United States
United Kingdom
Canada
Angola
Argentina
Bolivia
Brasil
Chile
Colombia
Ecuador
España
Mexico
Moçambique
Paraguay
Perú
Portugal
Uruguay
Venezuela
Jobmobile News - News of the world of labor
WATCH: New warning of counterfeit products sold online
28-February-2018 - abcnews.com
ABC News' Rebecca Jarvis explains how to be sure cosmetic, electronic and other popular products sold through sites like Amazon and Walmart are not counterfeit.
Link to full content:
Benefits for Gig Workers? Great Idea, But ?
28-February-2018 - workforce.com
The future of work is changing with the rise of contract workers, experts agree, and many of these freelancers are trying to build a career path in the gig economy. Because of this shift, traditional benefits will not hold up in the future. The post Benefits for Gig Workers? Great Idea, But ? appeared first on Workforce Magazine .
Link to full content:
Joint Employment Rules Takes Another Turn With NLRB Decision
28-February-2018 - workforce.com
Small-business owners, pay attention. This update on the issue of joint employment will be one of the most important things you will read this year. Joint employment has been on a bit of a roller coaster ride at the NLRB over the past few months. Im going to sort it all out for you and try to explain where we... The post Joint Employment Rules Takes Another Turn With NLRB Decision appeared first on Workforce Magazine .
Link to full content:
Being a mom has made me rich
28-February-2018 - usatoday.com
Farnoosh Torabi explains how motherhood changed how she approaches her career and how thats actually increased what she makes.
Link to full content:
Robot bakers blamed as Greggs announces jobs cuts
28-February-2018 - dailymail.co.uk
Greggs, which opened 90 stores last year, expects thousands of retail and distribution jobs this year, but will make hundreds redundant as it looks to save money on manufacturing.
Link to full content:
Toys R Us UK goes into administration
28-February-2018 - bbc.com
About 3,000 jobs are at risk at the UK's biggest toy retailer, but stores are still open for now.
Link to full content:
US slaps fresh tariffs on Chinese aluminium
28-February-2018 - bbc.com
Washington accuses Beijing of 'unfair imports' and says it will protect its workers.
Link to full content:
Report: Number of Qualified Medical Evaluators in California Workers Comp Fell
28-February-2018 - insurancejournal.com
The number of qualified medical evaluators resolve disputes over California workers compensation claim issues fell 20 percent between January 2012 and September 2017, according to a new California Workers Compensation Institute study. However, the CWCI study shows that the impact
Link to full content:
California Officials Lacked Good Fire Alert Plan, Report Shows
28-February-2018 - insurancejournal.com
Officials in a Northern California county were ill-prepared, disorganized and lacked sufficient training when deadly, fast-moving wildfires broke out last October endangering about 100,000 people, according to a report from California emergency managers. Sonoma County officials requested the state review
Link to full content:
Stone Creek Insurance Agency Opens Washington Office, Adds Staff
28-February-2018 - insurancejournal.com
Stone Creek Insurance Agency Inc. has opened a new office in the Paulsen building in downtown Spokane, Wash. and added several insurance professionals to staff the new location. Thomas Lynch has also been named vice president of operation for Stone
Link to full content:
5 myths about your 2017 tax refund and what not to do if you want it quicker
27-February-2018 - usatoday.com
New tax rules have taxpayers confused about what deductions to claim on 2017 returns. Plenty of myths exists on how to speed up your refund, too.
Link to full content:
Most have enough savings to cover credit card debt
27-February-2018 - usatoday.com
Of course 21% are completely unprepared to pay off their debt in an emergency situation.
Link to full content:
Ryanair to axe Glasgow Airport base
27-February-2018 - bbc.com
The airline will close its base at Glasgow Airport, warning that 300 jobs could go as a result.
Link to full content:
Officials Say Massachusetts Trolley Driver Paid Man $2K to Attack Him on Job
27-February-2018 - insurancejournal.com
Authorities say a Massachusetts trolley driver paid a man $2,000 to attack him while wearing a Halloween mask so the driver could fraudulently collect workers compensation and disability insurance. A Suffolk County grand jury indicted Thomas Lucey on charges of
Link to full content:
Alabama Agency Employee Arrested in $116K Crop Insurance Scam
27-February-2018 - insurancejournal.com
An Alabama woman who works for Dothans Farm Service Agency has been arrested on multiple fraud charges. Federal authorities say 36-year-old Anna Marie Knowles, of Headland, was arrested Thursday and faces charges of wire fraud, theft of government property and
Link to full content:
Papua New Guinea Quake Kills at Least 14; ExxonMobil Shuts $19B LNG Plant
27-February-2018 - insurancejournal.com
Up to 14 people were killed in landslides and by collapsed buildings during a powerful earthquake in the remote Papua New Guinea highlands, police and a hospital worker said on Tuesday, with unconfirmed reports of up to 30 dead. The
Link to full content:
Apple offers new wellness program for headquarters employees
27-February-2018 - usatoday.com
The iPhone maker is using a new healthcare provider, AC Wellness, to provide concierge-like service, the latest example of employers taking more charge of healthcare costs.
Link to full content:
Burnham Benefits Names Medina Account Executive in California
27-February-2018 - insurancejournal.com
Burnham Benefits Insurance Services Inc. has named Mirna Medina an account executive in the Los Angeles, Calif. office. Medina will help accelerate growth and strengthen the delivery of Burnhams employee benefits capabilities. Medina was previously senior client manager at Arthur
Link to full content:
Woman Pleads Guilty to Embezzling $1.1M from Connecticut Car Dealership
27-February-2018 - insurancejournal.com
A former employee of a luxury Connecticut car dealership has pleaded guilty to stealing more than $1 million from the business. Federal prosecutors say 50-year-old Vanessa Vence-Small, of New Windsor, New York, waived indictment and pleaded guilty to wire fraud.
Link to full content:
University of Alaska Data Breach Hits Staff, Students
27-February-2018 - insurancejournal.com
Officials say a data breach at the University of Alaska has impacted dozens of current and former employees and students. KTVA-TV reported that a university statement says security officials first started looking into the breach when problems arose with password-protected
Link to full content:
Avoiding Post-Brexit Chaos in Insurance Market Is Top Concern of Bank of England
27-February-2018 - insurancejournal.com
Avoiding chaos in the insurance market due to Britains European Union exit is a top Bank of England priority and making sure cross-border contracts continue to pay out after Brexit is a major concern, its deputy governor Sam Woods said.
Link to full content:
ClickIQ ready to scale up after completing £2million fundraise for its ground-breaking AI-powered Talent Attraction Platform
27-February-2018 - onrec.com
ClickIQ, an intelligent talent attraction technology platform, has announced it has reached its £2m fundraising target and is ready to scale up. Posted in News archive on 27 Feb 2018 Company Profile ClickIQ View profile » The money was raised in just eight days in a scheme which was 100% over-subscribed and spread across 13 high net worth fund managers and entrepreneurs. The funds will allow ClickIQ to quickly expand to meet the high levels of demand it has already seen from a large corporate client base. Richard Collins, co-founder said: We are delighted to have had such a high level of take up. This will allow us to fund our growth and fulfil our ambition to roll out internationally whilst also developing the platform to the next level. Plans include expanding the client account team to match the companys growth, expanding the media network to include passive candidate targeting and also further development of the AIs predictive analytics. ClickIQ already plugs recruiters into the UKs largest network of pay-per-click recruitment media. Its ground-breaking AI-powered technology, automated campaign management and intelligent analytics dashboard optimises job advertising performance. It places the job ad on the right media, at the right time, at the lowest cost per click, ensuring there is no wasted spend. It is also able to target both active and passive job seekers. Now that network is ready to be expanded. Beverly Shaw, co-founder, added: We are already advertising clients jobs in multiple countries and will now look to put people on the ground, with a focus on English speaking countries (US, Canada, Australia) and key European markets (Netherlands, France, Germany). James Eden, Investment Director, said: We are hugely encouraged that the investor appetite was so high. Investors are attracted to the business proposition because recent changes in the recruitment advertising market place, including a move towards in-house talent teams, has created a demand for something new. The UK is now increasingly following the US by moving from pay for duration advertising to a pay per click system and new tools are needed to manage and automate talent attraction. A need which ClickIQ is designed to fulfil. We pushed to complete this round of fundraising as soon as possible so that management can remain focused on growing the business. So, we are delighted to say the process is now closed and has been very successful. www.ClickIQ.co.uk
Link to full content:
REC partners with Women and Work APPG for recommendations around recruitment of women REC
27-February-2018 - onrec.com
The Recruitment Employment Confederation (REC) will act as a sponsoring partner for the Women and Work All Party Parliamentary Group (APPG) in 2018. As part of the collaboration the REC will support the groups activities and bring in its expertise on this years topic: How to Recruit Women for the 21st Century. Posted in News archive on 27 Feb 2018 Company Profile REC View profile » The Recruitment & Employment Confederation (REC) will act as a sponsoring partner for the Women and Work All Party Parliamentary Group (APPG) in 2018. As part of the collaboration the REC will support the groups activities and bring in its expertise on this years topic: How to Recruit Women for the 21st Century. Launched in 2016 as a result of increased focus on the role of women in the workforce, the Women and Work APPGs aim is to provide a forum for debate about what policy makers and stakeholders can do to deliver gender balance within the economy. REC director of policy Tom Hadley says: As the professional body for recruitment, the REC is proud to be partnering with the Women and Work APPG. Diversity and inclusion at work are important for the future sustainability and competitiveness of the UK labour market. We have already come a long way, but the speed of change is still too slow in important areas such as womens representation on boards and access to flexible working. This partnership is a great opportunity for us to share our expertise on hiring strategies and to support the continued drive to improve womens experiences in the labour market. Gillian Keegan, MP (Con) and co-chair of APPG: Entering and re-entering the labour market can still be full of challenges. Open and inclusive hiring practices are therefore essential if women are to have a fair chance of succeeding. Im really pleased that the Women and Work APPG will be looking at How to Recruit Women for the 21st Century during its 2018 programme of work. Im looking forward to working with the group to explore the difficulties and opportunities in this area and put forward concrete solutions for change and improvement. Jess Phillips, MP (Lab) and co-chair of APPG: While progress has been made in recent years, women still face persistent obstacles in the labour market. We have to make this a thing of the past. Employers need to think differently about their hiring process and take recruitment more seriously if they are to successfully attract and hire women today. Im excited about working with the Women and Work APPG this year to explore recruitment practices in depth, the problems that persist and the steps that employers and the government can take to ensure women are able to be progress. The Women and Work APPG is made up of the following parliamentary officers: Gillian Keegan MP (Con) Co-Chair Jess Phillips MP (Lab) Co-Chair Caroline Flint MP (Lab) Vice Chair Baroness Prosser (Lab) Vice Chair Baroness Uddin (Crossbench) Vice Chair Baroness Burt (LD) Vice Chair Neil Gray MP (SNP) Vice Chair Baroness Goudie (Lab) Vice Chair Baroness Garden of Frognal (LD) Vice Chair Deirdre Brock MP (SNP) Vice Chair Kirstene Hair MP (Con) Vice Chair
Link to full content:
Half of employees cant recite their organisations vision or values
27-February-2018 - onrec.com
More than half (52%) of employees in the UK cant recite their organisations vision, and nearly half (49%) cant recite their organisations values, according to new research from workplace help platform, Rungway. Posted in News archive on 27 Feb 2018 One in five (18%) dont think the values and vision reflect the companys reality Men are more likely than women to want to contribute to the company vision and values IT services workers want the most involvement among sectors More than half (52%) of employees in the UK cant recite their organisations vision, and nearly half (49%) cant recite their organisations values, according to new research from workplace help platform, Rungway . Two in five (39%) also said they wish they had more involvement in contributing to their companys vision and values. In terms of the language used, more than a quarter (27%) feel their organisations vision or values have too much corporate jargon and almost one in five (18%) say they dont reflect what the company is actually like. Young workers critical on corporate jargon Among demographics, men (45%) are more likely than women (32%) to want to be involved in contributing to the companys vision or values than women, and those aged 25 to 34-years-old are the most likely to be able to recite their companys vision and values (both 64%). That said, they are also the most likely (31%) among age groups to say the vision and values have too much corporate jargon. Older workers least likely to engage with vision and values The research also suggested poor knowledge of vision and values among older employees. Those aged between 45 and 54-years-old and those aged 55 to 64-years-old were the least likely among age groups to be able to recite their companys vision (both 63%). IT services workers are keen to be involved Among surveyed sectors, those working in IT services were the most likely to be able to recite their companys vision (59%) while banking workers (63%) were the best at reciting company values. On the flip side, healthcare workers (60%) were the least likely to be able to recite the company vision, and property workers (57%) were the least likely to be able to recite the company vision. IT services workers (39%) were also the most likely to say their companys vision and values are too corporate-jargon heavy, however they are also the sector that most want to be involved in contributing to vision and values (74%). Meanwhile, 30% of marketing workers are the most likely to feel that their companys vision and values dont reflect what the company is actually like the highest proportion among sectors. Company visions and values need to represent an organisation's purpose and inspire employees to contribute to that mission, so its worrying that so many employees don't know what these are. The research also shows more workers want to be more involved in contributing to vision and values, so companies need to work harder to engage their people in the process and think creatively to encourage everyone to find their voice. Boards are really focusing on employer branding, and in the fight for talent, companies must collaborate with their people to create compelling narratives that motivate the talent they have to stay on-side. Unengaged employees will walk away if nothing changes, said Julie Chakraverty, founder of Rungway. Rungway surveyed 2,000 Brits in employment on their feelings and attitudes to their workplace. For more information on Rungway, please visit www.rungway.com
Link to full content:
Permanent placements up 10% as employers shun short-term hiring
27-February-2018 - onrec.com
Professional recruitment firms reported that the number of candidates securing permanent roles in January 2018 increased by 10% year-on-year, according to new survey data from the Association of Professional Staffing Companies (APSCo). Posted in News archive on 27 Feb 2018 Company Profile APSCo View profile » Permanent placements increase by 10% Number of contractors out on assignment down 16% Permanent vacancies up 0.3% Contract vacancies slip 9% Average salaries down 1.2% year-on-year Permanent placements up Professional recruitment firms reported that the number of candidates securing permanent roles in January 2018 increased by 10% year-on-year, according to new survey data from the Association of Professional Staffing Companies ( APSCo ). APSCos data, which focuses on professional recruitment, reveals that vacancies for permanent staff also remained strong, increasing by 0.3% over the same period. This stability is reflected in the most recent figures from the Office for National Statistics which reported in February that UK employment levels now sit at 75.3%, a figure that was higher than a year earlier and the joint highest since comparable records began in 1971. While overall demand for talent remains resilient, vacancies for finance professionals to work on a permanent basis were particularly strong, jumping by 16% year-on-year. Contractors out on assignment down Demand for contractors decreased across many of the trade associations core sector groups. Vacancies within engineering, for example, slipped by just 5%, while demand within IT and marketing fell more significantly (by 8% and 21% respectively). Finance was the only sector where vacancies for non-permanent roles increased, with demand for contractors up by 2%. The overall number of contractors out on assignment, meanwhile, dipped by 16% during the same period. This can largely be attributed to a significant 38% year-on-year fall in IT professionals working on a contract basis during this time. Average salaries stable APSCos figures also reveal that median salaries across all professional sectors dipped by 1.2% year-on-year. This figure is characterised by notable fluctuations in terms of sector, with financial services and engineering, for example, recording uplifts of 1.8% and 2.4% respectively. Ann Swain, Chief Executive of APSCo comments: The market for permanent jobs started the year strongly, with financial services clearly leading the pack in terms of both demand and placements. The fact that the Bank of America has extended its London lease for another 10 years in commitment to the UK post-Brexit is indicative of the confidence that is driving this long-term approach to hiring in the sector. Looking forward, with recent research suggesting that financial services is one of the sectors that will be impacted least by Brexit, we expect this positivity to continue. John Nurthen, Staffing Industry Analysts Executive Director of Global Research commented: There continues to be a clear split in demand for skilled professionals as staffing firms are finding it easy to place candidates into permanent roles but much more difficult to fill temporary and contract positions. This schism in demand is most obvious in the social work and engineering sectors. With the latest unemployment rate down in February to 4.4% from 4.8% a year earlier, this tight labour market is likely to continue for the foreseeable future."
Link to full content:
Airstream hiring 300 workers for new plant as demand booms
26-February-2018 - usatoday.com
Both trailers and motorhomes are seeing big demand
Link to full content:
How to turn tech savvy into a fulfilling legal career (podcast)
26-February-2018 - abajournal.com
You love technology, you love the law, and you want a career that combines the two. But what kinds of legal tech jobs will be
Link to full content:
P&O set to chart course into major new £150m Tilbury terminal
26-February-2018 - telegraph.co.uk
Link to full content:
Public employee union fees raise ire at Supreme Court, but key justice remains silent on direction
26-February-2018 - usatoday.com
The Supreme Court staged an animated, at times angry, debate in a challenge to public employee labor unions that threatens their future.
Link to full content:
Exhibit A for Whats Wrong With the Fair Labor Standards Act
26-February-2018 - workforce.com
Consider this scenario. Employer and Employee have a good-faith dispute over whether Employer owes Employee for unpaid overtime for time Employee spent traveling. Employee sues. Court awards Employee $608.08 for unpaid overtime (doubled to $1,216.16 as liquidated damages). So far, this all seems kosher. Then, however, Employee files his petition for attorneys fees. $141,236.50 in attorneys fees. Ultimately, the court reduced... The post Exhibit A for Whats Wrong With the Fair Labor Standards Act appeared first on Workforce Magazine .
Link to full content:
Brexit prompts Credit Suisse to move 250 London jobs
26-February-2018 - bbc.com
The Swiss bank plans to move some investment bankers out of London ahead of Brexit, reports say.
Link to full content:
Fears mount that energy firms will ´slash and burn´ jobs to cope with price cap
26-February-2018 - telegraph.co.uk
Link to full content:
Appeals Court Rules Firing Over Sexual Orientation Is Illegal
26-February-2018 - insurancejournal.com
Gay workers and their corporate supporters won a legal victory over the Trump administration as a federal appeals court ruled that firing people over their sexual orientation is a form of illegal sex discrimination. The appeals court in Manhattan overturned
Link to full content:
EPIC Adds Edwards, Palmer to Risk Management Team in Houston
26-February-2018 - insurancejournal.com
San Francisco-based EPIC Insurance Brokers and Consultants has added veteran Maurice (Moe) Edwards and Walter Palmer to its team of risk assurance and asset protection professionals in Houston. This new national practice will operate as EPIC Integrated Risk Solutions with
Link to full content:
Jones Bootmaker saved for second time in less than a year
26-February-2018 - dailymail.co.uk
Investment firm Endless is said to have lined up the struggling footwear chain to be sold to family-run retailer Pavers Shoes.The deal is expected to save the majority of Jones 475 jobs.
Link to full content:
BMW to Recall 11,700 Cars to Fix Engine Management Software
26-February-2018 - insurancejournal.com
German carmaker BMW said on Friday [Feb. 23] it would recall 11,700 cars to fix their engine management software after it discovered that the wrong programming had been installed on its luxury 5- and 7-Series models. In the course of
Link to full content:
Top 5 tips about how to limit tax return penalties
26-February-2018 - dailymail.co.uk
Dawn Register, tax partner at BDO, the global accountancy firm, has provided five tips on how to limit the damage for those who missed the dreaded tax return deadline of 31 January.
Link to full content:
Workers Comp Losses Could Mean Savings for Maine Businesses
26-February-2018 - insurancejournal.com
Maine businesses could save as much as $27 million this year thanks to a projected decline in workers compensation insurance claims. Maine Superintendent of Insurance Eric Cioppa said he approved a 12 percent average decrease in expected workers compensation loss
Link to full content:
How to prevent falling for growing mobile phone scams
26-February-2018 - dailymail.co.uk
Under 25s are 75 per cent more likely to have been scammed in 2017 than those aged over 55, according to figures from call-blocking firm Truecaller.
Link to full content:
Markel Corporation Hires Hungate-Noland in Virginia
26-February-2018 - insurancejournal.com
Markel Corporation has hired Beth Hungate-Noland as a managing director. In this role, Hungate-Noland will join the team at Markel that is responsible for oversight of the companys Markel Ventures operations and will be based out of Markel Corporations headquarters
Link to full content:
Do I have rights to a pension from a job I had in 1980s?
26-February-2018 - dailymail.co.uk
I have come across old pay slips for a job I had in 1984. My then employer deducted a princely sum of £45.30 in total and as far as I can recall, they never refunded it.
Link to full content:
How to get out of your Sky contract and get a better deal
26-February-2018 - dailymail.co.uk
Sky has confirmed a price hike for customers from April, raising prices by an average £2.50 per month. Some people can leave without penalty - here's how and the top deals to switch to if you jump ship.
Link to full content:
32% of Millennials would break up with their significant other for a $37,000 raise
26-February-2018 - usatoday.com
Millennials are so focused on career advancement, that respondents admitted that theyd be willing to stay single for 11 years.
Link to full content:
Building a connection: How to tell your freelance story
26-February-2018 - usatoday.com
Telling your story is the best way to build a personal connection with potential clients.
Link to full content:
NBA Opening Hotline for Reporting Workplace Issues
26-February-2018 - insurancejournal.com
The NBA is establishing a confidential hotline for league and team employees to report concerns about misconduct in their workplace. The move comes after a Sports Illustrated report that described a hostile environment for women in the Dallas Mavericks organization.
Link to full content:
Report: Los Alamos Workers Exposed by Lapses in Handling of Toxic Metal
26-February-2018 - insurancejournal.com
A new federal report says Los Alamos National Laboratory violated regulations to protect workers from exposure to a metal that can cause lung disease and cancer. The Energy Department inspector generals report says the nuclear weapons lab didnt properly track
Link to full content:
How to Change Teens Attitudes on Drinking in 40 Seconds
26-February-2018 - insurancejournal.com
Alcohol is frequently featured in entertainment media targeting teenagers, but can a simple message alter their attitudes about drinking? According to research from a professor at American University, the answer is yes. Cristel Russell, an associate professor at the universitys
Link to full content:
Over half of UK professionals place a good salary as their TOP career priority
26-February-2018 - onrec.com
As CV-Library discovers how career priorities have shifted in recent years Posted in News archive on 26 Feb 2018 Company Profile CV-Library.co.uk View profile » - January saw application rates soar by a staggering 83.6% across the UK, suggesting that many job hunters are on the lookout for their next opportunity. With this in mind, CV-Library , the UKs leading independent job site, sought to reveal what professionals value most in a job, with a good salary (58.1%) and friendly colleagues (48.2%) topping the list. The survey of over 1,200 workers revealed that over half (55.6%) of the nation are unhappy in their current roles. This job dissatisfaction could be one of the driving factors behind last months hike in application rates. When asked to share what they believe to be the biggest contributing factors to their own workplace happiness, professionals revealed that their top career priorities include: A good salary 58.1% Friendly colleagues 48.2% Great company culture 40% Room for progression 33.5% Learning new skills 28.2% A nice boss 22.4% Flexible working opportunities 13.3% Good location close to home 11.5% Interesting daily responsibilities 10.9% Good workplace perks 10.4% Interestingly, salary was the driving factor for the majority of men (61.3%) but this was not the case for their female counterparts. In fact, friendly colleagues came top of the list for the majority (54.9%) of women, just slightly above a good salary (53%). Lee Biggins, founder and managing director of CV-Library , comments: Candidates are storming the job market like never before and its clear that many are searching for roles with a strict set of criteria in mind. As such, its important that businesses are offering the full package. But this doesnt just mean fair salaries and workplace perks. A great company culture and a friendly workforce should also be a priority. Whats more, when comparing these factors with data from February 2016, the findings suggest that that there has been a shift in the career priorities of UK professionals. In fact, the job role and its responsibilities was the number one career priority for workers two years ago (54.4%), shortly followed by salary (45.6%). Biggins concludes: Its interesting to see this shift in career priorities, with professionals no longer placing as much importance on the role itself. Its definitely important to enjoy what you do and this should always be a priority when moving jobs. That said the move is not surprising given ongoing economic uncertainty, as todays professionals seek financial stability. If youre looking for talented professionals, check out CV-Librarys extensive CV database , or advertise your jobs now.
Link to full content:
3 months to go: 6 tips to make test data GDPR compliant
26-February-2018 - onrec.com
Jes Breslaw, director of strategy, EMEA at Delphix Posted in Opinion on 26 Feb 2018 While data owners scramble (pun intended) to protect their production data, what about multiple copies that sit in test and reporting systems? This can account for as much as 80% of the total data in an organisation. Data privacy is soon to become a basic human right with just 3 months until GDPR, what should you be considering when protecting this large volume of data? Minimise your data Do you really need to copy all tables and fields into your test or reporting system? It may be less administration to copy the lot, but consider minimising the data you send. Govern data access Dynamic Data Platforms enable businesses to centrally control all data that sits in test and reporting environments and mask it at the same time. Data operators can manage who has access to what data, for how long, and when, and quickly erase datasets when no longer required. Data consumers can access and use data independently, while administrators retain full control over masking, privileges and physical resources. Mask once, deliver many The trouble with traditional masking solutions is they have to be scripted for each new project, taking a lot of resource and time. Ensure data masking is designed into your data platforms so that no matter the source or the application, you can build the masking policy once, and delivery the secure data wherever you need to. Use technology shortcuts With GDPR impending, businesses need to protect sensitive data as quickly as possible. Modern data masking solutions have database profiling tools that scan tables and fields to detect confidential information such as email addresses, credit card numbers, or patient records. Some even recommend masking algorithms which dramatically cut down the time it takes to build and enforce data masking. Mask everywhere Whether now or in the future you will at some point need to send data into the cloud, but masking data before it gets to the cloud slows down projects and increases costs. This goes against the very benefits the cloud should bring. Ensure that your data platform can replicate continuous updates and mask data to realise the agility and savings from the cloud. Everyone should win Data Protection doesnt have to be a battle between risk and time-to-market. Use GDPR as an opportunity to design new processes and bring in new platforms to help manage, secure and deliver data that adds agility to your business.
Link to full content:
New appointments at Team Engineering
26-February-2018 - onrec.com
Team Engineering Limited, a London-based supplier of contract and permanent personnel to the engineering sector, has recently made three new appointments in its Twickenham office: Claire Brewer, Resourcer ; Anya Knoll, Resourcer; and Ash Singh, Marketing and PR consultant. Posted in Appointments on 26 Feb 2018 The appointments come after Team Engineerings successful bid to supply skilled labour to the highly-coveted HS2 project earlier this month. Carl Wheeler, Managing Director, attributes this achievement to the companys continued commitment to providing skilled personnel. When asked about the new appointments at Team, Carl said: Due to the companys growth in the past year and the increased demand for skilled candidates in the engineering sector, I felt it was essential to get Claire and Anya on board. They will be a key part of our continued growth, sourcing only the best candidates for our valued clients. Primarily based in Twickenham, Claire and Anya will be responsible for supporting the growth of Teams candidate database while strengthening their contract and permanent offering across the UK. In addition to the above, Id also like to welcome Ash [Singh] on board - a Marketing and PR consultant with 6 years of marketing experience in the construction/engineering industry to further improve our marketing and manage our press office., said Carl. Established in 2005, Team Engineering is a well-known and trusted option for companies looking for recruitment assistance within the contract / permanent sector.
Link to full content:
Further fall in EU migration will put strain on businesses REC
26-February-2018 - onrec.com
Todays migration statistics published by the Office for National Statistics (ONS) show a fall in NET EU migration, driven by a fall in EU citizens coming to the UK for work. Commenting, Recruitment & Employment Confederation director of policy Tom Hadley says: Posted in Opinion on 26 Feb 2018 Company Profile REC View profile » Todays figures will be very worrying for businesses. This latest drop in the number of EU workers coming into the country will put a further strain on employers. We are already battling with skills shortages and this is a challenge for the whole labour market, at both graduate and non-graduate level. Government cant ignore any longer that Brexit is having an effect on the workforce. We urgently have to turn things around and make sure that EU workers still want to come to the UK. Employers need clarity so they can plan for the future and be able to invest in the growth of their businesses. We urge the government to come up with a post-Brexit immigration strategy that is based on evidence and will give businesses access to the workers they rely on. And this needs to include temporary and seasonal workers.
Link to full content:
New figures suggest Brexit contributing to workforce crunch, says IPPR
26-February-2018 - onrec.com
ONS migration statistics show sharp fall in EU nationals coming to UK to look for work Posted in News archive on 26 Feb 2018 Phoebe Griffith, IPPR Associate Director for Migration, commenting on todays long-term immigration statistics from the ONS, said: The latest migration statistics confirm a significant fall in net inflows of EU citizens to the UK. This is not a Brexodus there are still more EU nationals coming than going but there has been a sharp fall in EU nationals coming to the UK to look for work since the referendum, as well as a rise in EU nationals leaving. Were now starting to feel the effects of this trend on our immigration system and the UK labour market. For the third month in a row, the cap on recruiting skilled migrants from outside the EU has been hit, largely due to pressures to recruit from abroad within the NHS. Given all the barriers currently facing employers who want to recruit from outside the EU including salary thresholds, labour market tests, and the £1000 immigration skills charge the fact that the cap is still repeatedly being hit shows the irrepressibly high demand for migrants among employers. Government needs to act now by lifting the arbitrary monthly limit. But employers also need to plan now for a world without freedom of movement. This means business working with government to develop new skills and productivity strategies for key sectors reliant on EU labour. The ONS migration statistics indicate that in the year ending September 2017 total long-term net migration to the UK was 244,000, compared to 273,000 in the year ending September 2016. There has been a large fall (75,000) in net migration of EU citizens, driven by falls of both EU15 citizens from the old member states and A2 citizens from Romania and Bulgaria. The net inflow of A8 citizens from Eastern European accession states is already low, having fallen in past quarters, but has not dropped further. The changes are in part due to a fall in EU nationals coming to the UK to look for work and an increase in EU nationals leaving the UK. The number of EU citizens leaving the UK is the highest recorded since 2008. It should be noted that the migration figures are estimates only and subject to considerable sampling error. www.ippr.org
Link to full content:
The Executive Research Revolution: AESC Announces #ExecResearch Forum in London
26-February-2018 - onrec.com
Research teams from top executive search firms in the UK, Europe and beyond will convene for AESC's Executive Research Forum on March 22, 2018 at Londons St. Ermin's Hotel. Posted in News archive on 26 Feb 2018 AESC Global Chair, Paul Benson of Korn Ferry, will open the event sharing insights on the executive search profession in an era of widespread disruption and lightning-fast change. Clare Mahon, AESC Managing Director for the Europe & Africa region, will guide participants on the EU General Data Protection Regulation (GDPR) and its impact on the role of executive researchers. The session will cover how, when, and why research teams solicit, use, access, and store personal data, as well as determine legitimate interest and consent of candidates, sources, and referees. Kelsey Froehlich and Ekaterina Tomashchuk of Mintz Group, a global leader in due diligence and investigations services, will lead an engaging session on uncovering potential issues through smarter research. American expert trainer to global research teams, Rachel Roche, will take participants through an interactive session on new strategies and concrete methods to maximize every moment of the candidate conversation. Vera Klaus of Phoenix Executive, a recruitment research company, will lead a hands-on session on best practices for the mapping of organisations. The session will cover various ways to generate quality organisational maps, including internet research and cold-calling, and the importance of telephone research and referrals. Laura Stoker of AIRS, a world leader in recruitment training, will examine the changes taking place with professional networking sites, demonstrate other options available for finding candidates, and share fast sourcing ideas to make locating candidates off the beaten path easier. Karen Greenbaum, AESC President and CEO, commented: "AESC Forums provide cutting-edge professional insights in a dynamic, non-competitive, interactive environment. The focus is on sharing best practices, emerging research techniques and tools, and different approaches to the challenges faced by today's executive research teams. AESC's event is sponsored by AESC partners AIRS, The Cluen Corporation, Invenias, Mintz Group and Phoenix Executive. To learn more about AESC's Executive Research Forum, or to register, please visit the AESC website at www.aesc.org . About the Association of Executive Search and Leadership Consultants AESC is the voice of excellence for the executive search and leadership consulting profession worldwide. Its rigorous Code of Professional Practice guides our members in nearly 1,300 offices in 74 countries and beyond to serve as strategic advisors on behalf of their clients. In turn, AESC members are best positioned to provide companies with a competitive advantagethe ability to find, attract and develop the best talent in the world and ensure that executives are successfully integrated.
Link to full content:
The Economic Cost of Discrimination to the UK Economy: £127 billion a year
26-February-2018 - onrec.com
Discriminatory pay practices in the workplace are costing the UK Economy a staggering £127 billion in lost output each year. Posted in News archive on 26 Feb 2018 The economic cost of workplace discrimination to the UK Economy is £127 billion Of the £127 billion, £123 billion is due to gender discrimination, £2.6 billion as a result of discrimination against ethnic minorities and £2 billion due to discrimination as a result of sexual orientation The UKs most diverse workplaces (across gender, ethnicity and sexual orientation) are 12 percentage points more likely to financially outperform their industry average than the least diverse firms. Firms with the most developed diversity policies are 15 percentage points more likely to financially outperform those with less of a diversity focus. Discriminatory pay practices in the workplace are costing the UK Economy a staggering £127 billion in lost output each year. A new in-depth report commissioned by INvolve, a membership organisation that champions holistic diversity and inclusion in the workplace, and Cebr, an economics consultancy, highlights the benefits of a diverse and inclusive workforce on both the businesses bottom line and the wider economy. Diversity drives business performance An analysis of over 500 workplaces uncovered a significant positive correlation between diversity and financial performance. The most diverse workplaces, in terms of gender, ethnicity and sexual orientation, are 12 percentage points more likely to outperform industry averages than the least diverse businesses. Furthermore, the research found that companies with a well-developed diversity policy outperformed national industry average by 15 percentage points. For example a company with a strong diversity policy would actively monitor and measure diversity, recruitment and promotion practices. The economic cost of workplace discrimination Despite the above positive correlation between good diversity policy and performance there is overwhelming evidence that discrimination against women, ethnic minorities and sexual orientation minorities is still widespread. The main economic problem from discriminatory practices in the workplace is an underutilisation of human resources. This manifests itself in many ways, including lower productivity and wages. By studying differences in pay, this report estimates the annual loss in economic output to UK economy that results from discrimination in the workplace. The report focuses on gender, ethnicity and sexual orientation wage gaps to quantify the corresponding costs to the economy of discrimination against these groups: Gender: Women earn on average 20% less than men. This suggests gender-based workplace discrimination costs the UK economy up to £123 billion in lost output. Ethnicity: After finding significant wage gaps in favour of white people for almost all ethnicities the report places the cost of discrimination against ethnic minorities at £2.6 billion. Even when controlling for education levels this pay gap is still prevalent with white people earning on average £67-£209 more per week when compared to similarly qualified individuals of a different ethnic background. However, those with a mixed ethnic background showed average earnings at £152 above white counterparts. Sexual Orientation: The pay gap around sexual orientation indicates a loss in output worth £2 billion each year. Economic output lost through discrimination. Cebr Unadjusted gap Accounting for full time / part time work Accounting for education (full time employees only) Gender Pay Gap (male earnings womens earnings) £249,416,000,000 £92,499,000,000 £122,733,000,000 Pay Gap by Ethnicity £2,602,000,000 Pay Gap by Sexual Orientation £1,956,000,000 Double Diversity Dividend Overall, the report shows that there is a double-dividend to increasing workplace diversity and decreasing discriminatory pay practices. More diverse firms are more likely to be financially successful, while the reduction of workplace discrimination would not only help raise the income of many groups, but also benefit the economy as a whole substantially. Suki Sandhu, Founder CEO, INvolve, commented Business is led by its bottom line. The report weve released today is a timely reminder of the crucial role a diverse workforce plays in business success. The economic rewards speak for themselves, and the social ones are equally invaluable. In the current climate, where the fight for equality and balanced representation is being fought on many fronts every day, we need businesses to stand up and work to drive change in our society and our workplaces; to ensure that everyone, no matter their gender, heritage or sexuality, is given an equal opportunity to thrive and reach their full potential. This is why we have launched INvolve a motherbrand sitting above our OUTstanding, EMpower and HERoes initiatives with a holistic approach to diversity and inclusion in business, helping to create organisations where anyone can, and does, succeed. Christian Jaccarini, Economist at the Centre for Economics and Business Research, commented Firms seeking a competitive advantage ought to consider both how they can achieve a more diverse workforce and what pro-diversity policies they can put in place, as our research shows that the most diverse firms and the most pro-diversity firms are more likely to be top performers in their industries. Similarly, although the UK is more diverse than ever, discrimination is still costing the economy enormously. In fact, our upper-bound estimate finds that UK GDP would be around 7% higher if workplace discrimination based on gender, sexual orientation and ethnicity was eliminated. At the economys current rate, that growth would take just under four years to achieve.
Link to full content:
Want to work in HR? How to write a generalist resume
25-February-2018 - usatoday.com
How do you get hired in HR? Some tips if you are interested in becoming a human resources professional.
Link to full content:
Left your 401(k) at an old job? Heres how to find it.
25-February-2018 - usatoday.com
If you changed jobs in the last decade, you may be among the millions who accidentally abandoned a 401(k).
Link to full content:
Eddie the Eagle opens up about his career highs and lows
24-February-2018 - dailymail.co.uk
Eddie the Eagle Edwards, the Olympic ski jumper, earned hundreds of thousands of pounds from the Hollywood movie of his life but lost most of it when he divorced his wife.
Link to full content:
How to ensure your charitable donations go to good causes
24-February-2018 - dailymail.co.uk
We run through the checks you can do, the warning signs to look out for and the rules to follow to increase your confidence that your money is doing what you want it to.
Link to full content:
Santander jolted by revelations of bosss RBS past
24-February-2018 - dailymail.co.uk
Top management at Santander have been rocked by fresh revelations about the role of its UK chief executive Nathan Bostock in a previous job at RBS.
Link to full content:
Up to 100 jobs at risk as Missguided slims down
24-February-2018 - dailymail.co.uk
Online fashion retailer Missguided, which has been lauded as one of the countrys fastest growing firms, has launched a redundancy programme.
Link to full content:
Your coworkers got a raise and you didnt. Now what?
24-February-2018 - usatoday.com
Learning that you didnt get a raise while others did is a tough pill to swallow. Heres what you can do with that information.
Link to full content:
Aberdeen chief Martin Gilbert tees up job at Wentworth
24-February-2018 - dailymail.co.uk
Investment titan Martin Gilbert may be spending a little more time on the golf course after agreeing to sell Standard Life Aberdeens insurance division to Phoenix Group for £3.24 billion.
Link to full content:
Struggle to fill vacancies amid UK jobs boom
24-February-2018 - telegraph.co.uk
Link to full content:
Workplace: 5 tips on how to keep employee turnover low
24-February-2018 - usatoday.com
One core aspect of successfully running a business is keeping staff happy and motivated so that they continue to perform at effective levels.
Link to full content:
How to clean up financial clutter
24-February-2018 - usatoday.com
Financial clutter has a way of filling up space you need for something else.
Link to full content:
How to find lost 401(k) cash (and other unclaimed money
24-February-2018 - usatoday.com
When workers change jobs they forget the money in their former 401(k).
Link to full content:
How to choose a trustworthy and competent builder
23-February-2018 - dailymail.co.uk
If a builder who is, or should be, VAT registered offers to work at a discounted price, walk away, says Charles Brook.
Link to full content:
Steve Jobs´ pre-Apple job application could fetch $50,000 at auction
23-February-2018 - reuters.com
LOS ANGELES (Reuters) - A job application filled out by Steve Jobs more than four decades ago that reflects the Apple founder's aspirations to work in technology and design will go up for auction...
Link to full content:
Thousands of jobs at risk as Toys R Us readies for collapse
23-February-2018 - telegraph.co.uk
Link to full content:
General Electric´s workforce grew 6 percent last year: SEC filing
23-February-2018 - reuters.com
NEW YORK (Reuters) - General Electric Co added 18,000 thousand employees to its worldwide workforce last year, a 6.1 percent increase that comes as the company is trying to cut costs to shore up its profits, according to a regulatory filing on Friday.
Link to full content:
This is why your fridge smells
23-February-2018 - usatoday.com
How to stop the stink in its tracks
Link to full content:
Your makeup brushes are loaded with deadly bacteriaheres how to wash them
23-February-2018 - usatoday.com
No excuses.
Link to full content:
Former Swett Exec Vogle Joins Worldwide Facilities as SVP in Atlanta
23-February-2018 - insurancejournal.com
National wholesale insurance brokerage and managing general agent Worldwide Facilities has added George Vogle to its Atlanta office as a senior vice president specializing in professional liability. Vogle began his career in 1977 with General Reinsurance in Chicago as a
Link to full content:
Career advice: Whats in store for nurses in 2018?
23-February-2018 - usatoday.com
There are some general workplace and industry trends that we can look at to determine what kind of year nurses can expect in 2018.
Link to full content:
GDPR The biggest threat to your business could be closer than you think
23-February-2018 - onrec.com
With weeks to go until the biggest change to Data Protection Laws in 20 years, GDPRPLAN.com is taking a proactive approach to most in order to help companies prepare for compliance Posted in News archive on 23 Feb 2018 GDPRPLAN.com isnt another software company offering technology solutions to help you become GDPR Compliant (nowhere in the GDPR does it state that using 3 rd party technology will help mitigate the risks). Instead, GDPRPLAN.com focuses on helping companies with their Accountability and Governance duties by providing staff training and awareness around Data Protection and Information Security, in line with the Accountability and Governance requirements set out by the Information Commissioners Office to implement technical and organisational measures to mitigate risk of non-compliance. With fines of up to 20m or 4% of your groups global annual turnover (whichever is the greatest) the recruitment industry should probably take note given the volumes of personal data and candidate information that they hold. If staff arent aware of their legal obligations, or your company isnt demonstrating a top-down approach to information security and respect for individuals data, the consequences (if found guilty of non-compliance) could be greater than you think. Micky Khanna, founder of GDPRPLAN.com says: The biggest challenge that companies face is within their organisation such as low security awareness amongst employees, and lack of skilled personnel. In fact, if you look at the 2017 Cyberthreat Defense Report by CyberEdge Group, theyve also found that lack of management support & awareness as one of the major barriers to establishing effective defences. Staff training and competency is listed as one of the key requirements of the new regulation in terms of Accountability and Governance, which is what we deliver to businesses and GDRPRPLAN.com goes right to the heart of addressing these issues in that we offer 2 training programmes one for Heads of Departments and key stakeholders of GDPR implementation within the company, the other programme is aimed towards company-wide staff so as to ensure awareness of their duties around security and company policies and processes (and the implications of their actions if negligent). Companies must ask themselves if found guilty of non-compliance, would the reputational damage, commercial and punitive losses, business interruption and/or loss of confidential information affect our business? If the answer is yes, then we should probably have a conversation. www.GDPRPLAN.com
Link to full content:
UK labour market statistics: move along, nothing (much) to see here
23-February-2018 - onrec.com
Nigel Meager, director of the Institute for Employment Studies (IES), comments on the ONS labour market statistics released on 21 February 2018: Posted in News archive on 23 Feb 2018 The latest employment statistics from ONS cover the three month period up to the end of December 2017, and on the face of it reflect a continuation of the remarkably robust pattern of the last few years. It is interesting to note that the vast majority of the recent growth in employment consists of those in full-time employment. Self-employment, which has been a key component of jobs growth in recent years, appears to have gone off the boil, the numbers of self-employed are down again, and the growth in part-time and temporary work has also gone into reverse. These changes may be early signs that the sustained tight labour market is starting to generate more stable, higher quality jobs than in previous years. Further evidence of the tightness of the labour market is evident in the fact that unfilled vacancies are also at record levels (up to 823,000 in the latest quarter), but despite this, pay growth remains very muted and below inflation. The big unanswered question is, how long will the lid remain on pay growth, given the pressures building up in the labour market? More generally, overall employment levels are up and the employment rate remains at a record high level (just over 75 per cent), although the rate of growth is somewhat more muted than we have become used to. There has been a slight increase in unemployment but the rate of unemployment at 4.4% remains very low in historical terms. Importantly, the slight upturn in unemployment has not been at the expense of people in work, but stems from a reduction in the numbers of inactive people, more of whom appear to be joining what is now a very tight labour market.
Link to full content:
PEMCO in Washington Names Simonson Learning and Development Manager
23-February-2018 - insurancejournal.com
PEMCO Insurance in Washington has added Curt Simonson to the carriers people and brand team as the departments learning and development manager. Simonsons responsibilities include managing employee training programs and leadership development strategies, with a focus on creating opportunities for
Link to full content:
Struggle for talent continues despite rise in unemployment REC
23-February-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS), based on data from October-December 2017, show that both the number of unemployed people and the number of vacancies have increased while real wage growth is still falling. Posted in News archive on 23 Feb 2018 Company Profile REC View profile » Recruitment & Employment Confederation (REC) director of policy Tom Hadley comments: As inflation is still outstripping pay growth the increase in volume of jobseekers could be a result of households struggling financially and more people are going out to look for work. The feedback from recruiters is that one of the overriding challenges remains finding the right candidates for the available vacancies. The fact that more people are now seeking work could help this situation. However, the biggest issue is the skills mismatch the country is facing and the new jobseekers might not necessarily have what employers are looking for. Our own data shows that businesses are offering higher starting salaries for new hires which demonstrates what they are prepared to do to find the talent they need. Another specific way to address skills shortages is for government to broaden the Apprenticeship Levy so the whole workforce including agency workers can benefit from training.
Link to full content:
Medical Marijuana Gaining Favor as Treatment in Workers Compensation
23-February-2018 - insurancejournal.com
Though states and the federal government remain at odds on marijuana legalization, the drug is gaining traction as a viable treatment in workers compensation claims. In a recent discussion with Claims Journal, Brian Allen, vice president of government affairs for
Link to full content:
Workers at Pirelli beat inflation with Unite
23-February-2018 - onrec.com
Over a thousand workers at Pirelli have received an inflation busting 4.5 per cent pay increase this month (February) which means an extra £1,500 for a typical production worker or £1,800 for a production worker on a weekend shift. Posted in News archive on 23 Feb 2018 The pay deal is part of a two deal worth 7.5 per cent. Workers received a three per cent pay deal in 2017, meaning over the two year period Unite negotiated an extra £2,500 for a typical production worker or £2,953 for a production worker on a weekend shift. The pay deal once again illustrates the benefits of having a strong trade union negotiate your pay and conditions. Last month workers at a Japanese firm based in Wigton, Cumbria accepted an extra £1000 a year on their annual salary following talks between the unions and management. The two deals compare favourably to official figures showing average total wages were up by just 2.5 per cent across the economy. The Pirelli production site at Carlisle employs around 900 workers. The pay deal also applies to Pirelli workers at the Burton on Trent site. The company supplies tyres to Jaguar Land Rover, Volkswagen Audi, Porsche, BMW, Mercedes and Volvo. Unite regional officer Malcolm Carruthers said: Having a professional and well organised trade union at work helps to boost your pay. The pay deal at Pirelli has given manufacturing workers a year on year pay boost which makes a real difference to their incomes at a time when pay is falling flat across the economy. The deal was negotiated by Unite union representatives who work for Pirelli and its a testament to the work they do on behalf of their colleagues. Last month Unite launched a powerful online tool to help workers secure a fair share of company profits. Unites new online tool will mean that in just a few minutes, union reps can generate a professional pay claim. At the click of a mouse the tool allows union reps to gather the latest up- to- date information from Companies House, the Office for National Statistics and the unions own database containing the details of tens of thousands of pay deals. The Pay Claim Generator will help prevent employers from claiming pay increases are not affordable. The Pay Claim Generator was designed as part of Unites industrial strategy entitled Work, Voice, Pay which is about empowering union members by giving them the tools and support in the workplace to help them win at work.
Link to full content:
UK Tech Executives See Challenging Hiring Environment Ahead
23-February-2018 - onrec.com
Research from CompTIA Finds Many Industries Competing for Tech Talent Posted in News archive on 23 Feb 2018 Information technology (IT) industry executives in the United Kingdom see another year of challenges ahead on the hiring front, according to research from technology industry trade association CompTIA. About one-third of UK tech executives surveyed by CompTIA think 2018 will be moderately more challenging than 2017 when it comes to recruiting new technology workers. Another 43 percent of executives say 2018 will probably be on par with last year. With employer demand for tech talent routinely outstripping supply, the year ahead will force more organisations to rethink their approaches to recruiting, training and talent management, said Graham Hunter, CompTIAs vice president for skills certification in Europe and the Middle East. The data on hiring challenges is included in CompTIAs recently published IT Industry Outlook 2018. Even with the uncertainty over hiring, UK tech executives are generally optimistic about business prospects for the year. CompTIA forecasts a UK industry growth rate of 5.1 percent for 2018, with upside potential of 7.2 percent. Thats in line with CompTIAs global forecast of 5 percent growth. In the report, we can see year-on-year growth in the UK IT workforce and this is matched in the growth weve seen amongst our membership, says Estelle Johannes, Director, Member Communities at CompTIA. This is set to increase as the influence of emerging tech such as blockchain, AI and AR/VR revolutionises the way the industry conducts business, which is why we are putting our core focus into helping our members transition to new ways of working and help the sector grow. Among the hiring challenges technology companies face is competition for tech talent from other industries, according to a separate CompTIA analysis of the IT employment scene in the UK. Beyond the information and communication sector, strong demand for tech workers is present among employers in manufacturing; professional, scientific and technical pursuits; human health and social work; and finance and insurance. Postings for core IT jobs across the UK surpassed 290,000 in Q4 2017, accounting for 13 percent of all jobs posted (2.3 million during the last three months of 2017. It also represented a 14-percent increase in core IT jobs postings from Q4 2016 to Q4 2017. For the full year in 2017 more than 1.3 million job postings for core IT positions were placed by UK employers, a 6-percent increase from the prior year, said Amy Carrado, senior director, research and market intelligence, CompTIA. The number of IT workers in the UK also increased last year, to an estimated 1.23 million. The top five job categories for core IT workers in the UK are: Programmers and software development pros (242,020) IT specialist managers (216,918) IT and telecommunications pros (other) (173,426) IT operations technicians (114,266) IT business analysts, architects and systems designers (107,154) The top locations for IT jobs, based on the number of workers in 2017, include London, Berkshire, Hampshire, Surrey, and Manchester. CompTIAs IT Industry Outlook 2018 report is based on a December 2017 survey of 674 IT industry executives, including 107 in the UK. The complete report is available at https://www.comptia.org/resources/it-industry-trends-analysis . The CompTIA UK IT Employment Snapshot report is available at https://www.comptia.org/resources/comptia-uk-it-employment-snapshot-2017-q4 .
Link to full content:
Unemployment rise is a warning, but not the start of a crisis - CIPD
23-February-2018 - onrec.com
Commenting on the latest labour market statistics from the ONS, Ian Brinkley, Acting Chief Economist from the CIPD, the professional body for HR and people development said: Posted in News archive on 23 Feb 2018 Company Profile CIPD View profile » "The substantial and unexpected rise in unemployment is a clear warning that the UK labour market may be running out of steam, but there are reasons to believe that this is a one-off, as opposed to the beginning of a larger employment crisis. There has still been a significant rise in employment dominated by an increase in full time, permanent jobs, while some of the rise in unemployment may be attributed to more students entering the labour market. The strengthening of wage growth is also a welcome sign as, when coupled with likely falls in inflation, it opens up the possibility of real wage growth in the coming months, which will be a great relief to those workers who have seen their pay packets squeezed for months on end.
Link to full content:
Pay awards hit four-year high
23-February-2018 - onrec.com
Pay deals in the three months to the end of January 2018 are worth a median 2.5%, according to data from pay analysts XpertHR Posted in News archive on 23 Feb 2018 This marks an increase on the 2% median award recorded in every rolling quarter during 2017, and is the highest figure seen since the three months to the end of March 2014 (when pay awards were also at a median 2.5%). XpertHRs headline measure of pay awards has not been higher than 2.5% since the three months to the end of December 2008. Just over half (53.5%) of pay awards provided higher increases than the same employees received the year before, with just 16.8% receiving a lower settlement. Although the median pay award has risen, 2% remains the most common pay rise, accounting for 22.4% of awards (15.3% received 2.5%). The current sample is exclusively made up of pay awards in the private sector pay bargaining in the public sector will start again in April, when the majority of deals in the sector will settle. The figures reflect the Bank of Englands assertion that wage growth will pick up during 2018. What is less clear, however, is whether pay awards will exceed inflation this year. Based on a comparison of XpertHR pay data and retail prices index (RPI) inflation, prices have been rising faster than pay since September 2016. RPI is expected to average 3.7% over the first half of this year, suggesting we will continue to see wage growth fall behind inflation over the coming months. XpertHR pay and benefits editor Sheila Attwood said: Early 2018 has seen a clear boost to pay awards from employers across both the manufacturing and services arms of the private sector. The 2.5% headline pay award is the highest recorded by XpertHR since March 2014.
Link to full content:
Considering a career in the casino industry?
23-February-2018 - onrec.com
Gambling is a very lucrative and resilient industry, as its continued to grow even amid global economic crashes and downturns Posted in News archive on 23 Feb 2018 The UKs gaming industry has grown year on year, and is worth an estimated £13 billion today. Online gaming is set to expand hugely too, increasing its forecasted revenue to nearly $60 billion by 2020. Thanks to this growth and casino gaming culture becoming more mainstream, there is now a larger demand for trained casino professionals, as well as the support staff needed to keep casino doors open. This makes it a viable career option. So if youre looking for a new job, why not look to land a role in the casino industry? Make no mistake even if you arent quite a table expert, there are still opportunities that may suit your skills. Weve put together a list of casino jobs where recruits are in demand, so you can get a feel of the types of roles youll find available and how you can get them. Croupiers As one of the most important jobs in the industry, the casino simply wouldnt be able to function without croupiers , or casino dealers, as theyre sometimes called. These are the friendly faces who manage the table games on the main floor, dealing cards, placing the ball in the roulette wheel and making sure everyone receives their chips when they win. Croupiers require a lot of training, and its certainly helpful if candidates already know the rules of the casino games theyll be managing. Casino visitors will expect croupiers to know the rules inside out but may also look to take advantage of a croupier who doesnt possess authority on the table so potential candidates need to be confident in their abilities. In order to qualify for this job youll need to have a basic standard of maths and experience handling money and dealing with the public. Having colour-normal vision is also a requirement due to the games involved, as is clear speech and good hearing. Depending on which country you call home, you might also need a licence. In the UK you must be 18 years old or above and be in possession of a licence from the UK Gambling Commission and be cleared from the Disclosure and Barring Service (DBS). Croupiers usually start at trainee level, so they can be trained up by a casino. In the UK, youll start on £14,000 to £18,000 before moving to £20,000 to £25,000 when you gain experience. As with many positions in the casino, croupiers will be expected to work at unsociable times. Casinos generally are busiest on evenings and especially at weekends, and some are open 24 hours a day. As well as unsociable hours, croupiers may need to stand for extended periods of time and maintain concentration at all times, so physical and mental endurance is needed for this position. If the idea of dealing with hundreds of members of the general public up close and personal doesnt sound like your cup of tea, then you may be more interested in the more hands off approach to being a casino croupier. One of the newest and most exciting features for many online casino providers is the live casino feature, where professional croupiers are streamed live directly to players devices and computers, bringing the casino atmosphere straight to the user, who may be playing from the comfort of their own home, or on the move. This involves simply dealing cards or placing roulette balls directly to camera, so you dont need to keep a hawks eye on your customers meaning you can focus more on giving them a great experience. Live casino croupiers will often be the best of the best, especially those at leading online casinos. If you would like to see how it works go to this superb live casino with real dealers and youll see what were talking about. How much does a croupier earn? Las Vegas: $37,000 London: £21,500 New York City: $35,000 Pit Boss Lets face it, pretty much everyone who walks into the casino is looking to make some extra cash and some players will try to bend the rules to win. From stealing chips when they think no-one is looking to employing complex strategies like card counting, the croupiers need support with the cheekier players or downright criminal players who are out to beat the house by any means necessary. As well as having a sharp eye for these players, the Pit Boss (or Floor Manager) also has several other key responsibilities. They may be simply providing directions to a certain table or the bar one moment, to dealing with an unruly customer who isnt handling a loss very well the next. Alcohol is served in the majority of casinos, and it takes a calm and relaxed manner to deal with players who have had one to many. Professionalism is the key in this role, and as with croupiers, candidates need exceptional people skills, as well as sharp observation skills. They may even need to support the croupiers when it comes to errors or game rules, so Pit Bosses will also need to have a strong background in gaming, and an infallible casino gaming knowledge. One of the most important responsibilities of the Pit Boss is to ensure all players are gambling responsibly, and this includes looking out for people with gambling addiction. The Pit Boss will likely be the person who recognises regular casino visitors, and its up to the them to support the croupiers and casino manager if they think the person is gambling beyond their means or displaying erratic behaviour to chase losses. The Pit Boss, working with the casino manager, needs to have the foresight to manage people who have no control over the gambling. after all, its a legal requirement for casinos in the UK to stamp out problem gambling with help, support and even exclusion if necessary. How much does a Pit Boss earn? Las Vegas: $31,395 London: £26,978 New York City: $11.90 per hour Bar and support staff A large chunk of casino visitors want to have a good time on and off the tables, so they may wish to enjoy a few drinks or a meal. Larger casinos often have multiple bars and even restaurants within the complex, so the people that run these facilities play a key role in extending the AAA experience that many casino visitors expect. While any drink-making and cooking duties will depend on exactly what role you have on the bar or as a member of support staff, youll be expected to deliver a high level of customer service. It pays to treat casino guests like royalty, as some will be more willing to tip if they feel they are having a great experience. Ideally youll have experience on a bar, and serving customers, although its possible youll be able to learn this on the job. As with any large facility, casino also require security staff, cleaners, administrators, cashiers, janitors and sometimes greeters who will mingle with guests and ensure everyone is having a good time so there are lots of opportunities to be in with a shout of getting one of these entry-level positions. How much does a casino bartender earn? Las Vegas: $10.17 per hour London: £7.48 per hour New York City: $13.64 Casino Manager The Casino Manager is the person ultimate responsible for everything that happens in the casino. Therefore, some of your primary duties will include making sure all of the employees and the casino itself are complying with regulations and requirements. They will deal with everything from individual guest cases to the management of staff, as well as the general upkeep and quality of the casino experience. One of the most important responsibilities of the Casino Manager is to ensure that the casino is making a profit, so they may be involved with setting promotions and incentives and working with marketing to get more players through the door. Other responsibilities include hiring and developing your employees, and overseeing the work of any contractors who might be on the premises. You might also have to create schedules for your employees and approve any holiday requests. Youll also spend time talking to customers and making sure they feel welcome, addressing any complaints along the way. You may need to explain the rules to some people, dealing with any mishaps that may arise. Its important to keep everyone happy (particularly the high rollers) because this is whats generating the casino its profits. Some employers may require a degree, but good school qualifications should be sufficient. Equally, youll need management experience within the hospitality or gaming industry. Thats why many of the managers youll find in casinos will have been promoted from within, having worked as gaming supervisors or dealers beforehand. To stand yourself in better stead for the job of a casino manager, there are Gambling Studies degrees available in the UK. If youre in the UK, you can also sign up for a program at the Institute for the Study of Gambling & Commercial Gaming. Youll also need to have clearance from the DBS and a licence from the Gambling Commission, which you can get online . Once you have all this, though, you could enjoy a generous salary (up to £80,000 in the UK) depending on how big your casino is, and the nature of your role. How much does a Casino Manager earn? Las Vegas: $48,500 London: £48,500 New York City: $67,950 Whatever your level of experience or career preference, casinos require a diverse mix of staff members to provide a world-class experience to their members and guests. Although the biggest and best casinos in the world may look for several years of experience before they hire, experience can always be gained either by working in a smaller casino or through study. There are several vocational courses in the UK when it comes to casino and game management, so this may be a good starting point for aspiring casino professionals who are struggling to gain experience. Whatever position youre interested in, putting in this hard work and dedication at the start of your career is a great way to secure your future success.
Link to full content:
Hopes for Typhoon orders to boost BAE
22-February-2018 - dailymail.co.uk
The engineering giant assembles the jet at its base in Lancashire, but a slowdown in orders was a big reason for the loss of 1,400 UK jobs last year.
Link to full content:
CITY DIARY: Deutsche staff given an extra week´s holiday
22-February-2018 - dailymail.co.uk
Struggling Deutsche Bank's London staff have been given an extra week's holiday, increasing their annual leave allowance from 25 days a year to 30. Workers remain glum.
Link to full content:
Effects of Dementia Inside and Outside of the Workplace
22-February-2018 - workforce.com
Kaiser Health News held a Facebook Live conversation Feb. 13 about living well with dementia, which is one of the most challenging chronic conditions for individuals and their caregivers, according to the health news site. Although this conversation was more about the caregiver and individual as citizens, not as employees, I still found some valuable insights for employers. If none... The post Effects of Dementia Inside and Outside of the Workplace appeared first on Workforce Magazine .
Link to full content:
When Does Telecommuting Qualify as a Reasonable Accommodation?
22-February-2018 - workforce.com
Im writing todays post from the comfort of the kitchen island in my house. My son has the flu, and Im working from home. Its been three years since the 6th Circuit decided EEOC v. Ford Motor Co., a groundbreaking decision in which the court issued its en banc decision declaring that telecommuting is not an appropriate reasonable accommodation unless the employee can show... The post When Does Telecommuting Qualify as a Reasonable Accommodation? appeared first on Workforce Magazine .
Link to full content:
Employee Blues Can Be Cheered By More Green, Survey Finds
22-February-2018 - workforce.com
An unhappy employee can be an unproductive employee. Based on a recent survey by jobs website Indeed, only 19 percent of workers are satisfied with their salaries. Some experts believe compensation is at the root of their dissatisfaction, but the issue could lie somewhere else. Ken Abosch According to Ken Abosch, broad-based compensation and development leader for Aon Hewitt, having... The post Employee Blues Can Be Cheered By More Green, Survey Finds appeared first on Workforce Magazine .
Link to full content:
Rio Tinto consults on moving jobs away from London
22-February-2018 - telegraph.co.uk
Link to full content:
Boss of Southern Rail operator says it will bid for contract again after ´bloody good job´
22-February-2018 - telegraph.co.uk
Link to full content:
British gas owner Centrica to cut 4,000 jobs as profits tumble
22-February-2018 - telegraph.co.uk
Link to full content:
Amey buys Carillion rail contracts, saving 700 jobs
22-February-2018 - telegraph.co.uk
Link to full content:
U.S. jobless claims near 45-year low as economic outlook brightens
22-February-2018 - reuters.com
WASHINGTON (Reuters) - The number of Americans filing for unemployment benefits fell to a near 45-year low last week, pointing to strong job growth in February and solid momentum in the economy.
Link to full content:
British Gas owner Centrica to cut 4,000 jobs after ´weak´ year
22-February-2018 - bbc.com
The cuts come after what Centrica said was a "weak" performance at the end of 2017.
Link to full content:
Dallas Mavericks Investigating Allegations of Hostile Workplace, Harrassment
22-February-2018 - insurancejournal.com
The Dallas Mavericks have hired outside counsel to investigate allegations of inappropriate conduct by former team president Terdema Ussery in a Sports Illustrated report that described a hostile workplace for women. Ussery was accused of making sexually suggestive remarks to
Link to full content:
Stansted Airport plan for 43 million passengers
22-February-2018 - bbc.com
The airport says increasing its annual passenger limit by eight million would create 5,000 jobs.
Link to full content:
Sacked pregnant worker loses European court case
22-February-2018 - bbc.com
EU judges defend a Spanish bank's dismissal of a pregnant worker in general staff cuts.
Link to full content:
Miami Roofing Company Owners Arrested Over $1 Million Workers Comp Scam
22-February-2018 - insurancejournal.com
Owners of a Miami roofing company have been accused of concealing nearly $1.2 million in payroll on their workers compensation policy renewal application in an alleged attempt to illegally lower their premium costs, according to Chief Financial Officer Jimmy Patronis.
Link to full content:
Demarco Joins Maritime Program Groups Private Client Division
22-February-2018 - insurancejournal.com
Connecticut-based marine insurance program manager Maritime Program Group has hired Michael Demarco as senior underwriter in its Private Client Services division. MPGs Private Client Services division specializes in high-net worth and hard-to-place personal lines placements due to location or loss
Link to full content:
Law Enforcement Officers 3 Times More Likely to Be Injured Than Other Workers
22-February-2018 - insurancejournal.com
An estimated 669,100 law enforcement officers were treated in emergency departments across the nation for nonfatal injuries between 2003 and 2014, according to a study by researchers at the National Institute for Occupational Safety and Health (NIOSH). Law enforcement officers
Link to full content:
Making ends meet: The world of second jobs for teachers
22-February-2018 - usatoday.com
If youre a teacher looking for additional employment, consider the following ideas to earn some extra money.
Link to full content:
Car shopping: How to get the most out of your vehicle trade-in
22-February-2018 - usatoday.com
While most car shoppers have a strategy for getting a good deal when buying a car, they may not have a plan to extract the most value from their trade-in. Here are tips to help get the most for your soon-to-be ex-car.
Link to full content:
This plastic bag Is being sold for $590
22-February-2018 - usatoday.com
$590 isnt such an unusual price for a designer bag, unless, of course, its just a plastic shopping bag. Buzz60s Sam Berman has more.
Link to full content:
Huck Named VP of Fidelis Group Holdings Marine Division in Houston
22-February-2018 - insurancejournal.com
Fidelis Group Holdings LLC (FGH), with its subsidiary Continental Underwriters Ltd., has hired Darrin Huck as vice president of its Marine Division. He is based in Houston. Huck serves as a senior underwriter within the groups Brown Water Hull, Liabilities
Link to full content:
Workers Death on Gulf Platform Subject of Federal Probe
22-February-2018 - insurancejournal.com
Federal regulators are investigating the weekend death of a worker on an oil production platform in the Gulf of Mexico. The contractor was removing out-of-service fire suppression equipment when he was fatally injured on the offshore platform Saturday, according to
Link to full content:
When Diversity Training Is a Waste of Time and Employers Money
21-February-2018 - workforce.com
I may be the only diversity trainer who is often anti-diversity training. Its not because I dont enjoy what I do. Its not because Im no good at it. Its because half the leaders who contact me for diversity training dont need it. Thousands of dollars and dozens of hours are wasted every year on diversity training that has little... The post When Diversity Training Is a Waste of Time and Employers Money appeared first on Workforce Magazine .
Link to full content:
Mexico´s labor standards no obstacle to NAFTA deal: Mexican minister
21-February-2018 - reuters.com
MEXICO CITY (Reuters) - Tensions over Mexico's labor standards will not prevent the signatories to the North American Free Trade Agreement (NAFTA)from reaching an accord to overhaul the deal, the country's labor minister said on Wednesday.
Link to full content:
NatWest recruits AI bot Cora to answer customer questions
21-February-2018 - telegraph.co.uk
Link to full content:
VW reaches German deal on wages
21-February-2018 - usatoday.com
Volkswagen has agreed to raise the wages of around 120,000 workers in Germany by 4.3 percent from May, resolving a dispute that had prompted its first strikes since 2004. David Pollard reports.
Link to full content:
Great Recession, 10 years later: Young professionals battled for scarce jobs
21-February-2018 - usatoday.com
Graduates who entered the workforce just after the Great Recession struggled, but learned resiliency.
Link to full content:
Supreme Court deals blow to Wall Street whistle-blowers with unanimous ruling
21-February-2018 - usatoday.com
Blowing the whistle on corporate wrongdoing can lead to retaliation, but employees must notify the Securities e Exchange Commission to win protection.
Link to full content:
Job offer? 7 negotiation tips for Millennials
21-February-2018 - usatoday.com
The more familiar you become with the process now, the more potent your negotiation skills will be as you advance in your career.
Link to full content:
Why is my fridge leaking?
21-February-2018 - usatoday.com
Is your fridge leaking? Heres how to stop it.
Link to full content:
Everest Specialty Expands Private Company Financial Lines Team
21-February-2018 - insurancejournal.com
Everest Insurance has expanded the financial lines division of Everest Specialty Underwriters (ESU ), naming five professionals to its new Private Company/Not-For-Profit unit. The Private/NFP team is targeting small, middle and large private/not-for-profit companies and organizations on a primary and
Link to full content:
New Program for Pet Services Professionals Available From Acadia Insurance
21-February-2018 - insurancejournal.com
Acadia Insurance, a Berkley Company, is now offering specialized coverage beyond what is typically covered in a standard business owner policy for pet-focused businesses including: Kennels and daycare Pet groomers Pet trainers Veterinarians and pet hospitals Pet stores Pet food
Link to full content:
Government Servers in Savannah, Georgia Hit by Malware Attack
21-February-2018 - insurancejournal.com
Officials in Savannah, Ga., are taking extra precautions to protect employees email accounts and government computer servers as Savannah City Hall recovers from a malware virus attack. Local officials said in a news release Feb. 17 that city staff workers
Link to full content:
Adzuna comments on today´s ONS unemployment data
21-February-2018 - onrec.com
Doug Monro, co-founder of Adzuna, comments: Posted in News archive on 21 Feb 2018 Company Profile Adzuna View profile » The unemployment rate rising to 4.4% at the end of 2017 is hopefully a temporary blip, but had been foreshadowed by number of vacancies on our site flatlining somewhat. While the number of new roles available has stagnated, wages are showing signs of recovery, but the tangible benefits are taking time to filter down into peoples pockets. While average advertised salaries in London are flying the flag for the jobs market and showings signs of positive growth momentum at their highest level since May 2016, workers already in employment arent feeling flush just yet. However, as the countdown to Brexit continues, the future of the jobs market hangs in the balance. This calls for a vote of confidence in the market through transparent negotiations that maintain an open relationship and financial access to the EU, especially as the total number of advertised vacancies begins to lose momentum. There has undoubtedly been a shift in employment patterns in the labour market. With the noise surrounding university fees rising, home ownership becoming increasingly more expensive and arguably unlikely particularly for generation rent uncertainty has begun to spread and confidence among jobseekers and employees could soon dwindle. Workers will be hoping the worst of the pay squeeze is over, with less pressure placed on the resilience of the UK jobs market.
Link to full content:
Panettiere Appointed SVP of Lockton Employee Benefits in Atlanta
21-February-2018 - insurancejournal.com
Chris Panettiere has been appointed as Locktons new senior vice president of Employee Benefits. He will be based out of the companys Atlanta office. Prior to joining Lockton, a privately held, independent insurance broker and consultant, Panettiere headed the Georgia
Link to full content:
ONS unemployment has risen - comment from totaljobs
21-February-2018 - onrec.com
By David Clift, HR Director, totaljobs: Posted in Opinion on 21 Feb 2018 Todays rise in unemployment is the first-time figures have been this high since Theresa May became Prime Minster in June 2016. But despite todays disappointing news, totaljobs remains confident that the ONS figures do not account for recent positive macroeconomic changes which the Bank of England has said is increasingly reassuring. This level of satisfaction is reflected in the confidence of our jobseekers, as almost double the number of new CVs were uploaded in January this year compared to December 2017.
Link to full content:
Workers welcome AI, but want businesses to be smarter and more transparent
21-February-2018 - onrec.com
Employees are excited and receptive to AI at work, however employers are failing to communicate the impact of new tech on jobs Posted in News archive on 21 Feb 2018 Artificial intelligence (AI) is set to revolutionise the way businesses in every sector function, however new research from HR thinktank, The Workforce Institute, reveals that businesses need to be smarter and more honest when implementing new technology if it is to deliver real business benefits to the UK. Despite recent scare stories, the workforce is optimistic about the implementation of AI but businesses are consistently failing to make technology count or effectively communicate how job roles will be affected. The research found that although the majority of employees see opportunity for AI to create a more engaging and empowering workplace experience, the lack of transparency from employers is a primary driver of fear and concern amongst the workforce. The Always on Con European study, conducted by the Workforce Institute Europe and Kronos, establishes that whilst the vast majority of UK employees (92 percent) are positive about new technology, many are underwhelmed by the value and impact of business technology on their working lives. A large proportion of those questioned feel that when new technology is implemented in the workplace it has no impact at all on productivity (41 percent), work/life balance (55 percent) or happiness at work (44 percent). Considering three quarters (75 percent) of the UK workers surveyed think that technology is a force for good and more than half believes it makes their lives easier (69 percent), there is clearly a disconnect somewhere. Industry is not translating the experience and benefits of consumer technology into their working lives. Workplace technology has a pivotal role to play in the future of UK business when facing challenges like brexit and low productivity, so understanding how this can be improved is invaluable. AI has the enormous potential to overcome flagging productivity while improving the work/life balance of workers. With this in mind, the Workforce Institute has surveyed sentiments towards AI technology, today releasing the results of a global survey of 3,000 employees. The research reveals that nine out of ten employees (89 percent) see an opportunity for AI to improve fairness in decision-making, increase transparency with clear and consistent performance benchmarks, as well as reduce administrative work. However, nearly four out of five (79 percent) UK employees have received no communication from their employer about plans to implement AI or how it will affect their working lives, and a third (34 percent) expressed concern that AI could someday replace them altogether. Just under two thirds (62 percent) of the UK workforce claimed they were comfortable with the implementation of AI in their workplace, provided that they are given a transparent and honest overview of its use and how it will impact their job. If business leaders are to ensure technology delivers its full potential they should consider four important things - does it help drive efficiency, give greater visibility, improve flexibility or make the workplace fairer? These are the things that will make an impact on working lives of employees, support an increase in engagement and productivity and allow business technology to fulfil everyones expectations. Christian Kromme, Entrepreneur and Futurist speaker, Board Member of the Workforce Institute Europe I believe that in the near future every job, routine, or task that is in any way boring or not worthy of our attention will almost certainly be automated by artificial intelligence and robotics. At the same time, I believe that AI will augment and amplify human capabilities. AI will make us more intelligent, more productive and even more creative. As a result, AI will advance humanity toward a more meaningful future with meaningful jobs.
Link to full content:
Two in three workers quit due to a lack of learning and development opportunities
21-February-2018 - onrec.com
New research from totaljobs, has revealed that 2 in 3 UK workers have changed jobs due to a lack of learning and development opportunities. Posted in News archive on 21 Feb 2018 Company Profile Totaljobs View profile » 68% of employees have changed jobs because of a lack of learning and development opportunities 9 in 10 employees want their employer to offer more training courses to develop new skills 2 in 3 employees believe training is more important today than it was two years ago New research from totaljobs , has revealed that 2 in 3 UK workers have changed jobs due to a lack of learning and development opportunities. With unemployment rates at the lowest since 1975, employers are increasingly faced with a task of ensuring that they retain their existing talent and totaljobs research suggests that one such way is through training. Alongside building employee morale, the research shows that the UK workforce is keen and looking to upskill, offering a potential alternative for bridging the UK skills gap. As many as nine in ten (90%) of workers want their employer to make more training courses available. The importance of training These emerging learning and development (L D) expectations are supported by employers, with 80% of those totaljobs spoke to agreeing that companies should offer their staff the opportunity to develop professionally. Similarly, 87% of employers said they encourage their staff to attain professional qualifications, underlining L D as a growing priority for employers and employees alike. With the majority of UK workers feeling that their employers are not providing enough L D opportunities, perhaps there is work to do around the promotion of these initiatives to drive participation. Importantly, four in five (81%) employers agree that their staff perform better after training, highlighting the positive impact training has on both businesses and employees, who benefit from refreshing existing skills and learning new ones. Besides the positive impact on an individuals career, businesses as a whole are reaping the rewards, with nearly 90% of employers stating that upskilling an individual team member also improves their wider teams output. L D crucial for career development In fact, training is so important to the workforce, that 41% of people say they have secured a new job as a direct result of training, which explains why almost half of workers are paying for their own professional training. Understanding the importance of attending courses and training opportunities (both internal and external) will support individual growth and build professional development in the workplace. Highlighting this trend, over two-thirds (67%) of employees believe training is more important today than it was two years ago and it is expected that L&D will continue to play an increasingly influential role in the workplace over the next few years as demand increases. These findings are backed by research totaljobs conducted with Robert Walters which found that the skills gap in the UK is due to worsen due to Brexit, highlighting the need for further learning and development. The research found that the skills gap is most acute at a junior and mid-management level. 48% of candidates believe that employers should partner more effectively with local universities and educate students on potential career paths and that companies should offer work placements. David Clift, HR Director at totaljobs said of the findings: We are often told by employers of all shapes and sizes that they need skilled employees to fill difficult roles and they are struggling to find them. This research shows, that there is a keen workforce looking to upskill and improve, so new skills and talents may well be right under their nose. Its safe to say that training and development is a key area companies need to focus on, its a win-win for all. Totaljobs surveyed 2,623 employees and 98 employers
Link to full content:
Tips for employers and workers ahead of the first automatic enrolment contribution increases
21-February-2018 - onrec.com
From the 6th April 2018, employers and employees will be required to increase contributions into their Qualifying Workplace Pension Scheme. The total overall contributions will rise from the current minimum of 2% of qualifying earnings to 5%; as at April 2019, they will increase again to a minimum of 8%. Posted in News archive on 21 Feb 2018 These increases will impact approximately one million employers and nine million people in the UK, while a further 150,000 employers are expected to sign up by June this year. Elliott Silk, head of commercial at Sanlam UK, warns that if employers fail to engage with their workforce on the benefits of increased contributions, there is a risk that the number of people opting out of the valuable workplace pension scheme could rise. He said: Automatic enrolment has been a valuable and successful exercise in getting the nation saving towards their retirement. However, more needs to be done by employers and the government alike to ensure all the hard work is not undone by inertia. What we dont want to see is people waking up and questioning why their pay cheque is less than last month without having prior knowledge of the increase. If we provide people with information ahead of the deadline, we can help them realise the value of these contributions and the impact they could have on their future lives in retirement. There is also an opportunity to educate people on the true cost of retirement, and while automatic enrolment is helping more people to save, the reality is that the contribution levels are still some way off the amount required to live a comfortable lifestyle in retirement. Elliott outlines five actions that employers and workers can take ahead of the deadline: Tips for Employers Ensure that you have budgeted for employer pension contributions increasing from at least 1% of earnings to 2% of earnings Consider how the increase in pension contributions align with any forthcoming salary reviews If you havent already, start communicating the forthcoming pension increases to workers to give them enough time to financially prepare for any changes to their monthly income Speak with your pension provider and/or advisers to see how the increase in contributions will be managed Ensure your payroll staff are aware of the April increases and the extra workload that may be generated Tips for Workers Have you budgeted for the April increase in your pension contributions from at least 1% to 3% of your earnings? Are your contributions based upon basic salary, qualifying earnings, or total earnings? You will need to know this in order to calculate the additional cost to you You may wish to speak with your employer in advance of April if you dont feel that you can afford the increase they may decide to stop their contribution if you cant pay the higher percentage Check the current value of your pension plan, as this will demonstrate how valuable auto-enrolment has been to you You also need to budget for the next increase that takes place in April 2019 at which point you will need to be paying 4% of your earnings whilst your employer will need to contribute at least 3% with the Government adding another 1%
Link to full content:
Unconscious bias is hindering business growth and squeezing profit margins, suggests leading blue-chip recruitment firm
21-February-2018 - onrec.com
Organisational efforts to improve diversity are having limited effect, largely down to unconscious bias, according to a leading specialist recruitment firm. Posted in News archive on 21 Feb 2018 Freshminds, an award-winning recruitment consultancy that provides UK and European businesses with top talent, says recent figures show that while positive strides have been made to utilise technology and bypass existing biases that affect hiring and promotion decisions, a noticeable disparity between the sexes persists and shows no sign of abating. Last month, a report published by McKinsey found that those companies with a low proportion of female and ethnically diverse executives were 29% more likely to financially underperform than their competitors. Patrick White, Innovation Manager at Freshminds, said: Although it is galling for those who consider the moral case for diversity enough, the mounting evidence of diversitys commercial impact has seen it move from the passion project of a few individuals to a boardroom and investor level business concern. But the challenge organisations seek to overcome is the element of unconscious bias in the recruitment process. In the US, $8 billion is spent by corporates on diversity training to no observable effect. The use of technology to improve is vital, but better technology needs to be applied more thoughtfully. Take the example of Numerical Reasoning Tests. These aptitude tests are the gateway to most top graduate corporate jobs and are, as the name suggests, focused on an individuals ability to perform a range of numerical calculations, using fractions, percentages, multiplication and conversions. They seem on the face of it, as unbiased as you can get, but that is not the case. The pass rates differ according to our data by between 7%-20% between men and women. This would be fine if that was a real reflection of differing abilities, but all the data and research shows it has far more to do with risk appetite and confidence levels. The maths GCSE gap for grades A and above is only 1.8% after all. What is happening in these tests? If only a quarter of your applicants are female, having 20% more wiped out for reasons that have no reflection on job suitability is obviously not great, and can affect the long term structural makeup of the organisations workforce. Patrick added: A rethink of how applicants are tested is needed to ensure they are being assessed on the core competencies needed for the job. Unconscious bias has become a prominent issue over the last few years, with organisations across all industry sectors recognising both the moral imperative and the business benefits of having a diverse workforce. Since 2011, the number of all-male FTSE boards has dropped from 152 in 2011 to eight today, yet the number of women occupying senior management roles remains disappointingly low. Its a similar situation when it comes to ethnic minorities. Despite people from black, Asian and ethnic minority (BAME) backgrounds making up almost 13% of the UK population, just 6% of management jobs are held by ethnic minorities at a cost of £24bn to the economy every year (source: Race in the Workplace). Although just one part of the picture, if we do not start getting cleverer about fair and useful screening at entry levels we are unlikely to ever see equitable representation at management levels, said Patrick White. Crucially, for organisations to achieve an equitable outcome when it comes to the way they recruit and promote applicants, they must test for what is relevant unless of course the employer really does just want to know how good the candidate is at performing numerical reasoning tests. It is this element of the recruiting process that Freshminds will seek to overcome with the launch of their upcoming advanced Testing platform, Mapped. Mapped is an advanced testing platform built from the ground up to test candidates analytical skills fairly and rigorously. Its built in partnership with Applied, a platform for fair hiring, and the first technology spin off from the Behavioural Insights Team. www.freshminds.co.uk
Link to full content:
Skillsnap appoints Sales Director
21-February-2018 - onrec.com
Sussex business SkillSnap has appointed Phil Adeosun to the position of Sales Director boosting its senior team as it prepares to increase its presence in the UK recruitment industry. Posted in Appointments on 21 Feb 2018 Adeosun will be responsible for the strategic leadership of the sales department within the business and will contribute to the overall growth strategy, helping to achieve further business within the UK. This leadership addition will enable the company to build on its strong brand reputation, increase its pace of technology innovation and best position itself for the next phase of growth. Adeosun has worked with fast growth start-ups such as STEMX, LaunchPad Recruits and Foosle.com in the recruitment technology industry for over a decade, helping them to scale with a view to achieving their vision and creating economic opportunity for millions of professionals globally. SkillSnap Recruit , the platform used by employers to quickly attract, engage and hire the right candidate, allows him to extend this mission and focus on positively impacting businesses and changing the talent landscape. Ben Aymé, Founder, SkillSnap said; I am delighted to have Phils energy and experience on side as we commercialise the business and secure significant client partnerships. Phil has been responsible for many big client wins and his extensive strategic development will provide a solid foundation as we build the team.Phil is the right leader at the right time not only does he believe in the vision and mission, but he's already successfully accomplished it for similar businesses, and understands the magnitude of the opportunity SkillSnap Recruit has to improve the world of talent acquisition. Phil Adeosun, Sales Director, SkillSnap said; What excites me is taking to market an innovative technology that enables companies to improve their business. The CV is 500 years old. It is a flat, un-read, old-fashioned document completely unsuited to the needs of the modern post-digital economy. Our mission is to make it as easy and cost effective as possible to get the right employer and employee fit to ensure that not only is the job filled but that the person remains in that employment for as long as possible. An area of focus will be the hospitality industry that is facing a dire skills shortage. According to new joint research from the University of Cambridge and SkillSnap, in 2018 in bars, pubs and clubs alone over 125,000 UK roles will need to be filled. The figure is even higher for restaurants and cafés where almost 250, 000 positions need to be recruited. The crisis has been accelerated by high staff turnover and expected freedom of movement restrictions anticipated by Brexit. www.skillsnap.com
Link to full content:
Older workers crucial to future of UK economy new report calls for greater equality and opportunities for over 50s in the workplace
21-February-2018 - onrec.com
Ensuring older workers are able to stay in good-quality employment is essential to the future of the UK economy and will relieve pressure on public finances, according to a new report by the Centre for Ageing Better published today. Posted in News archive on 21 Feb 2018 1 in 4 aged between 50 and State Pension age are out of work Working in later life is key to raising tax revenue, reducing welfare bill and promoting financial independence in retirement, Centre for Ageing Better argues Ensuring older workers are able to stay in good-quality employment is essential to the future of the UK economy and will relieve pressure on public finances, according to a new report by the Centre for Ageing Better published today (Tuesday 20 February 2018). While overall numbers of workers aged over 50 have increased in the last decade (1) - due in part to the baby boomers entering this age cohort and a greater number of women in work - there is still a sharp decline in economic participation rates after the age of 55, and a corresponding reduction in tax income (2). The report points out that successive governments have focused employment policies on helping younger NEETs (Not in Education, Employment or Training) - despite 1 in 4 older workers being out of work. Older workers who do fall out of work, remain out of work for longer than people of other ages and are more likely to say that they experience age discrimination (3). Society is failing to realise the tax-raising potential of this age group, the report argues. Official figures show that halving the employment gap between people aged 50 and State Pension age and those in their 40s could see income tax and National Insurance receipts rise by 1% (just under £3 billion) and GDP up to 1% (£18 billion) (4). It could also help to reduce the welfare bill, with £7bn a year currently being spent on benefits for people aged 50 to State Pension age who are out of work (5). Furthermore, enabling people to work for longer will give them more time to build up vital savings for retirement. The net effect of these measures would be to reduce pressure on public finances brought about by people living longer, including increased spending on the State Pension and health and adult social care. The report calls for government and employers to support older workers to stay in work for longer, help those who have fallen out of work involuntarily to return and to create workplaces that work for all, irrespective of age. In particular, this means: Access to flexible working hours and workplace adaptations to help people manage pressures such as caring responsibilities and health conditions, which become more prevalent with age (6). Greater equality of opportunities in the workplace . Older workers in the UK experience age discrimination in recruitment and progression. They are less likely to be offered opportunities for development - across the whole of the OECD only Turkey and Slovenia have lower levels of on-the-job training for older workers than the UK (7a). Research shows they are also the most likely to be stuck on low pay (7b) and feel most insecure about their jobs (7c). Changing workplace practices and creating an age-friendly employment culture is important for todays older workers, and for younger generations, all of whom will face similar pressures as they age, the report says. Part of a series produced for the Intergenerational Commission in partnership with the Resolution Foundation, the report also challenges widespread negative assumptions that underpin age bias. In the UK and around the world, employment rates for younger workers are rising at the same time as the number of older workers increases (8a). It also points out that older workers are just as productive and perform as well as in the workplace as younger people (8b). Patrick Thomson, report author and Senior Programme Manager at Centre for Ageing Better , said: Our analysis makes clear how integral older workers are to the future of the UK economy. Being in work is a way of redistributing income via the tax system for all. It reduces the welfare bill and promotes savings and financial independence in retirement. But despite this negative stereotypes towards older workers are still widely held. Ageism and misperceptions of older workers contribute to both employers and employees failing to take early preventative action. Caring responsibilities and health conditions for example tend to increase for many older workers yet many employers dont offer enough support to help people manage these pressures alongside their working lives, which can cause them to leave work early. Older workers offer a solution to the fiscal challenge of our longer lives. We therefore need policy solutions that support and enable this increasingly important segment of the workforce. The report also finds: Significant inequalities remain within generations. Low and middle earners are the most likely to have to work beyond state pension age, often because of financial necessity. 1.8m older lower and middle-income households will struggle to save for retirement. These people are also more likely to work in jobs which impose high physical demands and/or limited control over their working environment conditions which are detrimental to their longer term health and wellbeing. (9) Generation X face similar challenges to the slightly older squeezed middle aged.' They are most likely to work longer due to financial necessity rather than enjoyment of work, and without adequate support could experience more acute inequalities than current older generations. Generation X are the first generation where the majority are approaching retirement without Defined Benefit pension schemes, who have greater choice in when to retire, and who will feel the full impact of the upcoming State Pension age rises. We need to make changes in the nature of work now, in order to ensure that their future is better (10). Inequalities among older workers are particularly pronounced between men and women in terms of the gender pay gap and pension income. Women are more likely to have taken time out from work than men, particularly to provide childcare. This affects their career prospects and life time earning potential. As a result, the gender pay gap is starkest for older age groups for both full and part-time workers (11). References 1. Labour Force Survey A01: Summary of labour market statistics (ONS, 2018) 2. Fuller Working Lives: evidence base 2017 (Department for Work and Pensions, 2017) 3. Centre for Ageing Better / Ipsos MORI 2015, Policy Exchange 2012, DWP 2014 4. Fuller working lives background evidence, 2014 (Department for Work and Pensions, 2014. Using 2013 figures) 5. Fuller Working Lives: evidence base 2017 (Department for Work and Pensions, 2017) 6. Fuller Working Lives: evidence base 2017 (Department for Work and Pensions, 2017) 7a. Future of skills and lifelong learning (Government Office for Science, 2017) 7b. The Great Escape? Low pay and progression in the UKs labour market (Social Mobility Commission? Resolution Foundation, 2017) 7c. British Social Attitudes 33: Work (NatCen, 2016) 8a. Fuller Working Lives: evidence base 2017 (Department for Work and Pensions, 2017) 8b. Older workers and the workplace: evidence from the Workplace Employment Relations Survey (National Institute of Economic and Social Research / DWP, 2017) 9. A mid-life less ordinary? Characteristics and incomes of low to middle income households aged 50 to State Pension age (Centre for Ageing Better & Resolution Foundation, 2017) 10. DWP analysis of British Social Attitudes data 2008 to 2015, for the Cridland Independent Review of State Pension (DWP, 2017). 11. ONS, 2018.
Link to full content:
The Dark Side: New Focus on Personality
21-February-2018 - onrec.com
A Scientific Data Matrix for Benefiting from Dark Side Characteristics Posted in News archive on 21 Feb 2018 A new data matrix shows not only how dark side personality characteristics can be recognised , but also how people can benefit from their dark side by finding a suitable occupation. Several studies indicate that bad management costs organisations billions of pounds of lost revenue each year - while 65-75% of leaders turn out to be incompetent. This rate is proportional to the levels of employee disengagement, which is at 75%. In the 1980s, after carrying out extensive research on the subject, organisational psychologists found that the main reason otherwise successful and talented leaders fail is the prevalence of their dark side characteristics. Every person has a dark side. It comes into the foreground when we stop monitoring our own behaviour due to factors like stress, boredom, complacency, or even extreme comfort in our working environment. Often, these behaviours are just the overuse of our strengths. In 1992, Dr Robert Hogan defined 11 dark side characteristics (such as bold, mischievous, leisurely, colourful, reserved, etc.) of which most of us display about three. Although all of these characteristics can create derailment, a balance of dark and bright side characteristics is also useful and attainable, depending on role requirements. Is it bad to have a dark side? Not necessarily. The key is not just the balance, but also the compatibility of ones job with ones personality. Research by Hogan Assessments shows that bold managers give extraordinarily positive first impressions, and excitable people work with great passion and intensity. Some jobs benefit from an arrogant personality, such as entrepreneurs, lawyers or a media figures - but that can be more problematic for home care assistants, nurses and doctors. There are also differences in which kind of dark side characteristic one possesses: colourful leaders are evaluated as far better by their bosses than their reserved counterparts. On the other hand, a manager who isnt remotely excitable can turn out to be dull and uninspiring, a low score on imaginative may show lack of vision, or a high cautious suggests indecisiveness. Zsolt Fehér, Managing Director of Hogan Assessments Europe, recommends taking the following 5 steps to recognise and leverage dark side characteristics: Listen to feedback from colleagues. Dark side characteristics become prominent when stressed or bored, which impacts ones reputation. The focus becomes centred on negative characteristics rather than positive ones. Listening to feedback from peers and superiors allows us to better manage our reputations. Be coachable. Pay attention to formal evaluations and try to read between the lines to pick out subtle, indirect criticism. Learn from conflicts. What was the main reason for the conflict? What was disturbing about each persons behaviour? Reflect on those around you. Is a manager treating her subordinates differently than others? How does she talk to them? This can reveal a lot about a managers dark side. Set up new behaviours. If someone is too reserved , he should be proactive in coming up with a new idea in each meeting. If he is colourful , he should listen to others before sharing his brilliant new idea. The entire dark side doesnt need to be tamed, just the characteristics that lead to derailment. There is just one thing that is harder than changing someones behaviours: changing someones reputation. But with time and practice, everyone will feel more and more comfortable in their new roles - which is beneficial for the whole workplace. Dark side scale Why is it dark? Bright side of dark side May be problematic in these roles Beneficial for Excitable volatile, unpredictable enthusiastic, passionate therapist, doctor coach, actor Sceptical negative, cynical insightful, perceptive preschool teacher, school counsellor journalist, lawyer Cautious risk-averse, fearful of failure deliberate, careful business owner, stock broker accountant, financial analyst Reserved indifferent, socially-withdrawn independent, objective sales personnel, customer service archivist, scientist Leisurely passive-aggressive, stubborn cooperative, agreeable HR manager, feedback coach freelancer, cook Bold entitled, arrogant assertive, confident secretary, paramedic entrepreneur, artist Mischievous manipulative, tests limits charming, interesting law enforcement, childcare worker sales, adventure seeker Colourful dramatic, distractible entertaining, outgoing auditor, programmer politician, radio/TV host Imaginative eccentric, impractical innovative, creative data analyst, bank teller designer, hotographer Diligent inflexible, micromanager hardworking, detail-oriented social worker, nanny pharmacist, copywriter, Dutiful conforming, ingratiating supportive, loyal inventor, president nurse, waiter www.hoganassessments.com
Link to full content:
Baby Boomers Booming as Gig Workers
20-February-2018 - workforce.com
A lot of workers participate in the gig economy. And the biggest demographic of all is baby boomers. The post Baby Boomers Booming as Gig Workers appeared first on Workforce Magazine .
Link to full content:
Investors are winners as companies lay out tax-saving plans
20-February-2018 - abcnews.com
The tax overhaul was sold by its backers as a way to help American workers, but a flurry of recent corporate announcements suggest the lion's share of tax savings will go to investors.
Link to full content:
Workplace: How to identify sexual harassment on the job
20-February-2018 - usatoday.com
When it comes to sexual harassment, its also important to know what these issues may look like in everyday life.
Link to full content:
Australian tax staff told to report ´long lunch´ colleagues
20-February-2018 - bbc.com
The Australian Taxation Office orders workers to monitor others for inefficient behaviour.
Link to full content:
Key gig economy case reaches Supreme Court
20-February-2018 - bbc.com
Pimlico Plumbers is challenging a ruling that a "self-employed" worker is entitled to basic rights.
Link to full content:
What 11 Top Executives Think About Insurance Careers
20-February-2018 - insurancejournal.com
The third annual Insurance Careers Month kicked off with the annual Insurance Careers Movement (ICM) Town Hall on Feb. 1 in Chicago. Co-hosted by A.M. Best and ICM, the virtual event assembled executives from companies around the world. Since 2016,
Link to full content:
Google Upheld in Firing of Conservative Employee Who Criticized Diversity Policies
20-February-2018 - insurancejournal.com
Googles firing of an engineer over his controversial memo criticizing its diversity policies and politically correct monoculture didnt violate U.S. labor law, a federal agency lawyer concluded. Statements in James Damores 3,000-word memo regarding biological differences between the sexes were
Link to full content:
Kentucky House Advances Bill Overhauling Workers Comp System
20-February-2018 - insurancejournal.com
Republican lawmakers began their latest push last week to revamp workers compensation, advancing a bill that would put time limits on benefits for some injured workers. The provision calling for a 15-year cap from the date of injury drew the
Link to full content:
Insurance Industry Hiring Stabilizes; Key Jobs Remain Difficult to Fill: Study
20-February-2018 - insurancejournal.com
Fifty-eight percent of insurance companies plan to increase staff during the next 12 months in part due to expected increase in business and new markets, according to the Semi-Annual U.S. Insurance Labor Outlook Study conducted by The Jacobson Group and
Link to full content:
Texas Mutual Hires Redpoints Siddons as VP, Business Development
20-February-2018 - insurancejournal.com
Austin-based workers comp insurer, Texas Mutual Insurance Co., has added Benjamin A. Siddons as vice president of business development. Siddons joins Texas Mutual with more than 15 years of experience in the insurance industry, with seven of those in the
Link to full content:
California Construction Workers Injured in Elevator Shaft Fall
20-February-2018 - insurancejournal.com
Authorities say four construction workers were hurt, three critically, after plunging 30 feet down an elevator shaft at an unfinished Los Angeles building. The Fire Department says the men were working on a five-story building in North Hollywood when they
Link to full content:
Lloyds Market Association Launches Claims Development Training Tool
20-February-2018 - insurancejournal.com
The Lloyds Market Association (LMA) has launched the Claims Development Pathway, an interactive training and development tool that will provide support to claims professionals in the Lloyds market, at every stage of their careers. Modernizing claims handling at Lloyds is
Link to full content:
Prosecutors Say New Jersey Diner Owner Paid Friend to Burn It Down
20-February-2018 - insurancejournal.com
Prosecutors say a New Jersey diner owner hired his friend to burn it down last month so he could collect on an insurance claim. Thomas Giannisis, a 51-year-old Bellmawr resident who owned the Country Town Diner in Berlin, and 56-year-old
Link to full content:
Tech firm launches staff Wellness Week
20-February-2018 - onrec.com
An innovative London tech firm has recently launched its first Wellness Week to promote employee health and wellbeing in the workplace. Posted in Launch on 20 Feb 2018 WM Reply, which specialises in building world-class intranets and business systems using Microsoft SharePoint and Office 365, used the Wellness Week to encourage each of their employees to live healthily and focus on feeling good. The dedicated healthy week involved a range of activities and initiatives, from team push-ups at 2pm to internal contests on who can accumulate the most steps across the five days, as well as encouraging staff to explore mindfulness and meditation in their working day. Winners of the light-hearted competitions won from a selection of fitness and wellbeing products, such as running trainers and fitness trackers. As part of the initiative WM Reply also supplied gift drops to all employees in both their Chester and London offices, including sports water bottles and fruit baskets. Richard Acreman, partner at WM Reply, thinks the week is a positive step for his company and one that could be recreated in other businesses seeking to improve their own workplace environments. Richard said, The WM Reply Wellness Week is not just about eating healthy food and getting exercise; its also about engaging and investing in our employees and enhancing our workplace culture. While the week was designed to be a positive move, WM Reply were also keen to ensure they did not impose any lifestyle changes on their employees, or become preachy about health and wellbeing. This thinking was behind limiting the duration of the initiative. While officially it only lasted a week, the company collected feedback from each of their employees over what they enjoyed and found most valuable. With an employee average of just under 35,000 steps and over 80% of staff happily taking part in the push-up challenge, it is likely some of the ideas and ethos will been kept on a longer-term, employee-led basis, and may well become a key part of the company culture. Richard said: Our vision was always that many of the ideas introduced will continue to be used long after the Wellness Week is over, but only if it is really what our team wants. We hope this week might also inspire other businesses to take similar steps and improve the wellbeing of the sector on a wider scale. The business benefits of promoting employee wellbeing are relatively well known , and include increased productivity, fewer sick days taken and a lower staff turnover as individuals feel valued and cared for. With the World Health Organisation identifying inactivity as the fourth biggest killer on the planet, there are also clear health benefits for individuals who traditionally would spend the majority of the day sitting in front of a computer screen. More importantly for Richard, his staff will be healthier and happier, something he says you cannot put a price on. He said: There is a reason this isnt Get Fit Week or something similar. For us its not about losing weight or simply exercising more. We want to create a work culture where everyone who works at WM Reply feels valued, appreciated and looks forward to coming to work every day. For more information about WM Reply please visit www.wmreply.com .
Link to full content:
Want to retire early? Heres how to get there
20-February-2018 - usatoday.com
Want to retire ahead of schedule? Heres how to get there.
Link to full content:
Is it legal to be questioned about your mental health during a job interview?
20-February-2018 - onrec.com
Generally no, this would not be legal Posted in News archive on 20 Feb 2018 Employers should make all efforts to avoid any questions relating to health at the interview stage, particularly in relation to mental health. The main reason being if you do ask the question and the candidate discloses that they have an issue, there is then a very high risk that if that candidate is then rejected for the role, they will link that to the disclosure of their health condition and make a claim for discrimination. The employer then has to spend time and money proving that the candidate was objectively not the best person for the role in order to avoid a successful claim against them. Avoiding the question avoids the potential for a claim. As somewhat of a side note, it is possible to ask candidates about medical issues at the application stage, however, this should only be used to ask if they need any adjustments for the interview process. For example, if a candidate is in a wheelchair they may need assistance in attending the interview, and may need to disclose this prior to the interview. Likewise, a blind applicant may need adjustments made in terms of application forms, presentations etc. or a candidate with Tourette Syndrome may mention it at this point to avoid worrying about tics at interview. Are applicants legally obliged to disclose mental illness during an interview? No, a candidate does not have to mention any medical condition during a job interview. Even if asked, there is no obligation to answer the question. If not, are they legally obliged to then disclose it if they are offered the job? Generally, an organised employer will provide a health questionnaire once a job offer has been made and accepted. The purpose of this form is to see if the incoming employee suffers from any medical condition(s) which could affect their ability to perform the role, and which could warrant adjustments being made to assist them in their role. A simple example could be an employee with ongoing back problems that may need a special chair or someone with vision problems who needs a larger computer screen. Generally you would only disclose conditions that could affect your role, and which may warrant a consideration of adjustments. Employers expect honesty so if there is a reasonable probability that your mental health will impact on your ability to do your job then you should disclose it. Is it breaking the law to not disclose mental illness and then need to take time off as a result? It would not be breaking the law but you do have to be careful. If an employee states in the health questionnaire that they don't have any medical condition(s) which would affect their work and then takes considerable time off due to an ongoing condition, there is an argument that they have not been truthful. An employer could pull them up on this. If, however, your absence is very limited this should not be a concern. Mental health is high on most employers' radar these days and there are many things that can be put in place to help support employees with mental health problems, enabling them to stay in work. If employees do not disclose mental illness then it can make it harder for their employers to support them in a timely manner for example, if their work is suffering as a result of declining mental health but the employer is not aware they will just think that the work is not up to standard and take steps relating to that. If, however, the employee has been honest regarding their mental health then there are options that an employer can take such as flexible working, adjusting the workload or extending deadlines, where possible, to reduce the pressure that they are under. How should employers respond if an undisclosed medical condition starts to significantly affect an employee's attendance? The first and most important thing an employer should do is put in place a robust pre-placement medical questionnaire and accompanying procedure as part of your recruitment practices. Whilst you cannot ask a candidate directly about medical conditions during the interview and overall recruitment process, apart from where necessary to allow a fair interview, after a job offer has been made and accepted it is ok to ask the candidate to disclose any conditions which, they believe, could affect their work. If you have this clear process in place and, further down the line, it comes to light that something should have been disclosed but wasn't, then you can take action on the basis of dishonesty rather than in relation to the illness itself. If the employee does disclose an illness, whether that's during the recruitment process or further on into their employment, then it is important to carry out a risk assessment and meet with the employee to discuss the condition. Further medical evidence may be needed, where applicable. Once you have done this then you can put into place any reasonable adjustments that might be needed to assist them in their role. The idea with reasonable adjustments is that, once they are in place, any time off due to the condition should be drastically reduced or eliminated. If the changes you have made do not have the desired effect then it may be time to consider whether the employee is medically capable to continue in that particular role. You should always seek advice before embarking on a medical capability process as it is important that everything is done correctly.
Link to full content:
U.S. marijuana job growth could more than double by 2021
20-February-2018 - usatoday.com
The legal weed industry is among the fastest-growing in the United States, according to a Marijuana Business Daily report. Veuers Sam Berman has the full story.
Link to full content:
The Best UK Cities for Freelancers
20-February-2018 - onrec.com
If youre considering a career change making the move to freelancing can be daunting, but over 1.4 million Brits are currently doing it. The lifestyle of a freelancer has numerous perks, allowing flexibility and the chance to work from home every day removing the cost of a commute. However, with so much freedom its hard to know where to set up shop. Posted in News archive on 20 Feb 2018
Link to full content:
How do you know when to go freelance full-time?
20-February-2018 - usatoday.com
With the economy growing employees are leaving full-time jobs to pursue freelance careers.
Link to full content:
Equality expert comments on the EHRC´s findings
20-February-2018 - onrec.com
Comment by Peninsula Head of Advisory Kate Palmer Posted in News archive on 20 Feb 2018 Discrimination on the grounds of pregnancy and maternity was explicitly included within the law in 2010. However, women were afforded protection against detrimental treatment for these reasons for many years before. A recent study by the Equality and Human Rights Commission has shown that, despite the longstanding prohibition, employers still make recruitment decisions based on a female candidates plans to have a family and find pregnancy a burden in the workplace. Asking questions in a recruitment interview about a plans to have children in the future should be avoided. It emphatically announces the employers intention to factor the response into their decision over who gets the job: someone who is likely to have a year out of the business at some point or someone who is not. Making decisions based on pregnancy, or likely pregnancy, is unlawful. Employers may be under the impression that, because the female candidate is not actually pregnant at the time of the interview, that the anti-discrimination laws do not kick in yet. Or that because the candidate does not actually work for them yet, the law does not apply. But they would be wrong. Employers must do more to realise the wide scope of discrimination laws to protect themselves against Employment Tribunal claims and the subsequent impact on brand reputation. A good starting point would be to consider current policies within a company and ensure that they are written from the point of view of protecting new and expectant mothers. Ask yourself: would our current practices mean that a new or expectant other would receive unfair treatment? This question should be asked for all processes from recruitment to termination and sometimes beyond, e.g. when giving references. If the answer is yes, then make a change. It appears the Government must do more to dispel the seemingly common thought that women are less committed to work after having a baby. It must also do more to make clear to employers that questions asked at interview can lead to claims of discrimination at Employment Tribunal, the process for which is now without cost to the employee. www.peninsulagrouplimited.com/guides/discrimination
Link to full content:
REC announces charity partnership with OPERA
20-February-2018 - onrec.com
The Recruitment & Employment Confederation (REC) today announced a partnership with the youth employment charity OPERA. The collaboration will run for a minimum of five years and aims at getting more young people into work and staying in work. Posted in Partnerships on 20 Feb 2018 Company Profile REC View profile » All money raised by REC member agencies and donated by individual recruiters will go towards OPERAs #thrivefund, which helps disadvantaged young people by providing a bursary of up to £500 to spend on work essentials. These can be basics such as clothes to wear to an interview, a travel card to get to work or the fees for a course and the necessary tools and equipment to start a new role. REC members can make direct donations as a business, organise activities or get involved in OPERA events, such as the Recruitment Rowathon in March, the Three Peaks Challenge in summer or a bake-off competition in autumn. In addition, those who want to bring in their skills by volunteering can join the foundation. OPERA was launched in September 2017 and works with the recruitment and staffing industry to tackle youth unemployment. Esther OCallaghan OBE, founder and CEO of OPERA, says: A strategic partnership between the largest trade body for the industry and the first recruitment-led youth foundation is a crucial step in harnessing our collective power to provide a meaningful and practical response to young people facing unemployment. REC CEO Kevin Green says: The REC is delighted to announce that we are teaming up with OPERA as our charity partner. We chose to support OPERA and to recommend it to our members for two reasons. Firstly, its purpose and focus is helping young people furthest from the jobs market to get and stay in a job. This fits with our view that jobs transform lives. Secondly, OPERA was started by recruiters for recruiters and we are always keen to leverage and amplify the great work our industry does in supporting good causes. www.rec.uk.com
Link to full content:
No public appetite for deregulation post-Brexit according to new polling for IPPR
20-February-2018 - onrec.com
Less than 15% of the public in favour of relaxing or removing EU standards across six key areas Posted in News archive on 20 Feb 2018 New polling for IPPR has important implications for the UKs choice post-Brexit to either align with or diverge from EU standards. The polling conducted for IPPR by Opinium shows there is strong public support for either retaining or strengthening EU-derived standards. The polling is published today in a new briefing paper on public attitudes to Brexit by IPPR, the progressive policy think tank. The scope of any trade agreement with the EU is contingent on the extent of future regulatory alignment, so the choice facing the government is critical. If the UK does diverge from EU rules and standards post-Brexit, it would need to find another country or trade bloc to which it can align, the most likely option being the US. But the polling shows that across a range of consumer, financial, employment and environmental legislation, a considerable majority of the public want to keep the current standards in place, or go further than the minimum requirements specified by EU legislation. Only relatively small proportions of the public are in favour of reducing or removing standards: 14% want to either loosen or remove the current Working Time Directive rules, and only 9% want to raise or remove the cap on bankers bonuses. There is strong support for EU-derived standards among both Remain and Leave voters. For instance, only 5% of Remainers and 5% of Leavers support the loosening or removal of consumer cancellation rights. There is only 17% support for loosening or removing the Working Time Directive among Leavers. In fact, in some areas the public supports stronger standards - most notably, in environmental policy and financial regulation. 58% support a tougher cap on bankers bonuses, while 48% support stringer renewable energy targets. The polling further shows that: 73% of the public support retaining or strengthening the Working Time Directive 84% of the public back keeping or extending consumer cancellation rights 79% of the public want to maintain or lower the cap on bankers bonuses In each of these cases, the strongest support for tighter regulations comes from different demographic groups. In the case of renewable energy targets, there is particularly strong support for tighter regulations among 18-24 year olds and Londoners. In the case of the cap on bankers bonuses, there is particularly strong support among older and retired groups. Therefore, while the vast majority of the public is in favour of high standards, there are some differences among respondents on particular issues, with young Londoners appearing to favour greater environmental protections and older respondents appearing to favour tighter regulations targeted at financial elites. IPPR Director Tom Kibasi said: Our research shows there is no appetite for deregulation post-Brexit. Regulatory divergence is both anti-worker and anti-businessso it should be no surprise that the public dont want it. Our proposal for the Shared Marketwhere Britain and the single market would be aligned and in a customs unionremains the best way to secure our economic interests while honouring the vote to leave. www.ippr.org
Link to full content:
London Youth calls for overhaul of youth strategies which are failing to support hundreds of thousands of young people into full time, sustained employment
20-February-2018 - onrec.com
London Youth today launched pivotal research Hidden in Plain Sight shining a light on the hundreds of thousands of young Londoners who are currently hidden from the capitals economy. Posted in News archive on 20 Feb 2018 Hidden young Londoners are typically aged 18-25, are not engaged in employment, education or training and not receiving any welfare benefits. A staggering 480k young people are estimated to be hidden nationally each year. This is not only detrimental to their wellbeing and future prospects, but also results in a £440m loss of revenue from potential income tax/national insurance contributions. London Youth is calling for an overhaul of youth strategies and a tripartite approach between Government, business and youth sectors to fund youth-centric employment initiatives and re-engage these young people. Rosemary Watt-Wyness, Chief Executive of London Youth said: Through our work on Talent Match London we know that youth organisations play a vital role in supporting the work of our statutory employment agencies with young people. Thats because they are best placed within local communities across London and trusted by the young people seeking support to navigate their transition from education into work. The inclusion and funding of the youth sector as an equal partner to Government and the business sector is absolutely critical to the success of future youth-centric employment initiatives. Our research provides clear guidance on how we can all better support hidden young people to overcome existing barriers and is essential reading for all. Highlights from our research: Unemployed young people who do not access welfare benefits or statutory support are often excluded from employability programmes because they are too qualified or are in part time/insecure employment, such as zero hours contracts. Many hidden young people are closer to the job market than we might imagine having achieved good GCSE qualifications and continued with their education beyond 16. Often hidden young people were also facing complex and challenging circumstances beyond their control, such as caring responsibilities or mental ill health, meaning that appropriate support/interventions were also needed to prevent a negative impact on their employment outcomes. James Ashall, Programme Director, Movement to Work, said : Current numbers show that we need to reform the way we provide support to hidden young Londoners. As a voluntary coalition of the UKs most progressive employers across the private, public and third sector, supported by both the Government and the Trades Union Congress (TUC), Movement to Work supports the reports findings and they further support us in our objectives to provide work placement opportunities designed to reach out to disadvantaged young people. We have seen first-hand success in our model providing over 65,000 placements to date, with well over 50% of participants completing placements moving into employment or returning to education. We encourage UK employers to increase cross-sector collaboration and work together to provide the support and opportunities for our societys hardest to reach young people. www.movementtowork.com http://londonyouth.org
Link to full content:
Pimlico Plumber case shows clarity in employment status is needed more than ever
20-February-2018 - onrec.com
After the news that a self-employed plumber's battle for employment rights has been taken to the Supreme Court, contractor tax adviser, Qdos Contractor has again called on the Government to simplify confusing employment status legislation. Posted in News archive on 20 Feb 2018 The leading tax specialist stated that a Pimlico Plumber's fight for basic worker's rights highlights the need for clarity when it comes to defining a self-employed worker, gig economy worker and employee, particularly given ongoing IR35 uncertainty. Qdos Contractor CEO, Seb Maley, commented: "Following recent Uber and Deliveroo verdicts, the Pimlico Plumber case is yet another example of why employment status legislation must be simplified. With the lines currently blurred, it makes it incredibly confusing for the growing number of self-employed and gig economy workers to know where they stand with regards to employment rights. "Recent changes to IR35 in the public sector also strengthens the argument for a simplification of the rules, given that it is clients who now decide a worker's employment status for tax reasons." "With the prospect of IR35 reform reaching the private sector as early as April 2019, the need for clear legislation defining the differences between a self-employed worker and employee have never been greater."
Link to full content:
US marijuana job growth could more than double by 2021
20-February-2018 - usatoday.com
Despite an estimated 25% annual job growth rate, its Canada that could steal the show.
Link to full content:
India closes bank branch at heart of fraud, shares slide
20-February-2018 - usatoday.com
Indian investigators have closed down a branch of a state-run bank that is at the heart of a $1.77 billion fraud and questioned more of its employees as they probed the biggest scam in the countrys banking history. As Kate King reports its left investors shaken, and wiped more than a quarter off Punjab National Banks market value. Video provided by Reuters
Link to full content:
Meat supplier Russell Hume falls into administration
19-February-2018 - bbc.com
The collapse of Derby-based Russell Hume following an FSA investigation will cost almost 270 jobs.
Link to full content:
More arrests in $1.8bn Punjab National Bank scam
19-February-2018 - bbc.com
Several Punjab National Bank workers have been detained in connection with India's biggest fraud.
Link to full content:
Maternity leave: ´I was made redundant on first day back´
19-February-2018 - bbc.com
As a poll finds "worrying attitudes" among employers, three mums tell the BBC about their experiences.
Link to full content:
Meat supplier Russell Hume goes into administration
19-February-2018 - dailymail.co.uk
KPMG, which has been appointed as administrator, said 266 jobs out of the total 302 have already been axed.
Link to full content:
South Korea´s Moon bemoans GM plant closure move, calls on government to help workers
19-February-2018 - reuters.com
SEOUL (Reuters) - South Korean President Moon Jae-in said on Monday General Motors Co's (GM) decision to shut down a factory south of Seoul will hurt that region, and called upon his administration to take measures to boost economic activity there.
Link to full content:
Is your HR team the key to GDPR compliance?
19-February-2018 - onrec.com
Posted in Opinion The existing skills in HR departments can be utilised by businesses for GDPR on 19 Feb 2018 GDPR is just around the corner and HR professionals are set to be among the most significantly affected, particularly in terms of recruitment data. So how can companies ensure their HR departments are ready for the change in legislation? Here, Nigel Crockford, Business Development Manager at IT consultancy eSpida, explains how HR departments can lead by example in GDPR compliance. The new General Data Protection Regulation (GDPR) is set to significantly raise the standards for the processing of personal data in the European Union (EU). After May 25, 2018, every business will be impacted by GDPR and failure to comply with the regulation will result in costly penalties of 4% of global annual turnover or 20 million, whichever value is greater. Many businesses have begun educating themselves on how the new data consent rules will affect them and are working promptly to implement GDPR compliant policies and processes. As such, when making these integral changes, businesses should put their HR departments at the forefront of the operation and utilise their expertise. A companys HR team handles sensitive and often confidential information about the business and its employees every day. This means that HR professionals are well equipped to lead by example and demonstrate to other departments how customer data should be handled following the introduction of GDPR. Generally, most businesses are structured so that HR teams are responsible for reviewing and revising existing company policies. This also includes managing any potential risks posed to employees and ensuring compliance with any legal and regulatory obligations. As natural enforcers of company policy, it would make sense that HR departments work to help their business develop a holistic approach to the implementation of GDPR compliant strategies. This includes creating a resilience plan to help each segment of a business understand and minimise the current data risks and any future implications regarding GDPR. With this in mind, what is it that HR departments should bear in mind when ensuring GDPR compliance across a business and how will the regulation impact their current processes? Change to requests Subject access requests (SAR) are submitted by individuals who want to see a copy of all the information an organisation has stored about them, including information about whether the personal data is being processed and the source of the data. As it stands, individuals are entitled to request this information under section 7 of the Data Protection Act 1998 but, in some instances, it comes at a cost. Currently, unless it is relating to an individuals health record, organisations can charge up to a maximum of £10 before handling a SAR. Under GDPR, organisations will have to scrap fees for SARs and provide the information free of charge. In addition to this, businesses must respond to the request within one month of receipt, rather than the 40-day period that was previously allowed. How much information? Internal processes for HR departments will also be greatly affected by GDPR and in some cases on a global scale. Although the regulation has not been employed across the world, multi-national employers will need a detailed understanding of how their global data is circulated. This is particularly true if an organisation uses a centralised storage database to manage the entire companys HR data. In this instance, the business will need to ensure it is GDPR compliant across the board even if its main operation is not based in the EU. As well as thinking about how HR departments are currently processing employee data, there should also be considerations for how long this data is stored and the justification for this. Under GDPR, the right to erasure could also affect the employee information retained by employers. Traditionally, many HR departments log any formal warnings or other notable issues for employers to track and monitor. Under GDPR, employers will need to make sure that retaining this information on file is only done with employee consent, so that businesses can balance handling historic staff issues with new obligations. Businesses should, therefore, consider whether existing employee data notices comply with GDPR requirements. Often, employers gain consent to processing and retaining employee data by including a clause in their employment contract. GDPR mandates that employers will need to explicitly inform employees exactly what the company will do with any personal data, including any plans to process the information in the future. Overcoming the hurdle While the management of employee data is a key area for GDPR compliance, it is critical that companies also consider the data held on job applicants. This is often one of the areas where HR departments should make the most changes to ensure compliance. HR departments can take a number of steps to ensure GDPR compliance from the get-go, by altering their processes for the application or recruitment stage. To do this, HR staff should ensure the information initially captured on an applicant is minimal, for example just their name and date of birth. To proceed to phase two of the application, individuals should be directed to a template requesting more personal information from the applicant, which the company can retain on file. This stage in the process provides the ideal opportunity for companies to obtain consent and comply with GDPR. This can be achieved by embedding a feature such as a tick box that confirms and authorises the company to use applicant data. Although many companies do have a terms and conditions agreement box featured in the recruitment application documents, this now must adhere to the specifics of how the data will be processed according to GDPR. Once completed, the applicants data should then be captured and securely transferred onto an encrypted database. Companies can also go one step further and set-up parameters that automatically remove data from the system, to minimise any discrepancies. This can include notifying unsuccessful candidates that their data will be stored on the companys database, with the chance to opt out. Companies already regulating their systems to meet with GDPR often send automated e-mails advising that their details will be removed from the system due to the account being inactive. Successful candidates will have their information retained on file. HR departments already have extensive knowledge on how data should be collated and processed within a business, which provides managers with a foundation when considering the development of their own GDPR strategies. Utilising this expertise will help employers take the appropriate steps in conforming their business to meet GDPR requirements. With such a broad selection of processes within HR departments being subject to GDPR, businesses will undoubtedly encounter compliance challenges after May 25, 2018. While HR insight forms a strong foundation, businesses must consult with external experts to identify any data blind spots in GDPR strategies and ensure HR can lead by effective example.
Link to full content:
Aon Benefits & Trends Survey says new technology will play a role in benefits communications
19-February-2018 - onrec.com
Posted in News archive Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that its Benefits and Trends Survey 2018 showed that 32% of employers believe new technologies, such as augmented and virtual reality, will play a part in benefits communications. on 19 Feb 2018 A third of employers say new technology, including augmented reality will feature in communicating benefits 82% of respondents say engaging employees remains the most important objective of an online or flexible benefits strategy The proportion of employers willing to invest to improve their communications has risen to 42% Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that its Benefits and Trends Survey 2018 showed that 32% of employers believe new technologies, such as augmented and virtual reality, will play a part in benefits communications. While 36% of the respondents were not sure and 18% said they did not know enough to make a judgement, only 13% of those surveyed said these technologies would not be useful for benefits communication and employee engagement. Engaging employees remains the most important objective of an online or flexible benefits strategy for 82% of employers. Retention and providing employee choice are also priorities, at 71% and 65% respectively. In joint fourth place, are diversity/multigenerational reasons, as well as aligning benefits with an employer value proposition at 55%. Jerry Edmondson, strategic communications and engagement proposition leader of Aon Employee Benefits, said: Typically, the employee benefits world has lagged several years behind the marketing world in adopting new engagement technology. However, as employee expectations and technology evolves, were seeing artificial intelligence chatbots answering HR queries, personalised motion graphics on pension statements, user-generated content promoting flexible benefits platforms and augmented reality apps supporting total reward statements. In particular, augmented reality is ready to boom in marketing generally, because digital information is laid on top of a viewers actual environment and that capability is now available in most smartphones. Edmondson also said that the most popular channel for communicating benefits is still email, used by 95% of respondents, while there have been downturns in the use of face-to-face communications (53% to 45%) and manager cascade (40% to 28%) from the previous survey which could be detrimental to employees understanding of their benefits. The report also showed that the proportion of employers saying they would be willing to invest to improve their communications has risen to 42% from 36%. Edmondson explained: New technology may have a part to play in investment as benefits teams look to keep pace with consumer experiences by executing a more digital, segmented and smarter plan in 2018. Indeed, the survey showed that companies want benefits advisers to do more to help with communications strategy, helping them to embed it into a year-round, integrated strategy, in order to reduce waste on disjointed, ad hoc communications. Aon Employee Benefits will be discussing Augmented Reality at Employee Benefits Connect 2018, 28 February 2018, London. Download a copy of the Benefits and Trends Survey 2018
Link to full content:
How to prepare your kids for career success
19-February-2018 - usatoday.com
As a parent, there is plenty you can do to help set them up for their best shot at success.
Link to full content:
What to do if you really, really need your tax refund fast
19-February-2018 - usatoday.com
Heres how to get your refund fast, then use it to build a savings account.
Link to full content:
And now for something completely different...
19-February-2018 - onrec.com
Tired of the same old narrative, Novo have launched their new website and brand to challenge the market and raise standards in recruitment. Posted in Launch on 19 Feb 2018 Established in 2011, Novo has been delivering their unique brand of recruitment to the construction sector for nearly 7 years and as with all businesses they have carefully shaped and steered the direction of the business in line with their company vision and overall targets. Unlike most recruitment businesses, Novos mission is not entirely defined around increasing headcount and turnover. Do not mistake this for lack of ambition. Whilst their focus is almost entirely towards operational excellence in each area of the business, genuine customer service for both candidates and clients and longevity/ quality of relationships the belief is that this will lead to a more sustainable growth with a well-established core team. Ultimately the goal is to be recognised as the most respected construction recruiter in the UK and advocates for improvements to recruitment practices across the industry. Novos new website offers users something a little different - a unique sense of honesty and clarity rather than promises of bespoke services and unique methods of working. Recruitment is pretty black and white as far as we see things. We just add a bit of colour By enhancing the profile pages for each staff member within the meet the team section, Novo offer their customers insight in to the people behind the brand and lets face it, recruitment is all about people. And by openly stating that they wont place every candidate they encounter or fill every job they are assigned, the openness, honesty and transparency is there for all to see. Gary Melton Director at Novo said that they wanted to outwardly reflect the internal ethos of the business and give visitors the opportunity to feel they are dealing with a different breed of recruiter before even getting in touch. www.novouk.com
Link to full content:
UK professionals reveal their most embarrassing workplace moments
19-February-2018 - onrec.com
New research from CV-Library has shared the nations top cringeworthy work situations Posted in News archive on 19 Feb 2018 Company Profile CV-Library.co.uk View profile » While we hope to avoid awkward situations at work, unfortunately this isnt always possible. In fact, the latest research from CV-Library , the UKs leading independent job site, reveals that nearly half (49%) of UK professionals have witnessed embarrassing incidents in the workplace, and a further 36.1% have been directly involved. The survey of 1,200 workers sought to reveal the nations most embarrassing workplace moments and found that in the majority of cases (65.8%) these cringeworthy moments involved peoples co-workers. Whats more, a further 22.2% said that they even involved their boss. Whether its saying the wrong thing at the wrong time, or getting drunk at a work function, professionals were asked how they felt as a result of these incidents, with respondents citing the following: Uncomfortable - 40.5% Awkward - 19.3% Embarrassed - 11.1% Upset - 6.2% Angry - 5.9% Lee Biggins, founder and managing director of CV-Library , comments: Unfortunately, life is not always in our control and sometimes certain situations happen which leave us feeling uncomfortable and embarrassed. If you find yourself left red-faced in the workplace, the temptation can be to get away as quick as possible. But its important to remain calm and professional at all times, and remember you are still at work. In addition, the study asked professionals to share their most cringeworthy moments and CV-Library reveals 10 of the most awkward responses below: Greg from Cambridge said: I once had a customer email me saying that he was sorry to hear I had gone deaf and that he hoped I would make a speedy recovery. I had to explain to him that I was born deaf he was so embarrassed!2. Emily from Bristol said: One of my colleagues had an affair with one of the senior managers. We all knew it was going on and it made everyone in the office feel very uncomfortable. They were eventually caught red-handed, but still continued to deny it! Sam from Cornwall said : During my lunch break, I was trying on some new underwear and decided to send a picture to my wife as a joke. It was only when I received a reply from my manager that I realised Id hit the wrong number! It took a lot to go back to work that day. Amy from Oxford said: I was doing an impression of my very serious boss without realising that he was behind me. Its safe to say he didnt see the funny side and pulled me up about it in front of the whole office. I was humiliated and left the company soon after. David from Basingstoke: I accidently charged a customer for an item twice and didnt realise until he came back for a refund a few days later making a scene while he was at it. While I was processing the refund, I accidently charged him again! Safe to say he wont be using our store anymore. Charlotte from Bournemouth: One day after work, I got caught in a conversation with an overly friendly work colleague. When I went to say goodbye, he moved forward to kiss me but I quickly stepped back. Several people in our office saw and thought we were secretly going out! Ollie from Cardiff: My manager went to the toilet during an important conference call and he forgot to turn his microphone off. He began complaining to a colleague about all the other managers. The entire room could hear, so I had to run in and tell him to turn it off! Sarah from Leeds: I did a silly dance in front of everyone in the office thinking it would never leave the room. But my colleague had filmed me on her phone, and I had a huge surprise when the clip appeared in our next company presentation for everyone to see. Eleanor from Essex: A few years ago I worked as a waitress and was rushing around during a busy shift. As a result I accidently spilt gravy down a womans new white dress. She was furious and left the restaurant after refusing to pay. Chris from South London: My boss got very drunk at our annual summer party and it got to the point where he couldnt walk. Everyone was laughing at him so I ended up carrying him to a taxi and phoning his wife to tell her he was coming home. We havent spoken about the incident since. Biggins concludes: Its understandable that embarrassing or cringeworthy moments can leave us with our heart in our throat, but its important to handle these situations correctly. Otherwise, you could cause further tension. If an awkward moment at work has left you feeling uncomfortable, even if you werent directly involved, you need to talk to your manager about whats troubling you. They can then begin to work through this with you to prevent any further upset as a result of the incident.
Link to full content:
Working Chance digital mentoring programme helps vulnerable women thrive in the workplace
19-February-2018 - onrec.com
Recruitment charity selects Rungway to better support women leaving the criminal justice and care systems Posted in News archive on 19 Feb 2018 Working Chance, the UKs only not-for-profit recruitment consultancy specialising in the support of women leaving the criminal justice and care systems, is rolling out its new digital mentoring programme Link Chat to all of its candidates, following its successful pilot phase. Working Chance supports women to find and sustain employment with real career prospects as it believes that employment not only gives dignity and purpose, but enables women to become financially independent and support their children. In addition to recruitment services, Working Chance has partnered with Rungway to develop a bespoke online mentoring programme called Link Chat. The programme is designed to match women who are looking for work or in work with corporate volunteers in a safe and supportive online community, providing the women with practical advice and guidance as well as industry insight. The benefits of the Rungway platform include anytime, anywhere support, access to multiple mentors and a way to address sensitive topics. Lyn Warren, HR Director at Carpet Right is among many corporate mentors who have joined the digital initiative, offering their expertise and experience to Working Chances community of women. Warren commented on the new programme, Working Chance is providing invaluable support to women seeking employment following difficult circumstances. This digital mentoring initiative is perfect for me, I can help wherever I am and whatever time of day. I have helped with a number of questions, including giving advice on preparing for presentations, what to do as a new starter with no induction and how to deal with rude colleagues. I also gain new perspectives and tend to learn a lot myself you can never stop learning and developing yourself. Working Chances mentoring programme Link Chat runs through Rungway, a technology platform which is changing the way people give and get help at work. Users of Rungway are using the platform to seek advice and share their experience on work and life challenges, providing career advice and helping build up confidence by feeling better informed. A Working Chance candidate aged 21, who is a care leaver and ex-offender, said, I like that I can just post a question and connect with mentors who have heaps of experience and really want to help me through my struggles at work. When I first used Rungway, I was nervous about how people might react to my questions, but I soon realised that everyone is on here to help. I have been helped in many ways; from asking about how can I prepare for a supervision and support meeting to how to de-stress after a busy day at work. Rungway is fun and friendly. It offers a real supportive online community where women can openly talk about work related issues, give and share advice. Id definitely recommend it! Jocelyn Hillman OBE, Founder and Chief Executive at Working Chance, added, Working Chance generates social mobility by supporting marginalised women and their children to cross the social divide from lives of exclusion to lives of contribution through employment. One of the ways we achieve this is by finding new, creative and innovative ways to work, including partnering with organisations such as Rungway. Without technology like this, women with convictions who are looking for work would struggle to find the support they need to thrive in the workforce. The beauty of this platform is that it also provides our corporate partners with the opportunity to transform the lives of women and their children, invest in the community as well as learn something new themselves. Julie Chakraverty, Rungway Founder and Chief Executive, added Rungway is proud to support Working Chance in their all-important mission and support these women back into the workplace, so that everyone can have an equal chance to fulfil their potential. workingchance.org www.rungway.com
Link to full content:
Youre using your freezer wrongheres how to stock it the right way
18-February-2018 - usatoday.com
Keep it full, keep it cold, and keep it organized.
Link to full content:
4 signs you shouldnt do your own tax return
18-February-2018 - usatoday.com
Got a complicated tax situation? Hiring a pro could be the best tax reduction trick of all
Link to full content:
Everyone wants to hire for these 10 jobs but not enough people are applying
18-February-2018 - usatoday.com
Home health aides, nurse practitioners and financial advisers are needed. Ever think about driving a truck? Drivers are needed, too.
Link to full content:
Company behind Hollywood blood and gore to help NHS
17-February-2018 - dailymail.co.uk
Lifecast, which is based at Elstree Studios, Hertfordshire, has joined forces with MedaPhor, a Welsh company that has developed ultrasound training simulators.
Link to full content:
Will you outlive your retirement savings?
17-February-2018 - usatoday.com
Your nest egg needs to sustain you throughout retirement. Heres how to make sure it does.
Link to full content:
Laid off? Fired? Rebuild your career after job loss
17-February-2018 - usatoday.com
Know that a layoff or a firing is not a life-ending (or even career-ending) thing.
Link to full content:
Tesco´s Cardiff call centre closes with loss of 1,100 jobs
16-February-2018 - bbc.com
The supermarket is moving its customer engagement operations to a single site in Dundee.
Link to full content:
How to use the 100-minus-your-age rule of thumb when investing in your 401(k)
16-February-2018 - usatoday.com
Many saving for retirement are inclined to use a rule of thumb to figure out how much to invest in stocks and bonds.
Link to full content:
Job search: 5 steps to a better position in 2018
16-February-2018 - usatoday.com
Here are 5 steps to get you started on the path to a new and better job.
Link to full content:
Interest rate rises make you richer: This is Money podcast
16-February-2018 - dailymail.co.uk
On this week's podcast we discuss why Britain doesnt get paid enough, what we can do about it and how to look on the bright side of rising interest rates.
Link to full content:
RSA: Tax Facebook to fund universal basic income
16-February-2018 - dailymail.co.uk
The RSA think-tank (led by Matthew Taylor, pictured) said that a growing number of Britons face losing their jobs to robots and artificial intelligence in the coming years.
Link to full content:
Cifas fraud marker left me with do not employ status
16-February-2018 - dailymail.co.uk
The black mark had been put on his records following a failed mortgage application a year earlier. It only came to light after the reader failed background checks for two jobs, leaving him unemployed.
Link to full content:
Home ownership rates among young people have ´collapsed´
16-February-2018 - dailymail.co.uk
House prices have increased seven times faster in real terms than the average annual salary of a young worker, according to the Institute for Fiscal Studies.
Link to full content:
Commerce Department calls for Trump to impose steep tariffs or quotas on foreign steel and aluminum
16-February-2018 - usatoday.com
The Commerce Department is recommending heavy tariffs and quotas on steel and aluminum imports. The recommendations include a 24% global tariff on steel imports.
Link to full content:
cut-e retains ISO/IEC 27001 certification
16-February-2018 - onrec.com
Assessment specialist cut-e, part of Aons Assessment Solutions group, has successfully achieved ISO/IEC 27001 certification for another three years. Posted in News archive on 16 Feb 2018 Company Profile cut-e View profile » ISO (the International Organization for Standardization) is an independent, standard-setting body which promotes worldwide proprietary, industrial and commercial standards. These standards provide world-class specifications for products, services and systems, to ensure quality, safety and efficiency. ISO 27001 is the international standard of best practice for managing sensitive company information and ensuring it remains secure. This includes assets such as financial information, intellectual property, personal records and information entrusted by third parties. Achieving accredited certification to ISO 27001 means our clients can be confident that we follow information security best practice, said Andreas Lohff, Chief Executive Officer of cut-e. An independent, expert verification of our processes and IT systems has confirmed that our commercially-sensitive information is secure and that it is managed in line with ISOs international recommendations. The certification process was performed by an external certification body. For further information about cut-es commitment to quality assurance, please visit https://www.cut-e.com/online-assessment
Link to full content:
Graduate recruitment ultra-competitive globally as places become more prestigious and scarce
16-February-2018 - onrec.com
The recruiter battle for the strongest graduates is becoming so intense with students more empowered than ever before, according to two industry leaders. Posted in News archive on 16 Feb 2018 Company Profile WCN View profile » In a study of almost one million applicants and excerpts of responses from almost 40,000 business students across four international regions. [1] , leading global talent acquisition software provider WCN and employer branding thought leader Universum have compiled The must know student recruiting trends for 2018. Based on the analysis conducted by WCN, the following global conclusions can be reached: Competition is tougher than you might imagine Across the applications reviewed, of those applying, only approximately 2% make the offers stage, whereas an average of 70% of candidates find themselves screened out from the start. Fallout rates are big so engagement is king - Decline, withdraw and renege rates vary across the world (combined these can be as large as 30%) but a universal finding is that from the thousands applying, the numbers falling into one of these three groupings are consistently in the hundreds. Diversity continues to be a big challenge in student hiring Female applications underwhelm male applications in quantity but females are more successful than men at receiving offers. Working Abroad is a booming area amongst graduates Despite ever-changing political climates, more and more overseas students are applying for roles outside of their country of nationality looking to experience work in different offices and nurture their desires to travel. The numbers securing roles varies but are prominent in the UK despite the Brexit vote, whilst large numbers of UK applicants are finding success in APAC offices and Canadians cross the border to work in the US. The prominence of elite universities is also a mixed bag - Whilst analysis of US data shows less leaning towards students with Ivy League backgrounds, UK data shows a bigger leaning towards Russell Group universities with three quarters securing posts despite criticism from social mobility lobbyists. Gaps in ethnicity still exist There is a gap in roles being filled by Black and Hispanics across all regions which could be eased by more diversity focus particularly in the US and UK where the proportion of roles filled are significantly lower than applications received. WCN Founder & CEO Charles Hipps comments: This report clearly demonstrates the need for recruiters to expand sources, find diamonds in the rough and improve diversity in a hugely competitive landscape. Engagement is key to this and recruiters really need to be thinking about how to accelerate their commitment to hiring superstars by personalising approaches to candidate nurturing so that you can vie to be faster than your competitors. Universums data reveals stark insights into what students expect to choose an employer as ideal for them including: 48% of students would not choose an employer as ideal if they do not know enough about them and 13% would be put off if they felt employers did not recruit from their school. Top drivers for choosing a graduate/rotational program include demonstrating business integration (52%), development opportunities (51%), mentorship (28%), leadership programs (36%) and having a variety of rotations (30%). In every country profiled, having a work/life balance and offering security/stability in jobs were ranked as the top two career goals for business students. Working for an international company/organization or working for a privately-owned national company/organization were the top choices for what students most want to do after graduation. Universally across all regions, students selected social media as the most used and most effective communication channel and Facebook as the best of these websites. Employer websites and career fairs were second and third in every study. Our research shows that students indeed have more options than before they are both indicating a broader interest for different industries and employers as well as assessing their personal fit with the values of their future organization, comments Universum Managing Director for Americas, Jonna Sjövall. Full regional breakdowns of how graduate recruiting is performing based on office locations can be found in the full report. [1] Universum Talent Research was conducted between October 2016 and March 2017 the number of respondents for business students in each region are as follows: 1,771 Hong Kong, 2,715 Singapore, 8,677 UK and 26,809 for the US.
Link to full content:
Dominant UK reward model is failing: new approaches must address low pay, gender pay and total rewards
16-February-2018 - onrec.com
With many UK workers experiencing real wage cuts, persistent and unjustified pay gaps in a tightening labour market, a new research paper by the Institute for Employment Studies (IES) identifies areas where employers and policymakers should act to reinvigorate their pay practices to improve employee engagement and productivity. Posted in News archive on 16 Feb 2018 With the likely intensification of current recruitment shortages, skills gaps and the fall in living standards as the UK leaves the European Union, the paper argues that both employers and policymakers should act on three key areas low pay, gender pay and total rewards to help halt the relative decline of the UKs already below-par productivity performance. The paper, authored by IES head of HR consultancy, Dr Duncan Brown, analyses trends in UK pay and rewards over the past thirty years. It shows moves across all sectors towards more market- and performance-related pay and individualised, more flexible reward packages. However, beneath the rhetoric of total rewards and aspiring to be a best-place-to-work, greater risk and precariousness in pay was transferred to employees at the same time as pay differentials escalated and pay fairness took a back-seat. In this context, more action on the areas of low pay, gender pay and total rewards should be a priority, Brown argues. Since the financial crash in 2008, many UK employers have made use of low-cost reward models and low pay awards which, Brown suggests, go hand-in-hand with stalled pay progression, limited benefits and uncertain working hours. This has prompted recent government intervention on the fairness agenda, including new measures to address excessive executive pay and systemic low pay with the National Living Wage. Dr Duncan Brown, author of the paper, commented: The UKs productivity woes, lagging behind countries like France and Germany, are partly due to a lack of investment in skills and too many businesses benefiting opportunistically from a prevailing culture of low pay. IES research suggests that prioritising and balancing the goals of fairness, flexibility and affordability in reward arrangements is essential to tackle the challenges facing the UK economy.
Link to full content:
Settled status applications must work for EU staff, say small firmsCap lawyer costs for NHS clinical negligence claims, says NHS Confederation
16-February-2018 - onrec.com
Last month, with others, we called on the Justice Secretary to reform the handling of clinical negligence claims. Posted in News archive on 16 Feb 2018 Following the announcement by the Department of Health & Social Care that a group of experts will work on introducing a new cap on the amount of costs that lawyers can recover in NHS clinical negligence cases, Niall Dickson, chief executive of the NHS Confederation, which represents organisations across the healthcare sector, said: Last month, with others, we called on the Justice Secretary to reform the handling of clinical negligence claims. Todays announcement is a step in the right direction. It must surely be fair to cap the amount lawyers can charge for their costs, and we welcome the decision to set up a group to work on this - we trust that the Government will act quickly on its recommendations. We are also pleased that ministers have signalled their determination to tackle the wider issue of clinical negligence claims. The rising cost is now unsustainable and already means that vast resources that could be used by the NHS are being diverted elsewhere. We fully accept that there must be reasonable compensation for patients harmed through clinical negligence, but this needs to be balanced against societys ability to pay. Money that is used for this purpose cannot be spent on frontline care. We also accept that the greatest prize is safe care no health system can eliminate mistakes but the campaign to put safety at the heart of the NHS is critical. The irony is that excessive claims and a blame first approach undermines the open and learning culture which is so important for safe care.
Link to full content:
Texas Petro-Chemical Contractor Sued for Disability Discrimination
16-February-2018 - insurancejournal.com
A blood disorder led to the unlawful firing of three laborers at a Texas-based petro-chemical contractor, federal officials say. the U.S. Equal Employment Opportunity Commission (EEOC) has charged in a lawsuit that Signature Industrial Services LLC (SIS) unlawfully fired the
Link to full content:
Weinstein-Wary Businesses Updating Employee Dating Policies
16-February-2018 - insurancejournal.com
It happens in so many workplaces two colleagues begin a romantic relationship. But a heightened awareness about sexual harassment means small business owners can get more anxious when employees start dating. Many owners have consulted with employment attorneys or
Link to full content:
Agency Warns of Possible Hepatitis Exposure at Arkansas Restaurant
16-February-2018 - insurancejournal.com
State health officials say people who visited a Taco Bell restaurant in northeast Arkansas may have been exposed to hepatitis A after an employee tested positive for the virus. The health department says the affected restaurant is in Corning, about
Link to full content:
London Unveils New Rules for Ubers Drivers, Cars; Fleet Insurance Also Eyed
16-February-2018 - insurancejournal.com
Londons transport authority unveiled proposed new rules for private hire taxi companies such as Uber by requiring them to limit working hours for their drivers, share data on travel patterns and ensure provision of wheelchair-accessible vehicles. Companies should ensure that
Link to full content:
Candidate Attraction Challenges for Retail / Wholesale Sector
16-February-2018 - onrec.com
So whats the story? Posted in News archive on 16 Feb 2018 Company Profile eploy View profile » In this series of blogs, were taking a look at different industries to discover how in-house recruiters are attracting talent. In this post, we turn to take a look at the Retail & Wholesale Sector. Unlike most other sectors candidate scarcity is less of an issue for Retailers affecting less than 50% of businesses taking part in the Candidate Attraction Survey 2017. However, lower than market average salaries is a concern for 38% of the Retail / Wholesale sector. In Retail employees are often dealing directly with customers so recruiting the right candidates is essential. The industry can experience high turnover, so emphasising a companys brand and values to attract candidates could have a major impact on results. The Retail sector encompasses a diversity of businesses, from household-names in the high street through to supermarkets, specialists and online - covering numerous work settings such as local retail branches, head office and distribution warehouses. Typically they offer a large range of roles - from graduate programmes to head office roles, branch customer facing roles and skilled specialist roles covering, full time, part time, seasonal and shift work, so there is a great deal to do in attracting the right quality and quantity candidates. You can read more on the subject of volume recruitment in a previous blog. Which channels work best in sourcing retail candidates and what can be improved? Let us take a look at the sector sourcing quadrant from the UK Candidate Attraction Report 2017 and discover which sourcing channels are providing the best quality and quantity candidates. The chart below shows that in-house recruiters in this sector are proficient in using their Professional Social Networks to generate successful good quality and quantity candidates. Both Pay Per Click and PSL/Agencies deliver a similar level of decent quality and quantity candidates, yet PPC is only used by 8% of respondents in this sector, so this is something retailers could look to explore as with a dedicated effort results could be much higher. Another area that could benefit from a review is the company careers site or section of the main website. Used as a sourcing tool by 100% in this sector for attracting candidates to apply directly, the results appear to have room for improvement. While they provide a relatively good quantity of candidates, the quality of candidates could be better. As mentioned, lower salaries are seen as a challenge by 38% in this sector, so attracting the right candidates could pose a challenge, especially if volume recruiting. However, a number of Eploy customers are using their careers sites to address this by building values, brand and career path journeys into their sites to engage candidates and demonstrate how vacancies could fit their life, right at the start of the journey. Social media just isnt an effective sourcing channel yet it has the second biggest channel usage after website (89%). Not anywhere close in achieving results is Print. It appears print is dead in Retail anyway. ATS/CRM/Talent Pool is used by just over half of respondents (53%) and isnt doing a bad job sitting just above the mid-point axis. However, there are likely to be many more opportunities for talent pooling, candidate attraction and engagement to attract talent. Take a look at how you are using your ATS/CRM to manage your talent pipelining strategy. Being in a position where you have a target list of pre-screened, engaged candidates ready for your approach will assist you no end with proactive recruitment. One channel storming ahead is Professional Social Networks which are delivering a high quality and quantity of candidates, sitting in the top right-hand quadrant. Hiring Process Workflow Once you understand the channels that work for you to deliver the desired quality and quantity of candidates, review your hiring workflow to ensure it is optimised for your precise recruitment processes. Manage relationships at every part of the recruitment journey - losing good candidates throughout the application process is a common problem that requires steps to prevent this. Checklist Conduct a review of the channels you use and the success of each in attracting the right quality and quantity of candidates. How do these compare to the quadrant above? Audit your careers site. Can you easily access site analytics to understand candidate behaviour? Look at what the analytics are telling you and the areas you might need to improve on. Are your brand values and career path journeys featured for candidate engagement? Keep your online applications simple to keep prospective candidates on your site, dont redirect to a random site/domain this is a common mistake. Who is your typical audience and has your careers site been developed with the audience in mind? Can candidates see where they may fit into the business? How easy is it to register with you? Built in CV parsing to auto-populate candidate information within your ATS will help to keep candidates attention as will social sharing and unfinished application reminders. Want to know more? Take a look at the Ladbrookes Coral Group case study and read how they revolutionised their candidate attraction and candidate journey in a bid to attract more quality and quantity candidates. They were losing 80 90% of candidates through the candidate journey and changed their strategy that saw a 61% improvement in candidate dropout rate to exceed their hiring goals. Not bad when you consider their 750,000 annual career site visitors!
Link to full content:
Amazon to hire 400 near Houston
16-February-2018 - usatoday.com
The full-time jobs are at a new fulfillment center.
Link to full content:
Youre using your freezer wongheres how to stock it the right way
16-February-2018 - usatoday.com
Keep it full, keep it cold, and keep it organized.
Link to full content:
How to best help law students? Provide full-time, on-campus counselors, among other things
15-February-2018 - abajournal.com
Law students have many things to be anxious aboutgetting called on in class can be terrifying, plus the process of applying for jobs and the
Link to full content:
How to invest in biotechnology: Top fund manager explains
15-February-2018 - dailymail.co.uk
Biotechnology is an exciting industry, where technology creates medicine tailored to individuals. Carl Harald Janson, of International Biotechnology Trust, explains it to us.
Link to full content:
BoE: Workers to get biggest pay rise in a decade in 2018
15-February-2018 - dailymail.co.uk
Pay packets are now expected to rise by an average of 3.1 per cent this year, above the better-than-expected rate of 2.6 per cent seen last year, Bank of England data shows.
Link to full content:
Spanish woman´s ´sexist´ rejection letter sparks furore
15-February-2018 - bbc.com
An agency in Spain has allegedly rejected a woman for a job on the grounds she was not a man.
Link to full content:
Can You Pay Your Employees in Bitcoin?
15-February-2018 - workforce.com
What is bitcoin? I dont understand how fake money works. These were the words of my 9-year-old last week. Let me try to help him, and you, out. Bitcoin is not fake money. Its digital, or virtual, currency, created in 2009 by an unknown person using the alias Satoshi Nakamoto. Its used for online transactions some legitimate (Microsoft, Overstock), and... The post Can You Pay Your Employees in Bitcoin? appeared first on Workforce Magazine .
Link to full content:
Settled status applications must work for EU staff, say small firms
15-February-2018 - onrec.com
Responding to the latest Home Affairs Committee report on the implications of Brexit for the UK immigration system, Federation of Small Businesses (FSB) National Chairman Mike Cherry, said: Posted in News archive on 15 Feb 2018 One in five small firms that employ staff has an EU worker on their books. By providing so little guidance on what the future looks like for these vital workers, the Government is making it that much harder for small firms to plan ahead. Its absolutely vital that the process for securing settled status is as streamlined as possible once its off the ground. Almost all small business owners have no experience of using the points-based immigration system, so we need to avoid a situation where theyre expected to double up as immigration officers. Ideally, wed have one set of immigration rule changes post-Brexit. As things stand, small firms are facing a new set of rules during the transition period and a new set of rules again once we get to 2021. Those switchovers need to cause minimal disruption to small firms. Otherwise, the Government risks shocks to the wider economy.
Link to full content:
6 things to have prepared when starting your business
15-February-2018 - onrec.com
First of all, congratulations on taking such an accomplished step towards your career in business. Now weve got that out of the way, lets get discuss the importance of these key 6 things youll need to prepare. Posted in News archive on 15 Feb 2018 We will go through these key points: HR Offices Legalities Finances Get advice Check out competitors Human Resources HR or Human Resources is made up of the employees who plan, direct and coordinate the admin of an organisation. To put it bluntly, you need an HR manager to be the coordinator between employees and the organisation. Owning an office If you are yet to buy your first office; Buy Rent Commercial is a highly recommended commercial property finder. For those of you who have already got an office, you should make sure it is always well maintained to avoid any costly issues that may damage your business. Legal requirements Registering your business with the Government is essential, and you can do so by following this link on how to set up a business . There are different rules depending on your type of business, so make sure you check - and double check - all laws and regulations on the Gov.uk website. It is also important to read about your responsibilities if you are going to employ people. This is because youre going to have to sort out a running payroll, provide workplace pensions and more. Financial planning You can apply for a Start Up Loan for your business, or get other financial support from the Government. Of course, these are all things you should consider extensively and plan for. The last thing you should do is take out a loan that you dont believe youll be able to pay off in time. Advice As much as we all like to think we can do things on our own, the fact is that starting a business is a massive task. It has many risks (and benefits), which is why you should never shy away from the advice of any and all who offer it. Obviously, not all advice is going to be actionable or correct, but its good to get a wide span of advice so that you can pick out the good from the damn right awful. Competitor research Again, you need to broaden your knowledge by any means possible. Your competitors are a great place to start. They have been where you are and they are succeeding; but how? Find out what they do to succeed and what theyve done in the past which has had a negative impact on their business. This doesnt mean you should dig into their personal lives, of course, but learning as much as you can about how their business runs will significantly benefit you. Have you got any thoughts on this? Help us to improve our understanding of starting up a business by letting us know your advice and thoughts on the subject. Good luck and dont hesitate to tell us how your business is thriving!
Link to full content:
Take your manufacturing business to the next level with AI
15-February-2018 - onrec.com
Tim Clark, head of manufacturing solutions at SAS Posted in News archive on 15 Feb 2018 Lets lay down some fundamentals. In business you want to achieve the highest revenues with the best margins and the lowest costs. More specifically, in manufacturing, you want your products to be the highest quality (relative to specification) when you make the item. And you want it shipped to the right place at the right time when planning your supply chain. And you want to achieve the best customer satisfaction when you engage with them and have as few returns or failures as possible while in service . Seems simple, right? Most of us will have seen the tree swing cartoon below. It's been around for many years, but it's still an apt illustration of the importance of focus, data, insight and collaboration. The level of complexity, speed and detail in modern manufacturing processes has become almost impossible to manage via manual or human effort alone. And that increases the risk of the many misunderstandings outlined above. Assistance from technology and engineering have been prevalent since the introduction of the steam engine, but as we navigate through the Fourth Industrial Revolution (Industry 4.0), artificial intelligence (AI) is becoming a common theme. But lets break this term down: Artificial means made by humans, especially in imitation of something natural. Intelligence is the ability to acquire and apply knowledge and skills. So weve been applying AI for quite a while, but now were applying it to computers. AI in manufacturing When we apply artificial intelligence or machine learning to the manufacturing process, what do we mean? For us at SAS, this is about understanding data, extracting insight and learning from the outputs. Analytics is about iteration and learning, and as we learn we change or influence the next step. This process can also be referred to as machine learning, meaning the machine carries out this iterative process without the need for human intervention. The benefits of machine learning are wide and varied, and in the right hands can provide extensive value to your business through high levels of automation. Machine learning can identify previously unseen relationships and influence processes or data sets, and extract insights quicker and in more detail than ever before. AI is already here and taking effect. The people and businesses that understand what it is and how it can help will prosper thanks to greater insight, agility and growth. Those that dont will have to work harder and longer to compete. Proven AI with proven results Many software vendors claim AI, cognitive and machine learning capabilities. While some can provide these to some extent, the evolution of any technology shows the more you focus on it, invest and develop it, the better you are at it. SAS has done this for more than 40 years, and that's why we lead the pack in advanced analytics to support AI, cognitive and machine learning capabilities, according to Forrester and Gartner independent industry reviews. SAS has taken its extensive knowledge and investments to harness the Power to Know into the manufacturing world. We've connected processes and capabilities around monitoring machines, systems and data in the make process, and can join this to post-production analysis around forecasting and supply chain processes to aid future planning . This is paired with data driven analytical approaches to customer engagement and post-sale monitoring of product performance, service requirements and infield product satisfaction. This process is illustrated below: All successful businesses invest in operational platforms like ERP, finance and billing systems. More recently business have seen extensive value in productivity platforms with office tools and CRM systems. Now the next wave is here - analytical platforms that encompass AI and machine learning to support your organisation beyond the expected key performance indicators that are traditionally used. www.sas.com
Link to full content:
Neurodiversity not on the agenda for 9 out of 10 UK organisations
15-February-2018 - onrec.com
CIPD/Uptimize guide highlights the benefits of employing a neurodiverse workforce as estimates suggest 10% of UK population is in some way neurodivergent Posted in Statistics and trends on 15 Feb 2018 Company Profile CIPD View profile » Just 1 in 10 organisations say consideration of neurodiversity is included in their people management practices, despite around 10% of the UK population being neurodivergent in some way, according to a poll of HR professionals from the CIPD, the professional body for HR and people development. Neurodiversity refers to the natural range of differences in human brain function. Amongst employers, its used to describe alternative thinking styles including dyslexia, autism, ADHD and dyspraxia as they relate to diversity and inclusion. These can have unique strengths, ranging from data-driven thinking to sustained focus over long periods, an ability to spot patterns and trends, and the capacity to process information at extraordinary speeds. It is estimated that at least 10% of the UK population is neurodivergent. However, due to a lack of awareness within UK organisations and the way that most organisations are physically and structurally set up for neurotypicals, many workplaces do not enable neurodiverse individuals to perform to their full potential. Indeed, the poll found that 72% of HR professionals said that consideration of neurodiversity wasnt included in their people management practices, and 17% said that they didnt know. Given the high prevalence of neurodivergence, organisations are missing out on the unique strengths of a large talent pool. As a result, the CIPD, in collaboration with Uptimize, the leading provider of neurodiversity inclusion training, has developed a guide for employers to raise awareness and understanding of neurodiversity at work, and the simple workplace adjustments needed to enable people to perform at their best. Dr Jill Miller, Diversity and Inclusion Adviser at the CIPD, said: Were just scratching the surface of understanding how neurodiversity at work can help organisations be more creative and innovative, but the insights we already do have show the unique value that neurodivergent individuals can bring to the workforce. However, even at a time when employers are under pressure to identify new talent pools to fill skills gaps, recruitment and development practices are screening out such individuals and the unique skills they possess. Rather than measuring potential employees against a long wish list of capabilities, we need to be clear on the key skills each job requires and enable people who possess those to play to their strengths. Ultimately, everyone has the right to feel accepted and included at work and organisations have a responsibility to be a place where everyone can reach their potential. While workplace adjustments will be dependent on individual need, they are often small and inexpensive, and many actually benefit everyone. Why wouldnt you want a more navigable intranet or clearer communications with your manager? Ed Thompson, CEO of Uptimize, said: In the past, attention was solely on the challenges faced by neurodivergent individuals at work, but now leading employers are documenting the huge advantages of employing people who literally think differently. We believe that embracing neurodiversity can be a significant competitive advantage organisations have the opportunity to leverage the skills of this high potential, available talent pool. Our guide can develop employer awareness and understanding of neurodiversity and provides practical suggestions to make your organisation neurodiversity smart. Example recommendations for employers in the guide: Recruitment: Ensure job descriptions are jargon free and clearly signal that your organisation welcomes neurodivergent individuals Many recruitment practices often rely on competency frameworks where people are filtered out if they dont meet minimum standards on a set of wide ranging capabilities review your recruitment approach to ensure youre not screening out talented individuals Ensure interviewers are informed about neurodiversity so they are fair and empathetic in the interview process (such as by choosing a quiet interview space, avoiding rapid fire questions and understanding why some people might not make direct eye contact) Workplaces: Avoid really bright lights in your office that can be distracting or lead to sensory overload Consider how noisy open plan environments can be distracting or lead to individuals feeling overwhelmed Complete a desk assessment for any new joiners, helping them make sure their computer screen isnt too bright and they have everything they need to aid personal organisation (such as trays and filing drawers) Management: Train line managers so that they feel confident and able to assist neurodiverse employees at work and help them make the most of their skills Encourage regular one-to-ones and feedback between line managers and their reports to keep communication channels open and help motivate and support all employees Make sure neurodiversity is welcomed and championed by senior leaders and that a culture of celebrating difference is encouraged throughout the organisation HR: Highlight employee support networks and similar resources clearly in the on-boarding process and on the company intranet for anyone who needs them Ensure individualised support is available to all, from access to mentoring, coaching and counselling make sure that support is clearly signposted Address comfort at work on a regular basis through workspace preference questionnaires and broader employee satisfaction surveys www.cipd.co.uk
Link to full content:
Best mobile networks offering flexible contracts
15-February-2018 - dailymail.co.uk
EE has overhauled its mobile tariffs, giving users the option to add-on extra perks as and when they please. We take a look at what it offers and the other deals out there offering more flexibility.
Link to full content:
Steelworkers targeted in pensions mis-selling scandal
15-February-2018 - dailymail.co.uk
Tata Steel workers in Port Talbot were 'shamelessly bamboozled' into signing up to unsuitable funds, according to the Work and Pensions Committee, amid fears workers have lost thousands of pounds.
Link to full content:
AFL Insurance Brokers Taps JLTs Rowland, Alston Gaylers Cavani for Property Team
15-February-2018 - insurancejournal.com
Independent Lloyds broker AFL Insurance Brokers Ltd. hired re/insurance professionals Barry Rowland and Chris Cavani to augment its wholesale property team. Formerly a facilities and binder partner at JLT Re, Rowland joins AFL as director, Property Casualty. Cavani joins
Link to full content:
Appalachian Underwriters Adds Workers Comp Underwriter Cohn in Florida
15-February-2018 - insurancejournal.com
Appalachian Underwriters, Inc. is has hired workers compensation underwriter Alon Cohn to its Sanford, Fla., office. Cohn will focus on the production of new workers compensation business in the Southeast region, including Alabama, Florida, Georgia, Mississippi, and Tennessee. Previously a
Link to full content:
How to repair a cracked wooden cutting board
15-February-2018 - usatoday.com
If youve got a wooden cutting board that develops a crack in it, dont throw it out! You can repair it yourself, and its super easy to do.
Link to full content:
Most workers want to retire by 65 but will they?
15-February-2018 - usatoday.com
whether we get to retire early depends on the choices we make during our working years.
Link to full content:
A cracked cutting board could make you sickheres how to fix it
15-February-2018 - usatoday.com
Have a cutting board with a split in it? Heres how to fix it safely.
Link to full content:
Is this $50 canister vacuum worth your money?
15-February-2018 - usatoday.com
Its small and inexpensive, but does it get the job done?
Link to full content:
Agility essential to SMB survival as half of leaders say they wont exist in 2023 without it
15-February-2018 - onrec.com
Tech-driven productivity and innovation seen as a crucial driver of enduring success Posted in News archive on 15 Feb 2018 Improving agility is a top priority for European SMB leaders seeking to take advantage of a digitally empowered workplace. According to a new study commissioned by Ricoh Europe , the majority (86%) of the 1,608 SMB leaders surveyed say they are actively focusing on improving business agility in 2018. Half of the respondents (51%) are specifically introducing new technology to respond faster to trends and opportunities, while 52% say that without the benefits of updated workplace technology they will fail within five years. SMB decision makers clearly prioritise technology that directly addresses core employee needs. They believe automation (72%), data analytics (64%), document management (62%) and video conferencing (56%) will have the most positive impact on their business. Javier Diez-Aguirre, VP Corporate Marketing, Ricoh Europe said: The European SMB community is hugely ambitious. As a result of challenging market conditions, business leaders are rightly eager to identify new opportunities early and reap the maximum reward. They know that remaining agile is crucial in order to capitalise on market changes and value the role technology plays in this. Its clear that agility is high up on the SMB agenda and business leaders do not see the issue as being exclusive to larger competitors. The productivity and innovation benefits of smarter workplace technology is considered a critical factor for business success. 70% of those questioned put technology at the heart of their organisations capacity to thrive, indicating a strong belief in the value of a digitally empowered workplace. Diez-Aguirre added: SMB leaders arent fooled by the hype around technologies such as virtual reality and blockchain. Instead, they wisely choose to prioritise investment in the tools that will have a real, positive impact on the bottom-line. Those that havent already must carefully consider how technology can enable their employees to work faster and smarter, thus making their business more agile. If not, they could soon find that theyre the ones facing extinction as the market moves on without them. Find out more at www.ricoh-europe.com/thoughtleadership .
Link to full content:
Find your sweet spot for work-life balance
14-February-2018 - sciencemag.org
A successful career should leave room for your personal life to blossom too, our columnist writes
Link to full content:
Retirement Account or Bank Account? Employees Cash Out 401(k)s in Record Numbers
14-February-2018 - workforce.com
The Bureau of Labor Statistics reports that todays mobile workforce is changing jobs nearly a dozen times. For 35- to 44-year-olds, a little over a third take jobs that last less than a year. It doesnt allow for a lot of time to sock away money in a 401(k) account and as a result, many workers are cashing out what... The post Retirement Account or Bank Account? Employees Cash Out 401(k)s in Record Numbers appeared first on Workforce Magazine .
Link to full content:
Heres how to get chocolate stains out of your clothing
14-February-2018 - usatoday.com
Ya filthy animal!
Link to full content:
Lowes and Home Depot go on a hiring spree
14-February-2018 - usatoday.com
Lowes and Home Depot are hiring thousands of workers as they gear up for their prime shopping seasons
Link to full content:
Applebees apologizes for racial profiling at restaurant, fires 3 employees
14-February-2018 - usatoday.com
Staffers at the chain restaurant accused two African-American women of leaving without paying their bill the previous day.
Link to full content:
British workers set for best pay rise in a decade
14-February-2018 - dailymail.co.uk
A report by the regional agents of the Bank of England suggests firms expect to give the average worker a 3.1 per cent pay rise in 2018, compared to 2.6 per cent last year and the strongest for a decade.
Link to full content:
Tricks to keep your home safe from burglary
14-February-2018 - dailymail.co.uk
We try a burglar computer simulation that shows how to keep your home safe. More than one in ten house insurance claims are for theft or burglary.
Link to full content:
U.S. hiring speeds up, wages spurt higher
14-February-2018 - usatoday.com
U.S. employers added 200,000 workers to their payrolls in January, and wages grew at their fastest pace in nearly 9 years. But as Fred Katayama reports, Wall Street saw that
Link to full content:
Serco bags discount on purchase of Carillion healthcare contracts
14-February-2018 - telegraph.co.uk
Link to full content:
What to Expect in Workers Compensation Pricing in 2018
14-February-2018 - insurancejournal.com
Workers compensation rates in 2018 will be mixed, with some programs seeing pricing flat to down and others seeing spikes, according to a market prediction from the broker USI. In other words, market trends should continue as they did in
Link to full content:
Poizner Wants Former California Insurance Commissioner Job
14-February-2018 - insurancejournal.com
A Silicon Valley entrepreneur and unsuccessful gubernatorial candidate is running to retake his old seat as Californias top insurance watchdog. But this time Steve Poizner is running for insurance commissioner as an independent, not a Republican. He filed paperwork Monday
Link to full content:
Property Manager in Iowa City Ordered to Pay $5.6M in Workers Death
14-February-2018 - insurancejournal.com
A jury has ordered a prominent Iowa City landlord to pay $5.6 million to the widow of a maintenance worker who fell to his death. The Johnson County jury returned the verdict on Feb. 12 against Jeffrey Clark, the manager
Link to full content:
Carillion: Canadian firm BGIS seeks facilities contracts
14-February-2018 - bbc.com
The firm says it will employ more than 2,500 Carillion employees should the deal go through.
Link to full content:
Over half of UK workers are unhappy in their current jobs
14-February-2018 - onrec.com
As CV-Library reveals the top reasons for job dissatisfaction amongst the nations professionals Posted in News archive on 14 Feb 2018 Company Profile CV-Library.co.uk View profile » While some may be feeling the love this Valentines Day, recent research from CV-Library , the UKs leading independent job site, has found that the majority of UK professionals have fallen out of love with their jobs. In fact, over half (55.6%) confessed that they arent happy in their current roles, despite 92.7% believing that its important to love what you do. The survey of over 1,200 workers sought to reveal how professionals felt about their current jobs. Despite many being unhappy in their roles, over half (57.4%) agreed that quitting isnt always the best solution. When asked to identify why they dislike their positions, respondents cited the following: Not being paid enough 38.9% No room for progression 32.6% Poor company culture 30.8% Poor work-life balance 21.8% Boring daily routine 18.7% Disliking the working hours 15.3% Disliking the boss 14.9% Having a long commute 13.6% Disliking colleagues 5% Issues in private life affecting work life 4.8% Lee Biggins, founder and managing director of CV-Library , comments: Its worrying to learn that so many professionals are unhappy in their current roles. Job satisfaction plays an important part of keeping staff motivated and productive. As an employer, its vital that you are able to spot the signs of dissatisfaction or low morale and combat these issues right away. Tackling these early on can help to get staff back on track and start enjoying their work again. Its clear that company culture, pay and progression are important to professionals. Be sure that youre offering fair and competitive packages and that these tie in with creating a great working environment. Hosting social events is a great way to help staff blow off steam and build good relationships with their co-workers. This also goes a long way towards creating a great company culture. Interestingly, 53.1% of professionals said that you should always take positive steps to try and make things better before you give up on your job. Respondents revealed what they believe are the top ways to address problems at work, with speaking to your manager (63.9%) coming out on top. This was followed by reflecting on whats making you unhappy (51.8%), putting yourself forward for new projects (26.7%) and speaking to a trusted colleague (25.5%). Biggins concludes: Its great to see that professionals arent giving up without a fight, with many recognising that quitting is not always the answer. Being able to speak openly about your job is important and as such, employers need to keep the lines of communication open if they hope to address any issues in a timely and effective manner. If youre looking for talented new recruits right now, why not search our CV database today: www.cv-library.co.uk/search-cvs
Link to full content:
Lowes and Home Depot plan to hire over 130,000 workers
14-February-2018 - usatoday.com
Major hiring sprees are planned in the United States for two major home improvement retailers.
Link to full content:
100 days until GDPR - is HR ready?
14-February-2018 - onrec.com
Today marks 100 days until GDPR comes into force. With time running out for businesses to get ready for this shift, Dean Forbes, CEO at CoreHR shares some thoughts below on steps HR should take in the next 100 days. Posted in Opinion on 14 Feb 2018 Time is quickly catching-up with organisations still getting ready for GDPR. With 100 days to go, many HRDs will have May 25th etched firmly in their minds. Whilst its tempting to see GDPR as a burden, it should be viewed as more of an opportunity to review your current policies around collecting and storing data. It also provides the chance to ask fundamental questions about the way your employees, and the organisation as a whole, approaches data security. For HR teams, the major implication is the need to gain explicit consent from employees and candidates for the storage of their information and to allow for the Right To Be Forgotten. As a starting point, we recommend three key areas steps. Firstly, take stock of the personal data you already have and justify its purpose. If there isnt one, data cleaning is a benefit, not a hindrance. Next, check with your HR software vendor to understand how your employees data is being stored and that its easily accessible for when it comes to handling requests to be forgotten. Thirdly, consider how you communicate internally and educate employees on the risks of poor data hygiene. Mandatory GDPR training sessions for all employees will help emphasise the importance of data security and protocols. The scale of the action needed will vary across businesses, so its key to examine this now before time runs out. The next few months are all about ensuring employee data is fully safeguarded, that youre fulfilling your legal duty to your employees and the impending legislative requirements. By focusing on using the next 100 days to improve data transparency, GDPR provides a significant opportunity to build upon the trust between you, your employees and your clients.
Link to full content:
Upbeat outlook: Small business optimism, revenue, hiring up
14-February-2018 - usatoday.com
Small business owners are more upbeat about where their companies and the economy are headed.
Link to full content:
Is your job costing over £1,600 a year?
14-February-2018 - onrec.com
Research into how much having a job costs has found that working in the UK could cost you an average of £1,623 a year in work-related expenses. Posted in News archive on 14 Feb 2018 Calculated by giffgaff gameplan, the figure was reached by surveying 2,000 UK office workers about their workplace expenditures. As a result, the average Brit was found to spend the following amounts every year thanks to their job: Commuting £833.63 Lunch £417.42 Snacks and drinks £217.14 Clothing/uniform £108.61 Workplace presents (birthdays/leaving etc.) £28.55 Charitable donations/sponsoring colleagues £18.06 When projected over a 40-year working life, this equates to £64,936.40 or more than twice the current average UK annual salary. Respondents were also polled about which expenses they were most unhappy about paying for. Commuting easily topped essential expenses with 30% of the vote. When asked about non-essential costs, charitable causes were the biggest sticking point, with a quarter of people unhappy about opening their wallets. Over half (54%) of people felt overly pressured into contributing towards workplace gifts, with women (62%) feeling notably more pressured than men (46%). There was a strong opinion that work-related social events should be subsidised, as 55% of people believe it is their employers responsibility to cover these costs. Nicola Vidal, Head of Commerce at giffgaff gameplan, commented on the research and what workers can do to cut down on spending: When budgeting your personal finances, workplace expenses can often be difficult to project. Keeping costs down is a matter of patience and, just like the costs themselves, savings start small but really show over time. Try car-sharing with a group of co-workers, batch cooking lunches you can microwave at work, and switching to glasses of water rather than cups of coffee throughout the day. Even simply cutting your snack spending in half could save you around £4,300 over your career. https://www.giffgaff.com/gameplan/blog/job-costs
Link to full content:
David Vallance acting head of REC until appointment of new chief executive
14-February-2018 - onrec.com
The REC today announced that David Vallance, director of finance at the REC, will be acting CEO for any interim period before a new chief executive starts. He will take over from Kevin Green who steps down as chief executive on 15 March. Posted in Appointments on 14 Feb 2018 Company Profile REC View profile » Kevin Green is going to pursue a portfolio career of non-executive director roles and consultancy. As part of this, he has been invited by the board to act as the chair of the Good Recruitment Campaign a newly created role, which he will take on for 12 months. In this function he will also be chairing the RECs Talent, Recruitment and Employment Conference on 4 July. REC chair Chris Moore says: The REC will be in absolutely capable hands with David Vallance, who joined the REC in 2001 and has been the organisations director of finance and part of the senior leadership team since 2004. Together with him, the SLT is formed of nine highly-experienced leaders who will ensure that the REC continues to deliver quality products and services for our membership. Over the next few months our members can look forward to our ongoing workshops around GDPR, our white papers and follow-up events for the Future of jobs commission, new research on Brexit, a number of Scale Up live events and the IRP Awards in November. The search for the RECs next chief executive is moving forward and the response so far has been fantastic. This clearly shows what a great reputation the REC has and how well-respected we have become over the years. Kevin Green played a major role in this and the board was therefore very keen to keep the connection with him. We have invited Kevin to take on the role as the chair of the Good Recruitment Campaign, as he has already invested so much of his time and effort into the success of the project. And with his support we can ensure the momentum continues for this important initiative. www.rec.uk.com
Link to full content:
Study refutes claims that British businesses are ´drowning in red tape´
14-February-2018 - onrec.com
Research from AXA reveals the assumption that red tape and regulation stifles SME growth bears little resemblance to the reality of many of the nations small businesses. Posted in News archive on 14 Feb 2018 Eight hundred small firms were interviewed by AXA for the study [1]: 93 percent said regulation was neither burdensome nor costly for the day-to-day running of their businesses. The numbers who found regulations beneficial to their businesses far outweighed those who lamented them: 23 percent said regulations protect their customers; 17 percent felt compliance helps their public image, and 19 percent said regulations protect from claims. Employment laws do not appear to be slowing down hiring plans either, as 91 per cent of small firms said they did not influence staffing decisions. Just 15 per cent of employers said they had to spend too much time or money on compliance. AXA found a less satisfying result when it came to equality and discrimination laws. While most small business employers said they are committed to equal employment opportunities, a sizeable minority 14 percent said they would not hire a woman or someone from an ethnic minority for fear of tribunals or accusations about workplace discrimination. This rose to 18 percent among male business owners. If this figure is representative of the overall population, it means that almost 700,000 business owners feel discouraged from hiring equally. Its based on misconceptions: tribunals brought against employers on grounds of workplace discrimination are rare, but they get a lot of attention. There is a need to redress the balance through positive stories about workplace diversity and factual guidance for small employers. - Gareth Howell, Managing Director, AXA Insurance When small businesses were asked which pieces of legislation are relevant to them, health and safety laws were front of mind. PERCENTAGE OF SMALL FIRMS WHO SAY COMMON REGULATIONS APPLY TO THEM Health and Safety at Work Act (23 percent) Data Protection Act (21 percent) Product Safety Regulations (9.5 percent) Employment laws (9.2 percent) Consumer Rights Act (8.7 percent) The concern raised by AXA here was not that too many small firms are worrying about these laws, but that too few think they apply to them (given the business profiles included in the sample). Microbusinesses, typically sole traders, were least aware of their legal obligations. Only forty percent could recognize common pieces of legislation that apply to their business area. That figure rose to 61 percent for businesses with 1-5 employees, jumping to 94 percent of businesses with 5-10 employees. Being too small or feeling that these regulations apply to big businesses were the most common reasons to say they didnt need to comply. We have run research for years, and we have never found justification for the claim that red tape strangles small firms, comments Gareth Howell, Managing Director, AXA Insurance. I find its often the big business owners who resent regulation most, not their smaller brethren, who just get on with it." Id conclude that businesses are not crying out for cuts in red tape in the UK, they just require clearer information on what does and doesnt apply to them, and better support on day-to-day implementation. It would be hard to argue that we should rip up equality laws simply because a minority of employers do not understand them fully. More information on small business risk and regulations can be found on AXAs Business Guardian Angel website. [1] Survey of 800 small business owners (0-10 employees) in the UK, conducted by AXA Business Insurance in Q4 2017.
Link to full content:
How to Write a Perfect Resume to Get Hired
14-February-2018 - onrec.com
Is there a special recipe for writing the perfect resume? Well, there are tips you can follow, and they will guide you to a job application document that will get the attention of any employer. However, you must avoid a pitfall: following universal templates may lead you to a boring resume, too similar to the ones the employer is seeing all the time. Posted in Features on 14 Feb 2018 So how do you write a perfect, yet unique resume? Well give you few steps to follow. Choose the Right Type of Resume Depending on your preferences and your circumstances as a job applicant, you may write a chronological, functional, combination, or targeted resume . Most people opt for the chronological resume, but its not the right choice if you dont have much work history to showcase. If youre applying for an entry position, the functional resume might be a better choice, since it focuses on your skills. The combination resume is a combination of the chronological and the functional one. It focuses on both skills and work experience. The targeted format is specifically focused on a particular position you want. This is the most challenging type of resume to write, but its also the most relevant one. Maybe youll want to experiment with an infographic resume ? Thats a smart choice if youre applying for a job in a creative industry. Whatever the case is, you have to make your choice before you start planning and writing the resume. Plan How Youll Write It Without a plan, youll end up writing a long, irrelevant resume. You have to keep it brief and up to the point. These are the sections your resume needs to include: Summary References Work history Career objective Education and training Now, the career objective part is a matter of discussion. Some career experts will tell you its better to leave it out. When you write an impressive career objective, however, youll certainly benefit from having it in your resume. If youre wondering whether to include it or not, then dont. Plan what information youll include in all these sections. When you have this outline, it will be much easier for you to round up that information in a logical, attractive resume. Be Careful with the Contact Information Most job candidates rush through this section, since its very straightforward. However, you have to be careful and double-check the details you include. Include a professional email address thats based around your name. Please, please dont include an address that makes you look unserious! Make sure your phone number and contact address are correct. Craft the Resume In a Way that Supports a Professional Goal Your resume should be specifically tailored for the position youre applying for. When youre providing descriptions for your previous jobs, for example, they should be relevant to this job you want to get now. Speaking of job descriptions, you should definitely focus on the one published about this job youre applying for. The hiring manager highlighted the skills and experience needed for that position. Focus on showing that you meet those requirements. If, for example, they are looking for someone whos fluent in Spanish, you should highlight that part of your resume. Make It Readable! The font and its size are important. Your resume must be easy to read, so opt for one of the standards fonts, such as Calibri, Times New Roman, Arial, Cambria, or Verdana. Keep the underlining, italics, and bold to a minimum. You can use bold to highlight the section headings and the numbers you include in the resume. If, for example, youre including information that you were involved in a project worth $2.5 million dollars, you can bold that amount. Hire an Expert If youre struggling to write your resume, it means youll have to invest in it. Following a template is not an option, since it will end up with a generic application document that doesnt stand out. You can hire a professional writer from top resume writing services . They will take all your information and deliver a resume thats worthy of attention. If you have an older resume and you want to get it improved, you can opt for editing services. Thats a more affordable option. Mind Your Online Reputation Hiring managers from all organizations are heavily engaged in online recruitment . Thats why your LinkedIn profile and everything else you do online matters so much. The perfect resume wont be enough. It has to be accompanied with flawless online reputation. Work on your LinkedIn profile and start making connections. Remove all inappropriate photos, comments, shares, and likes from social media. Start a blog. Its the best way to show yourself as an expert when someone searches your name on Google. So what happens when you have the perfect resume and great online reputation? Its clear: youll get an interview. Get ready to answer the most commonly asked questions during interviews . Wear something nice and do your best to make a positive impression through your speech and body language. About the Author Stephanie Proper is a writer and career strategist. She runs her website Properresumes where she shares her thoughts about resume writing. You always can get in touch with her on Twitter .
Link to full content:
Worker Injury Incidence Rate in Louisiana in 2016 Among the Lowest
14-February-2018 - insurancejournal.com
The Louisiana Workforce Commission (LWC) reports that the rate of nonfatal work-related injuries and illnesses among Louisianas private sector employers remained steady in 2016, according to a federal Bureau of Labor Statistics (BLS) survey. The states rate of non-fatal accidents
Link to full content:
Insurers May Not be Able to Avoid Blockchain, Virtual Currencies Sweeping Through Industry
14-February-2018 - insurancejournal.com
Insurers need to be thinking about blockchain technology and virtual currencies like bitcoin and how to approach these areas of emerging risk as they become harder to ignore, according to panelists at the 2018 Professional Liability Underwriting Society (PLUS) Directors
Link to full content:
Worlds largest car hire firm LeasePlan gears up for £5bn flotation
13-February-2018 - telegraph.co.uk
Link to full content:
Building community as a career
13-February-2018 - sciencemag.org
Community management offers a variety of opportunities for scientists who want to extend their impact beyond the bench
Link to full content:
Your makeup brushes are loaded with deadly bacteriaHeres how to wash them
13-February-2018 - usatoday.com
No excuses, its time to wash those brushes
Link to full content:
J.C. Penney to close Wisconsin facility, cut 670 jobs
13-February-2018 - usatoday.com
Penney said its supply chain network is "oversized" in the area when compared with the companys overall footprint.
Link to full content:
Chipotle names Taco Bell chief Brian Niccol CEO
13-February-2018 - reuters.com
(Reuters) - Chipotle Mexican Grill Inc on Tuesday said it had hired Brian Niccol from Yum Brands Inc's Taco Bell unit as chief executive officer to turn around the burrito chain that has been hurt by a series of food safety lapses.
Link to full content:
JC Penney to shut Milwaukee distribution center, cut 670 jobs
13-February-2018 - reuters.com
(Reuters) - JC Penney Co Inc said on Tuesday it would close its Milwaukee distribution and customer care center and cut about 670 jobs.
Link to full content:
John Mahoney and Marty Crane Taught Us How to Cope With Life and Work
13-February-2018 - workforce.com
Crack open a can of Ballantine beer and sit in your favorite ugly easy chair. Lets take a moment to commemorate the life of John Mahoney, the actor who played Marty Crane on the long-running TV sitcom Frasier. Mahoney died at the age of 77 on Feb. 4 in Chicago while in hospice care. Ive written about this television show... The post John Mahoney and Marty Crane Taught Us How to Cope With Life and Work appeared first on Workforce Magazine .
Link to full content:
Valentines Day Proves Love and Work Arent Always Peanut Butter and Chocolate
13-February-2018 - workforce.com
I listened with great interest to the latest episode of the Hostile Work Environment podcast, which featured as its guest my good friend Dan Schwartz talking about the pitfalls of Valentines Day at work. Dan cited CareerBuilders annual V-Day survey, which offers some interesting stats about the current state of office romances: 22 percent of workers have dated their boss (up 7 percent from... The post Valentines Day Proves Love and Work Arent Always Peanut Butter and Chocolate appeared first on Workforce Magazine .
Link to full content:
Amazon plans hundreds of lay-offs
13-February-2018 - bbc.com
The e-commerce giant has grown rapidly in recent years but is now closing jobs in Seattle and worldwide.
Link to full content:
Viewsnight: ´Why are the apps of the future using Victorian working practices?´
13-February-2018 - bbc.com
Polly Mackenzie argues that workers in the gig economy must have stronger employment protections.
Link to full content:
Unfair pay
13-February-2018 - bbc.com
Some US states have banned employers from asking about previous pay, to tackle the gender gap
Link to full content:
Indiana Testing Whether Smelter Workers Expose Their Kids to Lead
13-February-2018 - insurancejournal.com
Health officials are testing lead levels in the blood of children whose parents work at a central Indiana lead smelting plant amid concerns those workers are tracking lead home on their clothing, exposing their kids to the toxic metal that
Link to full content:
False Alarms Shake Confidence in Public Alert System
13-February-2018 - insurancejournal.com
Weather junkie John Grosso knew it was highly unlikely a monster wave was barreling toward the Connecticut coast. Still, when a tsunami warning appeared out of the blue on his phone Tuesday, he felt a twinge of fear. His co-workers,
Link to full content:
Nasa Group passes FCSA accreditation with flying colours
13-February-2018 - onrec.com
The Freelancer and Contractor Services Association (FCSA) is pleased to announce that Nasa Group has demonstrated full adherence to the FCSA Code of Compliance and is now a fully accredited member. Posted in News archive on 13 Feb 2018 To become an accredited member, applicants must undergo a rigorous independent assessment of its business services, operations, policies and processes established by FCSA following extensive liaison with HMRC. Adhering to the code of practice demonstrates to Government, freelancers, contractors and recruiters that FCSA members are acting both professionally and ethically within the UK tax, employment and regulatory laws. Coupled with financial stability tests, the FCSA Code of Conduct is proof that professional businesses can take the lead in delivering the highest levels of industry standards. Founded in 2006 by Managing Director David Greene, Sales Director Alex Spendley and HR and Compliance Director Pippa Elsey, Nasa Group provides umbrella, payroll and accountancy services to contractors and recruiters. On becoming an FCSA accredited member, David Greene said: FCSA is the recognised and trusted voice for the professional services sector so I am delighted that Nasa Group has earned full accredited membership. Becoming FCSA accredited provides assurance to our clients and associates that they are dealing with a firm that is highly professional and compliant. Our hard work has paid off and it is a great way to start 2018. We now look forward to working with FCSA which is leading the way in supporting todays flexible workforce. Julia Kermode, FCSAs chief executive added: I am delighted that Nasa Group has been able to meet the extremely high standards required to become a fully accredited member of FCSA. It is an achievement to be celebrated and I am looking forward to working with David and his team. FCSA accredited membership is the quality mark that every freelancer, contractor and recruiter should look for when choosing a professional services company. By working with an FCSA accredited member they can have peace of mind that they are going to receive a reliable, responsible, and a proven fully compliant service that has been independently tested.
Link to full content:
TXM Recruit adopts Bullhorn to accelerate its global business growth
13-February-2018 - onrec.com
TXM Recruit, a leading provider of recruitment solutions to the Built Environment, Rail, and Manufacturing sectors, today announced that it has adopted Bullhorn, the cloud computing company that helps staffing and recruitment organisations transform their businesses, to help accelerate its global business growth over the next five years. Posted in Partnerships on 13 Feb 2018 Company Profile Bullhorn View profile » Established in 2005 and headquartered in Milton Keynes, England, TXM Recruit is part of the worldwide TXM Group with offices in London, England; Derby, England; Sydney, Australia; Perth, Australia; and the Middle East. Bullhorn will be instrumental in TXM Recruits plan to drive further business growth across its various office locations and recruitment sectors. Bullhorn provides TXM Recruit with a recruitment platform that is fully extensible and easy to use. Bullhorns Onboarding, VMS, and CRM solutions will now enable TXM Recruit to increase operational efficiencies and enable stronger client and candidate relationships, leading to more placements and faster time to fill. Were very excited to start this next phase of TXM Recruits journey with an innovative partner like Bullhorn, which shares the same passion as us for customer success, said Andrew Midgley, TXM Recruits managing director. Bullhorn will give us a strong competitive advantage by allowing us to deliver faster and even better service to our clients and candidates. As we look to increase our growth across the world, we couldnt be happier that Bullhorn will help us achieve our business goals. Were delighted to work with the entire team at TXM Recruit, said Andy Ingham, Bullhorns vice president of international sales. At Bullhorn, were committed to helping our customers grow their businesses, and TXM Recruit is well positioned for success with Bullhorn. TXM Recruit will be able to make more informed decisions, provide higher levels of exceptional customer service, and accelerate sales to increase their overall business operations. Were looking forward to seeing how TXM Recruit will grow over the next five years. www.bullhorn.com
Link to full content:
Hiring abroad? What your business needs to know post-Brexit
13-February-2018 - onrec.com
By Rick Hammell, CEO, Elements Global Services Posted in News archive on 13 Feb 2018 Since the UK voted to leave the European Union (EU) in 2016, there has been one thing on the minds of HR professionals and business leaders alike the issue of hiring and maintaining overseas staff. Brexit has cast a question mark over the future of the global workforce and with VISA issues for existing staff looking to be problematic and hiring overseas talent going to become more difficult, businesses need help. To achieve this, human resource (HR) departments and those responsible for recruitment must be aware of the options available to them to enable the business to easily expand and hire the people they want, where they want. This is where organisations should look towards partnering with a direct Employer of Records (EOR) service provider. With a potential economic slump on the cards, preparation is key. A third party service used by businesses looking to expand and create entities overseas, an EOR takes care of all of the issues traditionally associated with the minefield that is global recruitment. Helping make the transition into new territories more simple, these service providers speed up the process of setting up shop abroad in a cost-effective way. So how does it work and how can it really help in a post-Brexit world? Time saving Carrying out HR tasks is time intensive and its no wonder that companies often wildly misjudge the time it takes to carry out processes which are traditionally the expertise of HR professionals during periods of global expansion. Sorting out documentation and translations, hiring new staff, and getting to grips with local payroll and tax regulations are all obstacles that can take a relatively long time to work through when setting up a new office abroad. Underestimating the time it takes to establish a business overseas is a key pitfall faced by organisations expanding globally. But this is where an EOR service provider can help. Taking responsibility for all processes relating to employment contracts, payroll and tax compliance away from HR departments, EORs can save them time and prevent unnecessary stress when it comes to dealing with the nuances in specific regions. Eye-watering outgoings The costs associated with expanding overseas can be crippling, especially for small business wanting to ride the wave of success onto pastures new. Unforeseen costs can come from multiple sources, depending on the country youre looking to expand into. These include, but are not limited to, recruiting staff, funding health or housing benefits and complying with the legal requirements for annual leave outlined by the host country. For instance, in China, an employer is required by law to foot the bill for an employees housing fund and social healthcare programmes and in Switzerland, those under the age of twenty are entitled to one week more annual leave than the rest of the population. And those are countries that arent even in the EU, so add the other twenty-seven member states and the nuanced ways they do business into the mix and you can see how complex things get. Especially as the UK does much of its business with EU countries. Its factors like these that not only mean business owners are confronted with costs they were not expecting, but also are at risk of legal repercussions should they not comply with these country-specific regulations. EOR service providers can help here too. Setting up an entity abroad no longer needs to be decided on the basis of the financial reserves, time or legal expertise a business has available to it. Instead, this will be the only time that hiring another entity wont actually cost the company money, but help it make savings. Legal compliancy Ensuring the decisions a company makes are above board is paramount to both its financial success and the longevity of its trading. The process of ensuring legal compliancy can be a daunting one and can put companies off recruiting staff and setting up shop in overseas territories altogether, or lead them to cut corners. The principal issue with this is that by bypassing the aforementioned formalities, businesses then run the risk of breaching both employment and tax laws. EOR service providers can not only save businesses time, money and prevent them from breaching these local laws, but now the once-daunting process of setting up an entity abroad has never been easier. With EOR, companies can embrace the opportunities that lay ahead of them overseas with open arms, rather than confining them to function on a national basis only and HR departments and recruiters can rest assured things will be done correctly without affecting the talent pool.
Link to full content:
Innovative Leeds-based recruitment business CSG makes all of its employees shareholders as part of their great place to work initiative
13-February-2018 - onrec.com
Posted in News archive CSG, the Global Talent Experts, headquartered in Leeds made an announcement in their recent AGM that 10% of their business is being gifted to all of their employees in shares so the business is now co-owned by every single one of its colleagues. on 13 Feb 2018 The founding owners of CSG, Ben Riley and Wayne Underwood took the decision to make all of their employees shareholders through an Enterprise Management Incentive (EMI) scheme. 6% was released on the 1 st February and the remaining 4% will be released in July 2019. For Ben and Wayne, the benefits were clear. Ben Riley commented, It is a chance for us to reward our employees for their contribution to the success of CSG. It also means everyone benefits from CSGs future success so all colleagues have a vested interest in the performance of the business. This vested interest then translates into a positive impact for our clients and candidates, with all employees being focused on delivering the highest level of service to our clients and candidates to secure business growth. Wayne Underwood added, We are focused on making CSG a great place to work. This is incredibly important to us and is part of CSGs DNA. We already have a number of initiatives in place such as on-site gyms, 2 hour fitness lunches, free fruit, flexible working, a barber and beautician service and overseas incentive trips to places like Puerto Banus and Amsterdam. We believe these all contribute to making CSG a great place to work, however, we wanted to go one step further and really make a difference to our employees, with the opportunity for them to realise a potentially life impacting sum of money if the business goes through a sale / transaction. CSG have put a clear roadmap in place for future growth - they plan to add further headcount and open more global offices to support their growth. Jamie Thatcher, Managing Director of CSG also commented, We want to attract the very best people to work at CSG so being able to offer the opportunity to benefit from the companys success makes a big difference. The announcement has been received positively by CSGs employees or partners and puts CSG on the map as an employer of choice, both within the Yorkshire region and globally. CSG is one of the UKs largest independently-owned recruitment organisations with 200 employees across their global offices, including Sydney and Dubai. They specialise in the placement of mid-senior level permanent and contract roles across several specialist sectors including Engineering Construction, Consumer, Energy Natural Resources, Business Services, Transportation, Life Sciences & Healthcare and Technology. www.csgtalent.com
Link to full content:
UK workers relying on colleagues for personal and professional support
13-February-2018 - onrec.com
Encouraging staff friendships is beneficial for employers Posted in News archive on 13 Feb 2018 Company Profile CV-Library.co.uk View profile » Friendships are important to our overall happiness, and the companions we make at work are a big part of this. In fact, the majority (68%) of UK professionals consider their colleagues to be their friends, with this number rising to almost three quarters (74.2%) amongst millennials. Thats according to CV-Library , the UKs leading independent job board. The survey of 1,200 professionals explored how much UK workers value their friendships in the workplace and whether they rely on their colleagues for support. The findings reveal that a staggering 90.2% of UK professionals believe its important to get on with your co-workers, with the research outlining several benefits of doing so: They help me with my workload - 60.8% They make me laugh - 55.1% They make work more fun - 53.2% They support me through bad times - 38.7% They complement me on my work - 33.5% Lee Biggins, founder and managing director of CV-Library comments on the findings: Its great to see that professionals value their co-workers, with many considering them to be their good friends. We spend a lot of time at work, and as such, a friendly working environment is important. As an employer, its vital that you create a good company culture and this should sit at the top of your priority list. Doing so is beneficial for both your staff and your business and can have a number of positive effects on your workplace; from increasing productivity to ensuring staff work well as a team. Whats more, professionals were asked to explain why they believe work friendships are so important, with nearly half (43.6%) stating that getting on with your colleagues helps you to work better as a team. Others believe that these friendships are vital as you spend every day together (32.8%). That said, of the 9.8% who dont think its important to get on with your co-workers, 83.3% said this was because youre at work to work, not socialise. Interestingly, the study also found that over two thirds (68%) of professionals believe their work relationships have had a positive impact on their personal life, with 43.1% claiming that they have helped them through problems or have distracted them from their problems (33.9%). Biggins continues: Its important to create a positive working environment and encourage staff to get along. While its understandable that you dont want your employees gossiping all day, positive relationships are important for improved teamwork and cooperation around the office. Whats more, your employees can help one and another through difficult times. In this case, try to strike a balance; you can arrange social events after hours for staff to get to know one another and blow off some steam outside of work. After all, when employees spend every day together, its essential that theres no negativity or bad feelings these could impact productivity and morale.
Link to full content:
GDPR: Executive Search firms to send Significantly more than 2,000,000 privacy notes
13-February-2018 - onrec.com
With the imminent enforcement of the new GDPR regulations, a stock market announcement from Dillistone Group Plc made clear the scope of the work being undertaken by executive search firms in preparation for the new rules. Posted in News archive on 13 Feb 2018 Company Profile Dillistone Systems Ltd View profile » According to the announcement: Search firms from 20 countries have contracted to send compliancy notes via the GatedTalent platform Significantly more than 2,000,000 messages to be sent through the platform by May 25 th Volume of messages more than twice initial expectations Subscriber base continues to grow rapidly Doubling over last two months GatedTalent named as the most successful new product launch in the 30-year history of Dillistone Group. GatedTalent is a GDPR compliancy platform that allows recruiters to engage with executives, managing Consent and Legitimate Interest workflows while refreshing legacy data. The product is fully integrated with the FileFinder Anywhere Executive Search CRM system. Commenting, Jason Starr, Chief Executive at Dillistone Group, said: The GDPR is the single biggest issue facing recruitment and executive search today. Our approach to managing this process is unique. It takes what would otherwise be a challenge to achieve compliance and makes it into an opportunity to transform how search firms operate. About GatedTalent: GatedTalent is a new service from Dillistone Group Plc, the global leader in technology solutions for the recruitment industry, which helps executive recruiters manage GDPR (General Data Protection Regulation) compliance in an efficient and secure manner. The service also provides an easy to use platform for legalising and updating legacy data by enabling executives and professionals to select which recruiters to keep in touch with and to optimise those relationships by always keeping their profiles up to date, consequently delivering genuinely valuable search information. For more information about GatedTalent visit www.gatedtalent.com
Link to full content:
The majority of organisations arent prepared for Cyber Attacks
13-February-2018 - onrec.com
The current state of most organisations information security needs addressing with respect to GDPR in order to ensure individuals data is kept safe. Now more than ever before, companies need to take responsibility for cyber security as a fundamental part of their business. Posted in News archive on 13 Feb 2018 This is not just to prevent data breaches but also to learn from them and prevent future cyber incidents . IT Governance states that during October 2017 over 55 million records were leaked in the UK as a result of cyber crime. Common types of data breaches include: Insufficient training of staff regarding simple security practices and processes Poor protection of data storage Insider threats, disgruntled employees Theft from unencrypted files or devices A shortfall in end-to-end data protection utilities and destruction services Operating from unsecured internet access services or Wi-Fi Phishing emails with malicious attachments and ransomware. There is no conceivable information security system that can stop one person out of a hundred opening a phishing email, and that can be all it takes. Ciaran Martin, Director General for Cyber Security, GCHQ June 2015 - ( http://www.gchq.gov.uk/speech/director-general-cyber-security-speaks-infosecurity-europe-2015 ) From May 2018 the the European Unions General Data Protection Regulation (GDPR) law will come into force. This new legislation means organisations which store personal data concerning EU citizens must comply with these new regulations, this also applies to organisations that are not based in the EU itself. Many organisations are still lacking the skills and knowledge needed adhere to the new GDPR regulations. In practice, many staff members are not cyber security aware and do not understand their organisations obligations, so its essential to develop their skills to ensure they keep pace with rapidly evolving technology and prepare for the associated risks. Attack recovery is far more expensive and more damaging to the success of an organisation than the cost of ensuring cyber resiliency in the first place. The cost of a cyber attack has an enormous impact on an organisations budget. Preventing security breaches in the first place is the most effective way to ensure the survival of your business given the current cyber threat landscape. Last year, the average cost of breaches to large businesses that had them was £36,500. For small firms the average cost of breaches was £3,100. 65% of large organisations reported they had suffered an information security breach in the past year, and 25% of these experienced a breach at least once a month. Nearly seven out of ten attacks involved viruses, spyware or malware that might have been prevented using the Governments Cyber Essentials scheme. 2016 Government Cyber Health Check and Cyber Security Breaches Survey. Rt Hon Matt Hancock MP, Minister of State for Digital and Culture, during his speech at at the Cyber Security Speech Institute of Directors Conference in London said Over 95% of businesses have internet access. Over 60% of employees use computers at work. The internet is used daily by over 80% of adults - and four out of five people in the UK bought something online in the past year. And we know the costs of a successful attack can be huge. My message today is clear: if youre not concentrating on cyber, you are courting chaos and catering to criminals. The number and severity of cyber incidents affecting organisations across the public and private sector are only going to rise, however the findings from the Cyber Governance Health Check Report 2017, shows that there has been progress from the previous year. Over half of the FTSE350 businesses now possess a definitive understanding of the impact of a cyber incident, up from 49% to 57%. And more than half of these organisations are now setting out their approach to cyber risks, a rise of 20 percentage points to 53%. Phill Everson, head of cyber risk services at Deloitte said There is still some way to go, though, as the findings show that many boards still do not have a defined role to lead a company-wide response. This corroborates the recent Deloitte analysis of FTSE100 annual reports, which found that just 5% disclose having a board member with specialist technology or cyber experience, The UK government stated that they are committed to defending against cyber threats. And have published this helpful article https://www.ncsc.gov.uk/guidance/10-steps-cyber-security
Link to full content:
More than half of jobseekers give up on dream job
13-February-2018 - onrec.com
Nearly six in 10 (58%) of candidates have taken a second-choice job offer because a potential employer took too long to make a decision, according to independent research of 1,000 jobseekers in the UK commissioned by Robert Half UK. Posted in News archive on 13 Feb 2018 Company Profile Robert Half View profile » 58% of UK jobseekers have accepted a second-choice job offer because a potential employer took too long to make a decision 55% have waited a month or more to hear back after an interview Only 11% believe it reasonable to wait a month Nearly six in 10 (58%) of candidates have taken a second-choice job offer because a potential employer took too long to make a decision, according to independent research of 1,000 jobseekers in the UK commissioned by Robert Half UK. More than half (55%) of candidates have waited longer than a month to hear back about a role for which they have interviewed, while under a third (28%) have waited longer than six weeks. This contrasts sharply with candidates expectations of the hiring process. Only 12% think its acceptable to wait for over a month. With almost seven in 10 (69%) jobseekers reporting they lose interest in the role if the hiring process takes too long, the research has found that hiring managers are taking too much time to get back to jobseekers. Ambitious UK candidates have 20 applications on the go at once so expect quick hiring decisions. Over a third (35%) want an answer within two weeks and 30% expect a decision within seven days. Employers are in a fiercely competitive battle to find the right skills and talent to take their businesses forward, and they cannot afford to alienate potential new hires with a long, drawn-out recruitment process, said Matt Weston, Director at Robert Half UK. Candidates know that their skills are in demand, which makes it all the more worrying that so many are turning down their dream job because theyve been left waiting for so long. While it can take time to narrow down a large field of candidates and to conduct thorough interviews, companies who fail to adapt their recruitment process to the expectations of todays candidates will increase the risk of losing out on the best talent available, continued Weston . Working with a specialist recruitment consultancy allows businesses to conduct a robust and streamlined recruitment process from initial outreach to final job offer and ensures that they are striking the right balance for todays candidates. Robert Half has provided a list of recommendations for hiring managers to streamline the hiring process. To find out more, visit www.roberthalf.co.uk/time-to-hire
Link to full content:
Job flexibility: 5 part-time jobs catered for college students
12-February-2018 - usatoday.com
If youre a student on the hunt for a part-time job, consider the following five possibilities.
Link to full content:
Online retail giant Amazon cutting hundreds of jobs
12-February-2018 - dailymail.co.uk
The company, which is worth more than $600bn, is understood to be slashing hundreds of roles from its head office in Seattle and hundreds more from its operations around the world.
Link to full content:
Amazon cutting hundreds of Seattle jobs in its consumer business: source
12-February-2018 - reuters.com
(Reuters) - Amazon.com Inc is cutting hundreds of jobs in its consumer business in Seattle, a person familiar with the matter said on Monday, as the company shifts resources into fast-growing areas like its work on voice assistant Alexa.
Link to full content:
China´s millennium-old fireworks hub grapples with bans and shifting traditions
12-February-2018 - reuters.com
LIUYANG, China (Reuters) - From the concrete bunkers carved into the hillside, where workers gingerly handle piles of explosive black powder, to the shopfronts selling colorful boxes of pyrotechnics,...
Link to full content:
Carillion prison and army contracts saved as job losses near 1,000
12-February-2018 - telegraph.co.uk
Link to full content:
37% of businesses say apprentices will be top source of talent in 2018, survey finds
12-February-2018 - onrec.com
A third of businesses view apprentices as the most valuable source of emerging talent in 2018. That is according to a poll of over 2,000 senior HR professionals carried out by Alexander Mann Solutions. Posted in Statistics and trends on 12 Feb 2018 The data comes following the introduction of the Apprenticeship Levy in April last year an initiative which is designed to boost the number of young people entering vocational training - and despite the fact new apprenticeship starts reportedly dropped 59% immediately after its launch. Previous research from Alexander Mann Solutions found that over two thirds (71%) of senior HR leaders believe the Apprenticeship Levy will ultimately create a new route into the workplace to supplement or rival graduate intake. In its latest survey, Alexander Mann Solutions, the global talent acquisition and management specialist found that graduates remain the favoured talent pool for entry-level recruits, with just under half (47%) of respondents naming university leavers as the most valuable source of emerging talent this year. However, 28% of respondents admitted that they were finding it more difficult to fill graduate roles this season, with just 12% reporting that sourcing and securing the relevant skills is currently easier than it has been in other cycles. Commenting on the data, Sandrine Miller, Head of Emerging Talent Consulting at Alexander Mann Solutions, said: As these findings suggest, leaders are certainly reassessing where they source fresh talent. And while graduates remain the preferred choice for the highest percentage of businesses, there are signs that the tide is shifting. UCAS reported last year that university applications have decreased by 4%, And while there will always be demand for graduate-level talent, HR Leaders are increasingly considering the benefits of developing talent in house, where the role allows, as part of a wider total workforce strategy. News that new apprenticeship starts have fallen by 59% since the Apprenticeship Levy was introduced is most likely indicative of how businesses are reassessing long-term needs and taking the time they need to plan, and implement new programmes. In other words, its the calm before the storm. www.alexandermannsolutions.com
Link to full content:
CV-Library voted the UKs number one job board by recruiters
12-February-2018 - onrec.com
Posted in News archive An independent survey highlights the job sites winning formula for success on 12 Feb 2018 Company Profile CV-Library.co.uk View profile » A recent independent survey has revealed that the UKs leading independent job board, CV-Library , provides recruiters with the most applications, interviews and hires than any other site in the UK. The study, conducted by Tribes Research Ltd, invited 16,369 recruiters who had recently used CV-Library and at least one of the four other specified job boards: Jobsite, Monster, Reed and Totaljobs, to share their experiences of using job boards. Key findings include: Job board of choice: If recruiters were only able to use one job board, the majority said they would choose CV-Library, with 57% also stating that it provides the best return on investment Best response rates: Recruiters said they receive lots more applications from jobs posted on CV-Library, compared to its nearest competitor, with a further 58% claiming that they interview more candidates from CV-Library Top quality candidates: Almost twice as many recruiters get more hires from CV-Library than any other competitor, with 56% believing that CV-Library has the best candidates Lee Biggins, founder and managing director of CV-Library , comments: Were delighted with the results of the recent recruiter survey. As a business, we work extremely hard to keep our traffic levels high and ensure that we are providing UK businesses with the very best candidates on the market. This is clearly a strategy that is paying off and its rewarding to see that the UKs recruiters are happy with our offering. The survey also found that 67% of respondents felt that CV-Library offered the best customer service on the market, confirming that the job boards investment in its client response team is the right approach. The team strives to meet clients needs no matter how big or small and 96% of the job boards clients rate the service as good or excellent. Biggins continues: Unlike many other job boards in the UK, we assign each and every one of our clients with a dedicated Client Response Coordinator, who maintains the account and works closely with the client to ensure that the best possible service is provided. Our team works extremely hard to understand clients industries and backgrounds and this is integral in todays market where there is more pressure on recruiters to make the best hires quickly and efficiently. To see the full results from CV-Librarys recruiter survey, follow this link: https://www.cv-library.co.uk/recruiter-survey-2017
Link to full content:
Access to Work Cap goes to the High Court
12-February-2018 - onrec.com
The High Court has ruled that a legal challenge of the Access to Work cap can go ahead. The restrictions were introduced by the Department for Work and Pensions to limit the amount of support that individuals can be awarded by the once flagship disability employment scheme. Posted in News archive on 12 Feb 2018 The High Court has ruled that a legal challenge of the Access to Work cap can go ahead. The restrictions were introduced by the Department for Work and Pensions to limit the amount of support that individuals can be awarded by the once flagship disability employment scheme. (1) The launch of the challenge comes just a few months after the government published its disability employment strategy with the ambitious target of getting one million more Disabled people into work (2). It also follows publication in October 2017 of research commissioned by Inclusion London which found evidence of systemic problems with Access to Work (3). The cap which will fully come into force in April 2018 (4) disproportionately impacts on Deaf BSL users and Disabled people with high support needs, effectively removing employment support from those with the most complex needs and placing them at a disadvantage when trying to get into, stay in and get on in paid work. The case is being brought under the Equality Act 2010 with funding from the Equality and Human Rights Commission. Claimant David Buxton said: I am extremely pleased to learn that my case has been granted a hearing on the basis that I have an arguable case that the Government has acted unlawfully. The two key issues being heard relate to the public sector equality duty and indirect discrimination. As a Chief Executive, it cannot be right that my career is impacted by limiting my language and communication needs because I am Deaf and use British Sign Language. There is some way to go yet but the support from the Equality and Human Rights Commission and my legal team are signs that this is a case which could challenge and change existing practices, decisions and future provision. Solicitor Anne-Marie Jolly from law firm Deighton Pierce Glynn who are taking the case said: As a result of this case, the governments decision to cap Access to Work funding will finally be exposed to the scrutiny of the High Court. Government decision-making around Access to Work has historically been lacking in clarity and transparency. In keeping with that history, the decision to cap the scheme was made with no formal consultation or adequate evidence base, despite its profound impact on those affected. Mr Buxtons claim makes the case that the Access to Work cap discriminates against Deaf and disabled people and fails to take account of the impact on them of such a regressive move. The cap perversely impacts on those with the most demanding jobs and highest support needs, the overwhelming majority of whom are Deaf BSL users, preventing them and their employers or businesses from reaching their fullest potential. Campaigns and policy manager Ellen Clifford from Inclusion London, whose Disability Justice Project is supporting the legal challenge, said: The cap is already having a serious negative impact on Deaf and Disabled peoples employment. On the one hand the Government says they want to reduce the disability employment gap and get another million disabled people into work, yet here is a disability employment scheme with a track record of success where cuts to individual awards, delays, changes and continual administrative errors are combining to the point where it is no longer a viable form of support. Deaf and Disabled people are frustrated and anxious at the risk of unemployment and benefit dependency, which will come at a much higher cost to the State than the support package they need to remain in work. Geraldine OHalloran, co-founder of #StopChanges2AtW (6) said: The idea put forward by the government that employers will pay for the support that Deaf and Disabled people need in order to do their jobs on an equal basis with non-disabled people is nonsense. However much an employer values you, the majority of employers dont have the spare money to effectively pay to take on Deaf or Disabled staff. Yet in the bigger picture it benefits the government to invest in disability employment support with research showing that the Treasury makes a surplus on investment for every pound invested in Access to Work and thats before the wider benefits of savings to the NHS and social care are taken into consideration. 1) The cap is set from April 2018 at £43,100 which is 1.5x the average national salary. 2) https://www.gov.uk/government/news/government-sets-out-plan-to-see-more-disabled-people-in-work 3) https://www.inclusionlondon.org.uk/campaigns-and-policy/act-now/barriers-work-deaf-disabled-employees-losing-due-changes-governments-access-work-programme/ The research which was carried out before the cap took effect found that almost half of respondents to a survey carried out by #StopChanges2AtW had experienced changes to their Access to Work package with cuts or cost cutting as the most frequently given reason. The report also found evidence of rationing strategies being deployed at various levels including more frequent re-assessment, often leading to a reduced award, tighter eligibility criteria, and increased restrictions on the use and portability of support, especially for the self-employed. More than half of respondents said they found Access to Work difficult to use, with one in four reporting severe difficulty. Many respondents said they effectively lost support because the processes for claiming Access to Work has become so complex and protracted with a dramatic rise in administrative problems so that the scheme was no longer a viable form of employment support. Nearly all of those experiencing changes said they had impacted negatively on their work, reducing their standard of work or their productivity. In the worst cases people had lost their job, turned down work or reduced their income as a result of the changes. Many respondents reported a personal, as well as professional, impact from the changes: through stress, poorer health, and loss of self-esteem or confidence due to feeling like a burden. 4) Mark Harper, then Minister for Disabled people announced the introduction of the cap in March 2015: http://www.parliament.uk/business/publications/written-questions-answers-statements/written-statement/Commons/2015-03-12/HCWS372/ 5) The Sayce Report which was backed by the Government gave a figure of £1.48 back to theTtreasury for every £1 invested in Access to Work. https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/49779/sayce-report.pdf 6) StopChanges2AtW is a campaign led by Deaf and Disabled professionals and British Sign Language interpreters to oppose the increasingly adverse impacts of changes and cuts to the Access to Work scheme brought in since 2014. https://stopchanges2atw.com/
Link to full content:
Millions have no pension as self-employed saving plunges
12-February-2018 - dailymail.co.uk
About 45 per cent of self-employed workers aged between 35 and 55 have no private pension, the Office for National Statistics revealed.
Link to full content:
Barnes & Noble cuts staff after dismal holiday season
12-February-2018 - usatoday.com
Workers showed up Monday morning at various Barnes e Noble locations to be notified that they no longer had a job.
Link to full content:
Amazon makes rare round of layoffs at Seattle headquarters
12-February-2018 - usatoday.com
The layoffs are mostly concentrated in Amazons consumer retail business and involve several hundred employees in its Seattle offices along with hundreds of others elsewhere: sources.
Link to full content:
2 large employers forced to delete 90% of their candidate databases pre-GDPR
12-February-2018 - onrec.com
Adam Gordon, the CEO here at Candidate.ID, has put together this briefing because two international employers we know have applied the belt and braces standard of compliance to their candidate databases pre-GDPR on May 25th and consequently must now delete 90%+ of their candidate information. This is disastrous. Below is what he believes is the general solution. Posted in Opinion on 12 Feb 2018 Most people are now aware of impending EU regulation GDPR, the General Data Protection Regulations, which is intended to strengthen and unify data protection for all residents of the EU. There are many interesting consequences of GDPR, especially so for employers who hold databases of potential employees. Some employers are starting to take steps towards making their candidate databases GDPR-compliant well in advance of the enforcement date, May 25th. There are many different interpretations of GDPR and each of the 28 countries involved may apply their own variation on the regulation into their own legal system so there a number of factors that are still unclear. However, one thing we know from the regulation is that an additional opt-in from candidates already your existing databases may be unnecessary. In order to process their details, you could use legitimate business interest as your legal basis for processing. Legitimate business interest could be achieved if you prove you have an ongoing and genuine relationship with the people on your database. If they are interacting with your emails, text messages, website, social media, job descriptions and other online content, voila; legitimate business interest. Two international employers I know have applied the belt and braces standard of compliance to their candidate databases however by sending each person an email to ask them to opt in. Neither have received more than 10% opt-in rates and consequently must now delete 90%+ of their candidate databases. This is disastrous. The trade-off between platinum standard compliance and retaining competitive advantage needs serious consideration. In preparation, my colleague Billy McDiarmid has developed the world's first GDPR-compliant marketing automation campaigns, now being run by employers internationally. www.candidateid.com
Link to full content:
Survey reveals high levels of job satisfaction among quality professionalsUK shifts into less productive work: Comment from Dropbox
12-February-2018 - onrec.com
Chris Noon, Teams and Data Scientist, Dropbox responded to the findings Posted in News archive on 12 Feb 2018 These new data from the Office of National Statistics are a stark reminder that the UK has a mountain to climb to address the productivity challenge it is facing. Our own research recently revealed that just a fifth of UK employees never do their best work, and nearly three quarters said that they don't work to the best of their abilities even once a week. If were really going to address the productivity challenge in the UK, business leaders need to take a hard look at how their teams work each day and how effective their workflows are. Individual productivity ultimately comes from being happy, motivated, and focused in our roles. We know so much about what makes us happy and motivatedwhat inspires usoutside of work. But we have failed so far to bring these lessons into the workplace, and too often the way we work stifles our ability to be productive. Perhaps if business leaders focused on unleashing the potential of every individual and team in their organisations, we would be in a better position to tackle the broader productivity challenge.
Link to full content:
When and how to ask for a pay rise
12-February-2018 - onrec.com
Despite asking for pay rises as often as men, women are less likely to receive a pay increase than their male counterparts, according to research carried out by Warwick Economics. Posted in Opinion on 12 Feb 2018 Requesting a pay rise can be a difficult conversation, but approaching it in the right way is key to a successful outcome. Here, Claire Leigh, director of specialist accounting and finance recruitment agency , Brampton Recruitment, explains how to have the challenging discussion. Although it is natural to feel nervous and reluctant about asking the question, there is no need to worry if you can justify your worthiness for a pay rise. Approach Appraisals and performance reviews are the perfect time to ask for a pay rise or promotion, as you and your manager should already be discussing what you have accomplished that year and discussing objectives for the coming year. When entering an appraisal, it is important to take evidence of your achievements, this could include sales figures or client feedback. It is crucial to make sure the reason youre asking for a pay rise is valid. Even if your sales figures are excellent, a pay rise could be unlikely if you have not taken on additional responsibilities, although they could help to display important skills such as time management or contribute to a bonus. Similarly, comparing your salary with industry averages, colleagues or friends who work in other businesses is unlikely to be seen as a just reason. If you have taken on extra responsibilities and discussed them with your manager, whether in an organised appraisal or if you requested a meeting, now is the time to take the plunge and ask the question. Be careful with your phrasing and dont expect an instant answer, this conversation is just about putting the request on the table. Avoid laying down expectations or using any aggressive language and be sure to explain your reasons for asking. A good approach is, Ive really enjoyed my extra duties and I feel as though Ive made a valuable impact. Could we review my pay, so it reflects the extra duties Ive taken on? Interview A similar process should be used when asking for an increase on the offered salary following an interview. If the pay offered doesnt reflect your request, be sure to thank the interviewer for their time and for the offer of employment and follow up by referencing the salary you were looking for. If it isnt possible for the potential employer to meet this salary and you remain interested in the job, the next step is to ask for a timeframe after which you could reasonably expect your requested salary and the steps you would need to take to make sure you achieve it. For example, many companies have a probationary period, after which pay can increase substantially. It might be possible to confirm the salary following probation will match the one you require. Bigger picture Flexibility might be required when asking for a pay rise in a current role. In the public sector or some large businesses, pay is based on a strict banding structure and extra training may be required before a pay rise is possible. Equally, an unexpected pay rise may simply not be possible for a small business. If your request for a pay rise is not granted, it is always a good idea to ask for a reason. Not only can this result in valuable feedback, it can help an individual understand the bigger picture. In the small business example given above, a recently purchased piece of machinery may start paying for itself in the next six months and you could ask again at a later date. Whatever the reason given, you should never go above your boss head. Although frustrating, if the answer is no it must be accepted. A plan of action to meet required targets could be agreed between you and your manager. Requesting a pay rise can feel a difficult question to broach, particularly when taking into account the pay gap. However, approaching the conversation correctly is key to increasing an individuals chance of successfully obtaining recognition for their hard work.
Link to full content:
Financial education stalls, threatening kids future economic health
12-February-2018 - usatoday.com
Only 17 states require high school students to take a course in personal finance.
Link to full content:
Amazon laying off hundreds of employees
12-February-2018 - usatoday.com
Tech giant Amazon is laying off hundreds of employees at its headquarters in Seattle, Washington.
Link to full content:
Harvey Weinstein: New York state sues Weinstein Company
11-February-2018 - bbc.com
The lawsuit alleges the studio failed to protect its employees from Harvey Weinstein.
Link to full content:
Citigroup to invest in London, hire staff despite Brexit: FT
11-February-2018 - reuters.com
(Reuters) - Wall Street bank Citigroup Inc will set up an innovation center in London in one of the first investments by a big U.S. bank since Brexit, the Financial Times reported on Sunday.
Link to full content:
Kent-based fruit firm faces uncertainty due to Brexit
11-February-2018 - dailymail.co.uk
One of Britains biggest fruit growers, Adrian Scripps, which supplies Tesco with apples, has warned that it may not be able to keep trading without access to EU workers to pick its fruit.
Link to full content:
How to tell a bear market from a bull market blip
11-February-2018 - usatoday.com
When stocks plunge just after all-time highs be optimistic, not fearful.
Link to full content:
ALLIANZ TECHNOLOGY TRUST: Price has reduced stake in Apple
11-February-2018 - dailymail.co.uk
In an investment career spanning more than 40 years, technology fund manager Walter Price has seen it all the emergence of market bubbles and their bursting.
Link to full content:
The older generation are stepping in to help youngsters
11-February-2018 - dailymail.co.uk
With many youngsters struggling to pay for university tuition fees and housing costs soaring, the older generation is increasingly stepping in to help out. Here's how to do it.
Link to full content:
MIDAS SHARE TIPS: How to invest when FTSE cuts up rough
11-February-2018 - dailymail.co.uk
Last weeks rollercoaster ride on the stock market was nerve-jangling, especially given predictions of more volatility ahead. Investors are advised to own a broad spread of shares.
Link to full content:
John McDonnell: Labour public ownership plan will cost nothing
10-February-2018 - bbc.com
It wants services such as water put in the hands of workers - which the Tories say would cost billions.
Link to full content:
Work-related stress: Is your job making you sick?
10-February-2018 - usatoday.com
Work-related stress is on the rise. Heres how to combat it.
Link to full content:
Careers: How to decide if college is the right choice for you
10-February-2018 - usatoday.com
A college degree is also a significant investment of time, money, and personal resources.
Link to full content:
How to get your taxes done for free
10-February-2018 - usatoday.com
In the scramble to file your taxes this year, dont overlook free tax-prep options. Here are a few ways to do it at little or no cost.
Link to full content:
Planning a purchase? How to car shop at an auto show
10-February-2018 - usatoday.com
Its fun to wander an auto show, ogling the new models. But you also can put the event to a more pragmatic use: planning your next car purchase.
Link to full content:
900 jobs at risk at 2 Sisters poultry factories
09-February-2018 - telegraph.co.uk
Link to full content:
Metro Bank to create 900 jobs as it bolsters apprenticeship scheme
09-February-2018 - telegraph.co.uk
Link to full content:
U.S. Judge Rules Gig Economy Driver Is Independent Contractor
09-February-2018 - insurancejournal.com
A U.S. judge in San Francisco on Thursday said a former Grubhub Inc. delivery driver was an independent contractor and not the companys employee, in the first case of its kind against a gig economy company that went to trial.
Link to full content:
Caldiero Joins Worldwide Facilities as VP in Los Angeles
09-February-2018 - insurancejournal.com
National wholesale insurance brokerage and managing general agent Worldwide Facilities has hired Klayton Caldiero to serve as vice president in its Los Angeles office. Caldiero started his insurance career in 2001 as a retail agent where he built a wealth
Link to full content:
IICF Raises Over $900K for Nonprofits in Texas and the Region
09-February-2018 - insurancejournal.com
The Insurance Industry Charitable Foundation (IICF), a nonprofit organization working with the insurance industry to help communities and enrich lives, announced that 650 insurance professionals and industry supporters attended its sixth annual Southeast Benefit Dinner on Feb. 1 at the
Link to full content:
Feds Sue Staffing Company over Sexual Harassment at Kansas Site
09-February-2018 - insurancejournal.com
An international staffing company violated federal law when it allowed a manager at a Kansas City, Kan., worksite to repeatedly sexually harass female workers on a manufacturing line, the U.S. Equal Employment Opportunity Commission (EEOC) has charged in a lawsuit
Link to full content:
Buy, sell, or hold? What to do when stock markets tumble
09-February-2018 - dailymail.co.uk
Investors got a shock this week, when the prolonged period without a stock market correction dubbed the Big Calm came to an abrupt end. We look at why and how to tackle a tumble.
Link to full content:
University of Arizona Gets $1.6M Mine Safety Grant
09-February-2018 - insurancejournal.com
The University of Arizonas public health college and its mineral resources institute will use a $1.6 million grant to help improve mine safety training. The federal grant announced this week will be used to develop new training methods for mine
Link to full content:
Cal/OSHA Cites Tree Trimming Company in Brush Chipper Fatality
09-February-2018 - insurancejournal.com
Cal/OSHA has cited Gorilla Tree Service for serious and accident-related workplace safety violations following an investigation of a brush chipper accident that killed a 24-year-old worker in Napa. On Aug. 15, 2017, the employee was reportedly working on the ground
Link to full content:
Debenhams to cut 320 store management jobs
08-February-2018 - bbc.com
The department store group is shedding the posts as part of a drive to cut costs.
Link to full content:
Cambuslang chicken plant´s 450 jobs ´at risk´
08-February-2018 - bbc.com
The 2 Sisters Food Group facility at Cambuslang near Glasgow could close completely by the summer.
Link to full content:
Doing my part to combat climate change
08-February-2018 - sciencemag.org
How one researcher figured out how to satisfy his scientific interests and his desire to help the world
Link to full content:
Debenhams cuts 320 in-store management jobs
08-February-2018 - telegraph.co.uk
Link to full content:
Wages rise at fastest pace since 2015 for those moving jobs
08-February-2018 - telegraph.co.uk
Link to full content:
Wall Street plummets again as S&P, Dow confirm correction
08-February-2018 - reuters.com
NEW YORK (Reuters) - U.S. stocks plunged on Thursday in another dramatic trading session, confirming a correction for the market that has thrown its nearly nine-year bull run off course.
Link to full content:
U.S. jobless claims drop to near 45-year low
08-February-2018 - reuters.com
WASHINGTON (Reuters) - The number of Americans filing for unemployment benefits unexpectedly fell last week, dropping to its lowest level in nearly 45 years as the labor market tightened further, bolstering expectations of faster wage growth this year.
Link to full content:
Carillion job losses near 1,000 following fresh redundancies
08-February-2018 - telegraph.co.uk
Link to full content:
Alera Group Acquires Three East Region Firms
08-February-2018 - insurancejournal.com
Alera Group, a Deerfield, Ill.-based national employee benefits, property/casualty, risk management and wealth management firm, has acquired three East region firms, effective February 1, 2018. Aisling Partners Insurance Brokerage LLC, located in Worcester, Mass., is an independent employee benefits brokerage
Link to full content:
HUB International Names Greene Vice President of Employee Benefits in California
08-February-2018 - insurancejournal.com
HUB International of California has named Lynn Greene vice president of the employee benefits practice. Greenes primary role will be the design, placement, and maintenance of healthcare programs and human-resource solutions for mid-market and large companies. Greene has more than
Link to full content:
The Value of Family-Related Benefits in Financial Literacy Programs
08-February-2018 - workforce.com
With job candidates no longer focusing solely on salary but also on the benefits accompanying a job offer, employers are seeking new benefits to attract and retain talented employees. Family-related benefits, such as paid parental leave for both mothers and fathers, adoption benefits and child care flex spending accounts, are becoming more popular in workplaces. However, there is one family-related... The post The Value of Family-Related Benefits in Financial Literacy Programs appeared first on Workforce Magazine .
Link to full content:
Sexual Harassment is the Hiring Scarlet Letter
08-February-2018 - workforce.com
Dear Jon, I resigned from my last job amid allegations of sexually inappropriate misconduct. The allegations became public. Even though the women are all liars, no one will hire me. What can I do? Sincerely, Steve W. This example has played out (sort of) at my alma mater, Case Western Reserve School of Law. In 2014 its dean, Lawrence Mitchell,... The post Sexual Harassment is the Hiring Scarlet Letter appeared first on Workforce Magazine .
Link to full content:
Goals Soccer hopes to score with hire of new boss
08-February-2018 - telegraph.co.uk
Link to full content:
Underground Coal Miner Killed in West Virginia
08-February-2018 - insurancejournal.com
Authorities say a coal miner has been killed at an underground mine in northern West Virginia. The West Virginia Office of Miners Health, Safety and Training says the incident occurred shortly before 4 a.m. Tuesday at Wolf Run Mining LLCs
Link to full content:
South Carolina Notifies Insurers of Workers Comp Loss Cost Updates, Filing Requirements
08-February-2018 - insurancejournal.com
South Carolina has alerted insurers of several changes to loss costs for the states voluntary and assigned risk workers compensation markets, and has issued a requirement that updated loss cost multipliers be filed in response to the recent termination of
Link to full content:
OSHA Says Kansas Spirit Aerosystems Exposed Employees to Known Carcinogen
08-February-2018 - insurancejournal.com
Federal safety regulators have proposed penalties totaling $194,006 against a Wichita, Kansas-based airline manufacturer for allegedly exposing its employees to a known carcinogen The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) cited aircraft manufacturer Spirit Aerosystems Inc.
Link to full content:
CVS to raise minimum wage of workers
08-February-2018 - usatoday.com
Drugstore chain to use corporate tax windfall to boost hourly pay. Angela Moore reports.
Link to full content:
Valentines Day: How to show the love for less than $50
08-February-2018 - usatoday.com
Anyone can spend $125 sending a dozen red roses in special vase for Valentines Day. But why? There are plenty of ways to spend $50 or less.
Link to full content:
Debenhams axes 320 store management jobs
08-February-2018 - dailymail.co.uk
In a bid to make 'significant' cost savings, a quarter of store manager's jobs are at risk as the chain seeks to get rid of its 'complex' jobs structure.
Link to full content:
IPSE: BEIS report shows majority are satisfied with the gig economy, but more must be done to support the vulnerable
08-February-2018 - onrec.com
IPSE, the Association of Independent Professionals and the Self Employed, has today responded to a new report on the gig economy by the Department for Business, Energy and Industrial Strategy (BEIS). Posted in News archive on 08 Feb 2018 IPSE praises the reports detailed approach to the gig economy. It particularly welcomes its confirmation that, as IPSE has regularly pointed out, the majority in the gig economy do not use it as their main source of income and are satisfied with the flexible earning power it gives them. Of the 2.8 million people the report estimated worked in the gig economy last year, it found that just eight per cent saw it as their main income. It also found that the majority of people (53%) working in the gig economy were either very or fairly satisfied with their experience. This rose to 74 per cent among those to whom the income from the gig economy was important. Andy Chamberlain, IPSEs Deputy Director of Policy, commented: At IPSE, we welcome this report, both for its detail and its confirmation of what we have been saying for some time: for the vast majority of people working in the gig economy, it is not their main source of income. It is a source of additional, flexible income and most are very happy to have it. As the BEIS report showed, however, 25 per cent of gig economy workers are also very or fairly dissatisfied with their work-related benefits and income (although many of these may also be in the 14 per cent who said their involvement in the gig economy was only one-off). As IPSEs own research has corroborated, a not-insignificant proportion of workers in the gig economy are at risk of being vulnerable, and they must not be ignored. As we recommended in our own report , there are several key ways the Government can help and support this vulnerable cohort. Universal Credit must account for fluctuating incomes so it can work for the self-employed. Improved access to training is also absolutely essential to help vulnerable self-employed people. Perhaps most importantly, the Government can clear the confusion over employment status and ensure vulnerable workers get the rights they need by introducing a statutory definition of self-employment. IPSE will be working with the Government and pressing for this in the upcoming post-Taylor Review consultations on employment status. www.ipse.co.uk
Link to full content:
The Good Work Plan - comments from Employment Advisor, Susan Ball
08-February-2018 - onrec.com
Commenting on the proposals, Susan Ball, Head of Employers Advisory Services at national audit, tax and advisory firm, Crowe Clark Whitehill LLP, said: Posted in Opinion on 08 Feb 2018 I welcome todays announcement and that the government is also launching a detailed consultation examining options, including new legislation, to make it easier for both the workforce and businesses to understand whether someone is an employee, worker or self-employed. Also greater clarity determining which rights and tax obligations apply to each category of worker is also welcome. This is an area which many employers find difficult to get right because it is currently based on case law rather than clear legislation. For engagers, the penalties of getting this wrong can be high and for workers they have often had to resort to the court action to enforce their rights. While added rights for all workers, such as sick pay and holiday entitlement, may be seen as an unwanted extra cost to businesses, if this is balanced with clearer guidance and legislation making it simpler for employers to comply, then employers may find the overall impact is negligible. For the genuine self-employed, any change to their take home pay may be offset by increased protection. www.croweclarkwhitehill.co.uk
Link to full content:
Gig economy and workers rights - comment from Dean Forbes, Chief Executive Officer at CoreHR
08-February-2018 - onrec.com
Posted in Opinion What does this mean for businesses? Dean Forbes, Chief Executive Officer at CoreHR, offers his thoughts below on 08 Feb 2018 The move by the UK government to provide more clarity for businesses over gig economy workers rights is certainly welcome news. However, the challenge for many organisations now will be just how quickly they can act on these promises and prepare for the legislation when it comes to pass. The rapid growth of this sector suggests employing on-demand workers is the future of work, but the gig economy will only work for everyone if firms prioritise planning how to manage this change. Adopting agile business models that enable them to quickly and effectively bring gig economy workers onboard will be crucial to this. By being able to start adding value almost instantly its a win-win. Businesses will benefit from the ability to quickly scale their workforce to meet demand while workers can benefit from being treated equally to their full-time counterparts. www.corehr.com
Link to full content:
Revealed: the top 10 most popular industries for job searches right now
08-February-2018 - onrec.com
Posted in News archive Construction and engineering roles were some of the most sought after in January 2018 on 08 Feb 2018 Company Profile CV-Library.co.uk View profile » New data from the UKs leading independent job site, CV-Library , has found that construction and engineering jobs were the most searched for by candidates last month, following the liquidation of construction giant, Carillion in January. The data, which analysed over 55 million sessions on CV-Librarys site in January 2018, found that the top 10 most searched industries include: Construction 779,179 searches Engineering 660,858 searches Administration 490,741 searches Manufacturing 342,882 searches Driving 321,069 searches Education 244,342 searches Finance 212,880 searches Social Care 203,262 searches Sales 198,928 searches Customer Service 197,071 searches It was reported last month that 20,000 construction jobs would be cut because of Carillions collapse, with many more businesses being at risk due to being tied up with the company. Lee Biggins, founder and managing director of CV-Library , comments: The country has been devastated by the liquidation of Carillion and theres a clear link between this and the fact that job searches in construction and engineering have soared. The news follows recent data from CV-Library , which revealed a staggering 70% increase in candidate applications in January 2018. But, while this fierce competition may seem like bad news for candidates, the UK also saw jobs increase by an impressive 38% over the same period, meaning theres plenty of roles for job hunters to choose from. Biggins continues: Its positive to see that candidate appetite is strong across some of the UKs core sectors, particularly as these are industries that play a vital role in the nations economy. Whats more, these findings are great news for organisations in these industries, many of which continue to battle ongoing skills shortages. Its clear that there are an abundance of fantastic opportunities for the nations job hunters right now, with last months data revealing that businesses have made a confident start to the year. Learn more about CV-Library at www.cv-library.co.uk
Link to full content:
RecFest 2018 - The UK´s Largest Celebration of In-House Recruitment
08-February-2018 - onrec.com
Posted in News archive Thursday 5 July 2018 - Hawker House - a street food market by Street Feast on 08 Feb 2018 Tickets went on sale this week for "the largest gathers of in-house recruiters, resourcing and TA professionals Europe has ever seen." Now in its 5th year, RecFest, billed as "the definitive destination for in-house recruiters to be educated and celebrated", returns to Hawker House on the 5th July, for what looks to be a definite date for the diary, this summer. Jamie Leonard, Founder CEO, said "RecFest has become a monster of an event! Each year the demand for tickets takes a big leap and with that comes the demand on us to provide more speakers, better facilities, more media coverage and so on. The reason we have over 300 people on the waiting list before the tickets go on sale is because in-house recruiters want something different; somewhere they can rock up in their shorts and flipflops, grab a beer and hear from some of the smartest people in our industry, while having a chance to get to know each other." When asked about the venue this year, Jamie said "We're over the moon to be returning to Hawker House. It provided the perfect backdrop for RecFest last year, and with the promise of a new aircon system, we're delighted to be returning! For the first time, we're forgoing the roundtable format in favor of a more traditional layout, which creates far more space to accommodate the additional delegate demand this year." RecFest tickets are now on sale with early bird prices for a limited time. https://goo.gl/MqFeHe
Link to full content:
Extract! 4.0 Textkernel launches the first fully Deep Learning powered CV parsing solution
08-February-2018 - onrec.com
After more than a decade of R D in the field of artificial intelligence (AI), machine learning and natural language processing, Textkernel has reached a breakthrough in accuracy with the successful application of Deep Learning to its CV parsing algorithm: Extract! 4.0. Posted in Launch on 08 Feb 2018 Company Profile Textkernel View profile » Extract! 4.0: The result of years of R D As one of the leading AI R D labs in the HR and recruitment world, Textkernel has always been at the forefront of innovation in its field. After years of R D, Textkernel has accomplished a fully Deep Learning based CV parsing model: Extract! 4.0. This milestone results in a major qualitative leap in the way Textkernels intelligent products can accurately parse CVs. Extract! 4.0 shows an increased accuracy rate across a large range of fields with error rates decreasing by 20-30 percent on average. Textkernel customers benefit by having even more accurate data in their systems and better search results due to the improved extraction. The game-changing nature of this breakthrough places Textkernel well ahead of the competition in a crowded CV parsing solution market. SmartRecruiters has integrated Textkernels CV parsing solutions in their software system. According to their CEO, Jerome Ternynck, the game-changing nature of this breakthrough places Textkernel well ahead of the competition in a crowded CV parsing solution market. CV parsing (also called resume parsing) is the process of converting an unstructured CV into a structured format that can be integrated into any software system. It helps create a better candidate experience, eliminates data entry and enables better search. Deep Learning: a game changer Deep Learning is a set of AI algorithms that automatically finds patterns in data using brain-like structures called Neural Networks. From self-driving cars to automated personal assistants, Deep Learning has revolutionised nearly every field it has been applied to. Deep Learning has transformed entire industries including automotive, healthcare, retail and financial services. Today, Textkernel is revolutionising the HR domain with its launch of Extract! 4.0 explains Matt McNair, VP Global Services at CareerBuilder Textkernels parent company. Today, Textkernel is revolutionising the HR domain with its launch of Extract! 4.0 The new release of Textkernels CV parsing software is currently available in the English languages. This significant milestone not only marks the beginning of upgrading all major Textkernel products with Deep Learning technology but also paves the way for the much faster development of highly accurate new language models. With its CV parsing software , semantic search and semantic matching solutions, Textkernel helps employers and staffing & recruitment agencies to be more efficient in their HR and recruitment processes. For more information on Extract! 4.0 and Deep Learning, contact Textkernel via www.textkernel.com/contact/
Link to full content:
New gig economy study reveals diversity of worker experiences
08-February-2018 - onrec.com
A new report, published by the Department of Business, Energy Industrial Strategy (BEIS) alongside the governments response to the Taylor Review, has revealed many gig economy workers are relatively content with their working life Posted in News archive on 08 Feb 2018 Led by the independent Institute for Employment Studies (IES), the research involved one of the largest qualitative studies of the gig economy, defined as the UKs growing short-term and payment-by-task labour market. Covering topics such as pay and conditions, feelings towards employment rights, opportunities for progression, and health and safety issues, the research paints a diverse picture of gig economy workers. The study captured data from a wide range of workers; from students and retirees, to professionals relying on such work as their main source of income, covering fields including driving, administration and marketing. The report highlights that experiences depend heavily on whether individuals are carrying out gig economy work as their main source of income. If this is the case, they are potentially vulnerable to fluctuations in working hours (and therefore pay levels), short notice of working schedules and a degree of precariousness associated with a lack of employment rights, some of which have been addressed in the governments response today. Nigel Meager, director of the Institute for Employment Studies, commented: With the release of the governments response to the Taylor review, its clear that rights for gig economy workers is a key topic. This latest IES research reveals that, for many, the trade-off between flexibility and any resulting lack of employment rights and security is worth the sacrifice. Nevertheless, the news of additional rights will be rightly welcomed as new initiatives are introduced to support short-term and pay-by-task workers. The diversity of this section of the UK workforce identified in the research highlights a key challenge for policymakers in unpacking the aggregate concepts of gig economy or self-employed to accurately identify the groups and how they should be regulated, protected or indeed reclassified as employees with all the rights and obligations of dependent employment. It is to be hoped that the new consultation on employment status announced in the response to Taylor provides further evidence on where some of these boundaries lie, and that evidence is sufficient basis for policy and legislation.
Link to full content:
REC welcomes the governments response to Taylor review
08-February-2018 - onrec.com
In todays response to the Matthew Taylor review of modern working practices, the government has announced that there will be four consultations into what the future of the UK workforce looks like. Posted in Opinion on 08 Feb 2018 Company Profile REC View profile » Commenting, REC chief executive Kevin Green says: The way we work is undergoing drastic changes and its high time that regulations around the gig economy are aligned with other flexible workers. We therefore welcome the news that the government has decided to further consult with businesses on the future of the UK workforce. We are very pleased to see that the government is working towards more consistency and transparency around the rights and status of people working in the gig economy. This is something that is much needed to level the playing field so gig workers get the same rights as agency workers receive, such as holiday and sick pay. It was disappointing that there was no decision around improving the Apprenticeship Levy by turning it into a broader training levy as this could immediately benefit millions of workers and would help address the countrys skills shortages. We still need more clarity on some of the points raised, including the definition of zero-hour contracts and if agency workers are included. We also need to know when exactly people are eligible to request a contract and if additional paperwork around this will mean more bureaucracy and therefore a greater burden. In addition, the governments reform plans should not apply only to Swedish Derogation but instead should open up all parts of the Agency Workers Regulations for review. We are looking forward to represent our members and the recruitment industry in the consultation process and deploy our expertise around flexible working to ensure the UKs labour market remains a success story. www.rec.uk.com
Link to full content:
Government Must Rethink Outsourcing Model in Wake of Carillion Collapse
08-February-2018 - onrec.com
Posted in News archive By Jo Sellick, managing director, Sellick Partnership on 08 Feb 2018 Carillion hit the headlines again this week, as its former leaders went before MPs from the Work and Pensions Committee to explain what led to the companys liquidation last month. The former executives were relatively silent during the proceedings, shunning total blame but with some small concessions to admit responsibility for elements of the collapse. The whole saga was undoubtedly catastrophic, with a series of errors leading to the demise of this global business that employs tens of thousands of British workers. We can - and indeed should - scrutinise the specific elements of Carillions operations that resulted in its liquidation. Factors such as its huge debt pile, mounting pension contributions, low-margin contracts and acquisition model are all to blame for for the companys collapse. But it is equally important to step back and look at the bigger picture regarding the governments approach to outsourcing large contracts to private businesses. Theresa May must take a close look at the governments outsourcing model and examine whether it is truly sustainable for private firms and their tens of thousands of workers who fulfil such contracts. Carillion was responsible for projects including prison maintenance, school meals, hospital construction and public transport, amongst many other public services. Some of these private finance initiatives (PFIs) were won more than a decade ago and only recently neared completion, by which point it became clear that the costs were far higher than anticipated and the margins much too slim to sustain. Many of them were also fulfilled on a 120 day payment plan that weakened Carillions cashflow and added to its mounting debts. Both these elements are typical of PFIs that similar businesses such as Kier, Serco and Capita are continuing to fulfil today. My concern is that Carillions rivals may well head the same way if nothing changes. While Carillions collapse came as a surprise to many of its employees, the writing was on the wall and many firms in the City had been hedging their bets towards its liquidation during recent years. These same indicators are starting to emerge for some of the other large contractors, which is a cause for concern. The governments outsourcing model forces the big players to aggressively compete to win these huge contracts. Due to tight public sector budgets, there is little scope for private firms to negotiate and they are forced into impossibly tight margins in order to win the business over their rivals. We have a limited number of options to avoid them going the same way as Carillion and risking thousands more jobs, not to mention the ramifications of the incomplete projects they leave behind. Just this week, we heard that the new Royal Liverpool Hospital is now unlikely to be finished in 2018 as a result of Carillions collapse. One option would be to move away from PFIs and back towards nationalising these projects, which is something the current government would never consider - but Jeremy Corbyn could possibly tout this if he were to lead Labour into government at the next general election. It would be a huge statement and extremely costly to the governments budgets, as well as being years away, by which point Carillions rival firms may well have already headed the same way. Another option is for the government to step in and bail out these businesses, which would be incredibly costly to the taxpayer and one of the least efficient ways of managing the problem. In my opinion, the most realistic and effective solution is to revisit the outsourcing model and for the government to increase the margins offered for new contracts. Budget will have to be allocated to do this and it may well be a bitter pill for May and her Cabinet to swallow, but it would be far less costly in the long-term and would safeguard tens of thousands of jobs, as well as ensure these crucial public sector projects are completed. Carillions rivals may well see a brief boost as they pick up the contracts from the carcass of their former competition, but this will not protect them in the long-term if the outsourcing model remains unchanged. www.sellickpartnership.co.uk
Link to full content:
Top 3 Questions Teachers Are Asked in A Job Interview & How to Answer Them Perfectly
08-February-2018 - onrec.com
Posted in News archive When it comes to securing any job the interview stage is a crucial element and here at Astute Education we are here to help you succeed in starting a teaching career abroad including facing the all-important interview. on 08 Feb 2018 These helpful tips are centred around interviews for teaching jobs in general, but they are sure to be helpful whether you are applying for a higher education job abroad or a primary school teacher in the UK. We have selected 3 of the most common interview questions which interviewees are faced with when they are applying for a teaching role and have broken down how to compose a great answer which is sure to impress. How Have You Used, Or How Will You Use, Technology in The Classroom? In an ever-evolving technological world this question is becoming increasingly common in interviews for teaching jobs. Whether you are looking to be an ESL teacher abroad or applying for a position at your local primary school, employers are keen to know how you will use technology to help educate your class. Firstly, if you have previous teaching experience think back to any time you may have used technology as part of a lesson. This can include, but is not limited to, talking about hardware such as tablets and computers, software such as apps, and online educational sites. If you have used these in the past then simply talk about this, making sure to refer to any particularly successful examples and discussing how this school (or at least your class) could also use them. If you do not have experience incorporating technology into classes, you should start reading up on the following areas; Hardware Look at what hardware is available to you from I-Pads to desktop computers and think not only about how you can use them but why you would want to. A notable example of why you might want to incorporate technology into the classroom is for the many benefits and versatile functions they offer for the hard of hearing, poor sighted, and dyslexic children among others who may find working tech free more challenging than some of their peers. Software and Online Educational Platforms There are a multitude of apps and educational platforms which you can use in the classroom to help with everything from maths to ESL lessons. As well as this, teaching aids and online reward systems for pupils can prove to not only make your job easier and more efficient but going into an interview with forward thinking and knowledge of such apps and platforms will set you in good stead to answer this question perfectly. Ultimately your answer should sound something like one of the following; If you have previous experience: In my previous job / role we used [hardware] in classes which the students found helpful because [reason]. One of the apps/platforms we used was called [name]. It is a(n) app/platform for [purpose/subject] and using it really helped the children and I think it could benefit this schools pupils too. If you dont have experience: I would love the opportunity to introduce [hardware] into my lessons. I feel it will help my pupils with [subject etc.] and particularly help children who find [spelling, writing, reading etc.] difficult. One app/piece of software I think could be useful is [name of app or software] which is a(n) app/platform for [purpose/subject] and I think it could particularly help children to improve [subject/skill]. With just a little bit of research, you will be able to fill out the blanks and amend accordingly, creating a comprehensive answer which will win over your interviewer. Why did you decide to become a teacher? Even more common than the first question, the question why did you decide to become a teacher?, why do you want to teach? or some other variations of the same question is almost certain to come up. The answer to this question will require less research or experience than the first question as it is almost entirely based upon you - either consciously or subconsciously you have an answer lurking around inside your head, you just need to find a way to articulate it. As already mentioned, this question arises in almost every interview for a teaching role, so you dont need to stress about coming up with an entirely unique answer. If you feel your answer is common that is okay, forcing a unique answer will create an unauthentic reply and the interviewer will almost certainly realise that your answer is, at least in part, exaggerated or altogether fabricated. Another thing to avoid is trying to give the answer you think the interviewer wants to hear. Trying to do this will come across as ingenuine and will definitely not separate you from the crowd. Be honest and feel free to tell stories. Dont feel that because it is a professional environment everything you say has to be based on logic rather than emotion. If you had a special teacher at school who impacted you profoundly and you want to have the same impact as them on other children, tell that story. If you have witnessed the consequences of poor education and want to help children avoid the path you saw other people take then also be sure to talk about this. Alternatively, your main reason for teaching may not come from wanting to teach at all but from a passion for your specialty subject. If you are a maths teacher who believes maths is an essential life skill which you love and believe children should love too then answer the question accordingly. If you are teaching abroad then maybe you are looking to teach as part of a new lifestyle in a foreign country. It is okay to admit that this is the reason and if you believe that teaching is going help make you a happier more fulfilled person you are simply showing the interviewer that you are passionate. Furthermore, if you frame your answer using statements such as I believe the children have as much to offer me as I do them or teaching makes me feel fulfilled and I wish to reciprocate that by making my students as happy as they make me feel. Ultimately though, this question comes down to you and so long as you are sincere about why you want to teach the interviewer will likely resonate with your response. Do you have any questions for me? This question is almost certain and whilst it may be tempting to simply say, no try to ask a question in response. It not only demonstrates that you have a greater interest in the job than candidates who dont have questions, but the right question can often be a clear indicator to whether or not you are a good fit for the school, college or university etc. You should start by making a list of questions ahead of time. Make sure to avoid obvious questions or specifics about the institution which you could have simply searched online this is a clear sign that you havent done your due diligence and can set off warning signs with the interviewer. To create the opposite effect a good question may start with, On your website you say... and finish with asking for more clarity on the point. Not only does it show you have done your research but it demonstrates an interest in the schools principles or what they offer and a wish to better understand them, so that you can integrate into the school seamlessly. Also, if the interviewer does not ask you the first question in this post then you could reframe it and pose the question to them, what is the schools approach to using technology during lessons?, giving yourself a chance to put your experience and research to use with a question which other candidates are unlikely to have even talked about. Another point to bear in mind is to make sure you split your questions across different areas. Posing three questions on one particular thing will make it appear as though that area is of concern to you and could portray an image of a lack of confidence with that particular matter. For example, three questions regarding the schools disciplinary procedure may suggest that you are uncomfortable with disciplining students. Finally, your questions should not put you first. The last thing you want to do is to appear as if you only care what the job can do for you and not what you can do for the role, school and its pupils. Asking about your salary, benefits and time off at this point is a bad idea. You do not want to leave their last impression of you being of someone who is only in it for themselves. If you have not covered these questions in the interview already it is ok, these questions can be answered if you are offered the job. These are three of many common questions which you may face in an interview for a teaching role, but they are very likely to show up and answering just one of them using the help above could be the difference between making the shortlist and receiving a job offer. No matter whether you are applying to teach ESL in the UAE or music at your local secondary school, implement the tips in this guide to create an amazing, stand-out impression in your job interview.
Link to full content:
Gig economy: Workers´ rights to be strictly enforced
07-February-2018 - bbc.com
The government says it will strictly enforce rights to improve conditions for millions of workers.
Link to full content:
Tesco faces £4bn equal pay claim from women staff
07-February-2018 - bbc.com
100 female staff are taking Tesco to court, claiming they are being paid less than men doing comparable jobs.
Link to full content:
A hot opportunity for early-career scientists in wintry Finland
07-February-2018 - sciencemag.org
Its a funding program unlike any shes ever heard of, our columnist writes
Link to full content:
Teamsters lawyer pens childrens book to show importance of the labor movement (podcast)
07-February-2018 - abajournal.com
As general counsel for the Teamsters Union Local 810, Mark Torres spends his days arguing for workers' rights. But another of his passions is writing.
Link to full content:
What Is Your Profession Doing to Combat Harassment? Mine Appears to be Doing a Lot
07-February-2018 - workforce.com
The policy-making body of the American Bar Association has adopted a formal resolution that urges legal employers to prohibit, prevent, and promptly redress sexual harassment and retaliation claims. Moreover, to make sure that law-firm leaders are paying close enough attention, Resolution 302 also urges that firms adopt measures to ensure that the heads of law firms are informed of the financial... The post What Is Your Profession Doing to Combat Harassment? Mine Appears to be Doing a Lot appeared first on Workforce Magazine .
Link to full content:
Wynn Resorts shares climb after Maddox moves into CEO slot
07-February-2018 - reuters.com
(Reuters) - Wynn Resorts Ltd shares jumped 10 percent on Wednesday, as investors approved of the casino operator's decision to give company veteran Matt Maddox the top job, replacing casino mogul Steve Wynn who resigned following sexual misconduct allegations.
Link to full content:
Employers Face a Rise in Biometric Privacy Lawsuits
07-February-2018 - workforce.com
Biometric privacy lawsuits could be on the rise soon among employers. You can hardly pick up a smartphone these days without reading about and experiencing how biometric authentication technology is changing our lives and businesses. Finger and facial recognition have become so commonplace that you might not think twice before asking your employees to authenticate their time using... The post Employers Face a Rise in Biometric Privacy Lawsuits appeared first on Workforce Magazine .
Link to full content:
Chipotle, citing tax changes, sends bonuses, ups benefits
07-February-2018 - abcnews.com
Chipotle doles out bonuses and expands parental leave for employees following tax overhaul
Link to full content:
UK shift into less productive work
07-February-2018 - bbc.com
UK workers have moved into less productive industries over the last few years a report shows.
Link to full content:
UK Supermarket Group Tesco Faces Potential Equal Pay Claims of Up to $5.6B
07-February-2018 - insurancejournal.com
Supermarket group Tesco is facing a potential bill of up to 4 billion pounds ($5.6 billion) in a record equal pay claim involving mainly women workers at its British stores, according to the law firm pursuing the case. If the
Link to full content:
Financial Services Lobbyist Pawlenty Steps Down
07-February-2018 - insurancejournal.com
Former Minnesota Governor Tim Pawlenty said Tuesday hes resigning his lucrative position as the head of the Washington-based Financial Services Roundtable as he contemplates running for his old job. Pawlenty, 57, has frequently been mentioned as a possible Republican candidate
Link to full content:
5 awesome tricks you didnt know the Google Home could do
07-February-2018 - usatoday.com
IFTTT is so easy to use with your Google Home
Link to full content:
It isnt fancy but this basic robot vacuum gets the job done
07-February-2018 - usatoday.com
Shark has a long history of making upright and canister vacuums that consumers seem to love. With their first entry into the robot vacuum market will they have another hit on their hands or is this one a dud?
Link to full content:
Smart TV tracking features: how to turn them off if you want some privacy
07-February-2018 - usatoday.com
Consumer Reports offers tips on keeping your viewing habits private
Link to full content:
Furniture seller Warren Evans goes bust: 300 jobs at risk
07-February-2018 - dailymail.co.uk
The company, which sells beds, mattresses and furniture, is in administration after it failed to find an investor to rescue the business which employs 287.
Link to full content:
Tesco faces equal pay challenge that could cost £4bn
07-February-2018 - dailymail.co.uk
Leigh Day has launched legal action against the supermarket giant on behalf of shop assistants across the UK who claim they are paid up to £3 an hour less than their male warehouse workers.
Link to full content:
APSCo welcomes Taylor Review consultations
07-February-2018 - onrec.com
The Association of Professional Staffing Companies (APSCo) has welcomed the announcement that the Government will today publish four consultations following recommendations made in last years Independent Review of Employment Practices in the Modern Economy, which was led by Matthew Taylor. Posted in News archive on 07 Feb 2018 Company Profile APSCo View profile » The Government Department for Business, Energy and Industrial Strategy (BEIS) yesterday held a briefing, which was attended by APSCo, to introduce the separate consultations on: Employment Status, Agency Workers, Enforcement and Increasing Transparency. APSCo gave evidence during the Taylor review and subsequently broadly supported the findings of the resulting paper. Commenting on the most recent announcement, Tania Bowers, General Counsel at APSCo said; We at APSCo welcome this announcement and are very supportive of the Governments desire for clarity particularly on employment status and how this is aligned to tax status, workers rights and entitlements and the differentiation between employed, workers and self-employed. APSCo will, of course, be providing responses to these consultations in the interests of our members. The Employment Status consultation, in particular, which will be open for 16 weeks, is extremely broad, complex and ambitious. As we stressed when we gave evidence during the Taylor review, many of our members supply independent contractors and it is vital that working in this way remains an attractive option for highly skilled consultants who drive much of the dynamism and flexibility in the economy. We hope that the outcome of this exercise offers greater clarity so that these professionals can supply their services without the current level of confusion over their employment and tax status. We understand that the Governments priority is addressing issues at the lower end of the market, some of which directly impact recruitment businesses. These include a list of day-one rights such as holiday and sick pay entitlements and a new right to a payslip for all workers, including agency workers, and a right for all workers - including zero-hour and agency workers - to request a more stable contract after 12 months with a hirer, to provide more financial security for those on flexible contracts. The Government seeks to ensure fairness by providing all 1.2 million agency workers with a clear breakdown of who pays them and any costs or charges deducted from their wages and is considering repealing laws allowing agencies to employ workers on cheaper rates, namely the Swedish Derogation under the Agency Workers Regulations. The Government is also consulting on broadening the Employment Agency Standards remit to include enforcing the Agency Workers Regulations. We are currently inviting members views on these recommendations and other suggestions to be outlined in the four papers.
Link to full content:
Government NICs pledge marks watershed moment for the self-employed
07-February-2018 - onrec.com
Responding to the launch of the Governments Good Work plan in light of Matthew Taylors review of modern working practices, Federation of Small Businesses (FSB) National Chairman Mike Cherry, said: Posted in News archive on 07 Feb 2018 Todays commitment to shelve permanently plans to hike National Insurance Contributions for the self-employed marks a watershed moment. This now needs to be followed-up with delivery of the promise to abolish Class II NICs for the self-employed. As it takes forward Matthew Taylors recommendations, we look forward to working with the Government to ensure that the genuinely self-employed receive the protections and rights theyre due. That includes tackling challenges the self-employed face when applying for mortgages and insurance products. Its disappointing that these challenges have once again not received a mention today. Of course we need to stamp out false self-employment. But what we definitely cant have is the genuinely self-employed disadvantaged in the process. The Governments focus on good work is the right one. Smaller businesses employ 60 per cent of the private sector workforce, providing the close-knit, supportive environments that cant always be found in big corporations. With the unveiling of a raft of new rules, the Government needs to remember that legislation is not always the answer. Incentives and nudges are often the best route to improving modern working practices. www.fsb.org.uk
Link to full content:
Government action on Taylor Review will strengthen employment rights - CIPD
07-February-2018 - onrec.com
Commenting on the publication of the Government's response to the Taylor Review of Modern Working Practices, Ben Willmott, Head of Public Policy at the CIPD said: Posted in Opinion on 07 Feb 2018 Company Profile CIPD View profile » The Taylor Review shone a light on some of the biggest issues facing our modern labour market, and it is good to see that the Government has committed to taking action to address almost all of its recommendations. The UK has a flexible labour market that broadly strikes the right balance between providing flexibility for employers and employment protections for individuals but we should always look to tackle abuses of employment rights, provide greater clarity on employers obligations and close loopholes wherever we can. The Government response also rightly places more attention on the enforcement of existing rights which can help ensure that bad practice will be stamped out wherever it exists. We particularly welcome the clear commitment to enshrining the principles of 'good work' and ensuring that they are measured on an ongoing basis. Work can and should be a force for good, and the measures announced today, alongside the ongoing consultation with business, will help to ensure that these principles are reflected across the economy. We look forward to working with Government to help develop these measures and ensure they capture the wide range of factors that make up good work. A clearer understanding of the elements that create good work will support efforts to boost individual well-being and create more inclusive and productive workplaces. The CIPD has long called for both workers and employees to be eligible for written terms and conditions of employment, so we fully support the adoption of the right to receive a payslip and terms and conditions from day one. Improving clarity and transparency of peoples contractual terms and conditions from day one can help to ensure that peoples rights are respected in the workplace and reduce abuses.
Link to full content:
Employers not recognising smartphones as DSE
07-February-2018 - onrec.com
Research issued today by Specsavers Corporate Eyecare reveals the extent of smartphone use for work purposes but highlights the lack of related employee eyecare. Posted in News archive on 07 Feb 2018 Conducted among over 500 senior decision makers in UK companies, the research shows that, on average, employers class two thirds (66%) of their employees as smartphone users. Yet just a quarter (25%) of employers provide eyecare for all smartphone users and 18% of employers provide eyecare for some smartphone users. The Display Screen Equipment (DSE) regulations and Health & Safety Executive (HSE) guidance make it clear that smartphones are included as DSE and that users should, therefore, be provided with the same level of eyecare as their colleagues who use traditional PC monitors. However, it appears that only a few employees using smartphones in their daily role are receiving the eyecare to which they are entitled. Jim Lythgow, director of strategic alliances for Specsavers Corporate Eyecare, said: The tools of our everyday working lives are changing, and with the dramatic increase in the use of smartphones over recent years, we suggest employers check and, if necessary, update their eyecare policy to ensure it reflects the use of modern-day technology. Despite being introduced in 1992 and last amended in 2002, the Health and Safety (Display Screen Equipment) regulations were ahead of their time and do actually relate to smartphone usage. The FAQs on the HSE website state that handheld devices are subject to the regulations if in prolonged use for work purposes. 1 Regulation 1.4.d specifically excludes only portable systems not in prolonged use 2 , making it the length and frequency of use that determines whether a device comes under the DSE regulations, rather than the type of device or size of screen. Paragraph 25 of the HSEs Guidance on Regulations booklet 2 discusses the merging of information and communication technologies, where small screens are being used for an increasingly wide range of purposes. Examples specifically given are personal organisers and mobile phones used for composing text and accessing the internet essentially smartphones and it states that prolonged use of such devices for work purposes would be subject to the DSE regulations. Jim Lythgow concluded: Surprisingly, given the date when the DSE regulations were first introduced and last updated, they do allow for the way in which smartphones have become ubiquitous in our lives and an ever-growing presence in the workplace. Really, it is a matter of common sense for employers. Although it is necessary to provide smartphone users with eyecare under the DSE regulations, it also makes sense from a business point of view, taking into account employee wellbeing, productivity and morale. For more information on DSE eyecare, visit www.specsavers.co.uk/corporate To find out more about the DSE regulations, visit www.hse.gov.uk 1. http://www.hse.gov.uk/msd/faq-dse.htm 2. http://www.hse.gov.uk/pubns/priced/l26.pdf Research undertaken by Opinium on behalf of Specsavers Corporate Eyecare in November 2017 among 502 senior decision makers in UK businesses
Link to full content:
Preparation must start after IR35 forum suggests reform will hit private sector
07-February-2018 - onrec.com
Newly published IR35 forum minutes offer further indication that speculated reform could reach the private sector, which highlights the need for end engagers to start preparations now, urges tax specialist, Qdos Contractor of The Qdos Group. Posted in News archive on 07 Feb 2018 The minutes are yet another clue that the responsibility for setting the IR35 status of contractors will soon be handed from the worker to the private sector engager, much like in the public sector. Specifically, the IR35 forum minutes explain the Government believes recent public sector reform has increased compliance, and a possible next step would be to extend the reforms to the private sector.' In addition to this HMRC reiterated that there is an immediate Exchequer risk that needs to be addressed.' Qdos Contractor CEO, Seb Maley, outlined the need for private sector engagers to begin preparing for the widely expected changes. "Yet another hint from the Government and the refusal to rule out further IR35 reform adds more fuel to the fire that changes will be introduced to the private sector perhaps as early as April 2019. "Contrary to speculation, private sector engagers could manage reform - but work must start now if they are to be confident and ready to make well-informed IR35 decisions the time these predicted changes arrive. "Given further reform looks increasingly likely, private sector engagers must communicate with the contractors they engage and ensure them they will be taking appropriate steps to make accurate IR35 decisions."
Link to full content:
CIPD partners with FutureLearn to deliver free HR and people management courses
07-February-2018 - onrec.com
The CIPD, the professional body for HR and people development, has partnered with FutureLearn, the global digital learning platform, to deliver two free online courses in HR Fundamentals and People Management Skills. Posted in News archive on 07 Feb 2018 Company Profile CIPD View profile » FutureLearn provides free online courses from top universities and specialist organisations to over seven million users from over 200 countries around the globe. The HR Fundamentals course is designed for those who are considering a career in HR, or those who have recently been made responsible for people management in their organisation. The course will offer an introduction to HR, providing a solid foundation on which to develop their skills and professionalism further through practice and additional learning and resources. The People Management Skills course has been created for employees recently promoted into a line manager role, or to upskill existing managers or business owners. The course will enable them to stay up to date with new capabilities needed to manage people and lead a successful team, regardless of the size of their organisation. The course will offer an effective introduction to people management skills, exploring the fundamental aspects of people management, from recruiting the best candidates and developing their skills, to considering their well-being and ensuring they perform at their best. Warren Howlett, Head of HR Content at the CIPD, comments: Were delighted to be partnering with FutureLearn to offer free, online courses for anyone considering a career in HR or taking on people management responsibilities in their organisation. The programmes are designed to provide learners with the knowledge and skills to get the best out of people, and continue our work as a career partner to people professionals from the start of their work in the industry. The courses are now live for registrations and the first course will begin on 16 April 2018. To register for the People Management Skills , please visit https://www.futurelearn.com/courses/people-management-skills . To register for HR Fundamentals , please visit https://www.futurelearn.com/courses/hr-fundamentals . Each CIPD/FutureLearn course lasts five weeks and are designed for those considering a career in HR. For those that decide to pursue a career in HR, the CIPD offers a number of qualifications to develop relevant and essential knowledge and skills. More information about these can be found here - https://www.cipd.co.uk/learn/training/professional-qualifications
Link to full content:
Jobs under threat as Warren Evans falls into administration
06-February-2018 - telegraph.co.uk
Link to full content:
Computer says no
06-February-2018 - bbc.com
More firms are relying on artificial intelligence and automation to speed up recruitment, but at what cost?
Link to full content:
Lloyds to cut more than 900 jobs
06-February-2018 - bbc.com
The banking group is reducing staffing levels as it pares back its High Street services.
Link to full content:
German industrial workers win right to flexible hours
06-February-2018 - bbc.com
Industrial workers will be able to reduce their weekly hours to look after their families.
Link to full content:
In trade-secrets trial, subdued Kalanick says Uber trailed in self-driving cars
06-February-2018 - reuters.com
SAN FRANCISCO (Reuters) - Former Uber Chief Executive Officer Travis Kalanick testified at trial on Tuesday that he believed Uber was lagging in self-driving car development and came up with a plan to hire a star engineer from rival Waymo to catch up with competitors.
Link to full content:
WATCH: Dow plummets more than 1,100 points in biggest single-day drop in history
06-February-2018 - abcnews.com
The Dow's drop occurred as President Donald Trump was touting the U.S. economy and jobs in Ohio.
Link to full content:
Lyft Expands Tax-Saving Commuter Benefit to More U.S. Cities
06-February-2018 - workforce.com
Ride-hailing service Lyft is expanding its pretax commuter benefits to Lyft Line users in 13 new cities and across much of New Jersey. The benefit lets employees to use pre-tax commuter benefit dollars to pay for all Lyft Line rides once they add their commuter benefits card to their Lyft account, allowing them to save 35 percent on rides. This... The post Lyft Expands Tax-Saving Commuter Benefit to More U.S. Cities appeared first on Workforce Magazine .
Link to full content:
Chinas Biggest Fiscal Risk Is Pension Risk from Aging Population
06-February-2018 - insurancejournal.com
Chinas pension shortfall is emerging as the next big challenge for policy makers as they intensify their years-long campaign to keep rising debt from derailing the economy. Aging in the worlds most populous country means pension contributions by workers no
Link to full content:
Brexit Transitional Deal Needed by End of March, Says FCAs Bailey
06-February-2018 - insurancejournal.com
The head of the U.K. Financial Conduct Authority added urgency to Brexit negotiations by saying European governments must reach a transitional agreement for financial services by the end of March to avoid the risks presented by EU departure. Financial contracts
Link to full content:
Technology Partnerships Key to Insurance Industrys Exit from `Stone Age: Aviva CEO
06-February-2018 - insurancejournal.com
The insurance industry is generally in the stone age, and partnerships with technology companies are the way forward, according to Aviva Plcs chief executive officer. His company, the U.K.s second-largest insurer, is working with Tesla on how to insure driverless
Link to full content:
How to solve the People and Skills problem
06-February-2018 - onrec.com
Mike Blanchard, Director of Customer Intelligence Solutions, North EMEA at SAS Posted in News archive on 06 Feb 2018 There are not many conversations, presentations or media briefings about analytics that dont at some point touch on the issue of people and skills. Convincing business leaders of the merits of analytics given the technology now available is often the easy part. It inevitably leads on to what the barriers are to analytics deployment. And the first of these is normally skills, especially given its a global problem. Ever since the role of data scientist was described as The Sexiest Job of the 21st Century back in 2012, not much has changed in terms of the demand outstripping supply. The term data scientist is often used as a bit of a catch-all for anyone working with data, so its worth looking a bit more closely at what some of the roles are. We spoke to SAS customers in a range of industries to get their thoughts, and this blog sets out some key points arising from those discussions when it comes to tackling the skills issue. What are the different roles? Here are a few job descriptions for those working with data and analytics. Data Analyst: There are different types of analyst. Might be database focused, and range from SQL programmer through to a much more senior person that understands business problems Data Steward: Quite skilled in data engineering and structures and how to handle them; works in IT but embedded often in business, or data science or analytics Information Steward: Like Data Steward but more focused on the business side Data Scientist: Can be blurred definitions of what this is. After being described as the sexiest job people are conscious its good for their own marketability to say they are or have been a data scientist. Some may not even be or have been a data scientist in the strictest sense of this role, where technical skills in areas like statistics are required. Data Democratiser: Can bridge business, IT and data. There is usually a need for someone embedded in business who can understand data and use it to tell a story to non-technical people. Data Strategist: Looking at new data sources and challenging business to make best use of data. Aim to stimulate ideas and use cases. The key is how to bridge the gap between IT, business and analytics and somehow find people who work across or within these areas. There are very few individuals who can straddle all three effectively, so it normally requires the establishment of data science teams where people have complementary skills. The key goal for one customer was having a thought partnership where it was possible to ask stimulating questions of the business, and then take problem and put it into questions that the analyst can understand and then investigate. What are the challenges? An important one is how to attract talent because theres relatively small pool of individuals and lots of businesses trying to recruit them. Applicants therefore have lots of choice they can go and work for companies like Google or Amazon, that sound more attractive than a traditional telco or bank. It means that to attract them to work for your organisation you may need to give them something new or exciting to work on. However, often they will start in roles where expectations get shattered as theyre doing lots of work that seems less interesting than what was promised. But Google or Amazon also need people to do mundane work as well as the more exciting things, so this is a challenge for every organisation. There was agreement that young data scientists often have inflated expectations. One customer said that there is often a risk of new recruits leaving after just six months if they feel the work theyre doing is not new or ground-breaking. But the reality is businesses need help with day-to-day needs and are not always able to supply lots of interesting new challenges. Young data scientists often prefer certain codes or languages (and SAS is perceived by some as a less exciting tool to use). Again, the business reality is often not fully appreciated. It was pointed out that when customers have allowed employees to build solutions using new open source technology and then leave, there is sometimes no one left who knows how it works. Established businesses want reliability and some data scientists might be better off working with a start-up if they only want to be pioneering and build bespoke solutions using open source technology. Attracting people who can work across business and IT often comes down to the structure of the organisation. How do you embed analytics in the business? You need to find people with skills, but then its about retention and career progression. You cant just find people with these capabilities, so an important part is training and developing skills in the areas where theyre needed. As the market is so competitive, career progression is wanted in a matter of months or just a few years. Sometimes the only progress that can be made is to a manager role, but the employee might have few people to manage or not be suited to people management. One progression that could be made is for an expert to develop into the data strategist role described above. Regarding training and development, you need to work on the hard, soft and business skills. One option is to provide them with rotation across the business, and look at cross-sharing skills between different employees so they learn from each other. That can help create the analyst that is a data democratiser, that can bridge the gap between data analytical and business skills. What are the incentives to retain employees? One of the retention tactics was showing the analytics team the value of their output, and giving credit to their role in achieving this. Sometimes, analytical teams must regularly report what they cost to the business, what was delivered and the value of what was done. If results are positive than can be motivating. Otherwise its important to give them a chance to re-align how they work. Keeping people integrated in the business is crucial. Its important to know what good looks like. Good is having this thought partnership - the business comes to the data science team with a problem and trusts them to solve that problem. Or the analytics team might go to the businesses in a proactive way after identifying a problem in the first place. Data scientists should see themselves as a part of a continuous business system, and not as a separate and isolated unit. www.sas.com
Link to full content:
New research reveals breakdown between employees and employer in recognition, trust and communication of mission and values
06-February-2018 - onrec.com
A new study from global employee engagement company, Reward Gateway, which surveyed 500 workers and 250 senior decision makers across the UK, has revealed that only 19% of employees feel completely informed about their employers corporate mission and only 23% of employees feel completely informed about the values of the organisation they work for. Posted in News archive on 06 Feb 2018 83% of employers say its critical to the success of their business that employees understand their mission 78% of senior decision-makers agree that their company is doing enough to recognise employees who demonstrate the values that their company cares about the most Yet, 40% of employees dont agree that their employer recognises them when they demonstrate the values their company cares about Employers with high Employee Net Promoter Scores (eNPS)* in UK have a workforce where 9 in 10 employees agree that their employer is transparent about how the company plans to achieve its mission and agree that their employer recognises them when they demonstrate the values their company cares about most A new study from global employee engagement company, Reward Gateway, which surveyed 500 workers and 250 senior decision makers across the UK, has revealed that only 19% of employees feel completely informed about their employers corporate mission and only 23% of employees feel completely informed about the values of the organisation they work for. These stats are problematic when you consider that 83% of employers say its critical to the success of their business that employees understand their mission. Recognition is one of the key drivers needed to ingrain employees with a companys values and corporate mission, however, 40% of employees dont agree that their employer recognises them when they demonstrate the values their company cares about. Reward Gateways previous research, undertaken in 2017, also uncovered that 59% of employees would rather work for a company with a culture where they received recognition over a higher salary job where they didnt get any recognition. Furthermore, the study has found a breakdown of communication and trust between employees and their employers. 81% of senior decision makers say that their organisation is transparent with employees about how they plan to achieve the company mission. However, only 22% of employees say they strongly agree that they trust their employer to communicate information openly and honestly. 90% of employees** who say they are likely to recommend their employer to a friend or peer as a place to work also say they trust them to communicate transparently and agree that their employer recognises them when they demonstrate the values their company cares about most. Commenting on the research, Rob Boland, Group Product and Customer Success Director at Reward Gateway, said, This new study has revealed that recognising employees when they demonstrate a companys purpose, mission and values is a must and not a nice-to-have. To help our clients create a more engaged workforce, weve enhanced our Employee Engagement Platform to help employers better communicate their purpose, mission and values in a more simple, transparent way, that seamlessly integrates and amplifies moments of employee recognition. To learn more about the research and hear success stories, please visit RG.co/connect Definitions: Employee Net Promoter Score (eNPS) is a method for measuring how willing the employees are to recommend their workplace to friends and acquaintances. ** These employees rated the likelihood of them recommending their employer to a friend or peer as a place to work as either 9 or 10 on a scale from 0 to 10, with 0 being not at all likely and 10 being extremely likely. Employers refers to senior decision makers (managers and above) Employees refers to full and part-time workers Research info: Research was undertaken by Censuswide in January 2018 A sample of 500 workers were surveyed in each country (UK, US, Australia) A sample of 250 employers were surveyed in each country (UK, US, Australia) The research in 2017 was undertaken by Atomik and a sample of 500 workers and 500 senior decision makers were surveyed in each country (UK, US, Australia)
Link to full content:
Benefits on Offer at UK SMEs Fail to Satisfy Employees
06-February-2018 - onrec.com
As wage stagnation plods on past the decade mark and salaries arent much to shout about, the perks of a job can make all the difference to workers. Yet, the latest survey statistics on SME perks satisfaction shows that companies are far from offering the ones that really make a difference. Posted in News archive on 06 Feb 2018 Free beer and performance-based bonuses least likely to satisfy SME employees Childcare vouchers as useful as a slide in the office Golden Hello most satisfying perk According to a survey of more than 2,000 employees of SME companies commissioned by specialist insurer Hiscox, the most common perk offered by employers is the company sick pay additional to statutory sick pay, with 58% of companies surveyed offering it as standard. More than two in five (41%) offer their employees paid overtime and almost two in five (38%) offer maternity, paternity or shared parental leave beyond the statutory requirement. Among those least common, according to respondents, are duvet days (1%), free cocktail hours (1%) and a slide in the office (less than 1%). What keeps employees most satisfied, among those who received the perk, is unsurprisingly, a Golden Hello (bonus on acceptance of a job offer). Almost nine in ten respondents rate this as the most satisfying perk, despite only 10% of the SME workforce having received one in the past five years. The percentage, however, rises to 33% of those who earn between £50,000-£59,000. Perks satisfaction and how that impacts on employee retention also differs between male and female employees. For example, men are twice as likely to be interested in a cycle to work scheme than women (10% vs 5%), and more women (36%) than men (29%) would be encouraged to accept a job if flexible working hours were offered as standard. Women are also more likely to be swayed by the option to work from home (31% vs 24%) and dedicated Christmas leave (28% vs 21%). Despite the rewards and savings to be had, the research also showed that many of the perks that employers offer either go unused or leave workers underwhelmed. Often, its because the benefits they receive arent useful or relevant to them, and the power of the perk goes untapped. And since not all companies can afford to hand out Golden Hellos or regular bonuses, its paramount to understand what motivates employees to stay in their jobs and what drives them to be more productive. Hiscox UK has crunched nation-wide survey data into a tool aimed at employers and employees alike. The tool allows employers to select the demographic information of their workforce in order to understand the perks that are likely to keep them most engaged in their jobs. In similar fashion, employees can also use it to establish whether their expectations and desires are in-line with their peers, and if they have grounds for negotiating specific perks with their employer, based on the perks their peers report receiving.
Link to full content:
Half of employers say Brexit will worsen skills gap
06-February-2018 - onrec.com
Almost two thirds of employers (65%) believe that they will be negatively impacted by skills shortages in 2018, according to a research paper entitled Solving the UK Skills Shortage from Robert Walters, totaljobs and Jobsite. Posted in Opinion on 06 Feb 2018 65% of employers believe they will face a shortage of skilled professionals in 2018 The shortage will be most acute at the junior and mid management level, according to half of employers (52%) One in four businesses (23%) say Britain is not prepared to compete on a global stage due to the skills gap Half (50%) say that they believe Brexit will exacerbate skills shortages Almost two thirds of employers (65%) believe that they will be negatively impacted by skills shortages in 2018, according to a research paper entitled Solving the UK Skills Shortage from Robert Walters , totaljobs and Jobsite . Perhaps most worryingly, half of employers surveyed believe the skills shortage will be exacerbated by Brexit. Due to the skills gap the country is facing, 23% believe that Britain is not prepared to compete on the global stage, which will become even more important following the UKs exit from the European Union in 2019. David Clift, HR Director, totaljobs comments: As we head closer towards Brexit employers will have to think differently about how they attract and retain the best talent from across the globe. For current staff, training will be key to closing any skills gaps, and giving employees the confidence that the businesses they work for can help them fulfil their career ambitions. When it comes to attracting staff, employers will have to look to different industries to find the transferable skills that are essential to grow. This means that there will be more opportunities for skilled candidates to use their knowledge and experience in different sectors, providing them with new challenges and opportunities in industries that they may not have considered before. Shortages are likely to be particularly severe at the junior and mid-management, partly due to the long-term impact of the 2008 financial crisis, when levels of graduate recruitment fell sharply. Employers looking to find long-term solutions to the current skills shortage should focus on engaging with and informing graduates and university students of the opportunities available in their industry. MEANS OF COMBATTING THE SKILLS SHORTAGE 28% of employers would target professionals from other fields who possess transferable skills and 49% would use internal training to upskill staff 57% of candidates would look for roles in other fields where their skills would be transferable 48% of candidates believe that employers should partner more effectively with local universities and educate students on potential career paths and 48% believe that they should offer work placements Chris Hickey, Robert Walters CEO UK, Middle East and Africa, comments: While the ultimate impact Brexit may have is not yet clear, it is possible that employers will have to revise recruitment strategies to compensate for the lack of easy and simple access to professionals in Europe. Developing innovative strategies to address skills shortages will be critical for employers in order to help their businesses remain competitive in a crowded global marketplace. Chris Hickey adds: Employers may need to consider broadening their hiring criteria and sourcing professionals with transferable skills from other professional backgrounds. In many cases, in addition to helping employers fill business critical vacancies, this approach can help bring new and innovative ideas into an organisation due to their varied background. Additionally, employers should consider the potential in building relationships with universities and colleges, giving them the opportunity to interact with students to help position them as desirable employers and to give students the opportunity to develop the skills early on that will help them thrive in the workplace.
Link to full content:
Shocking figures reveal extent of confusion, scepticism and unawareness surrounding apprenticeship levy
06-February-2018 - onrec.com
63% of managers still havent heard of the apprenticeship levy 93% still not making full use of it. Posted in Statistics and trends on 06 Feb 2018 A large majority of key business figures in the UK are either confused by or sceptical of the Apprenticeship Levy and its benefits, a study by CIPD course providers, DPG Plc., has found. Worse still is the majority which simply have not heard of the levy at all. This highlights a desperate need for the Government to put more effort into promoting and demystifying the levy particularly if it is to hit its 2020 target of 3 million new apprenticeships. According to the most recent figures*, the scheme has actually seen a 59% year-on-year drop. DPGs study, which can be viewed in full here, found that a problem of awareness and perception lay at the heart of the levys poor impact. A stunning 27% of UK managers didnt see the benefit from offering apprenticeships, and a further 17% didnt see the point of them at all. The issues culminate in revealing 93% still at a stage where they wont be making full use of the levy. This 93% breaks down to 49% saying outright they wouldnt be using it, and 44% having no idea if they would. Nearly a year into the levys introduction, this reflects either an unattractive incentive or poor communication and implementation on the Governments part. One main issue that needs to be addressed is the 43% which stated that they wouldnt be using the levy because there were no apprenticeships available for their industry. In fact, there are many business areas that the levy can be spent on, such as HR, IT, finance, management training, marketing, and design. Well over half (63%) of respondents stated that they simply hadnt heard of the levy, indicating that communication may be at the heart of the matter. Paul Drew, Managing Director at DPG, said These findings certainly highlight the need for a more focused approach to communicating the levy and its benefits. Gone are the days where apprenticeships were largely for school leavers and manual jobs, but sadly it appears that business perceptions havent quite caught up. The great range of business skills that can be developed through apprenticeships is a really positive thing and they can bring positive change for all sorts of businesses. The problem is that the government needs to make this more obvious and needs to make it more about the skills and benefits than about the money itself. Making more of a drive towards selling apprenticeships and their benefits is the way to go. They can be incredibly enriching not just when it comes to increasing in-house skills, but also on a personal fulfilment level for employees. Happy workers can be 12% more productive , so in the end it can pay dividends. Other key findings from DPGs survey: 93% of UK managers say they wont or dont know if theyll be making use of the levy 49% of respondents said outright they wouldnt be using the levy 44% had no idea if they will use it 63% hadnt even heard of the levy 43% said they wont be using the levy because there are no apprenticeships available for [their] industry 27% wouldnt offer an apprenticeship to their employees because theres not enough benefit 15% thought apprenticeships reduced productivity 17% didnt see the point in apprenticeships Less than a quarter (24%) would feel very confident taking advantage of the levy www.dpgplc.co.uk/apprenticeships * http://www.bbc.co.uk/news/business-42092171 Survey of 1,000 UK managers and business owners who manage staff conducted with assistance from OnePoll. https://warwick.ac.uk/newsandevents/pressreleases/new_study_shows/
Link to full content:
Online recruitment activity sees 12% jump in January: Monster Employment Index
06-February-2018 - onrec.com
Demand in BFSI exceeded the three month and six-month level by 12 percent and 19 percent respectively. Posted in News archive on 06 Feb 2018 Company Profile Monster.co.uk View profile » Online recruitment activities in the month of January 2018 registered 12 percent year-on-year growth, according to the Monster Employment Index. It, however, saw a 2 percent decline in month-on-month e-recruitment activity. Among job intensive sectors, home appliances continued to lead the long-term growth chart with 71 percent year-on-year as it witnessed 15 percent increase in hiring demand in the past six months. This was followed by media entertainment (up 46 percent), banking/financial services and insurance (up 36 percent). Demand in BFSI exceeded the three month and six-month level by 12 percent and 19 percent respectively. On a year-on-year basis, demand in Production and Manufacturing (up 26 percent) picked up in January 2018 following a slowdown in December 2017. Online recruitment in retail (down 13 percent) recorded the steepest month-on-month decline among all monitored industry sectors. The sector witnessed an 8 percent decline in the month. City-wise data showed that among all monitored cities, Kolkata (up 47 percent) recorded the most notable annual growth rate, followed by Ahmedabad (up 32 percent) and Baroda (up 31 percent). E-recruitment activity in Delhi-NCR (0 percent) matched the corresponding period a year-ago, while Chennai (up 6 percent) and Bangalore (up 5 percent) registered the steepest monthly decline of 5 percent. Sanjay Modi, Managing Director, Monster.com, APAC & Middle-East, said that it is interesting to note that production and manufacturing sector is on the revival mode. Modi added that the job market looks positive and hopefully, hiring should also gain traction in the next few months. Launched in May 2010 with data collected since October 2009, the Monster Employment Index is a monthly analysis of online job posting activity in India conducted by Monster India. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, including Monster India, the Monster Employment Index presents a snapshot of employer online recruitment activity in the country.
Link to full content:
New platform helps recruiters run bias-free video assessments
06-February-2018 - onrec.com
Employers can now create, implement and analyse bias-free, data-driven video assessments, using a new platform launched today by assessment specialist cut-e Posted in News archive on 06 Feb 2018 Company Profile cut-e View profile » Called vidAssess, the platform helps recruiters to create a customised interview experience that focuses on the requirements of the role, enabling them to see and hear candidates at an early stage of the selection process. It offers the logistical freedom to conduct many more candidate interviews and to quickly and consistently assess each persons suitability for the job. Data-driven video assessments are replacing unstructured and competency-based interviews as a preliminary screening tool for many different roles, said Dr Achim Preuss, Chief Technology Officer at cut-e. However, unless it is job-related, video assessment can lead to discrimination on appearance, as conscious and unconscious bias can creep into the process. Our new platform enables you to create customised, data-driven video assessments with structured, job-relevant questions, so you can assess each candidates responses on their merits and make fair and objective selection decisions. vidAssess helps recruiters to define the relevant competencies and behaviours that are critical for success in any role; create a pool of questions that will reveal the required competencies and set up and manage interview projects. Candidates are given preparation time to respond to each question, so they can gather their thoughts and give their best answer. Assessors can quickly shortlist appropriate candidates, by rating their answers against the established competencies. Now that every smartphone and tablet has a built-in camera - and candidates are comfortable with video calling, via apps such as FaceTime and Skype - every recruitment team needs to understand that video assessment can make their hiring process even more efficient and effective, said Dr Preuss. The ability to see and hear applicants helps you to separate those who have a real passion for the role - and the right attitude for success - from those who are simply going through the motions in applying to you. The candidate view can be branded with an organisations logo and colour scheme. Introductory and closing text or video messages can also be embedded to welcome and thank candidates, and to reinforce the hiring organisations employer brand. vidAssess is included in cut-es assessment hub, so candidates can access their video assessment and any other relevant assessments with the convenience of a single sign-in. Customisable reports can be created as well as predictive talent analytics, using the data from successful candidates. The platform can be integrated with Applicant Tracking Systems. Weve built vidAssess with one eye on the future, as were preparing for the evolution of video assessment using artificial intelligence and automated scoring, said Dr Preuss. Technology will soon enable video assessment platforms to completely automate the person-job fit for each candidate, by scoring each required competency, making it easier to identify which candidates meet the specific requirements of your roles. Manual rating will then be a thing of the past. For further information about vidAssess and video interviewing, please visit www.cut-e.com/solutions/video-assessment
Link to full content:
Louisiana Work-Related Fatalities Decreased in 2016
06-February-2018 - insurancejournal.com
The number of work-related fatalities in Louisiana decreased in 2016, despite an uptick in work-related deaths nationally that year, according to the Louisiana Workforce Commission. Citing the latest Bureau of Labor Statistics (BLS) Census of Fatal Occupational Injuries, the LWC
Link to full content:
Marylands Trident Insurance Group Hires Sohn
06-February-2018 - insurancejournal.com
Trident Insurance Group Inc., based in Dunkirk, Md., has hired surety professional William Sohn to its organization. With more than 25 years of experience as an underwriter in the contract surety business, Sohn will immediately begin leading Tridents surety underwriting
Link to full content:
Legal employment drops by 1,100 jobs in January
05-February-2018 - abajournal.com
Employment in the legal sector dropped by 1,100 jobs in January even as the country added 200,000 jobs. The number of legal jobs was 1,135,500,
Link to full content:
Lloyds axes 930 jobs as António Horta-Osório prepares fresh strategy
05-February-2018 - telegraph.co.uk
Link to full content:
A decade after recession, a jump in U.S. states with wage gains
05-February-2018 - reuters.com
OAKLAND, Calif./CANTON, N.Y./WASHINGTON (Reuters) - The kind of pay raises for which American workers have waited years are now here for a broadening swath of the country, according to a Reuters analysis of state-by-state data that suggests falling unemployment has finally begun boosting wages.
Link to full content:
Homebase owners may close up to 40 stores
05-February-2018 - bbc.com
Up to 2,000 jobs are at risk after the Australian owners of Homebase said 40 stores could close.
Link to full content:
Another 452 jobs to go after Carillion failure
05-February-2018 - bbc.com
Staff affected are working on private and public sector contracts and in back office support roles.
Link to full content:
Timeshare lock-in
05-February-2018 - bbc.com
Thousands of people are unable to get out of their complex timeshare contracts, the BBC has been told.
Link to full content:
Cash and carry king worth £250m lined up for Tesco top job
05-February-2018 - dailymail.co.uk
Booker chief executive Charles Wilson has been made chief executive of the groups retail and wholesale division following Tescos £4bn purchase of Booker.
Link to full content:
Car hire firms target ski holidaymakers
05-February-2018 - dailymail.co.uk
Travellers visiting seven European ski hotspots for a week pay an average of £240 for a medium-size car when booking on the website of the major providers. But that rises to £689 at the rental desk.
Link to full content:
Happy 25th FMLA and Happy #SuperSickMonday
05-February-2018 - workforce.com
Last night, my Philadelphia Eagles won the Super Bowl. Today, the FMLA turns 25. Over the past 25 years, it is estimated that employees have used the Family Medical and Leave Act over 200 million times to take job-protected, unpaid time off work to address their own serious medical condition or care for a family member. And yet, in those... The post Happy 25th FMLA and Happy #SuperSickMonday appeared first on Workforce Magazine .
Link to full content:
Best Buy to pay up to $1,000 in bonuses to the electronics retailers workers
05-February-2018 - usatoday.com
Other U.S. firms sharing windfall from federal tax overhaul include Twinkie maker Hostess Brands, which is providing a year of weekly snacks
Link to full content:
How to save for retirement when you live paycheck-to paycheck
05-February-2018 - usatoday.com
Even with a low income, you can still scrape out a few extra dollars to save by following this method.
Link to full content:
Indianas ONI Risk Partners Adds Loveless as Commercial Risk Adviser
05-February-2018 - insurancejournal.com
Independent insurance broker ONI Risk Partners (ONI) has hired Mike Loveless as a commercial risk adviser in ONIs Fort Wayne, Indiana, office. ONI is a full-service insurance agency delivering commercial, employee benefits, and personal insurance products and services to families
Link to full content:
Chinas Services Sector Including Insurance Off to Flying Start in 2018
05-February-2018 - insurancejournal.com
Chinas services sector got off to a flying start in 2018, expanding at its fastest pace in almost six years as new orders surged and companies rushed to hire more staff, a private survey showed on Monday. Economists also attributed
Link to full content:
Worldwide Facilities Opens Boston Office, Hires Two Senior Vice Presidents
05-February-2018 - insurancejournal.com
Worldwide Facilities has announced the opening of a new location in Boston, Mass., and hired Mike McNally and Todd Pollock to the office as senior vice presidents. Worldwide Facilities is a national wholesale insurance broker and managing general agent that
Link to full content:
Man Convicted of Murder-for-Hire Scheme in Delaware
05-February-2018 - insurancejournal.com
A man has been convicted in a murder-for-hire scheme in Delaware. The states justice department says a jury has convicted Ryan Shover of York, Penn., of first-degree murder and other charges in the 2013 slaying of Wayne Cappelli. Authorities say
Link to full content:
Waymo-Uber Trial in California Highlights Tech Talent War
05-February-2018 - insurancejournal.com
Should full frontal lobotomies be required of Silicon Valley engineers looking to change jobs? Uber Technologies Inc. has said with a touch of hyperbole that thats what the future holds if Waymo wins its lawsuit accusing the ridesharing giant of
Link to full content:
Why Workplace Sexual Harassment Is Under-Reported: SHRM Survey
05-February-2018 - insurancejournal.com
Sexual harassment in the workplace is under-reported by employees partly because some employees are unaware that their employers have anti-harassment policies or that there are ways to report without bringing harm to themselves, according to a survey of human resource
Link to full content:
Digital trends of 2018
05-February-2018 - onrec.com
Were you aware that people now watch one billion hours of YouTube videos every day? Or that 85% of videos on Facebook are watching without sound? Posted in News archive on 05 Feb 2018 Perhaps you already knew that business gain 80% more conversions with a video on their landing page, but we bet you didnt know that 85% of customer interactions are estimated to be via Chabots by 2020. If you didnt know these facts already, you should definitely continue reading to learn more about the digital trends of 2018. Additionally, visit Bird Marketing Essex for even more help on your digital marketing strategy. Video content How could we start with anything other than video content? The answer is of course, we simply couldnt. Weve all heard that video content is taking reign over any other type of content, but just how much so? Weve already touched on Facebook videos, landing page videos and YouTube, now lets take a look at Twitter. Twitter is focused around content, even with their minimum character count, text-based content rules Twitter. This could all change though, with 82% of users now watching video content on Twitter it wouldnt be a surprise to see it over-take text-based content - although Twitter may have to make a few changes to make this happen. And if that isnt enough to convince you - on average 2.6x more time is spent viewing pages with video content, than purely text-based content pages. You can find many more stats on video content here . Augmented reality So, weve all heard about Pokémon Go, it used augmented reality within its game. It was a massive innovation - while the hype around it lasted anyway. Its recently been gaining new attention for its use in many other apps. We could be seeing it move forward into a more mainstream trend as businesses are beginning to use it as a handy tool. For example, showing the user directions to their flight queue, which would light up as they move their phone around on their screen. For those of you who are unsure of what Augmented reality is: It incorporates 3D or 2D imagery with your screen. This means that you could point your phones camera at the room and see different visuals pop up, as if they are really there. Virtual reality Weve spoken about video content and augmented reality, so its only fair to dedicate our last point to virtual reality. VR took 2017 by storm, or rather, a virtual storm that rained havoc over boring, 2D video viewing. Virtual reality is a trend that continues to expand and looks as though it will obliterate any other attempts at bringing the virtual world into the real one. Final thoughts It seems as though visuals are going to take the crown when it comes to digital trends in 2017, especially video content. What did you take from this? Did you learn anything new or were you already in-the-know?
Link to full content:
The Hartford Adds Employee Benefits, E&S Options to Small Business Online Quote System
05-February-2018 - insurancejournal.com
The Hartford has enhanced ICON, its online quoting system for agents and brokers, to include access to quote employee benefits as well as excess and surplus (E S) coverage for their small business customers. Employee benefits are now integrated with the
Link to full content:
4 ways to boost employee engagement through holistic workplace wellness
05-February-2018 - onrec.com
Posted in Opinion By Liz Walker, HR Director, Unum UK on 05 Feb 2018 Financial stress is thought to cost the UK economy £121 billion a year in lost productivity and those with debt problems are twice as likely to develop depression, so it makes sense for businesses to have a strategy in place to support employee wellbeing. The beginning of the year can be dreary for many. Around 1 in 3 UK adults are thought to have bought Christmas presents on credit last year and with households spending an estimated £821 on festivities, its not surprising some are suffering a post-Christmas financial hangover. Even though Blue Monday is behind us, any day can be blue for your employees. Here are my top tips for building resilience in the workplace all year round. Provide support for the unexpected The Financial Conduct Authoritys Financial Lives survey found 50 percent of UK adults show one or more characteristics of financial vulnerability. Not only will these individuals suffer disproportionately if anything unexpected occurs outside their financial means, they are more at risk of using payday loans or advance credit cash options, which exacerbate problems further. A financially-focused benefits programme including products like Income Protection, Life Insurance and Sick Pay Insurance offer a financial safety net if employees are faced with the unexpected. At Unum, we developed a Workplace Communications Blueprint as a resource for employers. The research shows employees prefer a range of different methods to receive communications about their benefits one size does not fit all. Tailoring your benefits communication delivery to your employees needs can ensure your message is better received and is a good way to maximise connection with your messages. While older generations may be more receptive to print and email, Millennials and even younger workers in Generation Z get a lot of their information from mobile devices. Wearables, apps, social media and online support are all typical tools and modes of communication for younger workers. Consider using video too. Research from Quicksprout has shown video can raise the understanding of products by as much as 74 percent . Look into the future Through regular financial education, companies can encourage employees to make plans and smart long-term decisions 365 days a year. By helping employees learn to take control of their finances year-found, bigger expenses like the holidays wont feel so damaging to the wallet. Long-term, financially-focused benefits which encourage saving like Life Insurance and workplace savings and investment schemes can be helpful here. Offering free workshops or seminars led by financial experts can support individuals with setting and achieving financial goals and equip them with budgeting and saving tips. Many third-party providers offer corporate education or financial literacy programmes. Remember money problems are income-agnostic CIPD research revealed 20 percent of employees earning between £45,000-£60,000 and 14 percent earning £60,000 plus report financial worries affect their work. It can be easy to think your employees on the lower end of the pay scale are more vulnerable to financial ill-health, but money worries are income-agnostic and can affect anyone. To build financial and emotional resilience across your workforce, look beyond salaries and seniority. Look at whats happening in your organisation across the board what does uptake of financially-focused benefits, EAP traffic, sick leave or flexible working requests tell you? Your business can develop appropriate internal support and opportunities based on this information, so you can intervene early and prevent problems from escalating. A holistic approach to employee wellness When devising a workplace wellness strategy, consider your employees physical, mental and financial health and how theyre related. For example; research from the Money and Mental Health Policy Institute confirms money worries can have an enormous effect on mental wellbeing , which can lead to both the cause and effect of mental health problems. By understanding the link between money and mental health, youll be able to better understand potential ill-health triggers and how you can help your staff. Employee Assistance Programmes (EAPs) are particularly valuable when staff require additional emotional support. EAPs offer direct, confidential contact with experts who can support individuals with areas causing emotional distress, from family issues to work-related problems, addiction and mental illness. Its important not to rule out measures which provide support outside the office too. Issues like lack of sleep may not seem relevant to a business wellness programme at first, but sleep deprivation is costing the British economy £40 billion a year in lost productivity and poor health. To encourage better sleep, consider avoiding late-night emails or inviting sleep experts to in-house workshops. About the author Liz Walker, HR Director, Unum UK In her time at Unum, Liz has spearheaded work to remove the stigma of mental health in the workplace and actively works to help raise awareness of mental health as an asset and an integral part of a holistic health and wellbeing strategy. About Unum Unum is a leading employee benefits provider offering financial protection through the workplace including Income Protection, Life insurance, Critical Illness, and Dental cover.
Link to full content:
Nearly 2,000 Homebase jobs at risk as disastrous Wesfarmers takeover results in huge losses
05-February-2018 - telegraph.co.uk
Link to full content:
Should we ban jobs just because we wouldn´t choose to do them?
05-February-2018 - onrec.com
Emma O'Leary, employment law consultant for the ELAS Group, offers comment on the F1 pit girls story: Posted in Opinion on 05 Feb 2018 "A model who lost her job following the PDC decision to axe walk-on girls, says that this job made up 60% of her earnings and she had no problem doing it. Fair enough? Or is this an outdated sexist practice that has no place in the current climate? "It's not just that the walk on girls, or pit girls in F1, must be female, but there is a requirement to be attractive. It's not strictly unlawful to put such a requirement in a job advert but there are considerations that companies should take before doing so. Firstly, attractiveness is highly subjective and having this as a job requirement makes it very difficult to justify your recruitment decisions. This means that a company will find it very hard to justify rejecting someone with a protected characteristic thereby leaving them open to a discrimination claim. "If someone with a physical disability applied for the role, you could not automatically reject their application by saying that the disability caused that individual to not be attractive enough. They would have to be considered for the role on merit alone. "Aside from that in employment law terms, employers can request an applicant be female if there is a genuine occupational requirement - such as for the personal care of a female patient. It's difficult to see what the requirement here would be. While traditionally these glamorous' roles have been filled by women - they are after all known as pit girls and walk on girls - should a man apply for the job then equal consideration would have to be given. "With all that being said, if someone really wants a certain job and is happy to do it, should we be banning them? "Women's rights means that women have the right to choose as well as the right to be treated equally. If women choose to work in these roles, nobody is being exploited and all reasonable steps are being taken to prevent harassment then is it our place to ban these jobs just because we wouldn't choose to do them? That could be the start of a very slippery slope...." www.elas.uk.com
Link to full content:
New research reveals more work is needed to align IT and HR departments
05-February-2018 - onrec.com
HR teams are not prepared to meet the fourth industrial revolution, according to recent research from ADP and IDC, in a survey of 2,022 HR decision makers across eight countries in Europe. The report revealed that over a fifth (22%) of Human Capital Management (HCM) processes are still inputted manually. Posted in News archive on 05 Feb 2018 Nearly a third (31%) of HR experts said their IT department was only somewhat, or not at all, involved in the HCM solution purchase decision making Over a fifth of Human Capital Management processes are still run manually (22%) HR teams realise that technology is essential for delivering strategic value A majority of HR experts find new technologies, like social features, very important HR teams are not prepared to meet the fourth industrial revolution, according to recent research from ADP and IDC, in a survey of 2,022 HR decision makers across eight countries in Europe. The report revealed that over a fifth (22%) of Human Capital Management (HCM) processes are still inputted manually. Equally alarming, was the lack of communication between HR teams and IT departments, with 28% of respondents claiming that IT is only somewhat involved in HCM solution decisions, and 3% claiming it plays no role at all. These findings are concerning as an increasingly digital world demands HR teams be tech-savvy, Annabel Jones, HR Director at ADP UK said, IT solutions can make processes more efficient, offer data-driven results and automate repetitive processes. Companies of all sizes need to embrace digital HCM solutions that deliver the most value, insight and quality to their HR function. IT and HR teams need to work closely to successfully drive this change forward. A shift towards digital Despite a significant number of respondents revealing that IT departments are not closely aligned with HR, the research pointed towards a shift in the attitudes of HR experts, with most now recognising how essential technology is for delivering more strategic value to their organisation. When asked which new technologies they find increasingly important, 68% said end-to-end integration of all HR and talent systems and 64% said HR dashboard and analytics were very or extremely important. Whats more, 56% said social or collaborative features were also very important, Jones continued, Today, employees want HR-related processes to run smoothly in order to limit the amount of work on their side. They also expect their user experience at work to be similar to the one they encounter in their personal lives, where justified. Introducing new technologies such as social or collaboration apps into employees everyday working lives helps meet employee expectations. Priorities for the future As well as identifying the need for more technology within the HR department, the report also identified a number of significant findings, relating to the greatest concerns and priorities for HR teams within companies of all sizes, including: Training and development is by far the most important issue for all companies, with 50% of HR decision makers stating this is the main focus for their department in the future Managing talent in a time of skills scarcity and digital transformation will be crucial for the entire organisation Recruitment and talent management are significantly impacted by overall employer brand with input needed from marketing and PR teams To read more about the challenges facing HR teams across Europe, please click here for the full whitepaper.
Link to full content:
Revealed: Top Employers To Work For In The UK
05-February-2018 - onrec.com
Posted in News archive The Top Employers Institute, a global certifier recognising excellence in employee conditions, has released its list of Certified UK Top Employers for 2018* on 05 Feb 2018 The Certified Companies recognised for providing world-class employee conditions, joined together at the Old Billingsgate, on the 1 st February 2018 in London, to celebrate their achievements during an invitation-only gala dinner. This year, there are 85 Certified Top Employers 12 of them are newly certified and six of them have been named a Top Employer for over ten years. Newly certified organisations include DHL Supply Chain, global leader in supply chain management, and OVO Energy Ltd, one of the UKs leading energy supply companies. Alessio Tanganelli, Regional Director UK at the Top Employers Institute, says : Congratulations to our 2018 Top Employers! Each year organisations face new challenges and the past year has been particularly challenging, with the march of technology and uncertainty around Brexit driving major organisational change. But our Top Employers continue to achieve the very highest standards of excellence in employee conditions and are really getting creative in terms of motivating, inspiring and retaining their teams. From relatively small businesses to large multinational organisations, the awards shine a light on the outstanding people practices in a range of different organisations throughout the UK. The organisations that we have identified are making sure that their teams have sufficient support and are given access to development opportunities that they need to achieve their best. Research from the Top Employers Institute shows the Top Employers in the UK evaluate talent strategy in relation to business performance. They also provide a thorough onboarding programme when new employees start and continue to support them by helping employees monitor their own performance and manage their career development. Alessio says: The very Top UK employers are investing time to support new employees when they join their organisation. But they dont just stop there they invest in frequent communication and build a collaborative working environment. They also create a transparent culture where their team has access to the information they need in order to accelerate their career and make a positive impact. It is this that is motivating employees and this that will lead to long-term business success. Now in its 27th year, the Top Employers Institute Certification recognises leading organisations around the world for their commitment to their employees and fantastic people practices. List of newly certified organisations: AbbVie a pharmaceutical company that discovers, develops and markets both biopharmaceuticals and small molecule drugs. BlackBerry UK Ltd multinational company specialising in enterprise software and the Internet of things. DHL Supply Chain global leader in supply chain management. Imperial Tobacco Group a British multinational tobacco company. Infosys a global leader in technology services consulting, helps clients in more than 50 countries to create & execute digital transformation strategies. Konica Minolta Business Solutions (UK) Ltd providing technological solutions to businesses. MSD Global healthcare leader providing innovative medicines, vaccines, therapies, animal health products and solutions. Olympus Surgical Technologies Europe-UK medical equipment manufacturers. OVO Energy Ltd one of the UKs leading energy supply companies SAS leader in analytics. Starbucks Coffee Company UK an American coffee company. Whirlpool Corporation an American multinational manufacturer and marketer of home appliances. All organisations with over ten years certification: Saffery Champness one of the UK's Top 20 accountancy practices. HCL Technologies Limited an Indian multinational IT services company. J D Wetherspoon award-winning pub and hotels. Rider Levett Bucknall an independent, global property and construction practice. RM Plc provides products, services and solutions to the UK and international education markets. Weightmans a top 45 UK law firm. www.top-employers.com *About The Certification The first step in the certification process is participation in the HR Best Practices Survey: a comprehensive analysis of the organisations Human Resources environment. The Top Employers Institute then validates the answers and documents provided to ensure they accurately reflect the organisations employee conditions. After the validation of participants surveys, a third-party audit is conducted to ensure the integrity of the Top Employers Institutes procedures, processes, systems and data. All participants must attain the international rating standard required for certification.
Link to full content:
National Sickie Day 2018 could sleep-deprived staff be fuelling this trend?
05-February-2018 - onrec.com
National Sickie Day is here the day when the greatest number of UK employees call in sick. Now, new research from bed manufacturer Sealy UK shows that this trend could in part be driven by staff failing to get the quality sleep they need to function effectively at work. Posted in News archive on 05 Feb 2018 Based on data from Sealys recent Worldwide Sleep Census, which questioned 5,000 people of a working age from across the UK, the findings revealed a staggering 70% of UK employees admitted they could function better at work if they slept better. Not only that, but it appears this ongoing sleep deprivation is causing some serious issues in the working week; 19% of employees say theyre often late into work or have time off as a result, 65% regularly lose their temper or have been irritable to a colleague, while 30% claim they suffer a lack of productivity. A shocking 1-in-25 of us even admitted falling asleep whilst at work. However, perhaps most worrying is the 11% of workers who have had a recent accident at work such as a trip or a slip, due to feeling tired. The most sleep deprived professions emerged as: Hospitality (86%) Banking and finance (79%) Construction (77%) Retail (76%) Transport and communications (76%) On the back of these findings, Sealy is now spearheading a major initiative, appealing to bosses to take this issue more seriously in turn helping drive down the number of staff across the country calling in sick. More information, including downloadable resources can be found at www.sealy.co.uk . Sealys tips to a better nights sleep Stick to a regular bedtime Ensure you maintain a regular bedtime, even on weekends. Keep active Keep active during the day so you dont have unwanted energy at bedtime. Invest in a quality mattress To help ensure a comfortable nights sleep, invest in a mattress that is engineered to fully support the back and align the body. Switch off electronics Turn off electronic devices in the evening two to three hours before bedtime. Eat right Eating healthily, and maintaining an active lifestyle is important and can help with your quality of sleep. www.sealy.co.uk
Link to full content:
COMMENT: National Sickie Day
05-February-2018 - onrec.com
Today, the first Monday in February, has traditionally seen the highest number of UK employees absent from work through sickness. Posted in Opinion on 05 Feb 2018 Company Profile Robert Half View profile » Matt Weston, Director, Robert Half UK : With the worst winter flu in years, offices across the UK may be quieter than usual, with many employees phoning in sick and staying at home. Ensuring that employees use their sick leave effectively to rest and recover, National Sickie Day can also prove as a reminder to review absenteeism as a whole. Today should serve as a reminder for businesses to look deeper and identify if employees wellbeing, engagement and motivation levels are low and if that could be the cause of their absenteeism. Employees who are burned out or frustrated are far more prone to skipping work, whereas engaged and happy employees are more committed, healthy and productive. This has a direct impact on the bottom line. Companies are increasingly recognising this, investing in the happiness of their employees. National Sickie Day is a great opportunity for businesses to re-enforce the importance of their employees and re-evaluate the benefits, support and training they provide.
Link to full content:
Survey reveals high levels of job satisfaction among quality professionals
05-February-2018 - onrec.com
Research released today reveals that quality professionals have some of the highest levels of job satisfaction compared to related professions. Posted in Statistics and trends on 05 Feb 2018 The independent study of more than 1,800 people working within quality and auditing, which was commissioned by the Chartered Quality Institute and specialist recruitment agency Shirley Parsons, revealed that 72% were satisfied with their jobs, compared to just 51% of engineers, 63% of lawyers and 43% of teachers. Those who reported high levels of job satisfaction listed a sense of achievement, variable work, as well as the ability to share knowledge as the key contributing factors. The report, also revealed an average salary of £57,677, with employers primarily valuing communication skills, personality, experience and professional qualifications. Chartered Quality Institute members were also found to earn an average of 35% more than non-members (£61,814 compared to £45,622). The average salary for men working full-time within the sector was 23% higher than for women (£58,496 compared to £47,365), highlighting an area for improvement. Positively, however, those aged between 16 and 34 working in Europe, reported a parity of earnings - with women in this age group earning slightly more than men. The survey results also revealed the potential for longevity within a career in quality, more than 43% or respondents had worked within quality for more than 20 years and 10% were aged 65 and above. Estelle Clark, Director of Policy at the Chartered Quality Institute, said: Our latest report demonstrates strong levels of job satisfaction throughout the quality industry. With quantifiable results, such as improved business performance, service delivery and product performance at the heart of many quality roles, it is no wonder that a sense of achievement was identified as a key contributor to job satisfaction and that seeking out challenges was the main driver for those looking for new positions. The importance that employers place on communication as a key attribute of quality practitioners demonstrates its integral role within the profession. The ability to effectively explain quality measures and their results, reveals the true value of quality, ensuring that its not simply seen as a box ticking exercise, but a transformative tool that can enact real positive change. Overall, quality professionals make a highly valued contribution to the businesses they operate in and its great to see such high levels of motivation and job satisfaction driving the industry forward. The full results of the Chartered Quality Institutes Workforce Insights report can be downloaded here: www.quality.org/insights-report .
Link to full content:
Foxconn package cost Wisconsin eight times as much per job as similar 2017 jobs deals
05-February-2018 - usatoday.com
At more than $200,000 in state taxpayer money per job, the package for the Taiwanese company is easily the states most expensive deal of 2017.
Link to full content:
Wheelchair Athlete Injured During Marathon in California Gets $4M
05-February-2018 - insurancejournal.com
A wheelchair athlete who was injured after organizers of a San Diego, Calif., marathon altered the course has been awarded $4 million. The San Diego Union-Tribune reported a jury has ruled for Craig Blanchette in a negligence lawsuit against organizers
Link to full content:
Gov. Scott Walker: Give Kimberly-Clark Foxconn-style deal to keep paper plants open
05-February-2018 - usatoday.com
Wisconsin Gov. Scott Walker called Monday for giving paper maker Kimberly-Clark some Foxconn-sized job incentives to avoid the closure of plants.
Link to full content:
British lord quits his job for showing up to work late
05-February-2018 - usatoday.com
When a British lord was late for work, he went above and beyond the call of courtesy.
Link to full content:
House of Fraser and New Look rocked by debt woes
04-February-2018 - dailymail.co.uk
The retailers troubles come as hundreds of restaurants and shops prepare to close stores and axe jobs as more people choose to stay and home and shop online.
Link to full content:
Brits try EU migrants´ vegetable picking jobs in Cornwall
04-February-2018 - bbc.com
Recruitment to farms in Cornwall has become more difficult since Brexit, research suggests.
Link to full content:
UK jobs pledge in battle to win £2bn contract for new Army vehicle deal
04-February-2018 - telegraph.co.uk
Link to full content:
British vacuum cleaner maker Gtech creating 100 jobs in UK
04-February-2018 - dailymail.co.uk
Nick Grey, founder and chief executive of the Worcester business, said he had made the decision after consumers asked why the company did not make their products in the UK.
Link to full content:
TONY HETHERINGTON: Debt firm Guardian Recovery has debts!
04-February-2018 - dailymail.co.uk
My plant hire business was owed £1,857 by a customer. Guardian Recovery charged me £300 and told me a year ago it had the money.
Link to full content:
Career advice: 6 steps to set yourself up for success
04-February-2018 - usatoday.com
What success means to each of us is a unique and individual thing, based on our specific desires and goals.
Link to full content:
6 ways to measure if your retirement plan is on track
04-February-2018 - usatoday.com
How to steer toward successful retirement.
Link to full content:
How to beat rip-off flight charges
03-February-2018 - dailymail.co.uk
Airlines are busy persuading us to book our Easter holiday flights with them. But before doing so, it is vital to get on top of all the crafty extras that can turn a bargain into an expensive trip.
Link to full content:
How to avoid being stuck with a house you want to sell
03-February-2018 - dailymail.co.uk
Rod Stewart may be a superstar, but he shares one problem with many of us mere mortals.He cannot sell his house.Rod first put Wood House, his 25-acre Essex mansion, on the market in July 2016
Link to full content:
WATCH: 200K US jobs created in January; wages rise at fastest pace in 8 years
03-February-2018 - abcnews.com
It's positive news but also a sign that the economy is stable enough for the Fed to hike interest rates again.
Link to full content:
Yellen lands new job at Brookings Institution
03-February-2018 - abcnews.com
Departing Fed Chair Janet Yellen joining Brookings Institution next week after staff sendoff
Link to full content:
Millennials, this retirement hack is for you
03-February-2018 - usatoday.com
While Roth IRAs are not new, they are worth a second look following passage of the Tax Cuts and Jobs Act.
Link to full content:
4 tips following the stock markets 666-point drop
03-February-2018 - usatoday.com
Stay the course, they say, since many economic trends remain positive.
Link to full content:
´New collar´ workers slowly making gains in technology
03-February-2018 - usatoday.com
Some companies are embracing the idea of hiring based on skills, not degrees.
Link to full content:
Dow sees worst day in two years as bond yields jump
03-February-2018 - reuters.com
NEW YORK (Reuters) - Worries about the impact of a tightening job market on the prospects for inflation and a surge in bond yields sent investors fleeing equities on Friday, with the Dow Jones Industrials Average swooning almost 666 points, for its biggest daily percentage loss in 20 months.
Link to full content:
Dow plunges 666 points amid rate-hike fears after strong jobs report
03-February-2018 - usatoday.com
Stocks tumbled, with investors reacting to interest rates moving sharply higher as jobs, economy pick up.
Link to full content:
Ad Meter 2018: Michelob ULTRA
03-February-2018 - usatoday.com
Training to become Michelob ULTRAs spokesperson isnt easy, but nothing will stop Chris Pratt from making his fit and fun Super Bowl debut.
Link to full content:
5 Minutes of Management: Health Care Costs
02-February-2018 - workforce.com
Rising health care costs are still plaguing workers who receive insurance through their employer. Plus, a lucrative career in fast food. The post 5 Minutes of Management: Health Care Costs appeared first on Workforce Magazine .
Link to full content:
Talent10x: Should Superbowl Monday be a Holiday?
02-February-2018 - workforce.com
In his last Talent10x podcast, Managing Editor Frank Kalman and Workforces Rick Bell discuss the lagging productivity and performance that happens on the Monday after the Super Bowl and if employers should consider giving employees the day off as a result. The post Talent10x: Should Superbowl Monday be a Holiday? appeared first on Workforce Magazine .
Link to full content:
ADA Doesnt Guarantee More Leave Beyond FMLA
02-February-2018 - workforce.com
For seven years, Raymond Severson worked as a fabricator of retail display fixtures, a physically demanding job, for Heartland Woodcraft Inc. At the end of a 12-week leave under the FMLA to deal with back pain Severson underwent surgery, which required that he take an additional two to three months off from his job to recover. Heartland denied Seversons request... The post ADA Doesnt Guarantee More Leave Beyond FMLA appeared first on Workforce Magazine .
Link to full content:
U.S. hiring accelerates; annual wage growth strongest since 2009
02-February-2018 - reuters.com
WASHINGTON (Reuters) - U.S. job growth surged in January and wages increased further, recording their largest annual gain in more than 8-1/2 years, bolstering expectations that inflation will push higher this year as the labor market hits full employment.
Link to full content:
Pru survey finds one in five workers retire in debt
02-February-2018 - dailymail.co.uk
That's a 40 per cent higher debt pile than last year - although the annual figure tends to be volatile, after soaring to £38,200 in 2012 but falling to £18,800 in 2016.
Link to full content:
Eggborough power station to close with loss of 170 jobs
02-February-2018 - bbc.com
About 250 jobs will be lost as Eggborough fails to win new electricity supply contracts.
Link to full content:
377 Carillion workers to lose jobs
02-February-2018 - bbc.com
The Official Receiver of the collapsed group makes some workers redundant but protects 919 jobs.
Link to full content:
US jobs and wages rise in January
02-February-2018 - bbc.com
The average hourly wage in the private sector in January increased 2.9% year-on-year.
Link to full content:
US added strong 200K jobs in January; pay up most in 8 years
02-February-2018 - abcnews.com
Wages rose by most in 8 years in January as companies battle for workers
Link to full content:
Best Buy to hand out bonuses to workers
02-February-2018 - abcnews.com
Best Buy Co., the nation's largest consumer electronics retailer, says it will be handing out bonuses to more than 100,000 employees, joining a list of companies sharing a portion of their windfall from the corporate tax reform law with employees
Link to full content:
Jeffboat says 2nd round of layoffs to trim 226 workers
02-February-2018 - abcnews.com
Barge and towboat manufacturer Jeffboat LLC has notified the state of Indiana it will lay off 226 workers at its Jeffersonville shipyard because of slumping demand
Link to full content:
New Report Says New York Construction Fatalities Rising
02-February-2018 - insurancejournal.com
A new report says construction deaths in New York state hit a 14-year high in 2016. The study issued Wednesday by the union-backed New York Committee for Occupational Safety and Health found that 71 workers died in construction-related accidents in
Link to full content:
Risk Management for Super Bowl Requires Team Effort
02-February-2018 - insurancejournal.com
Assessing and managing risk for an event like the Super Bowl is more than a matter of just looking around the venue for possible slip and fall hazards and hiring a few security guards to ensure no one enters the
Link to full content:
Explosion at Pecan Storage Silo in Georgia Damages Nearby Businesses
02-February-2018 - insurancejournal.com
A silo used to store pecan hulls exploded Wednesday in rural south Georgia, shattering windows in businesses blocks away. Workers reported buildings shook just before 1 p.m. when the silo exploded outside the offices of South Georgia Pecan in Valdosta,
Link to full content:
How to handle job interview questions by phone or Skype
02-February-2018 - dailymail.co.uk
In the 21st Century, job interviews are just as likely to be conducted outside the confines of an office as they are inside and that may terrify some.
Link to full content:
Wall Street tumbles as US firms go on a hiring spree
02-February-2018 - dailymail.co.uk
In a boost to Donald Trump and his plans to turbocharge the economy, the number in work rose by 200,000 in January after a 160,000 increase in December.
Link to full content:
Gullible youngsters hit as bitcoin slumps 60%
02-February-2018 - dailymail.co.uk
The price of the digital currency soared from below $1,000 to nearly $20,000 last year triggering a stampede to invest among fortune seekers.
Link to full content:
Is it time to cut inheritance tax? This is Money podcast
02-February-2018 - dailymail.co.uk
The Chancellor asked for ideas for inheritance tax to be simplified this week, but should we even have a death tax at all? We look at how it works, how to avoid it and whether it should be cut.
Link to full content:
Ad Meter 2018: Budweiser
02-February-2018 - usatoday.com
Real workers from Budweisers Cartersville, Ga., brewery are featured in this ad, which focuses on Anheuser-Buschs emergency water program.
Link to full content:
Employers added 200,000 jobs in January, topping forecasts
02-February-2018 - usatoday.com
Employers added a better-than-expected 200,000 jobs and wages grew at their fastest pace since the recession.
Link to full content:
Florida Construction Company Owner Arrested For $1.8 Million Workers Comp Scam
02-February-2018 - insurancejournal.com
A construction company owner in Jacksonville, Fla., has been arrested following a workers compensation fraud investigation, according to a report from Florida Chief Financial Officer Jimmy Patronis. Jeovane Felizardo, owner of JJF Construction Services, LLC, is accused of using various
Link to full content:
Opioid Makers Sued by Another Washington County
02-February-2018 - insurancejournal.com
Clallam County in Washington is joining more than 200 other litigants in suing opioid makers and wholesale distributors for damages over prescription opioids. The Peninsula Daily News reports county commissioners are hiring a Seattle-based nationwide law firm to file the
Link to full content:
Texas Workers Comp Division: Nonsubscriber Annual Report Are Due
02-February-2018 - insurancejournal.com
Annual reporting for employers without workers compensation insurance must be submitted to the Texas Division of Workers Compensation (DWC) by April 30. By law, Texas employers that do not provide workers compensation insurance must submit two types of forms to
Link to full content:
Feds Investigating Fatal Fall at Nebraska Construction Site
02-February-2018 - insurancejournal.com
Federal workplace safety investigators are looking into what led to the fatal fall of a construction worker at a Hastings, Nebraska, work site last week. Television station KSNB reports that Jeff Funke of the Omaha office of the Occupational Safety
Link to full content:
CNA Names Omidfar as Chief Technology Officer; Expands Role for Trimuel, Chief Operations, Diversity Officer
02-February-2018 - insurancejournal.com
Chicago-based insurer CNA reported that Joyce Trimuel has accepted an expanded role leading CNAs operations in addition to her current role as chief diversity officer, and Bahr Omidfar has been hired as senior vice president and chief technology officer. Trimuel
Link to full content:
Travelodge launch new careers website - passionate people apply here!
02-February-2018 - onrec.com
Eploy worked with Travelodge on their enhanced careers site to support the drive to extend their network of properties in key UK locations. Posted in Launch on 02 Feb 2018 Company Profile eploy View profile » Travelodge is the largest independent hotel brand with over 37,000 bedrooms. As part of their strategy to expand and develop the hotel group, recruitment growth also needed to be managed. Over 11,000 colleagues currently work across Travelodge to look after their 18 million customers every year and they are constantly adding to the team to strive to continually improve their offering. Travelodge offer a wide range of roles, from housekeeping and receptionist positions to operations research and finance roles in their support centre. With a mix of full-time and part-time roles, they want to recruit passionate people with the right behaviours who are looking to join one of the UKs fastest growing companies. To help manage their growth and recruit the right people, Eploy worked closely with Travelodge and their creative agency, CA3 to refresh the Travelodge careers website. Travelodges employer brand is really important to them and core to the new careers site. Latest developments used the brand to attract the right prospective talent and to reflect the culture and values of the organisation. Sophie White, People Project Manager at Travelodge commented Showing people what it's like to work at Travelodge is really important to us - so were very pleased with the new look of our site and feel it really represents our culture and values well. We wanted an easy application process along with plenty of opportunities to show candidates how a job at Travelodge can fit around their life. The new job alerts means they can hear about jobs theyre interested in as soon as they are posted and the search features mean that the candidates have a choice to look for roles in a way that suits them. The Travelodge careers site is fully integrated with the Eploy ATS and recruitment CRM and is entirely browser based. It was designed with candidate persona's in mind to deliver a great online candidate experience. Travelodge have also taken great steps to ensure candidates can learn about how the role could fit their life, the company, the culture and opportunities on offer as well as provide many candidate hints and tips including how to write the perfect CV, planning for interviews and an extensive FAQs area. The job search functionality is at the forefront of the homepage which uses employee videos to fully communicate the brand, vision and culture. The Career Paths area has a role-based search feature that demonstrates how Travelodge encourages employees to develop and build their career using employee video stories that explain real-world career journeys and celebrate individuality. Current Hotel Jobs uses intuitive design and Google maps that provide relevant jobs near me with at a glance vacancy details. Candidates can set preferences for receiving job alerts by role type when vacancies become available which helps to nurture and engage talent. Travelodge can also access site statistics and insights into candidate behaviours and keyword tracking so they can make sure the careers site content continues to improve and deliver the right results. Eploy Chief Technology Officer, Chris Bogh, said We are proud to have worked with Travelodge and CA3 in the design and build of the new careers site and candidate portal. It has a fresh and dynamic new look and CA3 creative design agency have ensured the Travelodge employer brand is at the forefront and consistently communicated across the site. The new Travelodge careers site has taken their online recruitment to the next level in attracting talent and providing a great online candidate experience. Its a terrific example of the powerful combination of striking visual design and an engaging candidate journey. CA3s Creative Director, Noel Thomas, had this to say about the project The new Travelodge website is a real coming together of clever design, fabulous content and a great user experience. It was a real team effort, Travelodge, Eploy and CA3 working side by side, every step of the way. Its no wonder the end result is so fabulous. You can read more here: https://www.eploy.co.uk/services/website-development/ https://careers.travelodge.co.uk/
Link to full content:
Tech Industry Facing a Shortage of Skilled Employees
02-February-2018 - onrec.com
According to The CV Squad, although tech is the fastest-growing industry in the UK (twice that of the wider economy), 85% of hard-to-fill positions are difficult to recruit for because of a lack of specialist, technical skills, meaning employees with top skills are hard to find. Posted in News archive on 02 Feb 2018 According to The CV Squad , although tech is the fastest-growing industry in the UK (twice that of the wider economy), 85% of hard-to-fill positions are difficult to recruit for because of a lack of specialist, technical skills, meaning employees with top skills are hard to find. Tech City UKs 2017 report found that tech workers get paid more and contribute more to the UK economy than any other industry. The CV Squad have explored the skill set needed to become in-demand of tech recruiters from within the fast-growing industry. Top Technologies to Work in A recent report by techUK reveals the top new technologies poised for growth in the next five years: TOP TECHNOLOGIES AREA OF TECH: PREDICTED MARKET WORTH: Internet of Things £5.4tn by 2017 Wearable technologies £52.3bn by 2024 Big data and data analytics £24.2bn by 2017 5G and associated wireless technologies 40-fold increase by 2018 Robotics £21.7bn by 2018 Autonomous £20.9bn by 2020 Advanced manufacturing, building automation £37bn by 2018 * All numbers converted from US$ to £ as per rates on 19 December 2017 The Most In-Demand Tech Skills The worlds largest professional social network, LinkedIn, analysed the hiring activity that took place on the platform in 2016 to highlight the 10 top skills most likely to get you a new job in 2017. The Most Employable Skills: Statistical Analysis and Data Mining Middleware and Integration Software HR Benefits and Compensation Web Architecture and Development Framework Mobile Development Perl, Python, Ruby SEO/SEM Marketing Network and Information Security Data Presentation Data Engineering and Data Warehouse LinkedIn careers expert Catherine Fisher adds, While some skills expire every couple of years, our data strongly suggests that tech skills will still be needed for years to come, in every industry. Upskilling to Stand Out To stand out in an industry with such a highly skilled talent pool, employees should take the opportunity to upskill themselves in various prominent areas that are vital to the tech industrys growth. Easily Transferable Skills & Tools for Tech Industry Workers The CV Squad analysed data to determine which skills and tools are easily transferable to the industrys top jobs: Project management: PRINCE2, Agile, Scrum IT service management (ITSM): ServiceNow, BMC Remedy Research and analysis of big data: Tableau, NoSQL, and Apache Hadoop Programming and coding: HTML5, SQL, JavaScript, C#, and Python Sales: Oracle, Salesforce CRM Content marketing: JSON, SEMrush, BuzzSumo, WordPress, Canva UX design: SEO, HTML, CSS, Adobe Creative Suite, CMS knowledge (e.g. WordPress) Dont Neglect Soft Skills Top organisations want to hire leaders those who can speak confidently, listen well, make decisions based on critical analysis, and lead by example. But, unlike hard skills, which can be proven and measured, soft skills are intangible and difficult to quantify, so organisations are on the lookout for this rare combination of skills. The Top Soft Skills: Deal-making and meeting skills Presentation and negotiation skills Communication skills Time management Analytical thinking Ergonomic sensitivity Empathy Leadership skills Teaching, mentoring and knowledge sharing Flexibility and adaptability Innovation and creativity Being a team player that can work well collaboratively According to The CV Squads Justin Roach, who specialises in recruitment in the tech industry: Aside from much-needed technical skills, recruiters and businesses are struggling to find technically skilled candidates with the soft skills to match. The sector too often focuses on the hyper-technical knowledge of this highly experienced group, and less so on communication and leadership skills. These soft skills are crucial when climbing the corporate ladder from a purely technical role to a more senior one and since soft skills are learnt, not taught, they should be a focus for employees, businesses, and the tech industry at large. thecvsquad.com
Link to full content:
Private PA candidates offered advice on etiquette and protocol
02-February-2018 - onrec.com
The UKs leading etiquette expert, William Hanson, gave valuable insights to managing private households at a recent event hosted by Tiger Private, a specialist recruitment agency for high net worth individuals and family offices. Posted in News archive on 02 Feb 2018 William delivered an evening of insightful examples and top tips, equipping the audience with the necessary skills to navigate their way through the complexities of top drawer etiquette in the UK and abroad. Topics included the importance of a handshake and the correct way of entering and leaving a room, alongside other useful subjects relevant to the candidates in interviews, networking and their roles assisting private individuals. Explaining the value of etiquette in private office, William said: First impressions are so important - we are judged within the first few seconds of meeting someone. We want to achieve confidence without arrogance in order to network, and to present your employer or the family you work for correctly. Laura Glendenning, Head of Tigers Private Division, said: William provided an evening of humour, intrigue and education in equal measure. We are very grateful that he shared his invaluable experience and feel fortunate to have had the opportunity to be mentored by a world-renowned etiquette expert. I am sure that our candidates took away a great deal from the evening and will be able to apply that learning in their own work. Among the guests was Tiger candidate, Danielle Wilson, who commented: William was very approachable, relatable, knowledgeable and provided many good examples, I could have listened all night! Another audience member, Florence Steadman, added: William was funny, engaging and addressed very relevant issues. William is widely regarded as the UKs freshest and most trusted authority on etiquette and protocol. His youth, coupled with his old-fashioned values, gives him credence to adjudicate on modern manners. His work sees him teach not only in the UK but widely overseas. Tiger Private is a division of Tiger Recruitment, which specialises exclusively in the placement of outstanding private staff in households and family offices. Unlike many agencies in London, Tiger Private consultants have first-hand previous experience supporting private individuals, giving the team a superior understanding of the sector. The event took place on January 24 at The Collective HQ in Bedford Square, London and was attended by over 35 of Tiger Privates candidates who work across a range of positions in private households such as PAs, butlers and house managers. For more information on Tiger Recruitment visit www.tiger-recruitment.co.uk or call 020 7917 1801.
Link to full content:
Want to Place Quality Candidates? Think Like They Do and Speak to Their Emotions
02-February-2018 - onrec.com
To effectively recruit candidates, you have to think back to what it was like to be a job seeker. Remember both the excitement and reservation, the thrill of new experiences, and the caution involved in making the best professional decisions. Posted in News archive on 02 Feb 2018 One way to connect with candidates is to discover what they most value out of work. Find out what gets them excited, and tap into that energy. In fact, more than 40 percent of the 500 talent acquisition leaders surveyed in LinkedIns 2017 Workplace Learning Report said its important for professionals to be excited about the job. If you dont tap into candidates passions, you risk getting an inaccurate impression of who they are and what motivates them to succeed. Heres how you can improve recruiting efforts by focusing more on candidates emotions and experience: 1) Expose the good and bad Think back to when you were a job seeker. What do you wish you knew? How would knowing both the good and bad aspects of a position have affected your decision to accept the role and your feelings about the outcome? While it seems counterproductive to bring up the negative aspects of a job, hiding the potential deal breakers doesnt help anyone either. Along with the job perks, inform candidates of the downsides, including long hours, overnight travel, long commutes, etc.. This creates trust and gives candidates a total picture view of the job. Skilled salespeople are adept at spinning negatives into positives. Even when they know what youre doing, candidates will appreciate your honesty as well as your ability to explain how the good aspects of the position outweigh the less desirable ones. For instance, if a candidate is concerned about the time and effort necessary to satisfy continuing education and professional development opportunities, highlight the fact that this will help them gain new skills, which could result in higher sales and overall compensation. 2) Expand on culture and values Far more than financial incentives play on candidates emotions, however. More than 60 percent of the 1,600 recruiters surveyed in the 2016 Jobvite Recruiter Nation Survey said cultural fit is most important when placing candidates. While youre looking for talent that would excel in your clients work environment, the candidates youre sourcing are looking for companies with corporate values that align with their own. In fact, according to the MedReps 2018 Best Places to Work Report , 54 percent of respondents said they look for companies that place value on teamwork and collaboration, and another 22 percent want to work for a company that is socially responsible. To determine the best fit, you must discover what candidates really want out of work by asking pointed questions about their ideal workplace and co-workers. Find out what culture aspects they would have improved on in a previous job, given the opportunity. This is most likely to strike a chord and uncover their true feelings on the matter. Ask candidates to describe themselves both personally and professionally. Be sure to reveal how they handle pressure and constructive criticism as well as define what success means to them. Armed with this information, only show them the company cultures they fit best into for the positions you are placing. When possible, tie company values, mission, and vision into the candidates goals. 3) Make communication count You can find many of the answers to your basic questions through research online. In fact, much of the information you seek is probably provided on candidates social media profiles. There, you can learn more about their professional backgrounds, but also gain insight into who they are personally. Youll discover their hobbies and interests such as volunteering and causes they care about. You can use this information to make a strong connection in your outreach. By doing thorough research prior to contact, you respect the candidates time by asking only about information not readily available elsewhere. This eases the burden of stress in the timeliness of their job search and gives them the impression you care about the candidates you place as well. In addition to phone and email contact, schedule video screenings where candidates can answer your questions. Brief yet frequent contact with to-the-point feedback is better than long, drawn-out conversations, or worse, communication gaps that turnoff qualified applicants. By putting yourself in the candidates shoes, youll enhance your recruiting endeavors while creating a lasting and positive impression on top talent in your talent pool. How do you connect with candidates? Let us know in the comments! BIO : Karyn Mullins is the President at MedReps , a job board which gives members access to the most sought after medical sales jobs and pharmaceutical sales jobs on the Web.
Link to full content:
Lowe´s to hand out bonuses, sweeten benefits amid tax cuts
01-February-2018 - abcnews.com
Lowe's to hand out bonuses, sweeten maternity benefits as it becomes latest company to invest in workers after tax cut
Link to full content:
The Art of Resting: How to fit relaxation into a busy schedule
01-February-2018 - abajournal.com
SELF-CARE ACTIVITIES Movement . The word exercise is associated with specific activities, such as going to the gym. Broaden your definition to include any activities that
Link to full content:
How I learned to pursue my career at my own pace
01-February-2018 - sciencemag.org
Taking up running helped this scientist see her career in a new way
Link to full content:
On strike?
01-February-2018 - bbc.com
Industrial workers want the option of working less to look after their families, while not losing pay.
Link to full content:
UAE claims world´s longest zipline
01-February-2018 - reuters.com
RAS AL KHAIMAH, United Arab Emirates (Reuters) - The world's longest zipline will open in the United Arab Emirates on Friday, propelling thrill-seekers at speeds of up to 150 kilometers an hour down...
Link to full content:
DraftKings Goes on the Offensive to Defend Post-Super Bowl Holiday
01-February-2018 - workforce.com
Make the Monday after the Super Bowl a holiday? DraftKings did. With the pro football season coming to an end, some employers are looking with dread at the day after the big game Super Bowl Monday. While the Super Bowl itself is an event many Americans share a love for, companies have to face the reality of employee absenteeism... The post DraftKings Goes on the Offensive to Defend Post-Super Bowl Holiday appeared first on Workforce Magazine .
Link to full content:
A Fowl Plea for Emotional Support: Can I Bring My Peacock to Work?
01-February-2018 - workforce.com
United Airlines has blocked a customer from bringing her emotional support peacock on a recent flight. Truth be told, whether it was a large peacock, or a small parakeet, or a dog, or any other animal labeled emotional support, the airline acted well within its rights, whether dealing with a customer or an employee. The ADA makes no reasonable accommodation... The post A Fowl Plea for Emotional Support: Can I Bring My Peacock to Work? appeared first on Workforce Magazine .
Link to full content:
Tax bill beginning to deliver bigger paychecks to workers
01-February-2018 - abcnews.com
Employees starting to see bigger paychecks due to lower federal tax rate
Link to full content:
How to distinguish between two ETFs that track same index
01-February-2018 - dailymail.co.uk
Two exchange traded funds that track the same market index will generate identical performance, so should you simply choose the cheapest? Not always, as you need to know about tracking error.
Link to full content:
Brexit is set to make recruitment more difficult says the Mental Health Network
01-February-2018 - onrec.com
One in 10 posts in specialist mental health services are vacant and Brexit is set to make recruitment more difficult, according to the Mental Health Network. Posted in News archive on 01 Feb 2018 The stark warning is issued by the trade organisation which represents 93% of statutory mental health trusts in England in its Brexit and mental health briefing. It warns the two key areas which are likely to be impacted most are workforce and research. Sean Duggan, chief executive of the Mental Health Network, said: Currently the health sector is a service under extreme pressure - at the moment one in 10 posts in specialist mental health services are vacant. "We must ensure that the NHS continues to have a sustainable pipeline of staff in order to deliver services. if were unable to recruit personnel from EU countries in the same numbers as we have been able to then it could lead to intolerable strain. While we welcome the governments commitment for an extra 21,000 mental health posts by 2020, it is vital that the sector can continue to recruit these much-needed staff from both EU and non-EU countries post-Brexit. Regionality is also an issue, for example, currently 19% of psychiatry consultants working in the East of England are nationals from EU & EEA countries imagine the effect on patients if were unable to continue this level of recruitment. Secondly, currently significant support for research into mental health is being secured from EU programmes which have also supported collaboration between researchers in the UK and across the EU. Horizon 2020, the EUs research and innovation programme, is making nearly 80 billion of funding available over seven years (20142020). UK organisations have received 3.2 billion since 2014 through Horizon 2020, with 420 million of this coming from the health strand of the programme21 which includes significant investment in mental health research. Mr Duggan added: Our members need reassurance that this funding gap will be closed. If the research is not continued the impact on patients a few years down the line will be immense. The two recent reports from Health Education England: Stepping Forward to 2020/21: Mental Health Workforce Plan for England and Facing the Facts, Shaping the Future a draft health and care workforce strategy for England to 2027, set out the strategy for long-term workforce planning in the NHS. Implementing the strategies outlined in these reports is key to making sure that the sector remains able to recruit effectively.
Link to full content:
Cross-party inquiries must stop another Carillion and shine a light on mis-selling, say small firms
01-February-2018 - onrec.com
Welcoming the launch of a BEIS Select Committee inquiry into supply chain bullying and small business productivity, and a Treasury Select Committee inquiry into access to finance for small firms, Federation of Small Businesses (FSB) National Chairman Mike Cherry,said: Posted in Opinion on 01 Feb 2018 Its great to see parliament announcing new cross-party investigations to tackle the many issues facing small firms today. The collapse of Carillion provides a mere glimpse of the pernicious supply chain bullying culture which is sadly rife among big corporations. Taking forward FSB recommendations for ending a late payment crisis that causes 50,000 business deaths a year should be the BEIS inquirys top priority. What we cant have is another Carillion scenario in future. Small firms account for 99 per cent of the UK business community. The solution to closing our productivity gap lies in incremental output gains among small firms and the self-employed, not headline-grabbing initiatives from big multinationals. We look forward to working with the BEIS committee on routes to upskilling small businesses and encouraging them to innovate and invest. From the staircase tax, to GRG, to cash machine cuts, the Treasury Committee has been vocal on the issues that matter to the small firms in recent months. As it launches this new inquiry, the Committee is right to flag the absence of regulatory reform around small business lending since the financial crash. Thats despite hundreds of entrepreneurs being driven to the wall by banking scandals during the downturn. The FCAs most recent set of recommendations for increasing small business access to redress fall well short of the mark. We encourage the Treasury Committee to keep the pressure on regulators during this inquiry. Only one in ten small firms currently applies for external finance. The majority of small businesses rely on traditional loan or overdraft facilities from banks, even though they may well not be the right products for them. We need to get more small firms thinking about all of their options while breaking down misconceptions around equity finance. We look forward to working with the Treasury Committee to scrutinise these issues in the weeks ahead.
Link to full content:
Melrose leaves GKN bid unchanged as it reveals jobs will go at Brush
01-February-2018 - telegraph.co.uk
Link to full content:
Employee Benefit Strategies Group Joins Holmes Murphy
01-February-2018 - insurancejournal.com
Independent insurance brokerage Holmes Murphy announced it has added Employee Benefit Strategies Group (EBSG) to its team of benefits experts. The EBSG team members joining Holmes Murphy have a combined experience of more than 80 years in the employee benefits
Link to full content:
Wisconsin Residential Care Provider to Pay $80K to Settle Discrimination Lawsuit
01-February-2018 - insurancejournal.com
Silverado, a network of memory care, at-home care, and hospice care centers, will pay $80,000 to settle a pregnancy discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency has announced. According to the EEOCs suit, Silverado
Link to full content:
Normandy Insurance Company Hires Morton as Pennsylvania Field Manager
01-February-2018 - insurancejournal.com
Normandy Insurance Company, a Deerfield Beach, Fla.-headquartered workers compensation carrier, has hired Kelly Morton as its Pennsylvania field manager. The multi-state workers compensation carrier recently began offering coverage plans to small, mid-size and large businesses in Pennsylvania. The insurer also
Link to full content:
Hub Northeast Announces Two Leadership Promotions
01-February-2018 - insurancejournal.com
Hub International Northeast Limited (Hub Northeast), a subsidiary of global insurance brokerage, risk advisory and employee benefits firm, Hub International Limited, has named Keti Mehta chief sales officer (CSO) across all retail lines of business and promoted Assistant Vice President
Link to full content:
Legal Marijuana Worries Canadian Oil Companies with Strict Drug Testing Regimes
01-February-2018 - insurancejournal.com
Once recreational marijuana becomes legal in Canada, Garnet Amundson says it will get a lot harder to find the workers he needs at Essential Energy Services Ltd. And he isnt the only employer whos worried. Essential Energy provides services to
Link to full content:
Froman to Lead McLarens Business Development from Atlanta
01-February-2018 - insurancejournal.com
Global loss adjusting firm McLarens has promoted Susan Froman to senior vice president, Business Development The Americas. Froman joined McLarens three years ago to recruit and establish the domestic business development and global marketing teams for McLarens. Fromans 20
Link to full content:
Morrisons to axe up to 1,500 management roles
01-February-2018 - dailymail.co.uk
The Big Four supermarket is axing mid-level management positions like warehouse managers, and introducing 1,700 lower-paid shop floor roles such as checkout workers and shelf stackers.
Link to full content:
14 more High Street Marks & Spencer stores face axe
01-February-2018 - dailymail.co.uk
More than 450 employees face losing their job as Marks & Spencer cuts stores as part of its cost-cutting drive to get the business back on track.
Link to full content:
Trump cites 401(k) gains, yet most workers dont have one
01-February-2018 - usatoday.com
At companies that offer 401(k) plans, less than half of employees participate. The median account balance is less than $25,000.
Link to full content:
Nationwide chooses cut-e to improve its graduate selection
01-February-2018 - onrec.com
Escape room challenge engages candidates and delivers rigorous assessment Posted in News archive on 01 Feb 2018 Company Profile cut-e View profile » Assessment specialist cut-e has helped Nationwide, the worlds biggest building society, to enhance its graduate selection process with new online screening tests and a redesigned assessment centre which includes an escape room challenge that assesses relevant competencies and behaviours. cut-e helped Nationwide to create an engaging and scientifically-robust assessment process that enables it to recruit 65 successful graduates each year, from 3,000 applicants. Our aim is to recruit positive and productive graduates who can hit the ground running, work effectively in teams and become our future leaders, said Hannah Crawley, Occupational Psychologist and Assessment Manager at Nationwide. Our challenge was to evolve our selection process so that we could assess not only the competencies but also the potential of candidates in a meaningful way. We also wanted to improve the candidate experience and position Nationwide as a modern, forward-thinking organisation. After researching the assessment market, Nationwide partnered with cut-e and introduced a verbal reasoning test, a problem-solving ability test, a values assessment and a personality questionnaire to initially screen the graduate applicants. cut-es online assessments are underpinned by robust science and theyre shorter and fresher than anything weve used before, said Hannah Crawley. They help us to identify candidates who share our values and they provide insights on each individuals aspirations, drive, emotional intelligence and intellectual capacity. Nationwide worked with cut-e to redesign its assessment centre to incorporate a new suite of exercises including an escape room. This is a 25-minute challenge in which candidates solve a series of clues that help them to uncover the padlock combinations to five boxes, the last of which holds the key to escape from the room. The escape room is an innovative way to assess the problem solving and creative thinking abilities of candidates, as well as how they collaborate and work together, said Hannah Crawley. The escape room is part of a suite of exercises designed by cut-e, to create an assessment centre thats fun and engaging throughout. It provides a good opportunity for candidates to showcase their skills in a range of settings. To date, Nationwide has run ten assessment centres, in Swindon and Northampton, with five candidates attending each centre. More are planned. Feedback from Nationwides hiring managers reveals that cut-es initial screening assessments are delivering a stronger pipeline of candidates. cut-es tests have resulted in a much higher conversion rate in our assessment centres, said Hannah Crawley. The quality of candidates coming through the process is significantly higher than previously, reflected in an assessment centre pass rate that is almost double our previous figures. The Society has also received encouraging feedback from candidates. Many candidates have told us that ours is the most exciting and interesting assessment centre theyve attended, added Hannah Crawley. This is the Holy Grail for recruiters - to hear that candidates are enjoying the process while knowing that we are collecting and analysing data that will help us make the best hiring decisions. For further information please visit: www.cut-e.com/about-us/references/reference-finder/detail/nationwide Background notes: Nationwide is the worlds largest building society as well as one of the largest savings providers and the second largest mortgages provider in the UK. It is also a major provider of current accounts, credit cards, ISAs and personal loans. Nationwide has over 15 million customers and members. Customers can manage their finances in a branch, via the mobile app, on the telephone, internet and post. The Society has around 18,000 employees. Nationwides head office is in Swindon with administration centres based in Northampton, Bournemouth and Dunfermline. The Society also has a number of call centres across the UK. www.nationwide.co.uk Founded in 2002, cut-e (pronounced cute) is part of Aon Assessment Solutions, a group within Aon plc (NYSE: AON), a leading global professional services firm providing a broad range of risk, retirement and health solutions. cut-e provides online tests, questionnaires and gamified assessments for attraction, selection, talent management and development. Aon Assessment Solutions undertakes 30 million assessments each year in 90 countries and 40 languages. www.cut-e.com For further information, please call Amanda Dawson (PR contact) on +44(0)20-8953 8863 or e-mail her at amanda@daws.com
Link to full content:
