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Jobmobile News - News of the world of labor
A.M. Best Upgrades Ratings of Workers Comp Insurers Retail First, BusinessFirst of Florida
October-31-2018 - insurancejournal.com
A.M. Best has upgraded the financial strength ratings of two workers compensation insurers based in Florida. RetailFirst Insurance Co. and BusinessFirst Insurance Co. have received a financial strength ratings of A- (Excellent) from A.M. Best, upgraded from B++ (Good). The
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Private payrolls rise in October; wages surge in third quarter
October-31-2018 - reuters.com
U.S. private sector payrolls increased by the most in eight months in October, suggesting overall job growth accelerated this month after Hurricane Florence weighed on restaurant and retail employment in September.
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GM offers buyouts to 18,000 salaried workers
October-31-2018 - usatoday.com
General Motors is offering voluntary buyouts to 18,000 workers.
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If temps continue to rise, workers could miss 33 days of work a year
October-31-2018 - usatoday.com
A new study suggests that global warming may affect more than just sea levels and endangered animals. Buzz60s Tony Spitz has the details.
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GM offers buyouts to 18,000 salaried workers, says layoffs possible
October-31-2018 - usatoday.com
GM is offering buyouts to 18,000 salaried workers and giving them until Nov. 19 to decide. Layoffs are possible if not enough workers volunteer.
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CVS launches pilot membership program: $5 monthly gets you $10 store credit
October-31-2018 - usatoday.com
CVS Health is launching a pilot membership program that provides delivery perks, discounts and $10 monthly to spend in its stores.
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Take a survey and gain a free report on your organisations digital readiness
October-31-2018 - onrec.com
Britains HR, recruitment and talent practitioners can gain a useful insight into their organisations digital readiness by taking part in a global survey launched today by international assessment specialist cut-e, an Aon company. Posted in News archive on 31 Oct 2018 Company Profile cut-e View profile » The nine-minute online survey assesses your organisations ability to attract, hire, reward, develop and retain digitally-ready talent. It asks whether you feel your leaders are equipped to drive digital change, whether your culture supports digital working and whether your employees are ready and able to work collaboratively and virtually in a digital environment. After completing the survey, you instantly receive a detailed report which summarises your organisations status on digital transformation and the development and acquisition of digital talent. The report provides recommendations and suggestions to help you not only improve in these three areas but also to enhance your hiring process and rewards programme. cut-e will compile the survey results and use them anonymously in benchmarking reports, which will highlight the extent of organisational digital readiness globally and across specific countries and sectors. Every organisation needs to be digitally ready in order to compete in todays volatile and uncertain business world, said Dr Achim Preuss, Chief Technology Officer of cut-e. A cultural change is required if you want to create agile work methods, innovative processes and fluid teams. This survey is essentially a diagnostic tool which will give you a personalised report on your organisations current digital capability, with interpretations, insights and recommendations. Youll gain a greater understanding of how you can change your culture, improve your processes and make better decisions when selecting, developing and rewarding digital talent. Well also send you a global benchmarking report which will provide a worldwide snapshot of digital readiness, so you can see how your organisation fares against others. The initial summary report highlights that digital readiness is fundamentally a mindset, which is not related to the age of your employees. A new challenge for todays organisations is to identify existing employees, and recruit new job candidates, who have digital potential, said Dr Achim Preuss. Knowing the key competencies required for digital working will help you to assess, develop and support your employees appropriately. The Organisational Digital Readiness survey is available online until 31 January 2019 at http://sgiz.eu/s3/Organizational-Digital-Readiness-Survey . cut-e is an Aon company. For information about any aspect of assessment, please visit www.cut-e.com Background notes: Founded in 2002, cut-e (pronounced cute) is part of Aons Assessment Solutions, a global talent solutions group within Aon plc (NYSE: AON). Aon is a leading professional services firm which provides a broad range of risk, retirement and health solutions. cut-e provides online tests, questionnaires as well as video and gamified assessments for attraction, selection, talent management and development. Aons Assessment Solutions, which also includes the CoCubes brand, undertakes 30 million assessments each year in 90 countries and 40 languages.
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Innovantage Demand Barometer October 2018 - No September upwards trend in on-line job ads, as is traditional
October-31-2018 - onrec.com
Online job ad numbers (originals and total) flat-lined in September. Year-on-year, they were down by 28% and 29%, respectively despite a 4% increase in official job ads in July-Sept 2018 but a handful of occupations fell by a smaller margin, including Legal professionals (-7%) , Baristas (-3%), Storage Warehouse (-13%) call centre operatives (-12%), Consultant Doctor (-11%) and Social Care occupations (-14%). The number of ads for pharmacists grew by 4%. Posted in Statistics and trends on 31 Oct 2018 Company Profile Innovantage View profile » At c.2.00m in September 2018, the number of original job ads captured by Innovantage was 28% lower than in the same month last year and 15% lower than in September 2016. In addition, 0.52m 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 2.51m, the combined total of original job ads and reposts 29% lower than in September 2017, and 19% lower than in September 2016. The number of original job ads, and the total (including reposts), Jan 15 Sept 18 Set into context of the most recent total number of UK workforce jobs (35.2m in June 2018), the workforce jobs total was just 0.4% (133k) higher than a year earlier and 1.7% (584k) higher than in June 2016 and of the official ONS vacancy number for the quarter ending September 2018 (832k), UK vacancy numbers were 4% higher than the figure one year earlier and 11% higher than in July-September 2016. For each official vacancy, employers and their intermediaries posted 2.4 original jobs ads in Sept 2018 (a ratio of 2.4 to 1): This was notably lower than the ratio of 3.3 to 1 a year earlier. The ratio of total ads (including reposts) to official vacancies was 3.0 to 1 in September 2018 : This was, again, significantly down from 4.4 to 1 in September 2017. Engagement status: 28% of original ads, where the engagement status was specified, were for contingent opportunities There were 1,028k ads (51%) specifying a permanent opportunity in September 2018: o This was 18% lower than the figure recorded in September 2017, when perm equated to 45% of all original ads. o 72% of all original ads, where the engagement status was specified, were for permanent opportunities. There were 390k ads (19%) specifying a contract or temporary opportunity in September 2018: o 17% lower than the figure recorded in September 2017, when 17% of ads specified a contingent opportunity. o 13% fall in the number of ads highlighting that work was temporary, whilst there was a 20% fall in contract opportunities. o 28% of all original ads, where the engagement status was specified, were for contingent opportunities. 28% of original ads in September 2018 did not carry any detail of engagement status: o This was down from 37% in September 2017. Regional profile: above average fall in the number of original ads in the South East and Yorks Humber Beneath the 28% YoY decrease in the volume of all original online job ads across the UK, the regional variations were noteworthy. Amongst regions where the YoY decrease was higher than the UK average: In the South East, original ad numbers were 31% lower than in September 2017. o This was in despite of the fact that latest available workforce jobs profile (June 2018) show that the volume of jobs in the South East was just 2% lower than in June 2017. In Yorkshire Humber, the volume of original ads was 33% lower than in September 2017. o Again, this was in despite of the fact that latest available workforce jobs volume of jobs in the region was 2% higher YoY. In no region did the number of original job ads increase YoY. All original job ads, by region, Sept 2017 and Sept 2018 Beyond the 17% overall annual decrease in the number of original temporary/contract ads posted in September 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. This month, however, the YoY differential was only marginal. The proportion of perm ads where no location was specified (3.2%) was higher than the level in September 2017 (2.2%). The proportion of contingent ads where no location was specified (3.5%) was higher than the level recorded in September 2017 (2.3%). Notably above-average decreases were experienced in a handful of regions including London (-23%), the South East (-25%) and the South West (-22%) whilst - in contrast - the fall was less severe in the North West (-13%), the North East (-8%), Wales (-7%) and the East Midland (-7%). Original job ads specifying temporary or contract work, by region, Sept 2017 Sept 2018 Industry profile: downturn in demand, YoY, in all sectors Percentage change in the number of original job ads, by sector, Sept 2017-18 Combined ratio of original job ads reposts to ONS vacancy numbers (+ reposts as a percentage of original posts), Sept 2018 Professional, scientific technical Whilst there was a 7% year-on-year (YoY) increase in official vacancies within the Professional, Scientific Technical industries, between July-Sept 2018, there were 28% fewer original job ads were posted in September. That said, employers and their intermediaries in these industries still placed 4.7 original ads per vacancy in an attempt to fill the posts significantly higher than the 2.4 to 1 all-occupation average. The noteworthy exception to this months significant downward trend in ad numbers was the legal profession, where just 7% fewer ads were posted than in September 2017. There was also a 4-percentage point increase, YoY, in the proportion of ads offering permanent over contingent opportunities. Information communications Despite a 10% annual increase in the number of official vacancies in the three months to September, the number of original job ads in the final month of the period was 40% lower than the number posted a year earlier. As with the previous category, however, at 3.5 original ads to 1 official vacancy, the ratio was notably higher than the 2.4 all-occupation average. Also of note, there was also an upward shift, YoY, in the proportion of ads advertised on a contingent rather than permanent basis. Manufacturing Manufacturing was another category where, despite an 18% rise in official vacancies, there was a significant decline, YoY, in the number of ads posted - falling by 41%. This included a 53% fall in the number of original ads for design engineers. Construction Within the Construction sector, the 17% fall in official vacancy translated into a 37% fall in the number of original job ads. This included a 52% fall in the number of ads for surveyors and a 51% fall in ads for civil engineers. There was also a significant downward significant shift in the proportion of opportunities advertised on a permanent basis from 63% to 52% YoY. Admin Support Services Despite an 11% increase in admin support service job ads between July-Sept 2017-18, the number of original job ads fell by 22% YoY. There was also an increase in the proportion of ads offering permanent, rather than contingent work. Finance Insurance An 8% fall, YoY, in the number of official finance insurance vacancies posted (n July-September) translated into a 35% fall in original ads in the last month of the quarter (September). This included a 48% fall in the number of ads for financial advisors and a 43% fall in the posts for mortgage advisors. Health Social Care Whilst there was a 7% increase, YoY, in the number of official job vacancies within health social care, the number of official job ads declined by 19%. This included a 39% fall in the number of original ads for social workers and 32% fewer ads for dental practitioners. Conversely, there were 4% more ads for pharmacists. Of additional note, the proportion of original ads offering permanent work increased YoY from 73% to 78% Education Whilst the number of official vacancies in the education sector fell by just 2%, YoY, the number of original job ads posted on-line in September was 34% lower than a year earlier. This included 41% fewer ads for lecturers and 48% fewer original posts seeking to attract supply teachers. Accommodation and Food Service Despite official vacancy number within the accommodation food service sector being 1% higher, in July-September 2018, than in the same period last year, original job ads were 29% lower in the last month of the period (September). This included 35% fewer ads for chefs, 19% fewer ads for both Waiting/Bar staff and a 3% decline in ads for Baristas. Wholesale, Retail, Transport & Storage Despite a 1% increase in the number of official vacancies in July-September 2018, the number of original ads fell by 21% in September. Within retail, there was a notable decline in the number of ads for merchandisers (down 49%). Similarly, there was a 28% decline in the number of ads for procurement professionals, YoY. There was also a 4 percentage point shift, YoY, towards contingent rather than permanent work opportunities presented within original ads.
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Revealed: the 10 most terrifying parts of the job hunt
October-31-2018 - onrec.com
Job hunting is more of a trick than a treat for UK professionals Posted in Statistics and trends on 31 Oct 2018 Company Profile CV-Library.co.uk View profile » Over half of Brits (55.5%) admit that certain elements of the job hunt scare them, with one in three (30%) stating that they wouldnt apply for a job that required them to face their fears. Thats according to brand new research this Halloween, from the UKs leading independent job site, CV-Library . The survey of 1,200 UK employees asked professionals about the areas of the job hunt that left them feeling spooked, as well as the impact this had on their job search. It found that one in 10 (9.4%) have even avoided going to an interview because they were too scared. Brits then listed all the areas of the job hunt that they feared the most, revealing the following frightening factors: Being rejected for a role they wanted - 55.7% Attending interviews - 42.4% Having to do an interview test or task - 39.9% Speaking to recruiters or potential employers on the phone - 34.8% Having to include a video with their application - 34.1% Video interviews - 33.7% Writing a cover letter -29.9% Writing a CV - 25.9% Having to take time off to attend interviews - 25.3% Meeting with new people - 13.3% Lee Biggins, founder and managing director of CV-Library comments on the findings: Job hunting can certainly be nerve wracking, but you shouldnt let any of your fears stop you from reaching your ideal role. Its important that you combat these fears in order to progress in your career, so consider ways in which you can polish up your job hunting skills and make the process less harrowing. Look for career advice blogs to give you an insight into how you can prepare your CV and cover letter, handle nerves and master the entire job hunting process. Above all, if you feel organised and ready to make your mark then it can help ease some of the anxiety that comes with looking for a job! The research further highlighted an age gap between different generations worries. While 61.4% of under 18s, and 62.5% of those aged 18-24 said job hunting scared them, only 44.4% of those aged 44-64 admitted any fears. Biggins continues: If you relate to any of these fears, remember that the more experience you get of job searching, interviews and job applications, the easier and less nerve wracking it will eventually get. If youre looking for help with how to write a CV , job interview tips or even a complete guide to writing a cover letter check out the CV-Library career advice blog . About CV-Library CV-Library is one of the UKs largest online job sites and attracts over 4.3 million unique job seekers every month. Founded by Lee Biggins in 2000, CV-Library is the UKs leading independent online job board with a database of over 13 million CVs. www.cv-library.co.uk
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Risk Strategies Acquires Marylands Arkin Youngentob Associates
October-31-2018 - insurancejournal.com
Risk Strategies, a privately held, national insurance brokerage and risk management firm, has acquired Arkin Youngentob Associates, a full-service employee and executive benefits firm headquartered in Bethesda, Md. Terms of the deal were not disclosed. Founded in 1981, Arkin Youngentob
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LMC Insurance to Offer Health Insurance Pool for Mid-Size Iowa Firms
October-31-2018 - insurancejournal.com
LMC Insurance and Risk Management (LMC Insurance) is launching a new health insurance plan underwritten by Wellmark Blue Cross and Blue Shield for Iowa-based employers with 51-500 eligible employees. The program, referred to as the Employer Coalition, will be available
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Connecticut Approves 17% Workers Comp Rate Cut for 2019
October-31-2018 - insurancejournal.com
The Connecticut Insurance Department has approved a nearly 17 percent decrease in rates for workers compensation insurance, marking the fifth consecutive year that rates have dropped in Connecticut. This steady drop nearly 50 percent over the last five years
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Barnes & Noble countersues ex-CEO it fired after alleged harassment
October-31-2018 - reuters.com
Barnes & Noble Inc on Tuesday filed a countersuit seeking damages from the former chief executive officer it fired in part because of claims he sexually harassed a female employee.
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Mastercard shares slide as quality of revenue growth disappoints
October-30-2018 - reuters.com
Mastercard's shares reversed course to fall sharply in afternoon trading on Tuesday as investors worried the company's third-quarter revenue growth was largely being driven by rebates and incentives and not by transaction volumes.
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Uber defends its business model over UK worker rights
October-30-2018 - reuters.com
Uber defended its business model at the Court of Appeal on Tuesday in the latest stage of a long-running battle over the classification of its drivers as self-employed, a designation that entitles them to few workplace rights in Britain.
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Exclusive: Defense firms see only hundreds of new U.S. jobs from Saudi mega deal
October-30-2018 - reuters.com
Every time President Donald Trump mentions the $110 billion arms deal he negotiated with Saudi Arabia last year, he quickly follows up, saying "It's 500,000 jobs."
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Third Point, Campbell spar over plans for company´s future
October-30-2018 - reuters.com
Investment firm Third Point LLC and Campbell Soup Co squared off over plans for the company's future on Tuesday, with the hedge fund pushing for hiring a "highly qualified" chief executive officer and the company saying it was already searching for a permanent chief.
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Millennials drive homeownership higher despite rising mortgage rates
October-30-2018 - usatoday.com
Homeownership rate for Americans under 35 reached 36.8% in Q3, highest since 2013. Better jobs and higher pay offset rising mortgage rates and prices.
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Whopping 62 percent of jobs dont support middle-class life after accounting for cost of living
October-30-2018 - usatoday.com
More than 60 percent of jobs dont pay enough to support middle-class lifestyle after factoring in metro areas cost of living.
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Transit Authority in Washington Settles Bus Fatality for $7.7M
October-30-2018 - insurancejournal.com
King County Metro Transit in Washington has apologized and made a multimillion-dollar payment to the family of an Amazon employee who was killed last year by a turning bus. The Seattle Times reports 43-year-old John Ahn had finished dinner with
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IR35 - ARC welcomes the government decision to delay implementation of the extension
October-30-2018 - onrec.com
Many will be relieved that the government decided today not to extend the public sector IR35 rules to the private sector until April 2020. Posted in News archive on 30 Oct 2018 Company Profile The Association of Recruitment Consultancies - ARC View profile » Whilst there was no suggestion that the delay is to consider other options, delay is very welcome says Adrian Marlowe, Chairman of the Association of Recruitment Consultancies (ARC). This should allow time for a review of the position post Brexit as well as an opportunity for the government to complete its assessment of the employment status rules that were subject to consultations earlier this year. As IR35 relies on employment status tests, it makes sense to have those finalised before any further change. Whilst the government is right to collect tax where it is being avoided, the current rules are confusing and give rise to unfairness in many cases not the least where contractors operate a genuine business that would normally be entitled to tax reliefs. We at ARC have argued for various alternatives, all of which would take the stress for hiring businesses out of the equation, and retain key points of principle. Marlowe concluded ARC will continue to work with its members to attempt to influence change to a fairer system. We recommend that all recruitment businesses that supply contractors to the private sector should prepare well in advance. www.arc-org.net
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Top roles in marketing and communications dominated by men, LinkedIn insights reveal
October-30-2018 - onrec.com
WACL launches best practice guide for the industry, welcomed by NABS and the Ad Association Posted in News archive on 30 Oct 2018 Today WACL is calling on the marketing, media and communications industry to come together to tackle gender inequality and improve the number of women in senior roles. WACL is launching an industry best practice guide following research and insight from LinkedIn, which found that: Women make up 50% of the sectors workforce in the UK, but only 36% of leadership roles, resulting in a 14% leadership gap Women do not dominate leadership roles in any of the industries that make up the sector in the UK In 2017 the members of WACL voted to refresh its purpose. to accelerate gender equality in communications and marketing. This gender parity initiative and its ongoing partnership with LinkedIn is in line with this ambition and WACL is now asking businesses to pledge support for a set of best practice commitments. These include setting gender equality goals and ensuring a diverse pipeline of talent with proactive recruitment processes and policies. These commitments have been welcomed by a number of industry trade bodies, including the Ad Association and NABS. To inform these commitments, LinkedIn explored insights gleaned from the anonymised profile data of 597,000 UK members who work within the Marketing, Media and Communications (MMC) industry. This includes professionals working in a range of industries within the MMC sector, including newspapers, publishing, market research, marketing advertising, public relations communications, writing editing, online media, and printing. Reassuringly, women working across the MMC sector as a whole comprise 50% of those 597,000 LinkedIn profiles. However, when looking at leadership levels, there is still a long way to go, with women in only 36% of roles at Director level and above - resulting in a 14% leadership gap. In contrast to other sectors within UK businesses, the number of women in MMC roles overall compares favourably to Finance (37%), Software IT (29%) and Manufacturing (24%), but lags behind Education, where 53% of roles are filled by women. LinkedIns insights reveal that hiring rates show the route of the representation bias. In 2018, women are being hired into only 40% of leadership positions in the UKs MMC industry. However, over the last ten years, this figure has seen a 19% increase, while overall female recruitment into the industry has increased by 10%. Pippa Glucklich, CEO of Amplifi UK, Dentsu Aegis Network and President of WACL said : This study, in partnership with LinkedIn is the first of its kind to look at all sectors across the communications and marketing industry. Its no surprise that the study has uncovered a gap in the number of women in senior positions. At WACL, our purpose is to accelerate gender equality in this industry, so having a benchmark of where we are and how far we have to go is critical in our mission. As WACL approaches its centenary in five-years time, we will continue to track this progress and provide support for, and campaign with, women to have equal opportunity and pay in our industry Josh Graff, UK Country Manager & VP EMEA at LinkedIn , commented : Im thrilled we have joined forces with WACL to use LinkedIns unique labour market insights to provide an in-depth analysis of the gender balance across the UKs marketing, media and communications industry. This report reveals the scale of the issue we face and demonstrates how much more needs to be done. By learning from each other, sharing information which can help tackle gender equality and committing to WACLs best-practice guide, we will ensure that everyone in our industry has an equal opportunity to thrive. Lisa Thomas, Vice President of WACL and Chief Brand Officer of the Virgin Group, said: Its unacceptable that gender inequality continues to exist in marketing and communications. Too few women get to the top and we can do much more to promote equality across the board I would urge leaders across the sector to support the WACL commitments and bring about systemic change. We need to ensure our creative output, and our internal culture, mirrors the diverse world we live in. This is top of our agenda at Virgin and by working together we have the power to bring about societal change by influencing representation norms. This isnt simply about closing the gender gap, its about a fundamental shift in attitudes for the future. Syl Saller, Chief Marketing and Innovation Officer at Diageo, said: Today we are calling on the marketing, media and communications industries to invest in female talent and close the leadership gap. The evidence is clear - diverse teams produce more creative work and diverse businesses perform better. Its time for everyone to work together to create more gender equal workplaces because when we do, all boats rise. LinkedIn Learnings Unconscious Bias training course, which has been specially unlocked for two months, is available here.
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The 5 Most Important Human Capital Trends 2018
October-30-2018 - onrec.com
The rise of social enterprise* is creating seismic changes in the world of business and HR. Thats according to Deloittes Global Human Capital Trends 2018 report. An extension of this, is the role human capital** plays in creating a true, fully-functioning and successful social enterprise. Posted in News archive on 30 Oct 2018 85% of global business leaders name Symphonic C-Suite as the most important human capital trend. 65% of global business leaders name Workforce Ecosystem as the least most important human capital trend. The rise of social enterprise* is creating seismic changes in the world of business and HR. Thats according to Deloittes Global Human Capital Trends 2018 report. An extension of this, is the role human capital** plays in creating a true, fully-functioning and successful social enterprise. Interested in the shift in focus from traditional metrics in business, to organisations which also serve a societal purpose, Reboot Digital Agency explored the 5 most important human capital trends in 2018. Trends which will no doubt shape organisations of the future; altering their purpose and chances for success. To achieve this, the digital marketeers delved into Deloittes report, which outlines data based on a global survey of more than 11,000 business and HR leaders. Reboot Digital Agency found one of the most important human capital trends, as voted by global business and HR leaders, is the Symphonic C-Suite with 85% of the vote. The rise of social enterprise will create a need for organisations to be cross-functional, connected and collaborative. Leading executives will have to work together as a team while also leading their own functional teams. Step forward the concept of the Symphonic C-suite. Its the next stage in the ongoing evolution of leadership models. Next, the concept of People Data (85%.) Data is available in abundance and the advent of powerful analytics tools has generated rich opportunities for business and HR organisations. But with power comes the need to develop well-defined policies, secure safeguards and transparent measures in the use of people data . Employees and consumers alike need to be fully aware and fully engaged in how their data is used. Well-Being (84%) is another burgeoning factor, as the line between life and work blurs. Employees are demanding organisations offer ways to boost their mental, physical, spiritual and financial health. To meet demand, employers will invest in well-being programmes as part of their societal responsibility and talent strategy. Similarly, 84% of business and HR leaders believe From Careers to Experiences to be an important trend. Organisations will create a model that empowers individuals to acquire valuable experiences, explore new roles and continually reinvent themselves. Rather than enforcing the outdated model of steady career progression. Lastly, Reboot Digital Agency found Hyper-Connected Workplace to be a trend deemed highly important to 82% of global business and HR leaders. New communication tools will rapidly enter the workplace . Think collaborative platforms, work-based social media and instant messaging. But, as these tools migrate from personal life to the workplace, organisations will have to ensure productivity remains ; stressing the importance of team management, goal-setting and employee development and perfecting the balance necessary to become a true social enterprise. * An organisation whose mission combines revenue growth and profit-making with the need to respect and support its environment and stakeholder network. ** The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value or cost to an organization or country. www.rebootonline.com
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Future Resume launches tool to help companies discover the person behind their CV
October-30-2018 - onrec.com
Posted in Launch Frustrated by the limitations of traditional CVs and concerned about the spiralling number of disengaged employees, former recruitment software MD Tim Richards and business psychologist David Royston-Lee have today, (30th October) launched digital start-up Future Resume providing a revolutionary recruitment tool that allows companies to discover the person behind their CV. on 30 Oct 2018 Designed to replace the need for a first interview, a Future Resume acts as a sophisticated, digital matching tool and provides hiring managers with improved insight about the candidate. This means that they make a more informed decision about who to shortlist and interview, saving a significant amount of time. The carefully-designed questions in a Future Resume identify potential aspirations, talents and values that show who the candidate is and what they are capable of doing, compared to a CV which simply focuses on past experience and achievements. Richards and Royston-Lee say a better job match also contributes to higher levels of job satisfaction and employee happiness, which can lead to increased productivity and lower staff turnover. The idea took shape after Richards, former MD of leading recruitment software producer Bond International Software, was considering his next career move following the sale of the company. Having been in the recruitment software industry for 25 years, the calls I was getting from recruitment consultants focused on my past experience and not what I wanted to do in the future, Richards said. I was convinced the industry was missing something important because they were looking at me, a potential new employee, in just one dimension - my past. The current recruitment process is flawed and this results in thousands of people being stuck in the wrong job, being unhappy, unproductive and ultimately having a detrimental effect on both a persons happiness and the economy. Future Resume can help to change all that. Richards found a 'meeting of minds with Royston-Lee, who had been working on this issue for some time. Together they created Future Resume, a tool which takes candidates through a series of questions. Royston-Lee said: What we all really want is to find a job that inspires us, one we feel passionate about, where we want stay, grow and develop. My whole life has been about helping people to find the right job and when I met Tim we realised we were working towards the same goal. Together we want to make it easier for people to recruit the right individuals and for people to be better matched to a job and company culture. The implications of a disengaged workforce are clear. According to a recent summary of Gallup's State of the Global Workplace Report , 85 per cent of employees in 155 countries are not engaged (or disengaged) at work, with a reported economic cost of around $7 trillion in lost productivity. Overall, just 10 per cent of employed residents in Western Europe are engaged involved in and enthusiastic about their work. And research from management consultancy Hay Group reveals that unmotivated staff in the UK are cutting British productivity by almost half. In its Whats My Motivation? report , employees believe that they would be as much as 45 per cent more productive if they were doing a job they loved. This increase in productivity could be worth up to £340bn added output per year to the UK service sector alone. Just 15 per cent of UK workers polled considered themselves highly motivated, with as many as a quarter (24 per cent) admitting to coasting and a further tenth (8 per cent) being completely demotivated. Richards and Royston-Lee say the use of Future Resume will also help to address recruitment struggles faced by young people with little or no past work experience and employees recruiting for entry-level jobs. In a McKinsey survey of young people and employers in nine countries, 40 per cent of employers said lack of skills was the main reason for entry-level job vacancies. Using Richards and Royston-Lees approach means recruiters are able to move away from the current keyword search of CVs. The hiring manager logs into their Future Resume account and creates a new job position. They then invite potential candidates to complete their own Future Resume and both applicant and hiring manager receive a copy. Independent job seekers can also buy and complete a Future Resume for £49.99 (excl. VAT), to be used in conjunction with a CV. Richards said: We wanted to give job seekers the opportunity to complete their own Future Resume, so they stand out from the crowd when applying for jobs. It also helps them to discover more about themselves, so they can ensure any roles they are considered for are a good match. The questions, which take candidates around 45 minutes to answer, make the recruitment process faster and more efficient because the recruiter better understands the applicant. The pair say a more effective match of candidate to a job role also means workers will be happier, more engaged and therefore more productive. Before officially launching on October 30th, Future Resume was trialled by more than 100 inner-London students and several businesses. Feedback so far has been extremely positive, said Royston-Lee, Were very excited to see the contribution Future Resume will make, benefiting both the job market, the recruitment industry and the economy. To find out more watch the video and visit the website at www.futureresume.com
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Get paid $100 an hour to play with dogs at a popular restaurant
October-30-2018 - usatoday.com
A dream job actually exists where youll be paid good money to play with dogs. Buzz60s Sean Dowling has more.
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McDonalds launches plan to help employees kick-start careers across various fields
October-30-2018 - usatoday.com
McDonalds announced a plan to help workers earn careers in the fields including arts and entertainment, entrepreneurship, health care and tech.
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Great Ghost Duel: How to play the Google Doodle multiplayer Halloween game
October-30-2018 - usatoday.com
For its Halloween doodle, Google created its first multiplayer game, featuring ghosts battling it out in a "Great Ghoul Duel."
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Leeds Building Society raises £100k for Samaritans in just six months
October-30-2018 - onrec.com
Posted in News archive Leeds Building Society has surpassed £100,000 raised for its national charity partner Samaritans, as part of its aim to raise £250,000 by March 2020. on 30 Oct 2018 The money raised by the Societys members and colleagues will be will be used to enhance the charitys technology to help its volunteers move faster between phone, email and chat responses. Colleagues and members at all the Societys 55 branches, as well as people from Leeds Building Societys four offices in Leeds and the North East have contributed to the fundraising efforts. Fundraising activities have included: 235,962 steps taken by nine people sponsored to run the Great North Run 825 kilometres run by colleagues as part of the Rough Runner obstacle course 45 miles cycled between Glasgow and Edinburgh 39 raffles held 16 book sales 10 Lake District peaks covered in 10 hours 3 sponsored walks 2 skydives 1 Channel swim The activities will support the purchase and installation of new equipment, including laptops, headsets and phones across all 201 Samaritans branches. It will allow volunteers to move more easily between communication channels and respond quicker to the demand for round the clock emotional support for anyone who is going through a tough time. Robin Litten, Chief Financial Officer at Leeds Building Society, raised over £2,000 by cycling the 2018 Etape Du Tour, which followed the 158km route of the 10th stage of the Tour de France and its four categorised climbs totalling 4,017m. He said: The partnership we have developed with Samaritans has been fantastic. Both organisations have a philosophy of people helping people and we knew our colleagues across the country would welcome this partnership. The breadth of fundraising activities colleagues have taken part in has been incredible. Weve already reached the key milestone of £100,000 in less than a year and were looking forward to what the future holds. We are pleased to be able to support Samaritans in enhancing the technology available to its volunteers as we know this will make a difference to the way they can support people contacting them. Ward Sparrow, Executive Director of Income and Finance at Samaritans said: Weve been overwhelmed with the support and enthusiasm from everyone at Leeds Building Society to raise money for Samaritans. What they have achieved in just six months through so many fun and creative fundraising activities, is brilliant. The money raised will make huge improvements to branch technology, enabling volunteers to move much quicker between responses and essentially ensure we can support as many people as we can. We are really looking forward to the rest of this outstanding partnership.
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Latest jobs data: demand for talent stumbles amid uncertain climate
October-30-2018 - onrec.com
Professional recruitment firms reported that the number of candidates securing permanent roles in September 2018 increased by 9% year-on-year, according to new survey data from the Association of Professional Staffing Companies (APSCo). Posted in Statistics and trends on 30 Oct 2018 Company Profile APSCo View profile » Vacancies for permanent professionals dip 2% Demand for contractors decreases 5% Contractors out on assignment down 12% Permanent placements up 9% Average salaries remain stable Permanent hiring up Professional recruitment firms reported that the number of candidates securing permanent roles in September 2018 increased by 9% year-on-year, according to new survey data from the Association of Professional Staffing Companies ( APSCo ). Much of this overall strength can be attributed to a significant 49% year-on-year increase in permanent placements within the IT sector. While there was also a slight increase in hiring activity within financial services - where placements rose by 3% - engineering and marketing both recorded dips, with placements decreasing by 3% and 10% respectively. Demand for talent stumbles Despite relatively strong hiring activity in September 2018, demand for both permanent talent and contingent workers dipped year-on-year, indicating that the recruitment market may experience a slowdown in the coming months. Vacancies for contractors slipped by 5% in September 2018, while demand for permanent professionals dipped 2% during the same period. Despite this overall decline in demand, APSCos data does reveal pockets of positivity, most notably within the financial services sector, where vacancies for contractors jumped 20%. Contract market remains slow While permanent placements increased 9% in the year to September 2018, the number of contractors out on assignment dipped by 12% during the same period. Use of contingent workers fell across every one of APSCos core sectors, with the exception of financial services where contractor levels increased by 7% year-on-year. Average salaries stable APSCos figures also reveal that median salaries across all professional sectors remained largely flat in September 2018, dipping by 0.6% across the board. However, there are notable fluctuations in terms of sector, with insurance and accountancy recording uplifts of 6.5% and 2.4% respectively. Ann Swain, Chief Executive of APSCo comments: While permanent hiring remains strong for now, the horizon is packed with uncertainties which have the potential to flip hiring sentiment in an instant which most certainly explains why vacancy numbers have stalled across the board. It seems that businesses are pressing pause on hiring until there is greater clarity around not only Britains trading relationship with the EU post-Brexit and future migration policy, but also what the upcoming Budget will bring in terms of tax legislation. With GDP growth already flatlining , and reports that the UK economy is heading for its worst year since the global financial crisis, it is no wonder that organisations may be hesitant to grow permanent headcount at present. Furthermore, suggestions that changes to off-payroll working to the public sector may be extended to the private sector as early as April 2019 could have the potential to hamper access to the flexible workforces that businesses need to bridge the gap at this uncertain time. At present, demand for talent within financial services remains resilient. However, with the UK government now admitting that it expects thousands of financial services jobs to move to the European Union by the time of the UK's exit from the EU, there are question marks around how long this hiring activity will last. Ultimately, future hiring activity will pivot on factors which are largely out of our control, and the professional recruitment sector must be agile to adapt to rapid changes in demand. Adam Pode, Staffing Industry Analysts Director of Research EMEA and APAC commented: There are two significant challenges that the industry needs to deal with. Finding sufficient candidates both internally and externally: and, planning for an unclear Brexit. Faced with uncertainty, the data from both our survey as well as Innovantage seems to indicate that some employers are putting their plans on hold at the moment.
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Texas Workers Comp Division Proposes New Carrier Reimbursement Forms
October-30-2018 - insurancejournal.com
The Texas Department of Insurance, Division of Workers Compensation (DWC) is accepting comments on five newly proposed forms to help insurance carriers submit requests for reimbursement from the Subsequent Injury Fund (SIF). Use of these forms will be voluntary. The
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Cleaning Company Owner Pays $43K Restitution to Ohio Workers Comp Insurer
October-30-2018 - insurancejournal.com
The owner of a Columbus, Ohio, cleaning company who continued to run his business after his workers compensation insurance lapsed in 2010 has paid more than $43,000 in restitution to the Ohio Bureau of Workers Compensation (BWC), the insurer announced.
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Lawsuits: Operator of Oklahoma Rig That Exploded Used Cheaper Drilling Plan
October-30-2018 - insurancejournal.com
Two lawsuits allege that the operator of a gas well that exploded in southeastern Oklahoma used a cheaper and quicker drilling plan despite experts advice. The Tulsa World reports that the January explosion near Quinton killed five workers who were
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Supreme Court Looks to Favor Business Arbitration with Individuals Over Courts
October-30-2018 - insurancejournal.com
U.S. Supreme Court justices signaled on Monday they may issue more pro-business rulings giving companies wide latitude to use arbitration to resolve disputes with employees, customers or other businesses rather than the courts. The nine justices heard arguments in two
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Stephens Insurance Adds 4 in Management Positions in Texas
October-30-2018 - insurancejournal.com
Stephens Insurance LLC an independent, financial services firm, has hired Chris Hawkins as senior vice president, Robert Mann and John Rhodes as vice presidents, and Kevin Yandell as claims coordinator. All four are located in Texas. Hawkins will lead the
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Stock market: 5 ways to keep Dow losses from scaring you and messing up your financial plan
October-29-2018 - usatoday.com
Advice on how to keep stock market losses in perspective and stick to your financial plan.
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How to use a pasta maker
October-29-2018 - usatoday.com
Everything you need to know to make perfect pasta, every time!
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Shareholders Begin to Derail UK CEOs Gravy Train: Opinion
October-29-2018 - insurancejournal.com
Boardroom pay is a contentious issue in the U.K., which is hardly surprising when top CEOs earn 145 times more on average than their workers. Shareholders have been slow to call time on the gravy train, probably because the stock-market
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SmartRecruiters Launches SmartCRM, a Fully-Native Sourcing & Nurturing Solution
October-29-2018 - onrec.com
Experience a full-functionality, single-platform Candidate Relationship Management (CRM) + Applicant Tracking System (ATS) to build and nurture targeted and scalable talent pools. Your best source of on-demand quality hires. Posted in News archive on 29 Oct 2018 Company Profile SmartRecruiters View profile » SmartRecruiters, the Hiring Success Company, launches today the latest addition to its Talent Acquisition Suite. Say hello to SmartCRM, a robust talent sourcing and nurturing technology that empowers businesses to proactively find and engage pre-qualified candidates, while improving overall recruiting ROI. According to a 2018 Global C-Suite Challenge Survey , executives named attracting and retaining top talent as their number one concern going into 2019. At the same time, 73 percent of employers in the US report skills shortages in their industry, making the competition for qualified candidates all the more challenging. To win the war for talent, we need more effective ways to find and engage prospective candidates in a compliant way and at scale, says Jerome Ternynck, Founder & CEO of SmartRecruiters. SmartCRM helps global enterprises do exactly that recruit more strategically by connecting with passive talent and staying ahead of any anticipated hiring curve. SmartCRM eliminates the lag time from reactive recruiting, which means organizations save time and money on every hire. Now, Sourcers can easily locate and engage the right candidates with advanced search across databases, email campaigns, and cross-platform lead capture capabilities. Recruitment marketers can run effective campaigns through a new Communities management hub on the platform, driving employer brand awareness and building relationships with passive talent. Recruiters can then focus on the meaningful conversations that make the difference in getting top talent to sign on. Nurturing potential hires has always been a pain point for recruiters, says Rebecca Carr, VP Product of SmartRecruiters. Its a heavy time investment, so native applications introduced in SmartCRM that capture leads on the go, create branded campaigns, communicates within teams, and more are going to make superb candidate experience par for the course. With SmartCRM, businesses can now manage source-to-hire efforts with ease. Thanks to the all-in-one platform powered by SmartRecruiters core ATS, talent pools convert to active candidates in a seamless data flow that ensures global compliance across the talent acquisition function. Experience the optimal sourcing technology and start driving deeper transparency, reduced maintenance, and on-demand quality hires in your organization, today! 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 brands like Bosch, Skechers and Visa. SmartRecruiters connects people with jobs at scale, and organizations trust SmartRecruiters to foster more meaningful connections between employers and job seekers. For more information, follow us at @SmartRecruiters , on LinkedIn or our website .
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It´s time for social care to be bold when it comes to attracting younger talent
October-29-2018 - onrec.com
It is no secret that there is a recruitment crisis within the social care sector and recent statistics suggest that one million new care workers are needed by 20251 to cope with the ageing population. Posted in News archive on 29 Oct 2018 Statistics show that currently, 800,000 young people are not employed or in education 2 , and evidence suggests that by attracting these young people to apply for a role within your care setting, it can bring new, fresh ideas and different perspectives on caring for others as well as helping to plug this gap. However, there seems to be a stigma around working in care which is preventing young people from applying for roles, this could be due to the lack of awareness and education around the career path available within care homes. This stigma really needs to go! So, what can you do to attract young people into roles within your care home? Will Shepherd, CEO at Cohesion, provides his top recruitment tips: Create a specific recruitment strategy solely focusing on young people different aspects of the job attract different groups of people; therefore, recruitment plans should be tailored to various target audiences. Consider careers fairs, social media advertising and customise the recruitment process itself tailoring your application process to be short and including language that appeals to younger people. Try removing barriers such as minimum requirements and instead use values-based techniques which better allows the candidates strengths to be recognised. Work closely with schools and colleges consider approaching local schools and colleges, especially those that teach a health and social care course by offering to share presentations to the students. This can include, talking about the benefits of working in the care sector and the career pathways available in your organisation. Consider offering work experience, this provides a chance for you to welcome young people into your homes for several hours a week, allowing them to gain a positive experience and a taste for working in the care sector. If they impress, you could offer them a guaranteed interview upon completing their studies. Of course, interaction with youngsters can start much earlier, with some organisations engaging with those as young as 5-years old! A visit to one of your homes, which allows for interaction with residents is a great opportunity that it often over-looked. Occasions such as Harvest Festival, Christmas and Easter are a perfect opportunity. Engage parents and guardians our experience of delivering early talent recruitment including sizable graduate and apprenticeship programmes has taught us how important it is to engage with parents and guardians. It is clear that parents have one of the greatest influences on their childrens careers but do they know enough about the sector in order to encourage care as a rewarding career route? When recruiting young people, it is a good idea to create a section on your careers website for parents answering any typical questions they may have. Use case studies on your website and social media unsurprisingly the internet is an amazing platform to use when trying to gain the interest of young people. Social media sites can be used to advertise and emphasise the benefits of working in care - demonstrating that this career isnt only for older generations but that there are huge opportunities for young people too. Under 25-year olds who are already working in care can be showcased on your website, through videos, and social media to act as ambassadors and give positive examples of how successful and rewarding working in care can be. Having young employees featured on your website can be a real selling point for future talent. Make the job attractive to young people highlighting the benefits of working in care is a great way to attract young people. Flexible hours, and the opportunity to earn a good wage are both great starting points. But from our findings, the most important element can be the opportunity of coming away at the end of a shift feeling that you have made a difference to someones day. Showcase your employees achievements award schemes targeting your star employees can really have an impact. Not only will you identify current young key players in your business now, but youll demonstrate that you mean business when it comes to recognising your teams achievements and saying thank you no matter what their age. For more information about strategies to engage young talent contact us at: cohesionrecruitment.com . References: www.kingsfund.org.uk/sites/default/files/field/field_publication_file/perspectives-nhs-social-care-workforce-jul13.pdf www.ons.gov.uk/employmentandlabourmarket/peoplenotinwork/unemployment/bulletins/youngpeoplenotineducationemploymentortrainingneet/may2017
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Expert comment: Gender pay gap at lowest level yet
October-29-2018 - onrec.com
Posted in Opinion Tara O'Sullivan, CMO at Skillsoft: on 29 Oct 2018 "Ultimately, the fact that a gender pay gap still exists in 2018 is disappointing. Progress is being made but theres still work to be done. The gender pay gap needs to be addressed, and I believe it's going to have to be addressed in a legal manner. Take Iceland for instance, which has passed a law making it the employer's responsibility to prove that employees are being paid equally. That's whats needed, because culturally particularly in the UK and Ireland we are notoriously bad at talking about our salaries. Enshrining this in law would force us to deal with the consequences of equal pay. I expect in the future we will see some high-profile cases of people suing for back pay as a result of being underpaid. On the other side, women need to improve negotiation of their salaries. Often, when men are offered a job there will be a back and forth on pay, holiday and other benefits. Women tend to simply accept offers, because of absurd notions about being too pushy and outspoken. Employers will value a demonstration of your negotiation skills; in many job roles from sales to marketing and engineering negotiation is very important. Its not about being more like a man, but showing your worth as a woman." www.skillsoft.com
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IR35 theyre all caught! Risk analysis for agencies and hirers
October-29-2018 - onrec.com
Until the onset of the public sector IR35 rules, there was little tax or employment risk of dealing with a standard company contractor so long as the obvious tax avoidance models were avoided. Posted in News archive on 29 Oct 2018 Company Profile Lawspeed Ltd View profile » Dealing with offshore companies, managed service companies, and self employment models, sometimes promoted by service providers willing to sail close to the wind, has for many years been a tricky sea to navigate! Whilst the right advice has always been important, could life for agencies and hirers now be set to change for the worse, even if the Chancellor decides not to extend the tax to the private sector? Reading some recent reports around IR35 one could be forgiven for thinking it is, but is that view justified? Lets look at the position under the current public sector rules. If IR35 doesnt apply because the relationship is outside, all well and good. But who decides on the status of the relationship, and what if they get it wrong? If IR35 does apply the end result is possible dispute, or more likely, payment of PAYE and NICs (including employer) by the fee payer, normally the agency or hirer, or referral to an umbrella company. In any circumstance adjustments will need to be made to the PSC contractor relationship, and pay rates. Could this lead to an increase in AWR and employment claims by disgruntled contractors receiving only net pay instead of gross company payments, as has been suggested? Are the public sector rules already driving these kinds of action? There is little evidence that the public sector rules have invoked multiple claims. Contractors may feel upset at the change in the law but that feeling cannot change the law or legal entitlement. The only case recently discussed in public is the Winchester case alleged to prove that AWR claims could follow a finding of caught by IR35 yet it creates no precedent, was settled out of court, and the facts simply mirrored a normal process where a public sector hirer had established that IR35 applied. The claim was stated to be under the AWR, but even if mistakes were made on assessing payment rates, the result would not have been because of the IR35 assessment but simply because someone got the figures wrong, as in any AWR case. Since 2011 there have been few AWR claims, so treat the hype with a large pinch of salt! However agencies should always be mindful of the AWR rules and it is true that if fewer contractors work through PSCs but instead operate through umbrella companies or become PAYE paid workers, the risk of AWR infringements could well increase. The same may apply in the case of employment claims now that the charging of fees for Tribunal claims has gone and the blackmail effect is back (something our client the Association of Recruitment Consultancies has and continues to campaign on). On the other hand by retaining contractors operating through their own companies an agency will have the headache of resolving the rules. It follows that these issues will apply to all agencies and hirers that use PSC contractors if the public sector rules are extended. It is correct that some hirers could designate all contractors as caught, but private sector hirers will not be instructed by government as in the public sector. Some agencies may want to challenge blanket decisions, others may not. Whatever the policy following an extension the landscape will change for contractor supply businesses, so understanding the issues is key. Because the rules will inevitably result in greater risk for agencies and hirers, it is important to consider all options and have solid compliance processes in place. As always the devil is in the detail so prepare early, and avoid the hype. For more advice on IR35 and associated tax, agency or employment law and to discuss potential options, call Lawspeed on 01273 236236. Lawspeed has advised agencies, hirers, service providers and contractors on contractor tax and supply related issues since 1997, and was the first organisation to produce acceptable IR35 friendly contracts and processes for recruitment businesses in 2000.
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Top 5 Paying Jobs In UK Financial Services 2018
October-29-2018 - onrec.com
For the last couple of decades, and especially before the financial crisis of 2008, the UKs best and brightest all tried to go into the banking sector. It offers some of the highest salaries and most exciting career opportunities for those with the talent to succeed. Posted in News archive on 29 Oct 2018 Average UK weekly wages currently sit at around £550, but in the finance sector it is £648 per week, 17 per cent higher than the national average. Are you looking for a new job in the financial sector? Take a look at what you could earn in these five top-paying jobs as reported and curated by Randstad and financial comparison website Lending Expert . Investment Banker Investment bankers deal primarily with some of the trickiest aspects of commercial finance. Their expertise extends into areas such as initial public offerings, mergers and acquisitions, issuing debt instruments to clients, and raising money for the banks investment trusts. Most investment bankers specialise in one particular area because of the complexity of their work. And when they do, they can command exceptionally high wages. Their skills are rare. Most investment bankers earn between £30,000 and £40,000. However, those with sufficient experience can go on to make over £150,000. Financial Analyst The purpose of a financial analyst is to explore data, evaluate it, and then use it make recommendations to the financial institution. It requires comfort with numbers and the ability to extract useful insight from them. Those with a background in finance or economics are ideal for this role, though statisticians also have helpful, relevant skills. The pay is good and scales quickly. The average financial analyst can earn anywhere from £22,000 to £60,000 depending on the bank and their skill. Fund Accountant Unlike regular accountants who tend to deal with individual or corporate accounts, a fund accountant is responsible for looking after a particular fund, whether it be a mutual fund, a donor fund, or something else. Their job is to account for the fund expenses, work out who owes tax, conduct asset reconciliations, and help to price the value of the securities they look after. Its a complicated job. Outside of London, pay averages £30,000. In London, its closer to £40,000. Financial Controller A financial controller is somebody who supervises the financial situation of a financial institution. They rarely get involved in the day-to-day administration of company accounts. Often part of the C-suite, financial controllers have many responsibilities, including ensuring that the company is compliant, budgeting for future projects, maintaining internal accounting standards, and analysing economic data so that company planners can make better decisions. The annual salary for financial controllers starts at around £29,000 and rises to £74,000-plus, depending on seniority, company, and performance. Management Accountant Management accountants typically have a wide range of responsibilities, many of them similar to financial controllers. They can be asked to help with budgeting, managing risk, planning and strategy, and making decisions about company direction. Pay is variable. Junior roles command salaries of anywhere between £24,000 and £46,000. More experienced accountants can earn anywhere from £46,000 to more than £129,000 annually.
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How to dispose of a credit card properly no burying required
October-28-2018 - usatoday.com
How to destroy a payment card properly is not always obvious. Heres how to get rid of an old credit card no burning or burying required.
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Sears directors tap Evercore to examine former CEO Lampert´s deals -sources
October-26-2018 - reuters.com
Two Sears Holdings Corp board directors have hired investment bank Evercore Inc to scrutinize deals that were led by former Sears Chief Executive Eddie Lampert with the U.S. retailer before it filed for bankruptcy protection, people familiar with the matter said on Friday.
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Employers, Employees Disconnect Over #MeToo Effect
October-26-2018 - insurancejournal.com
Ask employers how theyre doing on sexual harassment in the workplace and most will say pretty well. Employees have a different take. Nearly 70 percent of leaders strongly agree that their workplace does not tolerate harassment. Fewer than half of
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Nevada-Based Employers Holdings Reports $47.6M in Earnings
October-26-2018 - insurancejournal.com
Employers Holdings Inc. reported third-quarter earnings of $47.6 million. The Reno, Nevada-based company said it had profit of $1.43 per share. Earnings, adjusted for non-recurring gains, came to 98 cents per share. The provider of workers-compensation insurance posted revenue of
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Iowa Delays Launch of New Workers Comp Electronic Filing System
October-26-2018 - insurancejournal.com
Iowas Division of Workers Compensation has delayed its planned roll out of a new electronic filing, case management, hearing scheduling and EDI system for workers compensation, WCES. The Division had planned to go live with the new system on Dec.
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Texas County to Pay $115K After Judgment in Pay Discrimination Lawsuit
October-26-2018 - insurancejournal.com
Texas Denton County will pay $115,000 to a female former county doctor after a federal court entered judgment in favor of the U.S. Equal Employment Opportunity Commission (EEOC) in a pay discrimination lawsuit (EEOC), the federal agency announced. According to
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OSHA Fines Florida Farm Over Workers Death by Lightning
October-26-2018 - insurancejournal.com
Officials say the farm that employed a Florida woman fatally struck by lightning has been cited for failing to protect workers. A U.S. Department of Labor news release says Occupational Health and Safety Administration inspectors determined that C.W. Hendrix Farms
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Workplace Shuttle Bus Overturns in Texas, Killing 1
October-25-2018 - insurancejournal.com
A shuttle bus transporting contract workers from a Southeast Texas liquid natural gas plant overturned and rolled down a roadside embankment, killing one person and injuring 30 others. The crash happened Tuesday afternoon on the outskirts of Freeport, Texas, more
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J.D. Power Adds Schmitt to Global Insurance Practice in Chicago
October-25-2018 - insurancejournal.com
Kyle Schmitt has been hired as managing director of the Global Insurance Practice at J.D. Power. He is based in Chicago. He will report directly to Keith Webster, senior vice president and general manager, Global Financial and Service Industry Division.
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Report: Workers Comp Medical Payments Fell in California After Reforms
October-25-2018 - insurancejournal.com
Medical payments per claim with more than seven days of lost time in California decreased after the implementation of workers comp reform for claims with experience through March 2017, according to a recent study by the Workers Compensation Research Institute.
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Pennsylvanias Arthur Hall Insurance Hires Hernandez
October-25-2018 - insurancejournal.com
Arthur Hall Insurance, a West Chester, Penn.-based insurance agency, has hired Cynthia Hernandez as a commercial lines account manager. In this role, Hernandez will be responsible for all client management services for the Commercial Lines Delaware Division of Arthur Hall
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How Important Are Writing Skills For Your Personal Blog Promotion?
October-25-2018 - onrec.com
Posted in News archive Writing skills will always be needed. Man will always find application for his talents. Here for example blogging. A person who can write well will always find a way to attract the attention of the audience. on 25 Oct 2018 Content is king. The success of your online business relies on the content posted on your site. In this era where B2B marketing is substantially invested upon, and content marketing programs are all over the internet, you must ensure that you give to your readers the best possible content. As of the most effective ways to grow your audiences engagement, develop your brand, improve sales and improve your profits , content marketing is crucial for the growth of any business today. That is why you need to have excellent writing skills to understand the relation between the audiences feedback and the quality of content on a website. Without it, most of the content marketing programs will not succeed. If the content on your website of high quality consistently, it impacts the decisions of the audience more than any other marketing methods. Your audience needs to feel that you care about them and their lives. They need to know that you are giving them quality information that helps them make better choices in their lives. A great way to check the audience distribution, SEO spend and marketing effective strategies is to look at the social media traction, page views and unique views metrics. However, keep in mind that these parameters cant give you a full picture of the audience engagement. But is quality content so important for your successful Google career ? Lets find out! Great for branding Whether you are a startup business or a huge one, branding is essential. Great content helps you establish your brand much faster. Big brick and mortar brands know how to portray their brand consistently and at each customers touch point . It is the same for online businesses. The content posted on your site needs to carry an identifiable pitch, voice and style across all the distribution channels. With consistency, customers always know you are reliable, it helps build trust and make your reputation even stronger. If a customer always knows that they will get personalized services from you, it helps them trust you and buy from you. Consistency makes your customers happy to grow with your business. Brands with consistency are worth 20% more than those without it. This means that you must rely on a few writers who have almost the same voice in their writing. It will ensure that your customers experience that consistency. Increased audience retention If your content can create a positive experience for your audience, there is a high chance that the customer will buy from you and will be compelled to keep coming back. This is your ticket for capturing your audiences attention and continuously reinforcing a positive brand impression. Content scoring measures your content against your target audience it should resonate with your prospects. Better traction on social media If you have great content , you have a better chance to increase your social media followers. Always make sure that the content you choose to write about is relevant and up to date with the trends and user needs. If you do not see any traction even after you have invested heavily on social media marketing, it is time you review and audit the content on your site. This will help you be objective on the process and come up with an effective recipe to capture the attention of your audience. Advanced writing and research skills The greatest thing about managing the blog on your own is that you do not only improve your writing. You learn much more about the industry and how to run the business as well. You will find a lot of information that otherwise would have taken years to learn and understand if someone else had been running your blog. These are not the things that students can study in class. Builds you authority When your website speaks with authority, you win the trust of the masses. There is nothing more important than turning each of your readers into a customer. You must make your voice reputable and ensure that you answer all your readers questions and address their concerns. If you do that, it is likely that they will come to you first when they need something you are selling. It is the perfect opportunity to establish yourself as an expert. Opens you up to long tail searches If you do not demonstrate great writing skills, you will have a difficult time getting ranked in long-tail searches. Google ranks using simple searches that are related to your business by checking your name and other two word searches. The way people use search engines today has changed. They no longer look for keywords. Today they have algorithms that ask specific questions and look for the results that show up first. We hope you found this information, prepared by edusson writers, helpful and informative! Come back to us for more helpful articles. Cheers!
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Cross-Border Insurance, Derivative Contracts May Get No-Deal Brexit Reprieve
October-25-2018 - insurancejournal.com
The European Union might grant temporary permission for clearing houses in Britain to continue serving EU customers if there is a no-deal Brexit next March, an EU document seen by Reuters showed. LCH, a unit of the London Stock Exchange
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Revealed: Job hunting mistakes that could leave Brits vulnerable to hackers
October-25-2018 - onrec.com
New research from the UKs leading independent job board, CV-Library, has found that while over half (59%) of Brits worry about information from their CV being stolen, many are making simple mistakes which could leave them vulnerable to hackers. Posted in Statistics and trends on 25 Oct 2018 Company Profile CV-Library.co.uk View profile » In fact, the study, which surveyed 2,000 members of the working population, found that the majority of Brits include unnecessary personal information on their CVs, including their full name (90.3%), postal address (78.5%), date of birth (50.5%), contact details for referees (35.8%), place of birth (16.3%) and their national insurance number (10.3%). Lee Biggins, founder and managing director of CV-Library , comments: Your skills, experience and what makes you relevant for the job should be the main focus of your CV. Personal details like your date or place of birth and your national insurance number are completely unnecessary and wed strongly advise that you dont give this type of information out. Of course, its not unusual to include your full name or postal address, especially as your location can improve your CVs chances of being found on a job board, but its important to be wary about the type of information youre giving out and who its going to. Whats more, while four in 10 (43%) worry that someone could secure a job based on the personal details on their CV, one in five (19%) respondents said that theyd used the same password to register their CV online as they had for their personal email account. This is despite 83.4% of Brits being aware that a hacker could access their personal details if they were to get into their emails. One in five (22.2%) professionals said that they have been hacked, rising to 30.6% for individuals based in Wales, 29.3% in East Anglia, 27% in the South West and 26.7% in Northern Ireland. Of those that have been hacked, 89.9% said that this caused them to feel stressed. Biggins continues: Not only is your email account a gateway to a vast amount of information, hackers could also use your email account to access many of your other personal accounts. Therefore, its important to follow the governments advice on using a strong and separate password for email accounts, as well as installing the latest software and app updates. With campaigns like Cyber Aware working hard to combat cyber crime and help people to conduct a secure job search, we hope that job hunters across the UK can focus on producing a winning CV and secure the right role for them. The Governments Cyber Aware campaign is highlighting the importance of making #OneReset to your email password so its strong and separate from all your other passwords this National Cyber Security Awareness Month. Cyber Aware has the following five tips for staying more secure online: Use a strong and separate password for your email Always download the latest software & app updates Activate two step authentication on your email Use password managers to store passwords for your less important accounts Avoid clicking on suspicious links
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Insurtech Pies Founder Talks About Entry into California Workers Comp Market
October-25-2018 - insurancejournal.com
Pie Insurance seems to be slicing its way through workers compensation markets in state after state. The Washington, D.C.-based insurtech is a direct provider of workers comp that touts its ability to leverage data analytics, easy-to-use online features, and a
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Can your recruitment agency become a destination employer?
October-25-2018 - onrec.com
Posted in News archive Were going to cheat here and give you the very short answer, very quickly; YES! Yes, yes, yes, yes it absolutely can and should. on 25 Oct 2018 Company Profile The Access Group View profile » Were practically singing this from the rooftops right now because we believe in it so very much. Just like the best beaches we all want to visit, and indeed, work very hard to visit, we should be able to attract talent into our organisations in the very same way. Our recruitment agencies need to become places in which people actively seek to be a part of, want to belong to and work hard to enter. Becoming a destination employer isnt just for Google, Airbnb and Apple, but can be for your business too, and heres some ways to go about it: 1. Find your personality Its only over the last few years that weve started looking at businesses as living things with their own personality, and being able to give your agency characteristics and traits will help you set yourselves up as somewhere people want to go. It will give you the ability to make people fall in love with you, which is exactly the key to becoming a destination employer. Once youve understood and defined who your business is, its tone, what it stands for and how it speaks, youll be able to effectively convey that across social channels and your website. 2. Onboarding matters First impressions count for a lot and anyone who says they dont matter are either lying or being idealistic. They matter so very much and are your opportunity to really show your new employees what youre all about. Consider how you welcome them into the business, what practices are put in place to integrate them and think about their journey in the first week, and what you can do to make them feel wanted every step of the way. Often new talent come into your business by way of referrals and word of mouth, and an excellent onboarding process is a great way to start spreading the word. 3. Value proposition Just as its important to find your personality, its equally important to understand and communicate what you stand for. Young graduates entering the workforce now dont care about amazing offices, they expect it, but they do care about a mission and values, and they want to be a part of something they believe in and care about. The days of apathetic working is over. Be a recruitment agency that has a strong value proposition and then spread that out across the market at every available opportunity. 4. Health and wellbeing A new workforce means they expect new things, and part of that has been gym passes and fruit bowls. However ,as the health and wellness movement has gained momentum and paired with mental health, your commitment to these things will set you apart as a destination employer. Its no longer enough to offer free fruit, but rather how are you ensuring your employees are safe and healthy, both physically and mentally. This might be offering mental health days at home, or offering flexible working, organizing lunchtime meditations or mindfulness exercises, or even giving the same credence to therapy appointments as you do to doctors and dentists. People are looking to be part of businesses that are aware, socially and mentally conscious and who are doing things differently. Your recruitment agency has the opportunity to stand out from the crowd and very easily do these things. Stuart Thomas Head of Client Services
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The Best (& Worst) Places to Live and Work In
October-25-2018 - onrec.com
With hundreds of thousands of young people graduating each year, millennials are embarking upon the beginning of their careers in the search for the dream job in the dream city where there is plenty of social life to compliment their new lives as young professionals. Posted in News archive on 25 Oct 2018 The UK is a thriving country which offers a plethora of metropolitan cities to satisfy the eclectic needs of twenty somethings seeking out the coolest and most vibrant areas to live. Ideal Flatmate asked 1,000 millennial participants across the UK to rate their local area on different aspects, such as nightlife, up-and-coming areas and suitability for young professionals. The index is made up of 222 UK boroughs and has revealed where the most up-and-coming areas of the UK are. Manchester / Copyright: William Mccue from Unsplash Up-and-coming refers to an area with the potential to attract new residents and businesses in the near future. The Top Five Up-and-Coming Areas of the UK 1. Manchester City (Ranking 1/222) With the average salary standing at £26,399, 2 and a growing technology culture, its no wonder that Manchester topped our list. With a local airport and a great nightlife, Manchester really lives up to its Northern Charm. 2. Camden (London) (Ranking 2/222) With an average salary of £23,144 3 and easy access to London city centre, Camden seems to be attracting young professionals on a daily basis. 3. Sheffield City (Ranking 3/222) The steel city is well renowned for its great nightlife, music scene and friendly locals, and with an average salary of £24,288, 4 its hard to argue with Sheffields place within the rankings. 4. Royal Borough of Greenwich (London) (Ranking 4/222) The average wage for residents of Greenwich is less than most in London with most workers taking home £19,452 5 per year. That being said, Greenwich boasts a wealth of attractions including the Royal Observatory and the National Maritime museum, making it a top spot for anyone looking to move. 5. Wetherby (Leeds) (Ranking 5/222) This small market town located outside of Leeds attracts residents due to its quiet, friendly atmosphere and generous green space. Wetherby has a local reputation for being a prestigious area and is a perfect fit for residents looking to gain good access to Leeds city while still enjoying the countryside. Scotswood Road Newcastle The bottom five (least) up-and-coming areas of the UK 1. Benwell and Scotswood (Newcastle) (Ranking 222/222) The Newcastle borough located to the west of the city has been voted the least up-and-coming area of the UK with a score of 2.79 out of 10. Residents may feel the area is lagging behind others due to the area being known for its business park, rather than its atmosphere. 2. Blakelaw (Newcastle) (Ranking 221/222) Making up 4.6% of Newcastles population, Blakelaw only gained a rating of 2.88/10, making it the second least up-and-coming area of the UK 3. Elswick (Newcastle) (Ranking 220/222) Third to bottom of the list is Elswick of Newcastle. Located to the west of the city and bordering the River Tyne Elswick, it landed a rating of 2.89/10. 4. Govanhill (Galsgow) (Ranking 219/222) - With a population of just under 10,000 residents, Govanhill falls short of other Scottish boroughs receiving 3.01/10. 5. Park Arbourthorne (Sheffield) (Ranking 218/222) Surrounding Norfolk Heritage Park and located close to the city centre, it may come as a surprise to see that Park & Arbourthorne was voted the 5th least up-and-coming area of the UK with a rating of 3.11/10 Tom Gatzen from Ideal Flatmate commented: Its fantastic to see Manchester voted as the most up-and-coming area of the UK. The press often associate any major UK investments with London, but with a thriving economy in the north of England and cheaper living rates, its no wonder people are look to invest their time and money in these areas.
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Google´s Sundar Pichai says 48 employees were fired for sexual harassment
October-25-2018 - reuters.com
Google Inc Chief Executive Sundar Pichai said on Thursday the company had fired 48 employees for sexual harassment over the past two years.
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Workers wont reveal their salaries - even for cash
October-25-2018 - usatoday.com
In the world of pay gaps and other issues revolving salaries, most people are curious to know how much money their peers are making. But a new paper just released by researchers at Harvard Business Sschool and the University of California, Los Angeles shows just how far workers will go to keep their salary secret. Veuers Natasha Abellard has the story.
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Mind the gap: HR likely to overestimate employee satisfaction with benefits
October-25-2018 - onrec.com
HR professionals in large UK enterprises tend to overestimate employee satisfaction when it comes to rewards and benefits programmes, new research by Hawk Incentives finds. Posted in News archive on 25 Oct 2018 Comparing perceptions between HR departments and the general workforce, the survey found that just around half of employees (52%) stated they are happy with the benefits offered by their company. At the same time, the average HR-professional (77%) said its workforce was markedly happier with its benefits package, ranking at 7 or above on a happiness scale from 1 to 10. The extensive report Pulling the benefits lever: Closing the gap between HR expectations and employee satisfaction is based on a survey of 103 HR professionals and 500 employees, which was conducted by independent market research company Sapio Research and commissioned by Hawk Incentives, a leader in corporate benefit and reward solutions. It revealed the challenges that HR departments face in ensuring that the benefits and incentives they offer are relevant and applicable to a diverse workforce. Almost half of employees (44%) agreed with the claim that their company does not understand the real needs and wishes of its workforce, while 62% of employees said their employers rewards and incentives programmes are not applicable to them. Revealing further differences, 59% of employees disagreed with the claim that their company regularly surprised them with new incentives and benefits programmes, with this figure ranging notably between 15% for entry level compared with 41% for Director level employees. Taking a look at the impact of specific benefits on employee acquisition, 69% of HR professionals said they still felt that classic benefits such as a private healthcare scheme would be a powerful pull factor. But only 47% of employees agreed that it would be a strong factor in their decision to work for a company. In response to the same question, 52% of employees and 57% of HR leaders agreed that on the spot rewards like prepaid shopping cards can have a strong impact. This is in line with the finding that a clear majority (77%) of employees across all ages and levels of seniority said they wanted more benefits that help them cut the cost of their everyday life. What this research shows is that HR leaders are now actively deploying their rewards and incentives programme to help them achieve their business goals, said Heather Rogers, Senior Sales and Marketing Director at Hawk Incentives. But simply offering a range of rewards is not enough we know that the real results come from fine tuning your packages to reflect the current needs and wishes of your people, as they progress in their careers and personal lives. The full report can be accessed and downloaded for free at: https://www.blackhawknetworkeurope.com/blog/pulling-the-benefits-and-incentives-lever
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Many people are working in jobs that lack key protections against discrimination
October-25-2018 - usatoday.com
Everyone is protected from workplace discrimination, right? Not exactly. Independent contractors lack many legal protections that employees enjoy.
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North Carolina Approves 17.2% Rate Decrease for Workers Comp
October-25-2018 - insurancejournal.com
The North Carolina Rate Bureaus 17.2 percent rate decrease filing for workers compensation insurance has been approved by North Carolina Insurance Commissioner Mike Causey, according to a statement from the North Carolina Department Insurance. This rate decrease should serve as
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Small businesses struggle to compete on wages as available worker pool shrinks
October-24-2018 - usatoday.com
Small businesses are struggling to compete with larger companies to raise pay in the tight labor market. As a result, their job growth has slowed.
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How to avoid outliving your money in retirement
October-24-2018 - usatoday.com
Many risks await you in retirement. One is outliving your assets. another is losing purchasing power.
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Most parents, students have no idea how much college really costs. Heres how to find out
October-24-2018 - usatoday.com
Most parents and students have no idea how much college really costs and it can be hard to tell. Heres how to find out what you will actually pay.
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How I became a designer: Michael Bierut talks about career and the Clinton campaign logo
October-24-2018 - usatoday.com
Michael Bierut is an award-winning graphic designer is a partner at the New York office of Pentagram, as well as an author and a TED speaker.
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South Texas Sees Resurgence in Eagle Ford Shale Drilling
October-24-2018 - insurancejournal.com
Three years ago, Allen Startz found himself in an unwanted kinship with thousands of other oilfield workers in South Texas Eagle Ford shale laid off with few prospects nearby. The Houston Chronicle reports he left his home in Bryan
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NJM Hires Callahan to Expand Teen Driver Safety Program in Pennsylvania
October-24-2018 - insurancejournal.com
NJM Insurance Group (NJM), a property and casualty insurer in the Mid-Atlantic region of the U.S., has hired Jeneen M. Callahan to lead the expansion of its Teen Driver Safety Program into Pennsylvania. In her role, Callahan will lead the
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Court Says Nestle, Cargill Can Be Sued Over Child Labor Overseas
October-24-2018 - insurancejournal.com
A U.S. federal appeals court on Tuesday reinstated a lawsuit by a group of former child slaves accusing the U.S. unit of Nestle SA, the worlds largest food maker, and Cargill Co of perpetuating child slavery at Ivory Coast cocoa
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NIF Group Hires Schutz as an Excess and Surplus Lines Broker in Massachusetts
October-24-2018 - insurancejournal.com
NIF Group Inc., a New York-based wholesale broker, program administrator and managing general agency, has hired Erich A. Schutz as an excess and surplus lines broker in the East Douglas, Mass., branch office. Schutz joins NIF from DeCotis Specialty, where
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Staffing app, ROTA, closes £1.8 million funding round
October-24-2018 - onrec.com
Posted in News archive Innovative staffing app, ROTA, has closed its latest funding round with an additional £1.8 Million in investment. on 24 Oct 2018 Headquartered in London, the tech focused firm has revolutionised recruitment processes, through the supply of high-quality staff to leading venues in five major cities across the UK. This latest funding round saw ROTA secure additional capital from current investors, many from the VC community, together with new investment from several High Net Worth individuals. The £1.8 Million raised will enable the firm to expand its UK footprint and extend its existing service offering, whilst advancing current technologies. A key focus will be the development of the firms market shifting features, enhancing its ability to quickly fill large numbers of shifts with high quality staff members. This will ensure ROTA remains at the forefront of staffing technology, whilst benefitting hospitality partners UK wide. News of the successful funding round follows the recent appointment of the tech firms new CEO, Stephen Segel , who boasts extensive experience in leading fast growth businesses through to exit. Segel confirmed: "The additional funding raised from our current investors reflects their continued engagement in ROTA's value creation opportunity. They are joined by new investors, who understand how our scaled technology and quality member-partner engagement will continue to accelerate ROTA to grow our marketplace. I lead a highly capable team as we continue to double revenues year on year, and we are both excited and very determined to ensure that while we improve our members and partners experience of staffing, we also create sustainable value for our shareholders." Co-Founded by previous Hotel Manager, Tom Williams, out of the frustration of relying on expensive temporary staffing agencies, ROTA now has over 5,000 active members and operates in London, Birmingham, Manchester, Leeds, Edinburgh and Glasgow. Its partners include hotels, caterers, restaurants, venues, events and stadia, such as Intercontinental Hotels, Compass Group, Manchester Arena and Hearts Football Club. Since inception, the firm has doubled revenue Year-on-Year, and is on track to again double its Revenue into 2019. Investor Directors of Rota, Mark Farmer, Eden Ventures, and Mark Jaffray Chimera Partners jointly added: "With the additional investment, and our recent CEO Stephen Segel joining the business, we have continuity in an experienced senior executive and the additional funds to develop our technology and marketplace, together with even more confidence and engagement from our shareholders." Launched in 2015, ROTA has quickly become one of the UKs leading staffing apps, with aggressive growth plans in place to expand to additional geographies and marketplaces. For more information, visit: www.rota.com
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Suntech Signs Global Partnership Agreement with Cyient
October-24-2018 - onrec.com
Posted in News archive Cyient is a global provider of engineering, manufacturing, geospatial, digital, network and operations management solutions to industry on 24 Oct 2018 Suntech, a leading provider of innovative OSS (operations support systems) solutions, has announced that it has signed a non-exclusive business alliance agreement with Cyient, a global provider of engineering, manufacturing, geospatial, digital, network and operations management solutions. Through this agreement, Cyient and Suntech intend to jointly pursue business opportunities globally in the communications industry by leveraging both companys technical proficiency, market reach, and domain knowledge. Cyients expertise in system integration, operational excellence and global delivery model combined with Suntechs advanced and specialized technology will offer customers best in class OSS solutions. Cyient will become a global sales and systems integration partner for Suntechs world class software products, benefiting its clients with enhanced OSS portfolio and maintenance capabilities. Cyients global presence and established leadership in network inventory and asset management will provide Suntech access to newer markets. Expressing confidence in the partnership, Sanjay Krishnaa, Senior Vice President, Communications, and President, Asia Pacific at Cyient said, We are delighted to be partnering with Suntech to further expand the solutions we offer. Suntechs technology will enable us to support global OSS transformation initiatives that will improve asset and network optimization for our clients. Commenting on the association, Piotr Saczuk, CEO, Suntech, said, The combination of our ingenious technology with Cyient's mature engineering, design, and delivery capabilities presents new opportunities for both companies within the communications industry, as well as other markets, such as manufacturing, utilities, healthcare, and transportation.
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Yodel colleagues star in national recruitment campaign
October-24-2018 - onrec.com
Parcel carrier launches www.yodelopportunities.co.uk as part of national push to recruit top talent into the business Posted in News archive on 24 Oct 2018 Independent parcel carrier Yodel has announced the launch of a national recruitment campaign celebrating the everyday heroes within its business. The campaign, marked by the launch of Yodels new recruitment website, www.yodelopportunities.co.uk , is seeking to encourage more people to consider a career with the delivery company. The dedicated recruitment site includes an overview of all opportunities within the Yodel business and features videos of Yodel colleagues telling their own stories of what it is like to work there. Roles advertised on the site include employed and self-employed drivers as well as opportunities in Yodels head offices, sort and transport hubs and local customer delivery depots. The website launch is supported by a campaign featuring photos and videos of Yodel colleagues and comes as Yodel creates an additional 3,000 jobs nationwide to handle the increase in parcels in the run up to Christmas. This is the first time that Yodel has put its people at the centre of its recruitment campaign and reflects the companys desire to celebrate the hard work and commitment of all colleagues, from those in behind-the-scene back office roles to the drivers who are the face of the business. Lynne Graham, people director at Yodel, explained: Our colleagues are the heart and soul of our business and our new recruitment site celebrates the hard work and dedication they show every day. In an increasingly competitive market we understand that quality people and great customer service are the key to our success. Thats why weve created a mobile-friendly recruitment site and advertising campaign that lets our colleagues tell their own story, in their own words. Weve every confidence that this strategy will encourage more passionate, hardworking people to consider a career with Yodel. Candidates can visit www.yodelopportunities.co.uk or text Deliver to 84433 to learn more about specific roles at Yodel, find out about the values behind the business and apply for current opportunities. Yodel colleagues who feature in the new campaign include Daniel Costa, an employed driver based at Yodels Leamington Spa customer delivery depot; Mike Wilson, a self-employed driver from Farnborough; Penny Wiggin, an employed driver from Lichfield; Andrew Jackson, a self-employed courier from Ipswich; Samuel Mehmi, an employed HGV driver based at Yodels Wednesbury transport hub and Yasemin Kurt, an employed HGV driver also from Wednesbury. The carrier is also signed up to the Ministry of Defences Armed Forces Covenant, and actively engages with a number of organisations to support the military and ex-Forces personnel as they transition to civilian life and make them aware of the opportunities available at Yodel.
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IR35 will change contracting in the private sector firms need to get ready now
October-24-2018 - onrec.com
By Victoria Roythorne, Head of Compliance and Contractor Care, Outsource UK Posted in News archive on 24 Oct 2018 The use of flexible workers, or contractors, has rocketed over recent years. In fact, according to the Resolution Foundation, Britains reliance on a contingent workforce is now so great that the number of temporary staff has increased 40% in just ten years [1] . Whilst this eoncompasses the whole flexible working mix, we have seen a significant rise in firms using contractors to help fill short-term needs or finalise projects. Firms see flexible workers as a quick way to hire the specialist skills that they need, without the commitment of permanent resource. However, with the expected changes to IR35 legislation in this months Budget, the way that businesses are able to utilise professional contractors could soon change. This is because the use of contractors has become a grey area in recent years. Many contractors choose to provide their services by setting up their own Limited Companies, thereby operating on a business to business basis. Whilst many businesses genuinely turn to contractors for consultancy services, the government believes that up to a third of current contractors are actually being engaged and managed almost on a permanent basis with little difference between these workers and permanent members of staff doing the same or similar roles. The problem in this scenario is that there are tax contribution differences between someone operating via their own business, or someone being fully taxed by the PAYE system. The recent Eamonn Holmes furore is an example of just this his freelance status meant his limited company has paid 19% corporation tax, not the 45% income tax he would have been liable for had he been a full-time employee. We do not know the ins and outs of exactly how these services were provided he may very well be a genuine freelancer, but its this kind of uncertainty that has led the government to estimate that contractors wrongly assessing their tax status could end up costing the economy £1.2 billion by 2021/22. IR35 explained whats changing and why should firms take notice? IR35 is a tax legislation designed to combat tax avoidance by workers supplying their services to clients via a third party, (such as a limited company); but who in reality, are performing services in the same way as an employee. To help clamp down on this activity, HMRC introduced changes to IR35 in the Public Sector in April 2017. The changes shifted the responsibility in making IR35 status assessments from the Limited Company (i.e. the worker) to the agency and the end client. Whilst many within the staffing industry have questioned the effectiveness of these changes, and certainly had to weather the storm of months of uncertainly and confusion, the government thinks that the reforms in the Public Sector have been successful. This has led many to believe that we are likely to see a similar announcement affecting the Private Sector in the Autumn Budget on October 29th with reform possible as early as April 2019. This means that every business using contractors needs to understand how IR35 affects them and be able to assess whether their workers fall in or out of scope of the legislation for each assignment. What are the consequences of getting it wrong? As a result of changes to IR35 legislation, businesses are likely to be affected in three key areas. 1. Financial penalties The updated rules for IR35 in the Public Sector make it clear that if an assignment is inside IR35, and the entity responsible for paying the worker (either the hirer or the agency involved) does not deduct National Insurance and applicable tax before paying the worker, then that body can be liable for the unpaid tax and NIC payments. 2. Competition The legislation, as it stands within the Public Sector, requires reasonable care to be taken when making assessments. Reasonable care could be difficult to prove if a blanket approach was taken to making status assessments, but perhaps of equal concern to businesses and the recruiters placing them is that contractors will want to work for firms that understand the rules, and have taken appropriate steps to ensure compliance. The best talent will likely be attracted to businesses who have taken measures to understand and manage the legislation reform effectively. 3. Increased costs One reaction from workers within the Public Sector who were assessed as inside IR35, was to ask for an increase in their daily or hourly rate. This measure went some way to compensate for the impact of their tax and NIC contributions being deducted at source. Its possible this knock-on effect will happen in the private sector too, if the legislation came in, so firms need to be aware that the cost of contingent labour may increase. Whether or not the Chancellor announces the implementation of IR35 in the upcoming Budget, the introduction of this legislation is highly likely, following its enactment in the Public Sector. Whether they like it or not, firms need to get to grips with HMRC IR35 changes and work with recruiters to understand whether contractors fall in or out of scope. If they dont, they risk financial and reputational damage. Talent is what drives a business forward, and contingent workers are a key part of the mix. Its worth noting that contractors add significant value to the economy, along with adding invalubale expertise to businesses which require specialist input to complete projects. As we move towards October 29 th and businesses gear up for legislative changes which may affect them, IR35 should be a key consideration otherwise they risk being caught out. To help firms understand IR35 more fully, Outsource UK has written a whitepaper outlining the changes and what it means for businesses. For more information, please click here . [1] https://www.resolutionfoundation.org/media/press-releases/parts-of-british-business-have-become-agency-worker-reliant-in-recent-years/
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ONS Data Shows 17% Drop In UK Chef Numbers In 2018 Snapshot
October-24-2018 - onrec.com
Female chefs drop by 39%, male by 10% - however, number of women in managerial roles goes up, especially in pubs and licensed premises Posted in News archive on 24 Oct 2018 An analysis by luxury hospitality recruiter The Change Group of Office of National Statistics (ONS) employment data from 2018 shows a 17% drop in the total number of chefs reported to be working in the UK compared to the same time period in 2017. Overall, the data indicates that the number of people working in hospitality in the UK fell by 6%. Women took the brunt of the decline, with the estimated number of female chefs falling by 39% during the period, and the number of male chefs by 10%. This means that women are estimated to represent less than one in five (17%) of chefs working in the UK. Just over half of all (56%) people working in hospitality are women. However, one in four (39%) women employed in hospitality work as kitchen and catering assistants so in the most junior roles. In addition, just over half (57%) of women working in hospitality works part time compared to one in three men (33%) who work in hospitality. However, the data also indicates that the number of women in management positions is on the increase, and that in certain cases, women are over-taking men at this level. For example, the number of women publicans and managers of licensed premises increased by 133%, from 9,000 to 21,000 workers, while the numbers of men in these roles increased by a more modest 11%, from 18,000 to 20,000 people. Similarly, the number of women estimated working as catering and bar managers grew by 52% to 44,000, while the number of men working in these roles has stayed the same, at 35,000. Front of house, the numbers of waiters and waitresses has declined slightly, by just over 5%, while the number of bar staff has increased by around 11%. Women still dominate front of house roles and bar roles, with just over three in five positions being filled by female employees. As ever, the ONS offers a useful snapshot of employment in an industry that continues to be very challenged in terms of sourcing talent, says Craig Allen, founder and director of The Change Group. The simple truth is that we need more people to want to work in the industry, especially as chefs. We need to demonstrate that this is a rewarding industry in every sense, and that there is a great career path. The dramatic decline in the number of chefs at a time when hospitality continues to thrive suggests that the real issue is sourcing chefs its not a shortage of positions. The fact that there are now so many women working in management positions sends a strong message that hospitality can be an inclusive environment for female talent. However, the decline in the number of female chefs, at a time when some of the leading lights in Londons fine dining scene are women, is very sad. More needs to be done to ensure that roles are structured to be accessible for women throughout their careers, especially in top kitchens. A main concern is that immigration policy must create a candidate pool for unskilled jobs that British workers often do not wish to apply for. This is especially important as the Brexit negotiations reach their final stages. Attracting skilled talent to the UK is vital. It is also critical to ensure that we have workers willing to take jobs that British candidates are not applying for.
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Cornerstone OnDemand Positioned as a Strategic Leader in Fosway 9-Grid for Integrated Talent Management for Fourth Consecutive Year
October-24-2018 - onrec.com
Cornerstone OnDemand (NASDAQ: CSOD), a global leader in cloud-based learning and human capital management (HCM) software, has been recognised as a Strategic Leader in the October 2018 Fosway 9-Grid for Integrated Talent Management for the fourth consecutive time. Posted in News archive on 24 Oct 2018 In the October 2018 Fosway 9-Grid for Cloud HCM , Cornerstone has improved its position as a Core Challenger with a stronger trajectory. With high adoption of its Cornerstone HR suite and continued organic growth and uptake of the full Cornerstone human capital management (HCM) platform within its current client base, the positioning is testament to the companys continued performance and strong potential. The Fosway 9-Grid is a leading, five-dimensional market analysis model that assesses the position of different solutions and providers in the European learning and talent management systems market. It ranks these solutions by their potential, performance, market presence, total cost of ownership and future trajectories. The Fosway 9-Grid is a completely unique market analysis model, offering independent and unparalleled research and insights for the next generation HR, Talent and Learning markets in Europe for over 20 years. Comments on the news Cornerstone has a consistent track record of being a strong player in integrated talent management solutions in Europe, and continues to be a Strategic Leader in this field. Cornerstone offers the market a strategic solution that is business-driven, rather than process-driven, and its position is a reflection of its growth and sophistication in meeting the needs of its clients, said David Wilson, CEO, Fosway Group. For the second year in a row, Cornerstone has also advanced its position on the Fosway 9-Grid for Cloud HCM. This reflects its increasing customer success in delivering an innovative and pragmatic solution for European and International customers with a complex HCM landscape. Being recognised as a Strategic Leader in the Fosway 9-Grid for Integrated Talent Management, and as a Core Challenger in the Fosway 9-Grid for Cloud HCM, reflects our commitment to providing companies with a modern cloud platform that blends both core human capital management with world-class unified talent management, this last element being key to truly impact business performance and accelerate transformation said Vincent Belliveau, executive vice president and general manager EMEA, Cornerstone OnDemand. We have supported organisations of all shapes and sizes in driving their digitisation strategies, placing their people at the core of their businesses. With the right people come new ideas, innovation and growth. Our success mirrors theirs, he continued. Weve seen great momentum with the Cornerstone HR Suite, since it launched in 2016, creating greater business impact and delivering the best employee experience as workforce dynamics evolve and change. Cornerstone OnDemand is pioneering solutions to help organisations realise the potential of the modern workforce. The Cornerstone Human Capital Management platform offers one central, modern solution designed for todays workforce, supporting every phase of the employee lifecycle. With Cornerstone, organisations can recruit and retain the best talent, continually develop employees and cultivate future leaders, connect external customers, vendors and distributors and make better, data-driven business decisions. The news comes as Cornerstone clients such as Proximus SA, Cognita Schools Ltd, Melexis NV, Luxaviation Group, Laerdal Medical A/S and many others prepare to discuss how Cornerstone has helped transform HR in their business at Cornerstone Convergence 2018 annual client conference on 13-14 November, at the InterContinental London The O2. Learn more and download the 2018 Fosway 9-Grid for Integrated Talent Management at http://www.fosway.com/9-grid/talent-management/ and the 2018 Fosway 9-Grid for Cloud HCM at http://www.fosway.com/9-grid/cloud-hcm/ .
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Employers confidence in the economy at its worst for eight months
October-24-2018 - onrec.com
New data shows that employers confidence in the prospects for the UK economy plummeted this month, according to the Recruitment and Employment Confederations latest JobsOutlook report. The net balance of those seeing a positive outlook as opposed to a negative one hit -14, a fall of 9 percentage points from last month (September 2018), and the lowest level witnessed since February 2018. Posted in Statistics and trends on 24 Oct 2018 Despite the lowest confidence in the prospects for the economy since the start of the year, employers confidence in making hiring and investment decisions in their own businesses remained in positive territory with a net balance of +15, the same as the previous three months. 46 per cent of UK employers who hire permanent staff expressed their concern this quarter over the sufficient availability of candidates for permanent jobs, with anticipated shortages of health and social care workers causing most anxiety for employers. Engineering technical, and hospitality workers, were the other two professions where employers expect severest skills shortages. Similarly, 46 per cent of employers intending to hire temporary workers expressed concerns over the sufficient number of agency workers with the necessary skills they require. This is up from 39 per cent this time last year. Employers are expecting the most severe skills shortages among drivers, followed by the marketing, media creative, and industrial, sectors. The net balance of employers intending to hire agency staff in the short-term rose by 25 percentage points compared to this time last year, to a net balance of +16. The net balance of those intending to hire temporary agency workers remained buoyant in the medium-term, rising by 14 percentage points compared to the same period last year, to a net balance of 0. Neil Carberry, Recruitment & Employment Confederation Chief Executive says: With employers confidence in the prospects for UK economic growth diminishing, we need a Budget next week that gives businesses the support they need to drive the economy. Getting the tax system right is a priority, but hasty changes to contractor tax with Brexit on the horizon will lead to further stress on UK businesses - especially as the Chancellors experiment with this in the public sector is yielding mixed results. Completing the employment status review and prioritising the restructuring of the apprenticeship levy to make it an effective skills policy not just a tax should be a key priority for the Government. Getting this right will help underpin job creation in our flexible labour market during these times of change. UK businesses continue to drive growth by expanding their workforces. Recruiters are playing a vital role in helping employers to plug the labour shortages in their businesses. This is even more important while they make contingency plans for what a deal or no deal Brexit scenario will bring. www.rec.uk.com
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Imposter syndrome is holding female graduates back from earning as much as their male counterparts
October-24-2018 - onrec.com
Gender pay gap is defined upon entry into the jobs market, setting the scene for the rest of the rest of womens careers Posted in News archive on 24 Oct 2018 Company Profile Milkround View profile » New research from Milkround shows women have lower salary expectations than men with one third thinking theyll earn under £20k 1/3 graduates believe confidence is the top skill they need to excel in their career, yet a lack of confidence is holding back more women (41%) than men (28%) Writer and Activist Natasha Devon MBE shares her top tips for overcoming imposter syndrome in the workplace New research has revealed females entering the workforce are suffering from imposter syndrome, with lower salary expectations and a lack of confidence, which could be costing them their dream job and affecting their career opportunities. The research, commissioned by graduate jobs board Milkround , showed one in three (33%) women are worried about low pay and think theyll earn under £20k in an entry level role, compared to less than a quarter (22%) of their male counterparts. Males expect to be earning more in five years time, with more females (25% compared to 15% males) expecting to be on £25-£30k and more males (23% compared to 17% females) expecting to be on over £35k in that timeframe. The difference in salary expectations indicates a disparity in confidence levels between the genders. While confidence was the top choice for respondents when asked which soft skills they believe they need to work on most to excel in their career, far more females (41%) reported a lack of confidence than males (28%). Competition from those with more work experience was another concern, with more females (58%) citing it as an issue, compared to males (47%). Writer and activist, Natasha Devon MBE said: Imposter syndrome is more than just lacking confidence. Its an all-consuming belief that you arent worthy of your career achievements, that youre a fraud and a fear of being found out, even if all the evidence shows you to be qualified and capable. Whilst feminism has come on in leaps and bounds over recent years, we still live in a culture where the prototype for success and influence is white, male and middle aged. Its no wonder, then, that the people most likely to experience imposter syndrome are young women. Georgina Brazier, Jobs Expert at Milkround said: Confidence issues are affecting graduates before they even hit the workforce, which often lasts with them throughout their career. Our research shows almost half of all graduates think more self-confidence would help them with their job searches. Once employed, we find that graduates are stepping into the workforce with a preconceived idea on salary, that is connected to their self-confidence. While more employers are implementing mentorship programmes to alleviate imposter syndrome and boost confidence among new starters, more needs to be done to ensure that this negative mindset is reversed, before they start working their way up the career ladder. We encourage employers to support graduates entering the workforce though mentorship programmes. This ensures the process is clear and transparent and graduates have a clear view of their career progression. Here are Natasha Devons top tips for avoiding imposter syndrome: 1. Know Your Enemy Having? imposter syndrome can feel incredibly isolating, because by its very nature it is something which makes you feel as though you dont belong. Its important to remember its both common and, unfortunately, normal particularly amongst women. 2. Think like your male counterparts Studies show that men tend to believe they can do jobs for which they are underqualified whereas women are more likely to believe they arent right for a role, even if they are overqualified. Think about what your male colleagues may be applying for and channel some of that. Look at their qualifications and experience and measure them, objectively, against yours. Its usually a reassuring activity. 3. Combat negative self-talk We all have an inner critic. Historically, this has served the human species well, its essential to have a voice in your head advising caution, especially when running away from a bear. These days, however, the negative voice weve evolved to carry around with us is more likely to tell us we arent worth a pay rise, cant do that presentation or will make a fool of ourselves in a meeting. Recognise that voice and tell it to shut up. 4. Separate instinct from structurally created beliefs Human beings learn through repetition and a lot of what our brain absorbs happens subconsciously. Thats why were all, to a certain extent, a product of our culture. We still live in an environment which tells us the prototype for a powerful person is white, male and middle aged. Realise this is a belief system is not representative of you and is not something you would choose to believe of your own free will. 5. Stop trying to be liked Women, on average, fear social rejection more than men. This isnt an attitude which serves anyone well in the work place. However, we teach people how to treat us. Working for free, never using the word no and letting other people take credit for your work might mean less confrontation, but it will leave you underpaid, undervalued and exhausted. Milkround surveyed 5,709 graduates, between 4 th April and 14 th May 2018.
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Why the right office is crucial to your company culture The secret to building your company culture is in your office / Improve your company culture by sprucing up your office
October-24-2018 - onrec.com
Every company has a culture, but you may not realise you can directly control it with just your office. Your culture is made up of the atmosphere, environment, values, missions, and the attitudes of your employees. It is the personality of your business, the life and soul of the office, and has a direct effect on how happy your staff are while at work. Posted in News archive on 24 Oct 2018 It has been widely documented that promoting employee happiness can benefit your business, and one study found that happy employees are up to 20% more productive than their unhappy counterparts. Simply making a few changes around your office can ensure that your staff are kept as happy and productive as possible, which massively improves your business. Base your office layout on the culture you want to create Research has shown that the layout of your office can drastically impact your workplace culture. For example, having an open-plan office structure facilitates teamwork and verbal communication, as opposed to talking solely through emails. Having communal areas also encourages employees to speak to each other, and gives them a place to relax and take breaks during the workday, which helps to establish a collaborative, social company culture. Office decor, such as artwork, quotes, and even the furniture you pick can affect the attitude of your business and staff. From acoustics, lighting, and visual stimuli, interior space and design can direct human behaviour and the work you do. Its important that you consider your company culture when choosing and decorating your office space, as it could hinder or facilitate productivity. If youre looking for a new office space for your business, its worth thinking in advance about how you would decorate and arrange the layout in any location you consider, which can take time. Spend at least three months preparing your move to a new office, including spending time working on the ideal office layout. Office removal companies like Evolve Relocation provide clients with a dedicated project manager, freeing up more of your time to focus on aspects like planning a layout, while they handle logistics. Encourage interaction with communal spaces A change of scenery can help improve concentration and focus, as it breaks monotony. For example, when students are revising, they are encouraged to move around and change their scenery in order to revive their minds. This kind of thinking also applies in the workplace, as it can help to keep your staff engaged. You may choose to offer employees the chance to work remotely from time to time, or implement a hot-desking culture at the office. This can ensure that employees continuously interact with different members of the team, rather than sitting amongst the same group every day, which can be beneficial to your company culture. Sitting in one place in front of a computer screen all day can have a negative impact on your overall health . According to Harvard Health, excessive sitting has been linked to a wide range of health problems, from osteoporosis to diabetes. You should encourage employees to walk around, take regular time away from their desks, and make use of any communal space you might have. When looking for a new office, try and pick one with a scenic walking route, as opposed to an office space in an industrial park. This can encourage staff to go for quick walks during break times, giving them time away from their desks as well as some fresh air. You can also invest in standing desks , giving staff the option to sit or stand while working. These come with their own benefits, including improving mood and energy levels, which enhances the company culture. Stay organised and stress-free Keeping an organised office ensures that everything has a place, and there is minimal clutter around your staff. Its been said that the average person wastes over four hours per week looking for papers, which adds stress and frustration to the working day, and reduces levels of concentration and creative thinking. The National Association of Professional Organisers (NAPO) also found that not having an organised office can lead to financial losses equivalent to 10% of a managers salary. If your office is not kept organised, it could result in employees losing important paperwork, and struggling to keep on top of work, which could damage the mood and culture in your office. Providing dedicated space for your staffs personal belongings, as well as things like filing cabinets, can help keep the workspace organised. If employees are given the chance to keep their things tidy, they will be able to maximise their performance, and stay focused and engaged on their work. Having a clean and organised working space can even help to encourage staff to come to work in the first place; after all, no one wants to spend the majority of their week in a cluttered and disorganised office. Employees who are happy to come to work create a more enjoyable working environment as they will have a positive attitude, impacting your company culture. Having the right office space in the right location, can massively impact your company culture. Your employees spend 40 hours on average at work every week, so you want to make sure it is an enjoyable place to be, and that they feel at home and welcome in the office. This will ensure that your brand is effectively represented, and that your staff are kept happy and productive.
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When Friends Become Family: The Importance of Prioritisation, Values, and Experiences in Work
October-24-2018 - onrec.com
Theres nothing more important to me than my family. Posted in News archive on 24 Oct 2018 I recently organised a family reunion for my cousins to visit me, my wife, and three children (ages 13, 9, and 5) at our home in the countryside of the Netherlands. My extended family is located across the entire country of the Netherlands, and we havent all gathered together in years. At our reunion, we cooked, we dined, we laughed, and we reminisced. At 43 years old, Im the youngest of my cousins, but despite age, we still establish strong bonds with each other. As a present to my cousins, I gave them boxes of fresh strawberries from a local farm. My cousins arent used to the rich, juicy quality of farm-grown strawberries since they live in more urban areas. As a result, these strawberries created a wow experience for them - something that they werent accustomed to in their daily lives, so it was a special surprise when they attended the reunion. I love creating special moments for my personal family and even my work family because it deepens our relationships. Im very fortunate to work at a family-oriented company called Bullhorn , the global leader in CRM and operations software for the recruitment industry. I previously worked for another recruitment technology provider that Bullhorn acquired in September 2017. Im lucky to call so many Bullhorn colleagues family. My first official introduction to Bullhorn was in January 2018 at the companys international sales kickoff meeting in London. It was the first time that I met all my new colleagues, and it was evident that my new team displayed enthusiasm and passion for not only their customers, but also their company. And that was important to me. I felt like a friend, but Bullhorn treated me as family. Find Businesses that Prioritise Employees What matters the most to me in working for a company is that it focuses on its employees. As a father and husband, Im constantly prioritising my wife and children. To be a successful family, we must help each other - whether its with chores, projects, or schoolwork - because we care deeply about each other. If my children need help with their school assignments, Ill immediately sit down with them and work through their questions. And if my wife needs me to pick up something for her, thats absolutely getting done. The more we come together as a family, the stronger our relationships will be with each other. The same is true about work - Bullhorn prioritises its employees by allowing us to work remotely when needed and take time when needed to rest and recharge. Its the type of environment that allows individuals to grow their careers and help customers worldwide solve their biggest business complexities. This work culture allows employees to create strong relationships with each other because it demands teamwork. We must support each other to complete our jobs, and we must work cross functionally with other departments to urgently solve our customers challenges. Embrace Companies Core Values In our home, we boast the following family values: be honest, be true to yourself, be respectful, never be judgmental, and always put your family first. These principles guide our at-home lifestyle and help our children view the world positively and become better people. My wife and I ensure that we practise these values daily because we set the example for our children. If they see us being respectful and not judging other people, theyll learn to view society the same. We believe this is extremely important because it sets our children up for success. All businesses must display core values that employers want their employees to embody. Thats critical for creating an engaging workplace culture, which allows everyone to thrive and work toward shared goals. At Bullhorn, we have the following values: ownership, be human, speed and agility, energy, and service. All employees are scored on these values in quarterly reviews, illustrating the importance of them. Embracing these values is so important to me because it shows that I care about my job and my customers. After all, were working to help our customers grow their businesses. Create Incredible Customer Experiences Whenever Im gathered with my family, I like to create wow experiences - memories that will last a lifetime. These moments establish commonalities between us family members and give us another reason to deepen our connections. Thats why at my recent family reunion I gave my relatives those farm-fresh strawberries since they were visiting the countryside. Ill never forget their smiles and expressions on their faces, even from something so simple such as delicious fruit. At Bullhorn, we have a core purpose: to create incredible customer experiences. This means that were strategically thinking of ways to delight our customers and continuously prioritise them so they can maximise their operations. We create these incredible customer experiences through deepening prospect or client relationships and striving for excellence in developing innovative products that will help recruitment firms become more efficient and productive in their work. Companies can have great technology, but they also need to have great people behind the technology. We have great people on my team who always go above and beyond for prospects and customers because they always put them first. People are the unique fabric of every business. These individuals are a companys greatest advantage. And they are family. When your friends become family, you foster the strongest team possible that can work together to exceed any goal. Ruud Claasz Coockson is a managing director of global accounts for Bullhorn , the global leader in CRM and operations software for the recruitment industry.
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Stricter Gun Laws Havent Made Communities Safer from Mass Shootings
October-24-2018 - insurancejournal.com
A trauma research team has developed a profile of commonalities among communities where mass shootings have occurred that includes a shortage of mental health professionals, a relative lack of socialization opportunities, higher rates of income inequality, and relatively high housing
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A.M. Best Upgrades Workers Comp Carrier ICW Group in California
October-23-2018 - insurancejournal.com
A.M. Best Company has upgraded the Financial Strength Rating of San Diego, Calif.-based ICW Group Insurance Cos. to A (Excellent) from a Stable outlook. A.M. Best said its ratings reflect the companys balance sheet strength as well as its solid
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Delaware Workers Comp Insurance Rates Decrease for Second Year in a Row
October-23-2018 - insurancejournal.com
Workers compensation insurance rates will decrease for the second year in a row in Delaware, effective December 1, 2018. I am delighted to approve yet another decrease in workers compensation rates in Delaware and even happier to see a double-digit
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Washington Packing House to Pay $525K in Sexual Harassment Settlement
October-23-2018 - insurancejournal.com
A Grant County, Wash. vegetable-packing house will pay $525,000 to settle a lawsuit alleging a supervisor groped, propositioned and retaliated against female workers. The Seattle Times reports State Attorney General Bob Ferguson says the settlement announced with Quincy-based Horning Brothers
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Midwest Food Distributor to Pay $3.6M to Settle Sex Discrimination Lawsuit
October-23-2018 - insurancejournal.com
A food distributor with warehouses in Cleveland, Ohio, and Detroit, Michigan, will pay $3.6 million to settle a class sex discrimination lawsuit filed by the filed by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC alleged that Sherwood Food
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Career decision coming up? The Top 10 industries that are adding jobs and thriving
October-23-2018 - usatoday.com
If youre planning to start a new business, or to join one thats expected to flourish, here are the top 10 booming industries to consider.
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Dont want Facebook up in your business? Heres how to cut social networks from signons
October-23-2018 - usatoday.com
The entire system of social logins---in which you sign into another site using your credentials at a larger social network--deserves a closer look.
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Study: Nearly 50% of working women are uncomfortable repeating outfits
October-23-2018 - usatoday.com
Work stress is all apart of the job. Whether youre frantic over a big presentation or turning in a project just in the nick of time. But should your work clothes make you just as anxious? Buzz60s Mercer Morrison has the story.
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New Orleans Towing Company Ordered to Pay in Pregnancy Discrimination Suit
October-23-2018 - insurancejournal.com
A U.S. District Court has entered judgment against a New Orleans-based towing company for failing to respond to a lawsuit filed by the Equal Employment Opportunity Commission (EEOC) for breaching an EEOC mediation agreement of a pregnancy discrimination charge. According
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Lockton Names Byrne Risk Management and Benefits Consultant in California
October-23-2018 - insurancejournal.com
Lockton has added Tom Byrne as a risk management and employee benefits consultant. Byrne is based in the San Francisco, Calif. office. He has more than 16 years of experience in the industry. Byrne worked as a client advocate for
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Kefron urges recruitment industry to update contractor management processes
October-23-2018 - onrec.com
Kefrons solution reduces costs for recruiters Posted in News archive on 23 Oct 2018 Kefron, the document and process automation specialist, is calling for recruitment companies to evaluate their invoice processing system as the industry sees a growth in contractors. Recent research has found that the recruitment industry now generates over £35 billion each year with 9,500 reporting an annual turnover of over £250,000. Contractor placement is a growing line of business for many agencies with the number of freelancers at two million and rising. As a result, many recruitment companies often have tens of thousands of monthly contractor invoices to manually input, validate against timesheets, approve and process payment. This time consuming and manual approach means many accounts payable systems are unable to keep up with the huge volumes of invoices and associated documentation. Kefrons Automated Accounts Payable Solution is a cloud-based platform with ISO 27001 Information Security accreditation for the management and automation of contractor invoice processing that works alongside existing finance and accounting software. James Smith, UK Sales Manager, Kefron said: The move to contractor invoice automation is an easy win for recruitment agencies. The agency saves time and money by reducing manual data entry by up to 90% and timesheet data can also be extracted and automatically validated against the relevant invoice. Duplicate, lost or misfiled invoices are eliminated completely and human touchpoints and therefore errors are greatly reduced. Its not just for internal reasons that companies need to be reviewing processes. In May this year the Treasury proposed new rules which mean agencies could become responsible for identifying the correct contractor employment status and deducting the correct tax accordingly. A move expected to deliver up to £1.2bn annually in additional revenue to the tax coffers by 2023. Having an accurate invoice processing solution with a complete audit trail and secure record will aid compliance and reporting. Management will also have full visibility of all stages of processing allowing greater oversight and control. Dealing with contractor queries also consumes vast amounts of staff time and this too is eliminated as contractors can log-in and check the progress of their invoice any time and avoid emailing or phoning agency staff. James continues, We know from our discussions with finance directors and controllers in recruitment agencies that paying contractors on-time and accurately each week or month is critical in retaining resource with valuable skills and knowledge. The market is simply too competitive and having a reliable portfolio of motivated contractors that deliver for clients on a consistent basis is a real strength. Kefron AP provides agencies with a best-practice solution to achieve just that. As a cloud based system Kefron AP integrates easily for automated data transfer to and from any finance or ERP system. Users can access on mobile devices from anywhere and having a single shared view of all invoices and data enables collaboration between users located in multiple branches or locations. www.kefron.com
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The top three demotivators of the workplace: being invisible and undervalued, a lack of recognition and bad managers
October-23-2018 - onrec.com
A new study from global employee engagement company, Reward Gateway, has found that over seven in ten UK employees want their employers to do more to motivate them. Posted in News archive on 23 Oct 2018 Over seven in ten (73%) employees say their employers could do more to motivate them There are large discrepancies between what motivated and unmotivated employees value Lack of motivation impacts both performance and mental health A new study from global employee engagement company, Reward Gateway , has found that over seven in ten UK employees want their employers to do more to motivate them. The research, which surveyed over 2,000 UK employees, found that the less motivated an employee is, the more likely they are to value their salary as a motivator. In the UK, those that are not very motivated in their current job are most likely to say that theyre motivated by their salary (41%), good working relationships (37%), having a purpose (21%) Whereas, those who class themselves as extremely motivated in their current job are most likely to say that theyre motivated by job satisfaction (52%), feeling respected (37%), having a purpose (37%) and good working relationships (37%). The research has also uncovered the alarming effects that being unmotivated has on employees. The top five effects being: Mood worsens (60%) Reduction in productivity levels (48%) Declining mental health (46%) Reduction in quality of work (40%) Diet suffers (28%) Meanwhile, over a quarter (26%) say their relationships with family and friends suffer and 2 in 10 admit to drinking more alcohol when unmotivated. Despite these effects, those employees that arent motivated indicated that they would stay in a job for 11 months, meaning that productivity and general wellbeing will suffer. Commenting on the research, Reward Gateway's Group Director of Product & Client Success, Rob Boland said, It's clear that employers can be doing more to motivate and engage their people in the right way. From our research and our experience with thousands of businesses with whom weve worked, the companies driving the greatest commercial results are the best at addressing employee motivation. These businesses center their engagement strategies on strategically recognising their employees to boost visibility for great work, communicating openly and honestly with their employees, and surveying their people regularly to understand how to constantly improve and adapt their strategy. "To continue to help our clients motivate and engage their workforces, weve worked hard to make sure our products support what todays employees crave at work: respect, purpose, and relationships." For more information about the motivation study, please visit the blog here. About Reward Gateway Reward Gateway helps more than 1,700 of the worlds leading companies, in 23 countries, to attract, engage, and retain their best people with an employee engagement platform that brings employee benefits, discounts, and perks, reward and recognition, employee wellbeing,employee communications and employee surveys into one unified hub. Clients include American Express, Unilever, Samsung, IBM, and McDonalds. For more information, please visit: www.rewardgateway.com
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Pre-budget commentary from breatheHR
October-23-2018 - onrec.com
Jonathan Richards, CEO and founder, breatheHR: Posted in Opinion on 23 Oct 2018 "With the growing uncertainty around Brexit and what the deal for the UK will look like, it's likely this years Autumn Budget will be short-term tinkering, rather than long-term and strategic. "There are a number of initiatives that have been touted, such as the Amazon tax, whereby internet companies are taxed on their revenue rather than their profits. This may help boost much-needed funding to the NHS, but will make an already complicated tax system even more so for struggling small business owners. What's more, we are at a crucial period where the UK needs to focus on growth and this approach will hit small high-street retailers who also trade online doubly hard if they receive no relief in business rates. "In addition, scrapping tax relief for this sector could put budding entrepreneurs off starting their own company or make investors reluctant to back young businesses, just when the economy needs them the most. The chancellor must restore faith in small business owners by offering support and investment, not harming our SME economic engine."
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Do you think youve got a good memory? Take this test to find out!
October-23-2018 - onrec.com
A new tool by Oxford Open Learning Trust challenges UK adults to test how good their memory is after recent research reveals nine out of ten Brits feel having a good memory is important for their jobs. Posted in News archive on 23 Oct 2018 The survey of over 1,000 workers, commissioned to launch the new Memory Matrix tool, found that those that are self-employed and teachers are the professionals that rate the importance of memory most highly for their job. Distance learning provider Oxford Open Learning Trust created the Memory Matrix tool to put adults to the test to determine which type of memory is their biggest strength and the potential careers that would be best suited to an individual's certain type of memory. Top five professions that rate memory as important for their job: Self-employed (100%) Teacher (100%) IT (99%) Accounts (97%) Operational (97%) The Trust partnered with Ruth Sparkes, managing editor of education and careers magazine Future Mag, to create the tool and suggest the different types of career paths to consider to make the most of memory skills. The tool includes three types of different memory tests; spatial, short term and long term. Spatial memory refers to how well you can retain information thats presented to you in a very short space of time. For this particular memory type, the information is presented through sensory means, such as sight, smell, sound, touch and taste. Ruth Sparkes explains that the following career choices lend themselves well to good spatial memory skills; architect, builder, sculptor, fashion designer, film director, makeup artist, chef, surveyor, pilot, driver, mechanic or carpenter. Short term memory jobs need individuals to be able to absorb information quickly and have rapid recall. Police officers, barristers, doctors, pilots, waiters, bartenders, journalists and MPs all typically possess these traits. Those that have a strong long term memory are much better at recalling and remembering information from the past. Often people working in these careers will have to refer to previous cases, earlier studies and remember rules and laws. Those with these traits should considering entering professions such as a solicitor, doctor, engineer, scientist, architect, lawyer, data scientist or civil servant. Dr Nick Smith, courses director and founder of Oxford Open Learning Trust, said: The results suggest an overwhelming majority of UK workers view memory ability as being important to their professional lives. Its a known fact that people are happier when doing something they are good at and our Memory Matrix tool focuses on matching the strengths of memory types with different professions. Its never too late to learn new skills or consider a career change and our memory tool gives people an idea of what they might be suited to if theyre thinking about a new challenge. To use the Memory Matrix tool click here: www.ool.co.uk/the-memory-matrix
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Scorching summer boosts UK job market
October-23-2018 - onrec.com
But Britain has a long way to go if it hopes to bridge the ongoing skills gap Posted in News archive on 23 Oct 2018 Company Profile CV-Library.co.uk View profile » This years scorching summer led to a boost in the UK economy, encouraging businesses across the nation to keep driving forward with their hiring efforts. In fact, the latest job market data from CV-Library , the UKs leading independent job site, revealed that job vacancies were up by 11.9% in Q3 2018. Whats more, the report, which compared data from Q3 2018 with that of the same period in 2017, found that salaries were also on the rise last quarter, increasing by 4.3%. Its clear that this hike in business confidence is starting to take effect, with candidate registrations in some of the UKs key industries rising steadily over the past three months. As such, the top industries to find candidates right now include: Retail 118,800 more candidates registered in Q3 Education 22,700 more candidates registered in Q3 Accounting/finance 22,600 more candidates registered in Q3 Sales 22,000 more candidates registered in Q3 Construction 21,900 more candidates registered in Q3 Engineering 20,200 more candidates registered in Q3 Catering 20,100 more candidates registered in Q3 IT 16,800 more candidates registered in Q3 Hospitality 16,500 more candidates registered in Q3 Marketing 10,800 more candidates registered in Q3 Lee Biggins, founder and managing director of CV-Library , comments: Despite unemployment being at its lowest rate since 1975, employer confidence is stronger than ever. But, while more candidates are showing interest in a new job, application rates arent keeping pace. If we hope to bridge the ongoing skills gap and start strengthening the UK workforce once more, organisations need to focus on targeting passive candidates and pulling out all the stops in order to attract the right people to their roles. Below, CV-Library offers some of its top tips to employers to help them attract both active and passive job hunters into their business: Consider referral schemes: Encourage existing employees to recommend their friends or family members. This will help you to tap into a trusted passive talent pool. Work on your content strategy: Provide useful content that will not only impress your customers, but also help to market yourself as an industry leader to passive candidates. Network: Positioning yourself as an industry leader, getting your brand in front of the right people and networking with like-minded professionals can be extremely beneficial. Boost your employer brand: Make sure youre active on social media, have a strong careers page on your website and manage your reputation on employee review sites. Offer the most competitive packages: Most people stay in their job because it benefits their life in some way, so offering the best possible packages can attract candidates out of the safety of their current position. For more information on the UK job market, check out the full report here .
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Safeway Contractors ends pay to be paid culture for its temporary workforce
October-23-2018 - onrec.com
Arrangement with Walker Smith is first of its kind as rail firm champions its workers and pays their umbrella fees Posted in News archive on 23 Oct 2018 In a move thought to be the first of its kind, Safeway Contractors, a leading provider of specialist rail, engineering and construction services has announced that its temporary workers will no longer have to pay an umbrella company for payroll services, as it will now pay these fees on their behalf. Working with payroll and accountancy services provider Walker Smith, part of the WORKR Group , Manchester-based Safeway will put an end to the paying to be paid culture which will see each of its temporary workers up to £30 per week better off. Safeway supplies highly skilled workers to help deliver a variety of projects either as a contingent labour supplier or by sub-contracting part or all of the project. At any given-time it can engage between 50 and 100 workers on a temporary basis for rail, engineering or construction projects across the UK. This agreement will give Safeways temporary workers free access to Walker Smiths contractor benefits package which includes payroll services, holiday pay, maternity and paternity benefits, healthcare cover, a 24-hour GP consultation service and high street discounts. Safeway also opted to add Walker Smiths dedicated counselling support line to its benefits package, giving temporary workers free access to the helpline 24x7. It was important to Safeway that its temporary workers have access to a service that could support their wellbeing when working away. Many of its rail engineers often work on projects away from home or due to the nature of the work unsociable hours which can have a detrimental impact on some peoples wellbeing. The helpline has already been well received and has been frequently accessed by Safeways workforce. Paul Walpole, director at Safeway Contractors said: We are delighted to be spear-heading this new initiative in our sector which will see our temporary workers significantly better off each week. Paying for a service just to get paid is like an additional tax on temporary workers, and it can hit the pocket hard, especially for those who dont have a fixed, regular income. Were the first firm in our sector to do this and obviously, our workers are delighted at the news. We will be paying Walker Smith directly to take care of payroll and provide an attractive benefits package. We really hope other businesses follow our lead and champion the welfare of their workforce. No-one working on a temporary contract should have to pay to be paid. Matt Tyson, managing director, Walker Smith said: Temporary workers often get a raw deal when it come to pay and benefits, so its brilliant to see Safeway Contractors put in place an initiative that will see its workers take home pay increase. Being chosen to support Safeway Contractors with this initiative demonstrates the quality of services were aiming to build for temporary staff under our WORKR brand. We expect to see more firms who regularly engage a temporary workforce follow suit and put the welfare of their workers first.
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New Report Shows Californias Share of Payroll, Workers Comp
October-22-2018 - insurancejournal.com
Californians accounted for 11.9 percent of all jobs covered by workers compensation in the U.S. in 2016, 13.9 percent of covered payroll and 19.6 percent of all cash and medical benefits paid for work injuries and illnesses, according to the
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Wales Pushing London For Top Advertised Average Salary!
October-22-2018 - onrec.com
Latest figures released this week show wages have risen at their fastest pace in nearly 10 years. Posted in Statistics and trends on 22 Oct 2018 Company Profile Allthetopbananas.com View profile » According to ONS data, pay rose by 3.1% in the three months to August, compared to a year ago, excluding bonuses. Allthetopbananas.com has broken the figures down by region, to give an accurate picture of what is happening with advertised average wages across the UK. Head of Marketing at ATTB David Ogden said: Due to the thousands of jobs we process from across the web every month, we have an extremely accurate view of what is happening in UK recruitment, not only in job sector trends but also what companies are offering when it comes to wages. A highlight in September sees Wales performing very strongly compared to all other regions. With around 200,000 jobs on the site in Wales, giving an average advertised salary of more than £38K, it is only just behind London on £40K (172,000 jobs). www.allthetopbananas.com
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iLike: Apple triumphs in league table of Britain´s most popular employers
October-22-2018 - onrec.com
Apple is the best company to work for in Britain, according to data released by the worlds biggest job site Indeed. Posted in News archive on 22 Oct 2018 Company Profile Indeed View profile » Apple crowned the best company to work for in the UK Ranking of employers is based on millions of employee reviews posted on the worlds largest job site, Indeed Workers gave the highest scores to companies offering career progression, flexible working and perks rather than just a good salary Apple is the best company to work for in Britain, according to data released by the worlds biggest job site Indeed . The global tech giant came top of a ranking of the UKs best employers that was compiled from millions of employee reviews. The top 25 companies include both high street and business-to-business brands, as well as British and foreign-based firms. Homegrown firms dominate the league table accounting for two-thirds of the most popular employers but Apples combination of an enjoyable work culture, good rates of pay and free or discounted tech helped it claim the top spot. The second-ranked employer is the Humberside-based Wren Kitchens, which employs over 4,000 staff, scored consistently highly for valuing and treating its employees well. The third most popular company to work for is the global pharmaceuticals business GlaxoSmithKline, whose employees praised it for offering a good work / life balance and attractive career prospects. Eighth on the list is John Lewis, Britains best-known department store, which famously invites employees to become partners and shares profits with them. A new sporting entry was 17th-placed Liverpool Football Club. Its employees praised it for being a productive and fun workplace, though the average salaries listed which include £12.17 per hour for a hospitality manager and £8.82 per hour for a chef are a little less than those paid to the Premier League clubs top players. Table: Best places to work in the private sector in the UK Based on reviews submitted by visitors to Indeed Ranking Company Sector Available jobs 1 Apple Tech 120 2 Wren Kitchens Retail 143 3 GlaxoSmithKline Pharmaceuticals 169 4 Homeserve Insurance 7 5 Rolls-Royce Engineering 41 6 Nandos Restaurants 147 7 Lush Cosmetics Retail 22 8 John Lewis Retail 117 9 Unilever Consumer goods 58 10 Marks and Spencer Retail 1,039 11 Harrods Retail 185 12 BBC Media 192 13 Barclays Financial services 802 14 Clarks Retail 123 15 Pandora Retail 160 16 Cargiant Automotive 20 17 Liverpool FC Sport 1 18 Adidas Retail 12 19 Thomson Reuters Media 48 20 Estee Lauder Consumer goods 602 21 Lloyds Banking Group Financial services 133 22 The Perfume Shop Retail 255 23 Microsoft Tech 132 24 Tesco Retail 5,961 25 InterContinental Hotels Hospitality 161 Bill Richards, UK Managing Director atglobal job site, Indeed , comments: The difference between a good job and a great job can vary from person to person, but our ranking shows some common themes shine through. Companies that make their employees feel valued and offer a positive working environment score consistently highly among the reviews posted on Indeed. As we continue to see for many staff, work-life balance, career prospects and a great workplace culture can all mean more than a good salary alone. Mark Pullan, Managing Director at Wren Kitchens, said: Wren is a family business, passionate about giving our customers their dream kitchen. We truly believe in developing our staff to their full potential. We have a fast paced, hard working culture, and those who put the effort in are rewarded with great earning potential and a fun, fulfilling career. Colleen Schuller, Head of Employee Engagement at GSK, said: Were a science-led global healthcare company with a special purpose to help people do more, feel better and live longer and we believe that starts with our people. So its great to see that past and present employee feedback reinforces that GSK is a great place to work. A HomeServe spokesperson commented: " Our culture is built on the understanding that if we take care of our people, they will take care of our customers and the rest takes care of itself.
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Londons Biggest Private Taxi Firm Aims to Roll Out Self-Driving Cars by 2021
October-22-2018 - insurancejournal.com
A fleet of autonomous taxis could roll onto the streets of the U.K. capital within three years, after one of Londons biggest private-hire taxi companies struck a deal with a maker of autonomous vehicle software. Addison Lee Group, which has
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London Market Group to Offer Faster Solution for Coverholder Approval
October-22-2018 - insurancejournal.com
The London Market Group (LMG) announced that a contract has been signed with Sequel to deliver a faster and more efficient solution for approving and registering coverholders, and a new integrated tool for generating delegated authority binder contracts. This is
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Vermont Construction Company Investigated After Death of Employee
October-22-2018 - insurancejournal.com
Federal officials are investigating a Vermont roofing and construction company whose employee died in a fall at a job site in New Hampshire. The Brattleboro Reformer reports the Occupational Safety and Health Administration opened an investigation into Jancewicz Son
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Oregon Worker Lawsuit Says She was Fired After Heavy Corpse Fell on Her
October-22-2018 - insurancejournal.com
A Portland, Ore. cremation worker who says she was sexually harassed and fired after reporting she sustained a back injury when a heavy corpse fell on her has filed a lawsuit seeking $900,000. The Oregonian/OregonLive reported that the sex discrimination
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Insurance Office of America Hires Lane in Florida, Expands in Brevard County
October-22-2018 - insurancejournal.com
Insurance Office of America (IOA) has hired industry veteran Phillip Lane to its team as it adds locations in Brevard County, Fla. Lane joins the team as a risk management consultant. Prior to joining IOA, Lane was a producer at
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Northern Powerhouse Could be Fuelled by 46,000 New Green Jobs by 2030
October-22-2018 - onrec.com
Workers in the North of England could benefit from 46,000 new green jobs by 2030, according to a leading think-tank. Posted in News archive on 22 Oct 2018 The Institute for Public Policy Research (IPPR) has today published a report which calls on Government to learn from the mistakes of the past whereby communities in the North of England have been disproportionately affected by job losses from the carbon energy sector. The North is home to the largest number of coal and gas power stations in England, but coalfield communities continue to feel the negative impacts of closures and job losses, and figures show that a further 28,000 jobs in the coal, oil and gas industries could be lost in the region by 2030. However, the North also produced almost half- 48%- of the UKs renewable electricity between 2005 and 2014, and if given the support and powers needed from Government, has the potential to be home to a clean energy revolution. Todays report calls for a just transition so that Northern energy workers can continue to access well paid, skilled jobs in the low carbon energy sector, which would mean that the North could continue to lead the way on tackling climate change and powering the nation. IPPR sets out that in order to achieve this, Government will need to address uncertainty around Brexit, improve the education and skills system, and provide long-term policy for decarbonisation - something that must be at the heart of Governments Industrial Strategy. Josh Emden, Research Fellow at IPPR and co-author of the report, said: The Government must learn from the mistakes of the past and ensure that this time there is a just transition into the low carbon energy sector and beyond, for workers in the North of England who have powered the UK for decades. The good news is that the opportunity is there for the North of England to become a powerhouse for the UK once again, provided the government takes the critical policy action needed . Luke Murphy, Associate Director at IPPR and co-author of the report, said: With nearly half of the UKs renewable energy being produced in the North, it is clear that the region is ideally placed to deliver a green jobs revolution of 46,000 new jobs by 2030. We know that decarbonising the economy is an urgent necessity if we are to limit the impacts of global warming. What the UK needs now is for Government to commit to long-term policy for decarbonisation, where communities are protected from decline and supported to thrive through mechanisms like the industrial strategy and an improved skills system, so that we can realise a new era of prosperity for the communities that quite literally power the powerhouse. Sarah Longlands, Director of IPPR North said: This report highlights the importance of the energy sector for the Norths future prosperity, and for the first time makes the connection between economic opportunity and economic justice by calling for a just transition. The benefits of the energy sector in the North will only be fully realised if the people who are already working in the industry are given the time, skills and support which enables them to make the most of new opportunities in low carbon energy.
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New job perk helps to retain employees while lowering their college debt burden
October-21-2018 - usatoday.com
Industry experts say more companies are likely to roll out student loan-related benefits in 2019 after an Internal Revenue Service private letter.
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UK Businesses Roll Back Investment as Brexit Uncertainty Bites: Survey
October-21-2018 - insurancejournal.com
Four-fifths of U.K. companies have cut or withheld investment because of the uncertainty caused by Brexit, Britains biggest business lobby said. Some 58 percent of businesses have made plans to cut jobs, adjust supply chains, relocate production and services or
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Bombardier sues Mitsubishi jet program over trade secrets
October-21-2018 - reuters.com
Canadian airplane maker Bombardier Inc has sued the aircraft unit of Japan's Mitsubishi Heavy Industries Ltd , saying former Bombardier employees passed on trade secrets to help Mitsubishi's oft-delayed regional jet project.
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To attract younger workers, Maine is providing tax credits to student loan borrowers
October-20-2018 - usatoday.com
Struggling with student loans? Maine is offering student loan assistance to people who live and work in the state, and here are the details.
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Appalachian Underwriters Adds St. Clair as Garage Underwriter for Midwest
October-19-2018 - insurancejournal.com
Appalachian Underwriters Inc. has hired Joanna St. Clair as a garage underwriter. She will be working remotely in the Austin, Texas, area, primarily underwriting garage risks for Midwest agents. St. Clair comes to AUI with 15 years of experience in
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DOI: Workers Comp Rates in Indiana to Drop Again Next Year
October-19-2018 - insurancejournal.com
Businesses in Indiana can expect to pay less for workers compensation insurance coverage next year, continuing a trend that has been ongoing for several years. Insurance Commissioner Stephen W. Robertson has approved an average 7.6 percent reduction for workers comp
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Revealed: The pressures causing employees to act unethically in their workplace
October-19-2018 - onrec.com
Much of the corporate world tends to be driven by a desire for instantaneous results which produce favourable financial returns. Consequently, the principles of ethics in a range of actions and decisions can often end up taking a back seat. Posted in Statistics and trends on 19 Oct 2018 An organisation which is under-resourced (35%) is the biggest factor which influences UK employees to act unethically in their workplace Thereafter, 34% have taken unethical actions and decisions due to the time-pressures they face to complete and deliver on their work Opposingly, the motive for 11% of workers being immoral, stemmed from them viewing their organisations culture as one that is already unethical 33% revealed their line manager rewarded employees, even when they knew they had used practices which were ethically questionable to achieve good results Much of the corporate world tends to be driven by a desire for instantaneous results which produce favourable financial returns. Consequently, the principles of ethics in a range of actions and decisions can often end up taking a back seat. Organisations which do not implement the fundamental pillars of ethics (honesty, integrity, fairness and transparency) within their practices and operations will undoubtedly run into a magnitude of problems and potentially devastatingly scandals. Ethics apply to all types of organisations and cover the running of various areas/aspects of a business, including to those individuals who work for them. When employees violate ethics in an organisation, they can vary between minor (e.g. using company petrol for personal mileage, stealing office supplies, taking a sick day when not ill etc.) and serious offences (e.g. bullying, fraud, discrimination, misreporting of hours worked etc.) of misconduct. Interested in business ethics, digital marketing specialists Reboot Digital Agency analysed the latest findings from the Institute of Business Ethics , who surveyed 764 UK employees to see if they had compromised their organisations standards of ethical behaviour and if so, what were the pressures that pushed them to do so. Reboot Digital Agency astonishingly discovered that from the 764 UK employees surveyed, 12% have broken their current organisations standards of ethical behaviour. Out of the 12%, Reboot Digital sought to identify the main pressures which influenced staff members to stray away from their companys code on ethics . Reboot found that an organisation being under-resourced is the biggest factor which influenced employees to act unethically in their workplace at 35% . Thereafter, 34% of employees have committed to taking unethical actions and decisions due to the time-pressures that have been placed upon them to complete and deliver on their work (e.g. reports, general tasks, projects, presentations etc.). Interestingly, 28% admitted to breaking their organisations values on ethical behaviour because they were following their bosss orders . Similarly, 26% broke moral grounds as they were asked to take short cuts from other individuals (e.g. fellow colleagues). On the other end, the motive for 11% of workers for being immoral stemmed from them viewing their companys culture as one that is already unethical . Just slightly above, 12% deviated from their organisations criteria on ethical behaviour as a direct consequence of financial/budgeting pressures . Further on, Reboot Digital Agency sought to find out the 764 employees perceptions on how senior figures are performing when it comes to provding them guidance on the conduct of ethical and acceptable behaviour established by the organisation they work for. 64% of UK workers believe their line manager sets a good example of ethical business behaviour. Moreover, 54% think their line manager explains the importance of honesty and ethics in the work they do. Worryingly, 33% revealed their line manager rewarded employees , even when they knew they had used practices which were ethically questionable to achieve good results . This statistic echos that from renowned accountancy firm Ernst & Young , whose own research showed that 42% of UK employees feel their senior management would act in an unethical manner to help a business survive. Shai Aharony, Managing Director of Reboot Digital Agency commented: Ethics provide businesses with guiding values and principles by which they can operate in a moral and accountable manner. Ideally, organisations and their employees should be abiding by them in everything they do. But in the backdrop of a challenging and uncertain economic climate, this has become less and less the case. Colossal economic events such as Brexit are only adding to workers existing pressures and creating new ones. This in turn is causing workers to take unethical shortcuts in their duties and obligations. These occurrences are unfortunate, but I believe senior management have a significant role to play in controlling the expectations they create for their employees. Depending on their role, making sure objectives for each employee are realistic. That way, employees wont feel the pressure nor urge to take any unethical actions and decisions to achieve them. www.rebootonline.com
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Entelo Announces New Enterprise Customer Wins in Q3
October-19-2018 - onrec.com
Five of the Top Eight Companies in the Fortune 500 Now Use Entelo to Recruit Talent Posted in News archive on 19 Oct 2018 Entelo concluded its most recent fiscal quarter with growing momentum in the enterprise customer segment. The recruiting automation leader announced three new customer wins of companies in the top 10 of the 2018 Fortune 500 list of largest U.S. businesses by revenue. Entelo has always provided the greatest value for large internal talent acquisition teams that are recruiting at massive scale, said Jon Bischke, Entelos co-founder and CEO. Over the last year, we have made a concerted push up-market into the large enterprise segment, and it has been very encouraging to see that strategy pay off. Many of the largest companies in the world aremaking Entelo a critical part of their HR technology stack. These new customers firmly establish Entelo as the leading recruiting automation solution for large enterprises, with five of the eight largest companies on the Fortune 500 now customers of Entelo. Such major account wins build on Entelos existing enterprise-class customer roster, which includes Target, IBM, Freddie Mac, Caterpillar, Intel, Cisco, HCA Healthcare, American Express, and others among the top 100 companies. Over the past few years, we have made a number of decisions about our fundamental approach to recruiting. One of these decisions was to shift away from outdated post-and-pray methods so we could focus our teams and their tools on finding and engaging high quality passive talent, said Mike Brown, Head of Talent Acquisition Americas Region at Siemens. With cutting edge technology and key data privacy capabilities, including GDPR compliance, SOC II Type 2 certification, and approval under the EU-U.S. Privacy Shield Framework, Entelo had the enterprise-class capabilities we needed. The new customers come in the midst of a very busy year for the San Francisco-based company, starting with the launch of Entelo Envoy at last years HR Technology conference, the introduction of Entelo Insights in May, SOC II Type 2 certification, an expanded leadership team, new features to enable diversity and inclusion in hiring, the inaugural Recruiting Automation Summit and release of the recruiting automation vendor landscape, as well as feature coverage in U.S. News & World Report, Bloomberg, and Forbes. Our category-defining product innovation over the last year has been key to our success penetrating the enterprise segment, said Bischke. We look forward to carrying that momentum into the peak selling season in our fiscal fourth quarter. About Entelo Entelo builds AI and automation software to help modern recruiters identify, qualify and engage with top talent. Today, approximately 700 customers of all sizes and industries trust Entelo to provide their talent acquisition teams with higher candidate engagement, actionable insights and increased productivity. The leader in recruiting automation, Entelo helps organizations like Cisco, Genentech, Lyft, Netflix, NASA Jet Propulsion Laboratory, Northrop Grumman and Target build their teams. To learn more about the Entelo recruiting automation platform, visit www.entelo.com . Find out about open roles at Entelo and subscribe to the Entelo Blog for insight and updates on the talent acquisition industry.
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New figures suggest Brexit is a catalyst rather than barrier to business growth
October-19-2018 - onrec.com
Rapid rise in new start-ups within the Recruitment sector make it one of the fastest growing areas of the UK economy Posted in News archive on 19 Oct 2018 Figures released today appear to contradict the widely held belief that Brexit will cause mass job losses in the UK, with the number of recruitment agencies starting up in 2018 at their highest levels for over 10 years according to a leading communications consultancy for the sector. Using data obtained from Companies House under a Freedom of Information Act, Clearly PR Marketing Communications has revealed that since the start of the year, 7,630 recruitment and employment agencies have registered as new businesses. This equates to an average start-up rate of 848 per month. By the end of 2018, the company predicts this number will stand at over 10,000 in a single year a record-high for the sector. Paul MacKenzie-Cummins, managing director at Clearly PR & Marketing Communications, said: Despite the doom and gloom over Britains impending exit from the EU, Brexit has served as a catalyst for industry growth rather than a hindrance to it. Since the referendum of June 2016, the number of new recruitment businesses starting up has continued to rise. In 2017, 9,001 agencies opened their doors for the first time, compared to just 4,529 in 2016 and 3,984 in 2015. There are a number of reasons for this, as Paul explains. While unemployment being at its lowest since 1975 is great for the economy, it also means that talent pools are shrinking. At a time of increased competition across all sectors, employers are now vying with one another to attract the people they need to fill their vacancies. But its getting harder and harder to find staff with the skills crisis worsening. While many organisations have their own talent banks to dip into, they tend not to be as large as the often-extensive networks that recruitment companies have. This by default is seeing demand for recruiters continue to rise - fuelling a sharp rise in the number of ambitious consultants eager to capitalise on the positive trading conditions and go it alone. Supporting this surge in growth is the burgeoning alternative finance market. One of the greatest barriers that had previously prevented would-be entrepreneurs from starting their own business was the lack of available finance a consequence of the recession and the subsequent restrictions placed on the lending power of the banks. This has seen a growing number of new business owners turning their backs on traditional providers in favour of the more flexible and welcoming alternative finance providers. Therefore, growth in the recruitment industry is the result of improving hiring intentions combined with increased access to essential funds to get these new businesses off the ground a rich mix that has never existed before now. For more information, visit www.clearlypr.co.uk
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Vodafone and cut-e win prestigious innovation award for multinational digital jobs initiative
October-19-2018 - onrec.com
A pioneering initiative to enhance youth employment in the digital world - undertaken by Vodafone and involving cut-e - has won the Association for Business Psychologys 2018 award for Excellence in Innovation in Business Psychology. Posted in News archive on 19 Oct 2018 Company Profile cut-e View profile » The Future Jobs Finder is a free service which has provided career guidance and access to training content to over 350 million young people across 15 countries, since its launch in March this year. It is the worlds largest job navigator for roles involving digital skills - and the only platform to use robust psychometrics for career mapping. cut-e designed a three-minute, emoji-based personality quiz to quickly identify a young persons interests, activities and work preferences. Their answers are instantly mapped to specific, digital roles in their chosen city, which match their personality and interests. Relevant interactive courses from digital training providers are highlighted, which can help each individual to enhance their skills and achieve their career goals. Were delighted to have been recognised by this award after partnering with Vodafone on this innovative, digital skills and jobs initiative, said Andreas Lohff, CEO of cut-e. Our assessments help young people to uncover their strengths and work preferences. The insights provided can be added to a CV to make that person stand out from the crowd. The real beauty of the Future Jobs Finder is that it guides young people towards a digital career that will really suit them. Founded in 2000, the Association for Business Psychology (ABP) runs conferences and training events for its 700 members. It also accredits relevant university courses. The Associations members include practicing business psychologists and academics, as well as HR and OD practitioners. The ABPs annual Workforce Experience Awards Programme aims to recognise excellence in business psychology and promote initiatives that improve working life. Each award is judged by a panel of highly regarded, impartial psychologists and business professionals, from the public and private sectors. The winners are chosen based on specific criteria, including the effectiveness and sustainability of the outcomes achieved. The 2018 Workforce Experience Awards were presented at the ABPs Conference Gala Dinner, at the Brentford Lock Holiday Inn, in London. Vodafones Future Jobs Finder is freely accessible via futurejobsfinder.vodafone.com cut-e is an Aon company. For further information about all aspects of assessment, please visit www.cut-e.com
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Exclusive: CrowdStrike hires Goldman Sachs to lead IPO - sources
October-19-2018 - reuters.com
Cybersecurity software maker CrowdStrike Inc has hired investment bank Goldman Sachs Group to prepare for an initial public offering that could come in the first half of next year, people familiar with the matter said on Friday.
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JPMorgan to build Silicon Valley fintech office
October-19-2018 - reuters.com
JPMorgan Chase & Co said on Friday that it was building a new "fintech campus" in Silicon Valley for more than 1,000 employees, as it pushes to keep abreast of changes in digital payments.
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Facebook hires former UK deputy prime minister as head of global affairs
October-19-2018 - reuters.com
Facebook Inc has hired former British Deputy Prime Minister Nick Clegg to lead its global affairs and communications team, as the social network deals with a number of scandals related to privacy, fake news and election meddling.
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SumTotal Advances its Core Challenger Position in the Fosway 9-Grid for Integrated Talent Management
October-19-2018 - onrec.com
Strengths of core suite, customer advocacy and depth and breadth of innovation drive SumTotals momentum Posted in News archive on 19 Oct 2018 SumTotal Systems , a Skillsoft company, today announced that it advanced its position as a Core Challenger in the 2018 Fosway 9-Grid for Integrated Talent Management. Fosway re-positioned SumTotal based on its continued investment in innovation and drive to deliver a world-class customer experience at a low total cost of ownership. The 9-Grid is Fosway Groups market analysis model for next-generation HR, talent and learning in Europe. The Fosway 9-Grid for Integrated Talent Management is a multi-dimensional model that can be used to understand the relative position of solutions and providers in the UK/European talent management systems market. It allows organizations to compare different solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectories across the market. By integrating learning, talent and workforce management on a common platform, SumTotal empowers organisations with intuitive, personalised tools that engage employees in pursuing their self-directed path for development and career growth. The solution also aligns employees efforts with the goals and business demands of their team and their broader organisation. SumTotal further differentiates itself by putting learning front and centre, delivering exactly what employees are looking for Netflix style, consumer-led design, with an experience personalised to the individuals learning and development requirements. Pushing to innovate in new areas has been key to SumTotal advancing as a Core Challenger in the Fosway 9-Grid for Talent Management, said Chad Gaydos, chief operating officer, Skillsoft. With a range of new learner experiences, a reimagined social platform, exciting mobile enhancements, extended enterprise marketing tools and further optimisation for Skillsoft content with Percipio Experience Services, we are acutely focused on delivering a substantial depth and breadth of business value throughout our unified HCM solution. David Wilson, CEO of Fosway Group comments, One of the great benefits of the Fosway 9-Grid for buyers of talent management solutions is to see the change in suppliers capability and performance. SumTotals stronger trajectory within the Core Challenger zone reflects its continued investment in innovation and improving customer experience, as well as its growing success in EMEA. The Fosway 9-Grid for Integrated Talent Management report is now available online: http://www.fosway.com/9-grid/talent-management .
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Graduate unemployment rate lowest in 39 years as skills shortages boost prospects
October-19-2018 - onrec.com
The unemployment rate for graduates six months after leaving university fell to 5.1% this year the lowest since the 1979 survey when it was 4.9%. Posted in News archive on 19 Oct 2018 Company Profile Prospects View profile » Graduate unemployment rate fell to 5.1% Salaries increase 2.9% 7,895 more graduates in professional roles The unemployment rate for graduates six months after leaving university fell to 5.1% this year the lowest since the 1979 survey when it was 4.9%. Analysis in Prospects What do graduates do? 2018 1 reports a robust graduate labour market. Employment increased from 74.2% to 76.6% (184,295) as 4,540 more graduates found jobs compared to last year. The proportion of employed graduates in professional-level roles also increased this year, from 71.4% to 73.9%. Skills shortages across many industries appear to have helped job prospects with increases in those entering professional jobs across all degree subjects. More graduates qualified in high demand subjects, such as IT, engineering, accountancy and marketing, went into their vocationally linked roles as a result. Changes to the balance of occupations could also be indicative of skills shortages with maths graduates working in IT and engineering over the more typical business services roles. There were also more physics graduates working in IT, and the marketing industry proved much more popular this year among geography and English graduates. The skills shortage also appears to have impacted salaries as the average starting salary for graduates increased from £21,776 to £22,399 this year. All regions saw a rise, with the Midlands, East of England and Northern Ireland seeing the largest percentage increases. Charlie Ball, Head of Higher Education Intelligence at Prospects said: Skills shortages have been a feature of the graduate labour market since the recovery from the last recession. There are signs that this may have helped to fuel a modest rise in salaries as well as job prospects. While there were more graduates on permanent, full-time contracts after six months (61.8%) and fixed-term contracts of at least 12 months held steady, there were increasing numbers on zero hours contracts up to 4% of those employed, from 3.6% last year. Retail employs the highest number of graduates in non-graduate roles. While 12.8% of graduates went to work in retail, around two-thirds of them were in jobs below professional level. Charlie added: There are longstanding and persistent concerns about skills mismatch and underutilisation of many graduates who arent getting the opportunity to use their talent effectively. As employers have persistent difficulty recruiting the graduates they require, we need to do more to bring capable graduates who cannot find suitable work together with the employers that are looking for them. As a linked issue, although zero hours contracts do not represent a large proportion of the graduate labour market, they are growing in importance and that growth should be monitored. Naomi Oosman-Watts, AGCAS Data Insights Director, said: The higher education sector has been working to address these changes in the labour market for a number of years. University careers services are using labour market and graduate outcomes data in increasingly sophisticated ways to develop creative, evidence-driven initiatives that support graduates transition into the labour market at the right level. The advice, guidance and support offered by university careers services helps students to start planning their careers at an earlier stage resulting in better decision making and increased access to opportunities. 1 What do graduates do? What do graduates do? has been published annually since 1997 by Prospects in collaboration with AGCAS for the Higher Education Careers Services Unit (HECSU). Analysis is of data from the Destinations of Leavers from Higher Education survey produced by the Higher Education Statistics Agency. The What do graduates do? 2018 report gives a comprehensive picture of the destinations of 254,495 (77.3%) of last years UK domiciled first-degree graduates in January 2018 - six months after they had left university.
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Global race for next-generation connectivity adoption held back by cultural attitudes
October-19-2018 - onrec.com
New research commissioned by Osborne Clarke reveals global businesses must overcome significant barriers to embrace next era of connectivity Posted in News archive on 19 Oct 2018 Company Profile Osborne Clarke View profile » Key findings Germany and Netherlands most advanced in adoption of connectivity UK executives most likely to think they do not have the talent or skills needed to capitalise on next-generation connectivity Half of US businesses (50%) have already made investments to prepare for the adoption of next-generation connectivity Nearly four in 10 (39%) of global businesses say security concerns are main barrier to adoption of greater connectivity New research commissioned by international law practice Osborne Clarke reveals that businesses in Germany and the Netherlands could be leading the global race to embracing next-generation connectivity. The Next Generation Connectivity research of executives and managers from 11 countries, conducted by the Economist Intelligence Unit, also reveals that approaches and attitudes to adopting connectivity vary country to country. This, Osborne Clarke says, could hinder future opportunities. Across the global businesses surveyed, those in Germany and the Netherlands were found to be the most advanced in their adoption of connectivity. Whats more, executives from these countries were most likely to think that connectivity including 5G is important to their business and they were also the most positive about the business applications greater connectivity enables. Jon Fell, partner at Osborne Clarke said, There is a great deal of optimism among businesses around the adoption of next-gen connectivity and rightly so. With greater speeds and capacity, along with lower latency, companies can transform how they do businesses and enable new applications whether thats driverless car technology, remote surgery, sophisticated real-time drone management or even building smart cities. Preparing for the future In preparation for the introduction of next-generation connectivity, businesses in Germany were most likely to have adopted a formal strategy, with over two fifths of German executives (44%) saying their business has done so compared to just 22% of Chinese respondents. In fact, 36% of German executives say their business has already built a stand-alone division to prepare for the adoption of next-generation connectivity. US businesses, too, have made significant steps to prepare for the adoption of greater connectivity, with half of US executives (50%) saying they have already made investments in preparation the highest number across all countries. In comparison, just 18% of French businesses and 24% of Chinese businesses said they had made such investments. Commenting on these findings Jeremy Kingsley at the Economist Intelligence Unit said, "In Europe there have been concerns from carriers about the business case for next generation connectivity - particularly 5G - and investment has been slower than in US. In China too, we've seen that the Chinese government and telcos have spent a lot investing in 5G infrastructure, much more so than the US. However, our research shows that while China is spending more on infrastructure, Chinese businesses are spending less preparing for it. 5G will enable all kinds of opportunities and innovative use cases that are up to businesses to anticipate or invent. Few saw Uber or Spotify coming as a result of earlier generation connectivity. Demand will come from new use cases that stem from business innovation. Addressing the skills gap More than two in five respondents globally (42%) say talent and skills is a significant barrier their organisation faces with regards to next-generation connectivity. In the UK, especially, business executives were the most likely to say they do not have the talent or skills they need to capitalise on next-generation connectivity, despite UK respondents being most likely to believe connectivity will be more important in the next five years (92%). Businesses in the Netherlands appear to be tackling this problem head-on, with 44% of respondents saying their organisation has hired new talent in preparation for the adoption of next generation connectivity significantly higher than the global average of 26%. Barriers to overcome In addition to skills and talent, business executives and managers identified further challenges preventing them from adopting next generation connectivity. The costs required for investment infrastructure topped the list, with 44% businesses citing this as a main barrier to embracing connectivity, followed by a lack of talent and skills (42%) and security concerns (39%). Concerns over data protection and privacy were also a top concern for those in digital businesses, with 41% of executives in this sector identifying this as the main barrier to adopting greater connectivity. Fell continues, There is, of course, the risk that greater connectivity will lead to more opportunity for cyber-criminals to gain access to a companys network and data. We shouldnt, however, let this fear of the unknown hinder adoption. Instead, businesses need to take the steps to prepare, enabling them to respond to threats much more quickly in this new age of connectivity. Reaping the benefits of this golden era of superfast, always on, ubiquitous connectivity will certainly require investment, new partnerships, and redesigned approaches to security and data protection but it will be worth it. In fact, the research finds that 87% of global businesses believe greater connectivity will be strategically important to the running of their business by 2023. Nearly seven in 10 businesses (69%) believe that next-generation connectivity will have the greatest positive impact on the level of customer service and support it delivers. Furthermore, 67% of businesses say that greater connectivity will positively impact supply chain management and 64% say it will improve employee productivity. To find out more, please visit Osborne Clarkes Next Generation Connectivity report here .
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Top 20 Companies for Management & Culture
October-19-2018 - onrec.com
The 20 UK companies with the best workplace culture and leadership - as chosen by employees - have been announced in new research by the Chartered Management Institute (CMI), the professional body for management and leadership, and job website, Glassdoor. Posted in News archive on 19 Oct 2018 The top 20 UK companies with the best workplace leadership and culture have been named in research by CMI and Glassdoor Global Management Consultancy, Bain Company named top company for leadership and culture Companies scored through analysis of reviews posted on Glassdoor website This years highest-ranked company in the Leadership and Culture at Work: the CMI/Glassdoor Top 20 is global management consultancy Bain Company. The consultancy, which serves some of the worlds leading corporates, scored highly across all measures, including a 99 per cent recommend to a friend rating. The consultancy has a rigorous recruitment process, with Barney Hamilton, Chief Talent Officer at Bain Company, estimating that up to 80 per cent of the organisation will be involved in the evaluation and assessment process to ensure they find exciting recruits with a passion for making an impact. Second was recruitment agency, Investigo, which trusts employees to manage their own time rather than setting core hours. The third highest-rated company was energy consultant, Northern Gas Power. The company also featured in last years ranking. The Gateshead-based company fosters an innovative culture, where team members can finish work for the year one theyve hit their annual financial target. The Leadership and Culture at Work: the CMI/Glassdoor Top 20 ranking was based on analysis of the reviews posted on the Glassdoor website by current and former employees of more than 7,000 companies. Rob Wall, Head of Policy at CMI, said: The CMI/Glassdoor Top 20 showcases companies with the best management and working cultures in the UK. At a time when trust in business is at an all-time low, good management and leadership is more important than ever to build inclusive and inspiring cultures which enhance productivity and promote employee engagement and wellbeing. The 20 companies listed here are fantastic examples of the different ways culture can be nurtured, whether thats through letting employees determine their own hours, lunchtime yoga classes or investing in staff through high quality leadership programmes. Also featured in CMI and Glassdoors top 20 companies for culture and leadership were Facebook at number nine, Anglian Water at 13th and Salesforce in 19th place. Joe Wiggins, Head of Corporate Communications, EMEA at Glassdoor, commented: The business benefits of putting employees first are now proven investing in culture and leadership is mission-critical for all companies. The CMI/Glassdoor Top 20 is setting a high bar for other leadership teams to emulate. What is really interesting is the huge diversity in companies we see as pioneers when it comes to leadership style. Some of these employers are huge multinationals. others are far smaller, national firms. and in industry terms, the CMI/Glassdoor Top 20 features everything from tech and energy, to consulting and social enterprise. Rank Company What they do Management and culture ethos 1 Bain Company Management Consultancy Passion, energy, humility and extraordinary teams 2 Investigo Recruitment agency Define your values, and then let your people set their own schedules 3 Northern Gas Power Energy management consultants Hit your targets and get the rest of the year off. Innovation rules! 4 The Good Care Group In-home care If your people set your values, theyll truly live them 5 Chess Tech company Instil your values deeply. that why theyll last 6 Goodman Masson Finance and technology recruiter Recognise your peoples achievements. That way, theyll stay 7 XPO Logistics Logistics company Keep communication direct and meaningful 8 Auto Trader Automotive marketplace Authentic content underpins a much-admired digital business 9 Facebook Social media platform Seven behaviours matter at the technology and social media giant 10 PHMG Custom-made audio Continuously improve, deploy the best talent and promote from within 11 Bromford Social enterprise providing affordable housing & specialist housing services Add a bit of you in everything you do 12 Rentokil Initial Pest-control firm Visible leadership unifies dispersed teams 13 Anglian Water Water and water-recycling company Keep people focused on your long-term purpose 14 Peninsula Group HR consultancy Find people with passion, and then upskill them 15 HomeServe UK Home assistance provider Openness is everything 16 Lead Forensics Software sales firm Constantly align people to the companys DNA 17 Hiscox Insurance provider You can have an entrepreneurial culture in a large insurer 18 Lookers Car dealership Set a positive culture, and then communicate 19 Salesforce Cloud computing company It all comes down to ohana 20 Helping Hands Professional home care Have a family spirit and do the right thing The full Leadership and Culture at Work: the CMI/Glassdoor Top 20 report is featured in the autumn issue of CMIs Professional Manager magazine and can be found at: CMI/Report
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What has STEM ever done for me?
October-19-2018 - onrec.com
STEM, four little letters that stand for big subjects: science, technology, engineering, and mathematics. Careers within STEM account for 20% of the UKs total workforce, employing close to 5.8 million people. Clearly - STEM matters. Posted in News archive on 19 Oct 2018 Nevertheless, many wonder What has STEM ever done for me? Besides the huge economic contribution that STEM makes annually, it also affects lives on a daily basis by improving healthcare, infrastructure, and so much more. Without STEM-based discoveries, the world as we know it today would be a very different place. Results from a poll conducted by Randstad show that not many people know what STEM stands for (1109 votes in total): No (688 votes, 62%) Yes (421 votes, 38%) Whilst it may be easy to picture a life without phones or cars, its much more difficult to think of it without core discoveries that changed the course of so much: vaccines, internet, concrete, mass production, even the humble number zero. In 2016, the largest known prime number was discovered with a whopping 22,338,618 digits thanks to specialist computer software (CPUs, central processing units) running across a global network of processors, reaching 450 million calculations per second. None of this would be possible without dedicated individuals working in STEM fields researching and pushing the boundaries of human innovation. If youre interested in the countless and diverse discoveries of STEM and the influence it has on todays world and your career, then be sure to explore Randstads STEMisphere . Created with the assistance of machine learning and artificial intelligence, after combing through 94,440 pages of content, the STEMisphere selected a range of weird and wonderful STEM connections. Its a fascinating collection of information, bringing together past and present discoveries to highlight how sometimes an unlikely connection is the key to a breakthrough. Experts now acknowledge that the UK is facing a skills shortage and the same goes for STEM. The UK Commission for Employment Skills has found that up to 43% of STEM vacancies are hard to fill due to the scarcity of applicants with the relevant skills and experience and this isnt likely to resolve itself in the near future. Addressing this issue before its too late is at the forefront for many. Owen Goodhead, Randstads MD of Construction says: We're already experiencing a skills chasm, with employers increasingly leaning on the expertise of recruiters to secure scarce and highly-skilled talent. It's crucial that we further raise the profile of STEM at a grassroots level as we need our future generations to bridge the skills gap. As part of this, we must inspire fresh ways of looking at how STEM impacts our working world and how previous STEM discoveries have influenced our lives and careers in order to promote future findings and nurture diversity." But something positive can come of this too. students can be encouraged to pursue STEM-based fields of study with the promise of employment at the end, something that not many other paths can guarantee in an unstable economy. For Ruth Jacobs, MD of Randstads Business Solutions, this rings particularly true. She says: A savvy STEM student has a bright future ahead of them as the skills shortage show no signs of ending anytime soon. GDPR had a significant impact on the demand for cybersecurity experts, data protection officers and data analysts in 2018, who as a result are now able to demand a higher salary due to many organisations fearing to be non-compliant. According to Victoria Short, MD of Randstad Public Services, we could all do with a refresher on why STEM matters and how it helped to shape our world. She believes that as adults, it's important to revisit some of the discoveries and role models that shaped today's world of work to help inspire the next generation of much needed nurses, care workers and teachers, who have the potential to make a real change to the way we live and work while helping to fight the battle against the UK skills shortage in these areas." To learn and be inspired by STEM today be sure to explore the STEMisphere and its rich world of discoveries. About Randstad The Randstad Group is a global leader in the HR services industry and specialises in solutions in the field of flexible work and human resources services. We support people and organisations in realising their true potential. Our services range from regular temporary Staffing and permanent placements to In-house Services, Professionals, and HR Solutions (including Recruitment Process Outsourcing, Managed Services Programs, and outplacement). Randstad has top-three positions in Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Italy, Mexico, the Netherlands, Poland, Portugal, Spain, Sweden, Switzerland and the United States, and major positions in Australia and Japan. At year-end 2017, Randstad had 38,331 corporate employees and 4,858 branches and Inhouse locations in 39 countries around the world. In 2017, Randstad generated revenue of 23.3 billion. Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. Randstad N.V. is listed on the NYSE Euronext Amsterdam, where options for stocks in Randstad are also traded. For more information on Randstad within the UK, please visit www.randstad.co.uk
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As some employers offer pawternity leave, Susman Godfrey joins the pack
October-18-2018 - abajournal.com
Susman Godfrey sees no reason to keep its lawyers on a short leash. The law firm offers unlimited paid parental leave and unlimited vacation
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Amazon to open Manchester office as it adds 1,000 British jobs
October-18-2018 - reuters.com
Amazon.com is opening its first office in Manchester, northern England, and expanding two other centers to house 1,000 new R&D roles in what it said was a major new investment in British innovation.
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Internet provider groups sue Vermont over net neutrality law
October-18-2018 - reuters.com
Five industry groups representing major internet providers and cable companies filed suit on Thursday seeking to block a Vermont law barring companies that do not abide by net neutrality rules from receiving state contracts.
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Pros and Cons of being a live casino dealer
October-18-2018 - onrec.com
Undoubtedly, every casino enthusiast has seen live casino dealers they look flawless in extreme close-ups and seem as happy as a jackpot-winner. On top of that, the job of live dealers does not seem to involve anything beyond playing casino games. Posted in News archive on 18 Oct 2018 Without a doubt, live dealers job seems like the perfect one, but is it really so? Is it really enough to like casino games and look flawless from all angles to be a live casino dealer? To find out, read the report on live dealer games from CasinoGamesPro.com . Responsibilities of live casino dealers Before focusing on the advantages and disadvantages of being a live dealer, let us pay attention to the responsibilities of live dealer casinos. Contrary to common belief, looking good and liking casino games does not make for a good casino croupier. Apart from this, dealers should also be friendly and incredibly polite in order to make clients comfortable. Another thing to take into account is that live dealers must be dedicated to entertaining people. But that is not all live dealers should be able to focus on the game regardless of any distractions. Furthermore, live dealers should be able to handle stress appropriately. Last, but not least, live dealers should be sociable. So, if you are an introvert, you might want to avoid this industry. Pros of being a live casino dealer One of the main advantages of being a live casino dealer is that the job does not require as much maths skills with live casinos, it is the computer that does the math and not the dealer. Secondly, live dealers boast a very high income it is common for a dealer to make more than $100,000 a year at a reputable casino. It should also be noted that being a live casino dealer requires minimum education. Believe it or not, croupiers are trained in just a week or two. What is more, live dealers who are a part of a big and reputable casino get incredible benefits. Most high-quality casinos offer their personnel medical benefits, bonuses, etc. Some establishments go as far as offer tuition reimbursement for college classes, related to the casino industry. Additionally, most live casinos work 24 hours 7 days a week, which allows live dealers to work any shift they like. On top of that, taking time off tends to be very easy. Finally, live dealers can get tips, which is a great advantage. If you have played at a live casino, you undoubtedly know that players can elect tips to the live dealer, just like at a brick-and-mortar establishment. Further, as you might know, a dealers pay relies heavily on tips, so it is always advantageous to work hard and earn higher tips. Cons of being a live dealer Of course, being a live casino dealer is not a bed of roses if it was, everyone would want to be a live dealer. So, what are the disadvantages of being a live dealer? To begin with, live dealers (and all other types of dealers) usually have to start with a minimum salary. But do not expect that salary to rise that much over time as mentioned above, a dealers pay relies heavily on tips (about 50 to 80% of a dealers salary is based on tips). Second of all, in order to work as a live casino dealer, you will probably have to take a croupier training course, which will not be paid by the casino. Croupier training courses fees usually amount to about $500 for blackjack; if you want to learn a more complicated game like roulette, you will have to pay more. Believe it or not, some countries will not allow you to become a live dealer unless you have a license. In countries like the UK, for example, croupiers need to hold a license from the UK Gambling Commission. Again, you will probably have to pay for that license by yourself. In addition, being a live dealer requires flawless appearance as mentioned, live dealers have to good look from all angles, even in extreme close-ups.
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IR35 - Risk around the corner
October-18-2018 - onrec.com
The BBC has reported that it believes the IR35 public sector rules are to be extended to the private sector in the budget later this month. Anyone who has followed the path of this controversial tax proposal will not be taken by surprise. Posted in News archive on 18 Oct 2018 Company Profile Lawspeed Ltd View profile » Clearly the timing of implementation will be important. Despite some speculation that the measure will be delayed until April 2020, there is an obvious possibility that it could apply as early as April 2019. The logic for the earlier date is as follows. Addressing tax avoidance has wide support across all parties. There is a need for the Treasury to raise funds, and the Treasury believes that the public sector rules have raised significant amounts of tax that otherwise would have been avoided. There is no election on the cards which could potentially upset the applecart. Even if the Brexit situation forces an election as mooted by some, why would the measure be abandoned by any incoming government? So why delay? There is a plethora of arguments against an extension to the rules as suggested, let alone early extension. Without rehearsing all of them, many of us would argue that the public sector rules apply unfairly in practice and impose an onerous burden on hirers, agencies and contractors alike. At the same time there is a recognition that there should be some reform of contractor tax, but is the extension of the public sector rules the way to go? Most outside of government would say not. The Association of Recruitment Consultancies, of which I am Chair, would like to see the rules, and principles of CEST online tool, back before the Treasury Select Committee, picking up on some serious criticisms where they were left off when the public sector rules were imposed. However we must wait and see. Regardless, those likely to be affected should take steps to understand and deal with the consequences. There is no doubt that if the extension takes place there will be a likely shift of contractors to the umbrella sector, and relationships and relevant contracts will need to change. The combination of new IR35 rules and a greater dependence on service providers threaten to expose the unwitting to tax risk and AWR claims (see the recent Winchester case) amongst other things - a multiple source of risk for contractor agencies and hirers going forwards. So barring an unlikely U-turn between now and the budget, an extension of the public sector rules is just around the corner. Its best to be prepared. As we always say, better the fence at the top of the cliff than the ambulance at the foot. Author: Adrian Marlowe, Managing Director If you deal with contractors, call us now for more information on IR35 and the measures you can take to minimise your exposure to risk. 01273 236236.
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PageGroup Awarded Most Socially Engaged Staffing Agency on LinkedIn
October-18-2018 - onrec.com
Today, global recruitment specialist PageGroup has been named number 1 in LinkedIns Most Socially Engaged Staffing Agencies list, having retained the title for the second consecutive year and for the third time in four years. Posted in News archive on 18 Oct 2018 To determine the rankings, LinkedIn took into account the social reach, employee engagement, employment brand and content marketing power of search and staffing firms on LinkedIn. This was done by investigating thousands of data points, for more than 38,000 Search and Staffing companies listed on LinkedIn. The data was collected from September 1st 2017 until August 31st 2018. PageGroup Group Marketing Director, Eamon Collins , said: We are delighted to have retained the title of LinkedIns Most Socially Engaged Staffing Agency. The award reflects the commitment by everyone at PageGroup to continually strengthen relationships with our customers, whether clients or candidates. Our strategy is to deliver the right content, to the right people, at the right time. Over the last year, we have continued to innovate and have worked alongside our consultants to create content, allowing them to distribute and showcase their unrivalled industry knowledge across a number of industries. We firmly believe that our consultants dont just place people in jobs they change lives through creating opportunity and allowing individuals and teams to reach their potential as a result. One of the most effective ways we can do this is through keeping up a regular dialogue and weve found one of the best ways to do this is through social and content. This recognition from LinkedIn is very welcome and we will continue to ensure that good quality sharable content is right at the heart of our approach, explains Mr. Collins.
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Workers in Aberdeen, Glasgow and Hull are officially the RICHEST in Britain, while Londoners remain the poorest
October-18-2018 - onrec.com
Despite workers in the capital earning the highest average salary in the UK Posted in News archive on 18 Oct 2018 Company Profile CV-Library.co.uk View profile » UK professionals working in Aberdeen, Glasgow and Hull are officially the richest workers in Britain, according to research conducted by leading independent job board, CV-Library . The data reveals that those living and working in London were the poorest, despite earning the highest average salary in the UK. In fact, the average annual salary in London is £38,550, 14.9% greater than the national average of £33,490 per year. However, premium costs in the capital drastically outweigh the slightly higher-than-average salaries, meaning Londoners have the least disposable income in the country. Comparing the same basic living costs against average salaries in 16 of the UKs key cities, the study reveals the following: Londoners spend 83.1% of their monthly wage on living costs , compared to just 39.4% for professionals in Hull Professionals in London, Aberdeen and Glasgow earn the highest wage, while those in Sheffield, Newcastle and Leicester earn the lowest Hull is the cheapest city to rent in, followed by Glasgow and Aberdeen, while London, Brighton and Bristol are the most expensive Richest to poorest UK workers*: Average monthly salary Basic monthly costs Remaining income Aberdeen £2,170.97 £911.11 £1,259 Glasgow £2,137.01 £877.44 £1,259 Hull £1,895.21 £746.56 £1,148 Birmingham £2,091.09 £1,007.33 £1,083 Cardiff £2,029.04 £960.94 £1,068 Liverpool £1,952.47 £931.40 £1,021 Leicester £1,891.72 £882.09 £1,009 Southampton £1,983.85 £982.42 £1,001 Sheffield £1,857.19 £881.98 £975 Newcastle £1,870.49 £896.79 £973 Manchester £1,970.65 £1,009.69 £960 Portsmouth £1,955.44 £1,016.63 £938 Bristol £2,045.89 £1,135.44 £910 Edinburgh £1,958.88 £1,081.35 £877 Brighton £1,957.47 £1,313.34 £644 London £2,269.22 £1,886.53 £382 *Average monthly salary taken from CV-Library data between 1 st July and 30 th September 2018. Basic monthly costs include rent (small, one-bed flat, located close to the city centre), relevant council tax, a local monthly travel card, basic utility bills and groceries. Lee Biggins, founder and managing director of CV-Library , comments: For those living anywhere but London or the South East, reasonable living costs make the ability to enjoy your wages and save for the future a reality. While average pay in the capital outperforms the rest of the UK, our data suggests that Londoners are actually much worse off financially than those in Scotland and the North. Remember, while large salary packets can certainly be appealing, its important to factor in the monthly living costs that will take up a large chunk of your wage packet. Start by using an online salary tax calculator to work out your average take home pay and then consider your additional monthly outgoings. In addition to this, the study explored the average cost of purchasing a one-bed flat in each of these UK cities and reveals the percentage of monthly income that would need to be spent on mortgage repayments: London 108% of monthly salary Brighton 61.2% of monthly salary Bristol 48.9% of monthly salary Newcastle 45.7% of monthly salary Edinburgh 45.5% of monthly salary Biggins concludes: House prices are sky rocketing across the UK and this only means trouble for workers located in the likes of London and Brighton. Employers need to ensure theyre offering fair salaries that reflect the cost of living in their location. For further information, read more about the study here: www.cv-library.co.uk/recruitment-insight/where-richest-poorest-workers-live-in-the-uk
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Brighton is UKs best city for employee work-life balance perks
October-18-2018 - onrec.com
Employers in city offer most benefits to employees Posted in News archive on 18 Oct 2018 We all like to be beside the seaside, but those who work by it in Brighton have several more reasons to be perky. Research has revealed that employers in the East Sussex city offer more perks associated with work-life balance than other UK locations. Brightonians will also be happy to know the city topped tables in terms of overall benefits offered, at 2.5 perks per job advert, closely followed by Bristol at 1.6 perks per job role, and Cardiff, at 1.5. The research, conducted by business travel experts Red7 , aimed to reveal a snapshot of the cities which offer the most perks such as flexible hours and parental benefits to employees. To conduct the study, online job adverts were analysed for five top career roles in ten locations across the UK, recording the frequency with which all listed perks appeared. A minimum of 50 job adverts per location were analysed, with results then compiled to paint a picture of which cities offered the most perks and benefits according to a range of categories. Work-life balance perks in Brighton, which included flexi hours and a free holiday day for birthdays, made up 6.5 per cent of all benefits offered by employers in the city. Ian Lucas, Founder of Red7, said: As a Brighton-based business which takes employee incentives very seriously, we are happy to see the other employers in the city also offer employees perks and benefits to encourage a healthy work-life balance. Although people should find satisfaction in their jobs, a good work-life balance is very important. This hot topic appears to be gaining more recognition as time goes on. The top five cities for work-life balance perks were: Brighton Bristol Leeds London Belfast Other findings from the research include: Brighton offered the most perks for multiple categories, including work-life balance, family and parental benefits, and food and drink benefits. Bristol also performed well, offering the highest number of commuting benefits, as well as benefits in relation to bonuses and investments. Based on the overall amount of perks offered in each individual city: Edinburgh offered the largest percentage of employee health benefits with 21.2 per cent of all of the citys benefits fitting into this category. York offered the largest percentage of fun and games benefits with 10 per cent of all of the citys benefits fitting into this category. Oxford offered the largest percentage of food and drink benefits with 5 per cent of all of the citys benefits fitting into this category. For more information please visit red7 .
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Cezanne HRs top-rated HR software goes from strength to strength
October-18-2018 - onrec.com
The leading provider of flexible GDPR-compliant HR software for mid-sized and growing UK and global businesses has closed their best-ever quarter on the back of delivering a bumper crop of new features and great customer feedback. Posted in News archive on 18 Oct 2018 Company Profile Cezanne HR Limited View profile » UK-headquartered Cezanne HR, whose HR software suite covers the full employee life cycle, from recruitment and onboarding through to performance management and succession planning, says they are reaping the rewards of developing software specifically optimised to run in todays more cost effective and scalable Cloud-computing infrastructures. Our customers benefit from a much more efficient approach to software development and delivery than is possible with older Cloud-hosted solutions, explains Sue Lingard, Head of Marketing for Cezanne HR. New systems can be deployed in just a few moments, feature updates are seamless, and no one gets stuck with expensive up-front fees or long-term contracts. The Cloud-first approach to development is revolutionising traditional software markets, like HR and accounting. Newer Cloud-native software suppliers generally charge less and release new features more frequently than those that just moved older systems to be hosted in the Cloud. As far back as 2014, analysts Forrester were warning buyers to be aware of older vendors taking advantage of customer naiveté and simply rebranding older deployment models as SaaS, on-demand, or cloud . SaaS in name, they explain, wont deliver the same benefit and may cost you much more. Buyers today have to look under the bonnet, explains Sue Lingard. Its a bit like buying a new car. You may be looking for a certain feature set, but youll certainly want to think twice if that means investing in a diesel engine. The most popular of the recent updates to Cezanne HRs human resources management suite include a drag and drop form builder with approval workflows, and a new module for employee onboarding. Cezanne HRs subscription fees, which are published on the companys website, include free automatic updates to purchased modules, on-going support, free core data upload and a quick start service. Cezanne HR were recently named as a HR Software category leader by GetApp and their UK-based support team consistently score five-star reviews from customers in independent review sites like Software Advice. cezannehr.com
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Tired Employees Common in Industries Using Shift Work
October-18-2018 - insurancejournal.com
More than two-thirds (69 percent) of employees are tired at work, increasing the risk of injuries and incidents on the job, according to the National Safety Council. Many of these fatigued employees work in the construction, transportation, manufacturing and utilities
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New Hampshire Insurance Company Trains Workers on Overdose Reversal Drug
October-18-2018 - insurancejournal.com
Employees at one of New Hampshires community mental health centers are getting trained to administer overdose reversal drugs. Harvard Pilgrim Health Care on Friday held a training session for employees at Riverbend Community Mental Health in Concord as part of
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Mos Seafood in Maryland to Pay $1M to Workers Who Sued Over Pay
October-18-2018 - insurancejournal.com
The company operating Mos Seafood restaurants will pay $1 million to settle a lawsuit with 34 former employees who said they were underpaid. In the collective-action lawsuit filed against Mos Fisherman Exchange Inc. and owner Mohammed Manocheh in 2015, waiters
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Applied Systems Acquires Benefits Software Firm Dynamis
October-18-2018 - insurancejournal.com
Fresh off its announcement of Google becoming a minority investor, insurance agency technology provider Applied Systems announced it has acquired Dynamis Software Corp., a Milwaukee-based provider of employee benefits software. This acquisition expands Applied Systems employee benefits offerings. The firm
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How to Make Self-Driving Cars Safer on Roads with Humans
October-18-2018 - insurancejournal.com
As the National Highway Traffic Safety Administration and Congress press for removing safety regulations in order to fast-track the introduction of highly automated vehicles, human factors/ergonomics experts are recommending requiring important testing and driver support. The Human Factors and Ergonomics
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Cavignac & Associates in California Names White Human Resources Risk Advisor
October-18-2018 - insurancejournal.com
San Diego, Calif.-based Cavignac Associates has named Jessica White a human resources risk advisor. White will provide advice to Cavignac Associates clients to help them reduce the frequency and severity of their employee claims. She primarily interacts with
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Hasbro job cuts expected as Toys R Us liquidation fallout continues
October-18-2018 - usatoday.com
Hasbro is expected to cut jobs as the toy industry continues to grapple with the fallout from the liquidation of Toys R Us.
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Job growth in the U.S.: Cities adding the most jobs in every state
October-18-2018 - usatoday.com
Changes in total employment in 381 metro areas were reviewed from August 2013 to August 2018 to identify cities adding the most jobs in every state.
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Mona Scott-Young on career, Love Hip Hop
October-18-2018 - usatoday.com
Mona Scott-Young, CEO of Monami Entertainment and creator of Love e Hip Hop pulled herself out of a career low to launch a blockbuster franchise.
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Stock market: How to avoid investment mistakes when Dow swings up and down
October-18-2018 - usatoday.com
A wildly gyrating Dow can make investors nervous and prompt them to make bad financial decisions. Here are tips to dodge costly investing mistakes.
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Revealed: the average brit underestimates the amount they need to retire by £169,000
October-18-2018 - onrec.com
New research by leading price comparison website, MoneySuperMarket, reveals many people in the UK havent even started thinking about saving for when they stop working. Most have no idea how much they need to save to live a comfortable life in the future and worryingly, nearly half are not considering buying life insurance to protect their dependants from debt and provide for their financial needs. Posted in News archive on 18 Oct 2018 Only a third (33 per cent) have made provision for their dependants after they die by taking out life insurance, with 48 per cent never planning to 49 per cent of UK adults dont know how much they have in their pension pot Londoners are the biggest savers of any UK city, despite the high cost of living New research by leading price comparison website, MoneySuperMarket, reveals many people in the UK havent even started thinking about saving for when they stop working. Most have no idea how much they need to save to live a comfortable life in the future and worryingly, nearly half are not considering buying life insurance to protect their dependants from debt and provide for their financial needs. Using consumer research based on 1000 respondents, MoneySuperMarket has built an interactive tool that people can use to see how prepared they are compared to their demographic, with results tailored by the users age and gender. Pension Pains The average Brit needs £370,000 to retire, based on £26,000 a year to live off. However, the survey results revealed some shock findings. Nearly half (48%) of respondents have no idea how much is in their pension pot, and over a quarter (26%) don't have a pension. Not only is the UK unprepared in their lack of pensions, and knowledge of how much their pension is worth, but on average, average, respondents estimated they needed £200,915 for their retirement a 46% underestimation. This huge disparity between how much Brits need to retire and how much they think they need to retire could lead to many having to work far longer than they had hoped. Gender Gap There is a pension gender gap in the UK, with women found to both be less likely than men to have a pension (29% vs 21%), and also have a more unclear understanding of how much their pension was actually valued at. Only 1 in 5 female respondents knew how much their pension pot was worth, compared to 1 in 3 men. Growing Up At what age did you start considering saving for retirement or preparing for the rest of your life? Whilst milennials were shown to be the least knowledgeable, there was also found to be a high lack of knowledge across all age groups. Milennials (18 to 34 year olds) underestimate the amount they need for retirement by 58%, and only 1% of 18 to 24 year olds are saving for retirement. However, it is not just the younger generations that are unprepared. Even over 55s underestimated the amount the need for retirement by over £145,000. Added to this, 66% of over 55s do not have life insurance, which could leave dependants with hefty costs. The study also identifies key regional differences with regard to savings and preparation for life after work. Despite the high cost of living, Londoners are the biggest savers, with £14,611 saved on average. This is 55% more than those from the West Midlands, who have saved the least on average, despite being most aware of their pension pot amount. Only 35% of East Anglian respondents were aware of the actual amount in their pension pot. Scottish and Northern Irish respondents are the most prepared for their futures, with the majority (50% of Northern Irish and 55% of Scottish) of respondents revealing that they have life insurance. Overall, respondents from the North (51%) of the UK underestimate the recommended pension pot amount by nearly 10 per cent more than those from the South (42%). A spokesperson at MoneySuperMarket commented: Brits face all sorts of calls on their money and its easy to see why the cost of everyday living can trump longer-term objectives such as saving for retirement - especially if youre not fully aware of how much youll need in retirement. But anyone who can get into the savings habit gives themselves a better chance of building up the sort of pension kitty thats needed to fund a comfortable lifestyle once they stop work. Anyone who has dependents should make life insurance an absolute priority, as the financial consequences of an early death can be catastrophic. Policies can be set up to pay off a mortgage and other debt, and also to provide money to meet the day-to-day financial needs of those left behind if the policyholder dies. As a result, its important that people take the time to look for a policy thats best suited for their needs. To find out how financially ready for the next stage of life you are check out our interactive online quiz and answer eight simple questions to see how you compare to the nation. Research conducted by OnePoll on behalf of MoneySuperMarket between 29 th January and 9 th February 2018. OnePoll conducted an online survey of 1,000 adults. *Average pension pot based on calculations by Which? https://www.which.co.uk/money/pensions-and-retirement/starting-to-plan-your-retirement/guides/how-much-will-you-need-to-retire
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College Homework Help
October-18-2018 - onrec.com
College Homework Help is a standout amongst the most well-known inquiry questions that is altogether expanding in numbers in the course of recent years Posted in News archive on 18 Oct 2018 All things considered, it's anything but a mystery any longer why homework help for undergrads is in so much interest nowadays. Since most foundations around the world have received a zero-resilience strategy against literary theft, getting motivation from College homework models is not any more a reasonable choice for the understudies. Besides, there are different difficulties like time limitations, inaccessibility of assets, and deficient information that prevent understudies from completing their due homework on time. On the off chance that you are additionally confronting a comparative arrangement of difficulties while taking a shot at your homework, maybe the time has come to profit of the genuinely necessary College homework assistance from the specialists. Gratefully, homeworkneeded.com is there to satisfy every one of your prerequisites with its preeminent quality school homework help. Get the most moderate College homework assistance from homeworkneeded.com . In the event that you are new to homework needed , you will be astounded to realize that we are the main school homework help supplier on the web at the present time. Indeed, homework needed is additionally the most favored site for online College homework help. While there are a few purposes behind the expanding notoriety among undergrads, the reasonableness of the administration stays one of the real explanations for its prosperity. We, at homework needed , recognize that the reasonableness of our administrations is a gigantic worry for the vast majority of the undergrads. To guarantee each understudy gets the chance to benefit our homework encourage administrations, we have set the costs of every one of those administrations low. 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At whatever point there is a demand in regards to homework help for undergrads, we give the individual various decisions. Strikingly, every one of those choices takes into account the particular needs of the understudies. This is what you can get when you visit homework needed looking for College homework arrangements. Custom College homework composing help: On the off chance that there's a demand for finish homework help for understudies, this is the thing that we normally convey. This entire homework Writing administration deals with each part of the undertaking, including examination, drafting and altering of the paper. Furthermore, the customer has the alternative to redo the administration according to his/her needs. It implies you can choose the organizing style, the length of the paper and other critical points of interest while putting in the request. College homework editing support: On the off chance that you are finished drafting the homework paper, yet don't have sufficient energy or vitality to edit it, you can come to us for altering related help. Our group of College homework assistants is likewise very splendid with their altering aptitudes. When you ask for our specialists to "help with my College homework altering", they completely check the paper. Subsequent to finding the mistakes in it, they settle those blunders to enable you to score the best stamps. They additionally make the fundamental changes in the substance to enhance its quality. Master direction with your College homework: On the off chance that you need prompt school homework help, homework needed has an answer for you also. We can associate you with our expert homework coaches, who can convey the essential direction that you have to finish your homework paper. Actually, we can likewise give moment answers for your issues on the off chance that you are running short on time. Our group has various experienced and exceptionally qualified school homework partners. So you can depend on them for any kind of homework-related issue. The rundown does not end here. Our specialists likewise offer arranging help, end of counterfeited substance and help on theme choice on the demand of a customer. In the event that you are searching for an alternate arrangement of College homework enable, we to ask for you to connect with our client bolster. They can control you in finding the correct arrangement.
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British managers arent confident about recommending their workplace
October-18-2018 - onrec.com
Only 47 percent of British managers completely agree that they would recommend their workplace to others, according to a Cornerstone OnDemand and IDC survey of over 1,900 European HR, IT and line of business managers. Posted in News archive on 18 Oct 2018 The Future Culture 2018: Building a Culture of Innovation in the Age of Digital Transformation whitepaper shows that British managers tendency to recommend their workplace lags behind other countries surveyed, such as Austria (66 percent), Finland (53 percent), Switzerland (53 percent), and France (51 percent). The findings raise questions about whether British companies are doing enough to keep employees engaged. Some UK respondents also said that their organisation doesnt have personal development opportunities (19 percent), that their organisation doesnt have a meaningful company mission (24 percent), and that their organisation does not have periodic satisfaction metrics or surveys (28 percent). Peter Gold, principal consultant, thought leadership and advisory services, Cornerstone OnDemand said, With social and political factors like Brexit causing uncertainty among employees, its vital that companies are doing their utmost to keep employees happy and engaged. Its not enough to offer benefits like discounted gym memberships and free fruit in the kitchen each day employees need to feel like they are able to grow and develop in the company, that their ideas are heard, and that the company makes changes based on employee feedback. Managers have a poor satisfaction rate in the UK if half arent willing to recommend their employer to others, and considering those people are leading teams within British companies, things need to change. This is the third year Cornerstone OnDemand and IDC have conducted a major European study, with this years study being the largest of its kind. To find out more, download the full UK report here
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Demand for DevOps skills soars as organisations spending on digital transformation projects increase, discovers Akamai
October-18-2018 - onrec.com
Professionals with DevOps skills can earn on average 24% more than those with similar expertise Posted in News archive on 18 Oct 2018 With budget for digital transformation projects growing [1] , Akamai, the intelligent edge platform for securing and delivering digital experiences, can today reveal that there has been an increase in demand for DevOps skills. Analysing the IT jobs market [2] in the UK, Akamai found that permanent and contract roles requiring the skills used to help businesses become more agile have increased by two-thirds (69%) over the last two years. In the last 12 months alone, demand for these talents grew by almost a third (31%) significantly jumping up the ranks of the UKs most popular IT skills. The DevOps skills that help deliver digital transformation projects are highly sought after. In fact, demand for DevOps Managers (43%), Senior DevOps Staff (26%) and DevOps Engineers (16%) have all grown over the last two years and are now needed to support many organisations expanding DevOps initiatives. DevOps skills are key to helping businesses become more agile and capable of adapting to customer demands, said Ian Florey, Solutions Engineering Manager, Akamai. Customers now expect products and services to be delivered quickly and efficiently, so organisations must ensure they have the talent to facilitate this. However, the looming IT skills gap in the UK could impact the success of these projects. With DevOps one of the top required IT skills, businesses must place more emphasis on training IT staff in this area, and educational institutions must ensure their courses incorporate this skillset. Outpacing the competition With DevOps skills now needed for almost a tenth (8%) of all technology jobs listed in the UK, the findings reveal that DevOps salaries are increasing to meet the demand for digital transformation projects and attract the best talent possible. In fact, salaries are an average of 24% above the median salaries of similar process and methodology skills (£62,500 vs £50,000), such as Agile Software Development, Scrum and Test Automation. Whats more, DevOps salaries are rising faster than these other skills; 4% compared to an average of 1% year-on-year. Businesses are also paying more for DevOps contractors the median hourly rate is £55 (a 16% increase from 2017), 156% higher than the UK average of £21.50 indicating the value DevOps skills bring to organisations. Not just a London phenomenon While London has the highest demand for DevOps talent, businesses across the UK are beginning to catch up with the agile development happening in the capital. When comparing the same period from 2017 to 2018, roles citing DevOps around the rest of the UK grew by half (50%), while they increased by a fifth (20%) in London. In fact, the North of England saw the largest uplift, at two thirds (64%) year-on-year, indicating that these skills are now a significant priority for organisations everywhere. Florey continues, Ensuring that businesses have the right talent is key to the success of DevOps, and when hiring and retaining this talent organisations need to ensure they have the best tools available. From cloud platforms which allow automated product updates, to real-time monitoring which helps understand customer habits, DevOps experts expect to have the essential tools to make the most of their skill set. In the face of the technology skills gap, these tools will also minimise the pressures of hiring new staff and help businesses deliver applications reliably, quickly, and securely, anywhere in the world, on any cloud platform. [1] www.idc.com/getdoc.jsp?containerId=prUS43381817 [2] IT Jobs Watch
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WCIRB Studied Impact of Medical Fraud Enforcement in California
October-18-2018 - insurancejournal.com
The Workers Compensation Insurance Rating Bureau of California has released a study that shows the impact of medical provider fraud on the system, and it finds that efforts by the state as well as local district attorneys and insurer special
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Best Cities for Jobs
October-17-2018 - usatoday.com
Glassdoor ranked the best metro areas for jobs based on how easy it is to get a job, living affordability and employee satisfaction.
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Best cities for jobs: Pittsburgh is No. 1, followed by St. Louis and Indianapolis, Glassdoor says
October-17-2018 - usatoday.com
Pittsburgh is the best metro area for jobs, followed by St. Louis. Glassdoor ranked large areas based on job opportunities, satisfaction and costs
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Trump says he will name former Kirkland partner as next White House counsel
October-17-2018 - abajournal.com
President Donald Trump said Tuesday that he will name commercial litigator Pat Cipollone as his next White House counsel when Don McGahn leaves the job.
October-17-2018
- insurancejournal.com A federal jury has awarded a Louisiana mechanical contractor hired to help build a fertilizer plant in southeast Iowa $62.4 million after concluding the fertilizer plants general contractor defaulted on a contract. Court documents show the jury found Orascom E C
October-17-2018
- insurancejournal.com Prosper Insurance Company has announced it will expand from its 6,000-square-foot headquarters in Virginia Beach, Va. The corporate investment is expected to be $750,000 with the buildout, furniture, fixtures and equipment. Prosper Insurance also said it anticipates growing from its
October-17-2018
- reuters.com General Electric's new CEO told France's finance minister on Wednesday that it would stick to his predecessor's French job pledges or pay a penalty, the Finance Ministry said.
October-17-2018
- onrec.com Posted in News archive Ann Swain, Chief Executive of the Association of Professional Staffing Companies (APSCo), has been honoured at the 2018 Association Excellence Awards, picking up the gong for 'Best Leadership of an Association' at this years ceremony. on 17 Oct 2018
Company Profile APSCo View profile » Founded in 2014, the awards recognise the hard-won achievements of UK trade bodies, professional membership organisations and associations. Bringing together an outstanding panel of judges, representing associations from every sector, they recognise individuals, teams and initiatives and highlight excellence in how trade bodies operate and serve their members.
The win is the latest in a string of accolades that Ann has received in recent months: she took home the Group Leadership trophy at this years Trade Association Forum Awards and has recently been ranked by SIA in both its Europe 100 and Global Power 50 lists of the most influential individuals in recruitment.
Judges awarded the prize after considering Anns nomination, which highlighted her hands on, high touch and 100% visible approach and positioned her as One of the most respected voices in the professional staffing industry: a powerhouse and innovator with extraordinary energy.
Responding to the win, Ann Swain, Chief Executive of APSCo commented:
To win this award is both humbling and a genuine honour. Im incredibly proud that what my team and I have achieved on behalf of our members has been recognised and celebrated in this way. The last 12 months has been a phenomenally successful period for APSCo: with membership growth, further international expansion and significant lobbying wins all helping to cement our position as the only global trade association devoted solely to professional recruitment.
associationexcellenceawards.co.uk
www.apsco.org
October-17-2018
- onrec.com Posted in Statistics and trends 2018 looks set to be a record year for new recruitment agency start-ups, according to the latest industry statistics published by Clearly PR, the specialist public relations and content marketing agency for the Recruitment industry. on 17 Oct 2018
Using data obtained from Companies House under a Freedom of Information Act, the figures show that 7,630 new agencies have registered since 1 st January 2018. This equates to an average start-up rate of 848 per month.
By the end of 2018, the company predicts this number will stand at over 10,000 a record-high for the sector.
Paul MacKenzie-Cummins, managing director at Clearly PR & Marketing Communications, said: Despite the doom and gloom over Britains impending exit from the EU, surprisingly Brexit has served as a catalyst for industry growth rather than a hindrance.
Since the referendum of June 2016, the number of new recruitment businesses starting up has continued to rise, with last year seeing 9,001 agencies opening their doors for the first time. And it is easy to see why.
Record high employment is great for the economy, but it also means that talent pools are shrinking. Yet employers have vacancies to fill and the harder it becomes to find the people they need, the more likely they are to turn to recruiters to solve their recruitment challenges.
Then there is the virtual removal of the barriers to entry for new start-ups. One legacy of the recession has been the rise in alterative finance providers, who enable agency owners to gain access to the funds they need without having to wait weeks or months before clients settle their invoices.
Add off-the-shelf websites and cloud-based ATSs and CRMs to the equation and it is easy to see why so many ambitious consultants are opting to go it alone the opportunities and demand are high, while the support to help them get off the ground in the first place is plentiful.
Clearly PR has also identified the areas of the UK with the highest number of recruitment agency start-ups over the last year. The top 10 cities are:
1. London 2,962
2. Birmingham 1,207
3. Manchester 128
4. Leeds 122
5. Leicester 81
6. Bolton 58
7. Nottingham 52
8. Bristol 49
9. Berkhamsted 44
10. Walsall 40
One of the key challenges facing all new and established recruitment agencies is how to be seen and heard above the increasingly competitive noise. Addressing the Recruitment Agency Expo earlier this month, Paul MacKenzie-Cummins said:
There are any number of ways to raise an agencys brand appeal, but the first step is to understand what you want the agency to be known for and how it differs from the competition.
Using so-called dog words such innovative or game-changing do more harm than good unless the agency can demonstrate how they do these things and the impact they have on clients and candidates. It is the so-what that is often overlooked. Focus on what you are really good at and shout about it.
Having the right content on your site is critical too. There are three kinds of visitors to agency websites proactive job seekers, passive candidates and hiring managers. Each has their own challenges and most will benefit from having a resource to tap into to enable them to make better application and hiring decisions.
Understanding these things and creating content in the form of blogs, guides, case studies and infographics, for example, will boost the credibility of your agency. It will also set you apart from those recruiters who are always trying to sell to everyone all of the time.
Finally, recruiters need to get better at showing off. Most agencies we have worked with are staffed with highly skilled and experienced consultants who truly know their stuff.
They have masses of insight and their finger on the pulse of what is happening in each sector they operate. So, tap into this rich source and use it to provide commentary to the media on the key trends taking place.
For more information, visit www.clearlypr.co.uk
October-17-2018
- onrec.com Commenting on the latest ONS labour market statistics, Gerwyn Davies, senior labour market analyst for the CIPD, the professional body for HR and people development, comments: Posted in Opinion on 17 Oct 2018
Company Profile CIPD View profile » These latest UK labour market figures at last point toward the kind of jobs recovery we have been hoping for, with pay finally responding to labour shortages. An increase in the number of people in full-time work, and a fall in the number of self-employed and part-time work, also suggests that employers are feeling more confident about hiring staff. This looks set to continue with the level of job vacancies reaching a new record level.
However, the shrinking number of candidates will feed into increasing recruitment and retention challenges for many employers, particularly for employers in sectors that have relied on non-UK labour to fill roles. This may partly explain why employment growth has slowed sharply in the last quarter.
While the increase in pay is welcome, its likely to be concentrated among new starters, key staff and recipients of the National Living Wage unless we see a boost in productivity growth. Its only through improvements to productivity that we will see pay packets pick up more broadly so its essential that the ongoing productivity crisis is addressed in the Chancellors Autumn Budget.
October-17-2018
- onrec.com Posted in Statistics and trends Todays labour market statistics published by the Office for National Statistics (ONS) show the number of vacancies at 832,000 for July to September 2018, 35,000 more than for a year earlier, with little change compared with April to June 2018. on 17 Oct 2018
The unemployment rate was 4.0%. it has not been lower since December 1974 to February 1975. There were 1.36 million unemployed people, 47,000 fewer than for March to May 2018 and 79,000 fewer than for a year earlier. There were 32.39 million people in work, 289,000 more than for a year earlier.
Latest estimates show that average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) increased by 0.7% excluding bonuses, and by 0.4% including bonuses, compared with a year earlier.
Recruitment & Employment Confederation (REC) chief executive, Neil Carberry commenting on ONS figures:
The latest figures emphasise the strong performance of the UKs flexible jobs market, with wages rising in real terms and near record rates of employment.
But there is some evidence that progress has slowed as businesses enter a holding pattern ahead of any Brexit deal.
What we need now is for the Government to take a pragmatic approach that delivers a smooth Brexit for the economy and for peoples jobs. A transition period, and longer-term clarity and stability on terms of trade and mobility between the UK and the EU are essential to avoiding a bumpy landing.
www.rec.uk.com
October-17-2018
- onrec.com UK companies are fuelling the gig economy Posted in Statistics and trends on 17 Oct 2018
PeoplePerHour today reveals that 71% of Britains employed workforce (thats over 23 million workers) are considering starting their own business because they arent getting what they want from their employers.
The news follows recent concerns that Dragons Den is encouraging wishful thinkers to start up their own business. Whilst data from PPH supports this, the reasons behind the shift reveal that prospective entrepreneurs are jumping from employment to achieve the work dream.
The study of over 1,000 current employees found that the majority (68%) have little or no access to flexible working options , including working from home (64%), annualised hours (64%), flexitime (57%), job sharing (77%) and compressed time (73%). Other key findings revealed:
Over half of UK employees (56.7%) work anything between 36-60 hours per week
A massive 62% have no passion for the job they do
And 57% say their biggest bugbear at work is lack of praise
In a digital age where remote working is expected and employees are used to living an on-demand lifestyle, its not surprising that the countrys workers are wanting to set up on their own. What is surprising is the fact that these issues are still so common in the workplace and that businesses are failing to adapt to shifting trends. Despite the rise of new working communities complete with pool tables, coffee machines and beer at 3pm, the reality is that the workforce aspires to the flexibility and rewards of running their own business.
Xenios Thrasyvoulou, founder & CEO at PeoplePerHour feels its unfair to tarnish entrepreneurs as wishful thinkers, or that businesses are set up with no realistic prospect of financial success. He explains: Brits are a nation of passionate people who are all looking to live their work dream. That is already a reality for some, whilst others are hustling to turn their work dream into reality.
When it comes to money, Brits are actually very cautious of starting their own business, with 3 in 4 saying financial stability is the biggest barrier to them. Of course, every business may not be a success. But the combination of passion, obtainable goals and a flexible, skilled team to support business growth is the best recipe for success.
Retrospectively, data revealed that the top three things people desired from their working life were:
Doing something they feel passionate about (43%)
Having a better work/life balance (39%)
Having the ability to work flexible hours (32%).
October-17-2018
- onrec.com Posted in News archive LinkedIns Top 25 Most Socially Engaged Recruitment Agencies 2018 shows UK firms holding 40% of the large global ranking and 80% of the EMEA medium category on 17 Oct 2018
LinkedIns 2018 list of Most Socially Engaged Recruitment Agencies , released today, reveals that recruitment agencies in the UK have the highest levels of social engagement for the second year running. The UKs continued domination of the ranking reflects staffing firms significant work in integrating social media into their strategies, and highlights how important social platforms can be for building a successful brand.
The 2018 Most Socially Engaged Staffing Agencie s list is based on an extensive analysis of the interactions between over 38,000 staffing firms, 260,000 consultants, and 575+ million members on LinkedIn over the past year. LinkedIn also looked at a range of metrics including social selling index, content marketing, reach, and talent brand index via LinkedIn.
The findings conclude that for the second time over the past four years, UK-based Page Group has the highest levels of social engagement of all large recruitment agencies across the globe. British-based Hays, Robert Walters and SThree are featured amongst the top six, bringing the number UK recruitment agencies to four of the top ten. The rankings also found that the majority of agencies in the medium category were British-based, with 20 of the top 25 in the EMEA list located in the UK.
The top ten Most Socially Engaged Staffing Agencies are as follows:
Top 10 most socially engaged large companies (GLOBAL)
Top 10 most socially engaged medium enterprises (EMEA)
1
PageGroup (UK)
1
MCG CO (UAE)
2
Hays (UK)
2
Opus Recruitment Solutions (UK)
3
The Adecco Group (Switzerland)
3
Charlton Morris (UK)
4
Robert Walters (UK)
4
GQR Global Markets (UK)
5
Randstad (Netherlands)
5
Approach People Recruitment (Ireland)
6
SThree (UK)
6
Hamham (UK)
7
ManpowerGroup (US)
7
Mackenzie Stuart (UK)
8
Robert Half (US)
8
McGregor Boyall (UK)
9
On Assignment (US)
9
Goodman Masson (UK)
10
Morgan Philips Group (France)
10
Oliver James Associates (UK)
Director, Global Search, Staffing & RPO Program, LinkedIn EMEA, Steve Lewis , said: It has been another great year for UK recruitment agencies, as they continue to lead the way in social engagement. As the war for talent rages on, and with more than 24,000 recruitment agencies in the UK alone, it can be hard to stand out in the crowd. This is where social media can put recruiters at a huge advantage, by helping to engage and attract candidates, as well as new business leads. I urge all staffing agencies, no matter what size, to learn from 2018s Most Socially Engaged Staffing Agencies , and build social media into their hiring strategies.
Steve has shared his three top tips for improving social engagement:
Create relevant, interesting content that will enrich members feeds to help your agency stand out from the crowd. A great way of doing this is via your LinkedIn Career Page with rich content such as videos and updates.
Start relevant/ meaningful conversations in industry groups to increase engagement with members - contribute and learn more from others - or go one step further, and start a new group to discuss hot topics.
Finally, empower your employees to engage with their own professional communities on social media. Competitions around InMail engagement can be really effective.
The complete lists of Most Socially Engaged Staffing Agencies for large companies, medium enterprises and specialist boutiques can be found at: business.linkedin.com/talent-solutions/events/18/10/most-socially-engaged
Join the conversation on Facebook, Twitter and Instagram using #MostSociallyEngaged.
October-17-2018
- usatoday.com Two very smart entrepreneurs found out their online small business wasnt as secure as they thought. Heres how to head off a cyber-attack.
October-17-2018
- usatoday.com Glassdoor ranked the best metro areas for jobs based on how easy it is to get a job, living affordability and employee satisfaction.
October-17-2018
- insurancejournal.com Everest Insurance has hired Bill Pollert to its Marketing and Distribution team as a director in the East region. Pollert joins Everest Insurance from Marsh USA, where he worked for the last fourteen years and most recently served as senior
October-17-2018
- usatoday.com Workers wear double-lined suits, and the floor is heated to prevent permafrost at Chr Hansen in New Berlin, Wisconsin.
October-17-2018
- usatoday.com Is there such a thing as a country full of hard workers? World Economic Forum answered such a question. Buzz60s Mercer Morrison has the story.
October-16-2018
- usatoday.com The average U.S. worker today earns roughly $46,641 a year. The median salary in the country, however, is only $30,533, according to government data.
October-16-2018
- insurancejournal.com The Hilb Group LLC has acquired Massachusetts-based DBR Group Inc. The transaction became effective October 1, 2018. Founded in 2004, DBR is an employee benefit and actuarial consulting firm providing a range of benefits consulting and brokerage services to organizations
October-16-2018
- insurancejournal.com Regulators fined the San Francisco Bay Areas transit agency $650,000 on Thursday for safety failures that led a commuter train to strike and kill two workers inspecting track five years ago during a union strike. The California Public Utilities Commission
October-16-2018
- insurancejournal.com Workers compensation premium rates fell considerably nationwide, while California continued to see among the worst rates in the nation, according to a new study out from the Oregon Department of Consumer and Business Services. The department puts out its Oregon
October-16-2018
- insurancejournal.com Chicago-based Rosebud Restaurants Inc. will pay $160,000 to settle a sexual harassment and retaliation lawsuit, according to the U.S. Equal Employment Opportunity Commission (EEOC). The EEOCs lawsuit charged Rosebud, which owns approximately nine Italian restaurants in the Chicagoland area, with
October-16-2018
- onrec.com Many thousands of highly trained and skilled workers such as those in the hospitality and events sector are continually undervalued by being classified as low or unskilled in reports and discussions in the media. Posted in News archive on 16 Oct 2018
There is gathering concern about this from all corners of the hospitality industry including the one I represent, hospitality and events.
The roots of this lie in that, too often, low paid is mistakenly automatically conflated with low skilled. Many service-based skills in this sector are taken for granted. They are different skills, not low-level skills, and can be under-appreciated by those outside the industry. Managing a busy bar shift, co-ordinating a corporate event or servicing ten bedrooms immaculately requires a set of aptitudes which cannot be described as low-skilled.
These lower paid workers apply great skill and commitment to vital roles, often working long hours at anti-social times for major UK industries such as hospitality and events which is the UKs third largest private sector employer and contributes £39 billion to the economy - more than the automotive, pharmaceutical and aeronautical sectors put together.
We all appreciate that employment involves a range of salaries but referring to those working in lower paid roles as low skilled completely undermines the ongoing efforts made by companies to attract the individuals, UK nationals or otherwise, needed to keep the wheels of industry turning.
www.hbaa.org.uk
October-16-2018
- onrec.com Posted in Statistics and trends Survey reveals that 6 in 10 employees believed they could do a better job at being the boss than their direct line manager on 16 Oct 2018
60% of millennials (21-34-year olds) believed they could do a better job than their boss.
70% of department heads said they could be a better manager than their supervisor.
83% of responders in the Construction industry also believed they would be better than their boss.
A survey ahead of Boss Day, a US national day which falls on October 16th this year, revealed that 6 in 10 employees in the UK think they could do the job better than their superiors.
The survey of 500 UK employees, conducted by bgo.com, saw 60% of respondents say they believed they could do a better job than their boss.
The answers came from across multiple sectors and varying levels of management with an unsurprising upward trend.
The higher up the managerial ladder the responder was, the more likely they were to believe that they would be better suited to being a boss 70% of department heads said that they would be a better choice.
The more surprising figure comes from the 58% of cocky entry level respondents that, even without experience, think they would better their boss.
The industry that had the highest number of respondents claim to be able to beat their boss was those in the construction industry, with 83% feeling up to the task of being in charge.
In retail 68% of employees asked were confident about taking the reins from their supervisors, with IT employees following closely behind, 66% in this sector said they could do it better.
Jeremy Fletcher, CEO and founder of change-management consultancy Transform Finance, believes that the answer may lie in perception: Employees are often not exposed to the full range of their bosss role, nor the pressures or constraints that they are under.
This lack of visibility can make a job look far easier than it actually is
Essentially, being unaware of what a boss or line manager does in detail leads to a belief that they would be able to do a better job. But with so many responders high up the chain of management, is this the only answer?
Another possible explanation is that a lack of influence makes giving an opinion seem easier. As Carl Williams, Director at Williams Talent Management Consultancy points out: Spectators always have more to say on how to do stuff if they know the comfort of their spectators seat isnt under threat of change
October-16-2018
- insurancejournal.com Stormy Danielss libel lawsuit over a tweet by Donald Trump accusing her of a total con job was thrown out by a judge who said the president was engaging in free speech. The adult film star, whose real name is
October-16-2018
- onrec.com Posted in News archive Ian Munro and Tristan Ramus of CRG, a UK leader in the health and social care staffing market, announce the acquisition of Affinity Workforce, a successful provider of education, health and social care staffing. on 16 Oct 2018
This diversification further enhances CRGs existing services, making the group one of the dominating staffing businesses in the UK.
This is the second acquisition undertaken this year by CRG following the recent investment in February of HCL which achieved growth of over 125% in revenue.
The Affinity investment sees CRG shareholders Ian Munro, Tristan Ramus and Jamie Webb leading the group into the next transformational and logical step of enhanced growth. It provides the group with a solid foundation in the education sector, offering breadth, depth and scale to their existing clients and workforce.
Affinity will complement the impressive portfolio of businesses within the group by incorporating CER, Monarch Education, Medicare First and Team24, together employing over 400 staff with £100m of revenue.
CRG comprises a perfect blend of long-term health and medical services to the public and private sector, police and UK Border Force along with a leading domiciliary care business, plus providing all medical support to the MoD.
With the acquisition of Affinity and, earlier this year, HCL, the group have created a long-term sustainable workforce supply to the public and private sector. This complementary addition to the group will stabilise their position as a diversified provider of workforce solutions.
The healthcare market has seen many challenges over the past few years and the board are embracing a coherent, structural growth plan with a strong belief that this is the right time to be striding forward with solid, strategic acquisitions and investments as well as maintaining focus on organic growth.
This deal will see the group yield revenue of over £230m with a workforce exceeding 600 employees and a contractor workforce in excess of 6,000.
Ian Munro, group CEO and Founder says, The addition of Affinity to the group brings together two forerunners in their sectors and over 25 years combined workforce solutions delivery. The coalescence of Affinitys experience and footprint in education, as well as the health and social care sector, presents more transformational progress for us to compete in areas weve been contemplating for some time and to increase the share in our core markets.
Transactional due diligence was conducted by FRP Advisory LLP and Robert McCarthy, legal support from Chris King, Hemmingways Solicitors Limited and funding for the transaction was provided by Close Brothers. Andrew Metcalfe Deputy Head of Sales for Close Brothers said We are delighted to support CRG in this recent acquisition as the business continues to grow and develop.
www.crg.uk.com
October-16-2018
- onrec.com Posted in Appointments Careers specialist Frontline Recruitment has made an important hire itself. on 16 Oct 2018
Leah Godber has joined Frontline, which has six offices across the UK, as a Business Development Executive, based initially in the firm's Mansfield office alongside Branch Manager Matt Goodwin.
It's a big return for Leah who previously worked for Frontline as a Branch Administrator in 2013. She re-joins Frontline after a five year absence in which she gained experience across the region.
Leah said: "I'm so happy to be re-joining Frontline Recruitment, and I'm extremely excited about the opportunities and success we will create together.
"I will be starting in the Mansfield branch and I am looking forward to working with Matt Goodwin and the rest of the team.
David Essam, General Manager at Frontline, said: "Matt Goodwin, the team and myself are pleased to welcome Leah Godber back to Frontline Recruitment. This is another major appointment for the group and demonstrates our commitment to delivering the best service to clients in and around the area. Good luck, Leah - you have our full support and backing."
www.frontlinerecruitment.co.uk
October-16-2018
- onrec.com Posted in News archive The interactive Wellbeing Centre was launched by later living operator, Inspired Villages Group (IVG), on Monday 8th October with a week of health and wellbeing activities as part of an initiative to boost staffs physical and mental wellbeing. All of IVGs employees whether based at head office in London or in one of its seven retirement villages across the UK - were invited to participate in the week-long event. on 16 Oct 2018
In partnership with Legal & General, IVG owns and operates seven later living villages in the UK with ambitions to grow to 50 by 2023. Each village features one, two and three-bedroom properties, tailor-made for later life and include a range of facilities including a wellness spas, restaurant and games rooms.
The companys vision is to not only make a big impact on the health and wellness of its residents, but its employees as well. As such, staff the length and breadth of the country last week were invited to take part in a range of activities to improve their physical and mental health.
Throughout last week, videos were broadcast daily on Inspired World,* providing expert insight on how to live a healthy lifestyle. Staff also had access to fitness videos ranging from yoga and Pilates to cardio, strength and HIIT, as well as nutritional tips and recipes, advice on managing money, and mindfulness videos including tools to aid sleep.
Jamie Bunce, CEO of IVG, says: It was wonderful to see my colleagues across the country taking part in this fun event to help promote health and wellbeing. The feedback Ive had so far has been overwhelmingly positive.
Research has shown that workers could gain almost a day a week in terms of productivity through a focus on wellbeing.** Initiatives such as our cycle to work scheme and flexible working are in place to ensure our employees have a healthy and balanced working life.
Jamie says: Our staff are already familiar with our Inspired World online platform, so its the perfect way to ensure they all have access to the Wellbeing Centre.
Inspired World is available on their home PCs, laptops and other personal tablets. Its where we share our employee benefits, stories, videos and wellbeing initiatives. Because the Wellbeing Centre event is happening online, we can engage with all of our colleagues across the company, rather than only those close to a single location.
From Monday 8 th October, IVGs staff were able to logon and access the Wellbeing Centre, which opened with a video introduction by Jamie.
Jamie says: The Wellbeing Centre will continue to evolve over time and, although it is currently only available to our staff, were in the process of developing initiatives to benefit our residents as well. These include a befriending scheme for residents aimed at reducing loneliness, as well as paid volunteering days for staff.
* Inspired World is an online engagement platform where employees can find out about what is going on within Inspired Villages Group, benefits, share their stories, find out about and get involved in physical and mental wellbeing initiatives. The platform also has a section for employees to make suggestions or ask questions
**Source: https://www.ftadviser.com/protection/2017/11/23/workplace-wellbeing-can-boost-productivity/
October-16-2018
- onrec.com Posted in News archive The Adecco Group has achieved fifth position among the worlds multinational workplaces, according to the 2018 Great Place to Work® survey, reinforcing its reputation as one of the most attractive and rewarding global companies to work for. on 16 Oct 2018
This years survey polled about 12 million employees from more than 7,000 companies around the world to determine the Worlds Best Workplaces. As the worlds leading HR solutions provider, we inspire talented people to join, stay and grow with the Group, by creating an engaging Great Place to Work for all this is fundamental to our success.
According to the 2018 Great Place to Work® survey, the Adecco Groups employees feel they work for a company that offers a valuable service to society by providing people with work opportunities, as well as coaching and guidance throughout their career. They appreciate its inclusive management style and feel empowered in decisions which affect their jobs and work environment. Employees highlighted a positive nurturing environment that encourages personal development, and they were inspired by the companys active community engagement aimed at fostering inclusion and diversity in the workplace.
Alex Fleming, Country Head and President of Staffing and Solutions, the Adecco Group UK and Ireland, said: Were delighted that we have ranked fifth on the 2018 Great Place to Work®s Worlds Best Workplaces list. This is testament to the value we place on employees at the Adecco Group, and the work we do in country to support, engage and develop our people. People are the cornerstone of our business, and its essential we put them first. We continue to listen to our colleagues and work towards building a culture that fosters current and future talent.
The global ranking follows similar success for the Adecco Group in national Great Place to Work® tables for the United Kingdom, Belgium, Canada, Germany, Ireland, Italy, Luxembourg, Norway, Spain and the Netherlands.
In order to qualify for the Worlds Best Workplaces list, companies must feature in at least five national Best Workplaces lists, employ a minimum of 5,000 people worldwide with no less than 40 percent of that workforce based outside the companys home country.
adeccogroup.co.uk
October-16-2018
- onrec.com When you are trying to make the right decision for your business moving forward, it is difficult to achieve this unless you have the right employees. Posted in News archive on 16 Oct 2018
Its fair to say that your workers are the heartbeat of the business, and it is important to make sure you keep them as safe and secure as you possibly can. There are a lot of things that can be improved when you focus on your staff, but the most important things to understand is that you need the right people.
So many businesses scratch their heads over recruitment ideas and policies, and this is one of the things that a lot of companies still struggle with. What you need to do to take your business forward is to look at how you can improve your company by hiring the best possible staff . There are a few techniques you might choose to employ to help you with this, and these are some of the biggest.
Look at Experience
One of the most important things to do when it comes to improving your hiring potential is to look at the experience of candidates. There are a lot of things that can contribute to the perfect employee, but more often than not they are going to need to have experience of the job they will be doing. This is important and can make a big difference to choosing the right people.
Background Checks
Make sure you check out a people search so that you can run a background check on prospective candidates. There are a lot of things that play a part in the process of choosing the right person, and this is one of the biggest. You need to make sure that the person you choose to represent your brand is the right sort of person otherwise this can compromise your business reputation.
Be Competitive
Businesses need to be competitive in the world of business, but they also need to offer their employees competitive compensation packages . This is something you need to think about when it comes to attracting more and more people to the company. You need to be offering a salary and benefits that make you an attractive choice for employees.
Offer Opportunity
Another important thing to consider is opportunity, and how important this is to employees. People are ambitious and they want to know that their job with you is going to give them the opportunity to grow and improve, and perhaps even climb the corporate ladder as a result. So, you need to sweeten the deal and give your candidates a reason to flock to the business and want to work for you.
Consider the ideas on here to help you recruit and employ the best possible staff for the business. There are a lot of things to keep in mind here, and you need to realise how much this matters to your business. Think carefully about what you can do to find these great employees, and how to attract them to the business better.
October-16-2018
- usatoday.com Even though most of us arent playing in the same ballpark as Ariana Grande and Pete Davidson, how do you decide who keeps what after a breakup? Buzz60s Sean Dowling has more.
October-16-2018
- usatoday.com You find your dream job...theres only one problem...one person...your boss. Veuers Chandra Lanier has the story.
October-16-2018
- onrec.com Posted in News archive Integration provides further route-to-market in industries requiring on-the-go workforce management on 16 Oct 2018
ClearStar (AIM: CLSU), the technology and service provider to the background screening industry, is pleased to announce that it has signed an agreement to integrate its mobile background screening solutions with Virtual Badge, the worlds first patented smartphone ID badging system. This new technology integration, which is expected to launch by year-end, will provide ClearStar with a further route-to-market in industries demanding on-the-go workforce management solutions.
Virtual Badge, a product of Disaster Solutions LLC, offers a workforce identity and management solution based on a smartphone app that issues and displays virtual ID cards (a Virtual Badge), and the employer can manage all features from their own smartphone. It facilitates workforce management through the ability to track activities based on the scanning of a QR code or the devices GPS location such as time on-site and materials/supply deliveries; managing visitors and issuing temporary badges; and sending tasks, alerts and other messages to employees. It can also collect other types of data such as job details and feedback surveys.
Under the terms of the agreement, ClearStars suite of mobile screening solutions will be integrated with Virtual Badge to enable remote identity verification by taking a photo of the employees face and government-issued photo ID using ClearStars ClearID solution. Relevant information from the results of the background screen, along with a photo, will populate in Virtual Badge, providing the employer with a fully-vetted, mobile, remote-controlled ID badge for their employees. It also allows for continuous screening monitoring, with a badge becoming automatically suspended should the employee commit a predefined offence. This is the first time that facial recognition-based background screening will be integrated with a mobile access badge.
The remote ID verification capabilities of ClearID are well-suited for Virtual Badges primary target markets of construction and engineering, healthcare, membership organisations, youth sports, industries relying on contractors or temporary workers and organisations with secure facilities. Similarly, the moving and relocation and home healthcare industries, where ClearStar has already established a strong market position, would benefit from the additional workforce management features offered by Virtual Badge. As a result, the Company expects to be able to grow its footprint in its current industries as well as expand to others by leveraging this integration with Virtual Badge.
We are very excited to join the ClearStar innovative family to offer, for the first time ever, badges fully integrated with industry-leading mobile facial recognition background screening solutions enabling us to provide an end-to-end service for our customers. We are impressed with their motivation to bring this solution to market quickly, and we look forward to the possibilities this partnership will continue to offer, said John Simion, Co-Founder at Disaster Solutions.
We are proud to have secured this integration with Virtual Badge, an industry-leading identity and workforce management solution, added Robert J. Vale, Jr., CEO of ClearStar. We share with Disaster Solutions a commitment to utilising mobile technology to provide nimble but secure solutions that will bring value to employers searching for a better way to verify and manage their casual labour workforce. This integration provides us with another route-to-market in what we have already identified as a key growth area and we look forward to leveraging this industry-first offering to continue to expand in the on-the-go workforce management industries.
www.clearstar.net
www.virtualbadge.com
October-16-2018
- onrec.com Workday, Inc., a leader in enterprise cloud applications for finance and human resources today announced that Verisure has selected Workday Human Capital Management (HCM) to transform and standardise its Human Resources operations globally. Posted in News archive on 16 Oct 2018
Verisure is Europes leading provider of professionally monitored security systems. The company is implementing Workday to provide real time, data-driven insights that will assist with planning, recruitment and analysis for its 16,000-strong workforce in Europe and Latin America.
With Workday, Verisure will:
Gain greater visibility and insights into their workforce for quicker, data-driven decision making.
Streamline and standardise HR operations and processes.
Enable managers to better measure performance, recognise top talent and align skill sets with roles.
Utilize Key Performance Indicators such as capacity and capability gaps across different geographies enabling more robust workforce planning.
Comments on the news
We required a single Human Resources data-led system that was able to support our significant growth, said Jose Antonio Gil, Group HR Strategy Director, Verisure. Workday is an excellent match as it provides a world-class user experience, leading mobility capabilities and powerful analytics for our colleagues, no matter where they are in the world. Being able to make informed decisions in a fast-moving environment is critical if we are to continue meeting the exceptional growth rate we are experiencing across our markets.
"Accurate and timely decision making is critical for Verisures continued and rapid growth, said Andrés García Arroyo, country manager, Iberia, Workday. With Workday HCM, Verisure will be able to streamline and support critical HR processes and operations, utilising a single source for all HR-data across the entire global organisation.
About Workday
Workday is a leading provider of enterprise cloud applications for finance and human resources Founded in 2005, Workday delivers financial management, human capital management, and analytics applications designed for the world's largest companies, educational institutions, and government agencies. Organizations ranging from medium-sized businesses to Fortune 500 enterprises have selected Workday.
October-16-2018
- onrec.com Posted in Partnerships This partnership positions Bosch to make recruitment a competitive advantage globally on 16 Oct 2018
Company Profile SmartRecruiters View profile »
Bosch, leading global supplier of technology and services, went live with the SmartRecruiters Talent Acquisition Suite across more than 260,000 associates making this the largest global deployment of a next-gen TA Suite to date. Our drive to stay on the forefront of innovation is key to our continuing growth, so attracting the right people for our team is a top priority for us, says Rosa Lee, Senior Vice President of Corporate Human Resources at Bosch. We selected SmartRecruiters because they are very customer-oriented and deliver a global scale product, which provides the best user experience for candidates, hiring managers and recruiters.
With this new system, Bosch takes recruiting to the next level. All recruiting processes and system features are designed candidate first, meaning that increasing the candidates experience is at the center of attention. Bosch is convinced that implementing innovative recruiting technology that engages talents with best experience is crucial for enhancing their employer branding on the recruiting front.
Rosa Lee stated, Were convinced that all recruiting processes and tools should be designed around the users needs. Thats why we chose candidate first as our leading UX principle when designing it. Our partnership with SmartRecruiters is proving to be very strong since we first went live in January 2017 in China and US. We went live with 60,000 employees in just 90 days and have continued with additional 200,000 users in several countries all over the world until today.
The vendor evaluation process conducted by Bosch focused on a new category of talent acquisition suite capabilities. The business needs demand a solution that went beyond the typical applicant tracking capabilities and required a more agile, open and innovative solution, with great service levels globally and in compliance with the privacy and security requirements in around 60 countries.
Jerome Ternynck, CEO and Founder of SmartRecruiters, commented, I am both humbled and delighted to partner with such an innovative organization and look forward to helping transform Boschs recruiting capabilities and ensuring that the company achieves its global strategic hiring objectives.
About SmartRecruiters
SmartRecruiters Talent Acquisition Suite is used by high-performance organizations for making the best hires. It has full functionality for recruitment marketing and collaborative hiring built on a modern cloud platform with an open marketplace for 3rd party recruitment services. Unlike the first generation applicant tracking systems it replaces, SmartRecruiters provides an amazing candidate experience, hiring managers actually want to use the product, and recruiters love us because we make their jobs easier. Companies like Visa, Skechers, Equinox, and Alcoa use SmartRecruiters to make recruiting a competitive advantage. For more information, follow us at @SmartRecruiters , on LinkedIn or on www.smartrecruiters.com .
October-15-2018
- usatoday.com Chip and Joanna Gaines just bid $1.1 million on a new building in Waco of course Could this potentially be the new Magnolia headquarters? Buzz60s Maria Mercedes Galuppo has more.
October-15-2018
- insurancejournal.com California Insurance Commissioner Dave Jones has approved a filing from the Workers Compensation Insurance Rating Bureaus that makes amendments to uniform statistical reporting and experience rating. The WCIRB submitted a regulatory filing and ensuing amendments to the filing in Aug.
October-15-2018
- insurancejournal.com State officials say an Albany-area contractor has pleaded guilty to scamming hundreds of thousands of dollars out of minority-owned businesses and failing to pay dozens of his employees. Attorney General Barbara Underwood said Friday that 47-year-old Michael Martin, of Latham,
October-15-2018
- insurancejournal.com The U.K. and the European Union are on course to miss this weeks key milestone on the road to a Brexit deal after talks broke up in stalemate on Sunday, people familiar with the matter said. A weekend of intense
October-15-2018
- onrec.com Are Companies turning to Recruiters to help them with the Talent Shortage in Cyber Security? Posted in News archive on 15 Oct 2018
There has been huge growth in the search for recruitment agencies specialising in Cyber security.
A study conducted by technology recruitment company, Finlay James has identified a 93% increase year on year in people searching for cyber security recruitment and related terms in Google.
The news comes after the ISC anticipated a worldwide shortage of 1.8 million cyber security professionals by 2022 but the lack of skills to tackle cybercrime is already causing problems.
One of the most notable increases came from the term cyber security recruitment agency which saw an increase of 155%.
Finlay James CEO John Gaughan says Finding qualified, cyber talent is a challenge - but is not impossible. The irony is, in a discussion around technology and online defence, it is actually the human-element to our approach to recruiting that allows our specialist consultants to find these people and build long-lasting relationships.
Finlay James, who recently won an award for Security Recruitment Company of the Year at the Computing Security Awards , believe tackling the short-to-medium term problem comes down to three things;
Expanding your talent pipeline - Finlay James tackles the cybersecurity candidate shortage by looking beyond traditional technology backgrounds.
Paying for what you get - Cyber skills are hard to come by and organisations need to be prepared to pay to get them.
Developing a strategy for continuous growth and learning opportunities for your talent - Finlay James CEO John Gaughan says Like with our own team here at Finlay James, it is vital to constantly re-skill and engage your cyber team with training. Cyber professionals often demand some kind of continuous learning and if you are not providing them with ongoing growth opportunities, someone else will.
Data can be found here .
*The data has been put together in collaboration with SEO software tool SEOMonitor. Over the periods of February 2018 to August 2018 compared to the previous year.
October-15-2018
- usatoday.com Airbag theft can affect consumers in multiple ways. Heres how to avoid it.
October-15-2018
- usatoday.com With Sears now navigating bankruptcy, memories of love, loyalty and opportunity define a fading icon for fond shoppers and former workers.
October-12-2018
- usatoday.com Hackers made off with very sensitive personal information of 14 million Facebook users, putting them at serious risk, security experts say.
October-12-2018
- usatoday.com Christmas is a state of mind. And if you can truly embody that state of mind, you might want to apply for a job in Finland.
October-12-2018
- onrec.com Igor Putrenko of Servicebit explains how smart contracts sitting on top of a blockchain could revolutionise the staffing industry, driving efficiencies for the businesses and workforce in an increasingly decentralised workplace. Posted in News archive on 12 Oct 2018
The idea of a job for life no longer exists. Most people who the father of management thinking Peter Drucker referred to as knowledge workers, will go through a form of career transition or transformation several times during their working lives. This is especially true of IT workers who will spend a lifetime learning new skills hands then adapting them to meet ever changing challenges.
At the same time, businesses are having to become more flexible and agile than ever before both to meet the needs of digital transformation as well those of a changing workforce thats demanding increased flexibility in the workplace for both personal as well as professional reasons.
The workplace is ever-evolving and at a far greater pace than weve ever seen before, says Peter ODonnell, CEO of employee benefits provider Unum UK in its recently published Future Workforce report.
The next 10 to 15 years are likely to see these advances gather even more speed, transforming the face of business both internally and externally, he adds.
The challenge of a decentralised workforce
Statistics from PwC (Workforce of the Future, 2018) and SAP (2017) show in 2000, approximately 20% of workers in large corporates in developed countries were external (ie. contractors, temps, etc.). However, by 2020 this figure is expected to rise to 60% with only 40% employed directly.
In IT the figures are even higher with the external workforce now getting around 70% of IT budgets from global companies. As many companies is is often more cost-effective also to hire specialist IT contractors for certain jobs than train in-house teams.
In todays volatile market, where reduced headcount and budget flexibility are the keys to remaining competitive and defending themselves against digital disruption, external workers are often preferred to employees. However, finding external IT talent, especially in such a competitive marketplace, isnt always easy.
Sourcing them through recruitment agencies or social networks can be both slow and expensive. It also requires high levels of administration to process all the necessary paperwork including contracts, purchase orders, timesheets and invoices.
Consequently, income for the external workers is often lower than it could be with 15-25% revenue going to intermediaries and additional agencies (for example its not unusual for a recruitment company to subcontract payment to their contractors to another umbrella company for handling invoices and payments).
Payments can be delayed too with 60 to 90 days not uncommon, in part because of long and complicated approval processes.
But just how can this friction be reduced so that suppliers can be matched easily and cheaply with companies requiring their services, in much the same way as AirBnB has reduced the friction between those wanting to rent out their property with those looking for somewhere affordable to stay on their travels?
Marketplace platforms
One solution is through an online marketplace platform. Plenty of these exist. For example, for relatively cheap one-off gigs - especially around design and marketing - there is Fiverr.com (originally all jobs were priced at $5) while for longer term freelance projects there are platforms such as Upwork and Pontoon .
In addition to these, there are specialist platforms aimed at IT professionals including Toptal and IT- Suppliers . Looking for a specialist developer to work on your digital transformation project? IT Suppliers has a million to choose from across different geographies and with different skills and budgets.
Digital supply chain
However, while marketplace platforms certainly help to reduce the friction between the supplier and the corporate client, they are only part of the solution. It is only with the introduction of Blockchain technology that the digital supply chain will truly be revolutionised.
A sequence of blocks, or a distributed ledger, in which every participant possesses a complete copy of the data, Blockchain enables companies to have much greater visibility of their supply chain compared to traditional Electronic Data Interchange (EDI) - the common standard for business communications since the 1970s.
With Blockchain you can track every single stage of delivery without the need for manual checks thereby massively improving efficiency and saving companies a fortune in the process.
As Robert Handfield, Ph.D., NC State University said in the Summer of 2017: Blockchain is in my mind one of those areas that supply chain practitioners need to watch carefully. This one is going to make a huge difference more than IoT, serialization, sensors, or any other emerging technology. Hold on tight!
Smart contracts
Underpinning the blockchain revolution are smart contracts: essentially pieces of code, or tiny computer programs, that sit on top of a blockchain and which execute an action (such as a payment) when certain conditions are met.
For example, in house buying they could be used to automatically transfer the deeds of a property to the new owner once full payment is made, thus reducing human intervention in the form of expensive lawyers!
As the Harvard Business Review wrote in its article, The Truth About Blockchain, January/February 2017: Intermediaries like lawyers, brokers, and bankers might no longer be necessary. Individuals, organisations, machines, and algorithms would freely transact and interact with one another with little friction. This is the immense potential of blockchain.
Candidate validation
In the IT sector one of the main challenges for employers as well as recruitment agencies is constantly having to find new contractors to work on short and mid term projects a problem which is only going to get worse with an increasingly decentralised workforce.
For the employer this means constantly checking and validating a potential candidates references while for the contractor it means time spent updating their CV and sending off applications. Smart contracts promise to make this tedious process a thing of the past. A smart contract can store personal information - such as previous experience, degrees, skills etc and because this information is on blockchain it cant be tampered with.
Furthermore, its possible to speed up the onboarding process time which could be spent working on the project - because tax obligations and labour agreements can be integrated into a smart contract as a matter of course.
Nor are benefits restricted to the employer. There are benefits for the contractor too. For example, remuneration could be embedded into the smart contract so that each time a milestone is reached, it automatically triggers payment rather than having to wait potentially months for payment.
Servicebit is one company which is set to roll-out a service for the IT recruitment sector which uses blockchain technology. However other uses for the technology are emerging too.
Last year research from CompTIA found that 16% of companies had purchased blockchain-enabled tools, while 22% were developing tools using blockchain and another 24% said they were exploring the technology.
The UN is currently using blockchain across 16 agencies, including the World Food Program to help refugees purchase food with only an eye scan as well as the Office for the Coordination of Humanitarian Affairs for improving donor financing, securing and monitoring supply chains, and data protection.
Microsoft and Accenture also recently announced a partnership to use blockchain technology to provide a legal form of identification for 1.1 billion people worldwide as part of the global public-private partnership ID2020.
While its easy to dismiss blockchain because of the hype around cryptocurrency, theres no doubt the secure peer-to-peer technology is set to have a profound impact not just on streamlining the digital supply chain in the IT industry but across many different sectors over the coming years.
October-12-2018
- onrec.com Everyone knows that employees are looking for more than a pay cheque when choosing great places to work, sure its a key element, but what helps to get great talent walking through the door wanting to join your organisation? Posted in News archive on 12 Oct 2018
Company Profile eploy View profile » Its all about engagement and employers that provide attractive benefits that go beyond financial rewards. Building your employer brand throughout the recruitment process will help to attract and recruit candidates who are the perfect fit.
Engagement begins well before your new recruits first day, even before they receive a job offer, so its vital that an organisations culture should be consistently conveyed throughout the attraction, engaging and application stages.
At the research stage, candidates will review your website/careers site to learn about your employer brand. Earlier in the year at In-House Recruitment Live, Reed.co.uk presented research on whats essential in an employer brand. According to the Reed research they were as follows:
Clear organisational values
Ethical principles
Employee rewards and benefits
Established reputation
Commitment to career progression
12 elements of successful brand communication
How you communicate your employer brand, is also important, your career site should provide a hub of information for engagement in various formats. Here are some recommended elements to include on your own careers site, all of which will aid in making it more successful in engaging with candidates from the offset.
Compelling employee stories through video
Career pathways that outline the journey an employee can make through the organisation
How your recruitment process works what can candidates expect?
Company values your framework for focus and leadership
Rewards and Benefits
What its like working here think beyond over used words and really illustrate what it will be like to work for the organisation
Colleague testimonials
Learning and Development
Interview hints and tips
Diversity and how you recruit
Apprentice/Graduate Programmes
FAQs
These careers site examples from Ecotricity and Travelodge show how they embrace employer brand building and use creative content aligned to company culture to engage candidates.
A customer-centric approach
When a candidate becomes engaged with your brand and decides to apply for a role, regular and relevant engagement must continue. The 2016-17 Talent Board EMEA Candidate Research Report shares research that supports taking a customer-centric approach:
Savvy employers are making their recruiting teams available to answer questions during live chats on career sites and social media, as well as experimenting with chatbots to answer general employment questions
.Its also interesting to note that companies are engaging as much as they do in social media to attract candidates in 2017, despite candidates still leveraging social channels like Twitter and Facebook with much less frequency.
The same survey shares that candidates have higher expectations and want to understand their progress and how much of their application is left. Think about your application process and if it reflects your great place to work. Small improvements to your registration and application process can reap benefits and build engagement in the early stages.
Talent Board CandE research shows that the candidate experience improves when companies help candidates prepare, ask relevant questions and communicate with candidates throughout the interview process. Its at this stage that intelligent, personalised alerts and inviting candidates to choose their preferred interview slot can help with the nurturing of talent throughout the process. Think of your recruiting process as the perfect opportunity to demonstrate engagement and your customer-centric approach.
Having provided a stellar recruitment service to attract and select the ideal candidate, fully immersed them in your brand and culture throughout the process and have them accept your offer, your onboarding process should keep your new hires warm before they start and ensure they are prepared for their first day. Take the opportunity to customise your offer management process and provide step-by-step new hire information while collecting that vital candidate information.
A candidate driven market
If you want more insight on understanding candidates and what works to attract the right quality and quantity in a candidate-driven recruitment market then take part in this survey to find out which channels and techniques are working best . Your input will form part of the report, which will give valuable insights into candidate attraction trends in the UK recruitment market. We will be able to send you a copy of the 60-page report to act as a reference guide for your recruitment activity.
The survey should take no more than 5 or 6 minutes to complete and is entirely anonymous. Participants have the option to enter the prize draw to win a £250 Amazon voucher at the end of the survey. You can also download a free copy of the 2017 UK candidate attraction report to see the in-depth analysis for planning your candidate attraction strategy.
Download the Travelodge Case Study on how they understood their target audiences and developed the candidate journey.
Alternatively, take a peep at our careers site guide and learn how others have benefitted from candidate-centric careers sites.
October-12-2018
- onrec.com Millenials are currently big news for the recruitment industry and rightly so - they have become the largest generation in the workforce. Millennials also prioritise job security above all else and are moving jobs less frequently than the generation before them. Posted in News archive on 12 Oct 2018
With unemployment at an all-time low, now is the time for recruiters to change tactics or risk losing this dominant sector of the workforce.
A new survey was undertaken to understand what engages and deters millennials when dealing with recruitment companies.
The results glean some practical things recruiters can change and implement today.
Recruiters are currently putting millennials off at the first hurdle and losing clients to the competition. Recruitment companies must invest in their websites or it will hinder their success. Millenials are extremely internet savvy and their attention needs to be captured - a huge 62% of millenials wont use a recruiter if their website is poorly designed, slow to respond or unsecure.
A website is a direct reflection of how clients view the agencys potential to get them a job. A good website will ensure credibility and trust, while a poor website means candidates are likely to go elsewhere.
Key to recruiter success is to getting to know candidates and and building relationships with them so that they use the same recruiter throughout their career. Over half (57%) of millennials surveyed said that receiving inaccurate job offerings would cause them not to use the same recruiter in the future.
Other important takeaways from this new survey include:
Only 19% of millennials like to be cold contacted by a recruiter, yet this is an increasingly common practice in the recruitment industry
1 in 4 millennials surveyed stated receiving emails from a recruiter when they aren't job hunting would put them off using that company in the future
The findings of the survey highlight the need for recruiters to put millennial needs at the heart of their business and adapt to the groups needs accordingly in order to survive in this highly competitive marketplace.
Don Byrne, recruitment sector consultant at Cheeky Munkey, states:
Candidate attraction and retention are intrinsic to the success of a recruitment agency and the survey highlights areas of key importance to millennials when they are choosing an agency. Revealing that a poor website deters nearly 63% of those surveyed, its crucial to ensure your site is responsive and appealing to prospective candidates.
The overarching message we discovered from the survey was recruitment should never be a one size fits all process. While candidates will differ in what they place a value on, each and every one should be treated as an individual.
To find out more about the survey, visit: https://cheekymunkey.co.uk/millennials-recruitment-interview-process-survey/
October-12-2018
- onrec.com impress.ai is an AI chatbot platform for recruiters. Their conversational bots conduct competency-based structured interviews using techniques from Industrial-Organizational Psychology, specifically situational judgment questions. Posted in News archive on 12 Oct 2018
Company Profile RChilli Inc. View profile » These chatbots autonomously interview, engage, and shortlist candidates at scale, 24/7, and actively fight human bias by hiding biasing information from human reviewers.
Impress.ai chose RChilli s resume parser to make sure that candidates are engaged, have a positive interview experience and complete the qualification process of their AI chatbot.
What Were the Key Challenges?
The main challenge impress.ai faced was that they were not able to build anything with a resume in PDF format .
Also, a simple parser only gave them an email and name .
Using the right technology to enhance the productivity of its chatbots was a major concern.
impress.ai needed a solution which could put an end to this trouble. They checked the market and found RChilli which suited their requirements the best. The reason they chose RChilli was its easy-to-use API and strong reputation in the HR Tech industry.
How RChilli Helped?
Our resume parser helps the company parse resumes of any document format , be it doc, docx, pdf, html, rtf, etc. This solves their challenge of handling PDF file of the resume. Thus, there is a high conversion rate of resumes.
The company receives the extracted information from the resume in more than 100 fields such as name, email, experience, phone number, qualification etc.
We support parsing of multiple languages and global resume layouts and formats . This helps the company in interpreting resumes from all over the region.
Whats the Outcome?
With our resume parser, they can build smarter resumes which help them ask contextual questions in interviews to candidates through their chatbot platform.
The company has also built better technology with RChillis technology as a reliable foundation.
They have achieved 80% interview completion rate overnight .
October-12-2018
- onrec.com The MODs Career Transition Partnership celebrates its 20th anniversary Posted in News archive on 12 Oct 2018
In the two decades since its launch, a quarter of a million service leavers have been supported in the next stage of their careers by the Career Transition Partnership (CTP), a partnership between the MOD and Right Management Ltd.
The CTP offers one-to-one career guidance, vocational training, events, networking and employment opportunities to serving personnel for up to two years before they leave the Armed Forces, supporting them as they prepare to enter the civilian workplace or further education.
Delivering training in interview techniques and CV development, as well as targeted workshops designed to identify and harness an individuals strengths, 93% of all service leavers transitioning through the CTP who are seeking employment, are in new roles within six months.
Ex-serving personnel can also access CTP support for two years after they have transitioned back into civilian life, ensuring the adjustment process is as smooth as possible.
Tobias Ellwood, Minister for Defence People and Veterans, said:
Our Armed Forces develop invaluable, lasting and transferrable skills during their service, and it is right that we support them to reach their potential when they leave.
With admirable qualities such as leadership, dedication and team work, those who have served are an asset to any organisation. The Career Transition Partnership team plays an ever more vital role in helping our people navigate the many opportunities open to them.
The CTP also provides specialist training to those who leave service early through the Future Horizon Programme, which has supported 11,500 personnel since its introduction in 2008. A further specialised career programme, CTP Assist supports approximately 900 wounded, injured and sick service leavers per year to achieve a sustainable and fulfilling career, regardless of time served.
The CTP offers a wide range of vocational training courses to enhance qualifications gained in the military or to retrain for a new career. Courses in fields such as finance, project management, IT and health and safety, and are designed around the needs of service leavers and to connect with routes to employment.
The CTP Employment Team is focussed on engaging with local SMEs and national employers to create unique pathways into employment and ensuring organisations take a strategic approach to integrate military talent into their workforce planning.
The CTP is currently working closely with a broad range of employers such as Amazon, Barclays, Jaguar Land Rover, BAE Systems, and Openreach to align the wealth of transferrable skills and experiences service leavers have.
Along with online career resettlement guides, personnel can also access advice on wider aspects of the transition process, including housing and pensions, managing finances, and moving abroad. This guidance is part of the broader support on offer to personnel to bridge the gap between military and civilian life.
The CTP is the first example of a military resettlement service provided by a partnership of private, public and charitable organisations, anywhere in the world. The model, established by the partnership between the MOD and Right Management Ltd, is supported by RFEA The Forces Charity who deliver CTPs employment support, and is at the forefront of best international practice.
David Duffy, Right Management Ltd, Contract Director for Career Transition Partnership, said:
I am proud that Right Management have delivered a world-class resettlement provision on behalf of the MOD for two decades, helping to bridge the gap between military and civilian careers and connecting Armed Forces personnel to jobs. CTP staff are extremely committed and passionate about the part they play in supporting service leavers and this is evident in the remarkable achievements we have made.
The working landscape has changed beyond all recognition since we started, with an ever more transient marketplace and technology, along with social media, driving change at pace. Despite this, the CTP has stayed at the forefront of delivery, keeping pace with change and continually adapting to meet the needs of our service leavers.
October-12-2018
- insurancejournal.com EPIC Insurance Brokers Consultants, a national retail insurance brokerage and employee benefits consulting firm, has acquired the assets, employees and operations of Total Management Corporation (TMC). Based in Melville, N.Y., with a second office in Manhattan, TMC has created
October-12-2018
- insurancejournal.com Pressure is building on major Indian employers to take allegations of sexual harassment more seriously after a surge in the number of complaints against prominent public figures in the past week. At least one major Indian newspaper, some politicians and
October-12-2018
- usatoday.com Three ex-SolarCity workers allege the company fired them after they told managers that other employees created fake sales records, boosting the companys value. The ex-employees say SolarCity also discriminated against them.
October-12-2018
- onrec.com Morgan McKinley London Employment Monitor Posted in News archive on 12 Oct 2018
London Employment Monitor September 2018 highlights:
2% decrease in jobs available, month-on-month
38% decrease in jobs available, year-on-year
19% decrease in professionals seeking jobs, month-on-month
35% decrease in professionals seeking jobs, year-on-year
Average salary change for September is 20%
Cocktail of postponed holidays and Brexit fears sink summer jobs numbers
Traditionally one of the highest performing jobs months of the year, September failed to deliver its usual spoils. Jobs available were down a modest 2% month-on-month, and a rather more dramatic 38% year-on-year. In Brexit adjusted terms, August was a strong jobs month. Whats disappointing is that it wasnt the beginning of the seasonal spike, it was the end of it, said Hakan Enver, Managing Director, Morgan McKinley Financial Services .
Enver attributes the low figures in part to a change in holiday patterns. The uncharacteristically warm summer drastically increased the number of staycationers who wanted to enjoy London without the chill and the rain, opting instead to take summer breaks much later than usual, some even as late as September. The pattern shift was so significant this year that Thomas Cook issued a profit warning .
The other culprit for the low job numbers was a more familiar one: Brexit. The political and policy disarray surrounding the terms of the transnational divorce is creating a new round of jitters among the Citys largest employers. "The cabinet appears to be spending considerably more time fighting one another than fighting for a good Brexit deal. Its an embarrassment", said Enver. "It's time for the British Bulldog to wake up and get to work".
The disarray has heightened calls for a second referendum. In a survey of over 7,000 professionals conducted by Morgan McKinley in May 2018, 58% of respondents said they favored a second referendum. 9% were unsure, leaving a mere third in opposition. Time and time again people are saying that they dont trust the government to get this right, and so far the government has proved them right, said Enver.
Job seekers eternal limbo
Business jitters still have not manifested in the much feared Brexodus, with reports showing that the number of staff being moved elsewhere in the EU is in the hundreds, not thousands . That businesses are opting to keep people in the City for now is excellent news. But they are poised to pivot if they need to, so we may yet see a mass relocation in the coming six months, said Enver.
After a brief summer reprieve, job seeker figures are back to their usual Brexit selves: down by 19% month-on-month, and 35% year-on-year. Fuelled by the World Cup and the hot weather, we saw optimism from job seekers throughout the summer. But the feel good factor has worn off, said Enver. Very few people are going to be looking for new jobs if they think they may be having to file expensive visa applications six months down the road, he concluded.
In alarming news for the City's medium term future, business students have begun to turn to Ireland for their studies , instead of the the UK. "Whenever theres a brain drain, the knock on effect can be felt for years, with employers having to rely on less qualified professionals, said Enver. We saw this in 2008 when businesses didn't hire recent graduates, and then five years later they struggled to fill middle management positions".
Technical accounting professionals among those in high demand
A number of sub-sectors are booming, despite the flat-to-low jobs data. In financial services, technical accounting and finance business partners are the top hiring areas. The demand is driven by changes in financial reporting standards, such as IFRS 9/15, and clients tightening up on financial controls. Institutions that are moving operations to Dublin and Frankfurt are hiring in spades for stakeholder relationship management, control budgeting, and forecasting, added Enver.
Banks continue to struggle to keep up with innovative start-ups, giving professionals with the applicable expertise significant negotiating power when it comes to salaries. Banks are playing catch up to create the necessary cultures and dynamic environments to attract these types of professionals, said Enver.
Marketing professionals remain in high demand as businesses are seeking professionals who can help them build brand awareness through media and public relations, as well as internal relations experts who can help them retain and attract top talent.
Average Salary Change
The average salary change for a candidate moving from one firm to another in September 2018 was 20%.
About Morgan McKinley
Morgan McKinley is a global professional services recruiter connecting specialist talent with leading employers across multiple industries and disciplines.
With offices across Ireland, the UK, EMEA, Asia and Australia, the companys professional recruitment expertise spans banking financial services. commerce & industry and professional services. Morgan McKinley is a preferred supplier to many of the major employers in its specialist sectors and thousands of smaller local firms.
www.morganmckinley.co.uk
October-12-2018
- onrec.com
And some of them just arent true! Posted in News archive on 12 Oct 2018
Company Profile CV-Library.co.uk View profile » According to the latest research from leading independent job board, CV-Library , while almost half (45.5%) of professionals believe there are set rules you should follow when job hunting, the majority (77.7%) say that no one has ever taught them what these rules are.
The survey of 1,100 UK professionals found that over two thirds (69.9%) of Brits admit to feeling confused about the job hunting process, with 64.5% stating that they were never taught how or where to look for a job.
As a result, the survey sought to find out what myths candidates believe to be true when searching and applying for jobs, revealing the following 10 factors:
1. You should apply to as many jobs as possible - 57.6%
True and False While you should aim to broaden your horizons and apply for the jobs that interest you, try to focus on quality over quantity to get the most out of your job search.
2. You cant get a job without relevant experience - 56.4%
False So long as you can demonstrate that you have the right attitude and transferable skills for the job, you dont necessarily need to have industry experience.
3. The most skilled candidate will get the job - 37.2%
True and False Employers want the best cultural fit for their organisation, sometimes thats the most skilled candidate, sometimes its about potential.
4. Your CV needs a unique design to stand out - 36.2%
False A unique design could help you to stand out, but equally, be off putting! Its better to stick with a clear layout thats easy to read, using a traditional font such as Arial or Calibri.
5. You should arrive 30 minutes early to an interview - 33.9%
False Arriving too early to an interview is a big no-no and may annoy your potential employer. Instead, aim to arrive around 5-10 minutes before its due to start.
6. Your CV should only be one page long - 19.9%
False Limiting your CV to one page wont leave enough room to include all the relevant information. That said you should aim to avoid anything longer than two pages.
7. You can't change industries - 13.9%
False Your previous jobs will give you a transferrable skill set, which you can utilise in your next venture. So if you want to move industries go for it!
8. You shouldnt negotiate on an entry level position - 13%
True and False While entry-level candidates should be more careful when negotiating an offer, it doesnt mean it should be ruled out particularly if you feel it doesnt match your value.
9. You cant get a job without a degree - 11.40%
False Nowadays, theres plenty of options for individuals that dont want to do a degree. Apprenticeships, for example, provide valuable training and experience.
10. The internet is the only place to find a job - 9.50%
True and False While most people start their job search online, you can also find a job through networking or at events.
Lee Biggins, founder and managing director of CV-Library comments on the findings:
Job hunting isnt always an easy process and can be stressful. Especially if you think that there are set rules you should follow, which in reality, may not be 100% correct and could be holding you back!
Follow our advice to help you out and check out what the internet has to offer. There are many career advice blogs to read which provide tips for landing your dream job. Also, many companies post helpful job hunting tips on social media, which is perfect for discovering new insights.
If youre looking for help with how to write a CV , job interview tips or even a complete guide to writing a cover letter check out the CV-Library career advice blog .
October-12-2018
- onrec.com Commenting in response to the government consultation on ethnicity pay reporting, Peter Cheese, CEO of the CIPD, comments: Posted in News archive on 12 Oct 2018
Company Profile CIPD View profile » "The CIPD has consistently highlighted the need for organisations to be more transparent about how they report on the diversity of their workforce and how they reward, manage and develop their people as a catalyst for creating more diverse and inclusive workplaces.
"We fully support the principle behind ethnicity pay gap reporting and the need for meaningful action in this area that will drive genuine change. It is crucial that the insights and views of employers are fully taken into account during the consultation, for any new law in this area to truly create more inclusive workplaces.
"There are many challenges and complexities to consider when collecting, analysing and reporting data on ethnicity so there will be a need to provide in depth information, advice and guidance for employers. The CIPD will be leading the development of such support for the HR and people management community.
"It is also important to remember that ethnicity pay gap reporting will only have a positive effect if it leads to changes in how employees from a minority ethnic background are recruited, managed, developed and promoted. This is why there is a need for employers to report on their action plan in response to their ethnicity pay gap data if the proposed new legislation is to act as a game changer.
"We believe that work should work for everyone. There needs to be more people from different backgrounds in senior level positions in the public and private sector and role models for the next generation. Thats why were delighted to sign the new Race at Work Charter, which builds on our commitment to championing better work and working lives for people and society."
October-11-2018
- usatoday.com A customer service operations manager for the US Postal Service is accused of taking $630,000 worth of stamps and selling them online.
October-11-2018
- usatoday.com Failure to pay heed could cost you in the form of a 50 percent tax penalty. And some other tips for changes in filing taxes.
October-11-2018
- insurancejournal.com Texas Commissioner of Workers Compensation Cassie Brown has appointed Debra Knight as the new deputy commissioner of Compliance and Investigations. This program area at the Division of Workers Compensation (DWC) monitors compliance and investigates fraud and administrative violations. It is
October-11-2018
- insurancejournal.com For the fifth consecutive year, many Kansas business owners will pay less for workers compensation insurance again in 2019, the Kansas Insurance Department reported. With another rate decrease, Kansas companies will potentially have more money to grow their businesses, Kansas
October-11-2018
- onrec.com Proactive approach reflects increased awareness and understanding about mental health yet workplaces lag on policies and culture Posted in Statistics and trends on 11 Oct 2018
Workers in the U.K. are open to using a range of technologies from online chatrooms, mobile apps and GP services to artificial intelligence and virtual reality to help look after their mental health, according to results of a survey from Accenture (NYSE: ACN).
The survey of more than 2,000 workers in the U.K. found that four in 10 people (39 percent) are already using technology such as online services, mobile apps and wearables to manage stress, improve sleep and boost mental wellbeing; the number is even greater 46 percent among those who have experienced mental health issues. This proactive use of technology is happening as significant proportions of people report mental health challenges, with more than half (55 percent) of respondents saying theyre either experiencing mental health issues now or have had mental health issues in the past.
Not surprisingly, most workers (77 percent) believe that people should take proactive steps to manage their mental health, and more than half (57 percent) believe that apps and online technologies are going to become the first option many people use to do so. The majority have used or would use online counselling services or helplines (72 percent), apps for meditation or relaxation (69 percent), online chatrooms and support groups (67 percent) and interactive GP services (65 percent). In addition, approximately half (52 percent) would use a chatbot powered by artificial intelligence to support their mental wellbeing, and slightly more (55 percent) believe that virtual reality can be helpful in managing mental health issues.
Two-thirds (67 percent) of workers who have used technology to support their mental health said their choice of technology was based on recommendations from healthcare professionals. However, one in three workers (32 percent) are willing to use technology to support their mental health without any professional guidance, and three in four (75 percent) would consider using tech without knowing how well it was tested.
As the range of technology for mental health expands, organisations can support their employees by providing them with access to tools that have been tested and found to be most effective, said Barbara Harvey, a managing director at Accenture and mental health lead for the companys business in the UK. However, technology will only ever be part of the solution theres no substitute for people talking and supporting each other. Its all part of creating a truly human workplace where everyone feels safe to open up about mental health.
Nearly nine in 10 respondents (87 percent) believe that there is increased awareness about mental health and that people are more willing to talk openly about mental health issues than they were a few years ago (82 percent). The impact of high-profile people speaking out about their own mental health challenges was believed to be the biggest factor influencing peoples willingness to talk openly about mental health issues, cited by more than half (53 percent) of respondents.
In contrast, within the workplace just one in five employees (22 percent) said they would be open with colleagues about mental health issues. The most-cited reasons why respondents said they wouldnt discuss mental health issues with colleagues were fear of being treated differently (39 percent), embarrassment (30 percent) and the belief that it would damage their career prospects (27 percent). Only 14 percent said their companys senior leaders had communicated about the importance of managing mental health in their workplace.
Among other key survey findings: Only one-quarter (25 percent) of respondents were aware of wellbeing initiatives at their organisations to keep staff mentally healthy, and only one in five (20 percent) knew their organisation had a written policy on mental health.
Recent high-profile initiatives have made mental health in the workplace a priority across UK business and are providing unprecedented information and support for employers, which will be vital in changing attitudes and practices, said Sophie Dix, director of research at mental health charity MQ. To capitalise on these advances, we also need to develop effective ways to treat and prevent mental health conditions in the workplace. Accentures survey shines a light on the potential for using technology to achieve this goal but also points to the major lack of evidence that exists for current interventions. Through research we can change this, and at MQ were working with business to make this a priority.
The survey also found that younger workers are far more likely than older ones to use technology to support their mental health. For example, 75 percent of Gen Y and Gen Z respondents said they would use smartphone apps to manage their mental health, compared with just 53 percent of Gen X respondents and 36 percent of baby boomer respondents. Male workers are particularly likely to seek support through technology: Among Gen Y respondents, 86 percent of men compared with just 66 percent of women have used or would consider using apps or interactive tests online which help diagnose mental health.
Accentures Commitment to Supporting Its Employees Mental Health
Accenture offers its employees in the U.K. numerous mental health and related programs, including a free 24/7 confidential counselling service available to all employees through Bupa; online awareness training; access to an anonymous, professionally managed chat environment; as well as mindfulness and sleep improvement apps. The company is also working on an immersive virtual reality experience to support mental health in its Liquid Studio in London, a creative space where innovative solutions are developed to address business and societal challenges.
In addition, Accentures HR professionals receive special mental health training, and the company has appointed a mental health lead for each area of its business in the U.K. To encourage employees to talk about mental health and to equip people with the right skills to support colleagues in need, Accenture has also developed a Mental Health Allies programme, which includes more than 1,500 trained Mental Health Allies representing approximately 15 percent of Accentures UK workforce and the companys Accentures entire U.K. leadership team has committed to undergo the training.
At Accenture were working to create a culture where everyone is able to talk about their mental health and knows how to help a colleague who may be struggling, Accentures Harvey said. We want to empower people to do whats right for them when it comes to mental wellbeing, and technology can be a vital channel for those who are not ready to talk as well as those who are working away from home.
Methodology
Commissioned by Accenture and conducted in June 2018 by Loudhouse, a specialist research division of the Octopus Group, the online survey covered approximately 2,000 employees in the United Kingdom, including full-time, self-employed and part-time white-collar workers aged 18-64 in companies ranging in size from fewer than 10 to more than 750 employees.
About Accenture
Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialised skills across more than 40 industries and all business functions underpinned by the worlds largest delivery network Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 459,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com
October-11-2018
- onrec.com The Robert Half 2019 Salary Guide reveals nearly five million1 UK SMEs, the equivalent to four out of every five (82%) small and medium-sized companies, are struggling to attract the skills they need. As a result, many are being forced to offer salary packages higher than originally expected to recruit the right talent. Posted in News archive on 11 Oct 2018
SMEs are being forced to increase remuneration levels to compete for candidates
Competition is being driven by the skills needed to adapt to digitalisation
SMEs lag behind larger companies when it comes to offering training a key factor to employee retention
The Robert Half 2019 Salary Guide reveals nearly five million 1 UK SMEs, the equivalent to four out of every five (82%) small and medium-sized companies, are struggling to attract the skills they need. As a result, many are being forced to offer salary packages higher than originally expected to recruit the right talent.
More than half of CEOs (53% 2 ) admit they cant find candidates with the necessary skills to help them navigate an increasingly digitalised business landscape. These include data analysis and digital skills, as well as softer skills such as resilience, adaptability to change and critical thinking.
These concerns are set to increase with the uncertainty of Brexit and the potential decrease of skilled talent.
According to the recruitment specialist, this widespread shortage of specialist skills has created a buyers market for those candidates who possess the key skills in demand. As a result, many businesses are increasing their recruitment investment to secure the right talent, while also preparing for the UKs exit from the European Union. More than two in five (43%) SMEs say increased remuneration levels have been necessary in the last three years to secure the best quality candidates more so than large businesses (35%*).
The Robert Half 2019 Salary Guide also found that seven out of 10 businesses are paying more than they initially planned to secure their favoured candidate, as a fast-paced market drives increasingly competitive salary negotiations.
Matt Weston, UK Managing Director at Robert Half commented: Technology and digitalisation is rapidly changing the UK business landscape. This, coupled with uncertainty around Brexit, means that businesses must adapt their recruitment strategies to ensure they are equipped with the right talent to keep up. However, the skills desired within certain roles remain specialist and unobtainable without presenting a competitive offer. The skills required is changing at faster pace than their adoption among the mainstream UK workforce, creating a buyers market for those who possess them. Attracting, securing and retaining the right talent will rely on faster hiring times, flexible recruitment strategies and competitive remuneration packages.
Pressure on businesses to invest in measures to retain top talent
In order to cope with the intensifying war for talent, companies are investing in training and workplace benefits. Skills development is now a crucial component of job satisfaction. More than three in four (76%) employers said their staff wanted to leave if they were unable to provide them with training. However, SMEs lag behind large companies in the training they currently offer staff (52% versus 68%**) meaning top talent is likely to be attracted elsewhere.
Factoring in recruitment fees, remuneration and onboarding costs such as training, employee churn is estimated to cost businesses £30,000 3 . Many SMEs are investing in softer benefits to increase retention levels - while 39% currently have an employee wellbeing programme in place, over a third (34%) offer flexible and remote working.
Matt Weston added: For SMEs, it may be more difficult to compete for a candidate against larger organisations on financial compensation alone. However, by considering their long-term talent pipeline, SMEs are able to compete on non-salary benefits, career opportunities and responsibilities of the role. SMEs have an opportunity to show employees they are valued members of the workplace. While salary will always be an important factor, offering people ways to work happy will be vital in the war for talent.
1 Department for Business, Energy, Industrial Strategy: Business Population Estimates for the UK and Regions 2017
2 UK economic outlook, PwC, March 2018
3 Oxford Economics, The Cost of the Brain Drain, 2014
* UK businesses were asked: What are the top three initiatives you have focused on in the last three years to attract top talent?
Business size
Increased remuneration levels over the last three years
Small, medium businesses
43%
Large businesses
35%
Public businesses
43%
Private businesses
40%
Source: Robert Half, 2018
**UK businesses were asked: What are the top three measures you are currently undertaking to ensure you have the requisite skills in your department?
Business size
Providing training to fill skills gaps
Average UK
58%
Small, medium businesses
52%
Large businesses
68%
Source: Robert Half, 2018
About the Robert Half 2019 Salary Guide
Since 1950, Robert Half has produced Salary Guides to offer business owners, hiring managers and professionals information on prevailing starting salaries and insight into the latest employment trends. Companies consult the annual Salary Guide to determine appropriate remuneration for accounting and finance, financial services, technology, marketing and business support professionals at all levels.
Information in the Salary Guide is based on the thousands of job searches, negotiations and placements managed each year by Robert Half's recruitment consultants, along with the company's ongoing surveys of executives. Continuing or ongoing salaries are not reported because many external factors such as seniority, work ethic, non-monetary benefits, job performance and training impact the salaries of permanent professionals as work histories develop.
Download the Robert Half 2019 Salary Guide
About Robert Half
Robert Half is the worlds first and largest specialised recruitment consultancy and member of the S&P 500. Founded in 1948, the company has over 300 offices worldwide providing temporary, interim and permanent recruitment solutions for accounting and finance, financial services, technology, marketing and business support professionals. For more than 20 years, Robert Half has been named to FORTUNE ® magazines list of Most Admired Companies and offers workplace and job seeker resources at:
roberthalf.co.uk and twitter.com/roberthalfuk .
October-11-2018
- onrec.com Posted in News archive On the7th October, four employees from Brentwood-based Athona Recruitment were up at the crack of dawn volunteering for their charity of the year, Alzheimers Society and the Chelmsford Memory Walk. on 11 Oct 2018
Company Profile Athona Recruitment, Affecting Futures View profile » Sunday saw nearly 3,000 people descend on Hylands Park in Chelmsford to complete the 7km or 2km Memory Walk and raise vital funds for Alzheimers Society. Without the support of over 90 volunteers, this event would simply not have been able to run.
Athona also had their very own Tommys Entourage complete the 7km walk, who have so far raised an amazing £170.
Having supported Alzheimers Society throughout 2018, Athona is looking forward to raising even more funds over the next few months, with many more events already planned, which include a half marathon in November and an inflatable Santa run in December.
About Athona
The Athona Group is a specialist recruitment provider to the healthcare and education markets. As a leading UK staffing company, Athona was established in response to a demand for an honest, professional and reliable agency. If you are interested in finding out what opportunities are available or need a recruitment solution, then please get in touch today.
As a business we take what we do seriously and our Affecting Futures strapline highlights that. We understand that decisions we make in our day-to-day working lives impact the futures of those we interact with. Affecting Futures is at the forefront of everything we do.
For more information please contact:
Candice Marnell T: 01277 217777 E: marketing@athona.com
October-11-2018
- onrec.com Shred-it launches GDPR Manager to help with accountability and compliance by guiding users through a six-step process from initial assessment to an ongoing action plan Posted in Launch on 11 Oct 2018
Shred-it, the UKs leading information security company and a Stericycle solution, has today announced the release of a new online self-service tool designed to support HR and recruitment businesses on their journey to General Data Protection Regulation (GDPR) compliance. GDPR Manager follows guidance from the Information Commissioners Office (ICO) and meets its expectations.
GDPR Manager demystifies the complexity surrounding compliance by guiding the user through a six-step process, from initial assessment to creating a manageable action plan.
This follows recent survey findings in Shred-its 2018 State of the Industry Report that 22% of small business owners were totally unaware of the GDPRs implementation. Furthermore, only 39% of large organisations had updated their procedures for detecting, reporting and investigating a data breach. One of the most crucial aspects of compliance is being able to demonstrate how a company acquires, manages, stores and destroys personal data, or Personally Identifiable Information (PII).
David Hagelthorn, GDPR SaaS Business Manager, states, All organisations that collect, process and store PII must now put in place technical measures to manage the transparency and consent requirements of the new regulation. However, our 2018 State of the Industry Report highlighted that just 44% of large businesses and 19% of small businesses have documented a lawful basis for processing data. By adding GDPR Manager to Shred-its compliance portfolio, we are further showcasing our drive to help businesses both large and small protect what matters to them most; their reputation; their people; and their customers data.
The GDPR Manager tool enables businesses to take a holistic approach to data security and privacy. With data management now in sharp focus, the online tool gives a company the ability to prove how it manages its data, critical to ensuring compliance with the GDPR. By having all the data and procedure management information in one place, a company can demonstrate accountability within one hour, which according to the ICO, is a key requirement.
David Hagelthorn continues, As a result of developing this tool to meet the expectations of the ICO, purchasing and using GDPR Manager will help demonstrate that a company is working towards compliance. We all know the large fines and potential ramifications of non-compliance, so were excited to be able to provide our customers and other businesses with a clear and structured pathway to GDPR compliance.
Representing excellent value for money from just £39 per month, the platform is mapped to the relevant sections of the GDPR and facilitates ongoing accountability to data protection principles. GDPR Manager features best practice guidelines, analysis tools and a library of legally vetted sample policy and procedural templates all accessible 24/7 from any location and on any device. A 14-day free trial providing easy access to the majority of the framework with no obligation is available now at: gdprmanager.stericycle.co.uk/shredit-solution
Image caption: The UKs leading information security company Shred-it launches GDPR Manager to help guide users through a six-step compliance process
For further information about GDPR Manager, please contact:
Sean House | Matt King Media Safari Phone: + 44 (0)1285 700715, E-mail: sean.house@mediasafari.co.uk
About Shred-it
Shred-it is a world-leading information security company providing information destruction services that ensure the security and integrity of our clients' private information. Shred-it, a Stericycle solution, operates in 170 markets throughout 18 countries worldwide, servicing more than 400,000 global, national and local businesses. For more information, please visit www.shredit.co.uk
October-11-2018
- onrec.com Posted in News archive The Access Group, one of the UKs leading providers of software to growing mid-market businesses, today announces the acquisition of Microdec, software supplier with over 35 years experience providing CRM software exclusively to the recruitment industry. on 11 Oct 2018
Company Profile The Access Group View profile » The acquisition of Microdec, with revenues of over £5.3m, is a testament to Access commitment to the recruitment industry and demonstrates clear investment in fulfilling its ambitious plans for the future.
Access already works with over 40% of the UKs top 500 agencies and 75% of the top 20 agencies. Now with Microdecs 550 customers, including some of the worlds leading recruitment brands, Access supports over 25,000 users and delivers the most comprehensive solution to the market enabling automation of business processes from candidate attraction through to cash collection for recruitment agencies of all sizes.
Paul Vogel, Managing Director for Access Recruitment Division, commented We are excited to welcome Microdec into the Access family and look forward to deepening our relationship with Microdec customers over coming months and years and further supporting their business.
Clive Seagers, CEO and founder of Microdec who is stepping back from the business to concentrate on his other ventures shares his confidence in Access being the best home for Microdec customers and staff. With Access expertise in recruitment, customer-centric culture and track record in helping businesses, our clients will be in safe hands. The company is also well placed to offer additional scale, support and new opportunities to further improve productivity and efficiency for our customers.
Access continues to go from strength to strength over recent years significantly expanding its recruitment portfolio from the original flagship CRM product, Access RDB, to incorporate pay and bill and candidate screening after last years acquisition of Safe Computing. This has enabled it to help businesses with everything from sourcing, screening and attracting the right candidates, paying workers, contractors and candidates right through to billing clients and manging cash collection.
Access also recently announced the launch of Access Workspace, its latest proposition in connected and collaborative working. The new platform brings together all departments across a recruitment business, from sales, finance, HR, IT and compliance to fuel efficiency, productivity and collaboration.
With a third acquisition in the recruitment market now under its belt and ambitious strategies in place, Access Group clearly has no plans to slow down any time soon.
October-11-2018
- usatoday.com Sears may file for bankruptcy, we would like to hear from you, stories, employee experience, what sears has meant in your life?
October-11-2018
- onrec.com Artificial Intelligence (AI) can radically improve employee selection processes - by enabling recruiters to assess many more applicants - but the basis of your selection decisions must be legally defensible, according to a new paper by assessment specialist cut-e. Posted in News archive on 11 Oct 2018
Company Profile cut-e View profile » Called Artificial Intelligence in assessment , the paper explains the role of cognitive technologies in talent acquisition. It highlights how AI is used today to enhance recruitment and how it might be used in the future. As well dispelling some of the myths about Artificial Intelligence, the paper illustrates how it can improve the speed, efficiency and effectiveness of employee selection.
Artificial Intelligence is often perceived as a futuristic technology, but the truth is that it is already part of our lives, said Dr Achim Preuss, Chief Technology Officer at cut-e. The increased processing power of todays computers, combined with the sophisticated use of algorithms and machine learning has led to an increase in AI-based applications. In recruitment, this means that huge volumes of candidate data can now be analysed and interpreted quickly and cost effectively. This paper outlines the revolutionary implications of AI. It highlights what AI really involves and what it can accomplish.
Artificial Intelligence is currently used to automatically generate test items in assessments and to automate scoring and reporting. Machine learning is used in data analysis to create predictive people analytics, to help employers make better talent decisions. AIs analytical power is also used to evaluate video assessments.
AI has been part of assessment since the advent of automated computer-based scoring in the 1980s, said Dr Preuss. However, AI can now further improve the precision and efficiency of assessment and it can optimise and enhance the selection experience for candidates. This means that recruiters now have the opportunity to assess many more applicants.
The paper warns against using black box algorithms in AI, as these can make selection decisions difficult to justify.
The AI thats built into talent assessment must be transparent and open to challenge, said Dr Preuss. With black box algorithms, its almost impossible to understand how they reach the conclusions they deliver. If your selection decisions cannot be explained, they can be challenged by applicants in a court of law. A better and more legally-defensible approach for assessment is to allow AI to continuously learn by observing the best practice of human raters. When multiple human raters assess a candidates responses, looking for specific behaviours and competencies, an AI system can learn to understand and mimic their ratings. It will then begin to rate other candidates in exactly the same way.
As the breadth and scope of AI expands, the paper predicts that AI will make recruitment even more efficient, productive and successful by augmenting human activity.
AI and recruiters will work alongside each other in the future, said Dr Preuss. Cognitive systems perform tasks, not entire jobs. If good selection decisions are made - and candidates perform well, feel engaged and stay - then the importance of recruitment consequently rises. Recruiters will therefore become even more important in organisations as theyll guide, coordinate, control and monitor complex AI-driven selection processes. Rather than taking resources away from a successful department, it makes more sense to supplement it with additional investment to achieve an even greater impact.
cut-es new paper Artificial Intelligence in assessment can be freely downloaded from http://infomail.cut-e.com/slt.php?t=38kh2u.1atnrjm
Experts from cut-e will answer questions about Artificial Intelligence in talent assessment - and other key topics - at a half-day forum on Tuesday 6 November (8.30am-1.00pm). Called Exploring new frontiers in talent assessment , the forum will be held at the Aon Centre, Leadenhall Building, 122 Leadenhall Street, London EC3V 4AN. For information about this event, please visit: https://www.cut-e.com/about-us/event-schedule/event-detail/article/exploring-new-frontiers-in-talent-assessment
October-11-2018
- usatoday.com For $65 a pop, guests at the underground supper club were treated to a five-course sit-down meal. They had no idea whom they would dine with.
October-10-2018
- reuters.com Third Point LLC warned Campbell Soup Co's board on Wednesday against picking a new chief executive before next month's annual meeting, where the hedge fund wants to oust all current directors.
October-10-2018
- reuters.com Pressure is building on major Indian employers to take allegations of sexual harassment more seriously after a surge in the number of complaints against prominent public figures in the past week.
October-10-2018
- usatoday.com Heres what to know about gas rewards cards when examining your current credit cards or marketing pitches for new ones.
October-10-2018
- insurancejournal.com Corporate boards across the U.S. are weighing whether bosses who lose their jobs for bad behavior should surrender part of their compensation. Several high-profile executives resigned or were ousted in the past year following allegations of misconduct, leaving the companies
October-10-2018
- insurancejournal.com Despite thousands of jobs set to move to the continent due to Brexit, Britains financial services minister said on Wednesday he would do all he can to ensure the City of London remains a major financial center. John Glen told
October-10-2018
- insurancejournal.com The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited DuBell Lumber Company of Medford, N.J., for exposing employees to combustible dust and other hazards. The company faces $106,432 in proposed penalties. OSHA inspectors responded to a
October-10-2018
- insurancejournal.com Risk Strategies, a privately held national insurance brokerage and risk management firm, has hired Boyce Morin as vice president of University Health Plans, the firms specialty division focusing on the design, placement and service of college and university student health
October-10-2018
- insurancejournal.com President Donald Trump has signed legislation that will protect sports medicine professionals who travel with sports teams by ensuring that their license and liability insurance remains in effect even when they cross state lines. The Sports Medicine Licensure Clarity Act
October-10-2018
- insurancejournal.com Myron Steves has named Becky Thomson to its executive team. As director of healthcare, Thompson provides oversight to the healthcare and educators liability departments. She has been responsible for managing account and client relationships, negotiating contracts with the insurance market
October-10-2018
- insurancejournal.com Alera Group has acquired Distinctive Insurance and GLB Insurance Group of Nevada. Terms of the deals werent disclosed. Distinctive Insurance is an employee benefits consulting and insurance firm located in Southern Nevada that creates tailored benefit solutions. GLB Insurance Group
October-10-2018
- insurancejournal.com Employee benefits consultant Eric Rioux has joined Locktons Southeast series as a business adviser. Locktons Southeast operation has offices in Atlanta, Charlotte, Naples, Miramar, Miami, Tampa and Greenville, South Carolina. Rioux previously spent a decade as an account manager and
October-10-2018
- usatoday.com If youre having trouble translating your retirement savings into monthly income, dont worry, you are not alone.
October-10-2018
- usatoday.com Are you unable to stand your job? Whether its the commute, the management, or the job itself, We all sometimes need a job change to make us happy. The career site, Comparably, might have an answer. Buzz60s Mercer Morrison has the story.
October-10-2018
- reuters.com European Union nations, voicing concern over a U.N. report on global warming, agreed on Tuesday to seek a 35 percent cut in car emissions by 2030, as Germany warned that overly challenging targets risked harming industry and jobs.
October-09-2018
- abajournal.com The legal services sector added 1,400 jobs in September after losing jobs for two months in a row . According to seasonally adjusted numbers
October-09-2018
- abajournal.com Justice Brett Kavanaugh joins the Supreme Court on Tuesday with a staff of four female law clerks. Its the first time any justice on the
October-09-2018
- usatoday.com High-wage jobs have grown faster than low-wage jobs over the past year or so. The rise of oil drilling and decline of retail are part of the story.
October-09-2018
- insurancejournal.com The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited Hamiltime Herb Co. LLC after inspectors found employees exposed to safety and health hazards in a follow-up investigation at its Howell, N.J., facility in May 2018. OSHA
October-09-2018
- insurancejournal.com The Bank of England ratcheted up the pressure on the European Union to help stave off the threat a no-deal Brexit poses to trillions of pounds of derivative contracts and millions of insurance policies. The EU has made only limited
October-09-2018
- usatoday.com Just about everyone has spent more money at Target than they planned to. Heres how to avoid doing it again. Buzz60s Natasha Abellard has the story.
October-09-2018
- insurancejournal.com The mother of a 2-year-old girl who was fatally mauled by dogs at her fathers home is suing Kansas welfare workers. The Kansas City Star reported that the lawsuit filed last month says the Kansas Department for Children and Families
October-09-2018
- insurancejournal.com Alliant Insurance Services Inc. has named Daniel J. Guth a vice president in Orange County, Calif. Guth will provide workers compensation, risk management, and property/casualty solutions to a diverse portfolio of clients. Guth was previously area vice president with Arthur
October-09-2018
- usatoday.com Interest rates are on the rise. Heres how 401(k) investors can adjust their portfolios to perform better as borrowing costs rise.
October-09-2018
- insurancejournal.com Workers compensation claim frequency reported by Californias private self-insured employers rose last year, the first increase in a decade, according to the California Workers Compensation Institute. The CWCI issued a report on Monday that shows the incidence of both indemnity
October-08-2018
- insurancejournal.com Annual family premiums for employer-sponsored health insurance rose five percent to an average $19,616 this year, extending a seven-year run of moderate increases.The average single deductible now stands at $1,573 for those workers who have one, similar to last years
October-08-2018
- insurancejournal.com Google agreed to pay an undisclosed amount to settle the claims of job applicants who said the company discriminated against them on the basis of age. Daniel Low, a lawyer for the applicants age 40 and older, said the parties
October-08-2018
- reuters.com Volkswagen is close to hiring Citigroup , Deutsche Bank , Goldman Sachs and JP Morgan to help with the potential stock market listing of its truck unit Traton, two people familiar with the matter told Reuters on Monday.
October-08-2018
- reuters.com Volkswagen's Brazil operation is putting workers on a 20-day furlough, the company said on Monday, citing reduced demand from Argentina, which is undergoing an economic crisis that has derailed growth and slashed spending power.
October-08-2018
- usatoday.com This hotel chain will make you a VIP guest, if you stop checking your phone! Buzz60s Maria Mercedes Galuppo has more.
October-08-2018
- onrec.com A third of UK employers (34%) think that high employee stress levels are a direct consequence of their staff not having enough savings, including pensions, according to the latest Close Brothers Business Barometer. Posted in News archive on 08 Oct 2018
A third of employers (34%) say that staff with insufficient savings suffer from higher stress levels, and a quarter (25%) have seen an increase in employee health issues due to money worries
Less than one in five (17%) think that poor financial management by their staff has no impact on their business
However, nearly half of UK businesses (47%) neither offer financial education to staff nor plan to do so
A third of UK employers (34%) think that high employee stress levels are a direct consequence of their staff not having enough savings, including pensions, according to the latest Close Brothers Business Barometer.
A further 25% have seen employee health issues arise due to money worries, and 14% have seen higher absenteeism for the same reason. Only 17% of employers think that poor financial management by their staff has no impact on their business.
Despite this, nearly half of UK businesses (47%) neither offer financial education to staff nor plan to do so. A mere one in five businesses provide financial education to their workforce, and of those, 14% describe the service they offer as limited.
The most common financial education programmes are delivered via individual face-to-face meetings, with 37% choosing this method. 35% include group face-to-face conferences and workshops, while 25% use web-based seminars. A further 26% include email education in their programme, and 23% use an online platform. More unusual methods include post (9%) and texts (4%).
Those who offer financial education do so for a variety of reasons. Employers see it as a valued employee benefit (40%), as well as a way to improve employees financial wellbeing (37%), and because its part of the businesses people strategy (33%).
Top 10 reasons to provide financial education
It is a valued employee benefit
40%
To improve employees' financial wellbeing
37%
It is part of our people strategy
33%
To improve employee engagement
25%
To ensure employees understand and make the most of all employee benefits
22%
To improve employee productivity
21%
To support engagement with our pension scheme
17%
It represents our culture and brand values
14%
To assist in talent acquisition and retention
11%
To support leavers
10%
To help fulfil our strategic business objectives
10%
To reduce absenteeism
6%
Things may be set to change. 36% of employers do not currently offer financial education, but plan to start doing so in the next three years. SMEs with 11-60 employees are most likely to fall into this bracket, with 50% claiming to have the introduction of a financial education programme in their plans for the next three years.
Jeanette Makings, Head of Financial Education at Close Brothers, commented :
Its clear that employees are not saving enough, nor are they saving in the most effective way. This is true for both short and longer term financial planning including pensions. Employers are perfectly placed to help their workforce become more confident and competent in financial decision making, in turn having a direct impact on their financial, physical, and emotional wellbeing. Those who receive financial education find it useful in guiding their immediate, medium, and long-term saving decisions. This then frees up employees at work to be happier, healthier, and more productive.
As such, having a comprehensive financial education strategy is a win-win for employers. It could even go some way towards solving the UKs productivity puzzle.
October-08-2018
- insurancejournal.com Britains businesses are suffering from Brexit-related uncertainty as exports slow, recruitment difficulties mount and investment plans are scaled back, two surveys showed on Monday. The British Chambers of Commerce said its survey of 5,600 companies, the largest of its kind
October-08-2018
- insurancejournal.com Insgroup Inc. has acquired Houston, Texas-based Fred Brown Insurance Brokerage to enhance its Employee Benefits offering to large employer groups. Insgroup also acquired Fred Brown Property Casualty. Terms of the deal were not disclosed. All Fred Brown Companies employees will
October-08-2018
- onrec.com Tuesday the 9th October is Face Your Fears Day. For many people, its a day that conjures up images of gargantuan spiders, of peering over the edge of a dizzying height, or of uncomfortably tight spaces. Posted in News archive on 08 Oct 2018
But for someone whos just landed a new job, Face Your Fears Day could instead awaken new worries; saying the wrong thing to your colleagues, showing up late on your first day, or even the fear that maybe youre not good enough for the job.
In the run-up to Face Your Fears day , marketing, digital and technology recruitment agency Forward Role took to Twitter to find out what people were most nervous about when starting a new job.
While being late on the first day and messing up at work were concerns that the majority of people seemed to have, only a handful of respondents said they werent worried at all. Clearly, the new job jitters is an almost universal feeling.
However, facing your fears might be one of the most important things you can do when starting in a new role. Brian Johnson, Director of the marketing, digital and technology recruitment agency Forward Role, says: Starting a new job is one of the biggest life changes you can make, so its no wonder that people can fear the worst. Luckily there are some great ways to combat those first day worries, that will allow you to enjoy the experience of starting a new role as much as possible.
Weve put together our ultimate success guide for conquering your deepest fears on that first day in your new job so that you can come out on top.
What if Im late?
This is the fear that topped Forward Roles poll, and its a fairly rational one; with any new job, its unclear how long it might take for you to get to the office.
Its a good idea to reduce the risk youll be late on your first day by doing a test run of your commute in advance. That way, you get an idea of which routes to avoid due to the rush hour traffic, or whether that 3-minute transfer between trains is actually long enough.
However, you might still hit standstill traffic on your first day, or your train could be unexpectedly cancelled. If you do happen to be running late on your first day, the most important thing to do is to communicate. Speak to your new companys HR department before you start to make sure you have a number you can call in the case of a delay and let them know in plenty of time.
What if people dont like me?
This is probably one of the biggest fears we all have on the first day of a new job, but put into context, its a bit of an odd one. After all, on your first day, you'll probably get introduced to a lot of people, so there wont be enough time for anyone to gather a solid understanding of who you are.
That said, first impressions do count, but thankfully, its pretty easy to introduce yourself well. Be polite: its always safer to treat people formally at first and adjust how you speak to them as you learn more about them. Also, dont forget to smile, even if youre nervous. Itll make you approachable and increases the likelihood that other people will get a good first impression of you.
If you want more advice on creating a good first impression, check out this great guide on how to introduce yourself by Kara Cutruzzula.
What if I wear the wrong thing?
If youre not sure of the dress code, dress formally. Its always better to be overdressed than underdressed: it shows that you care about coming across professionally.
Even if youre pretty sure that the dress code is pretty casual, double-check with your new HR manager in advance. Leave nothing to assumption and theres no chance of you missing the mark.
What if I dont know whats expected of me?
When you start in your new role, its normal to feel a little out of your depth, since you wont be used to the way the company works yet.
However, its not okay to feel unsure of whats expected of you.
Organise a meeting with your manager as soon as possible to go through any questions you might have. Write them down in advance and take them to the meeting: itll show your new boss that you care about using their time effectively.
Not only does this help you get clarity on specific questions you might have about your role but it also encourages your manager to be more proactive in being clear in future, saving you both a lot of hassle in the long run.
What if I mess up?
It might not sound very reassuring, but the truth is this: we all mess up at some point. And unless youre working for robots, the people you work with will have messed up too.
You should embrace failure early on; otherwise, the fear of failure will make you hold back. By holding back, you limit your ability to be creative, which ultimately puts a cap what youre able to achieve.
Embracing failure stops you from playing it safe, so you can bring value to your new company.
What if there are unspoken rules I dont know about?
Every company has its little quirks. You wont be able to figure them all out at once but you can accelerate the rate at which you learn them by asking your colleagues.
For example, you might notice a pattern in who gets teas and coffees in and when they do it. Rather than wait a few weeks to figure it out for yourself, ask someone in your team what the deal is. That way, you turn an unspoken rule into a spoken rule and theres one less thing for you to worry about.
What if Im not good enough?
This is probably the biggest, deepest fear youll have going into a new job.
It can come from all sorts of places. We live in a time when imposter syndrome the feeling that your success is down to luck, not skill is rife, so one of the best ways to get past this fear is to sit down with your CV or portfolio before you start your new job and read through it. Youll remind yourself of all that great stuff youve achieved previously, and that you impressed your new employer enough to land the role.
Alongside this little confidence booster, you should ask for feedback constantly to catch any small errors you habitually make and nip them in the bud. Asking for feedback shows a desire to improve; it indicates to your new employer that your skill level is not limited to where it currently stands, and that you will improve at your job over time. Be open with them about where you want to improve so they can provide the right kind of support and youre not left struggling.
Be fearless
No one is 100% confident going into a new job but that doesnt mean you should live in fear. Understand that everyone is human, including you, and importantly your employer. Hold your head high knowing that they chose you for a reason.
If you can be fearless in your new role, youll tackle every challenge as they come with confidence and perseverance.
So go on: face your fears
and beat them.
October-08-2018
- onrec.com After 18 months since its imposition in April 2017, the Conservatives are now reviewing their flagship apprenticeship policy. Posted in Opinion on 08 Oct 2018
Company Profile The Association of Recruitment Consultancies - ARC View profile » Moving away from the traditional form of apprenticeships, the policy introduced a plethora of new standards, created a host of new training vehicles and set out a scheme for both starter trainees and existing employees looking to upskill, all funded by an apprenticeship levy on businesses that have an annual payroll of greater than £3m. The plan was to promote the scheme to employers and so help increase skills in the UK workforce.
However it has not been without controversy, and since its inception has been widely criticised in its practical application. Reports refer to low take up, employers being deterred from using it because of the complexities that are in built together with the additional cost of the levy. One way or another it has not been an overwhelming success story, and many will agree that this is disappointing given the need to upskill our workforce particularly in areas where there is real shortage of essential talent.
Its worth taking a look again at the problem from the perspective of recruitment agencies. Those with a payroll exceeding £3m must pay a 0.5% charge on the excess. This can amount to a significant sum, yet whilst there are some training courses available, the majority cannot identify courses that are genuinely valuable to the agencys own workforce and commercial objectives.
It is true that some employers will be clients of the levied agencies, and thus they may get some return says Adrian Marlowe, chairman of the recruitment trade association The Association of Recruitment Consultancies (ARC). However there is a serious disconnect. There is no way that an employer could know whether an agency has contributed to the fund, other than in general terms. When hiring a worker from an agency the agency fee charge does not transparently reflect any element paid by the agency into the fund as there is no obligation on the hirer to make a levy payment for agency workers. So even if the agency in practice adds the levy charge into its overall fee, the hirer does not know that and in any event, importantly, cannot claim credit for it.
Further, whilst agencies may want to discuss apprenticeships with the employer by reference to the levy, explaining how the scheme works, how much the agency is contributing to help the employer, advocating the take up of apprenticeships, they do not do so. Instead agencies rightly see themselves as carrying the burden without receiving the benefit available to other employers. The government has therefore denied itself the potential of a great source of support for the scheme.
ARC argues that the disconnect can be remedied by allowing agencies to charge their hirers for the levy sum on each hire, in the same transparent way as agencies charge for VAT. If the hirer pays the levy because its payroll exceeds £3m it could, if it chooses to with an agreeable client, set the payment off, working in the same way as VAT. This would be a selling point for the agency by specific reference to apprenticeship. It is after all employees of the hirer who would use and benefit from the apprenticeship scheme. The consequent discussion would highlight the scheme and its benefits, utilise the funding better at little or no cost to the hirer. Agencies need not charge the levy on to hirers who have payroll of less than £3m.
The subject is now back on the agenda. We believe that talk of transfers of funds from one employer to another, as suggested at the Conservative Party Conference as the solution to the problem, will simply serve to confuse the position further. People just dont understand it, not the least that the term apprenticeship is usually regarded as learning the trade of the employer whereas the current scheme targets existing long term employees as well as new starts.
When you look at the requirements for a course to qualify, and the efforts the employer must take to accommodate the programme, the cost benefit analysis does not read well. Consequently the levy money cannot be used for the benefit of the agency. Instead the money goes into the apprenticeship general fund for use by other employers, leading to the charge that the levy is just another tax on agencies. What we now know is much of that fund is not being taken up
Apprenticeship would not appeal to many existing workforces whereas a training scheme, without the straightjacket of the apprenticeship scheme may do.
A straightforward properly explained system with a transparent funding mechanism that together meets the objective of promoting genuine upskilling in the areas needed in this country, without undue burden on one sector or another (such as recruitment supply), would encourage our sector and help the way forwards.
www.arc-org.net
October-08-2018
- onrec.com Someone once told me, "A good finance manager will save more than they cost", and I'd have to agree Posted in News archive on 08 Oct 2018
Company Profile Voyager Software View profile »
If only the Finance Manager was spending their time managing finance!
For many recruitment businesses, the pressures of running their own Back-Office hits hardest when theyre least able to cope, typically during a period of growth, a compliance scare or an unwanted audit.
Something often compounded by the fact that Finance is often undertaken by the Recruitment Manager or MD in the early days, curtailing further the projected potential sales effort and growth.
Ive met with literally hundreds of recruitment firms over the years and whilst most recognise the need for a professional Pay and Bill solution that scales with the business, few have the budget or vision to define what that might look like during the fledgling months of a recruitment start-up.
There is much to consider when running your own recruitment business, but in order to be truly scalable, compliant and avoid throttling your sales effort defining your Pay and Bill requirements early will pay dividends in the future.
A decent Pay and Bill solution is worth its weight in gold and could arguably offer a bigger return on investment than a sales CRM. A small team can manage huge volumes of timesheets and invoices (read: you dont need full-time staff) and a decent system will allow you to manage the entire process, from importing placements from your CRM (when the placement is made AND when its amended), centrally processing timesheets (from Excel, Paper, Digital and Online Sources), adding them to bespoke Invoice layouts (that you design to meet your clients requirements) and posting to the Accounts/Payroll/3rd parties of your choice.
OK, so Pay and Bill software lacks the sex appeal, but whats sexier than a business that can scale from 10 to 200 temps or contractors a week without the need to hire an additional member of the Finance team?
With so many recruitment businesses getting dragged back into the nitty-gritty of running a weekly payroll manually, typically relying on a plethora of Excel spreadsheets, and admin staff duplicating the data further, is your ability to scale not your greatest competitive advantage?
The recruitment Industry is built on data and intellectual property. You have no product to sell yet when Excel is at the heart of your back-office, are you not setting yourself up for pain?
WHY IS IT THAT THE RECRUITERS GET THE SHINY SALES SYSTEMS , AND THE FINANCE TEAM MAKE DO WITH EXCEL AND EXTRA STAFF COVERING THE CRACKS?
The painful truth is that for many agency start-ups the growth in the early days is hamstrung by the day-to-day pressures of getting payroll and invoices done, but things can and should be different.
Being able to get payroll done in one day isnt something to be celebrated. You should be able to offer a daily payroll and charge the temps for a sub. Likewise, Purchase Orders shouldnt be something processed, it could be a service you offer and charge for.
At Voyager Ive seen hundreds of agency startups flourish, only to hit the glass ceiling of temps & contractors and their drive get stuck in 2nd gear they never reach their potential. If youre positioning for growth in 2019, dont neglect your back office team.
Take a look and see if theyre red lining in 2nd gear.
Voyager Mid-Office is a software solution designed to automate and simplify your agency's pay and billing processes and as a result save you time, effort and money. If youre outsourcing to a 3rd party company, make sure theyre lightening the administrative burden with Mid-Office Bureau .
What we do: Our recruitment software is simple, intuitive and will allow you to work faster and smarter.
Its cost-effective, easy to implement and covers Perm, Contract and Temp sectors, plus Pay and Bill.
Blog is written by Paul.Thompson@VoyagerSoftware.com
October-08-2018
- onrec.com Customer Case Study - Voyager Infinity Posted in News archive on 08 Oct 2018
Company Profile Voyager Software View profile »
A CHANCE MEETING THAT CHANGED EVERYTHING
Paul.Thompson@VoyagerSoftware.com catches up with James Hughes, (MD) at Sphere Solutions as they cross the 50 employee mark and continue their journey.
It was back in March 2005 that a chance meeting with a construction manager tasked with rebuilding the Cardiff shopping centre We knew wed struck gold, said James.
Whilst we were confident in our own ability to deliver a solid perm recruitment solution, we also recognised that to facilitate growing a compliant, ethical and proactive recruitment business wed need expert help and guidance along the way.
The first year was a blur, but fortunately, we shared our vision of the future with a small number of like-minded recruiters and entered strategic business partnerships like those started with Paul at Voyager. From there, weve built relationships and grown a solid recruitment team whove shared in our success along the way. Its genuinely created a family feel, something thats sadly quite rare in recruitment today.
Looking back, its well worth remembering those moments. Back then, recruitment was a simple beast, but as the team grew so did the red tape, legislation and headaches.
LEGISLATION, GDPR, CUTTING THE RED TAPE AND MORE
Few markets are as fast-paced as construction recruitment, and the recruitment sector has been hit hard by red tape. IR35, EAA, GDPR, CIS are but a few of the changes we had to manage over the last 15 years, and its a credit to our software partners and staff that weve been able to stay on top of things.
Only by automating the admin and mundane tasks have we been able to retain a focus on recruiting, which is ultimately what we get paid for. When youre putting a labourer to work for a few hours the margins are wafer thin, and so, we need to be able to operate at both the low margin end of the market as well as director and c-level perm assignments. Today, were truly a multifaceted operation, and thats been one of our key strengths.
By automating what can be automated and adding the personal touch to everything else weve been able to sustain solid, stable and organic growth, and there is no reason to think that wont continue.
When it comes to the red tape, the only one I look forward to cutting is when opening a new office, as we did in Swansea and also Southampton recently.
JAMES ON THE FUTURE OF RECRUITMENT AMID BREXIT
Not everyone has a deep understanding on Brexit and its still the uncertainty thats causing the damage, but as time goes on people are just getting on with things.
I think our attitude is much like our customers, we need to focus on what we can do, not dwell on what might happen.
We work hard to make more phone calls, send more communications and nurture networking opportunities in order to continue what we do best putting people to work.
Few today enter into a career in recruitment on the basis that its easy, or that youll make lots of money, but the feel good factor is high amongst our team when we get it right.
Nothing puts a smile on your face more than placing ex-service personnel or helping the homeless back to work, which is a scheme were enhancing further over the coming year.
The business model at Sphere Solutions supports the entire community and when done well, there is no better advert.
JAMES ON ETHICS AND MORALS
Ethics and morals are rarely written on a recruiters CV, James joked, but at Sphere new staff need to fit into our way of working. We employ competitive and capable recruiters, but our business is built on reputation and so doing the right thing is very important to us.
Our growth and success can be attributed to how we treat people. If you treat a permanent site manager well, he knows youll be doing that with the temps you supply also, and maybe that labourer will be tomorrows site manager?
Todays candidate is tomorrows client, and I believe in Karma he smiled.
Recruitment never was a complicated business, but there are lots of opportunities to get it wrong and do it badly. At Sphere, weve identified what a good recruitment practice looks like and our CRM and 3rd party business partners all work at reinforcing that process.
Its worth remembering, that unlike most businesses, we dont sell a physical product. We sell a relationship and a promise. By doing it well time and time again, you have a chance to build a successful brand and set of beliefs, which thankfully, is what weve managed to achieve.
Its staggering to think that we fill over 4,000 positions annually, with 900+ of these being placed in and around the Cardiff area alone. Where appropriate weve also employed them on a PAYE basis, which we believe is the right thing to do.
JAMES ON MARGINS, BAD DEBT AND RECRUITMENT IN CONSTRUCTION
The demise of Carillion rightly made the news and the ripple of bad debt is still filtering down the food chain. Undoubtedly the recruiters will be amongst those hit hardest but bad debt has always been a challenging issue in our sector. The only problem with bad debt is not protecting or preparing yourself against it.
With the right partners, weve ensured our processes give us the most protection possible.
That said, just as Im not expecting margins to increase next year, nor am I expecting the issue of bad debt to disappear.
Remaining sharp and lean is just as important for a business of our size as it is the one-man band recruiter.
JAMES LOOKING BACK ON ALL THINGS TECHIE
Get a leased line thats my advice to anyone that can afford it.
Recruitment is an increasingly mobile business and recruiters are tech-hungry for a good reason. Weve integrated our systems to ensure staff can work with the minimal of fuss and effort, but instrumental to our growth and the service levels we offer is the ability to work on the go with a stable recruiting platform.
Data is our asset and the fresher the better added James.
We plan to further enhance our solution over the coming years to include a plethora of onboarding tools, all with a view to making it easier for our customers to access our services.
If youre working with the right software partners youll be kept abreast of the pending changes but also be in a position to compete. Whether youre a two-user start-up or a multi-faceted, multi-sited service business like us, youll need to be able to compete and technology plays a bigger part now than ever before.
Adding complementary tools to our recruiting platform that facilitates better customer engagement is a big part of our strategy moving forward.
If you dont recognise that recruitment is changing fast already youre likely to be left behind.
JAMES ON THE FUTURE ITS ALL ABOUT THE CUSTOMER EXPERIENCE
At Sphere, we have a solid bedrock of skills and infrastructure that places us in a great position to grow geographically, in turnover, profit and by headcount - but only if we focus on our core ethics and beliefs.
With the support of our relationships and partners, weve grown from virtually nothing to a recruitment operation thats expected to surpass a record £45M turnover.
We were smiling about the future when we first met Paul 15+ years ago, and fortunately, weve still got plenty to smile about today.
To find out how Voyager Infinity can make a real difference to your business, contact us today for a free no-obligation demo. REQUEST DEMO
October-08-2018
- usatoday.com One of the most notable trends is the increasing participation of women in the workforce. In 2000, women held approximately 40.5 percent of all jobs in the United States. As of 2016, 43.1 percent of all U.S. workers were female.
October-08-2018
- usatoday.com Mark Hazelwoods rise to president of Pilot Flying J took 40 years. His fall took just five. Heres a look at his career from start to finish.
October-07-2018
- reuters.com Lured by Lebanon's winemaking potential and nostalgia for his homeland, Maher Harb left a Paris consultancy job in 2010 and dug vines into the soil of family land unused since the country's civil war.
October-07-2018
- reuters.com Telecom Italia (TIM) CEO Amos Genish said tensions between the company's management, its board and shareholders were counterproductive, but said he was committed to staying, according to an excerpt of an interview with La Repubblica.
October-07-2018
- usatoday.com Holiday jobs to cheer about are heading to a store near you. Target now starts at $12 an hour in time for the holidays.
October-07-2018
- usatoday.com Countless workers look forward to retirement and the chance to spend their days as they wish. But theres a danger with too much downtime: boredom.
October-06-2018
- usatoday.com Black teen unemployment fell to 19.3 percent in September, lowest on record. A healthy labor market is providing more opportunities.
October-05-2018
- usatoday.com The most recent scam involves callers claiming to be from the Social Security Administration. Some tips on how to protect yourself.
October-05-2018
- reuters.com Under the scorching Maltese sun, Josephine Xuereb carefully sweeps salt originating from the Mediterranean Sea into small piles, a job generations of her family have done since 1860.
October-05-2018
- reuters.com U.S. job growth slowed sharply in September likely as Hurricane Florence depressed restaurant and retail payrolls, but the unemployment rate fell to near a 49-year low of 3.7 percent, pointing to a further tightening in labor market conditions.
October-05-2018
- reuters.com U.S. stocks dropped for a second straight day on Friday, weighed down by another rise in Treasury yields in the wake of a solid jobs report that capped off a week of robust data.
October-05-2018
- reuters.com Major world stock markets sank for a second straight day on Friday after strong U.S. jobs numbers signaled a continued tightening of the labor market and increased inflation pressures, while Treasury yields rose again to multi-year highs.
October-05-2018
- reuters.com For a solid decade after the collapse of Lehman Brothers touched off a global financial crisis, there was good reason to think the U.S. economy remained broken, from skepticism about the health of the labor market to tepid economic growth and the moribund rate of interest paid on U.S. Treasury bonds.
October-05-2018
- usatoday.com Critics contend women of color and low-wage workers are largely left out of the #MeToo movement, though they bear the brunt of sexual harassment.
October-05-2018
- usatoday.com The unemployment rate fell to 3.7 percent as the economy added 134,000 jobs in September. Economists had expected gains of 185,000.
October-05-2018
- onrec.com Stress is the top concern in UK workplaces, according to a new TUC survey of trade union health and safety representatives published today (Friday). Posted in News archive on 05 Oct 2018
New TUC surveys find stress is top problem in UK workplaces
Other concerns include bullying, harassment and overwork
Stress is the top concern in UK workplaces, according to a new TUC survey of trade union health and safety representatives published today (Friday).
Seven in ten (70%) of the reps taking part in the TUCs 12 th biennial survey published ahead of World Mental Health Day next week (Wednesday 10 October) said that stress is one of the main concerns they have to deal with at work.
The top five reported problems were:
Stress: Concern over stress is higher in the public sector than the private sector. Its especially common in central government (90% of reps cited it as a top-five concern), health services (85%), and education (84%). And it is the biggest concern in workplaces of every size and in every region of England, Wales and Scotland.
Bullying and harassment: 45% of safety reps put bullying and harassment in their top five concerns. Its most common in local and central government. And is more of a problem in larger workplaces with 100 or more employees than smaller ones.
Overwork: Concern around workloads is much more widespread in the public sector (with 43% of reps citing it) than the private sector (27%). Its a major problem in central government, has risen in health services and is high in education.
Slips, trips and falls: Concern over slips, trips and falls is much more prevalent in the private sector (43%), where it is the third most common concern, than the public sector (23%).
Violence and threats: One in four (23%) of reps said this was a problem at work.
TUC General Secretary Frances OGrady said: Its easy to make light of health and safety culture. But its no joke lying awake at night from stress, falling ill through working long hours, or being subjected to bullying in the office.
Employers and managers need to do more to identify and reduce risks and to provide support to employees struggling to cope.
Unionised workplaces are safer workplaces. Id advise anyone worried about health and safety at work to join their union, to get their concerns raised and their voices heard.
October-05-2018
- onrec.com A recent survey has revealed that 67% of employees have missed major life events due to a lack of flexible working within their organisation. Posted in News archive on 05 Oct 2018
The survey conducted by workplace wellbeing organisation Liberty Mind , was created to fully understand the impacts on employees who do not have the opportunity of flexible working.
From those surveyed it was found that a staggering 40% had missed hospital or health-related appointments due to a lack of flexible working, while 15% had missed moving house, 10% had missed a childs school activity and 8% had missed a family funeral.
Furthermore, 83% of employees have been made to feel guilty by their employers for taking time off for a major life event .
Discussing the findings, Founder of Liberty Mind, Lizzie Benton, commented that;
The Governments Flexible Working Policy may be in place, but that doesnt mean it is actioned or supported in all organisations. This data reveals that there is a far wider impact on employees lives when organisations restrict the possibility of flexible working .
Major life events play a significant role in our emotional and mental wellbeing, and the relationships connected to these have a critical impact on our wellbeing, so why are we creating organisations that are limiting them?
With Christmas now just around the corner, which brings with it many family commitments, for some employees this may be a hard time when trying to request flexibility so they can attend family events.
www.libertymind.co.uk
October-05-2018
- onrec.com As one of the biggest players in the SaaS industry for recruitment, Recruitive Software has announced its attendance at this years CIPD Annual Conference and Exhibition at Manchester Central on the 7th and 8th November. Posted in News archive on 05 Oct 2018
Company Profile Recruitive View profile » The CIPD Conference and Exhibition is the UKs biggest HR event, which is running for its 71st year, and now attracts over 5,000 senior HR professionals looking to source new HR products and services that will help lead their organisations into a brighter future
Recruitive Software provides highly effective white labelled recruitment solutions designed to streamline the entire recruitment process in-house on a cloud based system. CEO, Richard Clarke comments; We are delighted to be exhibiting at the event for the fifth consecutive year as it provides us with the perfect platform to demonstrate our award winning software. The old way of recruiting no longer fits with current job seeker behaviour, Recruiting teams are evolving, hiring managers have different needs and technology has evolved. Members of our team will be on hand to answer any of your questions surrounding the use of ATS systems for your business needs.
Recruiters looking to solve all their recruiting issues whilst reducing cost and time to hire, as well as improving their candidates journey, should visit Recruitive at stand C40.
To register for FREE exhibition entry please visit:
cipd-2018.reg.buzz
October-05-2018
- onrec.com Posted in News archive Millennials are twice as likely to stress over money than their Baby Boomers parents, research has revealed. on 05 Oct 2018
Financial circumstances have been cited as the biggest cause of stress by 38% of employees with almost half (47%) of millennials saying it was their number one source for stress, but only a quarter (24%) of Baby Boomers agreeing.
The research, by Willis Towers Watson (WTW), also found that millennials were more stressed than their parents in other areas of their lives, including relationships (41% vs 20%), jobs (38% vs 32%), and health (29% vs 24%).
The research also found that finances were a bigger worry for women workers (44%) than their male colleagues (34%).
The younger generation is often regarded as carefree, but this research challenges this perception, said Mike Blake, wellbeing lead at WTW.
From job insecurity, pay freezes, mounting student debts, high property prices and the emergence of the gig economy, millennials have had a lot to contend with financially when reaching working age.
Whats more, millennials also worry more about their health than the older generation. Millennials are often overlooked when it comes to health, as there is a misconception that having youth on their side makes them fit and fine.
In addition, the study, conducted among 2,824 UK employees, revealed that one in ten (13%) employees have taken time off work due to mental health issues in the past two years.
Highly-stressed workers took more than twice as many sick days as workers with low stress (6.5 days vs 2.6 days), and the rate of sick days for workers with anxiety or depression was more than double that of all other workers (7.1 days vs 3 days).
Blake said: The business impact of stress, anxiety and depression can be severe. Prevention is always better than cure.
By evaluating sickness absence data, companies can identify if there is a stress issue among certain demographics and develop a tailored approach to effective support.
Raising awareness of stress and mental health by regularly adding the topic to the agenda in one-to-ones and team meetings can encourage conversations, enhance greater understanding amongst colleagues, help to build internal support networks and increase resilience.
According to the research however, almost half (45%) of employees are not comfortable disclosing stress or anxiety issues to their manager.
Training line managers to recognise the symptoms that indicate a worker is struggling can enable early intervention before matters escalate, Blake added.
Bringing the topic out in the open breaks down barriers and removes any fears that may exist inhibiting staff from admitting that a problem exists and from asking for assistance.
October-05-2018
- insurancejournal.com Cyber insurance is a market with enormous growth potential but one that also has the potential to become a costly, worldwide event in a matter of seconds. Unlike natural catastrophes, cyber isnt limited to geographic regions. Its a risk
October-05-2018
- insurancejournal.com Federal officials have cited Norwalk, Ohio-based American Excelsior Company for workplace safety hazards and proposed $213,411 in penalties against the company after an employee required hospitalization when he suffered a crushed arm. The U.S. Department of Labors Occupational Safety and
October-05-2018
- usatoday.com Two weeks isnt a lot of time to see the world, but use some of these tips, and youll be able to leverage your jobs vacation policy. Buzz60s TC Newman has more.
October-05-2018
- usatoday.com The largest car manufacturing employer in the U.S., with 201,000 employees globally, has an estimated 70,000 salaried workers worldwide.
October-04-2018
- reuters.com The number of Americans filing for unemployment benefits fell to a near 49-year low last week, pointing to sustained labor market strength, which should continue to underpin economic growth.
October-04-2018
- insurancejournal.com Turbeville Insurance Agency (TIA) of South Carolina has hired Jack Godbold to the companys executive team as the Small Commercial Lines director. In this role, Godbold will also oversee many of TIAs high valued homeowner policies. Godbold comes to the
October-04-2018
- insurancejournal.com Automotive insurance telematics company, The Floow, has hired Cindy Bylsma and Brian Mendralla in Detroit, Michigan, as business analysts. Before joining The Floow, Bylsma was a business analyst and applications support analyst in the supply chain management, food safety, higher
October-04-2018
- insurancejournal.com A Florida woman was arrested in August and charged with three felony counts of concealing payroll to avoid workers compensation premiums and two felony counts of application fraud, according to a statement from the Florida Department of Financial Services. Florida
October-04-2018
- insurancejournal.com A construction crew repairing a water line accidentally struck a gas main in western Pennsylvania, sparking a fire that injured one worker. The blast in Bethel Park occurred around 2 a.m. Wednesday and burned for about two hours before the
October-04-2018
- insurancejournal.com MJ Insurance, headquartered in Indianapolis, has partnered with HealthJoy, a healthcare guidance platform that helps employees make informed healthcare decisions and provides a variety of cost containment strategies to help lower employer healthcare costs. HealthJoy advances current telemedicine offerings by
October-04-2018
- insurancejournal.com A human trafficking survivor from Texas sued Facebook this week, alleging the social media platform provides human traffickers an unrestricted way to stalk, exploit, recruit, groom and extort children into the sex trade. The lawsuit was filed Oct. 1
October-04-2018
- onrec.com The operator and developer of later living communities across the UK is also joining forces with the Royal Marines to launch a new mentoring scheme Posted in News archive on 04 Oct 2018
Inspired Villages Group (IVG) has reaffirmed its commitment to treat serving and former members of the armed forces fairly.
Jamie Bunce, CEO of the later living operator, signed the Armed Forces Covenant at Durrants Village, IVGs retirement community in Faygate, West Sussex on Thursday 27 th September.
The signing seals the companys commitment to the fair treatment of former and serving military personnel both regular and reserve and their families. By making the promise, IVG vows to ensure people in the services and those who are ex-armed forces will not be disadvantaged in their day-to-day lives.
Alongside the signing of the covenant, IVG is developing a mentoring programme to support military personnel leaving the forces. The scheme will see residents of the companys retirement villages across the UK acting as mentors to help people adjust to life outside the services.
The mentoring programme launches at IVGs Millbrook Village development, in Exeter, in partnership with the Royal Marines Commando Training Centre at Lympstone, in Devon. The scheme will then be rolled out to all of IVGs later living communities.
Jamie says: The Armed Forces Covenant is an opportunity for businesses, local authorities, charities and community organisations to declare their support for the armed forces community.
The signing of the promise demonstrates that IVG recognises people from the services have transferable skills, particularly in relation to project management and leadership.
As bronze award holders under the covenant, well make sure our workforce is aware of our positive policies towards people in the forces.
Jamie said the mentoring scheme, with the support of IVG residents, would bring the whole community in each area together. And he added that it would further cement the companys commitment to the armed forces by supporting military personnel making the transition from the services to civilian life.
He explains: Including our residents in the programme provides people leaving the services with an opportunity to speak with a mentor who may have run their own business, been a senior leader in their company or indeed have served in the forces themselves.
We recognise our residents have a huge wealth of experience that will help people to transition to civilian life. Plus, many of our residents want to give something back and this scheme will also help them to keep their minds active. At IVG were focused on active living in retirement and on tackling loneliness.
Kate Lole, regional employer engagement director for the Ministry of Defence, thanked IVG for agreeing to sign the covenant and for launching the mentoring programme.
She says: Members of the Royal Navy, Army and Royal Air Force can find the transition to civilian life rather lonely and a bit of a challenge. With a clearly defined mentoring scheme through Inspired, we believe it could bring great benefits to both those transitioning and their mentors.
Each mentor will be matched with a mentee and will meet face-to-face or remotely, typically for an hour a month.
The programme can cover all areas of transitioning, including identifying skills, goals and potential, and providing advice and guidance on suitable areas of employment.
Jamie says: Our mentors will have excellent listening skills and the ability to build trust and confidence, as well as offer encouragement. They will also be approachable, honest and compassionate.
And because were actively looking to provide career opportunities for those with the right skills, the mentor will be able to make their mentee aware of the opportunities that may be available to them at IVG.
The number of mentors ready to get started currently stands at 14 across all of IVGs later living communities.
Jamie adds: Our mentors will be given a guide to mentoring and well also hold workshops with residents and staff, so they can share their experiences and practice their skills.
Backed by Legal & General, IVG owns and operates seven retirement villages in the UK, and is continuing to acquire more sites every year. As well as offering one, two and three-bedroom properties that are tailor-made for later life, each village has its own facilities, such as wellness spas, bistros and games rooms.
The Armed Forces Covenant was signed on Thursday 27th September at Durrants Village, near Horsham. Senior Army personnel and IVG board members were joined at the event by residents who have expressed a wish to be a mentor and those who have served in the forces.
www.inspiredvillages.co.uk
October-04-2018
- onrec.com The number of advertised vacancies across the UK has still not fully recovered from its slump in December 2017, according to the Adzuna Job Vacancy Index. The sluggish growth since the start of the year has stalled, with a monthly decline of 0.5% contributing to an average of 1,137,904, a 5.5% year-on-year decline. Posted in Statistics and trends on 04 Oct 2018
Company Profile Adzuna View profile »
Wages down every month over the summer, as UK employers keep a lid on a pay rises amid economic uncertainty
Total advertised vacancies this September sit at 1,137,904 stalling over the summer and full-time vacancies down 5.5% YOY
In an otherwise stagnant market for salaries, Northern Ireland saw average advertised wages rise by 13.6% year on year
Travel industry workers in full-time employment are 10% better off this year compared to last, although the number of jobs available is significantly down
Graduate employers are paying less in 2018, industry-wide advertised salaries are down 10.9% on 2017
The number of advertised vacancies across the UK has still not fully recovered from its slump in December 2017, according to the Adzuna Job Vacancy Index. The sluggish growth since the start of the year has stalled, with a monthly decline of 0.5% contributing to an average of 1,137,904, a 5.5% year-on-year decline.
Similarly, salaries are on a downward trend, but still remain close to their April 2018 peak. A small 0.3% monthly decline to a £33,470 average still means that there is year on year growth of 4.7%. Despite this longer term growth, this is the fourth consecutive month of such a decline, indicating the potential beginning of a trend that sees salaries stagnate, and punctures the real-term wage growth seen over the past year.
While wages and vacancies stutter, the macro-level number of jobseekers per vacancy remains at record lows. This month, there are 0.36 jobseekers per advertised job in the UK - a new record low and a positive silver lining to an otherwise tepid picture.
Andrew Hunter, co-founder of Adzuna, explains:
Yet another low in competition for available roles means that this market is definitely a candidates market. However, its concerning to see salaries on a downward slide, and we can only hope this is a temporary blip as part of a positive long-term trend. The Adzuna data is clear - employers from SMEs all the way up to large corporates are uneasy, anxious, hesitant to invest. Brexit uncertainty is hitting business confidence and this can clearly be seen in hiring patterns and advertised salaries across the country.
Table 1: Total advertised vacancies and salaries
August 2018
July 2018
Monthly Change
Annual change from July 2017
UK Vacancies
1,137,904
1,143,386
-0.5%
-5.5%
Jobseekers per Vacancy
0.36
0.37
-2.6%
-11.1%
Av. Advertised UK Salary
£33,470
£33,563
-0.3%
+4.7%
Regional breakdown
Swindon joins Oxford and Cambridge in the top spot as the best places to look for jobs, with around 17 vacancies for every jobseeker in these cities. The top five cities remain unchanged from August, though Reading and Warrington have dropped off the pack.
Conversely, Sunderland is still the hardest place to look for a job, with Hull and Salford still rounding out the top three. Hopeful signs exist however, as the number of jobseekers to vacancies is declining across these cities, in line with the overall national trend.
Slough replaces Winchester in the top ten, while Glasgow is a new entry into the bottom ten, replacing the Wirral.
Table 2: Best-performing job sectors in the UK annual salaries
Job sector
Average salary
Salary %
12 Month Change
Total vacancies
Admin Jobs
£28,075
17.1%
49,010
Teaching Jobs
£30,942
16.1%
68,878
Travel Jobs
£28,017
10.0%
2,879
Creative Design Jobs
£34,696
9.0%
9,343
Charity Voluntary Jobs
£29,389
6.4%
5,916
Table 3: Worst-performing job sectors in the UK annual salaries
Job sector
Average salary
Salary %
12 Month Change
Total vacancies
Domestic Cleaning Jobs
£16,977
-16.1%
13,691
Graduate Jobs
£21,099
-10.9%
9,633
Scientific QA Jobs
£38,043
-4.8%
15,330
Logistics Warehouse Jobs
£23,884
-2.6%
51,865
Trade & Construction Jobs
£36,156
-2.0%
93,564
Graduates feeling the pinch
It never feels like a good time to be a graduate, but even more so at the moment as average advertised salaries in Graduate Jobs are down 10.9% year-on-year. Perhaps this is a result of the summer flurry dying down, and the roles on offer are generally less attractive.
Teachers (almost) lead the way
With the second-largest increases in average advertised salary, jobs in the teaching sector have seen a 16.1% increase year-on-year in salary, lagging behind only Admin jobs. Teachers clearly wont have to accept apples from pupils for much longer.
A welcome break for the Travel Industry
Bookings moving increasingly online and the demise of high street travel agents have seen job vacancies in the sector drop significantly in recent years. But its not all bad news, those remaining in travel jobs have seen rates of pay jump by 10% over the last year.
www.adzuna.co.uk
October-04-2018
- onrec.com
With hike in pay appearing to have awoken candidate appetite Posted in Statistics and trends on 04 Oct 2018
Company Profile CV-Library.co.uk View profile » According to the latest data from CV-Library, the UKs leading independent job site, salaries across the UK saw an increase of 6.6% in September, when compared with data from the same period in 2017.
In fact, the average salary increased from £32,337 in September 2017, to £34,461 in September 2018. Whats more, this hike in pay means that the average salary for Brits is the highest its been since January 2017.
A number of the nations key industries also witnessed jumps in pay last month, with many outpacing the national average growth. Below are the top 10 industries that witnessed an increase in advertised salaries in September:
Industry
Increase in pay (Sept. 2018 Vs Sept 2017)
Average salary September 2018
Marketing
Salaries up by 33.2%
£43,560
Charity
Salaries up by 24.7%
£31,540
Legal
Salaries up by 10%
£33,280
Sales
Salaries up by 9%
£32,660
Accounting
Salaries up by 8.8%
£34,660
Recruitment
Salaries up by 5.4%
£30,060
Catering
Salaries up by 4.7%
£24,870
IT
Salaries up by 3.3%
£44,090
Agriculture
Salaries up by 2.8%
£32,880
Education
Salaries up by 2.6%
£29,030
Lee Biggins, founder and managing director of CV-Library, comments on the findings:
Things could be looking up for professionals, as we approach Christmas and the New Year. The hike in salaries is extremely positive and is largely down to the fact that businesses are recognising the need to make every effort to attract talented candidates to their roles.
Not only were salaries on the rise last month, but job vacancies also saw an increase in September, jumping by 5.1% when comparing year-on-year data. This increase in activity appeared to awaken candidate appetite, with CV registrations increasing by 5% during the same period.
Biggins concludes:
Organisations are continuing to advertise their jobs and while this could suggest that many are feeling confident about their hiring efforts, it also hints at the fact that many vacancies are being left unfilled due to ongoing skills shortages.
The good news is that the increase in candidate registrations to CV-Library suggests that a huge number of professionals across the nation are preparing for their job search. As such, we expect to see application rates picking up next month especially with many looking to secure themselves a role nice and early for the upcoming festive season.
About CV-Library
CV-Library is one of the UKs largest online job sites and attracts over 4.3 million unique job seekers every month. Founded by Lee Biggins in 2000, CV-Library is the UKs leading independent online job board with a database of over 13 million CVs.
www.cv-library.co.uk
October-04-2018
- onrec.com The new series of BBCs The Apprentice is about to hit our screens, and if watching the contestants battle through challenges to be crowned this years winner has inspired you to launch your own business, there are a few things you should know, that you cant learn from watching the TV. Posted in News archive on 04 Oct 2018
With one of this years contestants having recently graduated from The University of Law, Dr Sara Fisher and Ioannis Dermitzakis from The University of Law Business School have created a list of their top tips for running a business (and common mistakes the contestants make year on year).
Dont forget about teamwork
Its safe to say The Apprentice is not known for the glowing examples of teamwork. Its a competition after all, but as far as business is concerned, if youre going to have any success youll need to prove you can work effectively with diverse groups of people.
We teach our students the importance of building high performing teams in order to achieve business goals, and that collaboration is a critical element of this, regardless of what industry youre in.
Learn from your mistakes
Feedback is a critical part of professional development. When youre receiving it, listen and adapt and dont take it personally as many contestants do. If something hasnt gone well and nobody is offering their feedback, be sure to ask for it.
Similarly, if youre giving out feedback to a peer or employee always be constructive not destructive. A strong and honest feedback loop within an organisation is essential, but it should always remain focussed around achieving business objectives - personal opinions and bully tactics should be left at the door.
Understand the impact of your personal brand
We all know that the Apprentice candidates appearing on our screens havent got this far without doing a pretty outstanding job at showcasing their personal brand to the shows producers.
From outrageous tag lines, distinctive clothing and polarising opinions, theres plenty of bravado on show every year. But while this is effective and entertaining for the show, its important to represent yourself in a professional business context.
Here at The University of Law Business School, we work closely with the Chartered Management Institute (CMI) who accredit our programmes. Recently, theyve made a point of talking to our students about the important of branding in todays world, and how this consequently underlines the importance of creating a distinct personal brand they can be proud of.
Taking on board some of the CIMs suggestions wed advise aspiring entrepreneurs ensure that they share their enthusiasm and expertise with prospective investors and clients, while avoiding jargon and making sure they communicate clearly. Where The Apprentice contestants opt for a TV persona, a strong and distinctive personal brand is all about being warm, sincere and enthusiastic.
Know your market
Marketing is an essential part of any business challenge yet is so often forgotten by The Apprentice candidates. Do your research, speak to your target market and most importantly listen to them. If youre not providing the right product, to the right market, at the right time and place, youre setting yourself up to fail.
Develop strategies to build your resilience
While The Apprentice is an intensive, competitive environment with long hours and plenty of pressure, the reality is, you need to look after your health in order to truly succeed. Whether its finding a quiet space to think, or engaging in exercise or meditation to relax at the end of the day, entrepreneurs shouldnt compromise their health or wellbeing. The more stressed and tired you become, the more mistakes youre likely to make.
Be organised
Being organised is important for all business ventures, but particularly so when working within a team. At The University of Law Business School, we always encourage our students to take a little time before group projects to discuss their approach together, decide a plan of action and ensure there are clear roles, responsibilities and expectations across the team something that can get a little lost in The Apprentice, which leads to people throwing each other under the bus.
Understand the numbers
Its not always everyones favourite part of the process, but youre not going to get far in business without having a handle on your budgets. Understanding the business basics of costs, margins and profits will go a long way to improve the success of your business and should be a critical element of any business plan.
Develop your networks
The career opportunities offered to The Apprentice contestants are all very real and exciting. Even if they dont receive the prize at the end, its great exposure and an effective way to broaden their network.
While most entrepreneurs dont have this luxury, its still important to build a strong network within the industry. Attend events and optimise the benefits of social networks to stay in the know and build effective relationships.
For more news from The University of Law Business School, visit: www.law.ac.uk/business
October-04-2018
- usatoday.com Getting tickets for "Hamilton" still seems like an impossible task, and of course at this point, its impossible to see it with creator Lin-Manuel Miranda or is it? Buzz60s Maria Mercedes Galuppo has more.
October-03-2018
- reuters.com U.S. services sector activity raced to a 21-year high in September and companies boosted hiring, signs of enduring strength in the economy at the end of the third quarter.
October-03-2018
- reuters.com Stock markets around the world were up slightly on Wednesday amid signs that Italy would cut its budget deficits in coming years, but U.S. Treasuries yields hit multi-year highs after strong U.S. jobs data, while oil prices saw 4-year highs ahead of U.S. sanctions on Iran exports.
October-03-2018
- onrec.com New CIPD research highlights the need to improve people management and development opportunities to boost engagement and productivity Posted in News archive on 03 Oct 2018
Company Profile CIPD View profile » Almost half (49%) of UK workers are in jobs they are either under- or over-skilled for, according to new research from the CIPD, the professional body for HR and people development.
The CIPDs report Over-skilled and underused: Investigating the untapped potential of UK skills surveyed 3,700 UK employees. It found that more than a third (37%) of workers have the skills to cope with more demanding duties than they currently have. At the opposite end of the scale, one in ten (12%) employees said they lacked all the skills needed to carry out their job effectively. This means that as many as half (49%) of UK workers could be in the wrong job, based on their skill level.
The UK has one of most skilled workforces in the world, with 42% of workers qualified to degree level, yet it also has the highest proportion of jobs within the OECD which require no qualifications at all. The CIPDs survey reveals that many graduates are in jobs which do not require degree level qualifications. Almost a third (30%) of respondents said that while a higher level degree would be required in order to get their job, lower qualifications are actually needed to do their job effectively. This suggests that many employers are still using degrees as a way of filtering applications.
However, the report also shows that having a university degree is no guarantee of being prepared for the workplace. More employees with a university degree said they were under-skilled for their role (14%) compared to those without one (10%). This highlights the importance of ongoing training and development in the workplace. Despite this, a quarter (24%) of respondents said they had not received training in the last year, with older employees, low wage workers, those on part-time contracts and the self-employed most likely to say this.
The CIPDs survey also found that being over-skilled can have a number of negative consequences on employees. Just 53% of over-skilled workers said they are satisfied with their jobs compared to 74% of people whose skills are well-suited to their role. Furthermore, in the long run, being over-skilled can hurt peoples chances of climbing up the career ladder. Just 22% of workers who say they are over-skilled have been promoted to a higher position in their current organisation compared with almost a third (31%) of workers in well-matched roles. Furthermore, more than a quarter of over-skilled workers earn less than £20,000 a year compared with just 15% of those whose say their skills are well matched to their jobs.
In response to these challenges, the CIPD is calling for organisations to improve how they manage and develop their people and for Government to work in partnership with employers, unions, and local areas to provide bespoke, practical support to enable smaller firms in particular to improve their people management practices.
Lizzie Crowley, Skills Adviser at the CIPD, comments:
How skills are used, or not used, in the workplace has important economic and social implications, and is a key factor in tackling the UKs productivity crisis.
Individuals who report using their skills fully in the workplace have higher levels of job satisfaction, earn more and are more resilient to change, while businesses benefit from a more productive workforce and increased profitability. However, we have ended up in a situation where our economy isnt creating nearly enough high-skilled jobs, while the proportion of low-skilled roles remains stubbornly high. This leaves many workers trapped in low skill work, which doesnt match their ability, offers poorer pay and progression prospects and does little to boost the productivity of organisations.
There needs to be a much greater emphasis on how well existing skills and capabilities of individuals are harnessed and developed at work, through better people management practices and access to development opportunities. For too long, skills policy in the UK has been fixated on increasing the supply of skills coming into the labour market. This has failed as an approach. To address stagnant productivity and stimulate the economy, the industrial strategy must prioritise better use of existing skills, built on the foundation of better quality jobs and business models that deliver high-value goods and service. Without real and impactful change to the UKs skills strategy, the UKs productivity puzzle will prove impossible to solve.
To address the skills mismatch, recommendations from the CIPDs report include:
The Chancellor should use the Autumn Budget to boost investment in skills development through the National Productivity Investment Fund (NIPF)
High-quality careers advice and guidance should be offered in schools, and more high-quality vocational routes into work should be created
Employers should invest in formal training for all line managers to ensure that they have the skills they need to support employee development
The Government must work in partnership with employers, unions, sector bodies, Local Enterprise Partnerships and local authorities at a national, sector and local level to provide practical support that encourages small employers in particular to improve their people management practices
To support better learning and development at work, and to ensure that skills are being used effectively in the workforce, the CIPD had created an employer guide Countering skills mismatches through people management practice.
October-03-2018
- insurancejournal.com Federal regulators sued the Greeley, Colo.-based trucking firm JBS Carriers, alleging it violated federal law by using pre-employment screening to reject job applicants on the basis of disability. JBS Carriers spokeswoman Misty Barnes tells The Tribune in Greeley it disputes
October-03-2018
- onrec.com Entrepreneurship is all about managing risk and investment and more often than not, small business owners are faced with the most familiar dilemma of all. Posted in News archive on 03 Oct 2018
You need to invest cash into new equipment and facilities, hiring new staff or increasing production in order to allow your business and your revenue to grow. Taking out the funds from your pocket might compromise the viability of your company, but if you do not do so, then you will never be able to increase your revenue and make more investments in the future of your business. The answer is usually to look for outside funding like a small business loan.
Most Small Businesses Fail due to Lack of Funding
Small businesses are the backbone of the American economy, much more than we may realize. 62% of all US companies employ less than five employees and the number of small businesses has grown by almost 50% since 1982 a trend that is continuing upwards. They also make up a stunning percentage of jobs at home, as more than a third of employees it the US work for a business that counts fewer than 100 members of staff. Yet things are not always rosy: more than 30% of small businesses fail in the first two years and roughly 50% make it to five years. The reason? Usually, lack of finding 82% of small businesses state lack of cash flow as their primary reason for failing.
Source: Pexels
Small Business Loans Might Be Essential for Growth
Small business loans might be the answer for many of those businesses. While it is understandable that most small business owners are not very happy about accumulating debt, being hesitant to seek out the funding that is essential to keep your company above water might cost you much more in the long run. It is important to understand the basics of lending and seek out resources for small business loans made easy . You could seek out a small business loan from a bank or the Small Business Administration there are sources that are very reliable but usually provide strict terms on how and when you will get your funding. However, since time is money, you also need to consider the possibility of alternative lenders. These usually provide more transparency and control over the funds that you get, and of course a faster decision on your credit.
Source: Pexels
Start from Scratch
If you are unsure about which road is right for you, you can start familiarizing yourself with the process and the terms by visiting the Small Business Administration (SBA) website . Because the loans are guaranteed by the SBA, lenders take advantage of the lower risk and are happy to unlock large sums of funds. But there are also other factors to consider, like the rates and fees involved, the monthly payments, and the collateral that is very often needed for some loans. Getting an SBA loan is an extremely competitive process, so once you get acquainted with the basics, you will be in the position to evaluate whether a bank would be a better option for you or an alternative lender that provides easier and hassle-free access to funds.
Getting a small business loan might be an arduous task, but in the process, you will not only secure funding you will also understand a lot about your company, its viability and its standing with lenders. This knowledge is key for future growth.
October-03-2018
- onrec.com By Laura Little, Learning and Development Manager, CABA Posted in News archive on 03 Oct 2018
Its that time of year again, where one of the nations favourite programmes returns to our screens. Each year tens of thousands of people apply to take part in Alan Sugars The Apprentice, and whilst the blunt youre fired may not be typical of every workplace, there are some valuable lessons for anyone who wants to be a success in the workplace.
For starters, each episode of the show focuses on a different task to test the contestants skill set. These are all based on common attributes successful employees would likely have; leadership, teamwork and organisation. Whats more, the contestants have to learn how to collaborate successfully with other people in their team that they wouldnt necessarily interact with if they had the choice. Similar to that of a typical working environment.
Yes, the arguments and gossiping provide a great source of entertainment, the programme provides a wonderful insight into business, as well as tips on how to succeed in the workplace:
Work is competitive
The Apprentice is infamous for its cut-throat, opinionated contestants. While its unlikely that everyone you work with will be cut from the same cloth, its important to remember that there will be times where your ideas and aims clash with those of a colleague. Youll need to learn how to resolve those conflicts professionally and amicably to succeed.
TIP: Establishing and maintaining good work relationships are the key to a positive workplace. Its fair to say that we dont get on with our colleagues every minute of the day, so the solution to a successful working environment is striking the balance between having fun and working productively.
The clock is ticking
On the show, there are artificial time constraints because its TV and there is a need for tension. In real life, youll often find yourself working to a deadline that cant be adjusted or moved if the task is proving difficult to complete.
TIP: If youre feeling as though theres not enough hours in the day, then youre not alone. Tight deadlines are a source of stress for many people, but there are practical things you can do to remain calm and focused. Be sure to prioritise your tasks and dont be afraid to say no or ask for help if youre asked to start something new when you just dont have the time.
Focus on the bigger picture
When a task isnt going to plan, youll often see contestants on the show get distracted by trivial jobs or fixating on something irrelevant instead of focusing on the problem at hand. This is an important lesson to learn ensure you take a step back sometimes and look at a project holistically understanding the key tasks that need to be done to make sure things run smoothly.
TIP: Its easy to get distracted if something isnt going to plan, but its important to remember that lots of the little things you do during the day will ultimately add up to a huge waste of your time. Identify your time-wasting habits by writing down everything you do during your working day and youll realise how much time youve spent procrastinating rather than working through the task at hand.
Learn from your mistakes
The history of The Apprentice is filled with contestants who try and get themselves out of trouble and blame other people for their mistakes its part of the fun but in the real world, you need to take responsibility for your failures in the same way you celebrate your triumphs.
TIP: The phrase if at first you dont succeed, then try and try again is famous for a reason. Mistakes are all part of the learning process and you shouldnt be upset if something goes wrong. Analyse what went wrong and why, and use this to help shape processes in the future.
Next time you sit down to watch The Apprentice, keep an eye out for anything you think has been done particularly well, and make a note to see if theres any way to incorporate this into your working life. Remember, each contestant has been through a rigorous selection process, not too dissimilar from interviews in the real world. For further information on how to supercharge your career, visit: cabacareers.org.uk
October-03-2018
- onrec.com Responding to the Prime Minister Theresa Mays immigration proposals, Recruitment & Employment Confederation chief executive Neil Carberry says: Posted in Opinion on 03 Oct 2018
Company Profile REC View profile » The Prime Ministers announcement on low-skilled migration is not a surprise, given the recommendations of the Migration Advisory Committee, but is nonetheless a big concern. Many sectors, including the food industry, logistics, construction, health and social care rely on low-skilled workers. Given the current state of the UK jobs market and the labour shortages that these sectors face, the proposed changes risk damaging UK prosperity.
We need a post-Brexit immigration system which allows employers to recruit for roles at all skill levels depending on the needs of the economy. Given the close ties between the UK and Europe, we believe the government should secure a deal with the EU which allows employers to recruit flexibly and quickly. Businesses need reassurance that their workforces and supply chains will not be damaged after Brexit.
Equally worrying is the possible extension of the costly and complex sponsorship system, especially for small businesses. Employers will also be concerned about the lack of movement on the Tier 2 visa cap, which stops them being able to fill higher-skilled roles such as doctors and engineers this is despite the MACs recommendation to remove the cap. Businesses need clarity on these issues so that they can plan for the future and help drive the success of our economy.
October-03-2018
- insurancejournal.com Rainbow USA Inc., a specialty apparel chain, violated federal law when it terminated a manager upon becoming aware of her pregnancy, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit filed in U.S. District Court for the Eastern
October-03-2018
- onrec.com Recent reports involving a claim by the contractor Susan Winchester (Ms. W) for holiday pay deserve more analysis. Posted in News archive on 03 Oct 2018
Company Profile Lawspeed Ltd View profile » The reports, published by Contractor Calculator (CC) and on the IPSE website, state that Ms W received an out of court settlement on the day of an Employment Tribunal hearing for her claim for unpaid holiday pay based on the fact that she was an agency worker, the claim apparently having been made under the Agency Worker Regulations. Ms. Ws comments have also been published, giving this issue a significant amount of publicity. However, whilst clearly Ms. W is aggrieved, should the case be of concern to agencies and umbrella companies, or indeed HMRC?
It appears that Ms W already provided services through her limited company, SJW Marketing Solutions Ltd (SJW), to HMRC before the new off payroll tax rules (Chapter 10 IR35) applied. Using its own criteria through the online CEST tool, HMRC decided that the arrangement with SJW would be caught by those rules. As such the tax law would oblige the agency SJW was supplied by to pay SJW net of PAYE and employee NICs, the tax being accounted for as if Ms. W were a deemed employee. The rules would also oblige the agency to account for employer NICs from its own margin charge, so reducing the agencys profit.
Unsurprisingly the agency was not willing to continue the supply on that basis, and HMRC is unlikely to have agreed any increase in rate. The agency and Ms. W would then have to work out an alternative deal. It is not clear whether the agency offered to retain SJW at a lower rate, but one way or another it appears that SJW was abandoned and she became an agency worker operating through an umbrella with AWR rights and entitlement to holiday pay. Had Ms. W remained operating through SJW the company would have received a lower rate, net pay only and she would not have received any entitlement to holiday pay from any party save her own company.
Having analysed what has happened, there are some key points. Firstly the case was not heard by the Tribunal and the settlement appears to be based on a commercial decision to avoid wasted time rather than as a consequence of a proven case. However as CC and IPSE claim, the publicity given to this case by Ms. W, the Telegraph, IPSE and CC has raised the profile of the issues and indeed could be followed by other contractors in a similar position. Agencies and umbrellas would do well to take note of the specific circumstances, which may be typical where any contractor is determined as caught by IR35 under the current public sector IR35 rules and any private sector extension which may apply.
AWR claims are always likely if an agency worker is not given the same pay and working conditions as an equivalent worker on the client site engaged to do the same job, and so there is nothing new from this case in that respect. There has been a paucity of equal pay claims under the AWR since its onset in 2011, and risk can be offset by using correct procedures and contracts. It follows that agencies and umbrellas certainly ought to check their contracts and processes carefully to ensure that all angles are covered off.
The reports say that she was forced to use an umbrella, but is that correct? The context is important. Was it simply that given the application of the off payroll IR35 rules, the agency and Ms. W both decided that she would be better off if she were to operate through an umbrella. Certainly the actions of the agency appear entirely normal given the decision by HMRC that the IR35 rules applied, why should it take the financial hit of the employer NICs?
The complaint by Ms. W appears really to be that she was aggrieved at the HMRC IR35 assessment. However that too should be considered. The IPSE report states that she was personally offered a full time role with HMRC, but that she declined and her contract (with SJW) was extended. Unless the role offered was entirely different this information indicates every reason to believe that she fell square into IR35 (would she have been an employee were it not for the existence of SJW?) and SJW should perhaps always have been accounting for IR35 taxes under the original IR35 rules in any event.
It is not possible to comment on the validity of the AWR holiday pay claim in the absence of more detail. However the overriding point is that HMRC should take note that its own status decision, which may or may not be correct, then followed by the agencys actions only mirror the decisions and actions that private sector employers, their agencies and contractors, are likely to take if the current public sector IR35 rules are extended.
The result may well be significant friction and potential for dispute in the supply chain as evidenced by this case, frustration of hirers, agencies, umbrellas and contractors alike, whilst the flexibility of the workforce will be indelibly damaged.
On the plus side, where public sector employers (and private sector employers if the extension is applied) follow this pattern with contractors, agencies should be the net beneficiaries particularly in the case of direct hire contractors, so long as they know what they are doing.
In summary the villain of the piece is the criteria for applying the IR35 tax rules, which is too easily misunderstood and open to differing opinions, and the use of the flawed CEST tool. In settling the case HMRC as a hirer has had to pay some of the price for this. A clearer test would mean that, regardless of the rights and wrongs of this case, no one is taken by surprise and this kind of invasive issue is avoided.
Author Adrian Marlowe, MD Lawspeed
If you service the public sector and supply contractors or your non public sector hirers are already worried about the threatened extension to IR35 public sector rules, check your contracts and processes now and call for more information on 01273 236236.
October-03-2018
- onrec.com New research by leading UK pharmaceutical company, MSD, has revealed that when it comes to work, money is not everything. Posted in News archive on 03 Oct 2018
A recent survey by MSD has revealed, 42% of 18 to 34-year-olds would take a pay cut to work in a company with a positive impact and purpose in the world - 23% of over 35s would also consider it
Three quarters (74%) of young workers (18-34) and 66% of over 35-year-olds would be happier working for a company with positive impact and purpose in the world
Half of young workers would leave a company that does not prioritise social purpose
Over two-thirds (69%) of 18 to 34-year-olds and 56% of over 35s say they would be more productive in a company that has a positive impact
New research by leading UK pharmaceutical company, MSD, has revealed that when it comes to work, money is not everything. In an online survey of 2,000 people aged over 18, three quarters (74%) of young workers (18-34) and 66% of over 35-year-olds would be happier working for a company with a positive impact and purpose in the world. Younger workers go even further with over two-fifths (42%) saying they would take a pay cut if it meant they could work for a company that had a positive impact and purpose in the world, with 23% of over 35-year-olds in agreement.
MSD (tradename of Merck & Co., Inc., with headquarters in Kenilworth, N.J., U.S.A) wanted to look at what motivates people when looking for work MSD plans to establish a new research hub in London with the aim of attracting and recruiting approx. 150 of the brightest and best research scientists to work in London.
The findings also suggest that employees who identify with the overall purpose of a company are more likely to be productive. Two-thirds (69%) of 18 to 34-year-olds say they would be more productive when working for a company that has a positive impact in the world, whilst more than half (56%) of over 35-year-olds also said the same.
Interestingly, when it comes to deciding whether to stay at a company, half of younger workers and 32 per cent of over 35-year-olds say they would be lik
Lorraine Kenny , HR director, MSD in the UK and Ireland
These findings show how attitudes to work are changing and how important it is for employees to feel that they and the company they work for make a difference. The success of any company is built upon highly motivated and passionate people. At MSD, our people are driven by the same desire: to save and improve the lives of patients. Its this shared mutual goal that inspires our teams to come into work every day, said Lorraine Kenny, HR director, MSD in the UK and Ireland.
At MSD we also support our staff to help the communities around us. Whether its our £400,000 MSD for Mothers programme - improving the health and well-being of mothers during pregnancy and childbirth - or the 40 hours of volunteering that our employees are given every year. These programmes help inspire our people to continue the work theyre doing to help people around us and led to MSD being officially certified by the Top Employers Institute this year.
These results present a unique opportunity for businesses and how they recruit and retain talent. Employees say working for companies that have a positive impact in the world makes them more productive and happier in the workplace. For employers this helps boost company culture, attract new talent and retain their staff, added Lorraine Kenny.
Sarah Valente-Smith, recent graduate employee at MSD UK
Sarah Valente-Smith, a key account manager at MSD and winner of this years Pharmafield newcomer award said: When I graduated, it was really important for me that I felt good about the company I worked for so did a lot of research to make sure that I targeted those companies that gave something back. It was this wish to make a difference and being able to say that I work for a company that helps make patients lives better is what makes me come to work every day.
October-03-2018
- onrec.com Major employers are making use of a new EAP Calculator to capture hard data that can be used with the board to justify wellbeing and mental health spending. Posted in News archive on 03 Oct 2018
The take-up of the EAP Calculator comes in the wake of the Governments Thriving at Work report - which claimed poor mental health was costing employers between £33 and £42 billion - calling for benchmarking of EAPs and more understanding among employers of the value and impact of wellbeing services.
Royal Mail Group, Mersey Care NHS Foundation Trust and new railway operator MTR Crossrail are among those employers who have trialled the EAP Calculator.
Dr Shaun Davis, global director of safety, health, wellbeing & sustainability at Royal Mail Group, said: Being able to analyse health data is vital to our health and wellbeing strategy of improving the health and wellbeing of our employees through the prevention of physical and mental harm. As a global organisation we wanted to support a worthwhile initiative like the EAP calculator because of the impact and benefits of EAPs not only to employers and their employees, but also the wider communities where people live.
Calculating ROI is important as this helps us to measure the real benefit of the offering to staff and the value to the business overall, said Clara McSweeney, HR business partner, MTR Crossrail. Using the calculator we can look at any trends within the data and then focus further wellbeing initiatives around trying to prevent the root causes of issues requiring EAP support.
The EAP Calculator - available at www.eapa.org.uk - has been developed by the Employee Assistance Professionals Association (EAPA) UK alongside the Institute of Employment Studies (IES) as an accessible tool that can fill the gap in knowledge and provide a standard measure for HR and benefits professionals.
Neil Mountford, chair of EAPA UK, said: Employers bear much of the burden of the costs of ill-health, chronic disease and incapacity, and they need to start having a much better grasp of which interventions help them mitigate against these costs. Making a case for investment into something like support on mental health has meant scratching around for impact on absence rates or relying on intangibles like the value for engagement and employer branding.
While EAPs are among the most commonly used wellbeing interventions in the UK with close to half of the workforce (a total of almost 14 million) having access to an EAP, very few providers or employers have been able to collect data beyond basic take-up and satisfaction surveys.
Professor Stephen Bevan led the work at IES. Theres limited existing evidence from UK employers on the actual value of the EAP - mostly only data from the very different context of the US. For example, one American study has suggested a range of between $4 and $10 return on a $1 investment in an EAP. Thriving at Work highlighted a significant return for employers investing in mental health interventions, an average of £4.20 for every £1 (with a range up to £9).
We need to be gathering more insights into whats going on in UK organisations. The more the EAP Calculator is used the richer the dataset will be for creating benchmarks, the greater the insight which can be used to refine and update the methods behind. The stronger the measure, the greater credibility the figures will have for use with board executives and for purchasing decisions both around EAPs and wellbeing strategies more widely.
www.eapa.org.uk
October-03-2018
- usatoday.com Interns these days are doing more than getting coffee, but thats not to say they dont get sidelined with other menial tasks. Buzz60s Sean Dowling has more.
October-03-2018
- usatoday.com Ride the wave, dont resist it. Let your employees have a little fun, and make your small business a spooky-cool destination.
October-03-2018
- usatoday.com Youth Entrepreneur Diversity Corp. founders create a nonprofit to help young entrepreneurs network with established professionals.
October-03-2018
- onrec.com Monster.co.uk reveals half of Brits are searching for new jobs while at their desks, with 49% of job searches via Monsters mobile app taking place between 9am-5pm. Posted in News archive on 03 Oct 2018
Mobile data from jobs site Monster.co.uk shows 49% of job searches take place between 9am-5pm
58% increase in job searches on the commute home, suggesting people look for a new job after a rough day
Wednesday, hump-day, is the most popular day to upload CVs
Nearly a third (32%) of job seekers, search for a job on their mobile phone with 37% of Gen Z applying for jobs on their mobiles
Despite this, only 49% of HR professionals believe that having a mobile friendly job site is important to their hiring strategy. And 9% admit its not always possible to apply for the jobs they advertise via mobile
Monster warns recruiters risk losing the attention of the next generation of job seekers unless they embrace a mobile first strategy.
Monster.co.uk reveals half of Brits are searching for new jobs while at their desks, with 49% of job searches via Monsters mobile app taking place between 9am-5pm.
Hump day blues are also driving the desire to find that dream job with Wednesday identified as the most popular day of the week for candidates to upload their CV and start searching and applying for a new job.
Further research commissioned by Monster shows that more people than ever are now searching on the go for their perfect job, with nearly a third of UK job seekers (32%) searching on their mobiles and over a quarter turning to job focused apps (26%). Monster also saw a 58% increase in the amount of people actively searching for a new job via their mobile phones on their commute home (5-7pm) perhaps spurred by a rough day at work.
The transition to mobile is even more prevalent amongst Gen Z (those born after 1995) with 56% saying they have searched via mobile for a job and a third (33%) saying theyve even applied for a job from their mobile device. This trend isnt just confined to those just entering the workforce, almost a third (30%) of Millennials have also applied for a job via their mobiles, followed by 22% of Gen Z and 14% of Baby Boomers.
Despite the increasing use of mobile for job searches, only 49% of HR professionals believe that having a mobile friendly job site, or even an app, is important to their hiring strategy. And 9% of HR professionals admit that its not always possible to apply for the jobs they advertise via mobile. Research has shown that over 50% of candidates who attempt to apply for a job on a mobile device today abandon the process, and the lack of progress made to serve mobile searches is a key reason. [1]
With the UKs employment figures remaining steady and job vacancies at their highest level than ever before, the job market remains at its most competitive. Monster warns that recruiters and HR professionals who arent adapting their strategy to reflect this transition fast enough risk missing out on talent.
Monster.co.uks VP of Marketing Europe, Sinead Bunting, comments:
Generation Z are a mobile first generation, turning to their phones for dating, shopping and now to boost their careers. Todays job seekers expect to be able to view jobs seamlessly on their mobile devices and to be able to apply for them quickly and easily.
Apps like Monster Job Search do this by harnessing the latest technology in a way thats quick and easy to use, helping candidates find and apply for jobs on the go and on their mobiles, something that wasnt on offer until fairly recently. Weve worked hard at removing the barriers to applying for jobs, so users can simply swipe their way to their dream job exactly like finding a date on Tinder.
Recruiters need to reflect this in their offering, building well designed and functional apps to attract talent, allowing candidates to follow the application process through on mobile from search to job acceptance seamlessly, or risk losing the attention of the next generation of talent.
To help recruiters access the mobile first market Monster launched Monster Job Search App, an app that helps candidates search, swipe and apply for opportunities on the go, and recruiters tap into the mobile talent pool.
Monster Job Search App requires just three simple steps:
Users create a profile in just two clicks, using social media or uploading a CV to populate their work history
Advanced matching technology filters through 200,000 roles to find the most relevant jobs for the user
Simply apply for or reject jobs with a single swipe just as you would with Tinder.
Users can edit their work profile and can easily upload a full CV directly from Monster or popular services such as Dropbox or Google Drive. An easy swipe right allows candidates to apply and their CV or profile will automatically be submitted no fuss and no delays.
Monster Job Search is available to download on Android and iPhone here. More information on Monsters mobile products can be found here .
[1] Sonru White Paper
October-03-2018
- onrec.com Access Group has fast become a major player in the recruitment software market as it launches a new redesign version of its flagship CRM, Access RDB, a system that aims to address the productivity challenge, improve efficiency, facilitate collaborative working environments and give recruitment consultants time back to focus on clients, candidates and business growth. Posted in Launch on 03 Oct 2018
Company Profile The Access Group View profile »
With consultants losing 25% of time on unproductive tasks, Access improves productivity and performance for agencies
Now offering a new redesigned, browser-based version of Access RDB, which provides more functionality than any other recruitment system available today
With an emphasis on connected working, the new platform will be available on Access Workspace which will enable integrations to Accesss full suite of recruitment and business products
The launch is further evidence of Access strategy to bring together best of breed products and offer the most comprehensive solution in the market enabling automation of business process from candidate attraction to cash collection for recruitment agencies of all sizes
With over 500 consultants identifying updating CRM systems as a major drain on resources*, as well as a wasted two hours per week on abortive client calls, not to mention meeting substandard candidates, the sector is clearly in need of more advanced software.
Access latest release provides a far superior level of functionality that any other recruitment system will be hard pressed to beat. With personalised dashboards and an intuitive interface, the redesigned Access RDB will allow users to integrate other products for greater time-saving all of which will be able to be accessed via one platform. With the addition of smart analytics capabilities bringing together data from across the business, the new product is set to outstrip all other recruitment software available on the market today.
Launching the product at this years Recruitment Agency Expo in Birminghams NEC on 3 rd and 4 th October, delegates will be able to see the new CRM platform in action which will come with Access Workspace, the companys latest proposition in connected working which underpins Access candidate to cash offering.
Whilst Access RDB is powerful enough alone, it is Access Workspace that does the work to bring together all departments across a recruitment business, from sales, finance, HR, IT and compliance taking efficiency and productivity to another level. With all Access products linked to one platform, accessed via a single sign-on, each system will work richly together to monitor performance and share information - giving recruiters the freedom to focus on candidates and clients.
With a record breaking year of growth, the addition of new senior managers to lead the division and the phenomenal success of its screening product, Access Group has made it clear that it is committed to help a market that is desperately looking for technology innovation and will continue to make investments in order to do so.
*Recruitment-international.co.uk: Recruitment industry wastes more than a quarter of the working week on inefficient practices www.recruitment-international.co.uk/blog/2017/09/recruitment-industry-wastes-more-than-a-quarter-of-the-working-week-on-inefficient-practices
October-03-2018
- onrec.com Unlock, the national charity for people with convictions, has today published guidance to support employers to ensure that their policies and practices on collecting criminal records data during recruitment is compliant with the General Data Protection Regulation (GDPR) and the Data Protection Act 2018. Posted in News archive on 03 Oct 2018
The guidance makes it clear that collecting criminal records at the initial application stage is unlikely to be necessary and therefore in breach of data protection law.
Christopher Stacey, co-director of Unlock, said:
Too often, employers overlook skills, experience and qualifications if an applicant declares they have a criminal record. Yet over 11 million people in the UK have a criminal record. The GDPR and the Data Protection Act 2018 make it clear that asking about criminal records must be necessary if it isnt necessary, it isnt compliant.
This guidance makes it clear that the current common practice of many large employers of asking about criminal records at the initial application stage needs to change to ensure compliance with data protection law. Thats why were strongly encouraging employers to no longer ask about criminal records at application stage. However, fair recruitment is about more than just removing a question. Employers are required to justify why they are asking about criminal records at any stage in the process, and we recommend employers to use this as an opportunity to think about whether they need to ask about criminal records at all and, if they do, how they manage the process so they don't miss out on talented and qualified applicants with previous convictions.
Proactive recruiters report that employees with convictions are more productive and more loyal than average. We hope that this guidance helps employers to review their approach towards criminal records and ensure that if information is collected, it is used fairly and only where necessary.
Jessica Rose, Ban the Box campaign manager at Business in the Community, said:
"Unlock's straightforward and practical guide for employers collecting criminal records data makes it clear that Ban the Box is the right approach for recruitment under GDPR. We urge employers to read the guide and to move any necessary questions about criminal convictions to later in the recruitment process. Once you've made the change we'd be delighted to have you join the growing movement of employers demonstrating their fair approach to the recruitment of people with criminal records through signing up to Ban the Box."
The Information Commissioners Office, who Unlock worked closely with to produce the guidance, said:
"This is useful guidance that will help employers to review their policies and practices when requesting information about criminal records in recruitment. It is crucial that employers understand their obligations to data protection law and this guidance will help them to do this.
The guidance sets out a three-stage process for employers to follow in determining if, when and how they should ask about criminal records. Key points of the guidance are that:
Collecting criminal records at application stage is unlikely to be necessary and therefore in breach of the GDPR and the DPA18
Collecting at any stage must be justified by a link between purpose and processing.
You must identify a lawful basis for processing AND meet a condition of processing
Applicants have data subject rights that must be upheld
Explaining how youll uphold applicants rights is key to meeting the condition of processing
The full implications of the GDPR are still being embedded, but it is clear that data controllers must comply with data protection law. This guidance makes it clear what employers should be doing, and it is likely that individuals will look to challenge those organisations that operate policies and practices that do not comply.
This guidance is part of the practical guidance Unlock provide via Recruit! a website providing advice and support for employers on recruiting people with convictions and dealing with criminal records fairly. Employers looking for further advice about this guidance can contact recruit@unlock.org.uk .
Unlock will shortly be publishing separate guidance for applicants on their data subject rights and how to challenge unfair or unlawful practice where they encounter it.
October-03-2018
- insurancejournal.com About 57 million, or 25 percent, of Americans own a side business that is not their primary source of income. The majority of the owners of side businesses surveyed have full-time jobs. About half of side business owners surveyed dedicate
October-03-2018
- insurancejournal.com Workers compensation rates will soon be less expensive for businesses in West Virginia. According to West Virginia Insurance Commissioner Allan McVey, a filing for a 13 percent decrease in voluntary market loss costs by the National Council on Compensation Insurance
October-02-2018
- reuters.com Nimo bounds out of a car in a rush to get to work at a Bangkok advertising agency, but Nimo is no ordinary employee.
October-02-2018
- reuters.com Amazon said on Tuesday it is raising its minimum wage in Britain to 10.50 pounds ($13.59) an hour for all employees in the London area and 9.50 pounds an hour for staff in all other parts of the country, effective from Nov. 1.
October-02-2018
- reuters.com Amazon.com Inc said on Tuesday it would raise its minimum wage to $15 per hour for U.S. employees from next month, giving in to critics of poor pay and working conditions at the world's second most valuable company.
October-02-2018
- reuters.com J. C. Penney Co Inc on Tuesday named Jill Soltau as its new chief executive officer, effective mid-October, ending the department store chain's months-long search to fill the top job.
October-02-2018
- reuters.com President Donald Trump on Monday touted a new trade deal with Canada and Mexico as a win for U.S. workers while investors breathed a sigh of relief that the key pillars of NAFTA had survived his hardball strategy to reshape global commerce.
October-02-2018
- insurancejournal.com Chris OKane, group chief executive of Aspen Insurance Holdings, issued the following statement to employees that he will step down from his position when Apollo Global Management completes its purchase of Aspen in the first half of 2019. The statement
October-02-2018
- insurancejournal.com BusinessFirst Insurance Co. has received all regulatory approvals from the Indiana Department of Insurance to begin offering workers compensation insurance coverage in the that state, the company announced. Appointed agents may quote Indiana business with BusinessFirst for policies with effective
October-02-2018
- insurancejournal.com The Idaho Department of Insurance has proved a 4.2 percent drop in workers compensation insurance rates effective Jan. 1, 2019. The proposed rate change comes from the National Council on Compensation Insurance, and is a function of declining claim costs,
October-02-2018
- insurancejournal.com The Texas Department of Insurance, Division of Workers Compensation (DWC) is accepting comment on the proposed Fiscal Year 2019 Research Agenda of the Workers Compensation Research and Evaluation Group (REG). Texas Labor Code §405.0026 requires the REG to publish a
October-02-2018
- insurancejournal.com St. Louis, Missouri-based POWERS Insurance and Risk has hired Shari Smith as commercial lines account manager. Smith will be responsible for the ongoing management of commercial clients, retaining new and renewal clients, and assisting the companys producers in order to
October-02-2018
- usatoday.com These are not the only companies to agree to raise worker pay to at least $15 an hour, but they are some of the biggest in the country doing so.
October-02-2018
- usatoday.com Amazon announced Tuesday that the company is raising its minimum wage for all U.S. employees to a minimum of $15 an hour. Here are some others:
October-02-2018
- usatoday.com The e-commerce giant said it would increase its minimum wage on November 1 to $15 for all U.S. full-time, part-time, seasonal and temporary employees, including temps hired by agencies.
October-02-2018
- onrec.com By Peter Linas, EVP Corporate Development & International, Bullhorn Posted in News archive on 02 Oct 2018
Company Profile Bullhorn View profile » The UK voted to leave the EU over two years ago. While negotiations are still being finalised, Brexit has already had a bigger than expected impact on talent acquisition. Many British businesses rely on specialist skills from EU countries to supplement their workforces, however, a recent study by CIPD and The Adecco Group shows that the number of EU-born workers in the UK has fallen by 95% year-on-year.
The current job market is in flux. Recruiters are under immense pressure to help their clients find the talent they need but many of the traditional tried and tested methods arent delivering results. A recent LinkedIn study shows that the biggest challenges facing recruiters are talent availability and business uncertainty.
To stay competitive and profitable, recruitment companies need to go above and beyond job placement to act as employment consultants. This involves advising companies in the UK on how to revise job roles, benefits, and salaries to make themselves more attractive to overseas applicants.
As Brexit unfolds, recruiters have an important and necessary role to play in assisting clients and candidates to weather the storm. Heres a closer look at the crucial challenges to be aware of, and some advice on how to address them.
Businesses are hiring less
PwC conducted research in the lead up to the referendum that indicated a 3 to 5.5 percent drop in GDP by 2020 should the UK vote to leave. The effects of Brexit were felt almost immediately after the referendum results were announced, with the pound sterling falling from 1.5 to 1.21 against the US dollar. The exchange rate has since fluctuated, but imports are generally costing more while exports are bringing in less.
This general uncertainty has had a significant impact on the recruitment industry already. Recruiters in the UK have noted a steady drop in international hiring. The LinkedIn study indicates that over 30% of recruitment companies are seeing a decrease in demand for their services from core European markets including France, Germany, Italy, and the Netherlands, to name just a few.
Some industries are faring better than others, but Brexit has had a notable impact on businesses in the healthcare, manufacturing, construction, education, banking and finance, and retail sectors. Naturally, businesses are taking greater cautions when planning how they use their budgets. Theres a strong chance they may not be able to assign as much budget to hiring as before.
Candidates are looking elsewhere
Nobody is entirely sure what Brexit is going to look like once the deal is finalised next year. Freedom of movement for citizens of member states between the UK and EU countries may be affected. Or, the UK could negotiate a deal to keep this in effect even if it is no longer a full member of the trade bloc. Either way, international candidates dont know if their rights to work in the UK will remain unaffected, and this has undoubtedly influenced the drop in the number of European applicants.
According to LinkedIn, 39% of recruiters have found EU candidates are increasingly reluctant to move to the UK in general, and to London in particular. Given the current lack of uncertainty surrounding free movement, borders, and passporting, Britains lack of appeal is hardly surprising.
Making the most of available skills
One positive outcome of Brexits impact on the recruitment industry is the necessary move towards more diverse hiring. Pushed to think innovatively as traditional hiring strategies fail to deliver results, recruiters are encouraging candidates and clients to step out of their comfort zones to find the jobs and skills theyre looking for. This is an important shift, but it must be adopted more widely.
Recruitment companies need to get closer to their clients than ever before. When recruiters and HR teams work together, they can take advantage of their combined market knowledge and insights to build more informed, relevant strategies. Hiring strategies and workforce planning must align to achieve faster, better results the talent is out there, but efficiency, collaboration, and the smart use of data insights are crucial.
When talent appears to be in short supply, using technology to identify candidate referral and redeployment opportunities is a crucial tactic. In a similar way, now is an excellent time for recruiters to take a fresh look at their existing candidate databases and review opportunities for upskilling and reskilling. A successful recruitment strategy looks at a diverse pool of candidates, but also encourages and supports existing talent to develop their capabilities to meet specific client needs.
Recruiters need to think laterally to understand how candidates skills that may appear unsuitable at first glance, can suit other roles. In essence, they must move away from simply rejecting unsuitable talent, and towards referring them to other positions. A successful recruitment strategy and a healthy workforce are underpinned by making the most of all available skills.
Time to reassess what recruitment means?
To attract talent during uncertain times, recruiters need to reassess what it really means to work in recruitment. Its no longer just about sourcing candidates and placing them. Recruiters need to start providing workforce solutions and employment strategies that address challenges that political, economic, and social changes such as those warranted by Brexit present. This means getting involved in, for example, long-term planning and hiring strategies, advising on workforce structure, and developing new job roles.
As Brexit approaches, the recruitment sector will become increasingly competitive. To withstand the current and upcoming challenges, recruiters need to think smart and approach recruitment with bolder, more diverse strategies.
October-02-2018
- onrec.com First two of four 20 and 30 second TV ads released today, The Box and The Dream Posted in Launch on 02 Oct 2018
Company Profile Indeed View profile » Today, global job site Indeed launches its new global TV commercial, 'Stories' in the UK. A series of four vignettes, the first two of which are released this week: The Box (20 secs) and The Dream (20 secs).
Indeeds Stories campaign aims to build on the resilience shown by jobseekers in its most recent Sunny and Ask Me Anything ads, and places Indeed firmly on the side of the jobseeker. Each intimate story throws a spotlight onto someone using Indeed to help overcome a difficult situation. Guided by the cinematic vision of Director Lisa Gunning, the ads aim to pull viewers into the story instantly.
The advertising strategy and concept were created by Indeed's internal Brand Strategy & Creative Teams, and external consultants KV13 and creative director Doug Cameron (DCX). The series will run for four weeks across ITV, Channel 4 and various digital channels, with the final parts of the series to run later in the year.
October-02-2018
- onrec.com Posted in News archive Recruitment tech company, TribePad, celebrates its tenth year in business this month. on 02 Oct 2018
Company Profile TribePad View profile »
TribePad provide specialist recruitment software to global brands including Tesco, KFC and the BBC. Their mission is make it easier for people to find great jobs, while reducing the time and cost of finding the best talent for businesses.
The past ten years has seen the company grow from just four employees in the CEOs dining room, to now employing 33 people at their Sheffield HQ.
Turnover has grown 40% in the last year, driven by a string of new customer contract wins including Selfridges, Booker Group, Warner Bros, Saga and Gleeson Homes.
To celebrate ten years of success, the team were whisked away for a holiday to Brussels, seeing the sites and indulging in chocolate and beer tasting. TribePad also hosted its annual customer forum at the end of September at the St Pauls Mercure hotel, Sheffield, with a Champagne lunch and dinner to celebrate with clients.
Dean Sadler, CEO of TribePad said, Im really proud of the business weve built here over ten years. Were providing market-leading software to some of the UKs best known organisations. Id like to thank our staff, our customers and everyone whos helped us grow.
TribePads award-winning software is used by more than 13 million people, in 12 languages across the globe.
October-02-2018
- onrec.com Posted in Launch AllTheTopBananas (ATTB) Ltd is proud to announce a new and exciting website built for FE Careers is now live. on 02 Oct 2018
Company Profile Allthetopbananas.com View profile » In what has been a complex and ground breaking project, ATTB has worked with FE Careers ( www.fecareers.co.uk ) to bring fresh innovation to the market.
While a traditional job board model of job and CV credits is retained, a hybrid advertising model pushes the boundaries. This is a blend of job credits and job aggregator spend, to save time and allow clients access to a wider talent pool.
The new platform expands on the foundation of a single dashboard offering greater access and functionality for job seekers and clients. Clients can now source candidates in both the Further Education and Apprenticeship ( www.fecareers.co.uk/apprenticeships ) market.
ATTB also developed one interface for premium clients of FE Careers to recruit their staff, attract learners, and utilise cutting edge AI technology to manage external job advertising budgets on multiple sites; all through one FE Careers portal.
Commercial Director at ATTB Ltd Cris Bradshaw said: Were really delighted to have worked with FE Careers. With our technical expertise and vast experience in the recruitment industry, we have achieved an excellent product for the client and one which were really proud of.
CEO and Head of Digital of FE Careers and FE News Gavin OMeara said: We have worked with ATTB and as a result have a product were excited to offer our clients. It has been technically challenging but made easier working with ATTB as theyve understood our aims and ambitions and have brought them all to life.
For more information on ATTB products visit: www.attbgroup.com ; email: customerservice@allthetopbananas.com ; or call: 01733 231075
October-02-2018
- onrec.com In response to the Chancellor Philip Hammonds statement on the apprenticeship levy, Recruitment & Employment Confederation chief executive Neil Carberry said: Posted in Opinion on 02 Oct 2018
Company Profile REC View profile » The Chancellor underlined the importance of business to British prosperity in a way that has been too rare recently in our politics. He rightly put getting a Brexit deal that protects jobs and growth at the heart of his commitments for the autumn.
The commitment to make the apprenticeship levy a more flexible offering is something the recruitment sector has been consistently campaigning for. This will benefit workers by improving training opportunities, as well as helping recruitment businesses who are currently paying the levy but are unable to spend it.
The test of the governments pro-business mindset is in the actions they now take. The forthcoming budget is an opportunity to match rhetoric with reality the Chancellor must hold back from IR35 changes in the private sector that will punish compliant businesses and open the way to tax avoidance.
In his speech at the Conservative Party Conference on Monday 1 st October 2018, Chancellor of the Exchequer Philip Hammond said this regarding the apprenticeship levy:
And we have heard the concerns about how the apprenticeship levy is working
so today we've set out a series of measures to allow firms more flexibility in how the levy is spent. But we know that we may need to do more to ensure that the levy supports the development of the skilled workforce our economy needs. So in addition to these new flexibilities, we will engage with business on our plans for the long term operation of the levy. Working hand-in-hand with employers to ensure that every young person can fulfil their potential and achieve their dreams.
October-02-2018
- onrec.com Half have been /or know of a fellow worker that has been pressured by a senior manager or partner to ignore account adjustments Posted in News archive on 02 Oct 2018
Company Profile Careers in Audit View profile » More than a third of accountants admitted they are aware of a senior staff member at their current workplace who has made a decision to deliberately chose a commercial result for the company, even though the decision could be regarded unethical, according to the latest research published by global job board CareersinAudit.com [1]
The shocking admission follows on from findings in the research which revealed that half of accountants surveyed have been pressurised /or know someone that has been pressurised by manager or a partner to ignore an adjustment that should have been made to a set of accounts.
Nearly a quarter of accountants (22%) believe that more than 25% of the profession have helped their clients create a set of deliberately misleading accounts. With a further 16% believing 10-20% of the profession are involved in shady activity and a further 24% believing the percentage involved is between 5-10% of the profession.
Offences highlighted by respondents included:
The bank started lending to low income earners who were left with unsurmountable levels of debt
The senior manager advised on how to escape tax authority
Actions [by the accountant] led to misleading reports to board
A client [GP] was bribed with goods, a holiday and meals if he switched products to a cheaper one
False details of assets and earnings used for minimising a divorce settlement
Price transparency was compromised
A large contract was awarded to a related party without following the policy which required competitive bidding
A senior manager paid an individual to get a tender
I know there was a submission of fake reports about expenses
I pointed out serious accounting/legal violation by senior executive and was penalised for doing it.
Others, whilst admitting unethical practices goes on within their organisation, were less forthcoming about the nature of the misconduct stating it was a confidential matter.
Perhaps, to some degree, this lies with the fact that some are too scared to speak up and report the unethical practice.
However more than third (38%) said they would confront their boss directly if they suspected he /she was participating in unethical actions, with a further 37% stating they would remain in their job and tell their HR or industry body. 6% said they would resign themselves, as they would not want to be associated with a firm that undertakes ethical practices. 4% said they would do nothing as reporting on their boss would not achieve anything.
Other highlights of the research included:
Nearly two thirds (65%) of accountants believe businesses do not do enough to protect an employee against victimisation or dismissal should they report the misconduct of a colleague and
More than half (51%) believe anyone which signs off a deliberately misleading set of financial statements should be banned from practicing in the profession, with nearly a fifth stating they should be fired from their job and nearly 10% saying that prison should be the punishment.
Simon Wright, Managing Director of CareersinAudit.com comments:
Its now 17 years since the Enron scandal came to light. Yet since then, there have been other corporate accounting debacles. Our research reveals there is still a way to go to ensure the profession is adhering to ethical working practices.
Whilst the majority feel they would directly report misconduct, there is clearly a disjoint between the intention and reality of conduct in the profession.
There is to some degree an underlying concern about the repercussions for towing the ethical line; whether this is about losing their job, losing a client for speaking up, a risk in promotion or damaging their career reputation.
More has to be done, not only at a company but industry level to create a code of practices which encourages the right working culture to report fairly and without fear.
[1] The research amongst more than 400 accountants took place during August-September 2018
October-02-2018
- usatoday.com Currently, 29 states and the District of Columbia have minimum wages that are higher than the federal one, according to the U.S. Department of Labor.
October-02-2018
- usatoday.com Four in five parents provide some financial support for their adult children, and they spend twice as much on them as saving for retirement.
October-02-2018
- usatoday.com Amazon said Tuesday it would increase the minimum wage it pays all full, part-time and seasonal employees to $15 an hour.
October-02-2018
- usatoday.com Brain Science: Traditions and habits are important for brain efficiency. So next time you ask how to break a habit, maybe you dont have to.
October-02-2018
- usatoday.com Many recruiters and employers are not fans of making counteroffers. A counteroffer is just a temporary fix to what likely is a bigger problem.
October-02-2018
- reuters.com President Donald Trump on Monday touted a new free trade deal with Canada and Mexico as a win for U.S. workers while investors breathed a sigh of relief that the key pillars of NAFTA had survived his hardball strategy to reshape global commerce.
October-01-2018
- abajournal.com Could the resumé become an anachronism? At some law firms, particularly in Canada and the United Kingdom, hiring partners have embraced blind recruiting, removing identification
October-01-2018
- usatoday.com More than 43 million retired workers are anxiously awaiting Oct. 11 when they learn inflation data that will help set Social Security COLA for 2019.
October-01-2018
- usatoday.com Google has cleverly hidden a text adventure game easter egg within its search results. This is what you do to find it and play for yourself.
October-01-2018
- insurancejournal.com Insurer market power matters in hospital pricing. Patients with automobile, workers compensation, and other non-conventional commercial insurance plans paid much higher prices than patients with HMO/PPO health insurance coverage for hospital services in Florida, new research confirms. A new Johns
October-01-2018
- insurancejournal.com California grocery outlet, PAQ Inc., dba Rancho San Miguel Market, violated federal law when it fired a deli clerk after she requested an accommodation for a disability, the U.S. Equal Employment Opportunity Commission announced in a lawsuit. According to the
October-01-2018
- insurancejournal.com News about insurtechs happens almost every day. This week, innovation and insurtech will be on the minds of many as an estimated 6,000 insurance professionals and entrepreneurs meet in Las Vegas for the InsureTech Connect Conference. Before the news from
October-01-2018
- insurancejournal.com Twenty individuals were arrested in Florida in a workers compensation insurance fraud sting operation involving unlicensed contractors in Pasco County in Operation Hot Water, according to a statement from Florida Chief Financial Officer (CFO) Jimmy Patronis on Sept. 27. The
October-01-2018
- usatoday.com The gig economy has been criticized for normalizing low-paying work, but now is a great time to be skilled. Here are 10 high-paying freelance jobs.
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Louisiana Contractor Awarded $62M in Fertilizer Plant Lawsuit
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Virginias Prosper Insurance Company to Expand Headquarters, Add 75 Jobs
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GE to pay penalty if falls short of French job pledges: ministry
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Ann Swain scoops top leadership award
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New figures predict bumper year for Recruitment industry growth
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Pay finally responds to record number of vacancies
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REC - A smooth Brexit that delivers for the economy and for peoples jobs
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23 Million Workers Turning Their Backs on Company Employment
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UK recruitment agencies continue to pave the way in social engagement
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How do cyber-criminals hack small business startups? Heres what we learned from Microsoft
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See the top 10 best cities for jobs
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Everest Insurance Hires Pollert in New York City
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See inside one of the worlds coldest workplaces in Wisconsin
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U-S-A! The most competitive countries around the globe
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This is the average Americans salary. How does yours compare? Some tips for improving it
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The Hilb Group Acquires Massachusetts DBR Group
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California Train Agency Fined $650K in 2 Worker Deaths
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Oregon Study Shows California Workers Comp Rates Falling, but Still High
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Chicago Restaurant Chain to Settle Sexual Harassment, Retaliation Suit for $160K
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Low paid does not mean low skilled
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60% of UK employees think they could better their boss
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Judge Rules Trumps Tweet Over Stormy Daniels Was Free Speech, Not Libel
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CRG announces acquisition of Affinity Workforce Solutions pushing investment portfolio revenues to £230m
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Leah returns to Frontline to drive growth
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National later living operator launches online employee Wellbeing Centre with week of health and wellbeing activities
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The Adecco Group again among top five Worlds Best Workplaces
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Recruiting the Best Talent for Your Business Just Got Easier
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Heres how to decide who gets what after a breakup
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Three out of four Americans has had a toxic boss
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ClearStar secures new integration with Virtual Badge for mobile ID badging solution
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Verisure drives its HR transformation with Workday HCM
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Bosch goes live with SmartRecruiters
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Chip and Joanna Gaines might be moving the Magnolia HQ
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California Insurance Commissioner OKs Workers Comp Rating Bureau Filing
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New York Contractor Pleads Guilty to $800K Business Fraud Scheme
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Brexit Deadlock Deepens as Hopes Fade for Breakthrough During Crucial Week
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93% increase in people searching for cyber security recruitment
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How to avoid getting your airbag stolen, other safety problems
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Sears delivered these workers something that wasnt in the catalog -- love and opportunity
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Facebook hack update: Nearly 30 million users data stolen. How to find out if youre one of them
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Christmas Elf is a real job in Finland heres how to apply
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Can blockchain solve the talent crisis?
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Are you seen as a great place to work?
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A poor website experience would cause 62% of millennials not to use a recruitment companys services, new survey reveals
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impress.ai - parsed and impressed by RChilli...
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250,000 veterans helped into new careers
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EPIC Acquires New Yorks Total Management Corporation
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Indian Employers Pressured to Take More Seriously Surge in #MeToo Allegations
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Lawsuit: SolarCity employees created fake sales records that boosted the companys value
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In the final countdown to Brexit, jobs numbers disappoint
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Revealed: 10 job hunting myths that could hold you back from your next job
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CIPD welcomes consultation on ethnicity pay reporting
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Postal worker accused of stealing & selling $630K of stamps online
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Have a 401(k) or IRA? Not keeping an eye on this number could cost you dearly
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Knight Named a Deputy Commissioner at Texas Workers Comp Division
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Workers Comp Rates to Decline in Kansas Next Year
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UK Workers Turn to Technology to Help Look After Their Mental Health, Accenture Study Finds
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4.7 million SMEs impacted by the war for talent as employees thrive in ´buyer´s market´
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Athona volunteers for Memory Walk
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New online self-service tool helps demystify the complexity of GDPR compliance
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Access acquires Microdec and continues significant expansion of Recruitment division
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Sears may file for bankruptcy
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New paper explains AIs role in talent acquisition
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Underground supper club in N.Y. home has culinary fans, but is it legal?
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Third Point tells Campbell Soup not to hire new CEO before meeting
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Indian employers under pressure to respond to surge in #MeToo allegations
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Credit card gas rewards fuel bigger savings at gas pump. Heres how to take advantage
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Corporations Talking Clawback Policies for Executives #MeToo Misconduct
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UK Expects 5,000 Financial Services Jobs to Move to Europe by Brexit Day
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New Jersey Lumber Company Faces $106K in Penalties for Safety, Health Hazards
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Risk Strategies Hires Morin as VP of University Health Plans in Massachusetts
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Trump Signs Bill Ensuring Sports Medical Malpractice Insurance Travels Across State Lines
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Myron Steves in Texas Adds Thomson to Executive Leadership
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Alera Group Acquires Distinctive Insurance and GLB in Nevada
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Lockton Adds Rioux to Employee Benefits Team in Atlanta
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Retirement savings: How to translate your nest egg into monthly income
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Here are the happiest large companies
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EU nations agree to seek 35 percent CO2 cut on cars by 2030
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Legal industry posts jobs gains in September
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Meet Justice Kavanaughs four female law clerks, a hiring first
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Jobs in high-wage industries are growing fastest
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N.J. Pet Food Manufacturer Cited for Failure to Correct Prior Safety Hazards
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Urgent EU Action Needed to Address Threat of Hard Brexit, Warns Bank of England
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The tip you need to stop overspending when shopping at Target
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Kansas Foster Agency Sued in Killing of Girl By Dogs
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Alliant Names Guth Vice President in Southern California
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How to invest when interest rates are rising
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Report: California Self-Insured Workers Comp Claim Frequency Rose Last Year
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Employees Share of Health Costs Continues Rising Faster Than Wages
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Google Keeps Age Discrimination Claims Settlement Amount Secret
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Volkswagen set to hire four banks for truck unit IPO: sources
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Volkswagen furloughs workers in Brazil as demand from depressed Argentina weakens
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Heres how to be a VIP guest at these hotels
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Employee health at risk from poor financial wellbeing
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Brexit-Related Uncertainty Begins to Hit UK Businesses: Surveys
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Insgroup Acquires Fred Brown Companies in Texas
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How to overcome the most common fears about starting a new job Face Your Fears Day 2018
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Apprenticeship back in the spotlight
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Is your finance team costing you too much?
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Sphere Solutions - A leader in technical placements to the Construction industry
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Employment trends: 20 jobs that are now dominated by women
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Pilot Flying J fraud lined ex-President Mark Hazelwoods pockets, set up fall
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Lebanon wines bring villages back to life and emigrants home
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Telecom Italia CEO says board situation problematic, committed to job: paper
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Holiday hiring frenzy begins as job fairs hit area stores
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Bored in retirement? 4 ways to fill your days and make money at the same time
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Jobs report: Black teen unemployment fell to 19.3 percent in September, lowest on record
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There has been an upsurge in Social Security scams. How to avoid being a victim of one
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Maltese family keeps ancient salt-harvesting tradition alive
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U.S. job growth cools; unemployment rate drops to 3.7 percent
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Wall Street falls as solid jobs report boosts bond yields
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Stocks fall globally after U.S. jobs data, Treasury yields rise again
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A decade of U.S. economic sluggishness may have just snapped back to normal
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When will MeToo become WeToo? Some say voices of black women, working class left out
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Economy added 134,000 jobs in September; unemployment falls to nearly 50-year low
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Stress is top concern at work, union reps warn
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Lack of Flexible Working Leaves Employees Missing Major Life Events
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Recruitive Software Announces CIPD Manchester Attendance
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Money worries biggest cause of stress for Millennials
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Cyber Reinsurers Aim to Master the Dangers of Global Accumulation
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Ohio Manufacturer Cited for Safety Violations, Fined $213K
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How to use your companys vacation policy to your advantage
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Ford Motor to tighten operations, cut salaried workforce worldwide
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U.S. weekly jobless claims near 49-year low; factory orders surge
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Godbold Joins Turbeville Insurance Agency in South Carolina from Hub International
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The Floow Adds Bylsma, Mendralla in Detroit HQ
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Florida Woman Arrested Over $50K Workers Comp Fraud Scheme
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Gas Line Rupture Sparks Fire in Pennsylvania, Injures One Worker
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MJ Insurance, HealthJoy Partner on Employee Benefits
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Texas Survivors Lawsuit Accuses Facebook of Enabling Human Traffickers
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Inspired Villages Group pledges its support to former and serving members of the armed forces and their families
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UK pay and advertised vacancies fall again, wages down for 4th consecutive month
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Average salaries reach highest rate since January 2017
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Eight business lessons The Apprentice wont teach you, according to the experts
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Heres how to see Lin-Manuel Miranda perform Hamilton one more time
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U.S. services sector activity hits 21-year high; hiring accelerates
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Global stocks firm, U.S. Treasury yields soar, oil at four-year high
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The UKs mismatched workforce: Half of UK workers are in the wrong job
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EEOC Sues Colorado Trucking Company for Discrimination
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How to Know if a Small Business Loan Is What You Were Looking for
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What The Apprentice can teach us about the workplace
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REC response to the Prime Minister´s immigration proposals
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Rainbow USA Sued in Louisiana for Pregnancy Discrimination
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The Winchester case an IR35 lesson for HMRC if friction to be avoided
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Companies making a positive impact in the world are more attractive to the UK workforce
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EAP Calculator delivers ROI figures for a future of benchmarking wellbeing
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How to say no to tasks as an intern
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Tricky Halloween season can be a treat for small businesses
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New Jersey students bringing diverse entrepreneurs together on campuses in the Northeast
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Half of us search for a new job whilst at work
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Access launches new recruitment CRM to improve agency productivity and connected working
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New guidance published to support employers with GDPR, data protection and processing criminal records in recruitment
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25% of Americans Own a Side Business, Most Go Uninsured: The Hartford
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West Virginia Workers Comp Rates to Decrease Nov. 1
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Putting on the dog: Thai ad agency employees bring pets to work
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Amazon raises minimum wage rates in Britain
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Amazon raises minimum wage to $15, urges rivals to follow
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J. C. Penney names former Joann Stores chief as CEO
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Trump hails Canada, Mexico trade pact as win for U.S. workers
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Aspen Insurance CEO OKane Issues Statement That He Will Step Down in 2019
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BusinessFirst Insurance OKd to Offer Workers Comp in Indiana
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Idaho Workers Compensation Rates to Decrease in 2019
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Texas Accepting Comments on 2019 Workers Comp Research Agenda
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Missouris POWERS Insurance and Risk Management Adds Smith
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Amazon, Target and more: Here are the companies committed to $15 hourly minimum wage
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Companies committed to a $15-an-hour minimum wage
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Amazons minimum wage jumps to $15
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Brexit and the recruitment industry: what lies ahead?
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The Power of Stories - Global Job Site Indeed Unveils New UK TV ad campaign
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Recruitment tech company celebrates ten years of growth
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AllTheTopBananas deliver for FE Careers
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REC response to Chancellor´s apprenticeship levy statement
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Ethics of accountancy profession under scrutiny - research published today reveals more than a third of accountants are aware of a senior staff member deliberately going ahead with unethical misleading accounts /advice
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What states pay minimum wage higher than federal governments $7.25 an hour
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Paying for your grown kids rent and vacation? How to help without risking your retirement
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Amazon ups minimum wage to $15 for all full, part-time and seasonal employees
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Habits are hard to break and that may not be a bad thing
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Ask HR: Advice to job-seekers and employers on the pitfalls of counteroffers
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Trump hails trade pact with Canada, Mexico as win for U.S. workers
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Law firms embrace blind recruiting to promote diversitybut does it work?
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Why the most important Social Security date of the year is Oct. 11
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Theres a hidden text adventure game in Google search. Heres how to find it.
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Why Hospitals Charge Auto Insurance, Workers Compensation Patients Much More Than Health Insurers
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EEOC Hits California Grocer With Suit for Firing Employee over Medical Leave Request
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15 Most Popular Insurtech Stories
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20 People Arrested in Florida in Operation Hot Water Workers Comp Fraud Sting
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10 highest-paying gig economy jobs: How to become a six-figure-earning freelancer
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