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Jobmobile News - News of the world of labor
U.S. fund managers seek consumer stocks that Amazon can´t conquer
30-June-2017 - reuters.com
NEW YORK (Reuters) - Amazon.com Inc's game-changing move to upend the grocery business with a surprise deal to buy Whole Foods Market Inc compounds a problem already vexing fund managers: how to play U.S. consumer spending when the Seattle-based e-commerce giant is threatening to take over retail.
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What happens in Vegas: Nevada puts pot on the menu for fun-seekers
30-June-2017 - reuters.com
(Reuters) - Nevada, the only state where both gambling and prostitution are legal, is adding recreational marijuana to its list of sanctioned indulgences for adults, with sales kicking off at more...
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What does it mean to be called a ´trainee´?
30-June-2017 - sciencemag.org
The trainee designation has broad implications, noted speakers at the Future of Biomedical Graduate and Postdoctoral Training meeting earlier this month
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How we became eyewear entrepreneurs: the Warby Parker CEOs
30-June-2017 - usatoday.com
The Warby Parker founders and co-CEOs share their journey and career advice.
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Cutting rail suicides
30-June-2017 - bbc.com
Network Rail staff and transport police attend a suicide-prevention course which helps the vulnerable.
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Automation saved this American manufacturer
30-June-2017 - usatoday.com
Marlin Steel in Baltimore was able to stay in business by automating its processes to stay competitive when many other manufacturing jobs went overseas.
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Virgin Media to cut 200 jobs after management shake-up
30-June-2017 - telegraph.co.uk
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Reasons landlords claim on insurance and how to avoid
30-June-2017 - dailymail.co.uk
The majority of claims made by landlords are for storm damage, burst pipes and property damage caused by break-ins but landlords face additional risks that only specialist insurance covers.
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Best Sipps: How to find the right DIY pension for you
30-June-2017 - dailymail.co.uk
For the everyday saver who is unwilling to rely on the Government or an employer to provide their retirement income, self-invested personal pensions (Sipps) offer a do-it-yourself option.
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Robots spying on NatWest staff as they speak to customers
30-June-2017 - dailymail.co.uk
The bank is testing an IT system which records conversations in branches and on the phone, and analyses them to see if workers are behaving properly.
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Celebration evening marks the official opening of Pures new Ipswich office
30-June-2017 - onrec.com
Posted in News archive Professional recruitment specialists Pure extended its Suffolk Day celebrations by hosting a special event on Thursday (22 June) to mark the official opening of its new Ipswich office. on 30 Jun 2017 Pure invited clients and local people to join them for an evening of canapes and drinks to celebrate its move to new, larger offices at the heart of the towns regeneration area. The 21-strong Ipswich team are now located on Princes Street in the building which was previously the Co-operative Bank. Paul Sheldrake, Senior Manager at Pures Ipswich office, said: Wed like to thank everyone who came along to celebrate with us. After months of hard work to completely transform the building, followed by the busy period of moving in, weve been waiting for the chance to really show off our fantastic new home. It seemed apt for the event to become an extended celebration of our activities to mark the first ever Suffolk Day, designed to celebrate everything which is fantastic about this county including its local businesses. The regional recruitment agency, which also has offices in Cambridge, Norwich and Chelmsford, had previously been situated in Ipswichs Queen Street for nearly a decade. Having grown significantly over the last ten years, the team needed to move to larger premises but remained committed to staying in the town which is currently undergoing an extensive transformation. Paul added: These are exciting times for Ipswich and we are proud to be a part of it. Our office looks fantastic, and it proudly celebrates Pures culture and values. More importantly it has provided us with the space and location needed for us to continue supporting businesses to attract and retain high calibre employees and to help more people find their next exciting step on the career ladder. With Ipswich predicted to be among the top five UK places for economic growth this year, we need to be in the best position to fulfil our purpose of contributing to the economic growth of our region and to making a difference to peoples lives.
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New Government has opportunity to radically rethink tax for freelancers
30-June-2017 - onrec.com
Following The Conservatives deal with The Democratic Unionist Party (DUP), leading contractor tax adviser, Qdos Contractor, has highlighted the opportunity the new Government has to make radical changes to the current tax system, and rethink the effect it has on the UKs 2million freelancers and contractors. Posted in News archive on 30 Jun 2017 Qdos Contractor CEO, Seb Maley outlined a number of measures the new Government should consider in order to build a fairer, simpler tax system for freelancers: On changing attitudes, Seb Maley commented: First and foremost, attitudes towards the growing number of UK freelancers and contractors must radically change when it comes to tax. The vast majority of independent workers are not tax dodgers and do not choose to work this way to unfairly exploit the system. In times of uncertainty, the UKs independent workforce has shown its value to the economy, contributing £119bn last year. Why target them, punish them and tarnish their hard-earned reputation? Its time tax worked for everyone. And the Government has a fresh opportunity to work with freelancers and contractors to build a fairer, smarter and simplified tax system - and one which the independent workforce, the economy and Government themselves will benefit from. Advising against private sector IR35 reform: Recent public sector IR35 changes were rushed through, with contractors, public sector employers and recruitment agencies still largely confused by the situation. This hasnt been helped by HMRCs unreliable ESS Tool used to make IR35 determinations, along with a number public sector employers making blanket IR35 determinations. We urge Government to not to introduce similar reform to the private sector. Given that over half (51%) of public sector contractors who have now been placed inside IR35 are planning to leave their roles, a similar situation in the private sector could threaten this way of working entirely, putting strain on the thousands of businesses who rely on the independent workforce. Revoking dividend taxation changes: In this years Budget, tax-free dividend allowance was cut from £5,000 to £2000. Given the raft of recent controversial tax changes, reversing this decision would at least give UK freelancers and contractors some indication that their contribution to the economy is valued by Government, and they can benefit from taking on the risk of running a business. This would go some way to restoring the independent workforces waning confidence in Government, not to mention win back the support of a group of voters growing in size and influence. Calling for the alignment of tax and NIC : An ongoing commitment to aligning tax and national insurance contribution would simplify what has become a complicated tax system. With a number of different payments and deductions, aligning tax and NIC would play a huge part of reducing the growing administrative burden on businesses of all sizes.
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HR and the Hippocratic Oath: The VP of HR Will See You Now
30-June-2017 - workforce.com
HR leaders today are faced with unbounded complexity and overwhelming options when it comes to managing the well-being as well as the health and benefits spend of their populations. Choices about health plan benefit design, life-saving specialty medicines, expert-opinion services, proportion of medical spend borne by employees out of pocket and innumerable other decisions can weigh heavily on the mind... The post HR and the Hippocratic Oath: The VP of HR Will See You Now appeared first on Workforce Magazine .
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The Convergence of Health and Wealth
30-June-2017 - workforce.com
Lets talk about money. Every time I read an article or internet think-piece about how people are stressed about money, I have to actively stop the incoming eye roll. Of course people are stressed about money. Is that a surprise? You cant just assume that everyone who doesnt save isnt educated, is making the wrong decision and is a mess.... The post The Convergence of Health and Wealth appeared first on Workforce Magazine .
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Nearly half of UK office workers believe automation will have a positive impact on their organisation, finds new study
30-June-2017 - onrec.com
More education and training needed to ensure UK is ready for automation says Capgemini Posted in News archive on 30 Jun 2017 Capgemini , a global leader in consulting, technology and outsourcing services, today revealed findings of its research showing that nearly half (48%) of UK office workers are optimistic about the impact automation technologies will have on the workplace of the future. However, the cost of implementation and lack of infrastructure are big barriers to adoption for UK businesses. Capgemini commissioned independent research company Opinium to survey over 1,000 UK office workers to explore their attitudes and expectations of cutting-edge technologies including automation, robotics, and artificial intelligence (AI), including machine learning. It found that 40% of respondents believe machine learning will have a potentially positive impact in the workplace along with robotics (32%). Only 10% of respondents felt automation would have a negative impact. Opportunity for an automated workplace Nearly half of respondents (47%) revealed they have given serious thought to how automation technologies can support their department with its day-to-day processes; this rises to 85% among those office workers who are responsible for finances. In addition, business owners and directors, who were also part of the research sample, believe that as much as 40% of business tasks in their organisation could be automated in the next three to five years. Tasks such as invoicing (41%), managing expense claims (28%) reporting (28%) and administration tasks (28%) were all highlighted as having the potential for automation in the near future. As a result of increasing the use of these technologies in the workplace, office workers are starting to see the benefits these could have, including freeing up staff time to do higher value, core business tasks (27%), lowering costs (25%) and improving the accuracy of results (21%). Lee Beardmore , Vice President and Chief Technology Officer of Capgeminis Business Services Unit, says: Its really heartening to see the optimism for automation technologies among the UKs office workers particularly when nearly half have given serious thought to implementation in their own workplace. At present our survey estimates that around 13% of businesses in the UK are benefiting from automation, but theres still a lot that havent seen anything yet. We certainly expect this figure to rise in the near future as more and more businesses realise the transformational power of technologies such as AI, robotics and automation. All of these technologies represent an opportunity for growth for businesses in every industry sector. Barriers to a more automated future Although there is much optimism surrounding the benefits of automation technologies, office workers also noted a number of challenges to their organisations adoption, with an average of just under a third of respondents saying that implementation costs were the main barrier across all the technologies. Interestingly, Cybersecurity is most commonly seen as an obstacle to taking up AI (17%), while there is least awareness of the potential benefits of robotics (18%) and machine learning (17%). Time needed to implement, as well as skills and expertise needed, were also in the top five reasons cited as barriers. One of the biggest problems businesses will have to overcome is a lack of infrastructure. More than seven in 10 office workers (73%) were either not sure or knew their businesses didnt have the infrastructure in place to adopt AI. Respondents had the most confidence in automation, but 60% still admitted they didnt or might not have everything in place to adopt the technology. Lee Beardmore, continues: I would urge all businesses to not only start thinking about the potential value of automation technologies, but to also start looking at the skills and expertise they need within their organisation for future implementation, to stay competitive in the years to come. Thats why we are continuing to help in the drive to educate and support businesses when it comes to key technologies such as AI, robotics, and automation. By doing so Capgemini aims to boost the prospects of individual businesses and UK PLCs productivity on the whole. Antony Walker, deputy CEO of techUK said: This survey is a useful reminder of the positive outcomes we will see from automation. Whilst it is clear that new technologies will have a transformational impact on many jobs, it is by no means inevitable that machines will simply be used to displace humans. Dynamic economies that harness innovation to drive productivity and economic growth remain the best generators of rewarding and meaningful employment. This study suggests that many of todays workers see real benefits in technological innovation.
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How to throw a killer Fourth of July cookout on a budget
30-June-2017 - usatoday.com
Independence Day cookouts are a holiday tradition. But hosting one can get pricey if you are on a budget. Here are some tips to keep from going broke.
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Recruitive Integrates with Liquid Careers
30-June-2017 - onrec.com
Recruitive Software has integrated their end to end recruitment software and drinks industry career platform Liquid Careers. Posted in Partnerships on 30 Jun 2017 Company Profile Recruitive View profile » Liquid Careers is the drinks industrys career platform, providing the latest news, commentary, jobs and resources. They focus purely on the drinks market across all disciplines on a local and global level. Liquid Careers is backed by a team with an extensive drinks industry network and over 15 years of drinks market recruitment knowledge. Nina Young, Talent and Marketing Director at Liquid Careers comments: More than simply just another job board, we provide bespoke industry content, insight and networking opportunities. Our aim is simple; to provide a one-stop platform where drinks-industry professionals can access both market knowledge and careers and employers can reach the best talent. Carla Fern, Operations Director at Recruitive comments; We are delighted to welcome Liquid Careers to our extensive panel of almost 2000 job boards and are pleased to announce that Recruitives clients can benefit from an exclusive offer of 3 months worth of unlimited standard free job postings. For more information please visit: http://www.recruitive.com/jobmate/job-board-list/ https://www.liquidcareers.com/
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One in four employees trapped in means to an end jobs
30-June-2017 - onrec.com
Almost one in four (24%) adults in the UK are unhappy at work, but age and a lack of confidence are stopping them from making a career change, according to a new poll* commissioned by one of the UKs largest independent higher education institutions Posted in News archive on 30 Jun 2017 Nearly a quarter of adults say they are not happy at work Lack of skills and age cited as key barriers to progression 41% of under 34s say their age stops them pursuing a new career Almost one in four (24%) adults in the UK are unhappy at work, but age and a lack of confidence are stopping them from making a career change, according to a new poll* commissioned by one of the UKs largest independent higher education institutions The GSM London survey questioned 1,000 UK adults in full and part-time employment on how they feel about their working lives. It found that four in ten see their job as a means to an end, and revealed vast differences in work satisfaction based on whether respondents view their employment as a job or a career: Three quarters (72%) of people define their current working situation as a job, compared to 28% who say they have a career Thirty percent of people with a job say they are unhappy at work, against just 11% of people with a career Fifty-four percent of people with a job see it as a means to an end, versus just 10% of those with a career Just one in five people with a career feel that they are making good use of their qualifications, with the number dropping to 10% for those who see their work as a job. Surprisingly, the way people see their work situation varies very little with age, though there is a noticeable increase in the number who say they have a career between the ages of 25-34. At this point, for both men and women, the percentage of people viewing themselves as having a career jumps from a national average of 29% to 44%. However, despite this temporary improvement in career progression and satisfaction, 41% of employees believe they are too old to make a change by the time they turn 34. Alongside age, family commitments (22%), the pressure of uncertainty (22%), and lack of confidence (21%) are the most common reasons why people do not pursue their dream career. Lack of adequate qualifications and being too comfortable in their current role were also cited as barriers to career progression by one in five (17%) respondents. Alex Reid, Careers Adviser at GSM London, said: All evidence suggests that people who feel they have fulfilling careers and have high levels of job satisfaction are the most productive employees, so its a real concern that so many people appear be unhappy at work. The good news is that the labour market is becoming more fluid, with the idea that people will hold multiple jobs throughout their working lives fast becoming the norm. This means that people have a greater opportunity than ever before to take steps that set them on new career paths. A lot of people dont have the luxury of stepping out of the workforce for extended periods, regardless of how unhappy they are in their jobs or how keen they are to develop new skills. This is why higher education is changing. For instance, GSM London has pioneered accelerated degrees that can be completed in two rather than three years, and are introducing work-based learning programmes. Weve also invested in a range of careers programmes that help people develop attributes attractive to employers alongside their studies. Our insight also suggests that age does not need to be as much of a barrier as our survey suggests people think. Over 80% of our students are mature, and prove to be strong candidates for employers looking to bring people in that combine degree-level skills with rich life experience. As our research shows, those with fulfilling careers are much happier than those with jobs, so its definitely worth people considering all options for change and overcoming assumptions about the things that might stand in their way. To find out more about making a career change and GSM London, go to: http://www.gsmlondon.ac.uk/blog/changing-career-begin/
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New Jerseys RPA Insurance Services Hires Kruger from Integro
30-June-2017 - insurancejournal.com
RPA Insurance Services, a Parsippany, N.J.-based regional insurance agency, has hired Susan Kruger as the head of claims for Innovative Coverage Concepts (ICC) and Restaurant Programs of America (RPA). Kruger brings more than twenty-five years of insurance experience to her
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Alleged Safety Violations Bring Proposed $610K in Fines for Ohio Company
30-June-2017 - insurancejournal.com
A federal safety agency has proposed a $610,000 penalty against a central Ohio company for exposing workers to machine hazards and harmful levels of silica. The Occupational Safety and Health Administration said in a statement that violations were found during
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Proposed Ohio Legislation Adds Opportunities for Self-Insurance
30-June-2017 - insurancejournal.com
Ohio is one of the few states that does not allow private insurers to participate in the workers compensation system, although it permits larger employers to self-insure to administer and pay their own claims directly. Legislation introduced two weeks ago
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Zimmerman Named to Louisiana Workers Comp Advisory Council
30-June-2017 - insurancejournal.com
Louisiana Gov. John Bel Edwards has appointed Marc L. Zimmermann, Ph.D., of Prairieville, to the Louisiana Workers Compensation Advisory Council. Zimmermann is a psychologist in private practice and will serve as a representative of the Louisiana Psychological Association on the
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Workers Comp Insurer Cancels Policies for Hawaii Pot Firms
30-June-2017 - insurancejournal.com
Hawaiis largest workers compensation insurer is canceling insurance policies for seven medical marijuana dispensaries preparing to open this summer. Hawaii Employers Mutual Insurance Co., citing concerns over criminal liability since the drug is considered illegal by the federal government, notified
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Alliant Hires New Yorks Kenny to Facilitate Eastern Expansion
30-June-2017 - insurancejournal.com
Alliant has hired Kevin T. Kenny to its Alliant Americas division. In his new role, the New York-based executive vice president and managing director will play an integral role in expanding the middle market divisions reach throughout the Eastern United States. Kevin
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Maines Clark Insurance Hires McCarty as Director of Loss Control
30-June-2017 - insurancejournal.com
Clark Insurance, a Portland, Maine-headquartered, 100-percent employee owned agency, has hired Tim McCarty as the director of loss control services. McCarty has decades of national experience in the safety field. In his new role, McCarty will be providing and coordinating
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Skuld Names Kohmann as Head of Oslo Business Unit as Urdal Retires
30-June-2017 - insurancejournal.com
Marine insurance provider Skuld announced that Kristoffer Kohmann is the new head of Skuld Oslo 2, one of its Oslo business units. Kohmann will succeed Ketil Urdal who, after 16 years with Skuld and a career spanning 20 years in
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Billionaire investor Icahn backs off demand for AIG breakup: source
29-June-2017 - reuters.com
(Reuters) - Billionaire investor Carl Icahn is backing off his demand to break up insurance giant American International Group Inc , following the company's sale of assets and hiring of a new chief executive officer, a person familiar with the matter said.
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Free Online Content Provokes Deep Thoughts on the Cost of Learning
29-June-2017 - workforce.com
Whether you want to learn to code, hone your coaching skills or find a fun new way to use Salesforce.com, there is a free online course to teach you. With all this content up for grabs, do companies really need to pay for training any more? Its a debate that is raging right now, said Bill Pelster, principal with Deloitte... The post Free Online Content Provokes Deep Thoughts on the Cost of Learning appeared first on Workforce Magazine .
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Hagens Berman fires back at lawyer who claims firm breached his employment contract
29-June-2017 - abajournal.com
Hagens Berman Sobol Shapiro offered a different version of events in its response to a lawsuit by a lawyer who claims the law firm breached
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One State Looks to put Enforcement Muscle Behind Workplace Concealed Carry Law
29-June-2017 - workforce.com
Its been six months since Ohio made it illegal for employers to prohibit employees (or anyone else for that matter) from storing a firearm in their vehicles on the employers property. This law, however, lacks any specific statutory teeth (sort of). If Ohio legislators get their way, this omission will soon change. Am. Sub. H.B. 49 proposes to add the following... The post One State Looks to put Enforcement Muscle Behind Workplace Concealed Carry Law appeared first on Workforce Magazine .
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Aussie owner of Homebase to create 1,000 UK jobs
29-June-2017 - telegraph.co.uk
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Spanish entrepreneurs open a ´nap bar´ for workers to siesta in Madrid
29-June-2017 - telegraph.co.uk
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UK workers ´frustrated by flatlining pay´, says key economist
29-June-2017 - bbc.com
UK pay has stagnated for a decade, Bank of England chief economist Andy Haldane says.
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DIY chain Bunnings creating more than 1,000 jobs
29-June-2017 - dailymail.co.uk
Bunnings Warehouse bought Homebase from Home Retail Group in February last year for £340m, as part of a £840m major expansion into the UK.
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Turmoil on the high street: Tesco, John Lewis and Boots among the retailers culling jobs
29-June-2017 - telegraph.co.uk
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Around 7,000 jobs secured by Rolls-Royce plans
29-June-2017 - dailymail.co.uk
The aircraft engine maker is building a new test site at its main base in Derby and ditched plans to close another site, as it bids to double production.
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How to use your pension to fund retirement
29-June-2017 - dailymail.co.uk
The introduction of pension freedoms in April 2015 and the collapse in annuity rates means more people aged 55 and over are trying new tactics to generate a retirement income.
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Rolls-Royce safeguards 7,000 jobs in East Midlands
29-June-2017 - bbc.com
The engineering giant will create another 200 jobs by investing £150m in a new test bed in Derby.
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Vertu owner plans pre-pack administration for luxury smartphone manufacturer with jobs at risk
29-June-2017 - telegraph.co.uk
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One Call to Open Office in Springfield, Missouri
29-June-2017 - insurancejournal.com
One Call Care Management (One Call), a provider of workers compensation care management services, is opening a new office in Springfield, Mo. One Call will begin operations in August 2017 in 31,512 square feet of an existing building, located at
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Burns & Wilcox Expands Footprint in Pennsylvania, Plans More Hires
29-June-2017 - insurancejournal.com
Burns Wilcox, a wholesale insurance broker and underwriting manager, has increased its footprint in Pennsylvania with an office move and expansion for its Pittsburgh office to accommodate its growing team and revenue. Burns Wilcox has relocated its Pittsburgh
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FM Global Opens Learning Center Facility in Massachusetts
29-June-2017 - insurancejournal.com
Commercial property insurer FM Global has opened the FM Global Learning Center, a facility in Norwood, Mass., where employees and clients will explore property-loss prevention and insurance-related training through specially designed classrooms. The 27,000-square-foot, $15 million structure more than doubles the
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Robots stealing human jobs isn´t the problem. This is.
29-June-2017 - usatoday.com
Americans have been worrying about automation wiping out jobs for centuries. Some of it's been overblown. Here's what's not.
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Since no one is really working on Friday afternoons, some employers just say go home
29-June-2017 - usatoday.com
Mentally clocked out on Friday afternoon? Your boss just might tell you to go home. Enter the perk of summer Fridays.
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Robots may not be taking your job after all
29-June-2017 - usatoday.com
A new report from Paysa suggests automation jobs will put 10,000 people to work, and big companies will spend $650 million on annual salaries to make it happen. Sean Dowling (@seandowlingtv) has more.
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Millennials: Here´s how to save and invest when you´re just getting by
29-June-2017 - usatoday.com
Kate Strauss, 24, tries to cut back on spending and hopes to put away money this fall.
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Is there a bully in your workplace? Chances are, the answer is ´yes´
29-June-2017 - usatoday.com
Nearly a fifth of all American workers reported bullying in the workplace and another 20 percent witnessed it, says the Workplace Bullying Institute.
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Pay awards confirmed as losing pace with inflation
29-June-2017 - onrec.com
Employers have given a median 2% pay award to their employees over the three months to the end of May 2017, according to the latest data from pay analysts at XpertHR. Posted in News archive on 29 Jun 2017 This is the sixth consecutive rolling quarter that pay awards have stood at 2%. Although this is an improvement on the rate of increase seen over the autumn 2016 months, it continues to demonstrate the lack of movement back to pay award levels from before the recession. In the run-up to 2009, pay awards rose from several years at 3%, up to 3.5% and beyond. Before the recession, the last time pay awards were at 2% for any length of time was in the second half of 1993. The weakness in pay awards is exacerbated for employees by the widening gap between pay rises and inflation. On the retail prices index (RPI) measure, inflation stood at 3.7% in May 2017, 1.7 percentage points above pay awards. Many commentators expect RPI to keep on rising, putting the pay squeeze for employees firmly in centre stage. Based on a sample of 260 pay awards from across the economy effective between 1 March and 31 May 2017 (covering the pay awards for almost 3.3 million employees), we find that: half of all pay awards are worth between 1.5% and 2.5%; 2% is the most common pay award, given to 28.5% of employee groups; a 2% pay award was recorded in the services, and manufacturing and production sectors; four pay awards in 10 (42.2%) are higher than employees received a year ago, with one-third (33.2%) lower; and the number of pay reviews resulting in a pay freeze remains low, at just 4.8%. XpertHR pay and benefits editor Sheila Attwood said: With inflation wiping out the value of many pay awards, employees are facing on ongoing pay squeeze. Although employers are making positive moves to address this through not freezing pay, and giving higher awards than last year there is still little sign that employees will start receiving more than 2% at their annual pay review. www.xperthr.co.uk
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Immersive Virtual Reality Recruitment As The Future of Job Market
29-June-2017 - onrec.com
Whether we agree with it or not, VR is taking the market by the storm. Virtual Reality peripherals have moved beyond their initial popular use as a gaming device and slowly moved into the corporate industry. Posted in News archive on 29 Jun 2017 More and more companies opt for VR interviews and recruitment rather than traditional conversational means. What does this new technology bring to the table and how does it differentiate from current recruitment models that many people in the corporate sphere are used to by now? A new reality The fact of the matter is that many companies have already transitioned to a VR recruitment model and dont plan on going back to business as usual. What does this mean exactly? VR technology allows the interviewer to step into a virtual arena with their candidate and spend some time in a digital realm of the interviewers choosing. This can either be a serene nature environment or an internal crisis situation that the candidate needs to solve. Whatever the scenario, its up to the interviewer to decide. This opens a huge door for untapped recruitment model potential and offers people of different profiles to show what they have to offer. Having such a semi-realistic scenario play out in a controlled environment can give the interviewer precious data that they would otherwise skip out on. This example is only a fraction of what VR can offer companies that strive towards progress and innovation in their recruitment policies . An expanded market Virtual Reality as a system requires a different kind of thinking in order to be fully implemented. People of various profiles will be needed if the technology has any chance of breaking through to the mass corporate market: Programmers : Programming is an essential part of what makes VR so sophisticated. Programmers can look forward to many new job employments that require VR programming expertise, allowing even college students to easily specialize in future skills. Graphic Designers : Graphics and code go hand in hand. Designers will be needed just as much as programmers, because they will be the ones who create the visual stimuli for the simulations. And while many designers are successfully employed even today, investing some time into 3D modeling and texture design will go a long way. Animators : Animators will also find plenty of work when VR becomes an even more trending topic. Interviewers might want to create company branded animations, videos or montages which they can use during public presentations and recruitments. They might also use these animations to test the candidates and their responses, which means that animators will be sought after a great deal. Psychologists : Psychology plays a great part in what makes VR so interesting. We are essentially sitting in a chair with a headset strapped around our heads. We have a feeling of sitting in a chair but our eyes and brain are deceiving us. Psychologists will play a huge role in developing VR technologies for recruitment since the candidate responses will be largely unpredictable. Some people might be very good at their jobs but dont like the VR while others might enjoy it too much and become addicted to the technology. People who specialize in human behavior will have their hands full once VR becomes a trending system for recruiting new staff members. The upside of VR VR technology can tell us much more about ourselves than regular conversations can. People who fear video interviews or one-on-one conversations will be delighted knowing that they can do it in VR. It will help them by creating scenarios that work specifically for them, so anything that works for both the interviewer and the candidate can be used as a recruitment environment. Speaking of video conversations, think about the applications that VR can have when you consider group interviews and workshops. Your candidates can be miles away and not even near you and you can all be in the same room inside the VR, talking and participating in the workshop. All it would take is to have offices around the country that have a single VR headset for the candidates to use. When you consider all the benefits that this technology can offer in regards to recruitment, contacting BestEssay.Education service , to have your paper written or edited seems like a small but essential thing in comparison. The use of VR for checking and practicing practical skills that can cost people their lives is astonishing in itself. You can have practitioner surgeons, firefighters, police officers or even army men train in the VR without any consequences whatsoever. This is a great way to test your candidates skills in a controller environment and give them a small taste of what it feels like to work for you. Benefit of the doubt VR can have negative side-effects as well. Many people experience nausea, disorientation, headache and similar symptoms when exposed to VR. Like weve said, not everyone can have a headset on their heads for hours on end and feel okay afterwards. These users (mainly recruiters) will have to balance their usage accordingly and take regular breaks. The headsets are still under constant development and upgraded models are coming out routinely. So where does VR leave us at the end of the day? The truth is much more positive than some traditional media outlets or corporate executives would like you to believe. VR technology will not only make the recruiters job easier but also create a huge new variety of job employments. People of very different calibers and skillsets will find the market much more inviting than it was before VR technology took off. What we need to do is accept the change that is coming and figure out ways of using it to the best of our abilities. First steps into VR If you are a recruiter who is reading this and thinking about implementing VR in their processes, think no further. Give Virtual Reality technology a shot and develop a simple exercise to get you started you can even test the technology by doing team building exercises with your colleagues. Once a recruiter feels the power and possibilities of VR headsets in their everyday life, no job interview will ever look the same for them.
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Hundreds of thousands of UK businesses at risk of huge fines by not complying with forthcoming EU General Data Protection Regulation (GDPR)
29-June-2017 - onrec.com
Hundreds of thousands of UK businesses will be potentially at risk of huge fines (up to 4% of a firms global annual turnover) by not complying with the forthcoming EU General Data Protection (GDPR) next May, according to latest research published by UKs first fully compliant GDPR job board CareersinCyberSecurity.co.uk and London law firm Hamlins LLP. Posted in News archive on 29 Jun 2017 Company Profile Careers in Audit View profile » The research, which was conducted in between April-May 2017 amongst 207 business owners, directors and senior management in the UK, revealed that whilst more than two thirds are aware about forthcoming regulation and when this is coming into effect, seven in ten businesses (73%) have not allocated any budget to facilitate compliance with the regulation. Other highlights of the research included: The majority (53%) have not appointed a Data Protection Officer (DPO); More than a third of open ended answers amongst respondents revealed they are not planning to do anything about the regulation or do not know what has to be done; When asked if what would be the main reason for not preparing for the regulation 15% believed Brexit would preclude UK businesses from having to comply 12% simply do not have the funds to comply 10.% did not want to get caught up in red-tape 11% did not consider there to be a business risk Other businesses also believed their size removes the requirement to comply, yet when the GDPR comes into effect it will introduce a number of key changes which will impact organisations regardless of size or turnover. Crucially the regulation requires additional information to be supplied to individuals, including the need to identify the legal basis for processing data and the right for individuals to complain to the Information Commissioners Office if there is any problem with the way an individuals data is being managed - for example if there is a data breach or data is being passed to third parties without express consent. Businesses will be required to obtain a positive indication of agreement to personal data being processed. The consent cannot be inferred from silence, pre-ticked boxes or inactivity; Consent will be required for processing childrens data. Businesses will need a parent or guardians consent in order to process childrens personal data lawfully; Rules for obtaining valid consent have been changed. The consent document should be laid out in simple terms. Silence or inactivity does not constitute consent; clear and affirmative consent to the processing of private data must be provided.; The appointment of a data protection officer (DPO) will be mandatory for certain companies . These include all public authorities. In addition, a DPO will be required where the core activities of the controller or the processor involve regular and systematic monitoring of data subjects on a large scale or where the entity conducts large-scale processing of special categories of personal data. Firms whose core business activities are not data processing are exempt from this obligation. The GDPR does not specify credentials necessary for data protection officers, but does require they have both expert knowledge of data protection law and practices , report to the highest management level of the organisation and have adequate resources to enable the organisation to comply with the GDPR. Simon Wright, Operations Director, CareersinCyberSecuity.co.uk comments: Whilst some businesses will be exempt from appointing a Data Protection Officer, there are hundreds of thousands of businesses currently exposed because they do not have the right calibre of staff to deal with data protection law and practices and ensure they can honour all the obligations under the GDPR. Experts in the data protection field, could find themselves in high demand and in some circumstances in a good position to name their price, as there is currently an estimated shortfall of 7,000 DPOs in the UK alone. Matthew Pryke, a partner at Hamlins who regularly conducts data protection audits for SMEs comments: Despite awareness about the GDPR, too many businesses are complacent and think because of their size or nature of business they are somehow exempt from having to comply. Regardless of Brexit, this regulation even with the words EU fronting the name - will still apply for all businesses operating in the UK. Those who leave it to chance and dont prepare now, could be left high and dry if the Information Commissioners Office find businesses breach regulations. Other stipulations of the GDPR include: Article 35 of the GDPR states that data protection officers must be appointed for all public authorities. In addition, a DPO will be required where the core activities of the controller or the processor involve regular and systematic monitoring of data subjects on a large scale or where the entity conducts large-scale processing of special categories of personal data. Firms whose core business activities are not data processing are exempt from this obligation. The GDPR does not specify credentials necessary for data protection officers, but does require that they have expert knowledge of data protection law and practices . The introduction Mandatory Data protection impact assessments A risk-based approach must be adopted before undertaking higher-risk data processing activities. Data controllers will be required to conduct privacy impact assessments where privacy breach risks are high to analyse and minimise the risks to their data subjects. Data controllers will be required to report data breaches to their data protection authority unless it is unlikely to represent a risk to the rights and freedoms of the data subjects in question. The notice must be made within 72 hours of data controllers becoming aware of it, unless there are exceptional circumstances, which will have to be justified. Where the risk to individuals is high, then the data subjects must be notified, although a specific timescale is not specified by the Regulation. Regular supply chain reviews and audits will be required to ensure they are fit for purpose under the new security regime. Data subjects have the right to be forgotten. The Regulation provides clear guidelines about the circumstances under which the right can be exercised. Since the Regulation is also applicable to processors, organisations should be aware of the risk of transferring data to countries that are not part of the EU. Non-EU controllers may need to appoint representatives in the EU. Data processors will have direct legal obligations and responsibilities, which means that processors can be held liable for data breaches. Contractual arrangements will need to be updated, and stipulating responsibilities and liabilities between the controller and processor will be an imperative requirement in future agreements. Parties will need to document their data responsibilities even more clearly, and the increased risk levels may impact service costs. New requirements for data breach notifications Data subjects have the right to be forgotten New restrictions on international data transfers Data processors share responsibility for protecting personal data There are new requirements for data portability
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Mississippi Court: Workers Comp Benefits Owed to Officer Injured While Speeding
29-June-2017 - insurancejournal.com
Mississippis Court of Appeals says the city of Jackson cant deny workers compensation benefits to a police officer injured in a wreck while he was speeding. The court ruled 10-0 Tuesday that the city must pay former officer Kearney Brown
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Begin teaching kids money management skills early
28-June-2017 - abcnews.com
A part-time summer job can teach teens the value of earning a paycheck, but not necessarily how to manage their money wisely
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WATCH: From trash to treasure: Lara Spencer revamps old furniture
28-June-2017 - abcnews.com
ABC News' Lara Spencer and Taryn Mohrman of Woman's Day share tips on how to transform shabby old furniture into something new and chic.
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1,200 jobs axed as Tesco bids to save £1.5bn
28-June-2017 - dailymail.co.uk
The cut hits one in four staff at the supermarkets offices in Welwyn Garden City and Hatfield, Hertfordshire.
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More on Why Holding Lawyers Liable for Retaliation to a Clients Employee is a Bad Ruling
28-June-2017 - workforce.com
Yesterdays post discussing Arias v. Raimondo as the worst employment-law decision of 2017 was way more controversial than I imagined. To me, its a no-brainer. Its dangerous for courts to hold an employers lawyer liable for retaliation against the employees of the lawyers client. It will chill an attorneys ability to give proper advice to ones client, because anything that remotely could result in an... The post More on Why Holding Lawyers Liable for Retaliation to a Clients Employee is a Bad Ruling appeared first on Workforce Magazine .
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Corps to Begin Repairing Holes in Arkansas Levees
28-June-2017 - insurancejournal.com
U.S. Army Corps of Engineers officials are expected to begin repairing nine sections of a levee along the Black River in northeast Arkansas that was damaged by floods last month. Emergency workers are making plans to cover the holes in
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Tesco to axe 1,200 head office jobs
28-June-2017 - bbc.com
The UK's biggest supermarket will cut a quarter of its workforce in Welwyn Garden City and Hatfield.
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Tesco to axe a quarter of jobs at its head office
28-June-2017 - telegraph.co.uk
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Uber to appeal against English tests for drivers
28-June-2017 - bbc.com
The firm says the policy would cause thousands of private hire drivers to lose their licence.
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Pennsylvanias Penn Community Bank Hires Three
28-June-2017 - insurancejournal.com
Penn Community Bank, a Bucks County, Penn.-based independent, mutual financial organization, has hired three professionals to its administrative, lending, and insurance teams. Peter R. Palumbo joins Penn Community Bank as a mortgage loan officer, and Renee Schoeller joins as an
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Kinsale Launches Liability Product for Public Officials
28-June-2017 - insurancejournal.com
The Public Entity Division of Kinsale Insurance Company is now offering public official liability coverage that provides for damages and defense costs for wrongful acts alleged against a public entity, an elected or appointed public official, or an employee. Employment
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FedEx unit´s delivery service slowed by cyberattack
28-June-2017 - usatoday.com
FedEx unit's delivery service slowed by cyberattack
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UPS to freeze pension plans for non-union employees
28-June-2017 - usatoday.com
UPS will stop funding its traditional pension plan in 2023 for nonunion employees
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China frees undercover activists probing Ivanka Trump´s shoe supplier
28-June-2017 - usatoday.com
China is freeing those three activists who investigated labor conditions at a factory that produced shoes for Ivanka Trump. Elizabeth Keatinge (@elizkeatinge) has more.
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NRG shows continuing growth and development
28-June-2017 - onrec.com
NRG 2016 Results Posted in News archive on 28 Jun 2017 NRG (Northern Recruitment Group) results demonstrate year on year growth with uplift in revenue and operating profit (21%). The business with significant expertise in Executive Search & Selection and professional staffing for both interim and permanent appointments and RPO (Recruitment Process Outsourcing) delivers recruitment solutions across a breadth of industry sectors. The flexibility of our operating model enables us to integrate with clients and meet the needs of their changing business models. 2017 is a year of considered investment for NRG, in technology, in people and in branding as we sharpen our business offering, to expand our solutions geographically and work in embedded models with our existing and future clients quotes CEO Therese Liddle. Lorna Moran, Chairman added, The 2016 results reflect NRGs maturity and strength in core business across both permanent and temporary recruitment. Our balance sheet is strong and I am excited about the investments we are making to further expand the business offering and build models for future markets. www.nrgplc.com
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The true cost of running a franchise
28-June-2017 - onrec.com
Infographic by FranchiseInfo Posted in News archive on 28 Jun 2017 The initial cost of a franchise varies widely from one market to another, as well as within each individual sector. With this in mind, it is very important to decide which segment you are interested in and which specific brands before you can calculate an accurate start-up budget. This great infographic can help many different franchise businesses help which franchise is the best to invest into. This infographic will also take you through the top three franchises to invest into such as McDonalds, Subway and KFC. www.franchiseinfo.co.uk
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What Kind of Job Is Suitable for You According to Your Zodiac?
28-June-2017 - onrec.com
Posted in News archive Depending on your Zodiac sign, you may or may not have landed a career that suits you perfectly. While its not as trustworthy as your job counselor or the academic studies that you have attended, knowing what your Zodiac sign says about your career is very useful and important. Take a look at what job is suitable for you according to Zodiac. on 28 Jun 2017 Aries : Aries blooms and strives from creativity and leadership. As a natural born leader, you are ready for executive positions that involve constant challenge and risk. You like to be in charge and delegate work while maintaining steady project assessment. Careers that involve a rush of adrenaline (such as solo sports) are perfect for you, while corporate pursuit might prove a dream come true. Look for a perfect blend of adrenaline and control when choosing your career path. Taurus : You are calmer than anyone around you. This makes you perfect for positions that require people with a lot of stress management. Hands-on positions such as managers, waiters, bartenders, carpenters, etc. are perfect for Taurus. It allows them to use their hands and create, while also letting them use their calm demeanor to their advantage. Look for a career that allows you a combination of balance and innovation , while also asking you to multitask constantly. Gemini : As a natural born communicator and a people person, you are perfectly suited to deliver and communicate messages to others. Gemini is usually in pursuit of careers that involve constant human contact and connection. Some of the examples include personal trainers, journalists, news anchors, teachers and any kind of public speaking career that you can think of. Gemini should always strive for a position that allows them to talk and be heard because they can influence people better than anyone else. Cancer : The creative and warm heart of Cancer allows them to connect past and present like no other Zodiac sign. This means that Cancers are natural-born writers and best at establishing contact with young and old people. They should strive towards a career in childcare, elderly care, or even writing and publishing. The nature of these careers allows them to balance both worlds and do more things at once. Cancer should always strive to use their good nature and the fact that they are likable to establish contact with the youngest and the oldest of the world. Leo : Leo is the most passionate Zodiac sign and the one that is most authentic. People with Leo are far more likely to become influential people for their authenticity they cant and wont lie about anything. While it may seem like a flaw, they use it to their advantage and become instantly relatable by anyone whos paying attention. People with Leo should look for influential positions that allow them to connect with people. Small firms, educational positions, personal coaches, and speakers are all viable careers for Leo. Virgo : Virgo works best when there are details involved. For them, details are everything, and they like to lose themselves for hours on end looking at numbers, charts, and equations. Any profession that involves scientific pursuit is perfect for Virgo these include chemistry, physics, math, biology, and so forth. Virgo excels at using details and extracting a point in order to achieve a greater goal . Libra : If you are perceptive and like to think about the big picture, you might secretly be a Libra. They are the masters of perception and like to think of their work with very high regard. They are also adept at seeing how the small parts of our world fit together to make a bigger whole, making them perfect for corporate enterprises. Any profession that involves changing your perception and thinking big is suitable for Libra. These include graphic design, professional writing (check out top writing reviews to see more about writing), criticism and philosophy, or even legal positions such as being lawyers and judges. Scorpio : Scorpio loves to get lost in the details. Unlike Virgo, Scorpio lets the details consume them and become a part of their daily lives. They are relentless in their pursuit of a purpose and will stop at nothing until their jobs are done. This makes them perfect for a very specific type of career mainly in law enforcement. Scorpios are perfect for being police officers, detectives and any sort of work that involves solving riddles that no one else can solve. Sagittarius : You dont like to theorize a lot and like to cut straight to the chase. This is what makes you a Sagittarius, and its one of your greatest strengths . Sagittarius often jumps straight to work and doesnt like to plan a lot, which makes them perfect for physical work and work that requires very quick reaction times. They should pursue careers in transportation and travel, such as drivers, pilots or sailors. Capricorn : Capricorn is the type of person that doesnt like to be bossed around they are the bosses. This means that community work and leadership is right up their alley. Capricorn is far more likely to be loners than any other Zodiac sign. This is because their nature doesnt allow them to compromise and be ordered around. This is a great trait for military careers and leadership roles in general, which is exactly what Capricorns should pursue. Aquarius : Characterized as rule breakers and unique personas, Aquarius are known for being rebels. This makes them perfect for careers that involve thinking outside the box because the box doesnt exist for them. Careers such as singers, dancers, actors and extreme sports are right up their alley, making them stand out from the crowd and be themselves. Pisces : Easily the most empathic people in the world, Pisces are known for helping others. Their greatest strength is also their weakness because they always show their true colors and want to become connected with anyone they meet. They are most suited for careers that involve self-expression and letting others express themselves. Some of them include educational careers, design careers in graphics, interior design, and photography, and writing their emotions are their greatest asset. Conclusion While not definitive in any way, knowing what your Zodiac sign says about your career can be useful in a number of ways. Its more about what you feel and less about your true career choices and the position you have right now. Your Zodiac will help you realize who you are as a person and what makes you who you are when you take your current career pursuits into consideration.
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How to find a job on your smartphone
28-June-2017 - onrec.com
Whether youre a new graduate looking for your first job or looking to switch up your career, finding a job can be a tough challenge. Posted in News archive on 28 Jun 2017 To make the process of applying for jobs much easier, and to give you more time to improve your skills, Mobiles.co.uk has put together a few simple tips on how find a job using your smartphone. Download apps to help with your job hunt Smartphones are fast becoming the easiest way to apply for jobs, as you can upload your CV to database apps like Indeed and Monster, and apply whenever an appealing job opportunity arises. The Google Play and Apple store are full of easy to use apps that can you download and use to your advantage. Top 10 Job Application Apps (recommended by Mobiles.co.uk ) Indeed Monster Careerbuilder Reed Totaljobs Jobmagnt Jobsite Job Today CV Library Linkup For recent grads, Debut is a useful app that helps users find graduate jobs, placements and internships. With the help of the Talent Spot feature, users can also be headhunted by their dream career as it enables employers to fast-track ideal candidates to assessment centres or interviews with no prior application necessary. Current employers using the app includes Barclays, Arcadia, Microsoft, HSBC and Sky. Use social media to help you Use social media to get your dream job by searching for relevant hashtags and accounts to follow on Twitter. Many big name employers have recruitment accounts, such as, @LOrealCareersUK, @UnileverGradsUK and @BBCCareers, all of which post job opportunities, UK wide, on a daily basis. To search for jobs in your local area or for a wider range of employees, look for popular hashtags such as #nowhiring and #graduatejobs Popular hashtags: #NowHiring #Jobs #Careers #TweetMyJobs #JobOpening #JobListing #JobPosting #GraduateJobs. Update your CV Once you have found a few roles that you are interested in, the next step is to update your CV, remembering to tailor your application to suit different job descriptions. Having access to apps on your phone will help to maintain your CV on the go, and give you the advantage of being able to apply for a job as soon as it goes live. Top apps to help you update your CV Google Drive Pages (Apple only) Pocket CV ResuM8 CV Mobile Use Google Drive as a place to store your CV and cover letter safely on your phone. Simply sign in with your email address whenever needed, and make the most of being able to edit on the go. Andrew Cartledge, Mobile Expert at Mobiles.co.uk said: The job market in the UK is highly competitive, so finding ways to be ahead of the game is key. Whether its using apps to market yourself, or social media to get involved in the conversation with industry leaders, your smartphone could make the process a whole lot easier. For more information on how to apply for jobs using your mobile phone, please visit: https://www.mobiles.co.uk/blog/how-to-find-a-job-on-your-smartphone
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Flexi-phobia: fear factor means one in five employees dare not ask about flexible working options, despite their legal right to do so
28-June-2017 - onrec.com
Over one in five (21%) UK private sector employees equivalent to 5.5m nationally¹ are too afraid to discuss flexible working with their boss because they think they will say no, Avivas Working Lives report shows. Posted in News archive on 28 Jun 2017 5.5m workers in the private sector are afraid of asking for flexible working as they expect their employer to say no [1] Reluctance comes despite employees having the legal right to make a request to their employer for greater flexibility in their job A third (34%) of businesses dont offer flexible working options Two in three (65%) businesses expect the private sector workforce to be working more flexibly by 2022 There are clear employee retention benefits for businesses through flexible working - almost two thirds (63%) of employees are more likely to stay with an employer who offers this Over one in five (21%) UK private sector employees equivalent to 5.5m nationally¹ are too afraid to discuss flexible working with their boss because they think they will say no, Avivas Working Lives report shows. The findings come despite employees having the legal right to make a statutory application to their employer to change their working pattern [2] . Those aged 35-49 are the most likely to refrain from exercising this right despite the challenge some in this age group may face with juggling work and family life: nearly one in four (24%) shy away from starting a conversation for fear of rejection. Despite the widespread fear of asking to change their work arrangements, of those employees (54%) who have specifically initiated a conversation, the vast majority (79%) have had their request accepted, as almost two in three private sector businesses (64%) say they already offer the opportunity for flexible working. Such findings suggest a potential disconnect between employees expectations of what their employers will allow, and the greater freedom that is actually available to them. The fourth edition of Avivas Working Lives report which examines the attitudes and experiences of employers and employees on issues affecting the present and future of the UK workplace suggests there are clear business benefits to flexible working for both employers and employees. In fact, two in three employers (65%) think the private sector workforce will work more flexibly in five years time and over half (51%) of all private sector employees say they already do so, either regularly or occasionally, within their role. Improved business performance, productivity and happiness Avivas research highlights clear business benefits for those employers who are willing and able to embrace flexible working. More than half (51%) of businesses reported it increases productivity and more than two thirds (68%) believe it makes their employees happier. Flexible working also helps with retention and recruitment with two in three (63%) employees admitting they are more likely to stay with an employer who offers it, and when it comes to hiring the best talent, more than one in three (36%) employees identify flexible working as a deal breaker when considering a new job. Such views chime with staff who currently adopt flexible working patterns, as almost two in five (37%) cite increased happiness as one of the top three outcomes from working flexibly. One in three (34%) also identify being able to more effectively manage their responsibilities outside of work as one of the top three outcomes. Table 1: Top flexible working options Type of flexible working options most valued by employees Working from home 23% Option to work longer hours over shorter number of days 22% Option to work varying / flexible hours each day across the week 19% Gareth Hemming, director of SME insurance at Aviva UK, said: Technological innovation is presenting new ways for businesses to serve their customers and support growth objectives. It also offers the potential for businesses to evolve how they interact with customers outside of core working hours. Such change means businesses may need to rethink the way their employees work and should consider the benefits flexible working could bring in meeting business goals. It can also support employees looking to manage their work-life balance better as they juggle work with busy lives, looking after family young and old, managing health or even wanting more time to pursue other interests. Whilst flexible working may not be a practical option for all businesses they may still be able to introduce some degrees of flexibility even on an ad hoc basis that may be beneficial. Flexible working patterns are becoming increasingly common and businesses are predicting this trend will grow over the next five years. Indeed many businesses have already adapted their operations and a number have said they are considering it for the future as they recognise the benefits to both employer and employee. The fact that our research suggests some employees are too afraid to ask for flexible working options suggests there is still some work to be done to create an open culture where employees can feel able to have conversations with their employers. [1] ONS Labour statistics [2] Gov.uk overview on flexible working laws
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AGR report: employers accelerate degree apprenticeships to address skills gaps and social mobility
28-June-2017 - onrec.com
A report launched today (26 June 2017) by the Association of Graduate Recruiters (AGR) shows acceleration in developing degree apprenticeships as a result of the Apprenticeship Levy. Posted in News archive on 28 Jun 2017 Developing Degree Apprenticeships: the Employer Perspective is funded by the Higher Education Funding Council for England (HEFCE) to better understand the strategies deployed by a range of employers of different sizes and sectors 1 . It showed that almost half (44%) of employers have accelerated their degree apprenticeship strategy as a result of the Levy. This is unlikely to be at the expense of more traditional graduate programmes with just 22% of employers agreeing that they would be cutting graduate numbers as a result of an accelerated approach. Of the levy-paying employers surveyed, 56% are offering or planning to offer one of the 18 approved degree apprenticeships available at the time of the survey. Large employers with more than 5,000 employees are more likely to do so than smaller ones, as are employers in construction, financial services and the legal sector. The Chartered Manager Degree Apprenticeship is predicted to grow between 2016 to 2019 by more than 400% to just over 1,000 apprenticeships. In the same period, employers are planning for growth of over 280% to 635 Digital & Technology Solutions Professional Degree Apprenticeships. One of the main drivers for the apprenticeship policies and the levy in particular is to increase the level of productivity in the UK by addressing skills gaps. This is recognised by employers as 73% stated that degree apprenticeships may be a part of solving the skills gap issue within their organisation. Only 13% did not see a clear link. Another driver for apprenticeships is to offer career opportunities to young people that might not otherwise have considered them. This may be linked to avoiding the cost of attending university in the traditional way, reaching young people who did not realise such career options were open to them, or offering a more attractive earn and learn option. The survey asked employers whether their apprenticeship and social mobility strategy are linked, and 77% answered positively with only 5% of employers stating outright that recruiting apprentices will not contribute to their social mobility agenda. The most frequently cited issues employers face in developing degree apprenticeships are around the lack of awareness (60%) and reputation (60%) as well as unknown student demand (42%). Stephen Isherwood, Chief Executive of the AGR said: Given how much financial and time investment goes into the development of a degree apprenticeship, employers are naturally concerned about being able to attract the talent they need to their programmes. However, the returns could be bountiful with an expectation that they could help reduce skills gaps and address social mobility challenges. To increase the range of degree apprenticeships offered we are calling for greater clarity on the creation and implementation of programmes and the development of their profile in schools. There is significant interest in the groups of employers developing apprenticeship standards, but the process of approval and getting to market has to be sped up. Degree apprenticeships will prove a success if enough are developed in key occupational areas, and employers and providers can work in partnership with flexibility on both sides. The future of early talent recruitment and development will look different, but degree apprenticeships are a long- term game and not a short-term fix. 1 Developing Degree Apprenticeships: the Employer Perspective is funded by the Higher Education Funding Council for England ( www.hefce.ac.uk ) as part of the Degree Apprenticeship Development Fund. The research was conducted in November 2016 with AGR employers and received 92 responses. The data is supported by two round tables and multiple interviews to verify and bring context to the results. The report references and can be considered alongside the Universities UK report Degree apprenticeships: realising opportunities , which explores the supply side of degree apprenticeships.
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Overcoming difficulties in business: Improving revenue growth and ensuring maximum customer experience
28-June-2017 - onrec.com
Business gas comparison site Love Energy Savings discuss the difficulties UK SMEs and larger businesses face and made it their mission to help them. Posted in News archive on 28 Jun 2017 Managing Director at Love Energy Savings, Phil Foster, works to implement sustainable improvements to ensure revenue growth and opticccmum customer experience: Focusing on your customers wants and needs is the first step to improving revenue growth. Instead of immediately looking to your profit margins, it pays to consider your customers are well served. Once you understand your customers well enough, youll become familiar with their buying habits. You can then adapt your strategies accordingly. What you can learn from other businesses We spoke to three leaders of businesses of different sizes and fields to gauge the revenue growth lessons we could learn from their experiences. 1. Challenge the status quo by innovating Mark Bridgeman, UK Managing Director at EON Reality , says its all about challenging the status quo: EON Reality has scaled globally through innovation. As an organisation, we have conquered revenue growth management globally by constant process improvement. An approach which helped us to not just meet but exceed our clients expectations. It is mission-critical for businesses to constantly challenge the status quo with new, innovative ideas. It's great if something already works, but can it work better? More quickly? More cost effectively? Even small things like cloud storage and file transfer add up, and ultimately make you more world-ready. 2. Be systematic test and refine Scott Phillips is the Founder of Rise Art . He reveals the revenue growth challenges his business faced and the market specific hurdles that he had to overcome to achieve best practice management: When we started Rise Art, generating revenues was initially a tough task. We are reliant on having great artists and customers interact on our platform. Without great artists, we dont have a ton of inventory to promote. And without customers, artists would leave. We first focused on getting great artists to the platform, and where needed generating income for them to stick around by creating demand internally or via charity partners. Once we had a base line of artists, we then focused on the customer. By monitoring buying habits, we were able to develop channel partnerships, focus on customer relationship management and engage growth across multiple marketing channels. So what can your business learn from Rise Arts approach to revenue growth management? Whilst nothing is easy, taking an extremely systematic approach to how you test channels and developing a rigorous set of key performance indicators (KPIs) to measure them is what worked for us. Engaging team members at all levels is something wed certainly recommend. Ask your staff how they would define success on each campaign, then test, measure and learn from those findings. Its a process that takes time but ultimately has driven great results. 3. Keep your brand fresh, maximise reach and invest in your staff William Scott Forshaw, Founder and CEO of York-based high-end leather goods brand Maxwell Scott , states that expansion taught him a number of revenue growth management musts: Growing into new markets is necessary to get your brand out there and develop your business. We now have seven websites across the world namely in the UK, US, Germany, France, Australia, Switzerland and Austria and are preparing to expand into the east in the future. To manage revenue growth through these various global launches, we invested heavily in Pay Per Click (PPC). The ongoing maintenance of the backend of our website was also incredibly important, and allowed us to enhance customer experience and fine-tune stock management. As well as maximising reach, keeping your brand fresh is key. We rebranded in 2014, and redesigned our leather goods to match ensuring product and service quality was at the centre of every change. Employing the right staff also remains an important aspect of growing revenue and improving your business. After all you need professionals who are skilled at their trade and willing to work hard to get results.
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Nearly 60% of Payments in California Comp in 2016 Were for Medical Services
28-June-2017 - insurancejournal.com
The Workers Compensation Insurance Rating Bureau of California issued report containing estimated California workers compensation costs for 2016 based on insured employer experience. The report also reflects payments made by the California Insurance Guarantee Association in the statewide loss payments
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Missouri Plumbing Contractor Hit with $714K in Fines Over Trench Collapse
28-June-2017 - insurancejournal.com
A month after a 33-year-old worker died while working in an unprotected trench, U.S. Department of Labor Occupational Safety and Health Administration inspectors found another employee of the same Missouri plumbing contractor working in a similarly unprotected trench at another job site. OSHA
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Retirement Income Gender Gap Grows by £1,000
28-June-2017 - onrec.com
The gap between womens and mens annual average expected retirement incomes in 2017 has grown by £1,000 in the last year, according to new research from Prudential. Posted in News archive on 28 Jun 2017 Women retiring in 2017 will be £6,400 a year worse off than men The annual retirement income gender gap has grown by £1,000, from a gap of £5,400 in 2016 Womens expected retirement incomes stagnate while mens continue to grow The gap between womens and mens annual average expected retirement incomes in 2017 has grown by £1,000 in the last year, according to new research from Prudential 1 . The unique annual research has, over the last 10 years, tracked the future financial plans and aspirations of people planning to retire in the year ahead. This years Class of 2017 research shows that women expecting to retire this year will be £6,400 a year worse off on average than their male counterparts, and nearly £200 a year worse off than women who retired in 2016. Women this year expect an average annual retirement income of £14,300, which is the second highest on record although slightly down on the £14,500 for those retiring in 2016. This years female retirees are feeling slightly more confident about their finances, however, with 50 per cent saying they are financially well-prepared for retirement, compared with 48 per cent in 2016. Meanwhile, as womens incomes stagnate, mens expected retirement incomes have shown a fifth consecutive year of growth. Men retiring this year expect an annual retirement income of £20,700 £900 a year more than last year which is helping drive the gender gap to its highest level for three years. The Prudential study, which has tracked the retirement income gender gap for 10 years, shows that men retiring this year will be 45 per cent better-off than women. The gender gap was at its widest in 2008 when the average expected retirement income for men was 84 per cent higher than that expected by women. Kirsty Anderson, a retirement income expert at Prudential, said: It is encouraging that many women planning to retire this year feel financially well-prepared for their years in retirement. In fact, womens expected retirement incomes this year are the second highest on record. However, the gender gap in retirement incomes continues to grow, probably reflecting the fact that many women will enter retirement having taken career breaks and changed their working patterns to look after dependants. Unfortunately, as a result, many women will end up with smaller personal pension pots and some are also likely to receive a reduced State Pension. For anyone who takes a career break, maintaining pension contributions and, where possible, making voluntary National Insurance contributions after returning to work, should help to minimise the impact on their retirement income. The best way to secure a good quality of life in retirement is to save as much as possible from as early as possible in your working life. Consulting a professional financial adviser to ensure that retirement financial plans are on track is a sensible route for many. However, with a greater number of women staying in the workforce for longer these days, and employers increasingly offering more flexible working patterns, the outlook looks more positive for womens retirement incomes in the future. Average expected retirement incomes of new retirees 2008 to 2017 Source Prudentials Class of retirement research 2008 to 2017 The retirement income gender gap 2008 to 2017 Year of planned retirement Expected annual retirement income* Gender gap* Women Men 2017 £14,300 £20,700 £6,400 2016 £14,500 £19,800 £5,300 2015 £14,300 £19,100 £4,800 2014 £12,200 £18,900 £6,700 2013 £11,800 £18,200 £6,400 2012 £12,200 £18,000 £5,800 2011 £12,900 £19,400 £6,500 2010 £12,200 £19,600 £7,400 2009 £13,700 £20,300 £6,600 2008 £11,300 £20,800 £9,500 Source Prudentials Class of retirement research 2008 to 2017 * Rounded to the nearest £100.
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Market growth and strategy development are the main challenges facing global senior executives
28-June-2017 - onrec.com
Market growth and strategy development are the major challenges facing global senior business executives, according to the 2017 Corporate Learning Pulse global survey. Posted in News archive on 28 Jun 2017 Conducted on behalf of Financial Times | IE Business School Corporate Learning Alliance ( www.ftiecla.com ), the survey considers the future direction of leadership development. Research was conducted among almost 1000 senior professionals across multiple business sectors in China, France, GCC countries, Germany, Netherlands, Nordics, Japan, Spain and the UK. Two thirds of the companies involved in the research employ over 250 people. Over a third of senior professionals identify business growth as one of their top three business challenges (35%), followed by strategy development (32%) and cyber security (30%). Despite ongoing political uncertainty and increasing regulatory requirements, geopolitical factors and navigating the regulatory environment are only a major issue for 12% and 14% respectively of global senior executives surveyed. While corporate learning falls behind other business priorities in 2017, it is clear from the survey that senior professionals understand and recognise the long-term benefits of learning and leadership development. Almost one in four senior professionals report that corporate learning is in their top three organisational priorities in 2017 (24%). Global senior professionals are very positive about the impact of corporate learning /leadership development with: 84% stating education/leadership development has improved their business knowledge, competencies and confidence. 83% seeing education/leadership development as vital to achieve business goals. 81% viewing education/leadership development as more important than ever. 81% acknowledging that education/leadership development has enhanced their ability to do their job more effectively. The majority of global senior executives view education/leadership development as vital to employee retention (58%) and a key driver for innovation and change (53%) within their organisations. The main learning priorities with regards to corporate learning are revealed as: Strategy execution (58%) Strategy and planning (57%) Leadership capabilities (56%) Successful innovation (55%) Notably, among senior professionals in the UK, Spain, Germany, Nordics, the Netherlands and France (where 2016 priorities were recorded), there are significant year-on-year increases in strategy execution (54% to 58%), managing reputation and risk (49% to 54%) and commercial acumen (46% to 54%). While there is a lot to be positive about, what is also apparent from the survey results is that learning and leadership development programmes have not quite lived up to expectations. Less than half of senior professionals (47%) believe that past investments in corporate learning have added value to their organisation. Among those who did not agree past investments in corporate learning have added value, the main reasons cited for the lack of benefit are an inability to: Measure the success or outcomes of such programmes (43%). Adapt to the organisations needs (38%). Demonstrate a tangible impact on the organisation (36%). Nonetheless, there is still optimism about the future success of corporate learning, with 53% of senior professionals stating that senior leaders believe future investments in these types of programmes will add value to their organisation. Commenting on the research results, VanDyck Silveira, CEO of Financial Times | IE Corporate Learning Alliance, says: Senior executives face a multitude of business challenges, including an increasingly competitive environment, changes to technology and cybersecurity. Our survey reveals that corporate learning plays a vital role in helping businesses meet these challenges and developing the next generation of business leaders. The 2017 Corporate Learning Pulse global survey report and a video summary of the 2017 report findings is available to download from http://resources.ftiecla.com/en-gb/pulse2017/
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Post-Disaster, BP Stakes Future on Deepwater Despite Surging Shale
28-June-2017 - insurancejournal.com
About 300 BP workers commute 150 miles by helicopter from the Louisiana coast to a deep-sea drilling platform in the Gulf of Mexico that can produce more oil in a day than a West Texas rig can pump in a
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Is it always worth combining several pensions into one?
27-June-2017 - dailymail.co.uk
Workers switch jobs 11 times on average over their career, according to Government figures. This means that many of us can expect to end up with 11 pensions by the time we retire.
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Investment giants in panic over report by watchdog
27-June-2017 - dailymail.co.uk
It is understood that industry groups have met with Financial Conduct Authority chief executive Andrew Bailey 18 times since he took the job in July.
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9th Circuits Arias v. Raimondo Ruling May Be the Years Worst Employment Law Decision
27-June-2017 - workforce.com
Ill be vacationing in California with my family the first two weeks of July. After reading the 9th Circuit Courts decision in Arias v. Raimondo holding an employers attorney liable for FLSA retaliation against his clients employee because the employee sued his client for unpaid overtime Im thinking of adding the 9th Circuit to my list of tourist stops in San... The post 9th Circuits Arias v. Raimondo Ruling May Be the Years Worst Employment Law Decision appeared first on Workforce Magazine .
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Twitter hires new VP of inclusion and diversity
27-June-2017 - usatoday.com
Candi Castleberry-Singleton hire is latest bid by Jack Dorsey to make Twitter reflect its users.
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Seattle hiked its minimum wage, so employers cut workers´ hours
27-June-2017 - usatoday.com
In Seattle, many businesses must pay a minimum wage of at least $13 an hour. Now, a new study released says that law has left low-wage workers with less money in their pockets because some employers cut working hours.
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Valuable construction contracts are shifting away from London to the rest of the country
27-June-2017 - telegraph.co.uk
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Higginbotham, Painter & Johnson Financial Merge Operations
27-June-2017 - insurancejournal.com
Fort Worth-based independent insurance broker, Higginbotham, and Painter Johnson Financial have merged their insurance operations in Central Texas. Painter Johnson Financial is a broker of insurance, securities and employee benefits, based in Brownwood, Texas. It has individuals licensed to offer
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How to get a mortgage without a full-time, permanent job
27-June-2017 - usatoday.com
No W-2s and an uncertain wage future from working in gig economy can make getting a mortgage tough. Here are 6 tips to help prep for a loan application.
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Seattle´s $15 minimum wage may be hurting workers, report finds
27-June-2017 - usatoday.com
As companies look for ways to cut costs, Seattle's $15 minimum wage law may be hurting hourly workers instead of helping them, according to a new report.
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XL Catlin, McGowan Companies to Offer Coverage for Workplace Violence
27-June-2017 - insurancejournal.com
XL Catlin has entered into an exclusive underwriting agreement with The McGowan Companies to provide workplace violence insurance to U.S. businesses. Nearly two million American workers are victims of workplace violence each year, according to the Occupational Health and Safety
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USI Wins Competition to Acquire Wells Fargo Insurance Businesses
27-June-2017 - insurancejournal.com
Wells Fargo is selling its commercial insurance business to national brokerage USI Insurance Services. USI said it has agreed to acquire Wells Fargo Insurance Services USA that includes commercial insurance brokerage and consulting, employee benefits and property/casualty national practices, along
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Chubb Names Sherman to Lead North America Management Liability Business Unit
27-June-2017 - insurancejournal.com
Chubb has appointed Leigh Anne Sherman to lead its Private/Not-For-Profit Management Liability business within the North America Financial Lines division. Sherman will have overall responsibility for leading the units retail business, which focuses on providing directors and officers liability, fiduciary liability, employment
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Is Amazon getting too big?
27-June-2017 - usatoday.com
Some observers fear that as Amazons breadth grows, the power of its ecosystem could stifle competition and erode jobs.
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Can new housing minister Alok Sharma build 1m homes?
26-June-2017 - dailymail.co.uk
Responsibility for housing has now changed hands six times since 2010. So can the latest person tasked with the job, Alok Sharma, pull off the trick of getting enough homes built?
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How to be your own advocate at work without stepping on toes (podcast)
26-June-2017 - abajournal.com
Even trained advocates dont get everything they want at work. But what are some good strategies for knowing when to accept a managers decision, or
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2017 Game Changer: Jonathan DeGraff
26-June-2017 - workforce.com
Jonathan DeGraff is a model for transformation in the HR function, wrote Nicholas Campagna, regional HR manager at IBM, in his award nomination. DeGraffs accomplishments at IBM have been large and varied, including leading a successful employee engagement program, adopting social technologies to advance business, leading an executive shadow program and recruiting at Cornell University. A particularly notable HR intern... The post 2017 Game Changer: Jonathan DeGraff appeared first on Workforce Magazine .
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2017 Game Changer: Jay Fortuna
26-June-2017 - workforce.com
Jay Fortuna, president and chief learning officer, JADO Solutions, Chicago When Jay Fortuna stepped into his role as director of training and development at The Horton Group, he didnt just carry on with business as usual. Fortuna, 32, wanted to be transformative. No stranger to a challenge many insurance companies face, Horton Group dealt with difficulties attracting and developing new insurance... The post 2017 Game Changer: Jay Fortuna appeared first on Workforce Magazine .
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2017 Game Changer: Kellie Glaser
26-June-2017 - workforce.com
Kellie Glaser, program manager at Lawrence Livermore National Laboratory in Livermore, California Kellie Glaser has made a significant impact on engaging Lawrence Livermore National Laboratory employees as program manager. Glaser, 26, dedicated the past two years to improving the work-life balance of more than 6,000 employees. Her innovative programs include on-site cooking and language classes, wellness initiatives such as a... The post 2017 Game Changer: Kellie Glaser appeared first on Workforce Magazine .
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Existing EU Contracts Must Be Grandfathered After Brexit to Avoid Complexity: Lloyds CEO Beale
26-June-2017 - insurancejournal.com
Existing European Union insurance policies should stay in place after Britain leaves the bloc because the process of dividing them into British and EU contracts would be too complex, Lloyds of London Chief Executive Inga Beale said. The Lloyds of
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2017 Game Changer: Brian Monahan
26-June-2017 - workforce.com
Brian Monahan, co-founder and chief idea guy, GoodHire LLC, Redwood City, California Brian Monahan is no stranger to entrepreneurship. At 19, he and his brother started his first company, Inflection Inc., the parent firm of PeopleSmart. They later expanded into historical court records for genealogy (archives.com) which they sold to Ancestry.com in 2012 for $100 million. Then Inflection focused its attention on employment... The post 2017 Game Changer: Brian Monahan appeared first on Workforce Magazine .
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Number of Compound Drug Prescriptions Falling in Texas Workers Comp System
26-June-2017 - insurancejournal.com
A report released in May by the Texas Department of Insurance Division of Workers Compensation shows that while the number of compounded drug prescriptions in the workers comp system grew between 2010 and 2014, there was a steady decrease
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2017 Game Changer: David Holden
26-June-2017 - workforce.com
David Holden, director of HR technology, benefits and administration at Crowley Maritime, in Jacksonville, Florida Being tasked with heading HR technology, benefits or administration for a company of 5,000 people would be a full-time job for most anybody. Apparently David Holden isnt just anybody, though. Holden, 39, is responsible for all three disciplines HR tech, benefits and employee programs... The post 2017 Game Changer: David Holden appeared first on Workforce Magazine .
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Supreme Court to Review Retaliation Protections for Whistleblowers
26-June-2017 - insurancejournal.com
The U.S. Supreme Court agreed on Monday to take up a case that promises broad implications for when corporate insiders who blow the whistle on alleged misconduct can be shielded from retaliation by their employers. The justices will hear Digital
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Do HR and the Gig Economy Have a Future?
26-June-2017 - onrec.com
Caroline Griffiths, is Managing Director of Bradfield HR and is a Chatered Fellow of the CIPD, and has almost 40 years experience in the industry. Caroline set up Bradfield in 1989 Posted in News archive on 26 Jun 2017 When you take the gig economy at face-value, it seems to be one of the most desirable forms of employment, with employees seemingly gaining freedom to work the hours they wish, often in a quirky office, and for an innovative, forward-thinking company. Despite gig economy employers being perceived as some of the most desirable to work for, their business and HR practices are seemingly failing them. The reality is that employees of the organisation are in fact classed as self-employed. Meaning that they arent entitled to rights which include paid holiday or the minimum wage; allowing companies to avoid paying for such entitlements and lowering their tax outgoings. While employees of an organisations carry out their job personally and are granted to a vast range of employment rights, a worker is able to sub-contract work in some cases and has fewer rights. Someone who is self-employed is granted even less employment rights and is only protected against discrimination in some cases. In fact, the gig economy has become the subject of much negative press attention as of late; you cant move for want of seeing headlines on Uber and the recent step down of its CEO, Travis Kalanick. For a company which bought the gig economy into the spotlight, its now being used as a marker for all thats currently wrong in the sector. Uber has suffered sexual harassment claims and questions over working culture, as well as trade secrets theft allegations, and even an investigation into reports it was trying to mislead government regulators. Deliveroo also came under fire after accusations that it developed a vocabulary which was designed to ban managerial staff from talking in an employee-like language to self-employed riders. While the gig economy was initially cited as organisations who hire self-employed workers to deliver their business product or service, many businesses are similarly enlisting freelance workers expanding the so-called gig economy outside of its original remit. Despite a number of high-profile cases which have been damaging to the gig economy, its grown 72% since 2010, and PWC predicts that 30% of the workforce will work in this way by 2020. But with so many issues currently plaguing businesses in the gig economy and its so-called self-employed workforce, it raises a number of points for not only those businesses, but those who are considering offering this type of work too. Not least for the HR department who, as the backbone of a business, is tasked with ensuring that legal obligations are being met and that HR practices are upheld. The age of on-demand has revolutionised the way businesses operate, and an as and when required mindset has since developed in managers. Employees are no longer a necessity when someone who is self-employed can be enlisted at short-notice for a short-term project meaning there are fewer business expenses involved such as providing equipment, desk space, and holiday and sick pay, etc. While this, of course, has benefits for many companies, its leading some workers to become priced out of a job. A self-employed person in one country may have lower living costs to someone who is say living in the UK, for example. While this is an attractive idea for a business who can pay the lower fee, a race to the bottom mentality has begun to manifest. And then there are other issues such as managing an individual overseas. For example, not only could working hours not match up due to time differences, but workloads could become tricky to oversee and language also become a barrier to communications. While there are of course, a number of digital tools such as Basecamp and Slack which are designed to overcome these problems, its another area that businesses will need to consider. Then there is the issue posed by the onboarding process and legal implications which can occur. With many managers seeking out freelancers without the prior knowledge of HR, important documentation is often missed, alongside traditional HR processes which should be completed in line with company procedure. IR35 compliance is one such piece of compliance which should be checked, as it determines whether a freelancer should be classed as an employee. Yet, while these are just a few of the operational issues which hiring someone who is self-employed brings, the tribunal cases have often arisen because those in the gig economy are in fact found to be carrying out tasks which determine them to be an employee, not self-employed. With organisations being reminded to ensure that what is stated in a contract, should be implemented in practice. Rather than practice not matching contract something which has led organisations being found at fault. Where many seem to take concern is at how the gig economy being used as an intermediary for someone doing the same job. For example, while Uber previously classed drivers who gain work through the app as self-employed, a taxi driver at another firm is granted employment status for doing the same job. A ruling since declared that Uber had lost the right to classify drivers as self-employed in the UK, which they are not appealing. Of course, its not all a gloomy prospect as the gig economy presents a real opportunity for a change in the way businesses are run and how individuals are employed by a company. So, if the trend for outsourcing and freelancing is here to stay, where does it leave HR? Its become clear that government policy needs to be adapted to provide greater definition over the gig economy, something which manifestos in the recent general election included reference too. And while the courts have gone some way in determining the rights which should and should not be granted, real change needs to begin before cases reach the courts. bradfieldhr.co.uk
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Former Connecticut Software Company Manager Gets 2 Years for Taking $1.7M
26-June-2017 - insurancejournal.com
A former payroll manager at a Connecticut software company has been sentenced to two years in federal prison after she acknowledged stealing $1.7 million from her job. The U.S. attorneys office says 46-year-old Penny Roy, of Wethersfield, Conn., was sentenced
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Staff fears over jobs at luxury smartphone maker Vertu Corporation as bills go unpaid
26-June-2017 - telegraph.co.uk
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Massachusetts Worker Injured on the Job Wins $750K Jury Award
26-June-2017 - insurancejournal.com
A Massachusetts jury has recently awarded $750,000 to a man who suffered severe leg injuries while working for a landscaping business that did not carry workers compensation insurance. A lawyer for 52-year-old Jose Hernandez tells The Berkshire Eagle that her client
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UK is top destination for foreign workers - but Brexit makes EU workers consider leaving
26-June-2017 - telegraph.co.uk
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Crown Resorts staff jailed for enticing Chinese gamblers
26-June-2017 - bbc.com
Three Australian Crown Resorts employees broke the law by enticing Chinese high-rollers to casinos.
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Business confidence on the up, Lloyds survey finds
26-June-2017 - bbc.com
But companies are having trouble recruiting skilled workers, the research says.
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Understanding The Gig Economy: Why is it so popular?
26-June-2017 - onrec.com
Defined as: a labour market characterised by the prevalence of short-term contracts or freelance work as opposed to permanent jobs, the gig economy represents a social, cultural, and business evolution in attitudes towards permanent, fixed employment, in favour of more flexible and temporary staffing arrangements. Posted in News archive on 26 Jun 2017 The reality is, as more and more workers fluctuate between different positions and alternate working hours to accommodate their lifestyle, the gig economy becomes ever more popular . This presents a challenge for recruiters more accustomed to filling permanent roles than ad-hoc, temporary staffing ones and, as a result, the recruitment industry is changing. This blog will highlight some of the key aspects of the gig economy that recruiters need to take into consideration, as well as how the gig economy is reshaping the recruitment industry. The Benefits of a gig economy The gig economy is a working environment built around short-term engagements, temporary staffing, and freelance work as opposed to permanent jobs. Its attractive for both employers and employees: It gives employers the freedom to hire qualified individuals on a part-time or as needed basis and offers greater control over both resources and budget. It gives employees the freedom and flexibility they desire, allowing them to fit their work around personal engagements and activities. The gig economy is orientated around independent, freelance workers selecting jobs they are interested in, rather than simply being forced into a position where they have to accept whatever jobs they can find, or are offered. The consequence is that temporary jobs, contractor work and part-time roles are becoming more popular. Why is it becoming more popular? The advancement of digital initiatives, Cloud-based solutions and the way technology supports our social lifestyle is also changing our working lifestyle. It is now entirely possible to build a business online without the need for data storage servers or even an office! All you need is connection to the Internet. VPNs (Virtual Private Network), video and voice communication are making work life considerably less complex and strenuous, allowing employees to work whenever and wherever they want, and conduct meetings from home or on the go. Not only is the gig economy introducing greater work flexibility, it is also influencing employers attitudes towards the needs of their employees. Companies are now more likely to offer their employees flexible working schemes, as well as allow their employees to work from home and those that dont are viewed as having an out-dated workplace environment. How can recruiters help candidates looking for a gig job? For recruiters helping candidates looking for gig jobs, its vital to ensure that information on their website concerning job and candidate availability is regularly updated. Updating job positions on the website as and when they become available is a must. However, it is important to not be swept up by the pace of the gig economy. The general recruitment procedure has not changed, just its immediacy. First and foremost, establishing what your candidates want, what they are looking for, and their preferences, is of the utmost importance. Take the time to understand your candidates, as this will help you provide them with opportunities that are relevant and appealing. Even with the gig economy altering the pace of the recruitment landscape, recruiting best practices still apply. Ensure you provide your candidates with an exceptional service and if you are unsure of just what you should be doing read our blog on the Dos and Donts of recruitment . The gig economy is a new dimension to candidate recruitment that recruiters are grappling with and if you want more information on how to attract the latest talent, then download our free eBook: 10 Techniques to Target the Next Generation of Candidates.
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Champion of Diversity, Carol Rosati OBE joins The Chemistry Group to give everyone the opportunity to be brilliant
26-June-2017 - onrec.com
Carol Rosati OBE, former Director of Inclusion at Harvey Nash and founder of Inspire, a network connecting 8,000 senior businesswomen across four continents, has joined the people performance predictors The Chemistry Group (Chemistry) to help more people find the role theyd be brilliant in, regardless of who they are. Posted in News archive on 26 Jun 2017 Chemistry believes that everyone should have the opportunity to be brilliant at work and provides organisations with scientifically proven people assessments, highly customised by its team of business psychologists. This means that a vast volume of job applicants can be screened objectively and efficiently. It has clients across the globe, including SAP, Diageo, House of Fraser, and Pizza Hut. Carol Rosati OBE founded the Inspire network in 2008 and brings over 25 years talent management experience with her to Chemistry, where she will continue to focus on her wide-ranging Diversity & Inclusion activities, working with organisations in the UK and US to further integrate diversity into their recruitment processes. She will also be Managing Partner of Chemical Connections, a network of senior businesspeople working together to find ways of giving everyone their opportunity to be brilliant at work. Speaking about her new role, Carol Rosati OBE says, "Businesses thrive on having the right people for the right jobs, however more often than not, biases stop organisations hiring those people. She continued, "Chemistrys work to give everyone the opportunity to be brilliant has always impressed me. Its tools and methodologies have not only removed biases from the recruitment process, but have also vastly improved success rates and lowered attrition rates. Chemistrys values of helping brilliant people find brilliant work, regardless of background, education, or gender, aligns so closely with my own. Its simply fantastic. Roger Philby, CEO of Chemistry, commented, "Everyone deserves the opportunity to find a role and a company they can thrive in, no matter what their background is. We have worked hard on our Select product to remove subjectivity and find the best people for the best role. With Carol now on board, with her vision, deep understanding of cultural change, and track record of helping people and companies create inclusive environments to improve diversity of thought, we'll have the ability to help more people find roles that they will be brilliant at and enable more organisations to fulfil their full potential". Carol Rosati OBE will take up her position at Chemistry on the 22 nd June and will be based in London, UK. www.thechemistrygroup.com
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Brexit talks begin, with citizens rights top of the agenda for HR
26-June-2017 - onrec.com
Nick Goldberg, CEO UK & Ireland of Lee Hecht Harrison | Penna Posted in News archive on 26 Jun 2017 Brexit negotiations are finally underway, beginning one year to the week after the UK voted to leave the European Union. David Davis and Michel Barnier were placatory in their press conference on Monday, having agreed terms of reference and a schedule for the talks. Employers hope that the status of their EU staff can be settled quickly. Although no-one thinks that current staff will need to leave, the uncertainty over rights and procedures is worrying for senior leaders and HR. The Prime Minister wanted to settle the question of EU citizens in the UK before now. In fact, she pressed for an agreement last October, which was blocked by Angela Merkel, whose no negotiation without notification repeated the European Commissions uncompromising line. As is often the case with the Commission, it invented an valuable position and dressed it in the garb of principle. Three million people in Britain, and around a million British nationals living in the EU, and crucially their employers, were left to wait for the Article 50 legislation and notice. There is already an automatic right to permanent residency after five years. Your EU staff arent obliged to get a certificate, but employers can currently rely on passports, so this has never been an issue. The cumbersome and officious approach of the Home Office has alarmed those now trying to apply. While their concern is understandable, administrative practicalities will force the system to be streamlined before Brexit, regardless of the negotiations. Requirements for employers and employees will be reduced to a minimum. Whats really needed is clarity for those who arrived after March 2014, clarity about any cut-off dates and clarity on acquired rights towards benefits and pensions. It could be done unilaterally. This would leave British nationals in the EU27 without a guarantee of equal treatment, however, and the Government was concerned that any cut-off date could prompt a late influx of arrivals. Thats why Mrs May rejected Vote Leaves open offer to EU citizens, which her own Foreign Secretary championed during the referendum. Whatever the criticism and uncertainty during the wait for talks, a reciprocal deal has been the goal. The citizenship question is one of the three early priorities for the negotiations. Already, differences of approach can be seen in the European Commissions position paper, Essential Principles on Citizens Rights . Whether existing EU staff would regard each principle as essential is open to doubt, although the impact for UK employers would be indirect. The British negotiation team is likely to have reservations about: Cut-off at withdrawal any EU citizen who arrives in the UK by March 2019 would be able to stay, and would acquire a permanent right of residence after 5 years. The Government is thought to favour the Article 50 notification date. In practice, employers should find no restrictions on hiring EU staff either way, particularly given the sort of transitional arrangements being mooted. Super rights on family members EU citizens in the UK would continue to have an unlimited right to bring in future spouses or family members, which British nationals do not possess. UK employees must demonstrate that they can support a foreign spouse through their own income. Benefits EU citizens in the UK would remain eligible for benefit payments relating to family members that live abroad. This is particularly relevant to Child Benefit payments, where many claims relate to children living in Eastern European member states. ECJ jurisdiction the Court of Justice of the European Union would monitor and protect the rights in the Withdrawal Agreement, giving the EU Court jurisdiction over the actions of future UK Governments. This would be unprecedented for an international agreement and crosses a Government red line. More positively, the proposals would protect British nationals living in the EU, providing equivalent rights to those they currently possess, but no appeal to the UK Courts. The Prime Ministers first demand when she meets her fellow leaders at the European Council this week is likely to be international arbitration for both sides. If the ECJ is replaced by an independent tribunal, then David Davis was right to claim much common ground on the rights of citizens, with the foundations for a reciprocal guarantee. Not that employers could relax at that news alone, because it leaves much necessary detail in the air, and an entire UK immigration system to be determined. The Commissions paper merely scopes areas like healthcare costs and pension entitlements, each of which could descend into disagreement as negotiations proceed. The Government appears to be taking the initiative. Mr Davis promised to publish a detailed paper, outlining our offer on Monday [26 June], which I believe will form the right basis on which to reach agreement. It should then become possible to give European staff meaningful advice about what to expect. While the desire to reach an early settlement for EU and British citizens is genuine, during 44 years of ever closer union, the one route that was never seriously entertained by either side, much less discussed, was exit. One day down, one year on, there is a long way to go. LHH Penna will produce a full analysis of the potential implications of Brexit for employers and employees from the European Union following the publication of the Governments paper next week. www.penna.com
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BMW South Carolina plant adding 1,000 jobs, redesigned X3
26-June-2017 - usatoday.com
BMW revealed the redesigned, third-generation X3 sports car on Monday, showing off a slightly longer wheel base and a new three-dimensional grille.
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Lloyds to Cut 10% of UK Employees on Soft Market Pricing Pressures
26-June-2017 - insurancejournal.com
Lloyds of London is planning to cut 10 percent of its staff in the UK as the worlds oldest insurance market looks to streamline operations and reduce costs amid continued pricing pressure on its members. Lloyds plans to introduce a
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Powered by Homegrown Insurtech, HCI to Expand Flood Insurance Sales to 9 States
26-June-2017 - insurancejournal.com
As Congress tries to figure out how to change the federal flood insurance program to encourage more private insurer involvement, one insurer isnt waiting to wade deeper into the private flood insurance business. Florida-based HCI Group is looking to take its
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Modern slavery compliance - think your agencys exempt? Think again!
26-June-2017 - onrec.com
From April 2016, all businesses with an annual turnover above £36m are obliged by the Modern Slavery Act 2015 (MSA) to publish Slavery and Human Trafficking statements (SHTs). Posted in News archive on 26 Jun 2017 Company Profile Lawspeed Ltd View profile » These statements must set out the steps (if any) a business has taken to combat modern slavery within its organisation and supply chains (including the recruitment agencies they use). Agencies under increased scrutiny Following last weeks high-profile prosecution under the MSA, highlighting the role of a recruitment agency unwittingly supplying victims of modern slavery to Sports Direct, all agencies (including those with turnovers under the MSA threshold) will find themselves under increasing scrutiny from larger hirers, who need to demonstrate the steps they have taken to minimise the risk of modern slavery occurring in their supply chain. Free webinar To help agencies understand the implications of the legislation and to ensure they are compliant, Lawspeed is offering a free webinar on 11 th July 2017 at 3pm. For full details and to book your place visit http://www.lawspeed.com/Events/Webinars-July2017.aspx
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7 simple steps to create a successful staff training plan
26-June-2017 - onrec.com
Training your team is an investment and one well worth making. Employees who lack skills or knowledge are likely to struggle in a role they arent properly equipped for, causing demotivation, anxiety and underperformance. Posted in News archive on 26 Jun 2017 But planning an effective staff training plan takes time and effort. Its critical to understand each team members individual needs and to set training targets that match your business goals. A good training plan isnt just a job description it should cover hard and soft skills: Hard skills: technical skills that can be measured, such as the ability to use software Soft skills: less tangible skills, such as negotiation and listening Mike Edwards, Head of People at business gas comparison site Love Energy Savings , suggests his top 7 ways to create a staff training plan that will succeed. Assess staff needs Each member of staff will have a different level of experience and knowledge so its important you start by assessing them individually. This could take the form of a survey, a personal interview or managers observations. Engage staff Your staff are much more likely to be willing to take part in additional training if they understand the importance of it. Not everyone likes change so be open to questions from your team and emphasise the benefits training will bring. Encourage your team to research training opportunities and make their own suggestions. Recruit a specialist To properly implement a training plan, you may need to look outside your organisation. By bringing in a specialist co-ordinator who is dedicated to ensuring training happens, you can send a strong message to employees that youre serious about their development. Make it measurable Your training co-ordinator should devise training plans that meet SMART goals. Specific, Measurable, Agreed-upon, Realistic and Time-based. This will ensure each team member is on a development path that can be measured. Celebrate success Encourage your team to take pride in their training achievements by celebrating their success. This will help maintain morale and drive, which is important for long-term training plans after the initial excitement has worn off. Receive feedback Be open to receiving feedback from your staff on how their training is going. It should be a two-way conversation so encourage an open and honest dialogue within your team. Training should be a discussion point that staff can openly debate and get passionate about. Refresh and refine your training plan Training should be reviewed and revised continually, ensuring it meets both your staff and business goals as they develop. Accepting adaptations and improvements will ensure your training is relevant and fresh, and itll help to keep your team inspired.
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UK recruiters reveal their biggest interview bugbears
26-June-2017 - onrec.com
From turning up too early, to not dressing appropriately, CV-Library reveals the key turnoffs that are putting hiring professionals off of candidates Posted in News archive on 26 Jun 2017 Company Profile CV-Library.co.uk View profile » New research from the UKs leading independent job board, CV-Library has found that nearly three quarters (74.5%) of recruiters say that there are certain areas that would put them off a candidate, with some of these key pet peeves cropping up during the interview process. The research, which surveyed 800 recruitment professionals across in-house and agency positions, found that the following activity would unfortunately result in the candidate not getting the desired job: Having an arrogant or rude personality (84.9%) Not preparing efficiently for the interview (73%) Dressing inappropriately, for example, too casually (52.6%) Turning up too early or too late (29.6%) Being excessively shy (13.2%) Lee Biggins, founder and managing director of CV-Library, comments: It goes without saying that coming across well in an interview is a must and its no wonder that recruiters are growing tired of candidates that are unprepared, dress inappropriately and dont come across well in person. Furthermore, according to the research there is a lack of consensus around how appropriate it is to send a follow-up note after an interview, with 6.6% revealing that candidates that follow up too frequently are a major turn-off, while 2% dislike it when candidates do not send a follow-up. Biggins continues: No-one wants to be pestered, but to prevent this from happening, try to give your candidates a clear timeline of when they should expect to hear back from you! Learn more about CV-Library at www.cv-library.co.uk
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SPONSORED: Never the same day twice working at Celtic Manor
26-June-2017 - theargus.co.uk
Pull quote: If it wasnt for the amazing training, I wouldnt be where I am today
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RBS axes 443 as it shifts jobs to India
25-June-2017 - dailymail.co.uk
The company, 73 per cent-owned by the Government, said staff in Mumbai would take over back-office roles such as background checks.
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Heres how to join the self-build boom
25-June-2017 - dailymail.co.uk
Last year, a record 1,100 people a month built their own properties or restored derelict buildings. Sharon and Les Hume (pictured) now own a house crafted to their own design.
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Sunny days... how to spend wisely on summer shades
25-June-2017 - dailymail.co.uk
Special offers for free or two-for-one prescription sunglasses are being heavily advertised in the high street as the sun beams down and we gear up for the summer holidays.
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Worldwide Healthcare: Trust invests in medtech stocks
25-June-2017 - dailymail.co.uk
Isaly is managing partner of OrbiMed Healthcare Fund Management, which he set up in 1989 after a career as a healthcare analyst.
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Wonder Woman continues to smash box office records
25-June-2017 - bbc.com
Patty Jenkins' film is on course to become the top grossing live-action film from a female director.
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Unreasonable demands scupper small and medium firm deals
25-June-2017 - dailymail.co.uk
Almost half of all small and medium-sized companies have turned down contracts because of unreasonable demands from customers, according to research.
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Royal Bank of Scotland to move hundreds of jobs to India
25-June-2017 - bbc.com
The move by the state-owned bank will cut nearly 450 UK jobs dealing with loans to small businesses.
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RBS to cut 443 jobs in UK, move many of them to India
25-June-2017 - reuters.com
(Reuters) - British lender Royal Bank of Scotland is planning to cut 443 jobs dealing with business loans and many of them will move to India, the bank said.
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How to buy stocks for the rest of Trump´s 1st year in office
25-June-2017 - usatoday.com
It's wild out there. Don't get FANGed!
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How to ensure your gift cards dont go to waste
25-June-2017 - usatoday.com
Leaving them to collect dust is a missed opportunity. Heres how to avoid squandering your gift cards.
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Which financial role suits your personality?
25-June-2017 - theargus.co.uk
IF YOURE keen to work in financial services, there are dozens of career paths you can follow. While many want to pursue a certain job because of the financial security it provides, others many be drawn to a position because it offers flexibility or wait for it fun. If you really want to find a role in which you excel, matching your personality traits with the job spec is a great help. Corporate employers have been doing personality tests on job seekers for years. It can be a helpful pointer when deciding where in the company to place a new recruit. Here is our slightly less scientific guide... Extrovert Extroverts seek out others to bounce ideas off and thrive in a busy team environment. They are happiest when juggling several tasks at the same time. A bank teller in constant contact with customers and carrying out a variety of different types of transactions and requests is a great fit. Extroverts are also found in sales roles where their charisma helps them to be forward, sociable and persuasive. Sales jobs tend to be results-driven and this can be a real motivator. Introvert Introverts particularly enjoy getting absorbed in one task and seeing it through to completion. They have great concentration and because of this can carry out their work thoroughly and meticulously. The role of an auditor requires efficiency and accuracy above all else. The job involves detailed work collating, checking and analysing data and needs a single-minded approach. Does this sound like you? Emotionally Intelligent You can still be a people person without being a huge extrovert. Many financial jobs involve spending time with individual clients to discuss and plan their financial needs. Being able to pick up on verbal and non-verbal clues can help establish trust and make sure your deliver exactly what they need. Personal financial advisors will help clients with a whole range of financial products. It is a position of trust because of the amount of personal and financial information shared by clients. Theyre also placing their trust in you to come up with savvy advice so great interpersonal skills are essential. Similarly, insurance brokers need to be observant and good listeners to meet the needs of clients. Analytical Mind While most of us can try and improve our general analytical skills, some people are naturally more gifted than Sherlock Holmes. If youre able to approach large amounts of data and cut straight to the chase, then a job as a forensic accountant could offer a satisfying career for your natural curiosity and analytical skills. A methodical approach, creative thinking and sound judgement are all required. In fact, its elementary!
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WATCH: Negotiating tips for buying cars
24-June-2017 - abcnews.com
Learn what questions to ask dealerships -- or how to avoid them altogether by buying cars online.
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How I became a UX designer: Marisa Gallagher of Amazon Music
24-June-2017 - usatoday.com
Marisa Gallagher is head of design and user experience for Amazon Music. Don't you have job envy?
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Small business: How much is my business worth?
24-June-2017 - usatoday.com
Get a basic look at how to put a value on your business here.
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Clorox tops list of 100 highest-rated CEOs
24-June-2017 - usatoday.com
The CEO of Clorox has scrubbed away the competition -- as rated by his own workers.
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Kids today: They don´t work summer jobs the way they used to
23-June-2017 - abcnews.com
Summer jobs are vanishing as US teens spend more time in school and just hanging out
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McDonald´s fast-food ordering kiosks will boost sales, analyst says
23-June-2017 - usatoday.com
McDonald's gradual introduction of digital ordering kiosks and employees who deliver food to tables will boost sales, according to an analyst report.
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Fury as rents rise again at builder Taylor Wimpey
23-June-2017 - dailymail.co.uk
The builder has faced fierce criticism for selling homes with punishing leasehold contracts that see rents double regularly - sometimes every decade.
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CEOs recall when teens like them actually worked summer jobs
23-June-2017 - abcnews.com
As summer jobs vanish for teens, CEOs recall what they learned from their first jobs
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Kids today: They don´t work summer jobs the way they used to
23-June-2017 - abcnews.com
Summer jobs are vanishing as US teens spend more time in school and just hanging out
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Exclusive: Eddie Bauer to explore options including sale - sources
23-June-2017 - reuters.com
(Reuters) - Debt-laden U.S. outerwear and outdoor gear retailer Eddie Bauer LLC has hired investment banks to explore strategic alternatives, including a potential sale of the company, people familiar with the matter said on Friday.
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EU prepares to move two agencies from London
23-June-2017 - bbc.com
States bid to host agencies responsible for medicines and banking, meaning hundreds of jobs moving.
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Eight in 10 businesses recruit for digital transformation
23-June-2017 - onrec.com
Organisations are actively creating new positions to facilitate digitalisation efforts within the finance function over the next 12 months, reveals Robert Halfs report Digital transformation and the future of hiring Posted in Statistics and trends on 23 Jun 2017 The majority of UK CFOs (68%) have revealed that finance automation required for digitalisation will drive recruitment as a significant shift in skills is required. Overall, eight in 10 (81%) CFOs are planning to recruit to fill the prospective skills gap in digital transformation projects. Nearly a third (31%) of CFOs are adding new positions to implement digitisation efforts, and half (50%) are planning to fill any vacant positions over the next 12 months. In the short-term, interim professionals will be used to augment the current skills available in-house. In total, 56% of finance executives plan to hire interim and temporary staff to help manage change. Digitalisation requires strategic-level thinking and while organisations look towards creating more expansive roles they must also address growing demands in the workplace, explained Matt Weston, Director at Robert Half UK. As businesses need to act quickly to respond to new opportunities, adopting a flexible recruitment strategy allows for the augmentation of existing employees with specialist interim professionals with the right skills at the right time. The report also warns the talent required to deliver on digital transformation requires a shift in skills. Data analysis (42%), communication (40%), problem-solving (37%), strategic vision (34%), commercial/business acumen (33%) and IT (32%) are all key skills required to effectively execute digitalisation and critical to cultivating a robust workforce during the period of change. Its important for employees to remember that change is the only constant in the workplace of the future. As digital transformation initiatives evolve, professionals should look adopt a principle of life-long learning to ensure their skills remain current, concludes Weston.
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Be honest Are you ready to go back to work?
23-June-2017 - onrec.com
Youve taken some time off work, you think youre ready to jump back into the workforce but are you? Posted in News archive on 23 Jun 2017 This predicament faces women in particular who take maternity leave and think theyre ready to return to work but may have not thought through all the factors. Its something that Lauren Jeffery Recruitment Consultant at Kingfisher Recruitment sees often when shes interviewing clients and candidates returning from maternity or paternity leave. Theres been plenty of times that Ive had conversations that highlighted key things in interviews and Ill get an email from that candidate a week later to say I think Im going to hold off another three months or six months or Im going to stop looking because they have realized that theyre not ready, said Lauren. So how do you know youre ready to return? Lauren has put three questions forward that you should ask yourself to really know whether youre ready to get back to work. First and foremost, am I ready? If you intend to go back to the same position you worked previously, what are the demands? Can you still fulfill those demands? Those hours? Lauren recruits for a lot of Executive Assistant positions with mothers returning to work who forgot the workload the position requires from them. At an EA level for example theyre looking to go back into the position and I highlight some of the key work demands of an EA that sometimes they may have forgotten and then they recognize oh actually Im not ready, said Laruren. So you need to realize that if you do intend to go back to the same position, or whatever job it is youre going for that you do have a child now so are you ready to take on the demands the job entails. Secondly they need to ask themselves, am I prepared? So for parents this means do you have options in place for when your child gets sick and needs to be picked up in the middle of the day? Is there someone to look after them and do you have plans in place? Do they have options around childcare? What happens if their child gets sick? Being ready to answer those sorts of questions and to put those kind of things in place before you even start searching for a job is important because employers need to know that theres still reliability, said Lauren. Lastly, what are your priorities? Its about listing your priorities now after having kids and deciding where your career sits as a priority for you. They need to list their priorities and make a decision of where their career fits on that list and then look for a job according to that. Just because your career might now sit fourth, fifth or sixth on your list of priorities doesnt mean that you cant go back to work it just might mean that the sort of job that you look for is different to perhaps what you did before or what you thought you might be looking for, said Lauren. So just because your priorities probably have changed, making sure you have plenty of time with your children and youre there through their early years of growing up, that you can provide a neat and tidy, functioning household and then you want to be able to work to have a little work life balance. Automatically work already is sitting third or forth. This just means you have to readjust and look at positions that align with your priorities so you can commit to them. Its all about being honest with yourself in answering each of these questions and really thinking about whether you have everything in place and are truly ready to return to work and commit to it. If you think youre ready to return to work or need help in finding a position that fits your new priorities get in touch with Kingfisher Recruitment - https://www.kingfisherrecruitment.com.au
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Study Reveals British Business Leaders Lack Confidence in Digital Transformation
23-June-2017 - onrec.com
Cornerstone OnDemand sponsored study finds British business and HR leaders are the least confident in their digital strategies compared to other countries in Europe Posted in Statistics and trends on 23 Jun 2017 Most businesses look to adopt digital business models and deploy new technology, but few British businesses feel like they are best-in-class. A new study conducted by IDC and sponsored by Cornerstone OnDemand (NASDAQ: CSOD), a leader in cloud-based learning and human capital management software, found that the UKs business leaders dont deem themselves top performers in digital transformation, compared to confident regions such as The Netherlands, Sweden and Germany. When HR and line-of-business managers were asked how their organisation compares to peers in its ability to leverage digital technology to drive changes in business models, only 23 percent of British business leaders felt they exceeded their peers or were best-in-class. Swedish respondents were the most confident with 39 percent, followed by the Dutch respondents with 30 percent and German respondents with 27 percent. The study entitled Future Business: Unleashing Your Talent examines talents role in digital transformation through the perceptions and expectations of HR leaders and business managers across 14 European countries. The shift to digital business models often requires changes to core organisational processes, and the biggest barrier to those changes is people not technology or financial constraints. Aside from legacy IT systems, the biggest hurdles to digital transformation in the UK are centred around the companys workforce. Top five barriers Percentage of UK respondents Cultural resistance 43% Legacy IT systems 34% Inability to keep critical talent and skills 28% Lack of vision from leadership 26% Unable to retrain and develop talent 26% HR professionals have a key role to play in executing digital transformation strategies. A large majority (84 percent) of European organisations interviewed are digitally transforming or planning to digitally transform their business. Line-of-business managers understand the importance of HRs role in transformation, with 80 percent believing that HR is important for digital success. The study, which follows 2016s Future People: Workplace Evolution in the Age of Digital Transformation, revisits some of those key themes and findings, but with focus on the new hurdles that organisations face as they seek to fulfil digital ambitions. In this years study, IDC interviewed 1,469 HR professionals and business managers across 14 European countries working in organisations with more than 500 employees. Comments on the News Every business is at a different stage of digital transformation and its both exciting and daunting in the same measure, said Vincent Belliveau, Executive Vice President and General Manager of Europe, Middle East and Africa (EMEA), Cornerstone OnDemand. HR has a fundamental role in digital transformation especially given the numerous barriers, largely involving the workforce. HRs shift to a strategic role in the business means focusing on engaging the workforce for digital success and in turn boosting the confidence of British businesses. Digital transformation has become a top priority for organisations in the UK, added Bo Lykkegaard, Associate Vice President, IDC Software and European Enterprise Applications. Successful transformation requires changes in the way employees are managed, motivated and their skills developed. It also requires significant efforts in internal communication and change management. A clear majority of line managers recognise HR as playing a vital role in achieving successful digital transformation. Cornerstone will host a series of local events across Europe this summer to reveal the full results of this study with IDC. To register interest, please visit: https://www.cornerstoneondemand.co.uk/hrmakeit-tour About Cornerstone OnDemand Cornerstone OnDemand (NASDAQ: CSOD) is a global leader in cloud-based learning and human capital management software. The company is pioneering solutions to help organisations 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 nearly 3,000 clients worldwide, spanning more than 31 million users across 191 countries and 43 languages. To learn more about Cornerstone, visit us on Twitter , Facebook, LinkedIn and our blog . www.cornerstoneondemand.co.uk
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Tennessee-Based Reliance Partners Promotes Howell to SVP
23-June-2017 - insurancejournal.com
Reliance Partners, a leading commercial insurance agency, has promoted Laura Ann Howell to the position of senior vice president. Prior to the promotion, Howell began her career with Reliance Partners in 2015 as vice president, overseeing HR and Finance. She
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Protecting Unions Is a Labor of Love for Union Insurance Group
23-June-2017 - insurancejournal.com
It can be pretty tough keeping an independent insurance agency up and running successfully long-term if youre just in it for the money, according to the leader of a Chicago-based agency that is celebrating its 20th anniversary this year. Youve
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Zenefits to Pay $3.4M for Fair Labor Act Violations in California and Arizona
23-June-2017 - insurancejournal.com
Zenefits is in trouble with another government regulator. San Francisco, Calif.-based Zenefits FTW Insurance Services violated the Fair Labor Standards Act by misclassifying 743 account executives and sales development representatives in San Francisco, and in Tempe and Scottsdale, Ariz., as
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Texas Mutual Promotes Green-Hinojosa, Scott to VP Positions
23-June-2017 - insurancejournal.com
Austin-based workers compensation insurance provider Texas Mutual Insurance Co. has promoted Amy Green-Hinojosa to vice president of the project management office and Nathan Scott to vice president of investments. Green-Hinojosa joined Texas Mutual in 1995 in the premium audit department
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The Peculiarities of Writing a Graduate CV
23-June-2017 - onrec.com
The next big thing after graduation is finding a top job, applying and getting hired. But even important is writing a graduate CV that influences the decisions of human resource managers. Posted in News archive on 23 Jun 2017 In this article, we will talk about one of the most important tasks to begin with writing a resume that shines. Writing a Distinctive Resume The first thing many of us do after graduation is to write a resume. Many begin with an ordinary CV, improve further with every job rejection, and by the time they end up with a good updated resume, all of their friends are already working in different companies where they applied once. Dont be the one of those. Get on your top game from the day one. When the job market is getting better for graduates, the competition for the high salary jobs gets tougher and tougher. To beat the competition, you have to be distinctive from the crowd. For this, the first step is writing a resume that reads different and gains the attention of employers. According to one survey , following are the sections employers are most interested in. Work related experience 45%. Skills 35%. Well formatted and easy to read resume 25%. Achievements 16%. Well written, perfect grammar and spellings 14%. Make sure you have all of the above when you are writing one. The Problem with Graduates: No Work Experience See, 45% employers are looking for work experience, but most graduates looking for their first job often dont have one. In this case, list volunteer activities at university, college, or even in your neighborhood under education section that shows you can take responsibility. You can also add information about internship as experience. Talk more about your interests, university/college achievements that relate to the job and highlight your skills. If you dont have any education, it is the mix of your interests and skills that must make sense to employer and relate to the job. What Makes your CV Distinctive? Personalized, tailored according to the job specifications. Clear layout with logical information order and flow, easy to read and well-formatted. Concise without missing out any important information. Perfect grammar, spelling and accurate content. HandMadeWritings have created a great resource in the form of the infographic for writing an effective resume. The well-researched infographic covers all the basics and modern practices, best standards, and what employers are looking for in a modern resume. Covering the Basics On average, employers spend less than a minute (45 seconds) on a CV before throwing it into a bin. Make sure it is easy to read, well structured and concise. This is the first basic to start with. Even though standard resume sections for the last couple of decades are pretty much same, but the interest of employers has shifted more to skills and achievements from academic performance. For example, if you are applying for a financial job, employers may have more interest in skills like numeracy, problem-solving and analytical skills. For filling a long term job, employers also look into your interests. The basic sections that you have to include in your summary are: Heading Summary Education Experience (If no actual experience, list volunteer activities, internships, etc) Skills Interests and activities. Achievements. The length of the CV must not exceed two pages. Even though it depends on the position, but for a graduate position, two-page CV is more than enough as 19% employers prefer two page CV and 35% only one page CV. Making the Most Out of Digital Platforms Graduates may have to market their skills and resume rigorously finding their first job. Make use of online platforms to distribute and advertise your CV and skills. One of the HR trends that are now becoming best practices and industry standards is keeping a perpetual resume advertising skills on major digital platforms (online sources). This way, even during employment, you can always have an option to get a better offer from other companies. We are sure by following the modern resume writing practices and standards, and by applying the information in the infographic, you can easily write a distinctive CV that can help you win your dream job.
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Talent Collective recruits Rant & Rave to measure real-time candidate experience
23-June-2017 - onrec.com
Rant Rave, the UK leader in real-time customer engagement technology, has partnered with global talent acquisition and management firm, Talent Collective (part of Alexander Mann Solutions), to capture real-time candidate feedback. Posted in News archive on 23 Jun 2017 Driven by the knowledge that how a candidate is made to feel when going through the recruitment process will heavily influence their propensity to do business with a brand in their personal lives, the innovative partnership is designed to draw on customer engagement best practice and transform the end to end candidate experience. The Advanced Candidate Experience Measurement solution will gather real-time feedback from candidates, throughout the recruitment process, and will be captured by both text message and email. Rant Raves Sentiment Engine will interpret the voice of the candidate and present insight back to the brand involved, giving them an immediate understanding of key themes, where theyre performing well and opportunities to improve. Because the feedback is received and understood in real-time, brands, Hiring Managers and recruiters will have the opportunity to take immediate action, close the loop with candidates and enable them to deliver a first-class candidate experience by improving their processes and developing their people. Jeremy Tipper, Managing Director of Talent Collective, said: Were very excited about our partnership with Rant Rave. I see this as a step-change in applying consumer-grade technology to the candidate journey, enabling our clients to measure the recruitment journey in much the same way theyd expect to measure a customers journey. Traditionally, we surveyed candidates either when theyd got the job or had exited the process. Whilst this provided insight, it could not be acted upon in real-time as it was retrospective. Now, recruiters and hiring managers will be able to act on feedback in the moment and will be able to make a difference which is exciting for candidates and talent acquisition professionals alike. We see this partnership as just the start and ultimately, we envisage a time when the feedback loop doesnt stop at the employees first day, but becomes an engagement tool throughout the employees lifecycle. Kenny Bain, CEO of Rant & Rave, said: Expectations are sky-high, and acquiring and retaining talent is crucial. Were pleased to bring our customer engagement expertise, working with brands like easyJet and Plusnet, into the recruitment arena. Its powerful to see a talent acquisition innovator such as Alexander Mann Solutions recognise the value in capturing and responding to real-time feedback. The candidates experience can affect an organisations reputation, and its ability to hire and retain top talent, so this is a game-changer for our clients.
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Japanese and Chinese top table of highest paying languages
23-June-2017 - onrec.com
Japanese and the Chinese languages were named the most lucrative non-English tongues for UK jobseekers, with an average salary for the languages at £32,355 and £31,119 respectively, according to a study by job search engine Adzuna.co.uk. Posted in Statistics and trends on 23 Jun 2017 Company Profile Adzuna View profile » Employers invest more in non-European linguists as UK marks Brexit anniversary Japanese and Chinese named most lucrative languages for UK jobseekers Despite this, German remains the most in-demand language in the UK, ahead of French Number of advertised vacancies for Arabic speakers fell 31.5% compared with last year More unusual languages flourish in London, with Dutch, Swedish and Danish in top ten most sought after languages by employers. Japanese and the Chinese languages were named the most lucrative non-English tongues for UK jobseekers, with an average salary for the languages at £32,355 and £31,119 respectively, according to a study by job search engine Adzuna.co.uk . Conducted to celebrate the 1 year anniversary of the Brexit vote, Adzunas analysis examined over 1 million live job advertisements. The research uncovered the languages most in demand by UK employers, and how much they are willing to pay for them. Talk the Talk of Career Progression A growing employer investment in non-European languages was revealed, with Japanese, Chinese, Arabic and Russian all featuring in the UKs top ten most wanted languages, as the anniversary for the UK vote to leave the EU approaches. German, last years highest paying language, dropped to fourth place as advertised salaries fell 1.8% to £31,030. German language skills do however, still promise the most job opportunities, with 8,154 vacancies across the country, up 7.9% on last year. German remains ahead of French in the league tables, contrary to traditional preference for Francophone candidates. Further down the table, the number of roles requiring Arabic skills have plummeted 31.5%, with just 856 roles currently on the market. The roles that do exist pay well though, with average advertised salaries rising 3.5% since last year, to £30,037. Doug Monro, co-founder of Adzuna, commented: A year on from the shock announcement that Britain would be leaving the EU, employers are contemplating a future outside the EU. Last year, a very strong trend for European languages was in evidence. In 2017, however, this has begun to give way to preference for Asian languages, like Japanese and Chinese. Perhaps this is a sign that businesses are looking further afield for growth opportunities. Capital Linguists In London, an even wider variety of languages are thriving, as employer demand for Dutch (763), Swedish (532) and Danish (436) speakers all earn a place within the top 10 most in demand languages in London. Swedish, in fact, saw the largest leap in hiring requirements, with vacancies demanding this skill up 21.2% since last year. At the other end of the scale, Greek and Arabic proved least appealing to employers, as they saw the greatest drop in open vacancies. Doug Monro, co-founder of Adzuna, concluded: With Danish and Swedish featuring in the 10 most sought-after languages in London, and Welsh appearing in the highest earning languages, there is a real appetite for variety in the cosmopolitan capital. And with the inevitable changes on the horizon, there are sure to be yet more twists in the tale. A Sector Breakdown The sales (8.2%), teaching (8.1%) and hospitality catering (7.9%) industries were the most prolific recruiters of linguists, jointly offering almost a quarter (24.2%) of the UKs jobs the linguistically gifted. Roles in accounting finance and customer services rounded out the top 5. Data Tables Follow: Table 1: Highest paid languages for advertised jobs across the UK Language Average Salary % Change since 2016 Japanese £ 32,355 15.8% Chinese £ 31,119 22.5% French £ 31,079 0.1% German £ 31,030 -1.8% Arabic £ 30,037 3.5% Spanish £ 29,290 3.3% Italian £ 28,751 3.5% Portuguese £ 28,413 11.5% Polish £ 28,408 11.4% Russian £ 27,595 0.7% Table 2: Most in demand languages across the UK Language Vacancies % Change since 2016 German 8,154 7.9% French 7.050 6.8% Spanish 4,142 9.8% Italian 2,912 -.3.7% Dutch 1,832 -16.6% Russian 1,481 -12.7% Polish 1,362 -22.2% Chinese 1,255 -14.7% Swedish 1,198 -18.1% Arabic 869 -31.5% Table 3: Highest paid languages for advertised jobs across London Language Average Salary % Change since 2016 French £ 34,848 2.3% Italian £ 34,098 8.0% Portuguese £ 33,533 8.5% Polish £ 33,133 3.9% German £ 32,836 1.9% Russian £ 32,763 0.3% Japanese £ 32,707 8.5% Welsh £ 32,540 -0.1% Spanish £ 32,269 2.5% Dutch £ 31,721 11.2% Table 4: Most in demand languages across London Language Vacancies % Change since 2016 German 3,033 13.9% French 2,730 9.5% Spanish 1,559 16.8% Italian 1,110 2.4% Dutch 763 5.1% Chinese 663 10.3% Swedish 572 21.2% Polish 522 10.4% Russian 483 -3.6% Danish 436 14.7% Table 5: Top 5 Sectors for Linguist Recruitment Ranking Sector % of language jobs 1 Sales 8.2% 2 Teaching 8.1% 3 Hospitality Catering 7.9% 4 Accounting & Finance 7.7% 5 Customer Service 7.5%
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CMI comments on the Queen´s speech: Tackling the Gender Pay gap
23-June-2017 - onrec.com
Petra Wilton, Director of Strategy for the Chartered Management Institute, comments: Posted in Opinion on 23 Jun 2017 Its a relief to hear the promise to tackle gender and diversity issues front and centre of the Queens speech. The evidence is increasingly clear: diversity in the workplace delivers results. After the progress weve seen this year in tackling the gender pay gap, its encouraging to see the focus extend to addressing racial and other inequality in the workplace. Research suggests that most businesses lack data about their employees ethnicity, and for many its a more complex area to navigate than gender equality. The government will need to identify how employers can accelerate efforts to increase diversity and inclusivity within their organisations, which will be crucial if we are to close the ethnicity pay gap.
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Brexit must not overshadow fundamental challenges facing UK businesses
23-June-2017 - onrec.com
In response to the Queens Speech, Ben Willmott, Head of Public Policy at the CIPD, said: Posted in News archive on 23 Jun 2017 Company Profile CIPD View profile » The Queens Speech clearly recognised the challenges facing government on Brexit, but fell short of concrete proposals to address the UKs productivity deficit, which is key to boosting pay, living standards and the ability of UK businesses to remain competitive outside of the European Union. Its vital these key challenges are not overlooked and are a central focus for the industrial strategy as Brexit unfolds, given that they will prove fundamental to the UKs success outside of the European Union. On skills: While plans to upgrade standards in UK technical education are welcome, it is disappointing that the Queens Speech did not set out any proposals to boost wider investment in skills development, particularly in adult skills and lifelong learning. This is an area that is increasingly critical to the economy as a result of the growing impact of automation on the workplace and our ageing population. Its important that plans announced to develop a modern industrial strategy have a strong focus on boosting the quality of people management capability and identifying and matching skills across the economy. This will prove essential if we want to create more high-skilled jobs and boost workplace productivity and it will be important for the government to work closely with bodies like ourselves and the wider business community to achieve this. On corporate governance: It is disappointing the Government appears to have dropped plans to reform corporate governance, as evidence suggests that executive pay is still out of kilter with that of the wider workforce. Too often, a focus on narrow financial measures and short-termism means that there is a lack of investment in the long-term drivers of value particularly the skills and well-being of the workforce. On modern working practices: We welcome moves to enhance rights and protections for those engaged in modern working practices. While the gig economy provides the flexibility that many people want, it does not work for everyone. Work must be fair and decent for all. Thats why were calling on the Government to introduce a Know your Rights campaign, to ensure that workers are clear on their rights in an increasingly fragmented world of work. On inclusion: It was promising to see the Governments support for further progress to tackle the gender pay gap and discrimination against people on the basis of their race, faith, gender, disability or sexual orientation. We need to make much more progress on creating inclusive workplaces and providing opportunities for progression and fairer distribution of reward. On immigration: While the Queens Speech outlined plans to introduce an immigration bill, there is still a concerning lack of detail about what the future immigration system in the UK will look. Research published this week by the CIPD and NIESR clearly shows that businesses are sounding the alarm on access to talent, and are very concerned that sweeping changes to immigration will leave them unable to access the talent they need. Government needs to address those concerns by consulting much more widely with business to ensure that the future immigration system serves the needs of the economy and allows organisations to access both the skilled and unskilled talent that they need.
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Artificial intelligence: the next big thing for recruitment
23-June-2017 - onrec.com
By Peter Linas, International MD, Bullhorn Posted in News archive on 23 Jun 2017 Company Profile Bullhorn View profile » The best thing technology can do for recruiters is let them get on with recruiting. Happily, it is doing exactly that. Automation and artificial intelligence (AI) can both transform the industry and give back to recruiters the time they need to perform their essential duties to the best of their ability. They shouldnt be mistaken for the same thing, of course: the former involves performing routine tasks on behalf of the user, while the latter is about replicating intelligent human behaviour to create efficiencies and drive smarter decision making. These are distinct concepts with a common goal: to stop the best professionals from wasting their valuable time, and instead allow them to focus on the aspects of their job that actually require human intervention. But can they achieve this goal and if so, how? Time is money To answer that, its important to note that recruiters are already spending less time on trivial tasks thanks to the wide availability of automation technology. The bottom 20% of tasks repetitive, low value, routine activities such as data entry, sourcing candidates and contacting them by email are being handled by task bots and applications, and its reasonable to expect that even more might be in future. The most important 20% of tasks, meanwhile, will become even more important, and recruiters will have the time they need to get them right. The implications of this are more significant than mere time-saving, though. Imagine a future where junior recruiters arent wasting their formative career years on admin work. Where they can give job descriptions, client meetings, and candidate interviews the proper care and attention they truly need. Where they can attend seminars and industry events to expand their knowledge, instead of filling up spreadsheet cell after spreadsheet cell. Thats a future of highly skilled, highly capable, strategically-minded professionals who can build rapport and trust with clients and candidates alike and a future the entire industry should welcome and work towards. A changing industry For proof, we need only look at the market: plenty of technology has already changed it irrevocably, and plenty more will change it in the near future. CRM and ATS technology which most recruiters now cant work effectively without has also grown in prominence. These developments have been transformative for the industry in terms of practice and in terms of overall attitude. The perception that artificial intelligence is just for data scientists and IT managers has long been dispelled. If you have a smartphone, it likely has Cortana, Siri, or some other intelligent personal assistant loaded on it already. When you use email, machine learning algorithms are likely powering your spam filter, teaching it to recognise unwanted communications more effectively every time. The work currently being done to advance certain fields of AI will soon begin to significantly improve the efficiency of the recruitment process. Natural language processing (NLP) systems, for example, may soon be capable of handling much of the onboarding process for candidates. A chatbot powered by speech recognition technology can gather all relevant candidate information and answer all relevant questions, and all without any human intervention whatsoever. Moreover, according to Gartner, by 2020, 30% of all web browsing sessions will be completed by interfacing with an NLP system. Should this come to pass, the efficiency gains for recruiters who treat online research as a key activity in the process of sourcing candidates will be considerable. Of course, removing human involvement can have the unfortunate by-product of removing human jobs. The Industrial Revolution mechanised a lot of labour, but at the expense of those who were performing it before. There is an argument that, while it made life easier for businesses, it took the livelihood of professionals away. Modern technology naturally evokes similar concerns. But while these concerns are valid, theyre also somewhat misplaced. AI and automation dont just take jobs away: they create them, too. Sophisticated technology will always require people to run and maintain it, just as the power loom required power loom operators. Human intervention will always be necessary on some level: a machine cant bolster the confidence of a candidate or build trust with a wavering client. There will always be space for traditional recruitment roles: technology will just allow them to focus more intently on building connections with clients and candidates. But advances in technology will also create space for other positions in the jobs market: software developers and engineers; analysts and researchers; and IT project managers to oversee and implement exciting new innovations. Recruiters will invariably need to become more technical savvy, but this is ultimately a good thing. Machines arent going to take over: theyre going to force recruiters to up their game, and drag the industry average up. Embracing technology, embracing the future This is something to celebrate, not scorn. Being able to work on what really matters is important for productivity, profit, and morale, and its something that AI and automation technologies are uniquely equipped to deliver. Recruiters are naturally wilful and independently minded: they must be the masters of their own destinies, and thats hard to achieve when theyre spending time on important, yet heavily burdensome tasks. Recruitment companies must take this into account and they cant be half-hearted about it. They cant embrace technology with one arm and push it away with the other. Engaging with AI, automation, and other innovations should be a priority for 2017 and beyond.
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Young workers at risk of making snap decisions about their career
23-June-2017 - onrec.com
Snapchats from friends make young people question their jobs Posted in News archive on 23 Jun 2017 Company Profile Milkround View profile » YOUNG people at work run the risk of hindering their careers by paying too much attention to Snapchats posted by friends about their jobs, according to new research from Milkround . 95 per cent of those surveyed admitted that they felt envious of some part of their friends' jobs, with most stating that others' travel opportunities with work is one of the main instigators of the green-eyed monster. And social media has a lot to answer for when it comes to that jealousy. 37 per cent of those surveyed clearly cited social media as the source of their career envy. In fact, our opinions of how our friends are doing in their entire lives is shaped by what we see on social media with over one third stating that positive social media posts make them believe others are doing well. Snapchat has been named the social media network that invokes the most feelings of anxiety around careers, with short disappearing stories that leave lasting impressions. SOCIAL MEDIA CHANNELS THAT CAUSE MOST CAREER ENVY Ranking Social Media Channel 1. Snapchat 2. LinkedIn 3. Twitter Dr. Sarah Parry, clinical lecturer at Manchester Metropolitan University said: "This career anxiety is likely to come from an initial internal feeling of dissatisfaction, which is then exacerbated by these social media posts. "60 per cent of students and graduates are still unsure of what they want to do in their careers. This insecurity is easily transformed into jealously when they see continuous posts of what they perceive is someone who has it 'all figured out'." Money is also a major reason for envy, with 46 per cent stating that their friends' salaries are the main reason for their jealousy; with social posts about holidays and things they buy leading them to believe that they are earning less than their peers. Francesca Parkinson from Milkround said: "It's fair to say, students feel a vast amount of pressure to make sure their life choices pay off, in fact almost half (49 per cent) of those surveyed felt the strain of making the right decision. With an extremely high 95 per cent saying they feel pressure to land the perfect job straight out of university, although half of those surveyed still have no idea what their dream job is! "So, it's no wonder they are holding themselves to impossibly high standards, due to social media posts which show all the reward but none of the struggle." 42 per cent of those questioned said that they felt at a lower level in their careers than their friends. Dr. Parry, whose clinical work focuses on experiences of dissociation and developing wellbeing services for young people, said: "It is important for students and graduates to know that these feelings are completely natural as social media becomes more and more a part of everyday life, and that they are not alone. " Dr. Parry has provided three top tips to assist young people in coping with potentially negative emotions brought on by social media: Take a minute and assess whats really important to you. Whether it be career, family life, friends, or another aspect of life, make your own priorities the dominant focus in your life Set some time aside to catch up face-to-face with the people who are posting things that might make you feel envious. Getting the whole picture will often help breakdown the pedestal of perfection that you have them perched on Pick your channel. There are so many social media channels, recognising those channels that bring on negative feelings and cutting down on them will mean you enjoy social media more For more from Dr. Susan Parry on how to recognise and combat career anxiety, visit https://advice.milkround.com/opportunity-fomo
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California Chamber and 2 Workers Comp Groups File Brief in Utilization Review Case
23-June-2017 - insurancejournal.com
The California Workers Compensation Institute, the California Chamber of Commerce and the California Coalition of Workers Compensation have filed a joint amicus brief in Stevens v. WCAB, the long-running court case that challenged the constitutionality of the utilization review/independent medical
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LifeSkills Basildon has courses for young people
23-June-2017 - theargus.co.uk
IF youre leaving school or out of work then the New Year could be the ideal opportunity for a new start. LifeSkills Basildon is offering study programmes for 16 to 18-year-olds in a wide area of trades. Study programmes are designed to help individuals progress into employment with training, an apprenticeship or further training. Construction, motor vehicle, customer services, health and social care and independent living/employability are all covered. Level one and level two routes are available depending on your starting point and there are interview techniques and CV advice included. Individuals could receive a participation allowance of up to £40 a month and all travel expenses are paid for the duration of the course. One learner said: I would highly recommend for anyone who wants to pursue a career in customer service, to join a LifeSkills customer service programme. It has boosted my confidence when communicating with people and it has allowed me to meet new faces. The work is straight forward and I have learnt a wide range of different things to do with customer service. You also get the chance to put your skills that you have learnt into action with a bit of work experience on the main reception. Its a brilliant way of being prepared for any job. LifeSkills Basildon is rated Good by Ofsted and is holding an open day on January 17 between 10am and 2pm. Find out more by calling 0800 6226493 or 01268 272200.
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Easyjet aims to recruit many more female pilots
23-June-2017 - theargus.co.uk
EASYJET has pledged to increase the number of female pilots, setting a new target after receiving an increasing number of applications from women. It wants 20 per cent of new cadets by 2020 to be female, which it described as a stretching target. Women make up six per cent of easyJets new pilot intake, and the airline has 164 female pilots, of whom 62 are captains, around 14 per cent of the worlds total. The company named an aircraft after renowned aviator Amy Johnson, revealing it had received over 600 applications from women since launching a campaign a year ago. EasyJet chief executive Carolyn McCall said: I am delighted to be unveiling this specially-named aircraft after one of the most accomplished female aviators in history. Fifty years ago almost all professions were dominated by men and over the last five decades there has been significant progress in almost every sector with women entering and attaining senior positions in professions like law, medicine, education, and politics. However, the proportion has not changed for pilots and it is hard to think of another high-profile profession where women are so under-represented. We would like to understand why this is and to do what we can to redress the balance. We have been encouraged by the success of our Amy Johnson initiative since we launched it in October 2015 and the results so far suggest that the demand from women to become pilots is there. We will be recruiting around 50 annually, which will really start to change the face of our industry.
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American Airlines pushes back on Qatar Airways plan to buy stake
23-June-2017 - reuters.com
(Reuters) - American Airlines' chief executive said on Thursday he is not "particularly excited" about Qatar Airways' interest in buying up to 10 percent of the U.S. carrier's shares, in a letter to employees following the state-owned Gulf airline's overture.
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Leading tool firm gives industry boost to construction centre
23-June-2017 - theargus.co.uk
SOUTH Essex Colleges new construction centre in Basildon is to get another industry boost by partnering with Draper Tools. The centre, opening in January 2017, will provide construction training opportunities for local people, allowing students to study building trades such as painting and decorating, carpentry and joinery, brickwork and plastering, plus construction management. Draper Tools will be providing trade tools for the centre at the colleges Nethermayne Campus including trowel sets, hand saws, chisels, levels and hammers to the value of nearly £8000. Together with Redrow Homes, Draper will link up with the college to provide industry level training, facilities, equipment and opportunities to students. Chris Bartlett, commercial marketing manager for Draper Tools, said: Draper Tools have been involved in working with colleges for some time. We believe students bring great benefits to the industry by boosting the skills and knowledge of the workforce. We are particularly impressed with the work that South Essex College is doing and we are very pleased to be working with the team at the new centre. Anthony Ogbuokiri, head of construction at the college, said: Were really excited to link up with Draper Tools and that our students get to use their quality products. We want to offer industry level training at the new centre so this is another step on our way to doing so. The construction entry level award will be offered at the new centre in Basildon. The course starts in January so apply now at www.southessex.ac.uk/construction. One lucky applicant will win a full toolkit from Draper Tools to get them started on their career pathway.
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Government backs project to help disabled people into work
23-June-2017 - theargus.co.uk
A NEW two-year project to support people with learning disabilities and autism to find work has been launched by the government. The project, backed by £280,000 of Department for Work and Pensions (DWP) investment, will include four new picture books to promote group discussions on finding and keeping a job. Beyond Words is a social enterprise which already produces unique books, services and training for people who find pictures easier to understand than words. Their new project builds on the success of book groups for people with learning disabilities and autism and will be the start of a new focus on four stages of employment including leaving school or college, volunteering, finding work and staying in a job. As part of the project, new book clubs focused on work will be developed across England, where the books will be used to start conversations. People with learning disabilities will be trained as a national network of peer supporters to work with the clubs. At the launch Secretary of State for Work and Pensions, Damian Green, said: A disability should not dictate the path a person is able to take in life. What should count is a persons talent and their determination to succeed. Its a brilliant project that offers people with learning disabilities the support they need. I look forward to working with them. People with a learning disability are more excluded from the workplace than any other group of disabled people. Visit booksbeyondwords.co.uk
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Melanies joy as she lands new legal role at Colchester law firm
23-June-2017 - theargus.co.uk
SOLICITOR Melanie Francis is a happy woman, not only did she follow her dreams and change careers from banking to law, qualifying as a solicitor this year, but she has now just joined Essex law firm Birkett Long. Melanie, who recently joined the firms Colchester office, decided ten years ago that banking was not for her and began a three-year law degree at Anglia Ruskin University whilst reducing her working hours to part-time to help fund it. After graduating, it was a waiting game for Melanie. After a further year working full time she returned to the lecture room on a part-time basis to study for her Legal Practice Course. A couple of years later her patience paid off and she became landed a role as a paralegal. That eventually led to a training contract and now she is part of the residential real estate team at Birkett Long. She said: It is incredibly rewarding once you have exchanged on a property for a client. Moving house is one of the most stressful things a person can do in life. To anyone else dreaming of changing careers in 2017 she had this advice: Do it. Follow your dreams and your heart you are never too old to make a change and start a new career. Birkett Long is a full service law firm which has offices in Chelmsford, Colchester and Basildon. With 21 partners, it provides a wide range of legal and independent financial services for business including corporate and commercial advice, dispute resolution, education, insolvency and employment and for individuals: family law, wills and conveyancing. For more information, visit birkettlong.co.uk or call 01206 217300.
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Problems plague student loan forgiveness program
22-June-2017 - usatoday.com
Borrowers face problems qualifying for student loan forgiveness for those in public service jobs
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Just Another Day at the Office for Pets at Work
22-June-2017 - workforce.com
As soon as Norman enters the offices of Pandera Labs in downtown Chicago, he runs around and says hello to all the employees. Norman, a 2-year-old dachshund, makes the workplace a little more bearable at Pandora Labs in Chicago; he even got his own company headshot. Photo courtesy Anthony Carminati Ready to start his day, he sometimes enjoys his breakfast... The post Just Another Day at the Office for Pets at Work appeared first on Workforce Magazine .
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By the Numbers: Pets at Work
22-June-2017 - workforce.com
Forget the pet store. Unleash your beast at work. Learn how many employers permit pets at the office and more. The post By the Numbers: Pets at Work appeared first on Workforce Magazine .
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The 11th Nominee for the Worst Employer of 2017 is the Pregnant Pause
22-June-2017 - workforce.com
The EEOC has taken a judgment of $118,483 against a New jersey debt collection firm in a pregnancy discrimination case. Why? Because the firm rescinded a job offer to a female employee after it learned that she was pregnant. That alone, however, will not earn one an employer a nomination for Worst Employer of 2017. Ill let the EEOC explain further:... The post The 11th Nominee for the Worst Employer of 2017 is the Pregnant Pause appeared first on Workforce Magazine .
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Former AG Holder is reportedly considering a presidential bid; he acknowledges more visible role
22-June-2017 - abajournal.com
Former Attorney General Eric Holder says he never envisioned himself as an anti-Trump crusader. The Covington e Burling partner tells
22-June-2017
- dailymail.co.uk I bought my first house in 1990 and I think I paid out PPI for it but I don't know how to check. I can't remember the lender and I don't have any of the paperwork.
22-June-2017
- usatoday.com When Susan Rose's dad passed away, he left her enough money to start dreaming big. See how she nurtured her inheritance into even more than she imagined.
22-June-2017
- usatoday.com Debt can help a business thrive. It can be used to your advantage if you know how to manage it. Here are four tips for using debt to help grow your business.
22-June-2017
- usatoday.com Hiring seasonal workers can be a stressful task for a business owner, but using these five tips can make it easier.
22-June-2017
- reuters.com WASHINGTON (Reuters) - The number of Americans filing for unemployment benefits increased slightly last week, but remains at levels consistent with a tight labor market.
22-June-2017
- bbc.com Zoe Conway spoke to managers in the fruit industry who are struggling to recruit workers
22-June-2017
- insurancejournal.com Seven U.S. coal miners died in accidents so far this year, most of them with less than a year of experience at that particular job and mine, according to federal officials. In all of last year, eight miners died. Tim
22-June-2017
- insurancejournal.com Juliana Keaton had no idea when she started off as a lawyer litigating commercial insurance claims that her career path would someday lead her to be the risk manager of one of the largest railroad companies in the country. But
22-June-2017
- insurancejournal.com Insurance Office of America (IOA) has purchased the Employee Benefits Practice, Major Accounts Group, and captive and alternative risk financing units of Slaton Risk Services, based in West Palm Beach, Fla. These assets, including all staff, will establish a new
22-June-2017
- dailymail.co.uk I sent details to someone over Facebook including my name, job and date of birth and now I'm really worried they may steal my identity. What can I do?
22-June-2017
- usatoday.com Around 9% of Uber's 12,000 workers have signed an online form
22-June-2017
- insurancejournal.com Dallas-based independent insurance broker RHSB has added Austin January, Dan Rupper and John Sanders as assistant vice presidents. January, AVP employee benefits, is an experienced employee benefits consultant proficient in several functions of human capital management. Prior to joining RHSB,
22-June-2017
- insurancejournal.com Three construction workers were injured in Queens when the roof of a two-story brownstone undergoing renovations collapsed. It happened on 28th Road in Astoria just before 4 p.m. Tuesday. Fire officials say a load of material that had been placed
21-June-2017
- usatoday.com Some teenagers think of summer as snoozing in till Noon, others use the extra months to earn some serious cash. Angeli Kakade (@angelikakade) has the story.
21-June-2017
- telegraph.co.uk
21-June-2017
- telegraph.co.uk
21-June-2017
- usatoday.com Tesla's self-driving car software team is getting a new boss after the latest person in the job lasted only about six months.
21-June-2017
- usatoday.com Grocery is heavily unionized, but labor organizers fear Amazon will tilt away from them
21-June-2017
- abcnews.com After 3,500 employees complained uniforms made them sick, American Airlines will change suppliers
21-June-2017
- usatoday.com The teenage summer job is disappearing as more teenagers focus on their school work, even during the summer.
21-June-2017
- workforce.com Another day at the Society for Human Resource Managements 2017 conference in New Orleans. Day 2 brought me a lot of opportunities to speak to HR professionals about everything from the skills gap to benefits strategy to financial wellness. Tropical Storm #Cindy is also coming in, so potentially well all be stuck together for a much, much longer time. Well...
The post To Encourage Health, You Just Need a Little Nudge appeared first on Workforce Magazine .
21-June-2017
- reuters.com LORDSTOWN, Ohio (Reuters) - Wall Street is fretting that the U.S. auto industry is heading for a downturn, but for thousands of workers at General Motors Co factories in the United States, the hard times are already here.
21-June-2017
- reuters.com LONDON (Reuters) - The Angolan capital Luanda has knocked Hong Kong off the top spot in an annual survey that ranks the cost of living for expatriate workers in world cities.
21-June-2017
- bbc.com The job cuts at the online marketplace come after the resignation of its chief executive.
21-June-2017
- bbc.com Tesco says it is shutting its Cardiff base and consolidating centres into a single site in Scotland.
21-June-2017
- usatoday.com Some of the carriers workers -
mostly flight attendants - complained something in the new uniforms was making them ill.
21-June-2017
- dailymail.co.uk Older homeowners can now release cash from their homes and downsize to a smaller property later in retirement. Lenders have launched a raft of new deals that offer more flexibility than before.
21-June-2017
- insurancejournal.com A contractor has been fined nearly $200,000 for violations discovered after two workers were injured in a mishap on Portland, Ore.s Ross Island Bridge. Oregon OSHA announced the penalty Monday, following an investigation that found nine safety violations. One of
21-June-2017
- insurancejournal.com From 10 to 18 percent of injured workers never reach substantial return to work, according to new research by the Workers Compensation Research Institute (WCRI) comparing outcomes for injured workers in six states. In its study, Comparing Outcomes for Injured Workers,
21-June-2017
- insurancejournal.com President Donald Trump was poised on Tuesday to nominate Washington lawyer Marvin Kaplan to the National Labor Relations Board, nudging the agency toward a Republican majority that could overturn a series of decisions that have riled businesses. Late on Monday,
21-June-2017
- usatoday.com To determine Americas worst cities to live in, cities with a population of 65,000 or more were evaluated on crime rates, employment growth, access to amenities, education and housing.
21-June-2017
- insurancejournal.com Valley Insurance Agency Alliance (VIAA), a network of over 100 independent insurance agencies in Missouri and Illinois, has hired Rikki McGee as an administrative specialist. In this position, McGee will maintain, expand and service the alliances accounts by providing administrative
21-June-2017
- usatoday.com Most pay-TV providers do a poor job of leaving their customers feeling like their service is worth the money, according to the latest ratings from Consumer Reports.
21-June-2017
- insurancejournal.com Florida Chief Financial Officer Jeff Atwater is leaving his job at the end of the month. Atwater turned in his formal resignation letter to Gov. Rick Scott last week. Atwater announced back in February that he planned to step down
21-June-2017
- onrec.com 12th July 2017 - Friends House, Euston, London Posted in News archive on 21 Jun 2017
Onrec will be hosting an afternoon Onrec Trade Conference which will give online recruitment suppliers, job boards and other online recruitment professionals a fantastic learning and networking opportunity.
This event will be of interest to owners, directors, senior management of job boards, online recruitment industry suppliers from applicant tracking and aggregators to video recruiters.
By attending the trade conference you will:
- Keep abreast of significant changes in the industry
- Learn how your business can capitalize on these changes
- Network with your industry colleagues
- Be one step ahead of your competitors
The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place.
The Speakers
Tom Ricca-McCarthy, CEO, Madgex
Online Recruitment Market Overview - In-depth analysis of 500 job boards
The talk will be the learnings from a 12 months piece of Benchmarking research leveraging performance data from 500 job board brands, more than 200 million jobs and almost 2 billion job alerts over the timeframe of a year. This research allows job board owners and operators to understand their own performance against the market, areas of strength and areas of weakness that would benefit from some focus. A copy of the Benchmarking Report will be available to attendees.
James Neave, Head of Data Science, Adzuna
The AI explosion and its impact on the jobs market
The rapid progress in artificial general intelligence is expected to reach human level in 2040. At this point, certain activities and interactions with a computer will be indistinguishable from those with a human and as a consequence huge numbers of jobs will be automated - for example any telephone-based staff, data-based decision making such as risk analytics, legal analysis, underwriting, insurance, valuation etc. Even human receptionists and journalists would dwindle. This talk explores the current trends and the likely impact over the next 10 years.
Daisy Jones, Associate, Osborne Clarke
Online Recruitment Legal Update - New data protection regime and the recruitment sector
An overview of the GDRP and what will recruiters have to do to ensure they comply.
Keith Rosser, Chair, SAFERjobs DC Krishan Kapur, Metropolitan Police
Ensuring a SAFER Job Search: How Government & Law Enforcement are helping Job Boards for free!
Keith Rosser, Chair of SAFERjobs, and DC Krishan Kapur of the Metropolitan Police will talk about why 35 of the UK's major job boards are promoting SAFERjobs to job seekers for a safer job search. Hear why 50,000 job seekers a month visit the SAFERjobs site and how SAFERjobs, backed by the House of Commons and House of Lords, are promoting good practice in the sector. SAFERjobs have appeared on BBC News, television, radio, and the main national newspapers such as the Independent, Daily Mail, Financial Times, Sun, and Telegraph.
Laura Stoker, Executive Director of Global Training, AIRS, Powered by ADP
Scaling new heights with vertical networks
The landscape of social media networks has evolved significantly in the past few years and there is a new and growing segment of online sites that professionals are migrating toward. These sites are both social and professional in nature and can be classified as vertical networks. Some of these sites have been around for many years, while others have been newly created. They are attractive to individuals who want to network with people that have similar professional experience and who are perhaps disenchanted with the big general networking sites. Moving forward, its important for recruiters to know that these sites exist and to understand how to appropriately use them to locate specialized candidates. This session will explore various vertical networks and best practices for sourcing candidates from these sites.
Discussion Panel chaired by David Hurst, Founder, Onrec
Discussion of the latest events in the world of Online Recruitment
Panelist
Phil Edwards, Global Accounts Sales Leader - Talent Solutions at LinkedIn
The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place.
www.onrec.com/events/conference/trade2017
21-June-2017
- onrec.com The Smarter Working Initiative returns for a second year to champion flexible working Posted in News archive on 21 Jun 2017
Business leaders across the UK are being called on to encourage their employees to work flexibly for one day as part of the Smarter Working Initiative , a campaign taking place on the first day of the school summer holidays.
The awareness day on Monday 24 th July asks companies to give their staff the opportunity to spend one day working from any location and at the hours that suit them best, in an effort to show organisations the positive impact of smarter working.
Last years inaugural campaign, supported by conference call company Powwownow, saw over 100,000 British workers from 114 companies given the opportunity to work flexibly, including staff from major British employers like RED Driving School Purplebricks.com and Mediacom, and boutique firms like Farfetch.
The initiative was launched last year in response to the widespread reluctance to offer flexible working and the overwhelming misunderstanding of the term itself. Research from Powwownow has found that nearly half of employers (48%) do not encourage flexible working, despite 70% of workers saying the option would make a job more attractive to them.
The campaign aims to demonstrate how efficient workers can be when theyre not tied to the desk or the traditional 9-5 working hours. Over half of workers (53%) stated they would be more productive if they could spend some time working out of the office.
Additionally, with 44% of British employees feeling like they dont have enough time in the week for spending time with family and friends, the Smarter Working Initiative helps working parents to spend more time with their children on the first day of the school summer holidays.
Jason Downes, Founder of the Smarter Working Initiative , said:
Our aim is to show companies that smarter working has an incredibly positive impact on employees and employers alike. Understanding these business benefits is the first step towards making a change in workplace culture, so were encouraging businesses to sign up and embrace flexible working for one day, with the goal of demonstrating the advantages in increased productivity and morale.
You can sign your company up to the Smarter Working Initiative at www.smarterworkinginitiative.com
21-June-2017
- onrec.com Until recently, graduates wanting to serve in the Armed Forces have often had to put a civilian career on hold while they pursue their military career. Posted in News archive on 21 Jun 2017
Barclays encourages university graduates to pursue a civilian career while being able to continue military service with the Army Reserves
Students who have passed their University Officers Training Corps (UOTC) Army Officer Selection board can fast track straight to the final interview round at Barclays
Successful applicants to also benefit from Barclays bespoke Reservist policy which includes additional annual leave
Until recently, graduates wanting to serve in the Armed Forces have often had to put a civilian career on hold while they pursue their military career.
Now Barclays Armed Forces Transition, Employment and Resettlement (AFTER) programme is championing a third option, doing both, with a bespoke entry process for university students who want to apply to the Barclays Graduate Programme and at the same time be part of the Reserves.
Under the streamlined process, any graduate with a pass at Army Officer Selection board can fast track straight to the final interview round for the Graduate Programme. This means they avoid duplication between the Reserve and Graduate Programme assessment days, leapfrogging three rounds of assessments and significantly speeding up their application.
Last year, over 300 students successfully secured a place on the Barclays Graduate Programme. Under the programme, entrants are able to undertake placements across the business and benefit from dedicated mentoring before securing a full time role.
Should Reservists applicants be successful in gaining a role within the bank, they will benefit from Barclays bespoke military reservist policy which has been put in place to ensure Reservists receive the support they need to balance the significant commitment of their parallel career. This includes an extra 10 continuous working days paid leave per year for Reservist training and, if they are mobilised, Barclays will also continue to pay full salary and will conduct pay reviews and performance bonuses as normal with a role held for the course of the mobilisation.
Additionally, they can join the Barclays Military Network (BMN) and meet with other Reservists and ex-military colleagues. The BMN has over 350 members and as well as offering networking, it also offers mentoring and career support advice.
Stuart Tootal, Head of Barclays Armed Forces Transition, Employment and Resettlement (AFTER) programme said ,
Reservists play a vital role in supporting our country, but they also play a vital role within our workforce as the skills they learn not only compliment but enhance their civilian careers.
Whilst we attract superb graduate candidates, we dont want to miss out on the top talent from the Armed Forces. That is why we are now accepting their military selection as the mark of quality we recognise for accessing our fast track graduate programme.
Eliot Goward, Graduate at Barclays and Army Reserve said,
Deciding what to do after university is difficult, particularly if youre caught between choosing a military or civilian career. Too many graduates think it needs to be one or the other, but this new initiative enables you to have the best of both worlds. You not only enjoy the benefits each career brings individually, but also build a number of transferrable skills between the two.
Since its inception in 2010, AFTER has supported over 5,000 service leavers and hired nearly 500 ex-military service personnel of all service and ranks into a range of jobs across the company.
In addition to offering support to colleagues who are part of the Reserves, Barclays AFTER programme hosts a number of initiatives designed to support veterans with their transition into the civilian workplace including CV and Interview workshops, military talent days, internships and placements.
Barclays was also one of the first companies to obtain the coveted Military Covenant Gold standard in recognition for its support to veterans and reservists.
https://www.home.barclays
21-June-2017
- bbc.com Jobs and living standards must come first as the UK negotiates its EU exit, the chancellor says.
20-June-2017
- abajournal.com A George Washington University law student who intervened to help a Baker McKenzie partner being attacked by a group of youths has landed a summer
20-June-2017
- abajournal.com Jay Sekulow, who made a career as a litigator for evangelical legal groups, had a rough time in a television interview on Sunday after he
20-June-2017
- abcnews.com Ford to cut costs by moving Focus small car production from US to China
20-June-2017
- abcnews.com An investor group headed by a former Chicago alderman has submitted a bid to buy the Chicago Sun-Times
20-June-2017
- reuters.com NEW YORK (Reuters) - A federal judge on Tuesday faulted the U.S. Consumer Financial Protection Bureau's apparent "indifference" toward how to distribute money left over from its 2015 settlement with Sprint Corp over unauthorized customer charges.
20-June-2017
- bbc.com The move comes despite pressure from Donald Trump on carmakers to keep manufacturing jobs in the US.
20-June-2017
- dailymail.co.uk Investing just £741 this year could buy an extra £237 a year income for life. What's more, that income is guaranteed to rise every year in line with prices, wages or 2.5 per cent.
20-June-2017
- dailymail.co.uk The industry must ramp up how many components for UK cars are made in this country in order to avoid being hit with steep tariffs for imports and exports after Brexit.
20-June-2017
- usatoday.com The company is launching a new job search tool.
20-June-2017
- usatoday.com Though Social Security isn't going away, it can't take the place of independent savings. The sooner younger workers realize that, the better.
20-June-2017
- usatoday.com Solid references are great, but what about that vacation to Peru? Angeli Kakade (@angelikakade) has the scoop.
20-June-2017
- insurancejournal.com EPIC Insurance Brokers and Consultants, a retail property and casualty insurance brokerage and employee benefits consultant, has acquired After Inc., a product warranty analytics firm based in Norwalk, Conn. The acquisition was made primarily to further strengthen and grow EPICs
20-June-2017
- onrec.com Google has teamed up with Madgex, the technology provider behind many of the top-flight publisher job boards such as Guardian Jobs, to test and launch a new search experience to help people find jobs more quickly and efficiently. Posted in Partnerships on 20 Jun 2017
Company Profile Madgex View profile » Now when people search for jobs on Google in the US, theyll see an immersive experience that allows them to explore jobs from across the web and refine their search to meet their unique needs. This brand-new job listing experience formally launches today for people in the US and Madgex has ensured its market-leading job board software is fully integrated and ready to go.
With this new search feature on Google, people in the US will see at-a-glance details about the posting, such as the job title, location, whether its full-time, part-time or an internship, as well as the opportunity to access detailed information about each job. They can even see the how long it would take to commute to the job from their home with the power of Google Maps.
One search will now bring up multiple jobs from multiple sources. Its only when the person clicks the apply button that they will be taken to the appropriate job board.
Madgex job boards in the US can take full advantage of this new functionality from day one, thanks to their partnership with Google.
Madgex-Google Partnership
In their quest to optimize the feature and make it more useful for people looking for jobs on Search, Google was keen to ensure they were capturing jobs from top-flight brands such as The Washington Post, and as such, have been working with industry-leader Madgex, ahead of the launch. Madgex is pleased to announce that all its job boards have the ability to integrate with Googles new search results.
Madgex CEO Tom Ricca-McCarthy said: We power some of the leading brands in online recruitment, which led to Google approaching us to work on this new feature. They were looking for top job boards in the US and as Madgex powers high-quality brands such as The Washington Post and The New England Journal of Medicine we were an obvious partner for this new search facility.
Ensuring Madgex-powered job boards are integrated with this new Google feature is part of our drive to provide our clients with the best functionality and ensure our job boards lead the way in recruitment technology.
Only jobs posted on job boards that integrate with Google will receive traffic from this new, enhanced search feature. This means it is now more important than ever for job board owners to ensure they are partnered with the right technology provider.
It is expected that this feature will launch in the rest of the world towards the end of the year and all Madgex-powered job boards will be able to integrate from launch.
Madgex are currently finalising a guide for job board owners on how to take advantage of Googles new job feature. You can register to receive this free guide at info.madgex.com/googleforjobs
Madgex partners with the worlds leading media brands and organisations to help unlock the value of their professional audience. Offering market-leading job board technology, Madgex helps businesses grow their audience, increase engagement and drive their bottom line. With offices in New York, Toronto, Berlin and Brighton (UK), they provide their technology in multiple languages to clients across the world. For more information please visit madgex.com
20-June-2017
- onrec.com A new multitasking test which assesses the listening, concentration and reaction abilities of captains, first officers and cadets has been launched by cut-e, the international assessment specialist. Posted in News archive on 20 Jun 2017
Company Profile cut-e View profile » Called scales mt (sonic) , the new five-minute test combines a checking task, involving hand-eye coordination; a calculating task, in which the candidate has to decide whether the sums displayed are correct or incorrect, and an audio test in which they hear sequences of five randomly-chosen letters from the phonetic alphabet and they have to confirm whether or not any of the letters have been duplicated.
Specifically designed for use in a supervised assessment environment, where candidates will sit at a desktop computer with headphones, the new test has been developed to help airline recruiters identify the most suitable candidates when selecting captains, first officers and cadets.
The ability to listen effectively whilst completing other tasks is a core competency for pilots, said Nora Nienhaus, Research Consultant at cut-e. When youre flying an aircraft and monitoring information, you also have to listen closely to air traffic controllers and your colleagues. Our new test measures a candidates ability to listen effectively whilst performing several other tasks. This is our first multitasking assessment that incorporates a listening test. Our assessments are normally designed for online, unsupervised testing but this one is different, as recruiters will need to ensure that each candidate is able to hear the audio sequences. As a result, weve designed scales mt (sonic) for on-site assessment.
In the test, an item generator presents different tasks for each candidate to complete. The actual assessment is therefore different for each candidate, which helps to prevent cheating.
A range of report options are available for scales mt (sonic) . For example, recruiters can see a candidates overall score on the assessment and their scores on each of the three sub-tests.
cut-es assessment portfolio already includes a range of specific ability tests for the aviation sector, including a multitasking test for air traffic controllers, called scales mt (avi). This assesses a candidates ability to gather information and complete different tasks quickly and accurately.
Candidates will complete the listening task in scales mt (sonic) in English, as this is the international language that pilots should be able to understand and speak. However, the test instructions are also available in other languages including Chinese, French, German and Italian.
For further information about the new test, please visit www.cut-e.com .
20-June-2017
- onrec.com PIXID, the cloud based temporary workforce management and recruitment solutions provider, has been included in the Financial Times prestigious FT1000 report. Posted in News archive on 20 Jun 2017
The list collects together the 1,000 companies in Europe that have achieved the highest percentage growth in revenues between 2012 and 2015. Revenue growth of 165% over that time period sees PIXID sit 613 th on the high-profile directory.
Seventy-eight of the companies on the list are based in London, with Paris second with forty- five. PIXIDs recent expansion into the UK market via the acquisition of The Internet Corporation means it is now represented in both of these hubs for innovation and commerce.
Companies wishing to be included for consideration in the list required revenue of at least 100,000 generated in 2012 and a minimum of 1.5m in 2015. Revenue growth also needed to be primarily organic and listed companies share prices must not have fallen by more than 25% since 2015.
PIXIDs proprietary technology is currently responsible for filling one in four temporary positons in France and having powered the temporary staff market in France it intends to establish itself as a well-known digital platform for the management of temporary workforce in the UK and the rest of Europe. In order to do so, PIXID has developed a specific myPixid International version of its flagship platform to address the specificities of these new markets.
As part of PIXIDs international expansion strategy, the company plans to enter the top three key markets for temporary workforce, including UK, France and DACH countries by 2018, and the Nordics by 2019.
Since its acquisition of The Internet Corporation (including the Amris, Zao and Empoyee-Check brands), the combined business is forecasted to have turnover of 16m in 2017, with profitable organic growth of 19%.
Etienne Colella, President of PIXID, commented : Our agile mindset has allowed us to establish ourselves as a key player in France; a track record we intend to replicate in the UK market. We fill 150,000 new temporary roles on a daily basis and are constantly investing in research and development to ensure our proprietary technology continues to lead the market. While we are justifiably proud of our performance internally, it is always pleasing to receive external validation, and being included in this list alongside some esteemed companies from across Europe really puts us on the map.
20-June-2017
- onrec.com 54% of business owners dont know their employment law jargon Posted in News archive on 20 Jun 2017
The modern workplace is awash with clichés, buzzwords and industry jargon, so it is no surprise that they often lead to confusion from business owners. A survey of 250 business owners by Attest market research for HR and employment law specialist Peninsula discovered that 54% of business owners were baffled by employment law jargon with many thinking the human resource management method Bradford factor stood for the best singer in Bradford instead of a means of measuring worker absenteeism. The Conservatives election slogan strong and stable clearly left a huge mark on peoples thoughts as a number of business owners thought that SSP stood for strong and stable professionalism instead of the correct meaning of statutory sick pay.
Alan Price, HR Director at Peninsula said: Employment law is full of legal abbreviations and jargon that can be very confusing. When a small business owner is trying to cover many aspects of a company simultaneously, they may come across terminology they dont recognise or understand; this can lead to incorrect processes being followed with potential costly results for the business.
From this research, we can see it is a necessity that every business has employment law and HR support in some form as any business that has employees will inevitably have these considerations. Employment law is constantly evolving and covers a huge range of different legislations and acts in relation to the rights of employees, including gender discrimination, minimum wage increases and health and safety to name but a few. Keeping up with these changes can be hard for a business with no employment law/HR function however lack of knowledge of the law is no defence and can lead to devastating consequences for a business
In these challenging and unstable economic times businesses need to run efficiently and effectively in order to survive and grow, it is more important than ever to make sure they have a clean bill of legal health. This means keeping on top of employment legislation and jargon as well as having the relevant support around you.
20-June-2017
- onrec.com Skillsarena, the Chelmsford-based online talent management solutions provider has announced that they have added new assessments to their suite of online skills tests. Posted in News archive on 20 Jun 2017
Company Profile Skillsarena Limited View profile » Skillsarena, the Chelmsford-based online talent management solutions provider has announced that they have added new assessments to their suite of online skills tests. One brand new assessment is Call Centre Audio that falls under the Call Centre Module; the other assessments are upgrades to existing tests, focusing on data entry, audio typing and speed typing and fall under the popular Clerical suite- enhancing the module further.
Call Centre Audio
The new Call Centre Audio test is the latest addition to the Call Centre Module, complementing the other assessments such as Customer Service (scenario based) and Call Centre Advanced that are already available. It measures a candidates ability to identify and record key points from an audio recording of typical telephone conversations that they would receive in a Call Centre environment. They are required to input the answers to the specific fields of data from the conversations.
Candidates will be measured for their speed and accuracy, allowing you to see if they have the potential to succeed in the job role available.
http://skillsarena.com/instant-skills-tests/call-centre-tests/call-centre-audio-test/
Data Entry
The improved Data Entry assessment offers a wider choice of industry sectors within which the context of the test can be based. The Data Entry tests are ideal for assessing candidates who could potentially be in any number of administrative roles within any of the sectors now available for measurement.
It measures their ability to enter data quickly and accurately over a continuous, set amount of time. This test also offers the option for questions to be printed rather than viewed on screen, if this is a more appropriate method of testing for the role.
If Call Centre is selected then there are also options for different levels. Candidates will listen to a Call Centre conversation which at Fundamental level will be a short conversation, Core level is a mixture of short and long, and Professional are long conversations.
http://skillsarena.com/instant-skills-tests/clerical-tests/data-entry-test/
You can now select any of the following situations:
Call Centre
NHS
Warehouse
Parcel Depot
Housing Association
Charity
Online Retailer
Business
Factory Data
Legal
Speed Typing
In addition to the existing Speed Typing test Skillsarena already offer whereby candidates copy text onto the screen from a printed document, they now have a new variation whereby inputting text can be measured when copied from screen to screen. This was developed due to popular demand and the ever-changing nature of the workplace.
For roles such as Administrators, Personal Assistants and Secretaries, the need to accurately copy text from both a paper-based format and copying text presented on a screen will be prevalent, therefore both variations of test are ideal for measuring these essential skills. Not only does the test measure accuracy of the data input, as the title suggests it also measure the speed at which the candidate can type the information.
The Speed Typing (Screen-based) test is based on scenarios the candidate may be presented with in real life within the role, based on several different topics that are available:
Advertorial
Management
Customer service
Sport
http://skillsarena.com/instant-skills-tests/clerical-tests/speed-typing-screen-based/
Audio Typing Test
The Audio Typing Test has also had an upgrade including a change of questions as well as the data presented for input, to keep up with changing needs from our customers and new ways of measuring the skillset needed for these roles.
The Audio Typing test is ideal for any role where an employee would be required to type documents from a transcript or other forms of audio. For the management speed typing and audio tests, candidates are presented with a team email to type. If Customer Service skills are being measured, then the candidate must write a customer complaint response. If the subject is advertorial or sport related, candidates are presented with a general piece of copy around the specific subject in question and will be required to write this.
http://skillsarena.com/instant-skills-tests/clerical-tests/audio-typing-test/
Skillsarena are excited to enhance their customer experience with their skills tests by adding these updates to the testing suite. If youre recruiting for administrative roles, get in contact to find out which of the tests will help you to accurately assess candidates and pick the best person to fill your vacancy. For further information on any of the upgraded tests or the new Call Centre Audio test, then feel free to get in touch- give Vicki a call on 0203 693 2201.
To see all the skill testing assessments Skillsarena offer please visit our skill testing homepage.
http://skillsarena.com/instant-skills-tests/
20-June-2017
- onrec.com Should businesses embrace the rising trend of the returnship? Posted in News archive on 20 Jun 2017
Company Profile CV-Library.co.uk View profile » Returnships are on the rise in the UK, with 79% of the nations workers admitting they would be more inclined to join a company that offered a returnship programme. Thats according to a recent study data from CV-Library , the UKs leading independent job board, which also found that 73% agree that its difficult to get back into the corporate world after taking a career break, rising to 77.6% amongst women.
The survey of 1,200 professionals explored how they felt about these internship-like programmes, used to help experienced workers re-enter the workforce after a career break, with over two thirds (68.3%) believing that not enough is being done to help these people return to work. This figure rose to 72% amongst females.
The data also revealed that one in three (31.7%) professionals have taken a break at some point and when asked why they took some time out from work, respondents cited the following:
To look after my children 30.3%
To care for a family member 24.9%
To take time out to travel 24.2%
To go back into education 20.6%
To set-up my own business 15.9%
Lee Biggins, founder and managing director of CV-Library comments:
With one in three UK professionals admitting to taking a career break, its clear that this is not uncommon, especially amongst those who have children or a family to take care of. With this in mind, more needs to be done to help these professionals return to work after their break. With the majority of workers stating that they would be more inclined to work for a company which offers returnships, businesses should take into consideration whether these programmes could benefit their business and help them to attract and retain a talented workforce.
However, there still appears to be some mixed feelings about returnships. Over a third (35.1%) of professionals believe that they might not be such a good idea as theres no guarantee workers will get the job when its over. A further 31.9% said they believe that it could be a way for companies to exploit unconfident workers for lower wages. That said, the majority (85.6%) believe they are a good idea, with 47% stating that they are a great way to ease people back into the world of work.
Biggins concludes:
Though some clearly still have reservations about these schemes, for the majority, returnships seem like an appealing option. Businesses that are considering these programmes, or are already offering returnships, need to ensure that they are offering fair opportunities and pay to those taking part.
Returnships could be a great opportunity for employers to upskill more senior professionals, and take on talented members of staff that could really strengthen their existing workforce. Not only this, but people that are given the opportunity to re-enter the workforce will likely remain more loyal to the company a win-win for any business!
For more information, download the full report here: https://wordpress.cv-library.co.uk/recruitment-insight/effective-returnships-work/
20-June-2017
- onrec.com Brightwork, the Glasgow and Edinburgh-based recruitment firm renowned for its commitment to a policy of Corporate Social Responsibility (CSR), has become the most recent business to link-up as a partner with Career Ready, the UK-wide charity which links employers with schools and colleges to open up the world of work to young people. Posted in News archive on 20 Jun 2017
Multiple award-winning Brightwork is already a member of both the Movement to Work initiative and the Investing in Youth programmes and has partnered with Career Ready to bring its experience in helping young people get the best start in the world of work.
Shan Saba, Director at Brightwork, said: We have always believed in fostering the talents of our young people and working with Career Ready is another great opportunity for us to invest in the future of Scotland.
Career Ready has more than 4,300 students across the UK who benefit from direct links with the business world, including access to paid internships and mentors. The charity gives students from lower income families the confidence, skills and networking opportunities to achieve their potential.
Janine McFarland, Glasgow Regional Manager of Career Ready, said: Too many young people have diminished ambitions or expectations from the world of work. Being able to put students in touch with professionals like those at Brightwork shows them what can be achieved.
We are delighted to be working with Brightwork as an organisation with such a stellar reputation for CSR.
The charity now has more than 1,000 students from over 125 schools in twelve Scottish local authorities receiving opportunities that were previously out of their reach.
Brightwork will be providing mentors to a number of students approaching the end of their schooling, and will meet them regularly to encourage the development of their potential in the world of work. This will culminate in a four week paid internship at the award-winning recruitment agency over summer 2018.
Career Ready is operating in all 30 secondary schools in Glasgow; as a result, any student with aspirations in the world of recruitment has a unique opportunity ahead of them.
www.brightwork.co.uk
20-June-2017
- insurancejournal.com Seasonally adjusted data for the month of May shows that total nonfarm employment gained 10,500 jobs over the month in Louisiana for a new figure of 1,983,200, according to the Louisiana Workforce Commission (LWC). This is the largest over the
20-June-2017
- insurancejournal.com Californias 2018 minimum and maximum temporary total disability rates will increase on Jan. 1, 2018, the states Division of Workers Compensation announced on Tuesday. The minimum TTD rate will increase from $175.88 to $182.29 and the maximum rate will increase
20-June-2017
- insurancejournal.com Arrowhead General Insurance Agency Inc. in San Diego, Calif. has launched a workers compensation wholesale brokerage arm that provides market access and specializes in harder-to-place risks and multi-state accounts. The subsidiary is called Valiant Insurance Services LLC. Currently Valiant is
19-June-2017
- usatoday.com Because your white t-shirts shouldn't have yellow armpit stains
19-June-2017
- abcnews.com Jovita Carranza sworn in as 44th U.S. treasurer, the 16th woman to hold the job.
19-June-2017
- usatoday.com Being skeptical is the best advice for avoiding false or misleading investment claims.
19-June-2017
- bbc.com The TUC is calling on employers to let staff dress more casually during the current heat wave. What do Britain's office workers have to say?
19-June-2017
- bbc.com From Spacewar! to Pokemon Go, video games have created jobs, made money and driven technology forward.
19-June-2017
- bbc.com The Trade Union body says it's time workplace rules were relaxed and most workers agree.
19-June-2017
- bbc.com The carmaker will hire 1,000 electronic and software engineers and 4,000 additional workers.
19-June-2017
- onrec.com Developing semantic technology for HRM applications over the last 10 years, Actonomy now brings semantic search to a next level by learning what the user is looking for. Posted in News archive on 19 Jun 2017
Company Profile Actonomy View profile » Users often use search keywords that are not recognized by semantic systems leading to no results. By learning from the user search behavior, Actonomy now solves this problem : all new or unknown search terms are automatically added using machine learning. The result : a system that systematically adapts itself to the user context with goal to systematically provide better results not found by traditional semantic search systems.
Powerful and accurate semantic search solutions rely on a thesaurus or ontology to classify and understand what people are searching for. If words are not in this thesaurus and used while searching, then typically semantic search will not give meaningful results or even worse no results at all. Actonomys core ontology has been the largest ontology on the market for years, says Filip De Geijter, CEO Actonomy. With the new functionality, we now allow the core system to keep growing and learning from the user.
Actonomys core ontology does not only consist of a standard thesaurus or dictionary in which words are stored. It stores words with the context in which these are used network architect has a totally different meaning than an architect as the context is designing networks and not houses. High accurate searching and matching requires millions of words within their context. We do not only store words but we also model the career cluster information and the context of the words, says Filip De Geijter, Now we are learning new words and new contexts providing the user with even better results and avoiding the cost of maintaining the ontology.
Adaptive semantic search & match is based on advanced combinations of machine learning, neural networks and AI. By setting up the adaptive semantic search as a cloud service, Actonomy clients to not only avoid investing in own platforms but have the benefit that the system learns quickly and adapt very fast to new trends, new search terms and new ways of looking for candidates and vacancies used by all Actonomy clients and their users!
19-June-2017
- insurancejournal.com The Texas Department of Insurance, Division of Workers Compensation (DWC) is now accepting comments on informal draft compound drug rule amendments. An informal draft of amendments to 28 Texas Administrative Code (TAC) §§134.500, 134.530, and 134.540, available on the TDI
19-June-2017
- onrec.com New CIPD/NIESR research highlights need for flexible, affordable and straightforward immigration system Posted in News archive on 19 Jun 2017
Company Profile CIPD View profile »
The main reason employers recruit EU nationals is because they cannot fill low or semi-skilled jobs with UK-born applicants, cited by 35% of low-wage industry firms
25% of organisations say a requirement for a job offer for EU migrants would have a negative impact on them.
One in ten (11%) of businesses say the number of EU nationals they have recruited since Brexit has decreased
In response to what could be significantly reduced access to EU worker skills alongside the need to retain EU market access, 1 in 5 organisations say they are considering relocating all or part of their UK operations outside the UK (11%) or will focus future growth outside the UK (9%).
The end of free movement of people from the EU will damage UK businesses and public service delivery unless post-Brexit immigration policies take account of the need for both skilled and unskilled labour from the EU. This is a key message in new research from the CIPD, the professional body for HR and people development, and the National Institute of Economic and Social Research (NIESR).
It also calls on businesses to broaden their recruitment and people development strategies to ensure they are doing all they can to attract and develop UK born workers, and highlights the need for significant changes to Government skills policy.
The research, Facing the future: tackling labour and skills shortages post-Brexit , analyses employers perspectives on migration restrictions following the end of free movement and is based on a survey of more than 1,000 organisations, employer focus groups held around the UK and in-depth interviews with HR leaders.
Peter Cheese, Chief Executive of the CIPD, commented: Access to skilled and un-skilled labour is a huge concern for employers. If the Government does not provide a straightforward, flexible and affordable immigration system for EU nationals post Brexit, as set out in our recommendations, significant numbers of employers are likely to face real skill shortages which may hold back their growth and performance.
With the Brexit negotiations starting this week, there is still little clarity on the immigration system that the UK will adopt after Brexit. An overly blinkered approach focused on simply cutting immigration to tens of thousands and focusing only on high skilled employees could leave employers high and dry, especially those who rely more on EU migrants to fill low-skilled jobs. The Government must therefore consult far more widely about their plans and invite employers to play a key role in shaping the future of UK immigration policy to ensure it works for businesses and the economy.
Our research also suggests that while Brexit will encourage some employers to work harder to recruit local candidates and people from under-represented groups in the UK, many employers are already working to build links with schools, provide apprenticeships and invest in training and yet are unable to find the skills and people they need.
The qualitative research from the focus groups and case study interviews reveals many employers have difficulty attracting sufficient UK nationals to work in low paid and low-skilled jobs particularly where hours are anti-social or the work environment challenging - especially in regions such as the East Midlands and South West of England. This is despite offering higher pay and investing in the skills of the workforce in some cases. However employers in low paid sectors such as retail and hospitality are more likely to report they employ EU migrants because they have lower expectations around pay and employment conditions (15%) than the all employer average in the survey (7%).
Gerwyn Davies, labour market adviser at the CIPD added: The report concludes there is a strong need for employers to be able to continue to recruit unskilled labour from the EU where they are unable to recruit locally and have shown they have made all reasonable efforts to recruit from within the UK. Any efforts to hinder this will hinder business growth.
Some employers participating in the CIPD/NIESR research have already take action to widen their recruitment channels to boost employment from different groups in the labour market and raise pay in response to migration restrictions, especially in sectors such as retail where the proportion of EU nationals in low-skilled roles is relatively high.
However, there is considerable scepticism among some employers over whether efforts to attract a wider range of UK candidates will prove sufficient, particularly among organisations in sectors such as food manufacturing, hospitality and care which have historically relied significantly on migrant workers.
Heather Rolfe, Associate Research Director at NIESR stated that: Our research adds further weight to evidence that employers dont recruit EU migrants in preference to British workers, but because they attract too few British applicants. Ideally, many employers would like to recruit more young people but working in a meat factory or a care home is not top of the list for school leavers now, and never has been.
It would be very unwise indeed for the Government to end free movement without putting in place new policies which enable employers to meet their needs for lower skilled labour. Our key sectors and services will suffer damage if policies to replace free movement are introduced in haste and are costly, complex and bureaucratic.
The report recommends that future immigration policy to replace free movement must be:
Straightforward:
New policies for EU nationals should be aligned as closely as possible with the existing points based system for non EU nationals
Government should avoid introducing a complex array of sector or regional based immigration policies which could lead to disparities and unfairness
Any changes to immigration policy for EU citizens should be introduced at the end of a three-year transitional period once negotiations are completed
Flexible:
Government should review and expand the labour shortage occupation list for EU nationals to include jobs at lower levels of skills and salary where there is evidence that labour shortages are difficult address and damaging to employers
Government should review the Resident Labour Market Test and make it more appropriate for employers facing damaging labour shortages by reducing the requirement to advertise jobs through Job Centre Plus from 28 to 14 days
The Youth Mobility Scheme should be extended to all 18-30 year old EU migrants and EU students with a bachelors degree or above should be allowed to remain in the UK, without requiring a job, for two years
Affordable:
In applying the existing points-based system for non EU workers to EU workers, Government should halve the sponsorship licence fee for public sector employers and review the other costs that employers are subject to, for example the health surcharge, the skills levy and the fee to for every non-EU national they employ.
19-June-2017
- insurancejournal.com Officials say a Massachusetts Department of Public Works employee has died after a lawn tractor he was driving overturned and landed on top of him. Police say the Plainville DPW employee was cutting grass Thursday near a town pumping station.
19-June-2017
- insurancejournal.com Gov. Bill Walker has signed legislation paving a way for ride-share companies, such as Uber and Lyft, to do business in Alaska. Anchorage Republican Sen. Mia Costello, a supporter of the measure, called it a jobs bill. The bill classifies
19-June-2017
- insurancejournal.com Lawyers who represent injured workers in South Dakota are preparing for a proposal from the insurance industry that would limit their ability to pursue legal claims against insurance companies that are intentionally dishonest. Insurance industry representatives were scheduled to present
19-June-2017
- insurancejournal.com City Colleges of Chicago will pay $60,000 to settle a federal discrimination lawsuit filed by the U.S. Equal Employment Opportunity (EEOC), the federal agency announced. In its lawsuit, the EEOC charged that Harold Washington College, part of the City Colleges
19-June-2017
- onrec.com Employers struggling to match benefits schemes with employee wellness goals Posted in Statistics and trends on 19 Jun 2017
Half of UK employees say their workplace has a negative impact on their physical, mental and financial wellbeing according to the latest research from Thomsons Online Benefits .
However, the Global Employee Benefits Watch 2017/18 , surveying over 2,000 office workers around the world, indicates that multinational organisations are not using benefits effectively to improve employee wellbeing and provide a positive workplace experience.
Despite recent high-profile public campaigning, Thomsons data shows that UK employers are falling short of fully supporting mental health in the workplace. Almost 40% of employees cite improving mental wellbeing as a life goal, yet less than half of those (18%), feel that their benefits scheme supports this. The situation is similar for those wanting to get fit and healthy; 44% of employees are keen to do this, yet less than half of them (20%) say their employer is helping them to fulfil this ambition.
Luke Prankard, Practice Lead, Health and Wellbeing at Thomsons Online Benefits comments, Keeping employees fit and healthy is business critical, but employers need to think beyond this and align their people and benefits strategies to promote holistic employee wellness, addressing employees mental, physical and financial health. Supporting employees in achieving their life goals will help hit each of these fundamental pillars, while providing a fantastic employee experience.
Our data shows a clear relationship between wellbeing benefits and employee satisfaction with their scheme. Employees that say their benefits needs are met receive 76% more wellbeing initiatives and have 58% more life goals supported. This means they are twice as likely to recommend their employer to a friend; say they have a positive experience at work and be proud to work for their company. For employers, this means concentrating on the wellbeing benefits they are providing. Get these right and youll reap rewards in employee engagement, attraction and retention.
Its clear that employers are struggling to align benefits provision with employee needs, which is creating a disconnect between employees life goals and the ability of benefits schemes to support these. This disconnect is hitting younger generations particularly hard, as they tend to prioritise the life goals where there is the least benefits support.
Buying a house is a goal for over 40% of employees and ranks highly at over 74% among 18-35s yet only 4% feel that their benefits scheme supports this. With starter home prices rising faster than any other property market segment [1] and rents continuing to escalate [2] , younger employees need all the help they can get yet employers are three times less likely to be supporting younger generations in achieving their life goals. Instead, they continue to prioritise traditional benefits such as pensions, which are popular among older employees, but also more established with providers and employers making them the easy go-to choice.
Meanwhile, over 45% of employees cite saving for a holiday and work-life balance as life goals. Again, these are high priorities for those aged between 18 and 25 but only 12% and 25% of employees respectively feel that their benefits schemes support these. With household debt in the UK at a record high [3] and one in four UK families having less than £95 in savings [4] , employees are in a worse position than ever when it comes to saving for a holiday break something that can contribute significantly to their sense of wellbeing. Employers are missing an engagement opportunity by not helping workers save for one of their key life goals.
UK employers are doing a better job of supporting those employees looking to save for retirement. This is a goal for over 50% of UK employees, and over 40% feel that their benefits scheme supports this. The picture is less rosy in the rest of Europe, where 60% aim to save for retirement, yet only 30% are supported to do so. There is an even greater opportunity for these employers to take the lead and offer more support for retirement saving.
Jack Curzon, Head of Scheme Design, at Thomsons Online Benefits, continues: Its not just about providing the relevant benefits access and communication are also key and employers need to maximise technology and advances in digital communications to get this right. Employees who say that their benefits needs are met are 31% more likely to access them through a benefits portal. An intuitive online platform enables HR teams to generate insights on their employee base, see how theyre engaging with their benefits schemes and act on this insight to better meet their wellness needs. Technology also improves the overall employee experience. Single sign-on, mobile-first, consumer-friendly software is critical for engaging employees in their schemes as part of the digital workplace, and improving the overall perception of their employer.
Please see here to download the full ebook.
19-June-2017
- onrec.com AIRS will be speaking at the upcoming Onrec Online Recruitment Trade Conference on the 12th July 2017 in London Posted in News archive on 19 Jun 2017
Onrec will be hosting an afternoon Onrec Trade Conference which will give online recruitment suppliers, job boards and other online recruitment professionals a fantastic learning and networking opportunity.
One of our sessions is titled Scaling new heights with vertical networks
Laura Stoker, Executive Director of Global Training, AIRS, Powered by ADP
The landscape of social media networks has evolved significantly in the past few years and there is a new and growing segment of online sites that professionals are migrating toward. These sites are both social and professional in nature and can be classified as vertical networks. Some of these sites have been around for many years, while others have been newly created. They are attractive to individuals who want to network with people that have similar professional experience and who are perhaps disenchanted with the big general networking site. Moving forward, its important for recruiters to know that these sites exist and to understand how to appropriately use them to locate specialized candidates. This session will explore various vertical networks and best practices for sourcing candidates from these sites.
Other speakers include:
Adzuna
Session: The AI explosion and its impact on the jobs market
Osborne Clarke
Session: Online Recruitment Legal Update: Discussing the General Data Protection Regulation (GDPR)
Madgex
Session: Online Recruitment Market Overview - In-depth analysis of 500 job boards
Saferjobs Metropolitan Police
Session: Ensuring a SAFER Job Search: How Government & Law Enforcement are helping Job Boards for free!
Tickets are £95+VAT. Please email stuart@onrec.com to book or book here
www.onrec.com/events/conference/trade2017
19-June-2017
- onrec.com New research from CV-Library gets the nations workers feeling sentimental about their dads this Fathers Day Posted in News archive on 19 Jun 2017
Company Profile CV-Library.co.uk View profile » New research from the UKs leading independent job board, CV-Library has found that nearly one in five (18.7%) professionals were influenced by their dad when deciding which career path to take, rising to 29.4% amongst those under the age of 18.
The survey, which questioned 1,200 UK workers ahead of Fathers Day, found that one in 10 (9.8%) have followed the career path of their dad, rising to 12.3% amongst millennials. In fact, the industries which saw the highest percentages of people following in their dads footsteps were: military (20%), recruitment (16.7%), design (16.7%), construction (16.3%), sales (14.8%) and automotive (12%).
Lee Biggins, founder and managing director of CV-Library comments:
My dad has played an important part in my career, and its refreshing to see that the nation is also turning to their fathers for input on which path to take, particularly with Fathers Day coming up. But its not just dads that can be influential. Any parent, or a significant person in your life, is going to be a big help when it comes to those tricky career decisions and its always good to ask for input from your loved ones.
In addition, the study found that one in 10 (8.6%) rely on their dad to help them in their career, rising to 23.5% amongst those under the age of 18. In particular, people are most likely to rely on their dads help for deciding whether to accept a job offer or not (33%), followed by advice on whether they should make a career change (33%). Other key findings include:
One in 10 (11.7%) would turn to their dad for advice on asking for a promotion or pay rise
Workers are more likely to go to their dad for career advice over the internet (35.8% vs. 31.7%)
Nearly two thirds (61.1%) of workers aged 18-24 rely on their dad to help them when deciding whether to accept a job offer or not
Over a third of millennials (those aged 25-34) rely on their dad for advice on whether they should make a career change
Biggins continues:
Its always best to get a second opinion when it comes to major aspects of your career or job hunt, but remember the decision is ultimately down to you! The people that are closest to you should have a good idea of whats right for you, but deep down, youll usually know whats best!
Finally, employees also cited that their dad has taught them about having a good work ethic (42.9%), the importance of having a good job (17.9%) and that working hard will help them to climb the career ladder (14%).
19-June-2017
- onrec.com With just 18% of freelancers and contractors expecting Brexit to improve their business performance, Qdos Contractor has supported calls for a softer Brexit to revitalise struggling freelancer confidence. Posted in News archive on 19 Jun 2017
Research into 1350 UK freelancers and contractors from leading tax adviser, Qdos Contractor, highlighted:
18% of freelancers and contractors believe Brexit will have a positive impact on their business performance
44% do not believe their business will be affected in any way by Brexit
38% expect the UKs decision to leave the European Union to negatively impact their business performance
70% of freelancers asked currently do not work, or do not have any plans to work on projects in the rest of Europe
Seb Maley, Qdos Contractor CEO, commented on the findings:
Article 50 has been triggered, and barring any large and hugely unexpected political turnarounds, the UK is set to negotiate its leave from European Union. But given that less than one in five freelancers or contractors believe this is set to benefit their business, is of course concerning.
The ongoing uncertainty surrounding the UKs exit negotiations from the EU will have no doubt played its part in affecting freelancers optimism. And while chaos following last weeks General Election ensues, it does raise the possibility of a softer Brexit, which could play an important role in revitalising struggling confidence surrounding our exit from the EU. Brexit negotiators should seize the opportunity as we prepare for exit talks.
That the majority of freelancers asked currently do not work on projects across Europe, and currently do not plan to, is insignificant when it comes to securing a deal that benefits the UKs independent workforce. And that 44% of freelancers and contractors asked, do not expect Brexit to affect their business at all, can be considered a positive, particularly in times of uncertainty.
That said, we urge the Brexit negotiators to prioritise access to the single market, and with it the free movement of people and workers. Freelancers and contractors are vital to business, essential to the UK economy, and should be factored strongly in any exit plans.
19-June-2017
- onrec.com Posted in Launch One of the top emerging software testing tools to come out of the UK has launched a new platform designed to support those pursuing a career in software testing - a growing industry worth $3bn a year. on 19 Jun 2017
South Wales-based TestLodge has launched SoftwareTester.Careers , a new site that combines useful tips, advice and information about software testing with active job listings from across the world.
Founder of TestLodge, Scott Sherwood said they came up with the idea for the site after the tool was becoming recognised as a desired skill. Scott said: We noticed that many Quality Assurance (QA) job adverts were listing experience using TestLodge as a desired attribute. Similarly, we found that freelancers were frequently listing our tool as part of their skillset. This gave us the idea that perhaps we could have a role to play in supporting QAs looking to start a career in software testing.
After a bit of research, we felt that whilst there were plenty of websites discussing the latest news and trends in software testing, there was very little that gave advice to those aspiring to build a career in the industry. We decided to reach out to bloggers and experienced software testers and asked them to contribute to the site.
As the idea developed, the next natural fit was to add a jobs board to the site, so users across the world can job search and apply for their first or next career in software testing. Essentially, we hope the site will become a vital resource for those wanting to enter the ever-growing profession.
The recruitment section of the website already has many active job listings, which link directly through to the career page, and a growing list of articles ranging from CV support to entry level skill guides.
Mr Sherwood continued: We hope the website will grow into a one-stop-shop for those looking to kick start their careers in an ever growing industry. Software testing is worth $3bn a year with a recent report from industry analyst, IBIS World stating that it is likely to grow further as more companies look to outsource testing.
TestLodge currently supports thousands of users across more than 180 countries and is widely regarded as one of the top emerging software testing tools to come out of the UK.
For more information about SoftwareTester.Careers you can go to the website, www.softwaretester.careers or on Twitter, @TesterCareers .
For more information about TestLodge, you can visit the website www.testlodge.com or on Twitter, @TestLodge .
19-June-2017
- onrec.com HR software provider The Access Group is partnering with employee engagement and wellbeing specialist WeThrive to develop new solutions for SMEs, based around their respective HR management and employee wellbeing tools. Posted in News archive on 19 Jun 2017
WeThrive is an online tool that examines organisations employee experience to improve staff wellbeing, retention and absenteeism, whereas The Access Group is one of the UKs leading authors of integrated business management HR software. The partnership is born of the obvious synergies between the two businesses, and they hope to combine their tremendous market knowledge and product development skills to add further value to clients.
Nick Hogan, divisional director for HCM at Access, says of the partnership:
Market research clearly shows that more and more companies have a defined wellbeing strategy within their plans. Our relationship with WeThrive will allow our new and existing clients to further develop their engagement initiatives into employee wellbeing.
The solution complements our current HCM offering. Going forward we see opportunities to help managers capture and track key interventions within the HCM platform, and to analyse results alongside other people metrics. We were impressed by how WeThrive really helps enable a more holistic approach to wellbeing, focussing on how workers are feeling and the support it offers managers in interpreting the results and guiding them with actions, recommendations and academy resources.
According to Andrew Heath, co-founder of WeThrive, mental health and wellbeing are very closely linked, and approximately 30 per cent of stress comes from employees experiences at work, so at this time more than any other, SMEs have a duty of care to do what they can to reduce the pressure on their people. Andrew continues:
By implementing WeThrive alongside Access HR software, organisations can benefit from a leading engagement platform and access full, detailed analysis of how their staff feel, alongside action plans and content to help drive long-term sustainable change in engagement, motivation, retention and productivity.
Both the WeThrive team and The Access Group will be attending the free to attend HR Software Show (HRSS) on the 14 th and 15 th June at London Olympia, stand H140, showcasing both product sets and answering questions on the power of employee wellbeing for businesses.
For more information on The Access Groups software portfolio visit www.theaccessgroup.com/HR .
19-June-2017
- onrec.com Monarch reveals nice people make a happier and more productive workforce Posted in Statistics and trends on 19 Jun 2017
Key findings:
Nice people are happier at work - Those who describe themselves as almost always nice rate themselves 7/10 for happiness whereas those who describe themselves as rarely/never nice rate themselves a 3/10 for happiness
Nice people are more productive at work - Those who describe themselves as almost always nice rate themselves 8/10 for productivity whereas those who describe themselves as rarely/never nice rate themselves only 4/10 for productivity
Niceness in the workplace can be an undervalued quality, however a recent study from Monarch has revealed that employing nice staff makes for both a happier and more productive workforce.
The survey of 2,000 working adults in the UK [1] found that nice people are twice as happy at work when compared to those who describe themselves as being rarely or never nice.
The survey was carried out as a follow up to Monarchs previous research led by Jonathan Freeman, Professor of Psychology at Goldsmiths Universitys i2 Media Research Lab [2] . The study saw 100 participants complete a series of psychological research measures before taking part in two lab-based behavioural demonstrations, to find that nice people are more likely to be happier, healthier and earn more than others.
Benefits to workers
The latest survey results look a little deeper into how being nice translates in the workplace showing that being nice encourages others to be nice back to you. Nice people experience 15 kind acts per day whereas rarely/never nice people only experience 6 on average per day. Nice people say that their colleagues are more willing to help them if they are nice to them (73%) however only 1 in 10 rarely/never nice people would agree.
Benefits to managers and business owners
It is not only individuals who benefit from being nice, nice staff rate themselves as being twice as productive as those who are not, showing that it pays for businesses to hire nice employees. In fact, when hiring, 93% of business owners look for this quality in candidates alongside being qualified. If nice employees are happier this also indicates a lower staff turnover which is a huge benefit to businesses.
It can also be good for your brand. nice people work for nice companies. The nicest people in the survey rated their company as 7/10 (for niceness) where as those who are rarely/never nice only rated their company a 4/10. How a business is perceived by staff and customers can have a huge impact on their clients, customers and ultimately, profits. Over 1 in 3 find that clients and customers spend more money if they are nice to them.
Rob Foulkes, Head of Digital & Marketing at Monarch said,
Our original study showed that nice people have higher levels of emotional intelligence, helping them to deal with stressful situations that arise. This can be a really useful skill for employees and managers, and our survey results prove that niceness is an important quality that shouldnt be overlooked or undervalued in the workplace.
Dont lose your nice
Monarchs survey also asked participants to give tips and advice on how to best deal with these stressful situations. The most popular responses around keeping your cool in the workplace included,
Staying positive, calm and happy smile!
Being honest and professional
Counting to ten
Breathing techniques and mindfulness
Making a cup of tea/take a break
Looking at the bigger picture
The Power Of Nice campaign really goes to show the impact that hiring nice staff can have on a business to create a happier environment and increase productivity.
[1] Survey carried out on behalf of Monarch by OnePoll with 2,000 UK working adults. The survey was carried out in May 2017.
[2] The Power Of Nice Study: a study exploring the relationship between participant ratings of how nice they are, their behaviour, and their reported levels of health, happiness and success an independent study prepared by i2 media research limited on behalf of Monarch airlines, Published March 2017
19-June-2017
- insurancejournal.com Troy Moody, chief operations officer of Moody Insurance Agency Inc. in Colorado, has been elected to the board of directors of RiskProNet International. Moody Insurance Agency offers risk management solutions, insurance, bonding, employee benefits and personal lines. The agency has
19-June-2017
- theargus.co.uk UNEMPLOYMENT continued to fall in the run-up to Britains vote to leave the European Union and there was a record number of people in work.
18-June-2017
- usatoday.com Fired Arizona CenturyLink employee Heidi Heiser has filed a lawsuit alleging employees signed customers up for accounts without authorization.
18-June-2017
- reuters.com CHICAGO/SAN FRANCISCO (Reuters) - When Wal-Mart Stores Inc bought online retailer Jet.com for $3 billion last year, it marked a crucial moment - the world's largest brick-and-mortar retailer, after years of ceding e-commerce leadership to arch rival Amazon, intended to compete.
18-June-2017
- reuters.com WASHINGTON (Reuters) - President Donald Trump and Republican leaders in Congress will soon confront a complex challenge for tax reform: how to limit U.S. corporate tax avoidance schemes that take advantage of low tax rates in foreign countries.
18-June-2017
- reuters.com LONDON (Reuters) - Britain's biggest carmaker Jaguar Land Rover (JLR) will hire 5,000 staff as it boosts its skills in autonomous and electric technology, a welcome business endorsement as Prime Minister Theresa May starts Brexit talks after a botched election.
18-June-2017
- dailymail.co.uk Jaguar Land Rover could create 5,000 new jobs as part of the race to conquer the driverless car market.
18-June-2017
- dailymail.co.uk Fears are growing of a recruitment crisis for British business in the event of a hard Brexit with almost half of companies reporting a drop in the number of EU nationals applying for jobs.
18-June-2017
- dailymail.co.uk Financial education officially became part of the school National Curriculum in 2014, but many experts say that money lessons begin at home.
18-June-2017
- dailymail.co.uk The music festival season is in full swing. Here we provide festival-goers with all the information required to cut costs, avoid being a victim of crime and take out the right insurance.
18-June-2017
- usatoday.com Three produce workers are accused of stealing $300,000 worth of avocados from an produce firm where they worked. Maria Mercedes Galuppo (@mariamgaluppo) has more.
18-June-2017
- theargus.co.uk AT SOME point most of us will find ourselves daydreaming about landing a new job: one where our salary is tripled and were universally adored.
But is this simply a reaction to a bad day at the office or a sure sign we need to move on?
In some ways, its easier to leave a job where youre unhappy. If your current job is okay, you like your colleagues and the pay is reasonable, it can be hard to make a break.
To help you decide here are five signs that show when it really is time for a change:
1. You dont like Mondays The end of a great weekend is always a bit of a downer. Thats normal. But if you regularly experience fear and loathing at the sound of Antiques Roadshow on a Sunday evening, youve a bad case of the Sunday Night Blues. It doesnt have to be this way.
2. Youre stuck in a rut Think of yourself as an X Factor wannabe. Your career should be a journey to bigger and better things, not a constant loop. Even if youre doing a job you enjoy, you must also get a sense of pride and satisfaction from adding to your skill set. If you havent developed or learned anything new for a while, its time for a fresh challenge.
3. You dont get on with your boss Unfortunately, many people dont leave their companies, they leave their boss. A bad relationship with a manager can really affect your day-to-day work and seep into the rest of your life. If youve tried and failed to fix the situation, your energy would be better spent looking for a new job.
4 Its a mismatch Like good relationships, the best jobs tap into our full potential and bring out the best in us. If there is no overlap between what were good at and love doing and what our actual job involves on a daily basis, nobody is happy.
5 Moneys too tight to mention Lets not be shy. One of the big motivators for moving up the career ladder is salary. If youre struggling to make ends meet and money is always on your mind, its time to look at opportunities where your sterling work will be more handsomely rewarded.
17-June-2017
- telegraph.co.uk
17-June-2017
- dailymail.co.uk The Qashqai has proved lucrative for Nissan - and has been a boon to the economy and jobs, too. Since its launch in 2007, more than 2.5million have rolled off the Sunderland production line.
17-June-2017
- dailymail.co.uk Savers were dealt another blow as figures show inflation crept up to 2.9% last month, out pacing all 750 accounts on the market, yet again.
17-June-2017
- bbc.com Many larger firms offer to "match" extra pension saving but workers are unaware of the perk, an insurer says.
16-June-2017
- bbc.com The UK should focus on protecting jobs and the economy in Brexit talks, says Chancellor Philip Hammond.
16-June-2017
- insurancejournal.com Final legislation has been approved in New York that aims to enable insurance agents to better serve workers compensation clients if signed into law by Governor Andrew Cuomo. The legislation was developed by The Independent Insurance Agents Brokers of
16-June-2017
- telegraph.co.uk
16-June-2017
- reuters.com (Reuters) - U.S. automaker General Motors Co said on Friday it plans to open a manufacturing facility for its suppliers at its Arlington assembly plant in Texas, adding more than 850 new jobs.
16-June-2017
- insurancejournal.com York Risk Services Group (York), a Parsippany, N.J.-based provider of claims management, managed care, specialized loss adjusting, alternative risk programs, pool administration and other insurance services, has hired Danielle McMahan as chief human resources officer to succeed Carol Montgomery who
16-June-2017
- insurancejournal.com Tinder is for dating. Facebook is for friends. LinkedIn is for well, it depends whom you ask. The professional networking platform is meant for connecting with colleagues, clients and prospective bosses, but behavior on the site can be far from
16-June-2017
- dailymail.co.uk The Qashqai has proved lucrative for Nissan - and has been a boon to the economy and jobs, too. Since its launch in 2007, more than 2.5 million have rolled off the Sunderland production line.
16-June-2017
- insurancejournal.com Newport Beach, Calif.-based Harbor Health Systems it is one of the first companies to receive approval from the California Department of Workers Compensation to offer telemedicine through its medical provider networks. Through the video teleconferencing capabilities enabled by Harbors telemedicine
16-June-2017
- insurancejournal.com A Nebraska bank violated federal law by paying women and men unequally for jobs with the same required skill, effort, responsibility, and working conditions, the U.S. Equal Employment Opportunity Commission (EEOC) has charged. According to the EEOC, Christine Schwieger began
16-June-2017
- insurancejournal.com Midwest Employers Casualty has promoted Brian Billings to vice president of Predictive Analytics. As the Midwest Employers Casualty strategy evolved from data acquisition to leveraging data assets, Billings led the effort to deploy machine learning technology for the early identification
16-June-2017
- insurancejournal.com A United Parcel Service driver who opened fire during a meeting with co-workers had filed a grievance that he was working excessive overtime and appeared to specifically go after the three drivers he killed before fatally shooting himself. Jimmy Lam,
16-June-2017
- insurancejournal.com Authorities believe a father and son who died while working on a sewer lift station in Mississippi were overcome by odorless methane gas. News outlets report that 45-year-old Terry West and his 20-year-old son Gage West were among three men
16-June-2017
- insurancejournal.com A federal agency has charged a Fort Worth, Texas-based company with discrimination for firing an experienced production foreman fired because of his age. The U.S. Equal Employment Opportunity Commission (EEOC) said it has filed a lawsuit against Atlas Resource Partners.
16-June-2017
- theargus.co.uk Employment rate for women now almost 70 per cent... best since records began
16-June-2017
- theargus.co.uk NEW figures show the number of people saving into workplace pensions continues to rise and has increased by 4.4 million since 2012.
A key reason behind this huge rise is the number of people being automatically enrolled into workplace pensions.
Recent analysis by the Institute for Fiscal Studies shows that between 2012 and 2015, 95 per cent of the rise in private sector membership was the result of automatic enrolment.
This policy which was launched in 2012 and will be fully rolled out by 2018 has arrested the decline in pension saving during the past decade.
With millions of people set up in a workplace pension, workers can benefit from years of saving which will give them greater financial security in retirement.
Minister for Pensions, Richard Harrington said: The report demonstrates how automatic enrolment is helping millions of working people save for their retirement, so they can look forward to extra income on top of their State Pension and a better standard of living as a result.
It is clear automatic enrolment is playing a key role in shaping the retirement landscape for generations to come. However I want to build on this success and will be looking at how we can get even more people saving, and saving more.
In 2015, the annual total amount being saved by employees was £81.8 billion, an increase of £1.4 billion from 2014 and a further £7.1 billion since 2012.
The amounts people are saving are set to increase as minimum contribution rates are scheduled to rise from two per cent to five per cent in April 2018, and from five per cent to eight per cent in April 2019.
16-June-2017
- theargus.co.uk A THIRD of British bosses will be bringing Scrooge to work this year by banning Christmas festivities.
A survey of 1,005 employees, carried out by artificial Christmas tree etailer, Christmas Tree World, asked Brits about their employers attitudes to Christmas festivities in the workplace and found one in three employers will put a stop to all Christmas traditions this year.
The poll asked workers about the Christmas celebrations they are allowed to take part in and found just a fifth will attend a work Christmas party or festive lunch with colleagues, while only 17 per cent will listen to Christmas music in their workplace.
And, while 15 per cent of businesses will have Christmas decorations in their workplace, just nine per cent of respondents will buy presents for their colleagues via Secret Santa and five per cent will wear a Christmas jumper.
Those who do embrace Christmas fun start their celebration early in the workplace.
The survey found three-quarters of those who are allowed Christmas tunes at work, usually turn them on as early as November, and five per cent already had Christmas music playing by October.
The data revealed the further north you go; the more festive workplaces are. Scottish bosses are most likely to embrace Christmas at work, while Londoners are the least likely.
Stephen Evans, owner of Christmas Tree World said: Its surprising to see the number of workplaces that wont be embracing the festive season with music, parties or even a touch of tinsel.
There are a number of ways to bring the festivities to the workplace without it being over the top.
16-June-2017
- usatoday.com The case involving a recruiter for SunTrust follows several high-profile incidents of sexual harassment at companies.
15-June-2017
- insurancejournal.com Californias State Average Weekly Wage rose more than 3.6 percent to $1,206.92 in the year ending March 31, which the California Workers Compensation Institute said will boost temporary total disability and permanent total disability rates for 2018 work injury claims
15-June-2017
- workforce.com Business at Cornerstone OnDemand Inc., grew so fast in the last five years, the human resources technology maker had to increase its U.S. software developer staff from 52 to 163 to keep up. Its widely recognized that the federal governments H-1B visa program needs a change. The company hired at least a few of those developers through the federal governments...
The post HR Rethinks H-1B Ahead of Expected Reforms appeared first on Workforce Magazine .
15-June-2017
- usatoday.com Nike, a maker of footwear and sports apparel, will cut about 2% of its jobs to to focus on selling directly to customers.
15-June-2017
- usatoday.com Amazon CEO sought ideas on Twitter for how to spend big bucks on short-term philanthropy
15-June-2017
- dailymail.co.uk Bosses announced 9,000 job cuts as they battle to survive in the low-interest eurozone.
15-June-2017
- insurancejournal.com G4S Youth Services, a former manager of programs and services at a juvenile correction and detention facility in Alexander, Ark., violated federal law by paying a female facility investigator less than it paid the male employee who formerly held the
15-June-2017
- onrec.com TempBuddy, contingent workforce software innovator, is named the best European Social StartUp at the StartUp Europe Awards 2016. Posted in News archive on 15 Jun 2017
Company Profile TempBuddy View profile » The StartUp Europe Awards (SEUA) are promoted by the European Commission, supported by the President of the Committee of the Regions, several members of the European Parliament and implemented by Finnova Foundation in collaboration with Startup Europe. The goal is to recognise the effort of European startups in ten categories including social, with each member country providing one startup winner per category to represent them at the European final. In total 84 startups from 14 countries contested across the ten categories. The award winners are set to become inspirational examples for new generations with a positive impact on changing the entrepreneurship culture in Europe.
Having won the Bank of Ireland Tech StartUp Award last year, TempBuddy was selected to represent Ireland in the StartUp Europe Awards, beating the other finalists to be recognised as best European StartUp in the social category. The SEUA recognises social innovation as the development and implementation of new ideas to meet social needs. By using the mobile devices we already have in our pockets, TempBuddy simplifies the entire recruitment process helping staffing agencies to improve productivity and achieve growth whilst improving the candidate and client experience.
Upon receiving the award from Michel Servoz, Director of Employment, Social Affairs and Inclusion, last night in Brussels Roderick Smyth, CEO and Founder of TempBuddy, commented: I am so proud to be honoured with this truly significant award on behalf of the entire team who have brought TempBuddy from concept to a multi-award winning reality. Our vision is to make life easier for the flexible workforce, helping more people find temporary work when and where they want. By enabling staffing organisations and hiring managers to uberise their candidate database through real-time availability, we help to them compete in the on-demand economy without sacrificing workers employment rights.
Michel Servoz, Director of Employment, Social Affairs and Inclusion said: Stimulating innovation, entrepreneurship and the knowledge-based society is at the core of the Europe 2020 Strategy. TempBuddy was chosen as the best European Social StartUp for their innovative technology that empowers the worker. Their purpose and technology is completely aligned with why Social StartUp Europe Awards were conceived - to recognise the work of startups trying to make this world a better place to live and work.
The awards were delivered by the President of the European Parliament, Antonio Tajani; the Commissioner for Research, Science and Innovation, Mr. Carlos Moedas; the Vice-President of the Committee of the Regions, Karl-Heinz Lambert; the Vice-President for Communication of the European Economic and Social Committee, Gonçalo Lobo Xavier and the DG for Employment, Social Affairs and Inclusion, Mr. Michel Servoz.
TempBuddys game-changing software has already scooped six industry awards and has been adopted by users in over 1500 cities across 3 continents. The recruiter platform integrates real-time availability, scheduling, deployment, time capture, pay and bill and compliance linked to a worker mobile app and employer portal.
15-June-2017
- insurancejournal.com San Francisco supervisors approved legislation that requires employers to provide new mothers a clean and private space to pump their milk, adding to the boards long history of trying to make the city more equitable for workers even if that
15-June-2017
- onrec.com New research on office workers show the perks people want and get Posted in News archive on 15 Jun 2017
A quarter of office workers say that the simple early finish Fridays would motivate them the most
More than 1 in 10 office workers dont get any perks
More than a third of office workers would consider changing jobs due to the perks on offer
A lot of employers have the perception that offering staff benefits has to cost a fortune, but new research from Paymentsense shows that its not the expensive perks that employees actually want. The research, conducted on 2,000 full time office workers, from across the UK, shows that the main perks that staff want are an early finish on a Friday, flexible hours and a free day off here and there, either for birthday, duvet day or moving day.
Obviously, there are some perks that can cost money but research shows that at least 6 of the top 10 dont have to cost a lot, but will make a lot of difference. Below are the top ten perks people want;
Early finish Fridays 35%
Unlimited holiday 35%
Bonuses (company wide) 32%
Flexible hours 30%
Day off for duvet day/birthday holiday/moving house holiday 28%
Performance based bonuses 25%
Gym membership 22%
Remote working 21%
Free fruit/snacks 18%
Extra training 15%
Keeping staff happy needs to be priority for businesses it can majorly effect productivity levels, and Paymentsense research shows that 1 in 10 office workers dont get any perks. Further to this, two thirds of people who gave themselves a work happiness rating of 2/10 would consider changing jobs just because of the perks on offer employers need to be careful! Offering to finish just a couple of hours early on a Friday could help save staff from leaving.
The top 5 perks that staff want to improve their motivation are below;
Early finish Fridays 26%
Unlimited holiday 25%
Bonuses (company wide) 24%
Flexible hours 22%
Performance based bonus 21%
Interestingly, some Brits would even sacrifice some of their salary to get certain work perks. More than 1 in 5 workers would sacrifice up to 15% of their salary so they could have flexible working!
15-June-2017
- insurancejournal.com A UPS driver opened fire with a handgun inside a United Parcel Service Inc delivery center in San Francisco on Wednesday, killing three co-workers before fatally shooting himself as police closed in, authorities and company officials said. Two people wounded
15-June-2017
- onrec.com XpertHR is marking the one-year countdown to the introduction of the EUs wide-ranging General Data Protection Regulation (GDPR) by launching a practical guide to help HR begin their preparations. Posted in Launch on 15 Jun 2017
The new Regulation which will come into force on 25 th May 2018 replaces the Data Protection Act 1998 in the UK and marks the start of a radical new data protection landscape, with significant penalties for non-compliance.
The GDPR will introduce a system of data protection by design and default, requiring organisations to take data protection risks into account throughout the design and operation of all policies, processes, products and services.
While employers currently typically rely on employee consent to process their data often given via a broad clause in employment contracts under the GDPR this will be much harder and they will generally have to find an alternative basis. In addition, employers will be required to keep extensive records, including the type of employee data that they process and the reasons for the processing. Employees right to receive a copy of all data held on them by their employer will also be strengthened, with fees for such data subject access requests removed and a shortened time frame for employers to provide the information.
The maximum penalty for breach of the data protection principles will be increased to 20 million euros or 4% of worldwide turnover if this higher up from the current ceiling of £500,000.
Specifically, the guide features advice on:
The main changes introduced by the GDPR impacting on employee data and HR areas of responsibility
The importance of securing board-level buy-in for the implementation of a GDPR compliance programme
Establishing a cross-department compliance team
Conducting a risk assessment to identify the specific privacy risks to which the organisation is exposed
Establishing a GDPR compliance timeline
Jo Stubbs, head of content at XpertHR, said: A year may sound like a long way off, but employers need to be aware that complying with the GDPR will require substantial investment in terms of money, organisational resources and management time so they need to get the ball rolling as soon as possible. They should aim to take a realistic, risk-based approach to compliance, prioritising remedial measures in the areas of highest risk and with the most significant impact.
She added: This guide provides an overview of the relevant changes for HR and the strategic considerations for organisations developing a compliance programme. It discusses the initial stages of preparing to comply with the GDPR from an employer's perspective, with the intent of enabling organisations to begin their compliance efforts with respect to employee data.
The guide can be accessed here .
15-June-2017
- insurancejournal.com An explosion at a car dealership in Alabama has injured five employees. AL.com reports that Jasper Police Lt. David Mize says the Monday afternoon explosion happened at the customer service center of the Carl Cannon Chevrolet Cadillac Buick GMC dealership.
15-June-2017
- usatoday.com An unexpected crisis can derail finances. Getting back on track requires a plan
15-June-2017
- usatoday.com Wall Street suffered severe losses as another tech sell-off brought out the bears. The Nasdaq was the worst hit as major tech companies Apple, Facebook, Alphabet continued to decline. Nike weighed on the Dow after announcing widespread job cuts.
15-June-2017
- reuters.com WASHINGTON (Reuters) - The Federal Reserve raised interest rates on Wednesday for the second time in three months and said it would begin cutting its holdings of bonds and other securities this year, signaling its confidence in a growing U.S. economy and strengthening job market.
14-June-2017
- dailymail.co.uk Inheritance is an area of personal finance that can get very complicated, very quickly and what might seem relatively straightforward at first glance, often isnt.
14-June-2017
- onrec.com Human resources play an important role in developing company culture. As society changes human resource managers must implement policies that will attract and retain valuable employees. Posted in Features on 14 Jun 2017
Every generation reassess the relationship of work in their life. New trends emerge that must respond to these realities.
Over the last several years a generational shift and new technologies has lead to new human resource trends that are now becoming best practices. Ideas that were appropriate for older generations might not be viewed as appropriate for new generations. The advent of the digital age has disrupted classic policies. Companies must navigate these tidal forces and change with the times.
Job Search
Job searching and job postings have migrated online away from traditional media such as newspapers. It is now common for a company and employee to continually be searching for one another. A company can use both general and niche job sites to cast a wide net. They seek to create a pipeline of incoming employees that will keep the companies ahead in their market.
With almost unlimited space and low fees, companies can advertise detailed job posts that can be found searching online. By selecting the correct phrases and keywords a company can quickly narrow down interested applicants. This allows less time pre-approving an applicant and leads to more efficient hiring practices.
Niche
Niche job sites allow a company to even further drill down and only post offers to a select community of job seekers. This condensed labor market creates a more competitive environment for companies. The pool of potential hires is much smaller than the general population. In this environment companies need to not only seek skills but also sell themselves to attract the best and brightest.
Resume
Today a currently employed person can keep a perpetual resume online advertising their skills. Even though they have a job it is very easy to keep a resume posted that companies can view. As the employee gains new skills they can quickly post these and have an updated resume in a matter of moments. They must learn resume writing for the digital age and present it in the correct format. For workers with generalized experience this is not a great advantage but for people with specialized skills they now have more competition for their labor. They can leverage another job offer for more benefits or salary at their current workplace or leave.
This mutual competition has led both employer and employee to view work as collaboration more than top down hierarchy. HR managers know that once somebody is hired retaining this person is a long term goal. But also they must face the reality that employees have more freedom to hop from job to job than ever before.
Work Culture
New practices have emerged to give more voice to employees on types of benefits they expect from a workplace. Every industry has different demands. But the overall concept is that work is now being viewed as more integrated into everyday life. This means that for many it is not just a day job. More people are identifying work as an extension of themselves. This means company culture becomes an import element for employee happiness.
Technology
Technology has been one reason work can be extended farther than before. The ability of an employee to work away from a home office environment but still stay connected has had a dramatic impact on labor. Companies are embracing these changes to allow people to work outside the office. Mobility technologies have proliferated and now are becoming accepted standard practices. HR managers must track productivity and other metrics to ensure that these changes benefit the business.
Metrics
Advances in technology also allow companies to more effectively monitor their employees. There can be tension if these practices are seen only benefiting the business and not delivering value to the employee. But innovative metrics can more accurately gauge things like employee satisfaction. Measurements such as these are seen as indicators of overall company health. Potential problems can be solved at an early date before growing larger.
Workplaces are ever changing environments. Relationships developed there have wide ranging impacts on all aspects of a business. The right mix of responsibilities and benefits needs to be examined yearly to ensure a healthy culture. Companies that make concentrated efforts to recognize changes will benefit most. More satisfied employees will translate to more satisfied customers. Thus, human resource practices play a direct role in the success of a company.
Bio:
Luisa Brenton is an ex- brand manager, present blogger, and a future professor at the Chicago University. Also she works as an educational freelancer for Smart Paper Help .You can contact her on Twitter .
14-June-2017
- sciencemag.org This advice from our columnist will help you navigate the ethical pitfalls that can arise when you're looking for a job
14-June-2017
- onrec.com Liam Butler, VP of EMEA Sales at Sumtotal Posted in News archive on 14 Jun 2017
After the National Living Wage for over 25s was raised from £7.20 to £7.50 per hour last month, a great deal of discussion has been taking place around the potential impact that the additional £0.30 an hour can have on both British workers and UK businesses.
Most are likely to agree that the social impact of the increase will predominantly be positive: with roughly 2.3 million people directly affected , this seemingly small change can bring hundreds of pounds more to low-income households every year and has the potential to reduce income inequality .
Businesses, however, are feeling the pressure. Industries most affected by the rise naturally include those with largest numbers of hourly paid workers hospitality, recreation and healthcare serving as central examples. With drastically increased employee expenses, many organisations are finding it increasingly challenging to balance out the books. This is a very real issue within the public sector, where funding is limited and revenue streams barely exist. Take care-homes, for example. According to research by independent advice service Opus Group and BBC Radio 4s consumer affairs programme You and Yours, more than one in four of UKs care homes were at risk of closure in May last year . Six months later in November 2016, Opus stated that every part of UK adult care system was in a crisis , with the average care home earning little over £11,000 in pre-tax profits per year.
Because of these increased overheads, many organisations will want, and need, to improve their payroll efficiencies. Here, payroll software can lend a helping hand. The software allows for calculations to be carried out in a fraction of the time that they would take to complete manually, and enables more effective time management across the organisation. It also facilitates record-keeping and reporting, and giving up pen and paper will reduce the likelihood of human error in the process. All of this comes under the larger function of Human Capital Management software (HCM), an often overlooked technology when it comes to its more glamourous L&D bedfellow, but one that can make a real difference to an organisation.
It may seem that you are only saving the odd minute here and there when it comes to time management of employees, but these can add up into hundreds of saved hours over the year. These additional savings may be the difference between retaining a member of staff or letting them go.
There are also other less obvious, intangible benefits that come with the software. Taking the human element out of the process can help fight unconscious bias in the workplace, for instance, with the system allocating overtime to an available employee rather than a favoured individual. The incorporated timesheets system records employee attendance and exact time worked, and facilitates shift trading by basing it on availability and skill. The goal is not only to fix the payrolls, but to fix the underlying issues that cause payroll inefficiencies in the first place.
Better monitoring employees' working hours will allow businesses to pay their employees for only minutes worked, while still paying them a decent, and legal, salary. With the National Living Wage set to rise year-on-year to a projected £9 per hour in April 2020, now is a good time for organisations to look for ways to more effectively manage the different aspects of their payroll processes. The investment will start to pay for itself in approximately seven months just in time for next years budgets.
14-June-2017
- huffingtonpost.co.uk
14-June-2017
- telegraph.co.uk
14-June-2017
- workforce.com The Montana University System was created by Neal Andrews and Cristin Stokes, who routinely release webinars, nutrition advice and fitness challenges online for the systems employees. Hiking the vast country of Montana is now easier and more social for some employees seeking to improve their wellness. The Montana University System, which oversees 14 college campuses in Montana in 11 locations,...
The post Montana Schools Take a Hike to Better Health appeared first on Workforce Magazine .
14-June-2017
- onrec.com The acquisition of cut-e by Aon is a further example of the consolidation thats occurring in the global assessment market. Posted in News archive on 14 Jun 2017
Company Profile cut-e View profile » The fact that several assessment providers have recently been bought tells us two things: firstly, these companies have a value that goes beyond their assessment portfolio. And, secondly, it is very difficult for a European-based or a US-based assessment provider to become a truly global player without additional help.
A key reason why a good assessment provider is an attractive business to acquire is that there has been a growing recognition worldwide of the value that psychometric assessments provide when employers are recruiting and developing their staff. The additional insights about candidates, gained from assessments, help organisations to select the right people for their roles. The success of psychometric testing has further fuelled the demand for high quality assessments and, in turn, this has led to new and exciting innovations in the industry, such as the creation of realistic job previews, situational judgement questionnaires, mobile testing and gamification. These developments have broadened the business scope of assessment providers - and enhanced their profitability.
But what really makes an assessment provider an appealing acquisition target is the data they can provide about the personality, abilities, values and motives of employees. When you combine this information (which is gained via assessments) with measurements of employee performance and engagement (gained from performance reviews and engagement surveys), you gain a very clear understanding of exactly what it takes to be successful in your organisation. This is the basis of strategic talent analytics and the resultant insights can transform the way you attract, recruit, develop and retain your staff. Because assessment data plays such a crucial role in this, assessment providers have become a valuable commodity.
At cut-e, we had expanded across Europe, the Middle East and the Asia Pacific region, funding this growth from our own cash flow. However, we had limited success when attempting to penetrate important markets such as the United States and China. We knew that to reach the next stage in our development, where we could support large-scale global assessment projects, we needed a truly global presence.
Rather than succumbing to the various approaches we received from investment companies and venture capital firms, we chose to partner with a complementary organisation. After meeting with several potential suitors, we decided that Aon was the perfect match. So, here are five lessons for a successful acquisition that stem from our experience:
1. Choose the right partner . In a hostile takeover, you clearly have no control over who acquires you. But when you have a choice, its vital to choose an organisation which thoroughly understands your business and which has similar values and a like-minded philosophy. This is the number one reason why so many acquisitions fail. Too often, an acquirer will buy a profitable business and then start to impose changes because they dont fully understand what has made that business successful in the first place. When choosing to work with Aon, we were very clear that we wanted to join an organisation that shared the same long-term vision for our business and whom we could partner with effectively in the future. They have their own assessment business, so they understand the issues and challenges we face in terms of product development, implementation, integrations and customisation. Their business had a great synergy with ours. Their strengths balanced our weaknesses and vice versa.
2. Retain your management team . Where possible, you should aim to keep the senior team members who have built and developed your business, so they can oversee the integration and ensure that the business continues to prosper under new ownership. The four members of cut-es senior management team - myself, Achim Preuss, David Barrett and Espen Skorstad - will all continue in our roles at cut-e and well also join the leadership team in Aon Hewitts Talent, Reward and Performance practice.
3. Reassure your employees . Employees will be understandably nervous when an acquisition is announced. Change leads to uncertainty, so it is important to communicate what is happening, why it is happening and what it means for your employees, as soon as you make your announcement. Plan your communication strategy in detail in advance. Be realistic, honest and empathic about any changes that do need to occur. Being part of a larger group should create new career opportunities for individual members of staff and open up new possibilities for international assignments or secondments. Remember, anything you can say that will calm employee nerves, restore confidence and excite them about the future will be welcomed. But dont make promises or give guarantees that you cant keep.
4. Communicate the benefits to your clients . The same applies with other audiences, such as your clients, affiliates and the media. Like your employees, theyll all be very interested to know whether your name, brand, values and culture will change following the acquisition. Emphasise the benefits and any service enhancements that the acquisition will bring. If appropriate, confirm that youll preserve what is good about your organisation. In cut-es case, we were able to reassure our clients that our business, our operational structure and our tradition of innovation would continue as before. Plus, we were able to explain that the acquisition would enable us to combine our expertise with Aons to develop new and exciting assessment products and next-generation talent analytics for the global market - because Aon has access to essential employee data on performance, engagement, succession planning, retention and absenteeism, through the services it provides.
5. Manage the meetings . Inevitably, many of your employees will need to work closely with colleagues from the acquiring company, so it is important to arrange meetings and social interaction events for the relevant teams in the early aftermath of the acquisition. We scheduled meet and greet roadshows in which senior members of Aons team visited our offices to introduce themselves and discuss how we could all work together. After that, theres an ongoing need to share success stories and communicate the benefits of working together to employees, clients, the market and the media.
Acquisitions are occurring in every area of HR, not just in assessment. Hopefully, our experience will help any other business that is contemplating this form of expansion, to gain full value from the transition.
Andreas Lohff is co-founder and chief executive officer of international talent measurement and assessment specialist cut-e .
14-June-2017
- onrec.com As UK businesses consider the implications of last weeks general election result, the Recruitment & Employment Confederation (REC) has today announced the Future of Jobs commission, a strategic review to help recruiters and employers prepare for emerging labour market challenges. Posted in News archive on 14 Jun 2017
Company Profile REC View profile » Chaired by former employment minister and now Member of Parliament for Tatton, The Rt Hon Esther McVey MP, the Future of jobs commission brings together leading employers, academics and labour market experts, including the Royal Society for the encouragement of Arts, Manufactures and Commerce (RSA), Nesta, Adecco and Tech City UK.
The commission is tasked with outlining a vision for the UK labour market, exploring existing and emerging challenges, and detailing opportunities for employers and the recruitment industry.
In addition to providing practical recommendations for recruitment business leaders, the commission aims to offer new insight to the UK government about the impact of demographic and technological changes on the jobs market, and to inform policy responses. The commission will publish its findings in October 2017.
The Rt Hon Esther McVey MP, chair of the REC Future of jobs commission, said:
"With the pace of change accelerating, there has never been a more important time to take stock of what a future jobs market might mean for individuals, employers and for policy makers. As well as looking at big picture issues like technology and demographic change, we want to build a clear view of what changes will mean in practice for the way businesses hire staff, and the way people access the jobs market.
I am delighted to be chairing the Future of jobs commission which will not only pre-empt future developments, but also articulate a clear vision of what a vibrant and inclusive future jobs market should look like."
REC chief executive Kevin Green said:
Recruiters and their clients are facing seismic changes as they adapt to issues such as Brexit, skills shortages, automation and artificial intelligence. The REC has a history of bringing together leading thinkers to tackle big labour market questions, from youth employment to flexible work. This new commission aims to provide recruiters, employers and policy-makers with clarity and direction so that businesses can plan for the future and continue to thrive.
REC members are encouraged to help direct the commissions debating topics by providing information and views at rec.uk.com/futureofjobs
14-June-2017
- onrec.com Jobsite CEO, Nick Gold said: Posted in Opinion on 14 Jun 2017
Company Profile Jobsite View profile » Its no surprise to see unemployment numbers continue to fall, as weve seen vacancy numbers thriving in the second quarter of 2017. Despite job seekers having more choice, were still seeing job application numbers continue to increase at a significant rate. This is great news for recruiters because it means there is a larger pool of talent to choose from and ultimately this creates a sustainable environment for business growth.
Employers should take this opportunity to invest time in their hiring process to ensure theyre able to find the best possible fit for their company. Candidates should see this as an opportunity to refine their job search and take steps to guarantee their applications are standing out.
www.jobsite.co.uk
14-June-2017
- reuters.com SEATTLE (Reuters) - General Electric Co said on Wednesday it will combine its power and energy distribution businesses to create its largest unit by revenue as the top executive at GE Power announced his retirement after failing to win the conglomerate's CEO job.
14-June-2017
- onrec.com Recruitive Software has joined forces and announced the integration between their market leading Cloud-based recruitment software and leading Security Jobs careers portal SJC123. Posted in News archive on 14 Jun 2017
Company Profile Recruitive View profile » SJC123 is a leading Security Jobs and Careers Web portal at the very forefront of careers in the UK Private Security Industry.
Scott Wilson, Client Advisor at SJC123 comments: SJC123 has insider access to the latest security jobs and applicants. Our new website is robust, cutting edge technology offering the very highest levels of security and reliability, where employers can browse security job candidates and picture CV profiles quickly and easily. It is great that Recruitives clients will now be able to benefit from this via our integration with their platform
Carla Fern, Operations Director at Recruitive comments; We are delighted to be able to offer our clients the opportunity to post their security job vacancies to a job board specialising within the security sector and are pleased to announce that Recruitives clients can benefit from Free job postings.
www.recruitive.com/jobmate/job-board-list
www.sjc123.co.uk
14-June-2017
- onrec.com Madgex will be speaking at the upcoming Onrec Online Recruitment Trade Conference on the 12th July 2017 in London Posted in News archive on 14 Jun 2017
Onrec will be hosting an afternoon Onrec Trade Conference which will give online recruitment suppliers, job boards and other online recruitment professionals a fantastic learning and networking opportunity.
One of our sessions is titled Online Recruitment Market Overview - In-depth analysis of 500 job boards
The talk will be the learnings from a 12 months piece of Benchmarking research leveraging performance data from 500 job board brands, more than 200 million jobs and almost 2 billion job alerts over the timeframe of a year. This research allows job board owners and operators to understand their own performance against the market, areas of strength and areas of weakness that would benefit from some focus. A copy of the Benchmarking Report will be available to attendees.
Other speakers include:
Adzuna
Session: The AI explosion and its impact on the jobs market
Osborne Clarke
Session: Online Recruitment Legal Update: Discussing the General Data Protection Regulation (GDPR)
AIRS, Powered by ADP
Session: Laura Stoker, Executive Director of Global Training, AIRS, Powered by ADP
Saferjobs Metropolitan Police
Session: Ensuring a SAFER Job Search: How Government & Law Enforcement are helping Job Boards for free!
Tickets are £95+VAT. Please email stuart@onrec.com to book or book here
www.onrec.com/events/conference/trade2017
14-June-2017
- onrec.com Totaljobs Director, John Salt comments Posted in Opinion on 14 Jun 2017
Company Profile Totaljobs View profile » The fact that the UKs unemployment rate has once again fallen - despite the uncertainty caused by the General Election - is testament to the robustness of the job market.
This is the latest triumph for the UK job market, which has proved its metal in the face of great change these past twelve months. Brexit, a change in Prime Minister and a snap election has done little to halt consistently positive numbers for UK unemployment.
Our most recent Totaljobs Employment Index showed that jobs were up 9% year-on-year in May and up 5% when comparing the last three months with the same period last year. Certain sectors have done particularly well in the last twelve months. The Catering & Hospitality sector, for example, is up 57% year-on-year, a remarkable rate of growth by any estimate.
As we watch to see how the newly formed government will fair in the Brexit negotiations, continued flexibility is important for candidates and employers alike as we all get used to our new circumstances. In the next 12 months, employment policies that encourage businesses to keep on hiring will be more important than ever in sustaining our falling unemployment rate.
14-June-2017
- telegraph.co.uk
14-June-2017
- bbc.com US stocks edged down at the close after the US central bank raised interest rates for the second time this year. The Federal cited continued US economic growth and job market strength. It also said it will begin cutting holdings of bonds and other securities this year. The Dow Jones closed up 0.22% at 21,374.56, while the wider S&P 500 index fell 0.10% to 2,437.92. The tech-heavy Nasdaq fell 0.41%, to 6,194.89. "I don't think that there is really too much new in here outside of the fact that the Fed remains committed to the slow gradual normalisation process despite some of the weak data that we've had," said Mark Cabana, head of US short rates strategy at Bank of America Merrill Lynch in New York. US consumer prices unexpectedly fell in May and retail sales recorded their biggest drop in 16 months.
14-June-2017
- dailymail.co.uk Holidaymakers are being hit by rip-off fees if they try to lock in good exchange rates on travel money cards.
14-June-2017
- insurancejournal.com NAS Insurance, a full-service specialty insurance underwriting manager, has expanded to New York City with the addition of Peter Hedberg as the assistant vice president of its Tech and Cyber Underwriting division. Hedbergs arrival marks the growth of NAS Insurance
14-June-2017
- onrec.com Posted in News archive Work perks are revolutionising the way the British workforce views the workplace, according to new research by BankingRefunds.co.uk on 14 Jun 2017
40% of Brits feel they are getting a better deal when offered a perk
Private healthcare is the most sought after work perk (45%)
18 24 year olds expect jobs to come with work perks
Work perks are revolutionising the way the British workforce views the workplace, according to new research by BankingRefunds.co.uk (1)
The packaged bank account claims specialist polled over 1,500 (1) Brits on their attitudes towards perks and benefits, to find out whether they really have an influence in uplifting morale. The findings suggest that the secret remedy for bosses to get the most out of their employees is to invest a little extra in them.
Over a third (36%) of British workers admitted that receiving perks makes them significantly happier within the workplace, with 40% of employees confessing that a perk makes them feel like they are getting a better deal.
The study revealed that while Brits may enjoy perks that allow them to use flexi hours (40%) and escape the office early on Fridays (37%), the most sought after work perk is private healthcare (45%), suggesting that British employees value employers who are interested in their wellbeing.
Brits top five work perks are:
Private healthcare (45%)
Complimentary food (42%)
Flexible hours (41%)
Early finish on a Friday (37%)
Complimentary drinks (31%)
BankingRefunds.co.uk also discovered that those in different professions value different work perks. Those working in offices such as HR employees and administration staff found private healthcare to be the most appealing work perk (50% and 46% respectively), while those working in consumer facing industries such as plumbers and teachers were more interested in receiving complimentary food (40% and 44% respectively) and drink (40% and 38% respectively) throughout their working day.
The research also suggests a generational difference in the expectation of work perks. The rise of companies such as Google, which is known for creating a fun work environment with lots of free benefits, appears to have created an expectation of workplace benefits amongst 18 24 year olds (29%).
Carl Millar, Managing Director at BankingRefunds.co.uk said: "We started by looking at the response to packaged bank accounts, and how the nation feels about paying for benefits. Our research revealed that over a third (35%) of Brits love to receive a perk even if they know that the perks are covered in the costs of their packaged bank accounts.
"Following this, we thought it would be interesting to delve deeper into this topic and look at how perks and benefits may be used in the workplace. We discovered that when employers show they are invested in employees welfare and happiness, they can create a culture of mutual appreciation; cultivating a workplace where everyone strives to achieve the best results possible."
1. Independent survey of 1,500 Brits, carried out in May 2017
14-June-2017
- onrec.com Posted in News archive In an Office Genie survey of 1,000 people currently working in Britain, half (51%) believe wearables are beneficial in the workplace. on 14 Jun 2017
Majority of workers (51%) in favour of workplace wearables
However significant fears over big brother surveillance and data hacks
Employee wellness voted top potential benefit, not without doubts
Concerns over impact on stress and mental health
In an Office Genie survey of 1,000 people currently working in Britain, half (51%) believe wearables are beneficial in the workplace. And respondents in the youngest and oldest age brackets are the most receptive to workplace wearables, with 69% of 18-24 year olds thinking they are beneficial alongside 61% of 65+ year olds.
Workers consider the top three potential benefits to be: employee wellness (43%); health benefits (41%); and a boost in productivity (36%). When stress trackers, posture correctors, and AI assistants (such as Alexa) are expected to be the biggest workplace wearable investments this year [1], wellness, health and productivity are clearly key interests.
Stress monitoring was deemed the most appropriate use for workplace wearables (42%), despite nearly half of respondents (49%) being concerned about the negative impact wearable tech could have on employee stress levels.
Physical health (41%) was the second choice for the most appropriate use, followed by productivity (30%). The two least popular options were mental health monitoring (24%) and location monitoring (20%). This fits into the concerns of a significant number (43%) that being monitored by wearables, in general, could have negative consequences on mental health.
With global shipments of wearables increasing [2] and a huge 202 million wearable devices being given out by companies in 2016 [3], its important to bear in mind employee concerns. The primary fear is workplace wearables enforcing a big brother surveillance culture (67%).
People are worried their boss may snoop on out-of-office data recorded by devices too (58%). So much so, that if employers were to provide employees with wearable tech, employees would rather use it solely for professional use (33%) than both professional and personal use (21%).
Following high-profile hacking cases such as the WannaCry attack, many people (64%) are also worried data from their workplace wearables could be hacked.
Peter Ames, Head of Strategy at Office Genie, has the following advice: If employers are planning to introduce workplace wearables, these concerns have to be considered. First and foremost employees need to be be clear as to the legitimate reasons behind their introduction.
Developing a policy informing staff of the data sets that will be employer-accessible can help reduce fears of snooping bosses.
These concerns aside, workplace wearables have been linked to improved productivity and job satisfaction, as well as health benefits. So it definitely isnt worth writing them off - particularly with the majority of employees in favour of them!
[1] Wearables in the workplace: The tech taking over your office in 2017 by Libby Plummer for Wareable
[2] Wearable technology is more than just a fashion statement by Jason Deign for Cisco
[3] Wearables in the workplace and the dangers of staff surveillance by Jane Wild for The Financial Times
www.officegenie.co.uk
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As the majority reveal that they rarely use technology for personal matters during work hours Posted in News archive on 12 Jun 2017
Company Profile CV-Library.co.uk View profile » Technology in the workplace continues to be a hot topic, but according to a recent survey by CV-Library , the UKs leading independent job board, over two thirds of workers (67.4%) dont use social media whilst at work, and of those that do, the majority (45%) will only do so for up to 15 minutes.
The study surveyed 1,200 workers on their opinions around technology in the workplace, and whether it is a distraction or an enabler to professionals. Interestingly, the survey found that despite 56.1% admitting that they use smart phones while theyre at work, the majority (79.8%) do not use technology to do personal tasks during work hours. Other key findings revealed:
Over a third (39.7%) of workers admitted to taking time out of their working day to contact friends or family on the phone
However, of those, the majority (73.3%) would only do so for a maximum of 15 minutes
A further 50% said they would not check personal emails whilst at work
And over three quarters (77.4%) would not waste time browsing the internet and looking at irrelevant sites during work hours
Furthermore, the study found that 66.4% of employers have rules in place regarding the use of technology for personal use, and for the majority (46.3%) this means they cannot use their phone at work. A further 22.6% said they are not allowed to use social media and 16.9% are not allowed to surf the internet during work hours.
Lee Biggins, founder and managing director of CV-Library comments: With new technologies always emerging and access to emails and shared working spaces from almost anywhere, the lines between our work and our private lives are becoming increasingly blurred. It is therefore very positive to see that professionals are being careful not to spend their working hours doing personal errands or making calls; drawing a more definitive line between their work and home life. By putting simple rules in place, businesses can ensure that their staff are operating at maximum productivity during work hours, but that they are able to switch off and leave work behind at the end of the day.
The survey also found that the majority (87.3%) of professionals think that using technology at work is beneficial. When asked why they felt is it useful to them, respondents said that it enables them to connect with customers and clients from all over the world (30%), helps them to communicate with people in real time (26.2%), saves time (15.6%) and enables them to work from different locations (13.7%).
Biggins concludes: Its clear that technology is both important and useful to todays professionals, enabling them to work remotely and connect with people all over the world. That said, its important that workers stay focused when using these technologies. If you notice your workforce are becoming increasingly distracted by technology, it may be time to put some rules in place regarding personal usage. This way you can ensure that they remain focused at work, whilst also promoting a healthy work-life balance.
12-June-2017
- onrec.com Employee-first culture central to Workdays success Posted in News archive on 12 Jun 2017
Workday, Inc. (NYSE: WDAY), a leader in enterprise cloud applications for finance and human resources , today announced that it ranked #3 on Great Place to Work (GPTW) Institutes list of the best workplaces in Europe. Appearing on this list for the third consecutive year, Workday currently has more than 6,900 employees globally, including more than 1,000 based across Europe.
Since day one, Workdays founders understood that a strong corporate culture would serve as the foundation for the companys success. In order to build a company that would revolutionise the enterprise software market, they needed to focus on recruiting, rewarding, and retaining the very best people. To do this meant fostering an employee-first culture where people are valued, heard, inspired, encouraged to bring their full selves to work, and most importantly committed to customer satisfaction.
We firmly believe that our employee-first culture is the cornerstone of Workdays success in Europe, said Ashley Goldsmith, chief people officer, Workday. Employees have been our top priority since day one because everything from our market-leading products to our growing community of live and happy customers in the region is driven by their innovation, passion, and exceptional commitment to customer satisfaction.
This recognition follows other honors Workday has received as a top workplace, including ranking #18 on Fortunes list of the 100 Best Companies to Work For in the U.S., and being named the #1 Best Workplace in Ireland for large companies by the GPTW Institute.
12-June-2017
- onrec.com Unilever was crowned Best of the Best at the Association of Graduate Recruiters (AGR) Student Recruitment Awards 2017 yesterday evening (7 June 2017). Posted in News archive on 12 Jun 2017
The company was praised for its technological and innovative approach. As well as scooping the top accolade, Unilever won the Graduate Assessment and Selection Strategy Award.
The Best School Leaver Strategy award went to EY for the second year running while Lloyds Banking Group won two awards - Best Graduate Attraction Strategy, and Best Diversity and Inclusion Strategy.
Laing O'Rourke won the Work Experience Programme Award and MyKindaFuture was recognised for its outstanding contribution as a supplier for its work with Rolls Royce.
Running for nearly 40 years, the AGR Student Recruitment Awards celebrate best practice in developing campaigns and initiatives that attract high quality students. More than 20 companies were shortlisted.
Comedian Hal Cruttenden hosted the awards at a gala dinner as part of the AGRs annual Student Recruitment Conference in Brighton.
Stephen Isherwood, Chief Executive at the AGR, said: The awards marked the end of a fantastic second day of our annual conference. Congratulations to all of our winners. Theyre always hugely competitive and its great to see such a wide range of sectors represented.
More information on the AGR Awards can be found at www.agr.org.uk
12-June-2017
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12-June-2017
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The post Employers are Key to Reform in Our New Health Care World appeared first on Workforce Magazine .
12-June-2017
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11-June-2017
- theargus.co.uk NOBODY wants to work in an environment that leaves you more stressed and worn out than an iguana fleeing a racer snake. Nor do you want your time on planet Earth to be as slow as a sloth on a duvet day.
Thats why its important to consider the kind of law firm you want to work for before putting in the time and effort of polishing your CV for the top jobs.
Does a high-flying city firm full of sharp-suited go-getters appeal? Or would you prefer a more laid-back operation where you know everyone by their first name? The right choice depends on your personal outlook, career goals and ability to adapt to your surroundings.
And sometimes good things come in small packages today we look at the top reasons for choosing to work in a small legal firm.
Wide variety of work - youll probably get stuck right into real work, unlike in a big law firm where you may not even be noticed for a week or so. Thework is likely to cover a broad spectrum of practice areas and, chances are, youll have greater hands-on involvement.
Own your work - the fewer the people in a firm, the greater the accountability and the greater the rewards. Its easier to stand out in a smaller law firm when you do a good job instead of spending years hoping to get noticed by the top floor.
More client interaction -smaller firms offer more autonomy and responsibility. This means greater interaction with clients and the chance to see the human side of legal work a relief after all those years staring at textbooks and documents.
Greater flexibility - the adaptable environment of a small law firm can mean more flexibility in hours, roles and routine. There may be fewer rules and regulations sent down on high from HR and more opportunities to become involved in other areas of the business, such as IT or marketing.
Better relationships - just like the bar in TVs Cheers, everyone knows your name in a small firm and probably your fave Friday night tipple too. Thats a huge contrast to being part of a legal colossus where colleagues run into hundreds.
Faster partnership track - with fewer employees vying for assignments, promotions, and a slice of the profits, legal professionals in small law firms faceless in-house competition than their big-firm counterparts.
10-June-2017
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10-June-2017
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09-June-2017
- onrec.com Whatever shape the new government takes, now more than ever, it will need to listen to sensible and practical advice as it steers the country through difficult Brexit negotiations. says Adrian Marlowe, chairman of the Association of Recruitment Consultancies (ARC). Posted in News archive on 09 Jun 2017
Company Profile The Association of Recruitment Consultancies - ARC View profile » High on the governments list, at a time of financial uncertainty, should be the need to create an environment that is attractive to both internal and external investors. One of the conditions for that will be suitable flexibility in the workforce.
As debate about future direction evolves, there is an opportunity to influence the new government. The Taylor Review is due to report this summer, and its outcome is likely to bear strongly on our sector. To help ensure that the recruitment industry is not side-lined there needs to be unity behind a single, strong voice that calls for a modern and progressive vision for labour relations.
ARC has been articulating this position since it launched its own manifesto last year. Marlowe concludes, Our positions remain the same as we call on the new government to:
adopt a single, positive, overarching policy towards the recruitment sector
scrap antiquated tests in the agency tax rules and implement a simplified tax policy towards contractor supply
remove ambiguities in employment status rules, with a set of rights for agency workers that is clear and distinct, so that we can all focus on progress rather than dispute.
At a time of uncertainty, ARC will continue to reiterate its faith in the recruitment industry as a leading component of our socio-economic make up.
Full details of ARCs proposals can be found by visiting http://www.arc-org.net/arc-manifesto-2016/
09-June-2017
- onrec.com Commenting on the results of the General Election, Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, said: Posted in Opinion on 09 Jun 2017
Company Profile CIPD View profile » This election was called to provide the next government with a strong mandate to take us through Brexit but this morning we face yet more uncertainty. In order for the economy to remain resilient its vital that we have a working government that brings the UK the stability it needs at this crucial time.
Brexit negotiations are high on the agenda and how these now move forwards will be a critical area of discussion. However, there is of course a much wider agenda that we need the new government to deliver on as was clear through the public debates. A key focus must be on addressing workplace issues through a much more human lens. By focusing on improving transparency in business, protecting and raising awareness of rights for workers and boosting investment in skills, we can hope to ensure that work can be a force for good, regardless of how, when and where people work. We look forward to working with the new government once it has been officially formed, to address these issues and ensure the UK is in a strong position to be a high-skills, high-value economy.
09-June-2017
- onrec.com Born up to 1964, Baby Boomers are the oldest generation currently in the workforce and, with the national retirement age pushed back to 67, many will still be in the workforce for another decade or so. However, while job expectations, and how job responsibilities are fulfilled, are changing due to technology altering the way we do things; Baby Boomers have the most experience and expertise of all the generations putting them in an excellent position to provide consultative services to businesses and new employees. Posted in News archive on 09 Jun 2017
Company Profile Bond International Software View profile » In this blog, we will explore the preferences and expectations of Baby Boomers, as well as the best approach to placing Baby Boomers into future job roles.
Work benefits are a priority
Compared to Millennials and Gen Z, Baby Boomers have a different set of concerns. While all generations would like a healthy work/life balance, Baby Boomers are more focused on work benefits and an easier commute. They would ideally like to be situated near to a job role. As for work benefits, annual leave entitlement and part-time working options are the specifics they would look for. With these preferences in mind, when recruiting Baby Boomers, recruiters should try to offer a variety of flexible working options, local to their Baby Boomer candidates.
Mentoring opportunities are perfect
As the most experienced generation in the workplace, Baby Boomers have accumulated a wealth of expertise and knowledge all of which they can pass on to younger generations. While the working environment has changed and has been transformed by technology, the knowledge Baby Boomers possess of business activities, processes, professional development and efficiency is invaluable. Any organisation looking to plug the gaps in their operations and get employees up to speed with work culture would benefit tremendously from the experience of a Baby Boomer. Recruiters should work with clients to identify opportunities for Baby Boomers to mentor Gen Zs and/or Millennials. Tailored job roles and part-time opportunities would be most attractive to Baby Boomers.
Technology is fine, but traditional methods work best
Just like Generation X, Baby Boomers will have watched technology transform the workplace. And, while they do not possess the digital aptitude of Millennials and Generation Z, they have mostly embraced new technology and do their absolute best to familiarise themselves with it. But even though they have embraced technology, it is less likely that they will use digital channels such as social media to find their next job opportunity.
Overall, in terms of engaging with Baby Boomers in the workforce, traditional methods still fare best with this generation. Baby Boomers, generally, are far more receptive to face-to-face meetings and phone calls when interacting with recruiters, although they will also use online job boards and LinkedIn for a job search if necessary.
09-June-2017
- onrec.com Industrys First Best-of-Breed Healthcare Recruitment Software Solution Allows Firms to Maintain Compliance and Deliver Incredible Candidate and Client Experiences Posted in News archive on 09 Jun 2017
Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organisations transform their businesses, today announced its new suite of software for healthcare staffing firms to power their recruitment cycle Bullhorn Healthcare Edition . Unveiled at Engage 2017 , Bullhorn Healthcare Edition expands on Bullhorns enterprise-class applicant tracking system (ATS) as the industrys first best-of-breed solution specifically designed for healthcare recruitment, including travel nurses, per-diem nurses, locum tenens physicians, and allied health professionals.
Most healthcare staffing professionals today use disparate software solutions or some combination of software and spreadsheets for managing candidate and client engagement, credentialing, scheduling, and back-office functions. This results in labour-intensive and error-prone processes, double entry of data in multiple systems, and disconnected candidate experiences. Healthcare staffing professionals can now rely on Bullhorn Healthcare Edition to improve their efficiencies with a fully integrated solution for candidate and client engagement, credentialing, document management, shift scheduling and management, and workflow automation.
With the complex and demanding requirements in pay and billing structures and shift scheduling, each healthcare staffing firm needs the most effective recruiting software solution to drive their business. With best-in-class products and services, Bullhorn Healthcare Edition helps staffing agency leaders and industry practitioners improve operational efficiencies, maintain compliance, and deliver exceptional candidate and client experiences:
Bullhorns industry-leading ATS allows firms to make better decisions, improve productivity, and manage the entire recruitment cycle from a single, easy-to-use interface.
Bullhorns Credential Management helps recruiters work more effectively and consolidates the credentialing process. It also maximises visibility into outstanding and expiring credentials by managing and consolidating documentation from within the Bullhorn ATS.
Bullhorns Document Management improves operational efficiency and candidate experience, allowing workers to view, complete, and sign required documents electronically from their desktop or mobile device. Recruiters can send documents to candidates and view document completion progress from a streamlined workflow built into Bullhorns front office. It also includes built-in E-Verify integration for I-9 forms.
Bullhorns integration of best-of-breed Shift Scheduling saves firms time by giving them transparency into worker schedules so they can search for available jobs. It also lets firms streamline people management, scheduling, time and attendance, communication, and reporting.
Bullhorns VMS Access enables firms to increase service levels, win more business, and improve productivity by automatically loading jobs directly into the Bullhorn ATS from any VMS and sending all candidate data back into the VMS through a closed-loop VMS-ATS integration.
The impact of Bullhorns new Healthcare Edition on our business will not only be positive, but drastic, said Rachel Mayse, director of operations for Pride Health. Bullhorn has addressed the two most critical requirements for firms in our industry by developing built-in credential management functionality and streamlined shift scheduling through partner integrations. In the short term, we anticipate improved data accuracy and efficiency from streamlined workflows and a centralised credential repository. Long term, we expect this functionality to be extremely beneficial to the operational efficiency of our business and allow us to minimise headcount on our credentialing team. A huge portion of our business requires us to track candidate credentials, and by centralising this functionality within Bullhorn, we now have a one-stop shop for managing the entire recruiting lifecycle.
Were very excited to announce the availability of Bullhorn Healthcare Edition, said Matt Fischer, Bullhorn president and CTO. With Bullhorn Healthcare Edition, were solving a major problem that has long existed in healthcare staffing a lack of a best-in-class software solution that helps firms across the entire healthcare recruitment process, from applicant tracking and credentialing to document management, scheduling, and back office. Because healthcare staffing is a highly competitive market, were providing firms with a solution that creates incredible candidate and client engagement and insulates healthcare staffing professionals from risk so they can sustain their businesses. Bullhorn Healthcare Edition enables increased productivity so firms can focus on placing the top healthcare talent in the best opportunities.
Bullhorn Healthcare Edition is available immediately in North America, and will be available for other regions later this year. For more information about Bullhorn Healthcare Edition, please visit http://ow.ly/9UWV30cepGM .
For more information about Engage 2017, please visit http://ow.ly/YtRv30cepKf , and follow the conference online using #BullhornEngage.
09-June-2017
- onrec.com Morale is so important. If people are happy about the place they work, they enjoy coming in in the morning, have less sick days, are more productive and tend to stick around longer reducing the cost of having to retrain workers. Posted in News archive on 09 Jun 2017
Of course, we all know that. Were all aware that if people are happier theyre going to do better. That realization is not what we struggle with. What we struggle with is how to actually make people happier and to boost morale.
So what can you do to do that?
Allow time for socializing
One of the strangest things about the modern work place is that often socializing between employees is frowned upon under the illusion that its actually possible for the majority of people to work uninterrupted for 8 or more hours a day, five or more days a week.
Of course, we all know thats not true. Almost all of us need (And search for) little moments away from our work so that we can recharge our batteries and give ourselves a little bit of mental space.
Socializing is actually one of the best ways for many people to recharge. It creates positive feelings, generates interest and promotes wellbeing. The thing is, because people dont feel they should socialize, they end up looking for other ways to recharge their batteries that are less helpful for morale and less useful for recharging the batteries.
Thats not very good, is it? So, instead of giving people the idea that socializing is bad, make it clear that people should be able to sit down and have a chat. This will boost morale and allow people to form relationships, which in turn will make them care more about where they work .
Create after work events
In fact, dont just create opportunities to socialize at work, but also create opportunities to socialize after work. Have Friday happy hours, go go-carting, get yoga classes or create other opportunities for people to come together and talk without the work clock ticking.
The best way to find out what events people want is to actually ask them. Let people submit their ideas, create a list of workable things that you can actually do and then have people vote on it. The great thing about this strategy is that it also create the opportunity for people to anticipate enjoyment, which is often as enjoyable ( or even more so ) than the actual thing.
Give those that need it space
On the other side of the scale, there are people who really just want to get on with their work and find all that chatting very distracting. In fact, some people thrive if they can be left alone as much as possible.
There needs to be space for these people as well. If youve got an open floor plan, for example, then make sure that the possibility also exists for people who cant take that (or need to really concentrate) to get away. Some offices will have a quiet space where dividers keep people separated and there can be absolutely no talking, for these people to retreat to.
If thats not to your liking or not possible, then shell out for some noise-cancelling headphones and give everybody in the office a pair. In that way, even if they are in an open floorplan they can still create their own pocket where they can get on with things.
Outsource when overworked
There is nothing quite as demotivating as having an insurmountable mountain of work that keeps growing however hard you try to tackle it. Dont let that happen. Instead, when people feel that theyre working too long, but you dont yet have a new employee lined up, start outsourcing some of the most boring stuff.
After all, thats generally both easy to outsource with all the networks that exist nowadays, and the work that your employees appreciate the most if you outsource. The best part? If the person youre outsourcing it to turns out to be very gifted at what theyre doing, then you can always decide to bring them into the team permanently, thereby sidestepping the entire problem of searching for new personnel.
One on ones
Equally important, make sure that your employees have time to speak with you one on one. Sure, some people will have no problem speaking out in a group or seeking you out if there is a problem. Others wont feel quite as comfortable about that, however.
For these people, it is important that there is a regular meeting set up so that they can share what theyre thinking and you can find out whats going on in their heads. If done correctly this can both be widely appreciated as well as give you ample warning when things are starting to head in the wrong direction, thereby allowing you to nip a problem in the bud long before it becomes serious.
Discuss, dont criticize
Yes, people do things wrong. It happens. And when that happens, you do want to make sure that their mistakes are pointed out. It is, however, much better if thats done in a discussion rather than through criticism. For, not only do we not like criticism, we actually tend to close up and be less likely to remember the exact point that was being made.
Instead, make the point part of a discussion. Make it clear why you understand why they might have chosen that route, but why it isnt the right course of action.
Equally important, when there is a mistake or something has been done wrong, remember to discuss the action, not the person. Being told you did this wrong sucks, but being told youre an idiot is far more harmful (and doesnt help besides). It is immensely demotivating when people engage in personal attacks and it makes it far more likely that the person will not actually improve but instead feel that theyre not up to the challenge of the job.
Last words
And possibly most importantly, always remember the golden rule to treat others as you wish to be treated yourself. How would you like to be approached? How would you like the situation to be handled? What would be the best way for you to feel better at work?
There have been plenty of studies that have demonstrated that people in positions of power are less empathic . For that reason, its vitally important that you take steps to boost your empathy as much as possible in order to counteract that.
If you can do that, if you can be empathic to your employees, then people will feel respected and listened to. And once youve got that down its a synch to keep morale high.
Sylvia Giltner is a freelance writer for Resumes Centre . She makes helps people to land a desirable job. To know more about Sylvia - check her Twitter.
09-June-2017
- onrec.com Ties rich content to create the best learner experience and drive greater business impact Posted in News archive on 09 Jun 2017
Skillsoft , the global leader in eLearning, announces general availability for Percipio , the industrys first immersive learning platform. Percipio delivers a simple and intuitive design to engage modern learners with a consumer-led experience to accelerate learning.
Percipio is designed to meet the needs of the modern learner, allowing them to take advantage of pre-curated channels, micro-learning courses, and offers them the choice of where, when, and how to learn. Percipio offers learners choices of how to access content, including ebooks, audio books, videos, and courses.
Traditionally, Skillsoft has been focused on content, but the learning experience is just as important. For that reason, we decided to build a world-class immersive learning experience, not just content delivery. The launch of Percipio delivers a state-of-the-art learning platform with market-leading content which will drive learning, inspire users, and deliver measurable impact to the organisation, said Larry Neal, president and CEO at Skillsoft . The reaction from our clients has been overwhelmingly positive and we see this as a huge endorsement of our vision of delivering beautiful technology and engaging content.
By using Elastic Search, Percipio provides the kind of experience that market-leading consumer websites provide. In addition, the auto-complete search options make it easy to see other popular search terms to check out, said Helen Sussex, director of Global Learning Design and Creation, Culture and Experience CoE at CGI.
Percipio provides more than 450 channels that have been developed by curating more than 50,000 competencies that have been mapped out by experts and aligned to skills valued by leading organisations.
The curated learning paths will help my learners self-direct their learning, which is part of the cultural change we are trying to build inside our organisation, and will also help the curators more easily assign learning to fill key skill gaps. This will save us time and talent curating internally in the organisation. Also, this helps ensure that our people are following best-of-breed learning paths, said Laura Garza, executive director of Human Resources & Talent Development at Praxair.
Additionally, with new intuitive dashboards, administrators can create and assign learning paths to visually monitor progress using charts and graphs, and to link learning to business objectives, thereby quantifying programme value.
Percipio is designed to address the user challenges that Skillsoft has identified in the market. These challenges include curating learning assets into channels, using personalisation tools and other consumer-driven approaches to engage employees, using data visualisation tools to deliver more insightful reporting, and ensuring interoperability and accessibility through the use of industry standards, said Kate Worlock, vice president and lead analyst, Outsell, Inc . Skillsofts willingness to bring new offerings to market, demonstrates not only its ability to listen to its customers, but also its willingness to invest in solutions that may even compete with its own existing, well-established offerings.
To learn more about Percipio, visit www.skillsoft.com/percipio .
09-June-2017
- insurancejournal.com Higginbotham has hired insurance brokers John Garcia and Jordan Lewis in its McAllen, Texas, office. Garcia was added as an associate of employee benefits and Lewis as an associate of business insurance. They join the offices four existing brokers and
09-June-2017
- insurancejournal.com Daytona Beach, Fla.-based insurance brokerage firm Brown Brown will pay $100,000 and furnish significant relief to resolve a pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), according to statements issued last month by both EEOC
09-June-2017
- onrec.com Comparison website is launching a challenge that offers prestigious training and the chance to secure a data-driven career for the winner Posted in News archive on 09 Jun 2017
GoCompare, the comparison website based in Newport, south Wales, has partnered with technology consultants, Kubrick Group, to launch a graduate challenge to find the data leaders of the future. Successful applicants will secure a fully-paid place on Kubricks coveted 18-week big data engineering training course, followed by the potential for a two-year data science development programme at GoCompare.
The challenge, which is open for applications until 10 July, forms part of GoCompares ambitions to become the tech employer of choice in the region.
Jackson Hull, chief technology officer at GoCompare, said: Were committed to developing world-class talent in Wales, and through this challenge we want to inject a bit of fun into the recruitment process, with the significant incentive of a paid-for training course and the chance to secure a position at GoCompare for the successful applicant or applicants.
The challenge is open to recent graduates and those in the early stages of their career who want to pursue a new opportunity. Anyone who is confident with mathematics, and is familiar with data and how it can be used in real-life applications to make peoples lives easier, is encouraged to take part in the challenge.
Jackson continued: For those who make the cut, theres a place on an in-demand 18-week course in London provided by Kubrick Group, the technology consultants, who will pay them a salary while they train. And well even contribute to their living expenses on top of this.
Successful candidates will be employed as consultants by Kubrick Group and will have the chance to join GoCompare on a two-year data science development programme, working on exciting and ground-breaking projects alongside a skilled, dedicated and supportive team.
Top performers of the data science development programme will be offered a full time role at GoCompare and given the on-going support they need to pursue a hugely rewarding career at the cutting edge of data science.
If this appeals to you, Id encourage you to apply today.
Simon Walker, managing partner at Kubrick Group, added: Its really exciting to work with GoCompare as they move to using data science to improve their customer experience. Its great to see they are utilising Kubricks training to help them achieve this.
Anyone interested in applying can do so here: www.gocompare.com/data-science/
09-June-2017
- usatoday.com Cook a real meal without heating up your home.
09-June-2017
- usatoday.com Ford has started offering buyouts to 15,000 salaried employees in North America and Asia as part of its effort to reduce its global workforce by 1,400.
09-June-2017
- theargus.co.uk Local girls shun university for apprenticeships at local law firm
09-June-2017
- theargus.co.uk THE number of workers living in poverty has reached a record high as the UKs housing crisis fuels growing insecurity.
Research by the Joseph Rowntree Foundation (JRF) showed 3.8 million workers, or one in eight, are in poverty after an increase since the economy started recovering six years ago.
A total of 7.4 million people, including 2.6 million children, are living in poverty despite being in working households, said the report.
The study said there was growing insecurity underneath the positive economic picture, including rising levels of employment.
The problem is being driven by the housing crisis, especially in the private rented sector, where the numbers living in poverty have doubled to 4.5 million in a decade, said JRF.
More than half of people in poverty in England live in London and southern England, and the capital has the highest poverty rate at 27 per cent - six per cent above the UK average.
The charity has urged the Government to reduce poverty by taking measures including reversing cuts to the Work Allowance, end the freeze on working-age benefits and build more affordable housing.
09-June-2017
- theargus.co.uk Basildons Procat is leading the way in the development of digital learning
08-June-2017
- abcnews.com Claims for US unemployment aid fall by 10,000 to 245,000 as most Americans enjoy job security
08-June-2017
- abcnews.com Workers are more likely to be saving for retirement, at least among those eligible for a workplace plan, and lower-income employees have made some of the biggest gains in recent years
08-June-2017
- reuters.com (Reuters) - Verizon Communications Inc is expected to cut about 2,000 jobs when it completes its $4.48 billion acquisition of Yahoo Inc's core assets next week, a person briefed on the matter said.
08-June-2017
- reuters.com WASHINGTON (Reuters) - The number of Americans filing for unemployment benefits fell last week, unwinding half of the prior period's jump and suggesting the labor market was tightening despite a recent slowdown in job growth.
08-June-2017
- abcnews.com Matt Zames, top executive at JPMorgan Chase once seen as a potential successor to Jamie Dimon will be leaving the company in the next few weeks, Dimon said in a memo to employees
08-June-2017
- onrec.com Employers are significantly scaling-up their apprenticeship programmes in 2017 with hiring expected to increase by 59%, reports the Association of Graduate Recruiters (AGR). on 08 Jun 2017
The Apprenticeships Survey 1 launches today (6 June 2017) as part of the AGR Annual Student Recruitment Conference . It shows that 83% of student employers have apprenticeship programmes this year and they expect to hire at least 12,281 apprentices. This is an increase of 4,581 apprentices compared to 2016.
Intermediate level apprenticeships make up the largest share of programmes by volume (4,492) followed by advanced apprenticeships (3,967) and higher apprenticeships (3,320). Intermediate apprenticeships are also expected to increase at the fastest rate this year (287%) 2 .
The largest volumes of apprenticeships are in IT/telecoms and banking, while the highest growth rates are in IT/telecoms and retail.
All of the employers taking part in the survey are paying the Apprenticeship Levy. On average, they expect to use 33% of Levy funds to recruit new apprentices this year. Half of the respondents are starting programmes as a result of the Levy with some using the funds to up-skill existing staff instead.
More than half (58%) of employers said that managing their organisational response to the Levy is one of their biggest challenges this year. A further 23% said that a lack of government-approved apprenticeship standards in their sector is one of their top issues.
In terms of entry requirements, 79% of employers require A-levels for higher apprenticeships. Five or more GCSEs at grade C or above are required for 46% of intermediate programmes and 67% of advanced schemes.
In 2016, intermediate level apprenticeships were used by the highest share of student employers and paid a median starting salary of £14,000. Salaries for graduate programmes are typically £27,500, which is more than one and a half times the median starting salary for the highest level of apprenticeship (£16,000).
There appears to be strong demand for quality student talent with 74% of employers confirming that their apprenticeships will not impact graduate hiring this year. An annual intake of apprentices is typically 1% of the workforce while an annual intake of graduates is typically 1.9%.
Stephen Isherwood, Chief Executive at the AGR said: Demand for apprentices is rising fast, particularly in light of the Levy. Employers, universities and schools are going to need to collaborate to make sure students understand all of the opportunities open to them.
1 AGR Apprenticeships Survey 2017: This is the first survey devoted to apprenticeships by the AGR. All 144 of the survey respondents are paying the Apprenticeship Levy in 2017. Respondents hired a total of 12,281 apprentices in 2017 and represent organisations with over 2.4 million UK staff. A wide range of sectors, sizes of firm and sizes of apprenticeship intake were represented.
2 Growth of apprenticeships 2016 to 2017
Hiring trends for apprentices in 2017
Sector
% of Levy-paying student employers hiring 2
Predicted growth in 2017 3
Number of apprentices 1
Overall 1
83% 1
60% 1
12,281
Intermediate
40%
287%
4,492
Advanced
72%
9%
3,967
Higher
75%
21%
3,320
1. Based on 132 employers who provided hiring volumes.
2. Based on 103 employers who provided hiring volumes by level.
3. Based on 89 employers who provided hiring volumes for both 2016 and 2017.
08-June-2017
- onrec.com By Matt Weston, Director at Robert Half UK Posted in News archive on 08 Jun 2017
In recent years, if organisations wanted to publically demonstrate their dedication to employee well-being, they would introduce unusual company perks like colourful bean bags, creative breakout spaces, cute office dogs and free breakfast cereals. However, employees nowadays expect a deeper commitment to workplace well-being that goes beyond these cosmetic initiatives. In fact, as recent research has revealed, four in five employees believe that being happy at work is important.
Companies are starting to realise that happy employees, in addition to being more loyal, are also far more productive. Consequently, businesses have a real economic stake in ensuring their workforce is motivated and engaged. Many global organisations, especially those based in the US, have started to introduce dedicated company culture and well-being positions that often sport catchy titles like Chief Happiness Officer (CHO). While this is surely a step in the right direction of recognising how important happiness in the workplace is, the success of these initiatives fundamentally depends on the reason why they were created in the first place.
In order to be successful and meaningful, the introduction of positions like the CHO needs to be the result of a company's deeply-rooted commitment to a happy workforce, and its belief that employees will be at their most productive when they feel empowered. Creating workplace well-being roles for the sake of it alone will not benefit anyone. However, that is not to say that the onus for workplace happiness solely lies with the employer. It is generally accepted among staff that creating and sustaining a positive company culture is a joint responsibility, with only 7% of employees believing this is the sole responsibility of their manager.
Employee wellbeing as a business focus
While top American companies like Google are currently leading the way, UK businesses are slower at adopting this trend. Currently, none of the top ten FTSE 100 businesses have a Chief Happiness Officer in their leadership teams - or any role directly related to employee wellbeing and happiness. At a time where productivity levels in the UK are the lowest of any G7 nation, initiatives that focus on employee engagement, motivation and empowerment, might just hold the key to getting UK businesses out of their productivity slump.
As organisations across the globe are starting to recognise that employee wellbeing has a positive, long-lasting effect on workforce motivation and productivity, companies in the UK need to ensure they don't lag behind the international competition. Looking at the pool of businesses that make up the FTSE 100, 15 companies are either about to or have recently changed their CEO . A change in leadership can often be the catalyst needed for businesses to re-evaluate their employee well-being practices by putting a finger on the pulse of their company culture.
That is not to say that every business must appoint a Chief Happiness Officer. In order to really nurture a positive and empowering work environment, companies need to show a genuine commitment to employee happiness that should also be an integral part of the company ethos. Senior management should adopt this philosophy and take an active interest in creating and maintaining a supportive company culture.
Ultimately, employee happiness is a unique and individual experience that is made up of different factors including how appreciated an employee feels, whether they find the work they do interesting and meaningful, and whether they have a positive relationship with their colleagues. Building a strong foundation of initiatives centred and commitment around these factors will pave the way for a productive, loyal and motivated workforce. Otherwise the appointment of Chief Happiness Officers will be nothing more than just another cosmetic initiative without any real impact.
08-June-2017
- onrec.com The specific competencies and behaviours that airline captains, first officers and cadets need to successfully undertake their jobs are revealed in a new research study from international assessment specialist cut-e. Posted in News archive on 08 Jun 2017
Company Profile cut-e View profile » The study involved literature reviews, job analysis findings, empirical evidence gathering, involving 27,000 flight team members across 12 different airlines, and global validation research. From this, cut-e has created a profile of the job-related competencies and behaviours required in every flight crew role, which recruiters can select against when hiring cadets, first officers and captains.
Airlines have an ongoing need to recruit skilled pilots who can not only navigate and fly their aircraft but who are also committed to the safety of their passengers and crew, and passionate about delivering world-class customer service, said Nora Nienhaus, Research Consultant at cut-e and co-author of the study. Our study identifies the core competencies and behaviours that will predict which candidates will safely and successfully fulfil these requirements. By assessing applicants against this profile, in the early stages of the recruitment process, airlines can sift out those who are unsuitable and focus their attention solely on the individuals who have the potential to succeed.
The study shows that distinct operational, personal interaction and motivational competencies are relevant for each role, including safety orientation; decision-making; customer and commercial orientation; teamwork; interpersonal skills; resilience; self discipline; dedication; drive and an interest in self-development. However, subtle differences exist at each level. For example, the ability for individuals to plan and organise themselves is an important competency for cadets but it becomes less relevant as individuals gain more experience and seniority.
Because individuals take on more responsibilities as they progress - such as leading the crew, delegating tasks and taking charge in emergency situations - different behaviours will be required of captains, first officers and cadets.
A captains role will involve leading the team and resolving any conflict, whereas a cadets role is more about respecting the rules and contributing to the teams success, said Nora Nienhaus. When recruiting cadets, first officers or captains, airlines will naturally need to check whether candidates have the technical capabilities required to perform well in the role. But if they can also gain a greater insight into the suitability of each applicant, recruiters can make more informed selection decisions.
According to cut-e, the competencies and behavioural preferences of candidates can be assessed using a personality questionnaire and a separate questionnaire which measures the probability of counterproductive behaviour in a work context. The results of these can be combined to create a behavioural fit report for each candidate, showing how they compare against the required competencies.
The behavioural fit report can flag up personal or psychological aspects that should be explored further in an interview, said Nora Nienhaus. However, this is not designed to replace a clinical interview. Airlines should undertake regular psychological evaluations of their current and potential flight staff, to check on their mental health and wellbeing.
A white paper based on cut-es new study, called The predictive power of assessment for pilot selection, can be freely downloaded from http://www.cut-e.com/solutions/assessing-for-the-aviation-sector
For further information about cut-e, visit http://www.cut-e.com
08-June-2017
- onrec.com A new executive survey conducted by the Futurestep division of Korn Ferry (NYSE:KFY) indicates that resumes may not be the power tool they once were for landing a job. Posted in News archive on 08 Jun 2017
Networking Most Important, Resumes Least Important Part of Job Search Process
Majority Spend Less Than Five Minutes Reading Resumes
Vast Majority See Job Hopping as a Detriment
A new executive survey conducted by the Futurestep division of Korn Ferry indicates that resumes may not be the power tool they once were for landing a job.
More than one-third (35 percent) of those surveyed said that resumes are less important to the job search process than they were 5 years ago.
In addition, 77 percent said networking was the most important part of the job search process, followed by interviewing (16 percent) and social/online presence (4 percent). Dead last? Resumes at 3 percent.
Candidates who rise above the rest in this very competitive job environment, are those who understand that landing a job takes a balanced approach, said Peter Keseric, Managing Consultant - Financial Services and Real Estate, Korn Ferry Futurestep. Resumes are not going away theyre still an important part of the overall job search process. However, nothing gets a candidate ahead like networking. And networking today is a contact sport.
Although all (100 percent) respondents reported that they read candidates resumes during the hiring process, 51 percent of executives surveyed said they spend less than five minutes reading a candidates resume and 13 percent spend less than two minutes.
While a resumes concision is critical, the survey findings also indicate that candidates should take great care in preparing and proofing their resumes. Ten percent of those surveyed said they would disregard a candidate if they found a typo or bad grammar in the candidates resume, even if the candidate had appropriate qualifications, and 46 percent said they would keep the candidate in the pool, but with reservations.
In terms of work history, direct experience is king. The most important information on a resume, according to the survey, is that the candidate has experience that is relevant to the position (83 percent). Only 15 percent cited the quality of the candidates previous employers, with 2 percent citing education (university they attended, GPA or types/levels of degrees). None of the respondents said the candidates job title mattered most.
Despite the surge of a gig economy, longevity still matters. Eighty-seven percent of respondents said short tenure or job hopping matters to some or a great extent.
As for the cover letter, nearly half of respondents (49 percent) said it is less important than it was 5 years ago.
Several elements go into the making of a successful job search, said Keseric. Candidates who know how to communicate and create compelling resumes will have an advantage. But at the end of the day, direct experience and fit helps puts them over the top.
08-June-2017
- insurancejournal.com California Insurance Commissioner Dave Jones announced today that the California Department of Insurance has reached a settlement agreement with Berkshire Hathaway subsidiaries to stop what he calls bait and switch marketing tactics used to sell a workers compensation insurance products.
08-June-2017
- insurancejournal.com Californias Division of Workers Compensation has suspended Pasadena psychiatrist Jason Hui-Tek Yang from participating in the states workers comp system following his conviction in Riverside County Superior Court for his involvement in an insurance fraud conspiracy that referred patients for
08-June-2017
- insurancejournal.com The Texas Division of Workers Compensation announced it has modified form letters it sends to injured employees, making them easier to read. The DWC said a group of experts from across the agency looked at ways to meet legal requirements
08-June-2017
- insurancejournal.com The U.S. Labor Department on Wednesday said it was rescinding the Obama administrations standard for determining when companies are joint employers of contract and franchise workers, in the agencys first major shift in labor policy under President Donald Trump. The
08-June-2017
- onrec.com Some political parties will place onus for employee mental health on employers Posted in News archive on 08 Jun 2017
Christine Husbands, managing director for RedArc says: A political manifesto without reference to mental health would have been badly judged in this day and age, so were pleased to see that all the major parties are treating this issue with the attention that it deserves and promoting equality for mental and physical health.
We believe that employers now need to follow suit in the way they treat employees who suffer with mental health conditions, such as anxiety, chronic depression, stress, PTSD trauma, psychosis & schizophrenia and bipolar disorder. In fact, a major part of some parties approach to the treatment of mental health will be via employers so organisations would be wise to get their ducks in a row sooner rather than later.
Employees who do not have access to mental health support via their employers insurances, have to navigate the NHS system. Even with the proposed investments from each political party, this will take some time often meaning a potentially longer spell of absence from work which can stretch finances, and add to pressures for the individual.
Early intervention is key in supporting employees with mental health conditions. In fact research from RedArc based on two widely-used mental health screening tools (PHQ9 and GAD7*), demonstrates how patients can recover to normal mood levels if their symptoms are nipped in the bud and not allowed to become progressively worse in the wait for treatment:
With early-intervention programmes (usually via EAP, health insurance or group risk products):
eight out of ten patients saw a reduction in both their PHQ9 and GAD7 scores, equating to their condition improving
the average reduction in the score for both tests was over 50 per cent
70 per cent of patients recovered to normal mood levels within three to four months
Husbands concluded: Many employers simply dont offer any support for staff with these conditions but they need to wake up and smell the coffee: employers really need to have a duty of care towards the people that work for them day-in day-out it needs to become socially unacceptable for organisations to not care about the welfare and wellbeing of its staff. And if having a social conscience isnt enough of a catalyst, then they should take action, if only to protect themselves against prolonged periods of staff absence.
Some employers may have schemes in place but, with other priorities in the business, they may not be successfully promoting the schemes, and a lack of communication usually equates to a lack of take-up.
A little less conversation and a little more action is now required on the part of employers to make a significant difference to the mental health of staff and a good first step would be in creating a business manifesto or pledge about what that looks like.
08-June-2017
- insurancejournal.com The U.S. Justice Department filed a friend-of-the-court brief on Tuesday in a lawsuit brought against Wells Fargo Co. by two former employees, who were fired after they reported misdemeanors they had noticed to their supervisors. The DOJs filing concluded that
08-June-2017
- onrec.com Read TheBigChoice.coms guide to recruiting graduates and learn how to integrate them most effectively into your business. Posted in News archive on 08 Jun 2017
Company Profile TheBigChoice.com View profile » If youre looking to recruit graduates into your business, there is a high chance that your newest member of staff will sit within Generation Z. Technically speaking, this is the age group born between the mid 1990s until early 2000s but who exactly are they and what exactly do they want from employers?
In a nutshell, Generation Z has been linked up to technology from the moment they were born. Theyre ambitious and engaged. They are active rather than passive. They dont dream of being Beyonce or feeding into the world of the Kardashian clan, they want to create, connect and make a positive impact in the world [1] (Campaign, 2017).
What do they want from employers?
TheBigChoice.com asked university students what aspects to their first job were most important to them. The top ranking answers all revolved around being ambitious and hard working:
57% said career progression was important
More than half of respondents were striving for job fulfilment
48% wanted to ensure that they were given access to learning development opportunities
VIDEO DISCUSSION : Watch a video featuring six university students talking about what they want from their first employer.
This generation of workers are also more concerned with having a healthy, feel-good state of mind than a high salary:
42% wanted a strong work/life balance
38% of respondents wanted a fun work environment
36% required that their first job be an ethical place to work
Less than third of respondents valued a high salary the most
Download the full infographic by clicking here .
How to get the most out of Generation Z in the workplace:
Stephen Divers, Head of UK Education & Recruitment at TheBigChoice.com, explains how employers can translate these findings into the workplace when recruiting Generation Z:
1. Have two-way conversations
It might feel unconventional but give them a chance to contribute toward how your work environment runs. This is the generation of people who are in charge of so many creative aspects of their lives be it a Snapchat story or writing their own blog. Take away their ability to co-create and theyll quickly feel deflated. Try running monthly ideas sessions or carry out regular internal feedback surveys
2. Give them recognition
Always acknowledge when theyve done a good job - be it incentives, bonuses or even just something simple like an email or shout out.
3. Make them feel trusted
Its about getting rid of the rules that have no reason for being there, demolishing the hierarchy culture and scrapping micro-management. This generation want you to feel like you can rely on them.
More graduate employment tips on TheBigchoice.com blog here .
[1] http://www.campaignlive.co.uk/article/forget-millennials-brands-need-win-generation-z/1348169
08-June-2017
- insurancejournal.com Hub International Limited (Hub), a global insurance brokerage, has acquired the assets of Brady Insurance Planning (Brady). Terms of the acquisition were not disclosed. Based in East Norwich, N.Y., Brady is an employee benefits advisor. Matthew Brady, the principal, will join Hub Northeast
08-June-2017
- onrec.com Standards in Recruitment (SiR), the industrys first independent accreditation for recruitment businesses, is pleased to announce that the National Association of Head Teachers (NAHT) has formally recognised SiRs education standards in its guide Working with teacher supply and recruitment agencies, published this week. Posted in News archive on 08 Jun 2017
Company Profile Standards in Recruitment View profile » Commenting on SiRs education standards, Valentine Mulholland, head of policy for NAHT, said For some time NAHT has voiced the concerns of its members reporting issues with teacher supply agencies in relation to the recruitment of permanent staff. We have been in discussions with Standards in Recruitment in the development of their independent education standards for recruitment agencies and to ensure these reflect the needs of schools. NAHT welcomes the development of these standards to raise the quality of services that teacher supply agencies provide to schools.
Mulholland adds Trade associations have their own codes of conduct; schools and employers need to be aware that these are voluntary and rely on employers reporting an agency to their professional body. SiR, although not a trade association, provides independent quality audits of an agencys compliance with legislation and recruitment good practice for education supply agencies. NAHT has been consulted in the development of the working principles of the SiR education standards.
Responding to the inclusion of the SiR programme and accreditation in the NAHT guide, SiR engagement director John Randall said The challenge for us was to provide independent evidence of compliance within the recruitment sector, without the need to belong to a trade association, so making it available to all agencies. This is at a time when better governance and conformity continues to increase as a priority for hirers. SiR standards are set by a broad spectrum of industry stakeholders and are tested on a pass/fail basis, carefully distinguishing minor error from systemic bad practice.
The SiR standard requirements were comprehensive before we engaged with the NAHT, and as their guide states, agencies with up to date accreditation by SiR will offer additional reassurance to employers . This is not only because of the audit method used, but also because the areas covered go further than pure safeguarding, providing peace of mind for hirers in a variety of ways. The objective is to encourage real improvement in compliance, critically important in the education sector. Businesses that meet realistic best practice under the SiR programme gain significant commercial value, both from the recognition they receive and the process leading up to it.
For further information about Standards in Recruitment, please contact John Randall, engagement director at SiR. Tel: 0845 450 4415 or email: press@standardsinrecruitment.com
www.standardsinrecruitment.com/sir-education
08-June-2017
- usatoday.com Hudsons Bay, the owner of Lord e Taylor and Saks Fifth Ave, will slash roughly 2,000 jobs
08-June-2017
- insurancejournal.com The Hartford is working to educate college students about opportunities in the insurance industry while helping to make the transition from college to an insurance career an easier one. This initiative comes through its recent partnership with the Connecticut Department
08-June-2017
- onrec.com New research from Course Library finds that 80.6% of UK workers have experienced a career slump, with a further 32.5% revealing this was down to lack of career progression. Posted in News archive on 08 Jun 2017
Company Profile CV-Library.co.uk View profile » The majority (80.6%) of UK workers have experienced a career slump in their working lives, according to new research by innovative training platform, Course Library .
The research, which surveyed 1,200 participants between the ages of 18 and 64 about their job satisfaction, also revealed that of the workers who confirmed career slumps, 32.5% advised this was due to lack of career progression, with lack of training and development [17.3%] and repetitive tasks [11.6%] cited as other key reasons.
The survey also questioned participants on how they dealt with this slump in their career, with 41% of unsatisfied workers revealing they then went on to leave their job roles. Furthermore, 42% of participants advised they felt the best way to overcome negative feelings at work such as boredom, lack of motivation and lack of enthusiasm - was to throw in the towel and apply for a new job role altogether.
In contrast, just over a quarter [28.2%] of respondents felt the best way to overcome a career slump was to enhance their skill-sets through online learning courses suggesting that a lack of relevant skills or experience fuels negative feelings in employment.
Other key take-outs from the survey include:
Of the 80% of workers who have experienced career slumps, there is a near even split in men [80.6%] and women [80.8%].
23% of participants did try to take positive action in overcoming their career slump, by speaking with their manager about career progression opportunities.
20% of participants also advised that they asked for a mentor within the workplace, demonstrating their desire to remain within their current job role.
Boredom is the most common negative emotion felt in the workplace, confirmed by 30% of participants.
Jazz Gandhum, founder of Course Library , said: This latest research by Course Library clearly demonstrates that a high percentage of UK workers experience dissatisfaction in their job roles, where lack of career progression, or training and development opportunities, are often to blame.
Traditionally, many businesses fail to offer regular training and development, with cost and time out of the office being key factors. By enhancing your employees skill-sets through online courses, organisations of all sizes can benefit from lower training costs, a stronger workforce and the likelihood of a higher staff retention rate.
Lee Biggins, co-founder of Course Library added: Its clear from our findings that many employees in the UK are hitting roadblocks in their careers. Not only is this disheartening for the worker themselves, but it can also present problems for businesses when it comes to talent retention.
Employees need to feel as if they are moving forward in their careers and this can only be achieved if organisations are offering the right opportunities and helping members of staff to expand their skill-sets, develop and grow alongside the business.
08-June-2017
- usatoday.com They were made for employees in the 1990s.
08-June-2017
- insurancejournal.com Crystal Company, a New York-headquartered strategic risk and insurance advisor, has hired Mary Cooke as director for its Employee Benefits Services unit. In her new role, Cooke works out of the firms national headquarters in New York City, where
08-June-2017
- onrec.com As experts in volume recruitment, technology and assessment, Amberjack has partnered with their clients Unilever to create the most disruptive recruitment selection process in the early careers space. Posted in News archive on 08 Jun 2017
Company Profile Amberjack View profile » Unilevers Future Leaders Programme (UFLP), attracts c.250,000 applications for 800 hires in 60 countries each year. Since Millennials will make up 50% of the workforce by 2020* Unilever must ensure that they continue to attract the brightest talent. To recruit these digital disrupters to shake up their already progressive organisation Unilever needed a game-changing approach. Partnering with lead architects Amberjack the new recruitment process is a radical departure from anything that has gone before.
The new recruitment process is the first time any business has launched a fully digital recruitment process. Launched in Europe in September and following successful roll outs in parts of Asia and North America it will be released across the rest of the world during the remainder of this year.
Designed specifically to meet the demands of millennials the new programme uses Artificial Intelligence (AI) to assess candidates removing the potential for unconscious bias in the recruitment process. The flexible new process is quick and interactive enabling candidates to benefit from two-way feedback at every stage. The aim is to help all applicants in their career regardless of whether they are successful or not.
A strengths-based approach to candidate assessment has long been considered innovative to date. But the new Unilever process benefits from Amberjacks pioneering approach to interviewing, using future-focused-scenario-based questions. This approach has more emphasis on role-fit and future potential. It reduces chances of rejecting candidates from less privileged backgrounds and provides a more engaging and realistic job preview than ever before.
The new process has four main stages. Firstly candidates complete a short online application form that syncs with their LinkedIn account. Successful candidates are then invited to play a series of games. The way in which applicants play these games allows Unilever to get an insight into the candidates potential and how well they connect with the companys goals and purpose.
The very best candidates then take part in a video interview for which they record their answers at a convenient time. For the final stage of the process candidates are invited to a Discovery Centre, where they get to know each other and collaborate virtually, giving them an immersive experience of a day in the life at Unilever. The exciting experience leaves candidates feeling energised regardless of the outcome. Nothing can be learned in advance. This increases authenticity and ensures that candidates are assessed on future potential rather than learned behaviours.
This groundbreaking initiative has recently won Recruitment Technology Innovation of the Year at the Recruiter Awards and is shortlisted for Best Recruitment and Talent Management Initiative at the CIPD People Management Awards 2017.
Melissa Gee Kee, Strategy Director to CHRO & Global HR4HR Director, said
When deciding which partner to work with to redesign the selection process for the Unilever Future Leaders Programme, Amberjack stood out as our global partner who would be the golden thread and help bring our digital disruption project together. They certainly delivered, helped to inspire and overall delighted us through each of the stages. Their willingness to be pioneers, combined with the expert validation we needed to create our ground-breaking new process differentiates them from the rest of the pack. They have been true partners in disruption and contributed to the success of our new digital selection process through their innovation, creativity, and ability to deliver fantastic results.
Amberjack are also the team that makes the magic happen in the UK, delighting our talent teams by recruiting the digital disrupters Unilever needs.
Leena Nair, Unilever Chief HR Officer, said:
"From the CV, to the candidate search, to the interview, we're moving towards a digital hiring model for graduates.
We know that young people increasingly live their lives online and our recruitment process must reflect that. This new process is faster, simpler and more flexible allowing young people to fit applying around their lives.
This innovative approach provides an immersive experience and attracts the best young talent to the business helping us in our vision to grow the business, whilst decoupling our environmental footprint and increasing our positive social impact".
* PwC millennials at work
08-June-2017
- onrec.com Where a hirer or RPO sends its own form of contract to an agency for signature, it is important to have the contract independently reviewed by experts to ensure that it does not include onerous clauses, exposing the agency to risk. Posted in News archive on 08 Jun 2017
Company Profile Lawspeed Ltd View profile » Ravi Murphy, director at the recruitment law and compliance specialists Lawspeed, explains the common problems that can arise, their potential commercial impact and how to minimise risks and liabilities.
When undertaking reviews of hirer drafted contracts for recruiters, we also recommend that we check their insurance policies in tandem, says Murphy.
Every recruitment agency will have insurance, so it may come as a surprise to discover that your business may not be covered for many common recruitment situations. As Murphy explains, Employers liability and professional indemnity policies, for example, often insure the agencys vicarious liability for the negligent acts and omissions of its own employees, but exclude the acts and omissions of contractors or temps.
Therefore, you may spend a fortune on insurance premiums each year in the belief that it will cover the actions of the thousands of contractors that you supply, when in fact it only covers the actions of the handful of internal staff you employ directly.
Minimise your liabilities
Murphy, whose background was in blue chip insurance before she joined Lawspeed, advises It may seem obvious, but first and foremost an agency should assume as little risk as possible when entering into agreements. Where risks are unavoidable, make sure that you fully understand what you are taking on and what insurance cover is needed to offset the liability.
Potential losses caused by a contractors negligence, particularly in sectors such as engineering, construction or aviation, could run to tens of millions of pounds. Not many recruitment businesses could survive having to pay out a sum that large, yet many leave themselves at risk of complete ruin. The recent IT crash incident at British Airways highlights this point, as I understand the investigation is focussing on whether the outage which caused the problem resulted from a contractor accidently switching off the power. A claim may follow.
How much risk each party is willing to accept will depend upon the realities of the situation, the likelihood of the liability crystallising, the relative bargaining power of the parties, and how far the risks are within each partys control.
Where the assumption of a risk is unavoidable, that risk can (at least in theory), be insured. However, all too often one party to a contract is able to shift risk on to the other, for example in the case of an RPO imposing risk on a 2 nd tier agency, yet the agency does not take the time to understand the terms of the contract and their implications. Onerous indemnity clauses are a classic example, where the agency could adopt a protective strategy if it realised the impact.
Help is at hand
With the legal terminology and insurance jargon used in contractual terms and insurance policies often complex and confusing, with terms sometimes buried in strange places, it is important that you seek specialist professional advice.
Here at Lawspeed, we offer advice and assistance at every stage, says Murphy. We review recruitment contracts on a daily basis, and with twenty years experience as the recruitment sectors leading legal and compliance experts, we can spot unacceptable risks, potential liabilities and areas which might leave you commercially exposed.
Our cost-effective contract review service helps agencies to identify the risk areas and provide the appropriate advice. This could involve amending clauses where possible, identifying when something important is missing from the terms, or providing strategy advice and insight into possible insurance cover. As a case in point, transfer fees are always important, yet the detail of what may appear to be generous terms are often overlooked, with the result that they may not be worth the paper they are written on, thus leaving the agency exposed. Maximising fee protection is essential.
Critically, we believe that prevention is always better than cure. Having watertight contractual terms to protect businesses from the outset minimises the risk of disputes arising in the first place.
Murphy concludes We also offer recruitment agencies a free consultation with a director to discuss how we can help you with your business needs, how you could improve your terms and to explain how our other associated services could be of commercial benefit to you.
To find out more, contact us on 01273 236236, email info@lawspeed.com putting Contract Review in the subject line or visit www.lawspeed.com/Expertise/Recruiters/contractreview.aspx
08-June-2017
- usatoday.com Covertly watching fired FBI director James Comey's testimony at work? How to talk about it and avoid human resources.
08-June-2017
- usatoday.com The Labor Department rescinded guidance that held franchise companies and franchisees liable for wage and hour violations.
08-June-2017
- insurancejournal.com Rolling Meadows, Illinois-based Arthur J. Gallagher Co. has acquired Ann Arbor, Michigan-based insurance brokerages Armstrong/Robitaille/Riegle Inc. and Ann Arbor Business Advisors LLC. Terms of the transaction were not disclosed. Armstrong/Robitaille/Riegle is a full-service insurance broker offering employee benefits, retirement
08-June-2017
- insurancejournal.com A Columbus man on disability benefits for a workplace injury must reimburse the Ohio Bureau of Workers Compensation (BWC) $35,000 after investigators found him collecting and selling 46 tons of scrap metal during a time he purported to be disabled.
08-June-2017
- bbc.com The BBC's Elizabeth Hotson attends a charisma master class as she explores whether you can teach someone to become more charismatic.
08-June-2017
- bbc.com BA's explanation of its systems crash is being questioned by the airline's former IT workers.
08-June-2017
- usatoday.com Guidance made it easier for workers to sue for pay or for permanent employee status.
07-June-2017
- abajournal.com Corrected: Civil legal assistance is elusive for low-income and even middle-class individuals. Eighty percent of low-income people in the United States cant afford civil legal
07-June-2017
- insurancejournal.com Ratings agency Standard Poors has revised its rating outlook to negative from stable for American International Group (AIG). The move came despite AIG recently hiring a new CEO, Brian Duperreault. At the same time, S P Global Ratings affirmed its
07-June-2017
- insurancejournal.com A Southern California jury awarded $2 million to the granddaughter of Trinity Broadcasting Network founders Jan and Paul Crouch, finding that her grandmother acted outrageously in refusing to report the girls sexual assault by an employee. Carra Crouch, now 24,
07-June-2017
- insurancejournal.com Dallas-based insurance exchange MarketScout, which provides agents with access to specialty markets, has sold its workers compensation managing general agency business to Specialty Program Group. MarketScout said it sold the specialty unit, which it said handles $100 million in business, in order
07-June-2017
- insurancejournal.com A recently fired worker from an awning company in Florida followed through with a plan to kill his former colleagues, singling out five and fatally shooting them in the head before taking his own life, authorities said. John Robert Neumann
07-June-2017
- workforce.com The Age Discrimination in Employment Act turns 50 this year. Which means the law itself has been protected from age discrimination for a decade (rim shot). To mark the laws golden anniversary, the EEOC next week will hold a public meeting, The ADEA @ 50 More Relevant Than Ever. According to the EEOC, The meeting will explore the state of...
The post Age Discrimination Next Up on EEOCs Radar appeared first on Workforce Magazine .
07-June-2017
- insurancejournal.com Two Corpus Christi, Texas-based employee benefits providers, Heavin Insurance Agency and Arvak Insurance Group, have merged and joined the insurance broker network, Leavitt Group, to become Heavin, Otto Leavitt. Will Heavin of Heavin Insurance Agency and John Otto of
07-June-2017
- insurancejournal.com MD Jensvold has hired David Rhodes to manage the brokerage department for the Houston-based managing general agency and surplus lines insurance broker. Rhodes joins Jensvold from Zurich Energy Marine where he was the head of U.S. Energy, Excess
07-June-2017
- usatoday.com Some scams never get old. There are always new variations that snare summer consumers.
07-June-2017
- abcnews.com Home improvement retailer Lowe's says it's laying off approximately 125 information technology workers and sending many of the jobs to India
07-June-2017
- usatoday.com There are sick days. Why not "well" days -- when your employees have something to celebrate?
07-June-2017
- usatoday.com Dont let rainy days cloud your feelings! Instead, here's how to start a rainy day fund.
07-June-2017
- usatoday.com The suit alleges the fast-food chain failed to compensate some employees for overtime work
07-June-2017
- usatoday.com Don't fall into these traps when out interviewing for a potential job.
07-June-2017
- bbc.com Manila said it was assessing the situation for workers in Qatar after its neighbours cut ties with it.
07-June-2017
- bbc.com UK immigration policy must allow firms to hire the world's best talent, says Huw van Steenis of Schroders.
07-June-2017
- reuters.com (Reuters) - The U.S. Justice Department filed a friend-of-the-court brief on Tuesday in a lawsuit brought against Wells Fargo & Co by two former employees, who were fired after they reported misdemeanors they had noticed to their supervisors.
07-June-2017
- telegraph.co.uk
07-June-2017
- insurancejournal.com Reno Nev.-based Employers has named Scott R. Grinna as vice president of enterprise program management. Grinna has experience in IT and program management with 25 years in the IT industry. Grinna joins Employers from West Bend Mutual Insurance Co., where
07-June-2017
- insurancejournal.com MJ Insurance recently hired Michaela Neal, Margaret Gloyeske and Jacob Jones in Indianapolis, Ind., where the independent agency is headquartered. Neal, an intern in the risk management department during the Spring semester, continues on with the MJ team as risk
07-June-2017
- insurancejournal.com Fatal workplace shootings, like the one Monday in Orlando, Florida, are ticking upward in the United States, government statistics show. Revenge against an employer, romantic partner or co-workers often is the motive, experts say. Reports of workplace violence are quick
07-June-2017
- insurancejournal.com San Francisco-based CAL Insurance Associates Inc. has named John M. Ryan director of employee benefits advisory. Ryan has experience working with middle-market businesses to design employee benefits program offerings. He was a senior director in employee benefits consulting for
07-June-2017
- usatoday.com EPA Administrator Scott Pruitt said the coal industry added 50,000 jobs recently, but the real figure was only about 1,000.
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06-June-2017
- insurancejournal.com Note: This article originally ran in the Texas Tribune. Thanks to new money and oversight from the Texas Legislature, the state can now pursue workers compensation fraud cases without relying on an unusual and much-criticized funding deal between a private
06-June-2017
- insurancejournal.com Ten lawyers and six others were charged in a multi-million-dollar workers compensation fraud scheme that authorities say targeted Latinos in California. The charges were filed after a multi-year investigation into a scheme involving the illegal recruitment of more than 30,000
06-June-2017
- insurancejournal.com Specialty commercial insurer CNA Hardy said it plans to open a new European subsidiary in Luxembourg. The company said it is acting to provide continuity to our employees, customers and brokers in the current uncertain post-Brexit political environment. The process is
06-June-2017
- insurancejournal.com The U.S. Supreme Court on Monday ruled that church-affiliated hospital systems do not have to comply with a federal law governing employee pensions, overturning lower court decisions that could have cost the hospitals billions of dollars. The court ruled 8-0
06-June-2017
- insurancejournal.com Dallas-based wholesale insurance broker Towerstone Inc. has promoted George Schneller to executive vice president, a newly created position, and hired Joy Keller as vice president and director of small commercial. Schneller joined Towerstone in 2007 and advanced quickly in the
06-June-2017
- reuters.com WASHINGTON (Reuters) - U.S. job openings surged to a record high in April and employers appeared to have trouble finding suitable workers, pointing to a tightening labor market that could encourage the Federal Reserve to raise interest rates next month.
06-June-2017
- reuters.com SAN FRANCISCO (Reuters) - Uber Technologies Inc [UBER.UL] said on Tuesday it fired 20 employees and was improving management training following an investigation by a law firm into sexual harassment allegations and other claims at the ride-hailing company.
06-June-2017
- abcnews.com Uber has fired more than 20 employees after a law firm investigated complaints of sexual harassment, bullying, discrimination and other violations of company policies
06-June-2017
- workforce.com My friend and fellow blogger (with whom I tend to agree most of the time), Suzanne Lucas (aka Evil HR Lady), recently posted an article about which I could not agree more, Why You Should Rarely Fight an Unemployment Claim. Her argument (which she agrees runs counter to most employers conventional wisdom that says, I must fight each unemployment claim an...
The post Fight Unemployment Claims at Your Own Peril appeared first on Workforce Magazine .
06-June-2017
- usatoday.com Executives modestly increase spending blueprint , pull back hiring plans, Business Roundtable says
06-June-2017
- usatoday.com Breaking news, according to Reuters, Uber has terminated more than 20 of their employees in the wake of a harassment probe.
06-June-2017
- dailymail.co.uk This year, the Bank of Mum and Dad will hand over more than £6.5bn to help 300,000 children get on the property ladder, but parents also need to protect themselves. Here's how to combine the two.
06-June-2017
- dailymail.co.uk The charity treasurers, who are mainly volunteers, are preyed on because they often lack the know-how to avoid the latest scams, experts say.
06-June-2017
- abcnews.com US companies posted record number of open jobs in April, yet hiring fell
06-June-2017
- usatoday.com Executives modestly increase spending projections, pull back hiring plans, Business Roundtable says.
06-June-2017
- usatoday.com A new survey reveals that employers play a huge role in employee retirement savings. Does yours?
06-June-2017
- usatoday.com For decades, Americans have loved to shop at malls. But now, the industry as a whole is taking a bit hit.
05-June-2017
- sciencemag.org The author of a new study of biomedical funding explains why hes optimistic about young scientists futures
05-June-2017
- abajournal.com Hogan Lovells offers on-site psychologists at two of its offices. Norton Rose Fulbright has trained 20 employees to spot and offer help to co-workers with
05-June-2017
- reuters.com WASHINGTON (Reuters) - U.S. services sector activity slowed in May as new orders tumbled, but a jump in employment to a near two-year high pointed to sustained labor market strength despite a deceleration in job growth last month.
05-June-2017
- insurancejournal.com Chicago-based Rosebud Restaurants has agreed to settle a federal lawsuit accusing it of discriminating against some black job applicants. The Chicago Tribune reports that under the settlement Rosebud Restaurants must pay $1.9 million and establish a program to hire African-Americans.
05-June-2017
- bbc.com Demolition company hopes to attract workers to the understaffed sector through the medium of muscles.
05-June-2017
- workforce.com Its been six weeks since I reported on NLRB v. Pier Sixty, in which the 2nd Circuit Court of Appeals held that the National Labor Relations Act protected the profanity-laced Facebook rant of a disgruntled employee. I have hoped that Pier Sixty is an aberration. Thankfully, last week the 1st Circuit came along with a well reasoned contrarian view in...
The post A Contrary (and Common Sense) Appellate View on Rude Employees and the NLRA appeared first on Workforce Magazine .
05-June-2017
- workforce.com Joyce Whitaker worked for the Wisconsin Department of Health Services. In 2009, Whitaker advised the department of a disability involving chronic back pain. In August 2010, Whitaker requested a two-week FMLA leave for recurrent back pain, but before returning she requested additional leave until Dec. 27, 2010, for herself and to care for a family member. The department granted Whitakers...
The post Employee Not Otherwise Qualified appeared first on Workforce Magazine .
05-June-2017
- usatoday.com Also this week: reports on consumer credit and labor market dynamics
05-June-2017
- usatoday.com The world economy will pick up speed this year and next, helped by steadier commodity prices and a pickup in global trade, the World Bank said Sunday.
05-June-2017
- usatoday.com Whether youre dreaming of an hour-long massage or lazy days lounging under the summer sun, youll want to budget wisely for your staycation.
05-June-2017
- dailymail.co.uk The People's Trust, an investment trust to be set up by former Investment Association boss Daniel Godfrey, has revealed managers who will get its unusual seven-year contracts.
05-June-2017
- abcnews.com US worker productivity flat in first quarter, while labor costs up at 2.2 percent rate
05-June-2017
- abcnews.com CSX says its shareholders have approved an $84 million payment related to the hiring of CEO E. Hunter Harrison
05-June-2017
- dailymail.co.uk The economy is on course to expand by 0.5 per cent in the second quarter of the year, up from growth of 0.2 per cent in the first quarter, according to a report by IHS Markit.
05-June-2017
- bbc.com Cleaning firm boss Jennifer O'Donnell wants tighter rules on employment and self-employment.
05-June-2017
- insurancejournal.com A Florida man has been arrested for allegedly operating a shell construction company for the sole purposes of selling the companys workers compensation certificate, according to a statement from Chief Financial Officer Jeff Atwater. Leon Chuy Jimenez, owner of Chuy
05-June-2017
- reuters.com SINGAPORE (Reuters) - The dollar languished near a seven-month low on Monday after U.S. jobs growth in May missed expectations while attacks in London that left at least seven people dead and 48 injured just days before Thursday's national election dented sterling.
05-June-2017
- insurancejournal.com Nineteen lawmakers are testing their luck at the Supreme Court, asking the justices to take up a case on whether military reservists unfair dismissal claims can be forced into arbitration by their civilian bosses. Because the case involves veterans rights,
05-June-2017
- bbc.com Firms should focus more on domestic workers instead of just relying on migrants, says property developer Richard Tice.
05-June-2017
- bbc.com EEF employers' group raises its growth forecasts for British manufacturing this year and for 2018.
05-June-2017
- bbc.com Employees have on average about a month's savings to maintain their lifestyle if they lost their income, a survey says.
05-June-2017
- onrec.com Wilton Bain, a global leadership advisory boutique, has secured investment from Beechbrook Capital to fund a management buyout as the Group targets further domestic and international growth. Posted in News archive on 05 Jun 2017
Founded in 2001 by entrepreneurs Jeremy Mobbs and Ben Latreuille, Wilton Bain, which provides executive search, interim management/consulting and technology resourcing services, has become a market leader in the technology, professional services and converging digital markets. With offices in London, San Francisco and New York, Wilton Bain has developed an unrivalled expertise in technology to focus on digital transformation for clients across TMT, retail, consumer, financial services, insurance and utilities.
As demand for its services is expected to grow substantially, Wilton Bain is planning to further expand its global footprint, whilst also driving growth from its WBMS Interim Management offering and contingent services through its WBRS brand.
David Heron (currently CEO WBMS) will become Group CEO, with Mobbs and Latreuille focusing on several of the companys key clients and taking a lead on the Groups international expansion.
Says David Heron: The MBO, plus an injection of growth capital, highlights just how deeply committed the management team are to the success of the business and its continued expansion. More than anything, we know that our people are key to this success and we are passionately committed to the development of young people in a high-energy and collaborative culture as the company grows.
Adds Wilton Bain Chairman, Piers Marmion: It is a privilege to be associated with Wilton Bain. This is a very special company which stands out from the crowd because of its unsurpassed drive and dedication to clients and the longevity of these client relationships. This investment is also an important validation of the quality and potential of Wilton & Bain and it will enable the business to accelerate its growth internationally.
Beechbrooks finance comes from the firms UK SME Credit Fund. The Fund invests in UK SMEs which do not have private equity backing.
Jon Herbert, Beechbrook managing director of the fund, comments: We are delighted to support this very talented senior management team as they take partial ownership of the business which they have helped develop. Our funding will assist in developing a number of initiatives within the business, including international expansion.
05-June-2017
- onrec.com ACCESS Generation CIC has teamed up with the Princes Trust initiative, Talent Match Leicester, to research local companies to assess and benchmark their youth employment accessibility. Posted in News archive on 05 Jun 2017
The research will involve the job section on company websites being assessed against a survey criteria that was created by young people.
Chris Tarry, founder of Access Generation, said: We recently ran a number of workshops designed to better understand the experiences of young people looking for employment and the challenges that they might face. As a result of these workshops, it was found that the biggest obstacle to employment for inexperienced young people was the barriers faced throughout the online application process. We are very excited to be working with Talent Match and we feel confident that we will be able to provide straight-forward practical advice to employers looking to recruit young people, based on the evidence that the research presents.
Emma Southern, Talent Match Leicester Manager, said: We are pleased to be working with Access Generation on this research. They bring their knowledge and expertise on business which will help us have an open and frank conversation with businesses about how they can support the under 25s labour market.
The initial results of the research will be available in July and businesses will be invited to attend workshops to find out more during Leicesters Business Festival later in the year.
An overview of the results will be published and individual companies will be invited to request their own reports to find out where they fair in comparison to peers and what areas they need to improve to attract young talent.
For more details please visit www.accessgeneration.co.uk
05-June-2017
- dailymail.co.uk More than a fifth of sellers would accept an offer that was five per cent lower than the asking price if their buyer was chain free and a mortgage agreed
05-June-2017
- onrec.com Smarter hiring needed by UK organisations as competition for skills hits record levels Posted in Statistics and trends on 05 Jun 2017
Company Profile CIPD View profile »
72% of HR professionals expect competition for well-qualified talent to increase over the next 3 years, as a result of the UKs decision to leave the EU
75% of HR professionals have reported recruitment difficulties over the last 12 months
Leadership (58%), digital (54%) and commercial awareness skills (51%) are most likely to increase in demand over the next 12 months
New research has found that, as a result of the UKs decision to leave the EU, nearly three-quarters of HR professionals (72%) expect the competition for well-qualified talent to increase, and nearly two-thirds (61%) predict further difficulty recruiting senior and skilled employees over the next three years.
The latest CIPD/Hays Resourcing and Talent Planning Survey of more than 1,000 HR professionals found that recruitment difficulties are already being reported by three quarters of HR professionals (75%), and nearly two-thirds (65%) agree that the skills needed for jobs in their organisation are changing. Professionals with leadership (58%), digital (54%) and commercial awareness skills (51%) are most likely to increase in demand over the next 12 months.
However, despite a recognition of the need for smarter, more targeted recruitment, less than a fifth (16%) say their organisation currently measures the return on investment of their recruitment activity. Similarly, over half (56%) say their organisations doesnt calculate the cost of people leaving the business, despite labour turnover at its highest since 2007.*
Claire McCartney, Associate Research Adviser at the CIPD, the professional body for HR and people development, comments: Todays research highlights a mounting war for talent and the subsequent need for organisations to sharpen their focus on strategic recruitment and effective retention, to attract and maintain the skills they need in an increasingly competitive labour market. Brexit, and its impact on the labour market, should act as a stimulus for organisations to focus their attention on building a stronger, more productive workforce, by staying alert to potential changes in their skill needs and being agile in their response.
However, they cant effectively do this unless they are measuring, evaluating and then strengthening their recruitment and talent strategies, based on a real understanding of their existing talent profile. Even the simplest forms of measurement can be effective, such as tracking the turnover rate of new hires, seeking feedback from candidates on their experience and monitoring the performance of new recruits. This will give organisations the insight to attract, select and retain people with the best skills and potential for their business.
The research also found that increasing competition for talent is highlighting the need for organisations to position themselves as an employer of choice. Almost nine in ten (89%) organisations said they have been making efforts to improve their employer brand in the last year. However, despite this focus on attracting employees, more than two-fifths (41%) believe the length of their recruitment process has led to the loss of potential recruits in the last 12 months.
Nigel Heap, Managing Director of Hays UK Ireland, said: As we move towards an EU exit, organisations should consider reviewing their recruitment strategies to help them secure access to the right talent. Although we are still faced with some on-going uncertainty, most sectors remain competitive so now isnt a time for complacency.
Not only do employers need to evaluate how they are perceived in the marketplace so they can attract the people they need, they should also ensure they have sufficient measures in place so they are better able to justify their decisions, continue to secure investment for recruitment and respond to any changes. Organisations need to have an integrated talent strategy in place to support a targeted and measured approach to recruitment. With the skills required for roles changing and an emphasis on strong leadership, digital and commercial awareness skills, providing professional development and training is key to improving retention and helping to fill skills gaps.
Further highlights of the survey include:
61% strongly disagree or disagree that technology and automation has replaced some of the jobs in their organisation
Over half of organisations conduct all recruitment activity in-house, but there is an increasing trend to combine in-house and outsourced approaches (2017: 44%, 2015: 40%, 2013: 28%)
More organisations this year are currently offering and plan to offer apprenticeships. However, nearly a third believe that the current system of education is poor at equipping young people with the skills their organisation needs
The most popular method of selection this year is competency-based interviews, overtaking interviews based on CV/application forms in popularity
An increasing proportion of organisations use distance interview techniques such as telephone (2017: 65%; 2015: 62%; 2013: 56%) and video/Skype (2017: 52%; 2015: 46%; 2013: 30%)
05-June-2017
- onrec.com CV-Library reveals the top cities for job growth last month Posted in News archive on 05 Jun 2017
Company Profile CV-Library.co.uk View profile » New data from CV-Library , the UKs leading independent job board, has found that advertised job vacancies in the UK jumped by 17.7% in May, suggesting that business confidence is strong across the nation.
The data, which analysed the number of jobs in the UKs key cities in May 2017, compared with April 2017, found that this growth was apparent in all corners of the UK, with Brighton, Nottingham and Sheffield topping the list. In fact, the top ten cities which saw the biggest increase in jobs include:
Brighton 23.3%
Nottingham 21.6%
Sheffield 21.3%
Leeds 21.1%
Birmingham 20.4%
Newcastle 20.4%
Liverpool 19.6%
Glasgow 18.1%
Bristol 17.1%
Manchester 15.5%
Furthermore, average salaries across the UK rose by 4% month-on-month and 4.7% when compared with data from May 2016. Many key UK cities also experienced an increase in pay, with Brighton, Sheffield and Liverpool rising by 8.1%, 7.4% and 3.6% respectively. This is promising news for the nations economy in the run-up to the election, as businesses work hard to attract the top talent into their organisations.
Lee Biggins, founder and managing director of CV-Library , comments: Its great to see business confidence is remaining strong, with job vacancies increasing in key cities and sectors across the UK. Not only this, but with salaries also seeing an impressive increase last month, its clear that businesses understand the need to offer candidates the very best packages.
However, application rates saw a decrease last month, dropping by 2.4% across the UK, when compared with data from April 2017, suggesting that candidates may be holding back on any job moves until they know where they stand post-election. This pattern continued across the nation with Leeds, Manchester and Brighton decreasing by 8.9%, 7.5% and 2.7% respectively.
Biggins concludes: There have been many promises to build a stronger job market in light of the upcoming election. However, with article 50 now triggered, many workers across the nation are uncertain about the future and this could be why we have seen a decline in candidate appetite. That said, its great to see that businesses are not slowing down, as they push harder to entice talented candidates into their organisations.
05-June-2017
- onrec.com Set up in 2007, the North West based company was established by Carl Donegan and Mark Harris after having achieved success as specialist recruiters within a national PLC organisation. Posted in News archive on 05 Jun 2017
Over the past 10 years, the company has since grown to 40+ employees and is now turning over £15 million.
Operating within the construction sector predominantly, Building Careers UK has gone from strength to strength recruiting temporary and permanent personnel to public and private sector clients, and has more recently delved into the wider Property and Engineering markets.
Carl Donegan, Managing Director, said: We are delighted to be celebrating our tenth anniversary. Having started this business with Mark just before the global recession hit in 2007, we couldnt have foreseen the success weve achieved. But weve put innovative ideas and pure hard work to the forefront of the business and we truly believe that is the reason were going strong today.
Id like to thank our clients, candidates and staff for their commitment over the past decade. From the outset weve been fortunate enough to work with some fantastic customers and have some exceptionally skilled recruiters on our team.
In addition, Building Careers UK Managing Director Mark Harris noted, Building Careers UK has always been proud of investing in innovative ideas in order to push the business ahead of the competition. We underpin this with a professional, friendly approach and flexible bespoke solutions that can mould to suit all our customers; whether local boutique SMEs or national outfits. This consistency and quality of service has been crucial in our success.
The company boasts top national and regional industry names amongst its clients, including Bowmer and Kirkland, CPUK, Persimmon Homes and Pochin.
CPUK Construction Director Steve Rees said; Weve been working in partnership with BCUK for the last decade because they work tirelessly to understand our long term business needs and our Companys friendly and supportive workplace culture. They have recruited many high calibre Permanent and Temporary staff to join our team. Their flexibility, efficiency and ability to secure quality candidates has allowed us to concentrate on keeping our projects working to time and budget, while they look after our recruitment. Congratulations on getting through your first 10 years, and we look forward to working with you over the next 10!
Looking to the future, Director Tamsin Marlowe said; Were excited to see what the next decade holds for Building Careers UK. Weve broken records in a constantly changing and challenging market over the past 10 years, and we want to continue our efforts of increasing and maintaining levels of quality into the next 10. Ultimately, we want to build on our current success supporting our clients, candidates and our wider communities too.
04-June-2017
- usatoday.com Pressure builds to give hourly workers more of a say in the hours they work
04-June-2017
- usatoday.com The U.S. dollar fell sharply immediately following the release of payroll data from the Labor Department which showed that fewer-than-expected jobs were added to the economy last month.
Video provided by TheStreet
04-June-2017
- telegraph.co.uk
04-June-2017
- theargus.co.uk A SURVEY has revealed the career dreams Brits had as children.
Research carried out by beabetteryoucourses.co.uk reveals that 72 per cent of Brits dreamof fighting crime or saving lives by joining the emergency services.
Meanwhile 69 per cent aspired to become a celebrity superstar by working in the entertainment industry.
Another 64 per cent of adults admitted to having hoped for an office job. Other top ten career aspirations included the armed forces and healthcare.
However, despite having aspired to embark on the career path of their dreams, 59 per cent of Brits are not passionate about the job they currently do. Meanwhile a further one in four have no genuine interest in the current job they do. And just one ten people surveyed said they had ended up in a career that they had dreamt of as children.
Simon Bubb, managing director of the firm, said: Its surprising to see that so many workers are choosing to remain in a role which they have no genuine passion or interest in.
The research found that many Brits dont make a decision about their career until as late as 30. However 64 per cent of them had decided what path to take between the ages of 18 and 21.
Bubb said: For those how are looking to make a career change, or who are yet to make a decision about the path they want to follow, our advice would be to take advantage of the support services available to you and do your research.
03-June-2017
- theargus.co.uk STAGECOACH in South Wales has invited potential engineers to apply for its apprenticeship scheme.
03-June-2017
- reuters.com WASHINGTON (Reuters) - U.S. job growth slowed in May and employment gains in the prior two months were not as strong as previously reported, suggesting the labor market was losing momentum despite the unemployment rate falling to a 16-year low of 4.3 percent.
03-June-2017
- 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.
03-June-2017
- theargus.co.uk Are you fully up to speed with your portals? No, its not a quiz question for Dr Who buffs. Were talking about the online world of selling homes.
03-June-2017
- 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.
03-June-2017
- theargus.co.uk A CITY firm is calling on new recruits to participate in its graduate programme.
03-June-2017
- theargus.co.uk A SENIOR statistician has said the labour market appears to be edging towards full capacity.
David Freeman, a statistician at the ONS, was highlighting how employment has risen.
The employment rate rose to 74.6 per cent in the final three months of last year, the highest rate recorded since data started being collected in 1971.
However its not all good news. New figures show wage growth has slowed. Average earnings are 2.6 per cent higher during the fourth quarter compared with the same time a year earlier.
One of the reasons for increased employment is more women entering the work place. Male employment rates are actually low but the proportion of women in work stands at 70 per cent. The unemployment rate remained at 4.8 per cent, the lowest level since 2005.
The increase in employment was also accounted for by a 45,000 rise in the number of people employed fulltime, while the number of people working part-time fell by 7,000.
Not all regions fared equally in employment however. Employment hit a record high in London, the southeast and Northern Ireland but in the past year the employment
rate has fallen other areas such as in Scotland, the north-east, northwest and the east of England.
While wages usually grow with employment, this wasnt the case. The annual growth in average earnings during the fourth quarter to the end of December was at 2.6 per cent. Inflation also picked up, meaning earnings rose by just 1.4 per cent after inflation. This was the lowest growth for two years.
It was forecast by Bank of Englands agents in surveys that the slowdown will continue in 2017. Employers predict average pay settlements of 2.2 per cent this year, down from 2.7 percent in 2016.
03-June-2017
- theargus.co.uk THE Co-operative Group has big plans for 2017, with 100 new stores set to open across the country creating 1,500 jobs.
Co-op will invest £70million in the new shops, which will be spread throughout the UK in London, South East England, Yorkshire and Scotland.
If they keep to schedule the Co-op will have opened five stores in London by the end of March. Other new stores will open in Swansea, Kings Bromley in Staffordshire, Beverley in East Yorkshire, Northfields in East Lothian and Sheffield. The business opened a similar number of stores in 2016.
The company is entering the last phase of a three-year turnaround programme after a period of disorder mostly to do with Co-op banking.
Stuart Hookins, property portfolio and development director at the Co-op, said:
While other retailers are scaling back their expansion plans, the Co-op continues to open new convenience stores.
We opened 100 stores in 2016, and we plan to open hundreds more new stores over the next few years.
The Co-op has a clear food strategy, which is to deliver a great and convenient shopping experience for millions of members and customers on a daily basis. As part of this
strategy our acquisitions programme is fundamental to its success, and we are actively seeking new opportunities.
We are the fastest growing non-discounter and most frequently visited. Our new stores will ensure even more shoppers can visit the Co-op.
Business Secretary Greg Clark said: The Co-ops decision is fantastic news for our retail sector and a further vote of confidence in the UK economy. This Government is
determined to create an economy that works for all, which is why our upcoming industrial strategy will focus on creating an environment where businesses big and small can thrive.
03-June-2017
- dailymail.co.uk Here, The Mail on Sunday explores how to cut your water bills and protect a precious resource.
03-June-2017
- dailymail.co.uk While headline prices often seem cheap, hidden costs and dubious extras bump up the price, meaning drivers frequently face paying double the original quote.
03-June-2017
- dailymail.co.uk Bank of England data shows borrowing on plastic has reached £68billion a 10 per cent rise in a year. Consumers need to have their wits about them to avoid a nasty repayments shock.
03-June-2017
- dailymail.co.uk Allianz Worldwide Care will launch its flexible international private medical insurance on Tuesday.
03-June-2017
- dailymail.co.uk They are calling for the next Government to tackle migration to stop the industry falling off a cliff edge as European Union workers desert Britain.
03-June-2017
- theargus.co.uk THE Royal Mint is ringing the changes for the New Year quite literally... by replacing our £1 coin for the first time in 30 years.
It will be swapped for a larger, thinner, 12-sided, bi-metallic coin in March.
Thats a lot to deal with. First off, how are we going to release shopping trolleys?
Undoubtedly, it will take time to get used to things.
Unless youre an HR professional. After all, one of the essential skills any HR practitioner must master is the successful management of change.
This is true whether youre seeking a starting role as an HR assistant or hoping to nail HR director to your office door in 2017.
Achieving mastery involves first understanding the mechanics of every new change, however big or small. This means discussing every element with managers until there is a clear picture of whats going to happen, how this will look, and what the final outcome will be.
Along the way youll ask the questions others may not be thinking (or avoiding!): Does everyone have the skills and resources to make the change? Will extra training be needed?
In fact, your greatest value at this stage will be as a pesky busy-body, insisting enough time and energy is spent on laying solid foundations.
After this, communication is everything.
The first thing to remember is its only human to resist change, so theres no point storming in with your best Borg impression: Resistance is futile!
Instead offer information as plainly and as completely as possible. Whats changing, how its changing.
Once the what and the how are understood move to the why: Why the company is moving in this direction, why the change is a great idea, and why everyone must come onboard.
Now be prepared to answer questions, such as: But whats wrong with the way things are? Will I have to work longer?
If the change is taking place in a specialist area, harness the talent around you to provide knowledge and expertise.
Introducing a new intranet-based service, for example? Ask your IT guru to help explain the details.
Often changes within a company can impact clients too, so guide them through whats happening if you have a communications officer, use their channels.
Finally, gathering feedback will highlight areas needing fine-tuned to make the change a rip-roaring success.
Master change and you master your career destiny!
03-June-2017
- telegraph.co.uk
03-June-2017
- theargus.co.uk UK ranked third place in expat career progression with Hong Kong at the top
03-June-2017
- theargus.co.uk EMPLOYERS are missing out on talented workers because of negative attitudes towards people who have a tattoo, says a new report.
03-June-2017
- theargus.co.uk EMPLOYERS regularly tell women to put on more makeup, wear high heels and short skirts, according to new research.
03-June-2017
- theargus.co.uk Council and schools team up in bid to attract more to roles across the county
03-June-2017
- theargus.co.uk Number of self-employed men in pension schemes dropped to less than a quarter
03-June-2017
- theargus.co.uk ALL new police officers will have to be educated to degree level in future under changes to recruitment.
A paid three-year degree apprenticeship is among three options open to people wanting to join one of the 43 forces in England and Wales under changes unveiled by
the College of Policing.
Would-be police officers can alternatively do an unfunded degree in policing or a funded postgraduate conversion course if they already have a degree in a different discipline, the professional body said.
Chief Constable Alex Marshall, the colleges chief executive, said the changes would ensure forces were better placed to address changes to crime-fighting.
He said: At the moment, it is very lopsided and we dont do a lot of professional development in policing.
If you compare it to medicine or the military (where) there is massive investment in training and development, in policing there is a tiny investment.
The nature of police work is getting quite complex.
We dont think the investment has been made in policing in terms of professional development and this is one of the ways that we start to address that.
Mr Marshall said the college would use its powers to force through the changes, which would mean the public should receive the same level of service regardless of where they live.
The apprenticeship, due to be introduced next year, will see recruits undertake a three-year course, while receiving a salary and having the university academic component funded by their force. The postgraduate course would last six months and would also be funded.
In contrast, the policing degree would have to be self-funded and the student would still have to successfully apply to become a police officer after completing it. Mr Marshall said the college was in talks with 12 universities.
03-June-2017
- theargus.co.uk HALF of workers would stay in their jobs longer before retiring if they were offered flexible arrangements.
A survey of 1,400 workers also revealed a similar number would want to work parttime, while a third were keen to take on a less demanding position.
The research by the Department for Work and Pensions showed almost a third of under 24-year-olds expect to work into their 70s before retiring.
Employment minister Damian Hinds said: There are more older people in work than ever before, but we know that many leave the workforce earlier than theyd like.
Having greater flexibility over when and for how long they work is clearly something that appeals to many people.
Encouragingly, were seeing more employers taking on older workers as they recognise the benefits of having them on the payroll.
But we want to go further to help more older people stay in employment, which is why in the new year we will publish a strategy led by employers on how we plan to do it.
03-June-2017
- theargus.co.uk PUPILS across Essex will be given an exclusive careers booklet to help them get on the right track to their dream job.
The Essex Employment and Skills Board (ESB) has created the booklet to give year nine pupils in all schools in Essex, Southend and Thurrock the information they need about jobs in growth sectors in the region to let them know about the wealth of opportunities available to them.
The booklet contains competitions where students can enter to win one of 14 £30 Amazon gift vouchers as well as details of more than 70,000 local vacancies in Essex, Southend and Thurrock, demonstrating the excellent opportunities which exist for an exciting and fulfilling career in the county.
The factsheets provide localised career information for each of the ESBs priority sectors: Advanced manufacturing and engineering; care; construction; health; finance and insurance; IT; digital and creative; and logistics.
It is part of the ESBs response to ensuring key sectors across Greater Essex have the future workforce they need and young people aspire to amazing, well-paid career opportunities which are available locally.
Suzanne Jude, ESBs chairman, said: We are really excited to be launching these fantastic new resources, responding to feedback from young people and schools that theyd like localised information. What we have on offer in Essex is incredible and we want to ensure that young people can benefit.
These factsheets will be a great way for schools and young people to learn more about their local economy and career opportunities.
We are very fortunate in Greater Essex that such localised resources are being developed through the strong partnership of employers, educators and local authorities as represented on the Employment and Skills Board.
Kevin Bentley, Deputy Leader at Essex County Council and councillor responsible for Economic Growth, Infrastructure and Partnerships, said: Essex is a national economic powerhouse boasting businesses as diverse as finance, advanced manufacturing, bio-tech firms, creative companies and a thriving retail sector. This diversity creates fantastic employment opportunities for young people in Essex.
These factsheets will help them learn about the wide range of opportunities available and make sure that they have the skills they need to secure employment and benefit from Essexs ongoing success story.
03-June-2017
- theargus.co.uk RETAINING employees will be of top concern in 2017. Here are four ways companies retain their current employees and win talent this year, according to Forbes Offer better pay If you dont pay employees fairly, they will leave and no perk will change their mind. A new poll by 60 Minutes and Vanity Fair found the best way to keep an employee motivated is money, and 35 per cent of respondents said it was the most important thing they look for in a new job. Employees can review websites such as salarygraph.co.uk and payscale.com to see the average pay for different professions in various industries. They can also speak to their peers or current employees to compare and contrast their pay, and leverage it in a negotiation with their employer. Promote career mobility When employees, especially millennials and Generation Zs, arent able to advance at work, they immediately start searching for other opportunities. That is why companies are offering more career mobility opportunities, which support employees who want to move across different departments or even change their occupation. A study by Cisco and Future Workplace found this mobility helps increase engagement, productivity and teamwork. This result makes sense, because employees want new challenges and opportunities in order to stay engaged in their work, grow their skills, and advance in their careers. Encourage flexibility While technology has allowed us to work wherever and whenever, it has meant many of us cant switch off from it. In light of these new work demands, employees are seeking ways to better manage their personal time and relationships. Flexibility is crucial because employees are expected to respond to emails and phone calls after hours for no additional pay. Flexible work could include flexible hours, working from home and other types of work arrangements. Provide learning opportunities One of the best ways to increase retention is to enrich employees with the education and tools required to thrive in your organization. A recent study by Udemy uncovered that 46 per cent of employees cite limited opportunities to learn new skills as the top reason why they are bored in their current roles and looking for a change. Training and development opportunities can help companies not only with retention, but also with developing their next generation of leaders.
03-June-2017
- theargus.co.uk UP TO 30,000 jobs in the learning disability sector could be at risk in the next four years, a charity has warned.
In a report entitled It Doesnt Add Up: The financial crisis crippling the social care sector, the learning disabilities charity Hft says the rising cost of adult social care services means providers are facing increasing financial pressures.
Among growing costs, it cites the National Living Wage (NLW) which will add £460m to wage bills in the learning disability sector by 2020. Because the social care sector has the highest proportion of staff aged over 25, it will more adversely affected by the NLW.
Robert Longley-Cook, Hft chief executive, said: Hft wholeheartedly supports the introduction of the NLW. However we have grave concerns about its implementation at local and Westminster level. The social care sector is facing increasing demands. This situation is simply unsustainable.
The charity is looking for a five per cent increase in funding per year for the social care sector until 2020. Hft carried out the research in conjunction with the Centre for Economics and Business
03-June-2017
- theargus.co.uk READY for your close up? You better be because the world of call and contact centres is changing. No longer are you just a line of webchat or a voice on the phone. Now you could soon be centre stage and in the spotlight.
So how do you feel about taking on such a visible role? Would you like to see your customers and for them to see you, or are you much happier being an invisible presence?
Dont let camera shyness cripple your career. If you have your sights set on one of the many call and contact centre vacancies that now involve video calling, heres how you handle those closeup shots.
Smile nobody likes talking to someone who looks grumpy. By making your best smiley face your default setting youll instantly convey the impression of being warm and helpful.
Speak slowly you dont need to speak like HM the Queen or change your accent, but you do need to speak slowly. Customers will be calling in from everywhere and theyll quickly get frustrated if you talk so fast they cant make out your words.
Sit up straight slouching in your chair gives the impression you dont really care and swivelling on it could actually make callers feel sea-sick. Sit upright but relaxed at the front of your seat.
Chin down nobody wants to look up your nose. Callers will also get distracted by untidy hair and clothing, so check in the mirror before you start your first call. If you wear glasses, make sure they have an anti-glare tint or swap to contact lenses. And dont fiddle with your jewellery, it makes you look anxious or guilty and thats never a good look.
Elbows in if you have a tendency to throw your hands about while explaining something, you can prevent the habit from becoming distracting by keeping your elbows tucked close to your side. That way your flying hands wont disappear out the edge of the frame.
03-June-2017
- theargus.co.uk THE start of a new year gets everyone feeling more reflective than a glitter ball in a torch factory.
Well, if youre caring by nature but your current job doesnt satisfy your urge to help people, this is the perfect time to consider a change.
The role of a social worker is to work with individuals, families and groups to improve their lives.
Often those who require help are at their lowest ebb or are vulnerable because of addiction or illness.
One day you could be working with an adopted person to help trace their birth family, the next assisting someone to rebuild their
life after a long stay in hospital.
Theres one constant you can be sure of though: Social work is never dull.
Equally, there are few things as satisfying as helping people change their lives for the better.
Social workers are gatekeepers to a variety of services. They can help individuals claim benefits, access legal advice and navigate the maze of local authority departments. They can also arrange hospitaltreatment or services, such as home care assistance.
If youre keen, but still feeling nervous about how you might fit into a new role, its helpful to know many people enter social work after a career elsewhere.
This is a field that attracts a whole range of people of all ages and from many different backgrounds.
To work as a registered social worker, you must complete an approved degree. If you already have a degree in another subject, you can study for a post-graduate qualification.
Just as important, life experience or volunteering will make you a compelling candidate for any course or position.
Salaries start at between £23,000 and £25,000 for a new graduate. This rises quickly to £29,000 or more in the first few years, depending on the field.
You can find yourself working with children and families, those with addiction issues, the elderly or individuals with a mental health diagnosis.
This means empathy and communication skills are naturally great personal attributes to bring to the job.
Be warned: The work can be demanding, and occasionally upsetting, so perseverance and a rhinothick skin are also good qualities to have.
The administrative side of the job means planning and organisation skills are essential to get the best for your clients.
Above all, as a social worker, you will have the power to transform lives.
03-June-2017
- theargus.co.uk WALES champion chef Simon Crockford has come a long way in the 10 years he has been at Celtic Manor Resort.
03-June-2017
- theargus.co.uk Most job seekers know the frustration of getting a second interview only to be 'pipped at the post' by another candidate.
03-June-2017
- theargus.co.uk WHEN you have a wealth of specialised knowledge, it can be easy to dismiss soft skills. After all, your technical talent does the talking, right? Wrong!
Dont be deceived by the name. Socalled soft skills, such as communication and team working, are arguably just as important in your day-to-day engineering role.
Whats more, when it comes to landing a new job or being promoted, an ability to get on with different people right across the company always stands out.
So, lets see how we can toughen up on those feather-soft skills! Communication Being able to explain ideas clearly and concisely is crucial for engineers. Whether its a written report or a big presentation, miscommunication can cause a whole lot of bother.
Engineers are often required to communicate projects to non-engineers and being able to do so in a clear, jargon-free way is a skill in itself.
Dont forget, half of communication is about listening accepting feedback and acting on it without being thin-skinned is invaluable. Actively listening to your colleague means taking in complex technical information, but its also about picking up on when they have reservations or would welcome alternative suggestions.
Adaptability Adapt or die! said English naturalist Charles Darwin. Actually, he didnt, but lots of people say he did. No matter. The sentiment is true.
Being able to adapt is the key to survival in both the animal kingdom and the world of work.
In hi-tech engineering industries, change is constant and having an adaptable mindset can make a huge difference to your approach. Teamwork In engineering, teamwork is the linchpin of the whole operation. There are very few successful engineering firms with a head count of one. While in ye olden days inventors often worked alone, today more research papers and patents are submitted by teams than individuals. Being a good team player means giving it your best, but also knowing when to step aside into a more supportive role and let your teammate take charge in their area of expertise.
Creativity Engineering is about problem solving. Being able to think creatively about a scenario and come up with a sometimes offthe-wall solution is the sign of a great engineering mind. A flash of creativity can often trump hours of logical trial and error. Some folk have creativity in abundance but like all soft skills it can be nurtured. Its arguably the most important soft skill of all innovation is the essence of engineering.
03-June-2017
- usatoday.com If you give in to misery and retire prematurely, you could wind up in a tough financial situation.
02-June-2017
- reuters.com FAYETTEVILLE, Ark. (Reuters) - Wal-Mart Stores Inc executives on Friday reassured workers they remained integral to the company's success as they highlighted investments in online sales and other technology to compete with rivals like Amazon.com Inc .
02-June-2017
- abcnews.com A slowdown in hiring last month pushed the dollar lower and sent bond yields to their lowest level of the year.
02-June-2017
- abcnews.com US hiring slowdown suggests employers are struggling to find qualified workers to hire
02-June-2017
- workforce.com The Society for Human Resource Management has a new leader, and he brings a diverse resume to the job, including a stint as board chair of the 285,000-member organization. Johnny C. Taylor, an attorney and credentialed HR practitioner, will become SHRMs seventh president and CEO in November. Johnny C. Taylor was named SHRMs new CEO on June 1. Since 2010,...
The post SHRM Taps Credentialed HR Leader Johnny Taylor as New CEO appeared first on Workforce Magazine .
02-June-2017
- onrec.com Posted in Appointments One of the largest full service law firms in Scotland has today (1 June 2017) announced the appointment of three new partners, expanding its senior team in Dundee and Edinburgh. on 02 Jun 2017
Two of the appointments at Thorntons are of existing associates, namely Chris Byrne and Jacqueline Henderson. The third appointment is Morna Coutts, who joins the firm after seven years at Morton Fraser.
Morna joins the Private Client team based in Thorntons Edinburgh office, enhancing the firms commitment to the capital and providing additional support to the existing team there. She boasts expertise in capital taxation and succession planning alongside wills and trust arrangements for high net worth individuals covering complex estate administration and powers of attorney.
Chris joined the firm when it amalgamated with Murray Donald in November 2014 after spending most of his career prior to that with a large commercial practice in Glasgow. He is an experienced corporate lawyer and, as part of the corporate team in Dundee, becomes partner after working closely with former chairman Jack Robertson.
The third appointment is residential property specialist Jacqueline, who joined the firm in January 2015 following roles at Fife Council and Pagan Osborne.
Scott Milne, joint managing partner at Thorntons, said: I am delighted that our latest appointments include two internal promotions but also that we welcome Morna Coutts as a new recruit to the firm.
Appointments like these are further evidence of our desire to invest in our people and our commitment to being a prosperous and sustainable firm.
Congratulations to our three new partners, I have no doubt their appointments will enhance the firm and its continued aspirations to be the most respected full service law firm in Scotland.
For more details on Thorntons and its services visit www.thorntons-law.co.uk .
02-June-2017
- onrec.com Demand for HR professionals rose 4% year on year to March 2017 according to the latest data from The Association of Professional Staffing Companies (APSCo). The number of vacancies for recruitment specialists within this group increased by 12% over the same period. Posted in News archive on 02 Jun 2017
Company Profile APSCo View profile » The pivotal month for the period was March 2017, which saw a 9% increase when compared to March 2016. The top sectors for HR openings over the past year were advertising and media, with vacancy growth of 34% and 33% respectively.
The data, which was based on analytics provided by Vacancysoft, found that Greater London, unsurprisingly, continues to be home to the lions share of HR vacancies, with almost half (43%) of the countrys roles based in this region. However, this represents a slight contraction of 1% year-on-year, while others areas such as the West Midlands and the South East have experienced an increase in demand (14% and 11% respectively).
Ann Swain, chief executive of APSCo, commented on the report saying;
The fact that demand for HR professionals has increased year-on-year is unsurprising when you consider the current level of wider geopolitical uncertainty. The ability for a business to thrive in a post-Brexit world relies on it being able to attract and retain vital skills. Potential legislative changes associated with the UKs exit from the European Union, and indeed a new Government, mean that organisations are bringing on board expertise in this area to ensure they are prepared for, and resilient to, change.
It is also no shock that demand for recruitment specialists is outstripping general HR vacancies. According to the latest APSCo Deloitte Recruitment Index, 61% of recruitment leaders say their greatest challenge is growing headcount. It is ironic that organisations are finding it increasingly challenging to recruit recruiters and something which APSCo is working hard to rectify.
02-June-2017
- onrec.com Latest research insights1 from Magnet.me, the website which connects students with graduate employers, reveals the views of the graduating students in 2017 on job prospects, Brexit and the 2017 UK General Election. Posted in Statistics and trends on 02 Jun 2017
Jobs: only one in nine 2017 graduates have a job secured
Election: students fear Conservative landslide victory in job pursuit.
Tuition fees: a third feel promises of abolishing tuition fees will become reality
Latest research insights 1 from Magnet.me , the website which connects students with graduate employers, reveals the views of the graduating students in 2017 on job prospects, Brexit and the 2017 UK General Election.
Brexit fears have doubled in the minds of 2017 graduates since the start of year. When polled in January a third (35.5%) flagged Brexit as the greatest concern in securing employment, this is now up to almost two-thirds (64.9%).
More than half (54.4%) of students expected to graduate this year have little to no idea of what they will be doing in in the next 6 months, with the majority (57.1%) considering or very likely to join the gig economy.
Only a fifth (19.3%) of students indicated they know exactly what they will be doing in the coming months, with most (59.7%) entering working life.
Whilst a vast majority of the new crop of graduates are uncertain about their immediate future, 7 out 10 (71. 4%) felt that they would be more optimistic about securing a job in 2017 if the Labour party came into power. Only 16.1% polled felt a Conservative party government would be an encouraging sign for their job prospects.
The issue of immigration has dominated the Brexit debate, but the majority of 2017 graduates (53.6%) remain indifferent to any curbs in immigration on their hopes of securing employment. Only 1 in 20 (5.4%) were confident that they were more likely to get a job with tighter immigration rules
Over a third of students (37.5%) polled were confident and optimistic that manifesto pledges (Labour and Green Party) to remove tuition fees would become a reality. The vast majority (53.6%) felt it was uncertain and unsure either Labour of the Greens would actually deliver on this pledge.
Vincent Karremans, Founder of Magnet.me commented: At the start of the year, two-thirds of students were optimistic about getting a job this year, 6 months later more than half have lost hope. The growing uncertainty around handling Brexit negotiations and the potential outcomes of the general election have clearly compounded job fears for graduates entering the workforce
Political parties and companies alike are not doing enough to allay the fears of the next batch of graduates. Electioneering encompasses a wide range of issues and it seems student, despite their doubts about abolition of tuition fees becoming a reality, are favouring a Labour government when it comes securing employment
1 Results are from a Magnet.me user survey and focus groups of current (final year) students conducted in May 2017. 8,231 British users responded to the survey conducted online and by e-mail.
02-June-2017
- onrec.com Posted in News archive
With some travelling as much as four hours a day! on 02 Jun 2017
New research from the UKs leading independent job board, CV-Library has found that over two thirds of the nations workers (69.1%) are losing up to 16 days a year commuting to and from work, with over a third (38.6%) of professionals commuting for up to two hours a day.
The survey of 1,200 workers sought to explore how professionals feel about their commute, and whether they are using it to their advantage. Some of the top-line findings include:
Over three quarters (79.9%) of workers commute to work five days a week
62.9% of professionals say that they enjoy their commute
BUT, two thirds (66.2%) would be willing to relocate to make their commute shorter
And 57.3% would turn down a job that required a longer commute
Lee Biggins, founder and managing director of CV-Library , comments: Unfortunately, commuting is often part of the job, especially for those living in bigger cities where inner-city housing can be expensive or in short supply. That said its alarming to learn that many professionals could be losing days, even weeks, each year to their commute, but at least some do appear to be enjoying it!
The study also found that almost half (47.1%) of workers would like to use their commuting time more wisely. When asked what they currently do on their commute, respondents cited that they listen to music (33%), read (11.1%), use the time to learn new things (6.1%), work (5.4%) and catch-up with friends (3.8%).
Biggins continues: While its good to see that many use this time to do recreational activities instead of overworking themselves, its clear that many wish they could make better use of this time. However, this could prove difficult for the majority who are stuck behind the wheel during their journey. Working during long commutes, or doing nothing if youre unable to, brings about the discussion of work-life balance - are professionals losing too much of their free time travelling to and from work?
Finally, the survey also explored how professionals travel to work, with the majority saying they drive in (49.8%). After this, 15.1% get the bus, 14.3% walk and a further one in 10 (10.8%) get the train. Though 20.3% said they dont have to do this every day.
Biggins concludes: Its clear from the data that UK professionals would like shorter commutes, but this is not always possible or practical. If your commute is taking up a large part of your day, use this time to do things you enjoy, and even to improve your skills or learn something new. With so many apps and new technologies available its possible to read, watch TV, or learn another language from pretty much anywhere!
Learn more about CV-Library at www.cv-library.co.uk
02-June-2017
- onrec.com Posted in News archive Whenever you find a job that is even slightly interesting, you can be sure that youve got some serious competition. Of course, if youve got an impressive resume that will help beat the others in the field. Thats not the only way that you can win over a recruiter, however. Another way to do that is to show off your personality. on 02 Jun 2017
The question, naturally, is how to do that? How can you make sure that your personality is actually an asset and doesnt turn into a liability? Thats what were going to discuss today.
Alright, enough pre-amble. Lets get to it!
They want to see personality, not how clever you are
A lot of people seem to think that in order to show their personality they have to either use some clever language or make a joke of some kind. In this way, they believe, they can impress the recruiter and most certainly get hired.
Dont go down that route. Recruiters are rarely in the mood for jokes. Theyre looking for certain skills and abilities and will think your attempt to be clever or your joke is just a distraction. And considering theyve probably got dozens if not hundreds of applications to get through before they can get to their normal job (looking for candidates is rarely the only thing they have to do) they wont appreciate that.
So dont go down that route.
Big words and big sentences dont equal a big personality either
Another wat people try to impress recruiters is by writing long lyrical sentences, where they use lots of three syllable words that many people will need a dictionary to understand. That isnt a good idea, either.
Long sentences and big words reduce readability. Thats the last thing you want to do. Why? Because the average recruiter is going to give your resume about six seconds . That means that they have to be able to scan and pick up the big points in that time. The harder they struggle to understand what youre talking about, the less theyre going to take in.
Whats more, the harder they struggle, the less personality they think you have. After all, why else would you be hiding behind big words?
So, dont do that either.
Dont rely on big words, rely on big ideas
Instead of going down that route, instead of trying to convince people how clever you are by using difficult language, talk about big ideas with simple language. If you can do that, if you can demonstrate complex concepts with simple language, then youre going to make a very good impression indeed, as that means that you dont just know your stuff, but you can communicate it clearly and easily to other parties. That makes you not just a doer, but also a teacher.
In fact, that is where your cover letter should shine. It should be accessible first and foremost so that the people reading it feel the urge to read it right to the end. Then, on top of that, you can build engagement and personality into your cover letter.
So how do you do that?
First of all, use the tools available. There are plenty of them online, like the Hemingway app and readable.io . These will tell you how readable your text is and also point out problem areas so that you can fix those (and thereby boost accessibility).
If you find that too hard, then its time to get help by trying to find the best writing advisor . People like this can point out problems and ways that you can solve them. In that way, it will be a lot easier for you to know what youre supposed to work on.
Everyday text to describe a special person
With those tools, you can then take a text that is truly you (and this is important) and craft it to be truly readable. How do you write a text that is truly you? By talking about the things and ideas that you deeply care about.
The aim, as Ive said before, is never to hide who you are. Thats pointless as when they dont know who you are, theyre never going to hire you. Instead, reveal yourself in the best light of course. Show them your enthusiasm and why you get up in the morning. Tell them why you are so excited about these opportunities.
Be down to earth. The more youve accomplished, the more down to earth you can be. After all, your accomplishments speak for themselves, so why do you need to stand up and blow your own horn?
So dont be a stuffed shirt. Dont be any kind of shirt. For even if you get hired pretending to be somebody youre not, you wont be happy in the job youre entering under false pretenses. And the goal isnt just to find a job, but also to stay in there for a while, so you can grow, learn and enhance the skills you have.
Last words
Recruiters read about people who are full of themselves (or pretend to be) all the time. They can generally see straight through your pretense. That is their job, after all. And when they do, it will generally disqualify you. So dont go down that route. Instead, tell them who you are and tell them what you care about.
After all, though theyre looking for a set of skills, theyre also hoping for a person with the right personality to aid their team and make the place they work at that bit better the environment. Theyre not just looking for somebody who can flip a burger, do the accounts or build a company. Theyre looking for somebody who they might enjoy talking to about such things.
So thats where you show your personality. In that way, youll demonstrate how likable you are and that is one of the best predictors of whether youre going to get hired or not.
02-June-2017
- onrec.com Employers must recognise the rise of the gig-economy and implement strategic workforce planning strategies to reflect this shift. That is the advice from global talent acquisition and management specialist, Alexander Mann Solutions. Posted in News archive on 02 Jun 2017
The recommendation in response to data from Mercers 2017 Global Talent Trends Study, which found that despite the fact that the majority of full-time employees (77%) said they would consider working on a contingent or contract basis, both the C-suite and HR leaders reported that they do not expect the gig-economy to have a major impact on their own business in the next two years.
According to figures from the Office for National Statistics, over the last decade the number of self-employed workers in the UK has surged from 3.8 million to nearly 4.7 million. The figure has risen by 174,000 in the last year alone with 15% of the entire UK workforce now self-employed.
Commenting on the findings, Lisa Forrest, Global Head of Internal Talent Acquisition, at Alexander Mann Solutions, said; As Mercers study shows, the disconnect between the intentions of employees and business leaders around the rise of contracting as a career choice is stark. Consequently, organisations which do not recognise the rise of the flexible workforce risk finding themselves in a situation where they are unable to access the skills their business needs to thrive.
The rise of the gig-economy is encouraging a more Uber-esque approach to recruitment and workforce planning strategies must respond to reflect this. Employers who embrace the rise of the flexible workforce will benefit from being in a position to bring on board specialist skills to help manage demand without the burden of permanent headcount costs. Those who ignore the rise of the gig-economy do so at commercial risk.
The controversy surrounding companies like Uber and Deliveroo is contrasted with the rise of sites like People per Hour, Fiverr and Freelancer, where workers can name their own price for doing tasks they want to do, as well as a whole host of MLM opportunities, auction sites and internet businesses which enable almost anyone to become self employed quickly and with the minimum of hassle. For many, the gig economy promises more options and more freedom but its not all utopia.
Flexible working commentator Adrian Lewis from Activ Absence cautions: For employees of businesses who havent embraced flexible working, a gig employer could seem attractive. Gig employers claim freedom and flexibility, choose your hours, choose your role, work more family friendly hours, and achieve that all important work-life-balance everyone talks about.
However, there are down sides to working gigs rather than a job the hassle of keeping accounts, unstable hours, the fact that flexibility for gig employers works both ways and the reality is that financial pressures could see gig workers having to take gigs they really dont want to in order to pay the bills. Its not all utopia.
However, software like Activ Absence can enable employers to make that work-life balance possible, by delivering the visibility they need to manage home workers. Its not possible for every job, but for those who can, flexible working offers a stable salary, agreed hours and can prove a far better option for employees. Employers can compete with the gig economy but if they ignore flexible working options, they risk losing talent to the companies or gigs that offer them.
www.activabsence.co.uk
02-June-2017
- onrec.com Formerly part of a large global search firm, Savannah brings a bespoke service to each and every engagement Posted in News archive on 02 Jun 2017
Savannah, formerly the UK office of a large global search firm has launched today, combining the personal, bespoke experience of a boutique with the global reach of a larger search firm. Recognising that the executive search sector needs to adapt and capitalise on the digital age, Savannah will focus on empowering business leadership teams and offering a better client and candidate experience.
John Ellis, Managing Partner, commented, We asked our clients the simple question, is there a better way of doing things? And resoundingly they said yes. Client expectations have matured, and were in a position where we can respond and adapt to this changing working dynamic between businesses and executive search and interim firms. Were offering a bespoke service, not trying to force a one size fits all solution on businesses that increasingly value a more modern, flexible way of working.
In the last couple of years, there has been a fundamental shift in how businesses want to engage executive and interim search firms. Increasingly companies want these firms to support and enhance their in-house capabilities by aligning them with specific parts of the search process. Independent and more agile, Savannah believes it is well placed to deliver the tailored experience organisations are seeking, without clients having to compromise on quality or global reach.
The team of 50 includes 20 highly experienced partners that are all deep specialists in their chosen fields including Board and Corporate Functions, Financial Services, Hospitality Travel Leisure, Industrial, Digital and Media Sport & Entertainment industries. Savannah has strong and long-standing relationships with numerous blue-chip global organisations as well as smaller, high growth firms.
Ellis continues: "Digitisation is forcing businesses in all industries and sectors to re-think their products and services and prioritise the customer experience. The executive search and interim industry has the opportunity to harness the power and potential of this to deliver an exceptional end-to-end experience. Our understanding of our clients and their markets combined with our team's expertise and investment in technology is enabling us to deliver a unique, premium proposition at a time when companies are looking to work differently with their executive search and interim partners.
02-June-2017
- onrec.com CV-Library.ie is set to transform recruitment for businesses across Ireland Posted in News archive on 02 Jun 2017
Company Profile CV-Library.co.uk View profile » The UKs leading independent job site, CV-Library, has today announced that it is launching in Ireland, with a view to assist businesses to successfully recruit in their organisations.
CV-Library.ie , which launches today, will see the company grow its presence across southern Ireland and help corporate businesses and recruitment agencies to save time and money on their recruitment drives by searching for candidates from the fastest growing CV database in Ireland.
Lee Biggins, founder and managing director of CV-Library.ie comments: This is an exciting time for us as a business. Following successful expansion in the UK last year, 2017 has been all about tapping into the European market for us. Ireland is a brilliant stepping stone for this as its home to a whole host of exciting organisations looking to strengthen their workforces.
The launch of CV-Library.ie has seen the business recruit for a dedicated sales professional, Gavin Smith, who has 10 years experience in sales and has a strong understanding of the Irish recruitment market thanks to a recent stint at Jobs.ie.
Gavin Smith, Sales Executive at CV-Library.ie adds: Im really looking forward to being a part of the CV-Library team, especially at such an exciting time for the company. The potential in Ireland is enormous and it is a brilliant opportunity for us to support local businesses in recruiting the most talented candidates, while also providing a useful platform for job hunters. I cant wait to take on this new challenge.
Created in 2000, CV-Library has grown rapidly and now boasts over 160,000 jobs from over 10,000 clients, as well as an impressive candidate database of over 11.6 million CVs. With plans to keep expanding at such a fast pace, CV-Library is continuing to connect local talent with the right career opportunities, and gain exposure across Europe.
02-June-2017
- onrec.com Andrew Akesson, Head of Digital, Venn Digital Posted in News archive on 02 Jun 2017
At Googles annual I/O conference the search giant announced that it will be launching Google for Jobs, an initiative aimed to ease the friction job seekers currently have as they scour the web for their next role. By harnessing machine learning, Google for Jobs will enhance the user experience of job seekers by providing them with more relevant results, estimations of commute time and better filtering functionalityall without leaving the search engine.
However, as Dan Shure demonstrated, three weeks before I/O happened, Google have already had this in live user testing.
The most startling part about this is that it has taken so long for Google to enter the $200b industry . Venn suggested that this could happen two years ago when covering the dominance we had seen from Indeed within the job search industry. Bill Slawski was quoted as saying
Googles Head of Structured Data, Alon Halevy, developed a site that aggregated classifieds information together, much like Indeed does. [before he worked for Google].
But Google arent the only ones trying to get a stranglehold on the industry, Facebook have joined the party , meaning that the most popular social network in the world, as well as the biggest search engine in the world are now helping users find jobs. In addition to this there is also LinkedIn as well as the aforementioned Indeed, plus other popular job board websites like Glassdoor and Monster.
What does this mean for recruitment companies who want more presence online?
Google favours data it can pull en masse, i.e. when it is in a structured format that can easily be crawled. We have seen for some time that Google uses schema in the SERPs and job schema has been used as part of this for several years, as the below example shows.
Indeed and other job search websites, such as Monster and CareerBuilder, use schema, and they are able to serve more jobs in a structured way than most other websites. This makes them an obvious target for Google to scrape and use within their new job search functionality, which may be one of the many reasons why Google stated , [it] will initially partner with LinkedIn, Facebook, CareerBuilder Monster, Glassdoor.
The reasons for the above quote make sense, as these are the sites that Google predominantly shows higher up the SERP, but this feature puts the bigger brands under an even brighter spotlight. Will the new feature mean that users are less likely to click on organic listings within the SERP and just go straight to the job search feature?
Google Flight Search didnt kill the competition when the search giant launched that feature (its the search box you get within the SERP when looking for a flight). But the amount of airlines compared to the amount of recruitment companies is incomparable. Most countries have a handful of airlines operating out of them, whereas every town and city has many independent recruitment companies operating within it.
Most people are likely to become behaviourally tuned to click within Google for Jobs, rather than scroll down into the organic listings looking for an alternative job/recruitment company, which may have the potential to make the big job listing websites even more powerful, given their already heavy weighting within the search engine and ability to easily give Google the information the machine needs.
Indeeds brand has been bigger than the recruitment industry for quite some time, as the below image from Google Trends suggests. Although we dont strictly look for jobs by searching recruitment, it does show how the brand of indeed has become heavily intertwined within the industry.
If Im wrong though and Google does give more visibility than I envisage to the smaller recruitment companies, then will it work like it does for local search? If it operates a little like it does with the current local search set-up, then expect results based on links and reviews (to name but a few of the ways to get more traffic from local search ) to be key factors for recruitment companies to stay organically competitive. Although itll also inevitably be a new area for Google to further exploit its Adwords platform, which is an ideal opportunity for recruiters to utilise and beat Indeed to the click.
Location of searcher to job (commute time) may also be a part of the algorithm for most results, but what if you are an oil and gas engineer looking for employment on the other side of the world?
However, if Im in any way correct and the bigger job referral websites get the lions share of job search visibility, then recruiters paying for listings on Monster or having Indeed scrape their website will certainly get eyes on the position they are trying to fill but, how will this impact upon the recruiters brand in the long term?
Initially it appears easy for recruitment agencies to just rely on bigger brands to feed relevant traffic and CVs through to their website, but as they start paying more money to fight for the attention to get their job opening seen, itll start hitting their profit margins.
So instead of simply relying on the job referral giants to send traffic through to recruitment sites, it may be better if the recruiter is proactive and starts to work on their brand and service offering. At the moment, across the board that doesnt appear to be too positive, with 83% (of talent acquisition pros) rating the quality of job board candidates from so-so to terrible.
This means that recruiters have to start offering more.
They need to create more reasons for candidates to come back to site and directly use their services again.
Recruiters need to offer more reasons for clients to endorse the employees they provide, so that they continue to come back for more staffing solutions.
They also have to be prepared to make the most of the increase in referral traffic and decrease in organic traffic that could happen. Recruiters need to embrace this and create long lasting relationships with the candidates that are coming through to site.
Create those positive moments , rather than leaving the candidate or client with a negative impression of the recruiter brand. If recruiters arent constantly working on their brand offering and working to become synonymous with the sector they supply to, then they should be prepared to start paying to be heard in the very crowded realms of Indeed, Monster and Glassdoor.
02-June-2017
- bbc.com The US unemployment rate declined in May, but employers added just 138,000 jobs.
02-June-2017
- onrec.com Posted in News archive 12th July 2017 - Euston, London on 02 Jun 2017
Onrec will be hosting an afternoon Onrec Trade Conference which will give online recruitment suppliers, job boards and other online recruitment professionals a fantastic learning and networking opportunity.
This event will be of interest to owners, directors, senior management of job boards, online recruitment industry suppliers from applicant tracking and aggregators to video recruiters.
By attending the trade conference you will:
- Keep abreast of significant changes in the industry
- Learn how your business can capitalize on these changes
- Network with your industry colleagues
- Be one step ahead of your competitors
The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place.
The Speakers
Madgex
Online Recruitment Market Overview - In-depth analysis of 500 job boards
James Neave, Head of Data Science, Adzuna
The AI explosion and its impact on the jobs market
The rapid progress in artificial general intelligence is expected to reach human level in 2040. At this point, certain activities and interactions with a computer will be indistinguishable from those with a human and as a consequence huge numbers of jobs will be automated - for example any telephone-based staff, data-based decision making such as risk analytics, legal analysis, underwriting, insurance, valuation etc. Even human receptionists and journalists would dwindle. This talk explores the current trends and the likely impact over the next 10 years.
Osborne Clarke
Online Recruitment Legal Update
Overview of the General Data Protection Regulation (GDPR)
Keith Rosser, Chair, SAFERjobs DC Krishan Kapur, Metropolitan Police
Ensuring a SAFER Job Search: How Government & Law Enforcement are helping Job Boards for free!
Keith Rosser, Chair of SAFERjobs, and DC Krishan Kapur of the Metropolitan Police will talk about why 35 of the UK's major job boards are promoting SAFERjobs to job seekers for a safer job search. Hear why 50,000 job seekers a month visit the SAFERjobs site and how SAFERjobs, backed by the House of Commons and House of Lords, are promoting good practice in the sector. SAFERjobs have appeared on BBC News, television, radio, and the main national newspapers such as the Independent, Daily Mail, Financial Times, Sun, and Telegraph.
Laura Stoker, Executive Director of Global Training, AIRS, Powered by ADP
Laura Stoker began her recruiting career as a researcher for executive search firms working on international and domestic projects. She has also worked as a Recruiter for J.D. Edwards in Denver, Colorado and as a Technical Recruiter for EMDS in Brussels, Belgium. She has been using AIRS techniques since she attended one of our first training classes in 1997 and now enjoys teaching the same knowledge to a new generation of Internet Recruiters.
Discussion Panel chaired by David Hurst, Founder, Onrec
Discussion of the latest events in the world of Online Recruitment
Panelist
Phil Edwards, Global Accounts Sales Leader - Talent Solutions at LinkedIn
The cost to attend the Onrec Trade Conference is £95+VAT. Click here to book your place.
www.onrec.com/events/conference/trade2017
02-June-2017
- bbc.com The TUC says black and Asian workers are increasingly more likely to be in temporary or zero hours jobs.
02-June-2017
- insurancejournal.com Toledo, Ohio-based insurance brokerage, Hylant, has named Jim Stengle as senior vice president, employee benefits business development manager. It is a newly created role within the agencys Employee Benefits Practice. Based in Toledo, Stengle has more than 30 years of
02-June-2017
- insurancejournal.com Wanda Becotte will join tKg Wholesale Brokerage as senior underwriter, Small Business Division serving its Southeastern region. Becotte began her insurance career in 2002, working on the retail side for nine years. During this time, she quoted and sold both
02-June-2017
- insurancejournal.com A bill establishing a workers compensation closed drug formulary in Louisiana passed the House and has been referred to the Senate Committee on Labor and Industrial Relations. A legislative analysis of House Bill 592 by states that the law currently
02-June-2017
- insurancejournal.com Detectives with the California Department of Insurance arrested Gina Marie Gregori, 55, of Lafayette, for allegedly underreporting payroll and duping insurers out of $32 million. Gregori was charged with 19 felony counts and is being held on $5.2 millino bail
02-June-2017
- abcnews.com Bond yields sank Friday and touched their lowest level of the year after job growth across the country proved to be weaker than expected last month
02-June-2017
- telegraph.co.uk
02-June-2017
- abcnews.com Billions of dollars in unclaimed money is being held in the United States waiting to be given back to the rightful owners.
02-June-2017
- telegraph.co.uk
02-June-2017
- abcnews.com U.S. employers slowed hiring in May by adding a modest 138,000 jobs; unemployment dips to 4.3 pct.
02-June-2017
- abcnews.com U.S. employers pulled back on hiring in May by adding only 138,000 jobs, though the gains were enough to help nudge the unemployment rate down to a 16 year-low.
02-June-2017
- telegraph.co.uk
02-June-2017
- abcnews.com Bond yields sank Friday to their lowest level of the year, and the dollar's value fell against rivals after the nation's job growth slowed last month
02-June-2017
- dailymail.co.uk Linde and Praxair voted yesterday to combine in a deal that casts doubt over the future of about 3,200 jobs in Britain. The companies plan to save more than £900m from the merger.
02-June-2017
- usatoday.com AP economics writer Paul Wiseman says the Paris Agreement pullout could have a negative impact on the number of available energy jobs. (June 2)
02-June-2017
- insurancejournal.com Recovery crews are continuing to search a mountain of debris for a missing worker following an explosion at a corn mill plant that killed at least two employees, injured about a dozen others and leveled parts of the sprawling facility
02-June-2017
- usatoday.com Melanie Whelan, CEO of SoulCycle, shares her career path and insights as she grows the super popular spinning brand.
02-June-2017
- insurancejournal.com Texas-based insurance, risk management and employee benefits agency, Higginbotham, has hired commercial property and casualty insurance broker Kyle J. Schielack as vice president in Houston. He brings eight years experience managing risk and insurance for commercial real estate and development, multi-family, manufacturing and
02-June-2017
- usatoday.com We break down the low unemployment rate and tepid wage growth.
02-June-2017
- insurancejournal.com An Ohio company has pleaded no contest to a negligent homicide charge in the death of an employee killed while treating hazardous waste. WCPO-TV in Cincinnati reports Environmental Enterprises entered the plea on May 31 to the misdemeanor charge in
02-June-2017
- usatoday.com Start-ups are still popping up everywhere. Here are a few reasons to stay away.
02-June-2017
- usatoday.com The unemployment rate fell to 4.3% in May, down from 4.4% in April.
01-June-2017
- abcnews.com Walmart testing delivery of US online orders by store employees at end of shift
01-June-2017
- abajournal.com The legal profession is tough on women. When I say women, I mean women of all ages, stages of career and relationship status. I am
01-June-2017
- telegraph.co.uk
01-June-2017
- telegraph.co.uk
01-June-2017
- telegraph.co.uk
01-June-2017
- workforce.com Besides convenience, texting is a great way to get a sense of a candidates personality. Millennials and their Gen Z successors have little time for thoughtfully crafted emails or telephone pleasantries. These digital natives grew up texting and often consider other formats to be cumbersome and outdated. So it should come as no surprise that they think text messages are...
The post OMG! Ur Hired! appeared first on Workforce Magazine .
01-June-2017
- dailymail.co.uk Some 40 per cent of students who lease their accommodation dont get their full deposit back but there are some simple steps students can take right now to help avoid deductions.
01-June-2017
- workforce.com One of the most pressing issues employers face today is the growing talent gap. Workers must view education as a lifetime pursuit and employers should assume more responsibility for training and be open to workers who have developed skills through alternative education models. A recent nationwide study conducted by Harris Poll on behalf of my company, CareerBuilder, found that nearly...
The post What Will It Take to Close the Skills Gap? Take an Educated Guess appeared first on Workforce Magazine .
01-June-2017
- abcnews.com "Good Morning America" helps people track down how to get money in the form of lost paychecks, rebates, insurance payouts and more in so-called unclaimed money.
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How can I check if I had PPI on a mortgage 20 years ago?
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How to turn an unexpected windfall into so much more
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How debt yes, debt can help you jumpstart your business
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5 tips for hiring seasonal employees
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U.S. jobless claims rise, labor market still tight
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Fruit farm: ´One Brit applied in five years´
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Officials Say 7 Coal Miner Deaths This Year Raise Questions About Training
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Career Crossing: RIMS Honoree Keaton Hopes to Get Back on Risk Management Track
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Insurance Office of America Acquires Assets of Slaton Risk Services in South Florida
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I´m worried my ID may have been stolen. How can I check?
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Uber employees petition for Kalanick´s return: reports
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January, Rupper and Sanders Join RHSB Insurance in Dallas
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Troubled Deutsche Bank announces 9,000 job cuts
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Dont spend a fortune staff want early finish Fridays and flexible hours
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REC commission of employment experts to help recruitment industry plan for the future
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CSX shareholders vote to pay $84 million related to CEO hire
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SHRM Taps Credentialed HR Leader Johnny Taylor as New CEO
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Three new partners appointed at Thorntons
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UKs leading job board launches CV-Library.ie in Ireland
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Stengle Named Sr. VP, Employee Benefits, at Ohio Brokerage, Hylant
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tKg Insurance Taps Becotte as Senior Underwriter for Small Business in Southeast
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Bill Creating Workers Comp Drug Formulary Advances in Louisiana
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Soft US jobs and wage growth ´unlikely to derail June rate rise´ as unemployment drops to 16-year low
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US employers add modest 138K jobs; rate dips to 4.3 percent
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Jacques Vert closes in on rescue deal to save 1,500 jobs
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At Least 2 Dead in Blast at Wisconsin Mill
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Ohio Company Enters No Contest Plea in Employees Death
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Economy adds disappointing 138K jobs, unemployment falls to 16-year low
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Walmart testing store employee delivery of US online orders
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Royal Dutch Shell cuts more jobs in Aberdeen
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Bank of England faces strike as workers vote on ´contemptuous´ 1pc pay offer
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OMG! Ur Hired!
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How to get your deposit back from your landlord in full
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WATCH: ´GMA´ helps reunite people with unclaimed cash
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