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Jobmobile News - News of the world of labor
Are robots coming for your job next? Oxford researchers say they have already stolen 66,000
April-30-2018 - dailymail.co.uk
Robots have already stolen more than 60,000 jobs in Britain as the march of the machines continues, a study claims.
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How to pick the best pet insurance and what to watch out for
April-30-2018 - dailymail.co.uk
Its a decision most pet owners hope to never have to make but Chris and Lou were told their one-year old cat Richie would need to have an operation costing £10,000.
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Where are the jobs for the Class of 2018? (podcast)
April-30-2018 - abajournal.com
Newly minted law grads will soon be entering the job market, but where are they most likely to find employment? In this episode of Asked
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$11M a year for a lateral hire? Star partners are valued like Hollywood celebrities
April-30-2018 - abajournal.com
At Cravath, Swaine Moore, partners earn a hefty $4 million a year, on average. But that pales in comparison to reported compensation for some
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How to write your Ph.D. thesis
April-30-2018 - sciencemag.org
Recent graduates and current students share what worked for them
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Rent costs full-time workers every penny earned until May
April-30-2018 - bbc.com
A year's rent takes every penny earned by full-time workers until the first week of May, study shows.
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Panasonic hit with $280m corruption fine
April-30-2018 - bbc.com
The US says the firm hired consultants for "improper" purposes and concealed payments to sales agents in Asia.
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Sainsbury´s vows Asda deal will cut prices
April-30-2018 - bbc.com
The mega merger will not lead to store closures or job losses amongst store staff, Sainsbury's boss says.
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Most choose dream job over pay equality in recent poll
April-30-2018 - usatoday.com
A new poll reveals that most people, especially millennials, would rather have their dream career than equal pay. Tony Spitz has the details.
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How do I set up a pension from scratch? Steve Webb replies
April-30-2018 - dailymail.co.uk
I am 32 and currently have no pension apart from £1k from auto enrolment during a job about five years ago. I am anxious to get something arranged about my pension as soon as possible.
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Six top tips to secure a pay rise
April-30-2018 - dailymail.co.uk
Admit it, there has been a point in your career where you've felt you're not being paid enough. We ask James Reed of reed.co.uk to list six top tips to secure a pay rise.
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Interserve shares plunge as Government contractor sees losses double
April-30-2018 - dailymail.co.uk
Interserve, which holds several Government contracts and employs 80,000 people, said losses deepened by 61 per cent to £244.4million in 2017, from a £94.1million loss in 2016.
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DAILY BRIEFING: More jobs go in Carillion collapse
April-30-2018 - dailymail.co.uk
The Official Receiver said 36 employees will be made redundant later this week after the transfer of some of the engineering giants business to another supplier.
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Fashion failure risks 350 jobs as Bench collapses
April-30-2018 - dailymail.co.uk
The fashion retailer, founded in Manchester in 1989, has called in the administrators after bosses struggled to turn around its fortunes. It made a £2.3m loss in 2016.
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Freelance marketing: 7 potential reasons you arent getting work
April-30-2018 - usatoday.com
Getting a successful freelance career off the ground can be challenging, especially when you consider a freelancer really has two jobs. You could be making one of these 7 common mistakes when building your freelance profile.
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Illinois House OKs Development of State-Financed Workers Comp Insurer
April-30-2018 - insurancejournal.com
Illinois House of Representatives has passed a bill that would create a state-monitored insurance company with the intention of driving down workers compensation insurance costs in the state. The House voted 62-43 on a plan that would establish an independent
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California Trucking School Owner Got Illegal Licenses for Students
April-30-2018 - insurancejournal.com
The owner of a California trucking school has pleaded guilty to conspiring with state employees to obtain drivers licenses for students who failed or did not take driving tests. Mangal Gill of San Ramon, California owned Central Truck Driving School
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Investing tips to help avoid destroying your IRA and ruining your retirement
April-30-2018 - usatoday.com
When offering investing advice, Berkshire Hathaway investing legend Charlie Munger counsels people to invert, always invert. In other words, find out how to sabotage your success, and then avoid those methods at all costs.
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Undergraduate Hospitality Student CV
April-30-2018 - onrec.com
Studying for a Bachelor in Hospitality opens the doors to an international career and Bachelor degree-based jobs. Posted in News archive on 30 Apr 2018 The hospitality industry is a fast-paced industry where people evolve quickly from one position to another, changing companies as well as moving to new regions around the world. Getting a hospitality degree is greatly appreciated by most of the organizations in the field for working in this global industry where opportunities are diverse and endless. Hospitality is broad and stepping into this sector opens doors not only to hotels, restaurants, airlines and events companies but also any businesses that require the savoir-être and social skills of hospitality students. Studying hard and getting your hospitality degree is just not enough. One of the Bachelor-degree requirements is to know how to handle your career and this starts with a good professional Curriculum Vitae (CV). If you are a high-school student and are interested in obtaining a Bachelors degree in Hospitality , you will need to write an undergraduate CV when applying to the desired educational institution. During your curriculum, you will also have to complete compulsory internships in order to gain valuable work experience. While your School Career Department is there to assist in your job search, it is mainly the quality of your application will make the real difference. A remarkable application starts with a properly structured CV. Therefore, understanding the mechanisms and process of how to write an undergraduate hospitality CV is a vital skill that will be useful throughout and even after your studies. Your CV may be seen as your business card. It is a one to two-page document summarizing your educational and work experience. It introduces you to your potential future employers, informing them about who you are, what you have done and, more importantly, what hard and soft skills can you bring to their organizations. As an undergraduate student, you might have limited or maybe no work experience. Thats normal and it doesnt mean that you cannot prepare an attractive CV. If you have some work experience, even if not hospitality-related, mention it. Include which companies you might have previously worked, what your positions were and, more importantly, what your tasks and responsibilities were. A professional picture is also important. When studying hospitality, you will no doubt have to follow a business dress code. Wearing a business suit on your CV picture shows that you are already used to the industrys codes and are ready to step into this world. A considerable amount of employers do not expect to receive an extensive CV from undergraduate hospitality students who start their career in the sector. They are more interested in the layout of the CV and the skills that you might have developed through your studies or extracurricular activities. Key Elements of an Undergraduate Hospitality Students CV Below you can find elements to consider during the CV-writing process: Keep it short (on one page or maximum two pages if long professional experience applies) and be careful of the overall layout: Consistency: use only one type of font Keep it aligned and use similar spacing Present your name as the title: First name, LAST NAME: Preferably in bold and in the center Avoid typing curriculum vitae as a title Add a professional portrait picture above right or left depending on the countrys legal framework: A photo of you preferably in a business suit A picture in front of white background and a smile are recommended Include the following sections: A. Personal details Contact details: address, email, mobile phone number and Skype ID Nationality Date of Birth (depending on the countrys legal framework) B. Objective: write 2 to 3 lines stating what type of employment or position you are looking for, your desired achievements and your availability to start. C. Education : list your previous and current educational institutions in reverse chronological order starting with the most recent including your major and anticipated graduation date. add any qualifications, projects or awards relevant to your studies. E.g.: Month Year Month Year Organisation Name , City, Country Diploma / Degree Anticipated graduation date: Month Year D. Work experience: similarly to the previous section, list your previous work experience (summer jobs, part-time jobs, etc.) in reverse chronological order starting with the most recent including your position, tasks and responsibilities. E.g.: Month Year Month Year Organisation Name , City, Country Position Held Description of main responsibilities E. Language skills: list your language skills, starting with your mother tongue to the less fluent ones. add your language certifications in this section (if any applicable). E.g.: Language Native speaker Language Fluent (C1, Cambridge English Advanced Certificate, Year) Language Intermediate/Advanced Language Basic (currently learning) F. Computer skills: list IT programs that you know how to use, including your skills level. E.g: Microsoft Office (Word, Excel, PowerPoint): very good user Photoshop, iMovie: basic user G. Extra-curriculum activities: list your most important extra-curricular activities in reverse chronological order starting with the most recent including your position, tasks and responsibilities. E.g.: Month Year Month Year Organisation Name , City, Country Position Held A. Interest : introduce briefly your interests in one line, underlying your main activities or highlighting the ones related to hospitality. H. Reference upon request : complete your CV with this sentence, being centred and in bold. in addition be prepared to give some contact persons or reference certificate if requested. Writing a proper CV takes time but it is also an ongoing process. You should keep editing it throughout your hospitality studies and even after graduation reflecting the changes in your career, keeping only the most recent or relevant experiences on it. Dont forget that an impactful CV is tailored to the company that you are applying for. Therefore, dont hesitate to modify the objective and underline the skills and qualities required for the position. However, as much as a good CV is important, it is not the be all and end all of your application. A well-structured CV is just the first step in getting the qualifications, the internship, the management training or the job that you want. Following up your application and making a good impression at the interview are as important as the CVs impact if not more. But this is another story. Sarah Balet, Career & Placement Counsellor Les Roches Global Hospitality Education
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UK SMEs see their agility and flexibility as major advantages for meeting business challenges in 2018
April-30-2018 - onrec.com
UK SMEs plan to achieve high growth targets this year and are intent on leveraging what they see as unique advantage of agility and flexibility to help them adapt to changing customer demands, according to the latest research from American Express. Posted in News archive on 30 Apr 2018 In a global study of senior executives of 3,000 SMEs, American Express and Oxford Economics found that confidence levels amongst UK SMEs are 10% higher than the global average. SMEs also have ambitious growth targets; with almost a quarter (23%) of SMEs predicting they will achieve impressive revenue growth averaging 10% for the next three years. SME Pulse 2018: Strategies for Sustainable Growth reveals that SMEs believe that understanding changing customer demand is the most important factor for generating revenue growth. While 58% of small businesses say they are effective at responding quickly to changing business demands compared to their industry peers, they are not resting on their laurels as they also claim that change is one of the biggest challenges they need to address. SMEs plan to do this by relying on their nimble structures to implement more flexible operations and processes, develop relationships with external partners and apply agile project management systems and business approaches. Attracting and retaining the right people is also key to business success for UK SMEs with 46% saying they are focusing on a culture of innovation. The top five ways that SMEs plan to retain and attract talent are: implementing a supportive/inclusive workplace culture, providing an attractive work environment, offering long-term incentives, a competitive salary, and providing training and development programmes. SMEs are also taking a more flexible and agile approach to evaluating future finance options, with ease of application (30%), low fees (36%) and flexible repayment options (28%) as some of the key criteria considered when exploring business financing options. Commenting on the study, Jose Carvalho, Executive Vice President at American Express Global Commercial Services said: SMEs are uniquely advantaged through their close relationships with customers, and their ability to be nimble and sensitive in responding to changing demands. With agility a key competitive advantage for smaller businesses, its no surprise that more flexible approaches to hiring and financing are on peoples minds when it comes to adapting to and keeping pace with their customers needs.
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COMMENTS: GDPR - Less than one month to go
April-30-2018 - onrec.com
Adam Stringer, a GDPR expert at PA Consulting Group, comments: Posted in Opinion on 30 Apr 2018 The EU GDPR isnt a one-off exam. Its one you have to be ready to sit every day, every week and every year. Personal data is moving through organisations all the time. And you need to understand what it will take to process it in line with the GDPR, day in, day out. Privacy is for life. Come 25 May 2018, organisations might have all the spreadsheets, systems and contracts in place, but they must ask themselves: Do they all work? And what about next May? Will your data inventory be up-to-date? Will you have acted on what youve learned from handling your first rights requests? Will your suppliers and others still be doing what their contracts say they should be? Create an operating model around data privacy, with specific capabilities, roles and responsibilities. Organisations need to get their act together, from understanding how theyll engage with customers and handle their inquiries to knowing how theyd cope minute-to-minute in the wake of a security breach. Its only by going through this process in detail that youll know the full day-to-day impact of the GDPR. At a minimum, your operating model will need to consider: how you maintain your inventory; how you respond to Individual Rights requests (such as the right to erasure); how you check your suppliers are able to meet privacy clauses you put in contracts; and how you respond to a regulatory review. The world is watching. Privacy is on the global agenda and is now a boardroom topic. In any event, trying to split apart how data is managed based on location of citizens is just too complex international digital commerce knows no boundaries as seen by the revelation that most of Facebooks processing is undertaken in Ireland. The safest response, and arguably the one that customers want, is to apply transparent practices globally. Create a compliance culture. Compliance is not just about systems and processes, its also about culture. If everyone in the business senses that you take this seriously, and understands that each person has a part to play, youre far more likely to succeed. You can embed this thinking through training, and through individual development objectives. For example, we ran a data breach simulation exercise with a major financial services organisation, which helped teams understand how to work together in the event of a real issue.
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How do you make the entire recruiting process GDPR friendly/compliant?
April-30-2018 - onrec.com
Charles Hipps, CEO Founder, WCN Posted in Opinion on 30 Apr 2018 Company Profile WCN View profile » Its being billed as the EU's huge data privacy shake-up and the deadline day is looming round the corner but how much responsibility do resourcing teams and recruitment in general need to be concerned about? Compliance as a whole is nothing new. Recruiters have always sought out security and data protection as core assets to their roles in businesses. More good news is that if you have been a responsible data controller or data processor - following best practice in line with the Data Protection Act 1998 (DPA) - then you should already be ready for most of GDPRs compliance requirements. What one must remember however is that with the introduction of GDPR, the power is put back into the hands of candidates/applicants. In the new era, anyone who processes and holds data has a mandatory obligation to be both more transparent about their processing activities and responsive to demands for privacy-invasive processing to be curtailed. Where consent is required it must be freely given, specific, informed and unambiguous. There must be a positive opt-in requiring an action by the candidate. Implied consent cannot be assumed. Failing to respect the rules is simply not an option the fines alone are eye-watering sums that can cost a business significantly - up from a maximum £500,000 to about £17.5m or 4% of global turnover, whichever is the greater. Over the last two years - in the process of ensuring compliance with GDPR - recruiters have become increasingly aware that the quality of their data and sometimes the source of that data may not be as reliable as they would wish. Not much can be done when a candidate applies direct, but recruitment agencies must be better at ensuring that the data they present to employers is compliant with GDPR and is being shared with consent and kept up to date. To make sure you understand the data you hold and how you process it, you should document the following in an Information Asset Register (IAR) with risks being determined via a Privacy Impact Assessment (PIA): What data do you hold? Why do you need it? Is there a legal basis for requiring the information? Where does it comes from? How do you use it? Where does it go? How do you get rid of it? What are the risks? With all data processing, the rules regarding this should be clearly stated in a Privacy statement. The GDPR introduces additional requirements for your privacy statement which can be reinforced by your ATS: Right to be informed : As well as the Privacy Statement, the ATS can inform the individual at different stages through the recruitment process e.g. consider adding additional guidance text to online forms and status updates. Right of access : Candidates must be able to review their personal information and be kept informed of the processing of their application. Right to rectification : Individuals should be able to rectify personal data if inaccurate or incomplete. Check that your use of your ATS allows candidates to update their personal data on-line. If the ATS cannot support this then you will have to implement a manual process and inform the candidate how to use the process. The Privacy Statement should include directions for the candidate on how to update their information. Right to erasure : You may still be able to retain data if you are not relying on candidate consent to do so e.g. if you have a legal basis for keeping the data and you have explained that legal basis clearly to the candidate via the Privacy Statement. If you are relying on candidate consent for retaining some data, then you will have to provide the candidate with a mechanism to have the data deleted. Right to restrict processing : If there is a challenge (or objection) to the data held (e.g. the candidate challenges that the use of the data is unlawful; or the recruiter is unsure if they should comply with a deletion request) then the data should be restricted from further processing until the challenge is resolved. Right to data portability : Candidates should be able to obtain and reuse their personal data that they have provided - it would be appropriate to make the candidate request a data download and then for you to check the request, perform the download, and then provide that to the candidate. Right to object : It must be made clear to candidates how they can object to the processing of their data. This should be in the Privacy Statement and must be made clear to the candidate at the start of processing. Rights related to automated decision making : For decisions that are made about a candidate and which are based on their personal data, the candidate must be informed beforehand and be able to ask for and obtain human intervention (e.g. to review an automated decision), express their point of view, and obtain an explanation for any decision made using their personal data.
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Revealed: The 5 areas Brits are willing to lie about to secure a job
April-30-2018 - onrec.com
A staggering 92.5% of Brits have got away with lying on their CV, with nearly three quarters (71.6%) stating that they got the job as a result. Thats according to the latest research from the UKs leading independent job board, CV-Library. Posted in News archive on 30 Apr 2018 Company Profile CV-Library.co.uk View profile » The research surveyed 1,000 UK workers and asked them if theyve ever considered lying on their CV, or to a potential employer, in order to secure a job. According to the data, professionals are willing to take the risk and below are the five top areas that Brits would be willing to lie about to get a job: Dates of employment (31.4%) Gaps in their CV (27.1%) Salary (to secure a higher one) (21.4%) Work experience (12.9%) Responsibilities in previous job (11.4%) Lee Biggins, founder and managing director of CV-Library comments on the findings: Its clear from our findings that UK workers are not afraid to tell white lies on their CV in order to get a job. For employers, this means recruitment teams need to become more vigilant when it comes to vetting and assessing potential hires. So whether thats asking for references from previous roles, or ensuring you ask the right interview questions to get the most out of your candidates, its important that you consider whether someone may be trying to pull the wool over your eyes! Despite these findings, 90.5% of workers do think its wrong to lie on your CV. That said, 69.5% think that professionals are forced to twist the truth because employers expect too much of them. When asked the reasons behind this, workers said that people lie on their CV to look more experienced (63.8%), appear more qualified (54.8%), to gain a higher salary (41.2%) and to look more skilled (31.5%). In addition, over three quarters (78.8%) said that they would worry that theyd get fired if their new employer found out that theyd lied on their CV, with an extra 86.4% stating that theyd be worried about being given a job they didnt know how to do. Whats more, once in the role, 82.2% would be concerned that they would struggle to do the job as a result of their lie. Biggins continues: Bringing on board someone that cant do the job is going to be a waste of time for everyone involved. However, there will be cases where someone just isnt right for the business once they join. In order to ensure that you hire the right people, be careful to only shortlist candidates that appear to match all the required criteria for the job. Nowadays, its much easier to discover when someone has fibbed on their CV, especially with the help of the internet. Dont be afraid to push your candidates to reveal more, it may be that theyre actually a great fit for the business, but felt they needed to lie to look better. www.cv-library.co.uk
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Brexit: 96% of HR managers and recruiters say it´s impacting hiring strategies, as UK becomes less attractive to international talent
April-30-2018 - onrec.com
With just under a year to go until Brexit, 96% of HR professionals and recruiters say its having an impact on their hiring strategies with 46% seeing a big or huge impact. Posted in Statistics and trends on 30 Apr 2018 44% of HR and recruitment professionals think the UK is less attractive to EU27 candidates because of Brexit One third (35%) of recruiters have seen a decrease in hiring from France and Germany since the start of 2018 Despite Brexit concerns, 71% still feel very or extremely confident about their ability to recruit the right talent With just under a year to go until Brexit, 96% of HR professionals and recruiters say its having an impact on their hiring strategies with 46% seeing a big or huge impact. This new research comes from the first of LinkedIns quarterly Recruiter Sentiment survey, which will gauge and track in-house HR departments and agency recruiters confidence in their ability to fill available roles - reflecting the trends they are seeing in the marketplace. Brexit taking its toll on hiring According to respondents, the top factors impacting hiring strategies as a result of Brexit are; the availability of talent (40%), business uncertainty (38%), reluctance of candidates to move to the UK (36%) and competition from international businesses (28%). As Brexit negotiations continue, recruiters are seeing a negative impact on international hiring into the UK. Some are seeing a decrease in hiring from core European markets; with 37% of recruiters seeing a decrease from Italy, 35% from France, 35% from Germany, 32% from the Netherlands, 29% from Spain and 33% from other EU 27 countries over the last quarter. And its not just the EU: recruiters are seeing a decrease in hires from South Africa (27%), Canada (27%), Australia (26%) and the USA (25%) too. Based on their conversations with candidates, over two-fifths (44%) said the UK is now less attractive to EU 27 candidates, and a third (28%) to the rest of the world. London in particular could be losing its appeal as a result of Brexit, with recruiters feeling the biggest impact on hiring - 54% say its having a huge or big impact and 39% said reluctance of candidates to relocate to the capital was a factor in this. Jon Addison , Head of Talent Solutions at LinkedIn UK commented: With just under a year to go until we officially leave the EU, its clear that this is one of the biggest factors impacting hiring strategies. With less international talent looking to the UK for career opportunities, the war for talent is more competitive than ever as the UK labour market tightens. This means there is a huge opportunity for businesses to focus on their employer branding efforts - to make their voice heard and their brand name known. Only then will they be able to attract the top professionals at home and further afield. The sectors which are feeling the biggest impact on hiring as a result of Brexit - according to talent professionals - are healthcare (13%), manufacturing (11%), construction (11%), education (11%), banking and finance (11%) and retail (10%). Yet industry remains confident Despite concerns around the impact of the Brexit vote, overall confidence amongst talent professionals is relatively high: 71% feel very or extremely confident about their ability to recruit the right talent; and 48% have seen an increase in hiring over the first quarter of 2018. Over two-fifths (44%) have seen no change in hiring rates. For those who have seen an increase in hiring, the main reasons behind this have been: business growth (56%); more vacancies (45%); more suitable candidates on the market (32%); and sector specific needs (28%). Sourcing and hiring candidates from a diverse range of backgrounds is a major or big priority for recruiters, according to 56%. Countering the Brexit effect Addison concluded: There are three important steps businesses can and should be taking to address the access to talent challenges they face since the Brexit vote. First, ensuring that long-term hiring strategies and workforce planning are aligned with business priorities is vital. HR teams should be leveraging workforce insights and data to ensure that in combination with their recruiters instincts, they make informed decisions and plan to hire talent not just for skills their business needs now, but will need in six to 12 months time too. Second, make more of what you already have: think about how you could upskill your existing team to ensure that your business is well equipped to navigate the more competitive external hiring landscape. Think learning and development first. And third, elevate your brand beyond borders. Make it appealing to the talent you need now, and in the future, to ensure your access to the talent pool you need - from the UK and abroad - is maintained.
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Steve Wynn sues ex-casino worker for defamation over sexual misconduct allegations
April-29-2018 - usatoday.com
Wynn has been accused of forcing employees to perform sex acts on him, but denies the allegations.
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I think this is the best time to set up a new retailer, says Conservative peer Lord Harris
April-29-2018 - dailymail.co.uk
At 75, Harris has embarked on a new business with his son and reckons he can take advantage of others misfortunes by hiring their staff and taking over premises more easily.
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T-Mobile, Sprint say $26 billion deal would give U.S. tech lead over China
April-29-2018 - reuters.com
(Reuters) - T-Mobile US Inc and Sprint Corp said on Sunday they had agreed to a $26 billion all-stock deal and believed they could win over skeptical regulators because the merger would create thousands of jobs and help the United States beat China to creating the next generation mobile network.
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Ex-Wynn Resorts CEO files defamation lawsuit against former employee - WSJ
April-29-2018 - reuters.com
(Reuters) - Steve Wynn, who resigned in February as chief executive of Wynn Resorts Ltd following allegations of sexual misconduct, has filed a defamation lawsuit against a former employee of the casino company, the Wall Street Journal reported on Saturday.
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Productive workplace: Top reasons why HR is important to an organization
April-29-2018 - usatoday.com
Human Resources responsibilities are often essential for a business to operate effectively, and theyre at the front lines of some core business functions from staffing and recruiting to ensuring that the needs of existing employees are capably met.
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Elites Ponder How to Apply Market Principles to Workplace Harassment and Other Social Problems
April-29-2018 - insurancejournal.com
The global social media movement known through the Twitter hashtag #MeToo has highlighted sexual misconduct in business, entertainment and politics, and is on the agenda at this years Milken Institute Global Conference, which started on Sunday. Beginning with accusations of
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Jobs hard to find? Trades offer more opportunities than desk work, experts say.
April-28-2018 - usatoday.com
With unemployment at a 17-year low, people who cant find work talk about what frustrates them, and hear that trades may offer more options.
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How to invest for income: Shares, bonds and why dividends matter
April-28-2018 - dailymail.co.uk
Investing for income can be about harnessing the power of dividends to boost your investment returns, or using the stock market and bonds to increase what you have to spend.
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These are the 5 best Amazon deals you can get right now
April-28-2018 - usatoday.com
Saturdays are made for sleeping in, relaxing, and of course shopping.
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Professional development: How to quickly prepare for your upcoming internship
April-28-2018 - usatoday.com
How have you decided to approach your upcoming internship? If youre smart, youll prepare yourself in advance as much as possible in an effort to make a great impression. Consider using the following plan of attack to help ensure that your internship starts off strong.
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1-in-3 workers cant answer this question about their retirement savings
April-28-2018 - usatoday.com
Three in 10 workers have no idea what theyll do with the money in their 401(k) plan when they retire, according to the Employee Benefit Research Institute. About the same roll their nest egg into an IRA and 25% keep it in the 401(k).
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Are you due a refund from Wells Fargo for wrongful fees? Heres how to find out
April-27-2018 - usatoday.com
Wells Fargo agreed Friday to pay $1 billion in penalties after the bank was fined by two federal regulators. If you have had an auto or home loan at the bank, you could get money back for any wrongfully charged fees.
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US businesses raise pay at fastest pace in 11 years; tax cut bonuses may have been factor
April-27-2018 - usatoday.com
The Labor Department said Friday that its employment cost index shows wages and salaries in the private sector rose 1% between January and March compared with the previous quarter. Thats the biggest gain since the first quarter of 2007, before the Great Recession began.
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How to rebuild your hiring process into a successful one with 5 easy steps
April-27-2018 - usatoday.com
Some companies dont take the hiring process as seriously as they should, and have a poor hiring process that reflects this thinking. There are some key indicators you can use to determine if your company is taking its hiring culture and practices seriously (or not).
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How to Remain Competitive with 4 Low-Cost Perks
April-27-2018 - workforce.com
Small employers dont need to offer the same lavish benefits as large organizations to stay competitive and attract talent. Here are four low-cost perks and benefits they can offer instead. The post How to Remain Competitive with 4 Low-Cost Perks appeared first on Workforce Magazine .
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US businesses raise pay at fastest pace in 11 years
April-27-2018 - abcnews.com
Pay rising for US private-sector workers at fastest pace in more than a decade
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Deutsche Bank likely to axe 1,000 U.S. investment bank jobs: source
April-27-2018 - reuters.com
FRANKFURT (Reuters) - Deutsche Bank is expected to cut around 1,000 jobs or 10 percent of its workforce in the United States, a person familiar with the matter said on Friday, as the German lender scales back its global investment banking ambitions.
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WPP digital boss Read prepares to step into Sorrell´s shoes for first quarter results
April-27-2018 - reuters.com
LONDON (Reuters) - WPP's digital boss Mark Read will get the chance to stake his claim to the top job at the world's biggest advertising company when he helps to present its first set of results without founder Martin Sorrell on Monday.
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Southern California Police Officer Arrested in Workers Comp Fraud Case
April-27-2018 - insurancejournal.com
The Los Angeles Police Department says one of its officers has been arrested on suspicion of workers compensation fraud. Officials say Officer John Bailey was taken into custody this week after a felony warrant was issued for his arrest. City
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N.J. Manufacturer Faces More Than $435K in Penalties for Workplace Safety Failures
April-27-2018 - insurancejournal.com
New Jersey plastics manufacturer Douglas Stephen Plastics Inc. has been cited for exposing employees to safety and health hazards at its Paterson, N.J., facility and faces penalties of $435,679. The U.S. Department of Labors Occupational Safety and Health Administration (OSHA)
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3 States Ask Court to Revisit Decision Against Fiduciary Rule for Advisors
April-27-2018 - insurancejournal.com
Attorneys general from California, Oregon and New York on Thursday filed a motion to intervene in a case between the securities industry and the U.S. Department of Labor, petitioning the full 5th U.S. Circuit Court of Appeals to revisit its
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Microsofts Windows 10 tries to stop pointless multi-tasking
April-27-2018 - usatoday.com
Enough with the distractions! Microsofts Windows 10 update features to cut down on distractions and make you more productive.
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Higher pay awards may be here to stay
April-27-2018 - onrec.com
Pay awards in the first quarter of 2018 are worth a median 2.5%, according to the latest data from pay analysts XpertHR. They have not been higher than this since the end of 2008. Posted in Statistics and trends on 27 Apr 2018 This is the third consecutive rolling quarter in which pay awards have been recorded at 2.5% marking the longest period of time since early 2012 that pay awards have been worth more than 2%. There are several other indicators that suggest that this new higher rate of pay awards is here to stay: the middle half of all pay awards are worth between 2% and 3%, up on the 1.5% to 2.3% range recorded in the same period a year ago; the most common pay award is now 2.5%, having been stuck at 2% for many years; and higher pay awards dominate our sample, with 61.5% of deals worth more than was paid to the same employees a year ago. Pay awards in the manufacturing-and-production sector have remained steady at 2.6% in the latest rolling quarter, keeping them at their highest level since June 2012. The services sector median pay award of 2.5% is at its highest level since March 2012. XpertHR pay and benefits editor Sheila Attwood said: We are now seeing a definite upturn in the level of pay awards made by employers. And early indications from some April pay awards the busiest month in the pay setting calendar are that 2.5% will become the benchmark pay award for 2018. www.xperthr.co.uk
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Broadstone set to scale up with PwC
April-27-2018 - onrec.com
Posted in News archive Broadstone has been selected for the PwC tech scale up programme on 27 Apr 2018 Broadstone, recruitment technology start-up for the private security sector has been selected to take part in PwCs scale up programme Scale | Manchester. Following a review of over 100 technology scale ups in the city, and a competitive process, Broadstone was selected as one of the final seven businesses to take part in the Manchester cohort. Designed for fast-growing, tech-enabled start-ups with innovative products and big ambitions, the 10-week programme connects high growth business to business scale-ups with market leaders, industry investors and mentors to support and drive commercial growth. Over the course of the programme, Broadstone will undertake a series of masterclasses, workshops, and mentor sessions to encourage fast business growth, source commercial and funding opportunities, and raise sales through the PwC network, corporate clients and the investor community. The programme is underpinned by a rigorous business curriculum delivered by programme partners, Form, and PwC experts including topics such as how to sell to enterprise level clients, how to build the best team and how to prepare for external funding. Lucy Bushby, the Programme Lead for PwC Scale | Manchester, says We were overwhelmed with the quantity and quality of tech start-ups in Manchester. There is a high standard of talent and innovation here and our programme will help these seven businesses in their strategic growth by opening doors to our network, facilitating introductions and access to funding, and sourcing commercial opportunities. Scale-ups play an important part in the regions economic growth so by supporting them and taking them to the next level, we are encouraging these entrepreneurs to think bigger, prepare for business development and be open to new opportunities and ways of working. We look forward to working with Broadstone and collaborating with them on their future success. Tom Pickersgill, founder and director of Broadstone, says: Manchester is a hub for tech innovation and digital talent so we are thrilled to have been selected for the PwC scale up programme. We have ambitious growth plans for the business and we are already working with some of the biggest companies in the security sector so the scale up programme will certainly support us as we enter the next stage in our growth and beyond. Broadstone is a recruitment marketplace for the private security sector, matching companies with jobseekers looking for temporary and permanent via the algorithms in the app. The service provides background checks and captures accurate data upfront to verify details, reducing lead times from 12 weeks to just 15 days. For more information, visit www.broadstoneapp.com or @Broadstone_app on Twitter.
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AAT: UK small businesses should do five things to grow sustainability in 2018
April-27-2018 - onrec.com
AAT (Association of Accounting Technicians) is calling on UK SMEs to do five key things to help deliver sustainable growth this financial year. Posted in News archive on 27 Apr 2018 Exclusive research from an expert panel of AAT licenced accountants has found that four in five SMEs have someone who is not in a qualified financial role managing their financial processes, resulting in potential average losses of around £15,000 a year. The findings highlighted key threats to SME growth including: failure to make a financial plan, misunderstanding cash flow and not setting aside capital to pay tax. Alongside engaging an external accountant, AAT is urging SMEs to find their own hidden accountant by upskilling existing staff to help deliver sustainable growth. AAT has created a five-point check list for SMEs to encourage better planning and support growth this financial year: Set up a reserve bank account for a rainy day fund Ringfence a percentage of regular income to pay for tax and VAT later in the financial year Spend strategically on investments that will deliver growth (e.g. marketing) Mark key tax dates on a calendar to plan ahead Find your business hidden accountant e.g. upskill a member of your staff in accountancy skills The findings suggest small businesses are in urgent need of more accountancy skills, with the majority of them only accessing professional support two years after starting up. The long-term benefits of upskilling are clear as four in five of the panel believed accountancy skills learnt by employees will still be vital in their workplace 10 years from now. They also believed upskilling gave them other benefits in the workplace such as increased confidence, analytical thinking, better communication skills, and more gravitas with colleagues. To learn more about accountancy upskilling go to www.aat.org.uk/train-your-staff Adam Harper, Director of Strategy and Professional Standards at AAT, commented saying: Effective financial planning is critical for SMEs as they often lack the funds to manage an unexpected crisis. There are a number of simple things every business can do to avoid some of the most common financial pitfalls, and free resources, such as the business advice website Informi , can prove invaluable in helping companies recognise areas in which they can improve their management of finances. As we are just a few weeks into the new financial year, we are advising SMEs to make use of finance skills as early as possible to help deliver sustainable growth. Businesses can engage an external accountant to provide vital support but should also consider looking for their own hidden accountant - that colleague who is best placed to upskill and keep your business in good financial shape on a day-to-day basis.
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The formula for successful assessment
April-27-2018 - onrec.com
Innovative formulas and models can tell you not only which assessments to choose but also how to utilise them to best effect, says Mats Englund. Posted in News archive on 27 Apr 2018 Company Profile cut-e View profile » When selecting or developing staff, choosing which assessments to use isnt as straightforward as it may seem. Different assessment methods - such as ability tests, personality questionnaires, integrity tests, situational judgement tests, face-to-face interviews and assessment centres - are all good predictors of performance. Yet each comes at a cost. So how should you choose which of them - or which combination of tests - is best for you? Lets imagine you work for an international hostel chain and you want to hire 100 bartenders for new hostels in Cuba and the Caribbean. The role itself is relatively clear-cut. Most open-minded young people who speak reasonable English and Spanish could suit the job and be proficient in the role after two weeks of training. However, your organisation has had bad experiences in the past with unreliable individuals who have either been found drunk at work, stolen cash or been reported for sexual harassment. So there is an understandable need for caution in the selection process. An external HR consultancy has proposed three different option packages for assessing your candidates: an online integrity test (£8,000); an online integrity test combined with a structured interview (£16,000) and an assessment centre (£24,000). Which of these options should you choose? The good news is that mathematical formulas exist that can help you to solve this problem, by calculating the cost per hire and your return on investment. If you can estimate certain details such as how many applications youll receive, the percentage of employees who have been bad hires in the past and how much a bad hire costs your organisation, you can then make a simple calculation that will reveal the most cost effective solution. Quality of hire However, its not just about the cost of assessment. Best practice selection involves choosing the right individuals for the job. The best way to achieve this is to conduct a business impact study to correlate the results of your proposed assessments against the success criteria measures of employees who are already productive in the role. A 2016 working paper by US psychologists Frank Schmidt and John Hunter summarises the practical and theoretical implications of 100 years of research in personnel selection. It highlights the validity of 31 different procedures for predicting job performance, as well as the validity of combinations of these procedures. The authors outline the relationship between assessment methods and performance outcomes - and they conclude that a higher score in an assessment predicts a proportional increase in performance. Often, a key challenge for employers is establishing the cut-off level of their assessments. This is the benchmark score over which candidates will pass to the next stage of the selection process - and under which theyll be excluded. Logically, the higher you set this score, the fewer successful candidates youll have. So how do you set a score that is appropriate? Again, the good news is that practical models are available which can help you to evaluate this. Youll need to consider a base rate of how many candidates are likely to be suitable for the job. If all (or most) of your candidates are suitable, you wouldnt need a rigorous selection process, as whoever you choose would be a good performer. You can then identify how many good performers will be selected (depending on the base rate, the validity of the selection instrument/s and your benchmark assessment score). You can even calculate the percentage of rejected applicants who would have been bad performers. Choosing which criteria to measure Performance should be determined using objective metrics from existing staff, such as sales achievement, percentage of targets achieved, customer satisfaction ratings or 360 degree feedback ratings. If this objective performance data is not available, manager performance ratings - or other performance criteria - can be used. Ideally, you should use a mix of different dimensions such as interpersonal (how the employee interacts with others), operational (how they approach a task and the outcomes produced) and motivational (their level of drive and engagement). If your existing employees then complete the proposed assessments, you can analyse the results and determine which of the assessments - or which combinations - most accurately predict their job performance. Undertaking a business impact study such as this will help you to identify the specific assessments that will have the greatest predictive validity for your roles. In other words, youll be able to accurately predict the job performance of your candidates, based on their assessment results. Youll even be able to identify the percentage of revenue that theyre likely to generate. Different types of business impact study exist, so if youre considering this option its best to get professional advice on which of them will best meet your needs. The great advantage of these studies is that they provide evidence that your chosen assessments are adding value to your selection process - and that theyre providing you with a tangible return on investment. Mats Englund is Analytics Director at international talent measurement and assessment specialist cut-e , which is part of Aons Assessment Solutions group. cut-e and Aon undertake 30 million assessments each year in 90 countries and 40 languages.
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5 Ways HR Managers Can Lead Innovation in the Office
April-27-2018 - onrec.com
HR managers have one of the most difficult jobs in an enterprise--managing the needs of the individuals that make up the company. Why is this such a vital job? Because an enterprises workers are the primary source of ideas, growth, and innovation. Posted in News archive on 27 Apr 2018 While some people might think that all innovation in a company must go through a product development team or something similar, there are actually many types of innovation in an office that are not related to product development or improvement. And those types of innovation rely heavily on the Human Resources department to succeed. Here are 5 ways that HR managers can lead innovation in the office to help the enterprise grow and thrive. Encouraging Company-Wide Innovation HR managers are tasked with the vital role of creating a culture that spans the entire enterprise. This makes them the front lines in making that culture into a culture of innovation . While a lot of the steps involved in fostering this kind of environment do run through direct management, HR managers can certainly lead the way by: Encouraging open dialogue about change and improvement throughout the company. Celebrating innovation on all levels, from small process improvements to major product innovations. Providing time for employees to work on innovative products. (Youll obviously have to run this by management, but you can still be the leader.) Organizing innovation events, like hackathons and mass brainstorming sessions. By creating an environment that encourages employees to be innovative, youll be nourishing creativity throughout the enterprise. Implementing Reliable Innovation Processes The HR department is frequently the organizational crux of an enterprise. HR managers are responsible for oiling the gears that keep the cogs of the machine running every day. Innovation is no different; the HR department is often the department responsible for ensuring that there is a process in place for organizing and sorting through employee ideas. So if youre looking for a process to make innovation implementation simpler and more streamlined, look for an innovation management software to keep your employees ideas organized. This will allow you to ensure that no ideas are lost in the shuffle, and that everybodys ideas have the opportunity to be reviewed by management--or by you! Applying Process Improvement Ideas Not all innovation is related to products and services. In fact, some of the most beneficial means of improving an enterprise is by improving the day-to-day processes you use. So if an idea comes down the line that is related to improving the way the enterprise runs, it may be up to you to implement these ideas. This may include things like: Streamlining communication between departments Improving fulfillment processes Applying changes to payroll and other HR processes Instituting new organizational systems Many other innovative ideas may fall into your wheelhouse as well, so be prepared to take the helm on a number of improvements! Hiring Free-Thinking Individuals Hiring, of course, falls under the HR realm of responsibility. Though direct managers and department managers play a major role in selecting members of their team, HR managers are a part of the selection process as well. Make it your goal to seek free-thinking individuals who are quick to adapt to change. Employees who embrace uncertainty and ambiguity are those who will find new ways to do things and ways to improve the enterprise. Additionally, hiring people from diverse backgrounds can help to provide a diverse range of perspectives, which can be vital to innovation. So make sure that innovation is at the forefront of your mind when hiring new employees. Rewarding Innovative Individuals Finally, be sure that those who are innovating for your enterprise are being acknowledge and rewarded. This is a part of fostering that culture of innovation mentioned above, but it is worth mentioning again. If your employees dont feel their ideas are recognized or appreciated, theyre certainly not going to continue offering up those ideas. Implementing an incentive program is an essential role for HR managers, so dont overlook it. Though HR managers have many roles, leading innovation is arguably one of the most vital roles they fill. So, dont leave innovation up to the product development guys. If you do, a lot of innovation possibilities are going to be overlooked.
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Managing an office when youve just started a business
April-27-2018 - onrec.com
Starting up your own business is hard enough. Let alone managing a new team of office employees. These tips will give you the advice you need to create an efficient office environment to keep you and your employees happy. Posted in News archive on 27 Apr 2018 Well talk about: Team building Micro-managing Managed hosting solutions Maintaining an office building Team building Team building activities can be a fun way to encourage your office workers to collaborate well. Although youre never going to please everyone with the choice of activity, its important to encourage such activities to create a friendly office environment. Going go-carting or out for a meal are just a couple of ideas you can relate back to your team. You could even create a list of ideas and allow your employees to vote on the activity they want to do. Encourage work socialising outside of work hours Although this may sound like a repetition of team building, its not. Were talking about things like going to the pub or hosting a BBQ for the team. It encourages a relaxed work relationship. Of course, this doesnt mean going out and getting hammered on a Wednesday night with your employees, it does mean building a trusting yet professional relationship with your employees. It gives your office the chance to see that you (the boss/manager) arent some heartless business owner thats all about the money which, hopefully, is not the case. When employees can feel comfortable enjoying themselves around you, theyll feel more comfortable at work as well. When people are comfortable at work, they feel less stressed and more productive. So, its great for both you and your employees. Scrap the micro-managing Although some believe micro-managing creates a more efficient workflow, the fact is it actually makes employees feel uncomfortable. Micro-managing gives the impression to employees that you dont trust them this feeling of no trust makes most people less inclined to complete work to a good standard. Did you know that most unhappy workers feel this way because of bad bosses and micro-managing? If your employee is unhappy, their motivation drops alarmingly. Hence, its super important to make sure each and every worker is feeling happy in their work life. Managed hosting Its a good idea to look around for managed hosting to find a company you can trust. There are plenty of reliable and cost-effective hosting companies online that you can contact. And when youre trying to manage an office, youre going to need a reliable hosting service for your cloud storage and servers. Maintenance of an office Sometimes office maintenance is forgotten about or pushed aside. The problem with this is that a small maintenance issue will almost always get larger and coincidingly, more expensive. So, make sure you carry out office checks on schedule to prevent any issues going unnoticed until it gets worse. The bigger picture The main point you should take away from this is that creating a happy work environment and encouraging healthy work relationships are the key components in creating an efficient office. Let us know if you have any more advice to add for our other readers.
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´Right Time Recruitment´ launches new website, marking firm´s growth
April-27-2018 - onrec.com
Posted in Launch Less than four months since securing a £250,000 investment from business mogul Lord Sugar, Apprentice winner James White is officially launching the companys brand-new website and Birmingham based office. on 27 Apr 2018 Created in 2016, Right Time Recruitment evolved with the mind-set to find Careers That Work for the UKs IT and infrastructure professionals. The firm offers expertise in application development, core infrastructure and digital technology, with candidate experience ranging from Project Managers to IT Directors, Solution Architects, Technical Engineers and Developers, and the new website is set to offer a user-friendly experience focusing on the specialist services the firm offers, providing the ultimate personal experience. Since Lord Sugar invested in the IT recruitment firm, Right Time Recruitment has shown considerable growth, allowing the firm to support other local businesses by hiring Nathan Cole of website development firm, NCVC, to develop a new website to support the firms growth. Nathan Cole, Director of NCVC, commented The new website and evolution of the brand marks a definite shift change in the business. The brand is a pleasure to work on and the team at Right Time Recruitment have been extremely supportive in getting the sit live. We look forward to seeing the business grow and wish James and the team every success for the future. James White, Director of Right Time Recruitment said: Our fully integrated site allows visitors to search and apply for available jobs directly through our site. Were very pleased with the new look and we are looking forward to adding even more headshots to our meet the team page in the near future! Right Time Recruitment offers holistic IT recruitment, specialising in key areas: Cyber security, application development, core infrastructure and digital technology. The firm looks set to go from strength to strength with Lord Sugar adding, IT recruitment is in high demand in the UK and Right Time Recruitment is offering a holistic service for both prospective clients and applicants. James is working closely with myself and the team and we hope to see a lot more success from Right Time Recruitment throughout 2018 and in future years. www.righttimerecruitment.co.uk
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Educate Staffing Limited awarded SiRs teacher agency standards accreditation
April-27-2018 - onrec.com
Standards in Recruitment (SiR), the UKs first and only independent compliance programme for recruitment businesses is pleased to announce that Educate Staffing Limited has been awarded SiR accreditation. Posted in News archive on 27 Apr 2018 Company Profile Standards in Recruitment View profile » Congratulations to Educate Staffing said John Randall, engagement director for SiR, the company passed SiRs general and teacher agency standards with flying colours and is now an accredited education sector business. SIRs standards and independent process for accreditation is recognised as a suitable certificated standard by the Crown Commercial Service in its commercial framework agreement for the provision of supply teachers to the public sector. SiR accreditation, evidenced by its distinctive quality mark, recognises companies that meet the highest standards in terms of their operational and legal processes. Educate Staffing can definitively reassure schools and teaching candidates of its compliance and quality credentials, in what is a highly competitive market. Commenting on the award, managing director Stephanie Bateman said We are delighted that we have been recognised as a highly compliant education consultancy service. Id also like to sing the praises of everyone, who we have dealt with at SiR. It has been a great pleasure to deal with such a good company and we would have no problems whatsoever in recommending them. Bateman continues, Although we are members of the REC, when researching which accreditation to go for, we were looking for something different and independent, to help us stand out from the crowd and demonstrate that we had met the highest standards with the recruitment industry. SiRs teacher agency standards ticked all the boxes. Randall concluded More and more recruitment businesses are seeing Standards in Recruitment as way of demonstrating their compliance credentials in a range of sectors. Not only are we recognised under the CCS commercial framework, and by the National Association of Headteachers, SiR is also recognised by TEAM, the UKs largest network of independently owned recruitment and employment agents and by ARC, the Association of Recruitment Consultancies, as a standards verification suitable for businesses operating in all kinds of placement, introduction or supply capacities. For further information about Standards in Recruitment please contact John Randall, engagement director SiR on: Tel: 0845 450 4415 or email: info@standardsinrecruitment.com , web: www.standardsinrecruitment.com
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Recruiters to have their say on the future of employment status, agency worker and employee rights
April-27-2018 - onrec.com
With four government consultations covering these areas, recruiters will be keen to know the impact of some of these ideas. So come and have your say at ARCs upcoming meeting at 15.00 on 9th May, CBI offices, London. Posted in News archive on 27 Apr 2018 Company Profile The Association of Recruitment Consultancies - ARC View profile » The discussion will follow a presentation from one of the governments key architects in this area, Sir David Metcalf, director of Labour Market Enforcement. Sir David has overarching responsibility for setting the strategic direction of the three labour market enforcement bodies HMRC National Minimum Wage/National Living Wage, Gangmasters and Labour Abuse Authority and the Employment Agency Standards Inspectorate. At the same time, recruiters will be able to learn how the use electronic scanning to protect their business from illegal applicants with Gavin Burton, Strategic Development Director at TrustID will be presenting on this issue. The cost to attend is £30+VAT for non-members ( free for ARC members). Pre-registration is essential as places are limited. To book, please call us on 01273 777 997. More details can be found at http://www.arc-org.net/?p=5214
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Just how important is AI in terms of improving diversity levels within the recruitment industry?
April-27-2018 - onrec.com
Charles Hipps, CEO Founder, WCN Posted in News archive on 27 Apr 2018 Company Profile WCN View profile » Every organisation understands this powerful statement: A more diverse workforce has been proven to be one that will increase organisational performance by providing multiple, fresh perspectives leading to innovation and better risk management. The improvement that diverse workforces bring to business delivery is linked to the diversification of the marketplace. Theres little doubt about the benefit of hiring a diverse workforce . McKinsey found in one UK study that greater gender diversity on the senior-executive team could positively affect performance. For every 10% diversity increase , they saw profits rise by up to 3.5%. Organisations know its needed, but often lack the ability to ensure diversity hiring is happening within their own talent acquisition programs. In recruiting, Big Data or AI reveals which applicants are a better fit for positions within the company, correlating skills and work values to numbers and percentages. Its not about the name on the CV or cultural background of an interviewee. Instead, companies can focus on the candidates with the right expertise, experience and potential to be productive within their already established teams, provided the humans in the equation eschew their own biases. But for many this is more difficult than it perhaps ought to be! More often than not, recruiting teams are doing what theyve always done, seeing the same candidates and visiting the same events. Spending budgets are always categorized to suit those practices, sometimes introducing a new avenue, but lacking real understanding of what those additions are bringing to the table. Meanwhile, those traditional, long-standing programs arent getting the audits required to understand actual return on investment. Its all in line with the adage, If you always do what youve always done, youll always get what youve always got. Yet, for more diversity, organisations need the ability to see underlying potential or lack thereof. Does that universitys career fair actually bring in the right applicants or are you wasting precious resources on it every year? How about those niche job boards? Is your targeted talent finding your job posting and are they actually fitting your needs? Diversity inclusion cant just be done on a whim. You need to set aspirational goals based on your historic data and then start to construct a customised event/workshop that meets these goals. Your previous successes will help to identify partners or professional groups who can also help build credibility alongside representative members of your existing team. If a culture doesnt include or develop diverse employees, then you wont be able to sustain a diverse workforce in the long term. Remember, the ultimate goal is to contribute to your corporate brand reputation, expanding your network of diverse professionals and increasing cultural awareness among current employees. Overall this makes complete business sense, a 2015 study from Bersin by Deloitte showed that diverse companies had 2.3 times higher cash flow per employee over a three-year period than non-diverse companies did. So, devoting attention and management to these audiences can only serve to help strengthen engagement with diverse communities and help to realise practical, actionable items for the better of your organisation in future hiring campaigns. Recent studies from Royal Holloway University of London and the University of Birmingham suggests managers often select candidates for client-facing jobs who fit the traditional image of a role, with many placing as much importance on an individuals speech, accent, dress and behaviour as on their skills and qualifications. This introduces disadvantages for candidates whose upbringing and background means they are not aware of opaque city dress codes - for example, some senior investment bankers still consider it unacceptable for men to wear brown shoes with a business suit Top recruiters might receive over 150,000 applications a year and rising from a mixture of core and non-core schools and not have time to sift fairly. Predictive analytics can ease this pressure. Used well, it will sift and flag to you, candidates that have all the key indicators of success you're looking for, but that didnt go to a target school i.e. schools that are not on anyone's core schools lists but do have exceptional talent. Its important to look back at management intelligence and analytics to learn whats worked well and what hasnt. It takes time to make a change and see results quickly, but the business case for diversity is too strong to ignore so don't let that deter you. Good intelligence will mean that you can react if certain initiatives are not changing the ratio of diversity applications in your favour and find new ways of making sure that talent remains invested in your business. Recruiters can achieve benefits from measuring participation such as: Providing stronger evidence and recordkeeping to support hiring decisions Identifying & quantifying any historic bias to reduce bias in future decision making Reducing the economic bias to exclude
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The jobs with the most expensive car insurance
April-26-2018 - dailymail.co.uk
As car insurance is based on risk, these professions are considered to be some of the most high-risk drivers in the UK and therefore those with one can expect to pay some of the costliest car insurance.
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Jaguar Land Rover, Nissan and Vauxhall all set to make big cuts
April-26-2018 - dailymail.co.uk
JLR has announced that 1,000 staff are to lose their jobs, Vauxhall is to slash a number of dealerships while Nissan has said up to 10 per cent of its workers are going from its giant Sunderland site.
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Future of 1,500 Poundworld workers in doubt over store closures
April-26-2018 - dailymail.co.uk
Under a restructuring plan, known as a Company Voluntary Agreement (CVA), around a third of Poundworld's 355 stores would close and the rents negotiated down on the remaining sites.
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Carpetright to shut 81 stores putting 300 jobs at risk in bid to get the business back on track
April-26-2018 - dailymail.co.uk
A majority of creditors approved the restructuring plans, which will also see Carpetright try and secure rent reductions of between 30 per cent and 50 per cent at 113 stores.
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Europe´s biggest bank heads into new crisis: Deutsche to axe thousands of jobs
April-26-2018 - dailymail.co.uk
As it plunged in to a fresh crisis, new boss Christian Sewing is dramatically scaling back the lenders ambitions and has instead pledged to focus on supporting businesses in Germany and Europe.
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Toyota to invest $170 million in Mississippi plant, create 400 jobs
April-26-2018 - reuters.com
DETROIT (Reuters) - Toyota Motor Corp will invest $170 million in an existing plant in Mississippi to build the next generation of its Corolla sedan, the Japanese automaker said on Thursday.
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Wisconsin, Leading in Manufacturing Jobs Added, Touts Private Sector Gains
April-26-2018 - insurancejournal.com
Wisconsin added the most manufacturing jobs of any state in the first quarter of 2018 and ranks fourth nationally in the number of private sector jobs added in March, the state Department of Workforce Development (DWD) reported State-by-state rankings released
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J&J Human Performance Institute Banks on the Science of Behavior Change in the Workplace
April-26-2018 - workforce.com
Behavior change isnt easy not for the employer attempting to change its employees bad habits or for the employee seeking to reinvent themselves. But research is looking into scientifically proven ways to motivate behavior change effectively. The post J&J Human Performance Institute Banks on the Science of Behavior Change in the Workplace appeared first on Workforce Magazine .
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Poundworld adds to retail gloom
April-26-2018 - bbc.com
The discount retailer is exploring a restructure which could put up to 1,500 jobs at risk.
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Career trends: 40% of Millennials planning to be freelance workers
April-26-2018 - usatoday.com
There are numerous perks to being a freelance worker, like the ability to be your own boss, and enjoy whatever flexibility you need in your schedule. But before you take the leap into self-employment, here are a few things you should know.
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Retirement concerns: Health care costs, Social Security have Baby Boomers worried most
April-26-2018 - usatoday.com
Of all the various retirement concerns todays older workers have, the two most pressing are future healthcare expenses and changes to Social Security that could reduce benefits.
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How to Hanami: Chasing Japan´s cherry blossom season
April-26-2018 - bbc.com
Japan's cherry blossom festival is a short-lived spring experience that draws millions of visitors.
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Deutsche Bank plans ´significant´ job cuts
April-26-2018 - bbc.com
Germany's biggest lender is to scale back its corporate and investment banking operations.
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Missouri Employers Mutual: More Businesses Injury-Free in 2017
April-26-2018 - insurancejournal.com
Workers compensation insurer, Missouri Employers Mutual Insurance (MEM), says it experienced an all-time high in injury-free policyholders last year. MEMs 2017 workplace safety data show the company increased its total policy count from 15,857 to 17,561 in 2017. And that
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Humphry Joins The Iroquois Group in Kentucky
April-26-2018 - insurancejournal.com
Mike Humphry has joined The Iroquois Groups Mid-Atlantic team as a regional manager for southern Ohio and Kentucky. Humphrys insurance career, which began in 1980, has included experience in both the independent agency and exclusive agency distribution systems. Prior to
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2 Workers Rescued After Miami Scaffolding Malfunction
April-26-2018 - insurancejournal.com
Two construction workers were rescued from the side of a five-story building near Miami when the scaffolding they were standing on malfunctioned. The incident played out on television news shows Tuesday morning as the men conducted repairs and maintenance at
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Training fellowship recipients are more likely to get future funding
April-25-2018 - sciencemag.org
Does this mean that the fellowships are working, or that they are perpetuating biases?
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How to stop those annoying robocalls, once and for all
April-25-2018 - usatoday.com
Robocalls are still a plague. We tried out apps, phone features and the Do Not Call registry to stop them.
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TSB meltdown: Locked out of your account? Here´s how to claim
April-25-2018 - dailymail.co.uk
A botched upgrade to TSBs IT systems has caused the banks online banking platform to fail, leaving up to 1.9 million customers locked out of their accounts.
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Training grant recipients are more likely to get future funding
April-25-2018 - sciencemag.org
Does this mean that the grants are working, or that they are perpetuating biases?
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The Ugly Truth About Online Assessment Testing
April-25-2018 - workforce.com
Hiring managers need to make sure online application assessments act as an effective resource to finding qualified candidates as opposed to a barrier that eliminates potential talent. The post The Ugly Truth About Online Assessment Testing appeared first on Workforce Magazine .
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How to Keep Your Payroll Reports Clean and Data-Driven
April-25-2018 - workforce.com
Lets face it, one of the most challenging and stressful things that a business owner faces when it comes to managing their workforce is taking on a payroll, time labor, benefits and HR system migration/implementation. Workforce management implementations, if done correctly and by someone who is qualified, will streamline human capital processes, but if done incorrectly and by someone who... The post How to Keep Your Payroll Reports Clean and Data-Driven appeared first on Workforce Magazine .
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Nearly Half of American Workers Admit to Engaging in Workplace Revenge
April-25-2018 - workforce.com
And every time I scratch my nails Down someone elses back I hope you feel it Alanis Morissette Revenge. So natural, and yet so wrong. Turn the other cheek is always the preferred practice, and, yet, often life is more smack you in the cheek as you turn away. Even at work. According to a recent study, 44 percent of workers... The post Nearly Half of American Workers Admit to Engaging in Workplace Revenge appeared first on Workforce Magazine .
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Chevron evacuates Venezuela executives following staff arrests
April-25-2018 - reuters.com
(Reuters) - U.S. oil major Chevron Corp has evacuated executives from Venezuela after two of its workers were imprisoned over a contract dispute with state-owned oil company PDVSA, according to four sources familiar with the matter.
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Texas Attorney Gets 10-Year Sentence for Role in $26M Work Comp Fraud
April-25-2018 - insurancejournal.com
An attorney in Grand Prairie, Texas, has been sentenced to 120 months in federal prison and ordered to pay $26,572,458.93 in restitution for his role in a workers compensation fraud scheme. Federal prosecutors say that from July 2011 to September
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How Hackers Use Hotel Key Cards to Break Into Rooms
April-25-2018 - insurancejournal.com
By getting hold of a widely used hotel key card, an attacker could create a master key to unlock any room in the building without leaving a trace, Finnish security researchers said in a study published on Wednesday, solving a
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Chinas tech titans are under fire for men only job ads
April-25-2018 - usatoday.com
Top Chinese tech companies and government departments have been singled out in a Human Rights Watch report that says discriminatory hiring practices based on gender are rife in China.
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What to do now if your iPhones battery still wont make it through the day
April-25-2018 - usatoday.com
Its 2 p.m., and your phone is out of power. Apps and email pushes may be the problem. Heres how to extend battery life on iPhone and Android.
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WOW Air will pay you to live in Iceland and travel this summer
April-25-2018 - usatoday.com
Best summer job ever.
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Small business surge: Starting new business popular again, especially for older workers
April-25-2018 - usatoday.com
The percentage of job seekers who chose to start a new business in the first quarter of this year was the highest since the fourth quarter of 2013. Nearly 8% of Americans looking for a job started their own businesses last quarter.
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Hiring practices: The 12 questions you need to ask job candidates during the interview
April-25-2018 - usatoday.com
As someone doing the hiring, youre trying to fill a position with the best person possible, so you cant just waltz in and wing it. And as the interviewer, the onus is going to be on you to keep the interview moving forward.
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Laid off from work? 8 things to do the week after youre let go
April-25-2018 - usatoday.com
No one ever thinks its going to happen to them. Reckoning with a layoff means adjusting to the knowledge that your job isnt always in your control. Try to look from a fresh perspective: Here are the eight things you should do in the first week after youve been laid off.
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How to get over your fear of the stock market
April-25-2018 - usatoday.com
Investing in stocks is sort of like riding a roller coaster. But in the end, its a worthwhile experience youll come to be thankful for.
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Champion Risk in California Adds Deutsch in Personal Lines
April-25-2018 - insurancejournal.com
Champion Risk Insurance Services in San Diego, Calif. has hired Joseph Deutsch. He is tasked with growing the firms high net worth personal lines department. Deutsch has been providing high net worth personal lines insurance across Southern California for
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Money management questions? 3 reasons to hire a fee-only financial planner to help
April-25-2018 - usatoday.com
You want a financial adviser you can trust and whos able to help with your specific situation but also someone whose payment structure is easy to understand. Focus on finding a fee-only financial planner or adviser.
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The Adecco Group UK&I ´experience work day returns for a second year
April-25-2018 - onrec.com
Offices and branches offer job seekers the opportunity to experience a full days job shadowing, career orientation, CV clinics and interview practice. Posted in News archive on 25 Apr 2018 The Adecco Group UK I, the worlds leading provider of workforce solutions, is opening up its offices for its second Experience Work Day on 24 th April, as part of its worldwide Adecco Way to Work TM programme. The employment landscape is changing rapidly and becoming increasingly challenging for job seekers to navigate. From the changes presented by Brexit to the rise of technology and automation in the workplace, it can be difficult for job seekers to know how to present themselves in the labour market and understand the career options available to them. The Adecco Group is hoping to help tackle this issue through the Experience Work Day, where jobseekers will be given the unique opportunity to visit the Adecco Groups offices and branches. On the day, they will not only gain valuable guidance on careers, but will also get a real taste for the world of work by being paired up with the Adecco Group employees, across various departments and roles, during their typical duties. Experience Work Day participants at the Adecco Groups headquarters in London will have the chance to attend workshops led by career and job placement experts from LinkedIn and Milkround. The workshops will be focusing on subjects such as the importance of an online personal brand and promoting it, how to sell yourself and create an elevator pitch, and hints and tips on applying for jobs. There will also be a photographer in the head office that will be taking professional shots for candidates to use for their online profiles. The initiative gives job seekers an insight into the opportunities of working life, the variety of career paths available and a first-hand experience of what specific jobs look like to better help them prepare for the world of work or transition their career. David Malkinson, Chief Marketing Officer, the Adecco Group UK I commented: Because theres a lot of uncertainty about the UKs future, not only with Brexit but also with the growing skills shortage, it is especially important that businesses take proactive steps to engage and prepare people for the world of work. We hope that by opening our doors to jobseekers, they will be able to learn about different career paths and find out how to prepare for them. Malkinson continued: Our Experience Work Day is a way to open up the conversation between businesses and candidates, and to encourage openness about what employers look for, and how that may change in the future. As we live in an age of technological advancement, preparing job seekers and raising awareness of what employers may be looking for in the future is vital to the success of the UKs future digital economy. The Adecco Group launched the Adecco Way to Work TM programme in 2013 to tackle such issues, including unemployment and skills shortages; developing peoples employability, and helping them enter the world of work. Through Adecco Way to Work TM , the Group provides people with internships and apprenticeships (over 10,500 between 2015 and 2016), career guidance and training, an opportunity to be the CEO for One Month and to participate in Experience Work Day. Job seekers can find their local programmes on https://www.adeccowaytowork.com/en/experience-work/ Watch The Adecco Group Experience Work Day video Adecco Way to Work resources Website: adeccowaytowork.com/ceo1month-en Facebook: facebook.com/AdeccoWaytoWork Twitter: #ExperienceWorkDay twitter.com/AdeccoWayToWork
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Brexodus could be back as the number of UK workers seeking jobs in the EU continues to rise
April-25-2018 - onrec.com
As the Brexit countdown clock ticked past the one year to go point, the number of UK workers planning a move to the EU returned to its post-referendum high, according to new data from Indeed, the worlds largest job site. Posted in Statistics and trends on 25 Apr 2018 Company Profile Indeed View profile » With Brexit still 11 months away, the share of British-based workers planning to emigrate to the EU has returned to the highs seen in the days after the UKs vote to leave the EU Data released by the worlds largest job site Indeed reveals that the share of UK jobseekers looking for EU-based roles has risen to 15.2% above pre-referendum level Ireland is the most popular destination, attracting more than a fifth of searche Research paper concludes that leaving the EU will have long-term impact on the UKs supply of labour As the Brexit countdown clock ticked past the one year to go point, the number of UK workers planning a move to the EU returned to its post-referendum high, according to new data from Indeed , the worlds largest job site. In the immediate aftermath of the referendum result on June 24, 2016, the number of UK jobseekers looking for roles in other EU countries soared as thousands of Britons explored their options following the Leave campaigns surprise victory. With the UK due to leave the EU in March 2019, the first quarter of 2018 saw British searches for jobs in the EU climb again - reaching a level 15.2% higher than that recorded in the pre-referendum first quarter of 2016. This latest increase takes the interest in EU jobs back to levels seen in the chaotic days immediately after the UK voted to leave the EU, and rekindles fears of a Brexodus of talented workers to the continent. While the spike seen in the days following the 2016 referendum quickly subsided, the steady increases seen in 2017 and 2018 hint at a more significant, sustained trend. Proximity appears to be be a key driver in jobseekers choice of destinations. Ireland was the most popular country, attracting 21.4% of searches, followed by France with 17.5% . Spain, which already has a sizeable British community, attracted 12.8% of searches, while Germany lured 11.7% and Italy 8.2% . Meanwhile, research by Indeeds labour market research institute Hiring Lab has today been published by the Institute for International Economic Policy (IIEP). The working paper Migration and Online Job Search: a Gravity Model Approach explores the role EU membership plays in job searches, concluding that leaving the EU may have international immigration impacts similar to increasing the distance between Britain and other EU countries by over one third. While the specific effects on the UKs workforce will depend on what type of Brexit is finally settled upon, the analysis, which includes Norway and Canada as non-EU countries, suggests that leaving the EU will have a long-term impact on the UKs supply of labour. Tara Sinclair, economist and senior fellow at Indeed, comments: Brexit has dominated the UKs national conversation for two years and nowhere is this more keenly observed than in the labour market. A Brexodus is once again a very real possibility. While the initial spike in Britons searches for EU jobs might be dismissed as a knee-jerk reaction - inspired by either curiosity or panic - 2018s steady and sustained return to those levels suggests more Britons are thinking more seriously about a move to elsewhere in the EU. Job search patterns give us a strong indication of workers future movements - making them especially helpful in these uncertain pre-Brexit times. What our figures, combined with our research for the IIEP, strongly suggest is that there could be a lot of movement out of the UK in the next year, with every indication that Brexit will have long-term implications on the UK labour supply.
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As AI shapes the Future of Work, employers focus on human skills and employees crave jobs with purpose
April-25-2018 - onrec.com
Mercers new Global Talent Trends Study identifies the top five workforce trends for 2018 Posted in News archive on 25 Apr 2018 After years of talking about disruption, executives are determined to turn talk into action. According to Mercers 2018 Global Talent Trends Study Unlocking Growth in the Human Age , 96% of UK companies have innovation on their core agenda this year and 92% are planning organisation design changes. At the same time, employees are seeking control of their personal and professional lives, with more than half asking for more flexible work options. As the ability to change becomes a key differentiator for success in a competitive global climate, the challenge for organisations is to bring their people along on the journey, especially as the top ask from employees is for leaders who set clear direction. This year we saw palpable excitement from executives about shifting to the new world of work. They are pursuing an agenda of continuous evolution rather than episodic transformation to remain competitive, said Ilya Bonic, President of Mercers Career business. They recognise that its the combination of human skills plus advanced digital technology that will drive their business forward. In pursuit of new technologies, executives must focus on the human operating system to power their organization. Mercers study identified five workforce trends for 2018: Change@Speed , Working with Purpose, Permanent Flexibility, Platform for Talent and Digital from the Inside Out. Change@Speed : How companies prepare for the future of work depends on the degree of disruption anticipated. Those expecting the most disruption are working agility into their model and placing bets on flatter, more networked structures (25% are forming more holacratic work teams). Placing power in the hands of individuals makes it critical to build capacity and readiness early. However, HR leaders feel less prepared to reskill existing employees (57% are confident that they can do this well) than to hire from the outside (62%). As around two-thirds (65%) of executives predict at least one in five roles in their organisation will cease to exist in the next five years, being prepared for job displacement and reskilling is critical for organisational survival. Yet, only 40% of companies are increasing access to online learning courses and even fewer (26%) are actively rotating talent within the business. Digital from the Inside Out: Despite improvement over last year, companies lag on delivering a consumer-grade experience only 25% consider themselves a digital organization today (higher than the global average of 15%). While 58% of employees say that state-of-the-art tools are important for success, less than half (40%) say they have the digital tools necessary to do their job and only 36% have digital interactions with HR. Business leaders are confident in HRs ability to be a strategic partner in setting the course for the future, with 69% of executives reporting that HR aligns people strategy with the strategic priorities of the business. In turbulent times there is a tendency to hold on to the rafters. Intuitively, we know success involves riding the crest of change and this requires a healthy risk appetite and a willingness to break and re-make talent models, said Ms. Bravery. When we are living digitally, working flexibly, and being rewarded uniquely, we will unlock growth in the Human Age. Permanent Flexibility: Individuals are vocal in their expectations of work arrangements that put them in control of their personal and professional lives. Employees want more flexible work options, and organizations are listening 77% of executives view flexible working as a core part of their value proposition. Only 6% of HR consider themselves industry leaders when it comes to enabling flexibility and 42% of employees fear that choosing flexible work arrangements will impact their promotion prospects. The lack of flexible work arrangements hurts women and older workers disproportionally, leading to absenteeism, lower energy levels, and burnout, said Mr. Bonic. As the skills gap widens and human competencies become more important, making sure that a diverse pool of talent can participate in the workforce at all life stages is both a business and a societal imperative. Platform for Talent: Given 92% of executives in the UK expect an increase in the competition for talent, organisations realise they must expand their talent ecosystem and update their HR models for a digital age. The time is now one in three UK companies plan to borrow more talent in 2018 and 75% of employees would consider working on a freelance basis. Gaining greater access to talent through a broader ecosystem is part of the solution. Companies also need to deploy talent faster and with precision to unlock the potential of their workforce, said Kate Bravery, Global Practices Leader in Mercers Career business. Adopting a platform mentality to talent requires a radical mindset shift, embracing the notion that talent can be accessed for the benefit of all rather than owned by one manager, department, function, or even organisation. Working with Purpose: Three-quarters (78%) of thriving employees in the UK, those who feel fulfilled personally and professionally, say their company has a strong sense of purpose. To find purpose, employees crave movement, learning, and experimentation. If not received, they will look for it elsewhere 39% of UK employees satisfied in their current job still plan to leave due to a perceived lack of career opportunity. In addition to purpose, the new value proposition includes health and financial wellbeing. Employees on average spend 7 work hours per week worrying about financial matters, yet only 26% of companies have policies in place to address financial health. Fairness in rewards and succession practices are also top of mind only 42% of employees say their company ensures equity in pay and promotion decisions. Organisations that help employees worry less about basic security needs and invest more energy on their career aspirations will be rewarded with a workforce that has more pride, passion, and purpose, said Mr. Bonic. Mercers study shares insights from over 7,600 senior business executives, HR leaders, and employees from 21 industries and 44 countries around the world. The report assesses the new drivers of the future of work, identifies critical disconnects concerning change, and makes powerful recommendations to capture growth in 2018. For more information or to request the full 2018 Global Talent Trends Study, visit http://www.mercer.com/global-talent-trends .
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Employer confidence rises but hiring plans remain cautious REC
April-25-2018 - onrec.com
Employer confidence in the economy has improved, according to the latest JobsOutlook survey by the Recruitment & Employment Confederation (REC). Posted in News archive on 25 Apr 2018 Company Profile REC View profile » The net balance of employers who think economic conditions are getting better over worse grew seven points since March, but remains negative at -3. Twenty-nine per cent of employers think economic conditions are worsening and 26 per cent think they are improving. Despite the improvement in employer confidence, permanent hiring plans remain on a downwards trajectory with only 14 per cent of employers planning increases in the short-term, down from 22 per cent this time last year. However, more employers are certain about their temporary hiring plans. Just 12 per cent dont know their short-term plans, down from 18 per cent in March and 34 per cent in February. The survey of 600 employers also shows: Availability of temporary agency workers is becoming a bigger problem with nearly half (47 per cent) of employers believing there will be a shortage of appropriate candidates in any of the sectors they cover, up from a third (35 per cent) last month. The proportion of employers who increased headcount (44 per cent) or pay (47 per cent) in the previous year has been falling since June 2017, likely as a result of the decline in employer confidence since the EU referendum. REC director of policy Tom Hadley says: The boosted mood of employers is an important step forward, especially as permanent hiring has been on a downwards trajectory. This more positive vibe will hopefully see more businesses growing their teams and ramping up their hiring plans. However, we cant get ahead of ourselves. Too many employers still feel down about the economy. Even if they want to expand their workforce, they are worried about finding the workers they need, especially for temporary roles. Short-term placements are crucial for jobs that are seasonal or project-based, like hotel staff during holiday season, or construction workers on major infrastructure projects. Employers in hospitality, construction and health especially rely on temporary workers from the EU and will suffer if they cant access them. The post-Brexit immigration system has to reflect the importance of temporary staff and ensure that processes are as quick and efficient as possible.
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RED Commerce appoints Ross Eades as CEO to drive growth
April-25-2018 - onrec.com
Posted in Appointments RED Commerce, the global recruitment provider of SAP talent, has announced the appointment of Ross Eades as CEO. Eades, who spent four years as CEO of Horton International, an executive search firm, succeeds Andy McRae, who becomes a non-executive director of the company. on 25 Apr 2018 Eades joins RED Commerce with a wealth of recruitment experience in international blue-chip organisations. Eades spent; several years building an international group into a circa £300m turnover European professional services organisation, six years building a technology recruitment group to over £100m and four years completing the turnaround of a UK staffing business. Of the appointment, Eades said, The opportunity to lead such a recognised SAP and consultative technology recruitment organisation with a clear growth strategy was one that I couldnt pass up. Im excited by the enormous potential of the business and am looking forward to working with the talented management team to achieve fundamental growth. McRae said, I am incredibly proud to have led such an innovative and reputable SAP recruitment agency. This planned move has been in the making for over a year to ensure leadership continuity. I am thrilled to be handing over the reins to Ross and look forward to seeing the organisation continue to flourish under his leadership. Of the news, Ross Marshall, Chairman, said, I would like to thank Andy for establishing RED as a leading SAP recruitment provider globally and for developing the foundation for significant growth as we move into REDs newest phase of expansion. We are excited about REDs future, continues Marshall. Ross is a highly effective senior international business leader with a proven track record in creating growth, both organically and via strategic acquisitions, as demonstrated by his experience in successfully taking a private business through an IPO as well as achieving a significant trade sale at a premium price. Eades concluded, With the support and collaboration of great people, we will continue to advance REDs market share and cement our brand as the SAP recruiter of choice, globally."
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Princely Potential: Baby Albert Would Command Highest Real-World Salary
April-25-2018 - onrec.com
The Duke and Duchess of Cambridge might want to consider how the name they choose for the new Royal Baby could affect their offspring's future earning potential, with Alberts and Arthurs earning the most, according to new research by job search-engine Adzuna. Posted in Statistics and trends on 25 Apr 2018 Company Profile Adzuna View profile » The study, conducted in April 2018, analysed over 500,000 CVs of recent job-seekers using Adzunas ValueMyCV algorithm, to reveal the average earning potential of workers by first name. The study sought to identify the most practical moniker for the newest member of the royal family, from William Hills top predictions. An analysis of the traditional royal names showed Albert (£45,224), Arthur (£40,644) and James (£38,149) were top of the charts for earning potential. Edward (£37,754) and Henry (£37,185) round out the top five princely possibilities. By comparison, workers named Jack and Thomas are at the bottom of the royal wage pile with average potential earnings of just £29,738 and £33,187 respectively. Had the fifth in line to the throne been a princess, Catherine (£29,940), Elizabeth (£29,844) and Alexandra (£29,269) could have been lucrative name choices. Princess Alice , on the other hand, would have seen the lowest earning potential of all her possible names, with average pay of just £28,396. For the royal babys eldest sibling, the real world earnings possibilities also look golden, with those named George earning an average of £37,342, more than his middle name Alexander would attract (£36,564) and significantly more than Louis (£32,426). For sister Princess Charlotte though, using her middle names later in life might prove a lucrative choice, with those named Elizabeth earning £29,882, several thousand more than a Charlotte can command (£26.509). Doug Monro, co-founder of job search engine Adzuna commented: A baby Bertie would not only be a lovely tribute to the legacy of his great grandfather King George VI but could also secure strong real-world earning potential for the 5th in line to the British throne. A less traditionally royal choice, like Jack, on the other hand, could lead to lower salary possibilities further down the line. If you would like to see how much your little ones name is worth you can check using Adzunas ValueMyName tool here: https://www.adzuna.co.uk/jobs/value-my-name Data tables follow: Table 1: Most Valuable Royal Baby Boy Names Name Average Earning Potential Arthur £40,644 Albert £45,224 James £38,149 Phillip £36,075 Alexander £36,564 Thomas £33,817 Henry £37,185 Edward £37,754 Frederick £34,472 Jack £29,738 Table 2: Most Valuable Royal Baby Girl Names Name Average Earning Potential Mary £28,767 Alice £28,396 Victoria £28,468 Catherine £29,940 Margaret £28,472 Alexandra £29,269 Elizabeth £29,882
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When is a good time to start investing - and how can you cut risk?
April-24-2018 - dailymail.co.uk
On this episode of the Investing Show, we ask Shaun Port, chief investment officer at Nutmeg, to explain why investing works, how to get started, and how to lower your risk.
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Hand car wash businesses to be investigated by lawmakers
April-24-2018 - dailymail.co.uk
A committee of lawmakers said on Tuesday that the probe will examine how many of Britain's estimated 20,000 hand car washes have exploited or trafficked workers.
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Maternity Leave Does Not Guarantee Continued Employment
April-24-2018 - workforce.com
Michelle Bailey worked in the human resources department of Oakwood Healthcare. During her maternity leave, her immediate supervisor and others assumed her responsibilities and discovered certain deficiencies in how she performed her job. Discovery of those deficiencies led the supervisor to review Baileys qualifications as set forth in her employment application. That review, in turn, uncovered an application Bailey had... The post Maternity Leave Does Not Guarantee Continued Employment appeared first on Workforce Magazine .
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Protesters greet Amazon´s Jeff Bezos in Germany
April-24-2018 - reuters.com
BERLIN (Reuters) - Hundreds of Amazon workers blew whistles and banged drums on Tuesday to protest against the presentation of a German award to Jeff Bezos, the ecommerce firm's chief executive.
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The senior citizens taking on coding
April-24-2018 - bbc.com
In Singapore, senior citizens are learning how to code computer programs on training courses designed to modernise skills and keep older brains sharp.
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Vincent Bolloré: French tycoon held over ´Africa corruption´
April-24-2018 - bbc.com
Vincent Bolloré is questioned by police near Paris over contracts to run ports in Guinea and Togo.
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U.S. gas prices are near 3-year high on rising demand. Heres how to save at the pump
April-24-2018 - usatoday.com
Right now, the national average per gallon is about $2.76, compared with $2.40 a year ago. The amount is the highest its been since summer 2015, when the average peaked at $2.81. There are ways to save on gas, including shopping around and planning ahead.
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How to clean out the inside of your car
April-24-2018 - usatoday.com
Dont be a slob
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Appalachian Underwriters Names Dail Western Region Vice President
April-24-2018 - insurancejournal.com
Appalachian Underwriters Inc. has named Eric Dail its Western region vice president. He will now manage the day-to-day operations of the Scottsdale, Ariz. office, including workers compensation and commercial garage underwriters, as well as AUIs marketing efforts in the Western
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Travelers Enhances Workers Comp Claims Platform for Injured Employees
April-24-2018 - insurancejournal.com
The Travelers Companies, Inc. has added new digital capabilities to its MyTravelers for Injured Employees workers compensation claims platform designed to improve the claim experience for injured employees. The companys web-based and mobile-friendly self-service tool for workers compensation claims now
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Want to be a high earner? 25 of Americas highest paying jobs
April-24-2018 - usatoday.com
While the kind of work one finds fulfilling is subjective, there is no debate about which jobs pay the most. High-paying jobs are high paying for a reason, highly specialized and often require advanced education. Heres a review of the latest median pay data from the U.S. Department of Labor.
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Ohio Plastics Company Fined $261K for Workplace Safety Hazards
April-24-2018 - insurancejournal.com
Federal safety regulators have cited a Bellevue, Ohio-based plastics company for multiple safety violations after an inspection found employees exposed to fall, machine, and electrical hazards. The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) proposed penalties of
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Missouris Midland Commerce Insurance Buys Dublin Insurance Agency
April-24-2018 - insurancejournal.com
St. Louis, Missouri-based Midland Commerce Insurance has purchased Dublin Insurance Agency, a family owned and operated company that was founded in 1964 by Tom Mooney and later bought by owner Eileen Markham in 1988. Markham, along with her employees, will
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Macys to Pay $75K to Settle Federal Disability Discrimination Lawsuit
April-24-2018 - insurancejournal.com
Macys will pay a former long-term employee $75,000 to settle a disability discrimination lawsuit filed in Illinois filed by the U.S. Equal Employment Opportunity Commission (EEOC). According to the federal employment agency, the EEOCs lawsuit charged Macys with firing an
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Primestaff Managing Director Wins Accolade at Business Awards
April-24-2018 - onrec.com
Posted in News archive Primestaff, Scotlands leading independent recruitment consultancy, are celebrating after Anthony Vezza was crowned Managing Director of the Year at the recent Scottish SME Business Awards. on 24 Apr 2018 Vezza beat off competition from nine other finalists to pick up the accolade at the black-tie ceremony at the Crowne Plaza Hotel in Glasgow. The recognition follows fast on the back of Primestaff being crowned Best SME300 Newcomer at the Business Insider awards and is a further sign of the firms progress as they move towards their 25 th anniversary this summer. Chief executive Danny McIntyre said: We are so pleased for Tony getting this award. He has been a vital part of our recent success and it is great to see him now getting recognition from others outside the business, too. It is very well deserved. Irfan Younis, CEO of Creative Oceanic who organised the Scottish SME Business Awards, said: SME businesses are the backbone of Scotlands economy and we feel that it is important that we recognise the drive and commitment of the individuals and organisations who are working against the market odds to make the industry a success. primestaff.co.uk
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Filling the productivity gap with degree level apprentices
April-24-2018 - onrec.com
Employing the right candidate for a job is paramount, particularly for smaller businesses. Every employer is looking for a candidate to hit the ground running, which is not always possible for young people. Posted in News archive on 24 Apr 2018 In order to fill this gap between school and university leavers and the working world, SMEs are turning to methods that used to be seen as unconventional. One of these methods is introducing industry apprenticeships to sectors which may not have been previously assumed. The new apprenticeship levy will introduce new standards in 43 industry areas in the academic year 2017-2018. These include jobs in the media industry, such as a post-production runner, web designer or a camera assistant. Higher level apprenticeships also include training to be online community managers or junior interactive product designers. All of these roles are crucial in the workplace. It benefits your business to train someone up as you go, both from a cost saving point of view as well as making sure that they learn the skills to make them as good a worker as possible. Another sector where apprenticeships are often overlooked is in accounting . Apprentices taking the first step in their career can choose to be an accounts assistant, credit control clerk or finance assistant, to name a few. Along with basic schemes which often include the assistant roles, the higher apprenticeship levels also include roles such as accounting technicians and accounts managers. Accounting is a highly skilled profession, with a number of different levels, so it can be very effective training a potential employee on the job as they then have a broad knowledge of the industry in which they will be working. By the end of 2018, degree apprenticeships are set to rise to more than 7,600 in Britain. Could you take on an apprentice in your business to get your productivity gap filled? Can an apprentice give you the boost that you need? Read on to find out more. Mike Davis, Head of SME at AXA PPP healthcare , comments: Since the government introduced the new scheme, it is great to see so many SMEs taking advantage of the opportunities that it can bring. With more than 90% of apprentices staying in employment after their apprenticeship ends, it is a great first step on the ladder not only for young people, but for small businesses looking to have a skilled team member on board. As of May this year, businesses with a wage bill of less than £3m can claim 90%of their apprentice training costs back, so small businesses shouldnt be worried about losing money by hiring and training over-18s at a lower level than what they are used to. In fact, they should be welcoming these unskilled workers, as they are more than likely to be naturally skilled in other areas crucial to any business. These skills include social media familiarity and a natural savviness to modern technology. To help employers to get on board with this way of thinking, AXA PPP healthcare has put together the below tips: Sign up to a recognised apprenticeship scheme for your sector. Historically not many SMEs have used apprenticeships, this could simply be due to a lack of understanding of whats available. Take a look at the Department for Educations apprenticeship funding page to work out if there is a scheme for your sector. You can also find out how to calculate the potential funding which might be available to you. Identify which area(s) of your workforce requires additional people-power and will benefit from an apprentice. If it isnt broke, dont fix it this age old saying is key when deciding if hiring an apprentice is right for you. Dont just simply hire one because you feel that you want to. Look at which areas of your workforce need support, and can offer dedicated time to training a new member of staff on the job. Look at degree-level apprenticeships if you feel that the skills required are complex, or require more funding to offer on-job-training. With higher skill levels, such as technology and software knowledge often desired at entry level jobs, a degree apprentice may be more worthwhile to your business. These apprentices can come in having had some training already, so only industry-specific skills need to be taught. Crucial if your business has a limited amount of time. Broaden your expectations of candidates qualifications If the candidate doesnt have the qualifications required for the apprenticeship at first glance of the CV, dont despair. Broaden your expectations of the candidate and what they can bring to your workplace. If they have work experience elsewhere, then take a look at what skills they have picked up even if these are as straight forward as making phone calls, or working in a team, these are both assets that can be transferred to many workplaces. For more tips and guidance from the small business experts at AXA PPP healthcare, visit our Small Business Insight Centre.
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Workplace at odds over mental health
April-24-2018 - onrec.com
Posted in News archive Research from CABA, the charity that supports the wellbeing of chartered accountants and their families, reveals how employees and HRs really feel about mental health in the workplace. on 24 Apr 2018 Research from CABA suggests that Brits are under significant workplace strain, with more than 1 in 3 (36%) confessing they think about quitting their position on a regular basis. The study revealed that 13% of employees are resorting to pulling a sickie to cope with stress, with the same (13%) admitting to feeling stressed at least once a day. According to the research, employers overwhelmingly agree that taking a sick day for mental ill health is completely acceptable. The findings revealed that 94% of HRs believe depression or anxiety is an adequate reason to call in sick, and over (80%) believe that workplace stress is also a legitimate reason for a sick day. In contrast, employees were reticent to admit taking time off due to workplace pressures and believed it was not an acceptable reason to call in sick. The research showed that only 13% of employees had called in sick due to feelings of stress, with 10% admitting that they did not want to face up to their workload. As a result of the findings, CABA is calling for anyone who is struggling with stress or concerned about a family member or friends to seek advice. Laura Little, Learning and Development Manager at CABA commented: 1 in 4 people experience a mental health issue every year, so it is reassuring to learn that HRs agree stress, depression and anxiety are all valid reasons for employees to call in sick. Its extremely important for businesses to promote a supportive, non-judgmental ethos to encourage employees to take time off if they need it, and most importantly encouraging conversation if people are struggling. Our research shows that 80% of HRs agree that physical symptoms such as back or joint pain is an acceptable reason to call in sick, so it is a step in the right direction that mental ill health is being recognised in the same way. Positively, the research showed that over half of working Brits (57%) would tell someone at work if they thought they were suffering from stress, anxiety or depression, with their line manager or supervisor (25%) the most likely go-to person. However, nearly a third (32%) would keep quiet, preferring not to let anyone know. Over 55s (40%) were the most likely not to tell anyone, compared to 18% of 25-34 year olds, highlighting that millennials are more open to discussions about their emotional wellbeing. Laura Little concluded: Mental ill health can have a profound effect on an employees ability to do their job. It can affect motivation, performance and relationships at work. The impact can be lessened by taking preventive measures to mitigate the risk of triggering such feelings and by putting support systems into place such as team meetings or one-to-ones. Setting an example from the top gives a clear message that mental health is an integral part of everyones wellbeing. We often take physical illness symptoms seriously so it is great to see mental ill health being treated equally, however if employees continue to keep quiet about their worries we will find ourselves in a vicious cycle. Therefore, action is needed to spread the supportive message, to ensure everyone is on the same page when it comes to stress.
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REC media comment - ONS figures on zero-hour contracts
April-24-2018 - onrec.com
Commenting on todays ONS figures on zero-hour contracts, Sophie Wingfield, Head of Policy, REC said: Posted in Opinion on 24 Apr 2018 Company Profile REC View profile » Being content at work is often about how youre managed rather than the contract you are on. When managed well, with clear communication between worker and hirer, zero hours contracts offer people flexibility and increased choice. Many people on zero-hours contracts are in full-time education, the advantage of having that flexibility allows students to fit in hours around their studies. Flexible contracts also offer employers the ability to respond quickly to the fluctuating demands of the economy. These contracts also offer a part-time option that people choose to fit around their other commitments, and data has shown that over half of employees on zero-contract hours find that it creates a positive work-life balance. For some workers it wont be their only job, but a way to top up with additional income and/or get experience in a new or different field.
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Class People stress the importance of flexible working
April-24-2018 - onrec.com
Posted in New technology Education Recruitment Company Class People are helping to highlight the importance of National Stress Awareness Month by holding a yoga class at work. on 24 Apr 2018 Company Profile Class People View profile » The supply agency invited yoga teacher Catherine Brooker-Magee to hold a class which replaced their weekly Monday morning meeting. Teaching has been found to be one of the most stressful professions, and according to a recent national survey 80% of classroom teachers have seriously considered leaving the profession in the past 12 months. Class People invited their teachers, teaching assistants and early years practitioners to join them for the yoga class as a stress-relieving way to start the week. Lynis Bassett, CEO of Class People, says: Working within the education sector, we understand how stressful conditions can be and so we champion supply work as a reputable option and solution to these issues. As a former teacher myself I know first-hand at how challenging some days can be, so recognising when you need to take a break is crucial if you want to stay in the profession. Class People provide supply teachers, teaching assistants, SEN staff and early years practitioners to schools and settings across the South West. www.classpeople.co.uk
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Search just fundamentally changed
April-24-2018 - onrec.com
Posted in News archive By Crunch Simply Digital on 24 Apr 2018 No advertising consultant knows exactly what a recruitment ad-tech future looks like, but Crunch Simply Digital have a pretty good idea when technology influences fundamental job seeking behaviours. Job searching for job seekers just fundamentally changed in the UK. Google has finally launched their anticipated Google for Jobs, launching a soft rollout over the past week. Its something weve all been expecting since June last year when it was hurled into the US job market. "It very much feels the time is right for inhouse recruiters to make the most of Google for Jobs. Crunch has been running informative Google for Jobs webinars for the past six months. Interest has never been so apparent as right now. It very much feels like the recruitment market has woken up to the fact Google for Jobs will fundamentally change the job searchers behaviour" says Richard Purvis, Founder Crunch Simply Digital. Crunch has talked long about the active and passive job market. The active job market has Google ranked high as a valuable tool for the job seeker and recruiter. Now Crunch have summarised Googles latest product: Google for Jobs. Digital Consultant, Louis Halton-Davies Were confident itll come in with a bang when it launches properly in UK. It is going to revolutionise recruitment and job seeking. There are steps you can do to make sure youre ready, including posting your job listings to one of the partner job boards and tagging up all individual job postings with the appropriate mark-up code. Google for Jobs: Factsheet More than 6.5billion searches globally every day. 85,000 job searches in the UK every day. 7 out of 10 job searches already start with Google. The process will now be exponentially shorter. People dont have to click off through to various websites in search of the best opportunity, Google will consolidate them all in one place with apply links. Google for Jobs is a job specific search tool that pulls in jobs from around the web and allows people to filter very specifically to find the right opportunity for them. Its automatically triggered in google just by adding the word jobs to your search. Not everyone has access yet, but were expecting an official launch soon (correct as of 10 th April) Moving into the future, whether youre a small or large size organisation, recruiters need expertise in an ever-increasing array of marketing tools to sustain your digital presence, especially with the imminent arrival of Google for Jobs. Organisations need to be on the mark whether thats job listings and postings or mark-up codes and search. Google for Jobs is a job specific search tool that pulls in jobs from around the web It allows people to filter very specifically to find the right opportunity for them. It hit the USA back in June and, despite taking a while to finally make its way to the UK, is set to revolutionise the way people search for jobs. The first thing that jumped out as Crunch were browsing was that the listings werent just from job boards, LinkedIn and Facebook. Jobs were linking to the careers sites of individual companies too. Which was very exciting! Open Google, and search - when you type in a location address into Google, it pulls up a map. When you search for a product, it will often pull in products. As far as is already known, Google for Jobs only indexes job postings that have been marked up with their code. This code appears on the page that every single job posting on Google for Jobs clicks through to. This code breaks out all the necessary information in one place. It is easily digested by Googles bots and called into the Search Engine Results Pages ready to cooperate with all the filtering criteria. Googles success has always been down to putting the user first. Google know that the success of Google for Jobs hinges on helping the job seeker find exactly what theyre looking for. If they do this better than anyone else, they become the job search tool that everyone uses. We know what Google for Jobs is, but what do we have to do in the UK to prepare for it? Crunch really stress the importance of being prepared; there are more than 6.5 billion searches every day with around 85,000 job searches in the UK every day. In addition to that, 7 out of 10 job searches already start with Google. According to Ignite Visibility, 106% more people click a search result in the top 3 positions than they do on the rest of the first page of Google thats where you as a recruiter want to be. Crunch is running a series of Google for Job webinars. Register your interest for their next Google for Jobs webinar www.crunchsimplydigital.com/webinar/google-for-jobs-uk-release
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PERKBOX UNBOXES: Work worries keeping employees up at night according to online searches
April-24-2018 - onrec.com
Hint: How many working days in a year? tops the charts with 1,237,000 searches last year in the UK Posted in News archive on 24 Apr 2018 Perkbox , UKs fastest growing employee benefits platform has today partnered with SEMrush , the online marketing suite, to examine what work worries are keeping employees up at night according to online searches. The findings represent searches from 2015-17 for the UK and the US. Over the last few years, how to engage millennials in the workplace has turned into an utmost priority for most business leaders, theres no denying it. But efforts to try and fight back these issues might not have come to fruition yet. At least thats what the UK and US most searched terms online suggest. Employees spend a lot of time at work counting down their days/hours/minutes before hometime. To be exact, in the UK how many working days in a year? was searched a stunning 1,237,000 times in 2017, 2,762,000 times in the US . Its the most searched question by keyword work of the last three years, for both regions. But perhaps whats most concerning is that searches for this term increased by over 14% YOY from 2016-17 in the US and more than doubled that amount (31%) in the UK. Employee engagement is clearly still not at its strongest. Looking at search terms by keyword boss also reflects some interesting findings. Mainly that weve lost a lot of respect towards our bosses in the last few years. Two clear indicators here: How to impress your boss? which was searched 21,700 times in the UK in 2015 dropped to 18,500 searches in 2017 (a 15% drop). Although, at least its comforting to know that our US counterparts drop is more than double ours (33%) over the same time period. How to prove your boss is bullying you? increased from 1,200 searches (2015) to 4,100 (2016) and 33,500 (2017) in the UK. The US wont make us feel better on this one sadly - searches are high but have at least decreased YOY between 2015-17. In the UK, on the other hand, they have increased by a stunning 2691%. Chieu Cao, Co-founder and CMO at Perkbox says: Good bosses are essential to any organisation. But as the world of work continues to change so will the qualities and characteristics for effective management - and thats whats likely to be showing in these searches. Today, employees are not looking to impress their bosses in the same way as they used to twenty years ago. Impressing in todays world of work almost means challenging your peers as opposed to taking them at their word. As a result, bosses that are caging their employees into strictly doing their day-to-day tasks and belittling them for their new suggestions because theyre too inexperienced come across as bullies. Great bosses today must possess exceptional adaptability skills, and must want to build a relationship with their team based on trust, commitment and engagement - thats the environment where great ideas truly flourish. Olga Andrienko, Head of Global Marketing at SEMrush says: Search is the first place people turn to for answers and solutions. If people turn to Google for advice when it comes to their health and relationships, they are as likely to address work issues there. Google search can be an excellent indicator for what is worrying employees across a variety of industries. All companies need to take note and pull out learnings from Google search.
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Tips to get the recruiter´s attention
April-24-2018 - onrec.com
While looking for a job, it will be difficult for you to get the attention of the recruiter because there will be many candidates to be scrutinized by the recruiter and youll be just one of them. With this being said, it is necessary for you to understand what should be done by you to get recruiters attention without irritating or frustrating them. Posted in News archive on 24 Apr 2018 Check out the following tips and make the most of it before looking for a new job opportunity. 1. Don't be dependent on your CV Many people think that their CV will do the task for them and the personal interview begins only after the CV is scrutinized. This might be true in a few cases but then most of the cases, recruiters will be looking for starting a meaningful relationship with the candidate even before they have looked at the CV. With this being said, it is essential for you to understand how can you connect with them on a personal level and will you be in a position to give them what they want or not. For this, it will be important for you to understand the economy carefully and present yourself accordingly. 2. Give them a reason to hire you While sitting down for an interview with a recruiter, it will be important for you to be sure that you have more than one reason to be a part of the organization. Understand that the recruiter has a responsibility on their shoulders and you need to give them a strong reason to hire you. Remember that many CVs can be shortlisted by the recruiter but when they finally someone, they need to have concrete reasons to support their decision. You need to give them the reason and make sure that youll speak with the organization for a considerable period. 3. Share your weaknesses with the recruiter Many candidates assume that they should hide their weaknesses from the recruiter because it can be one of the many reasons because of which the recruiter might reject them. This does not happen in every case because recruiters appreciate people who are willing, telling the truth, and stick to it consistently. In fact, sharing your weakness with the recruiter might give you an opportunity to connect with them on a personal level in a better way and get the job you need. Let's consider an example to understand the problem. Let's assume that you have never done a research paper in the past, but you do not share the truth with the recruiters that you had used the services of research paper writers to get the task done. In this situation, if they try to test you by asking you to write a research paper, youll be embarrassed and disappointed with the result in the end. So, speak the truth and share every necessary detail, including your weakness, if necessary. 4. Be realistic Well trying to get a particular job, you might feel that the commitment might be possible from your end. However, if you are not realistic, the tables can turn, and you might feel the burden even after getting the job you have been looking for. Disappointment after being recruited will be much higher, and so you need to make the right decision today and be realistic with every question that has been asked by the recruiter.
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Top Tips for Efficient and Secure Email Communication in Online Recruiting
April-24-2018 - onrec.com
One of the number one rules in the recruiting business is that your profession is all about communication. Posted in News archive on 24 Apr 2018 Reaching out to individuals and making sure that you pair potential candidates with the ideal employers and identify the most suitable matches requires refined communication skills and at the heart of online recruitments lies email communication. Managing emails as a professional recruiter is very different to how we approach online communication generally but there are simple steps you can take to make the most of it. Email Communication: From Start to Finish Emails are a must in modern outreach policies and they are certainly among the most important tools in an online recruiters toolbox. According to MailChimp, an email marketing service that is used by over 15 million users, from startups to Fortune 500 companies, recruitment and staffing emails have a 20.73% open rate and a 2.18% click rate relatively mediocre. On both fronts, recruiters could do better: for example, non-profit related emails have an almost 25% open rate and email communication with regard to hobbies demonstrates a 5.13% click rate. These are the numbers you should be working towards, and there are powerful tools out there that could help you turn the tables. Effective email communication is also crucial for the duration of the hiring process: a UK study showed that, while 78% of organisations surveyed relied on online CVs and application forms to track applicants, almost 50% opted for email response communication. Source: Pixabay Organisation and Automation among Top Priorities Organising your inbox and your address book is key: opt for an integrated email service provider, even if it means that you have to upgrade to get what you need to do your job properly. Making sure that your email database is updated regularly to accurately reflect your contacts pool will work wonders in the long run, as will simple tasks like setting up the proper labels on your professional email account. In short, the golden rule is this: investing time and effort in setting up the process correctly from the start will streamline your workflow and save you time and energy in the long run. In this context, automated rules are the perfect place to start: they allow you to plan ahead and avoid repetitive actions like sending newsletters to different client lists. They also make it easier to manage different subscriber lists and make sure that group emails are as efficient and hassle-free as it can get. Source: Pixabay Going the Extra Mile: Productivity Apps and Protection against Risks On top of that, apps like Boomerang or Gmelius can boost productivity with several welcome features, like scheduling emails to be sent later and at optimal dates or times, merging mailing lists according to recruitment campaign goals, or setting up email reminders to follow up on applicants. They can even let you snooze emails that you do not need to respond to right away these apps insert those emails back into the top of your inbox at a pre-specified date and time so that you do not simply forget about them. With so many emails to handle daily, productivity is not the only issue: you need to pay attention to security, too. Hackers have moved on from simple phishing emails to spear phishing , an elevated type of social engineering attack that, unlike traditional phishing attacks, is tailored to the target and tricks them into clicking on a malware link. Especially if you work with numerous contacts, it is advisable to put safeguards in place, like two-factor authentication or a password manager to reduce risk. In a world where 105 billion emails are being exchanged every day a figure looking to rise to 246 billion by 2020 and where 2.9 billion people will be using emails by 2019, it is only natural that email communication will continue to play a pivotal role in recruiting. Making sure that you are as efficient as it can get might be the
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UK job market flourishes in first quarter of 2018
April-24-2018 - onrec.com
As applications, job vacancies and salaries all see impressive growth Posted in News archive on 24 Apr 2018 Company Profile CV-Library.co.uk View profile » Its been a strong start to the year for the UK labour market, with job vacancies, application rates and advertised salaries all seeing an increase last quarter. In fact, job vacancies rose by 11.8% in Q1, when compared with data from Q4 2017. Thats according to the latest job market data from CV-Library , the UKs leading independent job site. Whats more, the report, which analysed data from Q1 2018 and compared this with Q4 2017, found that application rates soared by 27% during this period. Some of the nations key sectors also witnessed impressive growth last quarter, with many seeing above average hikes in application rates. As such, the top industries for finding candidates right now include: Agriculture apps up 55.9% IT apps up 37.7% Recruitment apps up 33% Construction apps up 32.9% Accounting apps up 32.5% Manufacturing apps up 30.9% Sales apps up 29.4% Social Care apps up 28.1% Marketing apps up 28% Automotive apps up 28% Some of the UKs major cities also saw application rates rising in Q1, with Edinburgh (38.9%), Manchester (35.8%), Aberdeen (34.6%), Birmingham (34%) and Liverpool (30.5%) leading the way. Lee Biggins, founder and managing director of CV-Library , comments on the findings: Its great to see that the job market has performed so well in the first quarter, with businesses remaining resilient as we move through 2018. And its clear that this confidence is catching on, with candidate appetite picking back up and job hunters remaining active across many of the nations key industries. If youre looking to expand your workforce, now could be the perfect time to ramp up your recruitment efforts. Furthermore, advertised salaries saw an increase of 1% quarter-on-quarter. Again, some of the nations key industries witnessed above average growth, with pay packets in hospitality (8.6%), catering (7.6%), accounting (2.8%), legal (2.2%) and IT (1.8%) all leading the way. Despite the report being largely positive, salaries and applications both saw a decline year-on-year when compared with data from Q1 2017, decreasing by 0.5% and 7.4% respectively. That said job vacancies were up by 9.5% year-on-year. Biggins concludes: Its concerning to learn that application rates were down year-on-year, suggesting that candidates arent feeling as confident as they were this time a year ago. That said, its positive that salaries saw an increase on the last quarter and this could be a big contributing factor towards the rise in application rates when compared with Q4. With candidates feeling more comfortable about making their next career move, businesses across the nation need to continue to offer competitive packages if they hope to keep the momentum going. For more information on the UK job market, check out the full report here .
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Amazons Veiled Message to Pee in a Bottle Sacrifices Employee Safety for Productivity
April-23-2018 - workforce.com
The Verge reports that workers at an Amazon distribution facility are forced to pee in bottles or forego their bathroom breaks entirely because fulfillment demands are too high. While this is horrible, and demeaning, its still just employees peeing in bottles. Its not THAT big of a deal, right? Wrong. For starters, as Ive previously discussed, OSHA mandates that employers allow employees prompt... The post Amazons Veiled Message to Pee in a Bottle Sacrifices Employee Safety for Productivity appeared first on Workforce Magazine .
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GM, Korean union reach tentative agreement on wages, workers
April-23-2018 - abcnews.com
GM, SKorean union reach tentative agreement on cost cutting, new car models for GM Korea factories
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Wells Fargo CEO´s pay details spark pushback by some employees
April-23-2018 - reuters.com
WASHINGTON/BOSTON (Reuters) - Wells Fargo & Co's disclosure of how its chief executive's pay compares to the rest of its workforce has drawn criticism from some company employees ahead of the scandal-plagued bank's annual shareholder meeting.
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AssuredPartners Acquires The Elan Group of Florida
April-23-2018 - insurancejournal.com
AssuredPartners, Inc. has acquired The Elan Group of Tampa, Fla., an employee benefits firm specializing in the design, enrollment and service of employee benefits plans. The companys staff of 21 will remain under the leadership of CEO Ross Hays and
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Maintenance Boss in Washington Sues for Wrongful Firing
April-23-2018 - insurancejournal.com
A former state supervisor of maintenance workers on McNeil Island is suing Washington state, contending he was wrongfully terminated for trying to correct problems with work performance. Jon Hardy filed a lawsuit against the state earlier this month in Pierce
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Three Men Sentenced in Delaware Murder-For-Hire Scheme
April-23-2018 - insurancejournal.com
Three men found guilty in a murder-for-hire scheme in Delaware have been sentenced. News outlets report 46-year-old Ryan Shover, 53-year-old Michael Kman and 55-year-old Paul Disabatino are the last of four men sentenced in the plot in which 43-year-old Wayne
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Survey of economists shows outlook for 2018 is sunny, but not because of Trump tax cuts
April-23-2018 - usatoday.com
Americas business economists are sketching a bright picture for the coming months, with a survey finding that more of their companies foresee rising sales and expect to continue hiring and raising pay. But most say tax cuts didnt affect things.
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Bumble CEO Whitney Wolfe Herd: How to build a workplace where women can thrive
April-23-2018 - usatoday.com
As my company grew and began to hire folks with the skills and training my team lacked, I struggled with what to do about pay. When women fight for a higher salary, they feel guilty. When men fight for more pay, they feel empowered. I want to encourage women to go after the money they deserve.
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Workplace drama: Nearly half of U.S. workers have sought revenge on a co-worker
April-23-2018 - usatoday.com
Sometimes, no matter how much we think we have grown, the workplace can turn into high school with its high drama, pettiness, and narrow view of the world. More than 4 in 10 (44%) of 1,000 people surveyed in a new study admit they have sought workplace revenge.
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Being your own boss: How to overcome the financial instability of freelancing
April-23-2018 - usatoday.com
While there are many benefits to being your own boss, including the flexibility of how and when you work, this freedom doesnt come without a price: missing out on employer benefits and having to deal with an unpredictable income.
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MGAA Launches Chrysalis Initiative for Next Generation of Insurance Professionals
April-23-2018 - insurancejournal.com
The UK-based Managing General Agents Association (MGAA) hopes its launch of Chrysalis, a dedicated community for MGAs to share innovation and expertise, will represent the interests of the next generation of industry professionals. The group sees Chrysalis encouraging change through
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CV-Library wins Excellence in Customer Service at Chambers of Commerce awards
April-23-2018 - onrec.com
Posted in News archive This accolade recognises the job boards dedication to offering first class service to customers on 23 Apr 2018 Company Profile CV-Library.co.uk View profile » The UKs leading independent job board, CV-Library , is delighted to announce that it received the Excellence in Customer Service accolade at last nights Greater Birmingham Chambers of Commerce Awards. This is a key win for the business, which set up a regional office in Birmingham nearly two years ago. The company continues to service organisations across the UK, including in and around the Midlands area. The award recognises the companys unique and successful approach to customer service, which ensures that the job board can assist with the recruitment needs of businesses of all sizes. Every client that signs up to CV-Library receives a detailed Service Level Agreement that outlines what they can expect from the job board. They are also assigned a dedicated Client Response Coordinator (CRC), who is on hand to offer site training, advice on job postings and tips on how to search the candidate database effectively. Lee Biggins, founder and managing director of CV-Library comments: Were delighted to have won this incredible award and to have our efforts recognised by such a prestigious organisation. The service that we offer is what sets us apart from our competition and we are always receiving positive feedback from our clients on this. Our dedicated customer service team ensures that we meet the needs of all of our clients, helping to keep our retention rates high. The award follows the results of the companys 2018 Customer Service survey, where 96% of its clients rated its service as good or excellent. www.cv-library.co.uk
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Brits lie on CVs to stand a chance against other candidates
April-23-2018 - onrec.com
Nearly half (43%) of UK employees say that they have lied on their CV to make themselves stand out against the competition, according to a new study. Posted in News archive on 23 Apr 2018 Company Profile APPII View profile » The research, conducted by APPII , found that men are more likely to lie in order to get noticed. Nearly half of men (48%) admitted they have lied or exaggerated the truth to make themselves look better on paper compared to only 35% of women who confessed to doing the same. One in three UK employees said they have lied on a CV because they really wanted the job. Baby boomers, those aged 45 and above, are more than twice as likely to lie as their millennial counterparts 61% said they had lied, compared to just 25% of millennials. This is perhaps unsurprising when considering the research also found that nearly three times as many millennials are aware that employers check the validity of CVs during the hiring process compared to baby boomers - 59% compared to 20% respectively. The research also found that one in five UK workers have been caught lying on their CV, with 39% lying about specific qualifications required for the role not only putting colleagues and customers at potential risk but also resulting in significant costs for employers due to the need to rehire for the role. Gary McKay, MD of APPII said, Clearly traditional CVs arent working for either candidates or employers. The fact that so many are having to resort to exaggerating truths when applying for new jobs just to try and stand out is proof that processes within recruitment can be enhanced. Establishing trust at the start of the recruitment process would help to rectify this. Through harnessing technology such as blockchain platforms like APPII, we can create a level playing field for all candidates, removing the need to exaggerate experience, or even lie on CVs.
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5 Ways Technology Has Impacted On Recruitment Process
April-23-2018 - onrec.com
Recruitment is one of the significant processes that take place in every business. It is a well-known fact that technology is going to enhance the quality of recruitment process and also take the burden off your shoulder. Posted in News archive on 23 Apr 2018 Many solutions have been introduced by technology to accelerate the recruitment process. However, it has ruined the privacy to a greater extent. 1. It helps you seek talent: There are some technologies which are affordable when it comes to incorporate them in recruitment. It enables the business to recruit many valuable people. The technology works very fast in selecting people. There is an application tracking system that can manage all the applications of candidates. This system also sorts the candidate in any desired order. The job openings resume, skill level and a lot of other things can easily be seen through application tracking system. Moreover, this application is also very effective if you want to import the resumes of candidates from one application to another. 2. It Increases productivity: The increased productivity of everything in the business increases the economic growth. The technology provides automation due to which the time required to complete all the tasks is reduced. The ability of a business to retrieve and compile the date gets enhanced through technology. Organising the candidates details with hands is very time-consuming. Not to mention, technology saves the business from this hassle. 3. Online testing: Technology has made it easier for the companies to test the skills and competency level of the individuals applying for a job. ESTA Application is another application of technology that makes it easier for the USA department to test the applicants documents. It is quite different from the visa system where online testing is not done. This visa system is very complex and also increases the time to select the individuals as it does not use much of the technology. 4. The company becomes more strategic: There should be a plan required to be used to manage all the tasks that a company needs to do a smoother recruitment process. The plan-making and management depend on technology. If you are using built into technology, you are going to have more strategic planning. Many metrics can be measured in the recruitment process. It also saves you from having to spend a lot of money and time in recruitment and selection process. The recruitment of embassies is also done through technology with different strategies. The recruitment in visa processing department is being streamlined through technology. This visa department works more efficiently through effective applications incorporated into their system. There are a lot of documents one has to provide in the visa process. This visa process gets too complex and annoying at times for the staff that requires the hiring of more competent staff. The technology plays an effective role in the recruitment of the staff in the embassy when metrics of hiring are known. 5. Video interviewing saves time: Video interviewing is considered as the best substitute for a traditional interviewing process. It reduces the needs for telephonic or face to face interview. The HR does not have to arrange many meetings with candidates. The pre-recorded questions can be sent to different stack holders that can conduct the interview even when the recruiter is not around. The candidate also gets the flexibility to attend the video interview as and when he finds the time to be appropriate.
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Video CVs risk widening the diversity gap, according to industry expert
April-23-2018 - onrec.com
At a time when reports suggest technology, including the likes of video CVs, is taking over the recruitment industry, a leading professional recommendation platform has urged hirers and employers to be more flexible and avoid being overly wowed by tech at the expense of the perfect candidate. Posted in News archive on 23 Apr 2018 According to Juliet Eccleston, Co-Founder of AnyGood?, the trend for using the likes of video CVs is further widening the diversity gap by alienating those without the resources to develop this content and creating an unfair advantage for those who find producing videos easy. Instead, hirers should be more flexible and encourage applications in a format of the candidates choice in order to remove any possible bias. Juliet comments: While in this modern world video content is more widely available and shared on a personal level, theres a real risk that hirers could be overly-wowed by a video CV, leading to those with the best skills set and cultural fit being overlooked simply due to the format of their submission. Unless there is a specific reason for a certain CV style, hirers should be more flexible in their application requirements in order to make it easier for everyone to shine. Leaning heavily towards one type of preference such as video content will only lead to those less comfortable with the style being alienated. I whole-heartedly agree that talent sourcing is evolving and will need to continue to do so in the coming years. However, we all need to take a step back and consider just how relevant new tech is within the hiring arena and what impact it will have on diversity levels. My view is that in the hunt for a replacement for the CV, the industry has lazily chosen an option which brings in even more opportunity for bias and excludes candidates who would not naturally choose this medium. Commenting on this issue, Sulaiman Khan, Founder & Chief Purpose Officer of ThisAbility added: As a severely physically disabled wheelchair user, typing is very fatiguing, so I like the idea of video CV in theory. However, in practice the challenge is that Id still need someone assist with filming and help me upload it onto my laptop so I can edit and send the file. As Juliet states, Id be worried about early stage biases in video CVs as well. I believe that more flexible ways to apply for jobs to match candidates and, indeed, more flexible working options are needed by all businesses, which would be especially useful for those with disabilities and neurodiverse conditions who are the most discriminated against community when job hunting. Juliet adds: What we need to see is a greater use of networks and recommendations in order to create a level playing field for all. We are all so widely networked now that professionals have the resources to hand to be able to put forward their peers for a role. Perhaps, then, future recruitment processes need a more personal peer-to-peer approach with less involvement from the middle-man.
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The master blender who is Scotch whisky´s First Lady
April-22-2018 - bbc.com
Rachel Barrie is a rarity in the world of Scotch whisky - a female master blender.
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10 hot vehicles most likely to increase in value, terrifying the neighbors
April-22-2018 - usatoday.com
Classic car insurance company Hagerty has released a list of the top 10 current vehicles most likely to increase in value. Maybe its time to buy the Chevrolet Camaro ZL1 1LE or the Dodge Challenger SRT Demon. Of course, you could always go with the Kia Stinger. Thats right, a Kia.
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Despite what politicians say, stock buybacks arent evil
April-22-2018 - usatoday.com
A Senate bill hopes to stop companies from repurchasing their stock in the open market. Thats bad for shareholders, CEOs and workers alike.
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World Bank: Sub-Saharan Africa set for 3.1% growth in 2018
April-22-2018 - usatoday.com
Sub-Saharan Africa is on course for economic growth of 3.1 percent this year, the World Bank says, marginally slower than it previously forecast but faster than last year thanks to rising commodity prices. Pascale Davies reports. Video provided by Reuters
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How whisky tasting ´plays a tune´
April-22-2018 - bbc.com
A whisky master blender explains how she detects an orchestra of flavours and aromas in Scotland's national drink.
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Workplace distractions: Trouble focusing? These tips can help you get back to work
April-22-2018 - usatoday.com
In a survey of over 35,000 leaders from thousands of companies across the globe, 73% admitted to getting distracted at work some or most of the time. If youd rather bust out of that trap, here are a few tips for regaining focus and getting your job done right.
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How to make sure you have the right travel insurance for a cruise holiday
April-21-2018 - dailymail.co.uk
Just 56 per cent of single policies and 59 per cent of annual travel insurance policies include cover for a cruise trip as standard, so its well worth checking youre covered as soon as youve booked the trip.
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Top female boss comes under fire for having too many jobs: The rise of the ´Golden Skirts´
April-21-2018 - dailymail.co.uk
Firms are under mounting pressure to appoint more women to their boards. This has led to a handful of highly qualified female bosses being in heavy demand and holding multiple directorships.
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How I made the cut, by the tailor King of Savile Row Richard Anderson
April-21-2018 - dailymail.co.uk
He has been making bespoke clothing for 36 years in this famous Mayfair district of London. He began as a 17-year-old apprentice in 1982 at the prestigious tailor Huntsman.
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The best ways to deep clean carpet without hiring someone
April-21-2018 - usatoday.com
DIY is the way to go
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Job networking: 10 effective conversation starters to boost your career prospects
April-21-2018 - usatoday.com
Networking is valuable for enhancing your career trajectory. But are you any good at it? Some folks are natural schmoozers and seem to be able to network wherever, while others find it a bit more of a challenge and struggle at times. Which camp are you in?
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Retirement savings: Your employer may be (partly) to blame for you not having enough
April-21-2018 - usatoday.com
The problem isnt just that too many employers dont offer 401(k)s: Over half (51%) of employees who have access to a 401(k) arent actively contributing to it. Not only do employers need to offer retirement plans, but they should also emphasize the importance of contributing.
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Fewer entry-level positions in most job categories for 2017 law grads, new ABA data shows
April-20-2018 - abajournal.com
Entry-level hiring has decreased at law firms, in the government and public interest arenas, and in academia, according to employment data released Friday by the
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Nissan to cut hundreds of UK jobs
April-20-2018 - bbc.com
The carmaker will reduce its Sunderland workforce by hundreds amid a decline in sales of diesel cars.
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Meet the robots that can pick and plant better than we can
April-20-2018 - bbc.com
Farmers are turning to robots to plant seedlings and pick produce because of human worker shortages.
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Robo farmers
April-20-2018 - bbc.com
Farmers are working on robotic solutions due to a shortage of human workers to pick difficult crops.
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Parkland School Shooting Puts Citys HR Team Into Crisis Response
April-20-2018 - workforce.com
This past Valentines Day, Coral Springs, Floridas human resources director Dale Pazdra kicked off an internal monthlong kindness challenge campaign in the new city hall. Employees gathered that morning to enjoy breakfast treats and share in friendly conversation. Pazdra had no idea how critical those values would become in a matter of hours. While celebrating the holiday later with family,... The post Parkland School Shooting Puts Citys HR Team Into Crisis Response appeared first on Workforce Magazine .
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Promoting innovation and creativity in your business
April-20-2018 - onrec.com
Written by Conor McArdle, content executive at Brighter Business Posted in News archive on 20 Apr 2018 As the UKs productivity slump continues to bite, many businesses across the country are trying to find ways in which they can combat low productivity and increase innovative practice. The trend for inducing creativity and innovation has, in the last few years, been focused on office design and creating a unique environment which employees find stimulating: optimising the space which employees work in to improve engagement, happiness at work and productivity. But there are other ways that you can promote creativity and innovation in your business. The small business experts from Brighter Business have got you covered - read on for more. Introduce free time Building a trusting workplace is important for developing a strong team culture. By showing that you trust you staff giving them free time, not micromanaging and so on can take some pressure off and unleash the creativity. Creating a trusting environment could mean giving your employees some freedom and flexibility to focus on mini side projects. It may sound counteractive to dedicate productive work hours to personal time, but a few hours once a week to dedicate to projects of personal or professional interest to them can make a creative outlet which can feed into their work. Plug in, tune in, dont drop out Some studies have shown that listening to music while working can have a positive impact on mood, which in turn boosts creativity. Other studies have also found that as many of 79% of people who do not or cannot listen to music at work would benefit from doing so. This is because music improves mood and psychological well-being. Improving psychological wellbeing can help to create a working environment which gets workers in the zone or in flow (more on that soon). Introduce new ways of doing things Do you find that meetings and presentations are taking up too much time, or do you think that theyre inhibiting top performance from your employees? Unadventurous routines can kill creativity; new practices force adaptation and development. Use the workplace as a testing ground. Innovate to engender innovation. Change the way your meetings take place, whether that is how meetings are conducted or the space in which they take place. Introduce new furniture or experiment with the layout of the room to encourage discussion, change colours to create a psychological effect, make meetings more dynamic by removing chairs and so on. Presentations dont need to be dull, information dense creations; rather, they should illustrate what is being spoken about. The Pecha Kucha format (a timed presentation, consisting of 20 slides of 20 seconds duration each) could be the cure strip down presentations to fit the allotted six minutes and 40 seconds to ensure clarity and conciseness of communication, and emphasise the illustrative nature of presentations. Stimulate working flow That feeling when youre immersed in something to such an extent that you lose track of time? Thats called flow, a psychological state characterised by intense focus, heightened involvement and enjoyment. If youve ever lost six hours to a video game when you thought youd only been playing for 20 minutes, you were most likely in flow. Hungarian psychologist Mihaly Csikszentmihalyi named flow in 1975, and theory behind flow states has been used to try to improve learning in schools, as well as in workplaces. Trying to get your staff into a flow state sounds great, but there are specific psychological conditions which must be met and a lack of disruption. Noisy offices and workers who are well connected (smartphones, email, telephones, distracting office neighbours) are unlikely to be able to achieve flow. Instead, Csikszentmihalyi proposed creating environments which are more likely to induce flow. Similarly, having employees work on those projects which align closest with their skills and interest is more likely to induce flow. Visit the Brighter Business site for more tips on boost productivity , visit Brighter Business
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Innovative platform launches to offer tailored finance solutions to education and training sector
April-20-2018 - onrec.com
Posted in Launch A specialist consumer lending platform Duologi - has launched a new platform to offer a range of bespoke finance solutions to the education and training sector. on 20 Apr 2018 Backed by global investment firm, Oaktree Capital, the company offers training providers the chance to boost course enrolment, reduce drop-out rates and increase course accessibility through the delivery of tailored finance options. Whether e-learning, vocational courses, professional development or private schooling, Duologis platform allows providers to offer flexible loans to their customers, from £150-£25,000 on 3-60 month terms; many at a 0% interest rate. Lending decisions are typically made within just four seconds, allowing learners to access the financial help they need without burdening providers with credit risk or bad debt. Duologis system integrates into existing enrolment channels - over the phone, on-campus and even on-line, ensuring that customer service excellence is maintained. Unlike many other similar businesses currently in the market, Duologi does not offer a one size fits all model. It aims instead to work with each partner on an individual basis to ensure a bespoke service is created for each without charging set-up costs or monthly fees. The platform is powered by ground-breaking technology, built from scratch in London, allowing education and training providers to quickly and simply start offering finance to their customers. Duologi is led by co-CEOs, John Taylor and Gary Little, who between them count more than 50 years consumer lending experience at institutions such as Barclays and Close Brothers. Since launching in September 2017, the business has already secured £100m in annual rolling commitments. Gary Little, co-CEO of Duologi, said: We know how competitive the education and training sector has become in recent years, so its more important than ever that providers set themselves apart from competitors whilst meeting the needs of todays cash-strapped consumer. Innovative, user-friendly, finance solutions can do just that; providing learners with the flexibility to access the education they need and pay back the cost in a way that suits them.
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Berwick Partners goes global, launches new practices and bolsters team in scaling drive
April-20-2018 - onrec.com
Posted in Launch Birmingham-headquartered executive search firm Berwick Partners has launched a permanent global presence in Amsterdam, introduced a number of new practices and completed a series of hires as part of an ambitious growth strategy. on 20 Apr 2018 Executive search firm launches presence in the Netherlands to serve increasing EU and global demand The business has also introduced two practices and made a series of hires, now employing more than 80 staff across its offices Birmingham-headquartered executive search firm Berwick Partners has launched a permanent global presence in Amsterdam, introduced a number of new practices and completed a series of hires as part of an ambitious growth strategy. The opening of the firms Amsterdam office follows an increasing number of enquiries from current and potential clients in the EU to support them on their hunt for leadership talent. Headed up by consultant Sjoerd Kooistra, the new office will see Berwick Partners increase its foothold in the European market, as well as strengthen links between the UK and the EU when sourcing senior executives across the commercial, public and not-for-profit sectors. In addition to its international take-off, Berwick Partners has introduced two new practices in response to an evolving, complex and increasingly competitive war for talent. A dedicated place practice, led by Berwick Partners regeneration and economic development specialist Marek Dobrowolski, will serve the local government sector, helping clients to seize emerging opportunities through regional devolution, commercial pressures and changing public service policy. Berwick Partners has also unveiled Berwick Talent Solutions, a new company set to deliver project and volume recruitment of quality senior and specialist talent for clients as they expand, relocate or undergo change and transformation. Berwick Talent Solutions will also provide market mapping, talent pipelining and RPO services in order to help businesses understand, predict and safeguard their future workforce. Completing Berwick Partners expansion is a series of hires across the business. Claire Stewart joins as a consultant to spearhead the consumer lifestyle team, bringing with her extensive industry experience working for the likes of McCain Foods, Seven Seas and Boots. Alex Henson also joins the higher education team and AJ Marsh the retail practice as consultants. The latest results follow a successful 2017 for Berwick Partners, which saw record results and the launch of dedicated housing, digital and supply chain practices and expansion of its UK team. The business now employs 73 staff across its offices in Birmingham, London, Glasgow, Leeds, Manchester and Amsterdam. Richard Love, Managing Director of Berwick Partners, said: As businesses seek to navigate the evolving landscapes in which they operate, securing the best and most diverse leadership talent is what will set them apart. Weve continued to adapt and expand our practice areas, as well as launch Berwick Talent Solutions to help clients gain a march on the competition by mapping out their future needs earlier on in their recruitment process. Weve always tried to be innovative and obsess about responding to our clients needs. We have sustained the success of our well-established practices, whilst bringing in new specialist individuals to help clients meet the challenges they face today. The launch of our Amsterdam office will also be a further springboard into the global market and will enable us to access a larger pool of talent. All of our new practices have already made a significant impact, and this is testament to the quality of our team and the growing strength of our brand.
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SunTrust says ex-worker may have stolen data on 1.5M clients
April-20-2018 - abcnews.com
SunTrust says 1.5 million clients' data potentially compromised in following employee theft
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DAILY BRIEFING: Credit Suisse banker hired to sell taxpayer´s stake in Royal Bank of Scotland
April-20-2018 - dailymail.co.uk
He is vice-chairman of UK advisory and corporate broking at the Swiss lender, and will head the Government team which oversees its 71 per cent holding.
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How to make your property stand out with bright colours
April-20-2018 - dailymail.co.uk
Anyone who brightens up the lives of their neighbours is well on their way to becoming a local hero
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West Virginia Regulators Monitoring Collapsed Section of Dam
April-20-2018 - insurancejournal.com
West Virginia regulators are monitoring a damaged dam in the northern part of the state that could potentially fail. The state Department of Environmental Protection says in a news release a worker with the town of Lumberport notified authorities Wednesday
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Houston-Area Flood Control District: $155M Needed for Harvey Damage Study, Repairs
April-20-2018 - insurancejournal.com
The Houston-area flood control district has estimated needing $155 million to study and fix damaged infrastructure after Hurricane Harvey. Workers this week are assessing the storms destruction to the Harris County Flood Control Districts 2,500 miles of bayous, creeks and
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Whos worried about Social Security? Pretty much everyone
April-20-2018 - usatoday.com
Countless workers fear they wont get to collect benefits down the line. But theyre missing the much bigger picture.
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Your clothes are full of static electricityheres how to get rid of it
April-20-2018 - usatoday.com
The shocking truth about static cling.
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New background checking technology helps UK businesses avoid £20,000 fines
April-20-2018 - onrec.com
Posted in News archive GBG launches new capability as news is announced that illegal workers cost businesses £27.5 million between January September 2017, according to government figures on 20 Apr 2018 GBG , the global specialist in identity data intelligence, has announced the enhancement of its KnowYourPeople employee screening solution, with Right to Work management functionality. GBG KnowYourPeople is a trusted online solution for HR managers to carry out background checks, including criminal record, driving licence, financial background and now Right to Work, on all candidates through just one portal. The news comes as pressure mounts for HR teams, with recent government figures showing Right to Work civil penalties totalled £27.5 million between January and September 2017. With businesses facing fines of up to £20,000 for each worker without the right to work in the UK, it has never been more vital to ensure workers are who they say they are. The GBG KnowYourPeople technology works by helping organisations manage candidate identity checks consistently across their organisation, in one place. It removes the time-consuming process of cross-referencing multiple role specific checks, by connecting to UK datasets from the Disclosure and Barring Service (DBS), Driver and Vehicle Licensing Agency (DVLA), and the broad range of datasets that enable GBGs identity verification capability. Relevant checks can also be automated to ensure staff are re-screened on a regular basis depending on their job. Emailed prompts are provided to remind organisations to make follow-up checks of renewed documentation that enables a workers ongoing Right to Work status. The solution is designed to give HR Managers in all sectors the confidence that checks are carried out by hiring managers consistently across their organisation in an accurate, reliable and compliant way, with much greater efficiency and confidence than before. Alister Humphreys, General Manager Employ and Comply at GBG, says: Businesses are finding more and more that traditional methods of monitoring and managing employee screening, such as using manual spreadsheets, are inefficient and prone to human error. Right to Work checks on new recruits are a legal requirement, and failure to do this correctly not only poses risks of fines, but also organisation reputational damage and potential disruption. The introduction of Right to Work checks to GBGs KnowYourPeople software solution is a response to demand from organisations that realise the importance of getting these checks right and getting the candidate in post faster. With the growing demands that HR professionals constantly face, were proud to offer a solution that means they can instead focus on what they do best.
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Bateman Groundworks streamlines HR approach with cloud-based system
April-20-2018 - onrec.com
Posted in News archive Bateman Groundworks one of East Anglias leading civil engineering service providers has invested in state-of-the-art HR technology from Cascade. on 20 Apr 2018 Founded in 1997, the Norwich-based company works on a variety of domestic and commercial projects throughout the East of England supplying roads, sewers and groundworks to developers and contractors on both a regional and national level. The firm currently employs over 170 staff and possesses a recruitment vision to expand this to a 250-strong team over the next few years. It was therefore vital that they invested in an easy-to-use, modern HR solution to support the organisation through this key period of workforce growth. After thorough marketplace research and a selective shortlisting process, Bateman Groundworks opted for a range of Cascades modules, comprising Core HR, Self-Service, Workflow, Recruitment, Training, Online Recruitment and Mobile Apps. Commenting on the catalyst for change, the firms HR co-ordinator Frankie Yallop explained: With an increased emphasis on data protection and the new GDPR legislation, a solution with assured compliance was a big driving factor when choosing our new HR software. Also, with our old system, sifting through multiple reports for the correct data was a major resource drain on the team we wanted a system which made it simpler for the department to keep in control of personal data and generate value-adding reports at the touch of a button. In addition to its main headquarters, a number of external site offices also exist in the Norfolk and Suffolk areas. Frankie added: We needed a system which not only met the needs of our main office, but those of our off-site bases too, and Cascades cloud technology will allow us to engage all employees whether in-house or field-based. Currently in the early stages of the project, the next few months will see Cascades focus shift to data migration and staff training, in preparation for the planned roll-out of the new system in June 2018.
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Green giants revealed for earth day - Environmental policies fuel boom in green jobs
April-20-2018 - onrec.com
Britains green drive has led to a surge in demand for Recycling Workers, according to data from the worlds largest jobsite, Indeed Posted in News archive on 20 Apr 2018 Company Profile Indeed View profile » Job opportunities treble for Recycling Workers as Britons become more eco-conscious Demand also rises for Environmental Scientists, Environmental Technicians and Wind Turbine Technicians But is the sun setting on solar? Solar Technician job opportunities slump by 79% Britains green drive has led to a surge in demand for Recycling Workers, according to data from the worlds largest jobsite, Indeed . The figures, released to coincide with this Sundays Earth Day (22nd April), suggest a combination of green policies and Britons increasing eco-consciousness have fuelled a 180.5% increase in demand for Recycling Workers in just three years. Other green jobs to have grown rapidly include Senior Environmental Scientists (up 156.6% ), Environmental Technicians (up 69.3% ) and Wind Turbine Technicians (up 50% ). However at the other end of the scale, the sun is no longer shining on solar specialists. Employer demand for Solar Installers dropped by 79% over the same period. Such an abrupt fall may stem from the abolition of government grants available to large-scale solar power generators and the paring back of subsidies offered to homeowners who install solar panels. Among the other jobs to have seen declines in job postings since 2014 are Energy Engineers (down 52.4% ), Environmental Engineers (down 43.2% ) and Water Treatment Specialists (down 15% ). Bill Richards, UK Managing Director, Indeed, comments: Earth Day is a chance for humanity to reflect on its relationship with the environment; but its striking how much impact the environment now has on the jobs market too. Greater awareness of the environment isnt just shaping public policy, its also influencing corporate behaviour and creating thousands of green jobs. Recycling has become part of everyones daily life, delivering a boom for the waste management industry and nearly trebling the number of Recycling Worker vacancies. However the sharp fall in the number of Solar Installer jobs suggests the green jobs market is being driven not solely by the private sector, and that the government appears to remain a key driving force.
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CV builders in the LinkedIn era, are they worth it?
April-20-2018 - onrec.com
LinkedIn has revolutionized the way we professionally network and how we search for jobs. With over 467 million users around the world, having a profile is an absolute must for professionals looking to advance their careers. on 20 Apr 2018 As more and more people connect and apply for jobs with just one click, some people are questioning whether CVs are still relevant and if it is worth using a CV builder to create one. To answer their question simply, it is. Your CV and your LinkedIn profile are two different things which serve different purposes. It is important to have polished versions of both, though a CV is still the most important tool you have to get a job interview. CV vs LinkedIn To think that a LinkedIn profile is simply an online CV is a fundamental misunderstanding of the purposes of both. Although they should both demonstrate your skills and accomplishments, LinkedIn profiles and CVs are two separate tools. In a nutshell, LinkedIn is there for you to build your own brand, tell the story of your career, connect with people, and find out about jobs. Whereas your CV shows employers why you are the strong candidate for a specific position. Unlike your LinkedIn profile, your CV should be tailored for each application. The most time-effective way of managing this is by using an Online CV Maker which quickly allows you to make edits for each CV you submit. It is not practical to have multiple LinkedIn profiles to emphasize different strengths. Your profile normally lists all of your skills and all of your past positions. It is a general overview of all of your accomplishments. If you apply for a specific position, although your LinkedIn profile will contain relevant information, it will not focus on the most important aspects. A well-written CV will. The importance of tailored CVs Producing polished, tailored CVs is the key to getting job interviews. However, job candidates have to know how to play the game. More and more employers are using Applicant Tracking Systems (ATS) to filter CVs and to shortlist candidates. They operate by scanning CVs and identifying the keywords. They look at past job positions, skills, and relevant experience. The keywords an ATS looks for are different for every job application as the requirements of each job differ. This means that resumes should be tailored for each application. You can achieve this by carefully reading through each job description and identifying the keywords. You then work the keywords, and synonyms of them, into your resume. If your resume contains the right keywords it will not be filtered out by an ATM and it will be seen by human eyes. If your CV is shortlisted, an employer is also likely to look at your LinkedIn profile so they need to be consistent. There should be nothing on your resume that is not on a LinkedIn profile. This is not a problem. The luxury of a LinkedIn profile is that it can be long and general, whereas a resume has to be concise and targeted. Using a CV builder An effective LinkedIn profile is relatively easy to maintain and keep up-to-date. It is important to make connections and add new skills, qualifications, and responsibilities. It is also a good idea to show that you are passionate about your areas of expertise by sharing articles and your favourite Ted talks. In comparison, writing targeted CVs for each job application is time-consuming. Especially as they also need to be professional-looking and you need to invest time looking for jobs. This is why CV builders are such a useful tool. They allow you to make quick edits, meaning that you can swiftly add the right keywords for each application. You also save the time and hassle of trying to design a resume which stands out from the crowd. You can choose from hundreds of professionally-designed templates to catch the attention of prospective employers and there are templates specifically designed for each industry. In the past, most people used to create their CV using a basic program such as Microsoft Word. Now, in the digital age, in the face of stiff competition, these CVs look amateurish and are unlikely to be shortlisted. Unless you have advanced design skills, it is wise to leave the layout and the look of your CV to the professionals.
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College graduates: Heres how to set yourself up for a life of financial success on Day 1
April-20-2018 - usatoday.com
What you do with that first paycheck can set you up for lifelong financial success or put you on a path of money troubles.
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Idaho Workers Comp Rates to Decrease Another 3.4% in June
April-20-2018 - insurancejournal.com
The Idaho Department of Insurance has approved a proposal from the National Council on Compensation Insurance for another 3.4 percent decrease to workers compensation insurance rates. The decrease is effective for policies issued or renewing after May 31, 2018. This
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New Yorks PIA Management Services Hires Lachut
April-20-2018 - insurancejournal.com
PIA Management Services Inc. has hired Bradford J. Lachut as director of Government and Industry Affairs for the five PIA state affiliates managed by the Glenmont, N.Y.-based group. Lachut previously served as PIAs government affairs counsel prior to working as
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Budde Promoted to Eastern Regions CFO at AssuredPartners
April-20-2018 - insurancejournal.com
AssuredPartners Inc. has promoted Gerald Budde to Eastern Regions chief financial officer. He is based in Cincinnati, Ohio. Budde will report to newly appointed Eastern Regions President Steve Deal. He started his career with EY and spent 11 years with
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How to Make Implants, Pacemakers and Other Medical Devices Safer
April-20-2018 - insurancejournal.com
U.S. health officials on Tuesday proposed steps to improve the governments system for overseeing medical devices, which has been criticized for years for failing to catch problems with risky implants and medical instruments. The plan from the Food and Drug
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How to stop those annoying robocalls, once and for all
April-20-2018 - usatoday.com
Robocalls are still a plague. We tried out apps, phone features and the Do Not Call registry to stop them.
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Could we please, for the love of all things good, stop these annoying robocalls?
April-20-2018 - usatoday.com
Robocalls are constant and theyre costing phone owners money. Heres how to identify and stop them.
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SunTrust said employee worked with outside criminal when info on 1.5M clients was breached
April-20-2018 - usatoday.com
A former employee may have stolen information about 1.5 million SunTrust bank accounts, the Atlanta bank said.
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Walmart relaxes dress code for some workers: Blue jeans are now OK
April-20-2018 - usatoday.com
Walmart is relaxing its dress code for workers in some stores. The nations largest private-sector employer will allow workers in certain locations to wear jeans, jeggings, cargo pants, skorts, capris, chinos and slacks as long as they are solid blue, black or khaki.
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What impact will GDPR have on HR processes, rules and regulations?
April-20-2018 - onrec.com
Companies will need to meet enhanced privacy and data protection standards within the HR department, who constantly collects and processes personal data of prospective and current employees, making it a main focus when preparing for GDPR compliance. Posted in News archive on 20 Apr 2018 Talmundo, EU-based provider of online onboarding technology, gives companies clear guidelines to that effect, including: How employers should provide more details to employees regarding the data being held about them. How employers must give employees access to the data being held about them Employers must clearly explain employee rights, including their rights to withdraw consent and lodge a complaint regarding data processing. Consent and contract must be separate, meaning every new hire should be given consent forms separate from their employment contract. From an organisational standpoint, Talmundo also outlines the way companies can prepare to implement these new procedures during the pre- and onboarding boarding process to ensure that the entire employee experience is smooth and efficient. Having implemented their own GDPR recommendations within their software, they communicate clearly to onboardees on consent, their right to data access and provide clear terms and conditions to all users. Want to find out more? A spokesperson from Talmundo is available for comment, with the company also making its GDPR whitepaper and case study available for review. www.talmundo.com
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PIXID Continues European Expansion with Acquisition of Dutch Staffing CRM Supplier Carerix
April-20-2018 - onrec.com
Diversified offering to be introduced to the UK and European markets; follows another year of solid organic growth in 2017 Posted in News archive on 20 Apr 2018 European workforce management solutions provider PIXID , has acquired Carerix , a Dutch-based CRM and ATS supplier, to further strengthen its proposition and expand its operations. Adding a leading supplier for CRM and ATS systems to its ranks allows PIXID to reinforce its expertise, enhance its service offering and strengthen the value chain offered to the temporary employment sector. The purchase also means PIXID can now add a presence in Benelux to its existing offices in France, in the UK (since its acquisition of The Internet Corporation in 2017) and its operations in Germany. A complete online software solution for recruitment and staffing agencies, Carerix is currently helping more than 10,000 users every day. It has a presence in 17 countries due to high-profile relationships with major customers including Randstad, Adecco, Manpower, T-Groep and DPA. Carerix has a multi-level partnership programme and an ecosystem which allows for a tailored offering and broader promotion of its products among specific target groups. This tallies with PIXIDs approach to enable clients of all sizes to efficiently manage their temporary workers via a simple, scalable and cost-effective platform. PIXIDs proprietary technology is currently responsible for filling one in four temporary positions in France, where it has powered the temporary staff market. The acquisition of Carerix further establishes it as a well-known digital platform for the management of temporary workforces throughout Europe. The acquisition is consistent with PIXIDs strategy of utilising its scale to grow the core flexible workforce management business stream and adding other staffing and recruitment solutions into the overall portfolio. In 2017, PIXID generated solid revenue growth of 23% and Management is expecting to record revenues of around 25m in 2018. Pixid now covers more than 90% of the temporary employment market in France and has two million workers registered in its database. Etienne Colella, President of PIXID SAS, commented : Since 2004 weve continued to grow to the point where we now represent a significant part of the temporary employment market in France. But our ambitions are much wider than that and we are now adding Benelux to our existing presence in France, the UK and Germany. Each country has its own idiosyncrasies and we were keen to choose the right partner with a strong market share and dynamic innovation strategy qualities that Carerix perfectly embodies. The acquisition is the first phase of our introduction to this new region, known to be a mature and vibrant HR marketplace. We are confident that our combined solutions will make a significant contribution to helping those sourcing and placing temporary workers to reinvent their way of working and realise efficiencies. Reinald Snik, CEO of Carerix, said: As with PIXID, our objective is to transcend borders and we already have a presence in most European countries thanks to our relationships with key customers. Becoming part of the PIXID Group will give us greater scale to achieve these ambitions, while retaining our brand in our home market. The acquisition is a real innovation opportunity which will be mutually beneficial for both parties; our existing customers and to open up and expand other staffing markets throughout Europe. Jean-Michel Beghin, Managing Partner at Keensight Capital, said: We are delighted to support Etienne Colella in PIXIDs new development stage, further to last years successful integration of The Internet Corporation in the UK. We had identified Carerix as it complements PIXIDs service, for its solid growth profile based on SaaS model and led by a talented management team, as well as for its highly appreciated innovation capabilities. Its strong foothold in the Netherlands and throughout Benelux will clearly contribute to strengthen PIXID's positioning as a leading European digital platform for the management of flexible workforce.
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How can Holidays be Not a Hurdle for Running a Business?
April-20-2018 - onrec.com
Work and fun cant be done at a time. Cmon! This is nothing but just a mere notion. So, all you entrepreneur out there, you can still enjoy the essence of a wonderful vacation while you walk down the woods or go over the rivers. Sounds impossible? Posted in News archive on 20 Apr 2018 Not at all! You might be wondering now how it can be possible. Well, you just have to act smarter, take the right strides, and you're done! Read on to understand what exactly you need to do. Ensure you are having the right staff You are planning to go out for a vacation while leaving your business behind. In such a scenario, you must be quite confident about the working staff at your office. It might be a herculean task to find such worthy people, but they deserve to be searched for. So, always hire such people in your company who are capable enough to successfully carry on the work in your absence. According to ctpost , the entrepreneurs like Maulik Patel, CEO of Dealslands , also admits that working with the right people is always a blessing for him whenever he goes for a holiday. Plan beforehand If youve already decided that you are going for a holiday during the Christmas or New Year eve, make the preparations before itself. Just inform your clients that you will not be at the office during that period of time. Make sure that you are completing any pending task from their end before you go. If you do so, it would be easy for you to transition back to your work on your return. Let your marketing be scheduled In this technologically advanced era, smart marketing tools are spread all over! So, you can just schedule the posts on social media and blogs well in advance. It will let others to not even get a clue that you are not working. Be accessible You are on a vacation doesnt mean that youve to just cut-off from the rest of the world, especially if you are a businessman. So, make sure that you are accessible on skype and phone whenever there is an urgent need. But, dont make it a constant process either, it will spoil your entire holiday. Just understand how to make a balance! Express clearly about your requirement When you are on a vacation, your employees must be confident about which goals they have to achieve in your absence. So, you ought to convey them about the deadlines that they have to meet during that period of time. Thus, before you fly, let each and every team know what they are supposed to do. Reward your staff for their hard work The productivity of your business depends on your employees to a huge extent. If they seem to be as efficient as they have been always even when you are not on the floor, they deserve a reward. So, always motivate them for their dedication with a perfect honour. If you do so after one of your vacations, you can go ahead for the next one without even a second thought. The more pleased your employees are, the more your work will be on track. Handover your work to the right person Obviously, as an owner of any organization, you would be performing some tasks on just your own. Now, you are going for a holiday and you wont be available for some days. Who would take care of your works? Think and identify the right person in the office who is capable enough to do your works flawlessly. Once youre sure enough about someone, hand over your work to him/her. Relax This is one of the most critical things to do for the businessmen while they are out for a vacation. Often, they think that their business would simply fall apart in their absence. Trust me, this is not the scenario! If youve been smart enough to plan things accordingly, nothing will go wrong. So, do you get to know how can you manage your trip and business together? It is not at all a hard stone to break! Isnt it? Just take the aforementioned tips in your mind, thats it! Of course, you will end up coming back refreshed and there will be no harm to your business even.
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Qualcomm cutting 1,500 jobs at its California offices
April-20-2018 - reuters.com
(Reuters) - Chipmaker Qualcomm Inc is cutting 1,500 jobs across multiple divisions at its offices in California, as part of its promise to investors to cut annual costs by $1 billion.
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Rudy Giuliani joins Trumps legal team along with 2 other lawyers
April-19-2018 - abajournal.com
Rudy Giuliani says he has joined President Donald Trumps legal team and is taking a leave of absence from Greenberg Traurig to handle the job.
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Shire rejects $63 billion Takeda bid as Allergan drops pursuit
April-19-2018 - reuters.com
NEW YORK/LONDON (Reuters) - Rare disease drug maker Shire Plc said on Thursday it had rejected a $63 billion cash-and-stock acquisition offer by Japan's Takeda Pharmaceutical Co Ltd , while Allergan Plc reversed course on pursuing a rival bid.
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Trump launches effort to boost U.S. weapons sales abroad
April-19-2018 - reuters.com
WASHINGTON (Reuters) - The Trump administration rolled out a long-awaited overhaul of U.S. arms export policy on Thursday aimed at expanding sales to allies, saying it will bolster the American defense industry and create jobs at home.
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HR Is Getting Intimate With Employees
April-19-2018 - workforce.com
Human resources is going back to the roots of an employee-centric workplace culture and its about time. According to Tom Haaks HR Trend Institute, one of the major HR trends for 2018 is a switch from please the boss to employee intimacy. This trend is arguably the most important one HR has made since switching from personnel administration to... The post HR Is Getting Intimate With Employees appeared first on Workforce Magazine .
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North Dakota Contractor Cited for Safety Hazards, Fined Nearly $455K
April-19-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited North Dakota excavation contractor Kamphuis Pipeline Company for exposing employees to trench cave-ins and other serious hazards while installing water metering pits and lines. The company, which
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Dean & Draper Acquires Houstons Texas Printers Insurance
April-19-2018 - insurancejournal.com
Dean Draper Insurance Agency LP has acquired Houston-based Texas Printers Insurance Agency (TPIA). TPIA specializes in risk management and property/casualty insurance. The agency also offers employee benefits for members of the printing industries of the Gulf Coast Association, as
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Illinois Senate Again Passes Workers Comp Reform Measure
April-19-2018 - insurancejournal.com
The Illinois Senate has approved restrictions on insurance companies writing workers compensation policies. The plan that passed 34-21 on April 17 is identical to one Gov. Bruce Rauner vetoed last year. The Republican has complained for years that workers compensation
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How to buy the right bike insurance
April-19-2018 - dailymail.co.uk
Last year there were 93,571 bike thefts and 257,000 in total in the UK have been reported stolen since 2015.
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Sending All Employees to Racial Bias Training Unlikely to Solve Starbucks Problem
April-19-2018 - workforce.com
Once again, someone in an organization made a poor behavior choice whose harmful consequences were recorded and made public. This time it was coffee giant Starbucks, and once again, people are freaking out. Starbucks is freaking out so much, the company is investing millions of dollars to close 8,000 stores and send 175,000 employees to racial bias training the afternoon... The post Sending All Employees to Racial Bias Training Unlikely to Solve Starbucks Problem appeared first on Workforce Magazine .
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House of Fraser store closures and job losses could be on the cards
April-19-2018 - dailymail.co.uk
After suffering sluggish sales over Christmas, one of the options KPMG will be mulling over is the possibility of the retailer entering into a Company Voluntary Arrangement.
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Mothercare´s share price down 5% as chairman steps down
April-19-2018 - dailymail.co.uk
After six years in the job, Alan Parker is being replaced by Clive Whiley, who will act as interim executive chairman, the group revealed in a stock market statement.
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House of Fraser calls in KPMG to draw up turnaround plan
April-19-2018 - bbc.com
The department store chain has asked KPMG to look at options which may involve store closures and job losses.
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The office where the average age of employees is just 25
April-19-2018 - bbc.com
Staff say they focus on a "life-life" balance, not a work-life balance.
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Baby Boomers fall short on emergency savings, put retirement at risk
April-19-2018 - usatoday.com
You need money in the bank for a rainy day. Unfortunately, most older workers are sorely lacking in this regard.
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Its time to quit procrastinating with your finances
April-19-2018 - usatoday.com
When it comes to your financial future, procrastinating can make things much harder down the line. Heres how to get confident about your money.
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L.A. Fitness says employees accused of harassing two black men are no longer with company
April-19-2018 - usatoday.com
Three LA Fitness employees are no longer with the company after an African American member he was harassed
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Jimcor Agency Announces Two Additions to Western Pennsylvania Team
April-19-2018 - insurancejournal.com
Jimcor Agency Inc., an independent managing general agent and insurance wholesaler, has hired Sarah Warner as a property and casualty underwriter for the Western Pennsylvania office located in Pittsburgh, Penn, and Stefan Santacroce as a brokerage specialist working out of
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Hiring practices are changing. Heres how to write a résumé that HR robots will read
April-19-2018 - usatoday.com
Many companies have turned to application tracking systems to help ease the hiring process. Why should you care? Conventional advice on résumé writing doesnt tend to take this into account.
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AssuredPartners Promotes Larsen to Western Regions President
April-19-2018 - insurancejournal.com
Randy Larsen has been promoted to president of Western Regions for AssuredPartners Inc. He is based in Kansas City, Missouri. Larsen started his career in 1986 in the banking industry at American National Bank in Scottsdale, Arizona. In 1998, after
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Job losses possible as BT merges wholesale and public sector
April-18-2018 - dailymail.co.uk
The newly merged group will provide products and services to organisations in the small-to-medium sized business, corporate and public sectors.
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Powell: How to embrace risk and make better money decisions
April-18-2018 - usatoday.com
Once you learn a bit about risk and probability, your bank account should benefit.
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T-Mobile launches wireless plan for military: $100 for four lines
April-18-2018 - usatoday.com
All four U.S. providers are trying to recruit military members and veterans. T-Mobile is trying to do so with its most aggressive pricing plan ever.
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Teslas Elon Musk vows 24/7 Model 3 production, lots of new jobs
April-18-2018 - usatoday.com
Musk said the automaker is going to hit production of 6,000 cars a weekl in June, triple its output this month
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U.S. economic growth on track despite tariff concerns: Fed report
April-18-2018 - reuters.com
WASHINGTON (Reuters) - "Robust" business borrowing, rising consumer spending, and tight labor markets indicate the U.S. economy remains on track for continued growth, the Federal Reserve reported on Wednesday, with the risks of a global trade war the one big outlier.
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Qualcomm begins layoffs as part of cost cuts: Bloomberg
April-18-2018 - reuters.com
(Reuters) - Chipmaker Qualcomm Inc has begun cutting jobs as part of its promise to investors to cut costs by $1 billion, Bloomberg reported on Wednesday, citing people familiar with the matter.
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Starbucks to Implement Unconscious Bias Training
April-18-2018 - workforce.com
Starbucks Coffee Co. announced it will close more than 8,000 stores the afternoon of May 29 for unconscious bias training. Starbucks stores will close for an afternoon for unconscious bias training. Photo by Michael Thomas for Starbucks Coffee Co. The announcement comes in the wake of protests following an incident at a Philadelphia Starbucks store where two black men were arrested for... The post Starbucks to Implement Unconscious Bias Training appeared first on Workforce Magazine .
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Home-buying tips: How to land the right house in a tough market for buyers
April-18-2018 - usatoday.com
Would-be homeowners face rising mortgage rates, higher home prices and a shortage of available houses in many markets. Plus, recent changes to the tax law do them no favors. So what can a potential homebuyer do?
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Consent under GDPR Call to Action
April-18-2018 - onrec.com
Vincent Rejany, principal product manager at SAS Posted in News archive on 18 Apr 2018 Company Profile SAS View profile » How many of us have already failed to unsubscribe to newsletters or other email solicitations? For sure the link is there at the bottom of these emails, but who knows what happens when asking for unsubscribing. Consent has been for years limited to one Do not call/contact flag at the customer profile level. In the best cases, you could have this information at the channel level, but still with neither notion of validity or object, nor official proof of the consent. Moreover, the consolidation of consent information acquired through X number of channels, web, call centres, face to face interactions, direct request is still a challenge for any organisation. The new European General Data Protection Regulation (GDPR), which will be enforced in May 2018, does no longer leave any room for interpretation. Have a look to chapter 1 article 4(11), consent is defined as any freely given, specific, informed and unambiguous indication of the data subjects wishes by which he or she, by a statement or by a clear affirmative action, signifies agreement to the processing of personal data relating to him or her. GDPR is now calling for better consent data governance, and each company will have to set proper consent master data management process, to know which customer can be contacted through which consented channel about which consented topic and until when. Managing withdraw consent process is also mandatory as it should be instantly considered and propagated across the organisation. Here are some key questions to be asked: Have you identified data processing activities which relies on consent? Is consent specific, freely given, informed and unambiguous? How do you collect customer consent, and do you have proofs of customer consent? (Written authorisation, email confirmation) Where and how do you store consent data? Do you inform your customers of their right to withdraw consent at any time before consent is given? What is your process in case of a customer withdrawing his consent? Do you need to collect children consent for activities? I see a huge opportunity for companies switching from a blast communication approach, one message to all with unknown results, to a sharper approach: targeted messages to each customer with one expected result. As customers, we are definitely asking for more intuit personae communication, and yes, we dont read mass emails. According to Average Email Campaign Stats of MailChimp Customers last report, email-marketing open rate is less than 22% with an average click-through rate of 2.8% across industries. Difficult to understand why so many marketing departments in the modern customer digital age are still running such strategy and most of the time in an uncompliant way. Transparency, accountability and lawfulness must be demonstrated when processing personal data and more especially when the legal basis is consent. The supervisory authorities are considering that consent should be exclusive and the last legal basis to be selected. Mind that violation of the GDPR rules around consent will generally subject organisations to the higher level of fines, 20,000,000 EUR or 4% of global turnover, so it is time for action!
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Pay growth quickens as employers compete for staff REC
April-18-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS), based on data from December 2017 February 2018, show that the inactivity rate is the lowest on record, and the unemployment rate is the lowest since 1975. After being negative for a year, real pay growth (excluding bonuses) has rebounded to 0.2 per cent. Posted in Opinion on 18 Apr 2018 Company Profile REC View profile » Recruitment Employment Confederation (REC) director of policy Tom Hadley comments: After a year-long wait, its a relief to see pay growth at its highest since summer 2015 and inflation coming down. Our data shows employers have been increasing starting salaries to compete for talent for years but it hasnt been translating into pay rises for the wider workforce. Todays data is a sign that employers are beginning to think seriously about how to keep existing staff, who could otherwise be lured away by companies with better pay offers. Businesses are still worried about filling vacancies. The low inactivity and unemployment rates mean employers have to attract candidates away from competitors. We already know employers are working hard to reach out to underrepresented groups and to make hiring practices as inclusive as possible, but they still cant find enough candidates. Thats why its essential the government allows businesses to continue to recruit EU workers post-Brexit, without extra cost, time and bureaucracy. We simply dont have the number of people in this country to fill vacancies, and if the government doesnt recognise this it will hinder further growth of our economy. About REC Jobs transform lives, which is why we are building the best recruitment industry in the world. As the professional body for recruitment, the Recruitment & Employment Confederation (REC) is determined to make businesses more successful by helping them secure the people they need.
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What company directors need to know about flexible working hours
April-18-2018 - onrec.com
Posted in News archive Flexible working can improve job satisfaction for employees, and on a practical level allows people to meet their family commitments and other responsibilities without having to change jobs. on 18 Apr 2018 The majority of staff who have worked for a company for 26 weeks or more, either on a full-time or part-time basis, may apply to change their working hours, although an employer can allow all staff to do this if they wish. Members of staff cannot make further requests for flexible working within 12 months, however. So what do company directors need to know when it comes to flexible working hours, and how can they deal with the inevitable changes in their business? What types of flexible working hours are there? In addition to part-time hours and flexitime, which are relatively common these days, other working hour schedules requested could include: Compressed hours In this case an employee works the standard number of hours, but over a shorter period of time than usual working longer days for three or four days a week, for example. Annualised hours Annualised hours contracts allow employees to work a set number of hours during the year, but the pattern of working can change regularly. This type of contract is often useful for shift workers, or those whose employer requires staff cover 24/7 for the entire year. Staggered hours A staggered hours contract allows an employee to start and finish their working day at different times. How to deal with a request for flexible working hours Theres a time limit of three months for employers to deal with requests for flexible working. This includes time for an appeal, although the overall timescale can be extended if the employee agrees. Although not obligatory, its good practice for employers to meet with their employee to discuss the request for flexible hours, and to find out more about their reasons for doing so. Its also a good idea to allow a work colleague of the employee, or other representative, to attend the meeting. If the request cannot be met, there may be room for compromise perhaps flexible hours could be granted on a temporary basis, for example, or with the proviso that the arrangement will be reviewed after a certain time. Granting an application for flexible working If flexible working hours are sanctioned, this change becomes permanent and the new terms need to be included in the staff members employment contract. Other members of staff will also need to be informed of the new arrangements. So what other considerations could there be for company directors under these circumstances? Whether the arrangement should be made on a trial basis There may be a need to amend the employees holiday entitlement and rate of pay A fair reallocation of work among other employees may be required Additional cover for the hours previously worked by the employee will be needed Employees working flexibly must be treated in the same way as full time workers The Working Time Regulations apply to those working flexibly as well as to full time employees Refusing a request for flexible working hours All requests must be appraised in a reasonable manner and although employers arent obliged to sanction flexible working hours, by law they must have a clear business reason for refusing. This should be one or more of the following reasons as set out by the Advisory, Conciliation and Arbitration Service (ACAS): The burden of additional costs An inability to reorganise work amongst existing staff An inability to recruit additional staff A detrimental impact on quality A detrimental impact on performance Detrimental effect on the ability to meet customer demand Insufficient work for the periods the employee proposes to work Planned structural changes to the business Is there an appeal process for employees? Employees can follow the companys internal appeals procedures if they want to challenge a refusal to their application. They may also have reason to make a formal complaint to an employment tribunal if theyve been treated badly by the employer, for example but they cannot do this simply because the application has been refused. In some cases, an informal chat with the employee can resolve matters. The member of staff may also wish to approach their trade union representative for advice on how to proceed. Record-keeping and other considerations Records should be kept on who has applied for flexible working, and the companys response. Any new arrangements will need to be monitored to ensure theyre working well for both employee and the company. Generally speaking, offering flexible working hours can encourage staff retention, and attract talented individuals into the business. It promotes job satisfaction and can also benefit the business by reducing the costs of absenteeism and recruitment. Written by Keith Tully, partner at Real Business Rescue ; Keith has more than 25 years experience advising UK business owners on a range of financial issues including insolvency, tax and raising finance.
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Cherwell Announces Project and Portfolio Management Solution
April-18-2018 - onrec.com
New Solution Expands Offerings in Service Management Across the Enterprise Posted in Launch on 18 Apr 2018 Cherwell Software , LLC, (Cherwell) a global leader in enterprise service management, announced a way for businesses to improve cross-project visibility enabling organisations to easily prioritise projects and improve project outcomes. The new Cherwell Project and Portfolio Management product is available today as part of its expansion into the broader service management market at large. Cherwell Project and Portfolio Management, which can be deployed stand-alone or as an add-on for existing Cherwell® Service Management (CSM) customers, gives teams real-time views into project status and resource utilisation, improving productivity and reducing the total cost of ownership. The solution was demoed today at the 2018 Cherwell EMEA Conference (#CherwellConference). Many organisations have ad hoc project management practices and tools and want to improve maturity, while others have expensive legacy PPM solutions that offer complex features they are paying for, but cant take advantage of, said Scott Gainey, Chief Marketing Officer, Cherwell Software. With Cherwell Project and Portfolio Management, were trying to meet our customers where they are, with a solution that centralises demand management into a single system, enabling prioritisation of projects and requests while also improving resource utilisation. Cherwell Service Management provides a flexible solution that can offer reduced cost and complexity over legacy systems. With Cherwell Portfolio and Project Management, organizations at any point on the organisational maturity scale can more effectively gain: Strategic alignment Demand management Resource optimisation Insights and reporting Cherwell Project and Portfolio Management builds on ITIL® service portfolio management by evaluating service and associated IT project requests against the organisations strategic objectives, projected business value, costs, and required resources. Project managers are able to reduce time and effort spent collecting and rationalising data by consolidating project tracking and reporting onto a single system. For more information about Cherwell Project and Portfolio Management, please visit www.cherwell.com/products/project-portfolio-management . About Cherwell Software Cherwell (@ Cherwell ) empowers organisations to transform their business through the rapid adoption and easy management of digital services. Cherwells adaptable platform has enabled thousands of organisations to modernise their business operations with customizable service management, automation, and reporting across the enterprise. For more information, visit: www.cherwell.com .
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Arthur J. Gallagher Adds Four to Its Construction Practice Group for Long Island
April-18-2018 - insurancejournal.com
Arthur J. Gallagher in Jericho, N.Y., (AJG) has added four professionals from SterlingRisk in Woodbury, N.Y., to its Construction Practice Group for Long Island. Joseph A Santospirito Jr. has been named area senior vice president within AJGs Construction Practice Group.
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Integra People introduce in-house training for expanding healthcare division
April-18-2018 - onrec.com
Posted in News archive Following the introduction of a healthcare division in November 2016, National recruitment company Integra People have witnessed impressive sector growth, and are pleased to appoint Lucy Faulkner as Clinical Training & Assessment Manager, and Jeannie Edwards as Registered Nurse. on 18 Apr 2018 Company Profile Integra People View profile » Joining the existing healthcare department within the Warrington and Bangor offices, the two new roles have been developed to complement each other, and help Integra Peoples healthcare sector become not just a recruitment service but also a specialist training hub. Ms Edwards is based in Integra Peoples Bangor office, and has joined the company to lead nurse recruitment, ensuring appropriate placement and bespoke, appropriate matching of candidates and clients. As the companys Registered Nurse, I am passionate about continued professional development and ensuring agency nurses have access to relevant and beneficial training, helping to make them feel valued. Integra People recognise and value my high standards and passion for investing into nurses and recognising their value, not just financially, Ms Edwards said. Ms Faulkner is based in Integra Peoples Warrington head office after her long term role as a Clinical Lead, and is an expert at educating large groups of healthcare assistants and nurses, meeting the standards set by the National Institute for Health and Care Excellence (NICE). Integra People Healthcare will now offer in-house mandatory training and inductions, as well as specialist courses in areas such as tracheostomy and traumatic brain injuries, with the addition of a hoist and bed for a real life moving and handling and life support training experience. We are thrilled to be able to ensure Integra are supplying healthcare assistants and nurses who far exceeded benchmark standards, which will create confidence in our brand, and the promise of excellent, dedicated staff, Ms Faulkner said. About Integra Established in October 2008, Integra has steadily grown into a strong and well-established company. Integra People has consistently had over 400 people working each week, equivalent to 770,000 man hours each year. Integra People provide temporary, contract, and permanent resourcing solutions to clients from our wide network of UK offices in construction, engineering, IT and telecoms, manufacturing and industrial, commercial and business support, education, and healthcare sectors.
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New York Workers Comp Board Proposes Improvements in Care for Injured Workers
April-18-2018 - insurancejournal.com
The New York State Workers Compensation Board (the Board) has proposed improvements in medical care for injured workers. Its proposal includes an increase in medical reimbursement to providers who treat workers compensation claimants and the adoption of a universal claim
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REC and DWP continue partnership to 2025 with focus on future of jobs
April-18-2018 - onrec.com
Posted in Partnerships The Recruitment & Employment Confederation (REC) welcomes Secretary of State for Work and Pensions, Rt Hon Esther McVey MP today (Wednesday 18 April) to meet recruitment industry leaders and to re-sign the partnership agreement between the REC and the Department for Work and Pensions (DWP). on 18 Apr 2018 Company Profile REC View profile » Originally established in 2012, the agreement sets out practical ways to share knowledge between the public and private sectors, to benefit employers and jobseekers throughout the UK, to stamp out discrimination, help people to access and progress in work, and to lead the debate on the future of jobs and good work. The partnership has already enabled recruitment agencies and Jobcentre Plus (JCP) to work together to find solutions to various obstacles that prevent access to work. For example, by collaborating with the JCP, members were able to offer support to jobseekers who found it difficult to get to an interview or workplace because of the lack of affordable and reliable public transport links, and therefore would otherwise turn down the offer of work. Tom Hadley, director of policy, REC said: The world of work is rapidly changing, and many of the jobs being undertaken today will simply not exist in seven years. At the same time new jobs are emerging, driven by new technologies such as AI, and the rise of a gig-economy. There has never been a more important time for public and private sector employment experts to come together in pre-empting how the new world of work will impact on businesses and individuals. We know that jobs transform lives, and our underlying aim is to establish new building blocks to build the bridge to a future UK jobs market that works. Esther McVey MP, Secretary of State for Work and Pensions said: Im delighted to renew this partnership with the REC. As the chair of the RECs Future of jobs commission last year its vital that we continue to work together to reach our aspirational vision of how we want to shape the jobs market to 2025. I want to ensure that the labour market remains the envy of the world, not just by understanding the future of jobs, but creating real results for individuals who want to develop their skills to capitalise on opportunities.
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New Managing Director Signals Exciting New Chapter for LogicMelon
April-18-2018 - onrec.com
Recruitment technology company, LogicMelon, has appointed a new Group Managing Director. Mark Bevans, entrepreneur and recruitment industry expert, plans to take the business in a new direction, pushing the boundaries of applicant tracking software and talent acquisition Posted in Appointments on 18 Apr 2018 Company Profile LogicMelon View profile » Mark is the founder of an employer branding and candidate attraction agency which partners with LogicMelon, creating some of the strongest employer brands in the UK today. He has 30 years experience building recruitment businesses in both the SME and PLC sectors. With his industry knowledge and understanding of the employer branding market, he plans to take LogicMelon in a new direction as it continues to develop. This transition sees three core businesses Recruitment Software, Media Buying and Employer Branding all come together to offer one of the most powerful recruitment solutions in the market today. The ongoing successful partnership between LogicMelon and Marks company made him the obvious choice for the position of Managing Director. In addition to this, both businesses have a strong alignment of ambitions for the future, so it made sense to have greater cohesion across both businesses. LogicMelons CEO, Darren Brown, said this puts us in an even stronger position within the recruitment sector, and with Marks leadership and experience I know well be headed in the right direction for the future. To find out more about LogicMelons software and candidate attraction services, visit logicmelon.com .
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Downfall Eases, Improving Rescue Efforts After Massive Hawaii Storm
April-18-2018 - insurancejournal.com
Heavy rains on Kauai let up this week, which helped emergency workers better rescue people stranded by flooding on the Hawaiian island. By Monday afternoon, emergency crews evacuated 152 people by helicopter, 121 people by bus and others by water,
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Brain behind M&S Christmas adverts is latest to get boot
April-18-2018 - dailymail.co.uk
Marketing chief Patrick Bosquet-Chavanne is quitting after six years on the board. His job will be axed as a part of a shake-up to give more power to the bosses of Food and Clothing & Home.
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Feds Say New Orleans Towing Firm Breached Discrimination Settlement Agreement
April-18-2018 - insurancejournal.com
Federal officials say TRU Towing Auto, a New Orleans-based towing business, has breached a settlement it agreed to after being charged with workplace pregnancy discrimination. The U.S. Equal Employment Opportunity Commission (EEOC) has filed suit against the company alleging TRU
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ISV Launch Personality Questionnaire
April-18-2018 - onrec.com
Posted in Launch Candidate testing specialists, ISV Software, have added more content to their assessment library to help recruiters better assess an individuals fit within a job role. on 18 Apr 2018 Company Profile ISV Online View profile » ISV are pleased to announce the launch of their new Personality Questionnaire. They are already market leaders of supplying skills testing to the recruitment and HR market, the addition of this adds a new tool for ISVs clients to make use of. Developed by experienced occupational psychometricians, the ISV Personality Questionnaire looks at 10 key personality areas. These include trust, goal focus, emotional expression, complex thinking, connecting with people and leading. There is significant scientific research which shows these areas of personality can be good predictors of a range of important workplace outcomes. As with any psychometric or personality profiling tool they should be used to inform recruitment decisions rather than making definitive choices. Results should be shared with candidates or individuals taking the Personality Questionnaire for further discussion. Individuals taking the test are presented with a series of statements and asked how strongly they agree or disagree with them on a 5-point scale. Its a reflective self-assessment tool of how the individual perceives their own behaviour. The results presented will report whether the person is below, about or above average compared to a norm group of their peers. The ISV Personality Questionnaire is immediately available for all ISV Online customers. For more information contact the ISV team today. About ISV Software ISV Software is the UKs leading provider of pre-recruitment skills testing, e-learning and training solutions. The company has a portfolio of over 200 published materials dedicated to finding the right candidates, for the right roles then developing their skills. The companys skills assessments are the preferred choice for the UK Recruitment Agency Market with 9 of the top 10 UK Recruiters using ISV in all or part of their business. ISV are owned by Dillistone Group Plc a leader in the supply and support of recruitment software. Dillistone was admitted to AIM, a market operated by the London Stock Exchange plc, in June 2006.
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ONS: ´The UK is in a war for talent´, Robert Half
April-18-2018 - onrec.com
Matt Weston, UK Managing Director at Robert Half Posted in Opinion on 18 Apr 2018 Company Profile Robert Half View profile » The UK is in a war for talent. Businesses need to consider how they can attract, retain and develop the talent they need for their future success. Yet, just one third (36%) of businesses are offering regular salary reviews.? ? Pay can undermine a firms ability to recruit and retain staff in a highly competitive market, however, it isnt the only deciding factor. Opportunities to learn, feel valued, and gain additional responsibilities are all important considerations for employees when deciding their next career move. As a result, business leaders must ensure that employees are offered these opportunities, or they will look for pastures new.? ? With as many as 4.5 million workers moving jobs this year, its more important than ever that businesses look after their most important assets, in a way that not only improves staff retention but ultimately, boosts workplace happiness. About Robert Half Founded in 1948, Robert Half, a pioneer of specialized recruitment temporary - permanent - interim management, is the world leader in this sector for all trades. www.roberthalf.com
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Why Are Brands For Women Paying Them Less?
April-18-2018 - onrec.com
Recent analysis by Adzuna has found huge gender pay gaps in companies who sell products primarily aimed at women. Posted in Statistics and trends on 18 Apr 2018 Company Profile Adzuna View profile » Conducted in April 2018, the research analysed recent figures released by the UK governments gender pay gap service from businesses with at least 250 employees or more. The results showed that top fashion, lingerie and jewellery brands had tremendous differences in the amount that they paid men and women on average, despite having women as their target audience. After excluding football clubs - who are already well known for their wage imbalances - lingerie brand Boux Avenue topped the list for the worst gender salary gap amongst the data we analysed. Men in the company earn a staggering 75.4% more than women per hour on average, despite the fact that males only make up 9% of the company's workforce. Jewellery retailer Pandora and womens fashion house Coast followed suit, with 72% and 71% gaps respectively. Interestingly, these retailers also had very few male employees with men only making up 10% of each pay quartile in Pandora and only 5% of the entire workforce at Coast. Male CEOs Are Cashing In One explanation for the odd trend is that in each of these cases, men feature solely in the top pay quartile and C-Level executive positions. The huge pay packets at these senior levels mean that averages can shoot right up, even when a vast majority of the workforce is female. Previous research by Adzuna has highlighted that British men are significantly more confident than women in furthering their career and this could play a key factor as to why men dominate the top spots. The study discovered that C Suite men are almost six times more likely to apply for a job that furthers their career than women and this will of course, directly affect pay gaps. In fact, the data showed that on average, men with 10+ years experience achieve £19,000 (25%) more in salary than their female contemporaries. Womens Brands with the Biggest Gender Pay Gaps Brand Name Difference in Average Hourly Rate (%) UK Ranking* (#) Boux Avenue 75.4 2 Pandora Jewellery 71.9 4 Coast Fashions 71 5 Phase Eight Fashion 64.8 10 Sweaty Betty 62.4 12 Sabre Retail 59.7 20 East Lifestyle 58.5 29 Yours Clothing 56 44 *Out of a total 10,233 companies analysed. Excludes football clubs. Female Executives CAN Make a Difference However, for women trying to climb the career ladder, the analysis was not all doom and gloom. Care and education industries topped the tables when it came to employing women in the highest pay quartile and the percentage of women in senior positions made a clear difference to the wage imbalance figures. 15 companies had its top pay roster exclusively made up of females and saw them earning up to 51% more than men. Better yet, companies with females in C-Level executive roles often see significantly lower pay gaps. Whitbread (owner of Costa), Kingfisher (owner of B&Q) and Severn Trent Water all boast female CEOs and pay gaps under 18%. Changing Attitudes Is a Must If brands value their reputation - particularly major brands focused on an all-female clientele - they will put in the work to ensure women are better represented at the top level. Once negative attitudes towards female roles in the workplace change, more women will be encouraged to apply for executive and director positions. Andrew Hunter, co-founder of Adzuna, commented: Despite many British business making proactive steps to narrow the gender pay gap, its disappointing to see such huge levels of inequality in so many industries fundamental to the success of the U.K economy. Recent statistics from the TUC show that women on average work 67 days a year for free because of the current pay gap - this must be addressed.
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Major RBS closures uncovered as Lloyds also shuts 49 outposts
April-17-2018 - dailymail.co.uk
Lloyds has laid bare plans to scrap 1,230 jobs and shut 49 more branches in its latest cost cuts. RBS is also expected to soon announce it will close up to 300 outlets.
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Starbucks to shut over 8,000 US cafes for race training
April-17-2018 - bbc.com
The coffee store chain will close all its branches in the US for "racial bias" education.
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Establishing a brand: Woman explains why she got plastic surgery to get ahead in her career
April-17-2018 - usatoday.com
57% of people get plastic surgery to stay competitive at work. Raleigh Seldon, a 26-year-old marketing coordinator in L.A., explains in her own words, how rhinoplasty boosted her self confidence and her career.
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Starbucks to close 8,000 U.S. stores for one afternoon for racial-bias training
April-17-2018 - reuters.com
(Reuters) - Starbucks Corp will close 8,000 company-owned U.S. cafes for the afternoon on May 29 so 175,000 employees can undergo racial tolerance training in response to protests and calls for boycotts after the arrest of two black men waiting in a Philadelphia store.
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Art Therapy and Employee Stress
April-17-2018 - workforce.com
Stress relief can be facilitated through a number of channels, and participating in a creative activity is one of those ways. The post Art Therapy and Employee Stress appeared first on Workforce Magazine .
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Lloyds Banking Group to close 49 branches
April-17-2018 - bbc.com
About 1,200 jobs are affected by the closures, but the bank says staff will be redeployed where possible.
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How to cut hundreds off your car and home insurance bills
April-17-2018 - dailymail.co.uk
The cheapest deals are reserved for new customers and therefore by switching at the end of your contract theres a good chance youll be offered a cheaper price for a new policy.
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Low paid workers denied £720 a year of free Government pension cash
April-17-2018 - dailymail.co.uk
Workers auto-enrolled into pensions are told money they pay into retirement pots will be topped up with employer and Government cash. But many on the lowest pay-rung never get the tax relief.
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Starbucks closing U.S. stores on May 29 for racial-bias training
April-17-2018 - usatoday.com
The coffee chain is shutting shops during the afternoon to conduct racial-bias training for employees.
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Lloyds Bank axes 49 branches and 305 staff
April-17-2018 - dailymail.co.uk
Lloyds Banking Group is cutting a further 305 jobs and axing 49 branches across the UK just weeks after it recorded profits of over £5 billion.
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Vauxhall set to cancel contracts with all 326 dealers in the UK
April-17-2018 - dailymail.co.uk
The firm, which is owned by French giant PSA, will cancel contracts with all of its 326 dealers in the UK before striking new deals with only better performing branches.
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Information overload hitting employee productivity, research reveals
April-17-2018 - onrec.com
Posted in News archive New research by TeleWare, has uncovered challenges experienced by employees with regards to information overload. With businesses of all shapes and sizes facing productivity issues as a result. on 17 Apr 2018 Over a third of employees have wasted significant chunks the working day because of difficulties retrieving valuable information Businesses are not easing information overload, with just two-fifths having a process in place to capture, record and retrieve business communications New research by TeleWare , a leading communication technology business, has uncovered challenges experienced by employees with regards to information overload. With businesses of all shapes and sizes facing productivity issues as a result. A survey of 2,000 UK employees, conducted by 3Gem on behalf of TeleWare, revealed that significant employee frustrations stem from misplacing information in the workplace. Over a third (36%) of employees admitted they have wasted a lot of the working day attempting to resolve an issue when they have forgotten valuable information. A similar number (34%) explained that forgetting information has led them to deal ineffectively with customers, suppliers or clients. Whilst around a quarter have missed important deadlines (26%) or let their colleagues down (25%) due to not having the necessary information front of mind. Britain is not looked upon highly when it comes to workplace productivity. According to the latest G7 productivity analysis from ONS, in terms of output per hour worked, the UK scored 15.1% below the average for the rest of the G7 advanced economies. Technology has significantly contributed to the explosion of information at our fingertips. With employees clearly struggling to manage this, and workplace productivity dipping as a result, its vital that businesses equip their employees with tools to help them be most effective at work. Those that dont not only risk reduced productivity, but may also be missing out on significant benefits. Employees are aware of where they are lacking and agreed that there are significant business benefits to be had if they could record and recall information more effectively. These include: Better customer service (52%) Improved employee productivity (48%) Increased quality of work (42%) Professor Martin Conway, a psychologist and expert on memory at City University London, comments on the issue: One of the major problems with current data storage, particularly big data, is the incompatibility of these systems with human memory and human cognition more generally. Until the interface of these systems can be made more compatible with how the human mind works, the situation will continue as it is with all its shortcomings. And may even worsen as data storage increases. Steve Haworth, CEO of TeleWare, comments: Whilst a lot of the elements highlighted in the research may seem like minor annoyances forgetting information, missing deadlines, letting people down the knock-on impact on productivity can be substantial. Employees are clearly aware of this, as most evident from the research was an overarching agreement that an ability to record and recall information quicker and easier would help employees performance at work. However, just two in five (40%) employees have a process in place to capture, record and consequently retrieve business communications. Highlighting a huge potential productivity pitfall.
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AssuredPartners Names Kammerer Western Region CFO
April-17-2018 - insurancejournal.com
AssuredPartners Inc. has named Lisa Kammerer chief financial officer over its Western region. Kammerer will report to Randy Larsen, the newly appointed Western region president. Kammerer was originally hired as an accounting manager with Lockton, and received several promotions during
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How Agencies Grow Today: Channel Harvest Survey
April-17-2018 - insurancejournal.com
When it comes to business growth, agents have their eyes on the same prize but different ideas about how to secure it. Thats one of the key findings of Agent Voices 2018, a soon-to-be-released report based on a survey of
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U.K. Insurance Exec Denies Misuse of His Firms Data to Influence Brexit Vote
April-17-2018 - insurancejournal.com
A prominent campaigner to leave the European Union, Arron Banks, denied allegations on Tuesday by a former employee of political consultancy Cambridge Analytica that he had misused personal data for political purposes. Brittany Kaiser testified to a committee of British
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Knowledge, not Skills: The Failings of Education for Recruiters
April-17-2018 - onrec.com
When it comes to the workforce, huge changes are looming over the horizon, as we see technology alter the job market in a way we potentially havent seen since assembly lines in factories became automated and we started to see the need for far fewer low-skilled workers but more high-skilled individuals to oversee the implementation of this technology Posted in News archive on 17 Apr 2018 With all of this rapid change, though, it would seem that one factor which continues to fail employers in a big way is the education of our children. Our recent article noted that the UK is failing to get its workforce ready for the changes that automation and AI will bring. What this suggests is that those individuals who are in jobs that could be affected need to be given the chance to adapt and find themselves equipped with more diverse skillsets that allow them not just to work in their current roles. This also applies to those entering the job market post-education. Perhaps it is even possible that these skills will need to be so adaptable that they ignore the jobs of today and will instead be intended to try and future-proof people's careers by creating graduates and school leavers who have a broad range of skills that can be as transferable as possible in the world of work, something that all recruiters would be pleased to see. Casinos: A lesson on moving with the times Should you want to look at an industry where changes in technology are creating huge change and rendering knowledge less important but skills vital, then take a look at the casino industry. In the past, the biggest and most esteemed casino locations were the likes of Las Vegas, Monte Carlo, and even Macau, yet as we head towards the 2020s, we see more and more people gambling and 'visiting' casinos online, with thousands of casino sites available online in Canada alone. This means that those who had the knowledge of, for instance, how to run a roulette table might now be out of a job. However, those who had been taught the skills that sit behind making any gambling experience a rich one for consumers will be at an advantage, possibly in an updated role in an online casino. "Online-Pokern" by Marco Verch ( CC BY 2.0 ) The misconception of automation and AI is that it is purely a job destroyer. This myth has been exposed by the creation of new jobs associated with digital casinos, like PayPal casinos , as well as by software companies like NetEnt, and of course the casino websites themselves, all of which have created a new and different range of opportunities for those with transferable skill sets. A failure to adapt This example shows that there is clearly a changing market with a need for changeable skillsets rather than the simple ability to absorb a narrow set of knowledge, the likes of which we get so often at schools. For instance, knowing that Abraham Lincoln was the 16th president of the USA and that 8 multiplied by 8 is 64 seems out of date compared to the diverse needs of the current employment landscape. Indeed, if we look back to our UK example, the government still seems intent on ignoring the need for skills over knowledge compared to other countries like Finland, which are moving towards a far more skills-based approach. Today we celebrate equality in Finland. Also, offering the equal & free learning possibilities for all the children is one of the key cornerstones of Finnish education system. We invite you to learn more: https://t.co/bF52tLYyv6 #eduparkfi #Finnisheducation #equality pic.twitter.com/3eIH3CbD3H Eduparkfinland (@eduparkfi) March 19, 2018 It is indeed this acknowledgement of the importance of the overall growth of a person who can be resilient and boast transferable skills that has seen the dramatic shifts in Finnish education that have seen the possibility of lessons not being taught by subjects but by skills. This shift could help the jobs market elsewhere in the world, with recruiters able to hire new staff with transferable skills rather than those who can name isolated facts without being able to actually analyze them.
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Only 2 in 10 UK Students Consider a Career in Sales
April-17-2018 - onrec.com
Sales brings up images of a loud, chaotic office row after row of suited youngsters behind busy desks, calling up elderly citizens and convincing them to purchase insurance they dont need. Posted in Statistics and trends on 17 Apr 2018 Company Profile Inspiring Interns View profile » Of course, this is not the reality of sales. Sales differs depending on industry and what is being sold; one sales job might be very different from another. However, research demonstrates that many UK graduates are hesitant about taking a job in sales, despite the fact that on average 20% of live roles on graduate jobs boards are related to sales. Graduate recruitment firm, Inspiring Interns conducted a survey on 250 university students on their perceptions of sales jobs. They found: Only 2 in 10 would consider sales as a careers option. Common reasons for not considering sales as a career include not wanting to pester people (34%), finding it boring (28%), lack of creativity (17%), high pressure (13%) and competition at work (8%). 65% assumed that those in sales are required to make 100+ calls a day. This may well be the case for some sales roles, but the average sales person makes 60 calls a day. Students would be more likely to consider sales if they came from degrees in economics, business and marketing. Reasons given for considering a role in sales include using presentation and negotiation skills (36%), high pay (25%) its fast-paced and exciting (18%), face-to-face interaction (12%) and that its challenging (9%). The research also demonstrated that job titles are important when advertising for sales roles. Account executive and business development executive were reported as the most popular titles, at 50% and 35% respectively. Sales executive in contrast only received 10% and field sales executive a mere 5%. Why consider a role in sales? The average starting salary for graduates for a sales role is £23,000 (Total Jobs) and most sales roles have commission on top something uncommon in other industries. Sales staff are required in a variety of industries. A role in sales gives you experience in communicating, negotiating, giving presentations, being adaptable and flexible. Sam, Head of sales at Inspiring Interns comments: Sales roles are the hardest to fill. There is a perception that sales roles arent as fulfilling as other careers, but sales can be fulfilling as you are working directly with people every day. It requires being thick-skinned but also possessing and developing excellent communicative skills. Having strong passion and knowledge for the industry youre working within is imperative. James, 21 business development executive at a large marketing firm comments. I wasnt sure about going into a sales role as I had the idea it would be totally demoralising and not using the skills gained in my degree. Six months in and I love the job. Its not all cold-calling but also attending meetings with leading specialists in many fields and pitching our services. Its made me more confident and comfortable speaking to people from all walks of life. Ella Patenall | Inspiringinterns.com | ella@inspiringinterns.com
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Female Entrepreneurs: The Future of UK Business
April-17-2018 - onrec.com
Posted in News archive 2018 NatWest everywoman Awards open for entries on 17 Apr 2018 Everywoman, the leading organisation for the advancement of women in business, has launched its annual search for the UKs leading female entrepreneurs. The NatWest everywoman Awards is the most highly regarded programme celebrating the achievements of UK-based women business owners. For 16 years, the awards have recognised the success of women from a wide variety of industries, uncovering strong and authentic role models who challenge preconceptions and provide confidence and inspiration in equal measure. Judged by successful female business owners, who themselves have been on the entrepreneurial journey, the awards distinguish between the challenges of the start-up years through scale up and international expansion. The judges, including Chrissie Rucker OBE, Cath Kidston MBE, Amanda Wakeley OBE and Poonam Gupta OBE, also look at how technology, innovation, diversity and social impact have helped businesses to thrive and grow. A recent report by PriceWaterhouseCoopers looking at the UKs gender pay gap an issue that has dominated headlines since 9,000 firms were made to publish their figures on 5 April found that encouraging female entrepreneurship in the UK will play a key role in closing the earnings divide between men and women 4 . Inspiring and genuine role models are crucial in helping women to overcome confidence issues with many attracted to the flexibility, freedom and control offered by self-employment. Female entrepreneurship has increased exponentially over the lifetime of the NatWest everywoman Awards with women starting 126,000 businesses annually, representing 7.3% of economic growth 1 . Whilst a positive step forward, Britain is still missing out on an estimated 1.2 million businesses due to the untapped potential of women 2 . In the UK alone, women-owned SMEs contribute approximately £75 billion to overall economic output and increasing female participation in the sector by just 4% would take their overall economic contribution to more than £180 billion by 2025 3 . Karen Gill MBE, co-founder of everywoman, says: The impact these awards have on those who are nominated cannot be underestimated. Our winners go on to secure investment, mentors, government recognition and profile in the media as a result of the exposure and credibility these awards bring to their businesses. We have always been passionate about the importance of role models in the words of Marian Wright Edelman, you cant be what you cant see; 74% of our everywomanNetwork membership cite role models as a major source of their inspiration and this, coupled with the economic impact of more female entrepreneurs, mean that the NatWest everywoman Awards continue to be both relevant and essential. 2017 Woman of the Year Victoria Robertshaw of Keelham Farm Shop, comments: Winning the NatWest everywoman Award has been a truly uplifting experience for me and the team at Keelham Farm Shop. It is such a great platform to shout about our achievements as a business and the whole team has felt a real sense of pride. The award brought some great publicity to the brand and the programme is immeasurable in terms of its importance for women in business. Yvonne Greeves, Head of Women in Business, at NatWest, says: We are very proud to recognise these women, who are not just successful in their own businesses, but are also great role models. The importance of women in business cannot be underestimated, so we hope these role models will inspire other women to take their first steps in business. To help these entrepreneurs and would-be business owners, NatWest has a network of over 400 externally accredited Women in Business specialists who understand our customers ambitions and provide business advice, mentoring and networking opportunities. The 2018 NatWest everywoman Awards are free to enter here and the deadline for entry is 2 July 2018. The 2018 award categories are: ARTEMIS - Awarded to the most inspirational woman running a business trading for 18 months to 3 years DEMETER - Awarded to the most inspirational woman running a business trading from 3 to 5 years ATHENA Awarded to the most inspirational woman running a business trading from 6 to 9 years HERA sponsored by EDF Energy - Awarded to the most inspirational woman running a business trading for 10 years or more GAIA - Awarded to the most inspirational and successful female founder of a social enterprise who has combined strong community benefit with a sustainable business model APHRODITE sponsored by Daily Mail -Awarded to a woman who founded her business whilst raising a child/children aged 12 or under BRAND OF THE FUTURE - sponsored by The White Company - awarded to the female founder of a business that demonstrates great potential for growth This years winners will be announced at a ceremony held on 5 December 2018 at The Dorchester. 4 PwC 2017 Gender Pay Report 1 Global Entrepreneurship Monitor 2 Federation of Small Businesses 3 Deloitte
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Most jobseekers think online job applications should be more accessible and inclusive
April-17-2018 - onrec.com
Posted in News archive Nearly seven out of ten jobseekers (69%) think that employers and recruiters should make online job applications more accessible for disabled people, according to the results of a new survey by Recite Me and VERCIDA. on 17 Apr 2018 The survey of 112 jobseekers was run in collaboration between web accessibility company Recite Me and online diversity and inclusion recruitment platform VERCIDA in March 2018. The results also show that just one in three jobseekers (33%) think that employers and recruiters currently do a good job of making online job applications accessible for disabled people. These findings echo those of the 2017 RIDI candidate survey of 200 jobseekers with disabilities conducted by The Recruitment Industry Disability Initiative (RIDI) in partnership with VERCIDA. The findings from that survey include: 75% of the disabled jobseekers surveyed find their condition has an impact on their job search 54% find hurdles at multiple stages of the recruitment process 28% find online assessments challenging The disability employment gap (the difference between the employment rates of disabled and non-disabled people) is more than 30%. However, many more disabled people face barriers that stop them from entering the workplace, including inaccessible online job applications. The new survey run by Recite Me and VERCIDA also shows that only 26% of jobseekers think that employers and recruiters do a good job of making online job applications inclusive for people who don't speak English as their first language. And nearly half of jobseekers (47%) think employers and recruiters should do more to make online job applications inclusive for people who don't speak English as their first language. Employers and recruiters can learn how to make the digital and online parts of the recruitment process more accessible for disabled jobseekers thanks to a recently launched guide, produced in collaboration between Recite Me and Guidant Group. The guide to digital inclusion for recruiters is available on the Recite Me website: http://bit.ly/2BUag8h Ross Linnett, Recite Me Founder and CEO said: "Online application forms and skills assessments are now standard parts of the recruitment process. "But the results of this survey show that jobseekers think employers and recruiters must do more to make online applications more accessible and inclusive. "This backs-up the findings of other research that shows disabled jobseekers often find barriers in the recruitment process. "Clearly, we need to help recruiters and employers to make the recruitment journey more accessible and inclusive by doing things like creating The guide to digital inclusion for recruiters .
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Onrec Survey
April-17-2018 - onrec.com
We would like to gain some understanding from our readers as to what you like and would like to see on Onrec.com. Posted in News archive on 17 Apr 2018 Would it be possible for you to spend a few minutes answering the questions on this survey? https://docs.google.com/forms/d/e/1FAIpQLSe2fOw4n4YKEs8lTxCW1p9PSBN6wIoqcqWa4FJUMF2MsfcVYA/viewform?usp=sf_link
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APSCo and The Recruitment Network announce partnership
April-17-2018 - onrec.com
The Association of Professional Staffing Companies (APSCo) and The Recruitment Network have entered into a formal partnership. As a result of the new relationship, both organisations will be able to offer a wider portfolio of services and provide greater value for their respective members. Posted in Partnerships on 17 Apr 2018 Company Profile APSCo View profile » Commenting on the move, Ann Swain, Chief Executive of APSCo, said: Our new partnership with The Recruitment Network is a logical step and we at APSCo are looking forward to future collaboration with a brand that clearly shares our values. Like APSCo, the organisation prides itself on recognising, supporting and promoting excellence in the recruitment market and there is no doubt that by pooling resources and sharing best practice, we can offer our members an even greater level of service as they realise their strategic objectives. James Osborne, Chairman of The Recruitment Network, adds: We are delighted to be partnering with APSCo in supporting the growth and development of both recruitment organisations as well as the wider staffing industry, not only in the UK but internationally. Both APSCo and The Recruitment Network are aligned in their commitment to giving their members a significant competitive advantage and this newly formed partnership ensures that recruitment professionals now have access to a wider and even more comprehensive portfolio of products, member benefits and support than ever before. As the staffing sector continues to adapt and evolve at such a break-neck pace, this is an important time for organisations to work collaboratively for the wider good of the industry and we are very excited to be partnering with APSCo to do just that. www.apsco.org www.therecruitmentnetworkclub.com
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Neil Carberry appointed chief executive of the REC
April-17-2018 - onrec.com
Posted in Appointments The Recruitment & Employment Confederation (REC) has appointed Neil Carberry as its new chief executive. Neil will take up the role on 25 June 2018. on 17 Apr 2018 Company Profile REC View profile » Neil joins the REC from the Confederation of British Industry (CBI) where he is currently managing director, leading the CBIs work on the labour market, skills, energy and infrastructure. He has also been integral to delivering a range of change programmes at the CBI, developing the service CBI offers to its members. Neil began his career in recruitment, working for financial services firms for a small search firm before doing a post-graduate degree in Human Resources at the LSE and joining the CBI in 2004. Neil is a member of the council of the conciliation service ACAS and of the Low Pay Commission, which makes recommendations about the level of the National Minimum Wage. He is also the chair of a small academy trust. Commenting on Neils appointment, REC chair Chris Moore says: It is important to us that our new CEO has a broad awareness of the regulations impacting our industry, a deep understanding of what success looks like in a membership organisation, a genuine passion for our sector, and an appetite for delivering operational excellence. Neil impressed the selection panel with his wealth of relevant experience against these criteria, the clarity of his aspirations for the REC, and his natural alignment with our ambitions for the future. I am delighted that Neil will be joining us here at the REC and we all look forward to welcoming him into our organisation, and back into our industry . Commenting on his appointment, Neil said: " It's incredibly exciting to have the chance to lead the REC through the next phase of its development as a voice for the recruitment industry and the fantastic people who work in it. "As someone who started their career in recruitment, I know the value the sector brings, and how important it is that our members can look to the REC for support. "Technological innovation, changing demographics, the need to improve social mobility and Brexit will all have huge effects on our sector and the wider economy in the years to come, and I want members of REC and the IRP to be able to rely on a vigorous and renewed organisation that is always in their corner ." Originally from Edinburgh, Neil lives in Oxfordshire with his wife and two children. He is a lifelong Heart of Midlothian fan, enjoys playing rugby and coaches his sons team. He tweets from @Gramscisghost
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Analysis: Starbucks is boldly addressing its racial bias problem
April-17-2018 - usatoday.com
The coffee shop chain will close 8,000-plus stores simultaneously to conduct anti-discrimination and anti-bias training for around 175,000 employees.
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SPONSORED: Celtic Manor has ingredients to cook up a culinary career
April-17-2018 - theargus.co.uk
WALES champion chef Simon Crockford has come a long way in the 10 years he has been at Celtic Manor Resort.
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Getting interviews but no job offers? Here´s why it happens
April-17-2018 - theargus.co.uk
Most job seekers know the frustration of getting a second interview only to be 'pipped at the post' by another candidate.
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SPONSORED: Never the same day twice working at Celtic Manor
April-17-2018 - theargus.co.uk
Pull quote: If it wasnt for the amazing training, I wouldnt be where I am today
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SPONSORED: Always something new to learn at Celtic Manor spa
April-17-2018 - theargus.co.uk
CELTIC Manor spa trainer Samantha Boyes has been moving quickly up the ranks in the year she has spent working at the five star resort.
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SPONSORED: Pride and joy in giving Celtic Manor its special sparkle
April-17-2018 - theargus.co.uk
CELTIC Manor assistant housekeeping manager Grace Fitzmaurice honed her people skills in a 400-pupil boarding school in her native Ireland before taking on a role at the five star resort.
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Firm calls for new recruits on training course
April-17-2018 - theargus.co.uk
A CITY firm is calling on new recruits to participate in its graduate programme.
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HERONSLEA GROUP SCOOPS NATIONAL PROPERTY AWARD
April-17-2018 - theargus.co.uk
Hertfordshires leading residential developer, Heronslea Group, has won the top category at last weeks Premier Guarantee Excellence Awards for its ground breaking development, The Residence, in Hadley Wood, North London.
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Starbucks coffee is anti-black say chanting protesters at Philadelphia Starbucks where 2 black men were arrested
April-16-2018 - usatoday.com
About two dozen chanting protesters entered a Philadelphia Starbucks where two black men were arrested after store employees called 911 to say they were trespassing.
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Some Amazon workers pee in bottles to make work deadlines: Report
April-16-2018 - usatoday.com
Some UK Amazon workers pee in bottles to make work deadlines according to a new report. Elizabeth Keatinge has more.
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Exorcism by cellphone: Beating the devil in the 21st century
April-16-2018 - reuters.com
ROME (Reuters) - About 200 aspiring exorcists gathered on Monday for a week-long course in casting out demons - including by cellphone if necessary - amid increased demand for the service among Roman...
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Must You Pay Employees for FMLA-related Breaks During the Work Day?
April-16-2018 - workforce.com
Last week, the Department of Labor Wage and Hour Division resumed its practice of publishing Opinion Letters. One of the first it published answers an interesting question about the intersection of the FLSA and the FMLA. Must an employer pay an employee for FMLA-approved breaks taken during the work day? Ive taken some journalistic license and paraphrased the questions. The answers,... The post Must You Pay Employees for FMLA-related Breaks During the Work Day? appeared first on Workforce Magazine .
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Adecco Broadens Its HR Base With $412M General Assembly Acquisition
April-16-2018 - workforce.com
Adecco Group continued its push beyond the staffing-management world and into the broader HR spectrum with the April 16 acquisition of global education-technology startup General Assembly. The deal, valued at $412.5 million, according to a joint release, reflects the changing nature of talent management and development. Its also another indication that the education technology market continues to sizzle. Degreed, the employee-training... The post Adecco Broadens Its HR Base With $412M General Assembly Acquisition appeared first on Workforce Magazine .
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Starbucks manager who made call leading to black men´s arrests no longer works there
April-16-2018 - abcnews.com
The CEO of Starbucks said he will order "unconscious bias" training after the "reprehensible" arrest of two black men.
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Carl Icahn sells Tropicana Entertainment casinos for $1.85 billion
April-16-2018 - usatoday.com
Billionaire investor Carl Icahn is selling his Tropicana Entertainment casino empire. The deal calls for Gaming and Leisure Properties to take possession of the real estate while Eldorado Resorts absorbs the gaming and hotel operations through a master lease.
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Tiger Recruitment re-brands as company shows significant growth
April-16-2018 - onrec.com
Posted in Launch Specialist business support recruitment agency, Tiger Recruitment, has rebranded on the back of strengthening its market position in London and the City, as well as nationally and internationally. The new brand reaffirms Tigers progressive and fast-growing status. on 16 Apr 2018 Company Profile Tiger Recruitment View profile » The firm, which specialises in placing high quality support staff into top businesses and high wealth private individuals, has seen a significant increase in the number of candidates it has placed, leading to a record month in January 2018. This has resulted in a 48% increase in Q1 (January to March) revenue compared to the same period last year. Since the company was established in 2001, Tiger has continued to grow organically, remaining close to its original principles of quality and ensuring the placement of the best candidates for the client. Tigers CEO, David Morel, said: The rebrand is not a move away from these core principles but instead represents our evolution as an innovative business in a contemporary working world. In addition to our focus on quality, it is our integrity, innovation and culture that sets us apart. Tigers new brand identity is a more accurate representation of the ways in which we stand out from our competitors. The rebrand also coincides with the opening of a new Dubai office and the launch of a new website, adding further value for clients and candidates. Users can register for upcoming thought-leadership and networking events, view over 500 articles, videos and podcasts as well as take advantage of a new resources hub that offers job description templates, comprehensive hiring advice and job searching tips. The rebrand also marks the introduction of a new membership-based organisation: The PA Collective. Following an application process, this will be available to PAs and EAs on the updated app, giving them access to a community forum as well as benefits from a range of Tiger-approved partners. The PA Collective will also host and deliver social and thought leadership events. David Morel added: Working with a range of clients including private individuals, corporate businesses, entrepreneurs and creatives, it was important for us to take active steps to create a more contemporary brand that was befitting of the clients we work so closely with. Our new tagline Fiercely Distinctive succinctly encompasses our innovative approach to all that we do. When I first founded Tiger, I wanted to create a market-leading brand that broke the traditional industry mould. Tiger is about more than just recruitment its about adding value, whether that be hosting a CV workshop for graduates or brainstorming a talent acquisition strategy with a CEO. We wanted to use the rebranding to really reflect our personalised approach. David concluded: Weve seen tremendous growth in our business over recent years which is due to a sustained increase in new positions as businesses buck any uncertainties in the market caused by Brexit. Its a really exciting time for Tiger - the rebrand captures both our past success and our ambition for the future. For more information visit www.tiger-recruitment.co.uk .
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Salaries buoyant but hiring slowed by Beast from the East
April-16-2018 - onrec.com
Morgan McKinley London Employment Monitor: April 2018 Posted in Statistics and trends on 16 Apr 2018 London Employment Monitor March 2018 highlights: 14% decrease in jobs available, month-on-month 37% decrease in jobs available, year-on-year 22% decrease in professionals seeking jobs, month-on-month 44% decrease in professionals seeking jobs, year-on-year 23% average salary change during the month Easter delivers added blow to job figures March saw another month of low hiring and job seeking in the City. Jobs available were down 14% month-on-month and 37% year-on-year. Job seekers were down 22% month-on-month and by 44% year-on-year. Though the figures continue to bear the stamp of Brexit, both seasonal and weather forces were also at play. These numbers dont reflect the enthusiasm were seeing on the ground. The unexpected Beast from the East and Easter took the wind out of Marchs job-market sails", said Hakan Enver, Managing Director, Morgan McKinley Financial Services. Salary outlook bright despite Beast from the East hiring freeze In happy news for job seekers, average salaries increased by 23% in March. Irrespective of the sub-sector, were seeing wages go up, said Enver. As businesses across Britain lament the shortage of skilled workers and a post-Brexit rise in staff turnover, those who are currently looking for their next professional opportunity are well positioned to receive considerably higher compensation than they would have a year ago. A shortage in talent translates to better salary negotiating power for job seekers, making now a great time to move, added Enver. Brexit transition deal worries Square Mile, but offers some good news for job seekers News of a Brexit transition dealwhich has yet to be formalisedbetween the UK and the EU brought some long awaited clarity, but also delivered disappointing news for Britains financial services sector. Chancellor of the Exchequer Philip Hammond went as far as to call portions of the deal wholly inadequate for the scale and complexity of the UK-EU financial services trade . With its focus on equivalence instead of mutual recognition, the deal all but ensures that the UK will face cumbersome oversight, slowing business transactions considerably. "The EU is effectively shooting itself in the foot by creating unnecessary barriers", said Enver. The deal wasnt all bad news, however as European job seekers have cause for optimism with the agreement demanding that the government treat all EU citizens who move to Britain during the 21 month transition period in the same manner as it treats those who moved here pre-Brexit. Its not a long term solution, but it keeps the door open to top European talent and buys time to work out a post-Brexit work visa system, said Enver. The clarity that the deal sought to provide businesses with came too late for some: leading banks announced specific figures for how many positions they plan to relocate from London to elsewhere in Europe. Clearly the doomsday scenario of tens of thousands leaving the City is not set to materialise, with the moves reflecting only a fraction of each institutions London based workforce said Enver. New data sheds light on women in financial services Figures for the financial services sector released in March showed a glaring gender pay gap , with women in some cases earning as little as half of their male counterparts salaries, and only a fraction of their bonuses. These figures are disappointing, perhaps even more so because they are not surprising, said Enver. The culture and hiring practices are keeping countless people from choosing careers in financial services, and that has to change. Though that change appears to be slow, there are some signs of progress: a record number of women are currently serving on FTSE 100 boards , and companies are showing signs of taking diversity hiring strategies seriously. PwC is leading the pack with its Tech She Can Charter that seeks to attract more girls and women into studying technology. These types of efforts feed directly into the fintech pipeline, said Enver. In the Me Too era, industries across the board are facing pressure to create work environments that are more welcoming to women, and light is being shed on outdated and discriminatory hiring practices. Were witnessing a reshaping of what is considered acceptable workplace behaviour. The businesses that fail to keep up with that standard will continue to struggle to recruit the best talent, concluded Enver.
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Study: Louisiana Medicaid Expansion Brought Jobs, $3.5B Impact
April-16-2018 - insurancejournal.com
Louisianas Medicaid expansion program has helped create or support nearly 19,200 jobs across the state and $178 million in state and local taxes, according to a new economic analysis. The three LSU professors hired by the state health department to
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Cathcart Associates welcomes the best of Machine Learning to Scotlands capital
April-16-2018 - onrec.com
Following the success of last years inaugural Scotland Machine Learning conference in Edinburgh, Cathcart Associates is today announcing the return of ScotML Posted in News archive on 16 Apr 2018 Company Profile Cathcart Associates View profile » ScotML provides the opportunity for people to meet and chat with the best and brightest figures from across the fields of Data Science, Machine Learning and AI in a relaxed, informal environment. The event will also see guest speakers take to the stage to discuss the latest trends and key topics within their industry. Speakers include Senior Data Scientist at Mudano, Boris Mitrovic, Elias Mistler, Data Scientist at Previse, and BI Solutions Architect at Trustmarque Solutions, Dick Wall. Since launching the first Manchester Machine Learning back in 2016 in collaboration with AI specialists, Octavia, the event has gone from strength to strength. On the back of this success, Cathcart Associates decided to bring the event to Scotland, hosting the inaugural ScotML event at the Amazon Development Centre in July 2017. Sam Wason, Director at Cathcart, says: Since the first MancML in 2016, our sell-out Machine Learning events have developed a stellar reputation across the North West in the fields of Data Science and Machine Learning. Were very proud to bring ScotML back to Edinburgh for a second time, and to continue the amazing growth that weve seen with the event. The thriving Scottish tech scene has become home to some of the most innovative and exciting projects taking place in the UK right now, especially around AI and Data Science. Were confident that events like ScotML are key a great way to stimulate this. MancML and ScotML have proven to be hugely popular additions to the Manchester and Scottish tech scenes respectively, as they offer tech companies unique opportunities to meet and present ideas to like-minded businesses. This years ScotML event will take place on Thursday 12th April 2018 at the Cirrus Logic offices at Edinburghs Quartermile. More information about this years event and how to register can be found here .
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Why new business is growing, but not new jobs
April-16-2018 - usatoday.com
Discover why the U.S. economy has steadily recovered from the Great Recession, but not necessarily the job market.
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Starbucks boycott boils over despite CEOs apology
April-16-2018 - usatoday.com
Starbucks customers around the country are boycotting the coffee chain after two black men were arrested in a Philadelphia store after an employee called police on them.
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Starbucks vows unconscious bias training after having 2 black men arrested
April-16-2018 - usatoday.com
In a TV interview, the chains CEO said new staff training would address "unconscious bias."
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KeyApps: GDPR Information
April-16-2018 - onrec.com
This article represents the views of the author solely and are not intended to constitute legal advice. In response to new GDPR legislation coming into effect in May 2018, KeyApps will be making changes to the services we provide to help our clients effectively implement their own policies. Posted in News archive on 16 Apr 2018 Company Profile KeyApps Ltd View profile » The General Data Protection Regulation comes into play May 25 th , 2018. Following research into the GDPR, KeyApps Ltd is making important changes to our own technology. Database and Website CMS Additions and Configurations A series of new data fields will be added to our database. For clients using our WordPress CMS to capture, process and use candidate data the same will be applied Recruiters will be able to: Review New Candidate / Worker Consents Data Rights Requests from Candidates / Workers Delete and/or Suspend (Block) Requested Candidate and Worker Data Example. If a candidate requests not to be contacted via email but happy to continue being contacted via telephone a blocker can be added to the mail option Run and export reports Digital Platform Interface Additions Recruitment Websites and Apps produced by KeyApps Ltd will hold a series of GDPR relevant features and functions. The captured data can be sent real time, and automatically synced to. Recruiters / Business Email Depositories ex: ( gdpr@company.com ) The Business App/Web CMS Dedicated recruiter CRMs/Databases such as RDB PRONET Summary of service configurations Additions to Website Cookies Data Policies GDPR Relevant Pre- Post Registration Data Field Additions & Configurations User Profile Changes Data Rights Requests Additions Example UIs KeyApps Ltd are working on and implementing for our clientele MORE INFO CONTACT US
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Joblift analyses the difference in the UK´s Fintech and traditional banking job markets
April-16-2018 - onrec.com
On the 22nd March, the British government launched the Fintech Sector Strategy (FSS), a programme designed to help the sector grow in the face of Brexit. Posted in News archive on 16 Apr 2018 Company Profile Joblift View profile » The disruptive sector has taken the banking world by storm, casting a shadow on the future of traditional banking. The threat from Brexit has also called into question how Britain has and will deal with the countrys departure from the European Union in terms of its strong worldwide financial standing. With this in mind, Joblift has analysed and compared the UKs Fintech and traditional banking sectors over the last 12 months. The analysis shows that traditional banking has felt the effect of the competition from Fintech and the upcoming Brexit with vacancies decreasing by 3% monthly, while Fintech seems to be flourishing, with a huge growth of 9% monthly, in the face of these challenges. TRADITIONAL BANKING ADVERTISED THREE TIMES MORE VACANCIES, BUT OPENINGS IN FINTECH SOARED While 38,926 vacancies associated with Fintech have been advertised in the UK in the last 12 months almost three times less than the 101,700 jobs posted in traditional banking in the same time period the industry has seen a huge average monthly increase of 9% in the number of vacancies posted. To compare, the traditional banking job market has seen a 3% decrease in vacancies and the UK job market as a whole has increased by 2% on average monthly. The buoyancy and demand for Fintech positions is also highlighted by analysing the time taken to fill open vacancies. According to Joblift, Fintech vacancies spent, on average, 33 days online before being filled eight days less than openings in traditional banking. TECH VACANCIES DOMINATE THE FINTECH JOB MARKET BUT HAVE NO PLACE IN TRADITIONAL BANKING In terms of professions, the most in-demand Fintech roles highlight the difference in development between the already established traditional banking sector and its disruptive younger sibling, Fintech. Accountants rank as the top position in traditional banking, making up 23% of all vacancies in the last year, finance managers (8%) came in second place, followed by financial analysts (7%) and financial controllers (4%), with mortgage advisors (4%) rounding off the top five. Whereas, the top positions in Fintech show that investment is still needed to perfect and develop these new technologies and products before prioritising building up a client base and managing accounts. Developers made up 25% of all Fintech vacancies in the last 12 months, with analysts (both data and financial) accounting for 4% and business development managers rounding off the top three with 2%. Product managers (2%) and marketing managers (1%) finished off the top five. FINTECH EMPLOYEES EARN ALMOST £10,000 MORE THAN TRADITIONAL BANKING WORKERS, ON AVERAGE While coveted positions in the traditional banking sector are notorious for holding large salaries, Joblifts study has found that candidates looking for a sizeable pay check should perhaps look to Fintech instead. Of the 15,597 vacancies that stated a salary in their job description, the average Fintech salary was £45,130 compared to an average salary of £36,593 in traditional banking (of the 53,994 vacancies that stated a salary). Furthermore, 41% of the Fintech jobs with salary data advertised a wage over £50,000, compared to just 20% of traditional banking jobs. However, it is important to keep in mind the range of professions in traditional banking, in comparison to Fintech. While, 30% of all Fintech vacancies asked for candidates to hold a university degree, the same was demanded in just 17% of traditional banking openings presumably down to the large number of secretarial and office administration positions (3% of all vacancies) which do not ask for a specific education in their job advertisement.
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Workforce helps dozens of redundant Toys R Us staff into new jobs
April-16-2018 - onrec.com
Dozens of workers left out of a job by the collapse of Toys R Us have been helped to find new roles, thanks to a leading Coventry recruitment firm. Posted in News archive on 16 Apr 2018 Company Profile Workforce Staffing View profile » Workforce Staffing acted swiftly once it was confirmed the toy giants 100 UK stores were to close with recruitment consultants matching up staff based at Toys R Us distribution centre in Coventry with similar jobs in and around the city. Thousands of staff across the UK are being made redundant following the collapse of the 70-year-old US retailer. Stuart Biggs, branch manager at Workforce Staffing, said: We had worked with Toys R Us for four years, filling their vacancies with skilled people in a range of roles at their massive Coventry distribution site, so we knew exactly the sort of talent and experience that the workers had and how they would be ideal for some of our other clients. Around 40 candidates were signed up by Workforce Staffing, which has found jobs for Toys R Us staff in various roles with companies across the region - from production and general operative positions, through to maintenance engineers and team leaders. Stuart added: We spent three days on site at Toys R Us, speaking to and registering candidates who wanted to find alternative work. Im very proud of the way we managed to turn things around for so many workers during an obviously troubling time for them and their families. Workforce Staffing employs over 100 people between its branches in Birmingham, Solihull, Redditch, Worcester, Kidderminster, Dudley, Coventry and Rugby. The business was launched in 2003 by brothers Paul and Joe Alekna. Paul is now the groups CEO, with Joe as managing director.
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New UK research reveals a gradual integration between IC and HR
April-16-2018 - onrec.com
Latest UK Internal Communications (IC) research launched on Wednesday 11th April reveals a gradual rise in the integration between Internal Communications function and Human Resources (HR). Posted in News archive on 16 Apr 2018 According to seventh edition of Inside Insight , a report compiled by VMAGROUP, the leading international recruitment search and selection specialist for the corporate communications and marketing sector, this is a results from an overlap in remit between both functions. Key findings: Over the last four surveys, there has been a gradual rise in internal communications teams reporting to HR (13% in 2014, 18% in 2015, 21% in 2016 and 21% in 2017). Employee engagement is the second most important competency for an IC professional as highlighted by over 75% of respondents. A skill that is also crucial for HR professionals. There is potentially a critical lack of engagement in the IC sector as 66% of IC practitioners feel they are fairly rewarded for their work and 57% have received an internal pay rise in the last year, but: t: 60% have applied for a new job in the last 12 months 72% of IC professionals will be looking for a new role in 2018 56% will move to a competitor for a salary increase of less than 10% Andrew Harvey, Executive Director at VMAGROUP, comments: I strongly believe there has never been a better time to be in internal communications salaries are steady, industry size is steady or growing, and the function has more influence in organisations. But, I do think we are at a watershed moment where the drive to use digital channels to create value will be hugely important and part of achieving this will involve working closely with other functions in the organisation, in particular HR, and IC professionals investing in their own development to have the right skills to accomplish it.
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BuroHappold employees praise refreshing company values initiative
April-16-2018 - onrec.com
International engineering consultancy gives all 1,800 employees a voice on its values through peer to peer advice platform, Rungway Posted in News archive on 16 Apr 2018 BuroHappold, the international, integrated engineering consultancy, has used peer to peer advice platform, Rungway, to engage all its employees and seek feedback on what is important to them. BuroHappold Engineering operates in 23 locations worldwide, with over 50 partners and 1,800 employees including some of the worlds leading consulting engineers. The company prides itself on having a shared purpose and wanted to have its employees help evolve its values to fully support the culture and strategic direction of the business. Following input from numerous stakeholders, BuroHappold defined a new set of company values, and engaged its employees to give feedback on them through Rungways platform. Allowing BuroHappold to set each of its potential fifteen values as a question on the platform, Rungways functionality let employees provide written feedback on each value, giving all employees regardless of location or seniority the opportunity to have their say and speak up. Unlike other workplace tools, Rungway allows employees to respond publicly or anonymously, making feedback honest and giving the company true insight into the thoughts and feelings of its workforce. Neil Squibbs, CEO at BuroHappold, said I believe that people are drawn to BuroHappold because of our unique culture, shared purpose and common beliefs. The feedback they have given us is that Rungway enabled us to ensure all our people had a voice in the evolution of the firm going forward, and most of all, felt a valued part of the process. Misti Melville, HR Director at BuroHappold, We strive for our HR tools to be at the forefront of design and technology. This is the first time in BuroHappolds history that so many employees took part in influencing culture. The Rungway platform meant the development of the values wasnt just a top down exercise, but had genuine input from everyone, right across the globe. With high engagement and participation across all its regions, Rungway provided BuroHappold with key insights on which potential values were the most or least supported, broken down by gender, length of service and generation. Both positive and critical feedback were captured and fed back into the final agreed value statements, and employees were also able to suggest new values they felt better reflected the organisations ethos. Julie Chakraverty, Rungway Founder and Chief Executive, added Inviting employees to speak up in a way that they feel safe to do so anonymously if they wish is helping BuroHappold to build a stronger and more cohesive culture. BuroHappold has broken out of the echo chamber, where we pay most attention to views similar to our own, and has really given power to the individuals and varying views across the company. Moreover, BuroHappold has bolstered its reputation as a great employer and is receiving a positive response from its employees. Refreshing for employees The project generated constructive participant feedback, including one US employee talking about Rungway in a Glassdoor review. It reads, Management asks for and listens to feedback, they respond very refreshing. An app has been introduced for feedback and discussion . Other participants commented, I'm appreciating the inclusion on defining our values! and I think this is an excellent initiative. We clearly can't all fit in one cafe or pub, and it's great to be able to share our views in this way. Maybe best to think of the app as an inclusive, accessible, virtual digital pub. Beer and peanuts optional. BuroHappold is moving forward with their new business vision and continues to utilise Rungway to let everyone have a voice or seek advice without judgement on issues that are important to them. Topics raised have included questions on business strategy, wellbeing, more effective teamwork and office culture.
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SumTotal Talent Expansion Suite Unveils Brand New Learner Experience, Social Platform, and Extended Enterprise Tools
April-16-2018 - onrec.com
Reporting and mobile enhancements continue platform innovations Posted in News archive on 16 Apr 2018 SumTotal Systems , the world's only unified learning, talent and workforce management solution, today announced a new release of its award-winning SumTotal Talent Expansion Suite®. The 18.2 release, which will be available in June, delivers exactly what users are looking for - Netflix style, consumer-led design, with a personalised experience to the individuals learning and development requirements. This release further enhances SumTotals social offerings and delivers extended enterprise and mobile app innovations. This new consumer-led experience in SumTotal delivers on our promise to make the Talent Expansion Suite the most engaging and impactful learning platform on the market today. The new social platform enables more collaboration and streamlines communicationwhich increases engagement productivity, and innovation, said Apratim Purakayastha, CTO of the Skillsoft Group. Having completely renovated the platform over the past two years, we are now laser focused on delivering innovations throughout the Suite. These innovations, in conjunction with our extensive customer involvement in our product design process, as well as our revamp of Customer Success, make us a formidable force in the HCM market. New and Enhanced Features of SumTotal 18.2 New Learner Experience : Incorporating a brand new, modern, consumer-oriented and learner-centric design into the latest release of SumTotal will increase content usage to help learners find and consume content that is essential to closing close critical skill gaps across an organisation. The new user experience is modeled after exhaustive research to deliver consumer-led experiences learners have come to expect in all aspects of their daily lives and features cutting edge technology, a simple-to-use interface and super-fast search. Reimagined Social Platform: This release delivers a completely reengineered social platform. As organisational culture moves to a less hierarchical model, social collaboration becomes increasingly important. SumTotal Social enables customers to build communities, post blogs, start and respond to discussions, share files and plug in standard styles into workflows. SumTotal continues to support a Bring Your Own Social (BYOS) approach for organisations to integrate with marketing leading social platforms; an integration with Yammer was announced last year and more integrations are planned with popular social platforms, Slack and Teams are in development. Exciting Mobile Enhancements : SumTotal is committed to a mobile-first design philosophy and the new Learner Experience and Social Platform are smartphone optimised and included in the SumTotal 18.2 Mobile App. In addition to a UI designed for the phone form factor to increase employee engagement and productivity, SumTotal also leverages native mobile device capabilities, including allowing users to share pictures and videos from their phones directly to their social communities. The SumTotal Mobile App is available for Apple, Android and Microsoft including Surface and Windows 10 Laptops. Extended Enterprise Marketing Tools : SumTotal Extended Enterprise gives customers control over the training they offer to external audiences, and delivers flexibility in cost, currency, duration, cancellation methods and policies and bundles. This release extends the reach of your LMS with a rich set of new Extended Enterprise marketing tools, including, including email marketing campaign support to grow revenue by targeting your customer base to announce new offerings and upsell new learning. With this release you will have more flexibility than ever in how you package and bundle your content to create compelling learning bundles and channels. The new SumTotal Extended Enterprise capability will also offer greater flexibility in payment options by supporting a virtual currency in the form of tokens making it much easier to support a global audience. Enhanced Skillsoft Content Experience the learner experience in this release is further optimised for Skillsoft content with Percipio Content Services. Using rich APIs, Percipio Content Services will enable SumTotal customers to access channel curation, multiple modalities, courses, videos and books to show through in a best-in-class manner. In addition, it provides dynamic content curation, competency alignment, and value-based reporting. This experience is only available for Skillsoft content. Redesigned Rule Manager this release delivers a completely redesigned and updated Rule Manager in SumTotal Workforce Management. The Rule Manager is the engine that drives customers configured business rules for accurate processing of employees time and attendance, scheduling and absence management. The new Rule Manager allows for drag and drop prioritisation and enhanced sequencing of rules and rulesets. This enhancement is the first delivery of a multi-release update of the powerful administrative configuration module of SumTotal Workforce Management and will allow increased customer self-service and faster deployments. SumTotal continues to innovate in the HCM space. Their new learner experience will enable enhanced engagement that should drive increased usage, said Jim Lundy CEO and Lead Analyst at Aragon Research. Additionally, their revamped social platform puts social learning front and center and also enables integration with third-party platform providers. To learn more about SumTotals Talent Expansion Suite, visit www.sumtotalsystems.com .
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Ad king Sorrell´s abdication leaves WPP at crossroads
April-15-2018 - reuters.com
LONDON (Reuters) - Martin Sorrell's sudden exit from WPP marks a shocking end to the career of a chief executive who through sheer force of personality made it the world's biggest advertising firm.
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The City should prepare for major job losses says fund boss Edward Bonham Carter
April-15-2018 - dailymail.co.uk
Vice chairman of fund manager Jupiter Edward Bonham Carter talks about the future of the City, economic forecasting - and sibling rivalry with his sister, Helena.
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Buying a home? 5 tips to make it more affordable
April-15-2018 - usatoday.com
Tired of renting? Heres how to take the plunge into ownership.
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Follow this plan if you want to retire on your schedule
April-14-2018 - usatoday.com
Hoping to leave the workforce well ahead of your peers? Heres how to make it happen.
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Companies dont have to steal your soul. Heres how to find meaning at work.
April-14-2018 - usatoday.com
Idealist versus capitalist is a false choice. You dont have to choose between purpose and profit.
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Workers Comp Written Premium in California Fell Slightly in 2017
April-14-2018 - insurancejournal.com
Written premium in California workers compensation fell slightly last year, the first time thats happened in seven years, according to a new report out. The Workers Compensation Insurance Rating Bureau released its quarterly experience report on Friday. The report is
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How to save money and beat the energy price hikes
April-14-2018 - dailymail.co.uk
Instead of just accepting the price hikes and paying out more, there are easy and quick things you can do right now to cut your bills by more than £200 a year in some cases.
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Halifax reveals places where your home makes more than your job
April-14-2018 - dailymail.co.uk
The biggest gap between house prices and earnings is in London's Barnet, where house prices outperformed wages by £2,177 a month.
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Money from corporate tax cuts isnt ending up in workers pockets
April-14-2018 - usatoday.com
Corporations boasted bonuses for workers after the Trump tax cuts, but more money is ending up elsewhere than in workers pockets.
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Women in Silicon Valley: How a Googler went from HR to engineering
April-13-2018 - usatoday.com
Angela Taylor was dead set on becoming an actress in Hollywood, and during Taylors junior year in college at Northwestern, a friend forwarded her an email about a summer internship at Google. An unexpected opportunity inspired her to make a drastic career change to software engineering.
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Oregon County Wants to Increase Marijuana Enforcement
April-13-2018 - insurancejournal.com
An Oregon county is trying to crack down on illegal marijuana production by hiring two enforcement officers, and to limit new legal grows by considering a pause on the processing of applications to produce cannabis. The move this week by
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Brooknight engages Broadstone to support security services
April-13-2018 - onrec.com
Posted in News archive Broadstones new technology to drive business growth for security services provider on 13 Apr 2018 Broadstone, a new recruitment marketplace for the private security sector has entered into a strategic partnership with one of the UKs leading security services providers, Brooknight. Broadstone will support Brooknight to identify and secure high quality, vetted and background checked security personnel. The new app-based service manages the whole recruitment process from job posting, background vetting, and candidate selection via an algorithm, to invoice administration, scheduling and rostering of permanent and temporary roles. Following a six-week national trial, Brooknight has rolled out Broadstones new technology to bring benefits to end clients, assuring them that they are working with a trustworthy, credible, fully pre-vetted workforce. Chris Fieldhouse, managing director at Brooknight, says: We had encouraging results following the trial and feedback internally, and from candidates, was that the process was much more efficient and reliable, and connected quality security professionals with security roles to suit their specific experience. During the trial there were some challenging roles to fill in regions that can often have a smaller talent pool, but Broadstone succeeded in securing high quality candidates that really matched the job requirements, so we took the decision to roll out the system nationally. The UK private security sector has experienced a rapid increase in jobs as security requirements change in the modern world. Recruitment and vetting is traditionally a slow and lengthy process, but Broadstones new service makes it easier and more effective for employers to hire temporary and permanent employees, and for job-seekers to access and apply for roles quickly. The service provides background checks carried out to BS7858 standard. It captures accurate data upfront to verify details, reducing lead times from 12 weeks to just 15 days. Checks are consistent and refreshed on a regular basis so that there is a full understanding of a job seekers work history, effectively creating a job passport for recruits. Chris continues: The security industry has a decreasing pool of quality personnel so Broadstones service allows us to tap into a fully vetted, compliant workforce to fill our roles and support our customers in the retail and corporate sectors. The service provides a direct communication interface between us, and our applicants and employees. It speeds up the recruitment process, and our customers are assured of a high calibre of security personnel within their operation. We are constantly reviewing and investing in technology and innovations to drive our business forward. Our partnership with Broadstone is part of our wider growth strategy as we recognise the benefits of new technology and how that fits in to the changing recruitment landscape. Using this intelligent software, we are guaranteed a high quality of candidates, connecting the right people with the right roles and opportunities, and were looking forward to working with Tom and the team. Broadstone is really leading the way in the security recruitment sector and bringing a more effective and efficient process, giving peace of mind to businesses and making life easier for job-seekers and candidates. The team acts as an extension of our own HR department and understands our business, the industry, the challenges and the opportunities to maintain a competitive edge. Tom Pickersgill, founder and director of Broadstone, says: We are delighted to be working with such a forward thinking company, embracing new technology to build their business and deliver great results for their clients. Lifestyles are changing rapidly, which includes how people look for work, apply for jobs and how companies can identify and manage them. With security in the spotlight more than ever, its important for businesses to ensure they are taking steps to tackle industry challenges and Brooknight is a great example of an established organisation investing in technology to enhance their offering. With this partnership, the two companies are changing the face of the private security sector. It will help bring new talent into the sector and drive growth in the industry overall. Tom concludes: The private security sector is ripe for innovation so its important for organisations to keep up with technology and trends, forge useful partnerships,and embrace the technological innovations and digital trends to stay ahead in this competitive and increasingly important marketplace. Broadstone is aiming to attract over 60,000 individual job seekers to the platform by 2020 to provide temporary and permanent security for venues, events, and individuals around the UK. It intends to work solely with ACS (Approved Contractor Scheme) registered companies. For more information, visit www.broadstoneapp.com or @Broadstone_app on Twitter. To find out more about Brooknight, visit http://www.brooknight.com .
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US job openings decline in February from record level
April-13-2018 - abcnews.com
US job openings decline in February from record level, as economy favors job seekers
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Jaguar Land Rover to shed 1,000 contract staff
April-13-2018 - bbc.com
The UK's biggest car maker will not be renewing the contracts of 1,000 temporary workers.
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Insuring a brighter future with AI
April-13-2018 - onrec.com
By Iain Brown, Senior Data Scientist, SAS UK & Ireland Posted in News archive on 13 Apr 2018 Company Profile SAS View profile » How ready is your insurance organisation for the advent of AI? In the summer of 2017 I took part in a pan EMEA review of the readiness of insurance companies for implementing AI, the full report can be found here: Pragmatic AI for Insurance. Some of the findings were surprising, highlighting pockets where AI adoption is already moving at pace, contrasted with a lot of hype and noise with limited execution. As part of the study, we identified that although AI-powered underwriters, claims handlers and customer service agents may sound like a utopian future, in fact its already a reality right now in the present day. Some of the leading insurers we work with are already deploying AI capabilities that are transforming the customer experience, improving underwriting accuracy and cutting claims assessment decisions from weeks to mere seconds. A good example of this is the application of machine learning to automate car insurance claims processing. Indeed, the AI advantage is so powerful that theres a very real risk that these early adopters will open up a head-start that followers will be unable to close. Little wonder the question we get asked the most is How far are we behind the curve, and how do we catch up? We can offer some reassurance however. Although we highlight in the report that some insurance companies are reaping the rewards of early AI adoption already, for now, they are the exception. For the majority, AI is still at the hype stage a lot of discussion, encouraging amounts of experimentation but very limited operational execution. Quite simply, many organisations are not yet able to deploy AI. The advanced algorithms that typically empower AI only astound when fed the right data - and too many insurers are struggling to collect and store the right data or their data is held in vertical product siloes, blinding them to a single customer view. With the deadline for the General Data Protection Regulation (GDPR) now looming, theres more incentive than ever for insurers to get their data housekeeping in order this will then create a solid foundation on which to build an AI-enabled enterprise. A word of caution we can offer: AI is a powerful tool for enterprise-wide transformation, arming human staff, be they underwriters or frontline service agents, with the data and tools to delight customers, optimise operations and capitalise on new opportunities. But AI, particularly deep learning black box solutions, needs governance and oversight to ensure the outputs are consistent with the companys values, ethics and regulatory obligations. We are reassured to see companies now hiring Chief Data Scientists to make sure these issues are debated at the highest level. Any company readying for an AI future should make sure transparency, compliance and ethics are addressed now and not bolted on as an afterthought when it may already be too late. A final consideration is that insurers need to focus now on developing a clear data strategy and carefully consider what data they would like from customers, and what value the data can provide to both parties. Without the fundamentals in place, the true rewards from AI will be harder to achieve.
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Risk of compromised credentials an HR problem, say senior executives
April-13-2018 - onrec.com
Centrify report shows that around half believe only a major breach would change their opinion that compromised user credentials are a significant risk Posted in News archive on 13 Apr 2018 A worrying number of senior executives in the UK believe the risk of compromised user credentials (mainly stolen or misused passwords) is an HR training problem, and not an IT issue, according to a study by Centrify , a leading provider of Zero Trust Security through the power of Next-Gen Access. The study , commissioned through Dow Jones Customer Intelligence, shows that around one fifth (18 per cent) of respondents are happy to place responsibility for their security culture on their Human Resources (HR) department. However, nearly half (47 per cent) believe they have a strong enough security culture within their organisation to mitigate the risk of compromised credentials altogether. A further third claim that they have not experienced any problems relating to compromised credentials. The study of 800 senior executives, including CEOs, Technical Officers (CIOs, CTOs and CISOs) and CFOs, in the UK and US, also indicates that many do not see compromised credentials as a significant risk, with 43 per cent perceiving default, stolen or weak passwords only as a minor threat or not a threat at all to an organisations success. Of these respondents, nearly half (45 per cent) say that a major breach due to compromised credentials would be needed for senior management to change its view on the subject. This is despite Verizons 2017 Data Breach Investigation Report indicating that 81 per cent of breaches now involve weak, default or stolen passwords. Of the respondents that admit that they have suffered at least one significant cybersecurity breach in the last two years, a quarter (26 per cent) in the UK say that training and awareness would most likely have prevented the breach. However, with 23 per cent blaming a breach on senior management not treating cybersecurity as a top priority, the Centrify study suggests that attitudes and behaviour are unlikely to change very soon. Barry Scott, CTO EMEA, Centrify, comments: Research from companies like Verizon shows us that most data breaches are the result of compromised credentials, whether obtained through phishing, default or weak passwords, or some other nefarious method. As we become increasingly mobile, and systems and applications more cloud-based, we must rethink outdated traditional castle and moat security models, and adopt a Zero Trust Security approach. First, we must verify the user is who they say they are, then validate their device, and give them access only to what they need in order to do their job. Finally, we must learn and adapt to whats normal for the user, and ask for additional authentication (or block access) when risky or abnormal behaviour is detected. This is not just an HR problem, nor indeed an IT problem; its a company-wide issue that needs to be supported from the top down. Its only when senior management start to address cybersecurity as a priority, that it will become integral to the business and to the workforce as a whole. www.centrify.com/resources/ceo-disconnect-weakening-cybersecurity
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Londons Status as Global Finance Center at Risk from Brexit, Warn Leading Bankers
April-13-2018 - insurancejournal.com
Leading bankers warned on Thursday that Britain is yet to feel the real impact of Brexit which will undermine its status as a global finance center as companies prepare to shift jobs out of London to preserve access to Europes
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Wells Fargos Brogan Named Central Region Exec for QBE North America
April-13-2018 - insurancejournal.com
QBE North America has hired Kevin Brogan as regional executive Central Region, accountable for the regions profitable growth across QBEs specialized insurance business portfolio, as well as the development of all agent and broker relationships in the region. He
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Firms relabelling low-skilled jobs as apprenticeships, says report
April-13-2018 - bbc.com
Study says 40% of apprenticeship standards do not meet traditional on-the-job training definition.
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Bitcoins Worth $3M Stolen from Indias Cryptocurrency Trading Platform Coinsecure
April-13-2018 - insurancejournal.com
One of Indias biggest cryptocurrency trading platforms has lost about 438 Bitcoins worth some 190 million rupees ($3 million), allegedly due to a rogue employee. An official at Delhi-based Coinsecure was extracting Bitcoin to distribute to customers and he claims
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Uber Drivers Are Not Employees Under Federal Law, Judge Rules
April-13-2018 - insurancejournal.com
A U.S. judge in Philadelphia has ruled that limousine drivers for Uber Technologies Inc. are independent contractors and not the companys employees under federal law, the first ruling of its kind on a crucial issue for the ride-hailing company. U.S.
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Employers fear 4.5m workers could be on the move this year
April-13-2018 - onrec.com
UK businesses are facing increasing staff turnover, according to new research by Robert Half UK. In fact, one in seven (14%), or roughly 4.5 million employees2, are likely to seek a new job, highlighting the opportunities available to candidates and the increasing war for talent amongst UK businesses. Posted in Statistics and trends on 13 Apr 2018 Company Profile Robert Half View profile » Firms report 14% voluntary employee turnover 61% of employers have seen an increase in staff churn in the last three years Many businesses ignoring basic staff retention initiatives UK businesses are facing increasing staff turnover, according to new research by Robert Half UK . In fact, one in seven (14%), or roughly 4.5 million employees 2 , are likely to seek a new job, highlighting the opportunities available to candidates and the increasing war for talent amongst UK businesses. Employers have registered this shift with almost three in five (61%) reporting an increase in voluntary employee turnover in the last three years. The research also showed that over half (51%) expect employee turnover to increase in the next three years. Yet many businesses still fail to employ basic retention initiatives. Only half (47%) of organisations run training and development programmes to help build employees skills and support career development, while most dont have any programmes in place to support employee wellbeing or reward performance. Organisations are also missing out on valuable insight from their departing employees, with more than four in five (83%) failing to undertake exit interviews. Employee retention initiatives* % of UK businesses Training and professional development programmes 47% Employee wellness programmes 42% Employee appreciation initiatives 39% Regular performance reviews/feedback 38% Regular salary reviews 36% Flexible and/or remote working opportunities 36% Clear communication of company purpose/goals 32% Employee engagement initiatives 30% Exit interviews 17% *Multiple responses permitted. Employee turnover has significant consequences on workplace productivity and growth, said Matt Weston, Managing Director at Robert Half UK . This means retention strategies are now business critical. With a hyper competitive job market, organisations must put staff first by constantly considering workplace happiness and well-being. "Employees are a companys most important resource, regardless of its size or sector. Failing to keep them happy and motivated has a direct impact on retention and business performance. Businesses need to develop a strategy that incorporates staff wellbeing initiatives alongside career pathing whilst creating a positive company culture and clear sense of purpose." Research methodology 1 The study was developed by Robert Half and conducted in December 2017 - January 2018 by an independent research firm among 500 business leaders across the UK, with the data segmented by business type, size, and location. This survey is part of an international study on hiring trends and career ambitions in the modern workplace. 2 Based on workforce 32.35 million people in work from March ONS labour market data
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How Recruitment Can Help Close The Gender Pay Gap
April-13-2018 - onrec.com
By Amanda McCulloch, Managing Director, Thorpe Molloy Recruitment Ltd Posted in Opinion on 13 Apr 2018 Company Profile Thorpe Molloy Recruitment View profile » The gender pay gap is complicated. Between nuances of interpretation, wide ranging causes and unwieldy legislation it is a topic which exercises legal brains and has been in the spotlight since the government announced companies with more than 250 employees had to publish their pay gap earlier this month. In my experience, remuneration practice is a subject enveloped in secrecy with people reluctant to disclose what they earn. And last year the highly publicised disparities at the BBC generated a reaction which felt akin to salary sharing and shaming, serving to make other employers more nervous about disclosing their gender pay information. While it is emotive, the purpose of gender pay reporting is to get a better understanding of the issue, and its causes, so that meaningful recommendations that will positively effect change can be implemented. Good recruitment and resourcing have a crucial part to play in accelerating the rate at which the pay gap closes. Recruitment and Retention Consider carefully the number of men and women who are appointed to each job type in your business, the rate at which they are promoted and the reasons they give for leaving. Exit interviews can reveal areas of improvement such as the effectiveness of flexible working practices. inconsistencies around career progression and reward practices. A disproportionate number of women not progressing, or leaving your business, points to a dysfunctional company culture. Changing Culture Championed by Men Today, the majority of leadership positions are held by men, so the speed of change and the ease by which change can be effected means that the boys need to get involved and lead by example. Do more to feature male leaders who have done a particularly good job promoting women. An example would be to highlight flexible working heroes in both your internal and external communications. These should be people, and particularly men, who work flexibly, but for reasons beyond solely childcare, so part-time and flexible working doesnt remain problematically synonymous with 'working mothers. The more this can be seen as business as normal the more attractive youll be to a wider range of talent. advises Dr. Doyle-Morris , an advisor to companies on creating gender balance from InclusIQ. Transparency It is a matter of reputation. I think everyone accepts that the gender pay gap shouldnt exist, but how it is tackled will vary across different sectors and industries. Without a one size fits all narrative it is important that individual employers explain the reasons for their specific gender pay disparities, proactively communicating why they exist and, crucially, explaining actions for change. This information will be positively perceived by prospective employees. Shared Parental Leave While it is certainly not true that women only earn less when they have children, the impact of pregnancy related time away from work, maternity leave and childcare responsibilities do have a significant impact on pay equality. With only around 2% of eligible parents claiming shared parental leave there is a growing sense that changing attitudes around paternity leave are important for driving change. Recently, the Women and Equalities select committee reported that radical reforms to parental leave are required to tackle the gender pay gap, recommending laws which force firms to offer new fathers flexible work patterns and ring-fence paternity leave. Flexible Working The speed of technological change has wildly outstripped the speed of change in our employment practices. It would be inappropriate to make a sweeping generalisation, but many jobs can now be performed efficiently as long as there is access to a computer, a phone and a good internet signal. As we deviate further and further from the traditional Monday to Friday, 9 to 5, the focus is shifting to How work is done rather than Where and When it is done. This is creating interesting opportunities around job sharing and casting a long shadow of scepticism over presentee-ism. Grade Structures Promotion Larger companies are more likely to have the capacity and infrastructure to manage grading systems and appraisals than small organisations where resources tend to be more constrained. However, it is surprising how many businesses operate without a remuneration strategy (despite salaries often being the most significant cost to a business), or dont have an equal pay policy in place. The best way to significantly increase pay levels is through career progression. But structured grading systems and robust career planning must be implemented rather than depending on unfettered managerial discretion. Managers also need to be trained more effectively in managing salary negotiations to eradicate unconscious bias. Again, gender balance expert, Dr. Suzanne Doyle-Morris advised: This is a clear area where men are getting ahead. Its a myth that women dont ask for pay rises or job promotions; its more that they are less successful when they do. In fact a Cass Business School study of 4600 employees in 2016 found men were 25% more likely to be successful when they ask for a pay rise than women. So watch out for the assumptions of who and why people deserve more money. Our beliefs are often outmoded and stem from who we assume is the main breadwinner, though for most families women bring home a substantial amount, and in an increasing amount, all of the income. Career Advice At the beginning of this article I said that the gender pay gap is complicated so it is not my intention to draw a simple conclusion between pay and gender stereotype career choices, but I do believe there is much work to be done in raising awareness of the diversity of careers and the rapidly evolving world of work to our young people. Benchmark Reward Practices Much of my time isnt spent actively recruiting, it is spent talking about recruitment. Clients often want to know the state of the market and that includes gaining an accurate understanding of the rates of pay for the roles they are trying to fill. Benchmarking doesnt just relate to base salary, but to annual pay increases, bonus practice, incentive schemes and total reward strategies areas which could cause gender pay gaps. A major step towards tackling the gender pay gap in your business is to analyse your reward practices, identify areas for improvement and devise an implementation action plan and schedule.
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Adzuna Analysis Showcases Staggering Gender Pay Gap Based on US Regions
April-13-2018 - onrec.com
Adzuna analyzed 2,500 resumes in celebration of Equal Pay Day Posted in Statistics and trends on 13 Apr 2018 Company Profile Adzuna View profile » In honor of Equal Pay Day, global job search engine Adzuna released its analysis of the US salary differences between men and women around the country and found that the salary gap is still impressively large in 2018. Data from Adzunas ValueMyResume tool, which analyzes skills and experience from resumes to assess potential earnings, looked at salaries and resumes of both genders and found that: The US gender pay gap is currently a shocking 19%. Women are earning 81% of their male counterparts - an average ($69,018.79 vs $84,549.86). Surprisingly, the nation's biggest gender pay chasm is on the West Coast where women make 78% the amount that their male counterparts do ($64,342.03 vs. $82,006.02) while the mid-Western states have moved the furthest towards an equal work force with the number going up to 83% ($70,237.30 vs. $83,914.54). The East Coast comes in at 80% ($70,142.53 vs. $87,199.03). On the Adzuna platform, 78% of the top 10% of earners are men and 50% of the bottom 10% of earners are women. Lily Valentin, US Country Manager at Adzuna said, The gender wage gap affects female forward movement along every part of their career path, regardless of age, stage or seniority. If change continues at its current pace, we could be playing catch up for another 41 years. There is no one size fits all solution, but employers can and must show more support to female employees. Employers can win the war for talent by empowering women in the workplace by helping them return to work after career breaks, allowing more flexible working options, and supporting highly skilled female staff into higher paid, higher level roles. Keeping women working, and allowing them to reach their full potential will fire-up productivity levels and pay real dividends in the long term.
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Confirmit Launches Employee Pulse Solution
April-13-2018 - onrec.com
Integrated, agile, continuous listening solution will empower employee voices Posted in Launch on 13 Apr 2018 Company Profile Confirmit View profile » Confirmit has announced the launch of a new solution that will enable businesses to run highly flexible, employee listening programmes that transform their employee voices into business change. Confirmit Employee Pulse provides a ground-breaking approach to delivering an empowered employee feedback approach, creating a solution that supports any type of employee feedback, from company-wide surveys, to ad-hoc programmes that identify and address specific local issues. In a study by Deloitte of over 10,000 HR and business leaders across 140 countries, 90% of respondents indicated that traditional Employee Engagement strategies are no longer sufficient[1]. Confirmit Employee Pulse enables businesses to build a clear picture of employees experiences and the impact on the organisation, and create surveys to enable managers to get feedback on-demand. Terry Lawlor, EVP Product Management at Confirmit said: Todays workforce now expects dynamic, agile interactions. Confirmit Employee Pulse has been able to empower people across the business to easily seek feedback in ways that are meaningful to their work area, but within a clearly-defined governance framework that ensures high-quality data and insights. Confirmit Employee Pulse features four key elements to empower local and global teams to gather insights that will improve the health of their organisation: Hierarchy Management and HRIS Integration : Teams can collaborate to accurately map the structure of their company, within the context of an integrated HRIS. Mobile-friendly : Businesses can reach every employee on a mobile device with a flawless mobile experience , while business users can access mobile reporting at any time. Insights from Unstructured Feedback : Confirmit Genius Text Analytics uses deep-learning techniques to draw smarter insights from all the employee comments within surveys. Reporting and Analytics : Data can be combined from multiple sources to deliver live, customised dashboards to managers around the world. Lawlor concluded: This flexible, team-centric approach to employee feedback is designed to help businesses build cultures that thrive on feedback. The ability to create quick, but methodologically sound, surveys using a library of high-quality content is key to empowering employees across the company. Terry Lawlor and E.J. Sieracki, Senior Director, Voice of the Employee at Confirmit, will present the new solution in a webinar, Rethinking Employee Engagement: Why Taking Your Pulse Matters on Thursday 12th April at 8am PST, 11am EST, 4pm BST, 5pm CET. [1] Source: As provided in Engagement: Pop the Question, Bersin by Deloitte, Deloitte Consulting LLP / Robin Erickson, IMPACT 2016: 2016 Deloitte Global Human Capital Trends Data, Deloitte Consulting LLP
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Planning to sell this spring? Then here´s how to add value along the way
April-13-2018 - dailymail.co.uk
When spring finally arrives, some of us will be selling. Here's what you should spend money on to add potential value to your sale.
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French strikes continue as standoff with Macron deepens
April-13-2018 - usatoday.com
French railway workers resume rolling strikes against President Macrons reform plans for the state-owned railway company SNCF, triggering widespread travel chaos.
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3 Useful Lessons Job Interviewers Can Learn from Zuckerbergs Congress Testimony When Next Interviewing Millennials
April-13-2018 - onrec.com
By: Ben Jardine Posted in News archive on 13 Apr 2018 This week we witnessed how a fundamental lack of knowledge of the basics of social media operations can make Senators and Congressmen in the USA appear to be stuck in the mud when trying their hardest to grill Facebook CEO Mark Zuckerberg. On what should have been a well-researched and rare opportunity for law makers to highlight the fragility that exists for members of Facebook, what we witnessed instead was a circus of ill-informed and absurd questions aimed at Zuckerberg. Today we will look at 3 lessons we can learn following this weeks Facebook Congress testimony charade when next you next interview millennials. RESEARCH YOUR INTERVIEWEES PREVIOUS COMPANIES The unfortunate encounter between Sen. Orrin Hatch (R-UT) and Zuckerberg illustrated how a lack of understating of how Facebook generates revenue can boomerang back at you: Hatch: So, how do you sustain a business model in which users dont pay for your service? Zuckerberg: Senator, we run ads. Hatch: I see thats great. We are all perfectly aware of the usual areas recruitment personnel and job interviewers tend to research when prospecting potential new recruits. When it comes to recruiting new employees, most of us tend to go to LinkedIn which is a good place to start. But what next? Have you ever considered researching your potential new employees company? Read on to see what other type of areas you should be looking for: What services does the candidate previous three companies offer? Is the latest company they are working for/have worked for making significant net profits per year? Do their previous companies have any major clients? Are some of these clients direct competitors to your business? Will some of these clients be vital assets to your business? Can you find any contributions/materials posted online that your interviewee has made? Respect AND TRY TO UNDERSTAND them When watching the Facebook Congress testimony this week, one couldnt help but notice how the law makers got it wrong throughout when using a tone of voice that came across as bullish and abrasive. Yes, it was a hearing after all regarding the publics personal data being shared with third party companies. But, importantly, millennials, like multi-billionaire Mark Zuckerberg can pick up on this very quickly which may make them less likely to disclose vital information. When you next interview a candidate, always consider your tone of voice, the old school mentality of good cop, bad cop, in an interview situation is so dated it really doesnt achieve much. Consider getting to know your potential new employee better, that way you are likelier to see if they are a good fit for the role you are advertising. The small talk in the beginning is good to do, but the shift to serious interview questioning talk is also very off putting for some. Make sure you make them feel relaxed throughout your interaction with them, so that it doesnt feel like an interview but a chat instead. You never know, conversation might flow which will make them feel at ease with you and they might even tell you how theyve made a few wins on www.casinosverige.me the other day, or that their favourite show on TV is Keeping Up with the Kardashians (try not to judge them) or that they love to bake on the weekend. All of this will make them feel safe and happy to be around you and ultimately your company. TRY AND LEARN FROM THEM Whether we realise it or not, all of us want to feel that we a contribution to someones day. Can we make them feel we can learn from them? Is it necessary to do so in a job interview? Are we really meant to show the candidate that we lack some knowledge? Are they going to want to work for us? YES, YES, YES and YES! You should always make sure you leave them with a positive impression of the business which you represent as the job interviewer. And here are a few reasons why: A suitable candidate is likely to have to choose from a pool of companies, and they will want to know that they can contribute in some way to your company. Even if its an unsuitable candidate for your business, they will still be able to speak to others about their interview experience with your company. You just dont know if the others are: potential new clients youve been chasing for the past year and/or potential new candidates that would have contributed immensely to the growth of your business. This weeks Facebook Congress testimony taught us a lot of lessons about the fragility that comes with owning a Facebook account, and importantly about the valuable connections you should aim to achieve with anyone that walks through the doors to your company. Research, Respect and Learn from your candidates to grow your business further.
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Tax cut savings flow to company stockholders, trickle to hourly workers
April-13-2018 - usatoday.com
Stock shareholders are reaping the bigger rewards. Corporations arent sharing as much of their tax cut windfall with workers as hoped.
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London Remains Graduates Choice for Financial Services Careers
April-13-2018 - onrec.com
The study examined 600 applicants for financial services jobs, all of them graduating in 2017 or set to graduate in 2018 or 2019. Posted in News archive on 13 Apr 2018 Despite the prevailing uncertainty surrounding Brexit and its fallout, a recent survey has shown that London is still the most attractive destination for career-minded graduates with a future in finance on their minds. The study examined 600 applicants for financial services jobs, all of them graduating in 2017 or set to graduate in 2018 or 2019. Exploring their aspirations and motivations, the Gen Z Hiring Report put paid to speculation that the EU referendum had had a negative impact on the capitals appeal to future professionals. The capital is still the place to be for aspiring professionals Source: Max Pixel It is no secret that Brexit casts the future of not only Britain as a whole but the City in particular into doubt, with many recruiters having articulated concern over losing the UKs brightest young talent to overseas employers. Bringing with it a distinct lack of certainty, our exit from the EU has long been considered a black cloud hanging over the financial sector but the Gen Z study indicates that its impact has been far less marked than one might expect. The percentages are surprisingly robust. Asked where they most wanted to work, an astonishing 84 percent of those polled cited the capital. Perhaps the biggest surprise, however, was how few looked with favor upon alternatives to the City. Paris and Frankfurt, widely touted as potential bases of operation for banks and insurers looking to move their operations, were embraced by just 4 and 2 percent of respondents respectively. This is not because of a lack of awareness on the part of young professionals. Even those who have only just begun to embark on forex trading for beginners , who have the most basic and underdeveloped knowledge of the financial sector, know whats to come, so those who view the banking and investment industries as the key to their future career are arguably well informed enough to understand whats at stake. Employers are equally optimistic Source: Max Pixel Students and recent graduates are not the only ones to embrace the future of the City, even with the uncertainty that comes as part of the new and vastly altered territory of a soon-to-be independent UK. Many employers share their optimistic attitude too. Deutsche Bank are a prime example. Upping their London hiring in the months following the referendum, they are amongst a slew of City companies who have vowed to either maintain or grow their rate of hire. According to expert Terri Loska, this is, in part, a response to the strength of feeling amongst future financial services employees. She explains: London is still very much the place that European candidates want to base themselves and would see themselves for the next one to three years. One area where the prophesized trend has very much been bucked is in the realms of private equity and hedge fund enterprises, which are looking to hire in London at the graduate level for the first time in over a decade. It appears that the future is far brighter for the London financial sector, its recruiters, and its would-be employees than one would ever have imagined
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Over 80% of Job Seekers Believe Smartphones Necessary for Job Hunting
April-13-2018 - onrec.com
89% of UK job seekers searching for new roles believe that their smartphone is a necessity for the job hunting process, the latest findings from Textlocal reveal Posted in News archive on 13 Apr 2018 Company Profile Textlocal View profile » The leading SMS platform conducted an in-depth study into mobile technology and the recruitment industry after their initial study predicted a 55% increase in recruitment communications opt-ins by 2020. Following on from previous research findings, which revealed that 45% of job seekers search for new roles on their mobile devices daily, and 59% save jobs on their smartphone to apply to later in the day on their laptop or desktop meaning recruiters must adopt a mobile strategy to connect with candidates on the devices they use most. The rise of job searching apps and social media as a means for advertising roles means that two-thirds of candidates do not use recruitment agencies and can simply bypass the traditional route. However, social media and apps are not a perfect solution studies have found that 10% of the population do not own a smartphone so cannot access apps, and social media messages are not always easily found from those who are not confirmed contacts, which can lead to messages being unintentionally missed. When looking to adopt a mobile-first strategy to keep up with job seekers, the research highlights how SMS is the best means of connecting with and staying in contact with candidates, being the only mobile channel which allows recruiters to instantly reach all candidates, no matter their mobile device type. SMS can be used throughout the recruitment process from getting to know applicants and their requirements for a new job, to sending potential matching roles, to organising interviews and collating feedback both post-interview and post-accepting the role. Jason Palgrave-Jones, Managing Director at Textlocal, highlights the further benefits: As well as the ability to use instantaneous short codes, send interactive content-rich messages with locations maps, interview appointment reminders and personalised pre-interview tips straight to candidates mobiles, further benefits highlighted by the report include the discretion of SMS job seekers can hunt for new roles and progress their applications at their desks, avoiding the embarrassment of a cant talk now phone call in the office. The full study and guide can be accessed for free by emailing scarlett@thesourcepartnership.com .
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Kleeneze administration puts jobs at risk
April-12-2018 - bbc.com
The firm has 5,000 independent distributors who make money selling Kleeneze products door-to-door.
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U.S. judge says Uber drivers are not company´s employees
April-12-2018 - reuters.com
(Reuters) - A U.S. judge in Philadelphia has ruled that limousine drivers for Uber Technologies Inc [UBER.UL] are independent contractors and not the company's employees under federal law, the first ruling of its kind on a crucial issue for the ride-hailing company.
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Getting on the right career path in HR
April-12-2018 - onrec.com
For a talented, bright "A" level student, neither the prospect of a University place nor any of the conventional career paths seemed right - then a two-week work experience changed everything. Posted in News archive on 12 Apr 2018 Nancy Oliver, now an HR Executive with the Ashridge Group, found her vocation when she was offered a role with a business that seemed a far cry from her original plan to pursue a career in Sports Management. The Ashridge Group is comprised of three businesses, Ashridge Facilities Management, Ashridge Security Management and Cognitious, a consultancy specialising in the development of corporate resilience and security packages. "I was very good at sport, throughout my years at school" Nancy says, "and went on to gain both county and representative honours in netball, so Sports Management seemed a natural area for a professional career. I'm still not quite sure why, but when I took the college course it didn't provide the level of enjoyment or interest I had expected". She is now established at the Ashridge Group as an HR Executive and pursuing a qualification in that discipline by day release at Aylesbury College, ironically the same FE establishment where her sports Management course came to an early halt. It was the College, however, which arranged a series of interviews for its students, designed to introduce them to the world of work, which would stand them in good stead for their first full time role. Nancy had four of these, including one each with a Social Media organisation, a Theatre Group, and a Marketing Company. On the face of it each of those alternatives to the Ashridge Group, a business concerned with security services and facilities management, could well have seemed more interesting and attractive. Nancy explains: "I got offers from three of the interviews but there was never any doubt in my mind which to take up. Most important of all was the "connection" I immediately made to the Directors at Ashridge, Emma and Mark Walker. The whole working atmosphere was positive and friendly, and I was really impressed with their business philosophy. It was my first real insight to the importance of HR matters inside a commercial organisation". In a sector usually associated with traditional working practices, hierarchical organisation structure, and a focus on processes rather than outcomes, the Ashridge Group, with its high standards of customer engagement, staff development programme and emphasis on standards of personal presentation, provided a surprising and exciting opportunity. Even at the early stages of a two-week placement, working directly alongside Emma Walker opened Nancy's eyes to the appeal of a career in HR. Emma Walker comments "what many people don't immediately understand is that our business succeeds primarily because of the quality of our staff. We put people first, not only because it guarantees a positive place to work but because we know that the ultimate beneficiaries will be our customers. They need to trust and depend upon our professionalism and our personalities too. With Nancy, we could tell that she had an almost natural understanding of that". With absolutely no regrets in hindsight, she is now fully integrated in the organisation. Working first as Emma Walker's executive assistant across a range of administration and support tasks, she was soon offered the role as HR Executive, responsible for key tasks such as training, staff development, payroll and disciplinary processes for a workforce of some 85 people, seven based at the company's scenic rural headquarters in Aylesbury, the rest located across the company's operations nationwide. Now, studying for the next level of her professional qualifications and with her sights set firmly on a greater HR role with the Company as it expands, with ambitious plans for a move to new offices in Milton Keynes and a growing portfolio of blue-chip clients, Nancy Oliver has a word of advice for any young person unsure of a career path. "I'd say for anyone who is interested in people and wants a job that's about far more than processes, data and pushing at a keyboard, then HR has a lot to offer. I wouldn't necessarily say that my route to it was the best or easiest, but it does show that it's not always about getting the university degree. Sometimes the road ahead is clear, sometimes you have to go down a few sidetracks before you can see it. Most important of all is finding the right working environment with people you can trust and a set of values that make sense to you".
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Universal Credit penalty for self-employed, says Citizens Advice
April-12-2018 - bbc.com
Citizens Advice says a bad month of self-employment income will not be rescued by the new benefit.
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Dozens Rally for Parity at Equal Pay Day Chicago Event
April-12-2018 - workforce.com
Women Employed is one of the nonprofits that supported Equal Pay Day this year, and one of its directors, Sharmili Majmudar, explains the significance of the day and how employers can address pay inequities within their own organization. The post Dozens Rally for Parity at Equal Pay Day Chicago Event appeared first on Workforce Magazine .
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XL Catlin Adds Construction, Renovation Endorsement to Property Insurance Program
April-12-2018 - insurancejournal.com
XL Catlin has added a Course of Construction (COC) coverage option to its Platinum Property insurance program to help businesses in the U.S. and Canada address construction risks associated with their property expansion and renovation plans. The Platinum Property Policy
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Three Highway Workers Injured in I-80 Crash in Pennsylvania
April-12-2018 - insurancejournal.com
Authorities say three highway workers were struck and injured on an eastern Pennsylvania interstate. Officials said the accident happened Tuesday afternoon in a construction zone where they were patching potholes in the westbound lanes of I-80 in Tobyhanna Township. Pennsylvania
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Troubled Chinese Insurer Anbang Interviews Banks About Asset Divestments: Sources
April-12-2018 - insurancejournal.com
Anbang Insurance Group Co., the troubled Chinese insurer seized by the government, is interviewing investment banks to advise on potential asset divestments, people with knowledge of the matter said. The once-acquisitive insurer plans to hire an adviser to manage the
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Washington Workers Radiation Exposure Halts Nuke Plant Demolition
April-12-2018 - insurancejournal.com
Seven decades after making key portions of the atomic bomb dropped on Nagasaki, Japan, workers at the Hanford Nuclear Reservation are being exposed to radiation as they tear down buildings that helped create the nations nuclear arsenal. Dozens of workers
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Cornerstone OnDemand Experiences End-of-Year Surge in Europe
April-12-2018 - onrec.com
Demand for Cornerstone HR Suite, a key driver of client growth in Europe in 2017, signals appetite for flexible, cost-effective alternative to rigid, expensive HR systems. Posted in News archive on 12 Apr 2018 Cornerstone OnDemand (NASDAQ: CSOD), a global leader in cloud-based learning and human capital management software , today announced a surge in European client demand in the third and fourth quarters of 2017. Growth in new clients nearly doubled in the latter half of 2017, when compared to the first half of the year, reaching a total of approximately 650 clients in Europe. New European client additions in the last quarter of 2017 include Egmont Administration A/S, Groupe Agrial, Groupe Parot, Felix GmbH Co KG, Villeroy & Boch AG, AS Citadele Banka, Mediterranean Bank, Kitron ASA, CUF Quimicos Industriais, KRKA, Nova Ljubljanska Banka d.d., Hipoges Iberia, Bühler Management AG, BOC Ltd., Rabobank London, and Lifeways Community Care Ltd. Nearly a third of Cornerstones client growth in Europe was due to strong interest in the Cornerstone HR Suite from new and existing clients in the region. Cornerstone has identified that European firms are looking to alternative HRIS solutions, like the flexible, cost-effective Cornerstone HR Suite, which puts talent management and employee experience at the heart of the HR management strategy and helps to accelerate their digital transformation. There are now more than 100 Cornerstone HR clients globally. The company also saw early traction in Europe for its expanded learning content offerings , with new client signings such as Coats, Lloyds of London and Saint-Gobain. Last autumn, Cornerstone announced strategic partnerships with leading learning content providers Cegos Group, Skill Pill and BizLibrary, joining a roster of over 30 diverse content providers. When coupled with Cornerstones learning platform, the combined offerings help organisations to take a more holistic approach to corporate learning by giving organisations more personalised, employee-centric digital learning content and functionality that supports the global need for lifelong learning and continuous training and development. Comments on the news Digital transformation, automation and artificial intelligence have propelled us into the Skills Economy, where businesses need to develop and embrace new skills to drive innovation. Our European clients have been quick to realise the business impact of putting talent management and employee experience at the heart of the companys HR strategy, which is critical in helping to accelerate digital transformation, said Vincent Belliveau, executive vice president and general manager EMEA, Cornerstone OnDemand. Being at the forefront requires organisations to understand the skills, capabilities and potential of employees, as well as effectively plan for the future workforce. Our European clients want to accelerate their digital transformation and recognise they require a more agile approach than what other traditional alternatives provide. Our model allows organisations to quickly and effectively deploy future-proof solutions that have real impact at every stage of the employee journey. About Cornerstone OnDemand Cornerstone OnDemand (NASDAQ: CSOD) is a global leader in cloud-based learning and human capital management software. The companys solutions help organisations to realise the potential of the modern workforce. From recruitment, onboarding, training and collaboration, to performance management, compensation, succession planning, people administration and analytics, Cornerstone is designed to enable a lifetime of learning and development that is fundamental to the growth of employees and organisations. Based in Santa Monica, California, the companys solutions are used by more than 3,200 clients worldwide, spanning more than 35 million users across 192 countries and 43 languages. To learn more about Cornerstone, visit us on Twitter , Facebook and our blog . www.cornerstoneondemand.co.uk .
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Businesses must start recruiting on attitude, social competence and character - not CVs
April-12-2018 - onrec.com
New talent acquisition campaign launches to address skills shortages by changing mind set on how businesses recruit great talent Posted in News archive on 12 Apr 2018 Industry thought-leader and leadership expert, EP Insights ( www.epinsights.co.uk ), has launched its new talent acquisition campaign in response to a series of controversial think tank events, which identified that high numbers of businesses could be losing out on future talent due to obsolete recruitment processes and short-sighted approaches. In an era where skills shortages and lack of trust in leadership are at an all time high across many industries, this latest campaign aims to increase the pool of valid, but often over-looked talent that exists in society today by removing out-dated approaches that recruit on CV alone, thereby ruling out potentially suitable applicants. Chris Sheppardson, CEO at EP Insights explains: Attitude and character are a vital consideration when recruiting and its hard to believe that we still talk about skills shortages as an industry even though we cant seem to look beyond two sheets of A4 paper. We should be focusing our energies on establishing if a person has the right attitude, social competence and character for the role. This is about fairness and encouraging all talent to be represented in the right way without prior judgement, if they possess the required attributes. Its also about behaving with respect towards others. Talent deserves better, it deserves to have a voice. EPs campaign is centred on core attitudes that fall into one of two categories: a fixed mind set and a growth mind set. Sheppardson continued: In the case of the fixed mind set, you believe you are who you are and you cannot change, which creates problems when you are challenged because anything that appears to be more than you can handle, is bound to leave you feeling hopeless and overwhelmed. In the case of the growth mind set you believe you can improve with effort these people naturally outperform those with a fixed mind-set, even when they have a lower IQ, because they embrace challenges, treating them as opportunities to learn something new. This new approach to recruitment is about focusing on a display of inner strength and character at interview stage, so applicants would have to demonstrate attributes such as: Ability to deal with failure: success in life is about how one deals with failure. Common sense would suggest that being smart inspires confidence. It does, but only while the going is easy. The deciding factor in life is how you handle setbacks and challenges. People with a growth mind-set manage setbacks Personable: passion and care are key in life and work Showing leadership: how often do we measure a candidates working potential beyond themselves? How they do show leadership in daily life? Beyond CV: What does their background and track record tell us beyond what is written on their CV? Social competence: how do they present themselves and do they have both the social and presentational skills to influence others? If the industry wants to talk of skills shortages with any degree of credibility, then it needs to start by ensuring it possesses the right processes and vision to be able to recruit great talent for the future, concluded Sheppardson.ENDS www.epinsights.co.uk
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5 things to consider before investing in a new Applicant Tracking System
April-12-2018 - onrec.com
As you may know, over the past decade online recruitment (e-recruitment) has moved from simple job listings to a fully integrated end-to-end service that can deliver huge cost savings while improving quality and time to hire. Posted in News archive on 12 Apr 2018 Company Profile eploy View profile » There are many e-recruitment options with varying degrees of capability available to in-house recruiters that fit a variety of needs. In the annual survey by The Firm of their members, the top 3 recruitment priorities for in-house recruiters had been reshuffled this year and were cited as: EVP and employer brand (44%) Direct sourcing (43%) Building talent pools for future hires (38%) There are also concerns surrounding gender diversity, coping with volume hires in a way that decreases the time to hire and keeping pace with technological change. So, lots to think about. To help you in deploying a successful strategy and fit for purpose ATS/E-recruitment software solution, consider these 5 points before investing in a solution that will deliver a return on investment and address your existing and future recruitment challenges. Youll also find a quick reference guide below with extra resources and e-books on related content. 1. The Heart of E-Recruitment Understanding the relationship between time, cost and quality should be at the heart of your e-recruitment strategy. If your e-recruitment platform (or spreadsheets) cannot easily assist you with this challenge and deliver a return on investment, then chances are it needs replacing. 2. Talent Pool Strategy Talent pools a key part of any recruiting strategy but often under-utilised. How will you nurture and convert your passive talent pools into great new hires? Do you have the tools that will automatically convert a candidates CV into their candidate profile and tag them with relevant skills automatically gleaned from their information? What is your communication plan for nurturing candidates (which then leads to other considerations such as relevant communications, candidate consent as part of GDPR* and tracking candidate conversations). 3. Recruitment Stakeholders How will you facilitate collaboration with key recruitment stakeholders such as hiring managers and external vendors? Make sure they can rapidly adopt a new system and are able to follow the recruitment process. A good starting point is to consider functional requirements for core users and other stakeholders walkthrough the workflow process. 4. Recruitment Workflows Recruitment Workflows dictate exactly where and what you can do to progress candidates and applicants towards filling your vacancies. From pre-screening and resourcing points, reviews or assessments to interviews, offers and inductions, at each stage having complete control over your recruitment and applications workflows are essential for modern recruiting. Check you can configure each workflow stage exactly to your way of working. Sometimes its easier to ask yourself what problems do we encounter that can identify any inefficiencies to address. 5. Careers Website Can your careers website seamlessly be integrated with your recruitment solution to support your recruitment and talent management initiative fully? Career websites should communicate your employer brand and be a solid platform for direct candidate sourcing, especially when combined with regular, valuable careers content (*see the 2017 UK Candidate Attraction Report for the detailed summary of these findings). Consider the impact of using dynamic content to personalise a candidates experience based on visitor preferences that automatically adapts to user signals and makes the process of finding and applying for your jobs a breeze. And finally, with all best intentions and careful planning what happens when things you have not considered are later discovered to be a key part of your strategy? Have a back-up plan and make sure your chosen online recruitment provider can work with you to deploy a successful strategy. Shortcuts to extra resources * The Firm Network Survey of recruiting trends * Planning and deploying a e-recruitment strategy Free ebook * 2017 Candidate Attraction Report Free report and in-depth analysis of candidate attraction strategies * Careers Site Design Guide Build including example pages & case study * The GDPR and Your Candidates Rights Free ebook on aspects of GDPR and recruitment There are bound to be many more priorities you have such as dashboard and analytics reporting, cloud-based requirements, data security, GDPR compliance and how to incorporate the latest responsive web design. Hopefully, this has given you some areas to think about, and the extra resources help to shape or revisit your in-house recruitment strategy. If you have any specific questions about how to change the way you recruit then do get in touch.
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Workplace happiness - comment from totaljobs
April-12-2018 - onrec.com
Comment by Lynn Cahillane, Jobs Expert at totaljobs: Posted in Opinion on 12 Apr 2018 Company Profile Totaljobs View profile » We found that only 8% of senior business decision makers feel they are given enough support to help employees with mental health issues and the CIPDs report further emphasises the struggles of many in the UK workforce. This shocking statistic further demonstrates the need for mental health and overall workplace happiness to be taken more seriously by senior management teams. In order to maintain a healthy and productive workforce, changes such as introducing flexible working (44%) and encouraging regular breaks (28%) are gradually emerging, which illustrates how companies are beginning to make changes in this area. There is a lot more work to do to improve mental health and wellbeing services at work, and we are looking forward to seeing how companies respond to this need as mental health moves up our topical work agenda.
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A changing labour market and disparity between types of employment may be affecting job opportunities
April-12-2018 - onrec.com
The UKs changing labour market and the relationship between employer and employee is causing wide-spread confusion and may even be affecting peoples employment opportunities, says Lee Hamilton, a partner at leading accounting, tax and advisory practice Blick Rothenberg. Posted in News archive on 12 Apr 2018 Lee said: The changing labour market, the way people wish to work, the current disparity between employment law and tax law and the complexity of these rules is causing confusion for both employers and employees. The differences between the tax rules and NIC rules add an extra dimension to the confusion. The problem is that thousands of companies, and indeed potential employees, just don't know how they stand in terms of their employment obligations and rights and the tax that they will have to pay on their earnings, said Lee. There have been recent cases involving Uber drivers, CitySprint and Pimlico plumbers. Lee gave an example of Uber where, in late 2017, the Employment Appeal Tribunal upheld the view of an earlier tribunal that drivers should be considered as workers giving them certain statutory rights such as the right to a minimum wage and holiday pay. However, the definition of worker means that the drivers are neither employed or self-employed for employment law purposes and may or may not be self-employed for employment tax purposes (since the rules for tax are different and considered separately). Lee explained: As the Uber case has demonstrated, the law is not clear when it comes to an individuals employment status. Moreover, an individuals status for employment law purposes i.e. which is important for determining their employment rights is determined independently from their status for tax purposes. So, whilst workers may appear to satisfy the criteria to be considered self-employed for tax purposes, this is not necessarily so and each case will need to be considered. It all makes for confusion and in many cases probably means that a potential employer will think twice about getting into a minefield about someones status and how to deal with it. Lee warned that the situation is not getting any better because of the changing labour market which now included gig economy workers, platform workers, those who want to work on short term contracts, those who wished to work as self-employed, contractors and zero-hour contracts. He said: The fact of the matter is that all of this is not helping the general jobs market with commercial demands from employees who want flexible labour. Combine this with complex tax rules that demand a different tax treatment depending on whether an individual is engaged directly, via an agency, via their own personal services company (e.g. as in the recent BBC case) or a managed service company, and you have a recipe for chaos and confusion. The government are looking at this and currently and have asked for comment on a consultative document (comments to be provided by 1 June 2018) which is likely to result in new legislation. He added: To provide clarity to both employers and employees, the government needs to better align the rules for employment law and employment tax and should make them much simpler. This is essential to maintaining a flexible and compliant labour market and avoiding many years of time consuming and costly litigation. www.blickrothenberg.com
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Carpetright and Toys R Us axe jobs in High Street bloodbath
April-12-2018 - dailymail.co.uk
Carpetright is planning to close 92 stores, putting 300 workers at risk, while the remaining 75 Toys R Us shops will shut in the next two weeks with the loss of 2,054 jobs.
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Wawa has a secret menu hidden inside its stores
April-12-2018 - usatoday.com
Heres how to find it.
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Many state pension systems have huge funding gaps, liabilities, Pew report claims
April-12-2018 - usatoday.com
A public employee pension crisis for state governments has deepened to a record level even after nearly nine years of economic recovery for the nation, according to a Pew study released Thursday.
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DAILY BRIEFING: Co-op boss lands £2m in pay after only ten months in the job
April-12-2018 - dailymail.co.uk
Steve Murrells started on March 1 last year, and £1.2million of his earnings came in bonuses.
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Survey Reveals Graduates Biggest Concerns
April-12-2018 - onrec.com
Graduates today dont have it all that easy they have at least £27,000 in student loans looming over their heads, the job market is fiercely competitive, renting a place to live is costly and buying property is near impossible. Posted in News archive on 12 Apr 2018 Company Profile Inspiring Interns View profile » As a result, we were interested in finding out what worries graduates the most about their futures. We surveyed 1,200 graduates about what they are most worried about, as well as what the most important factors are when looking for a new role. Results We found graduates biggest worries were: 33% cited not having a rewarding job as what worries them most in their future. 29% responded with struggling with work-life balance 25% responded being unable to afford things they want in life as their biggest worry. Followed by fitting family around their career (7%), other (3%) and a lucky minority who responded I dont worry about anything (3%). Rewarding and work variety Long gone are the days of working one job for your whole life and then retiring. Nowadays, young people get stick for switching jobs too quickly, otherwise known as job hopping and get stereotyped as floaty and easily bored. However, with tuition fees higher than theyve ever been before, it is understandable that grads want a rewarding, enjoyable job that they are passionate about. Graduates use job-hopping to build up and develop experience, learn new skills and decide what is important to them in a career. Research from Small business found that two thirds of employers actually said that job hopping is good for your career with 42% saying they would be more likely to hire someone who has retrained or made a career change than someone who hasnt, as this allows them to pick up a diverse number of skills which are important to jobs today. Our survey found that the majority of respondents (33%) reported that the opportunity to progress in a role as the most important factor in a new role Job variety was reported as the second most important factor in a role, at 31% This points to the fact that graduates are looking for roles they can progress in, and if this is not the case, this is when job hopping occurs. Job variety was also reported as a very important factor in new jobs. Robert Walters found that Millennials want more than just a job with 68% reporting that a role with growth is the most important factor and motivator in staying at a job. Work/life balance & flexible working Our research demonstrated that maintaining a healthy work-life balance is very important to fresh grads, with 18% of graduates chose flexi-time as one of their most important factors in a new job. Nine to five is becoming less common. We also have more flexibility around when and how we work more companies are allowing employees to choose their hours and some allow remote working. Despite this, research has demonstrated we are working longer hours than we did in the past and there is more expectation to work overtime This has led to many struggling with work-life balance. A study by EY found that nearly a third of young people said that managing their family, personal responsibilities and work has become more difficult in the past 5 years. According to the 2016 Millennial Survey by Deloitte, 16.8% of Millennials evaluate career opportunities by good work-life balance. Many employers are already taking this in mind with 53% of those surveyed by Certes said they currently have some form of flexible working. Matt Hamish, 22 comments: I work long hours as a business analyst, so its important to me to have a bit of flexibility. I prefer to come in earlier and finish earlier, but many of my colleagues are late risers and so start later. I can also do 3 days working from home a month. It makes you feel valued when your employer cares about your work-life balance. All in all, it appears that having a rewarding and progressive career is of upmost importance to graduates. However, they dont want to burn out in their careers citing flexibility as very important. www.inspiringinterns.com
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UK employers failing to prepare staff for automation
April-12-2018 - onrec.com
UK employees arent being equipped with the skills required by an automated workplace, according to a new study from ADP. The findings reveal that despite a third (32%) of workers believing their job will be automated within 10 years and one in ten (10%) predicting it will happen in two, half of those affected (49%) say their employer isnt preparing to reskill them for the new world of work. Posted in News archive on 12 Apr 2018 A third of UK workers (32%) believe their job will be automated in the next decade One in ten (10%) believe a robot will take their job within two years Yet half (49%) say their employer isnt preparing to retrain and upskill them UK employees arent being equipped with the skills required by an automated workplace, according to a new study from ADP. The findings reveal that despite a third (32%) of workers believing their job will be automated within 10 years and one in ten (10%) predicting it will happen in two, half of those affected (49%) say their employer isnt preparing to reskill them for the new world of work. ADP surveyed 1,300 UK working adults across the country as part of The Workforce View in Europe 2018 , which gives a snapshot of employees views about their jobs, workplace and career plans. The findings indicate that thousands of workers are worried about the prospect of mass automation and how this will impact their own career prospects if they arent prepared with the right skills. Concerns are greatest amongst younger workers, with nearly half (46%) of those between the ages of 16 and 35 believing their role will be replaced by a machine in the next ten years. The brunt of automation is also focused on London, with 46% of workers in the Capital worrying about the rise of the robots, significantly higher than the national average. Certain industries also feel more under threat from technological disruption, with nearly two thirds (61%) of those in IT and telecoms saying their role will be redundant in ten years, along with half (52%) of those in financial services. However, on the plus side, these sectors are also more likely to be upskilling their staff, compared to other industries (60% and 40% respectively). Automation may seem like an issue for future generations, but our findings show that machines could replace thousands of employees in as few as five years, commented Jeff Phipps, Managing Director at ADP UK. Artificial intelligence and robotics are progressing at such a pace that machines will soon have the capability to do the job of humans in a whole range of professions and industries. And while this might be good for efficiency and productivity, it could leave thousands facing redundancy and change the face of the workplace forever. However, the fear is often worse than the reality. More robots in the workplace wont mean all humans become obsolete, as new and maybe better jobs will be created, while other roles will change considerably. By starting to upskill and retrain workers now, employers can ensure they and their employees are as ready as possible to work side-by-side with the machines. Thats why it is so important for companies to look to provide greater clarity on what their workplace will look like with more automation, highlighting the opportunities that will arise.
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Dealing with debt: Understanding wage garnishment and how to avoid it
April-12-2018 - usatoday.com
Wage garnishment can occur for many reasons, so its important to understand exactly what it is, and which unpaid debts can leave you subject to wage garnishment. It is a last-ditch effort for creditors to collect on a debt by hitting the consumer in the paycheck.
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Workday continues European growth with Italy launch
April-12-2018 - onrec.com
Workday, Inc., a leader in enterprise cloud applications for finance and human resources, today announced it is expanding its operations into Italy with the opening of a new office in Milan. Services partners that currently support existing local customers are ready to assist new Workday deployments in Italy. Posted in News archive on 12 Apr 2018 Workday started in 2005 with a clean sheet of paper in the cloud and a disruptive idea: to put people at the centre of enterprise software. Today, the company has more than 2,100 customers globally that have selected Workday for unique benefits including: A Commitment to customer satisfaction Seventy percent of Workdays rapidly-growing customer communityranging from midsized businesses to Fortune 50 enterprisesare live. Because of this intensive focus on customer success, Workday has consistently achieved an industry-leading customer satisfaction rating over 95 percent, with a 98 percent customer satisfaction rating this year. One unified system With Workday, organisations have a single system to streamline their finance and HR operational processes and create a more engaging experience for their employees. Workdays unified suite of products empowers customers with the only cloud system to plan, execute, and analyse their business through one secure environment. A highly engaged community New customers will join over 450 global organisations that are successfully deployed and using Workday in Italy, including AstraZeneca, Rolls-Royce, Roquette, Sanofi, and Italian-headquartered YOOX Net-A-Porter. As part of Workdays collaborative community, customers have the opportunity to share ideas and best practices, and actively engage product teams on the next innovations . With the new office opening, Workday now has a presence in 15 countries across EMEA, including Austria, Belgium, Denmark, Finland, France, Germany, Ireland, Italy, Netherlands, Norway, South Africa, Spain, Sweden, Switzerland, and the UK, as well as regional data centres in Dublin and Amsterdam. The company has more than 1,400 employees across EMEA. Comments on the news As a multinational company, we wanted to create one global people management system, enabling our business leaders to work with a single source of truth about the workforce, said Laura Bruno, HR director, Italy and Malta, Sanofi. Workday is transforming the way people work in HR and improving how employees and managers interact on HR matters. Critically, the continuous innovation that comes from the Workday community means that Workday is not only a partner today, but for the future. We are excited to see Workday expand its operations into Italy as we continue on our journey together. We are honoured that 175 of the Fortune 500 already use Workday, and we have more than 450 global companies in Italy gaining value from their Workday experience, said Gonzalo Benedit, president, EMEA and APJ, Workday. We are ready to help more organisations in Italy drive their business transformationswith one unified system for financial management and HCM that is easy to use, quick to deploy, and ready to support future growth.
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It pays to stay: workers who spend 2 to 3 years in first job earn higher salaries over career
April-12-2018 - onrec.com
Workers who spend between 2-3 years in their first jobs earn higher average salaries over the course of their careers, suggesting a salary premium for staying put within a first role, according to new research by job search-engine Adzuna. Posted in News archive on 12 Apr 2018 Company Profile Adzuna View profile » Workers should stay in their first role for 2-3 years to hit the salary sweet spot, with pay averaging £37,800 for employees who have done so By comparison, workers who leave their first job within a year earn just £33k, meaning £4k less a year on average North East employees are the most loyal, staying in their first position for an average of 3.1 years, while Londoners are the flakiest employees, staying just 2.1 years in first job Women stay in first job for shorter stint than men, averaging 3.2 years, as opposed to men at 3.9 years, within a first position University graduates also switch to second job more quickly, moving on after 3.0 years, while those with no degree stay in their first role for an average of 3.9 years Huge decline in average time spent in first job, with millennials entering the workforce since 2010 staying on average just 1.1 years, compared with up to 5.7 years for those starting work in the 1960s Workers who spend between 2-3 years in their first jobs earn higher average salaries over the course of their careers, suggesting a salary premium for staying put within a first role, according to new research by job search-engine Adzuna . The study, based on analysis of 50,000 jobseeker CVs, analysed the earning potential of workers across the UK based on length of tenure in their first position, showing the pay premium on offer for staying put in a first job and revealing the optimum time to move on to a second position. A little loyalty does give workers a long-term leg-up the salary rankings according to the findings, with workers who spent between 2 and 3 years in their first role earning an average of £37,800 per annum, and those who stuck to a first role for between 3 and 4 years averaging £37,100. Meanwhile flakey first-jobbers switching positions within twelve months of starting work average earnings of just £33,000, around £4k less per year, suggesting some employers may frown on mercenary job-switching, and that this may hold back long-term pay prospects. However, loyalty beyond the first few years doesnt pay: workers with an average first job tenure of 4 years or more are paid an average of £35,500, £2k less than those switching earlier. This makes 2 to 3 years within a first role the salary sweet spot for new workers, beyond which the rewards on offer for staying put decrease. Northerners make most loyal employees while Southerners switch jobs more often The data also reveals a North-South divide in employee loyalty, with Northerners tending to stay put in a first role for longer. The North East is the most loyal region, with an average first-job tenure of 3.1 years, followed by Yorkshire The Humber (2.8 years) and the North West (2.7 years). Londoners are the least loyal, staying in a first role for just 2.1 years on average, followed by workers in Northern Ireland (2.3 years) and Scotland (2.5 years). Differences are also visible between the sexes, with men tending to stay put in a first role for longer than women, at 3.9 years compared to 3.2 years. Similarly, employees who went into the workforce straight from school show more loyalty than those with a degree, averaging 3.9 years in a first role compared to 3.0 years for university graduates. Adding these traits together suggests that male non-graduates in the North East make the most loyal employees, while London female graduates the least. Generational change in attitudes to switching jobs The stats also show a huge decline in the average time people stay in a first position. Millennials are now staying in their first job for a fifth of the time the baby boomers spent when entering the workforce, suggesting changing generational attitudes to switching between jobs to climb the career ladder. Workers who started their career in the 1960s stayed an average of 5.7 years in their first role, while those joining the workforce in the 1970s spent 5.1 years in a first position. This has since fallen significantly, with those starting a career in the 2000s staying just 2.2 years before changing employer. Recent years have seen the average first-job tenure reduce further, halving to just 1.1 years for those beginning work between 2010 and 2015. Andrew Hunter, co-founder of Adzuna, comments: Switching jobs to climb the career ladder may be tempting for ambitious young workers, but patience comes with a premium. Workers who show staying power by sticking to a first role for a few years end up earning more than their flightier colleagues. Yo-yoing through a career by changing jobs often can be viewed negatively, and could harm pay prospects in the long-run. Instead, showing a little loyalty pays dividends. Workers are spending shorter and shorter periods within a first role, with each generation moving on more quickly then its predecessor. It used to be the norm to stay with one company for life, but now it is becoming commonplace to switch between industries and companies multiple times throughout a career. In part, the post-recession trend for shorter stints in a first job reflects the tougher jobs market. Employers have a tighter grip on their purse strings, which is forcing many workers to go elsewhere for a pay rise. In many cases, switching jobs quickly is a necessity, not a choice. Table 1: Does it Pay to Stay? Years in first position Average salary 0 to 1 £33,000 1 to 2 £36,500 2 to 3 £37,800 3 to 4 £37,100 4+ £35,500 Table 2: Average Length of First Position - By Region Region Years in first position North East 3.1 Yorkshire & Humber 2.8 North West 2.7 East Anglia 2.7 East Midlands 2.6 South East 2.6 Wales 2.6 South West 2.5 West Midlands 2.5 Scotland 2.5 Northern Ireland 2.3 London 2.1 Table 3: Average Length of First Position - By Date Entering Workforce Decade joined the workforce Years in first position 1960s 5.7 1970s 5.1 1980s 4.4 1990s 3.4 2000s 2.2 2010 - 2015 1.1
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Brexit: ´Bonfire of rules´ mean more costs than benefits, CBI says
April-11-2018 - bbc.com
The employers' group says the economy will suffer if Britain diverges too far from existing EU regulations.
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Littlewoods owner Shop Direct puts 2,000 jobs at risk
April-11-2018 - bbc.com
Shop Direct, one of the UK's largest online retailers, plans to close three warehouses.
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The core traits of career success
April-11-2018 - sciencemag.org
Our columnist describes the handful of qualities that successful scientists share
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Cosby lawyers suggest accuser testified against him to help career
April-11-2018 - reuters.com
NORRISTOWN, Pa. (Reuters) - Bill Cosby's defense team on Wednesday questioned the motives of a witness who says the comedian drugged her for four days in 1984 and sexually molested her, asking...
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Family of Tesla crash driver hires law firm, questions autopilot
April-11-2018 - reuters.com
(Reuters) - The family of a driver killed in a Tesla car crash has hired law firm Minami Tamaki LLP to explore legal options, the law firm said on Wednesday, adding that the Autopilot feature in the electric carmaker's vehicle probably caused his death.
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Mulvaney insists consumer watchdog is still doing its job
April-11-2018 - abcnews.com
Republicans praise Mick Mulvaney's leadership at the nation's consumer financial watchdog, while Democrats express alarm on concerns that he's done more to protect financial companies than consumers
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The Other Side of Diversity
April-11-2018 - workforce.com
Workplace diversity has two sides. One side says that employers cannot discriminate against minorities. The other says that employers cannot discriminate against non-minorities in favor of minorities. Some people call this reverse discrimination. I just call it discrimination. For example, Title VII does not define African American or men as protected classes; it merely says race and sex. Thus, if you discriminate... The post The Other Side of Diversity appeared first on Workforce Magazine .
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Smith Named Executive Director of Oklahoma Workers Comp Commission
April-11-2018 - insurancejournal.com
Hopper Smith has been hired as executive director of the Oklahoma Workers Compensation Commission (WCC). Smith, a retired Brigadier General, will begin serving in the post on May 1. Smith succeeds interim Executive Director Patricia Sommer who assumed the role
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FEMA Criticized for Suppliers Not Delivering Hurricane Aid as Promised
April-11-2018 - insurancejournal.com
The Federal Emergency Management Agency awarded contracts for hurricane supplies without adequately researching whether winning bidders could deliver what they promised, according to a new investigation by Democrats on a Senate oversight committee. The investigation followed disclosures by The Associated
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Massachusetts Auto Auction Where Five Died Assessed $200K in Penalties
April-11-2018 - insurancejournal.com
Federal workplace safety regulators say a Massachusetts auto auction where five people died when a vehicle careened into a crowd last May has agreed to pay $200,000 in penalties. The U.S. Department of Labors Occupational Safety and Health Administration announced
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Court Rules Employers Cannot Use Salary History to Justify Gender Wage Gap
April-11-2018 - insurancejournal.com
A U.S. appeals court on Monday ruled employers cannot use workers salary histories to justify gender-based pay disparities, saying that would perpetuate a wage gap that is an embarrassing reality of our economy. An 11-judge panel of the San Francisco-based
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These tax breaks are vanishing: Grab them while you can
April-11-2018 - usatoday.com
Disappearing tax breaks include tax prep costs, investment fees and unreimbursed employee expenses.
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Young workers shun London jobs and head North as growth picks up
April-11-2018 - dailymail.co.uk
White-collar recruitment firm Robert Walters said that redevelopment in big cities such as Manchester (pictured) means many are choosing to have a career away from the capital.
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Paññã Launches First Foolproof Web Video Interview Hiring Platform
April-11-2018 - onrec.com
Integrated with AI, pre-built custom questions and interview percentile score rankings, to help recruiters filter authentic candidates from plagiarized resume applicants. Posted in Launch on 11 Apr 2018 Company Profile Paññã View profile » Paññã (Panya) announces the official launch of their hiring and recruitment web video conference platform, with $500k angel seed funding and millions of dollars injected from Paññãs holding company, mroads . Beta clients include Intuit, iCIMS, MobiTV, University of Texas (Dallas) and Anuta Networks. In a hiring environment where recruiters are inundated by fabricated resumes and spending excessive hours sourcing top talent, Paññãs model gives hirers the platform to set up face-to-face real-time, scheduled or candidate one-way video interviews. All videos are recorded, for interviewers to review at any time, with no downloads required. Helping simplify and speed up the applicant screening process, recruiters and hiring agents can utilize Paññãs pre-built questions and AI technology or create custom questions on multiple topics. They can view candidates real-time Q As to assess if written answers are correct, helping to determine proficiency without manual checking. Each recorded interview shows if the applicant visited 3 rd party websites or programs to copy answers, alongside the time spent answering each question, aiding HRs in filtering suspect interviewees. The videos are stored in the clients Paññã account whereby recruiters can view candidate score rankings, with sliding percentage filters to compare applicants applying for the same role. This can also be sorted by applicants applying for different positions based on Q A scores, giving hirers the full picture on whether candidates are more suited to an alternate role while eliminating skill-set mismatches. As the questions are based on difficulty, Paññãs AI automatically generates easier next-step questions if a candidate is unable to correctly answer a prior question. The same technology applies for applicants that breeze through each harder question, helping recruiters in placing potentials in either more junior roles theyre looking to fill, or elevate the candidate to a senior position that the applicant is more suited to. With time-effective flexibility, HRs can edit or add new pre-built or custom questions for follow up interviews and also invite one or multiple applicants using prior created Q&As. Other video features include IM Chat, adding resumes in real time, sharing the screen with colleagues and note-taking as a powerful memory reminder about each prospect. As co-founder Rahul Kukreti clarifies, With the current hiring process, recruiters are spending thousands of hours manually screening interviewees, as they dont have the technology or resources to correctly fill positions more effectively. Were also accounting that resumes dont always tell the true story, by either inauthentic applicants or promising candidates with poor SEO keywords. We saw the video conferencing industry as predominantly ideal for meetings and social interactions, yet Paññã addresses a gaping, untapped hole in the hiring arena. And Paññãs beta testing proof of concept has confirmed time-to-interview showing a reduction by 40% while interview-to-hire has improved by 50%.
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New gamified ability tests are the first to appeal to both recruiters and candidates
April-11-2018 - onrec.com
The worlds first ability assessments that are designed to meet the conflicting needs of recruiters and candidates have been launched by assessment specialist cut-e. Posted in News archive on 11 Apr 2018 Company Profile cut-e View profile » smartPredict is a suite of validated psychometric assessments that have been enhanced with game-style challenges, to make them engaging for candidates. Covering job-related abilities, including logical, spatial and numerical reasoning, they can be used as part of the recruitment process for any position. However, the suite is particularly targeted at early career roles involving millennial applicants. Recruiters and candidates have vastly different needs when it comes to assessment, said Dr Achim Preuss, Chief Technology Officer at cut-e. Recruiters want rigorous, objective and evidence-based assessments that will measure job-relevant capabilities. They want to identify individuals in their applicant pool who match the requirements of the role. On the other hand, candidates want an engaging assessment experience that will hold their attention. Unlike game-based assessments, which primarily appeal to candidates, our new suite is the first to meet the needs of both audiences. cut-es new smartPredict suite currently comprises four assessments: switchChallenge measures logical reasoning; digitChallenge measures numeracy; motionChallenge measures planning capability and gridChallenge measures executive attention. Each lasts 6-15 minutes and involves time-constrained tasks that must be solved to unlock the next level. Introductory example sequences are provided for each challenge. cut-e plans to add additional assessments into the suite in the near future. When choosing an assessment, you should first look for scientific evidence that it will actually predict performance in the role and measure what it claims to assess, said Dr Preuss. Then you should consider whether it will appeal to candidates. We developed our new smartPredict suite after conducting extensive research into what is - and isnt - engaging when it comes to gamification. cut-e recently surveyed 540 international, millennial job applicants to identify what aspects of gamification can and should be included to enhance the assessment experience. We found that candidates like completing interactive challenges that unlock different levels, said Dr Preuss. They like receiving immediate feedback and they want to feel that theyre being taken seriously by the organisation. However, anything that identifies too strongly as a game is seen as inappropriate and unprofessional. In other words, certain aspects of gamification are beneficial. But if you use the wrong kind of gamification in your assessments, good candidates may drop out of your selection process. cut-es new smartPredict suite is available in 25 languages. The assessments are purpose-designed for use on all types of mobile devices and computers. To prevent cheating, individual tests are generated for every participant. The suite can be seamlessly integrated into existing recruitment workflow systems. A range of reporting options are available. A video showing the four challenges in the smartPredict suite is available at www.cut-e.com/smartpredict
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How To Make Pre Employment Business Skills Testing Simpler And More Effective
April-11-2018 - onrec.com
Hands up anyone who has never made a mistake when recruiting new staff? Posted in News archive on 11 Apr 2018 Company Profile Recruitment-Assessment View profile » If you are like many of our clients who want to use business skills testing software to help identify and validate candidates then you need to read on Here Is The Deal We recently launched a new service called Fyrtio - a simple but powerful packaged business skills testing solution. The response has been extraordinary with many citing its ease of use as a game changer and highlighted a number of the new services feature such as: it is the most straightforward way for HR specialists to test candidates. It utilises all the sophistication of the eSkill larger solutions but provides it in an easy to use format. Fyrtio can act as a complete test centre with more than 40 different tests, each one is a unique combination of topics and skill levels. Fyrtio is a new business ability testing solution from the leading online skills testing providers eSkill and is only available in the UK. Here Is How It Works If we take one of our most popular assessments Excel Plus as a typical example. The test comprises 40 questions, a balanced mixture of Excel Simulation, Numerical Proof Reading, Data Checking and Numerical Reasoning. It is available at three different skill levels: Beginner Intermediate, Intermediate Advanced or Advanced & Expert with a 40-minute time limit. Just select the skill level you need and how many credits you require to start and you can top them up as and when you need to. Select the test that you want the candidates to take, send them the link as soon as they have completed the test the detailed results come immediately to your inbox. At the end of the process you will see an overall score for the candidate. This is further broken down into a score for each topic area, how each individual question was answered, and the time taken to answer each question. Now I am sure that this is of interest to and if so we would love to chat it through with you. Please take the next step and contact us here or talk to us at 0845-8400123 or sales@eskill.co.uk More details are here https://recruitment-assessment.co.uk/fyrtio/ And Heres Some Even Better News! We are currently with a launch phase for Fyrtio to at the moment we are able to waive the £150 Set Up Fee. We are not sure how long this offer is going to last so take the first step and find out more today.
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Poor company culture is costing the UK economy £23.6 billion per year
April-11-2018 - onrec.com
breatheHR launches The Culture Economy report revealing a third of Brits (34%) who quit their job, did so because of company culture Posted in News archive on 11 Apr 2018 Company Profile breatheHR View profile » breatheHR , HR software provider for SMEs, reveals the cost of bad company culture: a staggering £23.6 billion per year. The report, The Culture Economy , found a third of British employees quit their jobs due to bad workplace culture (34%). Despite this, breatheHR found over half of SME leaders (60%) consider company culture as a nice to have in their business. This mindset has far-reaching knock-on effects. According to the Chartered Management Institute , effective leadership could improve Britains productivity by 23%. However, with over half (53%) of employees surveyed by breatheHR who distrust their senior management, thinking their bosses didnt appear to know what they were doing, there is some work to be done. In addition, the survey revealed three-quarters (75%) of time-strapped SME decision makers are satisfied with their business productivity and one in five (22%) dont measure business productivity at all. Jonathan Richards, CEO and founder, at breatheHR comments: Culture isnt a soft option. It has a clear impact not just on business success, but on the economy and our society. This includes productivity, an area many SMEs struggle with and dont have the time to dedicate to it. However, one way to boost productivity levels is improving management quality and giving employees autonomy and purpose, as our report reveals. All of which validates the fact that businesses are now operating in a culture economy, and small businesses who fail to realise this wont last long. Other key findings: Wider impacts of a positive work culture SME decision makers stated positive culture led to: improved morale and relationships (50%); employees going the extra mile (44%); better customer service and satisfaction (43%); improved individual performance and productivity (43%) and reduced employee turnover (35%) Trust in business leaders a fifth of workers (20%) dont trust their senior management. Of these, the main reasons for distrust was because: they dont feel supported by them (59%); they dont appear to know what theyre doing (53%); theyre not transparent (45%), they play too much office politics (41%) and are self-centred (41%) Generational differences interestingly, the highest levels of trust in leaders and management were amongst young people 18-34-year olds (63%) and the lowest was among 35-54-year olds (56%) Engaged and focused Brits three-quarters (76%) of the UK workforce are engaged and focused at work, compared to 8% who admit they arent Patrick Woodman, head of research for the Chartered Management Institute , said: As this timely report shows, a strong, inclusive company culture is essential for long-term business performance. The tone is set from the top, so management and leadership play a crucial role and creating the conditions for workers to thrive. In particular, transparency and communication are vital for building trust and engendering a sense of purpose among staff. The top three things every manager should start to do are share their thinking with their team, admit to their mistakes and uphold their company values. Employers must also recognise the pivotal role played by managers at the heart of their organisations, and support and develop them to succeed. Richards continues: Our results also uncover a trust epidemic happening across UK businesses. Again, this is fuelled by poor workplace cultures plaguing SMEs, resulting in them losing their top talent. Although there are many small businesses with fantastic and inspiring cultures, over half of them still dont value its importance this is largely due to time constraints. As such, weve alleviated some of the work by creating a culture plan and recommendations to follow. Its time for those business owners to sit up and pay attention. After all, it makes business sense to do so. The full Culture Economy report is available here .
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Over-worked managers and under-supported staff casts a shadow over workforce happiness
April-11-2018 - onrec.com
CIPD launches first comprehensive measure of job quality in the UK Posted in Statistics and trends on 11 Apr 2018 Company Profile CIPD View profile » Two-thirds of workers (64%) are satisfied with their job overall, with just one in five (18%) dissatisfied. One in ten (11%) report regularly feeling miserable at work One in four workers (25%) feel their job negatively affects their mental health, while nearly a third (30%) say their workload is too much More than a quarter (28%) of senior leaders say that they find it difficult to fulfil personal commitments because of their job One in four workers (27%) say that their job does not offer good opportunities to develop their skills, jumping to two in five (43%) among unskilled and casual workers Amongst those in low-skilled jobs, more than a third (37%) say they have not received any training over the last year. The CIPD, the professional body for HR and people development, has today launched the UK Working Lives survey, which seeks to establish how good job quality is in the UK. This new and comprehensive annual survey looks at seven dimensions of job quality gathered from widespread research and measures how important each one is to people in work. Coming on the heels of the Governments commitment to measure job quality and the Taylor Review, the survey represents the first comprehensive measure of job quality in the UK, across the workforce at all levels, sectors and regions. Combining previous research on the factors that affect job quality with a 6,000 sample survey, representative of the whole UK workforce, the results show that while overall headline satisfaction with work and jobs is reasonable, there are significant numbers who feel differently, and importantly some major systemic issues with overwork, stress and a lack of training and development. The survey finds that two-thirds of workers (64%) say they are satisfied with their job, with just one in five (18%) dissatisfied. However, the survey helps to identify the key challenges for three main groups in the labour market, with those at the lower levels far less likely to have access to skills and training, and those in middle management feeling significantly squeezed by their workload. Stuck in low-skilled jobs Those further down the chain suffer from a lack of skills training and development opportunities. Among workers in low-skilled and casual work, more than a third (37%) have not received any training in the last 12 months, while two in five (43%) do not believe their job offers them good opportunities to develop their skills. This lack of development opportunities risks leaving workers stuck and unable to progress, and is not effectively developing or utilising their skills. Employers and the Government need to continue the renewed focus on supporting skills development in all types of work and for people beyond the age of 25, but also in the nature and design of jobs that help get the best out of people and show them progression paths for the future. Squeezed middle managers The survey finds a concerning trend among workers in middle management, which paints a picture of a group of people who have too much on their plate, which is having a detrimental effect on their well-being. Three in ten (28%) of these workers say their work has a negative effect on their mental health, while more than a third (35%) say they have too much work to do. When taken together, this is an unsustainable cocktail that employers need to address by placing a greater focus on well-being in the workplace. Addressing cultures of presenteeism and encouraging more flexible working are critical longer term challenges organisations need to address. Satisfied senior leaders The survey finds that those at the top of the workforce, in senior manager roles, are the most satisfied with their job, and interestingly feel less pressured than middle managers. The primary drawback in these jobs is work-life balance, with more than a quarter of senior leaders (28%) saying that they find it difficult to fulfil personal commitments because of their job. However, this group does have the greatest access to flexible working, with 60% of these workers having the option of working from home in normal working hours. Organisations also have to recognise that stress in the workplace typically flows down the business. Managing stress and better work-life balance from the top down is vital to healthy organisations and a culture of good work. Commenting, Peter Cheese, Chief Executive of the CIPD, said: The Government has been clear that it wants to improve job quality in the UK, but in order to create quality jobs you have to be able to know one when you see one. We have a record number of people in work, but we have to make sure that we have quality as well as quantity, and that means making sure every job is a good job. That is why we have undertaken the first comprehensive measure to help understand and clearly map job quality in the UK. Headline job satisfaction is reasonably strong, and that is to be welcomed. However, it is clearly lacking for many people, and that headline masks some serious structural issues in the UK labour market. Those in management positions are often overworked, which can not only lead to stress and poor mental health, but also means they are not able to manage their teams to the best of their ability. Stress in the workplace passes down, and combined with the concerning lack of training and development opportunities for those in low-skilled work, is a heady mix which needs to be better understood and addressed to enable better productivity and well-being across all organisations. With employment levels high, challenges remain around productivity, and so organisations have to prioritise working smarter, not just harder. We need to ensure that were designing our jobs flexibly and in ways that best utilise the skills of the workforce, implementing positive health and well-being strategies, and tackling workplace cultures of stress and giving voice and support to our people. Alongside that, we need to give those looking to develop their skills the ability to do so, through workplace learning and wider investment in skills development to make sure were making the most of all the talent that people have. The analysis of the seven dimensions that affect job quality also shows that improving the elements of work that most impact workers well-being has a greater effect on job quality than any of the other factors. The CIPD believes that organisations who are looking for the first step in improving job quality in their own workplaces would be wise to look at well-being as a starting point. Jonny Gifford, senior adviser for organisational behaviour at the CIPD, said: In terms of overall solutions, the message is clear: healthy workers are happy and productive workers. If theres one ultimate aim in job quality it should be to improve the well-being of our workers. We also need to look closely at the main factors that facilitate or get in the way of better quality jobs. More extensive training and development must be part of the solution, so workers can develop in their careers and feel more fulfilled in their work. There are also many things employers can do that make a real difference in particular, fostering better workplace relationships and giving employees voice and choice on aspects of their working lives. Other findings of the survey include: Almost half of the surveyed workers (45%) think that their pay is appropriate for what they do and 36% do not. Work is important to us: 59% would work even if they didnt need the money 80% of employees rate their relationship with their managers positively Nearly two thirds (63%) would like to reduce their hours The CIPD has recommended a number of solutions in order to help improve job quality: Employers should: Offer clear pathways for progression (e.g. apprenticeships and mentoring schemes to ensure all their workers have the opportunity to develop) Focus more on the design of jobs and work to ensure best use of skills and clearer progression paths Ensure that all employees have a meaningful voice in the organisation through both individual and collective channels, and via formal and informal mechanisms Increase the provision of flexible working practices across their workplace Monitor workloads and deadlines to ensure people arent feeling under excessive pressure at work Conduct a stress audit and direct resources to reduce or eliminate the sources of stress at work Signpost support services to all staff and consider offering an employer-funded support programme Adopt a clear approach to remote working and out-of-hours working and create a wider enabling culture where senior managers feel trusted and empowered to take ownership of their work. Government should: Introduce mid-life career MOTs and greater investment in careers advice, information and guidance Increase the quantity and quality of vocational education and training by reframing the Apprenticeship Levy as a more flexible training levy and ensuring that all the money raised is spent on adult skills and training Promote lifelong learning. Government should revisit the potential for personal learning accounts, but with greater scope for individual and employer co-investment and a much closer link with high-quality careers information, advice, and guidance Provide funding for better support for small firms at a local level to help them improve their people management and development practices. Small businesses often dont even have the basics of good people management practice in place and too many owner managers lack the time, resources or knowledge to improve how they manage and invest in their people Ensure the Health and Safety Executive has sufficient resources to encourage all employers to meet their existing legal duty to identify and manage the causes of work-related stress Continue to promote the measurement and understanding of good work, building the evidence, and integrating into the thinking of the Governments Industrial Strategy.
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Spring cleaning? Heres how to get rid of stubborn pet hair
April-11-2018 - usatoday.com
Dont let your pets ruin your home
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How to be a teenage tycoon
April-10-2018 - bbc.com
Four teenage entrepreneurs making millions explain how they did it and give us their top tips.
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Backpage.com sex advert website owners face charges
April-10-2018 - bbc.com
Several of Backpage.com's employees face charges of facilitating prostitution.
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Kroger´s hiring spree goes on, another 11K jobs this year
April-10-2018 - abcnews.com
Kroger to hire 11,000 people, up 1,000 from last year
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3 Ways to Create a More Human Workplace
April-10-2018 - workforce.com
Its official. Were in a talent war, and employees are no longer conscripted soldiers theyre volunteers. Theyre with their company because they want to be. Although its counterintuitive, companies need to stop focusing on recruitment. Instead, they should focus their efforts on creating the type of environment employees want to work for a more human workplace that embraces... The post 3 Ways to Create a More Human Workplace appeared first on Workforce Magazine .
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Assessing the Value of Financial Wellness for Your Employees
April-10-2018 - workforce.com
While financial wellness programs themselves are very important, how people can access it and improve their financial footing is also significant. The post Assessing the Value of Financial Wellness for Your Employees appeared first on Workforce Magazine .
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HDHPs, Wellness Programs Losing Luster as Employee Health Care Remedies
April-10-2018 - workforce.com
A recent study found that substantial wellness incentives and high-deductible health plans are not the quick fix to improving health care costs they were originally thought to be. Employers pinned their hopes on high-deductible health plans, but HDHPs only represent 30 percent of medical plans offered by employers, according to the 2018 Medical Trends and Observations Report released in early... The post HDHPs, Wellness Programs Losing Luster as Employee Health Care Remedies appeared first on Workforce Magazine .
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Auditors´ top appointments to be vetted
April-10-2018 - bbc.com
The firms that approve big companies' accounts will face more scrutiny when they recruit senior staff.
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Moodys Offers Software for Insurers Preparing for Reporting Standards IFRS 17
April-10-2018 - insurancejournal.com
Moodys Analytics has launched RiskIntegrity IFRS 17, a cloud-ready solution designed to help insurers report under International Financial Reporting Standard (IFRS) 17, the new standard governing insurance contracts. This new software will support insurers as they work to meet the
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Next Insurance to Offer Online Coverage for Handyman Professionals
April-10-2018 - insurancejournal.com
Next Insurance, a digital insurance company for small businesses, is now the preferred provider of insurance for members of the Association of Certified Handyman Professionals (ACHP), an organization for handyman professionals. Coverage will be offered directly through the ACHP website.
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House hunting? Heres how to win a bidding war for that hot property
April-10-2018 - usatoday.com
Bidding wars are now less the exception and more the rule, in this historically hot housing market. A record low supply of listings, coupled with extraordinarily high demand from the largest generation, mean fast-rising home prices and more people going after the hottest properties.
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Insider Q A: Equifaxs new CEO talks about rebuilding consumer trust
April-10-2018 - usatoday.com
Equifax announced last month that Mark Begor, a long-time financial industry executive, would take over as CEO of the company on April 16. Begor spoke to The Associated Press after the company announced they were hiring him.
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Travellers stranded as German workers strike over pay
April-10-2018 - usatoday.com
Hundreds of flights were cancelled at four German airports, including the biggest hub Frankfurt, on Tuesday as ground staff and other public sector workers staged walkouts across the country to increase the pressure in a pay dispute. Video provided by Reuters
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California Workers Comp Pure Premium Could be Lowered 7th Straight Time
April-10-2018 - insurancejournal.com
Hailing workers compensation reform in California as a big hit, the two top people at the Workers Compensation Insurance Rating Bureau explained why the WCIRB governing committee on Monday submitted a lower mid-year pure premium rate filing to the California
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Kroger to hire 11,000 supermarket workers, will also raise wages
April-10-2018 - usatoday.com
Kroger is hiring 11,000 workers and raising wages at a time when grocery is increasingly becoming a battleground among retail giants such as Walmart and Amazon
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Robert Walters celebrates a 17 per cent recruitment fee surge
April-10-2018 - dailymail.co.uk
Recruitment company Robert Walters enjoyed Q1 successes with a 17 per cent increase in recruitment fee revenue.
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How to remortgage your Help to Buy
April-10-2018 - dailymail.co.uk
While there were 23 lenders willing to provide a mortgage to those buying with the aid of a Help to Buy equity loan five years ago, just 10 lenders are prepared to accept a remortgage.
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Permanent placements growth remains sharp but temp billings rise at weaker pace
April-10-2018 - onrec.com
The IHS Markit/REC Report on Jobs published today provides the most comprehensive guide to the UK labour market, drawing on original survey data provided by recruitment consultancies. Posted in Statistics and trends on 10 Apr 2018 Company Profile REC View profile » Key points: Perm placements rise sharply, but temp billings growth eases to 13-month low Candidate availability declines at softest pace for a year Staff vacancies increase to weakest extent since December 2016 Summary: The IHS Markit/REC Report on Jobs published today provides the most comprehensive guide to the UK labour market, drawing on original survey data provided by recruitment consultancies. Growth in permanent placements outstrips that for temp billings March data signalled a further sharp increase in permanent staff placements across the UK, with the pace of expansion edging up fractionally since February. In contrast, temp billings expanded at the weakest pace for over a year. Demand for staff rises at softest pace for 15 months Staff vacancies continued to rise markedly at the end of the first quarter. This was despite growth of demand easing slightly to the lowest for 15 months, driven by a weaker upturn in temporary staff positions. Supply of candidates drops at weakest rate for a year Overall candidate availability continued to decline sharply during March, though the latest reduction was the weakest seen for one year. A softer drop in permanent candidate supply contrasted with a slightly quicker deterioration in short-term staff availability. Pay pressures remain marked Average starting salaries continued to increase sharply in March, despite the rate of inflation softening to a ten-month low. Pay for temporary/contract staff rose at the quickest pace since last September. Regional variation The upturn in permanent staff placements was once again led by the Midlands, though rates of growth were marked in all of the other four UK regions monitored by the survey. On a regional basis, Scotland recorded the sharpest rise in temp billings at the end of the first quarter. Growth was also sharp across the Midlands and the South of England, while modest upturns were registered in London and the North of England. Sector variation Staff vacancies continued to rise at sharper rates across the private sector compared to the public sector during March. In the private sector, marked rates of vacancy growth were signalled for both permanent and temporary workers. Vacancies for both permanent and short-term staff across the public sector rose at steeper rates compared to those seen in February. Engineering led the rankings for demand for permanent staff during March, closely followed by IT Computing. Nonetheless, permanent job vacancies also rose markedly across the remaining seven job categories. All job categories monitored by the survey signalled stronger demand for temporary/contract staff in March. Hotel & Catering saw the most pronounced increase in demand for short-term staff, followed by Blue Collar. REC director of policy Tom Hadley says: Permanent placements are growing month on month as demand for staff remains high. More people are entering employment, but it doesnt make up for the shortfall of candidates for many roles, from cyber security and aerospace through to sewing machinists and drivers. As a result, employers are increasing starting pay to draw candidates away from current roles into new positions. Growth in pay for temporary roles especially is accelerating. In hospitality, demand for temporary staff is really high, but businesses have had fewer applicants from the EU since the Brexit vote. Employers are working hard to make themselves attractive to UK nationals, but they will still need temporary roles to be filled by EU nationals post-Brexit and the government must allow for this. Candidates planning to move jobs have a strong chance of getting a pay rise. With inflation outstripping pay growth for over a year now, high pay offers will be tempting, as the pressure on starting salaries still isnt translating into pay rises for staff who stay put. Employers need to look at other means to keep staff, such as creating a good workplace culture and offering progression opportunities. Full reports and historical data from the Report on Jobs are available by subscription. Please contact economics@ihsmarkit.com
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9.7 million workers say their productivity is damaged by stress and anxiety caused by the workplace, with office workers worst affected
April-10-2018 - onrec.com
Research conducted by Canada Life Group Insurance has found that UK productivity is being severely impacted by stress and anxiety, with employers failing to provide adequate support. Posted in Statistics and trends on 10 Apr 2018 Three in ten (30%) workers say feeling anxious or stressed because of high workloads/pressure to perform regularly impacts their productivity at work Workers in cubicles (37%) and open plan offices (32%) are more regularly affected by workplace stress than those who work from home (17%) A quarter (23%) of staff say feeling their boss doesnt care about their health or wellbeing damages their productivity 77% of employees who are offered flexible working say it improves their productivity Research conducted by Canada Life Group Insurance has found that UK productivity is being severely impacted by stress and anxiety, with employers failing to provide adequate support. Three in ten (30%) workers, an estimated 9.7 million people, [1] say feeling anxious or stressed because of high workloads and pressure to perform regularly impacts their productivity at work. 24% say the same of stress caused by personal reasons. Are offices bad for productivity? Different workplace environments have varying effects on the wellbeing of workers. Employees in office environments are more likely to feel anxious or stressed because of work compared to those working from home (see table 1). Table 1: Office workers suffer more from workplace stress than those who work from home Office style % who feel anxious or stressed because of work Cubicle style 37% Open plan 32% Private office 31% Work from home 17% Nearly half (46%) of employees working from home said they arent regularly negatively impacted by issues such as feeling anxious or stressed, tired or ill compared to less than a fifth (18%) of employees working in a cubicle style office and 27% in an open plan office. Offering flexible working arrangements to reduce stress may help boost productivity. Of those who are offered flexible working, three quarters (77%) say it improves their productivity. However, many employers still dont acknowledge the positive impact of flexible working, with 20% of workers saying their boss doesnt allow it. Lack of health and wellbeing support from employers A lack of engagement between employers and employees on how to improve wellbeing is causing productivity issues in the workplace. Almost half (45%) of employees say their employer does not know how to improve productivity, but a quarter (25%) of employees say that helpful employee benefits and perks would have the most positive impact on their productivity at work. Staff say feeling their employer does not care about their health or wellbeing also damages productivity (23%). There is a clear lack of support on health and wellbeing issues - only 16% receive information from their employer on how to improve their health. Over half (54%) say their employer does not provide any protection products or services to support their health and wellbeing. Only a quarter (26%) believe their employer records sickness absence in terms of productivity. Paul Avis, Marketing Director of Canada Life Group Insurance, comments: It is important to keep in mind that not everybody operates in the same way and being flexible with your staff can often mean creating a better working environment and increased engagement. For example, flexible working not only has the benefit of improving work-life balance but can also have a positive influence on overall employee health. People want to give their best, but we are all leading increasingly busy and always-on lives. Allowing employees to fit in time to exercise, drop off and collect their children from school or start/finish earlier or later can make an enormous difference to productivity. It also demonstrates that employers care about their staff and are prepared to move beyond a one-size-fits-all approach to ensure employees work at their best, which can only be a good thing for companies. With a quarter of staff saying employee benefits and perks would have the most positive impact on their productivity, employers need to ensure they are supporting staff not only via flexible working but also their corporate benefits package. Employee Assistance Programmes (EAPs), often provided as part of Group Income Protection products, provide specific help if an employee is struggling with issues at work (e.g. stress, problems with other employees) or in their personal lives (e.g. debt or finding childcare/eldercare). Ensuring employees have access to a range of protection solutions will ensure staff feel they have a robust support system to help them should they need it. Whatever changes businesses make to increase productivity in the workplace, it is important that staff wellbeing is at the heart of it. [1] ONS UK Labour Market statistics
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Five Ways to Narrow Your Gender Pay Gap
April-10-2018 - onrec.com
Posted in Opinion The final deadline has expired for UK organisations with 250 + employees to report their gender pay gap - the average difference between what they pay male and female employees - to the Government Equalities Office. on 10 Apr 2018 Company Profile MHR View profile » Of all businesses legally required to report their gender pay gap that have submitted their data so far, 78 per cent pay men more than women based on the hourly median measure, while 14 per cent pay women more. Meanwhile, just 8 per cent of companies revealed they had no gender pay gap at all. The widest gender pay gap stands at more than 85 per cent. To put it into context thats almost five times higher than the national average - 18.4 per cent for full-time and part-time workers combined, and 9.1 per cent for full-time workers only according to figures by the Office of National Statistics ( 2017 ONS ASHE survey ). The median pay gap among the 10,000 companies with more than 250 employees that have reported figures stands at 9.7%. With next years reports based on data snapshot dates from this year (31 st March 2018 for public sector organisations and 5 th April 2018 for businesses and charities), employers that have not taken the opportunity to evaluate their results and start to implement changes will see no difference when they come to report again in a years time. The onus is now on organisations to understand the scale of their pay gap, why it exists and take steps to address the imbalance if applicable. Rachel Mapleston, Business Analyst at leading HR and payroll supplier MHR shares five ways organisations can improve gender equality in the workplace and break down the barriers to drive womens career progression. Consider Flexible Working Flexible hours, remote working and job sharing allow for a healthier work-life balance, and could help reduce your gender pay gap. As women predominantly take on the responsibility of childcare, flexible working provides them with the opportunity to take on more senior roles without it conflicting with their childcare commitments. And there are additional benefits to offering flexible working conditions: research has shown that companies that adopt a flexible working policy typically see an increase in productivity and profit. Evaluate Your Recruitment Process Preconceptions about certain roles or industries may lead to fewer women applying for positions than men for example in engineering or the sciences. This results in candidate shortlists that are dominated by men. The introduction of unbiased training for those involved in the selection process, as well as predefined shortlist splits, could improve the number of women being interviewed for positions in male-dominated industries. After all, gender-diverse organisations, and particularly senior leadership teams, have been proven to increase performance. Take Succession Planning Seriously Succession planning is the identification and development of employees who could step into senior roles when a person leaves or retires. This is strategically beneficial to employers, as it allows them to continue with business as usual when a role becomes available. For employees, this provides them with a sense of being valued, which is likely to increase their loyalty and productivity, and allows targeted training to aid their progression. As women are more likely to take on roles with less responsibility due to childcare commitments, succession planning can highlight those with potential and put in place a career path to those senior roles. Tackle Industry Bias Ingrained cultural assumptions can deter women from applying for positions in certain industries considered male. This can stem from an early age as a result of subject choices, with stereotypes, and a lack of mentoring at primary school age thought to be key contributors. Although employers may believe they cannot alter this mind-set, publicising a gender-diverse organisation, building advertising campaigns designed to challenge assumptions around gender roles, and discussing their industry and roles with the wider community are just some of the ways they can contribute to reducing this bias. Get Everyone on Board Once organisations have a plan in place, it is vital that they gain buy-in from their board members from the outset this is fundamental to the plans success and longevity. Without this backing, Gender Pay Gap reporting could become a Payroll/HR data gathering exercise with no real purpose. Closing the Gender Pay Gap and working towards a more gender-diverse workforce represents a major cultural shift towards a modern way of working. Whats more, these changes have proven to have positive results for organisations, both in terms of productivity and engagement. Will yours be one of them? About Rachel Mapleston MCIPPDip Rachel Mapleston is a Payroll Legislation Expert at leading HR and payroll provider, MHR, with over 12 years experience entrenched in UK and Irish Laws. Rachel is responsible for ensuring MHR is at the forefront of legislative change and industry developments. Rachel is passionate about the customer experience and sets out to ensure customers receive 100% compliant software and best practice working. Rachel has been involved in the Government consultation process in the run up to the Gender Pay Gap reporting becoming a legal obligation, and therefore knows the exact requirements to ensure employers are compliant. Professional development in the last year includes: Global Payroll Association Summit, Irish Revenue - Implementation of RTI, CIPP conference, Gender Pay Gap GEO and various Government Consultations.
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Permanent employment in dramatic decline, survey reveals
April-10-2018 - onrec.com
The majority of hirers feel permanent employment as the default option for most roles is in an ever-increasing downward trajectory, according to leading talent and recruitment events, insight and strategy firm, TALint Partners. Posted in News archive on 10 Apr 2018 In a survey launched ahead of its talent leaders event , the Tipping Point, the firm found that only 29% of internal hirers and recruiters feel permanent jobs will remain the default option for the workforce in the foreseeable future. The results of this survey suggest that the pace of growth in the gig economy will rapidly pick up speed. According to current estimates from the Chartered Institute of Personnel and Development (CIPD) more than half of the workforce works flexibly in some way. Statistics from the Office for National Statistics, have also revealed that almost 15% of the UK population - 4.8 million people - in the UK are self-employed. Ken Brotherston, Managing Director of TALint Partners and host of the Tipping Point event, believes these figures will accelerate even faster: We all know the gig economy is growing rapidly, but a lot of employers have perhaps underestimated just how quickly the demand of candidates for traditional, permanent roles is dropping. The fact that so many internal hirers and recruiters are seeing such a rapid, and seemingly long-term change suggests a need to fundamentally re-think the current approach to perm vs temp roles. For those employers who believe that the status quo is maintainable or desirable, these results suggest that they need to learn to be more flexible - and fast. The challenge going forward is how businesses will cope with adapting to this evolution. Were hoping that by bringing together industry leaders from the likes of APSCo, Adeccos Group X, Credit Suisse and Manpower Group as part of our Tipping Point event, we can help hirers and recruiters better understand how to create the right environment for success in the future. . More information on the Tipping Point event in June can be found on the website: http://tlconevents.com/tippingpoint
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IT skills gap: the industry forecast
April-10-2018 - onrec.com
Posted in Opinion Today, more than 1.5 million people work in the digital sector or roles related to digital technology. In fact, the number of digital technology jobs across the UK has grown at twice the rate of other roles. But, can education keep up? Here, Graham Smith, head of marketing at leading Microsoft recruitment partner, Curo Talent explains how changes in education can fulfil the increased demand for IT skills. on 10 Apr 2018 Company Profile Curo Talent View profile » Todays young people and students are digital natives lets face it, they have been surrounded by technology since birth. That said, this familiarity doesnt necessarily mean that they possess an in-depth understanding of IT and computing, or how to use it within a business setting. In fact, when it comes to how many people receive a formal technical education, the UKs students are placed 16 out of 20 across developed economies. Britains IT skills gap is no secret, but how can today's young people transition from digital natives to digital workers? According to a survey from the British Chambers of Commerce (BCC), firms are finding it harder than ever to recruit skilled workers almost three-quarters of service providers are struggling to make the hires they need. According to reports, skills shortages reached a critical level in the last quarter of 2017, with a record number of firms reporting recruitment difficulties. Competition to find the right candidates is particularly high for roles that require niche skillsets. Specialists in Microsoft Azure, for example, are feeling the benefit of having some of the most in-demand skills in the industry. As the central pillar of all Microsoft projects, there is an evident skills gap in this area, and because of this, specialists can charge a premium. But, have how many school-aged students have heard of Microsoft Azure, let alone are enthused enough to pursue this specialism through after higher education? A new route In 2015, only 15,000 British students sat an A-Level in computing or ICT. This accounts for less than two percent of the overall exams set. As a result, there are only a small handful of school leavers that are moving onto higher education study in this field. Whats more, despite multiple schemes and initiatives to increase this figure, the number only grew by around 500 students in 2016. It's clear that the university route isn't suitable for everyone, so the introduction to T-level apprenticeships provides new hope. T-levels, as introduced in the 2017 Spring Budget, will allow 16 to 19-year-olds to study and gain digital skills, through real-world experience. The government describes its plans as the "biggest overhaul of post-school education in 70 years", with T-levels replacing thousands of courses currently on offer. Students can only learn so much from a training programme in the comfort of a university campus. In the real world, there are deadlines, compromises and increased pressures. This lack of understanding of real-world IT in traditional education reinforces the value and need for T-levels. As a specialist recruiter for the IT industry, Curo Talent has identified that IT organisations aren't necessarily looking for candidates with bachelor's degrees in computer science, but rather the determination and technical understanding needed to complete a project on-time. The education changes are expected to come into effect in 2019, with additional funding of over £500million per year once the courses are up and running. As with all new initiatives, it will take time for the results to filter through. Put simply; the IT industry shouldnt expect a quick fix. Technology boom According to a KPMG report, Britain has spawned 45,000 technology companies in the last five years. Thats the equivalent to one new business every hour. If the industry is to continue to grow, there needs to be an influx of new talent to build the IT infrastructure of these new companies. The consequences of not bridging this skills gap will result in adverse outcomes for the UK economy. Additionally, the Office for National Statistics suggests Brexit uncertainty is damaging the UKs reputation as the jobs factory of Europe. As a result, theres a reduced number of EU talent moving to the UK to work. This makes it more crucial than ever to develop home-grown talent and an overhaul of the UK's technical educational must be the first step. As the UK endures its technology boom, it's vital that technical education remains a long-term government priority. As digital technology vacancies continue to grow at twice the rate of other industries sectors, talent in the field must too.
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Perkbox partners with Boxx to help businesses promote employee wellbeing with an extra layer of flexibility
April-10-2018 - onrec.com
Perkbox, UKs fastest growing employee benefits platform, has today partnered with Boxx, a paid-for subscription service providing world class workouts, for Perkbox users to be able to exercise anytime, anywhere, at zero cost. Posted in Partnerships on 10 Apr 2018 Company Profile Perkbox View profile » Figures show that stress, depression and anxiety are increasingly affecting employee wellbeing. This is happening at a time when businesses are striving harder than ever for efficiency and productivity - doing more with less. This initiative, which is part of Perkboxs broader objective of catering the full spectrum of employee wellbeing through its platform: financial, physical and emotional, aims to recognise this. In this do more with less age employees often find it hard to take on other activities outside work, let alone incorporating them into their daily routines. The key to a successful delivery of employee benefits is therefore to provide as much flexibility as possible. Boxx, which focuses on providing a variety of Boxing, HIIT/Cardio, Strength and Yoga workouts to users, operates wherever you are in the world, so employees can get the best results for their body and mind on the go and at the time that suits them best. All of the workouts are taught by world class instructors, require little or no equipment, and are available on and offline. Chieu Cao, co-founder and CMO of Perkbox, continues: The most committed employees try and schedule their workouts during the day - at lunchtime or in the morning before they come in - but, who are we kidding? Most of us end up pushing this task to the end of our working days or weekends and then lack the motivation to actually make it happen. Yet, exercising has the power to boost mental and physical wellbeing in unimaginable ways. Its a great way to unwind from the stresses of work and as employers we should be doing more to encourage it. Thats the idea behind this new partnership - we want to help businesses achieve this. Anna Samuels, Co-founder at Boxx comments: In this increasingly busy world, its becoming harder than ever to fit physical exercise into our daily schedules. Yet precisely for this reason, its never been more important to stay active so as to counteract stress and improve overall health. With this extremely exciting partnership we hope to make exercise more accessible and achievable to employees, boosting the overall mental and physical wellbeing of this powerful community of users that is Perkbox. www.perkbox.co.uk
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WATCH: What is the jobs report?
April-10-2018 - abcnews.com
Every month the U.S. Department of Labor releases a report on the nation's employment.
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Lufthansa cancels 800 flights amid strike action
April-09-2018 - bbc.com
A walkout by public sector workers forces the airline to ground half its flights on Tuesday.
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Get Started: Surveys shows owners are optimistic, cautious
April-09-2018 - abcnews.com
Small business owners are very optimistic, but that isn't motivating them to sharply increase their hiring. That's the finding of a survey released last week by financial services company Capital One
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Maximum Adds Johannsen in Professional Lines on West Coast
April-09-2018 - insurancejournal.com
Maximum has hired Clancy Johannsen to add to its professional lines presence to the West Coast. Johannsen has nearly two decades of professional liability experience. She began her career in general liability and has since transitioned into a professional and
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JPMorgan, Amazon, Berkshire Venture to Target Health Issues Using Data, Technology
April-09-2018 - insurancejournal.com
JPMorgan Chase Co., Amazon.com Inc., and Berkshire Hathaway will focus on the biggest health issues threatening the U.S. economy in their new joint venture, including aligning healthcare payments with employee health and addressing chronic diseases, CEO Jamie Dimon said
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10% of All Workplace Fatalities Due to Homicides
April-09-2018 - insurancejournal.com
Homicides accounted for 10 percent of all fatal occupational injuries in the United States in 2016, according to the Bureau of Labor Statistics. There were 500 workplace homicides in 2016, an increase of 83 cases from 2015. The 2016 total
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Kentucky to Move Ahead With Overhaul of Workers Comp System
April-09-2018 - insurancejournal.com
Kentucky is officially moving forward on making the biggest changes to the workers compensation system in decades. The legislation backed by business groups but opposed by organized labor groups was passed by both the State Senate and House
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Florida Gov Signs Bill Giving Workers Comp Benefits to First Responders
April-09-2018 - insurancejournal.com
Florida will expand workers compensation benefits so first responders can get coverage for post-traumatic stress disorder. Gov. Rick Scott on Tuesday signed the bill March 27 that allows firefighters, paramedics, and law-enforcement officers to get PTSD treatment even if they
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Cyclist Fired for Flipping Off Presidential Motorcade Sues Ex-employer
April-09-2018 - workforce.com
You may recall Juli Briskman, the bicyclist who flipped the finger to Trumps passing motorcade, and lost her job after a photo she posted went viral. Ms. Briskman is not taking her termination lying down. In what appears to be a deep-funded and well-orchestrated campaign, she has filed suit in Virginia state court against her ex-employer. Indeed, most employment plaintiffs dont launch a... The post Cyclist Fired for Flipping Off Presidential Motorcade Sues Ex-employer appeared first on Workforce Magazine .
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Uber to buy electric bicycle-sharing firm Jump
April-09-2018 - bbc.com
Deal to buy Jump Bikes could allow Uber users to be able to hire electric pedal bikes via the app.
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The Gender Pay Gap
April-09-2018 - onrec.com
everywoman co-founder, Karen Gill MBE, on why publishing data wont change anything Posted in Opinion on 09 Apr 2018 The requirement for businesses over 250 employees to reveal their gender pay gap may have caused unease amongst the business community, but what happens next is more important than the many league tables that will doubtless be published on the subject following the 5 April deadline. As Karen Gill MBE, co-founder of everywoman says, We need to see beyond the data and use this watershed to make real, transparent commitments to gender parity in the workplace. Why is it important? The gender pay gap issue is critical as it highlights the lack of women working in higher paid roles and identifies to organisations where they need to focus their efforts and resources to ensure a balanced and more economically productive workforce, adds Gill. There is extensive research demonstrating the economic case for mixed workforces: McKinsey estimates that eliminating the gender pay gap could add £150 billion to annual GDP by 2025. The gender pay gap has been getting lower, but at current progress rates pay parity for all employees is not expected to be achieved until 2069. Gill anticipates female talent to shift higher up the business agenda following the 5 April deadline, We expect this to positively affect female talent as companies acknowledge the business benefit of having more women in senior positions and concentrate resources on the talent pipeline. What next? everywoman is supporting a number of global organisations address their gender pay gaps including Virgin Media, Santander, WHSmith and Serco. If real change is to take place it believes all businesses must adopt the following three actions: Maintain the new transparency which is obliging companies to accept and take seriously the scale of the gap Put in place action plans; policies are important, but without implementation and accountability they are meaningless Address learning and development requirements to reduce the skills gap as we know this grows engagement and helps women to aspire to more senior roles Where do we go from here? everywoman has seen first-hand how learning and development tools designed specifically for women have helped companies grow engagement levels amongst their female employees to a higher level even than their male counterparts. As women aspire to more senior roles they become role models in their own right. In the words of Marian Wright Edelman, you cant be what you cant see. Gill believes deeply in the power of positive female role models, Once this is addressed and we start to see real gender parity and women succeeding at every level of business, then we will reap the economic benefits that go with it.
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Flexible working must not just focus on female talent
April-09-2018 - onrec.com
Organisations must proactively encourage a culture of flexibility across the entire workforce, or risk negatively impacting employee engagement levels and the ability to attract and retain top talent. Posted in Opinion on 09 Apr 2018 Company Profile Alexander Mann Solutions View profile » That is the advice from global talent acquisition and management specialist, Alexander Mann Solutions . The call comes in response to a report from the House of Commons Women and Equalities Committee, Fathers in the Workplace , which recommends that all new jobs should be advertised as flexible to reflect societal change. The paper reports that fathers are even more likely than mothers to perceive that they will be viewed negatively by employers if they request to work flexibly, and that women with dependants are over three-and-a-half times as likely to report working part-time as men with dependants. The report also highlights that while 96 percent of employers say they offer a level of agile working, research by the Timewise Foundation has found that only 9.8 per cent of quality job vacancies - that is, jobs paying over £20,000 full-time equivalent - are advertised as being open to some kind of flexibility. In response to the findings, Paul Modley, Director of Diversity & Inclusion at Alexander Mann Solutions, comments: While the recommendations in this report are designed with fathers in mind, the benefits of promoting working options which appeal to a wider pool of available talent should not be underestimated. The CBIs advice to the committee that is, if a company feels a job can be done flexibly, it should advertise it in that way from the start is a strategy that we at Alexander Mann Solutions have long promoted. As Timewises data shows, the majority of businesses are, in theory, happy to consider role flexibility if it means that they are able to access the skills they need. However, the fact that this is not reflected in legacy-laden recruitment processes means that jobseekers may not even consider a role unless a flexible working culture is celebrated and promoted at the earliest stage of the recruitment process. The best person for the job may never apply. The right to work flexibly should not be viewed as the preserve of females with young families or individuals in lower skilled roles. Society on the whole and expectations of employees are changing. Regardless of age, gender or level of seniority, individuals are increasingly seeking to work in a way which fits with their wider lifestyle and commitments. Employers who fail to respond to this desire risk missing out on the skills and experience of a huge proportion of the working population.
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CV-Library re-launches leading retail job site JobsRetail.co.uk
April-09-2018 - onrec.com
Connecting the very best retail candidates to employers across the sector Posted in Launch on 09 Apr 2018 Company Profile CV-Library.co.uk View profile » The UKs leading independent job board, CV-Library , has today announced that it has relaunched its retail job site, JobsRetail.co.uk, as it continues to expand its network of 800+ recruitment partners. JobsRetail.co.uk is a leading job board in the retail sector and the relaunch of the site will ensure that CV-Library continues to drive applications to its clients vacancies across the sector. Lee Biggins, founder and managing director of CV-Library comments: Were continuing to roll out our sites onto our multisite whitelabel platform, improving overall user experience as we go. As a job board thats passionate about helping its clients to connect with the very best talent, this move will ensure that we continue to attract the best retail candidates to our clients vacancies. CV-Library already boasts over 1,700,000 retail candidates on its site, who make an average of 71,500 applications every month. Any relevant jobs on CV-Library will automatically be posted onto Jobs Retail completely free of charge, delivering more traffic to clients jobs. Biggins continues: The retail sector continues to face ongoing uncertainty and its important that organisations across the industry prioritise establishing an effective hiring and retention strategy. With our help, and the relaunch of this site, we hope to offer employers across the industry the opportunity to find and recruit the best possible talent.
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Job optimism varies significantly city-by-city ahead of EU departure
April-09-2018 - onrec.com
New research reveals today that over half of the nation (55%) does not feel confident in the job prospects in their area, with 8 in every 10 people believing that Brexit is having or will have an effect on employment in their city. Posted in Statistics and trends on 09 Apr 2018 The research amongst 2,000 Brits was carried out by leading online UK job site Fish4jobs to understand job optimism on a city-by-city level. The results reveal some of the least and most job optimistic cities in the UK and what impact that will have moving forward. Top 10 least optimistic cities regarding local job opportunities in their city: Derry 17% Newport - 19% Gloucester? - 23 % Nottingham - 26% Wrexham - 28% Swansea - 29% Newcastle upon Tyne - 30% Carlisle - 30% Glasgow - 31% Plymouth - 32% Top 10 most optimistic cities regarding job opportunities in their city: Aberdeen 88% Walsall 60% Cardiff - 59% London - 59% Edinburgh - 58% Blackpool - 57% Belfast - 57% Chelmsford - 56% Bath? - 56 % Oxford - 50% The stats reveal a stark difference between levels of job optimism in Derry and Aberdeen whilst attitudes towards jobs also differ dramatically. When respondents were asked if they would choose earning more money over job satisfaction in Aberdeen 86 % agreed with this statement whereas just 17% of those from Derry. Sarah El-Doori, Fish4jobs spokesperson said; Often as a nation we look at job confidence on a macro level and its impact for us domestically and internationally. In reality for most people it is what happens where they live and work which matters and that is why we conducted this research on a local level. At Fish4jobs, we represent job seekers and employers from across the UK. We conducted this research to better understand if a persons perception of the job market changes depending on where they live in the country, and how worried they are by external factors that could affect employment in their area. 43% of people dont believe their employers business will grow over the next two years and one in 10 are uncertain that their employer will still be in business. 51% dont expect a pay rise this year - effectively meaning that theyll be earning less as prices rise ahead of their earnings. 23% think itll take them at least three months to find another job, while 16% believe theyd struggle to gain employment elsewhere. Men are almost twice as optimistic about the current pre Brexit employment prospects compared with women, 22% believe Brexit will increase job opportunities whereas just 12% of women agreed with the statement. Sarah El-Doori, continues Men have traditionally been more confident about their ability to find a job; but its concerning to see peoples lack of optimism about being employed as it has a detrimental effect on the job market and the economy as a whole. If people are nervous to move jobs because they lack the optimism that they will find another role successfully, this impacts the flow of new people coming in and employees moving on within a businesses. Fish4jobs have jobs in over 250 towns and cities across the UK and support candidates with CV and interview tips to help employees be more job confident.
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Worker at Boston-Area Casino Construction Site Dies
April-09-2018 - insurancejournal.com
A worker helping build the Boston areas new casino has died. A spokesman for Wynn Boston Harbor said in a statement that the 56-year-old male worker died operating an excavator on site. The Middlesex District Attorneys office says the man
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Hub International Acquires British Columbia-Based ES3 Insurance Services
April-09-2018 - insurancejournal.com
Hub International Ltd., the Chicago-based insurance broker, announced it has acquired the shares of ES3 Insurance Services Ltd. operating as ES3 Advisory. Terms of the acquisition were not disclosed. Headquartered in Vancouver, British Columbia, ES3 Advisory is an employee benefits
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Texas Workers Comp Commissioner to Leave Post May 1
April-09-2018 - insurancejournal.com
The Texas Department of Insurance announced that Workers Compensation Commissioner Ryan Brannan will leave his position effective May 1. Brannan was appointed to lead the Texas Department of Insurances, Division of Workers Compensation (DWC) in August 2014 by Gov. Rick
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Thatcher Joins Ohio Workers Comp Insurer as Inclusion & Diversity Director
April-09-2018 - insurancejournal.com
The Ohio Bureau of Workers Compensation (BWC) has hired its first director of Inclusion Diversity. Carolina Thatcher assumes the role following a similar stint with the Ohio Department of Job and Family Services, where she designed and implemented an
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Downsizing your home: How to determine if a smaller house is the right move
April-09-2018 - usatoday.com
Downsizing your home can be a great financial and lifestyle decision, but empty-nesters and others considering a smaller place to live should run the numbers, consider how much space they need and factor in the cost of living before making a decision.
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Six simple tips on how to give to your favourite charity in a tax efficient way
April-09-2018 - dailymail.co.uk
Giving to charity can be highly tax efficient. Here are the main ways to get the taxman to help your favourite cause.
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The ultimate guide on how to write a will in Britain
April-09-2018 - dailymail.co.uk
Most adults in the UK do not have a will and a leading beneficiary of this financial planning blindspot is the Government.
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Thousands of City jobs could be on block at Deutsche Bank after it fired boss John Cryan
April-09-2018 - dailymail.co.uk
The Yorkshireman was forced to quit by his own board amid concerns that his already-brutal programme of cuts does not go far enough.
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UK Productivity jumps - ´unthinkable during Britain´s post-recession lost decade´ - reaction from senior fellow at Indeed
April-09-2018 - onrec.com
Tara Sinclair, economist and senior fellow at global job site, Indeed, comments: Posted in Opinion on 09 Apr 2018 Company Profile Indeed View profile » Britains lost decade of weak productivity is more than an academic oddity - its a constant brake on the economy and the underlying reason why Britons paypackets are growing so slowly. At one point last year British productivity was growing at its slowest rate for nearly two centuries. So even with the growth clocked in the second half of 2017, its still languishing in both historical and global terms. Nevertheless a 0.7% quarterly increase in labour productivity would have been unthinkable for much of the past decade - and the uptick at the end of 2017 has clawed UK productivity back up to a level not seen since before the economic downturn of 2008. Impressive though this jump is, labour output per hour is still just 1.8% higher than it was on the eve of the recession and Britains productivity puzzle remains far from solved. While the UK isnt the only country to have been hit by weak productivity in the last decade, the impact here has been harder and longer - and we remain at the bottom of the pile among major developed economies. In 2016, UK output per hour worked was 16.3% lower than that in the other G7 nations. With the British economy now generating new jobs at a slower rate, the UK needs its existing workforce to work more productively - as its this that creates a bigger economic pie for all of us. GDP growth is holding up better than expected, and as inflation falls the prospect of a return to real wage growth is inching closer. But poor productivity remains Britains Achilles heel and todays improvement is a step in the right direction - but theres a long way to go yet.
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Birmingham jobs event will match right people to the right jobs
April-09-2018 - onrec.com
People in Birmingham who are searching for a new office job or change in career are being invited to an event where they could be matched with potential employers. Posted in News archive on 09 Apr 2018 Company Profile Workforce Staffing View profile » City centre-based recruitment provider Workforce Staffing is holding an open day where dozens of job seekers will get the chance to find out about available roles with local businesses. The event, which takes place on Thursday 26 April, will run from 12pm to 7pm at the firms city centre offices at 36 Bennetts Hill. The jobs open day follows a recruitment event last month which saw over 30 candidates placed into temporary or permanent employment within businesses in Birmingham and the surrounding area. Lindsey Atkins, commercial recruitment consultant at Workforce Staffing, said: We are working closely with a range of fantastic employers from across Birmingham who currently looking for professionals in administration, call centre, customer service, sales, marketing and many more roles. The open day later this month will look to match a variety of candidates to the roles available, and vitally, give people the opportunity to further their careers. We also hope to see as many people as possible who are currently not in work and looking to get back into the West Midlands jobs market. The last event in March was really successful so we hope to see great interest in this second open day. Aside from job opportunities, our experienced team will also be offering CV and interview advice to help people prepare and be ready. Its a jobs event with a difference. For more information, readers can contact Lindsey and the team at Workforce Staffing in Birmingham on 0121 233 4777, or visit the companys website weareworkforce.co.uk
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Job search: What is the difference between a resume and a curriculum vitae?
April-08-2018 - usatoday.com
Make sure you know the difference between a resume and a curriculum vitae, and send the correct one.
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Signs that tax programs wont work and its time to hire a tax pro
April-08-2018 - usatoday.com
Not hiring an expert could be a big mistake if you run your own business or are newly divorced.
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Jobs for the boys: Gender pay gaps exist even at firms founded by women
April-08-2018 - dailymail.co.uk
Among those with gender pay gaps of more than 50 per cent are Sweaty Betty, Space NK and Body Shop. Though male staff are in a minority, they tend to occupy well-paid management roles.
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Financial procrastination: 4 things to avoid and how to do it
April-08-2018 - usatoday.com
Procrastinators often pay a price when it comes to financial matters. Heres how delays can be damaging, and how you can avoid them.
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No 401(k) at your job? How to get your boss to start a retirement plan
April-08-2018 - usatoday.com
The vast majority of small businesses -- 90% dont have 401(k) plans. Creative and assertive employees have a good shot at convincing their bosses to establish a retirement plan.
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Apple co-founder Steve Wozniak says hes leaving Facebook
April-08-2018 - usatoday.com
Tech pioneer says Facebook brought me more negatives than positives and says Apple, which he founded with Steve Jobs, has more secure ways to share things about yourself. Wozniaks departure marks the latest in back-and-forth criticism by rival tech leaders.
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Smart tax planning: 4 quirky deductions that could save you money
April-07-2018 - usatoday.com
When it comes to tax deductions, it can pay to get creative. Qualifying expenses for an animal "employee" can be taken, so can items of value that are donated to charity like a wedding dress. The list of potential deductions is both wider and weirder than you think.
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How to get the best tax deductions if you have kids, home, student loans
April-07-2018 - usatoday.com
Frequently asked tax questions include: Ive got kids, so why dont I qualify for a child tax credit? Should we file jointly or separately?
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UK law firms disclose gender pay gap numbers, but dont reveal US data
April-06-2018 - abajournal.com
Dozens of law firms in the United Kingdom are disclosing information on the pay gap between male and female employees as a result of regulations
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U.S. job gains smallest in six months, wage growth firming
April-06-2018 - reuters.com
WASHINGTON, (Reuters) - The U.S. economy created the fewest jobs in six months in March as a boost from milder temperatures faded, but a pickup in wage gains pointed to a tightening labor market, which should allow the Federal Reserve to further raise interest rates this year.
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Seeman Holtz P&C Acquires Federal Employee Insurance Business in Oklahoma
April-06-2018 - insurancejournal.com
Seeman Holtz Property Casualty Inc. has acquired the federal employee insurance business of Federal Employee Services LLC in Edmond, Oklahoma. Federal Employee Services provides coverages to both civil service and military. Seeman Holtz will be handling and servicing all
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Workers benefit as US businesses struggle to fill jobs
April-06-2018 - abcnews.com
Workers benefit as US businesses struggle to fill jobs from a dwindling number of unemployed
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Koncaba Appointed to Texas Mutual Board; Swanson Reappointed
April-06-2018 - insurancejournal.com
Texas Gov. Greg Abbott has appointed Kristi Koncaba, president and chief operating officer at Texan Bank, to the board of directors for workers compensation insurer, Texas Mutual Insurance Co. Koncaba has 15 years of experience in commercial banking, including co-founding
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Target settles suit claiming its hiring system discriminated
April-06-2018 - abcnews.com
Target will pay more than $3.7 million to settle a suit claiming its hiring process kept blacks and Hispanics from getting entry-level jobs
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TeenSafe in California Taps Moore to Lead Outreach to Insurers
April-06-2018 - insurancejournal.com
TeenSafe has hired Aaron Moore as the companys head of channel sales. Moore will work with insurance companies to develop programs to parents of help teens eliminate distracted driving. He will be reaching out to insurance companies to create sales
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WATCH: Former Chevy engineer and Chevy Trucks celebrate centennial together
April-06-2018 - abcnews.com
Paul Hitch, who turned 101 years in old in March, worked at Chevy his entire career.
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How to invest in property without becoming a landlord
April-06-2018 - dailymail.co.uk
The lure of bricks and mortar remains strong in spite of buy-to-let getting tougher, so are a new breed of property platforms worth considering?
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How do I turn my RateSwitch easy remortgaging service into a £1m business?
April-06-2018 - dailymail.co.uk
In our regular series, Andy Yates, successful serial entrepreneur and angel investor, gives start-ups and growth companies tips and advice on how to overcome challenges and achieve their goals.
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Protest over Pinneys factory closure plans
April-06-2018 - bbc.com
Young's Seafood has announced plans to shut a fish processing plant in Annan with the loss of 450 jobs.
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Worker pension deductions will triple to 2.4%
April-06-2018 - dailymail.co.uk
The move is aimed at helping people build a bigger pot towards a comfortable retirement, but experts say the hike could feel like a 'harsh jolt' when people get their pay packets this month.
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Pension contribution increases a ´harsh jolt´ for millions
April-06-2018 - bbc.com
Workers on an average salary will have to pay an extra £350 this year into their auto-enrolment pensions
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US jobs growth slows in March
April-06-2018 - bbc.com
The US economy added fewer jobs than expected, with some analysts blaming the cold weather.
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These workers are most likely to admit their job is socially useless
April-06-2018 - usatoday.com
Some of us head off to work each day trying to make the world a better place. Others just ... dont.
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New Range of Microsoft Office 2016 Tests
April-06-2018 - onrec.com
ISV Software, the candidate testing specialists have added yet more content to their recruitment testing and training platform. A range of new Microsoft Office 2016 assessments covering Word and Excel are available immediately on their platform, ISV Online. Posted in News archive on 06 Apr 2018 Company Profile ISV Online View profile » A total of 9 new tests are available to ISVs customers using their online testing platform. There are 5 tests for Microsoft Word 2016 and 4 for Excel 2016. In a shift from their previous format ISV have developed the tests to cover specific areas of the relevant program, for example formatting, working with tables or basic formulae and functions. This is a change from the former basic, intermediate and advanced format of the Office tests. Each of the tests is interactive for the candidate and uses a variety of question styles. The instant results allow the recruiter or test administrator to see how the individual has performed as soon as they have completed their exercise or exercises. Candidates can also be compared against each other. The full range of tests available are: Microsoft Word 2016: General Understanding and Common Tasks, Formatting, Tables and Illustrations, Document Reviewing and Referencing and Advanced and Specialist Tasks. Microsoft Excel 2016: General Understand and Common Tasks, Formatting and Reviewing, Formulae and Functions and Working with Data. Commenting on the new Microsoft Office tests, Managing Director, Amanda Davies said, Our range of Microsoft Office tests is one of the most popular in our library so it was a natural step to update it for the 2016 version. Switching to test on specific disciplines makes more sense too. This way recruiters and HR teams can get a better understanding of whether the test taker has the relevant knowledge of pivot tables or v-lookups for example. The new Microsoft Office 2016 tests add to ISVs recruitment testing library which already contains over 100 ready to use tests including literacy, numeracy, data entry, driving and aptitude tests. For more information, please visit ISV Online or contact marketing@isv.online
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Sir David Metcalf, director of Labour Market Enforcement to speak at ARCs network meeting on 9th May 2018
April-06-2018 - onrec.com
The Association of Recruitment Consultancies (ARC) is pleased to announce that Sir David Metcalf, director of Labour Market Enforcement (LME) will be the keynote speaker at its network meeting, on 9th May between 15.00 and 17.30 at the CBI headquarters in London. Posted in News archive on 06 Apr 2018 Company Profile The Association of Recruitment Consultancies - ARC View profile » Commenting on the announcement, John Randall, ARCs Communications and Engagement Manager said, As the role of LME director is to bring better focus and co-ordination to the enforcement of labour market legislation, this is a must attend event for recruiters. The LME director has overarching responsibility for setting the strategic direction of the three labour market enforcement bodies HMRC National Minimum Wage/National Living Wage, Gangmasters and Labour Abuse Authority and the Employment Agency Standards Inspectorate. Randall continues To tie in with theme of labour enforcement, there will be a presentation on complying with ID checks and how recruitment businesses can use electronic scanning to protect their business from illegal applicants, by Gavin Burton, Strategic Development Director at TrustID. In addition, there will be a discussion on the governments four ongoing consultations in response to the Matthew Taylor report. These cover employment status, increasing transparency in the UK labour market, enforcement of employment rights and agency workers recommendations. Randall concludes, We have a comprehensive programme of presentations and discussions and anticipate a high demand from recruiters wishing to attend, so I would advise early booking, to avoid disappointment. The cost to attend is £30+VAT for non-members and free for ARC members. However, pre-registration is essential as places are limited. To book, please call us on 01273 777 997. More details can be found at http://www.arc-org.net/?p=5214
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MERJE exceeds £7 million turnover as it expands to new premises
April-06-2018 - onrec.com
Following six years of growth, Manchester-based specialist recruitment consultancy MERJE has passed another milestone with the announcement of £7.05million turnover in 2017, a 36% increase from 2016. Posted in News archive on 06 Apr 2018 Company Profile MERJE View profile » These amazing financial results made 2017 MERJEs most successful year, and saw growth in other areas as well. Staff across both Manchester and London offices grew, including the recruitment of an in-house PR and Marketing Manager and an increase in back office Administrative team members. MERJE continues to provide Mid-Senior multi-sector recruitment services within Compliance, Risk Management, Financial Crime, Fraud and Customer Contact, but has recently strengthened its offering with a renewed focus on contract roles, and restructuring the teams in both offices to create a specialist Credit Risk Analytics team as well as provide a nationwide solution to Finance & Accountancy roles. This level of success has led the company to evolve, with the London team moving to new larger offices in Fleet Street. It has also led to investment in the future of the organisation, with a new purpose built head office currently being constructed in Whitefield, Manchester. The new offices, owned by MERJE Ltd, will allow the team to continue to grow while providing a modern and innovative working environment. It also has allowed the companys Directors and founders, Jonathan and Richard Abelson and Edward Manson, to invest in the area that they grew up in. Jonathan Abelson said We are immensely proud of the success that MERJE saw last year. Since the company started in 2011, our focus has been on providing a high-quality service and establishing long-lasting relationships with our Clients and Candidates, and these financial results are testament to this approach. We have an extremely exciting 2018 and the opening of our new head office this summer highlights our investment in our future as we continue to grow.
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NRLs support office successfully completes Clatterbridge Corporate Challenge
April-06-2018 - onrec.com
Posted in News archive NRL Groups Wigan support office took to their exercise bikes in support of The Clatterbridge Cancer Centre. on 06 Apr 2018 Company Profile NRL View profile » Taking part in the charitys Clatterbridge Corporate Challenge, the team were tasked with taking £50 and turning it into at least £1,000. To do this the team stepped onto exercise bikes in the office and took on a Branch-2-Branch indoor cycle challenge, travelling the distance between each of NRLs UK branches from Woking, up to Falkirk and finishing back in Wigan, some 1,198 kilometres. Together the team raised £1,267.16, which will be used to support their new hospital in Liverpool currently under construction. Funds raised from the Clatterbridge Corporate Challenge will be used to create a social lounge for patients to break away from treatment.
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Bond Williams Professional Recruitment appoints Business Manager for firms new Southampton Offices
April-06-2018 - onrec.com
Dorset based Recruitment agency, Bond Williams Professional Recruitment have announced the appointment of Christopher Anders to the firms Accounting Finance division as Business Manager for their new Southampton branch. Posted in Appointments on 06 Apr 2018 Company Profile Bond Williams Professional Recruitment View profile » The appointment supports the opening of the firms new offices in Ocean Village Innovation Centre, Southampton where Christopher will be based, working primarily within our successful Accounting Finance division, placing high-quality Finance professionals in roles throughout the South of the UK. Christopher has worked in Finance recruitment in the Hampshire region for over 12 years and works with some of the best known businesses and organisations in the area. During this time Christopher has received a number of awards for his achievements. Building long term relationships is something that Christopher strives for and believes in bringing true value to his client and candidate partnerships. This is evidenced by a long list of happy customers and numerous testimonials. Bond Williams Professional Recruitment and their team of consultants continues to expand to accommodate their continued growth and success, with January March 2018 breaking new records for the business based on numbers of successfully filled jobs within their 4 specialist divisions. Robert Bond, Director, says: We are delighted to welcome Chris to the team to support our continued growth across Southern England. Our new offices in Southampton are perfectly placed for us to build and strengthen existing relationships with our clients, provide an even better service to businesses and job-seekers in the Hampshire area and will also open new doors to the future of our Accounting Finance division. Christopher has extensive recruitment experience within the finance sector and in-depth knowledge and insights on the complex processes involved in matching finance professionals to new roles. We are very happy to welcome Chris to the team during this exciting period of expansion and wish him every success in his new role. If you are looking for a new opportunity within Accounting & Finance or need support in sourcing finance professionals, call Christopher today at our new Southampton office for a confidential chat on 02380 173655 or email christopher.anders@bondwilliams.co.uk
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Indeed.com parent to acquire Workopolis.com
April-06-2018 - onrec.com
Workopolis.com, which was the leading recruitment site in Canada until it was decimated by Indeed.ca, disclosed today that it will be sold by its two newspaper-company owners to Recruit Holdings Co. Ltd., the parent company of Indeed. Posted in News archive on 06 Apr 2018 No terms were announced. The Toronto Star, owned by Torstar, one of the two 50 percent owners of Workopolis, did not post anything about the sale immediately on TheStar.ca, the newspapers website. Workopolis will make major operational changes. On its home page, Workopolis said all resumes in its database will only be available for one more week, and that it will be operated by Indeed as part of the Indeed publisher network. If you have set up a job alert, you will continue to receive that job alert from Workopolis.com , as you requested, the home-page alert said. If you have a resume on file on Workopolis.com , you will have until April 11, 2018 to download and save your resume, as your resume will be unavailable on Workopolis.com after the purchase is completed. Workopolis dominated recruitment advertising in Canada for more than a decade. Home-page notice on Workopolis It was born out of a decision by The Globe and Mail and the Toronto Star aggressive competitors in print to merge their job listings, because the listings from each were more complementary than competitive. It launched in 2000 as a partnership between the two companies. In 2002, Gesca Limitée became a third partner in the site. In 2006, Torstar and Gesca, which publishes La Presse in Montreal and Le Soleil in Quebec City, bought out Bell Globemedia Interactive Inc., the parent of the Globe and Mail, and each took a 50 percent stake. (Technically, the Gesca stake was held by Square Victoria Digital Properties, a subsidiary of Gesca.) Workopolis has operated independently of the newspapers. Its headquartered in downtown Toronto, with offices in eight cities in Canada, and offers services in English and French. In the news release announcing the sale , Recruit said it is expected to close by the end of the month. Workopolis is a trusted brand and leading Canadian job site for both job seekers and employers, Hisayuki Idekoba (known as Deko), COO of Recruit and CEO of Indeed, said in the release. With millions of loyal users that rely on the site, this acquisition allows us to expand our commitment to providing Canadian job seekers with a superior job search experience. Tokyo-based Recruit Holdings (Tokyo: 6098) has been operating since 1960. It bought Indeed in 2012. It owns at least 18 recruitment, auto and real estate sites, and dozens of staffing companies worldwide. Its 2018 revenue goal for Indeed is $2 billion globally triple the $683 million that Indeed generated in 2015, just three years earlier. In August, Indeed bought Interviewed , owner of human resource software built around assessments. Workopolis had 2.8 million visits in April 2017, based on SimilarWeb data, ahead of Monster.ca at 2.4 million. (We didnt carry data on the traffic to Indeed.ca.) Other Canadian recruitment sites include Eluta.ca , Glassdoor.ca and Kijiji.ca , the horizontal site owned by EBay. Heres what we said about Workopolis in our 2016 Recruitment Advertising Annual: Workopolis is Canadas recruitment classified leader both in terms of traffic and listings (30,000 to 50,000 jobs posted at any one time). Half of its traffic comes from mobile. It has a database of 9 million resumes. Ten million career alerts are sent by email per month. Pricing ranges from $600 to $725 per job. In 2015, Workopolis jumped into programmatic advertising with Applify, a new pay-per-applicant product, which delivers job listings across other Canadian job boards and aggregators, as well as the Workopolis site. Employers set their top price, Workopolis does the rest. Includes an analytics dashboard. In 2015, Workopolis introduced Scout which bundles job postings with a dedicated Workopolis recruiter. By Peter M. Zollman with Tariq Ahmed Saeedi News sourced from AIM Group
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Job vacancies rise by 7.6%, as the labour market strengthens
April-06-2018 - onrec.com
With application rates also on the rise last month Posted in Statistics and trends on 06 Apr 2018 Company Profile CV-Library.co.uk View profile » - Its clear that businesses are looking to freshen up their workforce this spring, with job vacancies increasing by 7.6% across the UK last month . Thats according to the latest statistics from CV-Library , the UKs leading independent job site, which compared data from March 2018, with February 2018. The data explored fluctuations in pay, jobs and applications throughout March and the findings suggest that businesses across the nation were feeling confident last month. In fact, advertised jobs in some of the UKs key cities witnessed stand out growth in March. The top cities for job growth include: Aberdeen jobs up 18.4% Liverpool jobs up 14.8% Sheffield jobs up 14.8% Glasgow jobs up 12.3% Cardiff jobs up 11.2% Hull jobs up 11% Portsmouth jobs up 10.8% Bristol jobs up 10.5% Manchester jobs up 10.5% London jobs up 9.1% Some of the UKs leading industries also saw strong job growth last month, with education (17.5%), catering (17.1%), retail (15.7%), legal (13.6%) and marketing (11.3%) vacancies all rising in March. Lee Biggins, founder and managing director of CV-Library , comments on the findings: Its positive to see that businesses are continuing to drive their recruitment efforts this spring, following a strong start to the year. Whats more, the increase in vacancies can be seen across a number of key UK cities and industries, suggesting that business confidence is nationwide. Despite advertised salaries seeing a slight decrease of 0.3%, application rates also rose last month, increasing by 1.4% when compared with data from February 2018. Whats more, candidate applications saw impressive hikes in some of the nations major cities, including Aberdeen (14.4%), Glasgow (10%), Portsmouth (9.7%), Leeds (6%) and Sheffield (5%). Biggins concludes: Its clear that UK job hunters were also feeling optimistic in March, with application rates also increasing. This is particularly good news for businesses that are facing the backlash of a widening skills gap and suggests that there is a healthy pipeline of talent to fill their roles. As we approach the second quarter of 2018 we hope to see this confidence continue on both sides, though businesses should consider offering more competitive pay packets if they wish to see candidate appetite strengthen even further this year. For the most up to date information on the UK job market and the latest recruitment trends, check out CV-Librarys Recruitment Insight pages .
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CMI: Gender Pay Gap commentary
April-06-2018 - onrec.com
Petra Wilton, director of strategy for the Chartered Management Institute, said: Posted in Opinion on 06 Apr 2018 Company Profile Chartered Management Institute View profile » Companies that have met the deadline for reporting their gender pay gap have taken an important first step in acknowledging the scale of the issue. We now call on these thousands of employers to focus on the actions they need to take to close the gap. We know that gender-balanced companies outperform their peers, and McKinsey research shows that equal gender representation would generate £150bn a year for the UK economy by 2025. So its disappointing to see that only 8% of companies have reported equal gender pay and 78% of companies pay their men more than they pay their women. Employers need to ensure that tackling gender inequality is a long-term business priority not something that can be swept under the rug. This is a wake-up call that far more needs to be done to rid business of longstanding discriminatory cultures holding back the recruitment, promotion and retention of talented women.
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Gender pay gap reporting is a step in the right direction - REC
April-06-2018 - onrec.com
Midnight last night was the deadline for companies with 250 or more employees to submit their gender pay gap data to the government and publish it online. Commenting on the first year of what will be an annual requirement, Tom Hadley, director of policy at the Recruitment & Employment Confederation says: Posted in Opinion on 06 Apr 2018 Company Profile REC View profile » We are pleased to see employers, including a number of recruitment agencies, submit their gender pay gap reporting ahead of the deadline. Creating more transparency is a good first step to talk about the opportunities available to everyone at work across our whole labour market. Moving forward, our members have a key role to play to help clients increase diversity and inclusion, address historic and systemic barriers to progression and opportunity for all and secure more women in senior roles. Something as simple as tweaking the language in a job advert, promoting flexible hours or thinking about where you advertise could have a big impact. Commenting on the gender pay gap reporting within the recruitment industry, Tom Hadley added: Because the contractors and temporary agency staff recruiters supply are also included in agencies reporting, alongside their own employees, its difficult to get a clear picture about the state of play for gender balance within our own industry. Recruitment itself is an exciting, challenging and fulfilling career where hard-working people can succeed, no matter what their gender or background. Well continue to work with members to promote the benefits of working in recruitment and to make our industry a career of choice.
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Former Financial Services Lobbyist, Pawlenty, to Run for Governor of Minnesota
April-06-2018 - insurancejournal.com
The former head of the Washington-based Financial Services Roundtable (FSR), Tim Pawlenty, has thrown his hat into the ring in a bid to get a previous job back: that of governor of Minnesota. Pawlenty resigned from his post at the
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U.S. job gains smallest in 6 months
April-06-2018 - usatoday.com
The U.S. economy added 103,000 jobs in March as wage growth picked up.
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U.S. employers added disappointing 103,000 jobs in March; colder weather cited as a reason
April-06-2018 - usatoday.com
Employers added 103,000 jobs in March as colder weather appeared to crimp hiring after solid employment gains the first two months of the year. The unemployment rate was unchanged at 4.1%, the Labor Department said Friday.
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PLSA comments on why gender pay gap matters to pension funds
April-06-2018 - onrec.com
Following Prime Minister Theresa Mays article published in The Telegraph today (Wednesday) about her commitment to tackle the gender pay gap, the Pensions and Lifetime Savings Association (PLSA) has commented on why this is also an important issue for pension funds and savers: Posted in Opinion on 06 Apr 2018 Joe Dabrowski, Head of Governance and Investment, Pensions and Lifetime Savings Association, said: The vast majority of pension schemes agree that the composition, stability, skills and engagement levels of a companys workforce are an integral part of their long-term performance. As long-term investors with £2.2 trn of assets under management 1 UK pension schemes are acutely interested in how the companies they invest in perform against these criteria. It is important to remember that pension fund members are not just invested in companies through their pension saving - they are also workers in those businesses. So the workforce cultures they experience day-to-day are influenced by how pension funds steward their investments. As a matter of simple corporate governance, pension funds would expect the companies they invest in to comply with their basic legal requirements, and will look very sceptically on those that fail to do so. Our analysis, and toolkit for workforce reporting, notes the importance of these issues to pension funds. It also highlights the importance of providing metrics alongside a narrative explanation that sets out how businesses employment practices relate to their long-term organisational strategy and purpose. Our Hidden Talent report into the FTSE100, produced with Lancaster University Management School, highlights many areas alongside gender reporting for improved disclosure. The PLSA has published a number of reports in the area of diversity including Hidden talent: what do companies annual reports tell us about their workers? An analysis of the FTSE 100 (published November 2017) and Understanding the worth of the workforce: a stewardship toolkit for pension funds (published July 2016).
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Mulvaney gives big pay bumps to his hires at consumer agency
April-06-2018 - abcnews.com
Documents obtained by The Associated Press show that President Donald Trump's appointee to oversee the Consumer Financial Protection Bureau has given big pay raises to the deputies he hired to help him run the bureau
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Target settles claims it screened blacks, Hispanics out of jobs
April-05-2018 - reuters.com
NEW YORK (Reuters) - Target Corp has agreed to review its policies for screening job applicants and pay $3.74 million to settle a lawsuit claiming its use of criminal background checks kept thousands of blacks and Hispanics from obtaining employment.
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In the Era of #MeToo, Lets not Lose Focus on the Mes Other Than Sex
April-05-2018 - workforce.com
Weve all done a lot of talking over the past six months about sexual harassment. We should not forget, however, that our laws make harassment unlawful if its based on membership in any protected class. A federal jury in Detroit just provided employers a very real reminder of this fact. It tagged Ford Motor Co. with a $16.8 million verdict. The plaintiff, a former Ford... The post In the Era of #MeToo, Lets not Lose Focus on the Mes Other Than Sex appeared first on Workforce Magazine .
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Google should not be in business of war, say employees
April-05-2018 - bbc.com
Google employees have sent an open letter protesting at a Pentagon artificial intelligence project.
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Nine ways to narrow the gender pay gap
April-05-2018 - bbc.com
What practical steps can employers take to help ensure women earn as much money as men?
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California Workers Comp Committee Votes to Lower Mid-Year Filing
April-05-2018 - insurancejournal.com
The California Workers Compensation Insurance Rating Bureaus governing committee has voted to authorize the WCIRB to submit a lower mid-year pure premium rate filing to the California Department of Insurance based in part on reduced lien filings and a new
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Navigators to Offer Protectives Workers Compensation as Part of Multiline Offerings
April-05-2018 - insurancejournal.com
The Navigators Group, Inc. and Protective Insurance have agreed to an underwriting partnership offering Protectives workers compensation coverage to Navigators insureds. Navigators said the partnership supports its continued expansion of multiline insurance policies that bundle together coverages for a range
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Schneider Joins Holmes Murphy Team in Sioux Falls
April-05-2018 - insurancejournal.com
Des Moines, Iowa-based Holmes Murphy has added Jimmy Schneider to its Sioux Falls, S.D., team as vice president of Employee Benefits. Schneider is a second-generation insurance agent and will play a crucial role working with customers on strategic direction and
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Jury Awards Ex-Ford Employee Nearly $17M in Discrimination Suit
April-05-2018 - insurancejournal.com
A Michigan jury has awarded nearly $17 million to a former Ford engineer who sued the automaker for discrimination because he says two supervisors repeatedly berated and criticized him for his Arab background and accent. The Detroit Free Press reports
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CITY DIARY: Santander chairman Shriti Vadera could be the sort of Governor the Bank of England needs
April-05-2018 - dailymail.co.uk
Santander chairman Shriti Vadera has informed AstraZeneca shell retire from its board in December, allowing the formidable ex-business minister, 55, more time to focus on her day job.
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Drug crisis: Opioid addiction costs employers $2.6B a year for care
April-05-2018 - usatoday.com
A new report shows large employers spent $2.6 billion to treat opioid addiction and overdoses in 2016, an eightfold increase since 2004. More than half went to treat employees children.
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Most workers experience burnout; companies that employ them need to address it
April-05-2018 - usatoday.com
Are your employees impacted by burnout? Chances are, yes. And heres what you can do about it.
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Highest paid CEOs at Americas 100 largest companies
April-05-2018 - usatoday.com
A typical CEO of a S P 500 company earned 347 times as much as the typical employee in a non-supervisory role in 2016. Heres a review of CEO compensation packages for the 100 largest, publicly traded American companies by revenue.
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Google workers want to end work on Defense Department drone project, cite Dont Be Evil motto
April-05-2018 - usatoday.com
More than 3,000 Google employees have signed a letter asking that the company end its involvement in a Defense Department AI surveillance project.
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Sonia Syngal on how to become CEO of a company
April-04-2018 - abcnews.com
Syngal shares her secrets.
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Outgoing Adobe GC Mike Dillon saw changes that digitization and globalization wrought (podcast)
April-04-2018 - abajournal.com
Mike Dillon has seen a lot change over his career as general counsel to some of the nations largest technology companies. Working for Silver
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Boxing and table-tennis help office staff keep fit
April-04-2018 - bbc.com
Personal trainer and blogger Alice Liveing investigates how office workers can keep fit.
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Survey: US businesses add a healthy 241,000 jobs in March
April-04-2018 - abcnews.com
Survey: US businesses add jobs at robust pace, hire 241,000 new workers in March
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XL Catlin Enhances Design Professionals Professional Liability Platform
April-04-2018 - insurancejournal.com
XL Catlin has enhanced its online underwriting platform for design professional brokers to offer capabilities for quick, single-point access to rate, bind and issue professional liability insurance coverage for architects, engineers, and other design professionals. The technology is compatible on
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Delaware Judge Rejects Workers Comp for Paralegals Softball Injury
April-04-2018 - insurancejournal.com
A Delaware judge says a paralegal injured while playing on his law firms softball team is not entitled to workers compensation. The judge ruled late last week that Delawares Industrial Accident Board erred in concluding that William Weller ruptured his
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Alera Group Acquires Rich & Cartmill in Colorado
April-04-2018 - insurancejournal.com
Alera Group has acquired Rich Cartmill Insurance of Colorado. Terms of the deal were not disclosed. Rich Cartmill offers services including property insurance, general liability, commercial auto and workers compensation. The firm adopted the new name Professional Risk,
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ON THE BOARD: Diageo appoints drugs maker Shire´s chairman Susan Kilsby as a non-executive director
April-04-2018 - dailymail.co.uk
Kilsby, 58, has spent most of her career as an investment banker with roles at Barclays' first investment banking arm Barclays de Zoete Wedd and Credit Suisse.
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Working too hard?
April-04-2018 - bbc.com
Most of us like to be a diligent worker, but what if you are actually addicted to your job?
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ADP: Businesses added 241,000 jobs in March
April-04-2018 - usatoday.com
ADP says businesses added 241,000 jobs in March, while economists expected 210,000. Labor is projected to announce 185,000 new jobs Friday.
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How to prove to your boss that you can be trusted to work from home
April-04-2018 - usatoday.com
Its an arrangement worth fighting for. Heres how.
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Oil Platform Worker Pleads Guilty to Pollution Violation in Gulf Blast
April-04-2018 - insurancejournal.com
A contract worker has pleaded guilty to violating the federal Clean Water Act in connection with a deadly oil platform explosion off Louisianas coast. Prosecutors said in court documents that Don Moss, of Groves. Texas, was among personnel who failed
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APSCo contributes to new Acas guidance on agency workers
April-04-2018 - onrec.com
The Advisory, Conciliation and Arbitration Service (Acas) has unveiled new guidance on agency workers which was developed with input from the Association of Professional Staffing Companies (APSCo). Posted in News archive on 04 Apr 2018 Company Profile APSCo View profile » The updated guidelines are designed to help all those involved in this working relationship to understand the rights and responsibilities of agency workers or those using the services of a recruitment company. Acas made the decision to review and amend its advice on this subject after discovering that one in four calls from agency workers to its helpline flagged that workers were being paid incorrectly, with many not aware of their legal rights. The new advice provides clarity around the 12 week qualifying period, which allows agency workers to receive the same pay as those directly employed. It recommends that individuals know their employment status - whether that be a worker, an employee or self-employed - as this is essential to understand rights around pay, holidays and other entitlements. The updated guidance also offers support around working for an umbrella company, pay between assignments and permanent opportunities with the hiring organisation. Samantha Hurley, Director of Operations at APSCo, comments: With the BEIS consultations currently open, there appears to be a strong and widespread appetite for greater transparency around employment status, and the rights and limitations associated with different working arrangements. Acas decision to strengthen its guidance around the rights on agency workers is an admirable one, and we at APSCo were only too happy to provide input into the development of the new guidelines when approached. We are always supportive of initiatives which endeavour to provide clear information and guidance for the benefit of not only the wider recruitment profession, but also employers, candidates and other stakeholders. This new guidance is indicative of a growing trend towards greater transparency across the sector, which we at APSCo wholeheartedly support. www.apsco.org
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Saxon Recruitment re-brand coincides with a new website
April-04-2018 - onrec.com
Long standing recruitment agency Saxon Recruitment have recently re-branded and used this as an opportune time to re-launch their website. Posted in Launch on 04 Apr 2018 Company Profile HotLizard View profile » They decided to continue their good working relationship with HotLizard and use our RecruiterSites platform. This has allowed Saxon Recruitment to take advantage of the continual upgrade pathway that will ensure that their website will be GDPR compliant by 25 th May 2018 and at no extra cost. By launching the new website, Saxon Recruitment are now able to advertise their jobs with great ease on a platform that is Google Jobs complaint and will provide a greater return on investment for them. For more information on how you can benefit from a continual upgrade pathway at no additional cost, contact the HotLizard team on 01621 813 339 or sales@hotlizard.net for more info. saxonrecruitment.com hotlizard.net
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British employers have their eyes firmly on the future
April-04-2018 - onrec.com
British employers are looking to future, and increasingly creating new job titles, roles and departments to equip their organisations for the changing demands of customers and the increasing role of technology in society, showed latest research from jobs search engine Adzuna. Posted in News archive on 04 Apr 2018 Company Profile Adzuna View profile » The study analyzed 1 million+ open and historical roles featured on Adzuna in 2017-2018 and highlighted some of the more unusual roles featuring on the site. Fears of robot invasion, the furor around blockchain and ongoing uncertainty around the Brexit process are just a few of the concerns facing companies of all sizes across Britain today. While technology and IT departments are common in British workplaces, recent analysis shows a trend of more unusual roles springing up for staff with the right skills. Adzunas research revealed some of the most unique solutions UK companies are using to attract top talent and equip their businesses for changing times. Doug Monro, co-founder of Adzuna, revealed: "Smart employers are always looking out for the next big shift in the job market, and stand ready to adapt and evolve their workforce, and in some cases, their entire business model, to meet the challenges of the future. Its these companies that will draw the top talent to their doors in times of change, and when the robots DO arrive, theyll be ready to welcome them with open arms. Future-facing jobs offered by real employers in recent years include: 1. Drone Engineer: Certainly, one destined to get an engineering career off to a flying start, this role called for smart and savvy folks with an engineering background to play a part in designing and developing future drones, used for anything from delivery to surveillance. In this role, your technical skills will have a big impact on your ability to deliver on time and to order. It would also make sense to keep your eye on the horizon for development opportunities. 2. Robot Scientist: As speculation of a potential robot invasion abounds, experts are needed to develop, build and train these futuristic workers. As well as exceptional technological and engineering know-how, and a penchant for creative thinking, future Robot Scientists will need to know a thing or two about how companies work. 3. AI Regulatory Solutions Consultant: As the Great Robot Debate deepens, some future-minded employers turn their thoughts to the needs of a robot workforce, with talk of HR departments to protect the rights of robot workers to relax and a special branch of Robot Police to help set and enforce the rules for mechanical employees. Its into this latter category that AI Regulatory Solutions Consultants fall, as they are charged with helping companies establish and enforce ground rules for the use of AI in a business environment. 4. Data Wrangler: Big data, in todays job marketplace, is big news. Managers in businesses of all shapes and sizes are ever more conscious that knowledge is power, and that having a genius on-board that can help manage and understand all the facts and figures will make a real difference. And once that data has been wrangled into well-behaved spreadsheets, businesses have all the tools they need to make smart decisions that help them get bigger and better. Fact. 5. Chief Brexit Officer: A post-referendum role aiming to help companies find the way to live after Brexit with their businesses and their mission statements not just intact, but thriving. Joining the growing range of C-suite roles on offer in Britains companies, Brexit Officers could be considered the divorce lawyers of British corporates as they contemplate the single market life. Ideal candidates will boast extensive international experience and know a thing or two about communicating during periods of change. 6. Driverless Car Attendant: Ideal for job seekers who see themselves, going places, some companies are now advertising for staff to keep a watchful eye on driverless vehicles both during and after transit. A full, clean driving license is a must, of course, although a need for speed is strictly optional. Hopeful candidates should have driven, have a reasonable level of technical ability and superhero-style reflexes. 7. Deputy Snapchat Editor: The social media revolution is in full swing, and demand is growing for Snapchat specialists to help businesses project the best image of themselves to clients, candidates and the general public. So, what are you waiting for? Time to start working on your snapplication. 8. Bitcoin Trader: If youve always dreamt of being in the money, but perhaps not been specific on currency, this could be the job of your dreams. As Bitcoin draws interest from companies around the globe, the golden opportunities exist for the right candidate, If you are keen to invest your skills in a new career, here is one that could pay significant dividends in due course. www.adzuna.co.uk
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Gender Pay Gap Deadline
April-04-2018 - onrec.com
Petra Wilton, director of strategy for the Chartered Management Institute, said: Posted in Opinion on 04 Apr 2018 Company Profile Chartered Management Institute View profile » The clock is quickly ticking down for large employers to report their gender pay gap data. With more than 2,000 companies still to report, all eyes will be on those that fail to make the midnight deadline. Reporting is the first step in tackling the gender pay gap, a priority business issue that is holding us all back. Gender-balanced companies outperform their peers, and equal representation in the workforce would add billions to the UK economy. The data so far tell the familiar story of the so-called glass pyramid women outnumbering men in the lower-paid quartiles, with far fewer at the top in higher-paid management and leadership roles. Our research shows that male managers are 40% more likely to be promoted than their female counterparts. Just one in four managers say that their fellow managers and senior leaders champion actively champion gender diversity initiatives. While were starting to see change, progress is stuttering. Employers have great intentions but as the pay gap data show, theres still a yawning gap between the corporate rhetoric and the reality of work for too many women. Leaders and their managers need to fix the broken windows the range of everyday biased attitudes, actions and practices that make possible the bigger systemic problems, like the gender pay gap, that women face. Only then will organisations build inclusive cultures where both women and men can thrive.
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Innovantage Demand Barometer Summary report, March 2018
April-04-2018 - onrec.com
Original online job ads in Feb 2018 were up 8% year-on-year (YoY), and were 40% higher than in Feb 2016... but there was a YoY decline in Construction and Accommodation Food Service original job ad numbers Posted in Statistics and trends on 04 Apr 2018 Company Profile Innovantage View profile » Summary In February 2018, Innovantage captured a total of c. 2.96m online job ads (including re-posts). This number was: Just 2% higher than a year earlier but a noteworthy 35% higher than in February 2016. Reposts (0.56m) equated to 23% of all original on-line job ads in February 2018 The number of original job ads captured in the month was c.2.40m. This was: 8% higher than a year earlier and 40% higher than in February 2016. The official ONS vacancy figure across Dec 17 Feb 18 was 816k. This number was: 7% higher than the prior year and by 8% higher than two years earlier. The number of original job ads, and the total (including reposts), Jan 15-Feb 18 By industry, the year-on-year (YoY) changes in the volume of original job ads varied significantly, ranging from a 3% decline in both Construction and Accommodation Food Service to a 15% increase in Admin Support Services. Percentage change in the number of original jobs ads, by occupation, Feb 2017-18 When considering how this increasing volume of job ads relates to the official volume of UK vacancies, the ratio of original ads to official vacancies was 3.0 to 1 in Feb 2018. This was up from a ratio of 2.9 original ads for each official vacancy in Feb 2017. When considering the total number of ads, including reposts (where hires could not be made through the original posting), the ratio was 4.1 ads for each official vacancy in Feb 18 up from 3.8 ads per vacancy in Feb 2017). The job ad to official vacancy ratio ranges significantly by industry, however, which serves as a useful indicator of how hard each sector is having to work to fill vacancies and how the effort being expended (by employers and their intermediary supply chain partners) is changing over time. Employers posted just 22% of original job ads directly in Feb 2018. Summary of online job ads and official vacancy numbers, by industry, Feb 2017 Feb 2018 Innovantage Demand Barometer Full report, March 2018 Original online job ads in Feb 2018 were up 8% year-on-year (YoY), and were 40% higher than in Feb 2016 but there was a YoY decline in Construction and Accommodation Food Service original job ad numbers In February 2018, Innovantage captured a total of c. 2.96m online job ad s. This number was just 2% higher than a year earlier but a noteworthy 35% higher than in February 2016. Of the c.2.96m total online ads: 2.40m (81%) were original adverts 0.56m (19%) were reposts of previous adverts suggesting that the role was unfilled via the original post and/or it was role that an employer continually advertised. At c.2.40m in February 2018, the number of original job ads was 8% higher than a year earlier and 40% higher than in February 2016. Set into context of the most recent total number of UK workforce jobs (35.1m in December 2017), the workforce jobs total was 1.2% (407k) higher than a year earlier and 2.8% (963k) higher than in December 2015. And set in context of the official ONS vacancy number for the quarter ending February 2018 (816k), UK vacancy numbers were 7% higher than the figure one year earlier and 8% higher than in December 2015-February 2016. As such and as evidenced by the following summary ratios - it appears that employers had to work harder in advertising open roles in February 2018 than they did in either of the two preceding years. The ratio of original postings to official vacancies was 3.0 to 1. This was up from 2.9 to 1 a year earlier and 2.3 to 1 in February 2016. The ratio of total ads (including reposts) to official vacancies was 4.1 to 1. This was up from 3.8 to 1 in February 2017 and 2.9 to 1 in February 2016. Regional profile From a regional perspective, all areas have witnessed increases in the total number of original job ads, but to varying degrees. Regions with notable above-average two-year increases in the number of original ads (+40%) in February 2018 included: London: +43% Northern Ireland: +191% Number of original job ads, by region, in February 2016, 2017 and 2018 (and the 2-year percentage increase) In terms of which regions appear the most challenged, as a result of their job posting activity, more than half (52%) of all original job ads in the UK (where the post location was known) were for just three regions in February 2018: London (25%), the South-East (17%) and the North-West (10%). In the most recently available regional employment data (December 2017), the w orkforce jobs total of these three regions represented 41% of the UK total: London (17%), South East (14%) and the North West (10%). As such, the data suggests that employers (and their intermediaries) in London and the Southeast have to advertise harder than other regions to fill posts. The percentage of all original job ads, by region (where location specified): February 2018 Occupational profile Combined ratio of original job ads reposts to ONS vacancy numbers + the percentage of all jobs advertised directly by employers (February 2018) Professional, scientific technical A notable 9% annual increase (in the quarter to February) in the number of official vacancies resulted in a 12% increase in the number of original job ads. Despite one fifth (21%) of total ads originating directly from the employer, the ratio of original ads to vacancies remains the highest within any industry (6.1 ads for every vacancy). This is likely to stem from it also having a high proportion of contingent labour requirements, requiring significant support (from multiple agencies) to fulfill requirements. Information communications Whilst there was a 13% annual increase in the number of official vacancies, the number of original job ads rose by just 7%, resulting in a fall in the ratio of original job ads to vacancies from 5.8 to 1 last year to 5.5 to 1 in February 2018. Moreover, the number and ratio of total job ads to vacancies also fell YoY, suggesting that more roles were filled through the first ad. Once again, the high proportion of contingent workers operating within the sector makes the challenge of sourcing more complex and in need of support from supply chain intermediaries (as evidenced by just 10% of original ads being posted directly). Manufacturing A 12% year-on-year (YoY) increase in manufacturing vacancies translated into just a 6% YoY increase in online job ads, driving a decline in the ratio of job ads to vacancies. Moreover, there was a YoY decline in the ratio of total job ads to vacancies, from 5.2 to 4.5 to 1. This, once again, suggests that the original postings are being more successful and/or employers are deploying other resourcing initiatives than are translating into on-line job ads. Construction Whilst there was a noteworthy 10% YoY decline in official vacancy numbers within Construction, the lower decline in the number of jobs (-3%) suggests that employers and their intermediaries are having to working even harder to fill vacant posts. As with the aforementioned sectors, the exceptionally high proportion of contingent workers engaged within this industry is exacerbating this situation, with significant support being required from intermediary supply chain partners as evidenced by the fact that just 8% of original vacancies were posted directly by employers. Admin Support Services A sector with a 10% YoY increase in vacancies, but with a need to post 15% more original ads and 6% more total ads in an attempt to fill them, clearly has recruitment challenges. With 35% of original ads offering contingent only work (up from 31% in February 2017), this appears to be part of the continuing challenge notably at a time where interest in more permanency of work is rising in importance (due to a range of economic and political factors). Finance Insurance With the loss of some financial services jobs (due to Brexit uncertainty and corporate decision-making) remaining well documented, a 23% YoY rise in the number of vacancies within Finance and Insurance remains somewhat surprising. One contributory factor may be that, with a high proportion of non-UK nationals working across the broad spectrum of roles within the industry, ongoing political and economic uncertainty is resulting in people leaving posts before being potentially asked to do so. Also of significance is the fact that, whilst job vacancies rose sharply, original jobs ads increased by a significantly lower proportion (3%), suggesting that either job advertising is being more successful and/or employers and their intermediaries are deployed other initiatives than on-line advertising to fill vacant posts. Health Social Care Whilst vacancy numbers rose by 7% YoY, the number of original ads rose by just 1%, suggesting as with other sectors where there is a notably high dependency upon non-UK nationals within the workforce that either other recruitment initiatives are increasingly having to be deployed over and above on-line advertising and/or advertising is being more successful. Education Despite much commentary and data evidence suggesting heightening teacher recruitment challenges, the number of vacancies within the sector declined by 2% YoY. This may well be attributable to the tightening budgets, notably within schools, resulting in the need to find efficiencies. The challenge of filling the available posts is clearly evidenced, however, by the fact that the number of original ads rose, despite the fall in demand. Accommodation and Food Service Whilst the number of open vacancies increased by 3% YoY, a 3% decline in the number of original ads and a noteworthy 13% decline in total ads (including reposts) - suggests that employers and their intermediaries are having to deploy a much wider range of recruitment initiatives to fill posts than just on-line advertising. With the sector being notably historically highly dependent upon non-UK national labour, and the continuing loss of workers well documented, due to ongoing political and economic uncertainty, it would appear that the sector has had to consider alternative recruitment initiatives of significant scope/scale to combat its challenges. Wholesale, Retail, Transport Storage Despite a 4% YoY decline in the number of vacancies within the sector, the volume of original job ads rose, interestingly, by 13% in an attempt to fill this diminishing demand. As with Admin & Support Services, the fact that such a high proportion of original ads (34%) suggest temporary rather than permanent employment at a time when permanency of work has a much higher currency may well be contributing to the sectors challenges.
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Expert comment: Gender pay gap reporting deadline
April-04-2018 - onrec.com
Steve Wainwright, Managing Director, EMEA at Skillsoft Posted in Opinion on 04 Apr 2018 Company Profile Skillsoft View profile » The causes of the gender pay gap are complex. Its not simply about being a man or a woman. The root cause of the disparity is often simply that there are a greater proportion of men than women in senior roles. This is a key challenge that many organisations need to address. However, tapping into this talent requires changes across the board. This includes adapting behaviour, process and the culture within an organisation. Companies have had some success by fostering greater senior leader accountability, by becoming less biased in decision-making processes and by changing their cultures to be more inclusive. In reality, however, there is often a lot of talk and little action. 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. Please note, Skillsoft has taken the pledge for parity and provides dedicated eLearning resources to help women progress in their careers and to help employees recognise and stamp out gender bias.
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Job seekers cant resist lying on CVs
April-04-2018 - onrec.com
More than 1 in 3 (37%) job seekers confess to exaggerating on their CVs according to research by HR and payroll solutions expert NGA Human Resources. Posted in News archive on 04 Apr 2018 Company Profile NGA Human Resources View profile » Over one third (37%) of candidates lie on their CVs and job applications Skills (47%) and interests (47%) are the most common exaggerations One in three candidates (33%) admit to embellishing their career history and yet, 79% of candidates know this information will be checked More than 1 in 3 (37%) job seekers confess to exaggerating on their CVs according to research by HR and payroll solutions expert NGA Human Resources . Skills and interests are the two most common areas to contain misleading information with almost half (47%) of candidates confessing this is the case. More shockingly, easily verifiable information such as career history (33%) and qualifications from school (24%) follow close behind. Information % Skills 47 Interests 47 Career history 33 Qualifications from school 24 Professional qualifications 19 References 16 Qualification from university 16 Industry body membership 11 Table 1: Most commonly exaggerated information on a job application or CV Even the threat of being discovered doesnt seem to deter candidates from lying. Job seekers are well aware that their information may be checked during the application process. When asked, they thought references (86%), career history (79%) and professional qualifications (76%) would most likely be verified by a potential employer. Information % References 86 Career history 79 Professional qualification 76 Skills 69 Qualification from university 65 Industry body membership 53 Qualification from university 42 Interests 29 Table 2: Information jobseekers think is checked during the application process Candidates are taking risks by embellishing their qualifications and skills, especially since they know they could be found out, said Anna Dickson, Talent Management Specialist at NGA HR. It's even more important for employers to be able to run stringent checks to make sure they're recruiting the best people for the job. By using the right technology, employers can assess the accuracy of information provided, streamline their recruitment processes and be certain that they are getting the right candidates through the door and into their workforce. Methodology The survey, conducted by 3Gem on behalf of NGA HR, questioned 2,000 working professionals who have moved job in the last three years in November 2017. www.ngahr.co.uk/talent
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Sonia Syngal on how to become CEO of a public company
April-04-2018 - abcnews.com
Syngal shares her secrets.
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BMW auto worker dies from head trauma in S.C. plant accident
April-04-2018 - usatoday.com
Bojan Sprah was dead at the scene in the plants paint shop after the accident involving a vehicle lift
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Lawyers rank highest on loneliness scale, study finds
April-03-2018 - abajournal.com
Law practice may be the loneliest profession. Lawyers outranked other professionals on a loneliness scale in a survey of more than 1,600
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Get Started: Deadline nearing for retirement plan decision
April-03-2018 - abcnews.com
Small business owners considering starting retirement plans for their employees have a chance to save on their 2017 taxes
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HR Responds to the #MeToo Movement
April-03-2018 - workforce.com
Illustration by Lauren Rebbeck Human resources is working overtime to address accusations that practitioners have been on the wrong side of the #MeToo movement. The wide-scale makeover of processes, policies and the professions image comes in the wake of revelations of widespread sexual harassment at U.S. employers of every size and in virtually every field, from entertainment to academia to... The post HR Responds to the #MeToo Movement appeared first on Workforce Magazine .
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90% of UK employees don´t feel equipped to handle their workload
April-03-2018 - onrec.com
A fifth feel hugely undervalued at work Posted in Statistics and trends on 03 Apr 2018 Research has revealed that nine out of ten workers dont feel adequately trained to handle their workload, with a fifth admitting to using alcohol as a crutch after a stressful day, and an additional 3% turning to recreational drugs as a way of coping. The study, of more than 2000 UK employees, was carried out by experts at Step One Recovery, a luxury rehabilitation retreat, specialising in the treatment of executive burnout, depression and addiction. The study found that more than one in five (21%) Brits have taken time off work due to stress, with a further 57% admitting to having experienced feelings of stress in the workplace. When it comes to higher-earners, 97% of Brits earning more than £100,000 a year dont think their colleagues realise the amount of stress they have to cope with on a daily basis. The research also revealed that a fifth of employees feel under-valued at work, with more than nine out of ten (93%) Brits who earn less than £20,000 a year stating they feel they are paid too little for the amount of stress they are under. Looking at that in more detail, two-thirds (65%) of employees in this salary bracket claimed they struggle to cope with stress at work, a higher percentage than those earning any other wage. When to comes to stress levels by occupation, the top five professions where people are most likely to take time off due to stress are: Human Resource Managers (35%) Shop Floor Factory Workers (30%) Doctors (29%) IT Managers (25%) Teachers (21%) Shockingly, not one doctor involved in the study said that their salary reflects the level of stress they are forced to deal with each day. Claire Cheek, director at Step One Recovery, said: Stress is something people are forced to deal with in all aspects of their lives, however workplace stress is something that were seeing more people struggling to cope with. Stress effects people in different ways, and for some can cause both physical and mental exhaustion, known as burnout. Professionals with perfectionist and controlling tendencies are far more likely to be affected by burnout, as they thrive on stress and adrenaline. This in turn can lead to self-medication, using alcohol and drugs to unwind at the end of the day or even during the work day, such as drinking at lunchtime. Employers often put apparent addiction issues down to stress and anxiety, if they recognise them at all. It is estimated that 20% of alcoholics are highly functioning, but if they continue, one day it all catches up with them. At Step One we treat many high-earning executives who are struggling to cope with the level of stress involved in their job and are subsequently suffering from executive burnout, however, its really surprising to see how many other people in the UKs workforce are also being affected.
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AESC Welcomes EMA Partners International into its Global Membership
April-03-2018 - onrec.com
The Association of Executive Search and Leadership Consultants (AESC), a global professional association representing excellence in executive search and leadership advisory solutions, announced the approval of EMA Partners International into its global membership. Posted in News archive on 03 Apr 2018 The firms acceptance follows extensive vetting, including reference checks, site visits, votes by AESC regional councils and commitment to the AESC Code of Professional Practice . Headquartered in London, EMA Partners International is a global executive search firm, with more than 40 offices on six continents. Since 1988, EMA Partners International has partnered with multinational corporations, governments and non-profit organizations across a range of industry sectors, including: Global Healthcare Life Sciences. Industrial. Consumer, Retail Services. Global Technology Communications. Financial Services. and Energy & Natural Resources. EMA Partners International commits to undertaking all assignments with integrity and professionalism and promises a level of excellence and commitment that fosters long lasting partnerships. Global Chairman, Alberto Miranda commented, On behalf of EMA Partners International, we would like to extend our appreciation for being accepted as members to the Association of Executive Search and Leadership Consultants (AESC). EMA Partners International mirrors the values and standards of quality of the Association of Executive Search and Leadership Consultants and we believe having the opportunity to share these values and practices with our colleagues will have a positive impact within our organization and in the AESC community. About the Association of Executive Search and Leadership Consultants AESC is the voice of excellence for the executive search and leadership consulting profession worldwide. Its rigorous Code of Professional Practice guides members in nearly 1,300 offices in 74 countries and beyond to serve as strategic advisors on behalf of their clients. In turn, AESC members are best positioned to provide companies with a competitive advantagethe ability to find, attract and develop the best talent in the world and ensure that executives are successfully integrated.
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The drone school really taking off
April-03-2018 - bbc.com
Ivory Coast's biggest power provider is training drone pilots to inspect electricity pylons.
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Study Finds 36% of Forestry Workers with Noisy Jobs Suffer Hearing Loss
April-03-2018 - insurancejournal.com
About 15 percent of noise-exposed workers in the agriculture, forestry, fishing and hunting (AFFH) sector experience hearing loss, according to a new NIOSH hearing loss study published in the American Journal of Industrial Medicine. While the 15 percent figure is
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French mayor regrets April Fool´s joke about Ikea coming to town
April-03-2018 - bbc.com
Her joke about the Swedish furniture giant creating 4,000 jobs backfires with the town's residents.
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New Jersey Woman Charged with Stealing More Than $46K in Workers Comp Benefits
April-03-2018 - insurancejournal.com
A Jersey City, N.J., woman has been charged with stealing more than $46,000 by fraudulently collecting her mothers workers comp dependency benefits for nearly three years after she died. Wanda Berry was indicted on charges of second-degree insurance fraud and
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Phishing Could Affect 6,800 Members of Maryland Insurer
April-03-2018 - insurancejournal.com
Marylands largest health insurer says a phishing attack may have exposed the personal information of nearly 7,000 members. News outlets report CareFirst BlueCross BlueShield said Friday that an employees email account was compromised March 12, and could have allowed access
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Workers Compensation Insurer Stonetrust Enters Missouri, Tennessee
April-03-2018 - insurancejournal.com
Workers compensation insurer Stonetrust Commercial Insurance Co. has begun writing business in Missouri and Tennessee. Stonetrust, which is headquartered in Baton Rouge, Louisiana, is also writing in Louisiana, Texas, Oklahoma, Arkansas, Mississippi and Nebraska in addition to Missouri and
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New laws may allow workers to legally ignore their boss
April-03-2018 - usatoday.com
New legislation in New York City could give employees the right to not respond to bosses texts, emails and calls after work hours.
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Deadline nearing for Simplified Employee Pension retirement plan decision
April-03-2018 - usatoday.com
Small business owners who are considering starting retirement plans for their employees have a chance to save on their 2017 taxes. SEPs require very little paperwork and reporting to the government.
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Small-business hiring falls to lowest level in more than 7 years
April-03-2018 - usatoday.com
The Small Business Jobs Index decreased 0.12% in March and 1.07% from a year earlier, according to a report from Paychex. Small-business wages continue to rise.
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Prepared for the drop? How to handle the next market crash
April-03-2018 - usatoday.com
Dont panic. Do this instead.
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Female workers in Japan asked to take turns with pregnancies to delay leave, report says
April-03-2018 - usatoday.com
A husband said he and his wife had to apologize for breaking an employers "unspoken rule" about delaying pregnancy, according to a report.
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How to invest in retirement: We get the experts´ tips at the Investing Show Live
April-03-2018 - dailymail.co.uk
In our special Investing Show Live we look at why investing in retirement is different now, the investments that can suit your pension pot and the pitfalls to avoid.
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How to invest in wine without breaking the bank
April-03-2018 - dailymail.co.uk
The £179,250 paid for 12 bottles of 1988 Romanée-Conti wine was mind-boggling, but at the opposite end of the scale it's possible to invest from just £100 per month. We get some expert tips.
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Bolton & Company in California Names Trugman Associate Vice President
April-03-2018 - insurancejournal.com
Pasadena, Calif.-based Bolton Co. is expanding its education practice group with the promotion of Nicholle Trugman to associate vice president. Trugman has more than 10 years of employee benefits consulting experience. She has been at Bolton for the past
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Illinois Associated Agencies Hires Bashford as Chief Operating Officer
April-03-2018 - insurancejournal.com
Associated Agencies Inc. in Rolling Meadows, Illinois, has hired 35-year-old Talicia Bashford as chief operating officer, a newly created position. As the agencys first COO, Bashford will focus on overall operations and several areas of opportunity, including employee engagement, branding,
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Texas Landscape Firm Must Pay $400K in Workers Comp Fraud Case
April-03-2018 - insurancejournal.com
A Pflugerville, Texas, landscape company pleaded guilty March 21 to misrepresenting its payroll so it could pay less for workers compensation coverage, according to the Texas Department of Insurance. Jammers Groundscapes entered the plea in a Travis County District Court
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EEOC Sues California Hospitality Company for Asthma Disability Discrimination
April-03-2018 - insurancejournal.com
A large Southern California hospitality company is being sued by the U.S. Equal Employment Opportunity Commission for allegedly violating federal law by denying a reasonable accommodation to an employee with asthma. The EEOC filed the charges in the lawsuit against
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Spotify shares down 10% on first trading day
April-03-2018 - usatoday.com
Spotify made its Wall Street debut in an unconventional way Tuesday. The music giant used a "direct listing" on the New York Stock Exchange that will allow the companys early investors and employees to sell as many shares as they want whenever they want. (April 3)
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Generation Alpha: 58% of Brits plan to share parental leave in 2018
April-03-2018 - onrec.com
Study reveals the perception conception vs reality for new parents Posted in News archive on 03 Apr 2018 A third of expectant Mums and Dads plan to share parental leave equally 64% of parents share the cost of their child equally with their partner When speaking to current parents, 70% of them didnt end up sharing parental leave With recent figures revealing the average cost of raising a child in the UK now stands at over £75,000, financial comparison site money.co.uk studied 2,000 parents and expectant parents to reveal how new Mums and Dads are preparing for a new member of the family financially. 3 in 4 parents will take shared leave in the future Shared parental leave allows parents to share up to 50 weeks of maternity leave and 37 weeks of statutory pay after their baby arrives. This scheme was introduced in the UK by the government in April 2015. The findings from the survey suggest well see a huge surge in parents taking advantage of the scheme ; 58% of expectant parents will be sharing parental leave, in comparison to just 16% whove had their child in the last five years. This steady rise in shared leave could be a positive move towards improved paternity rights and narrowing the gender pay gap, however, 1 in 2 prospective fathers still admit theyre unlikely to share parental leave because they earn more money than their partner. Of the 2000 people surveyed, 64% of parents told us they share the cost of raising a child equally with their partner, suggesting the roles in relationships are shifting. When surveyed, 70% of current parents from the last five years said they hadnt taken shared leave. What our survey suggests is new parents of 2018 have a different attitude to raising children, with a more equal approach than just five years ago. Nicola Miller, a PR Manager from London said: Shared Parental leave worked for us because it meant my partner was able to stay at home for eight weeks instead of the standard 1-2 offered by paternity leave and still receive statutory pay. Id definitely recommend shared parental leave to other parents, its a surprisingly flexible way for you and your partner to spend more time bonding with your newborn without being financially penalised for doing so. Hannah Maundrell, Editor in Chief of money.co.uk, said: The cost of raising a child is increasing year on year and we wanted to dig a little deeper into how much this impacts new Mums and Dads. Its safe to say expecting parents are facing a growing trend of expensive activities both pre and post birth, which is forcing people to buck traditional trends like getting married to start a family. When planning a family, its important to sit down and budget. There are a number of surprising costs that will add to your monthly outgoings, including during the conception stage, so its important to get your finances sorted. Dont feel pressured into throwing a gender reveal party or buying the latest pushchair if its going to leave you in debt the most important thing to a child is unconditional love, which money cant buy. www.money.co.uk/press/generation-alpha-58-of-brits-plan-to-share-parental-leave-in-2018.htm
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Get a Job or Start a Business - Which One Should You Choose?
April-03-2018 - onrec.com
Get a job or start a business? This used to be a pretty easy question to answer. Once upon a time jobs were secure and salaries were decent. With the right qualifications and a little experience you could count on getting a good job and proceeding up the career ladder and pay scale over the years and decades to come. Posted in News archive on 03 Apr 2018 Nowadays, things arent so straightforward. The financial crash meant jobs have been harder to come by and salaries have been pretty stagnant over recent years. In addition, a millennial outlook on work means more people are working to live rather than vice versa. The result? More and more people are choosing to work for themselves. So what should you do? There are a number of factors that come into play when deciding whether to get a job or start your own business. Here are some pros and cons to consider: Getting A Job The Cons When you work for someone else, they are in charge of your working life. They decide what you do, when you do it, how much you get paid and how much time you get to take off. You generally perform the same tasks over and again. Unless you work for a very small company, youll be specialised in one area rather than gaining skills in many. The Pros A job with a long-term contract is a more secure form of income than setting up a new business. You can rely on your monthly pay packet and other financial perks such as a pension and holiday and sick pay. You can also can get away with the occasional off day without it hurting your bank balance. You get to work alongside other people. This means learning from your colleagues and superiors and improving your own skills. And getting a healthy dose of social interaction every day. Starting a Business The Cons You never switch off. Your business is your baby and you will live and breathe it every hour of every day, particularly in those early stages when youre getting things off the ground. Youll face stresses and carry responsibilities that you just wouldnt have to contend with when working for someone else. Because youre doing everything yourself, there will inevitably be jobs that you hate to do. Love creating new designs but hate the paperwork involved in invoicing your clients? You have to suck it up and do it all. The Pros Every penny your business earns comes back to you. Youre not slaving away to line somebody elses pockets so you see the direct results of your efforts. You get to make all of the decisions. That means not working with that client who always makes life hard. It means deciding on the ethical, social and environmental impact of your company. And it means choosing the work culture you want to adopt. This independence and control can make you much happier than you would be in a standard job. Youll never be more motivated than when you start your own business. Youll be able to put your own innovations into place. Maybe growth hacking could turn you into the next Airbnb? Or that new perspective youve developed could revolutionise your industry. When youre running your own business, the sky is the limit. Deciding whether to get a job or start a business is tough. Theres a certain degree of compromise involved in both options. Be sure to take these pros and cons into account when working out which path to choose. Linda Binklage is a Content Manager at Businesscheck.co.nz and Canadabiz.net . She enjoys blogging about entrepreneurship, online marketing, career development and freelancing. In her spare time, she loves catching up on the newest technological trends and finding new places to travel to.
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Comment in response to Apprenticeship and levy statistics
April-03-2018 - onrec.com
Petra Wilton, director of strategy for the Chartered Management Institute, said: Posted in Opinion on 03 Apr 2018 Todays apprenticeship figures show the government has got a lot of work to do to get employers on-board with the apprenticeship programme. According to CMI research, nearly half of managers have doubts about the government hitting its target of 3m apprentices by 2020 but are still overwhelmingly in support of apprenticeships for all ages. They also back the Apprenticeship Levy to transform how employers invest in skills. While the number of apprenticeship enrolments have predictably dropped as employers get to grips with changes to the system, CMI research shows that, nationally speaking, nearly half of all managers expect to see a rise in new starts over the next 12 months. One in three managers expect to have more people starting apprenticeship programmes over the coming year, compared to the period since April 2017. Clarity will be essential as the government continues to work with employers, particularly SMEs, to dial-up the apprenticeship programme. We welcomed the Chancellors recently announced £80m fund to help small businesses access the Apprenticeship Levy, and look forward to seeing details on how this will work in practice. We also want access to the digital apprenticeships service to be extended to small businesses to drive up apprenticeship numbers. Managers and employers need certainty to aid the planning of their apprenticeship programmes. We urge the government to remain firm in its commitment to the Levy in its current format and existing funding bands. If the government is to remain in track to reach its target of 3m apprentices by 2020, it must help employers adjust to the new system without any further disruptions.
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Real Money Casino Jobs
April-03-2018 - onrec.com
The majority of the world is well aware of the financial benefits of real money gambling Posted in News archive on 03 Apr 2018 However, the common idea of a professional in the gambling industry is of the stars of World Series of Poker. This is simply because that if the face of the industry. The suit-wearing executives that are associated with gambling are also not names that anyone would be surprised to find on Santas naughty list. These include Steve Wynn and Donald Trump. A Hybrid Casino Worker Technology has made it relatively cheaper to open a real money casino. Online casinos first went online in the first days of the internet way back in 1994. Australia casino showcases all Australian casinos with casino games similar to those at Brick and Mortar casinos. Obviously, the differences in the gaming platforms mean that operational costs are also different. With the major restriction (set-up and operational costs) to enter into the gambling industry seriously loosened there was an avalanche of casinos offering games on the internet. The Opportunity Naturally, this new industry which somehow has managed to so-far exist peaceful with land-based casinos created new jobs. There are very few people in terms of their percentage in the entire market that moved from land-based to online casino. The internet continues to be improved by the very second. New features are added and new uses are introduced regularly. Any serious online venture is continuously evolving to keep up with the changes. As a result of these and many other factors which we have not taken time to mention, there is a continual need for workers in the industry. Changes in technology mean that there will continue to be more and more employment opportunities in the gambling industry. Not, So Glamorous The professional world of gambling is very wide and extensive. Now people who dress like the stars of WSOP are the new executives of gambling firms. While some workers still have to do the traditional jobs of being a dealer at live-casino online. A feature that is only set to improve with VR.
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Morgan Philips Group acquires Hudsons operations in Europe
April-03-2018 - onrec.com
Morgan Philips Group SA has today announced the completion of its acquisition of Hudson Globals recruitment and talent management operations in Europe (excluding Benelux). Posted in News archive on 03 Apr 2018 The deal creates a combined talent solutions business with a turnover of 130m euros with 600 people in 22 countries. Commenting on the acquisition, Charles-Henri Dumon, Founder and CEO of Morgan Philips said: Hudson is a leading recruitment business with a strong track record of supporting employers and professionals across Europe. It brings best-in-class talent management consulting expertise to our established network of international offices. Our combined business will be better placed to offer customers an integrated range of headhunting, permanent and temporary recruitment and talent advisory services. The acquired businesses will continue to trade for the time being as Hudson in the UK, Denmark, Norway, Sweden, Czech Republic, Slovakia and Ukraine. In France, Spain and Poland, the group will trade as Morgan Philips Hudson Executive Search. There are no changes to the existing Morgan Philips Group brand portfolio in other countries. Dumon also announced plans to create a specialist talent consulting business, Morgan Philips Hudson Talent Consulting in the UK, France, Spain and Poland. The new business will offer strategic talent consulting services to organisations going through transformation as well as leadership development, succession planning and executive coaching. It will continue to offer Hudson assessment tools, including the unique PULSE MINDSET measurement tool. By combining Hudsons talent management expertise with Morgan Philips innovative high-tech recruitment approach we are able to offer organisations a wider range of relevant solutions to help them adapt and transform to the new world of work, added Dumon. The group also plans to roll out its innovative digital recruitment brands for middle management recruitment, Fyte and Fyte Now, offering video CV and talent matching across the newly acquired businesses. www.morganphilipsgroup.com
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Employee insecurity is reshaping The UK Labour Market, says Gartner
April-03-2018 - onrec.com
Employees Are Demonstrating Increasing Caution When Seeking New Opportunities Amid Low Wages And Brexit Uncertainty Posted in Opinion on 03 Apr 2018 Active job seeking in the UK has steadily increased by 5 per cent over the last year, according to new data from CEB, now Gartner , with less than one third of employees reporting high intent to stay with their existing employer. However, job seekers are demonstrating increasing caution amid low wages and Brexit uncertainty, which is changing the face of the UK labour market. These findings emerge against a backdrop of pay stagnation. Employees in the UK only anticipate a 0.2 per-cent pay rise a figure which sits well below the global average of 3.8 per cent. According to the latest Global Talent Monitor report, almost half of UK employees also report indifference to going above and beyond with their daily professional duties, with discretionary effort in Britain lower than in the US, Canada, Germany, Spain, India, Australia and New Zealand. Britons are also increasingly less willing to uproot geographically for a new job. In particular, the share of under-35s who move regions for work has dropped by one-fifth since 2000. Employees have greater flexibility than ever before, and people can now kick-start companies from the comfort of their own bedrooms, said Brian Kropp , HR practice leader at Gartner. However, the latest data shows that, in a political and economic climate defined by uncertainty, British workers crave stability and comfort when seeking new opportunities. Less fluidity in the job market may be suppressing real wage growth, since the best way to secure a pay rise is to switch employer, which may involve moving to a new location to enhance productivity. The biggest attraction-drivers for UK job seekers are work-life balance (55 per-cent), location (43.1 per-cent), and stability (34.5 per-cent). This contrasts to the global picture, where compensation takes the top spot (45.25 per-cent), and the requirement for a healthy work-life balance is 15 per-cent lower than in the UK. Global Talent Monitor data is drawn from the larger Gartner Global Labor Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication. Visit www.cebglobal.com/talentmonitor to learn more and compare talent data from around the world. www.gartner.com
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Armstrong Craven appoints new Client Partner for Consumer & Industrial
April-03-2018 - onrec.com
Posted in Appointments Global talent mapping and pipelining specialist Armstrong Craven has recruited a new client partner to its Consumer and Industrial team. on 03 Apr 2018 Catherine Neville brings with her almost 20 years experience having held a number of senior management and director level roles. She has a strong background in providing talent solutions across a range of sectors including aerospace, defence, nuclear and utilities. Catherine said: The approach Armstrong Craven takes is innovative and very different to others. It is a lot more strategic, working in partnership and adding significant value to our clients. A strategic approach to talent acquisition can make a real difference to organisations operating in sectors such as aerospace and nuclear where senior and scarce talent is in such high demand. Catherine joins Armstrong Cravens established Consumer and Industrial team which provides talent mapping, pipelining and insight to some of the worlds biggest brands. Tom Mason, CEO of Armstrong Craven, said: Catherine is an experienced operator with a wealth of knowledge of a number of important sectors to Armstrong Craven including aerospace and nuclear. She is one of a number of key appointments we have made across our core teams in recent months. Just like our clients, we pride ourselves on being able to attract the best talent to work at Armstrong Craven. Having the right people on board will enable us to continue to scale our own business in the UK and internationally. Armstrong Craven has seen annual growth in excess of 45 per cent since 2014. The firm has offices in London, Manchester and Singapore with further offices due to open in 2018. Tom Mason recently joined as CEO with responsibility for building the firms global reach. In addition to Consumer and Industrial, the firms other key sectors are Technology, Healthcare and Life Sciences, Financial Services and Professional Services.
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Jonathan Lee Recruitments new website sees nearly 200% increase in registrations
April-03-2018 - onrec.com
Celebrating its 40th anniversary this year, engineering and manufacturing recruitment specialist Jonathan Lee Recruitment has seen a boost in engagement to its newly launched, interactive website, designed to improve the user journey for candidates, clients and contractors. Posted in Launch on 03 Apr 2018 Company Profile Jonathan Lee Recruitment View profile » Launched in January, to-date the new website has seen candidate registrations up 194% and applications increase by 135% compared to this time last year. Jonathan Lee, founder and Chairman, said: We are immensely proud of our heritage and history, but equally recognise how important it is to continuously improve; employing the latest technology to communicate more effectively and continue to deliver a premium service. Weve had a very positive response to the new website and it is performing well. Were always looking for new ways to develop the level of service we offer to candidates, clients and contractors. After carrying out a detailed analysis including heat mapping of our previous website, we were keen to make some adjustments to offer a more visually engaging and interactive experience, making it easier to navigate and locate suitable jobs. The candidate section features an interactive dashboard, accessible through social login, where job applications can be managed/tracked and bespoke job alerts created, while candidates can also apply for jobs using their LinkedIn profile. For clients, there are dedicated sector pages that include profiles of consultants outlining their experience and specialism and capability to register a vacancy online. A timeline of events highlights the companys heritage; showcasing landmark assignments and the wealth of experience throughout the various manufacturing and engineering sectors. The new website also features industry-specific blogs, news and business updates, whilst offering a mobile first approach to allow visitors easy access to all website features. Visit the website www.jonlee.co.uk
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AI ´poses less risk to jobs than feared´ says OECD
April-02-2018 - bbc.com
Far fewer jobs are at high risk of being lost than had previously been claimed, says an OECD study.
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Woodruff-Sawyer Adds Matthews to Risk Solutions Division in Hawaii
April-02-2018 - insurancejournal.com
Woodruff-Sawyer has named Tim Matthews Honolulu office as vice president in risk control of its risk solution partners operation. Matthews will work with clients to apply risk management techniques and conduct loss control training programs. He will also assist in
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Arizona Governor OKs Bill Preventing Over-Prescribing of Opioids
April-02-2018 - insurancejournal.com
Arizona Governor Doug Ducey has approved legislation that will protect injured workers from being over-prescribed addictive opioids and help control escalating medical costs in the workers compensation system, according to the Property Casualty Insurers Association of America (PCI). SB 1111
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Analysis: Blacks largely left out of high-paying jobs, government data shows
April-02-2018 - usatoday.com
An Associated Press analysis of government data has found that black workers are chronically underrepresented compared with whites in high-salary jobs in technology, business, life sciences, and architecture and engineering.
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ALEX BRUMMER: Advisory fees for bankers, lawyers, accountants and PR advisers continue to soar
April-02-2018 - dailymail.co.uk
What is deeply troubling is that advisers feel they are as entitled to rich rewards as big employers. But grasping fees and benefits largely escape proper scrutiny.
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The trickiest driving manoeuvre for UK motorists revealed
April-02-2018 - dailymail.co.uk
The most hated move is, of course, the parallel park - and some drivers admit they're willing to burn extra fuel just to avoid having to attempt to slot their car between two other vehicles.
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The 6th Nominee for the Worst Employer of 2018 is the Sadistic Sergeant
April-02-2018 - workforce.com
Thomas Schiermeyer was already a recruit for the Seaside Park, New Jersey, Police Department, when he applied to the police academy for a promotion to an entry-level Officer. The application process he alleges in his lawsuit is one that Ive certainly never seen before, and one to which no employee ever should be subjected. As Schiermeyer was filling out his... The post The 6th Nominee for the Worst Employer of 2018 is the Sadistic Sergeant appeared first on Workforce Magazine .
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Tips for freelancers: Mistakes many people make and how to avoid them
April-02-2018 - usatoday.com
Here are 12 of the most embarrassing ones and how to avoid them yourself.
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Thousands of older workers each year say age discrimination is real
April-02-2018 - usatoday.com
More than 20,000 age discrimination complaints were filed with the U.S. Equal Employment Opportunity Commission in 2016.
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#ABAToo: House urges all employers to create, enforce sexual harassment policies
April-01-2018 - abajournal.com
In one of its final acts at the 2018 ABA Midyear Meeting, the House of Delegates took a stand against sexual harassment, approving a resolution
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Job search: The best way to answer why should i hire you?
April-01-2018 - usatoday.com
There are some effective strategies for how to handle it that can help turn a good interview into a great one.
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Con artists take their IRS scam to the tax preparers as data theft rises 60%
April-01-2018 - usatoday.com
Tax scams attacking tax professionals on the upswing. IRS is warning of phishing emails where a "new client" emails a tax pro about a tax issue.
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How to profit off horse dung in your retirement
April-01-2018 - usatoday.com
People always fear future disasters, from rampant manure piles to climate change. But history suggests capitalism will transform fear into benefits.
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More Relatives of Victim of Uber Driverless Car Crash Hire Lawyer
April-01-2018 - insurancejournal.com
More family members of a woman killed by an Uber Technologies Inc. self-driving vehicle have hired legal counsel, indicating the ride services firms legal problems may not be over in the first fatality caused by an autonomous car. Phoenix attorney
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How to book a big outdoor adventure holiday on a budget
April-01-2018 - dailymail.co.uk
Easter is the time for many families to get out the camping gear. Rachel, second left, and sister Sarah Hughes with their daughters Lili, left, and Esme run The Fire Pit camp in Norfolk
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Auto enrolment pension payments to rise from 0.8% to 2.4%
April-01-2018 - dailymail.co.uk
Millions of workers auto-enrolled into pensions will see deductions from wages triple in April, squeezing their spending power and testing the commitment to saving for old age.
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