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Jobmobile News - News of the world of labor
2018 Was Big Year for Robot Employment
28-February-2019 - insurancejournal.com
U.S. companies installed more robots last year than ever before, as cheaper and more flexible machines put them within reach of businesses of all sizes and in more corners of the economy beyond their traditional foothold in car plants. Shipments
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Worker Dies After Falling at School Construction Site in Louisiana
28-February-2019 - insurancejournal.com
School officials say a subcontractor fell at a new school construction site in Louisiana and later died. News outlets report that the subcontractor fell around 14 feet while working at the Bullion Primary School construction site in Ascension Parish. He
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Pennsylvania Salon to Pay $40K to Stylist Fired After Report of Health, Safety Hazards
28-February-2019 - insurancejournal.com
After an investigation by the U.S. Department of Labors Occupational Safety and Health Administration (OSHA), the U.S. District Court for the Eastern District of Pennsylvania has entered a consent judgment ordering Blown Away Dry Bar and Salon, based in Kennett
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Can Britain face its fears? 1 in 3 employees would reject their dream job if it meant facing biggest fear
28-February-2019 - onrec.com
Posted in Statistics and trends The stiff upper lip has long been heralded as a hallmark of British fortitude, however, according to today’s research from UK jobs board Jobsite, the habit of putting on a brave face may be going so far as having a negative impact on our careers. on 28 Feb 2019 Company Profile Jobsite.co.uk View profile » Over a third of GB employees surveyed would reject their ‘dream job’ if it meant facing their biggest fear Public speaking tops ‘UK top 12’ fears with 2 in 3 (67%) spurning the spotlight 56% of those who fear public speaking say that have avoided applying for certain jobs 2 in 5 of those with fears have found career progression difficult Only 2% have ever spoken to their HR team about their personal fears The stiff upper lip has long been heralded as a hallmark of British fortitude, however, according to today’s research from UK jobs board Jobsite , the habit of putting on a brave face may be going so far as having a negative impact on our careers. Jobsite presented more than 2,000 GB employees with twelve of the most commonly held phobias, asking them to rate their fear from being ‘very afraid’ to ‘not at all’. Public speaking rises to the top , pipping both heights (65%) and social situations (37%) as the nation’s number one fear . [1] With as many as 67% ‘shunning the centre stage’ as they admit their fear of public speaking and a just under a quarter (23%) admitting to being ‘very afraid’ of it . These latest results show that despite being considered by most employers a necessary skill in the workplace, presenting in front of our peers is a daunting challenge for most of us. Britain’s Top Fears Source: Jobsite / YouGov Jobsite recently spoke to five anonymous employees to find out more about how their fears and phobias have affected their lives – and careers. Dan, a 38-year-old Dentist has suffered from a fear of public speaking since he was a child. Dan describes himself as having been ‘a gibbering wreck’ in interview situations. His symptoms are ‘‘… a racing heart, racing brain, sweaty!’’ Dan believes his fear has impacted on past career opportunities ‘’I used to beat myself up that I couldn't sell myself well. So, I missed a few opportunities.’’ Dan has worked hard to reduce the effects of his fears but admits ‘‘I have half-overcome my phobia… It’s still uncomfortable for me’’. Don’t look down Heights continue to remain a towering fear for a number of GB employees, with 65% of respondents saying they endure some degree of acrophobia or ‘vertigo’. Kate, 56 is a former stage manager who used to have to face her fear of heights daily as part of her job: “I have a horrible fear of heights… It affected work when I was a stage manager - there was a lot of ladder climbing and, worse still, climbing tallescopes… I shook so much my fingers could barely fashion a strong enough knot to hold the light… it was a whole-body shake – not confined to arms or legs. It was, basically, unsafe for me to do that part of the job.’’ Sadly, Kate has never overcome her phobia. ‘‘I avoid situations I can’t handle’’ she says ‘’It meant I missed out on some fun on holidays with my kids when they were young’’. Dan and Kate are by no means alone, further examples uncovered by the today’s report underline both the variety and seriousness of the situation that currently affects up to 10 million people in the UK alone. Missed calls Today’s figures further reveal that our changing relationship with technology is having an impact on our social and professional behaviour. The under-35s generation of employees is now almost three times as likely (32%) as those over the age of 55 (12%) to fear a verbal phone conversation with a stranger . Fear of Fear Itself? Over a third, (39%) of those surveyed would go so far as to reject their dream job if meant coming face to face with their biggest fear . With a further 14% saying that their fears have had a negative impact on their professional career . This is a serious issue and one that requires due thought and consideration in the workplace. The results also suggest that many are choosing to keep their fears to themselves, with only 2% having ever spoken to their HR teams about their fears and with as few as 7% ever choosing to talk to their manager. Martin Talbot, Group Marketing Director, at Jobsite says: ‘‘Today’s findings shine a light on an issue that many are sure to be aware of but understandably reluctant to talk about. Few of us like to admit when we’re afraid, yet it is something that we all experience at some time in our lives. Whilst we may believe our personal fears are best kept private, we might not be aware of how it impacts on our confidence at work or what we can do about it? I would encourage all employees to speak openly and honestly about their fears and anxieties that affect them in the workplace. Organisations can help encourage this by raising awareness of the support networks on offer and provide a confidential and safe route for staff to raise personal issues. Workplaces, where staff feel comfortable enough to express themselves and can work successfully towards overcoming their fears and phobias, have the potential to make a lasting positive impact on employee’s lives.’’ For further stories from individuals coping with their phobias in the workplace and additional advice from Stephen Buckley, Head of Information at Mind UK, visit: - https://www.jobsite.co.uk/worklife/fears-and-phobias [1] In comparison with previous survey, YouGov , 2014: https://yougov.co.uk/topics/politics/articles-reports/2014/03/20/afraid-heights-not-alone
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Skilled roles for new power apprentices
28-February-2019 - onrec.com
Posted in News archive The hunt is on for 36 new apprentices to help maintain reliable power supplies for thousands of people. on 28 Feb 2019 As National Apprenticeship Week approaches (March 4-8), UK Power Networks is searching for people to learn how to safely operate the electricity networks for homes, businesses, schools and hospitals across London, the South East and East of England. A total of 26 apprenticeships are available for the network operator which keeps the lights on, in Maidstone, Canning Town, Brixton, Covent Garden, Bury, Borehamwood, Cambridge, Colchester, Downham Market, Hemel Hempstead, Kings Lynn, Lea Valley, Letchworth, Norwich, Purfleet, Stevenage, Brighton, Canterbury, Crawley, Strood and Tunbridge Wells and a further ten are available in commercial services at Heathrow, Gatwick, Stansted, Aldershot and Chatham. Recruits last year included Rebecca Larsen, 28, from Orsett and Ellis Thomas, 18, from Gillingham, training as electricity linespeople and David Ground, 39, a former Royal Marine from Southwick, training as a substation fitter. Once they are fully qualified it could be them coming to the rescue if the lights go off. Steve Read, trainees programmes manager at UK Power Networks, said: “I came through the apprenticeship programme myself. I think it’s an excellent way of learning a skill and a trade at the same time as developing skills that we need in the future. We need the dedication of our apprentices to keep delivering network reliability and great customer service. They are our next generation of experts who will keep our lights on daily. It’s hard work, but the rewards are there for those who are successful.” UK Power Networks is currently training 93 apprentices in how to safely repair, maintain and connect overhead power lines (linespeople), underground cables (jointers), or electricity substations (fitters). A further nine apprentices recently completed their training which included qualifications in electrical power engineering. Apprentice linesman, Matt Dudley, from Luton, who is on his third year of the apprenticeship, said: “It’s a strange feeling because it’s quite unnatural (climbing an electricity pole). All you want to do is hug the pole, you just have to learn to trust your gear. The apprenticeship has been really great. It has taught me so much that I can transfer in the future.” Sammy-Jo Evans, 21, from Chelmsford, works as an electrical fitter at Stansted. She has completed her apprenticeship and is now studying for a Higher National Certificate. She said: “This is the best thing I have ever done. I learnt a craft while earning, which was a bonus. For anyone considering apprenticeships I would say do it. It’s the way forward.” UK Power Networks is a Sunday Times Top 25 Best Big Company to Work For, as voted for by its employees, and was the first electricity network to gain the National Equality Standard. Safety is top priority and the company works hard to maintain a sector-leading safety performance. Applications for the 2019 apprenticeship scheme at UK Power Networks close on April 12. To find out more and apply visit www.ukpowernetworkscareers.co.uk/careers/
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Google workers support proposed U.S. laws to curb mandatory arbitration
28-February-2019 - reuters.com
Six Google employees on Thursday joined U.S. lawmakers to support bills that would ban mandatory arbitration in employment and consumer contracts, as the workers seek to build on recent success in getting the Alphabet Inc company to drop some arbitration provisions.
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Infor Announces New Global Partnership with Montage
28-February-2019 - onrec.com
New Partnership Expected to Deliver the Next Generation of Interviewing and Assessment Technology Posted in News archive on 28 Feb 2019 Infor , a global leader in business cloud software specialized by industry, today announced a new strategic partnership with Montage , the single solution to engage, interview and hire better candidates, faster. The goal of this partnership is to allow both companies to leverage their respective platforms in bringing the next generation of predictive talent analytics and interviewing technology together during the hiring process. Infor and Montage want to provide candidates with a coherent interviewing and assessment experience while also empowering companies to move quickly between scheduling, assessment and interviews to help them make smarter, more informed hiring decisions. The intent of this partnership is to help recruiters solve one of their primary challenges of quickly hiring the right people while maintaining a candidate-centric experience throughout the process. Montage works to deliver both efficiency and an interview experience that meets the needs and expectations of the modern candidate. while Infor Talent Science strives to deliver accurate, data-driven prediction to help ensure companies can identify the right candidates for the right roles. “Since our inception, Montage has been dedicated to offering the better candidate experience and solving the challenges of talent acquisition in the enterprise,” said Kurt Heikkinen, President and CEO of Montage. “We expect our partnership to take the recruiting process to another level by delivering the insight and information to help our clients make smarter hiring decisions without sacrificing the experience.” The integration is expected to allow clients to have quick access to candidate-specific data from the Talent Science solution which can be used to drive the development of candidate-tailored interview questions. In addition, both companies plan to work to expand the predictability model further to provide greater sophistication and predictability into the hiring process by incorporating natural language processing into the interview evaluation process. “Infor’s Talent Science solution can help recruiters and hiring managers place the right people in the right positions by leveraging large quantities of behavioral and performance data from both within client organizations and the broader workforce. The application uses a data-driven process to help uncover what drives real success within a business and then powers the selection of talent by identifying candidates who share the same drivers. One goal of this partnership is to allow organizations a higher level of flexibility in the pre-hire phase as they seek to identify the right people for the right roles,” said Jill Strange, vice president of Science Applications, Infor. “By leveraging machine learning combined with interviewing technology, we believe we can help companies to better on-board quality candidates. By integrating these two technologies we expect to offer a more coherent and unified candidate experience while introducing a higher degree of predictability to the customer.”
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Ways to Use Pinterest to Boost Your Business
28-February-2019 - onrec.com
Over the few years that Pinterest has been in the industry to the present day they have done a tremendous job. Nowadays being able to manoeuvre on the net is what is important. Creating website traffic for yourself is what will make you the top dog in the industry. Posted in News archive on 28 Feb 2019 And boosting a business has never been an easy job. Imagine those that are in the casino industry. With all the black painting of casino online games. They have not had it easy. But they have come out alive and the gambling world is thriving. But say that you are an owner of a business, get to pick up tricks as to how you could become one of those people mentioned above. If you keep on reading we are sure that you will not miss the information. Easy Navigation When you are placing your product on the internet the last thing that you want is for people to have a hard time finding it. But that is the beauty of using Pinterest. Already they have categories and what a customer has to do is know what they want and find images of what they want. Believe it or not but Pinterest is more than a social network. Not only can you go and pin images of your product but you can also see what people in the same line of work with you are doing and offering. Consumers’ Likes When we are talking about Twitter it is all about what you are doing, sharing events, catching up on the latest feeds you name it. We are also talking about what is occurring at the moment. And Facebook well what about what makes you jump or sneeze or even move. Yes, we are talking about what you like, you dislike, connecting with friends and family. Both business related things and personal. Now we come to Pinterest, we are talking about what you want? Your dreams, who you want to be. So now as a supplier, whether you are offering services such as sportsbetting , insurance or products such as beauty products, you have an added advantage that you know what your client wants all you have to do is deliver. You got to love Pinterest!
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Advanced SEO Tactics That Will Change Your Business
28-February-2019 - onrec.com
SEO has really become that much important to every business. Reason being that every business now has a website. And when you have a website, having traffic is everything. It is like having views or likes on your video on Instagram. Posted in News archive on 28 Feb 2019 But then you just do not wake up having quality traffic. But instead, you have to work for it. There are tools that widely used by high roller casinos that you can use that will make the job way easier for you. And if you keep on reading you will find them below. Before we get into that, it is important that you know all these tactics are white hat. Meaning that you will not be penalized for using them as they are accepted by Google. Write Legit Content This might seem very obvious but many people do not realize how important this is. But it is important. What Google does is that it is able to pick up information that has been plagiarised. And you will not rank anywhere. Still on that fact, when creating content for the website it is important to make sure that the content is relevant. When the crawler, crawlers on your page and finds the information is everywhere and is not making any sense then this it is a minus for you. Use Tools for Keywords The song about keywords has been sang so many times. But we shall continue to sing it because keywords mean everything when it comes to content creation. There are tools that one can use to make sure that they do not fall out of track. Based on our research, when searched “ mobile sports betting ”, we discovered that there are more related searches to the identified keyword. You can do this by searching the keyword on Google or using tools. Some of these tools are free while some are paid. The list is endless but there are the best ones you can use. How they work is that they give the density of the keyword as to how many people actually search using the same word or phrase. And it also gives you related keywords that are other keywords that you can use that will help in making your website rank.
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Losing a job in your 50s is especially tough. Here is what you should do about insurance
28-February-2019 - usatoday.com
When you lose a job in your 50s, you need to replace your insurance and manage your savings carefully.
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Looking for a job? You might have a harder time finding a good one in these 10 states
28-February-2019 - usatoday.com
Unemployment is low nationwide, but when it comes to job hunting, all states arent equal. Louisiana ranks the worst. Connecticut tops the bottom 10.
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Many disabled Walmart greeters are being replaced by customer hosts, causing backlash
28-February-2019 - usatoday.com
Walmart is replacing blue-vested people greeters with customer hosts, a move that is affecting many disabled employees.
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How to estimate how much your home is worth for free before you list it for sale
28-February-2019 - usatoday.com
You can gather several different estimates online to find out what your house is worth before you speak with buyers or realtors.
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How to save money on your planned Amazon purchases
28-February-2019 - usatoday.com
Chrome extension mostly pushes shoppers to eBay and a handful of partners, but the real savings come by doing comparison shopping in online searches.
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Willing and able: Disabled workers prove their value in tight labor market
28-February-2019 - usatoday.com
As the labor market tightens, disabled workers are getting more jobs
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Finally, you can get paid to eat chocolate
28-February-2019 - usatoday.com
If you have a passion for chocolate and live in the UK, you could get paid to be a chocolate taste tester. Keri Lumm shares more about this chocolate lovers dream job.
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Apple to lay off 190 in self-driving car division
28-February-2019 - reuters.com
Apple Inc said on Wednesday it plans to lay off 190 employees in its self-driving car program, Project Titan.
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These are the highest paying jobs in America: Report
27-February-2019 - usatoday.com
If you are currently unsatisfied with the income your career is generating, you might wanna take a look at the list of the highest paying jobs in America and consider a career change. Susana Victoria Perez has more.
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Your workplace may be making you sick
27-February-2019 - usatoday.com
If you or your co-workers keep getting sick, there may be a hidden reason why.
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How to make colored and dyed hair last longer
27-February-2019 - usatoday.com
Keep your dye job looking as fresh as day one.
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Michael Cohens testimony: Are you watching? It could cost employers nearly $4 billion
27-February-2019 - usatoday.com
The time many Americans were likely to spend watching Michael Cohen testify before Congress could amount to up to $3.83 billion in lost productivity.
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Brazil Tailings Dam Disaster Pushes Mining CEOs to Make Safety Changes
27-February-2019 - insurancejournal.com
After last months deadly tailings dam disaster at a Vale SA facility in Brazil, Freeport-McMoRan Inc Chief Executive Richard Adkerson sent a memo to his 29,000 employees telling them to immediately report any safety concerns about the scores of dams
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FBI Looking for Victims of Alleged Workers’ Comp Scheme Run by California Firm
27-February-2019 - insurancejournal.com
The FBI is seeking to identify businesses that may be victims of an alleged nationwide workers compensation insurance, health care insurance, and pension plan fraud scheme. The FBI is urging businesses that purchased policies from Clovis, Calif.-based American Labor Alliance
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REC – record low in employer view of economy accompanies dented job plans
27-February-2019 - onrec.com
New data from the Recruitment and Employment Confederation (REC) shows employers’ confidence in the prospects for the UK economy fell by 6 percentage points last month to a net: -20. This is the lowest on record in the three years the JobsOutlook survey has measured sentiment about the economy amongst Britain’s businesses. Posted in News archive on 27 Feb 2019 Company Profile REC View profile » While not new, the weakening trend seen in today’s survey appears to be affecting hiring decisions in respondents’ own firms. Employers’ confidence in making hiring and investment decisions declined by 3 percentage points from the previous month to net: +5, the lowest level recorded since June 2016. Neil Carberry, Recruitment Employment Confederation chief executive says: “With only a month before Britain is due to leave the EU, businesses across the country are clear that they need clarity about the plan for after the end of March. That must mean a smooth move to a Brexit deal – not a dangerous no deal experiment. A sensible approach will underpin strong growth in jobs, which UK employers have a record of delivering, including in the survey we publish today.” “Recruiters are helping employers to find the staff they need – especially in key sectors of shortage, like engineering, healthcare and hospitality. But with employers’ confidence levels at a low point and hiring intentions for both permanent and temporary staff dropping in today’s survey, there can no longer be any argument – uncertainty is damaging for job creation.” Survey data shows weakening growth across the labour market – with contractions in some areas Alongside the fall in confidence in making hiring decisions, forecast demand for permanent employees in the short-term fell by 4 percentage points to net: +17, and in the medium-term fell by 6 percentage points to net: +25, compared with the previous month. That said these figures are still 3 and 9 percentage points higher, respectively, than in the same period last year. Half (50 per cent) of UK employers who hire permanent staff expressed their concern this quarter over the sufficient availability of candidates for permanent jobs, 9 percentage points higher than a year earlier, with anticipated shortages of Engineering Technical workers causing most anxiety for employers. Health Social Care and Hospitality were the other two occupational sectors where employers expect the severest skills shortages. These three sectors have been causing most concerns for employers for the last five months. In the short-term, the balance of employer sentiment to hire agency workers on a temporary basis fell by 9 percentage points from the previous month to net: -6, returning to negative territory for the first time since November 2017. In the medium-term, the balance of employer sentiment towards agency worker hiring on a temporary basis dropped 6 percentage points from the previous month to net: -7, remaining in negative territory for a second successive month. This was 10 percentage points lower than in the same period last year, the lowest since records began in June 2016. Following this quarter’s decline in anticipated demand for temporary workers, 25 per cent of employers intending to hire temporary workers expressed concern over the sufficient number of agency workers with the necessary skills they require, down from 32 per cent a year earlier. Employers are expecting the most severe skills shortages among Sales Retail workers, followed by the Education and Engineering & Technical sectors. With the academic year in full swing, the return of concern over sufficient availability of agency workers in the education sector is noteworthy. 82 per cent of UK employers have either little or no surplus workforce capacity, including 88 per cent of the UK’s largest (250+ employees) enterprises and 93 per cent of public sector bodies. Visit www.rec.uk.com/news-and-policy/press-releases to view all REC press releases.
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Exclusive: Exxon adds veteran traders to bulk up oil trading - sources
27-February-2019 - reuters.com
Exxon Mobil Corp has hired veteran crude traders Mitch Rubinstein and Michael Paradise in Houston, to further boost its trading capabilities, sources familiar with the matter told Reuters on Wednesday.
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Berkshire Hathaway Sale of Applied Underwriters Said Due to ‘Channel Conflict’
27-February-2019 - insurancejournal.com
In a rare move, Berkshire Hathaway is selling one of its companies, leading workers compensation specialist Applied Underwriters, in order to avoid conflict with its other workers compensation businesses. Berkshire has a number of workers compensation companies, and there was
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Zellis Introduces New Chief Products and Technology Officer
27-February-2019 - onrec.com
Microsoft executive Marko Perisic joins to drive solutions forward into the digital age Posted in Appointments on 27 Feb 2019 Zellis (formerly NGA HR UK&I), the payroll and HR expert, has announced Marko Perisic as its new Chief Products and Technology Officer. Perisic is tasked with evolving Zellis’ products and technology to enable its customers to deliver on the modern employee experience in the digital age. This will include advancements in data, AI and robotics to revolutionise the way businesses experience payroll and HR software. “I am delighted to join Zellis as the next opportunity in my career. There are always two factors that influence my career moves: where can I have the biggest impact, and where I can I learn the most” commented Perisic. “Zellis has an unmatched history and reach, with its huge customer base. This is simply the perfect foundation to have a complete and lasting impact on the sector.” “HR software has fallen behind other data-centric industries, but I know that we can make a transformational difference by providing the most advanced data centric products available,” concluded Perisic. Perisic has had a distinguished career, working as a General Manager at Microsoft. During his time at Microsoft he developed a rich set of products for customers across Enterprise, Mid-market and SMB segments, in the area of business applications in Dynamics 365 and Office 365. He and his teams transformed what were on-premise, desktop-based applications into world class SaaS services for the age of digital transformation. These services are now hyper-scaling globally, serving a large global customer base and rapidly growing. About Zellis Formerly the UK and Ireland division of NGA Human Resources, Zellis is now a stand alone business providing Payroll, HR and Managed Services to UK and Ireland based companies with over 500 employees. With over 50 years’ experience and almost 2,000 employees, Zellis is the largest business of its nature in the UK. We count a third of the FTSE 100 as customers, serve over 5 million of our customers’ employees and process in excess of 60 million payslips a year. We are also the people behind ResourceLink , the award winning Payroll and HR software. So, if you’re looking for market leading payroll and HR software and services, we’d love to have a conversation Learn more about Zellis at www.Zellis.com
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New Tricks
27-February-2019 - onrec.com
Jill Strange, VP, Science Applications at Infor, looks at why recruiters need new tools and techniques if they are to manage client expectations and outpace competitors Posted in News archive on 27 Feb 2019 The hunt for the right employee is tight in all sectors, especially for recruitment agencies looking to fill jobs relative to the available labour pool. Recruitment professionals know the conundrum all too well: there are more open jobs than there are qualified workers for hire. Agencies need to keep abreast of new tools and techniques which allow them to work more effectively to manage employee and client expectations, seize new opportunities, and outpace the competition. While recruitment agencies offer a way for clients to gauge an employee’s ability prior to hiring them permanently, or to fill contingent open positions, they themselves need intuitive, intelligent assistant, talent acquisition technology that is integrated within a complete talent management platform to provide the “right-skilled employees” as part of their unique workforce solutions to clients. One of the top 2018 trends for staffing firms is sourcing, hiring, onboarding, training, and retaining best performers to fulfil client contracts. This challenge is magnified by the fact that the labour supply is stretched in a time where recruitment agencies are competing for top talent, while also aiming to find ways to build a stronger brand as well as increase customer loyalty. A modern HR talent acquisition and retention solution built with staffing needs in mind, that utilises a proven, data-driven science-based talent methodology, can help firms attract and quickly create a ‘short list’ of the best candidates to hire, as well as help decide the right worker to retain to deliver precise client skillsets. No longer do companies need to guess about whom to hire or whether if they will stay; recruitment agencies can use direct input from candidates or existing employees by sharing and leveraging talent assessment technology and behaviour data across the enterprise. Recruitment firms can also use talent acquisition behaviour assessment tools for more than just recruiting. A fact-based behavioural data tool can assess talent objectivity, recommend the right person to hire, develop, and retain, and provide scientific, real-time analytical insight, built-on a digital platform. Providing staffing managers and their employees with an automated, personalised, role-based, behavioural data assessment insight tool can help organisations identify key/high-potential employees, offer relatable employee development plans, and create targeted future leaders succession pipelines based on facts, not feelings. Recruitment firms looking to improve recruitment, develop talent, and build a growth succession plan to retain the best staffing services employees require a multi-level behavioural, cognitive, and cultural trait view that goes beyond skills and competencies. They need to build a staffing talent model that reflects the behaviours and the kind of employees who will best fit in with their staffing culture, to better serve clients. Behaviour-based talent assessments can also be used as a valued employee-driven career-coaching tool to help workers transition into new roles. They can help to identify individual characteristics, strengths and skill gaps, and from that, suggest individual learning and development recommendations based on career aspirations. Creating an environment where staffing employees want to build their skills requires an innovative approach to talent management. Staffing firms need modern employee assessments that can offer a new recruiter a ’snapshot in time’ of their career from the first day and provide insightful, individualised behaviour and skill gap data to identify learning needs – to help them transition in to new roles (from recruiter/sales/branch manager), to achieve success and career goals. Here are a few ways a science-driven, talent predictable assessment can help recruiters and managers leverage a three-dimensional behaviour talent tool for planning, employment engagement, and retention: Leverage predictive talent analytics to put the right people in the right positions, at the right time, and on the first try; this will prove vital to achieving distinctive business objectives. Avoid ‘guessing’ about the right talent and deploy a scientific assessment methodology derived from individual traits and behaviours performance success profiles, tailored to any staffing role. Build long-term career-pathing strategies, reduce staff turnover and boost productivity—from a single behavioural assessment, integrated to broader talent functions, such as pre-boarding, onboarding, transition management, development, learning, and succession management. Combining the best science-driven talent management framework and processes, coupled with innovated, modern talent DNA behaviour assessment talent acquisition technology, can help staffing firms manage labour shortages, decrease turnover, shorten recruitment and ramp-up time to retain the right employees.
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Oleeo Outlines 5 Reasons Employers Should Adopt AI Now
27-February-2019 - onrec.com
Recruiters can reap the benefits of using machine learning to complement human engagement in refining their quests to hire top talent, according to industry insiders, talking at this year’s In-House Recruitment Expo in London. Posted in News archive on 27 Feb 2019 Company Profile Oleeo View profile » Speaking on the opening day of the show, Tommy Lai, Director of Marketing at recruitment technology pioneers Oleeo , said: “Machines can analyse exponentially more data in a fraction of the time it would take humans. Recruiters can benefit from this. In essence, it is the application of artificial intelligence (AI) into talent acquisition in much the same way it works in our everyday lives. It needn’t be complicated and offers huge benefits to recruitment.” Seeking to debunk the myths that AI replaces employees, Lai said there were 5 key reasons that employers should seek to adopt AI now: Fill hard to fill roles by widening your talent pool The future is diverse - reduce bias improve diverse hiring Hire the best before competitors, by hiring faster Cut costs & let recruiters do what they love Higher retention, better job performance, identifying more future leaders He added: “AI breaks the sources of talent wide open to quickly attract, engage and hire the talent you need. Clever algorithms can enable you to highlight the diamonds in the rough that no one else knows about, where the amount of effort to find them will no longer often outweigh the reward. Instead, the AI tools can automatically flag to you, candidates that have all the key indicators of success you're looking for, but are not from your usual sources. “AI done well will offer you first contact with these potential superstars who can aspire to be future leaders in your organisation and its blind selection will ensure a recruiter embraces diversity across different races, sexual orientation, gender and more without adverse impact.” The need for AI now is critical. The administrative burden on a typical recruiter is growing – between 60-80 individual tasks for each hire. AI can help recruiters save up to 40% of time, increasing recruiting efficiency and giving recruiters back time to make the hiring process more human and personalised. Additionally, it can help support delivery of budget reductions and produce efficiency savings by automating more of the manual workload involved in hiring decisions. Lai also showcased how AI can also be deployed as part of attraction and engagement techniques ensuring candidates are never left in the dark in the hiring process and enabling recruiters to be more personalised in nurturing advocacy. He concluded: “Building great talent is about resetting behaviors and using tools that unleash potential. We need to give teams tools that foster unbiased thinking and unbiased selection. It’s no longer good enough just going to the same old sources. It’s time to open up unlimited sources of talent using AI tools that deliver an experience which engages diverse talent of all persuasions, perspectives, and experiences at any point in the journey.”
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Predictive Recruitment: French Bank Crédit Agricole Ile-de-France Chooses Infor Talent Science
27-February-2019 - onrec.com
La Caisse Ile-de-France du Crédit Agricole just completed pilot project to optimize recruitment processes and to improve retention rate of its client advisors. Posted in News archive on 27 Feb 2019 Infor , a global leader in business cloud software specialized by industry, announced today that French bank, Crédit Agricole Ile-de-France, has selected Infor's predictive recruitment solution, Infor Talent Science, to help improve the retention rate of its new Client Advisors, a particularly strategic group of employees in charge of customer relations. Within one year after deploying a pilot of the solution, the use of Infor Talent Science resulted in a 10-point drop in the turnover rate of new hires. Patricia Vedel, Head of the Recruitment and Career Management Department at Crédit Agricole's Caisse Ile-de-France, says: “At the end of 2017, we started this initiative as part of a global project aimed at focusing on the behavioral preferences and diversity of the profiles of our new hires, going beyond simply evaluating technical competence.” In search of a solution capable of improving the recruitment process of Customer Advisors and increasing their retention rate during the first year, Crédit Agricole Ile-de-France discovered Infor's predictive analysis tool, recently available in France, and decided to test it. A benchmark profile The 3-month pilot selection project consisted of identifying performance-related behavioral qualities of current employees in the Client Advisor position, in order to create a benchmark of success to compare against future candidates. Patricia Vedel continues, “300 currently employed Advisers volunteered to fill out a questionnaire that helped us to establish a benchmark profile. We then had their managers assess performance through an evaluation built by Infor. The teams in charge of the project gathered this information and modeled the data to create the benchmark profile. Thanks to this analysis, we have been able to organize our recruitment criteria and focus on the behavioral aspects that predict the success of Client Advisor candidates.” After a first telephone exchange with the candidates to analyze their technical skills, candidates undergo the evaluation process developed by Infor Talent Science. The detailed reports allow the operational teams to have tangible data on the adequacy of the candidates' soft skills as compared to the job. This helps the organization improve recruitment, on-boarding and training processes so new employees can rapidly perform better in their agency. Patricia Vedel adds: "Beyond its particularly innovative characteristics, we have identified three main objectives we wish to reach through the deployment of Infor Talent Science: reduce our recruitment costs, balance our communications investments, while attracting new talent, and standardize our recruitment criteria according to a frame of reference aligned with our values and our corporate culture." Ingrid Hoskin, HCM Senior Account Manager in France, in charge of the project at Infor, says: "Each company and each candidate is unique. With Infor Talent Science, we provide our customers with a solution that helps them instantly identify the best candidates for each position. Thanks to a broad spectrum of performance and behavior data, our tool allows us to define unique predictive models - specific to each company and each type of position - improving recruitment, retention and talent development throughout a career simultaneously. This solution revolutionizes HR management and offers a new approach to Talent Management and SWP (Strategic Workforce Planning). With proven results from the first year of use, this solution is very easy to use and to set up and allows organizations to innovate knowing they will improve the quality of their HR practices and the competitiveness of their operations."
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Fiat Chrysler to add 6,500 jobs in Detroit area
26-February-2019 - usatoday.com
Fiat Chrysler is announcing a $4.5 billion investment plan the carmaker says will increase its workforce in Detroit and the surrounding suburbs by about 6,500 jobs (Feb. 26)
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Macys to cut jobs, double down on beauty and jewelry after disappointing holiday season
26-February-2019 - usatoday.com
Macys will be cutting roughly 100 top jobs, and doubling down on its most popular merchandise, to boost profits after a disappointing holiday season.
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Your smartphone is 7 times dirtier than your toilet. Heres how to clean it.
26-February-2019 - usatoday.com
Experts say your smartphone screen is filthy. Its covered in poop. Heres how to sanitize iPhones, Google Pixels, and others.
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More Than 65K Power Outages Reported in Upstate New York
26-February-2019 - insurancejournal.com
More than 65,000 power outages have been reported in upstate New York after high winds rattled the region. Syracuse.com says 5,000 utility workers have been mobilized upstate. WGRZ in Buffalo said lake-effect snow combined with wind gusting to 60 mph
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Meet the man improving diversity at some of the largest corporations in the UK
26-February-2019 - onrec.com
On Thursday 21st February, Suki Sandhu, Founder and CEO of Audeliss, a boutique executive search firm, and Involve was awarded with an OBE for services to diversity in business. The ceremony took place in Buckingham Palace, and Mr Sandhu was awarded this distinctive accolade by His Royal Highness, Prince Charles of Wales on 26 Feb 2019 The award is in recognition of Suki’s commitment to improving the level of diversity placements in senior positions, C-Suite and boardrooms of multinational corporations, alongside campaigning for equal rights for all workers. Audeliss was set up by Sandhu in 2011, because he didn’t believe enough was being done to combat the lack of diversity across the boards of some of the biggest companies in the UK. He has worked with such enterprises as Aviva, npower, Nationwide Building Society and Sainsburys, and has tirelessly pursued this mission. Since initiation, Audeliss has grown to become one of the leading executive search firms specialising in championing diversity. A huge 65 per cent of their placements are diverse candidates including women and those from BAME and LGBTQ+ backgrounds. Suki’s determination to challenge the culture and dialogue on diversity spanned across international borders, following the opening of their New York office in June 2018. Audeliss’ success continues to proliferate as businesses seek to improve their diversity and inclusion policies, in response to increasing conversation around equality in world-wide business. In addition to Audeliss, Suki is Founder and CEO of INvolve, the mother brand sitting above OUTstanding, EMpower andHERoes - three diversity/membership initiatives that have been running since 2013. Suki Sandhu comments on his achievement: “I am both immensely honoured and humbled to have received an OBE. I have always believed that every company has a duty to create a work environment which is open to all and gives everyone an equal chance for success. The idea that the work myself, and the amazing individuals I work with, are doing will help bring this belief closer to reality fills me with huge pride. “I would like to thank everyone who is helping us on this journey and those who have made a stand and shown everyone what is possible to achieve while staying true to your authentic self. I have so much love for all of you, and so much faith that we will continue to break down barriers for minority groups in every corner of the world.” Felicity Hassan, Managing Director of Audeliss, New York, says: “Nobody deserves this more than Suki. His tireless commitment to this cause and to equality in business is so admirable. “The impact that Audeliss is making on diversity and inclusion worldwide is aiding towards a greater good whilst really helping to tackle the unconscious biases rooted in business. Suki has an empowering vision and he is inspiring leaders and workers around the world to strive for those top positions - no matter their background, gender or skin colour. It truly is inspiring.”
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An Interview With LeoVegas’ HR Team
26-February-2019 - onrec.com
For all companies the HR department is one of the most important teams, when it comes to maintaining employee happiness making sure all the cogs of the business keep turning. Posted in News archive on 26 Feb 2019 This is even more true when it comes to large multinational businesses, we had a chance to speak to the HR team at LeoVegas Casino ’s HQ. We asked them about the issues HR departments often face like GDPR recruitment and spoke about where they see the future of HR going. How many Employees are managed by the LeoVegas HQ HR team? As of recently we have been working more globally, therefore the entire HR team would be supporting the entire workforce – therefore around 900 people As the HR Department, how do you uphold your companies culture? There’s so much that we do! First of all, we make sure that culture is used during our entire recruitment process, so employees are hearing about this and evaluating whether the culture is a good fit for them before starting. Further to that, all managers and people holding any sort of leadership position have been provided with leadership training in our culture which is then regularly passed down as training refresher training to all members of staff. Further to that, we of course, make sure that we set a great example As a large company, do you find any issues when trying to recruit new staff? If so please explain. Recruitment is always a challenge, no matter how big or small the company is. This is because it is always essential that the person chosen for a role has the right skills for the role as well as being an excellent culture and team fit. As you work in one of the most competitive industries, do you work to keep employee retention high? Yes, but again, this would apply to any company in any industry – loyalty is always very highly valued. In the Social Media age, what are the issues impacting HR that weren’t as prevalent before. So far Social Media only seems to have had a positive impact on the was we do things. It helps a great deal with advertising when new hires are needed and is a great way to show what working at LeoVegas is like. How does LeoVegas maintain a diverse workforce? That’s an easy one. During our recruitment process we make sure to never be biased due to things such as gender, race, religion or any biases that have nothing to do with how well a person can do their job. In doing this, we’ve ended up with an incredibly diverse workforce, from very different backgrounds – which means that we get lots of different outlooks, better problem solving & creativity After GDPR came into effect last year, have you had any issues adapting to it? It’s never easy, however we started working on this well before the due date last March and made sure that any new agreements that had to be set up were sorted out, any new systems that would keep data more secure were installed etc. Therefore I would say we were very successful in that area. Do you see any big changes coming to the HR industry in the next few years? Yes, trends seem to show that HR is becoming much more data driven and more automated, meaning that HR professionals have more time to focus on people and on efficiency, and that’s the direction LeoVegas intends to move in too.
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Almost six in ten leaders of scaling businesses have faced a moment of crisis
26-February-2019 - onrec.com
New research from Barclaycard, which processes nearly half of the nation’s credit and debit card transactions, explores the pain points and milestones associated with scaling up a business – and highlights innovation as a key opportunity for growing companies. Posted in Statistics and trends on 26 Feb 2019 Barclaycard research finds 57 per cent of scale up business leaders have experienced a moment when they were afraid their business would fail The most common challenges faced by growing companies include maintaining employee wellbeing and satisfaction, finding and retaining talent and standing out from the competition Requiring a bigger office or shop is regarded as the key ‘milestone moment’ for businesses marking the shift from start up to scale up Scale ups believe in investing for growth, with 29 per cent of turnover identified as the proportion that must be invested each year The study finds that almost six in ten (57 per cent) leaders of scale ups – defined as businesses with at least 10 employees and average annualised growth of 20 per cent or more in last three years* – have experienced a moment of uncertainty when they were afraid their business would fail. A host of challenges that come with scaling up were also revealed to be keeping the leaders of these businesses awake at night. The most pressing concern cited was maintaining employee wellbeing and satisfaction (referenced by 66 per cent), followed by finding and retaining talent (64 per cent), standing out from the competition (63 per cent) and maintaining customer service standards (63 per cent). Mind the scale up support gap When tackling hurdles and building their business, more than a quarter (27 per cent) turn to their bank for advice and support. 22 per cent call on IT providers and an equal number to local business networks. Overall, the vast majority of growing companies (91 per cent) have looked to external partners to help scale their business. There remains, however, a clear gap in support with seven in ten (71 per cent) scale up business leaders calling for more help to be available to successful start ups ready to grow. Surprisingly, 25 per cent of respondents, all of whom meet the criteria for a scale up business, don’t know or haven’t heard of the term ‘scale up’ – highlighting the need for greater discussion about the requirements of, and support available to, companies in this critical phase of the business lifecycle. So how do business leaders know when they’re moving from start up to scale up? The top ten ‘milestone moments’ revealed by Barclaycard’s research are: Moving to bigger office or shop Experiencing a rapid increase in customers Launching a new website Developing a social media presence Investing in customer experience and not just products Starting to trade internationally Implementing a more reliable payments system as transaction volumes increase Working with a finance expert to look after the business accounts Hiring an HR consultant to recruit and retain the best talent Refreshing the look and feel of their brand, for example introducing a new logo The scale up innovation opportunity While scale up businesses face many common growing pains, they see themselves as the innovation engine of the UK. The majority (65 per cent) believe that they have the edge on bigger businesses in this area, due to more agile ways of working and a strong pool of talent. Almost four in ten (37 per cent) believe it’s easier for scale up businesses to ‘test and learn’, as there’s less red tape and bureaucracy required to implement new ideas, while 29 per cent think scale up businesses attract the most exciting and creative employees. While scale ups view themselves as best-placed to innovate, doing so requires funding. More than three-quarters (77 per cent) agree that a scale up business needs to ‘invest to grow’, with, on average, 29 per cent identified as the proportion of turnover that needs to be invested annually to secure progress. Konrad Kelling, Managing Director, Barclaycard Payment Solutions, said: “Reaching the scale up phase is an exciting moment for any business – but as our research shows, it brings new challenges as well as opportunities. “Whether they’re looking to trade internationally, launch a new product line or update their payment technology to meet customer demand, in today’s uncertain economic environment, growing businesses should lean on their partners for advice and support. If scale ups can access the help they need to overcome the pain points of growth, they will be much better positioned to build a successful business both in the short and long-term.” Bianca Miller-Cole, Entrepreneur Author said : “As an entrepreneur who has scaled up and mentors scaling businesses, I identify with the growing pains revealed in Barclaycard’s research. Getting the support you need in the early stages is vital for making your business a success, even if it’s just recognising the moment when you’re no longer a start up. “My advice to any scaling business is not to be afraid to ask questions and always approach growth as a chance to innovate. This does not just refer to your product; your website, social media presence, events, and store layout are all areas where you can test out new approaches. Ultimately, from my experience, scaling is growth for the greater good – but inevitably there will be challenges along the way.” *A ‘scale up business’ is defined as a company which has seen average annualised growth of at least 20 per cent in last three years with 10 or more employees at the start of the period, according to the OECD. Research was carried out by Opinium between 22 January and 14 February 2019. 500 online interviews were conducted with senior decision-makers in businesses that meet the OECD’s definition of a scale up.
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EEOC Report Alleges Orlando Fire Chief Harassed Female Employee
26-February-2019 - insurancejournal.com
A Florida fire chief has resigned after a federal investigation found that he had harassed a female employee. The Orlando Sentinel reports that Orlando Fire Department Chief Roderick Williams resigned Feb. 21, the same day the city released a U.S.
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How High-Pressure Insys Prescription Call Center Lied to Insurers to Sell Opioids
26-February-2019 - insurancejournal.com
The goal for Insys Therapeutics Inc.s call center in Phoenix was simple: persuade insurers to authorize at least 70 prescriptions a week of its expensive opioid spray. Workers would get bonuses for surpassing the goals, a former call center manager
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Parker Joins Alliant’s Atlanta Benefits Team
26-February-2019 - insurancejournal.com
Atlanta-based benefits and wellness consultant Scott Parker has joined the Employee Benefits Group of Alliant. Serving as first vice president, Parker will design and deliver integrated employee benefits products for organizations. With more than 30 years of benefits experience, Parkers
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States where income inequality is causing the middle class to disappear
25-February-2019 - usatoday.com
The American middle class once a major point of pride in the United States has changed considerably over the course of recent decades.
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Bullying from the bench: How to cope in court
25-February-2019 - abajournal.com
When attorney Roula Allouch got involved with Bullyproof, an anti-bullying initiative with the ABA Young Lawyers Division, she quickly saw that many members’ complaints were
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Michigan Court Rules Against Medical Marijuana User in Rescinded Job Offer Case
25-February-2019 - insurancejournal.com
Michigans Court of Appeals has ruled against a woman whose offer of conditional employment by a public entity was rescinded after she tested positive for marijuana even though she had a state-issued card allowing her to use the drug. An
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Participants in $200M California Workers’ Comp Scheme Sentenced
25-February-2019 - insurancejournal.com
Several conspirators involved in a massive workers comp kickback scheme have been ordered to serve prison sentences and pay millions in financial penalties for their roles in the corrupt payment of millions of dollars to induce doctors and other medical
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AI can transform recruitment with the right attention to detail
25-February-2019 - onrec.com
Posted in Opinion Charles Hipps, CEO, Oleeo on 25 Feb 2019 Company Profile Oleeo View profile » Consider this. A dedicated recruiter can spend in excess of two months of their time reviewing initial candidate applications. However many recruiters a company has, the time this take totals into a huge amount of months a year spent supporting just the initial review activity. Artificial intelligence can revolutionise this process. It offers recruiters the opportunity to take evidence-based decision making to an entirely new level by factoring in an unprecedented amount of data from a wide array of sources, some of which might never have been considered previously. Yet adopting new technology can always be a scary thing. Only recently, it was reported that an algorithm being tested as a recruitment tool by online giant Amazon was sexist and had to be scrapped. Whilst unconfirmed, this news raises a number of questions about how artificial intelligence or machine learning should be applied to talent acquisition in a way that will not pick up the unconscious bias of humans. There are big benefits to AI in recruiting because in theory it affords employers an even greater ability to quickly flag candidates that have certain key indicators of success, thus streamlining the selection process and affording more time to nurture top talent ahead of competitors. Constant machine learning will work to reduce unconscious biases and enhance diversity by uncovering strong candidates who may have gone unnoticed in a non-intelligent or manual process. In turn, recruiters gain insight and reasoning into which characteristics score the strongest. Oleeo commissioned the Department of Computer Science at University College London to look into how algorithms can ensure that they do not inadvertently fall into gender bias, as Amazon appears to have done. It revealed that removing any wording or phrases that could unconsciously predict the gender of a candidate would enable algorithms to make any gender prediction to be no better than random with no direct impact from the loss of information in the transformation and de-biasing steps. Working in this way allows employers to foster diversity and accelerate candidate selection, promising no adverse selection in compliance with established selection rate guidelines around the four-fifths guidelines. Customised algorithms can elegantly handle high-volume automation and deliver at-a-glance qualified, quality candidate recommendations critical to recruiting success in large-scale hiring events. It’s important though to put this into focus. An AI future is not about people versus machines, it is about people and machines collaborating in harmony using intelligent organizational design. After all, technology was created by people to enhance their lives. So, AI should be considered more as a leveller helping any recruiter to highlight the diamonds in the rough that no one else knows about. Increasingly, companies want to do the right thing when it comes to fostering diversity from the start of the recruiting process. In terms of compliance, however, we’ve seen companies don’t have standard processes in place to ensure they are meeting set standards. Correctly tuned algorithms can help companies shift from being reactive to proactive in balancing the need to accurately and quickly identify high-quality candidates while simultaneously ensuring compliance. This can lead to a greater democratisation of recruitment by: Recommending candidates who unequivocally perform better: delivering more sales, staying longer Better record keeping / reproducible decision making Removing the economic bias to exclude Enabling employers to better understand what drives performance Moving away from the familiar “tried tested” and so on… The automated cycle of recruitment means you should have a better talent pool of candidates coming through that reflect the future leaders you want joining your organisation. Clever data techniques will recommend candidates who unequivocally perform better and thereby deliver more revenue, profit, or stay longer in the business. It means that a business can go on to use algorithms based on how employees perform in the business rather than what line managers decide at interview. In so doing, it is feasible that technology could effectively free up 66 months of recruiter resource each year – time which could be spent on adapting better engagement techniques to ensure a leading candidate with many offers at their disposal is more likely to buy into the culture, mission and vision of our clients ahead of market competitors with equally tempting offers on the table. In the recruitment game, closing down top talent ahead of competition is a big challenge and this technology is helping to offer a solution to this and reduce decline rates to suit corporate objectives. To summarise, AI plays a crucial role in helping firms reduce reliance on gut instinct of recruiters and hiring managers by enabling them to effectively utilise the plethora of recruiting data they already have e.g. data on high, medium and low performing employees; candidate demographics, sources of hire and background data; assessment and psychometric data; structured interview data etc.
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Research reveals which UK cities offer the BEST work-life balance right now!
25-February-2019 - onrec.com
A new survey from CV-Library, the UK’s leading independent job site, has revealed that despite 97.9% of Brits believing that work-life balance is important, over a third (37.3%) of the nation’s professionals admit that they don’t have a good work-life balance themselves. Posted in News archive on 25 Feb 2019 Company Profile CV-Library.co.uk View profile » The survey investigated how 1,200 workers in various cities across the UK felt about their work-life balance and whether it affected their career decisions. As such, the results revealed the top ten cities where UK professionals claimed to be the happiest with their work-life balance: Glasgow (77.8%) Nottingham (71.1%) Sheffield (70.6%) Liverpool (66.7%) Bristol (65.9%) Southampton (63.9%) London (63.8%) Leeds (63%) Cardiff (62.5%) Manchester (54.9%) Lee Biggins, founder and CEO of CV-Library comments: "It' s certainly challenging for employees to maintain a reasonable work-life balance nowadays, with technology enabling them to work from anywhere, at any time. While it may prove difficult for employees obtain a good work-life balance, the results from these top cities show that it’s possible. ” With more professionals looking to achieve a strong work life balance, it’s not surprising that 95.4% said they’d be more likely to work for a company which encouraged a healthy work-life balance. In fact, over half (57.6%) claimed that they’ve left a job due to a poor work-life balance, with this being most predominant in the following cities: Southampton (69.4%) Liverpool (62.1%) London (59.6%) Glasgow (59.3%) Sheffield (58.8%) Newcastle (57.4%) Bristol (53.7%) Nottingham (51.1%) Leeds (50.2%) Edinburgh (46.4%) Biggins concludes: “Having a poor work-life balance is simply not sustainable. Even employees who are devoted to their job will eventually suffer from burn out. Consider what you can do to help your workers make smart choices for their wellbeing: whether it’s discussing flexible working options or encouraging them to leave work on time. Empowering your staff to take control of their work-life balance can only have a positive effect for your company – so why wait?” If you want more tips on how to create a better work-life balance for employees, check out our article !
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There is no place for IR35 scaremongering
25-February-2019 - onrec.com
Since the government announced in October 2018 that the IR35 public sector rules would be extended to the private sector, there has been a plethora of publications warning against potential issues. Posted in News archive on 25 Feb 2019 Company Profile Lawspeed Ltd View profile » For example there have been warnings about reliance on the CEST tool. “There is no doubt that the tool is technically flawed” says Adrian Marlowe, MD of the recruitment and employment law specialist Lawspeed, “but this does not mean the tool does not help hirers and agencies. It is provided for that purpose and it is difficult for HMRC to argue against a finding of the tool since HMRC states that it will stand by the outcome provided that information is correctly input. For this reason hirers and agencies are best advised to use the CEST tool to check wherever they believe IR35 may not apply, such as where there is a genuine project. To get an investigation off the ground HMRC would need to show that information input was incorrect. In most cases where a contract is simply skill and time based, IR35 will apply and there is no need for hirers or agencies to use the tool at all.” More recently there have been suggestions of problems of application as and when the public sector rules are extended to the private sector. For example that making tax deductions where an existing ‘off payroll’ contract arrangement is caught by the rules on 5 th April 2020 may amount to a breach of contract. “This is not correct unless the contract terms specifically exclude any kind of deduction for tax, and I have never seen such a provision” says Marlowe. “Off payroll means ‘paid other than on the payroll’, usually to a company. Gross payments that are subject to IR35 tax rules are not varied by those rules and so even if deductions are made the payment is based on the gross contractual sum, meaning that the contractual payment is satisfied even where only the net amount is received by the contractor company.” A further example of misleading information is that the imposition of new IR35 rules part way through a contract will cause problems because the decision as to whether IR35 rules apply must be made ‘before the contract concludes’. “This is also not correct. The existing legislation allowed for IR35 decisions to be made after application of the new rules and before the next payment is made where a contract was already running. Since the issue was alive and addressed at the time of the public sector rules there is no reason to believe it will not be treated similarly under rules to be introduced in April 2020.” “Perhaps even more important than these false news points”, continues Marlowe, “is the suggestion that employment rights claims will follow an ‘inside IR35 decision’. The idea that a company contractor has actual employment rights because the company arrangement is subject to IR35 tax rules does not live in the real world. Tax treatment does not affect contractual relationships or employment rights. In practice what is likely to happen is the contractor will reengage via a different contract arrangement, namely as a PAYE or worker employed by an umbrella company. In neither case would employment rights accrue against a hirer or an agency because of the tax outcome.” Marlowe concluded, “These suggestions are largely emanating from the contractor community. Whilst it is perfectly commendable to challenge the government’s plans, the correct way to do so is to point to real practical problems rather than publish material that is misleading and incorrect. There is no room for scaremongering, which in our view will simply lead to a breakdown in trust of the source concerned.” Lawspeed has advised upon IR35 and provided suitable contracts for use by hirers, agencies and contractors since 2000.
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Neike Joins Jackson Sumner & Associates in North Carolina
25-February-2019 - insurancejournal.com
Jackson Sumner Associates (JSA) has hired Joi Neike as director of Business Development for the North Carolina-based company. Neike has worked in the marketing and communications field throughout the country for more than 20 years, most recently serving as
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How to Get Autonomous Cars to Pull Over for Police
25-February-2019 - insurancejournal.com
It was still dark on a Friday morning in November when a California Highway Patrol officer started following a Tesla Model S on Route 101 between the San Francisco International Airport and Palo Alto. The gray sedan was going 70
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Connecticut Governor Lamont Fills Top Public Health, Insurance Agency Jobs
25-February-2019 - insurancejournal.com
Connecticut Governor Ned Lamont has announced his choices to lead the departments of public health and insurance. The Democrat is nominating Renee D. Coleman-Mitchell, a health care executive, to oversee the health department. Coleman-Mitchell is executive director of Cougar Health
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Former California Insurance Agent Allegedly Faked Workers’ Comp Insurance
25-February-2019 - insurancejournal.com
Former California licensed insurance agent, Alan Amir Yousefi, 31, was charged with 10 felony counts including grand theft, insurance fraud and forgery, for allegedly stealing more than $105,000 in insurance premiums from several business owners. Yousefi reportedly used a variety
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Talentry extends management team with Yvonne Riedel
25-February-2019 - onrec.com
Recruitment and employer branding expert joins startup Talentry as Vice President of People Posted in Appointments on 25 Feb 2019 Recruitment marketing platform, Talentry, today announced the appointment of Yvonne Riedel as Vice President of People. Riedel joins from ProSiebenSat.1, the leading German entertainment player, where she was Senior Vice President and focused on employer branding and recruitment. An early adopter of Talentry in her role at ProSiebenSat.1, Yvonne was directly involved in the digitalization of the company’s employee referral programme in 2013. In this role, she successfully used Talentry’s software platform for recruitment, but also formed strong relationships with the company’s management and employees. Yvonne Riedel explains her motivation as follows: "Companies have to change their recruitment mindset considerably if they want to survive. That's why Talentry, as a driver of change in this field, appealed to me. The role represents a great platform for me to help shape the recruitment practices of the future." Carl Hoffmann, managing director and founder of Talentry, comments: "Talentry is in a strong growth phase, and having the right employees on board is crucial for our future expansion and product development. Yvonne Riedel will consolidate our positioning as an employer of choice and enhance our talent management and we look forward to her playing an important role as we move into our next phase.” Before joining ProSiebenSat.1 Media SE, Yvonne Riedel worked in employer branding and sourcing at the consulting firm EY and in personnel marketing at Mercedes-AMG. She holds a diploma and a Master of Business Administration from Steinbeis University of Applied Sciences in Berlin and is a trained business mediator. www.talentry.com
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U.S., China discuss tricky enforcement proposals in trade talks round
24-February-2019 - reuters.com
U.S. and Chinese negotiators were discussing the thorny issue of how to enforce a potential trade deal on Sunday after making progress on structural issues that have divided the two countries as they work to end a trade war, a source familiar with the talks said.
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Southwest CEO says mechanics deserve new contract, but company wants ´flexibility´
23-February-2019 - reuters.com
Southwest Airlines Co's mechanics, who have been in labor contract talks for more than six years, deserve a new deal that makes them among the best paid in the airline industry, but the low-cost U.S. carrier needs "more supplier flexibility" in return, the company's chief executive said.
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Vigil held for GM workers whose plant is to close
23-February-2019 - usatoday.com
General Motors workers gathered for a prayer vigil Friday outside a suburban Detroit plant scheduled for closure. (Feb. 22)
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Microsoft workers demand it drop $480 million U.S. Army contract
23-February-2019 - reuters.com
Some Microsoft Corp employees on Friday demanded that the company cancel a $480 million hardware contract to supply the U.S. Army, with 94 workers signing a petition calling on the company to stop developing "any and all weapons technologies."
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Two-thirds of the UK have a work enemy
22-February-2019 - onrec.com
Open communication has never been more important for workplace welfare Posted in News archive on 22 Feb 2019 Company Profile Totaljobs View profile » New survey reveals 62% of UK workers have a colleague they consider a work enemy 77% of those caught up with a work enemy are unhappy at work, and 70% would consider looking for a new job as a result 1 in 3 have lost sleep over unhealthy workplace relationship Desktop diplomacy needed, 23% say direct communication leads to resolution Full detailed report here: https://www.totaljobs.com/insidejob/work-enemies Employees across the UK are feeling the impact of workplace relationships turned sour. In new research released today, Totaljobs has found 62% of people in the UK workforce say they have a colleague they consider to be their work enemy. Defined as a colleague with whom people struggle to get along with, work enemies are causing many of us to experience difficulties within our place of work and often make it harder for us to switch off at home. Speaking to over 7,000 people in the UK, the research has given a clear picture of those who we consider being our work enemies. Overall, they tend to be of the same age as us or older (71%), the same gender as us (65%) and are people we interact with on a daily basis (68%). With one in four (28%) considering their line manager to be their enemy, its easy to see how a breakdown in office relationships might impact on an employees wellbeing. When it comes to the charge sheet, the majority (60%) of UK workers gave the same two reasons for considering someone a work enemy: the worst offenders typically bend the truth to make themselves look good or comment on others work performance In what should be cause for concern for any workplace, 37% said that their work enemy had said insulting or disrespectful things about them. Selfishness and a lack of community spirit also feature highly: nearly one in five (18%) respondents were irked by a colleague that regularly adjusts the thermostat to suit themselves, while 7% reported they have a colleague that clips their nails at their desk. People also struggle with being interrupted (57%), being spoken to passive-aggressively (57%) and being treated dismissively (54%). How this impacts employees and the workplace The impact of having a work enemy shouldnt be underestimated with 70% of those who took action saying that they would start looking for a new job to resolve the issue and over a quarter (26%) saying they would avoid work-related social events. Productivity is also being impacted, with 17% of people having pulled a sickie just to avoid another day with their work enemy. The feeling of being mistreated by a colleague triggers very different emotional responses in men and women: women are most likely to get tearful, with 62% saying they cry or get emotional because of their work enemy. Men, on the other hand, are most likely to respond by isolating themselves from others (39%) or getting angry (29%). The situation can also spill over into our personal lives, with a third of respondents (30%) reporting that theyve lost sleep over an unhealthy relationship at work, and 22% saying that negativity at work has caused them to take up or increase a bad habit, such as smoking. Despite this, some individuals were determined not to let the situation get to them. Men were more likely to turn the negative energy into a positive, with 32% taking up a new activity or hobby in a bid to leave their workplace stresses behind, compared to only 12% of women. How employers can resolve friction However, things werent always this way, 85% say their relationship with their work enemies started out well, suggesting that there is room for resolution. In fact, 14% of workers said things got better if they talked to their peers and a higher number of workers (23%) said things got better if they talked directly to their enemy. Where possible employers should identify any friction within the workplace and take a closer look at the causes. Often issues can be solved through conversation and encouraging employees to communicate is advised before the situation escalates. Martin Talbot, Group Marketing Director at Totaljobs, said: Difficult workplace relationships lead to people taking up bad habits, losing sleep or calling in sick, meaning the concept of work enemies is something we should take seriously. Not only does it affect the productivity and dynamics of a team, but most importantly the wellbeing of employees. But while the issue is common, often the solution can be direct and straightforward. Our research also showed that by talking to others, and in particular to the individuals that have caused offence, in some cases unknowingly, 14% stated an improvement when they talked to someone else and 23% stated an improvement when they talked directly to their enemy. Employers have a responsibility to ensure that their team of employees are productive, engaged and work within a healthy environment, this can be achieved by promoting open dialogue and positive solutions
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Worried about getting a tax refund? When should you hire a pro to do your taxes ?
22-February-2019 - usatoday.com
Most taxpayers will have a simple return they can file on their own. But others with more complicated tax situations may want to turn to a CPA.
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Nationwide Insurance Cuts more Jobs in Iowa
22-February-2019 - insurancejournal.com
Nationwide Insurance has more than doubled the number of Des Moines job cuts it announced last fall. Nationwide said in November that about 80 workers in Des Moines would lose their jobs as part of a company effort to eliminate
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Where is economic growth booming? A list of the top county in every state.
22-February-2019 - usatoday.com
As local industries report growing output, revenue of small businesses increases, which in turn can spur wage and employment growth.
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Washington Commissioner Disciplines, Fines Numerous Insurance Professionals
22-February-2019 - insurancejournal.com
Washington Insurance Commissioner Mike Kreidler disciplined and issued numerous fines in January against insurance companies, agents and others who violated state insurance regulations. Insurance companies Pacific Blue Health Network, New York City. ordered to cease and desist from selling insurance
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Microsoft workers demand it drop $450 million U.S. Army contract
22-February-2019 - reuters.com
Several Microsoft Corp employees on Friday demanded that the company cancel a $480 million hardware contract with the U.S. Army and stop developing "any and all weapons technologies."
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Berkshire Hathaway in Talks to Sell Workers Compensation Unit Applied Underwriters
22-February-2019 - insurancejournal.com
Warren Buffetts Berkshire Hathaway Inc. is in advanced discussions to sell its Applied Underwriters workers compensation unit to a consortium of insurance firms, people familiar with the matter said on Friday. The deal would be a rare divestment by Buffett,
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TxDOT: Traffic Fatalities Increased in Energy Producing Regions
22-February-2019 - insurancejournal.com
Booming energy production has brought jobs and economic gains to communities throughout Texas, but also an unintended consequence with a rise in traffic fatalities and injuries, the Texas Department of Transportation (TxDOT) reports. In 2017, more than 194,000 crashes
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Is that my bill? Eating out at full-service restaurants is getting more expensive
22-February-2019 - usatoday.com
Prices at full-service restaurants meaning eateries with waitstaff, unlike fast-food joints are on the rise, the U.S. Department of Labor found.
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How long should it take to get my tax refund this year?
21-February-2019 - usatoday.com
In general, the IRS expects most tax refunds to be issued in less than 21 days. Heres how to find out the status of your tax refund.
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Lawyer told prosecutor she doesnt know how to act like a young lady, ethics complaint says
21-February-2019 - abajournal.com
A Michigan lawyer called a prosecutor a little girl who doesnt know how to act like a young lady and then misrepresented his behavior on
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Some of the most iconic work uniforms worn by the rich and famous
21-February-2019 - usatoday.com
These famous professionals dont spend any time figuring out what to wear in the morning for work. They have created their own uniform. Keri Lumm reports.
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Could AI eliminate hiring bias?
21-February-2019 - onrec.com
With 31% of us saying they experience discrimination when job seeking, one HR tech believes AI could be the answer Posted in Statistics and trends on 21 Feb 2019 A third (31%) of us have experienced discrimination when job hunting according to research released today*. But HR tech start up JamieAi, which commissioned the research, believes that the hiring process will increasingly offer equal opportunities via the adoption of artificial intelligence. When asked what factors were affecting their ability to get interviews or new job roles, 51% of respondents said they felt age played a part, while 25% said gender. A further 21% said social status made an impact while 16% of people said that either their religion or sexuality had been an obstacle in finding employment. As a result, two thirds of us (64%) have admitted to enhancing our job applications. Alongside the half of us (49%) who embellish qualifications or experience, 27% had excluded information, 14% had changed their name to sound more English, 18% added their picture to boost chances of securing a position and 13% had given the wrong age. But while discrimination is currently a common occurrence, according to JamieAis CEO Adrian Ezra, developments in AI could soon make hiring bias a thing of the past. He explains: Bias is an intrinsic part of the human character but by harnessing technology in the right way we can start to counteract this. When recruiters currently ask candidates for demographic information, they inadvertently create space for discrimination to fuel existing biases. We are now seeing new models emerge that focus on skills, experience and preferences. Doing this not only reduces and prevents discrimination but also increases the overall accuracy of the service. He continues: At JamieAi we are working on best fit and match accuracy making our technology as powerful as a top recruiter. I urge the industry leaders to add a tech first approach to their hiring process and focus on activating solutions that not only achieve greater efficiency and accuracy but begin to put an end to hiring bias altogether. About JamieAi JamieAi is a UK-based HR-tech start-up with the mission to be the most accurate job matching platform in the world. JamieAi pairs technology insight with human expertise to deliver cost-effective, transparent and unbiased hiring for data professionals, with the aim to automate the recruitment process. Since inception in 2017, JamieAi has worked with a range of blue-chip clients and start-ups. * Research of 500 job hunters conducted by Atomik Research in January 2019 on behalf of JamieAi
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Ford probing possible problems with fuel economy, emissions tests
21-February-2019 - reuters.com
Ford Motor Co said on Thursday it has hired outside experts to investigate its vehicle fuel economy and testing procedures after employees raised concerns, and did not know whether it would have to correct data provided to regulators or consumers.
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Lotter Joins Policy Administration Systems Provider, Instec, in Illinois
21-February-2019 - insurancejournal.com
Naperville, Illinois-based Instec, a provider of policy administration systems to insurance program and specialty markets, has hired CJ Lotter as senior solution architect. He joins Instecs engagement management team responsible for overseeing the implementation of Instecs policy, underwriting and billing
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KFC enlists Colonel RoboCop to protect secret recipe from thieves
21-February-2019 - usatoday.com
KFC wants to keep its secret recipe more secure than the Federal Reserve, so theyve hired or perhaps built Colonel Robocop for the task. Buzz60s Mercer Morrison has more.
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How will Brexit affect jobs in the pharmaceutical industry?
21-February-2019 - onrec.com
Theres one thing that the world of business dislikes more than anything else, and that is uncertainty. Posted in News archive on 21 Feb 2019 Say what you like about the politics surrounding Brexit and what it will bring, one thing that it has certainly introduced is uncertainty. Several industries have been troubled by this uncertainty, and the pharmaceutical sector is one of them. A new survey from life science consultants Alacrita has revealed that pharma executives are questioning how desirable Britain would remain as a hub for their activities in a post Brexit world. One particularly alarming statistic was that 69% of pharma execs said Britain would make the UK a less attractive destination for their European HQ. The pharmaceutical industry in the UK employees around 67,000 people, and the wider life sciences sector employs around half a million. You can take a look at the infographic below to find out more about which countries may benefit from the UKs current state of uncertainty Provided by Alacrita
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Workers from EUs strongest economies STILL searching for UK jobs, despite ongoing uncertainty
21-February-2019 - onrec.com
Despite widespread concerns that European workers are less interested in UK jobs right now, new data from the UKs leading independent job board, CV-Library, has found that the number of professionals that are looking for work in the UK has actually risen since the EU Referendum vote in 2016, particularly from some of Europes strongest economies. Posted in Statistics and trends on 21 Feb 2019 Company Profile CV-Library.co.uk View profile » In fact, the data explored the amount of EU traffic to the companys site in January 2019, 2018, 2017 and 2016. It found that while the number of searches for UK jobs was fairly static in 2017 and 2018, as Brexit has become more prominent job hunter traffic from the EU rose in the following locations last month, when comparing data* with pre-EU Referendum figures: Germany has the strongest economy in the EU and job seeker traffic to the UK has more than quadrupled since 2016, rising by 389% in January 2019 After the UK, France has the third strongest economy, with interest in UK jobs from workers in this country rising by 26.9% Italy has the fourth strongest economy and saw a larger increase in job seeker traffic to the UK, rising by 36.5% last month Spain has the fifth biggest economy in the EU and we saw a 30% increase in the amount of Spanish professionals looking for work in the UK last month Statistics compare EU traffic to the CV-Library site in January 2019 and January 2016. For a full list of EU job hunter traffic by country, please refer to the end of the release. Alongside this, the job board found that there had been a drop in job hunter traffic from Portugal (down 23.4%), Greece (down 19%), the Netherlands (down 17.9%), Slovakia (down 17.7%), Romania (down 13.8%), Belgium (down 12.6%) and Latvia (down 2.1%). John Salt, Managing Director of CV-Library comments: We know that the number of EU migrants arriving in the UK hit a six-year low last year. But, its clear that despite a drop in traffic from certain locations, the UK is still an attractive location to live and work in: whether this is EU nationals seeking employment opportunities, or expats looking to move back to the UK. Alongside this, job-seeking activity is usually a pre-curser to what is happening in the wider economy and our findings suggest that workers from Europes strongest performing countries intend to continue with their job search here in the UK. After we leave the EU, we will still be an open country, but hopefully with an immigration system in place that welcomes hard-working professionals into the UK. With this in mind, and as the government gives more clarity on the outcome of Brexit, organisations should pay attention to the fact that many EU professionals are still keen to explore what the UK has to offer, so long as the opportunities are there for them. 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 *For the full breakdown of EU traffic by country, please refer to the table below: Country Traffic: Jan 19 vs Jan 16 Germany 389.26% Ireland 370.96% Luxembourg 181.22% Iceland 148.28% Croatia 134.00% Liechtenstein 100.00% Malta 99.18% Finland 98.17% Switzerland 49.96% Norway 44.43% Austria 39.10% Sweden 38.29% Italy 36.52% Estonia 35.43% Denmark 34.03% Cyprus 30.65% Spain 30.00% Czechia 27.91% France 26.85% Slovenia 25.71% Poland 12.52% Bulgaria 9.67% United Kingdom 4.56% Lithuania 2.52% Hungary 0.99% Latvia -2.06% Belgium -12.58% Romania -13.75% Slovakia -17.69% Netherlands -17.93% Greece -18.96% Portugal -23.36%
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Now Education awarded SiRs teacher agency standard accreditation
21-February-2019 - onrec.com
Standards in Recruitment (SiR), the UKs first and only independent compliance programme for recruitment businesses is pleased to announce that Now Education has become the latest agency to be awarded SiR accreditation. Posted in News archive on 21 Feb 2019 Company Profile Standards in Recruitment View profile » Congratulations to Now Education said John Randall, engagement director for SiR, the company passed SiRs general and teacher agency standards and is now an accredited education sector business. Randall continues, SIRs standards and independent process for accreditation are recognised as suitable certificated standards by the Crown Commercial Service (CCS) and National Procurement Service (NPS) Wales in their respective commercial framework agreements for the provision of supply teachers to the public sector. SiR accreditation, evidenced by its distinctive quality mark, recognises companies that meet the highest standards in terms of their operational and legal processes. Now Education can definitively reassure schools and teaching candidates of its compliance and quality credentials, in what is a highly competitive market. Commenting on being awarded SiR accreditation, Lewis Atkinson, Regional Manager at Now Education said Naturally we are delighted that we have been recognised as a highly compliant education staffing service. From the initial engagement to the audit itself, the process was very smooth and efficient. There was regular communication available when we needed it to help guide us through any required changes. I am therefore very happy to recommend SiR. Atkinson continues, The SiR accreditation has been one of the steps which has enabled us to become an approved supplier within the CCS framework, this should hopefully give confidence to new and existing clients which we hope will lead to increased sales. We feel that the process, documental and procedural requirements to meet the standard has helped to centralise useful information for employees and support/enrich existing internal and external policies. This coupled with how we have used the standard to enhance our logging and development of staff training will help ensure that we are offering the best to employees and stakeholders of Now Education. Randall concludes More and more recruitment businesses are seeing Standards in Recruitment as way of demonstrating their compliance credentials in a range of sectors. Our accreditation is recognised under the CCS and NPS frameworks, the National Association of Headteachers, TEAM, the UKs largest network of independently owned recruitment and employment agents and by ARC, the Association of Recruitment Consultancies, as a standard verification suitable for businesses operating in all kinds of placement, introduction or supply capacities. For further information about Standards in Recruitment please contact John Randall, engagement director SiR on: Tel: 0845 450 4415 or email: info@standardsinrecruitment.com , web: www.standardsinrecruitment.com
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42% of UK businesses are outsourcing their marketing
21-February-2019 - onrec.com
Marketing is a crucial activity for any business, but new research has revealed that many companies are choosing to outsource it to external agencies or freelancers rather than run it themselves in-house. Posted in Statistics and trends on 21 Feb 2019 Almost half of UK businesses dont handle marketing in-house Digital marketing is the sub category least likely to be handled in-house The top five reasons why marketing is outsourced revealed Marketing is a crucial activity for any business, but new research has revealed that many companies are choosing to outsource it to external agencies or freelancers rather than run it themselves in-house. A survey of 1,021 UK workers carried out by leading digital marketing agency, Marketingsignals.com , revealed that more than 42% of UK businesses dont handle their marketing in-house. For most companies its an area that theyd prefer to outsource due to the difficulties involved in staffing these types of roles with 1 in 3 (37%) saying they cant find someone qualified for the role and 35% saying they dont have the resource to handle it internally. Moreover, virtually 1 in 3 (32%) confessed that they prefer to outsource this to benefit from the expertise of external marketers. In addition to this, more than 1 in 4 (22%) said outsourcing their marketing activity offers them cost savings in the longer term The marketing sub category least likely to be handled in house was found to be digital marketing (63%), with Social Media marketing (59%) close behind. The third most common outsourced marketing category was email marketing (44%), followed by Public Relations (36%) and finally, direct marketing (29%). Gareth Hoyle, managing director at Marketing s ignals.com comments: The research shows how business leaders are relying on other means (be it a freelancer or an agency) to handle their marketing activity, rather than opting to handle this activity in-house. Interestingly, this appears to mostly be happening within the subcategory of the digital marketing sector. This is understandable however, as industry practices are regularly updating and it can be hard for businesses to keep up to date with the very latest developments in digital marketing. Therefore, having a dedicated external team that are experts in the field and have access to all the latest tool packages will help to coordinate and streamline the process. That said, business leaders need to ensure they are fully engaged and in regular dialogue with their outsourced team to ensure the activity is successfully achieving the business goals. Marketing Signals offer a wide range of digital marketing services including paid search, paid social, digital PR and technical SEO. For more information on Marketing Signals please visit www.Marketingsignals.com
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The highest paying jobs for women in the US
20-February-2019 - usatoday.com
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UK´s Prince Harry sees commandos go through their grueling paces
20-February-2019 - reuters.com
Britain's Prince Harry visited a Royal Marine Commando division on Wednesday to see them in action and present new recruits with the prestigious Green Beret that marks the completion of their...
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Southwest shares drop as mechanics labor dispute escalates
20-February-2019 - reuters.com
Southwest Airlines Co's shares fell as much as 6 percent on Wednesday after the low-cost carrier said it was investigating whether a conflict with its mechanics union was leading to a spike in flight cancellations.
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Vermont Workers Comp Rates to Decrease for Third Year in a Row
20-February-2019 - insurancejournal.com
Workers compensation insurance will continue to cost less for most Vermont employers when new rates approved by the Department of Financial Regulation (DFR) become effective on April 1, 2019. This is the third rate decrease since Governor Phil Scott took
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Hong Kong Insurer FWD Hires Ex-Deutsche Bank Dealmaker as M&A Adviser
20-February-2019 - insurancejournal.com
FWD Group, the insurer backed by Hong Kong billionaire Richard Li, has hired former Deutsche Bank AG dealmaker Tan Boon-Kee as senior adviser for mergers and acquisitions. Tan, who will be based in Singapore, started in her new role at
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Texas Woman Sentenced for $46K Workers Comp Fraud
20-February-2019 - insurancejournal.com
A Texas woman owes just over $46,000 to the states largest workers compensation insurance carrier after being sentenced for workers compensation fraud in a Travis County district court. According to Texas Mutual Insurance Co., Shannon Drew of Aubrey, Texas, Drew
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North Dakota House OKs Medical Marijuana Law Changes
20-February-2019 - insurancejournal.com
The North Dakota House approved legislation that would expand the list of medical conditions for which residents can use medical marijuana, add health care professionals who can certify patients for the drug and increase the forms it can come in.
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How to clean up your finances if you have more credit card debt than emergency savings
20-February-2019 - usatoday.com
29 percent of Americans currently have a higher level of outstanding credit card debt than they do emergency savings.
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Pharmacists, lawyers, CEOs: A look at the highest paying jobs for women
20-February-2019 - usatoday.com
While some women are employed in the highest-paid occupations, they tend to have much lower representation and are also paid less for the same work.
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N.J. Insurers, Regulated Entities Urged to Assist Marcal Employees Affected by Fire
20-February-2019 - insurancejournal.com
New Jersey Department of Banking and Insurance Commissioner Marlene Caride last week issued a bulletin encouraging insurers and entities regulated by the department to work with and assist employees of the Marcal paper products facility who lost their jobs after
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As Health Plan Deductibles Rise, Expect More Workers Compensation Claims
20-February-2019 - insurancejournal.com
Are employees injured at work more likely to file under workers compensation instead of group health insurance when their group health plan has a higher deductible? The Workers Compensation Research Institute (WCRI) found evidence they do in a new study
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ClickIQ expands International presence with first US appointment
20-February-2019 - onrec.com
Posted in Appointments Jim Stroud Joins ClickIQ as VP, Product Evangelist North America on 20 Feb 2019 Company Profile ClickIQ View profile » Following on from the incredible growth since launching in May 2017, ClickIQ, Europes leading automated job advertising platform, is thrilled to announce that the multi-talented Jim Stroud will be joining the organization as VP, Product Evangelist. The proud author of multiple books, as well as a media personality and keynote speaker on global stages, Jim has been a well-respected thought leader in the recruitment-sourcing industry for over a decade. He also continues to produce the popular podcast series, "The Jim Stroud Podcast," exploring the future of work, life and everything in between. Prior to joining ClickIQ, Jim was the Global Head of Sourcing and Recruiting Strategy for Randstad Sourceright, a global talent solutions provider. He has also helped the likes of tech giants Microsoft, Google, Siemens and Bernard Hodes Group, not to mention consulting for several startup companies. Co-founders, Richard Collins and Beverly Shaw, have commented, "We are delighted to welcome Jim to ClickIQ, his years of expertise within the recruitment industry will undoubtedly ensure that we hit the ground running in the US. As we are already working with several major US companies we decided to leverage our technology advantage and launch ClickIQ in the US. We are confident that Jim will help us to further our impressive journey, as we continue to grow internationally, as well as being able to put his own unique stamp on aspects of the business. In my position, I see a lot of amazing recruitment technology, most of which promises to be disruptive, Jim states. ClickIQ's award-winning offering certainly more than lives up to that potential and Im confident that it will be seen as the leader in the automated job advertising space in the very near future. When they approached me with the opportunity to join them to help build ClickIQ in the North American market, I jumped at the chance!" About ClickIQ: ClickIQ is an automated job advertising platform that uses the latest AI, programmatic and integrated chatbot technology to manage, track and optimize the performance of your recruitment advertising inreal time. Spend is focused where its needed most, to reach both active and passive job seekers across Indeed, Google, Facebook and an extensive network of job boards.
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REC response to latest February 2019 ONS labour statistics
20-February-2019 - onrec.com
UK labour market remains resilient, but fear remains of lower growth in the future Posted in News archive on 20 Feb 2019 Company Profile REC View profile » Todays labour market statistics published by the Office for National Statistics (ONS) show the number of vacancies at 870,000 for November 2018 to January 2019 16,000 more than for August to October 2018 and 46,000 more than a year earlier. This was the highest estimate since comparable records began in 2001. The unemployment rate was estimated at 4.0%, it has not been lower since December 1974 to February 1975. There were an estimated 1.36 million unemployed people, 14,000 fewer than for July to September 2018 and 100,000 fewer than for a year earlier. The employment rate was at 75.8%, higher than for a year earlier (75.2%) and the joint-highest since comparable estimates began in 1971. There were an estimated 32.60 million people in work, 167,000 more than for July to September 2018 and 444,000 more than for a year earlier. Average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) increased by 1.2% excluding bonuses, and by 1.3% including bonuses, compared with a year earlier. Recruitment & Employment Confederation (REC) director of policy, Tom Hadley commenting on ONS figures: Todays figures once again highlight the resilience of the UK jobs market, with record vacancies and numbers of people in work. However, we cannot this for granted as our JobsOutlook data shows a significant downturn in businesses confidence in the UK economy which is already impacting on future hiring intentions. There is a real fear, as we are seeing in the UK manufacturing industry, that we will see lower growth and fewer opportunities in the future. The political uncertainty surrounding our future relationship with the EU is only compounding matters and putting off businesses from making future hiring plans and deterring foreign companies from investing in the UK. The sooner employers get some clarity, the better it will be for our jobs market. On a positive note, the record number of vacancies shows that opportunities are there for job-seekers at present. The challenge in many sectors is finding the right candidates to fills these roles which is why recruitment professionals are playing an increasingly pivotal role in supporting employers to innovate and adapt their hiring strategies to an uncertain and evolving landscape. Click here to view all REC Press Releases
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IoC announces £4.8 million digital skills drive in higher education - response from CWJobs
20-February-2019 - onrec.com
The IoC launching a £4.8 million digital skills drive to grow tech skills in higher education sounds like a big investment according to Dominic Harvey, Director at leading tech/IT recruitment platform CWJobs. Posted in Opinion on 20 Feb 2019 The most reliable strategy for ensuring growth of the tech skills pool is to invest in the next generation of workers, to better facilitate young people who are seeking a career in the technology sector. This initiative, which utilises partnerships between the industry and some of the UKs leading universities is an important step in that direction, but we need to go further. In order for the UK to be a leader in areas like AI and data science, the government should use this momentum to replicate similar programmes in secondary education which will ensure that young people are being presented with opportunities earlier on in their academic careers and keep that talent pool full for decades to come.
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HEE report highlights challenging environment for NHS staff, says NHS Employers
20-February-2019 - onrec.com
In response to the HEE NHS Staff and Learners' Mental Wellbeing Commission report, Sue Covill, Director of Development and Employment at NHS Employers, said: Posted in Opinion on 20 Feb 2019 The NHS could not deliver quality care to patients without its staff. It is critical that we understand the needs of staff and learners and the NHS does all it can to support the wellbeing of its workforce. The findings and recommendations of the report continue to highlight the challenging environment in which our staff and learners work in but also the dedication and commitment of our staff to continue to deliver the best care they can to patients. We welcome the recommendations and the continued focus on key steps employers and staff can take to support and promote wellbeing. NHS trusts are working extremely hard to improve and support the wellbeing of their staff. Where this works well, organisations have strong leadership from their board to drive improvements, influence the culture of the organisation and engage with staff to provide the preventions, support and interventions needed.
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AdView announced as overall sponsor of the Onrec Awards 2019
20-February-2019 - onrec.com
7th March 2019 | The Grange St Pauls, London Posted in News archive on 20 Feb 2019 AdView is the #1 place to search the UKs latest job ads. As a top UK job aggregator, AdView compile over 1.2 million different jobs all in one place - meaning you dont have to look anywhere else for your next opportunity. The Ceremony, which takes place on the 7th March 2019 at the Grange St Pauls Hotel, London is a celebration of the success, innovation and achievements within the world of online recruitment. This prestigious Awards Ceremony now in its 14th year has cemented itself in the calendar as the industries must-attend event. Not only is it an evening to celebrate the success, innovation and achievements within the world of online recruitment, but it is also a chance to network with the very best suppliers and HR in recruitment. The winners will be announced at the ceremony on 7th March 2019, the evening will feature a welcome drinks reception, a 3 course meal and beverages. The shortlist can be found here - http://www.onrec.com/events/conference/awards2019/the-2019-onrec-awards-shortlist www.onrec.com/events/conference/awards2019
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Tips for how to master a relationship with a workaholic
19-February-2019 - usatoday.com
You may have the workaholic thing down, but does your partner? Buzz60s Tony Spitz has the details.
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Honda to shut plant in Britain, imperiling 3,500 jobs
19-February-2019 - usatoday.com
British businesses are issuing increasingly urgent warnings about the damage being done by the uncertainty around Brexit.
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Netflix Toronto production hub to create 1,850 jobs annually
19-February-2019 - reuters.com
Netflix Inc said on Tuesday it is creating a production hub with two studios in Toronto that is expected to create 1,850 jobs per year.
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Honda to close British car plant as Brexit looms
19-February-2019 - reuters.com
Honda will close its only British car plant in 2021 with the loss of up to 3,500 jobs, a major departure of Japanese investment announced just over a month before the United Kingdom is due to leave the European Union.
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Ford to close oldest plant in Brazil, costing 2,700 jobs
19-February-2019 - reuters.com
Ford Motor Co said on Tuesday it will close its oldest factory in Brazil and exit its heavy commercial truck business in South America, a move that could cost more than 2,700 jobs as part of a restructuring meant to end losses around the world.
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Maines BroGue Insurance & Financial Services Promotes Kinney, Hires Cole
19-February-2019 - insurancejournal.com
BroGue Insurance Financial Services has promoted Heather Kinney to agency manager and hired Derek Cole. Kinney began her insurance career in 1990 and has been a licensed agent since 1999, with experience in both personal and commercial lines. In
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PMC Insurance Group Hires Skinner as Assistant Vice President in Massachusetts
19-February-2019 - insurancejournal.com
PMC Insurance Group, a Bedford, Mass.-headquartered, national workers compensation wholesaler, has hired Richard Skinner as assistant vice president for its staffing programs division, StaffPRO3. In his new role, Skinner will be responsible for growing new business nationwide. He brings more
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Tech pledge: new job creation and diversity push in London
19-February-2019 - onrec.com
By Dominic Harvey, Director at CWJobs: Posted in Opinion on 19 Feb 2019 The tech industry has long been suffering in its attempts to find people with the skills needed to meeting the growing demand facing the UK. Bringing in people from more diverse backgrounds not only helps to meet demand, but will strengthen the industry with different ideas and viewpoints. Initiatives like this one are a great first step in highlighting the issue and bringing the industry together to solve the problem, but we need to go further. The government and businesses must work together to identify concrete ways to encourage more diversity in the tech industry, including reaching out earlier through schools, to ensure these types of initiatives are effective for generations to come.
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3 in 5 UK industries are sexist towards female applicants
19-February-2019 - onrec.com
New data from Adzuna.co.uk has revealed the level of gender-bias throughout the UKs job market and its industries through gender-coded language present in job adverts. Posted in News archive on 19 Feb 2019 60% of UK industries exhibit male-bias within their job ads Overall, job ads contain 17% more male-biased than female-biased language Industries with the most male-biased language are Consultancy , Property , Maintenance , Sales and Travel New data from Adzuna.co.uk has revealed the level of gender-bias throughout the UKs job market and its industries through gender-coded language present in job adverts. According to a study by Gaucher, Friesen and Kay*, gendered wording in job adverts has the effect of steering applicants to apply according to their sex. male-coded words such as lead and dominant encourage a higher number of male applicants to female applicants, whereas female-coded words such as sensitive and affectionate attract more female talent. Adzuna searched for a selection of 170 traditionally masculine and feminine words cited in the Gaucher, Friesen and Kay study within 1.2million job adverts every year from 2018 to 2014. The study discovered each job advert in the UK uses on average 17% more male than female-biased words. This bias is widespread across multiple sectors, with 60% of all UK industries exhibiting significant male-bias within their job ads. The UK's most biased industries according to gendered job ad language Consultancy, Property, Sales, Maintenance and Travel industries proved to be the most actively discouraging towards female applicants with each industry using 50% or more male than female-biased words in their job ads. While the Sales industry has seen some progress, falling from 84% (2014) to 50% (2018), job ads within Consultancy, Property, Maintenance and Travel industries have seen an increase in the use of male-coded words. These industries now use 72%, 54%, 51% and 46% respectively more male than female-biased language. On the contrary, the industries with the most female-biased language in job adverts in 2018 are Domestic Help Cleaning (60%), Teaching (38%), Social Work (30%), Charity Voluntary (27%) and Healthcare Nursing (12%). The UK's most neutral industries according to gendered job ad language The Admin industry hasnt varied more than 8% (2014) away from gendered wording over the past 5 years. In 2015, job ads in the Admin industry were completely gender free. However, the most neutral industry in 2018 was Retail, which used 5% more female-coded words than male-coded words. This is a quick turnaround, as in 2015, the Retail industry was using 50% more male than female-coded words. Time has encouraged progress Since 2014, job ads in the UK have seen the usage of masculine-coded words drop by 10%, from 27% to 17% more male-to-female words. The decline has been consistent since 2015, with it falling by 13% in the last four years. This trend is echoed across all job industries within the UK, with 78% moving towards neutral wording over the last five years, and only 19% of industries in the UK becoming more male-biased in their wording. Andrew Hunter, co-founder of Adzuna, commented: With studies showing the use of such masculine words in job ads directly discourage female applicants and our data revealing 60% of job ads are sexist towards women by using male-biased language, UK industries need to be more conscious about language during their recruitment process. Gendered wording in job adverts can have the effect of supporting the gender imbalance within industries that are already perceived as being male-dominated. While it is encouraging to see a general trend towards neutral language over the past few years, several industries need to make more of an active effort to combat gender-bias within their ads in order to subliminally encourage female talent. Unconscious bias may lead to accidental discrimination, but there is no excuse in 2019. Its time for employers to go back to the drawing board and redesign their recruitment basics in order to keep up with the times. Were already seeing movement being made towards gender equality when it comes to pay; why should attracting talent be any different?
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The CV is set to change with ever-evolving world of work, says Hays
19-February-2019 - onrec.com
As the careers paths of professionals begin to change and technology continues to advance, the CV will need to evolve to keep pace, says CEO of recruiting experts, Hays. Posted in News archive on 19 Feb 2019 Professionals about to enter the workforce are set to work for longer than any generation before them, and this means people are likely to change careers more often and take time out from their professions to focus on personal pursuits or other areas of interest. According to Hays CEO, Alistair Cox, this is set to impact the job search process, including the traditional CV. Gaps on CVs will become more common As professionals begin to experience non-traditional career paths and take career breaks, gaps in CVs will become more common. Jobseekers should therefore tailor their CV in a way that is relevant to the job they are applying for and where there are gaps, they should explain what they learnt during that time. Employers must also move toward reading beyond just the words on a CV and challenge their longstanding thinking that gaps on a CV are sometimes considered a red flag. Alistair explains; If you have been out of work for a period of time, communicate this via your CV. Career breaks are becoming more common, and if youve taken one, make sure you highlight how you kept yourself busy, whether you volunteered, undertook training courses or went travelling. Its also a good idea to start collating an online portfolio of your work this will help you condense the information on your CV, whilst still providing the reader with evidence of your achievements. Skills should be the focus Alistair describes skills as the new currency in the workplace, explaining this is due to technology being ever-changing and points out that the lifetime value of a skill is becoming shorter and shorter. For this reason, more emphasis and significance should be placed on a jobseekers current skills and potential, rather than past experiences. This also means upskilling is now essential to a professionals success and people must undertake training and set time aside for learning to enhance their skills base. Alistair adds; Instead of automatically thinking you need a candidate with X years of experience, question and challenge yourself on that. Would a candidate who has all the right skills and bags of potential, rather than years and years of experience actually make more sense? Resist the temptation to dive into writing the job description on autopilot. Instead, start by thinking about what skills are needed for the role, your team and for your business, both now and in the future. Your CV must be written for both man and machine Technology is driving a lot of the change in the world of work, including the initial selection process of potential candidates. As CVs are increasingly assessed by not only humans but machines too, professionals will need to start tailoring their CV toward search algorithms. Alistair explains; Artificial intelligence and automated machine learning algorithms may well be used in conjunction with the recruiter or hiring manager to screen your CV. Alistair adds, Ensure you think carefully about the most relevant keywords you could use. For instance, try referring back to the job description and include similar words on your CV. Dont be afraid to make it personal Alistair states that a CV doesnt always clearly demonstrate a jobseekers passions, yet it is important these are exhibited to potential employers. Beyond the usual skills and experience which appear on a traditional CV, it is essential jobseekers use it as an opportunity to communicate what they are passionate about and what drives them in their career. Alistair explains; Despite all the amazing benefits that technology can bring, its still the human touch that delivers the most value. Not only that, but as we are all facing the prospect of working for longer, the lines between our working and personal lives are becoming more blurred. Both of these factors, many would argue, mean that seeing a candidate as more than just words on a screen is becoming more important. Alistair concludes with; The nature of how we work is changing, and therefore, so is the nature of the CV. But the fact remains that, despite many predicting its demise, a well-written and well-structured CV can open doors for you that you always thought would remain firmly closed. It can start conversations with people you never thought youd ever be able to get airtime with, and importantly, your CV remains a key tool in helping you land you an interview for the job of your dreams. This content originally appeared as a LinkedIn Influencer blog
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Two out of five recruiters risk GDPR non-compliance
19-February-2019 - onrec.com
42% still use paper-based filing to store sensitive data Posted in News archive on 19 Feb 2019 Credas, the identity verification solution, has found that 42% of those working in recruitment are compromising GDPR legislation by storing personal data in paper filing systems, with a further 20% still using spreadsheets. Despite this, the research also found that almost a third of recruiters (31%) felt GDPR was one of the biggest concerns facing their business this year. Rhys David, CEO of Credas said: GDPR legislation demands that businesses hold data safely and securely, and only that which is absolutely necessary, and yet it seems that many in the recruitment industry are unclear about what is expected of them when it comes to best practice. When asked about the measures they have taken to ensure GDPR compliance since May 2018, some respondents listed paper-based processes such as locked floor to ceiling cabinets, better use of paperwork and stricter filing processes which shows that there is still a great deal of confusion around how we should be storing our data. The EU advises that access to personal data be limited to those involved in its processing**, and with 82% of recruiters receiving paper copies of candidate ID documents, there is a great deal of information accessible if digital storage isnt used. Rhys continued: Although GDPR felt like a looming deadline in May of last year, many argue that it came and went without impacting business in the way we expected. In fact, 28% of our respondents felt that GDPR had not impacted them at all, and yet we are now seeing more and more businesses falling prey to investigations and serious fines in light of non-compliance. There have been over 10,000 reports of GDPR data breaches in the UK so far***, and as businesses have now had almost a year to get their books in order there is likely to be very little leeway in avoiding a fine if they are found not to be storing data efficiently. In the days when ID fraud is on the increase businesses that look after personal data need to be mindful that there are more robust storage solutions out there, and paper-based systems are no longer good enough. Credas provides a solution for recruitment businesses who want to carry out quick and easy identity checks, but also to store data more securely than ever before. To that end, the Credas platform can integrate with existing HR management systems - saving time on making the switch to a digital, more compliant approach to candidate onboarding. Credas launched in May 2017 and provides a simple, smart and secure way of verifying someones identity using real-time facial recognition technology. Its innovative facial recognition technology allows companies to carry out simple, slick and, most of all, compliant Right to Work and Know Your Customer (KYC) verification checks both face to face and remotely. The Credas app is compatible with all mobile devices (iOS and Android), ensuring that the verification process can happen swiftly, safely and at any time thats convenient. More information can be found at www.credas.co.uk . *The study was conducted by OnePoll between 25 th Jan and 4 th Feb 2019 and polled 200 adults who make recruitment and hiring decisions. ** https://eugdpr.org/the-regulation/ *** https://www.law.com/corpcounsel/2019/02/11/59000-data-breaches-in-eu-since-gdpr-took-effect-report/?slreturn=20190112065232
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REC Expels Recruiter ARZ Management Ltd for Breaking the REC Code of Professional Practice
19-February-2019 - onrec.com
ARZ Management Ltd has been expelled from membership of the Recruitment & Employment Confederation (REC) for breaching three principles of the REC Code of Professional Practice (the Code). Posted in News archive on 19 Feb 2019 Company Profile REC View profile » Following the revocation of a Gangmasters Labour Abuse Authority (GLAA) licence, the REC sought to conduct a comprehensive investigation including inviting ARZ to answer questions from the REC Professional Standards Committee (PSC). ARZ did not respond to the RECs repeated requests for information and engagement within the timeframe allotted to them for complying with the investigation. The PSC therefore based its decision on the GLAAs investigation. The findings were that they had amongst other things contravened GLAA licensing standards, not ensured all workers were given copies of their contracts, or correct calculations of annual leave or holiday pay. In addition not all employees were provided with payslips. The parts of the REC code which were therefore breached were, Principal 1 respect for law, Principal 5 respect for safety, and Principal 8 respect for prompt and accurate payment. REC Professional Standards Committee (PSC) Chair Rebekah Handford said: We expect the highest standards of compliance and customer service from REC members so that the REC badge is something clients and jobseekers can trust. The vast majority of our members recognise their responsibilities and operate professionally and ethically at all times. That said, when a member is found to have acted outside of our code we will take timely and robust action to deal with them. In instances where a complaint is made about an REC member, we investigate and where possible work with our recruiters to help them comply. However on this occasion ARZ didnt respond to REC requests to help with the PSCs investigations in a timely way. This left us with no option but to expel them based on the findings of the GLAAs inquiry which lead to the revocation of their GLAA license. We have a duty to our members to deal robustly with instances of wrongdoing. We encourage clients and candidates with evidence of bad practice to get in touch so we can hold recruiters to account. Ensuring the highest professional standards are maintained throughout our membership is extremely important to us. All recruitment agencies must adhere to the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and the Employment Agencies Act 1973, which are the main statutory rules governing the conduct of recruiters. REC members go beyond these statutory requirements and commit to follow the RECs Code of Professional Practice .
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Tariff uncertainty could hurt auto industry more than plant closures in 2019
18-February-2019 - usatoday.com
Broad U.S. import tariffs and trade restrictions could cost 366,000 jobs, nearly 100 times whats at stake in GMs controversial plant closings.
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How to Understand That a Candidate Is Lying in an Interview
18-February-2019 - onrec.com
Have you ever felt that sometimes people are trying to fool you during job interviews? Posted in News archive on 18 Feb 2019 Some people tend to present themselves better if they are actually striving for a prospective position. It may lead to hiring the wrong person, wasting time and getting a high turn-over rate. Sometimes it is difficult to uncover the truth because the time of the interview is very limited. If this situation is familiar to you, here are some tips to unveil the fake candidate. So, how to tell when someone is lying ? Vague Responses The fact that people who tell truth speak differently from those who tend to lie is not new. Scientists came to this conclusion based on data from textual analysis. You can apply this knowledge in practice to make better HR decisions. For example, if you see that a candidate tends to speak in generalities, without giving specific answers or gives you vague responses be sure: they lie! Undoubtedly, you cannot 100% state that a person who is giving vague responses isnt telling the truth, but this is the most common linguistical tip denoting a lier. Describing Past Experiences Usually, candidates are asked about their experiences and past achievements. High performers are specific and eagerly share detailed stories as they dont have any reason to lie. For example, you may ask them about their experience of working in a team. They are supposed to answer with full details: how they were involved in brainstorming sessions, discussed interim results of a project, shared ideas of how to do the job better, what they felt while working in a team, what were the relationships in a team, etc. Truth-tellers describe a real-life story using first-person pronouns as they indeed had these experiences. People who want to conceal the truth are not willing to describe any specific details related to their teamwork experiences. A made-up story lacks details and doesnt sound realistic. Such a story can be unrealistically straightforward and vague. People hiding the truth tend to use second or third person pronouns that psychologically keep them out of their own lie. Typically, their responses sound like we had a really great team, I met really smart people there, we had a lot of great ideas, we met all the time, etc. Non-specific answers of your candidate, using hypothetical language (could do) or qualifiers (really smart, really great, always discussing) indicate a lier . Body Language Sometimes job candidates lie to win a good position if they dont have necessary skills or experiences. You can identify whether a person tells truth or lies by scanning their body language. There are a lot of books and blog posts available on the internet describing body language patterns. For example, if a candidate avoids eye contact or fidgets, probably, they are not honest. However, it is natural to be nervous during an interview. Therefore, this can be an unreliable cue to identify a lier. Here we list several cues which may indicate deception: Crossing arms (a candidate doesnt want to disclose information, isnt willing to maintain contact or stifled); Leaning away on a chair (a candidate implicitly wants to distract himself from a conversation for some reason); Touching hands (candidates instinctively try to calm themselves down when they are nervous); Touching face (this is an instinctive behavior of someone who is not telling truth). You may wish to conduct a lie detector interview to reveal whether your job candidate lies or not. But how much is a lie detector test ? This is an expensive pattern to detect lying in an interview : the cost of lie detector testing varies from $200 to $2000 for a two-hour single-issue exam. Besides, some people can control their emotions very well. Non-Verbal Cues Non-verbal cues can tell that your candidate is lying if: His facts are contradicting; His answers are overly scripted; His answers are excessively chronological. These behaviors often correlate with lying. However, sometimes it is really difficult to identify whether a candidate is lying. Good news: you dont need to spend a lot of time trying to identify this because time is precious. What you need to do is to predict whether a candidate could be a high performer at a new position. Therefore, try to ask more questions related to their knowledge, abilities, and skills. Its also important to reveal whether they meet the requirements for this position. Sometimes interviewees fail because an interviewer cannot ask proper questions, but not because they are lying. For example, you need to interview your candidate by asking the related questions when you hold a resume for teacher job application . You need to prepare interview questions and materials in advance to be able to ask job-specific questions and reveal the level of qualification of your candidate. Test Candidate s Skills If you have any doubts that your candidate is lying, you may try to test their skills. It is easy to buy essay online and have a perfect cover letter, but when it comes to direct communication, you can use a competency-based interview to find out whether your candidate possesses the skills they claimed to have. You need to ask what a potential employee did and how they did something and then watch if they quickly reply to the questions or not. If the candidate is mumbling or making pauses when sharing their experiences, most probably, they are not confident in their response that may indicate low expertise or attempts to demonstrate experiences or skills they dont possess. Check References All is fair in war. An interview is a process when you have to discover as much information as possible at a limited timeframe. Therefore, you may ask for references to confirm your candidate has necessary skills of experiences. This is a normal practice in the job application process. Ask if your candidate can provide you with referencing this will help them be more honest. You will need to carefully check the dates of employment, companies a candidate worked for and tasks completed. This will help to collect as much information as possible to make appropriate conclusions regarding the personality of your candidate and compare the facts. Check Candidate Social Media Profiles Social media profiles can be an additional source of information about your candidate. Sometimes the style of life, habits, and photos can tell more than thousands of words. This information is free of charge and it allows you observing your candidate in an informal setting. It may help to understand better if a person is prone to lie or not. For example, LinkedIn or UpWork is an excellent starting point to check the online profile of your candidate and compare it to their CV. You can refer to their profile during the interview and ask for their comments if any inconsistencies were found. Rely on Experience and Intuition If you are an experienced interviewer, you can understand when a person is lying without any difficulties. Probably, you need more communication and practice to be able to reveal liers. Sometimes it is worth to be attentive and listen to your inner voice. However, you need to be cautious not to excessively rely on your intuition. As a rule, facts are better arguments because interviewers need to be objective.
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Honda plan to close UK plant is not due to Brexit: lawmaker
18-February-2019 - reuters.com
Japan's Honda plans to shut its British car plant in Swindon by 2022 with the loss of 3,500 jobs but the decision is not related to Brexit, a local lawmaker told Reuters on Monday.
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Honda to close UK car plant with the loss of 3,500 jobs
18-February-2019 - reuters.com
Japanese carmaker Honda is set to announce the closure of its only British car plant in 2022 with the loss of 3,500 jobs, a lawmaker told Reuters, in the latest blow to the UK car industry as Brexit approaches.
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Auto industry lines up against possible U.S. tariffs
18-February-2019 - reuters.com
The U.S. auto industry urged President Donald Trump's administration on Monday not to saddle imported cars and auto parts with steep tariffs, after the U.S. Commerce Department sent a confidential report to the White House late on Sunday with its recommendations for how to proceed.
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Research shows employers DONT KNOW what professionals want from a job offer
18-February-2019 - onrec.com
With many misjudging how important location and flexible working are to employees Posted in News archive on 18 Feb 2019 Company Profile CV-Library.co.uk View profile » Despite 89% of UK employers claiming to know what professionals find most attractive in a job offer, new data reveals that two fifths (40.4%) actually get it wrong. Thats according to the latest survey from CV-Library , the UKs leading independent job site. The survey asked 1,200 job hunters what they believe to be the most important aspects of a job offer. It also asked 300 employers what they believe professionals deem to be the most important. When comparing the responses, the data reveals some discrepancies. While 81.6% of professionals voted salary as the most important factor, only 59.6% of employers thought this would be the case. Other key findings include: Employers believe location to be the least important part of a job offer (5.6%), while professionals vote this as their second most important factor (74.7%) Whats more, nearly half (48.5%) of professionals placed working hours as the third most important part of a job offer Flexible working is crucial to one in four job hunters (22.5%), yet only 13.6% of employers believed this to be a priority Finally, 21.1% of employers said benefits and workplace perks are an attractive factor , compared to 18.5% of workers Lee Biggins, founder and CEO of CV-Library, comments: With so much uncertainty across the job market right now, its crucial that businesses are doing all they can to attract talented new recruits. Misjudging what candidates are looking for in a job offer can have harmful repercussions for an employer. As such, employers need to have a clear understanding of what professionals want from a job, so they can ensure theyre investing in the right areas and offering competitive packages. Whats more, professionals were asked to reveal what they look for when scanning a job description, with 91.6% saying they look for set criteria. Interestingly, 51.7% even said they wouldnt apply to a job if the description didnt contain the following: Location 84.7% Salary 77.6% Job title 43.8% Working hours 41.7% Flexible working 22.5% Biggins concludes: Todays professionals know what they want from a job offer and those that are aware of the current climate also know that they can afford to be picky with their choices. With many nervous to switch roles amidst ongoing uncertainty, its going to take a competitive package to encourage them to leave their current position. For this reason, your job descriptions need to clearly show the salary, location, job title and working hours, otherwise you risk losing out on applications. Make this information easy to find and dont forget to shout about the great perks you have on offer as well! 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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Amazon invites Ocasio-Cortez for tour, calls worker claims untrue
16-February-2019 - reuters.com
A senior Amazon.com Inc executive on Friday disputed claims raised by Representative Alexandria Ocasio-Cortez that Amazon workers face "dehumanizing conditions" as being untrue and invited her to take a tour of company facilities.
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How Financial Preparation Services Can Help You
15-February-2019 - onrec.com
Financial Preparation Services is a private company that is committed to educating individuals about available options regarding the repayment of their student loans. Posted in News archive on 15 Feb 2019 More often than not, these options are not disclosed to them by loan services. Ultimately, there is no right way to the pay a student loan and each case must be assessed according to its own merits. Your personal and financial situation will determine the option or repayment plan that you choose. Financial Preparation Services play a vital role in assisting individuals to figure out a plan and a path that works for them according to their unique needs. While student loans can prove to be stressful, having the right type of support and knowledge can help you manage your debt more efficiently. Financial Preparation Services is a document preparation company that is able to assist individuals to manage their student loan debts. Their main goal is cultivating a performance-based system that places customer satisfaction high on the list of goals. This is why the company only takes the fees once you have made your first repayment towards your loan. Ultimately, the performance-based system gives them the motivation that they need to fulfill their end of the bargain and only once this is done will they be paid for their services. Pursuing an education should always empower you and not hinder you in your future endeavors. This is why the company assists individuals to manage their student loan debt by giving them an understanding of their finances, budget, professional status and family household in the way that it relates to the programs available. They also explain existing programs in detail, outlining advantages and disadvantages and explaining exactly how it affects the individual. They also take the hassle out of completing tedious paperwork by doing it for you. So you can trust Financial Preparation Services to conduct proper document preparation and filing relating to specific federal programs. They always strive to provide the best possible standard of services available in this industry. This is why they always abide by consumer protection laws. They have also partnered with a dedicated account provider that serves as an escrow platform as well as a banking platform for clients. Therefore, your money is secure until they complete the work that they have promised. All services that are to be offered by Financial Preparation Services are fully disclosed before enrolment and prior to you signing any documentation. Their goal is and always has been 100% client satisfaction. They know that no two clients are the same and therefore they do their best to create custom-made solutions for each and every individual. Financial Preparation Services will also give you a full analysis and evaluation of your current financial situation. During this process, they determine which programs you may qualify for, give you a report and also give you the option to decide which programs you believe are best suited to your repayment needs. So get a hold of Financial Preparation Services phone number today and give them a call so they can assist you promptly and efficiently.
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How Amazon scrapped its plans for a New York headquarters
15-February-2019 - reuters.com
More than a year of work to bring Amazon.com Inc's headquarters and tens of thousands of jobs to New York City ended on Thursday with a couple of phone calls.
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Exclusive: China ride-hailing giant Didi plans Chile, Peru launches to take on Uber
15-February-2019 - reuters.com
Chinese ride-hailing giant Didi Chuxing is planning to take on U.S. rival Uber in some of Latin America's fastest-growing markets, recruiting managers in Chile, Peru and Colombia, according to job postings and a company official.
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CV-Library forms exclusive partnership with The UK Careers Fair, to help connect candidates and employers across the country
15-February-2019 - onrec.com
The UKs leading independent job board, CV-Library, is delighted to announce that it is working in an exclusive partnership with The UK Careers Fair, to help connect candidates and employers at over 70+ events across the UK this year. Posted in News archive on 15 Feb 2019 Company Profile CV-Library.co.uk View profile » The UK Careers Fairs will host events across 50 different locations in 2019, providing a networking platform for both candidates and employers to meet and discuss potential employment opportunities. The partnership will see CV-Library gain promotion at the events and on social media, with the popular job board promoting the UK Careers Fairs events on its popular Career Advice blog and social media channels. Lee Biggins, founder and CEO of CV-Library, comments: Were delighted to be working with the team at The UK Careers Fair, as we continue to explore new ways to connect UK employers with the very best talent. Were both passionate about helping connect local candidates and employers and its great to be able to work together to achieve the same goal. Alongside this, its also a fantastic opportunity for us to push our brand in front of active candidates, ultimately ensuring that we keep our candidate traffic levels extremely high. At any one of The UK Careers Fairs, there will always be a wide variety of organisations exhibiting on the day, alongside a wide variety of different roles to suit various skills, experience and educational backgrounds. The events are open to anyone and everyone and are completely free to attend. Employers can also get in touch with the team at the UK Careers Fair to discuss exhibiting packages. Jordan Lawson and Joseph Hardy, co-founders of the UK Careers Fair both add: We are extremely excited to be partnering with CV-Library. There is an obvious and clear synergy in the services both organisations provide CV-Library is the ideal partner to support our core strategy of providing the ultimate networking platform for candidates and employers alike. Since The UK Careers Fair launched last year we have grown significantly and having a market-leading partner will prove vital as we continue to navigate across new territories throughout the UK. 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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Digitalization and Recruitment: How Employers Can Hire Top Skilled Talent in 2019
15-February-2019 - onrec.com
The internet has changed many aspects of our lives. Employment is, without a doubt, one of the impacted ones. Posted in News archive on 15 Feb 2019 This is true on both sides of the fence. Recruiters and candidates alike have to deal with a new environment and its own requirements. Adapting to the way things work is more important than ever if you dont want to get left behind. Thats because technology has made the market move very fast, and in some cases, it can be hard to predict where things will go. Getting an Objective Overview Modern technology makes it easy to show people what they want to see. This can be harmful in a professional context, and it can lead to incorrect decisions for your business. You need to be careful when judging candidates and partners and ensure that you always see the full picture. A common issue is that someone might try to alter the content theyre serving you if they detect that youre from a specific company. It happens more often than youd think. Its a common problem in some industries, and its legal as long as its done in a certain way. This means that you need to be on the lookout for potential traps of this kind. Spotting them can be difficult, though, even if youre already familiar with your line of work. This can be avoided by using solutions that reroute your connection. A business VPN is an excellent way to avoid most issues of this type. Try to check how it looks from several different countries if your VPN subscription allows you to change that without any problem. You might come across some surprising revelations. It doesnt cost much to get an account with a right VPN provider, and its in your interest to research that. Using Technology to Your Advantage Technology is everywhere, and workplaces are no exception. Many studies keep pointing toward the same results. Companies are adapting to modern technology in different ways, and the workplace of today is changing fast. Its hard to predict where things will go a decade from now. One thing is clear though there is a growing demand for technological skills among job candidates in all industries. This can make those skills an advantage for the average candidate. At the same time, it means that one needs to push even harder than before to stand out in the crowd. Theres also the matter of using technology to filter out candidates better. This is something many companies can benefit from, although we dont see it utilized that much yet. Improving Your Hiring Rate Processing the growing number of applications coming your way can be a real challenge. Even if youre prepared with a specific list of qualifications youre interested in, you may still feel lost. It can take a long time to filter out the wrong candidates and distill the list into something more meaningful. Technology has an answer to this problem as well. You can use modern tools to go through your incoming applications and sort them according to criteria that might not seem obvious to you at first. Whats important is that those features mean something to your analytical tools. You should follow up on the hints they give you, as this will allow you to speed up your hiring process. It will also improve your accuracy rate, which is another problem many companies have to deal with today. You may not even realize that youre brushing off a large number of worthy candidates. The Importance of Training When looking at employment surveys, one of the most common factors for dissatisfaction seems to be the lack of adequate training. Many companies remain clueless about how they should be training their employees. This can reflect in various ways on their long-term performance in the market. Its important to start addressing this problem early on because its only going to get more difficult later. Providing an environment in which your employees can train each other is a good first step. Its also something modern technology can be very helpful with. Make sure that you are still in control of the situation. Often check up on the status of your training procedures. If you want your company to always have the best talent available, you will need to put some extra effort into your recruitment process. Harnessing modern technology is a good first step. It can make your business much more flexible in certain areas. At the same time, it can free some of your resources for other purposes. Theres a reason why so many big companies are looking into automating their processes these days. As long as you apply these solutions in a calculated manner, they can be of great benefit.
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NSAIDs Overtake Opioids as Top Workers Comp Drug in California
15-February-2019 - insurancejournal.com
Non-steroidal anti-inflammatories, or NSAIDs, have supplanted opioids as the most common therapeutic drug group prescribed to injured workers in California, according to a new California Workers Compensation Institute study. The study also finds that payment data show that both dermatological
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Yamazaki Colwell Joins Alliant in Atlanta
15-February-2019 - insurancejournal.com
Yumi Yamazaki Colwell has joined the Employee Benefits Group of Alliant in Atlanta as first vice president. Yamazaki Colwell has experience in the global automotive/manufacturing industry, particularly in the U.S. and Asia, and will provide a full range of benefits
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Hub International Acquires Assets of Toronto-Based Firstbrook Pointon Benefits
15-February-2019 - insurancejournal.com
Hub International Ltd., the Chicago-based insurance broker, announced it has acquired the assets of Firstbrook Pointon Benefits Inc. Terms of the transaction were not disclosed. Based in Toronto, Ontario in Canada, Firstbrook Pointon Benefits is a full-service employee benefits consulting
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N.Y. Construction Worker Injured by Steel Plate
15-February-2019 - insurancejournal.com
Police in Long Island, N.Y., say a construction worker has his legs severed below the knee when a steel plate knocked him into a hole and landed on him. Officials say the unidentified 39-year-old man was working to install a
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Texas Bill Would Protect First Responders Work Comp Claims from Illegal Denials
15-February-2019 - insurancejournal.com
A bill recently filed in the Texas House of Representatives would penalize insurers that illegally deny Texas first responders access to medical treatment for line-of-duty injuries covered under state workers compensation laws. According to one of the authors of House
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Losing a job in your 50s is especially tough. Here are 3 steps to take when layoffs happen
15-February-2019 - usatoday.com
Losing a job in your 50s is a devastating moment, especially if the job is connected to a long career ripe with upward mobility.
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How to avoid falling for a dealers yo-yo financing scam when shopping for a car
15-February-2019 - usatoday.com
If you buy a new or used car, and a few days later the dealer tells you theres been a problem with your financing, alarm bells should go off.
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Papa Johns serves up college tuition benefit to employees of pizza chain
15-February-2019 - usatoday.com
Troubled pizza chain Papa Johns will pay college tuition for its employees and assistance for franchisees.
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How to Adopt a Recruiting Metrics Culture
14-February-2019 - onrec.com
As technology streamlines every aspect of applicant tracking and recruitment, from posting job opportunities to application sourcing and onboarding, analyzing data becomes more complex. Posted in News archive on 14 Feb 2019 It can appear to be an impossible task to curate data and metrics and analyze whether your companys recruitment efforts are on track. Easily sourcing and analyzing the relevant, valuable metrics is the key to identifying gaps in your process and streamlining recruitment vital in a highly-competitive job market. The task is broken down into three simple steps. These three steps will help you create a metrics culture and mindset and develop a recruitment powerhouse. Adopt the Recruitment Metrics Mindset The first step is a decision to adopt a metrics mindset. As a leader of your team, you must make the decision to view every piece of the data puzzle as a piece of the bigger whole. It is important to keep the big picture in mind, rather than focusing on single transactions or falling back to older, slow, and less effective methodologies. Once you step back and look at your overall performance metrics, you can pinpoint inefficiencies accurately to assist in making improvements in the process. Viewing the full scope of the metrics will also enable you to see the shifts and variations that occur at different times of the year in order to adjust recruitment and business cycles. Outline the Recruiting Metrics to Track The second step is to identify the metrics that are most important to understanding and adjusting your recruitment process. Not all metrics contribute to an enhanced, streamlined recruitment process. Identify and define the metrics from the available data that will give you the most insight into your recruitment process. These following five recruiting metrics provide a jumping-off point: Source of Hire/Job Board Performance Its important to try different methods of sourcing candidates whether its multiple job boards, social media, or referrals. Outline this metric to track which boards or social media platforms are delivering the best performance. Job Optimizing Metrics Outline how you can track metrics around your job posts and keywords. Google Analytics is a great tool for researching what keywords to make sure are included in your job posts. Time to Hire Tracking time to hire metrics across all job categories from executives and management to hourly roles is imperative to planning and time allocation for your hiring managers. Interview to Offer Conversion Rates Sourcing candidates is only the beginning. Tracking the conversion rate from interview to offer and offer acceptance can give you insights into where improvements can be made to your recruiting process. Tools to Implement the Recruiting Metrics Mindset The third step in creating a metrics culture in your organization is to research, source, and adopt tools and technology to implement the tracking and understanding of metrics. You can start by looking at the range of tools already in use in the recruitment process in your organization. Reach out to accounting and other departments for data and research tools that can be accessed for analysis. Once you have sourced and implemented the tools and technology to track the metrics, gain more insight from periodical reports to increase both the efficiency and overall efficacy of the recruiting process within your organization. Though the initial first step into creating a metrics mindset and culture in your organization may appear intimidating, the three main steps of adopting, identifying, and implementing metrics into your company culture will help you move toward developing a standard process and structure to streamline your recruitment process. As the process becomes more efficient, adopting a metrics mindset requires time and effort in the initial stages, but once the data analysis process is in place and the necessary changes made, the entire recruitment process becomes more effective, faster, freeing up HR department time. Michelle Lanter Smith is the Chief Marketing Officer of EPAY Systems , where she oversees the companys go-to-market strategy, customer success and technical support operations. Michelle brings 20+ years of leadership experience in driving revenue growth for high tech and service-driven firms. She graduated summa cum laude from Marquette University, where she earned her Bachelor of Science degree in Business Administration. She holds a Masters of Business Administration with distinction from Northwestern Universitys Kellogg School of Management.
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Trump to get U.S. Commerce Dept recommendation on auto tariffs
14-February-2019 - reuters.com
The U.S. Commerce Department is set to meet a Sunday deadline to deliver its recommendations to President Donald Trump on whether imported vehicles and parts pose a national security risk and to outline options on how to address the issue, officials said Thursday.
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Feeling unwelcome, Amazon ditches plans for New York hub
14-February-2019 - reuters.com
Amazon.com Inc abruptly scrapped plans to build a major outpost in New York that could have created 25,000 jobs, blaming opposition from local leaders upset by the nearly $3 billion in incentives promised by state and city politicians.
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Amazon´s NY exit spurs reactions on money saved and jobs lost
14-February-2019 - reuters.com
Amazon.com Inc's decision on Thursday to scrap its proposal to locate a second headquarters in the Queens borough of New York City ignited a sea of dueling reactions on Twitter, with some calling it a victory for working people while others said it meant that fewer people would work.
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#FedValentines is back; roses, rates and job market slack
14-February-2019 - reuters.com
In January, the Federal Reserve delivered what investors took as a kind of love letter, a rate-hike pause that sent stock markets soaring. On Valentine's Day, U.S. central bankers offered tender missives of a different sort.
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Texas Indoor Gun Range Cited for Lead Exposure, Fined $214K
14-February-2019 - insurancejournal.com
An indoor gun range in Killeen, Texas, has been cited and fined more than $214,000 for exposing employees to unsafe levels of lead, federal safety regulators said. The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited
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Mississippi Sues Federal Government Over River Flooding
14-February-2019 - insurancejournal.com
The state of Mississippi on Monday sued the federal government, claiming a dam complex in Louisiana that keeps the Mississippi River from changing course is harming state land. The suit seeks at least $25 million in damages and touches on
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UK professionals aren´t feeling the love this Valentine´s Day, with 55.6% revealing that they want to break up with their job
14-February-2019 - onrec.com
Although Brits might be content with their love lives this Valentines Day, over half (55.6%) of UK professionals are unhappy in their current job. Posted in Statistics and trends on 14 Feb 2019 Company Profile CV-Library.co.uk View profile » Shockingly, 42.6% of the population believed that the best solution to unhappiness in the workplace would be quitting. Thats according to the latest survey from CV-Library , the UKs leading independent job site. The survey asked 1,200 UK professiona ls how they felt about their current job and what the main drivers behind this were. As such, the top ten causes of unhappiness in the workplace emerged as follows: Not being paid enough (42.9%) No room for progression (38.7%) Poor company culture (33.4%) Poor work life balance (26.7%) Boring daily routine (22.1%) Not liking their working hours (17.3%) Not liking the ir boss (15.9%) Having a long commute (14.6%) Not liking their colleagues (8.3%) Work affecting their private life (5.9%) Lee Biggins, founder and CEO of CV-Library, comments: Its normal to have parts of your job that irritate you, especially if youre working in a s tress ful environment. However, if these grievances are making you dread going to the office in the morning, then get to the root of the problem. Set aside some time to work out whether its your career choice which is making you miserable, or just the environment that youre in. Drastically, over half of professionals (55.3%) believe that it s best to start looking for a new job if youre unhappy at work. Despite this, 56.1% said that people give up on their job too easily, listing the following as their top advice to those thinking of quitting: Take positive steps to improve the situation (53.1%) Remember it could just be a rough patch (35.2%) Be honest with your manager (20.3%) Try not to let your private life affect work (12.5%) Biggins concludes: Before you decide to move on from a job, make sure that youve really thought through your decision. Especially if youve just started a new position, as it can take months to really settle into a routine. Alternatively, if youve spent years at a job and are bored of routine, then try switching things up. Although some parts of your job may be out of your control, c reate opportunities for yourself. Seeking out new responsibilities could even lead to a promotion! 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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Test Partnership Launches MindmetriQ, a Cutting Edge Series of Gamified Assessments
14-February-2019 - onrec.com
MindmetriQ is a revolutionary new series of validated, scientifically robust gamified assessments for use in employee selection. Posted in Launch on 14 Feb 2019 Company Profile Test Partnership View profile » Test Partnership has just launched a brand new series of gamified assessments designed to measure specific cognitive abilities linked to job performance. MindmetriQ comprises six unique, fully mobile gamified assessments developed using the latest advances in psychometric science. MindmetriQs fun and engaging design also delivers an excellent candidate experience, helping to minimise test anxiety and reduce candidate attrition. About MindmetriQ To capitalise on the advantages that gamification offers when designing cognitive ability tests, Test Partnership has launched the MindmetriQ series of scientific gamified ability tests. This series comprises six unique games, each designed to measure a range of cognitive abilities essential to the workplace. When all six games are completed and their scores are aggregated, this provides a superior measure of general cognitive ability. The construct validity achieved by MindmetriQ is in fact better than that achieved by many traditional ability tests (see below). MindmetriQ holds several advantages over traditional ability tests and most other suites of gamified assessments, which include the following: Benefit 1: More Valid and Reliable The biggest advantage of the MindmetriQ series over other gamified assessments is its use of computer adaptive testing (CAT). CATs dynamically adapt the difficulty of the assessment to match the specific ability of each candidate. As a result, the assessment gets slightly harder after each correct answer, and slightly easier with each incorrect answer, homing in on the candidates true level of ability. This ensures that each candidate receives the optimal set of questions for their ability level, significantly improving reliability. The CAT nature of MindmetriQ has the added advantage of being far more secure and difficult to cheat on, as each candidate receives a unique combination of questions. The MindmetriQ series achieves construct validity with other general ability measures ranging from r=0.53 to 0.69, p<0.001 , which is in line with industry best practice. Reliability of the MindmetriQ series achieves a Cronbachs alpha of 0.7 , which is also in line with industry best practice. Benefit 2: More Engaging and Stress Free The most obvious advantage of gamified assessments is candidate engagement and attraction. This is inevitably what initially peaks the interest of HR professionals and hiring managers. At their best, traditional ability tests arent fun to complete, and at their worst they can cause serious test anxiety in nervous candidates. Gamified assessments are designed to be significantly more fun and far less stressful than traditional assessments, and MindmetriQ receives excellent candidate feedback (our research found that 81% of candidates (n = 322) reported MindmentriQ to be less anxiety provoking than when compared to traditional, non-gamified assessments). This helps employing organisations avoid candidate attrition, improve candidate experience, and encourage candidates to speak positively about the recruitment process to others. Benefit 3: More Inclusive and Fair MindmetriQ has undergone both traditional adverse impact analysis and new advanced differential item functioning (DIF) analysis. This ensures that any questions that show bias against any gender, ethnic group, or age group, are instantly identified and can be removed from the item banks. And since MindmetriQ is fully mobile enabled, this helps support socioeconomic diversity as well. Assessments that only function with a laptop or desktop computer unfairly disadvantage candidates that dont have immediate access to those devices, which are increasingly being supplanted by mobile technology. MindmetriQ works seamlessly across mobile, desktop, laptop and, which increases accessibility and supporting socioeconomic diversity. The Rationale Behind Gamified Assessment Gamification offers several key benefits when measuring cognitive abilities. Research clearly shows that the greater the cognitive complexity of the task, the more effectively that task measures general cognitive ability (the most powerful predictor of job performance). Gamification allows us to increase task complexity far beyond what would normally be possible using the fixed, static images employed in traditional ability tests. Not only does this allow us to create tasks which are more cognitively complex, it also allows us to create a wider range of tasks, which is equally important in measuring general cognitive ability. The ideal cognitive ability assessment comprises a large number of distinct cognitive tasks, and gamification is very good at letting us create a wide range of cognitively complex tasks which can be completed quickly and conveniently online. Bringing Real Science to Gamification Many existing attempts at gamification have been great as attraction tools, but they lack scientific rigour. For example, most other gamified assessments issue the exact same questions or puzzles to each candidate, rather than employing a more advanced item banking methodology. As a result, this makes it incredibly easy to cheat on these assessments, making them unsuitable for unsupervised online testing. MindmetriQ brings positive psychometric progress to gamification by using large item banks and adaptive test technology. Many gamified assessments use nebulous black-box algorithms, which claim to use thousands of datapoints per candidate when predicting performance. Almost always, these datapoints offer no real predictive power; they simply highlight chance correlations in random data. This represents an egregious violation of the parsimony principle in statistics but sounds impressive to the uninitiated, and thus ironically is used in marketing literature. To bring real science to the world of gamified assessments, Test Partnership has developed MindmetriQ, a truly scientific approach to gamification in ability testing. About Test Partnership Test Partnership is an innovative psychometric test publisher based in London, specialising in advanced computer adaptive assessments for employee selection. By combining cutting edge science with market-leading technology, Test Partnership aims to radically transform the candidate assessment space, improving quality per hire while streamlining the recruitment process itself. Our assessment offering includes the following: MindmetriQ, gamified assessments Insights, traditional ability tests Perceptions, situational judgement tests The Test Partnership Adaptive Questionnaire (TPAQ), personality questionnaires For more information on Test Partnership or their assessment offering, please visit their website at https://www.testpartnership.com/ or contact them at info@testpartnership.com
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Age discrimination blamed as biggest obstacle for getting back into employment
14-February-2019 - onrec.com
Research reveals strong call to action for recruitment industry, HRs and business owners to give better guidance to those out of work; offer careers counselling, advice on CVs, interview technique and feedback after interviews Posted in News archive on 14 Feb 2019 Company Profile Jobrapido View profile » Age discrimination is cited the top obstacle to getting back into employment, according to the latest research by Jobrapido the worlds leading job search engine. The job search engine surveyed 2,027 people in the UK who are currently not in education, employment or training for work and had previously worked in management, executive, administrative or manual labour positions. Nearly a quarter of respondents (24%) believe the biggest obstacle/reason to getting a new job is their age and that the role they apply for is given to a younger candidate. Whilst 9% of the respondents stated that poor health had prevented them from getting a job, a further 11% admitted they cant seem to find the right job to apply for, 11% revealed they keep going for interviews and not getting the job, 6% admitted they have lost their confidence and 6% are still confused about the job they want. The remainder are using the time out to change careers and are thinking about taking a vocational course, consider their next role as well as travel or look at setting up their own business. Nearly a third (30%) have not been in employment between 3-12 months, 9% have been out of work 1-2 years, 6% 3-5 years with a further 21% out of work for more than 5 years. One of the main factors for this sustained length (5 years) is to poor health. Call to action for recruitment industry, business owners and HR executives When asked what could help to change their circumstances, more than a fifth (21%) of respondents believe that they need more guidance about what job would be relevant for them. 18% would like advice about how to improve their interview technique or embark on careers counselling so they feel more confident about getting their next job. 17% would like advice on how to improve their CV 14% would like better feedback after their interview so they can learn from their mistakes Among other answers received, some respondents have told they would like advice on courses or training so they can build up their skill-base. Research also reveals sizeable minority (4 in 10) are not preparing enough/at all ahead of interviews 55% said they read articles, research the company and look up details about the person interviewing them and a further 4% tried to connect with someone ahead of the organisation - however nearly a quarter (23%) said they just had a quick look at the website, 11% admitted they did not know how or what to prepare and 7% did nothing to prepare ahead of the interview Loss of confidence, stress and depression taking its toll because of not working Nearly a third (30%) said that they have lost their confidence and do not feel like they can get a job anymore. Others said that they were far more stressed and some admitted to having depression. A further 30% say have had to cut back on their spending and change their lifestyle. 8% felt that change in circumstances was actually positive and they were no longer stressed. Answering difficult questions When asked what was the most difficult question they had been asked in an interview, the most popular responses were: What are your strengths and weaknesses? How old are you? Where will you be in 5/10 years time? Why would you be an asset to our company? Why do you want to work for us? Why have you been out of work so long Biggest challenges to getting a job in their industry Nearly a third (32%) believe the skills needed are very different from when they first started out 29% believe the market is too competitive and the jobs tend to go to people in-house before they are published externally 14% believe that the development of technology has meant some jobs are now redundant Others believe there is not enough information available on training for new skills or there are less jobs around than there were five years ago Rob Brouwer, ceo of Jobrapido comments In spite of the progress of UK employment law and measures to mitigate against the risk of discrimination, it is clear that some companies are not giving candidates a fair playing field. It is disappointing that so many of those trying to get a job believe that age counts against them when their experience should be seen as an asset. HR departments should be scrutinising their equality policies and ensuring that all applicants, regardless of age, are given a detailed breakdown of why they were unsuccessful. Transparency is crucial. A considerable number of those not currently employed admit their confidence has taken a tumble and do not believe they can or will get a job in the future. However, on the one hand, it is important to be prepared for an interview when they meet a prospective employer. But on the other hand, clearly, there is a strong call to action for those working in the recruitment industry and to employers and HR professionals to look at ways they could support and help those trying to get employment. This could include running CV workshops, career counselling session, a masterclass on interview techniques, how to answer challenging questions or guidance as what jobs might be suitable for their existing skills.
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LinkedIn Announces Its Moving Its Core Talent Tools Onto One Platform
14-February-2019 - onrec.com
The whole is greater than the sum of its parts. Posted in News archive on 14 Feb 2019 Its an ancient idea that were putting to use with our products: were moving LinkedIns three core talent tools Jobs, Recruiter, and Pipeline Builder onto a single platform, the new intelligent hiring experience , which will make life for recruiters easier, more efficient, and even more aligned with how you want to get things done. While moving these tools onto a single platform, were also taking the opportunity to address other customer needs and build some truly exciting new functionalities that will start rolling out midyear. In all, we will be releasing more than 15 new product enhancements for LinkedIn Recruiter and Jobs over the next few quarters. Some of our new features will help recruiters and their teams collaborate better, some will help them to be more productive, and others will provide them with smarter results, but all of them are capabilities we cant wait to get into your hands. Rolling out this year, recruiters will be able to see all their candidates whether theyre coming from Recruiter, Jobs, or Pipeline Builder in one unified pipeline. And now our products will be able to learn from each other, getting smarter with every click and giving you proactive recommendations. While well be sharing more details in the coming months, here are a few features that will make your work simpler and more productive: 1. A single pipeline: Manage candidates from all your sources in one place Recruiters have told us theyre often frustrated by the need to jump from tool to tool. Weve heard you. So weve put all of our core tools Jobs, Recruiter, and Pipeline Builder on a single platform. Once you create a project, you will be able to see the results from all your active sourcing channels search results, job applicants, media leads under the Talent Pool tab, and you can manage candidates from there. Another new feature, the slide-in profile view, makes it easier to review candidate profiles without having to click back and forth no more right clicking to open a new tab. The slide-in profile view also allows you to retain your place in your search results. 2. Candidate recommendations: Our intelligent hiring experience will learn what youre looking for in a given role and automatically surface relevant candidates We live in a world of increasingly intelligent products: smart homes have lights, locks, doorbells and window blinds that can all communicate with us. Connectivity is at the heart of this growing shift towards intelligent tools. Much like the intelligent tools you use in your home, our core hiring tools will soon be able to talk to one another and leverage machine learning to simplify the hiring process. Our tools will learn by noting which candidates you save and which you hide as well as which candidates you send InMail messages to. Best of all, the tools will keep getting smarter with every click you make. The more you interact with candidates within a project, the more our tools learn about what you like and dont like and then we can surface better candidates for your open role. Based on the applicants, leads, and search results you interact with, the intelligent hiring experience automatically builds a list of recommended candidates for you to consider reaching out to. 3. Shared messages: Youll be able to collaborate more effectively when you see all the communications with a candidate in one place Were introducing a new feature that shows the entire communications stream with a candidate in one place. In the example above, Carolyn and James at Acme are both talking to Mae, a candidate for an account manager role. James asks Mae for some time slots during which the Acme team could set up interviews. She gets right back to him with three possibilities. James sends her a follow-up InMail message to let her know hes checking with the interview team and will get back to her with a time that works for all the people shell be speaking with. Everyone on the hiring team can see the entire conversation, letting them collaborate more efficiently and productively. 4. Closing the Loop: Weve made it easy for you to let applicants know they wont be moving forward Leaving applicants hanging is bad business. Virgin Media found that poor candidate experiences were costing the company as much as $5 million a year, and one survey showed that over 40% of candidates said that if they dont hear back from a company theyll never apply to it again. No response is still a loud message, and its not the one you want to be sending. A new feature on Jobs will allow users to send rejection messages to applicants individually or in bulk with just a few clicks. This lets applicants know they are not moving forward in the hiring process. Applicants may not embrace your decision, but they will appreciate knowing the outcome. This will make them much more likely to check in with you the next time theyre looking because theyll remember they had a good candidate experience. Final thoughts: We cant wait to make your work life more efficient and more intuitive We look forward to sharing more about the suite of enhancements that will be coming your way over the summer and the rest of the year. The integration of our core talent tools and other new features will make your job as a recruiter more efficient, and help you get smarter results. And, of course, if youre interested in learning more, please reach out to your LinkedIn representative. You can also learn more about the intelligent hiring experience here .
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Amazon pulls out of plan to build HQ2 in New York City amid political opposition
14-February-2019 - usatoday.com
Amazon will no longer pursue a second headquarters in New York City that promised up to 40,000 jobs in exchange for $3 billion in tax breaks.
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PharmiWeb Launches New Job Board - PharmiWeb.Jobs
14-February-2019 - onrec.com
Bracknell based PharmiWeb are excited to announce the launch of their brand new Job Board - PharmiWeb.Jobs. Posted in News archive on 14 Feb 2019 Company Profile PharmiWeb.com View profile » PharmiWebs hugely successful Job Board was originally launched in 1999, and has grown to become Europes biggest Niche Pharma Job Board. The Job Board has now been relaunched on its own platform and new dedicated URL - PharmiWeb.Jobs . This means that the site will be even more focused on the needs of candidates, recruiters and direct employers in the Pharmaceutical, Biotech and Life Science sectors. For Job Seekers, the new job board offers significant improvements in job searching and matching: For recruiters looking for the best pharma candidates, the new sites CV search and Job Advertising opportunities are the best in class. Partnering with premium job board provider, Madgex the partnership combines nearly 20 years of job board and recruitment support experience from both parties. Portal Business Manager, Mike Wood - "This is the start of a very exciting growth stage for PharmiWeb, and we have a wide range of planned developments for both the Job Board and the News Portal which will reinforce our position as one of the primary sources of Pharma Jobs and News globally. We aim to make PharmiWeb.Jobs the only job board in the sector for both job seekers and recruiters." In parallel with the new Job Board, the original website, PharmiWeb.com has been relaunched as a dedicated news portal focusing on delivering the latest news, events listings and articles from across the Pharma sector. Over the coming months new partnerships will be added and continue to increase the range of content on offer, ensuring that PharmIWeb.Com continues to be one of the main sources of news and related content for the Pharma sector. More Information: www.pharmiweb.jobs www.pharmiweb.com www.madgex.com/uk/
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How to stop your smartphone from tracking your every move, sharing data and sending ads
14-February-2019 - usatoday.com
Facebook, Apple, Microsoft, Amazon, Google and many others make money off mobile ads, and they need this information to power data mining machines.
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How to see thousands of streaming movies and TV shows for free
14-February-2019 - usatoday.com
Cord-cutting: Free streaming channels like Pluto, Tubi, Roku and Crackle offer ad-supported viewing. But one catch: the lineup is older.
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The biggest financial mistake women make? Not investing enough.
14-February-2019 - usatoday.com
Women are much less likely than men to invest their savings and miss out on significant wealth as a result. Heres how to narrow the gap.
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How to tell when a side hustle isnt worth your time
14-February-2019 - usatoday.com
If youre bored with your day job or maybe just always dreamed of owning a card making business, a side hustle could seem like a good decision.
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How to score last-minute deals on Valentines Day flowers at Whole Foods, Target and more
14-February-2019 - usatoday.com
Looking to pickup flowers Thursday? Here are in-store deals on roses at retailers including Publix, Kroger, Aldi and more.
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T-Mobile, Sprint executives face skeptical House panel
13-February-2019 - reuters.com
Executives from T-Mobile US Inc and Sprint Corp faced tough questions from lawmakers on Wednesday about how the companies' planned merger would affect prices and jobs, especially in rural America.
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When Siberia shivers, it´s time to fix ships in the ice
13-February-2019 - reuters.com
When the Siberian winter bites and the mighty Lena River freezes, workers at the Yakutsk shipyard brace for a backbreaking but vital task - 'vymorozka'.
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Lockton Adds Lau in Employee Benefits in Washington
13-February-2019 - insurancejournal.com
Lockton has named JoAnn Lau an employee benefits consultant in Bellevue, Wash. She has more than 30 years in the insurance industry. She is part of the Mountain West series, which includes offices in Denver, Phoenix and Las Vegas. Kansas,
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National Insurance Firm Alera Group Acquires New Jerseys Broad Reach Benefits
13-February-2019 - insurancejournal.com
Alera Group, a national insurance firm, has acquired Broad Reach Benefits LLC, effective February 1, 2019. Terms of the transaction were not announced. Broad Reach Benefits, headquartered in Madison, N.J., offers a range of employee benefits services and assists its
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Atlas General Insurance Services Adds Gray to Southeast Team
13-February-2019 - insurancejournal.com
Atlas General Insurance Services has hired John Gray as Business Development manager in the Southeast. Gray, who joins Atlas from Appalachian Underwriters, Inc., will work with the Atlas Business Development and Marketing team to grow its presence in the Southeast
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Google plans to add tens of thousands of new jobs as it expands in 14 states
13-February-2019 - usatoday.com
Google is investing more than $13 billion in 2019 as it adds jobs, data centers and offices in 14 states.
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The net worth of every US president from George Washington to Donald Trump
13-February-2019 - usatoday.com
The presidency of the United States is a prestigious job, but it does not pay as well as one might think.
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Whats the biggest small business training program for girls? Girl Scouts
13-February-2019 - usatoday.com
Entrepreneurship is now a core focus of the Girl Scout experience and National Cookie Weekend is a perfect time for girls to learn business skills.
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Why NBC Nightly News anchor Lester Holt is teaching teens about fact-checking
13-February-2019 - usatoday.com
"NBC Nightly News" anchor Lester Holt is joining a Poynter Institute program to teach students how to become fact-checkers in their daily lives.
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ABA president supports House discussion of equal pay for equal work
12-February-2019 - abajournal.com
ABA President Bob Carlson sent a letter to key members of the House of Representatives Committee on Education and Labor on Tuesday, expressing his support
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California bar adds gender identity and sexual orientation questions to member survey
12-February-2019 - abajournal.com
Updated: The State Bar of California is asking its members about their sexual orientation, gender identity and job satisfaction in an expanded online survey designed
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U.S. job openings hit record high; workers more scarce
12-February-2019 - reuters.com
U.S. job openings surged to a record high in December, led by vacancies in the construction and accommodation and food services sectors, strengthening analysts' views that the economy was running out of workers.
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Berkshire Hathaways New THREE Policy Seeks to Simplify Small Business Insurance
12-February-2019 - insurancejournal.com
Berkshire Hathaways Insurance Group has launched a comprehensive insurance product for small businesses that combines multiple coverages, and the conglomerates legendary chairman has endorsed it. The product, dubbed THREE, is three-pages long, and combines coverage for workers compensation, multiple liability
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AXA XL Merges European Teams with Job Losses Expected
12-February-2019 - insurancejournal.com
AXA XL announced another step in its post-merger integration which is expected to lead to job losses in Europe. AXA XL said it began transferring employees in Europe into a single employing company at the beginning of February and, subject
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National Transportation Safety Board Investigating Worker Death in Maryland
12-February-2019 - insurancejournal.com
Federal officials are investigating after a railroad worker was killed at a Baltimore, Md., railyard. National Transportation Safety Board spokesman Keith Holloway said by telephone that a Norfolk Southern worker was fatally injured Thursday morning at the Bayview railyard during
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In government shutdown aftermath, federal workers still hurting, survey finds
12-February-2019 - usatoday.com
In the aftermath of the government shutdown, a survey from Prudential Financial underscores how vital even one missed paycheck is for many Americans.
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Survey reveals UK organisations suffer from Non-Starter Syndrome
12-February-2019 - onrec.com
Cezanne HR, supplier of global Cloud-native HR software for mid-sized and growing UK and international businesses, today revealed that UK organisations are suffering from Non-Starter Syndrome, with nearly two-thirds (63%) of HR respondents admitting they had new recruits quit before they even start. Posted in News archive on 12 Feb 2019 Company Profile Cezanne HR Limited View profile » Nearly two-thirds (63%) of HRs have had new recruits quit before they start One in five of UK workforce stays in a job for less than a year HR stuck in a digital dark age, with 87% still to digitise their onboarding comms to reflect multi-generational demands Cezanne HR , supplier of global Cloud-native HR software for mid-sized and growing UK and international businesses, today revealed that UK organisations are suffering from Non-Starter Syndrome, with nearly two-thirds (63%) of HR respondents admitting they had new recruits quit before they even start. The survey, which was conducted in January 2019 and polled 250 senior HR practitioners across the UK, also found that a significant 19% of the UK workforce (one in five employees) stays in a job for less than a year. These statistics present a clear picture of the challenges that UK HR teams now face when it comes to onboarding and retaining talent. The findings of Cezanne HRs onboarding survey also correlate with recent research from HR analyst firm Fosway Group, which indicates that UK HR leaders are aware of the need to optimise onboarding, with almost half (48%) of organisations looking to invest more in their onboarding process. The Onboarding Communications Gap Offering some insight into the reasons for these challenges, last year Cezanne HRs 2018 Onboarding Survey of 1,000 UK employees revealed that almost a third (31%) of non-starters cited bad experience or poor or no follow up from the organisation. 45% stated they would have liked more communication before their job started, and 51% left their jobs within the first six months because their job role did not meet expectations, also suggesting a lack of communication. When asked which onboarding communication tools were deployed within organisations, 75% used email and 66% used phone, followed by 25% relying on post to communicate. With a significant 87% of respondents lacking a web-based onboarding tool or portal, UK HR departments are still lagging in the digitalisation of their processes. Adapting to a More Diverse Workforce Cezanne HRs research also revealed that 60% of gig workers either arent included (or organisations dont know whether they are included) in the organisations onboarding process. And, with the gig economy quickly becoming the fastest growing section of the UK workforce, the visibility and retention challenges that this creates are only set to increase. In addition to the gig economy, a third (33%) of HR teams are still not tailoring onboarding experiences to include those returning from leave, including maternity, paternity, and long-term sick leave. Similarly, nearly a third (32%) of organisations offer no support to employees as they move into a new role within their organisation. With only 17% of respondents describing their onboarding processes as best in class, there is a clear requirement for HR to focus on onboarding across the organisation. Sue Lingard, Director at Cezanne HR, commented: In the race to acquire talent, the focus has fallen on improving the candidate experience through digitising recruitment. And, while this is a great step forward, many companies have not, until recently, lent the same attention to onboarding processes. With a new generation entering the workplace, and a fast-growing gig economy, the need to optimise onboarding is now a point of competitive difference. Organisations that dont deliver a consumer-like digital experience for their new staff will struggle to keep up in the war for talent. The Cost of Churn On average, the survey found the cost of recruitment per candidate to be £1,739. With the average cost of onboarding reported as £290 per employee, this represents just 17% of average recruitment expenditure yet ensures lower churn and much better ROI. Respondents also recognised getting recruits as productive as possible, with the largest per cent (32%) stating it as the most important benefit of the onboarding process. With frequent reports of UK output lagging that of its European counterparts, and this potentially being exacerbated by us leaving the EU, optimising the onboarding process to ensure maximum productivity be more important than ever, added Lingard. About Cezanne HR Cezanne HR is a UK HR Software leader for mid-sized international organisations, providing a modern, secure Cloud HR system that lets companies quickly and effectively digitise, streamline and improve human resources management. Covering the full employee lifecycle, Cezanne HRs online service includes integrated modules for core HR, recruitment, onboarding, absence and performance management, timesheets and career and succession planning, together with an open API and integrations with leading third-party solutions. With customers ranging from large multi-nationals to UK-focused charities and not-for-profits, and reflecting decades of experience working with HR professionals worldwide, Cezanne HR is purposely designed to be exceptionally quick to deploy and easy to manage, taking out cost and complexity without sacrificing the flexibility or depth of features required to support complex and changing HR needs. cezannehr.com
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IKEA accelerates services drive as competition stiffens
11-February-2019 - reuters.com
Jessica Reznik likes IKEA's prices but not do-it-yourself. So when the Swedish furniture giant said a handyman on odd-jobs site TaskRabbit could assemble her new dresser and nightstand in her New York apartment, she jumped at the offer.
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Why reskilling is imperative to the future workforce
11-February-2019 - onrec.com
By Peter Linas, EVP of Corporate Development International at Bullhorn Posted in News archive on 11 Feb 2019 Company Profile Bullhorn View profile » A recent report from the World Economic Forum showed that more than half of the current workforce will need to be reskilled by 2022. While 133 million jobs could be created thanks to artificial intelligence (AI) globally by 2022, some 75 million would be displaced. With machines taking on more and more general work, its time for businesses to take reskilling more seriously. While its likely that a lot of the responsibility for reskilling will fall on employers, their recruitment and staffing partners will also play a key role. In fact, according to Bullhorns Global Recruitment Insights Data (GRID), a quarter of UK recruiters see reskilling candidates and employees as a top three challenge for the industry this year. Despite the hard work involved, a clear majority (77 percent) agreed that reskilling will be an effective way to address skills shortages. The advance of automation and AI To get a grip on the changing work environment, its important to consider the developments that have led to what many experts are calling the Fourth Industrial Revolution. The rapid advance of automation and AI is resulting in a need to reconfigure business needs. Thanks to advances in machine learning, we are seeing more job automation across industries, as well as an increase in the use of human-machine partnerships to complete more complicated tasks. While many originally feared that this would eradicate jobs and leave workers in the lurch, the prevailing line of thought now is that these workers will be reskilled so they can continue to contribute positively to either their current company or a new company. Job creation in fields such as engineering, software programming, data science, and cybersecurity is at an all-time high, and we expect to see the need for qualified talent grow. As the mismatch between current employees skills and business needs widen, the pressure on the economy increases. We have already seen that skill shortages cause significant problems in more advanced professions. With unemployment low, meaning less people are actively seeking work, its more important than ever that businesses take advantage of available talent. Theres clear potential to mould existing candidates into employees that might appeal to clients through upskilling and reskilling. In other words, looking beyond their immediate profiles and towards the employees they could be is essential. Of course, businesses must consider more than the technological and economic factors that AI has brought to the fore. As they examine their hiring practices moving forward, its important to keep in mind the shift towards diverse hiring and the desire amongst many current job seekers for more flexibility in work schedule and environment. Here recruiters can step in and be a guide for the employers and candidates that are attempting to navigate this shift in the jobs market. How recruiters can support employers with reskilling Reskilling enables candidates to expand their potential opportunities and truly transfer their skills from position to position, unlocking long-term career growth. Employers will require recruitment agencies to act as strategic partners within an end-to-end workforce solution. Here are three key ways recruiters can deliver on these expectations: Refining and reconfiguring job roles Recruiters should think creatively about how to fill roles in their clients organisations. Prioritising flexibility and removing rigid, obsolete, or mono-skilled roles is key. They must be able to identify skill gaps in their clients current workforces and consider how to promote the reskilling of current employees, or bring in consultants to assist with training. By updating job descriptions to become more task-oriented, recruiters will be better able to find talent, whether freelance or full-time, that have the blend of skills to meet their clients needs. If job descriptions are too prescriptive, however, recruiters may accidentally screen people out who may have been excellent matches. Striking the balance between open and flexible while still addressing specific needs is a great place for a recruiter to jump in. For example, an operational role might become more about analysis and developing insights; a technological role might evolve to integrate creativity; mono-skilled roles might become more multi-dimensional. Adjusting experience expectations Previous experience is becoming less and less valued when it comes to assessing a candidates suitability for a role. Communication skills, creativity, and the ability to learn are increasingly useful qualities, especially when it comes to adapting to the constantly changing standards of todays work environment. Naturally, jobseekers and employees who are able to adapt and learn quickly are more likely to find success. Recruiters can use technology to support more diverse and open-minded hiring: using CV parsing technology, for example, you can automatically screen candidates for abilities, experiences, and qualifications but you can also look for words and phrases that suggest creativity or other soft skills. Build a talent pipeline Preparing for future changes and challenges is essential, which is why recruiters must support clients in building a strong talent pipeline. By keeping in mind what workforce needs might look like in one year, five years, 10 years and beyond, recruiters and employers can work together to consider the tasks and skills that technology is not expected to displace in the near future. Knowing that certain roles will be needed means recruiters can keep their sourcing and reskilling efforts focused. What reskilling means for the recruitment industry Recruitment and staffing professionals themselves are not immune to the effects of automation and AI technology. They must also reskill and upskill so that they can continue to deliver optimum service and maximum value for clients and candidates. Over the coming years, there will be a growing demand not just for recruitment, but for strategic workforce solutions. Developing skills in data-driven marketing, for example, is an excellent way for recruiters to improve performance. As more and more automation is used in the process of sourcing and placing candidates, the ability to analyse and action the potential data that emerges will be highly useful. Candidates and clients alike know that they have many options in todays industry, and good marketing is often the deciding factor when it comes to successful engagement. In summary, recruitment agencies must be the partners that enable employers to identify their skill shortages, the problems within their existing workforce structure, and their future hiring needs. Automation and AI will continue to disrupt industries and put more and more pressure on employees to reskill and upskill. But technology wont take humans out of the picture entirely. Jobs still need to be filled and candidates still need to be sourced. This shift in the workforce simply requires an adjustment in strategy on all sides. A primary focus for the recruitment industry should be on helping employers to understand how flexible the boundaries of key roles can be, and how they can maximise the impact of individuals within their businesses through reskilling.
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Kick old habits to the kerb: Research reveals the stuffy office traditions Brits want to get rid of this year
11-February-2019 - onrec.com
CV-Library reveals how to give your workspace a face-lift! Posted in Statistics and trends on 11 Feb 2019 Company Profile CV-Library.co.uk View profile » Are you fed up of certain outdated traditions that still crop up in the workplace? Most of us have experienced frustration with this at some point, whether its tedious meetings, lengthy tea rounds or even the flexible working debate. In fact, new research from the UKs leading independent job board, CV-Library , has found that nearly half (42.7%) of Brits think these stuffy office traditions need to be abandoned. The survey of over 1,200 UK professionals sought to understand what exactly are these practices that employees want to see banished, with the top ten outdated traditions emerging as follows: 9-5 working hours (53%) Long meetings (34.6%) Professional dress codes (30.6%) Having to work in the office every day (29.7%) Being made to call in when youre sick (instead of texting or emailing) (20%) Set lunch hours (17.8%) Annual performance reviews (16.8%) Set workspaces (15.9%) Signing birthday cards for colleagues (9.5%) Tea rounds (7.7%) Significantly, the age of respondents heavily impacted how they felt about certain office traditions, with over two thirds (68.8%) of Brits aged 18-24 stating that 9-5 working hours were outdated, compared to less than half (44.6%) of those aged 55-64. Whats more, four in ten (43.8%) Brits aged 55-64 felt that long meetings were outdated, compared to just over a quarter (28.1%) of those aged 18-24. Lee Biggins, founder and CEO of CV-Library comments: Employers need to be aware of the transition from traditional to modern workplaces. In an increasingly candidate-driven market, its important to be responsive to what potential employees are after, otherwise you risk losing out to the savvier competition. Although one in five (20.8%) candidates believe that its up to businesses to decide if they want to hold onto outdated traditions, the majority (70.6%) agree that businesses need to reconsider outdated traditions in the office. If companies fail to update the way they run their workplace, 40.2% of candidates said theyd leave to join a more modern company. Biggins continues: Its no surprise that the 9-5 working day was viewed as the most outdated tradition. Flexible working in lieu of traditional working hours is a particularly hot topic right now and is something employers should consider offering if they want to stay ahead of competitors. However, its not necessary for employers to completely change the style of their workplace. More traditional companies will feel the pressure to keep up with modern demands, but sometimes finding a happy medium is the best option.
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Learning from the best; examples of amazing customer experience
11-February-2019 - onrec.com
Posted in News archive By Andrew Forster, Recruitment Industry Expert on 11 Feb 2019 Company Profile The Access Group View profile » Customer experience is often only quantified by how satisfied you leave the customer. However, the danger in focusing on the endgame is that companies often forget about what goes into the experience itself. These four companies have put their customers needs first and used experiential marketing successfully to make their customer experiences stand out as amazing and noteworthy. Perhaps recruitment agencies can take the lessons and implement them into their own experiences, whether thats the candidate, client or employee experience. Amazon accounts for over 40% of all ecommerce business in the United States1, and so doesnt particularly have any close competition in their field. However, they still continue to dominate and better their customer experiences regardless. Amazon commit to following three pillars2, when tailoring their buying experience for customers: conversion rate, relevance and customer satisfaction. Following these pillars provides the buyer with search results that have the highest chance of ending in a purchase by focusing on the product that the customer wants, and less on the brand. Thus, streamlining the process, and providing a positive outcome for both parties. The buying experience aside, they also offer customers the Amazon Prime loyalty scheme, unmatched speedy delivery, and are continuously expanding their AmazonGo shopping experience. Even without intense competition on their back, Amazon are consistently focused on bringing new and impressive experiences to their customers, and mostly to make their customers lives easier. Nike has focused on building a community for athletes since its inception. However, the main pull for customers is that actual athletes spearhead the design and direction of the overall community. This For Us, By Us attitude keeps customers feeling included and validates their decision to engage with the brand. Although their logo is one of the 5 most recognisable symbols in the world, Nike dont hide behind their brand to retain custom. The Nike+ Rewards Program, instead of providing their customers with a generic list of discounts. incentivises them with highly targeted experiences as rewards as well as the usual transactional rewards3. Nike+ offers customers access to special events where they can train with other athletes in the community. They also get access to Nike experts and an advance on new releases. For Nikes athletic audience these targeted perks, and the plethora of other options, are invaluable. Its interesting to note what plus services could recruitment companies provide to their loyal clients and candidates. Coca Cola, similarly to Nike, has long since focused on creating individual and memorable experiences for their customers beyond their brand name. Their annual Christmas Truck Tour is one of the most well-known immersive experiences that they offer. However, something that garnered over 1.7m Facebook impressions and countless positive reactions was their Beat Generator4. The experience was available during a series of experiential roadshows where customers were able to create music by mixing sounds from sporting events with beats and samples. Customers were then given an MP3 recording of their track, and their creation was played on a big screen during the roadshow. This experience was particularly amazing because it not only made the customer feel celebrated by the brand but it also gave them a tangible memory to hold onto afterwards. Spotify has changed their interface many times in just the past two years and each change has been a development on the last, keeping the customer at the forefront. Music being the personal experience that it is, can be a difficult field to generate positive individual experiences for. However, Spotify have used this fact to their advantage. Spotify target the user as much as possible through personalised playlists, like Daily Mixes, Release Radars, Discover Weekly, based on the listeners music taste. Spotify even give the listener the option of liking or hiding new music that they might stumble across on the app. As well as unique listening, Spotify have also offered immersive experiences for their customers in the past. Their collaboration with Smirnoff focused on a trending issue in the music world of gender bias, and made it into an experience for customers to expand their listening habits5. While these examples are huge brands that have big budgets behind them and a product to offer at the end, theres no reason the recruitment industry cant learn and start taking from the success stories of those who have done, and continue to do customer experience well. Sources: 1 & 2 - Smile 3 - Smile 4 - Econsultancy 5 - Promo Marketing
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Fournier Group in Oregon Names Larson Commercial Insurance Manager
11-February-2019 - insurancejournal.com
Portland, Ore.-based Fournier Group has named Melissa Larson its commercial insurance manager. Larson is responsible for boosting departmental efficiencies, refining procedures, and recruiting, training and managing staff. Larson has been with Fournier Group for more than 17 years. Fournier Group
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Precollege schooling: How to pay for pre-K through prep school
11-February-2019 - usatoday.com
Parenting is known for delivering surprises, and that includes the financial shock of educational costs that begin as early as Pre-K.
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UBS overhauls pay policy for 10,000 employees: Financial Times
10-February-2019 - reuters.com
UBS AG has overhauled its pay policy for 10,000 staff in an attempt to reduce uncertainty about bonuses and cut the amount of time managers spend on allocating them, the Financial Times reported on Sunday.
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Exclusive: Tesla´s delivery team gutted in recent job cuts - sources
09-February-2019 - reuters.com
When Tesla Inc announced last month a second round of job cuts to rein in costs, one crucial department was particularly badly hit. The automaker more than halved the division that delivers its electric vehicles to North American customers, two of the laid-off workers said.
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How to maximize Chase Ultimate Rewards for travel
09-February-2019 - usatoday.com
Tips and tricks to make your points go farther
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Applying for job youre not qualified for? You could get in trouble under proposed law in Iowa
09-February-2019 - usatoday.com
The bill is an attempt to discourage people from applying for jobs for which they arent qualified in order to stay on unemployment benefits longer.
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What to do when competing with a friend for a job promotion
08-February-2019 - usatoday.com
Competing with a friend for the job of your dreams is not a fun situation. Luckily, there are a few ways to handle this sticky occurrence.
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Latest Social Security scam call makes you out to be the criminal. How to avoid falling for it.
08-February-2019 - usatoday.com
Con artists try to steal your Social Security number by claiming you need to verify the number in order to clear your name after a drug bust.
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Director Spike Lee boycotts Gucci, Prada brands over blackface fashion
08-February-2019 - usatoday.com
Spike Lee says he isnt wearing Gucci or Prada until they hire some black designers who can help keep them from foolish fashion fails involving blackface.
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Barclays to shift some credit and equity derivatives sales jobs to Paris: sources
08-February-2019 - reuters.com
Barclays is shifting some jobs in its London-based credit and equity derivatives sales teams to Paris as it reorganizes its operations ahead of Brexit, two sources familiar with the matter said.
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Staff wanted: pensioners welcome, but anyone, really
08-February-2019 - reuters.com
Zsuzsanna Czeizel told herself she'd never work again after she retired in 2012. But since October, she's held a job -- scanning boxes of sweets in a large warehouse near Budapest.
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GM Canada says Oshawa production stopped due to supplier strike
08-February-2019 - reuters.com
Production at General Motors' plant in Oshawa, Ontario, stopped at approximately 12:30 p.m. EST on Friday, a spokesman said, after the U.S. automaker exhausted its on-hand supply of seats from Lear Corp, where workers are striking.
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GM Oshawa plant resumes production, supplier strike ends
08-February-2019 - reuters.com
Production resumed at General Motors' assembly plant in Oshawa, Ontario on Friday afternoon, ending a near three-hour standstill, after striking workers at seat supplier Lear Corp returned to work, the autoworkers' union said.
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Creating employee experiences so that your agency staff never want to leave
08-February-2019 - onrec.com
By Russell Lovelock, Recruitment Industry Expert Posted in News archive on 08 Feb 2019 Company Profile The Access Group View profile » Its no coincidence that the top three1 workforce management challenges facing HR professionals right now are employee retention, employee engagement and recruitment. The knock-on effect of a poor recruitment experience, through to onboarding, staff experience and ultimately turnover is your everyday chain reaction. A chain reaction, chemical or corporate, depends not only on external pressures but also on the nature of the factors involved, and companies only have the ability to affect one of these. %The Employee Experience Index2 notes the core facets of a positive and human employee experience as: belonging, purpose, achievement, happiness, and vigour. If your team members are experiencing each of these things in the workplace; agency staff should never want to leave. Globforce3 and IBMs survey found that people who scored highly in these facets were 53% less likely to leave their organisations. So how do you cultivate these feelings within your company? Feedback Feedback, as well as being essential for performance, is also fundamental in improving the employee experience. Being faced with a job that you havent been given the most effective tools to do is not enjoyable for anyone. Without direction on their performance, there is no way for employees to know whether or not they are completing their job effectively. Consistent and timely feedback is the most effective form of communication, and annual performance reviews arent enough anymore. Performance feedback whether its metrics focused or not, must be targeted and constructive. The numbers dont lie; 43%4 of highly engaged employees receive weekly feedback and highly engaged employees are 87%5 less likely to leave the company. As well as being provided with performance feedback, employees must also be given the opportunity to provide feedback of their own. The easiest way to find out how to improve your companys employee experience is to ask your employees what they believe needs either changing or keeping. Recognition and Celebration 72%6 of UK employees state that they would work harder if they were appreciated. As well as being important for performance, recognition and celebration are also important for retention. Surveys7 have shown that employees who dont feel adequately recognised are twice as likely to leave the company within the next year. There is often a disparity between leaders and employees about whether or not they are receiving recognition, which should never be the case. When providing a team member with recognition, in whatever form, this must always be targeted and meaningful. 83%8 of employees that believe they have received recognition for doing good work, report a more positive employee experience, whereas only 38% do when they do not receive recognition. If you can ensure that your employees feel appreciated, youll have agency staff that not only give you their time, but also give their best. Growth Typically, the focus of companies would be on growth in terms of profit margins or traditional business growth, however, growth in this context refers to individual growth and development for each employee. Facilitating growth within your company can look like various different steps from coaching and training to mentoring. In order to give your employees room to grow, its necessary to remove organisational barriers. Giving employees the freedom and opportunities to operate cross-functionally will ultimately increase their sense of vigour and give them room to flourish. Growth is listed9 as one of the most important metrics when measuring employee engagement and rightly so. 36%10 of employees are likely to leave their jobs within one year, but if you can ensure that they feel valued and autonomous, your agency staff will never want to leave, and thats the real growth for your organization. Sources: 1 - Globoforce 2 - Globoforce 3 - Globoforce 4 - Officevibe 5 - Officevibe 6 - Employee Benefits 7 - Talent Map 8 - Globoforce 9 - Office vibe 10 - Perkbox
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SmartRecruiters Solidifies Enterprise Position with 100% YoY Growth
08-February-2019 - onrec.com
The best-of-breed Talent Acquisition Suite enters 2019 with enterprise customers like Twitter, LinkedIn, and Bosch, a new presence in APAC, and the largest pre-integrated recruiting marketplace. Posted in News archive on 08 Feb 2019 Company Profile SmartRecruiters View profile » SmartRecruiters, the leader in next-generation recruiting platforms, announces a great leap forward in 2018, reporting 100% enterprise growth with new customers and expansions, including LinkedIn, Twitter, Bosch, Visa, Anglo American, Broadridge, Biogen and McDonalds Canada. "Were keeping pace with Enterprise customers through rapid growth on all fronts. With our relentless focus on customer success and product innovation, we have emerged as the trusted partner & recruitment platform for global enterprise companies, said Jerome Ternynck, CEO and founder of SmartRecruiters. These customer wins come amidst continued momentum in its product suite. SmartRecruiters pushed the envelope in recruiting tech again last year with the launch of SmartAssistant , the first ever native AI product within a Talent Acquisition Suite . Innovation on core and CRM products has also progressed with 50+ new features launched in 2018 while keeping an uptime of 99.99. To top that, SmartRecruiters now has 370+ pre-integrated third-party solutions and over 1,000 job boards, making it the largest recruiting marketplace ecosystem in the industry, to-date. Customers who use SmartRecruiters are achieving hiring success. In a recent survey, customers reported an average reduction of 41% in cost per hire, 48% increase in roles filled on time, and a 50% increase in quality of hire since implementing SmartRecruiters. Further survey findings revealed a 48% boost in recruiter productivity and a 118% increase in candidate experience. Customers are extremely happy and successful with their choice. SmartRecruiters boasts a positive NPS of +29 and a CSAT of 9.4 out of 10. Since the launch of its Talent Acquisition Suite in 2015, SmartRecruiters has streamlined the hiring process for thousands of companies, almost 400,000 new hires, and hosting 50+ million candidates. Deployed across 100 countries and in 36 languages, SmartRecruiters serves over 25 industries including Tech, Manufacturing, and Retail. With 30+ new employees in just the last quarter and our recent expansion into the APAC market, SmartRecruiters is entering a period of hyper-growth, says President Dave Carter. We are excited for what this means in terms of delivering hiring success to our customers. Well unveil a number of new initiatives on this front at our annual Hiring Success conference at Pier 27 in San Francisco on February 26, 2019. 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 Bosch, IKEA, LinkedIn, Skechers, and Visa. 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 our website .
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QBE North America Launches Business Unit for Financial Institutions
08-February-2019 - insurancejournal.com
QBE North America has launched QBE Integrated Advantage for Financial Institutionsa new dedicated business unit specializing in the segment The new unit offers customers access to a single team organized under a one leader that comprises financial institutions professionals in
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Alliant Adds Cox to Employee Benefits Group in Austin
08-February-2019 - insurancejournal.com
John Cox has joined the Employee Benefits Group of Alliant Insurance Services as vice president, based in Austin, Texas. Cox has more than 25 years of experience in the employee benefits field. Prior to joining Alliant, Cox was president of
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Hub Acquires Business from Fortenberry McNamara of Mississippi
08-February-2019 - insurancejournal.com
Hub International Limited has acquired a book of business from Fortenberry McNamara, LLC of Jackson, Miss. Terms of the transaction were not disclosed. Fortenberry McNamara, an affiliate of Executive Planning Group, P.A., is an employee benefits consulting firm providing insurance
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Addressing skills shortages in Australia: key tactics for recruiters
08-February-2019 - onrec.com
Aaron McIntosh, APAC General Manager, Bullhorn Posted in News archive on 08 Feb 2019 Company Profile Bullhorn View profile » The end of Australias 457 visa scheme has diminished access to skilled workers and left employers unable to find the right talent for certain roles. But beyond looking abroad, recruiters must realign their strategies so that they can continue to meet client demand. Delivering a steady supply of staff in crucial areas is essential in this current labour market. Here are three key tactics recruiters can deploy to help mitigate some of the effect of the talent shortage and unearth hidden candidates. Identify candidates for redeployment Contingent workers make up some 30% of the Australian workforce. In this country, talent is constantly on the move, and previously placed candidates, particularly those in temporary or contract roles, are ideal people to consider as you are seeking to fill a new role. According to our research, one fifth of recruitment agencies place less than 15% of candidates on their next assignment and close to half redeploy fewer than 25%. Tapping into the contingent working trend is an efficient way to get started when youre trying to fill a new role. Of course, we recommend taking the time throughout the process to keep your personal database up to date. That will allow you to easily identify the candidates eligible for quick redeployment. Most importantly, maintain relationships with your placed candidates. If they enjoyed working with you, they are more likely to continue to do so. Do your best to provide an excellent candidate experience. Keep in mind when their contract ends so you can quickly transition them into a new role. Beyond maintaining those relationships, foster positive relationships with your hiring managers. This will help ensure that the onboarding process is smooth, and it will be another feather in your cap when your candidate considers their next steps after the position. Redeployment is a win-win situation for the recruiter, candidate and client, and youll have spent less time and money on sourcing and placing a new employee. Create a talent-focused marketing strategy In todays working environment, recruitment companies need to sell candidates on positions rather than the other way around. Despite this reality, our research found almost half of recruitment companies do not have a marketing budget or strategy. Furthermore, 87% do not have a chief marketing officer and 74% do not have a VP of marketing either. Our research shows that 60% of recruiters plan to put more money into social media this year, while others will spend more of their budget on email marketing and job boards. This is a trend that all recruiters should tap into. When planning your marketing strategy, remember the power of personalisation. By offering unique, targeted content, youll increase your chances of actually reaching desirable candidates. We also recommend taking advantage of marketing automation software. Many of these programs allow you to segment and streamline your search. You will also have the opportunity to use their analytics to determine if your approach is effective and engaging. You will be able to employ and finetune those strategies for future recruitment campaigns. Leverage underused talent pools Bullhorn research shows that 38% of Australian recruiters believe that recruiting more diverse candidates will be the trend that shapes the industry over the next few years. Looking towards traditionally marginalised groups may allow recruiters to discover untapped sources of talent. Consider examining your database and determining how much representation you have in the following groups: immigrants, returning mothers, the differently abled, and neuro-diverse. Unconscious bias is often a huge obstacle when it comes to creating a diverse recruitment strategy. Candidates may gain advantage or lose it due to their race, age, gender, orientation, and a number of other factors. For example, a foreign name or school may put off a human recruiter. Some recruiters may rank returning mothers or pregnant women lower, assuming that their children mean they are less likely to be able to do the work or less reliable even if they are the primary breadwinner in their home. To mitigate these effects, consider using search algorithms that can help overcome these biases. They can be programmed to ignore things that flag human attention. For example, technology can reduce the conscious and unconscious biases that negatively affect the prospects of neurodivergent candidates whose profiles may demonstrate behaviours that deviate from the norm in ways that can seem strange, but are ultimately irrelevant to job performance. Another step is to take a closer look at the language you use to write your job descriptions. It can be easy to unintentionally write job descriptions that discourage candidates from marginalised groups from applying. Machine learning algorithms can assist in replacing restrictive language with more neutral phrases through natural language processing. Machine learning and an intentionally diverse strategy allow you to reduce your rejection rate of otherwise eligible candidates. Overall this can lead to quicker and better placements. Increasing the diversity of the database also leads to continued improvements in diversity at your client organisations another win-win.
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Rise of the Northern Pound - For every £1 spent in London it is equivalent to £1.17 in the North
08-February-2019 - onrec.com
While London is famed for having the best job opportunities and highest salaries in the UK, new research from Totaljobs shows that other parts of the country are performing strongly, with every pound earnt going further up North. Posted in News archive on 08 Feb 2019 Company Profile Totaljobs View profile » New research shows £1 in London is equivalent to £1.17 in the North Leading economist works with Totaljobs to identify formula for North vs. London exchange rate While London is famed for having the best job opportunities and highest salaries in the UK, new research from Totaljobs shows that other parts of the country are performing strongly, with every pound earnt going further up North. The rise of the Northern Pound reflects thriving job opportunities, growing cultural hubs and a lower cost of living in the North. For workers, a pound goes almost a fifth further (17%) up north than in London, meaning northerners are getting more bang for their buck. For UK businesses looking to recruit the staff they need during a period of high employment, this offers a fantastic opportunity to expand their talent pool beyond the local area. At the start of a typical working day, the difference between London and the North is measurable, with Londoners facing the longest and most expensive commute into the office. While one in five people in York work within 10 minutes of their home, the same amount in London work within 40 minutes. On average, a Londoner travels 43 minutes into work, compared to 28 minutes for Northerners. A Londoners commute costs an average of £101.50 every month, which is double that of those in Leeds (£53) and over £40 more than their Mancunian counterparts (£60). Whats more, a morning coffee picked up en route costs 32% more in London than in the average Northern city (£2.40 vs. £1.80). Totaljobs worked with Professor of Economics at Lancaster University, Geraint Johnes, to calculate the formula to compare London and the North of England. The research finds that, whilst salaries may seem lower, disposable income goes a lot further up north. The pull of the North The results show that the North has much to offer - especially when it comes to career options and work-life balance. With many employers relocating to hubs up north, there are increasing opportunities for talent to relocate from London. In fact, 53% of Londoners would relocate to a new city and accept a lower salary if it meant a better quality of life, suggesting Londoners are increasingly aware of the opportunities other cities offer. Compare this to only 31% of those in the North who would be willing to move, showing northerners are a lot happier with where they call home. Most likely to stay put are Geordies, with 53% of those in Newcastle claiming that not even a pay rise would lead them to relocate. Though salaries may not top those in the capital, the research reveals a significant difference in quality of living because the money in northerners pockets goes further. This is even true of essential outgoings such as rent costs, with those in Manchester paying half the total household rent as those in London (£496 vs. £1,053). When it comes to ownership, the average property owned in Newcastle is worth just over £170,000 which pales in comparison to the £520,000 price tag in the capital. However, life in London affords its own opportunities, with Londoners spending more free time out of the house. In fact, they eat out on average 3.4 times per month in comparison to 2.1 in northern cities surveyed. Even more notably, 16% of people in London take five or more holidays per year, compared to 9% of those up north. It seems Londoners have a different mindset when it comes to where their money should go. Professor Geraint Johnes comments: We took an in-depth review of household income, the cost of living and work life balance around the UK to devise a formula offering insight into the true value of the pound in the North of England vs London. While salaries may be lower when compared to the capital, overall those in the North are better off, which will come as a surprise to many. We took into account lower house prices and rents, lower living costs, as well as shorter commutes and more free time. Martin Talbot, Director at Totaljobs says : Gone are the days where a salary is enough to secure the best talent; todays jobseekers are increasingly valuing work-life balance and their wellbeing above all else. Northern cities are seeing a rise in job opportunities as UK companies no longer think the capital is the be all and end all. Many northern cities offer lots of other advantages too, from a shorter (and cheaper) commute, great cultural scene, and a more affordable social life. No matter where theyre based, its key for businesses to highlight not just their employer brand, but the lifestyle their local area can provide existing and potential employees. Whilst the London bubble hasnt burst, employers in the North have a fantastic opportunity to offer attractive packages and secure top talent who may not have previously considered a career outside of the capital. Its clear that the Northern Powerhouse is booming with opportunity.
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Thousands miss out on Earned Income Tax Credit because they dont file
07-February-2019 - usatoday.com
Low- to moderate-income workers get relief. The Earned Income Tax Credit can be worth up to $6,421 this year for some.
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U.S. bankruptcy judge approves sale of Sears to Chairman Lampert
07-February-2019 - reuters.com
A U.S. bankruptcy judge on Thursday approved Sears Holdings Corp Chairman Edward Lampert's $5.2 billion takeover of the beleaguered retailer, allowing the department store chain to avert liquidation and preserve tens of thousands of jobs.
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These are the worst cities to live in America. Is yours one of them?
07-February-2019 - usatoday.com
The worst cities to live in tend to have high crime rates, widespread poverty, weak job markets and little in the way of entertainment options.
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How to stop robocalls, block numbers on your iPhone, Android and even landline
07-February-2019 - usatoday.com
You have a whole arsenal of smartphone tools at your disposal: Block numbers, Do Not Disturb mode, and apps can help end this telephonic pestilence.
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Ford investing $1 billion, adding 500 jobs in Chicago
07-February-2019 - reuters.com
Ford Motor Co said on Thursday it is investing more than $1 billion in its Chicago operations and adding 500 jobs as it prepares to launch three new SUVs this year and end production of the Taurus.
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Barclays hires internet banker from Deutsche Bank
07-February-2019 - reuters.com
Barclays Plc said on Thursday it hired Riaz Ladhabhoy, an investment banker from Deutsche Bank to be the co-head of internet banking in the Americas, a move that comes ahead of a wave of IPOs expected in the sector this year.
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Massachusetts Custom House Risk Advisors Hires Schwartz, Procter
07-February-2019 - insurancejournal.com
Custom House Risk Advisors (CHRA) has hired Jack Schwartz as a senior risk management consultant and Lee Procter as a risk management associate. [inline-ad-1]CHRA, based in Westwood, Mass., specializes in risk management and insurance issues within the real estate and
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Ames & Gough Appoints Parent as Equity Partner
07-February-2019 - insurancejournal.com
Ames Gough, an insurance broker and risk management consultant specializing in serving design professionals, law firms, associations and nonprofits, and other professional service organizations, has appointed Marguerite Parent as an equity partner of the firm. This appointment brings the
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Andersen, Hunter to Lead Lockton Employee Benefits Operations in California
07-February-2019 - insurancejournal.com
Lockton has named Won Andersen and Dard Hunter to lead and expand its Pacific Series employee benefits operations. Both will be based in Locktons San Francisco, Calif. office. Andersen is focusing on creating a benefits strategy involving talent acquisition and
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January job market booms, but skill shortages continue to plague the UK
07-February-2019 - onrec.com
Job vacancies and applications rose last month, but year-on-year data tells a different story Posted in Statistics and trends on 07 Feb 2019 Company Profile CV-Library.co.uk View profile » The traditional January jobs boom saw advertised vacancies soar by a staggering 63.8% last month, according to the latest job market statistics from CV-Library , the UKs leading independent job site. Whats more, vacancies also saw a smaller increase of 5.6% when looking at year-on-year data. Not only this, but applications sky-rocketed in January, increasing by a staggering 79% when comparing data with December 2018 findings . While this appears to be positive news for businesses, this comes as little surprise, given that the start of the year is often a busy time for recruitment after the December slow down. Looking at the bigger picture, the findings reveal that applications were actually down by 13% year-on-year . Yet despite this fall, the amount of candidates registering their CV on CV-Library was up 17.9% year-on-year. This suggests that while professionals may not have made their next career move yet, many could be preparing to do so. Lee Biggins, founder and CEO of CV-Library, comments: Our latest job market statistics are a bit of a mixed bag. While the figures seem largely positive for this month, we simply cannot ignore the fact that candidate applications are down year-on-year and its no secret that the governments failure to agree an effective Brexit deal is the key driving factor behind this. Whats more, unemployment is at its lowest rate since the mid-70s and while this is good news for the labour market and our economy, its having a knock on effect on the job market, with less candidates actively looking for work. Coupled with the fact that less EU nationals are exploring employment opportunities in the UK, businesses are having to work harder than ever to fill their vacancies and plug the skills gap. The statistics also reveal that average salaries for new jobs rose by 3.1% year-on-year, as organisations strive to provide the most competitive job offerings. With these statistics in mind, CV-Library offers practical advice to businesses across the nation who are hoping to attract talented candidates into their roles: Streamline your recruitment process: Make sure it isnt too lengthy and communicate with candidates throughout. Otherwise you risk them losing interest or ghosting your company. Offer competitive packages: Todays job hunters know what they want and that means your company needs to tick all the right boxes. Dont just focus on salary; be sure to offer great perks, company culture and development opportunities. Target passive candidates: With less people actively looking for a job, youll have to work harder to coax professionals out of their existing roles. Try referral schemes within your business and use CV search to help find passive candidates. Build your employer brand: Another way to target both passive and active candidates - spend some time replying to feedback left on review sites and be sure to make the most of your social media accounts and company careers page. Get your onboarding process right: Once youve made a new hire, make sure you give them the training and inductions they need to settle into the role. Otherwise you risk them leaving early, putting you back to square one.
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Website Planned to Help Workers of New Jersey Plant Destroyed by Fire
07-February-2019 - insurancejournal.com
The parent company of a landmark New Jersey paper plant destroyed by fire last week says it is creating a website to help hundreds of affected workers find new jobs. Soundview Paper Company said Monday the employment opportunities website activated
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Insurer Offers Employee Benefit Deal: Student Loan Relief for Unused Vacation Time
07-February-2019 - insurancejournal.com
Starting next year, U.S. employees at insurance company Unum Group will have a choice: The company will put money toward their student loans, if the worker gives up five paid vacation days. The new perk is a creative twist on
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Illinois FedEx Worker Died of Fall, not Cold, Autopsy Shows
07-February-2019 - insurancejournal.com
An autopsy found that a FedEx worker found dead outside in western Illinois amid record low temperatures died of a traumatic head injury. Rock Island County Coroner Brian Gustafson says 69-year-old William L. Murphys death was due to a fall.
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Brown Reappointed as Texas Workers Comp Commissioner
07-February-2019 - insurancejournal.com
Texas Gov. Greg Abbott has reappointed Cassie Brown as Commissioner of Workers Compensation at the Texas Department of Insurance (TDI). Her term will expire on Feb. 1, 2021. Brown has served as workers comp commissioner since being appointed to the
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Taxes 2019: 10 common filing mistakes to avoid this year
07-February-2019 - usatoday.com
Every year, tax professionals see the same common errors, but this year is extra thorny after the tax laws major changes. Here are mistakes to avoid.
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Swanson Joins United Group Alliance as Regional VP for Ohio
07-February-2019 - insurancejournal.com
United Group Alliance (UGA), an alliance of independent insurance agencies, has hired Dianne Swanson as regional vice president for Ohio. Swanson will be responsible for membership service and business development for all UGA member agencies in her territory of Central/Southeastern
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Appalachian Underwriters Adds 4 to Missouri Workers Comp Unit
06-February-2019 - insurancejournal.com
Appalachian Underwriters Inc. (AUI) has hired four workers compensation underwriting professionals in its St. Peters, Missouri, office. Tara Regan-Collins, senior underwriter, is a seasoned insurance professional, previously working with another national managing general agent (MGA) where she was senior underwriter.
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Feds Order Alabama Contractor to Pay $82K in Back Wages to 17 Employees
06-February-2019 - insurancejournal.com
An Alabama company has paid $82,515 in back wages and fringe benefits to 17 employees following a federal investigation into labor law violations. Al.com reports Marathon Electrical Contractors, based in Irondale, was contracted to renovate the clinic at Tyndall Air
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Hub International Adds Hickey in Indianapolis, Acquires Motorsports Business
06-February-2019 - insurancejournal.com
Chicago-based insurance brokerage Hub International Limited (Hub) has hired sports and entertainment specialist, Darren Hickey, and acquired a motorsports book of business as well, the company announced. Hickey, who is based in Indianapolis, will join Hub Southeast, bringing with him
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Construction Worker Killed on Florida Highway Expansion Project
06-February-2019 - insurancejournal.com
Officials say a worker doing construction on central Floridas massive highway expansion project was killed after being struck by a drainage pipe. Orange County Fire Rescue tweeted Monday that the worker was struck by a 20-foot iron pipe. Workers were
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Just say no: More than half of workers in the US stressed out by too much work
06-February-2019 - usatoday.com
Sometimes we create our own problems by not being able to say no to extra work and wanting to please too much.
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Dogs are teaching humans to be better bosses in this management training program
06-February-2019 - usatoday.com
Leader Dogs for the Blinds executive training program uses blindfolds and guide dogs to impart important leadership skills to make better bosses.
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GM factory workers get $10,750 in profit sharing; company earnings slip
06-February-2019 - usatoday.com
General Motors reports $11.8 billion profit for 2018, which is down 8.3 percent. But the companys truck and SUV sales in North America are strong.
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New Yorks SterlingRisk Insurance Hires Guthart
06-February-2019 - insurancejournal.com
SterlingRisk Insurance, a Woodbury, N.Y.-based independently owned insurance brokerage, has hired Steven Guthart as president and chief marketing officer. Guthart brings more than 30 years of industry experience to SterlingRisk. He previously served as president of Brooklyn operations at HUB
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Sears will be back in court as fight over whether to sell to its former CEO rages on
06-February-2019 - usatoday.com
A bid for Sears, that has pitted the companys controversial former CEO against its creditors and employees, headed back to court Wednesday.
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Dream job: Travel the world, post adventures on social media
05-February-2019 - usatoday.com
If you set your sights on a dream job outside of the office, set sail with Royal Caribbean.
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Sears, Kmart employees to bankruptcy judge: Dont let Sears be a pawn in Lamperts game
05-February-2019 - usatoday.com
A group of current and former employees of Sears Holdings exhorted a federal bankruptcy judge to force the retailer to make concessions.
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Talentry Launches Candidate Relationship Management Solution
05-February-2019 - onrec.com
New recruitment marketing platform enables the creation of stronger talent pools and helps fill open positions rapidly Posted in Launch on 05 Feb 2019 Talentry, a leading employee referrals and employee advocacy platform, is expanding its portfolio with Talentry Candidate Relationship Management (CRM). Using CRM, companies can increase the effectiveness of their recruiting channels, build stronger talent pools, establish campaigns to strengthen their relationships with talent, and fill both current and future vacancies faster. With CRM, Talentry now offers a comprehensive recruitment marketing platform that digitalises the process from the first point of contact to generation of applications. The platform provides lead generation, talent pool building, talent lead nurturing and conversion of leads into applications, and ultimately brings together high quality talent with open positions. In addition to accelerated time-to-hire, companies benefit from qualified candidates and low cost per hire. Talentry CRM integrates fully with applicant tracking systems (ATS) to provide a seamless candidate journey. Talentry's recruitment marketing platform is characterised by the fact that, unlike pure CRM solutions, it provides a decisive recruitment channel: the networks of existing employees. Other Talentry modules for employee referrals and employee advocacy allow existing employees to help identify and recruit new candidates. Within the platform, all contacts (i.e. leads) are integrated directly into CRM and organised in talent pools. A paradigm shift in recruiting With this platform, Talentry addresses today's pressing recruitment challenges. "Up to 86% of employees are not actively looking for a job," says Carl Hoffmann, founder and CEO of Talentry. "Traditional methods such as job ads have limited effectiveness, because they rely on talented people actively applying. In addition, they can be resource-intensive, particularly when using active search via business networks. Companies must therefore develop a new recruitment mindset, which is precisely where Talentrys platform comes into play. Today, recruitment must be viewed in the same way as the marketing and sales process, in which leads are actively generated and relationships are strategically built and nurtured to win customers. Companies should therefore design their talent strategies according to marketing and sales principles, and deploy the processes and technologies which enable them to be successful." The importance of relationship management Talent pools and relationship management play a central role here as companies can fall back on candidates with whom they have already had contact in the past. If it wasn't the right profile for a position at the time, or if the candidate rejected an offer, the person in question could well be considered for another position later. Ideally, the company will have established a relationship with the candidate in the past and can now identify, mobilise and win the candidate more quickly. This gives companies a significant speed advantage in filling vacancies, which is crucial as research shows time to hire is getting longer and longer, with 73% of organisations complaining about an increase over the past five years [1] . Talentry CRM was developed in close dialogue with market-leading companies. This includes, among others, Franke Group. Marc Hexspoor, Vice-President Human Resources, on the benefits of CRM: "In recruiting, companies have to be able to react quickly. Digitalised Candidate Relationship Management helps us to generate contacts to promising talented individuals, organise them in talent pools and thus immediately fill vacant positions with suitable candidates. This is a real competitive advantage". For further information about Talentry CRM, please see notes below, or visit http://www.talentry.com/product/talentry-crm About Talentry CRM Talentry CRM delivers the following functionality: Talent pool management Talentry CRM first captures talent leads (i.e. data about qualified individuals) through sources which include career fairs, active search and employee referrals. Recruiters can then organise these leads into talent pools and search for relevant profiles using intelligent search functionality. For example, talent pools can be set up for specific company departments, job groups (e.g. software engineers), required qualifications or according to the recruiting channel through which the leads were generated. A browser extension, which records relevant profiles from business networks in the pool with just a few clicks, also supports the creation of talent pools. Talentry CRM also enables the integration of 'join widgets' on career websites, so that interested talents can quickly and easily register for a talent pool. Campaign Management Talentry CRM users can easily interact with talent and build relationships through using individual communication frameworks, as well as automated and permanent campaigns.. The solution takes into account the individual Candidate Journey that a company has defined for its target groups, and also supports the promotion of the employer brand and relevant content among potential candidates. Process automation Automated workflows make it easier for recruiters to control candidate relationship management. This includes, for example, shifting talents to other pools when a status has changed. The automatic transfer of a candidate to the applicant management system as soon as he or she has applied for a position ensures a seamless candidate journey. Analysis as a basis for strategic planning Digitalised Candidate Relationship Management enables comprehensive data analysis for the optimisation of many recruiting processes and key figures. This results in various advantages: Better planning : Based on the objectives to be achieved, it is possible to determine how many leads, candidates and applications must be generated in the various phases of the recruitment process. Increased performance of recruiting channels : Communication activities (i.e. nurturing) increase the probability of contacts across all proactive recruiting channels to become applicants. Measurable contribution of recruiting to corporate value creation : Every vacancy that is open but unfilled, costs companies a measurable portion of business value. 'VpH' (value-per-hire) indicates how much added value is created by an accelerated hiring process. Greater cost transparency : Classic key figures such as cost-per-hire can be more easily determined and influenced on the basis of completely digitalised processes. About Talentry Talentry is a software company and has been one of the leading providers of cloud-based recruiting solutions since 2013. Talentry's recruitment marketing platform enables companies to tap new sources for potential applicants with the help of their employees' networks, to strengthen the employer brand sustainably by distributing relevant content and to build and maintain relationships with candidates. Talentry increases the productivity of multiple recruiting channels to match talent with suitable employers and helps companies overcome skills shortages. Its clients include numerous DAX companies as well as renowned international companies. Talentry is based in Munich and London and employs more than 50 people. Further information: www.talentry.com . [1] Forsa
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UK Salary News - Allthetopbananas
05-February-2019 - onrec.com
Posted in Statistics and trends Januarys stats for average advertised salaries are in and it appears the climate is getting tougher for much of the UK. on 05 Feb 2019 Company Profile Allthetopbananas.com View profile » Comparing January 19 with December 18 on www.allthetopbananas.com London continues to perform the strongest with an advertised average of £42,444. For the rest of the UK though, there appears to be less when it comes to wages in January than in December. The major change is for Wales. In September, October and November, Wales stood out as one of the highest performers, but decreased by more than £3.1K in December and another £6.2K in January. However, East Anglia and the East Midlands both continue to be slightly on the up compared to December. East Anglia has the second highest average of £32,298, while the East Midlands offers an average of just over £30K. Head of Marketing at Allthetopbananas.com David Ogden said: Theres been some big changes in the last couple of months, particularly for Wales. It will be interesting to see how Wales and all the regions develop with the UKs proposed EU exit date of 29 March just around the corner.
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Majority of UK recruiters say an opportunity divide still exists in the jobs market despite skills shortages
05-February-2019 - onrec.com
The majority (59 per cent) of UK recruiters say there is an opportunity divide between affluent talent and less privileged talent, according to a survey of more than 2,000 global recruitment professionals by Bullhorn, the cloud computing company that helps staffing and recruiting organisations transform their businesses. Posted in News archive on 05 Feb 2019 Company Profile Bullhorn View profile » This opportunity divide further compounds a chronic challenge for recruiters the lack of available talent. More than three quarters (78 per cent) of respondents claimed that dealing with shallow talent pools and skills shortages and gaps will be a top hiring challenge this year. In fact, 57 per cent of respondents agreed that skills shortages in certain sectors in the UK are worse in 2019 than they were five years ago. The generational divide is a significant stumbling block for recruiters: 45 per cent said that Millennials (those between 22-37 years old) are the hardest group to reach. Comparatively, only 15 per cent said the same of Baby Boomers (54-72 years old). Addressing talent shortages The survey highlighted other possible solutions for skills gaps. Seventy-seven per cent of recruiters agreed that their clients must accelerate salary increases if they are to compete for the best candidates. However, 34 per cent also said that encouraging employers to do this will be another top challenge for this year, largely owing to uncertain economic conditions. Reskilling the workforce and understanding the role recruiters should play in this process was the third most commonly cited hiring challenge for 2019. A quarter (25 percent) said that reskilling workers due to the changing nature of jobs will be a daunting prospect. Despite this challenge, 77 per cent agreed that reskilling workers will be an effective way to address the problem of shallow talent pools. The research also found that a majority (60 per cent) of recruiters believe organisations with a strong degree of diversity are more productive. Peter Linas, Bullhorns Executive Vice President of Corporate Development and International, commented: Economic, political, and generational considerations are aggravating talent gaps, and recruiters must look beyond conventional solutions. While there is a clear opportunity divide in the jobs market, adopting diverse hiring practices isnt just the right thing to do: its good business. Growing strong Despite hiring challenges, more than a quarter of UK recruiters expect a revenue increase of 25 per cent or more this year, 61 per cent expect their number of temporary placements to increase, and 58 per cent anticipate increasing their investment in technology. When asked specifically about a firms primary growth strategy over the next three to five years, only 9 per cent of respondents expected to grow via mergers and acquisitions. The majority (80 per cent) of respondents expected to grow their businesses organically, expanding business from new and existing clients. When asked for their three most urgent operational challenges for the year ahead, recruiters cited: Digital transformation (by 80 per cent) Pricing pressure and margin compression (by 54 per cent) Cybersecurity and data protection compliance (by 37 per cent) Some 86 per cent of recruiters agreed that staffing and recruitment firms must embrace digital transformation defined as the integration of technology into all areas of their business for the purposes of improving operations and the way they deliver value to customers in order to remain competitive. Technology will play a critical role in encouraging more diverse hiring practices, said Linas. Intelligent CRM and ATS technology can help recruiters spot candidates who might not be the most obvious choices, but do in fact have the right experience and skills to succeed. Political and economic challenges Bullhorns research found that macroeconomic and political issues are expected to apply more pressure to the industry in 2019. The three most commonly cited were: Uncertainty over the economy and future growth (by 58 per cent) Cybersecurity and data protection regulations such as GDPR (by 32 per cent) Restrictions on use of foreign labour (by 30 per cent) The common thread for all of these challenges is the potential impact of Brexit, commented Linas. Uncertainty is still the name of the game, but its encouraging that the industry still anticipates growth, still expects to make more placements, and is proactive in adopting new technologies. The UK recruitment industry has always been robust, resilient, and ready for anything; the question now is whether it needs to prepare for a spot of bad weather or an oncoming storm. To read more about Bullhorns Global Recruitment Insights and Data research, visit https://grid.bullhorn.com/uk/ . 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 900 people globally. To learn more, visit www.bullhorn.com/uk or follow @BullhornUK on Twitter .
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Get Ready For #IHRE19!
05-February-2019 - onrec.com
Its nearly time for the 5th In House Recruitment Expo! For two days on 26th and 27th February well be bringing our unique blend of learning, conversation, networking and technology to Olympia for the fifth time. Posted in News archive on 05 Feb 2019 Its the event where everyone involved in the attraction, hiring and retention of talent comes together to share experiences, hear new ideas, find new products and services and learn more about the emerging trends shaping the Recruitment, Talent and HR space. As ever, there is much to discuss! Future Talent Trends and Exceptional Speakers With March 29th approaching fast, this years Expo takes place during the run-up to Brexit, an event which will be on the minds of all attendees and sponsors, even if we not fully aware of the long-term effect on recruitment. Several of the challenges facing in-house recruitment teams will come from understanding how best to source and hire the talent their businesses need in an ever-changing and tightening labour market, as efficiently and effectively as possible. No doubt this will be one of the most debated topics over the two days, with many perspectives shared. With this in mind well be looking very much at future talent and how to hire the next generation. Rebecca Fielding (MD of Gradconsult) will be showing us how the graduate recruitment market is changing with examples of best practice across the sector and will also run a separate masterclass sharing practical ideas on how to improve your graduate recruitment process. Future talent isnt only about graduates though, and Simon Reichwald of MyKinda Future will look at why companies are ramping up their apprenticeship schemes. Are they the graduate programmes of the future? Meanwhile TMP Worldwide will share their own research on whether graduate schemes are being wound down, with companies preferring to grow their own talent. Much focus this year will be on the overall performance and effectiveness of recruitment teams during a time of change. Our seminar sessions start on the first morning with PWC offering a practical overview of how technology is helping to drive transformational change in larger recruitment teams, whilst later the same day Lee Andrews, IBMs Head of Talent Acquisition EMEA, will be showing how they are using digitisation and AI to create differentiated and personalised candidate and hiring manager experiences. On Day 2 Sainsburys Head of Recruitment Strategy looks at automation and how it is changing their approach to talent attraction, and GSK will talk us through their digital journey and how it has helped to attract and retain digital talent. In our final masterclass session Vacancy Fillers CTO Jon Brookes will offer advice on how the latest technology can deliver stronger recruitment and candidate experiences, helping to create competitive advantage. Other important trends we will hear about include managing freelance workers as part of your total workforce, as WPP share their insights, and the success of diversity inclusion initiatives. For the latter, the Cabinet Office will share specially commissioned research on attracting and hiring disabled candidates, and Path Motions co-founder David Rivel will run a masterclass based on their own research of why companies seem to lose diverse candidates early in the recruitment funnel, and how to convince applicants that youre serious about diversity. How is Technology Evolving? Throughout the two days youll be able to meet with, and demo, a wide range of recruitment technology suppliers, helping you to understand how you can achieve more effective recruitment outcomes. Workable, our silver sponsors, will show how their all-in-one recruitment solution can help streamline hiring, managing multiple pipelines and offering trackable team communications to give full reporting. Bronze sponsors are Broadbean, the global leader in providing sophisticated, simple to use, sourcing tools. Kallidus are our programme sponsors, and they will be showcasing their ATS which enables attraction, hiring, on-boarding and development of employees. There are a wide range of exhibitors this year, covering the whole recruitment ecosystem. You can find out how to curate a community of freelancers and have complete visibility over the freelancer lifecycle with YunoJuno. Meanwhile Tempo will demonstrate their intelligent, video-based hiring platform, and you can check our Coensus HRs assessment and benchmarking tools, that help you to hire for strengths and culture fit. Emergenetics system uses findings from psychology, social analytics and brain science to accurately narrow a candidate list to find best fit. Register and Start Planning Your Visit! There is a lot to see and hear at this years InHouse Recruitment Expo. Were offering the broadest range of content ever, with case studies and exclusive research and insight across the seminar agenda, and many practical masterclass sessions. To stay ahead of the trends and challenges in the recruitment sector youll need to register to guarantee entry. And when you start planning your day and choosing the seminar and masterclass sessions that you most want to attend, make sure you avoid disappointment by booking your place early, before the session full signs go up. Also check the exhibitor list and meet the suppliers that can help your recruitment team. And finally, the InHouse Recruitment Expo wouldnt be what it is without the all the conversations, chance meetings and networking that happen when so many recruiters and suppliers gather under one roof. So, come along on 26th & 27th February and get involved. Make sure you follow @ InHouseRecExpo and #IHRE19 on Twitter for all the latest updates and announcements, and to join in the conversations on the day. Well see you there!
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Over half of Brits feel too guilty to take sick days and its affecting their mental health
05-February-2019 - onrec.com
CV-Library offers practical advice to help employers support the wellbeing of their workforce Posted in News archive on 05 Feb 2019 Company Profile CV-Library.co.uk View profile » While today might be National Sickie Day, research from leading job site, CV-Library , has found that the majority of Brits (73.7%) actually only take one or two sick days a year. Whats more, less than one in five (17.5%) said they have pulled a sickie in the last 12 months. The study sought to uncover just how many sick days the average Brit takes each year, and the affect this has on their physical and mental health. Worryingly, over half (52.5%) of professionals said they feel too guilty to take time off when theyre genuinely ill. When asked why they feel too guilty to call in sick, the main reason was because they didnt want to leave their team in the lurch (50.6%). Other key findings include: One in five (24.1%) dont like taking sick days as they believe it reflects badly on them A further 13.9% say their boss is not very understanding if they are ill And over one in 10 (13.2%) say calling in sick is frowned upon in their workplace Additional research from CV-Library explored the impact that working overtime can have on peoples physical and mental health. According to the study, two thirds of Brits (64%) confess to working more than their contracted hours, with 11.3% working an extra 15 hours each week. Its therefore not surprising to learn that 67.7% say their job makes them feel stressed and a further 42.9% say it causes them to feel anxious or depressed. Lee Biggins, founder and CEO of CV-Library , comments on the finding: There seems to be a stigma around taking sick days, with many fearing that their manager wont believe them or theyll get too behind on their workload. Another problem that often arises is sick pay, with those who go unpaid being even less likely to take the day off, despite being unwell. As an employer its important to make sure you have a policy in place that encourages staff to take time off when theyre ill, whether this is a physical or mental ailment. When employees come into work feeling sick, theyre less productive and more likely to pass on their illness to other members of the team. As such, its better for both parties that they take the time out to recover. CV-Library offers its advice on the steps businesses should take in order to support their staff and reduce the stigma around taking sick days: Offer mental health days: An emerging new trend, 83.6% of Brits believe this would be beneficial, giving them time to look after their mental wellbeing, without feeling guilty that theres nothing physically wrong. Allow staff to work from home: By giving staff the opportunity to work from home when theyre not feeling great, you eliminate the need for them to call in sick. They can continue to work, but comfortably from their own home. Keep the lines of communication open: Almost two-thirds (60.8%) of professionals feel they cant talk to their boss about mental health. As such, you need to create a trustworthy environment where staff feel safe discussing these important issues. Promote work-life balance: One of the best ways to reduce stress and poor mental health is by encouraging your staff to have a strong work-life balance. This means not taking work calls or replying to emails out of hours and not putting in too much overtime!
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Once Known as the Bond King, Gross Retires After 40-Year Career
05-February-2019 - insurancejournal.com
Bill Gross, who transformed bond investing over a storied four-decade career, is leaving the stage after a tough final chapter. Gross, who announced his retirement Monday, struggled in the last four years as head of the Janus Henderson Global Unconstrained
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Maines The MEMIC Group Promotes Delcourt, Fendler
05-February-2019 - insurancejournal.com
Workers compensation specialist The MEMIC Group promoted Ben Delcourt to underwriting manager and Shae-Li Fendler to underwriting analyst manager. Delcourt manages the underwriting team, which represents more than 60 percent of Maines employers. He joined MEMIC in 2012 as an
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USI Insurance Services Acquires New Yorks GFI Insurance Brokerage
05-February-2019 - insurancejournal.com
USI Insurance Services (USI), a provider of insurance brokerage and risk management, has acquired New York-based GFI Insurance Brokerage Inc. Terms of the transaction were not disclosed. Founded in 2003, GFI provides commercial property and casualty, employee benefit and personal
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Employees with Sexual Harassment Case Against Lehman Still Waiting
05-February-2019 - insurancejournal.com
Sexist comments, lewd gestures and worse. Allegations like these are sorely familiar in the #MeToo era. Only this time, they hail from what seems like Wall Streets Dark Ages: back when Lehman Brothers was flying high. More than a
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How can I help my company increase workplace diversity? Ask HR
05-February-2019 - usatoday.com
Workplaces with diverse and inclusive cultures are better places to work, and they perform better. Employees can and should play a role in that commitment.
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NAS Insurance Re-Enters EPLI Market with New Management Liability Policy
05-February-2019 - insurancejournal.com
NAS Insurance has re-entered the employment practices liability insurance market with a new three-in-one management liability product for small to mid-size businesses. The new NAS Management Liability policy will offer EPLI, directors officers liability and fiduciary liability coverage options
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Legal sector jobs remained flat in January
04-February-2019 - abajournal.com
The number of legal jobs in January neither grew nor diminished from the prior month. In both December and January, the legal services sector had
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Keyes Insurance of Florida Hires Introcaso as COO
04-February-2019 - insurancejournal.com
The Keyes Companys insurance division, Keyes Insurance, has hired Mark Introcaso as chief operating officer. Introcaso brings more than 37 years of experience in the insurance industry, most recently with Peoples Trust as the director of Business Development South Region.
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Sears makes case to judge for rescue deal with chairman Lampert
04-February-2019 - reuters.com
The once-mighty Sears department store chain took its fight for survival to a bankruptcy judge on Monday, arguing the proposed $5.2 billion sale to its chairman, Eddie Lampert, would help save 45,000 jobs and keep 425 stores open.
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GM cutting 4,000 workers in latest round of restructuring
04-February-2019 - reuters.com
General Motors Co on Monday said it was starting to hand pink slips to about 4,000 salaried workers in the latest round of a restructuring announced in late November that will ultimately shrink its white-collar workforce in North America by 15 percent out of 54,000.
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Private label advertising in 2019 for Amazon success stories
04-February-2019 - onrec.com
Usually, people are excited about starting new businesses and make money from them. Posted in News archive on 04 Feb 2019 Well, it is such a common thing where we used to experience among the people and witness their growths in a shorter period. However, you can also search for various online businesses where most of the people are focusing on them and start to make their earnings that whenever they want. So, whenever seeking the business to begin, then it is essential for you to follow some of the right strategies or get support from experts. As we mentioned earlier, there are several businesses which are available to choose and focus it. But the thing you should know is not all the businesses are going to offer the best result than expected. In order to make this thing simpler, it is important for you to experts that who all are already experienced in it. Well, based on these things, you can make a large amount of money with proper strategies. However, on the other side, you can also find a business like private label advertising. By handling this thing, you can make more money in a quick time. Why Private label products? For information, private label products are mainly said to be the goods as well as the services which are mainly created by a particular company and getting sold, then start to get branded by other company in general as per the sources. Generally, all the products are having specific brand names and this how most of the people are focusing on them. If it comes to Amazon platform, most of the people are used to buy because of the trust in Amazon platform. So, the brand is always speaking better than expected. Also, people are using this work as freelance work that whenever they want to make money. Even you must be aware that the insurance products are also mainly said to be private label products. In case, if you are looking for the own business to begin, then selling the private label products are always going to be easy for getting sold tag with the support of FBA program that too in a quick time. Are you searching for Success Story , and then there are many available across the internet to check out. Handle with market research Whenever you are going to sell the private label products or looking for advertising in 2019, then make sure to know about some of the exciting products which are available in the current trends. Also, it is important for you to have a little research on whether the products that you would like to advertise or sell is worth it or not. Based on this research, you can follow further and get the better result through advertising the private label products that whenever required. In case, if you are planning to sell your own private label products when it comes to Amazon FBA platform, then it requires a lot of patience to stay and make the things harder than usual. However, in order to make this thing better and easier, you can get into Jungle scout chrome extension for the better outcome for your business. Well, with the support of jungle scout, you can even easily search for the right products among the millions of products which are available across the Amazon platform. Check product suppliers It is also important for you to know about the product suppliers and get the perfect idea to pour for your business. All you need to focus on it is Jungle scout tool. Once you started to use this tool, then the things become easier for you and smoother to handle that whenever you want. Once everything is followed in the right way, then you will be going to experience a better outcome than expected in perfect time. Fix the design for advertising We all know about private label product where we can add any design or logo over the package. But you must be careful in choosing the right design by comparing with the similar products which are available in the market already. If the package is perfect with right logo, then there will be a chance of getting more customers for the product and see the improvement in business for all the time.
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What to Do If an Employee Displays Signs of Dementia
04-February-2019 - insurancejournal.com
Faced with an aging American workforce, companies are increasingly navigating delicate conversations with employees grappling with cognitive declines, experts say. Workers experiencing early stages of dementia may struggle with tasks they had completed without difficulty. Historically punctual employees may forget
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Independent Agent Group Taps Texas Mutual as Endorsed Work Comp Carrier
04-February-2019 - insurancejournal.com
Texas largest independent insurance agent association and the states leading workers compensation insurance carrier have formed a strategic partnership. The Independent Insurance Agents of Texas (IIAT) announced the partnership with Texas Mutual Insurance Co. at IIATs Joe Vincent Agency Management
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Googles sister company, Verily, might be making smart shoes that track your weight gain
04-February-2019 - usatoday.com
Alphabet, Googles parent company, isnt the first tech company to hire health experts. Apple has hired nearly 50 medical doctors in 2018.
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SmartRecruiters Delivers Most-Requested Product Features in a Single Quarter
04-February-2019 - onrec.com
Talent Acquisition teams can experience the latest configurability, optimization, and sourcing upgrades in SmartRecruiters January 2019 product release, which delivers the highest-voted user requests to date Posted in News archive on 04 Feb 2019 Company Profile SmartRecruiters View profile » SmartRecruiters, the Hiring Success Company, introduces today a number of highly anticipated, user-requested product enhancements as part of the January 2019 product release, dubbed the Winter of Love. Building on innovations over the past year, the latest updates enhance workflow optimization, enterprise configurability, and sourcing effectiveness for hiring teams already using the SmartRecruiters enterprise recruiting platform. "While weve expanded the talent acquisition suite by offering the industrys first and only native AI recruiting and candidate relationship management solutions, SmartRecruiters latest product release demonstrates our ongoing commitment to core functionality while making innovation leaps, says Jerome Ternynck, Founder CEO of SmartRecruiters. The latest release comes on the heels of a busy 2018 for SmartRecruiters, which saw the launch of three brand new add-on products: SmartAssistant , a native artificial intelligence-powered recruiting service; SmartJobs, an intelligent job advertising platform; and SmartCRM , a native candidate relationship management solution that enables proactive hiring. If I think about one sentence to describe last year for the SmartRecruiters product team, it was all about innovation and extending our product offering to support new ways of giving [our customers] assistance in achieving hiring success, says Natalia Baryshnikova, Head of Product Management at SmartRecruiters. This year, SmartRecruiters continues its commitment to ongoing innovation, beginning with workflow optimization features to the core platform. Given the amount of time that hiring teams must spend on TA platforms in order to make great hires, SmartRecruiters sought to boost recruiter efficiency and reduce the amount of time spent on non value-added tasks. The latest update includes major candidate processing features like mass status change and screening question filters, designed to improve the lives of users who need to work at scale. For global enterprises, the demand for deeply configurable security and access permissions is top priority. To better align with the unique needs of large organizations, the latest release introduces custom hiring team roles, user-defined access permissions for hiring team members, field recruiting app permissions, and configurable candidate consent request templates. As more companies invest in proactive recruiting strategies, the more that sourcing tools like CRM are becoming must-haves for hiring teams. SmartRecruiters incorporated early customer feedback on SmartCRM into the latest release by extending lead capture forms for greater customization, as well as improving the candidate experience by allowing candidates to 1-click apply for open roles with their SmartProfile. As with previous SmartRecruiters product releases, these major updates come accompanied by a number of additional platform enhancements that aim to provide customers with a platform that stays at the forefront of performing talent acquisition teams. Thanks to deeper customization, more optimized workflows, and improved sourcing functionality, hiring teams on the SmartRecruiters platform are better positioned to make great hires that drive business success. www.smartrecruiters.com
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Access Group takes recruitment technology to the next level with its Candidate to Cash offering at the Recruitment Agency Expo in London
04-February-2019 - onrec.com
Every year the best and brightest in the recruitment congregate to share knowledge and propel the market forward, so its no surprise that Access Group will have a significant presence on 5th and 6th February to share its latest candidate to cash proposition. In a time of fierce competition where recruitment businesses are looking to improve efficiency and productivity, Access Group is well positioned to help. Posted in News archive on 04 Feb 2019 Company Profile The Access Group View profile » Access Group, software leader for the recruitment market, to share its game changing strategy at the London Recruitment Agency Expo Accesss unique candidate to cash proposition is set to draw a crowd with key decision makers attending one of the UKs biggest recruitment events Given the overwhelming positive customer feedback on its complete front to back offering and new recruitment CRM, Access is taking recruitment technology to the next level Every year the best and brightest in the recruitment congregate to share knowledge and propel the market forward, so its no surprise that Access Group will have a significant presence on 5 th and 6 th February to share its latest candidate to cash proposition. In a time of fierce competition where recruitment businesses are looking to improve efficiency and productivity, Access Group is well positioned to help. As Brexit uncertainty, compliance and talent shortages remain a worry, recruitment businesses need to ensure they can operate more effectively and stand out in the crowded market. Access believes the successful agencies will be those who can address productivity and efficiency challenges by adopting technology that supports the complete recruitment process - from candidate attraction to cash collection. With over 100 vendors, 50 leading experts and 3,000 staffing professionals expected at the Recruitment Agency Expo over the two days, it is arguably one of the most important recruitment events on the calendar. This years delegates will hear first-hand from Jason Martin, Head of Strategy for Access Recruitment, about its candidate to cash strategy. Jason will be talking about how recruitment businesses who are able to think holistically about their operations and automate business processes, will be able to positively impact profit margins and become more competitive. As well as a spot on the conference agenda, Access will be making its presence known with a central stand to talk with existing and prospective customers about its unique offering. This follows the successful launch of its new cloud-based front-office recruitment CRM and its collaborative technology Access Workspace. Clients of Access latest offering have already provided overwhelmingly positive reviews - highlighted by Christopher Gent, Director from 123 Teachers, who chose Access Recruitment software to help grow the business and give the directors a clear view of productivity and performance across the business. Adam Blaney, Senior Business Manager at global technology recruitment business Montash, also shares that Access CRM recruitment software is not only easy for our staff to use but has helped to improve our sales efficiency and increase sales volume. Access is clearly more than just a CRM provider but a leading recruitment technology provider delivering tangible benefits to our business. Access software developments come from a desire to provide recruitment businesses with not just more functionality and an improved user experience but a new way of working that is more connected and collaborative using best of breed products delivered through Access Workspace. With at least 40% of the UKs top 500 agencies using Access recruitment software plus a further 550 customers following last years acquisition of Microdec, the group now serves over 25,000 users and is clearly delivering the most comprehensive offering to the industry, placing it in prime position to continue its market share growth. About Access Recruitment Access helps the UKs top agencies to simplify the everyday running of their recruitment business to fuel efficiency and productivity, control costs and enable growth. By bringing together best of breed products onto one platform we take care of everything from sourcing, screening and attracting the right candidates, paying workers, contractors and candidates right through to billing clients and managing cash collection. This connected and collaborative way of working brings together every department within your recruitment business giving you the freedom to focus on clients and candidates. Find out more about how Access Group supports UK recruiters About Access The Access Group is a leading provider of business software to mid-sized UK organisations. It helps more than 16,000 customers across commercial and not-for-profit sectors become more productive and efficient. Its innovative Access Workspace technology transforms the way business software is used, giving every employee the freedom to do more. Established in 1991, The Access Group, with an enterprise valuation of £1billion, employs more than 1,500 staff.
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Digital marketing and SEO online referrals
04-February-2019 - onrec.com
According to the sources, there are millions of businesses which are getting launched every day. Posted in News archive on 04 Feb 2019 Even most of the people are used to make money with the proper strategies involved in it. However, not all the people are making money every day. Yes, without making a plan and following strategy, it is always difficult for the business people to carry from the initial stage to the next level. Well, it is the main thing where everybody is looking for it and used to handle with the support of proper services by just including with the business. Yes, whenever you are going to begin the business, it is always essential for you to focus on the promotions. With the support of promotions, you can easily reach the target people to its maximum. So, involving the digital marketing in this stage is always essential for the business people that who all are in the initial stage. Generally, people at the basic level should focus on marketing. Once the marketing is handled in a better way, then your business will be getting reached despite the competitors are there across the internet. Importance of strategies When it comes to handling the marketing for your business, it is always essential for you to focus on the strategies. Well, there are several strategies available to pick and follow according to your niches. Based on the niches, you are going to choose the right ones and follow the same for a few days. After some days, you will be going to witness the growth in your business for sure. The thing you should focus always on it is strategies. Based on the strategies, your business is going to be a major highlight even with the competitors. For information, there are several strategies available like we said earlier. By following the right one, you can see the difference after a certain level of the stage. But the thing one should keep it in mind is it requires a lot of patience until the business is getting clicked and deliver a lot of profits to experience. If you are searching for more details to check out for your business, then follow https://www.webmarketing123.com as per wish. Customers should get engaged The thing every business person is to focus on it in order to engage the customers. In order to engage your customers, it is always important for you to focus on emails, promotions, contests and more. Once these things are managed to follow, then you can easily keep your customers engaging. So, when it comes to handling the business, make sure to keep your customers active by posting lost of posts continuously without making any delay and gap. Make your referral process simpler It is always essential for you to keep it in mind that when it comes to referral process, it is essential for you to keep it simpler. For instance, when handling the email to send, sharing the stuff as a post on Facebook and more, the referral process should be simpler. If this thing is simple, then you can start to promote the business in a quick way than expected. Share a positive word of mouth in reviews Nowadays, people are always used to follow the reviews that before going to purchase or getting the services. In case, if the reviews are good, then there will be a chance of purchasing without going for a second thought. With the support of good reviews and SEO marketing, you can easily reach the target people when managing your business for all the time. In case, if you arent aware of developing your business, then it is also considered to be one of the easiest ways that you can make it possible in a quick way. Become a referrer to develop business As we all know that karma always works big time. Likewise, there are most of the people would help your business to get maximum reach at a point. If any of your friends play a major role in developing your business, then be a referrer for them as well. Yes, you can also help them to develop their businesses in the future. If these things followed in a genuine way, then you can see the business is getting developed in a short time.
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GM confirms white-collar job cuts to happen over next two weeks
04-February-2019 - usatoday.com
The automaker needs to trim about 4,000 white-collar jobs after buyouts and contractor cuts, in addition to its controversial plant closures.
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GM begins cutting 4,000 more jobs
04-February-2019 - usatoday.com
As part of an effort to save billions of dollars in 2019, General Motors will continue layoffs of roughly 4,000 workers. Veuers Justin Kircher has the story.
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Millennials are moving to these US cities for good jobs and salaries
04-February-2019 - usatoday.com
Youd think youd find the biggest concentration of millennials in cities like New York or Los Angeles. But it turns out the younger generation is heading for other cities in the U.S. like these. Susana Victoria Perez has more.
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Walmart introduces earned paid time-off for sick days and other absences
03-February-2019 - usatoday.com
Walmart employees can now earn paid time-off unplanned absences from work. The retailer will pay a higher bonus to those with spotless attendance.
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Here are two truths to help you build a successful career and future
03-February-2019 - usatoday.com
What makes companies like Coca-Cola and Merck endure? Its a culture that stays restless. You need that same attitude to build your career.
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U.S. job gains largest in 11 months; unemployment rate rises
02-February-2019 - reuters.com
U.S. job growth surged in January, with employers hiring the most workers in 11 months, pointing to underlying strength in the economy despite an uncertain outlook that has left the Federal Reserve wary about more interest rate hikes this year.
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Boeing goes bionic to roll out more Dreamliners
02-February-2019 - reuters.com
Boeing Co is counting on a new kind of worker to help it reach a long-coveted target of rolling out 14 787 Dreamliners from its factories each month: half human, half robot.
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GM meets with lawmakers over racism allegations at Ohio plant
01-February-2019 - reuters.com
Senior General Motors Co executives met this week with Ohio's two senators and other lawmakers on Capitol Hill after African American employees sued the automaker accusing it of allowing a racially hostile work atmosphere.
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Stock rally flags after strong U.S. data, bond yields rise
01-February-2019 - reuters.com
Bond yields rose and stock markets mostly edged higher on Friday after U.S. employment and manufacturing data underscored a strong economy with little wage inflation, but a gloomy outlook from Amazon.com gave investors pause.
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Amazon jitters offset upbeat jobs data on Wall Street
01-February-2019 - reuters.com
Wall Street ended mixed on Friday, as optimism from a surge in January U.S. job growth was offset by a weaker-than-expected outlook from Amazon.com Inc that battered retail stocks.
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Employers add booming 304,000 jobs in January, marking 100th straight month of employment gains
01-February-2019 - usatoday.com
Employers added 304,000 jobs in January, the 100th straight month of gains. Economists expected 165,000. Government shutdown was set to have modest impact
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U.S. agency seeks approval to take over Sears pensions
01-February-2019 - reuters.com
A U.S. agency that insures worker pensions sought permission on Friday to take over two underfunded Sears Holdings Corp pension plans, after objecting to Sears Chairman Eddie Lampert's proposed $5.2 billion buyout of the bankrupt retailer.
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Why Working Until 70 Is Not Simple Solution to Retirement Crisis: Viewpoint
01-February-2019 - insurancejournal.com
It may seem a simple solution to the brewing U.S. retirement crisis: Get people to work until 70 before retiring and 85 percent will have the money they need for retirement. They will save more during additional years in jobs
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Cybersecurity Expert Tapped for Oklahomas Top Emergency Management Post
01-February-2019 - insurancejournal.com
Oklahoma Gov. Kevin Stitt has appointed a longtime cybersecurity expert as the states new director of the Department of Emergency Management. Stitt announced the hiring this week of Mark Gower to lead the agency that coordinates the states response and
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Assembly Workers in Michigan Using Wearable Technology to Support Arms
01-February-2019 - insurancejournal.com
Ford Motor Co. and other manufacturers want to help their workers take a load off. Or at least make it easier to lift a load up. Ford is among several companies providing wearable technology to elevate and support their workers
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Minnesota Department Reports Data Breach, up to 3K Exposed
01-February-2019 - insurancejournal.com
The Minnesota Department of Human Services says a data breach potentially exposed personal information on up to 3,000 people. Commissioner Tony Lourey tells legislative leaders it happened Sept. 28 when an employee fell for a phishing scam and clicked on
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Risk Management Is Answer to Footballs Insurance Problem, Says Top Sports Broker
01-February-2019 - insurancejournal.com
ESPN ran an in-depth report recently about insurers being unwilling to cover the National Football League (NFL) for general liability and workers compensation due to concerns over player concussions and traumatic brain injuries. According to the ESPN report, Pop Warner
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How to improve productivity in the workplace
01-February-2019 - onrec.com
An engaged workforce is a productive workforce but how do you make it happen? Posted in News archive on 01 Feb 2019 Defining productivity Its easy to confuse the meaning of the word productivity with the idea of getting more things done every day. Theres an assumption that to be a productive employee, you must be working flat-out from the moment you enter the workplace until the moment you close the door behind you at the end of the day. While, of course, working hard is an element to be applauded when considering productivity, its more a case of getting important things handled consistently, at a steady pace, working smarter not harder. And for that, knowing what is important is a crucial first step. Brainstorming innovative ideas, spending time with colleagues creating a marketing strategy, or participating in team-building exercises might not, in themselves, seem to be productive. If your business is manufacturing garden gnomes, no garden gnomes are manufactured while youre busy with these activities. But they absolutely underpin your business, they help to create the company culture within which your employees will feel engaged or not so they must not be undervalued. Productivity as a function of employee engagement The Workplace Research Foundation, a one-time subsidiary of the US-based EMPA (Employee Motivation and Performance Assessment), examined the relationship between staff engagement and productivity. They discovered that highly engaged employees were 38% more likely to have above average productivity. Why is this? For a start, engaged employees take fewer days off sick the statistics say an average of 2.5 days, as against over 6 for less highly engaged staff members. During their working day, they tend to work in shorter concentrated bursts but also take regular breaks, managing their energy as well as their time. It seems counter-intuitive, but productivity increases in a work culture where rest is valued instead of staff being expected to pull all-nighters to get a project done. Employee satisfaction, then, is fundamental to high levels of productivity, but whose responsibility is it? While some of it rests squarely with employees themselves one can choose a positive attitude and commitment, no matter the circumstances its an employers duty to create a work environment where employees feel valued and know that their voices are heard. Thats the route to productivity, growth and providing excellent service for customers. How to improve employee engagement in the workplace There are many ways to keep a workforce happy, engaged and therefore productive. Weve mentioned it before, but its a false equivalence to assume that happy staff members are also engaged and productive. They might be, but happiness may conflict with productivity if, for example, more attention is given to the table-tennis area in the lounge or frequent lunch outings to the local hostelry. Countless business self-help books recommend (common-sense) practices to improve staff satisfaction, such as: Recognise and encourage excellent work Set realistic targets Provide training Promote a sense of shared ownership in company values. However, Gallups 2017 report, The State of the Global Workplace, looks more generally at how engagement directly affects employee productivity and wellbeing. Vital to maintaining high-productivity workplaces is an organizations ability to engage their employees. Gallups extensive research shows that employee engagement is strongly connected to business outcomes such as productivity, profitability, and customer satisfaction that are essential to an organizations financial success. p 12 They put forward three insights, the first of which particularly interests us at Future Resume because thats our realm of expertise: Select the right people Develop employees strengths Enhance employees well-being Yes, increase productivity at work by hiring the right candidates! An in-depth knowledge of a prospective employee not so much informed by their past performance, but what they can offer now and whats their potential for the future provides the opportunity to hire managers and other staff members who will drive engagement and productivity amongst their co-workers. They will care about people, but just as much about performance. They can build strong relationships, empower workforces and engender a positive work culture in which every employee feels supported and motivated to give their best to the company and to stay long-term. Increased productivity will follow naturally. Thats our mission at Future Resume.
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Polar vortex fallout: frozen water pipes, how to thaw and prevent them freezing
01-February-2019 - usatoday.com
With the polar vortex bearing down on the U.S., homeowners find themselves faced with frozen pipes. How do you thaw them and prevent freezing?
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Chocolate company pays you to travel the US, truck full of chocolate
01-February-2019 - usatoday.com
A Chocolate company just unveiled the opportunity to have one great chocolate job that includes travel. Buzz60s Maria Mercedes Galuppo has more.
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