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Jobmobile News - News of the world of labor
GM´s CEO to meet U.S. lawmakers next week over job cuts
30-November-2018 - reuters.com
General Motors Co Chief Executive Mary Barra plans to visit Capitol Hill next week to discuss its plans to halt production at five plants in North America next year and cut up to 15,000 jobs, two congressional aides said on Friday.
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23,219 Christmas jobs still unfilled as demand for seasonal staff soars
30-November-2018 - onrec.com
A new study from job search engine Adzuna.co.uk has revealed over 23,000 Christmas jobs are currently available in the UK. The findings reveal despite recent shop closures and Britains prevailing concern for the high street, the sector is still stocking up on extra help to assist with the Christmas rush, with 17% of Christmas vacancies in the retail industry (2,761) and 8% in sales (1,297). Posted in Statistics and trends on 30 Nov 2018 Among some of the big names like Tesco, Superdrug and Debenhams there are some new, and perhaps unusual, retailers like Topps Tiles making the top 10 employers seeking additional support for the festive season. One of the most interesting Tesco roles on offer is Christmas Colleague, offering personal Christmas shopper help to customers in their stores. Online retailers are also searching for extra staff this winter, amounting to thousands of temporary, part-time roles flooding the market. In fact, 21 % of Christmas jobs waiting to be filled are categorised by those in the logistics and warehouse industry (3,486), delivering these online sales. Topping the list of companies still looking for Christmas staff this year are The Card Factory, Pizza Hut and Hermes, with 1,513 open positions available as of the 28th November between these three companies alone. These are closely followed by the likes of Debenhams and Argos. London and the South East are vacancy hotspots, accumulating over 8,500 available jobs across the UK; offering an average pay of £14.25 per hour in London and £11.60 per hour in the South East. This Christmas period brings with it some extremely lucrative opportunities, an Out of Hours GP could demand an impressive £120 per hour this December. At the other end of the spectrum, Christmas production operatives and tireless bar staff remain among the worst paid, just surpassing minimum wage at £6.79 per hour. Surprisingly, waiters in pizza restaurants make the five worst paid Christmas jobs, even though Pizza Hut is a top seasonal employer. Andrew Hunter, Co-Founder of Adzuna , commented, At a time when many fear the decline of the high street, it is comforting to see so many high street retailers still seeking staff for the Christmas rush, which will no doubt support slumping month-on-month sales. Whilst the bulk of vacancies lie in retail, delivery, and hospitality industries, its fantastic to see many specialist and skilled industries are offering a real premium for employees over the festive break. Even those without medicine degrees or doctorates from Le Cordon Bleu can seek out some fun ways to rake in cash over the festive break with whacky jobs such as Head Elf and Mince Pie Taster.
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Beyond recruitment: modern workforce solutions for modern employers
30-November-2018 - onrec.com
By Peter Linas, EVP Corporate Development International, Bullhorn Posted in News archive on 30 Nov 2018 Company Profile Bullhorn View profile » A new year is on the horizon, and UK recruitment faces an uncertain future: skills shortages remain an ever-present, ever-persistent issue; talent is becoming more mobile, more selective, and more resistant to employers traditional methods of courtship. And, of course, there is Brexit: the 50 stone gorilla of the political calendar, an event that could end up being business as usual or an economically devastating event that fundamentally constrains access to labour. It depends who you ask. Given the challenges and the complications associated with sourcing talent, recruitment almost feels too simplistic to describe what modern employers require: workforce solutions is perhaps more appropriate. Whatever we call it, the pool of skilled, experienced employees is becoming shallower and businesses must adjust their approach to sourcing talent if they hope to maintain and improve their internal capabilities. Here are the major challenges facing these businesses, and some guidance about overcoming them in the face of stiff competition. Skill scarcity In some areas, skills shortages are less a challenge than a simple fact of life: STEM shortages, for example, are endemic in the UK research from STEM Learning indicates a shortfall of around 173,000 workers, and that 89% of STEM-focused businesses are struggling to fill positions but on some level, its to be expected. Technical requirements can be very specific, and meeting them is unsurprisingly difficult. In most cases, though, skills shortages are less about on-paper requirements than a failure of approach. Soft skills such as communication and empathy can be hard to gauge from a CV and cover letter, but in many jobs, theyre essential. Accordingly, a diverse approach to workforce solutions, one where candidates are compared not by job title and credentials exclusively, but by roles, responsibilities, experiences, and interests will likely yield better results. Its often easier to teach technical skills to an employee with the requisite soft skills than it is to teach empathy and understanding to someone it doesnt come naturally to. This, however, requires the assent of employers and businesses and here, recruiters have a chance to act as experts and advisors instead of just suppliers. When they know client businesses inside out, when they work with employers to understand their specific needs, when they share the knowledge theyve acquired and work tirelessly to acquire more, they can develop more sophisticated hiring strategies for a more sophisticated modern workforce. Falling unemployment High employment is often seen as a net positive for society, and it is. But the inevitable fact is that it makes life difficult for employers when more people are in work and unemployment is currently the lowest its been for forty years. For lower skilled roles, retailers struggle to find the seasonal staff they need over the Christmas/New Year period, and delivery drivers are increasingly shunning the large chains in favour of Deliveroo or Uber Eats, while skilled workers find more options available to them than ever before. The problem is only compounded by a 95% year-on-year drop in EU workers migrating to the UK, reported by the CIPD and Adecco. Here, its also necessary to move beyond tradition: when it comes to high-skilled and specialised roles, competition is escalating - so jobseekers dont have to take the first offer they receive. Sometimes its more effective to look within rather than spend money on traditional recruitment activity such as hiring: current employees are often a better bellwether of what a department needs than any external collaborator, and HR departments should make use of them. Recruiters should still, nonetheless, be hired to provide workforce solutions and consultancy. But current employees can be useful for recruiters in a more literal and straightforward sense: with the right training and development initiatives, future leaders can be nurtured rather than hired. They will, in turn, reward this investment: when employees feel valued, they tend to value their employers in kind. Mobility, flexibility, and millennials The millennial generation currently amounts to 35% of the UKs workforce, and will in time become the dominant employment demographic. Recruiters and employers therefore cant rely on the tactics they used to court baby boomers, who grew up preferring straightforward 9-5 office jobs and are suspicious of anything else. Millennials want flexibility and mobility, not a job for life: remote working, short contracts, and even multiple jobs are commonplace for a generation that values experience and variety over consistent salaries and attractive benefits. Its a mobile, agile workforce, and recruiters and employers alike should be mobile and agile to attract them. This is particularly true when it comes to things like recruitment marketing: there are more channels to reach candidates through, and more types of content to share with them. Keeping track of this workforce can be difficult, so anyone hiring millennial workers would be well-advised to consult their CRM database regularly: monitoring workplace movements, contract durations, and more can make it easy to redeploy candidates whove performed well in the past. If a recruiter or business manages and updates this database regularly, it can fulfil requirements without making many or any full-time hires. To do so requires moving beyond tradition, and towards innovation and agility. Because modern employers cant be expected to flourish with outmoded techniques and strategies. The rote, infinitely repeatable business of sourcing and placing candidates is no longer going to sustain an organisations talent reserves, particularly with political, economic, and social changes looming. In short, employers and recruiters need to move beyond recruitment, and towards workforce solutions: becoming consultants and advisers the specialists who, yes, understand how to review a CV and filter candidates out, but also understand the strategic importance of talent to a business, defying convention where appropriate and necessary. The world of work is changing; recruiters must change with it.
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How to make sure your real Christmas tree survives the holidays
30-November-2018 - usatoday.com
A real Christmas tree is just like any other plant you gotta water it!
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The most extravagant gifts companies are giving employees
30-November-2018 - usatoday.com
Buzz60s Elizabeth Keatinge shows us some pretty extravagant holiday gifts.
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Three out of four UK job seekers are asked off-limits questions in an interview
30-November-2018 - onrec.com
Latest survey from TopCV and CV-Library reveals most common inappropriate interview topics Posted in News archive on 30 Nov 2018 Company Profile TopCV View profile » According to new joint research conducted by TopCV , the largest CV-writing service in the world, and CV-Library , one of the UKs largest online job sites, 73 per cent of nearly 2,000 professionals surveyed have been asked an inappropriate or illegal question during an interview. In fact, when asked about the types of topics theyve been questioned about in an interview, the following areas were identified as those which interviewees are most commonly quizzed on: Marital status (38%) Age (34%) Criminal convictions (32%) Disability and illness (25%) Children and family planning (25%) Place of birth or ethnicity (25%) Lifestyle choices (E.g. Do you smoke? How much do you typically drink?) (19%) Memberships or affiliations (14%) Religion (12%) Gender or sexual orientation (11%) In addition, when asked if theyd like to provide an example anonymously, over 100 people wanted to share their off-limits stories with the survey and some of the responses that came back were startling. Questions ranged from Why should we hire a person of your age and not someone younger? to Have staff ever been distracted by your good looks? Amanda Augustine, career advice expert at TopCV, commented: While most interview questions are asked as a genuine way to evaluate a candidates ability to do the job, some may steer toward an unprofessional or downright illegal place. When it comes to obtaining personal information, responses could impact their candidacy because of discrimination or bias - regardless if its done intentionally. For anyone who is unsure, any personal or sensitive information is usually off-limits, unless it is specifically relevant to the job for which you are applying. If you feel uncomfortable answering, don't be afraid to say so. Interviewing for a new job is a nerve-wracking affair, even for those with years of experience under their belt. While its standard practice to be asked questions about previous work experience, as well as personal qualities or skills, in an interview, other questions are less acceptable. This includes anything relating to a candidates age, race, ethnicity, sexual orientation, country of national origin or birthplace, disability or family plans, says Lee Biggins, founder and managing director of CV-Library. For more information about your rights when it comes to interview questions, you can visit https://www.gov.uk/guidance/equality-act-2010-guidance. To read more about illegal interview questions, and importantly, how to avoid answering them, head over to TopCVs blog .
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Vodafone and Sony Pictures team up to close digital skills gap
30-November-2018 - onrec.com
Sony Pictures joins Vodafones mission to support 10 million young people to access digital skills, learning and employment opportunities by 2022 Posted in News archive on 30 Nov 2018 Vodafone and Sony Pictures have announced a ground-breaking global collaboration, which sees them uniting to help millions of young people in 20 countries identify their skills and find digital jobs that match them. They will use Decembers hotly anticipated movie release Spider-Man: Into the Spider-Verse to introduce young people to Vodafones free Future Jobs Finder , a gamified digital platform to help them understand their skills and future career opportunities. The initiative was developed as part of Vodafones global programme, What will you be?, which has committed to support 10 million young people to access digital skills, learning and employment opportunities by 2022. A global digital campaign to support the Sony Pictures and Vodafone collaboration - leading people to Future Jobs Finder - will draw on the movies central theme: that anyone can achieve their full potential with the right skills and support. Andre Seddoh, Vice President International Marketing Partnerships at Sony Pictures, said: We are so excited about this visually ground-breaking movie, as for the first time we open up a different Spider-Man universe - known as the Spider-Verse - where more than one can wear the mask. Within this world we introduce Brooklyn teenager Miles Morales, who like many young people preparing to leap into the next stage of their lives, is struggling to find out who he is and what he is meant to be. By teaming up with Vodafone we can engage with audiences using the inspirational power of this game-changing movie while also helping Vodafone to connect young people with digital jobs and free digital skills training. Joakim Reiter, Director of External Affairs at Vodafone Group said: Our ambition is to help 10 million young people to access digital skills, learning and employment opportunities and our partnership with Sony Pictures will help us accelerate our progress towards this goal by bringing our digital platform, Future Jobs Finder, to more young people who are thinking about their future career. Future Jobs Finder has been specifically designed to help young adults make a connection between their skills and digital careers they may never have thought of. Together we can harness the power of technology, and the excitement around the movie, to engage with young people to help them realise their potential and play a role in closing the digital skills gap. Seddoh added: One of the great moments in the movie is when Peter Parker says to Miles Dont do it like me, do it like you, and this is what we want everyone to take away from this movie and use as inspiration to fulfil their own destiny. Since launching in March this year, more than 300,000 young people have completed Vodafones Future Jobs Finder tool, introducing them to over a million digital job types. The online platform takes people through a series of short tests, developed with psychologists, careers experts and training providers, to identify their skills and interests. By responding to these questions, young people can understand where their potential lies and find live local job opportunities in multiple digital industries which are matched to their skills, as well as access relevant, free digital skills training.
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How to handle getting fired before the holidays
30-November-2018 - usatoday.com
Here are some suggestions from HR specialists on how to deal with getting fired during the holidays. Veuers Sam Berman has the full story.
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Whats next for stocks? The Trump-Xi trade talks at the G-20 meeting could set the course
30-November-2018 - usatoday.com
Why the G-20 faceoff between President Trump and Chinas Xi Jinping matters to your 401(k). The direction of economy, stocks hinges on outcome.
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Survivors of Arkansas Nightclub Shooting Sue Owners
30-November-2018 - insurancejournal.com
Nineteen people who survived a shooting last year at a Little Rock, Arkansas, nightclub filed a lawsuit against the clubs owners, alleging negligence in security and in staff training. At a press conference, two survivors and their lawyers said they
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Texas Hotchkiss Insurance Hires 2 in Employee Benefits Division
30-November-2018 - insurancejournal.com
Hotchkiss Insurance, a Texas-based full-service independent agency, has expanded its employee benefits division with the addition of Chris Hamilton as the employee benefits practice leader and Natalie Cooper as an account executive. Hamilton and Cooper will serve clients statewide from
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GTR and The Princes Trust help eight disadvantaged young people find work on the railways
29-November-2018 - onrec.com
Posted in News archive Govia Thameslink Railway (GTR) has offered eight young people jobs with Thameslink and Southern Rail, after they graduated last Monday from a four-week work experience programme, run in partnership with The Princes Trust. on 29 Nov 2018 The scheme Get Into Railways gives young people aged 18-25, who are struggling to get into employment, vital learning and skills needed to help them find work on the railway. Many have never been given such an opportunity, so the programme becomes much more than a job, it becomes a family and support system. The eight individuals will start their new roles across the GTR network in the coming weeks, with four joining Thameslink and another four joining Southern Rail. They will also have access to a network of GTR progression mentors who support the young people as they begin their new roles. The programme sees a team of 100 GTR staff members orchestrate three intakes per year, often creating specific roles for participants following their graduation. To date, well over 100 young people have been given the chance at having a career in the industry as a result of the seven-year partnership. During the four-week course, candidates are taught about and experience many aspects of a career on the railway. The first two weeks are spent in a classroom learning presentation skills, crisis management, first aid, security protocols, and customer service skills that are all vital when working at stations. The other half takes place on the network, working with staff to gain practical work experience in roles such as gateline staff or customer service. The graduates offered roles with GTR include: Baski Gwen, 19, from Kenley Croydon, who has been offered a position with Southern Rail, said: The programme has given me a lot more confidence and improved my skills - some of which I didnt even know I had before! There wasnt a single day on my placement that I didnt want to go in and do the job at hand. Every day Ive been so motivated to do my best and its been a great experience that Ive loved from start to finish. Bianca Bhebhe, 18, from Bedford , who has been offered a position with Thameslink, said: Being part of The Princes Trust programme has been life changing and really helped me to focus on what I want to achieve. From here I just want to progress even further and one day Id like to become a train driver, and even work my way up to management. Cynthia Bosombi-Mandete, 26, from Barnet, who has been offered a position with Southern Rail, said: This whole experience has been amazing and taught me so much. Im a full time mum of two and I think us mums can sometimes put ourselves in boxes where we dont feel we can grow, but now I know I can excel. Being part of the scheme has given me the determination to have a successful career, for myself, my kids and for the other mums out there. Paula Hillard, Engagement Manager at Govia Thameslink Railway and co-ordinator of the scheme, commented : At GTR, we believe that everyone should have the chance to embark on a stable and rewarding career. Today, far too many young people are struggling to find work and, as a result, theyre giving up hope for the future. Working with The Princes Trust allows us to provide these young people with this opportunity helping them to build their skills, confidence and motivation to enter employment on the railway. We share many of the same values with The Princes Trust when it comes to training up the next generation. And as our partnership with them continues, we look forward to providing more young people with the chance join our GTR family. I want to thank everyone involved in this most recent programme and wish our most recent graduates every success in the future. Andy Bindon, HR Director of Govia Thameslink Railway, said: Working with The Princes Trust and seeing these young people flourish is always the highlight of the year for me. The young people who take part in this programme are an inspiration to all, with an infectious desire to make a career for themselves. I want to congratulate all who have been offered a permanent role and I look forward to welcoming them into the GTR family. Janet Craven, who manages the programme at The Princes Trust, added: At The Princes Trust, we work with the hardest-to-reach young people who deal with challenges that are negatively impacting their life. We know that most young people have the determination and willingness to find a job, but that they often lack the opportunities to do so. GTRs scheme is really leading the way when it comes to helping young people into things they never thought theyd do. It just shows what you can achieve when given the opportunity.
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Oil rises as Russia indicates open to cuts with OPEC
29-November-2018 - reuters.com
Oil reversed course and rose as much as 2 percent on Thursday, after industry sources said Russia had accepted the need to cut production, together with OPEC ahead of its meeting next week.
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Fed minutes: Further hike ´warranted soon,´ debate opened on pause
29-November-2018 - reuters.com
Almost all Federal Reserve officials at their last meeting agreed another interest rate increase was "likely to be warranted fairly soon," but also opened debate on when to pause further hikes and how to relay those plans to the public.
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Bayer to sell businesses, cut jobs after Monsanto deal
29-November-2018 - reuters.com
Bayer , the German drugmaker that bought U.S. seed company Monsanto, announced on Thursday the sale of a number of businesses, around 12,000 job cuts and 3.3 billion euros ($3.8 billion) in impairments.
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GM President Ammann will take over Cruise self-driving car unit
29-November-2018 - reuters.com
General Motors Co President Dan Ammann will take over as chief executive of the automaker's majority-owned Cruise self-driving car subsidiary, trading in the No. 2 job at one of the world's largest automakers for a front-row position in the race to render traditional cars obsolete.
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Totaljobs & Jobsite: The UK slips as a hot spot for global talent
29-November-2018 - onrec.com
Posted in News archive This insight is taken from the Global Talent Survey, the largest ever study of jobseekers, with nearly 400,000 respondents from 197 countries worldwide. on 29 Nov 2018 Company Profile Jobsite.co.uk View profile » On the morning of December 12 th 2018, totaljobs and Jobsite are hosting a free breakfast event at Techspace Shoreditch, London . Joined by Boston Consulting Group, attendees will be given a deep dive into the future of recruitment on the global stage. This insight is taken from the Global Talent Survey, the largest ever study of jobseekers, with nearly 400,000 respondents from 197 countries worldwide. This research was featured across national media, including The Telegraph, The Guardian and the front page of City AM, with commentary from Mayor of London, Sadiq Khan. The research shines a light on what motivates candidates, and highlights skills shortages like never before. From the UKs ability to attract overseas workers, to the threat of talent leaving our shores, totaljobs and Jobsite will take a look at global mobility trends which could shape the UK in the years following Brexit. Key findings include: Half of employers believe Brexit will worsen the UK skills shortage. The UK is now the fifth most popular country for global workers, falling three places down the global rankings since 2014. Nearly two-thirds of Brits are now open to moving overseas for work. Mike Booker, International Sales Director of totaljobs and Jobsite is joined by Nick South, Managing Director, Boston Consulting Group. Together, they will share their expertise in global recruitment, present and discuss the research, decipher its key findings and assess what employers can do to combat upcoming challenges. In doing so, theyll ask, is the UK ready to compete on the global stage? Click here to register for this free event
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BBC impact report on IR35 should open eyes to reality
29-November-2018 - onrec.com
The recent report from the National Audit Office (NAO) concerning the impact of public sector IR35 rules on the BBC in 2017 should be taken seriously. Posted in News archive on 29 Nov 2018 Company Profile Lawspeed Ltd View profile » What is clear is that until the new rules were imposed the BBC was happy to engage with PSC contractors, even recommending that individuals should operate through PSCs. This stance would undoubtedly have been on advice that an engagement with a PSC avoids the giving of employment rights, saves payment of employers NICs whilst at the same time providing the individuals with higher net receipts resulting from lower company tax and dividend rates. As the BBC would not be liable for contractor tax, the advice would make sense. From April 2017 the BBC was effectively forced to review its policy in order to avoid serial tax avoidance penalties. It took some time for the BBC to rearrange its processes, it sought an extension of time to implement, at the same time making significant payments on account to HMRC. The NAO indicates that this may have been because of the short lead-in time. Ultimately the result has been an entire review of its contractor arrangements and seemingly regular use of HMRCs status indicator tool CEST. So far so good. However in the course of switching to the new processes, the NAO report indicates that the BBC identified that assessments of status previously made were not always confirmed by CEST. Indeed the contrary. CEST attempts to assess employment status, and it is notoriously difficult to be precise about such status in the absence of an actual employment contract. Consequently the CEST tool may get it wrong, and much has been written about the inaccuracy and inappropriate use of the tool, including our own criticism. However CEST exists and HMRC says it will stand by the result if the information entered is correct, hence the BBCs use of it. Yet for all its shortcomings CEST is there to help and in some cases it does. In other words it should not been taken for granted that the results from CEST are always incorrect. Independent contract reviews, that accountants have historically advocated, may have been favoured by contractors over the years, but surely HMRC has a point. Contractors purporting to operate outside IR35 have not always been outside but may have been encouraged to claim that status by relying on unreliable contract review results, particularly those set up on a bullet point checklist basis. The result has been lost revenue. HMRC wants to stop this kind of avoidance hence the public sector rules and the proposed extension. Contract reviews may have been good for contractors, but if the existing public sector rules are extended to the private sector, hirers and agencies will be in the tax liability firing line, making reliance on a review outcome risky. Tax risk is a key driver for genuine compliance. So whilst the NAO correctly records the problems the BBC has had with employment status tests, including the CEST tool, the solution is not to seek reviews elsewhere, save perhaps in high value cases. Although in-depth reviews can be undertaken by suitably qualified and insured specialists such as ourselves, these will always cost more than the cut price reviews of the past, making them unviable in many cases. The old adage applies you get what you pay for! Engagements that are genuinely outside IR35 are often very obviously so and even CEST will usually confirm the position. Post April 2020 those liable will want certainty, not speculation, and unless HMRC comes up with some other proposition, there is simply no test that can be applied that is capable of ruling out an HMRC investigation. In-depth reviews may play a part, but assuming the new rules will be the same as the public sector rules, the question will not be which test to use, but how to operate legitimately without the risk. I suspect the BBC will now know this to be true. Author Adrian Marlowe, MD Lawspeed If you need more information on IR35 call Lawspeed on 01273 236236. About the author: Recruitment industry specialist lawyer. Founder and MD of compliance and legal consultancy Lawspeed ( www.lawspeed.com )
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Based On Current Practices The Public Sector Wont Be Able To Recruit The Staff Needed To Deliver Front Line Services For Up To Seven Years
29-November-2018 - onrec.com
The RECs new whitepaper on the future of jobs Public Sector 2025 shows that the public sector faces up to 7 more years of skills shortages based on current demand. In order to maintain the stability of public service delivery over the next decade there needs to be an urgent evaluation of current recruitment procedures as well as the impact of post-Brexit immigration models. Posted in News archive on 29 Nov 2018 Company Profile REC View profile » Data collated in the new whitepaper shows that: 10,000 EU staff have left the NHS since the Brexit referendum. 77 percent of recruitment specialists say that health and social care staffing shortages will increase significantly over the next five years. Data from jobs site Indeed said interest from jobseekers in nursing roles only increased by 4 per cent compared to an 11 per cent rise in the share of nursing roles posted. Interest in care roles decreased by 8 per cent. 47 per cent of specialist recruiters in the education sector expect teacher shortages to increase significantly over the next five years. The RECs monthly Report on Jobs data shows demand for IT staff sought after by both public and private sector employers increasing month on month, with candidate availability steadily decreasing since May 2013. The public sector faces stiff competition from the private sector especially for technology roles needed to maintain cyber security and to deliver the public sectors digital by default approach. The use of automation and artificial intelligence over the coming years will further increase the need to attract and retain technology and digital experts into the public sector. The whitepaper recommends four priorities for the public sector to work on to develop a high-calibre and agile workforce by 2025: Prepare workforce plans for different Brexit scenarios and build a cadre of future public sector leaders who can navigate a fast-changing landscape Embed flexible work across the public sector and harness external expertise to drive workforce innovation Pre-empt the impact of AI and automation on skill needs and use technology to enhance recruitment supply chains Lead the way on inclusive hiring and good work in the public sector to re-brand jobs in the public sector and attract the next generation of workers Tom Hadley, the RECs director of policy and professional services, said: There has never been a more important time to review workforce trends and find solutions to current and future challenges. The public and private sector are increasingly fishing in the same limited talent pool, but there are real opportunities for public sector employers to compete by focusing on purpose and progression and by streamlining hiring processes, using new technology and really listening to candidate feedback. An immediate priority is evaluating the impact that post-Brexit immigration models could have on staffing in the public sector. Employers need to take urgent action to future proof hiring procedures and workforce management to deliver quality public services. Recruitment practices risk being out of sync with the fast-changing world of work. Public sector employers will need to compete with the private sector by driving innovation in recruitment (including the potential use of AI as part of selection procedures). Keeping up with the expectations of candidates, regularly reviewing hiring criteria and procedures and using purpose, progression opportunities and flexible working as key hooks for reaching out to a new generation of public sector workers.
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Brexit cuts both ways for recruiters
29-November-2018 - onrec.com
Record levels of employment, Brexit and the ongoing skills shortage have resulted in increased business for recruiters in the last year, according to new research from independent financial services provider, Bibby Financial Services (BFS). Posted in News archive on 29 Nov 2018 Over half (59%) of recruitment agencies reported an increase in business performance Almost three-fifths (59%) are struggling to source candidates, despite 63% reporting a spike in employer requests Brexit threatens to exacerbate the skills shortage, with 57% fearing a lack of free movement will leave them unable to fill roles Record levels of employment, Brexit and the ongoing skills shortage have resulted in increased business for recruiters in the last year, according to new research from independent financial services provider, Bibby Financial Services (BFS). Nearly three-fifths (59%) of companies in the sector experienced improved business performance over the past 12 months, with nearly two thirds (63%) expecting revenues to increase in 2019. The findings suggest that a combination of low unemployment, Brexit and skills shortages has seen an increasing number of UK businesses turn to recruiters to source candidates. Nearly two thirds (63%) said they had received more requests from employers as companies struggle to fill roles. Sue Farmer, Head of Recruitment Finance at Bibby Financial Services commented: With high levels of employment, people are staying in jobs longer, and the skills shortage is exacerbated by Brexit, so it is no surprise that employers are struggling to source candidates on their own. But this is creating a perfect storm for recruiters, and challenging times lie ahead, despite their optimism. While recruiters have been in high demand this year, as the talent pool shrinks further, the skills shortage is becoming a threat to them too. Exactly half (50%) have already seen a decrease in the number of EU candidates applying for roles, a scenario that is likely to deteriorate in the coming months. As the skills and labour shortage worsens the research suggests the sector is experiencing a temporary boom, with 54% saying their biggest challenge over the next 12 months is a lack of skilled workers. Recruiters also noted the biggest shortages were in the IT, Computing and Technology (24%), Construction (16%) and Healthcare (15%) sectors. The findings show that Brexit is a double-edged sword as the UKs talent pool dries up, with almost three quarters (70%) believing the Government needs to change its immigration policy for businesses to secure the talent they need. A further 57% agreed that a lack of free movement with the EU will result in UK businesses being unable to fill key roles. Farmer added: People are at the heart of the recruitment industry. Recruiters fear Brexit will result in businesses being unable to compete for the best talent internationally. To maintain business performance and increase investment next year, recruiters and those they serve need the Government to provide clarity on what a purely skills-based immigration policy will deliver. The proposals in the draft withdrawal agreement risk unfairly penalising low-skilled workers in certain sectors. Recruiters work with all kinds of businesses that require access to a wide range of skills; from engineers and software developers, to front of house at restaurants. Both high and low-skilled workers are valuable to our economy and the current policy could have a detrimental effect on sectors such as construction, social care and hospitality in the longer term. www.bibbyfinancialservices.com
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Apprenticeship stars take centre stage at National Apprenticeship Awards 2018 ceremony
29-November-2018 - onrec.com
This year, the Excellence in Apprenticeships themed Awards ceremony showcased individual and employer success stories, recognising apprenticeships as a fast-track to a great career and enabler of business growth. Posted in News archive on 29 Nov 2018 Fifteenth National Apprenticeship Awards celebrates the work of individuals and employers to champion apprenticeships Over 1000 apprentices, individuals and employers from across England recognised at this years awards for their outstanding achievements New Rising Stars category recognises apprentices who have made exceptional progress in their training This year, the Excellence in Apprenticeships themed Awards ceremony showcased individual and employer success stories, recognising apprenticeships as a fast-track to a great career and enabler of business growth. Now in its fifteenth year, the awards are the largest and most prestigious celebration of apprentices and apprentice employers across the country with previous winners experiencing a variety of benefits following their success. Held on 28 November, the 2018 awards saw the launch of the new Rising Star category. This category showcased the apprentices who have made impressive progress in their careers to date and have the potential to go even further in their chosen profession. Winning the Rising Star award was intermediate Retail and Enterprise apprentice Joe Buck from the North West. Joe is employed by Mitchells and Butlers and currently works in Toby Carvery as Duty Manager. Joe has won the first ever Rising Star award after being recognised for the exceptional progress he has shown in his role. Joes work was recognised as exceptional by a panel of judges and through a public vote where over 7000 people voted for their Rising Star Apprenticeships and Skills Minister Anne Milton said: A huge well done to all the winners, finalists and rising starts! I have met so many apprentices up and down the country and all of them stars in their own right. Their passion for what they do, their determination to get things done and their drive to get on is so impressive. The winners tonight will have stepped out of their comfort zone to learn new skills and many will have changed the direction of their life. Congratulations to them all and they should be very proud of all they have achieved. Lauren Carroll, Vocational Learning Attraction Manager at Mitchells and Butlers said: As one of the ?rst apprentices recruited by Mitchells and Butlers, Joe truly is a shining example of what his employer was aiming to achieve through recruiting apprentices. Joe has gone above and beyond his expected role at Toby Carvery, becoming an expert in both the kitchen and front of house, providing the business strong pipeline for management roles both sides of the pass. Keith Smith, Director, Apprenticeships, Education and Skills Funding Agency added: The National Apprenticeship Awards ceremony is a great opportunity to celebrate individuals and employers who go above and beyond to champion apprenticeships. This year we introduced the Rising Star category which celebrates the individuals who have made impressive progress to their careers to date. Voted for by the public, these are the rising stars of English business and I wish them well for the future. I want to congratulate everyone that was a part of this years awards. All of the winners stories demonstrate that apprenticeships change lives, lead to rewarding jobs, and transform businesses for the better. The 2018 National Apprenticeship Awards included over 1100 apprentices, employers and individuals from across England, from over 200 English towns and cities. A Special Recognition Award was presented for the first time and was won by The Armed Forces - The Royal Air Force. Royal Navy and The British Army - for their commitment to apprenticeships. All three services are have been recognised as Outstanding by OfSTED and combined, are the largest apprenticeship employer in England. This years national apprentice winners are: The Lloyds Banking Group Award for the Rising Star: Joe Buck, Mitchells Butlers The British Army Award for Intermediate Apprentice of the Year: Muhammad Uddin, Yorkshire Housing The Rolls Royce Award for Advanced Apprentice of the Year: Daniel Millington, HydraForce Hydraulics Ltd The Nuclear Decommissioning Site Licence Companies Award for Higher or Degree Apprentice of the Year: Jordan Coulton, Weightmans LLP Royal Air Force Award for Apprenticeship Champion of the Year: Natalie White, National Nuclear Laboratory And 2 highly commended in each category: The Lloyds Banking Group Award for the Rising Star: Jenny Jones, HM Revenue and Customs and Aleksandra Burzec, Home Group The British Army Award for Intermediate Apprentice of the Year: Amelia Wayne, Futures Housing Group and Bethany Geddes, The Automobile Association The Rolls Royce Award for Advanced Apprentice of the Year: Muhammad Khan, BT and Lucas Benson, BAE Systems Ltd The Nuclear Decommissioning Site Licence Companies Award for Higher or Degree Apprentice of the Year: Joe Powell, HM Revenue & Customs and Michelle Blackwell, Bevan Brittan LLP Royal Air Force Award for Apprenticeship Champion of the Year: David Thompson, NETA Training Group and Susan Gough, Lloyds Banking Group This years national employer winners are: The PeoplePlus Award for Recruitment Excellence: selected from the Employer of the Year award entries: BAE Systems plc The BAE Systems Award for SME Employer of the Year (for organisations with 1 to 249 employees): Troup Bywaters + Anders The Royal Navy Award for Large Employer of the Year (for organisations with 250 to 4,999 employees): KMF Precision Sheet Metal Limited The Centrica Award for Macro Employer of the Year (for organisations with 5,000+ employees): BAE Systems plc And 2 highly commended in each category: The PeoplePlus Award for Recruitment Excellence: selected from the Employer of the Year award entries: KMF Precision Sheet Metal Limited, Lloyds Banking Group The BAE Systems Award for SME Employer of the Year (for organisations with 1 to 249 employees): Invotra, GoSkydive The Royal Navy Award for Large Employer of the Year (for organisations with 250 to 4,999 employees): United Kingdom Hydrographic Office, WEC Group Limited The Centrica Award for Macro Employer of the Year (for organisations with 5,000+ employees): Engie, Lookers plc George Clarke, former apprentice and creative director of George Clarke + Partners co-hosted the awards with apprentice Lois McClure. George concluded: My BTEC learning path was similar to an apprenticeship so I fully appreciate the hard work, skills and talent represented in the National Apprenticeship Awards 2018. The career path I took really did open up doors for me and I am sure this years winners will find themselves in fortunate positions with their careers which can all be put down to their hard work, tenacity and excellence. Its also great to see that the winning employers and apprentices are from such a rich variety of sectors, showcasing beautifully the broad range of skills that apprenticeships deliver. I am delighted to have been part of this celebration of excellence in apprenticeships. Education Secretary Damian Hinds said: Apprenticeships are an excellent way for anyone to gain new skills and forge a career in anything from aerospace engineering to nursing. The National Apprenticeship Awards is a fantastic event to celebrate the achievements of apprentices, employers and training providers, and I want to wish all the winners and nominees congratulations on their incredible efforts.
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Insurtech Oyster Opens up Its Pay-as-You-Go Workers Comp Model in California
29-November-2018 - insurancejournal.com
A new insurtech wants to provide pay-as-you-go workers compensation to as many small businesses in California as possible, and it hopes to use the momentum its built following a quiet launch in the East earlier this year to do just
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J.M. Wilson Adds Henard as Commercial Bond Underwriter in Indiana
29-November-2018 - insurancejournal.com
Managing general agency and surplus lines broker J.M. Wilson has hired Aimee Henard as a commercial bond underwriter in its Carmel, Indiana, office. Henard is responsible for underwriting new and renewal commercial and fidelity bonds, as well as corresponding with
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Everything you need to know about your 401(k) plan
29-November-2018 - usatoday.com
Employers arent required to offer 401(k) retirement plans to employees, but if you have one, heres what you need to know.
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Here are six-figure jobs that dont require a college degree
29-November-2018 - usatoday.com
College can be tough for some people and a college degree is required to get a job and make the big bucks, right?.....right? Buzz60s Mercer Morrison has the story.
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Judge orders new talks in Fiat Chrysler diesel emissions case
28-November-2018 - reuters.com
A federal judge in San Francisco on Wednesday ordered the U.S. Justice Department and Fiat Chrysler Automobiles NV to hold new talks with a court-appointed settlement master to try to settle the government's civil suit over the Italian-American automaker's diesel vehicle emissions.
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Detroit Three narrowing car production in North America
28-November-2018 - reuters.com
General Motors Co and fellow Detroit automakers Ford Motor Co and Fiat Chrysler Automobiles NV continue to winnow production of cars in North America as demand for traditional sedans wanes. GM announced on Monday it will halt production at three North American assembly plants and slash thousands of jobs.
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Trump retweets item saying GM should pay back bailout money
28-November-2018 - reuters.com
President Donald Trump on Wednesday retweeted a suggestion that General Motors Co should pay back the money the government spent to keep it afloat as part of the auto industry bailout if it doesn't keep jobs in the country.
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Ford reshuffles U.S. plants to beef up SUV, truck production
28-November-2018 - reuters.com
Ford Motor Co said on Wednesday it will reshuffle workers at several of its plants to meet rising demand for pickup trucks and large SUVs, a process that will require finding new positions for 150 workers displaced by the changes but not result in job cuts.
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Boost for temporary staff as digitalisation creates finance team skills gap
28-November-2018 - onrec.com
As companies battle to adapt to the rapidly changing finance landscape, many are hiring from the financial planning and analysis sector. Posted in Opinion on 28 Nov 2018 Company Profile Robert Half View profile » Three quarters (75%) of CFOs believe digitalisation will have a positive impact for temporary and contract employees Over a third (34%) say temporary staff are helping them stay ahead of industry automation 45% acknowledge that digitalisation has improved team spirit while 63% say it has increased innovation within the finance department Three quarters (75%) of Chief Financial Officers (CFOs) believe digitalisation will have a positive impact for temporary employees within the finance department, according to research 1 from recruitment specialist Robert Half UK . As companies battle to adapt to the rapidly changing finance landscape, many are hiring from the financial planning and analysis sector. To ensure a smooth transition as they build in-house capabilities, CFOs are hiring temporary resource with previous experience of helping firms with transformation, whilst still maintaining financial control. More than a third (34%) of CFOs agree that temporary staff will be crucial to ensure they stay ahead of industry automation, as more organisations look to implement automation software and solutions. A third (33%) also agree that temporary employees bring a broad range of in-demand skills to their business, including those that will help with the ongoing digital transformation. In 2018, CFOs were most likely to allocate budget to hire temporary staff in financial management (32%), followed by accounting (28%) and credit management (27%). Digitalisation benefiting finance departments in the long-term Overall, CFOs believe that digitalisation will benefit the finance department. Just under half (45%) acknowledge that it has increased team spirit, while nearly two thirds (63%) say it has improved team innovation. Digitalisation is also helping to drive efficiency within finance departments, with many implementing software to streamline operations, therefore reducing the need for staff who simply input data and code. However, as an indication of the increasing importance of temporary staff to finance departments, nearly three in five CFOs (57%) said that contractors are becoming a key component of their long-term staffing strategy. Vincent Brown, Vice-President at Robert Half UK commented: The days of temporary staff acting as a stop gap in finance departments are long gone. CFOs now recognise the strategic value of temporary and contract staff, especially those who can help them adapt to digitalisation and implement automated processes that will save time and money. By augmenting the finance department with temporary staff, the priorities of meeting operation finance objectives can be maintained while allowing time for upskilling in new processes and systems. It is encouraging to see that CFOs believe digitalisation is improving team spirit and innovation ? two factors which have a huge impact on workplace morale. By hiring temporary staff who aide the digital transition to automation, CFOs can build a more collaborative, innovative and happier working environment for the long term. 1 The study was developed by Robert Half and conducted in December 2017 by an independent research firm among 500 senior decision-makers in businesses in the UK. This survey is part of an international study on hiring trends and career ambitions in the modern workplace.
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State-owned Israel Aerospace to partner with Boeing on potential aviation contracts
28-November-2018 - reuters.com
State-owned Israel Aerospace Industries (IAI) said on Wednesday it signed an agreement with U.S. planemaker Boeing Co last week to cooperate on commercial and military aviation in Israel and some other markets.
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Employers prioritise professional development and well-being benefits for staff, new CIPD and LCP research finds
28-November-2018 - onrec.com
But lack of analysis over benefit spend highlighted as an area for improvement Posted in News archive on 28 Nov 2018 Company Profile CIPD View profile » Nearly all employers (97%) are planning to maintain or increase their spend on employee benefits over the next two years, new research from the CIPD and LCP reveals. In the latest Reward management report, released today, the CIPD and LCP surveyed 568 HR practitioners about their organisations benefits provision. Employers are legally required to supply some benefits, such as a pension for automatic-enrolment purposes and paid leave, but can otherwise choose whats offered as they see fit. Benefits range from social events to more substantial rewards, like Christmas bonuses and company cars. The report finds 8 in 10 employers (81%) intend to spend the same amount on employee benefits over the next two years as they currently do, while 16% plan to increase their investment. All employers were asked which benefits they intend to spend more on in the next two years, even if their overall funding will remain steady or decrease. Respondents said they are most likely to increase investment in the following areas: Professional development (43%), which includes training, paid study leave and professional subscriptions. Health and well-being (29%), covering such occupational sick pay, employee assistance programmes and flu jabs. Financial benefits (25%), such as pension schemes, loans to help staff in financial hardship and free money and debt advice. The research also shows that one in six employers (17%) expect to invest in a formal work-life balance policy within the next year, which can include flexible working and shared parental leave arrangements. Interestingly, the report finds that when there are a higher number of women in management positions an organisation is more likely to already have a formal work-life balance policy in place. Charles Cotton, senior reward and performance adviser at the CIPD, commented: Despite the recent economic and political uncertainty, employers are committed to investing in their employees and their future. Its encouraging to see the benefits that have been earmarked for further spend in the near future relate to people development and well-being. Spending in these areas can help to improve employee, and ultimately, corporate performance. But the CIPD and LCPs report warns that any extra investment in benefits risks being undermined by the lack of analysis employers carry out. The majority of respondents (74%) said they dont currently conduct a review of their benefit spend, so could be missing the opportunity to establish how effective their benefits are. This is despite benefits playing an important role in helping organisations succeed, with two-thirds (66%) of respondents saying their main purpose was to attract, recruit and retain staff to support current business needs. Charles Cotton continues: The people profession has an important role to play in analysing spend on benefits to see if the business, its people and other key stakeholders are getting maximum value from them. Analysis provides crucial evidence for making changes for the better if this is not the case. The report also reveals that 16% of employers do not always communicate what benefits are on offer and 1 in 5 (21%) say their benefits are not easily accessible. Dipa Mistry Kandola, head of flexible benefits services at LCP, commented: Our report reveals that more employers than expected dont promote their benefits or make them easily accessible. Organisations could be wasting significant costs if their people dont know about the range of benefits on offer, or are put off utilising them if theyre not easily accessible. Organisations will only be able to get true engagement from their people if they offer tailored benefits facilitated through a comprehensive, multi-channel communication strategy that encourages feedback. The way benefits are communicated, delivered and measured is just as important as having the right benefits in place. The CIPD is calling for better analysis of benefits so that employers can be confident theyll contribute to the success of individuals and the business as a whole. It has a range of resources in HR analytics to help people professionals make a start on this. The CIPD is also encouraging HR teams to be more proactive when promoting benefits and to adopt a multi-channel approach. This includes using tech solutions to allow employees to explore the benefits available to them in their own time, and for managers to have one-to-one discussions with their direct reports. The survey found that currently the ten most popular benefits offered to employees across all sectors (private, public and voluntary/not-for-profit) are: Pension scheme - trust or contract-based Paid leave for bereavement Training and career development Childcare vouchers Occupational sick pay Employee assistance programme Christmas party and/or lunch Free tea and coffee 25 days or more paid leave for full-time employees Paid leave for jury service.
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Recruiters gathered for Prospects first social mobility event
28-November-2018 - onrec.com
Employers and recruiters interested in creating a fairer society gathered together for Prospects first ever event dedicated to social mobility. Posted in News archive on 28 Nov 2018 Company Profile Prospects View profile » The Prospects Luminate Social Mobility and Recruitment event saw NUS President Shakira Martin take to the stage: A working class background is the single biggest barrier to getting an education. Until this is solved it will always be for the privileged. It's a product of years of neglect from previous governments. It's about pressing the reset button and talking about fairness. We need a meaningful discussion about barriers faced and to move past 'targets'. It's OK to widen university student participation, but how do we stop them dropping out? How do we support them long-term? I am proud to be working on the NUS Poverty Commission. Universities alone cant erase social mobility. We need help from governments and communities too. Private landlords need to reduce rent over summer. We need 50% reduction in rail fare cards. They need maintenance grants and increased student income. A panel of experts from Fujitsu, RECLAIM and Stafford Long discussed ensuring equal opportunities at work, the impact of technology and how universities can better work with employers. Mark Jackson of Fujitsu said: We have looked at the areas people come from, what university they went to and what their grades were. There was no real difference between area or university and grades when related to future performance. Therefore, employers need to restrict the unconscious bias in recruitment. We changed our recruitment process to include diverse assessment panels, which have had a profound effect on our business as a result. This is the second in Prospects series of Luminate events. The first tackled the diversity challenge with Femi Bola MBE. For more information visit luminate.prospects.ac.uk/events
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How to Deal with Gambling in the Workplace
28-November-2018 - onrec.com
In a country that loves sports of all different varieties, its not long until a new betting opportunity rolls around. Posted in News archive on 28 Nov 2018 With todays constant access to the internet thanks to smartphones and tablets, punters can be placing bets 24/7 and it can be difficult to draw the line between harmless fun and an addiction. But when it leaks into work time and productivity, it becomes a problem that employers need to tackle appropriately and fairly. If you are or know anybody that is having a problem with betting they can help at Timeform , a trusted betting organisation. How Can You Spot a Gambling Problem? Gamblers often say that their compulsive gambling activity affected their work and it can massively impact the productivity of employees if theyre struggling. Disruptive patterns like longer lunches or repeated absences and a lower quality of work, as well as asking their colleagues to cover for them, can all impact the individual and the companys reputation. Other signs of a gambling problem are unexplained disappearances, gambling on company time on their computer or phone, poor concentration or irritability, borrowing money from colleagues or managers constantly being asked for advances on their wages. How Does This Affect HR? With an estimated 1 in 100 employees believed to have a problem with gambling, theres no opportunity for businesses to assume that the issue wont affect their staff. For the majority of people, gambling is just a harmless activity some companies even organise social activities around events like horse racing or big football events but the countless ways people can now gamble and the ease of doing so affects this, with some people struggling to know when to stop. Staff may even be using computers in the workplace to gamble, so HR and employers need to have steps in place to avoid it becoming an issue. The impact compulsive gambling can have, not just on the individual in question, but also on a business and members of staff can become a difficult issue if not dealt with early. How to Deal with a Gambling Problem in Your Employees Confronting this issue with a member of the team can be stressful for everyone involved but its important to do so and there are ways to approach it for a more positive outcome. Express your feelings and beliefs about whats going on without placing any blame, express more I statements than stating you, and listen to what the employee is saying without judgement. Be understanding and plan your responses as they are talking so you can gauge how the employee will react and direct the conversation to avoid any anger or difficulty. Depending on how honest the staff member is about their problem, you can then create a plan together about how to offer help and deal with the addiction, both for their productivity at work and on a more personal level so that they can get the necessary help and support. Putting each of these steps into place will help the conversation go more smoothly and will ensure the individual doesnt feel attacked or judged un
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Sanchez Joins RHSB as Employee Benefits AVP in Dallas
28-November-2018 - insurancejournal.com
Sebastian Sanchez joined RHSB (Roach Howard Smith Barton) as assistant vice president in the Dallas-based agencys Employee Benefits division. Sanchez is a benefit consultant with an emphasis in small to mid-market employers. His bilingual proficiency and multi-cultural background position
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Kentucky Woman Sues Texas Roadhouse Chain Over Breastfeeding
28-November-2018 - insurancejournal.com
A Kentucky woman who says a Texas Roadhouse employee told her to cover up while she was breastfeeding is suing the restaurant chain for emotional distress. Sadie Durbin is quoted by news outlets as saying the employee rushed over with
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J.M. Wilson Adds Vansyckle in Wisconsin
28-November-2018 - insurancejournal.com
Managing general agency and surplus lines broker J.M. Wilson has hired Landen VanSyckle as sales and agency relations specialist in its Madison, Wisconsin, office. VanSyckle will be the primary resource and liaison for independent insurance agents in Wisconsin and Illinois
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Texas Mutual Grants $100K to Houston Construction Trade Training Center
28-November-2018 - insurancejournal.com
Workers compensation carrier Texas Mutual Insurance Co. has awarded a $100,000 grant to the nonprofit Construction Career Collaborative (C3) to strengthen the skilled craft workforce in the Greater Houston region. C3 is a nonprofit alliance of owners, general contractors, specialty
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Volvo slows American plant hiring after China hikes tariffs in dispute with Trump
28-November-2018 - usatoday.com
Volvo has reduced its hiring plans at its new assembly plant in South Carolina due to increased tariffs from President Trumps dispute with China.
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How to avoid falling victim to identity theft this holiday season
28-November-2018 - usatoday.com
All that holiday shopping can leave you more vulnerable to scams. Save yourself from falling victim by recognizing these sources of identity theft.
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White House adviser says Trump may announce GM shutdown consequences
27-November-2018 - reuters.com
White House economic adviser Larry Kudlow on Tuesday indicated President Donald Trump may announce specific ramifications for General Motors Co's plans to cut thousands of jobs and potentially close some of its North America plants.
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KPMG aims to employ 3,000 lawyers within the next few years
27-November-2018 - abajournal.com
Accounting firm KPMG currently employs 1,800 lawyers in offices across 75 countries, and it has plans to expand the number. Within the next few
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Former Facebook worker says firm not doing enough to deal with racial discrimination
27-November-2018 - reuters.com
A former Facebook Inc employee who worked closely with racial minority groups said in a blog post https://www.facebook.com/notes/mark-s-luckie/facebook-is-failing-its-black-employees-and-its-black-users/1931075116975013 on Tuesday that he left this month over frustration with the social network's "systematic disenfranchisement of underrepresented voices" and other diversity issues.
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Workers return to GM´s Canada plant; union to meet Trudeau
27-November-2018 - reuters.com
Workers returned to the assembly line at General Motors' Oshawa, Ontario, plant on Tuesday, a local union leader said, after walking out on Monday to protest news the plant had been scheduled to shut down in December 2019.
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Trump threatens to cut GM subsidies in retaliation for U.S. job cuts
27-November-2018 - reuters.com
U.S. President Donald Trump threatened on Tuesday to eliminate subsidies for General Motors Co in retaliation for the automaker cutting U.S. jobs and plants, and the automaker also took fire from Canadian political and labor leaders for cutbacks there.
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Facebook has a problem with black people, former employee charges
27-November-2018 - usatoday.com
Former Facebook employee Mark Luckie says the company disenfranchises black people on the platform and inside the company.
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Trump threatens punishment for GM after plant closures, layoff news
27-November-2018 - usatoday.com
Trump tweeted that he was looking at cutting subsidies for General Motors in wake of closures announcement.
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Analyst: GM preparing for changing auto market
27-November-2018 - usatoday.com
Analysts see the annoucement by GM to cut up to 14,000 jobs as a sign of a changing North American auto market where consumers are buying fewer cars and more SUVs and trucks. (Nov. 27)
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Dont panic yet economists advise, though GM cuts seen as warning
27-November-2018 - usatoday.com
GM is cutting 14,000 jobs in North America. Ford is expected to cut 20,000. But the economy is strong, experts say.
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Chevy Volt was going to save Detroit. Now its workers are losing jobs
27-November-2018 - usatoday.com
Americas most storied manufacturer was supposed to use American workers to build a new kind of American vehicle. That dream is over now.
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These 30 cities are adding jobs that no one really wants to do
27-November-2018 - usatoday.com
24/7 Wall St. reviewed three-year employment level changes in the relatively low-paying industries of retail trade and food and accommodation.
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Ask HR: How do todays workplaces need to change to meet the future?
27-November-2018 - usatoday.com
No matter what job you do or where you work, you are experiencing a changing workplace. What does this mean for workers and the companies that employ them?
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Alliant Insurance Services Adds Langley in Houston
27-November-2018 - insurancejournal.com
Alliant Insurance Services has hired Jeff Langley as a vice president in its Houston office. Langley will provide a full range of risk management and insurance solutions to a diverse client base, further expanding Alliants reach and capabilities both in
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Alera Group Acquires New Jerseys CRISP Insurance Advisors, Two Additional Firms
27-November-2018 - insurancejournal.com
Alera Group, a Deerfield, Ill.-based, national employee benefits, property and casualty, risk management and wealth management firm, has acquired three new firms: CRISP Insurance Advisors, Lively Insurance and Loretz Insurance LLC. Terms of the transactions were not disclosed. CRISP Insurance
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Exclusive: Insiders Symington, Lehmann Analyze Mid-Term Elections for P/C Insurance
27-November-2018 - insurancejournal.com
The voters have spoken. Republicans have increased their slight advantage in the Senate, while Democrats have flipped the House and will now be in control there. Of course, President Trump, a Republican, still occupies the White House. Now what? What
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Texas Murex Petroleum to Pay $50K to Settle Race Harassment Suit
27-November-2018 - insurancejournal.com
A Texas-based oil and gas company will pay $50,000 to settle a racial harassment lawsuit involving a black employee in North Dakota. The U.S. Equal Employment Opportunity Commission announced the settlement Wednesday with Houston-based Murex Petroleum Corp. According to the
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Interview mistakes that could cost you your dream job
27-November-2018 - onrec.com
Going for an interview is like meeting your in-laws for the first time. It is nerve-wracking if you ask anyone. Posted in News archive on 27 Nov 2018 And people try by all means to make sure that they put up with the best behaviour that they can. But sadly there are things that people do and dont realize that they are messing up their chance of getting a good job. Never be late! The first rule in most corporations if not all is that you should never be late. That is a major turn off for many prospective employers including top online casino sites employers who work under hectic deadlines. This is the most obvious rule. Even in a school that does apply. Avoid being in the wrong lane and make sure that you give your interview 100% by being 30 minutes early. Revise your key points It might seem as though it is not necessary to go over your resume. But it is, know everything that is in that resume like the back of your hand. The reason being that when you are asked about anything that is in your resume you should be able to answer it. Whether be it your achievements or whatever it is, make sure that you will not stammer but give a convincing and accurate answer. Confidence is key There is nothing as attractive as a confident person. Speaking with confidence is the key to win the people or person interviewing you. The thing with being confident is that when you become overconfident now there is a problem again. Too much of anything is never good, even if it is real money online pokies . Avoid distractions Phones can really be a distraction not only for the interviewer but also to you. So it is important to make sure that you put your phone on silent and you do not use it until you are done with the interview. We will give you a very practical example, how annoying is it when someones phone rings during a meeting. It literally disturbs everyone. That is the same thing that we will be trying to avoid.
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Improve your writing skills
27-November-2018 - onrec.com
If you are a writer old or new in the industry this is definitely the article for you. Posted in News archive on 27 Nov 2018 Some people are born with the talent of writing, but with some people, they have to put in the work for their work to be recognized. This is the reason we are here to help you get through the obstacles and be the brilliant writer that you are. Write on the things that you know When you are writing your first articles it is essential that you write on topics that you know like the back of your hand. You cant write about gambling if you dont know anything about it. Visit this website to see how they write gambling reviews. The reason is that because you havent fully adapted the way or style of writing readers might misread your text and then that becomes a problem. Be intimate with details This is one of the most essential pointers of all times. You really do not want to leave your audience guessing what you were trying to say. In other words, do not try to say something but rather go ahead and say it. There is nothing as beautiful as a story that was thoroughly narrated. This will awaken all senses like an online casino jackpot, check out casinoza online casino for more information. Booklovers really do not want to just read an article and thats it. In fact, they want to feel what you are talking about. They want to feel some sort of emotion as if they are watching a movie. Do not go for the obvious The same way people do not like watching movies with the same storyline is the same way readers do not want to read clichés. In as much as they might sound fancy but best believe it that it makes the whole article a flop. Above we did mention that when you describe, make sure that you do that thoroughly. But people who read also love a little bit of mystery. Juggle and play with the readers mind a little. How do you do that? That is simple, make use of metaphors. Dont be putting everything on the table, leave room for adventure and wondering but not suspense.
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Brexit Skills Shortages: A Third of UK Businesses Have Considered Automation as a Response, According to New Adecco Group Report
27-November-2018 - onrec.com
34% of UK managers say that their organisation has considered automating elements of their business in order to tackle skills shortages that might come about because of Brexit. Posted in Statistics and trends on 27 Nov 2018 This number rises to 44% in London, according to the Adecco Group UK and Ireland's ' Brexit: retaining talent through change ' report. The majority (71%) of managers think the UK's decision to leave the EU will make skills harder to acquire for organisations operating in Britain. A third (34%) think this regardless of the outcome of Brexit. Yet, one in five (20%) do not plan to employ any strategy to tackle Brexit-related skills shortages. Alongside implementing technology, those organisations that are considering different strategies to manage potential skills shortages, are thinking about upskilling existing staff (35%) and increasing talent retention (25%). Alex Fleming, Country Head and President of Staffing and Solutions, the Adecco Group UK and Ireland, said: "The idea that Brexit will exacerbate the UK's skills shortage is not a new one, but with one in five businesses not planning to do anything to mitigate this, not all organisations are prepared to deal with this reality. In order to not just succeed but thrive once the UK leaves the EU, every employer needs to have a plan for how they will address current and potential future talent challenges. Looking to other countries and how they have dealt with labour shortages can help. In Singapore, for example, organisations are being encouraged to create opportunities for older workers, and think about how they can design jobs to help extend their working lives. Alongside making better use of your existing workforce and improving your retention rates, thinking about how to attract potentially untapped sources of talent can help futureproof your organisation in the face of any skills gaps - Brexit related or not." Dan Lucy, Principal Research Fellow at the Institute for Employment Studies, added: "Perhaps the key thing for employers to realise is that there are lots of things they can do now to address current and avoid future talent shortages. Many of the actions employers can take will also enhance employer brand and reputation in the jobs market, creating a virtuous circle and helping position those who take action as employers of choice." After Brexit (33%), skills shortages (27%) are cited as the next most likely factor to hinder Britain's ability to remain globally competitive. Other concerns include a lack of investment in AI (9%) and a lack of financial investment from global businesses to operate in the UK (9%). About the research: The survey of 1,000 managers in UK firms was carried out in October 2018 by Opinion Matters.
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Recruitment giant Randstad hires ESP Law
27-November-2018 - onrec.com
Posted in News archive National recruitment specialist Randstad part of the global leader in HR services has appointed Woking- based ESP Law as its employment law partner. on 27 Nov 2018 Recognising the increasing costs of such legal and advisory services, Randstad switched to a partnership rather than pay-per-use model several years ago. But keen to foster a more strategic, value-adding relationship with its provider of choice, HR Director Graham Trevor recently evaluated the market for a possible new supplier. Research brought Randstad to ABS employment law firm ESP Law and conversations with existing customers soon accelerated the switch. With 1400 employees and more than 40 UK offices, we work with thousands of clients and candidates each week, explains Graham. The pace and level of service that we provide therefore means we place significant importance on our employee relations (ER). We didnt just want to have tighter control of our legal costs by appointing an employment law partner we also wanted to enhance our in-house employment law capabilities, ensure we are operating in the fairest and most respectful way towards our staff, and work with a commercially-focused legal partner who would act as a knowledgeable, forward-thinking sounding board as we grow. We have a lot of in-house talent but this support further bolsters our capabilities to give employees, candidates and clients complete peace of mind. As well as delivering tailored legal advice over the phone, via email and online, ESP also provides Randstad with access to a specialist online employment law resource portal, plus a unique ER case management software application that allows customers to manage both in-house ER matters and ESP Law instructed matters. As soon as Id met members of the ESP team I knew this was the right employment law partner for our ambitious business, adds Graham. They share our values, have a demonstrable amount of expertise and prioritise a long-term partnership approach to their client relationships. It was obvious from the outset that they would be committed to getting to know the nuances of our organisation and our approach to HR, so that they could offer tailored and highly commercial legal advice. This is so much more powerful and valuable than a company providing ad-hoc legal support. We work proactively in all areas of our business, so it follows that this should be no different. The partnership represents a new three-year contract between Randstad and ESP. ESP Law is part of the ESPHR Group a provider of specialist legal advice, online employment law and HR resources, ER case management software solutions and wider integrated HR consulting and training. The team is in the running for Employment Law Firm of the Year 2018 at the prestigious Personnel Today Award ceremony in November.
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Graduates should never trade their basic rights as workers: Prospects responds to Sutton Trust research
27-November-2018 - onrec.com
Prospects, the university sector agency responsible for student and graduate employability, responds to new Sutton Trust research on graduate internships. Posted in News archive on 27 Nov 2018 Company Profile Prospects View profile » Chris Rea, Higher Education Services Manager at Prospects, said: While its welcome news that graduate internships are growing, its disappointing that so many graduates continue to work unpaid. Graduates should never trade their basic right to be paid for the promise of skills development, great experiences and an enhanced CV. The worlds fifth largest economy should be more than capable of providing both. Graduate internships have become a fixture in the recruitment landscape over the last ten years. They come in many shapes and sizes and in all industry sectors but there is one non-negotiable fact about graduate internships they absolutely must, in all circumstances, be paid. Unpaid internships are the scourge of the graduate labour market. They inhibit social mobility, trap graduates in a cycle of hopelessness and damage their self-esteem. In addition to its own long-standing work experience and internship portfolio, Prospects manages the government-supported Graduate Talent Pool , an online service that matches employers with graduate interns. Graduate Talent Pool banned unpaid internship opportunities from the site in 2011 and has worked with organisations such as Intern Aware to raise awareness about the issue amongst students, graduates and employers. www.prospects.ac.uk
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MyCareerSpringboard launches Dyslexic Mode
27-November-2018 - onrec.com
OpenDyslexic is a font designed to make reading easier for those with dyslexia. There is now a toggle on MyCareerSpringboard which will transform all text into OpenDyslexic. Posted in Launch on 27 Nov 2018 MyCareerSpringboard has introduced a typeface to its website in order to give dyslexic students the option of an easier reading experience. Dyslexia is a learning difficulty which affects around one in 10 people in the UK. It does not affect intelligence, but rather makes it difficult for those who have it to learn in traditional ways, such as via reading and writing. This means that on a global scale, more than 700 million adults are at risk of illiteracy and social exclusion because of their dyslexia. A large number of dyslexic people also suffer from visual stressaround 50%. Those who have visual stress may experience problems in tracking words across the page, seeing words in fragmented or blurred forms, and seeing words as double. Theres no one-size-fits-all solution to easing visual stress, but some people respond well to different coloured backgrounds or tinted overlays when reading. Others find it easier to track the words across the page when a specific font is used. A common issue shared by many dyslexic people is a tendency to swap similar-looking letters around in their minds, due to seeing letters as 3D rather than 2D. For example, the letter b can be mistaken for a p, d or q. Simple changes such as making letters bottom heavy, extending the stalks of certain letters to make them more distinguishable, and making letters asymmetric, help to prevent those letters from being mistaken for others. If letters are bolder at the bottom, visually flipping them upside down becomes more difficult, as top-heavy letters look unnatural. A statement on the OpenDyslexic website says: OpenDyslexic is not supposed to be a cure, a complete solution, or something you should apply uniformly to everyone: it was intended to address: contrast/blindness, letter confusion or rotation, and crowding. MyCareerSpringboard is designed to help students to figure out suitable career pathways, based on their personality. After completing a career test, students will be given information on key industries that match up with their personalities, and then will be given the resources to explore their options in more detail. Its a free service for schools to use. By introducing a dyslexia-friendly mode to MyCareerSpringboard, in which the entire website is translated into OpenDyslexic at the click of a button, we hope that MCS will be accessible to as many students as possible, says Jack Collins, Head of Product. I struggle to track words when Im reading, and find that they tend to jump around on the page as I read, says Tim, who was diagnosed with dyslexia when he was in primary school. Now 18, Tim is doing A-levels and B-techs and considering his future options. Having this kind of fontwhich is easier to track for mecombined with a career resource makes life much easier.
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10 crucial employment law changes to look out for in 2019
27-November-2018 - onrec.com
Advice by Peninsula Operations Director and HR Expert Alan Price Posted in News archive on 27 Nov 2018 From gender pay gap reporting to widespread claims of workplace sexual harassment, 2018 has been a busy year in employment law. Although employers may hope for a quieter 2019, its looking likely that there will be a number of issues that are prevalent throughout the year, amid the ongoing uncertainty of Brexit. Below are just ten changes employers need to look out for: Increase in NMW rates Having been announced as part of the 2018 Budget, both the National Living Wage (NLW) and National Minimum Wage (NMW) rates will increase in April 2019. Under the new NLW, the minimum hourly rate that workers aged 25 and over are entitled to will increase from £7.83 to £8.21. At the same time, the NMW rate for workers aged between 21-24 will increase from £7.38 to £7.70 an hour; the rate for 18-20 year olds will increase from £5.90 to £6.15 an hour and those over compulsory school age but not yet 18 will experience an hourly increase from £4.20 to £4.35. The minimum rate for apprentices will also increase from £3.70 an hour to £3.90 an hour, providing the apprentice is under the age of 19, or 19 and over but in the first year of their current apprenticeship. Settled Status for EU nationals European workers currently living in the UK will be able to apply for settled status in 2019, allowing them to remain indefinitely in the UK following the end of the Brexit transition period in 2021. To be granted settled status individuals must be able to prove they have been living in the UK for 5 years by the date of application. Those who do not meet this requirement can apply for temporary status, allowing them to remain until they have accrued enough residency to be granted settled status. Auto-enrolment contributions From April 2019 the minimum contributions for auto-enrolment pension schemes will increase for both employers and employees. Currently, automatic enrolment requirements mean employers must contribute a minimum of 2% of an eligible workers pre-tax salary to their pension pot, with the individual contributing 3% themselves. However, under the new requirements, employers and employees will now have to contribute a minimum of 3% and 5% respectively. Employers are reminded to allow appropriate time to consult with staff before making any changes to their pension contribution scheme. Payslips Changes to the way employers issue payslips will also come into force on 6th April 2019 as from this date onwards the legal right to a payslip will be extended to include those who are recognised as workers. Employers will also be obliged to include the total number of hours worked on payslips for employees whose wages vary depending on how much time they have worked. It is important that employers work with their payroll departments to ensure the correct procedure is in place ahead of Aprils deadline. NMW for sleep-ins Following 2018s Court of Appeal decision on Mencap v Tomlinson Blake, a precedent was set that individuals working on sleep-in shifts, such as nurses and care workers, would not be entitled to national minimum wage (NMW) for time spent asleep in scenarios where they were available for work and not actually working. A request to appeal this decision was lodged with the Supreme Court by Unison and a decision is expected in 2019 as to whether this case will be analysed further. Any ruling in 2019 will be important in defining the rights of thousands of staff currently working sleep-in shifts. Gender Pay Gap Reporting Private organisations with 250 or more employees will again be required to publish their gender pay gap figures on the 4th April 2019. Although employers will be reporting for the second time, this year will be the true test as figures are expected to be heavily scrutinised in order to determine whether efforts to address any significant pay disparity highlighted in 2018 have been successful. CEO pay gap reporting New legislation will also come into force in 2019 that requires companies with more than 250 employees to publish their executive pay gap. Although the first reports are not expected until 2020 businesses should be calculating the necessary figures throughout 2019 to show the gap between the total amount paid to their CEO and the average pay for an employee. Microchipping employees If recent news stories are to be believed the act of micro-chipping employees may become more common in the UK workplace during 2019. The UK legal system has not yet been challenged in this regard, however it will be interesting to see how a court decides to rule on microchipping staff given the potential invasion of privacy and GDPR implications. Non-disclosure agreement The government have brought forward a review into the use of non-disclosure agreements in the workplace, with a response expected in 2019. These agreements, otherwise known as gagging clauses, were originally used to protect intellectual property when employees moved from one company to another. However, recent media coverage has highlighted the fact that they are often used to silence claims of harassment and bullying. Whilst these agreements remain legal, the governments response may go some way to deciding how they can be used in the future. S upermarket Equal Pay claims At some time in 2019, we are expecting to receive decisions on separate tribunal cases on the issue of equal pay which involve Tesco, Asda, Morrisons and Sainsburys respectively. Leigh Day are representing the employees in each of these cases and are seeking compensation for predominately female shop workers who feel they are unfairly paid less than predominately male warehouse staff, despite carrying out a similar role. This will provide more clarity on the issue of equal pay and, depending on the result, may pave the way for further claims from staff working in other sectors Whilst there are sure to be other new developments introduced throughout next year, employers would do well to keep a close eye on these particular topics and put plans in place to ensure their business complies with any new requirements. www.peninsulagrouplimited.com
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Can cook, won´t cook
27-November-2018 - onrec.com
Stress portrayed on TV cookery shows leads to a decline in people entering the hospitality industry Posted in News archive on 27 Nov 2018 Almost half (46%) of Brits claim watching cookery shows puts them off a career as a professional chef Almost two thirds (63%) of adults wouldnt consider a role in the hospitality industry 62% feel they wouldnt be able to cope with the pressure of working in a professional kitchen Research released today reveals we are a nation of armchair chefs, unwilling to put the proof in the pudding by entering the hospitality industry. The results from Caterer.com indicate that the increasing skills shortage in the hospitality industry is partially due to popular cooking shows such as Master Chef and The Great British Bake Off. 63% of adults surveyed by leading hospitality job board Caterer.com say they wouldnt consider a role in hospitality and for almost half (46%), tuning into TV cookery shows and the programmes are to blame. Not only are the shows putting people off considering a career in the sector, they also make one in five (19%) question their own culinary skills, feeling they are just not good enough and so wouldnt even consider looking at roles which require them to turn their hand to it. Whilst these shows may have us glued to our screens and filling our trollies in the baking aisle, the interest stops there, with 62% claiming they wouldnt be able to cope with catering to paying customers under pressure. Brits are a modest bunch with only a quarter (25%) considering themselves to be a good cook (and over half, 56%, rate their cooking skills as average). The hyped-up tension and contestants beating the clock by seconds offers great TV, but it isnt accurate at showcasing what a day-to-day role in a leading kitchen is really like. Its this intense pressure which is putting Brits off considering a role in hospitality, and it isnt just perceived stress in the kitchens. Brits surveyed think stress affects other industry roles from sommeliers (67%) and maître des (83%) to bar staff (79%). Neil Pattison, from Caterer.com said, Whilst plenty of us enjoy sitting down to the latest episode of GBBO, its important to remember these shows are edited for maximum entertainment - which includes focussing on heightened bursts of pressure and stress. This isnt an accurate reflection of the industry as a whole, which whilst certainly busy and often demanding, offers so much more, including career development, variety of experience and positive and vibrant teams. Hospitality is a fantastic, personable industry and the pressure depicted in these reality TV cooking shows should not lead people to think they cant handle the pressure of working within it. This situation is a particular concern as we have a skills shortage in the hospitality industry, which is guaranteed to be exacerbated post-Brexit due to decreasing talent pools. Its important to note that hospitality employers are well known for investing in training and development for their staff, so they are fully skilled and prepared to manage a whole host of eventualities, including busy shifts and pressurised situations as just one part of the job. No two days are the same in hospitality, which is why people love it. Caterer.com surveyed 2,006 people in the UK across 13-14 th November 2018 via Opinium research.
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Employee engagement tops polls as HRs biggest challenge in 2019
27-November-2018 - onrec.com
Posted in News archive An annual study commissioned by Cascade HR has revealed the topics most likely to keep Human Resources professionals awake at night in 2019. on 27 Nov 2018 Company Profile Cascade HR View profile » And employee engagement has topped the list for the second year running, with 40% of the 423 respondents believing it will be their biggest challenge over the next 12 months. Recruitment and retention were a close second and third (37% and 36% respectively), followed by absence management (29%) and wellbeing (22%). It appears similar themes have posed the biggest headaches as 2018 has unfolded too. When asked to reflect on their toughest encounters from the last year, HR directors, managers and executives ranked recruitment as the clear front runner (45%), followed by absence management (36%), with retention and GDPR compliance in joint third place (35%). There have, however, been reasons to celebrate it seems. The research revealed that whilst retention may have been difficult, 35% of HR teams believe theyve excelled in that area, with successes also experienced in wellbeing (32%), L D (32%) and diversity (30%). Thinking about GDPR specifically, 66% of respondents admitted the legislative overhaul has been problematic, yet manageable. It is perhaps unsurprising that Brexit featured throughout, although it was not the most common topic. 52% of HR professionals admitted that they are a little worried about the ambiguity and impact of leaving the EU, but only 19% went as far as to say they are extremely concerned. When considering employment legislation, 63% said they couldnt comment whether it feels easier or harder to navigate. When asked for his commentary on the findings, Cascades CEO Oliver Shaw said: Its been an interesting year for UK businesses, with Brexit, compliance and employment tribunals dominating the headlines. But I believe some of the most pivotal developments have surrounded the future of work debate. This year, the HR landscape has seen employees push back on the traditional 9-5 more than ever before. Flexible working has really stepped up a notch, and organisations that bury their head in the sand when it comes to what colleagues want from employment, will be those that struggle the most with recruitment and retention in 2019. As the head of a technology company, Oliver was particularly interested to read HR professionals thoughts about automation. Almost half (46%) of respondents believe that automation is imperative for their HR department to become more effective and efficient next year, and 29% said it will have a partial role to play. Only 2% said they dont believe automation is necessary within their business. Human Resources has embraced automation and machine learning on varying levels this year, continued Oliver. But there is a clear desire to know more about the power of tech. How every HR team can use artificial intelligence was one of our most popular webinars from 2018, with our head of Sales Marc Greggain subsequently asked to present a session dedicated to the topic, at the CIPDs Annual Conference & Exhibition in early November. It is important that HR professionals can cut through the AI hype and understand how to benefit from things like automation, predictive analytics and workforce planning, without losing the human from Human Resources. Their existing HR software will invariably hold the answer. The complete findings from Cascades omnibus survey can be seen in the full-length report The 2019 HR landscape: Whats in store?
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GM to slash jobs and production, drawing Trump´s ire
26-November-2018 - reuters.com
General Motors Co said on Monday it will cut production of slow-selling models and slash its North American workforce because of a declining market for traditional gas-powered sedans, shifting more investment to electric and autonomous vehicles.
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Canada blindsided by GM closure, workers walk out in protest
26-November-2018 - reuters.com
Hundreds of workers walked off the job and Canadian Prime Minister Justin Trudeau expressed "deep disappointment" after General Motors Co on Monday announced the closure of its Oshawa plant, catching governments and employees by surprise.
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How to escape the golden handcuffs? Anonymous BigLaw associate offers extreme savings tips
26-November-2018 - abajournal.com
Want to retire from BigLaw practice early to pursue other things? The answer lies in the FIRE movement, which stands for financial independence, retire early,"
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Employers Mutual Looks to Acquire Outstanding Stock of EMC Group
26-November-2018 - insurancejournal.com
Employers Mutual Casualty Co. has proposed to purchase all the outstanding common stock of its affiliate EMC Insurance Group Inc. As the parent company, Employers Mutual Casualty currently owns approximately 55 percent of the outstanding shares of EMC Insurance Groups
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Japan is giving away 8 million abandoned houses. heres how to get one
26-November-2018 - usatoday.com
Wannabe homeowners in Japan are about to get the deal of a lifetime.
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GM will shed factories and workers
26-November-2018 - usatoday.com
General Motors will close three assembly plants by the end of 2019, and lay off up to 5,600 workers.
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Trump: I was very tough on GM CEO
26-November-2018 - usatoday.com
President Donald Trump says his administration and lawmakers are exerting "a lot of pressure" on General Motors in response to its decision to cut up to 14,000 workers in North America and possibly shutter up to five plants. (Nov. 26)
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Canadian leaders disappointed by GM closure
26-November-2018 - usatoday.com
Canadian leaders expressed their disappointment after General Motors announced it will lay off up to 14,000 workers in North America. Canadian officials say about 2,500 people will lose their jobs with the closure of a plant in Oshawa, Ontario. (Nov. 26)
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GM poised to close plants in Michigan, Ohio, Maryland, will cut 15% of salaried workers
26-November-2018 - usatoday.com
General Motors is cutting 15 percent of its salaried workforce and is poised to close factories in Michigan, Ohio, Maryland and Canada.
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How to turn your dream of retiring at 65, and exiting the rat race, into a reality
26-November-2018 - usatoday.com
401(k) investors road to retirement at 65. Exiting the 9-to-5 grind or gig economy is doable if you create a savings plan and stick to it.
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Worker in Arkansas Electrocuted at Pine Bluff Plant
26-November-2018 - insurancejournal.com
Authorities say a worker in Pine Bluff, Ark. has died after he was electrocuted at a cottonseed oil plant. Pine Bluff police say the employee was changing switches in an electrical cage at Planters Cotton Oil Mill on Monday when
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Mass. Pot Shops May Be Open, but Workers Can Still Be Fired Over Weed
26-November-2018 - insurancejournal.com
The long-awaited opening of the first recreational marijuana stores in Massachusetts was cheered by cannabis enthusiasts and entrepreneurs, but it doesnt change the reality that workers can be fired or face disciplinary action from employers for marijuana, even when they
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Frenkel & Company Hires Power as a Principal in New York
26-November-2018 - insurancejournal.com
Frenkel Company an EPIC Company has hired risk management and insurance professional Michael Power as a principal. Power will be based in Frenkels New York, N.Y., office and report to Phil Remig, the firms Northeast region senior vice
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How to decide if a home equity line of credit or HELOC is right for you
25-November-2018 - usatoday.com
Deciding if a HELOC is right for you means asking questions. Youll find answers below to some of the most common ones, in 10 words or less.
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Its not spring buying season, but you can still sell your home over the holidays
25-November-2018 - usatoday.com
The slowest months for home sales is November through February. But if you need to sell your home then, heres how to stage it for a quick sale.
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Amazon workers strike in Germany, Spain on Black Friday
23-November-2018 - reuters.com
Workers at Amazon logistic centers in Germany and Spain staged strikes on Friday, walking off the job on Black Friday, the discount spending spree that kicks-off the start of the crucial Christmas shopping season.
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Peugeot´s UK Vauxhall to cut more jobs at Ellesmere Port car plant
23-November-2018 - reuters.com
Carmaker Vauxhall, which is owned by Peugeot parent company PSA , is to shed an extra 241 jobs from its Ellesmere Port car plant in the latest cuts at the site, deepening union concerns over the future of the factory.
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A review of the 2018 job market
23-November-2018 - onrec.com
As we approach the end of the year, a lot of us consider what change we would like to see in our lives. Were a little bit older and a little bit wiser and sometimes that wisdom translates into frustration, especially if we dont feel appreciated in our current job. Posted in Statistics and trends on 23 Nov 2018 Company Profile Allthetopbananas.com View profile » In fact, January is the most popular month for career changes. Feeling underappreciated at work can stem from a number of factors, including a lack of purpose, too much pressure or a low salary. If the pay doesnt meet your expectations, or if you havent even entered the workforce yet, read on to find out about the factors affecting salaries in the UK. The Current Labour Market A number of trends dominated the labour market in 2018. 1. More vacancies in the north of the UK than elsewhere. 2. Construction and engineering students were most in demand. 3. Salaries were rising. One explanation for the rising salary comes from Brexit, which affected salaries in a positive way as early as November 2015. Certain industries face a greater shortage of workers because of the fewer European Union workers immigrating to the UK and those leaving. Luckily for the English worker though, companies were willing to offer more to attract more talented employees. In fact, among the major concerns for employers in the UK, skill shortages and lower productivity top the list. Since 2012, job vacancies have been rising and the number of young adults entering the workforce is actually dropping, so their concerns might seem justified. However, it depends which numbers you choose to focus on. Female employment continues to rise (currently 71%of women work) and male employment, which saw a slight drop over the past few years, is currently at about 80%. Furthermore, the number of English attending university is higher than ever before, despite more expensive tuition fees. So, why are employers worried about not having enough skilled workers? Young adults in the workforce Those born between 1980 and 2000 (Generation Y) experienced the transition into an internet and technology dominated work environment without actually knowing what it was like before. With more complicated equipment came the demand for more skilled candidates. Faster technology created a fast mutating economy. For that reason, certain expectations are slightly above what employers are realistically willing to offer. According to the Office of National Statistics, young adults are earning far less than they expected to, especially those with a degree. In fact, they are earning £10,000 a year less than what they expected! One explanation comes from lifelong learning, which will potentially affect us all. As technology evolves, so will the required skills. Companies expect necessary continuous learning for their employees, which means entry-level recruits start at the bottom (despite graduate degrees); but can rise. By rethinking how we learn, we are also rethinking how we work. In fact, one in eight young people without degrees work in graduate jobs. Experience is quickly becoming a more efficient way to measure an employees skills. The main industries in which the salary can evolve quickly are sales, customer service or occupations such as cleaners, security guards or warehouse work, etc. New priorities Money isnt everything and the millennials have understood that. Articles on attracting millennial candidates promote flexibility, autonomy, purpose, an interesting benefits package, etc. They are more likely to accept lower pay if it means challenging projects and more freedom. Furthermore, much like generation Y, young adults dont expect to stay in the same position for more than two years. According to a study from the Pew Research Centre, this mentality doesnt differ much from previous generations, but the consequences arent quite the same. The combined effect of accepting low pay for other benefits and changing jobs frequently could explain a stagnant salary in a given position. As mentioned before, experience within in an industry translates into expertise for most employers. With rapid changes and diverse skill requirements for each different job, job hopping in the 21st century makes it difficult to grasp the ins and outs of a position in a particular company. Another major change is our focus on privacy and security. Last year, GDPR greatly affected job boards in the UK but it also changed the way many businesses handle sensitive or personal data. Staff were required to learn about GDPR and confidentiality became a major priority everywhere. This can also change the responsibilities, benefits and pay a new recruit can expect when joining a team. This continues to be an issue for companies, which use contractors and other freelance workers (according to Deloitte , 42 percent of employers worry about the loss of confidential information). The Gig Economy The gig economy has transformed the workforce, for better and for worse. While many embrace the new trend of more freelance workers, others fear the lack of security. An employer can save up to 20 or 30 percent on training and/or benefit packages by hiring freelance workers, so that can definitely play against the more traditional employee. The rise in freelancers is a consequence of the call for more autonomy, so it does have its perks too! If you do opt for that kind of arrangement with your employer, its important to do your research beforehand. The other issue freelancers often face is receiving their pay on time . Of course, as the number of freelancers rises, we can hope that that kind of issue will be fixed. In the U.S alone, 43% of the workforce will be made up of freelancers by 2020! In Conclusion Despite the drawbacks, high paying jobs are out there. Sometimes, it takes more perseverance than expected before actually earning your desired salary, but dont let that deter you. Thanks to salary checkers and the abundance of information on different careers and jobs, jobseekers can safely ask for the salary they want or some other compensation. Ask and you shall receive, right? This content was supplied by Ali Neill editor of Jobboard Finder
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The Access Group champions business technology innovation at Inaugural Access Freedom to do More Customer Awards
23-November-2018 - onrec.com
City Lit, Guardian Angel Carers and the McGinley Group amongst those customers recognised Posted in News archive on 23 Nov 2018 Company Profile The Access Group View profile » The Access Group, one of the UKs leading providers of business software, has today announced the winners of its inaugural Access Freedom to do More Customer Awards. The winners, announced at the annual Access World conference, include adult education provider City Lit, home and domiciliary care providers Guardian Angel Carers and recruitment firm the McGinley Group. The award winners represent the best of technology innovation and growth amongst UK mid-market businesses. Were delighted to be rewarding these three organisations for their commitment to innovation. Its great to see brands like City Lit, Guardian Angel Carers and the McGinley Group using Access Groups solutions to streamline their business processes, freeing up time to spend on innovation and providing an exemplary experience to their customers, said CMO, Chris Marjara. Access World is one of the biggest software industry conferences of 2018, and is a chance for customers and industry professionals to network and gain insight into how technology can enable business efficiencies and growth. Each winner was announced at the first ever Access Freedom to do More Customer Awards ceremony, and more detail on the winners can be found below. City Lit Struggling with manual financial tasks in Excel, adult education college City Lit realised that its way of working was a significant drain on the finance teams time and resources, and meant they were unable to service its customers in a timely fashion. City Lit decided to work with Access Group to streamline its payroll, finance and accounting functions. Prior to working with Access Group, City Lit was trading at a loss, but since implementation the organisation has seen profitability for the last four years due to better information and data records. They are now able to raise POs in a matter of minutes, with electronic sign offs activated, and have more control over the entire accounting process benefitting both faculty and students. Paul Evans, Chief Financial Officer at City Lit: This is the third time that Ive chosen Access Group as a supplier, having implemented their solutions at both The Childrens Commissioner for England and UK Anti-Doping. The fact that Ive come back, time and time again, really indicates my satisfaction with Access Group, and the positive impact it can have on freeing up staff time. Now the finance team is much more focused around partnering and helping drive efficiencies and improvements in the business, helping to support the budget holders and the business managers in terms of getting the best out of the finances. We have also integrated both the finance HR system with our course planning (EBS), which has significantly reduced manual data entry and improved the timeliness of financial information ten-fold, Evans added. Guardian Angel Carers There is no denying that the care industry is under increasing pressure from both regulatory and capacity perspectives. Guardian Angel Carers has been an early adopter of technology solutions to assist with those pressures. Since working with Access Groups People Planner and Mobizio solutions, Guardian Angel Carers has reduced their administration costs; it is delivering 100 percent auditing of medication records; and most importantly is extending the time carers have with clients by at least 5 minutes per visit, thanks to the use of electronic records and a smart App with real time data communicating between the office and field based care team. Christina Bassadone, Managing Director at Guardian Angel Carers: With Access Group, were able to remain much more compliant with our regulatory body, and we have indeed raised the game in terms of how care is delivered. Staff, including carers, senior carers and managers spend less time on mundane tasks and travel, and more time on care and delivering a high quality service. There is no delay in spotting any potential missed visits, as alerts are raised in real time, so that the back office team can address them instantly. This and other performance gains has resulted in CQC listing us as Outstanding in the rankings, Bassadone added. McGinley Group As the second fastest growing recruitment group in the UK and Ireland, McGinley Group identified a need to scale, streamline and automate numerous admin tasks with Access Groups Recruitment CRM, Pay and Bill and Financials offerings. Through Access Group, McGinley was able to automate numerous processes, enhance and integrate its operational reporting capabilities whist saving time, and negating human error. The company has been able to reduce the time spent processing payroll from five working days down to two, while increasing the number of workers processed from 300 to 2,400 in one payroll division alone. Carrie Sheen, IT Manager at McGinley Group: Automating our reporting management information with Access Group has ensured there are no inaccuracies between actuality and what is being reported on. We have improved data reliability and reduced complexity when it comes to dealing with compliance procedures. The level of detail weve been able to achieve through Access Group has allowed us to make better business decisions and focus on growth.
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Revealed: The most profitable & desirable freelance jobs
23-November-2018 - onrec.com
With 50% of the UK workforce to be freelance by 2020, what are the most desirable and profitable jobs on the market? Posted in News archive on 23 Nov 2018 Freelancing has become a popular path for many in their careers, enabling them to be more flexible with their work and personal life, whereas many see the world of freelancing as the great unknown and a scary place to be. But just how profitable are some of the freelance careers we see these days, and just how desirable do people find them? Well, Protectivity has analysed over 50 freelance careers to show you the most financially secure and desirable jobs out there, you can view the piece here . With the number of freelancers on the up from 3.3million in 2001 to 4.8 million in 2017, according to the Office Of National Statistics , its clear to see the perception of job insecurity in freelancing has faded away, with more people finding the idea of the flexibility it brings more appealing. As well as this, there has been significant press around the gig economy, with it being revealed that currently, 2.8 million people in the UK are selling their labour through apps according to the O nline Labour Index. With this in mind, Protectivity Insurance has analysed just how profitable some of these freelance careers are, and furthermore, how desirable they are to the everyday person. We calculated the average salary of the career and conducted a survey of 10001 people across the UK, asking them to rank each job title based on how desirable they perceive them to be. So, if youre toying with the idea of going solo you can have a look at our interactive piece here , to find the best freelance career that suits you, Whilst it may not come as a surprise that the likes of a freelance career as a Lawyer, Investment Consultant and an Architect, with an average salary between £57,000 and £42,000 per annum, came out in the top five most profitable, there were also some less obvious results that interesting came within the top ten. a music teacher, yoga instructor and interior designer all made their way in, earning between £37,000 to £40,000 per annum. When it comes to the desirability of the careers, 68% consider a photographer to be a desirable career with a Musician closely behind on 64%. Interestingly, in a generation and time that is so focussed on social media and digital platforms, the careers that came out at the bottom were Bloggers and Social Media Marketers with only 38% believing these to be desirable. Similarly, although becoming a Yoga Instructor proved itself to be a profitable career to embark upon, many did not believe this path to be a desirable one with only a 41% vote. For the animal lovers among us it will also come as no surprise that both Pet Sitting and Dog Walking made it into the top 20 of the most desirable freelance careers, because who can resist looking after some love-able animals for a living! The top ten most profitable freelance careers are: Rank Career Average annual salary per annum (£) 1 Lawyer 57,293 2 Investment Consultant 50,000 3 Software Developer 42,500 4 Architect 42,500 5 Music Teacher 40,860 6 Business Consultant 38,256 7 Yoga Instructor 37,546 8 Accountant 37,500 9 Interior Design 37,500 10 Web Designer 37,500 The top ten most desirable freelance careers are: Rank Career Desirability in % 1 Photographer 68.43% 2 Musician 63.74% 3 Architect 62.54% 4 Actor 62.44% 5 Online Researcher 60.24% 6 Lawyer 60.14% 7 Interior Designer 59.74% 8 Web designer 59.24% 9 Graphic Designer 58.64% 10 Landscaper 57.54% Our research also included a breakdown of the careers respondents were currently in and which alternative careers they found the most and least desirable, you can find the findings here: Sector Currently Working In Most Desirable Career Most Undesirable Career Architecture, Engineering and Building Online Research 46.2% Stylist 57.7% Arts Culture Musician 60% Caterer 50% Education Photographer 57.1% Recruiter 39.3% Finance Musician 53.5% Yoga Instructor 48.8% Healthcare Journalist 48.5% Investment Consultant 44.1% HR Programmer/Software Developer, Life Coach Data Analyst 60% Stylist 80% It Telecoms Business Consultant 62.5% Social Media Marketer 37.5% Legal Landscaper or Gardener 66.7% Event Planner 46.7% Manufacturing Utilities Copywriter 49.2% Life Coach Stylist 44.6% Retail, Catering and Leisure Interior Designer 52.1% Blogger Copywriter 44.8% Sales, Media and Marketing Nanny/Babysitter, Web Designer & Caterer 48.6% Marketing Consultant and Tour Guide 45.7% Travel and Transport IT Trainer and Data Analyst 60% Copywriter and Caterer 50% The most desirable and undesirable careers can also be seen below according to cities in the UK: City Most Desirable Career Most Undesirable Career Belfast Photographer (50%) Blogger (56.7%) Birmingham Online Researcher (48.4%) Horse Trainer (41.9%) Brighton Interpreter/Translator (52.1%) Life Coach (42.9%) Bristol Dog Walker (50%) Copywriter (50%) Cardiff Pet Sitter (53.8%) Nanny/Babysitter (46.2%) Edinburgh Tour Guide (64.5) Social Media Marketer (61.3%) Glasgow Music Teacher (45.7%) Personal Trainer (54.2%) Leeds Data Analyst (51.1%) Yoga Instructor (48.7) Liverpool Photographer (51.3%) Carer or Recruiter (41%) London Architect (44.8%) Caterer (36.75) Manchester Online Researcher (53.2%) Stylist (51.9%) Newcastle Actor (56.5%) Social Media Marketer (52.2%) Norwich Dancer (56.5%) Blogger (50%) Nottingham Business Consultant (45.3%) Social Media Marketer (50.9%) Plymouth Landscaper or Gardener (63%) Nanny/Babysitter (44.4%) Sheffield Landscaper or Gardener (46.8%) Housekeeper (40.4%) Southampton Tour Guide (59.2%) Housekeeper (51%) From personal trainers to pet sitters and accountants, there really is something for everyone in the world of freelancing, take a further look here to see the results. Sean Walsh, Marketing Manager from Protectivity Insurance comments: Joining the world of freelancing can be a scary prospect at first to some, but has worrying about job security become a thing of the past, with more people getting involved with the gig economy and taking on more freelance work than ever before? There is often a negative connotation associated with freelancers when it comes to both job security and a regular income, but its great to see such a variation of careers making it into the most profitable and desirable. Hopefully this research shows some interesting results that prove you can get out there on your own and make the jump into the freelancing world. For more information on The Most Profitable and Desirable Freelance Careers, you can take a look here: www.protectivity.com/highest-paid-most-desirable-freelance-jobs-uk/
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1000s of Business and consumers are victims of a Friday job?
23-November-2018 - onrec.com
By mid-afternoon on a Friday many 9-5 workers have one eye on the clock as they count down to the weekend - but what about when your job involves working on someone elses home? Posted in News archive on 23 Nov 2018 By mid-afternoon on a Friday many 9-5 workers have one eye on the clock as they count down to the weekend - but what about when your job involves working on someone elses home? A survey undertaken by Protecting.co.uk , a health safety and employment law expert, has shown that a staggering 76% of tradespeople admit to doing at least one Friday job which they are ashamed of - from slapdash plastering to lackadaisical joinery, it seems that the British public are suffering when it comes to pre-weekend work. The study, which surveyed 500 workers across various trades, showed that a majority of tradespeople - like workers in many other professions - lose concentration as the end of the week edges closer. However, many of them were seemingly very relaxed about this dip in productivity, despite the potentially expensive consequences for their customers. The survey conducted by protecting.co.uk produced the following results 76% Yes I have cut corners in order to finish early / on time on a Friday. 9% No comment. 15% No never. One worker, who asked not to be named, confessed: It was Friday afternoon - I knew that light switch was upside down, and shame on me, but it was time to go to the pub. Another, who confessed to rushing interior decorating jobs in the run-up to the weekend, said: Its almost traditional now - Friday afternoon jobs get done quickly so you can have an early finish for the weekend. Everybody does it! And there was countless more admissions. JR a web designer from Leeds I should of spent more time making that website perfect so google could find it, but it still works Sam decorator from London I didnt use masking tape and lets just say I hope that customer is blind as those lines are not straight Karen, office worker I may of lost a number of invoices, funny how that happens every Friday But error-prone workers with their mind already on their weekend plans could be leaving customers - and their business - open to difficulties, say Protecting.co.uk . Chris Hall, spokesperson for Protecting.co.uk , said: Not only do these Friday jobs tend to result in problems which can cost consumers dearly further down the line, they also open up a can of worms when it comes to health and safety. If the correct precautions arent taken due to workers being preoccupied, trade businesses could be liable for much more than just complaints and money spent fixing botched jobs. Failing to follow correct protocol such as protective clothing regulations or correctly storing hazardous substances on-site because workers are eager to get the job finished could have very grave consequences. It is up to businesses to ensure their employees are correctly trained and aware of the requirements for their role - and, of course, to protect themselves against complaints or expensive remedial work for customers. There are steps businesses can take to reduce dangerous errors as a result of Friday jobs, Hall noted. Properly assessing health and safety requirements for each job and then training employees accordingly will increase overall caution taken, but he added that it was also key to tackle the causes of the drop in productivity. He added: Firms could introduce early finish Fridays to reduce the temptation to speed through jobs - a Health Safety Executive report on safe working indicates that rushing is one of the key precursors to slips and falls, which can be both costly and dangerous for employees. Ensuring that your business ethos has a strong focus on the potential risks of slapdash work and failing to follow proper protocol can also make a huge difference; if workers are aware of the possible dangers, they may be less likely to cut corners. Of course, nobody wants unhappy customers, and this should be a strong incentive for businesses to clamp down on Friday jobs - but there are also much more serious factors at play which businesses should be aware of. www.disturb.co.uk
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Help for businesses to keep on the right side of the law
23-November-2018 - onrec.com
Businesses could save thousands of pounds in legal fees following the creation of a new employment law focused professional development programme by leading Cardiff law firm, Capital Law. Posted in News archive on 23 Nov 2018 The Employment Law Diploma covers day to day employment law fundamentals, including recruitment, absence, discipline, performance and business change. Run in conjunction with the Centre for Professional Legal Studies, Capital Law created the course to offer a cost-effective alternative to the CIPD qualification in employment law, while also protecting businesses from costly tribunal claims and wasted management time. Designed with HR teams and small businesses in mind, the diploma is suited to those who regularly handle HR and employment law issues. The course provides pragmatic advice and solutions for a number of workforce related matters including recruitment. This module will involve looking at the legalities surrounding job advertising and the restrictions around wording. It will also cover pre-employment checks as well as updates to immigration law which could impact workplaces where overseas workers are employed. Staff absences will also be covered and will examine staff sickness rights, unauthorised absences, maternity/ paternity leave and other reasons for staff absences, as well as the associated elements of employment law employers should be aware of. Richard Thomas, employment lawyer and partner at Capital Law , commented on the launch of the initiative: The Capital Employment Law Diploma was specifically created to help businesses identify and proactively manage areas of risk within an organisation and to truly protect the growing number of businesses impacted by costly tribunal claims and the knock-on effect this has on senior management. It also offers delegates the opportunity to consult with a legal expert on specific challenges as part of the course and to learn from fellow delegates experiences. A number of businesses have already secured qualifications through the course including Admiral. Ceri Assiratti, People Services Manager at the car insurance specialist, said : The content and delivery of the programme is excellent. Feedback from those attending was so positive that we asked Capital Law to run a bespoke programme specifically for Admiral so that we could cater for a much larger group. An unexpected benefit we have found from the course is that it is very practical, so much so that our team started using what they had learnt immediately, even before they completed the programme. For more information and details of upcoming course dates, please visit the Capital Law website www.capital-law.co.uk
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10 benefits of being freelance writer at 2018
22-November-2018 - onrec.com
In a world where most people are getting increasingly irritated and disgruntled with the traditional 9-5 employment regiment where they have hassle through the wobbly ladder of corporate struggle to earn, Freelancing seems to be the way forward. Posted in News archive on 22 Nov 2018 Flexibility, freedom, and ease of work are the more obvious benefits of freelancing. But even at a closer perspective, most people shackled with the regular 9-5 usually gets hit with the epiphany that they can get a lot more done for themselves with half the effort they put at floating other peoples company. Hence, wide-ranging statistics have shown that more people are pulling the plug on 9-5 and embracing the advantages of being a freelance writer. There are several best freelance job sites that give amazing tips on how to be a freelancer. But first, go through ten advantages of being a freelancer given below. Your Mornings can be spent at better things than chasing the commuter train How would you like to wake every morning and not have to knock things over in a rush to catch the 7am train? Freelance writing allows you to work from home, hence giving you the absolute prerogative on how you decide to spend your mornings (and evenings.). Certainly, commuting on a grumpy train packed full with other half-awake commuters will not come anywhere your top ten choices. Work from your Kitchen slab, in plain clothes Or from your toilet seat, while entirely naked. Just kidding, but you get the point. You dont have to choke in ties and suits or worry about a certain length of the skirt. The routine of dressing the same way daily can get very drudgery. Freelancing absolutely gives you total control over your wardrobe. You dont have to suffer through an Intolerable colleague and office politics Sure, there a lot more places where youll have to put up with saucy people but the traditional workplace in cubicles and office space can be the worst of all. A freelance writer gets to choose his colleagues, partners, and associates. And since there is no boss or supervisor to impress, you can do away with a lot of contentions and bad blood. Financial Independence and Multiple Streams of Income Since you get to decide how much you will charge your clients, freelance writing allows you to stay on top of your earnings. Thus, you can get paid more squarely and commensurably for your services and skillset. There is no risk of undervaluation since you conveniently and politely decline offers that dont meet your service quality. Dynamic Workplace Climate The freelancing world is one that accommodates all sorts of skill set and services. This allows the freelancer to rotate skills and juggles services depending on which provides the most lucrativeness for the time being. This is certainly unlike the usual job engagement where the progression is virtually linear and offers very little modular conveniences. Flexible and adjustable work hours Whether you decide to work 2 hours on the hallowed Monday and work 18 on Friday, it is your choice. Freelance writing usually means working with deadlines and while not being indolent, determines when they report back to the client(s). You decide when to take breaks and when to pull an all-nighter. Reward yourself with what you truly deserve When most companies decide to throw perks the way of employers, it is usually with the ulterior motive to sync them up and improve turnover and not really from the goodness of their hearts. But as a freelancer , you know what you actually worth and deserve, and you go ahead and get it for yourself. A vacation to Cuba, a weekend on a fancy yacht or deep tissue massage, it is all within your whims. These occasional indulgence helps to improve overall self-worth and confidence and you are motivated for the next gig. Job security Yes, that is right. The economy is definitely not having it easy with most companies in recent years, hence the surge in the rate of layoffs and disengagement shows clearly that were well past the work-for-life era. The Freelancing climate, however, provides refreshing opportunities to stay competitive in the business of offering relevant skills and services. The flexibility afforded by freelancing in the aspect time and work location allows for taking up of new and relevant skills. Professionals who write for essay service in the UK have done so perfectly for so long and gotten thousands of excellent essays done. They certainly feel confident about their job. Multi-Faceted Exposure A great benefit of freelancing is that it brings you in contact with a wide range of opportunities spanning diverse professions, personalities, and even culture. It helps to foster interpersonal skills and the ability to handle situations with adept expertise. Be your own boss This goes without saying, and it is an absolute no-brainer. You are your own CEO, CFO, COO and pretty much every other fancy 3 letter worded encomiums out there. You can learn to develop and nurture a great sense of direction, focus, and purpose. This is considered the Hail Mary advantage of being a freelance writer .
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Latest Release of TempBuddy Worker App Provides Real-Time Multi-Shift Availability
22-November-2018 - onrec.com
Candidate Experience and Worker Retention Improved Exponentially for Staffing Firms Posted in Launch on 22 Nov 2018 Company Profile TempBuddy View profile » Erecruit, a leading global technology provider and visionary for the staffing industry, today announces the latest version of its TempBuddy worker app with its new real-time multi-shift functionality. TempBuddy was conceived to make finding temporary work easier and the latest app continues to improve the user experience by allowing workers to set and view their split shift availability and accepted assignments for a calendar month in a single screen. By keeping their recruiter informed of their availability to work, candidates are more likely to be placed in multiple bookings. Agencies that adopt TempBuddy to give their customers a mobile experience redeploy on average 75% of their workers, compared to an industry average of 40%, facilitated by the real-time data exchanged via the worker app. Previously the mobile app offered a weekly recurring pattern, now the worker can define ad hoc times or days they are available across the entire year, as well as a weekly recurring pattern. Roderick Smyth, CEO TempBuddy & Chief Strategy Officer Erecruit, comments: our team of developers are continuously focused on enhancing our temporary workforce staffing software, listening to and acting on feedback from workers, recruiters and their clients. This latest release will really help those seeking work in high volume temporary sectors such as hospitality, education and healthcare where daily shift patterns are common. Staffing firms gain better access to their workers, meaning they serve their clients needs faster and are more productive and cost-effective with less onboarding of new candidates required. The new features are designed to: provide a more intuitive user experience merge a workers assigned shift information into a single view with the days on which they have indicated themselves as being either available or unavailable. allow workers to indicate their availability for split shifts in the same day - multiple time intervals, as well as being able to set, for example, all Mondays as available and then select a particular Monday in the month as not available. Using TempBuddy places staffing firms on a level playing field with online staffing platforms. The software allows them to offer their workers and clients a hybrid approach that combines the speed and efficiencies of technology, with the relationships and customer service of a staffing expert, continues Smyth. This is a winning combination that gives them true competitive advantage. TempBuddy recently announced that Elwood Staffing , Malone Workforce Solutions , and Kimco Staffing Services, Inc. , some of the largest independent staffing firms in the United States, have all selected to deploy its multi-award winning workforce management platform and mobile worker app to drive efficiency in their high volume staffing businesses. www.erecruit.com
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Social media largest concern for job seekers, Parliamentarians told
22-November-2018 - onrec.com
New data released today has found that advertisements on social media platforms are the least trusted by job seekers. Posted in News archive on 22 Nov 2018 Company Profile SAFERjobs View profile » The survey of over 4000 British adults carried out by SAFERJobs, a joint industry and law enforcement organisation which provides free advice and protection for workers in the gig economy, was undertaken in response to the increasing number of labour market scams and exploitation being reported to the organisation by jobseekers in the gig economy. The poll found that despite their increasing prevalence 25 per cent of people thought social media platforms were the least safe method of job searching. The findings were presented at an event in Parliament organised by the All-Party Parliamentary Group on Financial Crime and Scamming and SAFERJobs. Parliamentarians were invited to the event to learn about how they can work with local businesses and constituents to ensure that job seekers are protected from exploitation in the workplace. The issue is of growing concern to policymakers as over the last two years there has been a 300 per cent rise in reports of recruitment related fraud and misconduct, with SAFERjobs receiving around 5 10 reports per day. The fraud can have financial implications for job searchers with individuals losing on average £4000. Together, SAFERJobs and the All-Party Parliamentary Group on Financial Crime and Scamming, are calling for UK businesses to sign up to become a SAFER Employer, which sends a trusted signal to job seekers when searching for new opportunities on commonly used platforms such as social media and job boards. Keith Rosser, Chairman of SaferJobs, said: The rise of the gig economy has created new and flexible opportunities, but it is also presenting new risks of exploitation and abuse. The findings clearly show that commonly used platforms such as social media channels and job forums are also providing the least certainty for job seekers. Today, we are calling on UK businesses to sign up to become a SAFER employer to instil trust in job seekers and support us to prevent labour market exploitation. Kelly Tolhurst MP, Minister for Small Business, Consumers and Corporate Responsibility, said: The UK Government is pleased to work alongside SAFERJobs to protect individuals from recruitment fraud and scams. With more people in work than ever before, now is the time to make sure that individuals and small businesses can capitalise on the opportunities that our strong economy has brought, whilst ensuring that they remain safe throughout the recruitment process. I am pleased that the issue is being highlighted by the All-Party Parliamentary Group on Financial Crime and Scamming and would encourage all businesses to sign up to become a SAFER Employer.
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The Scottish Courts and Tribunals Service launches employee engagement programme to boost sustainability and wellbeing
22-November-2018 - onrec.com
The Scottish Courts and Tribunals Service (SCTS) has launched its JUMP pilot, an engagement programme to encourage environmentally sustainable behaviours amongst employees, as well as those that boost wellbeing. Posted in News archive on 22 Nov 2018 In partnership with facilities management provider Atalian Servest, the six month JUMP pilot programme has been introduced to 200 employees at Glasgow Sheriff Court. The programme adopts a multifaceted approach to sustainability, addressing various behaviours for reducing environmental impact while incorporating wellbeing as a key part of the process. The launch of the pilot at SCTS marks the first JUMP programme for the public sector in Scotland and coincides with Green Rewards expansion in Scotland, the company behind JUMP. Other Scottish organisations signed up to using JUMP include RBS, the University of Strathclyde and the University of Glasgow. SCTSs employees are encouraged to take part in activities across six behaviour themes; Waste and Recycling, Energy Saving, Water Saving, Health and Wellbeing, Engagement and Your Ideas and Sustainable Travel. Green Points are awarded for taking actions such as reporting your recycling, switching off electrical equipment as well as spending time in nature and practicing mindfulness. The programme facilitates SCTSs commitment to sustainability at both the individual and building-wide level, and helps maintain a healthy and motivated workforce. Through digital communications and the online JUMP platform, colleagues are updated with their individual and collective impact. Monthly rewards are given to the top performing individuals, and a charity donation prize will be given to the winning departmental team at the end of the pilot. This use of gamification and rewards are key to JUMP achieving mass engagement and long-term behavioural change. Erin Miller, Sustainability Coordinator at Atalian Servest said The JUMP programme were running with the Scottish Courts and Tribunals Services in Glasgow is a great way to engage employees in issues such as energy use and waste. Earlier this year SCTS was awarded the prestigious Carbon Trust Triple Standard for successfully cutting carbon emissions, water use and waste, and very few public or private sector organisations have achieved the Triple Standard. Introducing JUMP is an exciting part of SCTSs continuing journey of sustainability excellence. Graham Simmonds, Managing Director at Green Rewards, said: We are really excited to be working with the Scottish Courts and Tribunals Service. Its great to see yet another organisation in Scotland implementing an employee-centred initiative to drive positive change and meet their sustainability targets. www.teamjump.co.uk
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Black Friday 2018: The best toy deals for kids of all ages
22-November-2018 - usatoday.com
Buying toys for kids is a challenge, but we have expert recommendations and excellent values to help you get the job done.
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How California wildfire survivors can make a comeback after losing everything
22-November-2018 - usatoday.com
From drivers licenses and medicine and health needs, to insurance and jobs. These are ways victims of disasters can begin recovering.
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Nominations are open for the Onrec Online Recruitment Awards 2019
21-November-2018 - onrec.com
Posted in News archive Nominations close on the 14th December 2018 on 21 Nov 2018 The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 7th March 2019, 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 15th 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 Today, 1st November 2018 and will close 14th December 2018. 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 2019 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 2019 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 2019 For the job board/supplier who has introduced unique innovation in their online recruitment offerings. NICHE | GENERALIST | NATIONAL SUPPLIER | INTERNATIONAL SUPPLIER The Best Online Candidate Experience Award 2019 '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. SUPPLIER | RECRUITER | JOBBOARD | CORPORATE Best Use of Mobile Award 2019 Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? CORPORATE | RECRUITMENT AGENCY | JOBBOARD The Best Corporate Graduate Site Award 2019 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 2019 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 2019 Recognising success, growth, innovation, talent, and achievements within the Online Recruitment Industry. NOMINATION FORM Innovative Use of Social Media in the Recruitment Process Award 2019 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 2019 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 2019 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 Newcomer of the Year Award 2019 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2018. NOMINATION FORM Unsung Hero of the Year Award 2019 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. NOMINATION FORM Personality of the Year Award 2019 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 2018 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2019 Website
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Louisiana Posts 13 Straight Months of Job Gains
21-November-2018 - insurancejournal.com
Seasonally adjusted data released by the Bureau of Labor and Statistics shows that seasonally adjusted nonfarm employment in Louisiana increased by 19,400 jobs to 1,989,700 since October 2017. According to the Louisiana Workforce Commission (LWC), seasonally adjusted nonfarm jobs have
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Mass. Appeals Court Rules Medical Device Manufacturer Illegally Fired Employee
21-November-2018 - insurancejournal.com
A Massachusetts Appeals Court has ruled that Dielectrics, a Massachusetts-based medical device manufacturer, illegally fired Ileana Bermudez after she collected workers compensation benefits and filed a lawsuit against the company. The case, Ileana Bermudez vs. Dielectrics, Inc., came about after
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CV-Library wins Best Performing Company in the Megabuyte50 Awards
21-November-2018 - onrec.com
Leading job board is recognised in the Accounting Enterprise Software category Posted in News archive on 21 Nov 2018 Company Profile CV-Library.co.uk View profile » The UKs leading independent job board, CV-Library , is delighted to announce that it was recognised as the Best Performing Company in the Accounting & Enterprise Software category at the Megabuyte50 Awards last night. The award celebrates the UKs best-performing privately owned technology companies, using Megabuytes proprietary benchmarking methodology to measure organisations on growth, profitability, cash conversions and size. This is the third year that CV-Library has won a Megabuyte50 Award, with the team at Megabuyte noting the companys rare feat of delivering both top-quartile organic revenue growth and EBITDA margin, all backed up by stronger-than-average cash conversion. Lee Biggins, founder and managing director of CV-Library comments: CV-Library is still growing beyond all expectations and were delighted to have won for the third year in a row. Our exemplary financial performance is something were extremely proud of and were continuing to push the company to new heights, exploring new ways to grow our customer base and win exciting new business. As part of the awards, companies are given a Scorecard rating (a mark out of 100) and then ranked against their peers, with CV-Library gaining a fantastic score of 79/100. Biggins concludes: As we approach the New Year, we hope to see our success continue far into the future. There are plenty more exciting opportunities to come in 2019 and we are looking forward to seeing what the year ahead will bring.
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Lower paid workers fear discussing mental health issues with employers
21-November-2018 - onrec.com
Workers on lower salaries feel less comfortable talking to their employer about mental health, according to a report entitled Why BWell from Barnett Waddingham. Posted in News archive on 21 Nov 2018 Study by Barnett Waddingham found just 40% of employees on £20K - £30K would be happy discussing mental health at work, but this rises to 67% among those earning £70K - £75K Lack of training is a major barrier to conversations just one in four (25%) lower earners feel that their managers are equipped to deal with mental health concerns One in three (37%) workers across all salary brackets struggle to deal with excessive workplace pressure while 37% also dont feel that they can switch off outside of work hours Workers on lower salaries feel less comfortable talking to their employer about mental health, according to a report entitled Why BWell from Barnett Waddingham. The research, which surveyed 3,000 UK employees, found that for those in the earnings bracket of £20,000 - £30,000 a year (into which the average UK salary falls), just two in five (40%) said they would be happy talking about mental health at work. Yet this rises to 50% among workers earning £50,000 - £60,000 a year, and 67% for those on £70,000 - £75,000. According to the research, a lack of trust and training could be two of the biggest barriers to conversation and drivers of this trend. Among workers earning £20,000 - £30,000 a year, just one in four (25%) feel that their managers are equipped to effectively support employees with mental health issues, but this rises to 53% among the £70,000 - £75,000 bracket. When the same question was put to employers, however, almost three quarters (74%) felt line managers in their firm were adequately equipped for such conversations, indicating a worrying gap in perception between business leaders and their staff. Another explanation for employees on lower salaries not wanting to talk about mental health is that they feel their company isnt interested in them as individuals. One in five (20%) workers on £20,000 - £30,0000 said that their employer shows no interest in them as a person, but this drops to 14% for those on £40,000 - £50,000 and one in ten (10%) for people on £70,000 - £75,000. A major cause of mental health problems in the workplace is stress and according to the report, across all salary brackets more than a third (37%) of people struggle to deal with excessive workplace pressure, while the same proportion (37%) do not feel that they can switch off outside of work hours. Both factors may be leading to a rise in presenteeism when employees go into work when not well. A recent CIPD report indicated that presenteeism had tripled in the last eight years [1] while Barnett Waddinghams study found that almost half (47%) of the UKs workforce feels under pressure to go to work when they are not well. Laura Matthews, workplace wellbeing consultant at Barnett Waddingham , said: While some employers are really taking a lead on mental health, our research shows that it still feels like a taboo subject for employees, especially those on lower salaries who are most vulnerable if they lose their income. This isnt good enough if businesses are serious about supporting their workforce. Its been estimated that mental health problems at work cost the UK economy £35billion last year [2] so its in everyones interests that companies create an environment where problems can be discussed openly and honestly. A lot of businesses offer cut price or free gym membership to encourage a physically healthy workforce, but there is less emphasis on improving mental health. Line managers and senior management have a huge part to play when it comes to addressing this and its crucial that they receive the right training, adopt effective management styles and make conscious efforts to communicate with employees on a personal level and keep morale high. [1] CIPD research [2] Study by Centre for Mental Health
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Employers remain pessimistic about the longer-term economic outlook - but they are ready to invest
21-November-2018 - onrec.com
New data shows that employers confidence in the prospects for the UK economy remained negative for the fourth successive month, according to the Recruitment and Employment Confederations latest JobsOutlook report. The net balance of those seeing a positive outlook as opposed to a negative one hit -11, an improvement from the previous month (October 2018) of 3 percentage points from -14. Posted in Statistics and trends on 21 Nov 2018 Company Profile REC View profile » Despite the ongoing negativity towards the prospects for the economy, employers confidence in making hiring and investment decisions in their own businesses remained in positive territory with a net balance of +16, a rise of 1 percentage point from the previous month. 48 per cent of UK employers who hire permanent staff expressed their concern this quarter over the sufficient availability of candidates for permanent jobs, up from 42 percent a year earlier, with anticipated shortages of health and social care workers causing most anxiety for employers for a second successive month. Engineering technical, and hospitality workers, were again this month the other two professions where employers expect severest skills shortages. 53 per cent of employers intending to hire temporary workers expressed concerns over the sufficient number of agency workers with the necessary skills they require, up from 46 per cent the previous month, and up from 40 per cent this time last year. Employers are expecting the most severe skills shortages among drivers, followed by industrial and the marketing, media creative sectors. The net balance of employers intending to hire agency staff in the short-term rose by 3 percentage points compared to the previous month (October 2018), to a net balance of +19. The net balance of those intending to hire temporary agency workers remained buoyant in the medium-term, rising to 16 percentage points, a rise of 2 percentage points from the previous month (October 2018). Neil Carberry, Recruitment & Employment Confederation Chief Executive says: Todays survey shows British businesses at their pragmatic best. Employers remain pessimistic about the longer-term economic outlook - but they are ready to invest in their own businesses to meet demand. Securing the Brexit transition period and a sensible approach to EU immigration to help deal with labour shortages will help to calm those economic fears. A deal will make sure that employers confidence in their own business wins out. The shortages in health and social care sectors is major concern for the NHS with winter approaching. Government policy needs to support health commissioners to flexibly manage staffing needs. Without access to agency workers key front line services could be put under threat. www.rec.uk.com
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Mistakes income earners should avoid in order to be wealthier
21-November-2018 - usatoday.com
Having a moderate income doesnt mean you have lesser chances to save money, but it does mean that in order to do so you have to do more planning and be more patient than a high-income earner of course! Buzz60s Maria Mercedes Galuppo has more.
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Founder of health care company shocks employees with $20 million gift before Thanksgiving
21-November-2018 - usatoday.com
Mark Baiada, who launched Bayada Home Health Care with $16,000 in savings, says his $20 million gift shows gratitude to his employees
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Toys R Us sets up $20 million severance fund for former employees
21-November-2018 - usatoday.com
KKR and Bain Capital announced they will each pledge $10 million to the TRU Financial Assistance Fund, which will distribute cash to former employees.
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In House Recruitment Expo 2019: 26 27 February Olympia, London
20-November-2018 - onrec.com
The exhibition organisers VAB Events Ltd is delighted to present the fifth instalment of In House Recruitment Expo with support from The Firm, Personnel Today Jobs, HR Grapevine, Changeboard Onrec. Sponsors include Workable (Silver) Broadbean (Bronze) Kallidus (Speaker Programme). Posted in News archive on 20 Nov 2018 IHRE19 will return to Olympia, London on 26 27 February 2019. IHRE19 continues to provide a national platform for In House teams to network with their peers understand best practise and find support in achieving their organisational objectives in the sourcing and resourcing process. IHRE19 will provide access to seminar and master class sessions led by key experts in recruiting coupled with access to demonstrations of products and services provided by a mix of suppliers exhibiting at the event. Seminar speakers already confirmed include: Theo Smith (NICE), Karan Moran (Disruptive HR), Philip Wilson (Cabinet Office), Lee Andrews (IBM), & James Bentley (WPP) Entry to IHRE19 London is free of charge if visitors pre-register. To register for free entry to IHRE19 London seminars and exhibition visit: https://eventdata.uk/Forms/Form.aspx?FormRef=IHR29Visitor To enquire about exhibiting or sponsorship email sales@inhouserecruitmentexpo.com
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Prospects urges employers to check degree certificates
20-November-2018 - onrec.com
Following the urgent background checks ordered on 3,000 foreign doctors, Prospects is urging employers not to take degree certificates at face value. Posted in News archive on 20 Nov 2018 Company Profile Prospects View profile » The call for checks follows an investigation into Zholia Alemi, whose medical degree from the University of Auckland in New Zealand was not properly verified when she was appointed an NHS psychiatrist in 1995. Prospects runs Hedd , the UKs national degree verification and university authentication service. Chief Executive, Jayne Rowley said: Zholia was recruited in the 1990s before the robust processes of the NHS and General Medical Council (GMC) were introduced. Under regulations covering the Commonwealth at that time, she did not have to take an exam in the UK to join the GMC register. Her fake medical qualification was only discovered when she was convicted of fraud and theft after taking advantage of a vulnerable patient. As the checks on over 3,000 medical doctors working in the UK commence, lets hope this wicked and abhorrent abuse of trust is an isolated case. This should act as a wake-up call to anyone recruiting graduates, particularly those in positions of power. There are some common traits to fake certificates such as dated terminology, but proper checks with the awarding bodies are essential. This is the only way to ensure the people we recruit are telling the truth about their credentials. Prospects has produced a free toolkit for employers t o help protect businesses from degree fraud. It also offers a free online service to check if a UK university or college is a recognised degree-awarding body. 5 top tips for businesses Notify applicants that you verify qualifications if they refuse it could be a signal that something is off-kilter Only accept original not photocopied certificates Check certificates with the issuing university or via Hedd Dont be duped by official-looking stamps they are easy to buy online Check the legitimacy of a university on hedd.ac.uk if its not listed its likely to be fake For further information visit www.hedd.ac.uk
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Nine in 10 UK Workers Touched by Mental Health Challenges, Accenture Research Finds
20-November-2018 - onrec.com
Employers urged not to think of mental health as a minority issue Posted in Statistics and trends on 20 Nov 2018 Ninety percent of workers in the U.K. have been touched by mental health challenges, with two-thirds (66 percent) reporting having personally experienced mental health challenges and even more 85 percent saying someone close to them such as a family member, close friend or colleague had experienced them, according to results of new research from Accenture (NYSE: ACN). The survey of more than 2,000 workers revealed that mental health issues are far more prevalent than the one in four figure that is often cited. For three out of four people (76 percent), mental health challenges either their own or those of others had affected their ability to enjoy life, with 30 percent reporting they are occasionally, rarely, or never able to enjoy and take part fully in everyday life. The findings come as the taboo that has long surrounded mental health starts to break down, as 82 percent of respondents said they are more willing to speak openly about mental health issues now than they were just a few years ago. However, the workplace has failed to keep pace, as only one in four respondents (27 percent) said they had seen any positive change in employees speaking openly about mental health in their organizations. Just one in five reported an improvement in workplace training to help manage their own mental health (20 percent) or to help them support colleagues dealing with mental health challenges (19 percent). Were used to hearing that one in four people experience mental health challenges, yet our research shows that the number of people affected is in fact far higher, said Barbara Harvey, a managing director at Accenture and mental health lead for the companys business in the U.K. Its clear that mental health is not a minority issue; it touches almost all employees and can affect their ability to perform at work and live life to the fullest. Its time for employers to think differently about how they support their employees mental wellbeing. Its not only about spotting the signs of declining mental health and helping employees seek treatment when needed. Employers need to take a proactive approach by creating an open, supportive work environment that enables all their people to look after their mental health and support their colleagues. The payoff is a healthier, happier organization where people feel energized and inspired to perform at their best. Of those who had faced a mental health challenge, the majority (61 percent) had not spoken to anyone at work about their issue. Half (51 percent) of the survey respondents felt that raising a concern about their mental health might negatively affect their career or prevent them from being promoted, and 53 percent believed that opening up about a mental health challenge at work would be perceived as a sign of weakness. Yet hiding mental health challenges at work had a negative impact on a majority of those surveyed. More than half (57 percent) reported at least one such impact, including feeling stressed, more alone, lacking confidence, being less productive, or simply feeling worse. Among those who had talked to someone about mental health at work, four in five (81 percent) experienced a positive reaction of empathy or kindness. Overall, employees who reported that their organization has a supportive, open culture around mental health saw reductions in stress levels, a decrease in their feelings of isolation, and an increase in confidence. Forty-four percent said it was a relief to be able open up; nearly one-third (31 percent) said it helped them take positive steps towards getting help. In supportive cultures employees are more likely to know how to get help (89 percent versus 62 percent) and to find it easy to talk about mental health (86 percent versus 60 percent). Employees in supportive companies are also more motivated than those in companies seen as not supportive; they are twice as likely to say they love their jobs (66 percent versus 31 percent) and more likely to plan to stay with their employer for at least the next year (94 percent versus 81 percent). Accentures research will be revealed at This Can Happen , a conference dedicated to converting mental health awareness into action and making prevention a top priority for businesses across the U.K, taking place on 20 November in London. This Can Happen was founded by Jonny Benjamin MBE, Neil Laybourn and Zoe Sinclair of Employees Matter . Jonny and Neil met by chance 10 years ago when Jonny was contemplating suicide and Neil talked Jonny down from the edge of Waterloo Bridge in London. Six years later Jonny searched for Neil and the pair joined forces to become passionate mental health campaigners. Despite the progress thats been made, the stigma around talking about mental health persists, said Neil Laybourn, mental health campaigner and co-founder of This Can Happen. Accentures research shows that people continue to be fearful of opening up about mental health challenges at work, which exacerbates the issue and prevents them getting the help they need. This Can Happen is an opportunity to explore how we tackle mental health at work, with the aim of providing leadership teams with practical, workable strategies that help them to look after their staff. Accentures survey found that 61 percent of those who did speak with someone at work said that they shared their challenge first with a close colleague, highlighting the importance of ensuring that everyone in the workplace has an awareness of mental health and is able to direct colleagues to the support available. Line managers were chosen as the first point of contact by 39 percent of those who had opened up, and HR/wellbeing specialists by just 15 percent. Accentures Commitment to Supporting Its Employees Mental Health Accenture has a holistic health and wellbeing programme that incorporates physical and mental health and focuses on awareness and prevention. It is part of a broader programme that is designed to create a culture where employees can bring their whole self to work. Accenture offers its employees in the U.K. numerous mental health and related programmes, including a free 24/7 confidential counselling service available to all employees through Bupa; online awareness training; access to an anonymous, professionally managed chat environment; and mindfulness and sleep improvement apps. In addition, Accentures HR professionals receive special mental health training, and the company has appointed a mental health lead for each area of its business in the U.K. To encourage employees to talk about mental health and to equip people with the right skills to support colleagues in need, Accenture has also developed a Mental Health Allies programme, which includes more than 1,700 trained Mental Health Allies representing approximately 15 percent of Accentures UK workforce. Each has participated in a half-day classroom-based training session to increase their understanding of mental health challenges while building confidence and skills in addressing common mental health challenges through role-playing and scenario training. This training also explores the boundaries between the responsibilities of a line manager and the role of mental health allies. Methodology Commissioned by Accenture Research and conducted in October 2018 through the YouGov Omnibus service, the online survey covered 2,170 employees in a representative sample of the UK working population. About Accenture Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialised skills across more than 40 industries and all business functions underpinned by the worlds largest delivery network Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 459,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com. About This Can Happen 2018 This Can Happen is an innovative and solutions-led conference for companies who recognise that staff need support to deal with mental health issues affecting them, their colleagues or their families. Taking place in London on 20 th November with over 750 delegates from over 100 companies, it is the largest event providing workplace mental health solutions. This Can Happen was founded by Jonny Benjamin MBE and Neil Laybourn, a duo of inspiring mental health advocates, and Zoe Sinclair of Employees Matter. Together, they have taken the next step to convert awareness into action and make prevention a top priority for businesses across the UK. The event is supported by GSK, Direct Line Group, Accenture, Goldman Sachs, Bright Horizons and Mental Health UK.
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Sports lawyer shares how he turned a love for athletics into a career
20-November-2018 - abajournal.com
Show me the money! After navigating the ups and downs of being an agent, Darren Heitner pursued another avenue that combined his love of negotiation
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Target shares tumble after profit miss, big jump in inventories
20-November-2018 - reuters.com
Target Corp said on Tuesday that third-quarter profit missed estimates as investments in its online business, higher wages in a tight labor market and price cuts hurt margins and a big jump in inventories ahead of the critical holiday season worried investors.
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Store credit cards: How to get the most out of them during the holidays
20-November-2018 - usatoday.com
Youll likely be asked to sign up for a store credit card while holiday-shopping this year. Whether you should depends on your financial discipline.
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Ask HR: What should I write when a job application asks for a salary preference?
20-November-2018 - usatoday.com
Putting salary negotiable on your application doesnt necessarily put you at a disadvantage unless you appear overqualified for the position.
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Airlines roll out Black Friday, Cyber Monday sales
20-November-2018 - usatoday.com
Airlines have joined the Black Friday and Cyber Monday frenzy. But bargain-seekers looking for deals might be advised to temper their expectations.
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Frenkel & Company Hires Nili to Join New York Operations
20-November-2018 - insurancejournal.com
Frenkel Company an EPIC Company has hired risk management and insurance professional Tandis Nili to join its operations in New York as senior vice president and leader of the Global Services Division. Nili is based in Frenkels New
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American Financial Group Hires Dunn as VP, Internal Audit
20-November-2018 - insurancejournal.com
Cincinnati, Ohio-based American Financial Group Inc. (AFG) has hired Anthony W. Dunn as vice president, overseeing the internal audit function for the company and its subsidiaries. Dunn has 20 years of experience in the insurance and financial services industry. Prior
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Alera Group Acquires Orion Risk Management Insurance Services in California
20-November-2018 - insurancejournal.com
Alera Group has acquired Orion Risk Management Insurance Services. Terms of the deal were not disclosed. Orion is a commercial insurance broker and risk management firm with three locations throughout Southern California. Deerfield, Ill.-based Alera Group provides employee benefits, property/casualty,
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Minnesota Workplace Injury Rate Fell to an All-Time Low in 2017
20-November-2018 - insurancejournal.com
Minnesotas Department of Labor and Industry (DLI) in early November reported that the states estimated workplace injury and illness rate for 2017 is the lowest rate since the measurement started in 1973. According to the annual Survey of Occupational Injuries
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Texas Woman Sentenced for Double Dipping on Workers Comp
20-November-2018 - insurancejournal.com
A New Braunfels, Texas, woman must perform community service and pay more than $7,000 in restitution after being sentenced on workers compensation fraud charges. Texas Mutual Insurance Co. reported that Carolina Villanueva was sentenced in a Travis County district court
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Will mobile workforces drive more change in 2019?
20-November-2018 - onrec.com
The workplace, and the expectations surrounding it, have undoubtedly changed over the last few years. Posted in News archive on 20 Nov 2018 Jobs no longer stick to the standard nine-to-five hours; more and more people are taking on roles that get them out of the office on an increasingly regular basis. In fact, many jobs are done solely outside of common company hours and entirely away from the office. So, how will an increasingly mobile workforce drive change in the workplace? We take a look at how mobile staff are influencing the world of work. To put it simply: we no longer need to be sitting in an office to get our work done. Brand new technology has enhanced the way mobile workers interact with their managers and take on their tasks. There seemed to be an assumption or fear that those working away from the office wont be as productive and will take any opportunity to slack off in the hopes their boss wont notice. Thankfully, the introduction of field service management apps has dispelled this by allowing managers to regularly check the progress of their staffs tasks. This type of program also ensures a line of communication is always open so staff dont feel a disconnect with the company. These cloud-based apps make the benefits of mobile working more appealing, as well as assuring managers that their team is getting work done productively. Technology and mobile staff are both sure to shake up the workforce in 2019, as the expectations of roles continue to shift. It means that work can now be completed any time, any place, which leads to an important question: will offices soon become redundant? Its likely that some companies will want to avoid heavy rent costs and a mobile workforce could be the solution to reduce these overheads. Mobile working may have a surprising effect on how the company invests in technology. Clunky desktop computers, landline phones and other bulky devices are becoming far from practical. Its clear that businesses will seek to invest in more portable devices as mobile working becomes more popular. Slimline tablets and phones are sure to be the top choice in 2019 as this type of staff takes over the workforce - while laptops can at least be used at desks when workers are in the office. According to CEO World Magazine , investing in technology can improve customer interaction, efficiency and productivity, so these changes are worth noting as the new year approaches. Employees have embraced the personal benefits of fieldwork, making it a popular choice that companies can no longer afford to ignore. According to Proof Hub , flexible workers are happier in their jobs and there is evidence that remote workers are often more engaged with their colleagues. Although this may come as a shock, its actually not that surprising when you consider what this type of work can offer. The flexibility is often a major benefit to those with children as it offers them the opportunity to work around childcare and cuts out time spent on commuting to the office. Flexibility isnt just welcomed by those with children either. The Telegraph makes a great point that the workplace must accommodate a greater number of older workers due to the retirement being raised to 68. While more mature workers may be fully capable of getting the tasks done to an exceptional standard, flexible working may be more suitable for them as they look to step back from full time hours. The introduction of more companies offering such work in the next couple of years may have a great benefit for those who cant afford to retire early. Mobile working is sure to expand the horizons of many job seekers too - and can avoid the need for people to move to overcrowded cities such as London, where house prices and living costs continue to put off younger workers. Whether youre looking for staff to work from home or need workers in areas far from the business, you can reach a plethora of people that would otherwise struggle to get to the office and position yourself as a forward thinking boss in 2019.
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How To Land Your Dream Job in 2019
20-November-2018 - onrec.com
2019 is just around the corner. While most of us are likely to be pretty set on the job front until the year plays out, January is the perfect time to hit the ground running if youre in the market for a new job. Posted in News archive on 20 Nov 2018 When it comes to landing your dream job though, pipe dreams and new years resolutions are all very well. Actually making it happen is a different kettle o fish. Itll require a game plan. Here are 5 practical steps you can take right now to position yourself to land that dream job in 2019. Skill Up Before now, there probably hasnt been a period in human history where its been so easy to learn new skills. Its a veritable skill grocery store out there! Almost any skill-set imaginable is being taught somewhere online. Better yet, online courses tend to be offered flexibly and for a fraction of the price of a bricks and mortar training institution. While Google is your friend when it comes to finding niche-specific career training, theres never any harm in sharpening up on the basics. For example, check out this excellent course on advanced Excel skills. This roughly seven hour course fills your brain with tricky methods of doing near-miraculous stuff with data. Its an incredibly handy skill to have in your back pocket. If numbers arent your thing, check out this completely free 10 hour course in public speaking . Tame the number one fear in the Western World by mastering the ability to convey compelling and memorable messaging to an audience of any size. Sooner or later itll serve you well! Network Knowing people helps. It just does. Business networking is probably the second oldest professional activity we humans have, and its every bit as effective today as it was when two cavemen first decided to exchange stone tablets. Of course, putting yourself out there greatly increases your chances of meeting a senior exec from that company youve always wanted to work for. But networking has a whole bunch of juicy side benefits. Its an awesome way to wrap your mind around whats happening across a broad range of industries, and the more you do it, the more career resources youll have to draw from. For a definitive guide to networking opportunities (both online and face to face) check out this great guide . You may also want to sign up to Meetup. Almost every big city has a dedicated group of professionally-minded networkers who meet regularly. Heres where you can get started. Get Good At Telling Your Story Landing your dream job isnt just about knowing what to say, and it doesnt always require knowing the right people. Sometimes the most important asset you can have is a compelling personal story. Having something punchy to say about yourself does one really crucial thing. It makes you memorable. Theres two ways you can get your hands on this magical juju. Introverts, youll probably want to check out this fabulous resource by Price Waterhouse Coopers. The good folks at PWC have developed a handy workbook to help you focus in on who you are and what you have to offer a potential employer. Its very slick sure, but more importantly, its designed to guide you through the whole gamut of what makes you unique and valuable in the workplacefrom your basic beliefs and work ethic right through to your personal elevator pitch. More of an extrovert? Oh youre going to love this! Mosey on over to The Story Studio . This cool team offers corporate workshops and one-on-one training in how to tell a story about yourself which pops. They personally guide you through the secrets of grabbing attention, telling a structured and dynamic story about yourself and getting people on board with who you are and what you have to offer. Sharpen Your Interview Game Love them or hate them, interviews are here to stay. For the foreseeable future at least, theyre going to remain the classic rite of passage through which every prospective employee must inevitably pass. Despite their inevitability, a lot of people make the mistake of leaving interview performance to blind luck! Not good. Interviewing is a skill. If you practice it enough, you can become an expert in giving a killer interview. Check out this great guide from career-winning gurus, Monster. It walks you through everything you need to know to ace your next job interview. You might also like to check out this Udemy course . Its 6 hours of distilled on-demand knowhow and itll walk you through the latest thinking on what makes a great job interview. Remember, practice makes perfect. Start Your Own Business If your dream has always been to go maverick and run your own biz, why not make 2019 the year you finally give it a red hot try? Starting your own business can be daunting but the good news is theres ample opportunities out there if you know where to look. In fact, the problem isnt so much the absence of opportunities as their overwhelming abundance. But you have a secret weapon to separate the great opportunities from the demoralizing time-suckers. Research. The key to starting a successful business is to gather as much information as you can about a potential opportunitythe good, the bad and the downright ugly. A great way to begin is to spend time delving into sites which specialize in reviewing the various ways you can start your own business . Youll find a bunch of impartial reviews which walk you through the strengths and weaknesses of the huge number of business models out there. Landing your next dream job in 2019 wont happen by itself. But youre not on your own either! Theres a wealth of resources out there to help you refine your skills and greatly improve your employability. One of the above ideas is hopefully going to kickstart your imagination and give you some thoughts on where youd like to begin. Good luck out there. Go win that job!
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Hale Recruitment Agency Move to New High Street Offices
20-November-2018 - onrec.com
Posted in News archive Halecroft Recruitment, executive search and selection, has moved its head office to a prime location on Broomfield Lane, Hale. After a successful 4 years, exceeding growth targets, they have outgrown their current space. on 20 Nov 2018 Halecroft MD Tricia Bulman lives and breathes recruitment. Having worked her way up the ranks from a Temporaries Consultant at the age of 17, culminating in the role of Operations Manager at a leading recruitment agency, she took the decision to head out on her own as Halecroft Recruitment. Its been a long and rewarding career in an industry Im passionate about, says Tricia, and the decision to start my own agency has proven that if youre a self-starter and happy to put in those extra hours, success will follow.. In the four years since becoming an independent recruitment company, Halecroft has grown from strength to strength, being on target to reach £1,000,000 turnover this year. This has allowed the company to grow, taking on new recruitment consultants, a marketing executive and now, a new location. Talent acquisition partner Kim Dodd has been with Halecroft from the start, witnessing all the changes. Its amazing to look back and see how far we have come in such a short period, says Kim we are recognised for our quality service, not just locally but across the UK, we are really excited for what the coming year has in store for Halecroft. Halecroft are confident the move to a new premise will promote a faster growth and standing within the industry. The level of visibility that being on the street brings is a huge bonus to any company, but in the case of Halecroft and Hale, its a perfect match. Hale is an affluent area, with a high proportion of inhabitants holding high level positions, making them the prime audience for an executive search and selection company. The company are keen to point out that this growth couldn't have been achieved without their clients, candidates, partners and everyone else who has done business with them over the last four years and would like to extend a heartfelt thank you to all. It has been an incredible 4 years for Halecroft and they believe that this is only the start. With new premises and additional recruiters, further expansion is secured to move into new areas of the business world. So, if youre looking to recruit or be recruited, get in touch with Halecroft at their new location: 8 Broomfield Lane, Hale, Cheshire, WA15 9AQ or call on 0161 905 0526. www.halecroftrecruitment.co.uk
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A key Fed official stays the course on U.S. rate hikes amid growing doubts
19-November-2018 - reuters.com
The Federal Reserve is pushing ahead with gradual rate-hike plans next month as it marches toward a more normal policy stance that would keep the economy expanding, one of its most influential members said on Monday in the face of growing doubts in financial markets.
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6 Benefits of Integrating HR With Learning Management System
19-November-2018 - onrec.com
Learning Management Systems are software applications which can be used for online training and education lessons. Posted in News archive on 19 Nov 2018 They are a great method for training new employees in an organization or delivering online lectures in educational institutions. The many features of an LMS have made it a popular choice among organizations and educational institutions. Integrating HR with LMS has several benefits and heres a list of six such benefits. 1.Easier and Accurate Data Entry LMS requires data entry of all employees and so does the HRIS. Integrating both of them means that you only need to enter the data once which will save you the time of having to enter the data twice. All employee information like educational background, experience etc. are required for both the systems, so its better to integrate them so that you just have to enter all the information once and youre done. Dual information entry also means room for error. Theres a higher possibility of data discrepancy if you have to enter data twice. Even a minor error of a digit or letter can change the data records and cause problems. So the integration of both the systems is going to be highly beneficial for data entry purposes. 2. Identify Talent LMS tracks a trainees progress and sends regular updates and reports to the management. This progress tracker and records will help the HR identify top talent in the organization, which will further help them allocate the trainee to the correct work profile. After identifying the talented resources of the organization, an LMS will enable you to provide further training to make them more skilled and resourceful. On the other hand, those trainees who may be lacking in their progress can get regular feedback and intervention from the HR, which will ensure that they do their best to improve on their training and courses. 3. Easier Induction and Onboarding Process When a new employee is hired, the HR needs to conduct their induction and onboarding process. Integrating this with the LMS will make it easier to train employees. Each time an employee is hired, they can be trained and inducted with the LMS, making the training and induction process easier, time-saving and diverse in terms of its teaching methods. The feature of accessibility in an LMS is the most beneficial for the HR. An employee sitting anywhere at any time can receive training and the courses and lessons can be managed by the organization. 4. Effective Online Training While the online training that LMS provides makes it easier to train employees, its a more effective form of training as well. LMS provides the analytics of the data of an employee to provide more personalized results, based on which you can get a complete record an overview of the progress of an employee. It will show you their job description, past and present performances, and their training progress. This will become difficult if you dont integrate your HR with LMS because then youll have to analyze the data first and then compile the information, whereas an LMS does this for you automatically. 5. Analytics and Patterns If you integrate LMS with HR, you will be able to use the LMS data and progress reports to analyze patterns like training to turnovers, promotions due to training, contentment with training, work productivity with training. This will further help the managers in making decisions regarding promotions, track the productivity of employees which will help managers take measures to improve work productivity and turnovers. All of these will help the organizations overall work productivity. 6. Cost Saving Instead of discarding your entire HRIS because you dont like the way your LMS works with it, you can simply get an LMS that you know will work for your organizations needs. The LMS software selection process is much more affordable and cost effective than getting a whole new HRIS. Conclusion LMS integration with HR is going to be very beneficial for an organization. It will save time which means cost saving and also produce higher work productivity. Its important to train employees if you want them to manage their responsibilities better. Tracking their progress and performance is also important to make any changes in the training process of the company for better results. LMS makes multiple jobs possible on one platform. You dont need to segregate the work of HR and training with LMS integration.
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Revealed: The UK cities where workers are most likely to HATE their jobs
19-November-2018 - onrec.com
As CV-Library reveals the importance of keeping your staff happy Posted in Statistics and trends on 19 Nov 2018 Company Profile CV-Library.co.uk View profile » As we approach the end of the year, a time when many professionals begin to get itchy feet about their jobs, new research from CV-Library reveals that over a third (39.7%) of Brits confess to disliking their current job. The leading job site conducted a survey of 1,100 workers, to find out how many people enjoyed their role and found that almost two thirds (63.2%) of those who dislike their job think about quitting every day. Whats more, the survey uncovered the areas across the UK where professionals disliked their jobs the most: Sheffield 56.7% dislike their current job Liverpool 51.6% dislike their current job Brighton 50% dislike their current job Bristol 48% dislike their current job Southampton 47.1% dislike their current job Newcastle 44.4% dislike their current job Nottingham 42.9% dislike their current job Manchester - 41.9% dislike their current job Bournemouth 41% dislike their current job Edinburgh 40.6% dislike their current job Lee Biggins, founder and managing director of CV-Library , comments: As we approach the end of the year, many workers begin to consider whether its time for a career change, perhaps even making work-based resolutions for the year ahead. While this can be beneficial for businesses, for example if an employees career goals are to exceed their targets or to gain a promotion in their current workplace, it can also have a negative impact if your employees are planning on finding a new job, elsewhere. The survey also sought to understand why workers were so unhappy in their current roles, identifying the main cause as feeling undervalued (48.8%). Other reasons include not being in the role they want (47.9%), working at a company with a poor culture (34.8%), being underpaid (29.3%) and being bored at work (28.6%). Biggins concludes: Its clear job satisfaction is important to todays professionals and employers need to ensure theyre doing all they can to meet the needs of their employees. Creating a great company culture is key, but you must also consider ways to keep your workforce engaged and show how much you value them. These dont have to be at a huge expense to your business, but its vital that you take this into consideration if you hope to retain talented workers in the New Year. Looking for inspiration? Heres four small ways to show your employees you care .
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ISV Finalise Range of Microsoft Office 2016 tests with PowerPoint released
19-November-2018 - onrec.com
To complete their range of Microsoft Office 2016 tests, ISV Software has launched new recruitment tests covering PowerPoint 2016 to add to the existing library. Posted in News archive on 19 Nov 2018 Company Profile ISV Online View profile » The tests are available now, so Recruiters and HR teams who are already using ISV Online can make immediate use of them. There are 4 new tests in total covering different aspects of using PowerPoint 2016. Those using ISV Online will see them appear in the usual list of tests. Recruiters on FastPath or those who have yet to try ISVs candidate testing platform, can contact the team for free trial. The PowerPoint 2016 tests complement the existing range of Office 2016 tests for Word, Excel and Outlook. There are 4 PowerPoint tests to choose from, they are: General Understanding questions include opening and saving presentations, creating new slides, adding content including basic shapes, images and tables. Inserting and Formatting Content covering working with hyperlinks, font formatting, working with charts, tables and SmartArt. Reviewing and Presenting working with slide transitions and animations, accessibility options, privacy and protection, and reviewing and printing your presentation. Slide Management using themes, working with the Slide Master, working with and comparing multiple presentations, and layout and placeholders. The Microsoft Office suite of programs are used in offices and homes globally. However, it is often taken for granted that people know how to use each program efficiently. The PowerPoint tests are perfect to use to gain a better understanding of knowledge and capability when working on presentations. The PowerPoint tests are ideal for recruitment or benchmarking existing colleagues to identify training gaps. The existing library of Microsoft Office tests covering 4 tests each for Word and Excel, and 3 tests covering working with Outlook. Recruiters can mix and match the new PowerPoint tests with ISVs existing range of Word, Excel or Outlook tests , as well as recruitment tests on transferable skills like literacy and numeracy .
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American Airlines pilots seek new contract negotiations
19-November-2018 - reuters.com
American Airlines pilots union on Monday urged the carrier to begin negotiations for a new labor contract in January to boost compensation.
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People are our greatest asset. Wanna buy them?
19-November-2018 - reuters.com
Eastern Europe's chronic labor shortage is feeding into corporate takeover activity, with some companies making acquisitions to snap up skilled workers or obtain expertise needed to expand their businesses.
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General Motors buyouts likely to fall short and layoffs loom
19-November-2018 - usatoday.com
General Motors hoped at least 7,000 white-collar workers would take an employee buyout. But the rate will likely be closer to 4,000.
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These are the states with the highest share of workers earning less than $15,000 a year
19-November-2018 - usatoday.com
24/7 Wall St. reviewed U.S. Census Bureau data to determine the states where the highest share of full-time workers make under $15,000 a year.
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CREST Insurance Group in Arizona Names Baena President of Employee Benefits
19-November-2018 - insurancejournal.com
CREST Insurance Group LLC of Arizona has named Cristina Baena president of the employee benefits division. Baena will be overseeing 32 employees from the Tucson, Scottsdale, Sierra Vista, Flagstaff, as well as San Diego, Calif., and Denver, Colo., office locations.
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How to get $100,000 or more in your 401(k) by your 30s
17-November-2018 - usatoday.com
About 68 percent of millennials on Fidelitys 401(k) platform have all of their money in the plan invested in a prepackaged target-date fund.
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Your dream retirement age may not be realistic. What you need to consider.
17-November-2018 - usatoday.com
The ideal retirement age for U.S. workers today is 58 1/2, according to a new study. Whether thats realistic, however, is another story.
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PG&E options traders bet stock not out of the woods yet
16-November-2018 - reuters.com
The wild swings in the shares of PG&E Corp over the past week have drawn a rush of trading in the electricity provider's options contracts and traders are betting the stock is going to remain prone to wild gyrations in the near term.
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Jobless Ranks May Be Inflated by Millions of Gig Workers
16-November-2018 - insurancejournal.com
The hardest people to pin down in Americas labor market may be the gig workers: How many hours do they put in, where, and just how many are out there? The Labor Department, in a report Wednesday, said there are
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UK Prime Minister Defiantly Battles to Save Brexit Divorce Deal and Her Job
16-November-2018 - insurancejournal.com
British Prime Minister Theresa May won the backing of the most prominent Brexiteer in her government on Friday as she fought to save a draft European Union divorce deal that has stirred up a plot to force her out of
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Delle Joins Missouris Town and Country Insurance Agency
16-November-2018 - insurancejournal.com
Troy, Missouri-based Town and Country Insurance Agency has hired Angie Delle as a Medicare specialist and producer. Delle will handle everything from Centers for Medicare Medicaid Services (CMS) compliance and field underwriting to customer service and personal insurance reviews.
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Worldwide Facilities Adds Davis to Brokerage Team in Atlanta
16-November-2018 - insurancejournal.com
Worldwide Facilities, a national wholesale insurance brokerage, managing general agent and program underwriter, has added Angela Davis as a healthcare broker to its brokerage team. Davis began her insurance career in 2003. prior to joining Worldwide Facilities, Davis served as
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West Virginia Gov Makes 3 Appointments to Miners Health Safety Office
16-November-2018 - insurancejournal.com
West Virginia Gov. Jim Justice has made three appointments to the states Office of Miners Health Safety and Training. The Charleston Gazette-Mail reports that Justice said in a news release that he appointed Eugene White to replace the retiring Greg
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AI And Taxonomy Boost Jobrapido Search Engine Performance
15-November-2018 - onrec.com
New Smart Intuition Technology enhances recruitment processes by 50%, helping to solve the mismatch between candidates and companies Posted in Launch on 15 Nov 2018 Company Profile Jobrapido View profile » The European employment landscape is constantly and rapidly being redefined by global changes such as the digital revolution, globalization, new emerging business and consumer models. These changes have resulted in consequences ranging from widespread unemployment and under-employment in some countries, while at the same time experiencing high vacancy rate. According to recent Eurostat data, the result of the current misalignment between labor demand and supply has led to a 2.2 percent vacancy rate in the second quarter of 2018. Jobrapido, the worlds leading job search engine with 55 million monthly visits and more than 80 million registered users in 58 countries , is on a mission to fill this gap and make it easier for candidates and companies to find the right match. The company has developed Smart Intuition Technology , a solution based on Artificial Intelligence and Big Data, combined with the application of Taxonomy to the field of job recruiting. " Our mission is to provide an excellent service to both candidates and companies, leveraging on the potential of technological innovation and Artificial Intelligence. The goal we achieved is to provide 35 percent more qualified applicants for each vacancy and increase the application rate, making recruiting processes more effective by 50 percent. " said Rob Brouwer, CEO of Jobrapido . HOW SMART INTUITION TECHNOLOGY WORKS What happened before Before, a Jobseeker would search using a certain keyword. Current search engines, based on keyword matching, only show the results reflecting that keyword or at most of its synonyms. Jobseekers lose out on good opportunities and companies lose potential talent simply because they used different words to describe skills or experience. What happens now with Jobrapidos new technology Based on taxonomy, Artificial Intelligence, and machine learning, Smart Intuition Technology learns about the interests of jobseekers and puts them in relation with the most complete range of targeted offers. So this new technology makes the job matching easier , said Jean-Pierre Rabbath, Jobrapido's Vice President Product and Analytics . " Smart Intuition Technology is Jobrapido's answer to the growing gap between job demand and supply and is designed to be the tool that can significantly improve the effectiveness of job search and candidate selection processes. This new technology is applied to all stages of the job search experience and helps to increase traffic, profile the community more effectively, enhance the user's search experience, and is now available in Europe " adds Filippo Meraldi, Jobrapidos Vice President Digital Marketing. Before the launch of the Smart Intuition Technology, the company conducted a Relevant and Evaluation Test to evaluate jobseeker perception of the job search experience , within the scenario of the competitors and different search engine technologies. The ultimate goal was to determine the degree of user satisfaction in job searching with Smart Intuition Technology by Jobrapido and to project this result in order to resolve the gap between employment demand and supply. Working with Applause, a software testing customer experience company, the test was conducted in Italy, United Kingdom and the Netherlands, by selecting for 20 real job searches carried out by users in each market and comparing the first 15 results obtained for each search using Smart Intuition Technology, the "old " Full Text Search (FTS) by Jobrapido and a competitor. The results of the comparison were evaluated by a cluster of users -- unrelated to the Jobrapido community and natives of each market -- who were asked to measure the quality of the research experience in the different scenarios with a vote between 0 ( bad experience) and 3 (excellent). Parameters of the rating evaluation included relevance of the results based on the research carried out; their positioning on the page and number and uniqueness of the results. The data was presented to the testers within a neutral digital support, to avoid influencing the evaluation of the experience from temporal distortions and user interface. Based on the data reported, Jobrapidos Smart Intuition Technology is positioned above the market leader, guaranteeing a 123 percent increase in the number of total results for each job search compared to Keyword Matching; a 35 percent increase in the number of qualified candidates; a rate of application 12 times higher; and 50 percent more effective in the recruiting process . In a moment in time when innovation like digital transformation and Artificial Intelligence are profoundly impacting the labour market, sparking doubt or even fear in some, Smart Intuition Technology demonstrates the potential technology has to increase the efficiency of processes, also in the labour market.
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Goldman CEO ´personally outraged´ by Malaysia´s 1MDB corruption scandal
15-November-2018 - reuters.com
Goldman Sachs Group Inc Chief Executive Officer David Solomon has told employees he is "personally outraged" that any of the bank's officials would take the actions laid out in U.S. government charges of fraud involving Malaysia's state controlled investment bank, 1MDB.
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Brexit Uncertainties Remain for City of London Despite Approval of Draft Deal
15-November-2018 - insurancejournal.com
The City of London averted one disaster with the draft Brexit deal announced Wednesday. But the resignation of Brexit Minister Dominic Raab showed the obstacle course is far from over. Even if the U.K. Parliament clears the agreement and
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U.S. senator to query Facebook about report on treatment of critics
15-November-2018 - reuters.com
A Democratic U.S. senator said on Thursday she will ask Facebook Inc and the Justice Department about a media report that the company hired an outside firm to attack critics, warning that such action could raise campaign finance issues.
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U.S. Justice Department to curb bid-rigging in government purchases
15-November-2018 - reuters.com
The U.S. Justice Department plans to be more aggressive in pressing antitrust charges against companies that have rigged bids for government contracts, the agency's antitrust chief said on Thursday.
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The best potty training seats of 2018
15-November-2018 - usatoday.com
We found the best toilet training seats for your toddler.
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3 tips to avoid overspending on Black Friday
15-November-2018 - usatoday.com
Before you get swept up in the Black Friday deal frenzy on Nov. 23, here are three tips from financial experts about how to stay on budget.
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Bipartisan Senate Bill Would Regulate Proxy Advisors
15-November-2018 - insurancejournal.com
Six U.S. senators on Wednesday introduced a bill that would require the U.S. securities watchdog to directly regulate firms such as Glass, Lewis Co and Institutional Shareholder Services, which advise investors on how to vote in corporate elections. The
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Normandy Insurance of Florida Promotes Lieberman to VP of Sales, Marketing
15-November-2018 - insurancejournal.com
Florida-based workers compensation carrier Normandy Insurance Co. has promoted Laura Lieberman to vice president of Sales and Marketing, effective immediately. In this role, Lieberman will oversee corporate communications, marketing, sales, and business development for Normandy Insurance Co. Lieberman has been
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Worker Killed in North Carolina Industrial Accident at MillerCoors Plant
15-November-2018 - insurancejournal.com
Authorities have identified a man who was killed in an industrial accident in North Carolina. The Rockingham County Sheriffs Office said 44-year-old William A. Villatoro of Bayshore, New York, was part of a team contracted to remove metal from the
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Company Faces OSHA Fines Due to Farmworkers Death in Nebraska
15-November-2018 - insurancejournal.com
A federal safety agency has proposed fining a company in connection with the death of an employee who was working in a Hall County, Nebraska, cornfield. The Occupational Safety and Health Administration is proposing penalties of more than $11,600 for
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Universal Insurance Adds Anderson in Oklahoma
15-November-2018 - insurancejournal.com
Carol Anderson has joined Universal Insurance, a subsidiary of First United Bank, as an employee benefits insurance advisor in Sapulpa, Oklahoma. Operating out of First United Bank in Sapulpa, Anderson will be partnering with current bank locations and customers in
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Ambulatory Centers Surgery Costs Below Hospitals, Workers Comp Research Finds
15-November-2018 - insurancejournal.com
There is new evidence that ambulatory surgery centers are less expensive for certain surgeries than hospitals. Payments for similar knee and shoulder surgeries performed in ambulatory surgery centers (ASCs) were lower compared with hospital outpatient departments in 14 of 18
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ESTA: 3-Step Visa Application for the USA
15-November-2018 - onrec.com
If you are planning on visiting the US in the next few months then you will have a long list of tasks that you will need to complete. From checking that your passport is still valid, to organising your flights and accommodation, there is plenty of planning that goes into such a trip. Posted in News archive on 15 Nov 2018 One thing that you cannot forget to do is your ESTA application , if you are travelling to the US from the countries listed under the Visa Waiver System and you are going to be in the US for business or tourism for no longer than 90 days. It replaces the historic visa system that was in place prior to 2010. ESTA stands for Electronic System for Travel Authorization and is basically an online application to get travel authorization for entering the US. It does not take very long to complete and can often be processed in just a few hours. It is recommended that you leave at least 72 hours prior to travel when you apply for your ESTA USA just in case there are any issues or delays. 3-Steps to ESTA Application There are three steps involved in completing your online ESTA application. Step 1 Personal and Travel Information The first section of the ESTA form covers your personal information and travel information. You will need to provide your name, address, DOB, contact details, employment details and parents details. You are required to provide details around your travel plans, including the address of the first place that you will be staying in the US. You also need to complete your passport details and emergency contact information. You will also be asked to provide medical information, any details of criminal convictions and a series of other questions that will determine whether you pass the set of criteria for allowing travellers into the US. Step 2 Check and Confirm Your Details Remember that you must have authorization to enter the US so completing the form carefully will help to prevent any unnecessary delays or a decline due to incorrect info etc. So before you submit your online ESTA USA form, make sure that you check through all of your details. Then you can confirm that they are correct. Step 3 Choose Your Payment Method and Pay You will be given several options of how you wish to make your payment, so select the one that you require. Enter your payment details to pay the fee and then you can submit the application. You will receive a response usually within 24 hours via email. If you have any questions about the process or what to do if your application is declined, then there is a set of FAQs on the website that will provide you with guidance to answer your queries. Your ESTA will be valid for 2 years from your application and can be used for several different trips, providing it is still valid.
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AI And Taxonomy Boost Joprapido Search Engine Performance
15-November-2018 - onrec.com
New Smart Intuition Technology enhances recruitment processes by 50%, helping to solve the mismatch between candidates and companies Posted in Launch on 15 Nov 2018 Company Profile Jobrapido View profile » Jobrapido, the worlds leading job search engine with 55 million unique users per month and more than 80 million registered users in 58 countries, is on a mission to address the misalignment between labour demand and supply, by making it quicker and easier for candidates and companies to find the right match. To improve this process, the company has developed Smart Intuition Technology , a proprietary solution based on Artificial Intelligence and Big Data, combined with the application of Taxonomy to the field of job recruiting Currently theres a mismatch between labour demand and supply with a 2.2% vacancy rate in Europe (in 2Q 2018, source: Eurostat job vacancy statistics ) and its Jobrapidos mission to address this issue and facilitate quicker, easier and more accurate matches. When Smart Intuition Technology combines taxonomy, together with Artificial Intelligence and machine learning, it learns about the interests of jobseekers and puts them in relation with the most complete range of targeted offers. This new technology is applied to all stages of the job search experience and helps to increase traffic, profile the community more effectively and enhance the user's search experience. Jobrapidos Smart Intuition Technology has undergone a comprehensive software testing phase amongst companies and candidates. Based on the data reported following this testing (more details below), Jobrapidos Smart Intuition Technology is positioned above the market leader, guaranteeing a 123 percent increase in the number of total results for each job search compared to Keyword Matching; a 35 percent increase in the number of qualified candidates; a rate of application 12 times higher; and 50 percent more effective in the recruiting process. Rob Brouwer, CEO of Jobrapido comments: The European employment landscape is constantly and rapidly being redefined by global changes such as the digital revolution, globalization, new emerging business and consumer models. These changes have resulted in consequences ranging from widespread unemployment and under-employment in some countries, while at the same time experiencing high vacancy rate Our mission is to provide an excellent service to both candidates and companies, leveraging on the potential of technological innovation and Artificial Intelligence. The goal we achieved is to provide 35 percent more qualified applicants for each vacancy and increase the application rate, making recruiting processes more effective by 50 percent HOW SMART INTUITION TECHNOLOGY WORKS What happened before Before, a Jobseeker would search using a certain keyword. Current search engines, based on keyword matching, only show the results reflecting that keyword or at most of its synonyms. Jobseekers lose out on good opportunities and companies lose potential talent simply because they used different words to describe skills or experience. Before the launch of the Smart Intuition Technology, the company conducted a Relevant and Evaluation Test to evaluate jobseeker perception of the job search experience , within the scenario of the competitors and different search engine technologies. The ultimate goal was to determine the degree of user satisfaction in job searching with Smart Intuition Technology by Jobrapido and to project this result in order to resolve the gap between employment demand and supply. Working with Applause, a software testing customer experience company, the test was conducted in Italy, United Kingdom and the Netherlands, by selecting for 20 real job searches carried out by users in each market and comparing the first 15 results obtained for each search using Smart Intuition Technology, the "old " Full Text Search (FTS) by Jobrapido and a competitor. The results of the comparison were evaluated by a cluster of users -- unrelated to the Jobrapido community and natives of each market -- who were asked to measure the quality of the research experience in the different scenarios with a vote between 0 ( bad experience) and 3 (excellent). Parameters of the rating evaluation included relevance of the results based on the research carried out; their positioning on the page and number and uniqueness of the results. The data was presented to the testers within a neutral digital support, to avoid influencing the evaluation of the experience from temporal distortions and user interface. Based on the data reported following this testing, Jobrapidos Smart Intuition Technology is positioned above the market leader, guaranteeing a 123 percent increase in the number of total results for each job search compared to Keyword Matching; a 35 percent increase in the number of qualified candidates; a rate of application 12 times higher; and 50 percent more effective in the recruiting process. " We are in a moment in time when innovation like digital transformation and Artificial Intelligence are profoundly impacting the labour market, sparking doubt or even fear in some, said Jean-Pierre Rabbath, Jobrapido's Vice President Product and Analytics . Smart Intuition Technology demonstrates the potential technology has to increase the efficiency of processes, find solutions to complex problems and to help identify, grasp or even create new opportunities in the labour market. " About Jobrapido Jobrapido is the worlds leading job search engine. As industry frontrunners, Jobrapido is shaping a new standard in online job searching; to revolutionise the way people get jobs. Jobrapido analyses and aggregates job listings from all over the web, so that candidates can find all relevant jobs in one place. Using pioneering technology and innovative products, Jobrapido connects the dots between great employers and stellar candidates. Established in 2006, Jobrapido has achieved unprecedented global popularity. The Company lists over 20 million jobs every month, records 55 million unique users per month and has more than 80 million registered users. From its headquarters in Milan, JR conducts business in 58 countries, where it matches the right candidates with the right roles at thousands of companies around the world, helping companies to get qualified candidates on demand. Since April of 2014, Jobrapido is part of Symphony Technology Group (STG). About Rob Brouwer Robs goal is to revolutionise the way people look for and obtain work. He has 20 years experience in the online and offline personnel recruitment sector and has acquired a vast amount of knowledge that few can beat. Rob started in the recruitment sector as Start-up Manager and Managing Director of Jobline.nl , one of the leading online research companies in the e-recruitment sector in the Netherlands. After Jobline was acquired by Monster Worldwide in 2001, Rob spent 12 years there gaining invaluable international experience, overseeing and coordinating the global expansion of the company in Europe, Africa and Latin America. In 2013 he founded Aproveita Company BV, a board advisory, management consulting and international project management company and then moved to Jobrapido where hes been the companys CEO since 2014.
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London, Cambridge and Reading emerge as golden triangle for AI jobs, according to Glassdoor economic research
15-November-2018 - onrec.com
UK Investment in AI Keeping Pace With United States, As Healthcare Leads Search for AI Skills Posted in News archive on 15 Nov 2018 Company Profile Glassdoor View profile » Glassdoor , one of the worlds largest job and recruiting sites, released a new economic research study today, revealing the number of artificial intelligence (AI) roles open in the UK. The study, Artificial Intelligence Jobs in the United Kingdom: Whos Hiring and Why? identifies which companies are hiring for AI talent, the type of jobs available and what they pay. The study found 120 AI-specific roles open to UK job seekers, predominantly centred around a new golden triangle for tech jobs between London, Cambridge and Reading. The study also reveals that British employers are investing in AI at a comparable rate to the United States. Similar results to a previous analysis in the US found 512 open AI roles, representing about 4.3 times more jobs, consistent with a US labour force which is about 4.8 times the size of the UKs. The new study , is based on the analysis of millions of open UK jobs on Glassdoor and identifies AI-specific jobs by counting any role containing artificial intelligence, AI, or deep learning in the job title listed by the employer. The study also looks at which employers are hiring for AI jobs, offers insights into which sectors of the British economy may be most impacted, lists open job locations, and highlights the most common AI jobs and their respective salaries. AI and deep learning will soon provide the key to unlocking the UKs productivity gap. However, widespread adoption of AI has a long way to go, with our analysis revealing that AI jobs are in fact a small but growing part of the current workforce, said Andrew Chamberlain, Glassdoor chief economist . Machines certainly wont be taking your job anytime soon. Were now seeing workers team up with AI, using it as a tool to be more productive by taking away some of the low-value aspects of a role. Workers across all sectors should realise they will more likely collaborate with AI than be replaced by it. What UK Areas Are Hiring AI Talent? The majority of roles are available in what can be called the golden triangle catchment of London (49 percent), Cambridge (17 percent) and Reading (4 percent), a geographical area which also includes the UKs current top location to work in , Slough (6 percent). Nearly half of all AI jobs listed on Glassdoor are located in London, a figure which rises to 75 percent if you combine the other golden triangle locations. Most Common AI Job Titles The front-line worker roles, specifically those building AI products are the most popular in terms of open jobs. The most common AI job 1 open today is AI software engineer , making up 24 percent of UK AI online job openings, with a median base salary of £45,752 2 . This role is followed by AI data scientist (14 percent) at £47,443, AI research scientist (8 percent) at £35,837, and AI software developer (4 percent) at £36,469. Outside of the 20 most common roles listed were some surprising inclusions such as creative writers whose role it would be to develop the personality for an AI personal assistant bot, as well as clinical fellowships for doctors working with AI in hospitals. Base pay for AI jobs in the UK ranged from an estimated £84,000 per year for senior leadership roles (AI Product Director) down to £25,000 for student internships, with a median base pay of £44,968 across all job titles, which is 1.6 times higher than the UK median salary of £28,450 3 per year. UK Employers Hiring AI Talent A common misconception is that only large tech employers need AI talent. The full list of employers currently hiring for AI roles actually consists of healthcare, media, finance and consulting companies. The employer with the most open AI roles today is Babylon Health , with 11 open AI jobs 4 or nine percent of the total. The tech-focussed health company is investing heavily in AI technology to personalise health care, improve diagnoses, and apply machine learning and AI to patient care. Second on the list is the BBC (4 percent of open jobs), hiring software engineers for their voice and AI group to build new ways for listeners to interact with online news programming. The top three is completed by healthcare analytics company IQVIA (3 percent of jobs). Healthcare jobs appear likely to face significant disruption, employers in this space are increasingly using AI when scanning radiology images for cancer, using data to identify patients most at risk and improving efficiencies and procedures. The full report can be found here .
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Disability made top priority by UK employees over age and gender, new workplace survey finds
15-November-2018 - onrec.com
Over 50% of UK employees surveyed feel disability inclusion is most important in the workplace, Wildgoose survey finds Posted in Statistics and trends on 15 Nov 2018 Disability in the workplace is a hot topic in the media today, with broadcasters such as BBC, ITV, Channel 4 and Sky, along with government ministers, committed to doubling the number of disabled people involved in television by 2020 to make the industry more inclusive. However, it is not just the broadcasters who need to implement a culture of change. With 70% of discriminatory queries at The Equality Advisory Support Service (EASS) regarding disability, it is clear that employers are not doing enough to be inclusive to those with a disability. In addition, millennials are known to want to work for companies who are shown to be inclusive and have a diverse workforce as they understand the benefits. According to the Office for National Statistics, the employment rate for those with disabilities was 50.7% from April - June 2018 (81.1% for people without disabilities) so if workplaces make changes so that they are more inclusive, the whole economy would benefit. In addition, research by the Independent Living Strategy Group has recently found that charging for social care or effectively a disability tax has increased substantially over the last two years - sometimes by half. With workplaces not catering for staff with disabilities, there are fewer jobs available for the disabled, resulting in financial hardship. The Office for National Statistics found people with disabilities have unemployment rate of 8.7% (the unemployment rate for people without disabilities is 3.4%) The Wildgoose survey also found that age was the second biggest area of concern regarding inclusion in the workplace at 46.42% - potentially leading to dual discrimination for the older generation of disabled people . The recommendations accepted by the BBCs Executive Board include: Increasing disability in its workforce Gaining a better understanding of our workforce through asking supplementary questions in the staff census Including disabled employees in all development and leadership programmes Ensuring recruitment processes and trainee and apprenticeship schemes provide specific support for disabled applicants Introducing a centralised BBC Passport to inform managers about the support each person needs Mandate disability awareness training for all team managers All these recommendations could be made at any company - disability needs to be made a top priority. Upon the publication of the Wildgoose survey results, Michelle Hamilton at MENCAP said: As a charity that works with people who have a learning disability, Watford Mencap are familiar with the findings of this survey. The UK is currently enjoying a low unemployment rate, but a disproportionate number of people with disabilities are unsuccessfully seeking work. Simple adaptations, robust induction and ongoing access to mentoring and training programmes can provide good pathways for people with disabilities to access the workplace and to become valuable team members. Businesses must welcome people with disabilities into their workforce to provide a more equal and inclusive employment landscape. To find out more about the survey, visit: https://wearewildgoose.com/uk/learning-and-development/diversity-and-inclusivity-in-the-workplace-survey/
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Underperforming employees cost UK SMEs £39,500 every year
15-November-2018 - onrec.com
Nine in ten small businesses report new hires need more support than initially anticipated Posted in News archive on 15 Nov 2018 British SMEs are bearing the brunt of the skills crisis, with underperforming employees costing each firm £39,500 a year on average. Consisting of salary costs and lost growth, SMEs are losing substantial amounts of profit due to poor hires. This is a crisis for the UK economy: with small businesses making up 99.3% of the countrys firms, their problem is the nations problem. This is the key finding of new research into the skills challenges faced by UK SMEs during a time of record employment conducted by, growth consultancy, The Sunflower Group . Hiring a new team member is a significant investment for any small firm. However, businesses are quickly finding the employees they invest money and aspirations in, need much more help than originally anticipated. Nine in ten (89%) small and medium size businesses owners report new staff need more supervision and training than initially planned for. This means owners spend valuable time supervising employees, instead of focusing on growing the business, often what a new hire was supposed to enable them to do. Inability to hire skilled employees The cost of underperforming staff is exacerbated by SMEs struggle to hire employees with the right skills in the first place. Four in five (79%) owners report it being difficult to attract workers with the skills they need. Worse: almost a third (31%) say it is very hard to do so. A critical reason for this is lack of funding: a fifth of all SME owners report they cannot afford to pay market salaries. The issue is exacerbated by would-be employees seeking jobs at more well-known firms. Four in ten (39%) SMEs cite their lack of brand power a reason for not being able to recruit. Indicating the wider technical skills gap in the UK, production and operations is the business function most desperately lacking staff. Over a quarter (28%) report it to be the one they struggle to hire for most. Sales (14%), finance (13%) and marketing (13%) make up other functions. Amanda Webb, Managing Director at The Sunflower Group said: To combat the skills gap, and get the resources to grow, small firms need to be savvy about hiring. Rapidly growing businesses should hire as soon as they find a good candidate. Dont wait for a vacancy to become available: good people will always add value. The Sunflower Group Technical Director, David Callé, said: Theres a large expectation vs reality gap when SMEs hire new staff. The aspiration of finding someone to help grow your business, with the same ambitions and capabilities is often impossible to fulfil. Owners need to specific and realistic in their hiring processes. Setting specific objectives for a new hire is a critical first step. If available candidates will not be able to do these, take a wider look at how they could be fulfilled. For example, would improving processes and systems have the same boost to productivity? Or would external consultancy be more valuable? Methodology The Sunflower Group commissioned survey experts Censuswide to speak to 250 SME owners. The research was conducted in late September 2018.
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Manchester businesses are not recognising employees anxieties around communicating in the workplace
15-November-2018 - onrec.com
Businesses in Manchester need to do more to support employees suffering with work-related performance anxiety, the business worlds equivalent to stage fright, despite it being a regular occurrence for many workers, according to new research. Posted in News archive on 15 Nov 2018 Only 13% of employees said that management successfully resolve issues around workplace performance anxiety On average, people report feeling anxious at work two-three times per week Businesses in Manchester need to do more to support employees suffering with work-related performance anxiety, the business worlds equivalent to stage fright, despite it being a regular occurrence for many workers, according to new research. RADA Business , the commercial subsidiary of the Royal Academy of Dramatic Art which provides communication skills training for corporate individuals has found that on average, workers in Manchester feel anxious two to three times per week. The research, which has been published in the Beating Workplace Performance Anxiety report , revealed that despite high levels of communication anxiety being reported in the workplace, very few employers act effectively to train and support their teams. Just 13% of Manchester employees said that anxieties about communicating in the workplace are picked up and resolved by the management team. Workplace performance anxiety can also undermine the effectiveness of teams. Almost a quarter reported that it brings a negative energy, while almost 1 in 5 (19%) say that work colleagues who are anxious about communicating make them feel anxious too, as the listener. As well as the personal impact of these anxieties, the report found that this problem could have a major impact on business performance. 1 in 5 workers (20%) admitted to being less productive, and the same number confessed to calling in sick at work to avoid anxiety-inducing situations, such as difficult meetings or performance reviews. Adrian Kirk, Tutor at RADA Business, commented on the findings: Its concerning to see how many workers in Manchester arent getting the support they need to tackle feelings of anxiety around communicating at work. These findings highlight the urgent need for more awareness from businesses, and more strategies to support their employees in this area. Were convinced that organisations work most effectively when everyone has a voice; so were committed to helping organisations create a culture of more open communication, and to giving people the skills to speak confidently. RADA Business helps workers in all industries tackle workplace performance anxiety by harnessing simple acting techniques. Adrian explains, Techniques inspired by acting training can be effective at tackling performance anxiety in the workplace. Managing nerves and their physical effects can help release the build-up of tension and enable us to access our best self in the workplace. To read more about RADA Businesss training, please visit www.radabusiness.com . RADA Business helps people at work become brilliant communicators. We build on the work of one of the worlds most respected drama schools to deliver world-class training programmes and coaching for organisations and individuals.
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Mass. Contractor Faces $311K in Penalties for Exposing Workers to Safety Hazards
15-November-2018 - insurancejournal.com
Northeast Framing Inc., a contractor based in Lunenberg, Mass., has been cited by the U.S. Department of Labors Occupational Safety and Health Administration (OSHA) for exposing workers to falls and other hazards following an employees fatal fall at an East
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Amazon HQ2 cities could see Seattles growing pains
14-November-2018 - usatoday.com
Amazon HQ2 cities on the East Coast could see strains on housing, transit and even more jobs beyond Amazons hiring spree - at least that has been the experience Seattle had (Nov. 13)
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Jury Sides With Workers Sickened During Tennessee Coal Ash Cleanup
14-November-2018 - insurancejournal.com
A jury has sided with workers who say they were sickened after they were tapped to clean up a massive 2008 coal ash spill in Tennessee. The Knoxville News Sentinel reports that a jury found Nov. 7 that Tennessee Valley
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Suncor CEO to retire next year, be replaced by COO
14-November-2018 - reuters.com
Suncor Energy Inc said on Wednesday its chief executive will retire mid-next year, with the company's chief operating officer taking over the top job at that time.
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A handgun for Christmas: Wisconsin company decides to buy firearms for every employee this holiday season
14-November-2018 - usatoday.com
BenShot, which produces novelty glassware embedded with a bullet, decided its annual holiday gift would help promote personal safety and team building
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Quarter of UK workforce have turned down a job for not offering flexible working
14-November-2018 - onrec.com
Posted in News archive Businesses losing out on talent by not offering flexible working, TeleWare reveals on 14 Nov 2018 Almost a third (31%) of UK workers would turn down a job opportunity that didnt allow flexible working a quarter (25%) have already done so Millennials are the most likely to turn down jobs that dont offer flexible working (35%) four in ten (40%) have done so Almost nine in 10 (87%) employees find it important to choose the hours they work and where from A new study has found that flexible working is not just a millennial craze. UK workers of all ages have shown a demand for it, according to research by communications technology business TeleWare . The survey of 2,300 UK employees reveals employees are actively turning down jobs that dont offer flexible working. A quarter of all employees have turned down a job in the past for this reason. Whilst a further third (31%) would actively do so. Although the proportion of those that have done so is higher amongst millennials (40%), three in 10 (29%) employees over 45 would turn down a job if flexi-work options were not on offer. Flexi-work inequalities Despite a legal right to request flexible working, coupled with widespread technology on hand to enable a more mobile workforce, less than three in 10 (29%) UK employees work for companies that operate flexible working schemes for all. One in five companies only allowing those of a certain level of seniority to work flexibly. This short-sighted practice is handicapping employers search for the best talent. Flexible working is important to employees of all ages. Those in the 2534 year-old bracket are the most enthusiastic with 93% saying its important for them to be able to choose both the hours they work and the place they work from. But the drop in importance expressed by those aged 55 years and older is small, with 82% still saying flexi-hours and ability to choose where they work is important to them. Steve Haworth, CEO at TeleWare, comments: Millennials often get labelled as the digital nomads, expecting work to fit around their lives. However, our research reveals that the appetite for flexible working and a work from anywhere culture isnt just confined to those under 35. Many businesses are falling at the first hurdle in attracting staff by not providing attractive, flexible working options. Losing valuable talent to businesses that embrace flexible working styles for all levels. The technology to address this is readily available, with many businesses already using it to not only boost productivity and profits, but also develop a happier, healthier and more loyal workforce. The expectations of employees will continue to increase; businesses therefore need to address the flexible working elephant in the room before its too late.
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Power apprentices start learning and earning
14-November-2018 - onrec.com
Posted in News archive Britains biggest electricity distributor has recruited 16 new apprentices to learn the specialist skills that keep the lights on across a quarter of the UK. on 14 Nov 2018 UK Power Networks continually invests in apprenticeships, growing the skills needed to maintain, repair and expand an electricity network that serves 8.3 million homes, businesses, schools and hospitals. The company currently has 99 apprentices, who are vital contributors to the business. The latest group will be training to work on underground electricity cables and substations. They follow hot on the heels of a summer intake, many of whom are preparing to work at height, repairing and maintaining overhead power lines. The latest recruits will complete their core training at the companys training centres, in Kent and Suffolk, where they gain knowledge, skills and competence in the classroom to work productively on the network, before starting work at their depots. The training centres test their knowledge and practical skills on mock power lines, substations and cables. Alongside formal training, the recruits gain on-the-job experience in the field, putting their skills into practice. Steven Read, trainees programmes manager at UK Power Networks, said: Our successful apprentices become part of the workforce that keeps electricity flowing to a population of about 18 million people. Our apprenticeship programmes are top class, developing the next generation of experts to run our electricity networks and maintain an essential service. Endorsed by Energy and Utility Skills and accredited by the Institution of Engineering and Technology, UK Power Networks recruits follow a Trailblazer Apprenticeship Standard and become fully qualified in one of three trades: cable jointer, overhead lines person or electrical fitter. There were over 1,100 applications for the apprenticeship scheme this year. Foundation trainees (aged 16 to 21) complete a three year course and have a chance to complete a Gold Duke of Edinburghs Award during their training. Experienced apprentices join the business with previous experience and complete their training in two years. To view a video about UK Power Networks click here and to find out more about careers at UK Power Networks visit: www.ukpowernetworkscareers.co.uk/careers/
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REC Record vacancies highlight UK businesses need to innovate to attract staff
14-November-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS) show the number of vacancies at 845,000 for August to October 2018, the highest since comparable records began in 2001 44,000 more than for a year earlier and 14,000 more than for May to July 2018 Posted in Opinion on 14 Nov 2018 Company Profile REC View profile » The unemployment rate was 4.1%, slightly higher than for April to June 2018 but lower than for a year earlier (4.3%). There were 1.38 million unemployed people, 21,000 more than for April to June 2018 but 43,000 fewer than for a year earlier. There were 32.41 million people in work, 23,000 more compared with April to June 2018 and 350,000 more than for a year earlier. Comparing the estimates for employment by nationality (not seasonally adjusted) for July to September 2018 with those for a year earlier, EU nationals working in the UK fell by 132,000 to 2.25 million (the largest annual fall since comparable records began in 1997). Non-EU nationals working in the UK increased by 34,000 to 1.24 million. Recruitment & Employment Confederation (REC) director of policy, Tom Hadley commenting on ONS figures: Although unemployment has slightly increased, employers across many sectors are continuing to experience fundamental challenges in finding the staff and skills that they need. We already have record numbers of vacancies, and the signs are that these skills shortages will further intensify over the next few months as EU workers no longer find the UK an attractive place to work. UK businesses will need to work with recruitment partners to innovate and review current hiring strategies particularly, with regards to reaching out to under-represented groups. At the same time, the case for a pragmatic, evidence-based immigration strategy that reflects staffing needs across all sectors has never been clearer. It is critical that there is a comprehensive mobility deal with the EU post-Brexit, so firms have the capacity to invest and grow here in the UK.
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Underlying labour market remains strong despite weak employment growth, says CIPD
14-November-2018 - onrec.com
Commenting in response to the latest labour market statistics from the ONS, Ian Brinkley, acting chief economist at the CIPD, said: Posted in Opinion on 14 Nov 2018 Company Profile CIPD View profile » The underlying state of the labour market remains strong despite unusually weak employment growth and the consequent small rise in unemployment. There was a significant increase in full time and permanent employment, largely offset by falling self-employment, temporary and part time work. Regular pay strengthened slightly and, with inflation falling, real pay growth has strengthened significantly. The slight rise in unemployment is partly explained by more people of working age entering the labour market and actively looking for work than in the past. However, if future employment growth continues to fall short of the increase in job seekers, then further modest rises in unemployment can be expected. Much will depend on whether the current economic and business uncertainty over Brexit and the world economy can be reduced in the coming months. Employers can expect to face continued recruitment and retention pressures and need to prioritise workforce planning.
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Aon advises employers to improve staff absence management to control increased business and employee risks
14-November-2018 - onrec.com
Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions, has identified through group risk market reviews for employers, that many are not accurately recording sickness absence. Posted in News archive on 14 Nov 2018 Not recording absence is a legal risk, potentially impacting all from senior decision-makers to administration staff Business risks also include pricing, disputed claims, negatively impacted premiums and forfeiture of rebates Employees are at risk of loss of claim monies or invalidated acceptance of claims Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions, has identified through group risk market reviews for employers, that many are not accurately recording sickness absence. This can negatively impact insurance premiums, increase business risks for staff involved in the process and impact claim payouts. The issue may become greater as the group risk market continues to grow and because the introduction of the Insurance Act 2015 could have serious implications for company decision-makers and administration staff if relevant facts are not recorded. Charles Alberts, head of health management at Aon, said: We are concerned that some employers are not accurately recording sickness absence. This means insurers may not be receiving the right information in order to accurately assess and price the risk to the business of that absence. As the group risk market continues to grow 1 and with the advent of the Insurance Act 2015 (which became effective from August 2016), employers are advised to take stock and consider their responsibilities as policyholders. Not recording absence properly is an enormous risk for employers and may mean they are not meeting their legal obligations. Group risk insurers require information on who is absent, the reason for their absence, duration and additional information such as prognosis. However, Aon through its market review activity has seen that some employers either do not record their absences or have gaps in the data that they provide to insurers - for instance when absence is not consistently and accurately recorded internally. The problem is twofold. The Insurance Act imposes a duty of fair presentation of the relevant facts on employers, meaning a lack of robust absence recording could potentially mean failing in this duty. The Act states that the employers knowledge is deemed to go from the top down of an organisation, including decision-makers to staff involved in administration, so errors could be costly and potentially high profile. On top of this, non-compliance can prompt a number of serious business risks such as pricing, disputed claims, negatively impacted premiums, forfeiting rebates, loss of claim monies or invalidating acceptance of claims. The key risks that impact employers and employees are: Insurers may assume a worst-case scenario from a pricing perspective or be unwilling to quote if they are not confident in the information provided. Claims can be disputed for undeclared or misrepresented absentee details, potentially resulting in a shortfall in claim payout, or the insurance policy could be invalidated. Premiums will also be negatively impacted by poor controls over absence or a lack of proactive management, as this can increase the risk of long-term absentees and claimants. Certain policies have in-built financial incentives for early notification of absences to the insurer. Non-compliance can result in the employer forfeiting a premium rebate. Insurers need to be advised of claims within a certain period. Not notifying them in good time may result in the loss of claim monies, or even invalidate acceptance of a claim. Charles Alberts continued: There are steps employers can take, including implementing an absence management policy and process that is consistently followed by all employees and line managers. Best practice is to record all absences from day one, to use a system built for this purpose, to build in triggers to flag cases that are likely to be long term or would benefit from earlier intervention, plus using a clinical case management service to support the employee and provide advice to make proactive business decisions. As yet, case law on this issue has not developed, but an inadequate record of absences is unlikely to be an excuse for failures in disclosure. Charles Alberts added: It is advisable for employers to accurately record all absences, as well as to provide fair and consistent treatment of all cases both to improve insurance premiums and to reduce the risk of litigation. Proactively managing absence is positive for all stakeholders - the employer, the insurer, and importantly the employee. 1: Swiss Re : https://www.employeebenefits.co.uk/issues/april-2018/12-5m-group-risk-schemes-2017/
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Extend pay transparency to drive action against inequality, says IPPR
14-November-2018 - onrec.com
Gender pay reporting has stimulated employer action to narrow pay gap, new study finds Posted in News archive on 14 Nov 2018 The law requiring large employers to report their gender pay gap has been a resounding success, and pay transparency should be extended to cover the ethnicity and disability pay gaps, according to a new IPPR report. The think tank calls for each employer to publish information on a wider range of pay inequalities in an annual Fair Pay Report, designed to spur further action against unfairness in the workplace. After the most detailed assessment so far of the impact of the new rules, the think tank recommends that they also be extended to smaller employers. IPPR conducted a survey, interviews and a focus group involving a total of 60 employers to assess the impact of the new rules. These required employers of more than 250 workers to calculate and publish the difference in average pay between men and women. Compliance has been remarkably high, with more than 10,000 employers 100 per cent of those within the scope of the new law reporting within 10 weeks of the deadline. The IPPR research found that the regulations have pushed the gender pay gap and gender inequality more broadly up the agenda, prompting a board-level focus on the issue for the first time in many organisations. Most importantly, they have spurred action; four in five (81.3 per cent) large employers have considered or taken further measures to narrow gender pay inequalities as a result of the regulations. A similar proportion expect the regulations to incentivise more employers to reduce the gap. The research also found that despite initial unease there was strong employer support for gender pay reporting, with four in five saying the regulations should be maintained. Employers were also willing to consider extending transparency to other areas including ethnicity, an option on which the Government is currently consulting. Median hourly pay for women in the UK is nearly a fifth (17.9 per cent) lower than average pay for men. The UKs pay gap is wider than in most advanced economies. New analysis by IPPR found that over the last seven years, the gender pay gap fell by just 2.3 percentage points. At that rate the gender pay gap would not be eliminated until 2072. However the IPPR report finds that, given early signs of the success of the gender pay gap reporting requirement, there is good reason to anticipate it will speed up closing of the gap as was hoped when the new law was introduced. At the time David Cameron, then prime minister, said transparency would help cast sunlight on the discrepancies and create the pressure we need for change, driving womens wages up. Government should now extend pay transparency in order to tackle these and other inequalities, IPPR says. Its report argues that each large employer should publish a new annual Fair Pay Report setting out: The gender, ethnicity and disability pay gap at the organisation The proportion of workers paid below the real Living Wage The internal pay ratio between the chief executive and the average employee A fair pay narrative , detailing the employers understanding of their pay gap, and their plans to tackle them. It says the additional burden on employers who already collect pay data for the gender reporting requirements would be small, compared with the radical extension of pay transparency it would produce. The report also calls for transparency to be extended beyond large employers to cover medium sized firms with 50 or more employees, though with a more limited and less frequent reporting requirement, and a transition period to allow time to adjust. In order to tackle illegal unequal pay where women are paid less for work of equal value employers should also publish pay ranges by role to employees within their organisation. Workers should be given a right to request comparison data of pay levels, and the right collectively to trigger an independent equal pay audit. Joe Dromey, IPPR Senior Research Fellow said: Gender pay reporting has been a big success. Transparency has driven the gender pay gap up the agenda, and it is spurring employers to act. We should build on this success with a radical extension of pay transparency. Broader transparency on gender, ethnicity and disability would help drive employer action to tackle these burning injustices. Requiring employers to publish the number of low paid staff would increase pressure for a fairer distribution of the wealth we all help generate. While transparency will help, it alone will not tackle pay inequality. So we also need to see action from employers and from Government to address the structural drivers of inequality. Frances OGrady, General Secretary of the TUC, said: Generations of women have been hit in the pocket by the gender pay gap, and were still more than half a century away from pay parity. New rules to make bosses reveal gender pay gaps have shone a light on the scale of the problem. However, to actually make progress we need to see tougher regulations which extend to smaller employers and include part time, disability and race pay gaps as the IPPR report suggests. IPPR also rightly identifies the importance of unions in closing the pay gap. I would urge anyone worried about their pay to join their union. Unionised workplaces offer better pay, fairer treatment and safer working conditions. Tess Lanning, Director of the Living Wage Foundation, said: The basic test of fairness for any employer is whether they are paying their staff, including sub-contracted staff, a wage they can live on. IPPRs recommendation to ask employers to report on this issue could help encourage more of them to pay the real Living Wage, not just the government minimum, and in doing so tackle one of the drivers of the gender pay gap.
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Pennsylvania Insurance Department Plans Review of Two Workers Comp Filings
14-November-2018 - insurancejournal.com
The Pennsylvania Insurance Department has received two mid-year workers compensation loss cost filings with a proposed effective date of January 1, 2019, from the Pennsylvania Compensation Rating Bureau (PCRB). The department stated in a press release that it plans an
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New Yorks SterlingRisk Insurance Hires Jones as Vice President
14-November-2018 - insurancejournal.com
SterlingRisk Insurance, a Woodbury, N.Y.-based independently owned insurance brokerage, has hired Kenneth J. Jones as vice president. Jones brings more than 30 years of experience to SterlingRisk, meeting the needs of clients in business, not-for-profit and professional communities. He started
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Hawaii Honeymooners Sue Over Hotel Workers Strike
14-November-2018 - insurancejournal.com
A North Carolina couple has filed a class-action lawsuit saying they should have been warned about a Hawaii hotel workers strike before their honeymoon. The Honolulu Star-Advertiser reported Dr. Ovais Inamullah and Sana Khalique booked a five-night stay at The
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Lowack Joins Alliant Insurance Services in Dallas
14-November-2018 - insurancejournal.com
Dallas property/casualty insurance expert Trey Lowack has joined Alliant Insurance Services Dallas team as vice president. Lowack will employ his multifaceted expertise in risk and insurance solutions to serve Alliants diverse and growing Southwest client base, the company said. Dallas
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Hasten, Platek Tapped to Lead Victory Park Capitals Insurance Investment Unit
14-November-2018 - insurancejournal.com
Chicago-based investment firm, Victory Park Capital (VPC), has hired Connell Hasten and Joshua Platek to lead the firms new insurance services division. Hasten, who joins as partner, and Platek, who has been appointed vice president, will serve as co-founders of
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Amazon picks New York City, Washington D.C. area for new offices
14-November-2018 - reuters.com
Amazon.com Inc picked America's financial and political capitals for massive new offices on Tuesday, branching out from its home base in Seattle with plans to create more than 25,000 jobs in both New York City and an area just outside Washington, D.C.
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Starbucks to lay off 350 global corporate employees
13-November-2018 - reuters.com
Starbucks Corp is laying off about 350 global corporate employees, Chief Executive Officer Kevin Johnson said on Tuesday in a memo to employees, seen by Reuters.
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How to max out your retirement savings in 2019
13-November-2018 - usatoday.com
The IRS raised 2019 contribution limits on popular retirement savings plans such as the IRA, SIMPLE IRA and 401(k).
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Was Amazons headquarters search a giant ruse? NYC, D.C. centers of power prevail
13-November-2018 - usatoday.com
As Amazon dangled the prospect of 50,000 jobs and economic transformation, did the losers get played?
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Ask HR: When should I take past internships off my resume?
13-November-2018 - usatoday.com
There are no hard-and-fast rules about removing internships, or any other jobs, from a resume. However, I can share some general guidelines.
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Amazon in Nashville: Company to bring 5,000 corporate jobs to operations center
13-November-2018 - usatoday.com
Amazon did not choose Nashville for its new second headquarters, which will go to New York and Northern Virginia, but Nashville will get 5,000 jobs
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Amazons HQ2 will bring 25,000 jobs each to New York City and Northern Virginia
13-November-2018 - usatoday.com
New York City and Arlington, Virginia, will divvy up the 50,000 high-paying jobs online retail giant Amazon is expected to bring.
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White-dove release business is flying high: They know how to get home
13-November-2018 - usatoday.com
The white dove release business is reaching new heights of popularity in Michigan with families ordering birds for funerals, weddings and other events
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Winter is Coming - UK job vacancies and wages fall again
13-November-2018 - onrec.com
Posted in News archive on 13 Nov 2018 Company Profile Adzuna View profile » Advertised salaries have dropped consistently since April , as Brexit jitters spook UK hiring companies Total advertised vacancies this month sit at 1,121,754 a 1.4% month on month drop and down over 3% year on year A rise to £9 for the real living wage will mean pay rises for 180,000 UK workers , but will do little to shore up 2018s salary stagnation Teachers buck the trend with double digit wage growth year on year and more jobs vacancies in education in late 2018 than at any other point in the last 2 years The number of advertised vacancies in the UK has taken a tumble in recent months, with the latest data showing a fall of 1.4% month-on-month. This volume is still above its April 2018 slump, but represents a 3.1% decline year on year and a definite cooling off of the job market as we near the end of the year. More worryingly, advertised salaries are on their fifth consecutive month of negative growth. While the longer term trend is still positive these developments threaten to derail the wage recovery the UK economy experienced in the first half of 2018. Despite the fall in vacancies, the competition for these vacancies is at an all time low. It has fallen to a new low since Adzuna started measuring this in 2012, standing at 0.34 jobseekers per vacancy nationwide. This translates to there being approximately 3 jobs per jobseeker. While its clear that record levels of unemployment are keeping the job market propped up, Adzunas search data also shows a 12% year on year drop in the number of applications for British jobs from France, Germany, Italy Spain. Andrew Hunter, co-founder of Adzuna, explains: Its worrying to see salaries declining once again, just as real wages were looking like recovering back towards where they were in 2012. Given the competition for jobs is at an all time low, wed expect salaries to rise as companies compete for the remaining top talent. That said, I am buoyed by the fact that over 180,000 British workers will see a bump in their pay from this month, as the real living wage rises to £9 per hour across the country. Brexit is clearly having an impact on the health of the U.K job market. Adzunas data clearly shows vacancies and wages feeling the pressure, and interestingly, migration patterns for jobs look to be changing as application rates for British jobs drop from workers on the continent. Table 1: Total advertised vacancies and salaries September 2018 August 2018 Monthly Change Annual change from July 2017 UK Vacancies 1,121,754 1,137,904 -1.4% -3.1% Jobseekers per Vacancy 0.34 0.36 -5.5% -11.1% Av. Advertised UK Salary £33,415 £33,470 -0.3% +4.7% Regional breakdown Swindon is the undisputed leader as the easiest place to find a job. The top 10 cities have seen very little change since the summer, with Oxford, Cambridge, Reading and Warrington making up the rest of the top 5. Meanwhile Sunderland is still the hardest place to find a job in the UK, although the rate of jobseekers to vacancies has dropped below 3, meaning that it is becoming easier to find work overall. Elsewhere, Sheffield has dropped into the bottom 10 for the first time. Table 2: Best-performing job sectors in the UK annual salaries Job sector Average salary Salary % 12 Month Change Total vacancies Teaching Jobs £31,185 16.5% 70,652 Admin Jobs £28,129 11.0% 45,724 Creative Design Jobs £34,862 8.6% 8,887 Travel Jobs £27,794 6.8% 2,830 Legal Jobs £42,168 5.6% 25,861 Table 3: Worst-performing job sectors in the UK annual salaries Job sector Average salary Salary % 12 Month Change Total vacancies Domestic Cleaning Jobs £16,778 -12.8% 13,114 Graduate Jobs £21,177 -6.9% 8,778 Scientific QA Jobs £38,113 -5.8% 14,804 Logistics Warehouse Jobs £23,663 -1.9% 49,071 Maintenance Jobs £29,661 -0.7% 1,805 It pays to teach Teaching jobs are experiencing a boost in advertised salaries, up 16.5% year on year, and is currently the fastest growing job sector for salaries. There has also been a small increase in the number of vacancies being advertised, which may point to a struggle to hire and retain teaching staff nationwide. Cleaners sweeping up the scraps At the other end of the scale, Domestic Help and Cleaning jobs are falling significantly from an already low base, meaning that cleaners are really feeling the pinch. Also among the sectors that are struggling are Scientific & QA jobs, which has seen a nearly 6% decline in salaries over the past 12 months.
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Professional gig economy booms as war for digital talent intensifies
13-November-2018 - onrec.com
1.6 million1 (28%) UK businesses plan to hire temporary or contract staff in the next twelve months, as digitalisation and a lack of available talent creates critical skills gaps in the workplace, according to the Robert Half 2019 Salary Guide. Posted in News archive on 13 Nov 2018 Company Profile Robert Half View profile » 1.6 million (28%) of businesses plan to hire temporary or contract staff in the next 12 months to plug skills shortages created by digitalisation Over half (53%) of CEOs are concerned about the significant lack of the digital skills in the UK talent market, as businesses battle to adapt to artificial intelligence (AI), automation and digitisation Two fifths (38%) of UK businesses consider digitalisation to be the main evolving force in the workplace today 1.6 million 1 (28%) UK businesses plan to hire temporary or contract staff in the next twelve months, as digitalisation and a lack of available talent creates critical skills gaps in the workplace, according to the Robert Half 2019 Salary Guide . Technology is reshaping businesses. two in five UK organisations (38%) consider digitalisation to be the main evolving force in the workplace today. This shift has created demand for a new set of skills, such as DevOps, data visualisation, data management and analytics. While softer skills such as resilience, adaptability and critical thinking remain key characteristics in potential employees, a third (31%) of employers state that a candidates technical skillset is their most important consideration when making a new hire. C-Suite concerns Over half (53%) of CEOs admit they are concerned about the lack of digital skills in the current UK talent market, as businesses come under pressure to adapt to AI, automation and digitisation. This skills shortage is especially prevalent in the technology sector, which is estimated to have a 40,000-strong deficit in professionals with the technological qualifications needed to meet the demands of the UK economy 2 . These concerns are set to increase with the uncertainty of Brexit and the potential decrease to the skilled technology talent pool. Businesses forced to adopt flexible recruitment strategies As businesses increasingly struggle to find the right talent at the right time, many are being forced to adopt more flexible recruitment strategies. This is driving a boom in short-term hires and contributing to the growth of the professional gig economy the use of temporary or interim specialised staff on a short-term basis to fill skills gaps. More than a third (38%) of UK businesses say short-term employees are currently filling skills gaps in their organisations. An additional 28% plan to hire temporary or contract staff in the next 12 months, with the top benefits cited as supporting long-term staff absence (35%), providing staffing flexibility (34%) and to act as a stopgap between permanent hires (32%). This agile recruitment strategy provides a short-to-medium term solution while business leaders invest in internal training to upskill their current workforce (17% plan to do so in the next year) or continue to look for new, permanent staff to help them achieve their future growth ambitions. Matt Weston commented: An intensifying war for talent and business growth plans have provided a significant boost to the professional gig economy. UK businesses are increasingly turning to flexible recruitment strategies as a key solution to filling skills gaps within their organisation, as they invest in upskilling their current workforce and find permanent staff with the right blend of capabilities. In the interim, access to an immediate pool of specialist talent prevents costly project delays and helps businesses realise their potential and compete in an increasingly digital world. Furthermore, flexible, strategic staffing models those with a dynamic mix of permanent employees and highly-skilled temporary professionals can provide companies of all sizes with the agility to quickly increase or decrease the size of their workforce based on workload demands and confidence amidst a backdrop of economic uncertainty. 1 Department for Business, Energy & Industrial Strategy -- Business population estimates for the UK and regions 2018 , 11 October 2018 2 Delivering STEM (science, technology, engineering and mathematics) skills for the economy, National Audit Office, January 2018
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CIPD labour market outlook - comment from Dean Forbes, CoreHR
13-November-2018 - onrec.com
Posted in Opinion Commenting on the findings, Dean Forbes, CEO at CoreHR discusses why businesses must step up and foster a positive outlook for employees. on 13 Nov 2018 The figures shine light on a gloomy reality the UK is facing a major labour challenge. As uncertainties around non-UK workers employee statuses continue, even fewer will likely sign-up for the risks Brexit could bring to their career. With little government reassurance, companies believing this is a risk to them must focus on how they can change approaches internally to avoid the talent shortfall they anticipate. The pressure falls on HR leaders to find the right solution for their business to attract and retain talented employees. Knowing how your organisation could be affected and having a contingency plan to balance any negative impact is the first step. HR must now take a fresh look at current employment strategies and reassess whether they are rightly balancing the needs and wants of both the business and employees. Furthermore, emphasis must be placed on establishing open communication and succession planning programmes to encourage employee fulfilment and allow a greater sense of career security from within the business. The key to driving these decisions is workforce data. It comes down to preparing the business for all unique eventualities and ensuring employees feel supported, secure and able to perform to their full potential. The UK is at the threshold of a major labour market change, so it is key that businesses are prepared for the challenges this brings and retain a motivated workforce through a period of uncertainty.
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Airbnb Will No longer Require Arbitration for Employee Bias and Harassment Claims
13-November-2018 - insurancejournal.com
Airbnb Inc., following Alphabet Inc.s Google, Facebook Inc. and Uber Technologies Inc., said it would not force employees who filed sexual harassment claims to settle those cases in private arbitration. Airbnb also said it would not require employees to use
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The five habits of highly effective CX professionals revealed in new industry report
13-November-2018 - onrec.com
State of Customer Experience 2018 survey uncovers leaders, laggards and lessons in global CX Posted in News archive on 13 Nov 2018 There are five key habits that successful CX professionals have in common, according to the newly published State of Customer Experience 2018 report. The study is one of the most comprehensive global surveys of CX practitioners and was carried out by Confirmit in partnership with Engage Business Media. The resulting report, the State of Customer Experience report analyses the factors that define leaders and laggards in CX across different industries, and across B2B and B2C markets. The results show that leaders share common attributes which are critical in driving CX success, increased investment and customer-centricity. Claire Sporton, SVP of CX Innovation at Confirmit, explains: Unlike other studies, our report defines a CX Leader in terms of specific business outcomes, rather than those organisations that simply achieve the best CX metrics. Our experience shows that the proof of any programme is the value it delivers across an organisation and as such the most successful programs are seeing significant increase in investment. The report makes for fascinating reading, particularly when compared to our findings from last year. Were seeing a clear maturity curve in terms of the sophistication of responses, which is reflected in the fact that nearly 60% of respondents have more than four years experience in CX. While this is great, there are also some red flags for us to consider, particularly around how companies are investing in actually driving change based on their CX programmes. The findings of the research identify the five habits of highly effective CX professionals which should be adopted and cultivated by CX teams aiming to have an impact across their company: Habit #1 - Define goals and drive the right ownership : rather than focusing solely on CX metrics, successful practitioners are able to talk in the language of the wider business and define outcomes that make sense to all employees. 57% of leaders in the report agree strongly that stakeholders across the business are strongly invested in the goals of their programmes, compared to just 25% of laggards. Habit #2 Think Innovation and action : The most successful CX practitioners understand that programmes must drive innovation and real action, both of which must be tangible and communicated across the business. 51% of leaders strongly agree that their programmes drive measurable innovation or change within their organisation, compared to just 16% of laggards. Habit #3 - Listening to more voices collectively : While an increasing number of companies surveyed are actively capturing both the Voice of the Customer and the Voice of the Employee in their programmes, questions still linger over whether the feedback gathered is integrated and therefore useful in its combined form. Only 31% of organisations strongly agree that their programmes combine multiple sources of insight. Leaders are those that work to drive integration between customer and employee voices as well as those of partners, suppliers and other stakeholders, and other forms of data such as operational and financial. Habit #4 - A focus on customer-centricity : Respondents to the report stress the importance of driving a customer-centric culture across their organisation for CX to be successful. This means that employee engagement needs to be high across all levels of the organisation, from the front line to board level. Again, this relies on a strong communication strategy, which is something 57% of leaders already have in place, while on 35% of laggards say the same. Habit #5 - Continuously re-think : The report shows that the most experienced CX practitioners arent necessarily those who run the most successful programmes. It is easy for CX programmes to go stale and get into bad habits, meaning constant innovation, re-evaluation and adjustment is critical. 67% of leaders in the report agree strongly that their programme has driven significant investment in change, compared to 27% of laggards, supporting the view that continually asking whats next? is a key step in delivering long term CX success. The full report investigates each of these habits, providing detailed insight and analysis that provides learning points for individuals and teams across the CX industry. To learn more, the full State of Customer Experience 2018 report is available from 13 November 2018 and can be downloaded here: www.confirmit.com/library/research-voc-ebm-confirmit-state-of-cx-2018-i11b .
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U.S. Pilots Maintain Boeing Never Warned of System Linked to 737 Crash in Indonesia
13-November-2018 - insurancejournal.com
Two U.S. pilots unions say the potential risks of a safety feature on Boeing Co.s 737 Max aircraft that has been linked to a deadly crash in Indonesia werent sufficiently spelled out in their manuals or training. Boeing and the
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California Utilities Face Potential of Billion Dollar Wildfires Year After Year
13-November-2018 - insurancejournal.com
California utilities are facing the very real possibility that billion-dollar blazes could become an annual occurrence, and they dont know how to pay for them. Shares of the states two largest utilities plummeted Monday after both PG E Corp. and Edison
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Florida Approves 13.8% Workers Comp Rate Decrease
13-November-2018 - insurancejournal.com
A revised workers compensation rate filing for a 13.8 percent decrease by the National Council on Compensation Insurance has been approved by Florida Insurance Commissioner David Altmaier. The amended filing to NCCIs August rate request of 13. 4 percent was
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Resource Alliance of Georgia Merges with Higginbotham, Enters P&C Market
13-November-2018 - insurancejournal.com
Resource Alliance, a human resources and employee benefits firm serving Georgias multifamily residential industry, has merged its operations with Higginbotham, an insurance and financial services firm serving midmarket companies. Resource Alliance will draw on Higginbothams capabilities to expand its services
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Former AIG Employees Win UK Court Ruling over $100M in Back Bonuses
13-November-2018 - insurancejournal.com
A group of former employees at American International Group Inc. won a U.K. court ruling that may pave the way for them to be paid $100 million in bonuses dating back to the financial crisis. The 23 former traders, analysts
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Montana Man Awarded $2.1M in Lawsuit Against BNSF
13-November-2018 - insurancejournal.com
A federal court jury has awarded a Montana man more than $2.1 million in a wrongful termination lawsuit against BNSF Railway following an on-the-job injury. Zachary Wooten, of Columbia Falls, sued BNSF alleging the company violated the Federal Rail Safety
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New York Man Charged With More Than $15K in Workers Comp Fraud
13-November-2018 - insurancejournal.com
A New York man has been arrested on charges that he defrauded the workers compensation system by claiming he was out of work due to an injury while continuing to work at his family business. Jeffrey Smalt of Bath, N.Y.,
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Texas Associates Insurors Adds Loaeza, Rodriguez in Employee Benefits Division
13-November-2018 - insurancejournal.com
Texas Associates Insurors, based in Austin, has hired two new account managers in its expanding Employee Benefits Division. Esther Loaeza joins the agency with 30 years of experience in the industry. She has overseen the successful implementation and administration of
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Social Security: 5 smart ways to get more benefits
12-November-2018 - usatoday.com
Heres how to boost what could end up being your greatest source of income in retirement.
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31 cities adding the most jobs as the US economy grows
12-November-2018 - usatoday.com
24/7 Wall St. reviewed 5-year changes in employment at the metro area level to identify the cities adding the most jobs.
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Business spending growth is slowing. Is that a bad sign for the economy and jobs?
12-November-2018 - usatoday.com
Business spending growth slowed sharply in the third quarter. The reasons could include worries over trade, a turn in the economy or a blip.
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UPS Freight approve new labor contract, avoid strike
12-November-2018 - usatoday.com
A total of 77 percent of UPS Freight workers approved the contract, with 84 percent of eligible members voting, according to the Teamsters union.
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Employers experience supply shock as migrant labour trends go into reverse gear, driven mainly by a fall in non-EU migrants
12-November-2018 - onrec.com
The tightening labour market is driving an increase in wages for key staff and new starters but pay rises are stuck in the middle lane for most workers. Posted in Statistics and trends on 12 Nov 2018 Company Profile CIPD View profile » Employer plans to take on more staff are being hit by worsening skills and labour shortages, partly as a result of a sudden reversal in the growth in the number of both EU and non-EU migrants in employment in the UK. This is the conclusion of the latest quarterly Labour Market Outlook from the CIPD and The Adecco Group, based on a survey of 1,002 employers, which shows that while the short-term outlook for employment remains strong, labour and skills shortages are accelerating. The surveys net employment balance a measure of the difference between the proportion of employers who expect to increase staff levels and those who expect to decrease staff levels has remained extremely positive at +22 (compared to +23 in Q3 2018). However, among employers which currently have vacancies, seven in ten (70%) report that at least some of their vacancies are proving hard-to-fill, higher than in Summer 2018 (66%) and Spring 2018 (61%). In addition, over two in five of all employers (44%) report that it has become more difficult to fill vacancies over the past 12 months at their organisation, while over a third (34%) of employers say that retention pressures have risen during the same period. This situation is being exacerbated by a relatively significant drop in the number of both EU and non-EU migrants that are employed in the UK. According to the latest official data, the number of non-UK-born workers in the UK decreased by 58,000 between Q2 2017 and Q2 2018, compared with an increase of more than a quarter of a million (+263,000) from Q2 2016 to Q2 2017. Contrary to the popular narrative, the labour supply shock is being driven primarily by falling interest from migrants from outside the EU. The number of non-EU-born workers in the UK decreased by 40,000 between Q2 2017 and Q2 2018, compared with an increase of almost a quarter of a million (225,000) during the same period in the previous year. Looking ahead, labour supply looks set to be further constrained from 2021 when migration restrictions for EU citizens are introduced, especially for lower-skilled workers. In particular, employers express concern that the main route for recruiting EU citizens to fill lower-skilled roles that was recently proposed by the Migration Advisory Committee wont be enough to satisfy their recruitment needs. One in ten (10%) employers that currently employ EU citizens report that extending the Youth Mobility Scheme to EU nationals post-Brexit would meet their recruitment needs to a large extent for medium and low-skilled roles. In addition, a third (33%) of employers who employ non-EU citizens say that the administrative burden of using the current points-based system for non-EU citizens system, which will most likely be adopted for EU citizens from 2021, is too great. Around a quarter (26%) say that the salary threshold is too high and a fifth (20%) of employers say that the cost implications of the current system are also too high. No movement on pay except for new starters and key staff While demand for labour remains strong, overall, employers report median basic pay increase expectations for the 12 months to September 2019 of just 2%. However, the squeeze on skills is having a clear impact on many employers pay decisions: Around half of organisations (48%) that have experienced increased difficulty recruiting staff during the past 12 months have increased starting salaries in response. More than a quarter (27%) have done so for the majority of vacancies, while around a fifth (21%) have done so for a minority of vacancies. Among organisations that have experienced increased difficulty retaining staff over the past 12 months, just over half (51%) have increased salaries, with 28% raising salaries for the majority of staff and 23% doing so for key staff only. Almost half of employers (47%) have not raised salaries at all in response to rising retention difficulties, highlighting the wider productivity challenges and cost pressures facing many organisations. Gerwyn Davies, Senior Labour Market Analyst for the CIPD, the professional body for HR and people development comments: The data implies that the pendulum has swung away from the UK as an attractive place to live and work for non-UK born citizens, especially non-EU citizens, during a period of strong employment growth and low unemployment. This has heightened recruitment difficulties for some employers. It also underlines the risk that more non-UK-born citizens and employers will be discouraged from using the post-Brexit system if more support is not provided and it is not made simpler, fairer and more affordable; especially for lower-skilled roles. Against the backdrop of a tight labour market, failure to do this will heighten recruitment difficulties and could lead to negative consequences for existing staff, such as higher workloads, and loss of business or orders for firms. Its vital that businesses understand the workforce challenges they face, and make the relevant investment in skills and adopt the right people management practices to boost productivity in their organisation. Alex Fleming, Country Head and President of Staffing and Solutions, The Adecco Group UK and Ireland, added: The labour market in the UK is tight and this research is reporting increasingly high levels of recruitment and retention difficulties. While the data is not showing wages rising across the board, we are regularly seeing this pressure being exerted in the recruitment space. "Our clients are often surprised at the market rates when they are making talent-attraction decisions. This supply shock and other pressures will only serve to increase these difficulties, which could easily flow out into the rest of the workforce. In turn, this could cause a wider upward movement on wages. "Employers should be aware that wages are not the only answer as for in-demand employees, marginal salary gains may not be what they most desire. Weve seen wider benefits packages, which include flexible working and a good culture often win over a simple increase in salary.
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Disciplinaries, mistakes and upsetting your colleagues: The signs you´re getting fired
12-November-2018 - onrec.com
As CV-Library reveals what you can do to ensure you dont get the boot! Posted in News archive on 12 Nov 2018 Company Profile CV-Library.co.uk View profile » While being sacked is a real fear for many, just under one in five (18.7%) Brits admit that theyve been fired from a previous role, with over half (53.8%) stating that they didnt even see it coming. Thats according to new research from the UKs leading independent job board, CV-Library . The survey of 1,100 professionals aimed to find out how many people have been dismissed from work and the reasons behind this. Interestingly, almost a quarter (22.6%) of Brits have had to fire someone in the past. With this in mind, when asked about the top signs that someone is about to be fired, workers cited the following: Raised concerns around performance - 70.9% Receiving a formal disciplinary - 68% Recently making a big mistake at work - 37.4% Upsetting a manager and/or co-worker(s) - 27.9% Workload being reduced - 27.1% Being avoided by managers - 23.7% Hearing rumours from colleagues - 22.5% Senior staff having lots of meetings - 22.0% Shifts have been reduced - 16.9% Manager is training up colleagues - 13.4% Lee Biggins, founder and managing director of CV-Library comments on the findings: If any of these signs sound familiar, its best to not panic right away. Just because your colleagues are having extra training, or managers are having regular meetings, it doesnt mean that youre about to get fired. Perhaps your colleague just needed more support! That said, a formal disciplinary or concerns being raised about your performance is a sure fire sign that you need to make a change. Take this seriously or you might risk losing your job. Are you worried youre about to be fired? CV-Library shares its top tips for addressing the problem and getting back on track: Think about your performance: Are there any areas you could improve on? By developing your skills, you can excel any areas you may be underperforming in. Be clear on your rights: Theres certain boxes employers must tick before they can fire someone, so read up online to get a better understanding of your rights · Arrange a meeting with your manager: Explain why youre concerned about your job and be sure to come armed with examples of how you contribute towards the team. Set up a meeting with HR: Theyll be clued up on the situation and are able to offer advice or intervene if you feel youre facing unfair dismissal. Prepare for the worst case scenario: While its difficult to think about, if youre not right for the role it could be time to update your CV and browse other opportunities in your industry. Biggins concludes: If youre concerned about your job, its best to speak with your manager or the HR department. Theyll be able to help you identify if there really is a problem and advise you on how to resolve it. Whats more, if you feel youve been dismissed unfairly, remember that you have rights, so seek legal help where necessary.
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London professionals actively looking to secure pre-Brexit moves
12-November-2018 - onrec.com
Morgan McKinley London Employment Monitor - November Posted in News archive on 12 Nov 2018 London Employment Monitor October 2018 highlights: 7% decrease in jobs available, month-on-month 33% decrease in jobs available, year-on-year 26% increase in professionals seeking jobs, month-on-month 23% decrease in professionals seeking jobs, year-on-year Average salary change for October was 25% Jobs numbers continue to slow down by perpetual Brexit disarray With no summer uptick in jobs to boost the market going into autumn, the October jobs landscape was an austere one. Jobs decreased by 7% month-on-month, and by an aggressive 33% year-on-year. Traditionally, this is the time of year that institutions slow down their hiring until after the new year, making for a potential drop in hiring for the remainder of 2018. Though many organisations are being tight lipped about their post-Brexit staffing plans, it is evident that we are now too close to the March deadline for institutions to want to aggressively beef up London staff. Brexits grip on jobs feels permanent, but one way or the other, the fever will break in the coming months, said Hakan Enver, Managing Director, Morgan McKinley Financial Services . The question now is how deep a hole will we have to climb our way out of come March? The reticence of employers to discuss their hiring plans is causing professionals to seek out new opportunities at an accelerated rate. Businesses are holding their cards close to their chests, prepared to hold off on announcements until the very last minute, and thats worrying their staff, said Enver. Professionals who want to stay in London, but are concerned about their roles being transferred overseas, are leveraging the shrinking window of time to try and secure a job locally. This is shown in the 26% increase in professionals seeking jobs compared to the prior month, added Enver. Brexit takes a bite out of business investments A new CBI business-leader survey released in October found that four out of five firms reported Brexit as having already hurt their investment plans, adding that they would implement "damaging" contingency plans if they cannot get more clarity on the terms of the UK's departure from the EU. "There's no way to fully quantify the loss in investments that have taken place during the last two years. But you can draw a straight line from those withheld investments and the 33% decline in jobs from one year ago", said Enver. More than 70 business leaders have signed a letter calling for a public vote on the terms of the UK's Brexit deal. "The business community was promised that, if the country voted to leave, there would continue to be frictionless trade with the EU and the certainty about future relations that we need to invest for the long term", the letter said, pointing out how far a cry reality has been from this promise. "Brexit has been a series of blunders and it stands to reason, businesses want to apply pressure on the government to get the economy back on track", said Enver. Brexit isnt the only culprit for the challenging jobs climate. The spectre of trade wars in multiple regions, paired with a political climate that rewards antagonism over collaboration and the promise of rising interest rates, are all adding to a climate of confusion that is impacting the hiring market. "We live in uncertain times and uncertainty has never been good for business", said Enver. Timing of IR35 legislation rollout brings relief, but concerns remain Chancellor of the Exchequer Philip Hammond announced that whilst the government will introduce new rules tightening the application of IR35 legislation in the private sector, this will be effective in April 2020, rather than April 2019 as some had feared. The rules, which apply to off-payroll workers, are already in place for the public sector. "Whilst the decision to apply these rules in the private sector is not popular with business, the delay at least gives companies breathing space to prepare, though we still don't have the answers to all the fundamental questions of how this will impact both large and medium size companies and the self employed contractors themselves", said Enver. Contractors play a key part in satisfying demand for talent from the financial services sector, and the new rules around IR35 are expected to change the contractor hiring market in significant ways. It will complicate things, especially if the categorisation of roles as being on-payroll means legitimate contractors are forced to pay a significantly higher tax rate, or if that forces them out of the talent pool. What we saw in the public sector is that many hirers will make blanket decisions not to use Limited company contractors, even if the roles would pass the test, which severely limits the talent available to them. Part of this is a lack of confidence in the CEST test, and ambiguity over where the liabilities and responsibilities fall, and these are some of the issues that need to be resolved in the next 18 months said Enver. In a push for diversity and efficiency, recruitment methods get a makeover Leading financial services organisations are signalling to recruiters and professionals that they are changing the way they recruit staff . Both PwC and KPMG have announced they will no longer accept all-male job shortlists, to ensure more pathways for women into the sector. Finance remains a male dominated sector, and this is a big step towards changing that, said Enver. Increasingly, organisations are also beginning to pare down the interview process by dropping the final interview stage for student recruitment altogether. So far, of the larger institutions, only EY and KPMG have made this change which, in the case of EY, almost halved its recruitment time, bringing it down to five weeks from application to offer. Shaving three weeks off the time it takes to hire a recent graduate puts you miles ahead of the competition for talent recruitment, said Enver.
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Breakthrough in Recruitment Testing with New HTML5 Player
12-November-2018 - onrec.com
Recruitment testing provider ISV Software has launched a brand new, purpose built HTML5 player to support their candidate testing and training platform, ISV Online. Posted in News archive on 12 Nov 2018 Company Profile ISV Online View profile » The HTML5 player replaces the need to use Flash to run any testing or training content through ISV. It has been released and is already in use by ISVs recruitment, HR, and talent development customers. This is a hugely significant development for ISV and the testing industry. The HTML5 player has been designed and developed by ISVs in-house team specifically for their platform. It will be web-based initially but ultimately widen the scope of using appropriate tests on mobile devices like tablets. Using an HTML5 player to deliver content will improve both the user experience and candidate experience. There are no downloads required, the player just picks up the content and instructs the relevant browser how it should be delivered. The window showing content is scalable and responsive so, regardless of screen size, the user can view the content easily. The HTML5 player is ideal for content rich web pages like the recruitment tests and candidate training on offer from ISV Online. Amanda Davies, Managing Director of ISV, said We are delighted with the release of the ISV HTML5 player. Its another factor that sets us apart as the market leader for recruitment testing with a platform that is not just secure but focuses on usability for both the candidate and the recruiter or HR professional. Were constantly developing our recruitment testing and our in-house development team have done a fantastic job with our purpose built HTML5 Player. Customers already using ISV Online dont need to make any amendments to their system, the HTML5 player will automatically pick up content. Those on ISVs legacy product (FastPath) and any recruiters keen to try out the candidate testing and training should contact ISV today .
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Will Britain tech Brexit in its stride? UK technology sector still attracting high-skilled global migrants
12-November-2018 - onrec.com
Brexit uncertainty has so far barely dented the UKs ability to attract high-skilled tech professionals from abroad, according to new analysis by the worlds largest job site Indeed. Posted in News archive on 12 Nov 2018 Company Profile Indeed View profile » Britains technology sector continues to attract foreign-based workers - who account for one in 10 tech jobseekers Interest is strongest among people from non-EU countries, who dominate enquiries about high-skilled jobs EU jobseekers - whose access to the UK may be curtailed by post-Brexit visa rules - maintain high interest in lower-paid skilled roles Brexit uncertainty has so far barely dented the UKs ability to attract high-skilled tech professionals from abroad, according to new analysis by the worlds largest job site Indeed . One in 10 enquiries about currently available British tech jobs comes from jobseekers outside the UK, the figures reveal. Tech-related roles are especially popular among non-EU jobseekers, and three of the four most in-demand UK jobs among high-skilled global jobseekers are in technology. The four tech roles in the 10 most popular jobs being sought by skilled non-EU workers - SAP consultant, iOS developer, Android developer and Java developer - pay an average salary of almost £52,000. For all four, India accounts for more candidates than any other country. Indias emergence as an IT superpower has produced large numbers of highly-skilled tech professionals, on whom Britains booming, £184bn tech sector has become increasingly reliant. Indeeds data reveals that a fifth of Indian jobseekers enquiring about UK jobs during the first nine months of 2018 were interested in tech jobs. Meanwhile, jobseekers from the EU remain predominantly interested in skilled but lower paid roles in the UK, such as language teaching, international sales and translator jobs. Current UK work visa guidelines indicate that an annual salary of £30,000 or more is often required for non-EU citizens to secure approval to work in Britain, which may explain why highly-paid, high-skilled roles are the most popular among global jobseekers looking for work in the UK. The governments pledge to extend the same visa rules to EU citizens post-Brexit could mean many Europeans fall foul of the eligibility criteria, as several of the roles most popular among EU citizens pay less than the £30,000 threshold. This raises the prospect of skilled Europeans eschewing a post-Brexit UK in favour of EU economies where they can work more easily, such as Ireland or Germany. PawelAdrjan, economist at global job site Indeed, comments: Britains tech sector is a magnet for global talent. Its popularity among non-EU jobseekers could provide a valuable Brexit hedge, as the ability of non-Europeans to apply for work in Britain will be unaffected by the UKs departure from the EU. That will provide some reassurance for Britains tech employers. However, the governments plan to level the playing field for EU and non-EU workers seeking to come the UK after Brexit may interrupt the supply of Europeans looking for skilled but lower-paid jobs. A shortfall in European applicants for entry-level but specialist roles, especially language-based positions, is unlikely to be able to be filled by British applicants, with language learning in the UK continuing to decline. While initially problematic, this may result in significant pay rises in these sectors to enable European workers to meet any future salary threshold and remain eligible for a working visa.
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Tough Mudder, facing tricky obstacles of its own, will split into two companies
09-November-2018 - usatoday.com
Tough Mudder is splitting into two companies as its obstacle course racing events face financial hurdles and increased competition.
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Former Tesla employee indicted for alleged $9.3-million embezzlement scheme
09-November-2018 - usatoday.com
Federal authorities accused former Tesla employee Salil Parulekar of using his position to embezzle $9.3 million in 2016 and 2017.
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Americans are more concerned with data privacy than job creation, study shows
09-November-2018 - usatoday.com
Americans believe that companies should have a mission that goes beyond the money. The latest Harris Poll data show how people think theyre doing.
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Exclusive: Softbank´s Saudi-backed Vision Fund to raise $4 billion in debt
09-November-2018 - reuters.com
SoftBank's Vision Fund is raising $4 billion in debt to help finance acquisitions and has hired Goldman Sachs and Mizuho to work on the deal, a presentation seen by Reuters said.
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After 20K Employees Protest, Google Searches for New Harassment Policies
09-November-2018 - insurancejournal.com
Alphabet Inc.s Google said on Thursday it would change the way it handles sexual harassment claims, a week after 20,000 of its workers around the world walked off their jobs to protest its response to such issues. Arbitration will become
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Former Tesla employee charged with embezzling $9.3 million
09-November-2018 - usatoday.com
A former Tesla employee has been charged with embezzling around $9.3 million from the company between 2016 and 2017. Veuers Sam Berman has the full story.
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Glassdoor introduces new website to help employers recruit and hire quality talent at scale
09-November-2018 - onrec.com
Posted in Launch Glassdoor For Employers Offers Customised Recruiting Solutions and Resources, an Extensive Resource Library and Helpful Chat Feature on 09 Nov 2018 Company Profile Glassdoor View profile » With employers reporting that hiring high quality candidates is their top challenge, Glassdoor , one of the worlds largest job and recruiting sites, today unveiled the new Glassdoor For Employers experience. Glassdoor For Employers is designed to help employers recruit and hire quality talent faster and more easily. Hiring is one of the most important aspects for any business, but who we hire and how we hire can vary based on company size, industry, location and a range of other factors, said Kirk Miles, Glassdoors Senior Lead of Product Management. At Glassdoor, we are obsessed with making the job search and hiring process a better all-round experience. As such, we are highly focussed on helping employers find the right recruiting solution while helping them discover a host of supportive resources to improve their overall recruiting strategy. With Glassdoor For Employers, recruiters and hiring managers will receive a customised experience complete with recommended recruiting solutions (including job posting , job advertising and employer branding products) based on their hiring needs as a small, medium, or enterprise sized company. In addition, Glassdoor For Employers features a free, searchable library that recommends resources and articles specifically tailored to the common questions and needs of different sized employers, along with a new chat feature to connect employers with the information they are seeking. Through the chat feature, employers have the option to schedule a meeting with a Glassdoor representative to learn more about the products and resources. Recently, Glassdoor has made other improvements to existing recruiting features to further support employers in their recruiting and hiring efforts. For example, Glassdoors updated Applicant Management System (AMS) allows employers to rate and track candidates throughout the hiring process, add notes about candidates, as well as search, filter, and sort candidates. These features allow employers to better stay organised throughout the recruiting process and make more informed decisions about candidates, ultimately helping them make better hires. Glassdoor is one of the worlds largest job and recruiting sites, featuring all of the latest jobs online paired with more than 42 million reviews and insights from employees on more than 800,000 companies in 190 countries.(1) Glassdoor welcomes more than 55 million unique users, on average, to its desktop and mobile platforms each month.(2) The top reason people visit Glassdoor is to search and/or apply to jobs.(3) In addition, Glassdoor currently helps more than 7,300 employer clients, including approximately 50 percent of the Fortune 500, recruit and hire quality talent through job advertising, job posting and employer branding services.(4) 1 Glassdoor Internal Data, June 2018 2 Google Analytics, CQ218 average 3 Glassdoor.co.uk UK Site Survey, August 2017 4 Excludes POC and self-serve clients; Glassdoor Internal Data, June 2018
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Veterans returning to civilian life find a more welcoming labor market
09-November-2018 - usatoday.com
Several years ago, many veterans returning to civilian life struggled to find jobs. But theyre finding jobs more plentiful today. This is why.
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Thought you left bullying behind in the playground? Think again.
09-November-2018 - onrec.com
Posted in News archive 81 per cent of UK workers have felt bullied in their place of work on 09 Nov 2018 Company Profile TopCV View profile » As Anti-Bullying Week 2018 approaches (1216 November) and with recent research revealing that 45 per cent of young people experience some form of bullying before the age of 18, TopCV , the largest CV-writing service in the world, asked professionals if they had ever been bullied in the workplace by a superior or a peer. With 81 per cent of UK respondents reporting that they have felt bullied by a boss or colleague, the results clearly demonstrate that bullying, unfortunately, seems to continue well into many careers. Among female respondents, 84 per cent had felt bullied by a boss or colleague. Male respondents presented a similar picture, with 75 per cent claiming to have experienced workplace bullying, either by their boss or colleague. Bullying can take many forms, both online and offline. While bullying itself is not against the law, it is a form of abusive behaviour, be that verbal or physical. If a colleague or boss is behaving in an intimidating or offensive way, it could be classed as harassment ? which is illegal under the Equality Act 2010 . Although we may typically associate bullying with childhood playgrounds and teenagers picking on one another online, it is, unfortunately, a common reality for many adults in their place of work, said Amanda Augustine, career advice expert for TopCV. Despite a number of drives to promote inclusivity and brilliant initiatives such as Anti-Bullying Week aimed at increasing awareness about bullying in all settings - be that the classroom or the boardroom - the results of this survey show that there is still much more to be done, says Augustine. The theme of this years campaign is choose respect" something which we could all do well to live by.
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Amazon HQ2 and Foxconn deals leave cities feeling used
09-November-2018 - usatoday.com
Detroit alone, working with state officials, offered Amazon $4 billion to get the 50,000 new jobs and billions in investment that HQ2 could mean.
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LinkedIn rolls out new diversity insights across the UK and globally
09-November-2018 - onrec.com
New insights and product updates will help businesses plan, hire and develop more inclusive teams Posted in News archive on 09 Nov 2018 Today, LinkedIn is launching brand new gender diversity insights across its talent products to help businesses find, hire and develop more diverse teams. With gender representation being a top priority for companies across the world, the first update includes gender insights that will help businesses identify more representative pools of talent, with further enhancements launching in 2019. LinkedIns 2018 Global Recruiting Trends revealed that diversity ranked as the top priority for talent professionals in the UK, with 82% seeing it as crucial to their hiring strategy. In fact, LinkedIn research shows that 78% of companies prioritise diversity to improve culture and 62% see it as a factor in boosting financial performance. Despite a clear ambition, 38% of recruiters say one of their biggest challenges is actually finding and hiring diverse talent. As organisations look to build more diverse and winning teams, LinkedIn is supporting them with its diversity by design ethos. This means that we are integrating diversity insights across our talent product portfolio, giving businesses insights to help meet their diversity goals. The new updates will: Help businesses tap into diverse talent pools While there are many facets of diversity, the first updates begin with aggregated gender insights. These gender insights have been added to the Talent Pool reports in LinkedIns Talent Insights to give businesses and recruiters real-time gender representation information for different talent pockets across the UK, and globally*. This will allow businesses to identify opportunities by city, industry, job title and skills, and will spotlight alternative talent pools with greater gender representation. For example, by using these insights a business might find that other sectors or cities have a greater representation of women with the skills theyre looking for. Show businesses a diverse mix of qualified candidates In LinkedIns flagship product, Recruiter , search will reflect the gender distribution of the underlying talent pool when presenting search results. a more representative mix of qualified candidates will be listed when businesses search for talent - reflecting the gender distribution in that talent pool. For example, if there are 6,500 engineers (40% women, 60% men), a search on Recruiter will show approximately 40% of women and 60% of men on the first page of search results, more accurately representing the available pool of candidates. Help inform inclusive hiring strategies Over the next few weeks, LinkedIn Recruiter will also show businesses and recruiters how their jobs and InMails are performing across genders to ensure inclusive tone, language, and targeting. For example, if businesses find that men are disproportionately more likely to respond to job posts or InMails, they can consider rewriting them so they contain more inclusive language, and are more likely to drive female applicants. John Jersin , Global VP Product Management for LinkedIn Talent Solutions : Organisations want to create more diverse and inclusive workplaces, but the reality is that businesses are finding it challenging to find, hire and retain diverse talent. This is where we want to help. With more than 590m professionals on Linkedin globally we can provide businesses with real-time insights to support their hiring strategies - from identifying new talent pools to attracting diverse candidates. While there are many facets of diversity, gender is just the start, and our long-term vision at LinkedIn is to introduce additional diversity insights across other demographics. Additional diversity insights will be introduced to the Company Report within the Talent Insights product in the first half of 2019. This will allow businesses to see the gender representation of a companys overall workforce as well as within different functions, with the ability to benchmark against industry averages. These insights are currently available only for the U.S. workforce. Training for diversity, inclusion, and belonging Recognising that real impact comes from teams who are committed to removing bias in hiring practices, LinkedIn Learning has released a number of courses on diversity to help hiring managers and leaders tackle unconscious bias and create the best culture for hiring more inclusive teams. These online courses will be free to view and use until the end of November: Confronting Bias , Managing Diversity , Inclusive Leadership and Unconscious Bias . You can read more about how the new gender diversity insights will help businesses and talent professionals hire, retain and cultivate more inclusive teams in this LinkedIn blog post . Visual assets/images of the diversity insights updates are here: https://app.box.com/s/88iqgt91d9nqdhvy3s8hqf4gi11ho38l *Talent Pool report will provide aggregated gender insights with a minimum threshold of 50 professionals, and where gender can be inferred by at least 67% to ensure the information is as accurate as possible and does not reveal a gender attribution for individual members.
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Google bows to worker pressure on sexual misconduct policy
09-November-2018 - usatoday.com
The changes come one week after thousands of high-paid engineers and others walked out in protest over its male-dominated culture.
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Pinnacol in Colorado to Drop Workers Comp Rates, Issue Dividend in 2019
09-November-2018 - insurancejournal.com
Pinnacol Assurances Board of Directors has approved a plan to decrease workers compensation rates in 2019 by an average of 10 percent. The decrease will go into effect on Jan. 1, 2019, and will be the fourth straight year Pinnacol
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Wisconsin Shipyard Workers Settle Lead Claims for $7.5M
09-November-2018 - insurancejournal.com
Fraser Shipyards has settled lawsuits involving dozens of workers who were exposed to lead while working on an old freighter in Superior, the company said. Fraser has agreed to pay $7.5 million to more than 60 workers who were exposed
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Massachusetts Rogers & Gray Insurance Hires Brown to Management Team
09-November-2018 - insurancejournal.com
Rogers Gray Insurance, a Kingston, Mass.-based independent insurance agency, has hired Ryan Brown to its management team. Brown joins the agency from Safeco, a Liberty Mutual Company, where he was the senior territory manager in the Boston and New
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YOUNG & Associates Hires Pierro as Northeast Senior Regional Building Consultant
09-November-2018 - insurancejournal.com
YOUNG Associates, a full-service, national building consulting firm, has hired Don Pierro as senior regional building consultant serving the Northeast region. With more than 20 years experience, Pierro will provide clients with quantity surveying, cost estimating, scheduling, building valuation
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P&G names Jon Moeller No. 2 executive as company overhauls its corporate structure
08-November-2018 - usatoday.com
The Cincinnati-based consumer products giant said it will shift 60 percent of its corporate employees into six new "sector business units."
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Tesla names director Denholm to replace Musk as board chair
08-November-2018 - reuters.com
Tesla Inc has named director Robyn Denholm as board chair, fulfilling a demand by the U.S. Securities and Exchange Commission to strip the job from Elon Musk, the electric car maker's wayward chief executive who has dragged the company through months of turbulence.
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Fed holds rates steady, sees economy on track
08-November-2018 - reuters.com
The U.S. Federal Reserve held interest rates steady on Thursday and said ongoing strong job gains and household spending had kept the economy on track.
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VW plans to sell electric Tesla rival for less than $23,000: source
08-November-2018 - reuters.com
Volkswagen intends to sell electric cars for less than 20,000 euros ($22,836) and protect German jobs by converting three factories to make Tesla rivals, a source familiar with the plans said.
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Google hears protesters, changes sexual harassment policies
08-November-2018 - reuters.com
Alphabet Inc's Google said on Thursday it would change the way it handles sexual harassment claims, a week after 20,000 of its workers around the world walked off their jobs to protest its response to such issues.
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Tennessee Approves 19% Decrease in Workers Comp Rates
08-November-2018 - insurancejournal.com
Workers compensation rates in Tennessee will decrease by nearly 20 percent next year, marking the sixth consecutive year of decreases, according to a statement from the Tennessee Department of Commerce and Insurance. TDCI Commissioner Julie Mix McPeak approved a 19
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U.S. issues directive after Boeing alerts pilots following Indonesia crash
07-November-2018 - reuters.com
The U.S. Federal Aviation Administration issued an emergency airworthiness directive on Wednesday to address how to handle erroneous data from a sensor on the new Boeing 737 MAX jet in the wake of last week's Indonesian jetliner crash.
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CIPD launches new international standard for people professionals
07-November-2018 - onrec.com
New Profession Map reflects the changing face of the people profession Posted in News archive on 07 Nov 2018 Company Profile CIPD View profile » The CIPD has today launched a new and fully updated Profession Map which sets out the knowledge, behaviours and values underpinning todays people profession in the modern world of work. The new Profession Map the first since the 2013 version of the CIPDs original Profession Map has been designed to reflect the changes in the world of work and the priorities and role of people professionals. Major trends, from the changing demographics and needs of the workforce to alternative employment models and increasing use of technology, have challenged us to innovate and adapt our people management practices and approaches. The Map will evolve in line with the world of work, updating when the landscape shifts and keeping experts in people, work and change future-fit for years to come. Peter Cheese, CEO of the CIPD, explains : The world of work is changing fast. New roles, new skills and ways of working are emerging, along with different, more diverse organisational models and with them, the role and capabilities of the people profession are changing too. We need to work from solid foundations of knowledge, evidence, values and behaviours and create the practices that drive the right outcomes, led by clear principles. Our new Profession Map is a big step in that direction, setting the international standard for people professionals to make their greatest impact and thrive in a changing world of work. Developed for people professionals, with people professionals Developed in consultation with CIPD members, business leaders, industry experts and partner organisations from around the world, the new Profession Map is for all people professionals. From those just starting out in their careers to the most senior people directors, and from broad people generalists to those who have chosen to specialise in the many different areas of the profession. The Map focuses on values-based decision-making rather than generic practice or processes, to prepare all people professionals for steering judgement even where no obvious solutions, rules or precedents exist. It will help people professionals to build capability in themselves, their teams and organisations; develop expertise in emerging areas of practice; drive sustainable organisational change; and reinforce the value of the profession as experts on people, work and change. In time, the new Profession Map will underpin all CIPD qualifications, membership standards and CPD tools. This is a gradual process that will progress over the next couple of years. In the meantime, the 2013 Profession Map will still be referenced, and some of the newer areas of capabilities are being supported by ongoing learning programmes. Gary Cookson, Director, EPIC, and one of the many members of the CIPD involved in the development of the map, comments: What most excites me is that we, as a profession, are actively considering the future of work and how to make that world a better place in a way that I havent seen many other professional bodies doing. The new Profession Map is a great framework upon which to base my work and interventions. People professionals are at the heart of business thinking, Peter concludes: It is an exciting time to be in the people profession our role and importance at the heart of business thinking is growing. We want to help build confidence and trust in business and the profession, supporting the purpose, vision and strategic goals of every organisation as well as the people that work within them, and ultimately to enable our wider purpose of championing better work and working lives. The new Profession Map will provide clearer guidance for the future of the people profession, supporting individuals in their development and careers, as well as HR teams and organisations. At its heart, we want to position our future as being more principles led, evidence based, and outcomes driven. To find out more visit www.peopleprofession.cipd.org
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ZipRecruiter Announces Availability of Job Seeker Profiles on its Mobile App
07-November-2018 - onrec.com
ZipRecruiter, the online employment marketplace, today announced Job Seeker Profiles, a new guided feature available on the companys #1 rated mobile app that prompts job seekers to enter data about their experience and career objectives. Posted in News archive on 07 Nov 2018 Company Profile ZipRecruiter View profile » ZipRecruiters AI-driven matching technology will analyze data from Profiles and resumes to quickly and accurately connect employers and job seekers. ZipRecruiters Profiles feature aims to help millions of mobile app users find their dream job by simplifying the resume-building process and making it easier for them to stand out to employers. Profiles allows them to fill out a summary including their skills, certifications, desired salary, and career objectives. The data can be entered manually or generated automatically from an uploaded resume. Profiles also alerts job seekers of missing information and suggests ways to improve content. We launched Profiles to help job seekers tell their whole story, said Ian Siegel, co-founder, and CEO of ZipRecruiter. Work, and the way people find it, is evolvingclose to 70% of job seekers on ZipRecruiter use a mobile device when looking for a new job opportunity. With Profiles, weve built a flexible, intelligent product that maximizes their chances of finding the right employer, and vice versa, thus drastically reducing time to hire. Profiles is the latest feature deployed by the company that leverages their industry-leading AI technology to make it easier and faster to hire and get hired. In fact, job seekers often receive a message informing them that their application has been viewed within 48 hours of applying to a job, while 80% of employers who post a job on ZipRecruiter get a quality candidate through the site within the first day. ZipRecruiter typically has over 7.5 million active job listings from employers available at any given time and added an average of one million job seekers to the platform per month in the first quarter of 2018.
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Ladders Updates Popular Recruiter Eye-Tracking Study With New Key Insights on How Job Seekers Can Improve Their Resumes
07-November-2018 - onrec.com
Despite record low unemployment, the study found that job seekers have just 7.4 seconds to make an impression on recruiters, but can improve their resumes for extra attention. Posted in News archive on 07 Nov 2018 Ladders, Inc. , the leading career site for $100k+ jobs, today released the updated 2018 version of its Eye-Tracking Studyfirst unveiled in 2012that tracks the amount of time recruiters spend looking at the resumes of job seekers. The study, which utilized a technique called eye tracking, analyzed the amount of time a group of professional recruiters took to review candidate resumes and found that, despite fierce competition for talent, recruiters still skim resumes for superficial details such as layout, job titles, text flow, keywords and more. The average initial screening time for a candidates resume clocks in at just 7.4 secondsan improvement on the six-second average screening time found in 2012. Ladders determined that the seconds-long improvement is due in part to the fact that the previous study was conducted during the economic recession in the U.S., a time when an overwhelming amount of applicants for open positions caused recruiters to spend less time absorbing key resume details. Unemployment is at unprecedented lows in the current job market, and the findings of this new study underline the extent to which resume-skimming behaviors impact not only a job seekers chances of being noticed, but also a companys ability to spot qualified candidates, said Ladders CEO Marc Cenedella. We hope that job seekers will use the points found in the study to improve their resume in a market that currently favors the candidates. The study found that top-performing resumeswhere recruiters spent most time and focushave several key common traits. Those include: Simple layouts with clearly marked section and title headers, all written in a clear font. Layouts that took advantage of F-pattern and E-pattern reading tendencies, with bold job titles supported by bulleted lists of accomplishments. A detailed overview or mission statement, primarily located at the top of the first page of the resume. Worst-performing resumes also shared similar qualities. Those include: Cluttered layouts characterized by long sentences, multiple columns, and very little white space. Text flow that did not draw the eye down the page, lacking section or job headers. A reliance on keyword stuffing. Recommendations for job seekers hoping to improve their chances in an already beneficial market include: avoiding the temptation to cram as much information onto the resume page as possible; bolded sections or job titles throughout the document to catch the recruiters eye; short, declarative sentences that adequately list accomplishments instead of using excessive paragraphs; a strict two-page limit for more experienced job seekers; and utilizing keywords in context only. About Ladders Ladders, Inc. is a leading professional careers site that offers comprehensive, data-backed career tools and guidance to place members in top tier professional jobs. Founded in 2003 in New York, NY, Ladders has more than 10 million users who use the platform to manage, market and move up in their careers. For more information on Ladders, please visit www.theladders.com .
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APSCo Announces New Compliance+ Standards Committee
07-November-2018 - onrec.com
The Association of Professional Staffing Companies (APSCo) has announced new Compliance+ Standards Committees for both the Education and Social Work sectors. The expert representatives will help to shape the trade associations Compliance+ strategies into 2019. Posted in News archive on 07 Nov 2018 Company Profile APSCo View profile » APSCo developed its Compliance+ accreditation to provide an uncompromising quality benchmark for Education and Social Work recruitment companies. It is the best practice quality standard for Education and Social Work recruitment businesses and compels members to go beyond statutory safeguarding standards and aim for excellence in competency selection and service quality. New Social Work Compliance+ Committee Members are: Ben Arnold - 3D Recruit Abby Bryant - Charles Hunter Associates Chris Griffin - Social Personnel Hamida Rogers - FRCE Recruitment Group Debbie Smith - Caritas Robert Stockman - Remedy Gareth Welch - Tripod Andrew Thorne - Achieving for Children New Education Compliance+ Committee Members are: Gavin Beart - Reed Education Amy Gudgeon - 3D Recruit Gemma Hector - Apple a Day supply Polly Hogan - Headline UK Katy Rees - Smile Education Fran Sandiford - Smart Education Jane Scott - Key Stage Teacher Supply Permanent members of both committees include APSCo, an Independent Auditor and Keith Rosser as Chair. On the appointments, Ann Swain, Chief Executive of APSCo, commented: Congratulations to our new representatives and thank you to everyone who put themselves forward for the roles. These are prestigious positions and all of our committee members come with both glowing credentials and a breadth of experience in their respective sectors. I have no doubt that each one will have valuable insight to contribute as we build on our Compliance+ strategy and business plans for 2019 to support compliance of the recruitment profession within these vital markets.
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General Motors offers buyouts to 18,000 workers: The world is changing
07-November-2018 - usatoday.com
GMs move to reduce its workforce and cut costs signals it is becoming a new company looking to hire different kinds of people.
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California Insurance Commissioner Reduces Workers Comp Pure Premium
07-November-2018 - insurancejournal.com
California Insurance Commissioner Dave Jones on Wednesday issued a revised advisory workers compensation pure premium rate, lowering the benchmark to $1.63 per $100 of payroll effective Jan. 1, 2019. Jones has reduced the advisory pure premium rate by about 42
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Great American Insurance Names Liberty Mutuals Artin to Cyber Liability Team
07-November-2018 - insurancejournal.com
Great American Insurance Group has hired Kelli Artin as divisional vice president of Cyber Liability. Artin will focus on the distribution strategy and marketing of the companys cyber risk insurance offerings. Artin most recently served as a vice president with
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Florida Workers Comp Rates to Decrease by Double-Digits in 2019
07-November-2018 - insurancejournal.com
Florida workers compensation rates are going down again next year, the third decrease in the two years since significant Florida Supreme Court decisions created concern and uncertainty over future of the states workers comp system. According to an order from
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Ask HR: How to fight workplace incivility over politics after the midterm elections
06-November-2018 - usatoday.com
HR should support civility in the workplace every day and particularly Wednesday, when the results of the midterm elections might be met with anger.
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Application rates soar by 15% in October, as candidates battle for new jobs
06-November-2018 - onrec.com
As CV-Library reveals the top industries for hiring right now Posted in News archive on 06 Nov 2018 Company Profile CV-Library.co.uk View profile » Professionals are feeling optimistic as we approach the end of the year, with application rates rising by 15% in October. Thats according to the latest job market statistics from CV-Library , the UKs leading independent job site. The data, which compared figures from October 2018 with those of September 2018, reveals that application rates outpaced job growth last month for the first time since January, with vacancies rising by 11.6%. Whats more, some of the nations key sectors saw above average hikes in applications, making these the best industries for hiring right now: Hospitality 33.9% increase in applications Design 31.6% increase in applications Agriculture 25.9% increase in applications Construction 22.3% increase in applications Catering 21% increase in applications Sales 15.8% increase in applications Legal 15.2% increase in applications Engineering 15.2% increase in applications Marketing 13.1% increase in applications Recruitment 13.1% increase in applications Lee Biggins, founder and managing director of CV-Library , comments: The New Year often inspires people to set goals and take on new challenges, including looking for an exciting new job opportunity. This has clearly already started and the increase in applications should provide reassurance to employers that may be struggling to fill their roles. If youre looking to expand your team, now could be the perfect time. Furthermore, not only were applications on the rise last month, but candidate registrations to CV-Library were also up by 10.4% month-on-month. Interestingly, while salaries have risen quite consistently over the past few months, average pay for new jobs fell by 2.2% in October. Biggins concludes: The drop in salaries is interesting and could suggest that despite candidates feeling confident, businesses are slowing down and holding back until they begin their recruitment efforts again in the New Year. The fact that more candidates are perfecting their CVs and registering them online suggests that many are considering making a career move. This is particularly positive given that unemployment rates are continuing to drop and competition for candidates remains fierce. So what are you waiting for, post your jobs and start looking for ideal candidates today! Are you hiring? Make the most of this candidate confidence and post your jobs with CV-Library.
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Athona appoints new Directors within its Healthcare division
06-November-2018 - onrec.com
Athona Recruitment is pleased to announce that Tanya Ironmonger has been promoted to Director for Acute Doctors. Tanya has worked at Athona since 2007, starting as a Compliance Officer, before becoming a Recruitment Consultant then Business Manager of Athonas Consultants team Posted in News archive on 06 Nov 2018 Company Profile Athona Recruitment, Affecting Futures View profile » Tanyas attention to detail and thorough industry knowledge mean that this exciting new challenge will enable Tanya to take the division to the next level. Athona Recruitments Business Development team has also recently grown with Toby Colley being appointed as Business Development Director for the Healthcare division. Based in the North, Toby will be working closely with our clients both in this region and across the UK supporting Athonas national growth. Toby has over 17 years experience within the healthcare sector. Speaking of his new role, Toby said Athona, has significant growth plans for the future. With innovation at the heart of this growth, coupled with an excellent reputation for service delivery, it means this is a very exciting time to join the company. About Athona The Athona Group is a specialist recruitment provider to the healthcare and education markets. As a leading UK staffing company, Athona was established in response to a demand for an honest, professional and reliable agency. If you are interested in finding out what opportunities are available or need a recruitment solution, then please get in touch today. As a business we take what we do seriously and our Affecting Futures strapline highlights that. We understand that decisions we make in our day-to-day working lives impact the futures of those we interact with. Affecting Futures is at the forefront of everything we do.
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How RChilli Helped TargetMyResume.com
06-November-2018 - onrec.com
TargetMyResume.com is a powerful resume tool that merges key job skills from job postings directly into candidates resume. Posted in News archive on 06 Nov 2018 Company Profile RChilli Inc. View profile » TargetMyResume.com is a powerful resume tool that merges key job skills from job postings directly into candidates resume. The company uses sophisticated algorithms to merge a candidates resume and the job description into one. Their mission is to provide an online resume tool that increases candidates ability to get the job they want and increase their opportunities. They chose RChillis resume parser to extract and match keywords and include the same in a resume to increase its value. What Were the Key Challenges? The main challenge of the company was to meet the requirements of candidates and increase the value of their resumes . Another challenge was extracting relevant skills from matching job titles that would help a candidate enhance his/her resume. As they received resumes in all formats , matching and extracting keywords was difficult. They were looking for a solution that would help them serve their mission statement and could implement easily. How RChilli Helped With our resume parser , parsing of resumes of any document format is possible . This includes doc, docx, pdf, html, rtf, etc. Our rich taxonomy provides them job-related skills which are included in candidates resumes. The skills which match against the job targeted by the candidates make their resumes capable enough to pass through any ATS. These job skills are linked with O*NET® Occupational Database. With the extraction of resume data into more than 100 data fields , the company can easily focus on candidates skills without having to read the entire resume. Whats the Outcome? With our resume parser, the company can see a visible increase in the value of resumes . The result is an improved resume which identifies keywords required to pass through an applicant tracking system . RChilli helps the company in achieving their main goal i.e to create a targeted resume.
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Jackson Sumner & Associates Hires Winfree as Virginia Marketing Rep
06-November-2018 - insurancejournal.com
Jackson Sumner Associates (JSA) has hired Adam Winfree as the companys Virginia marketing representative. Winfree joins the company as a 13-year veteran of the insurance industry, having worked previously as personal lines manager for a retail agency in the
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Simpson Joins EPIC Insurance Brokers in Houston
06-November-2018 - insurancejournal.com
Bob Simpson has joined EPIC Insurance Brokers and Consultants in Houston as director, Communications and Engagement (C E), to lead EPICs C E practice nationally. Simpsons responsibilities will include providing strategic and tactical direction for all employee benefits client communication engagements. Simpson
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New Hampshires SAN Group Hires Stockwell
06-November-2018 - insurancejournal.com
Satellite Agency Network Group Inc. (SAN), a Hampton, N.H.-based alliance of independent insurance agencies in the Northeastern U.S., has hired Jessica Stockwell as agency development field specialist. In this role, Stockwell will be directly responsible for agency development and consulting
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Legal industry adds 600 jobs in October following September gain
05-November-2018 - abajournal.com
The legal services sector has added jobs for two months in a row. In October, the legal industry gained 600 jobs, followed by a gain
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Amazon reduction of holiday workers might mean more automation
05-November-2018 - usatoday.com
Amazons reduction of holiday workers could be a sign of more automation. Buzz60s Mercer Morrison has the story.
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Amazon drops $25 minimum for free shipping through holiday shopping season
05-November-2018 - usatoday.com
Holiday shoppers on Amazon can get free shipping, even without an Amazon Prime subscription. Usually, shoppers must spend $25 for free shipping.
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More employers are offering paid time off to vote this Election Day
05-November-2018 - usatoday.com
A record 44% of U.S. firms will give employers paid time off to vote in the midterm elections on Tuesday, up from 37% in 2016.
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Amazon hiring thousands of delivery drivers for holiday season
05-November-2018 - reuters.com
Amazon.com Inc wants to hire thousands of seasonal delivery drivers to supplement services provided by the U.S. Post Office, United Parcel Service Inc , FedEx Corp and its own delivery partners, the company said on Monday.
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Are you really getting the best deals on Amazon? Follow these tips and save money.
05-November-2018 - usatoday.com
Are you really getting the best deals available on Amazon? Learn how to save money on everything from books to groceries with these tips and tricks.
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Explosion in Chicago Leaves 1 Railroad Worker Dead, 1 Hurt
05-November-2018 - insurancejournal.com
Authorities say one railroad worker has died and another is seriously hurt following what appears to be an accidental explosion near a Chicago station. The Cook County medical examiners office says one of the men was pronounced dead early Saturday
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Texas Mutual, UT Dallas Partner on Risk Control, Safety Engineering Class
05-November-2018 - insurancejournal.com
Workers compensation provider, Texas Mutual Insurance Co., is partnering with The University of Texas at Dallas (UT Dallas) Naveen Jindal School of Management for a brand-new Risk Control and Safety Engineering class. This course is currently exclusive to UT Dallas
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Texas Underground Tank Contractor Cited for Excavation Hazards
05-November-2018 - insurancejournal.com
Federal workplace safety regulators have cited Texas-based UST Systems Inc. for trench safety violations after the company allowed its employees to enter an excavation site in Austin without proper protections or training on the dangers of unsupported soils. UST Systems
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$900K Lawsuit Charges Oregon Paraeducators Assaulted by Students
05-November-2018 - insurancejournal.com
Two employees who were assigned to assist special needs students in the classroom have filed a $900,000 lawsuit against Portland Public Schools, claiming the district ignored pleas for help as violent students repeatedly assaulted them. The Oregonian/OregonLive reported Joyce Moore
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WKFC Underwriting Managers Hires Reisig in New York
05-November-2018 - insurancejournal.com
WKFC Underwriting Managers has hired Mark Reisig as chief underwriting officer of its Property division, based at the companys headquarters in Melville, N.Y. Reisig joins WKFC with more than 30 years of property insurance experience. His previous position was with
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Trade wars, taxes, immigration among top economic issues for voters in midterm elections
05-November-2018 - usatoday.com
Trade wars, taxes, immigration, health care are among voters economic concerns ahead of midterms. With a strong economy, fewer worry over jobs
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4 factors to consider when deciding on stocks or bonds in retirement
04-November-2018 - usatoday.com
Whether youre a recent college grad, mid-career professional, or senior, deciding how much to put in stocks and bonds can be confusing.
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Did a surprise blow your budget? How to move forward and get back on financial track
04-November-2018 - usatoday.com
Sometimes bad luck strikes. Whatever the setback, heres how experts advise you to get your finances back on track.
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Your employer doesnt offer a 401(k) plan? There are still ways to save for retirement
03-November-2018 - usatoday.com
Millions of Americans work for small businesses, and most of those employers do not offer retirement plans. There are steps you can take.
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3 things you should tackle on your Social Security benefits before retirement
03-November-2018 - usatoday.com
Why collect smaller Social Security benefit checks than you have to? Learn how to get more in the program and increase your future financial security.
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India iPhone sales to fall for first time in four years: researcher
03-November-2018 - reuters.com
Apple's iPhone sales are set to dip by around a quarter in India's holiday season fourth quarter, putting them on course for the first full-year fall in four years, industry research firm Counterpoint said on Saturday.
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Economy adds robust 250,000 jobs in October in last employment report before election
02-November-2018 - usatoday.com
Economy adds 250,000 jobs in October. The employment report is the last before midterm elections. Economists expected 200,000 payroll gains
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Tis the season for Starbucks holiday cups
02-November-2018 - usatoday.com
Love or hate those seasonal Starbucks cups, theyre coming and heres how to get a free reusable one. Buzz60s Tony Spitz has the cheery details.
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Investigators: Contractor Mismarked Gas Line Before Deadly Wisconsin Blast
02-November-2018 - insurancejournal.com
A utility-location worker failed to properly mark a natural gas line in a Madison, Wisconsin, suburb this summer, leading to an explosion that leveled more than half a dozen buildings and killed a firefighter, according to court documents. A search
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Three Workers Hospitalized in Delaware Refinery Explosion
02-November-2018 - insurancejournal.com
Equipment failure at a Delaware refinery caused an explosion that has sent three workers to the hospital. News outlets report the Office of the State Fire Marshal said in a release the Delaware City Refinery was the site of a
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U.S. job growth soars; annual wage gain largest since 2009
02-November-2018 - reuters.com
U.S. job growth rebounded sharply in October and wages recorded their largest annual gain in 9-1/2 years, pointing to further labor market tightening that could encourage the Federal Reserve to raise interest rates again in December.
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PMA Companies Names Copeland VP of Managed Care in Pennsylvania
02-November-2018 - insurancejournal.com
PMA Companies, a Pennsylvania-headquartered provider of workers compensation, casualty insurance, and TPA and risk services, has named Josephine Copeland as vice president of Managed Care. In this role, Copeland is responsible for leading PMAs corporate and field Managed Care operations.
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Hope for 401(k)s: Why flipping calendar to November could provide lift to stocks
02-November-2018 - usatoday.com
October was a spooky month for stock investors and workers with 401(k)s. But the flip of the calendar to November might revive the battered bull.
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Workplace Injuries Costing the UK £15 Billion a Year
02-November-2018 - onrec.com
Personal injury specialist YouClaim is urging employers and employees to ensure they are doing everything they can to reduce the risk of accidents in the workplace, as businesses are spending billions of pounds each year to cover the cost of accidents. Posted in News archive on 02 Nov 2018 Company Profile I-COM - Digital marketing and website design View profile » The 2017/18 Health and Safety Executive (HSE) reports show that although the number of injuries has gradually declined over the last five years, work-related accidents and illness cost the UK around £15 billion last year, with workplace injuries costing £5.2 billion. This resulted in 3.9 million lost working days due to non-fatal injuries. Also, since the introduction of new sentencing guidelines on 1st February 2016, the value of fines collected has increased by 87%, jumping from £38.8 million in 2015/16 to £72.6 million in 2017/18. Manufacturing was the most fined industry with £27 million worth of fines issued, followed by construction at £18.9 million and water supply/waste management at £5.6 million, which was a 49% increase compared to 2016/17. Other sectors that saw notable increases in fines were human health and social work at 150% (from £1.8 million to £4.5 million) and distribution, hotels and restaurants at 70% (from £3 million to £5.2 million). Richard Powell at YouClaim said: For some companies, fines issued for breaches in health and safety could be the difference between staying in business or facing bankruptcy. Although the new penalties may seem tough, they are in place to urge companies to assess their current health and safety procedures and commit to further improving standards. Research carried out by YouClaim into the findings of the HSEs survey of managing health and safety in the workplace highlighted that a quarter of businesses see the complexity of legal obligations as a major difficulty in addressing issues. Related to this, 17% of organisations see the required paperwork as a difficulty, while lack of resources - either staff or time (19%), money (15%) or expertise/specialist support (10%) - is another problem. Mr Powell said: Competency is the most vital skill to managing health and safety in the workplace, and every level of an organisation should be involved. Training directors, line managers and workers to be more aware of risks and understand what action needs to be taken when a hazard arises will help to promote a safe and healthy workplace. To help raise awareness of accidents in the workplace, YouClaim has created a visual guide on the risks that many companies are missing that may increase the likelihood of an incident. Mr Powell said: Without regular checks, a seemingly safe workplace can hide serious health and safety risks likely to cause harm to employees, visitors or members of the public. In reality, it may be impractical to prevent every imaginable hazard, but no one wants to think that they could have done more if an accident were to take place.
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Texas Metal Recycling Co. Cited for Employee Injury, Fined $311.5K
02-November-2018 - insurancejournal.com
Federal safety officials have cited Venture Metals LLC based in Dallas, Texas for exposing employees to crushing hazards after a stack of pipes fell and crushed a worker, leading to his hospitalization. The company faces $311,580 in penalties
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Missouri Plumbing Contractor Admits to Safety Violations; Will Pay $225K Penalty
02-November-2018 - insurancejournal.com
Arrow Plumbing LLC has admitted to willfully violating federal safety standards by failing to require and enforce the use of trench boxes or other trench protection techniques at a home construction site in Belton, Missouri, the U.S. Department of Labors
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Medical Profession Liability Insurer ISMIE Mutual Expanding Into Ohio
02-November-2018 - insurancejournal.com
ISMIE Mutual Insurance Co., a medical professional liability insurance provider, is expanding into Ohio after state regulators there granted the company admitted status. ISMIE said it is now able to offer Ohio physicians, health professionals and medical entities of all
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Making It Work: Erin Johnston
01-November-2018 - abajournal.com
I am a quintessential working mother, devoted to both my career and my children. A litigation partner at Kirkland Ellis, I have three beautiful
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Lawyers on balancing motherhood or choosing a child-free life
01-November-2018 - abajournal.com
SINGLE MOTHER BY CHOICE Colette Vogele, a senior attorney at Microsoft in Seattle, is a single mom by choice. She had a great career
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Texas Nurse Sentenced on Workers Comp Fraud Charges
01-November-2018 - insurancejournal.com
Texas Mutual Insurance Co. has reported that a Travis County district court sentenced Kaydra Moore of Cedar Hill, Texas. on workers compensation fraud charges. The court sentenced Moore to a Class A misdemeanor with one year deferred adjudication. She will
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Two Utility Workers Killed in Helicopter Crash in Northeastern New York
01-November-2018 - insurancejournal.com
Two utility workers were killed and two others were hurt when their maintenance helicopter got caught on power lines and crashed in rural northeastern New York, state police said. Pieces of the aircraft dangled from power lines late Tuesday afternoon
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Insurtech Profile: Snapsheets Evolution in Making Virtual Claims Service a Reality
01-November-2018 - insurancejournal.com
Tech-driven virtual claims services company Snapsheet started out as a service for body shops called Body Shop Bids before pivoting to serving insurers five years ago. Alex Meisner, director of innovation, is one of the original employees and knows the
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ProSight Adds Coverage for Fitness, Wellness Experts to Direct-to-Consumer Platform
01-November-2018 - insurancejournal.com
ProSight has expanded ProSight Direct, its online direct-to-consumer platform that offers customized insurance for small business professionals, to include coverage for customers in the fitness and wellness industries. From yoga instructors to personal trainers and dietitians customers can get
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Google´s ´#metoo´ moment: Workers walk out over women´s rights
01-November-2018 - reuters.com
Thousands of Google employees around the world briefly walked off their jobs on Thursday to protest the company's response to sexual harassment and demand that the world's largest search engine address rising concerns about workplace inequality.
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GM halts two renovation projects as it looks to cut costs
01-November-2018 - reuters.com
General Motors Co is halting work on two renovation projects at facilities in the Detroit area as it offers voluntary severance packages to 18,000 salaried workers in North America.
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Ford improves its paid parental leave
01-November-2018 - usatoday.com
It will offer its salaried employees 8 weeks of fully paid leave.
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States with the highest and lowest teacher salaries
01-November-2018 - usatoday.com
These states are best and worst for teacher pay, according to U.S. Labor Department data.
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How to use an Internet speed test to check just how fast your connection really is
01-November-2018 - usatoday.com
If youre worried about a slow internet connection, there are several sites and apps where you can check your connection speed to check it out.
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Google employees worldwide staging walkout to protest response to sexual misconduct claims
01-November-2018 - usatoday.com
Hundreds of Google employees worldwide staged walkouts Thursday to protest how the tech giant handled sexual misconduct claims.
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Nominations are open for the Onrec Online Recruitment Awards 2019
01-November-2018 - onrec.com
Posted in News archive Nominations close on the 14th December 2018 on 01 Nov 2018 The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 7th March 2019, 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 15th 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 Today, 1st November 2018 and will close 14th December 2018. 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 2019 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 2019 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 2019 For the job board/supplier who has introduced unique innovation in their online recruitment offerings. NICHE | GENERALIST | NATIONAL SUPPLIER | INTERNATIONAL SUPPLIER The Best Online Candidate Experience Award 2019 '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. SUPPLIER | RECRUITER | JOBBOARD | CORPORATE Best Use of Mobile Award 2019 Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? CORPORATE | RECRUITMENT AGENCY | JOBBOARD The Best Corporate Graduate Site Award 2019 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 2019 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 2019 Recognising success, growth, innovation, talent, and achievements within the Online Recruitment Industry. NOMINATION FORM Innovative Use of Social Media in the Recruitment Process Award 2019 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 2019 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 2019 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 Newcomer of the Year Award 2019 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2018. NOMINATION FORM Unsung Hero of the Year Award 2019 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. NOMINATION FORM Personality of the Year Award 2019 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 2018 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2019 Website
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ADP Strengthens its Multi-Country Payroll Capabilities with Celergo Acquisition
01-November-2018 - onrec.com
ADP® announced on August 1st the acquisition of Celergo, a leading provider of global payroll management services. The acquisition enhanced ADP's international payroll offerings with a strong platform and new solutions, including cross-currency payment and expatriate payroll-related services. Posted in News archive on 01 Nov 2018 In this rapidly evolving global environment, ADP continues to capitalise on growth opportunities as the market shifts toward using more global Human Capital Management (HCM) solutions to hire, pay and manage their workforce all around the globe. Don McGuire, president of Employer Services International at ADP, said, "ADP is already a leader in the fast-growing global Human Capital Management segment. The acquisition of Celergo will allow us to leverage a proven platform that will improve both our client and partner experience." Founded in 2003 and headquartered in Chicago, Celergo offers multi-country payroll and combines a proprietary cloud-based technology platform with a local provider network to enable timely, accurate and compliant payroll. With comprehensive solutions, Celergo has steadily grown its client base, geographic coverage and partner network. The multi-country payroll outsourcing market is over $3 billion today and is growing rapidly as companies are looking for greater visibility over their increasingly global workforce, while efficiently managing the compliance elements of multi-country payroll. The Celergo offer is available now and provides the capability to manage and pay employees in more than 140 countries through a single source, and enable compliance with local and international laws and regulations through a cloud-based and workflow-driven platform. The solution allows HR managers simple access to a complete set of reports to have a full and accurate picture of all payroll and HR data to provide more strategic insights and guidance for the business.
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