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Jobmobile News - News of the world of labor
Essential_grilling_accessories_for_a_successful_BBQ
31-July-2018 - usatoday.com
From charcoal chimneys to digital thermometersthese are all the tools you need to become a grilling master.
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Kansas Grain Bin Operator Contests Citations, $507K in Penalties for Worker Deaths
31-July-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited Gavilon Grain LLC operator of a grain bin based in Wichita, Kansas after two workers were fatally engulfed in a soybean storage bin. The company
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Alliant Adds Morris as Sr. VP, Employee Benefits, in New Orleans
31-July-2018 - insurancejournal.com
Alliant Insurance Services, based in Newport Beach, California, has added Brett Morris in New Orleans as senior vice president in the companys Employee Benefits Group. Prior to joining Alliant, Morris was senior vice president with a large regional insurance and
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Texas Countertop Maker Faces $318.6K in Fines for Workplace Hazards
31-July-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited Tyler, Texas-based Berry Marble Company Inc. doing business as U.S. Granite for exposing employees to machine hazards. The natural stone countertop manufacturer faces $318,687 in
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Marks & Spencer announces data skills academy
31-July-2018 - onrec.com
Nick Ford, Chief Technology Evangelist at Mendix commented: Posted in Opinion on 31 Jul 2018 Retail is a notoriously competitive sector, so its no surprise to see traditional retailers such as M S considering how to catch-up with online giants on the path to digital transformation. Yet, as more businesses look to launch new digital services, many complain that they cant find enough people to make this happen. The reality, however, is often not what it seems as even legacy companies have plenty of digitally skilled people. The problem is that many businesses are not set-up to adequately nurture those skills. This means that talented people are not encouraged or even not allowed to take part in strategically important digital projects. Instead, they remain trapped inside legacy structures that stifle their capabilities. So businesses are not short of digital skills, what theyre lacking is the digital mind-sets to drive transformation. This great initiative from M&S really taps into that issue helping equip current employees with the skills to make a difference, rather than gazing outside their business and hoping the change-makers come. Even outside data science and into business application development, there are plenty of citizen developers lying in wait inside many businesses. These employees often have the right ideas, ambition and desire to collaborate so again its the wider digital mind-set that needs to change, not the digital skills. Organisations simply need to encourage and bring these people into the broader business, empowering integrated teams to embrace experimentation, and find the right applications. Only with the right attitudes coming together from all parties can digital projects be successful.
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PMP Recruitment encourages industry to back ´be seen be heard´ campaign to fight modern slavery
31-July-2018 - onrec.com
PMP Recruitment, part of Cordant Group, has today (Monday 30th July) teamed up with award winning charity Unseen to launch a new campaign to raise awareness of modern slavery across the labour and supply chain industries. Posted in News archive on 31 Jul 2018 As part of the Be Seen, Be Heard movement, PMP will be encouraging its workforce, competitors, suppliers and clients to wear high visibility jackets emblazoned with Unseens Modern Slavery Helpline number. The UK-wide Modern Slavery Helpline is independent, confidential, 24/7, 365 days a year, and calls can be taken in over 70 languages. The launch of the three-month campaign, which coincides with World Day Against Trafficking in Persons, will see PMPs employees sharing campaign materials with their industry contacts, including order forms for the specially-made jackets and other merchandise, including wristbands, key tag fobs, hairnets, posters, snap bands and pens. Companies can use the forms to order and pay for the merchandise themselves, with 10% of the total order value going directly to Unseen. PMP will also be hosting a roundtable discussion in September, which will include a guest speaker from Unseen. In addition, a social media campaign will take place on Thursday 18 th October (Anti-Slavery Day), where participants will be asked to share pictures of themselves wearing their high visibility jackets and other merchandise, whilst using the #BeSeenBeHeard . Jamie Reynolds, Managing Director, PMP Recruitment, said: Modern day slavery is the fastest growing international crime and is estimated to affect over 40 million victims globally, of which 21 million are victims of forced labour. It is our ambition to have workforces up and down the UK to proudly wear these very special high visibility jackets. Not only do they encourage people to use the Helpline number, but they also promote the message that any form of human trafficking or forced labour is completely unacceptable. Andrew Wallis OBE, CEO of Unseen UK, said: Unseen is incredibly proud to join forces with PMP Recruitment in our shared mission to tackle modern slavery. By raising awareness of the Modern Slavery Helpline, the campaign will directly impact the lives of those who are being exploited, helping them to escape their situation and regain their independence. I am impressed by PMPs genuine commitment to increasing understanding of forced labour in the sector and its great to see them encouraging others to follow suit. Earlier this year, PMP entered a year-long partnership with Unseen to raise vital funds and donate supplies for the victims of modern slavery by promoting monthly fundraising events. The first campaign of the year saw PMP employees, with the help of their clients and suppliers, put together 400 survivor kits for modern slavery victims. Meanwhile, the company raised over £12.5 thousand pounds after hosting an action-packed family fun day in Stoke-on-Trent in June. You can call the Modern Slavery Helpline on 0800 121 700.
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Lawsuit Says Equipment Led Delaware Firefighter to Fall from Helicopter
31-July-2018 - insurancejournal.com
A lawsuit charges that improper equipment led a Delaware firefighter to fall to his death from a helicopter during a 2016 training exercise. The News Journal of Wilmington reported that firefighter Timothy McClanahans family filed the lawsuit this month. The
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RChilli Provides PopSockets Data Migration Solution
31-July-2018 - onrec.com
RChilli is a leading recruitment analytics solutions provider which helps businesses across the globe CAPTURE, MANAGE and ANALYZE resume/CV data. Its solutions are designed to streamline the recruitment process through Resume Parsing, Semantic Search-Match, and Resume Enrichment. Posted in News archive on 31 Jul 2018 Company Profile RChilli Inc. View profile » It is offering a quick solution to PopSockets to manage their data effectively. PopSockets LLC is a Colorado-based company that designs, manufactures and sells innovative products that merge function with self-expression. With a lot of old data lying in the database, the company wanted to migrate it to Greenhouse to streamline its recruiting operations. They wanted to adopt a solution which could ease down the process of data migration. Data migration is crucial for every organization as it transfers data from various sources to any target. This helps you in keeping all your data on one platform. Quite often, a lot of data is lost in this process. Also, incomplete and wrong information about the candidate is another outcome of an unplanned process. The technical transition required for this transfer poses a challenge in front of the recruiter. Managing the technical issues is another time-consuming task which can be frustrating for the recruiters. RChilli is helping the company streamline its data migration process. In fact, it is offering a complete solution to deal with most of the challenges faced while migrating data. It facilitates the company migrate their data in an automated way. Now PopSockets can transfer data from any source such as email inbox, a folder of CVs, etc. Any new update is also easily handled, ensuring smooth functioning of data transfer. With this intuitive solution, PopSockets is witnessing a drastic reduction in the cost of transferring data. The recruiters now enjoy a quick synchronization of candidates and jobs data. This simplification saves a lot of time of recruiters and fastens the recruitment process. Data migration is a solution which every company needs while onboarding. In the coming future, RChilli is looking for partnerships with more such clients. Providing a solution for transferring data is its main forte. Currently, it is helping many clients across the globe migrate their old data to a new system effectively. www.rchilli.com
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Surge in on-line advertising activity for critical front-line roles
31-July-2018 - onrec.com
Original online job ads in June 2018 were up 22% year-on-year (YoY) - significantly higher than the 5% increase in official job ads... and surged in front-line roles for nurses (+90%), Doctors (+77%), Medical Consultants (+66%), Teaching Assistants (+94%) and Headteachers (+56%). Posted in Statistics and trends on 31 Jul 2018 Company Profile Innovantage View profile » At c.2.28m in June 2018, the number of original job ads captured by Innovantage was 22% higher than in the same month last year but 1% lower than in the month of the EU referendum in June 2016 when there was notably heightened advertising activity. In addition, 0.57m reposts of previous adverts were captured - suggesting that the role was unfilled via the original post and/or it was a role that an employer continually advertises. This equated to 25% of the volume of original ads posted. At 2.9m, the combined total of original job ads and reposts was the same as in June 2017 but was 16% lower than in June 2016. The number of original job ads, and the total (including reposts), Jan 15 June 18 Set into context of the most recent total number of UK workforce jobs (35.2m in March 2018), the workforce jobs total was just 0.5% (192k) higher than a year earlier and 2.2% (759k) higher than in March 2016. And set in context of the official ONS vacancy number for the quarter ending June 2018 (824k), UK vacancy numbers were 5% higher than the figure one year earlier and 11% higher than in April-June 2016. For each official vacancy, employers and their intermediaries posted 2.8 original jobs ads in June 2018 (a ratio of 2.8 to 1): This was higher than the ratio of 2.4 to 1 a year earlier but down from 3.6 to 1 in June 2016. The ratio of total ads (including reposts) to official vacancies was 3.5 to 1 in June 2018: This was up from 2.9 to 1 in June 2017 but significantly lower than the ratio of 4.6 to 1 in June 2016. Engagement status: perm and contingent ads were proportionally down, YoY, as more ads (+7 points to 30%) carried no details of engagement status. Just over half of all ads (51% / 1,176k) specified a permanent employment opportunity in June 2018: This figure was 11% higher than the figure recorded in June 2017 Proportionally, however, it was lower the 57% of all original ads highlighting a permanent opportunity a year earlier. A further one in five ads (19% / 423k) highlighted a contract or temporary opportunity in June 2018: This was 10% higher than the figure recorded in June 2017 Proportionally, however, it was lower than the 21% of ads specifying a contingent opportunity in June 2017. There was a 10% fall in the number of ads highlighting that work was temporary, whilst there was a 24% increase in contract opportunities. 30% of all original ads in June 2018 did not carry any detail of engagement status: This was up from 23% in June 2017 Regional profile: London, Scotland and Northern Ireland face heightened challenges in recruiting Beneath the 22% YoY increase in the volume of original online job ads across the UK, the regional variations were noteworthy. Amongst regions where the YoY increase was higher than the UK average: In London, the volume of original ads was 35% higher than in June 2017. In the latest available workforce jobs profile (March 2018), the volume of jobs in London was just 2% higher YoY. Employers and their intermediaries in Scotland posted 27% more jobs in June 2018 than a year earlier: The number of workforce jobs actually decreased by 50k / 2% in Scotland in the year to March 2018. Original job ad numbers in Northern Ireland were 46% higher than in the same period last year: The number of workforce jobs was just 13k / 1% higher, however, in March 2018 than March 2017. All original job ads, by region, June 2017 and June 2018 Beyond the 10% overall annual increase in the number of original temporary/contract ads posted in June 2018, the YoY change in the proportion of contingent ads by region should be set into context of an increase in the volume of ads carrying no locational detail. The proportion of perm ads where no location was specified (4%) was also higher than the level in June 2017 (2%). The proportion of contingent ads where no location was specified (6%) was higher than the level recorded June 2017 (2%). Above average increases were experienced in a handful of regions (including London, NW, NE, Ireland Wales) whilst, in contrast, there was small downturn in the West Midlands. Original job ads specifying temporary or contract work, by region, June 2017 June 2018 Industry profile: significantly above average increase in demand within critical front-line service occupations Percentage change in the number of original job ads, by sector, June 2017-18 Combined ratio of original job ads reposts to ONS vacancy numbers (+ reposts as a percentage of original posts), June 2018 Professional, scientific technical Within the Professional, Scientific Technical industries, a notable 10% year-on-year increase in official vacancies translated into a 40% increase in original job ads. This included a 51% year-on-year increase in legal vacancies. The ratio of original ads to official vacancies rose significantly from 4.2 to 1 in June 2017 to 5.3 to 1 this year. When reposts were added, the ratio of total ads was 6.8 to 1 official vacancy notably higher than 5.1 in the same month last year and almost twice the all occupation average (3.5 to 1). Information communications Despite an 8% annual increase in the number of official vacancies, the number of original job ads and total ads remained flat year-on-year. There were notable exceptions in the underlying occupations, however. This included a 5% decrease in original ads for software engineers. In contrast original ads for Technical Architects rose by 32% whilst ad numbers for IT Security roles increased by 14%. Manufacturing The number of original ads and total ads for manufacturing roles rose in line with a 9% year-on-year increase in official vacancy numbers albeit by slightly lower percentages (4% and 5%, respectively). Demand within automotive manufacturing was a notable outlier, with a 24% year-on-year increase in original ads whilst, in contrast, the all-sector volume of ads for design engineers was 10% lower than in June 2017. Construction Within the Construction sector, an 11% fall in official vacancy numbers was mirrored by a 10% fall in original ads and a 9% fall in total ads. Amongst the underlying occupations, there was a noteworthy year-on-year deterioration in the volume of original ads for construction workers (-16%), for surveyors (-19%) and for roles in civil engineering (-15%). At 5.0 to 1, despite the decline in demand, the ratio of original ads to official vacancies remains significantly higher than the al occupation average (2.8 to 1), however, highlighting the ongoing resourcing challenges being faced by employers in the sector. Admin Support Services Whilst the number of official vacancies increased by 6%, year-on-year amongst employers working within the Admin and Support Services sector, there was a notable surge in on-line job advertising (+45%, YoY, in original ads). Amongst the underlying occupations, original ads for PAs increased by 55% YoY and there was a 40% annual increase in ads for Call Centre operatives and Customer Services Advisors. This included an 84% rise in the number of ads for travel advisors. Finance Insurance Whilst the official vacancy number was up by just 3% in in the year to April-June 2018, the number of original ads rose by more than a third (34%) in the year to June. This increase included notable rises in the number of original ads for Actuaries (+90%), Investment Management (+38%) and Underwriting professionals (+57%). Health Social Care An 8% year-on-year rise in the official number of Health Social Work job vacancies is noteworthy in and of itself. To service the increased demand, however, it required employers and their intermediaries to increase the number of original job ads by 49%. This included a 90% rise in the number of ads for nurses, a 77% rise in the number of ads for Doctors and 66% more ads for consultants than in June 2017. There also appears to be a shift towards offering more permanent work opportunities, with the proportion of ads offering this status (where the status was articulated) increasing from 72% to 81%, year-on-year. Education Whilst there was a year-on-year 2% fall in official vacancies within the education sector, the number of original job ads through which employers and their intermediaries were seeking to fill the diminished surged by 47%. As with Health Social Care, this suggests a significant tightening in the availability of workers within the Education sector. Notable year-on-year rises in advertising activity were witnessed for roles as supply teachers (+85%), Headteachers (+56%) and Teaching Assistants (+94%). A 41% annual increase in ads for Lecturers suggests the FE HE sectors are also experiencing challenges. Accommodation and Food Service Whilst the official number of vacancies within the Accommodation Food Service sector was 2% lower than the same period last year, original job ads were 19% higher. Amongst the underlying occupations, there were 21% more original ads for waiting staff and bartenders and 51% more for Baristas. Wholesale, Retail, Transport & Storage Whilst the number of official vacancies was just 1% higher in April-June 2018 than a year earlier, employers and their intermediaries posted 27% more original ads in June 2018 than in the same month last year. It is amongst store assistants that the greatest challenge appears to be being faced, with original ad numbers up 43%, year-on-year.
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How to maintain a happy workplace
31-July-2018 - onrec.com
Having a happy and engaged workforce is the key to business success. However, knowing that your staff are enjoying their jobs and feeling like they are developing in the right direction is not always the easiest of tasks! Posted in News archive on 31 Jul 2018 One company that has not only been praised for being the number one company for FUN in the UK according to The Sunday Times Best Companies Awards, but has won three Glassdoor Employees Choice Awards, including 11th top CEO for Bill Mills, is tuition provider, Explore Learning. With 139 centres located across the UK, the company employs 3,500 people and has tutored more than 250,000 children since launching in 2001. Natalie Riddick, Head of HR at Explore Learning shares her top tips on how to create a fun and engaged workforce: Have fun! When staff look forward to coming to work, they perform to a high standard. Part of this is down to having a fun workplace. So, constantly find ways to make an individuals job more fun and exciting. For example, every summer we organise ExploreFest which is a summer party where all of our full time staff get together and celebrate their achievements for the previous year. This is a brilliant way of bringing everyone together in one place, recognising success and of course having LOTS of fun! Listen to your employees It is so important that employees have a voice and help shape the business. Whether through staff surveys or focus groups, invite employees at all levels to frequently put forward solutions to business issues and help implement them across the organisation. Personal growth Training and development of staff not only helps ensure they are doing their job to the best of their ability; it helps develop their skills and ensure they are getting the most out of their job role. Make sure each person knows where they require training and invest. If an individual feels like they are being valued and nurtured, they will be more loyal to the company and happier! Reward and Recognition Rewarding staff for their hard work, and ensuring they are recognised among their co-workers and senior management is a great way to say thank you. Setting targets and rewarding them with team holidays or individual vouchers is a fantastic way of improving team morale and bonding! And when it comes to yearly reviews make sure you show your appreciation where they deserve it in ways they would like, whether thats giving more time off, increased pay or more flexible working hours. Interest in wellbeing Mental health in the workplace is thankfully given a lot more attention these days with many companies, including ours, introducing counselling services for their staff where they can have a safe space to talk about whats on their mind and work through any problems they may be experiencing that we wont know about. You can also support your staff through regular one to one catch ups, subsidised pilates or yoga classes on site in lunch breaks, or a company-wide wellbeing day, with activities and training sessions that support employees continued positivity. Family feel Creating a family feel at your company helps ensure that staff feel they can talk openly with each other, whether that is their line manager, or the CEO of the company. Making sure a person feels like theyre making a real difference to a company and not just a cog in a machine is so important. Celebrating those members of staff for their success at all levels is key and will increase longevity. For example, at Explore our Operations Director, Lisa Haycox, worked her way up from a tutor in a centre to becoming the first female on our board of directors and is instrumental to the companys development. Similarly, staff remain with us for a very long time, with the majority of head office staff rising up the ranks from Assistant Director, to Centre Director to Regional Manager to where they are today. Seeing this happen will inspire all individuals and encourage them to do their best. The key though nurturing them from the top down.
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How to handle vacation time at a small business
31-July-2018 - usatoday.com
Its not as easy to have people be off when you run a smaller company.
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Millennials are quitting lucrative jobs for better work-life balance
31-July-2018 - usatoday.com
A record number of millennials are quitting their jobs, because they dont want to be tied down, which essentially clears their schedule for more vacation time. Buzz60s Sean Dowling has more.
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Ask HR: Is what you discuss with HR confidential? What are exit interviews for?
31-July-2018 - usatoday.com
HR expert Johnny Taylor answers questions about the role of human resource officials in regards to employees and the organization. whats the real purpose of an exit interview?
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Gayle King: How I became a CBS This Morning host and O magazine editor-at-large
31-July-2018 - usatoday.com
Journalist, magazine editor and author Gayle King is no stranger to busyness, with two full-time jobs and an overflowing calendar at all times. From her days as a local news anchor to the high-profile career of today.
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How to talk to recruiters as an early-career researcherand why you should
30-July-2018 - sciencemag.org
The career development professional who arranged meetings between academics and recruiters at the EuroScience Open Forum shares some tips
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Review of Toshibas delayed British nuclear plant raises new doubts
30-July-2018 - reuters.com
Delays to the planned sale of Toshiba's NuGen nuclear project in Britain have prompted a review of the roles of 60 direct employees, who are mainly based in Manchester, raising further doubts over its future.
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GE hires bankers to mull sale of digital assets: WSJ
30-July-2018 - reuters.com
General Electric Co has hired an investment bank to organize an auction for its digital assets, the Wall Street Journal reported on Monday citing people familiar with the matter.
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AmEx raised currency prices for business clients without warning: Wall Street Journal
30-July-2018 - reuters.com
American Express Co raised currency conversion rates for business clients without notifying customers in an attempt to boost revenue and employee commission, the Wall Street Journal reported on Monday, citing people familiar with the matter.
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Jury Awards $1.25 Million in University Harassment Case But Denies Retaliation Claim
30-July-2018 - insurancejournal.com
A jury awarded $1.25 million to a former Columbia University finance professor whose senior colleague sent dozens of emails disparaging her to industry professionals after she lodged a harassment complaint against him. The verdict is a fraction of the $16
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SIA Announces Largest Staffing Firms in Ireland
30-July-2018 - onrec.com
Staffing Industry Analysts (SIA), the global advisor on staffing and workforce solutions, released its 2018 report on the Largest Staffing Firms in the Ireland. The report features the top 20 staffing and recruitment firms in the Ireland ranked by their 2016 revenue. Posted in News archive on 30 Jul 2018 The largest staffing firm based on revenue was Irish headquartered CPL , which dominates the market with over three times the market share of its closest rival, specialist provider CAE Parc . Morgan McKinley , which is known for its expertise in financial markets was in third place. The 18 largest firms accounted for 51% of the market, which means that Ireland is more consolidated than Germany, the Netherlands and the UK. Overall there were 647 licences issued by Workplace Relations. The 5 largest staffing firms are: Company 2016 Revenue ( millions) Headquarters Country CPL 400 Ireland CAE Parc Aviation 124 Canada Morgan McKinley n/a Ireland Hays Specialist Recruitment 97 United Kingdom Crewlink Ireland 83 Ireland The largest five firms in Ireland have a much smaller share of the market, than comparable companies in Belgium, France, Italy or the Netherlands. only Germany comes close with a 24% cumulative market share, said Adam Pode, Director of Research at SIA . According to SIA, the Irish staffing market was worth 2.2 billion (USD $2.9bn) in 2016 and increased by 9% compared with 2015, with the Industrial Sector, Office/Clerical and Finance & Accounting making up 62% of the temporary staffing market. The vast majority of the Top 20 firms are headquartered in Ireland or the UK (16). The remaining firms have owners in Canada, the Netherland, Switzerland and the United States, said Pode. The five fastest-growing firms show annual growth rates of between 70% and 20%. The full Largest Staffing Firms in Ireland report is available for SIAs Corporate and CWS Council Members with EMEA access. https://www2.staffingindustry.com/eng/Research/Research-Reports/EMEA/Largest-Staffing-Firms-in-Ireland
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Deustche Bank moves half of its ´euro clearing´ activity to Frankfurt
30-July-2018 - dailymail.co.uk
In January almost all of Deutsche Bank's clearing was done in London. Clearing is the process by which banks act as a middleman for a buyer and seller of financial contracts.
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Sports Direct boss Mike Ashley bids to bail out ailing House of Fraser
30-July-2018 - dailymail.co.uk
The retail tycoon is believed to be considering making a loan to the ailing retail chain which is trying to close stores and axe jobs.
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Top advice for graduates looking for first career role - from CV to interview
30-July-2018 - dailymail.co.uk
The graduate job market can be incredibly competitive. Just how can you stand out from the crowd? That is the latest question the interview cheat sheet series from This is Money is tackling.
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More summer jobs turn permanent as employers struggle to find good workers
30-July-2018 - usatoday.com
As employers struggle to find workers, more are offering permanent jobs to summer hires
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Nootropil Generic (Piracetam) - If You had to Wok Non-Stop
30-July-2018 - onrec.com
Nootropil Generic (Piracetam) is a drug that is a drug that comes under the racetams group and is used to treat lots of disorders such as myoclonus and much more. Posted in News archive on 30 Jul 2018 This is an administered drug that is only given to the patients on prescription bases. This drug is not approved in the USA; however, it is widely used in the UK and South America. It is a smart drug. A smart drug also called as Nootropics that are used to enhance the cognitive functions of the brain. It is a drug that enhances creativity, memory, motivation and other such things in healthy individuals. These drugs are however not sold as dietary supplements. Nootropil Generic (Piracetam) is prescribed by a lot of doctors all over the world and is pretty effective in fulfilling its purpose. If you have been thinking of buying this drug or have been prescribed with this drug, it is necessary that you know everything about it before you start using it. In this article we will do a detailed research of every aspect of Nootropil Generic (Piracetam) including its uses, side effects, working and alternatives so that you can make an assessment whether or not this drug is safe for your use. Mechanism of Action Smart drugs recommended dosage is Nootropil Piracetam 800mg tablet and the merchanism of action has not been fully understood and researchers are still working on it. However what is known is that this medicine affects the vascular functions of the body and the neurons. It then enhances the cognitive functions of the brain without acting as a stimulant or a sedative. The blood flow and the oxygen consumption in the brain increases after the consumption of this drug. However, this can either be due to the increased activity of the brain or the mechanism of the drug. It might also have an effect on the NMDA glutamate receptors which are responsible for learning and other memory processes. It might also affect the neurotransmission in the brain which is the basic communication system of the brain. Nootropil Generic (Piracetam) acts in many ways to bring about the results in the brain. More information is still being researched by the scientists. Uses of Nootropil Generic (Piracetam) As already discussed this medicine is usually prescribed to the people suffering from myoclonus. Myoclonus is a disorder in which a person keeps twitching their hands and legs automatically. Although this might seem like a very small problem in the body, it can be really irritating in the longer run. Additionally, myoclonus is also a symptom of some big underlying diseases that need a diagnosis. Nootropil Generic (Piracetam) is also used in treating some other disorders that include: ? Depression and anxiety Nootropil Generic (Piracetam) increases the cognitive behaviour in the brain and eventually helps in lowering depression. This is rarely used as a drug against anxiety and depression but it makes a good option. ? Dementia In some researches, it has been found out that Nootropil Generic (Piracetam) has some positive effects on patients suffering from dementia. However, a solid proof is yet to come. ? Alzheimer's disease Nootropil Generic (Piracetam) is also used in treating Alzheimer's disease and getting rid of the dementia symptoms. ? Other disorder The other disorders that Nootropil Generic (Piracetam) can treat are Parkinsons disease, stroke and age-related memory loss. It can be potentially used to treat dyslexia, vertigo and even some symptoms of sickle cell anaemia. Although it is not created to treat these diseases, it has some effects on the body that might help with the symptoms of these conditions. Nootropil Piracetam is clinically prescribed only to treat the twitching disorder in the patients. Side Effects of Nootropil Generic (Piracetam) In the researches, Nootropil Generic (Piracetam) has been found to show little to no side effects. This makes it a very safe drug. However, there is no chemical medicine that cannot cause side effects in people. Although the side effects are mild and usually go away with time; but if you are still experiencing any of these side effects, consult your doctor immediately. The side effects of Nootropil Generic (Piracetam) are as follows: ? Weight gain ? Sleepiness ? A headache ? Tremors ? Nervousness ? Hyperkinesias ? Depression ? Increased risk of bleeding ? Skin Rashes ? Increased Urination ? Abnormality of voluntary movements You will not have any serious side effects to this drug if it is used in an appropriate dosage. This drug is water soluble and is given out of the body completely. The only serious harmful effects that have been seen with the use of Nootropil Generic (Piracetam) are when the user overdoses in excessive quantities. In a report, it was found out that the level of toxicity in Nootropil Generic (Piracetam) is lower than that of salt and caffeine. Less than 10% of the users have ever seen side effects with the use of this drug. Note that this is not the full list of side effects and for more information, you can consult your doctor. Drug Interactions That Should Be Noted Here are some of the most common drug interactions that happen in using Nootropil Generic (Piracetam): ? Blood Thinners- Leads to excessive bleeding or increase in the tissue damage or slow healing. ? Alcohol- Nootropil Generic (Piracetam) can impair the persons perception of intoxication which can eventually lead to alcohol poisoning in individuals. Mixing it with alcohol can also cause damage to motor functions in the body. ? Amphetamines- Leads to increased heart rate and high blood pressure along with anxiety and difficulty in concentration. Guidelines and Important Tips ? Nootropil Generic (Piracetam) might cause drowsiness; hence it is not advised to drive under the influence of this drug. ? Nootropil Generic (Piracetam) is known to produce vivid dreams as well as nightmares. ? It can also cause tiredness in the user. Hence it is better to take it during the night as compared to the day. ? It is not safe to take Nootropil Generic (Piracetam) as a dietary supplement without consulting your doctor. Speak with your doctor and tell them about any health condition, history of health condition and the medicines that you are taking currently so that they can prescribe you with the appropriate dosage of Nootropil Generic ( Piracetam ).
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Talent analytics key to building efficient workforces
30-July-2018 - onrec.com
Organisations must harness the power of talent analytics to build truly efficient workforces or risk falling behind competitors which do. That is the advice from global talent acquisition and management specialist, Alexander Mann Solutions. Posted in News archive on 30 Jul 2018 The call comes in response to a report from the Chartered Institute of Personnel and Development (CIPD), People analytics: driving business performance with people data, which highlights a strong and demonstrable link between people analytics culture and overall business performance. The paper finds that 65% of HR leaders who report working in an organisation with a strong people analytics culture believe that their business performance is strong when compared with competitors, but just 32% of those in weak analytics cultures say the same. The report also highlights the areas where respondents believe people analytics can be used to address key business challenges. For example, two thirds (66%) trust that this type of data can be used to attract and retain high performing individuals, while three quarters (75%) see people analytics being useful in understanding workforce performance and productivity. In response to the findings, Erica Titchener, Global Head of Technology and Operations Consulting at Alexander Mann Solutions, comments: We have long promoted the benefits of tapping into talent analytics during the talent acquisition process and beyond to inform both immediate and longer-term workforce planning strategies. As such, reports that HRs visibility of data correlates directly with improved business outcomes is unsurprising. Workforce planning is absolutely integral to wider organisational strategy and now every HR team in theory has access to huge rafts of valuable data. The benefits of harnessing this information to implement total workforce planning strategies, in order to aid organisational efficiency, should not be underestimated. By digitally tracking the availability of skills, both within the business and externally in the market, leaders can map where permanent workforces can be deployed most effectively, the places where artificial intelligence can pick up process-driven tasks which zap productivity, identify the skills they are lacking, and determine if these can or should be acquired on a full-time, flexible or contingent basis. By working in this way, organisations can ensure that teams are performing to maximum efficiency, without skills gaps or a skills surplus. Ultimately, however a workforce is structured, it should be built to maximise output, reduce costs and increase productivity and also be adaptable to future needs. HR leaders who ignore the valuable data at their fingertips are side-lining the resource that makes this strategy possible.
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public pay rise comment
30-July-2018 - onrec.com
Bradley post of Rift Tax Refunds comments: Posted in Opinion on 30 Jul 2018 A million public sectors workers are going to receive a well-deserved pay rise, the biggest they have had in the past 10 years. Amongst these workers prison officers will get 2.75%, teachers 3.5% and the armed forces 2.9%. This means teachers will get between £800 and £1,366 per year and the average solider will gain £680 more per year. We of course welcome the news of the public sector pay rise and commend the government for finally paying these invaluable workers a living wage Source: https://www.riftrefunds.co.uk/
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LWCs Office of Workers Comp Administration Adds Lee as Fraud Manager
30-July-2018 - insurancejournal.com
Darrick Lee, a licensed attorney in both Louisiana and Texas, has been appointed fraud manager in the Office of Workers Compensation Administration (OWCA) at the Louisiana Workforce Commission. Lee has 13 years of civil service experience. Prior to this appointment,
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Malaysia Airlines Flight 370 Was Likely Steered Off Course Deliberately: Report
30-July-2018 - insurancejournal.com
Malaysia Airlines Flight 370, missing since 2014, was probably steered off course deliberately and flown to the southern Indian Ocean, according to the Malaysian governments safety report into the disaster. MH370 vanished on March 8, 2014, en route to Beijing
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Hearst Joins Lockton as Construction Leader in the Mountain West Region
30-July-2018 - insurancejournal.com
Insurance broker Lockton has added Brian Hearst as senior vice president and construction manager for the Mountain West region. Hearst has nearly 30 years of experience in construction broking, underwriting, risk management and claims. He started his insurance career with
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Arch Apprentices successfully obtains place on YPOs Apprenticeship Framework
30-July-2018 - onrec.com
The Yorkshire Purchasing Organisation (YPO), one of the UKs leading public sector providers, has provided much greater access to much-needed apprentices for organisations such as the NHS, local government, schools and the Police, through a Framework Agreement. Posted in News archive on 30 Jul 2018 A contract has been awarded to leading provider Arch Apprentices from YPO, the leading public sector procurement organisation, which will afford NHS, police, schools, local authorities much greater access to acquiring much-needed apprentices The contract will cover public sector organisations in South East, London, North West, West and East Midlands and South West of England Two-year agreement (from 1 st August 2018) also grants access to any UK public sector organisation not already involved The Yorkshire Purchasing Organisation (YPO), one of the UKs leading public sector providers, has provided much greater access to much-needed apprentices for organisations such as the NHS, local government, schools and the Police, through a Framework Agreement. The two-year contract with Arch Apprentices, will see public sector organisations already within the YPOs jurisdiction granted much easier access to acquiring new apprentice roles, but also, thanks to the EUs combined Procurement Direction, any public sector organisation in the UK. Fire and Rescue services, registered charities, as well as wider UK and central government organisations will be afforded the ability to train apprentices in standards as diverse as data analysis, accountancy, digital content production, software development, networking and management amongst others. Public Sector Specialist Corporate Account Manager, Simon Barker comments: Arch Apprentices continue to be recognised as the stand-out provider to the UK public sector in digital, tech and corporate services apprenticeships. We are delighted that weve been approved and added to the YPO Apprenticeship Framework. As youd expect, our Grade 1 Ofsted score has helped with our tender submission, but the process required much more than that, including detailing flexibility in delivery model, experience in public sector partnerships, and a thorough social value proposition. A number of our existing local authority customers plan to use YPO to procure further, and larger apprenticeship cohorts, and so we hope to secure continued partnerships with them and with new public sector clients. Lizzy Grayson, Category Manager at YPO said We recognised that procuring apprenticeships can quickly become confusing for the public sector and we wanted to offer a solution for our customers. Were thrilled that we have been able to review and accept tender bids from suppliers such as Arch Apprentices whose Ofsted scores and knowledge will reassure our customers and support them with developing their apprenticeship offering.
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Google for Jobs What can the Yellow Pages industry teach the Job Search industry?
30-July-2018 - onrec.com
Google announced on the 17th of May 2017 at Google I/O they were rolling out a job search feature and on the 16th of July this year announced the UK launch of Google for Jobs. Posted in News archive on 30 Jul 2018 Did jobs search need improving by Google? How has it benefited Googles user experience? If Google for Jobs hasnt improved the user experience on Google, what motivated them to invest in this area? Does this ultimately erode the visibility and therefore click share of other job portals, boards, aggregators, search engines and individual companies by pushing them down the organic rankings? Strictly speaking, Google havent launched a vertical. Theyre instead calling this jobs feature Enriched Search Results and I believe this is to counter any finger pointing of anti-competitive behaviour that could land them in further trouble with the EU Commission. It also allows Google to skirt an agreement with the FTC in 2013 to give websites the ability to opt out of display on Google vertical properties, but not lose organic or general index visibility. It was only in June 2017 that Google were fined £2.1bn by the Commission after it ruled the company had abused its power by promoting its own shopping comparison service at the top of search results. Actually its a very clever tactic for Google to position Google for Jobs as a mere enhancement to organic results, an enrichment in the same vein as other rich results such as star ratings in recipe search results pages. It muddies the proposition. There are very few industries left with these perfect conditions for a duopoly (or monopoly) to exist. Job search is ripe. Further to this muddying is the ability for sites to markup jobs with Structured Data to appear in Google for Jobs ensuring inclusion for all, technically capable. From what we can see, very few of the UKs top recruiters have implemented any structured data on their jobs pages. Uptake is always sluggish though with larger companies. I cant help thinking this very much looks like the early days of Google Local which then morphed into becoming Google My Business and will eventually move fully from free toward pay to play with Local Services ads . Back in those early days Google then moved from becoming a web crawler to scraper. Once they had enough data and had taken enough real estate within their own search results Google slowly, over the course of a decade, killed off the Yellow Pages and directory industry. users will be tuned to click within Google for Jobs and away from both paid and organic listings given time. Having worked in the Internet Yellow Pages (IYP) Industry for many years , it certainly deserved to die, unable to make the transition from print to digital and failing to innovate or even manoeuvre. Jobs search on the other hand doesnt seem to need a disruptor and I can only assume that we have to dismiss this as not being a user enhancement and just a high ticket vertical thats in a perfect storm for disruption. By perfect storm I mean theres one incumbent operator (Indeed) and otherwise just a few relative ankle biters. The analogy here in the UK would be Rightmove and Zoopla pre-IPO, before Zoopla than acquired all the other smaller players of any significance to take on Rightmove. There are very few industries left with these perfect conditions for a duopoly (or monopoly) to exist. Job search is ripe. I believe this tide of disruption from Google is unstoppable now for the jobs search industry unless the EU commission take action. I could imagine a scenario where collectively the jobs search industry could align to stop Google ingesting their content for Google for Jobs. Google however, would then suffocate their organic visibility as well by not allowing the distinction between Google for Jobs and Google organic, just the option of disallowing Google wholesale access via e.g. the robots.txt file. This will be too much for an industry to tolerate as a collective and it would then fall apart. So far in the UK, The Guardian, Reed, Haymarket, Gumtree, The Telegraph, Totallylegal, CV-Library and Totaljobs.com have agreed to having their listings included in Google for Jobs and individual companies can include their job listings by following simple guidelines on the implementation of Job Posting Structured Data . this tide of disruption from Google is unstoppable now for the jobs search industry unless the EU commission take action One can only presume the UK collective of portals, aggregators, boards and search engines included in Google for Jobs see this as the first real chance of visibility above Indeed in organic search results. However these site owners must also all be having sleepless nights about the threat of not just Google for Jobs positioning itself as the destination for jobs search, but that companies can post directly there with Structured Data (and nothing else transacted). The reality is its an inventory game for Google and theyll win with Google for Jobs, particularly with so many job sites giving away their most valuable asset (their inventory). This behavioural adjustment for users to click Google for Jobs will take some time but users will be tuned to click within Google for Jobs and away from both paid and organic listings given time. Looking back at the IYP industry In 2004 Google announced the integration of local search results within core organic and two years later, Bill Slawski covered an important paper about how Google might use Structured, Unstructured and Semi-Structured Data to collect local data information from a variety of sources. It now appears Google are keen on taking a more direct approach and directly requesting companies to markup with clearly structured data for this new vertical. Roll on a decade later and with nearly one-third of all mobile searches related to location, Google now dominate local search and are monetising it. In a recent Brightlocal study, Google is the review platform that consistently gains the highest number of new reviews . Google have now almost completed the slow pivot from free to paid with the needed behavioural change from users away from the IYP and directory industry toward Googles local results and reviews. In summary, unless Google for Jobs is halted by Margrethe Vestager (EU Competition Commissioner) and her team, the jobs search industry has a lot to be concerned about and a lot of acquisition, consolidation and vitally, innovation to plan for. Simon Schnieders In addition to heading up Blue Array as its Founder, Simon also finds time to pass on his business expertise as an angel investor and advisor at ClickMechanic.com, an advisor at Safebuy.org.uk and as a mentor at 500 Startups, Wayra and TechHub.
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Revealed: The key UK cities where workers are underpaid
30-July-2018 - onrec.com
With those in the North being most likely to believe they are Posted in Statistics and trends on 30 Jul 2018 Company Profile CV-Library.co.uk View profile » Ever felt as if youre not getting paid what you deserve? Youre not alone. New research from the UKs leading independent job board, CV-Library , has found that two-thirds (65.3%) of Brits believe that theyre underpaid. Whats more, the survey of over 1,200 UK workers reveals the cities where workers were most likely to believe that theyre underpaid, including: Aberdeen - 93.8% Edinburgh - 75.9% Newcastle - 71.4% Glasgow - 68.8% Liverpool - 67.2% Bristol 66.7% Leeds 65.8% Manchester 65.1% London 64.8% Sheffield 61.1% Further analysis from CV-Library looked at average pay within each of these UK cities and explored how they fared against the UKs average salary of £33,200*. This is outlined in more detail below: City Salary** Percentage difference in pay against national average Aberdeen £37,325 (Overpaid) +12% Edinburgh £32,147 (Underpaid) -3% Newcastle £29,847 (Underpaid) -10% Glasgow £32,361 (Underpaid) -3% Liverpool £31,474 (Underpaid) -5% Bristol £34,329 (Overpaid) +3% Leeds £30,706 (Underpaid) -8% Manchester £31,682 (Underpaid) -5% London £38,315 (Overpaid) +15% Sheffield £29,686 (Underpaid) -11% Lee Biggins, founder and managing director of CV-Library comments: We often hear that candidates look for a new job to secure a higher salary, so we wanted to explore how true this sentiment is in the UK, comparing the insights against our own salary data. It certainly confirms that the vast majority of workers believe that theyre underpaid and its clear that this feeling is more apparent in the North. London continues to offer the highest salaries, though living costs in the capital should be taken into account as these can impact take home pay massively. Whats more, the fact that the cost of living in Aberdeen is considerably lower and average pay only falls behind London by £990, suggests that those looking to earn more could consider a move to North-East Scotland! If in doubt, always check the average pay for your role by using an online salary guide .
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California Supreme Court: Starbucks, Others Must Pay Workers for Off Clock Work
30-July-2018 - insurancejournal.com
Starbucks and other employers in California must pay workers for minutes they routinely spend off the clock on tasks such as locking up or setting the store alarm, the state Supreme Court ruled. The unanimous ruling was a big victory
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Heres why resumes may no longer work
30-July-2018 - usatoday.com
The traditional resume may be a thing of the past that recruiters no longer rely on. With the rise of LinkedIn and unconventional job titles popping up, a resume may not best show off skills.
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Holy guacamole! Its free at Chipotle for National Avocado Day Tuesday
30-July-2018 - usatoday.com
For National Avocado Day Tuesday, Chipotle is giving away free guacamole with online and mobile app orders. Find out how to get the freebie and other non-avocado deals.
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Global auto powers plotting response to Trump auto tariff threats
29-July-2018 - reuters.com
Canada, the European Union, Japan, Mexico and South Korea will meet in Geneva next week to discuss how to respond to threats by U.S. President Donald Trump to impose tariffs on U.S. imports of autos and car parts, officials familiar with the talks said.
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Should you fire your financial advisor? 6 signs that its time
29-July-2018 - usatoday.com
Not all advisors are created equal. Heres how to know when you ought to let yours go.
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Are you ready for the next recession? How to prepare now for a potential downturn
29-July-2018 - usatoday.com
The idea of preparing for a recession probably sounds unpleasant at best and impossible at worst. After all, its hard to know when or why the next one will hit. But there are ways to recession-proof your finances and these same steps make it easier to weather personal money difficulties, too.
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Change Please backed by singer Will.i.am offers the homeless a serving of hope one coffee at a time
28-July-2018 - dailymail.co.uk
Change Please is a social enterprise which offers destitute individuals a route off the streets and into full-time employment as a baristas.
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How to get cheaper motoring for young drivers as costs hit nearly £2,400 for first year of driving
28-July-2018 - dailymail.co.uk
We look at how young motorists like Robyn Lewis (pictured) can drive down the cost of insurance cover and we examine moves to make driving for youngsters more affordable.
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National Lipstick Day: How to get a free MAC lipstick, Sephora mask and other deals Sunday
28-July-2018 - usatoday.com
Beauty freebies! For National Lipstick Day Sunday, MAC Cosmetics is giving away free lipsticks. Other beauty brands also have deals. Plus, Sephora is giving away free face masks this weekend.
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California Workers Comp Changes Helping System, Division Chief Says
27-July-2018 - insurancejournal.com
Californias workers compensation system has undergone numerous changes since the implementation of the sweeping reforms that started in 2013 with Senate Bill 863. In the last few years medical provider fraud has been addressed by subsequent new laws, a plague
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PIs need to help postdocs develop their careers
27-July-2018 - sciencemag.org
At the EuroScience Open Forum, a research group leader discussed PIs responsibilities to their postdocsand what postdocs can do to help themselves
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Suit by former Stoel Rives partner alleges age bias and malicious efforts to end his career
27-July-2018 - abajournal.com
A former project finance partner at Stoel Rives has filed an age discrimination suit that claims the firm isolated, disparaged and harassed him after learning
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Three Workers Hurt in Virginia Custom Machinery Plant Explosion
27-July-2018 - insurancejournal.com
An explosion has injured three workers at a company in Virginia that makes custom machinery. News outlets report the employees were hurt Wednesday in the explosion at Thomas Industrial Fabrication in Woolwine, Va. Patrick County Emergency Services Coordinator Steve Allen
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International Underwriting Association Issues 2nd Brexit Contract Continuity Clause
27-July-2018 - insurancejournal.com
A second Brexit contract continuity clause has been published by the International Underwriting Association (IUA). The association in June issued a policy clause to help companies manage insurance contracts as the UK leaves the European Union and this has now
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Tender time! Wendys offers free chicken tenders with a secret code -- and other deals too
27-July-2018 - usatoday.com
Time for another food holiday. Friday is National Chicken Tenders Day. What does this mean? Free tenders of course and other discounts.
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APSCo meets with Treasury Secretary to share members IR35 concerns
27-July-2018 - onrec.com
With just weeks to go until the governments consultation on off-payroll working in the private sector closes, the Association of Professional Staffing Companies (APSCo) has met with both Her Majestys Treasury (HMT) and Her Majestys Revenue & Customs (HMRC) to share member concerns around possible changes to IR35 in the private sector. Posted in News archive on 27 Jul 2018 Company Profile APSCo View profile » In a meeting with Mel Stride, Financial Secretary to the Treasury and Paymaster General, the trade association stressed the potential implications of implementing changes within an unrealistically short timeframe. APSCo has reported that the Minister seemed to take on board the need for any reforms to be as comfortable for businesses as possible. APSCo also recently hosted working group meetings with over 50 members across three locations -London, Birmingham and Manchester - to gather views to inform its own consultation response and future lobbying activity. The findings of these working groups were shared at a subsequent meeting arranged with HMRC, where government representatives heard directly from recruitment businesses about their experiences of public sector implementation, ongoing issues and concerns around proposed changes within the private sector. APSCo plans to host meetings with end-clients in London and Manchester on the 2 nd and 8 th of August. Commenting on the meetings, Samantha Hurley, Director of Operations at APSCo, said: Activity such as this offers the recruitment profession a vital opportunity to share valuable insights to help shape future legislation. The recent meetings with both HMT and HMRC were largely positive, and while there is, of course, a limit to the information that public bodies can share at this stage of a consultation, there seems to be a genuine desire to get this right. At the HMT meeting in particular, I think the point the Minister hopefully couldnt fail to take on board was the need to give businesses, including those in the recruitment sector, enough time to properly prepare for any change. We work on behalf of our members and Im proud that APSCo can be the conduit which enables the voices of professional recruiters to be heard at the highest levels.
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Friend or foe? New survey reveals what we really think about our bosses
27-July-2018 - onrec.com
New research has revealed more than 50% of people have felt bullied by a boss throughout their careers and a huge 45% dont see their boss as a friend. Posted in News archive on 27 Jul 2018 The survey of more than 1,000 employees was carried out by UK printing supply company, TonerGiant . When asked what we are most likely to do in order to impress our boss, problem solving came out on top, with 24% of employees doing this to win bosses over. Pay is the subject UK employees find the most difficult to discuss with their bosses, followed closely by mental health with 21% of 25-34 year olds admitting this was particularly hard. The top five most difficult topics to discuss are: Pay 19% Mental health 15% Personal/family life 14% Workplace bullying 9% Meeting/missing deadlines 7% On a more positive note, more than half of UK employees ( 51% ) believe their current boss can help them achieve their career dreams and 31% see them as good leaders. The survey also asked the public which celebrity figures they thought would make the best boss: Sir Alan Sugar 20% Jeremy Corbyn 16% Elon Musk 11% Boris Johnson 11% Donald Trump 7% Ever wondered what Trumps business might card might look like? In support of the survey, TonerGiant has also mocked up some celebrity business cards which you can view here: https://www.tonergiant.co.uk/blog/2018/07/famous-business-cards/ Marketing manager for TonerGiant, Stuart Deavall commented: Our relationships with our bosses and how we conduct/present ourselves in business triggered an interest for us as it is a huge part of what we do. The way we market ourselves is important, and the business cards shed a humorous light on how this can be done. We couldnt resist imagining what the business cards of famous bosses might look like.
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Four business books that wont put you to sleep at the beach this summer
27-July-2018 - onrec.com
Thanks to the heatwave which is hitting the UK right now, more Brits than ever will be enjoying some down time and relax in the sunshine. Summer is often considered a time for light beach reads, rom-com indulgences and juicy tell-alls. Posted in News archive on 27 Jul 2018 But why not use this time to read books which could make you happier and more when you do return to work? To help we have compiled a list of four business books which are not only well-written but also informative. These should be your go-to considerations for your beach bag as they are written by everyone from business writers to Nobel Prize winners they really hold their own with the rest of the summer reading shelf. Tech savvy The book: The Interim Revolution: How crowdsourcing, the on-demand Gig Economy and Teams as a Service are transforming business globally Author: Pat Lynes About: The Interim Revolution clearly explains what disruptive technology means to your company and what to do to close the capability and speed gap facing organisations today. The Interim Revolution explains crowdsourcing, the Gig Economy and how the Teams as a Service model can transform your company. It will be highly relevant to interims, management consultants and management consulting, Hr and human resources management, teams, business leadership skills development and top talent recruitment. Available on Amazon Inspirational The book: From Good to Amazing: No Bullshit Tips for The Life You Always Wanted Author: Michael Serwa About: From Good to Amazing is a collection of top life coach Michael Serwas top tips from different areas of personal development, written in a conversational and direct style, with a few personal stories here and there. The book is designed to give readers a compassionate kick in the butt, so they can become a better version of themselves, living happier and more fulfilling life. Its a fresh take on self-help genre. It deals with some of the most serious parts of life in a light-hearted way (learning while laughing!), straight to the point and jargon-free. He shows them what they cannot see and tells them what no one else would dare to say. Available on Amazon Insightful The book: Thinking, fast and slow Author: Daniel Kahneman About: Nobel Prize-winning Economic Scientist Daniel Kahneman has collated all of his ground-breaking research into one essential best-selling audiobook Thinking, Fast and Slow, which has been narrated by Patrick Egan. Your entire way of thinking and decision-making will be defied after reading this book. From the way in which you form your ideas to the reasons how and why these ideas came to you in the first place. Learn more about yourself and others as you are enlightened with Kahnemans research. Available on Audible Money focussed The book: Business for Bohemians: Live Well, Make Money Author: Tom Hodgkinson About: Whether you dream of launching your own start up or profiting from your creativity in your spare time, Business for Bohemians will equip you with the tools to turn your talents into a profitable and enjoyable business. Accounting need no longer be a dark art. You will become au fait with business plans and a friend of the spreadsheet. You will discover that laziness can be a virtue. Above all, you will realise that freedom from the nine-to-five life is achievable - and, with Hodgkinson's comforting, pragmatic and extremely funny advice at hand, you might even enjoy yourself along the way. Available from Foyles
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How to cash in on the next big digital revolution -cloud computing
27-July-2018 - dailymail.co.uk
Giants such as Amazon and Google are spending billions on their cloud infrastructure, and some commentators think the cloud computing market could be worth more than £312bn by 2020.
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How to dodge the pitalls of buying a home with a partner or friends
27-July-2018 - dailymail.co.uk
An increasing number of young couples are considering taking out joint mortgages early on in their relationships - or buying with friends and family to clamber on the housing ladder.
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Crypto Prediction Market on Blockchain Raises Regulatory Concerns
27-July-2018 - insurancejournal.com
The next confrontation between government regulators and a blockchain startup appears set to ensnare a prediction market platform that goes by the name Augur. After going live on July 10, Augur allows anyone to create contracts to predict future events
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Texas Contractor Ordered to Pay $250K After Worker Fatality at Dallas Site
27-July-2018 - insurancejournal.com
A Texas construction contractor has been ordered to pay $250,000 in criminal and civil penalties an employee suffered a fatal fall at an apartment complex in Dallas, federal safety officials said. U.S. District Court Judge Ed Kinkeade ordered Design Plastering
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Europcar and Avis charge British drivers more money than Afghanistan India Australia
27-July-2018 - dailymail.co.uk
An investigation has found Europcar and Avis charge British customers more to hire a car abroad than drivers from Afghanistan, India and Australia.
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Wisconsin Dental Benefits Firm to Pay $98K to Settle Race Discrimination Suit
26-July-2018 - insurancejournal.com
Scion Dental, a Wisconsin-based dental benefit administration company, has agreed to pay $98,000 and to provide other relief to settle a race discrimination case brought by the U.S. Equal Employment Opportunity Commission (EEOC). According to a lawsuit filed by the
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Construction Company Indicted for Wage Theft, Insurance Fraud in New York
26-July-2018 - insurancejournal.com
CRV Precast Construction LLC (CRV) and six of its employees have been indicted for misclassifying workers as lesser-skilled, underpaying them and falsifying information about payroll and employees, including a worker who was killed at a company job site. The defendants
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Paul C. Brunson: Bulletproof your career with multiple streams of income
26-July-2018 - usatoday.com
Your chances of being out of a job are greater than ever today, so get career insurance: Find multiple ways to keep money coming in.
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Republican lawmakers remain skeptical after Trump´s EU deal
26-July-2018 - reuters.com
Numerous congressional Republicans worried about jobs for constituents back home remained skeptical of President Donald Trump's trade policies on Thursday, a day after Trump struck a surprise deal with the EU to halt further tariffs and hold talks on opening markets.
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ON THE BOARD: BP chairman Helge Lund, 55, joins the board one month earlier than expected
26-July-2018 - dailymail.co.uk
The Norwegian takes over from Carl-Henric Svanberg next year and made his name running Norways national oil company Statoil. He also held the top job at BG.
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National Lipstick Day 2018: How to get a free MAC lipstick Sunday
26-July-2018 - usatoday.com
Mark your calendar. July 29 is National Lipstick Day and MAC Cosmetics is giving away free lipsticks from its iconic Artist Favourites" collection.
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Mattel misses second-quarter sales estimates, announces job cuts
25-July-2018 - reuters.com
Mattel Inc's quarterly sales missed analysts' estimates on Wednesday, weighed down by the liquidation of key customer Toys 'R' Us and the absence of a big movie tie-in in the quarter, sending its shares down 7.6 percent after the bell.
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Two Illinois IHOP Restaurants to Pay Nearly $1M to Settle Sexual Harassment Suit
25-July-2018 - insurancejournal.com
Two International House of Pancakes (IHOP) franchises in southern Illinois will pay $975,000 and furnish other relief to settle a systemic sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. The EEOC
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Burns & Wilcox Hires Cunningham to New York City Office
25-July-2018 - insurancejournal.com
Burns Wilcox, a wholesale insurance broker and underwriting manager, has hired Jeffrey R. Cunningham to its New York City office as a senior broker in its Environmental Insurance practice. Cunningham previously served in leadership roles at American Risk Management
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Fewer Than 5,000 UK Financial Services Jobs Expected to Move by Day One of Brexit
25-July-2018 - insurancejournal.com
Fewer than 5,000 financial jobs might move out of Britain by Day One of Brexit and future relocations will depend on new trading terms with the European Union, Bank of England Deputy Governor Sam Woods said on Wednesday. We have
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Court: Georgia Worker Not Protected from Firing Because of Sexual Orientation
25-July-2018 - insurancejournal.com
A federal appeals court in Atlanta last week reaffirmed its decision that workers arent protected against workplace discrimination based on sexual orientation, though two of the 11 judges strongly disagreed. Gerald Lynn Bostock asserted in a lawsuit originally filed in
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Best tips for writing a compelling CV for graduates
25-July-2018 - onrec.com
There is a common question everyone faces on the completion of their degree - what next? The replies, of course, vary. Posted in News archive on 25 Jul 2018 While some people already have a perfect idea of what they are doing in the future, others still struggle to find a definite answer due to myriads of reasons. In the long run, everyone would end up going for one job or the other, thus establishing a starting point in their careers. In the process of applying for jobs, employees always have to present a set of vital documents which allow them to access compatibility with the job they are applying for. Of all these documents, the resume and cover letters hold a large amount of influence . It should be noted that having both is good, but not extremely necessary. This is due to the fact that some organizations only require a CV, while some settle for a cover letter. There have been instances where both were requested, hence graduates are advised to have both on hand. Resume, Curriculum vitae, and Cover letter: wheres the difference line? While in some countries, both documents are accepted to be almost the same, there are places where an example of a good cv is different from an example demonstrating a good cover letter. A resume is generally described as a two-page description of a persons education, work experience and a short summary describing the persons personality and area of interests. The length of details is the only factor that distinguishes the former from a cv , which is, in simpler words, a longer version of the resume. A CV would include a persons skills and hobbies in addition to the other sections outlined on a resume. A cover letter is a one-page document addressed to a specific entity, describing people and why they think they should get the job an application letter. These documents can differ in many aspects. A student resume may not get the kind of attention that a graduates resume will, and on the contrary. The point? A good CV would always attract the more lucrative offers. Its not whose document it is, its how the owner is able to sell their image out there. When checking for the best tips on how to write a good resume , there are certain things people would have to keep in mind. Composing a written file worthy of fetching you an interview takes more effort than an ordinary essay which can get sorted faster by you using the phrase do my essay for me . Your CV is a reflection of everything you claim you are. Its, therefore, more beneficial for you the more efficiently it is prepared, by an executive resume writer if the need arises. Asides that, if you decide to do it by yourself, remember the following tips: Research is significant Before you begin working on any of the documents we spoke of, its essential you take time and research your target role. Knowing what employers expect of you can go a long way in helping you shape the CV or cover letter accordingly. It would also streamline your efforts i.e. if your field accepts resume you wont waste time creating cover letters. Show what you are capable of When filling out the section relating to your skills, there are some resume power words that you can use to show the true level of your abilities. Using power words is not the same as sugar coating. These words are meant specifically to project the confidence of the applicant. They should be used accordingly and appropriately. The power of summaries A summary is often the brief description of your personality, found in resumes and cover letters. A good summary should reflect the briefest description possible about your personality and experience. Every other section in the document can serve to amplify what is already written in the summary. If you happen to experience issues with creating a summary that reflects you, you can turn for help. You could contact writing experts, or search the internet on how to write a professional summary . Creating a presentable CV A messy cover letter or CV can be confusing to navigate through. It is therefore important that you make your document easy to navigate by sectioning the information you need to provide. Once your document is easy to navigate, the details will become even more attractive. Authors bio Jeff Blaylock has had the opportunity to work with expert document writers. He works as a part-time content and CV editor and writes about vet medicine in his spare time.
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Home Office launches toolkit for employers to support EU settlement scheme
25-July-2018 - onrec.com
Employers, industry groups and community groups in the UK will be able to give EU citizens practical advice on how to apply for settled status with the help of a new toolkit published by the Home Office. Posted in Launch on 25 Jul 2018 Employers, industry bodies and community groups given toolkit to reassure and help EU citizens apply for settled status. The toolkit was developed with employers and industry groups and includes videos, how-to-guides, leaflets and posters. The Home Secretary met top employers of EU citizens and other groups at a launch event on Tuesday. Employers, industry groups and community groups in the UK will be able to give EU citizens practical advice on how to apply for settled status with the help of a new toolkit published by the Home Office. The toolkit will be published on GOV.UK and contain how-to guides, briefing packs, practical plans, leaflets and posters. The Home Secretary launched the toolkit at the Home Office last night (Tuesday 24 July) at a gathering of some of the UKs biggest employers of EU citizens, as well as industry bodies, local government agencies and community groups, many of whom played a key part in developing the toolkit. The Home Secretary said: Our settlement scheme will offer security and certainty to EU citizens living in the UK. Once the scheme has launched, employers, industry groups and charities will play a vital role in ensuring they can secure their status quickly and easily. The toolkit will help us to reach out to all EU citizens living in this country and help them get their new immigration status. Matthew Fell, CBI Chief UK Policy Director, said: EU workers provide crucial skills and labour to businesses of all sizes and sectors throughout the UK, and pay taxes that help fund public services. Employers have worked with the Government to ensure information about claiming settled status is valuable and accessible. Well be asking our members to share the new toolkit with everyone wholl find it useful. The settlement scheme will open in a phased way later this year and will be fully open by 30 March 2019. The deadline for applications will be 30 June 2021. The Home Office will continue to engage with stakeholders, including employers, local authority representatives and community groups, about the detailed design of the scheme as we learn from the first pilot with NHS trusts and universities in the north-west of England starting on 28 August. More details on how EU citizens and their families can obtain settled status in the UK can be found in the statement of intent . All content will be translated into the core EU 23 languages over the summer.
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Bullhorn Acquires Invenias to Help Executive Search Firms Grow and Thrive Amidst Global Talent Shortages
25-July-2018 - onrec.com
Invenias acquisition underscores Bullhorns commitment to serving all aspects of recruitment Posted in News archive on 25 Jul 2018 Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced that it has acquired Invenias, a UK-headquartered provider of cloud-based software for executive search firms. The transaction closed on July 24, 2018; terms will not be disclosed. Invenias will continue to deliver high levels of service to their customer base of 1,000 executive search customers who choose the company for its flexible, mobile-optimised SaaS solutions tailored for strategic hiring to drive productivity and build relationships. The company is also excited about the launch of their new platform - Invenias X. Invenias founders, CEO David Grundy and CTO and Chief Product Officer Richard Harrison, will remain at the helm of the company, and will also serve as part of Bullhorns expanded international leadership team. This acquisition is testament to Bullhorns commitment to serving all segments of the global staffing and recruitment industry, of which executive search is an increasingly visible and unique segment. Bullhorn has offered an open ecosystem approach since its inception in 1999, and with the recent addition of several Salesforce-based applicant tracking solutions, is focused on offering recruitment agencies the greatest choice and flexibility in selecting a software backbone to power their growth and address their specific business challenges. The nature of executive search firms work requires a specific set of capabilities which meet their unique requirements, including diverse needs around divisional and company-based non-compete management, digital engagement with top talent, and data protection. This is compounded in light of the recent General Data Protection Regulation (GDPR) as well as growing skilled talent shortages and competition around acquisition of top talent globally. The Invenias Cloud platform is dedicated to serving these needs, such as enabling customers to develop and leverage deep talent insight, optimise the delivery of complex hiring engagements including digital collaboration and engagement with clients, and manage sensitive issues such as compliance with the GDPR. Bullhorns acquisition of Invenias continues its goal of helping to create an incredible customer experience for recruitment agencies around the world. Invenias will retain its own sales organisation and leadership team, but with access to the resources, guidance, and best practices around customer centricity that have long been core to Bullhorns mission. This acquisition is great news for Invenias customers and prospects, said Peter Linas, EVP Corporate Development and International at Bullhorn. It is business as usual for those companies who rely on Invenias, except now theyre part of the Bullhorn family, with easy access to explore our entire ecosystem of solutions if they wish. Customer experience is of tantamount importance to us, which is why we are welcoming Invenias to the Bullhorn family whilst retaining their specialist skill set in executive search. We understand that executive search is a unique and extremely important segment within the recruitment industry, and truly believe that Invenias has the best product available to meet the needs of the executive search market. In acquiring Invenias, we seek to support these executive search companies in their growth journeys. Founded in 2005 by David Grundy and Richard Harrison, Invenias is the leading platform trusted by professionals responsible for executive search and strategic hiring globally. Its 1,000 customers around the world include executive search and strategic recruitment firms such as Harvey Nash, Odgers Berndtson USA, Robert Half Executive Search, Sheffield Haworth, and Skillcapital. Headquartered in the UK and backed by MMC Ventures since 2013, the company employs 65 employees across the U.S., EMEA, and APAC. With backgrounds in technology and executive search, Invenias founders recognised the demand for easy-to-use software and the opportunity for technology to drive innovation and create value for customers, a philosophy which is core to Bullhorns identity. Executive search firms increasingly see technology as central to their operations and ability to innovate, said David Grundy, CEO at Invenias. Now that we are part of the Bullhorn family, Invenias can accelerate our ability to execute on the full vision of our product strategy and enable us to reach and support more customers globally. With a shared ambition to lead the market, a shared passion for creating products users love to use, and a shared commitment to excellence in customer service, we are a natural complement to Bullhorn. About Invenias The Invenias® cloud-based platform for executive and strategic hiring enables executive search firms, specialist recruitment companies and in-house executive talent acquisition teams effectively run their business. Easy to use, cloud-based desktop, web and mobile applications enable customers to deliver better assignments, build stronger relationships with clients, hiring executives and candidates and transform the productivity of their operations. Incorporated in 2005, Invenias serves thousands of users in over sixty countries across the globe. Invenias is headquartered in Reading, United Kingdom, with additional offices in Europe, the US, Australia and Malaysia. Invenias has a global strategic partnership with the Association of Executive Search and Leadership Consultants (AESC). For more details on Invenias, please visit www.invenias.com .
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Candidate shortage hits hiring businesses as short-term outlook on jobs remains good
25-July-2018 - onrec.com
New data shows that half of UK employers looking to recruit for permanent roles expect to find a shortage of candidates 5 points higher than in the same period last year (March June 2017), with construction and health & social care being the sectors registering most concern, according to the Recruitment and Employment Confederations latest JobsOutlook report. Posted in News archive on 25 Jul 2018 The proportion of employers expressing concern over the sufficient availability of agency workers rose six points this quarter to 72%, which is more than double the figure expressing the same belief a year earlier (34%). Despite candidate shortages, UK employers confidence to hire and invest is at its highest for 12 months, but still 15 percentage points below the trend before the Brexit referendum. Employers confidence in wider economic conditions is also at its peak for the last year, but still 20 points less than before the referendum. But the potential uncertainty of Brexit may be affecting how firms choose to hire. Intention to hire was higher, both in the short and medium term, for temporary agency workers than for permanent staff (by 6 and 4 points, respectively). More employers are using agency workers to manage uncertainty up 19 percentage points compared to the same period last year. REC chief executive Neil Carberry says: The underlying trend on hiring is still positive. Amidst the political maelstrom, employers are focused on growing their businesses and are finding that there are opportunities out there for firms with great product. But we are starting to see the effects of rising uncertainty. Candidate shortage is likely to be caused by a combination of people being less willing to take a chance on a move, and a falling trend or workers coming from the EU especially in sectors like construction and hospitality. The move to hiring more temporary rather than permanent staff also reflects employers sense that they need to be flexible to adapt to whatever outcome we reach on Brexit. To protect jobs and hiring, businesses across the country will be looking for the government to secure a deal on Brexit that delivers the transition period and simple, ongoing access to the EU workers who can help keep our key industries growing in a time of labour shortage. www.rec.uk.com www.comresglobal.com
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Aspiring ninjas besiege Japanese city with job inquiries
25-July-2018 - reuters.com
A city in Japan has been bombarded with inquiries from aspiring ninjas, the country's famed feudal mercenaries and spies, after a news report on city tourist promotions was mistaken for a "ninjas...
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Alleged ninja shortage in Japanese town spurs many to apply
25-July-2018 - usatoday.com
Ninja shortage leads to torrent of international ninjas vying for the job. Tony Spitz has the details.
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DAILY BRIEFING: Deutsche Bank sees profits fall to £632m in the three months to June
25-July-2018 - dailymail.co.uk
Deutsche Bank saw profits fall to £632m in the three months to June, a 13.5 per cent down on the second quarter of 2017. Boss Christian Sewing said he is on target to axe 4,500 jobs this year.
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City grandee Allan Leighton rules out taking the reins at troubled Stobart Group
25-July-2018 - dailymail.co.uk
The ex-Asda boss was suggested by shareholder M&G as a temporary candidate for the top job amid a major boardroom bust-up. But he does not want the post when Iain Ferguson leaves this year.
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One in five workers aged 65-plus tried to retire but reversed plans
25-July-2018 - dailymail.co.uk
The reasons offered by people for reversing retirement plans were to top up their income and a desire to get back into a routine.
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Student loans: Borrowers could face tighter federal standard for debt forgiveness
25-July-2018 - usatoday.com
A proposed new rule for student loan forgiveness would aid borrowers while giving colleges a chance to have their say and protect taxpayers, the U.S. Department of Education says. Advocates for borrowers say the proposal would make it tougher to prove colleges misled students with false hiring data
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Mattel cuts 2,200 jobs amid struggles in the wake of Toys R Us demise
25-July-2018 - usatoday.com
Mattel, home to Barbie and Hot Wheels, is slashing 2,200 jobs as it struggles to regain its footing in the wake of Toys R Us shutting down operations.
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Lift Touches Power Line, Kills Worker at Pennsylvania Industrial Park
24-July-2018 - insurancejournal.com
Authorities say a lift touched a power line in an industrial park in northeastern Pennsylvania, killing a construction worker. The Luzerne County coroners office says 43-year-old Jason Evans of Clarks Summit died from an apparent electrocution. Evans was pronounced dead
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Technologies That Will Change Hiring Practices In The Future
24-July-2018 - onrec.com
Posted in News archive Human resource practices have always been substantially affected by the ever-changing technological landscape. on 24 Jul 2018 This has been the case since the industrial revolution, when companies started hiring based on specialized skills rather than simple manpower requirements. The same thing happened at the dawn of the digital age, but at a much faster rate when the best tools and apps started appearing on the market. Even now, certain technologies are already poised to change hiring practices even more. Being aware of these technologies is important for several reasons, the biggest one of which is how it gives you the chance to adjust as necessary. Whether youre the one who will be doing the hiring or the one who will be job hunting, knowing about the items below would be to your extreme benefit. Machine Learning Machine learning is basically how computer algorithms are taught certain functions by putting them through a cycle of repeating tasks and such. By doing so, a machine becomes better at doing something over time and there are practically no limits to how much machines can learn, thus allowing them to surpass humans. This is why so many companies are now investing in machine learning for a wide variety of purposes. Even stores like Sephora are becoming interested in such things. As far as HR practices go, this is worth paying attention to because of how it pertains to automation. Speaking of which. Automation Automation is expected to affect the global job market in ways that has not been seen since the industrial revolution. In fact, over the next decade, its predicted that over half of blue collar jobs will be replaced by machines that will increase productivity while reducing cost. Construction, customer service, retail, and the Food & Beverage industries are just some of the areas in which the impact of automation will be felt the strongest. Giants like Amazon are particularly interested in such things. Machine Vision In terms of applications, machine vision has so many that to list them all would be a hopeless endeavour. However, its becoming increasingly clear that facial recognition will have a major role to play in the business world to come. Everything from scanning the faces of potential employees to checking for corporate spies is expected to make use of the technology. As far as human resources go, machine vision will be useful because it allows HR departments to have a reference point when looking for promising employees. In the future, scouting for talented individuals might even be done entirely via machine vision. It might even be as simple as shopping at Zalora Blockchain Finally, theres Blockchain, which could be the next big tech revolution just as the internet was. In fact, its impact could be so far-reaching, it could change entire established systems such as government elections. Naturally, its also going to affect how companies are going to start hiring in the future. With Blockchain, companies will be cutting out a lot of middlemen. This means that if they are getting their employees via agencies right now, this may no longer be the case in a few years. Transparency is also going to be a major sticking point, which could reduce the chances of ending up with undesirable workers who wont contribute much from
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40% of the UKs top recruitment agencies cannot take advantage of Google for Jobs following its UK launch
24-July-2018 - onrec.com
Google for Jobs launched last Tuesday (17th July) but new research, conducted by I-COM, shows that almost 40% of the UKs top recruitment agencies are not in a position to use the new service - that changes the whole look and feel of Googles job search results. Posted in News archive on 24 Jul 2018 When the service was first announced in 2017, Manchester-based digital marketing agency I-COM reviewed the websites of the 100 biggest recruitment firms in the UK to determine whether they were ready; and found that less than half (47) had the necessary functionality. I-COM reviewed its results following the launch last week, to find that only 16 more of the top 100 firms had adapted their websites to take advantage of the new Google service - taking the total to 63. To appear in Google for Jobs listings, recruitment companies must markup their job posts (tag data so that it can be interpreted by search engines) and add individual job posts to their sitemap. I-COM provides this functionality as standard on the latest version of its Recaza website platform. Mike Blackburn, managing director at I-COM, said: The major job boards have adapted their platforms to cater for the new requirements, and are currently dominating the Google for Jobs listings. Larger recruiters have been slow to react to the potential this new services offers, perhaps down to the cost of changing their systems. The slow pace at which the major players are reacting to this new service has created a real opportunity for smaller recruitment agencies. If they work quickly to integrate the Schema markup to their sites and optimise the job details shown, these companies could be able to appear ahead of big competitors in the Google for Jobs search results. Google for Jobs is driven by artificial intelligence and displays personalised search results that it has collected about the user from across the internet to deliver information about vacancies that could be of interest to the user. To find out which of the top 100 firms reviewed have a compliant website, I-COMs survey results can be downloaded here . www.i-com.net
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Bullhorn opens new office in Sydneys Central Business District to support growing APAC presence
24-July-2018 - onrec.com
Bullhorn®, the cloud computing company that helps staffing and recruiting organisations transform their businesses, has today moved its Asia-Pacific (APAC) headquarters to a new office in the heart of Sydneys Central Business District (CBD), to support its continued growth within the region. Posted in News archive on 24 Jul 2018 Company Profile Bullhorn View profile » Located on Pitt Street, the new office will offer more working space for recent and future additions to the team. Over the past 18 months, Bullhorn has seen its APAC team double in size. By the end of 2018, it aims to have hired three new employees in addition to the 10 new employees it has already welcomed in the past year. While Bullhorns APAC workforce is primarily based in Sydney, it also has employees in locations such as Melbourne, Singapore, and Japan. The highly modern and technology-enabled office will only help to attract better talent. It boasts, for example, a 24-seat boardroom with advanced AV facilities, which will enable the business to showcase the future of recruitment technology, from both Bullhorn and its Marketplace partners. Additionally, there will be more meeting, training, and break-out spaces to foster productivity, collaboration, and wellbeing within the expanding team. Simon Greening, APAC Regional Director at Bullhorn, said Location is a hugely important factor for any business opening a new office. Weve always based our offices in CBD locations because it enables us to spend more time meeting with our customers face to face. While we are a digital business, our business is very much about connecting people, and we believe that technology will never replace the value of human interaction. The fact that our office is closer to Ryans Bar, the notorious recruiter hang-out, is just a coincidence! In line with the booming growth of the Australian and Southeast Asian recruitment markets, Bullhorn has made significant business progress in APAC over the last two years, seeing a 50 per cent growth in user base since the start of 2017. To ensure optimum performance levels for its growing number of clients in Australia and South East Asia, Bullhorn recently launched a $1 million data centre, located in Singapore. Greening continued: Sydneys CBD has always been a central hub for businesses in New South Wales (NSW). The move to a new, larger office further signifies our strong growth and continued commitment to supporting our clients in the APAC region. www.bullhorn.com
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APSCo responds to Office of Tax Simplification recommendations for the gig economy
24-July-2018 - onrec.com
Following Fridays publication of the OFT discussion paper in which it is suggested that the Government should compel gig economy platforms such as Uber and Deliveroo, to offer to deduct tax from earnings and transfer it to HMRC, Samantha Hurley, Operations Director at APSCo commented: Posted in News archive on 24 Jul 2018 Company Profile APSCo View profile » This is an interesting development as HMRC is currently consulting on off-payroll working in the private sector whether direct or though an intermediary and I imagine that the OTS report will feed into this. While a withholding tax was suggested as an option in a previous consultation, HMRC has ruled this out telling us that they feel that a system of withholding tax from everyone and then expecting those who were genuinely self-employed to claim back wrongly paid tax, would be inherently unfair. This new OFT recommendation is, of course slightly different in that it suggests withholding tax from workers who are, in fact, determined as self-employed. Consequently, it is likely that the end client would need to undertake a status determination. HMRCs preferred option is to roll out the current public sector off payroll rules into the private sector in which case the status of al l payroll workers would need to be determined by the end client and appropriate taxes deducted. Whether a worker could then opt in to a withholding tax if found outside IR35 is an interesting idea as arguably it could help workers who struggle with the fiscal management and compliance requirements of being self-employed.
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Learning Through Tutorials
24-July-2018 - onrec.com
Tutorials have become the new learning method for many people. Tutorials are a fun and exciting way of learning or teaching something. Slowly the old way of learning is being phased out. People can now nail job interviews by learning from tutorials. Posted in News archive on 24 Jul 2018 Benefits of Tutorials For most people, practicality is better than the theoretical part of things. Especially people who use English as their second language reading can be quite challenging. Text has been the best way of transferring knowledge for the past millennia. With the technological advancement, the ways and modes of learning have since changed. Video tutorials have become the most popular way of learning. This is because they have been seen to be the most effective way of learning. Usually, people will remember what they have seen more than what they have heard. This is one of the reasons why video tutorials have become popular among pokie online fans. The other benefit that comes with video tutorials is that they encourage independence. Gone are the days when one had to wait for the teacher to come and explain something. Nowadays with tutorials, its a matter of just typing in what you need to learn and your wish is their computers command. Despite being easy to access, one can pick to skip the information they regard as being unnecessary. In the process of learning if your mind is exhausted you can pause and take a break. There are no limits as to how many times you choose to repeat the video. Just like online casino us games, one is not tied down to certain obligations. As to what to wear, whether you should be eating or not. In other words, it is very convenient. You can view your tutorial anywhere as long as you have an internet connection. The beauty with some tutorials is that you just need an internet connection to save it for offline viewing. And it is available for some time before it expires. This means you can be viewing it without an internet connection, how convenient is that!
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National Drive-Thru Day is Tuesday but heres how to get deals and freebies year-round
24-July-2018 - usatoday.com
In honor of National Drive-Thru Day, weve rounded up savings and freebies at fast-food chains nationwide. The best part? You dont have to partake of all of them this week.
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How to get the Love Island garden look
24-July-2018 - dailymail.co.uk
While you might be missing the multi-million pound villa needed to fully pull off the Love Island look, there are some features you can pull into your own garden to echo the style.
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5 Tips For Balancing Between Work And School
24-July-2018 - onrec.com
If youre a student as well as working to support your family, it is very important to maintain a balance between work and school. Posted in News archive on 24 Jul 2018 Most times, many people have difficulties balancing between their career and school lives. In my never-ending quest for the perfect balance between work and school, and friends and clients, I have been blessed with many great mentors and the opportunity to learn countless lessons for myself and from others. Many of these tips are hard-fought for me. Here are tips to help you strike the balance. Use A Time Chart To Determine What You Need To Do Next To strike the balance between your work and school, you should use a calendar. Use a time chart for finding the best suitable time for different activities. As a college student, you will have many challenges regarding time management; you will need a disciplined track of managing time. Fixed classes and the free time between each is one of the special time features of college life. Getting sufficient rest and socializing time is also an aspect of college time management. As you are also working, you will require a time chart to avoid being held up due to less important activities. You need to add some structure to your schedule. Base your time chart on the different activities that you have to attend. This time chart can help you determine the time when your mental concentration is at its best. You can schedule the study hours for your difficult tasks during these times. Once you write off these hours, you will know that these hours cannot be used for other activities. If any social invitations come up during these hours, you should politely decline. Set Specific End And Start Time Of Your Work If you are providing freelance essay writing service , set a specific start and end time for your workday. Set clear boundaries so that you do not end up doing "that one more thing" that takes you through study time. Remember, freelancing is the best idea to earn along with your regular school. Suppose that, your regular school starts at 10 am and ends at 3 pm. So, if you want to earn some bucks by working somewhere, you need to work before 10 am or after 3 PM. It is hard to find suitable jobs before 10 am. However, you can work after an evening at any workstation. But, it is much easier to do freelancing being a student . Don't Keep Up With The Joneses Meaning, don't worry about what everyone else is doing, or how many committees they are on, or what activities they pack into their days. Define what balance means to you, and stick to it. I once had a business owner tell me that I couldn't run my business in just 40 hours a week - and for him, 60 hours was just fine. But guess what? I found a way. You need to find your own way to achieve your balance, not somebody else's definition of balance. Listen To Your Body Really listen. Your body will tell you when it needs a break. This tip is particularly hard because we become experts at ignoring warning signs. Begin to pay attention to what your body is saying - build that habit of actively listening to when your body tells you it is worn out, or not eating right, or getting sick. Freelancing Is The Best Way To Keep The Balance If you regularly do your task, youll definitely strike the balance between your school and work. I always suggest students not to do any hard work or work outside of the home while studying. Do you know why? If you work outside of the home, your concentration on the study will hamper a lot. Thats why Freelancing is the best to keep the balance between your study and regular clients work. Moreover, if you are a freelance writer, it not only helps you to earn money but also helps you to grow your writing skill. Make time for what is most important to you. Have you ever heard the story of the Mayonnaise Jar, the Rocks, and the Two Beers? In that story, a professor tells his class about the "big rocks". Those big rocks represent the most important things in your life. If you fill the mayonnaise jar with all the little things (the "pebbles") then you won't have room for the big rocks. Put the big rocks in first, the rest will find a space somewhere.
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What are the Key Challenges to Attracting International Talent?
24-July-2018 - onrec.com
Theres no doubt about it; the geopolitical climate is making it increasingly difficult for businesses to recruit international talent in the modern age. Posted in News archive on 24 Jul 2018 Nowhere is this more evident than the UK, where Brexit has triggered a considerable decline in net migration among EU residents. At the same time, various industries (including the automotive and hospitality sectors) have made initial moves to reduce their activity or relocate factories overseas, impacting negatively on job creation and the prospects for recruiters in the process. Additionally, firms and recruiters in specific nations must contend with the universal barriers that prevent them from hiring top international talent, creating a complex and arduous process that can be difficult to complete. But what are the main challenges associated with attracting international talent, and how can they be overcome? Tax and Investment How they Impact on the Recruitment of Overseas Talent Auditing and consultancy experts RSM Global recently explored this topic as part of a global survey, which canvassed the opinion of more than 1,000 professional in 20 different countries. The findings were intriguing, with a couple of prominent and universal issues emerging across the board. The first of these (perhaps unsurprising) was tax, with countries through the EU, Asia and the Pacific boasting variable rates of taxation and a variety of alternative structures. Seven of the 20 nations features suggested that this was the single biggest challenge of recruiting talent from overseas, including Australia, France, India, Italy, Japan, the Netherlands and South Korea. Interestingly, three of this countries are members of the single market, and this highlights the type of tax variation that the EU has looked to minimise by encouraging deeper economic integration and open borders. The second most prevalent problem was the cost of investment in appropriate technology, with this issue largely present in developing economies including Brazil, China and Turkey. Spanish companies also had the same challenge, however, with prohibitive investment costs preventing these countries from diversifying their economies and tapping into highly evolved growth markets. This is an especially big challenge in China, where 30% of respondents cited this as their most pressing concern in respect of hiring top, international talent. More specifically, if companies and government bodies cannot invest in the necessary technology to drive successful growth industries, job creation will stagnate and skilled candidates will choose to pursue their career goals elsewhere. The Last Word How can Firms and Recruiters Address these Challenges? Ultimately, neither companies nor third-party recruiters can take direct action to solve these issues, as they exist largely outside of their means. The base income tax levy is set by the presiding government, for example, while securing domestic and international investment is usually subject to a unique set of criteria and regulations. In the case of the latter, however, businesses can at least focus on refining their value proposition and raising funds through accessible methods such as crowdfunding and peer-to-peer lending. By investing in their own technology and creating innovative products under the umbrella of their brand, they can appeal to overseas candidates on an individual level. Beyond this, companies need to ensure that they create attractive packages of employment, which focus heavily on reducing the cost of living and negating any prohibitive tax rates. Its then down to recruiters to sell these packages to candidates, using their wealth of knowledge and industry expertise.
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Find Out What Qualities Are Necessary For A Successful Resume
24-July-2018 - onrec.com
Youve just completed your college degree and looking for the best online resume writing services to help you design a competitive resume. So, what qualities really make a successful resume? Even if you find someone to craft the resume on your behalf, you reserve the right of what to include. Posted in News archive on 24 Jul 2018 Many job seekers are clueless about the best qualities that prospective employers are looking for. Weve compiled this guideline to come to your rescue. Knowing what to include can increase your chances of getting the job from 5% to over 90%. The qualities that employers look for boil down to hard and soft skills. If you can classify these skills and include them in line with job requirements then you are in for the success. In a nutshell, to grab a lucrative job you need to possess leadership skills, time management, mental skills and strong personal qualities. Difference between hard skills and soft skills The hard skills are the attributes that serve as qualifications to get a job. These may include admin skills, computing skills, accounting, problem-solving, mathematical modeling, or marketing skills. Employers usually use a mix of soft and hard skills to qualify a candidate. Soft skills, on the other hand, are skills often expected for all job applications. These include, among others, communication skills, interpersonal, and people skills. In actual sense, the best qualities necessary for a successful resume include a combination of these skills. And, oftentimes, you have to elaborate these skills in your experience section. How to elaborate your experience in your resume? You probably know someone with a wealth of experience but still struggling to get a lucrative job. Have you asked yourself why? Well, it could be the way they elaborate their skills in their resumes or LinkedIn. If unsure of how to articulate your experience, you can opt for a professional LinkedIn profile help . The resume has to be responsive to custom job applications. This means you have to tailor your experience according to the job requirements. While doing that, focus on the most important qualities the prospective employer expects from successful candidates. Note that many employers use automated software to scan for the relevant skills in your experience. For this reason, elaborate both your soft and hard skills in the experience part. Explain how youve acquired those skills. What are the qualities that employers need? There is a variety of skills some of which are applicable to a variety of job settings. Nonetheless, to grab that job you have to possess the competitive qualities that employers want. Find below a category of some skills you can include for a successful resume. Business-related qualities For business-related qualities, you have to consider the following skills. All forms of businesses including financial institutions will appreciate your resume. These are the skills that guarantee success in the corporate business world. Administrative Clerical skills Accounting skills Business analysis Customer service Financial modeling Auditing skills and many more Mental skills These are also indispensable skills that reflect your ability to solve a myriad of complex problems. All types of corporations demand these skills. They include: Problem-solving Critical thinking reasoning Creativity Logical thinking The deductive inductive reasoning Analytical thinking and many more Leadership-related qualities These are the skills that reflect your ability to inspire, motivate and lead others to success. They also indicate how competent you are to gear an organization to its goals. They include: Strategic management/planning skills Negotiation skills Decision making Interpersonal skills Non-verbal communication skills Public speaking presentation skills Entrepreneurial mindset and many more Team-work qualities To find out if you can work with others in synergy, employers check for the specific skills. These skills assure them that you will get along with others. They include: Team building aspirations Conflict management & resolution Collaborative skills General communication skills Personal skills Also important to employers are the custom skills that set you apart. Some jobs require unique personal characteristics to ensure success. Oftentimes, these skills are acquired through past experience and/or education. These personal skills include: Time management Social skills Multitasking Persuasive Behavioral Organizational skills and many more These categories of skills or qualities often overlap. Do not forget outsourcing online resume writing services to help you craft the best resume. To excel in including necessary qualities in a successful resume, you have to match them to every job application. Go through a job posting and highlight the important qualities. Then elaborate them in your resume to improve the likelihood of getting that lucrative vacancy.
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Can remote working affect your employees mental health? Comment by Health Assured CEO and wellbeing expert David Price
24-July-2018 - onrec.com
Managing employees mental health is an important issue for employers as recent figures show UK businesses lose £100m every year due to work-related stress, depression and anxiety. There is a risk that these issues could develop more frequently amongst staff who are tasked with working remotely, as these individuals may typically find themselves separated from the same communication channels and support mechanisms that are afforded to on-site staff. Posted in News archive on 24 Jul 2018 Before working to address the impact mental ill health can have on staff, employers must ensure their workforce are educated on the matter. Many choose to use workplace inductions as an opportunity to educate employees, ensuring new starters are made aware of your approach to the matter and that they will have the organisations support should they experience any issues in the future. Due to their responsibility of overseeing the work of a group of individuals, line managers often act as the first line of defence against mental ill health at work. As such these individuals should be trained in spotting the various signs of stress, depression and anxiety, whilst making sure they feel confident discussing these issues with affected employees. Although it may be harder to spot the warning signs in remote workers due to the lack of physical interaction, managers should be alert to employees who begin to miss deadlines or become generally less responsive, both of which could be early indicators of a mental health issue. With the above in mind, it is important that employers stay in regular communication with remote workers in order to assess whether they are struggling with any mental health related problems. Holding regular telephone calls offers an opportunity to discover how remote workers are handling current workloads, whilst individuals should be invited into the office for catch-up meetings wherever possible. Importantly this will allow you to build up a sense of familiarity and rapport which will make remote workers more likely to confide in you with any problems they are experiencing. Cultivating a positive company culture has long been proven to reduce the occurrence of mental health issues as work. However, due to the nature of remote work these individuals may feel isolated from the rest of the organisation. As such you should make concerted efforts to include remote workers, whether that is by including them in group emails or inviting them to join team meetings remotely via conference call. Inclusion efforts should extend to out-of-work activities, ensuring remote workers are invited to team social events and holiday parties which can help boost morale and foster a sense of camaraderie between colleagues. Employers need to ensure that they do not take an out of sight, out of mind approach to managing the mental health of remote workers. The task of working remotely, isolated from the rest of the organisation, can be particularly taxing for many and appropriate provisions must be put in place to ensure these individuals are supported.
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Social Media Policies: paper tigers or simply misunderstood?
24-July-2018 - onrec.com
56% of UK workers regularly sneak in social media time at work despite restrictions Posted in Statistics and trends on 24 Jul 2018 Latest findings suggest UK companies still falling short of regulating social media in the workplace. Almost a third (30%) of UK companies STILL dont have social media policies in place, leaving them open to issues such as reputation damage and reduced productivity. When these findings are positioned against the 32% of employees that didnt know whether their company had a social media policy, we discover that a massive 62% of workers are either unaware of their companys social media policy or are working without one in place. The findings, from office suppliers Viking , suggest that more must be done by companies to ensure their position on social media usage is both clear and secure. Massive reputational damage can be caused by careless or disgruntled employees taking to platforms such as Twitter and venting frustrations or even sensitive data. On top of that, with an average of 52 minutes a day being spent procrastinating at work commonly on social media the company could be experiencing an entirely avoidable productivity drop. Other findings from the survey include: Social media was restricted in some way for 44.8% of workers Of these, 34.8% of them access it anyway 36.6% of workers were free to use it whenever they wanted Just 8.6% of workers were shown a social media policy thoroughly when they started work 52.6% werent show a policy at all 23.2% couldnt remember suggesting that if they were shown it, it cant have been very comprehensively Of the workers that still used social media despite it being restricted: 40.6% stated they rarely thought about the social media policy A further 31.25% never thought about it When asked why they use it when its restricted: 35.9% simply didnt care at all about the restrictions or the consequences 23% said they did it because they knew how to get around the restrictions Men were less likely to care about restrictions than women (38.89% vs 33.33%) 15% would turn to social media to vent work frustrations 5.4% actually had done this Claire Porciani, Senior Manager HR Operations UK & Ireland at Viking, said its surprising that, in 2018, as many as 62% of the UKs workers are either unaware of their company having a social media policy in place or are currently working without one. Not only is it really important from a HR and legal perspective, these companies could also be missing out on the productivity boon that a considerate, modern social media policy can bring to the working environment. Less unofficial breaks and more frequent stress relief mini breaks can do your workforce a world of good. These benefits can be had for the price of a good social media policy and, if done well, this can remain in place for years to come. The issue is that, if a company is unaware of the risks of operating without a social media policy, it might take an instance of reputation damage, or a similar negative issue, to raise the blinds on the problem.
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EPIC Insurance Brokers & Consultants Hires DAgostino in New York City
24-July-2018 - insurancejournal.com
EPIC Insurance Brokers Consultants, a retail property and casualty and employee benefits insurance brokerage and consulting firm, has announced that Lou DAgostino and his Iron Cove Partners team have joined the firm. DAgostino has more than 17 years of
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Texas Energy Services Firm to Pay $39K in North Dakota Racial Harassment Suit
24-July-2018 - insurancejournal.com
The U.S. Equal Employment Opportunity Commission says a Texas-based oilfield service company operating in North Dakota will pay $39,900 to settle a racial harassment lawsuit. The EEOCs lawsuit accused Cudd Energy Services of violating an employees civil rights by subjecting
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Contractor Cited in Workers Death at Indiana University
23-July-2018 - insurancejournal.com
Indiana regulators have cited a contractor for serious workplace safety violations found following a workers death at an Indiana University construction site. Thirty-five-year-old William M. Brown Jr. of Bloomington died in April when a 10-foot-long limestone slab fell and killed
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Brown & Riding Adds Pike as Property Broker in Dallas
23-July-2018 - insurancejournal.com
Brown Riding Insurance Services Inc. has hired Ryan Pike as a property broker in its Dallas office. Pike specializes in placing difficult manufacturing as well as Property and Inland Marine risks in the oil and gas sector. He in
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Protective Insurance, AmWINS to Offer For-Hire Commercial Trucking Product
23-July-2018 - insurancejournal.com
Protective Insurance Co., a property-casualty insurer specializing in trucking and workers compensation, has partnered with AmWINS Transportation Underwriters (ATU) to offer a program to support for-hire commercial trucking fleets with up to 24 trucks beginning in the fourth quarter of
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Gift Cards Cook Holiday Turkeys Goose as Employee Incentive
23-July-2018 - workforce.com
Noncash rewards are on the rise at organizations, but there are legal and practical considerations to keep in mind. Employers must remember IRS rules about untaxed "de minimis" items. The post Gift Cards Cook Holiday Turkeys Goose as Employee Incentive appeared first on Workforce Magazine .
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Mortgage, Groupon and card debt: how the bottom half bolsters U.S. economy
23-July-2018 - reuters.com
By almost every measure, the U.S. economy is booming. But a look behind the headlines of roaring job growth and consumer spending reveals how the boom continues in large part by the poorer half of Americans fleecing their savings and piling up debt.
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Nike to raise wages for thousands of employees
23-July-2018 - reuters.com
Nike Inc said on Monday it would raise wages for about 7,500 employees following a global pay review, two months after the sportswear maker concluded a probe into workplace behavior that resulted in the departure of a number of top executives.
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Fiat Chrysler loses another executive after Marchionne illness
23-July-2018 - reuters.com
New Fiat Chrysler boss Mike Manley was handed extra responsibilities for the carmaker's European business on Monday when a fellow executive quit after being passed over for the top job, adding to the challenges Manley faces.
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How to Get Rich Quick sees Dave Fishwick help launch a food stall
23-July-2018 - dailymail.co.uk
Dave Fishwick started with nothing, he proudly claims on his new seven-part television series How to Get Rich Quick. Now a millionaire, he wants to help others make money.
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Barclays creating 2,500 jobs in Glasgow at new technology hub
23-July-2018 - dailymail.co.uk
The bank is building a 470,000 sq ft office complex the size of eight football pitches by the River Clyde. There will be no redundancies amid the changes.
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Tesco hiring staff for new chain of discount stores as it seeks to challenge Aldi and Lidl
23-July-2018 - dailymail.co.uk
It looks set to open between 30 and 60 shops by changing existing stores or reopening closed ones. The chain has listed a series of job adverts with a closing date of August 10.
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5 ways to attract talent while hiring on a limited budget
23-July-2018 - usatoday.com
Need to fill your headcount but dont have a lot of money to work with? Heres what you can do instead.
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How to watch Premier League football on TV for less
23-July-2018 - dailymail.co.uk
Watching the football at home means an expensive sports TV package, we have everything you need to know from who has the most games to the cheapest deals.
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TONY HETHERINGTON: My Avis hire car was stolen but I got a bill for £885
23-July-2018 - dailymail.co.uk
I had insured the car through Avis and a month later the company took £885 from my NatWest Visa card without my permission, leaving me overdrawn.
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Nike to raise salaries for 10% of its staff, as well as change its bonus award system
23-July-2018 - usatoday.com
Athletic shoe and equipment giant Nike is raising the pay of roughly 10% of its employees and simplifying its system for handing out bonuses
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New York nonprofit Cayuga Centers takes care of migrant kids and triples revenue
23-July-2018 - usatoday.com
Social service nonprofit Cayuga Centers more than tripled its revenues from 2012-2016 through federal contracts that fund its services for unaccompanied migrant children. The foster care provider is a major player in the $1 billion U.S. industry serving undocumented kids.
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Dont start your start-up in college. And whatever you do, dont drop out
23-July-2018 - usatoday.com
Be like Steve Jobs and make billions on your better idea, sure. But dont drop out of college like he did.
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Business confidence continues to blossom, with job vacancies soaring by 11.6%
23-July-2018 - onrec.com
As CV-Library reveals the cities that remain most resilient in the face of ongoing uncertainty Posted in News archive on 23 Jul 2018 Company Profile CV-Library.co.uk View profile » Despite June marking another year since the Brexit vote, businesses across the UK have remained confident in their hiring efforts over the last 12 months, with job vacancies rising by 11.6% in Q2 2018. Thats according to the latest job market data from CV-Library , the UKs leading independent job site. The report, which compared data from Q2 2018 with that of the same period in 2017, found that businesses have remained resilient in the past year, despite ongoing economic uncertainty. A number of key cities also saw above average growth in job vacancies in Q2, the top 10 include: Hull jobs up by 38% Liverpool jobs up by 19.7% Sheffield jobs up by 18.9% Leeds jobs up by 15.2% London jobs up by 14.2% Glasgow jobs up by 13.5% Edinburgh jobs up by 12.1% Newcastle jobs up by 11.6% Manchester jobs up by 10.7% Birmingham jobs up by 10.6% Furthermore, some important industries also saw organisations remaining confident. The agriculture (38.2%), legal (26.6%), IT (19.9%), hospitality (18.7%) and manufacturing (17%) sectors all saw advertised vacancies rising year-on-year. Lee Biggins, founder and managing director of CV-Library , comments: Another year has passed and theres still a great deal of uncertainty surrounding Brexit and what this will mean for many businesses across the UK. This is particularly true right now following the resignation of both the Foreign Secretary and Secretary of State, which will inevitably delay Brexit negotiations. Yet despite this, employers across the UK appear to be showing resilience, as theyve continued to drive their recruitment efforts in the last 12 months. The nation as a whole witnessed a slight increase in pay in Q2 2018, rising by 0.6% year-on-year. Whats more, some of these key cities also saw impressive growth in advertised salaries last quarter, the top five include: Liverpool salaries up by 6.1% Manchester - salaries up by 2.6% Glasgow - salaries up by 2.5% London - salaries up by 1.9% Birmingham - salaries up by 1.8% Biggins continues: According to the Recruitment and Employment Confederation (REC), the last quarter saw starting salaries rising at the fastest pace in three years and this rise in pay is reflected in our own data. Its clear that businesses are pulling out all the stops, offering competitive salaries in a bid to attract talented new recruits to their vacancies. However, candidates were feeling less confident last quarter, with application rates decreasing across the nation. That said, candidate registrations reached a three-month high in June across a handful of key cities, including Sheffield (7.5%), Liverpool (6.8%) and Hull (6.7%). These findings suggests that candidates in these cities are preparing to begin their job search. Biggins concludes: Its not surprising that candidates are feeling cautious, with ongoing economic uncertainty causing many to seek stability in their existing role. Businesses are taking positive steps to encourage candidates to begin moving in the job market, and this is already paying off in some locations. As we continue moving towards our exit from the EU, we hope to see candidates confidence pick back up.
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Recruitment firm boss calls for age discrimination to be consigned to the past
23-July-2018 - onrec.com
The boss of a temporary recruitment company has welcomed the findings of a Government report into age discrimination in the workplace. Posted in News archive on 23 Jul 2018 The report said the talents of more than a million people aged over 50 who want to work were being wasted because of discrimination, bias and outdated employment practices. It also said Government ministers and Britains equalities watchdog must be clearer that prejudice, unconscious bias and casual ageism in the workplace were all unlawful under the Equality Act 2010. Lorna Davidson, CEO of short-term recruitment specialist RedWigWam, said: Age discrimination should be consigned to the past. At RedWigWam were against any kind of discrimination, so I support the findings of the report. Its our policy to treat everyone fairly, regardless of their age, gender, race or sexuality. Many of our workers have retired from full-time permanent employment, and they come to us because they want to continue working but in flexible, temporary roles that fit in with their post-retirement lives. The report, published this week by the Women and Equalities Committee, said the Government and the Equality and Human Rights Commission (EHRC) were failing to enforce the law on age discrimination. The panel of MPs called for the Government to work with the EHRC to agree specific enforcement actions across both the public and private sectors. Maria Miller, the Conservative MP who chairs the committee, said: Age discrimination in the workplace is a serious problem, as many older people have discovered. The Government and the EHRC have failed to get to grips with this. They must be more robust in providing a remedy to potentially unlawful working practices in the recruitment sector. The business case for an age-diverse workforce is clear. Despite this, employers continue to organise workplaces around an outdated, inflexible model that this inquiry and our past inquiries into fathers in the workplace and the gender pay gap show no longer works. It's time for a mandatory approach, with flexible working being the default from the time jobs are advertised onwards. RedWigWam has long been a champion of flexible working. Its online platform matches temporary, part-time and flexible jobs with workers including students, parents with young children, and the recently-retired. The age of retirement is no longer as clear-cut as it used to be, Lorna added. We offer jobs for retired people that can help them to keep active, while topping up their savings. They can also fit their work around their other commitments, such as caring for grandchildren or elderly relatives. Our retired workers bring with them a wealth of skills, experience and enthusiasm. And, contrary to popular belief, they are keen to learn new skills. To find out more about RedWigWam or to become one of our hirers, visit our website: www.redwigwam.com
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Students urged to focus on longer work experience for employability boost
23-July-2018 - onrec.com
Half of school/college students had undertaken work experience despite the government recommendation for two experiences by age 18. Posted in News archive on 23 Jul 2018 Students are more likely to find work experience valuable for their career if it is at least four weeks and paid. 64% of university students have worked unpaid. Careers expert Prospects , part of the Higher Education Careers Services Unit ( HECSU ), asked more than 8,000 school and university students, and graduates about job hunting, work experience, apprenticeships and further study. Prospects Early Careers Survey 2018 found that just half of school and college students had undertaken work experience, although sixth form/college students were 31 percentage points more likely to have work experience than GCSE students (33%). The government recommends that by the age of 18, students should have at least two experiences of the workplace, additional to any part-time job they may have had. The duration of their work experience was often less than a month (76%) and unpaid (88%). Those who were unpaid were more likely to work for less than four weeks (82%). This group was most likely to feel that their work experience was not valuable for their career progression. While just 39% of university students had undertaken work experience, of those who did, 62% had done at least a month. The majority (64%) had worked unpaid, of which nearly half (41%) had worked for more than four weeks. In many cases students who worked unpaid felt that they had little choice, reporting it as a necessity to get on. Across all age groups, students who had undertaken paid work found it more valuable than those who had not been paid. However, those who were paid also tended to be employed for a longer period of time. Students who gained work experience for longer than four weeks were more likely to state that it was useful for their career. This suggests that length of placement could influence how valuable work experience is. Last week the Institute of Student Employers reported that employers are increasing opportunities and investing more in internships . Work experience is a valuable route to employment with 94% of employers encouraging interns to return as employees. Jayne Rowley, Chief Executive of Prospects and HECSU said: Employers no longer view academic achievements in isolation; they want to see evidence of skills and an understanding of what it is like to work. The longer the placement, the greater the benefit. We must encourage more students to undertake work experience of at least four weeks to give the desired boost to their career prospects.
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APSCo promotes recruitment profession to pipeline future talent
23-July-2018 - onrec.com
The Association of Professional Staffing Companies (APSCo) is currently promoting recruitment as a great career destination for top talent in the 2018 Graduate Guide for the third summer in a row. Posted in News archive on 23 Jul 2018 Company Profile APSCo View profile » The promotion, which is distributed to over 350,000 university leavers nationally, is part of APSCos continuing campaign to address member demand for new talent. The feature outlines opportunities for graduates in the sector, presents APSCo as the leading trade body for professional recruitment and directs readers to the APSCo website to find a potential employer. Commenting on the move, CEO, Ann Swain said: Despite the latest trends reshaping how firms approach and source entry-level graduates, recruitment is still not widely seen as an aspirational career option in schools and universities. The moment when graduates are finishing education and keen to get a head start in the working world, is an ideal time for us to step in and offer a true insight into the profession. Hiring graduates is increasingly becoming a proven method for companies to find top-tier talent and create a strong pipeline for future leaders. Our aim is to give next generation talent the opportunity to see and experience the rewards recruitment can offer at an early stage. Every day, recruitment firms transform thousands of lives by finding professionals the right job and this is the message we are promoting through the Guide. Its an exciting time to be in a sector worth over £30 billion and growing rapidly each day. For motivated, high-calibre graduates seeking a career with perks such as commission, travel and the potential to become a business owner, recruitment can be a perfect fit.
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Tight labour market and waning interest from EU jobseekers is driving up non-EU net migration
23-July-2018 - onrec.com
Commenting on the latest migration statistics from the ONS, Gerwyn Davies, Senior Labour Market Analyst at the CIPD, the professional body for HR and people development, said: Posted in Economy on 23 Jul 2018 These figures highlight a continuing trend of increasing numbers of non-EU workers offsetting the fall in the supply of workers from the EU. It's a mystery how the number of non-EU workers is increasing when there are so many restrictions being placed on the visa limit for recruiting highly-skilled non-EU workers. "However, the sharp increase in the number of citizens from Asia suggests that employers are going to greater lengths to address rising recruitment difficulties by using loopholes such as ancestral visas and the intra-company transfer scheme. The need for more employers to undertake a thorough workforce planning exercise should move from amber to red before their range of options become even more limited. "The data also underlines the need for the Governments post-Brexit immigration policy for EU workers to align more closely with non-EU immigration policy. This would ensure simplicity and also enable employers to continue to access the skills and people they need if they cant find the workers they need in the UK. www.cipd.co.uk
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N.Y. Daily News hit with layoffs reducing editorial staff by half
23-July-2018 - usatoday.com
The New York Daily News has had its editorial staff cut in half by owner Tronc. The tabloid had about 85 editorial employees prior to the layoffs.
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Illness ends career of Sergio Marchionne, the CEO who liked to fix things
22-July-2018 - reuters.com
Sergio Marchionne bowed out on Saturday as one of the auto industry's most demanding and tenacious chief executives, his health in crisis after a career in which he rescued Fiat and Chrysler, two of its most storied brands.
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Boss of restaurant chain TGI Fridays gets 40pc pay rise despite strike actions by employees
22-July-2018 - dailymail.co.uk
Chief executive Karen Forrester is understood to have seen her remuneration package soar from £260,000 to £365,420.
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How to tell if your 401(k) plan is any good
22-July-2018 - usatoday.com
You can compare your plan to others with a few key metrics.
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I self-published my novels: Author Mark Dawson turned a three-hour commute into a new career
22-July-2018 - dailymail.co.uk
He started writing his assassin thriller series while on a 90-minute train journey, never expecting he would ever earn enough to give up his day job after his novel was rejected by publishers.
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Strategies for saving: How to pay off your mortgage early
22-July-2018 - usatoday.com
Many homeowners are looking for ways to pay their mortgage off early and save themselves thousands of dollars. There are several ways to go about this. And some reasons you may not want to speed up your mortgage payments.
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Quorn creating hundreds of jobs with £7m expansion at its Yorkshire base as sales boom
22-July-2018 - dailymail.co.uk
Quorn said the expansion was necessary thanks to the number of people switching to vegetarian and vegan diets.
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Asset allocation: 3 retirement planning tips for 2018 -- and beyond
21-July-2018 - usatoday.com
These are three of the most important parts of your retirement planning journey -- heres how to get them right.
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Getting the best rate for your holiday money can be tricky...follow our guide
21-July-2018 - dailymail.co.uk
Holidaymakers routinely overpay when buying currency - and there are many ways to get stung. Jess Hargreaves (pictured) learned the hard way how to get a better deal on currency.
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Facebook suspends firm over concerns it inappropriately shared user data with U.S. government
21-July-2018 - usatoday.com
Facebook has suspended a data analysis company over whether its contracts with the U.S. government violated the polices about how publicly available data about its users is collected and shared.
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How the Changing World Transforms Our Careers
20-July-2018 - onrec.com
As technology advances, were increasingly finding our jobs outsourced and augmented by AI. Posted in News archive on 20 Jul 2018 With no more jobs for life and more importance being placed on the individual solutions that we offer, we take a look at how the world has evolved to this point, and how were making this new way of working, work to our advantage says Steve McGerr, Head of Direct Commercial, Hiscox UK. In the past 25 years, the world of work has undergone cataclysmic change: battered by turbulent economies, momentous advances in technology, shifting governmental policies and globalisation. To no great surprise, it has emerged a different beast irrevocably transformed. But while many traditional jobs, companies and industries have fallen foul of the changing landscape new economies, businesses and workforces have appeared. The evolution of job titles, from Project Manager to Scrum Master, is proof of this mutating world. But more has changed than just the types of jobs we can expect to be offered. Our entire way of working has been reimagined. Gone is the need for desks, punching-in cards and long-term contracts. The modern worker must be flexible, on-demand and able to work remotely. So how, in this ever-changing sea of expectations, have business and individuals adapted to survive? Its an entrepreneurs world Once upon a time, the job title of Founder, Director and President was a rare and elite moniker, but since the financial crisis of 2008, weve seen a rapid increase in entrepreneurial activity[i]. Now 76%[ii] of people[iii] would consider starting their own business a good career move, with many aspiring to this higher status role. Its easy to understand how in a recession environment where job opportunities were hit hard people began to rely on their own entrepreneurial drive to make a living. And through lucky accident, it occurred at a time when starting a business was more accessible and achievable than ever. The growth of the online marketplace and the technological advancements of the 21 st century have made it cheaper and easier to set up a business, sell services and access new markets than ever before. Plus, with funding opportunities that allow you to appeal directly to investors (like peer-to-peer lending), and tax breaks for small business owners and investors, aspiring entrepreneurs have more avenues to raise funds. Were all one-in-a-million With so many online, mobile and on-demand services, a huge labour force is necessary to maintain them. Cue the gig worker, who as a Video Producer, Interpreter, or Takeaway Driver, for example makes their living off short-term positions. Comparisons could be drawn with the odd job market that older generations would recognise. A stark difference, however, exists in the demographic that is accepting this kind of position. Half of all crowd workers in the UK are under 35 years old[v], and 34% of gig workers are aged 16-30[iv]. It is the internet which has made this kind of employment possible, with many workers creating a fulltime patchwork of employment from the gigs they can find. Becoming your own boss After the financial crash, even the largest corporations were tightening their belts and adopting money saving measures. Permanent workforces were slashed to their bare bones, core competencies were kept in-house and extra work was outsourced to freelancers, contractors, service workers and sole traders. Now, one in seven of the employed population are classified as self-employed. Consultants particularly in the digital landscape have found this a lucrative environment. As technological progression outpaces the ability of business entities to modernise, the demand for external individuals providing niche expertise has grown considerably. And as the market has become more competitive, the struggle to stand out from the crowd has also intensified. Now many specialist freelancers determine their own job titles. Encountering an SEO Guru, Digital Overlord or Social Media Ninja is par for the course when hiring for tech positions. Just as their names are unique, their skill-sets often exhibit a remarkable, and necessary, diversity. Portfolio careers Nowadays, broad skillsets are increasingly valued as cookie cutter careers become a thing of the past. The average job stint is just 4.5 years [viii] and to achieve the progression and commensurate wage increase expected from many careers, workers must go through multiple job changes. With that in mind, its no surprise that the ability to learn and progress is ranked as millennials number one concern[ix] and many workers have developed what is known as a portfolio career in response to this environment. Positions are chosen according to how it will enrich their skillset, experiences and, ultimately, resume. Job decisions are made mindful of how the position will help them advance to the next role, and risk is spread across different career options. Being better than the robots Considering how often people now expect to change their job throughout their life, the likelihood of engaging in the same work you initially trained or studied for is low. And given the fast-paced nature of so many careers particularly technology many skillsets require re-training every 12-18 months. Technology is making our jobs redundant faster than ever before. Although AI may be taking over low-skill routine jobs, it is through the human touch that we continue to win-out. Emerging advice recommends that job-seekers work on developing their soft skills creativity, problem solving, networking and negotiation to consolidate their place in the workforce. However much AI capability enhances, it is these person-to-person abilities that will keep industries going. In the space of a single generation the landscape of the jobs we do has become almost unrecognisable. Career paths have been eradicated, revived and recreated at a stunning rate. But despite an unpredictable market, workers continue to react, adapt and thrive. Full article is here
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10 Benefits of a Recruitment Software
20-July-2018 - onrec.com
In todays world of business, recruitment has become hugely competitive. Recruitment agencies have to compete with other companies to find the best potential employees whilst businesses have to wade through huge numbers of applicants to find a suitable candidate. Posted in News archive on 20 Jul 2018 For any one job it is not uncommon to have 10+ applicants sifting through volumes of data such as this is time consuming and can make recruitment a nightmare. A superb solution to help with recruitment issues is online recruitment software. This article looks at how recruitment software could benefit your business: 1. Improves recruiters productivity By using traditional recruitment methods, you are often confined to the office and must have access to a computer or paperwork. Using online recruitment software can improve a recruiters productivity immensely. Recruitment software often includes cloud technology that allows users to connect using their mobile devices on the go recruiters can effectively work from anywhere! 2. Improves social reach Social reach is hugely important in recruitment today. Using recruitment software can allow you to connect to social media platforms such as Facebook and Twitter, and reach a wider array of potential candidates. Most recruitment software programs will include social media integration options that you can link to your social media profiles. Source - https://pixabay.com/en/laptop-office-hand-writing-3196481/ 3. Saves time performing tedious tasks There are many tedious tasks to perform when recruiting filling out paperwork and filling out forms etc. Recruitment software can effectively speed up the whole process and reduce the time taken to complete these monotonous, time-consuming tasks. 4. Improves communication times and efficiency When recruiting, it is important to have quick respond times and to communicate effectively with your own team, and with potential candidates. This type of software provides some fantastic tools for communication and can allow you to automate things such as response emails. By using recruitment software, you can greatly improve your channels of communication and keep candidates in the loop. 5. Allows for streamlined data collection from candidates etc You can often use recruitment software to receive applications from a wide range of sources such as job boards and your own website. Furthermore, you can use this software to gather useful candidate data that you can then analyze to improve your recruitment process. Moreover, you can gain other useful information such as candidate response, how many people viewed your adverts and how many applied for the role in total etc. The best recruitment software for agencies really does streamline your data flow and present you with a heap of useful information. 6. Provides automation to the recruiting process This is another main benefit online recruitment software can remove the manual aspect of recruiting. A wide range of different tasks can be automated and even schedule for certain times or dates. This automation gives you an extra degree of control and allows you to turn your attentions to other aspects such as holding in-depth interviews and reviewing the short list of candidates you have. 7. Allows recruiters to find better candidates This is obviously one of the main benefits of using recruitment software. You can basically find better-suited candidates and not have to waste time with non-starters. HR software provides an advanced set of tools that you can use to tailor your recruitment searches and find exactly the type of candidate you require with minimal effort. Source - https://pixabay.com/en/keyboard-button-key-entering-input-417090/ 8. Helps improve a businesss sourcing strategies A common problem with recruitment is often the sourcing strategies used maybe you are recruiting the wrong type of person, or looking in the wrong place for example. By using HR software you can analyze your sourcing strategies and look at where you are possibly falling short. You can then use the same software to tailor your sourcing and improve it going forward. 9. Helps create unique and engaging recruitment posts Creating interesting and eye-catching recruiting posts is an important aspect of recruitment. If you are not a fantastic writer, you could always look at using writing service Eduzaurus Official Website services such as this could perform writing tasks on your behalf. Alternatively, recruitment software can help you create fantastic recruitment posts that appeal specifically to the type of candidate you are looking for. 10. Available 24/7 and out of work hours Traditional recruitment processes are only available during working hours (unless you want to take a huge pile of paperwork home with you!). You can access recruitment software any time of the day which can greatly improve your productivity and allow you to respond to queries and applicants in lightning fast times. As you can see, as a business or recruitment agency, you stand to gain a lot from using HR hiring software. By using the best recruitment software for agencies you can streamline your recruitment process and improve your efficiency ten-fold.
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LinkedIn reveals it takes four people to build a career
20-July-2018 - onrec.com
The saying goes it takes a village to raise a child and, as it turns out, it takes a community to build a career. Posted in News archive on 20 Jul 2018 Rivals, cheerleaders and work besties all have a positive influence on work life School teacher has biggest impact on career choice Career Coach Alice Stapleton explains how to make the most of your own community The saying goes it takes a village to raise a child and, as it turns out, it takes a community to build a career. Most Brits think that a career peaks at the age of 40 [1] , and new research from LinkedIn, the worlds largest professional network, has revealed that there are four key people who will help to get you there. The data also revealed there are four different types of colleagues in the workplace who will have a positive impact on your career: the cheerleader (35%), the best friend (28%), the rival [2] (29%), and the work husband / wife (13%). Surprisingly, 14% of British workers would actually rather have a rival than a cheerleader. Over a third (37%) said their rival has had a positive impact on their career, while only 20% said theyd had a negative impact. Being motivated to succeed (67%) and work harder (49%) were the most popular reasons for having a work rival, and the younger generations are particularly tuned in to the benefits of healthy competition in the workplace nearly half (47%) of 16-24-year-olds and over a third (39%) of 25-34-year-olds admitted to having a work rival. However, the younger generations are also much more sociable with colleagues. A third (33%) of millennials [3] have a work bestie that they see outside of work, higher than the 28% average. These colleague-friends make them feel more confident at work (78%), and nearly half (43%) would even consider handing in their notice if their work bestie left their company. We can also see the rise of the work wife / husband. Millennials are most likely (17%) to have a work husband or wife, saying their presence makes them feel more confident at work (75%). A huge 62% of millennials even admitted to preferring their work spouse to their partner at home. When it comes to career choices and progression, UK workers network expands beyond these key players. The majority said that a school teacher (12%) had the biggest impact on their choice of career, while they attribute their progression to a manager in a current or previous role (21%). Darain Faraz, Careers Expert at LinkedIn, said as you go through your career whatever stage youre at having a strong network is really crucial to helping you achieve your own version of success. Whether its the inspirational teacher from school or the boss that gave you a break in your first job, its so important to stay in touch with all those connections. While the research shows there are four key people who will have an impact on your career, weve found that LinkedIn members who reach 30 connections start to see the benefits of a network. The people around you can help you create your own successful career whatever that means to you. Career Coach Alice Stapleton commented Its fascinating to see British workers reactions to having a rival - I think there are so many positive benefits to a bit of healthy competition. Having a rival can push you to deliver your best work and say yes to opportunities that are outside your comfort zone. As long as its seen as a positive force, I think its brilliant that 14% of UK workers would rather have a rival than a cheerleader. Although, having a balance is really important - Cheerleaders can be a great support, and are fantastic for building confidence and self-belief. Broadening your network can help you to identify these key players, build a strong community, and ultimately have a more successful career. Alice has also shared her top tips for making the most of your network: 1. Stay in touch with those you admire and respect - colleagues, ex-colleagues, managers, friends, even those you only meet once but who leave an impression. Connect with them on LinkedIn, using a personalised invite, and regularly post relevant and useful material for them to read and engage with. This helps to remind them of your expertise and existence, should an interesting opportunity arise. 2. Meet up with your key influencers on a regular basis. Invite them for a coffee or lunch. Share your aspirations and specific career goals in case they can help with introductions or references. Listen to their career journey and advice, as well as asking them for feedback on your plans and approach. Identify one person who truly inspires you and ask them to be your mentor/cheerleader. 3. Scan your network and make sure it contains varying types of people and professions. LinkedIns research revealed you need a cheerleader, best friend, work wife/husband, and a rival in order to build a successful career. Identify who these people are in your network. If one is missing, try and identity who could fulfil that role. Work on building that relationship, bearing in mind the impact you want them to have on you and your career. 4. Use LinkedIn to identify important connections in your network. Ask for relevant introductions that align with your career goals and aspirations. Networks are stronger when theres a personal connection, so aim to grow your network organically. Quality is better than quantity when it comes to building your network. 5. Ask your peers for feedback on what they see as your strengths, and where you need to develop. We often have blind spots when it comes to self-perception, so use your network to fill in the gaps, and adapt accordingly. 6. Attend events on topics that interest you. Theres no point attending just any old networking event if it doesnt inspire you, as the people attending wont either. Follow up with a LinkedIn invitation to connect, explaining where you met, and why youd like to stay in touch. Having a purpose to your connections can help you build a more effective network. 7. Suss out who your rivals are. Work out who in your team or network represents your competition. What has their career journey been like up to? What do you need to do in order to step up to their level? Having a healthy sense of rivalry can encourage you to put yourself forward for new opportunities that allow your unique skills and strengths to shine. Use your initiative to find ways of highlighting your readiness for promotion over your rival. Assess where the gaps are in their performance and be sure to show how you yourself are stronger in those areas. [1] Based on 1,000 UK adults surveyed by Usurve [2] A colleague or co-worker who is also climbing the career ladder and you frequently come up against for promotions and opportunities [3] Aged 25-34
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A New Look at Caregiving
20-July-2018 - workforce.com
Organizations must have cultures of trust and compassion, so employees can be transparent about the burdens they manage outside of work and so their work can flex around those needs. The post A New Look at Caregiving appeared first on Workforce Magazine .
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Lufthansa, Laudamotion court proceedings to start in November
20-July-2018 - reuters.com
A court in Britain will start proceedings on Nov. 19 in a case between Lufthansa and Laudamotion over leasing contracts, Lufthansa said on Friday.
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What to do with a life-changing sum of money? This is Money podcast
20-July-2018 - dailymail.co.uk
A life-changing sum of money is a nice problem to have but that doesnt mean its not tricky. On this week's podcast we discuss how to enjoy some and invest the rest.
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Cancer and your finances: How to get affordable travel insurance with a pre-existing illness
20-July-2018 - dailymail.co.uk
Mention the 'C' word and insurers see pound signs - either that or they slam the proverbial door in your face. At least that's how it can feel. Here's our guide to getting cover with a pre-existing illness.
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New Zealand firm tries 4-day work week, finds resounding success
20-July-2018 - usatoday.com
Perpetual Guardian finds that a 4-day work week improved work-life balance for employees with little to no impact on overall productivity
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Brooks Insurance Appoints Sammons to Lead Florida/Southeast Market Expansion
20-July-2018 - insurancejournal.com
Brooks Insurance Agency, a multi-line wholesaler and broker, has hired Robert Sammons as vice president and broker. In his new role, Sammons will be responsible for wholesale brokering and servicing small- and medium- sized retail agencies and brokers with a
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Cybersecurity Tops D&O Liability Risks
20-July-2018 - insurancejournal.com
Cybersecurity is the top directors and officers (D O) liability concern for organizations today, while claims brought by employees, including claims for harassment or discrimination, and regulatory enforcement risks are also critical D O exposures. According to Willis Towers Watsons 2018 Management
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12 Sickened By Carbon Monoxide at Maryland Work Site
20-July-2018 - insurancejournal.com
Officials in Maryland say 12 construction workers were taken to a hospital after they were sickened by carbon monoxide at a work site. Anne Arundel County Fire Department officials say firefighters were called to the Navy Federal Credit Union in
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Study Examines California Workers Comp Prescription Drug Outcomes Under New Formulary
20-July-2018 - insurancejournal.com
A new analysis offers a preliminary look at Utilization Review and Independent Medical Review outcomes involving pharmaceutical requests for California injured workers since the state implemented a workers compensation formulary in January. The analysis from the California Workers Compensation Institute
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The £1.5billion High Street pension time bomb: Retailers struggling to fund retirement plan
20-July-2018 - dailymail.co.uk
As beleaguered retailers shut stores and slash tens of thousands of jobs, our analysis shows how they are also struggling to fund the retirement plans of their staff.
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SHARE PUNT OF THE WEEK: Myanmar Strategic Holdings develops and manages businesses in Myanmar
20-July-2018 - dailymail.co.uk
Yesterday MSH announced it would partner with the MCTA:RVi Academy Mandalay, an international school in Myanmar, to provide English language training on the firms campus.
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Pizza giant Papa Johns suffers from a toxic work environment, Forbes magazine says
20-July-2018 - usatoday.com
Investigation at the business publication finds inappropriate conduct at Papa Johns pizza chain: John Schnatters alleged behavior ranges from spying on his workers to sexually inappropriate conduct.
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LinkedIn survey says Americans dont know how to vacation
20-July-2018 - usatoday.com
According to a recent LinkedIn survey, even when American workers take a vacation, they dont really unplug from their workplace.
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BlackRock replaces Americas corporate governance leader
19-July-2018 - reuters.com
Top asset manager BlackRock Inc has hired Ray Cameron as head of the Americas within its investment stewardship arm, according to a memo seen by Reuters on Thursday, turning to an outsider to fill the role left vacant since last year.
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All Britain´s Poundworld stores to close: administrator
19-July-2018 - reuters.com
All British discount retailer Poundworld's stores will close by the middle of next month with the loss of thousands of jobs, the company's administrator Deloitte announced on Thursday.
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Aviation industry urged to hire more women as staff shortages loom
19-July-2018 - reuters.com
Executives from top aerospace and aviation companies called on Thursday for stepped-up efforts to attract more women, saying this could help solve looming shortages of pilots, mechanics and top managers in the traditionally male-dominated sector.
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SmartRecruiters Takes Hiring Success Global with First European Event
19-July-2018 - onrec.com
This September, the Talent Acquisition community will gather in the heart of Europe for two days of innovation, inclusion, and hiring success. Posted in News archive on 19 Jul 2018 Company Profile SmartRecruiters View profile » SmartRecruiters, the Hiring Success Company, takes the industry leading Hiring Success conference global with the first annual European instalment, September 19-20th in Berlin, Germany. Bringing together 250 executives, talent acquisition leaders, analysts, investors, and the hottest recruiting startups, these are two curated days of matchless networking, centered around thought-provoking seminars, product demos, and interactive sessions to define the future of an industry. This is a new era for recruiting, says SmartRecruiters CEO and founder Jerome Ternynck. Businesses recognize that their Talent Acquisition function is the competitive edge they need to succeed. Hiring Success is here to bring practitioners out of their silos and connect them with the latest in technology, best practice, and strategy. Drawing on the industrious spirit of Berlin and hosted on the scenic banks of the river Spree a venue once separated into east and west by the Berlin Wall Hiring Success 18 Europe will welcome changemakers like Deutsche Banks Josephine Ackermann, Coca-Colas Sanam Moayedi-Stummer, CERNs James Purvis, consultant/author Robindro Ullah, and many more , as we explore the rapidly evolving world that is TA. Attendees can look forward to three tracks taking on the most topical issues of recruiting, including innovation, inclusion, and hiring success. Watch a live chatbot showdown in the Battle of the Bots, where the audience asks these virtual helpers on-the-spot questions to test their functionality; join the movement for gender parity by recognizing and mobilizing talent without bias; and learn how to inspire a remote workforce and leverage flexible employment options to increase diversity and productivity. Step into the future of TA technology with our Recruiting Startup of the Year Competition, where the newest and most daring startups in HR pitch it out on our main stage. The winner will receive 9,000 in sponsorship and an article about them written by a leading TA influencer. The contest begins July 1st, when these fledgling startups leverage the strength of their social network to be voted into the final six, who will then have to convince the expert panel at Hiring Success 18 they have what it takes. I had a fantastic time at HS18, says Laura Smith, Director of Global Human Resources at Visa. It was great to meet individuals from across the industry with inspiring ideas and fresh perspectives. Close out two days of learning and collaboration with a legendary Smarty Party. Mingle with the speakers, sponsors, and fellow attendees at the S?älchen, where guests can unwind in the Weimar glamour of the legendary nightclub. As a member of our OnRec network we would like to offer you a 30% discount, you can complete your Hiring Success Europe registration with the following promo code: HSEU-ONREC. About SmartRecruiters As a global leader in recruitment software, SmartRecruiters cloud-based Talent Acquisition Suite allows hiring teams to attract, select, and hire the best talent. More than 4,000 companies worldwide rely on SmartRecruiters to drive hiring success, including flagship brands like Visa, IKEA, and Skechers. SmartRecruiters connects people with jobs at scale, and organizations trust SmartRecruiters to foster more meaningful connections between employers and jobseekers. For more information, follow us at @SmartRecruiters, on LinkedIn or on www.smartrecruiters.com .
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Erecruit continues transformation with new key global appointment
19-July-2018 - onrec.com
Staffing Software Leader Announces Strategic New Hire Dedicated to Enhance Customer Satisfaction Posted in Appointments on 19 Jul 2018 Erecruit, the leading global technology provider and visionary for the staffing and recruiting industry, today announces the appointment of a key strategic hire, Mark Hodgkinson as Director of Services and Support, Adapt. Hodgkinson brings with him over 20 years recruitment sector experience of software development and managing professional services consultancy teams to support client relationships. Following a long tenure with Bond International Software from 1994 to 2015, he departed as a member of the senior management team to join Nasstar as Professional Services Director. There he spent 3 years acquiring a wealth of knowledge of the current CRM providers and their clients challenges, whilst tripling his teams revenue, mainly as a result of referred business. As a seasoned software development, technical and board level professional, his mission will be to impact all areas of services and support and the quality of implementations delivered to clients of Adapt across the globe. About his return to the company, now integrated within and known as Erecruit, Mark says Im truly excited to join at this pivotal moment in the companys history. My time working in a consultancy capacity across the staffing industry and its partner ecosystem has given me a pretty unique insight into what clients want and expect from their chosen software provider. As a passionate advocate of strong relationships and partnerships, he will be heavily focused on the delivery of quality service and support to the client-base by understanding their expectations and long-term growth plans. Dominic Gallello, President and CEO of Erecruit, comments: This key hire complements our existing senior team and will accelerate our global expansion plans by ensuring our innovative software is supported by exemplary customer service. Investing in the best talent is critical to help us realise our strategic ambitions, and in helping our customers realise theirs. www.erecruit.com
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UK labour market tightens but wage growth remains sluggish; no turning point in sight
19-July-2018 - onrec.com
Director of the Institute for Employment Studies (IES), Nigel Meager, comments on the July release of ONS labour market statistics: Posted in News archive on 19 Jul 2018 The latest ONS labour market statistics (covering March to May 2018) suggest that the long-expected turning point is not yet in sight. Instead, the inexorable tightening of the UK labour market continues, with records toppling left, right and centre. We have the highest employment rate (nearly 76%) since records began in 1971, and the lowest unemployment rate (4.2%) since 1975, while the other key indicator of a tightening labour market, unfilled vacancies, also stands at a record high level of 824,000. With still more people in work, less unemployment and employers struggling to fill vacancies, wed normally expect rapid wage growth, but there is nothing of the sort; rather wages are just keeping up with inflation and real wages are still well below pre-crisis levels. Weaker trade unions, erosion of collective bargaining, along with Brexit-related uncertainties are probably part of the reason for the lid remaining on wages. While the lack of wage growth is not good news for hard-pressed workers, possible better news can be found in the detail of the ONS figures. In particular, it seems likely that some of the labour market pressure that would normally be released through wage growth is instead being absorbed through a decline in under-employment and labour market slack. For example, there has been a recent and rapid decline in the number (and proportion) of involuntary part-time workers (ie those who are working part-time, simply because they cant find a full-time job). Once this slack has been driven out of the system, and if the overall momentum in the jobs market has not yet been hit by weak economic growth and the inevitable economic impact of (hard or soft) Brexit which most reputable economists anticipate, wages must surely respond.
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Mind the Gap
19-July-2018 - onrec.com
New research from executive search and interim management agency, Norrie Johnston Recruitment (NJR), throws further light on the gender pay gap debate. Posted in News archive on 19 Jul 2018 Graham Oates, the companys CEO, talks us through the figures and what they mean for female executives and their employers. When gender pay gap statistics were made public for the first time it was revealed that almost eight in 10 companies and public-sector bodies pay men more than women. Some said the figures were a crude measure and others highlighted reasons for their particular disparity. Ryanair argued that the immense pay gap in its business is because it employs 546 male pilots and only eight female pilots. However, whatever the reasons, the figures undeniably highlight that not enough women are occupying senior roles. As CBI director General, Carolyn Fairbairn said, knowing the average pay difference between men and women will help companies develop more inclusive workplaces and support the rise of more women into senior roles. But is the challenge simply to help more women reach the top of the career ladder? Is everything fine for the women who have got there? Our research suggests not. We analysed the CVs of over 6,000 high-level candidates. men and women looking for senior if not board-level roles. We looked at their average salary expectations across 13 different roles. Comparing senior-level men and women in like for like roles we found that overall the women expected to be paid less than men. For instance, the average salary expected by male non-exec directors (NEDs) was £106,935 whereas women going for the same NED roles expected £83,125. Thats a 25% difference. When it came to customer service heads the difference was still 22%. For FDs it was 14.5%, and for chief operations officers and sales/business development director roles the differences were 13% and 12% respectively. Things were less marked for MDs/CEOs 2.5%, senior change managers 7.5%, facilities managers 3% and marketing directors 3%, but there was a gap all the same, and every time it was in favour of men. There were a few roles where there was almost parity, namely HR, supply chain management and IT programme management. Furthermore, with Chief Technology Officer (CTO) roles the difference was tipped in favour of women, with an 8% differential, but these were the rare exceptions to the rule. Similarly, when we looked at the day rates of senior interim managers there was still generally a gap between what the male and female candidates expected to be paid. It wasnt as significant, but for eight of the 13 senior interim roles we studied it was clearly there. For instance, there was a 15% difference between the day rates of male and female interim non-exec directors in favour of men, and double-digit differences for interim senior change manager and customer service roles. Again, IT appeared to be the one area where the tables turned, with female interim CTOs and IT project/programme managers expecting a significantly higher day rate than their male counterparts. Now lets be clear here. Were not saying that companies coming to us with senior roles to fill expect to pay women less than men. The differences weve recorded are the salary expectations set by the candidates themselves. However, its fair to assume that these candidates are basing their salary expectations on their most recent roles. If thats the case, then what appears to be happening is that women somehow find themselves on a career trajectory which culminates in them being on a pay scale which is out of kilter by the time they reach a senior level. To head off this problem, some have suggested women act earlier on in their careers. For instance, Dr Sue Black, the technology evangelist and digital skills expert who in 2016 was awarded an OBE for services to technology, thinks that to avoid finding themselves in this position later in their careers, young women need to aim high from day one. She suggests that for some jobs typically experienced-hire positions a woman will be asked about her salary expectations. In such situations women should f ind out what a typical salary would be for the job in question, then ask for 10% more. She says: This is particularly important when youre starting your career the difference of a few thousand pounds when youre 21 can turn into a £20k, £30k or £40k difference later in your career. Many successful women also recommend using mentors, ideally someone who has already made it. They argue that being able to draw on their 20:20 hindsight can only help with confidence, early career decision-making, work-life balance issues, pay negotiations and so forth. While these are good pieces of advice, we also play our part. As an interface between organisations and the talent they employ, we work hard to ensure that all our candidates are fairly evaluated for all roles and are properly remunerated based on the value that they can bring, irrespective of gender. Its something weve always done and will continue to do. NJRs analysis of salary data is contained in its report Women, Pay & Progress closing the gender pay gap which is free to download here To find out more visit: www.NorrieJohnstonRecruitment.com
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Gold-medal winning Paralympian launches start-up to tackle disability stereotypes
19-July-2018 - onrec.com
Posted in News archive A gold-medal winning Paralympian is launching a new business venture set to challenge assumptions about the careers those living with disabilities can build and the role they can play in the jobs market. on 19 Jul 2018 The business, a recruitment consultancy called The Ability People (TAP) , will be headed up by former Paralympic swimming champion Liz Johnson and staffed exclusively by people living with disabilities. The start-up will be operating on a for-profit basis, not as a charity, and is aiming to secure major recruitment deals with some of the countrys largest and most sought after employers whilst simultaneously creating opportunities for its consultants to build thriving careers. Liz Johnson, who took gold for ParalympicsGB in Beijing in 2008, silver in Athens in 2004, and bronze in London 2012, comments: The disability employment gap in this country stands at over 30% and has for over a decade. Its an outrageous figure. Many people living with disabilities would love to secure full-time work, but employees consciously and unconsciously discriminate against them when it comes to hiring decisions. There is a huge amount of misinformation out there, including a belief that someone with a disability just couldnt do a good job. With TAP, we want to focus on what people can do and prove that a disability-led business can not only be a viable venture but also outperform traditional firms. Were not a charity; were an ambitious new business that will be striving to compete with traditional incumbents, staffed by a team of bright, talented people who happen to be living with a disability. Were not looking for the sympathy vote from clients, just a chance to prove what we can do and what our model can achieve. In turn, I hope that the personal experiences of the team will help inform an empathetic, open-minded approach to recruitment, which in turn will see even more diverse candidates securing positions with top UK companies. TAP will be recruiting both able-bodied and disabled candidates for roles in the technology, engineering, software and HR sectors, as well as providing support for graduates and school leavers. The team are already off to a winning start, having already secured a contract with Guidant Group, which will see the team placing candidates for major brands including Diageo, John Lewis and British Airways. Ben Weston, Head of Business Services, Guidant Group As a Disability Confident Leader and provider of outsourced recruitment services to many of the UKs leading employers, it is vital and expected that we will provide our clients with high quality talent that accurately represents the society we live in. We are therefore delighted to welcome The Ability People onto our strategic partner programme. Their unique combination of specialist recruitment agency expertise, delivered by passionate individuals with first-hand experience of living with a disability is a powerful differentiator. We believe our partnership with TAP will have a direct and positive impact on our ability to place the best candidates into our clients jobs. Not only that, we are excited to be part of their drive to transform negative perceptions of talent, focusing on every individuals ABILITY rather than disability. Working together, we believe we can make a real difference in breaking down the barriers faced by disabled people, while introducing a new way of identifying talent for our clients. We cant wait to get started. The TAP team encompasses consultants living with a wide range of impairments, including former Paralympic swimmer David Hill and disability youth advocate Adil Ghani. The business hopes to challenge stereotypes about the role those living with disabilities can play in the job market, as well as providing an exciting career path for each member of the team. Liz adds: I had a wonderful career as an athlete but I recognise only too well that becoming a Paralympian is one of the only career paths associated with disabled people. Its vital that we change that, for both employers and people living with disabilities. The UK workforce will continue to miss out on some incredible talent if we dont.
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Hiring Employees from the EU Post Brexit
19-July-2018 - onrec.com
As Theresa May and the UK government flounder over Brexit, thousands of businesses remain uncertain about what the future holds. Posted in News archive on 19 Jul 2018 How imports and exports will be affected, for example, is one concern. Perhaps the biggest concern of all, however, relates to recruitment and the process of finding and employing talent from abroad. With this in mind, here we examine hiring employees from the EU post Brexit. The New Brexit Secretary In the wake of David Davis resignation, the Prime Minister has appointed Dominic Raab as the new Brexit secretary. Given Raabs record, this move is unlikely to inspire confidence in UK business owners who are worried about being able to hire employees from the EU post Brexit. It has been highlighted that Dominic Raab wrote a paper, in 2011, that called for opt-outs on regulations set out by the EU on workers rights. These included their rights to time off and limits on how many hours they may be made to work. It is feared that with this type of track record, Raab and the Conservative government may seek to use Brexit to help remove protections that currently are enforced by EU laws. It stands to reason that if this were to transpire it would make the process of recruiting workers from the EU all the more problematic. Shadow Brexit minister Paul Bloomfield commented: The new Brexit secretary has long harboured ambitions to slash vital workplace protections and rights, and the prime minister has now put him in a position to do so. This latest blow for workers comes a few days after the cabinet failed to rule out a race to the bottom with the EU on crucial employment protection. Its become abundantly clear once again that this chaotic Tory government cannot be trusted with peoples rights after Brexit. What May Hiring from the EU Look Like Post Brexit? In the first instance EU migrants may be limited from entering the UK, post Brexit, unless a qualified job offer has been made. The administrative costs may increase dramatically, making the overall price of employing EU workers unsurmountable for some companies. And it may be much more difficult for workers to bring their families with them if they take up job roles in the UK. What Employers Who Want to Hire from the EU Can Do Currently, the checklist of things to do when hiring workers from abroad includes items such as: Checking their rights to work in the UK Issues concerning the payment of National Insurance Tax exemptions for those who are on secondments Arrangements for PAYE The problem with trying to amend the checklist, so that it tallies with a post Brexit landscape, is that nobody knowns how that landscape will look. So then, what can employers do to prepare? Looking at what the requirement may be for recruiting from overseas is, perhaps, the first step on this precarious journey. For instance, knowing that you are likely to need around 10 workers from the EU puts you in a position where you can start to budget for that. In addition, companies should seek to get the latest legal updates from immigration lawyers or other professional experts. This will give them the ability to adapt their recruitment policies and procedures accordingly. Supporting human resource departments and others who are responsible for employing staff will be paramount as details emerge regarding how the laws and regulations will change post Brexit. Ultimately this is a waiting game and those businesses who are best informed and prepared for the changes are those who will be able to navigate them with the most ease.
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The Brexit Whitepaper What it Means for Recruiters
19-July-2018 - onrec.com
With the UKs Brexit date looming large, the government has finally released a white paper outlining its position. Many will argue that this is long overdue, but Theresa May and her cabinet have belatedly revealed their vision for life outside of the EU. Posted in News archive on 19 Jul 2018 Of course, there were a number of debatable assertions throughout the paper, while the key question that remains is whether the UK and the EU can locate some common ground during negotiations. The whitepaper is also being interpreted differently across multiple sectors, and the financial services market is no exception to this rule. But how will the governments plans impact om this market, particularly in areas such as recruitment? Lets consider the key takeaways and find out: Free Trade and a New Customs Arrangement One of the biggest areas of concern surrounding Brexit is the issue of free trade, with this central to the projected growth of the UK economy in the near term. To safeguard this, the government has proposed the phased introduction of a Facilitated Customs Arrangement, which would negate the need for customs checks and stringent controls between the UK and EU. Essentially, it would create a combined customs territory, and one that empowers Britain to control tariffs while also striking trade deals with other nations. However, this would only keep Britain in a de-facto single market for goods as opposed to services, so the risk the financial sector and Londons status as the worlds fintech capital would remain. Even if services were covered by the new customs arrangement, there remain serious concerns that the EU would agree with such a measure. After all, the bloc is opposed to offering free trade agreements in instances where potential partners do not accept the other four pillars of freedom (including movement). Given our governments stance on EU migration (which is also crucial to the future of the fintech market), we cannot see them compromising on this even to secure a favourable customs arrangement. Fudging the Issue of EJC Jurisdiction Sovereignty is another issue that has underpinned the Brexit vote, with the government an hardcore followers pushing for an end to the jurisdiction of the European Court of Justice (ECJ). In this respect, the whitepaper appears to be something of a cop-out, as while Theresa May has spoken bullishly about the UK leaving the jurisdiction of the ECJ, she has softened this stance in writing. More specifically, she has proposed the formation of a joint committee of UK and EU representatives to oversee regulatory disputes, before subsequently referring issues back to the ECJ in instances where a solution is not agreed. This not only raises the question of the ECJ is still sovereign, but it also has considerable implications for financial service providers and recruiters within the space. Firstly, established wealth management firms such as WH Ireland will be faced with a convoluted chain of command when their markets are regulated. This could make it hard for the financial markets to receive the guidance and protection that they need, which could in turn put everyday consumers at risk. From a recruitment perspective , the uncertainty surrounding future labour market conditions and regulations could also continue, although some solace may be provided by the overriding authority of the ECJ. The Bottom Line While the publication of a whitepaper represents a significant sign of progress for the government, its fair to say that it will not provide the clarity and reassurance that many had hoped for. In fact, the fudging of some key issues will have come as a disappointment to some, although this should perhaps not be a surprise given the fractured nature of the government. The future certainly remains unclear for financial service recruiters, as well as Londons status as the fintech capital of the world. So, the government now needs to work on putting some flesh on the bones of their proposals, and perhaps adopt a bolder and more concise approach to the ongoing negotiations.
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Employees With Intermittent Explosive Disorder Your Workplace IED
19-July-2018 - workforce.com
Most every workplace has had THAT employee. The hothead. Someone who loses their cool at the drop of a hat. Yells, screams and is prone to fits of rage. It should go without saying that no one should be required to be subjected to this degree of misconduct. For this reason, you may (should?) decide to separate Hotheads employment. What... The post Employees With Intermittent Explosive Disorder Your Workplace IED appeared first on Workforce Magazine .
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Its Always the Right Time to Revisit Your Handbooks
19-July-2018 - workforce.com
When is the last time you reviewed, or, even better, re-wrote your employee handbook? Last year? Five years ago? Ten years ago? Whats an employee handbook? Now is as good a time as any to dust off yours, and give it a good review and polishing. The National Labor Relations Board recently published guidance on the standards it will follow... The post Its Always the Right Time to Revisit Your Handbooks appeared first on Workforce Magazine .
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All of Poundworld´s 355 stores to close within a month
19-July-2018 - dailymail.co.uk
The firm had around 5,100 employees when it fell into administration in June majority owner TPG Capital, the private equity group, failed to find a buyer in May.
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Indianas Butler University to Launch Online Masters in Risk, Insurance
19-July-2018 - insurancejournal.com
The Lacy School of Business at Indianas Butler University plans to launch an online Master of Science in Risk and Insurance (MSRI) program beginning in January 2019. The school says the program is among the first of its kind in
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North Dakota Looking at New RV Safety Standards After Deadly Tornado
19-July-2018 - insurancejournal.com
A deadly tornado that recently struck a western North Dakota city has prompted state and local officials to call for increased safety standards for RV parks that often house oilfield workers and families. McKenzie County leaders expect to meet with
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People are ghosting dates and now employers
19-July-2018 - usatoday.com
Many businesses report 20% to 50% of job applicants and workers are no-shows. Whats spurring this bizarre trend?
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Iowas Holmes Murphy Welcomes 14 New Employee Shareholders
19-July-2018 - insurancejournal.com
Iowa-based insurance services firm, Holmes Murphy, recently added 14 new employee shareholders. Holmes Murphy shareholders help lead the company in its mission to promote health, protect wealth, and deliver peace of mind. Team members joining the existing group of shareholders
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Automakers oppose Trump car tariffs as job killer, but UAW union voices support
19-July-2018 - usatoday.com
President Trump has proposed widespread tariffs on imported autos and auto parts and the Commerce Department is taking public comment at a hearing in Washington. Automakers spoke out against the tariffs. But the United Auto Workers voiced support.
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Workers are ghosting interviews, blowing off work in a strong job market
19-July-2018 - usatoday.com
Its a good job market, so workers are ghosting job interviews, skipping the first day of work and leaving positions with no notice.
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Immigration nonprofit rejects Salesforce money as tech faces ethics backlash over borders
19-July-2018 - usatoday.com
A Texas nonprofit that helps immigrants has turned down a $250,000 donation from Salesforce, saying it wont be part of what it calls an attempt by the company to buy its way out of an ethical quandary over its contracts with Customs and Border Protection.
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Gaucho steakhouse is latest restaurant chain to go bust with £50m debts
19-July-2018 - dailymail.co.uk
Argentine steakhouse chain Gaucho has become the latest restaurant group to go bust, putting 1,500 jobs in doubt.
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For job satisfaction, culture fit matters
18-July-2018 - sciencemag.org
Job seekers need to consider company culture, our columnist writes
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U.S. tariffs could raise auto prices by $83 billion: trade group
18-July-2018 - reuters.com
A group representing major automakers will tell the U.S. Commerce Department on Thursday that imposing tariffs of 25 percent on imported cars and parts would raise the price of U.S. vehicles by $83 billion annually and cost hundreds of thousands of jobs.
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Court Says Full-time Work Is Not an Essential Function of Every Full-time Job
18-July-2018 - workforce.com
Is an employer required to permit a disabled full-time employee to work a reduced work schedule as a reasonable accommodation? In Hostettler v. The College of Wooster , the 6th Circuit concluded that it depends on the specific position, and that an employer risks violating the ADA by declaring full-time work as an essential function of a position without analyzing the actual... The post Court Says Full-time Work Is Not an Essential Function of Every Full-time Job appeared first on Workforce Magazine .
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Families being lured into buying homes that may be impossible to sell
18-July-2018 - dailymail.co.uk
Homebuyers are being locked into controversial leasehold contracts on newly built properties with this type of sale soon set to be banned.
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How to invest in internet giants with a little caution
18-July-2018 - dailymail.co.uk
Has your investment portfolio got teeth? Five firms have been delivering terrific returns to investors - Facebook, Amazon, Apple, Netflix and Google.
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How to claim your power of attorney refund now, at the click of a button
18-July-2018 - dailymail.co.uk
Just one person in eight eligible for a power of attorney refund has claimed their money back. Power of attorney lets someone make financial decisions on your behalf.
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Navy vet tells how he was duped into selling bogus tractors on eBay
18-July-2018 - dailymail.co.uk
Neil Burns thought hed struck gold when he was offered a job selling farm vehicles on eBay. The 51-year-old s income had fallen significantly since his engineering contract ended.
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Worker Killed at North Carolina Campbells Soup Plant
18-July-2018 - insurancejournal.com
Oan has died and another was hurt when a trash container fell off a forklift at a soup plant in North Carolina. The Robeson County Sheriffs Office told news outlets that 59-year-old Alex Radford of Laurinburg died late Sunday morning
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Uber Said to be Facing Probe into Alleged Gender Discrimination
18-July-2018 - insurancejournal.com
Uber is facing a U.S. government investigation into allegations that the ride-hailing service set up a pay structure that discriminated against its female workers. The U.S. Equal Employment Opportunity Commission opened the probe in August 2017, according to a person
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Fired Worker in Massachusetts Argues Pot Use Didnt Violate Company Policy
18-July-2018 - insurancejournal.com
A Massachusetts woman who was fired by a food services company for her recreational marijuana use says she was wrongfully terminated. The Eagle-Tribune reports that 55-year-old Bernadette Coughlin was fired last month from her job as a supervisor with Sodexo
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First Driverless Shuttle Demonstration Held in NYC by COAST Autonomous
18-July-2018 - insurancejournal.com
New York Citys first driverless shuttle has arrived. In Times Square, a self-driving P-1 shuttle from COAST Autonomous was demonstrated Tuesday along an approximately 150-yard course. Its historic, said Pierre Lefevre, inventor of the first low speed autonomous shuttle and
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U.S. Labor Judge Nixes McDonalds Deal to Avoid Joint Employer Tag
18-July-2018 - insurancejournal.com
A judge with a U.S. labor agency on Tuesday rejected McDonalds Corp.s proposed settlement of a major case on whether the fast-food company is accountable for alleged labor law violations by franchisees across the country. The settlement proposed in March
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Helping more people in the UK find their next job - Google for Jobs
17-July-2018 - onrec.com
Posted in Launch Joy Xi, Product Manager, Search on 17 Jul 2018 Like anyone who has searched for a job at some point in their lives, I know from experience how hard it can be to find the right role. You can spend days scouring job postings that are scattered across the web, flicking through newspapers or dropping into local employers, yet still struggle to find a job that suits you. Employers may be feeling the impact of this too: three quarters of U.K. employers face talent shortages and have issues filling open positions with the right candidate. Today, more and more people are turning to Google to find information about their next role. We have a long history of using our technology to connect people with information, so were excited to bring a new job search experience to Google to connect people in the U.K. to job opportunities. This new feature in Search lets you more easily explore jobs from across the web and find job postings that suit your needs and skills. Starting today, when you search for jobs near me, teaching jobs, or similar queries in English in the U.K., youll have the option to click through to a feature that lets you explore jobs from across the web that meet your unique needs. You can access salary information, reviews and ratings of the employer and different options to apply for a job, or use a location filter to see jobs in the areas that are convenient for you. Thanks to Google Maps, if youre signed in, youll even be able to see how long it would take to commute to a job from your home. Searching for a job can take time, and keeping up with new jobs that are posted throughout the day can be impossible. Now in Google Search you can save individual jobs with a single tap so that they are accessible across any of your devices. And if you step away from your job search, you can stay in the loop on opportunities that interest you by turning on alerts to receive an email notification whenever new jobs arrive. The new jobs experience in Search is the result of deep collaboration with the job-matching industry, and benefits both employers and job seekers. We first introduced this experience in the U.S. last year, and its now live in several countries. Since launching it, weve seen 130 percent more companies showing jobs in Search and connected tens of millions of people around the world to new job opportunities. In the U.K., were working with organizations from across the job-matching industry to bring you the most comprehensive listing of jobs, like The Guardian Jobs , Reed.co.uk , Haymarket , Gumtree , The Telegraph , Reach plc's totallylegal , CV-Library and totaljobs.com . This means anyone searching for jobs on Google will see postings from these sites and many others from across the web as soon as theyre posted. To ensure even more jobs are listed over time, were publishing open documentation for all jobs providers detailing how to make their job openings discoverable in this new feature. This launch also builds on the commitment we made last year to help 100,000 people in the U.K. find a job or grow in their career by 2020 . Were doing that through our Google Digital Garage program, which gives anyone free training in digital skills and products to help grow their career, business or confidence. So far weve helped tens of thousands of people find their next job through free training at four city-center hubs and with partners across the U.K. Whether youre a recent graduate looking for your first job, a parent supporting a growing family, or simply hunting for your dream role, we hope this new experience on Google will help make the job search simpler and connect you with your next job.
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UK employment data - ´Britain´s job creation boom is running on empty, but refuses to stall´ - reaction from Indeed economist
17-July-2018 - onrec.com
Tara Sinclair, economist and senior fellow at the global job site Indeed, comments: Posted in Opinion on 17 Jul 2018 Company Profile Indeed View profile » Britains job creation boom is running on empty - and yet it refuses to stall. For years it has successfully piled on more jobs and tempted ever more people to join the workforce. But the fuel on which the labour market runs - people wanting to get into work - is getting scarcer. So its both impressive and surprising that it is still managing to meet the demands of the economys job creation engine. Unemployment and the inactivity rate are at their lowest levels for more than four decades, and the employment rate is still marching upwards, leaving unanswered the question economists have been asking for months - how high can it go? The other great mystery is why such a tight labour market is not delivering faster wage growth. The gains made earlier this year are gradually being lost, and the average Britons wage packet is once again barely outpacing inflation. With employers having to fight hard for every recruit, wages should be rising as recruiters battle for talent. But 2018s modest acceleration in wage growth comes after years of pay stagnation, and British salary growth was the lowest in the G7 over the past decade. Nevertheless the abundance of jobs continues to make the UK attractive to foreign workers, and yesterday the ONS confirmed that net migration into the UK stabilised in 2017. Despite the disappointing fall in the pace of wage growth, Britains labour market remains in generally rude health. About Tara Sinclair Tara Sinclair is an associate professor of economics and international affairs at the George Washington University and a senior fellow of the Indeed Hiring Lab. She has a PhD in economics from Washington University in St. Louis and her research focuses on modeling, explaining, and forecasting trends in the labour market and other macroeconomic variables both in the UK and worldwide. For the Hiring Lab, Tara is working on research projects using Indeeds unique data to develop new insights into the labour market.
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Sourcing and attracting candidates through social media
17-July-2018 - onrec.com
Following on from a previous blog that looked at Instagram, Twitter and Facebook and how to best use these social media platforms to attract and engage candidates, we now turn to LinkedIn, Google+ and Snapchat to look at the platform demographics that connects and engages with candidates sort of knowing your circles from geofilters. Posted in News archive on 17 Jul 2018 Company Profile eploy View profile » The Ipsos Connect Tech Tracker research reported that 7 in 10 GB adults access social networking sites, with half using their smartphones. Understanding the social media platform demographics should go some way to achieving more desirable results for recruiters. Weve also included links to additional resources and tips for how to get the most out of each platform. LinkedIn A professional social network that is particularly effective at connecting with and finding candidates. Its a more specific social network used to engage through sharing of ideas, forming networks and connecting to others. Here you can showcase your brand, embed knowledge and develop thought leadership to spark a conversation and reach a wide audience. The 2017 Candidate Attraction Report revealed professional social networks as a successful channel in delivering quantity and quality candidates. Its no surprise really as LinkedIn prides itself on being a professional network that lends itself to jobseekers and employers. In terms of what the research reveals as the demographic of users, LinkedIn usage is highest among those aged 35+years and more than 3 in 4 are social grade AB. 2 in 3 users are male, higher than other social media platforms. The age demographic is: 15-24 14% 25-34 18% 24-44 23% 45-54 22% 55+ 24% LinkedIn has detailed analytics within the platform so you can see the level of engagement from each post. Its a good way to validate your content and what is working to gain new followers and clicks so you can experiment with what works. Encourage co-workers, colleagues, partners and relevant industry professionals to follow your company page and interact with posts by sharing and commenting. Google+ Google+ has had many facelifts over the years and while it is probably one of the less popular platforms and is used in a different way to other social networking channels, it is still worth having a Google+ page to make your business profile accessible and searchable. For those who dont know, Google+ features a way to organise your circles which then controls the stream feed based on posts shared by that user. You can find collections to follow or groups to join based on specific topics or even follow individuals, the idea being your network grows with like-minded others sharing relevant content. Here is a more in-depth guide for those starting out. The research from Ipsos MORI reveals that a quarter of Google+ users are aged 55+, which is higher than other social media sites. The age demographics are: 15-24 - 19% 25-34 16% 24-44 22% 45-54 18% 55+ 25% Usage of Google+ is most prevalent among those aged 15-24, but it is questionable if its still a significant player. Hangouts are the video and chat messaging features that you can use to make a public broadcast and might be a way to reach your target demographic. If Google+ is for you then make your presence known, set up your circles and then personalise the sharing of content to those smaller circles and remember to select if you want to make posts just to your circle (exclusive) or as a public feed visible to all. Snapchat This photo messaging app is still a platform that is relatively unknown for businesses. Snapchat is built for storytelling and showcasing a company brand and believe it or not has 150 million users worldwide. Brands use Snapchat to send photos and videos to their followers using snaps with filters and face swapping effects imagery to create some wild and wonderful images that last for just a brief moment in time for up to 24 hours. Some major B2C brands allowing employees to get involved use the platform to share behind the scenes stories of what it is like to work with you. Snapchat definitely brings more of the fun element to connecting with candidates than other channels but its not for everyone. There are paid options whereby companies can create 10 second Snap Ad video that snapchatters can then swipe if they want more detailed content. There are also age, location and even device specific ads companies can invest in. If youre not ready to take the plunge with investing in unknown waters try using it to build brand loyalty and get Snapchatters to followers. Its worked for B2C companies such as Starbucks, Misguided, BooHoo and many fast food outlets/restaurants are already using custom Geofilters to share real-time pics of their experiences. It should come as no surprise to learn that almost half of Snapchat users are aged 15-24, a coveted age range for brands and marketers. It also has the highest proportion of female users of all social media sites, with half of users being ABC1. However, there is still a spreads of users across the age demographics so dont dismiss it just yet: 15-24 46% 25-34 28% 24-44 14% 45-54 7% 55+ 5% If snapchat could work for you then use it for the fun elements and dont be too serious, after all posts disappear in 24 hours! Its standard practice to promote your snapchat on other platforms such as Twitter and Facebook, especially if you are at an event, live show or trade fair. Think about the candidate audience you are trying to engage and consider if Snapchat could reach them then the world of photos and filters are your oyster.
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U.S. labor board judge rejects McDonald´s bid to settle franchisees´ case
17-July-2018 - reuters.com
A judge with a U.S. labor agency on Tuesday rejected McDonald's Corp's proposed settlement of a major case on whether the fast-food company is accountable for alleged labor law violations by franchisees across the country.
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CV-Library partners with Google on new job searching feature
17-July-2018 - onrec.com
Leading independent job board, CV-Library, has today announced its partnership with Google on the companys new job search experience in the UK. Posted in News archive on 17 Jul 2018 Company Profile CV-Library.co.uk View profile » CV-Library was one of the first UK job boards to do so; meaning people searching for jobs on Google will see vacancies advertised by CV-Library clients, as soon as theyre posted. The new search experience will bring together job postings from across the web, whether they're on websites run by businesses, or job sites, such as CV-Library. This means that when a candidate searches for a job via Google with a relevant query, vacancies posted on CV-Library will appear in Googles job search experience and they would then click through to CV-Librarys website to apply. Lee Biggins, founder and managing director of CV-Library comments on the partnership: Were extremely excited to be a part of the launch of this new jobs search experience in the UK. As a business, were passionate about connecting great employers with top talent and this development will certainly strengthen our position in doing so. The new job search experience is now live and follows a successful launch of the job search experience on Google in the US. Organisations are encouraged to use accurate, clear information in their job postings, to help match interested candidates to their vacancies. Biggins continues: As the programme starts to ramp up in the UK, were looking forward to seeing what the results are like and the feedback well receive from clients. We take pride in our unique traffic strategy, which ensures that application rates remain high and that we continue to attract a high calibre of candidates to our site.
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Fed´s Powell: Years of strong jobs, low inflation still ahead
17-July-2018 - reuters.com
Federal Reserve Chairman Jerome Powell said on Tuesday he sees the United States on track for years more of steady growth, but was challenged in a congressional hearing by senators worried the Trump administration's trade policies were already damaging businesses in their districts.
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EU workers shunning the UK when looking for work REC
17-July-2018 - onrec.com
Todays migration statistics published by the Office for National Statistics (ONS) show a fall in NET EU migration, driven by a fall in EU citizens coming to the UK for work. Posted in News archive on 17 Jul 2018 Company Profile REC View profile » Commenting, Recruitment & Employment chief executive Neil Carberry says: Todays figures will worry employers who are already struggling to plug the labour and jobs shortages in key sectors. A decrease of available workers will dent UK business, stifle much needed growth and damage our competitiveness in areas such as food and distribution. Employers need clarity. A post-Brexit immigration system that allows people to come from the EU and make a contribution could support business and enjoy public support but it needs to be written into the Brexit deal.
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CIPD responds to the FRCs revised Corporate Governance Code
17-July-2018 - onrec.com
Ben Willmott, head of public policy at the CIPD, the professional body for HR and people development, comments: Posted in Opinion on 17 Jul 2018 Company Profile CIPD View profile » We welcome that the FRCs revised Corporate Governance Code places a greater emphasis on the relationship that the business has with its employees. The new Code requires boards to focus much more on providing opportunities for employee voice and ensuring workforce policies and practices are consistent with the companys values and support its long-term success. The workforce is fundamental to any businesses success but all too often, its voice is not heard at the top levels of organisations. The updated Code is a step in the right direction for ensuring that employee opinions are taken into account on the issues that matter most. Its also encouraging to see the updated Code place increased emphasis on organisations culture and how they preserve value over the long-term. We welcome the fact that in future, companies will be required to set out much more clearly in the annual report how they assess and monitor their culture and the actions they are taking to address problems where practices or behaviours dont align to their stated values. The singular focus on short-term gains for financial stakeholders that has guided so many businesses in the past keeps on creating problems for organisations around trust and stability. We see this through inexplicably high pay-outs for some FTSE 100 CEOs and through numerous corporate scandals that are created in the rush for financial gain. We hope that the new Code goes some way towards instilling better behaviours in business and better outcomes for all stakeholders.
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Business in the Community responds to the Women and Equalities Committee on older workers and employment
17-July-2018 - onrec.com
Today, the Women and Equalities Committee published its report on older workers and employment. Business in the Community and the Governments Champion on Older Workers, Andy Briggs, Chair of the Business in the Community Age at Work Leadership Team, gave evidence to the Inquiry. Posted in News archive on 17 Jul 2018 Anne Willmot, Age at Work Director, Business in the Community, said: Business in the Community warmly welcomes todays report on older workers and employers from the Women and Equalities Committee, which adopts many of the recommendations we have called for. Supporting flexible working from day one and specific paid and unpaid leave for carers will enable employers to retain the skills and expertise of workers of all ages older and younger alike - which is vital for the UK economy, recognising the UKs ageing population and workforce. In light of the gender pay gap reporting, we are particularly keen to see measures that support older women, particularly those in low paid roles, to gain, sustain and progress in work. We also support the recommendation for larger companies to report publically on the age profile of their workforce. While we recognise that this will require some additional administrative effort by employers, many leading employers already analyse their workforce data, and we believe that it will be a strong catalyst for action and will enable employers to reap the tangible benefits of retaining, retraining and recruiting older workers. Yesterday Business in the Community and the Department for Work and Pensions (DWP) published a new video and toolkit for employers to introduce them to different ways in which they can support their older workers in their careers. We note the committees recommendation for developing the role of the Governments Champion for Older Workers with interest and welcome the opportunity for discussions with officials, businesses and partners to understand what support would be most valued and the best solutions.
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How Age Discrimination on Digital Platforms is affecting the Hiring Process
17-July-2018 - onrec.com
Age discrimination in recruitment was brought into the spotlight towards the end of 2017. A group of the United States' largest hirers were criticized for their alleged circumvention of existing age discrimination laws, by placing adverts through social media sites such as Facebook. Posted in News archive on 17 Jul 2018 A COMMERCIALCafé study into particular trends in the workforce looked into how companies like Amazon, Verizon, Goldman Sachs, and Facebook itself had seemingly targeted particular age groups in their recruitment process. A study by ProPublica and The New York Times also drew major attention to the practices of these major corporations, in their hiring activities. Facebook - who provides a function to target a precise audience via advertisements based on user selection - was heavily criticized for allowing and partaking in the running of such advertisements. Employers were accused of manipulating the Facebook business model to exclude older workers from seeing such advertisements. Just what this means for the relevance of existing anti-ageist laws was brought into the debate. A number of experts suggested that the practice of targeted adverts may be against the federal Age Discrimination in Employment Act of 1967 . The act essentially prohibits any form of bias against those aged 40 or above in hiring or employment. Depending on where you are located in the country, it may be a crime to "aid" or "abet" age discrimination. This could have drastic effects on the function of Facebook advertising under current laws. "It's blatantly unlawful," Debra Katz, a Washington employment lawyer who represents victims of discrimination, said. Facebook adopted a more defensive approach, however, arguing that 'responsible use' should be the aim of any employer searching for candidates through their platform. "Used responsibly, age-based targeting for employment purposes is an accepted industry practice and for good reason: it helps employers recruit and people of all ages find work," said Rob Goldman, a Facebook vice president. ProPublica and the Times attempted to contact a number of the companies under the spotlight. Amazon, Northwestern Mutual and the New York City Department of Education, had said that they were actively changing their recruiting processes on the basis of the findings (via CNBC ). "We recently audited our recruiting ads on Facebook and discovered some had targeting that was inconsistent with our approach of searching for any candidate over the age of 18," said Nina Lindsey, a spokeswoman for Amazon, which targeted some ads for workers at its distribution centers between the ages of 18 and 50. "We have corrected those ads." Verizon failed to respond to requests for their stance on the issue. "What happens with Facebook is you don't know what you don't know," said former general counsel for the Equal Employment Opportunity Commission, David Lopez. As one of the lawyers at the firm Outten & Golden - who is bringing the age-discrimination case on behalf of the communication workers union - Lopez will aim to delve even deeper into how such discrimination can seemingly slip through the cracks due to antiquated laws on ageism via digital platforms.
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Washington Asbestos Removal Company Fined $229K for Unsafe Conditions
17-July-2018 - insurancejournal.com
An Edmonds, Wash.-based asbestos removal contractor has been cited by the Washington Department of Labor Industries for multiple willful safety violations for improper handling of asbestos. Along with the citations, the company faces fines totaling $229,700. L I has cited
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Mueller Industries Settles Disability Discrimination Suit in California for $1M
17-July-2018 - insurancejournal.com
The U.S. Equal Employment Opportunity Commission has settled a disability discrimination lawsuit in California against a global metal goods manufacturer Mueller Industries Inc. for $1 million and other injunctive relief. According to the EEOC, Memphis, Tenn.-based Mueller violated federal law
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Firing of Deaf Employee Costs Costco a Costco-sized Verdict
17-July-2018 - workforce.com
Ive had a lot of thoughts walking through Costco. Why arent the free samples out yet? What the heck am I going to do with 10 pounds of cheese, but damn thats a good price? How did I just manage to spend $250? But the one thing Ive never thought? Its so loud in here; I wish the employees would speak more... The post Firing of Deaf Employee Costs Costco a Costco-sized Verdict appeared first on Workforce Magazine .
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No Fable: ESOPs Gain Favor Among Business Owners Looking to Retire
17-July-2018 - workforce.com
With pending legislation, many soon-to-retire boomers are giving employee stock ownership plans, or ESOPs, a fresh look. The post No Fable: ESOPs Gain Favor Among Business Owners Looking to Retire appeared first on Workforce Magazine .
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How to save thousands on your mortgage
17-July-2018 - dailymail.co.uk
Millions of homeowners spend hundreds or perhaps thousands of pounds on their mortgage each month, but a sizeable number of them will pay more than they need to.
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AI ´will create more British jobs than it displaces´
17-July-2018 - dailymail.co.uk
New research by PwC contradicts widely-made gloomy predictions of AI causing large scale unemployment.
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Employment in the UK hits a record high, ONS says
17-July-2018 - dailymail.co.uk
The Office for National Statistics said that 388,000 more people have jobs than a year ago in a rare piece of good news for Theresa May as her party tears itself apart over Brexit.
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How to get a garden that helps sell your home
17-July-2018 - dailymail.co.uk
Showcasing your garden in its best possible light can not only ensure a sale, but can add thousands to the sale price achieved.
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10 car hire tips to save money and dodge extra fees
17-July-2018 - dailymail.co.uk
Additional charges, unforeseen insurance costs and poor customer service all related are common car rental grumbles. Here's how to avoid them with the help of vehicle rental experts.
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How to get 2-for-1 cinema tickets with Compare the Market
17-July-2018 - dailymail.co.uk
The Meerkats Meals scheme is available to anyone buying an eligible product through the website such as a travel insurance policy or switching to a new energy provider.
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Should real estate investors steer clear of shops?
17-July-2018 - dailymail.co.uk
2018 is on course to be the most catastrophic year for store closures since 2008, with more than 10,000 shops expected to cease trading overall.
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Royal Mail and Countrywide chair quits his other board job as he tackles investor revolt
17-July-2018 - dailymail.co.uk
The chairman of Royal Mail and the estate agent Countrywide has had to quit another chairmanship amid boardroom turmoil.
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Poundworld shuts a further 40 stores and axes 531 jobs as no buyers emerge
17-July-2018 - dailymail.co.uk
Poundworld is shutting a further 40 stores and axing 531 jobs as it teeters on the brink of disappearing from the High Street.
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More than 250 jobs are set to go at Asda as it prepares to close its north London factory
17-July-2018 - dailymail.co.uk
More than 250 jobs are at risk at Asda as it prepares to close a factory. The supermarket has entered into a consultation with 261 staff at the distribution warehouse in Enfield.
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Connecticuts CMIC Hires Cronin as Director of Underwriting
17-July-2018 - insurancejournal.com
CMIC, a Glastonbury, Conn.-based, member-owned medical professional liability insurance company, has hired Garrett P. Cronin to the CMIC Group team as the director of underwriting. Prior to joining CMIC, Cronin worked for Chubb Corporation as a national underwriting manager within
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CFA Institute Adds Cryptocurrency, Blockchain to Curriculum
17-July-2018 - insurancejournal.com
It might be the definitive sign that cryptocurrencies have arrived on Wall Street. CFA Institute, whose grueling three-level program has helped train more than 150,000 financial professionals, is adding topics on cryptocurrencies and blockchain to its Level I and II
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US population boom: Fastest growing county in every state
17-July-2018 - usatoday.com
The reasons Americans move to a certain place differ from county to county. Some counties have booming economies, evidenced by job growth and low unemployment. Others benefit from ongoing migration patterns from the Snow Belt and Midwest to the Sun Belt.
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KBW Hires Sarkar to Its Insurance Investment Banking Group in New York
17-July-2018 - insurancejournal.com
Keefe, Bruyette Woods Inc. (KBW), a full-service, boutique investment bank and broker-dealer that specializes in the financial services sector and a wholly owned subsidiary of Stifel Financial Corp., has hired Rajib Sarkar as managing director in its Insurance Investment
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Business Council Touts Workers Comp Savings in New York
17-July-2018 - insurancejournal.com
The Business Council of New York State Inc. has touted the newly approved 11.7 percent reduction in loss cost rates, which are the basis for setting workers compensation premiums for 2019, as being significant toward workers compensation savings for most
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Feds Investigating Crane Vs. Power Line Worker Death at Ohio Home
17-July-2018 - insurancejournal.com
The federal worker safety agency is investigating the death of a man in southwest Ohio who was electrocuted when a crane touched a power line at a home under construction. WLWT-TV reports the accident occurred last week in Butler Countys
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Employees work in 100 degree heat, customer gets sick after AC out for weeks
17-July-2018 - usatoday.com
Soon-to-close Carsons has been without air conditioning for weeks.
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Should your business bid for government contracts?
16-July-2018 - dailymail.co.uk
Public contacts have been shown in a negative light in recent history following the demise of construction firm Carillion, but they can still be a great way to scale your business.
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Uber being probed for gender discrimination: source
16-July-2018 - reuters.com
Uber Technologies Inc is under investigation by the U.S. Equal Employment Opportunity Commission for alleged gender discrimination on issues such as pay, according to a source familiar with the matter.
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Are You Ready for Rolling Background Checks of Employees?
16-July-2018 - workforce.com
Last week, Bloomberg published an article warning businesses to get ready for rolling background checks at work the practice of running regular background checks of existing workers in addition to the routine pre-employment screening. I bring this story your attention not only because its quality information, but also because it happens to quote yours truly (thanks to Mike Sasso for the interview): I... The post Are You Ready for Rolling Background Checks of Employees? appeared first on Workforce Magazine .
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A Step-by-Step Guide to Terminating Employees for Theft
16-July-2018 - workforce.com
A 2016 University of Florida Study found that the percentage of shrink caused by employee theft was only 30 percent. This accounts for approximately $15 billion in losses on an annual basis. Catching an employee stealing would seem an unassailable reason for termination. But many individuals, even guilty ones, feel compelled to try to clear their name through litigation. If... The post A Step-by-Step Guide to Terminating Employees for Theft appeared first on Workforce Magazine .
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What´s the secret to early retirement? Ditch your ´default´ work pension
16-July-2018 - dailymail.co.uk
The average return from typical 'default' pension funds is trounced by the performance of 10 actively managed funds popular with workers who choose their own investments, new research shows.
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Should your business bid for government contracts?
16-July-2018 - dailymail.co.uk
Public contacts have been shown in a negative light in recent history following the demise of construction firm Carillion, but they can still be a great way to scale your business.
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Amazon workers go on strike in Europe during Prime Day
16-July-2018 - usatoday.com
Nearly 1,800 Amazon workers in Spain went on strike Monday during the companys biggest sales day of the year -Amazon Prime Day. Thousands more Amazon employees in Germany are expected to walk off the job Tuesday.
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This is why college grads want to go back to school
16-July-2018 - usatoday.com
According to LendEDUs recent Class of 2018 Career Report, 36% of unemployed college grads are already actively considering going back to school to make themselves more hirable. The survey looked at 1,000 four-year college grads.
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This soon-to-close Carsons has no A/C as workers, shoppers sweat
16-July-2018 - usatoday.com
Soon-to-close Carsons has been without air conditioning for weeks.
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NTT DATA UK to Provide Robotics Services for TMKs Marine Transactions
16-July-2018 - insurancejournal.com
NTT DATA UK, a Tokyo-based consulting and IT services provider, announced it has entered into a partnership to provide robotics services to Tokio Marine Kiln (TMK). NTT DATA UKs Cargo 10 Virtual Worker is the first of several planned Robotic
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Insurance Industry Is Rethinking Cat Modeling After Last Years Disasters
16-July-2018 - insurancejournal.com
After Hurricane Harvey swept through Texas last August, it not only left behind nearly 50 inches of rain in some areas and an estimated $125 billion in damage, but questions for the insurance industry in terms of how to approach
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Workers Comp Disruptor Launching in California for Injured Farm Employees
16-July-2018 - insurancejournal.com
An insurtech startup says it will disrupt Californias workers compensation system with technology-enabled triage and care coordination for California Farm Management. ChronWell, a mobile platform for the workers comp industry, announced on Monday that it will launch its pilot program
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Another Lawsuit From Ex-Worker in New Mexico City
16-July-2018 - insurancejournal.com
A northern New Mexico city is facing another lawsuit from a former employer in yet another controversy involving its mayor. The Santa Fe New Mexican reports Martin Gonzales, a former public works director of Las Vegas, N.M., is suing the
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Planemakers plot course through trade, Brexit worries to air show deals
15-July-2018 - reuters.com
Aerospace firms are setting out wares from luxury jets to lethal drones at back-to-back British air shows this week, hoping trade tensions will not deter airlines from buying jetliners even as geopolitical uncertainty allows them to sell more weapons.
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How to invest in the electric car boom
15-July-2018 - dailymail.co.uk
No one wants to buy an electric car unless there is a convenient charging point nearby - but no company will invest in car charging points that arent going to be used. This may be coming to an end.
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Identity theft: Banking has changed, criminals havent heres how to protect your money
15-July-2018 - usatoday.com
In 2008, identity theft was the top complaint logged by the Federal Trade Commission. Today, the number of complaints is 20% higher. Some tips on how to protect your money.
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Tech start-up that promises to connect fashion firms to ethical suppliers raises funds for growth
15-July-2018 - dailymail.co.uk
Common Objective, backed by former Jaeger owner Harold Tillman, uses technology to help industry professionals track where clothing is sourced from cotton farms to factories.
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Sir John Timpson appointed to lead panel to look at problems facing UK High Streets
15-July-2018 - dailymail.co.uk
In the past six months, 50,000 retail jobs have been lost or are expected to go as firms struggle with high business rates and competition from online shopping.
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Trumps trade war could threaten US pickup production and jobs
14-July-2018 - usatoday.com
Tariff battle could threaten production of pickups like the F-150, Ranger, Colorado, US automakers most popular and profitable vehicles.
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Hard Brexit warning: Thousands of City jobs still at risk, despite backing for White Paper
14-July-2018 - dailymail.co.uk
City bosses were infuriated after the detail of the document made clear the industry would not be granted the close EU relationship they had lobbied so hard for.
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As BT puts up price of a service available FREE elsewhere...How to switch email account
14-July-2018 - dailymail.co.uk
Thousands of BT customers are being slapped with a 50 per cent increase in the monthly fee for keeping long-established email addresses.
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Holidaymakers duped into paying TRIPLE the cost of a week´s rental due to over-priced add-ons
14-July-2018 - dailymail.co.uk
UK holidaymakers are being hit by car hire firms charging for a series of features including adding an extra driver, hiring a sat-nav or childs seat and renting a vehicle with a full tank of fuel.
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Money is young Americans greatest source of stress. Heres how to change that.
14-July-2018 - usatoday.com
Is money causing you to lose sleep? These easy steps will bring you a much-needed dose of relief.
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WeWork bans meat for employees expensing meals, at company events
14-July-2018 - usatoday.com
The global workplace startup told employees this week that the company will ban employees from expensing meals that contain red meat, pork or poultry.
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Heres how many paid vacation days the typical American worker gets
14-July-2018 - usatoday.com
As summer heats up, workers across the country are enjoying some well-earned time off. But compared to employees in other nations, Americans take significantly fewer days off.
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Moving for job? Heres the cost of living in 10 US cities that are hiring the most
14-July-2018 - usatoday.com
Some move for a location, some move for a job. Those moving for a job usually apply for jobs in multiple cities, then pick the city based on the offers they got. They prioritize work, and are open to several city options. Heres a list of the top ten hiring cities by cost of living.
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Steve Webb explains the pros and cons of PIE offers
13-July-2018 - dailymail.co.uk
Employers might offer you a better pension at the start of retirement if you give up some inflation-protected increases later. So should you accept or resist the temptation?
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How to answer what´s your biggest weakness in a job interview
13-July-2018 - dailymail.co.uk
Is there a harder question to answer in a job interview than responding to: what is your biggest weakness? We give advice on how to respond.
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Give Em a Break: Employees Want Their Lunch Break Back
13-July-2018 - workforce.com
Even though employees value lunch breaks, many dont take them. What can employers do to address this and make sure their workforce is energized in the afternoon? The post Give Em a Break: Employees Want Their Lunch Break Back appeared first on Workforce Magazine .
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Texas Mutual Announces 2 Workers Comp Fraud Convictions
13-July-2018 - insurancejournal.com
Texas Mutual Insurance Co. recently announced that Marcos Ricoy of Harlingen, Texas and Enrique Colon of Deer Park, Texas, pleaded no contest to a felony charge of engaging in organized criminal activity involving workers compensation healthcare fraud. The convictions are
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Hays shares jump after recruitment firm lifts profit expectations
13-July-2018 - dailymail.co.uk
The company saw a 15 per cent rise in net fees in its final quarter to the end of June, mostly thanks to strong growth in Germany and Australia.
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Another 80 Poundworld stores to shut, resulting in 1,024 more job losses
13-July-2018 - dailymail.co.uk
The latest raft of closures will leave Poundworld with 230 open branches. It made an announcement earlier this month over the closure of 25 stores, all of which will stop trading this weekend.
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Canadian Health Insurers Reluctant to Provide Cover for Medical Marijuana
13-July-2018 - insurancejournal.com
Sun Life Financial, Canadas No. 2 insurer, recently started covering medical marijuana in its Canadian health insurance plan more than 17 years after the country first legalized it. The coverage, which requires employers to pay a premium, extends only
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The MEMIC Group Promotes Pitts to Associate Underwriter in New Hampshire
13-July-2018 - insurancejournal.com
To support continued growth within the New Hampshire market, Portland, Maine-headquartered workers compensation specialist The MEMIC Group has promoted Douglass Pitts to associate underwriter. Before joining The MEMIC Group in 2017 as an underwriting analyst, Pitts worked at State Street
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PEMCO Insurance in Washington Adds Geurts to Marketing Department
13-July-2018 - insurancejournal.com
PEMCO Insurance has named Diane Geurts a communication manager for the companys marketing department. Geurts has spent 20 years working in marketing and communications roles. Geurts will support PEMCOs employee communication efforts, and will also contribute to ongoing strategic communication
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Pacific Bell Settles California Disability Discrimination Lawsuit With EEOC
13-July-2018 - insurancejournal.com
Pacific Bell Telephone Co., formerly known as AT T Pacific Bell, will pay $15,000 and furnish other relief to settle a disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission, the federal agency announced today. According to the EEOCs
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How Distancing Oneself May Lead to Better Decisions for All
13-July-2018 - insurancejournal.com
Employees who can distance themselves from decisions may be more inclined to make choices that produce the most benefit for themselves and others, suggests new research. Sometimes this may result in what others may think is selfish behavior but thats
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It´s never too late to stretch your wings: Why I got a Ph.D. at age 66
12-July-2018 - sciencemag.org
To maintain a rewarding career, be open to change
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Retirement Preparation: Why Employers Should Care and What They Should Do
12-July-2018 - workforce.com
Considering the massive changes in the retirement landscape and in the definition of retirement itself, employers have a lot to reconsider in how they go about preparing employees for retirement. The post Retirement Preparation: Why Employers Should Care and What They Should Do appeared first on Workforce Magazine .
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Does an Employer Have a Duty to Protect the Personal Information of Its Employees?
12-July-2018 - workforce.com
Consider the following scenario. An employer discovers that an employee who worked in its information technology department had been stealing older laptop computers. Some of those computers had been used in the employers human resources department and contained former employees personal information (including Social Security numbers and drivers license numbers), which the company collected on each employee at the time... The post Does an Employer Have a Duty to Protect the Personal Information of Its Employees? appeared first on Workforce Magazine .
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CITY DIARY: Has BT´s outgoing chief Gavin Patterson already lined up another career?
12-July-2018 - dailymail.co.uk
A YouTube video has emerged showing him dressed in sunglasses and a panama hat at the recent Isle of Wight music festival, dancing languidly on stage with groovy funk artist Nile Rodgers.
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DAILY BRIEFING: Blow for KPMG as finance firm Old Mutual hires rival Deloitte
12-July-2018 - dailymail.co.uk
Accountant KPMG has suffered a fresh setback in South Africa after finance firm Old Mutual hired rival Deloitte to work alongside it.
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BBC Pay - industry comment from CoreHR
12-July-2018 - onrec.com
The BBC has just published their annual report, revealing men still dominate the best paid list. Posted in Opinion on 12 Jul 2018 What does this mean for HR and management? Sharon Looney , chief human resources officer at CoreHR , offers her thoughts below. Data often shows only half the story when it comes to whether there is an equality problem within an organisation, especially in an instance like this when only a small cross-section of the organisation is included. That said, this report does indicate the BBC has made some progress towards closing its gender pay gap. Its also encouraging to hear acceptance from its leadership that there remains more to be done. We should absolutely welcome this improvement on last years figures, but its worth considering that some of this rebalance has come from men accepting lower salaries. While admirable, that concession only solidifies the mind-set that such a salary is unattainable if you're a woman. We need to see all organisations consider whether theyre doing enough to identify and nurture their best workers regardless of gender or background. Doing so will encourage top female performers to rise through the ranks to rebalance gender inequality at all levels.
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7 Ways AI Speeds Up Your HR Processes
12-July-2018 - onrec.com
Time is money. Such a cliché but an absolute truth which most business leaders would confirm. But heres a novel thought: Do you ever apply this to your HR department? Posted in News archive on 12 Jul 2018 HR Needs Help Too The Human Resources department is often overlooked when it comes to upgrading systems. In addition its also often understaffed. Some business leaders would rather pour resources into increasing production or purchasing new equipment to deliver money making services. Thats the most important, right? Not really. You may believe the HR department exists simply to help maintain the employee factor. The truth is instead of maintaining the status quo this group can make a company soar. So whats the solution? Do you need your HR staff to work harder? Chances are they already have too much to handle. Whats needed is a high tech approach to HR. Dont you see how privileged you are? In the current business market there are much that can benefit an HR department to bring it into the 21 st century. Below were going to look at one aspect: AI. AI is the assistance hard working HR personnel deserve and the effects wont simply be a happy workers team. It will impact the bottom line too. And its all about getting things done faster. What AI Means for HR Routine Work Done Faster Routine work doesnt necessarily mean its easy, right? The thing thats often overlooked is how many business aspects HR plays a role inn. Lets consider leave days. An employees leave always impacts others in the company. Other employees may have to take over his or her responsibilities for that time. What happens if permission is given for leave at a time the company cant really afford that absence? The individuals unique skills or decision making may be required. It takes a lot of time to manually compare calendars to ensure these complications dont occur. But for AI this can take seconds. That means more time for HR personnel to invest in other tasks and less timeand moneywasted because important role players arent on site. Let AI Handle the Basics Apart from requests for leave employeesnew ones and old onesask a myriad of questions every day. Since the HR department is often the hub of information relating to policies, health insurance and salaries all employees will need its help sooner or later. And since its vital to keep employees happy questions and request can never be ignored. But why do it yourself if AI can handle it? Todays advanced AI systems can handle general enquiries so once again HR personnel can attend to other matters. With the assistance of chatbots this doesnt have to be a clinical experience for employees. Making a call to an AI operated number can feel quite similar to talking to a real person. The benefit of having a query resolved quickly is a satisfied employee who feels taken care of. In most cases happy employees work harder. Do you see how small time saving plans work in a companys favor? Find Out What You Need Fast But thats not all HR does. The reason why experts say this department is so integral to a business success is because they determine the future of the company. Why? Because who you hire today will determine how you function tomorrow. But how do you know what type of candidate you need? The answer lies in analyzing data from various sources: Performance reports of employees Future goals of the company Feedback from team members This should tell you what training your current employees need but also who you need to look for: Which personalities Preferable skillsets Experience Because AI can analyze Big Data quickly and accurately its a strategic move to put this technology in charge of discovering your needs. Find Candidates Quickly But who will fulfil these needs? There are many online hubs with resumes but which HR practitioner has time to search for them? AI can search throughout the web and identify potential candidates. Once again the ability to analyze Big Data turns a laborious task into a quick activity. Filter Applicants ASAP But what happens once youve found these candidates? Even if you only have a few interestedor qualifiedindividuals, its daunting to figure out who is the best. Whether you have a few or many CVs to work through it once again takes you away from other important tasks. First of all AI and HR systems help HR practitioners manage the entire process better. With the information kept in one place online it becomes streamlined and therefore less time consuming. You can take it one step further and allow AI to help you pick the best candidates. One of the best benefits is that tech cant be prejudiced. You can be sure you wont fault someone for race, skin color or gender which already makes the employment process more fair and dynamic. AI is so advanced that it can do first round screening to create a relevant shortlist with candidates whose characteristics align with company goals. Streamline your On boarding But it doesnt stop when youve found the perfect employee, does it? Next you have to integrate them so they can function optimally in your unique environment. A popular method is to assign a mentoran existing employeebut it comes with risks: The mentor may have to neglect other duties The mentor may neglect to communicate vital information With AI training will be standardized. However, because its advanced enough to allow for employees questions its much better than simply giving the person onboarding videos to watch. Create Sustainable Measurement Systems Of course none of this will be successful if you dont measure results. Testing and measurement is the key to improving and reaching KPIs. Todays AI can take on the job of creating performance measuring techniques or questionnaires aligned with a persons specific role. Feedback on this can be analyzed to determine where employees need help or where changes are needed. This is how you stop employee problems from impacting your bottom line. Doesnt that sound better than lengthy discussions to determine if someone is doing their job correctly? [Conclusion] The long term effect of the HR department has far reaching implications for a business. Its up to you whether this effect will be beneficial or not.
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UK nears decision to buy Boeing AWACS planes: sources
12-July-2018 - reuters.com
Britain's government is nearing a decision to buy four to six surveillance planes built by U.S. aerospace giant Boeing , sources familiar with the plans said on Thursday, a move that could stir a growing debate over UK and European defense jobs.
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Morgan McKinley London Employment Monitor: Job seeker confidence in city jobs soars
12-July-2018 - onrec.com
With a remarkable 29% increase in job seekers, month-on-month, the City saw a groundswell of optimism among professionals. To have a non-January job-seeker spike like this demonstrates a return of extraordinary confidence in Londons financial services jobs market , said Hakan Enver, Managing Director, Morgan McKinley Financial Services. Posted in Statistics and trends on 12 Jul 2018 London Employment Monitor June 2018 highlights: 4% increase in jobs available, month-on-month 29% decrease in jobs available, year-on-year 29% increase in professionals seeking jobs, month-on-month 35% decrease in professionals seeking jobs, year-on-year 16% average salary change for professionals moving from one institution to another Job seeker optimism skyrockets With a remarkable 29% increase in job seekers, month-on-month, the City saw a groundswell of optimism among professionals. To have a non-January job-seeker spike like this demonstrates a return of extraordinary confidence in Londons financial services jobs market , said Hakan Enver, Managing Director, Morgan McKinley Financial Services . Jobs available increased by 4%, month-on-month, a more subdued development. Coming on the heels of a flat first half of 2018, however, it also indicates a positive shift. The heightened confidence amongst professionals and ongoing business investment in London point to a much more active jobs market in the second half of the year, said Enver. Year-on-year figures for both job seekers and new jobs were less encouraging, coming in at 35% and 29% respectively. No one should uncork any champagne bottles just yet. Businesses still have a lot of pressing questions about their post-Brexit future. But with talks of a deal finally ramping up, optimism is slowly beginning to return. Business is booming HSBC announced that it aims to expand both its mortgage market share and its commercial customer base in the UK, as part of a global $17 billion expansion; Goldman Sachs announced plans to move some staff to Paris but is showing no signs of backing off its London expansion plans , having created 150 new jobs in the City; and with a third of Europe's billion dollar startupsmany of them in fintechthe UK has been ranked the "tech unicorn capital of Europe" . Actions speak louder than words: when Goldman Sachs says theyre moving jobs to Paris but also creates 150 new jobs in London as well as committing to a new nine-storey site in 2019, thats what we measure, said Enver. Were past an either or scenario: some staff will be needed in the EU to manage the regulatory fallout, but the investments and innovation talent will remain concentrated in London. City divided on Brexit outlook, but few expect disaster scenario Two leading schools of thought on the Citys post-Brexit future have taken root. On the one hand are those who see Europe as the most important partner for a robust financial services industry in the Square Mile. On the other are those who are optimistic about a more global reach. Londons financial services ecosystem more closely mirrors systems farther afield, and many are looking forward to getting out from under Brussels regulatory thumb, said Enver. If new visa rules were to ease hiring from Asia and the United States, it could be a boom for jobs and innovation in London. Few still doubt that the City will thrive, no matter what the outcome. The regulatory climate will naturally impact how business is done. But technology and automation are as disruptive as Brexit, and businesses arent waiting passively to see what happens with those; theyre leading the way and creating new jobs in the process, said Enver. The confidence in the future comes in part from a decade of strong performance and ability to stay compliant and nimble in the face of regulatory shifts. In addition, the governments increasing willingness to fight on behalf of City jobs means most expect to see a good deal for business one way or the other. After two years, patience is wearing thin, but the government is finally on the right track. They just need to pick up the pace to avoid further unnecessary damage, concluded Enver. Average salary change The average salary change for professionals moving to a new role was 16% in June 2018. Whilst this may show a fall from a high of 27% from the previous month, there is still appetite for job seekers to improve on their salaries. In actual monetary terms, a 16% change reflected an average £9,812 increase for those moving into a new role with another company.
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Over a third of graduates have regrets about their degree
12-July-2018 - onrec.com
With just over half revealing that their current job isnt even related to their chosen subject Posted in News archive on 12 Jul 2018 Company Profile CV-Library.co.uk View profile » As an influx of graduates receive their degrees this month, new research from CV-Library , the UKs leading independent job site, reveals that over a third (34.7%) of graduates actually have regrets about their degree. Whats more, over half (53.9%) say that their current job isnt even related to their chosen subject. The survey of 1,100 UK workers asked professionals how they felt about university degrees and whether they were valuable in the world of work. The findings reveal that the majority (87.5%) of professionals think that experience is more important than a degree for landing a job. Professionals then listed the reasons why they believe experience is more valuable: It gives you experience in a professional workplace - 50.4% It can equip you with useful skills - 18.7% It can make up for your lack of qualifications - 16.6% It can help you to stand out from the competition - 12.2% It means youll gain a higher salary, quicker 6.1% Lee Biggins, founder and managing director of CV-Library comments on the findings: Its worrying to learn that so many graduates have regrets about their degree, especially given the amount of work thats involved in gaining one. However, these feelings are understandable, especially considering the current cost of university fees, making earning a degree a hefty financial investment. But for those who have completed a degree, its important to remember that these are still extremely valuable and a necessity for some roles. If youre applying for jobs after university, be sure to shout about the transferrable skills youve learnt during your studies and tailor each application you submit for maximum impact. The research also asked professionals who didnt go to university if they would consider studying for a degree. Interestingly, over half (59.3%) of workers said they would like to gain one, suggesting that university is still a desirable option. Biggins continues: Degrees are clearly still popular but the decision to study one shouldnt be taken lightly. A degree can provide new learning opportunities, be a gateway into career progression or even give someone the opportunity to change careers. However, not everyone is suited to academia. I personally didnt go to university, instead working extremely hard to make my own business a success. Either way, try to ensure that you have education and experience under your belt to increase your employability. Whether this is work experience during the university holidays, or a part-time job during your studies, it can all boost your chances of landing a job. For more tips on finding a graduate job check out our career advice blog or search over 183,000 jobs today.
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Veteran Legge Joins RT Specialtys Transactional Liability, Private Equity Practice
12-July-2018 - insurancejournal.com
R-T Specialty announced the hiring of industry veteran Jonathan Legge as a senior vice president of its RT ProExec division. Legge will assume leadership of RT ProExecs Transactional Liability and Private Equity Practice. He will be responsible for expanding R-T
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Alliant Hires Andrews to Employee Benefits Group in New York
12-July-2018 - insurancejournal.com
Alliant has hired Greg Andrews to its Employee Benefits Group as senior vice president in New York. With Alliant continuing to grow its employee benefits presence in the Northeast, Andrews will provide customized benefits services to clients across a range
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For a well-versed presentation, be authentic and ditch the script
12-July-2018 - usatoday.com
If youre reading your presentation from notes or a teleprompter, youre undermining your credibility. Memorize just a few key lines instead.
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Get your gig: Here are the 9 best sites to visit for freelance or contract work
12-July-2018 - usatoday.com
According to Intuit report, people with gigs will make up 43% of the workforce by 2020. Heres how to get your gig.
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Amazon Prime Day: How to score deals and avoid duds
12-July-2018 - usatoday.com
Everything on Amazon will scream buy me! on Amazon Prime Day. Just dont. Heres where to look for deals and what not to buy on Amazon Prime Day, July 16.
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Illinois Pallet Maker Fined $216K After Workers Sickened by Carbon Monoxide
12-July-2018 - insurancejournal.com
Federal safety officials have cited an Illinois pallet manufacturer for exposing employees unsafe levels of carbon monoxide in the workplace. The company faces proposed penalties totaling $216,253. The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) cited Cleary
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More Employers Adopting Continuous Background Checks on Employees
12-July-2018 - insurancejournal.com
Jay Cradeur takes pride in his 4.9 driver rating on Uber Technologies Inc.s five-star scale and the almost 19,000 rides hes given in the capital of ride sharing, San Francisco. So he was puzzled and more than a little
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Arkansas Company to Pay $38K in Gender Pay Discrimination Case
12-July-2018 - insurancejournal.com
An Arkansas company will pay $38,000 in the settlement of a gender pay discrimination case brought by U.S. Equal Employment Opportunity Commission (EEOC). The EEOC reported that TrueCore Behavioral Solutions, a manager of programs and service at a juvenile correction
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EU Dismisses UK Concerns About Post-Brexit Continuity of Insurance Contracts
12-July-2018 - insurancejournal.com
The Bank of Englands warning that Brexit threatens trillions of pounds of financial contracts is falling on deaf ears in Brussels. Valdis Dombrovskis, the European Unions head of financial-services policy, dismissed an alert issued by BOE Governor Mark Carney, who
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Whats the way forward to reform graduate training?
11-July-2018 - sciencemag.org
A new report describes an ideal future but doesnt show how to get there, our columnist writes
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Some Employers Bringing the Gas Pump to Employees
11-July-2018 - workforce.com
Some employees may be feeling a little less pain at the pump thanks to a relatively new perk fuel delivery at the workplace. The post Some Employers Bringing the Gas Pump to Employees appeared first on Workforce Magazine .
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Present as your true self, says Mia Yamamoto (podcast)
11-July-2018 - abajournal.com
What do you know now that you wish youd known at the start of your career? Its a question that ABA Journal podcast host Stephanie
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The 13th Nominee for the Worst Employer of 2018 Is the Hire-to-Harm Manager
11-July-2018 - workforce.com
Todays post is a lesson in how not manage a poor performing employee. Believe it or not, its generally considered poor employee management to attempt to motivate employees by causing them serious physical harm. Its even worse when that serious physical harm results in an employees death. From Cleveland.com: A Solon man who hired a handyman to do some yard work around... The post The 13th Nominee for the Worst Employer of 2018 Is the Hire-to-Harm Manager appeared first on Workforce Magazine .
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How you can now claim a refund if you hate your holiday hotel´s food
11-July-2018 - dailymail.co.uk
No one likes to imagine their dream holiday going wrong but it's always better to be prepared, just in case. Here's how to handle the most common holiday disasters.
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Poundworld´s administrators set to close 25 stores, resulting in 242 job losses
11-July-2018 - dailymail.co.uk
The discount retailer went bust last month and Deloitte, which is overseeing the process, has been attempting to find a buyer for the business ever since.
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Forbes report: John Schnatter used N-word on Papa Johns conference call
11-July-2018 - usatoday.com
Papa Johns founder John Schnatter is accused of using a highly offensive racial slur during a May conference call, according to Forbes. The Louisville-based pizza baron was asked to role-play through scenarios to help him learn how to handle tough issues.
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Hope Hicks is on the job hunt in New York City
11-July-2018 - usatoday.com
Hope Hicks...the former top Trump aideis reportedly looking for a new gig in New York City. Veuers Nick Cardona has that story.
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Tax rules governing short term business visitors to the UK don´t go far enough
11-July-2018 - onrec.com
Proposals put forward by the government on employment tax compliance and reporting obligations for those coming to the UK for short business trips (short term business visitors) do not go far enough and may adversely affect small businesses say leading accounting, tax and advisory firm Blick Rothenberg. Posted in News archive on 11 Jul 2018 The changes might help some employers in limited circumstances, but fail to address some key issues for business said a Partner at the firm, Mark Abbs. He added: The rules need to be more straightforward and much easier for employers to understand especially for small businesses where compliance can be a disproportionate burden and the rules can be difficult for non-specialists to understand. They also need to have greater alignment between the visa and tax rules. Mark said: The proposals put forward by the Government are aimed at helping to make compliance and reporting easier for employers. However, they look only at two narrow and specific areas which wont benefit many businesses: extending a payroll concession to visitors employed by a non-UK branch and allowing employers to settle PAYE at year-end where a business visitor does not qualify for the concession. He added: The rules for immigration are also completely separate from the rules for tax when it comes to short term business visitors. This leads to confusion. For example, the definition of incidental duties for visa purposes is different from the definition of incidental duties for PAYE purposes. Mark said: The compliance regime for the smallest of UK owner-managed businesses is the same as for the largest of UK multi-national corporations. Whilst large corporates will normally have the time and resources to invest in understanding the rules and adhering to the obligations, small businesses typically struggle in this regard. The changes should however go much further to help both business and the UK to be more competitive when attracting overseas investment. Mark said: We have done some international research which demonstrates that the tax and payroll compliance is much simpler and more relaxed in other countries when compared to the UK. The UK should conduct a more comprehensive overhaul of the short term business visitor rules so that it works better for everyone.
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Balancing global EVP with local culture essential to engage top tier graduates, report reveals
11-July-2018 - onrec.com
Global organisations must combine centralised command with local delivery if they are to effectively engage top graduate talent. Posted in News archive on 11 Jul 2018 That is according to the latest research from talent acquisition and management consultancy, Alexander Mann Solutions : The Next Chapter: Your New Global Graduate Programme . The white paper, which is based on quantitative research and in-depth interviews with global brands including Rolls-Royce, GE, HSBC and Citi, amongst others, also highlights how many firms rely on volunteer armies to disseminate EVP messages internationally. While most organisations which took part in the research have a relatively small central team - usually based at their international headquarters which sets policy and direction - all recruitment teams rely very heavily on local, non-HR personnel for face-to-face engagement with potential hires. The research also reveals a very wide divergence of thought on necessity for, and the implementation of, a truly global EVP. While some organisations are firmly committed to a very definite corporate culture, guidance from other firms is often vague, with central teams even turning a blind eye to actions of local operators. However, all agreed there needs to be tailoring of messages, and their delivery, to take into account local cultures, regulatory environments and education systems. Sandrine Miller, Global Head of Emerging Talent Consulting, Alexander Mann Solutions, adds: While a global EVP still appears to be regarded as important, there seems a growing trend towards honing in to essential elements and then allowing for local tailoring to ensure that it remains relevant and impactful. All of the organisations involved in the research were committed to the idea that the calibre of individual that entered an international emerging talent programme and the quality of work and training they would subsequently experience should be consistent around the globe. However, most habitually define what messages can be amended outside of core values, particularly those which have varying identities in different countries or regions which mandates the need to shape a local message to resonate with that identity. Its also clear from our research how important it is to actively engage colleagues to disseminate these tailored messages: not only to divide labour, but also to allow teams on the ground to build the workforce that they want, rather than one which is imposed on them from head office. www.alexandermannsolutions.com
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HMRC may use artificial intelligence to check up on budding Wimbledon entrepreneurs
11-July-2018 - onrec.com
HM Customs and Revenue inspectors will once again be looking for budding entrepreneurs who are expecting to make money out of Wimbledon and other summer sporting events and this year they will almost certainly be using their artificial intelligence system Connect to check up on extra earnings say leading accounting, tax and advisory practice Blick Rothenberg. Posted in News archive on 11 Jul 2018 They are using their system far more than ever before. It enables them to compare information from different sources to check whether income and gains have been reported on tax returns, said Fiona Fernie, a tax risk and dispute resolution partner at the firm. It was reported in February this year that HMRC had collected a total of £3 billion from enquiries generated from the system since 2008 and the system is constantly evolving. Connect automatically collates information from over 30 databases including details of tax payers salaries, bank accounts, loans, property and car ownership. HMRC also has the power to request one-off bulk data from third parties where there may be cause for concern. The system allows HMRC to look at taxpayers day to day activities even down to ticket sales and passenger information supplied by airlines Stefanie Tremain, a Senior Manager at the firm, said: Summer sporting events often provide opportunities for enterprising individuals to make extra money, but even with the hot weather taxpayers should also be careful that the taxman doesnt rain on their parade. She added: Residents of Wimbledon, St Johns Wood, Henley and Goodwood and other locations often find their properties in high demand during the summer months, as tennis, cricket, rowing, motoring and horse racing fans descend. The rise of websites such as AirBnB demonstrates the popularity of short-term lets and taxpayers should bear in mind that if potential customers can see their advertisements online, so can HMRC. Stefanie said: This ranged from selling strawberries and cream, renting out a parking space or allowing souvenir sellers a pitch in the front garden, to moving out for the two-week tournament period and renting the whole house. Even a relatively small amount of additional income can lead to a tax liability. Two new annual allowances were introduced from 6 April 2017 and should be available to taxpayers in these situations. She said: The trading allowance exempts the first £1,000 of trading income per annum and would cover, for example, selling strawberries or bottled water from outside your home. The second allowance covers the first £1,000 of rental income, which would include income from letting out parking spaces or driveways as pitches for traders. If your income exceeds these allowances, you may need to register for Self Assessment. For those individuals renting out rooms in their own homes the income can be tax-free provided it doesnt exceed certain thresholds. Stefanie explained: Many people could be on to a real winner as renting their house out for two weeks in a sought after area could pay the mortgage for the whole year. For example, during the tournament fortnight Wimbledon properties are being rented from £1,120 a week for a one-bedroom apartment to £7,000 a week for a four bed roomed house. However, this income may need to be declared to HMRC. The Rent-a-Room scheme generally applies to owner-occupiers and tenants who receive rent from letting furnished accommodation in their only or main home but can also be claimed by those running bed and breakfasts or guesthouses. The relief is separate to the rental income allowance and the two cannot be used together. Stefanie said: Gross receipts of up to £7,500 may be earned before tax is due. This limit applies to a tax year and whilst it can be reduced to £3,750 if the property is owned jointly, it is not reduced according to the letting period. Under the scheme, expenses cannot be deducted from the gross income and any excess income above the £7,500 is taxable. The alternative method available to taxpayers is to tax all rental income and claim deductions for expenses. For those individuals, who are already registered for Self Assessment, any rental income must be reported on their annual Tax Return regardless of whether the Rent-a-Room scheme applies and the appropriate box should be ticked. For those not already in Self Assessment and whose rents are below the relief threshold, the exemption applies automatically and it is not necessary to register. Following a consultation on the Rent-a-Room scheme, HMRC intend to introduce a new shared occupancy test from 6 April 2019, which means that the relief would only be available to taxpayers who are living and physically present in the property during some part of the letting period. This may therefore be one of the last opportunities for short term lets of whole properties to benefit from the relief. Points to be aware of: Be clear on the difference between trading and rental income. Any income received by virtue of letting property or land is taxed as rental income. Each individual has a personal allowance of £11,850, which is available to be offset against all taxable income. An additional £1,000 allowance should be available to offset against trading income and a further £1,000 allowance should be available to offset against ad hoc rental income. For those renting out a room in their main residence, the first £7,500 of rental income is exempt under Rent a Room relief. Taxpayers should be aware that once these allowances are exceeded, the income may need to be reported to HMRC as the penalties for failing to do so can be significant. For those taxpayers not in Self Assessment the deadline to register is 6 months after the end of the relevant tax year (by 5 October 2019 for income earned in the 2018/19 tax year). The penalties for submitting a late tax return start at £100, rising to £1,000 plus 5% of any tax due depending on the date of submission. Interest will be charged on late payments of tax and late payment penalties may also be charged of up to 10% of the tax due.
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Dollar hits 6-month high against yen as trade fears trumped
11-July-2018 - reuters.com
The U.S. dollar strengthened on Wednesday as the market put aside trade tension fears and focused on the Labor Department's expectation-beating inflation report, which increased prospects that the Federal Reserve will raise interest rates another two times this year.
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Amazon Plans Global Disruption of Health Care Marketplace
11-July-2018 - insurancejournal.com
Amazon.com Inc. has global aspirations for its medical-supplies marketplace, according to a job listing posted on its website, highlighting the e-commerce giants sweeping ambitions to disrupt health care by selling products to hospitals, doctors and dentists and offering prescription drugs.
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Flexible hours, $10,000 referral fee: Small businesses get creative to hire in tight labor market
11-July-2018 - usatoday.com
Small businesses are struggling to hire workers in the tight labor market because they cant offer the same wages and benefits as larger companies.
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Tax oxygen? Could happen as Trump threatens wide-ranging tariffs on China
11-July-2018 - usatoday.com
Oxygen, baseball gloves and raincoats are three of the thousands of Chinese goods that would be subject to new tariffs threatened by President Donald Trump as the clash intensifies.
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DAILY BRIEFING: Tesco facing £4bn legal challenge as 1,000 workers file over equal pay
11-July-2018 - dailymail.co.uk
The shop floor workers, who are mostly female, say they are being paid as much as £3 an hour less than their colleagues who work in the supermarkets warehouses.
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How to start investing in the stock market
11-July-2018 - dailymail.co.uk
Since I started this column, Ive had a number of letters saying more or less the same thing: Its all very well chatting about investing, but how do we get started?
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Alliant Hires Dunn as Senior Vice President in Pennsylvania
11-July-2018 - insurancejournal.com
Alliant has hired Philip Dunn as senior vice president based in the companys Wayne, Penn., office. In this role, Dunn will use his risk management, insurance and employee benefits expertise to provide a national portfolio of clients with integrated services
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Walt Disney World Worker Killed in Industrial Accident
11-July-2018 - insurancejournal.com
Authorities say theyre investigating the death of a worker at Walt Disney World Resort. An Orange County Sheriffs Office news release says deputies found an unconscious and unresponsive man Monday morning after responding to a 911 call near Disneys Pop
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Nabbed at airport, ex-Apple engineer was fleeing with secrets to self-driving cars, FBI says
11-July-2018 - usatoday.com
A former Apple employee has been charged with stealing trade secrets, including the downloading of a self-driving car blueprint to a personal laptop before trying to flee the country for China.
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What´s the best way to give to charity? How to pick a charity or cause
10-July-2018 - dailymail.co.uk
Millions of Britons give to good causes every year and trust one of the 180,000 or so charities in the UK to use our money to make a difference. But how can we make sure our cash is having an impact?
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Looking for that dream job? 10 tips to manage your finances while you job hunt
10-July-2018 - usatoday.com
Its understandable that job hunting will be your first priority, but thats no reason to let your grip on your finances loosen. Here are 10 ways to manage your finances while youre looking for that dream job.
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Sopra Steria Recruitment Partners with Business Disability Forum
10-July-2018 - onrec.com
Sopra Steria Recruitment, one of the UKs leading staffing companies and managed recruitment service providers, is delighted to announce that it is now a Partner of Business Disability Forum (BDF). Posted in Partnerships on 10 Jul 2018 This latest move is part of the firms ongoing commitment to barrier-free recruitment. BDFs Partner Group is made up of organisations from the private and public sectors and represents a variety of industries; from investment banks to broadcasters, to government agencies and supermarkets. Its Partners are vital to ensuring employers and service providers forge productive relationships with disabled and non-disabled stakeholders. Being a Partner of BDF highlights a commitment to becoming a disability-smart business and helps organisations to develop and share emerging best practice. BDF partner firms become part of the UK's foremost thought leadership group on disability as it affects business. Pete Holliday, Managing Director, Sopra Steria Recruitment , commented: We are delighted to be taking our relationship with BDF to the next level by joining the organisation as a Partner. Sopra Steria Recruitment is fully committed to barrier free and inclusive recruitment practices - for us its business as usual and embedded within our whole corporate culture. Since 2015 we have worked closely with BDF and our people have been trained by the organisation. However, we cannot escape the fact that disabled individuals continue to be hugely underrepresented in the workforce and by forging an even closer link with BDF we can take a greater role in helping to turn the dial on disability inclusion. Diane Lightfoot, Chief Executive Officer at Business Disability Forum , said: Sopra Steria Recruitment are doing a great deal to make their industry an enabler of disabled people, and it is a great pleasure to be working more closely with them. Recruitment companies clearly have a vital role to play in helping business to close the disability employment gap and we are delighted that Sopra Steria is committed to leading this agenda. The company has already supported our Recruitment Charter, a set of key tenets of accessible recruitment for businesses to follow and earlier this year, they played a major part in supporting our President's Group Dinner and making a powerful call to action to leading businesses in the room. We very much look forward to doing even more with Sopra Steria Recruitment to build businesses, recruiters and workplaces where disabled people do not face barriers.
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U.S. job quits rate hits 17-year high; labor market tightening
10-July-2018 - reuters.com
More American workers voluntarily quit their jobs in May, government data showed on Tuesday, a sign of confidence in the labor market that economists say will soon boost wage growth.
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Stability needed after CEO exit, say Thyssenkrupp workers, foundation
10-July-2018 - reuters.com
Thyssenkrupp's workers and its leading shareholder will serve as an anchor of stability at the company following the sudden departure of Chief Executive Heinrich Hiesinger, they told a German regional newspaper.
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The Latest HR Tricks to Attract the Best Candidates
10-July-2018 - onrec.com
Check the freshest tricks recruiters use to attract the best candidates. And try to spot them at the next interview. on 10 Jul 2018 Every HR-specialist is aware of the fact that to find a really precious candidate for any position is an extremely complicated task. Its successful completion depends on various factors and functions. However, when there arises the challenge to bring a perfect candidate for the company, an HR department is ready to do everything possible and sometimes impossible to succeed, as the experts from papercheap.co.uk have recently found out. Surely, the success of a hiring campaign largely depends on what kind of personality a recruiter is. The more difficult the task to find a specialist is, the better searching and negotiating skills the recruiter must have, so the more powerful and competent recruiters a company needs. Such specialists work not with those candidates who send CVs themselves but with those who are completely satisfied and happy with their place and do not even have a thought to seek work. Such candidates are known as passive ones. In this case, the HR-managers task is to sell a vacancy, i.e. to persuade a candidate to change their current work. What Is a Matching Technology HR-managers try everything: special sites, professional recruiting databases, social networks, recommendations of friends, etc. The list has no end. In the digital era, where IT runs the world, looking for a candidate involving social platforms and tools is a must. Every day there appear new tools and technologies, new ways to find talented employees in social networks, professional communities, and job portals. Lets speak about those in more details. The latest and most promising technology is known as matching. Matching may be defined as a combination of data sets obtained from different sources into a single candidates profile in order to receive a full picture of the behavior of this particular candidate and use this dataset in the company's interest. So, the data about your behavior on the Internet just get accumulated. Social networks, analytical agencies, and search engines are able to collect information about your personal interests, geolocation, places you often visit, online shopping, etc. All this information is analyzed to find the relationship between your social behavior and your real successes in the workplace, as well as to build up the profiles of an "ideal" candidate. With some technical manipulations recruiters identify how many people from the database have the competencies that are necessary for a certain position. Some recruiters say that such tool works like a dating platform, such as Tinder and others. It has a lot of advantages as it optimizes the search and saves time and efforts. The thing is that matching works automatically thanks to a special robot. Social Platforms as Skills Indicators IT innovations give numerous perspectives to the HR sphere. High-tech tools help to optimize the costs of funds spent on the search for candidates as well as to meet the deadlines set by the management. Nowadays a tiny percentage of recruiters pay attention to old-fashioned CVs. According to the latest investigations, only 2% of companies worldwide pay attention exclusively to standard CVs. The most expensive corporations, such as Google and Amazon, find Instagram and Facebook profiles to be the perfect tools to get the full picture of target candidates. Your Insta profile, in most cases, is more informative than a CV. So, the cooperation of social profiles and matching opens enormous opportunities to find the best candidates. During various workshops most coaches highlight the ability of a potential candidate to filter what they post on social profiles, since that content either saves or kills the first impression of a recruiter who views a candidates profile. You may have an ideal CV, but if your Insta line looks like a rubbish bin, be ready to lose the opportunity to get the job offer of your dream. In the digital era, recruiters want candidates to look digital as well. So, if you are looking for a job nowadays, pay attention to the info in this post and, if necessary, log in to your profile and make the appropriate modifications.
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Ex-Apple worker charged with stealing self-driving car trade secrets
10-July-2018 - reuters.com
U.S. authorities on Monday charged a former Apple Inc employee with theft of trade secrets, alleging that the person downloaded a secret blueprint related to a self-driving car to a personal laptop and later trying to flee the country, according to a criminal complaint filed in federal court.
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5 top tops for value based interviewing
10-July-2018 - onrec.com
Using value-based recruitment to find the right staff Posted in News archive on 10 Jul 2018 Many sectors in the UK have started incorporating value-based interviewing (VBI) into their recruitment processes to ensure that they recruit people who match their organisational values. Particularly in organisations where client, customer or patient care is critical to success, value-based interviewing can be a great way to gain insight into the way people think or may make decisions. Over the last few years, both public and commercial organisations, such as the NHS 1 and Nissan 2, have invested in value-based methods of recruitment to find the right staff. With this in mind, Aaron Wallis Sales Recruitment has collated some essential tips for getting the most out of value based interviewing: 1. Use VBI in the right situation Some roles or sectors may require employees with a stricter set of values than other organisations. For example, workers in the healthcare industry may be expected to have a clearer set of ethics than the more commercial organisations, but similarly, employees working in HR or data protection would be better suited with values of integrity and honesty. Use value-based interviewing in these situations to find staff who will fit both role and organisation. 2. Consider the values right for your organisation Before interviewing, its important to consider the values that you need from your staff for them to reach their potential and perform well in your company or organization. Make a list of the values of your top performers in similar or parallel roles and use these to inform what youre looking for from your next employee. Break down this list of values into must-haves and nice-to-haves, which will help inform the evaluation process and your final decision between candidates. 3. Write interview questions with these values in mind After creating your list of must-have values for the role, structure the interview questions by trying to assess whether a candidate has the ethics youre looking for. For example, if youre looking for an employee with the value of determination, you could ask the interviewee: Tell us about a mistake youve made? What did you do about it and what was the end result? Have a different question in mind for each of your must-have values to really get a sense of how a candidate would perform in your organisation. 4. Use follow-up questions to delve deeper Clever candidates can be coy in saying exactly what they think an employer will want to hear. In the case of a healthcare organisation, candidates could talk in great detail for their passion for caring for people, without providing any real examples of how they deal with real-life situations. Its your role as the interviewer to probe deeper with follow-up questions that explore a candidates real background and values. 5. Be careful what you ask When designing questions, ensure that they dont cross an ethical line. With recent discriminatory legislation coming into the workplace, it can be easy to trip-up on questions which may initially appear innocent. Questions around age, nationality, marital or family status may seem like question openers or friendly discussion, but can often cross the line and more often than not it's not your place as an employer to ask these type of questions. If in doubt on interview questions, consult online guides on interview questions you are not allowed to ask 3 or government recruitment discrimination legislation 4 . Robert Scott, Managing Director at Aaron Wallis Sales Recruitment said: Value-based interviewing techniques can be a great way to ensure that the people you bring into your organisation will fit your business model and make the day-to-day decisions which will keep your operations effective and successful.
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$1.6 trillion economy: Texas is CNBCs top state for business in America this year
10-July-2018 - usatoday.com
Texas claims the top spot in CNBCs 2018 Americas Top States for Business rankings. The energy sector is helping to turbocharge the $1.6 trillion Texas economy.Texas has added more than 350,000 jobs in the past year.
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How to pick a location for a retail store
10-July-2018 - usatoday.com
It could be the most important decision you make as a small business owner.
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Ask HR: My company wants a health risk assessment. What will it be used for?
10-July-2018 - usatoday.com
Johnny C. Taylor Jr., a human-resources expert, is tackling your questions. This week: Company wants health risk assessment. What will it be used for? And another reader asks how to make the best case to the boss for being allowed to telecommute one day a week?
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A sign of the times: our shape-shifting job market
10-July-2018 - onrec.com
Posted in News archive As workers, were increasingly outsourced, on-demand and augmented by AI. On the cusp of an era where were defined not by the so-called jobs we do but by the individual solutions we provide, we look back at the events that brought us here and how weve made this new way of working, work for us says Steve McGerr, Head of Direct Commercial, Hiscox UK. on 10 Jul 2018 In the last quarter-century alone, the world of work has tangoed with economic turmoil, rapid technological advancement, changing government policy and globalisation and, as might be expected, has come out the other side transformed forever. Without conscience, it has forced jobs, companies and entire industries into decline, and in the same breath created new economies, businesses and workforces. The evolution of job titles , from IT Technician to Cyber Expert is testament to this mutating landscape. And its not just the type of work that has transformed. The way we work now has been utterly reimagined, with on-demand, remote and flexible working styles more pervasive than ever. But in this ever-changing and evolving job scene, how have individuals and businesses adapted to survive and even take advantage of it? The rise of the entrepreneur This decade has seen a rapid increase in entrepreneurial activity [i] , with a glut of Founders, Directors and Presidents springing up from the embers of the financial crisis. Now, entrepreneurship is a hugely popular aspiration, with 76% [ii] of people [iii] believing it to be a good career move and even a higher status role. The surge in entrepreneurs may have a root cause in the recession in 2008, when job opportunities were severely impacted and trust in large corporations was at an all-time low. However, several positive circumstances also came together to make entrepreneurship both desirable and realistic. Technological advancements and a growing online marketplace made the cost of setting up a business, selling services, and reaching new audiences cheaper and easier. Access to alternative funding streams peer-to-peer lending and crowdfunding, and tax breaks for small business owners and investors also made starting a small business possible for many people. Gig workers and crowds The rapid growth in online, mobile, and on-demand services naturally required an immense labour force to support it. Enter the gig worker, who makes their living off short-term work postings, such as Takeaway Delivery Driver, Interpreter, or Video Producer. And cue the crowd worker, who also picks up the slack through similarly ad hoc work assignments, usually over an online platform. While gig and crowd work has often been compared to the odd jobs of old, the demographic taking on this type of work has one dramatic difference. It is now a uniquely young domain, with 34% of gig workers aged 16-30 [iv] , and half of all crowd workers in the UK under 35 years old [v] as well. It was technology alone that allowed gig and crowd workers to flourish, and schedule flexible work according to their location and hours, with some making a fulltime living from a patchwork of gigs and assignments. Going self-employed Today one in seven people who are employed are classed as self-employed, falling under the category of freelancer, sole trader, service worker or contractor. The recession played its part in making permanent jobs more difficult to obtain, [vi] but it was the subsequent corporate budget-tightening that drummed up the real need for freelancers and contractors. Post-crash, business restructures and other money-saving measures cleaved many workforces down to their core competencies, with the extra work being outsourced to an external network of on-demand workers on freelance agreements and other project-only contracts. This recessional change to corporate job architectures is also responsible for the rise in consultancy work. Particularly in digital industries, where the pace of technological progression requires constant modernisation of services, consultants have found an increasingly fertile niche. The competitive market for these specialist freelance and consultancy skills has also seen the arrival of highly imaginative job titles, with names like SEO Guru, Social Media Ninja and Digital Overlord now an accepted normality in tech environments. Building a portfolio career Due to a complex cocktail of reasons, including rising import competition, deindustrialisation, automation and the financial crisis, whole industries which were once mass-employers have slowly and agonisingly declined. The effect on working lives has been significant. Jobs for life are now officially a thing of the past, and the multi-role career is becoming the new norm. Over the average working life now 60 to 70 years [vii] the average stint at a job is just 4.5 years [viii] . And where once a job could provide clear-cut training and progressive salary increases over an entire working life, workers must now go through several job changes to get the necessary experience and pay increase. Millennials in particular have reacted to this landscape change, with the ability to learn and progress now their number one concern when considering employers. [ix] Many workers have also adapted to this environment by creating something called portfolio careers. This involves being highly selective when choosing positions, always mindful of how it will enrich your resume with adaptable skills and experiences that will advance you towards the next role, while spreading the risk of finding work across several potential career options. Out-skilling the robots Given how many times youre likely to change your job in a lifetime, the chances of engaging in the same work you originally studied or trained for until retirement is extremely low. According to Deloittes Global Human Capital Trends, in todays job market, the half-life of a learned skill is just five years. And certain careers, particularly those in technology, currently require updated training every 12 to 18 months. [x] The emerging advice is to focus on developing soft skills. Progress in automation has meant artificial intelligence is taking over many job roles traditionally performed by humans and there are now fewer lower-skilled routine jobs than before. Demand has shifted to higher-skilled, non-routine jobs, which tend to require soft skills such as creativity, problem-solving, negotiation and networking. These are the humanlike traits that are important in managing and selling to other human beings, and the reliance on these softer skills will only increase as future AI capability is enhanced. Both the landscape and lifespan of the jobs we do have undergone striking transformation, during a single generation. The current cohort of workers have seen entire career paths killed off, constructed and reconfigured at a startling rate. But even in the face of an unprecedented transformation to the job market, workers continue to find ways to adapt and thrive. Full article is here [i] http://startupbritain.org/startup-tracker/ [ii] Global Entrepreneurship Monitor Global Report 2017 / 2018, http://www.gemconsortium.org/report [iii] adult population across 52 economies [iv] https://www.thersa.org/globalassets/pdfs/reports/rsa_good-gigs-fairer-gig-economy-report.pdf [v] http://researchprofiles.herts.ac.uk/portal/files/13124212/Huws_U._Spencer_N.H._Syrdal_D.S._Holt_K._2017_.pdf [vi] https://www.theguardian.com/business/2017/oct/17/sometimes-you-dont-feel-human-how-the-gig-economy-chews-up-and-spits-out-millennials [vii] https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/learning-in-the-digital-age.html?id=gx:2el:3dc:dup3818:awa:cons:hct17 _ga=2.266993486.1913050791.1520238811-948782475.1520238811 [viii] https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/learning-in-the-digital-age.html?id=gx:2el:3dc:dup3818:awa:cons:hct17 _ga=2.266993486.1913050791.1520238811-948782475.1520238811 [ix] https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/learning-in-the-digital-age.html?id=gx:2el:3dc:dup3818:awa:cons:hct17 _ga=2.266993486.1913050791.1520238811-948782475.1520238811 [x] https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/learning-in-the-digital-age.html?id=gx:2el:3dc:dup3818:awa:cons:hct17&_ga=2.266993486.1913050791.1520238811-948782475.1520238811
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Causing Disruption to Help Businesses Flourish
10-July-2018 - onrec.com
Recruiter Jon Woodcock has joined forces with executive headhunter Aaron Weaver to form a brand new business which aims to look at recruitment in a very different way. Posted in News archive on 10 Jul 2018 Business Energizer, which launches today, is, says Aaron all about disruption. Its a paradigm shift in how businesses can recruit and grow their businesses. Its about offering solutions to fast growing, ambitious businesses and is born of our work with SMEs through to corporates over the last 35 years. The business offers companies and organisations support with key aspects of business growth from recruitment and headhunting, to learning and development, accountancy, virtual assistance and PA support, and PR and marketing as well as specific targeted services such as BEing Mum which aims to help businesses attract returning Mums to the workplace. Speaking on the launch of Business Energizer, Jon said, Weve been supporting SMEs and corporates across the UK for over 35 years now and as part of that we often get asked to help with matters other than recruitment and headhunting. Informally weve connected the right people who can answer those needs to our clients but this year we decided to create something more formal. There is a distinct lack of businesses out there who are able to help companies resolve the problems that growing fast raises. Over the last two months weve put together a team of 10 exceptional professionals who have years of experience in key areas and we know that well be able to fully support businesses with their growth plans either across multiple disciplines or with one specific issue. With big growth plans already in place, Business Energizer is practising what it preaches ensuring that those involved in the business helping clients are also involved in growing the business. Adds Aaron, The creation of Business Energizer is about doing things differently. Its about disrupting the norm, its about supplying what clients need and want not what works for us. Its about posing questions to our clients as much as it is about providing the answers through specialist, experienced support. Never has the time been better for thinking and working collaboratively - technology positively encourages it! Were really looking forward to getting stuck in and watching our clients grow and well continue to grow our team bringing in the experts who can truly help to grow our clients businesses in ways that works for them.
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ETZ Payments Helps Recruitment Entrepreneurs to Cut Costs With New Back-Office Software for Start-Ups
10-July-2018 - onrec.com
Startup 20/20 technology will enable growing recruitment agencies to reduce back-office costs by up to 85% Posted in News archive on 10 Jul 2018 Company Profile ETZ Payments View profile » Back-office software expert, ETZ Payments, is helping recruitment entrepreneurs to grow their businesses, by launching a start-up version of its market-leading enterprise recruitment back-office software. Startup 20/20 is based on ETZ Payments successful back-office technology for large agencies, offering small businesses in the recruitment sector the same time-saving and money-saving features at a fraction of the cost. The new software will enable start-up recruitment agencies to focus on winning clients rather than administrative jobs, by fully automating day-to-day back-office tasks such as submitting and verifying candidate timesheets, chasing invoices, and settling payments. ETZs software has already been proven to reduce back-office costs by up to 85% among enterprise recruitment companies. Startup 20/20 can offer that same opportunity to smaller businesses, along with further benefits including: Less time spent on essential tasks; Startup 20/20 can input a timesheet and create an invoice in less than 60 seconds Improved cash flow, with quicker payment for both agencies and workers Elimination of common errors that can prevent timesheets being submitted Real-time reporting for complete business confidence Nick Woodward, CEO at ETZ Payments, says: If youve ever daydreamed about starting your own recruitment agency, Startup 20/20 can make turning that dream into a reality easier than ever. By taking the time out of timesheets and the pain out of payment, we can help fledgling recruitment agencies to focus on winning new business, rather than being bogged down by lengthy - but essential - administrative tasks. We developed this software specifically with small businesses in mind, which is why Startup 20/20 is cloud-based, with no lock-in contracts or hidden costs. And with packages starting from £20/month, it is affordable to even the smallest start-ups. Startup 20/20 is the first in an exciting range of products and services that ETZ is developing for newcomers to the recruitment market. For more information, visit https://www.etzpayments.com/startup-20-20/
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Eploy approved as a G-Cloud 10 supplier
10-July-2018 - onrec.com
Eploy has, once again, been awarded by the Crown Commercial Service (CCS) as a UK Government approved supplier under the latest G-Cloud Digital Marketplace framework, G-Cloud 10. Posted in News archive on 10 Jul 2018 Company Profile eploy View profile » The G-Cloud Marketplace The GOV.UK G-Cloud Digital Marketplace is designed to help public sector organisations, who want to save time and costs finding approved suppliers on relevant frameworks, through an online marketplace for cloud IT services. G-Cloud 10 is the latest iteration of the Government's procurement framework that eases the way in which UK public sector organisations procure cloud-based technology. Meeting the Standard You can search for Eploy on the digital marketplace and find full details for Eploys SaaS Applicant Tracking System, Recruitment CRM and Implementation Professional Services, in the comfort that Eploy has met the standards set by the G-Cloud framework. Eploy combines Applicant Tracking, Recruitment CRM, Talent Pools and Analytics into a unified web-based platform integrated seamlessly with your careers site to provide an excellent candidate experience. Features such as name blind recruitment, support for shared services and award-winning recruitment dashboard technology ensure a compliant recruitment process. If you want to find out more, you can download the Eploy public sector datasheet. Chris Bogh, CTO at Eploy said We were delighted to be awarded G-Cloud supplier status last year and even more so to secure our first business on it. With our latest approved supplier status UK public sector organisations have the confidence that Eploy has met the Governments rigorous compliance, security and pricing transparency requirements and can provide a complete online recruitment solution that delivers across the recruitment journey.
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Want To Avoid Losing Good Employees? Make Your Culture Inclusive
10-July-2018 - onrec.com
By Betty Ng Posted in News archive on 10 Jul 2018 Some C-suite executives take the view from 30,000 feet, but dont see everything going on within the many organizational levels below. It may be time to answer the pressing question they keep asking themselves these days: Why do some of my best employees keep changing planes? Turnover is a concern for many companies and at many different job levels. According to the U.S. Bureau of Labor and Statistics, employees are staying in a job on average for 1.5 years. So retention is becoming a relic. Why is that? From up high in the organizational stratosphere, an honest look at the entire work atmosphere is necessary. And much of that vibe in the culture starts with how comfortable and engaged or not people feel on a daily basis. In short, do they feel included? Truly valued? Or are those diversity statements just empty pieces of paper? Much of employee retention and lack thereof is tied to the level of inclusion employees feel in the workplace. Studies have established that diversity initiatives can be a driving force in the overall betterment of companies, from financial performance to recruiting and retention. But none of that especially employee retention happens at a high rate without inclusivity in the work culture. Diversity is clearly important in terms of demographic representation, but inclusivity walks the walk, going the vital extra steps where everyone has opportunity and voice and thus becomes fully engaged. Inclusivity is fundamentally about the culture; its about how comfortable all employees feel about bringing their whole selves - their authentic selves - to work. Thus, companies wanting to recruit and retain diverse employees need to create a culture of inclusion, which needs to start at the top and be woven into the day-to-day operations. If you dont retain most of your top employees, and you lost them because they lost faith in your program or never could build trust in it, then the mathematical increases you make in diversity numbers dont carry the same weight. How can companies achieve real inclusivity? First, companies need to get back to the basics. Many businesses struggle with retaining good talent, a critical driver for profitability and sustainability. The core of the issue? Employees leave because they don't feel supported in achieving goals aligned with their personal as well as organizational visions. Studies such as one by Deloitte and the Billie Jean King Leadership Initiative reflect the need for inclusion relative to millennials. After all, millennials will comprise nearly 75 percent of the workforce by 2025. The study found millennials put a premium on inclusion, examples of which to them are when leaders and the culture promote a collaborative environment and recognize all employees for their unique value. The problems come, the study said, when managers and upper-level executives dont allow millennials to express freely. So, what needs to happen? It's about making a fundamental shift in company culture to one that is truly inclusive, collaborative, and high-performing. There are practical solutions to facilitate employee collaboration in order to achieve goals that matter for both themselves and their organizations. This is what my company Inspiring Diversity (iD) has focused on developing to help make tangible traction in building inclusive, collaborative, and high-performing organizations and communities. C-suite executives and managers at each level can consider myriad ways to establish and sustain inclusivity. Some examples: Give all team members a chance to be heard; take time to get to know your team; spread out the cherished opportunities so as to convey a sense of real, equal opportunity; help diverse team members find their way on the company roadmap; and leverage technology to help facilitate day-to-day engagement, collaboration, development, and success of your employees. The bottom line: companies with inclusive cultures have lower turnover and are more attractive to clients. This leads to higher profits and sustainability. In my book PO-LING POWER , I connect employee retention in a Virtuous Cycle, starting with an inclusive community. That, in turn, leads to employee engagement, employee success and development, organizational success and increased diversity. Ultimately, real inclusion means more employee retention and enhanced recruiting, as word gets out that the company walks the walk. The PO-LING POWER framework provides a tool to keep everyone focused on what matters for both the individual and organization. By helping to foster an environment where everyone helps each other to achieve goals aligned with personal vision i.e., each persons authentic self as well as organizational objectives, an organization can build a genuinely inclusive community that will better attract and retain diverse talent. About Betty Ng Betty Ng is the co-author of PO-LING POWER: Propelling Yourself and Others to Success , and founder/CEO of Inspiring Diversity, LLC iD, ( www.Inspiringdiversity.com ), which offers a practical multimedia solution to building inclusive, collaborative, and high-performing organizations and communities. iD works with organizations to drive profitability and sustainability through increased employee inclusion, engagement, and performance. iD is also a collaborative community with members of all backgrounds who inspire, empower and elevate each other to achieve goals. Ng holds degrees from Stanford University and Harvard Business School. She is a tech entrepreneur, media and content creator, author, trainer, public speaker and consultant. Ng was a high-level executive at Citigroup and Moodys. She has appeared in several top-tier publications including Forbes and Bustle.
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Only 12 per cent of C-suite staff think grades are important when hiring new employees
10-July-2018 - onrec.com
Research identifies most sought-after employee attributes and skills Posted in News archive on 10 Jul 2018 Research released today identifies the key attributes and skills that large companies look for when hiring new candidates. The research, which was commissioned by Kingsley Leadership Academy and carried out on over 200 C-suite staff, found that: Only 12 per cent of staff view grades as an important aspect when hiring a new employee; Work ethic (60 per cent) and teamwork (45 per cent) were selected as the most important skills; Over half of professional services (55 per cent) and manufacturing companies (58 per cent) state that leadership is the most important skill Only two of the 14 industries polled, think that grades are looked upon most favourably by the hiring team The research also found that most large companies look at a candidates grades only to see where their expertise lies and when interviewing for a leadership role, they would opt for someone who can exemplify creativity, people management and cognitive flexibility. It also offered some insight into what large companies would like schools to do to prepare graduates for the world of work. Overwhelmingly, most respondents believe that schools should be teaching students the specific skills they will need in their future careers, and surprisingly, a majority of legal organisations feel that schools should allow students to pursue their interests. Arthur Carmazzi, global top 10 leadership thought leader and developer of a new education model applied at Leadership Academy, commented, Over 80 per cent of large companies recognise that developing qualities of a future leader is an essential part of a childs education, with most C-suite staff advising recent graduates who wish to reach a leadership role to think outside the box as much as possible. In many ways, current school systems are outdated and not preparing children to succeed in this way; encouragingly, however, this research highlights what potential employers are looking for, and in doing so, identifies the areas where schools could be doing more to prepare children for a successful career and future. Visit https://kingsleyleadership.academy/ for more information.
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How do I research an investment trust?
10-July-2018 - dailymail.co.uk
We look at what new investment trust 'key information documents' provide to investors, which parts are most worth investigating, and how to use them when deciding where to put your money.
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Lloyds Broker Endeavour Appoints Allen from Howden as CEO Designate
10-July-2018 - insurancejournal.com
Lloyds broker and delegated authority specialist Endeavour Insurance Services announced that Karen Allen is to be appointed CEO designate of Endeavour, and will join the business in October 2018. Allen has spent her career of almost 20 years as a
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Alliant Acquires Texas Employee Benefits Firm, CLS Partners
10-July-2018 - insurancejournal.com
Alliant Insurance Services has acquired the Austin, Texas-based employee benefits and risk management consulting firm, CLS Partners. The Austin-based firm brings a team of more than 50 professionals to Alliant, bolstering the firms presence in the state and continuing its
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Venture Underwriters Opens Chicago Office, Expands Underwriting Team
10-July-2018 - insurancejournal.com
Venture Underwriters Inc. (VUI) has opened a new office in Chicago, Illinois, and hired Janet Stoller as vice president to oversee the new branch location. Stoller brings more than 35 years of underwriting experience. She has worked with various insurance
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No, You Cant Require Your Employee to Work During an FMLA Leave
09-July-2018 - workforce.com
Lets examine a question I receive all too often can an employer require an employee to work during an FMLA leave? So as not to bury the lede, the answer is pretty strong no. To examine this issue, lets take a look at Lay v. Louisville-Jefferson Cnty. Metro Govt (W.D. Ky. 5/29/18). Justin Lay, a packer in the Solid Waste Management... The post No, You Cant Require Your Employee to Work During an FMLA Leave appeared first on Workforce Magazine .
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Mothercare to close ten more stores putting another 100 jobs at risk
09-July-2018 - dailymail.co.uk
The children and baby chain will now shut 60 shops instead of 50, threatening 900 jobs up from 800 previously expected. The firm's boss admitted it desperately needed to transform.
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Mothercare to close more stores than planned with 900 jobs at risk
09-July-2018 - dailymail.co.uk
The baby and children's specialist will now close 60 of its outlets over the next year, leaving around 900 jobs at risk up from the 50 shops and 800 jobs it previously announced.
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Job candidates will tune out if assessments have too much gamification, claims new paper
09-July-2018 - onrec.com
The challenges of choosing between the different gamification options, when assessing job candidates, are highlighted in a new white paper from assessment specialist cut-e. Posted in News archive on 09 Jul 2018 Company Profile cut-e View profile » Called Gamification in assessment , the paper distinguishes between games, gamified assessments and game-based assessments. It explains that games are primarily used for pre-application attraction, whereas gamified assessments can be used to select candidates. These are proven psychometric instruments which feature game-style elements. Game-based assessments are defined separately as purpose-built games which assess the users behaviour while playing the game. The right gamification option can differentiate your hiring process, engage your candidates and boost your employer brand, said Andreas Lohff, CEO of cut-e. But to achieve these benefits, you need to balance the conflicting needs of recruiters and candidates. Recruiters want an objective, evidence-based assessment that will identify applicants who match the requirements of the role. Candidates, on the other hand, want an engaging assessment experience. This paper explains how to satisfy the needs of both audiences. The new paper reveals that - according to cut-es research - certain game-style elements are seen as attractive by job candidates. For example, candidates like completing designated challenges that unlock different levels and enable them to progress. They also like receiving immediate feedback. However, anything which identifies too strongly as a game is perceived as inappropriate for recruitment and unprofessional. The lesson here is that candidates want to feel that they are being taken seriously when they apply for any job, said Andreas Lohff. Our research shows that gamification elements can enhance the assessment experience, particularly in volume recruitment. But if your assessments have too much gamification - or if you include the wrong type of gamification - candidates will start to tune out. Seven practical steps are listed in the paper, to help HR and talent teams identify and implement the right gamification solution. These include: look for evidence that the assessment will measure what it claims to assess; ensure that the assessment feels appropriate to the role; give every applicant an equal chance of success, with no adverse impact, and explain to your candidates what youre assessing and how their performance data will be used. If youre considering introducing gamification into your talent acquisition process, its important to look beyond the hype, said Andreas Lohff. HR teams must ensure that their assessments are grounded in scientifically-validated psychometric rigour. If an assessment doesnt provide meaningful, job-relevant insights, it wont help you to make a fair and objective selection decision. cut-es new paper Gamification in assessment can be freely downloaded from http://infomail.cut-e.com/slt.php?t=1sfnpm.2h617l2
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Armed Forces Day should serve as a great reminder of the veteran talent pool
09-July-2018 - onrec.com
By Lee Holloway, Chief Executive, the Officers Association Posted in News archive on 09 Jul 2018 Last weekend around 100,000 people gathered in Llandudno to celebrate Armed Forces Day. A further 300 events were held in the UK and around the globe to recognise and celebrate the contribution and sacrifice made by that those who serve and have served in our military. Recruiters have an opportunity to celebrate and benefit from the experience and skills honed during military service every single day of the year. Tapping into the talent pool of military veterans can ensure that Britains businesses can make full use of the training that has been invested in those have served in the military. Many recruitment professionals now recognise the benefits of interviewing and engaging with candidates with a military background. Former officers for example, have gone through one of the toughest recruitment and training programmes in the world. As a result, they are well equipped to tackle the management and leadership challenges faced in todays economy. The Officers Association research: Veterans work, which was published with Deloitte, indicates that veterans are loyal employees, have a lower sickness rate, perform well in a team and can work under pressure. They are also problem-solvers and often task focussed, which is an asset in many roles. 90 percent of businesses who employ veterans say that they perform well in strategic management and the management and motivation of staff. However, it can sometimes be a struggle for veterans to get started on a civilian career. Our research has found that whilst 71% of employers say they would consider employing veterans, only 39% would employ someone with no industry experience. This means that organisations can sometimes overlook the abundance of soft skills and positive behaviours that Service leavers bring to the workplace, skills that are often hard to find. Armed Forces Day serves as a great reminder that there are some hugely talented people returning to civilian life who will continue to serve Britain but in a different way, in new roles, for many more years to come. www.officersassociation.org.uk
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ONS Labour Productivity Figures - CIPD response
09-July-2018 - onrec.com
Commenting on the latest ONS UK Labour Productivity figures, Ian Brinkley, Acting Chief Economist at the CIPD, the professional body for HR and people development, said: Posted in Opinion on 09 Jul 2018 Company Profile CIPD View profile » These findings show again that the Brexit negotiations are not the only major challenge facing the UK. The short term fall in productivity comparing the three months to March 2018 with the previous three months is disappointing but not surprising, given the unexpectedly strong employment performance and weak economic growth over the period. The underlying trend looking at changes over the past twelve months remains one of very weak growth. There is no sign that the economy is currently moving back to towards the much faster productivity growth rates that were the norm before the financial crash. Unless policy-makers start to think more innovatively about implementing the Industrial Strategy and addressing the long tail of poorly-managed firms in this country - particularly amongst the UKs 1.2 million businesses employing between 1 and 50 employees - it is difficult to see how we will start to close the productivity gap with our key competitors. An area policy-makers should be focusing more on is providing much better local business support to small firms on people management, as this is key to achieving the marginal gains in capability that over time can boost workplace productivity levels.
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Graduates should settle in Scotland to get the highest salaries
09-July-2018 - onrec.com
With hundreds of thousands of students graduating this year, Europes fasting growing jobsite, Adzuna reveals the best UK places to work after university. Posted in Statistics and trends on 09 Jul 2018 Company Profile Adzuna View profile » Scotland offers graduates an average salary of £1,889 more than UK national average London has the highest number of job roles but the average graduate salary (only £300 more than national average) combined with the steep living costs negatively impacts quality of life IT industry offers the best balance for graduates - with a high number of job opportunities and a high salary (more than £3,000 over national average for graduate roles) Teaching offers the largest number of job opportunities but the lowest average graduate pay London 5th July 2018 With hundreds of thousands of students graduating this year, Europes fasting growing jobsite, Adzuna reveals the best UK places to work after university. Analysis from over 1.2 million live job ads reveals Scotland ranked as best region for graduate pay with an average salary of £24,927: £1,889 more than the national average graduate salary across the UK (£23,038). Perhaps surprisingly, the smaller regions of Scotland are outplaying their city giants when it comes to pay: North Lanarkshires average graduate salary sits at £28,256, South Lanarkshire at £27,823 and Dundee at £26,248 in comparison to Edinburgh (£25,017) and Glasgow (£23,849). Of the UKs 53,233 graduate jobs, the study revealed that whilst Scotland is the most competitive region for earning money, there are fewer job opportunities than other regions. The research found the top three regions for job opportunity are London (19,328), South East England, (7,639) and North West England (4,397). Recent stats say London is attracting 24% of graduates within six months of graduating , and with the most job opportunities in the UK and the third most competitive wage (£23,336), it is no wonder why. However, with a monthly take home of £1,602.87 after tax for this salary and a single persons monthly livings costs without rent estimated at £771.62 combined with average rental costs for a double room standing at £751, this doesnt leave much spare change. By contrast, South East England offers some of the best balance, with a high number job roles (second largest number in the UK with 7,739 jobs) and good salary (just above national average at £23,098). Industry Intel Teaching is the best industry for job opportunities with 11,537 current live graduate jobs - but, when it comes to salary, it ranks lowest. On average a graduate will earn just £17,750 teaching compared to the top average graduate wage in engineering of £27,413 (£4,375 more than the national average graduate salary) Adzunas findings identify IT as the best sector on balance for a graduate to get into. The industry is placed second for highest annual graduate salary (£26,226), and third for opportunity, where it celebrates 4,108 current graduate job roles available. As a result, if youre moving to, or based in, South East England and have just graduated with an IT degree you will hold an advantage over other students in the UK in both getting a job and receiving a competitive salary. Andrew Hunter, Co-founder at Adzuna, said: Graduates should look beyond London and embrace a new appetite for adventure when it comes to work location. Our research shows those graduates who are willing to be flexible and mobile stand the best chance of the best chance of securing a well-paying grad role. That said, the traditional migration from North to South needs to be broadened. Flexibility is emerging as a key requirement and its important that graduates look carefully to see where the most opportunity is for their selected industry and where they can get the best bang for their buck when it comes to living expenses. Finding the perfect mix will do their wellbeing a world of good and help them bounce up the career ladder. Methodology The data - collated in July 2018 using 1.2 million live job ads from www.adzuna.co.uk - takes into account all regions across the United Kingdom and factors in the most popular graduate industries
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U.S. states probe fast-food franchise deals not to poach workers
09-July-2018 - reuters.com
A group of U.S. state attorneys general is investigating whether Five Guys, Panera, Burger King and other big fast food chains are using "no-poach" rules in franchise agreements to hold down wages and limit employee advancement, the officials said on Monday.
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On Our Recruitment Panel We All Have An Equal Voice, Its Just That Some Are More Equal Than Others
09-July-2018 - onrec.com
Posted in News archive Is this scenario or something like it familiar in your company? on 09 Jul 2018 Company Profile Recruitment-Assessment View profile » You are part of a senior recruitment panel or one of a team choosing the provider of important new solutions for the business. Although the correct process for each of these scenarios is clearly defined, many people have expressed dissatisfaction that not all contribution were equally valued. In a group situation, there is always the likelihood that one person will try to influence others who perhaps are lower in the company structure, have less experience or are not as self-confident even though they may have an equally valid contribution to make. Although many companies are aware of these issues, they struggle to find a practical solution while others prefer not to confront the problem at all. Recognising the complexity of the problem eSkill has developed a uniquely flexible solution called Team Review. Every assessors opinion is equally valuable. Team Review provides a comprehensive but easily configured solution that can remove all bias from a recruitment panel or which product should be selected. Team Review can dramatically change corporate decision making, to see for yourselves contact Warren Bresler on 0845-8400123 or email sales@recruitment-assessment.co.uk for your free trial of Team Review.
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Football fever: Handling sick leave
09-July-2018 - onrec.com
Conor McArdle, Brighter Business Posted in News archive on 09 Jul 2018 With Its coming home fever sweeping the nation, line managers (affectionately renamed linos for the duration of the World Cup) will be wary of employees calling in sick the morning after the night before. Indeed, during the England-Belgium game in the group stages of the FIFA World Cup, Google searches of reasons to call in sick spiked by 54%. Similarly, research commissioned by the London-based agency Centropy PR, found that one in ten people were planning to pull a sickie if England beat Colombia in their Round of 16 game which, in case youve been under a rock, they did. While some managers may have been short of staff yesterday, even more will be nervously eyeing up the calendar. Englands next game, against Sweden. is on Saturday, which could pose a problem for any businesses expecting their employees in work on Sunday. While the World Cup and Wimbledon capture the attention of sport fans across the country, some businesses will benefit from a boom in trade (particularly in the hospitality industry as fans go out to socialise and enjoy the spectacle), but other businesses may feel the strain through unauthorised absences. However, being prepared and capable of managing absences is an important part of being a business owner and people manager. If youre prepared ahead of big events you can ensure that you dont end up short-staffed. Heres some general advice ahead of big events: Carrot or stick? If youre pre-empting some absences, authorised or otherwise, it may be worth considering the significance of the event which will cause it. Is it something that everyone will want to attend? And if so, can you circumnavigate potential issues by offering everyone time off? Its radical, but for some things of national significance, like a World Cup final or a Royal Weddings (the latter pales into insignificance compared to the former) its hard to see how businesses could expect their staff to work through. There are several ways to potentially accommodate this; swapping shifts, altering opening hours, or offering the option to work from home , for example. If you cant see the business sense in doing something like this, then make concessions where possible to maintain morale and relations. Absenteeism and presenteeism It is estimated that the cost of ill health, sick leave and absenteeism costs the UK economy as much as £77.5b each year. Of course, sick leave is often entirely necessary; when employees are unwell, they wont be able to contribute or work as effectively. If your staff are genuinely sick, its important to let them have necessary time off to recover. This is because the dangers of presenteeism when employees feel pressure to come in to work while genuinely sick can negatively impact both the employee and the business. Presenteeism is estimated to cost business as much as £15b each year. To avoid unnecessary stress on your staff, emphasise the importance of appropriate action when sick. If they need a day of recovery, then let them know thats the best course of action. Policies and communication are key Finally, where you can be prepared in advance make sure that you and your staff communicate as far in advance as possible about big events. As a manager (or business owner), its your responsibility to make clear what is and isnt acceptable, including the inappropriate use of sick days or other unauthorised leave. Having policy around leave, including return-to-work interviews, and in case of escalation, disciplinary procedures such as warnings and hearings for repeat offenders, can help to discourage irresponsible behaviour. With enough notice and communication, it should be possible to come to an arrangement that suits everyone. Communicate important, upcoming dates and let staff know what is expected of them in terms of turning up, any advance notice for time off, and so on. For more tips, guidance and information on how to manage absenteeism , visit www.brighterbusiness.co.uk .
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This state worker almost tripled his pay, working average of 13½ hours every day in year before retiring
09-July-2018 - usatoday.com
Four Wisconsin state workers made $100,000 or more in overtime alone in 2017, but Bradley Thiede was tops. He boosted his pay in his year before retirement by $175,000, which will get him a higher state pension for the rest of his life.
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Federal Agency Issues Citations to Massachusetts Quarry Blasting Company
09-July-2018 - insurancejournal.com
The federal government has cited a Massachusetts blasting company for its role in a Rhode Island quarry blast that injured two workers and damaged nearby buildings. The Mine Safety and Health Administration, a division of the U.S. Department of Labor,
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California Orders Work Comp Insurers to Report Federal Income Tax Savings
09-July-2018 - insurancejournal.com
California Insurance Commissioner Dave Jones has issued an order directing every insurer licensed to write workers compensation insurance in the state must report their federal income tax savings annually through a rate filing in light of the new tax law.
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Oklahoma High Court: Rebates Still Available to Workers Comp Carriers, Self Insurers
09-July-2018 - insurancejournal.com
If a recent ruling by the Oklahoma Supreme Court remains unchanged, the states tax authority may end up having to pay millions of dollars in rebates to workers compensation carriers and companies that self-insure for workplace injuries. In an unpublished
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Uneven jobless rates: Weak job and wage growth weigh on these Trump states
09-July-2018 - usatoday.com
a closer look at the state-level data shows that job growth has been uneven in the states that turned out for President Trump. That could make it harder to convince some Trump supporters that the presidents economic policies are creating jobs fast enough.
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When youre starting out, good credit can make your life easier
08-July-2018 - usatoday.com
If you want to rent an apartment, buy a car or maybe even get a job, youll need to demonstrate a history of dealing with money responsibly and paying bills on time. Youll show that with a good credit score. Here are three other ways it will make your life easier.
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Medicare benefits: 7 frequently asked questions
07-July-2018 - usatoday.com
Medicare covers, or will eventually cover, virtually all American workers, but this massive healthcare program isnt well understood by millions of people. Here are seven things all Americans should know about Medicare.
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How to reclaim lost riches locked up in shares, savings and other accounts
07-July-2018 - dailymail.co.uk
Industry estimates suggest as much as £15billion languishes in bank and building society accounts, National Savings and Investments products, pensions and life insurance plans.
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Power of attorney: How to ensure you control who runs your finances if illness or an accident strike
07-July-2018 - dailymail.co.uk
A rising number of financial advocates acting on behalf of people in need are being investigated over their decision-making.
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How to return a gift without offending someone
07-July-2018 - usatoday.com
Lets face it...sometimes people buy you things that you dont love. Returning the item is ok, as long as you do it without offending the person who gave it to you.
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CEO Worldwide launches women-only C-suite recruitment platform
06-July-2018 - onrec.com
Executive recruitment company CEO Worldwide, a Forbes top 250 US executive recruitment firm*, announces today the launch of Female Executive Search, a recruitment platform that matches the worlds top female leadership talent with the progressive businesses and organisations that value gender diversity. Posted in Launch on 06 Jul 2018 Studies repeatedly show that gender diverse boardrooms are good for business**. But despite the evidence that equality at a senior level improves the bottom line, there still remains a disparity in representation at c-suite level, across all sectors. Thats why CEO Worldwide, experts in international executive recruitment, have developed a recruitment platform that empowers both women leaders and the businesses that value female leadership, to drive boardroom equality around the world. Recruiters can use the platform with confidence. Every executive listed in the community is certified against stringent criteria by CEO Worldwide for their experience and leadership qualities. The website itself, www.female-executive-search.com is intuitively designed, allowing busy execs to register and be discovered by hiring teams quickly, while hirers can search and filter candidates easily, based on their specific criteria. In addition to candidate search and the latest job opportunities, it offers a hub of industry insights, events and training opportunities. Because its powered by CEO Worldwide, businesses using Female Executive Search benefit from the firms commitment to fixed recruitment fees that are only payable on successful placement, flexible contract terms, a rapid 10-day turnaround on candidate sourcing and a 100%, 12-month replacement guarantee. To celebrate the launch, Female Executive Search is offering a 30% discount on fixed and success fees for any search mandate placed before 15th October. In terms of gender equality in its own boardroom, CEO Worldwide is leading by example, with a C-suite comprising a 2:1 female to male ratio. Janet Clark , International Marketing Director and France Dequilbec , International Talent Acquisition Director - who together have combined recruitment industry experience of 40 years - join Patrick Mataix , CEO and Founder of CEO Worldwide, in leading the business into this exciting new chapter. Janet Clark believes the launch of Female Executive Search represents more than just a new recruitment platform for women leaders in business. As well as providing the tools and insights to help women find their next executive leadership role, were also focused on advancing the issues that matter to women leaders, such as flexible working for parents, mentorship and a commitment to challenging the perceptions of women in leadership roles. This is about equality of opportunity, not positive discrimination. We dont believe women leaders should be seen as novel or rare and they certainly shouldnt be making up the numbers for the sake of a diversity case study. We should simply expect to see a fair representation of women business leaders and value them for their contributions to the bottom line. Female Executive Search CEO Patrick Mataix adds: I co-founded my first business in 1996. Our growth and success was driven by female executives running large chunks of the business, leading the company we founded, VistaPrint, to its current position as a 5bn USD Nasdaq venture. I experienced many great benefits of gender diversity across the business not only at the strategic and board level, but also at an operational and management level. Communicating the obvious but overlooked commercial benefits of boardroom gender parity has been a driving force behind Female Executive Search and I hope to see the number of top executive placements filled by women in the future, for the benefit of the global economy. If you are a woman executive looking for your next leadership role, or are looking to take your first step into leadership, register today to be discovered by recruiters, or browse current opportunities to see the type of roles currently on offer. If youre a business committed to gender equality in the boardroom, find your next hire by searching our community of accredited and highly experienced candidates.
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Business leaders gather to celebrate Jonathan Lee Recruitments 40th anniversary
06-July-2018 - onrec.com
Midlands-based engineering and manufacturing recruitment specialist, Jonathan Lee Recruitment, celebrated its 40th anniversary with clients, suppliers and friends at a special lunch event on Friday, 29th June, at Hogarths Hotel in Solihull. Posted in News archive on 06 Jul 2018 Business leaders from over 150 companies in the engineering, manufacturing and technical sectors came together to celebrate Jonathan Lees 40 years of investment in the industry, with guests including representatives from Toyota, Williams F1, Jaguar Land Rover, Vodafone Limited and Tata Steel. Guests enjoyed speeches from Marvin Cooke, managing director of Toyota Motor Manufacturing UK and international rugby referee Nigel Owens. A prize draw raised over £4,000 for Kidderminster-based charity, the Emily Jordan Foundation, which supports people with learning disabilities in finding employment. Jonathan Lee Recruitment was established in 1978 by chairman, Jonathan Lee, with the vision to establish long-term partnerships with clients in order to fully understand their business and its needs. Marvin Cooke, a Jonathan Lee engineering recruit in 1991 and now managing director of Toyota Motor Manufacturing UK, said: Jonathan Lee was the main technical recruitment agency for Toyota when they moved to the UK in the early 1990s and I dont think we would have got to where we are today without their support. Jonathan Lee commented: Im so proud of my team and the supporting, caring can-do culture we have created. A lot of recruitment agencies recruit people straight from university; but the key to our success is that many of our consultants have worked in the industry they recruit into and therefore have technical capabilities and a thorough understanding of the clients requirements. Founders of The Emily Jordan Foundation, Chris and Sarah Jordan said: Weve known Jonathan for many years; he has been involved since we set the charity up in 2008 and has always supported us so its great being here to support him today. We are very thankful for the generous donations made by lunch guests, which the Foundation will use to support the development of skills that people with learning disabilities need to gain employment. Headquartered in Stourbridge with offices in Basildon and Dubai, and design offices in Hatton, Jonathan Lee Recruitment has experienced steady growth over the last 40 years. Now with a total of 100 staff, the company has one of the lowest staff turnovers in the recruitment industry with nearly 40% of employees having been with Jonathan Lee Recruitment for five years or more, and 5% having served more than 20 years. For more information on Jonathan Lee visit jonlee.co.uk . For more information on the Emily Jordan Foundation visit theemilyjordanfoundation.org.uk/ .
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NHS70: Leaders must prescribe a unified political approach
06-July-2018 - onrec.com
By Jo Sellick, managing director, Sellick Partnership Posted in News archive on 06 Jul 2018 On 5th July, Britain marks 70 years since the establishment of a true national institution, putting the NHS under the global spotlight once again. Within the last 70 years our NHS has achieved some phenomenal successes, including the elimination of polio in the UK and the worlds first IVF baby. Reaching this milestone gives us the opportunity to celebrate those achievements and the outstanding work NHS staff carry out on a daily basis. But we must also acknowledge the challenges faced by the organisation that is globally renowned, to inspire change and ensure the longevity of the National Health Service. Funding has always been, and will continue to be, a key factor in improving public services - however, just throwing money at such a vast and diverse organisation is not the best way forward. People make the NHS, and although the NHS needs more funding - it also needs more people. The National Health Service currently employs around 1.3 million people, yet there are still roughly 37,000 vacancies that desperately need filling. Doing so would no doubt alleviate some of the pressures felt by existing staff, and in turn enhance the services the public receives. People are the cornerstone of public service delivery and the NHS deserves to attract and retain the very best talent. Private sector businesses today are heavily focused on enhancing their employer brand and on a daily basis I see how they are thinking even further outside of the box with ways to engage employees, enhance benefits packages and strengthen work-life balance. Working towards enhancing its employer brand would help the NHS compete against these big private businesses. As Brexit looms, we must do all we can to keep the very best candidates working here in the UK. The government and ministerial staff must lead the way in helping to achieve this. The lack of government investment in the NHS over the years has been detrimental, and the solution to this will not come overnight. The first step is for politicians to agree on a long-term approach that will ensure services are improved, so that the organisation can meet the demands of our growing and aging population. For the majority of the last seven decades, in particular the last two, the NHS has featured heavily in party manifestos. Opposing leaders have made pledges about how they would run the National Health Service in a bid to win votes, but many of these promises failed to come to fruition. It was used as the crux of the Brexit campaign, deviously claiming that the NHS would save £350 million per week if we left the EU, yet it is now said that we will only save between £8-12 billion overall each year post-Brexit. In addition, it will cost the nation £40 billion just to leave the treaty, leaving the public to face the harsh reality that there will be little-to-no benefit to the NHS as a result of leaving the EU, most certainly not until at least 2024. Despite these challenges, the NHS continues to deliver so much good to so many people and inspires health services around the world, but the way UK politicians currently handle the organisation is not sustainable. Of course, we need to fill those immediate vacancies and keep the system fully staffed, but longer-term the government and senior management must look to improve the organisations culture, regardless of which party is ruling government at any given time. As the NHS celebrates this landmark birthday, I have noticed a surge in TV programmes and editorial features celebrating the incredible nature of this national treasure and the people who work for it. Those in charge should capitalise on all the positive stories that come from these celebrations and work them into longer-term plans to make it one of the countrys most desirable places in which to work. In another 70 years time, Im sure we will be able to celebrate even more successes and rightly praise those who work so tirelessly for the good of our NHS and the country overall. Sellick Partnership provides this commentary on the provision that any print or digital coverage received quoting or referencing this content (in part or in full) will be shared internally and externally across email, social platforms and website platforms. Sellick Partnership will always provide, where possible, a link back to the original piece. If you have any issues with this please contact marketing@sellickpartnership.co.uk to discuss.
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Workplace injuries hit 10-year low in the UK
06-July-2018 - onrec.com
The number of work-related injuries occurring in the UK has reached its lowest in a decade, according to research carried out by personal injury specialist YouClaim. Posted in News archive on 06 Jul 2018 Workplace-related injuries have decreased over the last 10 years, with fatal and non-fatal injuries down by 45% and 51% respectively. This has resulted in a 12% reduction in the cost to employers from £3.322 billion in 2005/06 to £2.928 billion in 2016/17 and a 9% reduction in days lost due to injury from 6.057 million in 2006/07 to 5.532 million in 2016/17. More changes to workplace injury figures in the last decade can be found in this infographic created by YouClaim. Richard Powell at YouClaim said: The fall in workplace injuries over the last decade is attributed to the efforts employers have put in to improving health and safety in the workplace. These reductions will have had a significant impact on many organisations bottom line, increasing their revenues year on year. However, HSE reports indicate that over the last three years, days lost due to injury have increased by 36% from 4.436 million in 2013/14 to 5.532 million in 2016/17. While the value of fines collected since the introduction of new sentencing guidelines on 1st February 2016 has increased by 80%, from £38.8 million in 2015/16 to £69.9 million in 2016/17. Mr Powell said: Many organisations do now know the exact cost of accidents in the workplace. Few businesses bother to examine costs when investigating an incident, assuming that losses are recoverable through their insurance. However, uninsured costs are estimated to cost 10 times that of insurance premiums, according to the HSE, which can have a detrimental effect on a business. Uninsured and unrecoverable costs include sick pay, plant and equipment repairs, delays in production, damage to workforce morale, and loss of business reputation, leading to a lack of new investment and repeat business. Mr Powell said: When it comes to improving health and safety in a workplace, its a team effort. Directors, line managers and workers need to be aware of risks and understand what action needs to be taken when a hazard rises. Employers and employees are urged to ensure they are doing everything they can to reduce the risk of accidents in the workplace so we do not see a U-turn on all the work achieved over the last decade. In reality, it may be impractical to prevent every imaginable hazard, but no one wants to think that they could have done more if an accident were to occur. www.youclaim.co.uk
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How to research an investment fund
06-July-2018 - dailymail.co.uk
Investment companies have to produce a checklist of important details like charges and performance for each of their funds - but what do they leave out?
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Pension industry warns savers about retirement fund shortfall
06-July-2018 - dailymail.co.uk
An estimated 30.4million workers are not saving enough to fund the old age they dream of, the report by trade body Pensions and Lifetime Savings Association (PLSA) said.
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How to invest for income: The practicalities of total-return investing
06-July-2018 - dailymail.co.uk
In this series we are breaking the subject of income investing down into manageable chunks. In this, the final part, we look at how to manage a portfolio for total return.
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Health-care, manufacturing and business services industries led job gains in June
06-July-2018 - usatoday.com
The education and health services sector was the biggest net job gainer in June, the Labor Department says. Retail lost jobs again.
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German government, JPMorgan deny report on Deutsche Bank
06-July-2018 - reuters.com
The German government dismissed a report that it had privately raised concerns about Deutsche Bank , while JPMorgan denied it was interested in a stake in Germany's biggest lender.
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U.S. jobs growth lifts Wall Street, offsetting tariffs
06-July-2018 - reuters.com
U.S. stocks climbed on Friday, with the S&P 500 and the Nasdaq hitting their highest levels in two weeks, as strong U.S. jobs growth blunted the impact of an escalating U.S.-China trade dispute.
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U.S. job growth underscores economy´s strength, tariffs a threat
06-July-2018 - reuters.com
The U.S. economy created more jobs than expected in June, but steady wage gains pointed to moderate inflation pressures that should keep the Federal Reserve on a path of gradual interest rate increases this year.
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Dollar slumps after U.S. nonfarm payrolls data, tariffs kick in
06-July-2018 - reuters.com
The dollar hit three-week lows on Friday after data showed the U.S. economy created more jobs than expected in June, but a closely watched inflation gauge - wage growth - rose less than forecast and the unemployment rate increased.
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June jobs report: U.S. economy adds 213,000 jobs but unemployment rises to 4%
06-July-2018 - usatoday.com
Employment growth was strong for a second consecutive month as the economy added 213,000 jobs in June despite worker shortages and trade tensions. Economists had expected 195,000 job gains.
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The AI of the Storm: How New Technologies are Boosting Recruitment
06-July-2018 - onrec.com
Keith Jackson, HCM Solution Consultant, Infor, looks at the role of new technologies in developing talent and minimising skills gaps Posted in News archive on 06 Jul 2018 As the digital revolution continues full throttle, Artificial Intelligence (AI) is set to impact every industry in some format or another. The birth of Amazons Alexa has propelled AI into the mainstream, prompting many organisations to evaluate its value in a business context. In fact a recent survey found that 38% of businesses are already using AI in their workplace, with 62% expecting it to be in place by the end of this year. One area in particular where AI is driving change and delivering benefit, is recruitment. Faced with inordinate levels of administration and high volumes of repetitive tasks in the recruitment and retention of people, AI can play a role in taking away much of this administration to free up resources for additional projects. Making Waves There are two key areas in particular where AI is making waves in 2018: better talent management and the reduction of bias in recruitment. When it comes to talent management, the availability of AI is proving a game changer, with 46% of HR executives saying that AI will transform their talent acquisition capability. When it comes to talent management, AI can help the process of identifying, selecting and developing talent. The volume of data we gather on applicants, recruitment processes and employees can inform and shape AI platforms to help recruit the right kind of people into an organisation. These systems not only recruit the right people, but identify likely retention and high performers. Targeted Decisions Through helping recruiters identify new hires with the highest probability of success, they can be placed in the right positions, given the precise level of training required and supported by the right people. Essentially AI can expedite candidate assessment and time to hire without compromising quality or standards. In the same vein, AI has a valuable role to play in eliminating unconscious bias and discrimination around a candidates age, sex, race or religion from the recruitment process. According to McKinseys Why diversity matters, companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above national industry medians, while gender-diverse companies are 15% more likely to outperform their peers. A successful workforce contains diverse job histories, cultural backgrounds, levels of education and personalities. Removing Bias However overcoming the unconscious bias which plagues so many in recruiting is a challenge. Training people to avoid bias is rarely effective. But through removing gut-feel and training AI to focus solely on attributes pertaining to the role, suitability and anticipated performance the best, most objective decisions can be made. The reported benefits are substantial. In fact one Infor customer in the retail industry made AI-infused hiring decisions that led to a sales increase of $58 per hour. Further research points to a 71% decrease in cost-per-hire, and a threefold increase in recruiter efficiency for companies using AI for recruitment. Monitor and Evaluate With these kinds of figures being reported its easy to see why AI is set to surge in HR over the next few years. But of course there are challenges in making AI work. While AI might be capable of supporting smarter, more accurate decisions, it is only as good as the level of data, monitoring and training. Data is typically held in disparate systems and must be consolidated in order to present a full picture from which to train the machine learning in AI. Systems and providers must be thoroughly evaluated to ensure the capabilities are robust and fit for purpose. In the wrong hands, it might be easy for a set of incorrect assumptions to prevail continuous monitoring and evaluation is necessary, particularly in the early stages to avoid this. Fear Not the Fear Factor And of course there is the fear factor, with many worrying that AI will replace people. In fact the opposite is true. AI in a recruitment context is designed to equip people with additional capabilities which add value. AI can be designed and trained to support whatever you need when it comes to talent management. It is about maximising people power not replacing it. In the same way that Amazons Alexa helps to place orders, select music or inform us of tomorrows weather forecast, AI capabilities in HR automate candidate selection, succession planning and development. But in the same way that Alexa needs people to direct and request data, AI in recruitment stands to add most value in the hand of recruitment professionals, helping to free up time and resources to focus on bigger challenges such as new models. And if evaluated thoroughly and deployed in the right way it can turbocharge people power and performance, helping to create the world class organisations of tomorrow.
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How to stop those annoying robocalls, once and for all
06-July-2018 - usatoday.com
Robocalls are still a plague. We tried out apps, phone features and the Do Not Call registry to stop them.
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U.S. trade war with China, other countries: Layoffs, reduced hours, slimmer profits
06-July-2018 - usatoday.com
The escalating U.S. trade war with other countries Is prompting American firms to lay off workers, reduce hours and raise prices, among other measures.
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Robots Portend Grim Future for Working Class: Viewpoint
06-July-2018 - insurancejournal.com
Marc Andreessen, venture capitalist and one of the pioneers of the world wide web, once declared: The spread of computers and the internet will put jobs in two categories. People who tell computers what to do, and people who are
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Around the world in 80 jobs
05-July-2018 - sciencemag.org
After her postdoc, this scientist built an editing business while traveling the world
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The 11th Nominee for the Worst Employer of 2018 Is the Supervisor Supremacist
05-July-2018 - workforce.com
Last week, I asked why anyone is still using the N-word. Which brings us to todays nominee for the Worst Employer of 2018, which apparently did not receive the Thou shalt never use the N-word, ever! memo. The EEOC recently sued a Phoenix moving company, alleging that it created a racially hostile work environment for one of its employees, Clinton Lee. Specifically:... The post The 11th Nominee for the Worst Employer of 2018 Is the Supervisor Supremacist appeared first on Workforce Magazine .
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Fury over £6m payday for building society fat cats as branches close and jobs are axed
05-July-2018 - dailymail.co.uk
The five best-paid chief executives were handed £6m in total by the mutuals. Top of the pay pile was Nationwide boss Joe Garner, 48, who was paid £2.3m.
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How to cut the cost of your old pension
05-July-2018 - dailymail.co.uk
Very few people stay loyal to one company for the duration of their working life in this day and age. The result is that many people end up with a ragbag of pension plans.
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Make employers pay lion´s share into pension pots, says PLSA report
05-July-2018 - dailymail.co.uk
People should save at least 12% of their salary into pensions and employers should be made to stump up half of that, according to a new report.
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Ten car hire tips to save money and dodge extra fees
05-July-2018 - dailymail.co.uk
Additional charges, unforeseen insurance costs and poor customer service all related are common car rental grumbles. Here's how to avoid them with the help of vehicle rental experts.
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Castles and bikes: Harley riders from around the world roll into Prague
05-July-2018 - usatoday.com
Harley-Davidson riders roll into Prague for 115th anniversary celebration. Tens of thousands of bikers from 77 countries are coming here for the European version of the Labor Day weekend rally that Harley has planned for Milwaukee.
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IBM exec, 60, sues for age discrimination claiming board fired him because he is not a millennial
05-July-2018 - dailymail.co.uk
John Langley, from Texas, launched a court battle to get his job back claiming he was laid off last year as part of a company drive to hire younger staff and ditch older employees.
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Trump effort to lift U.S. offshore wind sector sparks interest - from Europe
05-July-2018 - reuters.com
(Reuters) - The Trump administration wants to fire up development of the U.S. offshore wind industry by streamlining permitting and carving out vast areas off the coast for leasing - part of its 'America First' policy to boost domestic energy production and jobs.
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ADP: Businesses added 177,000 jobs in June
05-July-2018 - usatoday.com
ADP reported 177K private-sector job gains in June. Economists estimate the Labor Department will tally 195,000 public and private gains
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Starbucks barista is fired for mocking a patron who was stuttering
05-July-2018 - usatoday.com
A Starbucks worker was fired after being accused of mocking a customer with a speech impediment.
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ON THE BOARD: Ocado recruits former Virgin Atlantic and Porsche Cars director Julie Southern
05-July-2018 - dailymail.co.uk
The former finance director at Porsche Cars UK business is also set to join the board at easyJet next month. At Virgin Atlantic she was chief commercial officer and chief operating officer.
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Salaries: US wage growth in June was 2018s strongest so far
05-July-2018 - usatoday.com
With the official unemployment rate at an 18-year low, blue-collar workers are in high demand.
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Woman Injured in Explosion at Missouri Pyrotechnics Plant
05-July-2018 - insurancejournal.com
An employee has been seriously injured in an explosion at a pyrotechnics plant in southwest Missouri. KSPR-TV reports that a fire subsequently broke out on July 3 at the AM Pyrotechnics plant in Pleasant Hope, which supplies big fireworks shows.
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CFO: Florida Workers Comp Carriers to Save $20M in Costs Next Year
05-July-2018 - insurancejournal.com
Cost savings in two Florida funds paid into by workers compensation carriers are expected to equal a nearly $20 million reduction in expenses for insurers operating in the state next year, according to a statement from the Florida Department of
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Britain´s Tim Henman trains ´ball dogs´ for tennis tournament
04-July-2018 - reuters.com
On a tennis court in London, former British number one Tim Henman is training a somewhat unusual group of candidates to become ball boys and girls for a tournament in December - dogs.
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How middle class is falling into 55% pension tax trap meant for millionaires
04-July-2018 - dailymail.co.uk
The absolute maximum the Government allows you to build up in a pension is £1.03m But many workers whose salaries have risen to about £80,000 unwittingly breach this allowance.
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VICTORIA BISCHOFF: Beware the car hire sharks on holiday
04-July-2018 - dailymail.co.uk
Ah, the summer! Sun, sea, sangria...and car hire sharks. As predictable as a hosepipe ban, there is never any shortage of rip-off tales from holidaymakers renting a vehicle.
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New Asos chief takes on old boss at M&S: Crozier and Norman battle
04-July-2018 - dailymail.co.uk
In what was seen as a major coup for the trendy fashion website, Adam Crozier agreed to join Asos in November having previously held top jobs at the Football Association, Royal Mail and ITV.
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Britain´s Tim Henman trains ´ball dogs´ for tennis tournament
04-July-2018 - reuters.com
LONDON (Reuters) - On a tennis court in London, former British number one Tim Henman is training a somewhat unusual group of candidates to become ball boys and girls for a tournament in December -...
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10 things to do before hiring your first employee
04-July-2018 - usatoday.com
Take these 10 steps to avoid possible problems down the line.
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Businesses defy the summer slowdown, with advertised salaries on the rise in June
04-July-2018 - onrec.com
More jobs also advertised last month, as businesses continue to invest in their recruitment efforts Posted in News archive on 04 Jul 2018 Company Profile CV-Library.co.uk View profile » With advertised salaries for new roles increasing by 1.2% in June, its clear that businesses across the UK were feeling confident last month. Whats more, some of the nations key industries also saw impressive hikes in pay. Thats according to the latest statistics from CV-Library , the UKs leading independent job site. The report, which compared job market data from June 2018, with that of the same period in 2017, revealed that the job market is thriving right now, with some of the nations key sectors offering competitive salaries. In fact, the top industries for a pay increase include: Legal pay up by 13.1% Catering pay up by 9.9% Marketing pay up by 8.3% Sales pay up by 4.9% Automotive pay up by 3.9% Recruitment pay up by 3% IT pay up by 2.5% Accounting pay up by 2.3% Engineering pay up by 1.6% Manufacturing pay up by 1.2% Lee Biggins, founder and managing director of CV-Library , comments: We typically see recruitment slowing down over summer months, but these hikes in pay suggest that businesses are continuing to push hard to attract talented candidates into their roles. Whats more, some of the UKs key industries are thriving right now, which is great news for both companies and job hunters across the nation. Furthermore, the data found that job vacancies also rose last month, increasing by 5.9% year-on-year. While this further proves that businesses are ramping up their recruitment efforts this summer, unfortunately application rates werent quite keeping pace with employer demand. The top five industries for job growth in June, include: Hospitality jobs up by 34.8% Agriculture jobs up by 25.6% Legal jobs up by 17.6% IT jobs up by 15.9% Education jobs up by 11.3% Biggins concludes: Its clear from the data that organisations were remaining very active in their recruitment efforts last month. With June marking two years since the Brexit vote, its positive to see that businesses are still pulling out all the stops to secure talented new recruits and continue driving the economy forward. That said, applications were not keeping pace last month, suggesting that job hunters are still feeling uncertain, even two years down the line. Whats more, our overall happiness tends to increase during the summer months, particularly given the spate of nice weather weve been having recently, so its not surprising to see that candidate appetite has taken a knock. Despite this, companies across the UK need to keep working hard if they hope to see applications picking back up in the coming months. If youre looking for new recruits, browse through our CV database, or post your job vacancies on CV-Library right now.
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41% of the UKs top talent fear work knocks mental well-being
04-July-2018 - onrec.com
Top performing employees say work negatively impacts their personal lives and emotional well-being Posted in News archive on 04 Jul 2018 The UKs top performing employees are close to burn-out according to Smart Talent Expects - a new study by CoreHR examining the behaviours and attitudes of 1000 UK employees who stand out to employers thanks to their high-drive and ambition. 42% of smart talent employees say work negatively impacts their personal lives. 41% also worry about the impact work has on their mental well-being, rising to nearly half (49%) of 25-34 year olds. Despite 73% of respondents saying a good work-life balance is attractive in an employer, only 41% believe their current job actually allows for this. In addition, 7-in-10 (68%) argue their employer should take shared responsibility for their emotional and physical well-being. Smart talent are keen to use new forms of technology to help them have greater control and management over their workloads. With over a third (35%) saying their current workload is unsustainable, 64% also believe introducing new digital technologies into the workplace will enable them to be more efficient in their role. Dean Forbes, CEO, CoreHR commented: People thrive when theyre challenged, but shouldnt be pushed to breaking-point. Employers should always be mindful of setting clear goals as well as boundaries. Providing strong support networks for employees is especially important. Job satisfaction and well-being go hand-in-hand with better performance, creativity and how well colleagues cooperate. Specifically, smarter HR technologies that give people more ownership over their careers are an incredibly powerful enabler and time-saver. Providing your talent with substandard technology is tantamount to making their jobs harder by causing delays, operating problems and significant workplace stress. With the estimated cost of employee turnover between 100-300% of the replaced employees salary [1] , the findings of the research emphasise the huge impact poor talent management can also have on an organisations bottom-line. Half (49%) of respondents would not hesitate to leave their current employer if their career expectations were not met. Half of respondents (51%) have also felt let down by their employer in the last six months. Forbes continues: The assumption that employees who continually work long hours are simply showing their commitment is a dangerous one. Failure to develop and support smart talent in reaching their full potential not only makes your employees want to head for the door, but leads towards a vicious cycle of turnover. This makes it equally painful to attract more. The reality is that business leaders need to use smarter technologies to make it easier for employees to perform under pressure whilst also maintaining a healthy work-life balance. [1] Harvard Business Review - Technology Can Save Onboarding from Itself
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New research reveals ideal length of time to stay on each step of the career ladder
04-July-2018 - onrec.com
New research has revealed the optimum length of time for executives to stay in each role on the career ladder, which can accelerate the speed of developing leaders by 25 to 30 per cent Posted in News archive on 04 Jul 2018 In her new book Accelerated Leadership Development - How to Turn Your Top Talent Into Leaders, published this week (Kogan Page), business psychologist Dr Ines Wichert found that at junior level the ideal tenure in a role is 12 18 months, at mid-management level two to three years and at senior management level, three to five years The first ever study of accelerated leadership development from an organisational and an individual perspective, shows that on average the time taken to develop an employee from graduate to C-Suite is 20 years and from graduate to senior executive level is 12 years. If four key factors are in place this can be reduced to 14 and eight and a half years respectively. The four key factors are: the accelerated leader must have the right raw material: intellect, drive and being an agile learner access to the right roles access to the right support network being spotted and fostered as talent early. The study found that at each level high-potential employees needed to stay in their role long enough to experience the impact of their own decisions and learn from them before moving to the next challenge. Moving to a new role faster than every two years may increase the risk of burnout and if a high-potential employee moves to a new employer too often, doubts may be raised about their grit and how easy it is to work with them, said Dr Wichert. Conversely staying in a role for too long will also raise red flags. When I hire people and see that a candidate is a serial butterfly, then I am careful. However, a few short stints dont bother me. Long stints bother me more. if you are too comfortable you dont push yourself and you dont perform, says Rachel Gray, Sales Director, Experian. The study also highlighted the need for high-potential employees to gain breadth of experience across seven key areas: international assignments, large-scale change management roles, developing or setting up something from scratch, managing people, operational roles, P L responsibility and turnaround roles. High-potential employees can only progress at increased speed if they manage to pick up this necessary breadth of experience as efficiently as possible. They must move across functions and learn how to deal with a myriad business challenges before they are ready to take on the reigns of an organisation, said Dr Wichert. For the study, Dr Ines Wichert, (previously Head of IBMs D&I Centre of Excellence, author of the seminal study into women on boards "Where Have all The Senior Women Gone? and now MD of leadership development consultancy TalUpp) carried out in-depth interviews with 38 HR and business leaders from global organisations and six high potential millennials. Accelerated Leadership Development - How to Turn Your Top Talent into Leaders (Kogan Page), by Dr Ines Wichert, is out now.
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Amberjack on track for double delight at the ISE Student Recruitment Awards
04-July-2018 - onrec.com
After taking the recruitment world by storm and winning a fantastic four Recruiter Awards Amberjack are targeting more success at the ISE Student Recruitment Awards Posted in News archive on 04 Jul 2018 Company Profile Amberjack View profile » As Assessment & Selection and Best of the Best Award winners last year, Amberjack are proud to be named finalists in the Outstanding Supplier Contribution and Diversity and Inclusion Award categories with partners Heathrow and Mars. At Amberjack achieving true diversity is an aspiration close to their hearts. For progressive employers too, diversity means strategic advantage and inclusion is a way to get it. Its a strategic imperative and Amberjack have a proven track record in consistently delivering outstanding results to meet this crucial objective. In partnership with Heathrow Amberjacks work has driven transformational change. By taking a holistic approach to improving female and BAME diversity the targeted attraction, gamified recruitment and removal of bias from Heathrows emerging talent process has led to significant increases on workforce and previous cohort levels. The Outstanding Supplier Contribution Award recognises supplier excellence and innovation. As well as consulting and best practice expertise that feeds their strategy, Amberjack support Mars with candidate management and provide the technology for Mars to meet their hiring objectives. Driving a superior candidate experience is one of the big rocks Mars has to supports its ambition to be the Company Millions want to join, stay and grow with. For Mars future leaders recruitment programme Amberjack has delivered out of this world results. Not just shattering records but taking candidate experience to new heights by achieving a Net Promoter score of +61 (on a scale -100 to +100, where +50 is considered excellent and +60 is exceptional). To see how Amberjack have achieve exceptional recruitment results for diversity and candidate experience read the case studies .
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Textkernel launches Jobfeed in Bullhorn
04-July-2018 - onrec.com
Bullhorn customers can now connect the entire online job market to their daily work. Jobfeed's integration enables better quality lead generation, competitive insight and labour market analytics without ever leaving the CRM. Posted in Partnerships on 04 Jul 2018 Company Profile Textkernel View profile » Textkernel, the leader in machine intelligence for matching people and jobs, today announced an expansion of its business development and sourcing tools within Bullhorn, the cloud computing company that helps staffing and recruiting organisations transform their businesses. Textkernels Jobfeed, newly released in Bullhorn, gives recruiters unparalleled access to the entire online job market for lead generation, competitive insight and labour market analytics. Find more leads, place more candidates - all within Bullhorn Recruiters can now find high-quality leads directly in Bullhorn through Jobfeed, which aggregates and categorises job listings from around the web in great detail, creating searchable listings. Categories include distinguishing direct employers from agencies, company size and more. In combination with Textkernels powerful matching technology, staffing and recruitment firms can identify companies who are likely to buy their services and immediately match interesting job opportunities to their candidates - all within Bullhorn. Were excited to include our Jobfeed Big Data tool in Bullhorn, a leading CRM and operations platform for the staffing and recruiting industries, said Gerard Mulder, Textkernels Chief Commercial Officer. Our existing customers love Jobfeed as a valuable resource to find leads with a high conversion success rate, which ultimately means placing more candidates. Recruiters can match leads found in Jobfeed to their candidate database directly within Bullhorn. Then, after placing their top candidate, they can find new opportunities that perfectly match the skills of their silver-medal candidates. By creating this continuous sales-cycle, recruiters can increase their share of wallet with existing customers and win the right new customers. Jobfeed's direct integration into Bullhorn means recruiters get even more out of their sourcing efforts from one central location, continues Mulder. Market insight - know what your competitors dont Jobfeed also provides recruiters with competitive insight to support strategic decision-making, alongside background information to help close deals faster. By understanding the labour market through advanced analytics, recruiters can identify demand in key focus areas, discover opportunities with existing customers and find new companies that are most likely to do business. This competitive insight can also shed light on emerging market trends, highlight in-demand skills, track competitor behaviour, and benchmark their companys position in the market. "Jobfeed gives us the ability to rapidly respond to the market. This not only saves us time but also gives us a great competitive advantage over parties that do not use Jobfeed," says Olfertjan Niemeijer, Managing Consultant Independent Recruiters. "Bullhorn users have been able to use Textkernel search and match within their ATS workflow for years," says Nina Eigerman, Bullhorn's VP of Alliances and Business Development. "Now they can use Jobfeed in Bullhorn to help find the right opportunities for their best candidates. This kind of candidate marketing leverages the best of artificial intelligence and machine learning to increase placements, driving growth and improving the candidate experience." Textkernels Jobfeed big data tool for lead generation and competitive insight is now available on the Bullhorn Marketplace . For more information please visit Textkernel . A copy of this release is available on Textkernel's site .
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Management Training Lessons from Googles Lawsuits
04-July-2018 - onrec.com
This year, Google has received a lot of bad publicity for being the defendant in a series of lawsuits. The international company is facing multiple lawsuits from its own employees. Posted in News archive on 04 Jul 2018 The lawsuits have been filed by employees in Silicon Valley in the United States. However, implications of them are clear for employers in other jurisdictions as well, including United Kingdom. Managers at all companies should pay close attention to the developments at Google and implement managerial training policies to avoid facing similar lawsuits. Overview of the lawsuits at Google Curtis Bailey, the CEO of Tradify , says that managers should familiarize themselves with the ongoing employee lawsuits at Google. Here is a brief overview of them. Sexual harassment allegations Lorreta Lee was an engineer at Google for nearly a decade. She claims that she faced ongoing harassment while working at the company, which included non-consensual touching and inappropriate comments. Lee attributed the harassment to the bro culture at Google and filed a lawsuit in March. Wage discrimination lawsuit A number of female employees at Google have accused the company of wage discrimination. Google is concurrently defending itself against discrimination lawsuits by their employees and the United States Department of Justice. The Department of Justice has requested wage data from Google to verify the authenticity of these claims. Google claims that its own which data indicates that female employees are paid nearly identical incomes to male counterparts after accounting for hours worked, years of experience, job title, education and other factors. However, these claims do not reconcile with evidence submitted by several female employees. Female employees working in the daycare center at google have shown that they received less compensation then their male colleagues, despite the fact that they had higher level degrees and more experience. There is a good chance that these female employees and the United States Department of Justice may meet the preponderance of evidence standard necessary to win a wage discrimination lawsuit. Allegations of discrimination against conservatives and white men Last summer, former engineer James Damore published a memo about some controversial gender issues facing Google. Damore stated that some biological factors, such as increased likelihood for neuroticism and higher levels of empathy played a role in the challenges female engineers face. He also argued against gender hiring quotas. Damore was fired for his statements shortly thereafter. In January, the former engineer initiated a class-action lawsuit against Google . He claimed that the company openly discriminated against Caucasian males and conservatives. He attached screenshots of statements made by Google managers to support his claims. Several other employees have joined his lawsuit, including a fired Hispanic employee that claims he was fired for his conservative beliefs. Recruiter allegations of racial and gender discrimination James Damore isnt the only white man suing Google for allegations of discrimination. Earlier this year, a former recruiter claimed that Google instructed recruiters to dismiss applications of white and Asian men with less than five years of experience. He attached a screenshot of an email from his supervisor, which appears to corroborate his claim. Training your managerial team to avoid Googles mistakes There is a good chance that Google will lose at least one of these lawsuits. Even if they win all of them, the lawsuits themselves may have created a reparable damage to company morale. Google is being sued by employees of all genders, ethnic cities and political views. Here are some lessons that human resources officials at other companies can learn from an autopsy of Googles mistakes. Provide even more regress sexual harassment training in male dominated departments and workplaces Sexual harassment has been a serious problem in the workplace for decades. Despite all of the attention that has been brought to the issue, it continues to haunt many employers. This is clearly true even in progressive workplace cultures like Google. This tends to be a bigger issue in workplaces that are predominantly male. These workplaces need more rigorous sexual harassment preventing training. It should be focused specifically on their industry, so the members recognize the relevance to them. Put a damper on discussing sensitive and political issues Google is being sued by people on both sides of their company for expressing bias against employees or not giving them an equal opportunity to voice their views. This is the inevitable consequence of a company that encourages open discussion on sensitive issues, especially politics. Other companies can avoid this issue by prohibiting them from using the company intranet or board rooms to discuss these types of issues.
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Quarter of Brits say #MeToo and Times Up gave them confidence to report sexual harassment in the workplace
04-July-2018 - onrec.com
Prominent movements against sexual harassment, including #MeToo and Times Up, have given over a quarter of UK workers the confidence to report sexual harassment they see or experience in the workplace, according to new research from global jobs site Monster.co.uk. Posted in Statistics and trends on 04 Jul 2018 31% of Brits have experienced or witnessed gender discrimination in the workplace in the last year 21% have experienced or witnessed sexual harassment in the workplace in the last year Only 44% believe men and women with the same experience and qualifications have an equal chance of being hired 41% feel women still need to work harder to get a promotion 28% of HR professionals feel that their organisations policies need to be updated to encourage further gender equality in the workplace. Prominent movements against sexual harassment, including #MeToo and Times Up, have given over a quarter of UK workers the confidence to report sexual harassment they see or experience in the workplace, according to new research from global jobs site Monster.co.uk . While the research unearthed the positive impact the movements have had, it also highlighted the extent of gender discrimination and sexual harassment still taking place in workplaces across the country. Over a third (31%) of UK workers said they had either experienced or witnessed gender inequality in the workplace in the past twelve months; this was more prevalent in women, with a quarter saying that they had experienced it themselves, compared to 9% of men. Younger generations were also more likely to say they have either experienced or witnessed it, than those aged over 35. Worryingly, Monster.co.uks research also found that over a quarter (21%) of UK employees have directly experienced, or witnessed, sexual harassment in the workplace. With 18% of women reporting they have experienced harassment directly in the last year. Monster.co.uk data also saw an 18% uplift in men reporting sexual harassment in the last twelve months. The research also showed only 44% of Brits believe that men and women have an equal chance of being hired for the same role, even if they have the same qualifications and experience. Women are more likely to feel there is lack of equality in the workplace, with only a third (35%) believing they have an equal chance of securing a job; compared to 55% of men. 41% of employees still feel that women need to work harder to get a promotion. Demonstrating that attitudes are changing, those aged 35 and under feel more confident that they have an equal chance in the workplace regardless of their gender. Organisations play a fundamental role in creating gender parity in the workplace. When asked, 69% of HR professionals said they do have policies in place to guarantee equality between men and women when hiring, a 7% increase since 2016. However, 28% feel that their organisations policies need to be updated to encourage further gender equality in the workplace. Alarmingly, a further 25% admit that the policies they do have in place arent always followed during the recruitment process. VP of Marketing Europe at Monster, Sinead Bunting says, #MeToo and Times Up have clearly had a profound impact and raised awareness of sexual harassment and gender inequality in the workplace. Its refreshing to see these issues being talked about openly in offices and to see more of us feeling confident to stand up for what is right but there is still a lot more to be done. HR and business leaders have the ability to help shift attitudes and create equal playing fields and safe spaces where concerns can be heard. Companies need to empower their workers to come forward if they see something they dont believe is right, and give them the confidence that any issues reported will be handled sensitively and treated seriously. Tips: Attributed to Sinead Bunting, VP of Marketing at Monster.co.uk What can I do if Im asked uncomfortable questions in an interview? Its illegal for employers to ask your age, ethnicity or date of birth in an interview. Likewise your marital status, children or plans for children and sexual status should not come up. They should not be judging on your age but on your aptitude and skills for the job. If one of these questions is asked, the law is on your side. Be reasonable but firm in saying you politely decline to answer that question. If you do feel you were unfairly questioned and this may have impacted your chances you should seek advice from the Equal Opportunities Commission. What can I do if Im being harassed in the workplace? Firstly, it is important to remember that harassment can come in many forms, and one of the most difficult steps is often admitting it is happening to you. Harassment is unwanted or unwelcome behaviour which is meant to or has the effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. If you feel safe, you should tell the person harassing you that youre uncomfortable and ask them to stop. Tell your HR department whats going on too. However, if these individuals are part of the problem youll need to seek outside help. Citizens Advice offers online resources plus phone and face-to-face appointments to help you address harassment, and the Equality Advisory and Support Services can point you towards groups that support victims of harassment. Whatever you do, put everything in writing. Collect evidence keep a diary recording all the times this has occurred. Your employer has a legal, ethical, and employee relations obligation to investigate the charges. In fact, if an employer hears rumours that harassment is occurring, the employer must investigate the potential harassment. If the harassment is sexual in nature and becomes physical without your consent you should report to the police as well as internal avenues.
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Working up a sweat? Britain´s best-paying outdoor jobs revealed
04-July-2018 - onrec.com
Wimbledon, Henley and a heatwave; the Great British Summer is in full swing and many a deskbound office worker is looking wistfully out the window and pondering what it would be like to work in the sunshine. The answer is surprisingly well paid, according to data released today by the worlds largest job site Indeed. Posted in News archive on 04 Jul 2018 Company Profile Indeed View profile » As the Great British Summer blooms, opportunities abound to work in the sunshine Seven of the ten best-paying outdoor roles offer salaries above the national average Wimbledon, Henley and a heatwave; the Great British Summer is in full swing and many a deskbound office worker is looking wistfully out the window and pondering what it would be like to work in the sunshine. The answer is surprisingly well paid, according to data released today by the worlds largest job site Indeed . Jobs in a range of sectors, including science, sport, construction and agriculture, all feature among the top 10 best-paid outdoor roles, with the vast majority paying more than the average UK salary of £27,600. Table: UKs top 10 best paid outdoor jobs Rank Job Average salary 1 Site Manager £44,418 2 Senior Landscape Architect £36,952 3 Location Manager £34,721 4 Landscape Foreman £32,452 5 Travel Manager £32,062 6 Environmental Specialist £29,316 7 PE Teacher £28,638 8 Farm Manager £27,208 9 Crew Manager £26,299 10 Gardener £20,324 The two best-paying roles - site manager and senior landscape architect - pay an average salary of £44,418 and £36,952 a year respectively, with a glamorous job in television as a location manager just behind them. Indeeds data also revealed the number of jobseekers searching for outdoor jobs in May was 9% higher than last year, and is now at its highest level for two years. Flexibility - a common factor across many of these outdoor, summertime jobs - is increasingly important for the modern jobseeker. Across the UK, Indeeds records show that interest in flexible work increased by 13% in the 12 months to May. Bill Richards, UK Managing Director at Indeed, commented: Our list shows a variety of outdoor roles that offer great alternatives to 9-5 desk jobs and while five of the roles are management ones, the list shows outdoors jobs arent just for the summer but can be solid career choices, too. Not only do these roles pay well, they also offer levels of mobility and flexibility that are in high demand with the modern jobseeker. Additional benefits such as fresh air, a non-sedentary lifestyle and a flexible schedule can all help employees achieve a good work/life balance. Britons love talking about the weather so while the traditional office setting is becoming less appealing to younger generations of workers, those interested in an outdoor career should keep in mind how unpredictable the elements can be. Outdoor roles are also known to include extensive travel, in some cases, or to require overtime. This can be an exciting prospect for some jobseekers, while for others it will mean giving up a comfortable routine.
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Does Englands goalie have the most stressful job in Britain?
04-July-2018 - onrec.com
Lynn Cahillane, Jobs Expert at totaljobs said: Posted in Opinion on 04 Jul 2018 Company Profile Totaljobs View profile » Last nights performance by the England squad is undoubtedly cause for celebration, but watching the team battle, it raised the question of how those with stressful jobs can cope. Id argue that Jordan Pickfords goalkeeper position is currently the least desirable job in the world following the stress of the penalty shootout, however, this is an everyday reality for many employees with highly stressful jobs. We regularly see stressful jobs top the lists from first respondents, to teachers and managers, and Id say goalkeeper would be up there today. Stress is the number one hazard in the workplace, currently estimated to cost the UK economy more than £12 billion a year. Like any employer or leader, Gareth Southgate has a responsibility to his team to side-line his own stress and open up communication within the England team to address concerns as well as offer ample down time. Extra pressure at work has time and time again shown to worsen productivity and cause dissatisfaction amongst workers. Employers can learn a lot from this World Cup constant pressure on a team is counterproductive and will only create a less productive team dragged down by stress. The key for employers is to help workers manage their stress levels to avoid health issues, which hurts both them and their employer.
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New wellbeing platform - empowering UK employers and staff
04-July-2018 - onrec.com
Posted in News archive An international wellbeing platform that helps employers manage employee work life balance has launched in the UK. on 04 Jul 2018 YoopiesAtWork says it is new, innovative, impactful and the only company to offer creative and flexible solutions that not only manage employee wellbeing and work life balance, but also helps to attract and retain talent and ease the daily burdens upon HR professionals. And, in light of a recent survey by OnePoll1, which highlighted Brits work on average an additional ten hours per week - 60 per cent of which will do so for free - this initiative goes a long way to ensuring employee wellbeing is dramatically improved. The survey suggested that both financial and personal wellbeing are severely impacted. In addition, it redresses the equality imbalance when it comes to supporting parents in the UK workplace. Benjamin Suchar, CEO and founder of YoopiesAtWork, said: We combine equality, community and affordability through a social platform that can be customised, and branded, to the needs of the company and its workforce. Its available to every single employee anywhere in the UK, colleague recommendations help peers to find trustworthy care and build up a strong workplace community and as we are not an agency, we ensure direct bookings are much more affordable. Furthermore, in response to the Government removing its childcare voucher scheme, employers can fund childcare coupons for its staff. And, while the gender pay gap continues to court headlines, this goes some way towards empowering employers by giving them greater opportunities for the parents they employ. In 2018, bureaucracy shouldnt restrict a persons right to work. Parents are able to create a detailed advert outlining their requirements, which in turn sends a notification to the top five per cent of previously vetted sitters. Within just ten minutes, they receive a response with details of the available sitters, allowing them to chose the most suitable and book directly through the website or the downloadable app. For businesses and HR professionals, there is promotional materials and quarterly reporting available to make their job much easier also. Tailor-made communications supports the launch of the service along with posters, user guides and information screens. Businesses can then adapt this to ensure staff are kept up-to-date with regular newsletters, emails and webinars. Each quarter, HR professionals receive a detailed report, which allows them to support a mix of care policies that reflect the needs of their employees at different stages of their lives. Benjamin added: If a parent is pre-occupied with managing childcare they are not productive, and our studies and data suggest single parents need particular support here, with almost one and a half more single parents likely to require one-off care than couples. This affects wellbeing and ultimately, productivity. We have witnessed improved efficiency, loyalty and motivation with companies such as SAP, Disney, Air France and BNP Paribas amongst others. And, a productive environment tends to produce a happy and retained workforce. YoopiesAtWork currently partners with more than 60 companies and leading brands across Europe. It is built upon the success of Yoopies, a consumer platform, which has more than three million active users that want a hassle-free, easy-to-use childcare and wellbeing solution. For further information, visit www.yoopies.co.uk
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Set your own expectations, says Andrés Gallegos (podcast)
03-July-2018 - abajournal.com
What do you know now that you wish youd known at the start of your career? Its a question that ABA Journal podcast host Stephanie
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Senior Living Facility Employees Benefit from Art Therapy
03-July-2018 - workforce.com
The Elder Care Alliance personalized its wellness program to the unique needs of its workforce is a truly novel way ditching the wellness program of the tech startup bro and creating an art therapy program. The post Senior Living Facility Employees Benefit from Art Therapy appeared first on Workforce Magazine .
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The 10th Nominee for the Worst Employer of 2018 Is the Whitewasher
03-July-2018 - workforce.com
White only If I told you that an employee hung this sign inside his workplace, you might think I was talking about 1950s Mississippi. Im not. Its 2018 Sacramento, California. That alone would be enough to earn this employer (Vivint Solar) a nomination as the worst employer of 2018, but its just the tip of the racist iceberg. At least... The post The 10th Nominee for the Worst Employer of 2018 Is the Whitewasher appeared first on Workforce Magazine .
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Volkswagen Accused of Company-Wide Age Discrimination in Tennessee Suit
03-July-2018 - insurancejournal.com
A Tennessee employee of Volkswagen AG sued the automaker and alleged that it has been systematically discriminating against older workers in wake of a massive emissions scandal that tarnished the companys reputation. Jonathan Manlove, a former assistant manager in logistics
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How Opioids are Impacting the Kentucky Workforce
03-July-2018 - insurancejournal.com
The pickings have gotten slimmer when Mike Bowling needs to hire someone for his convenience stores in London and Manchester, where he also has a tobacco store. This is the hardest Ive ever seen getting workers and keeping workers, said
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Austins Employer Solutions Group Joins INSURICA
03-July-2018 - insurancejournal.com
Insurance broker INSURICA, headquartered in Oklahoma City, has acquired employee benefits provider Employer Solutions Group (ESG), based in Austin, Texas. ESG operates throughout Texas under the leadership of Michael Bakonyi and Thomas Seuthe. The entire ESG team will be joining
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EPIC Insurance Brokers and Consultants Hires Check in Pennsylvania
03-July-2018 - insurancejournal.com
EPIC Insurance Brokers and Consultants, a retail property and casualty insurance brokerage and employee benefits consultant, has hired John Check as a senior consultant in the firms Employee Benefits Consulting Division. Check will be based in EPICs Pittsburgh, Penn., office
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8 Things to Expect From a Highly Competent Diversity Consultant
02-July-2018 - workforce.com
For 20 years, Ive been a diversity trainer and consultant as an internal employee, subcontractor for other firms and president of my own company. Aside from providing excellent value to my clients, my goal has been to improve the reputation of my field by raising the bar on what organizations expect from diversity and inclusion work and D&I professionals.... The post 8 Things to Expect From a Highly Competent Diversity Consultant appeared first on Workforce Magazine .
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Public Agencies Go Gigging for Influx of Workers
02-July-2018 - workforce.com
State and local governments have reported they are having recruitment and retention challenges. According to a new survey, these agencies are turning toward an unlikely source of labor the gig economy. State and Local Government Workforce: 2018 Data and 10 Year Trends was conducted by a partnership between the Center for State and Local Government Excellence, the International Public... The post Public Agencies Go Gigging for Influx of Workers appeared first on Workforce Magazine .
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Boeing and Embraer close to final agreement: report
02-July-2018 - reuters.com
SAO PAULO (Reuters) - Planemakers Boeing Co and Embraer SA have prepared contracts of their proposed tie-up and are expected to submit them to the Brazilian government within two weeks, Brazilian newspaper Valor Economico reported on its website Monday.
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After shock Russia win, Moscow cleans up huge party mess
02-July-2018 - reuters.com
MOSCOW (Reuters) - Moscow city worker Nikolai Bardayev did not celebrate Russia's shock win against Spain on Sunday that sent scores of Russians to the streets to celebrate. He was too busy cleaning...
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How to tackle World Cup stress: watch Harry canine
02-July-2018 - reuters.com
LONDON (Reuters) - Anxious England fans suffering as they watch Tuesday's last 16 World Cup clash with Colombia are being offered a calming canine alternative fixture to help lower heart rates. Puppy...
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Daily Mail campaign to save Britain´s high streets after 50,000 retail jobs cut
02-July-2018 - dailymail.co.uk
Chief executives of some of the UK's biggest chains, along with politicians from all parties, demand reform as they warn that sky-high rates are stifling investment and driving shops to close.
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Highest paying jobs you can get without a college degree
02-July-2018 - usatoday.com
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2nd Worker Dies From Injuries in Texas Hospital Explosion
02-July-2018 - insurancejournal.com
A second worker has died from an explosion at a Central Texas hospital that left more than a dozen injured. Police reported the death of 36-year-old Filiberto Morales of Round Rock, Texas, who died June 28 after being injured in
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In a trade war, its American consumers who may lose the most
02-July-2018 - usatoday.com
A battle between the U.S. and the rest of the world over tariffs could mean higher prices for shoppers later this year. American families are caught in the middle and one estimate puts the effects of this trade conflict at 250,000 in lost jobs and $210 in higher costs for an average family.
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SUNZ Forms Florida-Based Workers Comp Subrogation Services Company
02-July-2018 - insurancejournal.com
SUNZ Holdings, LLC, a provider of large deductible workers compensation insurance products, has formed Avalon Subrogation Partners, LLC, a subrogation company focused on recovering claim payments from parties who may have caused or contributed to the accident or insured the
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California Restaurant Settles Pregnancy Discrimination Suit for $82K
02-July-2018 - insurancejournal.com
LA Louisanne Inc., a Los Angeles restaurant and jazz night club, will pay $82,500 and furnish other relief to settle a pregnancy discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission, the agency announced on Monday. The EEOCs lawsuit
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California Commissioner Orders Workers Comp Insurers to Report Federal Income Tax Savings
02-July-2018 - insurancejournal.com
California Insurance Commissioner Dave Jones announced today issued an order that every insurer licensed to write workers compensation in the state must report their federal income tax savings annually through a rate filing in light of the new tax law.
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AFL Insurance Brokers Acquires Majority Stake in Employer Protection MGA
02-July-2018 - insurancejournal.com
AFL Insurance Brokers Ltd. has acquired a controlling stake in specialist employer protection managing general agency (MGA) Concordia Employment Services Ltd., for an undisclosed sum. London-based Concordia was launched in 2015 to support UK employers with managing their risks and
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More than 4,000 jobs to be saved at Port Talbot as Tata and Thyssenkrupp agree £15bn tie-up
01-July-2018 - dailymail.co.uk
The joint venture will ends years of uncertainty over the future of plants including the Port Talbot works in South Wales.
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California attorney devotes his career to helping children navigate immigration courts
01-July-2018 - abajournal.com
Martin Gauto, a senior attorney for Clinic (the Catholic Legal Immigration Network Inc.) in Los Angeles, has represented hundreds of immigrant children who were apprehended
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Exclusive: Tesla hits Model 3 manufacturing milestone, hours after deadline - factory sources
01-July-2018 - reuters.com
SAN FRANCISCO (Reuters) - Tesla Inc nearly produced 5,000 Model 3 electric sedans in the last week of its second quarter, with the final car rolling off the assembly line on Sunday morning, several hours after the midnight goal set by Chief Executive Elon Musk, two workers at the factory told Reuters.
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Stop hangin out: Cincinnati Dunkin Donuts fires employee for message on homeless womans cup
01-July-2018 - usatoday.com
A downtown Dunkin Donuts fired an employee who wrote a disparaging message on a homeless womans cup.
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How to get a credit card when youve never had one
01-July-2018 - usatoday.com
Why would you get rejected for a credit card if you have good credit? Some millennials who avoided credit cards in college now run into hurdles.
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How to make your job less annoying, according to Googles former head of hr
01-July-2018 - usatoday.com
Are workers doomed to have to endure every single exasperating and irksome thing about their jobs and simply accept that fact that it sucks? Not exactly. In fact, there are some real strategies that you can deploy to make your job more bearable.
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