THE FUTURE IS COMING Recruiters consider the changing workplace Points-based immigration Talent and Brexit UK Summit announcements - The Global ...
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The voice for the global staffing industry
www.theglobalrecruiter.com | Issue 209 | January 2020
THE FUTURE IS COMING
Recruiters consider the changing workplace
Points-based immigration
Talent and Brexit
UK Summit announcements
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CONT ENTS 3
WELCOME
SIMON KENT
EDITOR
When is a review not a review? The start of the year has seen the new Conservative
government seek to make good on its promise to look again at IR35, lining up a series
of round table discussions on the subject. And yet the idea of actually changing
the legislation is not on the table. Instead, Jesse Norman, Financial Secretary to
the Treasury has said: “The purpose of this consultation is to make sure that the
implementation of these changes in April is as smooth as possible.”
To call this disappointing is an understatement. For years the recruitment industry
and voices from across the wider world of employment have spoken out against
these changes, advising how they will damage the flexible workforce and the ability of
employers to get the talent they need, when they need it. We have already seen how the
changes have damaged the public sector and yet again it seems that the government
seems determined not to listen and press ahead regardless.
It’s a sobering start to a challenging but hugely promising new year. If nothing else there
18 are signs that the employment market is responding to the certainty provided by the
new government and whatever the outcome of IR35, Brexit and more, the recruitment
industry will continue to demonstrate its resilience and value to the economy of this
country and internationally.
34 CONTENTS
05 NEWS 29 LEGAL: ON POINT FOR
IMMIGRATION
10 VIEW FROM WEC: ACTIVATE
NOW 33 SUPPLY SIDE: PREPARING
FOR CHANGE
14 DIVERSITY: LEADING
WOMEN 34 TALENT POOL: RETURN TO
STRENGTH
16 SUPPLY SIDE: CHANGING
FOR GOOD 37 REGIONAL FOCUS: DUBLIN’S
POTENTIAL
18 UP CLOSE: TENNIAL
PERSONNEL 38 SECTOR WATCH: IT IN BRAZIL
20 COVER STORY: THE SHAPE 40 FRONTLINE: FAKING IT
OF WORK
42 VIEWPOINT: TALENT IN THE
24 ADVERTORIAL: EFFICIENT BREXIT ERA
CONTRACTING
40 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
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NEWS 5
GLOBAL RECRUITER
SUMMIT
ANNOUNCES
KEYNOTE SPEAKER Digitalisation & Talent
On March 4th 2020 The Global impact of automation in business coming world of work. exhibition from the industry’s
Recruiter’s UK Summit in London organisation and culture, The Summit has also secured most innovative and valuable
will be addressed by George Zarkadakis has over 25 years’ a presentation from APSCo suppliers, The Global Recruiter’s
Zarkadakis, Digital Lead at Willis experience in management featuring ground breaking UK Summit is the place where
Towers Watson. Drawing on his consulting, communications and research into the current and recruitment leaders can discuss,
company’s recent report HR digital strategy. He holds a PhD potential state of tech use within design and start to implement
4.0: Shaping People Strategies, in Artificial Intelligence and is the the industry. Alongside this their strategy to ensure future
Zarkadakis will give the keynote author of ‘In Our Own Image: will there will be highly informative success, this year and across
speech to the Summit, providing Artificial Intelligence Save Us or interactive panels featuring the decade to come.
recruiters with a privileged insight Destroy Us?’ His presence at the leading experts
into the coming world of work, the Summit will give attendees the and practitioners from recruitment Recruiters can register to attend
possibilities and challenges, and perfect chance to understand companies, technology suppliers for free at:
where the recruitment function what the world of work could be and employer HR functions. www.summit.theglobalrecruiter.com
and recruiters will fit into this. like and therefore to recognise Hosted by The Recruitment
Responsible for innovation what they need to do not just to Network’s Chairman James
and advisory services on the be relevant but to thrive in the Osborne and including an
For the latest industry news log on to www.theglobalrecruiter.com or sign up for our regular news by email
AWARD industry. Unlike other Awards
they are open to any and every
YOURSELF recruitment industry business,
and entries can be made
without pre-qualification and
In a world of challenges, without a fee. This is because
uncertainty, high demand for we understand that in the
talent and stiff competition, The current recruitment sector new
Global Recruiter UK Industry businesses have a right to be
Awards offers you the chance to considered alongside the more
stand out. established ones. We know that
At the start of the roaring great new recruitment talent,
20s, your entry to The Global entrepreneurs and innovations
Recruiter UK Industry Awards can come from anywhere. to succeed and thrive in the and indicated areas of future
will enable you to promote And we know that the industry industry, the people who know growth and development. In
your business, services, frequently surges ahead when quality and dedication when other words, simply by being a
ideals, and vision for the someone – either from within they see it. part of the Awards, your business
recruitment industry at one of the industry or with some Past companies and individuals can benefits for the months and
the most important times in knowledge of its potential, has recognised by these Awards years ahead.
the history of the workplace. the foresight to disrupt the have benefitted from the The Global Recruiter UK Industry
Brexit, international talent, the status quo and introduce a step profile and attention it has Awards aren’t just for this year
candidate driven market, the gig change to the industry. brought them, together with – the recognition they bring could
economy, and technology are all Unsurprisingly for such the assurance of quality and power your business through
having a huge impact, and this prestigious Awards all entries excellence afforded by the to your most successful and
is your chance to demonstrate are judged by recruitment process. Not only that, but many exciting decade.
how your business is ready and industry experts. They are entrants have reported that the
willing to deliver. given the task of considering action of preparing their entry Visit the website to find out more
Headline sponsored again this every entry according to the – assessing and realising all they and register your entry
year by Centralus, these Awards stated criteria and these are the have achieved – has clarified the www.ukawards.theglobalrecruiter.com
truly belong to the recruitment people who know what it takes current position of their company
www.theglobalrecruiter.com
6 N E WS NEWS 7
MOVING ON
figures, as over a quarter of
women (27 per cent) say they SINGAPORE OPENING
are dissatisfied in their current
Research by Tiger Recruitment role, compared to just one in five
found 54 per cent of respondents men (20 per cent).
plan to stay in their current Job hopping is also more likely
role for fewer than 12 months. amongst younger employees,
Furthermore, a quarter of with 56 per cent of those between
employees (25 per cent) say the ages of 16 and 34 saying
that they are dissatisfied or very they plan to stay in their current
dissatisfied in their current role. role for less than a year. This
The survey of over 2,000 compares to just 52 per cent of
employees suggests that, as those over the age of 35.
staff return to work after the “January is typically a time for
Christmas and New Year break, taking stock and evaluating what
many will also begin their search we want from our work and lives,
for a new position. January is and for many employees that Executive search firm Berwick greater coverage and value for Singapore and Asia Pacific comments Richard Love. “I am
a popular time for job hunters, means starting their hunt for Partners has opened new offices our clients, candidates and our operation is Tim Klimcke, who looking forward to working with
as employees reevaluate their a new challenge,” says David in Singapore as well as Dallas consultants,” he says. will drive building the team that Brian and Tim.
objectives and what they want Morel, CEO of Tiger Recruitment. as the company continues its “The Asia Pacific market is one will work with multi-national “The Singapore and Asia
from their careers. The most “With unemployment at its lowest strategic expansion plans. Already we have long been targeting; it’s organisations across all industries Pacific office brings particular
common reasons for moving on, level since the 1970s and skills operating from key locations a key region and a foothold is vital and markets in the region. opportunities,” he continues. “With
according to the survey, are a shortages affecting numerous across the UK in Birmingham, for Berwick Partners to be a truly Meanwhile, Brian Watson will Tim’s ambitions and vision for
lack of career progression sectors, good candidates are in London, Manchester, Leeds, and global business. Singapore is an be partner and head of the growth in the AP region, Berwick
(25 per cent) and a desire for a high demand. As our findings Glasgow, the company also has ideal base for the new office in Dallas office. He is the firm’s first Partners can also explore the
higher salary (17 per cent). show, opportunities for career an international presence with the AP region. partner-level hire in the US and particular operations for project,
The study found that women progression and pay rises are offices in Amsterdam and Dubai. He adds: “A strong US presence will also lead the HR practice volume solutions through our
are slightly more likely to be job among the biggest drivers, Richard Love, the managing is equally important to the firm’s across North America. division Berwick Talent Solutions,
hunting in 2020, with 55 per cent so organisations must ensure director of Berwick Partners says plans, and the new Dallas office “We are thrilled to have such a specialist in delivering project
saying they want to move roles they’re proactively offering both the Asia and US expansion: is a sign of both our intent and highly respected and experienced and volume recruitment, market
within 12 months, compared to to existing staff to avoid seeing “We have a clear plan to further market opportunities across recruiters to lead the two new mapping and talent pipelining,
47 per cent of men. This trend their top performers jump ship in internationalise the business over the US.” offices and establish and grow as greater numbers of Western
is also reflected in satisfaction the new year.” the next three years, to provide Appointed to head the new the business in these locations,” clients expand across AP.”
‘REVIEW’ what may. We have also learned
today that the review will focus on
selecting an independent chair,”
he says. “Such a limited review
the Association of Professional
Staffing Companies expressed NEW stand to lose around £200 million
in January alone.
the implementation of the reforms would leave the freelance sector APSCo’s disappointment that The survey also revealed
MAY NOT rather than the reforms themselves floundering. Right now, across the there was no intention of delaying ROLES FOR that employers seem to be
which is not what was suggested sector, contractors and freelancers incoming changes. “APSCo has underestimating the issue, with
CHANGE and is not what is needed.”
Andy Chamberlain, deputy director
are panicking at the prospect of
these disastrous changes.
called for implementation to at
least be delayed pending a further
CUSTOMER 70 per cent of workplaces not
believing that staff are more likely
ANYTHING of Policy at IPSE (the Association
of Independent Professionals and
“Major businesses, including most
of the large banks, have already
impact review and completion of
an assessment on employment
SERVICE to change jobs in January than
in other months. Fortunately,
There has been an the Self-Employed) was equally announced they will no longer status,” she said. “There is a A survey, by quality assurance according to the research there
overwhelmingly negative reaction scathing of the review calling engage contractors out of fear clear need for a proper review, improvement platform, EvaluAgent are a number of engagement
to the government’s review of the it “disappointingly hasty and they will fall foul of the notoriously with adequate time to publish the says that nearly two fifths of strategies that would successfully
Off-Payroll legislation from the inadequate.” complex legislation. Even before outcome and recommendations employees in customer service prevent customer service were almost as popular, with Jaime Scott, co-founder and
recruitment and staffing industry. “Not only has the government not the new rules take effect, they are of the review, and then roll out roles are likely to look for a new employees from starting their 44 per cent of employees saying CEO of EvaluAgent. “Our research
As the government proposals are said it will pause the changes, it has precipitating a crisis among the changes with certainty on final job in January, due to a seasonal January job hunt. these would prevent them from clearly shows there is a direct link
limited to round tables in London also allocated far too little time for a self-employed.” legislation. This timeline just slump in engagement and Interestingly, financial incentives looking for a new job at the start between employee engagement
and will not include any changes full review and said nothing about Tania Bowers, Legal Counsel at doesn’t work. motivation. Overall the survey such as salary increases and of the year, while more than a and turnover, suggesting that
to the legislation itself many are “We, of course, support HMRC’s found that 40 per cent of customer bonuses alone are an ineffective third (36 per cent) said employee businesses need to be making
questioning the point of this intention to ‘ensure smooth service staff are less happy in solution, with 47 per cent of those benefits such as healthcare and far more effort to engage their
exercise. Julia Kermode, FCSA’s implementation of the reforms’,” January than any other month, surveyed saying that money flexitime would encourage them workforce at this time of year if they
chief executive describes the she added, “We also welcome leading to 39 per cent actively wouldn’t affect their decision as to stay. are to prevent the annual surge in
review as “meaningless” coming further internal analysis of the searching for a new role. to whether to stay or leave their Goal-based objectives can be departures.
from a government “who seems CEST tool. However, the reality The financial impact of this company in January. an effective way of improving “We know that in order to do so,
intent on bulldozing ahead with is that this review – at this time employee churn is considerable. This was especially true for motivation, by increasing the they need to ensure they are
its plans”. – is likely to create even more Based on the average customer younger workers, with 59 per cent sense of purpose and pride in a utilising a full range of tools, as
Among other criticism she notes confusion. service worker’s annual salary of of 18-24 year olds saying that person’s work. Nearly a quarter no one strategy will be effective
the timetable of the review: “They “Essentially, with just weeks £21,000, each departure costs money isn’t an effective motivation. of employees (24 per cent) said enough on its own,” he added.
are expecting the review to be to go until the changes are businesses at least £6,300 due Instead, the research showed that that this would be enough to make “With a variety of both financial and
completed by mid-February implemented, we are now at a to recruitment expenses and businesses should be utilising them reconsider looking for a non-financial incentives in place,
which is simply not long enough point where we don’t have any reduced productivity. The report a full spectrum of tools to boost new role. businesses should not only see
to consider the deeply complex certainty around final legislation estimates that around five per cent employee engagement, including “High employee turnover in the number of employees leaving
range of issues that the or any firm guidance from HMRC. of customer service workers will regular and timely feedback, January is a real problem for in January go down, but should
Off-Payroll legislation is throwing New rules apply from March for actually leave their jobs in January, which was deemed as effective many businesses, and can cause also see employee performance
up. HMRC has stated that they will firms running monthly payrolls so with 640,500 people currently in as a cash bonus by 54 per cent of significant problems when it comes and therefore customer satisfaction
be continuing its preparations to – this eleventh-hour review is customer service roles across the employees. to productivity and customer improve, making it a win-win for
roll out the reforms in April come simply too late.” UK, this could mean businesses Non-financial reward schemes satisfaction levels,” observes all involved.”
www.theglobalrecruiter.com
8 N E WS
DALLAS As of this month, LVI Associates
now has a physical team on
strengthen our local capability
in the South,” said Elliott
connecting candidates with
career opportunities at industry
CALLING the ground in Dallas to provide
more immediate support to their
Milton, Phaidon International’s
executive director for Dallas and
-leading organisations.
“The Texas infrastructure market
clients and candidates in the Fort Worth. “LVI Associates is is booming; and having created
LVI Associates, the engineering region, and to immerse their our fastest-growing brand in the a significant client network
and infrastructure brand in the services in the local market. The group, and I am excited to be across the state, it only made
Phaidon International group, LVI Associates team will initially able to service the market locally sense that we launched the
has announced the expansion focus on securing top talent for and solidify our place as one of brand into our Dallas office,”
of its existing Dallas, Texas clients across building services, the leading recruitment firms in says LVI associates director,
office. Since the brand’s launch construction, forensics, the Dallas market.” Dan Brook. “Not only will this
in 2016, LVI Associates has power, renewable energy, Given the continued growth allow us to be closer to our
experienced significant growth transportation, and of the engineering and candidates, but also decrease
supporting clients in the Texas water & environmental. infrastructure industries across the time it takes for us to solve
and wider Southern regions “I am extremely proud to the South, LVI Associates will our client’s biggest business
from their office hubs in London launch LVI Associates in our continue to support their clients problem, finding talent.”
and Boston. Dallas office and to further in meeting talent needs and
MEANING ‘very meaningful’ work spend an
additional hour a week working
talent, and improve productivity,
meaning can no longer be a minor
and the success of our business
depends upon and revolves
MOTIVATION – equivalent to a 2.5 per cent
increase in productivity. They
consideration – it needs to be a
business imperative. Younger
around the welfare and motivation
of our people,” says Charlotte
also take, on average, two fewer generations are far more driven Woodward, people service director
Research from Guidant Global days paid leave each year by being part of something ‘bigger at Guidant Global. “We know from
has suggested that meaning – boosting productivity by a further than themselves’ and ultimately the Taylor Report – a review of
in work increases motivation, one per cent. working in roles that provide working practices in the modern
drives productivity and enhances This comes at a time when Harvard meaning to their lives. economy – that pay alone does not
employee engagement. However, Business Review’s report reveals Guidant Global explains that this motivate people – underscoring the
contrary to popular belief, pay that across all age and salary can be achieved by emphasising importance of ‘good work for all.”
is not the principal driver behind groups, people are willing to pay a to employees why their role With productivity in the UK below
meaningful work. significant amount to find meaning is important to the business; average for the rest of the G7
In the talent management – with 23 per cent of US workers connecting individual jobs to a advanced economies Woodward
specialist’s new whitepaper, stating they would forego their bigger purpose; and understanding believes employers have a real
‘The human connection: Why entire future lifetime earnings in the impact a person’s remit has for opportunity to drive improvement
meaning is so important to order to have a job that was always customers. by providing their workforce with
work’, the company report how meaningful. “At Guidant Global, our business a sense of inclusion, purpose,
employees who say they have For businesses to attract and retain strategy is ‘People Lead Growth’ fulfilment and meaning.
MOVES leading results.
On joining Talent, Phil Orsborn
50 per cent year-on-year over
the same timeline.
advantage,” said Zak Marar.
“This region offers unmatched
said: “I am very excited at Pedersen & Partners have opportunities for development,
Global technology recruitment the prospect of growing and announced the promotion of client and I’m thrilled to take on this
company Talent has announced developing the team in Bristol. partner Zak Marar to country new role as we continue to
the appointment of former We have a fantastic platform and manager for UAE and head of reinforce our presence here.
People Source consulting senior I fully expect the Bristol office to MENA. Michael Al-Nassir, partner “Our Dubai office has a collegial
director Phil Orsborn as regional become a real force in the South and the head of Middle East, and entrepreneurial spirit, and
manager. Orsborn will spearhead West market over the next few Africa, Central & South Asia applies an energetic, solutions
the company’s ambitious growth months and years.” who has led the Dubai office -oriented approach to leadership
plans across the UK. This appointment is part of since its establishment in 2008, challenges that sets our
With over twenty years’ Talent’s ambitious growth plans will continue to build the firm’s team apart in this competitive
experience in the technology and in the UK. The company currently presence regionally. environment,” he adds. “This
digital recruitment sector, Phil operates 16 offices across the “Pedersen & Partners’ growth new role will allow me to further
Orsborn has spent the last eight UK, Europe, North America and strategy in the region has ensured develop our customer-centric
years with Experis/People Source Asia Pacific. Following significant that our organisation stays ahead vision and provide a clear
in Bristol as a regional manager investment in its UK operations, of the competition with game- mandate to support our clients
and senior director, building and Talent has exceeded 65 per cent changing leadership advisory with innovative, value-added, and
leading high-performing teams year-on-year revenue growth in services in addition to executive high-quality solutions for the
of both permanent and contract the UK over the past three years search, enabling us to harness most impactful results.” n
consultants to achieve industry- and NFI growth has exceeded market forces to our clients’
10 FIN AN CE V I E W FROM WEC 11
ON YOUR
MARKS
Denis Pennel, managing director, World Employment Confederation
on how to activate the labour market.
One of the many challenges facing the world of work today is the In many ways this same challenge faces workers too. and transitions, we need activation policies that focus on those Meeting the challenge
prospect of increasingly tight labour markets. A range of factors Technological advances, automation and the rise of AI mean people who are already in employment and take a life-long
including ageing demographics in many parts of the world, the that we are all having to embrace lifelong learning and the need approach that supports them throughout their working lives. The temporary agency work sector offers an effective route to
development of more flexible and diverse forms of work and the to acquire new skills throughout our working lives in order to Activation policies need to shift from being reactive to become work for many people – including those more vulnerable groups
increased pace of job creation and destruction, have resulted maintain our lifelong employability. We need to take control of our proactive and consider how we can best support people at every such as young people, migrants and those who were previously
in higher labour market participation rates and a shortage of careers, recognise where growth areas are emerging and identify stage of their employment journey: from first-time labour market inactive. The sector has also expanded its service offering to
candidates and skills in many areas. how we can get the training we will need in order to access them. entrants; to people navigating the coexistence of diverse forms include more tailored products that support both organisations
Simply put, finding and securing talent has become a full-time One way to address the lack of talent is to bring people back into of work and looking to identify which best meets their situation and individuals in securing talent and jobs. Recruitment
job in itself and a growing focus for employers. We see this the labour market. Indeed, maintaining people in employment is and needs; to accompanying workers in taking career breaks; Process Outsourcing (RPO) – where companies outsource their
across the whole labour ecosystem – not only in corporations in everyone’s interests as research confirms that long periods of and finally to supporting older workers in gradually withdrawing recruitment and HR needs to a specialist supplier – grew 15 per
but also in the public sector, municipalities and NGOs. unemployment have a significant detrimental impact on people’s from the labour market. cent globally in 2017, and 33 per cent in Europe, the Middle East
Organisations are having to anticipate their labour needs more economic wellbeing and on their future employability. Economies If we are to meet UN Sustainable Development Goal 8 of and Africa. Career Management services are also diversifying,
carefully. They must consider not just their current requirements, need effective activation policies that give more people access to ‘promoting sustained, inclusive and sustainable economic supporting organisations in upskilling internal talent to fill skills
but what competencies they will be likely to need in five years’ the labour force and train them to do the work that is available. growth, full and productive employment and decent work for shortages and offering outplacement support to transition laid-
time so that they can plan for the future and seek out the talent all’, then we need better planning and cooperation among the off employees to new opportunities.
they need. Activate people different labour market actors. Public private partnerships As the jobs landscape continues to evolve in line with
present an interesting opportunity but do not work optimally societal, technological, demographic and economic shifts,
However, for activation policies to play a really effective role in in most countries. As intermediaries, specialised in matching so intermediaries such as private employment services will
transforming labour markets, the focus needs to shift away from supply with demand in the labour market, the private be vital in supporting both organisations and workers thereby
jobseekers and displaced workers and the traditional, ‘curative’ employment services sector has a strong track record of reducing labour market friction and maintaining high levels
We need activation policies that focus on activation policies. Instead, in order to better anticipate change bringing people into work. In 2017 the global industry found jobs of participation. n
those people who are already in employment for 53 million people worldwide and it is well placed to support
and take a life-long approach that supports both organisations and workers in smoothing transitions.
them throughout their working lives
www.theglobalrecruiter.com
SUMMIT 2020
Digitalisation & Talent
Recruitment 4.0 is a revolution in the way recruitment is carried out. It ETC. VENUES
reflects the adoption of technology in order to better source, manage 8 FENCHURCH PLACE
LONDON
and place candidates with clients. Recruitment 4.0 is the recruitment
sector’s response to the wider fourth industrial revolution, now taking
place globally and must therefore deliver the talent organisations need
4 March 2020
Event Partners:
as the workplace evolves.
Work is changing. The workplace is changing. The recruitment industry is being challenged
to address new needs, to work with the new employee models and company models. At
the same time, recruitment companies need to adopt new technology to stay efficient,
effective and relevant.
With input from future thinkers, workplace and recruitment sector experts, practitioners
and end users, this is a chance to understand what lies ahead and to identify the processes, The Summit is *free of
systems and solutions which will power you and your business to greater success in the charge to attend. Limited
years to come. Conference Partners:
The future may be hard to predict, but this is your chance make it work for you.
space is available so early
registration is advised.
Keynote Presentations *If you are a supplier to the industry or R2R, there is a
£1500 fee to attend
George Zarkadakis, Digital Lead, Willis Towers Watson
Drawing on the recent Willis Towers Watson report, Zarkadakis
gives an insight into what the world of work could look like and how
Register now:
recruiters need to adapt to keep up. Supported by:
www.summit.theglobalrecruiter.com or
Samantha Hurley, Operations Director, APSCo email summit@theglobalrecruiter.com
THE RECRUITMENT
Based on exclusive recruitment market research, Hurley details the
NETWORK
TM
trends and challenges when technology meets recruitment. How can
#GRUKSummit
automation and the human touch work together.
For Exhibition and Sponsorship enquiries,
please contact:
Trevor Dorrell: trevor@theglobalrecruiter.com
The organisers reserve the right to amend the programme or exchange speakers if it should be necessary.
Tel: +44 (0)1923 723990 Events: @GlblRecruiter News: @globaleditor
14 FIN AN CE D IVER
FINANC E 15
SIT Y
IT’S NOT
Companies can no longer afford to have
a laissez-faire approach to attracting,
engaging and developing female talent
if they want to remain competitive
YOU, Over the past 30 years, organisations have changed recruiting tactics,
created development and mentoring programs, conducted gender
sensitivity training and launched affinity programs. A lot of time and money
of male versus female colleagues in the workplace. Frequently,
women’s behaviours are referred to with negative phrasing whereas
men’s are referred to with positive phrasing. So the ‘assertive’ man
IT’S ME
has been spent, but these efforts just haven’t produced stellar results. becomes the ‘aggressive' woman. The man who is referred to as a good
Program success has been lackluster because the programs are a ‘networker’ becomes the woman who is referred to as 'gossipy’. This
generic and linear solution for a complicated issue. While recruiting tactics needs to change.
have brought women into the workforce, development and mentoring We need to make sure that we focus on having the right discussion
programs aren’t keeping them in. When women do stay, they largely every time we make an individual human capital decision, particularly
stay in ‘pink ghetto’ roles, i.e., staff roles instead of P&L roles, minimising for executive management, P&L jobs, and board seats. We must take
their chances of moving up. Women need experience and exposure to a systematic look at the impact of our decisions. For example, if we
advance, and today experience in business transformation and digitisation have made thirty individual decisions and justified all of them, but these
is particularly valuable. decisions still result in an underrepresentation of women, then it’s clear
Mara Swan, executive vice president, Staying in staff roles is not in itself a bad thing, as long as we can ensure
that it is an individual choice, but more often than not this isn’t the case.
a new approach is needed. As CHROs, we’re often too focused on
ensuring that each individual decision is correctly made and legally
global strategy and talent at We need to make sure women aren’t making this choice because they defensible, rather than putting our energy into ensuring that our long-
ManpowerGroup on getting more don’t feel encouraged to consider line roles, haven’t thought of line roles
as options, or the cultural or job role conditions are not amicable to their
term organisational objectives and interests are achieved through each
individual decision.
women into leadership positions. needs. For example, 65 per cent of women say flexible work options are In short, we need to help leaders do a better job at creating a culture that
important to them, yet only 28 per cent of employers offer them. Often allows for gender parity across every line of the business. This can be
needs like this can be met with a little creativity and flexibility. done by focusing diversity efforts on better data analytics and equipping
the CEO and their leadership team with metrics to evaluate and achieve
The role of CHROs measurable results. This macro analysis provides a wider view into the
Today there is more focus on gender equality and women at work than occupy 52 per cent of all management and professional occupations in micro causes of our talent problems. We can then use the analysis to
ever yet we are still caught in a circular conversation about why we do not business, but hold just 21 per cent of board seats. A little over a quarter Instead of programs, CHROs need to examine how decisions are made target specific tactics to address parity issues particular to each of our
have enough women in leadership positions. Are they pushed out by male of women hold executive officer positions, but only 11 per cent are top about women in their organisations and how the potential of these women cultures. By looking at the macro data, we take emotion out of gender in
centric cultures and the competitive squeeze to the top? Are they pulled earners and a just five per cent are CEOs. Although we’ve increased the can be cultivated. We need to change our cultures to be more welcoming the workplace.
out by better offers by our competitors? Why do so many venture out on number of women in the workplace, we haven’t succeeded in getting to women. Our top leadership has to walk the talk from representation of While this solution sounds simple, it’s much harder to actualise. While
their own to start their own business? And, while things have improved them into the key P&L, executive, and board positions that are imperative women in executive management up through the board of directors. The there’s no one-size-fits-all for something as complex as fixing the leaky
– 2019 saw women hold 29 per cent of senior management roles for developing core strategy and business results. critical tipping point: top leadership commitment. But our research shows talent pipeline, there are ways to change your culture to leverage the
globally, the highest number on record – we still have a long way to go to Women face a further hurdle. Technological disruption in the form of AI, that 32 per cent of male leaders say that the responsibility is HRs – not human capital women: (1) run analytics (2) determine outcomes (3) take
achieve parity for women in leadership. Something has to change about digitalisation and robotics will disproportionately impact female workers. theirs. action and (4) share progress.
the way organisations assess, develop and leverage female talent. We This is because the roles most threatened by automation tend to have Often we forget the ways in which we can be implicitly biased about To me the end game is simple. Attract and develop more women and lose
need to act with the conscious intent of including women in leadership. higher proportions of women. We also expect to see growth in tech, women’s behaviours. Unconscious bias, though not intentional, can have less. Let’s stop talking and take action to ensure women have equal
digital and STEM-related jobs, including data analysts, machine learning disastrous results. During my interactions with hiring and promotional access, representation and skills to capture the opportunities in the future
Women: the world’s largest untapped resource specialists and engineers – all roles where women are underrepresented. decisions over the years I noticed the words used to explain the behaviour world of work. n
If we focus on helping women develop technical skills at speed and at
Today’s labour market is tight and most developed countries are close scale, while at the same time hiring people with learnability – the desire
to full employment. Yet, global talent shortages are at a record high. and ability to learn new skills – we can make a real difference in shaping a
This year, 54 per cent of companies globally say they cannot find future in which everyone can be ready for high-growth roles.
the skills they need – almost double what it was a decade ago. In a
knowledge-based economy, talent is a key determining factor of the Barriers to getting women in leadership
competitive success of organisations. Many companies report that the
most significant barrier to growth is their ability to attract and retain a Organisational structure, a male dominated culture, and old-fashioned
skilled workforce. views of ways of working, especially surrounding workplace flexibility,
Women continue to be an underutilised source of talent, despite attaining are keeping us from retaining top talent and progressing women into
higher levels of education than their male peers in OECD countries. leadership positions. The issue is not whether women are able to adapt
Companies can no longer afford to have a laissez-faire approach to to fit your organisation’s culture, but whether your organisation can adapt
attracting, engaging and developing female talent if they want to remain to women’s needs. Women with higher education levels are prepared to
competitive. At the same time, it is getting more difficult to attract and compete in a knowledge economy, and while we’ve successfully enabled
retain skilled women since they have more choice now than ever. women to enter the labour force, it’s time for us to take responsibility to
In the US women make up nearly half (47 per cent) of the labour force, ensure they make it to the top.
www.theglobalrecruiter.com
S UPPLY SID E 17
IKIRU
PEOPLE
How a brand initiative aims to bring quality and
coherence to the recruitment technology market.
At the start of 2020 a new name entered the world of recruitment many people did not even have a computer on their desk. Today’s groups prefer different ways of contact and of managing issues Location wise, Ikiru People has changed and expanded, again to
technology. A new name for a group of well-established high value version, FileFinder Anywhere, is a cloud-based executive search and conversations. But by bringing support for all our products better support each brand while delivering coherence across the
solutions used across the global staffing industry. Ikiru People is the software solution recognised as “Best Executive Recruiting together, there is the chance for best practice from one product group. The business used to have a training office in London,
name for a group which unites FileFinder, GatedTalent, ISV.Online Software” in an independent review by global analyst’s BND. to be considered and implemented for the good of those using but this has been superseded as the resource can be delivered
and Voyager. This is a solution that has truly developed over the years another product. more efficiently and cost effectively from other locations. In an
Paul Thompson, Sales and Marketing Director for Ikiru People alongside recruiter requirements. It now offers real-time international and fast-moving recruitment industry the office was
explains that the move brings more clarity to the group’s offering while functionality and access across multiple devices while, naturally, Free training Fridays no longer the best way to meet customer demands – certainly
retaining the quality and legacy of the brands and products it covers. complying to regulations including GDPR. But importantly it’s now the business has five offices around the world and a growing
“As a group of companies we had always traded largely a solution built on many years’ experience and understanding Voyager, the group’s all-in-one easy to use recruitment software international roster of users in locations from New York to
independently of each other,” he says, “and that had some of the way recruitment and recruiters work. Not only that but it has been offering its users free training on a Friday and this idea Australia, Romania to India. In this context there needs to be a
advantages. It is clear that some customers invested only in comes with a strong support structure which means users can is being planned for the other products. As Thompson points greater flexibility and willingness to deliver where the users are.
FileFinder, some in ISV.Online and so on, so we were able to deal address issues and have queries answered promptly and with the out this isn’t just a case of applying every option to every brand,
with those customers in a dedicated way. Being separate historically minimum of interruption to their work. the point is to enable the product lines to learn from each other The bright future
made sense because a lot of our teams grew up within these brands and therefore identify the best way of providing support and
and hence were specialised to certain products.” Stability and trust information to users and to the wider market. By making clear the relationship between each of the products, users
However, while this brought some clarity to the markets we of one solution will now be in no doubt where to go if they’re looking
serve, it also meant there was scope for confusion in terms of the “We’ve recognised the future is different, and we have needed to Better business for a solution in another area designed, created and supported with the
relationships between the solutions. Furthermore, it means that our bring different ideas and attitudes to our products over time,” says care and dedication which they appreciate. The creation of Ikiru People
continuous improvement was less efficient than it could be. What Thompson. “But alongside that ability to change we have been able Bringing the brands together will also mean efficiencies within the will mean the recruitment market will have more awareness of what
we learned from one part of the business took time to roll out to the to offer – and continue to offer – stability and trust for users.” business itself. A more unified finance structure, simplified brand else is on offer within this suite of solutions.
other brands and different business processes. As a result of this This stability and trust should not be underestimated. In a fast- and marketing structures means Ikiru People can deliver greater Ikiru People makes clear the intention and purpose of the business.
month’s step change in the identity of the business, Ikiru People will moving industry where new and shiny technology can frequently resources to what really matters: developing the solutions to Thompson explains that the name Ikiru means ‘to live’ and it is this
enter the next decade reaping the rewards of the past 12 months grab the headlines and the attention of users, what businesses their best level and ensuring the resources are available to enable concept that lies behind all their work. The idea is that everything the
of hard work internally to create a unified approach to the products truly need is a solution which works, and which will offer a secure users to get the best out of them. business does, through its solutions and through the work of those
and services we offer. The benefits of one united team working, platform on which that recruitment function can operate and flourish. The move has also meant the business can concentrate on using its solutions is to get people into work, enable them to do what
continually learning and improving centrally for the ultimate benefit Elsewhere in the group candidate testing platform ISV.Online securing the talent it needs internally to create the best in they want to do, fulfil their potential and therefore to live their best lives.
of all our customers, both new and old. Whether it’s a better way of currently has some 50,000+ users a month around the globe. The recruitment solutions and provide the support users need. There As for the future, Ikiru People is more than ready to meet the challenge.
building a product, delivering a service or running our back office, solution provides the recruitment function with the ability to test are some long-standing employees within the business and they “We know how to deliver good technology,” says Thompson, “and
now we can move with a greater velocity than ever before, whilst crucial candidate skills including abilities and personality wherever have offered the business and each solution the consistency of 2020 and beyond is all about the customer.”
preserving and leveraging the wealth of internal knowledge around that candidate may be. Like FileFinder, this is a truly international approach users value as well as a deep understanding of where Ikiru People is more than ready to move recruitment technology to the
our products, our customers and our marketplace. product, used by more than 450 companies in 39 countries. the technology has come from and how it has developed. Now next level for its users. In doing so, its team will bring a trusted and
What is interesting, however, is that under the previous company the business is adding to these skills, bringing in new talent comprehensive approach to the market coupled with the new energy,
Leading edge solutions structure there was little cross-pollination among clients or in and carefully considering where that talent needs to be. In this commitment and focus of a brand-new group.
terms of the support offered for users. User support for FileFinder way, every product will remain at the cutting edge of recruitment E: Paul.Thompson@ikirupeople.com
Taking FileFinder as an example, Thompson notes this particular was handled differently to that of ISV.Online and as Thompson technology and always in touch with the challenges and demands W: www.ikirupeople.com n
product was launched in the early-mid 1980s, at a time when points out this wasn’t necessarily a bad thing. Different user of the industry.
www.theglobalrecruiter.com
18 FIN AN CE UP C LOSE 19
THE FEAR
FACTOR
Dennis Tennial, managing director of
Tennial Personnel explains how he started
his own recruitment business.
Dennis Tennial admits his leap of faith in starting his own recruitment Taking the plunge commit and put the hard work in. That goes for the whole team. I’m very Ipswich, is a supporter of the local St Nicholas Hospice and also
business was the scariest thing he has ever done in his career. It fortunate to have surrounded myself with talented, driven people who supports Futurestars UK, a local charity which offers qualified sports
has also been his most rewarding. Now, as he celebrates five years’ Even though the rewards a potentially much bigger, the perceived have all made reaching this five year milestone possible.” coaching to children in Ghana and Togo, Africa. Another highlight
trading this month, he says his only regret is that he did not start his risks often torpedo any grand entrepreneurial ambitions recruiters may He also says that having The Recruit Venture Group as a backer has was Tennial Personnel winning Recruitment Agency of the Year at
business, Tennial Personnel, ten years earlier. have. But for Dennis, it was a conversation with The Recruit Venture meant he has been able to focus 100 per cent on growing his business. The Recruit Venture Group Awards in 2017.
“It is without doubt the best thing that's happened to me after my wife Group, which supports experienced recruiters to launch their own With no unreasonable banks and lenders to deal with, and with back “When you build something from zero, when your business creates
and kids,” said Dennis. “My business is a life changer. It was a big start-ups, which provided the additional spur he needed. The Recruit office processes like accounts, payroll, credit control, IT, HR and jobs, when it delivers satisfied customers and clients, when you put
decision to give up a good salary and high profile job, but the rewards, Venture Group’s joint venture model provides all of the finance needed marketing taken care of, Dennis says it has allowed him to concentrate back into the community in which you live and when you pick up
both financial and in terms of career satisfaction, have been more than for launch, as well as a ready-made back office function. Having the on steering Tennial Personnel to survive and thrive. the odd award now and again, the sense of satisfaction is unlike
worth it.” backing of an experienced recruitment investor in his corner, Dennis “I could have chosen to do this alone, but there would have been a anything I ever experienced as an employee,” he says. “I think
Dennis, who employs five people including his wife Jade, is now made the decision to go for it. lot more financial risk, a lot more red tape to deal with, and generally business leadership does change you. In my younger days I was a
planning to expand the Tennial Personnel brand nationwide and his “I remember that first morning of trading; it was just me, an office and a lot more stress and distraction,” he explains. “The Recruit Venture work hard, play harder kind of person, but now I’m more interested
next step will be a second office, potentially in Colchester. a phone. It felt like I was starting from scratch again, and although I Group has offered me that freedom to grow a business in my image, in working with my team, listening to their ideas and helping them to
Despite feeling a responsibility to offer stability for his wife and three was well known around Ipswich and Suffolk, I had to knuckle down but is also there when you come across those inevitable obstacles grow in their roles.”
children, it was actually his family which encouraged him to launch his and build up the business.” along the way. I knew how to recruit, I knew how to make money, but As he looks to the future, what would he say to other experienced
Ipswich-based agency. Success did indeed quickly follow and Dennis was able to expand his I wasn’t an expert on taxes and cashflow and I didn’t know what the recruiters who are thinking about launching their own business?
“I had felt underappreciated and undervalued at work and I was own workforce and move into new recruitment sectors. Today Tennial best software and IT systems were. Removing those uncertainties is “They should go for it, 110 per cent,” said Dennis. “I can only speak
coming home feeling depressed and moody,” said Dennis. “I think my Personnel serves the industrial, engineering, commercial and hospitality a huge burden lifted.” for myself, but I started at the bottom in recruitment – I wasn’t even
family knew I needed a change.” sectors with both temporary and permanent positions. allowed to speak to a client or candidate in my first job – but I knew if
The possibility of starting a business is something which goes But there have been no shortcuts to growth. Although Dennis is known Community minded I trusted in my talent I could make it, and I did.
through the heads of most experienced recruiters at some point in for an infectious charm and upbeat personality, he said building a good “I think the same goes for starting a business,” he adds. “You can
their careers. Very few actually do it. The reasons why Dennis had reputation in recruitment is hard-earned and can be lost in an instant. Dennis has lived in the Ipswich area for 35 years and has been in complicate your thinking, but fundamentally if you are talented and
previously put off making the jump were probably familiar to most. “Work ethic is key,” he says. “I believe in staying humble, never getting recruitment for 26 of those years. His business has allowed him to driven and have the right backing behind you, I think anyone has a
Giving up a good salary and commission, putting personal savings too comfortable and offering a recruitment service that really does put back into the community in which he has spent most of his life. great chance of building something phenomenal.
and assets on the line, and the anticipation of additional stress, longer deliver for clients and candidates. You can’t offer that if you don’t Tennial Personnel sponsors two local youth football teams around “Not one day have I ever looked back.” n
hours and more to deal with.
www.theglobalrecruiter.com20 FIN AN CE COV E R FEAT UR E 21
THE SHAPE
OF WORK
Simon Kent looks to the future of work and finds recruitment’s place.
The start of this year and indeed decade may signal the start of This professionalism extends beyond simply reacting to demand Attraction and retention Brooks echos another of Hadley’s comments, that in this time of
a new chapter for the recruitment industry. Faced with multiple for talent. Hadley argues recruiters can be proactive in their change and new regulations, recruiters can place themselves as
changes and challenges, Tom Hadley, director of policy and work. This could mean going out into the market to identify and The tight market is playing on other recruiters' minds for the years experts in navigating the world of work. “After the UK leaves the
campaigns at the REC argues now could also be the time when encourage good talent to move to better opportunities. It could ahead. David Morel, founder and CEO, Tiger Recruitment makes EU, all 3.8 million EU nationals currently living in the UK, and EU
recruitment businesses face new demands from clients and mean encouraging and delivering a more diverse workforce clear that attracting high-quality talent means using a 360-degree nationals wanting to enter the UK, will need to register for and
candidates and consequently make a step up to bring their based on a less traditional candidate shortlist. In each instance approach to attraction and retention. “Gone are the days where receive ‘settled status’, which all those working in Britain must
expertise, opinions and skills to the good of the workplace. recruiters have the opportunity to demonstrate their industry and the salary package is the main influence on jobseekers choosing have by July 2021,” he says. “Settled status will require British
The biggest influence over the recruitment sector is likely to market knowledge. a new role,” he says. “According to our 2020 Salary and Benefits businesses to adopt a longer-term talent attraction strategy. The
be the continuing tight candidate-driven nature of the market. Chris Parke, CEO of Talking Talent agrees recruiters and Review, 44 per cent of jobseekers consider benefits to be more C-Suite, HR departments and their recruitment agencies must
Employers are already experiencing difficulty in finding the talent employers must rise to the challenge if they want to create a attractive than any other factor, with flexible working playing a begin either heavily targeting existing UK-based talent pools
they need and regulatory changes and Brexit are likely to make truly diverse and equitable workforce – especially in terms of leading role.” or accommodate the required time and resources to bring EU
the situation more challenging. Moreover, employers are seeking gender balance. “Take female pay gap figures,” he says. “There Danny Brooks, CEO of VHR’s global technical recruitment nationals to work in the UK for the first time.” >
a more diverse workforce, indeed they will need to be open to are examples almost every week showing how systemic issues consultancy believes Brexit presents both a challenge and
non-traditional sources for their talent if they are to truly thrive. All embedded over the last few decades are heavily biased towards opportunity for recruiters. “Skills shortages and initial trading
this indicates the need to rely on recruitment professionals with the majority and ideals of male leadership. negotiations will force recruitment agencies to innovate fast, Employers are already experiencing
the knowledge and skills to deliver. “Progress has been incredibly slow,” he adds, “and unless with the potential to deliver better services and more unique
“‘It’s an opportunity for forward thinking recruiters to look at how boards can show that they’re actively closing the gender pay solutions than ever before,” he says. “To rapidly respond to new difficulty in finding the talent they
they can change things in the market,” says Hadley. “The more gap, making a difference and increasing women in senior UK legislation and new international trading rules, recruiters will need and regulatory changes and
difficult it becomes the more necessary it will be for employers to leadership roles, it’s going to really backfire on them.” need to ensure every step of the recruitment process, as well as
get experts to help them.” third part supplier activities, are compliant with every individual
Brexit are likely to make the situation
country they recruit into.” more challenging
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