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The voice for the global staffing industry www.theglobalrecruiter.com | Issue 223 | April 2021 SPOTTING YOUR OWN FUTURE TALENT Welfare and wellbeing Value of people analytics VIEW THE MAGAZINE ONLINE | www.theglobalrecruiter.com/digital-magazine/
CONT ENTS 3
WELCOME
SIMON KENT
EDITOR
Freedom is slowly coming back as the pandemic eases and we’re looking
forward to a Spring and Summer of hope and some of the old normality. As this
happens there is a huge potential for companies to surge forward and make the
most of a public eager to enjoy, achieve and do more – more than they have
done for the past 12 months. Figure from the sector show how the recruitment
industry is already making moves to go further and higher.
It is fitting therefore that The Global Recruiter now introduces its Awards for 2021.
Last year circumstances made it impossible for us to recognise and reward the
industry’s movers and shakers – indeed we knew that there were more important
things at stake. This year we’re not just considering the great work you’ve done
over the past couple of years, we’re also considering the achievements and
approaches taken during the pandemic.
From the large and established recruitment companies to the newcomers, the
innovators and the thought leaders, The Global Recruiter Awards are recognised
11 as the industry gold standard. They offer a level playing field for all comers and
are judged against clear criteria by industry experts. To be a part of this year’s
Awards and have your hard work recognised enter now. And good luck.
CONTENTS
05 NEWS
08 VIEW FROM WEC: INDIA’S FUTURE STRENGTH
11 WELLNESS: WELFARE AND WELLBEING IN RECRUITMENT
14 FRONTLINE: THE WAR FOR TALENT.
16 AGENCY SIDE: EMBRACING THE POST-PANDEMIC
WORLD OF WORK
18 WELLNESS: HOW RECRUITMENT CAN BOOST
WORKPLACE WELLBEING
20 DIVERSITY & INCLUSION: RECRUITERS ROLE IN GETTING
DISABLED PEOPLE WORKING
23 DIGITAL RECRUITER: NEWS
27 DIGITAL RECRUITER: HUMAN CAPITAL CAN DETERMINE
16
TECHNOLOGY SUCCESS
28 DIGITAL RECRUITER: THE VALUE OF PEOPLE ANALYTICS
30 THE RECRUITMENT NETWORK: RECRUITERS FORGING AHEAD
32 TALENT: EXCEL AT SPOTTING YOUR OWN FUTURE TALENT
32 Subscribe online: www.theglobalrecruiter.com
Publisher: Gary King E gary@theglobalrecruiter.com
Editorial: Simon Kent T +44 (0)1923 723990 E editorial@theglobalrecruiter.com E simon@theglobalrecruiter.com
Advertising: Trevor Dorrell T +44 (0)1923 723990 E sales@theglobalrecruiter.com E trevor@theglobalrecruiter.com
Digital Communications: Leigh Abbott T +44 (0)1923 723990 E leigh@theglobalrecruiter.com
Design & Production: Julie Harris T +44 (0)1923 723990 E julie@theglobalrecruiter.com
Twitter News @globaleditor Events @GlblRecruiter
The Global Recruiter is published 12 times a year by Chess Business Group I Carotino House I Bury Lane I Rickmansworth I WD3 1ED I UK
Contributions: Contributions are invited, but when not accepted will only be returned if accompanied by a stamped
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ISSN 2049-3401
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NEWS 5
BIOTECH DRIVES
FORWARD Cambridge biotech hiring set to double.
UK biotech leader Cambridge is on
course to double its professional
“But unless we address the significant
skills shortage, we’re in real danger of
biotech hiring in 2021, pulling further losing the momentum we’ve gained
away from London and Oxford to — particularly our boosted reputation
We’ve built a communications cement its status as the dominant amid our industry’s leading response
platform that integrates
force in the Golden Triangle. to the pandemic and covid vaccine
According to new data from Cpl Life production.”
with some the world’s Sciences and Vacancysoft, overall
vacancies in biotech are surging
The buoyant regional numbers are
reflected in the table of top firms for
leading CRMs and Business across the country. In March 2021,
UK biotech firms published over
scientist recruitment. The busiest
recruiter, Wellcome Trust Sanger
Software providers. 400 monthly vacancies for the first
time ever — 118 per cent higher
Institute (Saffron Walden) published
1400 per cent more year-on-year
compared to the same month a year vacancies in 2020 and it has already
earlier. surpassed last year's total in Q1.
Although the East of England Cambridge’s Illumina (+148 per cent
accounts for the majority of new y/y) and Abingdon’s Immunocore
roles, it is Cambridge leading the (+235.2 per cent y/y) also
charge. The city’s 201 vacancies experienced strong starts to 2021.
in the first three months of the year Vacancysoft CEO, James Chaplin,
represents 47 per cent of its 2020 says: “In a crisis there is also
total – and is in stark contrast to opportunity. Our vacancy analytics
Oxford and London’s 15 and 70 showed that while some biotech
vacancies, respectively. firms ramped up hiring during the
“We’ve known for a while about pandemic, a couple of new players
the talent Cambridge has and is also took the chance to enter the
managing to attract, and the world- UK market.
class biotech innovation emerging “Being able to pinpoint where the
from the city and its surroundings hiring hotspots are, not just in the
areas,” says Cpl Life Sciences CEO, UK, can give a good indication of
Yvette Cleland. “It bodes well for the trends and dynamics at play. It’s
the government’s vision of Britain fascinating to watch in real-time, more
becoming a global life sciences so now that Britain is forging its own
leader post-Brexit. path,” he concludes.
For the latest industry news log on to www.theglobalrecruiter.com or sign up for our regular news by email
PAY MISTAKES
91 per cent of companies get staff pay
wrong amid furlough confusion.
New research by MHR other business-critical tasks.
International, has found that “Payroll and HR teams have
frequent changes to government shouldered a heavy burden during
Covid-19 employment support the pandemic, with changes
rules has severely disrupted HR imposed at the drop of a hat,”
and payroll departments, with the said Anton Roe, CEO, MHR.
result that 91 per cent made pay “These have required extensive
errors every month over the last knowledge of rules about furlough
year. The survey of 250 HR and and employment support, National
payroll managers in the UK and Insurance, pensions, holiday
Ireland also found that almost all entitlements and employment
businesses (94 per cent) have run status. These teams need as
into problems processing payroll. much support as possible from
Nearly half of the businesses employers to increase efficiency also reveals the damaging impact times in the last 12 months.
surveyed (46 per cent) said that and avoid delayed or incorrect of payroll mistakes on personal “Regular payroll mistakes not only
their HR and payroll employees pay. Having good payroll software lives. Nearly two-thirds (65 per damage employee morale but will
had to work extra hours to in place will not only significantly cent) of workers affected by errors also impact retention and place
process changes to furlough improve errors made, it will reduce or late payment said they have unnecessary stress on workers,”
or employment wage subsidy the pressure on these hard- had to borrow from friends or added Roe. “Businesses making
schemes. A third (33 per cent) said working teams.” family or use high-cost loans or errors that result in failure to
the amount of payroll errors has Parallel research by MHR credit cards to get by. Of those meet National Minimum Wage
increased and 37 per cent said the International of over 1,000 paid incorrectly, 71 per cent said it requirements could also receive
complications distract them from employees in the UK and Ireland has happened as many as three fines and penalties.”
6 N EWS NEWS 7
JOB POSTS SURGE
CV-Library records high levels of activity in mid-April.
Job market data from CV-Library 8. North East (4,065 jobs) talent by ignoring regions outside +70.2 per cent in the volume of
has shown the number of job 9. Scotland (1,791 jobs) the South East and London. job adverts, when compared to
postings during w/c 12th April is 10. Wales (1,378 jobs) What’s more, with the widespread the weekly average. Once again
the highest level since January “The UK job market is resilient adoption of flexible and remote demonstrating that the industry is
2020. The number of job postings and the latest data certainly working thanks to COVID-19, integral to the UK economy and
during this period increased by backs this up,” said Lee Biggins, there’s no reason why businesses job market.
an impressive +18.2 per cent CEO and founder of CV-Library. can’t invest in long-distance staff Biggins concludes: “This is a
compared to the previous week “These results show that, within a moving forward.” great result for job seekers
and was +21 per cent higher than week of restrictions being eased, The leisure and tourism, catering, as there are plenty of new
the weekly average. The data employers are investing in their hospitality and retail sectors opportunities on the market and,
also revealed the regions which staff and feel confident that the all enjoyed an increase in job according to our quarterly job
witnessed highest volume of UK economy will continue to postings, with the volume of market data, the competition for
vacancies, during w/c 12th April: bounce back throughout 2021. adverts increasing by +102 per these roles is lessening. That
1. South East (9,608 jobs) “However, it’s not all good news cent, +99.7 per cent, +45.9 per said, it’s vital that candidates
2. London (7,564 jobs) as southern regions continue cent, +35.6 per cent above the continue to perfect their CVs and
3. East Anglia (5,555 jobs) to outperform the North,” adds weekly average, respectively. cover letters, ensuring that each
4. West Midlands (5,280 jobs) Biggins. “There’s no doubt that However, despite the UK now document is tailored for the role
5. North West (5,271 jobs) there are talented candidates being less reliant on online they’re applying for. While there
6. South West (4,682 jobs) across the UK but businesses shopping, the distribution sector may be less competition, it always
7. East Midlands (4,608 jobs) run the risk of missing out on top saw a significant increase of pays to be thorough!”
RATESCALC ACHIEVES
DELOITTE 500
Recruitment solution takes top 100 place in Technology Awards, APAC. BOOMING BUSINESS
Paratus People marks a record year of
business growth as tech recruitment booms.
Ratescalc has been ranked great people on this journey with the next 12 months will see these workflows to ensure real-
Bristol based technology recruitment home to many of the world’s biggest in the IoT space. The result a year on is an explosion
number 100 Fastest Growing you is a turning point for your Ratescalc.com set up for the time compliance. This is what
business Paratus People has tech companies including Intel and A new area of expansion for Paratus in innovation and R&D projects
Technology Company on the business. We continue to see future. we are all about and we are
announced a record 125 per cent Hitachi Data Systems. People is in Reference Design Kit coming to the market – all requiring
Deloitte Technology Fast 500™ wage theft and mis interpretation Rankings in the 500 are based seriously passionate about what
growth in income for 2020 with This year sees the launch of a (RDK) a fully modular, portable, and technical and engineering expertise
Asia Pacific 2020 in Australia. of rates as an issue in Australia. on percentage revenue growth we do and the service that we
turnover up from £2m to £7m in the dedicated German division with the customisable open-source software alongside the need for tech sector
CEO, Col Levander credits the Companies that don’t comply over three years. Ratescalc deliver to our clients.”
last four years and team growth up incorporation of Paratus People solution that standardises core support staff.”
growing Australian market and run a real risk of losing what grew 567% percent during this This is the first year that
40 per cent in the last 12 months. Deutschland GmBH as well as functions used in video, broadband “We have also seen a boom in
his dedicated team at Ratescalc they have built. We are looking period – attributed to its clients Ratescalc has submitted an
Specialists in the Internet of several new ventures including an and IoT devices. the need for video and adaptive
for helping to build a successful forward into the future and we continued confidence in using application for this prestigious
Things (IoT) and video technology update to its successful IoT Podcast As part of this new part of the Wi-Fi solutions, caused by the
software company. know that any company that Ratescalc’s Software Platform award and they are incredibly
fields, Paratus People represents and a new IoT Jobsite. business, the company is launching large numbers of people now
“First and foremost, to build a pays people can benefit from our to achieve accurate wage and proud to have made the top 100.
a global client portfolio including The IoT podcast is a platform for a second podcast series. The RDK working from home.
successful company, you must technology.” payroll calculations for labour Overall, companies that ranked
Liberty Global, Technicolor, Sky eminent thought leaders in the IoT Podcast will be a specialist forum “The world is rapidly opening back
have a vision and real passion Looking into the short term future hire, recruitment and payroll on the Deloitte Technology Fast
Deutschland. The company world to share their knowledge for industry experts to discuss up again. We are now seeing a
around what you’re doing,” of Ratescalc sees New Zealand companies. 500™ Asia Pacific 2020 program
provides augmented staffing and insight into the future of IoT, advances in this thriving area of surge in certain areas of technology
he says. “You have to believe as the next market where the “The Australian labour market had an average growth rate of
solutions across the world, with showcasing their personal and technology, hosted by Jamie Walker, which has allowed us to grow
very strongly that what you’re product will launch. Plans are can be very tricky and everyone 551% percent, and Ratescalc
offices in Bristol, Amsterdam professional involvement in the head of video at Paratus People. the business. We had a record
planning is ‘doable’, that the also underway to expand into the involved in labour hire needs to has secured its place in the top
and Brussels. industry. Hosted by Tom White, Commenting on the business year last year which enabled us
market needs it and that you United Kingdom and Singapore make sure that their calculations 100 amongst many other fast
The company is also expanding to founder and managing director of growth, Tom White said: “While to create many new jobs in our
can help make it happen. It’s market. Strong partnerships have are on par with Fair Work Modern growing businesses in the Asia
the Silicon Valley region in the US Paratus People, there are around 4 2020 and the pandemic sent hometown of Bristol and further
even more rewarding when the been fostered over the years to awards and most importantly any Pacific region which includes
to take advantage of the booming episodes a month. shockwaves around the world, afield. This year looks set to be
product also makes a difference ensure maximum integration to changes in awards are updated China, Taiwan and Singapore
sector growth and need for tech The IoT Jobsite is a central hub, we saw in our area of the sector another strong year and we’re very
to people’s lives and companies the most widely used recruitment on their systems in real time,” who are all major players in
experts. It has announced a new advertising available roles for that people hunkered down and focused on providing world-leading
success. Then bringing clients, software out there. Focusing says Levander. “This is what advancing technology.
base will open in Santa Clara - people looking for opportunities consolidated what they were doing. talent consultancy to our clients.”
partners, vendors and of course on some major integrations in Ratescalc does, we automate
V I E W FROM WEC 9
INDIA’S FUTURE
Q: How do you see the industry’s role evolving Q: How prepared is your market for the
in both the short and longer-term? What is the post-Covid world of work?
outlook for flexible staffing?
A: Post Covid India is in pretty good shape thanks to its robust IT,
A: Before the pandemic hit, the Indian Staffing industry was growing
STRENGTH
telecoms and banking sectors. As our economy begins to recover
at a very healthy compound annual growth rate (CAGR) of 11 per so the strength of these sectors, combined with the benefits brought
cent, with the large, formal players experiencing growth at an even about by the newly-to-be-introduced Labour Codes, will serve to
faster rate of around 16 per cent CAGR. The industry is set to benefit fuel investment and a climate of industrialisation. This too will further
from the positive population and demographic trends in the Indian benefit from the formalising of employment. Indian companies are
labour market up until 2054. looking to foster further collaboration with partners around the world
As already outlined, India’s labour market is dominated by informal and I believe that we will see a variety of different employment models
work, with less than 15 per cent of workers employed under a formal co-existing alongside one another – including agency work and gig
Lohit Bhatia, President of the Indian Staffing Federation, discusses the drivers employment contract. This is equally the case for our formalised
staffing industry, which also suffers from a very low penetration
work which are India’s newest and fastest-growing work segments.
of the country’s employment markets. rate at just 0.7 per cent of the employment market. However, we Q: What action are you taking to support your
are confident that as economic sectors including construction, members, their client companies and workers in
transportation, logistics and manufacturing are set to witness strong leading in the new normal?
growth over the coming years so it is expected that millions of workers
With a workforce of 463 million people, India is one of the world’s largest Most notably, the government has taken action to address the fact that will transition out of informal work and into formal employment. This A: In recent years we at the Indian Staffing Federation (ISF) have
labour markets. some 85 per cent of Indians work informally, with no labour contract. presents staffing companies with a strong opportunity and they are ramped-up the number of member events and webinars that we hold.
It has set the goal of formalising work for nearly 390 million workers set to reap significant benefits from this growing trend. We have run sessions on a host of topics that are useful to our members
Q: What are the main challenges and over the next decade or so. Some 120 million of these people are – from cash flow management and contract/compliance management to
opportunities currently facing the Indian currently employed in SME’s while 130 million work as daily wagers or a series of sessions on the recent changes in the Labour Code and what
labour market? in construction related roles. A further 20 million people are employed as they will mean. We have also worked to support members financially
gig workers, while 50 million Indians are domestic workers and further 50 – including by allowing the payment of membership fees to be made in
A: The ongoing Covid-19 pandemic has disrupted employment across million work in goods and transportation. three instalments.
multiple sectors and categories in India’s labour market. While positive Our government has also recently subsumed 44 Central Labour Acts into Over the past five or six years, beyond our work with members, ISF
news is now emerging in some areas of the economy – with the latest four new Labour Codes – a Code on Wages, Code on Social Security, has been working very closely with the government to strengthen and
data showing recovery returning across several indicators including GST Code on Industrial Relations and a Code on Occupational Safety advance labour regulation. The announcement of the new Labour Codes
tax receipts (VAT levied on goods and services), fuel consumption and Health and Working Conditions – that simplify the rules and regulations is proof that we have made some real progress. In fact, one of the new,
transport – many sectors such as retail, tourism, consumer services, governing the labour market. Many of the old Codes had been in place far-reaching laws relates specifically to our own sector. It introduces the
daily wagers and SME’s are still feeling the impact. for almost sixty years and were completely out of step with today’s opportunity for formalised staffing companies to apply for a National
One sector that has seen significant growth and deepening influence realities and business models. The new Codes mark a significant step Staffing Licence that will be valid right across the country for a period
both at home and internationally in recent years is India’s IT industry. forward and the Indian government has also announced its intention of five years as opposed to the current system which requires a labour
Employment in the IT, e-commerce, logistics and telecoms sectors has to offer social security coverage to gig economy and platform workers. licence for each work order or company tender.
continued to thrive and grow over the past year. The country’s strength This will be financed through a levy on the turnover of the Platform
in these sectors is well established and has been accompanied by a company, at a rate of 1-2 per cent, up to a maximum of 5 per cent of the
marked improvement in employment prospects. wages paid to each gig worker. The income it will generate should be
The Indian government introduced a new policy framework in May/June sufficient to provide these workers with pensions, social security, medical
2020 in response to the challenges of the Covid crisis. This Atmanirbhar insurance and death and disability benefits.
Bharat policy – which means Self-Reliant India in Hindi – has served
to strengthen our domestic market and create stability in the hiring of
workers in the SME sector. Core sectors such as the infrastructure and
construction industries are also expected to offer strong employment
opportunities in the coming years.
www.theglobalrecruiter.com
WELLNESS 11
BEING WELL
Chris Goulding, managing director, Wade Macdonald discusses their
findings on welfare and wellbeing in recruitment.
As the UK marks a whole year of a life dominated by COVID-19, some cases, in advance due to the volatility of the virus.
individuals and organisations alike reflected on the tumultuous year In February of this year, we wanted to review the state of welfare
the nation, and the world, has faced. The pandemic created pressures and wellbeing in the industry nearly a year on exploring whether
unlike anything ever witnessed before, dwarfing the economic effects employees’ fears became a reality or if support systems continued
of the 2008 recession and creating challenges around physical, to thrive as we headed into a third lockdown. The results, canvassed
emotional and mental health. The longer the pandemic has run, the from 150 business leaders, showed a clear divide of certain areas
greater the concern has grown. of overwhelming positivity, yet other areas where employers have
Back in May 2020, within the first of Wade Macdonald’s welfare begun to lose sight of the importance of their employees' welfare and
reports, 62 per cent of business leaders knew about cases of mental regressed back into old habits.
ill-health amongst their workforce as a direct consequence of the
pandemic. From managing isolation to juggling home schooling with Welfare tools
work, Zoom fatigue and job insecurity, this figure hardly comes as a
surprise. Nevertheless, despite the unprecedented circumstances, The majority consensus (65.5 per cent) is that employers have
there was an overwhelming report of positivity from employees continued to do well to support employees over the course of the year
who said they felt well protected emotionally and mentally by their despite the numerous fluctuations in and out of lockdown, the volatility
employers. Whether this was proactively or reactively managed, it of the jobs market and the ever-growing concerns around mental
seemed that there had been a strong ‘human element’ to the way that ill-health.
employees were treated. Organisations are now offering more welfare support compared
However, with the pandemic drawing on for much longer than first to May 2020. The number of employees with access to Employee
anticipated, the concern amongst many was that this emotional Assistance Programmes, online self-service platforms, private doctors
support would begin to fade as leaders turned their attention to and coaching have all grown. On further exploration, it is clear that
survival and regrowth. As the country yo-yoed in and out of lockdowns many businesses have become more innovative with different ways
for the next nine months, the strains businesses faced fluctuated to try and support their staff. Schemes include parental support, free
almost daily, with many unable to plan more than weeks, or days in online fitness classes and virtual social events.
www.theglobalrecruiter.com
12 ?
In 2021 The Global Recruiter
Awards are set to recognise
great recruitment businesses as
they have performed prior to and
during the Covid-19 pandemic.
Last year we took the decision to hold back our Awards.
We recognised that our Awards timetable meant that our
deadlines fell at a time when you needed to concentrate on
adapting to the impact of lockdown. However, we still received
many entries and we want to ensure those entries receive the
recognition they deserve. For this reason our Awards this year
will be designed to take into account performance before the
impact of lockdown, as well as how the business adapted and
worked during the pandemic.
If you entered the Awards last year, we will still consider your
However, while forward-thinking resources have been put in over the cashflow as the company enters a stage of recovery in the Summer. entry, but we would also welcome more information from you
past nine months and 62 per cent of companies have implemented It is crucial that employers continue to keep up the hard work they on how your business has operated since March 2020.
proactive plans for future safeguarding, their key areas of reactive have showcased over the past 12 months in keeping furloughed staff
support have moved backwards. Only 28 per cent of employees members up to date with progress to ease any worries they may have If you are ready to enter the Awards and didn’t send your
reported a reactive response when required and even more around job security. details last year, we’d like to hear your story – from your
shockingly, 10 per cent of businesses still have nothing in place. performance prior to the pandemic and again, how you have
Employee needs for the ‘new normal’ adapted and worked within these challenging circumstances.
Mental health We recognise that not all businesses will have faced similar
According to our study in 2020, post-pandemic, only 11.5 per cent challenges not least because recruitment companies serve
When asked to grade how large the problems are with mental health of people wanted to be fully office based in the future, with 19.5 per different sectors, but The Global Recruiter Awards 2021 will
in their own organisations, respondents placed the issue at 5.5 out cent not wanting to attend the office at all and 69 per cent favouring a Headline sponsor offer a level playing field on which recruitment businesses,
of 10. Combatting this problem appeared to be at the top of most hybrid working model. initiatives and practices can be assessed and judged.
businesses' agendas, evidenced by the fact that 42.5 per cent of This year, it has been reported that 93 per cent of respondents will be
In this way, being a part of The Global Recruiter Awards
organisations have already appointed mental health first aiders and/or offered a hybrid working model – 22.5 per cent will expect their staff in
2021 will recognise the strengths and achievements of your
mental health champions in response to the problem. the office more than they can be at home and 24 per cent are offering
business at one of the most remarkable times in history.
Again, while an incredibly positive step forward for many within the a 50/50 split. 15 per cent are proposing more time at home than the
recruitment space, it appears that promises of long-term support office and 31 per cent are leaving it completely up to employees to
Entries open: 4th May 2021
made at the start of the crisis last year were short-lived. This year, 68 decide. A positive for many employees looking to have or regain
per cent announced that their support strategies would continue and autonomy to choose their own working model in a way which benefits
be further developed. A decrease of nearly 10 per cent compared to them and their lifestyle.
2020's survey where it was suggested by 76 per cent of businesses While a welcome change across the majority of organisations,
that their welfare systems would be integrated into the foreseeable
future of the business model.
concerns still remain for employees around access to the correct
equipment and technical support in order to work effectively from
Deadline for entries: 1 July 2021
Furlough
home. Only 37 per cent of organisations have offered financial
support towards equipment or amenities for this. Not only does this Shortlist announced: August 2021
put productivity at risk, but has created a socio-economic divide
www.ukawards.theglobalrecruiter.com
Overall, 63 per cent of respondents said their employers had utilised between teams, highlighting who can and can’t afford to be financially
the furlough scheme at some point during the pandemic. Most felt that self-sufficient during this volatile time.
they had treated furloughed staff well during that period, with 88 per Moving forward, there appears to be a need for organisations to
cent reporting consistent communication throughout. Engagement
with furloughed staff remained high over the past nine months too,
accelerate the formalisation of plans for both their staff welfare and
flexible-working policies. This will give their employees the much
#GRAwards
through measures such as telephone calls with management (65 per needed clarity they deserve and, equally importantly, assist the
cent), team video calls (46 per cent), company newsletters (40 per business’s own talent attraction and management.
cent), online training courses (35 per cent) and virtual social events Although the pandemic has undoubtedly had a devastating impact
(36 per cent). around the world, professionals are remaining positive. Only three per
As of March 15th, 2021, 11.4 million jobs were still furloughed and cent are unable to see a light at the end of the tunnel. It is clear that,
for many employees, this scheme has been a lifeline financially and while there is still room for improvement across the board with staff Associate sponsor Category sponsors
emotionally. With the news of the further extension of the scheme in welfare in the recruitment industry, we should still be feeling extremely
the budget at the start of March until September, it is expected that positive about the impactful change that has been made over the past
a large number of businesses will continue to utilise it to help with 12 months for employees up and down the UK. n
For faster smarter growth
www.theglobalrecruiter.com
FRONT LINE 15
A BIGGER GUN?
Ravi Joshi, Golden Bees discusses digital HR and the passive candidate.
The digitisation of HR provides many tools to broaden the pool of In practice, this means consistent use of various digital channels to 5. Retargeting campaigns 7. Use existing employees
candidates – especially when it comes to getting to hard-to-reach, introduce a business to target talent audiences, and as such, can place
passive candidates. With the competition increasing, how can large demands on HR and IT teams that are already stretched. Retargeting is the process of reconnecting with an individual who A truly smart strategy to attract passive candidates will leverage the
companies use next-gen HR tech to engage passive candidates? has already interacted with a company. Technically, they are a enthusiasm of existing employees to make them ambassadors of the
3. Understand the lifecycle of recruitment candidate who is potentially interested in the company, but who has company’s values and turn them into active agents for promoting
1. Develop a content strategy advertisements not yet applied. the company.
Retargeting offers dedicated content via different media and formats This may take the form of social media posting, blogs or even video
The HR department is going digital and learning from marketing: and Digital HR – especially digital recruitment – is based on the idea to reignite this relationship. For example: a candidate watches streams or podcasts and the approach needs careful guidance and
the first lesson has been that content is king. The content strategy of continual innovation. It is no longer enough to simply place an employer-branded video on YouTube and shows interest by management to ensure that the image projected is both positive
has a direct impact on employer attractiveness. an advertisement on job boards. Next generation recruitment watching the entire video: they are then targeted elsewhere online and consistent, but one of the most effective ways to attract passive
To market a business to in-demand talent, then build a relationship advertisement strategies must now account for the fact that adverts by an advertisement or offer of a discussion with the company. candidates is to show them how they would work and ‘look’ as an
with an audience of these passive candidates, to sustain it and to use can be targeted at specific audiences and optimised to improve By inviting this passive candidate to continue the conversation, a employee.
it in the long term, it is essential to offer quality content that keeps performance over its lifecycle. business can assess their progress towards becoming a candidate Most of these approaches demonstrate that the digitalisation of
passive candidates interested in a business. This is a long-term This evolution can help take advantage of new technologies or and ultimately, an employee. HR has already begun for many businesses – and it is more a case
investment which requires the involvement of many stakeholders as formats. Interactive content is a rapidly growing area of next of embracing existing technology, or refining processes, than being
part of the employer brand. As such there needs to be a concerted generation recruitment advertising, with notable improvements in 6. Social media targeting faced by the shock of the truly new. They also show that for any
strategy, developed by HR, marketing and other brand guardians. conversion. major enterprise, there are now more similarities than differences
Social networks enable incredible accuracy in targeting potential when it comes to the branding of a business across target markets
2. Use inbound recruiting to nurture potential 4. Do not overlook newsletters and mailing lists candidates. Typically, engagement is increased, and the impact of and target talent. As a result, collaboration will be key if a business is
candidates communications is multiplied tenfold. to emerge victorious from the war for talent. n
Many recruiters often overlook the existing pools of candidate data There is, however, a lot of risk in trying to attract large pools of
Inbound recruiting focuses on attracting passive talents rather that they have developed – typically seen in newsletter sign ups or people via these networks. Too often a business will not engage
than looking for them. The objective is to create a pool of talent email lists. If a business has kept in regular contact with potential in developing a detailed understanding of the competitive
to nurture and convert into candidates when the right offer arises. candidates, this can be a rapid and effective option for recruitment. environment, expectations of candidates and the specific
Again, this demands a long-term relationship that starts with The detail within email lists is often overlooked. Potential candidates characteristics of the profiles being sought. This severely hampers
creating content adapted to target profiles but adds the crucial will have provided email address, location, interests, the type of the success of social media outreach as candidates either do not
component of converting these candidates into employees, usually position sought, salary expectations and a range of other data. All engage with the approaches, or even worse, develop a negative view
in the short or medium term. these elements can be used to send these selected candidates of the company.
targeted information with good conversion rates and a low cost.
www.theglobalrecruiter.comAGENC Y SID E 17
MOVING ON
James Lloyd-Townshend, Chairman and CEO of Mason Frank
International on embracing the post-pandemic world of work.
There has never been a more challenging time for business leaders know how your remote work policy will look, it needs to be moved to those within them are unable to commit to a full-time office-based Leading from the front
that I can remember in my working life. For anyone involved with the top of your agenda, as this will be a huge factor behind attracting role. The reasons that prevent it can be anything from disability
hiring, the pandemic and Brexit have changed day-to-day life almost talent, as well as staff attrition. to childcare commitments, but remote work offers a much more That willingness to change should affect all areas of your leadership
beyond recognition. Further discussion around remote working and whether it will stay is flexible approach. It helps to make your workplace a more diverse strategy. One of my own personal mantras as a leader has been to
The good news is that, while 2020 presented numerous hurdles that little more than political to and fro – the truth is, it will become a positive and inclusive one, and gives you the advantage of appealing to surround myself with the best people. Any decision is made based on
at times seemed almost impossible to get over, 2021 offers a wealth of feature of our working lives as we move forward. professionals that other organisations are unconsciously overlooking. the opinions and research of experts that I trust completely, and it’s
opportunity that will help us bounce back. Though the world of work may been a strategy that has paid off massively over the last 12 months.
be changing beyond recognition, it's a fantastic chance to press the reset Act immediately You can retrain to gain The business has faced challenges that I hope I’ll never face again,
button in areas that desperately need it. Ultimately, the workplace will but the bonus is that I’ve been able to trust every single area of the
become a better place for employers and employees in the long term The great thing we've found about remote work is that it doesn't just While the pandemic may have an inadvertently positive impact on company’s leadership team to guide us through. From making the
because of it. benefit the employee. While it allows them a better work/life balance, the way you go about hiring, Brexit is set to provide a huge challenge most prudent financial decisions to having robust systems that allow
People invariably don't like change. It's an intrinsically human trait, but and subsequently focus on their day-to-day tasks rather than what to that. You no longer have access to the world’s best talent, and almost 2,000 people around the world to work safely from home, we
the last twelve months have forced us all to flip life on its head. Whether goes on around them, the advantages when it comes to hiring are businesses will have to become more creative with how they source have true experts in their field helping me make those decisions.
that's as small as wearing a mask on public transport, or turning your also increased considerably for employers. skilled workers from within the UK. Going forward, it’s impossible to tell how the world will look, but
kitchen into a combined office and classroom, we've all had to adapt. Firstly, we've seen that it has the potential to be a game changer The easiest way to do this is by upskilling your existing members of having a flexible approach to your strategy is the only way. That’s not
So, there's never been a better time to re-evaluate our own approach as when it comes to the catchment area that you hire from. In the UK, staff. Providing them with the skills you need through training can be to say that you need to completely change your business offering,
leaders and bring about innovation for employees. the average commute to work is around an hour, meaning full-time costly and time-consuming, but it’s better for you in the long-term. Any but it’s critical that you’re willing to adapt to the changing needs of the
employees spend 10 hours a week either stuck in traffic jams or on hire comes with the risk that things don’t work out or someone simply market you operate in, as well as being pragmatic enough to look to
Getting it right now crowded trains or buses. Most people we speak to would be willing to doesn’t fit in, and important projects tend to stall while you go through those best-placed to advise you how to do that. Look at how you can
increase their commute if they had to do it less frequently. If someone the process of finding a replacement. support your customers, not just sell to them. For us, our relationship
The reality is that people have spent the last year working from home and only needs to travel to work once a week, they could double their Hiring from within reduces that risk significantly and also means you with our clients is a long-term one so, as their needs change, we try to
will expect to be able to continue this going forward. Think about your own commute and still spend far less time travelling. have someone who is pre bought into your culture. If you can identify adapt as much as possible to meet them.
set-up at home and how it's evolved in 12 months, from a kitchen chair At a time when the skills gap is increasing across many industries, staff with the right soft skills, such as a desire to learn and willingness The next twelve months are set to be an incredibly exciting time for
in front of a table into an actual desk complete with ergonomic seat, in a doubling your hiring catchment area is an advantage that simply can’t to adapt, then teaching them the hard skills necessary to succeed in a recruiters around the world. As businesses emerge and embrace
dedicated space that you can be more productive from. be ignored. We’ve all spent the last year perfecting the infrastructure new role is the easy bit. the new normal, opportunities will appear – those who are willing
On the whole, employees have expended a huge amount of effort needed to support it, so dialling it back seems counter-productive for Brexit has meant that the talent pool will shrink in the United Kingdom to find the creative ways needed to embrace them will be part of a
into getting things right at home, so that they can be more productive the most part. and while certain industries facing a skills shortage are set to receive fantastic journey. n
for you. Pulling the rug on that now will have a damaging and lasting The other advantage to remote working goes beyond just the a helping hand through schemes such as fast-track visas, if you aren’t
effect. Most employers recognise that and will be offering remote geographical reach that you can hire from, as it can actually improve lucky enough to be in that position you need to adapt as you look to
working options to allow a better work-life balance. If you still don't your diversity. Many talent pools are overlooked simply because move forward.
www.theglobalrecruiter.comWELLNESS 19
FOR BETTER
Paul Naha-Biswas, CEO and founder at Sixley on how
recruitment can boost workplace wellbeing.
Although we now know when lockdown 3.0 will hopefully come to Ultimately though, it’s not just about the candidate’s CV, but also Contrary to common misconception, sharing roles is also one of the and employees and can even demotivate staff if their concerns and
an end, it’s safe to say that this period of restrictions remains the about whether they would be a good cultural fit for the company. A most powerful ways to boost workplace diversity. It allows you to desires aren’t taken into account. By asking for their input before,
toughest yet. With the UK in another lockdown and the economy candidate who ticks all these boxes is likely to fit into the business hire from specific communities by targeting them more precisely, for during and after the recruitment process, you can demonstrate that
facing a potential ‘double-dip’ recession, it might seem there are faster and more easily. Additionally, they’re more likely to stay for example sharing job adverts with LinkedIn groups representing ethnic you trust their judgment and show you care about their opinion. By
few reasons to be cheerful. In such a climate, businesses may longer, saving the employer money in the long-term and creating long minority workers. incentivising employee participation with rewards for successful
find it harder than usual to support employee wellbeing and boost lasting team bonds that improve workplace happiness. Crucially, ensuring you have a diverse workforce is a great way new hires, you fast-track the hiring process, increase the likelihood
motivation. to boost employee wellbeing. Onboarding staff with a variety of of finding a good candidate and can show recognition for their
Many may understandably look to their HR departments for solutions Variety is the spice of work life personal and professional backgrounds makes them collectively more contribution.
in the form of employee benefits, rewards and recognition or work adaptable to significant changes - such as we have seen during the The pandemic and its economic impact has caused huge disruption
perks. Of course, this can help to retain talented staff and can A varied strategy can help yield these results from your recruitment pandemic - and can offer more innovative ideas. The effect can be a to the UK labour market. With unemployment sadly rising, the upshot
contribute to a better workplace culture. But attracting the right staff is drive. As well as using traditional headhunting methods, or placing more vibrant workplace. for businesses is that there has rarely been such a large and diverse
also key. job adverts on the company website and with third party recruitment A 2017 Boston Consulting Group (BCG) study also identified diversity pool of talent to hire from.
firms, employers are urged to consider other options. Referrals as a key driver of performance, producing 19 per cent more revenue With the vaccination roll-out gathering pace, the economy is
How strategic recruitment can boost workplace are another great way to find the most qualified staff and the best overall. Of course, profitability isn’t essential to improved workplace soon expected to rebound quickly – as it did in Q3 2020. But this
wellbeing cultural fits. Rather than judging applicants with the same box ticking happiness but it can support it. time with more stability. Businesses are urged to prepare their
methods, seeking recommendations from trusted networks and recruitment strategy for the reopening of the economy in the near
Of course, having a recruitment strategy is important for all connections can improve recruitment success. Rewarding employee participation future so that they can respond dynamically to the opportunities
businesses to ensure a functioning and high performing workforce. This approach gives your team and contacts the opportunity to invite the pandemic has created in the labour market. Choosing a varied
But it’s one thing getting staff through the door and another thing in people who they know from experience are a trustworthy hire. In Whatever method or combination of methods you use for recruitment, approach, encouraging employee participation and promoting
finding the right hires for your specific team. particular, existing staff who will know better than anyone what makes employee participation is important to its success. diversity can support a successful recruitment drive that also
This can be a challenge that varies depending on the type of sector a candidate a good fit and what the team needs most in terms of Often the hiring manager or recruiters are solely responsible for boosts workplace wellbeing. n
or department you’re hiring for and the type of employee you need. skillset and personality. new hires. But this only creates a disconnect between employer
www.theglobalrecruiter.comD I V E R S I TY & INC LUSION 21
MAKING
D&I WORK
Chair of the CSJ Disability Commission, Lord Shinkwin, says
recruiters have a pivotal role in getting disabled people working.
The CSJ Disability Commission, recently published its ‘Now Is The The message could not be clearer: big business is ready for change. not only enhances disabled people’s social inclusion, wellbeing and disability is concerned. My argument would be that yes, this is about
Time’ report as a submission to the Prime Minister’s forthcoming “Disabled people have waited long enough and now is the time for financial independence; it also makes complete sense economically. your bottom line, which is why it’s exactly what you want to do. There
National Strategy for Disabled People. Chair of the Commission, action,” reads the letter. The signatories urged the PM to show in his Despite this, the disability employment gap remains stubbornly high, are around 14 million disabled people in the UK, and the purple pound
Lord Shinkwin believes recruiters will play a pivotal role in making the strategy that he has given careful consideration to the Commission’s with only 52 per cent of disabled people (and only 5.6 per cent of – the income of households with one or more disabled people in them
most of what the Prime Minister describes as “the most ambitious and recommendations. In return, they pledged, “we stand ready to play those with a learning disability) in work compared with 81 per cent of – is worth about 1/4 trillion.
transformative disability plan in a generation.” our part.” non-disabled people. On the basis of current trends (all else remaining “Additionally, 14 per cent of graduates are now disabled so we are
This year marks 26 years since the Disability Discrimination Act and 11 Shinkwin thinks it is vital that the government chart a new course equal), estimates suggest it will take 40 years to close the gap. looking at recruitment throughout the whole career chain, ensuring that,
years since the Equality Act were passed into law, yet progress towards which is more than just warm words if disabled people’s potential to Lord Shinkwin says, “How is that acceptable in 2021? If the gap just as with workplace gender equality, the boardroom conversation
equality of opportunity has stalled. “That’s why recruiters matter,” contribute, compete and, in some cases, excel and reach the top of tells us anything, surely it’s that we need to create a culture that changes because, over time, there are disabled people at the table.”
says Lord Shinkwin. “They know that a diverse workforce benefits their professions on merit, is to be realised. He emphasises, “As the values diversity and builds disability into businesses’ D&I strategies.” Shinkwin cites the open letter to the PM as evidence that change is in
the bottom line. They also know that for the PM’s strategy to be truly PM says, we’ve only got one shot at this. That’s why it’s so important He singles out PageGroup CEO, Steve Ingham, who knows the the air. “The sense I get is that these companies are looking to their
transformative, it has to empower them to deliver genuine diversity.” his strategy gets it right.” recruitment world as well as anyone, and, like him, is a wheelchair recruiters to help them harness the market, to capture the best talent
Shinkwin says that must mean an end to big companies publishing The ‘Now Is The Time’ report makes five key recommendations to user whose firsthand experience of living with a disability brings added and be ahead of the game. So if recruiters are overlooking the talent,
glossy D&I annual reports which do not even mention disability, let vastly improve the employment prospects of disabled people: insight. He asks, “Can anyone tell me how that is a disadvantage? then they are missing out and at risk of failing their clients.”
alone disabled employees. He has no doubt about the importance of • Increasing supported routes into employment Surely, being able to think outside the box gives you the edge? And yet The key question for him is whether the PM will be allowed to deliver
recruiters in bringing about necessary cultural change: “What recruiters • Introducing mandatory workforce reporting if you look at the size of the disability employment gap, that’s still not the change promised. Will government support recruiters by facilitating
do in this space is crucial. The best will see the skills and talents of a • Leveraging Government procurement recognised. Steve hit the nail on the head in the Sunday Times recently the development of a level playing field, by extending mandatory
disabled person for what they are – skills and talents with a market • Reforming the Government’s Disability Confident scheme when welcoming the launch of our ‘Now Is The Time’ report . He said if workforce reporting beyond gender, so that recruiters and employers
value and, in fact, with added value of a different perspective that could • Reforming the Government’s Access to Work scheme. bosses see disability as too “complex”, then “the best way to educate a can compete for the best talent equally, with best practice rewarded. Or
help a business break into new markets.” An obvious way to improve disabled people’s employment prospects workforce is to employ more disabled people.” will it see its role as obstructing change?
is to ensure adequate support in getting into work. However, Shinkwin Shinkwin remains optimistic. “Of course, that would make progress
Changing big business explains that this support has often been lacking and “it’s this point that Untapped talent much slower, but any decent recruiter knows they don’t need the
agency recruiters can play a critical role in addressing.” He is clear that government’s permission to do the right thing by their clients. The open
There is another reason why Shinkwin is excited. Alongside its report, recruiters and agency recruiters are absolutely essential to narrowing “I think the key role of recruiters is to make employers aware of the letter to the PM shows the direction of travel. If anyone wants to try
showing how the PM can keep his promise, the Commission released the Disability Employment Gap “because without them, change isn’t untapped talent out there and show how if they don’t broaden their and stop him from making his truly transformative vision a reality, more
an open letter. Addressed to the Prime Minister, it was signed by going to happen.” mindsets, then they are missing out. It’s about facilitating the cultural fool them.” He closes on a positive note. “The impending launch of the
dozens of business leaders, including GSK CEO, Dame Emma “I would invite every reader to ask themselves this simple question. If I changes that enrich the organisation. I think of DFN Project SEARCH, National Strategy for Disabled People is a fantastic opportunity for the
Walmsley DBE; British Retail Consortium CEO, Helen Dickinson had a visual or hearing impairment, or if I was a wheelchair user, would for example, and its successful supported internship schemes that government to show that it backs both talented disabled people, looking
OBE; Pearson CEO, Andy Bird CBE; Post Office CEO, Nick Read; the talent I offer be any less? Yet one only has to become disabled, are helping businesses and public sector organisations diversify their to give their best at work, and recruiters who want to enable them to do
Schroders CEO, Peter Harrison: WPP CEO, Mark Read; Aviva Group even temporarily, to notice immediately how people treat you less workforce and draw on an untapped talent pool. just that. Most recruiters know there is a growing market waiting to be
CEO, Amanda Blanc; and Clifford Chance Global Managing Partner, favourably.” “Some employers will assume that it affects their bottom line, and tapped. What marks out the best recruiters is that they know now is the
Matthew Layton. There are numerous benefits to removing barriers to employment. It won’t want to go into the diversity and inclusion field as far as time to tap it. n
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