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Jobmobile News - News of the world of labor
Even in a hot job market, here are 4 reasons to consider taking on a seasonal position
30-September-2018 - usatoday.com
Companies are getting more aggressive when it comes to filling open positions. This may make it attractive for people to consider seasonal work.
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Hiring opportunity: Seasonal workers will see more jobs, higher pay this holiday season
29-September-2018 - usatoday.com
A large number of employers will be seeking seasonal help during the holidays. The average hourly wage is projected to climb from to $15.40 this year.
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Exclusive: With six months to go before Brexit, 630 finance jobs have left - Reuters survey
28-September-2018 - reuters.com
As few as 630 UK-based finance jobs have been shifted or created overseas with just six months to go before Brexit, a far lower total than banks said could move after Britain's surprise vote to leave the European Union, according to a new Reuters survey.
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BMW´s independent German dealers agree to sign new contracts
28-September-2018 - reuters.com
BMW's association of independent German car dealerships advised its members to sign new long-term contracts with the carmaker before a deadline at the end of the month to avoid disruptions to the sale of cars and spare parts.
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Frenkel & Company Hires Ferber as a Principal in New York
28-September-2018 - insurancejournal.com
Frenkel Company, an EPIC Company, has hired Joseph Ferber as a principal in New York. Ferber will report to Phil Remig, Northeast region senior vice president of Operations and Sales. In his new role, Ferber will be responsible for
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National Work Life Week: working hours and salary the main career considerations
28-September-2018 - onrec.com
National Work Life Week aims to encourage companies to think about their employees' wellbeing and happiness and new research has asked British workers about the things they most want from their work. Posted in News archive on 28 Sep 2018 The YouGov survey 1 of 2,000 adults, commissioned by the Oxford Open Learning Trust, found that while money is predictably the biggest motivator behind career choice (64%), over half of the respondents cited working hours as an important factor (55%). With people striving for a healthy work-life balance, it is perhaps unsurprising that workers are looking for employment that fits in around their lifestyle and allows them enough time to themselves. It is also encouraging to see enjoyment listed as the joint third most considered aspect during the job search process. Finances will always be central to a lot of career changes, but half of Brits (50%) say they would follow their heart and look for jobs which align with their personal interests. The top 10 most important factors when choosing a new job ar 1. Salary: 64% 2. Working hours: 55% 3. Location: 50% =. Personal interest / enjoyment: 50% 5. Job security: 40% 6. Working environment: 37% 7. Opportunities for progression: 26% 8. Opportunities for training / learning a new skill: 23% 9. The opinions of my family / partner: 12% 10. Status: 9% The research found that over a quarter of British workers (28%) are considering switching careers in the next decade, while 13% are possibly looking to move within the next four years. It appears that Brits are prepared to put the effort in for these new jobs, with nearly three in five UK adults (58%) saying they would consider training/retraining for a new career. This figure rises to around two thirds (66%) among current workers. Dr Nick Smith, courses director and founder of the Oxford Open Learning Trust, said: People often see the start of the year as a good opportunity to start afresh and plan for a brighter future. Moving jobs is one way of achieving a lifestyle shift and its really interesting to see the main reasons why people are looking to make such changes. While money is always going to be an important consideration, it is pleasing to see that the nation is looking after their own interests too, with things like location and enjoyment listed highly. The survey was commissioned to launch the Profession Picker tool, which is designed to help adults who are thinking of making a career change. Each year, the Oxford Open Learning Trust serves learners that might need an extra qualification such as a GCSE or A Level in order to get their desired job and start a new career. To use the tool, head to: http://www.ool.co.uk/the-profession-picker/ 1 All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 2003 adults. Fieldwork was undertaken between 27th - 28th April 2016. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+).
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All businesses should publish their parental leave policies to be employers of choice
28-September-2018 - onrec.com
Today, the deputy leader of the Liberal Democrats Jo Swinson has announced ten major employers who have committed to publishing their parental leave and pay policies. The organisations include nine members of Business in the Communitys (BITC) gender equality campaign. Posted in News archive on 28 Sep 2018 Ten major employers commit to publishing their policies Equal Lives research found over half of men want to be more involved in childcare Only 37% of men have discussed their caring responsibilities with their line managers Today, the deputy leader of the Liberal Democrats Jo Swinson has announced ten major employers who have committed to publishing their parental leave and pay policies. The organisations include nine members of Business in the Communitys (BITC) gender equality campaign. Chloe Chambraud, gender equality director at Business in the Community, said: Publishing parental leave and pay policies can be a daunting step for employers, but it is vital in order to position themselves as an employer of choice. By being open and transparent about their parental leave and pay policies, these organisations have demonstrated their commitment to tackling gender inequality. This policy will allow new and future parents to make more informed choices about who they work for, and also has the potential to reduce bias and discrimination. However, employers must also create a culture where employees feel confident discussing their family responsibilities at work. Our recent Equal Lives research , in partnership with Santander UK, showed that over half of men wanted to be more involved in caring, but only 37% had discussed their caring responsibilities with their line managers. Businesses therefore have a key role to play in ensuring all their employees male and female - are informed about the opportunities available to them and receive the support they need to successfully balance their careers with caring responsibilities.
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Insurance Pros Guide to How to Dress, Behave, Speak at InsureTech Conference
28-September-2018 - insurancejournal.com
Its billed as the worlds largest gathering of insurance leaders and innovators. So, of course, as an insurance leader and/or innovator you will be one of the 6,000 attendees at the ITCthe InsureTech Connect Conference at MGM Grand in Las
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California Governor Signs Bill to Provide Workers Comp to Peace Officers Injured out of State
28-September-2018 - insurancejournal.com
California Gov. Jerry Brown has signed a bill into law peace officers can file a claim for workers compensation if injured or killed while in the line of duty while out of state. Brown signed Assembly Bill 1749 into law.
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Support offered by employers to help staff plan for their future is too narrowly focused, research suggests
28-September-2018 - onrec.com
Research into the support offered by employers to help staff in mid-life plan for the future has been published by the Calouste Gulbenkian Foundation (UK Branch) and the Centre for Ageing Better. Posted in News archive on 28 Sep 2018 Carried out by the Institute for Employment Studies, the research details the types of support currently being offered by employers, involving interviews with 25 companies from 13 industries. While many of the employers interviewed are offering some kind of support to plan for the future, this is often narrowly focused on a single issue such as pensions. Few of the employers looked at by the study support their staff with issues such as long-term career development, plans for retirement, managing caring responsibilities, or improving health and well-being. Employers were motivated to offer support to be seen as a an employer of choice and to retain valued skills. Many didnt target their interventions by age, despite support on some issues potentially being more appropriate for workers at different points in their lives. The research was commissioned as part of a wider project by Calouste Gulbenkian Foundation (UK Branch) and the Centre for Ageing Better, exploring how to support people to manage and prepare better for later life. It suggests there is potential to extend current employee benefit schemes to include holistic support for employees from mid-life. This would enable them to make informed decisions that will enable them to have a good later life. The research builds on previous work released in the last month, including: A qualitative study into the challenges people in mid-life face in planning ahead; A review of the published evidence about the barriers to planning for later life; and A report showcasing four mid-life MOT pilots exploring new approaches to providing more holistic support to help employees plan ahead in terms of health, finances and careers. Andrew Barnett, Director of the Calouste Gulbenkian Foundation (UK Branch) said: We are living longer and that is having an enormous effect on our workplaces, finances and caregiving responsibilities. While there are many exciting opportunities that come with longer lives, they need to be planned for and supported. Some employers understand this and are pioneers in this field. But most people do not receive the holistic approach needed to reduce what could be serious problems in the decades to come. Anna Dixon, Chief Executive at the Centre for Ageing Better, said: Its great that some employers are offering support for people to plan ahead, but it needs to be wider than just financial support. Such support needs to focus on peoples goals and cover the social and emotional aspects of later life including relationships, as well as practical support with careers, health and pensions.
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Mitchell International Enters Merger Agreement with Pennsylvanias Genex
28-September-2018 - insurancejournal.com
Mitchell International, a San Diego, Calif.-headquartered provider of technology, connectivity and information to the property and casualty insurance and collision repair industries, and Genex, a provider of clinical solutions to the workers compensation, auto and disability insurance markets, have entered
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REC - Dont blunder into poorly evidenced contractor tax reform at Budget
28-September-2018 - onrec.com
The Recruitment Employment Confederation (REC) Budget submission calls on the government to avoid rushing through changes to how contractors pay tax (IR35) in the private sector. Citing evidence from public sector changes, the leading voice for the recruitment industry says they could be counterproductive for the Treasury and damage the jobs market at a difficult time for business with Brexit on the horizon. Posted in News archive on 28 Sep 2018 Company Profile REC View profile » A new survey of REC members, forming part of their Budget submission, indicates: 72% of members surveyed said that early implementation of IR35 in the private sector would lead to an increase in tax avoidance schemes and non-compliant intermediary models 42% of members surveyed said that they had observed an increase in the number of non-compliant umbrella/intermediary models since the introduction of the public sector IR35 reform in April 2017 74% of members surveyed said that early implementation of IR35 in the private sector would cause reduced flexibility in the labour market to adapt to changing conditions Recruitment & Employment Confederation chief executive Neil Carberry says: Everyone should pay the correct amount of tax. But rushing through poorly designed reforms to contractor tax in 2019 could be a gift to the unscrupulous encouraging those who use tax avoidance schemes not those workers and companies who do the right thing. With many of recruiters seeing a rise in avoidance in the public sector since changes made last year, the vast majority of recruiters are clear that the Government needs to pause for thought on IR35. The ongoing employment status review should be completed before any changes are made. And with Brexit causing uncertainty for all UK business, the government can ill afford to introduce reforms which risk damaging the flexibility of the labour market at a time like this. The REC wants the Government to conduct a comprehensive impact assessment of the IR35 public sector reforms before progressing to the private sector. Worryingly, previous problems with unregulated intermediary company models have clearly worsened as a direct consequence of the reform in the public sector. REC members support government efforts to tackle non-compliance with IR35 and ensure that everyone pays the right amount of tax. Recruiters have repeatedly identified a rise in non-compliant umbrella/intermediary models and tax avoidance caused by the rushed IR35 reform in the public sector. This non-compliance creates an uneven playing field for compliant recruiters, the private sector, temporary workers and contractors and the taxpayer loses out. The REC is also asking that HMRC speed up investigations and implement an appeals process for contractors who disagree with their IR35 determination, while promptly closing down any intermediaries who promote or use non-compliance schemes. Clients should also have liability for the decisions they make on the tax status of contractors.
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Feds Sues Operator of a Texas McDonalds Franchise for Sexual Harassment
28-September-2018 - insurancejournal.com
A Texas company that does business as a McDonalds franchise has been sued over the alleged sexual harassment of four females in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC) has alleged in a lawsuit that Credle Enterprises LLC,
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A bad commute causes people to quit their job
28-September-2018 - usatoday.com
The dreaded work commute. Whether its a missed train or bumper to bumper traffic, Weve all had days where weve just wanted to throw in the towel. And some actually have! Buzz60s Mercer Morrison has the story.
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What you need to know about Googles personalized ads and how to turn them off
28-September-2018 - usatoday.com
Googles personalized ads make people nervous but luckily, you have a lot of control over them, partly because Google has responded to feedback.
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Boeing wins $9.2 billion contract for new Air Force training jet
27-September-2018 - reuters.com
Boeing Co was selected to build the U.S. Air Force's next training jet in a contract worth up to $9.2 billion over the life of the program, the Air Force said on Thursday.
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Fed chief Powell signals central bank is done with signaling
27-September-2018 - reuters.com
Federal Reserve Chairman Jerome Powell has a new message for financial markets: watch the data on jobs, wages and inflation for signals on monetary policy - not the U.S. central bank's words or forecasts.
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David Vs Goliath. How Can Big Organisations Avoid Getting Knocked Out By Smaller More Agile Competition?
27-September-2018 - onrec.com
Companies must embrace the 3Ts of effective teams. Posted in News archive on 27 Sep 2018 Company Profile ClearHub View profile » Tooling: The biggest disrupter to IT business is technology itself. Talent: With shortages in IT skills and the rise of the Gig economy. Tactics: How enterprises should adapt the agility of startup culture. A mere 60 companies that were in the Fortune 500 in 1955 still exist today, and most of the leading businesses, like Google, Apple, Facebook and Amazon, are less than 30 years old. The reason for this change in fortune and silicon valley dominance? The proliferation of technology and software, and the speed at which large organisations can adapt to change, or agility as it is widely known. ClearHub have recently published a study on the Future of Work to advise large organisations on how they can compete with smaller, more agile businesses. The study explores the evolution of development teams, offers practical advice on building an agile team and makes the case for distributed teams. In a recent Deloitte Human Capital Trends report, commissioned last year, 94% of the companies interviewed said that agility and collaboration are critical to their organisations success, yet only 6% say that they are highly agile today. When it comes to agility most companies dont have a choice. To meet the demands of a better customer experience, faster customer service and right-now delivery, businesses need to adapt or be left behind. Studies have shown smaller, more agile companies push code to production faster and, from a recruitment perspective, they can be far more flexible which makes them more competitive than their larger counterparts. CIO for ClearHub , Simon Wood, said: Our clients are having to rethink their recruitment strategies to stay ahead. With constant disruption from young startups looking for their slice of the pie, it truly is a case of adapt or die. This is particularly pertinent in recruitment. With the skills shortage as it is many large organisations are choosing to outsource the pain point of finding highly specialised IT professionals, which is often cheaper and quicker for the business., he added. The white paper cites A 2018 report by Kingston University that the number of highly skilled freelancers in the UK has grown by 46% to two million since 2008, and is outpacing overall self-employment growth. In addition to outsourcing recruitment many IT teams are also exploring the opportunities with distributed teams, especially with Brexit looming. Sometimes called remote workers, distributed teams are often used in IT, especially software development, to drive down costs and scale up resource. Specialist contracting companies like ClearHub, with their network of vetted contractors around the world, are used to find the right resource, regardless of location. About ClearHub ClearHub specialises in IT contractors for the Atlassian suite (Jira, Confluence, etc), DevOps, Agile and more. Ideal for recruiters looking for specialist skills for a project or to support an existing team on a medium to long-term basis. To download the white paper mentioned in this press release, and other free resources, visit: https://clearhub.tech/resources/ . To discuss hiring a contractor contact Paul Bestic on +44 (0) 2381 157811 or email pbestic@clearhub.tech .
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Nine in ten UK workers came into work despite being ill in 2017
27-September-2018 - onrec.com
Presenteeism remains a pervasive problem in UK office culture, as nearly half (47%) of employees surveyed reveal they didnt take a sick day in 2017 according to new research from Canada Life Group Insurance. Posted in News archive on 27 Sep 2018 Workplaces are suffering from persistent presenteeism as up to 28 million [1] employees may be coming into work when ill Nearly half (47%) of all employees surveyed didnt take a sick day in 2017, with one in five (19%) believing they would be perceived as weak if they did A quarter (25%) said their workload was too great for them to take time off For those that did take time off, the average number of sick days taken in 2017 rose by 57% from 2.8 in 2016 to 4.4 in 2017 Presenteeism remains a pervasive problem in UK office culture, as nearly half (47%) of employees surveyed reveal they didnt take a sick day in 2017 according to new research from Canada Life Group Insurance. While there has been a small decrease in the number of employees not taking a sick day from 2016 (54%), the tendency to come into the workplace when suffering from a minor illness persists, as nine in ten (88%) admit they go into the office. Figure 1: Percentage of employees taking sick days and percentage of employees coming into work when unwell The reasons why employees were reluctant to stay at home when ill varied. Over half (53%) stated that even though they were unwell they felt it did not warrant a day off. A quarter (25%) said their workload was too great for them to take time off and one in ten (9%) admitted they didnt feel secure enough in their role to take a sick day. For those concerned about how their colleagues would perceive them, one in five (19%) believe they would be viewed as weak, 17% believe they would be perceived as lazy and 15% believe they would be viewed as inconsiderate. However, positive perceptions were also popular with 17% of workers believing they would be viewed as sensible or genuine and 15% as honest. How do you feel you would be perceived by others if you were to take time off for a short-term illness? % of employees Weak 19% Sensible 17% Genuine 17% Lazy 17% Honest 15% Inconsiderate 15% Practical 14% Undedicated 14% Considerate 13% Dishonest 7% Figure 2: Top 10 perceptions people think their colleagues would view them as if they take time off Number of sick days rises as presenteeism takes its toll For employees who took time off when unwell, the average number of days taken rose in 2017, from 2.8 to 4.4. The majority of those who took time off for illness in 2017 were out of the office for between one and five days. Overall, the number who took this amount of time off remained fairly static, at 30% in 2016 and 28% in 2017. However, around one in twelve (8%) took between 11 and 20 sick days in total the highest proportion since 2015. Figure 3: Average sick days taken 2014-2017 Employees want help to take preventative measures Employees say their wellbeing would improve with flexible working, a positive attitude towards the issue and increased workplace support. Three in ten (28%) say flexible working options would help with both their physical and mental health and this was particularly popular amongst women, with one third (33%) agreeing. A similar number of workers (27%) also said a more positive workplace attitude towards health and wellbeing would help, while a fifth (19%) said better workplace support (for example, Employee Assistance Programmes) would be beneficial. The Employee View Canada Life Group Insurance canvassed the opinions of employees across the UK to understand their thoughts on the topic of workplace presenteeism. When asked about the perception of taking a sick day, one employee responded: I am always viewed with scepticism if I take time off and I return to a massive workload. While the topic of how seriously employee wellbeing is taken by their employer generated this response from another respondent: [Illness is] Taken seriously, but were a small company and theres no cover. Paul Avis, Marketing Director at Canada Life Group Insurance, comments: Presenteeism is a vicious cycle; the drive to remain in the office can cause illness to spread or end up leading to a longer recovery time. It is encouraging to see that many employees view those taking time off for illness in a positive way, being described as genuine, honest and sensible. To reduce presenteeism, these positive perceptions must be encouraged so workplaces can reduce any stigma attached to taking time off. Failing to take a sick day can have a significant impact on business performance as employees fail to recuperate properly. As well as changing perceptions, employers can offer much more to support staff when they are unwell. Early Intervention Services are available alongside Group Income Protection products and include proactive absence management interventions to facilitate a return to work when employees are fit and able to do so. Employee Assistance Programmes are also provided at no extra cost and provide daily practical support as well as communicating an employers commitment to their staffs health and wellbeing. [1] ONS Employment statistics
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CIPD and Mind launch guidance for managers to support mental health at work
27-September-2018 - onrec.com
The CIPD, the professional body for HR and people development, and Mind, the mental health charity, have today jointly published a revised mental health guide for managers to improve support for those experiencing stress and mental health issues at work. Posted in Statistics and trends on 27 Sep 2018 Company Profile CIPD View profile » The updated guidance follows recent CIPD research which found that less than one in three organisations (32%) train line managers to support staff with poor mental health. Mental ill health is now the primary cause of long-term sickness absence for over one in five (22%) UK organisations. A recent Mind survey of over 44,000 employees also found that only two in five (42%) felt their manager would be able to spot the signs they were struggling with poor mental health. The resource follows the Government-commissioned Thriving at Work employment review, which made recommendations to employers about how to better support people with mental health problems to stay - and thrive - in their jobs. Published in October 2017, the independent report found a need for workplaces to improve the disclosure process, and called on employers to create an open culture where staff feel able to talk about mental health. Crucial to creating this culture is equipping managers with the skills and tools to sensitively and confidently start those conversations. This free guide will give people managers the information, resources and tools they need to effectively and confidently support employee mental health at work. Being able to spot the warning signs of poor mental health and offer the right support early on can have a significant impact. Indeed, CIPD research finds that, where managers are able to spot the warning signs of poor mental health among employees, the level of reported common mental health conditions is significantly lower. Rachel Suff, Senior Employment Relations Adviser at the CIPD, commented: Mental health is still the elephant in the room in most workplaces, and a culture of silence can have a damaging impact on a business as well as individuals. This can include an escalation of someones condition as well as higher levels of sickness absence, presenteeism, turnover, conflict, and disengagement. Theres also the risk of potential legal action from employees who feel discriminated against. The role of line managers in employee well-being is vital. They are often the first port of call for someone needing help, and are most likely to see warning signs of poor mental health among employees. With the right capabilities and tools in place, they will have the ability and confidence to have sensitive conversations, intervene when needed, and signpost to the right support when needed. The positive impact that this can have on peoples well-being is enormous, but the business will also reap the benefits of happier, healthier, more engaged and productive employees. Emma Mamo, Head of Workplace Wellbeing at Mind, commented: Our research finds that almost one in two workers reported they had experienced poor mental health - such as stress, low mood, and anxiety - while working at their current organisation. Given how much of our lives are spent at work, and how common poor mental health is, its really important that our employers and managers take an active role in helping us keep well and supporting us when we need it. Employers are increasingly taking steps to promote good well-being at work. But we know that too often, employees still dont feel able to talk about issues such as stress, anxiety or depression, fearing theyll be discriminated against, or overlooked for promotion. Equally, managers often shy away from the subject, worried about saying or doing the wrong thing. But staying silent and doing nothing can make things worse. Weve long been calling on employers to create an open culture and remove the stigma surrounding mental health. We hope this improved guide will encourage managers to start honest conversations with employees when they need extra support. www.cipd.co.uk
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Schoenvogel Named President of Employee Benefits Plan, SimplePay Health
27-September-2018 - insurancejournal.com
Scott Schoenvogel has been tapped as president of SimplePay Health, a subsidiary of healthcare and wellness company ACAP Health. He is based in Dallas. The company describes SimplePay Health as a new model for healthcare insurance plans designed to make
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AXIS Specialty UK Offers GCHQ-Certified Training at Cyber Center of Excellence
27-September-2018 - insurancejournal.com
AXIS Specialty UK Holdings Ltd. announced it has been certified as a GCHQ Certified Training provider for its course Understanding Cybersecurity and Insurance. The training is offered through the AXIS Cyber Center of Excellence, a global resource that provides mentorship,
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AmWINS Names Downey Chief Administrative Officer
27-September-2018 - insurancejournal.com
Charlotte, N.C.-based AmWINS Group, Inc., a global distributor of specialty insurance products and services, has appointed Kristin L. Downey as chief administrative officer, effective immediately. Downey will be responsible for leading the firms human resources, training development, marketing, and
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Explosion at Alabama Chemical Plant Kills 1
27-September-2018 - insurancejournal.com
One person is dead following an explosion at a chemical plant in north Alabama. Arab Fire Chief Ricky Phillips tells WHNT-TV that a contract worker died in a blast that happened Tuesday at Umicore Specialty Chemicals in Arab. The explosion
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SmartRecruiters Names HR-Tech Veteran as new President
27-September-2018 - onrec.com
SmartRecruiters, the Hiring Success Company, has appointed HR-tech veteran Dave Carter as the new company president. Joining forces with founder and CEO Jerome Ternynck, Carter will lead a rapidly expanding team, guiding the industrys top Talent Acquisition Suite through a period of significant projected growth. Posted in Appointments on 27 Sep 2018 Having operated at the industrys highest levels, Daves knowledge is unparalleled, and he is more than capable of taking us to the next level, says Ternynck. At SmartRecruiters, we believe You are Who You Hire, and in bringing Dave on board, we continue to practice what we preach. Helming all SmartRecruiters go-to-market teams, Carter comes with nearly 30 years sales experience, most recently ten years as Chief Sales Officer at publicly-traded Cornerstone OnDemand, where he was instrumental in growing 10M to 500M in revenue, including a successful IPO. Carter has led sales teams at several HR-focused businesses including Ceridian, Savista acquired by Accenture and ProBusiness, which also completed a successful IPO under his leadership. A thoughtful, people-driven executive, Carter balances whats best for employees, prospects and customers, evidenced by the 95% client retention rate his teams achieved at Cornerstone. Serving 4000 customers in over 100 countries and counting, Carter will accelerate SmartRecruiters already-winning formula, delivering an increasing range of innovative products to even more satisfied customers. I am extremely excited to be at SmartRecruiters as we reimagine the Talent Acquisition Suite, helping customers achieve real and measurable business outcomes, says Carter. We are at an interesting inflection point for TA, and SmartRecruiters focus and vision has put us in a position to best serve companies from mid-market to large enterprise. Its going to be a fun ride! About SmartRecruiters As a global leader in recruitment software, SmartRecruiters cloud-based Talent Acquisition Suite allows hiring teams to attract, select, and hire the best talent. More than 4,000 companies worldwide rely on SmartRecruiters to drive hiring success, including flagship brands like Visa, IKEA, and Skechers. SmartRecruiters connects people with jobs at scale, and organizations trust SmartRecruiters to foster more meaningful connections between employers and jobseekers. For more information, follow us at @SmartRecruiters , on LinkedIn or on https://www.smartrecruiters.com .
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How flexible working fosters diversity, inclusion and a good work-life balance by Andy Milner, Chief Executive of Amey
27-September-2018 - onrec.com
Posted in News archive Diversity and inclusion is a hot topic in the media right now, and many organisations are focusing their attention on creating more inclusive workplaces by forming initiatives for marginalised groups. on 27 Sep 2018 This is to be applauded as it is only by doing this, these groups become less marginalised. But ironically, through taking such steps other groups can often feel excluded. It is for this reason that for this National Inclusion Week, were reflecting on, and reinforcing the importance of our flexible working policy - an initiative which truly includes everyone. Flexible working plays a key role in achieving a healthy work-life balance. Many employees are juggling family or care commitments, facing financial pressures and other non-work-related issues which leave them at risk of stress. Maintaining a good work-life balance is not only good for your health and relationships, it can also improve your overall mood, productivity, and quality of life. Benefits of working flexibly The benefits of flexible working can be wide-reaching as well as long lasting, but it can also provide short term solutions. Compressed and staggered hours can lead to less short-term absences, reduced staff turnover and recruitment costs, and can also attract a wider talent pool leading to more diverse employees, meaning more opportunities to create a truly innovative business. Investing in employees wellbeing makes good business sense, not only in terms of improving performance, raising morale and reducing stress, but also improving commitment and motivation. The Modern Families Index 2017 states that 57 per cent of parents are more loyal, and 55 per cent of them are more productive whilst working for employees who afford them a good work-life balance [i] . But flexible working isnt just for parents or office workers; I urge any of my employees, of any age or background, to explore what options are available to help make your working life better. What can employers do? As well as placing importance on social value, organisations which place emphasis on maintaining a healthy work-life balance have become very attractive and increasingly popular; especially for millennials who are set to make up 50 per cent of the global work force by 2020 [ii] . And whilst being able to attract staff from a wider talent pool is certainly beneficial, its also important to engage current employees by creating appealing environments and in turn, reasons for high retention rates. According to a study by Oxford Economics, it can cost up to £30,000 to hire just one new member of staff, with it taking up to 28 weeks to get them up to speed with the business [iii] . There are a variety of ways we as a business are flexible. Options, which of course do always need to be discussed and reviewed within departments, and with individual managers, include working part-time, flexitime, seasonal hours, homeworking or else taking study leave or a career break. These options can make working life easier for individuals, plus save organisations time and money in the long run, whilst insuring a high level of in-house talent. A good work-life balance - what can employees do? Maintaining a healthy work-life balance can also be about making small adjustments to the way you currently work. Setting achievable SMART goals can help employees to focus on prioritised tasks (both at work and at home) and at Amey, we offer time management training to support staff to develop this skill. Taking a break might sound trivial but it really is imperative to set time aside for yourself, where possible, during your working day. Get some fresh air, have a cup of tea, and give your mind a few minutes to re-energise so youre not straining your brain on long-winded tasks. Its also crucial to learn your limit. Sometimes it can be easy to overwork yourself by saying yes to every task presented to you. But you need to assess if youre able to take on extra work - otherwise you end up putting yourself under more pressure. Learning to say no or delegating to members of your team is often a more useful way to avoid burning out. We also have an employee assistance programme for all members of staff dealing with any difficulties whether at work, or in their private lives. Businesses need to keep up with the times The world is changing, so organisations must too adapt. As well as competing for top talent, businesses want people who can advocate for their brand, and its apparent offering flexible working is just one way to make sure we attract, and keep the right people, but to also ensure that we are in turn, the right workplace. [i] (Bright Horizons, Working Families, 2017) [ii] (ManPower Group, n.d.) [iii] (Acas, n.d.)
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LinkedIn gives recruiters and businesses direct access to workforce analytics
27-September-2018 - onrec.com
Today, LinkedIn Talent Insights, the companys first self-serve data-driven insights and analytics tool, will come out of beta and become available in the UK to help companies plan for their current and future hiring needs. Posted in News archive on 27 Sep 2018 The way businesses search for talent has completely changed in recent years. The majority of candidates can now be found online, and in return, candidates now have access to an abundance of information on companies. With more technology to provide access to job-seeker insights, companies no longer need to go with their gut in who they hire, how they structure teams, where they open offices and how they compete for talent. According to the Global Recruiting Trends report , nearly 70% of HR professionals think data could elevate their roles in the business whilst at the same time 42% says that poor data quality is the biggest barrier. The launch of LinkedIn Talent Insights comes at a time when insights are critical to any talent strategy, and organisations need to be putting insights and analytics at the heart of their workforce strategies to stay competitive in a challenging hiring environment. Despite this, LinkedIns Rise of Analytics in HR report shows that just 1 in 5 UK businesses have adopted HR analytics and only 11% have adopted the role itself even though there has been a 49% increase YOY in HR professionals who list analytics skills and keywords on their LinkedIn profiles. Talent Insights can help businesses change this - by infusing AI and tapping into LinkedIns real-time insights on 575M+ professionals, 20M+ companies and 15M+ active job listings it provides access to easy-to-understand insights for talent professionals and business leaders. Ultimately, LinkedIn Talent Insights enables recruiters to develop a talent intelligence strategy, ie: using a focus on insights to reinvent and improve every step of the recruitment process. LinkedIn Talent Insights is organised into two powerful reports - Talent Pool and Company - that help you make informed decisions about recruiting and workforce planning and allow you to benchmark against your peers. The Talent Pool report - analysis report on a specific talent population (i.e. top skills, schools, engagement with a companys brand) The Company report - analysis report on peer companies in the industry (i.e. distribution by geography, where talent is moving to and from) Jerome Leclercq , Senior Manager of Product Marketing at LinkedIn UK, comments: 75% of the UK workforce now have an online professional profile, but only 1 in 5 businesses are making the most of the analytics. Tools like LinkedIn Talent Insights will provide business leaders with access to real-time workforce insights and analysis, which are critical to making informed talent-related decisions - including identifying an organisations future needs in terms of size, structure, type of talent, experience, skills, and industry knowledge. Having access these data-driven insights at their fingertips will help businesses to stay ahead of the changing workforce and plan for the future (and present) job market, and attract the best talent in a limited pool. You can find more details in the blog post , and approved images here . Also, you can watch the video to see the product for yourself: Elevating your talent strategy with data-driven insights .
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Firms using TempBuddy redeploy 75% of their workers in multiple bookings compared to industry average of 40%
27-September-2018 - onrec.com
TempBuddy Resets Benchmarks Enabling Staffing Firms to Exceed Industry Metrics Posted in News archive on 27 Sep 2018 Company Profile TempBuddy View profile » Erecruits contingent workforce software and worker app, TempBuddy, today announces that users place on average 75% of their workers in multiple assignments, compared to an industry average of 40% as reported by the Staffing Industry Analysts. The enhanced redeployment is achieved through real-time availability and communication facilitated by the worker app. By taking a candidate-centric and mobile-first approach to help staffing firms get their best workers to the right place in record time, TempBuddy enables them to deliver the next winning GigE service. With an average of 97% of job orders filled with redeployed workers, firms simultaneously enhance the candidate experience and the quality of service provided to their clients. This better engagement also provides faster fill rates and faster response to client needs, with an average time-to-fill of 10 seconds for staffing firms in the US, and 14 seconds for EMEA. For the US 76% of job orders are filled in under 60 seconds, whilst across EMEA 66% of bookings are assigned workers in under a minute and 84% in under 5 minutes. Roderick Smyth, Founder CEO, TempBuddy, and Chief Strategy Officer, Erecruit, comments: these statistics evidence how TempBuddy revolutionizes the temporary recruitment process with better targeting and automated workforce engagement leading to a paradigm shift in the relationship between the ratio of recruiters to orders filled. We are redefining what good looks like and helping recruiters get more out of every working day by being far more productive. Agencies gain competitive advantage by automating laborious tasks, which is critical in skills-tight labor markets such as education, or where volume scheduling and shift management is required such as hospitality and industrial. Extrapolating the figures means that staffing firms who redeploy only 40% of their workers would need to attract and onboard up to an additional 700 workers to fill every 10,000 job orders. This increases their operational and candidate attraction costs, makes quality of service to clients difficult to maintain and reduces profit. Candidate experience is widely talked about in the recruitment industry, with many grappling to know how to enhance worker engagement Smyth continues. Finding people the jobs they want, in close proximity to their location through geo-tagging, and saving them the hassle of paper timesheets through digital biometric time capture, all deliver on the candidate experience promise. By automating laborious tasks agencies gain competitive advantage, which is critical in skills-tight labor markets such as education, or where volume scheduling and shift management is required. Earlier this month TempBuddy released a new version of its app that allows workers to indicate their availability for split shifts and multiple time intervals in the same day. This daily multi-shift availability feature increases their chances of finding job opportunities, and a staffing firms ability to fill job orders for their clients. For those wanting to take a look at TempBuddy, Erecruit is exhibiting at the UKs major trade event, RecExpo Birmingham 3-4 Oct , and in the US at Staffing Industrys GigE Dallas 4-5 Oct and ASAs Staffing World Washington DC Oct 16-18 . About Erecruit Erecruit offers the most comprehensive and innovative end-to-end staffing software designed to empower users to achieve exceptional results and put more people to work. The company serves the entire recruitment industry with Erecruit Front Office, Middle Office, Credentialing and VMS solutions for enterprise staffing firms; Adapt Front and Back Office software for newly formed to mid-sized firms, eStaff365 Onboarding, and TempBuddy temporary workforce management platform. Learn more at www.erecruit.com
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Frenkel Benefits Hires Tunno as a Principal in New York
27-September-2018 - insurancejournal.com
Frenkel Benefits, an EPIC Company, has hired Nicholas Tunno as a principal in New York. Tunno will report to Phil Remig, Northeast region senior vice president of Operations and Sales. Tunno joins from the New York office of Marsh
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The Kavanaugh hearings triggering painful memories? How to mute sexual assault on Twitter
27-September-2018 - usatoday.com
You cannot avoid all talk of sexual assault today. But you can take steps to at least reduce the likelihood of seeing tweets on these sensitive topics.
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Former Google data center employee says male supervisor sexually harassed him, sues over firing
27-September-2018 - usatoday.com
An Oregon data center technician alleges he was fired after reporting harassment including his male supervisor unzipping his pants in front of him.
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Ohio Amusement Park Company Fined $142K for Safety Violations
27-September-2018 - insurancejournal.com
The parent company for Ohios Cedar Point amusement park has been fined over $140,000 for safety violations. The Blade reports the $142,270 fine by the Occupational Safety and Health Administration stems from an April 11 incident where an employee was
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Construction Company Cited in Connecticut for Safety Hazards, Faces $146K in Penalties
26-September-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited L.L.E. Construction LLC for exposing employees to fall and other hazards at a construction worksite in Bridgeport, Conn. The company faces $146,554 in proposed penalties. OSHA inspectors
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Minnesota Charges Contractor with Workers Comp Fraud, Labor Trafficking
26-September-2018 - insurancejournal.com
A Minnesota construction contractor has been charged with labor trafficking, insurance fraud and theft by swindle for using undocumented workers on his construction crews and threatening to have them deported unless they followed his orders, including working long hours without
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San Antonio Hospital System Sued for Pregnancy Discrimination
26-September-2018 - insurancejournal.com
A San Antonio-based hospital system has been sued for allegedly discriminating against a pregnant employee when it fired her after denying her request for light duty accommodation for her pregnancy-related medical restrictions, the U.S. Equal Employment Opportunity Commission (EEOC) reported.
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As Brexit Day Nears, 630 UK Financial Services Jobs Have Shifted to EU, Reuters Finds
26-September-2018 - insurancejournal.com
As few as 630 UK-based finance jobs have been shifted or created overseas with just six months to go before Brexit, a far lower total than banks said could move after Britains surprise vote to leave the European Union, according
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Fed lifts U.S. rates by quarter percentage point
26-September-2018 - reuters.com
The U.S. Federal Reserve raised interest rates on Wednesday, as expected, and left its monetary policy outlook for the coming years largely unchanged amid steady economic growth and a strong job market.
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UK Financial Firms Expect 5,766 Jobs to Move with Hard Brexit: 3rd Reuters Survey
26-September-2018 - insurancejournal.com
As few as 630 UK-based finance jobs have been shifted or created overseas so far ahead of Brexit, while the number of jobs that UK-based financial institutions said they expected to move in the event of a hard Brexit is
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Berlin-Based Insurtech Firm Coya Launches with Home Content Insurance as a Start
26-September-2018 - insurancejournal.com
Insurtech startup Coya has launched home content insurance cover, designed to be affordable, transparent and easily accessible. But Berlin-based Coya said home insurance is just the start and many other forms of insurance are planned. Coyas flexible contracts can be
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As more workers get counteroffers in hot jobs market, are there risks in accepting?
26-September-2018 - usatoday.com
As workers switch jobs in record numbers, bosses are making more counteroffers to keep employees. It is better to say "yes" to the offer or move on?
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Workers Overdose On the Job and Employers Struggle to Respond
26-September-2018 - insurancejournal.com
PORTLAND, Ore. Jimmy Sullivan prepared for his job as a bricklayer the same way every morning for years: injecting a shot of heroin before leaving his car. The first time he overdosed on the job, in 2013 at a
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From hashtags to comments: 4 steps to get more followers on Instagram
26-September-2018 - usatoday.com
Getting more followers on Instagram takes time, but the pay off can be huge. One photographer shares his tips on how to grow your audience.
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Employers Providing Paid Family Leave Qualify for Tax Credit
25-September-2018 - insurancejournal.com
The Treasury Department announced that as part of the 2017 Tax Cuts and Jobs Act, eligible employers who provide paid family and medical leave to their employees during tax years 2018 and 2019 may qualify for a new business credit.
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NBA Chief Urges Teams to Adopt New Workplace Policies for Women
25-September-2018 - insurancejournal.com
National Basketball Association (NBA) Commissioner Adam Silver wants all teams to hire more women, especially in leadership and supervisory positions, and is urging them to take some of the mandates that the Dallas Mavericks must now adhere to as an
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Four proven ways to make your new employees feel welcome
25-September-2018 - onrec.com
It's an established fact that a good number of employers worked as employees in very reputable, and sometimes, less reputable organizations, before they attained their present status as bosses in a specific workforce. Posted in News archive on 25 Sep 2018 One could begin to wonder how these bosses coped on their first day, their first week, and their first month of work at the time. They'd have definitely been on the lookout for those who would welcome them nicely. They would have assessed the non-verbal communication gestures from their employers and fellow co-workers to ascertain how important and crucial their position was to the success of the firm in question. Regardless, as employers, they now have the chance to work on how their employees feel on their first periods on the new job. Here are some few tips to give your employee a good first impression and also make them feel welcome. 1. Make them see you've been awaiting their arrival Nothing feels more awful in a work environment than when a new recruit arrives and notices that his new-coworkers were not even aware of his arrival. Another awful experience would be when they see their team lead or supervisor start scrabbling to locate and arrange their workstation alongside the devices they would need to do the job optimally. Id bet that theyll feel disappointed! Wouldnt you? Well, you may decide to make better authentic bets at UK registered online casino . These are not welcome sights and can easily dampen the recruit's morale. You can plan ahead and avoid this scenario by notifying their new co-workers about their arrival as well as their date of resumption so that all things can be put in place. 2. Make them start with the smaller and easier tasks. Do well to start them off with simple tasks and less complicated assignments so you can get to ascertain their level of experience. This should be done before bombarding them with the complicated and more sensitive tasks. This will help in building the confidence of the new recruit as well as providing suitable hands-on experience at first. 3. Assign them to a mentor It's not strange for someone to be at a loss on the specifics of a new job at first. However, you can help them get abreast with what is on ground by giving them access to a reliable mentor who can provide the support they'll need in the first few weeks on the job. 4. Demand for feedback on the job from them It's important to establish communication with your new hire and get to ask them how the job is going and how well they're coping with the prevailing standards in their new work environment. Do well to know if they have any questions bothering them, as well as if they have any cause for concern. Expressing your concern for them will surely motivate them and give them a good impression of their new work environment.
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Boeing wins $2.4B contract to replace aging helicopters
25-September-2018 - usatoday.com
Its one of the biggest defense contractors in the world.Boeing has secured 2 contracts with the Pentagon in just 3 weeks.
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Cadillac just built President Donald Trump a beast of a limousine worth millions
25-September-2018 - usatoday.com
The newest presidential limousine is on display in New York. GM reportedly won $16 million in contracts to build it.
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Happy National Voter Registration Day. Heres how to register to vote online
25-September-2018 - usatoday.com
Facebook, Snapchat and others make it possible to click a mouse or tap a screen and register to vote. We show how to do it.
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Anglia Ruskin University launches pilot programme to engage staff in sustainability and wellbeing
25-September-2018 - onrec.com
Posted in Launch Anglia Ruskin University (ARU) has just launched a new sustainability and wellbeing behaviour change programme, known as ARUgreen. Operated by Green Rewards through its JUMP engagement platform, the ARUgreen pilot is for six months and covers 700 employees initially of ARUs total 18,000 employees. on 25 Sep 2018 Simon Chubb, Environmental Manager for ARU, is looking forward to seeing the impact of the pilot programme, and says At ARU we have pledged to incorporate sustainability into every aspect of our university life, from sustainability research including our Global Sustainability Institute to the impacts of our campuses. ARUgreen is a great opportunity for our employees to play their part in cutting our carbon footprint, and at the same time make some valuable cost savings. ARUgreen uses an interactive online and app-based platform which encourages members to engage in a range of actions themed by ARUs key sustainability priorities. energy saving, sustainable travel, waste reduction, responsible purchasing and health & wellbeing. Staff can opt in to activities theyd like to participate in, and weekly email reminders prompt users to report their actions. The programme uses gamification to drive engagement - members are rewarded with Green Points and compete with their colleagues to win monthly voucher prizes. To drive mass uptake, departments are encouraged to compete against each other through the online leader board. At the end of the pilot, the top performing team will receive a £100 charity donation for their chosen good cause. Green Rewards currently provides JUMP programmes for nine other Universities including Bristol, Reading and Glasgow. Graham Simmonds, Managing Director at Green Rewards, said Its great to see Anglia Ruskin University launching its pilot programme. In the last academic year we recorded 215,348 positive actions across all our university clients and were excited by the potential of ARUgreen.
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5 Easy Methodical Tricks to Recruit Talented and Savvy Students
25-September-2018 - onrec.com
Posted in News archive Attracting, hiring, and retaining best individuals is one of the most crucial tasks of any organization. on 25 Sep 2018 Skilled and talented people are the key assets that can take a business to new heights. At a time when big brands are luring savvy students from across the campuses, it is challenging for small businesses to draw their attention and hire them. The big companies are not only attracting the best minds, but they are also poaching talented employees from small and medium companies. So are you prepared to recruit and retain savvy students? There is no doubt that technological innovation has disrupted industries in a big way and the trend is just refusing to slow down. A report from Statista shows how various segments in IT industry are facing severe skill shortage around the world. In light of this, university students are being seen and rightly so a profound source of plugging this skill shortage. So this is the time to change the way you attract and retain the next generation of talent. 1. Show your audience what you stand for To begin with, just put yourself on the shoes of those students who are fascinated and poised to work outside their campus gates. You can also memorize your own days when you were ready to join the band wagon. Which company would you like to work for? Companies having great culture with immense growth opportunities! Isnt it? Show them you are no less than the bigger brands. Let this brilliant crop of talent know that you can also provide resources, which are very important for their growth. Being clear about who you are and what you stand for is the key to import best minds. When you share the conviction about what your companys mission is, it matters a lot to graduates. Advertise your organization's culture, and echo your talent's needs, skills and attitudes. 2. Make creativity a winning factor Working with companies that seem creative and stand out from the crowd is instinctive in students. They are passionate, energized, and ready to show their potential. This potential is what you have to tap and harness. Show your audience that you have a keen eye for creativity. As everyone knows innovation is important for any company, nothing will help you more than building a culture that is deliberately fluid and creative. So how will you identify creative students? As a matter of fact, diversity of thought helps collaborative creativity. The more diversity you have at your workplace, the more breeding ground for creative ideas it becomes. Spot the students that maintain creativity while in college by finding diversity in their backgrounds. It also indicates a potential employee with more diversity of experience, knowledge and thought. 3. Build relationship before, during, and after the recruitment process Graduates want to connect with real people because they want to experience the authenticity of a brand. Building relationship with your target audience is right foot forward if you want to have them work for you. The significant way to build relationships with graduates is through early and ongoing engagement that is not limited to just campus interaction. You can start this by building a student database through universities and alumni networks. In addition to event marketing tactics, you can send custom invites, event reminders or informative handouts to the students. This early engagement will generate interest in students about you and they will seek you out. Building relationship also includes the follow up of the engagement activities. You should maintain and develop a relationship with other employed graduates and learn about their career preferences over time. 4. Use social media strategically The unprecedented popularity of social media has also thrown a great opportunity for companies to attract finer talents. Various social channels will provide you visibility, reach, and a platform for healthy interaction. Before appearing for interviews, today tech-savvy students get a fair idea as to how good the company is. Thus social media provides you with the opportunity to brand your page with more employee-related events. It enables you to take control of your companys image. Build career pages that focus on the core benefits of working with your company, including videos to show potential candidates working for your company is really like. Create a multi-channel marketing campaign to drive traffic to your career page. Facebook career page will give further insight to your audience. You can share informative blog posts that are useful for students. LinkedIn is a highly organic social media platform for employers and job seekers. So make most use of it. 5. Measure and optimize your recruitment efforts It makes no sense if you dont know how effective your recruiting efforts are. Having a lot of candidates in your pipeline is a great thing, but it doesnt necessarily mean you are on your way to meeting your hiring goals. There are many ways to measure the recruiting process. Know what the retention rate in your company is. If you have placed candidates that are happy in their role then youll know you did a good job. Its important to figure out how many qualified candidates came for the opening. Also if your offer acceptance rate is lower, it shows that your recruiting strategies simply arent enticing students. Now you can use this data to focus on refining your strategies if you spot any shortfalls. Final Thoughts Talented and savvy students are the delight of employers and companies around the world are ready to spend any amount of money to recruit them. However, when provided with better career opportunity, growth prospects, and great company culture, skilled students can opt smaller companies as well. The above tips will be immensely helpful for you.
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Thames Valley police launches comprehensive discounts and concierge scheme
25-September-2018 - onrec.com
Thames Valley Police has teamed up with Xexec to launch a comprehensive employee discounts and lifestyle concierge package. Posted in Launch on 25 Sep 2018 After speaking with a number of employee benefits providers, Thames Valley Police opted for Xexecs voluntary benefits portal, which offers access to over 3,000 discounts, ranging from vouchers for lifestyle, health and well-being products to cash back and shopping cards at a range of retailers. In addition, Xexecs lifestyle concierge service will provide tickets to sports, arts and entertainment events across the UK as well as restaurant bookings, flights and hotel rooms. Both schemes will supplement its internal employee benefits scheme. Thames Valley - the latest regional police force to appoint Xexec, which has been working with the Metropolitan Police since 2013 - is the largest non-metropolitan force. It covers over 2,200 square miles and three counties including Buckinghamshire, Berkshire and Oxfordshire, serving a diverse population of over 2.34 million people. Jacqueline Benjamin, Co-Founder of Xexec commented: Thames Valley police is a renowned UK police force, with an impressive attitude to employee reward and an understanding of the role that employee benefits can play in attracting, retaining and motivating staff. Were delighted to be working with them. Jenny Roddam , Business Partner (Reward), People Directorate, Thames Valley Police commented: Were less than a month into the scheme and have already had some positive feedback from our staff. As a public sector organisation we need to make sure were doing all we can to support our staffs lives outside of the workplace and make their salaries go further even at times when budgets might be restricted. Offering employee discounts and concierge is therefore a huge benefit. Were a twenty four-seven organisation so it was really important for us to have a scheme that could be accessed anytime and anywhere. Xexec really deliver in that respect and its great to have them on board. About Xexec Xexec is an industry leading employee engagement, reward recognition and customer loyalty programme provider. Founded in 2000 and headquartered in London and with offices in New York, Xexec has pioneered the growth behind online employee discount and concierge products and has gone onto build an extensive client base that includes the worlds biggest corporate brands. Not only does Xexec deliver bespoke services to large complex, multi-site global corporates, but it also builds provides simple plug-and-play solutions for businesses of all sizes. Xexec has three specific service offerings that include, Discounts Concierge, global Reward & Recognition and Salary Sacrifice. For more information about Xexec, please go to www.xexec.com
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40% of Employees Do Not Receive Minimum Support When Starting A New Job
25-September-2018 - onrec.com
A new study by Vlerick Business School and Talmundo find that the HR onboarding process is severely lacking in many organizations Posted in News archive on 25 Sep 2018 Onboarding, or the process of integrating a new employee into an organization, has moved beyond the trend stage and has established itself firmly in the vocabulary of HR professionals. And yet, despite being such a prominent feature with so many clear business benefits, many organizational integration processes are still lacking in their onboarding efforts. Prof Dr Dirk Buyens , Professor of Human Resources and Partner of Vlerick Business School (the triple-accredited, international business school at the heart of Europe) and his team wanted to investigate this issue further and conducted an independent research into the expectations versus reality of HR onboarding on a European scale, in collaboration with Talmundo , the leading onboarding software provider in Europe. The study aimed to find out exactly what new hires need most when starting a job, and bring this knowledge back to HR professionals. What we found is that the state of onboarding is indeed still far from perfect, says Professor Buyens. All of the HR professionals who participated in the study were of the opinion that onboarding is incredibly important, and yet 34% of employees have not witnessed such a program at their organization at all. Furthermore, the study confirmed that, if there are onboarding processes present within an organization, they seem to be a result of assumptions made by HR that do not always correlate with the actual employee experience. The most surprising findings were that 40% of employees did not get the absolute minimum support required to start their new job, and that it took 43% more than a week to get basic workstation logistics and tools in place. Knowing that the success of new hires starts before their first day and goes far beyond the first week on the job, it is therefore paramount for HR professionals to get their pre- and onboarding journey back on track. Additionally, theres also the reported issue of a rushed onboarding process. 52% of employees stated that their integration period was over after the first month on the job, despite the fact that 48% of HR professionals understand the importance of continuing onboarding for at least the first three months in a new company. It stands to reason that figuring out the discrepancies between the view of onboarding of HR professionals and new hires is only the first step in building a good onboarding process. Companies need to listen to what their new hires need, implement helpful solutions, create opportunities for feedback and continue to improve their onboarding offering, says Stijn De Groef, CEO of Talmundo. For more in-depth statistics on the state of onboarding in Europe, helpful tips and real life case studies, you can visit https://www.talmundo.com/onboarding-study and read the full study.
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Three-quarters of Brits believe the way you look affects your career prospects
25-September-2018 - onrec.com
Brains over beauty? UK professionals dont think so Posted in Statistics and trends on 25 Sep 2018 New research from the UKs leading independent job board, CV-Library , has found that nearly three-quarters (70.4%) of Brits think the way you look affects your career prospects , with 81.9% believing that employers discriminate individuals based on their appearance. The study, which surveyed 1,040 UK workers around the topic of physical appearance and career prospects, found that a staggering 78.9% of professionals believe that the way you look can affect your chances of landing a job. Other areas include: Over half (56.7%) think it can impact the way your co-workers see you With a further 55.2% believe that it can impact peoples confidence AND, one third (33.7%) believe it can affect your chances of a promotion In addition to this, Brits state that your appearance could affect how much your boss likes you (30.4%), your negotiating power (28.2%) and your salary (23.3%). On a positive note, 75.8% of workers said that they wouldnt alter their appearance to land a job. Lee Biggins, founder and managing director of CV-Library , comments: With continued focus on discrimination in the workplace, our findings could be cause for concern for UK businesses. No one should ever be made to feel that they cant advance in their career because of their physical appearance and this is an issue that needs to be addressed. When asked what they think can be done to combat this issue, 44.7% of professionals said that more than one recruiter should be involved in the hiring process, while 22.4% believed that telephone interviews should take place initially. In addition, 18.3% suggested blind hiring, while 14.7% said recruiters shouldnt be allowed to Google potential employees. Biggins continues: The industry is working hard to remove unconscious bias from the hiring process, through the implementation of new recruitment technologies. Organisations should make a conscious effort to hire individuals that are the best fit for the job and eliminate discrimination entirely. But if you do feel like youve been discriminated against for your appearance in an interview or at work, you must report it. www.cv-library.co.uk
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UK organisations sticking to traditional forms of training
25-September-2018 - onrec.com
Employees risk staying in an echo chamber of knowledge Posted in News archive on 25 Sep 2018 UK organisations are currently prioritising traditional forms of training whilst online courses and knowledge sharing are failing behind, according to the new IDC survey of over 1,900 HR, IT and line of business managers. The IDC and Cornerstone study shows that UK organisations are prioritising trainee programmes (38 percent) and coaching (35 percent). Whereas online courses (32%), onboarding programmes (27%) and knowledge sharing (29%) are a low priority for organisations. In the Building a Culture of Innovation in the Age of Digital Transformation whitepaper IDC states, In times of change and with innovation requirements across all industries, the priorities and investments in development schemes must be aligned with the strategic goals of the organisation . In the current skills economy, employers can no longer afford to stick to traditional methods of training. Recent research found that two out of three UK workers have changed job because of a lack of training . Currently, trainee programmes, on-the-job training as well as coaching and mentoring came up as the top three most important employee development practices for British companies but with technology changing so rapidly, modern training practices need to be a top priority for UK businesses. Geoffroy De Lestrange, Associate Director Product Market EMEA, at Cornerstone OnDemand said: By not prioritising new forms of corporate learning, organisations are stagnating their development and growth. Innovation happens when people are curious and are pushed to think differently. By training employees in the same way we always have, boundaries are not being pushed and new skills arent being developed. Moreover, knowledge sharing and user generated learning content is a highly effective training practice, yet its low on the priority list. US statistics point to a 17-year high when it comes to job quitters and with increasing movement in the job market in the UK, for every lost employee knowledge becomes lost. A double blow for organisations . This is the third year Cornerstone OnDemand and IDC have conducted a major European study, with this years study being the largest of its kind. To find out more, download the full UK report here .
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Alternative University League Table: Imperial beats Oxbridge when it comes to graduate salaries
25-September-2018 - onrec.com
With the academic year having just started, job search engine Adzuna.co.uk has released the Alternative University League Table revealing which top 10 universities give their graduates the highest salaries. Posted in Statistics and trends on 25 Sep 2018 Alternative University League Table reveals Imperial College as offering the most valuable degrees , with its grads earning the largest average salaries in their first year of graduation All top 10 most valuable universities are Russell Group members, with these grads seeing the highest immediate earning potential 50% of top 10 most valuable UK universities arent in the top 10 of The Complete University Guides League table, suggesting grads from lower-scoring universities can climb the salary ladder With the academic year having just started, job search engine Adzuna.co.uk has released the Alternative University League Table revealing which top 10 universities give their graduates the highest salaries. Despite Cambridge and Oxford achieving first and second spot on The Complete University Guide *, Imperial College London is revealed as the UKs most valuable university, with its graduates earning an average salary of £37,931 in their first year post-graduation - almost £5,000 above Kings College London (£33,077) in second place. Following those who studied at Imperial and Kings College London taking first and second position respectively, graduates from Oxford (£32,374), University College London (£31,708) and Cambridge (£31,447) completed the top 5 of the graduate salary stakes. The Adzuna.co.uk study, conducted in September 2018 from over 155,000 CVs**, revealed that the top ten most valuable universities to have on your CV are members of the prestigious Russell Group. However, only half of these 10 universities which came up top for salaries made it into the top 10 on The Complete University Guide: with Exeter (12th), Bristol (15th), York (21st), Edinburgh (23rd) and Kings College London (26th) all missing the mark. Alternative League Table: Top 10 Most Valuable UK Universities Alternative League Table rank based on average salary University Average earning potential in first year beyond graduation Rank on The Complete University Guide 1 Imperial College London £37,931 4th 2 Kings College London £33,077 26th 3 Oxford £32,374 2nd 4 UCL £31,708 10th 5 Cambridge £31,447 1st 6 Edinburgh £31,301 23rd 7 LSE £31,025 3rd 8 Exeter £30,840 12th 9 York £30,747 21st 10 Bristol £29,830 15th Andrew Hunter, co-founder of Adzuna, commented: For those students who are salary-minded, the Alternative University League Table is a great resource, especially as almost all UK universities are charging maximum tuition fees of £9,000 a year. Students concerned with getting the best bang for their buck should look outside the traditional league tables. Despite the power of the right university on your CV boosting your salary, students should not automatically assume Oxbridge to be best. Our research shows other universities, like Imperial College London, can deliver serious earning potential, commanding at least £5,557 more a year on average than Oxbridge. And, even those universities with lower rankings in The Complete University Guide, such as Kings College, which sits at 26th place, offers the second best salary. For savvy students looking ahead to their career these resources can help make an informed decision, not just for their university enjoyment, but for their future success.
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Full-blown trade war would cost jobs, growth and stability: WTO´s Azevedo
25-September-2018 - reuters.com
A full-blown trade war would have serious effects on global economic growth and there would be no winners in such a scenario, the director-general of the World Trade Organization (WTO), Roberto Azevedo, said on Tuesday.
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No class action for unhappy Uber drivers: U.S. appeals court
25-September-2018 - reuters.com
Uber Technologies Inc won a legal victory on Tuesday as a federal appeals court said drivers seeking to be classified as employees rather than independent contractors must arbitrate their claims individually, and not pursue class-action lawsuits.
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Alliant Hires Potts to Its Employee Benefits Group in Virginia
25-September-2018 - insurancejournal.com
Alliant has hired Arlene Potts as vice president within its Employee Benefits Group. Potts is based in Suffolk, Va., and will work with a portfolio of clients to provide strategic employee benefits services that aim to reduce healthcare costs and
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Mass. Medical Transportation Business Cited $460K for Wage Law Violations
25-September-2018 - insurancejournal.com
A Massachusetts medical transportation business and its managers has been cited $460,945 in restitution and penalties for violating workers rights and state wage laws. Massachusetts Attorney General Maura Healeys office began investigating Watertown, Mass.-based Quantum Transportation LLC and its managers,
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Landed your first job? How to stretch your paycheck to save for retirement, cover bills
25-September-2018 - usatoday.com
Landed your first job and collected your first paycheck? Heres a plan to stretch your income to cover costs from monthly bills to 401(k) savings.
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Uber Drivers Benefits Lose Key Ruling in Pay and Benefits Suit
25-September-2018 - insurancejournal.com
Uber Technologies Inc. drivers suffered a major defeat in one of the gig economys most closely watched labor fights with a ruling barring hundreds of thousands of drivers from suing as a group for better pay and benefits. Tuesdays decision
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Here are 10 questions you need to ask before hiring a freelancer
25-September-2018 - usatoday.com
If youre new to hiring freelancers, you might not know where to start or the right questions to ask to find the right freelancer for your needs.
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Some notable gender biases that are prevalent in job interviews
25-September-2018 - onrec.com
It can be recalled sometime ago that an anti-diversity mail was sent out at Google. Posted in News archive on 25 Sep 2018 The employee who sent the mail made claimed that the gender gaps at Google were due to the biological differences between men and women, advising the company to go back on its diversity hiring process. Regardless of the outcome of the employee's future at the company, in which a lot of people wont mind betting on if the employee was fired or retained, this ideology is not exclusive to just Google. Meanwhile, those interested in placing bets can go one better by trying out their hands on online blackjack . It's now a no-brainer that the gender-based diversities in hiring programs is due to the biases that women supposedly encounter in the course of a hiring process, specifically during interview processes. These biases can hinder their chances of landing the job positions they're qualified for. Find below, two gender-based biases and why they are uncalled for: 1. Biases which surround parental responsibilities It must be understood that it's not legal to ask women if they have kids or harbor any future plans to become mothers in the course of job interviews. Questions surrounding their marital status should not be encouraged either. Regardless, assumptions abound as there are some thoughts that women will have to leave work early to take care of their children. There is also the assumption that women would go on extended maternity leaves after childbirth. However, the truth in modern times is that a significant number of couples share the parental responsibilities that avail themselves in a home and thus enables both parties to balance work and home responsibilities. The only sorry fact is that men in the same shoe rarely encounter such stigma during job interviews. 2. It must be understood that gender has no influence on job performance. There are gender-based differences which are usually associated with the ability to successfully carry out job responsibilities. This must be marked off as ignorant thinking. A workforce that comprises a decent ratio of women to men folks comes with a lot of advantages. This is because people who come from different backgrounds and possess notable biological differences will proffer their unique expertise and skills and this results in the success of the company significantly in the short run and in the long run. Therefore, this assertion and assumption is invalid.
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Encouraging ethical practices within your business
25-September-2018 - onrec.com
Much has been said about the purpose of ethical business practices. Posted in News archive on 25 Sep 2018 Some say the benefits are simply linked to profitability , while others go beyond this to see the human implications. If the business you work for cares about people as well as profits, employees can work towards something truly valuable. While zero hour contracts are rising, so are social enterprises suggesting two branches of business are moving in different directions. A new report shows a third of small businesses are not primarily driven by profit. Losses caused by unethical work culture arent limited to the big corporate names youve read in the news. Poor behaviours cost British organisations billions every year through reputational damage, legal challenges and stifled motivation. Carrot or stick? The benefits of positive motivation All managers must ensure their workers are efficient and productive including those driven by social good. People often think of motivation in terms of carrots and sticks, but professional drive is much more complex than this. The best managers know how to get the most from their workers within a positive office environment. Studies suggest punishment doesnt work or rather, it increases politeness but does not reduce the punished behaviour. Without positive reinforcement, the punished employee will simply revert back to their old behaviour when senior staff are not looking. Whats more, they will feel the negative emotions associated with punishment, none of which are likely to foster a motivated mindset. Instead, managers can benefit from adopting positive leadership styles. Communicating clear expectations and putting frameworks in place to help employees achieve these can be a far more effective strategy, since people who feel challenged and inspired by what they do for a living dont need to be coerced. But, in order for positive leadership to be effective, every team member must stay driven towards a shared goal. Achieving such an environment is no easy task. An increasing number of employers are outsourcing the feel-good factor by hiring speakers from providers like Speakers Corner . Corporate motivational speakers are experts in rousing the troops to perform at their very best, offering a short-cut to optimal workplace happiness. If you want to encourage a culture led by positive motivation in your workplace, why not suggest introducing motivational talks to an annual company event? Implementing ethical HR practices There are several distinct leadership styles , ranging from autocratic to participant-led. Participative leadership is highly beneficial, since it reduces staff turnover and helps to produce creative solutions to operational dilemmas. As businesses grow, implementing HR structures becomes inevitable. Even the smallest of employers need to administer payroll and display essential health and safety information around the workplace. Encouraging your employer to go one step further can benefit the company in the long run. You can encourage your employer to do this by volunteering to take a project lead. In doing so, you can showcase the behaviour of an empowered employee. If your employer wants to see more of this type of initiative, the benefits of working to build a positive culture should be clear. Youll need to understand the overall business strategy and vision to ensure these are aligned. If your proposal is successful, youll need to define your HR strategy and its aims, as well as what ethics means within your organisation. Produce an actionable, step-by-step plan for how to achieve this, thinking about the initiatives and programmes you would like to implement. Increasingly, businesses use HR practices to showcase their values. If the company is young and visionary, implement clear structures for fast promotion and invest in training programmes. If your organisation is committed to diversity, make this clear in your policies. A workplace diversity policy enables businesses to commit to anti-discriminatory practices, fostering equal opportunity by removing workplace barriers. This can reinforce compliance with human rights law, meaning the company is less vulnerable to legal costs. This free equal opportunities policy template is a handy tool you can use to get started. You might also like to implement fair dismissal policies or a guide for supporting employees going through personal problems. Incorporating structures like these into your business can help to give workers a voice, encouraging the type of leadership style that can benefit your company. Encouraging your workplace to give something back Every business springs from a community whether thats a particular town, a group of like minded entrepreneurs or simply valuable team members and their families. Many large corporations had humble beginnings, so its only right to give something back. Such schemes can benefit companies by enhancing their brand image and creating a valuable story for local media or even your company blog. Donating to a local school, cause or community group can transform your business from faceless corporate entity to an organisation worth supporting. In turn, this helps to increase revenue. The benefits go far deeper than this, however. Ethical business practice is about doing good for the sake of good, so pick a cause that fits with your company values. This may involve taking a lead on environmentally friendly initiatives, allotted time for volunteering or working closely with educational institutions. The stats suggest millennials are shunning businesses in favour of those committed to social responsibility. This means doing good could even help to attract the best talent.
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Ask HR: Can I be fired with no warning? When do I have to tell a boss that Im pregnant?
25-September-2018 - usatoday.com
While there are laws that protect workers, it is possible to be fired without notice. Most states have at-will employment with limited exceptions.
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5 things to do with your first paycheck
25-September-2018 - usatoday.com
The way you spend your first few paychecks could set a pattern for years to come. Heres how to make the most of your hard-earned dollars.
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Actress Judds Harassment Suit Against Weinstein Faces Professional Relationship Law
24-September-2018 - insurancejournal.com
Ashley Judds lawsuit accusing Harvey Weinstein of sabotaging her career after she spurned his sexual advances can move ahead, but a judge balked at her sexual harassment claim because the actress and the producer didnt have a professional relationship. Weinstein
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Former AIG, Ironshore Executive Mitrovic Joins Cooper Levenson Law Firm
24-September-2018 - insurancejournal.com
Veteran insurance executive Michael Mitrovic has joined the Cooper Levenson law firm in its insurance defense litigation practice. Mitrovics career spans nearly 40 years in the insurance industry. He served as president of Global Claims for Ironshore Inc., where he
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U.S. Lawsuit Accuses Walmart of Bias Against Pregnant Employees
24-September-2018 - insurancejournal.com
Walmart is again being accused of violating federal law by failing to accommodate workers pregnancy-related medical restrictions. According to a lawsuit brought by the federal Equal Employment Opportunity Commission (EEOC), Alyssa Gilliam and a class of pregnant employees at Walmarts
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Texas Sets Workers Comp Weekly Benefit Rates for Coming Year
24-September-2018 - insurancejournal.com
The workers compensation state average weekly wage for dates of injury from Oct. 1, 2018, through Sept. 30, 2019, has been set at $937.70, the Texas Department of Insurance, Division of Workers Compensation reports. The maximum weekly benefit rates for
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Mississippi Urges Drivers to Watch for Road Workers After Multiple Incidents
24-September-2018 - insurancejournal.com
State transportation officials are urging drivers to be more careful in work zones after six road workers were hit on job sites last week. WLBT-TV reports three workers were treated for injuries after a produce truck rear-ended a Mississippi Department
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Pacific Health Care in California Begins Strategic Acquisition Search
24-September-2018 - insurancejournal.com
Newport Beach, Calif.-based Pacific Health Care Organization Inc. today announced the launch of a strategic acquisition search for an insurance company to add to its suite of comprehensive workers comp solutions. The acquisition strategy in the state of California for
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Procter & Gamble says new China tariffs may raise prices, hurt sales and endanger jobs
24-September-2018 - usatoday.com
Procter e Gamble outlined the potential dangers in a letter before President Donald Trump slapped a new 10 percent tariff on Chinese imports.
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With 911 dispatchers in short supply, average response time is slower
24-September-2018 - usatoday.com
911 centers struggle to hire enough, a crunch made worse by labor shortages in the strong economy. Call responses are slowed in many cases
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911 call centers struggle to find operators for life-saving calls
24-September-2018 - usatoday.com
911 centers across the country are struggling to hire enough operators, slowing the time it takes to answer calls. On rare occasions, the delays have led to injury and even death.
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Kohls increases seasonal workers to 90,000, touts holiday perks
24-September-2018 - usatoday.com
Amid a tight labor market and brightening retail prospects, Kohls is boosting its seasonal hiring and touting its perks to attract holiday workers.
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Death of New Jersey Ship Worker Killed by Falling Planks Was Accident
24-September-2018 - insurancejournal.com
New Jersey state police say the death of a ship worker killed when two steel planks fell on him has been ruled an accident. Basim Gilliard was hit around 9:15 a.m. Sunday while he was unloading cargo from the hold
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FEMA Chief Long to Keep Job, Repay Government for Car Misuse
24-September-2018 - insurancejournal.com
The head of the federal disaster response agency used government vehicles without proper authorization, but will not lose his job over it, Homeland Security Secretary Kirstjen Nielsen said Friday. Federal Emergency Management Agency Administrator William Brock Long had been under
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Fed´s Powell between a rock and hard place: Ignore the yield curve or tight job market?
23-September-2018 - reuters.com
Unemployment near a 20-year low screams at the U.S. Federal Reserve to raise interest rates or risk a too-hot economy. The bond market, not far from a state that typically precedes a recession, says not so fast.
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Is a rent-to-own home right for you? Beware of obligation-to-buy agreements
23-September-2018 - usatoday.com
Rent-to-own homes work but there are deal aspects that buyers need to be alert to, such as tricky contracts and the possibility of losing money.
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Austin Drops Workers Comp Lawsuit Against Firefighter with Cancer
21-September-2018 - insurancejournal.com
The city of Austin, Texas, has dropped a lawsuit challenging the determination by state workers compensation officials and an appeals panel that a firefighter diagnosed with cancer is eligible for workers comp benefits. According to the Austin Firefighters Association, Lt.
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Manhattan, Kansas, Labor Day Flood Caused $17.2M in Damage
21-September-2018 - insurancejournal.com
Manhattan City Manager Ron Fehr says a flood over the Labor Day holiday weekend caused $17.2 million in structural damages in the city. Fehr told the Manhattan City Commission on Sept. 18 that four commercial and eight residential properties suffered
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Lehman Brothers workers share memories 10 years after the fall
21-September-2018 - reuters.com
Ex-employees of Lehman Brothers Holdings Inc met at Irish pubs near their former office in Midtown Manhattan on Thursday night to reminisce 10 years after the bank's collapse, in gatherings with the atmosphere of high school reunions despite marking the largest failure of the financial crisis.
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Texas Workers Comp Study Finds Improvement in Worker Access to Medical Care
21-September-2018 - insurancejournal.com
The Texas Department of Insurance, Division of Workers Compensation reported in a newly released study that access to medical care for injured workers has improved slightly and that a high rate of doctors who treat workers comp patients has remained
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U.S. agency accuses Walmart of pregnancy discrimination in lawsuit
21-September-2018 - reuters.com
The U.S. Equal Employment Opportunity Commission on Friday filed a lawsuit accusing Walmart Inc of forcing pregnant workers at a Wisconsin warehouse to go on unpaid leave and denying their requests to take on easier duties.
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Calling all Nurses - NHS Northamptonshire is on an Autumn Recruitment Drive with a series of Open Days in September and October
21-September-2018 - onrec.com
The Best of Both Worlds recruitment campaign to attract hundreds of nurses and healthcare professionals to relocate and work in hospitals and the community across Northamptonshire is stepping up a gear this Autumn. Posted in News archive on 21 Sep 2018 A series of open day recruitment events are being held by leading Northamptonshire NHS employers throughout September and October, welcoming nurses of all levels and specialisms as well as therapists and healthcare assistant roles. The open days will showcase the range of job opportunities and nursing career pathways available across the county. Newly qualified and qualified nurses who attend can find out about the roles, speak to members of staff, attend short presentations and apply for jobs. The next two open days are: Northamptonshire Healthcare NHS Foundation Trust (NHFT) on Saturday 29 th September, 9am until 5pm at Highfield Clinical Care Centre in Northampton. NHFT is looking for nurses and therapists to work as part of its Intermediate Care Team or Community/District Nursing Team. Live job interviews will be a big part of the day and nurses are encouraged to bring along their CVs and supporting documents. Northampton General Hospital on Saturday 6 th October, 10am until 2pm. The hospital is looking for qualified medical, paediatric and theatre nurses and ODPs. Jackie Perkins, Head of Service for Community Nursing at NHFT said: This is an exciting opportunity for nurses to join a dedicated, experienced and highly motivated team, who provide high quality, safe, compassionate care for patients in sometimes challenging but always rewarding ways across Northamptonshire. The team delivers and supports treatments in partnership with many services providing a multidisciplinary and holistic approach to patients care. Within district nursing, patients and their families/carers always remain our priority and we regularly receive positive feedback from them about our service. NHFT is a fantastic organisation to be a part of and this has recently been recognised by the CQC who have rated us Outstanding. We offer a robust individual development plan for all our staff and assist staff to reach their potential. Andy Belcher, Clinical Resource Planning Manager said, These open days are a fantastic opportunity for nurses looking for a fresh challenge to explore the career opportunities in Northamptonshire, speak to people already working here and to see our excellent facilities. Northampton General Hospital is due to open a £12 million emergency assessment unit in October that will be leading the way in emergency admissions. There are many benefits to relocating here including first rate training opportunities and career progression, as well as being a beautiful place to live, easily accessible to other parts of the UK and offering affordable housing. We encourage nurses to register for these open days and come and find out for themselves. These events will follow a highly successful open day at Kettering General Hospital (KGH) on 15 th September which was attended by over 170 nurses and health care assistants. KGH is recruiting surgical nurses to work in its newly refurbished theatre wards, nurses for medical wards and its family health division, as well as healthcare assistants. Andrew Stewart, Head of Employment Relations says, Kettering General is a hospital for the community, with a real family feel. Most staff live within 10 miles of the hospital and everyone talks to everyone. Were a very close-knit team. Nurses who work here are smiled at every day, supported and developed they can be a big fish in a small pond. The Best of Both Worlds campaign launched last year and is the first campaign of its kind to bring together several NHS providers to address the national shortage of doctors and nurses by highlighting the many benefits of relocating to Northamptonshire, including the varied career opportunities and better quality of life. The campaign unites the University of Northampton, Northamptonshire Healthcare NHS Foundation Trust, Northampton General Hospital, Kettering General Hospital (KGH), St Andrews Healthcare and Northants GP. For more information on the vacancies visit: bestofbothworlds.uk.net
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2019 HSJ Partnership Awards will showcase recruitment and human resources providers inspirational joint working projects with the NHS
21-September-2018 - onrec.com
Health Service Journal (HSJ), the news and information service for all healthcare leaders working in, for, or with the NHS, has expanded and enhanced its Partnership Awards for 2019. Posted in News archive on 21 Sep 2018 This follows the success of its inaugural programme earlier this year where Bank Partners were recognised for Recruitment Services Provider of the Year for reducing agency spend at the Royal London Hospital, and ESRconnect were recognised for Best Workforce Innovation for their software tool to assist NHS payroll teams. The newly launched 2019 Partnership Awards, which recognise private sector organisations, including recruitment and human resources providers, that are working to help the NHS deliver better and more cost-effective patient care, boast several new categories and a prestigious black tie dinner awards ceremony at Park Plaza, Westminster Bridge on 20 March 2019. Featuring a total of 21 different categories, covering a broad swathe of sectors, the expanded programme now has new categories, including mental health consultancies and not-for-profit organisations. A vast range of joint working projects and service providers will be eligible for recognition. Entrants must be able to demonstrate that their projects have made a tangible difference to the NHS by, for example, improving services, facilities or quality of life for patients, or working more efficiently to save money. Winning entries in the 2018 HSJ Partnership Awards included new payroll systems, a new clinical pathway for leg ulcers and an alternative dispute resolution protocol tool, with each project demonstrating clear benefits to NHS organisations. Alastair McLellan, Editor of HSJ, said: Hundreds of organisations, across numerous sectors, work behind the scenes to assist the NHS. However, their contributions are often unseen and not given due credit. The HSJ Partnership Awards provide the opportunity to celebrate the work of these invaluable contributors who are delivering tangible benefits to NHS patients, clinicians and the facilities they use. Building on the tremendous success of the first HSJ Partnership Awards, we have adopted a black tie dinner format, similar to that used for our HSJ Awards programme. The glamorous evening will showcase the innovative projects and long-term support programmes that are really making a difference to the NHS in these challenging economic times. For details on the individual categories and entry criteria, please log on to www.partnership.hsj.co.uk . Entries must be submitted by 26 October 2018.
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The artist as an algorithm: robot-made Rembrandt for sale
21-September-2018 - reuters.com
Robots can do many of the jobs previously performed by humans, but could they ever replace artists?
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Weirdest job in every state
21-September-2018 - usatoday.com
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Fake Apple products: Heres how to avoid being fooled and endangered by counterfeits
21-September-2018 - usatoday.com
Dont be fooled by counterfeit Apple accessories: Check color, packaging, price and printed text. Anker, Belkin, Mophie sell legitimate alternatives.
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Being Nice to Employees Pays Off
21-September-2018 - insurancejournal.com
Want the best results out of your employees? Then be nice to them. New research from Binghamton University, State University at New York finds that showing compassion to employees almost always pays off, especially when combined with the enforcement of
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IBM Being Sued for Age Discrimination
21-September-2018 - insurancejournal.com
Shannon Liss-Riordan has been compared to a pit bull with a Chihuahua in its mouth. In a career spanning almost 20 years, the Boston-based lawyer has gone after corporations that have either harmed consumers or their own employees. Shes represented
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Restaurants Must Pay Minimum Wage for Work Unrelated to Serving
21-September-2018 - insurancejournal.com
Restaurants must pay waiters and bartenders minimum wage when they are engaged in tasks such as cleaning toilets that are unrelated to their main jobs and do not offer tips, a divided U.S. appeals court ruled this week. At issue
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There are three new iPhonesheres how to pick the right one
21-September-2018 - usatoday.com
Need help deciding on a new iPhone? Dont worryweve got you covered.
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May is busy schmoozing and snoozing: Britains biggest employers must hire now to beat Brexit, recruiter warns
21-September-2018 - onrec.com
This week we have seen Theresa May head to Europe to dine with EU leaders, following a long summer spent attempting to win over world leaders. Posted in News archive on 21 Sep 2018 Her efforts at schmoozing her political opponents and allies have had mixed results - much like the reception to her dancing prowess. But now is the time for real action, with Brexit almost exactly six months away and very little progress made thus far. It has felt like our prime minister has been napping through the past year, with the odd statement claiming to be pushing for the best possible deal belied by recent government reports preparing people for a no-deal Brexit. This hardly instils confidence in myself and other business leaders that we will actually come to an acceptable agreement with the EU. My main concern at present is for the public sector and our nations largest employers, as they will undoubtedly be hardest hit by the talent gap that is bound to occur over the coming months and years - due to the volume of people they hire. EU workers have already started leaving the UK, not to mention the global firms that have pulled European headquarters out of London and into cities like Frankfurt, taking many of their staff with them. This is primarily occurring in the financial sector, but lower-skilled industries will be equally hit over the coming months. Healthcare, construction, hospitality and seasonal agriculture rely heavily on workers from the EU. I have already heard of many business leaders approaching recruiters to fill vacancies left by EU nationals, who have returned to their home countries where there are more opportunities and better job security. It also worries me to think of the wider impact this exodus will have on the economy, as the amount these workers pay in tax will suddenly disappear from public finances, not to mention the cost implications of sourcing, hiring and training new candidates. Given the lack of guidance from our political leaders, I would advise big businesses to start preparing their talent pipeline immediately. Personally, I am readying myself and my business for a no-deal Brexit and will be pleasantly surprised if we have anything other than this outcome, but well prepared either way. Firstly, employers must assess their current workforce and make a realistic prediction about who is likely to stay or leave in the next 6-12 months. Once you have a figure in mind, you can begin to look at how best to fill it. Could you train people already in your workforce? Can handovers begin to take place with current staff, so that you have plenty of time to prepare for their future absence? What is your budget for filling this gap? Implementing a strong staff retention plan will also help and makes good business sense regardless. By considering how best to retain talent, employers might find that some EU workers choose to remain in the UK post-Brexit and will also ensure that other workers are less likely to look elsewhere. Employee benefits, flexible working, staff morale and job satisfaction are all key elements of strong retention policies and will stand businesses in good stead during the challenging years to come. Inevitably, an element of hiring will have to take place, but it is worth considering avenues outside of those you would usually approach. For example, if you typically only hire graduates, think about the older end of the workforce and the benefits of taking on an employee with more experience. Similarly, if you would usually ask for a number of years experience, consider the benefits of hiring a school-leaver and whether you can play a part in nurturing homegrown talent. This type of candidate can be shaped to fit your company and its unique needs, and it allows business leaders to give back by investing in the next generation of workers. Finally, it is important to remember that Brexit only relates to EU workers and there is a global talent pool out there, ready to be snapped up. A recently published Government-commissioned report from the Migration Advisory Committee has advised that the current cap on the number of high-skilled migrants coming to the UK should be scrapped, subjecting EU workers to the same visa rules as other migrants. This may well open up the non-EU talent pool a little wider, so it is worthwhile for business leaders to consider whether candidates from other countries could bring benefits to their companies and fill vacancies that would otherwise be left empty. Each of these measures will not only help big businesses - and their smaller counterparts - to negotiate the challenging times of Brexit, but they are also best practices when it comes to being a successful and appealing employer. Those who are waiting for May to act decisively could be waiting a while, and given her own party do not back her I doubt that EU leaders will cave to her demands. Employers who show leadership and forward-planning will be best placed to survive and thrive during the coming months and years.
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Mind the skills gap: Brits´ lack of understanding is hurting job prospects
21-September-2018 - onrec.com
Michael Page launches new Skills Checker tool to help workers with job search concerns on 21 Sep 2018 New research released today reveals Brits are being held back in their careers by not having an understanding of the skills they need to progress. Global recruitment specialist Michael Page surveyed 1,203 workers to get their views on the job application process and found over a third (36 per cent) have held back from applying for a new job because they didnt understand which skills were required for the role. The survey revealed the extent of the confusion experienced by workers when it comes to knowing which skills they need to show off in job applications and interviews. Almost half (46 per cent) of respondents stated they find it hard to know which skills to focus on, or talk about, in job applications and during interviews while almost one in 10 (eight per cent) wouldnt check, or wouldnt know how to check, which skills were required for a job role. This knowledge gap around skills has resulted in a lack of confidence amongst job seekers. According to the research, more than a third of workers (36 per cent) dont think they would stand out in an interview based on the skills they have, while almost half (46 per cent) have actually left an interview worried about how they performed. With job seekers needing a confidence boost, experts advise that candidates need to first identify and appreciate their skills before they can assertively convey them in language employers find convincing and exciting. John Lees, career strategist and author of How to Get a Job You Love, commented: These findings demonstrate the need for candidates to not only understand which skills they currently possess, but also be able to do two things: match these skills to the needs of organisations, and talk confidently about them at interview. In light of this confusion Michael Page has developed the Skills Checker, an online tool which allows both employers and potential employees to search job roles and find out which skills are required. Advising on mandatory qualifications, technical competencies and personality attributes, the Skills Checker aims to help job applicants get ahead of the game. We hope our Skills Checker tool will help job seekers better understand the skills needed to take the next step in their careers and feel more confident discussing them to help get their dream job, said Nicholas Kirk, UK Managing Director at Michael Page . And it isnt just job seekers that need to rethink how they approach skills; its clear businesses could be doing more to clarify the skills required for a role. Employers are potentially missing out on talent as a result of unclear job listings and must ensure theyre hiring in the most efficient way by listing the specific skills needed for each role. To help job seekers who may be feeling overwhelmed by the job search process, John Lees has the following advice: Think about the employer shopping list. Do your research to work out the skills and experience employers are looking for - dont just rely on job ads and descriptions. If you want to understand the skills employers are looking for in specific roles, why not use the Michael Page Skills Checker Speak the employers language. Match who you are and what you do to the employers needs. Reflect that in the language of the hiring organisation; skills only become transferable when you express them in a way an organisation finds exciting Target your message . Work out which organisations are a good fit for you, understand the skills, qualities and experience they value in top performers, and tailor your application accordingly Learn to talk about your abilities confidently. Spend time learning how to talk confidently about your career history, your strengths, and areas you want to develop. Practise delivering short, positive stories about where youve performed at your best Plan for interview success. Dont use live interviews as rehearsals prepare, plan, and perform at your best. Spot the top five items on the employers wish list and align yourself to them. Decide on a handful of key messages you want to get across, and dont leave the interview room until you do! The newly launched Skills Checker tool can be found here: www.michaelpage.co.uk/minisite/skills-checker .
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The main regulations related to recruitment in the UK
21-September-2018 - onrec.com
The relationship between an employer and his/her employees is controlled by the Employment Law in UK which comprises complete information about the rights and responsibilities of both parts. Posted in News archive on 21 Sep 2018 The working hours, holiday breaks, data privacy, safety regulations, salaries, discipline, maternity rights and many more can be found in the above mentioned law. Recruiting staff in a company is in many cases subject to a series of considerations an employer must bear in mind in order to avoid the situations of hiring the wrong persons for the existing job offers. What to consider when recruiting staff Firms in UK have a wide range of possibilities when deciding for hiring staff as the workforce in this country is not only diversified, but also skilled and well trained. Even though hiring people for a company might be challenging and time-consuming, the employers need to conduct several verifications, in accordance with the law, before deciding on the right employer. For instance, due diligence can reveal the employment part of a potential candidate for a specific job in a company. At this moment, the factsheet which is an important document with complete information about an employee and his/her previous jobs will play a significant role as it can reveal all sorts of details. A factsheet will comprise details about an employee and if he/she has a criminal background or not, if there were cases involving amendments or penalties at work in the past etc. This step is also known as a pre-employment checkup which is adopted by most of the companies in UK, whether they are looking to hire local staff or from abroad. Details about the employment contract The employment contract is drafted and then signed by both parts as soon as the employee and the employer have agreed on the working conditions (domain, workflow, salary, work conditions etc.) in the company. Such a contract is a binding agreement and it represents the legal way of working in UK, in respect to the applicable legislation regarding the rights of employers and employees. An employment contract comprises information about the type of work, whether it is for a long or a short-term, if it is about hiring a freelancer, the working hours, salary, payment date, internal rules, holiday breaks, the environment in which the employee will work and the equipment he/she will use. It is good to know that the private information of an employee will remain confidential in the company and we remind that the recent GDPR improvements are protecting anyone who offers his/her private info under certain circumstances. There are also zero-hour contracts that are considered casual contracts which address to those employees looking for seasonal work or projects. Such type of contract offers flexibility as such workers can be called at the time a company or an entrepreneur need them. The advantage of such a contract is that a worker can accept other employment opportunities too, without having to consider any bans in this matter. It is good to know that a company that breaks the local laws related to employment may need a criminal defence solicitor in London to represent it in front of the court. The legal requirements in a recruitment case in UK Each employer will act in agreement with the established terms and conditions by the law in UK. This means that the company must offer comprehensive information about the working hours, the rights for overtime work, holiday entitlement, rest breaks, Sunday working, workplace and the rights in cases of discrimination at work. Recruitment agencies In most cases, large companies in UK are very much interested in the services of a recruitment company which acts in respect to the requirements of its clients. Depending on the job offers on the market, the recruitment agencies will have to propose the suitable candidates in complete focus on their skills and competencies.
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Washington Employers May See Big Drop in 2019 Workers Comp Rates
21-September-2018 - insurancejournal.com
The price of workers compensation insurance in Washington could drop significantly in 2019. The Washington Department of Labor Industries this week proposed a 5 percent decrease in the average premium employers pay for the coverage. If approved, the rate
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Barrett Business Services settles accounting fraud charges: SEC
20-September-2018 - reuters.com
The U.S. Securities and Exchange Commission said on Thursday that Barrett Business Services Inc and the company's former controller, Mark Cannon, have agreed to settle civil charges of accounting fraud involving workers' compensation.
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Organizing a Recruitment Campaign
20-September-2018 - onrec.com
Starting a recruitment campaign can be daunting but it doesn't have to be. There are a few main steps to begin the campaign. Once the first steps are completed, the campaign should be plain-sailing. Posted in News archive on 20 Sep 2018 The main basic steps to begin your campaign are: make sure the job description for the vacancy is up-to-date decide what kind of advertising you will need create recruitment forms for candidates to give you their details arrange who will interview candidates, and where. After you have decided on the vacancies you want to advertise, and your job descriptions are up-to-date, you need to be looking at advertising your recruitment campaign. Most applicants expect details about your company and how they would fit in it. You need a print firm with the best quality for your advertising material. Your recruitment application forms to send out to applicants will need to be high quality showing your company brand. Helloprint.co.uk is an excellent choice for this work and for advertising your whole campaign. They will produce high quality flyers, brochures, brand-headed forms, and exhibition standard printing. You also need to decide where and how to advertise for recruitment. Advertising your recruitment campaign is important as this is the way to attract applicants. The advertising allows you to optimize your company brand and give the right signals to applicants, so advertising is a great way to start your recruitment campaign. You get to show your brand to more people at the same time as recruiting new employees. Helloprint produces first class printed items to assist your campaign, for instance flyers and brochures, amongst many other products to help you advertise your campaign, including everything you need to hold a recruitment exhibition such as kakemonos, banners, and customized goods. They also offer you to design a business card that you can hand to all applicants during your recruitment campaign. Advertising through local media, magazines and social networks, and using descriptive adverts in photo form are also useful to upload to your own website as well as social networks. Making the most out of advertising on the internet via your website or social networks will increase your reach to more people. All of these ways to advertise your recruitment campaign will show off your company brand to prospective applicants. You need to attract and engage as many people as possible with high quality advertising. All these forms of advertising for your recruitment campaign can be reproduced in different formats and materials for different purposes, like the brand adverts to show on your recruitment forms or photo reproduction for internet or social media advertising. As most people use social networks for information, using these networks for advertising with ready-made excellent images and prints will make your recruitment campaign stand out. Clearly, to attract the right applicants will depend on your style of advertising and wording, and using your company brand gives applicants the assurance that you are a reliable company to work for. Choosing an excellent print company is the best way to show off your company brand while advertising to attract new employees. Your recruitment advertising material will most likely be the first encounter with your company that applicants see. They may not know a lot about your company, so, the advertising material is important to show your brand to its best advantage. Through the advert you can explain your company ethics, how the company works, and what the company is looking for in an applicant. All of this is useful information for your prospective applicants. When starting a recruitment campaign the most important part will be the advertising for this campaign. Make sure you have superb printed material in whatever form you need it for your advertising, and choose a reputable company to produce this. With good advertising, your recruitment campaign will be a success.
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Lets Talk about Flex: parents call for more flexible working, but three quarters say they dont have the option
20-September-2018 - onrec.com
As families across the country return to work and school this month, research commissioned by McDonalds UK reveals that parents want to move away from traditional 9-5 working patterns. Posted in Statistics and trends on 20 Sep 2018 Nearly 60% of parents want to work more flexibly and would prefer to start work between 6am and 8am But three quarters (73%) of parents say they do not currently have the option to work more flexibly Figures released as McDonalds UK and Anna Whitehouse (Mother Pukka) launch first Lets Talk About Flex Event today As families across the country return to work and school this month, research commissioned by McDonalds UK reveals that parents want to move away from traditional 9-5 working patterns. As one of the largest employers in the UK with a workforce of more than 120,000 people, including thousands of parents, McDonalds wanted to understand working lives in the UK. The study was conducted over the summer by YouGov with 1,100 parents across the country. The research found that over three quarters of parents think flexible working would allow them to juggle work with home commitments, yet 73% say they do not have that option in their current role. To champion flexible working, McDonalds has partnered with flexibility campaigner Anna Whitehouse (Mother Pukka), CIPD (the professional body for HR and people development) and Working Mums. Work that works for parents The study found that parents prefer jobs that offer early starts and a shorter working week, with only 5% opting to work the traditional 9-5: 59% of parents in full-time employment would prefer starting work between 6am and 8am If given the option, 39% of parents would opt to work longer hours in return for a shorter working week. This is particularly true of those with children under four years of age with the number rising to almost 50% Over three quarters of parents think flexible working allows them to manage commitments outside of work Lets Talk About Flex To further understand and meet peoples needs from work today McDonalds UK is teaming up with Anna Whitehouse (aka Mother Pukka) founder of MotherPukka.co.uk and the brains behind the #FlexAppeal campaign, to host a series of free-to-attend Lets Talk About Flex events at McDonalds restaurants. On Wednesday 19 th September the first event will be held in North London during which attendees have the chance to meet one of three experts in flexible working both for employers and employees including: Sue Coe, Head of Employment at Equality and Human Rights Commission Steph Douglas, Founder of Dont Buy Her Flowers Ben Willmott, Head of Public Policy at CIPD Attendees will have the opportunity to book one-to-one consultations to get tailored advice. Further events will follow in Glasgow and Manchester in October and November. Anna Whitehouse, also known as Mother Pukka, commented: I have been freelancing for most of my working life, but its only as a parent that Ive realised how important some flexibility is, and how hard it is for two parents to work full-time in office jobs. That is why Ive been lobbying the government and spreading the word with our Flex Appeal campaign for three years and we are delighted to be working with McDonalds using their footprint across the country to help us spread the message further. Gillian Nissim, Founder of Working Mums, commented: The potential to rethink how we work, where we work, when we work and why we work is immense especially for parents. Growing numbers of people with children are feeling frustrated with the strait jacket of working a 9 to 5 and want a job that fits better with their commitments outside of work. This research further illustrates how flexible working can be mutually beneficial for both employees and employers, providing more motivated, loyal and productive employees.
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Less than half of UK population self-Google
20-September-2018 - onrec.com
Modesty in the face of online narcissism or job-seeking self-sabotage? Posted in Statistics and trends on 20 Sep 2018 According to new research conducted by TopCV , the largest CV-writing service in the world, the selfie era may not be as self-absorbed as we thought but it could be costing them job opportunities. TopCV asked 2,885 professionals how often they search for their own name online and found the responses surprisingly modest. Overall, 57 per cent of respondents said that they never Google their own names online, while only 6 per cent admitted to doing so every day. Although the results varied slightly according to years of employment, more than half of respondents in all categories selected the never option when asked the question How often do you Google your name? The full results are below: TopCVs career advice expert Amanda Augustine points out that while Googling oneself may be viewed as a guilty pleasure, it can play a significant role in helping job seekers identify and shape their personal brand' online. If job seekers arent aware of how they come across online, they are neglecting a necessary component to their employability. Its essential that they pay as much attention to this as they would to their CV or interview performance. Perhaps some photos or tweets that you posted a few years ago are appearing on the first page? Or maybe someone with the same name has been up to no good? Not self-Googling and knowing this information could mean self-sabotage before you even step into an interview. While I wouldnt recommend obsessing over it daily, I always advise that all career-focused professionals, as well as job seekers, Google themselves monthly to actively monitor and manage their online presence. Everyone remembers Ed Balls Day the day (April 28 th ) that has continued to be celebrated after Balls accidentally tweeted his own name, instead of using the search function. While embarrassing, we shouldnt judge Ed for taking an interest in what people were saying about him!
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The Gen-Z employment divide: 1 in 3 graduates fear they are losing out on entry level roles to those who can afford to do unpaid/poorly paid internships
20-September-2018 - onrec.com
New research from graduate jobs board Milkround has revealed that almost one in three (27%) are worried they will lose out on roles to other applicants who can afford to accept a poorly paid internship. Posted in Statistics and trends on 20 Sep 2018 Company Profile Milkround View profile » 65% of graduates believe they will work in their dream industry 55% think an internship will help them to secure their dream job New research from graduate jobs board Milkround has revealed that almost one in three (27%) are worried they will lose out on roles to other applicants who can afford to accept a poorly paid internship. With the long hot summer coming to an end, and the next round of grad schemes starting, new graduates looking to enter the workforce may be missing out on new roles due to their financial situation, rather than not being the best person for the role. The research from Milkround showed that no matter their finances, Gen-Z graduates are ambitious and have high expectations, with 65% believing they will work in their dream industry. This translates itself in their desire for internships as the first step to scaling the career ladder, with more than half (55%) believing this will help them secure their dream job. With internships being the standard route into the workforce for graduates yet often underpaid, theres a question as to whether these programmes are creating an unlevel playing field for those who cannot financially support themselves through their first role. Georgina Brazier, Jobs Expert at Milkround said : With many internships remaining low-paid, it is understandable that 27% of graduates are concerned by the prospect of losing out to other job-seekers who may be in a more comfortable financial position. However, encouragingly we are seeing a growing number of companies across the UK offering financial support to interns in order to tackle this issue. From help with accommodation to covering travel costs, this support is helping to level the playing field amongst those entering the workforce. We are encouraged to see a growing trend towards paid internships across the UK, as well as added financial support for interns where possible. Milkround does not work with companies who offer unpaid internships and we understand these roles are often not feasible for graduates looking to take their first step in a professional career. Milkround surveyed 5,709 graduates, between 4 th April and 14 th May 2018
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Alera Group Acquires Champion Benefits of Atlanta
20-September-2018 - insurancejournal.com
Alera Group, a national employee benefits, property and casualty, risk management and wealth management firm, has acquired Champion Benefits of Atlanta. The company provides integrated, strategic benefit plans for clients with a fully integrated team including healthcare consultants, pharmacists, nurses,
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Under Armour to cut jobs in $10 million restructuring plan
20-September-2018 - usatoday.com
Under Armour plans to cut about 3% of its workforce as the apparel company continues restructuring its global operations to become more efficient.
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McDonalds Workers in Several Cities Rally Against Sex Harassment
20-September-2018 - insurancejournal.com
McDonalds workers staged protests in several cities Tuesday in what organizers billed as the first multistate strike seeking to combat sexual harassment in the workplace. In Chicago, one of the targeted cities, several dozen protesters rallied in front of McDonalds
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Will Robots Take Your Job? It Depends on Where You Live: OECD
20-September-2018 - insurancejournal.com
Will robots take your job? The answer depends on where you live. The threat varies strikingly between countries and regions, with as many as 40 percent of jobs at high risk in Western Slovakia and just 4 percent in the
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Ayala Joins Alliant Employee Benefits Group in Oklahoma City
20-September-2018 - insurancejournal.com
Alliant Insurance Services has added Brady Ayala as senior vice president in its Employee Benefits Group in Oklahoma City. Ayala will service a growing portfolio of regional clients, deploying a full range of benefits consulting solutions focused on strengthening operations
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Employers confidence in the economy at its worst for six months
19-September-2018 - onrec.com
New data shows that employers confidence in the prospects for the UK economy declined further this month, according to the Recruitment and Employment Confederations latest JobsOutlook report. The balance of those seeing a positive outlook as opposed to a negative one was a net -5, a fall of 4 points from last month (August 2018), and the lowest since March 2018. Posted in Statistics and trends on 19 Sep 2018 Company Profile REC View profile » Despite the lowest confidence in the prospects for the economy for six months, employers confidence in making hiring and investment decisions in their own businesses remained in positive territory with a net balance of +15, the same as the previous month. Half (50 percent) of UK employers who hire permanent staff expressed their concern this quarter over the sufficient availability of candidates for permanent jobs, with anticipated shortages of engineering and technical workers causing most anxiety for employers. Health and social care workers and construction professionals were the other two professions where employers expect severest skills shortages. Three in five (60 per cent) employers intending to hire temporary workers expressed concerns over the sufficient number of agency workers with the necessary skills they require, up from 36 percent this time last year with employers expecting the severest skills shortages in the marketing, media creative sector, followed by drivers and construction sectors. The net balance of employers intending to hire agency staff in the short-term rose by 23 percentage points compared to this time last year. The net balance of those intending to hire temporary agency workers in the medium-term rose to +19 percentage points from +7 points in September 2017. Neil Carberry, Recruitment & Employment Confederation Chief Executive says: The further weakening of employer confidence is a reminder that time is running out on our negotiations with the EU. UK business will need to adapt to whatever deal is done, and employers are making contingency plans for what a deal or no deal scenario may bring. The reports remarkably robust findings on hiring show that firms are still ready to invest in their own business where they see customer demand. Recruiters are working hard to fill job vacancies and aid future growth. Employment is high and candidate availability tight. The coming months will show whether the plans to increase the use of temporary staff we see today reflect the need for staff in a tight labour market, or weakening employer confidence in the economy for 2019. www.rec.uk.com
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BP launches the Skills Refinery to support students employability
19-September-2018 - onrec.com
New online portal aims to help students equip themselves for the future world of work Posted in Launch on 19 Sep 2018 BP, a leading graduate recruiter, today launched the Skills Refinery, a new global online portal, which aims to improve students employability. This will culminate in a global challenge with the winning team of students receiving an exclusive, all expenses paid trip to the 2019 One Young World Summit in London. The Skills Refinery provides students with the opportunity to test and develop their abilities in five skills areas critical problem solving, innovation, influence and communication, cognitive flexibility and emotional intelligence. The platform has been developed using the latest digital technologies, to create an online gamified portal, where students will find resources to help them enhance these essential professional skills, while also having fun. The Skills Refinery will allow students to test themselves, progress their skills by using interactive quizzes, track their own progress and discover what the five skills mean in practice in the professional world. To add to the sense of competition and excitement, an annual global challenge will be set for members of the Skills Refinery. Launching in December, students will be asked to form teams to compete via video submission at a national level. The national winners will go on to challenge each other at a global level, for the chance to win an exclusive, all expenses paid trip to the One Young World Summit next year, for its 10 th anniversary in London. In its first year, the Skills Refinery will be piloted in five regions Australia, Azerbaijan, Singapore, the UK and the US, with a full global launch planned for 2019. It is open to undergraduate students in their first and second years of study and is free to join. The online platform is available at www.Bpskillsrefinery.com . Julia Harvie-Liddel, group head of resourcing at BP, said: At BP we recognise that the world is changing fast. Technology and digitisation are transforming the workplace and the nature of work is quickly evolving. We believe we can play a critical role in helping students future proof their skills and better equip them to be successful in an ever-changing world. We dont know what the jobs of the future will be, but we can give students the skills to prepare for them. We hope the Skills Refinery will enable them to do just that. www.bpskillsrefinery.com/homepage
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Call to all self-employed workers to sign petition to protect their rights
19-September-2018 - onrec.com
Self-employed workers, including contractors, freelancers, consultants, locums are being urged to sign a petition to help prevent irrevocable damage to their flexible working arrangements and to protect their rights. Posted in News archive on 19 Sep 2018 The petition has been set up by contracting authority ContractorCalculator in a move designed to help the Government see sense and ditch the Off-Payroll working tax it is planning on introducing into the private sector. HMRC has conducted its consultation called Off-Payroll Working in the Private Sector . The reforms will introduce rules that enable firms to classify workers as employed for tax purposes but without providing them with any employment rights. The new measures will effectively introduce a new 15% tax for self-employed workers, while allowing firms to circumvent their obligation to give employment rights to workers. It directly opposes the intentions of the Governments Good Work Plan which has been designed to prevent unscrupulous firms forcing vulnerable and low paid workers into precarious work. The rules have been active in the public sector for a year and have had a damaging impact on public services and peoples livelihoods. Many low paid workers have been pushed into being classed as employees for tax purposes only but not received any employment rights; within the NHS for example these dreadful arrangements have seen many locum nurses lose a third of their post-tax income whilst also being denied even basic workers rights in return. Dave Chaplin, CEO and founder of ContractorCalculator who has initiated the petition said: It is ludicrous that Government is considering a wider rollout of this damaging legislation. Its consultation states where an individual is working in the same way as an employee, they should pay broadly the same employment taxes as an employee, then goes on to clarify that those subject to more tax will not receive the employment rights. The logic is skewed and HMRCs refusal to consider the alignment of tax and employment law will pave the way for mass oppression of millions of the UKs most vulnerable workers unless we take action. It is important that everyone signs this petition to help Government to see sense before it introduces rules which further erode the rights of some of the most vulnerable workers in this country. The petition can be signed by visiting: petition.parliament.uk/petitions/228307/sponsors/new?token=CjTfxHgXB13Uz2CBTJ
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Verified CVs Using Blockchain How will it Change Recruitment?
19-September-2018 - onrec.com
Blockchain remains one of the most exciting and seminal technologies in the world right now, and it has the projected growth to back this claim. Posted in News archive on 19 Sep 2018 According to a report commissioned by Global Market Insights. Inc, the size of the blockchain market is expected to peak at $16 billion in 2024 as the market discovers a host of new markets and applications. This highlights the flexible and universal value of blockchain, for which cryptocurrency represents the very tip of the iceberg in terms of its immense potential. One of the most interesting and innovative blockchain applications lies in the recruitment sector, and the processes used to verify candidates and fill vacancies. In this post, well discuss this in further detail, while asking how it could change recruitment in the future. Introducing CV Verification How will it Work? If youre unfamiliar with blockchain, this is a decentralised ledger technology that provides an immutable record of data. Not only is this data independent of a central authority, but its also encrypted and extremely difficult for even seasoned hackers to access. At the end of October last year, APPII unveiled a new direction for blockchain by introducing the worlds first career and CV verification platform. In simple terms, this technology and its associated platforms will serve as trustless systems that allow for early-stage verification of the candidate and their personal details. The APPII platform, which is likely to be adopted by prominent recruiters and job sites such as CV Library , will initially allow candidates to create so-called Intelligent Profiles. These will include details of professional achievements and industry certification, which will be imputed onto a distributed ledger before being verified and permanently recorded. The platform will then allow recruiters and businesses to verify any accreditations revealed by candidates during the application process, although its important to note that the data remains secure and encrypted at all times. This creates the ideal balance for candidates, who can provide significant reassurance to recruiters at an early stage without compromising personal and potentially sensitive data. What will this Mean for the Recruitment Industry? The potential impact of this technology extends far beyond candidate privacy, however, as both job applicants and employers will benefit from more efficient recruitment processes. With candidate profiles recorded permanently in the blockchain, for example, employers can verify all necessary details at once and negate the need to re-check information later in the process. This will reduce the time required to evaluate and verify candidates, which is central to a fluid and competitive job market. Not only this, but employers will also be able to invest a greater level of trust in potential candidates, which may lead to be effective interviewing techniques that focus solely on the suitability of an applicant and their ability to perform a specific role. The Last Word In some respects, it should come as no surprise that blockchain technology has been applied to the recruitment sector, as this often boils down to a simple exchange of a candidate between a sourcing party and an employer. This is very similar to the financial market, which relies on various exchanges between two parties and has become synonymous with blockchain in recent times. Ultimately, this development represents good news for the recruitment sector, as well as job seekers who are tired of long, repetitive and drawn out job applications.
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1.8 million job applications are made in first two weeks of September as Britain returns to work
19-September-2018 - onrec.com
The seasonal jobs rush is underway once again with September proving to be a popular time for job vacancies and applications. Posted in Statistics and trends on 19 Sep 2018 20% more jobs advertised in the first two weeks of September compared with the previous fortnight IT and consultancy roles have seen the greatest surge in job applications compared to 2017 Year on year data reveals 5% more job applications in the UK The seasonal jobs rush is underway once again with September proving to be a popular time for job vacancies and applications. New data released today by totaljobs (for the period 1 st -14 th September) has found that there were 1.8 million job applications made in the first two weeks of September. This represents a 12% increase from the last two weeks of August. The number of roles advertised on totaljobs also increased by 20% compared to the last fortnight of August with over 105,000 new jobs added, showing that supply is exceeding demand as we near full employment. However, employers dont need to worry yet, as there has been a 5% year on year increase in applications. IT and consultancy roles have seen the greatest surge in job applications compared to September 2017 - 125% and 197% respectively. Meanwhile, traditional industries continued to prove popular, with applications up 35% YOY increase in manufacturing roles and 18% YOY in the construction industry. Top 5 UK industries by YoY application growth: Consultancy 197% IT and Technology 125% Design 87% Science 70% Banking 41% Martin Talbot, Group Marketing Director at totaljobs, said: With the warmest summer on record since 1976 behind us, our social calendars slowing down and a new school term beginning, September marks the start of more than just a new season. Many employees who were busy enjoying the summer months have now turned their attention back to work and deciding it might be time for a change. This is the first year that weve really seen the effect of near full employment visible in the application numbers. With more job opportunities, candidates can be more confident, allowing them to be picky when searching for their ideal job.
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MAC migration report recommendations will not deliver the skills and labour UK employers need
19-September-2018 - onrec.com
Commenting on the Migration Advisory Committees recommendations out today, Ben Willmott, head of public policy for the CIPD comments: Posted in Opinion on 19 Sep 2018 Company Profile CIPD View profile » Many UK employers will face significant challenges in accessing the skills and labour they need if proposed changes to migration policy by the Migration Advisory Committee are adopted in full or without a significant transition period. While the report acknowledges the need for flexibility so employers can access high-skilled workers coming into the UK from the EU, it fails to recognise the balance of skills and labour needed in the UK. Its very disappointing that the report has largely ignored the importance of a route that will enable employers to continue to access low-skilled workers from the EU. This will provide significant challenges for UK employers, particularly those in key sectors such as retail, hospitality and social care, which are already struggling to find the people and skills they need. The Government should be cautious about making significant policy changes that limit low- and medium-skilled labour when the very modest potential gains are more than likely going to be offset by making it harder for employers to recruit the labour they need and, as the MAC acknowledges, may have unintended consequences for the recruitment of higher-skilled labour. Looking at specific recommendations, Willmott comments: Expanding the tier 2 route - in theory making it possible for employers to recruit medium as well as high-skilled EU workers in the future - without lowering the salary threshold from £30,000 will mean that, in practice, employers ability to recruit these workers will be significantly limited. We welcome the suggestion that the Tier 5 Youth Mobility Scheme could be extended to EU workers to fill low-skilled roles. However, this in itself is unlikely to address significant long-standing labour shortages in key sectors such as retail, hospitality and social care. Taken together, the recommendations look overly bureaucratic and restrictive. Our research consistently shows that employers are recruiting EU workers into low-skilled roles because they cant recruit UK-born workers into these roles, not in an effort to pay lower wages or avoid training. We hope that the Government continues to listen to the concerns of employers and seeks to create a system that is flexible, cost-effective and user-friendly, and enables organisations to access both the skills and labour they need after Brexit. CIPD research shows that the top reason employers recruit migrant workers is because they are unable to find UK born workers to fill low- and medium-skilled roles, not because they can pay lower wages to such workers.
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Alibaba´s Jack Ma says can´t meet promise to create 1 million U.S. jobs: Xinhua
19-September-2018 - reuters.com
Alibaba Chairman Jack Ma said the company can no longer meet its promise to create 1 million jobs in the United States due to U.S.-China trade tensions, Chinese news agency Xinhua reported on Wednesday.
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Mars aims to tackle ´broken´ cocoa model with new sustainability scheme
19-September-2018 - reuters.com
Mars Wrigley Confectionery launched a new sustainability strategy on Wednesday with the aim of combating deforestation, child labor and poverty in what it called the "broken" cocoa supply chain.
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Kistler Joins Illinois Alera Group as Director of Business Development
19-September-2018 - insurancejournal.com
Alera Group, a national employee benefits, property/casualty, risk management and wealth management firm headquartered in Deerfield, Illinois, has appointed Matt Kistler as director of Business Development. Kistler will play a critical part in Alera Groups continued national expansion and growth.
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Missouri Sawmill Cited for Safety Violations; Faces Nearly $200K in Penalties
19-September-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has proposed penalties of $199,183 to Missouri-based American Walnut Company LLC for two repeated and 14 serious safety violations. OSHA initiated an inspection of the St. Joseph sawmill after
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Democrats Want Trump Labor Board Members Recusal on Union Email Rule
19-September-2018 - insurancejournal.com
Democratic U.S. senators led by Elizabeth Warren of Massachusetts urged a Trump administration labor board appointee to recuse himself from a case that could end up being a big victory for corporations trying to make it harder for workers to
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Exploring the Jump in Mega Workers Compensation Claims
19-September-2018 - insurancejournal.com
Mega workers comp claims losses exceeding $10M jumped in 2016, according to a new report by the National Council on Compensation Insurance (NCCI). Its unclear if this is a one time occurrence or a new trend for the
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New Hampshires Optisure Risk Partners Hires Needham
19-September-2018 - insurancejournal.com
Optisure Risk Partners, based in Manchester, N.H., has hired Beth Needham as insurance operations manager and best practices leader. In this role, she will serve as a contributing member of the Optisure leadership team, offering insurance operations experience in service,
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Papa Johns latest TV commercial tries to shift the focus away from founder John Schnatter
19-September-2018 - usatoday.com
Since John Schnatters use of the N-word during a media training session in May, the pizza delivery giant and its founder have feuded publicly.
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New China tariff list creates risk of downward cycle for US auto industry
19-September-2018 - usatoday.com
More than 100 items that go into vehicles face 10 percent tariffs as President Donald Trump escalates his trade war with China.
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Facebooks ad targeting accused of discriminates by gender
19-September-2018 - usatoday.com
Facebook is facing a legal battle with not only the American Civil Liberties Union but also the Communications Workers of America and three female workers.
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Sixty percent of recruiters think regulators wont strongly enforce GDPR
18-September-2018 - onrec.com
Four months on, almost three-quarters (73%) of recruiters say the regulation has had no impact on their use of technology and software Posted in Statistics and trends on 18 Sep 2018 Company Profile Bullhorn View profile » Sixty percent of recruiters think regulators wont strongly enforce the terms of the General Data Protection Regulation (GDPR), according to a new survey conducted by Bullhorn , the cloud computing company that helps staffing and recruiting organisations transform their businesses. Seventy-three percent said they have seen no impact on the way they use recruitment technology and software four months on from the introduction of GDPR, while a similar number (71%) said it hasnt affected their ability to engage with candidates and clients. Of the 100 recruitment professionals surveyed, the majority (79%) of recruiters agreed that GDPR wont have a negative impact on the industry in the long-term. Peter Linas, Executive Vice President of Corporate Development and International at Bullhorn said: Its worrying to learn that a significant proportion of recruiters think the ICO and other bodies will take a liberal approach. If recruiters have seen no impact whatsoever on their use of technology and software, it might indicate that official advice and best practices are not being followed closely enough. We cant forget that GDPR was introduced for crucial reasons: to reinforce individual data privacy rights and improve transparency around how personal information is used. Penalties for non-compliance are, naturally, very serious. Linas continued: Its now more important than ever for recruitment companies to work closely with suppliers to understand how to maximise their use of technology, while staying within the boundaries established by GDPR. However, when asked about preparation for GDPR, over half (53%) of recruiters said they had enough training and support at an individual level, while nearly three quarters (73%) claimed that their company was timely and efficient in carrying out its compliance plan. Additionally, over a third (36%) of recruiters working at firms with a global reach said that their organisation plans to expand its data privacy policy to non-EU markets in light of GDPR, despite the potential challenges involved. The three most commonly cited challenges involved in preparing for GDPR were: Ensuring clarity around the terms of GDPR (58%) Putting new data processing policies in place (56%) Auditing all IT and other data-driven systems (44%) Linas concluded: Its certainly a good sign that recruitment companies are planning to expand their data privacy policies in light of GDPR. This is proof of the regulation fulfilling its overarching aim: to have companies take their customers data more seriously on a global scale. Nonetheless, while most took the appropriate measures to prepare for GDPR, more still needs to be done to educate staff and ensure clarity around what can and cant be done. The survey of 100 recruitment professionals was taken in August 2018. For further information on the findings, please contact TopLine Comms . About Bullhorn Bullhorn is the global leader in CRM and operations software for the recruitment industry. More than 8,000 staffing companies worldwide rely on Bullhorns cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. Headquartered in Boston, with offices around the world, Bullhorn is founder-led and employs more than 700 people globally. To learn more, visit www.bullhorn.com or follow @Bullhorn on Twitter .
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Over half of Brits believe their colleagues dont work hard enough
18-September-2018 - onrec.com
With the majority claiming that negative co-workers affect how they feel about their job Posted in News archive on 18 Sep 2018 Company Profile CV-Library.co.uk View profile » According to the latest research from leading job board, CV-Library , over half (56.4%) of UK professionals believe their colleagues dont work hard enough, with a further 76.7% stating that this impacts how they feel about their job. The survey explored the topic of professional relationships in the workplace, to find out how Brits feel about their co-workers and whether theyre happy for their colleagues successes. Interestingly, the majority of professionals (55.5%) work with people they dislike or find frustrating, with just over a third (34.4%) of employees also stating that their workplace has a negative atmosphere because of this. Employees then revealed how they felt at work as a result of others negativity, with the top five responses including: Wanting to leave the company - 45.5% Low morale across the team - 18.5% Dreading going to work - 14.9% An awkward working environment - 11% Want the colleagues involved to leave 6.5% Lee Biggins, founder and managing director of CV-Library comments on the findings: Its concerning to learn that over half of Brits feel their fellow workers arent pulling their weight. This can be demotivating, unfair and frustrating for employees. Whats more, the negativity that professionals are reporting is bad news for both workers and businesses. Having positive working relationships is important in order to work well as a team and co-operate with others. Not to mention that friendships at work can help to make the working days more enjoyable, giving opportunities for support and socialising. If youre facing negative or difficult colleagues who make you want to leave your role, or cause low morale and a bad working environment, it might be time to discuss these feelings with your manager. After all, no one should be made to dislike their job by anothers bad attitude. Whats more, the study revealed that despite the majority (88.9%) saying that they do always support their colleagues, 25.5% become jealous when their co-workers get a promotion. Furthermore, over a third (36.7%) admit to discussing salaries with the colleagues, with one in three (37%) becoming jealous if they dont earn as much, or that their co-worker received a pay rise. Biggins continues: While professionals do claim to support their colleagues, its apparent that this can be challenging when competition, pay and the desire for success gets in the way. Work can be stressful, so its important that employees do have those support systems in place to help them. Plus its a shame that a number of people admit to feeling jealous of their co-workers success. If youve missed out on an opportunity, promotion or pay rise that your colleague received, remember that you shouldnt compare your success to theirs. However, it might be worth asking for feedback from your manager to find out what you can do next time.
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Half of UK managers feel their gender or age has diminished colleagues confidence in them
18-September-2018 - onrec.com
Women are five times more likely to feel that their gender hinders confidence in them in the workplace Posted in Statistics and trends on 18 Sep 2018 A new report amongst UK managers reveals attitudes towards training and confidence in the workplace. Worryingly, women were five times more likely to feel that their gender hinders confidence in them, with a fifth (20%) of female managers admitting they would rather be managed by a male colleague. When it comes to confidence in their own abilities, almost half of men (48%) said that they were very confident in their management skills, compared to 30% of women. The findings also revealed that age played a part in management attitudes, with 68% of young leaders (20-24) saying they felt their age hindered colleagues confidence in them as a manager. However, when asked about who they perceive to make the better managers, respondents said it would be the person who was most qualified to do the job (44%). Despite a clear importance placed on training and qualifications, 18% said they had asked for training and not received it. 83% of managers also said they had heard excuses for a lack of training such as it was too expensive (45%), the company was too busy (42%) and that staff should be paying themselves (19%). The data, commissioned by AVADO, also found that half of UK managers (50%) feel their workplace doesnt do enough to invest in digital literacy, a vital skill in modern management. From our research, It was disappointing to see the negative impact gender and age had on confidence in management capabilities, but encouraging to see the powerful impact that being qualified can have on employees. At AVADO we recognise the importance of access to high quality training, helping managers across the UK to build on their skills. Our new qualification, in partnership with CMI, also allows us to ensure that employees in management dont get left behind in this fast-paced, digital age by helping to grow their digital skill set at the same time. Amy Crawford, Managing Director, AVADO Worryingly, just under a third (30%) of those concerned admit that their company many not be investing digitally due to widespread digital illiteracy throughout the company, with just under one in ten (7%) even saying they feel their bosses dont want them to be more literate them they are. In an attempt to tackle this, digital transformation experts AVADO have partnered with CMI to launch a revolutionary new online qualification in leadership and management. The Level 5 Diploma will cover the key topics that apply to traditional leadership and management skills but will also apply a digital lens to ensure managers are able to use what they have learned in a digital context. www.avadolearning.com
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Index reveals best UK cities to start a business in 2018
18-September-2018 - onrec.com
A new report has revealed British cities where small business prospects are on the rise. Posted in News archive on 18 Sep 2018 For those looking to set up successful shop in 2018 and beyond, Aberdeen, Leicester and Cambridge topped the ranks for small business success based on a number of factors including available talent, affordable costs, convenience and growth figures. Surprisingly, London, Birmingham and Manchester were bottom of the ranks, offering the least potential and growth to those looking to make it on their own. The index, created by leading printers, Solopress, ranked the UKs 30 largest cities, by a number of considerations, including: graduate figures, five-year survival rates, commercial rent costs per square foot, cost of living, wages and business closure figures. Aberdeen topped the charts across the board, ranking third for survival rates overall. Add to that a placement in the top ten for weekly pay and start-up growth, plus reasonable business rates and it makes a measure for success. Leicester closely follows in the midst of the Midlands boom, it ranks fourth place for start-up growth, tenth place for number of start-ups set up in the country and sixth place for affordable commercial rent. Its five-year survival rate of 40% also ranks reasonably well. Cambridge follows in third place. Its reputation for a large cluster of tech start-ups and businesses has already earnt its name as Silicon Fen. Its heavy student population, ranking second in the country means business in terms of graduate prospects, alongside a top ten placement for five-year start-up survival rates and a top five spot for wages are what make Cambridge the ideal location to go it alone. Of the ten most promising cities, three are situated in the heart of Yorkshire, (Leeds, Sheffield and Bradford) a nod to the rise in economy outside of the London suburbs. And despite its failing economy after the financial crash, Sunderland is on the rise. It came out first with its affordable office space and its five-year survival rates ranked in the top ten. Aron Priest, Co-Founder at Solopress commented: Our findings prove that you dont need to be in London to make it in the world of business. As a business based in Essex we can vouch that there are prosperous places for business all over the UK. Its no longer about being based in the capital; its about the right mix of people, enthusiasm and an idea of the local economy. Solopress has launched a report, Start-up Britain: The best UK cities to start a business in an attempt to highlight the locations where a start-up is more likely to succeed: https://www.solopress.com/blog/business-marketing/start-up-britain/ .
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McDonalds not alone in sexual harassment accusations, USA TODAY analysis shows
18-September-2018 - usatoday.com
The U.S. Equal Employment Opportunity Commission has dealt with fast-food chains from Del Taco to Arbys over allegations of workplace harassment.
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McDonalds employees stage #MeToo strike, alleging sexual harassment
18-September-2018 - usatoday.com
Hundreds of McDonalds employees, emboldened by the #MeToo movement, demonstrated outside company headquarters in Chicago and 10 other cities.
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McDonalds employees stage first #MeToo strike in Chicago, alleging sexual harassment
18-September-2018 - usatoday.com
McDonalds employees staged a strike in 10 cities Tuesday to draw attention to sexual harassment at the burger giant.
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Amid McDonalds strike, fast-food workers often vulnerable to sexual harassment
18-September-2018 - usatoday.com
Forty percent of female fast-food workers have been sexually harassed, according to Hart Research Associates.
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IBM sued for age discrimination after thousands of older workers laid off
18-September-2018 - usatoday.com
The lawsuit alleges the plaintiffs are among thousands of IBM employees to be laid off recently as the result of a shift to recruit millennials.
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Did your employer make the list of best US companies to work for?
18-September-2018 - usatoday.com
Based on reviews posted on Glassdoor, a website where employees review companies, 24/7 Wall Street identified the best American companies to work for.
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EEOC Sues Del Taco in California for Sexual Harassment, Retaliation
18-September-2018 - insurancejournal.com
Fast food chain Del Taco violated federal law when at least three male employees, including those in supervisory roles, sexually harassed and retaliated against a group of young female workers at a Rancho Cucamonga, Calif., Del Taco, the U.S. Equal
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Arkansas Nursing Care Facility Sued for Sexual Harassment, Retaliation
18-September-2018 - insurancejournal.com
Federal officials allege in a lawsuit that Happy Valley LLC d/b/a Happy Valley Nursing and Rehabilitation in Malvern, Ark., failed to address sexual harassment complaints made by female employees and terminated those employees for complaining of the harassment in violation
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Amputation Brings Citations Against Ohio Wood Pallet Maker
18-September-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited pallet manufacturer Buckeye Diamond Logistics Inc. which operates as BDL Supply for lockout/tagout hazards after an employee suffered an amputation at the Columbus-based company. OSHA
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Sharpen these skills so robots dont take your job
18-September-2018 - usatoday.com
Robots are coming for your job. Heres how to protect yourself. Buzz60s Sean Dowling has more.
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FedEx quarterly profit misses Wall Street estimate
17-September-2018 - reuters.com
FedEx Corp reported quarterly profit that missed Wall Street estimates on Monday, as employee compensation and other expenses weighed on results.
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Are there enough young people going into science?
17-September-2018 - onrec.com
Posted in News archive on 17 Sep 2018 Across the world, scientific innovation is driving forward progress from globalised drug development to technological expansion beyond Silicon Valley . In an era dubbed the fourth industrial revolution, change is happening at a rapid pace and large scale. But in a sector so reliant on top-tier skills, training up the new generation is essential. Are governments across the world investing enough in science education, and does science have enough people power to push ahead? The changing face of science Ask about youth entry into scientific careers and the answer you receive will depend on many factors including where the question is asked. China and India have overtaken the USA for STEM graduate numbers in recent years, meaning the future of science is likely to shift geographically. In China, a young and booming science industry goes hand-in-hand with generous government funding. With population differences accounted for, the future still looks comparatively bright for Asia. Almost 1 in every 300th person in China is a STEM graduate, compared to roughly 1 in 600 in the USA. Whats more, change is happening fast some estimates predict that the number of Chinese graduates aged 25 to 34 will rise 30 percent by 2030. 40 percent of Chinese students graduate with STEM degrees, compared to just 10 percent in the EU and around one third in the United States. Though direct state funding plays a part in encouraging the development of emerging life science hubs, a closer look reveals a more complicated picture. In the UK, international postgraduate students have outnumbered British ones since 2009 . A mixture of culture, finance and educational design appear to drive this. The issue isnt simply a matter of culture, and according to the UKs Royal Pharmaceutical Society, some undergraduate degrees offer poor preparation for a career in science. The organisation notes that there is a cloudy link between some undergraduate courses and future industry needs. Though plenty of young people are entering science, they arent doing so in the traditional science hotspots. This means top global corporations may need to look overseas for the top talent, and cross-border innovation will become increasingly important. Emerging tech skills: a ticking time bomb? Technology is transforming all things science, from engineering to healthcare . Few scientific sectors will remain unchanged, leading to industry-wide anxiety about a skills gap when traditional knowledge is no longer enough. In fact, innovative science firms need more than two core skill sets in this brave new digital age. A globalised world driven by Big Data means expertise will need to span regulatory, government relations and advanced problem solving, as well as digital skills. Life Science consultancies are already paving the way , since tight regulations and a global focus has made it necessary to hone multiple areas of expertise and to look to broaden horizons beyond one geographical area. In the future, it will become necessary for other sectors to combine traditional knowledge with digital skills and legal know-how. This may result in an increased pressure for science professionals to retrain throughout their careers. Large organisations, universities and governments will need to consider how they create a better-equipped workforce for the future of science. Working towards a solution Huy Le, an associate professor from the University of Texas, has identified some factors that could lead to more Americans taking up science. During his research, Le found it was possible to identify students suited to a STEM career up to a decade before they graduated. "People seek out the environment that fits their personal characteristics," Le said. But, there are ways of influencing capable students to take a move towards STEM, including greater promotion of STEM by careers advisors. Le found that many students who excelled cognitively also had advanced verbal skills. The challenge, then, is to persuade students with a wide range of career options that science can be a realistic and lucrative career. As we work to encourage the innovators of tomorrow to get into science, industry professionals should also consider how they can attract the best talent to keep their research sharp and profitable for decades to come. Adapting to an international mindset and creating a diversely skilled workforce are just some ways business leaders can work to protect their empire and provide enough pull factors to entice young people to want to work for them.
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A third of UK´s small businesses not driven by profit
17-September-2018 - onrec.com
A new report by peak b, the campaigning organisation for small business, has found that over a third of small businesses (38.4%) are not driven by profit, and an overwhelming number are playing a hugely active role in local communities. Posted in News archive on 17 Sep 2018 Over a third of small businesses (38.4%) are not primarily driven by profit Over three-quarters (76.8%) of small businesses actively support their community Over a third (36.6%) stated that they have kept on a member of staff when they didnt commercially need them anymore Almost half (48.5%) have created employment for an individual in order to give them an opportunity, above and beyond the businesss needs. A new report by peak b, the campaigning organisation for small business, has found that over a third of small businesses (38.4%) are not driven by profit, and an overwhelming number are playing a hugely active role in local communities. In a survey of over a thousand small businesses, the majority (90%) felt they have a role to play in supporting community organisations. Over three-quarters (77%) of small businesses actively support local organisations including charities, schools and foodbanks despite the everyday challenges that founders face running their own businesses. Underpinned by a desire to measure the intangible contribution of SMEs, peak bs Small Business Community Impact Report reveals the holistic value and purpose-driven nature of small businesses; not only in creating local jobs but acting as agents of social change and regeneration. Sponsored by Indeed and TSB, the report highlights that many small businesses are about far more than profit. Across the UK, small businesses play a pivotal role as employers and change-makers in the local communities, with many providing opportunities for disadvantaged groups. Over a third (36.6%) stated that they have kept on a member of staff when they didnt commercially need them anymore, and almost half (48.5%) have created employment for an individual in order to give them an opportunity, above and beyond the businesss needs. In a trend that shows the people-first approach of the sector, 78% of small businesses create training opportunities for their staff, with 28% offering this for the wider community as well. Furthermore, 70% of small businesses offer flexible working opportunities. The report also found that it just takes one or two influential individuals in a community to spark strong small business connections. Empowering these influencers or Sparks and leveraging the collective influence of small businesses, could deliver beneficial social change at a low cost. Michelle Ovens MBE, founder of peak b, issued a call for greater reward and recognition of the impact of small businesses on the community: The value of small businesses, both to local communities and nationally, is phenomenal. We need to recognise the value of small businesses, beyond pure economic and productivity factors. Small businesses create ideas, jobs, training, new products, new ways of working and much more. The same small business owners faced with challenges from managing cash flow to staffing are also the ones stepping forward to give young people a break, turning up to volunteer at the local hospital or school and mentoring other businesses. We need to start celebrating and rewarding this contribution more. The government and big businesses should be giving targeted support to galvanise these local heroes. They can play an even greater role in addressing and solving issues at the heart of their communities. Bill Richards, UK managing director, Indeed, said: Small businesses are both agents for social change ? and opportunity creators. The significant role this large community plays in the UK in terms of hiring diverse talent within communities and fostering inclusive working environments should not be underestimated. When creating job opportunities, thousands of small businesses are embedding creative and flexible working options into their roles, in many cases delivering the opportunity for employees to carry out meaningful, purpose-driven work. We hope this is just the start of continued recognition for small businesses across the country. Richard Davies, commercial banking director, SME Banking TSB, said: Small businesses are the driving force of the UK economy, employing millions of people and generating billions of pounds in turnover. Its really encouraging therefore to see that despite the challenges facing small business owners, these entrepreneurs continue to engage and invest heavily not only in their communities, but also in the people who make up these local communities.
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Zinc launches UKs first blockchain based hiring platform
17-September-2018 - onrec.com
Zinc, a UK based start-up, today launches its blockchain based hiring software, which promises to eliminate many of the inefficiencies associated with recruitment within the technology sector. Available to the public from today, Zinc has been successfully tested in beta with customers including GoCardless and Booking.com. Posted in Launch on 17 Sep 2018 Referencing drops by two thirds in eight years - Zinc uses blockchain technology to bring back ease and credibility Rise of the gig economy calls for accelerated and streamlined hiring process Workers empowered to take control and ownership of their work data Zinc for recruiters With a technical role in the UK taking on average 12 weeks to fill, Zinc aims to simplify, accelerate and reduce the cost of hiring by open sourcing the entire interview process. The Zinc ecosystem verifies a candidates information on the blockchain and allows workers to securely store it in a distributed network. From there, recruiters can request access to a candidates full and verified work history, aptitude and attitude reports on day one of the hiring journeys, removing the need for tests and references to be retaken and collected time and time again. Luke Shipley, CEO, Zinc, said: With an estimated 2 million technology roles available at any time, and an increasing shift towards the gig economy, there is a dire need to speed things up. Referencing used to be the gold standard for recruiters but due to significant inefficiencies in the process, it has rapidly fallen out of favour. We see significant opportunity to bring credibility and ease back to this important work proof by using new technologies to remove existing pain points and create a seamless and more effective hiring process. Zinc for workers A Zinc survey found that 79 percent of respondents believed they would secure more interviews if references were shared earlier in the recruitment process. With Zinc, for the first time, workers in the technology sector will have absolute ownership and control of their work reputation and identity, and how they choose to share that information with recruiters and companies. Using their blockchain verified digital work passport, workers can provide recruiters with access to their credentials and references, before an interview has even taken place. Shipley continued: References hold immense value and should belong to the worker, but over the years, have often been collected and then held by recruiters and companies. Zinc is changing the ownership model for work data, allowing workers to own information that is collected during the hiring process and use it throughout their career. Its our mission to empower workers to take back control and ownership of their work reputation and identity. Kieran Dodd, Booking.com, said: We have been testing Zinc and have found it to be a user-friendly piece of software. I look forward to seeing how the product develops over the coming months. Shipley concluded: Blockchain-verified credentials and records open up possibilities for a whole new level of automation and trust in the hiring process. Zinc aspires to become the industry standard for transparent and authenticated proof of work reputation and identities. zinc.work
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Jobs threat from automation is overdone - response from CWJobs
17-September-2018 - onrec.com
Dominic Harvey, Director at CWJobs: Posted in Opinion on 17 Sep 2018 The threat of automation to the UK jobs market is a hot topic thats always on the tip of the nations tongues. Despite the fear triggered by this current wave of technological advancements across AI, machine learning and big data, we need to be focusing our efforts on things that are actually within our control, rather than wasting time speculating on what might be. Taking the time to refocus, invest in IT and developing technology skills as early as school, will help to prepare the future workforce for an automated future and ensure were not still having the same conversation in the next couple of decades. We do not yet know what the threat to jobs will be but I believe we should view it as a challenge and opportunity to release a workforce to think about new heights and possibilities. What we can be sure of is that building our tech capability from the bottom up is an excellent form of preparation for the unknown and will ensure were closing the skills gap that is plaguing the UK economy.
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How to watch all your fall TV shows after cutting the cord
17-September-2018 - usatoday.com
As the fall television season approaches and a lineup of new and returning series kicks off, we look at your best streaming TV options to catch up and keep up.
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Your collar is grossheres how to remove those stains
17-September-2018 - usatoday.com
One of these stain killers, or a combination of them, should have your collars looking new again
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Hanover Insurance May Follow Chaucer Sale with Talent Hiring, Acquisition
17-September-2018 - insurancejournal.com
The Hanover Insurance Group could use some of the $950 million it will make from selling its Chaucer international specialty business to fuel organic growth, pursue select acquisitions and hire top talent from rivals, President and CEO John Roche told
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Virginia Museum Workers Act Fast to Protect Valuable Collection in Hurricane Florence
17-September-2018 - insurancejournal.com
The Durand-Ruel sisters didnt dress for hurricane season. The eldest had on a wide-brimmed hat, the kind one would take to a high-society garden party. Both wore white gowns that looked as though their sheerness would go transparent in a
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BMS Group Adds 4 to Energy Division
17-September-2018 - insurancejournal.com
Specialist insurance and reinsurance broker BMS Group has expanded its Energy division with four hires. Lynsey Green brings 20 years of experience to BMS. She joins from JLT, where she focused on North American energy clients. Green began her career
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How to have a continuous conversation with Amazon Alexa
17-September-2018 - usatoday.com
Alexa is about to become the best listener youve ever met.
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The pilot shortage isnt changing course. Heres how UPS plans to land new talent.
17-September-2018 - usatoday.com
A shortage of pilots is causing airlines to rethink their approach to landing talent. That includes UPS, which has created a recruitment program.
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How to find the best and avoid the worst hotel room
17-September-2018 - usatoday.com
All hotel rooms are not created equally. Heres how to make sure you get the best one at the right price.
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How to find out when stores are reopening from Florence and which remain closed
16-September-2018 - usatoday.com
More stores closed because of Florence are starting to reopen. Heres how to check on which locations are open and modified hours.
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Daly appointment shows diversity gap between regional Feds
14-September-2018 - reuters.com
The appointment of Mary Daly as the second-ever woman to head up the San Francisco Federal Reserve makes plain that some regional central banks continue to make strides in creating a diverse leadership as criticism intensifies about the Fed's hiring policies while others fall behind.
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These books can offer career guidance and inspiration
14-September-2018 - sciencemag.org
Nine scientists offer their recommendations for our back-to-school reading list
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U.S. union urges states to look into T-Mobile purchase of Sprint
14-September-2018 - reuters.com
The Communication Workers of America labor union, which opposes T-Mobile's proposed purchase of rival Sprint, has written to all 50 state attorneys general to highlight potential job losses from the proposed deal as well as antitrust concerns.
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Mary Daly, labor expert, picked to run San Francisco Fed
14-September-2018 - reuters.com
Mary Daly, a labor economist who dropped out of high school, later earned a PhD from Syracuse University, joined the San Francisco Fed's research department in 1996 and led it since 2017, was picked on Friday to be the bank's next president after a five-month search.
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How to talk about regrettable past jobs
14-September-2018 - usatoday.com
Here are some of the best ways to talk about a past job that you regret. Buzz60s Natasha Abellard has the story.
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Athona scores platinum result in HTE framework audit
14-September-2018 - onrec.com
Once again, Athona Recruitment is proud to announce our nursing division has achieved a platinum result in this years HealthTrust Europe (HTE) framework audit. Posted in News archive on 14 Sep 2018 Company Profile Athona Recruitment, Affecting Futures View profile » Having received a final score of 98.18%, this excellent achievement recognises our compliance teams testament to hard-work, exceptional service and dedication at ensuring all of our candidates are compliant to the highest standard. In turn, this also highlights to our clients how Athona prioritises all aspects of quality and compliance and ensures to them that we only supply qualified, safe and compliant nursing professionals. Jody Moore, Compliance Manager for Nursing, said, I am over the moon with the fantastic audit result we as a team have received. Audit requirements are more stringent than ever right now, so being able to achieve a platinum result is extremely rewarding. It shows that the hard work and determination of the compliance team makes a real difference. About Athona The Athona Group is a specialist recruitment provider to the healthcare and education markets. As a leading UK staffing company, Athona was established in response to a demand for an honest, professional and reliable agency. If you are interested in finding out what opportunities are available or need a recruitment solution, then please get in touch today. As a business we take what we do seriously and our Affecting Futures strapline highlights that. We understand that decisions we make in our day-to-day working lives impact the futures of those we interact with. Affecting Futures is at the forefront of everything we do.
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KeyApps Ltd secure development rights for advanced new staffing app for Specsavers Recruitment Services Australia & New Zealand
14-September-2018 - onrec.com
Following the success of the Specsavers UK Locum Diary App which currently provides immediate access for its 6000+ userbase, KeyApps Ltd is now delighted to announce the confirmation of development rights to produce a series of mobile apps for Specsavers RS Australia New Zealand. Posted in News archive on 14 Sep 2018 Company Profile KeyApps Ltd View profile » This innovative product offers professionals the opportunity to register their interest, set their own unique profile, receive, save and apply to new positions on the move. Once registered, SRS ANZs recruitment consultants can activate the apps advanced locum & worker specific functionality. Users are then able to upload their availability, review established assignments and shifts, filter open jobs and opportunities received privately, and engage via the tools personal messaging system. Such features sync with SRS ANZs Access RDB recruitment CRM, produced and managed by the Access Group. For more information on KeyApps Ltd, our product line and integrations with recruitment technology providers worldwide, or to arrange a free consultation and demo please contact recruitment@keyapps.co or call 07792503416
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Jamie Dimon says JP Morgans actions during 08 crisis were done to support our country
14-September-2018 - usatoday.com
J.P. Morgan Chase CEO Jamie Dimon told employees that his takeovers of failed banks and loans made during financial crisis done to support country.
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An exciting future ahead for Hollywood Bowl #Place2B
14-September-2018 - onrec.com
Posted in News archive Hollywood Bowl Groups success and growth has seen it become the market leader in the bowling category whilst also leading the way in the leisure sector. It has big plans to expand further and thats why it is always on the lookout for talented new people to join its team. on 14 Sep 2018 Company Profile eploy View profile » The Groups 58 Hollywood Bowl and AMF Bowling centres across the UK have a reputation for providing outstanding family entertainment and its people underpin its ability to deliver the best leisure experience for every customer. Hollywood Bowl Group wanted to continue improving its talent pipeline and recruit highly motivated, engaged individuals who were looking for a rewarding career. They wanted to optimise their recruitment journey and fully immerse candidates in the employer brand for a great online experience. The company was no stranger to Applicant Tracking Systems but knew in order to support its future recruitment requirements, it needed an ATS and Recruitment CRM platform integrated into its careers site, #Place2B . This would allow it to deliver the best user experience for all recruitment stakeholders and candidates alike. Eploy was selected as the end-to end e-recruitment platform to support the Groups recruitment strategy. The recruitment team works with multiple recruitment workflows for different areas of the business and roles which are configured to the Hollywood Bowl way of working. This includes notifications, hiring manager permissions and transitions as candidates progress through the process. Laura Purvis, Recruitment Manager at Hollywood Bowl Group, said: We now have flexible communication with candidates through the email and SMS functionality. This has been really useful for inviting people to recruitment events or trial shifts as well as sending e-signature offers and acceptance documents to successful applicants. Hiring managers can now see where any candidate is in the process. They can filter by type or status and then work with applicants through each stage. The team here is excited by the dashboards and analytics that we now have access to. We can see recruitment performance in real-time and take action through the drill-down from the headline numbers. The next stage for Hollywood Bowl Group is to continue engaging with individuals and passive candidates whilst introducing situational judgement tests into the application process. Investing in ongoing recruitment improvements is all part of the companys continued commitment to attracting and maintaining the very best talent in every area of the business from the front-of-house team right through to the support centre team. Chris Bogh, CTO at Eploy, commented: Hollywood Bowl Group wanted to provide a great experience for everyone in the recruitment process and now have a full talent engagement platform to manage these relationships more effectively. Integration with their careers site provides an extensive search capability by keyword, location and detailed map view and internal vacancies can be viewed separately to facilitate promotion from within. Its been great to work with Hollywood Bowl to provide the user experience they wanted through Eploy. About Hollywood Bowl Hollywood Bowl is part of the Hollywood Bowl Group: the UKs leading ten-pin bowling business with 58 centres operating under the Hollywood Bowl and AMF Bowling brands. Specialising in modern, high quality bowling centres, Hollywood Bowl has built a reputation for delivering outstanding family entertainment in venues that, due to their unique nature, are also aspirational leisure destinations for young adults and perfect for corporate parties and events. Hollywood Bowl has modernised the customer bowling experience. Centres offer state-of-the-art booking systems, premium American diners, licensed bars, Costa Coffee outlets and exclusive pre-bookable VIP lanes. The company employs 2,000 team members, 100 of whom are based at its central support centre in Hemel Hempstead. Customers can save money by booking early and online at hollywoodbowl.co.uk .
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Almost 70% of Bojangles restaurants are in Hurricane Florences path
14-September-2018 - usatoday.com
This is not great news for Bojangles fans: Almost 70% of Bojangles restaurants are in the path of Hurricane Florence.
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Secrets to a happy office: How British employees really feel
14-September-2018 - onrec.com
Research from CABA, the charity that supports the wellbeing of chartered accountants, reveals exactly what Brits really want from their workplace Posted in Statistics and trends on 14 Sep 2018 Keyword analysis by CABA, reveals that the phrase workplace wellbeing is being searched up to 500 times per month by Brits*, but what does it really mean, and how does it impact the workplace? Research from the charity highlighted that 74% of employees find their ability to concentrate is negatively affected by poor wellbeing. In addition, 2 thirds flagged that they were also less productive. Above: Factors in the workplace that impact people's wellbeing Stress in the workplace was a common concern for employees, with more than 1 in 3 (36%) confessing they think about quitting their position on a regular basis. The employee research revealed that 13% of those surveyed are resorting to pulling a sickie to cope with stress, with the same (13%) admitting to feeling stressed at least once a day. In addition, 31% of respondents revealed they didnt like work and when asked about their top complaints, not being paid enough and the lack of development in their current role, were the top gripes (9%). The research also revealed that due to employer expectations and work pressures, employees miss at least 26 occasions or social events every year including gym classes, date nights, drinks with friends, and even weddings and birthdays. Laura Little, Learning and Development manager at CABA commented: Our research identified that struggling with poor wellbeing is not a small issue its having a hugely negative impact on a large number of employees, both at work and home. Almost half (42%) of respondents said that as a result of poor wellbeing they have needed to take more sick days, whilst 58% have experienced reduced mental wellbeing and 54% have had more conflicts with their colleagues. Its imperative that we start taking peoples wellbeing seriously, otherwise it will be the business that pays the price. Having a strategy for employee wellbeing is no longer an optional extra people not only need it more than ever before but they also expect it. Loyalty is a thing of the past, with research revealing that growth in job movers has risen to 10%, so employers need to make sure theyre doing everything they can to attract and retain the best talent. Employees highlighted that there were a variety of factors that they would like to see introduced into their workplace to improve their physical and mental wellbeing. Free healthy snacks/breakfasts topped the list (39%), followed closely by free gym-style exercise classes (25%), free mobility classes (25%) and regular access to a massage (25%). Laura Little concluded: Asking employees to provide feedback about what their company could do better not only makes them feel valued but could also provide important insight into how to get the best out of team members. Simple steps such as encouraging exercise can help to boost productivity and increase mental focus, making for a happier workforce. Investing in improving peoples wellbeing at work will be a welcome effort, likely to be rewarding for employees and employers alike. The research was conducted in May 2017 across a nationally representative sample of 2,000 UK adults in a minimum of part time work. *Workplace wellbeing is being searched up to 500 times per month by Brits. Source: Moz keyword analysis
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UK recruiters say challenger banks and fintech businesses are now more appealing to candidates than traditional banks
14-September-2018 - onrec.com
Ten years on since Lehman Brothers collapse the financial services industry has reinvented itself, but faces new challenges. The UK remains one of the leading global financial centres, but technology, new disruptors, skills shortages, and political events are driving huge change in financial services hiring here. Posted in News archive on 14 Sep 2018 55% of recruiters and HR managers have seen an increase in hiring rates over the last five years Half of UK recruiters and HR managers have seen an increase in demand for AI, cryptocurrency and blockchain skills 55% say the number of roles requiring these emerging tech skills has outstripped the number of available candidates 32% of recruiters say traditional banks are the least appealing FS organisations to candidates, whilst cryptocurrency businesses are top Ten years on since Lehman Brothers collapse the financial services industry has reinvented itself, but faces new challenges. The UK remains one of the leading global financial centres, but technology, new disruptors, skills shortages, and political events are driving huge change in financial services hiring here. Over the last five years, 55% of UK recruiters and HR professionals have seen a general increase in financial services hiring rates, rising to 62% and 59% for those recruiting for challenger banks and fintech firms, respectively. This data is drawn from the second instalment of LinkedIns Recruiter Sentiment study, tracking in-house HR departments and agency recruiters confidence in their ability to hire, as well as the trends they are seeing in the market. Demand for new skills is creating a skills gap The emergence of new technologies, and a new breed of challenger bank and fintech organisations has driven demand for new skills. Technology now plays a much bigger role in the delivery of financial services, with 51% of UK recruiters and HR professionals seeing an increase in demand for AI skills, 49% for cryptocurrency and 46% for blockchain. More broadly, recruitment professionals have seen the biggest increase in demand for the following skills amongst financial services businesses; emerging tech like blockchain (46%), statistical analysis and data mining (46%), network information and security experts (45%), mobile development (44%), and machine learning (37%). Moreover, automation and regulation have led changes to job roles in financial services, as hiring for administrative and customer facing roles has declined, and legal and software job opportunities have increased, according to the LinkedIn UK Workforce Report insights. Whilst the demand for technology skills is high, recruiters and hiring managers are struggling to fill open roles. Over half (55%) say that when searching for professionals with these skills there is a greater number of roles than available candidates, rising to 63% in the Midlands. The types of organisations candidates want to work for is changing too. Cryptocurrency businesses (42%), investment funds (41%), challenger banks (40%), and fintechs (40%) are the most appealing to candidates. As these tech focussed organisations grow in popularity, traditional banks (32%) ranked as the least appealing - rising to 36% in London. Jon Addison , Head of Talent Solutions at LinkedIn UK comments: Its positive to see hiring remain strong across the UK financial services industry as it remains a hugely important part of our economy - with significant workforces in most of the UK regions - this is reflected by our LinkedIn Workforce Report data which shows hiring rates steadily increasing across the sector since autumn 2016. But shifting demands - from both businesses and professionals - coupled with external factors like Brexit, automation and regulation, mean talent professionals need to keep pace with this evolving landscape if they want to remain competitive and attract, retain and nurture professionals with the right skills. Less international than before Since the Brexit referendum, 49% of UK recruiters and HR professionals have seen an increase in UK talent moving abroad for roles in financial services and 36% have seen a decrease in international talent coming to the UK. The biggest decrease in hires from overseas has been from Germany (38%) - rising to 50% of hiring managers at challenger banks specifically - and Italy (38%). Over the last three months, the USA (29%) and Germany (13%) have been the top destination for UK financial services talent moving overseas. Additionally, our LinkedIn UK Workforce Report insights also revealed that UK educated workers are taking a larger share of new FS hires and the industry is becoming less international as a result, with the 75.9% of UK FS workforce being educated in the UK (received their first undergraduate degree there) in 2018. A focus on gender diversity Sourcing and hiring candidates from diverse backgrounds continues to be a big priority across all industries - 68% say it is a major or big priority for them, up from 56% in Q2. In the financial services sector there has been more demand to hire women in roles at board level (44%), senior management (42%), middle management (40%), junior management and graduates (38%). Addison concludes: The financial services sector has reinvented itself and demands are changing fast - to keep up, there are actions businesses and hiring managers can take. Firstly, developing and cultivating a standout talent brand to reach national and international candidates with the right skills, will help businesses standout in a competitive industry where professionals have so many organisations to choose from. Secondly, we encourage businesses to build bulletproof talent strategies - looking ahead, long-term, for the skills and talent they will need five years from now. In a competitive market where roles are outstripping the number of candidates, using real time workforce data and insights will be key to determine how to upskill and retain workforces, as well as source new talent - whether that means targeting new locations or looking to different talent pools, including demographically diverse ones.
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Zero hour contracts triple, accounting for a quarter of total employment growth since 2012
14-September-2018 - onrec.com
The number of UK workers on zero hour contracts has more than tripled since 2012, propping up overall employment levels by accounting for almost a quarter of overall employment growth, according to new data by job search engine Adzuna.co.uk. Posted in Statistics and trends on 14 Sep 2018 Company Profile Adzuna View profile » UK workers on zero hour contracts have more than tripled since 2012 , climbing from 252,000 to 901,000 workers UK employment overall has grown by 2.42 million over the same period , with the number of people in work increasing from 29.73 million to 32.15 million 649,000 rise in zero hour contracts accounts for around a quarter of the overall employment improvement Stats also show growth in UK gig economy as a whole, made up of more than 2.8 million people , according to Government report Over a quarter of a million (225,000) gig economy vacancies currently on offer , with most jobs clustered in London and South East The number of UK workers on zero hour contracts has more than tripled since 2012, propping up overall employment levels by accounting for almost a quarter of overall employment growth, according to new data by job search engine Adzuna.co.uk . With the employment rate currently at a record high of 75.7% according to the ONS, Adzunas data compares recent growth in the number of people in work overall to the increasing number of zero hour contracts, to ascertain how much these contracts have contributed to the growth. Zero hour contracts have grown by 258% since 2012, with 901,000 workers currently employed on this contract type, up from 252,000, and zero hours workers currently representing 2.8% of the UK workforce.* Meanwhile, the number of workers in employment overall has risen by 2.42 million over the same period, from 29.73 million in 2012 to 32.15 million in 2017.** This means that zero hour contracts represent more than a quarter (26.8%) of overall employment growth over the past five years, and therefore recent reports praising record high employment levels could be deemed to be misleading in regards to the stability of the UK job market. Andrew Hunter, co-founder of Adzuna, comments: MPs are quick to sing the praises of an improving jobs market, but the headline figures are drowning out the detail. A big chunk of the employment boost is down to a boom in zero hour contracts and 'gig' jobs, which do not always offer the same employment rights and stability of fixed contracts. As a result, overall figures look rosier than reality. Other workers have been forced into self-employment not out of choice but to escape the breadline, and many use the gig economy to top-up their pay packets." Gig economy growing, with quarter-of-a-million vacancies currently on offer The gig economy has also contributed to employment growth. Recent figures estimate that the booming gig economy employs more than 2.8 million workers overall. This is based on a definition of the gig economy as involving exchange of labour for money between individuals or companies via digital platforms that actively facilitate matching between providers and customers, on a short-term and payment by task basis.*** The working trend includes many freelancers, contract staff and part-time workers, as well as those employed on zero hours contracts. The sector is growing fast, with almost a quarter-of-a-million vacancies (225,000) currently being advertised on Adzuna . As at 1 September 2018, there are 143,294 temporary contract vacancies, 6,838 freelance roles, and 74,983 part-time positions available on the UK jobs market. Many of these jobs are clustered in London and the South East. The capital currently boasts 2,387 freelance opportunities (offering an average salary of £49,907), 26,071 contract vacancies (with an average salary of £36,825) and 9,671 part-time positions (with an average salary of £28,417). However, opportunities for flexible work are much fewer away from the home counties. The North East, for example, currently offers only 141 freelance vacancies (£41,912), 3,933 contract roles (£24,725) and 2,480 part-time opportunities (£25,741). Similarly, Yorkshire Humber boasts just 217 freelance roles (£44,175), 7,408 contract jobs (£25,054) and 3,918 part-time vacancies (£25,499). Looking at specific companies, the top 5 gig economy websites and apps are currently Uber, PeoplePerHour, Deliveroo, Fiverr and Upwork. Andrew Hunter, co-founder of Adzuna, comments: A more flexible jobs market is emerging that offers people more opportunity to fit work around their lifestyle. This is especially crucial to help working mothers, students and older workers - for whom full-time 9-5 may be impossible - to break into and stay in the workforce. But it is important that workers needing flexibility arent forced into contracts with no security or guaranteed pay simply through a lack of choice. While there are plenty of freelance and part-time positions in London and the South East, there are currently far fewer flexible opportunities in the North of the country, which may be forcing workers into zero-hours contracts in these regions. We must be cautious that the gig economy doesnt become a crutch for employment levels in areas like the North East and Yorkshire. Table 1: Growth in Zero Hours Contracts since 2012 October - December 2017 October - December 2012 % increase Number of UK workers on Zero Hours Contracts* 901,000 252,000 258% UK workers in employment** 32,150,000 29,730,000 8% Table 2: Top 5 Gig Economy Websites Apps**** Company % of gig economy employees who have made money using app/website 1 Uber 18% 2 PeoplePerHour 12% 3 Deliveroo 12% 4 Fiverr 10% 5 Upwork 9% *Figures for zero hours contracts are for October - December 2017 and October - December 2012, taken from Contracts that do not guarantee a minimum number of hours: April 2018 report by the ONS **Figures for employment overall are for October - December 2017 and October - December 2012, taken from UK Labour Market: February 2018 and Labour Market Statistics, February 2013 reports from the ONS ***Estimate taken from The Characteristics of those in the Gig Economy report by the Department for Business, Energy Industrial Strategy, February 2018 ****Top 5 gig economy websites apps table taken from The Characteristics of those in the Gig Economy report by the Department for Business, Energy & Industrial Strategy, February 2018
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CSAA in California Names Ro VP of Corporate Compliance and Employment Law
14-September-2018 - insurancejournal.com
CSAA Insurance Group has named Junna Ro vice president of corporate compliance and employment law. For the past six years, she has led the corporate compliance and ethics function for the company. In addition to maintaining oversight of regulatory compliance
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Oregon SAIF Declares Dividends as Workers Comp Costs Decrease
14-September-2018 - insurancejournal.com
The board of directors of the SAIF, the not-for-profit company providing workers comp insurance in Oregon, declared two dividends for customers: a $120 million primary dividend to be paid to SAIFs policyholders, and a $40 million safety performance dividend to
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EPIC Insurance Brokers and Consultants Acquires New Yorks Vanbridge
14-September-2018 - insurancejournal.com
EPIC Insurance Brokers and Consultants, a national retail insurance brokerage and employee benefits consulting firm, has acquired the assets, employees and operations of Vanbridge LLC, a specialty insurance intermediary, program management and risk advisory services business. Headquartered in New York,
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How 4,000 Federal Workers Are Being Deployed for Hurricane Florence
14-September-2018 - insurancejournal.com
As Hurricane Florence churns toward the Carolinas, bearing a potentially lethal ocean surge and winds and torrential rains, the federal government is marshaling its forces to help communities prepare and recover. President Donald Trump said Thursday afternoon that he was
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Trumps Labor Board to Try Again to Ease Obama Franchise Liability Standard
14-September-2018 - insurancejournal.com
The U.S. agency that enforces federal labor laws took the first steps on Thursday towards loosening an Obama-era standard that made it easier to hold companies liable for illegal labor practices by their contractors and franchisees. The five-member National Labor
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Hurricane Florence Hits Close to Home for North Carolina-Based Broker AmWINS
14-September-2018 - insurancejournal.com
For North Carolina-headquartered global insurance broker AmWINS Group Inc., Hurricane Florence isnt just a storm that will affect insureds many of its own employees and agents are also directly in the storms path. With 385 employees between Charlotte, Burlington,
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Atlanta Fed´s Bostic: Rate hikes can continue for several more quarters
13-September-2018 - reuters.com
There may be room for the U.S. jobs market to improve further without pressure on inflation, an argument for the Fed to be patient as it considers further rate increases, Atlanta Federal Reserve bank president Raphael Bostic said on Thursday.
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These retailers are already hiring for the holidays
13-September-2018 - usatoday.com
Target plans to hire 120,000 seasonal workers.
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U.S. labor board to ease companies liability for contractors´ labor practices
13-September-2018 - reuters.com
The U.S. agency that enforces federal labor laws took the first steps on Thursday towards loosening an Obama-era standard that made it easier to hold companies liable for illegal labor practices by their contractors and franchisees.
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Appy days! CV-Librarys mobile app updates result in huge hike in candidate registrations
13-September-2018 - onrec.com
The UKs leading independent job board, CV-Library, is constantly making updates to its mobile job search app, with its latest feature enabling candidates to search and apply for jobs, even when they dont have an internet connection. Posted in News archive on 13 Sep 2018 Company Profile CV-Library.co.uk View profile » The change has been made to improve the user journey and increase applications from candidates that live in areas of poor connectivity, or are commuting via the tube. This is now available to candidates using Android devices and is due for release on iOS this month. As a result, the amount of candidates registering on CV-Library through its app jumped by a huge 24% last month, when comparing year-on-year data. Lee Biggins, founder and managing director of CV-Library, comments: We understand that most job hunters use their mobile to search and apply for jobs and our dedicated UX team are working extremely hard to make the journey as seamless as possible for users. Other upcoming features include fingerprint ID login, making it quicker, easier and more secure for job hunters to apply for jobs on the go. Key stats around CV-Librarys mobile app Average of 3 applications per user UK's top rated job search app 4.3million job searches per month Biggins continues: Were constantly developing our offering and are focussing heavily on our mobile app right now. In fact, weve now added messaging about our mobile app to hundreds of our outdoor advertising sites, helping to boost candidate registrations and applications for our clients jobs. For more information on CV-Librarys mobile app, visit our pages in the following app stores: iOS: https://itunes.apple.com/gb/app/cv-library-job-search/id451978300?mt=8 Android: https://play.google.com/store/apps/details?id=allthetopbananas.cvlibrary&hl=en_GB About CV-Library CV-Library is one of the UKs largest online job sites and attracts over 4.3 million unique job seekers every month. Founded by Lee Biggins in 2000, CV-Library is the UKs leading independent online job board with a database of over 12 million CVs. www.cv-library.co.uk
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Heres how to get out alive if you get trapped in a car
13-September-2018 - usatoday.com
Car entrapment happens more often and more easily than most people think, and it can be deadly. Thats why it is crucial to know how to escape.
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McDonalds workers in 10 cities strike Tuesday over sexual harassment
13-September-2018 - usatoday.com
Emboldened by the #MeToo movement, McDonalds workers will stage a one-day strike next week on Sept. 18 in 10 cities over sexual harassment.
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Alera Group Acquires Burnham Benefit Advisors, VantagePoint Benefit Strategies
13-September-2018 - insurancejournal.com
Alera Group, a Deerfield, Ill.-based employee benefits, property and casualty, risk management and wealth management firm, has acquired Burnham Benefit Advisors and VantagePoint Benefit Strategies. Burnham Benefit Advisors, located in Lake Placid, N.Y., is an employee benefits firm offering compliance
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Exclusive Remedy: The Scope of Protection in Illinois Workers Comp
13-September-2018 - insurancejournal.com
Section 5(a) of the Illinois Workers Compensation Act provides the damages an employer must pay for work-related injuries. It specifies a worker injured in the line of duty cannot sue her employer or its other employees. That prohibition is easy
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Develop your career label so that it works in your favor
12-September-2018 - sciencemag.org
During the job search, your experience will be boiled down to a simple label. Make sure yours matches your long-term goals
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Legal writing pro is helping teach AI to draft contracts (podcast)
12-September-2018 - abajournal.com
Ken Adams has brought his contract expertise to a Pittsburgh artificial intelligence startup. The transactional lawyer stopped practicing law the regular way, as he puts
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RChilli & RippleHire: An Association to Reshape Recruitment
12-September-2018 - onrec.com
RippleHire is a cloud-based hiring platform that helps companies hire top talent effortlessly. Posted in News archive on 12 Sep 2018 Company Profile RChilli Inc. View profile » Known for their award-winning gamified referral solution, they are pioneers in marrying referrals with experiential rewards and shaping how companies source top talent using their workforce. Their core belief is that it is not too much to expect one employee to give you one candidate in one year. This changes the way how companies source and hire for top talent. RippleHire chose RChilli to help companies improve their quality of hire, time to hire and cost per hire. RChilli is a CV automation company which is known for providing parsing, matching and enrichment to every recruitment management system. What Were the Key Challenges? Customers loved RippleHire as a referral solution and wanted them to help with their end to end application tracking. Customers wanted to add resumes from non-referral sources like job boards effortlessly. Providing quality candidates within a short span was the primary objective of the company. They chose RChillis resume parser to meet all these challenges. How RChilli Helped? RippleHire can now easily parse resumes and get the extracted data in 100+ fields . These fields are usually defined as name, contact details, education, experience, skills and many more. With the bulk upload feature, parsing multiple resumes in one go has become easy. RippleHire does not have to convert resumes into a standard format to check candidate information. With RChillis parser, resumes of all document formats can be easily parsed . These formats include doc, docx, rtf, html, pdf, etc. RippleHire parses resumes in real-time which means that the parser takes less than a second to parse a single resume. Whats the Outcome? RippleHire now provides an amazing user experience to its clients . With the right recommendations of candidates, recruiters can close jobs at a faster pace . Proper segregation of candidate information makes it easier for the recruiters to choose the right fit. This results in the right hiring decision . RChilli has been very helpful for RippleHire in offering a streamlined solution to its clients .
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Emerging staff shortages potential to dent businesses potential for growth and expansion
12-September-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS) show a record number of available vacancies at 833,000 for June to August 2018, 44,000 more than the previous year and the highest since comparable records began in 2001. Posted in Opinion on 12 Sep 2018 The unemployment rate was 4.0% which has not been lower since December 1974 to February 1975, and there were 1.36 million unemployed people, 55,000 fewer than for February to April 2018 and 95,000 fewer than for a year earlier. There were 32.40 million people in work, 261,000 more than for a year earlier. Latest estimates show that average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) increased by 0.5% excluding bonuses, and by 0.2% including bonuses, compared with a year earlier. Recruitment & Employment Confederation (REC) chief executive, Neil Carberry commenting on ONS figures: With employment at record levels, emerging staff shortages have the potential to dent businesses potential for growth and expansion. Recruitment businesses are uniquely placed to help ease the pressures that they are facing. To ease the burden of candidate shortages on businesses, Government should prioritise reforming the apprenticeship levy to make it an effective skills policy rather than a tax, and deliver a post-Brexit immigration deal that allows people to come from the EU and make a contribution to the UK economy. Employers need clarity that this will be written into the Brexit deal in order to plan future investment and growth.
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Saint-Gobain partners with AXA PPP healthcare to optimise employee health and wellbeing
12-September-2018 - onrec.com
The fitness profile of Saint-Gobain UK and Ireland employees is 3,030 years younger thanks to an innovative health and wellbeing programme designed in partnership with AXA PPP healthcare. Posted in News archive on 12 Sep 2018 During a three year partnership with AXA PPP healthcare, colleagues at Saint-Gobain UK and Ireland have managed to reduce their physical health age by over 3,030 years collectively and 2,101 employees have gone on to reduce specific health risks related to their lifestyle, disease and psychological profiles. The Fit4Work Fit4Life programme was rolled out across Saint-Gobain businesses in 2014. The interactive and fun digital online employee health gateway was the first step in the journey. This software helps employees understand more about their physical and psychological condition as well as the associated health risks, allowing them to make informed decisions around how to improve their own health and wellbeing. This then led to further support through targeted screening and surveillance programmes to provide a truly 360 degree employee experience. The programme is supported by meaningful data collection and analysis to provide real insight. Kevin Crawley, Director of Environment, Health and Safety at Saint-Gobain UK and Ireland said, Health and wellbeing for Saint-Gobain is a core value and something we see as anything but a gimmick. It is critical to our success and features prominently on our EHS 2025 roadmap. With 36 businesses spread across 1000+ locations in the UK and Ireland, embedding the programme was complex and challenging but worth the effort. Weve definitely seen a tangible return on investment through the confidential metrics we collate and increased levels of engagement and motivation from our employees which in turn has resulted in better customer satisfaction and a happier workforce. Watch the video or download an AXA PPP healthcare case study about their work with Saint-Gobain UK and Ireland here . For more information about Saint-Gobain please visit: www.saint-gobain.co.uk
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CIPD responds to ONS Labour Market Statistics
12-September-2018 - onrec.com
Commenting on the latest ONS Labour Market statistics, Ben Willmott, Head of Public Policy at the CIPD, the professional body for HR and people development, said: Posted in Opinion on 12 Sep 2018 Company Profile CIPD View profile » These latest figures suggest employment has stopped growing, at least temporarily - a possible sign the UK labour market is finally beginning to run out of people, rather than a signal that employer demand for labour and skills is drying up. However, the increasing challenge that employers face in accessing the labour and skills they need is only translating into very modest pay growth for most workers, with real pay near flatlining over the last 12 months. Until we see sustainable improvements in productivity growth this picture is unlikely to change.
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Leading law firm recruits eleven new trainees
12-September-2018 - onrec.com
Posted in News archive Eleven trainee solicitors have started two-year traineeships with leading Scottish law firm Thorntons which will see them shadow senior staff from 10 offices across a variety of specialisms. on 12 Sep 2018 The programme is believed to be the most comprehensive and varied scheme in the sector, and aims to develop legal skills, strong client care and communication attributes of all trainees under close guidance. The eleven trainees for 2018 who come from all across Scotland including Dundee, Fife, Glasgow, Edinburgh, Falkirk and Inverness are Chloe Anderson, Alan Bell, Catriona Black, Hayley Blackman, Lindsay Cross, Alex Dawson, Scott Douglas, Maria Gravelle, Anna Hills, Angela Robertson and Jillian McLaughlin. Alex Dawson, trainee at Thorntons, said: My journey with Thorntons began after I graduated in English law and started as a paralegal in the Personal Injury team in 2015. I was instantly impressed with how committed the firm is to client service and to the surrounding communities, and quickly realised I wanted to develop my legal career with Thorntons. As a full service law firm, Thorntons will provide me with the opportunity to work alongside accredited specialists and to gain experience in a wide range of legal departments. I know Thorntons will help me reach my full potential as I was very much encouraged and supported by my colleagues to dual qualify in Scots law and apply for a traineeship. I am now excited to be starting my career with a firm which invests in its employees development. Colin Graham, Chairman at Thorntons, said: As a full service firm we offer our trainees the opportunity to gain crucial experience in the widest possible range of legal specialities working with diverse clients and work. Investing in training and development continues to remain significant in our overall growth strategy, and taking on eleven trainees demonstrates an investment to the legal profession as a whole. Were proud of the traineeship programme we provide it gives the trainees a strong foundation and start of their legal career. We hope that many of the new recruits will continue their career development with the firm upon completion. www.thorntons-law.co.uk
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UK employees least happy with leadership
12-September-2018 - onrec.com
Four in ten UK employees (40%) are unhappy with the current quality of their work leadership according to research from ADP (Automatic Data Processing). The study, which surveyed over 2,000 workers across France, Germany, Italy, Netherlands and the UK, found that UK workers were least satisfied with their leaders compared to the average across other nationalities of 33%. Posted in Statistics and trends on 12 Sep 2018 Four in ten UK workers are dissatisfied with the quality of leadership at work (40%) 14% are concerned that their manager hardly knows them 15% dont have any faith in the quality of their leadership Other causes of unhappiness in the workplace include employees feeling uncomfortable (44%) or unsafe (28%) Four in ten UK employees (40%) are unhappy with the current quality of their work leadership according to research from ADP (Automatic Data Processing). The study, which surveyed over 2,000 workers across France, Germany, Italy, Netherlands and the UK, found that UK workers were least satisfied with their leaders compared to the average across other nationalities of 33%. A similar proportion of respondents (38%) also dont feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management, with half of UK employees feeling their employer doesnt understand them, or their potential (50%). Alarmingly one fifth of respondents (21%) feel like their employer just sees them as a number. Jeff Phipps, Managing Director at ADP UK commented on the findings: Management and leadership has a direct and tangible impact on employee engagement. Our research has shown that too many companies across Europe are still getting it wrong. Its important that managers, leaders and HR teams take the time to understand their employees properly. Workers are clear that they want to be valued and treated as individuals and so by knowing your employees, from their abilities to their desires, you can truly inspire, nurture and engage, which in turn will drive productivity and business success. Other causes of discontent A lack of understanding from employers and management is not the only thing driving discontent in the workplace. Almost half (44%) have felt uncomfortable at work in the past year, often due to too much stress, poor relationships with colleagues and a poor working environment. Measures to support mental wellbeing are also limited, with only a few employees feeling like they are offered support such as mindfulness training (17%), unconscious bias training (11%) and access to a counselling service (29%). Almost a third of employees have felt unsafe at work in the past year (28%), mainly due to poor health and safety, and aggressive clients. When asked, respondents revealed that employers arent implementing the right steps to ensure physical wellbeing, with only a third (35%) offering a feedback process for staff to raise any concerns and only half providing health and safety training (55%). Jeff Phipps continues: There are a number of measures that HR teams can take to ensure that employees feel safe, comfortable and happy in their roles. Its important to give your workforce the opportunity to contribute their thoughts on how well you support their physical and mental wellbeing. More importantly, you need to take the time to consider how you could be doing better. www.circle-research.com www.adp.com
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How to make the most money selling your old iPhone
12-September-2018 - usatoday.com
It doesnt matter if you have a still-shiny-new iPhone X or an ancient iPhone 5s, you likely want to score the most money for it as humanly possible.
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Heres how to enable Google Homes new continuous conversations
12-September-2018 - usatoday.com
Talking to your Google Assistant just got a lot easier.
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Brexit Knocks London Off Its Top Financial Center Perch; New York Benefits
12-September-2018 - insurancejournal.com
New York has replaced London as the worlds top financial center as Brexit saps the confidence of U.K. industry professionals, according to a survey. Britains capital fell to second place in the Global Financial Centres Index published Wednesday by research
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How to Help Clients with Disaster Claims
12-September-2018 - insurancejournal.com
In an online discussion on agency errors and omissions (E O) exposures following Hurricanes Harvey and Irma, Florida Association of Insurance Agents (FAIA) David Thompson, insurance educator for more than 20 years, and Dan Britto, professional liability attorney with the law
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How to protect your financial life ahead of a natural disaster like Hurricane Florence
11-September-2018 - usatoday.com
Your safety and that of your loved ones comes first, but if you have time for these moves, they can help you weather a disasters financial aftermath.
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5 tips for developing a compensation strategy for your business
11-September-2018 - usatoday.com
When it comes to running a business, compensation is important. Heres how to devise a strategy that will benefit your workforce as well as your company.
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Access Group maps the future for the recruitment industry with new collaborative platform, Access Workspace
11-September-2018 - onrec.com
Now well into its new financial year, Access Group reports staggering growth figures having built on the strong foundations of the previous year. Posted in Launch on 11 Sep 2018 Company Profile The Access Group View profile » With last years acquisition of Safe Computing now fully aligned within Access, the company can now help agencies with everything from candidate attraction to cash collection Access Workspace launches - the latest proposition in connected working which brings together all departments within a recruitment business to fuel efficiency, productivity and collaboration On boarded 150 new recruitment customers in the last year who now rely on Access software New Access RDB version launches in October, demonstrating evidence of the new strategy Clients extend use of Access products beyond recruitment needs to managing staff time and expenses Now well into its new financial year, Access Group reports staggering growth figures having built on the strong foundations of the previous year. As new talent enters its recruitment division to lead its ambitious plans which include the companys latest proposition Access Workspace, the UK software company is now in prime position competing with the top recruitment providers. The growing software company ended its remarkable financial year with the introduction of Access Workspace in July, its latest proposition in connected working. The new platform brings together all departments across a recruitment business, from sales, finance, HR, IT and compliance to fuel efficiency, productivity and collaboration. With all Access products linked to one platform, with single sign-on accessibility, each system works richly together to monitor performance, share information and give recruiters the freedom to focus on candidate and client relationships instead of laborious administration. As dedication to its continuous expansion, new senior appointments have been made to Access recruitment arm a clear indicator that the Group are not slowing down any time soon. The new roles support Paul Vogel, who now leads the charge as MD of Access extended recruitment division which incorporates Safe Staffing. Paul Vogel comments that the recruitment industry is under enormous pressure with market dynamics, regulations and employment processes making life more challenging. At Access, we not only have the opportunity to make it easier for recruiters but are changing the way recruitment businesses use software altogether. The divisions new appointments include Nick Hogan, as divisional director, Alastair Corbett who joins to focus on accelerating the customer success goals and Jason Martin as director of strategy. Jason, previously commercial director for Safe staffing, is now responsible for defining Access recruitment product roadmap and is working with some of the UKs top 10 recruitment agencies who are contributing insight to ensure Access is accurately anticipating the needs of the market. As well as being able to help an agency with everything from candidate attraction to cash collection, Accesss strategy firmly incorporates mobile, further automation of processes and improving the user experience. Evidence of these can be seen in the new version of Access RDB launching next month, the companys flagship CRM software which has been redesigned to make a recruiters life more productive and will be delivered on Access Workspace, providing the added benefits of relevant apps, data sharing and fast access to other Access products without having to sign in again. Accesss Screening software in particular has seen phenomenal success in the last 12 months and is on track to double the number of background checks compared to last year taking the number of checks in 2018 to at least 200,000. The clever screening software helps businesses run DBS, financial, reference and Right to Work checks, to name just a few. Given the need to screen potential candidates is going to become more critical, by providing software to automate such checks again helps free up the precious time of a recruiter. Unlike other providers, Access has meticulously stayed ahead of the curve, becoming one of the first to offer a GDPR tool built into its Screening platform, allowing customers to remain complaint. Its clear that with the companys latest proposition, Access Workspace, delivering a true candidate to cash platform is now a reality. Whether its temporary, permanent or contract recruitment, Access is dedicated to collaborative working, increased productivity and staying true to its promise to help the recruitment sector in any way they can - extending well beyond the traditional sales system capabilities and expanding into agency operations and inter-department connectivity. About Access Recruitment Access helps the UK's top recruitment agencies to simplify the everyday running of their business to improve productivity, control costs and enable growth. We bring together best of breed products onto one single platform to make a difference to your entire recruitment process - from sourcing the right candidate, paying staff, billing clients and complying with confidence. Easy to use recruitment software to keep you up and running - anywhere, anytime . For more information about how Access Group supports UK recruiters visit: http://www.theaccessgroup.com/solutions/recruitment-software
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Brits reveal their jobs could be costing them up to £2,460 a year!
11-September-2018 - onrec.com
A new study from CV-Library, the UKs leading independent job site, has revealed that the average Brit spends £205 a month on work-related expenses, including lunch, commuting and stationary. Thats equivalent to £2,460 a year! Posted in Statistics and trends on 11 Sep 2018 Company Profile CV-Library.co.uk View profile » The survey of 1,000 workers sought to discover just how much the average professional spends on work-related expenses each year, and where their money is going. The data found that while the majority (80%) are careful to factor these expenses into their monthly budget, some cities are more expensive to work in than others. In fact, the most expensive cities to work in include: London - £425 a month (equivalent to £5,100 a year) Bristol - £360 a month (equivalent to £4,320 a year) Brighton - £350 a month (equivalent to £4,200 a year) Cardiff - £305 a month (equivalent to £3,660 a year) Leeds £294 a month (equivalent to £3,528 a year) Liverpool - £270 a month (equivalent to £3,240 a year) Edinburgh - £254 a month (equivalent to £3,048 a year) Birmingham - £210 a month (equivalent to £2,520 a year) Glasgow - £200 a month (equivalent to £2,400 a year) Manchester - £170 a month (equivalent to £2,040 a year) Lee Biggins, founder and managing director of CV-Library comments: While we expect to invest a portion of our wages back into our everyday life, its concerning to learn just how much professionals across the nation are losing on work-related expenses. After all, we go to work to earn money not spend it! As an employer, it can be tricky to draw the line between what you should and shouldnt be funding. While there will always be some costs that are unavoidable for employees, its important that youre not expecting them to fork out for basic necessities that your business should be providing. Professionals were asked to reveal the work-related costs they pay out each month. Unsurprisingly, commuting/travel topped the list (78.1%), followed by lunch (73.1%), morning coffee (25.5%), socialising with colleagues (17.1%) and stationary (13.1%). Interestingly, 70.5% of workers believe that employers should pay for some, if not all, work-related costs. Biggins concludes: Its understandable that professionals want their employers to cover some of these costs, particularly when it comes to essentials such as travel and stationary. However, if youre offering a competitive enough salary, this should cover a number of these expenses any way. So ensure that youre providing staff with fair pay. It can also be helpful to offer money-saving benefits and perks that will support your employees in keeping the costs down. For example, you could offer discounts on travel or allow staff to work from home a few days a week to cut the costs of their commute. About CV-Library CV-Library is one of the UKs largest online job sites and attracts over 4.3 million unique job seekers every month. Founded by Lee Biggins in 2000, CV-Library is the UKs leading independent online job board with a database of over 13 million CVs. www.cv-library.co.uk
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UK Employees Are Looking to Move Roles Because Of Increased Optimism Towards UK Job Market, According to Gartner
11-September-2018 - onrec.com
A higher number of UK employees are looking to change jobs in light of optimistic perceptions of business conditions, according to Gartner, Inc. The latest Global Talent Monitor report for 2Q18 shows that 18.8 per cent of UK employees indicated a very low intent to stay in their current role, the second highest after India (40 per cent), and higher than the global average of nearly 12 per cent. Posted in News archive on 11 Sep 2018 This is the first time since Brexit that workers reported having an optimistic outlook on the job market, and their own career growth. Nearly 40 per cent of UK employees reported somewhat high to high confidence in the economy. When it comes to their personal prospects, employee perceptions have risen steadily over the last year and have increased nearly 4 per cent. In fact, job opportunity perceptions in the UK are nearly 1.5 points higher than the global average. The first year post-Brexit created a lot of uncertainty for employees, but as actions become more formalised, workers feel that the worst may be behind them, said Brian Kropp , group vice president of Gartners HR practice. While UK workers may be less inclined to stay in their current jobs, they are putting in more effort at work. Nearly 13 per cent of employees reported a high willingness to go above and beyond in their role, and an additional 43.8 per cent leaned towards high. For those workers who are looking for new roles, nearly half have ranked work-life balance as their highest priority, followed by location (38.4 per cent) and stability (30.5 per cent). This is a change from previous quarters when employees cited vacation, camaraderie and product or service quality as their key priorities. In order to capitalize on the current willingness of employees to consider new jobs, organizations must ensure they have a strong Employee Value Proposition (EVP) that differentiates them from the competition and speaks to what employees want most, in this case work-life balance, location and stability. Engaging employees on the attributes that they prioritize can generate big dividends Gartner data shows that organizations with high levels of employee engagement report financial outcomes three times higher than firms with lower engagement levels. In todays world, talent is a key differentiator of the organizations that succeed and those that dont. Companies must retain their top performers while attracting new talent, Mr. Kropp said. Given that work-life balance is an important factor for British workers, businesses looking to attract new talent should actively promote how they enable employees to achieve work-life balance via options such as flexible working hours, telecommuting, or the use of new technology. Global Talent Monitor data is drawn from the larger Gartner Global Labor Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication. About Gartner for HR Leaders Gartner for HR Leaders brings together the best, relevant content approaches across Gartner to offer individual decision makers strategic business advice on the mission-critical priorities that cut across the HR function. Additional information is available at www.gartner.com/en/human-resources/human-resources-leaders . About Gartner ReimagineHR Gartner ReimagineHR is the premier event for HR leaders around the world. Join Gartner and senior HR executives to hear key insights and learn actionable strategies necessary to support organizational performance. Gartner ReimagineHR will be held October 28-30 in Florida . Follow news and updates from these events on Twitter using #GartnerHR . About Gartner Gartner, Inc. (NYSE: IT) is the world's leading research and advisory company and a member of the S&P 500. We equip business leaders with indispensable insights, advice and tools to achieve their mission-critical priorities and build the successful organizations of tomorrow. Our unmatched combination of expert-led, practitioner-sourced and data-driven research steers clients toward the right decisions on the issues that matter most. We are a trusted advisor and objective resource for more than 15,000 organizations in more than 100 countries across all major functions, in every industry and enterprise size. To learn more about how we help decision makers fuel the future of business, visit www.gartner.com .
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Aon develops Aon App, the first app for employees to manage all benefits on smartphones
11-September-2018 - onrec.com
Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions (NYSE:AON), has developed the first app for employees to access and manage all their benefits from a smartphone - from total reward statements to full benefits enrolment, no matter where they are based Posted in News archive on 11 Sep 2018 App can be used wherever employees are based globally with customised content, language, currencies and branding The only fully transactional app: it provides access and management of benefits from a smartphone Automated triggers help engage staff at key times with their benefits, encouraging interaction with enrolment windows, launches, total reward etc. Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions (NYSE:AON), has developed the first app for employees to access and manage all their benefits from a smartphone - from total reward statements to full benefits enrolment, no matter where they are based. The Aon App enables employers to create engaging campaigns directly with their employees and to address employees increasing expectation of having consumer-style easy access to benefits. More than half of the worlds web traffic comes from mobile phones 1 and 61% of all digital minutes are now on a mobile, with 80% of those being on apps 2 . Employees can fully interact and manage their benefits in an app for the first time. With the app located on an employees smartphone, they dont need to remember a website and can use fingerprint or facial recognition to log in, so there are no username or passwords to remember. Single-sign-on means employees gain access to third party benefits such as personalised pension information. Employees download the Aon App through the App Store and Google. For employers, the app supports engagement campaigns. Push notifications encourage employees to interact with benefits at specific times, such as announcing a flexible benefits election window, launching a wellness awareness week or promoting total reward before a pay review. The Aon App is tailored for each client with customised content, language, currencies and branding. It can also be used as an entry point into online benefits as it does not need another platform to function. Jon Bryant, director - online and communications at Aon, said: The difference between the Aon App and anything else is that it is fully functional, meaning employees dont just access information, they can fully interact with their benefits too. This is an increasingly vital part of an engagement campaign. Our workplaces are changing so rapidly plus we have light-speed changes in what we experience as consumers. The upshot is that employee expectations are growing they want to access and interact with benefits just as they do if theyre buying something from an online retailer. Jon Bryant continued: In a world where one too many clicks are a barrier, employee benefits have to be as simple as possible to help employers engage employees in a far better way. This is a game-changer to help employers to instantly and relevantly communicate and interact with employees - no matter their location, age or digital experience. Source - Digital in 2017: Global Overview report from Hootsuite and We Are Social Source - comScore The Global Mobile Report 2017
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Oregon Workers Comp Costs to Drop Sixth-Straight Year
11-September-2018 - insurancejournal.com
Oregon employers next year will pay an average of $1.12 per $100 of payroll for workers compensation insurance, down from $1.23 in 2018, under a proposal by the Oregon Department of Consumer and Business Services. This will mark the sixth
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Missouri Worker Awarded $8.5M in Racial Discrimination Suit
11-September-2018 - insurancejournal.com
A St. Joseph, Missouri, woman has been awarded $8.5 million in a racial discrimination lawsuit she brought against Missouri gas utility Spire. The St. Louis Post-Dispatch reports that a St. Louis jury awarded $1.3 million in actual damages and $7.2
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ONI Risk Partners Adds Renie in Indianapolis
11-September-2018 - insurancejournal.com
ONI Risk Partners (ONI) has hired Charlie Renie as a commercial insurance risk advisor in the companys headquarters in Indianapolis. Renie concentrates on the identification, assessment, and management of the overall impact and cost of risk to his mid-to-large commercial
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CBIZ Hires Garguilo in Pennsylvania
11-September-2018 - insurancejournal.com
CBIZ has hired Michael A. Garguilo as president of the Northeast and Mid-Atlantic regions of CBIZ Insurance Services Inc. Garguilo brings nearly 30 years of insurance experience to CBIZ. He is based in the Plymouth Meeting, Penn., office and is
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How to find the right place for your Ph.D. or postdoc
10-September-2018 - sciencemag.org
Researchers share their advice for approaching this important decision
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Legal industry loses jobs for second month in a row
10-September-2018 - abajournal.com
The number of jobs in the legal industry has dropped for two months in a row, according to seasonally adjusted numbers released on Friday.
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Freelancer productivity hacks: How to find your lost motivation
10-September-2018 - usatoday.com
Sometimes the hardest part of being your own boss is finding motivation. Instead, find the motivation to actually do the work youve been given.
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Ford: Trump wrong on building Focus in US
10-September-2018 - usatoday.com
Ford canceled plans to import a car from China because of tariffs. Contrary to Trumps tweet, the carmaker says it cant make money building it here.
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Razors, makeup, hot sauce: You can subscribe to almost anything. But should you?
10-September-2018 - usatoday.com
Subscription-box services let you to try out new types of goods and bypass shopping errands. Heres how to keep spending on subscriptions in check.
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Report on Californias Independent Medical Review Shows Continued Progress
10-September-2018 - insurancejournal.com
An annual progress report from the California Department of Workers Compensations Independent Medical Review program shows its working as intended. IMR is a medical dispute resolution process that uses medical expertise to obtain consistent, evidence-based decisions and is a component
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California Cites Garment Contractors $570K, Some Lacked Workers Comp
10-September-2018 - insurancejournal.com
The California Labor Commissioners Office has cited six Los Angeles area garment contractors $573,704 for labor law violations after uncovering a scheme where the contractors illegally operated under one license to avoid compliance. Four of the contractors did not have
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NTSB: Errors Led to Death of 2 BNSF Railroad Workers in South Dakota
10-September-2018 - insurancejournal.com
A series of human errors led to a BNSF Railway train striking and killing two railroad workers in South Dakota last year, federal investigators said. The National Transportation Safety Board released its report on Sept. 6 on the Jan. 17,
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USI Insurance Services Acquires Massachusetts The Gaudreau Group
10-September-2018 - insurancejournal.com
USI Insurance Services (USI), an insurance brokerage and risk management company, has acquired Wilbraham, Mass.-based The Gaudreau Group. Terms of the transaction were not disclosed. Founded in 1921, The Gaudreau Group is a commercial insurance, employee benefits, personal risk and
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Property values: How to size up your homes tax assessment to see if its fair
09-September-2018 - usatoday.com
Property tax bills can swell over time. To prevent this annual pain from getting out of control, know when to appeal your tax assessment.
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HAMISH MCRAE: Brexit masks deeper problems from how to save for retirement to NHS funding
08-September-2018 - dailymail.co.uk
If you are truly fed up with the endless debate about Brexit, read on. Lord King hit the headlines with the comment that the Government's preparations for Brexit had been incompetent.
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Mobile phone network Giffgaff´s ´Gaffer´ is poached to run tradesman search website Checkatrade
08-September-2018 - dailymail.co.uk
The owner of Checkatrade has hired O2 high-flier Mike Fairman to run the website which puts homeowners in touch with tradesmen.
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Murdoch´s last-ditch assault in Sky battle: Mogul hires lobbyists to help seal TV megadeal
08-September-2018 - dailymail.co.uk
The Mail on Sunday has learned that 21st Century Fox has hired an influential advisory firm to canvas support among Sky shareholders for its 1400p-a-share bid for the FTSE 100-listed broadcaster.
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Equifax data breach: How to protect yourself beyond a credit freeze
07-September-2018 - usatoday.com
Putting a deep freeze on your three major credit reports is a good way to block fraudsters from opening loans in your name. But its incomplete.
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Dog training helps troubled Aussie teens get lives back on track
07-September-2018 - reuters.com
In a paddock in rural eastern Australia, Bernie Shakeshaft is working with man's best friend to help troubled teens get their lives back on track and teach them new life skills.
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Where Trump flipped counties, worker incomes grow more slowly
07-September-2018 - reuters.com
Worker pay gains in areas of the country that helped power Donald Trump's 2016 presidential victory were substantially slower than in the rest of the country during the first year of his administration, new government data shows.
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U.S. job growth surges; annual wage gain largest since 2009
07-September-2018 - reuters.com
U.S. job growth accelerated in August and wages notched their largest annual increase in more than nine years, the clearest signs that the economy was so far weathering the Trump administration's escalating trade war with China.
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How To Become A Successful Casino Affiliate
07-September-2018 - onrec.com
There is no shortage when it comes to casino affiliate marketers as the global online gambling industry is worth billions of dollars. Posted in News archive on 07 Sep 2018 There is no shortage when it comes to casino affiliate marketers as the global online gambling industry is worth billions of dollars . While there are thousands of affiliate marketers catering to the iGaming industry, only a small percentage of these marketers turn out to be successful. There are a number of great online casinos to partner with and after speaking to John Holmes from NoDepositHero.com we got some keen insight on how to choose, We always choose partners based on how they treat their customers. If we see a casino has lots of customer complaints, we stay away. There is also something to be said about seeing who you competition is promoting in strong positions. If we were to recommend a casino to promote today, Slots of Vegas is our choice . If you want to be a successful casino affiliate marketer, these are some of the key strategies that you have to master. Build An Authority Site(s) You will have to make yourself stand out from the crowd and one way of doing that is to create a credible and reliable affiliate website that serves as an authority in the industry. To do this, you will have to focus on creating quality content that caters to the gaming niche that you are targeting as an affiliate. You will want to ensure that you get one or more quality content writers who know their way around gambling content. Posting regularly and covering key topics including breaking news is one way of building trust with online gamblers. Finding a good content provider can be difficult but when you do find one, build a long term relationship and pay them well. Traffic Generation At the end of the day, it all comes down to traffic and not just any traffic but quality traffic. You will have to be very selective when it comes to choosing what method you are going to use to drive traffic. It is best to study your market and player preferences before deciding what works best for you. You can choose SEO marketing tactics, social media traffic generation or video marketing to generate traffic. Remember, that the quality of your traffic is always more important than the quantity of your traffic. It is better to send 10 leads and convert 1 than sending across 25 leads and only converting 1. Putting quality over quantity will not only save you money but will also give you a better reputation in the market. List Building A lot of casino affiliate marketers offer their readers a freebie in order to get them to subscribe to their list. Most affiliate marketers then take their list for granted and start bombarding them with offers that borders on spamming and very soon notice that their subscribers are quickly opting out. List building is an art as you need to create a relationship with your list, win their trust and prove to them that you do have their best interests at heart and not just yours. When you do this, your list is more likely to listen to what you have to say, read your emails and be ready to take your advice. Remember it is not the size of your list that counts but the relationship you have with your list. Stats Do Tell Stories Peter Drucker said many years ago If you cannot measure it, you cannot improve it. Take this to heart when it comes to affiliate marketing. Make sure you use the latest affiliate marketing and analytical tools available as you need to have a clear picture of your stats as only then will you be able to fine tune the process and have an optimal affiliate marketing business. There are so many different affiliate marketing tools out there that it can become pretty difficult to decide which tools to implement. There are quite a few factors that will influence your decision and some of them include your budget, your goals and the size of your affiliate list. If you have a small budget, then try and take advantage of the free affiliate marketing tools out there. If you have a bigger budget, you can go in for more advanced affiliate marketing tools which have a paid subscription. Affiliate Marketing Tools If you are looking at free affiliate marketing tools then some of the ones that you can consider include: Free Tools - Buzzsumo which is a research and marketing tool that shows you market trends - SpyFu helps you spy on the competition and learn what your competitors are doing - Buffer helps you manage your time on social media - Canva is very useful for affiliates who have no graphic design sense or skill - Wordpress will help you set up an affiliate site in just a few minutes Easy to use and full of features. Affiliates love WordPress Paid Tools - Long Tail Pro will help you do keyword research and is very useful for niche markets - Copyscape is a must if you are using a content provider as it helps you check for plagiarism - Drip is an email workflow tool that automates your email process based on the visual workflow you create and your previous actions - Ahrefs is a well-known SEO tool that is used by marketers and link builders to carry out backlink research, keyword research and more - Slack is a great project management tool that helps you communicate under one roof with your remote team of writers, designers and social media consultants Stay Compliant The gambling industry is continuing to experience stringent regulations in just about every part of the world as gambling watchdogs have taken a tough stance on compliance . As a casino affiliate, you need to make sure you fully comply with the gaming regulations in your respective jurisdictions and meet the requirements outlined by the casino for all of their affiliates. Persistence Pays If it was easy, then everybody would be doing it remember that. Becoming a successful casino affiliate takes time, dedication and long term commitment. You will have tough days, tough weeks and sometimes even tough months but dont allow that to cause you to quick. Spend time studying the latest market trends, reading motivational material and always fine tune your process. Keep Learning Dont ever stop learning as that will stop you from growing and will limit your earnings as well. You can read top affiliate marketing blogs, learn from leading affiliate marketing coaches, attend conferences and even watch YouTube videos that teach you to become a better online marketer. You can also sign up at popular online casino forums and network without other affiliates, read the forums and pick up great tips that can help you fine tune your affiliate marketing process.
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IPE Ventures Acquires EMR Search & Selection Limited
07-September-2018 - onrec.com
IPE Ventures, the private equity arm of the IPE Group, has today announced the acquisition of EMR Search Selection Limited from the Five Ten Group. EMR is an International Marketing Recruitment specialist, providing marketing, digital, communications and investor relations professionals at all levels on a permanent, temporary and interim basis. EMR has been synonymous with marketing since 1994, offering deep industry expertise with the personal touch of a boutique consultancy. Posted in News archive on 07 Sep 2018 EMR MD, Serrol Osman said: We are extremely excited to be joining the IPE Group. The acquisition will both support and expedite our growth; the business has substantial potential to be realised and this will energise the EMR team to fulfil our strategy. I look forward to working with IPE and continuing to build on our great reputation by supporting clients and candidates, and the wider marketing industry, as the market continues to grow and evolve." This latest acquisition adds further strength and diversification to the IPE Ventures recruitment portfolio. Its a key acquisition for the Group and we are delighted to welcome Serrol and his team into the IPE Group. The deal was led by Adam Fletcher and Enam Rahman on behalf of IPE Ventures, supported by Gateley and Haslers Corporate Finance. Five Ten was advised by Blackwood Capital.
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How to Recruit the Right Candidate for the Right Job at the Right Time
07-September-2018 - onrec.com
Posted in News archive As the saying goes, it is impossible to fit a square peg into a round hole. on 07 Sep 2018 Perhaps nowhere is this observation more important than when speaking about employee recruitment in the modern age. It can be very difficult to encounter the most appropriate individual for a specific position and with competition on the rise, it pays to stay one step ahead of the curve. Unfortunately, many recruiters lack the tools and the intuition that is required to reach their target audience. This costs businesses time as well as money. Furthermore, turnover rates tend to be much higher and quality is often sacrificed as an end result. What strategies can recruiters adopt and how will they prove to be effective? Addressing the Candidate as Opposed to the Position Alone One of the most common mistakes made by recruiters is that they spend entirely too much time focusing on the position in question. Their intentions are noble, as they are obviously looking to describe the job as much as possible so that the most qualified candidates are interested. Unfortunately, this can do more harm than good. The experience of the candidate should be weighed equally with the proposed position. The recruiter will learn much more about the skills and talents that are being brought to the table and the potential employee can get a better idea of what he or she may expect from the new title. We should also mention that the first meeting with a prospective candidate is just as important. Never forget that you are essentially representing the entire firm, so impressions count. Poor experiences can result in two outcomes. First, the employee can become soured to the opportunity and walk away. Secondly, the interaction reflects negatively on the company; damaging the reputation of the recruiter. Arrive on time, proactively address any questions that may arise, provide a welcoming environment and never dominate the conversation. If these simple rules are followed, the chances are high that the individual will remain interested. Leverage the Power of Digital Media Platforms Reed.co.uk and Monster.com are both well-known job recruitment websites and they should always be used to post new listings as well as to take a look at any potential competition. Still, some recruiters tend to stop here. The truth is that there are many other ways to reach a potential candidate and all of these approaches should be used to that the largest possible demographic can be effectively canvassed. Social media portals are excellent tools to leverage. However, always be cognisant of the site in question. Professional-level job offers are more likely to be found on portals such as LinkedIn. Casual positions and part-time work can often be located on organic-level sites including Facebook and Twitter. The good news is that these websites will offer an additional level of publicity, as an attractive job title can be liked and shared amongst friends. This also helps to take the workload off of the recruiter, as the audience tends to propagate itself. Also, try to make the advertisement itself snappy and memorable. Consider these two offers: "Computer coding specialist wanted." "Looking for a motivated individual who hopes to have fun while creating memorable codes." Which one sounds more appealing? Would you be more likely to respond to the first advertisement or the second? Even the most mundane positions can be spiced up with a descriptive sense of humour. This is not meant to detract from the seriousness of the offer; simply to cause a visitor to take a look at the proposal. In fact, many innovative online tools such as a slogan generator can be used if you happen to run out of ideas. Finally, make sure that any digital media is compatible with mobile devices. Candidates are increasingly using smartphones and tablets to access major recruitment websites. So, visibility here is key. Portals that are not able to display correctly will immediately turn off the visitor. This is particularly the case when referring to the millennial generation. These individuals are highly motivated and quite picky when searching for potential employment. Platforms that are not compatible with mobile devices appear tacky and outdated. The digital age has already had a massive impact upon the ways in which candidates are recruited. While a smile and a handshake are always important, changing times call for changing methods. Millions of individuals are searching for jobs each and every day. The question now becomes how these workers can be contacted and attracted to a position. This article has intended to point out a handful of the most pivotal variables to take into account. Above all, never forget that first impressions will make all of the difference in the world between a satisfied candidate and one who looks elsewhere for opportunities.
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Digital Agency Viva Media sees new optimization opportunities with the Emerse ad platform
07-September-2018 - onrec.com
Earlier this year Viva Media, one of the Nordic countries' largest digital marketing agencies chose to test the Emerse platform for programmatic advertising. Thanks to the impressive results, the cooperation has intensified. Viva Media sees increased opportunities to create the right marketing mix, especially with more videos in programmatic advertising campaigns. Posted in News archive on 07 Sep 2018 "We primarily sought a platform with the ability to use mobile content in the campaigns, which we see provides good conversions for our customers. Secondly, we wanted a user-friendly environment. Emerse met these requirements a new-thinking player in the market. Whe really connected with their team, so we decided to start a few test campaigns", says Alexander Kollstedt, Display Manager at Viva Media. Alexander and colleagues at Viva Media, (with offices in Kalmar, Oslo, Stockholm and Uppsala), felt it was easy to get started with Emerse and create campaigns, something which is key to their work. Focusing on results, Viva Media offers services in areas like web analytics, search media, display and social media. They say they have seen clear signs of improvement since switching to the Emerse platform, including higher click-through rates. - "The majority of the campaigns I've moved from another platform to Emerse have shown a big change for the better. One reason may be that it is very easy to switch between different channels and marketplaces to optimize the campaign and get the highest impact", explains Kollstedt. Programmatic advertising means that, as an advertiser, you can target audience-targeted videos and display ads to just the ones you want to reach, on those sites and forums they are likely to be, at the right time, etc. Viva Media emphasizes targeted audience management as a major consideration. Previously, they tended to buy inventory on handpicked sites. Now this can be based on target groups using the Emerse DSP Demand Side Platform and generate a unique mix of ad slots. - "We are pleased that an established and successful digital agency like Viva Media sees increased results through our DSP. Our focus is on developing technologies that improve our customers' advertising performance. Our goal is also that our DSP should be easy-to-use, even if it's advanced in the background, so agencies and marketing teams can devote themselves to what they are best at in terms of planning, strategy, creative work and fast implementation" , Carl-Johan Grund, CEO of Emerse. "Thanks to Emerse Platform, I've learned to find more ways of getting great results from a campaign, which is the essence of our job!" , Kollstedt concludes.
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Chick-fil-A employee fired, customer arrested after fight captured on video at DC restaurant
07-September-2018 - usatoday.com
A video that has gone viral on social media shows a Chick-Fil-A employee brawling with a customer inside one of its restaurants in Washington, D.C.
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Recruitment firm in the running for five national awards
07-September-2018 - onrec.com
Manchester-based Forward Role has been recognised in five categories at this years industry gold standard Marketing and Digital Recruitment Awards (MADRAs) Posted in News archive on 07 Sep 2018 Leading marketing, digital and technology recruiter Forward Role has been shortlisted for five top awards recognising the nations brightest and best recruitment firms. The Manchester-based company - which celebrates its tenth year in business in 2018 - has been recognised in five categories at this years Marketing and Digital Recruitment Awards (MADRAs). They include Best Large Agency, Best Regional Agency, Best Client Service and Best Candidate Experience, as well as a bonus nomination in the Agency of the Year category. Now in their ninth year, the coveted MADRA awards recognise UK recruitment firms that have displayed unparalleled excellence within the marketing, advertising, creative and digital sectors. And Forward Role is no stranger to success at the MADRAs, having won Best Recruitment Website, Best Social Media Strategy and Best Regional Agency in 2013, 2014 and 2016 respectively. "We're a specialist recruitment firm and these awards are the equivalent of the Oscars of our sector, so we're absolutely delighted to have been shortlisted in five categories this year," said Forward Role founder and Managing Director, Steve Thompson. It's been an incredible year of celebration with us marking the tenth anniversary of the business earlier this year and our continued success is testament to the hard work of our 35-strong team, and also the fantastic clients we've continued to work with over the years. "We're really looking forward to the ceremony in November and will be keeping our fingers crossed that we can bring back some of the awards to Manchester. Adding something to the trophy cabinet would be a great way to toast a memorable year for all of us at Forward Role. More than 700 companies were invited to enter the MADRAs in 2017 but when announcing the shortlist this year, organisers revealed that entries for 2018 have been among the strongest in the awards history. The winning firms are set to be announced at a glittering awards gala on November 22 at the Hilton London Bankside Hotel.
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Totaljobs and Good&Co integrate to help recruiters find the best-fit through psychometric testing
07-September-2018 - onrec.com
Market leading job board totaljobs, has announced an exciting new integration with candidate personality and company culture matching platform Good Co. Posted in News archive on 07 Sep 2018 · Totaljobs has integrated US tech firm Good Co into its Applicant Manager recruiter platform · Recruiters using totaljobs can now request a psychometric report from applicants prior to interview · Good Co allows employers to assess applicants compatibility and pre-screen candidates for cultural fit Market leading job board totaljobs, has announced an exciting new integration with candidate personality and company culture matching platform Good Co . The two StepStone owned companies are now fully integrated, meaning employers advertising on totaljobs are able to ask applicants to complete a psychometric test prior to interviewing them. Good Co, a San Francisco based tech firm, was acquired by StepStone in 2016 and has access to the worlds largest psychometric database, with over 2.7 million profiles. Good Co leverages over 30 years of research in career psychometrics and psychological analysis to provide quantified, science-backed insights into an organisations culture. Through its integration with the disruptive technology of Good Co, totaljobs hopes to revolutionise the recruitment industry with the aim of speeding up the hiring process, and enabling recruiters to focus their efforts on the most suitable candidates. Accessible from the totaljobs hiring platform, recruiters can invite applicants to complete a short psychometric test at no extra cost. The resulting report provides insight into a candidates personality, preferred working style and suggested interview questions, all of which serves to optimise the recruitment process. The new offering allows recruiters a simple way to better assess a candidates cultural fit, early in the recruitment process. Bonnie Andrews, Head of Product at totaljobs comments: Todays announcement marks another exciting step in our mission to help candidates find a job they love, and to help recruiters find the right candidate for a successful hire. Now, not only do we offer employers access to over half of the UKs working population, but we can offer real insight into these candidates, and enable recruiters to remove any guesswork from hiring. The tool is designed to tackle pain-points of employers, helping to boost the relevancy of applications against the mounting cost of an unsuccessful hire. Perhaps just as importantly, it allows recruiters to save time, by allowing them to pre-screen a candidates suitability before inviting them to an interview. Samar Birwadker, CEO and Founder at Good Co comments: Good Cos partnership with totaljobs merges the innovation of Silicon Valley technology with the best-in-class expertise of the UKs largest job board. The totaljobs platform allows Good Co to bring its technology to millions of UK jobseekers and employers giving them access to powerful tools to leverage culture-fit in a quantifiable way for the very first time. With over 65 million questions answered by millions of jobseekers at over 10,000 companies, Good&Co leverages big data, A.I. and machine learning to deliver a quantifiable, competitive advantage to companies and managers to make better-informed decisions. This integration marks the first time psychometrics and soft-skill assessments have been implemented at such a massive scale. In May 2018, totaljobs announced a new partnership with Jobsite to offer recruiters access to the largest hiring platform in the UK, recording over 21 million website visits and 4 million applications every month.
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Interviewers come under fire after survey reveals 8 out of 10 are guilty of asking off-limits questions
07-September-2018 - onrec.com
AN ALARMING 85% of interviewers have admitted asking off limits questions during the interview process, new research by UK science and technology recruitment specialists, Hyper Recruitment Solutions (HRS) has today revealed. Posted in Statistics and trends on 07 Sep 2018 91% of hiring managers do not think it is potentially illegal to ask where a candidates accent is from 88% do not think it is potentially illegal to ask what year they were born Three in five (59%) hiring managers asked what year a candidate graduated Over half (51%) asked if the interviewee was in a relationship or married 42% asked if the applicant had plans to start a family AN ALARMING 85% of interviewers have admitted asking off limits questions during the interview process, new research by UK science and technology recruitment specialists, Hyper Recruitment Solutions (HRS) has today revealed. [1] The research also unveiled confusion among hiring managers over what can and cannot be asked, with nearly half (47%) saying they have never had official training on what questions to ask in an interview. The findings highlight a lack of interview training among those responsible for hiring staff. Just a third (36%) of those at a junior level of responsibility said they had received training, compared to 56% of those at director level and 72% of business owners. The Apprentice winner Ricky Martin , who set up his own recruitment firm (HRS) after winning the reality TV show in 2012, called on Britains bosses to sharpen up their act when it comes to interviews - to give all applicants an equal chance. He said: Its pretty shocking to unearth that such practices are happening every day in the hiring process. It is imperative British bosses are educated on work place practice, to put a stop to such shocking interview practices which lead to unprecedented inequality. Official training should be mandatory across all business sectors for anyone involved in the process of interviewing prospective candidates. Its also really important a light is shone on what is and isnt acceptable in the recruitment process to give prospective employees the best possible chance of success at the interview stage. Over three-quarters (77%) of interviewers surveyed said they do not think it is potentially illegal to ask, Are you planning on going on maternity / paternity leave? with 40% thinking the question is acceptable and 36% thinking it is inappropriate but not potentially illegal. Such questions have the potential to breach employment law, which requires potential employers to treat all candidates fairly. However, 42% of male hiring managers think it is an acceptable question compared to 24% of female hiring chiefs. From an employee point of view, the survey went on to show that one in five (19%) feel they have been mistreated in an interview. And, of those, 48% tried to ignore it, 34% told the interviewer how they felt, 19% walked out and just 17% made a complaint to the hiring company. Twenty-three per cent of men and 16% of women said they had felt mistreated in an interview, with twice as many men (43%) as women (22%) telling the interviewer how they felt. Mr Martin continued: This research isnt about suggesting the recruitment process is made easy for interviewees, but ensuring all prospective employees are given a fair and honest opportunity to secure a job based on their skills and ability not their gender, personal choices or maternity/paternity choices! For more information please contact: The Hyper Recruitment Solutions PR team at hyperec@welcometofrank.com / 0161 699 4708 [1] By law, employers cannot ask people about their protected characteristics in an interview as this could lead to discrimination (unless it is a positive action to help people with a protected characteristic. Protected characteristics include marital status, whether people have or plan to have children, health and disability, age, becoming or being a transsexual person, race including colour, nationality, ethnic or national origin, religion, belief or lack of religion / belief, sex and sexual orientation.
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ManpowerGroup UK Implements New Onboarding Journey with HR Tech Start-up Talmundo
07-September-2018 - onrec.com
Talmundo, the innovative HR Tech company, has today announced its collaboration with ManpowerGroup UK, the leading provider of workforce solutions, to manage and develop newly recruited staff hires. Posted in News archive on 07 Sep 2018 The news comes on the heels of Talmundos expansion in the UK and the recent appointment of Reya El Thaalabi, their Country Sales Manager for the UK market. ManpowerGroup UK has chosen Talmundos services to make the companys employee onboarding journey faster and easier while also minimizing the time-consuming paperwork involved in the hiring process. With over 30,000 employees in their market, ManpowerGroup UK expects to use the onboarding solution to hire more than 300 new staff across the Group within the first year of their collaboration alone. Talmundos onboarding software will be integrated into the companys own applicant tracking system to ensure a seamless new hire experience from potential candidate through to employee. Both companies understand the importance of developing a socially inclusive and diverse work environment for the long term. In light of this, Talmundo has tailored its onboarding solution in a way that meets this need by making the experience more engaging and personal, while still ensuring that the administrative tasks are accounted for. Being a business of multiple brands, it can be difficult to ensure that we share the group-wide vision whilst also individual brand focus with our new employees. By bringing the Talmundo product into our onboarding process, we can ensure that every new starter receives a consistent experience and message complemented by the personal touch that means so much to us, says Georgina Huntley, Head of Employee Development at ManpowerGroup UK. Further speaking about the benefits of incorporating Talmundos onboarding system into the hiring process, she added: Talmundo is enabling us to welcome individuals to our ethos of continuous development whilst giving us the tech to share the culture of our united ManpowerGroup brand. Talmundo founder and CEO Stijn De Groef, adds: Through implementing an innovative and engaging hiring process, Talmundos onboarding system has shown to add value to companies by significantly increasing their employee retention and productivity rates. The new employee is put at the centre of everything we do, making the software very effective and intuitive.
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Danbro continues to demonstrate their leading focus on compliance, by successfully becoming a full FCSA Accredited Member
07-September-2018 - onrec.com
Following a stringent audit process carried out by independent assessor, Ernst and Young, against the FCSA Code of Compliance, Danbro continue to demonstrate their leading focus on industry standards by sailing through the steps to become an Accredited Member of The FCSA (Freelancer and Contractor Services Association). Posted in News archive on 07 Sep 2018 The FCSA is the UKs leading professional membership body with a dedication to promoting supply chain compliance within the temporary labour market. Standards for accreditation with the FCSA are the most rigorous and comprehensive within the industry, encompassing thorough reviews and testing of company policies and processes, operational activities, financials and the business structure which supports services offered to clients. Damian Broughton MBE, Executive Chairman of the Danbro Group, on becoming an accredited member said: Were delighted to announce our full accreditation to the FCSA. For many years we have seen and supported the activities of the FCSA as an associate member. Danbro has always sought to be a contributor and proponent of best practice, aspiring to adhere to the spirit of legislation, as well as complying with all technical aspects. Gaining accreditation enables us to contribute more widely with all stakeholders in the flexible and contingent workforce market. Were proud to work with the FCSA and all its members in promoting its values and championing the importance of compliance within our sector What it means to our umbrella employees, accountancy clients and agency partners With almost 20 years experience working with contractors, freelancers and businesses, Danbro dedicate themselves to providing the best advice, information and solutions. James Burrows, Director of Danbro Workforce Solutions added: We admire the professional approach and extremely high standards set by FCSA, which we see gaining more traction and having a positive impact across our sector. We are fully behind their mission to raising standards and promoting supply chain compliance for the temporary labour market. Being endorsed by FCSA and becoming a fully accredited member through an independent audit process provides clients and stakeholders with the necessary assurances to trust in the Danbro brand and have confidence in our ability to deliver. In a sector that lacks regulation, I believe FCSA are not only setting a benchmark, but they are defining excellence across our industry and we are excited about what we can achieve together. On Danbros accreditation, Julia Kermode, FCSA Chief Executive said: Its fantastic news that Danbro has been able to meet the extremely high standards required to become a fully accredited member of FCSA having previously been an associate member. It is no mean feat. Danbro is a first-class company and I look forward to continuing to work with Damian and his team to raise standards in our sector. FCSA accredited membership is the quality mark that every freelancer, contractor and recruiter should look for when considering a professional services company, safe in the knowledge that they will receive a reliable, responsible, and ethical service. www.danbro.co.uk
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Why wages are finally picking up. And will it last?
07-September-2018 - usatoday.com
Average yearly wage growth hit 2.9 percent in August, the highest since 2009. Heres why and what it means for workers.
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Myron Steves Adds Flake as Transportation Director
07-September-2018 - insurancejournal.com
Houston-based managing general agency and wholesale insurance broker Myron Steves has hired Jennifer Flake as director of Transportation. She is based in Dallas. Flake will be responsible for overseeing all aspects of the firms transportation business including the long-haul trucking,
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Comcast Executive Joins Amazon, Berkshire, JPMorgan Health Startup as COO
07-September-2018 - insurancejournal.com
The newly formed healthcare venture of Amazon.com Inc, Berkshire Hathaway Inc. and JPMorgan Chase Co. on Tuesday hired Jack Stoddard as chief operating officer. Stoddard was previously general manager for digital health at Comcast Corp. His appointment is effective
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Major Hotels Agree to Provide Staff with Panic Buttons to Fight Harassment
07-September-2018 - insurancejournal.com
Major hotel chains including Marriott International Inc and Hilton Worldwide Holdings Inc. said on Thursday they are arming U.S. employees with panic buttons to fight sexual harassment and crime, an about-face for an industry that has opposed the idea for
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One can be the loneliest number many UK freelancers feel lonely and isolated following leap to self-employment
07-September-2018 - onrec.com
A new Epson EcoTank survey reveals both sides of freelance life; many highs, but also some surprising lows Posted in News archive on 07 Sep 2018 The solo self-employed are now a vital element of the UK economy, contributing around £271 billion to the government's coffers in 2017, of which around £125140 billion came from freelancers. But with some predicting that by 2020, half of the workforce will be freelancing, we need to take an objective look at the world of self-employment and tackle its challenges head-on, giving freelancers the tools and skills they need to work effectively and happily. New Epson EcoTank research, which surveyed 1000 UK freelancers [i] , found that most (91%) worked from home at least some of the time. When asked why they had chosen to freelance or work remotely, respondents said that a better work/life balance (53%) and greater flexibility (62%) were among their reasons; some said they wanted to avoid working in an office, which they found stressful (47%). There are, however, disadvantages to solo working. While 54% of respondents to Epson's study declared freelance life 'liberating', a striking 48% admitted to finding it 'lonely' and 46% said it was 'isolating'. The absence of an office social life is felt keenly by some; 32% of respondents said they missed office banter and 29% missed being part of a team. Perhaps this is why the study also uncovered some worrying implications for freelancers' mental health. A quarter (25%) of respondents had experienced frequent periods of depression, and around a fifth (21%) claimed that the loneliness of remote working had caused them to have suicidal thoughts. The impact of isolation and loneliness on mental health is widely recognised, including by the national mental health charity, Mind. According to Mind, at least one in six workers is experiencing common mental health problems, including anxiety and depression. It says there are small, simple steps you can take to look after yourself and make your workplace mentality healthier. Annika Fagerstrom, head of consumer products, Epson UK, says: Its very clear that the leap into self-employment brings many changes, most of them beneficial. However, for those lacking structure or support, solo working can be tough. Epson wants to be part of that support system and help the UK's hard-working community of independent, flexible workers to thrive. That's why our EcoTank Pop-up, which will be in London's Covent Garden throughout September and October, will provide a welcoming space where freelancers, bloggers and other self-employed people can take advantage of the facilities on offer including unlimited printing on Epson's latest range of EcoTank printers while meeting their peers in a relaxed environment. Visitors to the pop-up can also benefit from a range of expert-led workshops on relevant subjects, from finance to building a new business and the new technologies to watch. We have designed these to give attendees the support and knowledge they need to help them prosper. You can find out more about the workshops by clicking here. [i] Methodology and sample Arlington Research conducted 1000 interviews in the UK using an online methodology amongst a nationally representative sample of freelance workers. All respondents were employed/self-employed/a business partner or owner. Quotas were applied to gender, the age of respondent and the region in which they reside to ensure that the sample is nationally representative.
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Ready for the September recruitment rush? Here are the top 10 cities to find candidates!
06-September-2018 - onrec.com
If youre looking to grow your workforce this September, theres no better time, with new data from CV-Library revealing that the amount of candidates registering on the job board rose by 4.8% last month. Posted in News archive on 06 Sep 2018 Company Profile CV-Library.co.uk View profile » This hike in registrations suggests that more individuals are preparing to start their job hunt, with further data revealing that some of the nations key cities witnessed even higher jumps, when comparing August 2018 findings, with July. So, if youre looking for candidates to fill your roles, these locations could be the best place to start: Edinburgh registrations up 27.1% Glasgow registrations up 21.8% Newcastle registrations up 11.8% Brighton registrations up 8.7% Bristol registrations up 7.4% Sheffield registrations up 6.8% Southampton registrations 3.7% Manchester registrations up 3.7% London registrations up 3.3% Birmingham registrations up 1.4% Whats more, some of the UKs key industries also saw registrations rising, with recruitment (24.3%), legal (14.5%), social care (9.9%), construction (6.7%) and hospitality (5.1%) leading the way. Lee Biggins, founder and managing director of CV-Library , comments: Its great to see that more candidates are updating their CVs and showing an interest in a new job. As the summer months come to an end, the days get shorter and the holidays are over, so settling back into reality can leave some professionals feeling flat and in need of a new challenge. For businesses that are currently looking to grow their workforce, this is positive news and suggests that professionals across the nation are preparing for the job search just in time for the September recruitment rush. Furthermore, some of these major cities also saw application rates increasing month-on-month. If youre currently recruiting, candidate appetite has seen impressive growth in the following locations: Edinburgh applications up 10.1% Leicester applications up 6.4% Glasgow applications up 5.1% Manchester applications up 1.5% Sheffield applications up 1.4% Biggins concludes: The rise in applications across these key cities suggests that a number of professionals are getting a jump start on their search before September fully kicks-in. As candidate appetite picks back up, now could be the perfect time to find your newest recruits so dont miss out! Search over 13 million candidates in our ever-growing CV database and find your perfect hire now!
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Employers urged to consider both organisational and job engagement
06-September-2018 - onrec.com
Organisations need to distinguish between employees engagement with their job and engagement with the organisation if they are to improve the employee experience and their overall competitive advantage, a new research paper shows. Posted in News archive on 06 Sep 2018 Published by the Institute for Employment Studies (IES), the paper highlights that traditional, one-dimensional views of engagement fail to make a distinction between job and organisational engagement, viewing employee engagement as a single concept. However, employees can be highly engaged with the organisation but have low levels of job engagement, or vice versa. The research paper, Bridging the gap: an evidence-based approach to employee engagement , suggests that a lack of understanding about what engagement really is and how it influences organisational success can lead to inefficient and ineffective strategies to improve employee engagement. Authored by Megan Edwards, IES research fellow, the paper states that organisations should recognise the drivers of engagement which correspond to the area of engagement they wish to improve, whether it is job or organisational engagement, or both. In doing so, organisations can then create engagement strategies which incorporate drivers of that specific level of engagement. Drawing on the latest academic literature on employee engagement, the paper offers a five-step approach that organisations can use to address the different levels of engagement: Understand the differences between job and organisational engagement and use business data, such employee engagement survey or productivity data, to identify where attention should be focused at the current time. Use technology effectively, to regularly measure levels of job and organisational engagement. Create an evidence-based engagement strategy, using business data and considering relevant drivers of employee engagement, keeping employee needs at its core. Involve line managers in the process by sharing data, providing specific training in line with the strategy and being on hand for day-to-day support. Be agile incorporate changes into the strategy based on real-time feedback and keep line managers in the loop. Megan Edwards, research fellow at the Institute for Employment Studies, said: Employee engagement levels are consistently low despite the best efforts of many organisations. Viewing engagement as a single concept, rather than adopting a multi-faceted approach, may be contributing to this. Organisations should draw a distinction between the different levels of engagement to facilitate targeted, evidence-based interventions which enable them to meet their desired business outcomes more effectively.
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IT and engineering industries invest the most in graduate talent
06-September-2018 - onrec.com
Study reveals IT has topped the list of industries with the highest graduate salaries, and engineering offers the best work perks. Posted in News archive on 06 Sep 2018 IT tops the tables for graduate salaries, with recruits being paid an average of £28,765 in their first role, while students who study architecture, building and planning can expect the best work perks. When examining benefits packages on an industry level, engineering, business and finance offer fresh-faced graduates a great working environment, with added benefits such as company cars, bonus schemes, fast career progression and development opportunities. Creative arts and education, on the other hand, offer minimal incentives. The study, by training specialists Pareto Law , analyses the top 10 industries for graduate employment, and 300 jobs listed on Indeed.co.uk within those areas, to determine which degrees offer the best packages for new graduates hoping to kick start their careers. According to the study, graduates heading into creative fields such as design and marketing can expect to be paid less than any of the other industries included in the research, starting on an average of £19,525 per annum. As part of the research, Pareto Law has created a map infographic , visualising which industries invest the most in graduate talent on a regional level. When examining what skills employers are looking for, strong communication and interpersonal skills are cited most often, along with other soft skills such as confidence, passion and conflict resolution. Unsurprisingly, IT skills are also a firm favourite across all 10 industries, showing that digital expertise is now a prerequisite of landing a graduate job. Graduate jobs advertised within the engineering and technology industries listed the most required skills, while roles within education outlined the fewest skills and benefits. The research looked at industries on a regional level to determine where the demand for certain jobs is most prominent. The data revealed that Yorkshire and the Humber is in need of more education graduates, whereas the East Midlands offers a greater number of roles for creative arts graduates. The West Midlands is currently lacking in architecture, building and planning graduates, and Greater London is a hotspot for people graduating in technology-related fields. The majority of industries researched required a relevant degree or qualifications, with the exception of banking and finance, which specifies graduates need to be numerically minded, but dont need to hold a relevant degree. Top five industries based on salary: IT - £28,765 Education - £27,741 Engineering technology - £26,861 Healthcare - £25,602 Manufacturing - £25,313 Top five industries based on work perks: Engineering technology Bonus scheme, travel opportunities, fast career progression, training mentoring, social events, share scheme Business Company car, fast career progression, training mentoring, social events, mobile phone Science fast career progression, flexible working, bonus scheme, medical insurance, training development opportunities Manufacturing Relocation bonus, travel opportunities, training development opportunities, medical cover, pension Banking & finance Bonus scheme, childcare vouchers, discounts, medical cover, qualification opportunities, pension Jonathan Fitchew, CEO and Founder of Pareto Law commented on the study: We wanted to discover which industries are investing most in graduate talent based on salaries, benefits packages and development opportunities. Fields such as engineering provide promising opportunities for graduates to progress further, whereas IT and degrees associated with computer science offer attractive salaries. When examining what skills employers are looking for on an industry level, it became apparent soft skills associated with communication are needed across all industries, with strong communication skills and problem solving abilities cited most frequently. With the graduates of today being the first digital natives, developing their interpersonal skills will only strengthen their employability
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SumTotal Solidifies its Position as a Leader in Nucleus Researchs Human Capital Management Technology Value Matrix 2018
06-September-2018 - onrec.com
SumTotals continuous investments in platform innovation and delivering an end-to-end HCM suite cited by Nucleus Research as key strengths Posted in News archive on 06 Sep 2018 SumTotal Systems , a Skillsoft Company and the worlds only unified learning, talent and workforce management solution, today announced that it was positioned as a Leader for the third consecutive time in the Nucleus Research Human Capital Management Technology Value Matrix 2018 1 . SumTotals continuous investment in technology innovation, superior focus on user experience, the breadth and depth of its comprehensive HCM suite and its strong content aggregation strategy are cited by Nucleus Research as key strengths of the customer-centric SumTotal HCM solution. The Nucleus Research Technology Value Matrix provides a transparent tool to help businesses quickly assess a variety of technology solutions based on functionality and usability. Technology vendors that receive designation in the Leader category offer technology that is both highly functional and easy to use. Nucleus analysis of users experiences this past year shows that, Increasingly, organisations are turning to single suite applications as cross market integration becomes a greater business driver. Organisations need to be able to share and use data in real-time across departments, which remains much easier to do on a single suite. SumTotal maintains its position as a Leader due to its integrated collaboration across the suite and ability to meet growing demand for real-time access to data for decision making from recruiting and onboarding to retention and separation. SumTotal Systems positioned as a Leader in Nucleus Researchs HCM Technology Value Matrix 2018 SumTotal is one of the few HCM platform vendors that offers the full breadth of HCM solutions and integrations that organisations increasingly demand, uniting Core HR, Talent Acquisition, Learning Management, Talent Management, Payroll and Workforce Management in one offering, said Rebecca Wettemann, VP, Research at Nucleus Research. Further setting it apart, SumTotals Learning Management solution is the first to fully enable content aggregation across xAPI, CMI5, third-party and custom content in addition to providing unified access to the largest corporate learning library via Skillsoft. Built on decades of providing mission critical solutions to the most complex and regulated industries, SumTotal continuously invests in platform innovation to address the challenges of attracting, managing, retaining, developing, paying and engaging todays multi-generational workforce. Recent enhancements include the launch of a sleek Netflix-inspired design while platform integrations on the back-end provide unification of disjointed business processes, resulting in a seamless experience for administrators. As the HCM industry demands more sophisticated, cohesive and integrated technology, SumTotal has undergone an extensive redesign to deliver the most streamlined and intuitive experience, both for employees and administrators, said Chad Gaydos, Chief Operating Officer of Skillsoft and SumTotal. Our continued recognition as a Leader in the Nucleus Research Human Capital Management Technology Value Matrix validates our ongoing investment in innovation and commitment to providing the most comprehensive HCM technology on the market. Download the Human Capital Management Technology Value Matrix 2018 . In June, SumTotal also advanced its Leader position in Nucleus Researchs Workforce Management Technology Value Matrix 2018 report .
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The Power of Infographics
06-September-2018 - onrec.com
Infographics are visual stories rendered digitally, and presented in a format that is easy to understand. Posted in News archive on 06 Sep 2018 The concept of the infographic is incredibly simple, but it is actually one of the handfuls of innovations on the World Wide Web that has radically changed how businesses market products and services . It is incredibly powerful because it is able to present hard data in a manner that a broad spectrum of readers on the Web can easily pick up. Why It Works Infographics work because they already visualize information like statistics for people. It is not spoon-feeding, but a way for the communicator to guide the reader to specific conclusions about the information being presented. You can highlight things easily with an infographic. You can show the most important aspects of the message while maintaining the integrity of the original source (e.g. a blog post or article like this one). Infographics are so effective that large knowledge houses and research hubs use it to communicate to the public the results of scientific research, international surveys, historic data, and even chunks of big data over the years. Infographics and Marketing Studies show that humans are primarily visual learners. There is a spectrum called VAKOG that illustrates all the ways that a person can use representational systems to understand the world. Visual, auditory, kinesthetic, olfactory, and gustatory. Visual takes the lead every time. There are auditory learners, too, but they are fewer than people who are dominantly visual in their aspect of learning. In marketing, infographics can easily stimulate people simply because they are not boring. You can use different images and fonts to prove a point. You can add elements that are normally not associated with statistics. If you like playing online casinos for example, you can even get the best infographics about online slots and improve your chances of winning jackpots in online casinos. Infographics are actually used extensively in the iGaming sector with operators and affiliates using them for a number of different reason. Operators try build awareness by plastering infographics of the games they have all over their social profiles such as Facebook, Instagram and Pinterest. Affiliates use them as link bait to get links to their sites so they can rank for competitive terms such as no deposit bonuses, online casinos, casinos games and a thousand more. Its the code that matters Infographics can easily teach an audience a code that is especially understood within the context of a specific message. For example: if a business was selling cheap computer parts, it can highlight easily how much people will save by trying out custom-built personal computers compared to branded and pre-assembled personal computers from different brands. The business can compare, two, three, five, or even ten different brands and contrast the information with how much a custom build costs. As a result, people will completely understand that they can save hundreds of dollars by buying individual parts like the motherboard, video card, sound card, and having these assembled manually, than buying a branded personal computer with all the parts pre-determined by the manufacturer. During the United States presidential elections, many news outlets used infographics featuring the different states and the election preferences of each one. With such a vast amount of data to contain in each infographic, how did they do it? Easy: by color-coding states. People could then easily see the results in a glance, and the news presentation was effective as can be. Creating the Perfect Infographic Do you want to create an infographic for your business or brand? The first thing that you need would be the correct data that matches your central message. There has to be a central message that you want to communicate to your market. Without data, without clear information, you will not be able to create a good infographic. Numbers and figures impress people easily, and with the right persuasion tactics, statistics can convince a large number of people quickly. The next step is to visualize the data. Think of a way to present the data visually, with emphasis on letting people absorb it as if they were drinking water. No muss, no fuss, no difficulties. The visualization of data should be as easy on the eyes and easy to understand as possible. The third step is to align the infographic with the branding of the website or business. The colors, images, font type all of these elements or variables have to be consistent with what already exists in the branding. On the other hand, you can also use infographics to present to a market a shift in the branding efforts of a business. The fourth step is to simplify what you have. The simpler the presentation of hard data, the better it is. Why? Because we use infographics to market products and services so customers can make decisions more quickly. A marketing infographic is informative , but emphasizes people to take action, to buy something from a brand. The fifth and final step is matching the infographic with the communication channel that the business is using. Infographics can take a variety of forms and sizes, and it should match where the marketer chose to channel it. In conclusion, whether the infographic is headed for Twitter, Facebook, or a website, the size of the graphic as well as the presentation of elements should be appropriate. Formats and Channels Firstly, an infographic with dozens of elements and tiny text would look awkward when coursed through Twitter. Unless every reader is on a PC or Mac, they will not be able to read the tiny text on the infographic. Next, if you want to present a larger infographic with more complex details, then use a website or downloadable PDF file instead. People expect to see graphics that are easy to read when browsing social media. Offer more complex infographics in other formats. Do not rely on just one format. Consequently, you should offer only the summation of your data on social media, and invite the readers to read more or dig deeper into the data by leading them to your blog or data. It is like funneling potential customers and leading them with the right information. Infographics can help you convince and keep new customers easily. Finally, never lose sight of your main goal when using infographics. While it is good to offer free information, nothing should ever be completely free: offer free information but only to benefit what you are promoting to your market.
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Michigan Offering Matching Grants to Improve Workplace Safety, Health
06-September-2018 - insurancejournal.com
Matching grants of up to $5,000 to improve workplace safety and health are being made available for Michigan companies that have up to 250 employees. Michigans Occupational Safety and Health Administration says the goal of the MIOSHA Workplace Improvement to
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U.S.-Canada trade talks grind on, but ´final´ issues unresolved
06-September-2018 - reuters.com
U.S. and Canadian negotiators pushed ahead in grinding talks to rescue the North American Free Trade Agreement on Thursday, but a few stubborn issues stood in the way of a deal, including dairy, protection for media companies, and how to solve future trade disputes.
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Where the jobs arent: 50 U.S. counties with the highest unemployment
06-September-2018 - usatoday.com
Not every part of the United States has benefited equally from the job growth of recent years. In some counties, unemployment remains high.
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Ford job cuts looming? Automaker plans major redesign in our business
06-September-2018 - usatoday.com
Ford Motor employees are warily awaiting details of CEO Jim Hacketts promised fitness plan and the serious possibility of significant job losses.
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Concord Specialty Risk Hires Paul in New York
06-September-2018 - insurancejournal.com
Concord Specialty Risk has hired Rustin I. Paul Esq. as executive vice president of Reps and Warranty Insurance Underwriting, where he will have a leading role in the future of the firms Reps and Warranty Insurance practice. Paul will be
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Massey Joins Bell Insurance Solutions in Illinois
06-September-2018 - insurancejournal.com
Bell Insurance Solutions in Collinsville, Illinois, has hired Larry Massey as its newest sales producer. In this position, Massey will generate leads and develop new business. He also will offer clients a variety of solutions for their insurance and risk
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Experts warn millions of workers sleepwalking towards poverty in retirement
06-September-2018 - dailymail.co.uk
Alistair McQueen, head of savings and retirement at Aviva, warned that many still face a post-work income lower than the minimum wage, which is currently £7.83 an hour for those over 25.
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A closer look at high paying job opportunities in Malta
06-September-2018 - onrec.com
Thanks to the reasonable cost of living in Malta, residents can afford to enjoy a good quality of life on less than what would be required in one of the countrys neighboring EU nations. Posted in News archive on 06 Sep 2018 Maltas economy is booming and new industries are flourishing, like the iGaming (not so new) medical cannabis, bitcoin and crypto currencies. Most people who come to work and live in Malta fall in love with its great history and culture, beautiful beaches , and great weather, and end up settling on the island for good. And even though the average Maltese salary is below the EU average, it is complimented by equally low and reasonable income tax rates that ensure enough financial security to afford a nice place to stay, good medical care, insurance, a healthy savings account and all the other costs that come with adulting. However, rental property in Malta has gone up by about 40% in the past 3 years. Hence, the need for a better paying job. There are certain job positions in Malta that enable you to earn higher than the average salary, so that you can increase your investment portfolio, travel a little more and perhaps give back a little. What is a high salary in Malta? Well, according to our research, which involved speaking to various professionals in different fields, 8,000 per month is the highest salary available to Maltese residents and expats alike. Now, if youre looking for such a high-earning job opportunity in Malta, then youll want to look into the following positions. Quality Manager Working as a Quality Manager in Malta means that youll have the potential to earn anything from 80,000 to 120,000 per annum, which translates to about 6,500 to 10,000 per month. What does a Quality Manager Do? Quality Managers typically work on property development and construction projects to ensure that all operations on the plant and behind the scenes run smoothly. As such, applicants are required to have a background in engineering as well as some experience in working on the quality management of residential, commercial or hospitality projects. Key Account Manager Key Account Managers typically earn around 6,000 per month and some companies are even willing to help candidates relocate for this position due to the lack of skilled personnel that apply to jobs like this. Plus, its a position that usually comes with attractive bonuses and benefits as well, which means that youll have more of your salary left each month to do with as you wish. What does a Key Account Manger Do? The work of a Key Account Manager is to act as client liaison between a company and its clients, while ensuring that the partnerships formed remain strong and enduring. Theyll also be given the responsibility to develop and execute account plans that will drive the business goals towards fruition, and this involves monitoring KPIs and account metrics. Theyll also be required to sell and up-sell the companys products or services, and inform and teach customers about the companys products and/or services. As such, Key Account Managers are required to have a background in account management, B2B direct client sales and a proven track record as an excellent communicator wholl be able to successfully fulfill the role of client liaison. It also helps to have some experience in the particular industry that the company youre applying to is involved in, as well as strong planning and strategic capabilities. Project Manager Project Managers typically earn between 6,500 to 8,000 per month in Malta, and because of their universally applicable skills they have the opportunity to work in a wide range of industries. What does a Project Manager do? The responsibility of a Project Manager involves quality management and overseeing the implementation of a project from start to finish. Their duties could include the following: - Organizing the teams responsible for the implementation phase - Performing risk assessment - Advising team leaders on how to carry out certain aspects of the project that they might be struggling with - Ensuring the achievement of the projects goals - Recruitment of sub-contractors and specialists - Keeping track of progress and individuals that are responsible for that progress using specialized IT systems - Supervising the costing - Managing the billing and accounting end of the project - Updating the senior shareholders and management on the projects progress on an ongoing basis Doctor The salary of a doctor in Malta starts at 6,000 per month, and while this amount doesnt seem like much it comes with a lot of perks that reduce your expenses so that you have more of your income left at the end of each month than you would with other positions. For example, doctors in Malta are often offered fully furnished accommodation with complimentary cleaning services and catering, free transport to and from work, medical insurance, 30 days worth of paid leave and a complimentary mobile phone. So, youll be able to save most of your money and build a healthy investment portfolio while you work to develop your skills as a doctor at a state hospital. What does a Doctor do? The responsibilities of a physician differ according to their unique field of expertise. So, for example, a doctor of gynecology/obstetrics would concentrate on the female reproductive system, pregnancy and child birth, whereas a surgeons job is to perform surgery in order to treat disease, heal injuries and correct deformities. Then you have eye specialists, ear specialists, pediatrics (childrens doctors) and even geriatric doctors who earn significantly more with experience and because of their specialty. Compliance Officer Compliance officers in Malta make 60,000-70,000 per year, which amounts to about 6, 000 per month. While Compliance Officers do work within a team, much of their work is done independently, which is why this position requires someone who is self-driven and motivated. What does a Compliance Officer do? The work of a Compliance Officer involves the procurement and maintenance of licenses on behalf of a company, organizing AML and RG training, liaising with authorities, taking measures to properly manage compliance guidelines, investigating and resolving compliance issues, processing internal agreements, and maintaining all compliance related files and documents. Compliance Officers are also responsible for developing, introducing, managing, and reviewing company policies among many other duties, and experience in MGA and UKGC regulations is very beneficial to this position. Senior Full Stack Developer (Java) Thanks to the rapid growth of the IT and finance sectors in Malta, the demand for Full Stack Developers has risen considerably as well. Senior Full Stack Developers specifically, are the highest earners in this job category, and typically get paid about 55,000 per year, which amounts to 4,600 per month. What does a Senior Full Stack Developer do? This position entails a lot of coding and testing of complex applications, the creation of highly functional and easy to manage application, as well as estimating project expenses for project managers and clients. As such, the applicant must have thorough understanding of SDLC and know how to design, build and execute both front-end (Angular) and back-end (JEE) applications. They should also have knowledge of how to carry out training for Sun CERT Secure Coding Techniques on a regular basis, while ensuring that the company is in compliance with InfoSec Policies & Procedures, as well as Acceptable Use Policy. Now, its important to note here that the salary figures displayed above are contingent on ones education level and the amount of experience they have in the particular field or position featured. In some cases, you may be eligible for a raise after several years working in the same company, unless the position is based on a limited contract. Plus, the more experience you have in a particular field or position, the higher salary youll be able to command. If you consider yourself such a candidate, then you may be able to find suitable positions in places like Vacancy Centre Recruitment , which features a variety of job offers from different industries and companies in Malta.
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Employee resignations rise for a sixth consecutive year
06-September-2018 - onrec.com
One in five (19%) employees resigned from their job in 2017, up from 15.5% in 2016, according to the latest data from XpertHR. Labour turnover statistics from 398 organisations show the resignation rate has increased steadily since 2012, when it stood at 10.6%. Posted in Statistics and trends on 06 Sep 2018 The biggest change in turnover rates was in manufacturing and production. The average voluntary resignation rate increased from 11.7% in 2016 to 18.9%, and the median from 10.5% to 14.3%. Looking at total labour turnover which includes retirements and dismissals - across all sectors, the figures have moved from an average of 17.4% to 21.5%, and a median of 15% to 19.2%. With the employment rate at its highest since comparable records began in 1971 standing at 75.7% according to the Government's Labour Force Survey employers are going to feel the squeeze of a tight labour market. This provides challenges for employers to maximise the efficiency and effectiveness of their recruitment procedures, while also ensuring they focus on retention and productivity. In its report, XpertHR also included data on voluntary resignation rates and total labour turnover rates for employees with less than 12 months' service. The data showed that an average of more than one in 10 (10.9%) new starters resigned before completing 12 months' service, while an average of 12.7% left either voluntarily or due to dismissal. XpertHR senior HR practice editor Noelle Murphy said: Employers should pay special attention to labour turnover for new starters with less than 12 months' service as consistently high levels of turnover can be a strong indication of issues in the recruitment and selection processes as well as the onboarding exercises in place. There is also a higher cost implication for employers with ongoing churn among new starters, more so than for those with longer service. Alongside resources, consistent levels of turnover among new starters will have a negative ripple effect on employee engagement among all employees. www.xperthr.co.uk
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Recruiting and retaining top talent remains biggest HR challenge
06-September-2018 - onrec.com
In an environment plagued by skills shortages, finding and retaining talent remains the biggest HR challenge in 2018: half (51%) of HR managers say they struggle to find people with the right skills to do the job, according to a new survey by AXELOS, custodian of some of the worlds most sought-after certifications. Posted in Statistics and trends on 06 Sep 2018 Hiring the wrong candidate can cost in the region of £17,000* 51% of HR managers cite recruiting and retaining talent as still their biggest challenge in 2018 42% of businesses now favour training and up-skilling existing employees for new roles AXELOS facilitates recruitment and retention by providing digital badges to all newly qualified practitioners included with certification of its best practice solutions In an environment plagued by skills shortages, finding and retaining talent remains the biggest HR challenge in 2018: half (51%) of HR managers say they struggle to find people with the right skills to do the job, according to a new survey by AXELOS, custodian of some of the worlds most sought-after certifications. Adding to the pressure is an awareness that hiring the wrong external candidate now costs in the region of £17,000* (£16,843, to be precise), according to the 500 HR managers questioned by AXELOS. That sum covers recruitment fees, advertising, assessment of applications, interviews, induction and training (onboarding), and the first three months of salary (£7810). it also factors in such negatives as poor work outputs, loss of productivity, disruption to projects and then the cost of putting things right by recruiting someone new (£9033). To address the skills gap and prepare their workforce for the digital economy, 42% of businesses now favour training and up-skilling existing employees for new roles, while a similar proportion (41%) say they will recruit entry-level candidates who will receive training once they are in place. But one-fifth (21%) of businesses say they find it difficult to find the budget to train and up-skill existing employees to meet their needs, and 22% say that it is a struggle to get employees to participate in continued professional development (CPD). Bearing these challenges in mind, 42% of businesses say that promotions for existing employees with relevant skills will be conditional upon no need for further training, while just over a third (36%) of businesses will continue to recruit talent externally. While these measures might seem expedient, AXELOS warns that organisations that fail to invest in training and CPD for their staff could be damaging their employee brands and even their human capital. This assertion is supported by a separate survey of 1,000 employees, also conducted by AXELOS: over half (55%) of respondents say they would prefer to remain with their current employer, but only if new career and training opportunities are on offer. Fortunately, digital badges for qualifications and CPD provide some new hope when it comes to both recruitment and retention. In fact, their growing adoption is bringing multiple benefits on both sides of the employer/employee equation. By engaging in CPD and adopting digital badging for new certifications, employees are demonstrating a commitment to growth and development that will favour their internal mobility. At the same time, digital badges can showcase an individual to existing and potential employers, emphasising the credibility and currency of their professional qualifications. 55% of employees will take a more favourable view of businesses offering CPD and digital badges, saying that they are more likely to remain loyal to an employer that invests in CPD. if it comes to finding a new job, they are likely to see an organisation offering CPD as more attractive. For the employer, digital badges represent a proven and effective way for HR departments, hiring managers and recruiters to ensure that candidates have up-to-date skills which are relevant to the job in question. At the same time, digital badges enhance employee satisfaction, since they demonstrate the employers commitment to investing in improving the skills of its workforce and encouraging loyalty among its employees. 30% of HR managers agree that digital badges motivate employees to participate in CPD. Recruitment is just one way for employers to invest in strengthening their workforce, says Amrit Saroya, AXELOS Head of Professional Development, which runs a comprehensive digital badging programme for such widely-recognised professional certifications as ITIL and PRINCE2. Businesses should also take account of the quantifiable benefits of investing in the continued personal development of their employees: it constitutes a way of increasing both productivity and retention. They should also more explicitly consider the real costs associated with hiring someone who is not right for the job, and also of failing to invest in CPD. If, as our research has indicated, only four in ten employers continue to invest the training and CPD, the majority of businesses will continue to face daunting challenges in recruiting and retaining top talent. This can even prove damaging to existing teams and the employee brand. There is, of course, no single answer to this whole issue, but digital badges are increasingly proving a valuable asset for both employers and employees. They are user-friendly and encourage recognition and transparency. ITIL and PRINCE2 are among the most sought-after professional certifications in the UK, and AXELOS is a keen advocate of digital badging: our practitioners really can see their qualification as a badge of honour and employers gain rapid reassurance that they are making a sound investment when investing in CPD through the qualifications we offer. The average cost to the employer of hiring and replacing new recruit. Sector Recruitment cost Replacement cost Total cost IT Telecoms £11,847 £13,835 £25,682 Finance Accounting £10,217 £12,170 £22,387 Legal £13,207 £15,036 £28,243 Manufacturing £9,350 £11,414 £20,764 Construction £7,431 £10,429 £17,860 Retail £7,384 £7,412 £14,796 Media, Marketing & PR £7,807 £10,288 £18,095 Region Recruitment cost Replacement cost Total cost North £7,186 £9,071 £16,257 Midlands £7,994 £10,307 £18,301 East £9,305 £10,311 £19,616 London £9,101 £11,085 £20,186 South £8,319 £10,090 £18,409 Wales £6,646 £8,466 £15,112 Scotland £6,441 £10,155 £16,596 ABOUT THE SURVEY All figures, unless otherwise stated, are from YouGov Plc. Survey 1: HR managers and directors with hiring responsibilities Total sample size was 500 adults. Fieldwork was undertaken between 13 th and 21 st August 2018. The survey was carried out online. Survey 2: Employees Total sample size was 1008 adults. Fieldwork was undertaken between 12th and 16th August 2018. The survey was carried out online. The figures have been weighted and are representative of British business size. * The cost of hiring and replacing an employee was based on an annual salary of £50,000
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Businesses add 163,000 private-sector jobs in August, not quite as much as expected
06-September-2018 - usatoday.com
Businesses added 163,000 jobs in August, possibly signaling the governments employment report this week will show tepid gains for another month.
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Pryor Cashman Hires Loeber as a Partner in New York City
06-September-2018 - insurancejournal.com
Pryor Cashman has hired insurance coverage attorney Christopher Loeber to the firms New York office to lead the newly-created Insurance Recovery and Counseling practice. With more than 20 years of experience, Loeber joins as a partner, having previously been with
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Wagestream launches revolutionary ´Get Paid As You Go´ service for employers
05-September-2018 - onrec.com
Posted in News archive Payment platform, Wagestream, has partnered with 25 businesses in the UK to launch a revolutionary new financial wellness benefit for workers across the country. on 05 Sep 2018 Wagestream lets workers access their earned income at any time during the monthly pay cycle. Completely taking away the need to access credit or loans, it can be operational without any change to a company's cash-flow, payroll or timekeeping processes, and provides instant financial security to UK workers Co-Founded by Portman Wills and Peter Briffett, former COO of YPlan and CEO of LivingSocial UK, Wagestream wants to reestablish the link between work and financial reward, a link often broken in monthly pay cycles. Launching with 25 employers, it believes that this can have a significant impact on peoples behaviour with companies already reporting increases in employee retention, productivity and job applications as a result of offering Wagestream as an employee benefit.[1] Peter Briffett, CEO and Co-Founder of Wagestream, commented: As we mark the death of one of the payday loan giants, were pleased to finally present a viable solution to help give the UKs workforce the financial freedom they deserve. While the wider and long outdated issue of monthly pay cycles is in desperate need of modernisation, for far too long legal loan sharks have been exploiting the most disadvantaged consumers with crippling high-cost loans. The poverty premium is real. Lower income workers can often pay more than everyone else, despite struggling to make ends meet. At Wagestream we give people access to their earned income when they need it, without the need for employers to alter their usual payroll frequency. We are seeing first hand the positive impact removing the financial stress caused by monthly pay cycles, credit card debt and even worse, payday loans, is having on workforces across the country. In an extra effort to support workers affected by payday loans, Wagestream will be donating all of its August revenue to Step Change Debt Charity which works to help people with debt problems take back control of their finances and their lives. Among Wagestreams launch partners are businesses which operate in the hospitality, security and retail arenas. David Reed, Ops Director, Key Security, said: Partnering with Wagestream has not only provided our staff with better flexible and financial security, but has also had a positive impact on our service delivery with staff volunteering for extra shifts. The launch follows news that Wonga went into administration on Thursday 30th August. On Sunday 2nd September, Wagestream employees staged a funeral procession through the City to mark the end of the payday loans era. wagestream.co.uk
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Brexit anxiety hits the UK job market as advertised salaries slump
05-September-2018 - onrec.com
Average UK advertised salaries have dropped month-on-month for the third consecutive month, as employers show signs of concern over the impact of a no-deal Brexit, according to Adzuna.co.uk. Posted in Statistics and trends on 05 Sep 2018 Company Profile Adzuna View profile » Wages fall for 3rd consecutive month , as UK employers keep a lid on a pay rises Total advertised vacancies this September sit at 1,143,386 stalling over the summer and full time vacancies down 7% YOY South West England saw average advertised salaries shoot up 7.5% , an outlier in an otherwise tepid summer jobs market Charity and Voluntary Sector showed the third greatest increase in pay across the UK Despite the slow down, jobseekers per vacancy fell to 0.38 , marking the lowest job competition levels for jobs since Adzuna started collecting data in 2011 Average UK advertised salaries have dropped month-on-month for the third consecutive month, as employers show signs of concern over the impact of a no-deal Brexit, according to Adzuna.co.uk . In contrast to the growth and optimism around wages seen in early 2018, average rates of pay have fallen for the last three months in a row. The average advertised salary in the UK fell over 2% between June and August 2018, a worrying sign that employer optimism is dwindling. In line with signs of salary stagnation, UK vacancy counts have also seen a slide in recent times, with a drop of 7.2% in full time advertised jobs between August 2017 and August 2018. But its not all doom and gloom, competition for available roles has fallen to 0.37 jobseekers per vacancy, dropping below last months historic record to set a new all time low for job competition. Andrew Hunter, co-founder of Adzuna, explains: Despite positive noises from the labour market in the first half of 2018, this latest data suggests a summer slow down in the UK job market and clear salary stagnation across the country. Britains biggest employers are nervous, anxious and looking for answers around Brexit. If this uncertainty continues into late 2018, its very hard to see how rates of pay and hiring will improve and return to growth in the short term. Table 1: Total advertised vacancies and salaries July 2018 June 2018 Monthly Change Annual change from July 2017 UK Vacancies 1,143,386 1,141,773 0.1% -7.2% Jobseekers per Vacancy 0.37 0.38 2.6% -11.1% Av. Advertised UK Salary £33,563 £33,762 -0.6% +4.2% Regional breakdown For the first time in recorded history, a five-way tie exists for the best location in the UK for jobseekers to find work. Cambridge, Oxford, Warrington, Reading and Swindon share the top spot in the table of best places to look for work, each of these locations boasts more than 15 job opportunities for every jobseeker in the area. At the other end of the scale, Sunderland, Hull and Salford were the toughest places to find work in across the nation, with several candidates fighting it out for every available role. Table 2: Best-performing job sectors in the UK annual salaries Job sector Average salary Salary % - 12 Month Change Total vacancies Travel Jobs £28,202 10.3% 8,842 Creative Design Jobs £34,892 9.6% 2,768 Charity Voluntary Jobs £29,220 7.5% 5,490 Legal Jobs £42,613 5.6% 27,068 Consultancy Jobs £37,342 5.6% 39,396 Table 3: Worst-performing job sectors in the UK annual salaries Job sector Average salary Salary % - 12 Month Change Total vacancies Graduate Jobs £21,146 -13.5% 6,957 Trade Construction Jobs £36,438 -4.5% 40,179 Logistics Warehouse Jobs £23,960 -4.3% 78,193 Scientific & QA Jobs £38,026 -3.8% 53,374 Property Jobs £30,824 -1.9% 15,022 Charity Jobs are big business Salaries in the charity sector saw the 3 rd highest increases in average advertised earnings across all industries in July. With pay promises up 7.5% year-on-year to £29,220, things are looking up for the philanthropic workers of the UK. Property Jobs need maintenance work Salaries in the property sector averaged £30,824 in July 2018, entering the table of declining salaries in 5 th place, with a 1.9% drop from 2017 levels. There were 15,022 roles advertised in the property sector last month. www.adzuna.co.uk
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These studies offer a realistic view of postdoc lifeand guidance for making career decisions that work for you
05-September-2018 - sciencemag.org
Data about postdocs are sparse, but two recent studies are encouraging, our columnist writes
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Junior Isa and Child Trust Fund: How to save and invest for children
05-September-2018 - dailymail.co.uk
We take a look at the ways you can save and invest for your children, how the schemes work and provide tips and guidance.
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Tariffs on imported cars, parts could harm U.S. economy and auto industry, experts warn
05-September-2018 - usatoday.com
Car prices will jump and thousands of auto workers will lose their jobs if the Trump administration imposes tariffs on imported autos, trade experts say.
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Barratt Developments shrugs off housing market woes posting 9% rise in profits
05-September-2018 - dailymail.co.uk
David Thomas, Barratt's chief executive, said: 'As the UKs largest housebuilder we are helping to address the countrys housing shortage and creating jobs.'
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Your teenagers after-school job may mean tax homework for you
05-September-2018 - usatoday.com
Here are a few tips for ensuring your teens summer employment or after-school work doesnt stick you with a tax-related cleanup job in April.
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JPMorgan Settles Black Advisers Job Bias Lawsuit for $24 Million
05-September-2018 - insurancejournal.com
As racial diversity tumbles on Wall Street, JPMorgan Chase Co. has reached a settlement with financial advisers who say they were treated poorly because theyre black. Six current and former employees at the largest U.S. bank filed what they
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Worst U.S. cities to find a job for recent graduates
05-September-2018 - usatoday.com
While in many U.S. cities employers are certainly hiring skilled fresh graduates, other places appear to have little to offer these graduates.
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Why you gotta be so rude? How to spot these clueless co-workers in your office
05-September-2018 - usatoday.com
While loud talkers and food stealers used to be the main culprits, these days rudeness is taking on a distinctly 21st-century vibe.
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Amazon second headquarters search has become a cultural meme, a year after it began
05-September-2018 - usatoday.com
Its an anniversary that hundreds of mayors and city managers are likely to remember: One year ago Friday, Amazon blew apart everything they knew about economic development when it announced it was looking for a second home that would bring with it 50,000 high-paying jobs and $5 b
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Massachusetts Attorney General Releases Report on Protecting Workers
05-September-2018 - insurancejournal.com
Massachusetts Attorney General Maura Healey has released an annual Labor Day report to describe her offices efforts to combat wage theft and other forms of worker exploitation. The report, Protecting Massachusetts Workers, was released Monday. The offices fair labor division
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Australias Financial Services Probe Highlights Need for Corporate Ethical Training
05-September-2018 - insurancejournal.com
When Nick Wailes started as the head of Australias top-ranked business graduate school in February, he already had the idea of offering a course to address a shortfall of training in ethical leadership. A few weeks later, the countrys most
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Some Gulf Energy Production Halted by Storm Gordon
05-September-2018 - insurancejournal.com
Three more oil producers pulled employees out of Tropical Storm Gordons path, and companies cut 9 percent of U.S. Gulf of Mexico oil and gas production on Tuesday as the storm churned toward an expected nighttime landfall. The storm, which
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Deals for National Cheese Pizza Day and how to save some dough everyday
05-September-2018 - usatoday.com
If you like your pizza plain, today is your holiday. Sept. 5 is National Cheese Pizza Day.
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New WPP boss plans major overhaul in bid to move on from the Martin Sorrell era
05-September-2018 - dailymail.co.uk
Just 24 hours after he was made chief exec, Mark Read said the empire built by his predecessor had become too unwieldy and needed to revamp its image to attract talented young recruits.
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Erecruit CEO Dominic Gallello Recognized as a 2018 Top 50 SaaS CEO
05-September-2018 - onrec.com
Posted in News archive Erecruit, a leading global technology provider and visionary for the staffing and recruiting industry, today announces that CEO, Dominic Gallello, joins the SaaS Reports prestigious Top 50 SaaS CEO 2018 list. on 05 Sep 2018 Company Profile Adapt View profile » The Top 50 list is an annual compilation of industry pioneering leaders of SaaS companies who are selected based upon their excellence in SaaS leadership and success in five primary categories: company growth, work culture, product technology, financial performance, and professional experience. The SaaS Report recognizes CEOs from a variety of highly successful companies, including CEOs of Salesforce, Slack and Splunk . With around 400 individual CEOs nominated in 2018 and a total of 4150 nominations, Gallello attracted a compelling 9 percent of the total votes. Joining Erecruit early in 2018 as President CEO following the amalgamation of the company with Bond International Software and TempBuddy in June 2017, Gallello is focused on driving operational excellence through winning products and exemplary customer service for their global staffing clients. Under his stewardship his past two companies achieved 4X+ increase in shareholder value, most recently, MSC Software was acquired for $834M. This recognition was made possible by an extraordinary talented team of professionals at Erecruit that are laser focused on creating technologies that serve as the backbone for putting people to work, said Dominic Gallello, President and CEO. It is an honor to work among them. Erecruit provides enterprise class front, middle and back office solutions to the $429B staffing industry. Big trends of the gig economy and a global scarcity of a qualified workforce provide tremendous opportunity for Erecruit and its employees. Learn more about other awards Erecruit has been honored with at www.erecruit.com/awards About Erecruit Erecruit offers the most comprehensive and innovative end-to-end staffing software designed to empower users to achieve exceptional results and put more people to work. The company serves the entire recruitment industry with Erecruit Front Office, Middle Office, Credentialing and VMS solutions for enterprise staffing firms; Adapt Front and Back Office software for newly formed to mid-sized firms, eStaff365 Onboarding, and TempBuddy temporary workforce management platform. Learn more at www.erecruit.com
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GatedTalent Announces Wider Executive Recruiter Access Amid Rapid Growth in Executive Membership
05-September-2018 - onrec.com
GatedTalent, the platform connecting senior executives with leading executive recruiters globally, is delighted to announce major landmarks in terms of both executive profile growth and executive recruiter access. Posted in News archive on 05 Sep 2018 Company Profile Dillistone Systems Ltd View profile » The GatedTalent platform contains biographical and aspirational information of senior executives, with the profiles created and maintained by the executives themselves. The company is delighted to report a significant increase in member profile creation, with August being the best month for new platform registrations, delivering an increase of more than 50% in newly created profiles when compared to our previous best month. GatedTalent is currently receiving well over 1,000 new registrations each week. As previously noted, the membership base is exceptionally senior, with approximately 10% of its members being currently employed in a CEO role. Furthermore, GatedTalents membership pool is highly diverse, with executives registered from more than 100 nations, with the United States being the largest single source of registrations. GatedTalent is also delighted to announce that, while users of the FileFinder Executive Search CRM will continue to benefit from unique integration with the platform, the GatedTalent search functionality will now be made available to the wider Executive Search community. Jason Starr, CEO of GatedTalents parent company Dillistone Group Plc, commented: With well over a thousand new executives joining our community every week, we believe that GatedTalent represents the fastest growing and most up to date platform of its type. We are delighted to make it available to a wider executive recruiting audience something that will benefit our executives and, Im sure, lead to further acceleration in membership. However, only FileFinder clients will be able to take full advantage of the platform, and will also benefit from preferencial commercial options. www.gatedtalent.com www.dillistonegroup.com
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Brand Recruitment Finalists for 6 Marketing & Digital Recruitment Awards 2018
05-September-2018 - onrec.com
Creative, PR and marketing recruitment specialists, Brand Recruitment, have been shortlisted for an impressive six categories at the annual Marketing Digital Recruitment Awards. Posted in News archive on 05 Sep 2018 Company Profile Brand Recruitment View profile » The awards gala will take place at the Hilton London Bankside Hotel in November this year. As always, the MDRAs is set to be an excellent evening and one which celebrates the marketing and digital recruitment industry which were so proud to be a part of. Making the prospect of the awards night even more exciting is that fact that were not only nominated for one, but six Marketing Digital Recruitment Awards! Were proud finalists for the following categories: Best SME Recruitment Agency, Best Regional Recruitment Agency, Best Marketing & Comms Specialist, Best Client Service, Best Candidate Experience , and Recruitment Consultant of the Year a competitive category which were pleased to say two of our senior marketing recruiters, Ben Phillips and Sarah Rhodes, have been both been shortlisted for. As well as the above categories, each agency shortlisted also automatically gets entered in the sought-after Agency of the Year category. Being made finalists for each of these awards means a lot to us , and the whole team at Brand Recruitment should be extremely proud of themselves for the hard work they have all put in over the past year. We very much look forward to letting our hair down at the awards ceremony later in the year! Congratulations and good luck to all the other MDRA finalists , we will see you in November. www.brandrecruitment.co.uk
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Nick Woodward returns to lead ETZ full time alongside newly-appointed COO
05-September-2018 - onrec.com
Recruitment back-office technology specialist ETZ is welcoming back its founder, Nick Woodward, to the full time helm, to spearhead exciting tech developments for recruitment agencies. Posted in Appointments on 05 Sep 2018 Company Profile ETZ Payments View profile » Woodward started ETZ from his kitchen table in 2000, turning his tiny tech start-up into a globally successful business, which has helped many of the UKs leading recruitment agencies to manage their back-office operations more efficiently and cost-effectively. After stepping back to pursue other technology projects, Nick who has acted as ETZs Executive Chairman since June 2017 is now working full-time for the business, and will lead ETZs day-to-day operations as the company undertakes exciting new projects. Nick Woodward says: ETZ has been a passion project for me since day one, so Im delighted to be getting more involved in the companys daily progress once again. We have put a great deal of work into helping recruitment agencies join up their back-office, and Im excited to continue this journey with ETZs highly skilled team. We have a lot of exciting new ideas in the pipeline and I cant wait to roll them out over the next year or two. Nick will be joined by ETZs newly-promoted COO, Casey Simmons, who brings a wealth of recruitment industry experience to the position. Casey joined ETZ in 2017 as Account Manager, having spent nearly a decade working in recruiter and recruitment operation roles across the business support, sales & marketing and IT sectors. Casey Simmons adds: Having worked in many roles across the recruitment industry, I have seen first-hand the challenges that agencies face, and I am delighted to bring that knowledge to my new role as COO. Im looking forward to working with Nick and the team on new features and functions that will help recruitment businesses to save even more time and money. ETZs personnel updates follow the companys launch of Startup 20/20 , a startup version of its recruitment back-office software. This new package offers startup recruitment agencies the opportunity to improve the way they run their agency operations, at an affordable cost. www.etzpayments.com
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Winning the war for Gen Z talent: How SMEs can attract the best graduates
05-September-2018 - onrec.com
With 37% of students and graduates* who planned on starting a new job or career within 12 months, saying they hoped to work for an SME - now is the time to attract the best talent, or risk missing out, according to The Health Insurance Group. Posted in Statistics and trends on 05 Sep 2018 Many graduates will be on the hunt for their first role in September, once they find out their exam results over summer, and SMEs are in prime position to pick from the best from Generation Z (born around 1995 to 2004). But how can SMEs attract the freshest talent to enter the workforce? What motivates Gen Z and what benefits do they want from an employer? Saving money Economic uncertainty, witnessing a recession and near tripling of university tuition fees has been the landscape for Gen Z over the past decade. This set of circumstances has made them particularly thrifty as a result, so any money-saving benefits SMEs can offer will appeal to them. Providing discounted gym membership, shopping vouchers, cash plans that give money off things like dentistry, can all help to make their salary go further. SMEs should clearly highlight what money-saving benefits they offer during the recruitment stage and ensure they keep on communicating what perks are available to them once hired too. Reminding employees near Christmas, for example, to maximise shopping vouchers and make savings on buying presents can give them the nudge they need to utilise the benefits on offer. Communicating such messages, via internal newsletters for example, demonstrates further why it is a great place to work aiding retention. Technologically inclined A technologically savvy generation, the true digital natives, Gen Z grew up with mobile phones in their hands and they want to see what organisations can offer. SMEs need to make an impact quickly to attract the best of Gen Z too, as research finds they have an eight second attention span when using digital platforms.** Having clear and punchy online portals provide a great way of displaying all the benefits available to employees, whilst making it mobile friendly means information can be accessed when it suits the individual, keeping them engaged in the process. Discounted health trackers and fitness wearables can be a great way to encourage the tech-savvy health conscious gen Z to keep fit, either competing with others for motivation or simply keeping track of their own progress. Some benefit schemes can even offer rewards, which can tap into the Gen Z money-saving mentality. Health focused Gen Z is a health-conscious group, smoking and drinking on average 43% and 33% respectively less than their Gen X counterparts.*** They also take a keen interest in what they are eating, and understanding in how food has been sourced, more than any other generation.**** SMEs can tap into this health-conscious generation by offering a holistic array of benefits such as nutrition talks, corporate sports days, workplace health checks, smoking-cessation programmes and so on, in order to feed their ongoing desire to be healthy. Highlighting these benefits clearly, up front, in the recruitment process can be a real draw to Gen Z. With under-19s seeking treatment for mental health issues, more so than any previous generation on record,***** its important that benefits packages include support here as well. A two-pronged approach, utilising employee assistance programmes (EAPs) and mental health training can help. EAPs can provide support if employees feel they need support, by accessing tailored and confidential counselling, and mental health training can teach managers how to identify when there is a concern giving them the knowledge and tools needed to signpost employees to additional support available. SMEs are renowned for being more supportive places to work, and highlighting such benefits available to employees can act as a great attraction and retention tool. Its important to explain benefits clearly too, as for some in Gen Z it may be their first full-time role and they may not have a comprehensive understanding of what employee benefits are and how they work. Providing clear examples can make or break their decision to accept a role or not. Brett Hill, managing director, The Health Insurance Group said: If SMEs want to attract the next generation of talent, they should make sure they bring all the benefits this age group values to the fore when recruiting and clearly showcase why it is a great place to work. Just like every generation, the latest tranche of graduates enters the workforce with their own set of values and ideals about what they want from work in the future. Continuing to communicate benefits in new and interesting ways, not only helps to retain Gen Z as a workforce but all ages that work within the business too. * https://www.prospects.ac.uk/prospects-press-office/more-than-a-third-of-students-and-graduates-are-looking-to-start-work-in-smes ** https://www.forbes.com/sites/deeppatel/2017/11/27/5-differences-between-marketing-to-millennials-vs-gen-z *** http://www.cityam.com/262148/thought-millennials-went-crazy-avocados-meet-generation-z **** https://www.forbes.com/sites/christinecarter/2017/10/29/the-business-of-feeding-health-conscious-gen-z-and-alpha-children/ ***** https://www.theguardian.com/society/2018/jul/12/sharp-rise-in-under-19s-being-treated-by-nhs-mental-health-services
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Strained & untrained: 45% of UKs managers are not trained to spot mental health issues in colleagues
05-September-2018 - onrec.com
Just 17% of UK managers feel very confident in ability to support colleagues experiencing mental health issues. Posted in Statistics and trends on 05 Sep 2018 A shocking proportion of managers in the UK workforce have never received training to equip them with the skills needed to spot mental health issues, a study by Viking has found. The study?(which?can be viewed in full ?here ,?alongside a guide to creating a more supportive working environment)?found that only 17% of UK managers feel very confident in their ability to support colleagues experiencing mental health issues. Despite this apparent skills deficit, it mental health issues are common in the workplace. 65% of UK managers have been approached regarding issues relating to mental health , stress or anxiety. 42% have experienced a colleague requesting a day off for issues relating to mental health , stress or anxiety. Compounding this is the surveys finding that 67% of managers in the UK felt that there was a stigma around stress, anxiety and other issues with mental health in the workplace. Clare Porciani, Senior Manager HR Operations UK & Ireland at Viking, says: Our findings highlight that, despite the workplace showing great positive movements in quality of life, inclusivity and many other areas, were falling short when it comes to knowing how we can support those struggling with their mental health. With so many managers believing that mental health problems are stigmatised in the workplace, its plain to see that theres a lot more to be done. Employers need to ensure that every employee (and particularly managers) receive training around mental health issues, and that this training offers knowledge that each employee can fall back on should they notice a colleague struggling or should they themselves be affected. Key findings from Vikings survey: 45% of UKs managers have not been trained to spot mental health issues in colleagues. Just 17% of UK managers feel very confident in their ability to support colleagues experiencing mental health issues. 67% of managers in the UK felt that there was a stigma around stress, anxiety and other issues with mental health in the workplace. 65% of UK managers have been approached regarding issues relating to mental health, stress or anxiety. 42% of UK managers have experienced a colleague requesting a day off for issues relating to mental health, stress or anxiety. Just 6% thought there definitely wasnt a workplace stigma around issues relating to mental health, stress or anxiety.
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When is the right time to retire from your career?
05-September-2018 - onrec.com
There comes a time in life when you have to make the shift from a worker to a retiree but how will you know when the right time is? Posted in News archive on 05 Sep 2018 How will you know whether or not your money will last once you stop earning a monthly salary? Is there an age when retiring suddenly makes sense or do you just go with your gut instinct? There is no real science behind knowing when to retire but there are certain things to consider. Retirement is not only about giving up your job and relaxing - it's about entering a new, exciting but somewhat challenging stage of your life. The opportunities that come with retirement are endless however, a successful retirement doesnt come without it hurdles. There are many things to think about such as living on a smaller income, creating a health and wellness strategy, allocating personal time, establishing living arrangements and adopting different social roles. One place to start is by assessing whether or not youre financially capable of leaving your workforce. A major question to ask yourself would be: Do I have enough money saved to maintain an acceptable standard of living throughout my retirement that could potentially last more than 30 years? Its difficult to answer this question with complete certainty because of of factors you cant control such as how long you might live, the rate of return on your investments and what your expenses will be during post-career life. But, you can get a rough idea from taking a close look at your finances. In life, we all wish for good health but, unfortunately, unexpected health issues can play a part in determining when we retire. We all see retirement as the time in life when we get older, even if we remain healthy, we wont remain young. Retiring as soon as you can afford to for health reasons is something to be considered. If you need to reduce your cost of living, then by all mean, do so. After all you want to make sure youre living a healthy and active retirement as best you can. This quickly brings us to our next point, having enough money saved for your funeral. Funerals dont come cheap. However, a good funeral doesnt have to be expensive and there are several ways you can save on expenses, such as a direct cremation - No fuss, and your family can arrange the service in their own time. After David Bowie's request for his body to be taken straight from the hospital to the mortuary to be cremated these have become an increasingly popular choice. You can compare direct cremation prices for an affordable funeral followed by a more personal memorial event. Successful retirees emphasise how important planning for happiness and productivity is, which includes constructing their actions to satisfy their needs and wants. You need to create a vision of a realistic retirement plan before retirement, not after, in order to achieve a well balanced lifestyle that includes entertainment, travel and social activities. Start by putting together a retirement budget so you'll have a realistic idea of the amount of income you have to cover your expenses when your salary stops. You can do your budget the old fashioned way with paper and pencil but we find online tools such as BlackRocks Retirement Expenses Worksheet would be a lot easier, listing all of the different expenses including both living costs and personal expenses. After going through this sort of analysis youll be able to see whether or not you need to postpone retirement until you improve your income status. Ultimately deciding when to retire is really about deciding how you want to spend the time you have left in life. While we recommend you weigh up the issues weve spoken about above, its up to you to decide when the time is right.
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Collapsed steak chain Gaucho rescued by banks in a move that could save 16 restaurants and 750 jobs
05-September-2018 - dailymail.co.uk
Gaucho fell victim to tough trading conditions on UK High Streets earlier this year, but there may be a light at the end of the tunnel for the collapsed Argentine steakhouse chain.
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Jobs cull takes shine off John Lewis revamp
05-September-2018 - dailymail.co.uk
Managing director Paula Nickolds has opened an upmarket footwear room with shoes costing up to £695. She is ploughing £3.5m into its beauty halls as well as setting aside £3m for staff training.
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Audi kills its manual-transmission cars: How America lost its love for the stick shift
05-September-2018 - usatoday.com
Manual-transmission vehicles are falling sharply in popularity as Americans often dont know how to drive them and automakers dont want to make them.
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Amazons Jeff Bezos donates $10 million to PAC; Sanders introduces the BEZOS Act
05-September-2018 - usatoday.com
Bezos and his wife MacKenzie have donated $10 million to the With Honor Fund, a super PAC that works to get military veterans elected to Congress. Also Sen. Bernie Sanders introduced a bill aimed at Amazon employees.
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McClure Named President of First United Banks Universal Insurance
05-September-2018 - insurancejournal.com
First United Bank in Durant, Oklahoma, has hired Howard McClure as the new president of Universal Insurance, a First United Company. McClure will be responsible for leading the First United Bank insurance teams throughout Oklahoma and Texas. Prior to joining
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Athens Administrators Acquires San Antonios 1-2-1 Claims
05-September-2018 - insurancejournal.com
Athens Administrators, a provider of third-party claims administration services, has acquired San Antonio, Texas-based 1-2-1 Claims Inc. 1-2-1 Claims Inc. is a licensed third-party administrator (TPA) company specializing in liability, self-insured workers compensation and non-subscriber benefit plan claims administration. The
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Gender, Seniority Key Factors in Workplace Harassment: Hiscox Survey
05-September-2018 - insurancejournal.com
More than one-third (35 percent) of employees in the U.S. feel theyve experienced workplace harassment, and half of them believe it was due to their gender. A study released by specialty insurer Hiscox also found that 78 percent of those
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Plane from Dubai Held at New York Airport; 100 Passengers Reported Ill
05-September-2018 - insurancejournal.com
As many as 100 passengers and crew reported feeling ill on Wednesday during an Emirates flight from Dubai to New York, and health workers were evaluating them as the airplane sat on the tarmac of JFK International Airport, authorities said.
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Department store chain Fenwick culls more than 400 staff
04-September-2018 - dailymail.co.uk
Fenwick has made 408 job cuts equivalent of 12 per cent of its work force as part of a mission to cut costs by centralising its back office functions.
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Expect relief at the pump with gas prices predicted to drop this fall
04-September-2018 - usatoday.com
After a costly summer at the pump, gas prices could tick even higher heading into Labor Day weekend. But drivers could get some relief this fall.
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With drugs pipeline in focus, Bayer considers job cuts: source
04-September-2018 - reuters.com
Bayer is considering job cuts and outsourcing as part of a wide-ranging review of drug research and development that will last until at least November, a person familiar with the company told Reuters.
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Amazon, Berkshire, JPMorgan´s healthcare venture names COO
04-September-2018 - reuters.com
The newly formed healthcare venture of Amazon.com Inc, Berkshire Hathaway Inc and JPMorgan Chase & Co on Tuesday hired Jack Stoddard as chief operating officer.
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My wife earns £7k so is she losing pension top-ups paid to better-off?
04-September-2018 - dailymail.co.uk
This is Money columnist Steve Webb tackles a question about a tax quirk that deprives low earners of pension cash automatically handed to better paid workers.
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A majority of U.S. workers are actually satisfied with their jobs
04-September-2018 - usatoday.com
But despite a general uptick in employee contentment, there are still several pain points that most employers should be looking to address.
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Looking to find a job? These US cities are having an employment slump
04-September-2018 - usatoday.com
24/7 Wall Street reviewed the US metropolitan areas that either had relatively steep employment declines in the last year, high unemployment, or both.
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Ask HR: A criminal record should not automatically be an employment disqualifier
04-September-2018 - usatoday.com
For some jobs, an often-untapped labor source people with criminal backgrounds might be an answer.
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Texas Division of Workers Comp: All Claim Files Now in Digital Format
04-September-2018 - insurancejournal.com
Texas Workers Compensation Commissioner Cassie Brown has turned in the keys to a secure warehouse that the Division of Workers Compensation (DWC) has used since 1992 to store injured employee claims. The 24,000-square-foot building that housed rows and rows of
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Marsh & McLennan Agency Hires Perlman in Virginia
04-September-2018 - insurancejournal.com
Marsh McLennan Agency (MMA) has hired Denise Perlman as executive vice president of Business Insurance and National Partnerships. Perlman is based in Richmond, Va., and reports to MMA President Bill Jeatran. In this role, Perlman will lead MMAs national
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Former Postal Worker Charged in N.Y. for Falsely Obtaining $160K in Disability Benefits
04-September-2018 - insurancejournal.com
A former motor vehicle operator for the United States Postal Service (USPS) has been charged with making false statements to obtain federal employees compensation, according to a complaint unsealed in federal court in Brooklyn, N.Y. Joseph Penatello was arrested and
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Happy Labor Day, indeed: A majority of U.S. workers are satisfied with their jobs
03-September-2018 - usatoday.com
But despite a general uptick in employee contentment, there are still several pain points that most employers should be looking to address.
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CITY DIARY: Bubbly Whitbread boss Alison Brittain may have talked herself out of a job
03-September-2018 - dailymail.co.uk
Few expect her to stay on once the £3.9billion 'demerger' is complete. Would this mark yet another curse of the Veuve Clicquot Business Woman Award?
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ON THE BOARD: Lord Monson, 62, joins Legendary Investments
03-September-2018 - dailymail.co.uk
Crossbencher Monson has spent much of his career advising firms on communications and business strategy.
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How small business Redington eradicated its gender pay gap in a year
03-September-2018 - dailymail.co.uk
A lot has been said about actions employers can take to close the gender pay gap, but one business owner has claimed to have cracked it. Here's how he did it.
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Ford draws up plans to axe thousands of jobs in a cost-cutting move
03-September-2018 - dailymail.co.uk
In total, there are 12,000 staff across the UK working in factories, research and development, administration and dealerships.
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On Labor Day, Trump hits back at largest union leader
03-September-2018 - reuters.com
U.S. President Donald Trump on Labor Day hit back at Richard Trumka, president of the United States' largest federation of labor unions, after Trumka said on Sunday that the president's policies had hurt American workers.
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HR Tech and Women: What Women Leaders Have to Say About It?
03-September-2018 - onrec.com
Just a few days left, and the wait will be over for the grand HR Tech Conference. We have packed our bags and will soon be heading towards Las Vegas. Posted in News archive on 03 Sep 2018 Company Profile RChilli Inc. View profile » This year, HR Tech Conference features Women in HR Technology. We thought it would be great to present the views of the leading women entrepreneurs and leaders in the HR industry about how they see the role of women in the future of the workplace. Here is what they have to say: Ilonka Jankovich, Venture Partner, Randstad Innovation Fund "As an investor, I am impressed by the female entrepreneurs I see in HR tech. We have several companies in our portfolio founded and led by women, and we are impressed with their vision and drive. Transforming the future of the workplace means being able to change and learn quickly (agility) and connect on a personal level and communicate efficiently with many different and changing stakeholders. I see an important role for women in leading the change management which is key for transforming the future workplace. I hope to see more and more female entrepreneurs coming up with solutions which will revolutionize the workplace." Jeanne Achille, Founder CEO, The Devon Group Co-chair, HR Technology Conference, Women in HR Tech Summit A diverse workforce is the source of creativity and innovation. Diversity results in better employee engagement and problem solving and improves customer satisfaction. Women in technology - in particular, HR technology - continue to make significant contributions in the workforce by driving positive business change, which is why its so important that serious discrepancies such as gender parity and pay equity be resolved. Ester Martinez, CEO and Editor-in-Chief, People Matters Women have a great opportunity to be equal partners in the designing of the future workplace. The concept of the "office" began with the merchant class, as companies grew in the eighteen century, so did their office needs, moving from a home to a larger building but was not until 1900 that business started to look at their workplace design strategically. The challenge is that in the last two to three centuries business had seen very less representation of women and hence the workplace was mainly designed by men. The 20th century witnessed a radical increase in the number of women participating in labor markets across industrialized countries. Today, the advances in technology present a great opportunity for the workplace to be "redesigned" to be more inclusive. Virtual and augmented reality provides a real opportunity to remote working, AI makes the bias-free process a reality (selection, promotion, and even rewards allocation). Automation of routine tasks makes jobs more flexible regarding space time. We live in a historical moment when the workplace is being redesigned as we speak and an opportunity to make this design inclusive for everyone to be their best possibility women, and men. Linda Ginac, CEO, TalentGuard Having a resource that highlights the challenges faced and the best practices utilized by women leaders in HR is powerful. HRTech Women gives women the opportunity to share their experiences and inspire change. The next generation of employees entering the workforce have the opportunity to be lead and inspired by remarkable women who are driving innovation and building successful businesses. This impact empowers more women to take on leadership positions and for organizations to acquire different perspectives and skills that are critical to a companys success. Debra Ingram, Director, HR Technology and Operations, Epicor Though a lot of progress still has to be made (women still only make up less than 25% of the IT workforce), we are finally seeing women making significant advancement into the traditional boys club of technology. This progression is due to Millennials and Gen Z-ers having more access than earlier generations to hands-on STEM programs targeted at developing their exposure and capability. Encouraging women to grow in the technology space is important to Epicor and partnerships with organizations like Austin Women in Technology allow for networking and educational opportunities that we consider very important. Stephanie Lampkin, Founder & CEO. Blendoor Gender bias is a topic of concern. We all have experienced bias at a certain point in our career. I dont see gender bias as an obstacle in getting ahead but an opportunity to build momentum and strength. Though companies are providing standard benefits such as paid leave and child care assistance, they should support women by having gender parity in leadership roles (CXO, VPs, managers, board of directors), monitoring compensation, sponsoring leadership development and promoting equity decisions. Want to know more about the growing role of women in the HR tech industry? Read about the top 7 influential women in HR tech who have made notable career advancements. Are you attending HR Tech Conference? Please say hello to us at booth no. 2058. See you there!
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Parents of children with cancer need more support, says RedArc
03-September-2018 - onrec.com
Childhood Cancer Awareness Month September 2018 Posted in News archive on 03 Sep 2018 There are 10,000* survivors of childhood cancer aged 24 and under living in the UK at present, and RedArc believes that employers are well placed to offer ongoing support to their families. Whilst good psychological support is available for children and teens suffering from cancer via the NHS, local organisations and charities, parents often need their own support too. They take on a huge number of practical and emotional roles to support their child and the rest of family. Having help to talk through their emotions and encouragement to look after their own wellbeing can have a hugely positive affect on their ability to cope. In addition, it needs to be remembered that, the emotional toll can be felt long after treatment finishes. Christine Husbands, managing director, RedArc Nurses says: By offering well devised added-value services, employers have the ability to transform how a family deals with cancer, and make a difference that is hugely appreciated. Whilst reaching the end of treatment is indeed positive news, parents can become emotionally overwhelmed and often still need to support their child with longer-term side effects. Employers may offer financial support via critical illness; and a cheque does indeed provide a much needed prop in the early days of diagnosis and treatment, but long-term emotional and/or practical support is key. And this is particularly pertinent for cancer. Financial support should be the start not the end point of support On average, parents can spend £600* in additional expenses per month (such as travel and accommodation) when coping with a childs cancer diagnosis, and added to that, is the potential loss in household income in order to fulfil carer responsibilities sadly many even get into debt. Insurances that provide cover for childhood cancer, such as critical illness and income protection will provide financial support, but those that also offer medical, emotional and practical support for the parents are of more value at this time. Key areas families need support when dealing with childhood cancer: Understanding diagnosis, treatment options and medication Navigating the NHS: especially if treatment is across different specialisms Practical help in sourcing services and equipment needed Providing reassurance and emotional support for both parents individually, to help them cope themselves and support other children Researching and providing information about specialist support groups and charities Christine Husbands continues : During treatment, families focus on the daily aspects of getting through, but the treatments that help these children survive their cancer can also cause long-term health problems - these might include pain, fatigue and emotional issues which can last a long time. In fact, thirty per cent of survivors of childhood cancer have a chronic health condition and a further thirty* have other ongoing health-related problems in many cases, the path to recovery is a long one. Receiving financial support is exactly what clients expect of their employer that offers such benefits, but by selecting their provider carefully, employers have an opportunity to go far beyond just meeting an employees expectations, providing fuller value and engagement. Weve experienced many cancer cases where a family has been supported via their insurer and the policyholder has eulogised about the care they received. Employers looking to really support their staff would be wise to take heed. * CLIC Sargent cancer charity
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Best Labor Day and September food deals: Your guide to the months freebies and bargains
03-September-2018 - usatoday.com
September brings a nice assortment of food days: National Cheese Pizza Day, National Guacamole Day, National Cheeseburger Day and National Coffee Day.
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Missing work for illness? States where people are too sick to work
02-September-2018 - usatoday.com
States where workers miss the most time also have higher rates of these conditions: obesity, diabetes, smoking, hypertension and poor exercise habits.
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Inflation erodes your savings. Heres how to shore them up
02-September-2018 - usatoday.com
Heres a look at what inflation is and how to keep it from draining your short- and long-term savings.
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How to claim compensation for delayed flights and ferries
02-September-2018 - dailymail.co.uk
The holiday season is drawing to a close, but for returning travellers now is the time to recoup their losses if travel troubles struck while they were away.
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If youre going away or need your pets looked after, a house-sitter could be the answer
02-September-2018 - dailymail.co.uk
If you hate the idea of putting Smudge or Rex into the local cattery or kennels when you go on holiday you may want to hire a house-sitter.
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Southwest Florida wont see as many visitors this Labor Day, thanks to water woes
02-September-2018 - usatoday.com
Reports of toxic algal blooms chiefly red tide and blue-green algae continue to make the news and keep visitors away.
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Divorce lawyers side job is officiating at weddings
01-September-2018 - abajournal.com
A group of peoplebride, groom, wedding party and officiantstand atop a small, grassy mound tucked between a cow pasture, a county highway and the farmhouse
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James Beckett: Scoring legal work
01-September-2018 - abajournal.com
In his former job as chief business development officer at Frost Brown Todd in Louisville, Kentucky, James Beckett was hungry to learn how his firm
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Lisa Colpoys: Forming new futures in law
01-September-2018 - abajournal.com
Legal technology suits Lisa Colpoys because theres always something new and shiny, says the Chicago attorney who recently left a legal aid career to help
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Are law firms that place great importance on cultural fit merely perpetuating the status quo?
01-September-2018 - abajournal.com
If youre a prospective employee at Culhane Meadows, you can expect to go on up to nine interviews before getting an offer. It takes that
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Out of Sorrell´s shadow, Mark Read poised for top job at ad giant WPP
01-September-2018 - reuters.com
The unassuming Mark Read will embark on the unenviable role of running WPP this week, tasked with reshaping a group at the center of seismic industry change following the departure of the world's most high profile advertising boss Martin Sorrell.
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Map reveals 42 Homebase stores set to close in last-ditch deal
01-September-2018 - dailymail.co.uk
The DIY chain store Homebase have 241 shops across the UK and 11,000 employees. Sixteen Homebase stores have already been shut this year.
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