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Jobmobile News - News of the world of labor
Scaramucci out as White House communications director after 10 days
31-July-2017 - abajournal.com
Anthony Scaramucci is out as White House communications director after just 10 days on the job. Scaramucci was reportedly ousted at the request of President Donald
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U.S. pending home sales rise; Midwest factory activity slows
31-July-2017 - reuters.com
WASHINGTON (Reuters) - Contracts to buy previously owned U.S. homes rebounded in June after three straight monthly declines, but the housing market remained constrained by a shortage of properties available for sale.
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Devon Energy sells shale oil assets in Texas
31-July-2017 - usatoday.com
An Oklahoma City-based energy company agreed to sell $340 million in oil and gas assets as the sector continues to grapple with stubborn oil prices.
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U.S. pending home sales improved in June
31-July-2017 - usatoday.com
Americans signed more contracts to buy homes in June, snapping a three-month decline in pending sales.
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Why Passion and Caring Arent Enough to Drive Diversity Efforts
31-July-2017 - workforce.com
A recent posting for a diversity-related job in a medium-sized organization included an all-too-common phrase in its description of the ideal candidate: Must have a passion for diversity. Aside from passion and a few years of experience, the description said little else of substance about the ideal candidates qualifications. I could already tell the organization was off to a rocky... The post Why Passion and Caring Arent Enough to Drive Diversity Efforts appeared first on Workforce Magazine .
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Younger Workers Eye Short-Term Financial Goals
31-July-2017 - workforce.com
When it comes to setting financial goals, younger employees are less focused on retirement and more concerned about meeting day-to-day expenses, and that should concern employers, according to a recent study by accounting firm PwC. About one-third of millennial and Gen X employees have withdrawn money from their retirement plans and about half think its likely they will need to... The post Younger Workers Eye Short-Term Financial Goals appeared first on Workforce Magazine .
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Insurers Await Trump Decision on Health Insurance Cost Subsidies
31-July-2017 - insurancejournal.com
Health and Human Services Secretary Tom Price said Sunday that no decisions been made on whether to continue key Affordable Care Act subsidies to health-insurance companies, but that the administrations job is to follow the law of the land. A
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Iowa Man Awarded $4.5M in Age Bias Lawsuit Against Hospital
31-July-2017 - insurancejournal.com
A jury has awarded $4.5 million to a former employee who sued an Iowa hospital for age bias and retaliation. The Des Moines Register reports that the jurys July 24 decision came after a 10-day trial of Grinnell Regional Medical
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At Labors Urging, House Bill to Speed Self-Driving Vehicles Exempts Trucks
31-July-2017 - insurancejournal.com
Labor unions are urging a slowdown as lawmakers fast track legislation to allow self-driving vehicles on the road, a potential boon to some union jobs and an existential threat to others. The House Energy Commerce committee last Thursday advanced
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Indiana RV Manufacturer Fined $10K after Workers Forklift Death
31-July-2017 - insurancejournal.com
State regulators have fined a northern Indiana recreational vehicle manufacturer $10,000 for safety violations discovered following a workers April death. Fifty-four-year-old Ricky Schlabach died of blunt force injuries April 6 after he was struck by a forklift at the Winnebago
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Bond International Software Releases AdaptUX 2.5
31-July-2017 - onrec.com
AdaptUX recruitment software & TempBuddy contingency workforce management platform integration strengthened with latest release Posted in News archive on 31 Jul 2017 Company Profile Bond International Software View profile » Bond International Software , worldwide provider of staffing and recruitment software solutions, has released the latest update to its flagship recruitment software system, AdaptUX . AdaptUX 2.5 now provides customers with enhanced recruitment and staffing cycle management features including instantaneous data synchronisation between AdaptUX and TempBuddy, multi-award winning contingent workforce software. Client, candidate and contact records will now be replicated across both software solutions, eliminating the need for duplicate data-entry and removing the risk of errors, boosting consultant productivity. AdaptUX 2.5 also delivers enhancements to the AdaptUX Reporter functionality, including the ability to generate powerful custom reports such as tracking recruitment consultant KPIs. Greater functionality is also delivered for RSM InTime integration, CV importing, candidate ownership, field search and filter capabilities and AWR management, resulting in increased usability for customers. Roderick Smyth, Group Chief Strategy and Product Officer, Bond, comments, Staffing companies can be confident that Bonds software built with over 40 years industry expertise offers them unrivalled competitive advantage. The release of AdaptUX 2.5, with the notable enhancements weve rolled out, is demonstrable proof that the development teams at Bond and TempBuddy are collaborating effectively to improve the recruitment process for those agencies providing permanent and volume temporary staffing services. Built in consultation with web usability experts, AdaptUX has the user experience at the forefront of its development, simplifying processes to give recruitment consultancies the necessary tools to be as effective as possible. Having won the Bank of Ireland Tech StartUp Award last year, TempBuddy has recently been named the best European Social StartUp at the StartUp Europe Awards, being recognised for the development and implementation of new ideas to meet social needs. To find out more about the AdaptUX 2.5 and TempBuddy integration click here , or visit the Bond International Software website at: www.adapt-recruitment-software.com Bond International Software and TempBuddy, award-winning contingent workforce management innovator, were selected for acquisition in 2016 by Symphony Technology Group (STG), who have a significant portfolio of organizations across the human capital space. In June 2017, TempBuddy and Bond announced their merger with Erecruit, the leading innovator in enterprise staffing software, VMS and onboarding solutions for large staffing firms, creating the industrys most complete end-to-end staffing platform.
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Two fifths of office workers say that IT issues hinder their ability to do their job
31-July-2017 - onrec.com
According to a survey by memory and storage experts Crucial, more than two fifths (43%) of British office workers say that IT issues hinder them from doing their job, finding they are often having to fix their own or other peoples IT issues. Posted in News archive on 31 Jul 2017 The survey 1 of 2,000 British office workers found that, 20% of office workers feel embarrassed by their lack of basic IT skills in the office. Those working in the public sector and media/marketing are the least embarrassed to admit they dont know how to use something tech based (13%). Colleagues working in IT services (27%), consumer goods (31%), food & drink (35%) are the most embarrassed. One in five (22%) office workers rated their IT skills as excellent and 47% said they were good. But delving into more specific skills, Brits admitted to not knowing how to do the following IT-related tasks: 5% dont know how to send emails 13% dont know how to scan for viruses or other infections 21% dont know how to update their software 11% dont know how to uninstall programmes 11% dont know how to open task manager 44% dont know how to upgrade memory 42% dont know how to upgrade their storage 13% dont know how to clear internet cookies and web cache 29% dont know how to defrag their drive 7% dont know how to use Microsoft Office Some Brits (14%) have even lied about the extent of their tech skills on their CV, with 67% of those lying having to then admit to employers they cant use the technology they claimed to. However, 37% got away with their tech skill fibs. Michael Moreland, Crucial worldwide product manager said, Slow technology is frustrating enough, but slow technology that is impacting performance at work is a real productivity drain. If 43% of your workforce is having their time wasted by fixing their own and other peoples IT problems, then its perhaps time to consider making some changes with your IT. Upgrading a laptop or computer with more memory and an SSD is one way to stop slow technology from taking up important time from your day. With upgraded technology, office workers can get more done and wont get bogged down by slow running or frozen PCs, leaving them to focus on whats important. Massive changes dont need to happen to improve your computer, and a memory and SSD upgrade deliver small, sustainable changes that deliver immediate and lasting results. When looking to upgrade, find guaranteed-compatible memory and SSDs in 60 seconds or less using the Crucial® Advisor tool or System Scanner and speed up your work PCs.
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Nearly three quarters of employers say retaining female talent in the workforce is the most important issue in HR in 2017
31-July-2017 - onrec.com
Next year Childcare Vouchers will be replaced, marking an enormous change in the way the government supports their parenting population and affecting millions of families and thousands of companies across the UK. Posted in News archive on 31 Jul 2017 With the increase of free childcare from 15 hours to 30 hours per week for three to four year olds and tax free childcare set to launch its very understandable that confusion is rife amongst parents and employers alike. Employers will be busy searching for new and innovative ways to replace their offering of childcare vouchers and promote their family-friendly ethos. To help businesses benchmark themselves against others in their industry My Family Care , the UKs leading provider of family-friendly employer solutions and global recruitment experts, Hydrogen have undertaken some research amongst HR Professionals in the UK as to what they see as the priorities and concerns for the coming months. The survey of 300 HR professionals revealed a huge range of policies to help their staff. The most popular were [1] : Employee helpline/assistance programme Proactive support and communication of flexible working Encouraging other types of leave (e.g. unpaid parental leave/additional holiday purchase) Family events at work (e.g summer or Christmas parties) Advice/help with adult dependent or eldercare solutions Advice/help with childcare solutions which may/ may not be part of a wider helpline Coaching/training for managers on supporting working parents/carers Backup care in childcare emergencies Parents network Seminars/webinars on parenting/caring related topic Most employers revealed that flexible working and supporting working parents and carers was important to them but strikingly, nearly three quarters (70%) rate the issue of retaining female talent after parental leave as the most important issue [2] . However, 60% of HR professionals said their company provided no form of coaching or training support for their employees going through the parental transition [3] . When it comes to the success of their family friendly initiatives, flexible working proved to be the most successful, followed by their Childcare Voucher Scheme and then enhanced maternity or Shared Parental pay [4] . When employees choose to take time off with the arrival of a new baby, it seems the enhancement of Shared Parental pay is still far behind the enhancement of Maternity or Adoption pay with 57% of respondents enhancing the latter [5] , but just one in four (25%) e nhancing Shared Parental pay (SPP) [6] . However, of those who dont enhance SPP, 61% say they were reviewing their policies and may enhance in the future [7] . Ben Black, CEO of My Family Care says: Every HR professional wants to know how they compare to their competitors when retaining and attracting talent and so we hope this report proves insightful. The most enlightening finding was the fact that nearly three quarters of employers said the issue of retaining female talent after parental leave was the most important issue but shockingly just 40% said they provided support for employees going through the parental leave transition. Employers need to understand that if they want to attract and retain the best female staff who would like to have both a career and a family they need to make changes to help them. Things are slowly changing but they need to change much, much faster! Ian Temple, CEO of Hydrogen says: As a specialist recruiter we see first-hand how hard it is for organisations to find the right people with the right skills, especially in the context of an increasing UK skills gap. Those that want to create or maintain a diverse and highly skilled workforce need to work harder than ever before to support their existing staff throughout their career and life. Family friendly benefits are slowly improving amongst some forward thinking employers. enhanced maternity or paternity pay, remote and flexible working arrangements are becoming more commonplace, but for many employers there is still a huge amount of work to be done. The line between life and work is blurring and for many of the highly skilled people that we talk to, family friendly benefits are now a high impact decision factor when seeking a new role. Within the report there is an intricate breakdown between businesses and their enhancement of maternity, adoption, paternity and shared parental leave benefits to enable companies to benchmark where they compare with others. On an observational level, based on the limited numbers available, it appears the public sector, charity, health and social care and education sectors are the most generous employers [8] . My Family Cares Childcare & Family Friendly Benefits: Employer Survey and Parental Leave Benchmark is available to download via https://www.myfamilycare.co.uk/resources/white-papers/family-friendly-benefits-employer-survey-and-parental-leave-benchmark/ .
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What does Employee Engagement look like?
31-July-2017 - onrec.com
Written by Katrina McMahon from Personal Group Posted in News archive on 31 Jul 2017 Employee Engagement has long been a hot topic in the world of HR, but it means different things to different people. Google defines Employee Engagement as property of the relationship between an organisation and its employees. Not very catchy is it? We understand that Employee Engagement has different definitions the world over but here at Personal Group we define it in three words. No spoiler yet but in the meantime, can you think about how Employee Engagement is defined within your organisation? You may find that if you ask every member of staff, each definition will be different. It is so important for an organisation to have a universal understanding of what Employee Engagement should look like in their business. Once this definition is established and adopted throughout the business, HR then needs to ensure their strategy aligns with supporting this definition. We have outlined some things to consider when aligning your definition of Employee Engagement with your wider engagement strategy. One size doesnt fit all Senior staff may be under the impression that because they are engaged, so are all staff and that there is nothing to worry about. To them, staff may be happier than ever so there is no need to rethink their employee engagement strategy. If it isnt broke, then why try and fix it? But what engages you might do nothing for me, it is important to understand that all staff are different. In order to fully understand how engaged staff really are, organisations need to get their ears on the ground and take in the opinions of all staff. You cant manage what you dont measure. Whether this be the staff survey, focus groups or engagement benchmarking, you need to understand how your staff are feeling and what can move the dial. At Personal Group, we have a group of Benefits Champions. The team is made up of staff from all areas of the business and from all levels of seniority. They let senior management know what benefits staff are using, which could do with a bit of TLC and they come up with suggestions for new benefits. This team is a great way to ensure the opinions of all staff are heard and considered when it comes to Employee Engagement practises. Engaging remote staff So you know that Employee Engagement can mean different things for different staff, it is now time to consider remote staff. With more staff working away from the office than ever before it is important that organisations help keep them engaged and understand what benefits would appeal to them as well as the wider workforce. This means that if an organisation introduces free fruit in the office, they need to understand that this might not get all staff engaged. It is so important when outlining a benefit strategy that you understand that, while it is near on impossible to keep everyone happy, you must consider the entire workforce, including those staff who arent in the head office. They dont get to take part in the water cooler chats and if they are out on the road or without computer access you need to find a way to get them engaged and feeling part of the team. An employee app is a great way to make sure staff are engaged, no matter where they are - both inside and outside of work. Quality over quantity It can be tempting to either provide the widest range of benefits or to send out lots of communications in order to promote the ones you do have. From letters, to posters to staff announcements, there are so many ways to shout about the incredible benefits on offer. However there is a danger of disengaging staff if you spend a lot of time (and money) bombarding them with information. Not only should the comms be tailored, you need to make sure that the products on offer are relevant to the staff receiving them. If you have a plethora of benefits that have been available for years, you may want to have a sense check and see if these benefits are really the ones that staff will be thankful for. Honing your communications to promote these benefits is a great way to show staff you care and help drive those engagement levels up. A push notification or targeted email showing them only the benefits you know they like is a sure fire way to make them happy. Now you have read our top tips it is time to reveal what our definition of employee engagement is at Personal Group: Unlocking Discretionary Effort . Through an advanced benefits platform and app we offer our staff, and our clients employees, access to a sophisticated range of benefits that they can access anytime, anywhere. The result? Happier, more engaged employees who will help your productivity levels soar.
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Caterer.com People Awards 2017 shortlists announced!
31-July-2017 - onrec.com
From global greats to fresh new brands, hospitality employers set new standards to attract and retain the talent they need. Posted in News archive on 31 Jul 2017 The UK Hospitality sector is the envy of the world, and rightly so. One of the UKs biggest employers, the hospitality industry provides jobs to seven percent of the working population. This ever evolving, thriving sector has a constant demand for employees at all levels, and companies work hard to recruit the right people, develop their skills and retain their valuable experience. Besides the uncertainty of Brexit, the biggest problem facing hospitality employers is without doubt the ongoing skills shortage, which is widely estimated to be reaching crisis level. Companies must now focus, invest and innovate to attract and retain the talent they so desperately need. Thats why the team at Caterer.com, the largest and most successful UK hospitality job board, are proud to celebrate the finest hospitality employer initiatives in recruitment, development and retention through our Caterer.com People Awards. This year we were absolutely inundated with entries from employers of all sizes, from all sectors and regions of the UK, representing the wealth of fantastic work that goes on to engage hospitality talent at every stage. Our panels of judges had a serious task on their hands to whittle these entries down to shortlists and winners, but judging has now taken place and Caterer.com is thrilled to announce the shortlist for the 2017 Caterer.com People Awards. Our shortlist this year includes a huge range of employers representing the true diversity of this wonderful industry, including Hilton Worldwide, Compass Group, Rezidor Hotels, Green King, YO! Sushi, LEON Restaurants, Dishoom, National Theatre, Sodexo Ascot Racecourse, POD Food, Reds True Barbecue, Liverpool FC and Brewhouse Kitchen. To be held at the Park Plaza Westminster, London on October 5 th , the awards ceremony promises to be an exhilarating night celebrating the continual evolution and improvement of hospitality recruitment, retention and development. The awards are headline sponsored by Octane HR Solutions, and category sponsors include Admiral Recruitment, CORE Recruitment, Off to Work, People Bank and Talent Hive. Winners will be announced across 13 categories: Employee Engagement Programme, Employer Brand Campaign, Rewards and Benefits Initiatives, Learning & Development, On-Boarding Programme, Emerging Talent Initiative, Candidate Experience, Launch Campaign, Diversity, HR Team, In-House Recruitment Team, Leadership in Recruitment, Retention and Development and the special Ambassador to The Industry Award. The shortlist in full can be found here. Our Caterer.com People Awards are an essential date for employers and recruiters in the hospitality industry events calendar and table booking is now open. Bring your teams, and join us along with 500 of your industry peers for a wonderful three-course dinner, wine, entertainment and an evening of celebration toasting the hard work of hospitality employers. The 2017 Caterer.com People Awards will be hosted by the hilarious Katherine Ryan, so its sure to be a night to remember. Event details can be found here and you can make your booking via awards@caterer.com Congratulations to all the shortlisted employers! We look forward to seeing you at the event on October 5 th .
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Gender pay gap reporting: Dont leave room for misinterpretation
31-July-2017 - onrec.com
By Geoff Pearce, Gender Pay Specialist at NGA HR Posted in News archive on 31 Jul 2017 The legal obligations for gender pay gap reporting are pretty straight forward. You simply need to publish six figures. These are your: Mean gender pay gap Median gender pay gap Mean bonus gender pay gap Median bonus gender pay gap Proportion of males and females receiving a bonus payment Proportion of males and females in each quartile band And youve got until April 5 next year to do it, or slightly sooner if you are in the public sector (March 31). How could this possibly cause you a headache? Well, when you start thinking about the potential impact from publishing the figures you quickly realise there could be numerous consequences. What does good look like? The first thing most people are asking is whether their figures will look comparatively good or, not as the case might be. The truth is we dont know what good looks like right now. We also dont know how other organisations will present their findings or what mitigation they may provide. However, organisations have been told (not asked) to publish these figures because gender pay gaps exist. The government wants this exposed to encourage organisations to take action. Differences in pay may not be evident when men and women first enter the workforce but income levels do tend to differ as employees pursue their individual career paths. There may be a variety of justifiable reasons why a gap develops between men and women but the size of that gap may surprise you when you look at the averages. Who will take notice? The second thing to think about is who will pay attention to those averages? There are clearly groups with a vested interest, such as lobbyists and politicians. They will be eager to inspect the numbers and highlight any perceived inequalities. Closer to home, your organisations employees will want to compare their income with the average. This is bound to have an impact on how valued they feel by their employer. As these figures will be published on company websites, there are also providing a very visible measurement for potential new recruits, who will look at these statistics when making a judgement on which companies they might like to work for. We need to consider what all these people going to think when they look at those crude averages. Scope for misinterpretation There isnt any requirement to provide additional commentary, but without it there is huge scope for the figures to be taken out of context. A high gender pay gap could easily be interpreted to mean that a company has gender pay inequality issues when that may not be the case at all. These figures do not take into consideration the composition of the workforce or the nature of the jobs being performed. They are averages across the whole workforce not a direct comparison between two people performing the same or similar jobs. A failure to provide any explanation as to why a gender pay gap exists in your organisation would, however, leave people to draw their own conclusions. Controlling the narrative Whats clear is that if an organisation is going to tell the story behind the headline figures, they will have to conduct a more detailed level of analysis. They will need to go way beyond what they are legally obliged to provide. In doing so, however, companies will gain a better understanding of what is truly happening within their organisation. The results will either help them to justify their current pay policies or help them realise that a problem might exist. If the latter is true, organisations will still have time to take the actions required to rectify the issue before the deadline for publication arrives next year. And come March or April, when their figures go public and they come under scrutiny, organisations can be on the front foot when it comes to offering an explanation, highlighting what has already been done to tackle the problem and outlining their future plan of action.
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REC responds to Home Secretarys comments on post-EU immigration
31-July-2017 - onrec.com
Responding to Home Secretary Amber Rudds comments in todays Financial Times, which indicate that the Migration Advisory Committee (MAC) will carry out an assessment of the role of migration in the UK labour market, Recruitment & Employment Confederation chief executive Kevin Green says: Posted in News archive on 31 Jul 2017 Company Profile REC View profile » Our research shows that in many sectors there is a high reliance on EU workers, including construction, hospitality and healthcare. The current UK workforce alone cannot meet demand so we need government to deliver policies that will safeguard access to the people we need. Decisions about the future immigration system must be based on data, evidence and analysis. This is the clearest indication yet that the message is getting through to policy-makers and we welcome the announcement that the MAC will inform options for the future immigration system. The best way to provide clarity to employers and EU workers would be to develop a five-year roadmap for the implementation of new immigration policy which avoids a cliff edge when the UK leaves the EU. The REC and our members are ready to help shape a post-EU immigration system that is fit for purpose and based on evidence. The Home Secretarys announcement follows the publication of two reports by the REC: Building the post-Brexit immigration system: an analysis of shortages, scenarios and choices , produced in partnership with the Migration Policy Institute and Fragomen LLP, provides comprehensive analysis how the 2.2 million EU nationals currently participating in the UK labour market contribute by sector and region, and recommends that greater independence and autonomy should be granted to the MAC to inform policy and establish evidence-based targets. Managing migration in a way that supports labour market success is an analysis of immigration in Norway, Switzerland, Canada and Australia, providing lessons to help inform policy in the UK.
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THE ENGINEERS ARE COMING: Nearly 1 million teens could fill Britains vacant engineering roles, but they dont know where to start
31-July-2017 - onrec.com
With an annual shortfall of at least 20,000 skilled workers, generating interest in engineering has been firmly on the agenda for recruiters and hiring managers for some time now. A new report by recruitment website Jobsite shows this could finally be making a difference, as findings reveal as many as 50% of 16-18 year olds would consider a career in the this field. Posted in News archive on 31 Jul 2017 50% of teens aged 16-18 would consider a career in engineering. However, 63% dont know which qualifications are needed. 40% of engineers believe advertised roles reinforce gender stereotypes With an annual shortfall of at least 20,000 skilled workers, generating interest in engineering has been firmly on the agenda for recruiters and hiring managers for some time now. A new report by recruitment website Jobsite shows this could finally be making a difference, as findings reveal as many as 50% of 16-18 year olds would consider a career in the this field. New findings by Jobsite show that 69% of recruiters find it difficult to source engineering candidates with the right skills or experience. Soon this could be a problem of the past; perceptions are changing, as Jobsite research finds teens believe engineering is a cool (84%), creative (86%) career choice. Reasons stated for being attracted to an engineering career include the ability to solve challenging problems (57%), opportunity to build things (55%), career progression (42%) and salary (39%). This view is shared by current engineers who cite rewarding work, job security and varied workload as the best parts of the job. But, its not all good news. Despite 87% being aware of engineering as a career by age 18, a whopping 63% of teens surveyed were not aware of the qualifications needed to pursue it. Work experience provides some students a way to explore chosen career options, however 70% have not been presented with any opportunities for work experience in the sector. Gender stereotypes also continue to hold the sector back as half of teens believe engineering is a male career choice. Whilst the majority of engineers do not agree (77%), nearly half (40%) think that advertised roles reinforce these stereotypes and that engineering does not represent women adequately (50%). For more of our findings and recommendations about the engineering industry, click here to read our article and report. Jobsite CEO Nick Gold said- Over the last decade, careers in tech have become aspirational. Now its time for engineering to revitalise its image and do the same. Through role models and high profile projects, Britains teens are finally seeing that STEM careers are a way to satisfy a range of needs and make a real difference in society. Our report highlights the need for recruiters and employers to demonstrate a clear path into these careers for young people today. Engineers we spoke to cite a range of routes into the industry, not just through degrees but also apprenticeships and on the job training. This proves engineering to be a very accessible career choice, regardless of academic strengths and background. Demystifying this is the key to attracting and nurturing the talent needed to fill the shortfall.
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Macildowie strengthens team with seven new starters
31-July-2017 - onrec.com
Posted in Appointments Midlands-based recruitment consultancy Macildowie is once again expanding, with seven new starters, following a very successful first half of 2017 and a surge in demand for its award-winning services. on 31 Jul 2017 The appointments include a managing consultant, three recruitment consultants, two trainees and a member of support staff, across its offices in Nottingham, Leicester and Milton Keynes. Milton Keynes is set to benefit from the extensive experience of Sunil Bali, who joins the team as a managing consultant, recruiting in the senior HR space. Sunil is a coach, published author and speaker, and in recent years has been Head of Talent at business giants Vodafone, Santander and Co-op. Leicesters newest additions include Becca Wilson, who after a period away working in the family business, re-joins Macildowie, working within the Supply Chain team. Leicester is also welcoming Neale Farthing, who joins as a trainee consultant within the HR division, after a successful Rugby youth career, playing for Leicester Tigers Academy and going on to achieve five caps in Englands Under 18 side. The Finance division in Nottingham will be enhanced with the addition of Megan Ward as a recruitment consultant, whilst James Proctor joins the Procurement and Supply team as a trainee. Chantelle Arnold will be the newest recruit to the support team. Commenting on the appointments, managing director James Taylor said: We are delighted to be welcoming such a pool of talent within the wider team here at Macildowie. Our internal recruitment process was sparked by an increased demand from our clients to find high quality candidates to support their business needs. Our ambitious three-year Building Great Futures initiative, which focuses on internal staff development to create a market-leading customer value proposition, is well underway. The appointment of these seven new starters, all of whom join an additional seven appointed in the late spring, is solid evidence of the success of this strategy, and marks a period of unprecedented growth for the business. Macildowie, which counts Paul Smith, E.ON and Boots within its client portfolio, made a repeat appearance on the Sunday Times Best Small Companies to Work For list this year. It was also awarded the prestigious 3-star extraordinary accreditation, which uses questionnaires to measure staff satisfaction in eight areas across the business, such as personal growth opportunities and the leadership provided. For more information about Macildowie visit www.macildowie.com .
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Job hunters: Make the most of the lowest unemployment rates since 1975
31-July-2017 - onrec.com
Figures from the Office for National Statistics recently revealed that unemployment rates are currently at their lowest since 1975 at just 4.5% in the run up to May of this year. Posted in News archive on 31 Jul 2017 After some tumultuous years following the economic recession, these promising figures indicate that now is the time to be job-searching. Vitally, this also suggests that wages should begin to rise and that it will become increasingly difficult for shoddy employers to hold on to their workforce, as employees will seek better jobs. Its vital for job-hunters to sell themselves on their applications to make the most of these opportunities. DYWAJ Do You Want A Job? are experts when it comes to CVs, their online service allows employers to find candidates via intelligent searches of hundreds of thousands of CVs online. Here are CEO Darren Diamonds top tips: What to leave off your CV When employment is high, businesses are looking for the very best candidates to fill any vacant positions. This means you should carefully tailor what you include and what you leave off your CV! Uncertainty about your career It may sound obvious, but its astounding how many CVs show uncertainty about the job path and career they are embarking on. With such huge pools of applicants, employers will only choose those who seem genuinely interested in the opportunity. Ensure you make sense of every step in your career progression, bringing together any relevant experience from each, while explaining why your skills and interests perfectly fit the role. Lack of confidence in your abilities Employers are looking for someone with the self-assurance to work independently. Therefore you shouldnt express a lack of confidence relating to the key aspects of the role. When it comes to the interview, its fine to say where your weaknesses lie, but dont do yourself an injustice by emphasising your shortcomings. Unimportant jobs from ten years ago Your CV shouldnt be a personal autobiography of every job youve had since you left school. You should see it as a marketing document which is revised and rewritten until perfect. Its fine to leave aspects of your life history out as this will place more emphasis on the important parts. Failures or weaknesses in academic achievements While its vital that youre honest about your achievements on your CV, you dont have to list every low grade or failed module. Many employers will be more interested in your experience than academic achievements, so dont bring their attention to your educational weaknesses. What to do if youre lacking experience If youre applying for a role you dont have a lot of direct work experience for, make the most of your other qualities such as skills, attitude and enthusiasm. Identify other aspects which qualify you for the position Paid experience isnt all that counts when it comes to your CV. Think outside the box and the confines of the job title for other experience you can talk about. Consider any relevant voluntary work, placements, projects or extracurricular activities that can be highlighted. Be honest about your skills Talk about your skills honestly and sensibly. The employer wont expect you do be a genius or expert at this point, so provide plenty of examples of when you have demonstrated transferrable skills. Remember that employers are usually more interested in what you can do than what you have done previously. Dont overdo it If youre lacking relevant work experience, it can be tempting to fill your CV with long sentences, rambling paragraphs and excessive detail. Dont fall into this trap! Its best to keep your CV to a maximum of two pages and to stay focused throughout. If youre considering a change of job or are looking to embark on your dream career, now is the time. Make the most of the skills and experience you do have and, most importantly, dont undersell yourself! DYWAJ Do You Want A Job? ( www.dywaj.co.uk ) is an online service which allows employers to find candidates via intelligent searches of hundreds of thousands of CVs. Upload your CV for free today so that employers can find you and to get a free CV review
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How to avoid regretting a purchase
31-July-2017 - usatoday.com
If youve ever regretted a purchase, you know shopping isnt always a rational experience. Heres how to make better decisions about what you buy.
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Tired of the corporate grind? A welders torch may be your ticket
31-July-2017 - usatoday.com
Some white-collar workers are switching to blue-collar jobs
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Daimler finance arm expects record year after first-half gains
30-July-2017 - reuters.com
BERLIN (Reuters) - Daimler's finance arm said it was heading for another record year after signing nearly one million new leasing and finance contracts between January and June.
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A CHRO Sheds Light on Blending Tech Cultures Post-acquisition
30-July-2017 - workforce.com
Sphera CHRO Laura Hanson Three months after the acquisition of U.K.-based software company Rivo Software, Sphera Solutions is working to bring employees into the Sphera family. Chicago-based Sphera is a global provider of operational excellence software and information services with a focus on operational risk, environmental health and safety, and product stewardship. Laura Hanson, Spheras chief human resources officer, is... The post A CHRO Sheds Light on Blending Tech Cultures Post-acquisition appeared first on Workforce Magazine .
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Virgin sets a course for transatlantic top spot after agreeing tie-up with Air France
30-July-2017 - telegraph.co.uk
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Tesla´s Musk hands over first Model 3 electric cars to early buyers
29-July-2017 - reuters.com
FREMONT, Calif. (Reuters) - Tesla Chief Executive Officer Elon Musk said on Friday the Model 3 had over half a million advance reservations as he handed over the first 30 to employee buyers, setting the stage for the biggest test yet of the company's strategy to become a profitable, mass market electric car maker.
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Wells Fargo cuts 69 executive jobs: spokesman
29-July-2017 - reuters.com
Wells Fargo & Co said on Friday it is cutting 69 executive jobs at its retail unit, as part of a restructuring in the division.
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How to cut the cost of motoring for under-25s
29-July-2017 - dailymail.co.uk
While a recent fall in fuel prices has offered young drivers a little respite, other costs such as eye-watering increases in insurance premiums remain a major financial burden.
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How to improve your business productivity
29-July-2017 - dailymail.co.uk
UK productivity is now back below levels seen before the financial crisis in 2007 and for the past decade, average productivity growth has been negative - but why does it matter and how do we improve it?
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Meet the woman who is protecting £13bn estate for Queen and country in the best job in property´
29-July-2017 - telegraph.co.uk
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Teachers: Heres how to ace retirement without Social Security
29-July-2017 - usatoday.com
About 40% of public school teachers arent covered by the Social Security system. That goes back to the initial draft of the Social Security Act in 1935.
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My male colleague is paid more than me for the same job
29-July-2017 - dailymail.co.uk
As the BBC pay disclosures bring the gender pay gap back into the spotlight, we ask a lawyer what employees can do if they feel they are being paid less than a colleague in the same job.
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How to accept a job offer like a boss
29-July-2017 - usatoday.com
How you accept the job is just as important as getting it.
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Portion of Hospital Parking Garage in West Virginia Collapses; Injures 3 Workers
28-July-2017 - insurancejournal.com
A hospital spokesman says three construction workers have been injured when a small section of a hospital parking garage collapsed in West Virginia. Charleston Area Medical Center spokesman Dale Witte says crews were pouring concrete when part of a floor
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Viewpoint: Employers Rejecting Marijuana Users Will Pay a Price
28-July-2017 - insurancejournal.com
In Youngstown, Ohio, the employment problem is not a shortage of jobs. Nor is it a shortage of workers. The problem is not stingy employers who dont want to pay enough to attract good workers. Nor is the problem that
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Pennsylvanias KMRD Partners Hires Salmon to Risk Management Team
28-July-2017 - insurancejournal.com
KMRD Partners, a Warrington, Penn.-based boutique risk management and human capital solutions firm, has hired Kirk Salmon to its risk management team. As a sales and relationship manager, Salmon will work closely with select prospects to evaluate their current risk
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Acacia´s terrible week ends with senior employee detained in Tanzania
28-July-2017 - telegraph.co.uk
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Laurene Powell Jobs takes majority stake in The Atlantic
28-July-2017 - usatoday.com
Laurene Powell Jobs, philanthropist and widow of Apple co-founder Steve Jobs, is buying a majority stake in The Atlantic.
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How to start your own music festival
28-July-2017 - bbc.com
Newsbeat speaks to the people behind three festivals which have sprung up from nothing in the past decade.
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Access Group announces significant growth in staffing division as it continues to serve the recruitment industry
28-July-2017 - onrec.com
As Access Group, draws its financial year to a close, it is undeniably going from strength to strength with over 40% of the UKs top 500 recruitment agencies and 75% of the top 20, now relying on Accesss products. Posted in News archive on 28 Jul 2017 Access Group enters its new financial year in an incredibly strong position - primed to continue its success story within the staffing market In the last 12 months it reports a significant growth in the recruitment division with over 40% of the UKs top 500 agencies now Access customers It continues its investment to deliver the most complete portfolio of business applications to help those in the UK staffing industry to thrive and improve margins The complete portfolio now spans pre-employment background screening, recruitment CRM, payroll and billing with new modules, such as a GDPR portal being introduced later this year As Access Group, draws its financial year to a close, it is undeniably going from strength to strength with over 40% of the UKs top 500 recruitment agencies and 75% of the top 20, now relying on Accesss products. The end of a financial year is the time to take stock of a business and its current trajectory, and with the number of leading recruitment agencies that now rely on Access products, its clear that the Access Group is set to continue its market share growth within the staffing industry. With a promise to help the recruitment sector and an impressive customer list now boasting the likes of Adecco, Randstad, Morgan Hunt, McGinley, Staffline and Impellam, Accesss recruitment division, is doing just that. Its portfolio has significantly expanded from its original flagship CRM product, Access RDB, with this years acquisition of Safe Computing. With the integration of Safes proven Pay and Bill software, Tempest, recruiters can manage their entire recruitment process from one platform. This means one single point of data entry that flows from the front-end CRM right through to finance and payroll freeing up the recruiters time from dealing with systems, IT and manual processes to focus on what they do best. The Safe acquisition, which was considered by Chris Bayne, CEO of Access Group as a game-changer for the company, also brought Safe screening, a clever online pre-employment candidate checking product. With around 85% of checks automated by Safe screening it is ideal for those in the fast moving temp world who need to undertake a high volume of background checks quickly, whether ID, DBS, Right to Work, credit or full reference and education checks. At Access there has also been a considerable drive to ensure customers are getting the most from their software investment. To support this, a dedicated customer success programme kicked off earlier in 2017 with a team of new customer success managers focused to do just this. Paul Vogel, managing director of Safe Computing also highlights the importance of this customer first approach, noting that its critical that we continue investment in new systems and new process to support the products that our customers use as well as those that the market needs. In a final statement from Andrew Forster, director of the Access recruitment division, he announced that this year will also see the introduction of the Access recruitment GDPR portal that will make it easier for recruiters to comply with the latest government regulations, as well as providing customers with access to use its products in more convenient ways. Andrew comments were now able to deliver more value to our customers and provide the most complete portfolio of business applications for the UK staffing industry. Were delighted that many of our clients are now using the full suite of recruitment products we offer and seeing benefits across their complete agency. Access Group continues to deliver on its mission to help recruitment businesses thrive and improve their margins through greater cost control, improved productivity and compliance. With further plans to integrate a host of additional products that enable agencies greater abilities to source, screen and bill clients, as well as staying complaint, its clear that going into the next financial year theyll be staying true to their initial purpose.
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REC statement on Supreme Court ruling that employment tribunal fees unlawful
28-July-2017 - onrec.com
The UK Supreme Court ruled today that the fees for employment tribunals introduced by the government in 2013 are unlawful. Commenting, REC chief executive Kevin Green says: Posted in News archive on 28 Jul 2017 Company Profile REC View profile » Fair treatment at work and equal access to justice is the foundation of a modern, successful labour market. The government needs to think again about its management of the tribunal system. As we predicted at the time, the imposition of these fees deterred too many people from seeking redress against bad corporate behaviour. However, Ministers must keep in mind that the system wasnt perfect before and that significant backlogs of cases and too many vexatious claims caused unjust delays for legitimate complainants. They need to strike a balance where workers rights are protected and compliant businesses are not burdened by having to address spurious cases.
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HR jobs up 9% in the UK year on year
28-July-2017 - onrec.com
ROBERT WALTERS UK JOBS INDEX Q2 2017 Posted in News archive on 28 Jul 2017 The number of HR job vacancies in the UK rose by 9% in the second quarter of 2017 compared to the same time last year. Demand was highest for mid-level professionals to provide support for increases in headcount. The latest Robert Walters UK Jobs Index has revealed that the number of HR vacancies has risen across the UK, with the number of jobs available in the second quarter of 2017 up 9% compared to the same time last year. Despite uncertainty surrounding the recent General Election, many employers are still looking to increase headcount. This in turn is leading to greater demand for HR professionals to manage growing staff numbers. Nick Allwood, HR Recruitment Manager, comments: While businesses are aware that a period of transition is approaching as Britain negotiates its exit from the EU, many are still looking to increase headcount across a range of functions. This, in turn, is driving demand for HR professionals, particularly those at the junior and mid level, to fill a mix of core functions and more strategic roles. For mid-level roles, HR professionals specialising in training and employee development are in notably high demand, as businesses look to invest in upskilling their staff to compensate for skills shortages that may occur as Britain develops new immigration policies. LEGISLATION CHANGES TRIGGER DEMAND FOR COMPENSATION SPECIALISTS Impending legislation will require businesses over a certain size to publish the relative rates of pay for male and female staff. This is another factor driving demand for HR professionals, particularly those specialising in compensation, as businesses look to ensure compliance with the new legislation. Nick Allwood continues: Developing systems to ensure compliance with the upcoming legislation is a growing priority for businesses. In many cases, this will require a mixture of permanent and short term contract staff. Developing and implementing systems for measuring and reporting relative rates of pay is driving demand for specialists to fill temporary positions, while the ongoing need to track rates of pay will require employers to take on permanent staff to fill these rolles. For further information, please contact Alan O'Doherty on alan.odoherty@robertwalters.com or 020 7509 8839
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Steady pay award picture
28-July-2017 - onrec.com
The median basic pay award in the three months to the end of June 2017 is 2%, according to the latest data from pay analysts at XpertHR. Posted in News archive on 28 Jul 2017 Pay awards have remained at this level since the three months to the end of December 2016. Deals settled in the key month of April will drop out of our sample next month, so there is a degree of unpredictability about which way pay awards will go as we enter a quieter pay bargaining period. However, there are no obvious signs that the median is about to shift upwards in pursuit of rising prices. While the number of pay freezes remains low (5.7% of the total sample), the interquartile range is steady (1.5% to 2.5%) and public sector pay awards, despite growing momentum to lift the current pay cap, remain anchored at 1%. Based on a sample of 290 pay awards from across the economy effective between 1 April and 30 June 2017 (covering the pay awards for almost 3.5 million employees), we find that: half of all pay awards are worth between 1.5% and 2.5%; 2% is the most common pay award, given to 29% of employee groups; a 2% pay award was recorded in the services, and manufacturing and production sectors; four pay awards in 10 (41.2%) are higher than employees received a year ago, and only one quarter (25.1%) are lower; and the number of pay reviews resulting in a pay freeze remains low, at just 5.7%. XpertHR pay and benefits editor Sheila Attwood said: Despite elevated inflation levels and low unemployment, organisations ability to pay combined with economic uncertainty are continuing to keep pay increases in check.
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Tribunal fees were denying access to justice and needed to change - CIPD
28-July-2017 - onrec.com
Commenting on the Supreme Court judgement on Employment Tribunal Fees, Rachel Suff, employment relations adviser at the CIPD, the professional body for HR and people development, said: Posted in News archive on 28 Jul 2017 Company Profile CIPD View profile » The judgement signals a welcome end to the current tribunal fee system. Given the staggering drop in claims since tribunal fees were introduced in 2013, it's clear that the fees were denying access to justice for many people. Sadly, this suggests that some perfectly valid claims have never been heard. If we are to build more open, inclusive and tolerant workplaces then workers have to have the ability to enforce their employment rights and challenge discrimination. It is clear that, not only was the current fee regime failing to provide that opportunity for redress, it did not enjoy the confidence of employers either, as shown by a recent CIPD survey which showed just a third of employers believe the fee system should be left as it is. www.cipd.co.uk
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Absenteeism is hitting UK SMEs where it hurts
28-July-2017 - onrec.com
Absenteeism is having a big impact on profitability say UK small and medium enterprises (SMEs). This is according to 71% of firms questioned in a survey commissioned by HR and payroll specialist Moorepay. Posted in News archive on 28 Jul 2017 7 in 10 SMEs say high absenteeism rates are impacting their profitability almost three-quarters believe a more proactive approach to directly address staff absence could reduce it by more than 15% Absenteeism is having a big impact on profitability say UK small and medium enterprises (SMEs). This is according to 71% of firms questioned in a survey commissioned by HR and payroll specialist Moorepay. The research found that many UK SMEs are experiencing higher than average absenteeism in their business. According to the Office for National Statistics, the average number of sick days for a UK employee is 4.3 days a year and yet almost half (49%) of small business owners said staff take more than five days off each year. For 14% this figure rises to seven days or more. Yet with higher than average sick days and the impact on profitability, few firms are taking positive action to reduce absenteeism in their business. This is despite the fact that many feel introducing policies around absences, flexible working, time off for family or medical reasons and return to work programmes can have a positive impact on reducing absenteeism. Almost three-quarters (72%) believe the use of such policies could reduce the rate by 11% or more. Whilst the vast majority of firms (91%) do track staff absences this is often paper or spreadsheet-based leaving it open to human error 39% log absenteeism in this way. Many have little insight into the true picture of absenteeism by failing to track the multiple reasons for time off work. Whilst days off sick and annual leave are commonly monitored by 75% and 66% of SMEs respectively, other reasons for absence are less well tracked. Training, compassionate leave, medical appointments, sabbaticals and duvet days are only reviewed by 55%, 51%, 50%, 28% and 22% of businesses respectively. Despite the business impact of absenteeism, many SMEs have no policies or processes in place to manage or reduce absenteeism in their business even though they recognise this can have an impact on the rate of absence. For example, almost half of businesses dont offer flexibility around time off for medical appointments (46%) and family issues (53%). According to NICE, the National Institute for Healthcare Excellence, it is estimated that absenteeism costs the UK economy £15 billion a year . And yet, many SMEs have inaccurate or incomplete data on staff absences and are unable to accurately assess how much it is costing their business, explained Lisa Gillespie, director of HR services at Moorepay. Those that recognise the business and financial implications are often spurred on to take action. Having insights into absenteeism and taking positive steps to reduce it can have a huge impact on business productivity and therefore profitability something no business can afford to ignore.
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HRO Today and CSS Release Pre-employment Screening Study
28-July-2017 - onrec.com
Nearly One Third of Employers Don't Screen for Trouble Posted in News archive on 28 Jul 2017 HRO Today and Comprehensive Screening Solutions (CSS) have announced the release of its pre-employment screening study: Catch Me if You Can - How to Choose the Best Pre-employment Screening Solution. The stakes are higher now for companies than they've ever been. In a tight labor market, there's enormous pressure to hire more employees quickly, while data and physical security remain paramount. At the same time, this study's findings concluded that there is a lack of quantification about the impact of background screening providers. More than three-quarters of study respondents weren't aware of any formal metrics for measuring the success of their background screening. "This study also found something quite alarming," said Larry Basinait, Vice President of Market Research for SharedXpertise. "Nearly one third of employers indicated that they don't screen their candidates through background checking." "Respondents in this study also told us that background checks are five times more important than the second or third most important services, which are I-9 and E-verifications and ATS integrations," said Mike Chalenski, President and CEO for CSS. "Consolidation also remains a popular option, with about sixty-three percent of respondents indicating that screening services should be offered by one provider."
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Younger workers in temporary jobs 29% more likely to experience mental health problems than those in permanent jobs
28-July-2017 - onrec.com
New IPPR analysis shows younger workers in the UKs flexible labour market are more likely to experience poorer mental health and wellbeing Posted in News archive on 28 Jul 2017 Todays new report from IPPR, the progressive policy think tank, and Business in the Community, presents new analysis which shows younger workers (born since 1982) in part-time and temporary work or who are underemployed and/or overqualified - are more likely to experience poorer mental health and wellbeing, compared to younger workers in more permanent and secure work. In July 2017, the government-commissioned Taylor Review set out the importance of ensuring more people in the UK can access good work. This new IPPR analysis sheds light on the importance of good work in relation to mental health and wellbeing. The analysis shows that younger workers in temporary jobs are 29% more likely to experience mental health problems, compared to those in permanent jobs (22% compared to 17%). It also finds that 1 in 5 younger graduates who are in jobs for which they are overqualified report being anxious or depressed (22%) compared to 16% of graduates in professional/managerial jobs. The report shows how, over the past 25 years, there has been growth in the proportion of jobs in the UK which are not permanent and/or full time (despite renewed growth in full-time work since 2012). It also finds that, compared to previous generations of younger workers, millennials are marginally more likely to be in atypical and/or insecure forms of work. 1 in 4 younger workers are in part-time work (26% in 2014, compared to 24% in 2004) 1 in 11 younger workers are in temporary work (9% in 2014, compared to 9% in 2004) 1 in 11 younger workers are self-employed (9% in 2014, compared to 7% in 2004) 13% of younger workers are graduates working in non-professional / managerial jobs almost double the rate compared to 2004 (7%) 1 in 5 younger workers aged 16-24 are underemployed (19%) more than double the rate among workers aged 25 and above The reports other key findings include: Younger workers in part-time jobs are 43% more likely to experience mental health problems compared to those in full-time jobs (20% compared to 14%). Younger workers in part-time jobs are also 33% more likely than those in full-time jobs to fall within the bottom 10% of the English adult population according to mental wellbeing (aged 16 and above). Younger workers in part-time jobs are 7 percentage points less likely than those in full-time jobs to report being satisfied with their life , even when controlling for variables including household income and prior life satisfaction. Younger workers on zero-hours contracts are 13 percentage points more likely than those in other forms of work to experience mental health problems, even when controlling for variables including household income and mental health outcomes during adolescence. Younger workers who believe themselves to have more than a 50% chance of losing their job are twice as likely to experience mental health problems compared to those with no chance of losing their job (24% compared to 12%). The proportion of employees aged 21-25 who were in low-paid work increased by 82% between 1990 and 2015. Employees aged 18-29 are twice as likely as those aged 50-59 to describe their current mental health as poor or very poor (16% compared to 8%) 21% of younger workers on low-pay experience mental health problems, compared to 16 per cent of those who are not on low pay IPPR Senior Research Fellow, Craig Thorley said: Good work can help people to lead mentally healthy lives. But for a significant number of young people, their experiences of the modern world of work would appear to be putting their mental health and wellbeing at greater risk. This is particularly true of those who cannot access permanent or secure work, or who are graduates in non-graduate roles. "Government and employers should work together to promote better quality jobs which maximise the benefits of flexibility, while ensuring that employees feel in control of their own working lives. Without finding ways to support younger workers to progress in their careers, a significant number risk becoming trapped in a cycle of low-pay, with few prospects and low wellbeing." Business in the Community Wellbeing Director, Louise Aston said: Theres a compelling business and moral case for employers to support the mental health of all their people by embedding wellbeing, which includes good job design, into organisational culture. Responsible employers need to have a special focus on promoting and protecting the mental health of younger colleagues. All employees need to feel its safe to disclose a mental health issue at work with the reassurance that they will be supported and not judged.
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Yorkshire and The Humber is the happiest place to work, reveals Robert Half
28-July-2017 - onrec.com
Research into workplace happiness by Happiness Works on behalf of Robert Half UK has revealed that employees in Yorkshire and the Humber are the happiest employees in Britain Posted in News archive on 28 Jul 2017 Less stress and better workplace relationships drive happiness in Yorkshire and the Humber Uninteresting work makes employees in Scotland and the South unhappy Research into workplace happiness by Happiness Works on behalf of Robert Half UK has revealed that employees in Yorkshire and the Humber are the happiest employees in Britain. Overall, 77% of those questioned said they are happy at work, well above the national average of 63%. The research reveals that people from Yorkshire and the Humber find their work more interesting (74%), get on with their team (88%), have good friends in the office (72%) and suffer less stress (38%). Breakdown of respondents who are generally happy at work Yorkshire and the Humber 70% East of England 66% Midlands 65% North 63% London 63% South 60% Scotland 56% Source: Robert Half UK and Happiness Works Britains most unsatisfied employees are those working in Scotland and the South of England, with 17% of employees saying they are unhappy at work and one in six expressing their work is not interesting. Over a quarter of those in South (27%) dont have good friends in the office or dont get on with their teams and one in seven (14%) in Scotland feel the same. However, employees in Scotland (63%) and the South (65%) do believe they have a good work-life balance. Other key findings reveal: Londoners have the most influence but are the most stressed half of employees in the capital claim they influence decision making and 71% get a sense of accomplishment from their work compared to a national average of 63%. However, 35% of Londoners claim their job is stressful, higher than the national average of 31% Northerners are most appreciated over half of those in Manchester, Liverpool and Lancaster are valued by their employers but those in the East of England feel under-appreciated with 28% of employees in cities like Peterborough, Cambridge and Norwich not feeling recognised for their efforts Yorkshire and the Humber does the most worthwhile work Nearly three quarters (73%) of those in Yorkshire and the Humber believe they do meaningful work compared to one in seven (14%) Southerners who claim they do not do anything significant East of England comes bottom for fairness and respect only 59% of employees in the East feel they are treated fairly, below the national average of 67% While employee happiness levels may vary across the UK, the bottom line remains the same. Happiness is an individual experience and one solution may not work for everybody. However in our report, The secrets of the happiest companies and employees we have uncovered there are six universal factors that directly affect employee happiness, commented Phil Sheridan, senior managing director, Robert Half UK. Six factors that drive employee happiness: Right fit for the job and company: When you hire people who mesh well with your workplace culture, they assimilate with greater ease and begin making substantive contributions quickly. Conversely, a poor fit can dampen the morale of the entire team. A sense of empowerment: Empowering staff to make their own decisions improves happiness at work in several ways. It can build their confidence, make them feel more invested in their job, and help them develop critical skills that they can use to advance their careers, while making more meaningful contributions to the company. Feeling appreciated: When you show your staff that you appreciate their hard work and dedication, you instill loyalty and create a positive working environment. Interesting and meaningful work: Employees who see their work as worthwhile are nearly 2.5 times happier than others. An important part of this is being able to provide employees with a shared vision that helps them stay focused on their goals during both the good times and the challenging times. A sense of fairness: Always strive for fairness and transparency in your decision making. Make sure employees feel heard, and have a chance to speak out when they feel a sense of inequity. Positive workplace relationships: A sense of camaraderie at work improves employee communication, cooperation and collaboration, and feeds innovation. Happy employees are more engaged, interested and committed. All organisations that want to be successful must make it a priority to introduce policies and initiatives that improve team rapport, make employees feel fulfilled and improve how happy workers feel in their job on a day-to-day basis, concluded Sheridan.
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Ford workers find 277 pounds of marijuana on train cars from Mexico
28-July-2017 - usatoday.com
Bundles of marijuana were discovered in the cars bringing new Fords to Michigan
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myRA retirement plan is dead. Heres some alternatives for your funds
28-July-2017 - usatoday.com
There are other retirement savings vehicles out there, including the Roth IRA. Heres how to invest for retirement in absence of the myRA.
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SEC Commissioner Blasts Labor Departments Fiduciary Rule
27-July-2017 - insurancejournal.com
A Republican regulator at the U.S. Securities and Exchange Commission urged the Labor Department on Tuesday to scrap its fiduciary rule, which aims to reduce conflicts of interest when brokers offer retirement advice, saying it was misguided. In a comment
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Investors in Giant Rabbit That Died Inflight Sue United Airlines
27-July-2017 - insurancejournal.com
The owners of a giant rabbit named Simon who died on a United Airlines flight while bound for the Iowa State Fair sued the carrier on Monday, claiming its employees were responsible for the hares death. The lawsuit was filed in Polk
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Treat Harassment by Non-employees no Differently Than Harassment by Employees
27-July-2017 - workforce.com
Consider the following lawsuit the EEOC filed against a California senior-care provider: The civil rights agency found that Rashon Sturdivant, an experienced care provider, faced daily harassment, including racially offensive remarks about brown sugar and black butts, requests to perform sexual acts, and lewd comments about her body. The client also masturbated in front of her and groped her when she performed... The post Treat Harassment by Non-employees no Differently Than Harassment by Employees appeared first on Workforce Magazine .
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Correction: American Airlines-Labor story
27-July-2017 - abcnews.com
Correction: American Airlines-Labor story
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Trump Labor Department Moves to Undo Obama Overtime Rule
27-July-2017 - insurancejournal.com
The Trump administration on Tuesday pushed forward with its bid to undo an Obama administration rule to extend mandatory overtime pay to 4.2 million workers and said it was considering treating workers differently based on location and industry. The rule,
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How to write the perfect cover letter for a job you want
27-July-2017 - dailymail.co.uk
Many potential job hunters focus heavily on their CV, but don't give much thought or effort into writing a concise cover letter that is going to make a great first impression.
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Former Texas Workers Comp Commissioner Bordelon Joins Granite Public Affairs
27-July-2017 - insurancejournal.com
Former Texas Public Insurance Counsel and former Workers Compensation Commissioner Rod Bordelon has joined Austin-based Granite Public Affairs where he will lead the firms insurance and regulatory affairs practice. An 11-time gubernatorial appointee, Bordelon has more than 30 years experience
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Edmunds: Betting on a ´dark horse´ car can save buyers some money
27-July-2017 - usatoday.com
Many low- or average-selling cars can get the job done effectively and for much less money. These are "dark horse" cars.
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Americans more financially content than they´ve been in a decade, survey says
27-July-2017 - usatoday.com
Personal Financial Satisfaction Index is near a level unseen since 2006. Investment gains, tight job market and low inflation are primary contributors.
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Uber´s Kalanick hires former U.S. prosecutor ahead of Waymo deposition
26-July-2017 - reuters.com
SAN FRANCISCO (Reuters) - Uber's former chief executive, Travis Kalanick, has hired the former top federal prosecutor in San Francisco to represent him ahead of a deposition in a high-profile trade secrets case against Alphabet's Waymo self-driving car unit, the attorney's firm said on Wednesday.
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Should you consider another degree after your Ph.D.?
26-July-2017 - sciencemag.org
For post-Ph.D. career changers, going back to school can be beneficial, but prospective students also need to consider the costs
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Amazon goes on hiring spree as labor market tightens
26-July-2017 - abcnews.com
Amazon is looking for 50,000 people, with unemployment at a 16-year low and wages barely moving
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American Airlines workers protest over pay, outsourcing
26-July-2017 - abcnews.com
Workers who maintain American Airlines planes are demonstrating for higher pay and an end to outsourcing
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Fed keeps key interest rates unchanged amid low inflation
26-July-2017 - abcnews.com
The Fed noted strong job growth, but undesirably low inflation.
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Houston Company to Pay $145K to Settle Indiana Disability Discrimination Case
26-July-2017 - insurancejournal.com
Chemtrusion Inc., a Houston-based manufacturing services company, will pay $145,000 and provide other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) and concerning the companys plant in Jeffersonville, Ind. According to the
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Chevron Spending $20M in to Protect Workers in Wake of California Fire
26-July-2017 - insurancejournal.com
Chevron Corp. and state regulators have reached a settlement related to a 2012 fire at its Richmond refinery that will require the company to spend about $20 million on safety improvements, officials announced this week. The agreement requires Chevron to
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Sick Employee Blamed for Norovirus in Closing of Virginia Chipotle
26-July-2017 - insurancejournal.com
Chipotle Mexican Grill Inc. is retraining kitchen crews on food safety and enforcing a zero-tolerance policy for employees refusing to abide by new rules, after identifying a sick employee as the cause of a Norovirus outbreak that forced it to
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5 Minutes of Management: Religions Place at Work
26-July-2017 - workforce.com
In this weeks 5 Minutes of Management, Workforces Rick Bell and Frank Kalman discuss HR bemoaning challenges when it comes to finding qualified candidates as well as how often HR should communicate with employees. They also tackle role of religion in the workplace. For more 5 Minutes of Management, check out our YouTube channel. The post 5 Minutes of Management: Religions Place at Work appeared first on Workforce Magazine .
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The Next Generation of Benefits Leaders
26-July-2017 - workforce.com
Like many of you reading this article, I stumbled into HR as a career. As a journalism student who had never heard of employee benefits or HR or consulting, I was drawn to benefits because of the complexity and challenge of making sense of such meaty topics. But I soon discovered a much deeper sense of purpose in this work... The post The Next Generation of Benefits Leaders appeared first on Workforce Magazine .
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Learning & Development Today: Microsized, Personalized and Really, Really Short
26-July-2017 - workforce.com
In todays on-demand world, employees want training at the moment they need it, and they want it to align with their learning style and knowledge. Thats driving many learning technology vendors and content providers to build analytics tools that can match learning content to the needs of employees. Social media platforms are helping employees personalize the learning experience by giving... The post Learning & Development Today: Microsized, Personalized and Really, Really Short appeared first on Workforce Magazine .
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Running a job board? Heres how you can increase revenues in a highly competitive market
26-July-2017 - onrec.com
By Karsten Wikke, CEO, MatchWork Posted in News archive on 26 Jul 2017 Company Profile MatchWork World Wide View profile » Theres a lot of money in job advertising and there are no signs that companies will stop using job boards anytime soon. But the market is saturated with loads of job boards and aggregators and there are not a lot of niches left without direct competition. So how do job boards today succeed and grow revenues in this highly competitive market where there are most likely several other job boards just like yours and an increasing trend towards turning the industry into a business of buying and selling clicks? Fix the real problem As I see it, the best answer to that question is that you need to fix your customers real problem, which is helping them find the right hire. Its a war for talent in a lot of industries out there so if you can solve this pain, you will most definitely get their business next time they are recruiting. In a recent Facebook study , which really baffled me by the way, small companies in North America said that hiring the right people is their number one pain above all other things such as finding new customers and getting sales. So the problem is real! So how do you fix this very real problem? Well, my take is that you need to go deeper into the recruitment process and talent acquisition and become something more than just a job board. Theres really no way around it if you want to be successful in the long run. Ill explain why and how you can do this without having to radically change your business. Understand the jobseeker mentality If your job board is like most others, the majority of the jobseekers that use your site do so to research employers and vacant jobs, as opposed to using your site to apply to jobs. The Job Board Doctor, Jeff Dickey-Chasins and Madgex ran a survey recently showing that this is how most jobseekers use job boards. Jobseekers prefer to apply to jobs directly on the companies own websites (company career sites) because they need more information than the job ad provides. Theres probably also the thought that they believe it improves their chances of getting the job in the end. So why is this important to me and my job board, you might think. Well, have you visited a company career site recently? If you havent, dont worry, because not much has happened since I joined the industry more than 12 years ago. They are still awful! I will probably do a separate article on poor career sites in a separate article. I won't have problems finding them, at least. Some companies now do a decent career site to show off their employer brand and jobs, but most companies, particular the SMEs, have either crappy career sites or no career site at all. And these are the ones that need to strengthen their brands the most when competing for talent! Every jobseeker counts, particular the good ones! So what happens when the jobseekers you reach out to via your job board get sent to the companys own website? Yes, you guessed it a lot will leave and never apply to the jobs. They might not even return to your job board either because a lot of jobseekers have difficulties understanding where your job board ends and the company career site starts. This is particularly a problem when it comes to the users on your job board that are not active jobseekers (i.e. the people that are already employed). They need a super smooth, friction-less and convincing user journey or theyre gone. And those are the people the companies really want! What a waste of potentially great candidates. Provide a friction-less solution that instantly adds value What if you offered a great looking career site looking like this that would instantly improve your customers employer brand without you having to deal with any time consuming website setup or support tasks because the customer can use a simple career site builder? What if your customers when they are putting a vacant job on this new career site would be able to advertise directly on your job board in the process via one click? I think something like this is an amazing opportunity for all job boards out there. Not only would you build a much closer customer relationship because your job board brand would be right there staring in the hiring managers face when they are entering their job ad. You would also be looking at making your sales and admin processes much more scalable compared to how most job boards I know are operating because you wouldnt need to spend as much time and resource on return-sales and job posting administration. Giving employers a great looking career site will add value to both employers and jobseekers alike. A few key benefits: - Employers will get a great showcase of their employer brand, have easy access to advertising and get more and better applicants (higher jobseeker-visitor to applicant conversion will eventually lead to better hires) - Jobseekers expect employers to have something like this so they can easier decide whether they want to work for the company and with a convincing career site, it definitely increases that chance We are looking for job board partners Building a career site product that all job boards can use is exactly what we have been working on for the last months here at MatchWork. Also, if you don't currently have our job board software or plan to, no stress, we are happy to work with all job boards that can get value from the career site product. Obviously it helps from a technical and job ad distribution point of view, but it's not a requirement. We are currently looking for job boards that would like to partner with us and offer career sites to their customers and get all the benefits mentioned earlier. We expect to soft launch the new product during this summer. You can read more about the details of the new career site product called MatchWork Careersites from and end-customer point of view here https://en.matchworkcareersite.com . Please get in contact if you would like to hear more about the opportunities of how can you increase revenues without having to radically change your job board business. Karsten Wikke CEO @ MatchWork E: Karsten.wikke@matchwork.com T: +45 21 78 50 69
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NHS vacancy stats for England highlight efforts to recruit talented staff, NHS Employers says
26-July-2017 - onrec.com
Responding to the release of the provisional experimental NHS vacancy statistics for England, from February 2015 to March 2017, Danny Mortimer, chief executive of NHS Employers, said: Posted in News archive on 26 Jul 2017 The figures illustrate the huge efforts being made by employers to recruit talented health and care staff across the board, but they also highlight the growing demand for these staff. Employers are working especially hard to bring in more nurses 38 per cent of all advertised vacancies were listed as nursing and midwifery registered. We accept that retention is just as important as recruitment to keep vacancy levels low - thats why NHS Employers has been working with 92 NHS organisations to support their work to retain staff. Above all, we now need certainty for EEA nationals in health and social care, and an immigration system that complements domestic efforts this will help ensure we have the staff required to provide first class care in the 21st century.
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Great expectations: entering a new world of assessment
26-July-2017 - onrec.com
The assessment industry is evolving at a faster pace than ever before. Howard Grosvenor of cut-e summarises some of the developments recruitment professionals can look forward to and provides an outline of key changes in technology and terminology. Posted in News archive on 26 Jul 2017 Company Profile cut-e View profile » Todays psychometric assessments are designed to differentiate an employers brand, provide an engaging candidate experience, improve the efficiency of the selection process and, most importantly, provide robust and objective data about which candidates have the capability, the potential and the values fit to succeed in an organisation. The very nature of psychometric testing has changed significantly over the past five years. Assessment used to be seen as an expensive way to help organisations manage the risk of making a bad hire. Tests would be used near the end of the recruitment process. Now, shorter, more customised, brand-relevant tests and video-based assessments are used earlier in the process to help identify, attract and select the right people. More employers are now using Realistic Job Previews and Situational Judgement Questionnaires to give prospective candidates an insight into the role and the organisation before they apply. Pre-application screening has significant benefits both for employers and jobseekers, as it helps organisations find the right people and it stops browsers from applying for jobs that arent suitable for them. The latest assessments now provide a much deeper understanding of a candidate and a more accurate prediction of their behaviour. New areas can be assessed such as creativity, empathy and integrity. Pre-application interactive job previews, as well as development and career-choice assessments, can help candidates to better understand their strengths and choose the right career path. Assessment data can also be integrated and combined with existing talent and performance data to create predictive talent analytics. These insights help recruiters and HR teams to more consistently recruit top performers, enhance employee engagement, improve retention, aid succession planning and generally make better talent decisions. This ability to add value by creating actionable insights from employee data can also enhance the careers of those who instigate these initiatives. What developments are on the horizon? The drive to mobile assessment or convenience testing will continue, as employers look for new and better ways to identify talent and predict future behaviour. For example, at cut-e , our latest assessment is an instant messaging simulation game which provides a context-rich assessment of a candidates judgement, strengths, personality and abilities, in the style of WhatsApp or Facebook Messenger. Called chatAssess , its a 6-15 minute customisable assessment, which can be tailored to suit any role, and it is designed to be both realistic and engaging for candidates. People feel comfortable taking this type of assessment because it replicates an increasingly common medium that they use to interact with each other. It accurately measures how an individual will respond in real scenarios. The psychometric fingerprint is another interesting development. A vast number of data points are now available in assessments and in addition to measuring the candidates overall performance, this data reveals how a candidate completes an assessment, such as their response time, how often they correct themselves and even whether they fiddle with the mouse or move their tablet while theyre thinking. This means that each individual candidate leaves their own psychometric fingerprint when they take a test. Harvesting this information can help you to prevent cheating in assessments and spot those who have the greatest potential. We are also noticing that employers increasingly want to use assessment data to give each candidate insights about themselves that they didnt already know. In this way, organisations can enhance the candidate experience and reward individuals for the time they spend completing assessments and applications. This trend will continue. Gamification There is some confusion in the market about gamification, as games, gamified assessments and game-based assessments are actually three different things: interactive games are primarily used for pre-application attraction; gamified assessments are proven psychometric instruments which have been customised with game elements to make them more engaging; game-based assessments are purpose-built or customisable games which psychometrically assess the users behaviour while they play the game. Each of these has specific pros and cons. Games are a good option for attracting applicants or if you want to create a viral marketing tool. If youre looking to assess candidates, then gamified assessments or game-based assessments can provide a viable, complementary solution along with other assessments to engage and motivate candidates; differentiate your organisation; promote a modern and attractive employer brand; reduce the drop-out rate amongst candidates and help you to identify and select the right people. The scores of gamified assessments and game-based assessments can also be seamlessly integrated with your organisations employee and performance data to create useful talent analytics. Remember, games and gamification are not the only way forward. A body of research is being compiled about how these assessments compare to proven assessments - and where they do or dont add value. It will be interesting to see how this research develops, as new hybrid forms of assessment may emerge as a result. The drive for distinction There is an increasing demand for assessments that are more distinctive, more engaging and more realistic than ever before. This is triggering innovations in the assessment industry, such as the use of virtual reality and augmented reality simulations. These will first change the way we assess people in supervised settings and, as the technology becomes more widespread, how we assess people in unsupervised settings. Care is needed when designing these assessments as theres a danger of becoming so preoccupied by the virtual possibilities, you lose sight of what youre trying to measure. Standards and governance are increasingly important against this backdrop. Faced with the plethora of assessment options - and the new possibilities of data-driven decision making - recruiters will need to become better at judging good tests from bad ones. Theyll have to look closer at the science behind each test and the evidence that it will actually measure what its supposed to measure. Candidates will soon take ownership of their own assessment data, which theyll use to enhance their profile and showcase their expertise in a gig economy (where employers contract independent workers for short-term projects). At cut-e , were already developing a model that will help candidates use their personal data in this way. In the future, the how of psychometric testing may change but the why is likely to persist. New developments will always be introduced but fundamentally three things will always be true. Psychometrics will improve the quality of the people you hire; theyll make your recruitment process more efficient, objective and fair, and the candidate experience will be engaging. Howard Grosvenor is a Chartered Occupational Psychologist and Director of Professional Services for international assessment specialist cut-e . He can be contacted via howard.grosvenor@cut-e.com
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Employers risk missing out on talent through lack of brand awareness, says LinkedIn
26-July-2017 - onrec.com
UK employers could be missing out on attracting professionals to work in their organisation due to a lack of brand awareness, a new study by LinkedIn has found. Posted in News archive on 26 Jul 2017 The global study, Inside the Mind of Todays Candidate , which sought the views of over 6,500 professionals and 7,700 recent job-switchers, found that while 4 out of 5 (82 per cent) British professionals are interested in new job opportunities, almost two thirds (63 per cent) of the UKs recent job-switchers did not know or knew very little about their current employer before hearing about their job. UK employers could be missing opportunities to attract top candidates by not building awareness of their brand among potential future hires. The research also revealed that one in five job-seekers in the UK are unable to clearly see what it would be like to work for an employer prior to applying for a job, with 14 per cent citing too vague information on would-be employers websites. Commenting on the research, Jon Addison , head of Talent Solutions at LinkedIn UK, said, With over 5.5 million companies in the UK and unemployment currently at a 42 year low, todays job market is candidate-centric, giving job-seekers a wealth of options when looking for their next role. One effect of this is that the battle for talent between employers has become fierce, and British employers cannot afford to rest on their laurels when it comes to attracting candidates both active and passive. Jon continued, Our research shows that while the potential candidate pool in the UK is huge, with four out of five professionals interested in hearing about new opportunities, British businesses simply arent doing enough to promote their employer brands and show candidates why they are great places to work. Its important that they address this, or risk being left behind as top talent joins forces with better known brands. Top tips for building employer brand awareness To help businesses - large or small - better connect with prospective hires, Jon Addison shared the following tips for building awareness of your employer brand. Join up recruitment and marketing: By drawing on the skills and experience of marketing specialists in your organisation, recruitment teams can make sure they are pitching their employer brand message in ways that will resonate with and reach your target audience Leverage your employee ambassadors: No one can say why youre a great place to work as well as your existing employees. Encourage them to share their experiences of work with their own networks to widen the pool of potential candidates you reach. Get creative: To stand out from the crowd as an employer, it is important to inject creativity into your employer brand campaigns. This doesnt need to cost the earth; a simple social strategy, or developing engaging content for your website can be effective ways of showing what you offer to candidates. LinkedIns research also revealed the top things that most motivate British professionals to look for a new job, with better pay topping the list, closely followed by wanting a better match in interests and wanting a better work-life balance.
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AESC Study Reveals Organizations Struggling with Generational Transition of Leadership
26-July-2017 - onrec.com
Association of Executive Search and Leadership Consultants (AESC) today announces findings from its global survey of 850 business leaders worldwide, across industries and functional roles, on the generational transition of leadership, from Baby Boomers to Gen X and Millennials. Posted in News archive on 26 Jul 2017 The new AESC study, The New Wave: Next Generation Executive Talent, reveals a heightened degree of anxiety as senior executives worldwide grapple with keeping pace in a climate of constant uncertainty and lightning fast change. Some key findings from the survey reveal: C-suite executives are concerned about delivering revenue growth amid widespread and constant disruption. Business leaders are anxious about a lack of key successors. Today's C-suite struggles to actualize enterprise-wide digital transformation. C-suite executives understand the imperative for agile and entrepreneurial leadership that can shake up old approaches to business. Business leaders are looking to Next Generation talent to drive change, ranking leading change as the top leadership attribute of Next Generation talent that could provide a competitive advantage to their organizations. While global business leaders are cautious, they are also optimistic about leveraging new opportunities with the Next Generation of leaders. Karen Greenbaum, AESC President and CEO stated, While todays business leaders increasingly realize in order to attain the competitive advantages their businesses require, they must create an environment where they can attract, develop and retain the leaders of the future. To access a complete copy of AESCs study, please visit the AESC website at www.aesc.org . For comment, please contact Charlene Manuel at + 1 (646) 757 5496 or cmanuel@aesc.org . About Association of Executive Search and Leadership Consultants AESC is the voice of excellence for the executive search and leadership consulting profession worldwide. Its rigorous Code of Professional Practice guides our members in nearly 1,300 offices in 74 countries and beyond to serve as strategic advisors on behalf of their clients. In turn, AESC members are best positioned to provide companies with a competitive advantagethe ability to find, attract and develop the best talent in the world and ensure that executives are successfully integrated. To learn more about AESC and to view a list of AESC members , visit www.aesc.org . To learn more about AESCs career service for executive-level candidates, visit www.bluesteps.com .
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Employment tribunal fees unlawful, Supreme Court rules
26-July-2017 - bbc.com
Trade union Unison argued fees of up to £1,200 a case prevented workers getting access to justice.
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Unique training and skills partnership offering fresh start for prisoners
26-July-2017 - onrec.com
Posted in News archive A unique two-year partnership between a local recruitment firm and a Redditch prison is allowing prisoners to gain new skills to help them back into work. on 26 Jul 2017 Church Green West-based Workforce Solutions is continuing its successful link up with Hewell Grange and the National Careers Service, which has seen a number of men given the opportunity to improve their employment prospects and gain full-time employment. Under the scheme, Workforce is training people who are about to leave prison and helping them learn a range of new skills including forklift truck driving, customer services and warehousing. The award-winning recruitment firm, which employs over 100 people, has also taken on a serving prisoner as part of their scheme in an account management role. Joe Alekna, managing director of Workforce Solutions said: To play our part in giving people another opportunity in life is fantastic. I am a really passionate supporter of the work we are doing and delighted to be involved in what I think is one of the most exciting and unique skills partnerships in the county. Its about sourcing untapped talent and preparing them for the future. Working with our training department, the team at Hewell Grange are providing a platform which is enabling prisoners the chance to learn new skills and grasp opportunities. Once trained, we are helping the men to secure jobs which in turn is helping local businesses to grow. That includes ourselves who have jumped at the prospect of bringing more skilled people on-board. Steve Perkins, Business and Community Engagement Manager at HMP Hewell said: The men being trained by the team at Workforce Solutions are being given the opportunities to develop their skill sets so that they can compete in the labour market and secure employment while in custody and upon release. This is an important element of the individuals resettlement process and contributes to the national reducing reoffending directive. Steve Burrows, National Careers Service Advisor at HMP Hewell added: We are proud to be involved in such a valuable project. I strongly believe that assisting men into essential training and in securing valuable, sustainable employment, will have a positive long term impact in their transition into the community and will also support their social reintegration. Its a hugely valuable opportunity that they are being offered and great for employers who want to take on staff that are determined to prove themselves and make the most of their lives. Hewell Grange is the Category D unit of HMP Hewell which focusses on reducing reoffending and supporting resettlement.
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Top tips to perfect your social media CV
26-July-2017 - onrec.com
58% of people wouldnt hire someone with a selfie as their LinkedIn profile picture Posted in News archive on 26 Jul 2017 Social media platforms allow us to broadcast our lives for everyone to see and that includes your new boss. Whether we like it or not our online profiles have become a second CV, and with 60% of employers now checking out potential candidates online before hiring 2 , its more important than ever to put your most professional foot forward online. Whether youre looking to take that next step up the career ladder or want to make a good impression in your current role, Richard Mavers, director of group marketing and online strategy at Envirofone , has some advice on how best to present yourself from your phone, without hurting your career prospects. Go easy on the selfies First impressions count, and its easy to assume that showcasing your best self(ie) on LinkedIn will impress potential bosses. However, recent research by Envirofone revealed that job candidates who use selfies on professional networking sites dont go down well with employers, with 88% rating them as unprofessional and 58% saying they wouldnt hire someone who had a selfie on their LinkedIn profile. However not all selfies are created equal. While a professional headshot is always advisable where possible, a selfie where you are dressed professionally is a good alternative, with 66% of respondents rating this as an acceptable option for a LinkedIn profile. Keep it employer friendly While we have the freedom to use social media to voice our thoughts and opinions, it is wise to bear in mind that anyone can see these posts including your potential new boss. Its now common practice for employers and hiring managers to use social media to screen candidates Tweets and Facebook posts to see if they would be a good cultural fit within the company. Previous research 2 has shown that posts about drug use, discriminatory remarks, and bad mouthing previous employers and colleagues, have resulted in otherwise ideal candidates being turned down for a job. To prevent harming your potential career prospects, an option is to create two different Twitter profiles one for your professional life, and one for your private life. You can also make your Facebook profile completely private in your settings, to prevent any mishaps! However, the best way to prevent damaging your career is to not post anything which you wouldnt want your boss to see. Use social to your advantage Although social media can be a hindrance when applying for a job, dont underestimate its power to help you climb the career ladder. Employers and hiring managers have admitted that they are less likely to hire candidates with little information about them available, so its best to keep all your online profiles up to date whether youre currently searching for a job or not. Employers will not only use these platforms to check all your background information (e.g. previous employer and education) is correct, but to also see if you have good communication skills and a wide range of interests. Both LinkedIn and Twitter are a great way to make connections with potential employers, recruiters and like-minded people in your industry. Even if you are not actively looking for a job, it is a great site to build contacts, who may prove useful when seeking future opportunities you never know where they might lead! Dont take your foot off the gas Once you have got the job it is easy to slip into old social media habits. However, it is always important to bear in mind that what you say on social media may reflect on the values of the company you work for. Employers regularly check on their employees social media activity, and have admitted to reprimanding and even firing people as a result of inappropriate social media activity 2 . Social media can be an obstacle when initially job seeking, but with a little fine tuning you can use it to your advantage at every job level. For more information visit: https://www.envirofone.com/en-gb
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Working Free launches to help Director-level Independent workers move out of corporate life into the freelance economy
26-July-2017 - onrec.com
Moving from permanent employment to going it alone and being your own boss is an ambition for a growing number of individuals who want greater choice, flexibility and freedom in their working lives. But making the leap can be challenging. Posted in Launch on 26 Jul 2017 To ease the transition, Charles Russam, the Founder of leading interim recruitment company Russam GMS, has launched Working Free - a new information hub and advisory service, full of practical information to help senior level executives understand the skills and attributes they need to become successful self-employed workers or what he terms as, self-drive workers. Working Free provides resources, essential practical advice based on hard won lessons on how to be successful as an Independent worker and win work. Charles Russam said, I launched Working Free because I get calls every week from people the majority of whom are in their 50s - who want to strike out alone, but dont know how to start and make the transition from traditional full-time employment. We want people to understand that being self-employed isnt a consolation prize for not having a proper job, it is an exciting way of working, but it is different. It requires new skills, takes huge determination, resilience, training and a clear understanding of how to market yourself and win work and this is where Working Free will help. The launch of Working Free comes hot on the heels of the publication of The Taylor Review, a nine-month review of employment rights for gig economy workers by Matthew Taylor, appointed by Theresa May to examine todays tech-driven economy. Charles Russam, Director of Working Free says, Matthew Taylors review is very useful in exploring this new working landscape, but its scope is too narrow. It focuses on a very small part of the self-employed work environment - the true size is far larger. Around half of the UKs working population is working independently in some capacity and many are working at a very senior level as interim managers, consultants, project managers or non-executive directors. Based on ONS figures, Russam suggests around 47% [i] of the 32 million workers in the UK are likely to be self-drive workers choosing to work for themselves driven by lifestyle choices or the need to find alternative sources of income. Russam says the number of individuals moving from full-time to independent working grows every year. This shift has partly been fuelled by technology, which has allowed people to work more flexibly and not be office based, but also because people wanting greater freedom to act and to improve their work life balance. He highlights that businesses increasingly want a more fluid work force. They want to be able to call upon resources when they need them, and not be restricted to always employing someone full-time. They want to be able to bring in skilled independent workers as part of their resourcing strategies and this is an arrangement that benefits both parties. Mostly, executives coming out of corporate life want projects or gigs not jobs. Working Free aims to be the leading resource for those wishing to operate independently at a senior level with guides, tips and advice on issues such as taxation, marketing and business structures to ensure a successful portfolio career. Charles Russam offers seven tips from Working Free for becoming a successful Director-level independent worker today: Have a viable professional product Identify and understand your market Understand your markets context and positioning Be very good at what you do and stay good. Specialists generally do better than generalists Know how to get work Manage your own Practice Work harder than you ever expected the harder you work, the luckier you get
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Worried about your gender pay gap?
26-July-2017 - onrec.com
Paul Cook, CEO at human capital consultancy Alderbrooke comments Posted in News archive on 26 Jul 2017 Businesses need to know if they are behaving the same way towards men and women. Building awareness around gender equality as part of training programmes is a good place for any business to start. Subsequently, analysing employee behaviours and undertaking unconscious bias workshops to establish where prejudices exist is essential. To implement an effective Diversity and Inclusion programme a business must first measure the impact of past initiatives to see where improvements can be made. The most effective D I plans create a pipeline of talent that enables businesses to promote homegrown employees of different races and genders. This helps existing talent to reach the most senior positions in a company and removes the need for a company to apply quotas. Suzanne Horne, head of the international employment practice at law firm Paul Hastings, comments: UK employees need to be able to show that men and women are being paid equally for doing the same or comparable jobs. If there is a pay gap, an employer must be able to establish factors that legitimately differentiate pay, such as levels of responsibility, nature of work, experience and geographical location. Crucially, firms worried about their gender pay gap need to run the numbers, review their diversity & inclusion initiatives and determine the appropriate voluntary context in which to present their results. Employers of all kinds cannot afford to be complacent on this issue or they too will face the BBC backlash.
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Pure Executive brings regions Finance Directors together to discuss Brexit preparations
26-July-2017 - onrec.com
Senior finance professionals from across the East of England have come together to discuss the UKs departure from the European Union at a series of Finance Director (FD) Breakfast Clubs organised by executive recruitment consultants Pure Executive and accountancy firm Grant Thornton. Posted in Statistics and trends on 26 Jul 2017 Five breakfast sessions were held in Cambridge, Chelmsford, Peterborough, Ipswich and Norwich between 20 June and 13 July and were attended by over 160 finance professionals. These regular, interactive events are designed to provide forums for finance leaders to come together and discuss topical issues likely to impact on businesses and the local economy. The latest breakfast sessions were organised to help finance leaders understand how the key issues of Brexit are likely to impact on businesses in the Eastern region. The discussions included preparing for Brexit, trade and cross border activity, adapting finance processes and systems and future talent recruitment and retention. Tom Earl, Director at Pure Executive, a division of professional recruitment specialists Pure, said: The triggering of Article 50 represented the first major step towards the UK's departure from EU and marked the start of a two-year period of negotiation. The shape of the UK's relationship with Europe beyond March 2019 maybe unknown but this doesnt stop businesses from starting to plan how they can prepare for Brexit and beyond. The Future FD clubs provide a great forum for like-minded senior finance professionals from our region to come together to discuss topics like this and to benefit from shared experiences and expertise. The FD Breakfast Clubs were first launched in 2014 by Pure Executive and Grant Thornton to help support the local business community and to grow the regional economy. Subjects covered at previous sessions have included Corporate Governance, Apprenticeship Levy, Cyber Security and Data Protection, Risk and Reputation and International Growth. The FD Breakfast Clubs are open to all senior finance professionals. For more information about future events email Tom Earl at Tom.earl@pureexecutive.com
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As retail stores close, these retail jobs are booming
26-July-2017 - usatoday.com
Software-related jobs are widely available outside of the tech industry, according to a new study.
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Amazon sets date for a 50,000 position job fair
26-July-2017 - usatoday.com
The company said Wednesday that it's looking to fill more than 50,000 positions across the U.S.
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ProSight Specialty Launches All-lines Marine Contractors Insurance Program
26-July-2017 - insurancejournal.com
ProSight Specialty Insurance has launched its Longshore+ Marine Contractors program, with the goal of unifying all lines of marine insurance under a single carrier. The package offering provides the following coverages: Marine General Liability Workers Compensation and USL H Contractors Equipment
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Louisiana Continues to See Gains in Employment
26-July-2017 - insurancejournal.com
The Louisiana Workforce Commission reports that the states unemployment rate is at a three-year low. In a July 21 announcement, the LWC said seasonally adjusted data released by the Bureau of Labor and Statistics (BLS) shows that total nonfarm jobs
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Bass Pro to Pay $10.5M to Settle Hiring Discrimination, Retaliation Suit
26-July-2017 - insurancejournal.com
Federal employment officials say Springfield, Mo.-based Bass Pro Outdoor World LLC, a national retailer of fishing, camping, and hunting equipment and apparel, has agreed to pay $10.5 million to settle a hiring discrimination and retaliation lawsuit The U.S. Equal Employment
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Wisconsin company offers employees microchip implants
26-July-2017 - reuters.com
(Reuters) - A Wisconsin vending machine company is offering its employees a chance to have a microchip implanted in their hands that they could use to buy snacks, log in to computers or use the copy machine.
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Chipotle posts higher profit; links sick worker to latest Norovirus outbreak
26-July-2017 - reuters.com
LOS ANGELES (Reuters) - Chipotle Mexican Grill Inc's quarterly profit more than doubled on stronger sales, fewer giveaways and lower labor costs, as the burrito seller tries to win back customers after several food safety lapses tarnished its brand.
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Chipotle says employee worked while ill at Va. location
26-July-2017 - abcnews.com
Chipotle says employee worked while ill at Virginia location
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Marie Claire editor-in-chief shares her toughest career decision
26-July-2017 - abcnews.com
Marie Claire editor-in-chief Anne Fulenwider reflects on the toughest career decision she has had to make and what she learned, on "No Limits With Rebecca Jarvis."
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Building-trade quango paid off staff with taxpayer´s cash
26-July-2017 - dailymail.co.uk
The little-known Construction Industry Training Board (CITB) paid £8.3m to 129 staff who departed in 2016 an average of £64,400 each.
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Working From Home? The Boss Wants You Back in the Office
25-July-2017 - wsj.com
Employers are ending or reducing remote-work arrangements as managers demand more collaboration, closer contact with customersand more control over the workday. But bringing workers back to the office isnt easy.
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Scherer with Hall of Fame Benefits Joins TLB Insurance Services in California
25-July-2017 - insurancejournal.com
TLB Insurance Services has named Scott Scherer an employee benefits agent in the agencys Walnut Creek, Calif. office. Scherer was previously president and owner of Hall of Fame Benefits. He was vice president of sports and entertainment at Cole Capital,
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Offering a Shoutout for Low-Key Recognition
25-July-2017 - workforce.com
Recognition. Weve been trained to believe that everyone needs it. Do they? I think so, but something thats lost in the recognition/engagement market is that for many workers, getting recognition in the widely accepted formats can backfire. The reason Im thinking about this is simple. I was recently asked to speak to a group of managers by a premiere provider... The post Offering a Shoutout for Low-Key Recognition appeared first on Workforce Magazine .
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Jobs lift U.S. consumer confidence to near 16-year high
25-July-2017 - reuters.com
WASHINGTON (Reuters) - U.S consumer confidence jumped to a near 16-year high in July amid optimism over the labor market while house prices maintained their upward trend in May, which could boost consumer spending after recent sluggishness.
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Save 18% of your salary for old age, young are told
25-July-2017 - dailymail.co.uk
Save a fifth of your wages to achieve an 'adequate' retirement income - 70 per cent of your average earnings over the course of your working life, according to think tank ILC-UK.
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How to avoid student debt disaster: Our guide explains all
25-July-2017 - dailymail.co.uk
Around 320,000 18-year-olds have applied to go to university in the UK this year - one in three. According to the Institute for Fiscal Studies they face average debts of £50,800.
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NOW: Pensions exits regulator ´assurance´ list
25-July-2017 - dailymail.co.uk
Regulator stressed there was no suggestion savers' money was at risk, or that employers using NOW's services were not complying with duties to workers auto-enrolled into pension schemes.
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Amazon claims Britain a ´brilliant place for talent´ as it announces 450 new tech jobs
25-July-2017 - telegraph.co.uk
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Manufacturers hiring fast to cope with surge in exports
25-July-2017 - telegraph.co.uk
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Michigan Franchise Operator Sued for not Providing Religious Accommodation
25-July-2017 - insurancejournal.com
Sleneem Enterprises LLC, a franchise operator of Tim Hortons Café and Bake Shop in Romulus, Mich., has been sued by federal officials for allegedly failing to provide religious accommodation to an employee. According to the U.S. Equal Employment Opportunity Commission
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XS Brokers Expands Into Southeast; Hires Ault to Lead New Florida Office
25-July-2017 - insurancejournal.com
XS Brokers, an independent insurance brokerage in New England, has expanded the company into the Southeast, opening a new office in Orlando and hiring Lori Ault as executive vice president and territorial manager. The firm now has five offices, including
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Houston Manufacturer Sued for Race Discrimination
25-July-2017 - insurancejournal.com
Federal officials have sued Champion Fiberglass Inc., a Houston-area manufacturing company, saying the company violated federal anti-discrimination laws by engaging in systemic discrimination against non-Hispanic applicants. The lawsuit filed by the Equal Employment Opportunity Commission (EEOC) charges that a class
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Team Work Ready Execs Sentenced in Federal Workers Comp Fraud Scheme
25-July-2017 - insurancejournal.com
Two officials with Team Work Ready (TWR), with chiropractic and physical therapy clinics in Texas and Louisiana, have been sentenced for defrauding the federal Office of Workers Compensation Programs and United States Postal Service, the U.S. Attorneys Office for the
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U.S. consumer confidence at 16-year high
25-July-2017 - usatoday.com
Economists say the strong readings on consumer confidence are being bolstered by a healthy job market, with unemployment at a low 4.4% in June.
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Allstates Kennelly Joins Hub International as Head of Human Resources
25-July-2017 - insurancejournal.com
Chicago-based global insurance brokerage Hub International Limited (Hub) has appointed Amber Kennelly chief human resources officer. Kennelly will be responsible for all HUB human resource strategic initiatives including talent acquisition and management, learning and development, employee relations, compensation, employee benefits
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Sick of work? Staying in a miserable job a big career-related mistake
25-July-2017 - usatoday.com
Of all the career-related mistakes you might make, prolonging a miserable job situation is perhaps the worst one possible.
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What comes after a Ph.D.? Check out the data
24-July-2017 - sciencemag.org
Last months Survey of Earned Doctorates report highlights job commitment trends and salaries for recent graduates
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Food entrepreneurs share the best and worst career advice they have received
24-July-2017 - abcnews.com
The founders of Banza and Misfit Juicery discuss their startups live on "GMA."
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Over 200,000 brits working flexibly today to celebrate first day of school summer holidays
24-July-2017 - onrec.com
Posted in News archive Over 200 UK businesses are signed up to the Smarter Working Initiative on 24 Jul 2017 Today, over 200,000 British office workers from 200 different companies will be given the option to work flexibly as part of the Smarter Working Initiative. Back for a second year, the campaign, supported by Powwownow , encourages companies to give their staff the opportunity to spend one day working from a location that suits them, to show organisations the positive impact of smarter working. Businesses including Purplebricks, RED Driving School, MediaCom and Farfetch are signed up, with Timberyard, Haus and NearDesk offering free coffee and access to over 40 cafes and co-working spaces across London and the UK for Mondays official Smarter Working Initiative day. The campaigns own research has found that nearly half of employers (48%) do not encourage flexible working, despite 70% of workers saying the option would make a job more attractive to them. Over half of workers (53%) stated they would be more productive if they could spend some time working out of the office, and the campaign aims to demonstrate how flexible working results in improved wellbeing, increased productivity and faster business growth. With nearly half of British employees (44%) feeling they dont spend enough time with family and friends, the Smarter Working Initiative will allow working parents to spend more time with their children on the first day of the school summer holidays. Jason Downes, Founder of the Smarter Working Initiative , said: Our aim is to show companies that smarter working has an incredibly positive impact on employees and employers alike. Understanding these business benefits is the first step towards making a change in company culture, so were delighted that so many businesses have signed up to embrace flexible working for one day, and will experience the advantages in increased productivity and morale. You can sign your company up to the Smarter Working Initiative and get free access the 40+ cafes and co-working spaces on www.smarterworkinginitiative.com
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What Companies Get Wrong About Worker Happiness
24-July-2017 - workforce.com
From in-house yoga to free Netflix subscriptions and office game rooms, businesses are spending big bucks trying to keep their workers happy. Despite the proliferation of offbeat perks, many employees are not genuinely happy or immersed in their work. According to a new Gallup survey, 70 percent of American workers arent engaged with their jobs. As a growing body of... The post What Companies Get Wrong About Worker Happiness appeared first on Workforce Magazine .
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Court: Religious Accommodation Request Isnt Protected Activity
24-July-2017 - workforce.com
A Minnesota federal court has ruled that an employees request for a religious accommodation did not qualify as protected activity to support the employees retaliation claim. EEOC v. North Memorial Health Care (D. Minn. 7/6/17) involves a hospital that withdrew a conditional job offer to a nurse after she disclosed that she was a Seventh-day Adventist and could not work Friday nights because... The post Court: Religious Accommodation Request Isnt Protected Activity appeared first on Workforce Magazine .
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Ed Monk: Forty five with no pension? How to save £100k+
24-July-2017 - dailymail.co.uk
How do you rescue your retirement if you've hit middle age and saved nothing into a pension yet? Ed Monk,of Fidelity International, says people in the squeezed middle can still save a decent pot.
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SThree looks overseas as UK jobs market slows
24-July-2017 - telegraph.co.uk
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The impact of Brexit referendum on the UK construction job market is revealed one year on
24-July-2017 - onrec.com
The construction job market has declined by 5% across the UK a year on from the Brexit referendum, according to the latest study from Fish4jobs. Posted in Statistics and trends on 24 Jul 2017 Company Profile Fish4jobs View profile » There have been fears that companies would refrain from hiring new employees until uncertainty around foreign nationals working the UK was resolved as part of the Brexit negotiations. Nearly 12% of the 2.1 million construction workers in the UK come from abroad, mainly from the EU. Liverpool has seen the sharpest rise in available construction jobs one year on from the Brexit referendum. Liverpool has experienced a 21.5% increase in the number of construction jobs year on year, which is in stark contrast to other major UK cities. Reading has been impacted by a 21.7% decrease in available construction jobs, according to the latest data from Job Market Insights which has an 85% representation of the UK job market. The population of Reading voted overwhelmingly to remain in the EU with 58% for Remain and 42% for Leave. London has experienced a decline of 10.8% of jobs in the construction industry when compared to before the Brexit referendum last year. The construction market in the north of England is set to experience the highest construction cost price inflation in the UK outside of London this year at 3.6% compared to 2.9% in 2016. By comparison, southern and central England are set to see construction price inflation fall from 3.5% to 2% and 3.8% to 3.5% respectively. Gary Fenn, Insight Analyst at Fish4jobs states, We are now one year on from the Brexit referendum, and its intriguing to see the effect it has had on the job market across the UK. There has been a lot of uncertainty for businesses and employees which has clearly impacted the construction job market differently across the UK. In Q1, the UK was reported as having the slowest economic growth out of all the G7 countries. UK growth slumped to just 0.2 per cent in the January-March period, also behind Germany (0.6 per cent), Japan (0.5 per cent) France (0.4 per cent) and the US (0.3 per cent) and equal with Italy (0.2 per cent). www.fish4.co.uk
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Revealed: One in four UK professionals have been discriminated against in an interview
24-July-2017 - onrec.com
And for the majority this was because of their age Posted in Statistics and trends on 24 Jul 2017 Company Profile CV-Library.co.uk View profile » The latest study from CV-Library , the UKs leading independent job board, has found that nearly one in four (22%) professionals in the UK have experienced discrimination during an interview, and for the majority (39.3%) it was because of their age. The survey of 1,200 workers, sought to reveal how many professionals in the UK have been affected by interview discrimination and the reasons for this. The data found that over half of workers (51.5%) dont know their rights when it comes to interview discrimination and when asked why they experienced this prejudice, respondents cited the following: Because of my age 39.3% Because of my race 10% Because of my gender 8.9% Because I have disabilities 6.7% Because of the school/university, I went to 3.7% Not only this, but the individuals that were most likely to feel discriminated against because of their age were those aged 55-64 and some workers admitted to experiencing discrimination because of their religion (3%) their sexuality (1.5%) and their relationship status (1.1%). Lee Biggins, founder and managing director of CV-Library, comments: Its concerning to see that interview discrimination is so rife in the UK, with one in four being affected. Recruiters have a job to find the most suitable and skilled candidate for the role, regardless of age, race, gender or anything else. During an interview, its important that you dont let your preconceptions get in the way, and instead ensure you ask all the right questions to determine if theyre a good fit for the job. Furthermore, over two thirds (68%) believe that interview discrimination happens often and that the best way to solve this is with better training for interviewers (29.8%). Further suggestions include more awareness of the issue (27.9%), following a set list of interview questions for all candidates (14.3%) and interviewers being given a list of questions they cant ask (12.3%). Biggins concludes: Interviews are a two-way dialogue, so it could cause complications if recruiters were forced to stick to a script. That said, having a list of questions that you cannot ask, for example, do you plan to have children? could help to reduce the risk of prejudice during the interview. Overall, interviewers have an important role to play, and while they must do what is best for the business, they also need to ensure that all candidates are given a fair chance otherwise, they could end up missing out on talented candidates! www.cv-library.co.uk
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Stick to these 10 golden rules for job interviews on Skype
24-July-2017 - onrec.com
By Your World Healthcares Greg Wood Posted in News archive on 24 Jul 2017 Its not the latest app and it is pretty fail safe. Skype is fourteen years old and 74 million people use it worldwide. And recruiters do too. Thanks to modern technology, candidates are now able to find work all over the country and attend interviews without leaving the comfort of their own home. A recent survey from Right Management shows that nearly 20 percent of candidates have experienced a web-cam based interview in the past year. The survey also showed that 82 percent of hiring managers have used Skype in particular, with a further six percent using pre-recorded platforms. More employers are choosing to use Skype for meeting candidates and therefore, as with any rising method of communication, certain standards for Skype interviews are becoming apparent. With this in mind, its time to polish our skills when it comes to interviewing online. Skyping with family and friends might be simple and comfortable, but employers may be looking out for things you would never even think about 1. Bolster your broadband The UK is still working on countrywide superfast broadband. Many outlying areas have notoriously slow speeds with parts of the country experiencing average speeds of 1-5 megabits. Not technical? All you need to know is that for Skype video to work well, you need a minimum of 2 megabits per second. The national average should be between 12 and 24 megabits per second, which would provide a smooth conversation via video chat. If your broadband speed is unreliable, try setting up your interview somewhere with a better connection perhaps a friend or relatives home. A poor connection will frustrate your interviewer and potentially damage your chance of employment so make sure to plan ahead if you know your broadband could fail you. Remember that joining a Skype group with multiple employers/recruiters could slow you down so pre-plan your broadband bandwidth allowance before starting and ensure you have a solid connection by testing Skype with friends/family before your interview. If youd like to check the speed of your line, you can use Speediest. 2. Say my name Think about your Skype username; what does it say about you? Pet names such as baby, dolly or sweetie, although harmless to your friends and family, may give a negative impression of you to potential employers. Always keep a professional account, ideally using your own name, for anything of this nature, separating your personal and professional life and representing you as a stronger candidate for the role. Remember, you can always adjust your privacy settings if you have concerns about your full name showing on Skype. 3. Blank out the noise Its impossible to guarantee a noise-free interview but there is plenty you can do to reduce the levels of noise around you. If you have children in your environment, ensure they are being watched by someone during your interview and explain to them the importance of being quiet for a little while. Ask anyone within your environment to be considerate and turn down any TVs or music and avoid shouting whilst youre being interviewed. It can never hurt to remind everyone that you have an important Skype call before it commences. 4. Keep your phone at bay Technology may be a huge benefit to our society but it certainly has its drawbacks, including that it can be extremely distracting. No employer wants to see you constantly glancing down at your phone to check messages or be thrown off topic by someone calling you mid-interview. Most phones have an automatic vibrate feature, even when put on silent, so switch your phone off entirely to be on the safe side. 5. Test for best Did you know that varying webcams will show your surroundings differently? Some may show more of whats around you than others, so its crucial to double check how much of your environment can be seen before starting your interview. You may not realise that an interviewer can see your tracksuit bottoms on below your smart shirt or the cereal bowl stashed away in the corner of the room. This is where a test call with a friend can come in handy theyll be able to tell you whats visible. Ensure your environment is clean and you look presentable regardless and you wont have to worry! 6. Dress the part If in doubt, dress smart rather than casual. Guys, no one expects you to wear a tie in your own home but a smart, clean shirt will never let you down. Ladies, avoid colours that are too bright and stick to neutral, smart outfits. Once youve secured your job and established boundaries for what to wear, you can let your personal sense of style shine. Make sure your hair (and facial hair) is neat and clean, applying the same level of grooming and hygiene that you would to a face-to-face interview you can skip the perfume though (technology is not that advanced yet). 7. The 10minute check-in Contact your interviewer via Skype messenger ten minutes prior to your video call. This shows that you are ready to start at the agreed time and gives the impression that you are punctual and organised. Your message can be simple and to the point, for example: Hi John, I look forward to our chat in 10 minutes. Let me know if there are any problems. Checking in 10 minutes beforehand will also flag any technical issues and allows time for them to be corrected before the interview. 8. Backup at the ready Have at least one alternative source of Skype where possible, allowing you to switch sources should your chosen method of Skyping fail. You could use another computer, a tablet or smart phone as backup but ensure they have the Skype application installed beforehand. You can also have a backup internet connection by allowing your computer to pair with the Bluetooth feature on your mobile phone. 9. Light my fire Be conscious of what the lighting in your environment is like. Ideally, you will set up somewhere that gives your interviewer full visibility of you and your surroundings. You want them to focus on your conversation and not be distracted by their inability to see your face because of shadows/sunlight. 10. Connect After your interview, its worth asking your contact to connect on professional networks such as LinkedIn (if youre not already connected). This may help them to keep you in mind for any future roles if this isnt the one for you and your interview is not successful. They also may remember you in future if you pop up in their Linked In streams. Remember, a no in life often means, not right now.' Greg Wood, group commercial director, Your World Healthcare the UKs largest supplier of allied healthcare workers to NHS and private healthcare
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Totaljobs Director comment on BBC Annual Report
24-July-2017 - onrec.com
Matthew Harradine, Director, totaljobs Posted in Opinion on 24 Jul 2017 Company Profile Totaljobs View profile » The revelation this week that there is a significant gender pay disparity amongst the BBCs leading talent is a sad reflection of a wider, societal issue. Ahead of the introduction of gender pay gap reporting, research from totaljobs discovered that one third of employers (32%) werent reviewing salaries across gender to safeguard against discrimination. The research also found that salary information across roles and genders was not available among 58% of employers and that 82% of employers were not reviewing their gender equality/equal pay policy. Since its introduction we hope things have improved, but its clear that there could be further revelations to come as more companies publish their data. In the meantime, its still shocking that such a large, high-profile, publicly funded employer has such disparities in what it pays male and female employees performing largely similar roles, but we hope that the transparency encourages change.
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48% of young people have undertaken unpaid internships in the UK
24-July-2017 - onrec.com
Young people are more likely to work as an intern unpaid than receive a wage, reports a survey by Prospects. Posted in Statistics and trends on 24 Jul 2017 Company Profile Prospects View profile » The graduate careers expert asked nearly 9,000 16 to 25 year olds about the types of work they had undertaken 1 . While 48% had undertaken an unpaid internship, just 17% had been paid for their work experience. People living in Northern Ireland were the most likely to have worked unpaid (59%) as well as those in Wales and the South West (both 52%). People least likely to work unpaid were in the North East (42%). Thirty one per cent of respondents said they were considering starting an internship in the next 12 months. When choosing an internship, the most important factor for half of respondents was for it to be related to their career aspirations. The most important factor for a quarter of respondents was to get some experience for their CV. Payment was the third most important decision-making factor; a tenth of respondents said that the most important factor when choosing an internship is if it is paid. The findings by Prospects supports data by Brussels Interns NGO (BIngo) that estimates that more than half of internships in Europe are unpaid and almost 30% of interns dont believe their unpaid experience was useful in finding a permanent job. Jayne Rowley, Chief Executive at Prospects said: While unpaid internships are a feature of the student jobs market in the UK, they are not legal and companies should not offer them. An intern is entitled to be paid if they are a worker and no exclusions to the national minimum wage apply. Graduates should not feel that working unpaid is a necessity for their career. If a job is worth doing, it is worth paying for. www.prospects .ac.uk
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Construction bounces back after a recent stall in growth
24-July-2017 - onrec.com
After a torrid month in May for construction, figures began to move in the right direction across June, with contract awards increasing by twelve per-cent, as a number of high profile projects were given the green light. Posted in News archive on 24 Jul 2017 The latest edition of the Economic Construction Market Review from industry analysts Barbour ABI, highlights the levels of construction contract values awarded in June across all regions of Great Britain, which totalled £5.5 billion based on a three-month rolling average, an increase on the £4.9 billion from May. London led all regions with 26 per cent of the total construction contract value for June. This was greatly helped by the North Quay Poplar development contract award, worth £800 million, the largest project across all of construction on the month (see figure 1.1). Across the various construction sectors, it was Residential building that produced the highest value on the month, reaching £2.5 billion, bouncing back admirably after a dip in May when it decreased to £1.7 billion. Furthermore, four of the top ten biggest projects in June came from the Residential sector. There were also monthly increases in Industrial, Commercial Retail and Medical Healthcare. The largest decrease came from Infrastructure, which lacked a high value project on the month to help increase its figures. Looking at construction in June across the UK regions outside of London, the dominance continued across southern England with the South East in second place for construction contract value with £713 million awarded, followed by the South West in joint third place with the North West, each tied at £627 million. Commenting on the figures, Michael Dall, Lead Economist at Barbour ABI, said: The construction sector bounced back after an election-focused month in May, as the residential sector once again performed strongly, continuing the trend of it holding the construction sector steady. However with declines in value from Hotel, Leisure & Sport and in particular Infrastructure, there is continuous pressure on Residential to achieve high values every month. With the Governments increasing focus on raising the levels of major infrastructure projects, its surprising to see a lack of development in this sector across June. The anticipation however, is that we will see larger public sector contracts come to the forefront, such as offshore wind farms, energy plants and motorway upgrades as we continue into 2017. To download the report please click here - www.barbour-abi.com/wp-content/uploads/2017/07/1707171-ECMR-July17-Full.pdf
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Revealed: What the nation thinks different professions earn
24-July-2017 - onrec.com
Brits on average think solicitors earn 20% more than they actually do and journalists are perceived to earn over a quarter (28%) more than their average salary, according to a new poll by Oxford Open Learning. Posted in News archive on 24 Jul 2017 New research reveals people think solicitors earn 20% more than their actual salary Brits think teachers earn 7% more than they actually do The nation are most accurate at guessing the salaries of nurses, administrators and chief executives 68% of British workers say an increased salary is the most important factor for changing careers Brits on average think solicitors earn 20% more than they actually do and journalists are perceived to earn over a quarter (28%) more than their average salary, according to a new poll by Oxford Open Learning. The nation also underestimated the pay of other professions in some cases, with Brits thinking train drivers earn 32% less than they actually do. Headmasters of secondary state schools are perceived to earn £26,192 less than their actual salary. Distance learning provider Oxford Open Learning Trust carried out the YouGov survey of over 2,000 adults to discover peoples perceptions of the salaries different professions earn. Of the fifteen professions surveyed, ten of their annual salaries were over-estimated. Profession Actual Salary Perceived Salary % Salary overestimated/underestimated Journalist £23,500 £30,000 27.66% Plumber £24,746 £30,000 21.23% Solicitor £50,000 £60,000 20.00% Hairdresser £15,473 £18,000 16.33% Retail Assistant £13,122 £15,000 14.31% Florist £15,926 £18,000 13.02% Teacher £27,813 £30,000 7.86% Chief Executive £94,884 £100,000 5.39% Administration £17,351 £18,000 3.74% NHS Nurse £24,936 £25,000 0.26% NHS GP £69,514 £65,000 -6.49% MP £74,962 £70,000 -6.62% HR Manager £38,127 £35,000 -8.20% Train driver (not including London underground) £47,000 £32,000 -31.91% Headmaster of secondary state school £76,192 £50,000 -34.38% Dr Nick Smith, courses director and founder of Oxford Open Learning Trust, said: A previous study we carried out found that money is the biggest motivator behind changing careers, followed by better working hours and personal interest. However, the results of this survey show Brits are overestimating the salaries earned by many professions. Among British workers, over half (52%) said that salary was an important factor when they chose their current job role. When it came to choosing a new career or job role, this figure increased to 68% - suggesting that monetary incentives are key for choosing a new career. Changing careers seems to pay off; over a third of British workers polled (34%) that had moved to a new job role said they had an increase in salary after the first year of their new career. Distance learning provider Oxford Open Learning Trust created the Profession Picker tool to help adults thinking about a career change. Each year, the Trust serves learners that might need an extra qualification such as a GCSE or A Level in order to get their desired job and start a new career. To use the Profession Picker tool visit: www.ool.co.uk/the-profession-picker
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England Associates announce launch of new website
24-July-2017 - onrec.com
A completely re-designed website offering job seekers access to our full range of vacancies within construction, engineering and defence and employers a greater insight into our service offerings. Posted in Launch on 24 Jul 2017 England Associates announces the launch of its new website; www.englandassociates.co.uk . This fully re-designed site encompasses a fresh new take on the established branding, bringing the business up-to-date. As well as now showing all of our vacancies, a large amount which are exclusively registered with England Associates, both job seekers and employers will be able to have easy access to more information about the business including our services, sector coverage and a meet our specialists page. The clean and simple design modelled on cityscapes from around the UK gives England Associates a refreshed identity within the competitive marketplace as well as providing a clear navigation and easy to find information, building on our vision of delivering a recruitment service that focusses on quality, professionalism, innovation and transparency. Job seekers are encouraged to explore the website and register for job alerts, apply for current vacancies and meet our specialists recruitment consultants. The new website was launched on Tuesday 27nd June on the same URL www.englandassociates.co.uk attracting 300% more visitors in its first week, than the same week last year. We are excited with our new website launch and the new direction it signals for England Associates comments Andy Harvey, Sales Director of England Associates. We pride ourselves as a recruitment partner that can offer bespoke solutions that genuinely add value and our online presence now reflects this. Marketing Manager, Marie Malyon adds Our new website will be updated regularly with jobs, company updates, blog posts, and news. www.englandassociates.co.uk
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Great Recruitment Opportunity Working from Home
24-July-2017 - onrec.com
Posted in News archive Additional Resources is one of the fastest growing recruitment franchise companies in the UK, with 25 Associates using their innovative recruitment model. on 24 Jul 2017 The Additional Resources Recruitment Franchise or as its also know the Associate Partnership Programme is an opportunity available to anybody who wishes to start-up their very own recruitment business from home. It was born out of a traditional recruitment business and the unique and highly flexible recruitment franchise opportunity is the brainchild of Managing Director, Russell Jaques. Russell started, and still runs, Additional Resources from home and each of the 25 Associate Partners, who are a part of the Additional Resources Recruitment Franchise Network, also work from home, or a small office, steadily building up their very own slice of the recruitment marketplace with all the business tools, resources and support they would expect from any large recruitment business. Whilst the Associate Partners work for themselves and retain the lion share of the fees they generate, they are never working alone. The Recruitment Network is growing month by month with recruitment consultants joining from every industry sector and split fees within the network are not uncommon. In addition they have dedicated Associate Managers, each of whom have recruitment experience, to help them run their businesses and essentially act as mentor coaching them through each part of the recruitment process. The Additional Resources recruitment franchise offers any entrepreneurial recruitment consultant, HR professional, sales person or anyone with knowledge of an industry sector looking to recruit into that sector, the chance to start-up a recruitment company and earn a substantial income. Unlike any other recruitment franchise there is no initial investment fee of tens of thousands of pounds, it is based on an Invest As You Go type structure with a fixed amount paid monthly enabling Associates to actively earn their investment as they go. For information on their recruitment opportunity and how you could start-up your own recruitment business contact Holly Jaques, Associate Manager at hollly @additional resources.co.uk or visit the website - www.recruiterstartup.co.uk www.additionalresources.net
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Southern California Agent Charged for Targeting Injured Workers Benefit Funds
24-July-2017 - insurancejournal.com
Tom Fallon, 63, of Long Beach, Calif., is being arraigned today in Superior Court in Long Beach on multiple felony charges including theft by embezzlement and money laundering. Fallons daughter, Christina Fallon, 28, also of Long Beach, is scheduled to
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How to buy the right Instant Pot, 2017´s hottest gadget
24-July-2017 - usatoday.com
Your kitchen might need an Instant Pot.
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New Jerseys Brooks Insurance Agency Hires Hoover
24-July-2017 - insurancejournal.com
Brooks Insurance Agency, a Manalapan, N.J.-based multi-line wholesale insurance agency, has hired Ben Hoover as vice president and broker. Hoover joins the team with a commitment to providing the best service to current and future clients as Brooks Insurance Agency
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Greece readies first foray into bond markets in 3 years
24-July-2017 - usatoday.com
In an announcement Monday, Greece said it had hired six global banks to manage Tuesday's five-year bond issue. Settlement will be Aug. 1.
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5th Person Dies From Injuries Caused by Florida Power Plant Accident
24-July-2017 - insurancejournal.com
An accident at a Florida power plant last month has claimed a fifth life. BRACE Industrial Group said its employee, 56-year-old Armando Perez, died Thursday of injuries he sustained in the June 29 accident at the Tampa Electric Big Bend
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Want a job? Go West.
24-July-2017 - usatoday.com
Here are the best places to find entry-level jobs.
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Former Carrier corporation employee is lashing out at Trump
24-July-2017 - usatoday.com
A Carrier employee is frustrated after she says Trump promised to save jobs but now she is losing hers. Elizabeth Keatinge (@elizkeatinge) has more.
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Filling the Empty Nest (With Money)
24-July-2017 - usatoday.com
Determine how to make extra income when the kids go back to school.
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Confusing labels mean food worth millions goes to waste
23-July-2017 - dailymail.co.uk
Supermarkets frighten shoppers into throwing away perfectly good food by using best-before labels. We reveal some of their sneaky secrets and how to beat the shops at their own game.
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How to have a low-cost summer holiday in your own home
23-July-2017 - dailymail.co.uk
The Mail on Sunday looks at the holiday alternative a fabulous low-cost home break which does not even involve stepping out of the front door.
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Inspector General warns of Social Security fraud scheme
23-July-2017 - usatoday.com
Citizens have been getting calls from fraudsters posing as SSA employees
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Want healthy finances? Start with a credit checkup
23-July-2017 - usatoday.com
Getting a grip on your finances can seem daunting, especially if you arent sure how to begin.
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Flights search engine Skyscanner increases turnover by 44%
22-July-2017 - dailymail.co.uk
Online flights search engine Skyscanner increased its turnover by 44 per cent last year as the company expanded to include hotel and car hire.
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Sky investors on course for £171m payout over Fox delay
22-July-2017 - telegraph.co.uk
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Perks of the job are back after credit crunch cuts
22-July-2017 - dailymail.co.uk
Staff perks have risen above the £8 billion mark for the first time this decade, according to accountancy group UHY Hacker Young.
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How to keep Ireland sweet with imports after Brexit
22-July-2017 - dailymail.co.uk
Britain's food and drink industry has issued a warning to Brexit negotiators that a special relationship must be maintained with Ireland, the UKs biggest source of food imports.
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Upshoot on how to make money from doing up your property
22-July-2017 - dailymail.co.uk
TV shows such as George Clarkes The Restoration Man give the impression that restoring a wreck is more a labour of love than savvy investment.
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How to help your kid get a credit card in college
22-July-2017 - usatoday.com
Add help your kid get a credit card to your parental pre-college checklist. But getting a credit card at age 18 isnt as easy as when you were in college.
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Small-cap rally could shrink on earnings, tax reform hurdles
22-July-2017 - reuters.com
NEW YORK (Reuters) - Optimism is souring around small-cap stocks for some investors, with a host of factors conspiring to up-end gains that have taken them to record highs.
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Jobless rates fall below 4 pct. in nearly half US states
21-July-2017 - abcnews.com
Hiring accelerated in 14 US states as jobless rates hit record lows in Tennessee, North Dakota
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GE shares fall as profit slumps, investors await new CEO´s targets
21-July-2017 - reuters.com
(Reuters) - General Electric Co's shares dropped sharply on Friday after it posted a 59-percent decline in second-quarter profit and put off an expected cut to 2018 earnings targets until November, when new CEO John Flannery will be four months into his job.
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Wells Fargo ordered to pay $575,000, reinstate whistleblower
21-July-2017 - reuters.com
(Reuters) - The U.S. Department of Labor on Friday ordered Wells Fargo & Co to pay $575,000 and to rehire a whistleblower the bank had dismissed in September 2011 after the former employee raised concerns over the opening of customer accounts without their knowledge, the agency said in a statement.
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CIPD 70th Annual Conference and Exhibition - supporting HR professionals to embrace the new world of work
21-July-2017 - onrec.com
The CIPD, the professional body for HR and people development, has announced the programme for its 70th Annual Conference and Exhibition, taking place at Manchester Central on 8-9 November 2017. Posted in News archive on 21 Jul 2017 Company Profile CIPD View profile » As the major HR conference of the year, the CIPD Annual Conference and Exhibition attracts thousands of national and international attendees. The theme for this year is embracing the new world of work, and the conference will focus on the major shifts that are affecting organisations, the people profession, and the world of work at large. Leading commentators, academics and practitioners will share practical insights through keynotes, case studies and debates on how to modernise people practices to succeed in the changing realities of work, and shape a positive future that will benefit everyone. Conference sessions will be geared around five key streams: Future of Work and HR understanding the impact of the digital revolution of work, the rise of technology, the shifting socio-political landscape, and our economic and moral imperative to champion inclusion, fairness and good work Business Effectiveness and Transformation covering organisational change, new ways of working, the implications of using people data, analytics and the importance of strategic and evidence-based decisions Talent, Skills and Capabilities addressing leadership, line management skills, the importance of coaching and continuous learning, effective talent attraction and unbiased recruitment practices Well-being, Engagement and Behaviours focusing on holistic well-being strategies, flexible working, people engagement and behaviour, workspace design and the impact of multiple generations in the workplace HR and People Management Essentials covering new trends in performance management, reward, the latest developments in employment law, apprenticeships and the role of business partnering Baroness Martha Lane-Fox, co-founder of Lastminute.com and former UK Digital Champion will deliver the opening keynote on creating a fair and inclusive digital world that works for everyone. She will address the responsibility of organisations in modernising practices to enable a digital future, the role of digital understanding and accountability, and the importance of ethical, sustainable, inclusive and responsible technology. Professor Gernot Schulz, a conductor and former member of the Berlin Philharmonic Orchestra, will close the conference accompanied by a classical orchestra to demonstrate how leaders can enable optimal performance. Through a combination of musical performance and inspirational talk, the closing keynote will address the fine balance between guidance and autonomy, the conditions for seamless integration and collaboration, and the importance of leading through emotion and intuition. Running alongside the conference is the CIPD Exhibition, in which more than 180 leading HR and L D suppliers will be showcasing their latest innovations and solutions. The exhibition features a free programme of bite-sized learning sessions and insight from suppliers, synchronised with the key themes of the conference agenda. CIPD experts and conference speakers will also be sharing their knowledge and expertise on how to understand and approach current and future challenges in work and working lives. Peter Cheese, CIPD Chief Executive, comments: We are already seeing many changes in the world of work from digitisation and the impact of rising automation, to the changing expectations and demographics of our workforces, and the ongoing change and uncertainty in the socio-political landscape. At the same time, we need to make real progress on the ongoing challenges of greater inclusion, well-being and engagement, fairness and opportunity, but also the business imperatives of improving productivity, innovation and agility. These will be key to how organisations respond and thrive in the future, and creating the environments, roles and support to get the best out of people really must be at the centre of the debate. So whilst this is a time of significant change, it also creates many new and exciting opportunities for organisations, and a big agenda for our profession to make a profound difference. Through smarter job design, inclusive workplaces, greater employee voice and more purposeful leadership, organisations will be able to innovate and make the most of their people, however they employ them and whatever the context. HR and L&D professionals are in a unique position to drive this change in their organisations, which is why this years event is all about establishing a greater understanding of the major changes that are affecting people at work. Were excited to be bringing you new content streams, new formats, and insight and inspiration from some of the most influential experts and thought leaders. And through discussions, debates and workshops, well be encouraging you to visualise and embrace the new world of work in your own organisational contexts.
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Casino Employment. Basic Facts
21-July-2017 - onrec.com
The casino word is regularly changing with no days alike. Working at the casino is exciting, beneficial and complicated. Posted in News archive on 21 Jul 2017 The casino word is regularly changing with no days alike. Working at the casino is exciting, beneficial and complicated. The fun begins once you find yourself in the mix. The most important skill required of anyone seeking the job of a dealer is a sound knowledge of numbers and an understanding of the principles behind dealing of cards. With this, you are good to go. Making money and benefits as a casino employee Like a normal job, the casino management also offers their staff benefits, but maybe with a slight difference. A majority of the staffs money comes through tips from clients. Casino jobs and its tips are legal and without any penalties accompanying it. Most people take the job because of the tips involved and others for the joy of meeting celebrities. The best part of learning to work with the modern-day casino industry does not actually require any strenuous efforts neither does it need you having to study for long hours. In fact, this is entirely a new dimension of training. No college degree is needed and it comes with a minimal workload. Among other necessary criteria included there is a great attitude and customer service experience. Another thing to consider is the working schedule. Skillful dealers are most times required to work an extra hour or two depending on the number of customers and schedule. Although, the more skillful you are the more you earn and the more will be your working hours. Nevertheless, you get to earn even more tokens including tips from generous clients. Advantages of Working in a Casino Many benefits come with working in the casino industry. Among them are the free health insurance and other rewards like free food and most importantly, choosing your own shift. Some people really think fortunes made through gambling is illegal and not real. Well, that is incorrect and as such a wrong idea. There is no illegality in this game. As a member of the company, especially dealers and support staff, you have an endless income stream ranging from the chips, the tips in form of cash up to wagers left by the customers. Still, on benefits, some stargames casino online offer their staff educational help as long as the program of study adds value to the company in form of growth. The High-end or VIP-class casinos help to increase the chances of any staff that needs or wants to further their career. The only prerequisite is that it must be related to their positions. The human nature is diverse and can sometimes require constant study. Not all people can work at the casino, which means understanding yourself before applying is very important. As easy as the job is, it can be complex. Many clients come to gamble out their pain or maybe stress and it can be painstaking to deal with such clients. Imagine dealing with impatient, furious, and anger filled customers - how do you deal with such people? If you are hot-tempered and easily irritated, then this job is not for you. Therefore, some background check of oneself is necessary before quitting your present job for the casino industry. This helps in deciding on whether or not to join the million-dollar industry.
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Lunch with a side order of job browsing - 1pm on Monday is Britain´s peak time to look for a new role
21-July-2017 - onrec.com
The most popular time for people in the UK to search for a job is 1pm on a Monday, according to data released by the worlds biggest job site, Indeed. Posted in News archive on 21 Jul 2017 Company Profile Indeed View profile » New week, new job? Analysis reveals a weekly spike in Britons looking for jobs at Monday lunchtime European neighbours start earlier - French and Belgian jobseekers are most active at 11am on Mondays The most popular time for people in the UK to search for a job is 1pm on a Monday, according to data released by the worlds biggest job site, Indeed . Researchers analysed the searching patterns of millions of jobseekers in five European countries and found a clear trend - Mondays see the highest activity levels in all five nations, even if the spikes come at different times. Whether theyre scrolling on their phone over a lunchtime sandwich or surreptitiously scanning for jobs from their desk at work, traffic from UK and Irish jobseekers peaks at 1pm on the first day of the working week. Meanwhile European jobseekers start earlier, with job search peaking at 11am in France and Belgium and 12 noon in Germany. Table: Peak day and time for job search by country Country Peak day for job search Peak time for job search France Monday 11am Belgium Monday 11am Germany Monday 12pm Ireland Monday 1pm UK Monday 1pm While Mondays see the very highest spikes in activity, weekday evenings are a consistently popular time for jobseekers to search for a new role. Mondays may be a perennially popular day for people to search for a new role, but Indeeds researchers did uncover some seasonal variations in the types of roles being sought. The warm summer weather frequently coincides with high levels of interest in travel-related and flexible roles, with the summer months typically seeing a five-fold increase in searches for jobs at the Edinburgh and Reading festivals, zero-hour contract jobs and immigration officer and cruise ship nurse roles. Mariano Mamertino, EMEA economist at Indeed, comments: The power of the internet has transformed the way all of us look for a new job. With just a few keystrokes or taps on our mobile device, we can view millions of vacancies whenever and wherever we want. So its striking that even with this freedom, one day is universally the most popular for people to look for a new role. This reveals perhaps the emotional side of looking for a new job. Just as the start of January is a very popular time for people to consider a job change, so too the start of the working week. With the UK enjoying record levels of employment and the number of unemployed people per vacancy now at its lowest level for 15 years, competition among recruiters for the best talent is intense. So while the online jobs market is always on, were seeing hiring companies be increasingly tactical in how and when they target potential recruits.
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Employers relying on temps to fill vacancies amid skill shortage REC
21-July-2017 - onrec.com
Organisations across all sectors want to recruit for permanent roles, with almost one in five employers (19 per cent) actively looking to increase their headcount in the next three months, according to the latest JobsOutlook by the Recruitment & Employment Confederation (REC). Posted in News archive on 21 Jul 2017 Company Profile REC View profile » With 45 per cent of employers expecting to face a shortage of suitable candidates over the next year, the report suggests that businesses may be turning to temporary workers to meet demand as permanent hiring becomes more difficult. The latest survey of 607 employers shows: a third (34 per cent) have no spare capacity and would need to recruit to meet additional demand almost nine in ten (87 per cent) intend to increase or maintain their use of temporary workers in the next three months a quarter (24 per cent) transfer at least half of their temporary workers to permanent positions each year. Analysis of historic JobsOutlook data suggests that temporary workers are becoming more important as businesses react to the shortage of candidates for permanent roles. Since the beginning of 2017 an average of 55 per cent of employers who recruit temporary workers do so to respond to growth. This compares to an average of 48 per cent of employers who made the same claim in the second half of 2016. REC chief executive Kevin Green says: The majority of jobs created in recent years are full-time roles, but the data suggests that employers may need to bring in temps to fill vacancies because its so difficult to find candidates for permanent positions. "The pool of people without a job is shrinking, and the number of people deciding to switch jobs isnt rising as much as wed expect. Employers are improving starting salaries to attract candidates, but even with this incentive people are unsure about taking new jobs at a time of economic uncertainty. In many cases businesses are bringing in temps with the intention of converting them to permanent staff once theyre in the business. This is an example of how employers are seeking solutions to the skills shortage. Brexit is making the situation more challenging. In London for example, a third of people working in construction are from the EU and its difficult to see how firms will manage if their workforce arent encouraged to stay in the UK and continue to contribute to our economy.
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UK Salaries Increase at a Steady Rate
21-July-2017 - onrec.com
Despite there being a great amount of uncertainty following last months General Election, Recruitment Software provider Recruitives latest statistics show average salaries in the UK still saw an increase last month, rising by 8.15% when comparing with data from June 2016. Posted in News archive on 21 Jul 2017 Company Profile Recruitive View profile » The figures show many cities across the UK also saw an increase in salary in June, when comparing year-on-year data, including key cities such as Birmingham (2.12%), Manchester (1.85%) and Leeds (3.10%) also witnessing month-on-month growth. When comparing the data from June 2017 with June 2016. Some of the UKs top industries also experienced a rise in salaries year-on-year, with Distribution (up by 9.82%) and Retail (up by 8.65%). Carla Fern, Operations Director comments: After post-election uncertainty it is very positive to see that salaries are continuing to rise at a steady rate, across the UK. The positive salary growth indicates that businesses across the nation are still working hard to attract candidates to their vacancies. With this in mind we expect to see a higher volume of applications over the coming months and we have already begun to see an increase in the number of enquiries from companies looking to improve their recruitment process. Our market leading software already helps some of the UKs leading employers to reduce the manual process by as much as 60%, saving them both significant time and money. For more information regarding Recruitives software solutions please call 0345 600 0550 or visit www.recruitive.com .
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How to invest to beat inflation and low savings rates
21-July-2017 - dailymail.co.uk
If you have the short-term emergency savings that you need, funds held for the long-term can be put to more productive work and earn a higher return. The Investing Show looks at how.
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Growing confidence among the UKs aspiring business owners
21-July-2017 - onrec.com
Four out of five Brits would consider starting up their own business, but financial risks (54%) and fear of failure (40%) are holding them back, according to a new study commissioned by self storage provider Space Station. Posted in News archive on 21 Jul 2017 The survey of 1,000 aspiring entrepreneurs has revealed that the prospect of securing funding for their start-up is one the most off-putting aspects. However, despite financial fears, the majority of Brits (62%) want to be their own boss, with more women (65%) than men (59%) aspiring to work for themselves. Flexible location (27%) and working hours (58%) were found to be the top reasons why future business women wish to start out on their own. On the other hand, men are more driven by making more money (28%) and being financially independent (38%), compared with just 22% of women. Self-achievement (54%) and the ability to choose people they want to work with (35%) also ranked highly for both male and female respondents. However, economic instability was one of the biggest obstacles of starting a business, according to over a quarter (28%) of respondents. While future entrepreneurs may differ on what might make owning their own company worthwhile, it seems more than a third (35%) of respondents are unsure where to start their own business venture, with more women feeling unsure at 33% compared with 28% of men. According to the House of Commons Library, 2015 saw 383,000 businesses enter the market, the highest number since records began in 2011. Vlatka Lake, marketing manager at Space Station, said: Over the years we have seen many entrepreneurs use our self storage and office facilities to take their first steps in their business venture. Its great to see more people gaining confidence to start up their new business despite potential barriers. Case studies: Kevin Hall, LEGO brick artist and designer, said: Finding your niche is the key to small business success. Ive always wanted to do something creative and Ive been collecting and building for about 36 years now. I was six years old when I decided I wanted to produce unique LEGO creations as a business. Although starting up a new business is an exciting prospect, its easy to overlook the simple things such as organisation and planning that can have the most impact. Plan where you want to be and stay on top of your finances if you want to make your venture a success. Building a big network of people you work with and creating new relationships is also very important. Over the years Ive built some great relationships with companies, from helping us shipping our models to storing them. These relationships are crucial to my business. Jeremy Gaisie, co-director at Pump n Grind Coffee Roasters, said: It has been an enjoyable but challenging experience to start my own business. Weve been hit with many unexpected governmental hurdles such as the introduction of rising staff costs and tax changes but weve also had incredible support from our local community in Leeds. My advice would be to take people up on their assistance when it is offered. A friend of mine wanted to start a web design company and offered to put our website together for free. Weve also received great furniture from other businesses that are refurbishing their premises and weve connected with the local independent scene which greatly helps in free promotion and community involvement. www.space-station.co.uk
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Jobs in the recruitment industry rise by 14.8% in Q2 of 2017
21-July-2017 - onrec.com
CV-Library reveals where job vacancies and salaries rose across the UK last quarter Posted in News archive on 21 Jul 2017 Company Profile CV-Library.co.uk View profile » Despite growing uncertainty in the run up to the general election last month, data published today from the UKs leading independent job board, CV-Library , suggests that recruitment companies remained confident in Q2 2017, with job vacancies and advertised salaries increasing year-on-year. The Q2 job market report from CV-Library compared data from April, May and June 2017 with data from the same period last year, and found that there were 14.8% more jobs being advertised in the recruitment sector in Q2 2017, making it one of the top 10 industries to witness the biggest hike in vacancies: Manufacturing 24% Charity 21% Automotive 20.4% Social Care 18.2% Property Services 16.3% Recruitment 14.8% Engineering 11.2% Design 10.4% Agriculture 9.9% Construction 7.2% Not only this, but some industries also saw impressive quarterly growth. Property saw the biggest increase of 18.4%, followed by manufacturing (8.1%), construction (7.4%) automotive (5.5%) and social care (3.7%). Furthermore, certain areas in the UK witnessed strong year-on-year growth, with Scotlands key cities, Glasgow, Aberdeen and Dundee seeing a particularly impressive increase in vacancies; 26.4%, 17.8% and 16.6% respectively. Cities in the North also made the top 10, with Sheffield (16.2%) and Manchester (12.6%) outpacing job vacancy growth in London (11%). Lee Biggins, founder and managing director of CV-Library comments: Its great to see that businesses across the UK are continuing to invest in growing their workforce. Its particularly positive to see such a high year-on-year jump in job vacancies across many key sectors, especially given that during the same period last year the Brexit backlash was yet to hit. Not only that, but in the run up to the recent election job vacancies were still increasing, despite ongoing uncertainty. For eager job hunters now is a great time to begin looking for the next opportunity. Similarly, many UK industries also saw an increase in advertised salaries when compared with data from Q2 2016, suggesting that businesses are working hard to attract talented candidates. Hospitality (7.7%) saw the biggest increase, followed closely by agriculture (6.2%), education (6.1%) and construction (4.6%). Customer Services (4.6%), accounting (4.1%) and automotive (2.7%) were some of the other industries that saw impressive pay growth. Unfortunately, application rates across the UK fell by 3.4% when comparing year-on-year data, and 14.9% when comparing quarter-on-quarter data. That said, some key industries did see a positive rise in applications when compared with Q2 2016 and these included hospitality (9.1%), property services (7.9%), construction (5.2%) and social care (2.1%). Biggins concludes: The increase in advertised salaries further illustrates the high business confidence in the last quarter, suggesting that they are fighting to offer the most competitive packages. However, its clear that candidates are not reciprocating this confidence, with application rates dropping across the UK. As the dust settles on the recent election, we hope to see candidate appetite pick back up especially given that there are some great opportunities out there in many of the UKs top industries. Find more statistics and insights from the last quarter in our full Q2 job market report, here: www.cv-library.co.uk/recruitment-insight/job-market-report-q2-2017/
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Paysafe shares soar after £2.9bn bid from Blackstone and CVC
21-July-2017 - telegraph.co.uk
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Cvlogin: Over 200.000 job seekers uploaded their resume since the platforms beginning!
21-July-2017 - onrec.com
Cvlogin is currently making headlines for its fast-growing popularity. Ever since the start of this website just 10 months ago, more than 200.000 people have turned to the platform to upload their CVs and seek out some amazing job opportunities. Posted in Launch on 21 Jul 2017 The project is a start-up led by a team of talented and innovative developers and HR professionals based in Istanbul, Turkey. Their idea came about when they realized that many people failed to seize the full potential of their CV: as they had the chance to inspect thousands upon thousands of CVs, they realized that most of them had problems: people would send in outdated information, unappealing designs and pages without any real logical structure. A resume is too important not to be taken seriously and the people behind Cvlogin decided to focus on a new way to help people compile the definitive resume to suit their skills, personality and experience. Cvlogin users are given all the tool and information that they will need in order to come up with the most effective and appealing resume possible. Which font to use? How many pages? How to find a good template? Cvlogin answers all of the above question and many more. Hundreds of thousands of users are enjoying the platforms flexibility and convenience: check out the companys website to find out more: https://cvlogin.com
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Morris Reappointed to Louisiana Workers Comp Advisory Council
21-July-2017 - insurancejournal.com
Michael D. Morris of Baton Rouge has been reappointed to the Louisiana Workers Compensation Advisory Council. Morris is an attorney and the chief executive officer of the Louisiana Home Builders Association. He will serve as a representative of self-insured industries
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Markel Hires Ferguson to New York-Based U.S. Excess Casualty Team
21-July-2017 - insurancejournal.com
Markel Global Insurance, a division of Markel Corporation, has hired John Ferguson as a director of its New York-based U.S. Excess Casualty team. In his new role, Ferguson serves as the retail construction practice lead and is responsible for a range
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Fired OSHA Whistleblower Claims Investigator Turns Whistleblower
21-July-2017 - insurancejournal.com
A fired U.S. whistleblower investigator says his old employer didnt take whistleblowers seriously enough. So hes lodging a complaint with the same ex-employer he claims doesnt take whistleblower allegations seriously enough. Darrell Whitman was an investigator for the Labor
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Neon Appoints Argos Gibson as Reinsurance & Alternative Capital Director
21-July-2017 - insurancejournal.com
Neon announced it has hired Mark Gibson as Reinsurance and Alternative Capital director, reporting to Managing Director Ian Martin. Gibson is responsible for developing Neons outwards reinsurance program and third party capital strategy. With 30 years experience in the sector,
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Asda owner Walmart is biggest company in world by revenues
20-July-2017 - dailymail.co.uk
The US chain, which has nearly 12,000 stores in 28 countries and has 2.3m employees, raked in £374bn of turnover last year.
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UAW talking to GM about impact of car sales slump on U.S. jobs
20-July-2017 - reuters.com
(Reuters) - The president of the United Auto Workers union said on Thursday the union is talking with General Motors Co about the potential threat to plants and jobs from slumping U.S. car sales.
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Unemployed Workers Opt for Video Games Over Work
20-July-2017 - workforce.com
In this weeks 5 Minutes of Management, Workforces Rick Bell and Frank Kalman discuss the role of video games in labor participation rates, especially in one key demographic. Also, General Motors hires a new head of HR. What about this news was surprising and unique? Rick Bell explains. For more 5 Minutes of Management, check out our YouTube channel. The post Unemployed Workers Opt for Video Games Over Work appeared first on Workforce Magazine .
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Liberty snaps up car industry supplier Amtek in deal saving 550 jobs
20-July-2017 - telegraph.co.uk
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How can I tell if my job interview has gone well?
20-July-2017 - dailymail.co.uk
You step out of the job interview, take a deep breath and relax on your journey home - but then the worry beds in. Did it go well? We reveal seven signs that it probably has.
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Act now to stop companies moving jobs for Brexit, businesses urge Government
20-July-2017 - telegraph.co.uk
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320 Glaxo jobs to be axed as it puts Horlicks up for sale
20-July-2017 - dailymail.co.uk
GSK said the closure of Horlicks manufacturing site in Slough and the decision to outsource production at its site in Worthing will result in the loss of 320 jobs over the next four years.
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Taylor Report: Gig worker rights explained for SMEs
20-July-2017 - dailymail.co.uk
Brits working for firms like Uber and Deliveroo in the gig economy could soon be afforded some key employment benefits following the publication of the government-ordered review
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Silverdoor Apartments reveals how to avoid travel scams
20-July-2017 - dailymail.co.uk
Watch out, for example, for people who 'accidentally' spill something on you, only as a distraction method so that an accomplice can pickpocket you.
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FBI says Internet romance scams on the rise. Here´s what you need to know.
20-July-2017 - usatoday.com
Internet romance scams are on the rise, costing victims millions of dollars each year. Here's how to protect yourself.
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The 20 most in-demand jobs that pay more than $100,000
20-July-2017 - usatoday.com
Job site Glassdoor released a list of the most in-demand jobs that pay over $100,000. These jobs attract lots of candidates for few open positions because they offer top-notch benefits and perks.
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Bitcoin swings as civil war looms
20-July-2017 - bbc.com
The Bitcoin community must agree how to tackle a slowdown in transaction times to avoid a schism.
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Tipping: The latest on how much to tip and for what
20-July-2017 - usatoday.com
A new survey sheds some light on tipping practices. Many workers rely heavily on tips and must pay taxes on the receipts.
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North Carolina Gov Signs $100M Hurricane Aid, Zip Line Insurance Bills
20-July-2017 - insurancejournal.com
Gov. Roy Cooper has signed legislation directing how $100 million in additional Hurricane Matthew relief funds must be spent and requiring zip line and aerial ropes course owners to get minimum levels of liability insurance. Cooper enacted Tuesday ten more
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CSX Ordered to Pay $3.9M in Georgia Train Death of Allman Film Crew Member
20-July-2017 - insurancejournal.com
A railroad owner plans to appeal a jurys decision that it must pay $3.9 million to the family of a movie worker killed on a Georgia railroad trestle in 2014, a spokesman for the company said. The jury in Savannah
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Texas Bill Would Change Workers Comp Medical Causation Report Law
20-July-2017 - insurancejournal.com
A medical causation narrative report is one created by a doctor that explains a causal connection, if any, between a compensable workplace injury and the diagnoses or conditions specified in the insurance carriers plain language notice disputing the extent of
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Massachusetts SJC Rules in Favor of Employee Fired for Medical Marijuana Use
20-July-2017 - insurancejournal.com
The Massachusetts Supreme Judicial Court has ruled in favor of a woman who was fired by her employer for testing positive for her prescribed use of marijuana to treat a medical condition. The court found that because medical marijuana was
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Is Religion at Work Still Taboo? Not Everywhere
19-July-2017 - wsj.com
Faith is coming up more often at work, forcing managers and employees to grapple with religious expression in the office. One firms solution: a 92-page guide.
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Another tenure-track scientist bites the dust
19-July-2017 - sciencemag.org
As a friends faculty career comes to an untimely end, our columnist reflects on the potential disconnect between what researchers want to research and what funders want to fund
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Texas Lawmaker Seeks to Limit Austins Construction Site Worker Protections
19-July-2017 - insurancejournal.com
Note: This article originally appeared in the Texas Tribune. Cesar Ovalde has been working in the construction industry for the better part of 15 years. Most of the time, hes working on large commercial projects, and gaps in training, he
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MarshBerry Adds Barber as Talent Acquisition Manager
19-July-2017 - insurancejournal.com
Woodmere, Ohio-based MarshBerry has hired Bob Barber as a talent acquisition manager. His responsibilities include overseeing a team of direct reports to source and screen high quality sales professionals for the role of commercial producer and present candidates to agency
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Companies offer quirky perks like guitar lessons, tattoos
19-July-2017 - abcnews.com
Home maid service, guitar lessons, tattoos: Some small companies offer quirky perks to keep top workers
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Pennsylvanias NSM Insurance Group Hires Johnston
19-July-2017 - insurancejournal.com
NSM Insurance Group, a Conshohocken, Penn.-based program administrator of industry-specific insurance programs, has hired Jennifer Johnston as the Northeast regional underwriting manager for social services. In this role, Johnston will be responsible for overseeing new business development and renewal retention
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CSX execs defend early progress in restructuring railroad
19-July-2017 - abcnews.com
CSX executives are defending the restructuring progress they've made in the first four months since the railroad hired a new chief executive
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Medical Pot, Disability Bias and the Massachusetts Supreme Court
19-July-2017 - workforce.com
In what is believed to be the first decision of its kind, the Massachusetts Supreme Judicial Court has allowed an employee to pursue a disability discrimination claim based on the use of medical marijuana. Christine Barbuto suffered from Crohns disease and legally used medically prescribed marijuana in the evening to manage her symptoms. She disclosed her marijuana use to Advantage... The post Medical Pot, Disability Bias and the Massachusetts Supreme Court appeared first on Workforce Magazine .
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GSK to sell Horlicks brand and cut 320 jobs
19-July-2017 - telegraph.co.uk
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Average British worker takes just 34 minutes for their lunch break
19-July-2017 - telegraph.co.uk
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Jobs surge helps poorest households as inequality falls
19-July-2017 - telegraph.co.uk
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Boom in second charge mortgages with interest rates of 53%
19-July-2017 - dailymail.co.uk
Lenders say a growing number of professionals are turning to second charge mortgages. As well as high interest rates, borrowers who can't keep up the repayments risk being evicted.
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´UK inequality reduced since 2008´
19-July-2017 - bbc.com
Rising employment and falling incomes among the richest has cut the gap between rich and poor, a new report says.
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Robots are taking your jobs
19-July-2017 - usatoday.com
Retail stores across the country are introducing automated machines that are taking the place of jobs otherwise performed by human workers. Veuer's Elizabeth Keatinge has the full story.
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Carrier to lay off 300 employees on six-month anniversary of Trump´s presidency
19-July-2017 - usatoday.com
As president-elect, Donald Trump negotiated a deal to prevent deeper job cuts at Carrier's Indianapolis furnace factory.
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Ex-employee testified Martin Shkreli vowed to make his family homeless
19-July-2017 - usatoday.com
Shkreli allegedly wrote in a letter to his employee's wife, "I hope to see you and your four children homeless." Video provided by Newsy
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Neon Appoints Argos Gibson as Reinsurance & Alternative Capital Director
19-July-2017 - insurancejournal.com
Neon announced it has hired Mark Gibson as Reinsurance and Alternative Capital director, reporting to Managing Director Ian Martin. Gibson is responsible for developing Neons outwards reinsurance program and third party capital strategy. With 30 years experience in the sector,
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Marsh Hires deLaricheliere to Lead U.S. Banking and Capital Markets Practice
18-July-2017 - insurancejournal.com
Marsh has hired Alex deLaricheliere to lead its U.S. Banking and Capital Markets Practice. In this newly created role, deLaricheliere is responsible for ensuring that Marsh delivers its risk advisory and transactional services to the firms banking and capital markets
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Maines MEMIC Group Hires Barden
18-July-2017 - insurancejournal.com
The MEMIC Group, a Portland, Maine-headquartered workers compensation specialist, has promoted Kelly Barden to the position of director of corporate communications. In this role, she is responsible for shaping and projecting the corporate image and brand identity and overall reputation
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Taxi Drivers in North Carolinas Capital City Face Rough Year Thanks to Ridesharing
18-July-2017 - insurancejournal.com
Johnson Umeh has plenty of experience as a taxi driver, and he says the job has never been as tough as it is now. Like many drivers, his business is being sapped by Uber and Lyft the popular ride-hailing
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Thomas Joins Insgroups Employee Benefits Practice in Houston
18-July-2017 - insurancejournal.com
Insgroup Inc. has added Timothy Thomas as a vice president in its Employee Benefits Practice in Houston. Thomas brings over 30 years experience in the insurance industry in both employee benefits and property/casualty insurance. Most recently, Thomas was a senior
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A Reminder That Any Employee Can Sue You at Any Time
18-July-2017 - workforce.com
Todays lesson may seem obvious, but it is one worth repeating: any employee, no matter the on-the-job misconduct, can sue you. Filing a lawsuit is one thing, succeeding on that lawsuit is an entirely different animal. Case in point: Robinson v. Klosterman Baking Co.(S.D. Ohio 7/5/17). Michael Robinson was not what one would call one of Klosterman Bakings exemplary employees. Klosterman... The post A Reminder That Any Employee Can Sue You at Any Time appeared first on Workforce Magazine .
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United Airlines posts higher passenger unit revenue
18-July-2017 - reuters.com
NEW YORK (Reuters) - United Continental Holdings Inc said on Tuesday passenger unit revenue rose 2.1 percent in the second quarter, but unit operating costs, excluding fuel, rose more than 3 percent as rising labor costs weighed on the industry.
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Bond International Software and TempBuddy strengthen team with new key appointments
18-July-2017 - onrec.com
Staffing Software Leaders Announce Strategic New Hires to Execute Global Expansion Plans Posted in News archive on 18 Jul 2017 Company Profile TempBuddy View profile » Bond International Software , worldwide provider of staffing and recruitment software solutions, and TempBuddy, the multi-award winning contingent workforce software innovator, have announced two key appointments to drive their global growth. Joining the company are Tony Rossi as Vice President of US Sales, and Matt Lyndley as Sales Director for the APAC region. By bringing in experienced industry stalwarts with extensive connections and a keen understanding of the recruitment industry, the company is set to deliver its global expansion plans. Rossi combines deep experience in account management and sales with a highly successful track record in delivering strategic growth having worked at Paychex for over 20 years. He comments, I look forward to building relationships and developing new opportunities for Bond and TempBuddy. This is an exciting time for us following the recent announcement of our merger with erecruit. Together we offer the industrys most complete end-to-end staffing platform, or separate recruitment and workforce software solutions according to a staffing organisations needs. The addition of Lyndley bolsters the companys presence and reach across the APAC region. He has first-hand recruitment experience and in using Bonds software himself at major staffing organisations such as Adecco, Hays and Robert Half. Lyndley states, Having seen the value Bond Adapt delivers as one of the worlds most advanced cloud-based recruitment and staffing management platforms, I am delighted to be able to showcase its capability to potential customers. With planned UI upgrades on the horizon, and TempBuddy to add into the mix, we look forward to introducing industry-leading software innovations across Australia and APAC. Another key strategic hire is announced with Stephanie Bledsoe appointed as Head of Customer Success, TempBuddy, to manage service delivery and project management for their expanding global client-base. With 17 years experience in customer success, most recently as Director of Quality Operations at Field Nation, she is now responsible for leading a team to ensure clients optimise their use of TempBuddys mobile-led workforce management software. Blesdoe asserts, Im proud to join TempBuddy; with seven awards under its belt its a real pioneer in contingent workforce management. My goal will be to help staffing companies get their best workers to the right place at the right time, while improving the worker and client experience. As a further appointment to boost the companys inhouse design team, John Murinye brings his 10 years experience in branding and graphic design to the business. John says, TempBuddy has developed a vibrant, dynamic brand that reflects its product innovation, and Bonds strong brand equity reflects its years of deep industry expertise. Im looking forward to enhancing their visual brand identities, voice and tone. Roderick Smyth, Group Chief Strategy and Product Officer adds, These key hires complement our existing team and will accelerate our global growth. Staffing companies can be confident that Bonds software built with over 40 years industry expertise combined with the technological innovation of TempBuddy will offer them unrivalled competitive advantage. Bond International Software and TempBuddy were selected for acquisition by Symphony Technology Group (STG), who have a significant portfolio of organisations across the human capital space. In June 2016 TempBuddy and Bond announced their merger with Erecruit, the leading innovator in enterprise staffing software, VMS and onboarding solutions for large staffing firms, creating the industrys most complete end-to-end staffing platform. www.adapt-recruitment-software.com www.tempbuddy.com
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Google Taps Hire Authority to Step Into Lucrative Recruiting Market
18-July-2017 - workforce.com
Google Hires aim is to give businesses the ability to manage their hiring process holistically, from communication to application, feedback and decision-making. Not content with its recent foray into job boards, Google is launching another venture aimed at the $200 billion market for recruiting and hiring workers. The Silicon Valley-based tech giant announced July 18 the launch of Google Hire,... The post Google Taps Hire Authority to Step Into Lucrative Recruiting Market appeared first on Workforce Magazine .
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The Future of HR Industry in Terms of Casino Business
18-July-2017 - onrec.com
The truth is that the casino business has had its own share of abuse and stereotyping Posted in Features on 18 Jul 2017 Many people rather see it as one of those sectors that are associated with vices and lack of organization like the crime rings. But the effective organization of business in Vegas is actually telling another story. One area that will always remain important in this sector is the human resources. Many people believe that since it involves a lot of technology and different currencies, its not necessarily have to be professional about the employees. But technology and currencies are controlled by humans and they must be qualified to make these things work well. Desirable and Available Skill Set The skill gap that almost every company is experiencing is huge and will continue to widen in the future if not mitigated. Bad education has robbed people of the skills needed in the workplaces. A majority of nowadays universities offer very old and outdated programs that are not in tandem with the reality and the casino business will be among the most hit. How many academic institutions offer courses that concern casino management? I bet finding them will be a tall order, even though we know the size of this market and how fast it is growing. Lack of the engineers, support and front desk officers, financial managers, and other personnel needed to run a casino is a problem. This will remain a problem for the HR sector in the future. Workers Integration and Skill Maximization Another area that the HR sector will have a problem with in the casino business is the integration of workers. Many people do not just come to work to earn money. They want to contribute and be a part of the system. The ability to listen to employees in order to ensure belonging, flexibility, and learning will always be essential. A majority of the people want to make a meaningful impact and creating an avenue for this in the specialized foxy casino no deposit business will be another problem. Workers Compensation and Appreciation The way to make a fair and competitive calculation of the pay will always be relevant. Is the old peer-based performance evaluation the best method for defining payment? Given the amount of money that circulates in the industry, what should the pay be modeled after? Should employees be paid with regard to the revenue earned by the casinos? In countries like the US, laws on minimum wage, health care, and safety could affect the employees too. So casino firms have to decide whether to outsource the HR sector or to have them in-house. This may bring about an increase in the number of HR consultants in the future. Workers Training and Retraining Things will continue advancing in this sector, so the old ways will always be ditched, while the new ones embraced. Casino firms will also face challenges of how to get their staff acquire knowledge of the new trends. Should they ditch the outdated staff and hire new and knowledgeable hands whenever it happens? These and many others will be the issues faced by the HR department of any casino firm in the future. They all need an effective solution.
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Tell me why employees still dont like Mondays
18-July-2017 - onrec.com
UK employees still dont like Mondays, according to new research of 9,300 UK employees from 75 companies by the ELAS Group which analyses the employee absence figures for the first half of 2017. Posted in News archive on 18 Jul 2017 On a positive note, National Sickie Day and Blue Monday are no more. Monday 6th February (Natl Sickie Day) had only the sixth highest absence rate while Monday 16th January (Blue Monday) came in eighth, with the lowest absence rate out of all the Mondays in January. However, while Blue Monday no longer appears to exist, Mondays remain consistently blue across the first half of the year, with the absentee rate almost DOUBLE that of Fridays (2054 / 22% compared to 1169 / 12.5%). With only the exception of Tuesday 3rd Jan (the day with the highest absence rate in the first six months), all the other days in Elas top ten of absences were Mondays. May has two bank holidays which explains why it is the only month where Tuesdays have the highest absence rate. Adrian Lewis, Director, Activ Absence explains: We see a similar pattern, sick days are always higher on a Monday and Friday, but definitely more so on Mondays. When companies use software to track absence at least the can identify this issue. However, our biggest concern currently is the growing issue of employers trying to crack down on absence without looking at each case individually or having the tools to monitor absence accurately. Being tough on staff who are off sick (as weve seen in some public sector cases) without using data to understand the reasons why, will switch absenteeism for presenteeism. Either way, you have a productivity problem. Absence management software and sensible absence management policies are best way to effectively reduce absence and in our experience, software saves more money than it costs. Of course, not everyone works Monday to Friday. When it comes to weekend workers, the ELAS research finds that employees are more likely to call in sick on a Sunday (6.5% compared to 5% on a Saturday). Employees are most likely to call in sick between 6-7am with 7am on Monday 6th Feb (Natl Sickie Day) coming in as the hour with the highest number of sick calls. In 2016, February topped the list as the month with the highest absentee rate however in 2017, March comes in with the highest rate of total absence, with January taking the crown for average absence rate. Once again, April is the healthiest month with the lowest number of absences recorded across the board. Top 10 highest absences: 1. Tues 3rd Jan 2. Mon 9th Jan =2. Mon 23rd Jan 4. Mon 27th March *Clock change 5. Mon 30th Jan 6. Mon 6th Feb *Natl Sickie Day =6. Mon 20th March 8. Mon 16th Jan *Blue Monday 9. Mon 19th June 10. Mon 27th Feb Top 10 times to call in: 1. 7am Mon 6th Feb *Natl Sickie Day 2. 7am Mon 20th March 3. 7am Monday 9th Jan 4. 6am Tues 3rd Jan 5. 7am Mon 3rd April 6. 7am Mon 23rd Jan =6. 7am Mon 30th Jan 8. 7am Tues 3rd Jan =8. 6am Mon 9th Jan 10. 6am Mon 16th Jan *Blue Monday =10. 7am Mon 31st Jan =10. 7am Mon 13th March Enrique Garcia a consultant at ELAS specialising in employment law says: These statistics bring good news for employers in that National Sickie Day appears to no longer exist. Of course, genuine absences cannot be helped but frequent absenteeism, or sickies, is a problem that needs to be tackled. Its impossible to tell if its purely coincidental that the absence rate on Mondays is so high or if people are taking advantage and wanting to extend the weekend but this is the second year in a row that the statistics have shown there is a pattern, which is something employers should be aware of. Systems such as the Bradford Factor are particularly useful when it comes to tackling absenteeism as they heavily weight against frequency of absence. This means that they dont punish genuine sickness absences but rather short, frequent absenteeism. It also helps identify any patterns of absence e.g. calling in sick regularly on a Monday or after pay day. Employers can handle absenteeism with their disciplinary policy. Long term absences are not a disciplinary matter so having a robust system in place will help to reduce fake absences as most employees will not want a disciplinary.
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Further changes to pension legislation will cause more consumer distrust
18-July-2017 - onrec.com
Jade Connolly, Head of Advice at Ascot Lloyd, comments on the interim findings of the FCAs Retirement Outcomes Review: Posted in News archive on 18 Jul 2017 Following the introduction of pension freedoms, consumers seem to be more aware of the fact that they have options when it comes to retirement. However, they still dont receive enough information to make informed choices. More individuals accessing their pension below the age of 65 may sound alarming, but the key question is whether a consumers retirement age was 65 in the first place. While normal retirement dates on pension pots may be set to age 65, this isnt necessarily when an individual intends to retire. Under pension freedoms, many people will take the opportunity to pay off debt and fund part-time work as they wind down for retirement. It is not surprising to see that individuals are withdrawing funds from their pension pots because they dont trust pension savings. If funds are taken out unnecessarily, this could cause future detriment given that pension savings are generally exempt from inheritance tax on death. Some pension providers insist on basic advice before a client is allowed to access their funds, but this isnt consistent across the industry. Making clients aware of the potential for tax on pension withdrawals along with future considerations about inheritance tax would lead to better consumer outcomes. It would be good to see further tools in place, consistently across the industry, to assist consumers in making better choices along with guidance on the potential consequences of their actions. A further period of change to pension legislation is only going to cause more distrust for consumers.
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Beyond a pay rise what can I offer my employees?
18-July-2017 - onrec.com
Tim Kellett, Pay and Reward Expert at Paydata Posted in News archive on 18 Jul 2017 When we think of employee rewards, a pay rise, bonus or profit share is often the most commonly thought of reward that comes to mind. Yet, this is no coincidence; if you read through numerous professional development articles or HR publications, youll commonly find pieces which discuss how employees should make their case when asking for a pay rise, or to employers on how to structure such policies. However, beyond a pay rise, there are other benefits and rewards that can be offered to employees and its becoming a priority for staff who are relatively happy with their pay. A study uncovered that 90% of employees havent raised concerns over pay, and Gen Z and Gen Y would like businesses to reconsider how else staff are rewarded. Furthermore, a third of both groups said that they would join an organisation which had better benefits. Taking money out of the equation, happiness was found to increase productivity by 12%, with unhappy employees an estimated 10% less productive. So, if money isnt necessarily driving happiness, what is? A valued employee is far more likely to lead a business to prosper, therefore its essential that employers understand what leads an employee to feel valued, including what motivates them. This will vary, of course, from employee to employee what motivates one, may not be of interest to another. Likewise, what one views as a reward, the other may not. This means that reward and benefits need to be put into the context of each organisation and individual. Extrinsic rewards, which covers pay, bonuses and benefits, have long been an integral part of reward strategies, yet there has been a movement to organisations placing greater focus on intrinsic rewards, which cover the psychological benefits that are gained through work. This has largely been changed by technological development at work; routine-based job roles were reliant upon pay to be used as a key motivator. Yet, opportunities have been created within organisations which have led to alternative rewards being offered particularly for initiative driven job roles. As Dan Pink, an established author on work, management and motivation, famously said, pay people enough to take the issue of money off the table. And while it is indeed one of the largest motivating factors in the workplace, if this is removed from the equation, what else are you offering your employees? Once pay has been taken care of, rewards then focus on working environment, culture and personal development factors which are vital to employee happiness. Your businesses should demonstrate values which prove that you take staff happiness seriously and this shouldnt just be something which you promote to new starters as an incentive, this belief should run throughout your business and be at the core of your reward offering. Appreciation is one of the most undervalued rewards that you can offer as an employer. People want to feel as though the work they are doing is appreciated, therefore you should also consider if you have the correct channels for this to measured and rewarded. An employee who feels replaceable and undervalued is far more likely to leave for this reason, than a financial one. With the gig economy transforming the future of employment and challenging workplace norms, flexible working and holiday benefits are an increasing priority for many. With a work/life balance a key concern for many who want to improve their home needs, while still pursuing their career, readdressing the balance will improve motivation levels and work ethic too. Recognising what individuals bring to an organisation is also essential, and ensuring that you develop ownership in terms of the role and career path that an employee is on. Allow your staff to feel empowered in their position, own their responsibilities and think with an entrepreneurial, innovative spirit. Behaviour such as this should be encouraged and will improve on a personal level how an employee feels about their role in the business. If you feel that your current reward strategy is being pigeon-holed into just focusing on pay, then separate it into four key areas, such as pay, benefits, personal growth and culture. Once youve ticked the pay box, you can then begin to have a meaningful discussion on the intrinsic rewards that you should be offering. In order for businesses to reconsider how the rewards they are including in their strategy are motivating employees, pay and benefits need to be removed as basic satisfiers, and cultural, engagement and development rewards added to the list.
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Game Changer: Vidu stars the real revolution in the recruitment industry
18-July-2017 - onrec.com
The evolution of an entire industry has begun! Posted in Launch on 18 Jul 2017 Vidu is the UKs first ever-online video Recruitment Platform in real time, reaching employers and candidates globally through video and social media . Parts of the traditional recruitment process have been disrupted, it is true, with marginal improvements. Never though has a platform truly revolutionised the industry as a whole, with technological innovation whilst retaining the human element so vital to our industry. Vidu means faster, more cost effective and more reliable recruitment and its very cool! Founder Nicky Jones with 15 years experience of recruiting senior hires across all areas of the Logistics sector Nationally and Internationally says It became very apparent to me that the Recruitment industry hasnt really changed with the times, even with evolving technology, no one has reconstructed the whole dimension of this industry. Its tired, costly, time consuming, and outdated and it needed an overhaul in its entirety, not just in parts of the process At the heart of Vidu is human interaction and engagement, the essence of the Recruitment industry. This browser based platform links employers and candidates face to face. Its a sharing community. Sharing intelligence quickly and creatively. It delivers innovative, cutting edge technology, but is authentic in its delivery. It is transparent and diverse and most importantly real. Real people accessible immediately at the sound of a click. True engagement. The platform brings together selective social interaction, video, and technology, whilst delivering a robust, seamless, dynamic and enjoyable process for employers and candidates. Vidu will give companies a platform to truly showcase their company, enabling them to attract more of the right people, increase retention rates, and secure the best talent quicker and more efficiently. It will give candidates a unique, creative and diverse channel for them to truly sell themselves as a whole package, and help them find the career and company they want. We are transforming the recruitment industries ecosystem, giving employers more say in who they recruit, enabling them to make a truly informed decision, based on more candidate DNA being available to them pre interview selection, saving on costs and time. Bringing recruitment to life thats our message - Nicky Jones Chris Bowden Non Exec In my experience one of the biggest reasons for candidates not working out is a cultural miss fit (as well as the usual generic performance issues), which through traditional recruitment methodology, such as vetting face to face, psychometric tests, 2/3 interviews, multi colleague interviews etc., does not always flush a cultural fit out. It also takes a lot of management time, cost and resource. It can also cost the candidates time and money in wasted journeys and interviews. The Vidu platform as I see it delivers an opportunity for businesses and candidates, to have a more modern grown up, digital approach to recruiting and finding roles. Reducing time and costs in recruiting new candidates, and at the same time reducing cost and frustrations for candidates themselves, whilst increasing retention rates (which is great for all parties). Getting a more modern, open and honest view on candidates immediately is refreshing, and is a highly useful tool that is currently missing in the traditional Recruitment process. Employers sharing more about their business environment with candidates, and candidates sharing more about themselves, both parties sharing more information digitally through Video, and Social Media on one platform has to be a win win. Getting an opportunity to establish the role, cultural and business fit quicker, will have a dramatic impact on the process and bottom line The Logistics sector is the initial focus for the Vidu launch, however the growth plan and strategy for the platform in the coming weeks, will mean it is rolled out across all other major market sectors. Vidu successfully launched its platform yesterday, and has already secured a significant amount of early adopters from both employers and candidates. WWW.VIDURECRUITMENT.CO.UK
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Financial services vacancies up 30%
18-July-2017 - onrec.com
Vacancies within financial services increased by almost one third (29.4%) during the three months to May 2017 despite a 2.1% dip year-on-year. That is according to the latest Sector Trends report from APSCo, produced in conjunction with Vacancysoft. Posted in News archive on 18 Jul 2017 Commercial banking was the dominant area accounting for more than insurance, investment and consumer finance combined, but over the 12 months, there was a 2.7% fall in the number of vacancies, year-on-year. While in the insurance sector, there was double-digit growth of 10.9% over the same period. Bankers remain the most sought after financial services professionals, however, demand decreased by 3.4% over this period. Vacancies for insurance professionals increased by just over 10%. While the appetite for sales staff increased the most rapidly by 14.7%. Regionally, London continues to be the financial capital of the UK with over half (54.9%) of all vacancies located here. The best growth was experienced by the West Midlands with a 29.7% increase, thanks, in part, to increased hiring activity by HSBC. Ann Swain, chief executive, APSCo commented: Despite a slight dip in demand for financial services vacancies over the year, in recent months, the sector experienced significant growth. While there are isolated cases of financial institutions such as the Nationwide Building Society announcing fewer vacancies, impacting on the South West of England in particular, we are, on the whole, seeing a sustained and measurable increase in opportunities in the sector which is very encouraging news for the economy as a whole.
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Vacancy Filler Awarded Place on Public Sector G-Cloud Agreement for Third Year Running, Wins London Legacy
18-July-2017 - onrec.com
Vacancy Filler Recruitment Software has, for the third year running, been awarded a place on public sector G-Cloud framework agreement with the Crown Commercial Service (CCS), following a re-tendering process. Posted in News archive on 18 Jul 2017 The company has already won clients through its place on the G-Cloud framework, including The London Legacy Development Corporation, which promotes and delivers physical, social, economic and environmental regeneration in Queen Elizabeth Olympic Park and the surrounding area by maximising the legacy of the London 2012 Olympic and Paralympic Games, and Trinity House, a charity dedicated to safeguarding shipping and seafarers. The newly-awarded place is on the G-Cloud 9 Framework Agreement. Vacancy Filler was first awarded its place on the G-Cloud framework in February 2015 and suppliers must re-tender each year. The Crown Commercial Service (CCS) acts on behalf of the Crown to drive savings for the taxpayer and improve the quality of commercial and procurement activity. G-Cloud is an agreement between the government and suppliers who provide cloud-based services and is used by central government departments, their arms length bodies, non-departmental public bodies and executive agencies. Tony Brookes, Sales Director, Vacancy Filler Recruitment Software, said, We are delighted that once again this year, Vacancy Fillers cloud-based recruitment software will be listed in the CCS digital marketplace where suppliers offer their services to the public sector via the G-Cloud framework. We have already won a number of clients through our listing on this marketplace, where public sector bodies can review and buy these services through the Digital Marketplace without themselves having to go to tender. About the Crown Commercial Service The Crown Commercial Service (CCS) works with both departments and organisations across the whole of the public sector to ensure maximum value is extracted from every commercial relationship and improve the quality of service delivery. The CCS goal is to become the go-to place for expert commercial and procurement services. G-Cloud 9 is available through the Digital Market place - https://www.digitalmarketplace.service.gov.uk/ which is operated by the Crown Commercial Service (CCS), and provides UK public sector organizations (including central government, local government, health, education, devolved administrations, emergency services, defence and not-for-profit organisations) with a simple, quick, and cost-effective mechanism to obtain cloud-based services as commodities to help facilitate cloud adoption. Crown Commercial Service (CCS) is an Executive Agency of the Cabinet Office, supporting the public sector to achieve maximum commercial value when procuring common goods and services. To find out more about CCS, visit www.gov.uk/ccs Follow us on Twitter @gov_procurement and on LinkedIn http://www.linkedin.com/company/2827044
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Nearly half of UK adults polled intend to activate new personal data rights
18-July-2017 - onrec.com
15 per cent intend to activate new rights in May 2018 as the law is ratified Posted in News archive on 18 Jul 2017 Nearly half (48 per cent) of UK adults plan to activate new rights over their personal data, according to a poll* of 2,000 UK adults commissioned by SAS . The poll explores the nations sentiment towards upcoming legislative change that empowers consumers with new rights over how their personal data is handled by organisations. Fifteen per cent of adults polled even expressed their intention to activate their new rights in the same month that the General Data Protection Regulation (GDPR) comes into force on 25 May 2018. The 45- to 54-year-old age group is most likely to issue a request, with just over one in five (21 per cent) thinking they will active their new rights in the first month. The propensity to submit a request drops to 13 per cent in the 18- to 24-year-old age category.There are regional variations, with adults in the North East and South East more inclined to submit a request within the first month (18 per cent). This drops to 12 per cent in Wales, 11 per cent in the East of England and just 7 per cent in Northern Ireland. The poll revealed which rights UK adults would welcome most: 64 per cent welcomed the right to access (e.g. get a copy of personal data held about them) 62 per cent welcomed the right to erasure (e.g. erase personal data from certain systems) 59 per cent welcomed the right to rectification (e.g. if personal data is inaccurate or incomplete) 56 per cent welcomed the right to object (e.g. using data for marketing and profiling) 54 per cent welcomed the right to restrict processing (e.g. if they contest accuracy of data) 43 per cent welcomed rights in relation to automated decision making and profiling (e.g. the right to seek human intervention following an automated decision they disagree with) 38 per cent welcomed the right to data portability (e.g. obtaining and re-using data) Compliance with the new data rights, which promote openness by public bodies and data privacy for individuals, is said to be proving challenging for organisations. Gartner recently warned that by the end of 2018 at least 50 per cent of companies will not be in full compliance with the regulations. The consumer poll explored which organisations would receive a request to remove or provide access to consumer data with social media companies, retailers, insurers and supermarkets ranking top of the list. Percentage of consumers who will request for personal data to be removed Percentage of consumers who will request access to personal data Social media companies 39% 26% Retailers 33% 24% Insurance 33% 29% Supermarkets 30% 23% Political parties and organisations 30% 21% Energy suppliers 27% 27% Banks 21% 32% Employers/previous employers 21% 22% Finding customer zero is a huge challenge for some organisations. Personal data is often stored in thousands of databases and organisations will need to find, evaluate and categorise every piece of data relating to each customer to ensure compliance, said Charles Senabulya, Vice President and Country Manager for SAS UK & Ireland. Overcoming this challenge presents an opportunity for organisations as they form a new type of relationship with their customers that is bound by integrity, understanding and respect for their individual choices. We are entering a new data era that requires a firm grip of customer data. One that rewards consumers as well as protects their right to privacy. The poll also asked consumers what information they were prepared to share with their favourite brands or organisations, so they could benefit from improved or tailored services. It revealed that only a minority would voluntarily share what their friends and relatives like or dislike (five per cent), details on their social media activity (six per cent), information on their feelings or emotions (seven per cent) or insight into their credit rating (eight per cent), political preferences (eight per cent) and opinions on societal issues (nine per cent). In contrast: 41 per cent would share basic demographics (e.g. age, gender, social economic group) 24 per cent would share personal contact details (e.g. postcode, mobile number) 24 per cent would share partner status (e.g. married, single, widowed) 22 per cent would share shopping habits (e.g. store preference, shopping days) 19 per cent would share lifestyle and culture (e.g. interests, shopping habits, holidays) 17 per cent would share sexual orientation, race, ethnicity, disability 16 per cent would share their favourite brands 14 per cent would share media preference (e.g. type of newspapers/publications) The younger you are, the more willing you are to share your personal information. The poll revealed that the percentage of people willing to share information in each age category generally decreased with age. This suggests a shift in attitudes towards personal data among a new generation of consumers. * The survey of 2,000 UK consumers was conducted by OnePoll, between 24 and 26 May 2017.
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Summer holiday heat sparks cashflow issues for SMEs
18-July-2017 - onrec.com
With sunshine, BBQs, beach trips and picnics, its supposed to be the most wonderful time of the year - but lets face it, the summer holidays are tough to negotiate when youre a small business owner. Either your business gets eerily silent, or youre overwhelmed with the holiday sales rush. Posted in News archive on 18 Jul 2017 But what are the best ways to deal with it all, while maintaining your sanity? Here, Sarah Musgrove from Opus Energy , describe some of the biggest challenges small business owners face during the summer holidays, and some practical solutions: Staff asking for time off Its important to remember that employees have lives outside of the workplace; they have families, events, and to-do lists to check off, just like you. Make sure to ask ahead for everyones availability, and give a deadline for employees to book holiday time off by, so that you can plan ahead and ensure you dont have too many people off at the same time. If need be, you can hire temporary staff to cover any missing positions, or part-time holiday staff, if you have a retail location. Increased sales and/or customer traffic If you own a storefront, the sunny weather can bring with it an increased footfall. Be prepared by hiring part-time holiday employees to cover the rush. Any extra money youre spending on staff can easily be made up in sales, thanks to better and more attentive customer service. Managing fluctuating cashflow The summer holiday period is often a critical time for small businesses, not least because many managing directors, clerical assistants and finance department staff are on holiday and the New Year. As a result, payments often dont get made, cheques dont get signed and small businesses often experience real problems with cashflow at this time. During this time many business owners have to resort to costly bank overdrafts to see them through or, worse still, the company credit card, both of which can exacerbate their weak cashflow positions in the short term. Try to forecast potential financial problems to ensure you, or your staff arent caught short this summer. Reduced business hours It doesnt matter what industry youre in, you will inevitably be clocking in fewer hours around summer, due to statutory holidays and employee vacation time. The best thing you can do to prepare for this slow period is to account for it in your business calendar. If that means you need to adjust your sales targets for the rest of the months of the year, to make up for that reduction, factor that in as well. Distracted employees Summer is the time of year when we all have extra things on our minds, not to mention the appeal of the sunny weather beckoning us outside the window. With many counting down the days until their holiday, its not difficult for morale to be sapped, which can result in lowered productivity. How do you counteract this? Now is as good a time as any to recognize your employees contributions and give them the morale boost they deserve. Some companies allow employees to leave early on Fridays during the summer season, for example, while others throw a summer party outside of working hours. Keeping your staff engaged and their morale high during this time will ensure that the summer slump doesnt impact the firm overall.
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UK productivity hits new lows
18-July-2017 - dailymail.co.uk
UK workers hold the dubious title of being some of the least productive among advanced economies.
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How to get a kitchen that will sell your home
18-July-2017 - dailymail.co.uk
We take a look at how to get your kitchen to sell your home and get some tips from an estate agent on what buyers want.
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How to fight back against the car hire traps
18-July-2017 - dailymail.co.uk
Some holidaymakers claim they are being billed for repairs that never take place. In some cases, the fees are only showing up on their bank statements when they return home.
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DAN HYDE: Stop the car hire firm cowboys
18-July-2017 - dailymail.co.uk
Our discovery that drivers are being put on the hook for supposed damage of up to £8,400 comes as Europcar is investigated for inflating the price of customer repair bills by as much as 300 per cent.
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Harley-Davidson can´t rev up motorcycle sales, will cut jobs
18-July-2017 - usatoday.com
Motorcycle-maker Harley-Davidson warned Tuesday that its full-year bike sales and profit margins would fall well short of its expectations.
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Rock bottom interest rates drive millions into the red
18-July-2017 - dailymail.co.uk
Dismal rates of return have made saving for a decent retirement more expensive for millions of workers, according to Andrew Bailey, chief executive of the Financial Conduct Authority.
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Starbucks Names Veteran Insider Lucy Helm as Chief Partner Officer
18-July-2017 - workforce.com
Lucy Helm, an 18-year veteran of Starbucks, is the coffee chains first first chief partner officer. Starbucks tapped a well-liked company insider as its first chief partner officer, one of a broader set of moves the global coffee chains new chief executive is taking to strengthen operations and employee morale. On July 11, Starbucks said it was promoting Lucy Helm,... The post Starbucks Names Veteran Insider Lucy Helm as Chief Partner Officer appeared first on Workforce Magazine .
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Nationwide fees creep up by £36
18-July-2017 - dailymail.co.uk
Lenders say a growing number of professionals are turning to second charge mortgages. As well as high interest rates, borrowers who can't keep up the repayments risk being evicted.
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This Warren Buffett-backed company has Tesla in its crosshairs
18-July-2017 - usatoday.com
Chinese electric vehicle maker BYD is seeking to expand in the U.S. market, the company's CEO told CNBC. Its new California production facility will have 700 employees and be able to produce 1.500 heavy-duty vehicles each year. Video: TheStreet
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Get started: Summer´s a good time for a company´s to-do list
18-July-2017 - usatoday.com
With business slower at many companies during the summer with customers and employees on vacation, owners might want to tackle that list of tasks they keep putting off.
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Pizza Hut plans to hire roughly 14,000 new drivers this year
18-July-2017 - usatoday.com
More drivers, new technology will speed meals to customers, Pizza Hut says
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Alexandra Johnson: It´s Never Too Late To Be An Intern
17-July-2017 - huffingtonpost.co.uk
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Railroad Sued by Injured Former Employee after Arkansas Wreck
17-July-2017 - insurancejournal.com
A railroad company is being sued by a former employee who says his injuries from a 2014 train wreck in northwest Arkansas were caused by poor and unsafe work conditions. The Northwest Arkansas Democrat-Gazette reports that former Arkansas and Missouri
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Langlinais Joins Crystal & Company in Houston Risk Control Unit
17-July-2017 - insurancejournal.com
Crystal Company has hired Steven Langlinais as a director in its Risk Control department. He is based in Houston. Langlinais will focus on analyzing clients workplaces and developing their safety management systems to control risk and help eliminate hazards.
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Gas Tank Explosion Sparks Massive Fire at Pennsylvania Salvage Yard
17-July-2017 - insurancejournal.com
Police say one employee has been injured after a gas tank explosion caused a massive fire at a Pennsylvania salvage yard. York Area Regional Police Detective Don Hopple Jr. says an employee was using a grinder to remove the tank
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Atlanta law firm plans to add a virtual branch
17-July-2017 - abajournal.com
Atlanta law firm Taylor English Duma plans to hire partners throughout the country who will become part of a virtual hub for the law firm.
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BNP Paribas to pay $246 million fine in trading scheme
17-July-2017 - abcnews.com
French bank BNP Paribas has agreed to pay a $246 million fine as part of a settlement with the Federal Reserve over allegations that bank employees manipulates currency markets
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WATCH: Millions of people bring in extra income with a ´side hustle´
17-July-2017 - abcnews.com
A new study shows that more than 44 million Americans have side jobs, and experts recommend using the extra cash to pay down debt and beef up savings.
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Employment at record high as global recovery creates jobs
17-July-2017 - telegraph.co.uk
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Google Takes New Career Path With Google for Jobs
17-July-2017 - workforce.com
As job boards morph into more refined, highly niche career sites, enter Google to scour every corner of the internet looking for work. The ubiquitous search engine announced in May the launch of Google for Jobs, a new search option that uses machine-learning capabilities to provide a centralized place for candidates to conduct job searches. The feature is fairly user-friendly.... The post Google Takes New Career Path With Google for Jobs appeared first on Workforce Magazine .
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Ex-ExxonMobil Exec on How to Transition into Retirement
17-July-2017 - workforce.com
Bill Innes, c0-author of Your Next Season: Advice for Executives Transitioning from Intense Careers to Fulfilling Next Seasons. Bill Innes spent the bulk of his career with Fortune 100 firm ExxonMobil, retiring as president of ExxonMobil Research and Engineering Co. He recently co-authored Your Next Season: Advice for Executives Transitioning from Intense Careers to Fulfilling Next Seasons, with Leslie W.... The post Ex-ExxonMobil Exec on How to Transition into Retirement appeared first on Workforce Magazine .
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Disabilities Offer a Challenge for Job Seekers and the Workplace
17-July-2017 - workforce.com
After spending 75 days in the hospital, 12 of which were in a coma, and then several months after that in a wheelchair, Meredith Morgan faced another daunting challenge finding a job. I know how hard it can be to find a job for just about anyone, but its extremely hard to find one with a disability, said Morgan.... The post Disabilities Offer a Challenge for Job Seekers and the Workplace appeared first on Workforce Magazine .
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Public sector pay: TUC says wages down thousands since 2010
17-July-2017 - bbc.com
Paramedics, firefighters and other state employees are worse off than in 2010, the TUC says.
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Carolyn McCall: ITV boss has long CV
17-July-2017 - bbc.com
Carolyn McCall has been named as the new Chief Executive of ITV but she has a long list of famous employers on her CV.
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From airline to airwaves
17-July-2017 - bbc.com
The EasyJet chief's career has taken her through some of the best-known companies in the UK.
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ALEX BRUMMER: High speed rail is a Brexit win
17-July-2017 - dailymail.co.uk
The 19 per cent jump in Carillion shares on the back of it winning a £450 million slice of the first bunch of HS2 contracts is a little rich.
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Carillion shares rally after securing £1bn HS2 contract
17-July-2017 - dailymail.co.uk
Shares in Carillion rallied yesterday after the crisis-hit construction company won contracts to build part of the HS2 railway.
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How to figure out what´s next for the economy in a few easy clicks
17-July-2017 - usatoday.com
Studies show professional forecasters' predictions are often useless. Here's a tool anyone can use to figure out what's next for the economy.
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California Department of Workers Comp Says 441K-plus Lien Declarations Filed
17-July-2017 - insurancejournal.com
The California Division of Workers Compensation is reporting that 441,070 supplemental lien declaration forms were filed. This amount represents half of the 882,648 liens filed in Californias workers comp system between Jan. 1, 2013 and Dec. 31, 2016 for which
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Airbus ditches UK president Paul Kahn in jobs shake-up
16-July-2017 - dailymail.co.uk
Airbus UK president Paul Kahn, 51, is going as part of a group-wide restructuring that will see more than 1,000 positions cut.
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How to have an exotic wedding abroad and cut costs
16-July-2017 - dailymail.co.uk
With the price of the average wedding held in Britain now topping £25k, many couples are thinking about heading abroad. Natalie Dent and Giles Barber (pictured) are off to Italy.
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IRS warns tax professionals: ´Don´t take the bait´ from scammers
16-July-2017 - usatoday.com
IRS says a phishing epidemic is targeting tax professionals, hoping to gain your private data.
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Founder of PeoplePerHour says 1 in 2 will be freelancers
16-July-2017 - dailymail.co.uk
He said: The Taylor Review shows the workforce is shifting and the model of full-time employment is becoming obsolete. Its almost impossible for businesses to ignore this evolution.'
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Harvard teaches Brexit course for British businessmen
16-July-2017 - dailymail.co.uk
It will launch its Program on Negotiation in September to help business leaders with the challenges Brexit brings to the boardroom.
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Brexit chef shortage: Crisis sees restaurant plans shelved
16-July-2017 - dailymail.co.uk
Fears over workers rights following Britains exit from the European Union mean that restaurants are finding it harder to recruit staff and retain existing employees.
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Mike Ashley under pressure in Sports Direct profits dive
15-July-2017 - dailymail.co.uk
Discount retailer Sports Direct, which has been criticised for using zero-hours staff contracts, was last summer forced to confess that it had not insured itself against a sudden drop in sterling.
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Eurozone faces doom ´no matter what´
15-July-2017 - dailymail.co.uk
A senior employee at Bank of America Merrill Lynch says the single currency bloc has been gradually falling apart ever since it was formed almost 20 years ago.
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£2,200 summer hire car rip-off
15-July-2017 - dailymail.co.uk
British holidaymakers could face charges of up to £2,200 if they damage their hire car abroad, it has been revealed, after major firms hiked up their excess charges in the past three years.
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In many states, a long-awaited raise for low-paid workers
15-July-2017 - usatoday.com
In 44 states, jobs that pay about $30,000 were among those that got the largest salary bumps since 2010.
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Pete the Planner: Job gained, benefits lost
15-July-2017 - usatoday.com
Any time a person has a job change they'll need to navigate the transition with their benefits and cash flow in mind.
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Businesses putting off hiring decisions amid Brexit uncertainty, Hays claims
14-July-2017 - telegraph.co.uk
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HMRC brings call centre jobs back to pre-cut levels as wait time drops
14-July-2017 - telegraph.co.uk
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Iowas Holmes Murphy: Responsible Time Off Policy a Success
14-July-2017 - insurancejournal.com
For the past year, Des Moines, Iowa-based Holmes Murphy team members across the nation have overwhelmingly embraced the independent insurance brokerages Responsible Time Off program. Holmes Murphy said it began a redesigned, more flexible time off practice for exempt employees
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Varanese Joins Alliants Employee Benefits Team in Ohio
14-July-2017 - insurancejournal.com
Newport Beach, Calif.-based Alliant Insurance Services Inc. has added Jennifer Varanese as vice president within the companys Employee Benefits Group in the Columbus, Ohio. Varanese joins Alliant with extensive experience across all facets of employee benefits. She also holds licenses
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Changing Jobs Could Help Trim Employees Fat
14-July-2017 - workforce.com
Maybe it is time to get that extra workout in after a long day at work. 63% of workers do not take advantage of wellness benefits offered by their employers. A new survey by CareerBuilder says that 56 percent of U.S. workers think they are overweight and blame their careers for the added pounds. The survey, which sampled 3,420 full-time... The post Changing Jobs Could Help Trim Employees Fat appeared first on Workforce Magazine .
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Background-Check Technology Passing the Stress Test
14-July-2017 - workforce.com
Background screening is arguably the worst part of the recruiting process both for recruiters and prospective employees. Its time consuming, requires a lot of data entry and adds delays and anxiety to the hiring process. Companies that are trying to win over promising candidates are looking to their background screening vendors to make this process less painful. In the... The post Background-Check Technology Passing the Stress Test appeared first on Workforce Magazine .
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US opioid abuse ´linked to jobs market´ says Fed boss
14-July-2017 - bbc.com
Federal Reserve boss Janet Yellen says the abuse could be a cause or symptom of economic malaise.
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MARKET REPORT: Hays hit over fears for London jobs market
14-July-2017 - dailymail.co.uk
Despite record overall fee growth of 15 per cent for the quarter ended June 30, Hays said UK recruitment activity fell 5 per cent over the period, topping off a mixed week for British recruiters.
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DAILY BRIEFING: Ex Goldman banker for next Fed chief?
14-July-2017 - dailymail.co.uk
Sources in the White House and US Treasury said Cohn, who is the director of the National Economic Council, would get the job 'if he wants it'.
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John Lewis staff sent to theatre school
14-July-2017 - dailymail.co.uk
Recruits at the High Street department chain's new Oxford shop will learn vocal techniques, stage presence and confidence in order to impress customers.
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How to profit from the e-cigarette sales boom
14-July-2017 - dailymail.co.uk
This month marks the ten-year anniversary of the smoking ban in the UK, an event which was widely expected to be a massive blow to Britains tobacco companies.
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Airbnb host who canceled reservation over race fined $5,000
14-July-2017 - usatoday.com
An Airbnb host who canceled a reservation has agreed to pay a $5,000 fine and attend a college course in Asian-American studies.
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House Joins Crystal & Companys Energy Team in Houston
14-July-2017 - insurancejournal.com
Crystal Company has hired David House is an executive director within its National Sales and Marketing department, responsible for growing and managing a broad range of upstream, midstream, and downstream domestic and foreign energy companies. He is based in
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California Workers Comp Medical Review Runs Through 13K Disputes Each Month
14-July-2017 - insurancejournal.com
A new progress report from the California Department of Industrial Relations on the departments independent medical review program shows that 13,000 decisions run through the medical dispute resolution process each month. The report, 2017 Independent Medical Review Report: Analysis of
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New Jerseys RPA Insurance Services Hires Sealey
14-July-2017 - insurancejournal.com
RPA Insurance Services (RPA), a Parsippany, N.J.-headquartered insurance agency, has hired Leslie Sealey as a national accounts and middle market client service leader. Sealey brings more than twenty years of insurance underwriting, sales and brokerage account management experience to her
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Consumer Protection Bureau Vows to Defend Mandatory Arbitration Ban
14-July-2017 - insurancejournal.com
The political fissure between an Obama-appointed financial overseer and regulators hired by U.S. President Donald Trump is widening, with Consumer Financial Protection Bureau (CFPB) Director Richard Cordray threatening to challenge in court any attempt to kill his agencys new arbitration
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Florida-Based Centauri Insurance Hires Gaul as Assistant VP of Claims
14-July-2017 - insurancejournal.com
Centauri Insurance has hired Cindy Gaul as assistant vice president of Claims. Gaul will be responsible for contributing to the companys focus on customer service orientation, accuracy, innovation and oversight in the claims process. According to the company her role
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Taylor Review has potential to change the future of work
13-July-2017 - onrec.com
Translating ambition into reality is the next big challenge, but regulation is not the silver bullet for workplace problems Posted in News archive on 13 Jul 2017 Company Profile CIPD View profile » Commenting on the publication of the Taylor Review into modern working practices, Peter Cheese, Chief Executive of the CIPD, the professional body for HR and people development , said: The Taylor Review has the potential to change how we look at the future of work, which is about quality of work and not simply quantity. Translating the ambition into practice has an added importance given some of the additional challenges we face in the UK, from access to skills to labour market regulation post Brexit. We have been calling for greater clarity over workers rights for a long time, and therefore welcome the main thrust of the recommendations to ensure fairer treatment for gig economy workers without losing the flexibility which we know many of them value. We also support the proposals to clarify peoples employment status and rights and back plans to require employers to provide details of terms and conditions of employment to workers as well as employees. While we welcome the proposals for a stronger test of supervisory relationships in order to ensure workers get the benefits they are entitled to, we need to ensure that the framework for enforcing this is practical, otherwise we risk discouraging employers from providing flexible roles and opportunities that many people benefit from. Changing regulation is not the silver bullet' However, changing regulation is not the silver bullet that will fix the problems with the world of work. Businesses need to take greater responsibility for the quality of work, opportunities for progression, and fair treatment of all their workers. The review rightly highlights the need for wider changes to boost the number of people in better paid, better quality work, such as enhancing the enforcement of existing standards, improving the quality of careers advice and guidance, boosting life-long learning and making the apprenticeship levy more flexible. We welcome plans to strengthen labour market oversight, including greater transparency and reporting, as well as a bigger role for the Low Pay Commission and joint working and co-ordination between institutions. Right to request minimum hours for zero-hours workers will strengthen employee rights and maintain flexibility The proposals to create new rights for agency workers to request contracts that guarantees hours which better reflect the actual hours worked are welcome. We also welcome the proposal to allow zero-hours workers to be able to request minimum hours if they have been with the same employer for 12 months, which will maintain flexibility while ensuring that people can move onto contracts that might suit them better. New National Minimum Wage should be treated with caution However, the recommendation for a new higher NMW rate for non-guaranteed hours should be treated with caution. There is a risk that any changes do not result in a reduction of jobs or opportunities for the people that need it as employers react to concerns of the growing cost of labour. We also have reservations about the practicality of the proposal to introduce minimum piece work rates. Corporate governance best way to improve quality of work Crucially, Taylor stresses that the best way to improve the quality of work is through effective corporate governance, good management and strong employment relations within organisations and flags the need to boost productivity and job quality through working more closely with low pay employers and sectors. It is vital the Government develops these ideas as part of industrial strategy to ensure that the Taylor Review has lasting impact on work quality in the UK.
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Living on location
13-July-2017 - bbc.com
Hiring out your home for use in films, TV shows and advertising can be fun and lucrative - but it's not for the fainthearted.
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Unemployment has fallen - Commentary from totaljobs
13-July-2017 - onrec.com
Todays fall in the unemployment rate shows us just how strong the UK job market is at the moment. The figures are particularly impressive given that the ONS data covers March-May, a time when General Election campaigning and the sense of instability it caused was nearing its peak. Posted in News archive on 13 Jul 2017 Company Profile Totaljobs View profile » These figures also build on last months, where the UKs unemployment rate was at its lowest in over 40 years. Looking forward, the labour market figures may not remain quite as positive, as we begin to see post-election uncertainty hit the job market. But with a government now in place with a greater focus on the labour market, perhaps this uncertainty can be nipped in the bud. There is a renewed opportunity to push on with policies that nurture working conditions and create environments that attract and retain the best talent.
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REC responds to Matthew Taylor review
13-July-2017 - onrec.com
Commenting on the publication of Good work: the Taylor review of modern working practices, Recruitment & Employment Confederation chief executive Kevin Green says: Posted in News archive on 13 Jul 2017 Company Profile REC View profile » Agency workers play a vital role in our economy and have been central to the success of our jobs market in recent years. This review recognises the importance of flexibility to UK businesses and to the individuals who choose to work this way. Workers rights arent well understood, and we agree that employers need to engage more effectively with all workers regardless of what type of contract they are on. We also agree that more should be done to support workers who want to progress, and were delighted to see the specific recommendation that the Apprenticeship Levy should be looked at again so that it works better for people in non-permanent roles. We have some questions about the recommendations, including that employers should be obliged to report on their use of agency workers, as its unclear how this would benefit individuals and could create unnecessary bureaucracy for businesses. However, overall we are pleased to see a balanced and thoughtful review which reflects the value of flexible work to the UK jobs market. The REC is ready to work with government to take these recommendations forward and advise on the impact they could have. On the recommendation that gig workers at organisations such as Deliveroo and Uber should be assigned dependent contractor status , Green says: Gig workers should be given entitlements to holiday pay, pension provision and access to training, bringing them in line with agency workers who are already covered by a comprehensive regulatory framework. A new dependent contractor category seems like a sensible proposal, which would help to identify legitimately self-employed workers. Responding to the recommendations that Swedish Derogation should be repealed, and that the Employment Agency Standards Inspectorate (EASI) should police compliance with the Agency Worker Regulations (AWR), Green adds: Swedish Derogation provides agency workers with full employment rights, and was agreed by the government and all stakeholders including unions as part of negotiations in 2009 to implement the Agency Workers Directive. We are concerned that any attempt to amend the AWR may risk watering down the rights for individuals and would create uncertainty for business. Were keen to discuss ways to ensure compliance with the regulations, rather than reopening the debate about how AWD requirements are implemented into UK law. The underlying priority must be to ensure people can still work flexibly if they wish to, and that employers can continue to benefit from a vibrant temporary and contract market. We support effective enforcement activities, but we havent seen any evidence that supports the argument for the current system to change. Any changes should be based on hard evidence, and made in full consultation with the business community.
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Regus survey outlines howand how oftentodays remote working professionals expect to stay in touch with managers
13-July-2017 - onrec.com
With new ways of working come new challenges, particularly for those managing a remote workforce. A new survey from global workspace provider Regus has identified the expectations of todays workforce relating to flexible working and performance. Posted in News archive on 13 Jul 2017 Regus surveyed over 1500 professionals across the UK to understand attitudes towards remote working reporting and management. Results show that regular contact is key, and the immediacy of instant messaging is a crucial tool in todays business environment. 74% of respondents agreed that remote workers and managers should remain connected via instant messaging apps as well as telephone. Frequent phone communication remains important, with 84% of professionals believing that managers should speak with remote workers several times a week. And over half (55%) believe video calls should be implemented at least once a week. Another clear message to emerge is that working remotely should not eliminate face-to-face meetings. But this time together can be less frequent. 84% of respondents agreed that remote staff should attend monthly meetings with managers. When it comes to tracking productivity, results were more mixed. The use of IT systems to track and measure levels of work activity was regarded as a necessity by only half (51%) of respondents. Clearly, business decision makers must strike a balance between staying on top of remote worker productivity without seemingly monitoring every working minute. Richard Morris, UK CEO, Regus comments: The flexible working phenomenon has been embraced by businesses of every size as companies look to offer working structures that appeal to the latest generation of employee talent. Now, the challenge for business leaders is to establish reporting and measurement strategies to effectively manage this dispersed workforce. This survey gives a clear indication of the current expectations of UK professionals. However, this is not a once and done exercise. Regular assessment of tools and techniques is essential in order to take advantage of developing technologies and to ensure that employees continue to feel supported and engaged. Striking the right balance will deliver immediate benefits to both parties and to business bottom-lines.
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Bullhorn collaborates with JA Worldwide to support global youth entrepreneurship
13-July-2017 - onrec.com
Bullhorn®, the cloud computing company that helps staffing and recruiting organisations transform their businesses, has collaborated with JA Worldwide, one of the worlds largest youth-serving NGOs. Posted in News archive on 13 Jul 2017 Company Profile Bullhorn View profile » Through the delivery of hands-on, blended learning in financial literacy, work readiness, and entrepreneurship, JA Worldwide empowers young people to grow their entrepreneurial ideas, hone their work skills, manage their earnings, and secure better lives for themselves, their families, and their communities. As part of the collaboration, Bullhorns founder and CEO, Art Papas, will be speaking at the opening of the first European Entrepreneurship Summit, hosted by JA Europe, one of six JA regional operating centres, in Brussels on 11 July. The European Entrepreneurship Education Summit will gather academics and experts in entrepreneurship education, policymakers, government officials, educators, business leaders, and NGO representatives to discuss new trends in entrepreneurship education, make policy recommendations, and showcase new innovations in this space. Speaking ahead of his address, Papas states: As an entrepreneur myself, I am incredibly excited to be supporting the invaluable work done by JA in inspiring and preparing young people to succeed in the global economy. The summit will also host the 28 th JA Europe Company of the Year Competition, where the best young entrepreneurs from across Europe will be celebrated. Papas continues: Im thrilled to be part of the first European Entrepreneurship Education Summit here in Brussels and look forward to discussing what more can be done, as well as celebrating the young entrepreneurs of today. With more than 100 member countries, the JA Worldwide network is powered by more than 470,000 volunteers and mentors, who serve more than 10 million young people around the world each year. For more information on the summit, please visit: http://www.ee-hub.eu/summit-2017/programme.html
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We know why your staff are leaving
13-July-2017 - onrec.com
The facts speak for themselves, 84.4% of UK Workers are looking for a new job. Of those who arent looking for a new job, 35.8% admit that they dislike their current job. Posted in News archive on 13 Jul 2017 While staff might not be making the plunge today, they are thinking about it, which may mean their mind is elsewhere leading them to be less productive at work. Employers shouldnt stick their heads in the sand and need to tackle this head on. Luckily, there are ways to keep staff engaged which in turn can stop them looking elsewhere, make them happier and improve productivity levels. We took a look at the top reasons staff leave and reveal how an effective employee benefits programme can stop these issues from arising. Reason number 1: Im not paid enough With 64% of British workers in full-time employment feeling like they are underpaid , it is no wonder that they set their sights on other jobs in the hope to earn more money. Of course, it is unrealistic to expect every employer to implement a blanket pay rise across the organisation in an attempt to get them to stick around. One way to combat this issue is to help staff make their pay go further. There are many ways organisations can do this. This can include financial education, the offer of fair value loans, to offering discounts on their weekly shop. These useful benefits will encourage staff to spend smarter and save money where it matters most. At Personal Group, we believe that a well-structured discounts and rewards scheme can save an employee earning the average UK salary up to £1000 per year. Thats equivalent to a 5% pay rise at a fraction of the cost. Yet the most important thing here is often not the discounts, vouchers or offers themselves. Rather, it is how effective the communication of these benefits is. Adoption and usage are vital to their success. Staff are not going to be grateful for all of the benefits you provide if they dont know that they exist. Organisations need to consider which are the best ways to communicate these benefits to staff and make sure that employees know what they are, where they are and how to access them. Reason number 2: I dont feel appreciated In a survey conducted by CV-Library , 30.5% of respondents admitted that they dont feel appreciated in their job. Reward and Recognition is so important and organisations need to make the effort to show staff that they are happy to have their employees working for them. There are so many ways to show appreciation. Annual Awards are fantastic but by the time they roll around, people have often forgotten about the work they did and the impact is lost. In the moment recognition programmes are a fantastic way to show appreciation and they shine a light on the little things that staff do every day to make a big difference within the company. A little thank you can go a long way. At Personal Group, we have Cheers. It is a system where all staff can award their peers with thank you points for different levels of gratitude. Whether it is a handshake, high five or fist bump, these points are sent to staff who can save them towards treats, ranging froma free cup of coffee to a spa day. These tangible benefits are often better appreciated and they work tocreate a culture of celebration within the office that helps staff feel valued more than ever. Reason number 3: No one cares what I think In a large organisation, it is often hard for every member of staff to feel like their voice is heard. Your biggest innovators could shy away from the spotlight if they dont feel like their opinions are valued, but this doesnt have to be the case. Why wait until the annual survey to get feedback on how your staff are feeling? By the time you have ploughed through all of the survey results, that employee could be further disengaged or may even have left in favour of a company where they feel more appreciated and listened to. It is crucial that your staff feel valued day to day, not just once a year. The development of Employee Benefits Technology now means that you can host all of your employee services together in an app, making it available to all staff on their mobile phones. If they are checking their phones all of the time anyway, why not tap into this opportunity to send in the moment pulse surveys or to share some company news? This is a fantastic way to engage with staff who arent office based and may not have the opportunity for a quick one to one to get their voices heard. The quicker you access and action feedback, the quicker changes can be made. This also shows that you value the opinions of your staff and can help demonstrate that you do really care what they think. Engaging with staff through their phone is one of the best ways to encourage participation, boost engagement and create a happier work environment. The challenge of reducing staff turnover will only increase as more job-hopping Millennials enter the workforce. Turnover can never be reduced to nothing, be it is possible to get it to a level you are happy with. is the key is to correctly identify the reasons staff are leaving and work to combat these in order to retain them longer. After all, happier staff are more productive . So it makes perfect business sense to review your benefits and how these are communicated. That way you can make work a happier place for everyone.
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Opus Group Features on Cambridge Innovation 800
13-July-2017 - onrec.com
Opus Professional Services Group, a global recruitment firm, is featuring in the Innovation 800 published by Cambridge University Students Union (CUSU), in partnership with St James House. Posted in News archive on 13 Jul 2017 This new publication tells the story of eight centuries of innovative thinking from one of the worlds most prestigious universities. It includes contributions from industry pioneers, such as Opus, whose article provides unique career opportunities, insight and advice to students. The publication is being released in October 2017, but the digital version can be found online: http://www.cambridge-strategies.org/opus-professional-services-group/ CUSU President Amatey Doku said, As a showcase for innovation across a variety of industries and career paths, were thrilled to be publishing this new and valuable resource for our students. CEO of the Opus Professional Services Group and multi-award winning entrepreneur, Darren Ryemill, said, As a forward-looking recruitment company, Opus Professional Services Group is proud to be featured in innovation 800. We look forward to working with the University of Cambridge Student Union to encourage more students to be the worlds next generation of innovators. Innovation 800 covers a range of subjects and features contributions from industry pioneers and commentators, as well as informative features, engaging insights and expert advice for students and alumni. Innovation 800 connects students, recruiters, innovators, educators and the wider world of business. Opus Professional Services Group will be supporting the publication across social media with the hashtag #innovation800 launched by CUSU and St Jamess House platforms. If you demand innovation in your career or simply want some careers advice please email Katie.dowling@opuspsg.com or call on 01173006421.
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Online Business for Sale: Sensational Opportunity
13-July-2017 - onrec.com
www.GetAppsDone.com is a job site and marketplace for App Builders and Companies wanting to get Apps built. Posted in News archive on 13 Jul 2017 The site is built on the Wordpress Jobify Template and incorporates all back end functionality for E-Commerce / Newsletters / bulk email outs / Site updates and changes and is linked to Twitter and Facebook. Hosting is prepaid until June 2018 and includes the Domain names for GetAppsDone.co / GetAppsDone.org / GetAppsDone.com.au / GetAppsDone.co.uk / GetAppsDone.co.nz / GetAppsDone.net /GetAppsDone.pl / GetAppsDone.com.pl which all currently link back to GetAppsDone.com and also Security Certificate until June 2018. The Site currently has over 8,200 App Builders and Employers registered . My reason for selling is that I have other business interests that dont allow me the time to fully devout to monetising the site. The site is just waiting for someone who can CAPITILISE on this GREAT Opportunity. Monetisation opportunities are by way of paid job listings / Advertising from Companies that build Apps / Resume and Projects Completed by App Builders. The site has a truly Global reach with App Builders from the UK / Europe / Middle East / Asia / Australia and The Americas registered. Can easily be operated as a home based business. Just waiting for a Tech Savvy entrepreneur to take it from a Start up business to solid online business. Apps are all the go now days and this represents a ground floor opportunity to get into the online space for a very small investment with all the hard work already done. This is a unique online space just waiting for a savvy operator to take it to another level. All Im after is to recoup what I have invested @ $AUD12K and let someone have the opportunity of growing what could be a viable business. Genuine enquires can be directed to Chris on +61427 794914 (Sydney Australia)
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Luxury phone-maker Vertu collapses
13-July-2017 - bbc.com
The British-based company will be liquidated, resulting in the loss of nearly 200 jobs.
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Kentucky Fines Car Plastic Maker Montaplast $21K Over 2 Worker Deaths
13-July-2017 - insurancejournal.com
A Kentucky countys largest private employer has been fined $21,000 following the deaths of two employees in unrelated accidents last October. The State Journal obtained files through an open-records request that show the Kentucky Labor Cabinets Office of Occupational Safety
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Connecticut Firefighter Fired After Workers Compensation Investigation
13-July-2017 - insurancejournal.com
A Connecticut fire chief says a firefighter has been fired following an investigation into alleged workers compensation fraud. In a statement issued Tuesday, Hartford Fire Chief Reginald Freeman says the investigation found clear evidence of workers compensation abuse. The Hartford Courant
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Lockton Adds Zapantoulis to Marine Team in New York
13-July-2017 - insurancejournal.com
Lockton has hired Christina Zapantoulis as the leader of its marine team in its Northeast U.S. operations, based in New York City. Lockton is a global professional services firm and the worlds largest privately held, independent insurance broker. In her
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Seven crucial conversations for SMEs to have with their employee benefits adviser about group risk
13-July-2017 - onrec.com
GRiD, the industry body for group risk, is highlighting that SMEs, advisers and insurers should not assume knowledge on each others behalf, and that a truly open conversation will be significantly advantageous for both employers and their staff. Posted in News archive on 13 Jul 2017 To ensure benefits and accompanying services are optimised, GRiD gives some examples of the types of discussions SMEs should be having with their adviser and insurers about group risk benefits (employer-sponsored life assurance, income protection and critical illness): How are group risk products relevant to my business? In todays age, there is no reason why every size of business cant provide some kind of group risk financial protection for its staff. There are a huge range of supportive services that come along with a group risk policy, and insurers are constantly developing new ones, so its especially important for SMEs to know what group risk can do for their organisation. What is the longevity of a recommended product? SMEs need to be open in sharing their organisations future strategy and how they believe recruitment and retention fits within it. If all parties have a good grasp of how the organisations employee demographics may develop, advisers will be able to select the product structure that is right for now and for the foreseeable future. The lifecycle of a typical employee It makes sense for SMEs to share information about the lifecycle of a typical employee how they are recruited. where they are likely to have come from. how long might they stay, etc. This is to ensure that group risk products dovetail with the way in which their business operates. Health, wellbeing, & safety, and other benefits Many employers encourage their staff to get fit and to stay healthy. Many will have excellent health and safety procedures in place. They may also offer additional supportive services and benefits (e.g. Private Medical Insurance, access to stress counselling, etc). It is a good idea to share these facts with group risk providers, as it could give underwriters a more positive view, resulting in more favourable pricing. What else comes with a group risk policy? In addition to financial support, there are many other supportive services available within group risk products. For employees, these can include an Employee Assistance Programme (EAP), preventative support, stress management, second medical opinion and more. For SMEs, support can be invaluable, including HR and employment law advice, telephone support for difficult situations, mediation and more. Group risk support is also moving forward to encourage better health behaviours, for example giving access to GP services, health tracking apps and mental health support for staff. Can I save money elsewhere? SMEs should welcome advisers undertaking a full audit of existing products and services there are so many touch points with group risk (such as Private Medical Insurance, Occupational Health, Employers Liability, Personal Accident) that its worth checking out where products might overlap (and dont need to be paid for twice) or any gaps that need to be filled. Its also worth making sure that youre not paying separately for a service that you could get for nothing under your group risk policy/policies (such as an EAP). How can we embed all of this? Taking time to embed group risk and all its support into procedures, trigger points, protocols and communications is well worth the effort. Your adviser and insurer can help you with this. SMEs that use group risk services every day, as they are intended, will derive the greatest benefit from their spend. Katharine Moxham, spokesperson for GRiD said : Its important that all parties are really forthcoming with information to ensure that the buying process is as informed as it can possibly be. Group risk products are often the unsung heroes in an employee benefits package but they dont have to be when SMEs, advisers and providers work together in ensuring the right choice of provision, the positive effects have the best chance of being appreciated throughout a business.
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Alliant Acquires New Jerseys Boynton & Boynton, Continues Northeast Expansion
13-July-2017 - insurancejournal.com
Alliant Insurance Services Inc. has acquired Fair Haven, N.J.-based Boynton Boynton Insurance Professionals in an effort to continue expanding its footprint throughout the northeast region of the U.S. Terms of the agreement were not disclosed. Boynton Boynton is
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3 Killed in Florida Power Plant Accident
13-July-2017 - insurancejournal.com
A third man died from injuries suffered in a Florida power plant accident that happened when molten material poured onto workers as they tried to unplug a blocked tank. Hillsborough County Sheriffs officials told The Associated Press in an email
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Benefits Provide an Edge in the War for Young Talent
13-July-2017 - workforce.com
Benefits can be the key to attracting the best and the brightest young talent. Its a buyers market for recent college graduates and that poses a recruiting challenge for employers. For many, benefits can be the key to attracting the best and the brightest young talent. At consulting firm EY where two-thirds of employees are millennials, offering a variety of... The post Benefits Provide an Edge in the War for Young Talent appeared first on Workforce Magazine .
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Air Zimbabwe lays off half its workforce amid financial woes
13-July-2017 - bbc.com
The job losses are part of a strategy to bring the struggling airline back into profitability.
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5 credit cards bargain hunters will love
13-July-2017 - usatoday.com
Old-school bargain hunters know the thrill of finding a great deal yourself. Certain credit cards can help sweeten a deal or even guide savvy sales seekers.
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Baseball Tackles Workplace Mystery: How to Build Team Chemistry?
12-July-2017 - wsj.com
A question every organization is desperately trying to answer: Can something as nebulous as chemistry be quantified like on-base percentage or ERA?
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The need for speed in today´s job search environment
12-July-2017 - sciencemag.org
These tips will help you keep pace with fast-moving employers
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How to get out of splitting the check evenly, when you shouldnt have to
12-July-2017 - usatoday.com
A quick look at food, wine and more in the news.
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Britain´s booming jobs market revives interest rate debate even as pay squeeze intensifies
12-July-2017 - telegraph.co.uk
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Feds Sue Louisiana Candle Maker for Retaliation
12-July-2017 - insurancejournal.com
Amys Country Candles L.L.C., a Harvey, La.-based manufacturer and purveyor of scented candles, violated federal law by firing an employee for complaining about sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) has charged in a lawsuit. The EEOCs suit
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EEOC Sues Florida Strip Club for Refusing to Hire Male Bartender
12-July-2017 - insurancejournal.com
A Florida strip club accused of hiring only women bartenders and refusing to hire a man is facing a federal lawsuit. A lawsuit filed June 28 by the U.S. Equal Employment Opportunity Commission says Sammys Gentlemens Club in Fort Walton
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Firms are ´bored of Brexit´ and continuing to hire, Robert Walters says
12-July-2017 - telegraph.co.uk
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Viper factory in Detroit to close after Fiat Chrysler kills supercar
12-July-2017 - usatoday.com
Fiat Chrysler will close the Detroit factory where workers made the small-volume Viper supercar by hand.
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How to make money selling stuff online
12-July-2017 - usatoday.com
If you want to be more than an occasional seller and have ambitions to start an online business, theres more selling stuff online than posting it.
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Court: Nebraska Bank Broke Equal Pay Law, Must Pay $30.5K in Restitution
12-July-2017 - insurancejournal.com
A Nebraska bank will pay $30,598 to a woman whom it unlawfully paid less than a man, pursuant to a federal court judgment in a pay discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency
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How to take the heat off your summer budget
12-July-2017 - usatoday.com
With a little work now, you can enjoy the hot season and avoid pinching pennies in the fall.
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Career ideas: The best jobs for introverts
12-July-2017 - usatoday.com
There are certain jobs that can suit you far more than other ones. Here are lots of career ideas for introverts.
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How to start investing to stop losing out to inflation
12-July-2017 - dailymail.co.uk
Britons are sitting on some £60billion in cash savings earmarked for the long-term but this is declining in real value by £1.5billion per year through not being invested, according to new research.
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How to invest in the rise of robotics and AI
12-July-2017 - dailymail.co.uk
Companies are trialling self-driving cars and increasingly using drones to deliver parcels. Last week scientists even predicted sex robots would be commonplace in the next decade.
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The definitive guide on splitting the check
12-July-2017 - usatoday.com
Here's how to share the bill, without ruining the event or your friendships.
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How I vacationed like a tycoon on French Riviera on middle-class budget
12-July-2017 - usatoday.com
Want to enjoy the French Riviera like the jet set does? Here's how to plan and enjoy a memorable summer getaway without breaking the bank.
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Kushners seek new plan for flagship NY office after failed Qatar deal
11-July-2017 - reuters.com
NEW YORK (Reuters) - Kushner Cos, the realty company once headed by President Donald Trump's son-in-law, said on Tuesday it is reassessing how to finance the redevelopment of its flagship New York City property after failed talks with a former Qatari prime minister.
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Eyeing sleepy office workers, China´s ´sharing economy´ opens nap capsules
11-July-2017 - reuters.com
BEIJING (Reuters) - For China's sleep-deprived white-collar workers needing a place for a nap, a booming "sharing economy" offering a growing range of services has come up with a cheap,...
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Aldi to create 4,000 UK jobs
11-July-2017 - telegraph.co.uk
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Matthew Taylor defends zero-hours deals but paves way for employment tribunal shake-up
11-July-2017 - telegraph.co.uk
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Store Twenty One collapses into liquidation with the loss of 900 jobs
11-July-2017 - telegraph.co.uk
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Beyond Great: Features of Todays Legendary Companies
11-July-2017 - workforce.com
While solid economic and financial performance may be an indicator of a great company, legendary status isnt solely based on stock returns. Companies such as Zappos, Nordstrom Inc., USAA, Costco and Lego stand out as legendary brands in the marketplace because they obsess about both the customer and the employee experience. Their customers recognize and celebrate them, and their employees... The post Beyond Great: Features of Todays Legendary Companies appeared first on Workforce Magazine .
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Some Constructive Criticism on Wellness
11-July-2017 - workforce.com
New York Magazine just published an interesting and fairly critical article called How Wellness Became an Epidemic. Ive been thinking about it for the past week. Now, Ill note that this article focused on the wellness industry at large and not just corporate wellness, but I still think there were some solid takeaways for employers. Heres a paragraph... The post Some Constructive Criticism on Wellness appeared first on Workforce Magazine .
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Store Twenty One collapse costs 900 jobs
11-July-2017 - bbc.com
The West Midlands fashion retailer has closed the doors on its 85 year history after going bust.
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Tech boss attacks ´whiners´ in angry email
11-July-2017 - bbc.com
The co-founder of a Silicon Valley investment firm says it is "not my job to make you all feel good".
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Gig economy firms ´should pay national insurance´ on workers
11-July-2017 - bbc.com
The head of the government's review into modern work says firms should pay national insurance on those deemed workers.
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Jobs in peril at luxury phone maker Vertu
11-July-2017 - dailymail.co.uk
Vertu Corporation has a deficit of around £128m and cannot pay staff or its bills. Last week the Mail revealed around £500,000 was missing from its pension fund.
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Carillion becomes a target as stock crashes again
11-July-2017 - dailymail.co.uk
Carillion closed at 77p as shares dropped another 33.5 per cent yesterday. A total of 60 per cent has been wiped off its value since Monday's announcement that it was pulling out of contracts.
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What questions should I ask at the end of a job interview?
11-July-2017 - dailymail.co.uk
One interview element many do not give a second thought to inevitably arrives, when the interviewer says: 'do you have any questions?' We get 23 expert tips on things to ask.
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Tesla adding 100 service centers, 1,000 technicians as Model 3 goes on sale
11-July-2017 - usatoday.com
Electric car maker Tesla is expanding its service operations and hiring more than 1,000 technicians to meet expected demand for its new Model 3 sedan.
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Top personal loan rates and how to find the best deal
11-July-2017 - dailymail.co.uk
Looking to take out a loan? This is Money picks out some favourite options to help you choose the best deal for your money.
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Sharks are selling fake auto-enrolment exemptions for £58
11-July-2017 - dailymail.co.uk
The auto-enrolment initiative begun in 2012 has made it compulsory for employers to sign up eligible staff to a pension and pay in 1 per cent of their salary unless people voluntarily opt out.
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Internal Communications Balancing Old Methods with Millennial Generation
11-July-2017 - workforce.com
Office communications used to happen largely via one channel email. But nowadays, email has many helping hands to spread information. Whether its an internal messaging app such as Slack or a private message board like Seedly, new ways of communicating to diverse employee populations and finding which platforms work are growing, especially due to the tech-savvy millennial... The post Internal Communications Balancing Old Methods with Millennial Generation appeared first on Workforce Magazine .
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Fall in disposable income highlights growing cost of living crisis - CIPD
10-July-2017 - onrec.com
Responding to the ONS statistics on economic well-being, Charles Cotton, pay and reward adviser at the CIPD, the professional body for HR and people development said: Posted in News archive on 10 Jul 2017 Company Profile CIPD View profile » The 2% fall in real household disposable income should serve as a warning sign for government about the ongoing squeeze on living standards. The ONS is clear that increased prices are to blame for this fall, and rising inflation combined with flatlining pay likely means this situation is going to get worse before it gets better. Falling real pay will reduce employee financial well-being, which can have an impact on businesses in terms of reduced productivity as well as on employees, their families and society. Employers need to look at their business strategy and how they design work and jobs to boost productivity and increase pay and benefits in a sustainable way. Government and employers need to invest properly in the skills and training of the workfroce to boost productivity and help support workers who are currently seeing their living standards squeezed. www.cipd.co.uk
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Growth of ESP HR changes face of employment law landscape
10-July-2017 - onrec.com
Surrey-based ESP HR has established a 4-strong Leeds-based legal team as the company prepares for further growth. Posted in News archive on 10 Jul 2017 Four leading employment law specialists have been recruited to service the firms ever-expanding nationwide client base. Sarah Dillon and Nina Robinson both directors of the company and ex DAC Beachcroft and Ward Hadaway are now joined by solicitors Lucy Gordon from DLA Piper and Caroline Acton from Consilia Legal. Collectively, the team have expertise ranging from redundancy and performance management, to disciplinaries, employment tribunal litigation and whistleblowing. The expansion signifies changing demands within the HR and wider business sector, believes ESPs founder Pete Byrne. The company was formed in 2003, and began life as an insurance-backed employment helpline reseller, he explains. But we spotted an opportunity in a very fragmented market. When advice was required, Human Resources departments had three options of where to turn the expensive support of a traditional law firm, insight from a non-legally regulated HR consultancy or a low-value commoditised service from an HR helpline/online resource provider. We knew we could bridge this gap. So, we established an employment law firm with our own legal and HR experts to save clients time and money, fix their hitherto variable legal spend, enhance the commercial effectiveness of their organisations and upskill their teams. This very different kind of ABS (Alternative Business Structure) law firm was therefore established and approved by the Solicitors Regulation Authority (SRA) in May 2015. In the early years ESP focussed on working purely with SMEs, however it secured its first major corporate client with over 1,000 staff in 2004, less than 12 months into the companys existence. Fast forward to 2017, the firm has acted for more than 1,000 large organisations in total and has 250 subscription customers on its books, including Ladbrokes Coral, luxury luggage retailer Antler and global fashion giant PVH Holdings owner of brands such as Calvin Klein and Tommy Hilfiger). Margin improvements of at least 30% per annum have been achieved the last three consecutive years a metric now expected to increase beyond 50% by the end of this financial year. We have thought carefully about the products and services we offer, from specialist employment law advice to integrated online HR resources, HR administration software, on-site consultancy support, plus e-learning and development tools, he elaborates. This coupled with our hiring strategy means we have a very attractive proposition to offer our prestigious clients. Rather than operating a pyramid structure like most legal firms, we appoint senior level solicitors from some of the best practices in the city and allow them to work flexibly from home, using our cutting-edge technology. We invest in our people and processes, rather than regional offices, which means were not billing machines. Were personable, passionate and experienced professionals, committed to providing the highest level of HR and legal advice without the price tag! Something had to change in this industry and our growth signifies that visionary HR teams are glad it did. ESPs headquarters are based in Woking. The company employs 15 people in total.
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CareersinAudit.com wins ´Best Specialist Job Board´ for the second consecutive year at the 2017 Global Recruiter UK Industry Awards
10-July-2017 - onrec.com
For the second year in a row, CareersinAudit.com has taken the title of 'Best Specialist Job Board' at the prestigious 2017 Global Recruiter UK Industry Awards held in London on 29th June 2017, hosted by The Global Recruiter. Posted in News archive on 10 Jul 2017 Company Profile Careers in Audit View profile » This latest awards win makes CareersinAudit.com the most decorated niche job board in the UK, with a total of 11 industry award wins over their 11 years in operation, including Best Job/Careers Board at the 2017 Recruiter Awards, and Best Job Board at the 2016 Recruitment Business Awards in September last year. As an independently owned and operated niche job board, this is a huge achievement for CareersinAudit.com and confirms their effectiveness in the national market and as a true competitor among the bigger generalist job boards. Celebrating its 12th birthday this month, CareersinAudit.com continues to lead the way in Audit, Risk, Compliance and Cyber Security recruitment online by providing cost-effective job advertising, an extensive CV database, key branding opportunities and targeted email campaigns for employers and recruiters to over 195,000 registered professionals across the world. The job board group has also expanded with the launch of a third specialist job board specifically for the Cyber Security and Data Protection industry in preparation for the GDPR regulations coming in 2018. CareersinCyberSecurity covers all Cyber and Technology Risk roles for the UK and European markets and is fast becoming the job board of choice for this sector. Simon Wright, Operations Director at CareersinAudit.com comments, Winning 'Best Specialist Job Board' for the second year in a row at the Global Recruiter Awards, and for the third time within the awards' 8 year history is a great honour and demonstrates the on-going value of niche job boards within the worldwide recruitment industry."
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Help London employers to boost work experience opportunities
10-July-2017 - onrec.com
One third of London businesses currently offer work experience opportunities to young people, according to research commissioned by London Councils, with larger employers more likely than SMEs to have a scheme in place. Posted in Statistics and trends on 10 Jul 2017 One third of London businesses currently offer work experience opportunities to young people, according to research commissioned by London Councils, with larger employers more likely than SMEs to have a scheme in place. When asked what businesses could gain by providing work experience opportunities to young people aged 13-19, 42 per cent of larger organisations surveyed said it improves their reputation among young people and 32 per cent of SMEs said it brings an injection of energy and optimism as well as fresh ideas. More than 600 businesses across the capital were surveyed by YouGov on behalf of London Councils to explore their views on work experience and understand what can be done to make it easier to provide young people with meaningful experiences of work from an early age. London employers who responded to the survey indicated that the biggest barrier to them offering work experience to young people is not having enough tasks that were suitable for their level. Yet the poll also revealed that demand for recruiting young people is high in London 68 per cent of employers surveyed had taken on at least one young person in the last 12 months and of those 93 per cent are happy with the hire. Cllr Peter John OBE , Deputy Chair of London Councils and Executive member for Business, Skills and Brexit, said: It is vital for the continued success of our economy that more London businesses open their doors to 13-19 year olds in the capital by offering a variety of work experience opportunities. Having the chance to gain meaningful insights into the world of work from an early age boosts young peoples understanding, confidence and ambition, helping them to become more successful workers in the future. 81 per cent of all businesses surveyed agreed that when young people gain experiences of work, it improves their employability. One third of London employers currently provide some form of work experience, but were encouraging more businesses to commit to providing opportunities for school children and young people at college, and diversifying the types of work experience they offer. Were also calling on schools, colleges and London boroughs to play their part in boosting work experience opportunities in London. The report concludes that to assist employers with overcoming barriers to offering young Londoners experiences of the world of work, it would be valuable to provide them with information, advice and guidance on: What work experience should look like The benefits to organisations of offering work experience How to set up a scheme Making work experience meaningful London Councils has long championed the benefits of work experience opportunities through London Ambitions, which aims to transform careers advice and guidance in London. One of London Ambitions core recommendations is that all young people in London build up 100 hours of experiences of the world of work by the time they leave school. Visit www.londoncouncils.gov.uk to read the report on the survey of London businesses in full and recommendations for businesses, schools, colleges and London boroughs. Visit www.londoncouncils.gov.uk/londonambitionscareers to find out more about London Ambitions.
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7 Ways You Can Grow Your Creativity in Recruiting: How to Do That?
10-July-2017 - onrec.com
Recruiting is a key element in any business or company because it is devoted to hiring experienced and talented staff which will do their best in favor of organization. That is why a lot of attention is paid to this department every company will squander money for a talented recruiter who will provide the skilled employees. Posted in Features on 10 Jul 2017 If you are an observant or inquisitive person, you had to notice tons of materials devoted to finding a job. How to find the job of my dream, keys for successful resume writing , how to impress employer on job interview these are the most widespread topics on the net. But everything is a little bit harder with recruiting, and particularly, with tips for a recruiter. We understand all difficulties and obstacles related to recruiting and comprehend the importance of inspiration and creativity in this field of work. As a result, weve prepared some materials which could help you to cope with all problems on your way and find the ways of improving your creativity. Love What You Do Do What You Love The best way to succeed in any sphere is to love the duties which you have to carry out. Only if you find interest in it, you will be able to reach the desirable results. In order to succeed in this not so easy task (to love isnt as easy as to water flowers), you need to find out what you really like in your job. It could be anything: from reading tons of resumes to meeting possible candidates. In this case, you will come across with advantages and disadvantages of your profession. Thinking about pleasant things in your job has an impact on your creativity. And it isnt surprising because contemplating about enjoyable activities boosts imagination and inventiveness. Take Into Consideration Other Departments If you are tempted to give up, you can find inspiration from other departments at the company because their results and success are your merits. Who has found all these employees?! Of course, you! Are you still thinking about giving up? The success of other departments must trigger you to find the appropriate candidates who will become the part of the existing team and contribute to achieving the main goals. In this case, you will be able to come up with the thought how to find the appropriate candidate through the most creative ways. Search the Net More often than not, stories about successful implementing super strategies of managing business can be found on the internet. So, do not hesitate to use this source of inspiration. The more information you know, the easier it would be to create new strategies. For instance, the story of providing the exclusive tests for a candidate at some international corporation could nudge you to create a test which will determine the candidate who will suit the position required at your company. The examples of success are the great source of creativity, arent they? Make a Break Unfortunately, it is hard to notice when your brain is overloaded. Obviously, such inattentiveness leads to the impossibility to come up with new ideas and thoughts. Your brain isnt a bottomless pit, and it cannot process too much information. On this point, try to have a rest and muster up your strength. Eat Chocolate According to some experts, chocolate stimulates brain activity that has an impact on creativity. Owing to chocolate consumption, our body gets a huge amount of serotonin which is responsible for improving our mood. So do not deny yourself the pleasure which has a positive impact on your body. Create a Nice Working Atmosphere You mustnt underestimate the importance of working atmosphere. Your workplace has a direct impact on the way of thinking. If it is a lovely nice atmosphere, it will be easier to focus on duties. That is why try to arrange everything in accordance with your preferences: be it a pink teddy on the table or a huge cactus near it. Watch Movies Not the horror or comedies which have nothing common with the work, but the inspirational ones! You can draw some ideas from such movies or find the source of inspiration in them. But dont watch films during your working hours - the best time to do it is weekends. While having a rest and watching a movie, you can come up with the idea of how to attract the perspective employees. So, you arent just lying and screen binging you are creating new strategies! As you can see, the main thing is to be able to find inspiration from every corner of the environment. As a result, your creativity will impress you by the inexhaustible quantity of ideas and offers. Of course, it wont be unnoticed in your working life - more and more talented employees will join your company. My name is Mia and I live in Sydney. I find writing to be one, not just a hobby, passion or a fling, but creation, knowledge, history, civilization...it is the entire world in words. It is something that I could not live without. Being a writer has helped know the world in a way that I could not imagine. My Twitter: @stokesmia23_mia My Website: https://assignmenthelpers.com.au/
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Amazon to open new fulfillment center in Orlando, creating 1,500 new jobs
10-July-2017 - usatoday.com
The facility will open in 2018.
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Heres how to track the best Prime Deals on Amazon
10-July-2017 - usatoday.com
Here are five ways to track the onslaught of bargains.
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The Onrec Online Recruitment Trade Conference 2017 - Last chance to book!
10-July-2017 - onrec.com
Wednesday, 12th July 2017 - Euston, London Posted in News archive on 10 Jul 2017 Onrec will be hosting an afternoon Onrec Trade Conference which will give online recruitment suppliers, job boards and other online recruitment professionals a fantastic learning and networking opportunity. This event will be of interest to owners, directors, senior management of job boards, online recruitment industry suppliers from applicant tracking and aggregators to video recruiters. By attending the trade conference you will: - Keep abreast of significant changes in the industry - Learn how your business can capitalize on these changes - Network with your industry colleagues - Be one step ahead of your competitors The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place. The Speakers Madgex Online Recruitment Market Overview - In-depth analysis of 500 job boards James Neave, Head of Data Science, Adzuna The AI explosion and its impact on the jobs market The rapid progress in artificial general intelligence is expected to reach human level in 2040. At this point, certain activities and interactions with a computer will be indistinguishable from those with a human and as a consequence huge numbers of jobs will be automated - for example any telephone-based staff, data-based decision making such as risk analytics, legal analysis, underwriting, insurance, valuation etc. Even human receptionists and journalists would dwindle. This talk explores the current trends and the likely impact over the next 10 years. Osborne Clarke Online Recruitment Legal Update Overview of the General Data Protection Regulation (GDPR) Keith Rosser, Chair, SAFERjobs DC Krishan Kapur, Metropolitan Police Ensuring a SAFER Job Search: How Government & Law Enforcement are helping Job Boards for free! Keith Rosser, Chair of SAFERjobs, and DC Krishan Kapur of the Metropolitan Police will talk about why 35 of the UK's major job boards are promoting SAFERjobs to job seekers for a safer job search. Hear why 50,000 job seekers a month visit the SAFERjobs site and how SAFERjobs, backed by the House of Commons and House of Lords, are promoting good practice in the sector. SAFERjobs have appeared on BBC News, television, radio, and the main national newspapers such as the Independent, Daily Mail, Financial Times, Sun, and Telegraph. Laura Stoker, Executive Director of Global Training, AIRS, Powered by ADP Laura Stoker began her recruiting career as a researcher for executive search firms working on international and domestic projects. She has also worked as a Recruiter for J.D. Edwards in Denver, Colorado and as a Technical Recruiter for EMDS in Brussels, Belgium. She has been using AIRS techniques since she attended one of our first training classes in 1997 and now enjoys teaching the same knowledge to a new generation of Internet Recruiters. Discussion Panel chaired by David Hurst, Founder, Onrec Discussion of the latest events in the world of Online Recruitment Panelist Phil Edwards, Global Accounts Sales Leader - Talent Solutions at LinkedIn The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place. www.onrec.com/events/conference/trade2017
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UK workers reveal the worst excuses theyve given for not turning up to work
10-July-2017 - onrec.com
As half of professionals reveal they feel guilty about taking sick days Posted in News archive on 10 Jul 2017 Company Profile CV-Library.co.uk View profile » Over half (52.5%) of UK employees feel guilty about taking sick days, with the majority (50.6%) stating that this is because they are leaving their team in the lurch. This is according to the latest data from CV-Library, the UKs leading independent job board, which found that women feel most guilty about sick leave (60.5%). The survey received 1,300 responses from workers across the UK, finding that a further 24.1% of professionals felt that taking sick days reflected badly on them; while 13.2% believe it is frowned upon in the workplace. Despite these concerns, 86.1% did say that their manager understands when they need to take a sick day. Other key findings include: - Over three quarters (79.7%) of workers have pulled a sickie in the last year With 17.5% of them making up an excuse for not going in to work - AND over two thirds (69.1%) have heard a colleague giving a false excuse for not going into work Lee Biggins, founder and managing director of CV-Library comments: In todays working world its clear that professionals are still taking unnecessary sick days, giving a whole host of excuses for not turning up to work. But while it might seem like a good idea at the time, many workers are feeling the guilt, recognising that their decisions have a wider impact on their team and workload. The top reason for workers calling in sick was because they were too tired (43.4%), with this figure rising to 48.4% amongst 18-24 year olds and 65.2% amongst 55-64 year olds. In addition, 15.1% said they simply couldnt be bothered, while 13% stated that they had other plans. Finally, just under one in 10 (9.2%) said it was because they had a hangover, rising to 10.4% amongst men. Biggins continues: While its all too easy to come up with an excuse for not turning up to work, its important to think about the bigger picture and wider implications of your absence, especially when its not 100% necessary! Whether youre in part-time work, or are well into your career, youre going to be more trusted by your employer if youre honest and open with them you never know, they may grant you a bit of time out if you really do need it. Finally, the research revealed some of the worst excuses that people have given for not turning up to work: I have blisters from wearing new shoes on Saturday night "I've got a terrible migraine (also known as a hideous hangover) "My hamster is sick and needs to go to the vet" I left my work uniform on the bus I lost a darts tournament last night and I am too traumatised to come in A tree has fallen down onto my property and it needs to be cleared/made safe "My boyfriend changed his relationship status on Facebook to single There are cows in my garden so I can't get to work I didn't get to bed until late so Im too tired to come in Im having a BBQ at the weekend and need time to prepare
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How to save big on Amazon´s Prime Day
10-July-2017 - abcnews.com
Experts share tips for how to score big savings during Amazon's annual event.
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WATCH: How to score the biggest deals on Amazon Prime Day
10-July-2017 - abcnews.com
The "GMA" team of insiders analyzes some of the biggest stories trending this morning.
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Underground success
10-July-2017 - bbc.com
How an IT worker quit his day job, and despite having no ideas to begin with, launched a firm from home that made him a multi-millionaire.
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BMW workers accept revised pension deal
10-July-2017 - bbc.com
More than 80% of union members backed the offer, ending the threat of further strikes.
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Finalists for the 2017 Workforce Optimas Awards Announced
10-July-2017 - workforce.com
Workforce has named its 2017 Optimas Awards finalists. Now in its 27th year, these organizations join an elite group of past winners that is reshaping people management strategies around the globe. Finalists will be a Gold or Silver winner in the categories of: Benefits; Business Impact; Corporate Citizenship; Global Outlook; Innovation; Managing Change; Partnership; Recruiting; Training; Vision; or as the overall winner of... The post Finalists for the 2017 Workforce Optimas Awards Announced appeared first on Workforce Magazine .
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Linhart Joins J.M. Wilson as Transportation Underwriter
10-July-2017 - insurancejournal.com
Managing general agency and surplus lines insurance broker, J.M. Wilson, has hired Joni Linhart as transportation underwriter in their Carmel, Indiana, office. Linhart is responsible for quoting new and renewal transportation risks, and serving independent insurance agents in Indiana. She
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Superdrug owner AS Weston to create 1,000 UK Jobs
10-July-2017 - dailymail.co.uk
AS Weston will open 30 more Superdrug stores, 45 more Savers stores and 17 new Perfume Shops. The move comes despite a slump in the high street market due to online shopping.
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HR Owen VIP reveal their collection of luxury hire cars
10-July-2017 - dailymail.co.uk
Think of it as a secret Batcave of high-end cars, but instead of being concealed beneath Wayne Manor it's by the M4 motorway. Rob Hull visits HR Owen's secret hire car lair.
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HAMISH MCRAE: How to fight off the robots
10-July-2017 - dailymail.co.uk
The gig economy is going to get some regulation, and it should do. But there is a real danger it will get the wrong sort and end up damaging the interests of the very people it is supposed to support.
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Washington Worker Files Suit Following Poisonous Gas Injury
10-July-2017 - insurancejournal.com
A former worker at a Washington recycling facility injured after opening an unlabeled tank containing poisonous gas has filed a lawsuit. The Spokesman-Review reported in a story that Felix W. Shuck filed the lawsuit against Ibex Construction and its owner,
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Superdrug owner to hire 1,000 in expansion
09-July-2017 - telegraph.co.uk
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Buyout firm Apollo to buy golf course operator ClubCorp for $1.1 billion
09-July-2017 - reuters.com
(Reuters) - Private equity firm Apollo Global Management LLC said on Sunday it had agreed to acquire ClubCorp Holdings Inc , one of the largest owners and operators of private golf and country clubs in the United States, for $1.1 billion.
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Superdrug owner looks to expand in UK
09-July-2017 - bbc.com
A.S. Watson, the owner of Superdrug and The Perfume Store, will create close to 1,000 jobs.
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Scandal-hit banker taking top job at Visa Europe
09-July-2017 - dailymail.co.uk
Charlotte Hogg is poised to return to a top city job less than four months after resigning over a failure to disclose a conflict of interest.
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Self-employed tax is too hot to tackle
09-July-2017 - dailymail.co.uk
The Taylor Review on modern employment practices, which is expected to be published this week, was commissioned to investigate the boom in self-employment.
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SIMON WATKINS: Upcoming jobs review has its work cut out
09-July-2017 - dailymail.co.uk
What does it mean to have a job? This was once an easy question to answer, but in todays gig economy it is far harder to pin down.
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How to make money and great music from vintage hi-fi
09-July-2017 - dailymail.co.uk
Equipment that was thrown away as obsolete junk just a few years ago can fetch hundreds sometimes even thousands of pounds.
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Burands State of P/C Insurance Industry Part 2: How to Pick Winners as More Carriers Consolidate or Waste Away
09-July-2017 - insurancejournal.com
Editors Note: This is the second of two articles by Burand based on his most recent 50-page whitepaper, State of the P C Insurance Industry 2017. The whitepaper is available from Insurance Journals Research and Trends division here. The first article
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Exclusive: Firm part-owned by Siemens hired to help install turbines in Crimea - sources
08-July-2017 - reuters.com
MOSCOW (Reuters) - A firm part-owned by Germany's Siemens has been hired to help install electricity turbines in Crimea, a region subject to European Union sanctions barring EU firms from supplying it with energy technology, three sources close to the project told Reuters.
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Matthew Taylor to call for boost for ´gig´ workers but stops short of blanket minimum wage demand
08-July-2017 - telegraph.co.uk
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15 ways to negotiate a higher salary
08-July-2017 - usatoday.com
Employers arent going to volunteer a higher salary in a job offer unless youre willing to be your own advocate. Here are 15 tips to help you in negotiations.
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MONEY MORALS: Is it worth £9,000 a year to study at uni
08-July-2017 - dailymail.co.uk
A parent has written to us to ask This Is Money readers whether the cost of a university education and the career prospects in post-Brexit Britain mean he should move abroad to study and start a career.
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Solid jobs report to keep Fed in ´hike-once-a-quarter mindset´: Gundlach
08-July-2017 - reuters.com
NEW YORK (Reuters) - Solid payroll figures in June should keep the U.S. Federal Reserve in a "hike-once-a-quarter mindset," said influential bond manager Jeffrey Gundlach, chief executive of DoubleLine Capital, on Friday.
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Legal sector gains jobs for the third straight month
07-July-2017 - abajournal.com
The legal services sector gained 2,000 jobs in June, according to preliminary, seasonally adjusted numbers from the Labor Departments Bureau of Labor Statistics. Legal services
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US employers add strong 222K jobs; jobless rate at 4.4 pct.
07-July-2017 - abcnews.com
US employers added a robust 222,000 jobs in June; unemployment rate ticks up to 4.4 pct.
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How to prepare your child for their gap year financially
07-July-2017 - dailymail.co.uk
Around 75,000 school leavers plan to spread their wings at the end of the term, heading off on a gap year before they start their studies at university. But are your kids properly prepared for their travels?
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Wall Street climbs after jobs data as tech, financials rise
07-July-2017 - reuters.com
NEW YORK (Reuters) - Wall Street stocks closed on a high note Friday, with the S&P 500 index posting its best gain in six sessions on the heels of a U.S. payrolls report that gave investors more confidence in the strength of the U.S. economy.
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Pay is up for summer associates, but the future job outlook is less than rosy
07-July-2017 - abajournal.com
Average pay for summer associates working at the nations top 200 law firms has jumped more than 11 percent to $3,285 a week. But the
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IT jobs account for one third of all vacancies in London
07-July-2017 - onrec.com
IT experts are the most sought after professionals within Greater London, accounting for 28.4% of all vacancies in the 24 month period to May 2017, according to data from the Association of Professional Staffing Companies (APSCo) and Vacancysoft. Posted in News archive on 07 Jul 2017 Company Profile APSCo View profile » Across the board there was a 10% rise in vacancy volume in the three months to May 2017 compared to the previous three months and 2.6% more than the corresponding period in 2016. The Marketing and PR sector experienced the biggest growth in terms of number of vacancies and the fastest growth of any of the major professions. There were 5.2% more new jobs than the previous 12 months in the period ending 31 May 2017. Demand came mainly from the Technology, Media Telecoms sector, which advertised 12.4% more openings for Marketing and PR staff. Elsewhere, the insurance sector recorded a 22.2% rise in demand compared to the previous 12 months. Professional services firms announced fewer vacancies over the 12 month period; this led to a dip in the number of accountancy representing a 9.6% decrease in demand. Vacancies within law offices and consulting firms also dipped by 17.1% and 12.9% respectively. The public sector saw the largest growth in roles with a 5.8% increase over 12 months. The education sector in particular experienced a 19% increase over the year. The data includes jobs announced by 3,145 employers. Barclays Bank, which saw its profits double in Q1 2017 advertised 125% more vacancies over the 12 month period, compared to the previous 12 months. Other banking groups including Lloyds and RBS, saw falls of 37.3% and 67.1% respectively in their numbers of vacancies. Ann Swain, chief executive of APSCo commented: Greater London continues to be a remarkably diverse employment market with no more than one single employer accounting for more than 2.6% of vacancies. The top 20 companies, such as EY and Sky, continue to account for nearly a quarter of the Greater London figures (23.6%), however, they announced 8.5% fewer openings over the 12 month period. What our statistics also show is that the greatest growth in demand actually came from medium sized companies (101-200 ranked), advertising nearly 10% (9.4%) more vacancies during the year. www.apsco.org
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Finance and HR Leaders Shape Digital Disruption, New Research Finds
07-July-2017 - onrec.com
New Oracle and MIT Technology Review study reveals the human drivers of cloud automation as the roles of finance, HR, and IT evolve to meet the needs of a more connected organization Posted in News archive on 07 Jul 2017 To enable organizations to thrive in a competitive digital marketplace, Oracle and the MIT Technology Review today released a new study that highlights the importance of collaboration between finance and human resources (HR) teams with a unified cloud. The study, Finance and HR: The Clouds New Power Partnership , outlines how a holistic view into finance and HR information, delivered via cloud technology, empowers organizations to better manage continuous change. Based on a global survey of 700 C-level executives and finance, HR, and IT managers, the study found that a shared finance and HR cloud system is a critical component of successful cloud transformation initiatives. Among the benefits of integrating enterprise resource planning (ERP) and human capital management (HCM) systems is easier tracking and forecasting of employee costs for budgeting purposes. Additionally, integrated HCM and ERP cloud systems improve collaboration between departments, with 37 percent of respondents noting that they use the cloud to improve the way data is shared. The report also reveals the human factors behind a successful cloud implementation, with employees ability to adapt to change standing out as critical. Among organizations that have fully deployed the cloud, almost half (46 percent) say they have seen their ability to reshape or resize the organization improve significantly as do 47 percent of C-level respondents. The productivity benefits have also been significant. Nearly one-third of respondents (31 percent) say they spend less time doing manual work within their department as a result of moving to the cloud and that the automation of processes has freed up time to work toward larger strategic priorities. As finance and HR increasingly lead strategic organizational transformation, ROI comes not only with financial savings for the organization, but also from the new insights and visibility into the business HR and finance gain with the cloud. People are at the heart of any companys success and this is why we are seeing finance and HR executives lead cloud transformation initiatives, said Dee Houchen, Senior Director of ERP Solutions at Oracle . In addition, improved collaboration between departments enables organizations to manage the changes ahead and sets the blueprint for the rest of the organizations cloud shift. The survey also reveals there is a blurring of lines between functions and individual roles as the cloud increasingly ties back office systems together: Increased Collaboration: 46 percent of finance and HR professionals say a full cloud deployment has led to significantly improved collaboration between departments, and nearly half expect a significant improvement in the next two years. This extends to IT as well. 52 percent of C-level respondents said the relationship between IT, HR and finance is even better than expected following their cloud implementation Cross-Corporate Intermingling: With the new roles of HR and finance professionals requiring them to work more closely with data and the cloud, 43 percent of businesses plan to bring IT people into these departments to help employees take advantage of new technologies. New Skillsets: Desired skills respondents want to improve upon include: Time management, with 40 percent saying this is currently an issue Active learning Problem solving, mathematical reasoning and analytical skills The IT function also changes. Post-deployment, 56 percent of C-level respondents report that IT has significantly improved when it comes to producing innovations. Andy Campbell, HCM Strategy Director at Oracle added : As organizations navigate technological changes, its critical for the C-suite to empower its employees to evolve their individual business acumen. Many businesses understand this and its encouraging to see 42 percent planning to provide their teams with management skills training to help them break out of their traditional back-office roles. The learnings from the move of finance and HR to the cloud will ultimately spread across the organization as, together, they conceptualize the shape of the next disruption. About the Research Oracle partnered with the MIT Technology Review to survey HR, Finance and IT professionals about the state of their cloud transformation and to gain insight into how moving to the cloud has improved collaboration among teams. In total, 700 HR, Finance, and IT professionals were polled across North America, EMEA and Asia. About Oracle The Oracle Cloud delivers hundreds of SaaS applications and enterprise-class PaaS and IaaS services to customers in more than 195 countries and territories while processing 55 billion transactions a day. For more information about Oracle (NYSE:ORCL), please visit us at oracle.com . Trademarks Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners.
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Workingmums.co.uk launches white paper on returners and supporting dads at work
07-July-2017 - onrec.com
There is a huge and growing demand for parenting support from dads and giving more support to dads improves their engagement at work, according to white paper on supporting dads and returners. Posted in News archive on 07 Jul 2017 Company Profile Workingmums.co.uk View profile » The white paper is based on a Workingmums.co.uk roundtable held in June and hosted by Lloyds Banking Group which brought together human resources and diversity heads at 11 of the UKs leading employers. The aim was to share experiences of what works and where the challenges are. The roundtable was chaired by Dr Emma Banister from Alliance Manchester Business School, who spoke about the Making Room for Dad project on fathers and fathering within the context of Shared Parental Leave . The project, which she coleads with Dr Ben Kerrane (Lancaster University Management School), revolves around the role of dads in the crucial first year after their child is born where patterns of sharing care are established. In the session on supporting dads, there was a lot of discussion of Shared Parental Leave. It was felt that better communication was needed on the policy, which was very complicated, and that drop-in sessions rather than sending out information might work better since each families circumstances differed. Enhancing Shared Parental Pay could also show that employers value dads being more involved in childcare and it was suggested that employers could do more to support dads during SPL. Employers felt that flexible working was more of a focus for them with dads because of the low numbers currently opting for SPL. Support over flexible working and encouraging greater openness about being a dad at work could promote the kind of culture change which would enable greater choice over sharing of care responsibilities between mums and dads. Lloyds Banking Group described a huge appetite for parenting information from dads. Their colleague network, Family Matters, normally gets 300-400 people listening into lunchtime sessions on parenting issues, but the ones on issues relating to dads get 800 people and more. Other participants had also seen a huge interest from men in information and support for those with caring responsibilities. On returner programmes, the roundtable discussed expectations that career breaks would become the norm and that supported return therefore made increasing business sense. All those who had run programmes spoke of the high calibre of candidates, although many had confidence issues due to the time they had taken out of the workplace. The quality of candidates meant the programmes were gaining a good reputation. Many felt they needed to offer specific returner roles rather than doing a general call-out for skills so that those taking part were not disappointed. They also spoke about the need for a different way of assessing recruits who were returners, based on potential rather than current achievements, and the need for more support and preparation before assessments. It was noted that flexible working was a key issue for returners. Gillian Nissim, founder of Workingmums.co.uk , said: Our roundtables are an opportunity for employers to share their experiences on issues relating to gender diversity and flexible working. The discussions are always frank and are evidence of the real desire to make progress in this area. The free white paper with full details of the discussions is available here.
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Pound falls after UK industry and trade data disappoint, as FTSE 100 rises on strong US jobs report
07-July-2017 - telegraph.co.uk
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Markets Right Now: Strong hiring report sends stocks higher
07-July-2017 - abcnews.com
U.S. stocks close solidly higher after the government said hiring grew at a stronger pace in June.
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Hiring rebound: Robust 222,000 jobs added in June
07-July-2017 - usatoday.com
Unemployment rate up to 4.4% as job gains are offset by a bigger rise in the labor force.
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US employers add strong 222K jobs; jobless rate at 4.4 pct.
07-July-2017 - abcnews.com
US employers added a robust 222,000 jobs in June; unemployment rate ticks up to 4.4 pct.
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Apple iPhone supplier Foxconn may bring plant, 10,000 jobs to Wisconsin
07-July-2017 - usatoday.com
Foxconn, a major Apple iPhone supplier, is considering bringing 10,000 jobs to Wisconsin, the leader of the state Assembly said Wednesday.
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Solid June jobs report gets tech and consumer stocks jumping
07-July-2017 - abcnews.com
US stocks rise, led by technology companies and consumer-focused companies like McDonald's and Amazon, after the government said hiring grew at a faster pace in June
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U.S. economy adds 222,000 jobs in June
07-July-2017 - usatoday.com
The U.S. economy added 222,000 jobs in June, much more than economists were expecting. It's welcome news after the prior two jobs reports had hinted at a possible slowdown in job growth.
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How major US stock market indexes fared on Friday
07-July-2017 - abcnews.com
US stocks climbed Friday after the government said hiring grew at a stronger pace in June
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US jobs growth faster than expected
07-July-2017 - bbc.com
The US economy added 222,000 jobs last month, but wage growth remained subdued.
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Hired or fired: U.S. jobs report
07-July-2017 - usatoday.com
The U.S. economy is forecast to have added 177,000 jobs in June, according to economists surveyed by FactSet, up from about 138,000 jobs added in May.
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How to make money on the Internet as an amateur artist
07-July-2017 - usatoday.com
Singers, writers and actors crowd-fund their work on Internet platforms beyond YouTube.
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Take it Easy on the Boss; Theres a World to Save
07-July-2017 - workforce.com
HR, I bet youve grown weary of people telling you how to do your job. Im not talking about your corporate executives, or IT geeks and their annoying heavy sighs or those eternally optimistic yet preachy internal communications people. No, Im talking about the know-it-all thought leaders and consultants who have written the hundreds of books scattered around my office.... The post Take it Easy on the Boss; Theres a World to Save appeared first on Workforce Magazine .
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How to retire at 40... even if you don´t earn a fortune
07-July-2017 - dailymail.co.uk
Jason and Julie Buckley are featured in a new Channel 4 programme, How To Retire At 40. The couple, from the East Midlands, now travel to all corners of Europe.
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Pennsylvania Utility Worker Killed by Debris from Home Blast
07-July-2017 - insurancejournal.com
A coroner says a utility worker was killed by flying debris when a Pennsylvania house exploded while he was responding to a reported natural gas leak. The National Transportation Safety Board continues to lead the investigation into Sunday afternoons blast
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Oklahoma Labor Chief: F Grade for Safety Inaccurate
07-July-2017 - insurancejournal.com
Oklahomas labor commissioner says the workplace safety grade of F that a national advocacy group gave the state inaccurately and unfairly depicts the states safety programs. The Oklahoman reports the National Safety Council gave the state a failing grade because
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3 Workers at Mississippi Psych Center Arrested for Running Drug Ring
07-July-2017 - insurancejournal.com
Authorities say a prescription drug ring at an outpatient psychiatric center has led to the arrest of three health care workers. News outlets report 34-year-old Andrea Reene Opoku, 29-year-old Nikita Marie Piernas and 36-year-old Tyrone Leonard Thomas were arrested Wednesday
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New Florida CFO Patronis Officially Takes Over
07-July-2017 - insurancejournal.com
Floridas new chief financial officer is officially on the job. Flanked by family and friends, Jimmy Patronis was sworn in June 30 during a brief ceremony held in the office of Gov. Rick Scott. The Republican governor picked the former
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Leavitt United Names Chavez a Commercial Producer in California
07-July-2017 - insurancejournal.com
Leavitt United Insurance Services has added Martin Chavez to the agencys Napa, Calif. location. Chavez is a commercial producer. He specializes in risk management consulting for workers compensation and property/casualty insurance programs. He began his insurance career in 2009 working
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U.S. charges ex-Audi manager in emissions cheating case
07-July-2017 - reuters.com
WASHINGTON (Reuters) - The U.S. Justice Department on Thursday said it has charged a former Audi manager with directing employees at the company, a division of Volkswagen AG, to design software to cheat U.S. emissions tests in thousands of Audi diesel cars.
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Record year for specialist recruiter Sellick Partnership
06-July-2017 - onrec.com
Professional services recruitment specialists, Sellick Partnership a report record year as they celebrate their 15th anniversary. Posted in News archive on 06 Jul 2017 With all business areas exceeding expectations, audited accounts show that turnover grew by 10 percent to £38.8 million, with net fee income also growing by 6 percent to an impressive £5.8 million, both at their highest since the companys formation 15 years ago. Sellick Partnership are also proving that the professional services recruitment market remains strong despite the uncertainty surrounding Brexit, with over 270 permanent placements made across the 2016/17 period up from 249 in the previous year. The business also reached a milestone of 700 contractors out whilst maintaining an impressive average temporary GM per hour. Jo Sellick, Managing Director commented, I am thrilled that we have managed to maintain our lengthy period of sustained growth despite a number of challenges over the past 12 months. The recruitment market has remained buoyant in the wake of a lot of uncertainty across the UK and it is great to see financial results that reflect that. It is also incredibly encouraging to see our new offerings, Actuarial, HR, Change and Transformation and Housing all performing well. I am also incredibly proud of our recent awards and accreditations. This year we have been recognised as one of 2017s 100 Best Workplaces in the UK by Great Place to Work® for the second time as well as being included on the Financial Times FT 1000 list of the 1,000 fastest growing companies in Europe. Awards like these demonstrate our commitment to quality, developing long-standing relationships and delivering results. With seven offices across the country and employing over 80 people, Sellick Partnership have ambitious internal recruitment plans across the next 18 months. When asked about the year ahead Jo Sellick said, 2017/18 is going to be an incredibly exciting year for Sellick Partnership as we celebrate our 15 th year in business. We will continue to grow incrementally within our current specialisms, as well as cater for the needs of the growing market across the UK.
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Ocado interim results: Committing to change needs digital expertise on the board level
06-July-2017 - onrec.com
Todays Ocados interim results will capture the attention of investors, following its recent announcement to raise investment to bolster its technology and increase its warehouse capacity. Posted in News archive on 06 Jul 2017 In recent weeks, the online grocer planned to raise at least £200 million through a bond sale. This followed its decision to sign a deal with an unnamed European retailer, licensing its grocery storage and distribution technology to international supermarkets. As stores continue to battle against the tide with more consumers turning online for their shopping, grocers are also feeling the pressure to evolve their business models. Ocado took the lead by becoming the first to begin trials with a self-driving delivery truck last week. As the company strengthens its online grocery delivery service, it requires directors to have a robust understanding of technology to support its growth ambitions. Automation, AI, Big Data and Cloud computing are challenging executives to become more literate in technology. Digital expertise goes beyond the remit of IT teams as board level executives have a responsibility to put digital on the agenda and craft a strategic response to the opportunities and threats surrounding technology. Farida Gibbs, CEO of Gibbs Hybrid Workforce Solutions, comments, Every company is now becoming a technology company, as no business can create, deliver its product or services or engage with customers efficiently without technology. Businesses like Ocado who are making the strategic decision to inject investment into their digital capabilities, need to have board members who have a foundational knowledge of technology in order to steer the business in the right direction. Without adequate technology knowledge, boards will struggle to make informed decisions when considering which new technologies to implement and how to gain business value. Farida continues, The decision of going ahead and directing investment towards Ocados autonomous delivery trucks, would require a combination of industry and digital to shape their strategy. Navigating through the digital era requires the board to have sufficient technology knowledge to set the course for the team on the ground. Adopting a digital mind-set starts with the board setting a tone for the rest of the workforce which can filter down through the organisation. Investment in new technology and talent goes hand in hand, as frontline staff need the digital skills to help exploit the full potential of these innovative tools. Gibbs Hybrid Workforce Solutions is a technology consultancy and project management solutions company, with a commitment to deliver a pipeline of digital talent at high speed. Gibbs support global brands in their efforts to embrace digital transformation and navigate through the fast changing business landscape.
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Productivity figures highlight Brexit is not the only challenge facing the UK
06-July-2017 - onrec.com
Responding to the latest ONS productivity statistics, Acting Chief Economist at the CIPD, Ian Brinkley said: Posted in News archive on 06 Jul 2017 Company Profile CIPD View profile » Todays figures should act as a very sharp reminder to Government that Brexit is not the only challenge facing the UK. Unless more is done to tackle the nations low productivity, peoples wages and living standards will continue to fall and the UK will be ill-equipped to compete once we do leave the EU. Government must urgently review its productivity plan and ensure that its industrial strategy includes a much stronger focus on boosting investment in skills and efforts to boost managerial quality in partnership with employers, professional bodies and unions at a national, sector and local level. www.cipd.co.uk
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Two thirds of candidates aged 18-24 resent having to tailor their cover letter for every job application
06-July-2017 - onrec.com
But 56.7% of workers say that they ALWAYS provide a bespoke cover letter! Posted in News archive on 06 Jul 2017 Company Profile CV-Library.co.uk View profile » New research from the UKs leading independent job board, CV-Library , has found that two thirds (66.9%) of candidates between the ages of 18 and 24 find it frustrating that they have to tailor their cover letter for every job that they apply for, with 41.4% believing that cover letters are unnecessary. The research, which surveyed 1,200 workers about their attitudes towards cover letters in the job application process, found that over half (56.7%) of candidates in the UK do tailor their cover letter for a specific job application, rising to 60.2% amongst 35-44 year olds. Other key findings include: The majority of the nations workers (57.1%) think cover letters are necessary with two thirds (64.1%) believing that cover letters benefit a job application BUT, 43.5% do find tailoring their cover letters time consuming, with 19.9% believing that their CV should be enough Lee Biggins, founder and managing director of CV-Library , comments: Across the industry, there continues to be a debate around how necessary cover letters are in the job application process. From our findings, its clear that many candidates understand that including a cover letter with their application is beneficial, however there is also a consensus, particularly amongst the younger generation, that it a tedious task and is far too time consuming. But, while CVs are great for an overview of work experience, its clear that cover letters can act as an extra platform for job hunters to shout about their successes. In addition, the study found that just under one in 10 (8.3%) of under 18s would not apply for a job that required a cover letter, higher than any other working generation. That said the majority of candidates (92.5%) would include a cover letter if it was required, with 29.7% believing that a tailored cover letter is more personal, and a further 29.3% agreeing that it gives relevant examples of your skills. Interestingly, the research also revealed that nearly half (45.8%) of those aged under 18 do not know how to write a cover letter, with one in five (20.8%) stating that they never send a cover letter with a job application. Furthermore, one in 10 candidates aged 25-34 also admitted that they dont include a cover letter when applying for a new role. Biggins concludes: Clearly, there needs to be a bit more education around exactly what should be included on a cover letter, and how it can boost candidates chances of getting a job. It is positive, however, that the majority of UK workers would include a cover letter, and its important that companies and recruiters are making it easy for candidates to upload and send their CV and cover letter during the application process.
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Wall Street drops on labor market data, North Korea concern
06-July-2017 - reuters.com
(Reuters) - U.S. stocks were sharply lower on Thursday after disappointing labor market data clashed with the possibility of a more hawkish Federal Reserve, while rising tensions in the Korean peninsula providing additional pressure.
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Microsoft plans to cut ´thousands´ of jobs: source
06-July-2017 - reuters.com
(Reuters) - Microsoft Corp plans to cut "thousands" of jobs, with a majority of them outside the United States, a person familiar with the matter told Reuters.
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U.S. private payrolls growth slows; jobless claims rise
06-July-2017 - reuters.com
WASHINGTON (Reuters) - U.S. private employers hired fewer workers than expected in June and applications for unemployment benefits last week increased for a third straight week, pointing to some loss of momentum in job growth as the labor market nears full employment.
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Law firm creates bespoke tasks for job applicants (it helps to be a Saul Bellow fan or math whiz)
06-July-2017 - abajournal.com
Lawyers interested in associate positions with the intellectual property boutique Fisch Sigler are asked to go beyond submission of the traditional cover letter and resume. Applicants
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Where´s my raise? 5 reasons pay isn´t rising much for many
06-July-2017 - abcnews.com
Pay growth still lags behind pre-recession norms for many US workers
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How major US stock market indexes fared on Thursday
06-July-2017 - abcnews.com
US stocks took their biggest loss in more than six weeks Thursday as investors reacted to mounting evidence that hiring has slowed down
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Stocks skid on worries about slower hiring and growth
06-July-2017 - abcnews.com
US stocks take their biggest loss since mid-May as investors react to a survey that showed slow hiring in June
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Microsoft to cut ´thousands´ of jobs
06-July-2017 - bbc.com
The firm is focusing on its cloud computing division, which has shown strong growth in recent months.
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Microsoft to lay off thousands in sales, marketing reshuffle
06-July-2017 - usatoday.com
Microsoft plans to shed thousands of jobs in a major reboot to focus on its fast-growing cloud-computing business.
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These are the best companies to work for in 2017, according to Indeed
06-July-2017 - usatoday.com
Software company Salesforce took the top spot on Job site Indeed's Best Companies to Work for in 2017.
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Microsoft under threat amid job cuts and major restructure
06-July-2017 - dailymail.co.uk
The tech giant, which employs more than 121,000 people globally, would not confirm how many British staff were affected.
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How to avoid being a victim at the car repair garage
06-July-2017 - usatoday.com
There might not be a way around getting the car fixed, but there are ways to stay in control of the situation. But it takes some work and planning.
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With Benefits, Its Good to Get Back to the Basics
06-July-2017 - workforce.com
When faced with increasing employee health care cost, budgetary pressures and pending renewal deadlines, it is all too common for employers to make reactionary decisions about their employee benefits program. Given the integral role that benefits programs play in attracting and retaining top talent and their position as one of a companys largest expenses, does it make sense that benefit... The post With Benefits, Its Good to Get Back to the Basics appeared first on Workforce Magazine .
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Steel magnate Sanjeev Gupta further expands empire
06-July-2017 - dailymail.co.uk
His London-based GFG Alliance is paying an undisclosed sum for assets including iron ore mines, port and rail infrastructure, steelworks and recycling jobs.
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These 10 jobs have above-average pay growth
06-July-2017 - usatoday.com
Inflation outpaced average wage growth for the first time in three years, but not in these professions.
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Economists expect June jobs report to show rebound
06-July-2017 - usatoday.com
Economists predict 177,000 gains despite disappointing ADP tally
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Microsoft to cut ´thousands´ of sales, marketing jobs
06-July-2017 - usatoday.com
Reuters reports Microsoft plans to cut "thousands" of jobs, with a majority of them outside the United States.
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Never overpay for auto repairs with these 3 tips
06-July-2017 - usatoday.com
Here's how to get a fair price at the auto shop.
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California Workers Comp Bureau Rolls out 2018 Experience Mod Estimator
06-July-2017 - insurancejournal.com
The Workers Compensation Insurance Rating Bureau has launched the 2018 Experience Modification Estimator for insurers, agents and brokers to help policyholders understand how their payroll and claim experience will be used in the computation of their 2018 experience modification. Users
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Texas Workers Comp Draft Rule Requires Preauthorization of Compounded Drugs
06-July-2017 - insurancejournal.com
The Texas Department of Insurance Division of Workers Compensation is accepting comments through July 7 on an informal draft rule that requires compounded drugs to be preauthorized. The draft rule was created after the DWC analyzed compounded drug prescriptions for injured
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Zurich North America Names Ironshores DeLong VP of Cyber Underwriting
06-July-2017 - insurancejournal.com
Zurich North America has hired Yosha DeLong as vice president of cyber underwriting, a role that expands Zurichs cyber resources as the cyber exposures continue to evolve beyond data security. DeLong will lead the continued development of the companys cyber
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Alliant Hires Pennsylvanias Hill as Employee Benefits Group Expands in East
06-July-2017 - insurancejournal.com
Alliant has hired Martin Hill as it continues to expand the presence of its Employee Benefits Group throughout the eastern U.S. As vice president, Hill, who is based in Pennsylvania, will leverage his background in strategic planning, relationship management, financial
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China orders 140 planes from Airbus in boost for UK jobs
05-July-2017 - dailymail.co.uk
State-owned China Aviation Supplies Holding Company is buying 100 A320s and 40 A350 XWBs, in a deal worth around £18bn.
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Recovering salaries aim to stem inflationary tide
05-July-2017 - onrec.com
Average advertised salaries (£32,743) continue to show month-on-month growth of 0.2%, despite inflation taking its toll on disposable incomes, according to Adzuna.co.uk. Posted in News archive on 05 Jul 2017 Company Profile Adzuna View profile » Salaries continuing to show short-term improvement despite longer-term malaise up 1.6% over six-month period and 0.2% month-on-month Advertised vacancies remain strong, rising 2.1% year-on year Annual salaries improving in Wales, Northern Ireland and Eastern England; while other regions play catch up Maintenance salaries fall to become one of the worst-performing jobs wage-growth wise, despite how critical these jobs are for the future of artificial intelligence and automation Warrington breaks southern monopoly to become the rising star as one of the best places to get a job as competition per job per vacancy sits at 0.14 Chancellor stresses jobs must be prioritised as Brexit negotiations begin Average advertised salaries (£32,743) continue to show month-on-month growth of 0.2%, despite inflation taking its toll on disposable incomes, according to Adzuna.co.uk. Salaries are continuing to show short-term improvements, climbing up 1.6% on a six-month basis. Despite showing only incremental increases, it is an early indicator that salaries are beginning to bite back against rising affordability issues. However in the longer term, wage growth continues to struggle against the rising inflation rate that now currently sits at a four-year high of 2.9%. In addition, the fall in retail sales is proof that both employees and jobseekers are clamping down on spending and prioritising essentials. According to think tank the Resolution Foundation, there is a growing concern surrounding the unequal distribution of wealth across Britain. In comparison to last years figures, Adzuna data shows total advertised vacancies increased at a higher rate year-on-year than average advertised salaries. The longer-term shrinking of average salaries is having a knock-on effect on the levels of home ownership, which is fuelling the wealth divide between rich and poor as the gap between wages and inflation widens. Salary improvements in Wales counter recent ONS figures that show household income in Wales is the lowest of the UK nations. According to Adzunas jobs data, average salaries in Wales currently sit at £29,857, up 2.2% year-on-year while other regions such as London (-0.9%) and Scotland (-2.5%) post negative results. Northern Ireland (0.5%) and Eastern England (0.3%) also show signs of annual salary increases while advertised wages are struggling elsewhere. While typical salaries in Wales may be starting from a lower base than other regions, it is nonetheless encouraging to see them heading northwards. Advertised vacancies remain high, currently sitting at 1,173,784, up 2.1% year-on-year. Opportunities are rife for employees and jobseekers at present, as employers continue to seek out quality candidates during a time of political and economic uncertainty. The Federation of Small Businesses (FSB) recently reported a drop in confidence among members for the first time since the aftermath of the EU referendum in June last year. Around 52% of small firms found the UKs economic slowdown as a barrier to growth, including rising inflation and a fall in consumer spending. However, larger companies such as Jaguar Land Rover are investing in expanding their workforce by hiring 5,000 staff members over the next 12 months. With Brexit negotiations taking shape, such endorsements by big businesses are key to boosting the UK economy and expanding the talent pool. Doug Monro, co-founder of Adzuna, explains: The fact that salary growth is making progress on a month-on-month basis as well over a six-month period, shows the gap between wage growth and inflation may, slowly but surely, be closing. Although wage growth is nowhere near the desired pace, salaries are well and truly on the up. Despite the temporary economic lull having wider effects such as falling retail sales and flat-lining levels of home ownership, jobseekers and employees actually have more opportunities available now than ever. Brexit negotiations will take some time as plans to strike the best possible deal remain up in the air, but it is encouraging to see the Government stressing how jobs and living standards must come first during Phillip Hammonds recent speech at Mansion House. A strong labour market in the UK is the backbone to a productive and resilient post-Brexit economy. A pro-migration strategy is an essential part of Brexit negotiations for every sector of the British employment market. The flow of talented and skilled workers from the EU not only strengthens our labour force, but represents an investment in our future by helping us keep up with innovative ideas. Maintenance jobs fall yet AI and automation will rely on servicing According to Adzuna data, maintenance jobs for those expected to keep mechanical equipment, machines or buildings in top working condition have been listed as one of the worst-performing sectors in terms of annual wage changes. With the rise of artificial intelligence and automation set to take over from manual labour and traditional ways of working in the future, maintenance jobs are just as crucial as ever. Maintenance jobs are occasionally overlooked, but being able to operate, clean and inspect heavy machinery, as well as repair and replace defective parts is a valuable skillset, brought into even sharper focus by recent events. The future safety and functionality of artificial intelligence and automation lies in those working at ground level, servicing and improving systems. According to Adzunas recent White Paper entitled The Start of The Curve, findings show 13 of the 20 steepest declining job roles have faltered due to the effects of automation. Therefore, maintenance jobs deserve more attention and improved pay packages. Among the other worst performers are consultancy jobs as advertised salaries currently sit at £35,839 down 26.9% year-on-year with total vacancies at 20,520. Doug Monro, co-founder of Adzuna, comments: There can be a stigma attached to maintenance jobs due to their physically intensive nature, and the decline in salaries year-on-year places them among the worst-performing jobs. However, Adzuna data shows that maintenance jobs are in fact complementary to the rise of artificial intelligence and automation. The rise of the robots is all well and good, but we will still need humans on hand to ensure automated equipment is working as it should be. Maintenance jobs should be given better recognition as skills at all levels are necessary if we are to reap the benefits of a high-tech, productive and efficient post-Brexit economy. Warrington becomes new Northern star Warrington has risen through the ranks to become one of the best places in the UK to get a job, rising to fifth from seventh last month, with competition per job vacancy resting at 0.14. It is the first time a Northern town has broached the top five in several years and breaks the stranglehold that the likes of Cambridge, Guildford and Oxford have enjoyed. Warringtons presence in this esteemed company may not be short-lived either, with Amazon to create 1,2000 new permanent jobs in the Cheshire town. Doug Monro, co-founder of Adzuna, comments: Its good to see healthy competition among cities and regions across the country and Warrington has been steadily becoming an ever more attractive place to find employment. Its not only the first new area to break the established top five for some time, but also the first from the North of England. A blue-chip company like Amazon investing in the area not only creates job opportunities and stimulates the local economy, but also encourages other large players to follow suit. Situated slap bang between Liverpool and Manchester, it may start attracting job seekers away from these established hubs.
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Checking in: the crucial competencies for pilots
05-July-2017 - onrec.com
Training pilots is expensive. Airlines will invest significant sums in providing intensive study, simulator sessions and flight training to develop their cadets and first officers into captains. Because many people dream of becoming a pilot, there is never a shortage of applicants for these roles. Posted in News archive on 05 Jul 2017 Company Profile cut-e View profile » But airline recruiters are looking for much more than the ability or the potential to fly an aircraft. They want individuals who can lead a team, handle multiple tasks, keep a cool head under pressure, provide a great in-flight experience, set an example to the crew and be a brand ambassador for the airline. People with all of these qualities are not easy to find. The essence of great recruitment is of course to know what youre looking for. Following a pioneering study*, assessment company cut-e has identified not only the specific competencies that captains, first officers and cadets need to successfully undertake their jobs but also the key behaviours that should be assessed for each role. The study involved literature reviews, job analysis findings, empirical evidence gathering, involving 27,000 flight team members across 12 different airlines, and global validation research. As a result of this study, it is now possible to create a profile of the job-related competencies and behaviours required in every flight crew role, which recruiters can select against when hiring cadets, first officers and captains. By assessing whether candidates fit this profile, in the early stages of the recruitment process, airlines can sift out applicants who are unsuitable. In other words, they can focus their attention solely on the individuals who have the potential to succeed. A new competency model The required operational, personal interaction and motivational competencies are broadly similar for cadets, first officers and captains. Aspects such as safety orientation; decision-making; customer and commercial orientation; teamwork; interpersonal skills; resilience; self discipline; dedication; drive and an interest in self-development are relevant for each role. However, there are subtle differences in the competencies required at each level. For example, the ability for individuals to plan and organise themselves is an important competency for cadets but it becomes less relevant as individuals gain more experience and seniority. Importantly, as individuals progress in their careers, theyll need to complete different tasks before, during and after each flight. Theyll take on additional responsibilities as they progress, such as leading the crew, delegating tasks and taking charge in emergency situations. This means that, although the core competencies are broadly similar for each role, different behaviours will be required of captains, first officers and cadets. For example, a captains role will involve leading the team and resolving any conflict, whereas a cadets role is more about respecting the rules and contributing to the teams success. Assessing the core competencies When recruiting cadets, first officers or captains, airlines will naturally need to check whether candidates have the technical capabilities required for the role. Ability tests which measure aspects such as inductive and deductive reasoning, spatial orientation and precision can help with this. These tests will show whether a candidate is capable of performing well in a role. However its also important to assess the competencies and behavioural preferences of candidates, to ensure theyll be able to master the tasks and challenges theyll face. This can be achieved using a personality questionnaire that assesses work-related behaviour and a second questionnaire that measures the probability of counterproductive behaviour in a work context. These assessments will reveal how a candidate is likely to perform in the role. The results can be combined to create a behavioural fit report for each candidate, showing a profile of how they compare against the required competencies. The behavioural fit report can also flag up personal or psychological aspects that should be explored further in an interview. For example, the personality questionnaire may reveal that an individual has a tendency to make poor decisions under stress. An interviewer may wish to probe this finding, or to find out how the candidate deals with their emotions, to determine whether the candidate has the competencies that are required in order to deal with all the challenges a pilot might face before, during and after flight. This feature of the report is not designed to replace a clinical interview. It simply makes recruiters aware of some of the potential risks that may apply for each candidate. Pilots will face the challenge of working shifts, and being away from home frequently, which can affect their work-life balance and be socially disruptive. Best practice is for airlines to undertake regular psychological evaluations of their current and potential flight staff, to check on their mental health and wellbeing. Better informed selection Assessing candidates against a behavioural fit profile of the required competencies will ultimately enable airlines to predict which individuals will be able to safely and successfully fulfil the roles of captains, first officers and cadets. Doing this early on in the selection process will mean that only suitable candidates will progress to the later and more expensive stages. This reduces the number of unsuitable candidates who attend assessment centres, interviews and simulator trials. Another benefit is that the data gained from any assessments undertaken as part of the recruitment process can also be used to create a personal learning plan to develop the successful candidates, as it will reveal their strengths and limitations. Airlines have an ongoing need to recruit skilled pilots who can not only navigate and fly their aircraft but who are also committed to the safety of their passengers and crew, and passionate about delivering world-class customer service. By gaining a greater insight into the suitability of each applicant, recruiters can make more informed selection decisions that will achieve these objectives. Katharina Lochner is Research Director at global assessment specialist cut-e . For further information, please visit www.cut-e.com . A white paper based on the study, called The predictive power of assessment for pilot selection, can be freely downloaded from http://www.cut-e.com/solutions/assessing-for-the-aviation-sector
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HR study reveals real cost of hiring graduates
05-July-2017 - onrec.com
HR teams are spending as much as £15,000 on every graduate they hire, a new report into Early Careers recruitment has found Posted in News archive on 05 Jul 2017 The statistic was uncovered during a recent research project into the state of Early Careers, delivered by GradTouch an employer advertising platform that works with brands across the UK. In contrast, the study also revealed that others spend as little as £70 per graduate head every year, revealing the distinct inconsistencies that exist within the market. Talent leaders from over 60 organisations, spanning everything from Digital Marketing to Logistics, took part in the survey, sharing how they manage their annual graduate attraction strategies. Zac Williams, director and founder of GradTouch, said: We approached this project with one mission in mind: discover what tools individual leaders within Early Careers utilise to overcome some of the greatest issues in the market, then share this with others to show how they could follow suit. What became clear, however, is that there currently exists a huge number of dichotomies between businesses. The results have been compiled into a free eBook, entitled The State of Early Careers: Technology vs Candidate Experience which is available to download here: http://gradtou.ch/6z0bb GradTouch is an employer advertising platform which allows companies to improve their entire recruitment process from branding through to application management. Having visited over 200 organisations across the UK and Europe, they have captured over 1,257 employee stories on video to help brands showcase their workplace culture.
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How to avoid being a victim at the car repair garage
05-July-2017 - abcnews.com
How to avoid being victimized when a high-priced car repair is needed
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Innovation to boost recruitment campaigns at Milkround
05-July-2017 - onrec.com
Leading school leaver and graduate recruiter unveils new features for clients and jobseekers Posted in News archive on 05 Jul 2017 Company Profile Milkround View profile » School leaver and graduate recruitment experts Milkround have this week launched a new set of onsite features, which include a smooth data-led application process for all jobs on their website, increasing the quality and relevancy of applications delivered to their clients. By improving their knowledge of each jobseekers application behaviour, Milkround can now target through both the candidates profile data and their onsite behaviour. Following these enhancements, Milkround jobseekers will now benefit from: Onsite job recommendations Regular, personalised job emails Instant job match notifications Alongside these new features, Milkround have also launched improved job search technology, which not only understands a jobseekers keyword search, but also uses artificial intelligence to generate similar and relevant job opportunities into their search results. Taking a synonym led approach to job results ensures the right jobs are displayed to the best candidates. Milkrounds Head of Sales, Sarah-Jane McQueen commented: We are continually developing our product to ensure our clients gain the most from their campaigns. By improving our application process and therefore better understanding our candidates, we can deliver the most relevant jobs. Were really excited about the new features we are launching this week, which bring innovation to the school leaver and graduate recruitment market. With a refreshed design and improved user experience, Milkround continue to take a candidate led approach to ensure their platform and technology supports the all-important job search. For more information please get in touch with the Milkround team today.
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UK salaries increase at a steady rate, despite post-election uncertainty
05-July-2017 - onrec.com
With job vacancies also seeing an increase last month Posted in News archive on 05 Jul 2017 Company Profile CV-Library.co.uk View profile » Despite there being a great amount of uncertainty following last months general election, average salaries in the UK saw a steady increase last month, rising by 1.3% when compared with data from June 2016. This is according to the latest statistics from the UKs leading independent job board, CV-Library . The data found that many cities across the UK also saw an increase in pay in June, when comparing year-on-year data, with some key cities such as Glasgow (9.1%) and Sheffield (1.2%) also witnessing month-on-month growth. When comparing June 2017 data with June 2016, the cities which saw strongest salary growth included: Sheffield 11.3% Cardiff 10.9% Edinburgh 7.4% Glasgow 4.6% Leeds 3.3% Manchester 1.6% London 1.5% Bristol 1% Brighton 0.5% Southampton 0.2% Not only this, but some of the UKs key industries also witnessed a rise in salaries year-on-year, with the hospitality (15.2%) and administration (8.5%) sectors seeing the biggest increases. Its also positive to note that the social care (4.7%), education (4.7%) and automotive (3.8%) industries also saw strong increases in salaries, despite increasing amounts of uncertainty in these sectors post-Brexit. Lee Biggins, founder and managing director of CV-Library comments on the findings: We are now one year on from the EU Referendum, and with post-election uncertainty still looming, it is very positive to see that salaries are continuing to rise at a steady rate, across the UK. Many key cities and sectors have seen positive growth, indicating that businesses across the nation are still working hard to attract talented candidates to their vacancies, despite these unpredictable times. Furthermore, the findings revealed that businesses are remaining optimistic about their hiring plans, as job vacancies increased by 4.4% year-on-year. In fact, some of the UKs key cities also saw impressive increases in job vacancies, with job numbers in Glasgow, Brighton and Manchester increasing by 24.1%, 19.5% and 17.5% respectively. That said, despite the positive increase in job growth and average salaries, this was not replicated when it came to candidate application rates, which saw an 11.6% drop when compared with June 2016. Biggins concludes: While its great to see that businesses have not cut down their hiring plans, its clear that there is still a lot of uncertainty across the nation and therefore, unsurprising that application rates have taken a dip. The onus is now on organisations to continue to work hard to offer attractive packages and entice individuals into their roles. While candidate appetite does tend to drop in the summer months, as the dust settles post-election we hope to see application rates pick back up.
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UK productivity falls to pre-crisis level
05-July-2017 - bbc.com
Output-per-hour for UK workers is 0.4% lower than in the final quarter of 2007, official data shows.
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Strong job market for graduates, but roles dont tap grads skills, according to new research from Accenture Strategy
05-July-2017 - onrec.com
Nearly three quarters of U.K. university graduates feel under utilised despite a rise in optimism about finding jobs Posted in News archive on 05 Jul 2017 Gen Z graduates [1] about to enter the workforce are more optimistic about finding a job, but 71 percent of recent grads now feel underemployed a sentiment of feeling underutilised in a graduate level role - even as the proportion employed in their field of study rises, according to the 2017 UK University Graduate Employment study by Accenture Strategy on the future workforce. The proportion of graduates who feel that they are underemployed increased again this year up to 71 percent, from 60 percent in 2015. Paradoxically, this is set against a backdrop of more grads being employed full-time in their field of study, up from 46 percent to 60 percent over the past 12 months, said Payal Vasudeva , managing director, Accenture Strategy . This highlights a need for companies to understand what motivates Gen Z graduates and provide a meaningful employee experience for them. Accenture Strategys research shows that graduates are over three times more likely to stay with their employer for more than five years if the company invests in learning and development opportunities, and provides a personalised and fulfilling employee experience. 2017 Graduates Have Big Ambitions and Will Enter the Workforce Prepared New grads expect full-time employment in their field of study (63 percent) and expect to have on-the-job training (54 percent), formal training (51 percent) or shadowing (46 percent) in their first job. While they have high expectations, new grads are entering the workforce prepared to land these opportunities. Nearly 9 out of 10 new grads considered job availability before selecting a course of study, and most are showing a desire to enter fields with room for long-term growth. STEM was the most popular major this year up 11 percentage points compared to last year (41 percent vs. 30 percent). Additionally, 82 percent of new grads who completed an internship, apprenticeship or co-op saw it lead to a job post-graduation. New entrants to the job market are also flexible and loyal. 83 percent of new grads are willing to relocate to a different region for the right job and its likely theyll have to. For 2017 graduates, the current economy will likely have them looking in a different city for a job (39 percent), or commuting further (36 percent). After landing a job, most 2017 grads (85 percent) expect to stay at their first job for at least two years. Grads Are Optimistic Though Underemployment Continues to Rise While new graduates are prepared to enter the workforce, their expectations of the future do not line up with the reality experienced by recent graduates currently in the workforce. This is largely evident when considering salary. Salary expectations are ambitious for the 2017 grads compared to actual salaries of recent graduates. 85 percent of 2017 grads expect to earn more than £25,000 but only 70 percent of 2015/16 grads do. Class of 2017 Craves Human Interaction Recent grads also recognise the importance of human interaction and communication skills. In the workplace, two-thirds of grads (68 percent) welcome Artificial Intelligence (AI) and other advanced technologies, believing they will enhance their work experience. However, face-to-face is the preferred way to interact with colleagues (31 percent) followed by web tools (21 percent), social media (20 percent). Methodology The Accenture 2017 U.K. University Graduate Employment Study conducted an online survey in the United Kingdom of 1,001 students graduating from university in 2017 and entering the job market, and 1,001 participants who already graduated university in 2015 or 2016. The survey was conducted in January-March, 2017 to compare the perceptions of students preparing to enter the job market with the experiences of recent grads already in the workforce. All respondents are between 18 and 24 years old. For more information on the study please visit: www.accenture.com/UK2017Grads About Accenture Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions underpinned by the worlds largest delivery network Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With more than 411,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com . Accenture Strategy operates at the intersection of business and technology. We bring together our capabilities in business, technology, operations and function strategy to help our clients envision and execute industry-specific strategies that support enterprise wide transformation. Our focus on issues related to digital disruption, competitiveness, global operating models, talent and leadership help drive both efficiencies and growth. For more information, follow @AccentureStrat or visit https://www.accenture.com/gb-en/strategy-index .
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Does the growth of AI mean its the end of the line for recruiters?
05-July-2017 - onrec.com
By Shane McGourty, Director at AdView Posted in AdView on 05 Jul 2017 Company Profile AdView.co.uk View profile » Its no secret that AI is well and truly on the rise. Whats more, there is no doubt that at some point, you may have asked yourself: could my job be replaced by a robot?. For recruiters, some argue that this could be the case. Recent research into the work of HR and recruiters found that 70% of HR managers believe that recruitment processes need to be more data-driven. Technological advances in the industry mean that the obvious solution to this problem would be to simply increase use of artificial intelligence (AI) within the recruitment sector. But of course, many will argue that this can put jobs at risk when in fact we should embrace this change, because it will make way for new roles within the sector. At AdView , were expecting AI to transform the industry in three ways: 1. AI can be used to discreetly spot and follow job hunters trends and patterns AIs role doesnt just begin at the initial candidate screening stage, it comes in one step before that. Through the use of algorithms and analysing data, AI is able to pick up on active job seekers behaviour. If someone is spending a significant amount of time searching for marketing jobs on a job board site, AI software will learn this behaviour and target the user with similar and relevant marketing jobs. AI technology also has the ability to reach and target those who may not even be actively searching for a new job; the software can go as far as analysing data from social media to know when someone might be leaving their current job or looking to change career. Staying on top of trends and patterns is a timely process for recruiters and AI significantly can reduce this manual investment. Recruiters are able to follow up with candidates through phone calls and emails, but this can often get tiresome. Recruiters arent able to keep track of candidates behaviour patterns as discreetly as AI can (apart from stalking LinkedIn and Twitter profiles); they have to keep in contact directly, but is this appreciated by candidates? 2. AI will be able to reach a wider pool of talented and suitable potential candidates AI has the ability to dive deeper into the candidate search than a human can manually. You can tell a lot about a persons attitudes, interests and beliefs according to their social media, and AI technology has the power to analyse a variety of words in a candidates social media posts, making it an effective way of narrowing down the talent pool in the early stages of recruitment. The candidate screen time can be done more time efficiently by AI than by humans, meaning recruiters time could be spent on more worthwhile and valuable tasks. The use of AI in the candidate search process also reduces the chances of unconscious bias on the recruiters behalf. Instead, AI will allow recruiters to focus on the potential applicants skill set which means the most talented individuals are able to shine through. It could be argued that AI means it's the end of the line when it comes to recruiters jobs because it will help enhance processes and allow for more efficient candidate searches, where talented individuals can shine. But, there will always be the need for manual screening when it comes down to selecting the right candidates for the role because of the innate human ability to judge character and personality. 3. AI will improve job candidates experiences The job search and application can be painfully long for job candidates. This is often the case for those applying to businesses or through recruitment agencies with a slow and inefficient process. Whilst it is important for companies to feel like they are hiring the right person for a job role, its equally as important for the candidate to feel impressed by the business. If it takes two weeks to find out theyve got through the initial screening process, another two weeks to schedule an interview and a further three weeks to find out whether theyve got the job or not, they arent going to be impressed - especially if they havent got the job. In fact, in that time they may have either talked themselves out of wanting the job, but AI can reduce processing time and ensure the candidate experience is positive so they don't become disengaged. In a recent survey by Software Advice , 41% of jobs seekers said that their candidate experience has been significantly worsened by being unable to contact a recruiter. Chatbot software, such as Mya , allows applications to be reviewed for the mandatory criteria within in a matter of minutes, then the bot can immediately let the candidate know whether they are on to the next stage of the recruitment process. Considering how many CVs and applications recruiters receive, it is virtually impossible for them to give feedback to a candidate in this short amount of time. This technology means that neither recruiter or candidate will be spending a considerable amount of time waiting to be contacted. Weve already seen Google introduce Cloud Jobs API , which aims to improve the recruitment process by matching job seeker preferences with relevant job listings based on sophisticated classifications and relational models. And, were expecting to see more companies follow suit. So, will recruiters be completely replaced by AI? With the level of depth and efficiency AI is able to contribute to the recruitment industry, its likely that recruiters will find themselves relying on AI more and more, and eventually it could lead to jobs being replaced. Some may argue that the role of a human and their ability to experience emotion and assess character is vital to the recruitment process so this, in particular, will never be fully replaced by AI. Even if the technology does take over the low-level admin aspects of a recruiters role, this shouldnt be seen as a negative impact of AI. For more information on the impacts of AI in the recruitment industry, visit: https://adview.online
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How to make ice cream using a plastic bag
05-July-2017 - usatoday.com
This unreal technique creates ice cream using a few ingredients and two plastic baggies.
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Mark Zuckerberg praises universal basic income on Alaska trip
05-July-2017 - usatoday.com
Facebook CEO sees universal basic income as possible safety net as technology automates more jobs and puts more people out of work.
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City watchdogs ex-boss pocketed £367,000
05-July-2017 - dailymail.co.uk
Tracey McDermott was acting head of the Financial Conduct Authority until the end of June 2016, when former central banker Andrew Bailey got the job.
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5 things that can make your business plan fail and how to avoid them
05-July-2017 - usatoday.com
Understanding common pitfalls and how to avoid them ensures you get the backing you need to develop your business idea.
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Vertu workers face £500,000-plus hole in pension fund
05-July-2017 - dailymail.co.uk
Vertu is due at the High Court where investors hope to strike a rescue deal for £1.9m. But they will also be left grappling with a £519,439 in missing pension fund contributions
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Amazon to add 1,500 full-time jobs at its first Utah fulfillment center
05-July-2017 - usatoday.com
Amazon announced it will be creating 1,500 full-time jobs at its Salt Lake City fulfillment center on Wednesday.
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Burberry´s new boss, Marco Gobbetti, set for 80% discount
05-July-2017 - dailymail.co.uk
And the Italian boss gets an £80,000 allowance for clothing, a car and travel. The benefit, revealed in his employment contract, will raise eyebrows at a time when the firm faces shareholder pressure.
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Can the government afford higher public sector pay?
05-July-2017 - dailymail.co.uk
Five million public sector workers have suffered a one per cent pay cap since 2012. Can the government afford to lift it without raising taxes? We investigate.
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Smart Lockers Open Options for Workplace Wellness and Safety
05-July-2017 - workforce.com
Hull Knarrs workout room provides a bright atmosphere to go along with its work culture. Photo courtesy Bob Ferrell Employees at Hull & Knarr have no excuses to not pedal around on a bike. The Indianapolis-based financial services firm has opened the door to new wellness and team-building initiatives for its employees in an eco-friendly and accessible manner. A... The post Smart Lockers Open Options for Workplace Wellness and Safety appeared first on Workforce Magazine .
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Hackers steal Bitcoin funds from Bithumb exchange traders
05-July-2017 - bbc.com
The Bithumb exchange is probed after users' details were reportedly stolen from an employee's home PC.
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Liberty Mutual Prevails in $3.6M Guaranteed Cost Workers Comp Premium Case
05-July-2017 - insurancejournal.com
Liberty Mutual Insurance Co. has won a case against a company that refused to pay $3.64 million in additional workers compensation premium after a payroll audit revealed it had more high risk employees than originally claimed. The U.S. District Court
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NTSB Heading Investigation into Fatal Pennsylvania Natural Gas Explosion
05-July-2017 - insurancejournal.com
The National Transportation Safety Board is leading the investigation into an apparent natural gas explosion that destroyed a Pennsylvania home and killed a utility worker. The UGI Utilities worker was checking out a reported gas odor when the house in
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Two Brothers in New Jersey Sentenced for Roles in Accident Insurance Scheme
05-July-2017 - insurancejournal.com
Two brothers who organized a scheme to recruit motor vehicle accident victims as patients for chiropractic facilities they controlled have been sentenced to more than six years in state prison. The sentences imposed last month also require that 54-year-old Anhuar
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Investor Icahn Eases Demand to Split AIG, Giving New CEO Room to Act
05-July-2017 - insurancejournal.com
Billionaire investor Carl Icahn is backing off his demand to break up insurance giant American International Group Inc., following the companys sale of assets and hiring of a new chief executive officer, a person familiar with the matter said. Icahn, AIGs
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The Villages Insurance in Florida Adds Sardisco to Commercial Division
05-July-2017 - insurancejournal.com
The Villages Insurance Partners (TVIP) has added Lisa Sardisco to their Commercial Risk Management Division in The Villages, Fla. The Villages Insurance Commercial Risk Management Team specializes in protecting business owners and their employees across the country. Formerly of Holder
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What´s in a Name? For Some Court Reporters, Misconceptions
04-July-2017 - wsj.com
Court reporting is one of the nations highest-paying jobs that doesnt require a college degree. But the industry is facing a shortage of workersand some say thats due, in part, to a title that doesnt fully reflect the job.
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10 of the worst companies to work for in the UK - according to their employees
04-July-2017 - telegraph.co.uk
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4 money problems that didn´t exist 50 years ago (and how to fix them)
04-July-2017 - usatoday.com
Life may not have been simpler 50 years ago, but it was definitely a whole lot cheaper.
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How to invest in an Isa quickly and easily
04-July-2017 - dailymail.co.uk
Rightly or wrongly, some people simply want a quick, straightforward route map to investing in an Isa. To that end, this is our distilled guide to getting started.
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Apprentice and Countdown star Nick Hewer on top job tips
04-July-2017 - dailymail.co.uk
British PR guru Nick Hewer, 71, who spent nine years as Lord Sugar's right-hand man on The Apprentice, told of his observations as he offered his advice to job-seekers of all ages.
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Bullhorn Unveils Novo to Personalise the User Experience for the Future of Staffing
04-July-2017 - onrec.com
Engage 2017 Announcements Also Include Bullhorn Healthcare Edition, Front-to-Back Strategy, and Applicant Portal Posted in News archive on 04 Jul 2017 Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organisations transform their businesses, at Engage 2017 unveiled the Novo Experience , an entirely new way for staffing professionals to interact with the Bullhorn platform. Through a new technology foundation that incorporates industry-leading personalisation, automation, and artificial intelligence, as well as deeper collaboration, the Novo Experience fully unlocks the power of the Bullhorn platform and helps users maximise their productivity and effectiveness. Built from the ground up to be open, extensible, and mobile, the Novo Experience fundamentally enhances the way customers work with the Bullhorn platform and radically improves the way recruiters interact with candidates. It adapts to the way users want to work - regardless of role, geography, language, or device - and enables them to work more effectively by eliminating redundancies and inefficiencies in their business processes. Additional features of the Novo Experience include a more customizable menu system, improved note functionality, and a new submission workflow. As part of the Vision for Innovation session at Engage 2017, Bullhorn also showcased future capabilities: Boost and Whiteboard. Boost would significantly expand the search and filtering capabilities in Bullhorn by incorporating non-traditional elements from the system such as relationship aspects, screening questions, and more. Whiteboard is a future concept designed to be a virtual team space where recruiting and sales teams can collaborate on the most important tasks related to candidates, clients, and jobs to ensure that everyone is aligned on matters that need attention. We couldnt be more excited to debut Novo to the recruitment industry, including its native mobile experience, said Matt Fischer, Bullhorn president and CTO. Staffing professionals have long demanded a user experience that offers increased personalisation and collaboration to make their jobs easier. With the Novo Experience, staffing and recruiting firms can further enhance their productivity and efficiency by capitalising on a new Bullhorn experience that is deeply rooted in Bullhorns powerful platform extensibility, which allows full customisation through its open architecture via clicks and not code. The Novo Experience will equip recruiting professionals with the tools they need to be successful in the future. In addition to providing increased personalisation and collaboration, Bullhorn empowers recruitment firms to increase their business efficiencies so they can make better, more informed operational decisions. Bullhorn Healthcare Edition: Bullhorn has released a new suite of software designed specifically for healthcare staffing firms to power their recruitment cycle. It expands on Bullhorns enterprise-class applicant tracking system as the industrys first best-of-breed solution for healthcare recruitment, including staffing of travel nurses, per-diem nurses, locum tenens physicians, and allied health professionals. The new recruitment software solution allows staffing agencies to maximise operational efficiencies, while also maintaining compliance and delivering incredible candidate and client experiences. Front-to-Back Strategy: Bullhorn understands staffing firms increasingly complex challenges through the entire recruiting lifecycle. Up until now, there hasnt been a best-in-class solution from a single vendor that integrates all of those processes well. Bullhorn is making major investments to solve this problem with new capabilities that enhance and seamlessly integrate front office, middle office, and back office functions. As part of that investment, Bullhorn has expanded middle office capabilities to allow more flexible capture and invoicing of time and expenses for workers with multiple pay rates per assignment. In the future, Bullhorn will be deepening core capabilities and improving the user experience for both candidates and staffing firm back office personnel. Finally, Bullhorn extends new ways for staffing professionals to deliver incredible candidate experiences that drive business results. Applicant Portal: Bullhorn now houses a single centralised destination for candidates to interact with staffing firms, which eliminates the need for candidates to use disparate software systems to submit and find information. In addition to streamlining onboarding and credentialing processes, the Bullhorn Applicant Portal allows staffing firms to capture more information up front, including answers to knockout questions, and facilitates easier candidate redeployment processes - both of which help to expedite the overall recruiting process. For more information about the Novo Experience, which will be rolled out in phases over the course of 2017, please visit http://ow.ly/jD0930cVXI0 . For more information about Bullhorn Healthcare Edition, Front-to-Back Strategy, and Applicant Portal, please visit http://ow.ly/c41j30cTweL .
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Agencies believe new IR35 rules to extend to private sector within 2 years
04-July-2017 - onrec.com
This was one of the messages from Lawspeeds seminar on the new public sector contractor rules held on 21st June. Posted in News archive on 04 Jul 2017 Company Profile Lawspeed Ltd View profile » Our brief today, said Adrian Marlowe, MD of the recruitment and employment law specialist, is to explain the rules and point to the options that they create. I am on record as saying that the legislation is badly drafted and I stand by that. Referring in particular to the position that the hirer becomes the fee payer automatically in certain circumstances, Marlowe said this is truly extraordinary, and HMRC does not appear to have thought this through. Wherever legislation contains anomalies and ambiguities, HMRC can expect those affected to review their operations, and it is incumbent on us to explain the issues and possibilities that follow. That these rules will cause confusion and disruption in the short term is in no doubt whatsoever, but some clear options do exist. The Lawspeed knowledge is power seminar focused on what agencies can do to protect their margins and their commercial relationship with their public sector hirers. The first thing is to know who you are dealing with said Ben Grover, senior legal consultant, it is critical to know whether a client is a public authority and this may not always be clear. Once you are sure the rules apply then make sure they are followed. For example, use of the terms outside or inside IR35 has no place within the legislation, and therefore no impact. Another golden rule said Theresa Mimnagh, associate director of Lawspeed, is to thoroughly check the service provider who is maintaining that it can relieve you of your liabilities. There is a lot of legislation in play in this tax area and what may appear to be a simple solution could turn out to bite you in the back. The audience, primarily made up of agencies servicing the public sector, overwhelmingly believed that the new rules are a disaster and will be extended to the private sector in due course, the longest assessment from the audience being within 2 years. This was an excellent seminar, said John Shipman of Military Medical Personnel. We were particularly impressed at how Lawspeed highlighted the various pitfalls not the least how easy it is for clients to reach the wrong decision based on the online tool and the risk that agencies run as a result. The options Lawspeed laid out, particularly the apportionment and invoicing ideas, are well worth considering. We came away with a much better picture of how to deal with this. HMRC currently says that it has no plans to extend these rules concluded Marlowe, but early wins for HMRC may change that. However, it is really important that agencies focus on the detail and work with the options that the legislation allows for. By carefully navigating the difficulties that the wording of the law creates, agencies can not only minimise risk but create a long term solution that is acceptable to all parties. For full details of Lawspeeds public sector IR35 service visit http://www.lawspeed.com/Expertise/Recruiters/IR35_Public_Sector.aspx
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ERSA Employability Awards winners announced
04-July-2017 - onrec.com
The winners of the ERSA Employability Awards 2017, sponsored by Clarion Housing Group, were announced last night at an evening ceremony attended by the Minister for Disabled People, Health and Work, Penny Mordaunt MP, and hosted by BBC journalist Kirsty Lang. Posted in News archive on 04 Jul 2017 The Minister provided a keynote speech at the event, highlighting excellence in sectors work to transform peoples lives every day. The ERSA Employability Awards are now in their fifth year. The awards showcase and champion best practice from across the employment support sector, celebrating and recognising the hard work and achievements of those involved in supporting people into work. This ranges from advisors and partners working one-to-one with jobseekers at the frontline, to employers who look beyond traditional barriers, such as a criminal record, to the jobseekers themselves moving into employment. This year the awards judges included Heidi Allen MP, a member of the Work and Pensions Committee in the last Parliament. a senior official from the Department for Work and Pensions. a senior researcher at the Resolution Foundation. and last years winner of the Adviser of the Year Award, Keith Tottingham. Kirsty McHugh, Chief Executive of ERSA, said: These awards celebrate the very best in class the frontline advisers and partners who go above and beyond to support people into work, the businesses who give employees a chance in their workforce and the jobseekers themselves, who often overcome a range of barriers to enter work and transform their lives and those around them. This year, the entries were of a particularly high quality and our judges had an extremely difficult task picking the winners. Their work deserves to be recognised and the awards give us an opportunity to say thank you and celebrate their achievements. The Minister for Disabled People, Health and Work, Penny Mordaunt MP said: Its truly inspiring to hear stories about the excellent work that businesses are doing to help people get into, and stay in employment . This would not be possible without the tireless efforts of frontline staff who make such a difference to peoples lives every single day. Congratulations to all this years winners I hope their success will encourage others to go the extra mile in helping people to overcome any barriers to employment. ERSA is delighted to announce the following winners of the 2017 award: Innovation Award sponsored by entitledto: Recognising a provider who has pioneered innovative approaches and solutions within the employment support market. Winner: The House of St Barnabas aims to break the cycle of homelessness by providing training, work experience and employment opportunities. They do this through its City & Guilds accredited, Employment Academy, which runs 12-week employment programmes in its integrated not-for-profit members club in Soho, London. Adviser of the Year- sponsored by Alderwood: Recognising an employment advisor who has demonstrated exceptional commitment in a frontline role. Winner: Adrian Bailey, Prisoners Abroad. Adrian works for Prisoners Abroad, the humanitarian charity providing welfare and emotional support to people affected by overseas imprisonment. Adrian initiated the Work Preparation Programme which provides employment support to those who have been in prison overseas, including guidance on how to disclose convictions. Adrians personal experience of imprisonment enables him to reach individuals in a very effective way. Large Employer of the Year sponsored by Shaw Trust: Recognising a large employer who has demonstrated exceptional commitment in creating opportunities for disadvantaged and long term unemployed jobseekers. Winner: TC Facilities Management nominated by Remploy. TC is a client services business providing cleaning services to some of the UK's most recognisable companies. They are in their tenth year of a partnership with Remploy and have successfully placed 1037 people with a disability in employment, with 67% of those lasting 13 weeks or more. Youth Employment - sponsored by APM: This award seeks to recognise an exemplar provider who has demonstrated exceptional dedication to helping young people (aged 16 24) overcome barriers to enter and maintain work. Winner: Access to Industry is an Edinburgh-based third sector organisation which has been delivering employability services to Young Offenders since 2006. In the last financial year, its Passport Project helped 221 young people in and out of HM Youth Offending Institute Polmont, 42 of whom entered into employment, with a further 52 completing work placements and training. Team of the Year Award sponsored by the Institute of Employability Professionals: Recognising a team of frontline staff which has demonstrated outstanding commitment in meeting and exceeding the delivery aims of an employment provider Winner: Radian: Employment Support and Training Team. In 2012, social housing provider, Radian, set up its Employment Support and Training team to and provide employment support to residents and thus address issues such as anti-social behaviour. Since 2012, it has worked with over 2500 residents and helped over 550 into employment and provided training and support for 1600. SME of the Year sponsored by the Telecoms World: Recognising a small or medium employer who has demonstrated exceptional commitment in creating opportunities for disadvantaged and long term unemployed jobseekers. Winner: Clacket Lane Motorway Services (nominated by Shaw Trust). Over eight years, Clacket Lane Motorway Services has hired over 160 people over the delivery of the Work Programme. They are an employer who continues to employ people despite the changes to our sector. Clacket Lane has also supported a number of Shaw Trust customers who have since become team leaders, supervisors and managers. Disability and Health Employment sponsored by Pluss: Recognising an employment services provider who has demonstrated exceptional commitment in supporting jobseekers with limiting disabilities and health conditions to achieve sustained employment. Winner: Royal British Legion Industries delivers a wide range of successful contracts aimed at supporting people with disabilities and health conditions into work, including Access to Work and Lifeworks, which sees 83% of individuals move into employment, training or volunteering within 12 months. Partner of the Year sponsored by ICONI: Recognising excellence as a delivery partner in the field of employment support. Winner: Get Set, nominated by G4S. Get Set joined the G4S Community Work Placements Supply Chain in August 2015 and have, since day one, delivered outstanding performance to support over 200 people into work and/or placement within 15 months of delivery. Significant Achiever of the Year sponsored by Working Links: Recognising a specific jobseeker who has demonstrated exceptional commitment to overcoming barriers to enter and maintain work. Winner: Karla Gardner. After coming into contact with the criminal justice system several times due to addiction, Karla was separated from her children and sentenced to 19 months in Holloway prison in April 2015. Whilst in prison Karla quit heroin, attended Working Chance workshops, completed professional courses and was released ten months early. Soon after release, she registered with Working Chance and on the same day was helped to apply for a job with William Hill. Within a month she had started the new job and six months later was promoted to Manager. She now acts as a Working Chance advocate within William Hill, promoting the hiring of women with convictions. She has been reunited with her children and in June 2017 will celebrate two years of sobriety. Lifetime Achievement sponsored by Serco: Recognising an exceptional individual who has dedicated a significant part of their career to the employment related services sector and has made a notable impact on the wider sector. Winner: Initially starting her career in HR, Tracy has dedicated the last 20 years to improving the lives of others and championing best practice in the employability sector. From 1988, Tracy worked at Knowsley Council, progressing through to Head of Employment and Skills, initiating 13 employment programmes and winning numerous awards along the way with her team. Taking the leap in 2008, Tracy built a highly successful consultancy business before setting up her own Social Enterprise, the Transform Lives Company in 2014.
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Why have we still not tackled fraud?
04-July-2017 - dailymail.co.uk
Fraud has been around for centuries and the same types of fraud rear their heads at different points in time. So why havent we worked out how to tackle it? An expert answers.
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The best Fourth of July deals: How to maximize your savings
03-July-2017 - abcnews.com
Here is a round-up of some of the best discounts available this holiday weekend.
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Microsoft to reorganize sales and marketing teams
03-July-2017 - reuters.com
SAN FRANCISCO (Reuters) - Microsoft will undergo a reorganization that will impact its sales and marketing teams, company executives told employees on Monday.
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Employers ´having to pay more to recruit new staff´
03-July-2017 - bbc.com
A worsening skills shortage is forcing UK firms to pay out £2bn a year in higher salaries, a study says.
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Mortgage-seekers ignoring extra fees, says Moneyfacts
03-July-2017 - bbc.com
The average fee for a fixed-rate mortgage is now more than £1,000 - the most expensive for four years.
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How to negotiate house prices when buying a house
03-July-2017 - dailymail.co.uk
Research from Barclays Mortgages has revealed that 51 per cent of those who bought a home for the first time in the past five years regret not negotiating before purchase.
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´Smishing´ scams target your text messages. Here´s how to avoid them
03-July-2017 - usatoday.com
Marc Saltzman talks about how to curb cyber scammers and cyber-criminals who attack through your cell phone SMS messages.
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Begin teaching kids money management skills early
03-July-2017 - usatoday.com
A part time job can teach value of a paycheck, but not necessarily how to manage money. Here are some ways parents can begin teaching money management skills.
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Philip Hammond says public sector pay has not changed
03-July-2017 - bbc.com
Chancellor insists government must continue to strike "fair balance" between workers and taxpayers.
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How to take advantage of cooling car sales this summer
03-July-2017 - usatoday.com
Its a good news-bad news situation for car buyers. While bargains can be found, the money saved could be canceled out by lower trade-in prices.
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Week´s data to show moderate pace of economic growth
03-July-2017 - usatoday.com
Economic data out this week will likely show that the economy is still humming along at a moderate pace with a steady, if not spectacular, labor market.
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UK pension black hole shrinks by £33bn
03-July-2017 - dailymail.co.uk
Lucrative defined benefit schemes across the UK were £176bn in the red at the end of June, according to research by pension consultants, JLT Employee Benefits.
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CV-Library recognised as Best Job Board for the third year running
03-July-2017 - onrec.com
The UKs leading independent job board wins at Global Recruiter Awards 2017 Posted in News archive on 03 Jul 2017 Company Profile CV-Library.co.uk View profile » CV-Library , the UK's leading independent job board, is proud to announce that it has been named Best Job Board at this years Global Recruiter Awards. This is the third year in a row that the job board has received this accolade. This award highlights CV-Library as a distinguished job board and industry leader, and is testament to the continued success of the business. Whats more, this is the second industry award win of the year for the job board, having been recognised for Best Creative Offline Marketing at the Onrec Awards back in March 2017. Lee Biggins, founder and managing director of CV-Library , comments on the win: Its an absolute honour to have been recognised as best job board for the third year running, especially at such a prestigious industry awards. We have had a recording breaking year, and with two new award wins under our belt, we are confident that our success will carry on throughout 2017. We are continuously investing in the business and doing all we can to offer both candidates and clients the best user experience, and its great to see the hard work is paying off. We have plenty more to come this year as we continue to work hard and drive the business forward. This is the seventh year running that the Hampshire-based job site was shortlisted for the Global Recruiter Awards.
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Social Recruiting Early-Adopter Steve Ward becomes a Non-Executive Director of Hoxo Media
03-July-2017 - onrec.com
Steve Ward, generally regarded as the first practising social recruiter with his agency CloudNine, has this week joined forces in a non-executive capacity with start-up social media marketing agency Hoxo Media. Posted in News archive on 03 Jul 2017 Having stepped away from CloudNine in 2015 following its merger with the Angela Mortimer Group, Steve has been expanding his expertise and portfolio by helping a number of corporate and emerging companies build their digital capability in hiring and attracting talent. and although still working at a strategic level with some recruitment agencies on social media effectiveness inbound marketing, Steve feels were entering a new period for social recruiting as a category of recruitment attraction for agencies. Ive obviously been at the forefront of this for 10 years, and it moves so fast its a challenge to keep up with, and that challenge is evident for recruitment agencies as the subject grew increasing tiresome, despite some really good advice out there, Steve explained. Then I met the guys from Hoxo, and the whole thing seemed fresh and intriguing again. There is so much they can do. Its time for the older guys like me to step aside and let these guys through and take the stage. Ill just be pulling a few strings in the background to ensure they make the right moves, continue to make it exciting and scale. Clearly recruitment companies are seeing that fresh intriguing approach too, and a number of significant agencies have signed Hoxo up to either manage their social media, digital branding and video production talents. We met Steve at an event in London and instantly struck a great relationship, explains Sean Anderson, one of the founding Directors of Hoxo Media. With his 10 years experience of affecting social media in the recruitment marketplace, and being well abreast of the latest trends in 2017; we are delighted to have engaged Steve as an NED to help our mission to become the Recruitments Very Own Social Media Agency. Sean explains further, We want to show that we are prepared to be different and certainly wont be trying to please everyone. Through the production and release of our own Hoxo Media content we clearly demonstrate that we are comfortable to document everything we do. We do this to provide a warts and all look inside our business! This after all is our brand, our personalities and this we are proud of. People connect with real people and by putting ourselves out there for anyone to see, we are already attracting the attention of people who have been watching from a far and now want help achieving the same. Certainly Hoxo Media are ones to watch. With his involvement and endorsement and some significant early clients, it just could be that Steve is right, that the new era of Social Recruiting is here now.
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Research highlights presenteeism challenge for UK employers
03-July-2017 - onrec.com
More than half (51%) of UK workers claim their workplaces are affected by a culture of negative judgement around sickness absence, research has revealed. Posted in News archive on 03 Jul 2017 The study of 1,123 workers by Willis Towers Watson also found 54% of workers believe they are put under pressure to return to work before they have fully recovered from illness or injury. This could contribute to greater levels of presenteeism turning up for work when unwell - which is thought to affect productivity, morale, and recovery from illness. Fear of a negative impact on job prospects is the biggest reason workers feel under pressure to return, cited by 50% of respondents, followed by worries about letting colleagues down (46%), and worries over workload and deadlines (35%). Presenteeism can have a significant impact on performance and employers may leave themselves exposed to greater long-term problems if they do not make adequate provision for illness and injury when it first occurs, said Mike Blake, Director, Willis Towers Watson Health & Benefits. Businesses are faced with a fine balancing act. They must do their best to tread the line between managing staff back to work as quickly and efficiently as possible while also ensuring they do not work through health conditions. There is also a clear employee engagement issue here under the umbrella of a more positive sickness culture, businesses should work to educate employees on appropriate procedures for handling sickness, establish strong communication in cases of absence and ensure staff are aware of the treatment options available to them. Another potentially concerning finding for businesses is the fact less than half (47%) of UK workers believe their employers provide adequate specialist support, care and advice to help them return to work following a period of long-term absence. Of those workers who have taken more than four weeks of continuous absence at any point within the last five years who made up 19% of all respondents a third (33%) claim they did not receive regular communication or support from their employers while off work. Blake added: Good communication with employees is important if employers are to better understand prevailing health issues, provide appropriate support and make workplace adjustments where necessary. This kind of open dialogue is key to establishing a positive culture around absence. Services should then be put in place to address need and tackle negative trends. Case management is one service that can provide the support to ensure these benefits are used appropriately, coordinating input from different sources and liaising with both employer and employee to develop an effective return to work plan.
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Coensus-hr launches psychometric assessments
03-July-2017 - onrec.com
Thousands of organisations across the world have used Prevues HR software, assessments and Applicant Tracking System to build stronger workforces and reduce attrition, whilst reducing costs by improving the recruitment process. Posted in Launch on 03 Jul 2017 Thanks to the vision of Ray King, Director of LMI-UK, the suite of products and services designed to help organisations recruit better, are now available in the UK under the Coensus-hr brand. King explained the decision to launch Coensus-hr: I have been in the people development business with LMI-UK for many years, but in recent years, one of the growing problems my clients have faced is not just recruiting the right individuals, but retaining them and ensuring they are as productive as possible. This constant churn of employees, who are either in the wrong role or the wrong organisation is costing UK SMEs a significant sum. money wasted that could be better spent on growing the business or developing the talent within the workforce. The range of psychometric assessments is designed to help organisations recruit the candidate most suited to the role and the best-fit for the team they will join. And to make the process quicker, easier and more accurate, whilst reducing the effort required by the in-house HR team or senior managers. For too long, employers have relied on reading a lot of CVs, holding interviews and quizzing candidates about what they have written on the CV unsurprisingly this offers little insight into the person behind the CV. Coensus-hr will help automate the recruitment process and take the pressure off an organisations resources, with a far greater reliance on science, rather than gut-instinct. The process gives a much fuller picture of the individual, assessing their mental abilities, their interests & motivations and their personality. Importantly, the resulting report offers an overall suitability score, measured against a benchmark for the role benchmarks exist for over 1000 roles. Recognising areas of an individuals personality that might warrant closer examination, the reports also contain suggested interview questions that will help organisations understand the person that will actually turn up for work on day one. It is difficult for organisations to understand which candidate best suits the role on offer, but it is equally difficult to understand why certain individuals perform better than other team members. By assessing everyone within an organisation, employers can identify the future leaders within the team and those who need more support to unlock the potential within. The science of assessments is beginning to change the face of recruiting and people development. It is now available in the UK and offered with an unlimited-use licence, a serious game changer for organisations looking to cut the cost of recruitment which must surely be every one of them.
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Medium enterprise organisations continue to drive business value with Workday
03-July-2017 - onrec.com
Momentum accelerates with leading brands including CustomInk, Patagonia, and WeWork Posted in News archive on 03 Jul 2017 Workday, Inc . (NYSE: WDAY), a leader in enterprise cloud applications for finance and human resources , today announced continued momentum with medium enterprise customers. Companies including Aberdeen Asset Management, ALK, Bill Gosling Outsourcing, CustomInk, Ensono, Patagonia, Skandia, TIP Trailer Services, and WeWork have deployed Workday for greater flexibility and data-based insights to drive innovation and business value. More and more medium enterprises are adopting Workday given our reputation for having happy customers live on our applications and realising immediate value, said Doug Robinson, group vice president, medium enterprise, Workday. With Workday, these organisations are able to quickly deploy our applications to streamline business processes, increase productivity, and reduce risk all in a single system. Experiencing that ROI early on gives customers the confidence that Workday is a technology partner that can support their future growth and long-term success. The expanding global community of medium enterprise customers that have quickly deployed and driven business benefits with Workday includes: Aberdeen Asset Management (AAM) is one of the highest-profile global asset managers in the world, with more than $385 billion in assets under management and 2,800 employees in more than 25 countries. Workday Human Capital Management (HCM) provides the company with easy-to-access information and better reporting capabilities, so managers can focus on more strategic initiatives. With Workday, AAM has a scalable HR system that can grow with the company. ALK , with more than 2,300 employees in 20 countries, is a global leader in allergy immunotherapy. With Workday HCM, ALKs business leaders and managers are able to make critical data-driven decisions with real-time reporting and increased visibility into its workforce and performance. Workday also provides ALK with the flexibility to easily adapt and adjust to business change such as growth, acquisition, and reorganisation. Bill Gosling Outsourcing is a multinational service provider of complete contact center solutions. Since starting with Workday in 2013, the company has grown from 1,200 to 2,000 employees while its HR and finance teams have remained the same size. Workday Financial Management and Workday HCM have enabled Bill Gosling to reduce paper costs by 25 percent, staffing costs related to procurement and treasury by 50 percent, and overall time-to-close by 30 percent. CustomInk , an online retailer that makes custom apparel such as t-shirts and sweatshirts, has grown from roughly 100 to 1,700 employees. With Workday Financial Management and Workday HCM, CustomInk has eliminated 1,000 paper invoices through automation, and streamlined accounts payable and payroll processes to decrease total throughput time from three days to one hour. Ensono , with 700 employees around the world, delivers complete hybrid IT services and governance, from cloud to mainframe, tailored to each clients journey. As a newly independent business entity, Ensono has saved roughly $1 million in maintenance costs in just one year after deploying Workday Financial Management and Workday HCM. Patagonia , an outdoor apparel company, is dedicated to a mission of building the best product, causing no unnecessary harm to the environment, and using business to inspire and implement solutions to the environmental crisis. With Workday, Patagonia is breaking down information and communication silos across its workforce, and can better align hiring practices to its business strategy through a unified HCM and recruiting system. Skandia , one of Sweden's largest independent, customer-owned banking and insurance groups, has more than 2,000 employees in Sweden, Denmark, and Lithuania. Workday HCM enables Skandia to improve the employee and manager experience putting relevant information at their fingertips so they can perform various HR tasks and processes online. Managers are equipped with real-time data and dashboards regarding workforce structure, and Skandia has improved its capability to meet the requirements of the General Data Protection Regulation (GDPR) legislation. TIP Trailer Services , with over 1,700 employees operating in 17 countries, provides trailer leasing, rental, maintenance and repair, and other value-added solutions to transportation and logistics customers across Europe and Canada. With Workday HCM and Recruiting, TIP managers have greater visibility into the critical workforce data they need for sound decision-making and the flexibility that enables the company to keep pace with evolving business needs. WeWork , with more than 145 locations across 15 countries, provides the space, services, and community to help people make a life, not just a living. Workday Financial Management and Workday HCM provide WeWork with the real-time data it needs to close the books in a timely manner and make clear business decisions that will drive hyper-growth and enable expansion into new markets. With Workday, medium enterprise customers are able to: Rapidly adjust to changing requirements and business growth with Workdays agile and scalable technology foundation. Leverage Workdays Power of One one version of software, one security model, one user experience, one architecture, and one customer community which means all customers benefit from continuous innovation delivered in the cloud. Drive better and faster business decisions with real-time insights into performance across the entire business and contextual analytics tied to transactional data. Streamline operations and standardise business processes to increase efficiency, speed of delivery, and consistency of experience. Easily access information and perform tasks on-the-go from a mobile device with Workdays engaging, consumer-grade user experience. Proactively protect the organisation against risk and fraud with Workdays built-in control processes and always-on auditing. Additional comments on the news WeWork has experienced tremendous ROI with Workday since deployment, said Mike Hite, director of finance technology, WeWork. As a rapidly growing company, we require technology that is capable of driving change in a dynamic business environment, and Workday has given us the flexibility to close the books on time, the insights to make faster, smarter decisions, and even more confidence to evolve and enact change for the betterment of the business. With Workday, we were able to streamline every single business process across finance and HR from payroll to accounts payable, said Kaylan McDuff, assistant controller of subsidiaries, CustomInk. Workday offered everything we were looking for in one unified system. The technology supported us through two complex acquisitions, and we expect it to scale with the business as we continue to grow. Workday is well-positioned to meet the financial management and human capital management needs of midsize organisations with its continuous focus on innovation and solutions that are easy to use, deploy, and manage," said Sanjeev Aggarwal, founder and partner, SMB Group. Workday offers midsize businesses robust, cost-effective deployment options, eliminating the need for complex infrastructure provisioning and disruptive upgrade processes. This enables Workdays midsized customers to get up and running in a short timeframe to achieve faster time to value and ROI.
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How to Make Sure Your Candidates´ Data is Safe During Recruitment
03-July-2017 - onrec.com
If you're a hiring manager, you probably receive a lot of personal data from many potential job candidates. That type of information is usually sensitive and needs to be kept secure. Recruiters are dealing with massive amounts of such information, but the topic of candidate data safety almost never comes up. Posted in News archive on 03 Jul 2017 Most hiring managers assume that candidates are willing to send in all that information after all, it is necessary to make a hiring decision. But candidates are also counting on the recruiters' discretion and on their ability to receive and store all this data in a secure manner. Since data security is becoming a popular topic, recruiters should develop a robust system for safeguarding data sent in by candidates. That's also how you can boost your employer brand. If candidates are trusting you with their information, businesses need to prove that they know how to deal with data security risks . Here are 5 tips to help you ensure that your candidate data is safe during recruitment. 1. Apply security updates on a regular basis Most of the time, employees don't pay attention to applications and software updates. But the security updates are critical. They practically apply to everything your team does at the office. If one employee delays their updates, especially if it's their antivirus software, that person can put the entire team in danger. Ensure that your recruiters update their software as soon as notifications come in. You can prepare a document with recommendations for your HR team. Remember to update all the equipment they use to send and receive candidate information on a regular basis. Every single employee at your company should understand the organization's policy regarding emails and email attachments. They should have a clear idea about what they can and what they should not open. Foster the communication between recruiters and IT professionals in that regard. 2. Consider using a VPN To make sure that everything your recruiters are sending and receiving is secure, you should be using proxy software and VPNs. That's how you will be able to prevent this information from being intercepted by a third party or bots. What kind of VPN should you choose? That depends on the type of equipment you are using at your office. Try to find the best VPN for Windows or Mac devices. When choosing your VPN, remember to pick one that is seamlessly integrated with your operating system and device type. 3. Specified data submission limits Your recruiters should never encourage candidates to send them personal information through third party services. You can never have full control over the security standards these platforms use. And when that type of data is intercepted by malware, you'll be the one responsible for it. Resumes should be submitted directly to your team. That's the most secure method of sending in personal data. Remember to update the security credentials on your website frequently. For example, you should use HTTPS connections for sending and receiving candidate data. Whenever possible, try to avoid using outsourced services. That's especially important if the exchange of personal information is involved. 4. Avoid printing documents It's one thing to try to keep electronic data secure, but quite another when it comes to safeguarding physical information. In fact, it's far more complicated. If recruiters in your team print everything out and then pass these documents around the office, you can't be sure that all that information will travel back to them. Paperwork that features personal information should be properly destroyed and disposed of. If you don't have the right procedures in place, make sure to introduce them. It's not smart to print everything you receive. If you keep documents in electronic form, you are less likely to lose track of them and then risk that they become a liability. 5. Delete stored data in accordance with the employer rules Most of the time, businesses store candidate data for a specific amount of time. 90 days is a standard duration. Make sure that your team deletes information from your backlog every 90 days. If you don't get rid of that data, and then become the victim of a cyber attack, you'll be putting that information at risk. Everyone who has sent anything to you might have their information extracted and exploited. And the consequences of such an attack are bound to affect your reputation. Keeping your office secure is a smart move. But to develop full security at your HR department, you should have similar policies in place in all other areas. Your customers, clients, employees, and potential candidates all deserve the same level of security when it comes to their private data. Use these tips, and you'll be on your way to developing a smart system that keeps candidate data secure at your company. Amelia Dermott is a passionate writer and self-proclaimed internet addict. Having experience in business and IT administration, she likes to write about technology and self-development topics.
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How Does Skills Testing Integrate With Your Total Candidate Attraction Strategy?
03-July-2017 - onrec.com
As leading providers of skills testing solutions in the UK we would like to ensure that our offering meets with your own expectations, in particular concerning the importance (or not) of your own branding in the recruitment process. Posted in News archive on 03 Jul 2017 Please can you complete this anonymous 30 second survey and we will share the results with you in a later newsletter.
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Carney under fire as Bank of England goes on strike
03-July-2017 - dailymail.co.uk
Workers are incensed by a 1 per cent pay rise offer which would only be handed out at managers' discretion, describing it as a 'disgraceful' indication of how little the Bank values its employees.
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How to find the best robo-adviser to invest with
03-July-2017 - dailymail.co.uk
Robo-advisers offer to help you pick and manage a portfolio and meet your financial goals - all for a 'modest' fee. But what do these services offer and how can they help you? We take a look.
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Clarks will create up to 80 jobs through new Desert Boots
03-July-2017 - dailymail.co.uk
Shoe company Clarks is planning a new manufacturing facility at its global headquarters in Somerset which will have the capacity to produce 300,000 pairs of its 'Desert Boots' .
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Is it ever worth swapping a final salary pension for cash?
03-July-2017 - dailymail.co.uk
Sums 40 times an employee's expected annual retirement income are being promised to some members, with £1 million-plus deals on the table for some. But is that worth taking?
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How to take your business from small to big
03-July-2017 - usatoday.com
Spoiler: It takes a lot of effort. But make sure you have a plan from the start, or else don't bother.
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Americans need to save more for retirement: Here´s how to do it
02-July-2017 - usatoday.com
Women live longer and earn less on average than men do. That means it's even more important for women to save for retirement.
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Internet takeaway firm Deliveroo on course for £1bn
02-July-2017 - dailymail.co.uk
It is seeking to raise around £211m as it battles rivals and seeks to expand across the country. The firm is said to be in talks with a technology fund set up by Japanese firm Softbank.
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Fashion chain Jigsaw doles out £493,000 to staff
02-July-2017 - dailymail.co.uk
About 600 employees who had been with the firm for more than a year were handed at least one share each under the loyalty scheme.
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How to keep your vacation budget intact
02-July-2017 - usatoday.com
You can pamper yourself on vacation without overspending if you know when to make trade-offs. Find compromises, and spend on what matters to you.
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Attorney finds rewards and challenges as a federal monitor
01-July-2017 - abajournal.com
As the co-practice group leader for government contracts, investigations and international trade at Sheppard, Mullin, Richter Hampton in Washington, D.C., Jonathan Aronie has had
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Exclusive: Dropbox seeks to hire IPO underwriters - sources
01-July-2017 - reuters.com
(Reuters) - Data-sharing business Dropbox Inc is seeking to hire underwriters for an initial public offering that could come later this year, which would make it the biggest U.S. technology company to go public since Snap Inc , people familiar with the matter said on Friday.
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Pete the Planner: Is having a pension worth getting less of a 401(k) match?
01-July-2017 - usatoday.com
When choosing between job offers, the one that offers a pension along with the 401(k) plan is your best bet, even if the 401(k) match is less.
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Staff at fashion chain Jigsaw handed £493,000 windfall
01-July-2017 - dailymail.co.uk
The payout to staff is the first under an employee share ownership scheme introduced by chief executive Peter Ruis intended to spread the benefits of success.
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Contracting a Cure for Prescription Drug Costs
01-July-2017 - workforce.com
Specialty drug prices were continually creeping up for the American Speech-Language-Hearing Association. And it wasnt just the media-grabbing drugs like the EpiPen or hepatitis C medication. Specialty drugs are taking up an increasing percentage of employers total drug spend and they want to take action to change this trend. not what worries me the most, said Janet McNichol, HR... The post Contracting a Cure for Prescription Drug Costs appeared first on Workforce Magazine .
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