevity of the industry, explained Matt Weston, Director, Robert Half Financial Services UK. At the same time, they are also examining hiring practices to entice high-calibre candidates to the sector. For many, this means reviewing their employer brand alongside offering initiatives that encourage work-life balance, competitive remuneration packages and clear opportunities for professional development. Increasingly financial services executives are looking for talent with well-developed communication skills (46%), the ability to sell or influence others (42%) and well-developed analytical skills (38%). However, with six in 10 (59%) executives expressing that the general demand for qualified applicants outweighs supply, a further 42% believe that todays candidates lack the necessary qualifications needed for the industry. To find candidates with the right skills, there is a growing trend for financial services executives to look for opportunities to partner with universities (66%) and to work directly with secondary schools to ensure that curriculum matches the needs and evolution of the industry. More than half (52%) also recognise that the way Millennials search for jobs has changed, with companies increasingly using social networks to appeal to a generation of digital natives. Weston added, Graduates looking to pursue a career in financial services should focus on highlighting both their soft skills alongside their technical skills and education. Now more than ever, financial services firms are looking to hire graduates who are eager to progress and have the right cultural fit for a successful future with the organisation. 35%
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GE cutting staff ahead of new CEO´s Monday overhaul: sources
10-November-2017 - reuters.com
NEW YORK (Reuters) - General Electric Co is laying off sales staff and other employees in its software division, according to people familiar with the matter, ahead of new Chief Executive John Flannery's expected announcement on Monday of a plan to slash costs and jettison units in an effort to improve the company's profits.
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Uber loses UK appeal bid to overturn workers´ rights decision
10-November-2017 - reuters.com
LONDON (Reuters) - Taxi app Uber [UBER.UL] lost a bid on Friday to overturn a decision by a tribunal which had said its drivers deserved workers' rights such as the minimum wage, in a blow to the company as it also battles to keep its license in London.
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Ryanair to employ more pilots directly after rostering fiasco
10-November-2017 - telegraph.co.uk
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Job opportunities: The 10 best companies for veterans
10-November-2017 - usatoday.com
For Veterans Day, job site Monster worked with a panel of veteran hiring experts and Military.com to gather a list of the 10 best companies for veterans.
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Not just Hollywood: Men facing sexual misconduct claims since Harvey Weinstein
10-November-2017 - usatoday.com
Here is a list of powerful men outside of Hollywood whove lost jobs or face consequences over sexual misconduct claims after Harvey Weinstein.
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DAILY BRIEFING: Lidl opens £55m distribution centre
10-November-2017 - dailymail.co.uk
Discount supermarket Lidl has opened a £55 million distribution centre in Exeter creating 500 jobs in the process.
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Uber boss says U.S. market unprofitable amid tough competition from Lyft
10-November-2017 - reuters.com
SAN FRANCISCO (Reuters) - Uber Technologies Inc will continue to lose money in its home market for at least the next six months as rival Lyft Inc poses a fierce competitive challenge, Chief Executive Dara Khosrowshahi said on Thursday in his first public comments since taking the top job at Uber two months ago.
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Coast Guard: 2 Workers Injured in Fire on Oil Platform off Louisiana Coast
09-November-2017 - insurancejournal.com
Two workers were injured when a fire broke out on an oil production platform in the Gulf of Mexico early Wednesday, according to a Coast Guard spokeswoman. Coast Guard Petty Officer Lexie Preston said 46 workers were evacuated from Shell
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Amazon Fined $28K for Worker Fatality at Indiana Warehouse
09-November-2017 - insurancejournal.com
Amazon is facing a $28,000 state fine over safety violations from when a worker at a suburban Indianapolis warehouse was killed when a forklift fell on him. The Indiana Department of Labors order says Amazon didnt provide adequate training and
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Idled Tennessee Chemical Plant Maintains Staff After Explosion
09-November-2017 - insurancejournal.com
A chemical plant in Tennessee that will likely stay idle until next year has maintained its staff of almost 700 workers as it recovers from an explosion there in September. The Chattanooga Times Free-Press reports that Wacker Chemical expects to
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I´m an undocumented scientist fighting for my Dream
09-November-2017 - sciencemag.org
DACA allowed this grad student to pursue a career in science, but now her future is uncertain
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Women must get 40pc of senior jobs in order to hit diversity targets, review says
09-November-2017 - telegraph.co.uk
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Ford, Ekso team up for ´bionic´ auto workers
09-November-2017 - reuters.com
WAYNE, Mich. (Reuters) - Robots have replaced many U.S. manufacturing workers, but new mechanical exoskeletons being tested by Ford Motor Co may help factory workers to function like bionic people, reducing the physical damage of millions of repetitive tasks over many years.
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Burberry cutting out the riff-raff by closing outlets
09-November-2017 - dailymail.co.uk
The luxury fashion retailer remains tight-lipped about how many outlets are being closed and how many jobs are at stake.
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No Vauxhall factory closures but workers face cost savings
09-November-2017 - dailymail.co.uk
PSA Group chairman Carlos Tavares warned the workforce of new measures, which include flexible working time arrangements, buyouts and early retirement schemes.
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Coming to Grips With the Effects of an Automated Nation on Workplaces
09-November-2017 - workforce.com
Automation technology will create 14.9 million new jobs in the next decade, with automation creating jobs equivalent to 10 percent of the workforce through 2027, according to a Forrester report published in April. Michael Chui, partner at the McKinsey Global Institute, said many of the new jobs created by automation technology will be in the data science field, robotics and... The post Coming to Grips With the Effects of an Automated Nation on Workplaces appeared first on Workforce Magazine .
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How to switch energy providers and get a cheaper deal
09-November-2017 - dailymail.co.uk
Energy price tariffs are in a constant merry-go-round with suppliers constantly battling to pinch customers from each other. We show you how to win.
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How to measure a property´s size in square foot or metres?
09-November-2017 - dailymail.co.uk
Being able to accurately measure your property for sale is vital in today's world of online property marketing - and we show you how best to do it...
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Almost 2,000 job candidates rejected over bad debts
09-November-2017 - dailymail.co.uk
As many as 1,923 applicants were turned down for a position due to their adverse finances in the year to July, up from 1,788 a year earlier, according to Reed.
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Vauxhall-Opel´s new owner PSA reveals job and plant-saving strategy aimed at a return to profit
09-November-2017 - telegraph.co.uk
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More Employers Are Dropping Domestic Partner Benefits
09-November-2017 - workforce.com
The legalization of same-sex marriage was a win for civil rights but it could mean lost health care coverage for some American couples as more employers drop domestic partner coverage. In 2016, the year after the U.S. Supreme Court legalized same-sex marriage across the country, 48 percent of employers provided benefits to same-sex partners compared to 59 percent in 2014... The post More Employers Are Dropping Domestic Partner Benefits appeared first on Workforce Magazine .
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9.8 Million Reasons to Consider Transferring a Disabled Employee to a Vacant Position
09-November-2017 - workforce.com
Earlier this month, American Airlines agreed to pay $9.8 million to settle a disability discrimination lawsuit brought by the EEOC. The agency claimed that the employers return-to-work policy which allegedly refused to consider transfers to open positions for disabled employees, but instead required the employees to apply for and compete for vacant position upon their return to work violated the... The post 9.8 Million Reasons to Consider Transferring a Disabled Employee to a Vacant Position appeared first on Workforce Magazine .
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Sector Report: The Pressures of Financial Wellness
09-November-2017 - workforce.com
For a lot of American workers, dealing with personal finances is a lot like the anxiety they feel about going to the dentist: they know it would be better to go and get it over with but the fear of what they may find out can be overwhelming. Stress about money pervades every age, income level and gender, a new... The post Sector Report: The Pressures of Financial Wellness appeared first on Workforce Magazine .
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Employees Use InDays to Improve the World Around Them
09-November-2017 - workforce.com
A monthly InDay theme pushes LinkedIn employees to benefit the community or themselves through volunteering and other efforts. On the third Friday of every month, a LinkedIn employee somewhere around the world may be telling young adults to call their parents or help pay for a wedding at city hall. Maybe theyre volunteering at their childs school or with their... The post Employees Use InDays to Improve the World Around Them appeared first on Workforce Magazine .
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JOBSEEKERS THINK ROBOTS COULD HELP CAREER, RATHER THAN KILL IT
09-November-2017 - onrec.com
British jobseekers are starting to see robots as career coaches rather than competition for roles, according to a new study commissioned by the worlds largest job site, Indeed. The Rise of AI-driven Hiring study released today identified that nearly one in three (30%) jobseekers would be happy to take advice from a robot and think it would improve their chances of finding a job. Posted in News archive on 09 Nov 2017 Despite growing suspicion around automation in the workplace, the report shows that the majority (58%) of jobseekers are confident their role will never be replaced by robots or automated technology. Meanwhile, a quarter (27%) of people have some concern that their role might be automated in the future. Far from feeling threatened, people are happy to turn to robots for help progressing their careers. More than a third (35%) of people would be comfortable with robots assisting them with their job search more popular than seeing these new technologies being used for self-driving cars or for news reporting. Top five tasks people are most comfortable with being automated*: 1. Job search assistance 2. News reporting 3. Healthcare support 4. Finance management 5. Driving vehicles Overcoming bias, better searches and personalisation The study attributes this enthusiasm for artificial intelligence (AI) and smart career coaches to its ability to help overcome the common challenges facing jobseekers today. Firstly, AI is rebuilding candidates confidence in the recruitment process by helping to remove discrimination and bias reported to affect almost half (48%) of job seekers and significantly more Millennials than other age groups. The study shows more than a third (35%) of people think AI will help remove bias from the recruitment process and make it fairer. For younger jobseekers, theres an even greater appetite to see robots play a role. Half of (48%) those under 35 believe that automation will help make recruitment less biased and as many as a third (36%) think removing humans from the process entirely will solve the problem. Secondly, these new technologies are helping those candidates who currently find job searches too overwhelming and time consuming. Almost half (43%) of applicants report that there is too much choice and more than a third (38%) say recruitment processes are too long and take up too much time. Algorithms and automation can simplify the process and refine millions of jobs based on experience, location and skills, giving jobseekers back the time to make human connections with the recruiter, management and future co-workers. Finally, it is making job searches more effective. With 41% of jobseekers reporting that roles they were presented with were not relevant or tailored to their experience, artificial intelligence is able to use data sets to produce a more personalised shortlist for searchers. AI can clearly bring jobseeker and employer together, but making the decision on whether the fit is right remains an inherently human decision. Raj Mukherjee, Senior Vice President of Product at global job site Indeed, commented: Far from people fearing robots and automation, this study shows that theres a real enthusiasm among jobseekers to turn to robots to progress their careers whether receiving careers advice or help finding the right role. With new challenges facing the UKs labour market, equipping individuals the best chances for finding the right jobs is the Holy Grail of recruiting. More data available to both applicants and employers leads to better matches, and helps eliminate human bias. AI-powered technology gives recruiters back the time to make human connections, transforms the jobseeker experience and ultimately, helps match talent to roles as Britain tries to plug its skills gap.
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Ask a Fool: How could the tax reform bill affect investment income?
09-November-2017 - usatoday.com
The current version of the Tax Cuts and Jobs Act proposes a lot of changes to the tax code, but few that will matter when it comes to investing.
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Microsoft and LinkedIn integration helps employers reach more relevant candidates with job openings
09-November-2017 - onrec.com
LinkedIn has today announced a new integration with Microsoft, which will bring LinkedIn jobs automatically into Microsoft Word when users are creating or updating their CVs. The new integration, Resume Assistant, will be rolled out to Microsoft Insiders from today and available to Microsoft Office 365 subscribers in the coming months. The integration comes following LinkedIn research that found more than 80% of jobseekers update their CV in Word and 60% stated the biggest challenge was not knowing if they are portraying themselves in the right way. Posted in News archive on 09 Nov 2017 For recruiters, finding a candidate in the early stages of their job-seeking journey is the ultimate win. And, for job seekers, having access to examples of relevant CVs and suggested jobs early in their search is important for their decision making. LinkedInsrecent report on todays candidate mindset revealed that nearly 90% of candidates want jobs details within the first message they receive from recruiters, before information on salary (72%), company overview (69%) or how they fit into the culture (54%). Resume Assistant is designed to build interest in jobs while a candidate is signaling intent. Using machine learning and LinkedIn insights, jobseekers will be able to see examples of relevant work experience, and skills most common to that role, along with articles on how to showcase their CV. Additionally, while they are editing their CV and signaling intent, professionals will see job recommendations from the platforms 11 million+ job postings and can go directly to job posts without having to search. The job suggestions will be personalised to each jobseeker, based on the role and industry the candidate is crafting their CV for. Once a candidate has updated their CV, within Resume Assistant they will also see the option to turn on Open Candidates. This will take them to LinkedIn, where they will signal in Recruiter that theyre open to new opportunities, which makes them two times more likely to respond. LinkedIn recently announced that since launching Open Candidates, they have been able to signal that more than 10 million members are interested in hearing about new opportunities.
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GLASSDOOR REPORT REVEALS ONE-THIRD OF HIRING DECISION MAKERS EXPECT TO INCREASE INVESTMENT IN DIVERSITY & INCLUSION PROGRAMMES IN NEXT YEAR
09-November-2017 - onrec.com
More than Half Report that a Lack of Investment in Diversity and Inclusion is a Barrier in Attracting and Hiring Quality Candidates on 09 Nov 2017 Company Profile Glassdoor View profile » Glassdoor, one of the worlds largest job sites, today released new data,1 revealing greater resources are expected to be devoted towards improving a lack of diversity over the coming year. One in three (35 percent) hiring decision makers expect to increase investment in diversity and inclusion efforts and only three percent expect it to decrease. the remainder are continuing to invest at the same levels. The report, conducted among 750 hiring decision makers (those in recruitment, HR and responsible for hiring) in the U.S. and UK, also finds that job candidate demographics are one of the most important recruiting metrics to hiring decision makers. In todays era of the informed candidate, job seekers are hungry for as much information about a company as possible before they take a job. Job seekers want insights into what businesses are doing to build a workforce that is diverse in all aspects of the word be it age, gender, ethnicity or thought, said Carmel Galvin, chief human resources officer of Glassdoor. Driving toward greater diversity in the workplace is a high priority effort for many businesses. With increased investment in diversity and inclusion programmes, it signals that employers are recognising the value these efforts are having on recruiting and on financial performance.2 Investment in Diversity Inclusion Impacts Recruiting Efforts The report also shows recruiting is less effective when companies do not invest in diversity and inclusion programmes. Nearly three in five (59 percent) hiring decision makers report that a lack of investment in diversity and inclusion is a barrier or challenge their organisation faces in attracting and hiring quality candidates. Candidate demographics are a highly important measure of recruiting success. In fact, the costs a company incurs for generating applicants and securing a hire are the only two measures of recruiting success more important than candidate demographics, according to hiring decision makers. They report candidate demographics are more important than recruiting data points like: how long it takes to fill a role. how long it takes to deliver a job offer. and the success a company has in converting job seekers to applicants, and applicants to hires. Information on diversity and inclusion efforts can help sway candidates. Nearly one in five (18 percent) of those surveyed report that diversity and inclusion initiatives are among the top elements that have the greatest influence on a candidates decision to join their organisation. The opportunity today for employers is to highlight and leverage their companys diversity and inclusion efforts by enabling their recruiters, employees and others to speak about it online and off so that job seekers can gain access to this valuable information where and when they need it, added Galvin. Improvement in Diversity & Inclusion Efforts Can Help Make Recruiting More Efficient While only one in four (28 percent) are optimistic that they will make more progress towards achieving their diversity and inclusion goals in the next 12 months, the benefits of achieving those goals can be quite fruitful. Of this group, more than half (52 percent) responded that they expect the quality of hire to improve compared to 20 percent that expect quality of hire to worsen. Plus, of the hiring decision-makers that responded that diversity and inclusion will improve over the next year, they also reported that they felt six times more likely to convert applicants to quality hires. In addition, not having a diversity and inclusion focus could be costly to more than just a companys recruiting funnel. Ten percent of hiring decision-makers believe employees will voluntarily leave their organisation in the next 12 months as a result of no diversity and inclusion programmes. To learn more about what defines informed candidates and the value of an informed candidate for recruiting and business, please visit Glassdoors informed candidate research. To learn more about your companys candidate demographics on Glassdoor, visit the Glassdoor Employer Center by accessing a Free Employer Account.
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Image is everything: The 10 most valuable brands of 2017
09-November-2017 - usatoday.com
The late Steve Jobs took Apples brand seriously, and the company is still reaping the benefits.
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Autullo to Lead Locktons Employee Benefits Unit in St. Louis
09-November-2017 - insurancejournal.com
Lora Autullo has been tapped as an employee benefits unit manager in Locktons St. Louis, Missouri, office. Autulo joined Lockton more than 12 years ago. Prior to becoming unit manager, Autullo served associates and clients as an account executive and
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How to Be Cool: What Companies Can Do
09-November-2017 - insurancejournal.com
Coolness, by its nature, is ephemeral, elusive and ever-evolving. Peoples concept of cool might best be encapsulated by former Supreme Court Justice Potter Stuarts infamous phrase, I know it when I see it. In the marketplace, coolness excites consumers, steers
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Link up to jump-start your job search
08-November-2017 - sciencemag.org
Part one of the Ph.D. job seekers guide to LinkedIn
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Labor of love French chateau on market for $30 million
08-November-2017 - reuters.com
MENARS, France (Reuters) - A vast 18th-century chateau on the banks of France's River Loire is likely to be sold for just a fraction of the amount a Middle Eastern businessman, inspired by his...
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Leaving a City job to become a snail farmer in London
08-November-2017 - bbc.com
Ollie Thompson decided to set up a shop to sell snails after spotting a gap in the market.
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Former Rolls-Royce staff bribery claims revealed
08-November-2017 - bbc.com
American authorities have published details of an alleged scheme to win contracts.
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The Price of a Family-Friendly Workplace
08-November-2017 - workforce.com
The common argument by employers against instituting a more robust paid family leave policy is its prohibitive cost. That certainly was the thinking at Bora Architects, along with fears that employees would misuse the policy. Amy Donohue with Oregon Gov. Kate Brown, who asked to meet with her regarding supporting families in the workplace. Photo credit: Bora Architects. That mindset... The post The Price of a Family-Friendly Workplace appeared first on Workforce Magazine .
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Firms urged to appoint more women to top jobs
08-November-2017 - bbc.com
A government-backed review says FTSE 350 companies are lagging behind in promoting women to senior roles.
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Permanent placements expand at quickest pace since May
08-November-2017 - onrec.com
The Report on Jobs: London contains original data from the survey of recruitment and employment consultants in the capital. The report is designed to provide a comprehensive and up-to-date guide to labour market trends and the data are directly comparable with the UK Report on Jobs. Posted in News archive on 08 Nov 2017 Permanent placements rise The amount of candidates placed into permanent positions in the capital increased in October, following a marginal reduction at the end of the third quarter. Moreover, the rate of expansion was the most marked since May and slightly faster than the long-run series average. Permanent placements also rose at the UK level, albeit to the weakest extent in six months. The expansion was broad-based across each of the five monitored regions, led by Scotland and the Midlands. Billings received from the employment of temporary/contract workers in London rose for the fifteenth successive month in October. Furthermore, the rate of growth accelerated from September. Temporary billings also rose across the UK as a whole, thereby continuing a trend that has been observed since May 2013. An expansion was reported in each of the five surveyed regions, led by the North of England. Demand for permanent staff in London rose further during October. The pace of growth quickened slightly from September and remained among the sharpest recorded for two years. Demand for temporary staff also rose in October. That said, growth of demand remained weaker than the UK average in both cases. Permanent candidate supply continues to fall Permanent candidate availability for London-based positions fell in October, thereby continuing a trend that has been observed in each of the past 53 months. The rate of contraction eased for the second successive month but remained marked nonetheless. The availability of workers for permanent positions across the UK as a whole also declined during October. Moreover, the rate of deterioration remained sharper than the long-run series average despite softening marginally from September. On a regional basis, permanent candidate supply fell to the greatest extent in the South of England. The number of people available for temporary roles in the capital also fell at the start of the fourth quarter. Moreover, the rate of decline quickened from September and was the sharpest recorded in 22 months. Recruitment consultancies across the UK also recorded a further drop in temporary labour supply in October. Out of the five monitored regions, the Midlands recorded the sharpest drop in temporary labour supply in the latest survey period. Starting salaries continue to rise Salaries awarded to permanent starters in London increased in October, as has been the case in each month since May 2013. The rate of salary inflation eased from September but nonetheless remained marked overall. Salaries awarded to permanent starters also rose at the national level in October, thereby extending the current period of pay growth to five-and-a-half years. The quickest rate of inflation was recorded in the South of England, though increases were sharp elsewhere. Temporary pay rates also increased in the capital during October, stretching the current sequence of inflation to 13 months. Despite softening from September, the rate of growth was sharper than that seen across the UK as a whole. The rate of temp pay inflation at the UK level remained above the long-run series average despite weakening to a seven-month low. Kevin Green, REC chief executive says: Last month, recruiters helped even more people find permanent jobs this is great news as it shows that employers are continuing to hire. However, the data also shows that growth is slowing down and one of the reasons is that we simply do not have enough people for all the roles that are out there at the moment. And the number of vacancies is still getting higher. For jobseekers this is good news as employers are willing to pay higher starting wages to attract the right candidates. We already know that EU workers are leaving because of the uncertainties they are facing right now. We therefore need clarity around what future immigration systems will look like. Otherwise, the situation will get worse and employers will face even more staff shortages.
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Infosys and the Adecco Group Redefine the Future of Staffing
08-November-2017 - onrec.com
A Mobile-first, Cloud-based, End-to End Digital Platform, Adia by the Adecco Group Meets Emerging Opportunities in the Staffing Industry Posted in News archive on 08 Nov 2017 Infosys (NYSE: INFY), a global leader in consulting, technology and next-generation services, and the Adecco Group, a Fortune Global 500 company and the leading global HR Solutions provider, are transforming the staffing industry by bringing together the power of data, domain, technology and speed to create a brand new business in the world of staffing. This is fundamental for introducing new innovations that help the Adecco Group unlock the opportunities of the platform economy, as well as transform the Adecco Groups core operations. Powered by Infosys, the Adecco Groups end-to-end online staffing platform Adia has already gained momentum across multiple cities in Switzerland and the UK, and will be expanding into more countries in the coming quarters. This new platform leverages the Adecco Groups key strengths in the industry by providing scale, speed and agility to introduce new ways of doing business in the digital economy. Adia aims at revolutionising the industry by matching the demand and supply of talent more effectively and managing that talent more efficiently. Targeting candidates and clients across multiple industry segments such as hospitality, events, logistics and many more, Adia makes it possible for employers to find temporary staff for short term assignments and provides a brand new experience to both clients and candidates. The platforms algorithm matches jobs to workers based on skills, level of experience, and proximity to the place of work as well as the job seekers real-time availability. The user can hire new staff, plan shifts, issue contracts and approve timesheets from this platform, all in real-time. Alain Dehaze, Chief Executive Officer, the Adecco Group, said, At the Adecco Group we are focused on transformation and innovation to capture the opportunities we see in the evolving world of work. We are thrilled with the success Adia has experienced so far and were looking forward to continuing the international rollout over the coming quarters. As part of our co-creation strategy, were working with Infosys to bring innovation across other parts of the business and we are delighted to have partnered with the best-in-class to boost our digital strategy and power our vision of whats next in the staffing industry. Rajesh Krishnamurthy, President and Head of Europe, Infosys, said , The pace of change were experiencing today is unprecedented and it urges organisations to constantly renew themselves, as well as leverage technology to develop new business models, if they are to remain relevant and succeed in an increasingly evolving world. Over the past few years, the emergence of the platform economy has set the pace of success for the most valuable companies in the world. By bringing speed, scale and an innovative platform that connects candidates and employers, while enhancing the Adecco Groups unique expertise, were powering change in the industry, helping the Adecco Group fundamentally redefine the future of staffing and realise its vision of the future of work.
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SMEs give green light to AI powered recruitment
08-November-2017 - onrec.com
More than three quarters (79%) of HR managers in British small businesses are excited or optimistic about using Artificial Intelligence (AI) to find future employees. One in four are keen to start using the technology in their business right away. Posted in News archive on 08 Nov 2017 This is according to new research* from online recruitment platform SomeoneWho, which surveyed 500 SME HR managers about their attitudes to technology, robotics and AI. More than half (50.5%) described themselves as optimistic about the changes, while a quarter (28%) are excited about the new approach. One in four are prepared to start testing the new technology in their own recruitment while a further two thirds would consider it for the future. Andrew Saffron, co-founder of SomeoneWho, the new recruitment technology platform that commissioned the research, commented on the findings: HR professionals are clearly open to new ways of finding talent. And who could blame them? Traditional recruitment methods are expensive and time-consuming. Our research also tells us SME recruiters are struggling with prejudice and bias in their screening process. Just one in three HR decision-makers were confident they showed no prejudice when hiring. Screening tools and AI learning offer the opportunity to level the playing field and recruit based on merit, Saffron added. It won't be all smooth sailing when it comes to integrating the new technology - a fifth of HR decision-makers said they were terrified about the technology or dubious about its ability to find the right staff. A lack of personal touch was cited as the biggest concern listed by 50% of HR managers. Taking jobs away from people (33%), security and hacking worries (36%), and tech failure or errors (32%) were the other issues that ranked highly. Almost a third (29%) of HR managers were concerned recruits would adjust their CV and try to out-fox the technology. Saffron concluded: Technology like AI presents a huge opportunity for small teams, but theres still a long way to go just 4% are currently using the tech. However, matching algorithms and screening technologies are the first step towards an automated, more efficient recruitment model. * Research survey of 500 HR managers and decision makers in SMEs, conducted in August 2017
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Only 1 in 5 British workers see AI and automation as a threat to their job
08-November-2017 - onrec.com
Study finds more men than women have a positive outlook on automation in the workplace, believing it will reduce errors Posted in News archive on 08 Nov 2017 Over a third of male workers (39%) feel artificial intelligence (AI) and automation will make them better at tackling day-to-day tasks, in contrast to less than a quarter of female workers (24%). This gender gap in attitudes and expectations towards AI in the workplace is revealed in a report released today by TalkTalk Business with research conducted by YouGov. The Workforces 2025 report also reveals: 28% of male workers in comparison to 19% of female workers think automation will help improve their attention to detail and reduce errors A third (33%) of men think the introduction of these technologies will impact on their jobs positively, as opposed to just a quarter (25%) of women Across the workforce, an equal volume (29%) of those surveyed see AI as having both a positive and negative impact, while 15% think AI, automation and other technological developments have the potential to replace their job completely 38% of workers think their current job will still exist 15 years from now, without any support from AI, automation or any other technology developments. Whereas 15% believe their jobs will be replaced entirely by AI This stands in stark contrast to a recent prediction by thinktank, Reform, which said that 250,000 public sector administrative jobs could be at risk by 2030 because of automation. Key decision makers surveyed were alert to the sweeping changes ahead, with 47% explaining that their companies intend to upskill their workforces to understand and utilise these newer technologies. Duncan Gooding, Interim MD at TalkTalk Business, comments: Employees must wake up to the march of evolving technologies so that they are ready to adapt to the demands and requirements of the workplace of the future. Its equally important that employers introduce these tools and train workers in a way that inspires intrigue and positivity. AI, in particular, has the potential to transform our productivity and creativity at work. It is incumbent upon employers to effectively demonstrate how, so that current and future generations jump at the chance to embrace automated solutions. Re-shaping our attitudes to AI While many workers do not fear the possibility of automation directly impacting their jobs, general attitudes towards these technologies in the workplace arent universally positive. The research identifies that over a third (39%) of British workers do not think anytime they spend dealing with tasks at work could be supported by automation. Graeme Codrington, Futurist to TalkTalk Business, comments: The reality is that we are on the verge of technological advances akin to the Industrial Revolution. While many employers are considering upskilling their workforces to benefit from this shift as early as possible, lots of employees still do not appear to have got the memo to achieve this. What these latest insights show is that by enabling workers to unlock the full extent of their abilities, this will create a happier, more engaged and productive workforce. To download the TalkTalk Business Workforces 2025 report visit: www.talktalkbusiness.co.uk/workforces2025
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The Gender Name Gap: Male names are worth up to £22,570 more than female names
08-November-2017 - onrec.com
If you thought the gender pay gap didnt impact every industry, you thought wrong. your name could be affecting your pay right now, as revealed by new insights following the launch of Adzunas ValueMyName tool. Ahead of Equal Pay Day this year, Adzuna have found that there is a gap of £22,570 between the highest earning male and female names. Posted in News archive on 08 Nov 2017 Company Profile Adzuna View profile » The first of its kind ValueMyName tool reveals the average salaries that 1,200 names from origins all around the world earn and unsurprisingly for some, the top 316 are male names. The highest earning name is Ed, topping the list with an average salary of £61,362, compared to the highest earning female name Liz, who earns an average salary of £38,792. Shockingly, the first female name ranks at a sorry 317th place within the findings. In stark contrast to the highest earners which are all male names, nine out of 10 of the lowest earning names are female, including. Paige (£20,190), Chelsea (£21,044) and Bethany (£21,488). The lowest earning male is Reece (£22,952) and the second and third lowest earning male names are Connor (£24,471) and Patryk (£25,207). Andrew Hunter, co-founder of Adzuna, comments: This tool has shown us that the gender pay gap is not just evident across different industries, but also ties in heavily to males and females anywhere and specifically, names. There is no doubt that 2017 has been a year we'll remember when it comes to the gender pay gap. from the BBC wage scandal to the software engineer that lost his job over sending anti-diversity internal memo at Google. Its a shame were still not seeing enough evidence that these scandals are encouraging employers to create equal opportunities in the workplace. Instead, we're seeing a gender name gap emerging thanks to the data behind our new ValueMyName tool. Most Valued Irish, Scottish Welsh Names The ValueMyName tool reveals that the most valued Welsh name is Huw, who earns an average of £49,333 and Rhiannon, a traditional Welsh name, has a takehome of £25,470. In comparison, the highest earning Scottish name Bruce has an average salary of £48,794 and popular Scottish female name Agnes earns £28,325. With Irish roots, a male with the name Neil will typically take home £45,455 on average. The most valued Irish female name Ciara earns an average of £29,968, in contrast to the least valuable Irish female name, Caitlin, whose average salary is £25,226. English names may dominate the most valued names list, but they arent the only names that appear in the top 10. The 5th most valued name is French name Philippe (£57,787) and the 9th most valued is Indian name Ashok (£54,830). Andrew Hunter continued: Somewhat shockingly, the findings from this tool show that the names at the top of the list are all male and the names at the bottom are mostly female. Its past time for employers to take a step back and ask themselves the question; am I making an active effort to plug this pay gap? Employers across every industry need to be creating strategies, evaluating processes and pushing forward to close the gender pay gap for good. When considering new hires, its critical that businesses and companies ensure that both male and female recruits are receiving equal pay; the focus should be entirely on skills and talent and not, in any circumstance or any industry, on gender or name. To find out how valuable your name is, try out Adzunas new tool here .
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Talk the Talk: The Most Valuable Second Languages to Learn
08-November-2017 - onrec.com
The job market has never been more competitive, so its never been more important to give yourself that extra edge. ForexBonuses reveals the second languages that its most beneficial to learn based on employment figures and availability. Posted in News archive on 08 Nov 2017 Always wanted to learn a new language but lacked the motivation? This new study could be just what you need. The research by ForexBonuses reveals which languages increase potential job prospects compared to being bilingual in others, and the potential average salary for knowing how to speak German, French, Russian and many others. So Which Second Language Gives You the Best Opportunities? ForexBonuses has gathered together the research to reveal which second language is the most valuable to know or learn. The languages are ranked in terms of usefulness both in the UK and abroad, based on how many jobs are available for the speakers compared to the bilingual average, how many countries have it as an official language and the estimated number of people who speak it fluently. And, of course, the average annual salary for the jobs with that specific language requirement. Here are the top results: German: The most valuable second language, speaking German opens up 265% more jobs compared to the bilingual average, and provides an average salary of just over £24,000. French: French is an official or co-official language in 41 countries, and knowing how to speak it still increases your job opportunities by 190%. According to the Foreign Service Institute, French is the third-easiest language for English speakers to learn, so no excuses! Russian: Knowing how to speak Russian gives you fewer job opportunities, but the highest potential average salary of £31,269. Therefore, choosing to learn Russian for employment prospects is a toss-up between the skill technically being the most valuable but the demand fairly low. Arabic: Similar to learning Russian, learning Arabic doesnt increase your job prospects compared to the bilingual average, but does offer a high average annual salary of over £29,000 for jobs with that specific language requirement. Spanish: over half a billion people speak fluent Spanish around the world, but this doesnt seem to dampen job prospects, as knowing this language increases your options by 18% compared to the bilingual average. See the rest of the study by ForexBonuses here . Methodology Languages have been chosen from the most spoken across the world. The results for the average number of jobs and average salary were found across two websites in order to maximise accuracy. Full methodology can be found on the infographic .
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How To Get The Career Of Your Dreams In 2018
08-November-2017 - onrec.com
As the New Year approaches, now is the time to think about what you REALLY want from your career in 2018. Recruitment careers expert, and author of Mind Flip, Zena Everett, is on hand to provide some straight-talking advice to make a real difference to your future Posted in News archive on 08 Nov 2017 Generating change for yourself at work is always possible, no matter how daunting or challenging it may seem, but it must start from within. When you inhabit the full scope of your own authentic talents you quickly unlock the secret of lasting self-confidence that will help you achieve even more than your next pay rise or promotion. Achievable goals are key. Facebook co-founder and CEO Mark Zuckerberg sets himself a personal challenge each year. In 2017, he pledged to visit every US state* (Texas in January, followed by the Southern States in the Spring, ultimately reaching over 40 destinations so far.) Of course, while UK corporate culture can be affected by influencers across the pond - your own individual challenges should be custom-built - by you, for you. You just need to take the time to consider what you really want and then how you can get it. That is not to say that achieving your career dreams in 2018 must be a solo endeavour; support is at hand. Zena Everett is a London-based motivational speaker and executive coach, with extensive experience of helping people to smash their career goals. Zena specialises in working with women to boost career confidence, set work goals, and improve productivity and performance issues. She can help provide the answers to burning questions that preoccupy many of us as we look to a fresh start for the New Year, such as: I feel like the Mum in the office, what should I do? How do I handle rejection after a failed job interview? Should I be a middle-aged intern? Why am I afraid to go for a promotion? Why do I feel like an imposter in work now I'm the boss? I want to ask for a pay rise but how? Mind Flip is Zena's must-read career manual. The book focusses on successful tactics for those looking to change jobs, achieve promotion or find more fulfilling work. "All of us need to figure out our unique cocktail of skills, knowledge and experience that makes us indispensable," says Zena. Mind Flip distils pithy chunks of support with insights and exercises to bone up with. Easy tips and pointers help the reader to identify the types of work that are most meaningful. With stronger insights about work goals and productivity, you get to inhabit a bigger future with transferable skills that are primed and ready for fresh external challenges. These highly personal audits can be undertaken regularly and Zena shows you how! Your work may span decades - but change is always the main constant. The second key action is to examine your performance and make adjustments. Mind Flipping applies to everyone who wants the career of their dreams. In a recent op-ed for the WSJ** Sheryl Sandberg highlighted the ongoing need for gender parity. To start the process, Sandberg suggests that we must first acknowledge what remains to be done "While younger men and women were more likely to say that supporting women in the workplace is important, there's a big disparity between the way the youngest generation in the workforce prioritises this work. The largest gap in personal commitment saying gender equality is important and being willing to address it shows up in this age group, with young women being the most committed and young men being the least committed." Zena Everett adds: "Women, in particular, do not want to return to work to be the office Mummy; we are there on our own terms, not as a Returner', but as a vital contributor. Organisations do value our wisdom, gravitas, networks and expertise." Although some millennial men sound like feminists, levels of misogyny and imbalances in household chores have seen no significant improvement in this generation. The infamous Google Memo*** by James Damore is the tip of the iceberg; there is a scarcity of women in male-dominated industries, too few in leadership roles and women still take less pay home than men in virtually every sector. Flip in the changes in 2018: they start with you, for you. Make now the time to show, rather than tell. Mind Flip to keep your work success front and centre this New Year.
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CRC Group Hires Blair to Midtown Manhattan Office
08-November-2017 - insurancejournal.com
CRC Group has hired Carol Blair as a professional lines broker for the CRC Midtown Manhattan office, effective October 1, 2017. Carol brings more than 16 years of experience in brokerage to CRC in professional risks in surplus lines. Her
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90% of workers could botch their health insurance and open enrollment picks
08-November-2017 - usatoday.com
Less than 10% of employees update their workplace benefits during annual open enrollment. More than half say their lack of attention costs them money.
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Deutsche´s British chief ready to cull 50,000 jobs
08-November-2017 - dailymail.co.uk
John Cryan said his firm employs 97,000 people - adding that most big peers have more like half that number. Deutsche was once the worlds biggest investment bank but suffered in the crisis.
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True Telecom goes into administration
08-November-2017 - dailymail.co.uk
In May, we reported how True Telecom cold-callers promised savings on phone bills only to lock elderly customers into expensive three-year contracts with hefty exit charges of up to £600.
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How to get a better rate on your savings after the rise
08-November-2017 - dailymail.co.uk
Big banks which are plundering millions of pounds a day from savers and borrowers. We can expose the cynical tactics Britain's savings giants have used to hit savers in the pocket.
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TJ Maxx employees in Puerto Rico are still getting paid at the stores closed by Hurricane Maria
08-November-2017 - usatoday.com
The parent company of TJ Maxx, Marshalls and Home Goods continues to pay its employees even as some of its stores remain closed after Hurricane Maria.
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Alliant Employee Benefits Adds Dale as First VP in Dallas Office
08-November-2017 - insurancejournal.com
Alliant Employee Benefits, a division of Newport Beach, Calif.-based Alliant Insurance Services, has tapped Dallas-based Alan Dale to add additional strength to its life and disability practice. As first vice president, Dale will play a lead consulting role within the
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Vault E&S Approved as Surplus Lines Insurer in Arkansas
08-November-2017 - insurancejournal.com
A new Arkansas-based surplus lines insurer has been approved to do business in the state, according to the Arkansas Insurance Department. Vault E S Insurance Company has been granted authority to sell property, casualty (excluding workers compensation), and marine insurance products
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ISMIE Expanding Medical Professional Liability Insurance Offerings in Wisconsin
08-November-2017 - insurancejournal.com
ISMIE Mutual Insurance Co. and ISMIE Indemnity plan to expand their medical professional liability coverage for health professionals, groups and health care facilities in Wisconsin. With a recently updated state rate filing, Wisconsin health professionals, groups and facilities will have
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California Workers Comp Division Suspends 21 Medical Providers for Fraud
08-November-2017 - insurancejournal.com
The California Division of Workers Compensation has suspended 21 more medical providers from participating in Californias workers comp system, bringing the total number of providers suspended this year to 73. The suspensions were made possible by the passage last year
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Enhance Your Business With Innovative Use of Chatbots, Artificial Intelligence and Machine Learning
07-November-2017 - onrec.com
At the European Job Board Summit on 10th November, discover how you can use technology innovation to enhance your job board. The session is hosted by Anna Ott and Andreea Wade. Posted in News archive on 07 Nov 2017 For the past 16 years, Anna has been working in various roles combining her knowledge in HR as well as her passion for digital and fast-growing companies. She understands the challenges that corporate HR departments are facing. Anna also understands the difficulties of building innovative, yet pragmatic HR activities from scratch for early-stage startups. Having been a Managing Director in a young HR company, she has great knowledge of the difficulties founders face in building disruptive HR services and selling them to prospective clients. Anna now focuses on enabling HR professionals to be part of the evolution of talent management. Her clients vary from digital startups to corporate HR professionals and anything in-between. Andreea Wade CircleAndreea is the co-founder and CEO of Opening.io, an AI-powered engine that provides matching, predicting, recommending and intelligent search technologies for job platforms. She has a background in programming, journalism, product management, business development and entrepreneurship. Andreea is a startup mentor, having mentored in all the major incubators and accelerators in Dublin but also London, Tel Aviv and Berlin. Andreea was involved in running the Irish wing of an EU funded accelerator (4.5 million euro fund), was the Head of Product Management in the largest Irish media trust and has previously founded companies, Opening.io being her fourth venture. Speaker, tech event organiser, lecturer and lover of the outdoors. Last year Andreea was featured in Irish Tech News talking about what she, and her company Opening. io, see happening in terms of recruitment technology trends. Automation is changing the job description of the recruiter and the business model of the recruitment agency or job platform. It is changing how companies are hiring and how the candidate is interacting and in her article Applied Recruitment AI: real-world use cases for deep learning. During the summit, Andreea will be sharing her insights into the applicability of deep learning in HR, Recruitment and the job board space with insights extracted from her own experiences and interactions with the talent industry as well as from what she sees validated in the market indirectly. Less than a year ago Anna started to implement the use of a chatbot into the recruiting process at hub:raum (the start-up incubator she works for) and at the summit, she will share her reflections on her expectations, the lessons learned and how job boards might implement similar technology in their space. Ahead of the conference, you might enjoy Annas article: A year with our recruiting chatbot.
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Almost half of SMEs struggle to find enthusiastic young candidates when hiring
07-November-2017 - onrec.com
The job market is more competitive than ever throughout the UK and new research has revealed that SMEs are struggling to find enthusiastic young candidates for roles, with many not even having any previous work experience. Posted in News archive on 07 Nov 2017 A new report released today reveals the qualities that bosses look for when hiring young people to join their business. The new study of 500 business decision makers by Arch Apprentices provided an insight into essential qualities in potential employees. The research uncovered that many think it should be essential for young people to partake in work experience, to give young people early involvement in a professional environment. Almost all of those surveyed (93%) thought that work experience and careers advice should be compulsory in schools. When hiring young people within their business the majority looked for enthusiasm (74%) followed closely by a good understanding of the role (61%), relevant work experience (54%) or any work experience at all (34%). However, further research did show that finding these qualities within young candidates wasnt always easy. Almost half (43%) admitted that they struggle to find enthusiastic young people to take positions. 39% said that the majority of their applicants have no/very limited experience in the workplace and 28% believe that the majority of applicants have irrelevant qualifications. UK schools havent had to offer compulsory work experience since 2012 when the coalition government scrapped the idea. With so many businesses agreeing that work placements should be compulsory, Arch Apprentices are calling on the current government to reinstate meaningful work experience for all children as well as provide up to date advice and guidance about future career options. The research uncovered that employers believe that work experience helps prepare young people for business (68%) and will help prepare them for the types of jobs which are desirable to business, boosting their skills (64%). Over half (57%) also believe that it helps to install a strong work ethic. Ben Rowland from Arch Apprentice said: We have a duty to the young people growing up in this country to provide them with the right information at the right time, to prepare them for a career that is fulfilling, rewarding and in touch with the digital world we now live in. Compulsory work experience would go some way to providing this, but theres more we can do employers, parents schools and training providers need to come together to arm young people with more information about their options including skills-based apprenticeships, not just university.
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New Recruitment Technology is FIRST to Decipher Deeper Human Personality Traits in Real Time via Subliminal Facial Expressions
07-November-2017 - onrec.com
Sophisticated technology can tell LIVE during job interviews, if people are lying, disagreeing, curious, judgmental, passionate or nervous Posted in News archive on 07 Nov 2017 Human, pioneer in Artificial Emotional Intelligence (AEI), has developed new ground breaking software that has the ability to read candidates subliminal facial expressions live during job interviews and convert these into a range of emotions and specific characteristic traits in real time. The innovative software is ideally placed to support the recruitment process and is the first of its kind, taking AEI and facial recognition a step further into the dynamic realms of characteristic detection. Going deeper than simply deciphering human emotion, Humans patent pending software goes beyond that using partial facial recognition, robust camera angles and state-of-the-art pixelated raw data to reveal typical personality traits. Having been developed internally by world leading data scientists, Humans technology provides advanced levels of unbiased insight to help companies make better and more informed recruitment decisions. From employing the right person for the job, to selecting the best cultural fit for the team, the highly accurate technology minimises human bias and provides a level of intelligence previously unattainable. Yi Xu, CEO and Founder at Human explains: Traditionally the interview and subsequent recruitment process has always been a bit of a gamble. Interviewers judge people on their own benchmark, which can differ from person to person and from day to day. We want to minimise the human bias in this process and more importantly, the discrimination. Imagine you dont know who the candidate is behind the video interview age, gender or race doesnt matter. You screen candidates based on the personality traits (or the big five personality traits of your choice: passion, honesty, confidence, outgoing, stress, reaction etc.) Our software adds another cost effective dimension to the interview process and another layer of certainty to businesses with supporting data. Using raw video footage here, Humans technology is able to tell us live in real time what a person is feeling as well as give us insight into certain personality traits which can be used to predict human behaviour. Check out the results of this video: https://vimeo.com/234331383 Xu continues: Using the power of deeper-rooted technology that not only looks at how someone is feeling at that point in time, but also at what kind of person they are, will allow businesses much greater insight into individual human behavioural traits which can be used to great advantage when selecting the right person for the job. Humans technology can also support candidate analysis, employee retention, and cultural fit with unbiased data backing.
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7 Laws of Online Recruitment
07-November-2017 - onrec.com
Its easy to see why online recruitment became a critical part of recruitment strategies of modern companies. For example, this method is cost-efficient, requires little financial investment, and offers an unprecedented reach. With so much people spending a lot of time online, finding candidates using the Internet makes a lot of sense. Posted in News archive on 07 Nov 2017 However, as easy as online recruitment may seem to be, one has to invest a lot of time and effort. Of course, you know the basics of the search, like posting vacant position on popular job boards, but theres so much more you can do to increase your chances of getting the most qualified candidates. Lets review 7 laws of online recruitment that can really advance your search. Law #1. Improve Website of Your Company Imagine the situation: a candidate sees a job posting created by your company and decides to see that the business is all about. They click on the link that redirects them to the companys website, and they arrive at an outdated, poorly maintained site. Naturally, this way you can create an impression of a bad company that neglects to keep its online business card e.g., the website, in order. Tips: Always keep your website updated in terms of information and design Create a special section for candidates, like Careers and Work for Us Write an attractive description of your company on About Us page Clearly, describe the benefits that the company provides for candidates (Why Work for Us). Lets review an example: Ernst Young Careers Page. Why it is an excellent example: It outlines all areas in which a candidate can work with the company (Advisory, Assurance, Tax, Transactions, and Support Services). It describes the benefits that a candidate will obtain while working with them (Why EY? How Will I Develop? sections) It describes what is like to work at Ernst Young, progress, and achieve personal goals (Whats It Like? Section). Law #2: Use Social Media Websites like LinkedIn and Facebook offers a free access to hundreds of thousands of potential candidates, so using them in your online recruitment strategy is a critical requirement. In the recent years, the number of online recruiters using social media has been steadily rising; in fact, social professional networks has outperformed Internet job boards in 2016, according to Global Recruiting Trends report created by LinkedIn . Source: Global Recruiting Trends report by LinkedIn No surprises here. Just take a look at LinkedIn where else can you will over 500 million business professionals in one place showing their expertise and experience? Moreover, it has special tools like LinkedIn Recruiter to help with finding and engaging with the most qualified candidates. It works great, too: 75 percent of recruiters using the tool reported a successful outcome. Law #3: Maintain Personal Touch While looking for candidates online, you should remember that online interactions cannot replace personal ones, which are much more effective. Therefore, you need to ensure that every interaction with a potential candidate you address online should be personalized as much as possible. You know the importance of building rapport in business, right? Tips: Research the candidates experience, educational background, and interests Compose a specific text tailored to a candidates needs Go for a casual tone (Hi / Hello [candidates name]) Use name. Never, ever write an email that starts with Dear candidate. Law #4: Engage in Passive Recruiting This may sound like a waste of time, but passive recruiting is a legitimate technique that has been rising in popularity in the recent years. The traditional search involves posting a job vacancy on the Internet and waiting for the resumes to select the most qualified candidate. The passive recruiting, on the other hand, has recruiters searching for candidates who are not looking for job. They find them online, contact them using email (thats the preferred method by both parties), and briefly describe the vacancy. The quality of passive candidates is often higher; for example, 2016 Candidate Engagement report from Hudson RPO and HRO Today found that the majority of recruiters left that passive candidate were better in quality than active ones. Source: 2016 Candidate Engagement Report Law #5: Harness the Power of Talent Analytics In the recent decades, the amount of data used by recruiters and companies has exploded. As they continue to look for more candidates, more data is being generated every day, so this data should be used to guide recruiting approach and help to make it more strategic. Data-driven recruiting, which is driven by Applicant Tracking Systems , is being increasingly adopted these days because it ties candidate and employee data with strategic workforce planning. Benefits of data-driven recruitment strategy for companies include: Increased quality of hire Workforce planning Easy data collection and analysis Timely HR decisions Law #6: Embrace Mobile As a recruiter, you need to pay attention to mobile in order to succeed because mobile traffic has already passed desktop traffic, meaning that Google will prioritize mobile-optimized sites in the search results. If your company does not have a responsive website design, chances are the competitors will outperform you in terms of getting quality traffic. Major job boards have already adapted. For example, a popular site Indeed provides a mobile site . It has a user-friendly interface, which is critical to deliver a pleasant experience for candidates. Law #7: Use Premium Options Dont be afraid to invest in advertising of your company when needed. Facebook and LinkedIn have premium advertisement options that can really expand your reach. They wont burn a hole in your pocket and can be a great source of traffic, too. Time to Recruit There is no question that online recruiting has helped to find new talent in a much more effective way. But being online is only a piece of a puzzle, you have to do more. The most successful hiring strategy follow the laws of online recruiting, how about you? Tom Jager is professional blogger. He works at Awriter. He has degree in Law and English literature. Tom has written numerous articles/online journals. You can reach him at G+ or Facebook .
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Bridgewater paid off employee after relationship with top executive: WSJ
07-November-2017 - reuters.com
(Reuters) - Bridgewater Associates paid a settlement to a woman who was fired after having a consensual relationship with top executive Greg Jensen, The Wall Street Journal reported on Tuesday.
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Looking for job security? Consider these 10 positions
07-November-2017 - usatoday.com
One of the best ways to snag a degree of job security is to enter a booming field. Here are some jobs that are really taking off.
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Desperate employers search for holiday workers in tight job market
07-November-2017 - usatoday.com
The low unemployment rate and abundance of jobs has left employers competing for workers.
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Humana cuts jobs, adds jobs elsewhere
07-November-2017 - abcnews.com
The health insurer Humana is cutting about 1,300 positions a couple months after starting an early retirement program
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Cultural shift needed to get more women into top jobs, says Mary Portas
07-November-2017 - telegraph.co.uk
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Paradise Papers: The professionals´ responsibility
07-November-2017 - bbc.com
Are measures preventing lawyers and accountants marketing tax avoidance schemes working?
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Some Lessons From the Employee Fired for Middle-Fingering Trumps Motorcade
07-November-2017 - workforce.com
Have your heard about Juli Briskman, the biker who flipped the finger to Trumps passing motorcade? Apparently, her employer, Akima, was less than amused when she used the above as her profile pic on her personal Facebook and Twitter accounts, and fired her for violating this social media policy: Covered Social Media Activity that contains discriminatory, obscene malicious or threatening... The post Some Lessons From the Employee Fired for Middle-Fingering Trumps Motorcade appeared first on Workforce Magazine .
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An Employers Guide to the GDPR
07-November-2017 - onrec.com
At the European Job Board Summit on 9th November and 10th November, Jobg8 bring you a session by forward-thinking international law firm Taylor Wessing on pertinent legal updates and the upcoming General Data Privacy Regulation (GDPR). Posted in News archive on 07 Nov 2017 We are lucky enough to have Stephanie Creed sharing a fast-paced presentation on, her area of expertise, the GDPR and how it will affect all job boards. Stephanie is an associate in the Employment, Pensions Mobility group specialising in all aspects of UK employment law, including drafting and negotiation of employment, consultancy and settlement agreements. She has developed a particular niche in relation to HR data privacy issues and GDPR. Stephanie has contentious experience in the Employment Tribunal, County Court and the High Court. Do you feel confident you understand the GDPR and its implications? Ahead of the conference, we share 9 top facts for job board owners about the new regulations. 1. GDPR (General Data Protection Regulation) comes into effect on 25th May 2018 and it will impact everybody working in the recruitment space. GDPR will replace the current Data Protection Act and is a new piece of EU legislation which seeks to strengthen and unify data protection for individuals in the EU, giving them greater control over their personal information. 2. It applies to all businesses worldwide that have access to and process personal data of any EU citizen, and even when Brexit kicks in it will still apply. 3. A breach of the new regulations could result in fines of up to 4% of global annual turnover or twenty million euros (whichever is greater) so its important to take it seriously! 4. In truth, you shouldnt be thinking its all about fines, its about putting the individual first and frankly we should all want full control over our personal data. In fact, you could consider it an opportunity to build stronger and better relationships with clients and jobseekers. 5. Your clients will be affected by GDPR too so they may have to change how they interact with you. Also, investigate your relationships with email mailing providers and any other suppliers through whom you manage data. 6. It is your responsibility to ensure that your business is complying with the new regulations (including via any external suppliers like CRMS that you use) and its mandatory to report any data breach within 72 hours of discovery. 7. Heres a key one; individuals (ie jobseekers/candidates) have the right to be forgotten by companies they have given personal details to. They can ask for their personal data back at any given time and youll have to do this within one month of the request. Individuals need to be informed of their rights, and their ability to withdraw their permission to access and hold their personal data. 8. Personal data isnt just CVs it could include things like IP addresses, cookies and location information. In fact, hardly any personal data will not fall under the regulations making it difficult for organisations to avoid having to comply with its requirements. 9. Consent is key. YOU have to gain explicit consent to use personal data instead of assuming or gaining implied consent. That consent is time specific (and people can withdraw their consent once it has been given). So you need to be clear about why you want their details, how you intend to use them, the way in which you will store them and for how long. At a recent webinar Stephanie Creed, with colleagues, Paul Callaghan and Sian Skelton discussed what HR professionals with employees in the UK need to be doing to prepare for the GDPR, and introduced the HR Data Privacy products and services that Taylor Wessing has put together to help clients. Its a nice overview ahead of the summit.
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How to invest with the rising stars of emerging markets
07-November-2017 - dailymail.co.uk
As the veterans of emerging market investing retire, who are the fund managers you can rely on? We look at the new rising stars.
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How to get a third off flights in 2018
07-November-2017 - dailymail.co.uk
Travellers looking for a cheap trip in 2018 can typically save a third on their flight by booking exactly 60 days before departure to most continents, according to exclusive data.
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Professional Insurance Agents of Connecticut Names Black PIA National Director
07-November-2017 - insurancejournal.com
The Professional Insurance Agents of Connecticut has named Jonathan T. Black of Fairfield, Conn., its PIA National Director. PIACT is a trade association representing professional, independent insurance agencies and their employees throughout the state. Black owns Curtis-Black Insurance Associates LLC
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Patronis to Run for Florida CFO Position in 2018
07-November-2017 - insurancejournal.com
Jimmy Patronis is asking voters to keep him in his current job as chief financial officer. Patronis officially filed paperwork on Nov. 1 to run for the Cabinet post in 2018. The 45-year-old Patronis was appointed in June by Gov.
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Marylands The Brethren Mutual Insurance Company Hires Glass
07-November-2017 - insurancejournal.com
The Brethren Mutual Insurance Company has hired Bob Glass as its new director of underwriting. Glass brings more than 30 years of insurance experience in property and casualty underwriting, marketing and product development with Aetna Casualty Surety Company, Travelers
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Louisiana Golf Tournament Raises over $35K for Children of Workers Killed or Disabled on the Job
07-November-2017 - insurancejournal.com
The fourteenth annual LWCC Kids Chance invitational golf tournament raised over $35,000 for the Louisiana Bar Foundation (LBF) Kids Chance Scholarship Program. The Kids Chance Scholarship Program provides scholarships to dependent children of Louisiana workers killed or permanently and totally
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Legal sector lost 1,100 jobs in October
06-November-2017 - abajournal.com
The legal services sector lost 1,100 jobs in October, according to statistics released Friday by the U.S. Department of Labor. The departments Bureau of Labor
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Creating career categories for better data collection and transparency
06-November-2017 - sciencemag.org
A classification scheme released last month highlights the diversity of jobs that Ph.D. holders go into after receiving their degrees
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Uber tackles sex assault problem by pledging $5m to training
06-November-2017 - abcnews.com
Uber is pledging $5 million over the next five years to groups that work to prevent sexual assaults, a move aimed at helping the ride-hailing service combat its own problems as well as society as a whole
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How to ride the red-hot stock market into 2018
06-November-2017 - abcnews.com
Four reasons not to sell your holdings.
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Businesses will begin moving jobs across Channel by March unless Brexit transition deal reached, CBI warns May
06-November-2017 - telegraph.co.uk
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Carillion wins £320m-worth of Network Rail contracts
06-November-2017 - telegraph.co.uk
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Tech careers: Can you benefit from a ´new collar´ job?
06-November-2017 - usatoday.com
The workforce is changing, and training methods need to change as well.
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Young people demand jobs that make a difference
06-November-2017 - onrec.com
Just like any relationship, whether it is a personal or professional one, a good match always has its advantage. That is why options or candidates give you leverage when screening for the right one. Posted in News archive on 06 Nov 2017 Likewise, in the recruitment process in the professional industries, having a line-up of applicants allows some leeway to the screening and selection process. Human Resource personnel are aware that efficiency and productivity in the workplace can be achieved when the right people are in place. With hundreds of applicants lined up to be interviewed in a day, recruiters are always on the lookout for candidates who will be a perfect fit to the job. Here are a few tips for recruiters to easily spot the person right for the job: 1. Dont do job interviews. The usual screening process involves interviews, with the recruiter asking away templated questions, covering the applicants educational background and relevant work experience. While these questions cover the basics about the technical qualifications of your candidate, it does not exactly reflect the candidates performance at work. What you can do to approximate your candidates actual work performance is to have them audition for the job. While personality and pen-and-paper tests can give you an overview of your candidates personality, requiring them to do an activity that is necessary to their job will give you a better gauge of how they actually perform. Say your applicant is vying for a web developer position. Have him or her create a website landing page. His or her output will reveal how well he or she can execute the task, and how fast he or she can deliver the quality that you require. 2. Test their problem solving skills. Another way to gauge your candidates capability is to have them solve a problem that they might encounter at work. This is one qualification that is often overlooked in the usual recruitment process. While the perfect candidate may have all the required skills and qualifications, it would be advantageous for a company or business to hire a candidate who is solution-oriented when the need arises. Give the applicants a probable work problem and ask them for a resolution. This way, you get to hear how they will approach handling the situation, and what concrete steps they will do to resolve the problem. Such responses reveal your candidates thinking processes and behavior, which you would not usually get from asking templated interview questions. 3. Go for a conversation. Not all job applicants will admit that going on interviews make them nervous because of the rigidity of a Q and A interview. Recruitment personnels best bet to help the applicants relax is steer the interview into a conversation. Allow your applicants to talk by asking open-ended questions. In this manner, your applicant gives you a peek to his or her social skills, behavior, and personality, saving you from receiving rehearsed answers. Some open-ended questions that you could use are: ? What inspires you? ? How did you address a mistake you did and what did you learn? ? What are your hobbies? ? Whats your favorite aspect of your current position? ? What best practices would you bring with you from your current company? You can also learn more about your applicant by allowing them to talk about something they are passionate about that is not work-related. You will learn more from the person as you listen to what they do outside the office. You might get surprised to know that your applicants do charity work, advocate social goodness, or train and play like an athlete. 4. Conduct interview in a different zone. Lets admit this: one-on-one interviews in a locked room can be a bit intimidating. You can experiment and a different kind of job interview. Ditch the one-on-one session and go for a panel with a team member who has the best social skills. Or you can ditch a closed door set-up, and offer to conduct the interview outside the office. Taking the recruitment process out of the typical interview zone allows you to see how your candidate interacts with another team member. Observe the dynamics of his or her social skills so you would know whether or not he or she works well with a partner or even a team. Pay attention to the little details. Is your applicant listening well to the other person? Does he or she allow others to speak? Is he or she directing the conversation to mostly about himself or herself? These little things will allow you some insight to your candidates personality and demeanor. 5. Look beyond their CV. Now that youve seen how your applicant interact, think, and execute tasks, you can go back to his or her resume for some re-evaluation. But re-evaluation does not mean you stop at just your applicants resume, beside it could be written with the help of some writing service. Do some extra research by looking up whether he or she has a LinkedIn profile, or calling the references indicated in the CV. If possible, you can also look through your candidates social media accounts, or blogs if they have one, so you will get a holistic overview of your candidate. BIO: Laura Buckler is a writing expert who creates search engine optimized articles on lifestyle topics. She specializes in SEO writing and is a published author of hundreds of blog posts and articles. Follow her ontwitter.
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Jamie Oliver appoints consultant after £10m losses
06-November-2017 - dailymail.co.uk
Jamie Olivers Italian restaurant chain has hired turnaround specialists after losing almost £10 million.Accounts filed at Companies House show Jamies Italian made a loss of £9.9m last year.
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Florida Construction Company Owner Arrested for $1M Workers Comp Scam
06-November-2017 - insurancejournal.com
The owner of a Florida construction company has been arrested for allegedly obtaining a fraudulent workers compensation policy by underreporting the number of staff he employed, the companys annual payroll amount and the companys scope of work. According to a
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HUB Adds Shipp to Commercial Markets Team in Central California
06-November-2017 - insurancejournal.com
HUB International of California has named Geoffrey Shipp a commercial markets producer, risk management advisor and senior sales management trainee. Shipp will affiliate with HUBs Central Coast offices as well as the Pasadena and Westlake Village offices. Shipp has a
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3 Workers Injured in Fire on Louisiana State University Campus
06-November-2017 - insurancejournal.com
A spokeswoman for Louisiana State University says three workers were injured when an electrical issue sparked a fire that prompted the evacuation of the universitys law school. LSU spokeswoman Alison Satake says an LSU maintenance worker and two subcontractors were
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CNA Adds Get a Quote for Small Business Insurance Online Shoppers
06-November-2017 - insurancejournal.com
Commercial lines insurer CNA has added a Get a Quote feature that allows small business owners to receive a quick premium indication for a CNA Connect business owners policy and a workers compensation policy online. Get a Quote also provides
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Eastern Insurance Group in Massachusetts Promotes Tucker
06-November-2017 - insurancejournal.com
Eastern Insurance Group has promoted Katelyn Tucker to vice president and benefits account executive at Eastern Benefits Group, the insurance firms employee benefits division. Tucker, who works out of the Wakefield, Mass., office, has been with Eastern Benefits Group for
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Scandal-hit Kobe Steel has a ´look the other way´ culture, they say in hometown
05-November-2017 - reuters.com
KOBE, Japan (Reuters) - The fresh university graduate, eager to make a good impression on the job at one of Kobe Steel Ltd's main plants in Japan, punched the wrong measurements into machines making steel pipes, causing a large batch to come out too short.
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Why making a lot of money wont necessarily make you happy
05-November-2017 - usatoday.com
Money isnt everything. There are other factors that affect your life satisfaction in any given job.
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Fifth of UK workers still earning below ´real´ living wage
05-November-2017 - telegraph.co.uk
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Paradise Papers: How to hide your cash offshore
05-November-2017 - bbc.com
The offshore industry puts trillions beyond the taxman's reach - here's one way it's done.
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Brexit ´threat to UK broadcasting jobs´, trade body warns
05-November-2017 - bbc.com
Broadcasters warn of adverse effects to their industry unless a Brexit trade deal is reached with the EU.
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CBI urges crackdown on sexual harassment at work
05-November-2017 - bbc.com
Employers group the CBI calls on business leaders to stamp out sexual harassment in the workplace.
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How to tell if an HSA is just what the doctor ordered
05-November-2017 - usatoday.com
You must have a high-deductible health plan to open or contribute to an HSA, making your medical bills a key factor in whether to create one.
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How to start taming your budget-busting bills
05-November-2017 - usatoday.com
What can you do to make sure you have enough money each month to not only pay your bills but also save for your future? Start by creating a budget.
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After Equifax: how to keep your bank account safe
05-November-2017 - usatoday.com
If you were one of the 145 million Americans whose info was stolen in the Equifax breach, you should be worried about keeping your financial accounts safe. Columnist Kim Komando shows you how.
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How to balance your budget with an interest boost
04-November-2017 - dailymail.co.uk
In this special report, we look at how you can survive and thrive financially in a world of 0.5 per cent base rate and maybe get a bit angry in the process.
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Careers: 10 of the fastest growing jobs right now
04-November-2017 - usatoday.com
Here are some of the fastest growing fields and jobs, all which are anticipated to grow faster than average over the next decade.
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Doctor fights to regain license lost to lax computer skills
04-November-2017 - usatoday.com
Dr. Anna Konopka doesnt have a computer in her office and doesnt know how to use one. Two file cabinets in a 160-year-old clapboard house hold most of her patient records.
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How to score Black Friday deals weeks before Thanksgiving
03-November-2017 - abcnews.com
Retailers are already offering steep discounts.
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Why pay raises are elusive even with US unemployment so low
03-November-2017 - abcnews.com
With unemployment low and many employers desperate, why isn't pay rising faster?
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Sleep Study an Alarm for Employers
03-November-2017 - workforce.com
Most employees arent alone when the alarm clock rings and they yearn for 10 more minutes of shuteye. Studies show that 43 percent of working Americans dont receive enough sleep each night, and 76 percent say that they feel tired at work, according to a survey by the National Safety Council. Sleep is one of the three pillars of living... The post Sleep Study an Alarm for Employers appeared first on Workforce Magazine .
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U.S. job growth picks up; flat wages raise consumer spending worries
03-November-2017 - reuters.com
WASHINGTON (Reuters) - U.S. job growth accelerated in October after hurricane-related disruptions in the prior month, but wages grew at their slowest annual pace in more than 1-1/2 years in a sign that inflation probably will remain benign.
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US jobs growth in October falls short of forecasts
03-November-2017 - bbc.com
Employment rose by 261,000 after markets had predicted a post-hurricane rebound of 310,000.
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The tricks to saving hundreds on a new iPhone X contract
03-November-2017 - dailymail.co.uk
Apple's new iPhone X is now on general sale. Here are the cheapest contracts on offer and how to claw back the cost of buying the tech giant's most expensive handset yet.
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Spreading the word
03-November-2017 - bbc.com
E-commerce entrepreneurs share their tips on how to get noticed in the global digital marketplace.
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Lost pension? How to find your missing retirement benefits
03-November-2017 - usatoday.com
You may have funded pensions or 401(k) accounts that you dont even know exist. Heres how to track down these accounts.
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Hiring advice: 21 words to never include in your resume
03-November-2017 - usatoday.com
Avoid these words and phrases or your resume could wind up in the trash bin.
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261K jobs added in Oct. on rebound in hurricane zones
03-November-2017 - usatoday.com
The government was expected to report 312,000 job gains in October, reversing the prior months hurricane -related losses.
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Twitter employee ´deactivated´ Trump account on last day
03-November-2017 - bbc.com
The social media giant says a staffer on their last day took the account offline for 11 minutes.
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Whoever turned off Trumps Twitter account will probably get off scot free
03-November-2017 - usatoday.com
Very little is known about the ex-employee who did it, beyond that it was his or her last day on the job.
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5 reasons job market is stronger than you think
03-November-2017 - usatoday.com
The effects of Hurricanes Harvey and Irma may be clouding whats really gong on with hiring.
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Brown Joins NFP as Managing Director for Central Texas
03-November-2017 - insurancejournal.com
Insurance broker and consultant, NFP Corp., has hired Kevin Brown as a managing director in its Austin, Texas, office. He will lead NFPs retail sales and distribution operation, serving the Central Texas market, and will report directly to Ed OMalley,
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October Commercial Insurance Renewal Rates Up Except Workers Compensation: IVANS Index
03-November-2017 - insurancejournal.com
In October, premium renewal rates were up for the majority of standard commercial lines products, with workers compensation remaining the major line where rates did not go up, according to IVANS Index that tracks renewal premiums. Business owners policyholders saw
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How to find a cheaper mortgage and beat rate rises
02-November-2017 - dailymail.co.uk
The Bank of England has raised the base rate, but mortgage rates are still near record lows. Yet, despite those cheap rates, many homeowners are still paying more than they need to.
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Busy Recruiters Call on Job-Seekers to Follow Up
02-November-2017 - workforce.com
After a job candidate hits submit, send, upload or done with their résumé the what do I do next phase begins. Days or sometimes weeks go by and the employer still hasnt reached out. In such instances, according to a survey by Accountemps, 81 percent of senior managers want candidates to follow up within two weeks of applying for a... The post Busy Recruiters Call on Job-Seekers to Follow Up appeared first on Workforce Magazine .
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Is New York the Beginning of the End for Americas Terrible Family Leave Laws?
02-November-2017 - workforce.com
It is freakin hard to be a working parent in America. It is even more difficult when both mom and dad work. Its not just child care, but also doctors appointments, kids sick days, summer vacations, winter and spring breaks, Labor Days, Memorial Days, and all the other Days (and dont get me started on teacher in-service days). Beginning Jan.... The post Is New York the Beginning of the End for Americas Terrible Family Leave Laws? appeared first on Workforce Magazine .
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Last chance to enter the British Entrepreneur Challenge
02-November-2017 - dailymail.co.uk
Time is running out! The deadline for the Great Entrepreneur Challenge - Friday 3 November - is looming large. Here's how to enter your brilliant business idea.
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Uber and Lyft ban driver, a right-wing activist, after anti-Muslim tweets following attack
02-November-2017 - usatoday.com
She called on Uber not to hire Muslims after Tuesdays attack in New York.
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Buffett stocks picks: How to invest like the Oracle of Omaha
02-November-2017 - usatoday.com
A REIT, a "mini"-Buffett company, and the worlds largest corporation all make the list.
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FBIs investigation into UAW scandal extends to GM, Ford, other union officials
02-November-2017 - usatoday.com
The FBIs probe into alleged financial crimes by United Auto Workers and auto executives has extended to General Motors and Ford.
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How the new GOP tax proposal compares to Reagans 1986 tax reform
02-November-2017 - usatoday.com
Though the just-released Tax Cuts and Jobs Act might read like a blast from the past, there are certain key differences we cant overlook.
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Malaysia, Australia Investigate Massive Commercial, Governmental Data Breaches
02-November-2017 - insurancejournal.com
Malaysia is investigating the theft of mobile-phone records for 46.2 million customers, while an online security lapse in Australia exposed personal details of almost 50,000 employees. The Malaysian government is working with carriers and police to investigate the issue and
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Tax bill: 10 key facts about the Republican tax plan
02-November-2017 - usatoday.com
The Tax Cuts and Jobs Act would make some major changes to the U.S. tax code.
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Raytheon wins $2.87 billion U.S. defense contract: Pentagon
02-November-2017 - reuters.com
WASHINGTON (Reuters) - Raytheon Co has been awarded a $2.87 billion contract for services supporting the Army, combatant commanders and other Department of Defense customers for live, virtual and constructive training domains, the Pentagon said on Thursday.
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U.S. probe into UAW training center funds extends to GM, Ford
02-November-2017 - reuters.com
WASHINGTON (Reuters) - General Motors Co and Ford Motor Co confirmed Thursday they are cooperating with an expanded Justice Department probe into alleged misspending at United Auto Workers union training centers funded by U.S. automakers.
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Not smoking gets Japanese workers an extra week of vacation
02-November-2017 - usatoday.com
The policy was installed at a Tokyo marketing company as a benefit for nonsmokers to compensate for their colleagues smoke breaks.
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Reliance Partners Opening New Office in Chicago
02-November-2017 - insurancejournal.com
Chattanooga, Tennessee-based commercial insurance provider, Reliance Partners, is expanding in the Midwest by opening a new office in the Chicago area. Edgar Mercado will lead the new Chicago office. Mercado started his career at Reliance in Chattanooga and has emerged
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WCRI: Wisconsin Medical Payments per Workers Comp Claim Higher than Typical
02-November-2017 - insurancejournal.com
A new study by Cambridge, Massachusetts-based Workers Compensation Research Institute (WCRI) found that Wisconsins medical payments per workers compensation claim were higher than typical for 2015 injuries evaluated as of March 2016. While growth in Wisconsins workers compensation medical payments
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J.M. Wilson Hires Kane as Assistant Property/Casualty Underwriter in Illinois
02-November-2017 - insurancejournal.com
Managing general agency and surplus lines broker, J.M. Wilson, has hired Brian Kane as assistant property/casualty underwriter in its Arlington Heights, Illinois, office. Kane has more than 17 years of experience in the insurance industry working as a group underwriter.
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Florida Orders Workers Comp Rate Decrease of 9.8%
02-November-2017 - insurancejournal.com
Florida Insurance Commissioner David Altmaier has ordered a statewide overall workers compensation rate decrease of 9.8 percent, a slightly higher decrease than the 9.6 percent decrease filed by the National Council on Compensation Insurance (NCCI) back in August. Altmaiers order
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Stephens Insurance Adds Property/Casualty, Benefits Expertise in Houston
02-November-2017 - insurancejournal.com
Stephens Insurance LLC, an affiliate of Stephens Inc., has hired industry veterans Leigh Ellis and Will Ogilvie in its Houston office. Ellis joins Stephens as a senior vice president in the commercial property/casualty practice with expertise in advising large commercial
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Safety National Re Hires Wilmot and Wizner in New York
02-November-2017 - insurancejournal.com
Safety National Re has hired Lydia Wilmot as vice president and Stephanie Wizner as assistant vice president. Wilmot and Wizner will be based out of New York. With more than 15 years of combined industry-related insurance and reinsurance experience, both
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Monster Job Search App set to revolutionise candidate mobile applications
02-November-2017 - onrec.com
Monster today announces the latest addition to its product portfolio, Monster Job Search App, an exciting app that helps candidates search and connect with opportunities on the go, revolutionising the ability to apply for jobs from mobile phones. Posted in News archive on 02 Nov 2017 Company Profile Monster View profile » Currently over 50% of candidates who start the job application process on mobile abandon it. Working with its expert mobile division, Jobr, Monster has created a smartphone app that uses the familiar swipe function found in popular dating apps to address this issue. Monsters new approach removes the friction from the job application process, making it easier than ever to apply for jobs on a smartphone. Monster Job Search App requires just three simple steps: Users create a profile in just two clicks, using social media or uploading a CV to populate their work history Advanced matching technology filters through 200,000 roles to find the most relevant jobs for the user Simply apply for or reject jobs with a single swipe Users can edit their work profile and can easily upload a full CV directly from Monster or popular services such as Dropbox or Google Drive. An easy swipe right allows candidates to apply and their CV or profile will automatically be submitted no fuss and no delays. This new app will prove particularly useful for millennials, who spend the equivalent of a day a week using their smartphone and expect to be able to manage all aspects of their lives through their phones - including how they find and manage career opportunities. Monster Job Search App is available to download on Android and iPhone here. Andy Sumner, MD UK and Ireland, Monster, said, As our daily lives become ever more digitally focused, its important for recruitment companies to reflect this in their offerings to candidates. Monster Job Search App harnesses the latest technology in a quick and easy to use app, to help candidates find and apply for jobs on the go and on their mobiles, something that hasnt been on offer previously. Weve worked hard at removing the barriers to applying for jobs, so users can simply swipe their way to their dream job. Unleash Monster with a swipe: https://www.youtube.com/watch?v=W1VxMenhjLY
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IT education doesnt meet employers demands say CIOs
02-November-2017 - onrec.com
Security skills is biggest area of concern, followed by digitisation and business intelligence Posted in News archive on 02 Nov 2017 UK London, Thursday 2nd November 2017 The demands of the IT employment market are not being met by todays education system, according to new research from recruitment specialist Robert Half Technology UK. With the UK skills gap costing the UK economy an estimated £63bn a year, the poll of CIOs reveals the most critical technological skills that UK technology leaders want education providers to focus on providing. According to the research, more than nine in ten CIOs (92%) believe that the IT education provided by colleges, universities and technical schools doesnt meet the demands of the employment market. The poll found that the biggest area of concern among CIOs is IT security, with nearly six in ten (59%) saying that this is one of the critical areas that IT educators need to focus on. The next most urgent areas for enhancement are digitisation (23%), business intelligence (20%) and software/application development (18%). The UK requires 104,000 STEM (science, technology, engineering and mathematics) graduates each year, yet 40,000 jobs in this area are left vacant, according to figures from education campaigners, Your Life. Whats more, student engagement with STEM subjects is declining among older learners, with just 33% of boys and 19% of girls taking two or more STEM subjects at A-level. While businesses are urgently trying to reskill their employees through internal training and development programmes, the root cause of the current skills gap lies much deeper, said Phil Sheridan, senior managing director, Robert Half UK, South America and the Middle East. Recent graduates, particularly in STEM subjects, are already lacking vital skills that UK organisations desperately need. Technology is changing so rapidly that it is little surprise that education providers are struggling to teach their students skills that will still be relevant when they reach the workplace Sheridan continued. They should also consider what they can do to offer work placements or Year in Industry initiatives that will encourage prospective students and convince them that learning STEM subjects is the path towards an incredibly fulfilling and well-rewarding career.
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British workers reveal how their bosses really match up to key management qualities
02-November-2017 - onrec.com
MOST adults have a good idea of the qualities and skills most employers look for in prospective new staff, but new research has turned the tables on this - revealing the attributes that workers believe make up the ideal boss, and how UK managers match up to them. Posted in News archive on 02 Nov 2017 Research published by workplace incentives and rewards provider, One4all Rewards, in the UK Management Review Whitepaper, polled 1,024 UK employees on the qualities they would value the most in bosses and how their own bosses match up to the perfect picture. The research revealed that being honest was the highest valued quality for UK workers (41%) - something many would expect from their bosses. The second most important quality for more than 1 in 3 (35%) British workers is being approachable. An ideal boss would also be fair for almost 1 in 4 (24%) workers and understandably, a similar number (23%) preferred their manager or boss to be organised. Another interpersonal quality which was highly coveted in UK bosses was sincerity - more than 1 in 5 (21%) felt strongly about this. The data also revealed how strong an impact a positive boss-employee relationship can have. 1 in 4 workers said that having a good working relationship with their boss would mean they would be more likely to stay at a company for the long term (e.g. 5 years or more). However, the research found that few UK managers matched up to expectations as just 23% felt their boss was honest - suggesting a major gap in trust in many British companies. As for those workers who felt their management should be approachable, the same number (23%) currently describe their bosses this way. Being fair made one of the top three qualities for an ideal boss; worryingly, this was a trait that appears to be lacking in the UK workforce, as just 15% describe their manager as fair. Organisation skills can sometimes seem like a basic requirement for any management role, yet the data could suggest that many are not seeing examples of this in their bosses' behaviour, with just 18% believing their boss is organised. In comparison to sincerity being a key attribute for UK workers, just 10% feel their boss is sincere. Female workers are the most likely to value a boss who is approachable (44%), while male workers covet honesty above anything else (45%). Alan Smith, UK Managing Director at One4all Rewards, said: "Bosses should take note - as our research has shown, the relationship an employee has with their boss can be really key. Maintaining these relationships and being a good manager is about more than just the finished product, or numbers on a spreadsheet. "A good leader inspires workers to want to work hard and has the kind of relationship that means if an employee is having a problem or is unhappy, they will feel comfortable approaching them to discuss it. Similarly, people also need to be able to be able to place a degree of trust in their boss. Without trust and sincerity, feedback - both good and bad - is unlikely to be believed or taken seriously. Smith continues: "What I find particularly interesting about these findings is how many of the qualities we look for in an employer mirror those a lot of people would also seek out in new friendships outside of the workplace. Bosses don't need to be friends with their employees, but having the basics of a respectful and honest relationship is important. In addition to these findings, our previous research found that 83% of British workers admitted being regularly thanked by an employer increases the sense of loyalty they feel to their company. There is so much advice out there about the intricacies of leadership that it can be quite easy to sometimes forget that, ultimately, people want to be managed by trustworthy, approachable and organised human beings." For more information and to download the One4all Rewards Review of UK Management whitepaper, click here. One4all Rewards are industry experts in benefits and rewards. Working with over 6,000 businesses of all sizes nationwide, One4all Rewards helps to transform customer and employee relationships through successful rewards and incentive schemes. For more information about One4all Rewards, please visit: www.one4allrewards.co.uk
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UK offices lack the features needed to boost productivity and wellbeing
02-November-2017 - onrec.com
Office Genie has discovered Britains workplaces are in need of a makeover, with many not catering to employees needs. Workspaces are lacking distinct, tailor-made areas that could enable employees to work more effectively - particularly introverted workers. Posted in News archive on 02 Nov 2017 After surveying 1,456 British office workers, it was revealed the majority of workplaces do not have areas that aid lone-working (67%), offer privacy (54%), or opportunities for quiet work (58%). They also do not have spaces that promote collaboration (45%) or provide chill-out areas for staff (74%). Respondents were asked if their workplace allows them to carry out their work comfortably and 20% stated it does not. Worryingly, of that number, 70% claim it affects their desire to come to work. In terms of improved wellbeing and productivity, chill-out areas, quiet areas, and private spaces are top of workers lists. The findings showed quiet areas and private spaces would be of particular benefit to introverts in the office. Nearly a third (30%) of those identifying as introverts [1] believe a quiet area would help with their wellbeing, compared to 22% of extroverts. Introverts believe private work stations would provide a boost to productivity: 24%, compared to 17% of extroverts. When a large percentage of the workforce identify as introverts (41%) [1], this is clearly worth bearing in mind. Robert Hicks, Group HR Director at global employee engagement company Reward Gateway, offers his insight: An engaged employee knows the companys purpose, mission and objectives. In turn, they make better decisions for the company, are more productive and innovate more. Studies have shown that workplace satisfaction correlates highly with engagement; the most engaged employees rate their workplace in the 90th percentile. The workplace can change and impact productivity, happiness and engagement, both positively and negatively. Changes that alter an employees existing behaviours and habits can be incredibly disruptive. Therefore, you need to cater for a variety of behaviours and habits, from introverts to extroverts, as well as consider how to guide employees through any changes you intend to make. Gareth Jones, of office furniture manufacturer Kit Out My Office, adds: Office workers will often spend a large amount of time sat at a desk or in meeting rooms, so it is important that these spaces are designed in a way that the employees like. I am not just talking about making a room look prettier, Im also talking about improving the functionality to cater for everyones needs. For example, if you have staff members that want quiet spaces to make phone calls, why not designate a room or perhaps divide a room by creating multiple snugs for people to take their calls privately, without other people listening in. In addition to the above, theres also a strong argument for having breakaway areas for people to have discussions with colleagues. Dont think of traditional meeting rooms, think of spaces of relaxation by incorporating sofas or armchairs. They are excellent places for relieving stress or making a meeting feel less formal.
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Bailey quits Burberry after losing the top job
01-November-2017 - dailymail.co.uk
The 46-year-old fashion designer is stepping down as chief creative officer to pursue new creative projects after he was ousted from his role of chief executive earlier this year.
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Why claimants have to wait six weeks for Universal Credit
01-November-2017 - dailymail.co.uk
Universal Credit replaces housing benefit, child tax credit, income support, working tax credit, jobseeker's allowance, and employment and support allowance.
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Home alone?
01-November-2017 - bbc.com
Mexico needs urgent job opportunities for thousands of young returned migrants from the US.
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Workplace Wellness Programs Dont Have to be Pricey to be Effective
01-November-2017 - workforce.com
It used to be that the harder and longer you worked, the more respect you earned from your peers. Those long nights and bleary eyes were the sign of a very dedicated employee. But thanks to our digital-first world today, were now on 24-7 whether we like it or not. We tried to maintain that good old approach of long... The post Workplace Wellness Programs Dont Have to be Pricey to be Effective appeared first on Workforce Magazine .
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YourForce: 2017 Optimas Winners Show Us Good HR
01-November-2017 - workforce.com
Show, dont tell is a well-known maxim among journalists and storytellers of all kinds. The basic technique is simple. Make people feel something rather than explain it to them. With that in mind, I can tell you the many ways HR professionals are doing important work. I can tell you good HR programs engage employees, attract and retain talented ones... The post YourForce: 2017 Optimas Winners Show Us Good HR appeared first on Workforce Magazine .
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Fed keeps rates unchanged, remains on road to December hike
01-November-2017 - reuters.com
WASHINGTON (Reuters) - The Federal Reserve kept interest rates unchanged on Wednesday and pointed to solid U.S. economic growth and a strengthening labor market while playing down the impact of recent hurricanes, a sign it is on track to lift borrowing costs again in December.
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Around 10,000 jobs ´at risk´ on day one of Brexit, says Bank of England
01-November-2017 - telegraph.co.uk
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Cross Insurance Acquires Holden Agency and Its Benefits Division in Maine
01-November-2017 - insurancejournal.com
Cross Insurance, a subsidiary of Cross Financial Corp. and an independent insurance provider in New England, has acquired the Holden Agency and its benefits division, Employee Benefits Solutions Inc., both are based in Portland, Maine. Under the terms of the
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California Lawmaker Wants to Correct Comp Denial for Out-of-State Cops Who Responded During Vegas Shooting
01-November-2017 - insurancejournal.com
A California lawmaker said he plans to introduce a bill that would require workers compensation for police officers injured while responding to crimes committed out of state. The proposal by Assemblyman Tom Daly, D-Anaheim, is in response to off-duty officers
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Michigan Dental Surgery Practice Sued for Age Discrimination
01-November-2017 - insurancejournal.com
Professional Endodontics P.C., a dental surgery practice based in Southfield, Mich., with three locations, has been sued by the U.S. Equal Employment Opportunity Commission (EEOC) for allegedly firing an employee because of her age. According to the EEOC lawsuit, Karen
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Blue Cross Blue Shield Sued by Rural Oklahoma Hospitals
01-November-2017 - insurancejournal.com
Several rural hospitals are suing Blue Cross Blue Shield of Oklahoma. The hospitals have requested a temporary restraining order after the insurance company allegedly said it would cut provider reimbursement rates. The order prevents the hospitals contracts from expiring. The
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Global Regulator Warns Artificial Intelligence Poses Risks to Insurers, Banks
01-November-2017 - insurancejournal.com
Replacing bank and insurance workers with machines risks creating a dependency on outside technology companies beyond the reach of regulators, the global Financial Stability Board (FSB) said on Wednesday. The FSB, which coordinates financial regulation across the Group of 20
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UK Could Lose 75,000 Insurance, Banking Jobs as a Result of Brexit: Regulator
01-November-2017 - insurancejournal.com
Sam Woods, Britains top banking regulator, said a consultancys estimate that Brexit could cause as many as 75,000 job losses in banking and insurance is plausible if the U.K. leaves the European Union without a trade deal. About 10,000 U.K.-based
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The role of happiness in the productivity puzzle as majority of UK workers struggle and coast through their job
01-November-2017 - onrec.com
Two-thirds of UK workers admit to coasting or struggling in the workplace with just 18% reporting theyre flourishing, finds a survey published today by Barnett Waddingham. Posted in News archive on 01 Nov 2017 Why BWell 2017 questioned UK workers to determine the overall level of well-being and happiness in the workplace. The survey found 80% of employees perceive the level of wellbeing within their organisation to be moderate or low and a quarter is struggling to manage the pressures of the workplace, despite 64% suggesting their overall happiness as happy or very happy. A third of UK workers admit their job has a negative impact on their mental health, with the same number believing their overall well-being is not important to their employer. Moreover, 22% say negative attitudes from their managers at work hinder their ability to balance work and family commitments. The survey also looked at employee retention alongside employers understanding of staff engagement in the company objectives. Overall 25% admitted they couldnt see themselves working for the same company in five years time and 36% feel they either didnt understand their companys overall strategy or didnt know if they understood it or not. Within the report, Barnett Waddingham compares the responses to The UK Wellbeing Index 2017, which contains employer views on wellbeing. There appears to be a disconnect between what organisations say they feel about wellbeing and what employees experience from their employers, with just 21% of employees who believe wellbeing is very important to their organisation in comparison to 71% of organisations who state this. Further report highlights: Nine in 10 agree that a happier workplace is more productive 89% see the importance of a healthy work-life balance 55% are unsure or have no certain outlook for retirement There is a notable correlation between older respondents to the survey and those in the higher earning brackets reporting better well-being overall Laura Matthews, workplace wellbeing consultant at Barnett Waddingham, said; The term wellbeing continues to be an industry buzzword with many organisations starting to realise the true importance of this. Strategies are often focused exclusively on health, whereas there are many other factors to be considered such as the culture of a firm, support from line management or even down to where employees are on their financial journey. There is a comparable difference between what employers think their employees want in comparison to what the employees really need. Addressing the needs of the workforce with a bespoke yet holistic wellbeing strategy is important to improve overall wellbeing, happiness, productivity and staff retention; enabling them to flourish and make more informed educated choices. Measurement of this is key to tracking the return on investment and ensuring the strategy remains fit for purpose. With some consideration, UK companies can take a number of simple steps to reduce workplace pressure, create a better environment for them to flourish by bridging the gap with their employees.
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Mercer and Oliver Wyman join forces to prepare workforces for the digital era
01-November-2017 - onrec.com
Mercer, a global consulting leader in advancing health, wealth, and careers, and Oliver Wyman, a global leading strategy consulting firm, today announced that they have joined forces to help organisations prepare their workforces for the digital era. Workforce for the Future offers companies success for the digital era through smarter workforce strategies. Posted in News archive on 01 Nov 2017 According to Mercers 2017 Global Talent Trends report, 93% of business executives plan to make a design change in their company within the next two years. The powerful combination of Oliver Wymans business model and industry capabilities, Mercers market-leading people strategy capabilities, and Mercer Digitals breakthrough solutions provide every organisation the ability to connect business aspirations to their employee value proposition. To succeed in the Digital Economy, organisations are transforming structures and jobs for increased efficiency, agility, and customer intimacy, said Julio A. Portalatin, CEO of Mercer. These two piecesbusiness strategy and people strategybrought Oliver Wyman and Mercer together to deliver essential solutions in digital workforce transformation. In its Future of Jobs Report, the World Economic Forum predicts 35% of core skills will change by 2020. For executives, it is a top priority to plan for a digital workforce now. Organisations can avoid skills instability and prepare for the proficiency required tomorrow. Workforce for the Future provides a holistic and integrated view, enabling organisations of all sizes to transition to a technology-enhanced environment, while ensuring that their workforce thrives. Our world is changing; technology and politics are key drivers. Workforce planning has become even more critical for leaders, said Scott McDonald, CEO of Oliver Wyman. Success involves a deep strategic focus on re-training, hiring of different types of talent, and understanding the new nature of work. Oliver Wymans collaboration with Mercer delivers a unique perspective on these complex issues. By mapping the talents of the current workforce with the projected needs of the future workforce, skills gaps can be identified and addressed through change management and employee engagement programs. To learn more about Workforce for the Future, visit https://www.mercer.com/our-thinking/career/delivering-the-workforce-for-... or Oliver Wymans website at www.oliverwyman.com/workforce-for-the-future .
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Revealed: the scariest workplace tasks, according to office workers
01-November-2017 - onrec.com
Over half of UK office workers (53%) admit that giving negative feedback to colleagues is the scariest task for them in the workplace according to new research. on 01 Nov 2017 The study, conducted by Powwownow, found that making a phone call in front of colleagues comes in as a close second (36%), with one in five admitting to completely ignoring this task in the hope that it will go away. The survey also found that over half of office workers get anxious about going in to work the night before they have to give negative feedback to a colleague, or make a phone call in front of peers. When it comes to asking for a promotion or pay raise, over half of UK workers (52%) said this made them very anxious. Furthermore, two thirds (67%) said that they were afraid to call in sick, with concerns that their managers wouldnt believe them as the main reason why. The majority of respondents (87%) claimed they were more likely to address tasks that scare them either in person or over the phone, rather than hiding behind emails. When asked what would help them overcome their workplace fears, two thirds (66%) of UK workers said regular communication with managers, along with clear policies around issues such as sick leave, would alleviate much of the anxiety associated with work. Jason Downes, MD of conference call company Powwownow, said, While its great to see that picking up the phone and opening the channels of communication helps people conquer the most common workplace fears, more needs to be done to help alleviate anxiety in the UK workplace. Todays professionals rightly consider wellbeing and a healthy work-life balance as top priorities, and businesses need to start providing environments that support these. Giving regular updates on company policies around sick leave and flexible working will create environments that positively combat workplace fears. Top 5 scariest workplace tasks: Giving negative feedback to a colleague Making a phone call in front of colleagues Presenting to colleagues Explaining youve missed a target to a manager Having to say no to a client or customer
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Missing out on personal engagements because of work? Youre not the only one
01-November-2017 - onrec.com
New research reveals over 1/3 of us miss out on at least 26 social events every year Posted in News archive on 01 Nov 2017 New research from CABA, the charity that supports the wellbeing of chartered accountants, has revealed that Brits miss at least 26 family occasions or social events every year including weddings and birthdays, date nights and drinks with friends, and even gym classes. The data highlights the growing concern that the esteemed work-life balance is near impossible for most of us due to work pressures and employer expectations. The research also flagged that stress in the workplace was a concern for employees, with 20% taking time off because they felt too pressured. In turn, this can be detrimental to their overall health and wellbeing with over one third (35%) of employees admitting that they regularly consider leaving their job or handing in their notice. In addition, 34% of respondents revealed they didnt like work and when asked about their top complaints, not being paid enough was their top gripe (9%) followed closely by the lack of development in their current role (8%). Kelly Feehan, Services Director for CABA commented: Theres an increased demand on todays always on workplace culture; its no longer just a place where employees turn up, do a job and go home. Shockingly, 68% of employees admit to checking their work emails whilst on leave and even when theyre off sick, showing the belief that you need to be connected to the office 24/7. This should not be the case. This expectation needs eradicating if were to have happy and productive employees, with great holistic health and wellbeing. Unfortunately, this isnt yet the case in many organisations and the effects of poor wellbeing were stark. Over a quarter (27%) of employees admitted it takes longer for them to complete tasks due to the inability to concentrate. The research also revealed that 18% of Brits cry at least once every fortnight because of their job. Kelly Feehan concluded: While workplace stress may originate on the job, it eventually extends to every aspect of an employees life, affecting everything from their personal relations to their finances and health. Our lives no longer have a clear separation between work and home, which is why businesses need to assess the wellbeing and mental health structures they have in place to continue attracting and attaining the best talent. CABA will reveal the findings from their stress barometer findings annually in a bid to monitor the mental health and wellbeing of employees throughout the UK.
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Leading education specialist are top of the class as it announces first acquisition
01-November-2017 - onrec.com
Education recruitment agency Class People is thrilled to announce its first acquisition of Teaching Services (SW) Ltd, that trade as Cover Teachers in the South West of England. Posted in News archive on 01 Nov 2017 Company Profile Cascade View profile » Education recruitment agency Class People is thrilled to announce its first acquisition of Teaching Services (SW) Ltd, that trade as Cover Teachers in the South West of England. The synergy of Class People and Cover Teachers is a strong fit, with both independent companies championing supply work as a reputable employment option for educators. Class People has bloomed from what began as a lifestyle business to a prominent education recruitment agency within the South West; and acquiring Cover Teachers allows the company to become a real force on the national scene in education recruitment. Lynis Bassett, CEO of Class People, says: We have courted Cover Teachers for a number of years, and acquiring the company gives us a strong foot-hold across the south west. Covers ethos and culture is a perfect fit with Class Peoples brand and values and we are really excited about this new venture. The acquisition gives Class People a firm strong-hold across the south west and a well-established client base of over 20 years, and will continue to provide a very personal and professional service to clients and candidates. Barry Leach, Director of Cover Teachers, says: Having been involved in the set up and running of Cover Teachers with my wife Jane Leach and her partner Linda Kell for 20 years, I have confidence in Class People to take the business into the next chapter. Having had many opportunities over the years to sell to national corporates, Class People offer the best fit and solution for what we currently provide our clients and cover staff. Teaching Services (SW) Ltd will continue to trade as Cover, offering high quality teaching and support staff as well as flexible working opportunities.
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NPR news chief Michael Oreskes resigns after sexual harassment accusations
01-November-2017 - usatoday.com
The chief editor at National Public Radio, Michael Oreskes, resigned Wednesday, after reports he kissed two women seeking jobs in the 1990s.
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Job growth hit a strong 235,000 in October as businesses recovered from storms, ADP says
01-November-2017 - usatoday.com
Payroll processor ADP said businesses added 235,000 jobs last month, more than the 196,000 forecast.
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