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Jobmobile News - News of the world of labor
German firm Artec´s troop carrier deal unfair, says MP
31-March-2018 - bbc.com
A decision to hand a £3bn defence contract to a German firm could have cost Wales hundreds of jobs, an MP says.
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Gary Vaynerchuk on how to quit your day job
31-March-2018 - abcnews.com
Gary Vayerchuk shares his tips for making it as an influencer on ABC News Nightline.
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AP analysis: Blacks largely left out among high-paying jobs
31-March-2018 - abcnews.com
AP analysis: Blacks largely left out among highest-paying jobs in US, 50 years after MLK's death
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Reports reveal private concerns about Brexit of some of Britains leading companies
31-March-2018 - dailymail.co.uk
AstraZeneca, Amazon, John Lewis, Centrica and McDonalds are among the businesses to have laid bare their fears about being left short of workers after Brexit if there is an immigration clampdown.
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Skipton boss David Cutter earns £1m salary despite paltry savings rates
31-March-2018 - dailymail.co.uk
David Cutter, 56, and a Skipton employee for more than 25 years, received remuneration last year totalling £1,012,000 an inflation busting 9.9 per cent increase on the year before.
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Prus Mike Wells paid £28,000 a month for mortgage...plus £514,000 for stamp duty on his new home
31-March-2018 - dailymail.co.uk
Wells is an insurance expert who had a long career with the company once renowned for its Man from the Pru door-to-door salesmen in the US before moving to London to become chief executive.
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Exclusive: Google employees organize to fight cyber bullying at work
30-March-2018 - reuters.com
SAN FRANCISCO (Reuters) - About 100 Google U.S. employees concerned about cyber bullying inside the company have organized into a group proposing new policies for conduct at the unit of Alphabet Inc, five people involved in the effort said in recent interviews.
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Car hire cost clean-up continues
30-March-2018 - bbc.com
Holidaymakers should now be safer from hidden charges when hiring a car from a UK firm, authorities say.
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Three more firms pledge to end the car hire rip-off
30-March-2018 - dailymail.co.uk
Foreign car hire firms which prey on British tourists face an unprecedented crackdown following a surge in complaints and a Daily Mail investigation.
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How to save enough for a richer retirement: The This is Money podcast
30-March-2018 - dailymail.co.uk
On this week's podcast, Simon Lambert, Lee Boyce and Georgie Frost talk pensions - what you need to know and do, and tips for a richer retirement.
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City boss posed as one of his female employees on internet in order to win deals
30-March-2018 - dailymail.co.uk
Richard Ashton used trader Ekaterina Korshunovas computer to make trades when she was out at lunch - even pretending to be her in online conversations.
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How to effectively explain why you have gaps on your resume
30-March-2018 - usatoday.com
Let's explore how to maximize your resume to show that you're just as qualified, gaps and all.
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Tesla shares recover as company pushes to hit Model 3 target
30-March-2018 - reuters.com
SAN FRANCISCO (Reuters) - Tesla Inc shares rose on Thursday ahead of the expected release next week of the company's quarterly auto production data, while a senior executive urged workers at the automaker to hit a weekly production target of 2,500 Model 3 sedans by the end of March.
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iOS 11.3 is here: Here´s how to monitor the battery and stop Apple from slowing your iPhone
30-March-2018 - usatoday.com
Apple's latest software update for the iPhone, iOS 11.3, lets you monitor your own health and the health of your phone's battery.
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Labor of love: Vintage Vespa fans cling to the past in Pakistan
29-March-2018 - reuters.com
ISLAMABAD (Reuters) - As cheap Chinese-made motorbikes flood Pakistan's roads, fans of vintage Vespa scooters are scrambling to find spare parts and preserve models that hark back to a bygone era.
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I got lost in academia. To find my way, I moved across an ocean
29-March-2018 - sciencemag.org
An unconventional international career grant was just what this struggling assistant professor needed
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McDonald´s expands worker tuition benefits, citing tax law
29-March-2018 - abcnews.com
McDonald's, citing the new U.S. tax law and the tightening job market, is expanding its 3-year-old education benefits program, tripling the amount of money some employees can get each year to help pay for college or trade school tuition
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McDonald´s expands eligibility, aid for its employee tuition assistance program
29-March-2018 - usatoday.com
The company has lowered its eligibility requirements and increased the amount of funding provided.
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US-based CME agrees to buy Michael Spencer´s Nex Group in £3.9m deal
29-March-2018 - dailymail.co.uk
Up to 750 jobs are at risk of being axed, with the duo confirming that the combined workforces will be trimmed by 16 per cent and that office closures are on the cards.
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Trump attacks Amazon for paying ´little or no taxes´
29-March-2018 - bbc.com
As well as its tax record, President Trump launches into Amazon for destroying retail jobs.
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Research reveals the five topics you should NEVER discuss at work
29-March-2018 - onrec.com
UK professionals think that talking about salaries is a big no-no! Posted in News archive on 29 Mar 2018 Company Profile CV-Library.co.uk View profile » We spend a great deal of our time at work, so its not surprising that we form close bonds with our co-workers, often discussing our personal lives with them. Yet despite the importance of these friendships, the majority (91.2%) of professionals believe there are some topics you should never discuss with your co-workers. Thats according to the latest data from CV-Library, the UKs leading independent job site. The study of 1,100 professionals explored the topic of friendships and openness at work, with over half (50.9%) of workers admitting that they discuss their personal lives with their colleagues. Despite this, there are some topics of conversation that professionals believe you should avoid discussing. In fact, respondents said the following topics are best left at the door: Salaries 67.5% Office relationships 65.5% Your relationships outside of work 57% Why someone was let go 52.9% Your boss 47.3% When asked why they deem these types conversations to be inappropriate for the workplace, 59% said this was because they could be seen as unprofessional. Whats more, one in four (22.4%) said they could cause tension or ill-feeling amongst the workforce. Lee Biggins, founder and managing director of CV-Library, comments: The friends we make at work are understandably important to us. So its not surprising that topics of conversation can turn to our private lives, relationships or office gossip. As an employer, this can be a tricky situation to navigate. While you want to nurture a friendly working environment and encourage staff to get along, you need to make sure you set a good example and lay down some ground rules. Negative or unprofessional conversations can cause low morale. Be sure to clearly outline your policies surrounding office gossip, particularly in terms of confidential news within the business. This could be salaries, redundancies or reasons why someone was let go. And while it may seem unnecessary (and potentially impossible) to put a cap on any chatter about your employees private lives, if you notice repeat offenders it could be time to take them to one side to discuss whats going on. The study found that one in 10 (8.8%) believe that you should be able to discuss what you want with your co-workers, with 50.6% agreeing that because we spend a lot of time at work, it's natural to want to discuss our lives. A further 34.6% said its important that we are able to speak our mind even when were at work. Biggins concludes: While its natural that your employees will want to discuss their private lives with their co-workers, this shouldnt come at the cost of overall productivity and certainly shouldnt cause ill-feeling amongst the workforce. Organising team social events or after work activities can be a great way for staff to catch up with one another outside of office hours and can help to boost morale.
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Conviviality admits it will appoint administrators with 10 days
29-March-2018 - dailymail.co.uk
If Conviviality collapses, up to 2,600 people face losing their jobs, but the group has said it will continue trading over the next 10 days.
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Wine Rack and Bargain Booze owner Conviviality searching for a buyer with 2,600 jobs at risk
29-March-2018 - dailymail.co.uk
Chief exec Diana Hunter left last week after more than five years at the helm following two profit warnings and a 66 per cent share price drop. Analysts blamed a takeover spree.
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Worldwide Facilities Hires Vaughn as SVP in New North Carolina Office
29-March-2018 - insurancejournal.com
Worldwide Facilities has opened a new location in Morehead City, N.C. Kasey Vaughn will be joining the office as senior vice president. Vaughn brings 17 years of experience in wholesale personal and commercial lines practice. She started her career at
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One in four staff set to receive a pay rise
29-March-2018 - onrec.com
Research by recruitment specialist Robert Half UK reveals that on average, UK business leaders expect to give a pay rise to just one in four (26%) employees. One in 10 (11%) wont be considered for an increase, while the remaining two-thirds (63%) face an uncertain future when it comes to their salary prospects. Posted in News archive on 29 Mar 2018 Company Profile Robert Half View profile » One in four (26%) staff should expect to receive a pay rise, according to UK business leaders Financial pressures are cited by more than half (56%) as a reason for wage stagnation Research by recruitment specialist Robert Half UK reveals that on average, UK business leaders expect to give a pay rise to just one in four (26%) employees. One in 10 (11%) wont be considered for an increase, while the remaining two-thirds (63%) face an uncertain future when it comes to their salary prospects. Financial pressures are cited by more than half (56%) as the reason behind stagnant wages. This echoes gloomy growth projections for the UK economy with many (44%) also claiming they believe they already pay their employees a fair wage that is in line with current market rates. These reservations to increase pay could undermine firms ability to retain staff in a highly competitive market - particularly when only a third (36%) of business leaders regularly offer their employees salary review discussions. Salary typically isnt the only motivation for an employee deciding if they should look for a new job; however, it can be key contributing factor said Matt Weston, Managing Director at Robert Half UK. Opportunities to learn, feel valued, and gain additional responsibilities are all factors employees consider when deciding their next career move. The lesson here for business leaders is to ensure that current staff are offered these opportunities, or they will look for greener pastures - often with competitors. If unable to provide a raise, business leaders should sit down with their employees to discuss alternative ways to reward performance. Some common options include additional annual leave, flexible benefits or a performance-based bonus, Weston continued. www.roberthalf.co.uk
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CIPD to co-chair Governments Flexible Working Task Force
29-March-2018 - onrec.com
The CIPD, the professional body for HR and people development, has been invited to co-chair the Governments new Flexible Working Task Force, which will meet for the first time today. Posted in News archive on 29 Mar 2018 Company Profile CIPD View profile » The task force has been established by the Department for Business, Energy & Industrial Strategy to promote wider understanding and implementation of inclusive flexible work and working practices, bringing together policy-makers, employer groups, Unions and employee representative groups, research groups and professional bodies. Workforce data and forthcoming CIPD research shows that the uptake of most types of flexible working by employees has largely plateaued over the last decade, despite the right to request being available to all. The task force will therefore work to understand the reasons behind this, clarify the benefits of flexible working for individuals and organisations across the many different options and practices, and develop the evidence and understanding as to the most effective ways to increase the provision and support. An important first priority for the group will be to take on the Prime Ministers challenge to businesses to improve workplace equality by advertising all jobs as flexible from Day one in employment. The task force will draw together action plans and recommendations with the intention of increasing flexible working opportunities, and will also feed directly into the evaluation of the effectiveness of the Right to Request Flexible Working Regulations in 2019. The first meeting of comes after the Government committed to consider how to further promote workplace flexibility in its Good Work plan in February. Peter Cheese, Chief Executive of the CIPD and co-chair of the Flexible Working Task Force, commented: Flexible working is key to unlocking employment and progression opportunities across many under-represented groups in the labour market. It can also play a crucial role in an organisations performance through enabling better work-life balance, improving employee engagement and retention and key outcomes including productivity and delivering more flexible service to customers. Despite this, uptake has remained low over the last few years. Our research shows that the main obstacles to employers providing flexible working arrangements include a lack of understanding and support amongst line managers and business leaders, and long engrained working cultures of presenteeism and tradition of standard working hours. There is much to learn from those employers whose flexible working practices are more inclusive and who are already seeing the benefits of a diverse, flexible and more engaged workforce. Were delighted to be partnering with the Government on their new Flexible Working Task Force, representing the voice of more than 145,000 people professionals across the UK and globally. HR is in a unique position to understand the barriers that are limiting an advance in flexible working for UK organisations, and identify how flexible working options can benefit both the organisation and individuals. Were here to encourage, challenge and support government and organisations efforts to create a seismic cultural change and greater take up of flexible working for everyone. Business minister Andrew Griffiths said: We have record employment in the UK and now the challenge is to make jobs higher-quality and high-skill to boost earning power and productivity as part of our Industrial Strategy. Genuine two-way flexibility between employers and employees is key to achieving quality jobs and giving employers access to a bigger pool of potential talent in the labour market including amongst women, older workers, carers and disabled people. The Prime Minister has called on employers to make jobs flexible from day one to help close the gender pay gap and our new joint taskforce will look at how employers could achieve this, what works well already and how we can remove obstacles to flexible working.
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ISE Student Development Award winners announced
29-March-2018 - onrec.com
The Institute of Student Employers (ISE) announced the winners of its Development Awards at todays (28 March) ISE Student Development Conference in London. Posted in News archive on 29 Mar 2018 More than a hundred student recruitment and development professionals turned out for the annual awards ceremony as part of the day-long conference. Seven organisations collected awards, spanning employers, universities and suppliers. ISE Development Award winners 2018 Best Graduate Induction Award - Lloyds Banking Group Best Post Programme Development Award - HSBC Best Preparation for Work: Single Initiative Award - University of Hertfordshire (in collaboration with Smart Resourcing Solutions Ltd) Best Preparation for Work: Overall Strategy Award - University of York, Careers and Placements Best School-leaver and Apprentice Development Programme Award - Capgemini Best Strategic Alignment Award - Santander Technology Best Supplier Contribution to Student Development Award - The Smarty Train for its work with BNP Paribas Delegates attending the ISE Student Development Conference were among the first to hear the findings of this years ISE Development Survey. The days programme also featured an expert line-up of speakers including an inspirational opening keynote on creative leadership from business consultant, Chris Baréz-Brown. Stephen Isherwood, Chief Executive at the ISE said: These awards are testament to the commitment and investment of employers and universities in the training and development of students and graduates. Each year the job of judging gets tougher, so congratulations goes to the winners as well as all of this years fantastic finalists. For information on the ISE Student Development Conference and Awards visit ise.org.uk or follow us @IoSEorg #ISEDev18
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Pure Executive launches innovative scheme to develop tomorrows executives in the East of England
29-March-2018 - onrec.com
Pure Executive welcomed CEOs and Group HR Directors from the region to take part in a dinner discussion to introduce its new Board Ready Talent Scheme, backed by Cranfield Business School. Posted in Launch on 29 Mar 2018 The Board Ready Talent Scheme has been developed on a not-for-profit basis by Pure Executive, the Executive Search division of Pure, professional recruitment specialists for the East of England. It is unique to the Eastern region and has been created to help organisations develop their leaders of the future, bring greater diversity to their boards and to develop succession plans. The round table dinner, which took place on the 21st March at the Hotel Felix in Cambridge, provided an opportunity for business leaders to discuss board level succession planning, creating Board Ready talent pipelines which will secure the future of the regions businesses. The dinner was hosted by Pure Executives Lynn Walters, Jodie Woodrow, Tom Earl and David Culley, who were joined by the schemes ambassador Dr Andy Wood, Chief Executive at Adnams. Jodie Woodrow, Senior Manager at Pure, said: Our new Board Ready Talent Scheme is unique, and we wanted to bring business leaders together to explain how the scheme can support them with the succession issues shared during the round table discussion. The scheme has been created to support organisations to grow and fast track their talent to become Board Ready through a combination of coaching, mentoring, executive training and direct experience. This direct experience is created by organisations hosting a participant on their own board, while also nominating their own aspiring employee to attend and observe the board or senior leadership meetings of another host organisation. It is a unique development opportunity for ambitious people to make the career step up to board level and for organisations to bring greater diversity and fresh thinking to their boards. The Board Ready Talent Scheme includes an exclusive executive training programme created by Cranfield School of Management. It has been uniquely designed to prepare participants for their secondment and to support them to become well-rounded board members in the future. Lynn Walters, Executive Director at Pure, said: Developing the talent pipeline of Executive and Non-Executive directors in our region, and supporting organisations to achieve a more balanced representation, will help to ensure the region continues to thrive, remains innovative and is a great place to work. At Pure, we are committed to actively working to improve diversity and develop talent as well as supporting organisations in the region to recruit the best people. The Board Ready Talent Scheme is a natural complement to our existing initiatives, all created to support the continued economic growth of our region through the development of people and organisations. Pures other initiatives include the Womens Leadership Programme, developed with People and Performance, and the Best Employers Eastern Region, founded with eras Ltd. The Womens Leadership Programme supports organisations to achieve the business benefits of gender equality and helps strengthen their leadership skills. The Best Employers Eastern Region supports businesses to develop inclusive cultures and create inspiring, innovative and engaging places to work. The Board Ready Talent Scheme is open to progressive organisations, of any size or sector, within the East of England. Subsidised places will also be available for charity and not-for-profit organisations. Pure Executive supports participants and organisations throughout the duration of the scheme, as if it was a permanent appointment, and all participants sign a non-disclosure agreement to keep all materials and knowledge confidential. For those interested in participating, more information is available at boardready.pureexecutive.com or by emailing lucy.plumb@pureexecutive.com www.pureexecutive.com
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More than half of all UK employees are unhappy in the workplace, according to new survey
29-March-2018 - onrec.com
Half of all UK employees can recall something happening in the past month that has made them feel less positive about their working lives. Examples include pay cuts, bullying, harassment, workplace stress, and even sexual assault Posted in News archive on 29 Mar 2018 Research published today by employee benefits provider Personal Group , shows that 56% of all people surveyed are not happy in the workplace. The research is part of Personal Groups Hapi survey, which used social media to ask 1274 UK employees about their happiness at work. The results paint a clear picture of the state of happiness in UK workplace. According to the results, both efficiency and enthusiasm are down. The number of senior managers and department heads reporting that they never or rarely feel they are working as efficiently as possible has almost doubled since 2017. With UK productivity levels falling this could be another red flag for the economy. Enthusiasm for work has decreased across all respondent groups in the past 12 months, but the largest drop is amongst male workers. In 2017, half of male employees were enthusiastic about their work often or most of the time, only 35% share the same level of enthusiasm this year. The Hapi survey results were also benchmarked against responses from approximately 41,000 employees working for engagement-orientated businesses (those businesses actively investing in employee engagement initiatives). Overall levels of employee pride, enthusiasm and keenness to get to work in the morning actually increased slightly at engagement-orientated businesses between 2017 and 2018, whereas respondents to the employer agnostic Hapi survey were shown to feel much more negatively towards their work and working lives across all metrics. Mark Scanlon, Chief Executive Officer at Personal Group said: The results are staggering. Unhappiness, dissatisfaction, lack of pride in our work and a loss of enthusiasm are having a profound impact of employees across the UK. Much more must be done to tackle unhappiness in the workplace and to ensure employees feel valued, appreciated and safe in the workplace. There is significant proof that employees of businesses which have employee engagement initiatives implemented are more motivated and enthused in the workplace. As a country we need re-focus our efforts and do more to drive happiness in the workplace. Front line workers are the engine of the UK economy, and if we can more to engage and excite these workers, the results could be phenomenal. The general decline of happiness at work could go some way to explain the UK productivity gap. Key highlights include: Happiness in the workplace More than half of frontline employees (54%) are rarely or almost never keen to get to work in the morning 18-29 year olds are the unhappiest employees with over half (52%) rarely or almost never happy at work a huge change from 2017 (20%) The story isnt much better for 30-49 year olds, with almost half (49%) rarely or almost never happy at work Over 50s are still the happiest group of employees, but even their happiness levels have dropped significantly since last year. In 2017, 84% were happy at work at least some of the time (with 61% happy at work most of the time) but in 2018 this has dropped to 64% and 40% respectively The self-employed are still the happiest workers, with 87% happy at least some of the time only a slight dip from the 2017 results of 92% Enthusiastic about your job Senior managers and department heads saw the biggest drop in enthusiasm for their jobs, with those rarely or never enthusiastic about their job increasing to 23% (2017: 13%) Frontline staff are still the least enthusiastic about their jobs, with a third never or rarely feeling enthused Proud of what you do Pride in our work appears to increase with age reflected in both the 2017 and 2018 survey results Pride in our work also increases with seniority, with 77% of company owners and directors feel proud of what they do most of the time versus only 48% of frontline staff Working as efficiently as possible The number of senior managers, department heads, company owners and directors who never or rarely feel like they are working as efficiently as possible has increased The number of senior managers and department heads who report never or rarely working as efficiently as possible has almost doubled since 2017 (moving from 16% in 2017 to 30% in 2018) In the last month has anything happened to make you feel more positive about your working life? Only 1 in 4 UK employees can recall something from the last month that has made them feel more positive about their working life a drop from 1 in 3 last year In this years survey only 17% of company owners or directors could recall something from the last month that made them feel more positive about their working life (2017: 50%) In the last month has anything happened to make you feel less positive about your working life? Half of all UK employees can recall something happening in the past month that has made them feel less positive about working life. Examples included pay cuts, bullying, harassment, workplace stress and sexual assault A staggering 59% of managers and team leaders recalled incidents from the last month which made them feel less positive about working life To view more details on the research, visit www.personalgroup.com/happiness
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Jon Pexton Joins Workfront as Chief Financial Officer
29-March-2018 - onrec.com
Workfront®, the leading provider of cloud-based Enterprise Work Management solutions, today announced that Jon Pexton has joined the company as chief financial officer (CFO) and a member of the executive leadership team. As Workfronts CFO, Jon is responsible for all aspects of its financial operations including corporate finance, investor relations, accounting, tax and treasury. Posted in News archive on 29 Mar 2018 Jon brings to Workfront more than 25 years of wide-ranging experience that includes equity and debt offerings, mergers and acquisitions, international expansion, and strategic planning at high-growth companies. He has been recognized as CFO of the Year by both the Utah Technology Counsel and Utah Business Magazine . A results-oriented financial leader, Jon is always focused on driving and improving business through sound data analysis and understanding of where the company is going despite rapid growth and organizational complexity. As a result, in his prior role as CFO of Progrexion, the financial technology company more than tripled in size. He also previously served as CFO of Interbank FX, and held leadership positions at Callidus Software, Vitria Technology and Remedy Corporation, all multinational publicly traded software companies. He also spent eight years with Ernst & Young working in their audit, tax, and transaction advisory practices. We conducted a thorough search for the right CFO for Workfront, and are so happy to have Jon coming on board, said Alex Shootman , CEO of Workfront. We need an experienced financial leader who has the knowledge to help Workfront achieve its goals of becoming the Operational System of Record for managing modern work, and someone with experience in the complexities of managing a rapid-growth company. We found that in Jon. Jon joins Workfront at an exciting time as the company was recently recognized by Comparably as being among the top 50 companies nationwide for women to work for and named to the Women in Tech Councils 2018 Shatter List for actively employing measures to help break technologys glass ceiling. Workfront has also been named to Utah Business Magazines Best Companies to Work For and Deloittes Fast 500 for five consecutive years, and Forbes Cloud 100 for two consecutive years. Workfront is a leader in transforming the way teams work in the enterprise, said Jon Pexton. Im excited to be a part of a company that is making that change happen. Im also really looking forward to working with the impressive teams and leadership guiding Workfront today.
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Chubb Invests in Startup Bunker to Develop Gig Worker Insurance
29-March-2018 - insurancejournal.com
Bunker and Chubb are working together to develop new insurance products focused on freelance workers. Chubb has also become a minority investor in Bunker, committing at least $2 million to the startup digital broker and its focus on the small
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INSUREtrust Adds Beazleys Ujjin as Account Manager in Atlanta
29-March-2018 - insurancejournal.com
INSUREtrust has hired Michael Ujjin as an account manager for the companys cyber production team led by Executive Vice President Christiaan Durdallers. As account manager, Ujjin will be a primary business contact for clients and responsible for client satisfaction. Before
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New research finds that higher employee satisfaction improves UK company financial performance
29-March-2018 - onrec.com
For the first time, an independent study using Glassdoors UK data, led by University of East Anglias Norwich Business School1, has revealed a strong link between a satisfied workforce in the form of higher Glassdoor company ratings and the financial performance of UK companies. Posted in News archive on 29 Mar 2018 Company Profile Glassdoor View profile » Higher Employee Sentiment on Glassdoor is Linked to Higher Profitability; Investments in Stocks of UK Public Companies with High Glassdoor Ratings Earn Superior Returns For the first time, an independent study using Glassdoors UK data, led by University of East Anglias Norwich Business School 1 , has revealed a strong link between a satisfied workforce in the form of higher Glassdoor company ratings and the financial performance of UK companies. Researchers have identified that having a one-star higher rating on Glassdoor is related to almost one percent higher annual return on company assets, and that public companies experienced extra stock portfolio returns of up to 16 percent per annum. The in-depth study, Employee Satisfaction and Corporate Performance in the UK , analysed 35,231 employee ratings from Glassdoor, one of the worlds largest job and recruiting sites, for 164 large UK companies 2 between 2014-2017. The sample only included firms with a minimum of 100 reviews within this time period, with annual financial data obtained from Bureau van Dijks FAME and daily stock price and market index (FTSE 100) data gathered from Thomson Reuters Datastream. The results reveal that firms rated higher by their current employees in terms of satisfaction achieve superior profitability compared to those rated lower. After controlling for many firm-specific characteristics, such as leverage, total assets, number of employees and firm age, among others, company ratings on Glassdoor still had a positive and statistically significant link to company profitability. Do Equity Investors Recognise This? The UK study also looked at the return of a stock portfolio for the top 25 percent rated companies in the UK Glassdoor sample. After accounting for risk, researchers found that over a four-year period, the portfolio earned significantly higher returns than expected, according to standard asset pricing models. On average, these abnormal returns ranged approximately between 10 and 16 percent extra annually, depending on the model used to assess portfolio performance and the portfolios weighting methodology. This further supports the link between employee satisfaction and firm performance and signals to equity investors that it is to their advantage to leverage employee sentiment and company ratings when evaluating companies for investment opportunities. These results are striking as they suggest online employee reviews can be used to predict a firms financial performance and that there is a meaningful economic link between intangible company assets, such as employee satisfaction, and company performance in the United Kingdom, said Glassdoors Chief Economist, Dr. Andrew Chamberlain. Employees are an important resource and not just a homogeneous cost of production. Tending to employees is like looking after your garden: helping them grow by giving them nutrients and an optimal environment can ultimately improve your yield. These findings have significant implications for both managers and investors. We live in a knowledge-and service-based economy where employees are, increasingly, a valuable asset, contributing directly to company value through innovation and customer relationships. We now know all of this has a direct and measurable impact to a companys financial performance, said Dr. George Daskalakis, Finance Lecturer and Report Co-Author at Norwich Business School. There is clear empirical evidence to suggest that employers should adopt a human-centred approach to running a business. Though its to their advantage to do so, most investors in the market are still not accounting for the impact satisfied employees can have on improving business results when assessing and valuing stocks. Dr. Daskalakis added: It is also worth noting that we performed our analysis over a period characterised by turmoil in the UK labour market and increased uncertainty for UK firms due to the Brexit referendum and its outcome. Due to this, our findings reinforce that even in tough or troubled periods, employee satisfaction can be a source of significant competitive advantage for firms. This independent study is the first to examine the link between Glassdoor ratings and company financial performance outside the United States, and comes on the heels of U.S.-specific studies that also found that more satisfied employees drive better business results. This is also the first study to examine the link between employee satisfaction and financial performance for both privately held and publicly traded companies in the UK. See the full study Employee Satisfaction and Corporate Performance in the UK conducted by The University of East Anglias Norwich Business School. 1. Norwich Business School The latest HEFCE assessment of research excellence (REF 2014) puts the University of East Anglias Norwich Business School 17 th overall in the UK out of 101 institutions and in 9 th place for the quality of its research publications (Times Higher Education). The results also show that research has been designated as world leading or internationally excellent in terms of the impact it has on society, the economy, culture, public policy and services. www.uea.ac.uk/nbs 2. 55 public companies with primary listing in the UK, 42 public but not listed in the UK and 67 private. 3. Watch Dr George Daskalakis presenting his findings at Glassdoors Best Places To Work Tour by registering for the full recording here .
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Colman´s Mustard closing historic Norwich factory by end of next year
29-March-2018 - dailymail.co.uk
Unilever, its parent company, said a move out of the 160-year-old site was expected to begin in the autumn, with the loss of about 50 out of 113 jobs.
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First women´s yoga training center opens doors in Gaza
28-March-2018 - reuters.com
GAZA (Reuters) - A small group of Palestinian women in Gaza are stretching their limbs with yoga to help them teach others to cope with the stresses and traumas of living in the embattled territory.
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Hugely wealthy man on Pennsylvania Avenue seeks lead lawyer; read the spoof ad for Trump
28-March-2018 - abajournal.com
If you are a Gregory Peck-type lawyer with prior Fox News experience, a difficult client who lives on Pennsylvania Avenue is looking to hire. Thats
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Equifax taps Mark Begor as CEO following cyber attack that exposed data for 148M consumers
28-March-2018 - usatoday.com
Mark Begor takes Equifax's top executive job as the embattled credit reporting giant faces class-action lawsuit and other fallout from the cyber breach disclosed last year.
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Escape the fees maze: How to find the right current account for you
28-March-2018 - dailymail.co.uk
Over the past six months banks have changed the way they charge customers who go into the red. And while some people will be better off, others face fee increases of up to 150 per cent.
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UK SMEs could save over £26 billion per year through task-based hiring, according to figures from PeoplePerHour and the European Commission
28-March-2018 - onrec.com
New data released by the UKs leading freelance marketplace, PeoplePerHour (PPH) and the European Commission have revealed the dramatic savings made by employers working with freelance professionals. Posted in News archive on 28 Mar 2018 PeoplePerHour Freelancers Saved UK Businesses over £90m in 2016 Employers made savings in wage costs of about £10 per hour when working with freelancers In 2016 UK employers provided over 9 million hours of work in 2016 (800,000 hours per month). The report from the European Commission found that employers saved up to 70% on wage bills using freelance talent. New data released by the UKs leading freelance marketplace, PeoplePerHour (PPH) and the European Commission have revealed the dramatic savings made by employers working with freelance professionals. The new research, based on the latest report from the European Commission, showed that online marketplaces could provide significant savings to small businesses if they utilised specialist freelancers instead of hiring employees for some roles. If businesses engaged freelancers for 37.5 hours a week (or one FTE equivalent), breaking down roles into their simplest tasks, they would save £19,500 per business per year. This would amount to £26 billion when extrapolated across all SMEs who currently have employees in the UK.* Originally thought to be a blip in the economy and employment practices, freelancers on the PPH platform have proved their increasing importance and durability by working with 42,000 UK-based employers (almost 60,000 globally) in 2016 alone. Employers have been provided with huge savings of almost 70% using freelance talent versus the costs they would have incurred working with employees in their country of residence. In a study which involved comparing the mean cost of working with online and offline employees (freelance vs PAYE), PPH were able to calculate the approximate savings made by UK employers on an hourly basis (see notes of full methodology). Overheads including recruitment costs and the expense of providing facilities for employees were factored into PPHs equation, to reveal the employer savings of 10 GBP per hour. This means businesses using the PeoplePerHour platform saved just over £90 million in 2016*. As well as the financial benefits to businesses, there are other key advantages to hiring freelancers. A full-time employee in a small company is often asked to fill multiple roles and work on a string of diverse tasks, many of which may not match the employees core competency. Externalising this work to freelancers allows businesses to unbundle these tasks and match them to a person with the perfectly matched skill set. This provides a valuable increase to businesses in efficiency, one such example would be a marketing role where an employee would be asked to cover social media, advertising and SEO tasks amongst others. By breaking the role down into smaller chunks and assigning each to the right freelancer, huge efficiency gains can be made. Hiring freelancers remotely and removing geographical constraints also expands the diversity, level and cost range of skills and gives businesses access to a global pool of talent. Xenios Thrasyvoulou, founder and CEO of PeoplePerHour, comments : Freelancers are an increasingly important part of the workforce and overall economy. Businesses are already tapping into freelance talent to accelerate growth whilst keeping overheads low, making sure their budget goes further whilst making other efficiency gains in matching the right talent with the right tasks. According to our calculations, if all SMEs transitioned 37.5 hours per week to specialist freelance talent, the UK-wide savings would be £26bn, an undeniably large sum that businesses could invest into other areas, and much-needed in times when money is still tight for SMEs. www.peopleperhour.com
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New Cyber Security Test & Training
28-March-2018 - onrec.com
Candidate testing and training specialists, ISV Software, have added more new material to their testing platform ISV Online. Recruiters using the platform can benefit immediately from the release of online Cyber Security training and an associated test. Posted in News archive on 28 Mar 2018 Information and data security is a prominent topic right now, particularly with the imminent enforcement of the General Data Protection Regulation (GDPR). As with the majority of new material from ISV, the Cyber Security test and training has been developed as a result of client feedback. The Cyber Security training has been adapted for the ISV system from content provided under the Open Government Licence. Users can dip in and out of the video-based training, learning at their own pace. The full program takes around 30 minutes but is split into 6 modules covering different aspects of Cyber Security. These modules include protecting and sharing information, working on the move, information in the workplace, fraud and how to stay safe online. ISV has developed an associated Cyber Security test to verify understanding of the topic. The test mirrors the content of the training. Individuals who complete the training should be well placed to answer the multiple-choice questions raised in the test. Recruiters can use it for their own team as well as for candidates. As with all ISVs recruitment tests, results are available instantly online and administrators can compare individuals and see which disciplines might need to be improved on. The Cyber Security test and training is an addition to ISVs online recruitment testing platform already containing over 100 ready to use tests including literacy, numeracy, data entry, driving and the Microsoft Office suite. Amanda Davies, Managing Director at ISV, said, You simply cannot escape the topic of Cyber Security and GDPR in recruitment right now, and rightly so. The penalties and cost implications of a data breach are huge. Having an easily accessible training program and associated test for Cyber Security is just another tool for recruiters to broaden their knowledge and give peace of mind that they are taking the right steps towards a more secure business. For more information, please visit ISV Online
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Sopra Steria demonstrates commitment to engaging employees with Employee Ownership Association membership
28-March-2018 - onrec.com
Sopra Steria and the Employee Ownership Association (EOA) are delighted to announce that Sopra Steria has become a Trustee member of the EOA in the UK. Posted in News archive on 28 Mar 2018 Employee share ownership has always formed a core part of Sopra Sterias heritage and is seen by the company as a key driver for engaging employees, encouraging entrepreneurship and maintaining independence. At Group level around 7% of the share capital is owned by or managed for employees, with a further 22.6% held by founders, historic and current managers. The company frequently offers employee share programmes that are adopted enthusiastically by employees across the world. In the UK, approximately 25% of employees hold shares in Sopra Steria, with UK and Indian employees also being beneficiaries of an Employee Trust with its own endowment of shares. Members of the EOA, from businesses from all sectors, sizes and locations across the UK, engage in a variety of national and regional events to share knowledge, network and to reap the benefits of employee share ownership as a route to more successful business. Sopra Sterias membership of the EOA is an illustration of its continuing commitment to engaging its employees in the companys future development and performance. Sopra Sterias vision is to be the digital transformation and services partner of choice and we are committed to giving our employees every opportunity to share in our success, says Martin Waters, Chairman of the Sopra Steria Employee Trust. Employee ownership is part of Sopra Sterias DNA and we are confident that membership of the EOA will give us the opportunity to work with and share ideas with many other like-minded organisations. The number of employee owned businesses in the UK is growing every year with more than 300 businesses employing more than 200,000 employee owners in 2017 and contributing more than £30bn to the UK economy, says Deb Oxley, EOA Chief Executive. By involving all staff and giving them a stake, employee owned businesses tend to be more profitable and entrepreneurial with a commitment to their long term sustainability. To welcome an organisation with the size and prestige of Sopra Steria to join us as a Trustee Member is a great boost to our core mission of growing the employee owned sector in the UK. We look forward to working together to effectively develop the benefits that employee ownership provides. Sopra Steria is very pleased to be sponsoring the EOAs Robert Oakeshott Lecture at the Cass Business School on 11 April 2018. This annual lecture commemorates Roberts work as the founder of the EOA and as a pioneer of employee ownership. Dame Stephanie Shirley will deliver the 2018 lecture. Amongst many other achievements Dame Stephanie founded F International, a company co-owned by employees, which (by then named Xansa) became part of Sopra Steria in 2007. www.soprasteria.com
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What the Pay Gap Looks Like in Britain
28-March-2018 - onrec.com
The latest data by the Office for National Statistics has found that, while the gender gap in the UK has been steadily closing with the gap reported to have reached a record low in 2017, the average woman in the workplace still earns 9.1% less than the average man. Posted in News archive on 28 Mar 2018 Instant Offices delves deeper into the issue of pay by gender in the UK and the steps that can be taken to bridge the gap. Data revealed that men working full-time earned an average of £592 a week in April compared to the £494 earned by women during the same period. Additionally, there are certain occupations that have bigger pay gaps than others, with jobs like town planners, musicians, and vehicle and metal goods assemblers with a startling 34% pay gap. Steps Taken to Bridge the Gap All UK companies and public sector organisations with 250 or more employees are required to publicly report on their gender pay gap as a result of new government legislation that came into effect in April 2017. At the time of writing, only 3000 of the estimated 9000 companies have come forward and released their numbers, while there have been no reports from the financial services sector. According to the World Economic Forum, it could take 170 years to completely close the gender pay gap on a global level. The ONS states that in the UK, some of the reasons for the wage disparity include women working in lower-paid jobs as well as being underrepresented in senior roles. Additionally, 41% of women work part-time compared to the 12% of men, which could mean a lower rate of pay. That said, there are a few things companies could look into to help narrow the gender gap: Incentivise paternity leave Businesses can be made more female-friendly by incentivising paternity leave for dads. If fathers have additional paternity leave, mothers can return to work sooner, work more hours and earn more money, while allowing fathers more bonding time with their newborns. Sweden has been a trailblazer since 1974 as there is now a new incentive for dads to spend a full three months at home. Fathers are granted 90 days leave, which is allocated on a use-it-or-lose-it basis, which means that if the father does not take the time off work, then the couple as a whole will lose out on three months paid leave. Shared parental leave was introduced in the UK in 2015, although not all parents qualify. Subsidise childcare The cost of childcare can be stressful for many families, with an average cost of part-time childcare being up to £6,000 a year. The UK government covers some of the costs of childcare once the child turns three, but with the nursery fees and travel costs, women on low wages often find going back to work to be a difficult and financially draining decision. That said, some businesses have been stepping in to provide female staff with childcare services. According to research, companies providing childcare services saw reductions in employee turnover, increased productivity, and improved quality in job applicants. Introduce remote working In todays digital world, remote working is becoming more acceptable and accessible to millennial workers, although parents can also enjoy the benefits of working from home. The Fawcett Society, an organisation dedicated to gender equality, has called on employers to provide roles that are flexible, part-time or a job share. According to the TUC, flexible working has real benefits for businesses, with employees proving to be more dedicated and productive. There is a common misconception that mothers working from home are less ambitious than their colleagues are. On the contrary, according to a survey by Ernst and Young , 64% of working women who enjoyed flexible working hours claimed to have a clear career path compared to 10% of women who worked fixed hours. While flexible working conditions enable mothers to juggle work, childcare, and family commitments, it also allows more time for essential tasks. Be transparent about pay Being open and transparent about how much you pay your staff, whether listed in the initial job description or the interview, is a good starting point. Businesses should research market rates for a role and offer a fair salary for the job they are hiring for. It is also a good idea to explain how your business determines salaries and pay increases up front so that the candidate can make an informed decision about joining your company or not. Ensure that promotions and rewards are fair Disparity in pay can easily occur when employees are offered promotions, pay raises or bonuses. As a business owner, you must ensure that these are not in favour of male employees and that everyone has a fair chance of receiving a promotion, reward, or salary increase. Whether it is an outright or subconscious bias towards male employees, this can easily get out of hand, therefore putting in place clear and concise criteria for promotions, pay raises and bonuses will help keep things fair. Give female employees a raise Giving female employees a raise can eliminate the gender pay gap in the most pain-free way. Not only are employees enjoying equal pay, but, as more companies are being scrutinised and being forced to publish their gender pay gap reports, it provides the best strategy for businesses to continue operations with minimal disruptions and additional pressure. www.theinstantgroup.com
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How to perfect your credit score to get the best mortgage
28-March-2018 - dailymail.co.uk
Banks reserve their best lending deals for those borrowers with the highest credit scores. To give yourself the best chance of getting a top rate, make some time to tidy up your credit file.
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Why your Facebook profile could stop you getting a mortgage
28-March-2018 - dailymail.co.uk
Mobile phone giants and banks are using private companies to root through customers' social media profiles before issuing contracts and loans.
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ALEX BRUMMER: Much of the politically naive City seems to think Melrose bid for GKN is good idea
28-March-2018 - dailymail.co.uk
Too many have been bamboozled by the hype of the company which, on the day it unveiled its GKN bid, had the brass neck to sack 270 workers at loss-making generating group Brush.
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Texas Sets Workers Comp Discount, Interest Rate at 5.58%
28-March-2018 - insurancejournal.com
The Texas Department of Insurance, Division of Workers Compensation has set the workers comp interest/discount rate for April 1 through June 30, 2018, at 5.58 percent. This rate is computed by using the treasury constant maturity rate for one-year U.S.
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Coca-Cola to close Milton Keynes and Northampton sites
28-March-2018 - bbc.com
The planned closures will affect nearly 300 jobs at sites in Milton Keynes and Northampton.
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Vehicle rental firm collapses with loss of 428 jobs
28-March-2018 - bbc.com
TOM Vehicle Rental, based in Airdrie, called in administrators after it was unable to overcome "operational difficulties".
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Colman´s Norwich factory closure in 2019 confirmed
28-March-2018 - bbc.com
The closure of the factory in Norwich leaves 113 employees at risk of redundancy.
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Your comforter is grosshere´s how to wash it
28-March-2018 - usatoday.com
Washing your comforter or duvet is easier than you think!
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Louisiana Bill Banning Forced Arbitration in Workplace Harassment Claims Fails
28-March-2018 - insurancejournal.com
Louisiana lawmakers have jettisoned a measure that would have banned employers from requiring their workers to sign contracts that keep them from filing sexual harassment lawsuits in civil court. The House voted 50-42 against House Bill 578, with most Republicans
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Uber Settles Employee Gender, Racial Bias Lawsuit for $10 Million
28-March-2018 - insurancejournal.com
Uber Technologies Inc. has agreed to pay $10 million to settle a class-action lawsuit brought by two women engineers who accused the ride-services company of gender and race discrimination. The settlement, disclosed in a filing in the U.S. District Court
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Brexit Effect: Fewer UK Financial Services Jobs Expected to Shift to EU, Says Reuters
28-March-2018 - insurancejournal.com
The number of finance jobs to be shifted out of Britain or created overseas by March 2019 due to Brexit has dropped by half compared to six months ago to 5,000 roles, firms employing the bulk of UK-based workers in
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Takata Employee Whistleblowers Awarded $1.7 Million
28-March-2018 - insurancejournal.com
Three former Takata Corp. employees will share an award of $1.7 million after they alerted authorities to the risks of deadly air bag inflators that led to the largest recall in automotive history. The whistleblowers provided extensive assistance and information
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PERKBOX UNBOXES: How Millennials are shaking up the workplace according to our online searches
28-March-2018 - onrec.com
Hint: The US and UK think very differently Posted in News archive on 28 Mar 2018 Perkbox , UKs fastest growing employee benefits platform has today partnered with SEMrush , the online marketing suite, to examine the most trending millennial online searches related to the workplace. The findings represent searches from 2015-17 for both the US and the UK. Over the last few years, millennials have been in the spotlight, theres no denying it. Only in 2017 the phrase what do millennials want at work? was searched 3,600 times in the UK. In the US, on the other hand, how do millennials want to work and live? increased from zero searches in 2015 to 15,900 in 2016 and 13,400 in 2017. What are underlying issues? Online searches with keyword millennials reveal the following: The UK seems most concerned about millennials health. Why are millennials so depressed? appears amongst the top UK online searches by keyword millennials with an average of 2,800 searches over the last year. In the US, on the other hand, searches are nearly two times lower for that question during the same time period. What the US seems most worried about however, also impacts motivation. Theyve simply gone off on a different tangent - laziness. Why are millennials so lazy? tops US online searches about millennials over the last three years (2015-17). The average number of searches was 2,227 a year. Entitlement trends also vary differently in both regions. In the UK the search phrase why are millennials so entitled ? grew on average by 140% during 2016-17 whilst in the US searches decreased by 13.15% over the same time period. Chieu Cao, Co-founder and CMO at Perkbox says: Theres certainly no shortage of headlines about millennials searching for jobs that offer a strong sense of meaning and thats the underlying problem here: without a purpose employees feel lost. The findings show this very clearly - millennials lack the right sort of incentives at work, theyre struggling to find that true sense of purpose theyre after and as a result they come across as depressed or lazy. They become unhappy, unmotivated and start focusing just on making money or getting through their day so that they can get on with hobbies and outside interests. Our findings reveal that the question Why do we work so hard just to die? was searched 2,200 times on average in the UK over the last year. Not only is this significantly higher than the US average (which is 790), but its shocking that it made it to the top work related questions searched on Google. Its totally unsustainable to have our next generation this demotivated. We need to take action. www.perkbox.com
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Migration Advisory Committee interim report highlights need for low-skilled migration route for EU workers
28-March-2018 - onrec.com
Gerwyn Davies, Senior Labour Market Analyst at the CIPD, the professional body for HR and people development, comments as follows on today's interim report by the Migration Advisory Committee (MAC) on how the UKs immigration system should be designed following the end of the implementation period in 2021. Posted in News archive on 28 Mar 2018 Company Profile CIPD View profile » "The MAC is to be congratulated for producing a rational, evidence-based interim report, which rightly concludes that UK employers do not do not deliberately seek to fill vacancies with migrant workers. They do so because they are the best or sometimes the only candidates for various reasons such as the unattractiveness of the role or the local unemployment rate, especially for low-skilled or unskilled roles. As a result, it is imperative that there is some form of low-skilled route for EU migrant workers in the UK in the medium to long term. At the same time, the MAC rightly judges that some employers claims about skill shortages and their inability to improve the supply of UK workers through higher wages are exaggerated in some cases, especially in low-skilled or unskilled sectors. This is consistent with CIPD research, as noted by the MAC, which finds that that while some are adopting best practice to find home-grown applicants, others are falling short. Looking ahead, we hope that the MAC and the Government see the merit in a labour shortage occupation list. Under this arrangement, employers would have to show that they are making efforts to improve the supply of UK workers while demonstrating that the occupation has a genuine labour or skill shortage. This more selective approach to controlling unskilled or low-skilled migration from the EU could potentially act as a catalyst for improving employer practice and enable most organisations to meet their labour and skills needs. www.cipd.co.uk
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Dont judge an ageing book by its cover
28-March-2018 - onrec.com
Dr Mark Winwood, Director of Psychological Services, AXA PPP healthcare. Posted in News archive on 28 Mar 2018 Working with someone 25 or more years your senior can be daunting. You may fear you have little or nothing in common. But, if truth be told, older colleagues have much to offer their younger counterparts, what with their years of experience, great store of knowledge and those all-important and increasingly valued soft interpersonal skills. They can be great mentors too to those who are wise enough to ask. One thing is certain there are plenty of Baby Boomers being very productive in the UKs workforce, many of them still enjoying their work, whilst they are fit and able . According to a November 2015 Department for Work and Pensions report,* the employment rate of workers aged 50 to 64 has grown from 55 per cent over the past 30 years, while the rate for those aged 65+ has doubled. Moreover, we may well see this trend continue if the state pension age increases to 75 years old. In addition to know-how and experience, employees aged 55+ can have a calming effect on the workplace. Indeed, according to a Health and Safety Executive study,*** work-related stress and burnout appear to decrease with age after peaking at 50 to 55 years. And, accustomed as older workers are to dealing with the vagaries and set-backs of everyday working life, their sanguine, can-do approach can be both reassuring and inspiring when youre feeling under pressure. So, using your elder colleagues for advice and guidance may be a really smart move. Learn from their successes and from their failures. It may save you the time and trouble of reinventing the wheel or the flat tyre. And, if youre having a bad day, theres nothing quite like the reassuring words of a colleague whos been there and done it. While Millennials may be digital savvy, they may also be weaker at the softer people skills. They may be more comfortable being online or flicking through social media than they are talking to workmates. Older workers, on the other hand, who remember the pre-social media dawn, often excel at the sensitivities of personal (that is, in person) communication a skill well suited to diplomacy and to great customer service. So, watch, listen and learn from those who have gone before it could bring that special something extra youve been looking for to propel your career to another level. *Ignatius de Bidegain (2015). Employment statistics for workers aged 50 and over, by 5-year age bands and gender from 1984 to 2015. Department for Work & Pensions: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/473821/employment-stats-workers-aged-50-and-over-1984-2015.pdf **Fiscal sustainability report (2014). Office for Budget Responsibility: http://cdn.budgetresponsibility.org.uk/41298-OBR-accessible.pdf ***Health and Safety Laboratory (2011). An update of the literature on age and employment. Health and Safety Executive: http://www.hse.gov.uk/research/rrpdf/rr832.pdf
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Global tech worker applications to UK remain flat
28-March-2018 - onrec.com
Study shows a yearly increase of just 3% from 2016 to 2017 Posted in News archive on 28 Mar 2018 The number of international tech workers applying for UK roles plateaued in 2017, according to a survey of 1,043 international technology workers by global jobs platform Jobbatical . The statistics show that in 2016, 1,012 international tech workers applied for UK roles, compared to 1,043 in 2017 - marking an increase of just 3% year on year. Moreover, from 2015 to 2016 the number of applications per listing increased sharply from 21.7 to 33.2, demonstrating a slowdown in demand for UK tech jobs since the EU membership referendum. As the UK continues its exit from the European Union, the number of global tech workers is failing to keep pace with the growth of a digital industry that typically grows at twice the rate of the wider economy. Jobbatical founder and CEO Karoli Hindriks commented These figures show that applications for tech jobs in the UK are stalling. The minor increase in applicants to UK tech positions in 2017 suggests that the attractiveness of the UK as a tech destination has not yet disappeared and that UK tech is proving resilient as Britain exits the European Union. But much more can and must be done to cement the UK tech industrys status as one of the most appealing tech hubs anywhere in the modern world." According to the statistics, the top three most applied for roles in UK tech in 2017 were: Java Developer, Test Automation Engineer and JavaScript Developer. Meanwhile, the countries that produced the highest number of desirable candidates for UK roles were: India, the US, Estonia, Brazil and the Philippines - making up a total of 18.30%, 12.05%, 7.74%, 4.76% & 4.02% respectively. The top five non-European countries supplying applicants for UK tech jobs in 2017 were: India, the United States, Brazil, the Philippines and South Africa, highlighting the diversity of talent looking to work in the UK tech sector. Lingvist co-founder and CEO Mait Muntel said "As a technology startup with offices in London and Tallinn, Lingvist has been able to grow by investing in a team of highly talented international workers. We pride ourselves on working with a truly global team of 36 individuals from the UK and 13 other countries around the world. So far, we've been able to retain our team in the UK, but more must be done to protect the tech sectors most valuable asset - access to this world-class talent. These new figures follow the announcement that Jobbatical is working with the Estonian Ministry of the Interior to design the worlds first Digital Nomad Visa , polling over 1,000 members of its digital community to help shape the initiative. Jobbatical founder and CEO Karoli Hindriks concluded: Todays figures highlight the challenge facing the UK tech sector. With applications for UK roles remaining flat, the growth of British tech is at risk as businesses become isolated from creative and technical talent. Companies are only as strong as the people they employ - a mantra UK tech should not ignore. https://jobbatical.com
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Does commuting affect our wellbeing
28-March-2018 - onrec.com
8 tips to make the commute more productive Posted in News archive on 28 Mar 2018 There are many aspects of the working day that can impact on our personal sense of wellbeing and cause stress. But we often underestimate the impact that our daily commute can have on us, and feel powerless to break the cycle. According to a recent study by the University of the West of England, 1 in 7 commuters are now spending 2 hours or more each day travelling to and from work. The same study also showed that just a 20 minute increase in commute time is as bad as a 19% pay cut for job satisfaction. Commuting stress and wellbeing Research by the Office for National Statistics (ONS) discovered that the longer your commute, the lower your feelings of happiness, life satisfaction and the sense that your activities are worthwhile; and the higher your anxiety compared with non-commuters. The way we travel can also have an impact on our wellbeing. Taking the bus or coach to work on a journey lasting more than 30 minutes was found to be the most negative commuting option. Even your sleep may be affected, with additional studies suggesting those who commute for more than 45 minutes each way report reduced sleep quality compared to those who commute shorter distances. So, how can commuters make travelling to work more enjoyable? The wellbeing experts at CABA , have explored 8 activities that will boost your mood and might even make you thankful for the time spent travelling. 8 ways to make the most of your commute 1. Sketch or colour in Weve all seen adult colouring books grow in popularity in recent years, and for good reason. Adult colouring books can help with a number of emotional and mental health issues. The process of making and creating artwork can be used to explore feelings, reconcile emotional conflicts, foster self-awareness, reduce anxiety and increase self-esteem. 2. Appreciate your surroundings Its often easy to forget to look up and appreciate your surroundings. But relaxing and seeing the beauty of your environment is an important factor in achieving mindfulness and reducing anxiety. If youre sitting on a train or bus, take the time to look at your view and appreciate the little things, from the birds in the trees to the colour of the sky, as research shows that developing gratitude is good for overall wellbeing. Why not share these with your loved ones by taking a photo. 3. Listen to audiobooks or podcasts No matter what your interests are, if you want to stay up to date with news, tech, business and beyond, there is a podcast for every niche. If your brain is feeling frazzled, theres comedy, arts and audiobooks that can lighten your mood, helping you to unwind and switch off. 4. Reconnect with family and friends Whether youre driving (using hands free of course) or catching the train, use this time to connect with friends and family. Our loved ones play an important role in supporting our mental health. Studies have even found that hearing your mothers voice can quickly calm frayed nerves and a telephone call can have the same effect as a hug. 5. Disconnect Researchers have discovered that 1 in 3 people felt worse and more dissatisfied with their lives after visiting Facebook. Try switching off completely, disconnecting from the stresses of daily life. Turn off your phone and take the time to think and reflect. 6. Learn a language There are a whole host of benefits to learning a new language, from feeling accomplished to improving cognitive abilities . It has even been found that multitasking comes more naturally and attention improves for those who learn to speak a second language. 7. Play games and sharpen your mind Its been reported that the presence and overuse of our phones has a brain drain effect and is reducing our intelligence and attention span. Ironically, our phones can help with this. Check out this list of the best brain-training apps and try one out on the commute into work. Using the apps first thing in the morning will help wake you up, feeling ready to hit the ground running as soon as you step into the office. 8. Write a to-do list On your way to work, take the time to write a to-do list. This could involve both work and life admin. On the way home, reflect on what youve achieved. Writing a to-do list helps you to feel more productive, creates order and ticking off those tasks can be very therapeutic! If the commute is really getting you down, consider asking your employer to work more flexibly . Alternatively, if theres really nothing you can do about your commute, there may be other ways you can carve out some time in your day with these tips for productivity .
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ISE calls for work experience boost as research shows internships help tackle skills gaps
28-March-2018 - onrec.com
The Institute of Student Employers (ISE) annual Development Survey found that graduates who have undertaken an internship are more likely to have honed the skills businesses need. Posted in News archive on 28 Mar 2018 The report, which launches today (28 March 2018) at the ISE Student Development Conference , found that 63% of employers believed graduates who had undertaken work experience had the required soft skills, yet less than half (48%) thought this of graduates in general. The five most common graduate skills gaps 1 : Managing up (5% of employers believed graduates had this skill) Dealing with conflict (12%) Negotiating/influencing (17%) Commercial awareness (23% Resilience (31%) The ISE Development Survey 2018 analysed responses from 173 employers who hired 19,630 graduates in 2017 and were estimated to spend more than £95 million on their training and development. Closing skills gaps is a priority for businesses with 74% of employers taking specific actions to tackle the issue in 2017. Changes to recruitment and on-the-job training were the most common actions and 16% of organisations improved their internship development programmes specifically to close skills gaps. Employers are also investing more in on-the-job skills training. Graduates typically receive 11 days of soft skills training on structured development programmes up from eight days in 2015. Classroom-style training continues to be the most common but there is a trend towards digital methods. Nearly a third (31%) of employers changed the way they use technology in training. Despite work experience improving candidate readiness for work, young people are less prepared for jobs than they have been in the past. The Office of National Statistics shows just 21% of 16-17-year olds had some form of employment while at secondary school in 2017, compared to 42% in 1997. Stephen Isherwood, Chief Executive at the ISE said: These findings strengthen the business case for starting, expanding and improving work experience opportunities. Interns are not only better prepared for work, but they also tend to perform better and stay longer. A decline in work experience means that the learning curve that many graduates go through is steeper than in the past, and employers may need to invest more time and effort to bring these hires to their required levels of performance. Companies need to be prepared for this investment. Better skilled graduates mean a more productive workforce. Julie Broad, Company Graduate Development Manager at Rolls Royce said: Graduates who have internship experience tend to be better prepared for a business environment when they start a graduate programme. We feel that they have better soft skills and can transition into the business faster than those graduates who do not have any prior work experience. 1 Figure 1: Graduate soft skills gaps and training
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Uber agrees to pay $10 million in class action discrimination suit
28-March-2018 - usatoday.com
The suit was brought against it by 420 female and minority software engineers who alleged that men and white or Asian employees were favored at the company.
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Northants GP joins Best of Both Worlds NHS recruitment campaign to attract GPs to work in Northamptonshire
27-March-2018 - onrec.com
The BMAs[i] latest quarterly survey of doctors found that 47 per cent of GPs reported vacancies in their practice, with 73 per cent of this number saying their positions were unfilled for six months or more. Posted in News archive on 27 Mar 2018 Other research by Pulse [ii] magazine highlighted a growing number of GPs are taking early retirement, adding to the GP shortage. Pulse found 62 per cent of GPs who retired in 2016/17 did so before the age of 60 - having made up just 33 per cent of cases in 2011/12. Northants GP is the latest NHS healthcare provider to join an innovative recruitment campaign to proactively address this shortage. The Best of Both Worlds recruitment campaign launched last year and unites the University of Northampton, Northamptonshire Healthcare NHS Foundation Trust, Northampton General Hospital, Kettering General Hospital (KGH) and St Andrews Healthcare in a joint bid to attract more doctors and nurses to live and work in Northamptonshire. The campaign aims to showcase the benefits of relocating to Northamptonshire, including the varied career opportunities and better quality of life. This next phase of the campaign is seeking to recruit 30 GPs to work for practices across the county - some of the most advanced practices in the UK, with extensive diagnostic facilities that enable GPs to cater for more of their patients needs without referral. The vacancies include roles for GP Partners and GPs with full-time, part-time and job share positions being advertised on the Best of Both Worlds website . Some of the larger practices offer the opportunity for a portfolio career, enabling GPs to diversify their skill-set and specialise in a wider range of clinical areas. Northants GP is also keen to attract young GPs and offers extensive training throughout the county, with opportunities for them to develop specialisations. Sharon Firmin, Northamptonshire LMC Manager, says, We have nearly 30 GP vacancies and are ideally looking for GPs that want to spend their entire career in Northamptonshire. For those looking to relocate the county has a great deal of career development and training opportunities. GPs can choose a practice that suits them best , whether thats an idyllic country practice, a challenging city surgery or something in between. The standard of General Practice is particularly high here and there is a welcoming GP community which meets regularly. We are federating more of our practices, which means GPs can work across practices, and have a greater say in how the practice is managed, as well as how their career progresses. As a place to live, Northamptonshire is hard to beat. Its culturally diverse, with good schools, affordable housing and plenty of rural open space. It also has excellent transport links, with four international airports within an hours drive and London less than 60 minutes by train, adds Mrs Firmin. For more information on the vacancies visit: http://bestofbothworlds.uk.net/northants-gp/ [i] https://www.bma.org.uk/news/2018/january/bma-survey-paints-worsening-pic... [ii] https://www.telegraph.co.uk/news/2018/02/01/gps-retire-early-amid-clampd...
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Voyager Infinity helps recruiters manage compliance under the General Data Protection Regulations (GDPR)
27-March-2018 - onrec.com
When potential GDPR fines are disproportionate to the cost of compliance, Voyager is helping recruiters to keep that cost low. Posted in News archive on 27 Mar 2018 Company Profile Voyager Software View profile » When you take the car to the station, there are two options. Pay for car parking or just wait for the next ticket on your windscreen. You might get away without buying a ticket a few times but youre almost certainly going to end up out-of-pocket if you choose to take that chance. The point of any fine is to be disproportionate to the cost of complying with the rules. It wouldnt be much of a deterrent otherwise, and arguably something that was lacking from the outgoing Data Protection Act. So, logic suggests its better to make a small investment in a tool to help compliance rather than risk the fine. The latest release of Voyager Infinity includes a suite of GDPR related features to help recruiters manage compliance of the GDPR efficiently, transparently and thoroughly. Even better, these features are included at no extra cost to all Voyager Infinity customers. And so, Free parking (within the bays) means no parking fines! Features include a Privacy Audit console to centrally view the status of data privacy processes. Recruiters can see if theyve not sent out a consent request. Or if theyve not sent out a copy of the Privacy Policy for a verbally consented candidate. Or even if theyre using legitimate interest as the lawful basis and havent sent a privacy statement yet. Transparency is one of the key mantras of the GDPR and its important for any business to demonstrate its taking on its responsibility. Employers are also taking steps to ensure their recruitment partners are taking it seriously so its also important for the preferred supplier list. GDPR compliance goes right through the DNA of Voyager Infinity with recruiters and managers able to see the colour coded Privacy Audit status of candidates in all the important places for example, on the candidate record itself, on job shortlists, on search lists, etc. Voyager Infinity puts the recruitment business in control of the data in its hands and in control of managing its own Privacy Policy. Global settings let the recruitment business managers configure the terms of their privacy policy and then monitor against it. But at the heart of everything Voyager does is the customer. Thats why its all configurable and down to each customer to use as they require. Heres how Voyagers Infinity customers are reacting to the latest release: As a Legal Recruiter it wont surprise anyone to now that weve taken our GDPR obligations seriously. The GDPR privacy audit and designated workflow allows my team to see at a glance, who is within our reach, and those were losing touch with. Voyager Infinity, and the FREE GDPR release has given our data a new lease of life and breathed life back into old connections. Derek Pepperell, Director at Grist Legal For Links Recruitment the GDPR represents a huge opportunity. We very much look forward to educating our candidates and clients on why we are better placed than ever to deliver on our promises Daniel Puttick, Director at LINKS Recruitment Group SME Recruiters, like Carrington West see it as a great opportunity. Our Software partner have already taken steps which means were able to manage both legitimate interest and consent, and so for us the GDPR and our software partner together have given us a genuine competitive edge. Nick Rowe, Director at Carrington West Visit Voyagers GDPR Hub today to find out more about the GDPR, how it affects every recruitment business and how Voyager Infinity can help reduce the burden and turn the GDPR into a genuine differentiator and opportunity.
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No experience necessary: Majority of workers bag first job without any experience
27-March-2018 - onrec.com
Brits say it wasnt hard to secure their first opportunity without experience Posted in News archive on 27 Mar 2018 Company Profile CV-Library.co.uk View profile » While the majority (75.8%) of Brits believe its important to take on work experience when starting out in your career, two thirds (67.8%) admit that they didnt find it hard to secure their first job without any previous experience. Thats according to the latest research from CV-Library , the UKs leading independent job board. The study of 1,200 professionals explored the topic of work experience and whether it is necessary in todays working world. The survey revealed that almost three quarters (70.1%) did NOT take part in an internship or work experience before they started their first job. Other key findings include: The majority (87%) of workers think work experience is still important, with one third (33.3%) saying that it could help you decide whether a career path is right for you A further 31.1% believe that having experience on your CV shows potential employers that youre motivated and passionate And, one in five (21.9%) say it introduces you to the world of work Lee Biggins founder and managing director of CV-Library comments: Were often told that work experience is vital for getting a job. So its interesting to see that UK professionals were able to land their first role without any previous work experience. However, its good to see that companies are hiring candidates who might not have a great deal of work experience, particularly when younger professionals are trying to get their foot in the door. Despite the finding, work experience is still extremely beneficial to both candidates and employers and is always an important focus on a CV. That said, its important to take a candidates entire CV into consideration when recruiting. After all, you dont have to rule out a great potential candidate just because they dont have any relevant work experience. The research also explored the role that the education system plays in helping young people to gain work experience. It found that nearly half (44.5%) of professionals said they were never told how important work experience was during their time in education. Whats more, 42.5% admit there was no opportunity to undergo work experience whilst at school, college or university. The majority (93%) believe that schools and universities should do more to encourage students to find work experience and internships whilst they are studying. Biggins continues: Its clear that more needs to be done across the education system to support students in finding work experience. After all, undergoing such placements can help to introduce young people to the world of work and help them to learn valuable skills. If youre keen to offer these opportunities to students you could consider starting a work experience or internship programme in your company. You never know, you might meet professionals that show great potential and this gives you a chance to recruit those innovative and talented individuals further down the line. For more information, visit CV-Librarys Recruitment Insight centre.
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Job seeker pens grime rap to grab recruiters attention
27-March-2018 - onrec.com
Posted in News archive A talented job-seeker grabbed the attention of an award-winning national recruiter by applying for a role with a gritty, self-penned rap. on 27 Mar 2018 Despairing graduate Anastasia Glover wanted her CV to stand out so she sent a late night rap to the MD of a recruitment firm describing her struggles to find work MD Steve Thompson posted the email on professional networking site Linkedin, where it has received 100,000+ views in 24 hours and shares, likes and comments in the thousands including offers of interviews. A talented job-seeker grabbed the attention of an award-winning national recruiter by applying for a role with a gritty, self-penned rap. Anastasia Glover stopped Forward Role founder and Managing Director Steve Thompson in his tracks with her eye-catching grime rhyme that describes her struggles finding work after leaving university. The 21-year-old, from Ashbourne, in Derbyshire, who graduated with a 2:1 in filmmaking from the Manchester School of Art in July 2017, raps about sending CVs and emails but getting no responses. And she also explains how shes worked propa ard and achieved a goal but been messed about by having to work trial shifts. Now Steve and the Manchester-based Forward Role team have committed to finding Anastasia a new job after being blown away by her efforts to get noticed. Steve said: We spend a lot of time talking to universities and their graduates about the realities of the job market in the UK and how they can stand out in the crowd because we know its not always easy to find a job. Thats clearly what Anastasia has found since she graduated but as soon as the rap landed in my inbox, I knew we could use this brilliant piece of fun to help her find work. This is the perfect way to grab the attentions of an employer. It shows brilliant creativity and a real willingness to think outside the box. Its clear from chatting to Anastasia since she sent the email that shes someone who has had a tough time trying to get noticed by some recruitment firms and employers whilst applying for roles in PR and social media. With that level of creativity we believe she has a brilliant future and we cant wait to play a part in finding her the perfect role. Steve shared the rap on professional social media site Linkedin, where it has already had over 100,000 views and likes, shares and comments in the thousands showing support. As a result of the post going viral, Forward Role has already had half a dozen offers from businesses desperate to speak to Anastasia about working for them. Anastasia said: I found Steve and Forward Role on LinkedIn and really wanted to catch his eye by doing something a bit different. To be honest, since leaving university in July Ive been sending my CV here, there and everywhere and getting nowhere. Businesses want experience but its really hard to get that experience when youve just graduated. It seems like the market is pretty saturated so I really wanted to make sure my email and my CV didnt get lost in amongst all the rest. It was a slightly silly email but hopefully it showed that Im creative and I can write. Now its onwards and upwards. Im really excited about my future and Im looking forward to working with Steve and the Forward Role team to find my next position. Grime is one of the fastest growing genres of music in the UK, with artists such as Stormzy making it mainstream. The hard hitting lyrics tell of the stories and struggles of young people in modern day Britain. The rap in full: Man's goin job centre, signing on the dole. Recruitment company aven't got man a role, Sending bare email and getting no response, CV probably only been looked at once. Trial shifts, mans been messed about bare, it's probably because av got propa skanky hair, Can't afford to flex on a highlight ting, Student loan bin an gone, look like a ming. Man got degree from university, a 2:1 ting, am serious G, worked propa ard and achieved a goal, still getting pied from man like forward role. Got no job an a got no mandem, I'd go on a bike ride, someone jacked me tandem. My CV [ALLOW IT FAM] below its attached, Be feeling propa blessed when a reply is dispatched. For more information on the services provided by Forward Role Recruitment visit www.forwardrole.com .
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3D Recruit achieves double APSCo Compliance+ accreditation
27-March-2018 - onrec.com
3D Recruit, a specialist provider of qualified social workers and teaching professionals in the UK, is celebrating becoming the first APSCo member to simultaneously hold Compliance+ Social Work and Compliance+ Education accreditations. Posted in News archive on 27 Mar 2018 The company, which was established in 2010 following the merger of Amicus Recruit and SocialWork 2000, achieved its Compliance+ Education accreditation in February 2018, having held Compliance+ for Social Work since its inception. 3D Recruit was the first APSCo member to undertake a joint audit in February this year, which it passed with flying colours. APSCo developed its Compliance+ accreditation to provide an uncompromising quality benchmark for Education and Social Work recruitment companies. It is the best practice quality standard for Education and Social Work recruitment businesses and compels members to go beyond statutory safeguarding standards and aim for excellence in competency selection and service quality. On achieving double accreditation, Ben Arnold, Managing Director of 3D Recruit, commented: As the first ever company to hold the APSCo Compliance+ accreditation across both Social Work and Education, I am immensely proud of such an amazing achievement. The support from colleagues and our management team has been brilliant, and the positive feedback we have had from our candidates and clients, during and following our audit, has been wonderful to hear. This accreditation demonstrates that safeguarding runs through the company at every level, and the protection of the young and vulnerable is at the heart of everything we do. Sam Hurley, Operations Director of APSCo, adds: The fact that 3D Recruit is in the unique position of achieving double Compliance+ accreditation demonstrates the companys commitment to providing high quality, appropriate staff across the vital sectors it supports. Id like to congratulate the team on passing their recent audit with ease, there is no doubt that 3D Recruit embodies the epitome of best practice and it is an honour to be able to provide the company with a badge of quality which demonstrates its commitment to excellence to its clients and candidates.
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Joblift analyses the UK´s 3D printing job market
27-March-2018 - onrec.com
From new legs for rescue dogs to 3D-printed electric cars, the use of additive manufacturing in an increasing number of industries has made 3D printing big news, recently Posted in News archive on 27 Mar 2018 On Monday, Siemens announced the building of one of Europes largest 3D printing factories in Worcester, thought to create 55 new jobs by September. However, how many jobs have already been created in additive manufacturing in the United Kingdom, and which cities are benefiting the most? To answer these questions, Joblift has analysed the UKs additive manufacturing job market in the last year, and has seen that despite a boost in the usage of 3D printing, vacancies have increased by just 25% of the UKs job market as a whole, with the aerospace industry growing the fastest. 3D PRINTING VACANCIES INCREASE AT JUST A QUARTER OF THE RATE OF THE UKS WHOLE JOB MARKET 5,509 3D printing vacancies have been posted in the UK in the last 12 months. Despite cheaper materials and more widespread use, these vacancies have experienced an average monthly increase of just 0.7%, a fourth of the 2.8% average monthly increase in the UKs job market as a whole. The minimal average monthly increase shows a stalling of 3D printing vacancies, possibly due to companies training and promoting employees in-house. Although vacancy growth has been slow, 3D printing positions have stayed active online for an average of 32 days. This is just one day longer than the 31-day average for the whole UK job market, a surprising feat for jobs advertising for highly skilled positions like additive manufacturing staff. 3D PRINTING VACANCIES RISE 13 TIMES MORE IN THE AEROSPACE INDUSTRY, BUT ENGINEERING HOLDS THE CROWN AS THE TOP EMPLOYING SECTOR The widespread potential of additive manufacturing has led to its usage in a variety of industries in recent years. Around 995 3D printing jobs have been advertised in the mechanical and plant engineering sector. The healthcare/dentistry and automotive sectors follow closely with 17.1% and 16.3% of the 3D printing job share, respectively. The aerospace aviation sector shows huge progress, with 501 vacancies advertised and the largest average increase of 9.3%, three times more than the engineering sector. Rounding off the top five, with an average monthly increase of 8.9%, the education and training sector has posted 286 vacancies in the last year. In terms of professions, system developers and analysts are the most in-demand (532 vacancies), followed by programmers (398) and mechanical engineers (346). In addition, illustrators and designers (253) are requested in 4.6% of vacancies, with scientists rounding off the top five with 185 postings. A QUARTER OF ALL JOBS ARE IN LONDON, BUT TWO OF THE TOP TEN 3D PRINTING LOCATIONS HAVE A POPULATION OF LESS THAN 200,000 INHABITANTS London Cambridge Bristol Coventry Manchester Birmingham Telford Leeds Southampton Nottingham London hosts the most 3D printing vacancies in the UK, with around 1,426 job postings being advertised in the last 12 months. Interestingly, Cambridge and Telford (both home to less than 200,000 citizens) ranked highly in the top ten. The rankings can be attributed to pharmaceutical company, Bespaks Innovation Centre and research positions at the worldclass university in Cambridge, and Protolabs Ltd. In Telford. As a whole, the spread of locations in the top ten shows how decentralised the 3D printing sector is; 40% of the locations are in the West Midlands and 40% in Southern England, with Manchester and Leeds leading the way for additive manufacturing in the North of England. joblift.co.uk
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Report on California Workers Comp Shows 227 Medical Providers Suspended
27-March-2018 - insurancejournal.com
The California Department of Industrial Relations on Monday issued a progress report on its anti-fraud efforts, including updates on the suspension of 227 medical providers from treating Californias injured workers and the dismissal of 292,000 illegitimate liens with claims valued
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700% surge in highly paid data protection jobs
27-March-2018 - onrec.com
With just two months to go until the UKs biggest overhaul of data protection law for two decades, data protection professionals are enjoying a jobs opportunity surge - according to new figures released by the worlds largest job site, Indeed. Posted in News archive on 27 Mar 2018 Company Profile Indeed View profile » Imminent overhaul of data protection rules has created a jobs boom for Data Protection Officers With just two months to go until GDPR rules come into force, the number of vacancies has spiked by 709% Specialist data roles typically pay nearly double the average Britons salary With just two months to go until the UKs biggest overhaul of data protection law for two decades, data protection professionals are enjoying a jobs opportunity surge - according to new figures released by the worlds largest job site, Indeed . The General Data Protection Regulation, which comes into force on 25th May, gives individuals more say over what companies can do with their data. But crucially it also introduces tough fines for organisations that fail to comply with the new rules. With thousands of companies and public sector organisations still racing to get compliant in time, Indeed has tracked an incredible 709% surge in the number of vacancies for Data Protection Officers since the GDPR rules were ratified nearly two years ago. The nationwide recruitment drive has piqued the interest of jobseekers, with Indeeds figures also revealing that during the same period the number of candidates looking for Data Protection Officer jobs rose nearly four-fold ( 297%. ) Data Protection Officers typically train staff who are involved in data processing and carry out security audits to make sure personal data is being dealt with legally. The job requires knowledge of data protection law and practices, and because such professionals are in high demand the average salary is currently £47,483 - nearly double the average UK wage of £27,600.
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For all your Nursery Job needs a new, complete solution!
27-March-2018 - onrec.com
Entire Nursery Jobs are a newly launched job board that are focused on the early years sector and providing all the industries jobs in one central place. Posted in Launch on 27 Mar 2018 Company Profile HotLizard View profile » Powered by HotLizard s jobboard.com platform the new Entire Nursery Jobs is a fully functional job board, complete with integrated payment gateway that went from inception to live in under a week. The jobboard.com platform provides the flexibility required to allow changes to be made that reflect the changing needs of a job board as it grows and develops. Entire Nursery Jobs also benefit from a continual upgrade pathway that they are able to feed into. For more information on how you can benefit from HotLizard s jobboard.com platform, with a continual upgrade pathway at no additional cost, contact the HotLizard team on 01621 813 339 or sales@hotlizard.net for more info.
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UK millennials are rejecting potential jobs because of their ´uninspiring´ and ´boring´ office layouts
27-March-2018 - onrec.com
Millennials in the UK are turning their back on potential employers due to the poor and uninspiring design of offices, according to a new study released today. on 27 Mar 2018 A fifth (21 per cent) of millennials admit to rejecting a potential employer because of the poor look of their office Almost half of UK millennials deem coworking to be a favourable way to network with others Nearly one in three (31 per cent) Brits find their current office environment uninspiring and boring, with 20 per cent reporting that it makes them feel stressed Millennials in the UK are turning their back on potential employers due to the poor and uninspiring design of offices, according to a new study released today. The research, commissioned by coworking provider Mindspace , in conjunction with research firm One Poll, reveals that employers are struggling to attract and retain young talent due to the importance that the younger generation is placing on the aesthetics and vibe of the workplace. The survey revealed that Britons are becoming increasingly bored with their current office environment (31 per cent), uninspired to go to work. Another 28 per cent of workers express that their place of work is outdated and dull. Over a fifth (21 per cent) of 18-24 year olds admit that they have rejected a potential employer because of the poor design of the office or lack of amenities available. 34 per cent in the same age group would be willing to commute for a maximum of one hour each way to an office that is considered perfect - compared to only 22 per cent of 45-54 year olds. This signals the urgency and importance of workspace design and its impact on company culture. 16 per cent of 18-24 year olds revealed that they have actually left a job because of how poorly designed the office was in one of their previous roles. Benefits and perks are also important for many UK millennials, with 26 per cent of 25-34 year olds stating that a companys benefit packages (such as discounted massages and dog walkers) is one of the most important factors for them when considering an employer. According to the research, Britons visit the same workplace five days a week (82 per cent) and work from the same desk in the office (80 per cent), but they are feeling bored and uninspired by their working environments. This has a detrimental effect on their productivity and mental health, with many stating that they feel tired (24 per cent) and stressed (20 per cent). As expected, while many state that they have access to amenities and features such as a kitchen (72 per cent), meeting rooms (66 per cent) and free tea & coffee (53 per cent), what UK office workers desire the most to improve morale is more natural light, air conditioning and improved interior lighting. While many companies in the UK have embraced open plan offices over the last few years, a significant number of office workers (46 per cent) feel that there is either limited or no collaboration between different teams and departments in their office currently. Nearly one in five (19 per cent) do not feel that their current office encourages them to collaborate with others but a quarter (25 per cent) are desperate for break out areas, more spaces for private work (23 per cent) and more creative brainstorming spaces (19 per cent). Dan Zakai, co-founder and CEO at Mindspace commented , Millennials are the future of the workforce and will constitute over 50 per cent of the working population in the next few years. Its insightful to see that so many graduates and young workers are turning their back on potential employers because of the poor design of their office. While many young workers in the UK still value a good workplace culture and decent salary, employers need to start placing a much larger emphasis on the aesthetics of the office and fostering a more collaborative workspace in order to retain and attract the best young talent through their doors . Mindspace offers artistically designed, high end coworking spaces that places companies, departments, start-ups and teams of all sizes in a collaborative environment. Mindspace currently operates 16 locations worldwide and recently opened its first UK space above Aldgate East tube station in London. Its second UK space is scheduled to open in Londons Shoreditch this May. Members can access Mindspace properties 24/7, while gaining unlimited access to all locations around the world at no additional cost. For more information on Mindspace please visit: https://www.mindspace.me/
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PhD Freelancing platform Kolabtree launches ability to hire scientists by the hour
27-March-2018 - onrec.com
PhD freelancing platform Kolabtree launches hourly rates enabling employers to tap into scientific expertise by the hour. Posted in News archive on 27 Mar 2018 London based PhD platform Kolabtree has announced that freelancers registered on its platform can now be hired on an hourly basis. This comes as good news for businesses that struggle to tap into high level expertise in order to solve complex issues. Our customers have been asking us for this functionality for some time. Its great news for both our freelancers and our customers as it gives a huge amount of flexibility to businesses who in the past have struggled to get help from high level experts said Kolabtree CEO Ashmita Das. Generally, businesses need to think very carefully about who they employ due to the huge overheads and commitment involved in hiring new employees. Freelancing platforms have been hugely popular due to the fact that they remove a large amount of this overhead and risk, and give both the employer and freelancer a high level of flexibility around the way they work. Launched in 2015, Kolabtree now has over 4,200 freelancers registered from an array of backgrounds including food scientists, medical researchers, biostatisticians, scientific researchers, health economists, data scientists and researchers. Experts include scientists from the likes of NASA, Harvard, Stanford, MIT, and Cambridge. In a similar way to other more generalist freelancing platforms, Kolabtree enable companies to list projects for which they need expert help, whilst freelancers can create a profile for free and apply for projects where they see a skills match. Its only after the two parties have established a dialogue, agreed a fee and completed the work that the fee changes hands. Kolabtree charges a small commission on the fee. www.kolabtree.com
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Brexit: UK firms ´fearful´ for future migration system
27-March-2018 - bbc.com
Businesses worry about their ability to recruit workers from the EU after Brexit, a report finds.
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Workplace sexual harassment victims ´need better protection´
27-March-2018 - bbc.com
Equality watchdog calls for employers to be legally obliged to protect workers from victimisation.
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Holmes Murphy Expands Nebraska Main Street Program to Smaller Companies
27-March-2018 - insurancejournal.com
Iowa-based Holmes Murphy has expanded Main Street, its captive insurance subsidiary built to give small businesses the same buying power as big corporations, to include businesses with 10 to 50 employees. Since its inception in 2014, Main Street has helped
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Workers Compensation Costs to Drop in Arkansas
27-March-2018 - insurancejournal.com
Arkansas businesses will see a decrease in workers compensation insurance costs beginning in July. Arkansas Insurance Commissioner Allen Kerr today has approved a decrease in workers compensation cost of 15.4 percent in overall loss in the voluntary market and a
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Missouri Bill Backing Workplace Arbitration Fails to Advance
27-March-2018 - insurancejournal.com
A Missouri bill to strengthen employment contracts that require sexual harassment, discrimination and other work-related issues to be decided through arbitration has died an unusually early death that came as Congress considers moving in the opposite direction. At issue is
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Sarah Dubbeldam: How I became a magazine editor in chief and CEO
27-March-2018 - usatoday.com
Sarah Dubbeldam is a busy lady. The former model from Los Angeles started Darling magazine after a coffee shop conversation in her twenties, and now serves as both editor-in-chief and CEO, as well as her newest job mom to baby Judah.
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5 things younger workers are worried about and how to fix them
27-March-2018 - usatoday.com
We all have our points of stress. Heres whats irking Millennials today.
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Youre charging your iPhone wrongheres how to fix it
27-March-2018 - usatoday.com
You paid a lot of money for a fast-charging iPhone. Heres how to actually get it.
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What Millennials get wrong when it comes to their careers
27-March-2018 - usatoday.com
Millennials might think they have it all figured out. But it turns out, they might not be too savvy when it comes to their careers. Susana Victoria Perez (@susana_vp) has more.
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How to use subliminal messaging to your advantage in business and in life
27-March-2018 - usatoday.com
Brain science: Subliminal and supraliminal messages influence purchases and creativity and can even change workplace behaviors.
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Citi, Goldman and rivals ramp up Brazil banker poaching war
26-March-2018 - reuters.com
SAO PAULO (Reuters) - Global investment banks from Citigroup to Goldman Sachs are hiring again in Brazil after years of retrenchment as historically low interest rates fuel a recovery as well as a small boom in M&A and stock and local bond offerings.
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Sector Report: Is Wellness Just an Employee Perk?
26-March-2018 - workforce.com
While sponsoring health club memberships and Fitbit leaderboards is a great way to get employees focused on healthy living, the real benefit of wellness programs is cultural cachet. The post Sector Report: Is Wellness Just an Employee Perk? appeared first on Workforce Magazine .
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CIA-Leavitt in Colorado Adds Sipla as Agent
26-March-2018 - insurancejournal.com
Colorado Springs, Colo.-based CIA-Leavitt Insurance Agency has named Kate Sipla as an insurance agent. She specializes in commercial insurance and employee benefits. Sipla previously sold software for SocialChorus, HVAC and mechanical services for commercial facilities at ABM, and office equipment
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How to get your home sold in a slow property market
26-March-2018 - dailymail.co.uk
The market has taken a turn for the worse and your main tasks when selling will be getting your house in tip-top shape and then setting the right price.
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The secret to making a mint from shares: How to use funds to invest in the stock market
26-March-2018 - dailymail.co.uk
Stock market investment can seem scary and complicated, particularly if you have only ever used ordinary savings accounts at banks and building societies.
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OSHA Resources to Protect Health Care Workers
26-March-2018 - workforce.com
You might think that construction workers or manufacturing employees have the highest rate of workplace injuries. To the contrary, however, its health care workers. On average, U.S. hospitals recorded 6.8 work-related injuries and illnesses for every 100 full-time employees, nearly twice the rate for private industry as a whole. The numbers are even higher for nursing and residential care facilities.... The post OSHA Resources to Protect Health Care Workers appeared first on Workforce Magazine .
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Is IMF boss Christine Lagarde after the EU top job?
26-March-2018 - dailymail.co.uk
International Monetary Fund head Christine Lagarde is widely thought to want to succeed Jean-Claude Juncker as president of the European Commission.
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Profit lift drives Speedy Hire shares 8% despite the collapse of major client Carillion
26-March-2018 - dailymail.co.uk
Speedy Hire said it was predicting a boost to both revenues and profits for the year to March 31, having reduced its fleet and seen its recent acquisitions perform in line with expectations.
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How to stop an interest-only mortgage timebomb hitting your home
26-March-2018 - dailymail.co.uk
This type of loan was popular in the early Noughties, as they kept monthly repayments low. Unlike a traditional repayment mortgage, you have only to pay the interest each month.
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2,000 jobs under threat at fashion chain
26-March-2018 - bbc.com
More woe on the high street as Select seeks to reduce rents and close unprofitable stores.
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DPD improves workers´ rights after driver´s death
26-March-2018 - bbc.com
The delivery firm makes the changes after work pressures are blamed for the death of one of its drivers.
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Firms failing to report pay gap in ´last chance saloon´
26-March-2018 - bbc.com
Employers face "unlimited fines" if they do not meet a deadline for publishing their gender pay gap.
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Social mission
26-March-2018 - bbc.com
Would you give up a job for a six-month contract to tackle ways of improving mental health? asks the BBC's Andrew Bomford.
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Worker Dies in Massachusetts Furnace Equipment Supplier Explosion
26-March-2018 - insurancejournal.com
An explosion at a Massachusetts manufacturing facility has killed one worker and injured another. Officials say the man was an employee at Advanced Vacuum Systems in Ayer, about 40 miles northwest of Boston. The Middlesex District Attorneys office says its
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Lockton Acquires Benefits and Enrollment Firm E3 Solutions in Colorado
26-March-2018 - insurancejournal.com
Lockton has acquired Jeff Connick and E3 Solutions to grow its employee benefits service offerings in the Mountain West region. Denver, Colo.-based E3 Solutions is an enrollment and benefits administration firm founded in 2014. Connick joins Lockton as a vice
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Asbestos Concerns Halt Restoration of Century-Old Washington Hotel
26-March-2018 - insurancejournal.com
Restoration work on a century-old former hotel in eastern Washington has been halted after air quality inspectors say they found signs of asbestos. The Spokesman-Review reported that the state Department of Labor and Industries stopped work on the Otis Hotel
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Pinnacol Issues $50M in Dividends to Colorado Employers
26-March-2018 - insurancejournal.com
Pinnacol Assurance is distributing $50 million in workers compensation dividend checks this month to its policyholders. Nearly 53,000 employers throughout the state will receive a dividend. Check amounts are calculated based on the policyholders premium size and performance. The average
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How to beat mortgage rate hikes: Seven cunning tricks to stop your repayments rocketing
25-March-2018 - dailymail.co.uk
The Bank of England is expected to hike base rate from 0.5 per cent to 1 per cent by December and you can be sure that banks will do everything in their power to pass on these increases to customers.
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Waymo CEO Krafcik has a lot of confidence his tech would have avoided deadly Uber accident
25-March-2018 - usatoday.com
Google-owned autonomous car company notes it does closed-course testing with special LiDAR to avoid unexpected objects.
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How to answer where do you see yourself in 5 years? job interview question
25-March-2018 - usatoday.com
How you answer this can say plenty about you.
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He helped lead the dotcom revolution, but now Brent Hoberman is warning of a new technology threat
24-March-2018 - dailymail.co.uk
Hoberman thinks the rise of artificial intelligence could trigger a 20-year period where more jobs are lost than created because of robots.
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From investing in your favourite artist to going to more live gigs, how to reap rewards
24-March-2018 - dailymail.co.uk
Breaking into the music industry is hard. But here, we show how despite the risk of failure, investing in musicians can be deeply rewarding often in the most unexpected of ways.
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´Business, not charity´: 15 trained for AC construction jobs
23-March-2018 - abcnews.com
Fifteen residents of Atlantic City are beginning new careers in the construction industry thanks to a program that sought out and trained inner-city talent for casino and university projects
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Ohio Manufacturer Agrees to $1M Penalty for Health, Safety Violations
23-March-2018 - insurancejournal.com
An Ohio auto parts manufacturer has agreed to a settlement that includes a $1 million penalty resulting from workplace health and safety violations, federal safety officials said. The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) said in
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Walgreens Agrees to $5.5M Settlement with Massachusetts
23-March-2018 - insurancejournal.com
Pharmacy chain Walgreens Co. has agreed to pay $5.5 million to resolve allegations that it overcharged for prescriptions covered by the Massachusetts workers compensation insurance system. State Attorney General Maura Healey says the settlement ensures that Walgreens does not profit
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Pampered pooches take to the sky in travel niche
23-March-2018 - reuters.com
HONG KONG (Reuters) - Ding Dong and Fun Fun, a pair of 12-year-old Yorkshire terriers, know how to enjoy the high life - literally.
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Utah Subway Shop Suit over Wrongly Accused Worker Dismissed
23-March-2018 - insurancejournal.com
A judge has dismissed a defamation lawsuit filed by owners of a Utah Subway shop where a worker was wrongly accused of drugging a police officers drink. U.S. District Judge Dee Benson ruled that police in Layton did not implicate
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Tuning in to Recruit a Roomful of Rock Stars
23-March-2018 - workforce.com
Author Jeff Hyman Jeff Hymans recruiting process may seem rigorous to some people. The author and chief talent officer at executive search firm Strong Suit LLC has been a recruiter for 25 years and has found the recruiting process to be crucial to a companys success. Hyman shares his industry knowledge in a new book titled, Recruit Rockstars, which includes... The post Tuning in to Recruit a Roomful of Rock Stars appeared first on Workforce Magazine .
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Fading hopes of finding a buyer for Maplin puts 2,500 jobs at risk
23-March-2018 - dailymail.co.uk
The jobs of 2,500 Maplin workers are on the line as hopes of finding a buyer for the stricken electronics chain fade and stores begin to close over the coming weeks.
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Possible stock buy? Kroger has long-term plans for tax cut benefits
23-March-2018 - usatoday.com
The grocer is investing in its employees and in tech that can cut food prices.
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Job interview? 6 buzzword phrases to avoid using if you want to get hired
23-March-2018 - usatoday.com
Weve all been in this positionwere at work or on an interview and all of a sudden we accidentally say something that we quickly realize sounds so awkward, so not right that wed give nearly anything to somehow be able to...
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Atlanta hit by ransomware attack, city employees told not to turn on computers
23-March-2018 - usatoday.com
A ransomware attack on the city of Atlanta means city works at city hall cant turn on their computers and WiFi at the airport is off.
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Student loan forgiveness program gets $350M one-shot boost to aid struggling borrowers
23-March-2018 - usatoday.com
Federal spending bill signed by President Trump includes new funds to fund debt forgiveness for student loan borrowers working in public service or non-profit jobs. The money is earmarked for consumers who didnt qualify because of complex rules or incorrect information from student loan servicers.
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Benefits of hiring a well-known web design agency
23-March-2018 - onrec.com
They might seem to cost a lot of money, but well-known web design agencies offer benefits that lesser-known agencies cant give you. Were going to look into these benefits and why theyre considered to be worth the cost. Posted in News archive on 23 Mar 2018 Your sites coding will be done properly Your coding will be done by experts in the field that have had training and experience in developing sites. This is clear from their reputation - if their site Coders werent very good, they wouldnt have gained a high profile because the coding of a site acts as the building blocks. Without great coding, a site will not work properly and will look awful. Your site will look professional Along with a team of coders, they will also have Graphic Designers on hand to create a beautiful website that showcases your professionalism. The Graphic Designers from a Manchester Web design agency thats well-known, will understand how to let your brands theme shine through the site design. Theyll have tons of experience in designing a site that fits in with your logo and will repeat common themes to make sure each page suits your brand in a seamless fashion. You can view their previous projects Well-known agencies will have a lot of case studies to showcase their skills to potential clients - like you. In addition to this, client testimonials should also be included. This is great because you can read what real clients of theirs have experienced with them and the results they have seen since hiring the web design agency. You can trust they will deliver Trust is a big part of any client and agency relationship and its very important to have. An agency that has had big clients can be trusted much more than those who havent. This is because big clients mean more responsibility. So, if big companies can trust them, its more likely and feasible for you to be able to also trust them. Bespoke online strategies Due to the agency being well-known, you can be reassured that their online strategies work. They need to be good at coming up with online strategies because they are also a business who relies heavily on digital marketing. This moves us nicely onto our next benefit, Search Engine Optimisation services. SEO services SEO plays a massive role in getting your website seen by search engines and, therefore, potential customers. A medium-large sized online agency, no matter what they do, will always have a specialised SEO campaign and strategy that gets their site seen. Without a decent SEO strategy, your site will never rank well in search engine results pages. Plus, getting the same agency who built your site to market your site will cost you less and you can feel assured that theyll deliver as well as they did when building your site. Got any more benefits? If you have some more benefits you want to add to this list, go ahead and tell us about them!
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Brightwork guarantees employment opportunities for Scotland-based victims of human trafficking
23-March-2018 - onrec.com
Brightwork, the Glasgow and Edinburgh based recruitment agency, is continuing its fight against modern slavery by forming a partnership with the charity, Migrant Help, which will guarantee employment opportunities for victims of human trafficking. Posted in News archive on 23 Mar 2018 Shan Saba, a director at Brightwork said: This is a substantial commitment for us, given the number of victims of human trafficking who are rescued in Scotland each year, but as a company we are committed to this cause. We stand by these victims, people brought to Scotland under false pretences then worked to exhaustion in abject conditions. We will offer them employment and a future. In 2016 there were 150 potential victims of human trafficking identified in Scotland alone. Of those, Migrant Help supported 129 potential victims, and 23 dependents, making the charity one of the largest supporters of victims of modern slavery in Scotland. Jitka Minxova, Communications Manager at Migrant Help, said: Any way of us helping our clients into employment is wonderful. Employment is hugely important for their recovery, and sense of self-worth for being able to provide for their families. We are very pleased to be operating in partnership with Brightwork. Migrant Help provides support to victims of human trafficking after rescue; helping them to access counselling services, guiding them through normalising their immigration status, accessing much-needed health care and providing asylum services. This is the third partnership Brightwork has established to battle modern slavery: its first was with Stronger Together, a multi-stakeholder initiative aimed at rooting out slavery practices in the food supply chain, and its second was with the Bridges Programme, a Glasgow-based charity with 15 years of experience helping migrants find work in Glasgow. If you suspect that someone you know is a victim of human trafficking, there is information and contact numbers on the Migrant Help website.
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Women in tech the tide is changing
23-March-2018 - onrec.com
Still room for improvement, but women are reclaiming their place in tech Posted in Opinion on 23 Mar 2018 Company Profile Jobsite.co.uk View profile » Nick Gold, CEO, Jobsite The tech world has not always been as male-dominated as it is today. From the beginning of computing in the 1940s, women led major developments in programming and software development. In 1984, 37% of computer-science majors were women; curiously coding was a rote skill like typing and considered more suited to women. The tech industry's image shifted rapidly in the 1980s and 90s, when society began to associate programming with men. The earliest games consoles were marketed as boys toys which meant they were more exposed to coding. Today, only one in four computing jobs is held by a woman. Programming isn't a male or female job and remembering this is essential to address the tech industrys skills gap. Of course, these days the tech world is not only about coding: while females need to be encouraged into studying more technology-based subjects, there are many things companies can do to attract and retain women. Jobsite was part of a large study last year to delve into how we can close the skills gap in the UK, and encouraging women is one such option. It brings other benefits too, including much sought-after diversity of opinion and thought. After all, women are around half of the population, so products, services and solutions need to be designed to include them as well. More women are joining the tech world and, whilst it may be slower than ideal, there is a definite increase. Just over 30% of female respondents in a Computer Weekly survey last year had been in a tech job for less than five years, compared to 19% of men. In the more experienced part of the IT workforce, 70% of men have been in tech for 10 years or more, compared with just 45% of women. If women can be retained in the sector, this is a positive rebalancing. Diversity is desired by teams, as this encourages diversity of approach, but firms often focus too much on technical skills when hiring staff, without considering what other skills are needed for tech roles. Often, as the tech industry has grown, people who could be trained to fill a role are overlooked in favour of the few people who have the technical skills needed to walk straight into a role, which has led not only to a gender gap, but also to a skill one. Not only are employers often failing to consider soft skills, but many also still suffer from an unconscious bias, making them more likely to hire people who are like them, leaving out the diverse applicants, be it women, older candidates or other less-represented groups. Once women have joined, it is not enough for companies to sit back and think they have achieved diversity. That defeats the object it is not just about meeting an imaginary quota. Women in technology tend to leave the field within 10 years and this is often because they feel unsupported to make other life decisions, like having children. If companies have a clearly articulated retraining policy for women in highly technical roles, like coding, they are more likely to return to work after a break to have children. We found that women valued remote working (76%) and career progression opportunities (72%). Remote working goes a long way to putting an end to the Dilbert Era perception of the IT workplace and an increasing number of entrepreneurial tech companies are making the field more attractive to a broader range of people. The workplace has changed, but there is a clear historical precedent for women doing exceptionally well in technology and bringing them back into the fold solves many challenges for UK businesses.
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Vodafone launches worlds largest international future jobs programme to help up to 10 million young people find work
23-March-2018 - onrec.com
Vodafone today announced the launch of a ground-breaking international future jobs programme What will you be? to provide career guidance and access to training content in the digital economy for up to 10 million young people across 18 countries1. Posted in Launch on 23 Mar 2018 The Vodafone digital skills and jobs initiative is the largest of its kind in the world. In parallel, Vodafone also announced plans for a significant increase in the number of young people brought into the company to gain direct experience of the digital workplace. Vodafone will expand its existing graduate, apprenticeship, internship and work experience schemes worldwide 2 to reach a total of up to 100,000 young people by 2022. The two initiatives were announced as Vodafone published the results of a major international public opinion survey revealing the extent to which young adults aged 18-24 believe they are ill-equipped to participate in the digital economy despite being the first generation to be born digital. The International Labour Organization (ILO) estimates that more than 200 million young people are either unemployed or have a job but live in poverty 3 . In many of the countries in which Vodafone operates, youth unemployment is at record levels, from 38% in Italy and 39% in Spain to 47% in Greece and 53% in South Africa 4 . Previous studies have found that a prolonged period of unemployment shortly after a young person leaves education to enter the workforce can have a lifelong negative effect on individual confidence, self-esteem and wellbeing. Paradoxically, unemployment among young people is rising just as businesses of all types and sizes are struggling to fill a wide range of digital technology roles that are critical for future growth. The European Commission estimates that around 500,000 digital jobs across the European Union will remain unfilled by 2020 5 Getting young people into work Over the last year, Vodafone has worked with specialist psychologists, careers advisers and training providers to develop a smartphone-based service - called the Future Jobs Finder ( https://futurejobsfinder.vodafone.com/ ) - that offers young people a simple but comprehensive gateway to new skills and opportunities for employment in the digital economy. The first step in the Future Jobs Finder is a series of quick psychometric tests designed to identify each individuals aptitudes and interests and then map these to the most appropriate job category in the digital economy. In the second step, the individual is directed to specific job opportunities in their chosen location, including opportunities with Vodafone. Users can also access relevant online digital skills training providers, with many of these courses available for free. On completing the tests, users also receive a summary of their skills and interests that can be used on their C.V. or in a job application. Getting young people into Vodafone As a leading technology company, Vodafone has a strong employer brand recognised by young people. In each of the 26 countries in which Vodafone operates, there are well-established graduate, apprenticeship and internship schemes as well as a wide range of work experience opportunities including coding classes for high school girls. Over the next five years, Vodafone will double the number of opportunities offered to under-25s to experience the world of work, reaching a total of 100,000. This represents the largest commitment to training and development of young people since the founding of Vodafone 33 years ago. Unsupported and uncertain: young people and the digital economy Vodafone commissioned YouGov to ask 6,000 18-24 year olds in 15 countries 6 for their views on their future career aspirations and concerns. The findings from the Vodafone-YouGov The State of iGen 7 research include: more than two-thirds (67%) of young people interviewed said they had received insufficient or no careers advice at any point in their education or since leaving school or university; of those who had received careers advice during their time in education, just 15% said the careers advice they had received included more future-focused digital jobs, 38% felt the advice they had received was focused purely on traditional non-digital roles and 22% said the careers advice they received was out-of-date; more than half (56%) believe the greatest struggle for their generation is to find any kind of well-paid permanent job, a proportion rising to 64% among young women; and more than one-fifth (23%) appear to have lost all confidence, and worry they do not have the skills to take on any role, no matter how basic. The full The State of iGen research - including a country-by-country breakdown and additional statistics - can be found here . ILO Director-General Guy Ryder said: This is a timely and welcome initiative by Vodafone. The digital economy has enormous potential to create decent jobs for youth and act as a catalyst for sustainable growth and development. This potential can only be realised if young people are equipped with the skills needed by our fast-changing economies. Tools such as the Future Job Finder can help them get on the right path. Vodafone Group Chief Executive Vittorio Colao said: No society can prosper if large numbers of its young people find themselves excluded from employment. Throughout history, new technologies have displaced established roles across multiple industries, narrowing the range of job opportunities. However, as old roles fall away, new roles emerge. Over time, every workplace will go digital, creating accelerating demand for a wide range of specialist technology skills. We want to help connect the new generation to the new world of work. 1 - Albania, Czech Republic, Egypt, Germany, Ghana, Greece, Hungary, India, Ireland, Italy, Kenya, New Zealand, Portugal, Romania, South Africa, Spain, Turkey, UK. 2 - Albania, Czech Republic, Egypt, Germany, Ghana, Greece, Hungary, India, Ireland, Italy, Malta, Netherlands, New Zealand, Portugal, Qatar, Romania, South Africa, Spain, Turkey, UK, Vodafone Group. 3 - http://www.ilo.org/global/research/global-reports/weso/2016/lang--en/index.htm 4 - https://data.oecd.org/unemp/youth-unemployment-rate.htm 5 https://ec.europa.eu/digital-single-market/en/policies/digital-skills 6 - Czech Republic, Egypt, Germany, Greece, Hungary, India, Ireland, Italy, New Zealand, Portugal, Romania, South Africa, Spain, Turkey, UK 7 - Vodafone / YouGov research, Sept 2017 https://yougov.co.uk/find-solutions/omnibus/international/vodafone-study-igen/
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Concept Resourcing looks to grow well-established Field Service division with the appointment of Jon Horrocks.
23-March-2018 - onrec.com
Concept Resourcing is delighted to welcome Jon Horrocks to the business. Posted in News archive on 23 Mar 2018 Joining as the Senior Manager of the thriving Field Service Engineering and Business Support divisions, Jon has come aboard to oversee strategic growth of this area of the business. Jon comes from a background in business growth, having built a sports development startup from creation to building its turnover to an impressive £2m+. He then went on to pursue new challenges working in recruitment where he spent 5 years honing his craft in Procurement and Supply Chain. With Field Service being Concepts most well-established division and Business Support shaping up to be an exciting new area for the company, Jon joins Concept Resourcing with a view to develop new markets and drive the business forward. CEO Chris Short has high hopes for what Jon can bring to the division Concept Resourcing has brought a number of senior leaders into the business over the past year to help us achieve our ambitious growth plans says Short, Jon is going to be instrumental in leading our well-established team into what is going to be a very exciting year. Having spent a number of years at a global recruitment firm, headhunting and managing teams to support clients in delivering national projects, Jons eager to bring these skills to help develop the team at Concept. Concept is a market leading business with a solid foundation in Field Service and Business Support, I intend to apply the skills Ive gained from developing new markets and take the division to new heights comments Jon. www.conceptresourcing.com
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2018 pay awards forecast at 2.5%
23-March-2018 - onrec.com
Employers are predicting that pay awards in 2018 will be at their highest level in almost four years, according to data from pay analysts XpertHR. Posted in Statistics and trends on 23 Mar 2018 Survey results show that private-sector employers expect to give employees a 2.5% pay rise over the coming year. This compares with the 2% median increase given over the past 12 months, and is more optimistic than employers were predicting six months ago. EXPECTED PAY AWARDS, 12 months to the end of February 2019 Key findings include the following: Employers in both the manufacturing and production, and services arms of the private sector foresee 2.5% as their benchmark pay award this year. Overall the middle half of all pay awards are expected to be worth between 2% and 3%. The most common pay award prediction remains 2%, with almost three in 10 (28.9%) forecasts at this level. At the top end of the scale, more than one pay award in 10 is forecast to be worth 4% or more. Further evidence of an upturn in fortunes for employees is that one-third (32.5%) are expected to receive a higher pay award that they did last year the highest proportion recorded by XpertHR since 2011. Pressure to make higher pay awards is coming from familiar places - what other organisations are paying, recruitment and retention issues, and inflation. Meanwhile downward pressures stem from the organisation's inability to pay, their inability to raise their prices and from pensions costs. More broadly, employers report that they are looking for a more stable economy before making higher pay awards, with some specifying the need for more confidence in the economy and for higher economic growth. Brexit inevitably gets a mention because of its effect on market confidence and, therefore, the level of pay rises that could be awarded while there is uncertainty in the outlook for business growth. Latest pay award findings Looking back, in the three months to the end of February 2018 XpertHR has recorded a 2.5% median basic pay award across the economy. Based on a sample of 169 basic pay awards effective between 1 December 2017 and 28 February 2018, we find that: The median pay award across the whole economy is 2%, with the middle half of pay awards (the interquartile range) worth between 2% and 3%. While only a quarter (26%) of pay awards were the same as the award received by the same group of employees last year, the majority (57.3%) were higher. Just 16.8% of awards were lower than the employees previous increase. Within the private sector, the 2.5% figure is also recorded for pay awards in private-sector services firms, while manufacturers reported a median 2.6% increase. Over the 12 months to the end of February 2018, the median pay award in the private sector is 2%, compared with 1% in the public sector. XpertHR pay and benefits editor Sheila Attwood said: It is several years since employers have been so optimistic about prospects for pay rises. If private-sector pay awards stick at 2.5% over the course of the year, this will mark the first time since 2012 that increases have been consistently above 2%.
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Thomas International Appoints new Chairman
23-March-2018 - onrec.com
Posted in News archive Thomas International, leading global provider of people assessment tools, has announced the appointment of Fergus Brownlee as Chairman. This follows news that the company has secured significant investment from Palamon, a pan-European growth investor. on 23 Mar 2018 As Chairman, Fergus will help drive the strategic direction for the business and work closely with the senior leadership team to implement ambitious plans for growth and build on the success of the last 10 years. Fergus brings a wealth of experience in supporting international businesses through private equity investment, as well as in the recruitment and education markets in which Thomas operates. In his most recent role as President of the Cambridge Education Group, for over 10 years he supported the business in delivering academic, creative and English language programmes to thousands of students ahead of their progression into the worlds leading universities. The organisation was also initially backed by Palamon during this period. Commenting on his appointment, Fergus Brownlee said: Thomas International has come a substantial distance over the last few years in terms of positioning itself for even greater growth. The business has a strong team of people behind it and is in great shape in terms of the marketplace. As it moves from an established family business into a private equity environment, my role is to steer the company through this change. There are plenty of opportunities for us to make significant steps forward, so now is the time for us to pursue these wholeheartedly. Thomas Internationals CEO, Amir Qureshi, commented: Fergus has a strong knowledge and understanding of our markets, our business direction and our challenges, which makes him perfectly positioned to lead as our new Chairman. On behalf of myself and the whole team at Thomas, we look forward to working alongside him as we move forward into a new era for the business. Fergus succeeds Martin Reed, a founding family member who has been at the forefront of the business for the last 27 years. Martin will stay on as a non-executive director for the Reed family. Founded in 1981, Thomas International has been at the forefront of assessment innovation for more than 37 years, helping SMEs to recruit, develop, and retain talent. Headquartered in Marlow, the company has 81 offices globally with over 75% of sales originating from international markets. More than 2 million Thomas International assessments are completed each year across over 60 countries and in 56 languages. www.thomasinternational.net
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Cost of workplace-related accidents on the rise
23-March-2018 - onrec.com
Personal injury specialist YouClaim is urging employers and employees to ensure they are doing everything they can to reduce the risk of accidents in the workplace, as businesses are spending billions of pounds each year to cover the cost of accidents. Posted in News archive on 23 Mar 2018 Company Profile I-COM - Web design and Marketing View profile » Around 70,000 employees suffer an injury in the workplace each year, according to RIDDOR reports from the Health and Safety Executive (HSE). The 2015/16 reports show that although the number of injuries has gradually declined over the last five years, work-related accidents and illness cost businesses in the UK around £14.9 billion per year and result in a loss of 31.2 million working days. Also, the penalties for breaching health and safety legislation have become tougher, and companies found guilty of a breach face hefty fines from the HSE or up to two years imprisonment. Since the introduction of new sentencing guidelines on 1st February 2016, the value of fines collected has increased by 80%, jumping from £38.8 million in 2015/16 to £69.9 million in 2016/17. Richard Powell at YouClaim said: For some companies, fines issued for breaches in health and safety could be the difference between staying in business or facing bankruptcy. Although these penalties may seem tough, they are in place to urge companies to assess their current health and safety procedures and commit to further improving standards. To help raise awareness of accidents in the workplace, YouClaim has created a visual guide on the risks that many companies are missing, which is increasing the likelihood of an incident. Mr Powell said: Without regular checks, a seemingly safe workplace can hide serious health and safety risks likely to cause harm to employees, visitors or members of the public. In reality, it may be impractical to prevent every imaginable hazard, but no one wants to think that they could have done more if an accident was to take place. Research carried out by YouClaim into the HSEs survey of managing health and safety in the workplace highlighted that a quarter of businesses see the complexity of legal obligations as a major difficulty to addressing issues. Related to this, 17% of organisations see the required paperwork as a difficulty, while lack of resource - either staff or time (19%), money (15%) or expertise/specialist support (10%) - is another problem. Mr Powell said: Competency is the most vital skill to managing health and safety in the workplace, and every level of an organisation should be involved. Training directors, line managers and workers to be more aware of risks and understand what action needs to be taken when a hazard rises will help to promote a safe and healthy workplace.
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Standards in Recruitment confirmed as an Approved Accreditation Body by the CCS
23-March-2018 - onrec.com
As the launch of the Crown Commercial Services supply teachers agreement moves a stage closer, the CCS have confirmed Standards in Recruitment as an approved accreditation body. Posted in News archive on 23 Mar 2018 Company Profile Standards in Recruitment View profile » In addition to suppliers being required to comply with the CCS overall service specification, they will also be required to obtain an industry standard accreditation before supplying services under the agreement to demonstrate robust recruitment processes as tested and audited by an approved accreditation body. Commenting on this, John Randall, engagement director for SiR said This is good news for the sector. For the first time an independent standard has been accepted as suitable, breaking the traditional prerequisite for an agency to be a member of a trade association. Accreditation is awarded only after compliance with standards set by industry stakeholders have been established via an audit. Randall continues Safeguarding is at the core of SiRs teacher agency standards and as part our audit process we look for evidence that a recruitment business has in place procedures to ensure that all relevant supply staff are fully trained on current safeguarding rules, aligned to the Keeping Children Safe in Education guidance. This provides the hiring education authority or school the confidence it needs, particularly in the critical areas of safeguarding and pupil security. SiR accreditation is only awarded to those recruitment businesses that demonstrate actual compliance, not those working towards it. The Pass requirement is not based on a points system or graded in any way, but relies on proof of compliance on audit carried out by independent experts. SiR was launched in 2015 in order to meet the growing needs of hirer governance and supplier compliance in the recruitment industry through independent verification, and is available to all recruitment businesses operating in any sector. The process to accreditation includes a programme to help agencies improve where necessary, this in turn helping their business. SiR was also approved as a suitable standard by the National Association of Head Teachers in 2017 and is recognised by TEAM, the UKs largest network of independently owned recruitment and employment agents. For further information please call 0845 4504415, email info@standardsinrecruitment.com or visit www.standardsinrecruitment.com/sir-education
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International recruitment organisations Glasgow move creates 200+ new jobs
23-March-2018 - onrec.com
Posted in News archive SThree to open Centre of Excellence in Glasgow on 23 Mar 2018 SThree, the international recruitment organisation, is to open a Centre of Excellence in Glasgow, delivering a major jobs boost for the city. This new Centre of Excellence will bring together SThrees UK support services, creating over 200 jobs in Glasgow during 2018. SThree, founded in London in 1986, provides specialist contract and permanent recruitment services in the STEM industries (Science, Technology, Engineering and Mathematics) and operates across 40 offices, in 16 countries around the world. SThree places skilled professionals into high-profile, technical projects across the globe, working with leading international companies as well as smaller companies in search of specialist talent. With an ambitious vision to be the number one STEM talent provider in the best STEM markets, the company is creating a Centre of Excellence in Glasgow to support its global business. Recruitment for IT, finance and HR posts is now underway with the company hoping to have more than 200 people in place at its new city centre office by the end of the year. Alex Smith, SThrees Chief Financial Officer, said: Investing in Glasgow gives us access to a highly-skilled workforce and an excellent business infrastructure. The STEM markets in which we operate are growing rapidly and this new centre in Glasgow will strengthen our operational capability and support expanding teams across our main markets. Our new Centre of Excellence will bring together our UK support services and underpin our future business needs in the most efficient way. With this move, we also look forward to extending to Glasgow the actions of the SThree Foundation, which helps youth from underprivileged and diverse backgrounds get into the STEM industries. In making this new investment in Glasgow, we have had tremendous support from the Scottish Government and SDI. The investment is being supported by £2m of Regional Selective Assistance funding from Scottish Enterprise, which will see SThree create a total of 314 new jobs for Glasgow over the next three years. Paul Lewis, interim chief executive of Scottish Enterprise said: Its fantastic to see a company like SThree, with a strong focus on STEM industries, expanding in Scotland. That the company is planning to create 200 new jobs this year alone is a true endorsement of Scotlands strength in these sectors, as evidenced by our growing reputation in areas like data, technology and R&D. The decision by SThree to select Glasgow for this expansion is further evidence of Scotlands attractiveness and position as the leading UK location for inward investment outside London, and were looking forward to working with the company to support its ambitious growth plans for Scotland. For recruitment enquiries, contact careers@sthreeglasgow.com . To find out more about our opportunities and what its like working at SThree, follow us on LinkedIn at https://www.linkedin.com/company/sthree-plc/
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For crucial career choices, listen to advicebut follow your heart
22-March-2018 - sciencemag.org
A research scientist reflects on how she embraced the freedom to make the decisions that worked best for her
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Conviction Stands for Delaware Murder-for-Hire Mastermind
22-March-2018 - insurancejournal.com
Delawares top court has denied the appeal of the man convicted of masterminding the murder-for-hire killings of his business partner and the partners wife. The News Journal reports the Delaware Supreme Court ruled Tuesday that Christopher Rivers first-degree murder conviction
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More than half of HR professionals expect salary increases in 2018
22-March-2018 - onrec.com
New research from Robert Walters has revealed that more than half (58%) of HR professionals are expecting their salaries to rise 2018. 55% are also expecting to receive a bonus. Posted in News archive on 22 Mar 2018 58% of HR professionals in the UK are expecting a pay rise this year 55% are expecting to receive a bonus this year Almost a quarter (24%) of employers do not plan to increase HR salaries New research from Robert Walters has revealed that more than half (58%) of HR professionals are expecting their salaries to rise 2018. 55% are also expecting to receive a bonus. In response to impending skills shortages, employers have placed an emphasis on training and development, staff retention and reviewing salary and benefits. As a result, demand for specialists in these areas has been high. Nick Allwood, Senior Manager at Robert Walters comments: While demand has been consistent for generalist HR professionals, specialist candidates have been particularly highly sought after. Employers are aware that retaining and upskilling their staff will be a priority, particularly if the final conditions of Brexit limit their access to talent from overseas. As such, HR specialists with a background in these areas are highly sought after. HR professionals are well aware of the fact that their skills are currently in high demand, with the majority expecting their salary and bonus reviews to reflect the value that they can add to employers. A QUARTER OF EMPLOYERS DO NOT PLAN TO INCREASE HR SALARIES IN 2018 The majority of employers intend to increase salaries for HR professionals, with half planning increases of 1-3% and 20% planning increases of 4-6%. However, a significant minority do not plan to increase salaries. These employers may need to consider their strategies for retaining staff and attracting new candidates if they are unable to increase remuneration. Nick Allwood continues: Salaries and bonus levels are still a significant priority for HR professionals, and employers will need to take a creative approach if they are unable to meet the expectations of staff in these areas. Notably, work life balance is a high priority for many HR professionals, as is the potential for long term career development. For smaller firms which may not have the flexibility to offer large salary increases or bonus schemes, promoting initiatives in these areas may be an effective strategy to attract and retain high calibre candidates. For further information, please contact Alan O'Doherty on alan.odoherty@robertwalters.com or 020 7509 8839
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Michigan Oral Surgery Practice to Pay $47K to Settle Age Discrimination Suit
22-March-2018 - insurancejournal.com
A Southfield, Mich.-based oral surgery practice will pay $47,000 to settle an age discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced. The EEOCs lawsuit charged that Professional Endodontics P.C. violated federal law by
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A third of UK employees think Brexit will negatively impact their current employment
22-March-2018 - onrec.com
Mid-management are the most uncertain about how Brexit could affect their current employment Posted in News archive on 22 Mar 2018 With just over a year to go until the UK leaves the European Union (29 th March 2019), and almost a year since the invocation of Article 50, employee services provider Personal Group today reveals survey findings from new research which show that 32% of UK employees predict that Brexit will negatively impact their current employment. The research, which surveyed more than 1,100 UK employees*, revealed that team leaders and managers are the most uncertain about their employment post Brexit, with 42% admitting they are unsure about how Brexit will affect their current employment. Interestingly, men are more optimistic than women about Brexits impact, with twice as many men expecting Brexit to have a positive impact on their employment versus women (3.5% versus 1.6%). Other findings include: 38% of respondents are unsure how Brexit will affect their current employment A mere 2% felt that Brexit would have a positive impact on their current employment Nearly a third (28%) believe that Brexit would have no affect on their current employment Over half (51.6%) of company owners and directors believe Brexit will have no effect at all on their current employment The over 50s are the least phased by the potential impact on their employment, with 36% expecting Brexit to not affect their current employment at all 30-49-year olds were they most cynical age group about the impact of Brexit, with more employees in this age group expecting Brexit to have a negative impact than amongst the over 50s or the 18-29 year olds Of all job levels, senior managers and department heads were the most optimistic about Brexit. Although it was still only 7% of them who expected Brexit to have a positive impact on their current employment which is not particularly encouraging. Mark Scanlon, Chief Executive Officer at Personal Group commented: The UKs departure from the EU continues to cause uncertainty for many UK employees, with many not knowing what it means for them or their current role. This fear can quickly lead to a loss of productivity and a reduction in workplace happiness. Employers will need to be more resourceful to keep their staff happy and engaged. Regular communication and careful listening is the key here; employers can use pulse surveys and push notifications to monitor employee sentiment, reassure staff, encourage dialogue and ultimately, maintain employee engagement in the workplace. Employee engagement must be on every managers agenda, now more than ever. www.personalgroup.com *1173 UK employees surveyed via social media between the 7 th -23 rd February 2018
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Rise in female unemployment overshadows improving pay picture - CIPD
22-March-2018 - onrec.com
Commenting on the latest labour market figures from the ONS, Ian Brinkley, Acting Chief Economist at the CIPD, the professional body for HR and people development, said: Posted in Opinion on 22 Mar 2018 Company Profile CIPD View profile » These figures show that the labour market seems to have plenty of life left in it, with unemployment remaining at a historically low rate and a substantial rise in employment driven by more people in full time and permanent work. However, it is concerning that the unemployment rate for women has increased significantly and now has overtaken unemployment rate for men. The Government must ensure theyre doing all they can to help more women get into the labour market, including promoting more flexible working styles. The pay picture is looking brighter, as pay continues to climb steadily. Against a backdrop of falling inflation, it is likely that real wage growth will turn positive next month, providing a long-awaited boost to workers across the country after a seemingly endless period of wage stagnation.
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The Power of Different
22-March-2018 - onrec.com
Posted in News archive By Amanda McCulloch, Managing Director, Thorpe Molloy Recruitment Ltd on 22 Mar 2018 In the space of a few short weeks two things happened that made me think about the challenges dyslexic people face in their search to get in to work. I was reviewing the entries to our art competition and the narrative for Finn Reynolds from Alford Academy really stood out. Written phonetically, his teacher had transcribed it so the judges could more easily understand his meaning. It read Art helps me forget I cant do other things. Being an artist would help me enjoy my space, see things differently and to develop ideas. I thought of the advice we share with job seekers on the importance of ensuring there are no spelling or grammatical errors in their applications and CVs a daunting task for dyslexics. Finn went on to be a finalist in the competition and at the awards event his sparkling, positive attitude shone through. Then, last week, I was working with an astute, articulate job seeker who was making a great impression during the selection process for a finance director role. When a testing process was stipulated by the hiring client the recruitment process took on a different dimension. Very talented with numbers, words and language are much more challenging and he recognised that this style of testing would not suit how his brain interprets and processes information. Once again, I was struck by the stringent parameters of the recruitment process and how it could undermine this candidates success. I did a little research and it turns out that the abilities of individuals who, generalising in the most simple of terms, think differently are beginning to grab the attention of employers. Dyslexia, dyspraxia, autism and ADHD (and more) are now recognised as natural forms of variation in the way we process information with the term neurodiversity increasingly used to describe these different ways of thinking. Neurodivergent individuals can have unique strengths that contribute to competitive advantage, greater performance and profitability. They bring a different perspective to problem solving, creativity and originality and progressive employers now recognise neurodivergent individuals as an important source of talent, particularly in sectors with intense skills shortages. While the list of famous neurodivergent people is long (think Richard Branson, Steve Jobs, Ingvar Kamprad) it is estimated that 1 in 7 of the UK population are neurodivergent. Thats a lot of potential employees and customers who could add incredible value to businesses that recognise the benefits of inclusion. If you are looking for inspiration to change your people management processes and progress your diversity agenda youll find it in this CIPD report Neurodiversity at Work , which was published in February 2018. Often the impetus for change is crushed by the daunting size of the task; because it only benefits a relative minority or because it will cost too much. But many recommendations within the CIPD report actually benefit everyone. Bear in mind too, it is probable that neurodivergent people are working in your business now but perhaps not in an environment where their abilities can be best demonstrated or appreciated. Recruitment practice strongly favours neurotypical people and unintentionally excludes neurodiverse talent. I was particularly interested in the recruitment recommendations within the CIPD report: Theres increasing evidence that consumers and millennial job seekers prefer socially inclusive companies. If you recognise neurodivergence as an ability, not a disability, start telling people about what you are doing on your recruitment web pages and social media. Dont reuse old role descriptions. Review them and focus on the skills and experience that are clearly identified as must have and nice to have. Keep them concise and relevant to the role. Stop looking for the perfect candidate, one that ticks all the boxes they really dont exist. Carefully consider whether you need a generalist (often considered a more cost-effective option as they have a broader skill set) or someone who has niche skills and may be able to more effectively expedite changes or solve problems. Dont use tired phrases like excellent communication skills. You hate seeing them in CVs so why use them in your job ads? Rather, explain the type of communication skills are you seeking. Is it social communication or analytic communication that you really mean? Review previous work or set practical work trials which will clearly demonstrate the ability to do the job. Provide training to interviewers (and line managers) on neurodiversity awareness so they can consider how to enable the applicants to perform at their best and to mitigate ill-informed negative judgements around unusual answers, cultural fit or sociability. Margaret Malpas MBE, Vice President of the British Dyslexia Association agrees, arguing that many of the adaptations made for those with dyslexia can be of benefit to all employees, Often its simple things such as installing an extra monitor for someone who has to reconcile a lot of figures, or allowing employees whose concentration is disturbed by an open-plan office to wear earphones or face a wall. Not communicating everything over email, or not expecting neurodiverse employees to be able to prepare for a meeting in 5 minutes these are things that can benefit everyone. The British Dyslexia Association also has a Guide for Employers and if you are a visual learner, youll enjoy this animation too #SeeDyslexiaDifferently . Finn Reynolds, Alford Academy was a Runner Up in the 2017 / 18 My Future Aspirations Art Competition and is dyslexic. He is pictured with his self-portrait and the photo he based his work upon. Photo courtesy of Morven Dodds, Thorpe Molloy Recruitment Limited.
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What to do once you have reported your gender pay gap?
22-March-2018 - onrec.com
As the gender pay gap deadline nears, large employers are likely to be gearing up to publish their report. Once published, employers need to be ensure they arent putting the issue of gender pay gaps to one side. Posted in News archive on 22 Mar 2018 An important date for employers to be aware of is the next snapshot date on 5 th April 2018 for private companies, or the 31 st March for public sector organisations. Employers who still have 250 employees at this date, taking in to account the wider definition of employee, need to pull the pay data of their staff. This is the data which will be used to carry out the calculations for the gender pay gap report due on 4 th April 2019, or 30 th March for public sector. Where the 2018 report has identified a gender pay gap, those companies who did not carry out an equal pay review as part of the process may now choose to do so. This review, or an equal pay audit, will assess whether any discrimination is taking place in relation to the pay practices of the company. Where male and female staff are paid differently for carrying out the same role, the employer will need to identify if any objective factors are present which explains the pay disparity. If no objective factors are present, the employer will need to take steps to equalise pay. Employers who made commitments to take steps to reduce the pay gap in their 2018 report will need to be aware that employees, and the general public, will be able to track whether employers are putting these into practice. Gender pay gap reports have to be maintained on the companys website for a period of three years so can be used to monitor the reduction or closure of the original gap identified. Employees may also start asking questions about the steps the company is taking; it will be good practice to respond to these questions to avoid alienating the employee. Adopting the measures outlined in the voluntary narrative to address the pay gap will highlight the companys commitment towards equality and ensuring fairness in pay. There are key areas employers can look at to help address the pay gap, including recruitment, promotion and training opportunities. When recruiting employees, it is recommended that recruiters avoid asking for previous salaries to ensure pay rates can be set at a level which recognises the objective factors of the role, such as experience and qualifications, rather than being set according to previous lower salaries. Advertising roles as flexible, and having a positive attitude towards embracing flexible workers, also supports the recruitment of those with childcare responsibilities. Employers are also being encouraged to provide greater support for females moving to or currently in senior positions within the company. Large companies can consider using their apprenticeship levy payments to help up skill current female employees with the management skills that are necessary to gain promotion or leadership roles. Introducing programmes that look at providing training or support for those who have been out of work due to caring responsibilities will also help reduce the gender pay gap. Setting up an internal group to help review and advise on future steps will also aid employers as they can gain feedback from those within the business. A working group or internal committee can help inform future decisions, communicate steps to be taken to colleagues and report on the impact on the workforce. www.croner.co.uk
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Demand for staff remains high but pay only creeps up REC
22-March-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS), based on data from November 2017 January 2018, show that the number of people in employment is rising, while vacancies remain high. Posted in Opinion on 22 Mar 2018 Company Profile REC View profile » However, real wage growth is still falling, despite wages creeping up. Recruitment & Employment Confederation (REC) director of policy Tom Hadley comments: The number of people in employment continues to rise, showing business is performing well. However, the number of vacancies holds close to a record high, showing employers need even more workers to fill roles. There are plenty of jobs out there for candidates with high in-demand skills, which could be anyone from drivers to nurses to baristas. Employers have to compete with each other to attract those people and our data shows that one way they are making themselves more attractive is by offering higher starting pay. Although inflation remains above pay growth, the positive news is the gap looks to be closing. Employers should think about what else they can offer staff in terms of training and benefits too. In many sectors, employers are facing a staffing crisis. Its a smart move to incentivise your current staff to stay with you at a time when they could be getting competitive pay offers elsewhere.
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Textkernel accelerates global growth plans with new CTO and COO
22-March-2018 - onrec.com
Dutch pioneer in machine learning for HR and recruitment strengthens its top management team to further accelerate global expansion. Posted in News archive on 22 Mar 2018 Company Profile Textkernel View profile » Textkernel , the Amsterdam-based global leader in machine intelligence for matching people and jobs, has strengthened its senior management team, appointing Maciej Hoch and Guus Meijer as CTO and COO. Supported by a team of over one hundred people in engineering and R D (including a renowned international group of data scientists and machine learning experts), the new appointments will help Textkernel accelerate expansion and scale up at a global level. The company grew by 40% in 2017, and now has teams in five countries. Hoch, formerly of Lightspeed, will be responsible for leading Textkernels technology and innovation. Meanwhile, Meijer, formerly of Connexys, will help scale up the companys professional services and support divisions. Maciej and Guus bring top-level experience growing global engineering, delivery, and support teams. and they fit very well with Textkernels R&D-oriented innovation culture, says Jakub Zavrel, founder and CEO of Textkernel. This makes them perfectly suited to take our technical and service organisation to the next level, delivering leading-edge solutions to the market, faster. You dont often get the chance to work with an extremely talented team of individuals that have a track-record of innovation, says Maciej Hoch. Recent developments, like the Extract! 4.0 Deep Learning CV parsing release , are pushing the limits of what is possible in the recruitment industry. I look forward to being a part of these game-changing developments. Rapid growth in the United States with CareerBuilder Textkernel joined forces with US-based CareerBuilder in 2015 to bring its semantic search and matching software to the United States. Working together has resulted in a fast roll out in the US recruitment market for Textkernel and has strengthened CareerBuilders offerings by implementing artificial intelligence throughout the candidate-to-employee lifecycle. As one of the first players using machine learning in recruitment technology, and with our talented team and pioneering research, were looking forward to dominating the recruitment technology market globally, concludes Zavrel.
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Men Twice as Likely to Seek Job Progression
22-March-2018 - onrec.com
A new comprehensive report from leading jobs search engine Adzuna reveals that British men are significantly more confident than women in furthering their career. Posted in News archive on 22 Mar 2018 Women lack confidence in applying for next job: men with 10+ years experience twice as likely to apply for better job C Suite men with 10+ years experience almost six times more likely to look for next job Men paid 42% more than women after 10 years in workforce A new comprehensive report from leading jobs search engine Adzuna reveals that British men are significantly more confident than women in furthering their career. The career progression confidence gap between the genders widens greatest with those who have more than 10 years experience in the workplace, with men twice more likely than women to hold a top job. The research analysed 500,000 CVs submitted through Adzunas ValueMyCV tool, comparing the gender and estimated pay grade with number of years experience in each respective industry. The research also highlights a disparity in the average salary commanded by men and women for the same position with the same number of years in experience. Men with up to five years experience are paid on average £5,000 (21%) more than women, men with five to 10 years experience are paid on average £7,000 (25%) more, and men with 10+ years experience achieve on average £13,000 (42%) more in salary than their female contemporaries. Amongst C Suite applicants the gap widens more significantly. C Suite men are almost six times more likely to apply for a job that furthers their career than women. The salary disparity amongst C Suite applicants is also reflective of this gender confidence gap. C Suite men with up to five years experience are paid on average £3,000 (9%) more than women, men with five to 10 years experience are paid on average £6,500 (11%) more, and men with 10+ years experience take home on average £19,000 (25%) more per annum than their female peers. This confirms further research* from Adzuna that explored how courageous both men and women are when asking for a pay rise at some point in their careers. The data shows that only 37 percent of women are brave enough to ask for a pay rise whereas 48 percent of men have approached the conversation. Doug Monro, co-founder of Adzuna, commented: Gone are the days when men expected to bring home the bacon and women tended to focus their skills on the home. Most employers realise women are integral to the economy and success of this country. True career equality for men and women is still, sadly, a work in progress though. Seeing men with 10 years experience twice as likely to seek job progression, and men with the same experience in C Suite positions almost six times as likely to find an improved role shows we have a way to go in educating women on their real value in this day and age. According to the most recent statistics from the TUC, women on average work 67 days a year for free because of the current pay gap. This must be addressed, and now: otherwise we are in danger of not affording women the credit and financial return they deserve.
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New research reveals majority of recruiters ready for GDPR: Concerns remain about sourcing and hiring under new guidelines
22-March-2018 - onrec.com
Data from Lever Examines How Organizations are Preparing for GDPR Compliance Specific to Recruiting and Hiring Posted in News archive on 22 Mar 2018 While nearly three quarters of organizations feel confident in their ability to achieve General Data Protection Regulation (GDPR) compliance for their recruiting efforts by the May 25th deadline, most still harbor concerns about how the new regulations will impact their hiring process, according to new research from Lever , the recruiting software for more than 1,500 leading companies around the world. Lever surveyed 500 professionals across the EU and US directly involved in preparing their organizations for GDPR compliance for recruiting. According to the survey results, 70 percent of respondents believe they will be prepared for GDPR compliant recruiting by May 25th, but preparation doesnt come overnight, or in a silo. Nearly a third of respondents say they are investing significant time and resources into becoming GDPR compliant and 73 percent are working with external or internal legal counsel to prepare. Despite this high level of preparedness, 61 percent of respondents are concerned about the impact of GDPR on their recruiting and hiring processes, including how they source potential candidates. Respondents were also either very concerned or extremely concerned about adhering to specific requirements included in the regulations, such as: Maintaining full records of recruiting processing activities (52 percent) Determining when to get consent from candidates (50 percent) Determining how long to store a candidates personal data before deleting it or obtaining consent (47 percent) Selecting software vendors who will enter into GDPR compliant contracts and meet data security requirements (46 percent) Regardless of these concerns, the overwhelming majority (90 percent) of respondents who are already engaged in sourcing will continue to do so under GDPR. The GDPR deadline is quickly approaching, but few are discussing the potential impact these regulations will have on how organizations source, recruit and hire their talent, said Mike Walsh, Director of Product Marketing of Lever. We hope this research serves as a catalyst within organizations to begin discussing in detail how they will move forward with sourcing candidates under GDPR and the lengths they will go to protect candidate data. At Lever, we have spent significant time working on these issues on behalf of our clients and hope to continue to serve as a resource for recruiters worldwide. Levers research also revealed some organizations are unsure how to adhere to regulations related to candidate data. According to the GDPR, organizations must identify their own lawful basis for processing personal candidate data. For recruiting, the most common lawful bases are consent and legitimate interest, but it can be a grey area for many recruiters. For example, respondents are split regarding when to collect consent from candidates. Only 40 percent of respondents will collect consent to contact for jobs they did not apply to, 37 percent will collect consent in order to email candidates they source and 25.5 percent will collect consent when they plan to keep data from candidates who were in their ATS before May 25th, 2018. Another grey area the survey addressed was determining how long to store candidate data. While GDPR requires companies to only keep personal data for no longer than is necessary for the purposes for which the personal data are processed, the data showed great variation in how organizations are interpreting this obligation. Some companies will delete candidate data as soon as the job they were tied to closes (23 percent), while others plan to retain candidate data for a year or more (23 percent). The full research report can be downloaded at this link . Methodology From March 2 - 8, 2018, Lever surveyed 500 professionals across the EU and US who are directly involved in preparing their organizations for GDPR compliance for recruiting.
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Trumps Empathy Inadvertently Offers a Lesson in Employee Communication
22-March-2018 - workforce.com
Conversations on certain sensitive subjects can be awkward even if youre having them with a close friend. So how are employers supposed to have those conversations with their employees, with whom they have a much more formal relationship? My editor recently shared a rather interesting article with our editorial team, Leaders Should Use Empathy Cheat-Sheets, as Long as They Mean... The post Trumps Empathy Inadvertently Offers a Lesson in Employee Communication appeared first on Workforce Magazine .
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cut-e introduces new personality test option
22-March-2018 - onrec.com
As an enhancement to its product portfolio, assessment specialist cut-e is now distributing Aons Adaptive Employee Personality Test (ADEPT-15) worldwide, outside of the United States. Posted in News archive on 22 Mar 2018 Company Profile cut-e View profile » Aons ADEPT-15 is a 25-minute, science-based questionnaire which measures 15 aspects of personality and six work styles. Designed for graduate, management, professional and executive roles, it can be used for talent acquisition, leadership development, coaching and team effectiveness applications. The result of 50 years of research into personality and psychology, ADEPT-15 has been administered 8 million times by organisations globally. Accurately measuring the unique aspects of an individuals personality can help employers to identify, select, develop and promote top talent, said Dr Achim Preuss, Chief Technology Officer at cut-e. ADEPT-15 is an award-winning personality test which uses modern data science, item response theory and adaptive psychometric techniques to optimise the measurement process and prevent users from faking the test. Were delighted to include it on our test platform and offer it as part of our portfolio - alongside our shapes personality assessment - as its a globally-relevant and fair test which provides an accurate prediction of on-the-job behaviour. The 15 aspects of personality measured by ADEPT-15 include drive, flexibility, ambition, cooperativeness, sensitivity, humility, composure, positivity, assertiveness and liveliness. The six work styles measured are task, adaptation, achievement, teamwork, emotional and interaction. ADEPT-15 is available in 25 languages and it has been optimised for administration via desktop computers and all types of mobile devices, so candidates can complete it when and where it is convenient to do so. A wide range of reporting options are available. Aon is a global professional services firm which acquired cut-e last year. cut-e is now part of Aons Assessment Solutions. One of the benefits of us joining the Aon family is that we can combine resources and enhance our product portfolio, said Dr Preuss. We are working on a personality questionnaire system which will enable clients to pre-select the required traits and competencies for each role, based on a detailed job analysis, and then generate a questionnaire which will only display items that relate to those specific traits. This will make the assessment shorter and more cost effective, which means that employers will be able to use a personality test earlier in the selection process. ADEPT-15 gives us the flexibility to achieve this. For further information about cut-es personality assessment options, please visit www.cut-e.com/online-assessment/personality-questionnaires
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Middle class families who hire private tutors should pay extra tax
22-March-2018 - dailymail.co.uk
Academics at the UCL Institute of Education said British children from better-off homes were much more likely to get into a grammar than pupils from poorer backgrounds.
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YouTube gun ban drives bloggers to PornHub
22-March-2018 - bbc.com
The video-sharing site has banned videos that show people how to manufacture or modify guns.
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GDPR Is Nearly Here. Are You Ready?
22-March-2018 - workforce.com
The European Unions General Data Protection Regulation will go into effect May 25, and HR leaders need to be ready. GDPR is a massive regulation that requires businesses to protect the personal data of any European Union citizen they do business with, including employees, suppliers and customers. It promises to have a sweeping impact on any organization that operates in... The post GDPR Is Nearly Here. Are You Ready? appeared first on Workforce Magazine .
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Aon Benfield Bermuda Hires Carpenters Meyenhofer as CEO. Fox & Davies Promoted
22-March-2018 - insurancejournal.com
Aon Benfield announced a new hire and expanded roles for its reinsurance team in Bermuda. Matthias Meyenhofer will join the firm on Sept. 1, in accordance with his existing contractual requirements, as chief executive officer of Aon Benfield Bermuda, subject
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Can Employers Rely on Federal Ban on Cannabis?
22-March-2018 - workforce.com
The Trump administrations renewed directive to prosecute marijuana activities calls into question a recent decision from the Massachusetts Supreme Court finding employers may not rely on the federal prohibition when determining the qualifications of an applicant. In Barbuto v. Advantage Sales & Mktg. LLC, an applicant claimed she was discriminated against on the basis of her disability, Crohns disease, after... The post Can Employers Rely on Federal Ban on Cannabis? appeared first on Workforce Magazine .
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You can earn 155 times more interest just by using a different kind of savings account
22-March-2018 - usatoday.com
The reason Internet banks can offer 155 times more interest is that they dont have to spend money building thousands of branches and hiring people to fill them.
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Savings advantage? How to make the Fed rate hike work for you
22-March-2018 - usatoday.com
This year the ideal time to examine the way you bank accounts, and to take advantage of rising rates.
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Keystone Names Palefsky Georgia State Vice President
21-March-2018 - insurancejournal.com
Keystone Insurers Group has named Sheldon Palefsky as Georgia state vice president. Mike Reddy, Keystones employee benefits division president and leader of field operations, said Palefsky joins Keystones southern region team and will play a key role in helping its
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Keating Adds Workers Comp Team in Pennsylvania and Massaschusetts
21-March-2018 - insurancejournal.com
Keating Inc., a specialty property and casualty insurance distribution company in the U.S., has hired Tim Palmer as a national managing partner within its workers compensation practice. Palmer brings with him a team of brokers to manage and expand business
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SIAA Hires Klemm as a Contracts Compliance Manager in New Hampshire
21-March-2018 - insurancejournal.com
SIAA (Strategic Insurance Agency Alliance) has hired Gretchen Klemm as a contracts compliance manager at its Hampton, N.H., location. In this role, Klemm will manage the day-to-day interactions with independent agency members relative to their ongoing commitments. Prior to joining
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Moss Bros plunges on profit warning
21-March-2018 - bbc.com
The suit hire retailer blames stock issues and lower consumer demand for worse than expected results.
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What is your workplace gender pay gap?
21-March-2018 - bbc.com
About 70% of companies have still not revealed the difference in what they pay male and female employees.
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´Black people are not seen in commercials´
21-March-2018 - bbc.com
Michelle Fernandes launched her own fashion brand because she wasn't being given opportunities by her employers.
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Changing minds
21-March-2018 - bbc.com
Black Brazilians face higher levels of unemployment, lower salaries and get fewer managerial jobs.
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Agency Best Practices for Avoiding, Rather Than Winning, E&O Suits
21-March-2018 - insurancejournal.com
Insurance agents and brokers have long been targets of error and omission lawsuits. Its also true that most agents and brokers have sought advice of counsel as to how to win a lawsuit. They will often be told that the
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Lloyds CEO Warns Insurance Policies Continuity at Risk Under Brexit
21-March-2018 - insurancejournal.com
Lloyds of London Chief Executive Officer Inga Beale said insurance contracts across Europe will remain at risk unless theres an agreement on how they should be treated in post-Brexit Europe. Regulators across Europe can actually come to an agreement themselves
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Lawyer: Ex-Kansas VA Worker Subject of Nearly 100 Sex Abuse Lawsuits
21-March-2018 - insurancejournal.com
The number of lawsuits accusing a former physician assistant at a Veterans Administration hospital in Kansas of sexual abuse is approaching 100. The Wichita Eagle reports that Kansas City attorneys Dan Curry and Sarah Brown filed three more lawsuits last
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Hornsby Named VP, Business Development for Plexas Groupe in Dallas
21-March-2018 - insurancejournal.com
Illinois-headquartered national insurance brokerage and risk management consultancy ,The Plexus Groupe (Plexus), has hired sales executive Wes Hornsby as a vice president of Business Development. Hornsby is based in Dallas. Hornsby brings more than 20 years of sales leadership, business
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Are Digital Pills Worth It for Benefit Plan Sponsors?
21-March-2018 - workforce.com
The first digital pill, Abilify MyCite, is a treatment for schizophrenia aimed at improving patient adherence. Approved by the Food and Drug Administration in November 2017, Abilify MyCite includes an ingestible sensor, a small wearable sensor patch, a mobile app and a web-based portal for use by medical professionals in addition to the medication. Now, with more digital pills for... The post Are Digital Pills Worth It for Benefit Plan Sponsors? appeared first on Workforce Magazine .
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Meredith to cut about 1,200 jobs, sell some Time publications
21-March-2018 - reuters.com
(Reuters) - U.S. media company Meredith Corp said on Wednesday it cut about 200 jobs and would lay off another 1,000 as it streamlines its operations following the completion of its Time Inc acquisition.
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Starbucks´ mobile order push meets resistance from ritual seekers
21-March-2018 - reuters.com
LOS ANGELES (Reuters) - Starbucks Corp wants more people to use its time-saving mobile ordering app that lets customers buy drinks without waiting in line.
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Outlooks Revised to Stable for Louisianas Stonetrust Commercial Insurance
21-March-2018 - insurancejournal.com
A.M. Best has revised the outlooks to stable from negative and affirmed the Financial Strength Rating of B++ (Good) and the Long-Term Issuer Credit Rating of bbb of workers compensation insurer, Stonetrust Commercial Insurance Co. (Stonetrust), headquartered in Baton Rouge,
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New Look to axe 1,000 jobs and 60 stores
21-March-2018 - bbc.com
Lenders to the struggling fashion retailer agree a restructuring plan in a bid to stay afloat.
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Carpetright stores to close as B&Q and MossBros reveal sales woe
21-March-2018 - dailymail.co.uk
Jobs are under threat at Carpetright after the floorings retailer confirmed reports that it was 'exploring' a company voluntary arrangement to keep the business afloat.
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Warning to Barclays about activist investor Edward Bramson
21-March-2018 - dailymail.co.uk
Rodger Booth was pushed out his job as chairman of 4imprint in 2003 by Bramson, an activist shareholder who has built up a £1.9bn stake in Barclays.
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PwC paid £20.5m to wind up bust builder Carillion
21-March-2018 - dailymail.co.uk
PwC has been charging an average £360 per hour for each worker on the case since mid-January, and has around 112 staff working on Carillio - £12,500 per week per worker.
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20 jobs that have become dominated by women
21-March-2018 - usatoday.com
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How Can You Transition Older Workers if You Cant Force Them to Retire?
21-March-2018 - workforce.com
A Michigan oral surgery practice has agreed to pay $47,000 to settle an age discrimination lawsuit filed by the EEOC. The agency alleged that it violated the ADEA by maintaining a policy that required employees to retire at at 65. The lawsuit stemmed from the firing of an employee four days after her 65th birthday. According to Kenneth Bird, regional... The post How Can You Transition Older Workers if You Cant Force Them to Retire? appeared first on Workforce Magazine .
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Oil price rise sparks North Sea bonanza
21-March-2018 - dailymail.co.uk
Despite billions of pounds of cost cutting and 175,000 job cuts, the North Sea still has more rigs than any other region in the world. Estimates believe a further 10bn barrels can be extracted.
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Women in the workforce: 20 jobs that have become dominated by women
21-March-2018 - usatoday.com
The overall uptick in the labor force participation of women obscures the massive changes that have occurred in some professions.
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How to shield £17,500 income from the taxman
21-March-2018 - dailymail.co.uk
The starting rate band means you could earn £17,500 tax-free but you must grapple with no fewer than three allowances, as well as where your income comes from.
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LinkedIn says this is the best place to work in the U.S.
21-March-2018 - usatoday.com
According to job site LinkedIn, professionals are flocking to a Seattle-based e-commerce giant...Amazon...Buzz 60s Chandra Lanier has the story.
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Most Baby Boomers face huge retirement income shortfall. How to compensate
21-March-2018 - usatoday.com
Most older workers nearing retirement have less than $250,000 socked away -- which means they have some catching up to do.
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Meredith Corp. exploring sale of Time, Sports Illustrated, eliminates 200 jobs
21-March-2018 - usatoday.com
Meredith Corp., which acquired Time Inc. four months ago for $1.84 billion, is looking to sell Time, Sports Illustrated, Fortune and Money brands.
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Real men
21-March-2018 - bbc.com
A project in Kenya is teaching boys how to intervene to stop sexual violence
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Catching cyber-crooks
20-March-2018 - bbc.com
If you want a job that rides the wave of the future, get hired by a firm that combats cyber-threats, says the BBC's Mark Ward.
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Service Insurance Holdings Acquires Oklahomas American Healthcare Indemnity
20-March-2018 - insurancejournal.com
Service Insurance Holdings Inc. (SIHI), parent of Texas-based workers compensation insurer, Service Lloyds Insurance Co., has acquired American Healthcare Indemnity Co. (AHIC), an Oklahoma-based insurer. The new entity will be rebranded as Service American Indemnity Co. The acquisition is a
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Startup California Construction Company Working on Robotic Vehicles
20-March-2018 - insurancejournal.com
As a teenager working for his dads construction business, Noah Ready-Campbell dreamed that robots could take over the dirty, tedious parts of his job, such as digging and leveling soil for building projects. Now the former Google engineer is turning
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McDonalds Offers to Settle Claims in Franchise Liability Case
20-March-2018 - insurancejournal.com
McDonalds Corp. said on Monday it had agreed to settle a U.S. labor board case on whether the company is accountable for its franchisees alleged labor law violations. The settlement, which must be approved by a National Labor Relations Board
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5 tips on how to start a successful fashion label
20-March-2018 - abcnews.com
Amy Smilovic's company Tibi has survived over two decades. While on ABC Radios "No Limits with Rebecca Jarvis," she gave advice to up-and-coming fashion designers.
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Access to work: Funding increase for disabled workers
20-March-2018 - bbc.com
The cap on funding will increase by £15,000 as the government aims to help more disabled people into work.
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Totaljobs selects Nielsens Visual IQ Platform to Increase Marketing Intelligence and Effectiveness
20-March-2018 - onrec.com
Leading recruitment group taps Nielsens Visual IQ solution to measure and optimise marketing along the full consumer journey Posted in Partnerships on 20 Mar 2018 Company Profile Totaljobs View profile » Visual IQ , a Nielsen company, today announced that Totaljobs, one of UKs leading job boards, has selected its multi-touch attribution platform . Totaljobs will use the marketing intelligence derived from the solution to better focus marketing investment, and engage customers and jobseekers in more relevant and meaningful ways. Totaljobs helps organisations achieve better talent success by recruiting the best customers and candidates for the job. Previously, the company relied on a siloed, last-click measurement approach that made it difficult to track the cross-channel, cross-device consumer journey or identify the synergies between channels and tactics. By consolidating and de-duplicating its performance, cost and audience attribute data into the Nielsen Visual IQ platform, Totaljobs will gain actionable intelligence into how their marketing initiatives are performing at granular levels, so they can optimise accordingly. Totaljobs will also leverage the Nielsen Visual IQ platforms predictive analytics capabilities to test future spend level scenarios, as well as its programmatic platform integrations to improve their real-time optimisation effectiveness. Moving forwards, the company will look to expand its use of the platform to gain a clear understanding of how their digital marketing and advertising influences offline behaviours. Without a comprehensive view of the consumer journey, it can be difficult to find data that justifies spending marketing budget on tactics higher up the conversion funnel, commented Mallory McManus, Head of Traffic Analytics, Totaljobs. Our partnership with Nielsen Visual IQ will enable us to better see how clients are interacting with our brand across all channels, devices and touchpoints, and help us optimise our spend to meet our campaign objectives while delivering the most impactful experiences to our customers and candidates. We are delighted to be working with Totaljobs to help them achieve their marketing goals efficiently and effectively, added Vanessa Tadier, General Manager Europe at Visual IQ. The path to conversion isnt a straight, predictable line, especially in todays digital age, and companies must have access to actionable, real-time marketing intelligence if they want to reach customers effectively and drive meaningful business results. We are looking forward to working closely with the Totaljobs team to ensure they reap the benefits of attribution to the fullest.
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CV-Library re-launches leading engineering job site EngineeringJobs.co.uk
20-March-2018 - onrec.com
Connecting the very best engineering candidates to employers across the sector Posted in Launch on 20 Mar 2018 Company Profile CV-Library.co.uk View profile » The UKs leading independent job board, CV-Library , has today announced that it has relaunched its engineering job site, EngineeringJobs.co.uk, as it continues to expand its network of 800+ recruitment partners. EngineeringJobs.co.uk is a leading job board in the engineering sector, ranking on page one of Google for engineering jobs. The relaunch of the site will ensure that CV-Library continues to drive applications to its clients vacancies across the sector. Lee Biggins, founder and managing director of CV-Library comments: Were constantly looking at how we can make our interface more user friendly and were excited to have recently relaunched Engineering Jobs. The site is one of the top performing in our network and were making the necessary investments to ensure that we drive the best engineering candidates, to our clients jobs. The site was rolled out onto CV-Librarys multisite white label platform, improving overall user experience. CV-Library already boasts over 614,000 engineering candidates on its site, who make an average of 217,600 applications every month. Biggins continues: The engineering market is extremely important to us. Like many other sectors, it continues to battle ongoing skills shortages and this means there is more pressure to hire the best employees, fast. With our help, and the relaunch of this site, we hope to offer employers across the industry the opportunity to find and recruit the best possible talent.
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How to spot a fake candidate
20-March-2018 - onrec.com
Online safety is more essential now than ever. Posted in News archive on 20 Mar 2018 Cat-fishing, defined as an individual creating a false online profile in an attempt to get people to think they are somebody else, is becoming more and more frequent. By now, most people are aware of the dangers of talking to people online and the ease with which people can hide their identity. Catfishing is no longer restricted to online dating or being a source of TV entertainment, it would appear online safety precautions now need to extend into the workplace, as many job applications are now filled out via online forms. These forms, which require personal details and a candidates working background, give cat-fishers the same opportunity to impersonate someone else as dating apps do. Simon Houlton, CEO of IscreenYouScreen, has seen many occasions of this phenomena occurring during recruitment drives. As a developer of CV screening software, he knows all to well the importance of spotting a fraudulent candidate. So, how can companies spot a catfish? Being vigilant of cat-fishing in the workplace and improving candidate screening processes will not only avoid identity fraud but stops any other sinister behaviour. Houlton outlines four quick ways to catch a career catfish: Request a variety of identification Some businesses require a passport style photo to accompany applications or proof of identification is asked to be brought along to an interview. If knowing they must provide a range of identification doesnt put off a catfish from progressing with their application, then catching them out for having insufficient ID will certainly stop you from allowing them to proceed in the application process. Seek expert help Trawling through large volumes of CVs yourself is labourous and its where mistakes are made. Looking at hundreds of similar applications is likely to allow catfishes to slip through the cracks. A screening service will help to pick out suspicious applications right away and chase up applicants for you. If the personal information required isnt being returned or something on their CV doesnt add up, you can instantly decrease the number of potential candidates by eliminating the suspicious ones. Utilise social media Thanks to social media , businesses can check their candidates with a quick Google or Facebook search before even conducting any reference checking. If someones CV states they have been to a certain school or held a certain position at a company but theres no trace of this on their social media accounts, then your HR department will pick this up right away. If you cant find the candidate on social media at all, you might also have reason to be suspicious. Does it sound like they are lying? If a CV sounds too good to be true, it probably is. If someone has every skill you require and years of experience, but you cant find any evidence of this when you do a quick Google search and cant follow up any references, its likely youve got a catfish applying. Go with your gut and if something seems fishy, move on to the next candidate. For more information about streamlining your referencing and recruitiment processes, check out: www.iscreenyouscreen.com
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The Way You Should Do the Magazine Article Writing
20-March-2018 - onrec.com
Magazine writing is something that a lot of book writers like to do because it can be lucrative, fun and you can be paid for your travel if you have to go the place you are writing about or to visit a person. Posted in News archive on 20 Mar 2018 Magazine article writing is very different from the regular story or essay writing for which you get help online, such as, essay writers uk , etc. It needs you to be unique in your style, only then you will be able to sell your articles. Therefore, it is important to know some basics that are important to keep in mind, especially if you are a beginner. When you are writing for magazines, the old expressions that say, Armatures write before they sell, and professionals sell before they write. It means that an amateur writes an article about something or the travel experience they had and then hope that someone will pay them for that. This is not what you should do. Write the Query Letter The way is to write what you call a query letter. This is a one-page letter; typically you should not go over it. How to Start Query Letter? The first three paragraph you sell might essentially be first three paragraphs of the article that you are going to write . These paragraphs could be fun, dramatic, and exciting. They can take the reader to Antarctica, Big Wall of China or Disney Land, etc. How to End the Query Letter? This letter does not say that I want to write an article. This is not something that you should do. You can sum up this in your fourth paragraph that what exactly you want to do. But, do not ever start your query letter with it. Take Care of Number of Words in Your Article Mention about the number of words that your article is going to cover. You can look it up in the appropriate reference material, such as, it is the guidelines of the magazine online that tell you exactly how many words their feature articles supposed to have. You have to provide them with the exact number that they are looking for because in another case they will say that this person did not even look up the guidelines and might think you to be unprofessional. Figure Out the Magazine You Want To Write For Another thing that you can do before concluding the query letter is to figure out which magazines you want to write for. Take a look on them and compare how many articles are there in that issue of the magazine that is written by the staff, such as, editor, editor-in-chief, etc. Sometimes magazines do not buy anything from people who are not on the staff. Sometimes, it is totally for freelance, and sometimes it is a mix. Therefore, whatever it is and whatever you want to do, be sure to try to just sell to the magazine that would buy from freelancers, such as, yourself.
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The Telegraph announces Technology Intelligence, a large-scale investment in the greatest story of our time
20-March-2018 - onrec.com
Posted in Launch Technology Intelligence, which aims to establish the Telegraph as the UK authority of technology journalism, launched today. on 20 Mar 2018 Speaking at Advertising Week Europe, where the Telegraph is the presenting partner for the inaugural TechX, Nick Hugh, CEO The Telegraph, outlined the company's significant investment and ambitious plans to the tech community and advertising industry. Allister Heath, The Sunday Telegraph editor, said: Technology journalism used to be about devices. Now it is the story of everything, and is the greatest story of our time. Everything we do is governed by the technology that surrounds us all. Technology Intelligence will be at the forefront of campaigning in the technology space, pressing for policies that unleash an entrepreneurial revolution to spread the opportunities of capitalism more widely to build a Britain of all the talents. The investment will see The Telegraph opening its biggest-ever foreign bureau with a team of five in Silicon Valley, led by Technology Editor James Titcomb who becomes Silicon Valley Bureau Chief. Technology Intelligence boasts a team of international world-class technology journalists, including nine based in London. Providing the best, most relevant stories, features and analysis, reporting and operating, they will be led by The Sunday Telegraph editor, Allister Heath. Technology Intelligence offers global tech journalism with a British voice, chronicling the technological revolution which affects us all. Combined with a campaigning ambition to unleash Britains entrepreneurial spirit and establish the most diverse and vibrant networking organisation for the tech community, Technology Intelligence will report on five distinct journalism themes: Companies: The biggest firms in the world, told through the personalities of their tycoons / founders or through their corporate strategies. The political and social effects of technology: from teenage mental health to the impact of social media on democracy. The UK startup scene: Technology Intelligence will use Telegraph journalism to answer the question: why do we create £100 million companies, not £100 billion firms? Technology Intelligence seeks to find answers and campaign to remove whatever obstacles it finds. Kickstarting this topic, starting today, a five-part series written by Technology Special Correspondent Harry de Quetteville, explores the hunt for the worlds first trillion dollar company and reveals why it could be Britain who produces it. Development: Technological breakthroughs/setbacks in the world of AI, VR, AR, cyber security, driverless cars and cryptocurrency. Devices : Consumer-facing technology news, reviews and developments. In addition, Technology Intelligence readers will be offered a daily package of multi-channel content including a daily technology flash briefing for in-home audio devices; a Technology Intelligence newsletter; a dedicated daily technology page in the business section; a new technology section on The Telegraph website and Live App; enhanced, expanded daily technology news coverage plus analysis and specially commissioned commentary and Telegraph Intelligence stories on Snapchat.
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Job stability record affects recruitment results
20-March-2018 - onrec.com
Experienced recruitment consultants at Clayton Recruitment report that poor job stability reputation can put the best candidates off applying to a business. Posted in News archive on 20 Mar 2018 Were finding were having some difficult conversations with some clients where they have a poor employee retention reputation - as it often means the best talent will not join their company, says seasoned recruitment professional Lynn Sedgwick, MD at Clayton Recruitment. In a post-recession world with Brexit on the horizon, Lynn acknowledged that businesses have to work exceptionally hard in order to attract and retain candidates. Benefits such as discounts on retail or lifestyle items like insurance are good indicators that businesses are serious about attracting candidates, and maintaining their wellbeing over the long term. Financial incentives such as a generous pension contribution can be a good indicator of company stability and job security. Offering her words of wisdom to job seekers, Lynn said: "Many candidates are concerned about job stability. The advice we give our candidates when looking for a new opportunity is to establish whether a company is profitable and growing, and whether there is evidence that the business is invested in their own future do they offer training opportunities to develop the best people, for instance. And while job stability is an important consideration for many, Lynn acknowledges that its one factor to consider out of many that informs your decision about whether to stay with a company or join a new one. The most important piece of advice Lynn has for anyone considering a new position is to think about what job stability looks like to them. What matters to one person might not matter to the next and its important that a potential employer meets your expectations as well as you meet theirs. www.clayton-recruitment.co.uk
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Shocking Survey Results Highlight Urgent Need for Change in Management Practice
20-March-2018 - onrec.com
New whitepaper from MHR reveals the reality behind management practice in the British workplace, and why there is a need for an urgent change in mind-set. Posted in News archive on 20 Mar 2018 UK businesses must reform their management processes to survive in todays agile workplace, highlights a new whitepaper by leading HR and payroll supplier, MHR . Performance Management in the 21st Century explores how a combination of bad management and outdated rigid practices, such as annual appraisals and performance ratings are stifling employee engagement and forcing people to quit their jobs. The paper includes findings from research carried out by YouGov on behalf of MHR in 2017 into two key areas: annual appraisals and bad management, which are critical in the performance management process. Fifty-four percent of UK employees described annual appraisals as pointless or time-consuming, and half labelled the process as stressful or difficult. Amazingly, 80% reported experiencing poor management, of which a staggering 55% admitting that they left their job as a result. Worryingly, a number of respondents said they had experienced bullying , micro-management, aggressive and threatening behaviour from their managers during recent employment . Michelle Shelton , Product Planning Director at MHR and author of the whitepaper, says: While the world of work has evolved at a phenomenal pace over the past decade, in many cases, management practice and organisational culture have not. This has led to endemic employee engagement issues. The whitepaper highlights a widespread failure in the way businesses operate, uncovering the need for changes in processes, styles and supporting technology. In conjunction with this new whitepaper, this weeks UNLEASH Conference will see MHR showcasing solutions to help aid better management such as new Talent Check-ins technology which helps assist with real-time conversations and is a step towards better performance management. Day one of UNLEASH (Tuesday 20 th March at 1.15pm) will also see Mark Williams , Research Director at MHR, delivering an insightful talk on A Practical Guide to HR and AI . During his presentation, Mark will explain what AI looks like in its current form and reveal how AI and humans can complement each other. Mark says: In order to stimulate employee engagement, productivity and satisfaction we need to reassess the pessimistic view of AI in the workplace. Rather than perceive it as a threat, we need to consider how human-centred AI provides new ways of working that encourage and promote our best qualities, freeing us from the distractions of mundane tasks to spend more time on meaningful and fulfilling work. Click here to find out more about the UNLEASH Conference, and to download your copy of the white paper ahead of the event, please click here. www.mhr.co.uk
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Growth in self-employment driven by highly skilled freelancers not the gig economy, IPSE report shows
20-March-2018 - onrec.com
Growth in the UKs self-employed sector has been fuelled by a rise in the number of highly skilled freelancers up 46 per cent since 2008 to two million a new report by IPSE (the Association of Independent Professionals and the Self Employed) and Kingston University has shown. Posted in News archive on 20 Mar 2018 The report found that the growth of highly skilled freelancers is outstripping overall self-employment growth, which increased by 34 per cent to 4.8 million since 2008. In 2017, highly skilled freelancers accounted for 46 per cent of all solo self-employed people (those who work on their own account without employees). The report found that the contribution of freelancers and the solo self-employed to the UK economy increased in 2017 to £271bn up from £255bn in 2016. Highly skilled freelancers contributed at least £125bn in 2017 to the economy up from £119bn in 2016. Key findings about freelancers and the self-employed: There are 4.8 million self-employed in the UK (14% of the total UK workforce) 4.4 million of which work on their own without employees (the solo self-employed) 46 per cent of the solo self-employed are highly skilled freelancers The average age of freelancers is 47 (46 for general solo self-employed) Freelancers are 43 per cent female and 57 per cent male (35% to 65% for the solo self-employed) The number of female freelancers has grown by 67 per cent since 2008, compared to 33 per cent for male freelancers The highest proportion of freelancers (24%) are in South East England, followed by London (20%) and South West England (10%) The largest number of freelancers (320,000) work in artistic, literary and media occupations, followed by managers and proprietors in other services (236,000), functional managers and directors (135,000) and teaching and education professionals (134,000). Chris Bryce, IPSE CEO, commented: This highly detailed study comes at a crucial time. While the Brexit negotiations push ahead, it serves to highlight just how important the self-employed are to the UK. With solo self-employed people contributing £271 billion to the economy and freelancers alone contributing at least £125bn the Government simply cannot afford not to prioritise the wellbeing of this dynamic and remarkably productive sector. The report goes a long way to dispelling the myth that activity in the self-employment sector is occurring mainly in the platform or gig economies, when the real growth is in highly skilled freelancer occupations . The rise of self-employed working women especially freelance mothers demonstrates that self-employment is a viable way to increase workforce participation. People value flexibility, which is one reason why more people than ever before are moving into freelancing and taking the opportunity to fit their work around their lives. And right now, the Government must do all it can to enable and protect freelancers and the self-employed both in the Brexit negotiations and beyond.
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GDPR; travel companies must protect their most valuable asset
20-March-2018 - onrec.com
Comment from Rajeev Shaunak head of travel tourism, MHA MacIntyre Hudson Posted in News archive on 20 Mar 2018 Data is often a travel companys most valuable asset; without a list of existing and past customers, travel companies cant generate repeat customer sales. With the new General Data Protection Regulation (GDPR) fast approaching, how companies acquire and manage data for clients and prospects will be the difference between success and failure. Travel businesses now have 10 weeks to update their processes to demonstrate compliance with the new regulations. Failure to meet the 25 May deadline could result in penalties of up to 20 million or 4% of the companys global annual turnover of the previous financial year, whichever is higher. Many operators hold extensive marketing databases of personal information, collected through bookings, administration, and on and offline marketing activities. This comes directly from individuals, and via intermediaries such as travel agents and travel search websites. User profiling and online tracking tools such as cookies are also used to help better target marketing campaigns. Travel businesses need to embrace the regulation and take the following steps to ensure theyre ready: Expand consent notices online and in brochures, explaining the option to opt out of future marketing, when data might be collected, and exactly how it could be used to meet the new requirement for clear affirmative action, and an end to pre-ticked boxes and bundled consents. Operators also need to consider how best to signpost their privacy notices. Warn customers if data collected may be sent outside the European Economic Area (EEA), to Government Digital Service centers overseas for example, where data protection may not be as strong as within the EEA. Make customers aware of their right to demand full details of the information held on them, and unlike in the past, travel companies can no longer charge for providing this. A companys appointed data controller must notify privacy regulators and affected individuals in the event of certain data privacy breaches within 72 hours. Conduct a full data audit, and review data collection forms and privacy notices. Demonstrate compliance to regulators on an ongoing basis and maintain records of data protection management. Details must include how long information is retaining and consents held. Without consent, companies may be expected to destroy the information after the travel arrangements have been completed, provided theres no contractual requirement for it. Re-examine processes and systems used to deal with data subjects rights, including new rights in relation to the erasure of data, data portability and use of profiling, along with supplier arrangements with third parties such as hoteliers and airlines. Time is ticking; if companies havent already begun reviewing their data processing procedures, they must start now, especially as they will soon have the challenges of the new Package Travel Directive to contend with too. www.macintyrehudson.co.uk www.mha-uk.com www.bakertillyinternational.com
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Hebden Bridge in Yorkshire crowned best place in the UK
20-March-2018 - onrec.com
Machine learning used millions of data points to discover top locations Posted in News archive on 20 Mar 2018 Hebden Bridge in West Yorkshire has topped a list of Best Places in the UK. SAS , the leader in analytics, used its capabilities in artificial intelligence to create the list from large volumes of publicly available data, including city studies, social media sites, review sites like TripAdvisor, geodata and reports from statistical services and international agencies. Hebden Bridge achieved high marks across eight different categories generated by machine learning, including living expenses, safety infrastructure, healthcare, restaurants shopping, the environment, culture, attractiveness to families, and education employment. The findings emerged from the Paradise Found project that analysed nearly 150,000 locations worldwide in 193 countries, comprising more than five million data points. Other top locations in the UK included Richmond (Greater London), Hale (Greater Manchester) and Harrow (Greater London). Hebden Bridge also featured in the best seven places globally, ranking at number five behind the overall winner, West Perth in Australia: West Perth , Australia Feijenoord , Rotterdam, Netherlands New York , NY, United States Sandy Bay , Australia Hebden Bridge , United Kingdom Zurich , Switzerland Woodinville , WA, United States The machine learning process used all the publicly available data that analysts could obtain and an algorithm then determined its importance. The algorithm learns from the data instead of using any model assumptions, so is the sole arbiter of the factors that describe a location and then uses this information to determine which is the best. The key criteria were combined with indicators for quality of life, for example the price of common groceries such as a kilogram of bananas, the distance covered by pavements, the number of trees, the width of footpaths and the number of hours a person spends in traffic jams each year. The data doesnt lie, explained John Spooner, Head of Data Science at SAS UK & Ireland. When putting together a conventional survey, its all too easy for unconscious bias to creep in when selecting the criteria to use when determining which data should be collected and analysed. For Paradise Found, however, we processed all the available data and allowed machine learning algorithms to decide which criteria are truly important. This way, no aspect can be ignored simply because no one was looking for it. This allowed us to demonstrate what analytics and machine learning are capable of namely, finding patterns in data from a completely impartial perspective. In this particular case it showed how analytics can come up with a list of places that are different to what people might first think of based on their own opinions and preferences. SAS free, online Paradise Configurator tool can be used to find your own perfect place in just a few clicks. Rather than giving equal weight to each of the eight criteria above, the tool allows someone to select how important each of these criteria are to them, so they can generate their own unique analytical paradise. www.sas.com
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´Irresponsible´ company bosses face government crackdown
20-March-2018 - bbc.com
Plans include clawing back money for workers and suppliers by reversing asset sales by struggling firms.
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Employers Making Sure That ACOs Measure Up
20-March-2018 - workforce.com
As interest in ACOs spikes, comparison tools are becoming a necessity to help employers gauge the hundreds of accountable-care organizations. The post Employers Making Sure That ACOs Measure Up appeared first on Workforce Magazine .
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McDonalds Settles Joint Employer Case With NLRB
20-March-2018 - workforce.com
It has been nearly four years since the NLRB filed complaints against McDonalds, seeking to hold it liable as a joint employer for the unfair labor practices of its franchisees. I have suggested that if franchisors are equal under the National Labor Relations Act with their franchisees, then we will see the end of staffing agencies and franchises as a viable business... The post McDonalds Settles Joint Employer Case With NLRB appeared first on Workforce Magazine .
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Demands of the nursing profession: 4 ways to manage your emotions
20-March-2018 - usatoday.com
If youre a nurse who finds the intense demands of the job make it difficult to manage emotions, youre not alone. Here are some ways to manage it.
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How to make juice at home without a juicer
20-March-2018 - usatoday.com
Warning: time is required.
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Workplace trends: Workers over 50 find themselves suddenly in a hot job market
20-March-2018 - usatoday.com
Unemployment rate for ages 55 and over was 3.2% in February. Thats lower than the overall unemployment rate of 4.1% and 14.4% rate for teens. Many Boomers want to work because they fear they dont have enough money for retirement.
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BT sees off threat of strikes after reaching deal with union chiefs
19-March-2018 - dailymail.co.uk
The telecoms company will close its final salary pension scheme in May, a move bosses say is crucial to its finances. The deal followed talks with the Communication Workers Union
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Britain sees world-beating growth in artificial intelligence jobs
19-March-2018 - onrec.com
The UKs artificial intelligence sector is growing faster than rivals in America, Canada and Australia - putting Britain on course to be the global leader in AI technology. Thats the finding of new data released by the worlds largest job site, Indeed. Posted in News archive on 19 Mar 2018 Company Profile Indeed View profile » Sector booms as jobsite Indeed records threefold increase in AI jobs since 2015 Britain outstrips the US, Canada and Australia in demand for AI skills The UKs artificial intelligence sector is growing faster than rivals in America, Canada and Australia - putting Britain on course to be the global leader in AI technology. Thats the finding of new data released by the worlds largest job site, Indeed . AI technologies require highly skilled workers who can develop and maintain complex systems and applications. In the last three years, demand from UK employers for these types of workers has almost tripled , according to Indeeds data. Roles typically include data scientists and machine learning engineers, specialists who play a crucial part in teaching machines how to use and interpret data. Millions of us interact with AI on a daily basis, often without realising. Smart home devices like the Amazon Echo, or cutting edge tech such as facial recognition software and driverless cars, are some of the more obvious examples of AI in use. AI jobs also pay well above the UK average salary, with data scientists typically taking home £56,385 a year and machine learning engineers earning an average of £54,617 a year 1 . Despite the financial rewards on offer, there is still a challenge to find the talent. Indeed researchers found that the share of available AI jobs in Britain outstripped the share of interested candidates by 6 times. The number of UK jobseekers looking for AI roles has doubled since 2015, but its still struggling to keep up with demand from employers. Thanks to its booming tech sector, the UK has a higher concentration of available AI jobs than the United States, Canada and Australia. At the start of 2018, 1,300 out of every million UK jobs advertised on Indeed were in AI, nearly double the level in Canada and over 20% more than the level in the US. Table: AI jobs posted on Indeed between 2015 and 2018 Tara Sinclair, economist and senior fellow at Indeed, commented: From both a jobs and a society perspective, AI is a technology that has the potential to be truly transformative. While the jury is still out on how many existing roles could be made redundant as AI becomes more widespread, or whether its potential for job creation outweighs any losses, in the short-term AI is providing a shot in the arm to Britains jobs market. A number of companies are exploring how AI might be used to boost their bottom line, while also holding out the prospect of previously undreamt of technology that could one day excite and delight millions of people. Britains reputation as a tech leader has made it a natural home for the booming AI sector, and the UKs concentration of AI jobs has risen steadily - and now outstrips that in the other major English-speaking countries. AI jobs are not for everyone, as they require highly specialised skills. So its essential that post-Brexit Britain retains the ability to attract the global talent it needs to keep its AI sector in pole position.
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One in three recruiters admit to stalking potential employees online
19-March-2018 - onrec.com
And UK professionals reveal that they expect to be Googled by employers Posted in News archive on 19 Mar 2018 Company Profile CV-Library.co.uk View profile » With a third (30.8%) of recruiters admitting that they stalk potential candidates on social media, professionals need to be savvy about what they post online. Despite this, over one in four (29.5%) confess that their social media profiles arent set to private. Thats according to the latest data from CV-Library , the UKs leading independent job site. The study of 1,100 UK workers and over 200 recruitment professionals explored attitudes towards social media and the effect it has on professionals employability. The survey found that two-thirds (65.7%) of candidates expect to be Googled by potential employers and recruiters, with 73.4% stating they are more careful about what they post online. Other key findings include: Over three quarters (78.1%) of professionals believe that recruiters would judge them based on what they post on their social media profiles Whats more, over two thirds (69.3%) of recruiters confirmed that they are influenced by what they find online And despite many professionals already being cautious, 63.6% said they are more careful about what they share when theyre actively job hunting Lee Biggins, founder and managing director of CV-Library comments: Many employers and recruiters will use social media during their hiring process and its clear that they are influenced by what they see online. However, if youre using social media as a screening tool, its important that you arent letting this cost you great candidates. Todays professionals are becoming more aware of what theyre posting and the effect this can have on their job prospects. As such, you may not be getting an accurate impression of who your candidate is through social media alone. Screening calls and face-to-face interviews are still the best way to build a true picture of your candidate. Furthermore, the survey sought to find out how both sides felt about posting photos online. Two thirds (61.2%) of recruiters said that they believe selfies are not acceptable for use on professional profiles. Interestingly, 60.6% of professionals also agreed that these types of photos look unprofessional, though this figure dropped to 55.6% amongst those aged 25-34. Biggins concludes: The selfie craze has taken off in recent years, but its clear that these should not be used for professional purposes. While these pictures might not be incriminating in any way, there are certain negative connotations that come with selfies. That said its positive to see that candidates are recognising the need to remain professional and create a great impression even online! For more information on how social media can help and hinder your recruitment process, download CV-Librarys latest whitepaper on hiring in the digital age .
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Secret Weapon to go Global for Small Business Ideas
19-March-2018 - onrec.com
Posted in News archive All the best business ideas are based on fulfilling a need that others have neglected, and with the right tools, its possible to identify and satisfy these needs in the global marketplace. on 19 Mar 2018 Its important for any business ideas to be based on a strong foundation, and what this comes down to is identifying a demand that can be dynamically supplied. As far as the business ideas UK produces, the possible future for this brand of entrepreneurial philosophy could lie in the B2B sphere, finding new ways to connect business ideas with distributors and retail relationships. In this way, business ideas can combine to form more than the sum of their parts, and stay ahead of the competition in todays constantly evolving marketplace for business ideas. Bringing Great Ideas Together as One Business ideas networks such as these can put smaller brands on an infrastructural partiy with bigger competition make a brand impact thats hard to acquire through the usual marketplaces such as eBay, Etsy and Amazon. By connecting a brand with a retailer, its possible to create a mutually beneficial relationship that benefits both parties in an endeavor like business ideas for teens. With such apparatuses to hand, potential for growth can be exponential thanks to business ideas that are genuinely responsive to the markets. Cutting out the Middle Men In times past, those with ambitions to launch business ideas had a couple of ways of getting off the ground. One would involve business ideas for students being homebrewed as a product spare time to distribute amongst your immediate social network or retailers in geographical proximity. Trade shows were another way you could attempt to showcase your business ideas and get the attention of a willing retailer. However, scaling up in this manner has always proven notoriously challenging business ideas. Retailers could have their own set of online pokies real money could be spent on, as well with the constant challenge to keep a range of products in circulation that would prove not only popular, but distinct enough to distinguish them from the competition whilst struggling to keep giant corporations like Amazon from hoovering up their customer base. This is where B2B distribution networks come in. Connecting the Dots in Real Time When the right brand can connect with the perfect retailer, the skys the limit for how far the business ideas can go. Smaller boutique brands have an opportunity to go global and help sell customers on their story as well as their product. The benefits are twofold a for business ideas at the distribution end of the deal, who get the opportunity to build an ecommerce profile tailored to their ideal designs and offer a wholly personalised retail experience to prospective customers. Doing Much More with Less The advantages of this platform should be obvious: brands can widen their distribution further previously imagined thanks to buyers who can create their ideal stock identity. Data analysis can bolster efforts on both ends, as a small business can better analyse what about their business ideas is a hit and whats a miss. It also enables retailers to grow their awareness of what the next big success of tomorrow is going to be by allowing them access to a more contemporary range of disbursed brands. Bringing the Wall Down at Last Hitherto, successful entrepreneurs had to spend time and money hawking their wares at corner markets or craft fairs, but those days could be over. Its possible for creators to instantly connect with a global buying community, helping different business ideas boost others. Not only can customers get connected with a new brand, but the brand also has more of a story to append to its merchandise, which is becoming an increasingly influential factor in the purchasing habits of millennials.
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12 experts from Aons Assessment Solutions will present at SIOP 2018
19-March-2018 - onrec.com
12 experts from Aons Assessment Solutions group will participate in 17 different symposia, debates, panel discussions and poster sessions at the SIOP 2018 Conference (19-21 April, Chicago). Posted in News archive on 19 Mar 2018 Company Profile cut-e View profile » The 33rd annual conference of the Society for Industrial and Organizational Psychology will highlight the latest developments in psychological research, theory and practice. The three-day event will include symposia, roundtables, panel discussions, poster sessions, debates and master tutorials. In a multi-presenter symposium session entitled Taking simulations mobile: the challenges, best practice and whats next? (Saturday 21 April, 1.30pm, Sheraton 1), Richard Justenhoven from cut-e will be joined by Eleni Lobene of Aon Hewitt, Amie Lawrence of Select International and Lei Qin from Shaker. Each expert will present individually before taking part in a combined, interactive panel discussion, chaired by Tara McClure Johnson of Aon Hewitt and Charles Handler from Rocket-Hire. The use of simulations dates back to the 1940s when the US military began creating them for personnel selection, explained Richard Justenhoven of cut-e, which is part of Aons Assessment Solutions. Since then, simulations have proved to be a robust assessment methodology and innovations in technology have enabled engaging, media-rich simulations. When you combine this with the increasing use of mobile devices in the selection process, it creates an opportunity for innovative and effective assessment. Thats why mobile assessment simulation is one of 2018s top three topics in the I/O world. This session will explain how shorter, more immersive mobile assessments - with media-rich, realistic simulations - can engage top talent and attract a more diverse candidate pool. The session will showcase new thinking in this area, as well as highlighting what the future holds. Each panellist will share how their organisation approaches mobile simulations and well then discuss the key learning points. We all have differing perspectives on this issue so this promises to be a lively and interesting discussion and debate. At SIOP 2018, nine other experts from Aons Assessment Solutions - Seymour Adler; Anthony Boyce; John Capman; Jennifer Cavanaugh; Rachel Dreibelbis; Sarah Foster; Nicholas Martin; Brian Ruggeberg and Evan Theys - will participate in 16 other symposia, debates, panel discussions and poster sessions. These sessions will cover a broad range of issues including: the future of work; the future of testing; the ethics of modern assessments; adverse impact; critical experiences for internships; making data count; innovations in leadership assessment; norms and personality; game-based assessment; mobile cognitive testing; competency modelling; behavioural data and a person-centred approach to personality assessment. The SIOP 2018 Conference will be held at the Sheraton Grand Hotel in Chicago, Illinois, on 19-21 April. Register online at www.siop.org/conferences/18con For further information about Aons Assessment Solutions at SIOP 2018, please visit https://www.cut-e.com/siop
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McDonald´s agrees settlement in franchisees´ U.S. labor case
19-March-2018 - reuters.com
(Reuters) - McDonald's Corp said on Monday it had agreed to settle a U.S. labor board case on whether the company is accountable for its franchisees' alleged labor law violations.
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California Workers Compensation Institute Elects 2018 Board
19-March-2018 - insurancejournal.com
Rose Barrett of the Berkshire Hathaway Group was elected chair of the California Workers Compensation Institute board of directors for 2018. Barrett was first elected to the CWCI board as a representative of AIG in 2014 and has been a
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XL Catlin Introduces Brexit Continuity Clause to Address Risk of Loss of EU Passporting
19-March-2018 - insurancejournal.com
XL Catlins London-based insurance operation has introduced a Brexit contract continuity clause. The clause addresses the risk that contracts written by XLs London-based entities prior to Brexit may become impermissible if passporting rights are lost as a consequence of the
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SiR accreditation requires adherence to data protection rules and validates GDPR compliance
19-March-2018 - onrec.com
The upcoming GDPR rules due to apply from 25th May 2018 will affect all hirers and supply agencies, introducing a raft of new data protection requirements. Posted in News archive on 19 Mar 2018 Company Profile Standards in Recruitment View profile » Ensuring that data is protected in the way required by these new rules is critical for all parties concerned, said John Randall, engagement director at Standards in Recruitment (SiR) and is likely to be of interest for HR and hiring organisations using supply and introduction agencies as well as being relevant to candidates looking to use compliant recruitment businesses. SiR accreditation requires adherence to data protection rules and validates GDPR compliance, amongst other areas relevant to recruitment. This is unique, says Randall. Our legal and onsite audit not only looks at documents such as a privacy statement used by a business, but also comprehensively checks that what is claimed by the business is also being carried out in practice, and that suitably protective technological measures are in place. I do not believe that any other accreditation can provide this level of assurance for hirers and candidates, and SiR certification again distinguishes accredited businesses from others. GDPR compliance is a key part of recruitment governance. SiR was launched in 2015 and is the UKs only independent accreditation for recruitment businesses. It operates to standards set by hirers and agency stakeholders. For further information about Standards in Recruitment please contact John Randall, engagement director at: Tel: 0845 450 4415 Email: info@standardsinrecruitment.com Web: www.standardsinrecruitment.com
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REC supports call for unpaid shifts to be made illegal
19-March-2018 - onrec.com
On Friday a private members bill seeking to make unpaid trials illegal will get its second parliamentary reading. Recruitment & Employment Confederation (REC) director of policy Tom Hadley comments: Posted in News archive on 19 Mar 2018 Company Profile REC View profile » Hiring procedures are about testing somebodys ability to do the job. However, theres a difference between testing someones skills in an assessment setting and asking them to work for free. Recruitment processes cannot be an excuse for exploiting people. Testing waiters silver service skills in a simulated restaurant environment is an example thats absolutely legitimate. But as soon as you have candidates working in a real business setting alongside paid employees, they deserve to be paid at least the National Minimum Wage. We know businesses that use this method and pay candidates appropriately. Any employer who doesnt is tarnishing their own brand and giving business a bad name.
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Chancellor welcomes boost to Britains digital economy with largest recruitment drive in Openreach history
19-March-2018 - onrec.com
The Chancellor of the Exchequer, Rt Hon Philip Hammond MP, today welcomed news that Openreach, Britains leading digital network business, will hire 3,500 new trainee engineers over the next 12 months. Posted in News archive on 19 Mar 2018 First of 12 new national fibre engineering schools opens in Bradford 3,500 new engineers will help deliver ultrafast Fibre to the Premises broadband to three million premises, support evolving mobile networks and improve customer service Including suppliers, 5,000 new jobs will be created to support of Openreachs network investment plans The Chancellor of the Exchequer, Rt Hon Philip Hammond MP, today welcomed news that Openreach, Britains leading digital network business, will hire 3,500 new trainee engineers over the next 12 months. The largest recruitment drive in the companys history will see recruitment in communities from Penzance, in Cornwall to the Orkney Islands and follows an announcement last month that Openreach will accelerate plans to build more Fibre to the Premises (FTTP) broadband infrastructure across the country. The new roles will be located throughout Britain, with trainees joining the UKs largest team of telecoms engineers working to expand, upgrade, maintain and install new services over Openreachs national broadband network. Taken together, with an expected expansion in its supply chain, this will support the creation of around 5,000 new jobs in Britain over the coming year. Openreachs Fibre First programme will deliver expanded FTTP networks in up to 40 towns, cities and boroughs, setting it on a trajectory to reach ten million British premises by the mid-2020s. It has committed to making FTTP available in three million British homes and business by the end of 2020 and, if the conditions are right, intends to go significantly further, bringing the benefits of FTTP technology to the majority of homes and businesses in the UK. The build will commence in eight cities: Birmingham, Bristol, Cardiff, Edinburgh, Leeds, Liverpool, London and Manchester. Chancellor of the Exchequer, Philip Hammond said: Its great news that Openreach is creating 3,500 new permanent jobs rolling out full fibre broadband. This digital infrastructure will be welcomed by families and business across the country, and these new highly skilled jobs will be a boost to our talented workforce as we build an economy fit for the future. Speaking ahead of the official opening of Openreachs new training centre in Bradford, one of 12 new regional fibre training centres built to support the rollout, Clive Selley, Chief Executive of Openreach, added:These trainee engineers will be playing a vital role in the future success and prosperity of the UK. Over the last year our 22,200 engineers have been the driving force behind Government reaching its target of making 'superfast broadband available to more than 95% of the country, whilst also improving our customer service performance - but we want to do more. Every day, Openreach engineers are working in all weathers across the length and breadth of Britain, connecting homes and businesses and making sure people can access the high quality broadband services they need. We are already investing in upskilling our engineering team and todays announcement of new jobs underlines our commitment to make our Fibre First programme a reality future-proofing Britains broadband network and supporting emerging mobile technologies like 5G. Im confident that our twin investment in people and infrastructure will help the UK achieve the societal and economic benefits that come from better, more reliable, faster broadband services. Kevin Brady, HR Director, Openreach, said: We want men and women from all walks of life to apply for roles at Openreach so were keen to engage with the aspiring engineers of tomorrow and to build a diverse workforce that reflects the hugely diverse communities we serve throughout Britain. Becoming an engineer can be an incredibly rewarding career, and were constantly improving our training and recruitment programmes to make sure we attract and keep the best engineers in the business. This year weve invested heavily in upskilling our people, so they can now do more for customers in a single visit and we recently launched new career pathways to give our engineers a clear sense of the skills, accountabilities and experience they need to get where they want to be. Were committed to helping people realise their potential so were also delighted to be offering 500 work experience placements, under the Movement to Work programme, to 18-24 year olds who are currently not in education, employment or training. Find out more about our Trainee Engineer Scheme .
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Hospitality entrepreneur Vivek Chadha says recruitment practices are killing UK hotels
19-March-2018 - onrec.com
Launch of free recruitment marketplace Hotelhouse.co marks a solution for hoteliers Posted in News archive on 19 Mar 2018 The hospitality industry is the 4th largest employing sector in the UK with 3.2million employees at present, yet it remains affected by high turnover and an increasing cost of recruitment. Poised to create a landmark change in the hospitality industry, Hotelhouse.co is a bespoke hospitality recruitment platform. Based in London, Hotelhouse.co offers a unique approach to hotel owners, offering an alternative to traditional recruitment methods. Hotelhouse.co is designed to reduce the high staff turnover that blights the industry, plus increase staff retention, address the issue of a lack of suitable candidates and reduce the high costs of hiring by allowing hoteliers to advertise their roles for free. Founded by Vivek Chadha - founder and CEO of Nine Hotel Group owning and operating over 20 hotels across the UK - the hotelier identified a gap in the market for a hotel-specific recruitment platform. Vivek is using his extensive first hand experience to change hotel recruitment from the inside, simplifying the existing hospitality recruitment model. The Hotelhouse.co platform runs a strict qualifying process for a hotel to be listed on the site - the hotel must offer a minimum level of benefits staff and also have a focus on employee wellbeing. Chadha says: Were not just another hospitality recruitment agency or jobs board, as were not looking to profit from advertising vacancies or benefit from the high rate of turnover that we all see and that is increasing as we start to see the impact of Brexit on the hospitality industry. EU workers form a large percentage of our industry and as the Brexit negotiations proceed, were seeing a negative impact across the industry as we are struggling to attract and recruit highly qualified and experienced staff into our teams due to the ongoing uncertainty. With Hotelhouse.co, were aiming to solve issues we see all the time in the hotel industry - high recruitment costs, frequent staff turnover and a lack of the right candidates for the right roles. The platform is designed to focus on what we need - high quality candidates for our job vacancies that arent costly to advertise - and what candidates want - a great working environment in a select group of hotels with employee benefits such as health insurance, gym membership and even Netflix accounts! Zamir Hirji, owner of Ashley Hotels, believes Hotelhouse.co will simplify finding candidates for vacancies, stating: It is difficult for hoteliers to find great candidates, period. Hotelhouse.co is focused on providing a real long-term solution for hotels. Changing the perception that a career in hospitality is not aspirational, Hotelhouse.co aims to attract hospitality talent from around the world, with users based in London, New York, Paris and Amsterdam applying for roles in hospitality businesses through the platform. Initially focused in and around London, with the intention of expanding across the UK, the platform currently has 2,500 registered users from around the world and is targeting 50,000 users. www.hotelhouse.co
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McDonald´s reaches settlement in ´joint-employer´ lawsuit
19-March-2018 - abcnews.com
McDonald's says it has reached a settlement with a U.S. labor agency over a lawsuit that would have decided if the fast-food company should be liable for hiring, pay and other decisions made at its franchised restaurants
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The 5th Nominee for the Worst Employer of 2018 is the Political Pension Preventer
19-March-2018 - workforce.com
ERISA section 510 provides: It shall be unlawful for any person to discharge, fine, suspend, expel, discipline, or discriminate against a participant or beneficiary for exercising any right to which he is entitled under the provisions of an employee benefit plan or for the purpose of interfering with the attainment of any right to which such participant may become... The post The 5th Nominee for the Worst Employer of 2018 is the Political Pension Preventer appeared first on Workforce Magazine .
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Companies Embracing the March Madness of Basketball at Work
19-March-2018 - workforce.com
While some companies may worry about March Madness because of productivity concerns, others choose to embrace it as an employee engagement tool. Its something to focus on other than day-to-day work, and in todays world, work-life balance is so blurred, said Jennifer Zweig, OfficeTeam regional vice president at staffing agency Robert Half. Zweig oversees four of the companys 300 offices.... The post Companies Embracing the March Madness of Basketball at Work appeared first on Workforce Magazine .
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Using Selective Attention to Boost Qualified Job Candidates
19-March-2018 - workforce.com
People drive relationships, and its these relationships that drive profitability of every business. Thats why a business owners map to success always starts with building a great team. Often, small- to medium-sized businesses focus on quantity versus quality of applicants. They forget the success of each hire is not correlated to the number of interested applicants, but rather to the... The post Using Selective Attention to Boost Qualified Job Candidates appeared first on Workforce Magazine .
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How to set up a sensible stocks and shares Isa online
19-March-2018 - dailymail.co.uk
Investing doesn't mean that you have to enter into a Wolf of Wall Street-style high risk world. A stocks and shares Isa, managed online, offers a mainstream and effective way.
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How to reap dividends free from tax grab with an Isa wrapper
19-March-2018 - dailymail.co.uk
Using an Individual Savings Account as a long-term investment bolthole will become more important in coming months, as a tax grab hits dividend payments.
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MARKET REPORT: Carpetright plunges 12pc and sinks Mothercare too
19-March-2018 - dailymail.co.uk
Carpetright lost more than a fifth of its value following reports that it may be forced to close dozens of stores and slash jobs to stay in business. Mothercare's shares slumped 14.2 per cent.
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New Jobsite research finds company pension schemes to be most important benefit to UK professionals
19-March-2018 - onrec.com
With continued reports of flailing businesses struggling to afford expensive pension funds, new research from Jobsite, the leading job board for skilled professionals, has found that UK workers consider a good company pension scheme as being more important than any other benefit. Posted in News archive on 19 Mar 2018 Company Profile Jobsite.co.uk View profile » Professionals cite a pension scheme as more important than a bonus or private healthcare More than two-thirds consider the pension policy before accepting a job With continued reports of flailing businesses struggling to afford expensive pension funds, new research from Jobsite , the leading job board for skilled professionals, has found that UK workers consider a good company pension scheme as being more important than any other benefit. Jobsite commissioned Vitreous World to poll a sample of 500 UK professionals. This research identified that 82% of respondents believed their company pension scheme to be an important benefit. Two-thirds (68%) of respondents said they would think twice about taking a new job that didnt offer a decent pension scheme as part of the role. The UK workforce placed more importance on the company pension scheme than other benefits, with 65% of respondents saying they view a performance related bonus as important, something that only 30% currently receive. Over half (51%) said that private medical care is an important benefit, despite only 23% receiving this. Furthermore, 55% highlighted mental health and stress support as an important benefit, while only 23% have this available to them through their employer. By contrast, typical benefits that were cited as the least important by UK professionals were found to be the season ticket loan (26%), time off to volunteer for good causes (28%) and a day off on their birthday (33%). Jobsite CEO, Nick Gold commented Many employers often believe that offering higher salaries is the way to improve the quantity and quality of applicants they receive through the door for a vacancy. Nowadays professionals are not just looking for more money in their pockets right now especially where many feel they are subject to pressures of increasing working hours. Some are thinking more long term, and how their employers can help them reach their retirement goals sooner. The answer might lie instead in diversifying their attraction strategy by highlighting other elements of their company benefits packages, in particular their pension schemes. Despite the media attention pension funds are currently receiving as big businesses struggle financially, workers are still placing trust in their employers to help them grow their retirement investment funds. Employers would be well advised to address this demand and advertise new vacancies accordingly. In doing this, potential employees looking to safeguard and maximise their finances in later life apply for jobs that offer them truly valued benefits. www.jobsite.co.uk
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Winning the war for talent in the Hospitality, Leisure and Tourism sector
19-March-2018 - onrec.com
The hospitality, leisure and tourism sector includes hotels, restaurants, events and catering, all of which are popular for part-time, casual, temporary and graduate opportunities. Posted in News archive on 19 Mar 2018 Company Profile eploy View profile » The hospitality and tourism industry, in particular, is a key player in the UK economy, our fourth largest industry, employing approximately 4.6 million people*. The hospitality industry alone has grown faster than any industry since 2008 and contributes over 17% of the entire workforce. So, it is big business however, the big business sector needs the right mix of candidates, salaries and budgets to keep delivering! Based on research from the 2017 Candidate Attraction Report we can break down how in-house recruiters are attracting talent and managing the industry attraction challenges. First off, the survey indicates that there is a distinct lack of candidates within this sector, the quality is ok, but no channel is delivering exceptional quality and quantity. This is further backed up by industry reports of general shortages in the labour market for this sector, and it is unclear the impact Brexit will have on the status of migrant workers post-Brexit. What is working and what can be improved? If you look at the sourcing quadrant below it shows the quality and quantity of candidates by channel for in-house recruitment teams in this sector. Even at first glance, it is easy to see that no one channel is delivering exceptional quality and quantity of candidates. General Job Boards in the bottom right of the quadrant generate a decent quantity of candidates, but the quality is lacking. As you can see from the sector channel usage, social media is used by 69% as a sourcing tool but it isnt delivering the required results. Interestingly, it is used more than ATS/CRM/Talent Pool which is providing a decent quality of candidates but still has some way to go to get the desired quantity. The survey reveals there are some common issues across this sector that appear to be hampering results. Salaries being lower than market average is a primary issue, affecting 62% of companies. Also, we see half of recruitment teams have problems with location and reduced marketing budgets, meaning there is a distinct need to do more with less. Looking in more detail at two of the channels used, how can your ATS/CRM and Company Website/Careers Site help you to deliver more? Many vacancies within this sector require organisations to act quickly and have a talent pool of warmed up, engaged, pre-screened candidates ready to be onboarded. There is sure to be more that can be done to fully utilise your ATS/CRM and Talent tools to address this. A practical tip is to evaluate your existing talent pools and check how easy it is to pinpoint the right candidates to target. Chances are you arent effectively grouping talent by skills, experience, qualifications, and location. Another tip is to understand how easy it is for passive candidates to join your talent pool via your careers site. Can you build your talent pool using social networks and CV libraries? Is your talent pool screened and matched against your required skill sets? In having the answers to these questions you will be better placed to capture candidates at the start of their application process and build engagement to convince and convert candidates. Having a great online candidate experience through your website/careers site to support your recruitment strategy can support candidate attraction, candidate engagement, streamline your recruitment, improve onboarding and create brand consistency. So how would candidates rate your careers site for candidate experience? A good place to start is to visit your careers site and review it against our handy candidate checklist . Finally, accessing your careers site analytics will enable you to understand candidates on-site behaviours fully and should alert you to the things you need to know to take the appropriate action. Want to know more? You can read more on candidate engagement in the Travelodge story and how they seamlessly integrated their website with their ATS/Recruitment CRM to attract the right prospective talent through consistently communicating their employer brand and values. The Candidate Attraction Report also looks at website/careers site channel by industry and this industry currently falls below the midpoint. However, the report goes on to share markedly improved results from those recruiters who actively monitor, measure and benchmark channel effectiveness are you one of these recruiters? You can download the free Candidate Attraction Report 2017 to learn how to maximise your channel effectiveness and how you compare to other sectors or take a self-guided tour across the e-recruitment journey . *British Hospitality Association Backing the future for hospitality and tourism 09/15
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Seniors face slew of online, phone scams. Heres how to avoid the top ones.
19-March-2018 - usatoday.com
Seniors can be particularly vulnerable as they increasingly become tech-savvy, using computers, smartphones and creating social media profiles.
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Fundamentals of hiring a freelance designer for your business
19-March-2018 - usatoday.com
It may be intimidating to hire a graphic designer if you dont know the design industry.
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Warren Buffetts $1 Million March Madness Bracket Challenge is busted
19-March-2018 - usatoday.com
Warren Buffetts $1 Million March Madness Bracket Challenge has been officially busted. No one will get $1 million a year for life, but one lucky employee will get $100,000.
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A Walmart wedding: Why couple got married in the garden section
19-March-2018 - usatoday.com
When the Pennsylvania couple realized their co-workers would not be able to attend their wedding, they got married where they fell in love.
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Job advice: Do these cliché career tips actually work?
19-March-2018 - usatoday.com
When it comes to career planning most people think they have all the right answers when theyre dishing out clichéd and uninformed advice to others.
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Missing Worker Presumed Dead After Texas Chemical Plant Explosion
19-March-2018 - insurancejournal.com
The search for a man missing since a North Texas chemical plant exploded and caught fire on March 15 has been postponed because of dangerous site conditions. Cresson Mayor and Assistant Fire Chief Bob Cornett said Saturday that fires were
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Northeastern Nebraska Plant Cited in Workers Death, Fined $188K
19-March-2018 - insurancejournal.com
A federal workplace safety agency has cited a northeastern Nebraska egg processing plant where a worker was killed last year. The Occupational Safety and Health Administration said in a news release that the Michael Foods plant in Wakefield violated several
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Disputes with temporary workers add to GM Korea´s challenges
19-March-2018 - reuters.com
BUPYEONG, South Korea (Reuters) - Having lost his temporary job as a mechanist at GM Korea twice in the past eight years, Shin Hyun-chang was eagerly awaiting a court ruling last month on whether the automaker would be forced to recognize him as a full-time employee.
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Ten years after crash, Americans still have not fallen back in love with stocks
18-March-2018 - reuters.com
NEW YORK (Reuters) - Luke Thomas, 44, an information technology field manager who lives in Miami, began investing in the U.S. stock market in his early 20s, attracted by the prospect of learning how to grow a little bit of money into a lot, he said.
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Struggling worker? How to establish a performance improvement plan
18-March-2018 - usatoday.com
One of the biggest challenges of working in Human Resources can be the role you play in resolving employee struggles and difficulties.
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Trump Administration, McDonalds Rush to Avoid Employer Liability Trial
18-March-2018 - insurancejournal.com
The National Labor Relations Board is ignoring its own guidelines and rushing to settle a major workplace action involving McDonalds Corp., lawyers for employees involved in the litigation alleged. If the workers win at trial, the case could have a
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Drive for Uber? Deliver for Amazon? Here are tax rules to know
17-March-2018 - usatoday.com
First-time gig workers are often shocked at how much they can owe at tax time for self-employment taxes involving Social Security and Medicare.
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Hiring: 4 traits all great talent acquisition teams should have
17-March-2018 - usatoday.com
Youre only as good as your talent which also means youre only as good as your talent acquisition team.
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Elderly Americans face slew of online, phone scams. Heres how to avoid the top ones.
17-March-2018 - usatoday.com
Seniors can be particularly vulnerable as they increasingly become tech-savvy, using computers, smartphones and creating social media profiles.
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Fashion designer Esme Young, 69, on her career and money decisions
17-March-2018 - dailymail.co.uk
Fashion designer Esme Young would have used the Spring Statement last week to levy a tax on London property investors and build more social housing if she had been Chancellor.
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How to grow your own grocery list - and save a fortune on shopping
17-March-2018 - dailymail.co.uk
Spring will soon be upon us - and it is already time to start planting seeds if you want an early summer crop of free groceries. Here, The Mail on Sunday helps you draw up a grow-your-own shopping list.
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Pay cut leaves Sir Martin Sorrell earning only £15m a year
17-March-2018 - dailymail.co.uk
Sir Martin Sorrell, the head of advertising giant WPP, is on course for a big pay cut this year, leaving him with his lowest total package since 2011.
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MIDAS UPDATE: Our paymaster tip Equiniti soars by 80% in 20 months
17-March-2018 - dailymail.co.uk
Equiniti provides essential services to most of Britains biggest companies, helping them pay wages, create employee share schemes and distribute dividends.
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How to find advice-only financial advisers
17-March-2018 - usatoday.com
If you want money advice you can trust, your best bet is to hire a fee-only financial planner. The trick is finding a planner whos willing to be hired for a reasonable fee.
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Coca-Cola, U.S. State Dept to use blockchain to combat forced labor
16-March-2018 - reuters.com
NEW YORK (Reuters) - Coca-Cola Co and the U.S. State Department along with two other companies said on Friday they are launching a project using blockchain's digital ledger technology to create a secure registry for workers that will help fight the use of forced labor worldwide.
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Is the future of hiring blind?
16-March-2018 - onrec.com
Posted in News archive When a new member is added to a symphony orchestra, traditionally, theyre handpicked by the music director and the principal player of each section. on 16 Mar 2018 For a long time, this led to rampant sexism and nepotism. Women were underrepresented in American and European orchestras for a number of charming reasons that included: female musicians having smaller techniques, being more temperamental and simply unsuitable for orchestras. It wasnt until the 1970s and 80s when symphony orchestras began to use blind auditions in their selection process that this situation began to change. In a blind audition, the applicant and the orchestra members are separated by a screen. This way, while the orchestra members can hear the musician play, they wont be aware of their gender or skin color. This completely shook up the diversity stats and how! About 10 percent of orchestra members were female in 1970, compared to about 35 percent in the mid-1990s ( Source: Princeton Weekly Bulletin ). In Yassmin Abdel-Magieds TED talk (What does my headscarf mean to you?) , she narrates a story about how the first set of blind auditions conducted by the Boston Symphony in 1952, yielded skewed results despite their intervention. The reason? Women wore high heeled shoes that produced distinctive clicks and gave their gender away. So, the orchestra had everyone remove their shoes before the audition. The second time around, almost 50% of the women made it past the audition round. However, you dont need to have attended the selection process of a symphony orchestra to be familiar with the idea of a blind audition. All you have to do is turn on the television; the reality singing show, The Voice , dramatizes blind auditions to match peoples expectations for reality tv. Theres no screen to separate the judges and the participants. Instead, the judges face the audience through the audition and are allowed to turn around only if they vote for the singer to be on their team. THE VOICE Blind Auditions Episode 501 Pictured: Nic Hawk (Photo by: Tyler Golden/NBC) The Voice isnt just the entrance to a YouTube blackhole; it also holds the distinction of being one of the inspirations for Gapjumpers , a service that allows businesses to hold blind auditions for candidates. If youre a business in need of an employee, you work with Gapjumpers to create and place a work sample assessment test on their platform. This way, you can decide if they had the skill set to be successful in the role without actually knowing anything about the candidate. Gapjumpers blinds everything from name, gender, educational institution, background and experience so that companies can make objective assessments, based on just the skill set of the individual. Their clients range from non-profits and startups to enterprise businesses like Dolby. The best predictor of how someone will perform in a job is a work sample test (can explain 29 percent of an employees performance). This is ahead of unstructured interviews (14 percent), somewhat ahead of reference checks (7 percent of performance), years of work experience (3 percent), graphology or handwriting analysis (0.04 percent) and so on Work Rules! by Lazlo Bock, former VP of People at Google. In a world where 2.7% of jobs at leading tech companies in Sillicon Valley are held by African Americans and companies are padding their numbers to seem more diverse , a hiring process that combats biases is the need of the hour. To learn more, we spoke to Anne Gregory, the Director of Customer Success. She works closely with clients and does everything from helping them write meaningful job descriptions to curating challenges for their open role and shortlist candidates. She also handles any questions that applicants might have and any issues that might arise from their use of the Gapjumpers platform. The typical hiring process Most companies collect applicants by putting up a career site and posting jobs onto it. Sometimes, they post ads on job boards to attract candidates. Sometimes, they share these jobs on social media. When a candidate applies, their application is vetted by a recruiter or the hiring team, depending on the process. If youre a Gapjumpers client, this is where the path diverges. When a candidate applies, they receive a challenge invite. Anne works with clients to identify requirements and develop challenges that are unique and specific to the job role challenges that you cant crack with a bit of Googling. Once all the submissions are in, theyre ranked using a Gapjumpers algorithm; Anne then works with hiring managers to shortlist candidates based on their results. Only then are the candidate profiles revealed to hiring managers. Unsurprisingly, whether its a enterprise business or a startup with six people in a room, Anne revealed, the hiring biases remain the same. While businesses want to better their diversity numbers in theory, they very rarely make the effort to do so. Most hiring managers and recruiters have usually distilled down what theyre looking for in a candidate to a very short list of ideal markers. This could be anything from a certain kind of educational experience or educational institution or background or experience or personality traits, which ends up limiting the talent pool to a small group of people. These filters might be conscious or unconscious what matters is that they are porous enough to allow talented candidates to slip through. Everybody has the same intention: Find a very talented person who has the skill set necessary to be successful in the role and is a good fit for the companys culture. The trouble is that every persons idea of a good fit is different. What Gapjumpers wants all of their clients to do is to widen their talent pool and take a look at non-traditional candidates who wouldnt typically make it onto the radar for any number of reasons. Sometimes, theyre caregivers that are on-ramping and off-ramping their careers. Sometimes, they have out-of-the-box work experiences that dont immediately appeal to the hiring manager. Gapjumpers aims to show clients that you dont have to lower the quality bar to make your workforce more diverse. Usually, blind auditions involve a two-step approach. Step 1: Do you need blind auditions? The answer is almost always yes but humor the skeptics and analyse your historical hiring data to figure out what your typical applicant looks like. In recent times, theres been a lot of discussion , especially in the tech space, about the leaky pipeline problem. According to some people, theres not enough diversity in tech because there are not enough diverse, qualified applicants. A USA Today study in 2014 showed that top universities graduate black and Hispanic computer science and computer engineering students at twice the rate that leading technology companies hire them. Yet, companies state there arent enough diverse, qualified applicants in their pipeline. Gapjumpers also discovered that, though clients complained of a leaky pipeline, their data showed that this wasnt always the case. There are usually drop offs in the screening process for any number of reasons and a lot of this ties back to the use of resumes in the hiring process. Leveling the playing field with these blind auditions that allow applicants to put their skills first before any well-written description of their experience helps mitigate the drop offs. Step 2: Show, dont tell. Pilot for a couple of roles to show the kind of magic a blind audition can work. For most of Gapjumpers clients, the jumps are pretty impressive. Anne disclosed that, typically about 60% more women and upto 40% more diverse candidates make it through interviews. But what if the issue really is that the business isnt attracting a big enough candidate pool or the right kind of candidate? Like flies to honey Like for love, maybe youre looking for candidates in all the wrong places. Gapjumpers also helps companies source candidates through job boards and tie-ups they have with educational institutions and coding bootcamps. Coding bootcamps in particular have been a good source for Gapjumpers because secondary education has changed both in the US and globally. It has become such an expensive prospect to receive an education in a four-year-college so a lot of people are finding alternative paths to careers and that includes coding bootcamps. Self-taught individuals are increasingly using these massive online courses to educate themselves and make a lateral move in their career. Finding the right one If youre attracting everyone but the right type of candidate, perhaps the issue lies with your job description or the interviewers, themselves. The first problem can be solved with objectivity and a good content writer. Anne usually points her clients to Textio . Textio uses natural language processing to actively help with writing whether its a job description or an email or even this article ( Feminine tone and asks too many questions ). Textio scans your document and points out the obvious impressions that some of your words/phrases provide. Are they more appealing to men or women? Does this phrase sound formal and like something a corporate would say? This really helps you be mindful of your language choices. The idea, Anne explained, is to get hiring managers to focus on the objective skill based reasons a business want to hire somebody and stay away from the more subjective, personality based traits. This includes what people like to refer to as a cultural fit. If youre making decisions based on subjective, personality traits this early into the hiring process, then you can depend on your hiring process to be biased and non-inclusive. As for the interviewers, perhaps, the issue is that they let their biases play into their perceptions. So the questions, you really need to be asking yourself are: Does the hiring panel reflect the kind of diversity youd like to see on your team? Is there real representation or is it just one decision maker calling all the shots? Are your interviews consistent? Are you asking the same questions to every candidate in the same manner? Are they asked by the same people? Blind auditions also have the advantage of giving you the opportunity to offer proper feedback on applications, instead of just vague platitudes and perceptions. Not only does your pipeline get larger and more diverse but your applicants also have a good hiring experience. Looking forward In the future, Anne hopes to see applications like Gapjumpers make strides into the world of performance reviews and succession management. After all, if you go to great efforts to hire great candidates, you should also focus on keeping them on your team, happy and engaged. People are the number one asset in the organization and being able to keep them successfully once youve attracted them should be the number one goal of any company. As tech makes huge strides in saving lives and time that would have otherwise been spent deciding I should reply with a haha when a friend says haha , its taking its time trickling down to the HR industry. Hiring still continues to be something of a leap of faith you use challenges to shortlist candidates, collect structured interview feedback and then assess someone subjectively to find out if theyre a culture fit. We try to course correct the subjectivity we employ in the hiring process through diversity training and bias training. There has been some criticism and skepticism about unconscious bias training: information often found in diversity trainings isnt helpful and can even condone the use of stereotypes. Googles unconscious bias training program came under fire last year, because of James Damore and the controversial memo. Of course, not all training programs fall into this category and its better that we be aware of our subjectivity and continue to work on making sure were becoming more and more objective but perhaps until that golden future when we can all switch off our emotions and approach every hire with rationalism, blind auditions are the way to go. Written by Aishwarya Hariharan originally published at - http://blog.freshteam.com/blind-auditions-gapjumpers/
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Bias against tattoos could be causing UK businesses to miss out on talent
16-March-2018 - onrec.com
New research released today by LinkedIn, reveals bias against image could be causing UK businesses to miss out on top talent, and shows a mismatch between how recruitment professionals and job seekers view its impact. Posted in News archive on 16 Mar 2018 New LinkedIn research highlights the impact of bias against image in the workplace Nine out of ten recruitment professionals think tattoos could potentially limit career progression Three fifths (60%) of recruitment professionals said discrimination against tattoos and physical image had decreased over the last five years New research released today by LinkedIn , reveals bias against image could be causing UK businesses to miss out on top talent, and shows a mismatch between how recruitment professionals and job seekers view its impact. The research reveals that three quarters (75%) of recruitment professionals think a candidates image plays a significant role in the hiring process, and a massive 88% said that having a tattoo could potentially limit someones career progression. And, a shocking four out of ten (41%) admitted to rejecting a suitable candidate because they had a visible tattoo. When asked why tattoos had caused these rejections, just under half (47%) said it was due to industry intolerance, 46% felt it showed a lack of professionalism, and two fifths (41%) said it was because the employer had a strict dress code. Recruiters also said they would feel uncomfortable hiring someone wearing clothing which is too casual (34%), visible piercings (26%) and brightly dyed hair (21%). Despite this bias, many talent professionals know this attitude is holding the industry back, with 82% of those surveyed saying that discrimination against physical image is causing businesses to miss out on top talent. However, it seems as though many job seekers are unaware of this potential discrimination, with four out of five (80%) candidates convinced theyve never been rejected from a job opportunity because of their visible tattoos, while over a third (34%) said they didnt think a tattoo would hold their career back. Combatting the bias Although there is clearly still bias against things like tattoos in the workplace, there are indications that attitudes are changing. Three fifths (60%) of talent professionals said discrimination against tattoos and physical image had decreased over the last five years. There are also positive indications that businesses are taking steps to stop this - with phone interviews, virtual reality assessments and screening candidates via bots topping the methods used to reduce discrimination in the hiring process. When asked which methods would be most beneficial for reducing image bias, phone interviews came out top with 32%. Integrating technology into the hiring process also proved popular, with more than a quarter (28%) stating that virtual reality assessments would help, and a fifth (21%) said that screening candidates via bots would reduce the bias. With almost a fifth of UK adults currently estimated as having a tattoo, the current attitude around visible tattoos and physical image means that businesses and recruiters could be missing out on top talent, says LinkedIns Rebecca Drew. Despite this, its encouraging to see that so many talent professionals are taking active steps to help reduce this bias and encourage more self expression in the workplace. As we continue to see AI tools incorporated into hiring processes, we hope this will help recruiters remove some of the human bias from the process, and focus on judging candidate potential against the most important things. Recruiters can also use the LinkedIns Career Advice feature to engage with fellow professionals to give or ask for advice on any aspect of working life - including bias against image. Whats your view on tattoos in the workplace? Do you feel it has ever helped or hindered your career prospects? Join the conversation on LinkedIn by using the #InkAtWork hashtag.
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SumTotal Talent Expansion Suite 18.1 Supports GDPR, Improves Accessibility and Enhances the Mobile Experience
16-March-2018 - onrec.com
Suite-wide improvements help HR organisations create a more connected and engaging employee experience Posted in News archive on 16 Mar 2018 SumTotal Systems , a Skillsoft Group company offering the world's only learning, talent and workforce management unified solution, today announced version 18.1 of its award-winning SumTotal Talent Expansion Suite®. The new version, which is available this month, will help human resources organisations create a more connected and engaging employee experience by streamlining the recruitment and talent development processes. In addition, SumTotal augmented its Core Platform architecture with new and enhanced capabilities for GDPR, accessibility and mobile. The update also includes upgrades to employee engagement, gamification, reporting and search performance. We are continuously investing in new functionality and innovation, to further enrich our industry-leading technology with cutting-edge functionality that delivers an engaging user experience, said Apratim Purakayastha, CTO of the Skillsoft Group. Our mobile-first strategy is a core design principle. This new release features capabilities across the Talent Expansion Suite that make it easier for employees, managers, and administrators to access and use the system, meet compliance regulations, find the right candidates and increase productivity from a mobile device. New and Enhanced Features of SumTotal 18.1 General Data Protection Regulation (GDPR): In preparation for GDPR, SumTotal is helping customers ensure compliance with evolving global legislative and legal requirements across the Talent Expansion Suite. New user interface and reporting features support GDPR to streamline workflows and data collection consent processes. Accessibility: This update invests in improvements for end-user and manager workflows in a new Voluntary Product Accessibility Template (VPAT) to make SumTotals Core HR, Learn, Talent, Recruiting and Mobile solutions 508c and WCAG compliant. New and Improved Mobile Features: SumTotal added even more support in its mobile platform for recruiting including smartphone-optimised workflows for recruiters and hiring managers, support for native xAPI mobile courses, expanded dashboarding and widget capability, and the ability to schedule reports all from within the SumTotal mobile app. This update also includes the much-awaited download and offline usage of the learner observation checklists to support On The Job Training and assessment directly from your smartphone. Unified Compliance: SumTotal paired its award-winning Learning and Workforce Management solutions with Skillsofts world-class content to provide an elite compliance solution. The solution makes it easy to have a unified compliance program integrated with the organisations HCM system to help improve compliance. Expanded Employee Engagement: This release delivers new leaderboard features including a view for My Buddies, advanced filtering and opportunities for earning awards, which enable employees to highlight their successes. Continuous Feedback also received a gamified makeover with expanded support of an additional ad hoc question template to drive a structured and measurable feedback loop. Reimagined and Modern Recruiting Solution: An expanded library of out-of-the-box reports and dashboard widgets includes critical business metrics to drive candidate pipeline, requisition aging, time to hire and interview effectiveness. Easier Configuration and Administration: SumTotal is making administration easier with the ability to easily organise and administer learning activities via a new topic hierarchy. "GDPR will drive significant business changes and its implementation will be a complex undertaking for organisations doing business in the EU, said Lisa Rowan, Research Vice President, HR, Talent and Learning Strategies at IDC. Adhering to this new data protection regulation will demand a step-by-step approach to ensure full compliance from the start. By streamlining workflows and data collection consent processes, SumTotal Systems is prepared to support their customers in this evolving legislative and legal landscape. To learn more about SumTotals Talent Expansion Suite, visit http://www.sumtotalsystems.com/
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Majority of Brits DONT want a job that involves travelling
16-March-2018 - onrec.com
A third of UK workers would decline an offer that meant they had to travel Posted in News archive on 16 Mar 2018 Company Profile CV-Library.co.uk View profile » New research from CV-Library , the UKs leading independent job board, reveals that the majority (77.5%) of Brits DONT want a job that involves travelling. In fact, a further 28% claim that they would decline a job offer if it meant they had to travel. The survey of 1,200 UK workers sought to reveal how Brits feel about travel-heavy jobs, revealing that over half (52.4%) of UK professionals would not like to travel abroad for work. Whats more, the study asked professionals to explain what they felt the worst parts about travelling for work were, revealing: Missing out on time with friends and family - 51.9% The time it takes to travel - 14.7% Jet lag and feeling fatigued - 13.5% Living out of a suitcase - 12.1% Giving up weekends or free time - 7.9% Lee Biggins founder and managing director of CV-Library comments: Many of us have experienced how exhausting travelling can be, whether thats from jet lag, long journeys or getting little sleep. So its understandable that UK workers are worried about the effects of travel on their health. The research shows that because of this, many professionals dont want to combine work and travel. As an employer, you can help staff to prioritise their health and wellbeing by making sure you give them enough time off to recuperate after any work-related travels. Also, keep the lines of communication so you can quickly identify when someone may be heading towards burnout. After all, there may be better solutions, especially with modern technology meaning you could conduct meetings over Skype and so on. Further findings from the study reveal that theres a clear generational gap when it comes to those who want to travel abroad for work and those who dont. In fact, the younger generation seem most keen to travel, with 64.6% of 25-35 year olds stating that they would like this opportunity, rising to 78.1% amongst under 18 years. On the other hand, just 38.4% of professionals aged 45-54 said they would like to travel abroad for work, falling to 33.7% amongst those aged 55-64. Biggins continues: Its only natural that the younger generation would be more open to travelling for work given that they will have less responsibilities such as childcare and mortgages. Our data tells us that the majority of young people want to travel as part of their job so they can see different places and experience different cultures. If your businesses has a new travel opportunity available, have catch-ups with staff and try to assign these roles to those who want the work-aboard experience.
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First impressions count - one in four people decide on a job within first five minutes of an interview
16-March-2018 - onrec.com
Over half (53%) of people make up their minds about a new job before their first interview has even finished, research by Robert Half UK reveals. In fact, almost a quarter of job hunters (24%) decide whether its for them within five minutes of their first meeting. Posted in News archive on 16 Mar 2018 Company Profile Robert Half View profile » 53% of people make a decision about a job opportunity during the first interview 24% make that decision within the first five minutes of the interview Over half (53%) of people make up their minds about a new job before their first interview has even finished, research by Robert Half UK reveals. In fact, almost a quarter of job hunters (24%) decide whether its for them within five minutes of their first meeting. For many, deciding if they want to work for a company, comes even earlier in the job hunting process. Nearly two in five (37%) settle on whether a role or company is the right fit for them after the very first contact with the firm including calls or emails to set-up an interview or asking for more information. However, even after capturing initial interest, businesses could still lose out on a great candidate if they dont move quickly. Nearly three in five (58%) job hunters will look at alternative options if they are left waiting to hear back about the next stage of the recruitment process for too long. We often talk about why candidates should make a good first impression at an interview. But more and more job interviews are becoming an opportunity for the employer to convince a candidate of the role, as much as the candidate is selling themselves for the position, commented Matt Weston, Managing Director at Robert Half UK. The UK is in the middle of a skills shortage, and as a result, strong candidates are in the driving seat when looking for their next opportunity. Employers should recognise that these skilled candidates are evaluating their company and the job opportunity at every stage of the process not just during the interview itself. To effectively attract a new hire to your business, avoid these common interview mistakes: Poor time management Its expected that interviewees should arrive on time, or even 10 minutes early. Yet, hiring managers arent as concerned about leaving a candidate waiting in reception while they organise themselves. Being respectful of the candidates time can only present your company in a positive light. Not familiarising yourself with the candidates CV Simply having a printed copy of the candidates CV at hand you during the job interview is not enough. Just as interview preparation is important for the candidate, you should take time to review the candidates education, experience and skills so that time in the interview can be used effectively. Becoming distracted Checking emails or taking phone calls during the job interview doesnt allow you to be fully present. Not only is it rude to interrupt a candidates response to your questions, but it also means that you risk missing the subtle cues on whether the candidate is a good fit for your firm. Not having structure to the job interview You should have a clear understanding of the expertise, characteristics and qualities of the ideal candidate and tailor your interview questions accordingly. Asking questions that are obscure, unexpected or left field can appear unprofessional and interrupt the flow of the interview. Unable to sell the company and role Strong candidates will have already researched the company and will be expecting to learn more insights directly from the interviewer. An interview is a two-way street, therefore its important to consider the key attractions of the role and company and how the candidate will develop his/her career in the long-term. Robert Half has provided a list of recommendations for hiring managers to streamline the hiring process. To find out more, visit http://www.roberthalf.co.uk/time-to-hire
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Portugal´s flourishing tourism becomes economic mainstay
16-March-2018 - reuters.com
LISBON (Reuters) - Portugal's tourism boom has made the industry one of the biggest contributors to the national economy and the largest employer, with almost 1 million direct and indirect jobs, the...
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Steve Jobs pre-Apple job application fetches $174,000 at auction
16-March-2018 - reuters.com
LOS ANGELES (Reuters) - A one-page job application filled out by Steve Jobs more than four decades ago that reflected the Apple founder's technology aspirations sold for $174,000 at a U.S. auction,...
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Berkshire says median employee makes over half Buffett´s pay
16-March-2018 - reuters.com
(Reuters) - Berkshire Hathaway Inc on Friday said its median employee last year made a little over half the $100,000 salary that Chairman Warren Buffett was awarded for running the conglomerate that made him the world's third-richest person.
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Microsoft hits back at claims it ignored sexual harassment
16-March-2018 - reuters.com
SAN FRANCISCO (Reuters) - A senior executive said Microsoft Corp thoroughly investigates issues raised by women in the workplace and fired about 20 employees last year over complaints of sexual harassment as the company seeks to counter claims that it treats female workers unfairly.
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Caterpillar´s latest restructuring move could cut 880 jobs
16-March-2018 - reuters.com
CHICAGO (Reuters) - Caterpillar Inc will close two facilities in Texas and Panama and is also considering shutting its engine manufacturing plant in Illinois as part of a strategy to boost profitability and better handle business cycles, but the move could cut 880 jobs.
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US job openings soar to record high of 6.3 million
16-March-2018 - usatoday.com
U.S. employers sharply ramped up their demand for workers in January, advertising 6.3 million jobs at the end of the month, the most on records dating back 17 years.
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Blooming pensions
16-March-2018 - bbc.com
From 5 April nine million workers in auto enrolment will have to decide whether to pay increased contributions
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Burnham Benefits in California Names Milla Chief Strategy Officer
16-March-2018 - insurancejournal.com
Irvine, Calif.-based Burnham Benefits Insurance Services Inc. has named Luis Milla chief strategy officer to lead the firms technical unit. Milla joins Burnham Benefits with more than 23 years of experience in the employee benefits industry. Milla was previously a
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Maines The MEMIC Group Promotes Carmody to Northeast Claims Director
16-March-2018 - insurancejournal.com
Workers compensation specialist The MEMIC Group has promoted Michael Carmody to claims director of the northeast region, which includes MEMICs New Hampshire, Connecticut and New York offices. Carmody began his career in the claims industry more than 25 years ago
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Your smartphone is giving away more personal info than you realize. Heres how to lock it down.
16-March-2018 - usatoday.com
Phones save browsing history, emails, your banking apps, and photos. Here are ways to protect your info from prying eyes.
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How to get a free designated driver on St. Patricks Day with Lyft or Uber
16-March-2018 - usatoday.com
Lyft and Uber are offering discounted and in some cases free rides for those taking part in the St. Patricks Day revelry.
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Hey, boss: Moms get it done. Heres how to keep them around
16-March-2018 - usatoday.com
Imagine if no meetings began after 4 p.m.?
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Microsoft Internal Findings Say Gender Bias at Washington Tech Giant Rarely Founded
16-March-2018 - insurancejournal.com
Microsoft Corp.s investigators concluded that fewer than 1 percent of gender-discrimination complaints made internally were founded, according to data unsealed in an ongoing class-action lawsuit. The disclosure covers almost 120 complaints made from 2010 to 2016 by U.S. female employees
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3rd Wrongful Death Suit Filed Over Oklahoma Gas Rig Explosion
16-March-2018 - insurancejournal.com
A third wrongful death lawsuit has been filed over a natural gas rig explosion in Oklahoma that killed five workers. Julie Smith of McAlester, widow of Matthew Smith, filed the lawsuit Wednesday. The widows of Roger Cunningham and Parker Waldridge,
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Chubbs Darling Honored for Industry Leadership, Cystic Fibrosis Work
16-March-2018 - insurancejournal.com
Compassion and helping others were the key takeaways from a message that Jim Darling delivered to a group of several hundred insurance professionals gathered to honor him in Los Angeles, Calif. on Thursday night. Darling, regional executive officer for Chubbs
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The link between HR and finance
16-March-2018 - onrec.com
Posted in Opinion How to keep your two business departments in check on 16 Mar 2018 According to a CV Library report, over 56 per cent of businesses spend up to £5,000 on hiring new staff. Ensuring your human resources (HR) procedures are effective when hiring new staff can have a direct impact on your business expenditure. In this article, Richard Stonier, co-founder and partner of online accounting provider Tally, explains the top four ways to keep your HR procedures in check, to help protect your business budget. From the moment a business decides to hire a member of staff, whether that be their first ever employee, or as part of a multi-national corporation, the financial implications of hiring a new person must be closely monitored. Look beyond skills Before youve even considered where your recruit should sit in the office, you need to find them first. To do so, youll likely need to develop a targeted strategy to get the right CVs coming in. Start with a clear job and person description. Obviously, making sure the person you hire has the right skills is important, but not considering the interpersonal dynamic of your team can lead to epic failures. A report from David Sturt and Todd Nordstrom on Forbes highlights that The people you work with can make or break a work situation. If you dont get the team dynamic right, it can cost the business thousands in terms of management time and possibly recruiting replacement staff. First impressions count Once youve found the right fit, both in terms of skill and personality, getting them through the door and feeling part of the team is important too. The onboarding of new staff can make or break the first impression of your new hire. For instance, once youve made a formal offer to a recruit, make sure that all the information you send them is cohesive. Simple things like using branded letter heads for welcome letters and contracts or providing them with a structured introduction plan can set the mark. Also giving the new hire all the tools they need to do their exciting new job effectively is just as important. Not having a desk, computer or any other relevant equipment set up and ready to go on their first day can put a dampener on first impressions. Even taking your new colleague out to lunch on their first day can really make them feel welcome and gives you an opportunity to talk to them socially, rather than just about business. Paying the bills Of course, one of the key reasons your new hire has started working for you is to pay their bills. Setting them up in your payroll system is critical. However, to do so, there are a number of other key tasks. Her Majesty's Revenue and Customs (HMRC) needs to be aware that your new employee is starting before they even arrive, not at the end of the first month, says Sue Green, owner of Evergreen HR Ltd. You also need to make sure that they are covered through your employee liability insurance. This is particularly important if this is your first employee as it is compulsory insurance for anyone responsible for employees. Digitalisation is key While the recruitment industry underwent a digital revolution in the early 2000s when sites like Indeed and Reed were launched, the financial industry is only just catching up. However, even for small businesses, transitioning to managing your finances online can help keep your recruitment strategy in line. Using digital accounting software, like Tally Accounts, that incorporates HR elements to their function, can help ease the strain of getting a new hire in place. Costs can be minimal for tasks like payroll setup, payroll-payrun or the processing of new starters through many accountancy software packages. Making sure that your business is prepared, both in terms of the HR and financial impact of hiring employees, is vital in ensuring the smooth transition of having a new face in the office, both for the new starter and for you and your business too.
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Automation and the recruitment industry: an opportunity yet to be seized?
16-March-2018 - onrec.com
By Peter Linas, EVP Corporate Development International, Bullhorn Posted in News archive on 16 Mar 2018 Company Profile Bullhorn View profile » Despite being clear on how automation can benefit their efficiency and engagement levels, many recruitment agencies in the UK have yet to fully embrace it. Automating and accelerating recruitment and placement processes does remain a concern for the industry, with 29% of firms ranking it in their top three challenges for 2018. However, only 16% rank actually implementing automation technology as a top three priority. In fact, according to Bullhorns 2018 UK Recruitment Trends Report , 40% of agencies dont automate during the prospecting or client engagement stages, and more than 30% of agencies dont use it during any stage of the recruitment process. In fact, 22% simply stated they are not sure of the value of automation. So, how can this ambivalence be explained? An underwhelming rate of adoption The recruitment industry is still in the early phases of adopting automation technology. Even pragmatic tools, such as real-time email replies to job applicants and online application parsing, are yet to see widespread adoption. The only clear reason for this, to emerge from our research, is a fear that increased automation threatens recruiters employment prospects, with 41 percent believing automation will result in job losses. That being said, 30% felt automation would create more jobs and 29% simply arent sure. All that said, automation is key to efficiency and engagement and will therefore have a big role to play in the industry going forward. The big opportunities within automation The recruitment industry is no stranger to large volumes of administration particularly in the back office and invoicing departments. And while seemingly menial, these tasks are mission-critical. The good news is that in addition to basic administrative activities, tasks such as prospecting and sourcing candidates, replying to applicants, organising meetings, and entering data into a CRM system can all be handled automatically. This means that recruiters can devote their time and energy to more strategic and profit-orientated work. Encouraging automation adoption In order to overcome resistance to incorporating automation into daily practices, recruitment agency leadership teams need to consider their approach carefully its not something that can be done overnight. Here are three important steps to follow during the adoption process. Educate your team and include them in the tech adoption process To overcome employee reluctance, and allay any concerns, its important to involve staff in the adoption process from the beginning. Leadership teams need to show evidence of how, by adopting automation, their employees can invest more time in business-critical work whether that be from an engagement or efficiency perspective. Dedicated training sessions and seminars are essential to help users maximise the benefits of automation. Be clear on how automation will be used In addition to employees, systems and processes are at the core of any business. Its crucial that neither an agencys people, nor its processes and key stakeholders, are overly disrupted by new ways of working. Before implementing any new product in which automation is inherent, agencies must ensure that not only staff, but also candidates and clients, are comfortable with how it will be used. Be transparent on how automation will and wont be used for different processes within the recruitment lifecycle. When it comes to staff, be clear that automation is not a crutch to lean on, but rather an enhancement to their productivity. When it comes to candidates and clients, be prepared to demonstrate that automation does not absolve recruiters of the responsibility to build strong relationships; quite the opposite, it helps ensure that greater focus is placed on engagement, personalisation, and satisfaction. Track performance and measure success Getting employees and systems up to speed is only half the journey. Successful adoption of automation requires regular check-ups to track and measure progress. Agencies need to have clear metrics in place to define their goals and establish expectations. Are you introducing automation to create efficiencies, are you using it to increase client engagement, or both? In any case, your KPIs need to reflect these objectives. While awareness of the benefits of automation is steadily growing, there is an opportunity for early-adopters to take the lead as industry trailblazers and trendsetters and reap the rewards. Consider your business model are you focused on high volume or high touch? After all, 40% of our surveys respondents attributed automations greatest value to increased efficiencies, while only slightly smaller number (38%) attributed it to increased engagement. If you want to be better at either, or indeed both, you must develop a better understanding of how automation can lift the administrative burden from your agency and how you can use it to increase profitability.
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Finnair goes live with Workday to strengthen its employee experience as it grows
16-March-2018 - onrec.com
Finnair, the international network airline that specialises in flying between Europe and Asia along the shorter Northern route, has gone live with Workday Human Capital Management (HCM) to improve its employee experience and bring efficiencies to the HR function. Posted in News archive on 16 Mar 2018 Over nine decades, Finnair has grown from a small Finnish airline to an international airline focused on Europe-Asia traffic. Finnair is undergoing the fastest growth phase of its history. The organisation of 5,500 employees expects to recruit another 1,000 employees over the next few years and needs a strong HR system to support its ambitious plans. Recognising the importance of the employee experience as part of its strategy and growth plans, Finnair chose to partner with Workday to embark on its People & Culture digital HR transformation journey. Key reasons for selecting Workday included: The look and feel of the system, which is designed for the end user, fully integrated with the Finnair internal HR portal, and encourages and enables transparency. The engaging, consumer-grade experience ensures that staff and managers can easily access information and perform tasks on-the-go from a mobile device, which is critical with a mobile workforce, many of whom work on the airlines. The ability to get faster time-to-value and easier upgrades with a cloud-based HR system. Finnair went live in early 2017 with Workday HCM, including a rollout of Compensation, Absence, and Benefits to 5,500 employees based largely in Finland, but with staff located in over 20 countries . Adoption has been high across the business with the self-service nature and agility of the system well-received. Phase two will include Workday Talent and Advanced Compensation, and the adoption roadmap for the near future includes Workday Recruiting. Performance Management is currently going live and it is expected to drive greater uptake across the workforce in the coming months. Comments on the news We are a growing organisation, and a strong focus on the employee experience is key to our expansion, said Johanna Hulkko, head of HR services, Finnair. Working with Workday enables us to centralise many activities in one system that employees can use via self-service. Workday takes HR to the next level and will help us to support the business better. Finnair is an extremely well-respected brand in the Nordics and across the globe. It is critical that its strong heritage is preserved as the organisation grows, and employee experience is at the heart of this, commented Mattias Bolander, regional director, Nordics, Workday. We are excited to be working with Finnair as it follows a path to digital transformation, underpinned by a single HCM system that empowers employees and business leaders to make better-informed decisions.
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Rigid processes, culture and inefficient technology biggest barriers to success, say Europes business leaders
16-March-2018 - onrec.com
Majority believe data holds the key to improving agility Posted in Statistics and trends on 16 Mar 2018 A new study commissioned by Ricoh Europe has revealed what European business leaders believe is keeping them from achieving organisational agility. The list is topped by regulation (39%), lack of investment in new technologies (37%) and inescapably rigid internal hierarchies (35%) according to the 2,140 business leaders surveyed. These roadblocks run contrary to the fluid, agile nature of a digitally empowered workplace that enables companies to quickly capitalise on changes in the market. At the same time, worryingly few business leaders are trying to foster an agile working environment in their organisations. Only 33% claimed they actively encourage a workplace atmosphere that prioritises quick reactions to customer needs. Javier Diez-Aguirre, VP Corporate Marketing, Ricoh Europe said: Business agility is both a mind-set and an ability to respond quickly. To achieve true agility, companies need to conduct a business-wide 360 degree review. This will reassess how processes, culture and technology actively benefit an organisation. Many business leaders view the adoption and improvement of digital workflows as a key area of development. The most cited top priorities for improving agility are data analytics (50%), management processes (41%) and financial processes (39%). Deploying analytics technology to spot new trends and opportunities has also become the norm for the majority of business leaders (60%); emphasising the fact that the smarter use of data is key to improving agility. Diez-Aguirre added: In todays business environment, using technology to capitalise on new opportunities is key. But this alone isnt enough. Leaders need to encourage an open-minded culture where employees are empowered to take measured risks. Quick decision-making skills and the ability to rapidly execute are also essential. The good news is that Europes business leaders clearly recognise how investment in a digitally empowered workplace forms the foundation for profitable business agility. Find out more at www.ricoh-europe.com/thoughtleadership .
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Two thirds of workers dont feel they deal well with problems
16-March-2018 - onrec.com
New analysis from Family Links shows that workers who feel they are learning and have autonomy feel more positive about themselves at work Posted in News archive on 16 Mar 2018 A fifth of UK employees have low self-esteem, with negative consequences not only for themselves, but also for their organisations as a whole, according to new report published today Family Links: the Centre for Emotional Health with support from IPPR. The new research shows that only 32% of UK employees feel that they deal very well with important problems and over a fifth (22%) of UK employees found that after something goes wrong it takes them a long time to get back to normal. Furthermore over half of employees in the UK (52%) report that their working relationships are not supportive. This is significant for employers who want to prioritise fostering collaboration, effective communication and teamwork. The report calls for UK employers to look at ways they can improve the emotional health of their workforce, including supporting employees in becoming more resilient at work. It further highlights that supporting good emotional health in the workplace can help to promote five key organisation outcomes: Employee wellbeing and mental health Performance (including engagement, motivation and productivity) Staff retention and reduced short and long-term absences Team relationships and reduced staff conflict Creativity and innovation The findings in this report reinforce the importance of autonomy and voice in the workplace, such as 85% of employees who have complete control over how their daily work is organised reported feeling very positive about themselves. However, the UK currently has one of the worst records on workplace participation in Europe, inhibiting the extent to which worker voice can become a central part of the UK economic model. In order to boost worker voice and autonomy, with a view to improving the emotional health of the UK workforce, every company with over 50 employees should create a working life forum, which would help to ensure that employees have sufficient influence over their working lives, and would provide employees with a voice through which to maintain high levels of emotional health at work. Leading on from the Stevenson/Farmer report this year, which also highlighted the role of the employer in supporting good mental health and wellbeing, the report also recommends targeting skills training at an individual employee level can equip them with the necessary skills to manage and promote their own mental health and wellbeing, in addition to providing support for their colleagues. The report further shows: 86% of employees who felt they were learning a great deal of new things reported feeling positively about themselves, compared to just 56% of employees who were not learning at all. 85% of employees with complete control over how their daily work is organised reported feeling very positive about themselves, while only 69% of employees with no control over their daily work felt this way. 90% of employees who strongly agreed that they felt accomplishment from the things they do also felt very positive about themselves, compared to 43% of employees who strongly disagreed that they felt a sense of accomplishment. Less than half (48%) of employees in the UK feel that they get help and support from their colleagues when needed. The report recommends: Implementing the Mental Health Core Standards identified in the Stevenson Farmer Review: Equipping all employees, but in particular line managers, with the skills and tools to support their own mental health and that of others, and ensuring good work that supports the emotional health assets will improve emotional health at both an individual and organisational level. Policy direction boosting the social and emotional competencies and emotional health of the UK workforce: The development of social emotional competencies and the emotional health assets should begin during compulsory education and should receive higher precedence within the national curriculum. These skills should continue to be cultivated during employment and be an ongoing focus of training, skill development and performance reviews. Policy direction boosting emotional health at work through improving job quality : The findings in this report underline the importance of the new job quality agenda, which aims to introduce measures of the quality, as well as quantity, of employment. Jobs which satisfy key criteria relating to quality are more likely to help develop the seven assets which collectively contribute to the emotional health of individuals and organisations, such as self agency and self-belief. Sarah Darton CEO, Family Links, said: The recent Stevenson-Farmer review of mental health in the workplace outlines a vision where all employees have the knowledge, tools and confidence to understand and look after [their] own mental health and the mental health of those around [them]. This review by Family Links: the Centre for Emotional Health offers a framework of competencies that employees and employers can develop to support emotional and mental health, and form positive, supportive relationships. Jessica Tanner, Family Links and author of the report, said: Findings from this report indicate that UK employees are currently lacking key skills to support their own mental health and that of others in the workplace. 22% of UK employees feel that it takes them a long time to get back to normal after a setback and 52% feel that their workplace relationships arent supportive. Creating an emotionally healthy workplace is essential not only to support mental health, wellbeing and positive relationships, but also for performance, productivity, retention, creativity and innovation.
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Goldman steps up hiring of women, minorities worldwide
16-March-2018 - reuters.com
NEW YORK (Reuters) - Goldman Sachs Group Inc wants women to make up half of its global workforce, starting with new analysts by 2021, the Wall Street bank said on Thursday, as it stepped up efforts to address gender and racial imbalance across the board.
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Whistleblower charges Walmart misled on e-commerce data in catch-up race with Amazon
15-March-2018 - usatoday.com
Ex employee alleges one of the worlds largest retailers betrayed its founders key principles of integrity and honesty
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Newlyweds: How should you save for retirement?
15-March-2018 - usatoday.com
Love and money dont always mesh. Heres how to combine your savings.
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Without Toys R Us, 30,000 jobs, a black hole for toy makers
15-March-2018 - abcnews.com
Toys R Us planning to liquidate its US operations
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S&P falls for fourth day as Mueller subpoena weighs
15-March-2018 - reuters.com
NEW YORK (Reuters) - The S&P 500 ended slightly lower on Thursday after a report that U.S. Special Counsel Robert Mueller had issued a subpoena for documents related to U.S. President Donald Trump's businesses offset strong jobs and manufacturing data.
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Harassment Training Is about Creating a Culture, Not Checking a Box
15-March-2018 - workforce.com
How should companies use their anti-harassment training to help create a #MeToo appropriate anti-harassment culture? The post Harassment Training Is about Creating a Culture, Not Checking a Box appeared first on Workforce Magazine .
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Sector Report: The Bright Shine of Dental Benefits
15-March-2018 - workforce.com
Dental insurance is among the must-have benefits for employees. But factors like cost, pain and time away from work keep many from making an appointment with the dentist. The post Sector Report: The Bright Shine of Dental Benefits appeared first on Workforce Magazine .
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The New Retirement: 4 Ideas to Help HR With Its Mature-Age Employees
15-March-2018 - workforce.com
Not only are people working longer into the traditional retirement years, but the vision of retirement and what it means to retire is evolving altogether. Such factors are creating challenges for HR leaders who are now tasked with finding ways to help mature-age workers discover the next phase of their lives while developing initiatives that allow the organization to utilize... The post The New Retirement: 4 Ideas to Help HR With Its Mature-Age Employees appeared first on Workforce Magazine .
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Toys R Us to close all US stores
15-March-2018 - bbc.com
The closure of the retailer's 885 US stores is a "profoundly sad day" and puts 30,000 jobs at risk.
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How to start investing in a stocks and shares Isa
15-March-2018 - dailymail.co.uk
If you already invest, then youll know what to do to get your money into an investing Isa before the end of the tax year but what if you are new to the game?
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PIA Management Services Hires Csizmadia and Lillie in New York
15-March-2018 - insurancejournal.com
PIA Management Services Inc. has hired Kimberly Csizmadia of Cohoes, N.Y., and Ashley Lillie of Canaan, N.Y. Csizmadia works in the PIA Industry Resource Center, and Lillie works in the Member Services Department. As the Industry Resource Center (IRC) representative,
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Toys R Us liquidation marks bitter end for CEO David Brandon
15-March-2018 - usatoday.com
From media marketing to pizza to college sports to toys, David Brandons career has followed a circuitous and ultimately turbulent path.
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Trying to get GDPR ready? Take advantage of a free trial recruitment website
15-March-2018 - onrec.com
HotLizard are offering a free trial recruitment website on their RecruiterSites platform with no obligation to purchase. Posted in News archive on 15 Mar 2018 Company Profile HotLizard View profile » The free trial site is available for up to 4 weeks and if the recruitment website does go-live, then the 12 month contract will start from date of go-live. If not, then we are happy to delete the free trial site and go our separate ways. The RecruiterSites platform offers an off-the-shelf, cloud based solution from just £99 monthly or £999 annually with prices including hosting, support and upgrades. Our robust upgrade pathway is based on client feedback to reflect our ethos of working with our clients to enhance our products. As part of the continual upgrade pathway, our next release is focusing on GDPR to help our clients operate their websites in a GDPR complaint manner. We are keen to work with our clients to help them utilise the software we provide to comply with GDPR, so happy to discuss how this can work for you. If you would like a free of charge with no obligation, trial recruitment website, please contact the team who will be happy to help on 01621 813 339. If you are interested to know what the HotLizard upgrade pathway looks like for GDPR, contact the team who will be happy to advise.
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Aon says employers need clarity on Governments decision to keep salary sacrifice childcare voucher scheme open for further six months
15-March-2018 - onrec.com
Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that the Governments surprise decision to extend the salary sacrifice childcare voucher scheme (CCV) for a further six months should be welcomed by employees, but causes complexities for employers who have already initiated the changes. Posted in News archive on 15 Mar 2018 Government surprises employers with u-turn on flagship childcare policy To date, Government and HMRC had remained resolute that the scheme will close on 6 April Many employers have already taken steps to close the childcare voucher scheme to new entrants Employers now need to take action to decide how to respond Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that the Governments surprise decision to extend the salary sacrifice childcare voucher scheme (CCV) for a further six months should be welcomed by employees, but causes complexities for employers who have already initiated the changes. There is no clear information on the long-term future of CCV, so in Aons view, the Governments announcement should be considered temporary, with an elevated chance that it will be extended further. Pressure will continue to be applied on the Government and HMRC to keep the scheme open for even longer, possibly even permanently. Jeff Fox, principal at Aon Employee Benefits, said: To date, the Government and HMRC have remained resolute that the policy to close the existing scheme would come into effect on 6 April, and employers and consultants have been working to this policy. However, it is welcome news that employees have the opportunity to join the current employer-provided CCV scheme for a further six months. Its been clear that the replacement tax-free childcare scheme, intended to replace employer-sponsored childcare vouchers, has not come without challenges. HMRC has not yet clarified whether schemes need to remain open to retain the available to all requirement and whether an organisation can use a closed scheme while still allowing existing members to retain their current tax privileges. Fox added: It is clear that many employees will be looking to their employer to offer an extended scheme, so the situation is critical. Employers should engage with their benefit providers at the earliest opportunity to consider the options. Given the extraordinary nature of this development and the fact it creates further uncertainty for employers, we can see that many organisations will be reluctant to offer an open scheme. We hope that HMRC is supportive of organisations who take this decision and do not penalise them for making pragmatic decisions. www.aon.com/unitedkingdom/employee-benefits
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Good News on Opioid Usage for a Change its Down in California Workers Comp
15-March-2018 - insurancejournal.com
Efforts to curb the use of opioids in Californias workers compensation system appear to be paying off. New research from the California Workers Compensation Institute on prescription drugs used to treat injured workers shows that opioids now account for less
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Toys R Us will shut 100 of its UK stores causing 3,000 job losses
14-March-2018 - dailymail.co.uk
Toys R Us is to shut all 100 of its UK stores after administrators failed to find a buyer for the collapsed retailer, resulting in the loss of 3,000 jobs.
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Plaintiffs file motion to settle lawsuit alleging gender discrimination at Chadbourne & Parke
14-March-2018 - abajournal.com
A motion to settle the employment lawsuit brought by female lawyers at Chadbourne e Parke was filed by plaintiffs counsel Wednesday, and the three plaintiffs
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The little add-ons that add up to a standout CV
14-March-2018 - sciencemag.org
To get your resume noticed, these small things can have a big impact
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Tariffs lift hopes for jobs in American mill towns
14-March-2018 - abcnews.com
American mill towns hope tariffs on imported steel and aluminum mean more jobs
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WATCH: Report: Toys ´R´ Us likely to close all US stores this year
14-March-2018 - abcnews.com
The Wall Street Journal reported the closure threatens up to 33,000 jobs.
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Exclusive: Gazprom to cut hundreds of traders as Kremlin retreats from West
14-March-2018 - reuters.com
MOSCOW (Reuters) - Russian gas giant Gazprom will cut hundreds of jobs at its overseas trading and export offices, including Britain, and move them to St Petersburg, according to two sources familiar with the plan, which comes at a time of rising tensions with the West.
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Tesla says Model S, Model X production efficiency much improved
14-March-2018 - reuters.com
(Reuters) - Tesla Inc said the number of labor hours needed to produce its Model S and Model X cars have decreased considerably, following the latest report of quality problems that could prevent the carmaker from hitting its production targets.
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Toys ´R´ Us will likely shut all U.S. stores, risking 33,000 jobs: WSJ
14-March-2018 - reuters.com
(Reuters) - Iconic toy store chain Toys 'R' Us Inc will sell or close all its U.S. stores in the coming months, risking up to 33,000 jobs, the Wall Street Journal reported on Wednesday.
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March Madness 2018: How to make your living room feel like a sports bar
14-March-2018 - usatoday.com
Bring all the viewing angles to your couch.
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Your Instant Pot is grossheres how to clean the whole thing
14-March-2018 - usatoday.com
A step-by-step guide to cleaning your whole Instant Pot to make it look (and smell) like new.
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Bullhorn Acquires Talent Rover and Jobscience to Accelerate the Delivery of Its Global Salesforce Offering
14-March-2018 - onrec.com
Investment Also Advances Development of Bullhorns Front Office and Workforce and Revenue Cloud Solutions Posted in News archive on 14 Mar 2018 Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced that it has acquired Talent Rover and Jobscience, two of the leading providers of recruitment software built on the Salesforce platform. Terms of the transaction will not be disclosed. Following Bullhorns recent acquisition of the Salesforce-powered Connexys to serve customers in Europe, Talent Rover and Jobscience will help Bullhorn further its investments to serve those companies that have made a commitment to the Salesforce ecosystem in North America and the rest of the world. Furthermore, the additional resources afforded by Connexys, Talent Rover, and Jobscience will allow Bullhorn to accelerate the development and innovation of front and middle office capabilities for the worlds leading staffing and recruiting firms. As many global enterprise staffing and recruiting firms look to rapidly scale their operations while also adapting to changing candidate preferences and evolving customer needs, theyre faced with unprecedented challenges in advancing their candidate-to-cash business processes. To support customers in navigating through this complex environment, Bullhorn has always offered an open ecosystem approach, evidenced by the largest staffing-centric Marketplace with more than 100 pre-integrated partners. Now, with a full range of Salesforce offerings in addition to Bullhorns award-winning platform, the company expands the choice of customer options for improving business operations. Bullhorn will continue to support and advance all three Salesforce-powered applications - Talent Rover, Jobscience, and Connexys - and, over time, Bullhorn will deliver new and expanded capabilities as part of the companys Salesforce offerings, including best-of-breed VMS integration and middle office solutions. Our experience with Connexys has demonstrated that we have an incredible opportunity to partner with Salesforce as we look to serve companies embracing the Salesforce platform and ecosystem, said Art Papas, Bullhorns founder and CEO. With these acquisitions, we are further expanding our long-standing commitment to an open ecosystem, and the additions of Talent Rover and Jobscience to the Bullhorn family will allow us to continue to deliver solutions that best fit our customers needs, whether deployed on the Salesforce or the Bullhorn platform. Furthermore, were making a major investment to deliver the most advanced recruitment and staffing software solutions in the market to our global enterprise customers, Papas added. Talent Rover and Jobscience have built fantastic businesses, and were looking forward to working with them to deliver leading-edge solutions to meet the evolving business needs of the enterprise. Were excited to work with Bullhorn and Salesforce to deliver a unique offering that enables our branch offices worldwide to engage more fully with candidates and clients, said Rob James, chief information officer of Adecco. Further, as we look to the future, we believe theres a big opportunity for innovation on the platform, which will transform the way we serve our customers and better support the candidate journey. Founded in 2012, Talent Rover is a fast-growing, leading provider of global recruitment software powered by the Salesforce platform with a number of marquee enterprise customers. Talent Rover has built deep relationships with a number of global systems integrators, including Accenture and Slalom, and has also built out product integrations with Bullhorn partners such as CareerBuilder, Monster, LinkedIn, and Indeed. Established in 1999, Jobscience was the originator of recruiting software on the Salesforce platform and is the Salesforce market leader for recruiting software in terms of customers, awards, and investment on the platform. Jobscience has received numerous awards for customer success, and it has more than 500 customers worldwide. Jobscience has also created product integrations with Bullhorn partners including LinkedIn and Indeed. We are very excited to join the Bullhorn family and look forward to contributing to their continued success, said Kent Gray, co-founder and CEO of Talent Rover. I believe the combination of superior technology and an unmatched brand will produce amazing results. Ive been in this business for two decades now, building great products and working with amazing customers, said Ted Elliott, CEO of Jobscience. And joining the Bullhorn team is incredible news for our customers. Its a great match strategically as we collectively look to provide world-class recruitment software rooted in innovative technology for enterprise recruiting companies across the world. Talent Rovers co-founders - Kent Gray and Brandon Metcalf - and Jobsciences CEO - Ted Elliott - will join Bullhorn in executive leadership capacities to continue to help drive growth in the Salesforce ecosystem. Bullhorn was advised by District Capital Partners and Morgan, Lewis & Bockius on the transaction.
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California Workers Comp Medical Review Volume Fell Slightly in 2017
14-March-2018 - insurancejournal.com
New data on the Independent Medical Review process used to resolve California workers compensation medical disputes show that IMR volume dipped for the first time ever in 2017, but the outcomes were unchanged as IMR physicians again upheld 91.2 percent
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What Is Scheduled for Employers With Predictive Scheduling
14-March-2018 - workforce.com
Following a wave of paid sick leave laws across the country, predictive scheduling is among the newest issues confronting employers. A recent measure in Oregon is scheduled to take effect July 1. The development gives Oregon the first statewide predictive scheduling measure, also known as a fair workweek law, but it comes after similar municipal laws were approved in Seattle,... The post What Is Scheduled for Employers With Predictive Scheduling appeared first on Workforce Magazine .
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Burton Joins Missouris Wiley Insurance Agency
14-March-2018 - insurancejournal.com
Wiley Insurance Agency in West Plains, Mo., has hired Melissa Burton as customer service representative/agent. Burton will write policies and enter information into the agencys management system for new and existing clientele. She has earned her Missouri Property /Casualty license
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Sending home
14-March-2018 - bbc.com
The money sent home by migrant workers is relied up on by schools in El Salvador
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PIACT Young Insurance Professionals Elect Officers, Directors
14-March-2018 - insurancejournal.com
Officers of the Professional Insurance Agents of Connecticut Inc. (PIACT) Young Insurance Professionals (CTYIP) were elected during PIACTs Annual Convention, held at Foxwoods Resort Casino in Mashantucket, Conn. Kathleen Bailey of The Russell Agency in Southport, Conn., will serve as
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Flaws in AMD Chips Make Them Vulnerable to Hacks: Israeli Cyber Security Firm
14-March-2018 - insurancejournal.com
An Israeli cyber security research firm with six employees on Tuesday said it had found flaws in Advanced Micro Devices microprocessors that made them vulnerable to hacks. AMD said it was investigating the claims, which were followed by heavy trade
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Self-employed workers suffer less stress than permanent staff
14-March-2018 - onrec.com
According to research by AXA Business Insurance, although 78 per cent of self-employed people described themselves as stressed to some extent, nine in ten of those working for an employer said the same. Posted in News archive on 14 Mar 2018 In addition, fewer self-employed workers said their stress came from their work life 42 per cent compared to 61 per cent of company employees. Furthermore, those working for themselves were three times less likely to say they dealt with difficult people as part of their day-to-day work. While 11 per cent of workers say they are constantly stressed, this falls to just two per cent of self-employed workers. When asked about their overall mental health, 30 per cent of full-time employees raised concerns, compared to just 11 per cent of self-employed. Self-employed workers are also less likely to feel their income is insecure in the long term just under half said they worry about the stability of their business, whereas two thirds of employees worry that their jobs are insecure. There is a trade-off, however, as self-employed workers are always on, with two thirds of business owners say they always take calls and emails from customers outside normal working hours. Gareth Howell, managing director, AXA Direct, said: We have the stereotype of the adrenalin driven entrepreneur and assume that being your own boss is always stressful. Looking at our index, self-employed people do indeed appear stressed, but thats only before you compare them to everyone else. This is a fascinating bit of insight: does life just get less stressful when youre self-employed, or do you simply become more resilient? I do feel there is something here about how much control an individual feels they have over their destiny. When we asked people about their motivations for starting a business control was the word that came up time and again, in four in ten verbatim answers. Being able to wrest back control in an uncertain world is the crux of our self-employment boom, and explains why the self-employed come out best in this years Stress Index. On average, a full-time self-employed person earns £33,000, or £6,000 more than the average employee. There are extremes at both ends of the spectrum too, with one in ten self-employed workers earning under £11,000 a year from their businesses, and 22 per cent earning above the £45,000 higher rate of tax. For more information to help support the health and wellbeing of your employees please visit AXA PPP healthcares Small Business Insight Centre.
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UK employers neglecting mental health of stressed out workers
14-March-2018 - onrec.com
UK employers show a lack of interest in the mental wellbeing of employees, even though many staff are suffering from stress, according to a new study of nearly 1,300 workers by ADP®. Posted in News archive on 14 Mar 2018 A fifth of workers (20%) suffer stress on a daily basis A third (33%) are so stressed that theyre considering finding a new job Yet, a third (31%) say their employer isnt interested in their mental wellbeing Stress issues most severe in the healthcare sector UK employers show a lack of interest in the mental wellbeing of employees, even though many staff are suffering from stress, according to a new study of nearly 1,300 workers by ADP®. The research reveals that a third of UK workers (31%) say their employer has little or no interest in their mental health, despite the fact that a fifth (20%) are stressed out on a daily basis, and for almost a third (33%) the issue is so bad that theyre considering looking for a new role. Mental health issues have risen in prominence in recent years, with high profile figures, such as Prince William and Prince Harry, speaking out to break the taboo around the subject, which affects one in four people every year. Yet despite this shift, the findings indicate that many employers are still brushing the issue under the carpet. A certain level of stress is natural, even healthy, in the workplace, but its important that it doesnt get out of hand, commented Jeff Phipps, Managing Director at ADP UK. Employees who endure consistently high levels of stress are in danger of suffering from anxiety and even burnout. This can lead to more serious mental health issues, which will impact not only their performance, but also their career, and personal life for a long period of time. It is therefore in the interest of employers to help staff to manage stress and put a safety net in place, before any issues become more serious. Workplace stress peaks amongst younger employees, according to the study, with 22% of workers under 35 saying they experience stress every day, and 42% saying that it is so bad, theyre considering jumping ship. This contrasts with only 19% and 26% respectively of those over 35 who feel this way, suggesting employees become better at managing stress as they get older. The findings also shine a spotlight on the impact of staffing and funding cuts on the healthcare sector, with two in five healthcare professionals (40%) considering leaving their role due to stress the highest of any industry. Healthcare workers are also amongst the most likely to say their employer isnt interested in their mental wellbeing, a sentiment felt by 35% of respondents, which is only likely to exacerbate the problem. Phipps continues: Stress and mental health issues are one of the main causes of employee absence and staff turnover, which means supporting employees isnt just the right thing to do its also a worthwhile investment. Initiatives should deal with both the causes of stress and mental health issues, but they should also look to improve diversity programmes as a way to support employees. If organisations arent catering to diversity, employees mental well-being can be impacted if they face particular issues they dont feel they can raise. Employers should be highly mindful of diversitys impact and work to create a supportive management culture and a healthy working environment. Employee assistance programmes and occupational health services are also imperative in creating a safe location where employees can go in confidence if theyre facing an issue. www.adp.com
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How did blood-testing company Theranos blow up?
14-March-2018 - usatoday.com
In 2014, they said she was the next Steve Jobs with her business secrets and innovation, but Elizabeth Holmes hot start-up Theranos didnt last very long.
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How to repair your credit when youre still in college
14-March-2018 - usatoday.com
If youre one those students who fall into the majority of having poor or no credit, heres how you can start repairing it while still in school.
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10 largest cities with highest and lowest salary satisfaction
14-March-2018 - usatoday.com
U.S. workers appear to be growing more satisfied with their salaries thanks to a robust economy and a healthy labor market, according to a new study.
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Toys R Us tells workers it will liquidate and sell or close all stores
14-March-2018 - usatoday.com
The toy giant plans to liquidate having failed to bankruptcy reorganization
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Houston-Area Economy Got a Boost from Harvey
14-March-2018 - insurancejournal.com
State figures show the spending that came in the aftermath of Hurricane Harvey generated jobs in construction, retail and other sectors, giving a surprising boost to the Houston-area economy. The Houston Chronicle reports that billions of dollars in insurance payments
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Smoothwall takes its SAFE Roadshow to Leeds Shakespeare Primary School in the battle for online safety
14-March-2018 - onrec.com
Smoothwall teams up with ICT4Leeds and Leeds City Council on the initiative Posted in News archive on 14 Mar 2018 As part of its ongoing SAFE initiative to keep children safe online, leading web filter provider and internet safety company Smoothwall is spending two days in Leeds teaching pupils, teachers and parents the importance of online safety. Today Smoothwall, in collaboration with ICT4Leeds , is at Shakespeare Primary School, providing online safety workshops for students tackling topics including the potential risks of social media, stranger danger, online gaming and phone usage. Theyll also be discussing platforms such as Snapchat, Facebook, Instagram and Musically. Julian Gorton, Head Teacher at Shakespeare Primary School said: "Keeping children safe and equipping them with the knowledge and skills to remain safe is a hugely important part of our role. The amount of time children spend online as well as the number and type of apps and games available is increasing at a rapid rate. We believe Smoothwall's full day workshop that has been tailored to the needs of our school will support our children with staying screen-safe in an interactive and engaging way. We are so pleased that the day will be focussed on some of the specific sites that parents and staff have raised concerns about recently." Following the online safety workshop, Smoothwall will be hosting its SAFE Masterclass at the Leeds Marriott Hotel on Wednesday, where its team of experts will be providing advice, best industry practice and information to anyone responsible for keeping children safe online in education. Claire Stead, Online Safety Expert at Smoothwall said: There are now so many different platforms and tools that children gain access to, it can be overwhelming for those responsible for their protection to know where to start. Thats why education is key and we are on a mission to help teachers and parents know how to get ahead of it, and educate children on the potential dangers online. Our own research found that 62% of teachers dont feel they are fully supported to teach children about online safety; thats why workshops and masterclasses such as these are vital. We are delighted to be working with Leeds City Council who values our mission and has arranged for us to come to Shakespeare Primary School to talk to adults and pupils about using the internet responsibly. The internet should be a resource for learning, making connections and having fun. We want to ensure that people of all ages can enjoy the benefits of the web, whilst being aware of and able to keep safe from any potential harm. uk.smoothwall.com
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UK businesses say lack of trust in leadership is impacting performance and culture
14-March-2018 - onrec.com
Think Tank at Hotelympia last week revealed a rise in pretend leaders Posted in News archive on 14 Mar 2018 A new Think Tank session held at Hotelympia in London last week, hosted by EP Insights ( www.epinsights.co.uk ) and attended by leading CEOS, MDs and entrepreneurs from the hospitality industry as well as leading sports industry professionals from across the country revealed several major issues linked to the ongoing demise in leadership, productivity and culture in businesses today. Several factors were discussed at the event including a lack of trust in leadership today, the need to move from cost management to greater engagement and the mistakes businesses are making with emerging talent. The discussion was broad and wide reaching but overall as a result, there was a consensus on several key factors including: To focus on raising the bar on quality and product so that the hospitality industry does stand apart. To look at how sport and the industry can learn from each other and there is a need to learn new ideas in leadership. To look at how sport and the industry can learn from each other and that there is a need to learn new ideas in Leadership Development (L&D) meaning we need to be broader minded. To focus more on culture and engagement. To look at recruitment differently and to look at talent rather than CVs. Chris Sheppardson, CEO at EP Insights commented: The arguments we heard from leading businesses revealed a genuine opportunity for change if companies understand that need for change and can start to think differently about their customers and their own teams and culture. Business environments are not in the best of shape right now for several reasons and both social media and education has changed the psychology of the younger emerging talent today (our future leaders) which doesnt help matters. Sheppardson also challenged the idea that trust had broken down in leadership via a mix of increased pressures on the young creating a more guarded approach and an enhanced fear of failure today. During the wide-ranging discussion a core element focused on the lack of trust in leaders because it was deemed that this is having the biggest impact on performance and culture today. It was argued that once this is broken it is very hard to repair. Attendees also suggested that there are some leaders who are not really leaders because either they have no real 'followers, or they are pretend leaders who have been selected to manage. The group questioned: are leaders being forced to respond to KPI's (Key Performance Indicators) and external pressures rather than focus on their customers and play an influential role in the business?
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How To Improve Your Maritime Hiring Process
14-March-2018 - onrec.com
In the maritime industry, the margin for error in the hiring process can be reduced by working with maritime headhunters. Posted in Opinion on 14 Mar 2018 Such specialized professionals will often understand roles better than the hiring managers, have access to a deeper reservoir of talent, and save companies time that can instead be invested in the core aspects of their business. So, what are four of the key elements that maritime headhunters focus on and that most companies miss when looking for the best candidate? A Clear Job Description Many companies simply dont understand the roles theyre advertising as well as they should. In their book, Who: The A-Method For Hiring , Geoff Smart and Randy Street noted that one of the reasons a company doesnt receive applications from outstanding candidates for a job role theyve advertised is that they dont understand the role well enough. Without understanding the job intimately, their description misses the target and fails to resonate with the right candidates. One of the biggest mistakes uncovered by The Wall Street Journal when it came to writing job descriptions was a tendency for companies and their hiring managers to include a foreboding list of requirements and responsibilities. This can seem imposing to otherwise qualified employees, and it can alienate them, thus preventing them from applying. The maritime industry is niche, and as such its absolutely essential that job descriptions are clear about what the role will require. The focus should be on two aspects: 1) What the hiring company will do for the candidate 2) What the company expects from the successful candidate The Wall Street Journal s study also found that better candidates responded more to the first aspect than they did to the second. In other words, focusing on what the company can do for the job applicant rather than the other way around will secure the strongest applications. This sounds counter-intuitive, but it helps separate the wheat from the chaff. A Candidates Personality Too many companies are so focused on skill sets that they ignore a red flag in a candidates personality and make the hire based on skills alone. As maritime headhunters know, this just doesnt work. Skills are one thing, but personality and how a worker fits into a companys culture are equally important. In fact, since personality cant be shaped but skill sets can be learned, its arguably even more important. Be clear about the companys culture before starting the hiring process. Determine the following: What are our values? What do we prioritize? What will we tolerate? What will we not tolerate? Its just like a relationshipif two people have mismatched personalities and values, the relationship wont go the distance. Dont go into the process assuming that, just because a candidate has the exact skills and experience desired, theyre the perfect fit. Everything has to match up. If there is a clear flaw in their personality and their values are at odds with the companys, they arent the right fit. Soft skills matter, such as emotional intelligence, thought processes, communication and interpersonal skills, and they should be considered as companies make their hires. In the maritime industry, where work ethic and teamwork are crucial to a number of roles, expert maritime headhunters understand that candidates without these soft skills should be ruled out, even if their skills and experience are otherwise exceptional. Maritime headhunters work with companies in the maritime industry who need to select outstanding candidates that have both the right hard and soft skills for the role. An Impeccable Interview Process Leadership IQ carried out a study into companies interview processes. They found that common hiring mistakes are often a result of a poor interview process that is too focused on the wrong things, and which often put an unsuitable or untrained manager in charge. 5,000 managers were surveyed as part of the study, with over 80% of them making the following common errors during the interview process: They lacked time They were too concerned with other issues, which meant their focus wasnt 100% on the interview at hand They didnt have suitable confidence in their ability to carry out an interview They missed red flags, perhaps due to a lack of concentration These are basic errors. But as Geoff Smart and Randy Street pointed out in their book, they are errors that companies are making time and time again. There are a few ways companies can shore up their interview process: 1) Train managers so that they are able to give stronger interviews 2) Set aside more time for the interview process 3) Focus on soft skills, such as motivation, temperament and coach-ability. 4) Ask better questions that give a more detailed insight into a candidate. Examples include, How do see yourself as a person in five years time? and What drives you in life? For companies lacking the time to train managers and improve their interview process, working with maritime headhunters becomes an option. These headhunters have interview processes that have been refined to match up the ideal candidates for the right roles. Check Reviews According to Glassdoor, over 45% of their members check out companies via reviews before they consider applying to work for them. This is what the best candidates do. They carry out their due diligence on companies before applying to them. They might check to see what former employees have to say about the company, and they might seek out salary estimates and other insider information to get a feel for what a company is all about. If a company has a bad reputation, almost 70% of job seekers have admitted they wont take a job with them. Conversely, the same amount of people say theyre more encouraged to apply for a role if the company is active on review sites, responding to reviews, sharing updates on how the company is doing and so on. Ensure your online presence on these sites is as positive as possible. Working with maritime headhunters takes significant effort out of writing job descriptions and refining interview processes, and may mean companies need not even display a job ad in the first place. Maritime headhunters have access to a deep network of all-star candidates who may not otherwise apply for a role, often because theyre not actively seeking a new job. Headhunters are able to convince them that the role is the right one for them, selling the company and its culture to them. Headhunters also take care of the whole process, from scouting the top candidates to interviewing them and matching the right ones to the right role. They do all the hard work. The best thing? The time saved by using them. For information about MSC Headhunting visit: http://www.msc-headhunters.com
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Departing CEO of REC, Kevin Green, joins BPS World
14-March-2018 - onrec.com
Global resourcing specialists BPS World are pleased to announce that Kevin Green, the departing CEO of the Recruitment and Employment Confederation (REC), will be joining BPS as a non-executive director on 1stApril 2018 Posted in Appointments on 14 Mar 2018 Global resourcing specialists BPS World are pleased to announce that Kevin Green, the departing CEO of the Recruitment and Employment Confederation (REC), will be joining BPS as a non-executive director on 1stApril 2018. BPS is a global recruitment partner with clients spanning the Engineering, Technology, FinTech and Business and Professional sectors. BPS has long established close links with REC. In 2015 Simon Conington, the founder and MD of BPS, was elected to sit on the Rec council (governing body) as a Corporate Director. BPS was also the first company in the recruitment sector to offer a recruitment apprenticeship programme and developed the NVQ (National Vocation Qualification) in partnership with the REC. Kevin Green was Chief Executive of REC for ten years, having previously spent 5 years as HR Director of Royal Mail letters. Prior to that he ran his own strategic HR consultancy Qtab ltd. He explained why he had accepted his new position with BPS; Im delighted to be joining an organisation as pioneering, innovative and global as BPS; Ive long admired how ambitious and hard -working they are, and with world class team of people. "I see my role as advising and helping Simon and his Global leadership team achieve BPSs full potential, leveraging my knowledge and experience to raise the profile of the BPS brand. I will also seek to help them further develop their already strong talent management offering so it provides even greater value to their ever increasing client list. In welcoming Kevin Green to his new role, Simon Conington, who set up BPS in 2001, commented: Im delighted to welcome Kevin as a non-executive director of BPS. He is widely respected as an outstanding CEO of REC and has played a key role in changing the perceptions of the industry. He brings to BPS enormous amounts of experience that I know will be of huge benefit to BPS, our clients and our candidates.
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Joblift analyses data protection vacancies in the UK in light of the upcoming GDPR
14-March-2018 - onrec.com
Posted in Statistics and trends On the 25th May 2018, the General Data Protection Regulation (GDPR) will be enforced in the United Kingdom, along with all other countries in the European Union. on 14 Mar 2018 The new legislation will mean that the presence of a Data Protection Officer will be mandatory in all companies that meet select criteria, including public authorities, or those that carry out large scale systemic monitoring of individuals. With this in mind, job search engine Joblift has analysed whether the uptake of a Data Protection Officer has been a gradual process since the GDPR announcement in April 2016, and what requirements employees are demanding in the role. DATA PROTECTION VACANCIES HAVE INCREASED BY FOUR TIMES THE UK AVERAGE, WITH 25% OF JOBS ADVERTISED IN 2018 The study shows that a huge proportion of companies hiring an external Data Protection Officer appear to have left the recruiting process until the last few months (this analysis does not account for companies that have opted to promote internal employees). According to Joblift, 3,911 Data Protection vacancies have been advertised in the last 12 months. These positions have seen a huge average monthly increase of 11% (compared to a 3% monthly increase in the whole UK job market, on average). Interestingly, a quarter (1,011) of these vacancies have been posted since the beginning of 2018, with January alone seeing 12% of vacancies posted. This could suggest a hiring rush as the GDPR enforcement date creeps closer. Despite huge demand for qualified Data Protection staff, these vacancies follow the UKs entire job market in terms of time spent online, staying active for 31 days on average. HALF OF ALL POSITIONS ARE BASED IN LONDON AND HAVING 5+ YEARS OF EXPERIENCE HOLDS MORE WEIGHT THAN QUALIFICATIONS With 1,945 vacancies issued here, London has been home to 50% of all Data Protection vacancies issued in the last 12 months. As expected, Manchester follows, hosting 4% of vacancies and Birmingham follows closely with 3%. Barristers were the most popular professionals when it comes to Data Protection employees, with 356 vacancies asking directly for candidates who hold a Law degree. Legal Affairs Policy Assistants were second in demand with 528 vacancies. Interestingly, these positions only started being advertised in July 2017 with vacancies seeing an average monthly increase of 182% in the last nine months, which can be assumed to be a direct result of upcoming GDPR implementation. Security Officers rank in third place with 187 vacancies advertised in the last 12 months. In terms of employers; consultancies, law firms and governmental departments rank highest, with PwC, Addleshaw Goddard and HM Land Registry topping the list understandable given the nature of the data these companies handle. Furthermore, 385 vacancies have been advertised by councils and local governments in the last 12 months. Additionally, experience appears more important than education; 33% of all vacancies require candidates to have at least five years of experience in IT security and data, while just 14% ask directly for candidates to hold a university degree, and just 8% ask for IAPP, CIPP, or CIPM qualified candidates. THE GDPR EFFECT: OTHER VACANCIES ASKING FOR KNOWLEDGE OF NEW LEGISLATION HAVE INCREASED BY A FOURTH EACH MONTH Looking at the direct effect of the GDPR gives an interesting insight into how companies are preparing for the new legislation. 62% of the 3,911 Data Protection vacancies mentioned GDPR in their job advertisements. However, Data Protection Officers are not the only positions being hired for in preparation for the new legal changes. Knowledge of what the GDPR will mean has been requested in 25,223 vacancies in the UK in the last 12 months, with advertisements requesting Business Analysts, Project Leaders and IT Managers. Positions requesting knowledge of GDPR have seen an average monthly increase of 23%, almost eight times more than the UK job markets increase as a whole. About Joblift Joblift is a job search platform providing candidates with the most intuitive and frictionless experience during the recruiting process. Joblift applies latest machine learning techniques and big data-based algorithms to offer the optimal match between employer and job seeker. Currently active in the US, the UK, Germany, France and the Netherlands, Joblift cooperates with over 4.000 partners to incorporate over 10 million vacancies on its platform. Joblift is a highly energetic and entrepreneurial team led by the experienced founders Lukas Erlebach (CEO), Alexander Rausch (COO) and Malte Widenka (CTO), who most recently held C-Level positions at companies such as Zalando, Amorelie and Frontlineshop. www.joblift.co.uk
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Startup Job Search Engine Adzuna Wins Contract for Universal Jobmatch service
13-March-2018 - onrec.com
Adzuna, the UK-based job search engine, has today announced it has been awarded the contract to replace the UK governments job search platform, Universal Jobmatch. Posted in News archive on 13 Mar 2018 Company Profile Adzuna View profile » Following a competitive procurement process, the company will be providing the new service from Q2 2018. As one of the largest online government services, Universal Jobmatch connects millions of jobseekers with thousands of employers online and through job centres around the UK. The service will offer a fast, simple experience and powerful search using Adzunas technology, matching jobseekers to employers available roles quickly and effectively. The new service will be rolled out across the country this summer. The tool will continue to provide jobseekers with the ability to search for work 24 hours a day, 7 days a week. Jobseekers will be able to create an account to which they can upload CVs, create relevant email alerts and view their previous account activity. Changes to the user registration process will see a simpler, more modern way of accessing and managing job seeker accounts. The free job posting process for employers will also be streamlined. Minister for Employment, Alok Sharma, said: "I want those looking for work around the country to have the very best opportunity to find work that suits their needs. Our free Universal Jobmatch service offers one of the largest job search functions out there and with a near record number of vacancies, there are plenty to choose from. By joining forces with Adzuna well make the platform even better for both jobseekers and employers. Doug Monro, co-founder of Adzuna, commented: We are thrilled that the Department for Work and Pensions has chosen our solution to provide a modern job board for the large numbers of jobseekers and employers who use the service every day. Throughout the procurement process, we have been impressed by the DWPs agile approach to change and openness to adopt new technology. What better way to build on our own private sector success to date than by working with government to help jobseekers across Britain find better, more fulfilling jobs. Adzuna, launched by the team behind Gumtree, Zoopla and Qype in 2011, has demonstrated impressive growth in the past 6 years, growing to more than 10 million monthly unique visitors across 16 countries from its West London office staffed by 50 multi-national talented tech professionals. Adzuna also just graduated from the Governments prestigious Future Fifty Programme , recently launched a national TV and outdoor advertising campaign, and has over 5 million registered users. Adzuna is the market leader in giving users transparency about UK employment data - showing salary data for thousands of keyword and location combinations on our site, provide the PM, ONS and press with labour market data, and offer their Jobsworth salary predictor against every ad with no salary. Gerard Grech, CEO of Tech City UK, said: " Across the country ambitious entrepreneurs like Doug and Andrew are working on digital tech businesses that can make dramatic improvements to our lives and the way we work. I'm so delighted to see one of our Future Fifty companies win such an important Government contract at a critical time in their growth. They are a great example of why the UK is one of the best places in the world to start or grow a digital tech business." Emma Jones, Small Business Crown Representative, concluded: The award of this contract reflects an exciting shift in thinking. Its great to see high-g rowth, British SMEs winning contracts like this, and using their cutting-edge technology to transform public services for the better. Whats more, it signifies a move from simply connecting jobseekers and jobs, to helping people climb the career ladder - into better paid and more fulfilling work that fits into their lives. For Britains jobseekers, this can only be good news, and for our employers, it could help bring great produ ctivity gains and the revitalised, inspired workforce that we need. www.adzuna.co.uk
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Dog dies after airline worker has it placed in overhead bin
13-March-2018 - abcnews.com
A passenger's dog has died on a United Airlines flight from Houston to New York after a flight attendant ordered the animal be put in the plane's overhead bin
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Should You Consider Taking A Lower Wage?
13-March-2018 - onrec.com
Its no secret that finding a secure job in todays society is majorly difficult, with many jobs being hard to come by. Posted in News archive on 13 Mar 2018 With that in mind, many people are eager to accept the first job offer that comes their way, but should you be paying more attention to the wage slip involved? Money wont buy you happiness, however it will buy you stability and comfort in your own home, knowing that you have the funds to afford the compulsory bills. While there are short term loans available in the event of a financial emergency, you may find that taking a higher wage could allow you the opportunity to build up a bigger budget to deal with these emergency situations. Should you consider taking a lower wage? Lets find out. Money Isnt Everything Truthfully, money isnt everything, and while you can argue that without it, youd be without a home, its something that you shouldnt revolve yourself and decisions around. Taking a higher wage might make your bank account healthier, but is it really worth it if youre arriving at work every day absolutely dreading the tasks ahead? Really, its much more beneficial to take a lower wage if it means youre going to be happy with your job and not scream when you wake up in the morning. With the right budgeting and preparation, a lower wage can go a long way, still allowing you to live a happy and fulfilled lifestyle. Although It Will Pay The Bills Having said that, for some people a lower wage just simply isnt enough. Sure, if youve recently left college and you havent got children to think about, then its definitely something worth considering, but for parents who have child care, mortgages and numerous other bills and taxes to think about, a lower wage isnt enough. While you still need to consider your happiness within the job you choose, youll still need to ensure it has a wage sufficient enough to cover your frequent costs, and if that means you need to job hunt for a little longer, so be it. Lower Wages Often Go Hand In Hand With Training To build on this debate, lower wages often come hand in hand with a training scheme, such as an apprenticeship programme. These can be highly beneficial, as they allow you to gain on-the-job experience while still giving you the opportunity to study for and gain a qualification at the end of it, broadening your career prospects in the future. The reason behind the lower wage here is due to the government funding of your training course, however ultimately it is up to your employer to decide whether they want to pay over the minimum wage for apprentices or not. Nevertheless, these schemes are fantastic for industry newcomers, and are well worth the lower wage for the eventual outcome. But Is A Higher-Paid Job Better Experience? On the other hand, youll often find that many companies will prefer in-depth experience when hiring new staff. While an apprenticeship will undoubtedly provide you with working experience, its likely that your general duties will be limited as youll be equipped with the least amount of responsibility, making you less valuable to future employers. As a result, accepting a higher wage will usually guarantee you a more advanced, responsible job, making it worth the wait as more employers will want you in the future. The topic of accepting a lower wage as opposed to a larger one is very controversial, but when it comes down to it, accepting a lower wage should always be the priority if it ensures your happiness, although this is better applied to younger workers. At a younger age, when you have less responsibility and commitments, a lower wage allows you to get started in your dream career you have your whole life ahead of you!
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New research suggests 2018 could be strongest year of growth for recruitment agencies
13-March-2018 - onrec.com
Posted in Opinion More new agencies were established in January and February than during the same period in 2017 on 13 Mar 2018 Clearly PR , the specialist public relations and content marketing agency for the recruitment industry, has found that almost 1,800 new recruitment agencies have launched since 1 st January this year. Accordingly, a total of 1,777 new agency businesses have been registered with Companies House between 1 st January and 1 st March 2018 an increase of 9% from 1,621 over the same period last year. This puts the total number of recruitment agencies in the UK at 37,052 the highest on record. Paul MacKenzie-Cummins, Managing Director at Clearly PR, said: The recruitment industry continues to defy expectations. Despite media reports and some economic forecasters predicting a dip in employer hiring intentions as we edge closer to the UKs formal withdrawal from the European Union, the opposite is happening. This is serving to fuel the continued growth of the sector. 2017 was a year of record growth for the recruitment industry and with a marked rise in the number of new entrants to the market over the last two months, combined with a steadying of organisational confidence in the economy, we anticipate 2018 to be another record year. Industry growth is to be welcomed. But it comes with its own set of unique challenges the biggest being how agencies can retain and gain a competitive advantage in a fast-growing market. The need for recruitment business leaders and marketers to both understand what sets them apart from their competitors and how to sell that difference in a way that makes them a go-to agency of choice, has never been greater, said Paul MacKenzie-Cummins. We have seen a surge in demand among recruitment agencies looking to raise their profile, promote brand ambassadors among their consultant base, and position themselves as leading authorities within each of the sectors they operate. They recognise that longevity in the market can only get them so far the new players in the game know they dont have that to trade on, so they tend to be more proactive in getting their name out there. Typically, this involves producing engaging and informative content on their websites and social media, or featuring as experts in leading industry and business publications. Indeed, Clearly PR has seen a five-fold increase in its recruitment agency client portfolio over the last 12 months, with the company recognised as one of the top two PR firms for the recruitment industry. The sector is booming right now, but its not just in the UK. For example, we are beginning to see a rise in demand from non-UK recruitment technology providers who look to firms like us for support in replicating the services we provide in the UK to markets overseas notably the United States. For more information about Clearly PR, go to www.clearlypr.co.uk
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CV-Library acquires Education-Jobs.co.uk
13-March-2018 - onrec.com
Connecting the very best education candidates to employers across the sector Posted in News archive on 13 Mar 2018 Company Profile CV-Library.co.uk View profile » The UKs leading independent job board, CV-Library , has today announced that it has acquired the Education-Jobs.co.uk website, as it continues to increase its network of 800+ recruitment partners. Education-Jobs.co.uk has been trading for 20 years and is a leading job board in the education sector, ranking in the top five on Google for education jobs. The acquisition of the site will ensure that CV-Library continues to drive applications to its clients vacancies across the sector. Lee Biggins, founder and managing director of CV-Library comments: Its an incredibly exciting time here at CV-Library. Were constantly reviewing our traffic sources and our impressive partner network is something that truly sets us apart from the competition. The fact that were now adding such a prestigious site into our fold is fantastic and means we are able to attract the very best education candidates to our clients vacancies. The site will be rolled out onto CV-Librarys multisite white label platform, improving overall user experience. CV-Library already boasts nearly 700,000 education candidates on its site, who make an average of 78,000 applications every month. Biggins continues: The education market is extremely important to us. Like many other sectors, it continues to battle ongoing skills shortages and this means there is more pressure to hire the best employees, fast. With our help, and the acquisition of this new site, we hope to offer employers across the industry the opportunity to find and recruit the best talent across the market.
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New graduate recruitment platform combines real-world skills testing with workplace diversity solution
13-March-2018 - onrec.com
Posted in Launch Mapped becomes the first graduate aptitude testing platform built from the ground-up to promote greater diversity within hiring. It is designed to test the skills that count for commercial roles whilst also providing powerful insights into a candidates potential. on 13 Mar 2018 Aptitude tests are used as the gateway to over 90% of The Times Top 100 Graduate Employers 2017/2018 Pass rates differ by as much as 20% between male and women in favour of men at major providers. Similar patterns can be seen across socio economic and ethnic lines. Research indicates that this is not down to ability. Freshminds & Applied are building a fairer testing platform called Mapped Mapped becomes the first graduate aptitude testing platform built from the ground-up to promote greater diversity within hiring. It is designed to test the skills that count for commercial roles whilst also providing powerful insights into a candidates potential. Mapped is a numerical, analytical and problem-solving testing platform that replaces traditional psychometric and numerical reasoning tests. It has been developed alongside senior management teams at some of Europes foremost management, advisory and financial consultancies. It is a joint venture between leading UK recruitment consultancy Freshminds , and Applied , a technology company dedicated to removing unconscious bias from recruitment and spin off from the Behavioural Insights Team (aka the Nudge Unit). Patrick White, Innovation Manager at Freshminds, said: In todays ultra-competitive talent market, employers are vying with one another to attract and secure the best people. When that talent is a newly qualified graduate with nominal work experience at best, knowing which applicants have the greatest potential to be successful in a specific role is a challenge for employers, but the commercial cost of getting it wrong is substantial. 95% of FTSE 100 and over 95% of The Times Top 100 Employers use some form of cognitive testing, so technology has been a central component of the hiring process for some time. But White added: Existing platforms we looked at did not effectively test the breadth of analytical skills that candidates will be expected to use in a real-world business setting, an assessment share by our clients. This is the gap that Mapped will occupy. Perhaps the most significant aspect of the platform though and the one that will deliver significant business benefits to organisations - is that its built from the ground-up to mitigate the harmful diversity effects of aptitude testing. Our recorded results on big graduate schemes that are using traditional numerical reasoning providers show that the male/female pass rates can differ up to 20%, and nearly all above 10%. The science and data around this are fascinating, but consistently show it is not a reflective of inherent ability, and it is avoidable without changing standards or altering the nature of questions. The behavioural science behind this, is what we hope is going to differentiate us from other providers. Diversity has risen to the top of the organisational agenda in recent years, and it is easy to see why. A plethora of research has found that organisations whose workforces are diverse are more productive, safer investments and overall the teams perform better. As White explained: There is a moral obligation to increasing diversity in the workplace, but it also simply makes good business sense. Despite positive moves to increase female representation at board level and drive the number of people from black, Asian and ethnic minority (BAME) backgrounds into key leadership roles, the numbers remain frustratingly low. Cranfield School of Management states that the proportion of women holding directors seats in boardrooms of FTSE 100 organisations is now at 27.7%, compared with just 11% in 2007 and when the number of female chief executives was at just 7%. By comparison, the figures for BAME fare poorly. According to Race in the Workplace, just 6% of management jobs are held by ethnic minorities yet this group represents 13% of the UK population. This has been estimated to cost the UK economy £24bn every year. Progress has certainly been made, but the pace of change needs to quicken, and it needs to be tackled at all levels simultaneously, said White. Succession planning doesnt start the moment a member of the C-suite announces their departure, its a process that comes into effect at the point when the decision is taken to undergo the next graduate recruitment drive. He concluded: Employers need to start getting cleverer about fair and useful screening at entry levels. Until that happens, we are unlikely to ever see equitable representation at management levels. During the initial research and development process, Mapped undertook extensive research with candidates to see how they felt about using traditional numerical reasoning tests. They found that 94% of surveyed candidates had a negative experience. Candidates felt they were impersonal, repetitive, poorly designed and overwhelmingly the consensus was that the tests did not bear any relevance to the roles they were applying for. Mapped is an advanced testing platform built to test candidates analytical skills fairly and rigorously for todays commercial environment. For more information about Mapped, please go to www.get-mapped.com
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How to profit from the vegan food trend
13-March-2018 - dailymail.co.uk
The number of people joining the plant-based eating revolution has rocketed by 260 per cent over the past decade from 150,000 to 542,000, according to The Vegan Society.
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How to cash in on Britain´s bonkers tax rules
13-March-2018 - dailymail.co.uk
Parents must juggle child benefits; savers and charity donors must remember to claim tax relief; pensioners must carefully time when they take income if they're to avoid massive bills.
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Will you get a tax cut in April? How income tax and NI will change
13-March-2018 - dailymail.co.uk
Next month the new tax year will herald a series of changes, which will see some workers take home hundreds of pounds more of their earnings.
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Managers failing staff by not setting specific goals
13-March-2018 - onrec.com
Only one in five (21%) employees in the UK reported being set specific goals by their managers, according to new research published by Sodexo Engage. Posted in News archive on 13 Mar 2018 As part of a study into managerial effectiveness in Britain, 3,000 UK employees were asked about their experience of setting goals with their manager. The survey found that 38% had never been set specific goals or targets, and a further 41% said their manager had set them loose targets. These findings put a big question mark over the effectiveness of many of todays managers and their focus on staff development. Over half of those surveyed (51%) admitted they have a maximum of four one-to-one meetings a year. This lack of a hands-on approach is directly impacting the way employees see their managers. When asked, nearly half of those surveyed (47%) said they did not consider their managers good role models. Worryingly, more than four in ten (44%) also admitted they did not trust their managers to make the right decisions or treat them fairly. The research shows how important it is for managers to set clear goals with their staff. Aside from helping a business meet its objectives, setting goals will boost employee engagement. Employers should therefore see these findings as a chance to build a business that puts staff development at its heart. IAIN THOMSON, DIRECTOR OF INCENTIVE AND RECOGNITIO SODEXO ENGAGE, COMMENTED: Our research shows that managers risk losing the respect and trust of their team unless they take a more hands-on approach towards employee development. We know people work best when theyre given goals to achieve, but many managers are failing to take this on-board. Working with employees to set SMART goals will help keep them motivated and give them a clear understanding of their role in the team. It also gives managers the perfect opportunity to recognise and reward employees for great work. Its a win-win for both employer and employee. A business is only as good as the people it employs, and happy employees create better working environments. sodexoengage.com
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Starting work is better than you think, according to KPMG´s survey of students
13-March-2018 - onrec.com
There is good news for those preparing to leave full-time education later this year, as new research has revealed that the overwhelming majority (84%) of those who have recently entered the world of work are enjoying the experience. Posted in News archive on 13 Mar 2018 84% of respondents report having enjoyed starting work 82% said they felt strong connections to their colleagues There is good news for those preparing to leave full-time education later this year, as new research has revealed that the overwhelming majority (84%) of those who have recently entered the world of work are enjoying the experience. According to a survey of c.1,000 students and new joiners, commissioned by KPMG, 1 in 3 (33%) have said they were pleasantly surprised by how much they are enjoying the experience, claiming they find the experience more rewarding than they anticipated before they started working. The social side of work was also something that played a big part in students transition into full time employment, with 82% reporting that they felt strong connections with their colleagues. This sense of community was in fact better than almost a third of all respondents expected it to be. Many employers put specific measures in place to help individuals transitioning from full time education in to the world of work. Indeed, almost a quarter of those surveyed received a greater degree of support from their employers to help ease them into work than they had anticipated suggesting many UK businesses understand what a significant milestone this can be for young people. However more needs to be done. Justine Gregson, Student Programme Lead at KPMG said : It is understandable that students can often feel anxious about what entering the world of work will really be like. However, if employers provide a range of support and resources as many already are then individuals, regardless of background, can find it to be an enjoyable process, and in many cases more so than they first anticipated. Justine continues : There are a number of ways in which KPMG supports entry level recruits to manage this transition and settle in. This includes Learning & Development programmes which broaden the individuals skill set, help with career path planning including exposure to a range of projects to gain new experiences and knowledge of working processes, flexible working policies, provision of a wide range of employee networks, and social and sports clubs, and we also have The Academy, a dedicated community for apprentices and graduates. This support offered at KPMG is often a strong foundation for the start of an exciting career for many of our entrants. KPMG 360 o apprentice, Precious Odiase comments For me, starting work straight from school felt really daunting at first. Most of my friends were going to university and the thought of being different filled me with dread. However, the support I have received from my team, and the development structure of the programme has always ensured I have been given the tools and support to develop my career. Knowing that my employer values the work I am doing and is keen for me to grow and progress really fills me with confidence that I have chosen the right pathway, and takes away much of the anxiety I felt before I started the programme. KPMG in the UK is part of a global network of firms that offers Audit, Tax, Consulting and Advisory services. While our work is often complex, our vision is simple: to be the clear choice in professional services for our clients, for our people and for the communities we work in. For more information about student programmes at KPMG visit: www.kpmgcareers.co.uk
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Male expats eye career development, while females seek personal enrichment
13-March-2018 - onrec.com
New research from AXA Global Healthcare has revealed that over half (51 per cent) of male expats feel that their time abroad has accelerated their career development, as opposed to 39 per cent of women. Posted in Statistics and trends on 13 Mar 2018 The AXA World of Work Report also showed that 43 per cent of men felt their international assignments have enabled them to become regional experts and increased their professional value to future and current employers, in contrast to just 36 per cent of women. However, the research also revealed that women are more likely to continue living abroad after completing their assignment. Jerome Itty, a French expat who has lived in Hong Kong with his family for a year, commented: I joined a global company that would allow me to work overseas and Hong Kong was the perfect option. It offered strong career opportunities but was also a welcoming environment for my family. . We may consider living in another country; I would like to experience London, the United States or perhaps another part of Asia. However, it all depends on whether the right job opportunity arises. While men are focused on their career prospects, the data suggests that women taking international assignments are motivated by the possibility of pursuing adventure, as well as new working opportunities, in their lives abroad. After completing their assignments, over a third (37 per cent) of the women surveyed decided to permanently move to another country and make it their home, as opposed to fewer than a quarter (23 per cent) of men. Additionally, more than half (56 per cent) of women said that they would continue working in the country they are currently in, as opposed to 47 per cent of men. Marjolein Fruithof, a Dutch expat who has lived in Dubai for five years, commented: Since spending a year abroad between high school and university, Ive always enjoyed travelling. I lived in Belgium before moving to Dubai and Im confident that I will live in at least one more country before I think about moving somewhere a little closer to home. I know that my experience of being abroad has helped my career, but its definitely a sense of adventure and a desire to experience different cultures that is motivating me. Tom Wilkinson, CEO of AXA - Global Healthcare, commented: People choose international assignments for so many different reasons; some relocate to develop their careers while others want to experience life in different parts of the world. Whatever the reasons, I strongly encourage anyone living abroad to embrace all of the available opportunities; work and lifestyle alike. I was lucky enough to live and work abroad, and it enriched both my personal and professional development. www.axapppinternational.com
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When 26 Becomes the New 30 Millennials Grow Up at Work
13-March-2018 - workforce.com
For millennial workers these days, theres another important milestone between turning a quarter-century old and hitting the big 3-0. For many, 26 marks the age they must move off their parents health insurance plan and start building their own financial future. Many will turn to their employer-sponsored health plans, but this is just the start of providing millennials with the... The post When 26 Becomes the New 30 Millennials Grow Up at Work appeared first on Workforce Magazine .
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The Role of Family and Employers in Financial Decisions
13-March-2018 - workforce.com
Who do people trust the most for financial advice: their family, employer or professional financial adviser? The post The Role of Family and Employers in Financial Decisions appeared first on Workforce Magazine .
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Tattoos at Work: More Acceptance, Yet Still Some Legal Risk
13-March-2018 - workforce.com
While employers do have discretion in hiring or firing because of tattoos, they must be careful to ensure that such actions are grounded in a legitimate business reason. The post Tattoos at Work: More Acceptance, Yet Still Some Legal Risk appeared first on Workforce Magazine .
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Promising Drop in Financial Stress Does a Troubling 180
13-March-2018 - workforce.com
After six years of reporting increasing confidence in their financial situation, workers attitudes took a serious nosedive when thinking about their money issues and how they affect their lives, a recent biannual survey found. The post Promising Drop in Financial Stress Does a Troubling 180 appeared first on Workforce Magazine .
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US workers say GKN takeover should be probed
13-March-2018 - dailymail.co.uk
Stephen Hanson, staff chairperson from the union International Association of Machinists and Aerospace Workers, told the US Committee on Foreign Investment in the US of the union's 'deep concern'.
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Glaxo chief´s £4.9m payday (and she´s only been in the job 9 months)
13-March-2018 - dailymail.co.uk
The 48-year-old Britain's most powerful businesswoman was appointed chief executive of the pharmaceuticals giant in April, succeeding Sir Andrew Witty.
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Maximum Taps Smid to Lead Florida Professional Lines Practice Expansion
13-March-2018 - insurancejournal.com
Maximum, an independent, Chicago-based excess and surplus lines wholesaler, is expanding its professional lines practice with the addition of a Tampa, Fla. office. Gary Smid has been hired to fill a production role, tasked with building a stronger Maximum presence
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California Car Wash Mogul Nailed for Cheating Hundreds of Workers Out Of Wages
13-March-2018 - insurancejournal.com
The owner of some 100 local car washes and gas stations in Southern California has been charged with failing to pay minimum wage and overtime to some 700 workers. The Orange County Register reported prosecutors say Vahid David Delrahim and
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Rhode Islands Starkweather & Shepley Insurance Brokerage Hires Berry
13-March-2018 - insurancejournal.com
Starkweather Shepley Insurance Brokerage Inc., an East Providence, R.I.-headquartered independent insurance agency, has hired Joanmarie Berry as a financial insurance specialist. She is based in Milton, Mass. In her new role, Berrys key responsibilities include assisting and offering a
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Commercial Insurance Prices Were Up Only Slightly in Q4
13-March-2018 - insurancejournal.com
Prices for overall commercial insurance lines in the U.S. inched upward in the fourth quarter of 2017, although workers compensation and directors and officers liability prices actually declined and commercial auto price increases approached double digits. According to global broker
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Oklahoma Gas Rig Explosion Draws 2nd Wrongful Death Suit
13-March-2018 - insurancejournal.com
A second wrongful death lawsuit has been filed over a natural gas rig explosion in Oklahoma that killed five workers. Betty Jo Cunningham of Seminole, Oklahoma, filed the lawsuit on March 9. Cunningham is the widow of Roger Cunningham, one
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Verret Joins Worldwide Facilities in Chicago Sr. Vice President
13-March-2018 - insurancejournal.com
National wholesale insurance brokerage and managing general agent Worldwide Facilities has announced that Brad Verret joined its Chicago office as a senior vice president specializing in transportation. Verret began his career in 2003 when he joined CRC Dallas. He moved
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The dividend hero investment trusts revealed - with a new recruit
12-March-2018 - dailymail.co.uk
Investors can cheer the arrival of a fresh dividend hero as another investment trust has joined the ranks of those that have raised payouts every year for two decades.
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European firms do not value their staffs work / life balance, employees claim
12-March-2018 - onrec.com
New research from Targus reveals UK workers still denied flexible working opportunities Posted in News archive on 12 Mar 2018 Just one in four European firms actively encourage flexible working, and provide staff with the technology to do so More than one in four (28%) Europeans do not feel the organisation they work for values their work / life balance, according to new research from global IT accessories leader, Targus . The poll - which quizzed workers in seven countries across Europe - was conducted by OnePoll and revealed significant work / life balance challenges for employers across the continent. Just 12 per cent of UK employees reported that flexible working is encouraged by their organisation, as well as being provided with smart devices - such as smart phones, tablets and laptops - to work anywhere. In contrast, Spanish organisations appear to be leading the flexible working charge, with nearly one in three (28%) reporting such active encouragement from their employers. Despite changing legislation being implemented across many countries, around a third (31%) of European workers state their organisation still does not permit flexible working, with one in five (18%) claiming it is permitted, but not encouraged. In the UK, a third (32%) of workers said they do not have permission to work flexibly at all, with 20 per cent of people admitting it is allowed but not encouraged. There also appear to be inconsistencies regarding the facilities provided when working on site. Two in five (40%) workers claimed their organisation doesnt provide a comfortable and user-friendly workspace featuring tech such as standing desks, tailored seating and adjustable screens, for example. The working world is changing. Today, employees across all sectors expect a more flexible and fulfilling working experience with the onus no longer placed on Monday to Friday, 9am 5pm working model, Lisa OKeeffe, head of engagement, Targus, said. Yet workplaces dont seem to be set up for this change, with cultures seemingly not built for the flexibility employees now value, Lisa added. Work / life (im)balance? Both UK-based and French workers admitted to feeling a lack of support from their organisations, with 12 per cent and 13 per cent respectively reporting feeling their work / life balance is not at all valued by their employer. Spanish workers, on the other hand, also feel most appreciated in this instance, with over a third (34%) reporting they feel their work / life balance is very valued by their organisation. This apparent lack of balance has resulted in over half (52%) of Europeans admitting they struggle to fit exercise around their working lives. More than two in five (43%) respondents across the continent claim they dont have time to exercise more with around 1 in 10 (9%) citing stress as they reason they arent more active. 37 per cent of Brits agreed that a lack of the time was the main reason for them not exercising more frequently than they currently do today. Lisa added, As employees across all ages and generations become more health-conscious and aware, active lifestyles are playing a more important role in our daily lives. Yet, there is clearly more work for organisations to do to encourage this healthier, more flexible way of life. However, it will certainly play a key role for their business. If leaders want to attract and maintain a pool of talented employees, it is important they regularly evaluate their workspaces to ensure theyre fit for todays changing workstyles.
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Emails Show Atmos Energy Investigated Leaks Before Deadly Dallas House Blast
12-March-2018 - insurancejournal.com
An email sent by Atmos Energy to Texas regulators reveals company workers were investigating natural gas leaks involving fires at two Dallas homes some 12 hours before an explosion at another home killed a 12-year-old girl. The company did not
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NSM Insurance Names American Familys Castellucci as Chief Operating Officer
12-March-2018 - insurancejournal.com
NSM Insurance Group, a Conshohocken, Penn.-based insurance program administrator, has hired Marc Castellucci as chief operating officer. Castellucci has spent several years in a variety of claims leadership roles, most recently as the vice president of claims for American Family
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Stone Point Capital Completes Acquisition of Pennsylvanias Genex Services
12-March-2018 - insurancejournal.com
Genex Services (Genex), a Wayne, Penn.-based provider of cost containment services to the workers compensation, disability and auto industries, announced that funds managed by private equity firm Stone Point Capital LLC (Stone Point) have acquired a majority interest in Genex
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PMAs Gara Joins NSM Insurance as Director of AllComp Solutions
12-March-2018 - insurancejournal.com
Program manager NSM Insurance Group reports that James Gara has joined the company as program director of AllComp Solutions, NSMs monoline workers compensation division. Gara brings casualty underwriting experience in the middle and national account arena. As a national account
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Department of Labor Trying to Get Employees PAID for Inadvertent FLSA Violations
12-March-2018 - workforce.com
The Department of Labor's pilot program PAID would permit employers to self-report FLSA violations to the DOL without risk of litigation or enforcement proceedings. The post Department of Labor Trying to Get Employees PAID for Inadvertent FLSA Violations appeared first on Workforce Magazine .
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Do future employers check social media accounts before interview?
12-March-2018 - dailymail.co.uk
Love it or loathe it, social media usage has rocketed in the last decade and with it, privacy has flown out of the window. Could a future employers go through your history and be put off?
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Career conversion
12-March-2018 - bbc.com
When a serious knee injury ended Greg Cox's rugby career, it set him on the path to becoming a multi-millionaire entrepreneur.
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Volvo Car UK encourages 60 undecided school leavers to join its retailer apprenticeship programme in 2018
12-March-2018 - onrec.com
During National Apprenticeship Week 2018, and as part of an ongoing recruitment drive, Volvo Car UK is encouraging school and college leavers looking for career opportunities to join the Volvo Cars Apprenticeship Programme and work with the ambitious premium brand on the next stages of its journey. There are currently 60 spaces available in 2018. Posted in News archive on 12 Mar 2018 Apprentices will support Volvos ongoing recruitment drive to double its number of technicians by 2020 Almost all Volvo apprentices move onto full-time employment within Volvos retailer network National Apprenticeship Week (NAW 2018) runs from 5 to 9 March 2018 During National Apprenticeship Week 2018, and as part of an ongoing recruitment drive, Volvo Car UK is encouraging school and college leavers looking for career opportunities to join the Volvo Cars Apprenticeship Programme and work with the ambitious premium brand on the next stages of its journey. There are currently 60 spaces available in 2018. The Volvo Cars Apprenticeship Programme will play an integral part in the recruitment drive, and for those who have yet to choose a career path since leaving school or college in the summer, Volvos retailer network is still offering opportunities in 2018. As a Volvo apprentice, you will be employed full-time at an authorised Volvo retailer for the duration of your chosen apprenticeship programme, working as an integral part of the team, with the opportunity to learn new skills in mechanical and software technology while gaining valuable on-the-job retailer experience. There are also a range of apprenticeship opportunities across customer services. Laurie Nurton, 25, was one of Volvos youngest fully qualified technicians at just 22 years old, having joined the apprenticeship programme when he finished school. Laurie is now a Direct Retailer Support Engineer, working at Volvo Car UK in Daventry. I never thought I would have a career in this industry, but there were a number of factors that helped me progress so quickly with Volvo, said Laurie. We always had the right tools for the job and the work itself was varied, which meant I learnt a great deal in a short amount of time. Alongside retailer training, apprentices will also attend sessions at Volvos new £6 million state-of-the-art training and development facility in Daventry to work towards a nationally recognised professional qualification, graduating as a Level 2-qualified Volvo technician on completion. Daventry provides a 16-bay vehicle workshop, including an advanced auditorium, to make learning more interactive. Daventry also underpins Volvos latest retailer initiatives, Volvo Personal Service (VPS) and Volvo Retail Experience (VRE)*, as the brand continues to change the retail landscape by reinventing the way it conducts service, repair and care for its customers cars. The role played by its technicians in this innovative new approach is more important than ever. Helen Davis, Career Development and Engagement Manager at Volvo Car UK, said: With such an extensive apprenticeship programme in place, designed specifically to support and in conjunction with our network of retailers, more than 90% of those who complete their course move on to full-time employment with a Volvo retailer. Our retailers really value our apprenticeship programme because they know that when our apprentices graduate, they have the skills they need to be a real asset to their business, offering plenty of opportunities for personal and career development. By progressing on to higher-level programmes, our technicians can become certified in specialist areas, including electronic diagnostics and hybrid technology. Today, Volvo is stronger and more ambitious than ever, so theres never been a more exciting time to join the brand, added Davis. To find out more about Volvos apprenticeship opportunities, please visit www.volvocars.com/uk/about/our-innovations/apprenticeships
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Renationalisation would damage economy, warns CBI
12-March-2018 - bbc.com
The president of the employers' group tells its annual dinner "serious" economic harm could be done.
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Best Practices in Recruitment The Prestige Charter
12-March-2018 - onrec.com
The recruitment industry has a somewhat mixed reputation Posted in News archive on 12 Mar 2018 As in all industries, whilst there are lots of good recruitment businesses out there, there are plenty of bad ones as well. For businesses looking for a reliable, effective and value for money recruitment service, it can be difficult to filter out the bad ones without using their services which can be a very costly mistake. So how do you tell whether your recruitment agency is reputable and trustworthy? One effective way is to check that they are members of the REC The Recruitment and Employment Confederation. At Prestige, weve been members of the REC for some time, and take its recommendations on best practice very seriously. Heres why we believe REC membership is so important. Introducing the REC The Recruitment and Employment Confederation is the professional body for recruitment in the UK. It represents and supports the industry, and sets out clear best practice guidelines on the way recruitment businesses should act and operate for the benefit of clients. REC membership acts as a mark of quality, providing reassurance that the recruitment company will strive to deliver the right people every time, cares about what it does, and works with professionalism in everything they do. It also runs the Good Recruitment Campaign an ongoing effort to help businesses find and attract the right people. As part of this, it provides specialist training, workshops, events and tools to help businesses in every industry. The Good Recruitment Charter One of the core aspects of the Good Recruitment Campaign is The Good Recruitment Charter. This defines good recruitment practice through a series of nine key principles. At Prestige, we base our recruitment service on these principles, to ensure that our clients benefit from a fair, transparent, effective and value for money service that delivers the right personnel. Our principles are: We are fair, legal and ethical in all our resource planning and recruitment procedures. We actively promote diversity and inclusion within the workplace. We exercise good recruitment practice in everything we do. This applies to all our recruitment services, and is applied equally to temporary, contract, interim, fixed-term, zero hours and part time workers. We treat all candidates with respect, and deliver a high standard of experience. This includes ongoing communication and two-way feedback throughout the recruitment process. Wherever possible, we aim to offer flexible working arrangements and adaptive working practices in an effort to boost both inclusion and to attract the right talent for your business. Our professionals work to recognised standards, undertaking relevant professional training and qualifications and committing to continued professional development. We are signed up to all relevant industry codes of practice and actively look to embody these codes into the way we recruit. Our supply chain delivers good recruitment practice throughout, including where outsourcing and vendor arrangements are in place. We help to address youth employment through our service, including supporting candidates with apprenticeships and traineeships, and look to embody the RECs Youth Employment charter. We regularly review our recruitment procedures with feedback from candidates and keep up to date with the latest industry best practices and developments. Additional information about the Good Recruitment Campaign can be found at https://www.rec.uk.com/good-recruitment-campaign Quality recruitment support from Prestige At Prestige, were committed to upholding the absolute highest standards for the benefit of clients and candidates offering an ethical, professional service that works for everyone. Additional information about the way we work, our industry accreditations, awards and association memberships can be found at https://www.prestige-recruitment.com/about-us . Alternatively, for more about how we can help your organisation source the right talent your business needs please get in touch with your local office today.
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Webinar presents a best practice approach to video interviewing
12-March-2018 - onrec.com
A best practice approach to creating and implementing data-driven video interviews will be provided in a 60-minute webinar on 21 March, by assessment specialist cut-e. Posted in News archive on 12 Mar 2018 Company Profile cut-e View profile » Aimed at recruiters who either use or are considering video interviewing, the webinar will highlight the benefits of data-driven video assessment. It will explain how to avoid the pitfalls when setting up video interviews and what to consider when choosing a platform. Presented by Dr Achim Preuss, Chief Technology Officer at cut-e, and David Barrett, cut-es Chief Commercial Officer, the webinar will clarify the implications of the new General Data Protection Regulation (GDPR). It will also examine how video assessment will evolve in the future, with the growth of artificial intelligence and automated scoring. Video interviewing is increasingly used as a preliminary screening tool, particularly in high-volume recruitment campaigns, said Lena Justenhoven, Senior Consultant at cut-e, who will host the webinar. It offers the logistical freedom to conduct many more candidate interviews and to quickly and consistently assess each persons suitability for the job. However, great care needs to be taken to ensure that the interviews are job-relevant and that unconscious bias is kept out of the process. This webinar will present a best practice approach. It will clearly explain how video interviewing can add value by helping you to make fair and objective selection decisions in your organisation. Called Video Interviewing: Everything you should know and what the future holds, the webinar will be held at 11.00am CET on Wednesday 21 March. To register, please visit http://bit.ly/2FywqhQ
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Human partners with Workable to reduce unconscious bias during the recruitment and interview process via ground breaking AI technology
12-March-2018 - onrec.com
Human, pioneer in Artificial Emotional Intelligence (AEI), has announced a new partnership with recruitment software specialist Workable, to remove human bias and unconscious discrimination from the traditional interview and recruitment process, hence delivering a more diverse and resilient workforce. Posted in Partnerships on 12 Mar 2018 Humans patent-pending software is able to decipher LIVE, during job interviews, how a candidate is feeling as well as accurately detecting key characteristic and behavioural traits through subliminal facial expressions. The collaboration will see Humans AEI software integrated with Workables popular all-in-one platform to strengthen the recruitment process further and to help employers to better understand a candidates suitability, skill set, personality and emotional state completely free from human prejudice. Yi Xu, CEO and Founder at Human explains: Historically, the interview and recruitment process has been a gamble. Employers often judge people on their own benchmark, which differs from person to person and day to day. Integrating with Workable we want to minimise the human bias in this process and more importantly, the discrimination. Imagine you dont know who the candidate is behind a video interview? Their age, gender or race isnt up for question. You simply review candidates based on their personality traits (or the big five personality traits of your choice: passion, honesty, confidence, outgoing, stress, reaction etc.) and make an informed decision. Using Workable combined with Humans AEI software, recruiters will now be able to screen candidates three times faster than previously and send out dynamic video interviews via their ATS (Applicant Tracking System) before linking the results with the candidates timeline, thus helping employers to build robust and diverse teams that are also culturally fit for purpose. Xu continued: Studies suggest that diverse teams make better decisions, deliver a greater return on investment and are more adaptable to challenge and change, yet our subconscious judgements often get in the way of that. The truth is, we are likely to make recruitment decisions based on chemistry, mood or context rather than on skills, suitability for the role or level of emotional intelligence. Using our technology we can now provide a level of intelligence that was previously unattainable and remove some of the damaging human bias that so often clouds our judgement. Going deeper than simply deciphering human emotion, Humans software uses partial facial recognition, robust camera angles and state-of-the-art pixelated raw data to reveal typical personality and behavioural traits. Looking at raw video footage here, Humans technology is able to tell us live in real time what a person is feeling as well as give us insight into certain personality traits which can be used to predict human behaviour. Check out the results of this video: https://vimeo.com/234331383 www.wearehuman.io
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Women, STEM needs you: SAS on gender representation in tech
12-March-2018 - onrec.com
Geoffrey Taylor, Head of Academic Programmes, SAS UK Ireland comments: Posted in Opinion on 12 Mar 2018 As we celebrate the achievements of women in all fields, it is important to acknowledge the continued issue of the gender gap in STEM careers. Our research shows that big data and the internet of things could add £322 billion to the UK economy over the period 2015-2020. Although there has been a recent rise in the number of female students studying STEM subjects, nationally the skill gap is still a major problem for Britain. Demand for data scientists exceeds supply a problem consolidated by the relative lack of female expertise coming into the sector. Clearly, its vital that businesses and the education system does everything possible to attract young women into STEM fields, such as data science, in order to address the skill shortage, while also increasing gender diversity in traditionally male-dominated professions. Providing support and training for young women in schools, colleges and universities is part of the solution. The industry needs to do a better job at encouraging candidates to study data science and provide focused training programmes to educate them on the benefits a career in tech could provide. For instance, individuals who graduate in engineering & technology achieve median annual earnings of £27,833 more than 20 per cent above the average. Opportunity and education are the keys to addressing the gender gap in STEM and ending the lack of representation by women in tech jobs.
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Warren Buffetts NCAA tournament bracket challenge: Perfection earns $1 million a year for life
12-March-2018 - usatoday.com
Warren Buffett is again offering a massive prize to any of his employees that can pick a perfect bracket through the Sweet 16 of the NCAA tournament.
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Trump steel tariffs threaten American steel jobs
12-March-2018 - usatoday.com
President Trumps new steel and aluminum tariffs are aimed at protecting U.S. jobs but some workers at a Pennsylvania steel plant could be sent to the unemployment line as a result. Conway G. Gittens reports. Video provided by Reuters
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UNLEASH Startup Award announces six finalists for London show later this month
12-March-2018 - onrec.com
UNLEASH, the largest Corporate Network focused on the interface between people, technology and organisations today announced the six finalists nominated for its UNLEASH Startup Award taking place at the UNLEASH Startup Expo on 20th March at the ExCeL London. Posted in News archive on 12 Mar 2018 The UNLEASH Startup Zone , a dedicated area where 30+ of the hottest startups in HR Tech (both early and late stage) will showcase a curated and growing selection of what UNLEASH sees the rising stars of HR Tech. The UNLEASH Startup Award returns once again allowing six pre-selected startups to take centre stage to deliver their pitches on their path to disrupt enterprise tech innovation in front of a panel of industry leaders and an audience of investors, business leaders, practitioners and buyers. The six nominated finalists chosen by an Expert Jury are: 1. Actiview - Assense by Actiview is a mixed-reality assessment platform enabling to gauge the behavioral and cognitive profile of companys talent in real-life simulations and predict his fit to the specific team and position in question. The tech behind it lays on the fusion of technology and science - by leveraging mixed-reality, spatial-data and deep-learning methodologies along with neuroscientific research to unlock new-predictive data-streams, and deliver an accurate, adaptive, data-driven recruiting solution. 2. Coorpacademy - Coorpacademy is an EdTech specialized in corporate digital learning and relies on a cutting-edge technological platform and design which converts any content into an engaging online learning experience. The platform integrates the latest innovations in online education (flipped pedagogy, collaborative learning, gaming features - quizzes, scores, battles), thanks to the researches of its R D instructional design team located at the Ecole Polytechnique Fédérale de Lausanne, leader on Moocs in Europe. 3. Vault - Vault is a counter-harassment platform, built for the workplace, and powered by Blockchain technology. Vault was created as a direct response to the recent public and media outcry against harassment, which proved that the current reporting systems are broken. Vault aims to fix the recording and reporting problems by creating a safe, encrypted and immutable digital space to record harassment incidents (sexual harassment, bullying and discrimination). 4. JobPal - JobPal builds chatbots that automate the communication between employers and candidates. For jobseekers and candidates chatbots offer a fundamentally new way to apply for a job through their interface of choice, more intuitive and more engaging. For companies chat as a channel means higher engagement of their talent pool and the technology behind it gives companies the opportunity to automate many tasks of the recruiting process that are not value-add. 5. RoboRecruiter - RoboRecruiter uses messaging automation via a chatbot platform that can save recruiters time on the more repetitive and mundane aspects of the recruitment process. At the same time, chatbots dramatically increase candidate experience and engagement levels. ROI has been seen in candidate database cleansing, reengagement, CRM/ATS mining, application prequalification, data compliance, candidate availability and more. 6. JennaAi - Jenna is an AI-driven SaaS solution that transforms the process of candidate screening. With Jenna, recruiters can create in a matter of minutes (really) their own smart automated recruiter that will ask the candidates the important questions, filter and score the different candidates. Jenna saves precious time, lowers drastically the hustle around first round review and opens new channels for on-boarding potential clients (Like direct messages, Facebook, LinkedIn Messaging and more). Over the last 6 years, nearly 200 startups had the opportunity to introduce themselves to the UNLEASH community. Most have had remarkable success - with an overall investment of nearly 900M being raised by them in total so far. These startups are shaking up the HR industry as we speak and I cant wait to see them on stage in London in a couple of weeks, commented Anna Ott, Head of Startup Ecosystem at UNLEASH. For more information about UNLEASH Startup, visit http://go.pardot.com/e/145751/startup/pbp39/65386754 For more information on the UNLEASH Conference & Expo agenda in London, visit: http://go.pardot.com/e/145751/london-agenda/pbp3c/65386754 www.unleashgroup.io
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71.5% of Brits say work has a negative impact on their self-esteem
12-March-2018 - onrec.com
According to new research from CV-Library, the UKs leading independent job board, 71.5% of the nations workers believe that their career has had a negative impact on their self-esteem, with a further 55.7% feeling that they place too much importance on their job. Posted in News archive on 12 Mar 2018 Company Profile CV-Library.co.uk View profile » The study, which surveyed 1,200 UK workers, explored the impact that job hunting and work has on individuals self-esteem. When asked what aspects of work make them feel down about themselves, respondents cited the following: Not feeling skilled enough (42.5%) Making a silly mistake (38.3%) Being made redundant (30.9%) Being turned down for a promotion (28.1%) Not making it through probation (13.8%) Lee Biggins, founder and managing director of CV-Library , comments: In a world where awareness around mental health and wellbeing is now more prevalent than ever, our latest findings shed some light on the true impact that work can have on employees self-esteem. As professionals, we always want to perform to the best of our abilities and there can often be incidents in the workplace that make us question our performance and goals. However, its important to remind your staff are only human and we cannot always predict what may happen throughout our careers. Providing constructive feedback after theyve finished a task and having regular one-to-one catch-ups can go some way towards helping to build your employees confidence in the workplace. Whats more, the research found that 52.8% of professionals say that looking for a job has made them question their abilities. In fact, 38.3% say they felt this way when they were turned down for a job they really wanted and a further 32.6% when theyve been ignored by recruiters. Biggins continues: Finding a job can be stressful and its only normal for job hunters to feel a little downhearted after a series of knockbacks. However, recruiters and hiring professionals can help to ease this blow by providing constructive feedback and advice to those who arent successful. Whether theres interview tips, or advice on how they can perfect their CV, try to help candidates to make a positive change. The research also reveals that 61.1% of workers believe that work shouldnt define your life, with 20.4% also stating that you shouldnt compare yourself to others. Biggins concludes: Its easy for professionals to compare their career with those of their peers, especially when we see people posting positive updates about their work on social media. However, we are all on our own path to success and with a little determination, hard work and persistence, youll be able to your employees reach their goals in no time.
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Youre Fired: Govt apprenticeship strategy is not up to the job
12-March-2018 - onrec.com
By Jo Sellick, managing director, Sellick Partnership Posted in News archive on 12 Mar 2018 Brexit has, understandably, dominated the political agenda since the referendum and the government has now begun to focus its efforts on negotiating an acceptable exit strategy. But while all eyes have been on Europe, a concerning trend has been emerging much closer to home. Apprenticeships are on the decline, with the most recent government data revealing that the number of people starting apprenticeships in the last quarter of 2017 fell by almost 27 per cent compared to the previous year. The decline has largely been linked to a levy introduced by the government for any businesses with a payroll of more than £3 million. It charges employers 0.5 per cent of their payroll, putting the money into an apprenticeship fund to cover the cost of apprenticeships across the wider economy. While the idea behind the levy was to boost the apprenticeship industry as a whole, it appears to have had the opposite effect, much to the detriment of potential employees and employers alike. Apprentices play a crucial role in the economy, filling skills gaps and providing much-needed resource to British businesses. Employers benefit from a typically lower cost to their payroll and they are contributing to the education and training of the next generation of workers. Without apprentices, business will suffer, so it is essential that the government refocus its efforts and helps the industry to regain strength. In February, Theresa May announced plans to conduct a major review of post-18 education, pledging to provide young adults with a better choice of both academic and technical opportunities. This must include a specific strategy for promoting apprenticeships as a viable alternative to traditional routes, with support for the businesses that hire them. We also need to move beyond the misconception that apprenticeships are only suited to vocational sectors and recognise their huge value for everyone. Professional services, creative agencies and tech firms are just some of the workplaces that benefit hugely from apprentices, yet candidates and business owners often have no idea this is an option. Those businesses that do have strong apprenticeship schemes should shout about this fact, promoting case studies that illustrate the benefits to all parties. This is especially relevant during National Apprenticeship Week, but is something that employers should keep in mind all year round. At Sellick Partnership, we are fortunate to have a host of employees who began their careers as apprentices and have since gone on to full-time employment with us across a variety of roles, including recruitment and management. We make a point of talking to hiring businesses about these success stories and also to potential candidates who might not have previously considered this route into work. A number of global corporations have recently announced that they are closing their UK offices and relocating to other European cities ahead of Brexit. Candidates will no doubt go with them, not to mention the thousands of European workers who keep so many of our industries running. This could cause huge skills gaps across multiple sectors over the coming years, but this can be resolved by nurturing our home-grown talent from a young age. If the government can get this right and work with business leaders to encourage not discourage apprenticeships, the entire economy and wider society stands to benefit. www.sellickpartnership.co.uk
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State pension could leave a £4,080 per year shortfall for retirees
12-March-2018 - onrec.com
Is the UK retirement ready? A newly released report[1] sparks cause for concern, revealing the nations lack of financial planning for retirement. Posted in News archive on 12 Mar 2018 Real retiree living costs could leave a state pension shortfall of £340 per month per person UK retirement plans see reliance shift towards workplace pension schemes 1 in 10 to rely on children and relatives to help financially in retirement 85% havent factored in the costs of elderly care to their future financial plans Age Partnership has released their 2018 Whitepaper on the state of UK retirement finances Is the UK retirement ready? A newly released report [1] sparks cause for concern, revealing the nations lack of financial planning for retirement. 1 in 4 retirees are currently struggling with money, and 1 in 3 (38%) retirees say they underestimated how much money is needed to live comfortably in retirement. So, we need to make sure future generations are better educated on the subject. For 2018, Age Partnership have launched their industry Whitepaper, surveying British adults of all ages and analysing industry research to find out the real state of the UKs retirement finances. Is the UK on track to suffer a financial shortfall? Real retiree living costs are currently £208 according to the whitepaper, however basic state pension is £122.30 per week [2] . Leaving a deficit of £85 per week. Thats £340 per month retirees need to find from other sources. Its no wonder then that the non-retired population are looking at other ways to raise funds for life after work. The further away Brits are from retirement the less likely they are to rely on state pensions, this could be as 39% are worried that the Department for Work and Pensions implementing policy changes that affect their funds. Retirement planning The workplace pension will be used by half of future retirees. 50% of those approaching retirement in the next ten years will, and 49% of those not approaching retirement yet are also already planning to use one. Those who are not retired contribute on average 3.5% of their salary which is being matched by employers (3.6%). The survey findings showed that the further you are from retirement, the less likely you are to have a private (or personal) pension plan though. According to the FCA, 15.1 million adults in the UK that arent retired are not paying into a pension [3] . Property is another popular choice for funding retirement, with 1 in 10 planning on downsizing, and 1 in 20 planning to use equity release. The average Brit approaching retirement in the next 10 years plans to raise £62.1k from downsizing and £61.1k from equity release. The Equity Release Council reports that equity release is an increasingly popular way for retirees to raise funds, their Autumn 2017 market report showed that the number of products on the market has increased 225% in the last decade [4] . Yet with younger Brits struggling to get on the housing market, this raises questions about whether growth can continue. Worries, concerns and expectations 1 in 5 of Brits (who are more than 10 years away from retirement) however, said they dont know how they will fund it yet, though Age Partnerships experts think the sooner you start preparing the better. Early planning can help reduce worry around retirement and manage expectations regarding your lifestyle and what you need to be putting away each month. Some of the biggest concerns for Brits included Standard of living and inflation 68% of non-retired people say they expect to live off the same income or higher when they are retired. However, many already describe themselves as struggling financially. With the increasing cost of living in the UK its no wonder that 54% of Brits are worried about inflation and its effect on their pension savings. Ageing population 40% are worried that the balance between the working population and the retired population is not sustainable enough to fund retirement through the state. 2016 stats show that 11.8 million Brits were over 65 and this is only set to increase according to the Pension Policy Institute. By 2050 it could be as high as 16.8million, thatd be 36% of the working age population. [5] Increased life expectancy is also a worry, 38% are concerned they dont know how long their retirement may need to last. Over half (57%) of people in the UK are concerned about the costs of elderly care and the lack of funding. They worry about the costs associated with deteriorating health such as paying for a carer or assistance and how this could deplete their retirement savings. 85% havent factored in the costs of elderly care to their future financial plans According to NHS and Age UKs 2015/16 figures, there were 1.31 million new requests for social care support from older people. [6] Cost of care Justin Wysocki, Marketing Director from Age Partnership said, The research in this whitepaper clearly shows that there is unease in the UK when it comes to retirement finances. The uncertainty around how to prepare when younger and the best way to use our assets can be daunting. Thats why we launched this campaign, to highlight the importance of being educated and aware on retirement issues. Whether youre already retired, approaching retirement or even if it feels a million years away. Early preparation is key to ensure you can live comfortable after work. Further advice on financial planning in retirement can be found on the Age Partnership website. Whitepaper: https://www.agepartnership.co.uk/ Equity release: https://www.agepartnership.co.uk/equity-release/ Contact: https://www.agepartnership.co.uk/contact-us/
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Tennessee Theater Worker Dies After Carbon Dioxide Exposure
12-March-2018 - insurancejournal.com
The president of a Tennessee variety show venue says one of its workers has died after a carbon dioxide leak. The Oak Ridger reports that David Fee, president and CEO of the Smoky Mountain Opry Theater in Pigeon Forge, issued
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Workers opting out of workplace pension could miss out on £450K pot
12-March-2018 - dailymail.co.uk
An increase in minimum contribution rates is set to come into force in April, with concerns some savers may choose to drop out.
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HR Managers Braced for Increase in Sexual Harassment Complaints
12-March-2018 - insurancejournal.com
Seven in 10 human resource professionals said believe sexual harassment complaints at their workplaces will likely be higher or much higher in 2018 compared to previous years. An HR Certification Institute poll of more than 200 HR business leaders at
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Trump Gun Safety Plan Includes Arming Teachers But Not Higher Buying Age
12-March-2018 - insurancejournal.com
The White House is forging ahead with a plan to give firearms training to teachers while pulling back from moves opposed by gun lobbyists such as raising the age limit for purchasing some weapons. U.S. President Donald Trump is also
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The Ministers Whos Who?
11-March-2018 - dailymail.co.uk
The latest Minister for the high street was last night under fire for keeping a low profile despite Britains town centres being rocked for months by hundreds of store closures and thousands of job losses.
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Restaurants warn chancellor over ´damaging closures´
11-March-2018 - bbc.com
Bosses ask the chancellor to urgently reform business rates to avoid more closures and job losses.
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Hiring tips: Acing your behavioral job interview
11-March-2018 - usatoday.com
What exactly is a behavioral interview and how does it differ from other types of interviewing approaches?
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Harrods staff fear pay cut under plans to overhaul sales commissions
10-March-2018 - dailymail.co.uk
A source at the luxury store said commissions are to be cut by 25 per cent from May, and workers stand to lose out on thousands of pounds a year.
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How to reverse the rip-off phone charges
10-March-2018 - dailymail.co.uk
A plethora of online companies are involved in the scandal, sending frequent messages to subscribers as part of their service.
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Britain funds export of CSeries jets in aftermath of trade row
10-March-2018 - reuters.com
(Reuters) - Britain has thrown financial support for the first time behind exports of Bombardier CSeries jets part-built by Northern Ireland workers caught up in a recent trade row.
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France signs deals worth $16 billion in India; to deepen defense, security ties
10-March-2018 - reuters.com
PARIS/NEW DELHI (Reuters) - French and Indian companies signed contracts worth 13 billion euros ($16 billion) on the first day of President Emmanuel Macron's visit to India on Saturday, the French presidency said in a statement.
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How to avoid mistakes dividing up 401(k) assets in divorce
10-March-2018 - usatoday.com
Different types of retirement accounts are subject to different rules. Its important to make sure the attorney drafting that separate document is an expert in this.
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Tired of losing a ton of money to taxes? 3 strategies to employ
10-March-2018 - usatoday.com
Sick of having the IRS get its hands on your money? Heres how to fight back.
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The 15 states with the most jobs you can do remotely
10-March-2018 - usatoday.com
According to job site FlexJobs, 95% of remote jobs have a location or geographic requirement.
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Markets Right Now: Strong hiring sends stocks, yields up
09-March-2018 - abcnews.com
Stocks and bond yields rose on Wall Street after the government reported a big increase in hiring last month.
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How to create a conservatory to help sell your home
09-March-2018 - dailymail.co.uk
If you have a conservatory then sprucing it up before you market your property could make all the difference to getting it sold. We get some top tips on what sells.
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How to find the right mentorespecially if you are a female or minority lawyer
09-March-2018 - abajournal.com
Finding the right mentor can be trickyespecially for female and minority lawyers. A Thursday afternoon panel discussion at ABA Techshow explored several
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How major US stock indexes fared Friday
09-March-2018 - abcnews.com
Wall Street got exactly what it wanted from Friday's jobs report: solid hiring, moderate wage growth and continued low unemployment
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US stocks soar on strong jobs report; inflation fears ease
09-March-2018 - abcnews.com
On the ninth anniversary of the bull market, Wall Street gets just what it wanted from the latest jobs report, sending stocks and bond yields moved sharply higher.
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US job growth surges in February
09-March-2018 - bbc.com
The economy created 313,000 jobs last month, but growth in wages slows.
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Wagamama fined for failing to pay the minimum wage
09-March-2018 - bbc.com
TGI Fridays and Marriott Hotels were also among 43 employers in the hospitality sector which broke the law.
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Rebooting Zimbabwe´s textile industry
09-March-2018 - bbc.com
A bank bailout gives hope to employees of Zimbabwe's biggest fabric supplier.
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Wall Street climbs on bull market´s birthday as inflation fears ebb
09-March-2018 - reuters.com
NEW YORK (Reuters) - To celebrate the bull market's ninth birthday on Friday, the three major U.S. stock indexes climbed almost 2 percent and the Nasdaq closed at a record high, as February's jobs report assuaged fears of inflation and aggressive interest rate hikes.
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Trump steel tariffs may leave these U.S. steelworkers jobless
09-March-2018 - reuters.com
FARRELL, Penn. (Reuters) - Mick Lang has been a steelworker for nearly 40 years and voted for businessman Donald Trump in the hopes he would bring about a renaissance for the long-suffering U.S. steel industry - now he worries President Trump's tariffs on imports of the metal will cost him his job.
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U.S. economy creates 313,000 jobs in February; wage growth slows
09-March-2018 - reuters.com
WASHINGTON (Reuters) - The U.S. economy added the biggest number of jobs in more than 1-1/2 years in February, but a slowdown in wage growth pointed to only a gradual increase in inflation this year.
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Skillsoft Survey Finds L&D Professionals Are Not Ready for Digital Transformation and Unaware of the Skills Required to Deliver It
09-March-2018 - onrec.com
Skillsoft, the global leader in corporate learning, today announced that a survey of 152 Learning and Development (L D) professionals revealed a lack of understanding and preparation for digital transformation. Posted in News archive on 09 Mar 2018 The survey, carried out in February 2018 at Learning Technologies 2018 , shows that over half of those surveyed are unaware of, dont understand, or dont know how digital transformation will apply to their organisations. As a consequence, over three quarters do not know what related skills their employees will require in order to ensure a successful digital future. Key findings : 87 percent of L D professionals are unaware of all the skills their organisations will need to deliver digital transformation Less than half (45 percent) are confident their organisations training is adequate when it comes to preparing for digital transformation Yet, 87 percent believe that digital transformation will have a positive impact on L D 46 percent believe that digital transformation will have a bigger impact on their company than Brexit or the upcoming European General Data Protection Regulation (GDPR) Agility (31 percent), capability (28 percent) and efficiency (23 percent) are perceived to be the most important aspects of digital transformation. Only 9 percent of those surveyed consider productivity to be most important. The survey highlights a concerning gap between general awareness of digital transformation, and an understanding of the practical awareness, knowledge and planning that L&D professionals need to undertake to prepare their organisations. Organisations across all industry verticals are faced with the task of supporting the convergence of technical and business acumen. Digital transformation is not just about embracing new technology, it is about a change in the way people think and how the organisational culture supports innovation, said Steve Wainwright, Managing Director for EMEA at the Skillsoft Group. Skillsoft's new digital transformation course series is designed to help organisations address this challenge and prepare for the road ahead in industry-changing technologies such as cloud, data analytics and Internet of Things. To learn more about Skillsoft's new Digital Transformation course series: Visit this solution web page View this infographic Read this blog Watch this video www.skillsoft.com
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Prospects launches online platform for student and graduate labour market information
09-March-2018 - onrec.com
Prospects has launched Luminate, an online resource for school leaver, student and graduate labour market information. Posted in News archive on 09 Mar 2018 Company Profile Prospects View profile » Providing a fresh voice for the sector, it is aimed at careers advisers, recruiters, employers and anyone interested in labour market information. Luminate will dissect the latest research, making it easier to apply and use in a business and recruitment context. It will also feature advice, views and trends. For more in depth analysis, special reports will be available to download, such as the annual What do graduates do? The online platform will be supported by a series of events throughout the year, bringing readers face-to-face with the experts. The first event will take place in London on 22 March. Keynote speaker and consultant Femi Bola will discuss diversity in the workplace, an area she was awarded an MBE for services to in 2012. Femi spent eight years as the Director of Employability at the University of East London and has more than 20 years experience of developing and delivering training and development solutions for organisations, students, graduates and employees. Femi will be joined by experts from the Institute of Student Employers, Babcock International, Pink Squid and the Employability Service of London South Bank University, who will debate the use of labour market information in business and recruitment. Sarah Brookes, Marketing Director at Prospects said: For nearly fifty years we have supported employers, recruiters and careers services with data, trends and advice. Luminate takes this provision to the next level, becoming the new home for school leaver and student and graduate labour market information. As well as being an indispensable resource, it will become our primary repository for reports and research. Luminate will give the sector a new digital space to debate and disseminate. Luminate is inviting contributions. For more information visit luminate.prospects.ac.uk
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Portfolio careers are on the rise
09-March-2018 - onrec.com
Research undertaken by Jonathan Lee Contract Recruitment suggests that while those earlier in their career still opt for permanent roles, a greater number of more experienced specialists are opting for contract work where they have greater flexibility in work content and can build a career portfolio of interesting projects and roles. Posted in News archive on 09 Mar 2018 With the demand for skilled engineers growing year-on-year, some 265,000 engineering employees will need to be recruited by 2024, according to a study by Engineering UK, which also indicates that we are currently falling short of this by 69,000 per year. Jon Blaze, Head of Recruitment Operations at Jonathan Lee Contract Recruitment explains: The annual shortfall of engineers and skilled graduates is proving challenging. Our research echoes the widely held belief in industry that workforce mobility and easier skills transfer will be key platforms for addressing skill gaps and shortages in the future. While the majority of over 50s in contract roles (89%) choose to work on this basis, the next largest group is 30-39-year olds (57%) who cite pay (63%), more interesting work (55%) and career advancement (45%) as key reasons for opting for contracting rather than permanent roles. For engineering contractors, our survey reveals that the primary benefits of contracting include more flexibility, being able to focus on the work instead of office politics and the fact that they can go into any organisation and use their experience to make a difference within a relatively short space of time. Their can help to bring clarity to decision making and steer the strategic direction of a business. The dynamic and fast-changing engineering landscape makes the flexibility of working with contractors especially attractive as companies have an immediate need to plan for uncertainty, adapt to new technologies and deal with fast-changing market realities including big data, connectivity and Industry 4.0. In its latest budget, the Government announced that it will be backing STEM education and training to combat the skills deficit. This proposal alongside the industrial strategy, where four industry sectors: life sciences, artificial intelligence, construction and automotive have been identified to help drive the UK to be more competitive outside of Europe on the global stage. With an increased emphasis on the UKs manufacturing capabilities, a flexible and adaptable workforce is going to become increasingly important and it is not surprising that so-called portfolio careers are becoming increasingly attractive to candidates and delivering benefits to employers. Blaze continues: Looking ahead, we predict that big data will shift the existing contracting paradigm. While the current contracting workforce have valuable skill-sets that are still necessary, they do not have the data engineering skill-sets to enable Industry 4.0. Demand in this space is likely to see the increasing participation of younger engineers. We anticipate considerable growth in the engagement of contractors in the 20-30 age bracket over the next decade who possess these new, distinct skill-sets. However, their lack of experience will see the need to marry their new skills with those more traditional skill-sets to harness and exploit useful data, . Whether a position should be filled by a contractor is now an essential part of the recruitment decision surrounding hard-to-find skills. Partnering with a specialist contract finder can help give confidence around flexible options, particularly when it comes to understanding and navigating relevant legislative requirements. Ultimately, the employment landscape is changing and with careful planning companies must compete for and harness the skills they need from both permanent and contract roles to build the team they need to secure long-term success.
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YourForce: HR Activism and Retirement Planning
09-March-2018 - workforce.com
Editor-in-Chief Mike Prokopeak celebrates HR activism. Also, what lessons from Enron's 2001 collapse could HR professionals still find valuable today? The post YourForce: HR Activism and Retirement Planning appeared first on Workforce Magazine .
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O2 announces 20 apprenticeship roles
09-March-2018 - onrec.com
Applications are now open Posted in News archive on 09 Mar 2018 O2 is calling for the UKs brightest talent with a passion for technology to apply for 20 new roles within its prestigious apprenticeship programme, which is now open for applications. The programme offers a broad variety of roles for those wanting to develop their skills whilst earning a salary. Qualifications will be offered as part of the scheme in, Digital Marketing, Project Management, Data Analytics, Business Administration, Service Management, Network Engineering, Software Development and Accounting Finance. Budding apprentices are invited to apply for a mixture of Advanced and Higher apprenticeships available across a variety of business areas, including Technology, Data Analytics, Digital Marketing Social Media, Accounting Finance, and Business Administration. This year O2 is also offering two degree apprenticeships in the IT & Networks team, giving successful applicants the opportunity to earn, gain experience and achieve a full degree qualification all in one role. Vacancies are available in both Slough and Leeds, lasting for a minimum of two years with all successful applicants gaining in-depth training designed to set them up for a successful career in digital at one of the UKs largest tech companies. Applications for O2s 2018 Apprenticeship Programme are open now, and set to close on 3 rd April 2018. To apply or find out more, visit https://o2careers.co.uk/early-careers/apprenticeships
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Public spending estimated to hit £3.2 trillion over next four years
09-March-2018 - onrec.com
Public spending in the UK is expected to reach more than £3 trillion* over the next four years (the course of the current parliament) in areas such as transport, health, education and defence, according to the organisers of the Public Sector Show 2018. Posted in News archive on 09 Mar 2018 Political heavyweights and council leaders join speaker line up for the UKs largest ever public sector show Exhibitors include UK Space Agency, Open University and techUK. Public spending in the UK is expected to reach more than £3 trillion* over the next four years (the course of the current parliament) in areas such as transport, health, education and defence, according to the organisers of the Public Sector Show 2018. The UKs largest and most important public sector event will see leading figures from across government departments, local government and professional bodies discuss how to drive efficiencies while delivering improved services for the taxpayer. The interactive day will see more than 140 leading speakers and thousands of senior budget-holders and decision makers discuss the state of the public sector as well as four core themes identified as creating the biggest efficiency challenges and opportunities: digital and technology, finance and corporate, estates and infrastructure, and workforce and leadership. Providing the latest policy briefings and insights, pioneering best practice case studies, and in-depth interviews, the event will give attendees an opportunity to join and interact with some of the most influential figures in the public sector on its most pressing issues. Speaking ahead of the show, leading figures from the sector give their insights for 2018: Peter Cheese, CEO of the CIPD said: The public sector needs to work smarter and the use of new technology will be a massive driver in that. From moving more services online through to using chatbots and creating more advanced analytical tools, technology will create different and more efficient ways of working. However, the sector must engage its people in any change, ensuring they have a voice and to gain better insights into future skills and opportunities that could deliver even better public services. Alyson Brett, Managing Director of NHS Commercial Solutions said The NHS and local authorities are facing many challenges linked to the fact that were all living longer but new technologies including AI could help take some of the strain out of the system. Worryingly, theres a growing trend for people to DIY diagnose using Google. The technology of the future could stop that by providing people with access to an app that triages them around the health system based on an initial diagnosis. Other high-profile speakers confirmed for the show include: Jacky Wright, Chief Digital Information Officer at HM Revenue and Customs (HMRC); Sir Amyas Morse, Auditor and Comptroller-General, National Audit Office; Rupert McNeil, Chief People Officer, UK Civil Service; Chris Grayling MP, Secretary of State for Transport; Adam Marshall, Director General of the British Chambers of Commerce; and Angela Harrowing, Programme Director, Asset Efficiency and One Public Estate, Government Property Unit (GPU). As well as hearing from inspirational speakers and case studies, more than 150 exhibitors will be showcasing a vast range of products and services that can help the public sector save money and improve performance. Exhibitors include UK Space Agency, techUK, Crown Commercial Service and Open University, as well as a wealth of other providers aligned to the four core themes of the event. Corby Ganesh, Portfolio Director of the Public Sector Show , said: We have an unrivalled line up of speakers and exhibitors at this years Public Sector Show, making it the must attend event if you want to discuss specific challenges, share knowledge and try out for yourself the vast array of innovative products and services designed to drive down costs, improve efficiency and ultimately deliver better public services. The Public Sector Show takes place at ExCeL in London on 26th June 2018. Registration is free for those working in the public sector. Its sister event will also be held in Manchester on 20th November 2018. For further information, visit https://psshow.co.uk
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How to find out how much your small business is worth
09-March-2018 - dailymail.co.uk
I'm interested in finding out the exact value of my business with a view to selling it at some point in the future.
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DAILY BRIEFING: Renewi quits loss-making contract
09-March-2018 - dailymail.co.uk
Waste management firm Renewi is quitting a loss-making contract in Dumfries and Galloway and Buckinghamshire, writing off £73mi on those and other contracts.
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Workplace: Is your company contributing to employee burnout?
09-March-2018 - usatoday.com
Burnout is a serious problem -- so dont be part of it.
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Lloyd Blankfein, Goldman Sachs CEO, may leave job by year-end: reports
09-March-2018 - usatoday.com
Lloyd Blankfein, the CEO of Goldman Sachs, may step down within the year to pave the way for new leadership.
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Jobs report: U.S. employers added 313,000 jobs in February
09-March-2018 - usatoday.com
U.S. employers added a blockbuster 313,000 jobs in February
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U.S. adds 313,000 jobs in February
09-March-2018 - usatoday.com
The surprisingly strong jobs report didnt spark investor fears about inflation because average hourly earnings growth slowed last month.
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Study: California Workers Not Weaned off Opioids Had Much Higher Drug Costs
09-March-2018 - insurancejournal.com
Injured workers who were not weaned off of opioids had much higher drug costs and higher treatment transaction volumes, according to a report released on Friday by the Workers Compensation Insurance Rating Bureau. The report, Study of Chronic Opioid Use
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Feds Sue Compass Group USA for Sex Discrimination, Retaliation at Texas Workplace
09-March-2018 - insurancejournal.com
Federal officials say Morrison Management Specialists Inc., a division of Compass Group USA Inc., unlawfully denied a promotion a female employee to an open sous chef position because of her gender. The Equal Employment Opportunity Commission (EEOC) has filed a
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Shepherd Joins Ohios Great American Insurance as Sr. VP, Cyber Liability
09-March-2018 - insurancejournal.com
Cincinnati, Ohio-based Great American Insurance Group has hired Betty Shepherd as divisional senior vice president of Cyber Liability. She will oversee the companys cyber initiatives and existing cyber underwriting operations. Shepherd will also coordinate product management and development for all
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Southern California Foundry Hit With Fine in Accident That Caused Worker Amputation
09-March-2018 - insurancejournal.com
A Southern California foundry has been fined more than $280,000 for workplace safety violations following an accident that resulted in the amputation of an employees legs. Cal/OSHA said this week that the fine results from an incident last August when
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Hiscox Launches Mental Health Professional Liability Policy
09-March-2018 - insurancejournal.com
Hiscox has added new coverages to its insurance policy for U.S. businesses in the mental health industry. Hiscox PRO Outpatient Mental Healthcare Professional Liability offers a variety of specialized benefits for mental health professionals tailored to cover emerging risks in
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Heres where the jobs are in one chart
09-March-2018 - usatoday.com
The construction industry was the jobs winner for the month, adding more than 60,000 jobs. The retail industry which has fluctuated added 50,000 in February.
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How MTR Crossrail has got on track to change train driver recruitment
09-March-2018 - onrec.com
One of the careers which has struggled most to break free from the tradition of white middle-aged men is train-driving. Just 6% of train drivers in the UK are female, 5% are from ethnic minority backgrounds. only 10% are under 35. Posted in News archive on 09 Mar 2018 The ASLEF unions General Secretary Mick Whelan wrote to all Train Operating and Freight Operating Companies in October 2017, sharing the unions concerns about how the lack of diversity within the driver grade had been slow to materialise, and was falling further behind other traditionally white-male dominated industries. The stereotype of what makes a train driver - what was once many boys dream career - has been a very strong one. It took until 1979 for there to be the first female train driver in the UK. Trailblazer Karen Harrison, who went on to become an active union member and campaigner for women in the rail industry, didnt think much of the culture of the time, saying it was like being a turd in a swimming pool. Every aspect of the environment has changed radically. The value of women drivers is increasingly being recognised in the industry, not only in demonstrating a commitment to diversity as a principle, but to make sure the workforce better reflects the mix of customers, and because women are seen to have the all-important skills of concentration, patience and responsibility. With salaries rising to well over £40k, good holidays and flexible work patterns, driving trains is being seen by more women as an opportunity to escape office politics and find a better work/life balance. As part of its need to recruit 500 Trainee Drivers by 2019 for the new cross-London Elizabeth line, MTR Crossrail is running campaigns to attract new kinds of applicants and change the face of the rail industry for the future. The HR team at MTR Crossrail has been making the opportunities visible at recruitment fairs in London, one specifically aimed at unemployed Londoners. Follow-up Open Day events were created for people who registered their interest, giving women the chance to have hands-on experience of driving a new Class 345 train via a simulator at a local train depot. It was an important chance to get women into a working environment, talking to senior staff like the Head of Competence Learning and the Operations Development Manager, about the stages involved in driver training and selection, making the idea more tangible and real. New women drivers were brought in to talk about the training and what it was really like to work day-to-day as a driver. HR has also been working to create more job-share opportunities where possible, to provide more flexibility for working mums. MTR Crossrail has become an industry leader in its offering of apprenticeships. The opportunity was spotted early on for the Train Driver Training Programme to be turned into an apprenticeship under the Rail Services (Driving) Apprenticeship Framework. Since it was first set up in February 2016, almost 200 Trainee Train Drivers have joined the programme. Other train operating companies, by contrast, tend to only have a handful of apprentices. Every trainee driver is offered the opportunity to join the apprenticeship scheme and work towards achieving the City Guilds Level 2 NVQ Diploma in Rail Services (Driving) qualification. To date, 97% of Trainee Train Drivers have elected to undertake the apprenticeship, helping realise the DfTs ambition of 30,000 apprenticeship starts by 2020. This year has seen the first of the trainees receive their City & Guilds qualification certificates. Figures for the 304 candidates who successfully passed all recruitment stages (from more than 20,000 who applied), and secured a place on the Trainee Train Driver Programme, are evidence of how the recruitment campaigns have been working, and the potential for future progress. The profile of MTR Crossrail train drivers now shows that 11% are women, 25% ethnic minority, 47% are under 35 - meaning some significant new trends are being created. Alison Bell, Director of Human Resources, MTR Crossrail, www.mtrcrossrail.co.uk
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How to invest for retirement with a robo-adviser
09-March-2018 - usatoday.com
If youre saving for retirement, its quite possible that you just experienced stock market volatility for the first time ever earlier this year.
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Clampdown on Refugees Conflicts With Push for Employment
08-March-2018 - workforce.com
As immigration issues swirl around businesses seeking to hire foreign talent, a new guide published by the Tent Foundation is touting the benefits of hiring refugees. The post Clampdown on Refugees Conflicts With Push for Employment appeared first on Workforce Magazine .
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UnitedHealthcare Reconsiders Drug Rebate System for Some Employee Customers
08-March-2018 - workforce.com
UnitedHealthcares decision to pass drug rebates to certain customers is a step in the right direction, though theres plenty left to do to fix the nations problem of rising prescription drug prices. The post UnitedHealthcare Reconsiders Drug Rebate System for Some Employee Customers appeared first on Workforce Magazine .
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HR 1313 Updates and Genetic Testing Controversies Over Time
08-March-2018 - workforce.com
As employers increasingly see a place for genetic tests somewhere in their organization, some employees may be very enthusiastic to take advantage of them while others may be justifiably weary. The post HR 1313 Updates and Genetic Testing Controversies Over Time appeared first on Workforce Magazine .
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DAILY BRIEFING: Next Employees plan £30m equal pay claim
08-March-2018 - dailymail.co.uk
More than 300 shop floor workers, mostly female, say they are paid an average of £2 an hour less than their warehouse colleagues the majority of whom are men.
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Maplin head office jobs cut as administrators fail to find a buyer
08-March-2018 - dailymail.co.uk
Administrators at accounting giant PricewaterhouseCoopers warned they have yet to find a buyer for the stricken retailer, meaning more jobs could face the chop.
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Five things to do to prepare for your Pension Wise appointment
08-March-2018 - dailymail.co.uk
The Pension Wise service was set up to help over-50s plan their finances after the pension freedom reforms in 2015. The Government explains how to get maximum benefit from the free sessions.
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OpenTable employee fired after making 300 fake restaurant reservations
08-March-2018 - usatoday.com
The no-shows amounted to more than 1,200 guests at 45 Chicago restaurants.
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Exclusive: Home Depot to donate $50M to train construction workers, address severe shortage
08-March-2018 - usatoday.com
The money aims to prepare 20,000 people to become construction workers over the next decade, addressing a severe shortage.
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3 reasons you might run out of money in retirement
08-March-2018 - usatoday.com
Worried about depleting your nest egg? Heres how to avoid that fate.
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Buying your first home? Heres how to avoid 12 first-time buyer mistakes
08-March-2018 - usatoday.com
Here are 12 mistakes that first-time home buyers make and what you should do instead.
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Crypto-miners in trouble for using government resources to mine coins
08-March-2018 - usatoday.com
Two IT professionals in Australia are now in hot water over using government resources to mine their Cryptocurrencies. Tony Spitz has the details.
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U.S. jobless claims back off 48-year low; layoffs declining
08-March-2018 - reuters.com
WASHINGTON (Reuters) - The number of Americans filing for unemployment benefits rebounded last week from a more than 48-year low, but the trend continued to point to robust labor market conditions.
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Longer-Term Opioid Prescriptions Increases Lost Work Time: WCRI Study
08-March-2018 - insurancejournal.com
Using prescribed opioids adds significant time to temporary disability taken by workers with work-related lower back injuries, according to a new industry study. Temporary disability is time that workers spend away from work recovering from their work-related injuries. While medical
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6th Circuit Concludes That Title VII Prohibits LGBT Discrimination
08-March-2018 - workforce.com
Yesterday, the 6th Circuit Court of Appeals joined a growing number of federal appellate courts to hold that Title VIIs prohibition against sex discrimination expressly covers LGBT employees. The post 6th Circuit Concludes That Title VII Prohibits LGBT Discrimination appeared first on Workforce Magazine .
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DOL Eyes Easing of Health-Plan Groups
08-March-2018 - workforce.com
A proposed rule by the U.S. Department of Labor that makes it easier for small businesses to join together to create health plans is eliciting mixed reactions from employers that are unsure of what this could mean for their health care costs. The post DOL Eyes Easing of Health-Plan Groups appeared first on Workforce Magazine .
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ISE unveils line up for Student Development Conference 2018
08-March-2018 - onrec.com
The Institute of Student Employers has revealed the speaker line-up for its annual Student Development Conference. Posted in News archive on 08 Mar 2018 Chris Baréz-Brown, author and founder of business consultancy Upping Your Elvis, will take the position of keynote speaker. His session on creative leadership will explore simple strategies to becoming a more conscious leader, ways to make work more fun and how to create an innovative working environment. Delegates will also hear from industry experts from organisations such as Accenture, Costain and the School of Oriental and African Studies at the University of London. The conference will also launch the findings of the ISE Annual Student Development Survey, which charts the training and development activities of student employers. It will provide insight to the latest trends including skills gaps and retention rates. The event will also celebrate excellence, announcing the winners of the ISE Student Development Awards . Running alongside the conference is a development-focused exhibition with a range of suppliers that support apprentice and graduate development. The ISE Student Development Conference takes place on 28 March 2018 at County Hall, London. Visit ise.org.uk to book a place. ISE Chief Executive, Stephen Isherwood said: This unique event will bring together more than 200 early talent development professionals. With keynote speakers, workshops, plenary and breakout sessions, its a great opportunity for employers to get up to speed on the latest trends and challenges while networking with peers. www.ise.org.uk
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Head Resourcing to open Manchester office
08-March-2018 - onrec.com
Recruitment specialist Head Resourcing is opening a new office in Manchester as part of a national growth strategy to expand the business in England. Posted in Launch on 08 Mar 2018 Head Resourcing, which is based in Edinburgh and has offices in Glasgow and Leeds, supplies contract and permanent staff within IT, digital and business change to a variety of companies throughout the UK. The Manchester office, located in the Spinningfields area of the city, will officially open on 5 th March 2018 and will be headed up by Regional Director, Jon Musgrave, who is responsible for driving the companys growth in the north of England. Recruitment is underway to initially appoint five new people in Manchester, including a Managing Consultant, a Senior Consultant, two Consultants and an Admin Support. Head Resourcing already has a growing portfolio of clients and candidates in the Manchester area, and plans are in place to grow the Manchester office headcount over the next two years as the companys footprint in the north west expands. The move to Manchester comes within five months of the formation of The Taranata Group, launched by entrepreneur Paul Atkinson. The Taranata Group comprises of four companies: Head Resourcing, Change Recruitment, Head Medical and Atkinson MacLeod. The group is targeting combined revenues of £100 million by 2020, and Head Resourcings growth plans form a key part of achieving the target. Jon Musgrave, Regional Director at Head Resourcing said: Over the past three years, we have seen a marked increase in our client portfolio, with a number of new clients based in the north west of England. This client demand has driven our decision to open an office in Manchester. Manchester has a great talent pool of professional recruiters, meaning we can grow an expert team here and tap into the wealth of opportunity the local market offers. The city has a booming digital economy and the tech sector has huge growth potential, with more fintech companies choosing the city and surrounding areas as their base. Huw Martin, Managing Director at Head Resourcing added: The new office marks a significant step in our ambitious plans to drive growth across the north of England. This is an incredibly exciting phase for us and we look forward to being part of Manchesters thriving business community. www.headresourcing.com
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Aon Benefits & Trends Survey shows 41% of employers need to prepare for new tax regulations coming into force in April
08-March-2018 - onrec.com
Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that its Benefits and Trends Survey 2018 showed 41% of employers are unaware of the implications of the Optional Remuneration Arrangements (OPRA) which are coming into force on 6 April Posted in News archive on 08 Mar 2018 Organisations have one month to make sure they are HMRC compliant Many organisations are using a temporary grandfathering approach which HMRC will no longer accept Just 20% of organisations have made necessary changes Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), has said that its Benefits and Trends Survey 2018 showed 41% of employers are unaware of the implications of the Optional Remuneration Arrangements (OPRA) which are coming into force on 6 April. Just 20% of organisations that responded to the survey had made the necessary changes, while 38% said their strategy is unaffected. OPRA was implemented by the Government in April 2017. Jeff Fox, principal at Aon Employee Benefits, said: In April, the grandfathering measures that many organisations utilised as a short-term approach to maintain their previous taxation position will come to an end - and HMRC are ready to act. We understand they are conducting more frequent audits under the guise of know your customer visits, and asking to see flexible benefits agreements to focus on OPRA arrangements. If companies dont know if they are impacted by the regulations, we would suggest they seek advice and then act quickly to create long-term compliant solutions. The process can take some time. In particular, organisations need to understand any Type A* impacts - which Aon believes are reasonably easy to address - and the more complicated Type B* impacts, where there is a cash equivalent for salary sacrifice. Advice in this area needs to focus on whether there is a new tax liability that did not exist before. The tax advantages removed with new OPRA rules, mean both employers and employees need to be ready for tax charges. The tax changes impact two of the mainstays of flexible benefit arrangements, group life assurance and group income protection, and will apply from 6 April 2018 at the latest as part of salary sacrifice changes in the Finance Act 2017. Jeff Fox added: We believe the 41% of employers not preparing for OPRA are unlikely to be our clients, as weve been preparing ours for some time. Non-compliance not only has tax liabilities but also can have brand PR consequences as HMRC has been known to name and shame organisations. Download a copy of the Benefits and Trends Survey 2018
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Revealed: Britain´s top 15 retailers, as ranked by their employees
08-March-2018 - onrec.com
John Lewis is the best retailer to work for in the UK, according to data released today by the worlds largest job site Indeed. Posted in News archive on 08 Mar 2018 John Lewis triumphs as the best retailer to work for in the UK Ranking of retail employers is based on thousands of staff reviews posted on the worlds largest job site, Indeed 1 Retailers offering career progression, flexible working and perks dominate as workers award high scores to jobs with meaning, not just money John Lewis is the best retailer to work for in the UK, according to data released today by the worlds largest job site Indeed . The department store came top of a ranking of the UKs best retail employers that was compiled from thousands of UK employee reviews. As Britains best-known partnership, John Lewis famously invites staff to become Partners and offers them a share of the profits. British-based companies dominate the list, accounting for 11 of the 15 most popular retail employers. Good rates of pay were a common theme among the most favoured companies. third-placed IKEA was the first large retailer to commit to paying the Living Wage or more to all staff. Second-placed Lush Cosmetics also pays at least the Living Wage to all retail staff, and scored highly for its ethical stance, flexible work hours and 50% staff discount. Meanwhile staff at seventh-placed Harrods praised the luxury store for its workplace environment and company culture, showing the value employees put on non-financial rewards. Table: Best retailers to work for in the UK Based on reviews submitted by visitors to Indeed, January 2017 - January 2018. Kevin Walker, Senior Director of Employer Insights at global job site Indeed , comments: While the need to earn a salary is the imperative that makes us go to work, people judge their job on more than just money. "The jobs market is tight and theres stiff competition for the best talent - thats why good brands all offer their employees a range of benefits and flexible working. Our research shows great brands are the ones whose staff feel valued, well managed - and part of a positive company culture. Britains retail employees have spoken. Having fun, feeling like youre having an impact and seeing that impact extend beyond the company to the world - those are the things that make a workplace really special. John Lewis Director of Personnel, Libby Jones, said: "Attracting top talent to join us is integral to our success. Its wonderful to know that potential new partners are taking the time to find out more about the opportunities at John Lewis on Indeed.com and also that our current Partners have ranked John Lewis so highly on the site. 1 18m global Company Reviews on Indeed. Table: Best retailers to work for in the UK Based on reviews submitted by visitors to Indeed, January 2017 - January 2018. Ranking Company Reviews Available jobs 1 John Lewis 247 74 2 Lush Cosmetics 91 20 3 IKEA 121 50 4 Marks & Spencer 786 110 5 Clarks 141 429 6 Pandora Jewellery 51 17 7 Harrods 65 146 8 GAME 73 24 9 Waitrose 319 82 10 The Body Shop 59 329 11 TK Maxx 178 14 12 Gap 54 224 13 Argos 343 151 14 Post Office 70 44 15 Sainsburys 1,393 369
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Samsung Galaxy S9, S9+ price: how to get the best deal
08-March-2018 - usatoday.com
The new Galaxy S9 is here and while its not $1,000, it still is pretty pricey.
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High Street chains Wagamama and TGI Friday´s flout low wage rules
08-March-2018 - dailymail.co.uk
Wagamama was said to have failed to pay £133,212 to 2,630 workers, the most of any of the firms named. TGI Friday's shortchanged 2,302 of its staff to the tune of £59,348.
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The Job Board Summit is Coming to Nashville and London in 2018
08-March-2018 - onrec.com
The Job Board Summit is a two-day event that is designed for the job board industry. It takes place twice a year and brings together a community of industry leaders and the best speakers in the world of job boards. Posted in News archive on 08 Mar 2018 Company Profile Jobg8.com View profile » The next events will be held on July 26-27 in Nashville and on November 8-9 in London . The Job Board Summit started out as an idea from Louise Grant: Why dont we create an event for job boards to meet-up and really talk openly about shared challenges in the industry? Since 2012, the Job Board Summit has evolved to become the worlds largest series of Job Board events outgrowing three venues and is also established in North America. Weeks before our last event it sold out with space for 200 people. The heart of the summits remain focused for job boards and now includes speakers sharing new insights, plus dedicated networking to ensure attendees make those important connections. We can reveal some of the speakers confirmed for Nashville: Matt Charney - Allegis Group Fundamental Changes in the Recruiting World Chris Adams - Madgex Net Neutrality: What Could Happen? Melissa Miller - Uber Recruiting the Gig Economy Jackye Clayton - HiringSolved Extreme Candidate Personalization: What Makes a Difference? Dan Roddy - Deloitte Blockchain Recruiting Lee Biggins - CV Library Realizing the Value and Potential of Your Database If you want to join hundreds of job board professionals from around the world for two days of exceptional speakers, actionable insights and connecting with industry leaders, then our summits are the must attend events of 2018. More details to come soon! Watch what some of our attendees have to say. For information on tickets, sponsorship and what to expect visit: North American Job Board Summit 2018 WHERE: Hilton Nashville Downtown 121 4 th Avenue South Nashville, TN, 37201 WHEN: July 26 - 27, 2018 WEBSITE: https://www.jobg8.com/JobBoardSummitUSA.aspx European Job Board Summit 2018 WHERE: etc. venues St Pauls 200 Aldersgate London, EC1A 4HD WHEN: November 8 - 9, 2018 WEBSITE: https://jobg8.com/JobBoardSummitEuropean.aspx
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Managers at smaller businesses realising the value of apprenticeships
08-March-2018 - onrec.com
Managers at smaller businesses throughout England are embracing apprenticeships, with nine out of ten saying they have boosted productivity within their business, according to a new study by AAT (Association of Accounting Technicians) Posted in News archive on 08 Mar 2018 97% say that taking on apprentices has been good value for money for them. Nine out of ten (90%) say they have boosted their business productivity 83% say their apprentices have added value to their business within six months of taking them on Managers at smaller businesses throughout England are embracing apprenticeships, with nine out of ten saying they have boosted productivity within their business, according to a new study by AAT (Association of Accounting Technicians) The study of 500 businesses with between 10 and 100 employees, commissioned to tie in with National Apprenticeship Week this week, shows apprenticeships are appreciated for the value they can bring. 97 per cent of SME owners and senior decision makers who have taken on an apprentice say that taking one on has been good value for money for them, 83 per cent say that apprentices have added value to their business within six months of taking them on., and 63 per cent say that they get staff who are more suited to their businesses and the skills they need, by taking them on as apprentices. The average number of apprentices taken on by these businesses in the past two years is three, with one in five (19%) saying that they have taken on five or more. 78 per cent say that the number of apprentices they have taken on in the past five years has grown. 96 per cent of those questioned say that they are very likely or quite likely to take on more apprentices in the next two years. When looking to take an apprentice on, 30 per cent found out how to hire one from a government website, 24 per cent found out from a registered training organization, 19 per cent found out from their local FE college or training provider, and 19 per cent got a word of mouth recommendation. 45 per cent of those who have taken on apprentices say they have already accessed available funds from the Apprenticeship Levy to help train a new employee. 36 per cent say they have already accessed funds to help train an existing employee. 21 per cent say they have not accessed funds but intend to do so this year, 10 per cent say they have not accessed funds but are likely to do so over the next few years, 2 per cent say they are unlikely to access funds, and 6 per cent say they were totally unaware that funds from the levy were available for their business. 57 per cent of those who have taken on apprentices said that apprenticeships are the best pathway into the industry in which their business primarily operates, versus 18 per cent who said a university degree is the best, and 55 per cent said that they prefer to recruit apprentices, compared to 32 per cent who prefer university graduates. On average, the businesses who have taken on apprentices say they have offered to keep on 61 per cent of them after they finished their apprenticeship, with one in five (21%) saying they have offered to keep on all the apprentices they have ever taken on. Of the businesses spoken to who have never taken on an apprentice, 39 per cent say that they feel there are still barriers holding them back from taking one on. Of those, 29 per cent say the cost of starting an apprenticeship scheme is the biggest barrier, 27 per cent say trying to find out how to get funding is too complicated, and 15 per cent say they dont know how to start a scheme. Despite there still being perceived barriers for these businesses, 71 per cent of those who have never taken on an apprentice say they are currently planning to take some on. Rob Alder, Head of Business Development at AAT says: Although there have been some negative comments on the impact of the Governments apprenticeships reforms, our research shows that there are still many positives in training an apprentice and it is good to see that reflected in the SME market. Our research shows that Englands small businesses hugely endorse apprentices within their own firms and value the benefits apprentices can bring to them. Those who have taken on apprentices are happy with them, and even those who havent yet taken any on are making plans to do so. However, the fact that there are some who still feel that there are barriers to them taking on apprentices, and who are having problems with costs and understanding the system, shows that more still needs to be done to raise awareness and help smaller businesses especially. Sue Husband, Director, National Apprenticeship Service says: We wholeheartedly believe that apprenticeships work not just for apprentices themselves, but businesses of all shapes and sizes, across all industries, sectors and job roles, and for people of all ages. AATs research demonstrates the positive impact that apprenticeships have on small businesses in England. For people considering their first or next career, an apprenticeship can equip you with the skills and on-the-job training that you will require, while we hope other company owners will consider how taking on apprentices can boost their business.
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Revealed: New apprenticeship schemes catapulting us into the future
08-March-2018 - onrec.com
Study of emerging apprenticeships finds a demand for digital talent and soft skills in a variety of industries Posted in News archive on 08 Mar 2018 Apprenticeship schemes are booming across a variety of sectors including space exploration, robotics and automation, new research suggests. The study of 15 apprenticeships in emerging sectors, carried out by specialist recruitment company, Pareto Law , reveals a need for both soft skills and digital prowess in these emerging industries, and highlights the demand for further technological advancement across banking, telecommunications and science, among other sectors. Apprenticeships included in the study range from Space Technician to Software Developer, with companies such as SpaceX and smart city architects Arm, as well as more traditional financial corporations such as PwC, GSK and Barclays - all offering apprenticeships with competitive salaries in an earn-as-you learn setting, often paying more than youd expect. When it comes to job requirements, the majority of apprenticeships analysed in the study want applicants to possess soft skills in addition to technical prowess. Automation specialist KUKAs electronics technician apprenticeship wants individuals that show commitment and have teamwork skills, while the system build engineer apprenticeship with ICS Robotics requires individuals to be both confident and act as a team player. Other qualifications like technical sales apprenticeships include teaching modules on both technical proficiency and soft skills a combination of which will be integral to the future of apprenticeships at all levels. Apprenticeships included in the study range from one to four years in duration with successful delegates at apprenticeship levels 6 and 7 achieving qualifications equivalent to degrees. The PwC apprenticeship analysed in the study delivers the equivalent of a Bachelors degree at the end of the four-year course. In fact, degree-level apprenticeships are proving most popular and with a 36.7% increase in higher level apprenticeship participation [1] between 2016 and 2017, the research echoes a move to towards more advanced apprenticeships. When it came to starting salaries the highest is Vodafones Data Analyst Apprenticeship at £21,500 and ICS is offering £175 per week for school leavers looking to develop a career in robot automation, although many of the companies didnt publish exact figures. This indicates a move towards more high-value apprenticeships. With Gen Z entering the workforce in droves, there has been a clear trend towards flexible roles which appeal to them and include a mixture of classroom and online learning. Further research by Pareto Law found that 70% of Gen Z said that on the job training and learning is the most important workplace aspect to them. With the fourth industrial revolution on the horizon, the need to develop a new workforce with the right blend of technical, digital and soft skills including interpersonal skills and customer service skills has never been more important. Jonathan Fitchew, CEO and founder of Pareto Law, commented on the study: Our research shows the rapid growth rate of technical and digital fields and the need to remedy skill shortages in these fast growing sectors. Interestingly, Gen Z a core demographic for apprenticeships, are the first real digital natives, and well positioned to plug the gap. Its evident that the workforce of tomorrow needs a unique blend of technical, commercial and social skills to succeed. Apprenticeship innovation needs to acknowledge the evolving requirements of the workforce and adapt opportunities to unleash the potential of a new generation and the rapidly changing market theyll be entering Offering higher education qualifications means young people can look to these to progress in their chosen fields, often with the promise of a guaranteed job at the end. But while businesses appear to be investing in technological advancements, the need for a workforce proficient in soft skills remains. For more information on technology and the future of apprenticeships, visit the Pareto Law website. www.pareto.co.uk [1] https://www.gov.uk/government/uploads/system/uploads/attachment_data/fil...
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Helping Employers Understand Insurance Coverage for Sexual Harassment Claims
08-March-2018 - insurancejournal.com
Its nearly impossible to read the news these days without seeing headlines of allegations of sexual misconduct in the workplace. The news is in turn prompting employers to wonder what role, if any, insurance plays in handling claims should they
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Alera Group Acquires Connecticuts Benefit Planning Services
08-March-2018 - insurancejournal.com
Alera Group, a national employee benefits, property and casualty, risk management and wealth management firm, has acquired Benefit Planning Services (BPS), located in Norwalk, Conn. Terms of the transaction were not disclosed. BPS has been focused on providing benefits solutions
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Tennessee Workers Comp Bureau Launches Online Filing System
08-March-2018 - insurancejournal.com
The Tennessee Bureau of Workers Compensation has begun using a new online filing system. A news release says the TNComp system lets attorneys and self-represented litigants file without printing copies or traveling to state offices. Filing by email has been
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ONI Risk Partners Adds Adams as Benefits Consultant in Indianapolis
08-March-2018 - insurancejournal.com
ONI Risk Partners, based in Indianapolis, has hired Noah Adams as an employee benefits consultant. Adams advises employee benefits clients on issues relating to wellness, healthcare reform, controlling costs, and employee benefits offerings including a total rewards package to recruit
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Family Sues Companies Over 2016 Sioux Falls Building Collapse
08-March-2018 - insurancejournal.com
The family of a man who died in a 2016 Sioux Falls, S.D., building collapse has filed two lawsuits alleging the developer and construction company were responsible for the tragedy. Construction worker Ethan McMahon died Dec. 2, 2016, in the
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Barred Video Leads Texas Court to Reverse Jury Finding in Workers Comp Suit
08-March-2018 - insurancejournal.com
The Texas Supreme Court has disagreed with the decision of a lower court to exclude, without having watched it, a companys surveillance video of an injured employee in a workers compensation case. Because it found the lower court erred in
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8,400 apprenticeships positions currently waiting to be filled
08-March-2018 - onrec.com
With National Apprenticeship Week in full swing, almost 8,400 apprenticeship positions are currently up for grabs, according to new research by job search-engine Adzuna. Posted in Statistics and trends on 08 Mar 2018 Company Profile Adzuna View profile » 8,400 apprenticeship vacancies currently advertised, but long way to go to meet government target of 3 million vacancies by 2020 Opportunities around the UK far from equal, with London and the South East having most vacancies Average advertised salary for apprenticeships positions of £14,759 across UK Law apprenticeships most lucrative, offering average salary of £23,900, the highest of any sector, followed by Engineering at £22,500 IT apprentices most widely advertised with 1,100 openings currently on offer, followed by Hospitality Catering (1,050) and Teaching (740) With National Apprenticeship Week in full swing, almost 8,400 apprenticeship positions are currently up for grabs, according to new research by job search-engine Adzuna . The study, which uses Adzunas live job market data to reveal how many UK opportunities are on offer to those looking for an apprenticeship, shows there are currently 8,374 advertised apprenticeship vacancies available in the UK, offering an average salary of £14,759. This may seem low considering the Government target of creating 3 million apprenticeships by 2020*, but it is likely that apprenticeship vacancies will rise significantly in early summer, when exam season concludes and potential apprentices set their sights on the jobs market. Nevertheless, new apprenticeship starts may also have been curbed by the recently introduced apprenticeship levy. For those looking now, location will determine how many opportunities are available, with many of the vacancies currently available clustered in London and the South East. Jobseekers seeking a training-scheme have 2,484 openings to choose from in the Greater London region, and 1,088 in the South East . However, there are far fewer apprenticeship vacancies available in other areas of the UK, including just 90 on offer in Wales and only 289 in the North East , potentially hindering some apprenticeship applicants. Outside of the capital, the cities home to the most advertised apprenticeship vacancies are Manchester (198), Birmingham (166), Leeds (127), Bristol (117) and Reading (110), all worth considering for potential applicants. Legal apprenticeships offer the most dough Apprentices in the Legal sector can expect the highest pay, with advertised wages in this area of £23,904. Engineering placements follow close behind, with an average salary of £22,512 on offer for apprenticeship schemes. Teaching placements (£20,814), Consultancy positions (£18,864), and Maintenance openings (£18,461) round-off the top 5 most lucrative apprenticeship opportunities. However, these well-paid positions are not necessarily the most readily available. The sectors currently offering most apprenticeship positions are IT (1,085), Hospitality & Catering (1,046), and Teaching (740) while there are only 9 Legal opportunities currently available. For those hoping to study and train in tandem, there are currently 1,096 Graduate Apprenticeships on offer, whereby time at work, alongside study, counts as credits towards a university qualification. There are currently four different courses on offer through this scheme, IT: software development, IT: management for business, Civil engineering, and Engineering: design and manufacture, with further courses currently in development. Doug Monro, co-founder of Adzuna, comments : Increasing apprenticeships is crucial to unlock the skills crisis currently constraining our key industries. The government has set an ambitious target to help encourage young blood in skills shortage areas like engineering and teaching. Publicising and filling these opportunities will be key. Developing further flexible options like graduate apprenticeships, will help encourage applicants who wish to study alongside learning on the job, and this should be expanded further. Another issue is that apprenticeships are currently clustered in the South East corner of the country, and opportunities in the other regions of the UK need to be fostered. With university tuition fees at an all-time high, more young people are looking at alternative ways to up-skill after school, without the hefty price tag. Apprenticeships offer a cost-effective way of training on the job as well as developing new talent in skills shortage areas. This makes them a win-win solution for both employers and jobseekers. Table 1: Top 10 Regional Apprenticeship Hotspots City Number of apprenticeships currently being advertised Manchester 198 Birmingham 166 Leeds 127 Bristol 117 Reading 110 Cambridge 99 Glasgow 81 Nottingham 68 Newcastle Upon Tyne 64 Milton Keynes 57 Table 2: Best Paid Apprenticeship Sectors Sector Average advertised salary Legal £23,904 Engineering £22,512 Teaching £20,814 Consultancy £18,864 Maintenance £18,461 HR £18,367 Sales £17,633 Accounting Finance £17,434 Manufacturing £15,959 Energy Oil Gas £15,600 * https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/482754/BIS-15-604-english-apprenticeships-our-2020-vision.pdf
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For many factory towns, white collar job loss hurts the most
07-March-2018 - abcnews.com
AP analysis: Nearly 80 US metro areas losing more of their white collar than blue collar jobs
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A trend toward transparency for Ph.D. career outcomes?
07-March-2018 - sciencemag.org
February saw some positive steps toward addressing a long-standing problem, our columnist writes
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New Look rescue deal puts 980 jobs at risk
07-March-2018 - bbc.com
The retailer plans to close 60 stores as part of a rescue deal to help it avoid going into administration.
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John Lewis named best retailer to work for in the UK by employees
07-March-2018 - dailymail.co.uk
Posh supermarket Waitrose, which is part of the John Lewis Partnership, also made it in the list of the best retailers to work for, ranking in ninth position.
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Health and Retirement Benefits Under One Umbrella
07-March-2018 - workforce.com
Eastman Chemical Co. has helped its employees stay healthy for nearly two decades. The company, whose heritage traces back to World War I, is a modern-day wellness wonder. It has fitness centers, holds seminars on healthy eating, provides monetary rewards for fit lifestyle habits and even offers free access to health coaches. But in 2016, top management at the Kingsport,... The post Health and Retirement Benefits Under One Umbrella appeared first on Workforce Magazine .
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How to spot if that designer handbag on eBay is fake
07-March-2018 - dailymail.co.uk
Around 24 million buyers and sellers in the UK use eBay every month. With 1.1 billion listings live at any one time, policing it is an enormous - and expensive - undertaking.
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Rolls-Royce plans to cut more jobs as it swings back to profit
07-March-2018 - dailymail.co.uk
The engine maker said they were looking to move to a considerably simplified staff structure, with fewer layers and greater spans of control across the group.
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These are the 9 deadliest jobs in the United States and heres how much they pay
07-March-2018 - usatoday.com
The Bureau of Labor Statistics analyzed fatality data from 2016 and found that among civilians, nine industries are significantly more dangerous than others.
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Airbus warns of 3,700 jobs at risk
07-March-2018 - bbc.com
The European planemaker says jobs will be affected in the UK, France, Germany and Spain.
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AEGIS London Appoints Trudeau from Crawford & Co. to Manage Canadian Claims
07-March-2018 - insurancejournal.com
Carrie Trudeau has been hired by Lloyds managing agent AEGIS London to manage claims notified by its Canadian coverholders. Based in Toronto, Trudeau will focus on strengthening relationships with London market brokers while supporting AEGIS Londons coverholders writing property and
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Measure Twice, Cut Once and Dont Email Porn to Everyone on Your Companys Contact List
07-March-2018 - workforce.com
In what may be the greatest (or, depending on your perspective, worst) employee mistake of all time, the Utah State Bar emailed a photo of a topless woman to more than 11,000 of its members. For its part, the Bar has apologized, and has said it is investigating how the incident occurred and will publicize its findings. Speculation on the cause of the... The post Measure Twice, Cut Once and Dont Email Porn to Everyone on Your Companys Contact List appeared first on Workforce Magazine .
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Carbon Dioxide Leak at Tennessee Entertainment Venue Sends 3 Employees to Hospital
07-March-2018 - insurancejournal.com
Authorities say a carbon dioxide leak at a Tennessee variety show venue led to the hospitalization of three employees and the evacuation of hundreds. Pigeon Forge Fire Department Chief Tony Watson tells news outlets firefighters responded to the Smoky Mountain
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New Look to close 60 stores with the loss of 1,000 jobs
07-March-2018 - dailymail.co.uk
Up to 980 jobs are being axed at retailer New Look under plans to shut 60 stores and slash rent on nearly 400 shops as part of a rescue deal, the company said.
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Milliman Hires Moore as a LAD Consultant in Its Maine Office
07-March-2018 - insurancejournal.com
Milliman Inc., a global consulting and actuarial firm, has hired Samie Moore to its Health Welfare group as an end-to-end life, absence and disability (LAD) consultant. Moore, formerly of Mercer and Hewitt, is an expert in LAD with 14
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Indiana Workers Comp Formulary Bill Passes; Governor Urged to Sign
07-March-2018 - insurancejournal.com
The Indiana General Assembly has passed legislation that adopts a drug formulary for the states workers compensation system. The Property Casualty Insurers Association of America (PCI) is urging Indiana Gov. Eric Holcomb to sign the bill, SB 369. Evidence-based pharmaceutical
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Alera Group Acquires Houstons IMG Benefits
07-March-2018 - insurancejournal.com
Illinois-based Alera Group, a national employee benefits, property/casualty, risk management and wealth management firm, has acquired IMG Benefits Group LLC in Houston, Texas. Terms of the transactions were not announced. IMG Benefits Group creates strategic employee benefit programs tailored to
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Mapfres Wilcox Joins Ohios Motorists Insurance as EVP, Personal Lines
07-March-2018 - insurancejournal.com
Matthew C. Wilcox has been hired as executive vice president of personal lines at Columbus, Ohio-based Motorists Insurance Group. Wilcox has more than 30 years of insurance industry experience. He most recently served as a senior vice president with MAPFRE
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Meeting the New Faces Who Are Shaping Employee Retirement
06-March-2018 - workforce.com
Kevin McGrain has prepped well for his golden years. He saved diligently, invested wisely and now at age 63, he enjoys traveling with his wife, spending time at their new North Carolina home near the mountains and visiting with his grandkids. Life has been good since McGrain left his job last year at an online retailer in Boston. But like... The post Meeting the New Faces Who Are Shaping Employee Retirement appeared first on Workforce Magazine .
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Trump tariffs would cost 146,000 jobs, group predicts
06-March-2018 - abcnews.com
President Trump has proposed taxing steel and aluminum imports.
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Target, seeing better candidates, raises starting pay, again
06-March-2018 - abcnews.com
Target says it'll boost employee pay to $12 an hour this spring, after hiking it to $11 late last year
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Teaching Meditation to Employees Could Have Big Benefits
06-March-2018 - workforce.com
Top business leaders, actors and celebrities including Arianna Huffington, Ellen DeGeneres and Martin Scorsese swear by one technique to reduce stress and calm their mind: meditation. To be more specific, transcendental meditation. The practice has been growing in the financial services industry. Ray Dalio, founder of Bridgewater Associates, the largest hedge fund in the world, introduced transcendental meditation to his... The post Teaching Meditation to Employees Could Have Big Benefits appeared first on Workforce Magazine .
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The Legal Implications of Employee Tracking Devices
06-March-2018 - workforce.com
I once knew of company (not a client) at which its CEO would sit in his office all day and watch a bank of monitors connected to cameras all over the workplace so that he could track the productivity of his employees. He even had one outside the bathrooms to record how frequently and for how long his employees were... The post The Legal Implications of Employee Tracking Devices appeared first on Workforce Magazine .
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Weightlifting: Navy corpsman turned passion into a career
06-March-2018 - usatoday.com
"Between the military, and coaching/lifting it is hard to manage with a day job."
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How to improve the sales value of your recruitment business by retaining your best recruiters
06-March-2018 - onrec.com
Posted in News archive No matter the size or stage your recruitment business is currently at, having recruiters, especially your top performers leave you, is just bad for business. If you want to improve the sale value of your recruitment business, retaining your top performing staff is essential. on 06 Mar 2018 Research shows that a high staff turnover rate can cost you at least twice an employees salary to find and train a replacement. Not only are there financial repercussions, but losing your best performers can also lower the knowledge base in your company as well as decrease team performance and morale, including your own. Retaining good employees is crucial to the success of any recruitment business. Sure, but how do you actually do that? Well there are some simple and more well-known strategies that help retain your key staff such as: Give them more recognition Give them more responsibility Let them train or mentor the junior staff Give them special assignments/key clients Offer training and development programmes personal growth and development are a crucial element of what your organisation can offer to any employee, and the benefits extend in every direction. Supporting their development ensures theyll be more engaged, more productive, and better at what they do. In addition to the above, Id like to share with you my top three strategies for retaining (and motivating) your recruiters that I believe will truly help you build a world-class team, including one strategy that will gives you the added bonus of simultaneously increasing the value of your recruitment business. RETAINING RECRUITERS (AND IMPROVING SALE VALUE) STARTS WITH LOVE! You play a key role in motivating your recruiters. Everybody relates to the owner/manager as the pack leader. A little attention (caring) goes a long way. A lack of attention goes an even longer way (in the wrong direction)! When a recruitment business first starts out, the owner manager might have two or three recruiters working for her. These recruiters are VERY important to the owner manager. She cares about them and they know it. The recruiters would kill for her. This forms the basis for what is often referred to as family feeling in a small recruiting company. As the years go by, and the business grows, she takes on new recruiters. Gross sales steadily grow from ½ million, to one million a year to £1.5 million. She continues to SAY that she cares about her recruiters but in fact she has other more pressing concerns, her new more expensive lifestyle. Her expanding business. She takes the profits from the business and opens up a new office. She runs the new office herself and appoints someone to be in charge of the old office, which contains all of the recruiters who cared about her so strongly and made the company successful in the first place. The recruiters feel abandoned. They start saying stuff like look at all the money we are putting in her pocket! or were making her all this money and she is using it to take on other people. The management of the company meanwhile pay more attention to the new people it is recruiting than to the people who helped build the company. Soon the business starts to lose senior recruiters at the same rate that it is bringing in new staff. This is the syndrome that prevents most companies growing beyond one of two offices. The way to keep your recruiter loyal and involved is to truly care about them, showing them appreciation and giving them recognition for the work they do. Also to do everything in your power to build team spirit, because a recruiter is much less likely to leave a team than he is to leave a desk. BUILD A STRONG RECRUITMENT TEAM BY BEING A STRONG LEADER Whether you have one office with five staff, or five offices with over three hundred staff, you need to be a strong leader, leading by example and creating the culture you want to thrive in your business. When you have multiple offices, dont think this inhibits you from being a leader to everyone, it just means you need to have excellent communication channels running from top to bottom, to ensure your message gets relayed correctly. Here are six simple ways to be a strong leader: Enforce rules: Rules make people feel secure and safe. Dont wait until your recruiters come in at 9.30am to tell them that the office opens at 8.30am Dont play favourites: Treat everyone the same. It can be very difficult to practise in our business where personalities are strong but this is vitally important. Make tough calls quick and fair: Whose job is it? Whose candidate is it? Dont put off decisions for a day or two. When recruiters come into your office with an issue requiring a Solomon decision make it on the spot. As long as fairness and objectivity are your guides there is no need to wait. Be available and accessible. Be a source of strength and confidence to your management team: Dont share your business problems with them. They will encourage you to share them. Then they will worry to death that you have them dont! Team spirit: A strong team is like a family no-one wants to leave. A team promotes sharing, giving, achievement and good feeling. Stuff you can do; birthday cards, parties, pizza lunches, public celebrations of individual and group achievements, awards and contests and finally GOALS! There is nothing that builds team spirit like setting a group goal. For example announcing at your next xmas party ; next year we will double our sales and invoice £1 million/2 million/10 million and then achieving that goal together through mutual effort. BE A FORWARD THINKING RECRUITMENT COMPANY AND USE THE MONEY THEY CANT TOUCH PLAN Many switched-on recruitment companies have instituted profit sharing programmes as a means of encouraging recruiters to stay past the five year mark. Typically these programs qualify a recruiter after his first, second or third year and dont fully vest until his eighth, ninth or tenth year. It has been proven that a recruiter will stay at a company and invoice £500k while he is waiting to get his hands on £10-12k in a profit sharing program. Personally, Im not a fan of profit share programs as they can get complicated around the time a recruitment business is being sold, and I believe there are other simpler and better alternatives out there. One option is a long term incentive plan, or as I like to call it a money they cant touch plan! Not only does this plan lock-in your key top-performing staff making it unlikely they leave you, this strategy simultaneously helps create value in your recruitment business and ensures you get the maximum valuation when you are ready to sell. If your employees are not in some form of long-term incentive plan, a buyers going to want you personally to stay on for a long earn out and not put much money in the deal at the beginning. So, to have your employees locked into some sort of long-term incentive plans is really important to maximising your valuation. A long-term incentive plan doesnt necessarily mean sharing equity. You can give a success fee the day the deal closes, and, if they stay with the company a year after the fact, theres another bonus in it for them. It can be a simple, inelegant stay bonus, or it could be stock options, if thats the choice you make, but having employees locked in the business beyond your personal tenure is a key element when it comes to achieving a higher business valuation. MATT TROTT Matt Trott is a serial entrepreneur and the Founder / Managing Director of Juice Talent Development Ltd. He has over 20 years experience in the Recruitment industry, after growing and selling his Recruitment company 8 years ago he saw a gap in the market for recruitment training films that were not boring and dull, Recruitment Juice was born with a vision to produce training films that revolved around a comedy drama series, making them much more engaging and entertaining. In 2010 investment was secured (from Dan McGuire and Alex Raubitschek) to develop the Juice Talent Development Platform, a digital video learning platform for recruiters. Today Juice has offices in the UK and Australia and is the global leader in innovative and engaging online learning solutions, video content and learning technology.
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Do the perfect recruitment strategies need to have a blend of both technology and people?
06-March-2018 - onrec.com
Opinion from Charles Hipps, CEO, WCN Posted in Opinion on 06 Mar 2018 Company Profile WCN View profile » Look up automation in the dictionary and its immediately apparent that the term has a negative connotation attached to it. The Oxford English Dictionary declares it to mean the use or introduction of automatic equipment in a manufacturing or other process or facility which is acceptable, but the example offered is perhaps the more stereotypical perception - "unemployment due to the spread of automation" . Its a common myth not helped by Hollywoods portrayal of machines taking over the role of human workers but actually Automation is a powerful and essential way of making recruitment work well. Far from removing the recruitment manager and HR team altogether, it actually has the potential to quicken up the recruitment process, enhance the candidate experience, and effectively add to the time that recruiters can spend with potential hires. Recruiters shouldnt fear it as a big obstacle to their careers. Remember, humans still have to understand how its being used. Data in itself will not get you a decision, you need to have data, you need to be able to generate insight and you also need to be able to link that to action. So therefore the humans should never be taken out of the equation as the actual technology itself is just an actual enabler. Alleviating the administrative burdens of recruiters enables better personalised processes so recruiters can interact more frequently with highly sought after qualified candidates in health & safety. With more time made available using an automated system, recruiters can create warm, authentic interactions with top candidates for bespoke posts. Equally, it can speed up processes for more generalised posts without jeopardising on quality. One multinational retailer uses a WCN automated e-recruitment solution to hire shop floor staff in branches across the country over a three day period from application to the employee receiving their uniform and starting work for example. WCN has created this infographic to debunk the myths around automation and explore its benefits in more detail. Technology is not standing still either. Automation will continue to evolve and employers need to be keeping up with changes. Staff can be onboarded on the e-recruitment systems they applied to for example, undertaking any procedures that can be completed pre-joining or simply providing information to ensure they have equipment and/or uniform ready for their first day. The same systems can be used to securely host contracts and other HR forms that the employee must sign up to as part of company terms and conditions. Over time, the brains behind the technical excellence offered by e-recruitment specialists such as WCN will continue to evolve the intelligent algorithms that make up the sophisticated filtering and shortlisting capabilities provided through automation. The process will be enhanced to help truly eradicate potential for bias and help streamline HR delivery in effective and efficient ways. Introducing AI to the recruitment process has the potential to help tackle the problem of unconscious bias blighting the decisions human hiring managers make, but that all comes down to who is responsible for training them and the data they are fed. Recruitment is already in the high 80/90 per cent region for online applications against paper CVs and covering letters and this has been proven to reduce costs one retailer has reported 30-40 per cent savings using a WCN solution. Automation can help improve consistency, efficiency, reduce costs and align your organisations recruitment process in the long run although the level of automation undertaken will vary dependent on the industry, type and volume of roles. It empowers recruiters putting them in control of more effective processes for key challenges such as the need for greater velocity in recruiting, better quality candidate experiences and a push towards ensuring a service that facilitates more engagement between candidates and businesses throughout their application experience. In essence, the technology is playing a central role in helping with the development of sophisticated talent strategies to reach and secure the very best candidates before a competitor. Done well, it can ensure consistency of image and practice across an organisation, providing the desired level of attention needed to be considered an employer of choice. So, far from being the scary word it might first appear, automation is actually a mechanism that can be very effective in volume recruitment. Running without it is simply delaying the inevitable.
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How to become a GDPR Genius
06-March-2018 - onrec.com
Written by Conor McArdle, Content Executive at Brighter Business Posted in News archive on 06 Mar 2018 With less than three months to go until the introduction of the new General Data Protection Regulations (GDPR), now is the time for small businesses to begin implementing new and improved data handling policies. According to recent research , two out of five businesses have not started to plan for next years new data compliance legislation. So now is the time for action. Coming into force on 25 th May 2018, the GDPR will offer an update to the Data Protection Act which was introduced into law in 1995. The aim of the new regulations is to make businesses across Europe more aware of the importance of correctly storing and handling data, as well as encouraging the responsible use of that data. It also clarifies that business are in custody of data - they are not owners of it. There will be significantly heavier fines for mishandling data or for data breaches up to 20,000,000, or 4% of global turnover (whichever is higher) putting the responsibility on businesses to ensure their systems and processes are sufficient. In addition, breaches must be reported to the Information Commissioners Office within 72 hours. Fines on that scale will obviously act to deter multinational corporations from mishandling data, but they arguably pose a much larger risk to SMEs. Despite this, a recent report found that 40% of small businesses are not yet prepared for the upcoming changes. Ultimately, businesses must do all that they can do make sure that they are prepared for the upcoming changes and are able to comply with the new regulations. Otherwise, they risk financial and reputational damage. To help small business owners to get ready, the experts from Brighter Business have pulled together these top tips PERFORM A DATA AUDIT First things first. Perform a thorough data audit to assess your current situation. Current procedures should be compared against the GDPR framework and if necessary, hire an expert to give you the official line on what you should, or perhaps more importantly, shouldnt, be doing. TIME TO ASK MORE QUESTIONS Make sure that you have express permission from the relevant individuals to store and use their data. This means that customers will have to actively opt in to you using their data, rather than your business operating under the assumption that implied consent is sufficient. With the emphasis on custody of data rather than on ownership, small businesses will have to be more careful about how they use and disclose data, as well as making it clear what customers are agreeing to. By including explanations and opt-in boxes on data collection forms, you should be covered. Businesses must be more transparent about what data is used for, why, and how long it is stored for. If customers opt out assuming there is nothing needed for transactional purposes - then all data will have to be deleted permanently. UP YOUR SECURITY (PARTICULARLY ONLINE) One of the best ways to ensure that data is stored securely is to keep it all in one location - ideally a secure server. Duplicated data is messy, and it can cause big issues for businesses. Limit the risk of dispersed data and ensure that any documents containing personal information are not stored on desktops where they are easily accessible. Basic IT security locking computers while away from them, password protected files, strong anti-virus protections and so on is advisable. Make sure, too, that you stop sharing data through inappropriate channels. If youre communicating customer data through WhatsApp, Facebook or other platforms, its easy to lose track of it, and it could be found by or accidently shared with others. Having data in one central location means, in theory, that it will be easier to handle responsibly. This is also something to bear in mind for your use of technology if your employees are using personal smartphones for work purposes, they could be inadvertently breaching data guidelines. Get a policy in place so they understand how they should be using data and understand the consequences. INVESTIGATE ALL YOUR COMMUNICATION CHANNELS On the subject of social channels, you may need to reconsider the role that social channels play in your business. If you field customer enquiries and offer customer service through social media, you need to think carefully about how to ensure the secure transmission of information. Think also about how long that data remains there for, and who has access to the account, as well as being aware of phishing techniques. Never disclose data if the person asking for it is unable to confirm. Remember to delete any threads once completed. Its worth drafting up some guidelines on how you and your staff should approach these issues and getting used to them before the roll-out of the new GDPR. With three months still to go, its not too late to turn around your business data governance practices. With a no-excuses approach, you can make sure your business is ship-shape and protected, while ensuring your customers are protected, too. For more tips, guidance and information for SMEs and start-ups, visit www.brighterbusiness.co.uk .
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Staff turnover ticks up as UK businesses struggle with skills gaps
06-March-2018 - onrec.com
Four in ten UK businesses are reporting increasing difficulty in holding onto staff, in the aftermath of the EU Referendum, with 40% of companies saying turnover has increased since June 2016, according to a new employment and skills study1 from London First and Lloyds Banking Group. Posted in News archive on 06 Mar 2018 Four in ten companies are finding it more difficult to hold onto staff Six in ten employers struggling to recruit the right people A third of firms say skills gap is hampering their growth Four in ten UK businesses are reporting increasing difficulty in holding onto staff, in the aftermath of the EU Referendum, with 40% of companies saying turnover has increased since June 2016, according to a new employment and skills study 1 from London First and Lloyds B It seems applicants are still coming through the door: 42% of respondents said their experience of recruitment hasnt changed over the past 18 months, whereas 33% said it was easier and 24% said it was more difficult. But skills shortages are proving to be an ongoing headache for recruiters, with two thirds (62%) of firms nationwide saying they face challenges in hiring the people they need, rising to three out of four companies in London (76%). IMPACT OF SKILLS SHORTAGES Nearly one in three businesses (30%) said skills shortages were stopping them from growing revenue or expanding, while a quarter (27%) say the problem is hindering their ability to compete effectively. But, for many businesses, its the impact on their employees that concerns them most: nearly half (46%) said that skills shortages meant increased workload and stress for existing staff. The biggest skills gap appears to be technical and job-specific skills, with 38% of respondents saying these were the most difficult skills to source, closely followed by management (30%) and data analysis skills (28%). Many thought these gaps would persist over the next 18 months, reflecting the UKs long-term challenge in tackling its skills shortages. Jasmine Whitbread, chief executive of London First, said: The most important thing to business is being able to hire, retain and train the talented people we need. The UKs employment landscape is changing, with signs people are thinking about their long-term plans as Brexit approaches and the oncoming impact of automation. Companies are stepping up to re-train and re-skill the people we have but, as we prepare to leave the EU, business, government and the education sector need to work together to fill the massive skills gaps currently holding UK businesses back. Edward Thurman, Ambassador for London, Lloyds Banking Group, said: The skills gap in the UK is one of the most pressing economic issues of the moment. It risks hindering businesses growth, competitiveness, and productivity and needs urgent attention. The next few years are critical. As our survey shows, businesses are facing unprecedented changes in the nature of roles and the skills they require; and firms across all sectors have a part to play in addressing the problem. AUTOMATION AND SKILLS Most businesses expect job automation to impact within the next seven years, when many pupils beginning secondary school now will enter the workplace. Three out of four companies are planning for an impact on their staff numbers or a change in their need for skills. Amongst those who are planning for automation, one in five existing roles (22%) are expected to be replaced, with manufacturing (25%), administrative (24%), sales and customer services (23%) most likely to be affected, as well as one in five managerial (19%), professional (19%) and skilled trade (22%) roles. Nevertheless four out of ten respondents (44%) expect to increase their headcount over the next 18 months, with a notable focus on long-term planning. Nearly half of companies (46%) are looking to hire to improve their skill-set and four out of ten (39%) are thinking about succession planning. And companies are expecting to fill a quarter of roles (24%) by re-training staff, through on-the-job or full-time training. One in five (21%) think they will have to look for new hires to fill any skills gaps. APPRENTICESHIPS AND ENGAGEMENT To help generate a pipeline of future talent, two thirds of companies (66%) are already engaged with local schools, colleges and universities and many want to do more (60%). Concerns about time and cost are holding businesses back with around one in five companies find it difficult to partner with or engage a local school. Apprenticeships are proving to be a popular route for employers, with nearly two thirds of companies surveyed employing apprentices (63%) and, of these, eight out of 10 planning to either hire more or maintain current levels over the next couple of years. Only one in 10 were planning to reduce the number of apprentices they take on. But only a third (30%) of respondents thought the apprenticeship levy was working well, with many wanting increased flexibility in how the levy is spent, enabling investment in further training or a contribution towards the cost of recruiting, training and employing apprentices. THE SKILLS AND EMPLOYMENT COMMISSION London First has established the Employment and Skills Commission , chaired by John Allan CBE and made up of business leaders from sectors including construction, finance, transport, technology, engineering and professional services to bring a strong business insight to tackling the UKs skills gap. Today, the Commission has published its consultation for employers, available here , and it will publish a business-led skills strategy, with clear calls to action for government, education and business, later this summer. John Allan CBE, Chairman of London First and the Employment and Skills Commission, said: Too many Londoners are missing out on the skills they need and not sharing in our capitals success. Business is ready to step up and tackle the skills gaps head on, making the most of the talent we have. But government will need to make changes to policy, helping us challenge weaknesses and secure the step-change we need on skills. With Brexit rapidly approaching, London Firsts Employment and Skills Commission could not come at a better, or more needed, time. 1 A OnePoll survey of 1000 senior leaders or HR decision makers from UK companies with 50+ employees. The survey ran from 19 January 2018 to 14 February 2018, and covered all industry sectors.
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UK salaries rise in February, as employers push to attract more candidates
06-March-2018 - onrec.com
With many of the nations key sectors witnessing above average salary growth last month Posted in News archive on 06 Mar 2018 Company Profile CV-Library.co.uk View profile » It was a strong start to the year for both employers and professionals, and its clear that businesses were working hard last month to continue attracting talented candidates to their roles. In fact, according to the latest statistics from CV-Library , the UKs leading independent job site, advertised salaries increased by 1.3% year-on-year. The data, which explored fluctuations in pay, jobs and applications throughout February, reveals that the nation saw a smaller increase in advertised salaries of just 0.5%, when comparing with data from January 2018. However, some of the UKs key industries witnessed above average salary growth last month, compared to data from January 2018. The top industries for pay hikes include: Hospitality 6.5% Marketing 4.6% Engineering 3.6% Accounting 2.6% Manufacturing 1.3% IT 1.3% Legal 1.2% Recruitment 1.1% Construction 1.1% Catering 0.5% Furthermore, many of the nations major cities also saw strong month-on-month salary growth. Some of the biggest increases were seen in Hull (7.9%), Sheffield (6.6%), Bristol (4.2%), Portsmouth (2.3%) and London (1.2%). Lee Biggins, founder and managing director of CV-Library , comments on the findings: Its great to see that salaries are on the rise across the UK, especially given that pay declined in January. Its particularly positive to see this growth in key industries and cities across the nation, especially in sectors such as hospitality, engineering and manufacturing which continue to struggle with impending skills shortages. Its clear that businesses are trying to keep the momentum going following the typical January hiring rush and that theyre working hard to keep attracting talented candidates to their vacancies. The data reveals that job vacancies were also up last month, rising by 7.7% year-on-year. That said, advertised vacancies were down by 13.3% month-on-month, as were applications, which saw a decline of 16.1% when compared with January 2018. This is not surprising given the time of year, though does confirm that both candidates and employers are slightly nervous in the current market. Biggins concludes: Its positive to see that job vacancies were up year-on-year, as businesses remained confident in February. Despite both vacancies and applications declining month-on-month, this is not cause for concern. We typically see jobs and applications soar in January with both employers and job hunters starting the year on a high. As such, we expected to see these numbers decline slightly throughout February. Learn more about CV-Library at www.cv-library.co.uk
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Overcome Reneged Offers
06-March-2018 - onrec.com
We hope you've had a great recruitment season with lots of offers made even earlier than usual. Posted in News archive on 06 Mar 2018 Company Profile Amberjack View profile » If so, then you might now be worrying about how you keep your offered candidates engaged so that there's no drop off before they start working with you. With average reneged offer rates increasing to 15% there's no better time to act now to ensure your candidates remain motivated and excited about their future careers with you. Doing more with less means many employers don't have the resource to dedicate to this important activity. If you find yourself in this situation then Amberjacks scalable and cost-effective onboarding solutions can help provide an immersive and fully branded experience for your candidates. Amberjack's new digital onboarding solutions are cost-effective, modular and tailor-made for your exact needs and budget so that your candidates benefit from smooth, immersive and engaging experience. Using Amberjacks innovative and effective tools we ensure that you engage with onboarders from the moment they accept an offer to the day they start. If you would like to be doing more than you have capacity to be doing so that your hard work does not go to waste, get in touch with Amberjack and find out more about engagement and pre-onboarding support solutions. ABOUT AMBERJACK At Amberjack weve long been setting the standards in future talent and volume recruitment. Our advanced systems and intelligent solutions are designed to deliver the ultimate candidate experience. From intelligent attraction to RPO and bespoke assessment and selection tools, well work as an extension to your team. Building a solution that fits you. Were a passionate strategic partner, focused on not only optimising value, but creating tools and processes that will deliver results. We are the quality behind the quantity. We do whats right for our clients and their candidates. We dont know any other way. weareamberjack.com
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Burger-flipping robot begins first shift
05-March-2018 - bbc.com
Flippy can handle 12 burgers at once, and is destined to replace human fast-food workers.
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How to answer ´tell me about yourself´ at a job interview
05-March-2018 - dailymail.co.uk
One part of a job interview usually entails the interviewer asking: 'tell me about yourself.' This is an extremely broad question and can leave many panicking.
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A Lesson on How to Terminate an Employee, Courtesy of David Brent
05-March-2018 - workforce.com
In my opinion, the original British version of The Office is far superior to its American counterpart, in large part because David Brent is so much more cringe-worthy than Michael Scott. I thought Id start the week off with a little humor (and a little lesson), care of David Brent, via one of the most awkward employee terminations ever. This meeting violates one... The post A Lesson on How to Terminate an Employee, Courtesy of David Brent appeared first on Workforce Magazine .
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Remodeling Retirement for the 21st Century
05-March-2018 - workforce.com
Theres a finality to the concrete definition of retirement. Its the conclusion of one part of a persons life and the commencement of the next, the solid boundary separating work and rest, a figurative brick wall marking a definite point between an employees and retirees timeline. That brick wall has crumbled in recent years prompting an impassioned debate over who... The post Remodeling Retirement for the 21st Century appeared first on Workforce Magazine .
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Troubled outsourcer Interserve set to slash 1,000 more jobs
05-March-2018 - dailymail.co.uk
Boss Debbie White admitted that the company expanded too quickly under her processor Adrian Ringrose into areas where it had little experience, according to the Financial Times.
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Cadbury´s and Jaguar plants hit by water shortages
05-March-2018 - bbc.com
Both companies sent workers home from their Bournville and Solihull sites following water shortages.
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Toe-tapping smart shoes send Morse code messages
05-March-2018 - usatoday.com
Boots with sensors in embedded in the toe-cap allow the wearer to tap out a Morse code-style message. Theyre designed to improve worker safety in remote, dangerous or noisy workplaces. Matthew Stock reports. Video provided by Reuters
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Boeing faces new petition for union at South Carolina plant
05-March-2018 - reuters.com
(Reuters) - Boeing workers at an aircraft factory in South Carolina are seeking union representation, the company said on Monday, about one year after the planemaker defeated a high-profile union drive at the plant.
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MJ Insurance Names Evans Employee Benefits Consultant in Arizona
05-March-2018 - insurancejournal.com
MJ Insurance has named Sean Evans an employee benefits consultant in its Phoenix, Ariz. office. Evans previously was a franchise owner and operator of Jimmy Johns Cali Subs LLC in Santa Barbara, Calif. Indianapolis, Ind.-based MJ Insurance is a
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Alliant Acquires Hecht & Hechts P/C Operations in Oregon
05-March-2018 - insurancejournal.com
Alliant Insurance Services Inc. has acquired Portland, Ore.-based Hecht Hechts property/casualty insurance services. The deal will bring Hecht Hecths P/C insurance services under the Alliant banner. Alliant previously acquired Hechts employee benefits arm in 2016. Hecht, along with
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Power Outages, Flooding Linger Following Powerful Noreaster
05-March-2018 - insurancejournal.com
Utility workers in the Northeast are racing to restore power to more than 1.5 million homes and businesses days after a powerful nor-easter caused flooding and wind damage from Virginia to Maine. Conditions slowly improved on Saturday as the cleanup
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Judge Awards $15M in Alabama Mortuary Worker Whistleblower Lawsuit
05-March-2018 - insurancejournal.com
A judge awarded nearly $15 million in a whistleblower lawsuit filed by a one-time mortuary worker who was threatened with being cremated alive for revealing fraud, his attorneys said Thursday. The judgment in favor of Barry Taul, made under a
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Recruitment Leaders Connect: Year ahead
05-March-2018 - onrec.com
8th March 2018 | London Posted in News archive on 05 Mar 2018 Recruitment Leaders Connect: Year ahead is happening on the 8th March and we have a fantastic day lined up for you! Highlights of the day include: Kevin Green giving his last Hurrah 'Live and Unleashed' (See a sneak peak in the video below) Learn how to make your existing business inclusive with Joanna Abeyle Discuss your business challenges with our Expert Q&A Panel All of this plus plenty of free networking time,a delicious lunch and of course, connecting with peers old and new at the drinks reception! Reserve your complementary ticket here . We look forward to seeing you there. http://rlconevents.com/rlconyearahead2018
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The Onrec Online Recruitment Awards 2018 - Winners Announced
05-March-2018 - onrec.com
1st March 2018, The Grange St Paul's Hotel, London... A great night had by all Posted in News archive on 05 Mar 2018 Overall Sponsor Last Thursday, Onrec held their 14th annual online recruitment awards, and celebrated the achievements of individuals and companies. The ceremony was held at The Grange, St Pauls Hotel in London, and was attended by over 230 people. The awards were a great success and enjoyed by all the participants. David Hurst, founder of Onrec, says The nominees and winners this year prove again that despite the current challenging economic climate, our industry has been resourceful and continues to triumph. Onrec is proud to announce the following winners for this years 29 categories: The Creative Online Marketing Award: Niche: JobHoller Generalist: Jobsite.co.uk Supplier: Ph. Creative Corporate: Harrods The Creative Offline Marketing Award: Niche: GoToJobboard.com Generalist: CV-Library Supplier: Eploy The Technical Innovation Award: Niche: Creativepool Supplier (national): ClickIQ Supplier (international): Recruitee.com The Best Online Candidate Experience Award: Supplier: CVWOW Recruiter: Opilio Recruitment Jobboard: Debut Corporate: Splendid Hospitality The Best Use of Mobile Award: Corporate: O2 & Debut Recruitment Agency: Searchability Jobboard: CareersinAudit.com The Best Coporate Graduate Site Award: npower The Best Use of Online Recruitment in the Public Sector Award: Manchester Metropolitan University The Niche Jobboard Award: Milkround Innovative Use of Social Media in the Recruitment Process Award: ESG Recruitment The Best Corporate Use of Online Recruitment Award: National: Galliard Homes' - The AA International: Ericsson - FitFlop The Best Use of Online Recruitment by a Recruitment Agency Award: Blue Octopus Recruitment The Unsung Hero of the Year Award: Ella Atkinson - Charlton Morris The Personality of the Year Award: Olly Preston - Searchability Congratulations to all the winners! The awards also hosted a charity auction in aid of Whizz Kidz, where prizes included a case of fine wine and a Family photography shoot with Vogue photographer, James Bignell. Onrec is pleased to announce, that thanks to your generosity, we raised £825 for Whizz-Kidz. Onrec would like to say thank you to the award sponsors, and we look forward to next years awards event! Picutres will be uploaded shortly... But take a look at #OnrecAwards on Twitter for some of the snaps of the evening. Follow @Onrec here
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Vettery has launched in London
05-March-2018 - onrec.com
Vettery, the online hiring marketplace that is fundamentally changing the way people hire and get hired, has launched in London. Posted in Launch on 05 Mar 2018 Vettery , the online hiring marketplace that is fundamentally changing the way people hire and get hired, has launched in London. Based in New York, Vettery matches highly qualified tech candidates with over 4,000 top companies. The platforms machine learning models track real-time data, monitor trends and predict hiring behavior in order to effectively place candidates with more accuracy, speed and compatibility than traditional recruiters. Earlier this year, Vettery was acquired by The Adecco Group, the worlds largest staffing agency, which will enable Vettery to deliver an unparalleled recruiting experience to both candidates and employers as well as expand its operations in order to move the recruitment industry online. Vettery is committed to ensuring a positive experience from the moment a candidate creates a profile to when they land their dream job. Unlike working with a traditional recruiter, candidates are in direct contact with the hiring managers and can track their progress online. Vettery makes the hiring process simple, transparent and efficient. You can get free access to the platform to start browsing candidates and sending interview requests by signing up for a demo here .
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CV-Library celebrated for Best Creative Offline Marketing for the fourth year running
05-March-2018 - onrec.com
The UKs leading independent job board wins at Online Recruitment Awards 2018 Posted in News archive on 05 Mar 2018 Company Profile CV-Library.co.uk View profile » CV-Library , the UK's leading independent job board was recognised for Most Creative Offline Marketing in the generalist category, at last nights Online Recruitment Awards. This is the fourth year running that the business has received this accolade. The job boards creative offline marketing activity plays a key role in cementing CV-Library as an industry leader. This award is testament to the continued success of the business and its impressive efforts to promote and market itself through engaging outdoor advertising. After another record-breaking start to the year, and now sitting on the first award win of 2018, it looks to be another exciting year for CV-Library. Lee Biggins, founder and managing director of CV-Library , comments: Were so proud to have been recognised for our advertising efforts for the fourth year in a row! This is a huge area of investment for the business, so its great to see that our hard work continues to pay off. Were always working on new and exciting outdoor advertising campaigns, and January 2018 saw our biggest advertising push to date. Its been an incredible start to the year for us here at CV-Library and were proud of our continued growth and everything weve achieved thus far. We look forward to seeing what else the year has in store for us. This is the tenth year running that the Hampshire-based job site was shortlisted for the OnRec Awards. In addition to their win, CV-Library was also nominated for Best Online Candidate Experience in the job board category, and Sales Director, Mike Powell, was in the running for Personality of the Year. Learn more about CV-Library at www.cv-library.co.uk
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New Recruitment Masterclasses
05-March-2018 - onrec.com
Amberjack launch exciting new Masterclass programme Posted in Launch on 05 Mar 2018 Company Profile Amberjack View profile » At Amberjack we've been long setting the standards in future talent and volume recruitment. Recently named as one of Bersin by Deloittes top recruitment technology disruptors for 2018 weve developed a fresh, new and exciting Masterclass programme to give Senior HR, Talent and Recruitment professionals access to the latest insights, innovations and hot topics influencing the world of recruitment. By 2020 Millennials will make up to 50% of the workforce. Therefore, our Masterclass content is drawn from our experience, research and knowledge of Millennial candidates and the early careers market. Because the workforce is evolving and becoming younger the research, experiences and exciting innovations we'll share will impact and inform your strategy and recruitment operations. Join us to find out more about GDPR for recruitment campaigns, automating like a human: always engaged in the digital age, The Identification of High Potential, Future Talent Trends and Research, Turning the dial on Diversity and all the latest news about the apprenticeship levy. By attending a Masterclass you'll benefit from understanding the latest strategic thinking, tools and innovations. Lunch or breakfast is included and there's no cost to attend. Find out more and reserve your place . We hope that you'll be able to join us for our new Masterclasses and please share our new programme with any colleagues who might like to join us too. About Amberjack At Amberjack weve long been setting the standards in future talent and volume recruitment. Our advanced systems and intelligent solutions are designed to deliver the ultimate candidate experience. From intelligent attraction to RPO and bespoke assessment and selection tools, well work as an extension to your team. Building a solution that fits you. Were a passionate strategic partner, focused on not only optimising value, but creating tools and processes that will deliver results. We are the quality behind the quantity. We do whats right for our clients and their candidates. We dont know any other way. weareamberjack.com
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CoreHR expands UK presence with new office in London
05-March-2018 - onrec.com
Significant growth driven by the adoption of smarter HR technology solutions to transform organisations across the UK Posted in News archive on 05 Mar 2018 CoreHR , the leading provider of world-class cloud based HR and Payroll solutions, has announced the opening of its new UK head-office at Chiswick Park, London. CoreHRs intuitive and innovative people-centric solutions enable HR leaders to unleash the untapped potential of their employees across the organisation. From hire through to retire, HR teams can quickly and easily manage all aspects of the employee work lifecycle. The opening of the new 4200sq ft. site by the Irish headquartered company is an affirmation of CoreHRs continued and deepening commitment to the UK market. Having grown its UK professional services delivery team by over 100% in the last 12 months, and its customer base by another 40%, CoreHR is set to significantly boost its presence in the UK over the coming year. Dean Forbes, CEO, CoreHR commented: Theres a huge sense of momentum at CoreHR, and were only just getting started. At a time when Brexit means many businesses are shy about investing in the UK, our opening in London is an absolutely fundamental part of our business strategy and direction for growth. Were constantly inspired by the stories our customers share with us about how theyre enabling talent to thrive by using smarter HR technology. Expanding our presence in the UK will ensure we continue to build even closer partnerships with our clients here, working with them to drive transformational change both now and into the future. CoreHRs global headquarters are located in Cork, Ireland, with sites also in Dublin and Kilkenny. www.corehr.com
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The millennial workforce addressing workplace stress and job insecurity
05-March-2018 - onrec.com
Millennials are often referred to as being the snowflake generation, referring to their sensitive nature to lifes problems. However, recent research from Freedom Finance has found that in reality they really do have it tougher than both baby boomers did and generation X. Posted in News archive on 05 Mar 2018 The study compared three generations across Great Britain, focusing on work life, housing, retirement and finances and has found that millennials are struggling more across all four areas. A key area where they have it tougher is their mental health, suffering more stress and job insecurity than the older generations did. Workplace stress According to the survey of 2,000 UK adults, 88% of millennials suffer at least some level of work place stress, thats 18 percentage points higher than baby boomers (70%) and 7 higher than Gen X (81%). New technologies and unrealistic expectations can mean it is difficult to switch off from work, whether thats email access from personal mobiles, flexible working blurring the lines between work and personal time. 3 ways to minimise stress in the workplace: Start an open door policy - An open door policy helps create a friendly environment for employees to air their problems. One of the best ways to start with mental health issues is to talk about them openly. Create a mental health strategy - Implementing a mental health strategy is really important for workers wellbeing. There are many potential routes to go down, with one of the most well-known resources for helping develop your strategy is MIND. Managing workloads As a business leader you need to be aware of overall workloads and even individuals. Often employees want to prove they are a success and so wont admit that they are struggling, by making workloads realistic you can help manage stress. Training for individuals to help them start to manage this better themselves can also help. Job insecurity Millennials also feel less secure in their jobs and this isnt surprising, as theyve already had on average five different jobs. Thats only two less than baby boomers had over the duration of their working lives. 3 ways to make millennials feel secure in their roles: Clear progression paths encouraging progression may help workers feel more secure as they can see the company investing time into their careers. It shows they are valued and that you see their potential within the company. Rewards and pay rewards and pay are big motivating factors for employees and making sure individuals are fairly rewarded for their work can make them feel secure. Give feedback and be open with staff being open about company figures, success and even failures can help staff feel more secure and in the loop, whilst positive feedback will reinforce that they are a valued member of the company.
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Horwich Farrelly launches new career portal
05-March-2018 - onrec.com
Horwich Farrelly, a leading specialist defendant law firm with six offices nationwide, has launched a new online careers portal which will make it even easier for people to apply for jobs, and improve the speed and efficiency of hiring new talent. Posted in Launch on 05 Mar 2018 Company Profile eploy View profile » The firm, which provides legal services to more than half of the UKs top twenty motor insurers, has grown by more than 40% since 2015 and currently employs 750 people. With an ongoing recruitment drive and an increasing need to attract individuals with highly specialist skills Horwich Farrelly turned to specialist software company, Eploy, to develop a solution to support its future recruitment strategy. Eploy has been working with the firm to deliver a customised Applicant Tracking System, or ATS. The web-based programme, which has been seamlessly integrated within the existing careers site, manages each stage of recruitment from a vacancy first being advertised to an offer being made. The enhanced careers site offers a range of benefits to prospective applicants including: Improved job search functionality, including by keyword and location The ability to create an online profile so that job applications can be saved and resumed at a later date Shortlisting and interviews are now done via the ATS with candidates receiving regular email communications about the progress of their application An option for applicants to receive regular updates about future vacancies, putting them ahead of the queue Being able to use a social network such as LinkedIn or Facebook to set up their online profile even faster Thomas Reynard, Chief Operating Officer at Horwich Farrelly, said The number of live vacancies we have in a typical month has trebled in the last few years meaning our recruitment teams and managers were spending more and more time simply sifting through and reviewing applications, resulting in the hiring process sometimes taking longer than desired. In addition, should an applicant have narrowly missed out on being offered a job in the past there was no easy way to alert them to new opportunities where they were potentially a top ranking candidate. After extensive research we felt Eploys ATS was a powerful and user-friendly solution to our future recruitment needs, which effectively allows us to create our own in-house recruitment agency. Now, by automating processes such as the initial gathering of applications and communications to candidates, our hiring managers can spend more time identifying, and recruiting, the best possible talent in the shortest possible time. Chris Bogh, Chief Technology Officer from Eploy added This is a great example of how Eploys cloud-based recruitment software supported Horwich Farrelly in finding and recruiting top talent who are the perfect fit. In automating the recruitment process it has reduced administration and delivers a great online candidate experience to help candidates find their perfect career with the firm. To view Horwich Farrellys current vacancies click here .
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SAS Named One of the Best Workplaces in Ireland
05-March-2018 - onrec.com
SAS is among the top employers on the Great Place to Work® Institutes prestigious "Best Workplaces Ireland 2018" list of companies with fewer than 100 employees. The analytics leader was listed at #19 after finishing 22nd last year. Posted in News archive on 05 Mar 2018 This is its fourth year being named as a top Irish workplace, based on the findings of a robust employee survey and a thorough assessment of policies and practices by the Great Place to Work Institute. Great Place to Work (GPTW) Ireland is part of a global network with offices in 48 countries. The organisation uses the same assessment methodology to publish 48 country lists, as well as regional and global lists. The best known of these is the Fortune 100 list of Best Companies to Work For in the United States. SAS, which has been #1 in the US, is regularly included among the GPTWs Best Workplaces for countries around the world. The SAS culture aims to encourage creativity, which drives the innovation needed to find the best solutions for its customers. This stems from CEO Jim Goodnights simple philosophy: Treat employees like they make a difference and they will. The process of engaging the organisation in the GPTW programme continues to be very beneficial for SAS in both the UK and Ireland and we are delighted to have made the list again, said Charles Senabulya, Vice President, SAS UK Ireland. Its opportunity for us to review areas where we can improve as an employer, as well as having the reassurance that we remain a great workplace. Brendan ODwyer, Head of EMEA Inside Sales at SAS, added: GPTW provides a fantastic focus for our Employee Engagement Team which is a critical element bringing together the different teams which make up SAS Ireland. Across SAS EMEA Inside Sales, the SAS EMEA Customer Contact Centre, SAS UK Ireland Field Sales, Pre-Sales and Professional Services, we continue to worth together to make SAS Ireland a great place to work and are delighted to have made the list for the fourth year in a row. The GPTW award honours relationships between employees and managers in five dimensions: credibility, respect, fairness, pride and camaraderie. The key defining feature of a great workplace is the level of trust among employees. For them, a great workplace is one where you trust and enjoy the people you work with, and take great pride in your work. Its been a mixed year for Irish workplaces, said John Ryan, CEO of Great Place to Work® Ireland, who have seen good trading growth tempered by ongoing uncertainty over the impact Brexit will have. Infrastructure challenges are making planning for expansion difficult, and were on the threshold of full employment in our cities which creates a real headache for organisations who are trying to attract and retain top talent. The organisations on this years list know that beyond a certain point, employees arent going to be tempted by a slightly more generous financial package: they want an environment where they feel psychologically safe, encouraged to grow, provided with opportunities to develop, and empowered to do their best work. Rather than simply throwing money at their staff, Irish workplaces should take advantage of reward and recognition opportunities as a chance to develop their employer brand; enhancing and amplifying their unique culture. www.sas.com
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Mark Arnold to join The Northview Group as Group Chief Executive
05-March-2018 - onrec.com
The Northview Group, which includes the Kensington, New Street and Acenden brands, has announced the appointment of Mark Arnold to the role of Chief Executive for the Group. Marks appointment follows a strong year of growth for Northview and reflects its ambitions to continue to grow mortgage lending in the specialist lending market over the next three years. Mark will join the Group on 10th April 2018. Posted in News archive on 05 Mar 2018 Prior to taking up the position at Northview, Mark was Executive in Residence at Centerbridge Partners, a private equity firm, with a particular focus on investments in the Financial Services Sector. He previously spent 18 years with GE Capital in a variety of senior management level roles, including Six Sigma Director for GE Consumer Finance UK, CEO positions at GE Money (Portugal and Romania), Budapest Bank (Hungary), GE Global Banking Asia and Bank of Ayudhya (Thailand). In January 2013, Mark was appointed CEO of Sberbank Europe, responsible for the growth and development of their banking business across eight Central and Eastern European markets and served in this capacity until December 2014. Mark also serves on the Board of Directors of Banca Farmafactoring S.p.A. Italy. Tim Breedon, Executive Chairman, The Northview Group, comments: We are looking forward to welcoming Mark Arnold as the new CEO of the Northview Group. Mark has extensive experience and knowledge across financial services, both here in the UK and overseas, and he will be pivotal in supporting our growth plans for the Group in the years ahead. Marks broad experience will be key to supporting our strategy of continued mortgage lending growth, which through brands like Kensington Mortgages has been supporting underserved customers for over 23 years. We look forward to welcoming Mark on board in April. Mark Arnold, Group Chief Executive Officer, The Northview Group: I am looking forward to joining The Northview Group as Group Chief Executive. Northview Group brands have built a great reputation in the specialist lending market over many years. The group has had a fantastic year and I am confident that my experience from around the globe will further support the ambitious growth plans that we have. The business is well positioned in providing mortgages to customers who are overlooked by mainstream lenders, such as the self-employed, contractors or independent workers, who are an increasing part of the UK working population. I am looking forward to joining the Group at this exciting time and working with the team to achieve our ambitious plans. www.northviewgroup.com
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Eliminating gun stocks from your portfolio
04-March-2018 - abcnews.com
How to find and eliminate gun stocks from your investment portfolio
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Thousands of jobs at risk as major retailers are left on the brink
04-March-2018 - dailymail.co.uk
The Beast from the East blast of freezing weather has blown a hole in high street sales and is threatening to tip struggling retail chains over the brink.
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How to invest to make your money work harder
04-March-2018 - dailymail.co.uk
Our national obsession with squirreling savings away in cash deposits rather than choosing potentially higher-earning investments costs households more than £30 billion in lost returns.
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´Poverty pay´
04-March-2018 - bbc.com
The academics facing job insecurity and poor pay at British universities
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Workplace etiquette: Never ever do this to a co-worker
04-March-2018 - usatoday.com
There are some lines you simply should not cross.
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Ten job roles paying £40k that are having a vacancies boom
03-March-2018 - dailymail.co.uk
School and university leavers or those looking to retrain may want to consider a role in one of the industries which have seen huge growth in vacancies in Britain in the last three years.
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Heres why 33% of employees are distracted at work
03-March-2018 - usatoday.com
Hint: It has nothing to do with their smartphones. But it does have to do with personal finances.
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Great compensation: The top 15 companies for pay and benefits
03-March-2018 - usatoday.com
Job site Indeed analyzed over 18 million company reviews from current and former employees to see which workplaces were the most generous with compensation.
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Russia tells EU gas supplies via Ukraine under no immediate threat
03-March-2018 - reuters.com
MOSCOW/KIEV (Reuters) - Russia's Energy Ministry said on Saturday that gas giant Gazprom's intention to terminate contracts with Ukraine poses no immediate threat to natural gas supplies to Europe through Ukraine.
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A £4bn merger to save GKN jobs: Engineer to split off car arm
02-March-2018 - dailymail.co.uk
The car and aeroplane parts maker is in talks with US car parts-maker Dana over a merger of Driveline, which accounts for more than half its £10bn sales.
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How-to HR: Onboarding New Hires
02-March-2018 - workforce.com
How-to HR, Workforces new monthly video series, takes a look at the dos and donts of onboarding new employees. An employee's first day can be a disaster or a dream. Your onboarding program needs to be viewed as a process, not just a single event. The post How-to HR: Onboarding New Hires appeared first on Workforce Magazine .
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Giving Employees Permission to be Well
02-March-2018 - workforce.com
Increasingly, benefits programs are asking employees to make thoughtful decisions about complicated topics and to engage in programs throughout the year. As part of your strategy, think about how and when employees will take the time to use these programs. The post Giving Employees Permission to be Well appeared first on Workforce Magazine .
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Smith & Wesson gunmaker cuts jobs as sales plunge
02-March-2018 - usatoday.com
The company slashed manufacturing jobs amid signs of a prolonged downturn.
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Steel tax
02-March-2018 - bbc.com
Can President Trump's trade tariffs save jobs in the industry?
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J.C. Penney slashes roughly 360 jobs, misses investors expectations
02-March-2018 - usatoday.com
J.C. Penney Earnings slashes roughly 360 jobs, including 130 at its headquarters, and disappoints investors after earnings report release.
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Defendants in Oregon Pot Processing Explosion Suit Try to Turn Tables on Worker
02-March-2018 - insurancejournal.com
Defendants in an $8.9 million lawsuit over an explosion and fire at an Oregon marijuana processor are trying to turn the tables on the worker who was badly burned in the blast. The Daily Astorian reported that the defendants say
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Virginias Kinsale Insurance Company Promotes Muntean
02-March-2018 - insurancejournal.com
Kinsale Insurance Company, a Richmond, Va.-headquartered specialty insurance group focused on the excess and surplus lines market, has promoted Victoria Muntean to division manager of its Products Liability Division, effective March 1, 2018. Muntean is an employee of Kinsale Management
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U.S. Wants Public Input on Rules for Driverless Vehicles, Trains
02-March-2018 - insurancejournal.com
U.S. Transportation Secretary Elaine Chao said on Thursday that regulators will seek public input on rules for self-driving commercial vehicles and trains, as the administration grapples with how to regulate their expected future use. At a speech in Washington, Chao
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13 South Carolina Hospital Employees Fired in 2017 Over Privacy Breaches
02-March-2018 - insurancejournal.com
The Medical University of South Carolina fired 13 employees in 2017 after determining that they misused patient records. The Post and Courier reports that there were a total of 58 privacy breaches during the year. Eleven were characterized as employees
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Your 401(k) retirement plan is getting a facelift. Heres how to take advantage
02-March-2018 - usatoday.com
A recent Willis Towers Watson survey found employers are making retirement account changes, including boosting employer contributions and adding Roth 401(k) options.
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4 steps to finding good, cheap stocks
02-March-2018 - usatoday.com
As a new stock investor, the toughest job is finding quality, inexpensive companies to buy.
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J.C. Penney is slashing hundreds of jobs
02-March-2018 - usatoday.com
In the wake of a disappointing holiday quarter, J.C. Penney is slashing hundreds of jobs.
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Missouris Valley Insurance Agency Alliance Adds 4 Team Members
02-March-2018 - insurancejournal.com
St. Louis, Missouri-based Valley Insurance Agency Alliance (VIAA), with 100 independent insurance agency members in Missouri and Illinois, recently hired four new employees. Clinton Mudd and Michael Thornton will serve as sales development coordinators. Their responsibilities include working with alliance
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J.C. Penney slashes over 350 more jobs after disappointing quarter
02-March-2018 - usatoday.com
Layoffs continue for JCPenney, with the retailer eliminating around 360 more jobs. Veuers Nick Cardona has more.
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IPPR welcomes calls for joint UK-EU customs union and maintaining EU standards
01-March-2018 - onrec.com
Following Jeremy Corbyns speech this morning outlining the Labour Partys plan for a joint customs union, Marley Morris Senior Research fellow says: Posted in News archive on 01 Mar 2018 Labour is right to support a joint UK-EU customs union, which is necessary to avoid a hard border in Ireland and eliminate costly rules of origin checks for business. If negotiated correctly, a customs union would allow the UK to benefit from the EUs 34 preferential trade deals with more than 50 third countries, giving easier access to a third of the worlds market by value. As we argued in December, a customs union is a key component of our proposal for a shared market between the UK and the EU that prioritises alignment with single market rules, with the option to diverge over time. Only through this broader commitment to single market alignment can the full benefits of the single market be secured. It is also right that both Labour and the Conservatives have committed to maintaining EU rights, standards and protections. IPPR polling has found widespread support for EU-derived consumer, employment and environmental standards: 73% of the public support retaining or strengthening the Working Time Directive, 84% back keeping or extending consumer cancellation rights, and 74% want to maintain or increase renewable energy targets. www.ippr.org
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Its Tourney Time for Hiring
01-March-2018 - workforce.com
Hackathons and boot camps are great ways to find software engineers. But what about the rest of the workforce? Forget résumés. Candidate challenges are the new tool to find top talent. The post Its Tourney Time for Hiring appeared first on Workforce Magazine .
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How much tax to withhold? New calculator to help figure it
01-March-2018 - usatoday.com
The calculator from the Treasury Department and the IRS helps people determine whether they have the correct amount of money withheld by employers from paychecks.
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Trump tariffs on steel, aluminum could hurt U.S. industry; trade war fear sinks stocks
01-March-2018 - usatoday.com
President Trump says he will impose tariffs on steel and aluminum that could increase American jobs but raise prices and hurt the U.S. auto industry
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Save Money on OT Payments With the Fluctuating Workweek
01-March-2018 - workforce.com
In my never-ending quest to show you how many different ways you can screw up paying your employees under the federal wage and hour laws, today I am going to talk about how to properly calculate overtime payments for salaried, nonexempt employees. An employer has two choices in how to pay overtime to a salaried nonexempt employee: by a fixed... The post Save Money on OT Payments With the Fluctuating Workweek appeared first on Workforce Magazine .
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Live to 100? Implications for Work, Employers and Retirement
01-March-2018 - workforce.com
People have the potential to live longer than any other time in history as a result of advancements in scientific knowledge about the aging process and breakthroughs in medicine. Todays workers are already thinking in terms of longer lives. In our 2017 survey of more than 6,000 workers across the United States, nonprofit Transamerica Center for Retirement Studies asked an... The post Live to 100? Implications for Work, Employers and Retirement appeared first on Workforce Magazine .
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Dyson creates 300 new electric car jobs
01-March-2018 - bbc.com
The engineering firm says it is still on track to produce its first vehicle by 2020 - though hasn't said where it will be built.
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How to keep from going broke from your friends side hustle
01-March-2018 - usatoday.com
A record 20.5 million Americans now make a living or supplement their income with direct sales.
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Dow sheds as much as 586 points as Trump says steel and aluminum tariffs coming next week
01-March-2018 - usatoday.com
Stocks fell on Thursday after President Donald Trump said the U.S. will implement tariffs on steel and aluminum imports next week.
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Dream job: 5 steps to turn your passion into a job
01-March-2018 - usatoday.com
If you have something you love to do, there are ways to make it your profession.
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Women entrepreneurs: Pepsi chemist gives up employment, stability to join the circus
01-March-2018 - usatoday.com
In 2003 Hilary Sweeney caught Cirque du Soleils touring production of Varekai" for the first time. She was inspired.
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UAE-Based Cyber Security Firm DarkMatter Doubles Revenue in 2017 to $400M
01-March-2018 - insurancejournal.com
DarkMatter, a three year-old United Arab Emirates-based cyber security firm, has more than doubled revenue last year to over $400 million. The firm, which earns about 80 percent of its revenue from U.A.E. government contracts, plans to grow from 650
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Geico Adding Nearly 1,500 Jobs in Carmel, Indiana
01-March-2018 - insurancejournal.com
Insurance giant Geico says it will expand its operations in Carmel, Indiana, creating close to 1,500 jobs within five years. The Washington, D.C.-based company will invest more than $16 million to add an additional 104,000 square feet to its existing
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More Than 10 Sickened by Chemical Release at Pennsylvania Paperback Plant
01-March-2018 - insurancejournal.com
More than 10 employees of a Pennsylvania paperback manufacturer are recovering in the wake of a chemical release at their plant. The (Wilkes-Barre) Citizens Voice reports that Offset Paperback in Dallas Township was evacuated around 7:30 a.m. Tuesday when employees
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Going places - Britain´s top 10 fastest growing, high paying jobs
01-March-2018 - onrec.com
Data released today by the worlds largest jobsite Indeed has revealed the top 10 hottest jobs in Britains booming jobs market. Posted in News archive on 01 Mar 2018 Company Profile Indeed View profile » The booming IT and HR sectors dominate the list of fastest growing jobs Coders triumph as full stack developer vacancies surge 600% in just three years Despite the huge demand for AI and data professionals, the human touch is still valuable - the best paid role is director of customer success Data released today by the worlds largest jobsite Indeed has revealed the top 10 hottest jobs in Britains booming jobs market. The league table - which will be invaluable for anyone hoping to step up their career in 2018 - identifies the 10 fastest growing jobs that pay at least £40,000 a year. Official data shows a third of a million new jobs were created in 2017 alone. Indeeds researchers analysed hundreds of thousands of vacancies advertised over the past three years to identify the hottest jobs of the lot. The shortlist - which ranks jobs according to how in demand they are - is dominated by roles in computing, HR and business strategy. All of the roles pay well over the average UK salary of £27,600. Top of the podium is Full Stack Developer - a specialist software design job that saw demand from employers rocket by 607% in just three years. There has also been a surge in the number of HR jobs, particularly for People Analytics Managers (up 483% ) and Senior Talent Acquisition Managers (up 194% ). But not all the roles have such modern job titles. Demand for Family Solicitors more has more than doubled since 2014 (up 128% ). The best paid role in the list is Director of Customer Success, which offers an average salary of £71,680 and saw a 132% rise in job listings . Table: Best of the boom - Britains 10 fastest growing, high paying jobs Bill Richards, UK Managing Director at global job site Indeed comments: Ambitious jobseekers know that the staffing needs of employers evolve over time. The key to success is to get ahead of the curve and work out exactly what - and who - they want. Computing professionals have been in demand for decades and many employers are always on the look-out for those with good coding skills. Our data reveals just how many opportunities there are for specialists like Full Stack Developers and Machine Learning Engineers - and how much employers are willing to pay to attract them. While many of the jobs in this list may not even have existed 10 years ago, its reassuring to see there is still strong demand for time honoured roles like Family Solicitors and HR professionals. Looking forward, it will be fascinating to see which jobs clock the fastest growth in 2019 and whether any of the current top 10 make the new list.
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Employees in the North West, Wales and South West of England dream of becoming a business owner
01-March-2018 - onrec.com
A study of 1,000 UK workers by Robert Half UK has revealed that employees in the North West, Wales and South West of England are harbouring dreams of running their own business at some point in their career. Posted in News archive on 01 Mar 2018 Overall, 28% of UK workers hope to be a business owner but only 23% say its a realistic ambition Those in Liverpool, Manchester and Preston want to lead their own business and are confident they will achieve their dream A study of 1,000 UK workers by Robert Half UK has revealed that employees in the North West, Wales and South West of England are harbouring dreams of running their own business at some point in their career. Cities such as Liverpool, Manchester and Preston have the highest proportion of employees (35%) who aspire to go it alone and set-up their own company. Employees in the North West are not only dreaming big but they are also most confident about their chances of success, with 31% saying the role of business owner is a realistic ambition, compared to 23% nationwide. On the other hand, while those in Wales are more ambitious with 34% wanting to become a business owner, they also displayed a bigger gap between aspirations and reality. Only 9% were convinced that becoming a business owner was an attainable career goal. At the other end of the scale, employees in Northern Ireland and the East of England were less concerned about starting their own venture. Just 11% of employees in Northern Ireland cited becoming a business owner as an aspiration although 17% believed it could be a realistic career goal. Less than one in five (19%) employees in cities in the East of England including Cambridge and Peterborough dream of going it alone but 21% see it as achievable. Region Employees with dreams of becoming a business owner Employees who see being a business owner as a realistic goal North West 35% 31% Wales 34% 9% South West 32% 20% Scotland 30% 24% London 30% 27% Yorkshire 28% 27% North East 27% 24% South East 26% 16% West Midlands 25% 28% East Midlands 25% 17% East England 19% 21% Northern Ireland 11% 17% UK average 28% 23% *Data doesnt total 100% as distinct samples shown. What this trend outlines is the changing world of work. While unlikely that all of those surveyed will start their own business, professionals today are increasingly looking for autonomy in their roles in order achieve a fulfilled working life. Employers can help them realise these ambitions in other areas for example, by giving individuals opportunities to challenge themselves or take on new responsibilities, said Matt Weston, Managing Director at Robert Half UK . In todays employment climate, skilled professionals have the ability to decide and design their own career paths, so businesses who proactively work with their employees to meet their goals will be better placed to retain them.
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6 Hints on How to Prepare Yourself for a Video Interview
01-March-2018 - onrec.com
Job hunting is much different from what it used to be before the digital age. Recruiters use this opportunity to reach candidates on a global level, and people seem to enjoy remote work more than traditional office jobs. Posted in News archive on 01 Mar 2018 And not only them. Statistics say that the number of organizations who use video interviews to recruit employees has reached 63%, which saves both time and costs that come with traditional face-to-face meetings. The interesting thing about online interviews is, this has become somewhat of a trend not only for those who recruit people globally, but even those who recruit people located in the same city! It is simply cheaper and much more flexible than traditional interviews explains Bethany Grease, an HR manager at Rushmyessay UK . Benefits of Video Interviews Knowing how popular video interviews has become with employers on a worldwide level, you must learn to become more comfortable with the idea of talking to a recruiter via video. This is a cost-effective way for the organizations to meet good candidates, but also a much more flexible opportunity for you to get job opportunities. Just imagine you can talk to an employer from the commodity of your own home, instead of travelling to their office for a face-to-face meeting. In todays highly competitive job market, chances are you will have to do a dozen interviews before you get the job you want. If all employers are willing to do video interviewing, you get more time to find the job you seek, and not run around town to get to different locations. It is even more beneficial for those who want to work in a different city or a country. Video interviews open more opportunities for employment, and cut down on travelling costs. A Guide to Help You Get Comfortable with Video Interviews Very few people feel completely comfortable with video interviews. In a couple of years or perhaps decades , millennial job seekers will use this option as the preferred method for meeting the recruiters, but until then, this group are the only ones who feel free to use Skype and social media for almost everything. If you feel like you are not equipped to handle a video interview, or are too attached to the traditional interview methods, this guide will help you kill your webcam phobia and learn to communicate online. 1. Check the Tech Checking the tech only takes minutes of your time and can save you from many uncomfortable situations and problems with connectivity. Make sure to set up your technology before the start of the interview: Turn on the computer a couple of minutes beforehand Check the audio recorder and the webcam Familiarize yourself with the microphone and the webcam and see how they work Set your camera at eye-level Make sure your internet connection is good Check the battery and plug in the charger Have all the documents and notes you think you may need close to hand 2. Find a Place where You Wont Be Disturbed Have you seen that funny video of the BBC professor whose interview was gatecrashed by his children ? This video quickly went viral, and served as a great lesson of how important this step is in prepping for an online interview. Make sure you wont be disturbed and find a spot where you can speak clearly to the recruiter. If you have to do the interview at home and other people are there, lock the room and warn others that they should not disturb you for the next half an hour or so. 3. Get Rid of Distractions Make sure to turn off all the things that may interrupt you or the recruiter your phone, the notifications and applications on your computer, the TV, etc. Such distractions will give the impression that you are not taking the interview seriously. 4. Prep the Surrounding People will see your surrounding on video, so make sure everything looks perfect. The room you are in should look visually attractive, so remove everything that can pose as a distraction or looks bad to the eye. So, no laundry on your floor or a pet scratching his ears behind you! Make sure the set for your interview is perfect, and everything in the background is accounted for. 5. Dress to Impress Going pantsless is tempting, but it is definitely not a good idea! Yes, you are not interviewing in person, but your appearance should be complete and professional. Even if you think only your top will be seen, there are many embarrassing situations you may find yourself into just because you were too lazy to dress up. Choose your clothes as if this were an interview in person. Avoid busy prints because they can be distracting in video interviews, and choose appropriate clothing only. Make sure you look neat shave if you are a man, or put on some make up if you are a girl. Basically, this part is the same as for face-to-face interviews. All you have to do is make sure you dress to impress from top to bottom! 6. Check the Lighting Lighting is very important in video interviews. Setting the camera in the right position and the microphone close to you is not going to work unless you make sure the lighting illuminates your face properly. Put some light behind the computer to make sure there are no shadows and the recruiter can see you clearly. Recruiters need to be able to hear and see you to notice your body language and listen to what you have to say without any technical difficulties. Note that the lighting can make the face shiny on the screen, so practice the camera and lighting set-up before the actual interview begins. It only takes a little bit of technology knowledge and some surrounding touch-ups to prep for a successful video interview. Of course, you should be qualified for the job and prepared to answer the questions, but seeing that you are not visiting an already prepped office in the company, this is the part you have to take care by yourself.
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IPPR welcomes calls for joint UK-EU customs union and maintaining EU standards
01-March-2018 - onrec.com
on 01 Mar 2018
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10 Tips foran Effective Assignment
01-March-2018 - onrec.com
Assignments cover a critical portion of your marks; therefore, it must be written with great care. The students always need Assignment help to make them look more organized and effective. Here are the tenimportant tips for doing an assignment: Posted in News archive on 01 Mar 2018 1.Early Start: The first thing that you must do for writing an assignment is to start early. You should start thinking about what you are going to do right after the assignmentis assigned to you. In that way, you will be able to have enough time to write the assignment and revise it so that you get maximum score for it. 2.Brain Strom Ideas: Right after you get the paper, start thinking about it for next couple of days. You never know when the best idea will pop up in your mind. Therefore, you must stay alert all the time. 3.Research Topic: Take the ideas that you have and go online and do research on them. You can also go to a library and do more research on them. 4.Outline Topic: Now, you can start outlining your topic. You must describe the assignment topic based on what you want in your assignment and how you want it to be. You must not take shortcuts for doing this because this is the critical stage. You are supposed to organize your thoughts and to get the cohesive assignment that connects to it. 5.Start Writing Assignment: You can now start writing the assignment based on your outlines. Make sure you organize the assignment in a way that one outline heading depicts only one thought. There must be an excellent introduction and conclusion. This is how you can write an effective assignment. 6.Vocabulary Selection: It is one of the most things to address here. One of the biggest blunders that you make while writing the assignment is the use of words thats meaning you do not know. You just go to the source and look for the synonyms. Then, you use those words blindly without knowing the sense that they must be usedfor. You should look up for the words, read the definition of the word carefully. Only then you would know that yes you want to use this word or not and this is the meaning that you are trying to convey. 7.Strong Conclusion: Every assignment must end with a proper conclusory paragraph. If it is a weak assignment with a definite conclusion , then it will be a strong assignment. 8.Cite and Reference: You must cite and reference your sites correctly. There are many different ways to cite the reference, so, you must ask the person who gave you the assignment about the style you have to use in your assignment reference section. 9.Re-Read Assignment: One must re-read the assignment at the point of its completion. The best suggestion is to complete your paper. Leave it for 2 to 3 days and then go back and re-read it. In this way, when you will go again, you will feel as if you are reading something new. This way you can see and evaluate the assignment. It will help you reorganize your paper and making it much better than before. 10.Use Writing Centers: It will help you in writing an effective assignment. It will help you learn how to write an assignment and helps you to get the maximum score for your assignment.
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