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Jobmobile News - News of the world of labor
How to score the best deal on a brand-new car before the new year arrives
29-December-2017 - abcnews.com
If you're in the market for a new car, experts say now may be the best time to score a deal on some new wheels.
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A Navy SEAL shares his secrets to developing mental toughness
29-December-2017 - usatoday.com
Theres no denying the fact that a little mental fortitude can go a long way towards helping you achieve your career goals.
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Heres how to legally avoid taxes on your Social Security benefits
29-December-2017 - usatoday.com
Dont want to pay taxes on your Social Security benefits? Read on.
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Want a more flexible job? These 10 positions offer the best shot
29-December-2017 - usatoday.com
Theres nothing like snagging that perfect work-life balance. If thats what youre after, here are the top industries to look at.
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Heres how to start 2018 on the right financial foot
29-December-2017 - usatoday.com
Its well worth spending some time at the beginning of the year on a financial plan.
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Canadas Alberta Province Charges Nexen Energy After 2 Workers Die in Explosion
29-December-2017 - insurancejournal.com
Canadas Alberta province has brought eight charges against Nexen Energy, a unit of Chinas CNOOC Ltd., after two workers died in an explosion at its Long Lake oil sands plant in early 2016, an Alberta government spokeswoman said on Wednesday
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Top Insurance Journal Southeast Stories of 2017
29-December-2017 - insurancejournal.com
It was another busy year in the Southeast with storms, workers comp, and carrier insolvencies dominating the headlines. Heres a look back at some of the stories that attracted the most readers in 2017. Hurricane Irma The first major hurricane
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Firms Renovating Old Chicago Post Office Hammered for Worker Safety
29-December-2017 - insurancejournal.com
A federal agency has cited three Chicago-area companies for allegedly not properly protecting workers doing renovations on Chicagos sprawling Old Post Office from lead and cadmium exposure. They face more than $200,000 in fines in all. A Wednesday statement from
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California Company Has Marijuana License, But Its Workers Still Arrested
29-December-2017 - insurancejournal.com
The confusing rollout of marijuana regulations in California has been underscored in Mendocino County, where local authorities licensed a company to deliver pot only to have state police arrest two employees who were trying to do just that with nearly
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Why the new tax bill may drive retailers to hire less, automate more
28-December-2017 - usatoday.com
Retailers have been steadily investing in technology from warehouses to save on costs, space and time. The effective cost on machinery that can replace human workers will drop.
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January is the best time to get hired
28-December-2017 - usatoday.com
Experts say January is the best time to get hired. Veuers Elizabeth Keatinge (@elizkeatinge) has more.
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Unemployment: Applications for U.S. jobless aid hold at 245,000
28-December-2017 - usatoday.com
Unemployed workers filing for jobless benefits remained the same from the previous week at 245,000, a low level signaling a healthy job market.
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How to fill out your self-assessment tax return
28-December-2017 - dailymail.co.uk
It's nearly that time of year again: the dreaded self-assessment tax deadline falls in little over a month and more than 10 million of us need to file a return.
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Rise of robots could cost nearly half of British jobs
28-December-2017 - dailymail.co.uk
Advances mean 44 per cent of current roles, generating wages of £290 billion in wages, could be automated, the London based Institute for Public Policy Research think-tank found.
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Workplace robots could increase inequality, warns IPPR
28-December-2017 - bbc.com
A think tank says replacing low-skilled workers with robots could mean bigger salary gaps in workplaces.
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Marylands Chesapeake Employers Insurance Company Hires Quinn
28-December-2017 - insurancejournal.com
Chesapeake Employers Insurance Company, a Towson, Md.-based workers compensation specialist, has hired Danielle Quinn as a pharmacist case manager. In this role, Quinn is responsible for managing the Pharmacy Utilization Program, which includes providing oversight of prescription drug use and
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New Jersey Contractor Hit with Fraud Charges Over Post-Sandy Work
28-December-2017 - insurancejournal.com
A contractor who performed work on Superstorm Sandy-damaged homes pressured customers into signing contracts and then performed shoddy work it failed to correct, state prosecutors alleged Tuesday. State Attorney General Christopher Porrino announced charges against Jersey Pride Home Renovations of
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Fired Wisconsin Food Worker Charged in Car Rampage at Lambeau Field
28-December-2017 - insurancejournal.com
A fired food service worker is charged with ramming other vehicles at Lambeau Field in Green Bay, Wis., last week. Forty-year-old Chay Vang was charged with two felony counts of first-degree recklessly endangering safety and five misdemeanor counts of damage
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Recession in 2018? More than one-third of Americans think so
28-December-2017 - usatoday.com
A large percentage of Americans anticipate a rapidly approaching recession. Heres how to prepare just in case.
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Telecommuting has pros and cons
28-December-2017 - usatoday.com
More than 70% of employers provide this benefit to employees.
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Root Approved to Sell Auto Insurance in Arkansas
28-December-2017 - insurancejournal.com
Columbus, Ohio-based insurtech company, Root Insurance, has received authorization to sell property/casualty (excluding workers compensation) products in Arkansas. Root is a private passenger auto insurance company that began operations in June 2016. Root is wholly owned by IBOD Inc. and
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North Carolina Proposes Rules for Opioid Use in Workers Comp Cases
28-December-2017 - insurancejournal.com
The North Carolina Industrial Commission has proposed new rules related to the utilization of opioids, related prescriptions, and pain management treatment as a proactive measure aimed at curtailing opioid misuse and addiction in workers compensation claims, according to a statement
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How to Help With Your Employees Family Caregiving Responsibilities
27-December-2017 - workforce.com
Several months ago, my world was rocked with the news that a small cyst on my husband Michaels neck was the first sign of throat cancer. It grew overnight and was the first external signal from his body that something was significantly wrong. Rebecca Throop What ensued was a frightening time of trying to figure out the best course of... The post How to Help With Your Employees Family Caregiving Responsibilities appeared first on Workforce Magazine .
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U.S. pending home sales rose a slight 0.2% in November
27-December-2017 - usatoday.com
Slightly more people signed contracts in November to buy homes with pending sales rising just 0.2% as the housing market copes with a dwindling supply of properties on the market.
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The U.S. retail sectors hurting? Dollar General plans expansion with 400 new jobs
27-December-2017 - usatoday.com
The discount retailer announces its 17th U.S. distribution center and plans to open 900 new stores in 2018
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Starr Cos., Chinas PICC Health to Provide Insurance for Belt & Road Project Workers
27-December-2017 - insurancejournal.com
Starr Cos. announced it is working with with Chinas PICC Health Insurance Co. Ltd. to provide insurance for Chinese company employees working overseas in Belt Road Initiative (BRI) countries.* The companies are providing a specialty accident and health offering
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Unions Sees Worker Growth Potential in Californias Marijuana Industry
27-December-2017 - insurancejournal.com
Unions have caught a whiff of a rare opportunity to organize a whole new set of workers as recreational marijuana becomes legal in California. The United Farm Workers, Teamsters and United Food and Commercial Workers are looking to unionize the
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5 statistics about American workers youll find fascinating
27-December-2017 - usatoday.com
Heres that side of data youve been waiting for.
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West Virginia Nursing Home Owes $124K in Back Pay to 500 Workers
27-December-2017 - insurancejournal.com
A West Virginia nursing home and rehabilitation company has agreed to pay nearly $124,000 in back wages and damages to about 500 workers to resolve allegations that it violated overtime rules. The U.S. Department of Labor announced the settlement Thursday
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California Reports 2016 Fatal Occupational Injuries Down
27-December-2017 - insurancejournal.com
The California Department of Industrial Relations is reporting that 376 Californians died on the job in 2016, down slightly from the 388 deaths in 2015. A review of the past 12 years indicates that workplace fatalities in California remain below
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Workplace Fatalities Continue to Increase, with Transportation Incidents #1 Cause
27-December-2017 - insurancejournal.com
There were 5,190 workplace fatalities reported in the U.S. in 2016, a seven percent increase over the previous year. According to the Bureau of Labor Statistics Census of 2016 Fatal Occupational Injuries, the fatal injury rate increased from 3.4 per
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New York State Employers Must Comply With New Paid Family Leave Law
27-December-2017 - insurancejournal.com
New York Governor Andrew Cuomo has signed into law a phased-in system of paid family leave that will become effective on January 1, 2018, for New York employers. On the state level, New York becomes the fifth state (joining California,
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Ascension in California Names Lopez President of Employee Benefits Division
27-December-2017 - insurancejournal.com
Walnut Creek, Calif.-based Ascension Insurance Inc. has named Keri Lopez president of employee benefits. Lopez will build Ascensions employee benefits market presence nationally. She has 19 years of employee benefits consulting experience. Lopez was previously president of Western region benefits
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Helping HR Care for the Business Traveler
26-December-2017 - workforce.com
Imagine its late evening and an unexpected incident has occurred somewhere in the world. Does your company know where its traveling employees are? Could they determine within minutes who was impacted, safe or might need assistance? In the year ahead, we expect employee safety and duty of care to remain a top business priority. Businesses will scrutinize their data, systems,... The post Helping HR Care for the Business Traveler appeared first on Workforce Magazine .
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NYC woman offers rat killing services for cash
26-December-2017 - usatoday.com
With about 2 million rats running throughout New York City, there is one woman willing to help get rid of a few.. For a small fee of course. Buzz 60s Natasha Abelard (@NatashaAbellard) has the story.
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WATCH: How to get the lowest price on items purchased in stores
26-December-2017 - abcnews.com
Local stores may match online prices or honor additional discounts on certain items at the register if customers practice modern haggling by asking the clerks about those extra savings.
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WATCH: How to protect, use and exchange gift cards
26-December-2017 - abcnews.com
ABC News' Becky Worley shares tips to protect gift cards and where to exchange cards online, as well as some last-minute savings on other gift cards.
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Remember to fill in your tax return by January 31
26-December-2017 - dailymail.co.uk
If youre filing a tax return this year, you need to act now. Workers have a month to complete self-assessment tax returns online or risk being hit with a fine.
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What to expect for your personal finances in 2018
26-December-2017 - abcnews.com
Jobs, gas, wages and more _ what 2018 has in store for your personal financial picture
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Companies are advertising weird job titles like ninja and guru
26-December-2017 - usatoday.com
If youre on the job hunt and youve seen companies hiring for job titles such as ninja and guru, dont worry, youre not going crazy. Susana Victoria Perez (@susana_vp) has more.
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Americas 25 thriving industries include goat farming, breweries
26-December-2017 - usatoday.com
Over the past decade, market forces have galvanized a number of industries in some cases contributing to nearly triple employment growth.
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U.S. department store stocks jump on holiday spending record
26-December-2017 - reuters.com
CHICAGO (Reuters) - Shares of U.S. department stores jumped on Tuesday as Mastercard Inc said shoppers spent over $800 billion during the season, more than ever before, boosted by growing consumer confidence, rising employment and early discounts.
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Career advice: 7 jobs that are incredibly underpaid
26-December-2017 - usatoday.com
We live in a world where not all jobsor salariesare created equal.
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Job opportunities: 10 companies that will be hiring thousands in 2018
26-December-2017 - usatoday.com
To help, job searching platform Glassdoor has compiled a list of the following companies who are looking to hire thousands of new employees in 2018.
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What Santa Claus can teach you about your career
25-December-2017 - usatoday.com
If you can duplicate the work ethic of Santa Claus you too can create a success that will go down in history.
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Russia´s FinMin: crypto FX should only be traded by professionals
25-December-2017 - reuters.com
MOSCOW (Reuters) - Russian Finance Minister Anton Siluanov said on Monday that cryptocurrencies should be traded only by professional investors, not in the mainstream.
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How to have a proper parental fight over college costs
25-December-2017 - usatoday.com
As teens submit college applications and weigh different post-graduation paths, their parents face tough decisions, too.
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Big labor sees growth potential in California pot workers
25-December-2017 - usatoday.com
The United Farm Workers, Teamsters and United Food and Commercial Workers are vying for the anticipated 100,000 cannabis workers in California.
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How to revive package holidays, Thomas Cook boss interview
24-December-2017 - dailymail.co.uk
Under Peter Fankhauser's leadership Thomas Cook has slashed the number of hotels in its portfolio from 10,000 to 3,000 and he insists he knows what makes a decent stay.
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Toys R Us bosses to pocket £10.5m in bonuses
24-December-2017 - dailymail.co.uk
The American bosses of Toys R Us could pocket millions of dollars in Christmas bonuses while hundreds of UK staff fear for their jobs.
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Persimmon´s bosses reap rewards but workers are low paid
24-December-2017 - dailymail.co.uk
Persimmon came under fresh fire last night for low pay rates for some rank and file staff while bosses receive millions in bonuses.
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74% of employers offer this crucial benefit
24-December-2017 - usatoday.com
Is your company one of them?
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New years resolutions for career success in 2018
24-December-2017 - usatoday.com
Among the most popular resolutions that people make involve job- and career-related goals.
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An investor´s best friend: China´s booming pet market sparks deals
24-December-2017 - reuters.com
PINGYANG, China/SHANGHAI (Reuters) - Li Mingjie is a pet industry investor's dream. The 23-year-old e-commerce worker spares little expense to make his pooch happy.
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Career advice: 5 signs youre stuck in the rat race
23-December-2017 - usatoday.com
Individuals who are stuck in the rat race are more than just unhappy theyre actually negatively affecting their health and well-being.
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Monthly expenses: 60 minutes to better budgeting in 2018
23-December-2017 - usatoday.com
A new year means a new approach to staying on top of your finances. Heres how to put a budget together in a mere hour or less.
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Job search: 3 pros and cons of working with headhunters
23-December-2017 - usatoday.com
Looking for a job? Heres what you need to know about enlisting the help of a recruiter.
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L&C launches online mortgage finder
22-December-2017 - dailymail.co.uk
The online mortgage finder lets you plug in your own income and expenditure details, employment and information about any savings or other assets you have and recommends a deal.
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WATCH: Several businesses announce bonuses to workers after passage of tax cut bill
22-December-2017 - abcnews.com
With businesses getting a permanent tax cut, from 35 percent to 21 percent, some companies have announced bonuses to employees, new investments and pay hikes.
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In the dog house
22-December-2017 - bbc.com
One expert advises movers how to care for pets, and others give property price predictions for 2018.
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The Christmas glitch
22-December-2017 - bbc.com
How to prevent net-connected toys and other smart tech gifts becoming a post-Christmas nightmare.
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Speaker Vos: Passage of Wisconsin Workers Comp Bill Doubtful
22-December-2017 - insurancejournal.com
A bill that would add a fee schedule for medical care to Wisconsins workers compensation law appears to be dead on arrival in the state Assembly. Speaker Robin Vos said there is no consensus among Republicans about the measure that
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Study: As retail changes, women are the ones getting hit the hardest
22-December-2017 - usatoday.com
As the retail game changes, studies show that women are losing more jobs in the industry while men get more opportunities.
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Corporate Americas tax-cut generosity: Is it real?
22-December-2017 - usatoday.com
Some firms announced pay increases and other giveaways after Congress passed corporate tax cuts. PR stunts or real boosts to workers and the economy?
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Amazon apologises for ´threats´ to customer
22-December-2017 - bbc.com
Amazon has apologised to a customer, who believed he was sent coded death threats by an employee.
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Missouri Governor Backs Workers Comp Boost for Firefighters
22-December-2017 - insurancejournal.com
Missouri lawmakers should make it easier for firefighters to get workers compensation, Gov. Eric Greitens said during a visit to the St. Louis Fire Academy. The bill by Republican Rep. Nick Schroer would make firefighters and other first responders eligible
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Sinclair joins companies promising tax reform bill bonuses to employees
22-December-2017 - usatoday.com
The nations largest TV broadcaster, Sinclair, is joining companies giving employees a $1,000 bonus after the passage of the tax reform bill.
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At last, retailers see a big boost in sales this holiday season
22-December-2017 - usatoday.com
Consumer confidence, jobs and decent weather are driving the jump in spending, according to First Data.
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Integro Insurance Brokers Hires Feron to Marine Practice in New York
22-December-2017 - insurancejournal.com
Integro Insurance Brokers, an international broker and risk management firm, has hired Stephen Feron as a senior vice president in its marine practice. Based in New York, Feron will be responsible for the delivery of Integros Marine Cargo services, developing
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What They Are Saying About Effects of Trump Tax Cuts on Insurance Industry
22-December-2017 - insurancejournal.com
Congress has passed and President Donald Trump has signed the Tax Cuts and Jobs Act (HR1) into law. It is the biggest tax change in 30 years. Under the legislation, insurers, agencies and other businesses organized as C corporations will
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California Division of Workers Comp Suspends 16 Medical Providers
22-December-2017 - insurancejournal.com
The California Division of Workers Compensation has suspended 16 more medical providers from participating in the states workers comp system, bringing the total number of providers suspended this year to 131. The suspensions were made possible by the passage last
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Squeeze on living standards will last well into 2018 - CIPD
22-December-2017 - onrec.com
The CIPDs annual labour market predictions also point to a tightening of the labour market as well as continued poor productivity Posted in News archive on 22 Dec 2017 2018 will see pay, productivity and migration top the agenda as the UK looks ahead to its exit from the European Union according to the CIPD, the professional body for HR and people development. Following a year in which there has been ever-increasing pressure on the cost of living, the CIPD predicts: Pockets will continue to be squeezed: there is little evidence that the pay squeeze will end soon, with only falling inflation likely to lead to meaningful wage increases in 2018 The UK workforce could tighten: with increased constraints on labour supply, 2018 could be the year that the UK finally runs out of people to fill jobs, although unemployment levels are unlikely to see much change There will be no improvement in productivity: there will be continued stagnation in UK productivity, which will remain well below pre-crash levels. In the CIPDs annual labour market predictions, Ian Brinkley, Acting Chief Economist, anticipates a flattening of employment growth and weak pay growth as the UK continues to struggle with its productivity problem. Ian Brinkley, Acting Chief Economist at the CIPD, the professional body for HR and people development said: In 2017 we saw record-high employment but a big squeeze on household budgets; the next 12 months looks to be a case of more of the same. With Brexit negotiations entering their next crucial phase, all eyes will be on the ability of the Government to ensure employers can access the skills and workers the economy needs. Workers will also be hoping that pay rises faster than inflation, but that may not happen until much later in the year. On the UK labour market: The year will end with more people in work than ever before but there are signs that we may have hit peak employment. The latest ONS figures point towards constraints in the overall supply of labour so 2018 could be the year when the UK finally runs out of people to fill the jobs in the economy. However, there is little sign of excess demand for jobs, so it is possible that unemployment levels will remain broadly the same over the next 12 months. On pay: There is little evidence the squeeze on wages will end anytime soon, though the national minimum wage will see some workers get an uplift. Most employers cant afford to or dont feel the need to make an above-inflation pay rise. People hoping to see more money in their pocket in 2018 should hope inflation returns to nearer its 2% target, a level it is predicted to be approaching at the end of 2018. Even if we do see any growth in real earnings, this will be nowhere near enough to make up for the consistent falls in real earnings we have seen for most of the last decade. On migration: Until now, we have been able to supplement labour supply through net migration, which is why the UK workforce has kept growing. However, recent falls in net migration post-referendum suggest that this may not be a long-term solution. Any adjustment is likely to be slow and steady rather than a cliff-edge scenario where supply disappears overnight. It is worth noting that the number of EU-migrants coming to the UK for work purposes has remained broadly consistent with the pre-Brexit average, so there is evidence that the effect of Brexit on migration may not be as significant as predicted. Sectors that are highly reliant on migrant labour, such as hospitality and agriculture, will be nervously watching the Brexit negotiations to see whether they are likely to get the favourable migration deals they want in order to meet their labour supply. On productivity: There is nothing to suggest that there is a long-term productivity recovery underway, despite the figures in the last quarter being better than expected. While productivity may pick up a little over the next 12 months, we will still face productivity outcomes well below pre-crash levels this time next year. To avoid low productivity becoming an entrenched, long-term problem, the government needs to look at its underlying causes. This includes what is preventing many UK organisations from investing as much as their international counterparts on training and ways to improve people management, especially in SMEs.
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This year´s Mad Friday to be the maddest in years
22-December-2017 - onrec.com
Last Friday before Christmas just happens to fall on the 23rd, and authorities expect mayhem Posted in News archive on 22 Dec 2017 "We shall know them by their bad Christmas jumpers and their Santa hats." Mad Friday the last working Friday before Christmas where workers cut lose with the spirit of the Festive Season is expected to be the maddest in years, as it falls just two days before the big day. One Yorkshire-based office services provider says that the national press may have jumped the gun, suggesting that Mad Friday 2017 was last week. But Desk.co.uk says there's worse to come, with workers from offices and construction workers coming together in town and city centres with only one aim in mind to get completely blathered. "Last Friday was just an alcohol-fuelled curtain-raiser to the main event," says Desk.co.uk's Jonathan Ratcliffe. "The 23rd is going to be the final, final day at work for millions of people, and they're going to celebrate in style." In fact, Ratcliffe expects the entire week to be one of excess, with office parties happening all week, building up to the final letting-off-of steam before more than a week away from work. "We shall know them by their bad Christmas jumpers and their Santa hats," says Jonathan, "Not to mention their inability to walk in a straight line and singing tuneless Christmas carols at the top of their voices into the early hours." Mad Friday will be followed by Sozzled Saturday, as revellers celebrate Christmas Eve. And then next Saturday night is also New Year's Eve, so there's little let-up for Britain's town centres. Although most towns are expecting a party atmosphere on Friday, authorities expect the usual trouble from those for whom alcohol and good times do not mix. "Mad Friday really takes a turn for the worse at pub closing time," where office party survivors are wondering the streets, and aggression can easily come to the surface. Just one misguided comment, or an argument over a taxi can lead to an all-out brawl that spoils the Festive Season for everyone. And that's what police and emergency workers fear the worst, as aggressive drunks are both difficult and unpredictable to deal with and also an enormous waste of resources. "That's the real tragedy about Mad Friday," says Ratcliffe, "The strain on the police force and the NHS is bad enough without what are essentially self-inflicted injuries." There's a radical solution that bosses could consider, he says. And that's making workers agree that their behaviour outside of work especially at Christmas parties reflects back on the company's reputation, making it subject to workplace discipline. "It's an extreme approach," he says, "but the office party and the so-called 'last day of term' need to calm down a bit." While letting your hair down is fine, Desk.co.uk says that something needs to be done about the people who go too far and spoil Christmas for everybody. "Enjoy the party," he says, "But don't wreck the party."
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Jobs threat at Bombardier as US upholds near 300% tax plan
21-December-2017 - dailymail.co.uk
Rival Boeing had complained Bombardier was unfairly undercutting it in the US with the help of subsidies from Canada. Around 1,000 workers in Belfast, Northern Ireland, make wings for the firm.
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Early-career researchers make waves with Science ´s Breakthrough of the Year
21-December-2017 - sciencemag.org
Three scientists describe what it was like to be involved in the discovery and share the career lessons theyve learned along the way
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Ryanair looks set for first ever pilots´ strike as German workers prepare four-hour action
21-December-2017 - telegraph.co.uk
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Revealed: The 10 highest-paying jobs of 2017
21-December-2017 - telegraph.co.uk
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Jobs saved before Christmas as Toys R Us wins backing for restructuring plan
21-December-2017 - telegraph.co.uk
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The 12 Days of Employment Law Christmas (2017 edition)
21-December-2017 - workforce.com
For the past five Noels, Ive concluded my posting year with The 12 Days of Employment Law Christmas. As this has become a year-end tradition at the blog, Im sharing it again with updated verses and links. If youre feeling brave, post a video of yourself singing along. (Some musical accompaniment) On the first day of Christmas, my employment lawyer... The post The 12 Days of Employment Law Christmas (2017 edition) appeared first on Workforce Magazine .
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WATCH: Last-minute Christmas shopping tips
21-December-2017 - abcnews.com
Becky Worley shares creative ideas for last-minute gifts and how to make sure your gift arrives on time.
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AT&T $1,000 tax bonus came after exchange with union head
21-December-2017 - abcnews.com
After an exchange between AT&T's CEO and a union representing its workers, the wireless company says it took steps to pay workers a $1,000 bonus in response to President Donald Trump's tax cuts
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Bombardier trade tariffs will ´crush´ UK jobs and are ´nakedly political´, unions claim
21-December-2017 - telegraph.co.uk
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Crackdown on L-plate scooter riders with new CBT test
21-December-2017 - dailymail.co.uk
The CBT system has been in place - and unchanged - since 1990 and only requires a new rider to showcase that they can master simple skills before being allowed on the road.
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Florida Construction Co. Owner Accused of $700K Workers Comp Scam
21-December-2017 - insurancejournal.com
A Florida construction company owner has been arrested after allegedly providing fictitious information when applying for workers compensation insurance coverage to obtain a lower premium, according to a statement from Chief Financial Officer Jimmy Patronis. Maria Cristina Romero Zelaya, owner
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Which employee benefits have the best value?
21-December-2017 - usatoday.com
The perfect job includes more than a competitive salary.
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How the tax cuts and jobs act could affect these 5 households
21-December-2017 - usatoday.com
Will the GOPs tax reform bill result in a lower tax bill for you?
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AT&T, Comcast, Wells Fargo promise bonuses or pay hikes once tax cut bill passes
21-December-2017 - usatoday.com
Some companies promise workers pay raise and one-time bonus once Trump signs tax bill into law.
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Texas Workers Comp Division Releases Health Care Provider Oversight Results
21-December-2017 - insurancejournal.com
The Texas Department of Insurance, Division of Workers Compensation (DWC) has released the 2017 Health Care Provider Performance Based Oversight (PBO) assessment results. Health care providers were assessed on their performance in one of three categories: Timely filing the DWC
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How to take a screenshot on Mac or Windows PC
21-December-2017 - usatoday.com
A simple guide on how to take screenshots on a Mac or Windows PC.
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Hey, want to become a millionaire with bitcoin? Regulators say dont bet on it
21-December-2017 - usatoday.com
2018 is the year to watch out for risks involving Bitcoin, initial coin offerings, and "cryptocurrency contracts for difference."
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Employers, Workers Compensation Carriers Eye Trend in Telehealth: Telerehab
21-December-2017 - insurancejournal.com
Though employers and workers compensation insurers have been utilizing telemedicine for quite some time, theres been a recent uptick in interest surrounding virtual physical therapy, also known as telerehab. Telerehab provides virtual access to physical therapy and is intended to
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Pennsylvanias NSM Insurance Group Hires Meuret
21-December-2017 - insurancejournal.com
NSM Insurance Group, a Conshohocken, Penn.-based administrator of industry-specific programs, has hired Richard Meuret as program director of Care Providers Insurance Services, the social service and nonprofit division of NSM. Meuret brings more than 25 years of experience in the
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The Hilb Group Acquires Indianas Insurance Trustees
21-December-2017 - insurancejournal.com
The Hilb Group LLC (THG) announced today the acquisition of Insurance Trustees Inc. in Garrett, Indiana. Founded over 100 years ago, Insurance Trustees offers a wide range of property/casualty and employee benefits insurance products and services for businesses and individuals
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AT&T, two banks offer bonuses, pay hikes in wake of U.S. tax reform
21-December-2017 - reuters.com
NEW YORK (Reuters) - AT&T Inc , Wells Fargo & Co and Boeing Co were among American companies promising more pay for workers or more investment in training on Wednesday after the biggest overhaul of the U.S. tax code in 30 years.
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Announcing the Worst Employer of 2017
20-December-2017 - workforce.com
The day has finally arrived. Its time to announce the Worst Employer of 2017. To remind you, we had three finalists in contention for this honor: The Cancerous Boss An employee was diagnosed with kidney cancer and required immediate surgery to remove the tumor. His employer denied the request for a 10-day leave of absence, while telling him she... The post Announcing the Worst Employer of 2017 appeared first on Workforce Magazine .
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Christmas Day workers are earning less than a decade ago, study shows
20-December-2017 - telegraph.co.uk
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Branding Is Beautiful When It Comes to Company Culture
20-December-2017 - workforce.com
Corporate culture is viewed by many workplace experts as vitally important to employees. But in a recent study by global communications and engagement company Weber Shandwick, only 19 percent of employees see a strong match between how the company represents itself and the actions they experience while working there. A new study notes the importance of branding to organizations. We... The post Branding Is Beautiful When It Comes to Company Culture appeared first on Workforce Magazine .
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AT&T, Boeing and Wells Fargo pass tax cut savings to workers
20-December-2017 - abcnews.com
At least three major companies are building goodwill in the wake of President Donald Trump's tax cuts by finding ways to pass along some of their likely savings to employees
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Sick Chipotle workers prompt scrutiny of California store
20-December-2017 - abcnews.com
Health officials say they are investigating a Chipotle restaurant in Los Angeles after the company reported that some workers were ill with nausea, vomiting and diarrhea.
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Britain´s pension lifeboat steers DVLA boss into top job
20-December-2017 - telegraph.co.uk
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Now Ineos billionaire Jim Ratcliffe buys a safari park
20-December-2017 - dailymail.co.uk
Jim Ratcliffe says the £7.5m safari project with Asilia Africa, which includes three luxury lodges, will boost tourism, create jobs and discourage poaching.
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Britain ´runs out of people to fill jobs in the economy´
20-December-2017 - dailymail.co.uk
The CIPD also sees no chance of the squeeze on wages coming to an end any time soon, with most employers finding they 'can't afford to or don't feel the need to make an above inflation pay rise'.
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Carillion replacing chief executive three months early
20-December-2017 - dailymail.co.uk
Keith Cochrane will be stepping down form the top job on 22 January rather than 2 April, paving the way for replacement Andrew Davies to take his place.
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UAW chief blasts Ford plan to move electric car production to Mexico
20-December-2017 - usatoday.com
The president of the United Auto Workers union condemned Ford Motors strategy to move production of certain electric vehicles to Mexico.
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Fifth Third Bancorp unveils bonuses, minimum wage hike after tax bill passage
20-December-2017 - usatoday.com
Fifth Third and AT T are paying employees special bonuses after getting tax cuts under the Republican tax plan.
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AT&T is giving $1,000 bonuses to 200,000 employees after tax bill
20-December-2017 - usatoday.com
AT T is paying bonuses of $1,000 to more than 200,000 U.S. employees. ATs CEO said it was in response to tax reform.
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How to choose the best iPhone, from SE to iPhone 8 to X
20-December-2017 - usatoday.com
Picking between iPhone SE, 6S, 7, 8 and X
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Company Co-Owner Pleads Guilty in Louisianas Camp Minden Explosion Case
20-December-2017 - insurancejournal.com
One of the owners of a company that abandoned thousands of tons of potentially explosive artillery propellant in Louisiana has admitted lying in order to be awarded federal contracts to demilitarize the smokeless powder, known as M6. Explo Systems co-owner
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New Law Requires Notice of Workers Comp Premium Hikes in New York
20-December-2017 - insurancejournal.com
New York Governor Andrew M. Cuomo signed Assembly Bill No. 1620 into law yesterday, requiring insurance companies to notify employers in advance of some workers compensation insurance premium increases. The law was written by Big I New York, the states
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Microsoft to Stop Requiring Arbitration for Employees Harassment, Bias Claims
20-December-2017 - insurancejournal.com
Microsoft Corp. is eliminating a requirement that employees pursue sexual harassment and gender bias claims through arbitration instead of in court, after revelations this year of improper behavior across technology, entertainment and other industries. The tech giant also endorsed a
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United Auto Workers head says U.S. training center probe is limited
20-December-2017 - reuters.com
DETROIT (Reuters) - The United Auto Workers is cooperating with a government investigation into allegations of embezzlement by union officials at training centers funded by U.S. automakers, the union's president said on Wednesday.
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Tax cuts: Economists see modest impact on workers, economy as corporate taxes fall
20-December-2017 - usatoday.com
Republicans say the cuts will significantly boost business investment and wages. Top economists disagree.
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How Gambling Is a Safe Bet for Your Career
20-December-2017 - onrec.com
Gambling has been around for centuries in various forms. For example, in the 16th century, you could have lost all your earthly possessions in a friendly game of poker. Posted in News archive on 20 Dec 2017 The popularity of gaming may have something to do with mans twisted desire to compete and win at the expense of each another, but its also a way to relax and have fun. If youre looking for a career with a stable future, gambling is a safe bet (pun intended). Industry Growth Has Been Steady The gambling industry has changed much over the centuries. Its still as prevalent as ever, but much of the gambling has shifted to the Internet. Where before you could find a casino in every village, no matter how small, its even easier to place a bet now. All you need is access to the Internet. Many online casinos offer attractive sign-up bonuses to encourage you to give it a try. The gaming industry is growing their annual revenues each year. In the United States alone, the gambling industry is expected to grow to $511 billion in annual revenue by 2019. Interestingly, Nevada isnt the only state that earns a lot of revenue through gambling. While theyre in the lead with over $10 billion in earnings per year, Pennsylvania isnt that far off with over $3 billion in revenues. Of course, gambling has only been legalized since 2004 in Pennsylvania, whereas it has been legal in Nevada since 1931. A Variety of Career Options Casinos must employ a lot of personnel to keep their operations running. In addition to waiting staff, blackjack dealers, and security personnel, they also need managers, accountants, and slot supervisors. Casinos also employ gaming surveillance officers who work behind the scenes and monitor what happens on the gambling floor. In Great Britain for instance, the gambling industry employs over 106,000 employees , as of March of 2017. If youre looking for a job, the industry has many options. Jobs at Online Casinos Even online casinos need staff. Many of them offer live games, which means they still need dealers. Additionally, they also need game designers and programmers. Considering that online casinos are rated on their selection and availability of games, having more games is always better. Most online casinos have hundreds of games, all of which have been designed and programmed by someone behind the scenes. In addition to online gaming, people also play on their phones. Not every game can be played through a phone app. If it is, then a software developer was responsible for it, because the programming is different from a web app. Web-based online games utilize JavaScript, CSS, and HTML, whereas app-based games require Java or Objective-C for iPhones. A Career in Gambling Believe it or not, there are people who make a living with gambling full time. When you play slot machines, you need to be lucky to win. However, there are many other games that rely just as much on the skill of the gambler as on their luck with cards. These games include blackjack, poker, and even roulette. The trick is to know when to stop, which is something most players have a hard time with. In addition to setting limits for losing and winning, there are different ways to improve your odds at the casino . How to Get In Nobody was born to be a game designer or poker dealer. It takes time to understand how these games work and what makes people want to return to them and play them over and over again. If youre interested in landing a career in iGaming, its a good idea to familiarize yourself with different online games . To create games, youll need a foundation in programming as well. And for an interview at a physical casino, youll want to have a basic understanding of the most popular games, including Poker, Blackjack, and a few slot machines. While wishing you the very best with your future career, a word of advice: it takes time to really land the job you want and even then, there are a number of elements to finding the perfect job match which need to be taken into consideration. Dont give up, do your research well and youre on the right path to landing the gaming career of your dreams.
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Prospects signs agreement on degree verification between UK and China
20-December-2017 - onrec.com
Prospects has signed an agreement with the Chinese Service Centre for Scholarly Exchange (CSCSE) to be the official partner for validating the UK degrees of graduates entering or returning to China to work. Posted in News archive on 20 Dec 2017 Company Profile Prospects View profile » Prospects has signed an agreement with the Chinese Service Centre for Scholarly Exchange (CSCSE) to be the official partner for validating the UK degrees of graduates entering or returning to China to work. This is the UKs first official international collaboration to help prevent degree fraud. It will make it mandatory for all graduates from UK universities returning to China to have their qualifications checked. Verification will be facilitated through Prospects Higher Education Degree Datacheck (Hedd) service, which is the official system for degree and university authentication in the UK. The agreement follows a three-year trial with around 70% of CSCSE degree checks on UK graduates now manageable through Hedd. China is the largest source of international students in the UK. Nearly 40,000 graduates return to China from studying in the UK each year. The signing was one of several agreements to expand UK-China education collaboration, which took place at the tenth annual UK-China Education Summit. Held in London, it was attended by UK Secretary of State for Education, the Rt Hon Justine Greening MP and her Chinese counterpart Mr Chen Baosheng, Chinas Minister of Education. Jayne Rowley, Chief Executive of Prospects signed the agreement with Liu Xuyan, Director, Overseas Academic Credential Evaluation Office, CSCSE. Jayne said: This agreement marks a significant step forward in addressing the international challenge of degree fraud. China is a leading example for other countries. It means that they can be assured that every graduate returning to China from studying in the UK will be validated before entering their workforce. We will be working with all of the UKs higher education institutions to ensure an efficient service, helping to protect our countrys reputation for a first class higher education system. For further information visit www.hedd.ac.uk
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Talent Inc. Unifies Its Suite of Brands Under One Umbrella, Introduces TopCV Brand as Part of Realignment
20-December-2017 - onrec.com
Talent Inc., the largest resume-writing service in the world, today announced the renaming of CVNow to TopCV, unifying its suite of brands TopCV and TopResume under one umbrella Posted in Launch on 20 Dec 2017 Company Profile TopCV View profile » Catering to Talent Inc.'s job seekers in the United Kingdom, Ireland, and most Commonwealth countries where a curriculum vitae (CV) is a customary part of the job search, CVNow writes and analyzes more CVs and LinkedIn profiles than any other service through their network of experienced writers. TopCV will be available on topcv.co.uk , as well as topcv.com . "Talent Inc. is the largest resume-writing service in the world, and we are deeply committed to helping job seekers around the globe through a cohesive, consistent experience," said Jeff Berger, CEO & founder of Talent Inc. "As we ramp up for the new year and continue to expand our global footprint, now is the right time to realign our individual brands." In 2017, Talent Inc. has provided more than 4.5 million CV and resume critiques and has written over 100,000 CVs and resumes, globally, all of which have been developed by the company's 1,000-member network of career experts. ABOUT TALENT INC. Talent Inc. is the largest resume-writing service in the world. Through its resume brands, TopResume and TopCV , the company writes and analyzes more resumes, CVs, and LinkedIn profiles than any other service. Job seekers work directly with professional writers and industry experts to redefine their personal brand and stand out from the crowd during the job-search process. Follow Talent Inc. on LinkedIn , Twitter , and Facebook .
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NLRB Restores Sanity to Its Rules on Employee Handbooks and Joint Employment
19-December-2017 - workforce.com
The NLRB recently started making good on its promise to roll back some of its more controversial Obama-era reforms its assault on employee handbooks and its liberalization of joint employment. Employee Handbooks If youve been reading this blog for any length of time, you are well aware of the NLRBs assault over the past few years on garden-variety and facially neutral employee... The post NLRB Restores Sanity to Its Rules on Employee Handbooks and Joint Employment appeared first on Workforce Magazine .
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Building a Community in Your Workplace
19-December-2017 - workforce.com
The Health Enhancement Research Organization recently released a report listing 24 key elements employers can use to create a healthy workplace culture. Many them sound like what my sources often tell me, and a few of them stuck out to me, notably having a sense of community. Taking a step back, I recently started attending a yoga studio near my... The post Building a Community in Your Workplace appeared first on Workforce Magazine .
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How to lower your housing costs, whether you rent or own
19-December-2017 - usatoday.com
That monthly payment going to your mortgage lender or landlord can take a big chunk out of your paycheck.
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Programmer-turned-lawyer uses his computer skills to help disadvantaged clients
19-December-2017 - abajournal.com
Philadelphia employment lawyer Michael Hollander is using skills from his past life as a computer programmer to help automate processes in his job helping disadvantaged
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Cost of hiring a worker shoots up but pay packets barely budge
19-December-2017 - telegraph.co.uk
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Pope puts Polish Cold War Cardinal Wyszynski on path to sainthood
19-December-2017 - reuters.com
VATICAN CITY (Reuters) - Pope Francis has put the late Polish Cardinal Stefan Wyszynski, a towering figure of Polish religious freedom who was persecuted by communist authorities during the Cold...
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UK Employers Plan Hiring Despite Brexit Worries
19-December-2017 - insurancejournal.com
British employers plan to hire more workers and raise pay more quickly in 2018, but they also fear that Brexit will make the country a less attractive place to do business, a survey showed on Tuesday. Fifty-one percent of employers
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Leadership Changes Coming for Louisiana Citizens Property Insurance
19-December-2017 - insurancejournal.com
The Louisiana Department of Insurance reported that the leadership of Louisiana Citizens Property Insurance Corp. will change in 2018. Two long-serving employees, Chief Operating Officer Vijay Ramachandran and Chief Financial Officer Steve Cottrell are retiring. Joseph Sciortino will step into
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DAILY BRIEFING: Sky News staff warn watchdog over takeover
19-December-2017 - dailymail.co.uk
Workers at Sky News warned the competition watchdog that blocking the deal would trigger 500 job losses and deliver a deeply damaging blow to British journalism.
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Richard Buxton to buy investment firm Single Strategy
19-December-2017 - dailymail.co.uk
The 53-year-old has run Single Strategy for the banking group since 2015, and has teamed up with other senior workers and private equity firm TA Associates to take it over in a £600m deal.
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Lockton Hires Cohen as Senior VP and Client Executive in Washington D.C. Office
19-December-2017 - insurancejournal.com
Lockton, a global, privately held insurance broker, has hired Bruce Cohen as a senior vice president and client executive as it continues to grow its business in the Northeast. Cohen brings to this role nearly 30 years of expertise in
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Give children the gift of a savings habit this Christmas
19-December-2017 - dailymail.co.uk
If you want to teach children how to save, give them a savings account for Christmas. Its a good alternative to shelling out £100 with little change on the latest toys.
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Fidelity´s Alex Wright: How to profit from cheap shares
19-December-2017 - dailymail.co.uk
Fund manager Alex Wright believes that there is still value to be found, particularly among UK-facing companies beaten up by the market over Brexit fears. He explains why.
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Demand for cyber security staff to surge next year REC
19-December-2017 - onrec.com
Demand for cyber security staff will increase over the next year, according to all recruitment agencies surveyed by the Recruitment & Employment Confederation (REC). The majority (81 per cent) think demand will increase significantly. Posted in News archive on 19 Dec 2017 Company Profile REC View profile » However, according to 81 per cent of recruitment businesses, the UK workforce is unlikely to meet demand in cyber security over the next 12 months. Only 16 per cent think it is likely that demand will be met. The shortage of candidates to fill the increasing number of roles in cyber security means employers will push up pay. 94 per cent of recruiters predict pay for cyber security staff will increase over the next year, while the remaining 6 per cent think it will stay the same. Cyber security roles have also been reported as hard to fill due to candidate shortages for eight out of the past nine months according to the RECs monthly Report on Jobs survey of recruiters. REC chief executive Kevin Green comments: With several high profile cyber-attacks this year, its no surprise that demand for cyber security staff is set to increase. However, there are very few people with the skills needed, so employers will be competing with each other for the limited talent. The good news for people working in cyber security is they could well see a pay increase next year as a result. Employers need to think realistically about how to fill roles if they are to protect themselves from debilitating cyber-attacks. This means they should make the most of transferrable skills and create training opportunities which would benefit employees and new applicants. The responsibility also lies with government. We think the Apprenticeship Levy should become a broader training levy so that employers can use this funding to develop the skills that they are desperate for. Long term, we need to see better careers guidance in schools about cyber security roles. And right now, we need to maintain access to the best people from around the world to create a secure environment where British businesses can flourish.
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Tis The Season To Be Stressed?
19-December-2017 - onrec.com
SME owner managers urged to check their insurance policies for free mental health support services Posted in News archive on 19 Dec 2017 As the song goes, Tis the season to be jolly but this is often not the case, with one in 20 people considering Christmas to be more stressful than a burglary*. Small business owners often feel the weight of Christmas more profoundly than others, which can turn stress into more serious conditions such as anxiety and depression. Therefore this group are being urged to investigate their protection policies (life insurance, critical illness insurance, income protection and private medical insurance) as many will be able to access mental health support free of charge even without making a claim. In addition, some small businesses may also be able to access mental health support via the trade associations, groups or bodies of which they are members as many offer insurances and additional services to add value to membership and look after the welfare of their members. Often these member benefits are underutilised. Christine Husbands, managing director, RedArc says: Small business owner managers particularly feel the pressure at this time of year with fewer working days; the extra workload; various cold and flu bugs affecting staff; and employees trying to use up leftover annual leave. By the time the twenty-fifth arrives, many are too exhausted or unwell to actually enjoy it. RedArc, a company that offers mental health support to groups such as membership organisations, insurance policyholders and employees is urging small businesses to read the small print of their insurance documents and membership benefits as they may be able to access free care, and prevent the early signs of a mental health problem declining in to something more serious. Husbands continued: Getting help early is key to managing mental health conditions: while counselling and other therapies are available on the NHS, waiting lists can be very long and the condition will more than likely deteriorate during the wait. RedArc also suggests that while the additional stressors leading up to Christmas can tip people over the edge, once mental health problems take hold, they often have long-lasting effects. Getting professional support that is available over the long term is vital is ensuring an individual has properly recovered and to avoid any relapses. Husbands concluded: Many owner managers will find that they can access this support via existing insurance policies but if they cant and would like to put something similar in place they should look carefully at the differing options. For example, services can range from a light-touch helpline for a one-off telephone call through to long-term support from a dedicated nurse; some purely offer counselling and others make a clinical assessment to determine the most appropriate therapy which could be counselling, cognitive behavioural therapy (CBT), psychotherapy or others. Some will offer support for the owner manager only as the key person within the business, others will extend the support to all employees. The pressure to cope under all circumstances is a burden that many business owners feel strongly and particularly at Christmas. However the fallout from stress and other mental health conditions doesnt need to be an unwanted Christmas visitor it can be managed, and managed well to ensure that both the individual and the organisation can get back to business as usual.
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Are You Rising to the Challenge Of Recruiting Your Own Recruiters?
19-December-2017 - onrec.com
Many recruitment agencies are familiar with the eSkill business skills testing services and how this is an integral part of objective candidate assessments and more effective hiring for clients. However, one area of growing interest for Recruitment Assessment is the challenge for Recruitment Agencies looking to recruit staff for their own businesses. Posted in News archive on 19 Dec 2017 Company Profile Recruitment-Assessment View profile » Assessing The Traits Of Great Recruiters Many recruitment agencies are familiar with the eSkill business skills testing services and how this is an integral part of objective candidate assessments and more effective hiring for clients. However, one area of growing interest for Recruitment Assessment is the challenge for Recruitment Agencies looking to recruit staff for their own businesses. How To Test What Is Right For You Our recent experience has shown that it is difficult for recruitment agencies to assess the suitability of a candidate for these roles because they need to be able to demonstrate a variety of skills and personality traits some of which are abstract and hard to assess objectively particularly from just an interview or a CV. When Experience Is Just Not Enough A candidate may well have a lot of experience in an industry but are they right for what is involved in being a recruitment consultant. Do they possess the skills required in communication, planning and prioritisation, creativity, tenacity, self-motivation or team work? How The Peer Review Solution Fills The Void The is perhaps why several of our agency clients are using our Peer Review Solution to help with this process. As an agency recruiter you can set the candidate a scenario from which they are expected to execute a number of tasks. What you ask the candidate is up to you. After the test the result are shared with peers within the company, or even outside the company. The peers are able to rate/score the candidate on how they handled the tasks. The result is a controlled, peer reviewed, objective measure from which you can make more effective recruiting decisions. To see this in action or to find out more please contact Warren and Recruitment Assessment at sales@recruitment-assessment.co.uk
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Employers Urged to Support Sufferers of Domestic Abuse this Christmas and New Year
19-December-2017 - onrec.com
While millions of workers across the UK are looking forward to the Christmas and New Year breaks, many suffering from domestic abuse are dreading the holiday season. Posted in News archive on 19 Dec 2017 The festive period always sees a marked rise in domestic abuse and for those suffering it the workplace is their only safe haven, says Elizabeth Filkin CBE, who chairs the steering group of the Employers Initiative on Domestic Abuse (EIDA), a network of employers working collectively to end domestic abuse. Employers can help support sufferers of domestic abuse by raising awareness and taking a proactive approach, but many lack information about of how to spot the signs and tackle the issue. We urge them not to turn a blind eye, but to join our members in sharing best practice and implementing policies to support sufferers. According to Ben Page, Chief Executive, Ipsos MORI, which has undertaken research with Durham University Centre for Research into Violence and Abuse, domestic violence is about six years behind mental health in terms of awareness as an issue among employers. Home Secretary Amber Rudd last month told delegates at the first EIDA Conference that there will be someone in almost all organisations who has suffered or perpetrated domestic abuse and that it was a moral duty of care for employers. Yet, the research, released at the event, found that, despite 86% of HR leads agreeing that employers have a duty of care to provide support to employees on the issue of domestic abuse, it appears to sit outside organisations more commonly developed set of duty of care policies and guidelines. Only one in 20 medium and large UK organisations have a specific policy or guideline to cover domestic abuse among their workforce. Nearly three-quarters of HR leads in medium and large UK businesses surveyed (74%) agree companies can empower victims by giving them guidance on how to deal with domestic abuse and only 9% agree it is a personal matter and not appropriate for employees to raise with their employers. Yet, in those companies which believe domestic abuse has had an impact in their organisation in the past 12 months, 58% say an employees productivity has declined, 56% that it has caused absenteeism and 46% that it had an impact on other colleagues productivity. A quarter of these organisations believe that domestic abuse/harassment has occurred at the workplace. Given the cost of domestic abuse to business at a time when the UKs productivity is falling, it is more important than ever that employers do more to tackle the issue, which is why the EIDA came into existence, says Filkin. The Office for National Statistics figures on domestic violence1 estimate that almost two million UK adults have experienced some sort domestic abuse in the last year. Cressida Dick, Commissioner of the Metropolitan Police, a member of the EIDA, told delegates at the conference that there were two homicides a week in the UK and that the service receives a call about domestic abuse every 30 seconds. EIDA member Gentoo, a housing organisation in the North East of England, takes a proactive approach to domestic abuse in terms of its customers and employees. It has a dedicated domestic abuse business manager, provides a free legal clinic for staff (accessed by over 70 people since 2015), provides access to a domestic violence perpetrator programme for staff and its clients, allows paid leave to attend the perpetrator programme and the Freedom programme for victim-survivors, or to attend court or other appointments. It has 25 trained domestic and sexual violence champions. All managers attended a mandatory Justice for Jane session while an employee leaflet recognises that: For some staff, the workplace is a safe haven and the only place that offers a route to safety. The Government is consulting on the scope and content of a new landmark Domestic Violence and Abuse Bill, announced in the Queens Speech in June 2017 and which includes the establishment of a Domestic Violence and Abuse Commissioner. The Home Secretary has stated that tackling domestic abuse requires a multipronged approach which includes legislation, a concerted police response and a culture shift across agencies and within our communities. This provides the opportunity to emphasise the role of employers, and the importance of the employee-employer relationship, in helping to support those experiencing domestic abuse and engage in prevention activities. Employers with any questions about the Employers Initiative on Domestic Abuse, or that would like to join the free network, should fill in the form at https://eida.org.uk/contact/. 1 ONS Statistical bulletin Domestic abuse in England and Wales: year ending March 2017
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Alera Group Acquires Illinois Hallberg Commercial Insurers
19-December-2017 - insurancejournal.com
Deerfield, Illinois-based employee benefits, property/casualty, risk management and wealth management firm, Alera Group, has acquired Hallberg Commercial Insurers Inc. in Oakbrook, Illinois. Hallberg Commercial provides employee benefits, risk management and insurance services to clients in the Chicagoland area. Through loyalty,
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Shell Sued by Workers over Gulf of Mexico Platform Fire
19-December-2017 - insurancejournal.com
Three offshore oil workers filed a lawsuit against units of Royal Dutch Shell and Enbridge, seeking $1 million in damages for injuries they allegedly received during a Nov. 8 fire on a U.S. Gulf of Mexico production platform. The suit,
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Girl DJs - the next generation
18-December-2017 - bbc.com
After 16 years experience of DJing at some of the best club nights in the UK, veteran DJ Miss Melodie is training the next female DJ generation.
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Talent10x: Sexual Harassment at Work in a Post-Weinstein World
18-December-2017 - workforce.com
Frank Kalman and Rick Bell are joined by employment lawyer and Workforce columnist Jon Hyman to discuss what the latest wave of high-profile sexual harassment and misconduct allegations mean for the talent economy and business moving forward. Rick and Frank also discuss the workplace of the future where your boss is a robot, not a human. Listen here: Listen here... The post Talent10x: Sexual Harassment at Work in a Post-Weinstein World appeared first on Workforce Magazine .
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Death of CSX CEO raises questions about reforms at railroad
18-December-2017 - abcnews.com
The weekend death of CSX CEO Hunter Harrison less than a year after he took the railroad's top job raises questions about the future of his reforms
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Steel workers suffer from just plain crooked pensions advice, MPs warn
18-December-2017 - telegraph.co.uk
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NY regulator probing unpaid pensions by MetLife
18-December-2017 - reuters.com
(Reuters) - New York state's financial regulator is reviewing MetLife Inc's failure to pay some workers' pensions, the regulator said on Monday.
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CITY DIARY: Goldman fires senior employee for groping
18-December-2017 - dailymail.co.uk
The impropriety occurred in October when one of Goldmans managing directors grasped the poor womans bottom as she attempted to leave a City saloon.
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Orchid Underwriters Taps Cyran as Chief Underwriting Officer in Florida
18-December-2017 - insurancejournal.com
Orchid Underwriters Agency, LLC, a specialty underwriter of catastrophic coastal insurance, has hired Andrew Cyran as chief underwriting officer, a new position within the organization. Effective immediately, Cyran will assume the responsibilities of carrier management, product development, underwriting portfolio management,
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5 reasons why restaurants can be hotbeds of sexual harassment
18-December-2017 - usatoday.com
Everything from chefs egos to hot ovens to young workers are factors.
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How to prepare for interview after not having one for ages
18-December-2017 - dailymail.co.uk
You may not have had a job interview for a long while. Perhaps you were with your last employer for decades, are switching careers or are returning to work for whatever reason.
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Professions with the worst driving track records revealed
18-December-2017 - dailymail.co.uk
What does your job say about you? That you're successful? Highly motivated? Eager to climb the business ladder? How about a bad driver? One insurer has ranked job titles by accident claims.
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Budget airline easyJet buys chunk of Air Berlin for £35m
18-December-2017 - dailymail.co.uk
The deal will see Easyjet acquire Air Berlins slots at the capitals leading airport Tegel, lease 25 A320 aircrafts and offer employment to Air Berlin flying crews.
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Lack of GDPR readiness amongst UK businesses
18-December-2017 - onrec.com
With only six months to go to the General Data Protection Regulation (GDPR), a worrying 76% of organisations have yet to review products to ensure they are GDPR compliant, finds new research launched today by Callcredit Information Group. Yet marketers confidence isnt wavered by this with a large majority (84%) thinking that those who must know about GDPR know what they need to. Posted in News archive on 18 Dec 2017 The The GDPR and the new data landscape. Are you ready? report also found that just one in five (20%) businesses have set up teams to lead GDPR initiatives and only 32% have contacted third party technical support to inform their GDPR decisions. Whats more, despite the regulation coming into effect in May next year (2018), less than half (48%) of businesses have introduced processes to manage customer consent and data, or reviewed their customer data for compliance purposes (45%). Steve McNicholas, Managing Director, Credit and Marketing Data, Callcredit Information Group, commented: Our research indicates that although businesses are aware and understand the impact and intentions of GDPR, many have yet to carry out some basic activities to prepare for it. As GDPR implementation is just over six months away, businesses should act now to ensure they are prepared to deal with the change. The lack of preparedness is surprising considering the benefits businesses think the GDPR can deliver, including improvements in overall customer data quality (56%), customer service (35%) and the ability to be smarter at attracting and maintaining customers (45%). The report, which also interviewed consumers about their attitudes towards the GDPR and data sharing, found that the majority (79%) of consumers would like it to be simpler for them to withdraw consent for their personal data to be used by businesses. And encouragingly, that 75% would be more likely to share information with companies if the GDPR was in place. Steve McNicholas continues: Businesses that are trusted, and viewed as transparent and responsible by consumers are far more likely to gain preferred supplier status. This is especially true for those companies that use data to personalise their products and services and offer something back to the consumer. But if businesses fall behind in preparing for the GDPR, they risk losing trust, commerce and, most worryingly in the data age, the right to use the data and insight they have taken years to gather. GDPR report: The GDPR and the new data landscape. Are you ready?
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Morgan Philips announces strategic acquisition in Europe
18-December-2017 - onrec.com
Morgan Philips Group has today announced it has entered into an agreement to acquire Hudson Globals recruitment and talent management operations in Europe (excluding Benelux). Posted in News archive on 18 Dec 2017 The planned acquisition, which is subject to Hudson Global shareholder approval, will create a combined business with a turnover of 130m euros with 600 employees in 20 countries. Commenting on the planned acquisition, Charles-Henri Dumon, Morgan Philips Group CEO and founder said: This is a step change acquisition for Morgan Philips that will allow us to broaden our business and service offering into new markets and enhance our ability to respond efficiently and quickly to our customers. Alexis de Bretteville, Hudson CEO for Europe, who will join Morgan Philips, commented: Morgan Philips is a dynamic, ambitious, technology-led human resources business that has grown rapidly since its formation in 2013. We are delighted at the prospect of working in an entrepreneurial environment with a track record of disrupting the executive search and recruitment markets. The proposed deal covers Hudson Global recruitment and talent management operations in the UK, France, Spain and Poland as well as a network of franchise operations in Denmark, Sweden, Norway, Czech Republic, Ukraine and Slovakia. It follows Morgan Philips investment in China in 2015 as part of its expansion programme in Asia.
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Productivity plummets ahead of Christmas: Todays the day we officially check out
18-December-2017 - onrec.com
Today (Monday 18 December) is the day 57%* of employees admit to officially downing tools as the festive period gets well and truly underway, according to new research by HR analytics company Peakon. on 18 Dec 2017 A survey of more than 2000 people reveals that, as Christmas creeps ever closer, employees admit to a whole raft of distractions from their everyday work duties. Two in five people (42%) confess to clocking off to Christmas shop online, a third (35%) say theyre planning Christmas day and almost one in three (30%) are planning their Christmas break instead. One in six (16%) confess to indulging in the odd Christmas tipple on the job - with men twice as likely to take advantage of a festive drink than women (22% and 11% respectively). 17% of those surveyed leave work earlier than usual, and one in 10 (12%) take longer lunches. A small percentage (4%) confess to calling in sick. When asked why theyd slacked off, one in five (21%) respondents said they were simply too excited to focus. A third (32%) said they had too much to plan ahead of Christmas day, 21% admitted to feeling burnt-out and a fifth (19%) said workplace festivities such as Secret Santa or the office party were to blame. One in three (32%) said it was simply the case that business has slowed down and theres less work to do at this time of year. Dan Rogers, co-founder of Peakon, which helps businesses to measure employee engagement and retention, says: I think its fair to say that the great Christmas click-off is well and truly a thing, with a silent agreement in most workplaces that productivity takes a hit at this time of year. As a business, the worst thing you can do is bury your head in the sand; it pays to try to understand what is going on. Acknowledge that this dip is inevitable and plan around it. Think of it as good time to regroup as a team, gather feedback on the progress you have made during the year, and plan how you will continue in January. Most businesses, with the exception of retail, experience a slow down around this time of year anyway, so trust your team and let them relax a little. Many employees are unlikely to have taken a break since summer, and will be more prone to burnout. If you look after the wellbeing of your team, youll ultimately get the best out of them. Some employers are tackling this head on. Online marketing agency Distilled has offered employees Christmas shopping hours, whereby workers can take Friday afternoon off if they make up the time during the week. Distilleds CEO, Will Critchlow, says: A bit of distraction is inevitable at this time of year. We're all human. So at Distilled, we don't try to fight it too much - with flexibility for shopping, the odd long lunch, and generally trusting the team to plan their time. We might take a bit of a hit at this time of the year, but we trust our team and we know it balances out over time." For more detailed results, data visualisations and top tips for employers visit https://peakon.com/blog/post/the-great-christmas-click-off-2017/
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CMA launches digital tool to fight bid-rigging
18-December-2017 - onrec.com
The CMAs Screening for Cartels tool will help public procurement professionals identify suspicious behaviour by suppliers when bidding for contracts. Posted in News archive on 18 Dec 2017 The CMA has worked with Spend Network, a company specialising in public procurement and finance data, to develop the tool which is freely available for procurement professionals to download and use. The software uses algorithms to spot unusual bidder behaviour and pricing patterns which may indicate that bid-rigging has taken place. Bid-rigging is a serious form of illegal behaviour that can cause public authorities to overpay when buying goods and services. It occurs when suppliers form a cartel and agree the prices they will bid when quoting for contracts rather than competing fairly. This removes the incentive for businesses to keep their prices low and means purchasers can end up paying more than they should. In some cases, this kind of cartel can raise prices by as much as 30%. John Kirkpatrick, CMA Senior Director of Advocacy, said: Bid-rigging in the public sector can cost taxpayers many millions of pounds. Companies disguise their bids so that they look like theyre genuinely competing, when in fact they are colluding with each other to take advantage of the public purse. We have launched this free tool to help public procurers spot and stop cartels and make sure real competition gets them good value for taxpayers money. The Central Procurement Directorate is responsible for public procurement policy in Northern Ireland and has been a key partner in developing and testing the tool. It said: Public authorities are under constant pressure to ensure maximum value for taxpayers money. That is why we welcome this invaluable tool from the CMA, which can help procurement teams check they are not being unfairly taken advantage of by suppliers who try to game the system. Weve been testing the tool and its quick and easy to use. Once youve organised your data, you can run it at the click of a button! It provides you with a clear report at the end, and even allows you to adjust the thresholds and weightings to make it more suitable to the data you are testing. We would encourage all local authorities to download and use the tool to help combat fraud in the public sector, and provide peace of mind that supply chains are healthy and competitive. The tool will tell you which if any of your procurement exercises show signs of bid rigging and might merit a closer look. If, having investigated any suspicious procurement exercises, something still looks odd, you can call the CMA cartels hotline and we can help you investigate. The free tool is digitally signed with Microsoft Authenticode certification and has high level IT assurance from the Government Digital Service - so were confident it works well. After carrying out rigorous penetrating testing on the tool, the GDS is content that issues identified have been remediated to an acceptable level of risk for government usage in alignment with Government Security Secretariat policy. It is available for download on GitHub, an open source development platform. To receive log in details to access the GitHub site, please email screeningforcartels@cma.gsi.gov.uk . For further details, please see www.gov.uk/government/publications/screening-for-cartels-tool-for-procurers The CMA has also produced other guidance on bid-rigging to help procurers. This includes a 60-second summary , an open letter and an e-learning module that gives pointers on what to look out for.
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Mental Health Network publishes briefing showcasing the benefits of appropriate supported housing as a mental health intervention.
18-December-2017 - onrec.com
This briefing, produced in partnership with NHS Confederation Mental Health Network members Lancashire Care NHS Foundation Trust, Look Ahead, Homegroup, One Housing, Camden and Islington NHS Foundation Trust and East London NHS Foundation Trust, contains four case studies on innovative support and care services delivered through collaborations between housing and healthcare providers. Posted in News archive on 18 Dec 2017 The NHS Confederation estimates that the NHS funding promised by the government in this years Budget amounts to an increase of around 1.4 per cent, falling far short of the required increase of around 4%. The mental health sector faces ongoing financial pressure and as a result is looking to innovative ways of delivering cost-effective care. The housing sector has potential to deliver improved outcomes and financial savings through partnership working with providers of NHS services, clinical commissioning groups and local government. Housing providers are able to deliver mental health interventions at significantly lower costs to NHS and social care budgets. This briefing, produced in partnership with NHS Confederation Mental Health Network members Lancashire Care NHS Foundation Trust, Look Ahead, Homegroup, One Housing, Camden and Islington NHS Foundation Trust and East London NHS Foundation Trust, contains four case studies on innovative support and care services delivered through collaborations between housing and healthcare providers. Sean Duggan, Chief Executive of the Mental Health Network, said: Appropriate housing has had proven benefits for individuals; supported housing has given people living with complex mental health issues the chance to live independently in non-clinical environments while managing their own conditions. We know that housing solutions also benefit the health system, freeing up expensive inpatient beds, reducing re-admissions and providing much-needed preventative support before tenants reach crisis. Our members have been very clear on the benefits of housing as a mental health intervention and have been able to demonstrate successful outcomes through a variety of different models. It is very encouraging to learn of the solutions being developed through cross-sector partnerships between health and housing providers and to see local resources put to best use through successful collaborations. We are delighted to showcase some of this excellent work in our briefing. Chris Hampson, Chief Executive of housing provider Look Ahead and Mental Health Network Board member commented: We have long recognised the potential of supported housing to deliver improved outcomes for people living with mental illness. Housing providers are in an excellent position to have great impact in this area through partnerships with health services and local government. Recent years have seen an encouraging increase in engagement between housing and healthcare providers. This briefing gives some examples of the excellent outcomes made possible through cross-sector collaboration.
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CVS-Aetna Merger Will Influence Employers Benefits Decisions: Aon
18-December-2017 - insurancejournal.com
CVS Corp.s proposed purchase of Aetna Inc. will affect decision-making by a majority of large and mid-size U.S. corporations on employee health benefits, a survey by benefits consultant Aon Plc found. CVS, the second-largest U.S. pharmacy benefit manager, on Dec.
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Texas Use of Federal Harvey Funds Clouded by Lack of Transparency
18-December-2017 - insurancejournal.com
Texas has been awarded billions in federal aid to help recover from Hurricane Harvey and the devastating flooding that followed, but its unclear how the state is spending its share of the money. State records dont indicate which contracts are
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Developer Wants to Build New Housing Project in Houston Flood Plain
18-December-2017 - insurancejournal.com
A housing developer is hoping to win approval from Houston officials to put a 151-acre project on a former golf course where the city and Harris County have spent millions of dollars to buy out homeowners whose properties were damaged
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Businesses to Receive Workplace Safety Grants from Missouri Employers Mutual
18-December-2017 - insurancejournal.com
Workers compensation insurer, Missouri Employers Mutual (MEM), has announced a third round of safety grant recipients after awarding safety grants to 37 Missouri businesses previously. Safety grants help Missouri businesses take the next step toward improving workplace safety. All of
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Massachusetts Rogers & Gray Insurance Hires Schaaf as COO
18-December-2017 - insurancejournal.com
Rogers Gray Insurance, a South Dennis, Mass.-headquartered insurance agency, has hired Erin Schaaf as the companys new chief operating officer. Schaaf brings nearly three decades of experience in the insurance industry to the position. Most recently, she served at
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Same Builders Win Deals to Replace Unsafe Grenfell Tower Type Cladding
18-December-2017 - insurancejournal.com
Some building companies that installed dangerous cladding on social housing blocks across Britain are now winning new contracts following the Grenfell Tower blaze to remove their original work and install panels that can pass safety tests, a Reuters review shows.
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Freelance jobs: 6 steps for more social referrals
18-December-2017 - usatoday.com
A glowing review of your service can quickly lead to more profitable and loyal clientele.
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One in three admit to juggling two or more gig jobs at one time
18-December-2017 - onrec.com
Gig economy workers juggle as many as two or more gig jobs at the same time, according to new research from Zurich UK. Posted in News archive on 18 Dec 2017 Research from Zurich UK finds that one in three (32%) gig workers hold at least two jobs, while one in 14 (7%) hold three or more One in ten choose gig work to fit around seasonal holidays Flexibility and choice of opportunities tops the list of benefits workers say gig work provides Gig economy workers juggle as many as two or more gig jobs at the same time, according to new research from Zurich UK. Published within Zurich UKs Restless Worklife report - based on UK-wide analysis from YouGov of over 4,200 adults, of which 603 were gig workers - the research finds that one in three (32%) hold at least two jobs, while one in 14 (7%) hold three or more. One in ten (10%), meanwhile, undertake seasonal work / employment during the holidays. The research also revealed that more women have just one form of gig work than men (55% vs 42%), whereas more men hold three to five gig jobs than women (19% vs 11%). The study, which is the first to use data from the gig economy, also found that flexibility and breadth of opportunities are the main factors for two in five (39%) gig workers choosing gig work. While a fifth (21%) admitted that gig work is the only type of employment available to them, and a further 14% say they undertake gig work to ease them into retirement. Despite many enjoying the freedom of gig work, the main drawbacks were not having access to employee benefits such as income protection, holiday and sick pay; not knowing where the next job / pay cheque will come from (42%) and not receiving a workplace pension (31%). Chris Atkinson at Zurich UK, said: With Christmas approaching and people increasingly considering gig work to supplement seasonal costs, holding more than one role has become the norm. The benefit of gig work is that it gives people flexibility to boost their income, but it comes without the benefits that full-time employment provides such as holiday pay and income protection. This is why its so important there is more support available to gig workers to ensure they take steps to protect their finances. Earlier this year, the Government-commissioned review of employment practices [1] led by Matthew Taylor, recommended a new status for gig workers as dependent contractors, an alternative worker status that would require gig companies to treat those who worked for them as employees allowing them access to the same workplace benefits. The Work and Pensions Select Committee and the Business Select Committee have also announced that a draft Bill has been drawn up which would make gig companies pay holiday and sick pay, realising that the labour market is not working for everyone. [1] Good work: the Taylor Review of Modern Working Practices, published 11 July 2017
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Barnett Waddingham welcomes experienced employee benefits consultant
18-December-2017 - onrec.com
Barnett Waddingham continues to expand its Workplace Health and Wealth (WHW) practice with the appointment of a highly experienced employee benefits consultant. Posted in News archive on 18 Dec 2017 Claire Atkinson joins the business from Clear Insurance Management, bringing with her significant global employee benefit experience following two years as Assistant Vice President at Lockton, Singapore. Claire will be joining us as a Workplace Health Consultant and will play a significant role in supporting our innovative and award winning wellbeing proposition. She also has excellent experience of advising clients on the design and management of group risk and health related employee benefits. This includes private medical and dental insurances, and cash plans. Claire Atkinson, Workplace Health Consultant at Barnett Waddingham, said: I am very excited to be joining Barnett Waddinghams Workplace Health and Wellbeing team. This is a great opportunity for me to get more involved with employee health and risk benefits consultancy. Barnett Waddinghams wellbeing proposition is unique in the market and it is continuously evolving. I am very pleased to have the chance to advise our clients, not only in group risk and healthcare, but also in workplace wellbeing, where there is still much to be done to create a happy and flourishing workforce. Kevin ONeill, Head of Workplace Health at Barnett Waddingham, said: We are committed to supporting and improving wellbeing in the UK workplace and we believe by helping our clients mitigate their workplace health and wellbeing risks, we can help them realise significant impacts on business performance, creating a real return on investment. Claire provides us with excellent new perspective and skill to this exciting and growing market. Her impressive track record and knowledge of health and risk benefits will be invaluable in supporting our clients. www.barnett-waddingham.co.uk
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U.S. employers say CVS-Aetna deal would affect health-benefits decisions: survey
17-December-2017 - reuters.com
NEW YORK (Reuters) - CVS Corps proposed purchase of Aetna Inc will affect decision-making by a majority of large and mid-size U.S. corporations on employee health benefits, a survey by benefits consultant Aon Plc found.
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MSNBCs Chris Matthews reprimanded over inappropriate comments about woman in 1999
17-December-2017 - usatoday.com
The Hardball with Chris Matthews host was reprimanded for sexual misconduct in 1999 and an employee got separation-related payment, MSNBC says.
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How to actually keep your new years debt resolutions
17-December-2017 - usatoday.com
Paying off debt in the new year is a common resolution. But resolving to do something and actually doing it are two different things.
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U.S. labor board adopts business-friendly ´micro union´ test
16-December-2017 - reuters.com
(Reuters) - A U.S. labor agency on Friday made it tougher for workers to form so-called micro unions made up of small groups of a company's employees, reversing an Obama-era decision that had been sharply criticized by companies.
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Theres a buzz in our shops, says Waitrose boss
16-December-2017 - dailymail.co.uk
In his first major interview since taking the job, Rob Collins is cagey about how well his 350 stores will do this Christmas.
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CSX CEO Harrison dies months into railroad´s turnaround effort
16-December-2017 - reuters.com
NEW YORK (Reuters) - CSX Corp Chief Executive Hunter Harrison has died, the freight railway operator said on Saturday, just a few days after announcing that the veteran rail executive hired earlier this year to boost its profits had taken a medical leave of absence.
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Uber should have given court an ex-employee´s letter about ´fraud and theft´ in Waymo case
16-December-2017 - reuters.com
SAN FRANCISCO (Reuters) - Ride hailing company Uber was obligated to turn over to a U.S. federal judge a letter from a former employee that told of the company's "fraud and theft" and mentioned evidence of stolen trade secrets nailed "like a scalp" to the wall, a court official said Friday.
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How to handle the growing wealth gap crisis
16-December-2017 - usatoday.com
When workers dont participate in the financial victories of the organizations they serve, the debt bubble balloons and the retirement crisis worsens.
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How to find hard-to-get, out-of-stock gifts without getting ripped off
16-December-2017 - usatoday.com
Some must-have items are already out of stock across the board, with waits for new arrivals a month or more away.
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Conviviality saves 1,300 jobs with £25m deal for P&H-owned stores
15-December-2017 - telegraph.co.uk
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How to score the best deals on Free Shipping Friday
15-December-2017 - abcnews.com
ABC News' Becky Worley shares her pro tips for last-minute holiday shopping.
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Big U.S. banks engage universities to fill unglamorous banking jobs
15-December-2017 - reuters.com
(Reuters) - Banks are grappling with how to recruit young people into businesses like trade finance and cash management, which are increasingly important drivers of revenue but perceived to be un-sexy compared with investment banking and trading.
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Want to risk your job? Then fake being sick.
15-December-2017 - usatoday.com
Hint: Its a fairly common practice, too.
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Santa traffic cop sleighs it with Manila dance routine
15-December-2017 - reuters.com
MANILA (Reuters) - Directing motorists at busy intersections in Manila isn't the easiest job, but traffic cop Ramiro Hinojas makes it fun by adding dance to his beat.
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Exclusive: Aston Martin owners rev up for 2018 exit with Lazard hire
15-December-2017 - reuters.com
LONDON (Reuters) - Aston Martin's owners have hired Lazard to prepare for a stock market listing or sale of the British sportscar maker made famous by fictional spy James Bond, sources familiar with the matter told Reuters.
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17 Workers Sickened at Tennessee Metal Fabricater Plant
15-December-2017 - insurancejournal.com
Officials say 17 workers at a Tennessee plant who complained of headaches and nausea are getting medical treatment. McMinn County Mayor John Gentry said the exposure incident happened Wednesday morning at the Mills Products plant in Athens. Media cited a
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Ubers Food-Delivery Business to Provide Insurance for Couriers in Europe
15-December-2017 - insurancejournal.com
Ubers food-delivery business will begin offering an insurance package to its couriers in Europe, a move to address the conditions of gig economy workers. Riders for food-delivery companies such as Uber Eats and Deliveroo are typically self-employed and the firms
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Virgin Trains staff hold 24-hour strike
15-December-2017 - bbc.com
The walkout by Virgin Trains West Coast workers is the first of a number of UK rail staff strikes.
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Texas Regulators Say Workers Comp Costs Down 63% Since 2005
15-December-2017 - insurancejournal.com
More Texas businesses are providing workers compensation insurance as the cost of coverage continues to decline, according to the Texas Department of Insurance Division of Workers Compensation (TDI-DWC). Premiums have fallen by 63 percent since 2005 as department has
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Trumps Labor Board Overturns Obama Joint Employer Rule
15-December-2017 - insurancejournal.com
A U.S. labor board on Thursday overturned an Obama-era ruling that had made it easier for unions and workers to hold companies accountable for practices of contractors and franchisees, a decision welcomed by business groups that could affect a major
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OSHA Rule Requiring Electronic Reporting of Injuries Goes Into Effect
15-December-2017 - insurancejournal.com
A federal rule requiring certain employers to electronically submit injury and illness reports goes into effect today. The rule applies to businesses in many states with 250 or more employees that are currently required to keep OSHA injury and illness
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Key Considerations When Choosing an RPO Partner
15-December-2017 - onrec.com
The job market is competitive, and without trying too hard you will find plenty of references to a so-called talent war. While we dont wish to paint a picture of hiring managers dashing around with sticks and stones, we do concur: It is tough out there. Posted in News archive on 15 Dec 2017 Hiring managers are overworked, HR departments are juggling multiple tasks, and many lack the necessary skills and expertise to develop a proactive hiring strategy. Some may not even be equipped to test, interview and appraise candidates for highly technical roles. Choosing the right recruitment process outsourcing (RPO) partner can be a huge boon. RPO can give organizations access to cutting-edge technology and testing tools, as well as a loaded pipeline of skilled candidates. It is for these reasons, and a few more we will discuss, that many employers opt to outsource their recruitment needs to experts. Here are a few tips on choosing a reliable RPO partner. Why Choose an RPO Partner Its worth pointing out the circumstances in which an RPO tends to be a better choice than a traditional recruitment agency. As Oli Meagers at Online Recruitment magazine says, organizations might opt for the latter when filling positions urgently. Driven by time constraints, the organization and the recruitment agency act quickly but perhaps not according to the best strategy. Many readers will see the above as a reactive approach to hiring. We have, in a previous post , written about the advantages of building proactive talent acquisition strategy. To reiterate, this should be the aim whenever possible. RPOs, on the other hand, are generally used by organizations that might lack the requisite in-house skills or wish to develop a long-term talent acquisition strategy. The relationship between organization and RPO will be based on exclusivity clauses or sole-supplier contracts to develop transparent and consultative partnerships. Having an RPO partner doesnt mean the existing in-house team becomes superfluous, however. It depends on what kind of relationship and organization seeks from its partner. RPOs Must Offer Customizable Treatment Randstad Sourcerights Sue Ruddock , writing at the Staffing Stream, lists four major RPO models: End-to-end, which includes all hiring requirements for appointing permanent employees, as well as value-added services such as contingent workforce management. Project RPO, which is for one-off or repeat projects requiring short-term sourcing needs. Selective RPO, which is used to build upon existing recruitment process. Recruiter on demand (ROD) solutions, which add manpower to an organizations in-house function. Whatever the chosen model, Ruddock notes that there isnt a one-size-fits-all solution. Companies need a customized strategy to meet their larger business goals. Achieving recruitment goals with an in-house team is possible, but it is costly and time-consuming. Ruddock notes how quickly talent analytics and mobile technology, for example, have become essential for an effective talent strategy. Not being on top of this will cause hiring strategies to fail. An RPO partner, she writes, can help an organization find balance by delivering insights and market experience. It should complement the company culture and be able to adapt to change in size and direction. For Gajendra Chandel , chief HR officer at Tata Motors, an RPO partner plays a supportive role. While his in-house talent acquisition team focuses on strategy and brand-building, the company outsources to a partner that is able to deliver skills the company doesnt have, as well as access to a deeper pool of candidates. While Chandel keeps brand-building in-house, many RPOs can fulfil this function, as well as many other functions. Hiring an RPO Is Not Just About Filling Desks As employers needs have evolved, so too has the role of RPO partners. Stacey Cadigan , a market intelligence consultant, says RPOs should help organizations build their employment brands, boost passive candidate engagement and make the application process more personalized. This all sounds positive, but there is sometimes still a reluctance to outsource. Some organizations fear the unknown or a perceived loss of control when bringing in an RPO. This stems from the false belief that the vendor wont be able to understand an organizations needs. A good RPO, writes Newton Consultings Patty Silbert , quickly gets to grip with a companys value proposition and can articulate to candidates how it differs from their current employment. Of course, a solid RPO program will be able to measure whether goals are being met within agreed to timeframes. Using tracking mechanisms and metrics to measure progress, this data will reveal the RPOs efficiency, as well as help shape and evolve the talent acquisition strategy. What to Do Before Deciding on an RPO Partner Larry Myler at Forbes writes that when hiring an RPO partner it is prudent to check their track record. Just as one wouldnt hire a financial planner with a questionable personal investment portfolio, one shouldnt hire an RPO that cannot boast a talented and long-serving team working for them. Myler suggest asking three questions to help decided on the right partner: What is their annual loss rate of employees? Turnover should be less than 20 percent. Do they hire, train and manage their own employees? Do their employees love working for their employers? The answers to these questions should yield useful insight when choosing the best outsourcing vendor for an organizations needs. IBMs Jacques Bossonney says before choosing an RPO partner, it is worth listing all of your organizations needs and rank them according to priority. Your objectives must remedy your pain points, he says, so be specific. These considerations include RPO partners being able to source and deliver hard-to-fill positions, being innovative with tools and solutions, and being flexible to adapt the service without compromising quality. Beyond the skills and technological know-how of RPOs, there is another important consideration: An RPO needs to align with the hiring values of the organization. This is what Kimberly Warne , talent acquisition leader at GE, expects from both in-house recruiters and RPOs. They should manage managers, keep candidates warm, bear in mind diversity programs and a number of other requirements. All of the above flows into a major capability an RPO needs to demonstrate: It must be able to customize recruitment solutions. Eyal Katz at Connecteam says the right RPO will have industry-specific expertise to solve the pain points. It does this through a customized solution that fits an organizations business needs and strategic objectives. The Difference Between Good and Great RPOs Howard Flint , at Recruiting Blogs, deals with an important question: What is the difference between a good RPO and a great RPO? A great partner, he says, will deliver recruitment excellence from the beginning and throughout the relationship. Flint cautions that while RPOs offer interesting perspectives and insight into emerging areas of recruitment practice, they can often be following market trends. This is necessary, but without being proactive in dealing with their clients needs, they will not add real and measurable value to an organization. Great RPOs offer a comprehensive strategy and overarching framework for improvement to deliver a real and sustained competitive advantage. This all needs to happen with minimum hassle and cost. To ensure this happens, Flint advises organizations to test an RPOs performance using the four criteria: Quality hires through data Service efficiency and positive stakeholder experience Total workforce management Client empathy to honor the companys culture, values and brand Picking an RPO Partner Is Simpler Than It Sounds This may all seem like a lot, but as Quarsh founder Lucy James says, choosing the right RPO just requires a bit of research. She suggests finding an RPO that can up and downscale according to organizational needs. James also says when it comes to specialized needs such as tech or scientific candidates, organizations will need RPOs with specific skill sets and proven experience in technical fields. The task may seem daunting, but it neednt be. RPOs are experts for a reason: They have the experience, the technology and the skills to ensure their clients get the very best resources to build a long-term talent acquisition strategy. With the guidance offered in this post, hiring managers and employers can ask the important questions from the very beginning as to what their organization needs. The right RPO will be able to lead them to the answers.
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L´Oréal launches virtual reality recruitment experience
15-December-2017 - onrec.com
L'Oréal UK Ireland has debuted a new Virtual Reality experience as part of its graduate assessment scheme whereby 18,000 hopefuls apply for roles at the company every year. This step is part of an ongoing strategy to create a fully digital and immersive recruitment tool kit to identify key strengths and pinpoint talent with the most compatible values and skillset. Posted in Launch on 15 Dec 2017 LOréal UK Ireland becomes one of the first UK employers to adopt Virtual Reality in its graduate and intern recruitment process Innovative assessment tool tests candidates response to LOréals workplace and culture Virtual Reality highlights L'Oréals continued investment in technology for recruitment and learning L'Oréal UK Ireland has debuted a new Virtual Reality experience as part of its graduate assessment scheme whereby 18,000 hopefuls apply for roles at the company every year. This step is part of an ongoing strategy to create a fully digital and immersive recruitment tool kit to identify key strengths and pinpoint talent with the most compatible values and skillset. We anticipate that the Virtual Reality (VR) experience has the potential to offer a vital layer of insight into the candidates character and decision-making skills whilst presenting the candidates with an exciting and palpable real world experience, said Alex Bennett, Graduate Talent Acquisition Manager L'Oréal UK Ireland. At L'Oréal, we believe that we are a perfect match for those hungry to make a big impact and its essential that the recruits take responsibility from day one. This new technology will bring that demand to life. The trial of the technology is just the latest example of LOréals sector-leading approach to incorporating innovative technology to further improve its cutting-edge recruitment process. From Chatbots to Artificial intelligence, digital technology is already at the heart of LOréals recruitment programme, and the company remains committed to continuing to trial and learn through the latest advanced methods. Paul Gilliam, HR Director L'Oréal UK & Ireland, said: With innovation at our core, we are thrilled to start using Virtual Reality for our graduate recruits. We wanted to allow the applicants the opportunity to demonstrate their propensity for risk taking and their affinity for our company culture and values. LOréal joins a handful of UK employers using VR in its recruitment processes, and is the first UK beauty firm to make the investment. The bespoke programme takes candidates on a virtual tour of LOréal HQ, exposes them to a meeting scenario and assesses their personality and situational judgement. Gilliam continued: Were seeking a harmonious fit from the start with our recruits and will continue to upgrade our appraisal tool kit to that end. At L'Oréal we value ingenuity and initiative and were offering a compelling recruitment experience to match. career.loreal.com
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85% of employees are more likely to work for employers who offer clearly labelled benefits
15-December-2017 - onrec.com
Research from Canada Life Group Insurance reveals 85% of employees are more likely to work for employers who offer clearly labelled workplace benefits, suggesting workers value benefits when choosing a new job position but often struggle to understand what they are being offered. Posted in News archive on 15 Dec 2017 This rises to 94% of workers aged 25-34 A third (31%) wish their employer would provide more information about their benefits A fifth (19%) received information about their benefits when they first joined, but never again after that Employers are seen as most responsible for ensuring employee benefits are clearly understood Research from Canada Life Group Insurance reveals 85% of employees are more likely to work for employers who offer clearly labelled workplace benefits, suggesting workers value benefits when choosing a new job position but often struggle to understand what they are being offered. The results show that clearer employee benefit information is needed for companies to win the battle to recruit and retain staff. This trend is particularly pronounced among employees aged 25-34, with 94% agreeing that better labelling would help their decision. Given the ever-increasing competition to attract the best new talent, employers should be clear what benefits are available in their company and the value they bring to staff. The survey also found that employer communication regarding benefits is often sporadic, with less than two in five (37%) respondents stating that their employer is very transparent and helpful when it comes to workplace benefits. A third (31%) wish their employer would provide more information, with one in five (19%) only receiving benefits information when they first joined and never again after that. More than one in ten (13%) would have no idea who to ask for further information. Employers most responsible for ensuring benefits are understood When it comes to defining who is responsible for ensuring employee benefits are clearly understood by staff, a third (32%) of respondents believe this falls to their employer. However, a fifth (20%) would pin responsibility on both employers and product providers/insurers. A similar proportion say they are responsible as an individual (19%), rising to a third (33%) of respondents aged 25-34, the highest of any other age group. This sense of responsibility implies a higher level of engagement with non-salary benefits from younger workers. Table 1: Who employees believe is responsible for ensuring group risk products are clearly understood % My employer is responsible 32% Employers and product providers/insurers are both responsible 20% I am responsible as an employee 19% The product provider/insurer is responsible 17% All parties are responsible 12% Paul Avis, Marketing Director at Canada Life Group Insurance, comments: Our research has shown that employees do consider what benefits are available to them when deciding which employer to work for, and rightly so, but is enough being done to communicate their value? For example, our support services alone provide £180 value per employee every year to those insured for Group Income Protection, and £205 for employees covered under a Group Critical Illness policy with us. In a period of low wage inflation so much more can be done to clearly communicate the value of what an organisation has already paid for. It is very encouraging to see younger employees in particular are taking such an interest in workplace benefits. However, there does seem to be a worrying lack of clarity about what is available and who employees should direct their enquiries to. Proactive, ongoing messaging with clear internal ownership is needed. Employers tend to provide these communications around induction but, to get the best from their companys benefit spend, this needs to be maintained and provided to all staff rather than just new joiners. Insurers and advisers have a role to play in providing information and materials to help give employers the tools to drive positive conversations around their benefit packages. With a raft of superb communications in many different formats available to them, employers should actively engage with all their benefits providers to see what they can provide.
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Tiger Recruitment reports major growth as jobs market bucks Brexit uncertainty
15-December-2017 - onrec.com
London-based specialist recruitment agency, Tiger Recruitment, has reported a 12-month increase of 61% in job placements across its offices in the West End and the City, leading to a rise in company revenue of 68% over the same period. Posted in News archive on 15 Dec 2017 The firm, which specialises in matching high calibre support staff to top businesses and private individuals, saw temporary jobs in its City office increase by 118%, while its West End office experienced a 41% growth in permanent positions. Tiger also reported that over 95% of all permanent candidates passed their probation period. Commenting on the results, Tigers CEO, David Morel, said: Weve seen tremendous growth in our business over the last year which is due to a sustained increase in new positions as businesses buck any uncertainties in the market caused by Brexit. The majority of our growth stems from the West End and the City, although we are seeing significant increases in new requests from outside the capital and particularly from overseas clients. Earlier this year Tiger launched Tiger Private, a division dedicated to meeting the growing recruitment demand for private households and high net worth families. The firms City office has also recently moved to larger offices and there are plans for an expansion of their West End office in the New Year. David Morel added: Our team of highly experienced recruitment consultants lie behind what has been a very successful year for Tiger. While the Tiger brand is instrumental in attracting exceptional candidates, they are totally dedicated to partnering with our clients to place exactly the right candidate for each role. We are expecting further growth in 2018. For more information on Tiger Recruitment, visit www.tiger-recruitment.co.uk or call 020 7917 1801.
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Jardine Motors Group launches new apprenticeships scheme
15-December-2017 - onrec.com
One of the UKs largest car dealership networks, Jardine Motors Group, has launched an innovative new apprenticeship scheme for those looking to embark on a career as a talented technician. Posted in Launch on 15 Dec 2017 The apprentice scheme is the latest recruitment drive from the group, which represent 23 brands in over 70 locations nationwide, and has a team of over 3,000 employees. Those who join the scheme will not only be able to develop their skills on premium car brands, including Porsche, Lamborghini, Ferrari, Aston Martin, McLaren and Maserati, but theyll also be kitted out with a toolkit worth £10,000. Apprentices on the scheme will also enjoy a competitive starting salary which will increase year-on -year, guaranteed for 6 years, plus an attractive bonus scheme. Clare Martin, Group HR Director of Jardine Motors Group, comments: The car industry is constantly evolving, which is why at Jardine Motors, we are passionate about investing in future colleagues who want to join us in being part of a very exciting industry To us, that means recruiting bright and enthusiastic individuals who want to provide our customers with outstanding customer experience. We also recognise that the UK automotive industry is only as strong as the talent within it, so we must continue to invest in our teams if we want reach our full potential, which is why our apprenticeship scheme also breaks the boundaries set out by traditional schemes. Each new colleague can set the duration of their apprenticeship, allowing them to work at a pace to suit them and will also be equipped with a toolkit worth £10,000, which they get to keep following successful completion of their apprenticeship course. All we ask is for individuals with passion, enthusiasm and a willingness to succeed. To apply for an apprenticeship at Jardine Motors Group, please contact hls-apprentices@jardinemotors.co.uk
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New trend for employees taking regular, short breaks from work boosts performance
15-December-2017 - onrec.com
A NEW TREND for workers to take regular breaks throughout the working day has been identified but, according to new research, its not all bad news for employers and business owners. Posted in News archive on 15 Dec 2017 Almost half (49%) admit to taking short breaks as often as every 2 hours 36% say regular mini breaks have helped them to increase energy levels and productivity 25-34-year-old workers take the most frequent breaks, with 1 in 10 taking two breaks per hour A NEW TREND for workers to take regular breaks throughout the working day has been identified but, according to new research, its not all bad news for employers and business owners. A survey of 1,000 British adults published by ElectricTobacconist.co.uk as part of the Take a Break Report 2017 revealed that almost 1 in 2 workers (49%) take short breaks from their work as often as every 2 hours, and 15% do so once per hour but many in fact find that this has a direct impact on their work performance. More than 1 in 3 (36%) believe that this time actually boosts their productivity and energy levels. And more than a quarter (27%) have experienced a moment of inspiration during their downtime which has led them to resolve or solve a problem or challenge related to their work. And almost 1 in 4 (23%) have discovered some news or information during these kind of breaks which has been beneficial for their work. However, few bosses seem to be recognising these benefits, as just 14% of employers feel that workers taking regular short breaks is a positive thing. Pascal Culverhouse, founder and CEO at ElectricTobacconist.co.uk , said: This trend for workers to take more frequent breaks from work can understandably sound a little concerning for business owners if this is not governed. However this research clearly shows that if employers make it clear when and for how long they are happy to authorise workers taking these kinds of breaks it can actually have a positive impact on workers professional performance. Mini breaks are a great way to rebalance, refocus and recharge so that concentration and energy levels dont waiver. Even just a couple of short breaks each day could make a huge difference to maximising workers outputs, and ensuring they are making the most of each day. It is 25-34-year-old workers who take the most frequent breaks with 1 in 10 (9%) doing so twice per hour. The group following closely behind is those aged 18 24, with 21% of this group taking breaks once per hour. However, it's not only the youngest workers leading this trend - more than 1 in 3 employees aged 55 - 64 years old admitted to taking a break from work every 2 hours. ElectricTobacconist.co.uk is a UK based online vape shop. Launched in July 2013, the website sells all of the major e-cigarette and e-liquid brands at the best prices, with over 50 brands in the range. To view the UK Take a Break Report 2017 and for more information on this research, please visit https://www.electrictobacconist.co.uk/take-a-break-report-i280 For more information about ElectricTobacconist.co.uk visit the website .
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Skills you need to start a completely new career in your 30s
15-December-2017 - onrec.com
Do you think you cant make a career switch in your 30s? Well, youre wrong. The idea that were too old and have to stick it out is completely inaccurate. In fact, their people who have switched careers a bunch of times have a wider skill set and are more capable than those who stick to one career path. Posted in News archive on 15 Dec 2017 And really, thats not that surprising. After all, every time you switch jobs youre forced to learn new skills, new rules, new ways of working and how to interact with a new set of people. And so you learn a whole new set of ideas and enhance your brain plasticity to boot. So thats the good news. Now lets focus on what skills you should actually learn to help you make the switch. First, the soft skills The first thing youre going to need is to boost your soft skills. Because lets face it, those will be useful not just when youre in your new career but also when youre looking for the job. Now, soft skills are a broad category. They include: Self-awareness Emotional regulation Communication skills Writing and presenting skills Problem-solving and critical thinking Teamwork skills Time management There are two strategies youll want to take in terms of these kinds of skills. The first one is to boost the ones youre already particularly good at. This will be helpful as youll be able to stress these abilities at interviews and use them during jobs. Whats more, as its enjoyable to do things were good at, this can be quite enjoyable. Thats not enough, however. Youll also need to take steps to improve at the ones youre worst at. Now, this will be a lot less fun. At the same time, its essential you deal with your shortcomings. The reason being that bad is stronger than good and when you lack an essential skill this will weigh far more heavily against you than you being able to demonstrate you have a bunch of others. So, you might be a great rewarded essays writer but if you can never hit a deadline, youll probably not be hired by an agency. Self-assessment Next, youll want to self-assess. This is a skill all its own and its vital if youre going to be able to make a switch. Why? Because if youre good at self-assessing then youll have a good idea of what kind of job you could do. More importantly, youll have a good idea of how your attempted change will be interpreted in the sector you want to move into. Will they see you and think okay, we can work with this or will they think thats not going to happen? Based on this youll be able to assess if that will actually be a feasible career change. Note, if youre not that hot at self-assessment thats not the end of the world. Just dont do it alone. Ask other people what they think might be good options for you. Even better, go get some career counseling. These people will give you a good idea if youre on the right path or if youre going to have to reconsider the career change you have in mind. And yes, that might not be nice to hear, but its better to do so before youve made the switch than after youve failed at making it. Find out the skills you need and focus on them Once youve got a good idea of whether its actually possible to go for the job youre interested in, start picking up the skills youll need. This is much easier today than it was in the past, through such online teaching opportunities like edX and other institutes like it. There, youll be able to follow courses many of them for free which will give you a serious leg up, without having to go back to school. Even better, by taking these courses youve got a final opportunity to see if this is really for you. Do you enjoy the courses or are they not what you imagined? So, take that vacation time youve saved up and spend them on finishing some of these courses. In that way, youll get paid while youll learn and youll be in a much better position when you do quit. Last words Career changes can be scary when youre at the start. Theyll require a lot of adjustment and there might be a period where your pay takes a hit. At the same time, they are far from impossible in your 30s or even in your 40s. So go for it. Dont let yourself be held back. After all, if you try it for a few years and it doesnt work out, you can always go back to what you were doing before a lot wiser and with a bunch of different perspectives that might give you a whole range of new insights.
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Korn Ferry Futurestep Makes 2018 Talent Trend Predictions
15-December-2017 - onrec.com
More personal, more segmented, more strategic and more driven by an up-and-coming generation. Those are the key 2018 predictions for the future of the talent acquisition profession, based on insights from Korn Ferry (NYSE:KFY) Futurestep experts from across the globe. Posted in News archive on 15 Dec 2017 AI and Social Media Make the Recruiting Process More Personal and Segmented Aging Millennials Change the Work Environment as they Become Bosses More personal, more segmented, more strategic and more driven by an up-and-coming generation. Those are the key 2018 predictions for the future of the talent acquisition profession, based on insights from Korn Ferry (NYSE:KFY) Futurestep experts from across the globe. According to Futurestep CEO Byrne Mulrooney, the break-neck speed of technology advancements is at the center of the change, allowing recruiters the ability to focus on what matters most: people and strategy. Linking business strategy to talent strategy has always been critical to the success of talent acquisition professionals, and today, technology frees up experts in our profession to do what they do best offer sound advice to their business partners, create a warm and welcoming candidate experience and get results, said Mulrooney. Following are the 2018 Trends Predictions: AI and Tech The Reinvention of the Human Recruiter Sourcing Gets Personal Going Places by Staying Put: Is Relocation Necessary? Millennials as Bosses: Shifting Dynamics in the Workplace Home Grown: Internal Hiring on the Rise University Grads Have Options Again Instant Interaction: A Growing Medium for Candidate Communications Keep it Real Display a True Picture of Your Business Culture Candidates are also Customers So Look After Them Job Hopping No Longer Taboo 1. AI and Tech The Reinvention of the Human Recruiter Artificial Intelligence (AI) has finally come into its own, especially with its ability to quickly and effectively source candidates. And as big data and AI will continue to proliferate, top recruitment partners are able to streamline into one single sign-on platform virtually all aspects of recruiting, including sourcing, assessments, scheduling, creating accurate compensation models and following up with candidates for future opportunities. So does that mean the human recruiter will become obsolete? Actually, its the exact opposite. With technology taking the brunt of the once cumbersome work, recruiters now have more time to invest in high-value areas of delivering an outstanding candidate experience and impactful advice to hiring managers. 2. Sourcing Gets Personal New AI and social technology tools are allowing for segmentation of candidate pools and the ability to communicate in a hyper-personalized way. One key example of this comes from todays virtual world, which enables recruiters to set up a wireless fence around key locations. This helps recruiters identify and segment qualified candidates in specific geographies, allowing them to target candidates with mobile messages and/or advertising. This is especially helpful when entering a specific market with hiring events, as the systems also automatically collects data from the user's mobile phone so it can continue to advertise to them, even after they leave the geo-fenced area. 3. Going Places by Staying Put: Is Relocation Necessary? Even when the offer is amazing, more candidates are opting out of moving for a job. In response, many employers are allowing new hires to remain where they are and work remotely. Another option being increasingly used is to rely on members of the growing Gig Economy, wherever they may be located. Enabled by video conferencing and ubiquitous internet access, this allows workers such as IT, marketing and sales professionals to contribute from wherever they are. The downside, a lack of face-to-face interaction could inhibit creating a cohesive company culture. 4. Millennials as Bosses: Shifting Dynamics in the Workplace Since their debut in the professional workforce, members of the millennial generation have been known for being impatient when it comes to advancing within the workforce. Well, the wait is over for millions in this generation - many of whom are in their mid-30s - as they now are leaders within their organizations. Millennials as an archetype value flexibility in the workforce, not just for themselves, but now for their teams. Living the company culture is core to how they lead. While these new leaders bring much to organizations, there however may be a few cautions. Since many did move up quickly, they have to learn how to manage up to colleagues that have more seniority than them. They also have to learn how to relate to their direct reports, some of whom could be as old as their parents. Finally, millennials grew up in a digital-first environment, so they must resist the urge to lead from behind a screen instead of face-to-face communications. 5. Home Grown: Internal Hiring on the Rise Its no secret the market is changing rapidly and the use of technology is changing virtually every role in organizations, regardless of the industry. This means people with the skills that organizations are looking for are often hard to find. Looking ahead well see more leaders finding ways to reskill and promote existing employees. Previous training on the companys protocols and procedures, plus their understanding of company culture, puts internal candidates ahead of the game when coming up to speed learning a new role in a new division or geography. Internal postings of job openings, that require the same qualifications as external hires, takes out the bias of hiring internally. 6. University Grads Have Options Again While just a few short years ago new college grads found it difficult to land that first professional career after graduation, were now seeing the tide turn. Companies are setting their sights earlier on new college hires, which is clear from an August 2017 Korn Ferry Futurestep survey that found due to intense competition, nearly two-thirds of hiring managers believe the best time to recruit college students is during the beginning of their senior year. As an indication that grads are in the drivers seat, companies are looking to make employment offers more attractive to young professionals with in-depth, multi-week training programs, often bringing the graduates to one centralized location to help introduce them not only to their new job, but to the culture that will surround them. 7. Instant Interaction: A Growing Medium for Candidate Communications Long gone are the days where companies can expect candidates to sit through multiple interviews and assessment days. Todays candidates want a faster process and ways to communicate via social channels such as texts, WhatsApp, Twitter or even Instagram. Because this takes less time and the response is often much faster, candidates are actually getting more interaction with recruiters, including an expanded talent acquisition team who can help with various aspects of the process. 8. Keep it Real Display a True Picture of Your Business Culture For candidates, organizational culture and quality of life are key factors in determining where and for whom they want to work, and its nearly impossible to get this impression from traditional HR materials. Candidates want to hear/see real employees discussing the pros and cons of the job. This can take the form of written testimonials, videos or even AI that simulate the person, much like todays video games. This helps candidates best determine if theyll be a good fit for the organization before they get too far along in the recruiting process which can result in reduced turnover and costs. 9. Candidates are also Customers So Look After Them Depending on the type of organization, candidates can often already be, or become future, customers, clients or partners. Its important to remember this during the recruiting process, as a new Korn Ferry Futurestep survey of professionals found that more than half say it is unlikely they would remain a customer of a company if they had a bad experience as a candidate. One trend is for the talent acquisition and marketing departments to work together to monetize the candidate conversation, by, for example, giving all candidates a percentage off coupon for applying, and progressive discounts the further the candidate goes through the funnel. Bottom line, candidates are people who want to be treated fairly and respectfully during the recruitment process, just the same way customers want to be treated. 10. Job Hopping No Longer Taboo It used to be that finding qualified candidates was the hardest part of a recruiters job. Now, Big Data, AI and social media make the search much easier. What that means is recruiters are calling upon more qualified candidates, and more candidates are listening and taking new opportunities at a faster rate. This holds especially true in high-demand fields, including technology and engineering. Employers should take note and work to retain existing employees by giving them development and advancement opportunities, along with creative reward packages.
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My children make me a better scientist
14-December-2017 - sciencemag.org
Having children can offer unique career benefits, this scientist writes
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Recruitment industry hits record number of start-ups in a single year new figures reveal - depsite fears job market may be stalling
14-December-2017 - onrec.com
An average of 818 new agencies registered each month since January, with the total number of agencies trading in the UK now at a record 35,275 Posted in News archive on 14 Dec 2017 The number of newly registered recruitment agencies in 2017 has risen at its fastest ever rate, with 9,001 started since January, according to the specialist PR firm for the Recruitment industry, ClearlyPR. Using data obtained under a Freedom of Information Request from Companies House, ClearlyPR has found that between 1 st January and 30 th November this year, an average of 818 agencies were formally established each month. This is a 28% higher start-up rate than the number registered during the whole of 2016 (6,485 in total, averaging 540 per month). The total number of recruitment agencies currently registered as trading in the UK now stands at 35,725. The highest number of recruitment start-ups were registered in March (1,208), followed by January (1,132) and August (1,067). 5,709 were established in the first six months of 2017 compared to 4,297 in the final half of 2016. This pours cold water on the hypothesis that employer confidence is waning. In fact, the opposite would appear to be true, said Paul MacKenzie-Cummins, Managing Director at ClearlyPR. Last year saw a doubling in the number of recruitment agencies that were founded in 2015, with the sharpest rise coming in the six months after the Brexit vote. Our research has shown that the momentum not only continued into 2017, it gathered pace. The dramatic rise in new agencies being started over the last year is testament to the overwhelmingly positive mood within the recruitment industry. Ambitious recruiters are not only seeing an increase in demand for the services of recruitment agencies, theyre taking advantage of favourable market conditions and the opportunity this present for aspiring recruitment entrepreneurs. Indeed, the Recruitment and Employment Confederation (REC) predict that 56% of all vacancies over the next 12 months will be filled by recruitment agencies an increase of 10% since 2015. This is against a backdrop of the nations low productivity, lagging wages, and a predicted slowdown in economic activity in 2018. 2016 was a landmark year for the Recruitment industry, yet 2017 has defied the expectations of even the most optimistic of forecasters, said Mr MacKenzie-Cummins. While uncertainty remains over the possible ramifications over how the UKs withdrawal from the EU will impact on businesses and the economy, the research suggests that the growth in new agencies entering the market is down to three key factors. First, there is the ongoing skills crisis, which is being worsened by growing concern over the future use of workers from overseas. Employers need to plug the gaps in their workforces but the pool of available talent makes it harder for them to find the people they need; hence, the need for additional support from external staffing providers. Second, employer hiring continues to remain high. This mitigates the risk many recruiters may see over whether to strike out alone. Third, recruiters appear to have learned the lessons for the recession and are gearing themselves up for life after Brexit where they are in greater control of their careers and futures. The recession saw as many as one in five recruitment agencies close their doors as a direct result of economic decline and mass redundancies. This prompted a slow and steady rise in the number of recruiters opting to go it alone, with a tripling in the number of recruitment start-ups since 2015. Indeed, just 1,074 new agencies were registered at the height of the recession in 2010 and by 2014 that figure has risen to 2,504 followed by a marginal increase to 3,250 in 2015. In 2016, that figure doubled to 6,485 and has since increased by almost a third during 2017 to date. To say that the Recruitment industry is resilient would be one of the greatest understatements of the year, adds Mr MacKenzie-Cummins. It took a battering during the downturn only to emerge in stronger shape and since then it has grown to become the largest it has ever been - both in terms of the number of players operating in the market and revenues generated. However, although the industry is in greater shape than ever before, there is no room for complacency. The focus for recruitment businesses must remain on sustainable growth, quality of delivery and the ability of agencies to differentiate themselves from their competition. With more and more new agencies entering the industry, the need to position themselves as the agency-of-choice has never been greater, or harder. This is has seen a sharp rise in the number of agencies ramping up their promotional activity. We have seen this at first hand. As one of the few providers of public relations, social media and content marketing services for the Recruitment industry, we have seen a four-fold increase in our client base since the turn of the year. From fast-growing and ambitious recruitment start-ups, to national and international large-scale agencies and executive search firms, clients are quickly realising that employer hiring decisions are increasingly being influenced by what they see, hear and read about a company; its the age of influencer marketing. For more information about ClearlyPR, go to http://www.clearlypr.co.uk/
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UK real wages fall again - ´progress risks being a footnote to brewing wages crisis´
14-December-2017 - onrec.com
Mariano Mamertino, EMEA economist at the global job site, Indeed, comments: Posted in Opinion on 14 Dec 2017 Company Profile Indeed View profile » Novembers stumble is looking less like a blip and more like a warning light. Britains once mighty rate of job creation is waning fast. The number of unemployed people is still falling, but that can hardly be considered a win as many of them are leaving the workforce rather than entering work. With official data also confirming that the flow of workers from the EU has slowed since the Brexit referendum, in many areas skill shortages may soon get worse. Ordinarily such a tight labour market should drive up wages as recruiters compete with each other to attract talent, but that simply isnt happening. Real wages have now fallen for eight months in a row, meaning the rocketing cost of living is leaving workers more out of pocket every month. Depending on whether youre a glass half full or half empty person, the economys abject failure to deliver real wage growth is either a sign of pay rises to come or evidence the labour market is becoming dysfunctional. To be fair, strides have been made in 2017. Hundreds of thousands of new jobs have been created, and the lions share of them are full, rather than part-time, roles. But such progress risks being a footnote to the UKs brewing wage crisis.
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Reduce accidents by testing the disposition of your drivers
14-December-2017 - onrec.com
Recruiters can now predict whether candidates for driving jobs are likely to be safe and vigilant in the role, says Richard Justenhoven. Posted in News archive on 14 Dec 2017 Company Profile cut-e View profile » Anyone who drives for a living - whether its a train, tram, lorry, bus, coach, ferry, motorboat, taxi, limousine, community vehicle or delivery van - has a fundamental responsibility for the safety of their passengers or cargo and their vehicles. In Europe, the biggest cause of death at work is being struck by a moving vehicle, so the same applies to those who drive in factories, warehouses or other sites as part of their role, such as forklift truck drivers. Its also true for people who operate heavy machinery, such as construction, engineering or hydraulic equipment. If you recruit drivers, youll undoubtedly check whether job candidates have the necessary knowledge, practical driving skills, a responsible attitude and any required licences, certificates or qualifications. You may even conduct medical checks for eyesight, colour vision and hearing. But can you be confident that those individuals will always drive safely? If any driver or machine operator suffers from inattentiveness, fatigue, stress or aggression, or if theyre under the influence of alcohol or drugs, they can cause serious or fatal injuries. Even minor accidents can lead to expensive repair bills and - if members of the public are affected and they share details or photographs on social media - these incidents can damage the reputation of your company. The best risk management strategy is to prevent accidents from occurring in the first place, rather than trying to deal with their consequences. Its now possible to do this when recruiting drivers and machine operators, as new psychometric assessments can predict whether or not an individual has the propensity to cause accidents. Key attributes These tests dont measure the required knowledge or the practical aspects of driving. Instead they assess an individuals competencies and disposition, and theyll predict whether that person will be a safe driver who is able to deal effectively with the challenges theyll face. Research by cut-e shows that good commercial drivers, regardless of what vehicle they drive, share important attributes. For example, theyre observant, they pay attention and theyre able to concentrate; they can multitask and they have quick reactions, spatial orientation and a good memory. As a result, theyll be vigilant in their role and theyll strive to achieve safety rather than taking risks. The importance of each of these aspects may be weighted differently for different roles. But they can all be assessed. For example, you can measure a candidates ability to concentrate; their reaction speed; their sense of direction and orientation; their ability to perform several tasks simultaneously under time pressure and their ability to remember information. Their personality and behavioural tendencies can also be examined to check for aspects such as impulse control, ethical awareness, trustworthiness and the likelihood of whether theyll behave counterproductively at work. An overall score can then be attained for each candidate. Those with a low score will have a greater tendency to cause accidents. Different versions of these tests are available for different industries, with appropriate signs and symbols included to make them appear relevant to candidates in each role. Many are also optimised for mobile devices, so candidates can complete them when and where it is convenient to do so. Testing of this nature clearly has a value when recruiting new drivers or machine operators. For some roles, such as pilots, employers will adopt a sophisticated selection process and candidates will be thoroughly tested to assess their suitability. However, candidates for other low-paid driving and machinery-related roles may not have been psychometrically assessed before. Now, they can be - and this has considerable safety implications. As well as rejecting unsuitable applicants from the hiring process, short three-minute versions of these tests can also be used as pre-shift checks to assess whether employees are overtired, stressed or intoxicated when they clock in. Many companies find that it isnt possible to safety-check all of their drivers prior to every shift, because they employ so many people. However, a short test can be conducted via a laptop on-site and if an employee is flagged, they can then be assessed one-to-one by a supervisor who can confirm whether or not theyre fit for work. The individual may have failed the test because they were rushing; the supervisor would be able to tell if this was the case or whether there was a deeper problem. Checking occasional flagged individuals is a manageable task for supervisors - and it helps companies to ensure that their drivers and machine operators are clear-headed and attentive when they start every shift. Future-proof As technology develops, commercial drivers will inevitably become like pilots, who fly with the support of a computer. Already we have self-parking cars and adaptive cruise control systems which use radars and cameras to calculate the proximity of other vehicles and hazards. However, drivers still need to be vigilant and able to react in the event of an emergency. For this reason, the core competencies and characteristics required for safe driving are unlikely to change in the future. Reducing the annual rate of accidents and injuries, even by five percent, will bring significant benefits to any organisation. With todays assessments, you can now determine within a few minutes whether a person has the disposition and the attributes to drive, or operate machinery, safely and attentively. Recruiting only these individuals will help you to lower the risk of accidents, save unnecessary costs, protect expensive vehicles and machinery, and safeguard your reputation. For further information about assessing drivers or machine operators, please visit https://www.cut-e.com/solutions/drivers-and-machine-operators Richard Justenhoven is Product Director at international talent measurement and assessment specialist cut-e , which is part of Aon Assessment Solutions. cut-e and Aon undertake 30 million assessments each year in 90 countries and 40 languages.
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Teva Pharmaceuticals: Israeli drugmaker to cut 14,000 jobs
14-December-2017 - bbc.com
The Israeli drugmaker is struggling with $35bn debt from an acquisition and rising competition.
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MARKET REPORT: Capita is hammered by public sector squeeze
14-December-2017 - dailymail.co.uk
Capita said the market for major business contracts had been struggling throughout 2017 and profits would rise only moderately in the second half of the year.
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Capita shares down 14% as group warns of fewer contracts
14-December-2017 - dailymail.co.uk
Capita warned of a subdued outsourcing market but still expects underlying profits to rise in the second half of the year.
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Smith to Join Prime Risk Partners in Atlanta as Chief Operating Officer
14-December-2017 - insurancejournal.com
Prime Risk Partners announced that Robert C. Smith has joined the company as executive vice president and chief operating officer. Smiths career has focused on agency operations consulting and mergers and acquisitions. As a senior consultant and shareholder with Reagan
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Hotels Facing Increased Scrutiny Over Employees Safety
14-December-2017 - insurancejournal.com
One guest at the Westin Hotel in downtown Seattle opened his door naked and urged housekeeper Ely Dar to come in. Another offered her money in exchange for a massage. A guest once told her she was beautiful, then grabbed
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Millions of Britons suffer ´mid-life savings crisis´
14-December-2017 - dailymail.co.uk
Eighteen per cent of workers in their 50s and 60s are unable to save anything for their retirement, as the cost of living continues to rise and wage growth stumbles.
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UKs £32.2 billion recruitment industry helped millions of people find work in 2016/17
14-December-2017 - onrec.com
Recruiters helped almost a million people find a new permanent job in 2016/17 and on any given day are responsible for 1.3 million agency workers in the UK labour market, says new data from the Recruitment & Employment Confederation (REC) published today. Posted in News archive on 14 Dec 2017 Company Profile REC View profile » Total revenue from permanent and temporary placements reached £32.2 billion for an industry that continues to employ over 100,000 people itself. £28.2 billion was generated from temporary placements while approximately £4.0 billion was generated through permanent placements. Other headline statistics from the 2016/17 report include: The average length of a temporary agency worker assignment was 17 weeks, while only 1 per cent of assignments lasted 52 weeks or more. 47 per cent of agencies in permanent recruitment made margins of 15 to 19 per cent, with an additional 12 per cent securing fees of 20 to 24 per cent. 31 per cent of agencies made margins of 15 to 19 per cent on temporary placements, with a further 12 per cent securing 20 to 24 per cent and 15 per cent achieving 25 per cent or more. Agencies active in the permanent market averaged 12.3 permanent placements per employee annually. Agencies operating in the temporary market averaged £380,792 in annual temporary/contract sales per employee in 2016/17. This years edition of the RECs Recruitment industry trends report also includes a forecast for above GDP growth for the industry over the next three years: 3.8 per cent in 2017/18, 3.6 per cent in 2018/19 and 2.7 per cent in 2019/20. Commenting on this latest snapshot of the UK recruitment industry REC chief executive Kevin Green says: We know that jobs transform lives and that recruiters work incredibly hard every day to help people find the position or assignment thats right for them. Our data show that as candidate availability declines more and more businesses are turning to agencies to help them source the talent they need. Our industry has weathered difficult times before it survived the serious hit of the financial crisis a decade ago to become stronger than ever. Whatever the next few years holds, I am confident that recruiters will use their drive and ingenuity to ensure they stay successful and make good matches between individuals looking for work and employers who need high quality staff.
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What Careers Should Brits Consider In 2018?
14-December-2017 - onrec.com
Find a job that wont be at risk of automation Posted in News archive on 14 Dec 2017 Last year, over a quarter of US employees told a Dale Carnegie Training survey that they were planning to look for a new job once the clock struck midnight on January 1st 2017; the stats arent all that different on this side of the Atlantic either. With the first Saturday of the year being the most popular time to find new work, starting your preparations and doing your research early is essential if you want to posit yourself head and shoulders above the competition. This means making a start in December; if youre already happily employed, take a break from the goodwill and festive cheer to work out what it is about your current career path that is unsatisfactory. You could even take the opportunity to discuss what is making you unhappy before your company breaks for the holidays. Whether or not that is possible, consider how you can tailor both your CV and cover letter to each job you apply for. But what careers should you be investigating for 2018? Find a job that wont be at risk of automation It has been predicted that the next fifteen years will see up to half of all jobs becoming automated , a technological evolution which will obviously put many careers at risk. Consequently, as Business Insider notes, the demand for computer systems analyst positions is set to rise by 21% by 2024, as these are the failsafe careers which process the information produced by automated means. Information systems degrees are one of the most crucial foundations to getting a role in this fast-growing sector, as both draw on technological savvy, critical thinking and problem solving. Providing advice on getting SAP jobs , specialist recruiters Eursap state that the field is already saturated and competitive. So, while it may be rewarding, the career path will require hard work. Among their top tips for success are networking, keeping up to date with developments and becoming fluent other languages. On the latter point, Mandarin Chinese has been highlighted as a particularly desirable additional language. Find a job which gives back With next year marking the NHSs 70th anniversary, higher pressure on rising levels of hospital staff , and a 96% reduction in how many EU nurses are registering to work in the UK following Brexit, there has never been a more important time to get involved with the National Health Service. Its not just the stricken NHS which is experiencing a level of demand for new staff; medical-related jobs also make up eight of the fifteen fastest growing jobs in America , according to Bloomberg. It is also worth noting that, while nursing or doctor jobs require years of training and formal qualifications, roles such as personal trainer or medical records technician not only require less training, but are attainable for those without degree qualifications. These positions are likely to need staff on a relatively consistent basis, wherever you are, so if youre looking to do something for the greater good in 2018, this might be the career path for you. Find a job finding jobs With the job market always open, even in the face of rising automation, vacancies in recruitment and human resources jobs are always going to need filling. It has been predicted in some quarters that 85% of the jobs which will exist in 2030 have yet to even be invented, so the recruiters of the future will need to need to be as forward thinking as the job-seekers they are looking to place in work. One recent survey has also noted that 41% of employers believe that entry-level vacancies are harder to fill than any other; consequently, there will not only be a need for new talent, but the people who can get them there and support them in their new roles. The recruitment market will always be in demand, as people will always been in need of work, so exploring that sector remains a viable career path, whenever you choose to enter into it.
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90% of businesses missing out on tax exempt bonuses that boost staff productivity and morale
14-December-2017 - onrec.com
AN INCREASING number of British businesses would like to regularly reward their staff but feel limited by budgets, according to new research. Posted in Statistics and trends on 14 Dec 2017 However, fewer than one in ten employers are aware of the government allowances that would allow them to make the tax-exempt awards, allowing them to more regularly give small rewards to boost staff productivity and morale. A survey of 1,500 UK workers and business leaders by One4all Rewards , as part of a campaign to raise awareness of HMRCs Trivial Benefits Allowance, revealed that 83% of British bosses would like to give regular bonuses and rewards to their employees in a bid to boost employee morale, motivation and loyalty. More than half (53%) of British business leaders said that they do not currently give their employees non-performance related benefits because the business does not have enough budget and cannot afford them. In April 2016 HMRC made changes to workplace benefits rules to allow businesses to benefit from the exemption - reducing tax and National Insurance Contributions charges. However, only 10% of businesses are currently making use of the tax exemption on trivial benefits. Just over a fifth (22%) of UK businesses are aware of the tax relief available on trivial benefits, with only 11% planning to make use of them before the end of the current tax year. Despite the relatively small sums involved, the survey showed that receiving this kind of benefit would improve workers morale (48%), make them feel more loyal to the company (35%) and even motivated to work harder (31%). Whats more, 62% of workers said that rewards in the form of a gift voucher or card which allows them to choose their own reward, would have the biggest impact on their attitude towards work. Almost half (47%) of UK workers stated that they would most appreciate a bonus or reward not linked to their performance at Christmas, 32% would like to receive a bonus after a particularly busy period at work and 26% on their birthday. Alan Smith, UK Managing Director of One4all Rewards, said: There is lots of potential for British businesses to offer non-performance related benefits to their staff under the latest HMRC changes to the workplace benefits rule. The changes to the workplace benefits rule have been introduced to help businesses similar to those we surveyed, who have limited budgets to reward their employees. We can see from the research that only a small proportion of businesses are currently making use of the tax exemption on trivial benefits, however, 11% of UK bosses are intending to make use of the tax exemption before the end of their tax year. As Christmas was highlighted as the top season workers would like to receive a benefit, now is the perfect time for business leaders to consider making the most of the tax exemptions on non-performance related trivial benefits. One4all Rewards are industry experts in benefits and rewards. Working with over 6,000 businesses of all sizes nationwide, One4all Rewards helps to transform customer and employee relationships through successful rewards and incentive schemes. For more information about One4all Rewards, please visit: www.one4allrewards.co.uk
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5 Ex-NFL Players, Executive Suspended by Networks Over Sexual Harassment Allegations
14-December-2017 - insurancejournal.com
The NFL Network, ESPN and Bill Simmons The Ringer have suspended five on-air commentators and a senior executive after allegations of sexual harassment by a former co-worker. The former football players, including Hall of Fame running back Marshall Faulk, Heath
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New Yorks Greene & Associates Hires Del Priore as Sales Manager
14-December-2017 - insurancejournal.com
Greene Associates, an East Aurora, N.Y.-based underwriting manager and wholesale broker, has hired Theresa Del Priore as a sales manager. Del Priore comes to Greene with more than 30 years of experience in the insurance industry, most recently serving
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Revealed: One in four professionals dread the work Christmas party
14-December-2017 - onrec.com
As CV-Library offers its top tips for Christmas party success! Posted in News archive on 14 Dec 2017 Company Profile CV-Library.co.uk View profile » The festive season is upon us, and that can only mean one thing the work Christmas party! Yet a new study from CV-Library , the UKs leading independent job site, has revealed that over one in four (27.3%) professionals admit to dreading the office party. This figure increased to almost a third (31.4%) amongst those aged 45-54. The survey of 1,300 UK professionals, explored the views of workers when it came to the work Christmas party and found that one in four (24.5%) confessed to often getting drunk at these events. Whats more, over one in 10 (12.8%) have made a fool of themselves as a result, with this figure rising increasing to 16.7% amongst 35-44 year olds. The top causes for post-Christmas party embarrassment include: Embarrassing yourself dancing 31.4% Kissing one of your colleagues 25.9% Throwing up in front of people 20.5% Spilling your drink everywhere 18.4% Falling over in front of your co-workers 16.2% However despite these blunders, over half (59.4%) admit that they do enjoy these events. Whats more, 39.8% said that their employer does put a lot of effort into preparing the work Christmas party. Lee Biggins, founder and managing director of CV-Library , comments: The Christmas party is a great opportunity to celebrate the festive season, and encourage your staff to socialise and get to know one another outside the work environment. As such, its a shame to see that so many workers are becoming nervous beforehand, especially given that its supposed to be a fun event for staff to let their hair down. If youre organising a Christmas party for your workforce, try to get feedback on the types of activities they enjoy, this could help to reduce their pre-party nerves. Also, ensure that if youre serving alcohol there is food available, otherwise employees could risk becoming too drunk. But most importantly, put thought into your event and show your employees how much you appreciate their hard work throughout the year. The survey also asked respondents whether they get dressed up for the Christmas party, with 54.8% saying that they do. That said, one in 10 (10.9%) confessed that they dont enjoy doing so. Interestingly, over half (58.9%) said that they would not dress more conservatively than normal, despite this being a work event. CV-Library also shares its top tips to Christmas party success, below: 1. Make an effort This is a chance to celebrate the festive season and a year of hard work. Even if you dont have the biggest budget, do your best with what youve got. Put thought into your Christmas party and show your staff you appreciate their loyalty and hard work. 2. Remain professional Just because you are no longer in the office, this doesnt mean you shouldnt act professionally. Avoid office gossip and certainly dont divulge any confidential information. This is especially important when youre the boss! 3. Set a dress code To avoid any potentially embarrassing situations or inappropriate outfits, set a dress code for your staff even if its a very loose one. Smart/casual or sparkles normal do the trick! 4. Make sure theres food If theres alcohol, there also needs to be food. Parties can often lead to a few too many rounds of drinks and food is a great way to keep staff safe and within their limits. 5. Dont talk shop And finally, you may be surrounded by people from work but try to avoid talking about it. Leave work at the office and encourage staff to enjoy themselves and blow off some steam. For more information on managing the office Christmas party, check out our latest Recruitment Advice article, here .
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Five things you should never do if you want to attract top talent
14-December-2017 - onrec.com
By Andrew Hunter, Co-Founder of Adzuna Posted in Statistics and trends on 14 Dec 2017 Company Profile Adzuna View profile » Whilst managing employee expectations is entirely part and parcel of managing a business, its still necessary to stand out in order to attract top talent. I know what youre thinking - you didnt have to do this ten or even 5 years ago, so why should you now, right? Wrong. You need to grow alongside your future employees and be willing to meet their expectations because, rest assured, there will be another company that will if you dont. After all, why should you expect the most elite candidates to join your team if you arent standing out as the most elite business in your industry? A recent study found that Switzerland is leading the way at attracting and retaining top talent, whereas the UK comes in at 21st. So what are they doing that we arent? It might be that the snow covered ski slopes and the cheese and chocolate filled cuisine are enticing top employees, but its more likely to be the career opportunities, job stability and the strong focus on a work-life balance. Now, we cant all up and go with our businesses to Switzerland, but we can look at the areas that theyre excelling in to attract skilled candidates and learn from them. Are you looking to attract top talent to your business? Most advice out there already says what you should start doing, so heres five things you should never do instead: 1) Have poor ethics and values This might seem like an obvious one, but its easily forgotten about. As a brand, all employees represent you. If your company appears to have poor ethics or has perhaps received backlash for offensive behaviour in the past, candidates are unlikely to want to be associated with you. Think about it from a different perspective - would you want to be a part of your own brand? Before you begin the hiring process, consider the things that would attract you to a job and implement them into your own business. Make your mission statement and your company culture clear on your website in order to prevent unsuitable candidates applying for roles, saving both yours and the job hunters time. Also take the time to think about the work perks and benefits you can offer employees and stay true to your word. In other words, if youre advertising flexible working - make sure you stick to that. Thanks to the advance of technology, flexi-working is becoming even easier to offer employees which will particularly stand out to working parents or those who live further afield. 2) Lack transparency Its no secret that the majority of job interviews dont give a deep insight into what working at the company will be like. Whilst this isnt necessarily done on purpose, and could partly be down to issues surrounding confidentiality and a simple matter of time restraints, a lack of transparency can be off-putting to job candidates. If an applicant leaves a job interview feeling like theyve been kept in the dark on purpose, or not received an accurate portrayal of what the job role will be like, theyre unlikely to be enthusiastic about working for you. This doesnt mean you have to give every detail about your company away at interviews, but make sure your company culture, expectations and an accurate outline of what the job will entail are offered to the candidate. 3) Neglect social media Nowadays, as a business, its virtually frowned upon to not be active on social media. With over a third of the global workforce expected to be made up of millennials by 2020, brands need to be able to keep up in order to appeal to millennial job hunters, who are renowned for being digitally savvy. Some might argue that the only thing worse than not having a social media presence, is having an account that isnt regularly updated. A Twitter timeline thats been neglected since 2012 suggests to potential applicants that, as a brand, youre lazy, dont interact with customers and are out of touch - three things you definitely dont want to be known for if you want to attract the best talent. 4) Be vague about career progression If a candidate cant see a clear career path for them when they interview for a job, theyre unlikely to want to join your team. Having no sense of purpose or direction, combined with feeling unable to see how hard work is paying off, will either deter job hunters completely or leave them handing in their notice after just a few months. Dont panic if youre a new business or start-up - this doesnt instantly mean talented employees arent going to be interested in your brand. If you dont currently have a finalised structure of job roles in place, be transparent with candidates - explain and prove to them that theyll have the opportunity to progress within the business as the company grows. For example, suggest some industry events and conferences that you could arrange for future employees to attend in order to enhance their skills. This way, theyre able to recognise that youre keen for them to progress within the business. 5) Fall behind the tech times As I touched on earlier, the workforce is quickly becoming saturated by millennials, other wise known as digital natives. As the name suggests, theyre not just digital by name, theyre digital by nature so dont expect them to do their best work on Windows 98 when the newest Mac has just launched. Having old and unreliable equipment could lead potential employees to feel that their quality of work will be poor or theyll be unable to keep up with the advance of technology that other companies may be using. Purchasing of high quality devices and technology in the workplace should be seen as an investment, not a waste of money; top quality software can enhance employees jobs and help them learn new skills which, in turn, will undoubtedly profit your business. As the year draws to a close and potential candidates begin their new year's resolution job search, take the time to consider each of the tips above in order to attract top talent. The hiring process shouldnt be rushed; take the time to carefully plan out the role you want to hire for, where you see the candidate progressing to and the competitive benefits you can offer them to stand out from other companies. www.adzuna.co.uk
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WCRI: Michigan Medical Payments per Work Comp Claim Relatively Low
14-December-2017 - insurancejournal.com
Medical payments per workers compensation claim in Michigan were among the lowest of 18 state workers compensation systems analyzed in a new study by the Workers Compensation Research Institute (WCRI). The study, CompScope Medical Benchmarks for Michigan, 18th Edition, examined
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Female Workers in Massachusetts Sue McCormick & Schmicks
14-December-2017 - insurancejournal.com
Female kitchen workers at the McCormick Schmicks seafood restaurant in downtown Boston were subjected to constant groping and lewd comments from male supervisors and co-workers, and their complaints to the company were routinely ignored, five women said in a
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Drug maker Teva plans significant cuts among 7,000 jobs in U.S.
14-December-2017 - usatoday.com
Teva Pharmaceutical Industries will consolidate six of its seven U.S. sites into one location.
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Companies profit from undocumented laborers, dump them after injuries
14-December-2017 - usatoday.com
For the most part, state legislatures and courts have declared that employers and their insurers not workers or taxpayers should pay for the care of those injured on the job, regardless of immigration status.
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Employment engine begins to splutter as pay squeeze continues
14-December-2017 - onrec.com
Commenting on the latest labour market statistics from the Office of National Statistics, Ian Brinkley, Acting Chief Economist at the CIPD, the professional body for HR and people development said: Posted in Statistics and trends on 14 Dec 2017 Company Profile CIPD View profile » These figures suggest the UK's employment engine has begun to splutter. The fall in the total number of people in work, down 0.2%, is primarily driven by a fall in full-time self-employment. Coupled with a fall in unemployment, this appears to point towards constraints in the overall supply of labour rather than a decline in demand. There is a strong possibility that the continued expansion of the labour market has hit its ceiling. In response, employers would be wise to invest more in their existing workforce, especially in light of recent declines in the number of apprenticeships. While average earnings figures improved slightly compared to previous quarters, high inflation means that real wages continue to fall which will leave households struggling over Christmas and into the new year. The continued squeeze on living standards shows little sign of abating in the immediate future, though with inflation predicted to fall back towards 2% later in 2018 there may be some light at the end of the tunnel.
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Live to work or work to live?
14-December-2017 - onrec.com
72% of Brits go to work just to get by Posted in News archive on 14 Dec 2017 Paymentsense research reveals how many Brits are career driven and how many just need to pay the bills. More than 1 in 3 Brits are unhappy in their jobs 72% of Brits go to work just to afford to live and get by Whereas 21% of Brits say they live to work and are driven by their career Just over half of people in the UK say money is their biggest motivation 67% of Brits say their degree went to waste and work in an unrelated role 1 in 4 are considering a career change in 2018 Ever sat and assessed why you actually go to work? Are you career driven and want to build your knowledge or do you go to work just to afford to get by, pay the rent and support the family? According to a recent survey conducted by Paymentsense, the majority of Brits simply work to live. 72% of Brits say they wake up every day and head to the office just to be able to pay the bills. 1 in 3 working employees are unhappy in their jobs and 25% (1 in 4) are considering a whole career change in 2018. So when do we lose the motivation for our careers and when is it that we stop living to work and focus on just being able to cover the rent? Youll reach your career peak at 42 years old According to 2000 UK participants, the career peak occurs at 42 years old and this is when you start to lose passion for your work. At this age, opportunities to progress seem to be rare which is why when asking those in their 40s why do you go to work every day, a huge 76% say to be able to afford to live. 51% say they need to just pay the mortgage and 57% have responsibilities to support the family. Just 11% of those in their 40s say they are passionate about their job and a mere 14% want to build their career. Those that have reached their career peak say having 20+ annual holiday days (47%) and a well-paid salary (65%) is more important to them than opportunities to progress (5%). 19% of Brits overall face little to no progression opportunities and of those that attended University 67% said their degrees went to waste and work in a role completely unrelated. So what is the most important aspect of a job according to employees in the UK? Money is the biggest motivator for working Brits Despite the fact that 21% live to work, are career driven and want to build their knowledge and skills as much as possible; the most important aspect of a job for workers in Britain is pay. A whopping 86% of participants say money is the most important when it comes to their job. However, 72% say it is also important to have a good pension scheme and 20+ holiday days too (79%). More than 1 in 3 say a good maternity scheme is important to them so that they are covered financially when they decide to have a child. And 1 in 4 (25%) say childcare schemes are too! Onsite creches or childcare vouchers are in demand for working parents. According to the latest figures from the Chartered Institute of Personnel and Development, only 5% of businesses in the UK now offer childcare in the workplace. This is almost exclusively made up of large employers because they have the money and space to allow for it. Investment banking firm Goldman Sachs opened the City of Londons first on-site corporate office creche in 2003 offering all employees with children 20 days free childcare a year. Although some companies are providing solutions to childcare struggles, 32% say they want the opportunity too to work flexibly. 64% of Brits are in fact happy in their roles Despite the fact that the majority of Britain go to work to live, 64% of participants said they were happy in their roles. Employees in Scotland were surprisingly the most interested in building their careers as well as those within the 18-24-year-old bracket. 22% of young workers (25-34-year-olds) are motivated by having more responsibility and 19% are motivated by progression (18-24-year-olds). Guy Moreve, Head of Marketing at Paymentsense says Although money is the biggest motivator, it is shocking to see how many Brits choose money over passion when it comes to working. Employers have a certain amount of responsibility for the motivation and well-being of the workforce and for a team to function to their best of its ability, all members must be fully engaged and committed. Employees losing their motivation or passion for their role can be detrimental to business and therefore employers are advised to really listen and respond to your employees needs to ensure high levels of engagement throughout your company. Spotting the warning signs of a disengaged employee early and addressing them quickly can help encourage retention. Credit source: ( https://www.paymentsense.co.uk/blog/why-do-we-work/ )
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Jobs boom grinds to a halt as firms struggle to find workers
13-December-2017 - telegraph.co.uk
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Unemployment Falls: Comment from totaljobs
13-December-2017 - onrec.com
By totaljobs HR Director, David Clift Posted in Opinion on 13 Dec 2017 Company Profile Totaljobs View profile » Todays unemployment figures demonstrate ongoing stability in the British workforce, which is an impressive feat as a turbulent and uncertain 2017 draws to a close. This can be seen in the number of jobs being advertised, with a 10% increase in the number of jobs being advertised in the finance and tech sectors respectively. In fact, unemployment figures have not been lower since Queen had their Christmas no.1 hit with Bohemian Rhapsody in 1975. As the world gears up for upcoming Christmas and New Year celebrations, its important to reflect on the consistency within the UK job market over the past year. Its reassuring to enter a new calendar year, safe in the knowledge that we can withstand future uncertainty resulting from pending political and economic changes.
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Employers need to be resilient in 2018 as candidates get scarcer REC
13-December-2017 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS), based on data from August-October 2017, shows that employment fell again. Commenting, Recruitment & Employment Confederation chief executive Kevin Green says: Posted in News archive on 13 Dec 2017 Company Profile REC View profile » Employment has fallen for the second month running while vacancies are going up. With more people from the EU leaving the country and fewer arriving to work, its getting harder for employers to secure the number of people they need to fill roles. If they cant find candidates, they wont be able to meet demand, which means there is a risk that they wont be able to grow and could even end up downsizing, relocating or closing down. Employers will need to continue to be resilient in 2018 as candidates are getting scarcer. Our data shows that some hirers are combatting skills shortages by increasing starting salaries to attract candidates, but this isnt translating to a pay rise for the wider workforce inflation is still outstripping pay growth by a long way. The government needs to take responsibility to ensure employers can plan ahead, be prosperous next year and keep creating jobs for people. What employers need is certainty about their access to EU workers the transitional deal in the single market and what will happen afterwards as well as certainty that the EU staff already performing vital jobs for them can stay. The business community will be looking closely at the next round of Brexit negotiations. www.rec.uk.com
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ONS: ´The war for talent to set to intensify´ - Robert Half
13-December-2017 - onrec.com
Phil Sheridan, senior managing director, Robert Half UK Posted in Opinion on 13 Dec 2017 Company Profile Robert Half View profile » While unemployment remains low, the skills shortage in specialist positions continues to grow. The war for talent to set to intensify yet further, as the adoption of new technology drives demand. Eighty per cent of companies are currently recruiting to support digital transformation projects, with skills such as data analytics, programming and database management in particularly short demand. Already, 74 per cent of CIOs and IT directors frequently face candidates who dont have the requisite skills for the role they are applying for. This is taking place while automation is evolving the nature of some positions. Roles, such as payroll, financial planning and account receivable are expected to modify their requirements as key areas will incorporate automation by 2022. To keep up with the changes in the skill demand and role development, businesses could benefit by adopting a flexible recruitment model. Accepting that some positions will be challenging to recruit for on a permanent basis and being open to hiring highly specialised professional on an interim basis, is the best way forward. Having the ability to bring in highly-skilled talent on an as- and when-needed basis to augment the skills of your permanent employees will allow your business the flexibility to encourage innovation as well as skills sharing.
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Adzuna comment on ONS Labour Market Stats: December 2017
13-December-2017 - onrec.com
Doug Monro, co-founder of Adzuna, comments: Posted in Opinion on 13 Dec 2017 Company Profile Adzuna View profile » The UK jobs market looks set to deliver a mixed bag of gifts this Christmas, in terms of the opportunities available. Advertised vacancies recently hit their lowest level since February but pay promises seem to be attempting a comeback. However, with the inflation rate currently sitting at a near six-year high and food prices rising, jobseekers and employees are still likely to feel the pinch as the cost of Christmas mounts. However, not everyone's stockings will be filled with coal as jobseekers and employees in some industries are rewarded for the resilient nature of UK jobs market, with sectors such as retail jobs enjoying an annual salary rise of 7.3%. At present, the hype surrounding the record low unemployment rate at 4.3%, down from 4.8% last year, has calmed, with the strain on disposable incomes now at the forefront of decision making for consumers, particularly in regards to their spending power, as the preparations for the festivities are in full swing. On a brighter note, looking to the New Year, companies are reportedly showing signs of improvement in expected staffing levels, with industry confidence barometers rising to a five-month high. For jobseekers and employees, this means it might be worth waiting until the turkey is gone and the New Year hangovers have subsided before making their next move. UK Labour Market Stats: December 2017 Estimates from the Labour Force Survey show that, between May to July 2017 and August to October 2017, the number of people in work fell, the number of unemployed people also fell, and the number of people aged from 16 to 64 not working and not seeking or available to work (economically inactive) increased. There were 32.08 million people in work, 56,000 fewer than for May to July 2017 but 325,000 more than for a year earlier. The employment rate (the proportion of people aged from 16 to 64 who were in work) was 75.1%, lower than for May to July 2017 (75.3%) but higher than for a year earlier (74.4%). There were 1.43 million unemployed people (people not in work but seeking and available to work), 26,000 fewer than for May to July 2017 and 182,000 fewer than for a year earlier. The unemployment rate (the proportion of those in work plus those unemployed, that were unemployed) was 4.3%, down from 4.8% for a year earlier and the joint lowest since 1975. There were 8.86 million people aged from 16 to 64 who were economically inactive (not working and not seeking or available to work), 115,000 more than for May to July 2017 but 56,000 fewer than for a year earlier. The inactivity rate (the proportion of people aged from 16 to 64 who were economically inactive) was 21.5%, higher than for May to July 2017 (21.2%) but lower than for a year earlier (21.7%). Latest estimates show that average weekly earnings for employees in Great Britain in nominal terms (that is, not adjusted for price inflation) increased by 2.5% including bonuses and by 2.3% excluding bonuses, compared with a year earlier. Latest estimates show that average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) fell by 0.2% including bonuses, and fell by 0.4% excluding bonuses, compared with a year earlier.
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ALEX BRUMMER: All change at Yellens Fed
13-December-2017 - dailymail.co.uk
Janet Yellen has done a 'spectacular job', in the words of President Trump. But she will still be stepping down from the most powerful role in global finance in six weeks.
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Revolt at BT: Profits hit amid staff uproar over pensions
13-December-2017 - dailymail.co.uk
After profit warnings, clashes with regulators and criticisms over awful broadband, the telecoms giant was last night on course for a fresh bust-up over pensions.
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Fresh fears over British Steel pensions
13-December-2017 - dailymail.co.uk
The Financial Conduct Authority has stepped in, concerned workers will lose huge chunks of their pensions due to rogue advisers pocketing sky-high fees.
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Number of people claiming unemployment benefit edges up
13-December-2017 - dailymail.co.uk
Between August and October, 56,000 fewer people had jobs than between May and July - with the fall almost all among full-time men, today's figures show.
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Fulham FC plugs ultra high-risk investments
13-December-2017 - dailymail.co.uk
Second-division Fulham this month signed a sponsorship deal with ICM Capital, which offers risky investments called contracts for difference (CFDs).
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Sommer Named Interim Executive Director at Oklahoma WCC as Bailey Departs
13-December-2017 - insurancejournal.com
The Oklahoma Workers Compensation Commission (WCC) announced that Executive Director Kim Bailey has resigned and Administrative Law Judge Patricia Sommer has been appointed to lead the agency in the interim. Bailey will be leaving her position to accept a critical
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The Hartford Names Bush to Head Personal Lines
13-December-2017 - insurancejournal.com
The Hartford has announced that Stephanie Bush, who has led small commercial since July 2014, will expand her responsibilities to include oversight for personal lines. She replaces Ray Sprague, who is retiring after a 30-year career with The Hartford. Bush
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Nominations for the Onrec Online Recruitment Awards close tomorrow!
13-December-2017 - onrec.com
Nominations close on the 14th December. Nominate your company today! Posted in News archive on 13 Dec 2017 The Onrec Online Recruitment Awards Ceremony will be returning again on 1st March 2018, held at The Grange Hotel, St Pauls. An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. Categories: The Creative Online Marketing Award 2018 Sponsored by Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation in their online recruitment offerings. The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. The Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. The Niche Jobboard Award 2018 Sponsored by Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. The Best Corporate Use of Online Recruitment Award 2018 Sponsored by The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. The Best Use of Online Recruitment by a Recruitment Agency Award 2018 Sponsored by 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. Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. It is free to enter the awards, entries are open from 1st November 2015 and will close 14th December 2017. All you need to do is complete this short form and email back to Stuart, Stuart@onrec.com For more information about the awards, click here. http://www.onrec.com/events/conference/awards2017
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Showcase your skills - A new education start-up using tech to revolutionise recruitment
13-December-2017 - onrec.com
Occumi was founded by childhood friends Joe Shepherd, 22, and Josh Clarke, 21, during their second year of university. The idea for Occumi came about when the pair were discussing how difficult it would be to stand out amongst the hundreds, if not thousands, of graduates all applying for the same job. As a result, the pair started Occumi in order to provide a simple but disruptive tool to improve student and graduate employment prospects through tailored skill identification. Posted in News archive on 13 Dec 2017 The tool lets you input your higher education results and work experience into the Occumi platform, this information is then used to identify your top five transferable skills through its unique algorithm and data set. These skills are displayed in a skills chart, which can be downloaded and added to an existing CV, or a new one using Occumi's CV builder. The skills chart will allow you to clearly highlight to employers exactly what you can bring to the role. The skills and insights available on the Occumi platform have been sourced from extensive primary and secondary research into what skills different university subjects provide and what different industries require. Occumi uses a unique data set that has been acquired through questionnaires and insights from top university lecturers around the UK, to ensure that Occumi provides users with an accurate set of skills. Both Joe and Josh used the algorithm that went into Occumi to identify their top five skills. They then added them to their CVs and used these skills to look for what industry they would be best suited to. Both Joe and Josh managed to get on to extremely competitive grad schemes this year. It was at this point that they knew their website had the ability to help the thousands of students and jobseekers who were in the same position as they were. Their fundamental goal is to make sure that employers know exactly what candidates can bring to their business. Occumi has the ability to help people get the job they want and show off their skills. The website (Occumi) was a really easy way to find out what transferable skills I actually had to offer, which was apparently a lot more than I realised. Elliott Ford, Brighton University Graduate It is a quick and easy way to improve your CV, which can only be a good thing in such a competitive job market. Kieran Franks, University of Kent Graduate
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Forget London: PeoplePerHour Says Liverpool is the UKs Leading Location for New Business
13-December-2017 - onrec.com
With small businesses continuing to make up 99.3% of all businesses within the UK, new startups are extremely important to the British economy, but it seems that some cities are more startup friendly than others. According to research conducted by the UKs leading freelance marketplace, PeoplePerHour (PPH), Liverpool leads the way in making entrepreneurs welcome. Posted in News archive on 13 Dec 2017 Liverpool, Southampton and Brighton are the UKs best cities for starting a new business London is the fifth most startup friendly location in the UK With small businesses continuing to make up 99.3% of all businesses within the UK, new startups are extremely important to the British economy, but it seems that some cities are more startup friendly than others. According to research conducted by the UKs leading freelance marketplace, PeoplePerHour (PPH), Liverpool leads the way in making entrepreneurs welcome. Using a variety of data to rank each city according to the factors most likely to impact upon startups, such as cost of living, quality of life, and the startup ecosystem in each city*, PeoplePerHour created a metric to provide a definitive Index ranking the 25 cities. Topping the list is Liverpool, standing head and shoulders above other UK cities. With a superb business ecosystem, low rents and affordable office space, the city best known for its musical roots now seems to be making headway in the business world. In second place, Southampton pipped Liverpool at the post for overall quality of life, the bustling centre of southern coastal commerce also had the second best business survival rate of any other city in the index. Its near-neighbour, Brighton which took third place scored well for business ecosystem and survival rates, outweighing the relatively high cost of living. Bristol took fourth position. Despite the fact that all British business roads have always led to London, Englands capital now shares joint fifth place with Hull, thanks to the low quality of life, the poor availability of office space, high rents and high cost of living. Although Londons fifth place ranking might surprise a few, what will probably surprise many more is the 24 th position of Englands second city, Birmingham. Despite a recent drive to forge The Midlands Engine, with Birmingham at its heart, it seems that Birmingham currently holds little appeal to new business. As damning as this may seem however, unlike London, the city doesnt fare particularly badly in any one category it is simply middling throughout. The only location to surpass Birmingham in poor startup-appeal, is Reading, at the bottom of the list. North of the border, Edinburgh ranked 8th place and Glasgow 13 th , while in Wales only Cardiff made the top 25, coming in in 10 th position. Belfast in a very healthy 7th place, just behind London and Hull, was Irelands only representative. Xenios Thrasyvoulou, founder and CEO of PeoplePerHour, comments : When you think of UK business, London, Birmingham, Manchester, Cardiff and Glasgow are generally the locations that first spring to mind. While Liverpool has a strong history as a bustling seaport, its not really associated with contemporary commerce, so these results will probably surprise quite a few people, but with promising startups like SwapBots, CollabCo and Ripstone coming out of the city, its likely more will follow. Another surprise will be that Birmingham is so far down the rankings. With HS2 speeding down the tracks, and the Governments drive to boost the West Midlands economy, it would be expected that the city would be better prepared to welcome new business. SMEs are currently feeding the UKs economy, generating over £1 trillion turnover every year. Building an infrastructure to attract startups makes extremely sound business sense, for individual cities, and the country as a whole.
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Pay management set to enter new era of transparency
13-December-2017 - onrec.com
Pay management is entering a new era of transparency and openness, according to the latest Reward Management Survey from the CIPD, the professional body for HR and people development. Posted in Statistics and trends on 13 Dec 2017 Company Profile CIPD View profile » The survey of more than 700 employers finds that more than two-thirds (68%) say that they are open about how pay levels and pay increases are set, with almost a third (31%) favouring great transparency. This suggests a greater openness about reward management, given that in the CIPDs last Reward Management Survey (2015) only half of respondents were in favour of pay transparency unless compelled by legislation. In this latest report, almost three in four (71%) employers report they are open about how pay rises have been calculated and more than half of organisations (59%) are transparent about the size of wage increases awarded as a result of those processes. The CIPDs report found that very large organisations (10,000+ employees) are most likely to be open on pay and that this is most evident in the public services sector. This openness, particularly amongst larger employers may, in part, be driven by the introduction of practices such as gender pay gap reporting, which is now a requirement of organisations with more than 250 employees. Two-thirds (70%) of employers surveyed by the CIPD believe that gender pay gap reporting will help to reduce the gender pay gap. More than two-thirds (67%) felt it would help to reduce the gap to some extent, 3% felt it would reduce the gap to a great extent but 30% dont believe it will have an impact. Very large organisations are more likely to expect gender pay gap reporting to reduce the gap to a great extent (9% of very large organisations). Charles Cotton, senior reward and performance adviser at the CIPD, comments: While were still some way off from seeing full disclosure on pay and reward, there are strong indications that employers are increasingly willing to be open about the processes behind their pay decisions, and in some instances, the outcome of these. This trend is part of a much wider shift in business accountability which were seeing through gender pay gap reporting and calls for greater transparency on executive pay. Fairness, inclusion and equal opportunity are at the heart of good work and increased transparency gives organisations the chance to explore their pay practices, as well as shed light on wider workforce issues. We expect the Financial Reporting Councils latest proposals for a revised UK Corporate Governance Code to add further momentum to this trend. Despite much discussion about new approaches to performance management, the survey found that most employers are still proving quite traditional in practice with the vast majority of employers (91%) choosing to assess performance against individual goals. Of that number, more than half (53%) use this approach to inform salaries and other reward decisions. In contrast, take-up of less traditional methods of performance assessment is much lower. Just 27% of employers have adopted 360-degree assessments and only 24% use peer assessment. However, there is evidence that employers are becoming more creative in some areas of reward in an effort to improve their organisations performance. Where group reward schemes are in place, there has been dramatic growth in the use of gainsharing, where employees receive a bonus of linked to productivity improvements or a cut in production costs. This was in use by 41% of organisations in 2017, compared to 20% in 2015. As competition for talent in key sectors becomes more apparent, companies are paying more attention to market rates and this is now the most important factor in determining wage levels, according to 70% of employers. However, market-based pay is far less frequently used to inform subsequent pay rises once a person is in their role - those decisions are more likely to be based on performance, competencies and skills. The CIPD is warning that this could lead to a mismatch in salaries for people in the same role. Cotton comments: While skills and labour shortages are driving up starting salaries in certain sectors and locations, this pressure doesnt seem to be having any impact in influencing how workers progress through their pay bands. There could be employee relations issues in the future if new staff are being paid more than existing staff for doing similar jobs. Reward professionals need to ensure that recruitment salaries are justified and look at job and task redesign in order to boost productivity and increase pay for all employees.
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Forgotten Generation X Workers Turn to Self Employment
13-December-2017 - onrec.com
Todays workplace is alienating Generation X and could be pushing them towards self-employment in the future, according to a new report on the state of play in 2017s careers landscape. Posted in News archive on 13 Dec 2017 Shipping solutions provider and franchisor World Options surveyed more than 650 people and found that Gen X risks becoming the forgotten generation, in-between Millennials and Baby Boomers, and is often overlooked in the workplace. This could be contributing to a desire to go it alone, as, when asked where they would like to be career-wise in the next five-to-ten years, a quarter of Gen X respondents (25%) said they would like to be working for themselves, which was higher than any other career option and a bigger percentage than any other demographic. In response to the findings, World Options produced a comprehensive report on the various ways Gen X can approach self employment, with detailed case studies on franchising, consulting, retraining and other forms of working for yourself. Entitled, Generation X: A Guide to Leaving the Rat Race behind and Working for Yourself, the report is freely available to download via the World Options website. Stewart Butler, sales director at World Options, said: We designed the guide to be as practical as possible, offering a thorough and comprehensive look into the career avenues available to those Gen X workers who are ready to start a solo venture. It almost acts as a virtual career advisor, helping each reader to recognise their personal strengths and circumstances, and then ultimately decide on the best path to take them to the next level of their career. It was sad to see some of our survey respondents from the Gen X demographic claiming it is too late for them to start a new career once they reach their 40s. This actually couldnt be further from the truth - its the perfect time to take all the knowledge youve amassed during years of work and put it into a vocation that youre passionate about. The survey data from World Options also revealed that Gen X want a better work-life balance and are the first generation to push back against the notion of a career dominating a persons life. Some 62 per cent of Gen X respondents described work-life balance as one of their top career goals, compared with just 40 per cent of Baby Boomers and 53 per cent of Millennials. This could explain why that age group are more inclined to establish their own business where they can dictate working hours, conditions and work-life balance.
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Gap in support for graduates from top UK universities
13-December-2017 - onrec.com
Todays job market expects candidates to show, not tell, their skills at interview Posted in News archive on 13 Dec 2017 Only a fifth (22%) of the UKs top universities 1 offer up-to-date-guidance as part of their online resources to help students meet employers expectations in job interviews and thrive in the competitive graduate job market. This is according to the UK Domain s analysis of the UKs top 54 universities career pages 2 . The main areas for a universitys online guidance are internship seeking (100%), followed by tips on interview preparations and assessment days (98%), and CV writing (98%). While this advice is undoubtedly crucial, universities are overlooking a key area in which HR professionals are interested: online portfolios. With the average employer conducting 14 interviews for every post 4 , its not enough for graduates to explain their suitability in person theyve also got to prove it. A study of 510 HR professionals showed that nine in ten (88%) are more likely to hire or proceed with a candidate that can demonstrate their experience using an online portfolio in an interview. Despite the preference by employers for graduates to take a show not tell approach, less than a quarter of the universities (22%) are providing guidance on the value of creating a portfolio website to showcase a students professional skills and personality to get ahead. Careers advice pages % of universities Help on finding job/internship 100% Advice on writing CV cover letter 98% Interviews/assessments 98% Best use of LinkedIn 70% Best use of social media 64% Benefit of online portfolio 22% Eleanor Bradley, COO of Nominet which runs the UK Domain, said: Many students will be using their time at university to prepare for the job market but our research shows that universities are not updating their resources to reflect what employers are now looking for from candidates. An online portfolio not only gives employers confidence in a candidates professional skills but also gives them a glimpse into their personality to see if they are a cultural fit, which is equally as important in many cases. Whats more, by showcasing their skills on a personal website, students can continue to be found by prospective employers online and have a central place to store their achievements as their careers progress. Only a fifth (22%) of the top universities surveyed offer the full spectrum of advice to students looking to clinch a role in todays job market. These are listed below in alphabetical order: Aberdeen Bristol Cardiff Goldsmiths, University of London Kent Leeds Manchester Nottingham Strathclyde 1 - Top 54 universities taken from The Complete University Guide - https://www.thecompleteuniversityguide.co.uk/league-tables/rankings . Those universities that didnt have an accessible careers page were discounted. These were Reading, Coventry, Harper Adams and St Georges. 2 - Audit of the top 54 universities career pages and the advice offered. Each careers page was audited according to the following criteria: help finding job/internship; advice on writing CV and cover letter; advice for interviews/assessments; best use of social media; best use of LinkedIn; benefit of online portfolio. Specialist universities. 3 Research conducted by Censuswide on the behalf of the UK Domain surveying 510 HR professionals. Research carried out between 23.08.17 and 01.09.17 through an online survey. 4 2017 data from Workable.
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Job prospects ´will improve´ under new economic action plan
12-December-2017 - bbc.com
The new action plan means businesses have to make guarantees in order to get financial support.
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Multiyork cuts staff as it searches for a buyer
12-December-2017 - bbc.com
The Norfolk-based firm has shed 112 staff and left a further 500 employees facing uncertainty.
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New Yorker fires reporter Ryan Lizza over alleged sexual misconduct
12-December-2017 - usatoday.com
New Yorker fires reporter Ryan Lizza over alleged sexual misconduct. His interview helped end Anthony Scaramuccis short White House career.
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Texas Workers Comp Commissioner: Post-Harvey Deadline Extensions to End in January
12-December-2017 - insurancejournal.com
The Texas Department of Insurance Division of Workers Compensation has issued a bulletin announcing a date for the end of extensions for workers comp deadlines and procedures related to Hurricane Harvey. Due to gubernatorial disaster proclamations issued after Hurricane
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Special Reuters Report: The High Cost of Building in High Flood Risk Areas
12-December-2017 - insurancejournal.com
When Hurricane Harvey sent two feet of water rolling into this small community about 35 miles north of Houston, Alfredo Becerra had to flee his modest 1,500-square-foot house. Muddy floodwater submerged the furniture and ruined carpet inside the construction workers
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Connecticuts The Hartford Promotes Bush to Oversee Personal Lines
12-December-2017 - insurancejournal.com
The Hartford has announced that Stephanie Bush, who has led Small Commercial since July 2014, will expand her responsibilities to include oversight for Personal Lines. She replaces Ray Sprague, who is retiring after a 30-year career with The Hartford. Sprague
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Employees are in it for the long haul with average of 4.5 years in a job, finds new research
12-December-2017 - onrec.com
With the UK facing an almost unprecedented skills shortage, employers are bracing themselves for higher staff turnover, as their employees are given the bargaining power to move on more quickly to their next role. Yet new research from global recruiters, BPS World, suggests employees are far more loyal than businesses expect. Posted in News archive on 12 Dec 2017 The survey of 1000+ employees (details below), working both part time and full time, found that staff usually stay with one employer for an average of 4.5 years, and a third say they usually stay in one role for more than 6 years. BPS World also asked respondents about the longest time theyve spent with one employer to date, and found that almost half (45%) have worked for one company for ten years or more at a certain point in their career. 43% also said theyd consider staying with their dream employer for life. Simon Conington, MD of BPS World, said of the findings: Employers will be reassured to see that for the most part, employees are not jumping from job to job in a matter of months as some headlines would suggest. Whilst this is encouraging, its important that businesses dont become complacent; employers that consider employee engagement to be a low priority will, without doubt, lose talented staff. When asked why they stayed put in their longest serving role, employees ranked enjoyment of their job as the number one reason (47%), followed by being treated well and respected by their employer (38%) and being well paid (30%). Employers were asked why they believed their longest standing team members stayed with them, and whilst they were aligned in believing that enjoyment of the job is the biggest driver for staying put, they believed that that progression prospects rank highly; with almost a third (31%) ranking this as a top retention driver. In contrast, just 13% of employees surveyed said progression prospects were the reason why they stayed in their longest serving role. There were other disparities between employers and their staff, with 20% of employers believing that pride in working for the company is the top reason for their employees staying in role, whereas just 11% of the employees themselves rated that as the biggest driver for them remaining in post. Simon Conington concluded, A certain amount of staff turnover is, of course, healthy for a business, but losing a highly skilled team member presents obvious challenges. Employers are rightly appreciating that their staff need to enjoy what they do if theyre going to hang onto them, but there is a slight mismatch in what else they believe is important to their teams, versus what actually retains a talented staff member. Its vital that they dont rely on assumptions, and encourage transparency and open conversations with their employees to foster a culture of loyalty and engagement within their business. BPS also asked employees how long they intend to stay with their current employer; over a quarter said more than five years, with the average being 3.2 years . www.bps-world.com
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Supreme Court Wont Hear Sexual Orientation Job Bias Case
12-December-2017 - insurancejournal.com
The U.S. Supreme Court turned down a chance to decide whether the main federal job-bias law bars discrimination on the basis of sexual orientation. The nations highest court on Monday rejected an appeal by Jameka Evans, who said she was
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New software enables recruitment agencies and employers to create online forms without technical training
12-December-2017 - onrec.com
A new business software package, launched today, enables anyone familiar with Microsoft Word to create professional, interactive online eForms without having to bring in expensive web developers or internal IT help. Posted in News archive on 12 Dec 2017 VF Creator, from leading eForm provider Victoria Forms , will help recruitment agencies and employers to design and customise forms within Microsoft Word before the new software converts them into professional-looking online forms. Duncan Bayne, the owner and founder of Victoria Forms, explains: In todays digital society, there is an expectation that all forms can be completed online, at any time, through multiple devices including smartphones. Paper (or PDF-style) forms are expensive to administer and create a negative impression of a company for clients, candidates and existing staff. Whats more, they slow down business, add to administration costs and increase the likelihood of human error and lost data. Until now, creating online forms has been a time-intensive and expensive process, especially for organisations who need to produce a lot of different forms or who have to make regular amendments. Duncan Bayne continues: As it is an extension to Microsoft Word, VF Creator can be used by anyone with very little guidance or training. Many sectors - in particular recruitment and HR - are crying out for this practical, affordable technology. Big Sky Additions, an accountancy search and selection agency in Norwich, chose Victoria Forms to help them turn their most important paper and PDF forms into smart online eForms. Justin Murray, Director of Big Sky Additions, says: Candidates often still have to spend up to half an hour filling in lengthy paper registration forms in an agencys office, or they have to print off PDFs from an email and post them back. This doesnt create a favourable first impression of the agency. Plus, it causes an administration headache for staff, who should be spending their time on delivering a stand-out, personalised service to clients and candidates. We worked with Victoria Forms to create a streamlined online registration process so that we can simply send a link to candidates after our initial meeting. They then submit all the required documentation online, at a time that suits them, attaching their photo and even providing a digital signature. Similarly, we can email clients a link to our terms of business forms for online acceptance. We then receive a PDF of the completed forms which we attach to their record in our CRM system. Switching to online forms has significantly reduced our paperwork and boosted efficiency, increased the speed and rate of our candidate registrations and enhanced our image. In future, Big Sky will use the new software VF Creator from Victoria Forms to make changes to their forms in-house. Justin Murray adds: This will be very beneficial for certain forms which arent as standardised such as terms of business. For further information please visit: victoriaforms.com/recruitment-agencies/ or victoriaforms.com/human-resources/
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Baby, its cold outside (and in the office): Employees urge bosses to allow home working
12-December-2017 - onrec.com
The cold snap is well underway and British employees are feeling the bite. Recent research from Office Genie has revealed over half (57%) of office workers believe they would be more productive working from home. This comes as a result of 50% of workplaces not handling weather complaints effectively. Posted in News archive on 12 Dec 2017 57% of workers believe theyd work more effectively from home in the cold weather Despite this, only 6% of bosses encourage home working during cold snaps and half do not deal with temperature complaints effectively 20°C is the ideal office temperature according to employees but HSE guidelines allow workplaces to be a mere 16°C The cold snap is well underway and British employees are feeling the bite. Recent research from Office Genie has revealed over half (57%) of office workers believe they would be more productive working from home. This comes as a result of 50% of workplaces not handling weather complaints effectively. In Office Genies survey of 1,105 British office workers, it was discovered only 6% of employers encourage staff to work remotely in the colder weather. Bosses are also reluctant to let employees work flexibly instead of freeze, with only 16% of companies adopting flexible working patterns in the colder months. Even simple provisions such as supplying additional heaters are not in place in 70% of offices - failing to comply to the governments Health and Safety Executives advice. HSE guidelines state workplaces shouldnt dip below 16°C, but when Office Genie asked respondents their ideal office temperature, the resounding answer was 20°C. To combat the cold, the following advice is given by the HSE: Provide adequate additional heating (portable heaters for example) Provide breaks in which employees can have hot drinks Prevent exposure to cold through: Designing processes to limit exposure Reducing draughts Insulating floors or providing suitable footwear if employees have to stand for long periods Providing suitable clothing for cold environments Adapt working patterns which allow employees to minimise exposure, things such as flexible working or job rotation For more information on the above guidelines and research, please see Office Genies guide to minimum workplace temperatures .
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Organisations not doing enough to help employees reach full potential, believe UK HR professionals
12-December-2017 - onrec.com
Businesses are not doing enough to encourage employees to reach their full potential, is a striking viewpoint to emerge from a survey conducted by Cascade HR. Posted in News archive on 12 Dec 2017 In a poll of 447 UK-wide Human Resources professionals, the research found that 44% believe the workforce does not have enough support to thrive, with a further 23% unsure if organisations are doing enough. The findings arose alongside another startling statistic which revealed that 72% of participants feel slightly or significantly more over-stretched in their roles, compared to in 2016. With the survey also unveiling that 32% have found employment legislation harder to navigate, it appears to have been a challenging year for HR, believes Cascades, CEO Oliver Shaw. The pace and magnitude of change within the employment landscape let alone the wider business environment has posed immense pressures on the world of Human Resources, he said. And the stand-out finding from the research is that HR professionals dont feel organisations are now doing enough to help employees reach their full potential. In an economy where talent is difficult to retain and a commercial competitive advantage is hard to sustain, this is something that needs addressing and quickly! But the survey has also presented some encouraging conclusions, stresses Oliver. A reassuring 61% of HR professionals now feel somewhat prepared for GDPR, which has understandably taken up a lot of preparatory time and resource as 2017 has unfolded. In fact, only 15% of HR professionals surveyed feel significantly or slightly underprepared, which seems to contradict national statistics on a business-wide level. So, whilst HR directors, managers and executives may have felt overstretched during the past 12 months, it appears they have still been achieving progress. It was pleasing to see that 37% believe they continue to have a strong and respected presence in the boardroom too, as recognition among senior management teams has been an ongoing struggle for many professionals in the past. With automation set to be a big theme in 2018, a greater reliance on HR technology could alleviate some of the pressures that HR has recently been feeling, suggests Oliver. Only 3% of participants said that HR departmental efficiency and effectiveness is not at all dependent on automation. But 50% believe automation has a partial role to play, and a further 45% believe that role is significant , he summarises. The more that tech can relieve HR of burdensome, admin-intensive tasks that could easily be automated, the greater the time that HR will have to spend on the more value-adding elements of their roles. Automation has often been feared, in the past, as set to remove the human from human resources. But tech wont wipe out job roles in 2018 it will supercharge them! All findings from Cascades recent research can be found in the full-length report The 2018 HR landscape: Whats in store?
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Female workers sue McCormick Schmicks over lewd behavior
12-December-2017 - usatoday.com
Five female workers in Massachusetts are suing an upscale restaurant chain.
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Two thirds of employers say job hopping is actually good for your career
12-December-2017 - onrec.com
It was once widely accepted that the career path you chose after school or university would be maintained/consistent until retirement. However, in todays more fluid and fast-paced job market, is having a career for life becoming an outdated concept? Posted in Statistics and trends on 12 Dec 2017 82% of employers would hire someone who switched jobs in the last six months Over half (51%) employers believe people that switch careers are more motivated as they know what they want from their job 42% said they would be more likely to hire someone who had retrained or made a career change than someone who hadn't It was once widely accepted that the career path you chose after school or university would be maintained/consistent until retirement. However, in todays more fluid and fast-paced job market, is having a career for life becoming an outdated concept? Leading e-learning organisation Edology, surveyed 1000 employers to see if attitudes have shifted around job hopping. They found that changing jobs could actually be good for your career, with the majority of employers (82%) saying they would hire someone who had switched jobs in the last six months. The shift indicates that peoples perceptions about regularly changing jobs has moved from negative to largely positive. The employers surveyed agreed with this, with over half (51%) believing that people who switch careers tend to be more motivated, as they know what they want from their job. For some employers, these additional qualities are highly desirable from a potential hired hand, with 42% saying they would be more likely to hire someone who had retrained or made a career change than someone who hadn't. Daniel Rowles, founder and CEO of Target Internet , agrees explaining:"The fresh perspective of someone from a totally different industry often ends up providing a greater benefit than the relevant skills of someone who's done the advertised role before. As tactics and technologies in the workplace continue to change at an increasing rate, I can foresee growing numbers of employers subscribing to this point-of-view. "In this age of exponential change, every candidate will require ongoing training to stay up-to-speed. With careerists arguably losing their skills advantage, and job roles becoming more creative and strategic, career changers are starting to look like the smartest hires." Clare Reed, former Head of Recruitment at Deloitte, explains that if you are wanting to change careers make sure you have solid a reason for why you want to switch things up: Don't appear to just be changing career paths on a whim - explain why the different career path can help you in the role you are applying to. Many diverse roles have transferrable skills so make sure to point these out, and if you want to job hop try to wait at least 18 months if you are in a permanent role. With 63% of employers believing that changing jobs could be beneficial to your career and 53% saying it helps aid your personal development. The research stated that people should no longer feel the pressure to stay in a job they are unhappy in. Dr Jeremy C Bradley, Executive Director at Edology, said: Until recently, job hopping was considered career suicide, but things have changed. As job longevity becomes a thing of the past, employers and recruiters are beginning to have a different outlook on job hopping, as our research confirms. Its important that people stop viewing changing careers or jobs as a negative move. In this era of freelancing and fluid working, it is essential to make the right career move for you. With employers embracing the well needed change in viewpoint regarding career hopping now is the best time to consider your options and further qualifications could help you to move into an aspired role more easily. For more information visit: https://www.edology.com/knowledge-base/career-guides/5-career-change-tips/
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How to throttle down on car costs and save thousands
12-December-2017 - usatoday.com
In 2017, cars cost their owners an average of $8,469 a year. Heres how to save on fuel, insurance and maintenance.
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New tailored assessments can reduce accidents by testing the disposition of drivers
12-December-2017 - onrec.com
A suite of tailored assessments that is designed to assess anyone who drives for a living - whether they drive a train, lorry, bus, coach, ferry, taxi, community vehicle, forklift truck or delivery van - has been released by cut-e, the international assessment specialist. Posted in News archive on 12 Dec 2017 Company Profile cut-e View profile » The Drivers Suite is a series of five tests which measure whether individuals have the disposition and the attributes to drive safely and attentively. Tailored versions of these assessments are now available for drivers in any sector. They can be customised to include appropriate signs and symbols for drivers of ferries, trains, buses and any other commercial vehicle, to make them feel relevant to candidates in each industry. The tests are optimised for mobile devices, so candidates can complete them when and where it is convenient to do so. Despite the ongoing development of computerised driving assistance systems, commercial drivers will always have the ultimate responsibility for the safety of their passengers or cargo and their vehicles, said Dr Achim Preuss, Chief Technology Officer at cut-e. If any driver suffers from inattentiveness, fatigue, stress or aggression, or if theyre under the influence of alcohol or drugs, they can cause serious or fatal injuries. Screening whether or not someone is likely to behave in this way can help you to lower the risk of accidents, save unnecessary costs, protect valuable vehicles and safeguard your reputation. However, in the past, it has been expensive and impractical to assess candidates for low-paid driving roles. Now, with these tests, it is quick and easy to determine which of your applicants are likely to drive safely and attentively. The five tests in the Drivers Suite measure a candidates ability to concentrate; their reaction speed; their spatial orientation; their ability to perform several tasks simultaneously under time pressure and their ability to remember information. Their personality and behavioural tendencies can also be examined separately to check for aspects such as impulse control, ethical awareness, trustworthiness and the likelihood of whether theyll behave counterproductively at work. An overall score can then be attained for each candidate, said Dr Preuss. To be vigilant in their role, commercial drivers - regardless of what vehicle they drive - need important attributes such as quick reactions and the ability to concentrate and multitask. By assessing each candidates competencies and disposition, these tests will predict whether an individual will be a safe driver who is able to deal effectively with the challenges theyll face. Anyone who achieves a low score in these tests will have a greater tendency to cause accidents. As well as rejecting unsuitable applicants from the hiring process, short three-minute versions of the Drivers Suite tests can be used as pre-shift checks to assess whether employees are overtired, stressed or intoxicated when they clock in. Many companies find that it isnt possible to safety-check all of their drivers prior to every shift, because they employ so many people, said Dr Preuss. However, a short test can be conducted via a laptop on-site and if an employee is flagged, they can then be assessed one-to-one by a supervisor who can confirm whether or not theyre fit for work. This helps companies to ensure that their drivers are clear-headed and attentive when they start every shift. The tests within the Drivers Suite can also be used to assess candidates for job roles that involve operating heavy machinery, such as construction, engineering or hydraulic equipment. The Drivers Suite is available in 21 languages. For further information about assessing drivers or machine operators, please visit www.cut-e.com/drivers-suite
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Work-life balance less important to London millennials than counterparts in rest of UK
12-December-2017 - onrec.com
Office Angels, part of The Adecco Group the worlds leading provider of workforce solutions, has today launched research which reveals that just 27% of London millennials would leave a job due to a poor work-life balance, compared to half (50%) of millennials in the rest of the country. Posted in News archive on 12 Dec 2017 The Solving the Millennial Mystery report , which surveyed over 1,000 millennials in employment about their attitudes to work, found that overall the demands of this generation of Londoners are significantly different to those of the rest of the country. When searching for a job, for example, millennials in the capital place more importance on good diversity and inclusion policies (25% in London compared to an average of 14% for the rest of the country) and company dress code (23% in London compared to an average of 7% for other regions) than millennials in other parts of the UK. Millennials in the rest of the country place greater importance on flexible and mobile working options (38%) and ways of working within the company (22%) when looking for a job. Amongst London millennials, just 26% and 11% respectively prioritise this. When separately asked what was most important to them, just one in five (20%) millennials in the capital chose working for a company that offers good pay and benefits, the most popular option amongst other regions (38%). Instead, Londoners (26%) prioritise working in a fun environment, compared to just 18% of millennials in the rest of the country. Alex Fleming, President of General Staffing, The Adecco Group UK and Ireland, commented: Its no secret that employees of different generations have varying priorities when it comes to the workplace, but our research shows that there are also significant regional differences amongst the millennial generation. These findings further support the idea of the emergence of a multi-tiered economy in the UK , where numerous factors including regional differences influence how businesses and employees experience todays labour market. A one-size fits all approach simply will not work in this market, and organisations should ensure they are flexible in their benefits and recruitment strategies to accommodate these different priorities. By working with regional experts to understand what millennials and other candidates in their locality actually want, businesses can make the necessary investments to attract and retain this talent. London millennials also envisage staying in their current roles for the least amount of time (an average of 2 years). By contrast, millennials in Northern Ireland expect to stay in their current job the longest, at an average of 4 years. www.office-angels.com
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Women Leadership in the Worldwide Business Community
12-December-2017 - onrec.com
The statistics show that more and more women are succeeding in the business world. However, recent studies show that women still have a long way to go to achieve parity with men. Posted in News archive on 12 Dec 2017 International Women's Day , which is celebrated every March, is a chance for the business world to sit back and review the successes and experiences that women experience in the international business community. It was set aside as a time to review the social, economic, cultural and political achievements of women worldwide and reflect on the experiences that lay ahead. These future trials are formidable if the data presented during the 2016 Women's Day is accurate. Almost four in ten businesses have no women in senior management positions in G7 countries The proportion of senior business roles held by women globally stands at only 24% There is an increase in the percentage of firms that have no places for women in senior management In G7 countries only 22% of companies have women as part of their senior staff 39% of companies have no women in senior roles whatsoever in G7 countries In Japan, with its powerhouse economy, only 7 percent of companies have women in senior roles Germany, another country with a strong economy, has only a 15% rate of countries with women in senior roles All this is happening despite public commitments to equal opportunity among world leaders and the UN. Although study after study illustrates commercial benefits of a diverse leadership on a company's performance, the majority of businesses around the world are run almost exclusively by men. Survey Grant Thomas is the author of Women in Business: Turning Promise into Practice. His report surveyed 5,520 businesses in 36 economies in an effort to determine how women fare in the global business community. His report points out that the business case for gender diversity among business leadership teams is established. It improves the bottom line by opening: new opportunities for growth and reducing the risk of group-think.' Yet despite overwhelming evidence of the benefits of gender diversity in leadership, a third of companies around the world no women helping grow the business at a leadership level and have no female input into executive decisions. Research shows that listed companies in only the US, India and the UK with male-only boards are foregoing potential profits of $655. Across the Board The numbers are consistent for all industries, from technology to construction to providers of online casino games. The numbers are the highest in Eastern Europe which boasts the highest proportions of women in leadership (35%) and just 16% firms with no women in senior management positions. The highest number of firms that have women in senior roles is in Russia, followed by the Philippines. Sacha Romanovitch, CEO of Grant Thomas, the company that produced this research, says We know that businesses with diverse work-forces can outperform their more homogeneous peers and are better positioned to adapt to a rapidly changing global business environment. Within the context of increased uncertainty and complexity, firms must resist group-think and welcome a range of perspectives in order to grow and meet the challenges of today." How Women Can Get Ahead Accenture, a global professional services company that provides a range of consulting, strategy, digital, operations & technology services and solutions, offers some thoughts about how women can get ahead. The Accenture report concludes that when businesses and governments introduce programs and projects that increase the pace at which women become digitally fluent, the pace of gender equality will increase By doubling the rate for digital fluency, Accenture estimates, the workplace could reach gender equality in 25 years in developed nations. This contrasts to a 50 year forecast for gender equality at the current pace of movement. The report goes on to say that workplace could reach gender equality in 40 years in developing countries versus 65 years at the current rate of movement. Both the changing tools of empowerment and the definition of new leadership are essential for progress, change, and women's empowerment.
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The Onrec Online Recruitment Awards 2018 - Nominations close this Thursday!
12-December-2017 - onrec.com
Nominations close on the 14th December 2017. Don't miss out. Nominate your company today. Posted in News archive on 12 Dec 2017 The Onrec Online Recruitment Awards Ceremony will be returning again on 1st March 2018, held at The Grange Hotel, St Pauls. An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. Categories: The Creative Online Marketing Award 2018 Sponsored by Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation in their online recruitment offerings. The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. The Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. The Niche Jobboard Award 2018 Sponsored by Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. The Best Corporate Use of Online Recruitment Award 2018 Sponsored by The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. The Best Use of Online Recruitment by a Recruitment Agency Award 2018 Sponsored by 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. Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. It is free to enter the awards, entries are open from 1st November 2015 and will close 14th December 2017. All you need to do is complete this short form and email back to Stuart, Stuart@onrec.com For more information about the awards, click here. http://www.onrec.com/events/conference/awards2017
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Returnship programmes offer mums route back into work, yet only 4% of employers offer them
12-December-2017 - onrec.com
A recent totaljobs study of 2,600 jobseekers and nearly 100 employers has shown that while the Returnship initiative can offer a valuable route back into the workforce for anyone taking a break in their career, their success is hindered by a lack of awareness, rather than a lack of interest. Posted in Statistics and trends on 12 Dec 2017 Company Profile Totaljobs View profile » 85% of employers are not aware of returnship programmes Two thirds of recruiters believe they would offer returnships if they were incentivised by the government 72% of employees would consider a returnship programme if theyd taken a break from the workforce A recent totaljobs study of 2,600 jobseekers and nearly 100 employers has shown that while the Returnship initiative can offer a valuable route back into the workforce for anyone taking a break in their career, their success is hindered by a lack of awareness, rather than a lack of interest. What is a returnship? Returnships are high-level internships which help professionals that are looking for a new career path, back into work after a break in their career. Often paid, returnships give employers the opportunity to tap into an under-utilised pool of talent, such as returning mums, and provide a low-risk opportunity to assess a potential employees suitability for a permanent role. Despite the major benefits returnships can bring to the wider economy and businesses in general, their success is hindered by a lack of awareness among employers. In fact, totaljobs research shows that just 15% of UK employers have heard of them. As a result, 95% of employers do not currently offer a returnship programme. After hearing about returnships, 1 in 5 employers believed they would offer such a programme, with 69% stating that they would do so if the initiative was incentivised by the government, as per the Apprenticeship Levy. Why a returnship? The study showed that 72% of employees would consider a returnship if they were to take a career break. This is particularly relevant to returning mums and besides the benefits that re-engaging talent can have for employers; returnships may also help industries that are tackling the gender pay gap. Looking at the motivations for undertaking a returnship, half of employees who have already completed such a programme did so because they struggled to find a full-time job. A further 38% said that the programme helped ease them back into the workplace; while 16% state that they did not feel confident immediately returning into a traditional full time role. Returnships are particularly useful for mothers returning from maternity leave, Women Returners Research* by PwC suggests there is both a significant personal and societal cost to not encouraging women back into work. Their report found 550,000 professional women in the UK are on extended career breaks for caring reasons, that 420,000 want to return to work at some point, and that two thirds (280,000) could be working below their potential pay when they return. How do they benefit mums? One company that does offer returnships is O2. Speaking of the advantages it brought to her personally, Clare McIntosh, Head of O2 Drive Insurance , and mother of three, told totaljobs: When I first came across returnships I was initially surprised as to why more companies werent offering them. For me, a returnship sounded ideal as it offered a test drive into working life for a set period of time, so if I couldnt make the balance work, there wasnt any pressure. I could move on with nothing lost, but with my skills refreshed. Id fully recommend returnships to others, however for it to be really successful Id say it needs to be backed by an employer who encourages flexible working, like O2. The scheme enabled myself and other returners to re-build our confidence back into the work place, whilst also providing a network to tap into to talk about issues we all had in common. Since the programme I havent looked back since. Founder and CEO of Mumsnet, Justine Roberts added: 'Returnships are a relatively new idea, but - as members of our Family Friendly programme can attest - where they're offered, they're taken up with gusto by highly qualified women wanting to come back to the workplace. Recruiting and retaining the best talent is a priority for any business, and returnships can be a crucial part of recruitment strategy for forward-thinking companies.' Totaljobs HR Director, David Clift , said: Returnships are an excellent way of welcoming employees back into the workforce, utilising their skills and making sure talent isnt lost permanently. While returnships could be one of the ways of closing the skills gap the UK is facing at the moment, there is much work to be done in educating employers and recruiters on the benefits of such programmes. We are optimistic that these findings, as well as the governments support, will encourage more employers to offer returnships and show those looking for ways back into work, that returnships are a viable track. Totaljobs surveyed 2,623 employees and 98 employers *Women Returners Research Report, November 2016: http://www.pwc.co.uk/womenreturners
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How a sneaker geek landed his dream job, one step at a time
11-December-2017 - sciencemag.org
After falling in love with sneakers as a kid, Geng Luo methodically built his research foundation and network so that he could follow his passion
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Which cities are adding (and losing) the most jobs in 2017?
11-December-2017 - usatoday.com
Here is a look at the five cities adding and losing the most jobs in 2017.
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Investing in ICOs: How to get in on digital currency like bitcoin
11-December-2017 - usatoday.com
Fascinated with blockchain technology two brothers developed a web listing of ICOs.
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Career advice: How to triple your salary in 5 years
11-December-2017 - usatoday.com
More money in our chosen career path is a goal (unspoken or not) for just about all of us.
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Bitcoin futures soar in major exchange debut
11-December-2017 - usatoday.com
The first-ever futures contracts for the virtual currency bitcoin started trading at the Chicago Board Options Exchange Sunday. The price has surged. (Dec. 11)
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25 cities losing the most jobs in 2017
11-December-2017 - usatoday.com
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25 cities adding the most jobs in 2017
11-December-2017 - usatoday.com
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U.S. job openings slip in October, but hiring increased
11-December-2017 - usatoday.com
U.S. employers posted slightly fewer job openings in October than the previous month, but the number of people being hired improved.
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US job openings slip in October, but hiring increased
11-December-2017 - abcnews.com
US job openings fell in October to roughly 6 million, but hiring rose 4.4 percent
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Global stocks mostly rise on economic growth hopes
11-December-2017 - abcnews.com
Shares in Europe and Asia are mostly higher as upbeat U.S. jobs data from last week and signs of progress in the Brexit talks continued to support investor sentiment
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City to lose 10,500 jobs by Brexit as fifth of firms flag relocation plans, says EY
11-December-2017 - telegraph.co.uk
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Chief Diversity Officer: One of the Hardest Jobs in Technology
11-December-2017 - workforce.com
Imagine a job whose requirements not only rely on improving product and increasing financial success, but also span across hiring and influencing corporate culture. While a chief diversity officer might not be the first job that comes to mind, it plays an increasingly crucial role in company output and financial success. According to a 2015 McKinsey report on 366 public... The post Chief Diversity Officer: One of the Hardest Jobs in Technology appeared first on Workforce Magazine .
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Maines BroGue Insurance & Financial Services Hires Guerin
11-December-2017 - insurancejournal.com
BroGue Insurance Financial Services, a Bangor, Maine-based independent insurance agency, has hired Timothy Guerin as an insurance agent. Guerins insurance sales career began with Liberty Mutual Insurance. BroGue offers personal, business, life and health insurance from a variety of
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How to get a living room that will sell your home
11-December-2017 - dailymail.co.uk
We take a look at how to get living room to sell your home and get some tips from an estate agent on what buyers want.
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When Humility in a Boss Pays Off and When It Doesnt
11-December-2017 - insurancejournal.com
Its good for a boss to be humble as long as thats what the firms employees expect. Some workplace teams showed more creativity if the employees rated their bosses as showing more humility, Ohio State researchers studying workplaces in
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DAILY BRIEFING: Banks scale back Brexit job cuts estimates
11-December-2017 - dailymail.co.uk
Banks have scaled back estimates of jobs that may have to move after Brexit, accountant EY said. In 2016, 12 firms said 12,500 roles would move abroad. Now, 26 are expecting just 10,500 relocations in total.
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Why lorry drivers are getting paid 20% more
11-December-2017 - dailymail.co.uk
Truckers can rake in more than £20 an hour as well as bonuses of £100 per shift, taking their daily rate to £250 or more in some instances, according to recruitment company Manpower.
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UK retains its crown as top destination for European jobseekers
11-December-2017 - onrec.com
The UK remains the most popular country among Europeans looking to work abroad, but its lead is eroding fast, according to new analysis by the worlds largest job site Indeed. Posted in Statistics and trends on 11 Dec 2017 Company Profile Indeed View profile » However, Britains lead is shrinking as Germany and Ireland storm up the league table of most popular countries for European workers Britons remain the least likely to look for work in another EU country, but Brexit has driven a 15% increase in the number with itchy feet Indeed research comes as official statistics confirm an exodus of EU citizens from the UK in the 12 months following the Brexit referendum The UK remains the most popular country among Europeans looking to work abroad, but its lead is eroding fast, according to new analysis by the worlds largest job site Indeed . Researchers analysed the online search patterns of millions of jobseekers across the EU15, and found that among those looking for work in another country, the UK remains by far the most popular choice attracting nearly a third of all interest in the first nine months of the year. But for all Britains dominance, its star has waned substantially in the wake of the 2016 Brexit vote. The UKs 31.8% share of EU15 cross-border job searches in the first nine months of 2017 is 14.7% lower than it was during the same period in 2015. Table: Ranking of the most popular countries for EU15 jobseekers (based on each countrys share of cross-border job searches). The analysis also suggests Britains loss could be its rivals gain. Germany, the second most popular country, saw its share of searches rise by a fifth ( 19.3% ), while Irelands rose by a third ( 33.6% ) and Luxembourgs by a dizzying 56% . Indeeds data mirrors the UKs latest official migration statistics, which show that the number of EU citizens moving to Britain fell by 19% in the 12 months following the Brexit referendum. During the same period, the number of EU citizens leaving Britain rose by 29% to 123,000. The analysis, which highlights where people would like to work and gives a flavour of trends to come, also reveals many British-based workers are busy planning to move elsewhere in the EU. While British job seekers considering a move abroad have traditionally been drawn mostly to English-speaking countries such as the US, Canada and Australia, between 2015 and 2017 Indeed tracked a 15.4% increase in the proportion looking for work in the EU. Meanwhile on the other side of the coin, Irelands booming jobs market and the waning appeal of Britains prompted a 16.5% fall in the proportion of Irish job seekers hoping to move to Britain. Its a similar picture in Poland, a country which already has one million of its citizens living in the UK. Indeeds researchers found that between 2015 and 2017 the proportion of job seekers in Poland looking for work in Britain fell by 11.4% . Mariano Mamertino, EMEA economist at Indeed, commented: For much of the past decade, Britains dynamic labour market has made it a poster boy for ambitious Europeans keen to progress their careers. Last years Brexit vote hasnt stopped that attractiveness in its tracks, but it is clearly giving many European jobseekers pause for thought. So while the UK is still the most popular destination among Europeans looking to work abroad, its lead is shrinking fast. Britains loss could be its rivals gain and Germany, France and Ireland are all attracting a greater share of the interest from upwardly mobile EU citizens. One more surprising aspect of the Brexit effect is the apparent outbreak of itchy feet among British jobseekers. Britain remains a net importer of talent from the EU, but the surge of interest in European roles among UK-based job seekers suggests the cross-Channel traffic is no longer just a one-way street.
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Three-quarters of Brits say age discrimination is common in their workplace
11-December-2017 - onrec.com
A staggering 70.8% of UK workers have revealed that discrimination around age is common in their workplace, rising to 85.3% amongst those aged 55-64. Posted in News archive on 11 Dec 2017 Company Profile CV-Library.co.uk View profile » Thats according to the latest piece of research from CV-Library , the UKs leading independent job board. The study asked 1,400 UK workers to open up about the topic of discrimination in the workplace, particularly when it comes to age. It found that one third (30%) of professionals have been turned down for a job because of their age, rising to 52.5% amongst those aged 55-64 and 65.1% amongst under 18s. Other key findings include: Over half (57.1%) of under 18s feel theyre not taken seriously at work , because of their age With a further 76% of 25-34 year olds stating that they have been discriminated against at work because they were considered too young AND, 88.9% of 45-54 year olds said they have been discriminated against at work for being too old Lee Biggins, founder and managing director of CV-Library , comments: Diversity is a hot topic at the moment, and it is something that should be celebrated in the workplace. Sadly, there is clearly still a great amount of discrimination amongst those considered to be too old or too young to work in certain positions. As a nation, we need to address this issue head on, and consider ways in which we can remove these stigmas. Of those that said they were considered to be too young for a job, nearly half (46.7%) said they were told they didnt have enough experience. In addition to this, 35.8% said the employer felt no-one would take them seriously. Conversely, for those considered to be too old, one in five (20.2%) were told that they would be too stuck in their own ways. Biggins continues: Its clear that discrimination around age is not only rife in workplaces, but also during the hiring process. But, while employers may think their pickiness will secure them the very best workers, theyre actually limiting themselves even further. Younger, and older, workers are a key part of driving our economy forward and companies should embrace a diverse range of employees in their business. Alongside this, the study encouraged respondents to share their stories of age discrimination in the workplace: 1. I have been told that I was too old to retrain for a career change in my company. Jessica from Leeds 2. I was told by a career advisor that I should remove the number 70 from my email address because people might think I was born in 1970 and would consequently not consider me. - Liam from Bristol 3. I am the oldest amongst my colleagues (who are aged between 18 and 30) and Im seen as the mum of the store and not really taken seriously. - Tricia from Portsmouth 4. I interviewed really well for a position but was told that because I was a middle-aged woman I was too set in my ways and may find it difficult to learn new things. - Lindsey from Bournemouth 5. I work as a carer which is quite heavy going - some of my younger co-workers often offer to do things for me with good intentions but it makes me feel useless at times. - Cheryl from Nottingham 6. I look much younger than I actually am and I feel my employer doesnt take me seriously at times. - Andy from Lytham St Annes 7. Senior management dont seem to take on board suggestions from myself or my younger colleagues but will listen and implement them once someone older has suggested the same thing. - Paul from Brighton 8. I worked in a retail store for my first job and if I ever took a sick day, (which is very rare for me), it was assumed that I was using the time to go out with friends and get drunk, which was definitely not the case! - Micky from London 9. Despite being a recent graduate, because I was a mature student Im not getting offered the same amount of jobs that younger people on my course are. - Jeremy from Woking 10. My boss was compiling the rota for New Years Eve and he said I had to work because the younger staff will want to go out partying I wanted to party too! - Lisa from Cardiff www.cv-library.co.uk
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25 cities adding (and losing) the most jobs in 2017
11-December-2017 - usatoday.com
Most of the cities adding jobs in 2017 reported uninterrupted employment increases over the course of the year, but this was not always the case.
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Financial services brings offshore jobs back to the UK
11-December-2017 - onrec.com
UK financial services companies are increasingly bringing their offshored operations back to home nations as companies are being affected by rising costs and lacklustre service in offshore regions, according to specialised recruiter Robert Half Financial Services. Posted in News archive on 11 Dec 2017 Company Profile Robert Half View profile » Despite the UKs imminent departure from the EU, London remains the worlds No 1 financial centre [1] and this increased level of onshoring could lead to more jobs being created in the financial services sector. The research has found more than half (59%) of the UKs financial services executives have increased their level of onshoring - transferring offshored business operations back to the UK in the past two years, compared to just 4% who have decreased their onshoring activities. When asked why they have increased their level of onshoring, 64% of financial services executives refer to service quality complaints and 54% refer to the increase in costs indicating a cost and quality factor in determining operations being brought back to the UK. The skills shortage (53%) and a lack of efficiency in the offshored regions (37%) are further cited as key reasons for transferring offshored business operations back to the UK. In the face of change, financial services companies in London are increasingly under pressure to remain competitive by maximising performance and decreasing costs, commented Matt Weston, Director at Robert Half UK . In order to achieve this and offer a premium service, many firms are bringing key business operations back to the UK and creating centres of excellence by creating jobs and career development opportunities for local talent. In an indication that offshoring is not just about costs, but also a matter of dealing with the working environment in the UK, nearly half (44%) of financial services executives would consider shutting down offshore activities and returning their operations to the UK if the work was carried out more efficiently. In addition, 34% would consider the same if they could find the right skills and expertise available locally. Onshoring can result in tangible benefits for UK companies. Almost half (44%) of the UKs financial services leaders who have returned business activities to the UK say it has resulted in increased service quality, followed by increased customer responsiveness (42%), increased focus on the core business (41%) and an increased focus on innovation (38%). To fully leverage the advantages of onshoring key business activities back to the UK, organisations need a functioning workforce that is efficient and equipped with the right skills. UK firms are experiencing greater innovation and increased efficiencies, and finally have access to the necessary expertise that was previously hindering businesses that had moved their operations offshore , concluded Weston . To avoid future skills shortages and ensure their workforce operates at an optimal level, financial services companies need to invest in adequate training programmes to develop these business-critical competencies. Failing this, employers are looking externally to recruit qualified professionals on both a temporary or permanent basis to meet strategic and operational objectives. roberthalf.co.uk [1] http://www.longfinance.net/programmes/financialcentrefutures/global-financial-centres-index.html
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APSCo Responds to Brexit divorce deal
11-December-2017 - onrec.com
Following the announcement that Britain has reached a historic deal on its EU exit terms, Samantha Hurley, Director of Operations at APSCo, comments: Posted in News archive on 11 Dec 2017 Company Profile APSCo View profile » We welcome the fact that this deal largely enshrines existing EU residence rights of three million EU citizens in the UK as well as UK nationals living in Europe. Since the referendum result was announced, we have called for the position of EU nationals to be clarified at the earliest possible opportunity, and this announcement offers us some level of certainty. The free movement of professionals benefits the whole economy and, in an increasingly tight market, access to vital skills from Europe and beyond is key to stability and growth. This deal recognises the need for talent in both the UK and the European Union. It is critical that recruiters can continue to find the best available talent either from within the UK, the EU or elsewhere. Conversely, it is also vital that UK professionals can continue to work throughout the EU. APSCo is a global trade association and many of our members operate across borders. While continued access to candidates is, of course, vital, this move is also of benefit to the recruitment workforce itself. Although, in theory, nothing is agreed unless everything is agreed, Im sure many of our members will be breathing a sigh of relief following todays news.
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Paul Jameson to step aside at Outsource UK
11-December-2017 - onrec.com
Outsource UK, one of the UKs largest fastest growing independent specialist staffing agencies has today announced that Paul Jameson is to step down as CEO after founding the business 26 years ago. Posted in News archive on 11 Dec 2017 Outsource UK has today announced that Nick Dettmar will be succeeding Paul Jameson as Chief Executive from January 1 st . Mr Dettmars promotion comes after working as Chief Operating Officer at Outsource UK for three years. From January, he will take over as CEO, with a handover period effective from today. His appointment follows over 21 years in the industry, with him working in recruitment since graduating from University. Mr Dettmar started his career at Adecco, where he spent 14 years and was MD for Professional Staffing across UK I when he left. He then joined the Impellam Group in 2010, where he spent five years as Divisional Managing Director of their Science, Engineering Technical brands before joining Outsource UK. The announcement comes following Mr Jamesons decision to take a step back from frontline duties. The move will enable Mr Jameson to spend more of his time on the firms strategy, to ensure the business is ready for forthcoming industry challenges. He will remain in the business, but move to Founder, acting as a mentor to Mr Dettmar. Paul Jameson, CEO for Outsource UK commented: Growing Outsource UK from a start-up in the 90s to one of the countrys largest and fastest growing independent specialist staffing firms has been a huge achievement, and Im immensely proud of the company it has become. However, the industry is changing and we need to be ready for whats ahead in terms of people trends, compliance and legislation. Its therefore time for me to step back and concentrate on helping the business achieve its strategy, and I will be more able to do this by moving to a Founder role. Paul continued: Nick is the perfect person to fill my role and there will be no disruption to business. It will very much be business as usual from January 1 st . Nick Dettmar, COO for Outsource UK commented: Outsource UK is growing, achieving 90% growth in revenues over the past three years, and a compound annual growth rate of 23%. I intend to continue this trend having recently opened new offices in London & Birmingham we have aggressive hiring plans across our UK network of offices to fuel that growth. I am looking forward to developing our talents expertise and expanding the specialist areas we work in. We have extended the range of products and services we provide, including initiatives to support our clients with GDPR and diversity and inclusion, and I am excited about the launch of our new product and services portfolio which will be released in the New Year. This will enable us to continue the theme of adding value to our customers by building hand crafted solutions to meet their specific requirements. The change in roles will see Mr Jameson mentor Mr Dettmar as he embarks upon his new role, including working closely with him to drive growth both organically and via identification of possible acquisitions a priority area for 2018. Paul Jameson concluded: Nick has been a brilliant COO and accomplished a lot in the time he has been with us. Having worked closely with him for the last three years, I believe he is the best person to lead the company into its next chapter. I would not be stepping aside if I were not convinced it was the right thing to do, and have no doubt he will help build continued success for the firm.
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Future Leaders course achieves key accreditation
11-December-2017 - onrec.com
Britains biggest electricity distributor is putting the focus on its future leaders through an upgraded training programme. Posted in News archive on 11 Dec 2017 UK Power Networks, which keeps the lights on in London, the South East and East Anglia, has achieved accreditation from the Institute of Leadership and Management (ILM) for its innovative Future Leaders course. The bespoke programme, designed in-house, is into its third year and has now been approved to deliver ILM qualifications for the first time for a certificate level five in leadership and management. The Future Leaders course identifies key talent within UK Power Networks who have the ability, commitment and motivation to fill a senior manager or equivalent role within the next few years. Sarah Porcelli, head of learning and development at UK Power Networks, said: This is important accreditation for a course which we feel has gone from strength to strength. Of those who completed the course in the first two years more than 70% of them have either gained a senior management position or had an increase in responsibility. Working with employees earmarked to be leaders of the business is integral to the companys future success as it is giving the right people the right level of training at the right stage of their careers. By choosing ILM we are now working with the leading provider of leadership and management qualifications in the UK and part of the wider City and Guilds Group: a global leader in skills development. Bruce Barnes, who first joined the company 15 years ago, was recently promoted to Operations Manager, working out of Tunbridge Wells and looking after the West of Kent. He said: I first joined the company on an apprenticeship and have recently been promoted to an Operational Manager for West Kent. In total Im now managing 66 members of staff so its been good to put aspects of the course into practice and bring what Ive learned into play. Just because Im now in a management position doesnt mean I want to stop learning so while its challenging doing the course at the same time, its really useful. It has opened my eyes a bit to the opportunities across the company in other directorates. You sometimes have a little bit of tunnel vision in terms of your own area so its been good to learn what other directorates do and its been good for networking across the whole of the business. This is such a large organisation and there are a lot of opportunites. Preethi George, Procurement Category Manager Indirects who lives in Luton and is based in London has been with the company for over five years and is midway through this course along with 13 others, said: The course provides a great insight into the overall organisation. The programmes focus on leadership has given me awareness in developing my strengths and building my exposure of other areas of the business. This course has helped me understand myself better as a person, provided me with a great opportunity of networking with people from across the business who similar to me are aspiring Leaders. By investing in this programme the company has shown that it cares about providing growth opportunities to employees who want to develop and aspire to be leaders. This initiative, with its focus on obtaining external recognition for its employee development programmes, is aligned with the companys vision to be an employer of choice and one of the Sunday Times Top 30 Best Big Companies to work for.
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Regus wins BCI Global Hall of Fame Award for Continuity and Resilience Innovation
11-December-2017 - onrec.com
We are delighted to report that Regus Dynamic Workplace Recovery scooped the global BCI Hall of Fame Award for Continuity and Resilience Innovation at the Business Continuity Institute (BCI) annual awards on 20 November. Posted in News archive on 11 Dec 2017 To qualify for the global award, a company must have won three regional awards in this category. Regus won the Continuity and Resilience Innovation award in Europe in 2016, in Asia in 2016, and in Australasia in 2017. Joe Sullivan, Managing Director of Workplace Recovery, Regus, comments: We believe that Regus Dynamic Workplace Recovery is the most innovative product in the workplace continuity space in over 20 years. The solution has been designed to meet the needs of todays global, mobile and remote workforce by providing over 2800 locations globally to help businesses recover when an incident happens. Businesses can plan, be prepared, and reduce risk when disaster strikes. They are not limited to pre-determined decisions and can act swiftly and appropriately depending on the nature of the event. For decades, companies have had only a few choices when selecting where to recover their people in the event of a disaster. These options were limited to static facilities which were often inaccessible, unreliable and over-subscribed. Recently developed, Reguss Dynamic Workplace Recovery is an innovative and economic solution which enables companies to instantaneously and flexibly recover their employees in multiple locations based upon the particular demands of an event. With natural disasters impossible to predict and an increased risk from other world events, the need to have an established workplace recovery plan is greater than ever. Now, instead of relying completely on a pre-determined site, clients can recover anywhere in the same city or a different country, close to home or close to work based on the impact of the event. Moreover, they are guaranteed availability as Regus does not oversubscribe and has a large and growing set of centres that are available to companies in need. The Business Continuity Institute (BCI) is the worlds leading institute for business continuity, and the awards recognise the outstanding contributions of Business Continuity, Risk and Resilience professionals and organisations.
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Qatar buys 24 Eurofighter Typhoon jets in £6bn deal
10-December-2017 - bbc.com
The move will help safeguard thousands of jobs at BAE Systems, mainly at Warton in Lancashire.
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Heres how Americans feel about robots taking their jobs
10-December-2017 - usatoday.com
Automation is here and its going to accelerate, but many workers arent ready for the new reality.
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Thyssenkrupp makes offer to workers for Tata Steel deal: sources
10-December-2017 - reuters.com
BERLIN (Reuters) - Thyssenkrupp has offered workers commitments on jobs and investments to get union backing for its deal with Tata Steel to merge their European steel operations, several people close to labor union IG Metall said.
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One in eight workers on the cusp of leaving their pension scheme, Aviva warns
10-December-2017 - telegraph.co.uk
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Employment tips: Create a great resume in 10 minutes
10-December-2017 - usatoday.com
Whether youre starting from scratch or updating an existing document, creating a great resume does not have to take a lot of time.
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BAE Systems lands £5bn deal to provide Qatar with jets
10-December-2017 - dailymail.co.uk
BAE Systems has struck a £5 billion deal to provide Qatar with 24 Typhoon combat jets, helping to secure thousands of UK jobs
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Christmas gifts to teach your child how to build a fortune
10-December-2017 - dailymail.co.uk
Rather than waste money on the latest fad this year, why not buy your little ones a gift that teaches them about the value of money and instils some good financial habits?
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Thyssenkrupp ready to make workers offer for Tata Steel deal: Bild am Sonntag
10-December-2017 - reuters.com
BERLIN (Reuters) - Thyssenkrupp is prepared to offer workers commitments on jobs and investments to get union backing for its deal with Tata Steel to merge their European steel operations, German weekly Bild am Sonntag reported, citing an internal memo.
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As health premiums rise, small businesses seek alternatives
09-December-2017 - usatoday.com
As small business owners learn what their 2018 health insurance costs will be, some are considering providing different types of coverage for their employees.
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The woman making money from food porn
09-December-2017 - bbc.com
Meet Kimberly Espinel - the blogger teaching people how to photograph food for Instagram.
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The impact of 50% of American workers not taking vacation time
09-December-2017 - usatoday.com
A life without a healthy work-life balance can lead to a wide array of negative outcomes both mental and physical.
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Markets Right Now: Jobs, Brexit progress send stocks higher
08-December-2017 - abcnews.com
Stocks are ending higher as investors welcome a strong U.S. jobs report and progress in Britain's talks about leaving the European Union.
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How to make your home fabulously festive this Christmas
08-December-2017 - dailymail.co.uk
Create a dazzling, festive display with branches, berries and baubles. Simply spray branches gold or silver and they will be transformed into something magical.
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New data offer the latest look at Ph.D. training and employment trends
08-December-2017 - sciencemag.org
NSF has released its Survey of Earned Doctorates data for 2016
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US employers add 228K jobs; unemployment rate stays 4.1 pct.
08-December-2017 - abcnews.com
Robust US hiring last month underscores economy's growing momentum
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Worker shortage hitting business and wage growth, report claims
08-December-2017 - telegraph.co.uk
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How major US stock indexes fared on Friday
08-December-2017 - abcnews.com
Stocks rose Friday following a better-than-expected U.S. jobs report, and the strong finish pushed the Standard & Poor's 500 index to its third straight weekly gain despite some struggles earlier in the week
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US jobs growth stronger than expected
08-December-2017 - bbc.com
A rebound after the disruption caused by hurricanes boosted US employment last month.
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Three football clubs ´shamed´ for underpaying staff
08-December-2017 - bbc.com
Three Scottish teams are among 28 employers who failed to pay staff the minimum wage.
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S&P 500 returns to record following strong US jobs report
08-December-2017 - abcnews.com
Stocks rose on Friday following a better-than-expected U.S. jobs report
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Jobs: November employment report offers positives, negatives for U.S. workers
08-December-2017 - usatoday.com
The bright spots include 228,000 jobs added. The negatives feature sluggish wage growth.
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These are the Top 20 emerging jobs in the U.S.
08-December-2017 - usatoday.com
New types of work are developing and there are not enough workers in some fields.
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Biotech hedge fund founder Sam Isaly steps down amid sexual harassment allegations
08-December-2017 - usatoday.com
Former OrbiMed female employees said Isaly made vulgar remarks in the office and exposed women colleagues to pornography, news website STAT reported
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Strong U.S. job growth in November bolsters economy´s outlook
08-December-2017 - reuters.com
WASHINGTON (Reuters) - U.S. job growth increased at a strong clip in November, painting a portrait of a healthy economy that analysts say does not require the kind of fiscal stimulus that President Donald Trump is proposing, even though wage gains remain moderate.
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Asda to axe 800 jobs as it battles Aldi and Lidl
08-December-2017 - dailymail.co.uk
As many as 842 section leader posts face the axe, while thousands of workers could see their hours cut as Asda looks at reducing the amount of time spent stacking shelves.
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Strong hiring figures leave Fed on track for third rate hike of the year
08-December-2017 - telegraph.co.uk
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Wall Street rises on jobs report
08-December-2017 - usatoday.com
U.S. stocks ended higher on Friday, buoyed by a solid payrolls report that locked in expectations for an interest rate hike next week. Fred Katayama reports. Video provided by Reuters
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Illinois Sees Growth in Medical Payments per Workers Compensation Claim
08-December-2017 - insurancejournal.com
Medical payments per workers compensation claim in Illinois grew 3.1 percent per year on average from 2012 through 2015, according to a recent study by the Workers Compensation Research Institute (WCRI). In all, medical payments per workers compensation claim were
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Ohio InsurTech Startup Root Insurance Adds Allison as General Counsel
08-December-2017 - insurancejournal.com
Columbus, Ohio-based auto insurance startup, Root Insurance, has hired Jon Allison as its first general counsel. Prior to joining Root, Allison served on the senior management team of CareSource, a regional non-profit managed health care plan. He was also the
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Swiss Re Appoints Dacey as CFO, Succeeding Cole in April 2018
08-December-2017 - insurancejournal.com
Swiss Re announced that John Dacey, currently group chief strategy officer, has been appointed group chief financial officer, effective April 1, 2018. He succeeds David Cole, who will step down to pursue a non-executive career, while remaining a board member
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California Workers Comp Division to Adopt a Drug Formulary, Host Webinars
08-December-2017 - insurancejournal.com
The California Division of Workers Compensation will adopt an evidence-based drug formulary for medical providers treating injured workers beginning Jan. 1, 2018, following approval by the Office of Administrative Law. The DWC will host two informational webinars for interested parties
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5 ways further IR35 reform could be managed
08-December-2017 - onrec.com
In the event IR35 reform is extended to the private sector following the Government consultation early next year, Qdos Contractor of The Qdos Group has outlined five ways expected changes could be managed. Posted in News archive on 08 Dec 2017 It is widely predicted that in time the responsibility for setting the employment status of private sector contractors will be handed to the companies that engage them, similar to recent reform in the public sector. Incorrectly setting contractors employment status would leave the private sector company liable for any missing tax. Seb Maley, IR35 expert and CEO of Qdos Contractor shared advice on how the UKs 5.5m private sector companies and recruitment agencies could manage potential private sector IR35 reform: 1. Collaboration An IR35 determination should take into account various factors, not least the aspects unique to the individual contractor being assessed. It is therefore vital that IR35 decisions are reached with the input of all parties in the contractual chain. Accurate IR35 decisions cannot be made without input from the company, the worker and when involved, the recruitment agency. 2. Make determinations on reality of IR35 There is a huge amount of misinformation about IR35 legislation which has ultimately led, in part, to some public sector bodies making snap and blanket determinations which have no foundation in case law. HMRCs CEST tool has received widespread criticism for missing some important factors out, contributing to many inaccurate IR35 decisions. Its important to remember that this tool is not mandatory. 3. Start preparations One stand-out problem caused by recent public sector reform was the lack time; partly caused by HMRCs lack of guidance, and partly because many organisations didnt realise the significance of the task that lay ahead. In time further reform is widely expected. Because of this, private sector companies and agencies must begin preparing well in advance of the legislation actually being enforced. Engaging with contractors is a vital element of this. 4. Engage with the wider market Mistakes made in the public sector cant be made again. Should private sector reform be announced in 2018, we need joined-up and consistent thinking from each party in the contractual chain. 5. Seek advice The very downfall of IR35 is its sheer complexity. Given many private sector companies have little experience or in-house resource when it comes to making well-informed employment status decisions, the safest way of ensuring accurate decisions are made is to engage a third party specialist.
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Five key employment law issues that should be on every businesses radar in 2018
08-December-2017 - onrec.com
Five key employment law issues that should be on every businesses radar in 2018 - Comment by Peninsula Employment Law Director Alan Price Posted in News archive on 08 Dec 2017 From the removal of tribunal fees to widespread claims regarding sexual harassment, 2017 has been a busy year in employment law. Although employers might hope for a quieter 2018, its looking likely that there will be a number of issues that are prevalent throughout the year, amid the on-going uncertainty of Brexit. General Data Protection Regulations The European General Data Protection Regulations, or GDPR, are set to come in to force across Europe on 25 th May 2018. These Regulations seek to enhance the rights of individuals and make changes to existing data practices, including removing the ability to charge a fee to provide access to information unless the request is manifestly unfounded or excessive. Employers should use the first half of 2018 to review their current practices and documentation to assess how they process data and review whether this is in line with GDPR. The potential consequences of non-compliance are costly, with maximum fines of 20 million or 4% of annual turnover. Experts have said that Uber would have been fined £17.75m for their recent data breach under GDPR. Employment status 2017 saw numerous claims from individuals questioning their status and their employment rights, with the most prolific cases within the gig economy. Status is going to continue as a big issue in 2018. Pimlico Plumbers are taking their appeal against the decision that a plumber was a worker to the Supreme Court in February. Uber has also applied to leapfrog the Court of Appeal and have their appeal heard in the Supreme Court. There are numerous other cases that will be heard at a lower level, from Deliveroo riders to Olympic athletes. The government is expected to respond to the Matthew Taylor Report on modern working practices before the end of 2017, and many employers may be waiting to see if the recommendations on clarifying status will be actioned in 2018. Increase in tribunal claims The most significant decision in 2017 was the Supreme Court deciding the tribunal fee regime was unlawful. Since 26 July 2017, claimants no longer have to pay a fee to bring a tribunal claim. The impact of this decision is that claims are likely to increase, and potentially keep increasing in 2018. There is no longer a financial deterrent on individuals who wish to challenge their employers in the tribunal. Whilst this improves access to justice for those with a true complaint, there may also be an increase in spurious claims or claims to pressure employers into financial settlements. Claims fell around 79% once fees were introduced. Employers will be keeping a close eye on the statistics to see if claims increase back to this level or if they go even higher. Gender pay gap reporting deadline Employers caught by the gender pay gap reporting requirements have to publish their report by the 4 th April 2018, or the 30 th March 2018 if theyre a public sector employer. The report needs to be uploaded to the companys own website and a government website, allowing full public access to the data. Its currently thought that many employers have already calculated their gender pay gap but are sitting on the data to avoid the negative publicity that follows, which we saw when the BBC released their gender pay report. This is likely to result in an influx of reports being released close to the deadline date. Payments for sleep-in shifts Payments for sleep-in shifts continue to be a significant area of concern for many care employers. The Court of Appeal will hear appeals in two important cases regarding the right to receive the national minimum wage for sleep-in shifts in 2018. The government has recognised the uncertainty around this area, and the financial impact of getting this wrong, and has introduced the Social Care Compliance Scheme. Employers can voluntarily sign up to the scheme to review their sleep-in payments and make good any underpayments without facing further enforcement action. The scheme will remain open until the end of 2018 and HMRC are likely to continue their targeted enforcement in this sector throughout the year. www.peninsulagrouplimited.com
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Heres what your employees probably arent telling you
08-December-2017 - onrec.com
Written by Sarah Musgrove, Editor at Brighter Business Posted in News archive on 08 Dec 2017 One of the hardest things about having people work for you is trying to keep them happy. The problem is that, sometimes, youre not even aware that your employees are unhappy. Something you can do to anticipate employee dissatisfaction and hopefully work to minimise it, is to pay attention when studies about employee complaints like this one, by Chicago-based HR Solutions, Inc . become available. Obviously, a company made up of four employees will have some different concerns than one with 100, but there are some basic gripes that employees in all kinds of businesses seem to have. Here are some of the things your employees may not be telling you theyre unhappy about. Complaints surrounding money It may be that your employees feel they arent being adequately compensated for the jobs theyre doing. It may be they believe newer hires are being paid more than theyre worth, when compared with what more senior employees are paid. It may be that their annual pay increase doesnt motivate them to work harder. Money will always be a point of contention, so its important you take some time to analyse whether the system you have in place is benefitting all of your employees equally. One potential solution is to implement a merit-based raise or bonus system for your employees, to inspire them to accomplish more. This is clearly no small task, but it can be the answer to a major source of dissatisfaction for your employees, demonstrating that you reward effort and progress in a very direct way. Complaints regarding benefits and holiday time can also fall under this category. You may want to save some money by going with a less comprehensive benefits plan, but this can create problems with employee retention. After all, a good work-life can be the difference between an employee leaving or staying, so think about whether this is an area where you want to scrimp. Consider the benefits youre currently offering your staff, and ask yourself if its what youd be looking for. In addition, making sure you have a fair schedule for determining annual leave coverage, especially during popular months, can make all the difference with employee satisfaction. Issues with management Are you making yourself available to your staff? Sometimes, its as simple as checking in with members of your team in some kind of rotating schedule, for them to feel like they can approach you on a one-to-one basis. Alternatively, is it possible youre too involved in your employees work on a regular basis? This is the opposite end of the spectrum, and micromanaging those who work for you is something you can learn to let go of, over time. Be confident that your employees are as motivated to help the company succeed as you are, and empower them through delegation. Do you, or other members of your management team, show favoritism toward certain employees? If youre leaning toward giving opportunities to certain members of your team more than others merely because youre sure theyll get the job done, thats understandable. However, its important to give other employees the chance to do the same, and in doing so, allow them to build or broaden their skills. In addition, make certain you arent unconsciously giving additional opportunities for holiday time, for personal growth to these favourites, either. Finally, make sure you arent trying to cut costs by overloading your staff with work. When your employees feel stretched too thin, their productivity will decrease and their stress will increase. Assuming its a temporary measure, make sure youre communicating that to everyone on your team. Yes, youve likely built your company from the ground up, but starting a company and leading a company arent necessarily the same thing. Learning how to treat your employees the way they deserve to be treated can be the difference between a good company and a great one. For more tips, guidance and information for SMEs and start-ups, visit www.brighterbusiness.co.uk .
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Steve Keeler, from Employment Agency Standards Inspectorate to speak at ARCs network meeting on 10th January
08-December-2017 - onrec.com
The Association of Recruitment Consultancies (ARC) is pleased to announce that Steve Keeler, Operations and Prosecutions Manager at the Employment Agency Standards (EAS) Inspectorate will be speaking at the first of our 2018 series of network meetings, on 10th January between 15.00 and 17.30 at the CBI headquarters in London. Posted in News archive on 08 Dec 2017 Company Profile The Association of Recruitment Consultancies - ARC View profile » Commenting on the announcement, John Randall, ARCs Communications and Engagement Manager said, The EAS is in charge of recruitment industry enforcement and plays an integral part in shaping agency regulation going forwards. It will be great to hear how the Department is looking at things and what it has planned for our industry. As the meeting will be an opportunity for recruiters to discuss any issues around agency regulation and enforcement, this is a must attend event. Randall continues In addition, there will be a presentation on the Countdown to GDPR given by our legal partners Lawspeed. This will be a brief explanation of the important steps to be taking as we head towards launch of the new data protection rules in May 2018. The cost to attend is £20+VAT for non-members and free for ARC members. However, pre-registration is essential as places are limited. To book, please call us on 01273 777 997. www.arc-org.net/?p=5205
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Haegele, Fallon Join Locktons St. Louis Employee Benefits Team
08-December-2017 - insurancejournal.com
Kansas City, Missouri-based global professional services firm, Lockton, has added Mark Haegele and Brian Fallon to its employee benefits team in St. Louis. As a producer, Haegele will identify clients and their complex risk exposure, while Fallon will lead a
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Workers Comp Administrators Group Helps Texas DWC Employees Affected by Harvey
08-December-2017 - insurancejournal.com
Texas Commissioner of Workers Compensation Ryan Brannan has thanked members of the Southern Association of Workers Compensation Administrators (SAWCA) for the generosity and goodwill theyve shown to Texas Division of Workers Compensation (DWC) employees affected by Hurricane Harvey. SAWCA gathered
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GE to cut 1,100 UK staff as it slashes one in five power jobs worldwide
07-December-2017 - telegraph.co.uk
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WATCH: Inside look at how diamonds are cut
07-December-2017 - abcnews.com
Tour the Ritani Diamond Factory in New York City to see how stones are cut, as well as how to find the right diamond for your proposal.
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GE cuts 12K power jobs as demand, renewables, skew market
07-December-2017 - abcnews.com
General Electric's power division plans to cut about 12,000 jobs globally as demand for coal and other fossil fuels weakens amid an increasing shift to alternative energy
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Writers for Hallmark share inspirations behind some of their Christmas cards
07-December-2017 - abcnews.com
There are 1,100 workers at Hallmark plants in Leavenworth and Lawrence, Kansas.
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Workplace tips: 4 ways to get a raise for 2018
07-December-2017 - usatoday.com
Theres nothing like a pay increase to ring in the new year. Heres how to score one.
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Goldman Sachs to clear bitcoin futures: spokeswoman
07-December-2017 - reuters.com
NEW YORK (Reuters) - Goldman Sachs Group Inc. is planning to clear bitcoin futures for some clients as the new contracts go live on exchanges in the coming days, a spokeswoman for the bank said on Thursday.
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General Electric to cut 12,000 jobs in power business revamp
07-December-2017 - reuters.com
ZURICH/LAS VEGAS (Reuters) - General Electric Co said Thursday it is axing 12,000 jobs at its global power business, the struggling industrial conglomerate's latest effort to shrink itself into a more focused company.
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Anger at Chancellor´s disability employment comments
07-December-2017 - bbc.com
Disability groups call for apology after Philip Hammond's comments on disabled people and work.
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Lidl hired 2,500 UK workers in the past year
07-December-2017 - dailymail.co.uk
Lidl spent 22 per cent more on staffing costs in the year to the end of February as increased investment in wages and recruitment pushed its total employee spend to £419m.
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GE slashes 1,100 jobs in Stafford and Rugby
07-December-2017 - dailymail.co.uk
The planned losses will affect Stafford and Rugby, with the total potential losses representing around 6 per cent of the company's UK workforce.
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Christmas comes early for Legal & General investors
07-December-2017 - dailymail.co.uk
Christmas has come early for investors in Legal & General after the insurance giant stated it is on course for a record year of profits.
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Louisianas Fidelis Group Holdings Hires Kelly as Senior Claims Director
07-December-2017 - insurancejournal.com
Covington, Louisiana-based Fidelis Group Holdings LLC (FGH), and subsidiaries Continental Underwriters Ltd. (CU) and Fidelis Claims Service LLC (FCS), hired Christian Kelly as senior director of its Claims Division. Kelly has 15 years of experience in the insurance industry, specializing
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Texas Company Earns Safety Award from Workers Comp Division
07-December-2017 - insurancejournal.com
The Texas Division of Workers Compensation has recognized Lauren Concrete for exemplary workplace safety programs and low rates of work-related injuries and illnesses at its Brenham, La Grange, and Waller locations. Workers Compensation Commissioner Ryan Brannan presented the company with
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Gender Pay Class Action in California Against Google Dismissed
07-December-2017 - insurancejournal.com
Google Inc. won dismissal of a California class-action lawsuit alleging the company systematically paid male employees more than females. The class proposed by the plaintiffs, covering all women employed by Google in California, is too broad, San Francisco Superior Court
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General Electric to shed 12,000 jobs
07-December-2017 - bbc.com
The firm says that the "painful but necessary" cuts include shedding 1,100 UK posts.
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N.Y. Supreme Court Says Coverage Applies in World Trade Center Asbestos Injury Suit
07-December-2017 - insurancejournal.com
The Supreme Court of the State of New York has ruled that American Home Assurance Company must defend contractors and the Port Authority of New York and New Jersey against asbestos claims from construction workers who became sick after performing
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California Department of Workers Comp OKs Carve-out Agreement with L.A.
07-December-2017 - insurancejournal.com
The California Division of Workers Compensation has approved a labor-management carve-out agreement between the City of Los Angeles and the Los Angeles Police Protective League. The agreement covers an estimated 10,000 union members. Carve-out programs enable employers and unionized workforces
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More than 800 jobs at risk across Asda stores
07-December-2017 - telegraph.co.uk
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How to hunt for the best car deals in December
07-December-2017 - usatoday.com
Car rebates and special incentives for December are at their best level for 2017, according to Cox Automotive.
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Is it time we ditched the traditional 9 to 5? UK professionals think so!
07-December-2017 - onrec.com
With the majority admitting to wanting more flexible working Posted in News archive on 07 Dec 2017 Company Profile CV-Library.co.uk View profile » Over half (58.6%) of UK workers believe that the traditional 9-5 is an outdated concept, with three quarters (77.2%) admitting that they work better at certain times of day. This is according to a recent study from CV-Library , the UKs leading independent job site. The survey of 1,200 professionals explored how the nations workers feel about 9-5 working hours, and whether these are still fit for purpose. The data revealed that two thirds (67.6%) would prefer to work hours that suited their natural pattern and when they work best. When asked what time of day they are most productive, respondents cited the following: In the morning 64.2% In the afternoon 20.9% In the evening 9.3% Late at night 5.6% Lee Biggins, founder and managing director of CV-Library, comments: There are ongoing debates surrounding the traditional 9-5 and whether this one size fits all approach is still beneficial. Its clear from the data that UK professionals know their own work patterns and would prefer to tailor their working hours around when theyre at their most productive. Allowing for more flexible hours could be hugely beneficial, not only to employees but also their employers. Something as simple as letting staff start an hour earlier or later depending on their needs could be all it takes. That said, flexible working does tend to bring with it issues of work-life balance. Doing away with the structured 9-5 could further blur the lines between work and private life. Should you choose to take this approach, its vital that you ensure your staff are sticking to their contracted hours and not putting in too much overtime. Whats more, the majority (86.5%) of professionals believe that all businesses should offer flexible working, and yet only one quarter (27.3%) have the opportunity to work from home when they want to. Those who do have the option to work from home were asked where they felt they worked best and interestingly, 17.1% said they work better in the office. A further25% said they work best at home and the remaining 57.9% said they work just as well in either location. Biggins concludes: Flexible working is becoming increasingly popular, and is in fact something many professionals take into consideration when applying for jobs. Businesses need to consider carefully whether they should be offering this style of working, as this could be the key to securing and retaining talented members of staff. Not only this, but with such a huge percentage saying they work better, or just as well, at home, employers can feel safe in the knowledge that theyre getting the most from their workforce, even when they arent operating under the traditional 9-5. www.cv-library.co.uk
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Millennial workers revealed to be saving the most
07-December-2017 - onrec.com
Millennial workers* are saving more per month than other generations, putting aside on average nearly £400 per year more in non-pensions savings than their Generation X counterparts, according to research from Close Brothers and the Pensions and Lifetime Savings Association (PLSA). Posted in News archive on 07 Dec 2017 Millennial workers* are saving £3,445 per year on average compared to £3,073 by those aged 35-54 44% think the savings landscape is confusing and that they need guidance Millennial workers* are saving more per month than other generations, putting aside on average nearly £400 per year more in non-pensions savings than their Generation X counterparts, according to research from Close Brothers and the Pensions and Lifetime Savings Association (PLSA). The Lifetime Savings Challenge Report 2017, research, which looked at the views of workers in companies with more than 200 employees found that millennials are saving £3,445 per year, or £287 per month on top of pension savings. Those aged 55 and over save £259 per month, with 35-54 year olds the cohort putting aside the least - £256 per month. Savings priorities naturally change as employees progress through different life stages and this is clearly visible in the findings, with those in the youngest age bracket prioritising saving for short term events such as holidays (34%), big ticket purchases (13%) or paying down debt (25%), while a third (33%) are prioritising house purchase. More long-term goals come lower down the list. For instance, saving to secure a desired lifestyle in retirement is a priority for just 20% of those aged 18-34 whereas it tops the list of savings priorities amongst those aged 35-54 (34%) and those aged 55 and over (50%). In spite of their propensity to save, 44% of millennials think the savings landscape is confusing and that they need guidance to ensure they select the best product to place their hard-earned savings. This is exemplified by the Lifetime ISA, the take-up of which has been so lacklustre that the Office of Budget Responsibility (OBR) has reduced their forecast for the cost to government by an average of around 40 per cent a year 1 . Despite being designed with them in mind, only 4% of 18-34 year olds have a LISA, with around a third (32%) saying that they are likely to open one in the future. However, of the 41% that said they would either be unlikely to do so or didnt know, 64% cited a lack of information as a main reason. Of those that are likely to do so, 69% saw it as complementary to their workplace pension, with only 18% saying that they would opt out of their workplace pension when they opened a Lifetime ISA. Jeanette Makings, Head of Financial Education at Close Brothers said: Millennials are often a prime media target when looking at poor savings habits, but as this research shows despite being the workplace generation that earns the least, they save the most. They also have a great advantage when it comes to long term saving. With expected increases in working life and when looking at the choice from pension freedoms, they are potentially looking at 50+ years of savings and 65+ years of investment performance a timeframe no other generation can match. But their difficulty is in balancing the shorter term goals such as a house deposit with longer terms ones such as retirement. The generation of most concern is the 35-54 year olds who, without the cushion of a DB pension like the generation before them, and without the time to build up their long-term savings, like millennials, there is the increased risk of them being unprepared for retirement with all the issues that brings for them and their employer. Savings priorities and needs vary from person to person and there are a proliferation of savings products and different providers in the market. But none of this is any use unless individual savers have the tools to manage their different savings priorities, find suitable savings solutions and know where to go for help when they need it. This is exemplified by the poor take-up of the Lifetime ISA. While it is certainly important and hugely welcome that the government is looking to tackle the issue of intergenerational fairness, they need to work with employers to make sure that employees know the best ways to achieve their savings goals. By developing comprehensive and targeted guidance in the workplace, employers can build a financially secure, happier, and more productive workforce. Nigel Peaple, Deputy Director for DC, Lifetime Savings & Research at the Pensions and Lifetime Savings Association, commented: In contrast to the usual stereotype of millennials savings habits the Lifetime Savings Challenge Report 2017 reveals a very different picture, with these workers putting away more than any other generation. Indeed, PLSA research conducted last year also found this age group had a desire to save, with 51% of respondents telling us they get more satisfaction out of saving money than spending it. Its concerning that 44% of millennials find the UKs savings landscape confusing. The industry and Government must do more to de-mystify savings and make it more accessible to this generation.
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General Electric to cut 12,000 jobs in power division
07-December-2017 - usatoday.com
General Electric plans to cut 12,000 jobs in its power division as the industrial conglomerates new CEO institutes sweeping changes.
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Saga boss brushes off 25pc share plunge after profit warning and job cuts
06-December-2017 - telegraph.co.uk
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Google beats class action sex bias claims, for now
06-December-2017 - reuters.com
(Reuters) - A California state judge has dismissed class action claims accusing Alphabet Inc's Google of paying female employees less than men and giving them fewer opportunities for promotions.
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General Electric to cut 4,500 jobs in Europe: source
06-December-2017 - reuters.com
(Reuters) - General Electric Co plans to cut as many as 4,500 jobs in Europe as the U.S. industrial conglomerate shrinks its troubled power generation business, a labor union source said on Tuesday.
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How to beat the mind tricks that make you poorer
06-December-2017 - dailymail.co.uk
Should you find yourself putting off renewing your home insurance until tomorrow, or feeling confused by compound interest, you can blame evolution. We explain why and what you can do.
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How to stop your car key signal being hacked by criminals
06-December-2017 - dailymail.co.uk
Where do you keep your car keys overnight? If you're one of 96% of motorists that don't secure the you're vulnerable to car thieves using high-tech gadgets to steal vehicles.
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New Years Resolutions, NLRB-Style
06-December-2017 - workforce.com
Have you started thinking about your New Years resolutions for 2018? The NLRBs newly minted general counsel Peter Robb has, and employers will be very happy. According to NLRB General Counsel Memo 18-02 , issued Dec. 1, Robb will be examining all NLRB precedents changed during President Barack Obamas administration. The memo specifically directs regional board officials to consult Robbs office on all... The post New Years Resolutions, NLRB-Style appeared first on Workforce Magazine .
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Dallas Home Healthcare Company to Pay $25K to Settle Disability Discrimination Suit
06-December-2017 - insurancejournal.com
AccentCare Inc., a home healthcare company headquartered in Dallas, has agreed to pay $25,000 and provide other significant relief to settle a disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). In a lawsuit, the EEOC charged
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Georgia To Expand Cybersecurity Training Center
06-December-2017 - insurancejournal.com
The next phase of a multimillion-dollar cybersecurity training center taking shape in downtown Augusta is expected to be completed by the end of 2018. Georgia Gov. Nathan Deal recently announced an additional $35 million in funding for the Hull McKnight
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Fire at Tennessee Animal Rescue Injures Workers, Firefighter, Animals
06-December-2017 - insurancejournal.com
Veterinarians in Tennessee are treating animals injured in a fire at a zoo and rescue facility for exotic animals. Anderson County Chief Sheriffs Deputy Mark Lucas told WATE-TV that some zoo workers and a firefighter also suffered minor injuries. Lucas
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Maines Lynam Insurance Agency Hires Jagger
06-December-2017 - insurancejournal.com
Lynam Insurance Agency, a full-service, independent insurance agency based in Bar Harbor, Maine, has hired John Jagger as an insurance agent and agency manager. Jagger started his insurance sales career with Liberty Mutual Insurance. In his new role, he will
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Former Wells Fargo Insurance Exec Jennings to Lead Lockton in the Southeast
06-December-2017 - insurancejournal.com
Locktons Southeast team has appointed Cheryl Jennings as the new Southeast Commercial Insurance Department (CID) practice leader. Jennings joins Lockton after a 35-year career with Marsh, Chubb, Hartford and most recently Wells Fargo Insurance Services. In addition to her 25-year
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On YouTube, sexualized Frozen and Nickelodeon cartoons arent barred from kids
06-December-2017 - usatoday.com
Company has promised to hire thousands of reviewers to catch "bad actors" gaming system
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We visit Port Talbot to see how pension vultures swooped
06-December-2017 - dailymail.co.uk
Paul Thomas travelled to Taibach, in the shadow of the Port Talbot steelworks, to investigate allegations that workers are being badly advised by financial advisers.
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How to get free cheesecake from The Cheesecake Factory
06-December-2017 - usatoday.com
You get the free slice when you order food delivered from the restaurant on Wednesday through DoorDash.
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Solid job gains expected after hurricane swings
06-December-2017 - usatoday.com
Economists estimate ADP will report Wednesday that businesses added 190,000 jobs in November.
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Rising cost the main barrier to introduction of employee benefits programmes
06-December-2017 - onrec.com
Rising cost is the biggest barrier UK businesses face when delivering employee benefits programmes, new research has revealed. Posted in News archive on 06 Dec 2017 The 2017 Benefits Trends Survey from Willis Towers Watson found that 50% of HR decision-makers see rising benefits costs as a key challenge over the next three years, while 35% are concerned they will have insufficient budget to make benefits changes. Despite this, 40% claim they do not know their current total benefits spend, which could provide cause for concern. However, there does appear to be recognition of a need for change. The study found 67% of companies plan to review benefits strategy and programme design over the next three years to better manage costs, while 69% intend to do so in order to better influence employee behaviours. An increase in the cost of traditional benefits will understandably provide cause for concern but it shouldn't be seen as prohibitive to implementing a programme of employee benefits that delivers business value, said Mark Ramsook, Head of Sales and Marketing at Willis Towers Watson Health and Benefits. The challenge for businesses is to become more creative in the design of benefits schemes because a one-size-fits-all approach is rarely appropriate. Instead, consideration should be given to how benefits can be targeted towards areas of greatest need and how traditional products, such as medical insurance, might be supplemented by more niche products that can be used to address specific health issues in a more cost-effective manner. Employers should start by using available health risk data and employee feedback to identify trends and the underlying root causes. It is then important to build a clear picture of cost and desired outcomes resulting from each area of spend. This will make it easier to measure progress, reallocate spend where necessary and provide clearer evidence of return on investment. Further challenges to the delivery of employee benefits programmes outlined by the research include a lack of data to measure results (27%), changes to statutory benefits (26%), and the absence of an appropriate technology solution to deliver benefits (25%).
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What will your CV look like in 2030?
06-December-2017 - onrec.com
Trends research points to the top skills youll need to get hired in the age of automation Posted in News archive on 06 Dec 2017 Nano-degrees, bio-chipsets and automation certifications these are just three of the line items that will be commonplace on CVs in 2030, according to predictions released today by global recruitment firm PageGroup . Working with trends forecasters Foresight Factory , PageGroup recently undertook research to examine the emerging trends and technologies that will shape tomorrows workplace, and predict what this means for the skills, experience and achievements required on future CVs. Other items on the imagined 2030 CV included: Anonymous ID number + personal imprint Practical experience working with chatbots and human interface technology Advanced Learning Ability Score (/100) Social Impact Rating (/10) The key influencing trends and their impact on future CVs are outlined in detail below: Trend #1: Automation With increased automation, the new jobs landscape will emphasise how people and machines can work most effectively together to complement each others skills. Employees will have to display strong human-to-machine (H2M) communication skills, including the technical ability to work with all forms of automation, AI and robotics listing practical experience working with non-human colleagues and automated systems. Technical qualifications and certifications in these areas will be the new diploma. Trend #2: Liquid Skills As technology continues to change the workforces, employees will need to work flexibly and learn quickly acquiring new skills, dropping old ones and continually updating their skillset to stay relevant. CVs will need to show a vast array of technical and human skills which could be applied to any role, and single specialism, long-term degrees will be replaced by multiple, shorter-length nano-degrees. With learning ability a valuable attribute, a scoring system might develop to differentiate candidates. Trend #3: Bio-hacking To compete with the computing power of machines, some workers may choose to augment or upgrade their minds and bodies. A future awaits in which smart implants, DNA-derived treatments, high-performance prosthetics and memory-enhancing components are commonplace, and CVs boast of the latest ways candidates have bio-hacked their skillsets. Commentators on the research discussed the human-to-machine connection, importance of continued learning and advised on how employees today can be future-proofing their CVs for tomorrow: Corinne Mills, careers coach, author and MD at Personal Career Management , said: Jobs are changing quickly, as technology starts to complement, redefine and potentially replace many existing jobs. There will be new jobs created so individuals will need to keep their eyes on the horizon to detect potential career options and work proactively to develop the new skills and knowledge required. While human enhancement technologies may offer exciting new ways to boost capabilities, becoming more cyborg is not the only way to compete with the machines. Instead, your greatest asset is likely to be the very things that make you human. Using your judgement and lived experience to make sense of nuanced scenarios, being empathetic in sensitive situations, offering creativity to innovate and think laterally, as well as having the social intelligence to understand people and systems and how they might best work together. Nicola Strong, occupational psychologist and MD at Strong Enterprises , remarked: In 2030 it is likely that we will have many layers to our digital profile from our DNA and digital enhancements portfolio to our life history, and positive/negative social impact ratings. Not to mention the anonymous avatars we inhabit in virtual environments. That said, human qualities such as inquisitiveness, creativity, curiosity, flexibility, practicality, proactivity, self-awareness and passion for life will remain valuable and align to what many employers are looking for now and in future. Oliver Watson, Executive Board Director, UK and NA at PageGroup , advised: If candidates want to remain employable and even jump to the head of the pack, they will need to be able to demonstrate that they are a user of digital tools. Simply writing experience with digital on a CV will not be enough. Those who are upskilling by undertaking training in their own time are ultimately going to get a head start. Whether it is machine learning, AI, or other digital factors, maintaining a productive and highly skilled workforce will enable businesses to truly understand the impact of new technologies and adjust strategies accordingly. PageGroup has developed an interactive CV tool, which shows the full 2030 CV in detail and illustrates how the CV has transformed from 2000 to date. You can view the tool here: Future Firsts - The CV of the future
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U.S. records strongest worker productivity jump in 3 years
06-December-2017 - usatoday.com
U.S. worker productivity rose 3% in the third quarter, the best showing in three years, while labor costs fell for a second straight quarter.
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Career advice: 5 things to do differently at work next year
06-December-2017 - usatoday.com
If 2017 wasnt the best year for your career, heres how to turn things around for 2018.
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Facebook tops Glassdoors Best Places to Work in 2018 survey
06-December-2017 - usatoday.com
A familiar name tops the list.
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Eploy to sponsor The Creative Online Marketing Award at the Onrec Awards 2018
06-December-2017 - onrec.com
Nominations close on the 14th December 2017. Don't miss out! Posted in News archive on 06 Dec 2017 Eploy, the cloud recruitment platform used by ambitious recruitment agencies and leading brands will be sponsoring 'The Creative Online Marketing Award' at the Onrec Awards 2018 Eploy recruitment software is precision-engineered to work on every platform and add value to every stage of the recruitment journey. They automate and simplify processes to help you attract, engage and employ candidates quickly. With a high degree of measurability, you can track costs and identify performance gaps accurately. Their software is reinforced with market-leading mentoring and cross-sector expertise so you get training and support to achieve a powerful commercial advantage. The Onrec Awards, which takes place on the 1st March 2018 at the Grange St Pauls Hotel, London is a celebration of the success, innovation and achievements within the world of online recruitment. This prestigious Awards Ceremony now in its 13th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the success, innovation and achievements within the world of online recruitment, but it is also a chance to network with the very best suppliers and HR in recruitment. The winners will be announced at the ceremony on 1st March 2018, the evening will feature a welcome drinks reception, a 3 course meal and beverages. Nominations are still open for the Onrec Awards. Nominations close on the 14th December 2017. Click here to nominate your company. www.onrec.com/events/conference/awards2018
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Why arent better candidates applying to your graduate jobs?
06-December-2017 - onrec.com
TheBigChoice reveals what makes a job opportunity appealing to students Posted in News archive on 06 Dec 2017 Company Profile TheBigChoice.com View profile » Youve got the graduate position that you need to fill and getting eyes on the advertisement has been easy enough. Yet none of your ideal candidates have been lining up to apply. What do you do in that situation? Its true that when it comes to career choices and job hunting, todays graduates operate entirely differently from their predecessors. So, if youve been slogging the same tired recruitment marketing strategy for the last few years without any sort of adaption, its time to buck up your ideas. Student recruitment expert, TheBigChoice , has broken down how you can recruit the best youth talent and solidify your employment marketing strategy in three simple steps. Step 1. Appeal to their interests When we partnered with Campus Media to hold a focus group with university students earlier in the year, we asked them what they wanted from their first employer. Rather than stating that they wanted a high-flying salary and a competitive bonus scheme, the top ranking answers all had a focus around progression, job satisfaction and a healthy, feel-good state of mind. Watch the full focus group video here: Step 2. Understand your markets decision-making process with regards to their career The majority of students will have already determined what career they want to pursue by the time theyve reached their A-levels. The second most prepared age group is GCSE students. In fact, according to our research, only 3% of generation Z decide what career path they want to follow after theyve graduated: FREE INFOGRAPHIC: Download insights into student career and education choices It may feel very forward thinking, but its vital you are advertising your company as an employer to these younger age groups alongside this years upcoming graduates. This is going to make your talent pipeline grow significantly and in turn, increase the quality of applicant you see in the future. Bear in mind that those who are still in education are less exposed to the working world. Focus on educating them about the industry itself as well as your business. You may want to provide employee case studies and testimonials too. 3. Keep them engaged Regardless of whether youre approaching this years graduates or school aged students, keep your company name at the forefront of your talent pipeline throughout their student lifecycle. Do this through regular updates about your business, its work culture and its employment opportunities. TheBigChoice enables employers to function in a similar way that social media networks allow. Employers can set up an account to post regular updates about their business and educate the websites 650,000 strong youth audience about their industry and brand. Students have the ability to follow employers so that they can be notified every time that account posts fresh content. Students can also apply to exciting job opportunities through the website. Join the hundreds of employers who are already benefitting from this targeted approach to their recruitment marketing. Get in touch with us to set up a free employer account on TheBigChoice today or immediately create a free account today by clicking here . +44 (0)20 7840 2982 | hello@thebigchoice.com | www.thebigchoice.com
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Hireserve achieves ISO 27001 certification
06-December-2017 - onrec.com
Cyber-security and data protection is never far from the headlines. Were working in a world where data threats are increasingly common and security is high on everyones agenda. Posted in News archive on 06 Dec 2017 Company Profile Hireserve Limited View profile » We are therefore delighted to share that Hireserve , a trusted Applicant Tracking System provider, has been awarded the ISO 27001 certification - recognised worldwide as the standard for information security management. What does being awarded the ISO 27001 certification mean? To gain the ISO 27001 award, Hireserve had to meet the stringent standards set by the International Organisation for Standardisation (ISO). During the course of a comprehensive audit, Hireserve proved that it could prevent and defend against potential data system vulnerabilities. The business was able to demonstrate that it had a robust set of information security controls, and that it implemented regular checks for security threats and vulnerabilities. Beverly Usher, Hireserves HR Manager, led the efforts to gain certification: We are so happy that we have secured the recognition that comes with being an ISO 27001:2013 certified organisation. This certification validates the hard work we do to make sure we work within, and provide, a safe and secure environment for storing information - whether that be our clients or company owned. Organisations who already work for us, and those that may be considering it, can now see that we put in practice what we preach when it comes to information security. Jeremy Ovenden, Hireserves Founder and MD added: Alongside our ongoing work preparing for the GDPR , meeting the ISO 27001 standard has given us the opportunity to distinguish Hireserve as a trusted and reputable business - and ensured that our customers can have confidence in our ability to protect their data. Achieving ISO 27001 is a testament to our teams hard work and our positive and pragmatic company approach to protecting personal data. I am incredibly proud that we have been awarded this certification. Want to know more? To find out more about the ISO 27001 principles Hireserve follows, please do get in touch .
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Talent location key to boosting productivity and profit, says LinkedIn and Ernst & Young
06-December-2017 - onrec.com
Companies that closely align the location of their talent with market opportunities are more productive and profitable, according to a new report from the worlds largest professional network, LinkedIn, and professional services firm Ernst Young (EY). Posted in News archive on 06 Dec 2017 LinkedIn and EY research suggests talent location is a key driver for productivity Countries with highest talent to market alignment see greatest profit and growth Companies that closely align the location of their talent with market opportunities are more productive and profitable, according to a new report from the worlds largest professional network, LinkedIn, and professional services firm Ernst & Young (EY). Right people, wrong place? , which analysed 659 companies from 11 sectors across the world, has found that there is considerable opportunity for many companies to improve their performance by taking a more strategic approach to where they place their talent. The research suggests that businesses who place talent in mature markets, rather than locations with faster growth opportunities, are potentially leaving large sums of money on the table. For example, in the pharmaceutical sector, a company increasing their talent-to-market alignment by 10% corresponds to an increase in profit of $77 million, while the same company moving to best in class alignment could bring increased profits of $691 million. Meanwhile, companies making improvements to their talent-to-market alignment are already reaping the rewards with increased profits. The insurance sector was found to be particularly strong in this aspect, showing the highest improvements between 2013 and 2016 in talent-to-market alignment, and therefore achieving a profit growth that was, on average, 18% higher than those with the lowest improvement. The report also reveals important insights into how companies who closely match their geographical talent footprint and market opportunities have higher productivity. Across the sample, the businesses in the top quartile of talent-to-market alignment typically achieved productivity levels more than 50% higher than those in the bottom quartile. Whats more, it has been proven that national economies whose businesses have higher talent-to-market alignment are also more productive, suggesting that policymakers should support companies efforts to globalise to increase economic output. Finally, the research suggests that a key problem for many companies is that they misalign the location of their senior team members, placing them in mature markets rather than countries with greater opportunity growth and profit. Data for the consumer products and retail sector, for example, demonstrates that the proportion of directors and above in the sector are disproportionately positioned in mature markets including the UK, US, Spain, France and Switzerland. Jon Addison, Head of Talent Solution at LinkedIn UK, commented: At LinkedIn, we know that every great business is built on its talent, and this new research is an important reminder of how true that really is. Businesses have huge opportunities to improve both productivity and profit if they take necessary measures to identify the right talent in the right location, and at the right time. It is vital that businesses align their talent strategies with the best market opportunities. Companies who have geographically mapped out their talent will be the ones who succeed in the future. At LinkedIn we call this - talent intelligence - combining insights with the right instincts to deliver the winning talent strategy. A copy of LinkedIn and EYs report, Right people, wrong place can be downloaded here .
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Research by leading tech career hub shows majority of UK adults happy to have a robot at work - but not at home
06-December-2017 - onrec.com
New research released today into attitudes to robots and artificial intelligence in the home and office has found that over half of UK adults would not be comfortable with having their own personal robot at home, whereas 55% would be open to having a robot in the workplace. Posted in Statistics and trends on 06 Dec 2017 Company Profile Dice View profile » Consumers say no to robots at the wheel, putting autonomous cars in the slow lane Most common reasons for not wanting a robot at work are competency (men) and conversation (women) Cleaners, receptionist and train drivers are most likely to be affected by automation in next decade New research released today into attitudes to robots and artificial intelligence in the home and office has found that over half of UK adults would not be comfortable with having their own personal robot at home, whereas 55% would be open to having a robot in the workplace. Of the 45% of workers who were not comfortable with workplace robots, the most common reason was that they didnt think a robot could do their job effectively (48%). They also didnt think that they could chat to a robot like they could a colleague (44%) and they worry robots could take their job (43%). UK adults were most comfortable with having a robot clean their house (60%), performing routine admin tasks at work (52%) and providing security at home (51%). The survey of 2,000 UK adults conducted by Dice , the career hub for the tech community, also found that those aged 18 to 34 were the most comfortable with the concept of having personal robots (55%) as well as in the workplace (64%). Some of the biggest worries were allowing robots to look after dependents. Six out of ten (60%) were not comfortable with a robot babysitting their children and 57% werent happy with a robot taking their children to school. Almost half (49%) did not feel comfortable with a robot walking their dog. However, the biggest worry was having a robot drive their car (66%). The research also found that UK adults thought cleaners would be the most likely job role replaced by robots within the next decade (55%). This was followed by receptionists (52%) and train drivers (52%). On the other hand, UK adults thought that key services such as police officers and doctors were the most unlikely to be replaced by robots in the next decade. Danielle Bedford, Senior Marketing Manager at Dice said; This research shows that the UK is not as willing to allow a robot into our homes and cars, but there is a rationale for robots and artificial intelligence in the workplace, possibly for repetitive tasks and data management. At Dice we currently have a number of AI- related technology and software development roles on our career portal, which shows that although still in its early phases, the industry has huge potential and that tech pros can make a career creating the technology behind the workers of the future. www.uk.dice.com
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Hays is best place to work in the UK for fourth consecutive year
06-December-2017 - onrec.com
For the fourth year running, Hays has been announced as one of the best places to work in 2018 in the Glassdoor Awards. The awards, part of the Glassdoor Employees Choice Award, rate the Best Places to Work in 2018 in the UK. Hays is ranked in the top 50 and is the only recruiter to have achieved this accreditation for the fourth year running. Posted in News archive on 06 Dec 2017 The Employees Choice Awards campaign relies solely on the input of employees, who provide feedback on their jobs, work environments and companies via Glassdoor. Over the past 12 months current and former employees shared their experience at Hays, rating their satisfaction with key factors such as career opportunities, compensation, work-life balance, management, culture and values, as well as sharing any downsides to working for the company. Nigel Heap, Managing Director of Hays UK & Ireland, said: We are extremely proud to be recognised as one of the best places to work in the UK. To be placed in the top 50 year after year is a huge achievement and it is tremendous to be one of only seven employers to have made the UK ranking four years in a row. We always encourage our current and former employees to give us honest and open feedback and put transparency at the heart of everything we do. As an award winner, we will continue to attract the best people to work with us. To find more about working at Hays visit careers.hays.co.uk
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Construction firms risk six figure tax liability amid increase in HMRC activity
06-December-2017 - onrec.com
As HMRC begin notifying construction firms of the need to carry out status checks on the self-employed subcontractors they engage, tax specialist Qdos Contractor has urged these businesses to take the right steps to make accurate decisions or risk six figure tax liability Posted in News archive on 06 Dec 2017 In recent weeks, HMRC has sent letters to many construction businesses advising them to put their sole trader workers through its CEST tool within 30 days. CEST is the technology designed by HMRC to determine a workers tax status; used ultimately to decide whether they should be taxed by their contractor as an employee. Should a business engaging a subcontractor be deemed to have made an incorrect decision following an investigation by HMRC they will be liable for any resultant PAYE tax and national insurance. Seb Maley, Qdos Contractor CEO urged construction firms to take the initiative when setting the status of the sole trader contractors they engage: While letters from HMRC are not formal enquiries, theres every chance they will be a big concern to construction firms. Without taking the appropriate steps theres a chance these businesses could face action from HMRC and risk having to pay huge sums of missing tax. This isnt a reason to panic, more a sign that construction firms should be proactive and begin making well-informed and accurate status decisions irrespective of whether they have received a letter from HMRC or not. CEST is not mandatory when it comes to determining status. The tool itself has been widely criticised for missing out key points which can lead to inaccurate decisions. To protect their own liability and to ensure the continued use of self-employed subcontractors, its vital that construction firms assess the way in which they are currently making decisions. Building firms with modest subcontractor workforces could be liable to significant tax and NIC bills which could run into six figures, particularly when you consider HMRC can go back four years under normal circumstances. www.qdoscontractor.com
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How to Help Customers Find Your Business Online
06-December-2017 - onrec.com
Search engine optimisation (SEO) is the ever-changing means by which search engines rank websites. Posted in News archive on 06 Dec 2017 A strong SEO strategy can be the difference between users finding your website on the first page, or having to scroll through several pages, most likely giving up and going with a competitor along the way . Yet, with 93% of internet experiences beginning with a search engine , online visibility remains an essential strategy for optimising sales. Sage, a business consultancy expert, have compiled the means of boosting your business online presence effectively and quickly. Write a Meta Description Meta titles and descriptions are what appear on the search page. They help the search engine understand what keywords to match against your business site, and act as a shop window for customers. Unless manipulated, search engines will take the title tag and description from the first lines of text on your site. However, by using html tags or easy-to-use plugins, these descriptions can be changed quickly to encourage customers to visit your website. Manipulate Media While it is crucial to use keywords throughout your website to ensure a focused understanding of what your business can offer users, search engines also scan website images and videos. Use detailed filenames and ALT descriptions to improve your sites association with your chosen keywords. Sign-Up to Online Directories Online directories allow users to see your business contact details, location and opening hours directly from the search engine. This acts as an incentive for customers to get in touch rather than moving on to the next business, with 86% of people using Google Maps to look up a business location . Considering that most online directories are free, they remain an essential service for maximising your online presence. Increase External Links Another method of calculating search ranking is the number of third-party websites which link to your site. Partnering with other businesses which share a similar customer base, getting products and services reviewed, and offering to do interviews are a great way to increase the number of links, boosting your ranking while simultaneously increasing brand awareness. Build a Community Blogging is a great way to establish yourself online as an industry expert. By writing unique and useful content regularly, you will establish trust with a loyal community of readers, many of which will use and recommend your services over time. Go Social! Businesses should open accounts on all relevant social media as soon as they have secured their domain name, ensuring the business name, logo and details are consistent across platforms. Then, implement technology to monitor user engagement, create social media marketing, and respond quickly and effectively to ensure users enjoy a pleasant experience when interacting with your enterprise. Of course, with search engines increasingly using more sophisticated means of ranking websites , the most important technique you can practice is to stay informed of best practices for improving your search ranking. In the meantime, these techniques will help get you started!
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One in five construction workers building homes are foreign-born, putting Government target in doubt due to Brexit
05-December-2017 - telegraph.co.uk
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Service sector growth dips in November, as hiring slows
05-December-2017 - telegraph.co.uk
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General Electric to cut 4,500 jobs in Europe: report
05-December-2017 - reuters.com
PARIS (Reuters) - U.S. firm General Electric will cut 4,500 jobs across Europe after reviewing assets it purchased from France's Alstom in 2015, French newspaper Les Echos said on Tuesday.
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New York Stock Exchange owner ICE holds back on crypto-futures
05-December-2017 - reuters.com
NEW YORK (Reuters) - Intercontinental Exchange Inc has put a lot of thought into the idea of futures contracts on cryptocurrencies like bitcoin, but has yet to move forward due to the opaque nature of the underlying markets, the New York Stock Exchange owner's chief executive officer said on Tuesday.
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Is This the Worst Harassment Training Video of All Time or Is It the Best?
05-December-2017 - workforce.com
Much of the news lately has focused on how we, as employers, can do a better job training and otherwise educating our employees about workplace harassment. So, I ask is this parody the worst harassment training video of all time, or, is it so bad, that its actually the best training video? I think Im leaning toward the latter that this video is so brilliant in its awfulness... The post Is This the Worst Harassment Training Video of All Time or Is It the Best? appeared first on Workforce Magazine .
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Get an investing Plan B to protect against a market crash
05-December-2017 - dailymail.co.uk
History teaches us that bull runs never last forever and eventually markets will plunge into a bear territory, or even worse face a full-on crash. Here's how to protect against that.
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Texas Mutual Builds New Workers Comp Health Care Network WorkWell, TX
05-December-2017 - insurancejournal.com
Workers compensation insurer, Texas Mutual Insurance Co., plans to launch of its own health care network for policyholders, called WorkWell, TX. Within this new network, all aspects of claims and care will be managed by Texas Mutual. The company said
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Fired Missouri School Cafeteria Worker Awarded $340K in Discrimination Lawsuit
05-December-2017 - insurancejournal.com
A former high school cafeteria worker in Missouri has won a $340,000 judgment in her lawsuit alleging she was discriminated against by the Independence School District. Amy Stubbs filed the lawsuit after she was fired as a cook in the
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How lazy are you at work?
05-December-2017 - bbc.com
One in five Brits admit they never work to the best of their ability in their jobs, according to a survey.
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Lockton Hires Garner to Employee Benefit Team in Connecticut
05-December-2017 - insurancejournal.com
Lockton, a privately held, independent insurance broker, has hired Michael Garner to its employee benefit team as a vice president and producer in the Hartford, Conn., operation. Garner has more than 10 years of experience as an employee health and
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Chief Risk Officers Average Salary Tops $190,000: RIMS
05-December-2017 - insurancejournal.com
Risk professionals at all levels in the United States saw an average 3.5 percent base salary increase this year, while the average base salary for a chief risk officer in the United States reached $190,800, according to the RIMS 2017
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Why Women Are Key to Long-Term U.S. Economic Growth: S&P
05-December-2017 - insurancejournal.com
As the U.S. economy continues its over eight-year expansion, analysts at S P Global say they have an answer as to how to boost GDP growth along with labor force participation and productivity. The answer is women. In a report titled
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California Division of Workers Comp Suspends 21 Medical Providers for Fraud
05-December-2017 - insurancejournal.com
The California Division of Workers Compensation has suspended 21 more medical providers from participating in the states workers compensation system, bringing the total number of providers suspended this year to 115. The providers were suspended for fraud or other criminal
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AP exclusive: Top gossip editor accused of sexual misconduct
05-December-2017 - usatoday.com
The top editor for the National Enquirer openly discussed sexual matters, former employees told The Associated Press.
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Young Reappointed to Louisiana Workers Comp Corp. Board
05-December-2017 - insurancejournal.com
Barbara F. Young has been reappointed to the Louisiana Workers Compensation Corp.s (LWCC) board of directors. Based in Shreveport, Young is a self-employed consultant and serves as an at-large member. LWCC is a private, nonprofit corporation which operates as a
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An introverts guide to surviving your company holiday party
05-December-2017 - usatoday.com
Not looking forward to that year-end celebration? Heres how to make it through the night.
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Proposals for revised UK Corporate Governance Code shine new spotlight on people management
05-December-2017 - onrec.com
CIPD responds to the Financial Reporting Councils proposals for a revised Corporate Governance Code Posted in News archive on 05 Dec 2017 Company Profile CIPD View profile » In response to the Financial Reporting Councils (FRC) proposals for a revised UK Corporate Governance Code, Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, comments: The FRCs proposals are a welcome move to improve corporate governance in the UK. The proposals place a much greater focus on organisational culture and employee voice, meaning that company boards will need to invest more time and thought on strategic workforce issues than ever before. This is a significant step forward in recognising the value of the workforce and the need for its voice to be heard at board level. The FRC rightly recognises that in order to drive sustainable culture change and build trust in business, boards must focus more on values, behaviours and a wider stakeholder voice beyond that of shareholders, with particular attention to the voice of the workforce. We support the plans to encourage companies to enhance employee voice by either appointing a director from within the workforce, a formal workforce advisory council, or a designated non-executive director with responsibility for representing and understanding the wider workforce. No single approach can suit all firms situations so its important that there is flexibility for businesses in choosing an option that is most appropriate for them. We also strongly support the proposal to broaden the role of the remuneration committee to oversee pay and incentives across the wider workforce rather than just focusing on executive pay. This is an important step in encouraging businesses to be more active in capturing and acting on their people data and for boards and the remuneration committee to improve their understanding and oversight of people data. Such a move will require fundamentally changing the role and makeup of the remuneration committee to ensure it has the right levels of expertise and necessary time and support to carry out its expanded remit. The CIPD welcomes the FRCs efforts to evolve the UKs corporate governance system and these latest proposals reflect many of the recommendations that the CIPD has made in various consultations to government, including those directly linked to the UK Corporate Governance Code.
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PIXID to sponsor The Best Use of Online Recruitment by a Recruitment Agency Award at the Onrec Awards 2018
05-December-2017 - onrec.com
Nominations close on the 14th December 2017. Don't miss out! Posted in News archive on 05 Dec 2017 PIXID SAS, the French leader for cloud based temporary workforce management and recruitment solutions, will be sponsoring 'The Best Use of Online Recruitment by a Recruitment Agency Award' at the Onrec Awards 2018. PIXIDs proprietary technology is currently responsible for filling 1 out of 4 temporary positions in France and having powered the temporary staff market in France it intends to establish itself as a well-known digital platform for the management of temporary workforce in the UK and the rest of Europe. The Companys platform enables clients of all sizes to efficiently manage its temporary workers via a simple, scalable and cost effective platform. The PIXID offering manages recruiters, suppliers and employment contracts while helping to ensure that its clients are compliant with the latest employment regulations. The Onrec Awards, which takes place on the 1st March 2018 at the Grange St Pauls Hotel, London is a celebration of the success, innovation and achievements within the world of online recruitment. This prestigious Awards Ceremony now in its 13th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the success, innovation and achievements within the world of online recruitment, but it is also a chance to network with the very best suppliers and HR in recruitment. The winners will be announced at the ceremony on 1st March 2018, the evening will feature a welcome drinks reception, a 3 course meal and beverages. Nominations are still open for the Onrec Awards. Nominations close on the 14th December 2017. Click here to nominate your company. www.onrec.com/events/conference/awards2018
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Institute of Student Employers responds to Careers Strategy
05-December-2017 - onrec.com
Stephen Isherwood, Chief Executive of the Institute of Student Employers (ISE), formerly the Association of Graduate Recruiters, responds to the Department for Educations Careers Strategy published today (4 December 2017). Posted in News archive on 05 Dec 2017 We welcome the governments Careers Strategy and adoption of the Gatsby Charitable Foundation benchmarks. The benchmarks have the potential to transform outcomes for students and we will be encouraging employers to help schools achieve their goals. Employers have been frustrated that schools can be difficult to work with and they need a point of contact who will coordinate activities. Funding a careers leader in every school is a significant and positive step forward. We know that many employers have worked closely with the Careers & Enterprise Company, so we are pleased to see the enhanced role it has been given in delivering the Careers Strategy.
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Careers strategy represents step forward for young people, but questions remain over support for older workers
05-December-2017 - onrec.com
Commenting on the release of the Government's Careers Strategy, Ben Willmott, Head of Public Policy at the CIPD, the professional body for HR and people development said: Posted in News archive on 05 Dec 2017 Company Profile CIPD View profile » "Plans set out by the Government today to improve the quality of careers information, advice and guidance should over time help improve the quality of support available to many young people and enable them to make better choices about what to study, and their future careers. "We welcome the enhanced role for the Careers and Enterprise Company (CEC) in building links between education providers and business at a local level so more young people have contact and work experience with employers while they are at school. More than 600 CIPD members have volunteered to be CEC Enterprise Advisers to help lead efforts to make these connections and we will be continuing to support and champion the need for employers to work with their local schools and colleges to boost employability and careers insights among young people. "It is also right that a considerable focus should be on spreading the use of best practice, for example encouraging all schools to adopt the Gatsby framework on careers provision, which will be supported by a push to ensure every school has a careers leader responsible for driving this key agenda forward. "However the success of the strategy depends to a large degree on how schools respond to what they are being encouraged to do and, longer term, there may need to be an adjustment to the Ofsted inspection framework so that all schools are assessed for the quality of the careers guidance they provide as part of their overall rating if not enough progress is made voluntarily. "The area where there is less investment and action is on support for people needing to up-skill or re-skill as they get older. Beyond plans for a new, improved National Careers Service website for all citizens there is little in the strategy to suggest that there will be sufficient support for older workers who increasingly need high quality careers advice and opportunities to learn new skills. This is especially vital in the face of new technology and longer working lives, particularly against a backdrop of falling public investment in adult skills and life-long learning." www.cipd.co.uk
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5 quick resume tips for graduates with little (or no) experience
05-December-2017 - onrec.com
Fresh graduates usually find it difficult to land their first job. One major reason why this is the case is because they do not know what to write in the resume section regarding professional work experience because in as far as is always the case, many only have internship to their name. Posted in News archive on 05 Dec 2017 It gets even more stressing at the thought of facing a panel alongside people who have been working in the past many years. Another big hurdle new job market entrants face is the prospect of fair and competitive ground, which is hugely skewed to favour job market veterans. Resumes form the bulk of everything to do with job application and its a gemstone most prospective employers want to catching a glimpse of before making a decision whether one is worthy of employment or not. It therefore goes without saying that anyone who wants to standout during a job interview must get down to the basics of what defines a professional resume and apply every such detail to paper. Literally, once you are out of school, everything to do with composing a job application letter go beyond classroom writing skills. Attributes like confidence during an interview add flavour to the whole hiring situation. Tackling the Job experience Dilemma You are not going to be the first person to face up to a biting reality of a tumultuous job search experience out there especially as a fresh graduate. It is what hardens the spirit of every new job seeker before opportunities can start coming ones way. Stories of people who have just earned their first degrees with no work experience getting plum jobs are not hearsay and so, the question of how are you going to be among the successful ones is not farfetched. The usual first steps Routinely, when one sees a job vacancy advert, he or she, first of all, takes a look at the qualifications required with years of experience being the focal point. And because fresh graduates feel left out by such requirements, letting maiden opportunities slip away from their hands happens most of the times. Its no different if one decides to go into independent working without outstanding professional achievements, because freelance clients equally prefer those who have the experience advantage. For instance, while online writing services have increasingly become goldmines for newbies in the job market, they always emphasize on hiring those who can deliver based on their experience levels. This should not, however, be misconstrued to mean that those who opt for freelance jobs face even more difficult dilemmas when it comes to writing their resumes. What is necessary is showing through provisional writing tests or writing portfolio that you can put words to paper creatively. This is where those masterpiece essays you wrote back at school go a long way in earning one a job at the click of a button. The 5 tips for no or little work experience graduate Resumes are usually crafted in a certain format. This is however not rigid depending on what is required of one to fill up a vacancy as well as writing styles recommended in different parts of the world. Take a look at the following professional resume writing tips and secure a dream job even with no work experience: Work on the layout Applications that are disorderly end up in the bin most of the times. This is because it becomes a bumpy ride trying to even figure out where educational background details are. Employers do scan CVs through quick previews and an applicant who has had all the information clearly laid out using appropriate fonts, keywords, consistent headers and properly formatted pages are sure to get shortlisted. Make clear selling propositions This is an opportunity to state reasons why you think you are a good fit. While those with no experience sometimes think it is a trap to state internship experience, the truth is, the nitty-gritty tasks you undertook and challenges that came with them can make a huge difference between you and another person. Include those social skills Here, it largely depends on what job you are applying for such as sales, marketing, and PR. However, it is worthwhile all the same to provide a link to your social media profile. This goes a long way in providing proof for team work. Dont be robotic The internet has hugely made a difference between the Y-generation and those who were born in the years between 1980 and 1995. If you cannot horn the skill of using buzzwords correctly, at least dont try. It takes good self-expression in way of writing to be understood and most likely, hired. Volunteer activities Co-curricular and volunteer activities if relevant to a job applied for are transferable in a more useful way. And so, whether paid or not, the bottom line is they sometimes help horn certain skills. This means you should only state them if relevant to a position being applied to. In summary, no-work experience shouldnt be a reason to fret at the thought of applying for a competitive vacancy. Simple, creative and witty resume writing skills can make it happen. Catrin Cooper is a freelance writer from San Francisco. She loves writing about marketing, self-development and real estate. In a free time, Catrin enjoys traveling and yoga.
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Despite benefits for staff and employers, pre-travel health screening is being under-utilised
05-December-2017 - onrec.com
Becoming ill while posted overseas or on a business trip can be an uncomfortable and frightening experience. It could even cause an overseas assignment to fail. Frustratingly many illnesses experienced by expats and business travellers could be foreseen or possibly prevented if health screening had been undertaken before travel. Despite the benefits it offers both staff and employers, health screening before sending staff overseas is currently under-utilised. Posted in News archive on 05 Dec 2017 How health screening benefits staff Health screening can help to identify new and pre-existing illnesses as well as those an individual may be at higher risk of developing. Once identified, steps can be taken to prevent or manage these appropriately. This is particularly valuable for staff posted or travelling overseas, who may be unfamiliar with or uncomfortable accessing local healthcare. This becomes critical for staff who are travelling to less developed or more remote locations. Many people travel without considering pre-existing conditions. A regularly prescribed medication in the UK may not be readily available or legal in the new host country. Health screening protects the employee as suitable healthcare can be investigated before travel. Any medication regimes can be evaluated to check that the medicines are available at the destination and suitable alternatives identified if not. This allows conditions to be successfully managed with minimal disruption or detriment. Where a higher risk has been identified screening gives individuals the opportunity to take preventative measures. Health screening is good for employers too For the employer, health screening enables the company to identify trends across the organisation and manage them proactively. For example, workplace stress is a common cause of claims and screening allows a company to spot trends in particular locations or among particular groups of staff, giving them the chance to intervene. There are many wellness programmes available, from one-off workshops to ongoing annual fitness challenges, which support the prevention or reduction of ill health. Screening allows an employer to insure based on real data about its own employees rather than have premiums set based on averages which may not be an accurate reflection of its needs. It is an important consideration for all companies, large and small. It can reduce costs and support decision making when travel insurance options are being considered. Sarah Dennis, head of international for The Health Insurance Group said : Employers should make far greater use of health screening before sending staff overseas as it protects both the individual and the company and can help to manage costs.
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Millennials out-invest Gen X and Baby Boomers
05-December-2017 - onrec.com
Familiarity with technology and a desire for higher returns is driving a preference for online investment platforms among younger generations Posted in News archive on 05 Dec 2017 Millennials aged 18-34 are out-investing Gen X (those aged 35-54) and Baby Boomers (aged over 55) according to a new study by ArchOver , the peer-to-peer (P2P) business lending platform. The report, Next Gen: Investors and Savers , explores the UKs attitude towards risk and investment in the current climate. The research of 2,000 UK adults revealed that two-thirds (67%) see themselves as savers, using deceptively safe banking options like savings accounts and pension funds to sit on their cash. The remaining third (33%) see themselves as investors, using riskier avenues like stocks, shares and property to grow their investments. However, in a challenging economic environment, there are signs both savers and investors need to broaden their options and embrace alternative forms of finance to secure higher yields. The Millennial generation is often portrayed as less financially savvy than the generations who preceded them. The common view of this generation is that they lack the foresight to build up a portfolio of savings, investments and pensions and are being driven out of the housing market. Yet this is also a group that is confident in their own financial abilities and acutely aware of the need to make their money work harder. Of the 2,000 people surveyed, 35% of Millennials are investing or saving more than £250 per month compared to 26% of Gen X and 25% of Baby Boomers. Despite claims that Millennials are stuck in a financial rut, trapped by high property prices and low-wage growth, this is a generation that has grown up in an era of record-low interest rates and recognise the need to secure better returns on their disposable income, explained Angus Dent, CEO of ArchOver. On the other hand, those aged over 35 are at risk of missing out on new avenues offering higher returns. Gen X and Baby Boomers could benefit from following in the footsteps of Millennials and introducing greater diversity into their investment portfolios to seek out higher returns. Millennials, who have been early adopters of social media and have a strong familiarity with technology, are using this knowledge to identify new online tools or platforms to invest over. The research reveals that 59% of Millennials trust technology and use automated services to help generate the best financial decisions. In contrast, just 40% of Gen X and 24% of Baby Boomers claim the same. As a generation of digital natives who are strongly connected online with access to a wide circle of information, Millennials are relying on reference points from their peers. Overall, 41% of 18-35-year-olds get investment advice from their friends, family or colleagues, while older generations are more hesitant to talk about money. Only 31% of Gen X and 19% of those over 55-years-old would turn to their friends or family for advice. Those aged over 35-years-old are also failing to take advantage of opportunities to diversify their portfolios and experiment with options offering higher returns. Nearly half (44%) of Millennials are investing using P2P and 57% are comfortable with alternative forms of investment that hold a higher level of risk. In comparison, just 16% of Gen X are investing using P2P platforms and only 29% are considering new or alternative investments with higher risk levels. For Baby Boomers, these figures sink even lower. Only 8% have invested over P2P platforms and just 14% would accept the higher level of risk that comes with new and alternative investments. Rather than admonishing Millennials for being irresponsible, the older generations could learn something from following the behaviour of a new generation, concluded Angus Dent. Millennials, who grew up during the deepest and longest recession in recent history are proactively looking for ways to balance security and risk in order to maximise returns but without putting their capital in too much danger. In an effort to secure higher yields, they are tackling the difficult financial climate head-on. We have entered a new age of investment. Millennials are leading the way in using their digital know-how to experiment with ways of growing their nest-egg and setting the pace. Now its up to Gen X and the Baby Boomers to decide if they want to follow their lead. The research reveals that Millennials see opportunity where older generations see caution. Over half (52%) associate the words risk and investment with opportunity, while 55% of Gen X associate it with discomfort and 58% of Baby Boomers associate it with uncertainty. Gen X are too preoccupied with safety to take a new opportunity that could grow their money - 60% would only invest in traditional and proven investments, such as bonds, cash, equity and shares that have benefitted them in the past. While over three quarters (76%) of Baby Boomers make investment decisions based on the security provisions in place to protect their investments. However, investment habits need not be generational. If investors can find a comfortable balance between reward and risk then a bolder, more creative and diversified approach can pay dividends.
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Employers need to ensure that group risk benefits dont exacerbate gender pay differences, says GRiD
05-December-2017 - onrec.com
While controversy continues to surround the gender pay gap, and with 2018 salaries poised for review, Group Risk Development (GRiD), the industry body for the group risk protection sector, is urging employers to ensure that any group risk benefits they offer (employer-sponsored life assurance, income protection and critical illness protection products) dont exacerbate any pay differences. Posted in News archive on 05 Dec 2017 The issue The suite of group risk benefits generally offers financial pay-outs as a multiple or percentage of salary. Typically, group life benefits are paid as a lump sum, or as a survivors pension, group income protection benefits are payable via payroll as reduced salary and group critical illness benefits are paid as a lump sum. Employers need to be aware that any differences in the salaries they pay will be reflected in any financial payments made from the group risk benefits they offer, i.e. if salaries are lower, financial benefits will be lower. Katharine Moxham, spokesperson for GRiD says : Were hearing a lot of debate about the gender pay gap, and we believe that a crucial area that isnt being discussed is the impact on employee benefits, and group risk benefits in particular. Group risk benefits have long been recognised by employers as providing a financial lifeline when most needed, at times of ill-health, disability and death. Many employers are looking hard at how they pay men and women, and its important they realise that there is generally a direct correlation between salaries and group risk benefits. Any differences dont just affect take-home pay, but any financial pay-outs from these benefits too. Group risk benefits are some of the most cost-effective benefits that can be offered, with costs from just 0.5% of payroll. However, research* from GRiD shows that their cost is routinely over-estimated. With some employers doubtless in a situation where theyre going to be reviewing, if not increasing, salaries for some of their workforce, providing group risk benefits will be some of the most affordable costs theyll need to budget for. Moxham continues : Group risk benefits are some of the most valued by staff, and its important that employers that offer them, communicate them effectively to their staff. Remuneration packages are going to be scrutinised, and good-news stories will help engender loyalty and improve engagement. www.grouprisk.org.uk
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Three steps to prepare for GDPR
05-December-2017 - onrec.com
The General Data Protection Regulations (GDPR) come into force on the 25th May 2018. Here Graham Hansen, Associate in HRC Laws Commercial, shares the steps recruiters should focus on now to ready themselves. Posted in News archive on 05 Dec 2017 GDPR cannot be ignored. you will have to make some important changes to the way you deal with personal data in your business. Some of these will take time to implement, so, if you havent already, you should start preparing now. Id suggest starting with the areas below. 1. Awareness Make sure someone within your organisation understands what will change and has responsibility (and power) to ensure that your business is compliant in time. GDPR will impact on different businesses in different ways. Whoever is internally responsible for compliance should know enough about how your business operates to spot bespoke problem areas. The use of job boards or the sharing of candidate information and CVs will need consideration by recruiters. Theres lots of information on GDPR. The Information Commissioners Offices website is a great place to begin. If you have questions, get answers quickly. Many service providers, like ourselves, offer training on GDPR. Use these and other opportunities, to learn as much as you can. Have a discussion around whether you need to appoint a Data Protection Officer. If you need somebody in this role, you will need to consider where they will sit within the business and how youll ensure their independence and involvement in governance. One thing is for certain. someone will need to be identified as the individual responsible for GDPR compliance. 2. Dont reinvent the wheel GDPR will have bigger and sharper teeth than its predecessor, with: Substantial penalties for non-compliance including fines of up to 4% of annual worldwide turnover or 20 million euros for the worst violations. Obligations (and potential liability) for data processors as well as data controllers, meaning the net will be spread wider. More mandatory provisions (including a mandatory obligation to report breaches, and a requirement for a data protection officer, in many cases), meaning less wriggle room to escape liability. Extension of rights for individuals, including new rights to be forgotten, to object to processing and to bring claims. and Stricter requirements when obtaining consent for processing and storing data. The good news is that the new legislation builds on many of the concepts and principles used in the current legislation. If you comply with data protection laws now, youll have firm foundations to build on. If you dont, its high time to get your foundations in place. Central to this will be a document review focusing: (i) internally on existing data handling policies and staff training. and (ii) externally on customer-facing terms, privacy policies as well as contracts with any third party with whom you share data. 3. Carry out an information audit Look at how your business uses personal information and what your record keeping looks like. This will help you to highlight problem areas and to prioritise when and where to focus your initial energies. At a minimum, you need to know: what personal data you hold. where it came from. and who you share it with. You should also consider which lawful basis you rely upon when processing data e.g. do you have a candidates consent to share their data? Within this, you should consider your organisations technology measures and processes. It may be worth storing pseudonymised data whereby an individual could not be identified by the data stored for enhanced security. This may not always be practical within recruitment. Recording is key and the creation of a running log to capture the basis and duration of processing. Obtaining effective consent will be harder under GDPR. e.g. using pre-ticked boxes to obtain candidates consent wouldnt wash from next May. Instead, youll have to demonstrate consent is clearly and freely agreed on an informed basis. And that it must be as easy for a candidate to withdraw consent if they choose. It may be worth reviewing updating the consents you currently hold for your candidate database. You will need to ensure clear obligations are contained in contracts with third parties when data is shared, as well as detailing how liability will be apportioned. This could be with clients, jobs board & subcontractors where you are the controller. It will also be worth reviewing the data protection clauses and provision of information to employees within employment contracts. What next? Once youve carried out your data audit, draft an action plan. Target areas that will most impact on your business (or take longest to implement, like contractual re-negotiations). With only seven months to go, the end goal is to ensure that by next May, you and your business will be GDPR ready.
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What career items are on your holiday wish list?
04-December-2017 - sciencemag.org
Scientists share the career-related gifts they are hoping for this season
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Take two
04-December-2017 - bbc.com
The inspiring stories of people who quit their day job for something completely different.
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CEO Secrets: ´Get the best business grounding you can´
04-December-2017 - bbc.com
Peter Vicary-Smith, the chief executive of consumer group Which?, says it is important to start your business career at a good company, and be willing to learn.
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Good Leaders Can Redefine Training to Help Transform Workplace Culture
04-December-2017 - workforce.com
Only a handful of children will make a varsity team without an involved cheerleader in their lives spurring them on and driving accountability. Youll likely never see a child make it to the Olympics without a parental figure taking an active role in their training. An employees perception of their companys culture is directly connected to how engaged their direct... The post Good Leaders Can Redefine Training to Help Transform Workplace Culture appeared first on Workforce Magazine .
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Record taxes paid by FTSE 100 firms
04-December-2017 - dailymail.co.uk
The payments include corporation tax, the bank levy, business rates, employers national insurance and taxes companies collected on behalf of the Government such as income tax.
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ALEX BRUMMER: LSE chairman Brydon comes under fresh attack
04-December-2017 - dailymail.co.uk
If Brydons corporate history, outlined in a circular from Hohns fund TCI, is any guide, then there is only one person qualified to take on the chief executives job vacated by Xavier Rolet.
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What the CVS-Aetna Deal Currently Means for Employers
04-December-2017 - workforce.com
CVS Health Corp. announced its intention to buy insurance giant Aetna for $69 billion, a move that has been touted as the largest health care deal in decades with the potential to reshape the nations health care industry. This deal, announced Dec. 3, is intended to create a one-stop health care provider for both employers and consumers in the individual... The post What the CVS-Aetna Deal Currently Means for Employers appeared first on Workforce Magazine .
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Globoforce Names Steve Pemberton as Its New HR Leader
04-December-2017 - workforce.com
Steve Pemberton Steve Pemberton was named as chief human resources officer for rewards and recognition company Globoforce. Pemberton, the former chief diversity officer for Walgreens Boots Alliance, the well-being enterprise of the drug-store giant, will work with Globoforce HR leaders and senior management executives worldwide to help them create relationships with their employees so they feel recognized, respected and appreciated,... The post Globoforce Names Steve Pemberton as Its New HR Leader appeared first on Workforce Magazine .
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Talent10x: Are Company Holiday Parties Obligatory?
04-December-2017 - workforce.com
Workforce Editorial Director Rick Bell joins Talent Economy Managing Editor Frank Kalman for a post-Thanksgiving edition of the Talent10x podcast. The two talk about efforts to get recovering drug addicts back into the workforce, the rising importance of paternity leave among male millennial workers, as well as the state of the company holiday party and if workers should feel obliged to attend the annual... The post Talent10x: Are Company Holiday Parties Obligatory? appeared first on Workforce Magazine .
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Facebook creates 800 jobs as it opens new London office
04-December-2017 - bbc.com
US social media giant says 2,300 people will work for the company in the UK by the end of 2018.
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Are Saturday jobs less popular among teenagers now?
04-December-2017 - bbc.com
The number of schoolchildren with a part-time job has fallen by a fifth in the past five years.
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Sexual harassment used to cost women their careers. That may be changing.
04-December-2017 - usatoday.com
Reporting sexual misconduct used to derail womens careers. A new wave of women are rewriting the rules and now men are the ones losing their jobs.
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Production company FFI powers ahead thanks to acquisition
04-December-2017 - dailymail.co.uk
From the first Bond film, Dr No, in 1962 to last years blockbuster La La Land, FFI has issued contracts on 1,700 productions with gross budgets in excess of $17billion.
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Trump borrows Bill Clintons legal strategy as he battles defamation lawsuit
04-December-2017 - usatoday.com
Legal strategy similarities between Paula Jones vs. Clinton and Summer Zervos vs. Trump
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Office holiday parties get another following harassment scandals
04-December-2017 - usatoday.com
With a series of high-profile workplace sex scandals on their minds, employers are making sure their holiday office parties dont become part of the problem.
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Nominations for the Onrec Online Recruitment Awards close next Thursday!
04-December-2017 - onrec.com
Nominations close on the 14th December 2018 Posted in News archive on 04 Dec 2017 The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 1st March 2018, held at The Grange Hotel, St Pauls . An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. It is free to enter the awards, entries are open from 1st November 2017 and will close 14th December 2017. All you need to do is complete the short nomination form and email back to Stuart, Stuart@onrec.com NOMINATIONS ARE NOW OPEN The Categories*: The Creative Online Marketing Award 2018 Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. Niche | Generalist | Supplier | Corporate The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. Niche | Generalist | Supplier | Corporate The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation into their online recruitment offerings. Niche | Generalist | National Supplier | International Supplier The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. Corporate | Jobboard | Recruiter | Supplier Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? Corporate | Jobboard | Recruitment Agency The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? Nomination Form The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. Nomination Form The Niche Jobboard Award 2018 Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Nomination Form Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. Nomination Form The Best Corporate Use of Online Recruitment Award 2018 The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. National | International The Best Use of Online Recruitment by a Recruitment Agency Award 2018 The world of candidate attraction and selection has changed dramatically in recent years. This award goes to the recruitment agency that has embraced new technology to improve their surfaces and those that they offer to their customers. Nomination Form Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Nomination Form Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Nomination Form Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. Nomination Form *Nominations close on the 14th December 2017 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2018 Website
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Start your own: 8 personal business ideas to explore
04-December-2017 - usatoday.com
Own the rest of this year and start working toward your dream career!
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Maryland Court Could Give More Time for Asbestos Lawsuits
04-December-2017 - insurancejournal.com
A Maryland court is weighing whether to give workers sickened by asbestos exposure more time to sue their employers, a move that could open the door to new lawsuits. The Baltimore Sun reports Maryland law currently allows 20 years for
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Arthur J. Gallagher & Co. Acquires Illinois Weiss Insurance Agencies
04-December-2017 - insurancejournal.com
Arthur J. Gallagher Co. has acquired Wayne, Illinois-based Weiss Insurance Agencies Inc. Terms of the transaction were not disclosed. Founded in 1905, Weiss Insurance Agencies provides a full range of employee benefits, property/casualty, financial and retirement products and services,
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USI Completes Acquisition of Wells Fargo Commercial Insurance Business
04-December-2017 - insurancejournal.com
USI Insurance Services announced the closing on its acquisition of Wells Fargo Insurance Services USA (WFIS), formerly part of Wells Fargo Co. This purchase includes the commercial insurance brokerage and consulting, employee benefits and property/casualty insurance national practices of
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Founders Professional Liability Opens New California Office, Taps DeCew and Steen
04-December-2017 - insurancejournal.com
Founders Professional has hired Matt DeCew and Jeff Steen and is launching a new San Diego, Calif. office. This is the firms fifth location. DeCew and Steen will work with retail insurance agencies throughout the West in securing coverage for
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3 in 10 black employees say discrimination to blame for failing to achieve their career expectations
04-December-2017 - onrec.com
29% of black employees say that discrimination has played a part in a lack of career progression to date, almost three times as many as white British employees, according to a new survey by the CIPD, the professional body for HR and people development. Posted in News archive on 04 Dec 2017 One in five BAME employees (20%) said that discrimination had played a part in a lack of career progression to date, compared to just one in ten (11%) white British employees. This comes despite the fact that significantly more BAME employees said career progression was an important part of their working life than those from a white British background (25% vs 10%). When asked what would improve their career progression, BAME employees were much more likely than white British employees to say that seeing other people like them that have progressed in the organisation, and a greater diversity of people at senior levels in their organisation would help boost their career progression. Additionally, the survey found that a quarter of BAME respondents (23%) whose organisations dont provide mentoring said they would find it useful in achieving their potential at work. Dr Jill Miller, Diversity and Inclusion Adviser at the CIPD, said: There is clearly still a long way to go until we can say that equal access to progression opportunities exists regardless of ethnic background. Discrimination is totally unacceptable - everyone has the right to bring their whole selves to work without fear of prejudice or victimisation and employers have a duty to provide a workplace that delivers that. Progress is crucial, and some of the fundamentals of business need to change to avoid having this conversation again in five years time. Organisations need to understand where the barriers to progression for different groups lie and use this information to level the playing field and enable talented people to reach their potential at work. They mustnt forget though that different minority ethnic groups are facing different obstacles and that many of us have multiple and overlapping social identities, so its important not to assume that one solution will remove progression barriers for all. Inclusion, fairness and transparency need to be at the heart of workplace cultures, and HR has a key role to play in helping organisations to understand this, driving change through the unique insight it has about the workforce, its makeup, and by questioning existing workplace structures and culture. Around a third of those BAME and white British respondents (29% and 35%), who said their career progression to date has failed to meet their expectations, said they had experienced poor quality line management at key points in their career. The survey found that a significantly low level of line manager support for career development is an issue across the board, regardless of ethnicity. Only around two-fifths of all respondents (43% BAME and 39% White British) say their line manager discusses their training and development needs with them. Just over half of employees across BAME and white British groups feel able to talk to their manager about their career aspirations (53% and 52%), and only around two-fifths of respondents across BAME and white British groups say their manager understands their career aspirations (41% and 40%). Miller continues: Line managers have a significant influence on persons career through the opportunities they afford members of their team, the coaching and training they provide, and the development conversations they have. Organisations need to invest much more in the development of line managers, and help them to understand the needs of each team member to provide the appropriate development support. Baroness McGregor-Smith CBE commented: This CIPD research sheds much-needed light on the barriers to in-work progression for BAME individuals. Progress is being made, but it is slow and uneven. What is clear is that data is king. Employers must have a better, evidence-based understanding of their workforce to be able to take effective action. I believe publishing pay gaps by race and pay band will improve transparency and will ensure that employers are focusing on the right problems and taking appropriate action. We also need to be showcasing those organisations who are making substantial progress to embolden others to follow. The HR profession has a central role in speeding up progress by ensuring that people management practices and organisation cultures are built on the principles of trust, equality, fairness and inclusion. HR is also uniquely placed to address discrimination that we know still occurs, whether overt or through unconscious bias. I welcome the CIPDs commitment to taking forward this agenda with its members and to support employers more widely to drive sustainable change in their organisations. The guide makes the following recommendations for policy-makers: Provide practical support for race pay gap reporting - the transparency achieved through data reporting will undoubtedly focus attention, but government needs to support employers and encourage them to take action to make lasting change Develop guidance for employer action to create more inclusive workplaces - were reluctant to talk about race and employers may be uncertain of where to start or fearful that they might do the wrong thing Advocate and support better quality people management practice - people management is poor across the board, regardless of ethnicity, so government needs to nudge and support employers to improve their capabilities in this area The guide makes the following recommendations for employers: Understand what is happening in your organisation - collect workforce data to identify the structural and cultural barriers which are maintaining workplace inequalities Think beyond policies - policies alone wont bring about change, they need to be underpinned by principles that celebrate and encourage difference Actively encourage employee voice - its essential that disadvantaged and disconnected groups have access to mechanisms to express their voice, such as employee resource groups that work with the organisation www.cipd.co.uk
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Mass Recruitments: Quality is the Top Priority
04-December-2017 - onrec.com
Mass recruitment is a phenomenon that results from a sudden demand for employees, such as when a company opens a branch in a new location, or a firm takes on a new project that requires many workers. Posted in Opinion on 04 Dec 2017 For example, William Hill , a world-renowned online bookmaker, found it necessary to close its Israel office and expand its operations in the UK. As a result, the company needs to recruits a significant number of employees in a short period, a stressful but certainly not insurmountable challenge. Job Descriptions are the Key A mass recruitment effort need not mean that the potential employer has to sacrifice quality for the sake of quantity. If the recruitment team in charge of the hiring understands exactly what the needs of the company are, they should be able to formulate a plan for a hiring a large number of qualified people quickly and efficiently. Therefore, the company should provide a detailed and clear job description for each position that needs to be filled. With a great description, the potential candidates will have a comprehensive view of the job and less time will be wasted all around. Once the recruitment agency understands its mission, the next step is advertising. With a mass hiring, both print media and online sites should be plastered with adverts. The former includes local newspapers and magazines related to the specific industry for which youll be hiring. If an office is expanding, tap the current staff for possible referrals. (This obviously wont work if a new branch is about to open.) Handling the Flood of Responses In todays job market, your adverts will probably yield a veritable flood of responses, cover letters, and CVs. If time is of the essence, you will have to sort through the deluge quickly, which means giving each letter a quick perusal of no more than a few minutes. Quickly dump the applications that dont include a cover letter, as the letter will indicate if the applicant understands the qualifications the company is looking for, and will show if the candidate can put together a decently written letter. Divide the remaining letters between maybes (those that may be worth considering) and yess those you most definitely want to call in for an interview. Interviews can be time consuming but they too can be streamlined into slots that take no longer than 15 minutes apiece (or longer if some type of test is involved in the initial meeting). Every recruiter can expect to meet three or four candidates per hour, taking into account that the recruiter has to write notes about the interview afterwards, indicating whether or not the applicant is a good fit for the company. Final Thoughts A specialized recruitment firm has more experience, manpower, and skills for handling a mass recruitment. High-volume hiring is not only about quantity but mainly about quality. Putting the hassle of a mass recruitment in the hands of the professionals can make a huge difference when it comes to the success of the hiring mission and the ultimate success of the company.
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Right to be Forgotten: 75% of employees likely to exercise rights under GDPR
04-December-2017 - onrec.com
New research by data security company, Clearswift, has shown that 75% of employees are likely to exercise their right to be forgotten (RTBF). The principle also known as right to erasure dictates that an individual can request their data to be removed or deleted when there is no compelling reason for a business to continue processing that information. Posted in News archive on 04 Dec 2017 Nearly half (48%) of business decision makers say that dealing with requests on this level will slow down their business, with 5% saying their business would grind to a halt Only 1 in 3 firms have successfully conducted a RTBF request Board level staff most likely (73%) to request RTBF compared with 47% of junior management New research by data security company, Clearswift , has shown that 75% of employees are likely to exercise their right to be forgotten (RTBF). The principle also known as right to erasure dictates that an individual can request their data to be removed or deleted when there is no compelling reason for a business to continue processing that information. The research, which surveyed 600 senior business decision makers and 1,200 employees across the UK, US, Germany and Australia, has revealed that the majority of employees will likely request that their data is deleted, something that 48% of business decision makers believe will have serious consequences for their business, slowing down productivity as resource is allocated to dealing with these requests. A small number of business decision makers (5%) even said that their organisation would grind to a halt. Although businesses are anticipating a drain on resources, this may still be underestimated, with a mere 34% of businesses successfully conducting a RTBF request so far. The Marketing/PR sector are least confident in handling RTBF, with only 23% stating that they could handle requests without any impact, whereas 50% of those in HR were sure of their abilities to handle this without issue. Despite the well-established rhetoric on the board historically distancing itself from security, board level staff were by far the most likely to request erasure, with 73% saying they would be extremely or very likely to request the service. Dr Guy Bunker, SVP Products at Clearswift, said: RTBF is an extremely challenging aspect of GDPR. Organisations need to balance an understanding of the data landscape in the organisation with a wider knowledge of the day-to-day practices within the business, including the possible pitfalls. For example, if businesses do not have a record of data duplication or are unaware of staff copying data, RTBF requests wont be conducted correctly. Working with various departments that hold and process critical data to map storage locations and data flows will create that understanding. Even when the information goes outside the organisation, this data is still your responsibility, so you need to know who you've shared it and through which communication channels so you can effectively execute a RTBF request. Deletion can then be carried out automatically leveraging technology, or manually. Interestingly, the desire for data erasure is far greater amongst those in the private sector (78%) when compared to those in the public sector (65%), a relaxed attitude towards data security that is evidenced further by public/private sector opinion on cyber security breaches, with more than a quarter of public sector employees (28%) not worried by recent global cyber attacks compared with 17% in the private sector. Bunker added , Businesses also have to be aware that the right to erasure does not provide an absolute right to be forgotten. Individuals have a right to have personal data erased and to prevent processing in specific circumstances, but there are exceptions for certain sectors. Not all data is created equally, and some cannot be forgotten on request. For example, you could not contact your local GP and ask for the right to be forgotten, because the practice would not be permitted to delete your information. Similarly, if you have purchased goods you cannot expect the transaction data to be deleted in an arbitrary manner.
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New HMRC Powers Could Cause Chaos Says Tax Expert
04-December-2017 - onrec.com
New Powers for HMRC Unveiled in Budget Could Cause Huge Problems for Taxpayers Posted in News archive on 04 Dec 2017 One of the UK's leading tax experts warned today that new HMRC powers, announced in last week's budget could spell disaster for taxpayers. Tax expert and founder of DSR Tax Claims, a Nottingham-based firm of tax preparation specialists, David Redfern commented today on HMRC's new powers to take additional tax revenue immediately from PAYE taxpayers where they have calculated that there has been an underpayment of tax by changing their tax code, rather than waiting until the end of the tax year to collect any underpayments. He stated that "although it is important that HMRC are able to collect the tax revenue that they are owed, these new powers have the capacity to throw the finances of hard working taxpayers into chaos". Prior to this change coming into force, HMRC are required to wait until the end of a tax year to recoup any shortfall in tax revenue from any individual taxpayer and are also required to write to inform the taxpayer that their tax code will change due to this underpayment. Due to begin in April 2019, these new powers give HMRC the right to deduct extra tax immediately from taxpayers' salaries if they believe there is an underpayment of tax. Redfern stated that this could lead to taxpayers not knowing how much to expect in their salary each month. He added that "these new powers will cause major problems for taxpayers who won't be able to plan and budget ahead because they will be at the mercy of HMRC". He also noted that it was unlikely that overpayments in tax will be refunded as efficiently. Redfern stated that these powers will impact most on those hardworking families who are already struggling with rising prices and stagnant wages. He added that "yet again it seems as though the government wants to make life more difficult still for those hardworking taxpayers who are already finding it hard to make ends meet those who are more financially comfortable will be better placed withstand the unpredictability that this move will bring". Pointing out the good reputation DSR Tax Claims has with HMRC, he stated that he hoped that "good sense will prevail at HMRC and that the move will be delayed until its full consequences to the taxpayer have been assessed".
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Personal Group launches Employee Benefits ROI Calculator to show businesses how much they can save
04-December-2017 - onrec.com
Posted in Launch Personal Group, a leading employee benefits provider, has today launched an employee services ROI calculator on its website which calculates how much money a company and its employees can save by implementing a best-in-kind employee services programme. on 04 Dec 2017 The Employee Benefits ROI Calculator, which is thought to be the first tool of its kind for UK companies, uses information input by the user about their business to create a potential savings figure. Where this information isnt available, the calculator will substitute with default UK average data. The more company specific information the user has, around employee attrition or absence rates for example, the more accurate the calculation will be. Alongside the calculator, Personal Group have condensed their findings into an infographic so business leaders can learn how much their individual employees can save, as well as the impact that implementing an employee benefits programme will have on recruitment, retention, absenteeism and productivity. Together, this will allow management to make an informed decision which is best for both the business and staff. To use the ROI Calculator, please visit: www.personalgroup.com/roi-calculator Mark Scanlon, Chief Executive Officer of Personal Group said: With total pay falling in real terms, employers and employees up and down the country are feeling the squeeze. Employee benefits are no longer just an HR focus, theyre a business imperative. We hope our research helps business leaders to quantify the positive impact that a benefits programme can have not only on employees, but the bottom line too.
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Global Recruitment Executive Leader Ian Scott Joins Bullhorn as Director of Global Accounts
04-December-2017 - onrec.com
Sales Leader with 25 Years Experience Charged with Accelerating Bullhorns International Enterprise Growth Posted in News archive on 04 Dec 2017 Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organisations transform their businesses, today announced that it has hired recruitment executive leader Ian Scott as director of global accounts to accelerate the companys international enterprise growth. Joining Bullhorn on the heels of its recent acquisition of Connexys , a Netherlands-based recruitment software company, Scott a trusted advisor to many of the worlds top recruitment firms brings more than 25 years of experience in recruitment technology and digital transformation to his new role. As director of global accounts, Scott will be responsible understanding the business objectives and growth opportunities of the leading recruiting companies across the UK and mainland Europe to provide Bullhorn technology solutions that deliver long-term value. Scotts move to Bullhorn highlights the companys strategic investment in increasing its roster of international enterprise customers and deepening its knowledge of the Salesforce.com ecosystem, which Connexys has leveraged to serve mainland Europe. His consultative approach, which he developed from his unparalleled experience in the recruitment industry, positions him to deliver Bullhorns best-of-breed solutions to the companys international customers in the UK and mainland Europe. Im looking forward to helping Bullhorn grow its international footprint in new geographies, especially following its acquisition of Connexys, said Scott. Bullhorn serves many of the worlds leading recruitment companies, and Im eager to work with these businesses and more of them as we continue to grow and extend our leadership position in the market. Im excited to join Bullhorns enterprise sales team and help create incredible customer experiences for Bullhorns clients. Throughout his career, Scott has held numerous leadership positions in sales and relationship management and has developed strategic relationships with leading global recruitment corporations. Before joining Bullhorn, he served as head of sales for a global provider of recruitment technology, and he also served as head of business development and client management for a UK provider of recruitment technology. He has also worked as the global head of foreign exchange at Toronto-Dominion Bank and managed client relationships with central banks, blue-chip corporations, and global financial institutions. Ians extensive knowledge of recruitment technology and his expertise in European go-to-market strategy makes him the perfect fit to grow our mainland European presence, said Ryan Murphy, Bullhorns vice president of global enterprise strategy. His passion and drive for delivering value to enterprise clients across diverse geographies is perfectly aligned with our strategy of increasing our global enterprise growth. Joining Bullhorn, Ians move signals to the industry that customers demand powerful, scalable, and extensible recruitment technology that they can only get from Bullhorn. In September, Bullhorn International acquired Connexys, which is one of the leading Salesforce independent software vendors in northern Europe, to supercharge its expansion into mainland Europe. Connexyss flagship product offering is an applicant tracking system built on the Salesforce platform, and its solutions are currently used by 300 customers and 20,000 recruitment professionals across the Netherlands, Germany, France, and Belgium. The acquisition complements the strength of Bullhorns flagship, award-winning applicant tracking and CRM platform, which for the past 18 years has been the industrys leading cloud-based, mobile-first, fully extensible recruitment software platform, powering the end-to-end recruitment processes of more than 7,000 companies.
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Tis the season to be jolly and rest but will accountants take a break?
04-December-2017 - onrec.com
With the festive holiday season nearly upon us, it will be soon be time to park the work-load for a week or two, overindulge in mince pies and turkey or perhaps take a break and fly off to sunnier climes. Posted in News archive on 04 Dec 2017 Company Profile Careers in Audit View profile » Research by global job board CareersinAudit.com reveals three quarters of accountants are checking work email and mobile phones for messages whilst on holiday Job Board provides top tips for profession to ensure batteries can be recharged! With the festive holiday season nearly upon us, it will be soon be time to park the work-load for a week or two, overindulge in mince pies and turkey or perhaps take a break and fly off to sunnier climes. However, alarming results of research published by global job board CareersinAudit.com [1] reveal that 75% of accountants admitted they check their mobile or emails for work communication whilst on holiday, with 40% stating they look multiple times a day and a further 37% looking once a day. Five years ago, CareersinAudit.com conducted a similar research study around work life balance whilst nearly eight in ten planned to check work emails or mobiles at some point during their holiday, far less (16%) were looking multiple times a day, although nearly four in ten admitted to looking once a day. It seems that work-life erodes in other personal time for the profession, with six in ten respondents admitting that have had to miss an important family or friends occasion because of work these included a wedding (24%), a childrens school event (22%), a funeral (14%) and a spouses/partners birthday (15%). Five years ago, three in ten accountants admitted to missing an important event. The results of 2017s research regarding stress in the profession also revealed that nearly two thirds (65%) revealed that their employer expects to contact them outside work hours throughout the year with the majority of respondents, 54% admitting that it bothers them and they feel they should be able to finish the working day and focus on their private life. However, three in ten are resigned to their work fate, stating there is nothing I can do about it and a further 21% believing that if they said anything it could affect their job or chances of promotion. Simon Wright, Operations Director, CareersinAudit.com Despite all the talk about work/life balance, it seems little has changed over the past five years. If anything, the excessive working culture and expectancy to be available or on call 365 days is getting worse. No matter how much energy staff have and apply to their work, everyone needs to take a break. It has been proven time and time again that a good holiday, catch up on sleep and letting go of the day to day issues (whether for a few days or a couple of weeks) will mean that staff return with renewed enthusiasm and are even more productive when they return to work. CareersinAudit.coms top tips for making the most of the holiday season include Manage the workload and your clients expectations Accountancy heads should be send written communication to clients or within their company to advise them the firm and/or certain individuals will not be around during the holiday season. Advance polite warning will mean clients or others within their company can get their matters in order and work requests ahead of the festive break. Remind all staff to switch out of office for email messages, so any client sending a message during the holiday season does not expect a response sooner. Lead by example Employers should encourage staff to take a break and ask them not to look at work communication during the holiday season - in the unlikely event that a client emergency arises then they will be called. This will go some way to reassure staff that it is acceptable and not remiss to enjoy time off. Digital detox These days we are constantly surrounded by digital screens and bombarded by pixel lit messages, mostly for work. Re-charging the batteries at the end of the year means time to focus on oneself and your family, so consider a digital detox for a few days (or as long as possible).
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Salaries soar in the education, catering and retail sectors
04-December-2017 - onrec.com
CV-Library reveals the top five industries for salary growth in November Posted in Statistics and trends on 04 Dec 2017 Company Profile CV-Library.co.uk View profile » As the year draws to a close, there is still a great deal of uncertainty surrounding the future of the UK economy. That said, the most recent job market data from CV-Library , the UKs leading independent job site, has revealed that salaries across the UK saw a steady increase of 1.3% last month, when compared with data from October 2017. The statistics also show that the nation witnessed a year-on-year increase in salaries, rising by 1.9% in November. Whats more, many key industries across the UK experienced stand-out growth which not only outpaced the national average, but also inflation. The sectors to see the highest increases in salaries last month include: Education 7.7% Catering 7.4% Retail 6.7% Legal 5.6% Recruitment 1.7% Not only this, but some of the nations key cities also saw a hike in advertised salaries in November. These included Cardiff (15.5%), Brighton (7.4%), Newcastle (5.4%), Sheffield (4.1%) and Glasgow (3.9%). Lee Biggins, founder and managing director of CV-Library comments on the findings: Its positive to see that salaries are on the rise across the UK, especially in some of the nations key cities and industries. With Christmas fast approaching many businesses will have been working hard to recruit for additional seasonal staff. Not only this, but in the run up to the New Year many organisations will be looking to boost their recruitment efforts ahead of the January rush. The data also revealed that job vacancies saw a 5.8% increase across the nation, when compared with data from the same period in 2016. Whats more, some of the key industries to witness a rise in salaries also experienced year-on-year job growth in November, with education, recruitment and retail increasing by 16.1%, 11.1% and 5.6% respectively. Job applications across the UK decreased in November, falling by 6.4% month-on-month. Though this may spark concerns for employers with live vacancies, it is not unusual for this time of year, as many candidates sit tight until Christmas is over with. We expect to see application rates pick back up in January, in keeping with the traditional New Year recruitment rush. Biggins concludes: As we approach the New Year, we expect to see a certain amount of job growth, as businesses across the nation gear up for the January recruitment rush. That said, this year-on-year increase in job vacancies, and a fall in applications, could indicate that the skills gap is continuing to widen. November saw the announcement of the Autumn Budget, which offered some reassurance to the nations workers and businesses. New government partnerships aim to deliver training schemes across some of our key industries, to equip professionals with the skills they need and to begin bridging the gap. Investment in areas of education, particularly in science, technology, engineering, and maths (STEM) skills will hopefully begin to build a pipeline of talent for the future.
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Venezuela Maduro gains control over oil contracts amid purge
04-December-2017 - reuters.com
CARACAS (Reuters) - Venezuela's President Nicolas Maduro on Sunday gained more powers over the OPEC member's oil contracts, as a deepening purge looks set to strengthen the leftist leader's control of the key energy sector amid a debilitating recession.
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A coal worker´s unlikely career change
03-December-2017 - bbc.com
Hundreds of mining jobs have been lost in Wyoming, but some workers are getting a new opportunity.
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CVS-Aetna deal to change how big employers buy health benefits
03-December-2017 - reuters.com
NEW YORK (Reuters) - CVS Health Corp's proposed purchase of Aetna Inc will change the way many major U.S. corporations buy health coverage for employees and raise new questions over the cost of those benefits, benefit consultants said.
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Markets eye trade, jobs and Brexit D-day in the week ahead
03-December-2017 - usatoday.com
Trade and trade deals is the headline theme in a week where the UK faces a deadline to meet key Brexit conditions - and where China, the US, and Europes biggest economies report their latest import and export numbers. Also in the diary: the November US jobs report. Laura Frykberg reports. Video provided by Reuters
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Factory orders keep growth on course as services slip
02-December-2017 - dailymail.co.uk
The economy is currently being buoyed by strong global growth with new orders hitting a four-year high, manufacturing numbers revealed on Friday.
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Lessons from the past can propel your future
01-December-2017 - abajournal.com
For me, this career has always been about having choices and the freedom to create the life I wanted. Growing up, I was aware of
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Chicago special prosecutors career nearly came to a premature end
01-December-2017 - abajournal.com
Holmes announced indictments in June. AP Photo As Burr Oak
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Macy´s plans to hire 7,000 extra seasonal workers
01-December-2017 - abcnews.com
Macy's plans to hire 7,000 extra seasonal workers, primarily for part-time positions
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RBS to close one in four branches and shed 680 jobs
01-December-2017 - bbc.com
The state-backed bank says there has been a big drop in branch use as more people bank online.
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General Electric lays off workers at power business in New York
01-December-2017 - reuters.com
NEW YORK (Reuters) - General Electric Co said on Friday it was laying off workers at its power division in Schenectady, New York, as it tries to reduce costs after a steep profit drop at the division.
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ISM manufacturing index contracts slightly
01-December-2017 - usatoday.com
American factories grew more slowly in November but still appear healthy.
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Mexicans battle brewery, fearing U.S. companys jobs will take scarce water
01-December-2017 - usatoday.com
Protesters say a brewery that produces Corona and other Mexican beers threatens Mexicali farmers.
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EPIC Insurance Brokers and Consultants Hires Hays to New Pittsburgh Location
01-December-2017 - insurancejournal.com
EPIC Insurance Brokers and Consultants, a retail property and casualty insurance brokerage and employee benefits consultant, has hired Eric Hays as regional director of employee benefits. Hays will be based in EPICs newest location in Pittsburgh, Penn., launched with the
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Alliant Hires Massachusetts-Based Long to Energy and Marine Group
01-December-2017 - insurancejournal.com
Alliant has hired Charlie Long as vice president in its Energy and Marine Group, where he will provide targeted solutions to a growing international client base. Long, based in Boston, Mass., brings 27 years of experience to this role. He
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US regulator approves Bitcoin trading
01-December-2017 - bbc.com
The Commodity Futures Trading Commission will let investors trade Bitcoin-related financial contracts.
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Morrisons data leak: Supermarket liable for staff details breach
01-December-2017 - bbc.com
Thousands of current and former employees claim the supermarket failed to keep their data safe.
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Victory for Morrisons workers in data leak compensation claim
01-December-2017 - telegraph.co.uk
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Factories ramp up hiring to cope with surging demand
01-December-2017 - telegraph.co.uk
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How to invest for higher inflation: Buy banks, not beer
01-December-2017 - dailymail.co.uk
Things are looking up in Europe, but many investors are still pricing in low inflation. However, better opportunities lie elsewhere believes Schroders' James Sym.
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Hundreds of jobs at risk as Toys R Us plans to shut quarter of shops
01-December-2017 - telegraph.co.uk
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Messy Brexit Could Lead to Contract Continuity Disruption for Insurers, Banks
01-December-2017 - insurancejournal.com
As far as Brexit headaches go, Barclays Plcs John McFarlane says that while his bank is on top of job relocations, hes more concerned about rewriting hundreds of thousands of contracts. Hes not alone. Andrew Bailey, head of the U.K.
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Victim Compensation for Emotional Suffering: How Much Is Right?
01-December-2017 - insurancejournal.com
If a company sends one of its workers to a crime-ridden neighborhood to repair a leaking roof and the worker is held up by gunpoint, has his wallet stolen and is so terrified that he cant return to work, how
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Toys R Us prepares to shut 25 stores
01-December-2017 - bbc.com
The toy retailer is to begin debt negotiations that may also lead to job losses, the BBC understands.
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Survival of the schmoozers: 20% of Londoners say Christmas party is all about impressing the boss
01-December-2017 - onrec.com
With the Christmas party season almost upon us, its time to bring out the sequins and sparkles and start to plan our festive look for the all-important office Christmas party. Posted in News archive on 01 Dec 2017 A recent survey conducted by the London Hairdressing Apprenticeship Academy asked the UK to reveal who theyre looking to impress at the Christmas party, their pre-party beauty routines and how much theyll be splashing out on their outfit. When it comes to dressing to impress, 20% of Londoners are choosing their office party outfit with their boss in mind, as they look to impress them over their colleagues - a higher percentage than anywhere else in the UK. Its now all about getting the killer dating app snap for the UK, with 15% most concerned about social media photos than anything else. This is most evident in the North East, where 40% said their main reason for dressing up this festive season was for their dating profiles and social media shots - more than any other region. Christmas party romance is far from the minds of millennials, with dating apps rated as more of a preoccupation than hooking up with colleagues at the Christmas party. Impressing the office crush was the priority for only 5% of those surveyed. Age plays a part in how people perceive the Christmas party, with over a quarter of those in their early twenties thinking its all about the after party. In contrast, 1 in 8 of those in their late twenties see the Christmas party as an important opportunity to impress their boss, with the intention of receiving a promotion. Trevor Luker, Managing Director of LHAA, says: Here at the London Hairdressing Apprenticeship Academy, weve seen an increasing trend of people going all out with hair and beauty treatments for the work Christmas party; looking to one-up their colleagues, their office crush, and more recently, the social media dating apps. After all, who doesnt want to look great over the festive period?! Just how does the UK plan on dressing up for the office party? We also discovered where in the UK will be hitting the sunbeds and which region will spend over £100 on their party look. Cardiff and Swansea like to have a healthy glow for their Christmas shindig, with 2 in 3 Welsh respondents planning to hit the sunbeds before the big night. 1 in 4 of those aged 22 - 25 across the UK are planning to book a tanning appointment. Those living in the East Midlands are taking a leaf out of Kylie Jenners book, with 15% of those surveyed planning to have lip filler injected before the Christmas party. Overall, 10% of those surveyed are planning this procedure. Across the North East, those in Newcastle, Middlesbrough and Sunderland were the biggest spenders in the UK, with 2 out of 5 spending over £100 in the run up to their Christmas party. In comparison, those living in Cardiff and Belfast intend to keep their money in their pockets when it came to the Christmas party, with every respondent from this region stating theyre only planning to spend under £20 on their dress and beauty regime. The London Hairdressing Apprenticeship Academy (LHAA) is a dynamic and innovative vocational training organisation that specialises in high quality hairdressing training, offering NVQs and Apprenticeships at state of the art hairdressing academies based in Borehamwood Camden Chiswick, Croydon and Loughton.
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How to become a GDPR Genius
01-December-2017 - onrec.com
Written by Conor McArdle, Content Executive at Brighter Business Posted in Opinion on 01 Dec 2017 With less than six months to go until the introduction of the new General Data Protection Regulations (GDPR), now is the time for small businesses to begin implementing new and improved data handling policies. According to recent research , two out of five businesses have not started to plan for next years new data compliance legislation. So now is the time for action. Coming into force on 25 th May 2018, the GDPR will offer an update to the Data Protection Act which was introduced into law in 1995. The aim of the new regulations is to make businesses across Europe more aware of the importance of correctly storing and handling data, as well as encouraging the responsible use of that data. It also clarifies that business are in custody of data - they are not owners of it. There will be significantly heavier fines for mishandling data or for data breaches up to 20,000,000, or 4% of global turnover (whichever is higher) putting the responsibility on businesses to ensure their systems and processes are sufficient. In addition, breaches must be reported to the Information Commissioners Office within 72 hours. Fines on that scale will obviously act to deter multinational corporations from mishandling data, but they arguably pose a much larger risk to SMEs. Despite this, a recent report found that 40% of small businesses are not yet prepared for the upcoming changes. Ultimately, businesses must do all that they can do make sure that they are prepared for the upcoming changes and are able to comply with the new regulations. Otherwise, they risk financial and reputational damage. To help small business owners to get ready, the experts from Brighter Business have pulled together these top tips Perform a data audit First things first. Perform a thorough data audit to assess your current situation. Current procedures should be compared against the GDPR framework and if necessary, hire an expert to give you the official line on what you should, or perhaps more importantly, shouldnt, be doing. Time to ask more questions Make sure that you have express permission from the relevant individuals to store and use their data. This means that customers will have to actively opt in to you using their data, rather than your business operating under the assumption that implied consent is sufficient. With the emphasis on custody of data rather than on ownership, small businesses will have to be more careful about how they use and disclose data, as well as making it clear what customers are agreeing to. By including explanations and opt-in boxes on data collection forms, you should be covered. Businesses must be more transparent about what data is used for, why, and how long it is stored for. If customers opt out assuming there is nothing needed for transactional purposes - then all data will have to be deleted permanently. Up your security (particularly online) One of the best ways to ensure that data is stored securely is to keep it all in one location - ideally a secure server. Duplicated data is messy, and it can cause big issues for businesses. Limit the risk of dispersed data and ensure that any documents containing personal information are not stored on desktops where they are easily accessible. Basic IT security locking computers while away from them, password protected files, strong anti-virus protections and so on is advisable. Make sure, too, that you stop sharing data through inappropriate channels. If youre communicating customer data through WhatsApp, Facebook or other platforms, its easy to lose track of it, and it could be found by or accidently shared with others. Having data in one central location means, in theory, that it will be easier to handle responsibly. This is also something to bear in mind for your use of technology if your employees are using personal smartphones for work purposes, they could be inadvertently breaching data guidelines. Get a policy in place so they understand how they should be using data and understand the consequences. Investigate all your communication channels On the subject of social channels, you may need to reconsider the role that social channels play in your business. If you field customer enquiries and offer customer service through social media, you need to think carefully about how to ensure the secure transmission of information. Think also about how long that data remains there for, and who has access to the account, as well as being aware of phishing techniques. Never disclose data if the person asking for it is unable to confirm. Remember to delete any threads once completed. Its worth drafting up some guidelines on how you and your staff should approach these issues and getting used to them before the roll-out of the new GDPR. With six months still to go, its not too late to turn around your business data governance practices. With a no-excuses approach, you can make sure your business is ship-shape and protected, while ensuring your customers are protected, too. For more tips, guidance and information for SMEs and start-ups, visit www.brighterbusiness.co.uk .
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Unite challenges construction industry to spell out training plans
01-December-2017 - onrec.com
In the midst of a widening skills crisis the construction industry must spell out how it will train more British workers to avoid a calamitous Brexit for the sector Unite, the UKs construction union, said today. Posted in News archive on 01 Dec 2017 Unite made the call as trade bodies this week warned that house builders in particular faced a cliff edge in terms of its access to EU workers post-Brexit. The trade bodies have called for more details of the governments plans to implement a two-year grace period for EU citizens looking to apply for settled status and for a post-transitional migration system, based on key occupations where workers are in short supply. But Unite said it was time the industry demonstrated that rather than relying on cheap labour and exploitative working practices, it was committed to training home grown talent through the provision of high quality apprenticeships ensuring all construction workers are directly employed in secure jobs. Unite assistant general secretary Gail Cartmail said: The ongoing uncertainty over the rights of EU citizens to remain in the UK is resulting in workers leaving the UK and is exacerbating the deepening construction skills crisis and threatening to seriously damage the industry. But those trade bodies need to set out what they intend to do to kick their addiction to cheap, foreign labour and horrific employment practices, not just ask how they can go on relying on EU labour after March 2019. Tens of thousands of young people are being placed in dead end classroom based construction courses and these courses totally dwarf the number of construction apprentices beginning their training. This is at the same time that the CITB plans to cease providing training directly and instead divest courses to other training providers. It is clear that the industry needs to get its house in order. Unite is renewing its call on the industry to work with us to ensure that major construction projects train high numbers of apprentices. Unite will kick down doors to ensure that the number of high quality apprenticeships increases." Unite is committed to fighting for the right of EU citizens already in the UK to remain, and for the establishment of safeguards that defend all workers against wage cutting, including ending the exploitation of migrant workers, and stronger collective bargaining rights.
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Booming markets in numbers
01-December-2017 - onrec.com
There are more and more business births as years go on, in 2015 there were over 383,000 businesses born, this number is 9% more than in 2014 and a massive 63% more than in 2010 which was 235,145 Posted in News archive on 01 Dec 2017 Northern Ireland have the lowest amount of births, with only 5,440, that is just over 1%. The highest number of births is no surprise really, London with 100,920 business births in 2015, this is just over 26%. Business survival rates are also a stat to look out for in the next few years. So many market research companies UK have not made it to the fifth year, which is quite surprising really, please see the infographic for some more great statistics that I am sure you will find very interesting.
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2 weeks until the nominations close for the Onrec Online Recruitment Awards 2018 - Don´t miss out!
01-December-2017 - onrec.com
Posted in News archive Nominations close on the 14th December 2017. on 01 Dec 2017 Overall Sponsor: The Onrec Online Recruitment Awards Ceremony will be returning again on Thursday 1st March 2018, held at The Grange Hotel, St Pauls . An evening not to be missed celebrating the success, growth, innovation, talent and achievements within the Online Recruitment Industry. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment. It is free to enter the awards, entries are open from 1st November 2017 and will close 14th December 2017. All you need to do is complete the short nomination form and email back to Stuart, Stuart@onrec.com For more information about the awards, click here. NOMINATIONS ARE NOW OPEN The Categories*: The Creative Online Marketing Award 2018 Excellence in branding, layout, and total look of the site should be of high visual impact and appealing to website visitors. Niche | Generalist | Supplier | Corporate The Creative Offline Marketing Award 2018 Excellence in branding, layout, and total look of the marketing should be of high visual impact and appealing to customers. Niche | Generalist | Supplier | Corporate The Technical Innovation Award 2018 For the job board/supplier who has introduced unique innovation into their online recruitment offerings. Niche | Generalist | National Supplier | International Supplier The Best Online Candidate Experience Award 2018 'Best practice services for job seekers, such as CV writing tips, advice on searching and applying for work and of course access to relevant job opportunities. Corporate | Jobboard | Recruiter | Supplier Best Use of Mobile Award 2018 The increase in the use of mobile by candidates is well documented. Who has developed their online recruitment solution/presence to make the job seeking experience efficient and effective? Corporate | Jobboard | Recruitment Agency The Best Corporate Graduate Site Award 2018 This award recognises the organisation that has identified graduates as a specific candidate sector they wish to attract. Who has developed their online recruitment offering the best in this highly prized area of talent? Nomination Form The Best Use Online Recruitment in the Public Sector Award 2018 Online recruitment allows employers to reduce recruitment costs and time to hire, which this award is for the public sector who have demonstrated their ability to drive down costs and improve efficiency. Nomination Form The Niche Jobboard Award 2018 Recognising success, growth, innovation, talent and achievements within the Online Recruitment Industry. Nomination Form Innovative Use of Social Media in the Recruitment Process Award 2018 Social Media is acknowledged as an effective tool in the recruiter toolbox. Innovation to make use of the opportunities offerings are recognised by this award. Nomination Form The Best Corporate Use of Online Recruitment Award 2018 The award recognises the company with the best implementation of an online recruitment strategy, through the development of their careers site. National | International The Best Use of Online Recruitment by a Recruitment Agency Award 2018 The world of candidate attraction and selection has changed dramatically in recent years. This award goes to the recruitment agency that has embraced new technology to improve their surfaces and those that they offer to their customers. Nomination Form Unsung Hero of the Year Award 2018 This award recognises the work done by an individual in a company who is in the background who deserves the recognition. Nomination Form Newcomer of the Year Award 2018 This award recognises a newcomer to the industry who has beaten expectations and have thrived in 2017. Nomination Form Personality of the Year Award 2018 This award recognises the work done by an individual in a company who has worked hard and deserves the 'Personality of the Year'. Nomination Form *Nominations close on the 14th December 2017 For more information about the Onrec Awards, contact Stuart Gentle on 0208 846 2756 Visit the Onrec Awards 2018 Website
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Overall supply of EU migrants remains resilient, but fall in net migration should sound alarm for UK economy
01-December-2017 - onrec.com
The latest sharp fall in net migration should sound an alarm for the UK economy and employers if the overall trend continues in the months and years ahead. Posted in News archive on 01 Dec 2017 Company Profile CIPD View profile » However, the latest data also show that the number of EU nationals that have come to the UK to work remains broadly consistent with the pre-Brexit trend, despite the UKs decision to leave the European Union according to the Chartered Institute of Personnel and Development (CIPD) in response to the ONS Migration Statistics Quarterly Report. Commenting on the latest migration statistics from the ONS, Gerwyn Davies, Senior Labour Market Analyst at the CIPD, the professional body for HR and people development said: While todays figures show a strong demand for EU workers in the UK, the decrease in the number of EU citizens coming into the UK, coupled with a large increase in those leaving, suggests that some EU citizens are voting with their feet. If this tightening continues, employers need to be prepared to deal with more constraints on access to labour in the future. The rising proportion of EU citizens that have a job offer when they come to the live and work in the UK indicates that employers and jobseekers attitudes towards free movement of labour are beginning to change, with some clearly taking pro-active steps to offset the uncertainty that the vote has created. Looking ahead, the data underlines the need for policymakers to conduct a thorough analysis of where genuine skills and labour shortages lie alongside employer efforts to address these shortages. CIPD research has shown that some employers are still unable to fill unskilled or semi-skilled roles despite their best efforts to recruit local applicants through widening recruitment channels, investing in skills and raising pay, which suggests that future government policy should avoid the dogmatic brightest and best approach. A window of opportunity exists within which employers need to prepare for migration restrictions with a more sophisticated approach to workforce planning and development to avoid future skills gaps or shortages.
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Globoforce research finds meaningful work to be the key driver of positive employee experience
01-December-2017 - onrec.com
Globoforces WorkHuman Research Institute in partnership with IBMs Smarter Workforce Institute, have released the findings of the latest edition of The Employee Experience Index around the Globe survey, which finds that the biggest driver of a positive employee experience at work is meaningful work. Posted in News archive on 01 Dec 2017 The survey, which questioned 23,000 employees from diverse industries and a wide variety of organizations from around the world, found that the Employee Experience Index score for the UK is 64 percent, just below the European average (65 percent) and below the global average (69 percent). A positive employee experience is best defined as an impactful and powerful and ultimately human experience, one in which employees become able, over time, to invest more of their entire selves into the workplace. In the UK, meaningful work emerged as the single largest contributor at 30%, 3 points above the global average. Meaningful work ensures that employees skills and talents are being fully utilized and there is greater alignment to shared, core values. Building upon a foundation of meaningful work, research suggests that a more positive employee experience can be inspired by combining and integrating employee workplace practices: enabling empowerment and voice (contributes 17 percent to employee experience), fostering a culture of recognition, feedback, and growth (contributes 16 percent to employee experience), supporting co-worker relationships (contributes 16 percent to employee experience), and building organisational trust (contributes 15 percent to employee experience). The final driver of a more human workplace is work-life balance and opportunities to recharge and disconnect, which contributes 9 percent to employee experience. The survey also notes a shift away from employee engagement, which only captures a small portion what work means, towards employee experience. Experience is seen as being broader and more holistic capturing the entire set of perceptions that employees have about their experiences at work, matching the higher expectations that employees bring to the workplace. In order to enhance the employee experience, research found that organisations need to have effective leaders and managers who can provide a high level of clarity and direction, and focus on the human workplace practices that drive positive employee experiences. Pioneer of the WorkHuman ® movement, Globoforce helps make work more human for millions of people and organizations worldwide. Its cloud-based social recognition and continuous performance improvement solutions helps build award-winning cultures where employees feel more appreciated and socially connected at work driving a sense of belonging and inspiring the entire organization to reach its full potential and achieve business success.
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Post-referendum fall in EU migration will hit employers at Christmas REC
01-December-2017 - onrec.com
Todays migration statistics published by the Office for National Statistics (ONS) is the first full-year set of data since the EU referendum Posted in Economy on 01 Dec 2017 Company Profile REC View profile » It shows a fall in NET migration, driven by a fall in immigration and a rise in emigration by EU citizens. Commenting, Recruitment & Employment Confederation director of policy Tom Hadley says: The news that more people from the EU are leaving the country and fewer are coming to the UK will be a concern for employers and should be a concern for government. Our data shows that candidate availability has been falling for four years. Employers will find roles even harder to fill as fewer people are coming to look for work. We need warehouse workers to pack up our deliveries, drivers to transport goods, and chefs and waiters in our restaurants. Employers will be hit hard at Christmas and no doubt the consumer will feel the effect as they end up paying more for products and services. The UK currently has a vibrant temporary labour market but as EU workers no longer feel welcome here it is under threat. We need this country to be an attractive place to work and live, which means the government needs to ramp up efforts on a Brexit deal that provides clarity for EU workers and assures them that they are valuable to this country. Post-Brexit immigration arrangements must also cater for temporary and seasonal workers to allow them to continue supporting the many sectors of our economy that rely on them.
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Brexit uncertainty driving EU migrants without 5 years residency out of UK, says IPPR
01-December-2017 - onrec.com
New IPPR work today further calls for a radical skills strategy for construction Posted in News archive on 01 Dec 2017 Marley Morris, IPPR senior research fellow, commenting on todays long-term immigration statistics from the ONS, said: Today we have new evidence that there has been a Brexit effect on EU migration. While there is no mass Brexodus of EU citizens, it is nevertheless true that net migration has slowed since the referendum, and this is driven in part by EU citizens leaving the UK. Our analysis suggests that EU citizens who have been in the UK for less than 5 years are particularly likely to be leaving. Given the proposed five-year residency requirement for settled status, this suggests that uncertainty over future status is a significant factor behind this emigration. Given migration patterns are now already changing, the government needs a twofold approach. First, it needs to send a clear signal to EU citizens (and to business) that their rights will be protected. Second, it needs to plan now to boost investment in skills domestically. Today, weve called for a radical skills strategy for construction, including a new construction productivity and skills levy to increase investment. The ONS migration statistics indicate that in the year ending June 2017 total long-term net migration to the UK was 230,000, compared to 336,000 in the year ending June 2016. This is largely due to a fall in net migration of EU citizens of 82,000, driven by falls of both EU15 citizens from the old member states and A8 citizens from the Eastern European 2004 accession countries. It should be noted that the migration figures are estimates only and subject to considerable sampling error. IPPRs analysis of the migration statistics suggests that in 2016 there was a statistically significant increase in emigration of EU citizens who had been in the UK for 1-4 years, from 45,000 to 77,000 (significant for EU15, A8, and A2 citizens). However, there was no significant increase in emigration for EU citizens who had been in the UK for 5 years or more.
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Accenture Publishes U.K. Gender Pay Gap Data
01-December-2017 - onrec.com
Median pay gap is 10.2 percent; mean pay gap is 16.7 percent Posted in News archive on 01 Dec 2017 Accenture (NYSE: ACN) today published its U.K. gender pay gap data, which measures the average difference in pay between men and women across a companys workforce. Accentures median pay gap in the U.K. is 10.2 percentversus 18.1 percent across all companies in the U.K., on averageand its mean pay gap is 16.7 percent. The company also reported its median bonus gap is 33.4 percent and its mean bonus gap is 52 percent. U.K. government regulations introduced earlier this year require companies with 250 or more employees to publish their gender pay gap information by April 2018 and each following year. Accenture continues increasing the number of women in its most senior roles, which is key to closing the pay and bonus gaps. We welcome the measurement and transparency that the Governments gender pay gap regulations bring, said Olly Benzecry, chairman of Accenture in the U.K. and Ireland. While our gender pay gap today in the U.K. is better than the average across the country, we still have work to do. We have an unwavering commitment to gender equality and working to close the pay gap and attracting, developing and advancing women at all levels is critical to our business and an essential element of an inclusive, innovative workplace, Benzecry added. Minister of State for Apprenticeships, Skills and Women Anne Milton said, I am very pleased to see Accenture publish their gender pay gap statistics. As more companies take this important step we are able to see greater transparency in workplace pay. Employers are then able to take steps to help women get back into the workplace after time away, and to make sure women get opportunities for progression at workboth of which will help to bring down barriers and tackle inequality. Closing the gender pay gap isnt just the right thing to do, it also makes good business sense, so that employers can take action to make sure every employee reaches their full potential. To support advancing more women to senior levels, Accenture uses approaches like Unconscious Bias training for all decision-making executives. Also, innovative new initiatives like its recently launched Break|Through programme in the U.K. provide training and re-entry support to people returning to work after a career break. Globally, Accenture has set a goal to achieve a gender-balanced workforce , with 50 percent women and 50 percent men, by 2025. The company also plans to increase the percentage of women in managing director roles to at least 25 percent worldwide by 2020. Accenture has also conducted research on closing the gender pay gap. Its latest report, Getting to Equal , reveals that todays female university students in developed markets could be the first generation in history to see the gender pay gap close in their professional lifetimes. For more information about Accentures gender pay gap, see https://www.accenture.com/gb-en/company-diversity www.accenture.com
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Hurricanes dampen Sept. job gains.
01-December-2017 - usatoday.com
Hurricanes Harvey and Irma slammed hiring in the U.S. last month, hitting restaurants and bars the hardest. But as Fred Katayama reports, unemployment dropped. Video provided by Reuters
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Iowa Exhausts Appeals in Lawsuit over Worker Injury; Costs Could Top $1M
01-December-2017 - insurancejournal.com
Iowa has exhausted its challenges to a lawsuit filed by a former state employee who said an agency fired him because of a work injury, and the costs to the state could top $1 million. The Iowa Supreme Court on
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Washington-based Trans Ocean to Settle Sexual Harassment Suit
01-December-2017 - insurancejournal.com
Washington-based Trans Ocean Seafoods Inc., doing business as New England Shellfish, will pay $75,000 to three female former employees and implement other relief to settle a federal lawsuit filed by the U.S. Equal Employment Opportunity Commission, according to the agency.
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EPIC Adds Elliott as Executive VP in Austin
01-December-2017 - insurancejournal.com
EPIC Insurance Brokers and Consultants, the retail property/casualty insurance brokerage and employee benefits consulting subsidiary of EPIC Holdings, has added insurance brokerage industry veteran Sam Elliott in Austin, Texas. Elliot will lead EPICs new business development efforts nationally and will
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Average Cost of Workers Comp in Washington Dropping in 2018
01-December-2017 - insurancejournal.com
The price of workers compensation insurance will go down for many businesses in Washington next year. The state Department of Labor Industries announced that the average amount employers and workers pay for the coverage will drop by 2.5 percent
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