Employment agency Randstad says Brexit could cause labour market shortages

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Britain's vote to leave the European Union could deter corporate investment and create labor market shortages, the chief financial officer at Randstad , the world's second largest employment services company, said on Friday.

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Oxygen Consultancy

Oxygen is the essential element of our lives and people are the essential elements of an organisation. As people we need oxygen to survive, accordingly the respiration of companies is dependent on the competence, expertise and talent of its people. Established in 2002 Oxygen Consultancy brought a fresh approach and flexible solutions to recrutiment needs of organisations along with being a trusted professional partner for candidates.

OTHER ARTICLES
TALENT ACQUISITION, HR STRATEGY

Increasing ROI through Digital Recruitment Marketing

Article | August 24, 2022

Marketing and recruitment are two of the most critical functions in a business. However, just as marketing is key to helping a business sustain in a cutthroat market and position itself as a go-to provider, recruitment marketing is key to winning the war for talent and positioning a company as a coveted workplace. Digital recruitment marketing, there are more avenues to recruit top talent than ever before. Not only does it offer a wide reach, but also the ability to keep track of campaigns and measure the return on investment from these efforts. In this way, you can build a talent community that ensures you have a steady supply of qualified candidates. This is why implementing solid recruitment marketing campaigns is so crucial. However, just like marketing, recruitment marketing requires investment, and marketing leaders must be able to justify these investments to their higher-ups. At its core, recruitment marketing shares much of its process with marketing. It helps to take lessons from how marketing leaders convince higher-ups to invest in their strategies to build a talent pipeline. Building a Business Case for Digital Recruitment Marketing Talent acquisition through recruitment marketing is undeniably effective. But it goes without saying that marketing is an expensive endeavour and when done without due diligence, it can cost your company a lot more than necessary and without yielding the results you’re looking for. In addition, with the same principles used to manage marketing campaigns, you have a better chance of justifying investment in digital advertising to recruit talent. By tweaking a few crucial pieces of marketing tools and techniques, you can craft a marketing strategy aligned to your recruitment objectives. Not all companies have the digital presence that large organizations can boast of. This is why reaching and engaging candidates, positioning an employer brand and designing an online candidate experience are so important. Digital advertising can address all of these objectives by helping create reach and awareness. But first, let’s talk about the key recruitment marketing metrics to track when implementing digital recruitment marketing campaigns. Metrics to Map for Tracking Recruitment Marketing ROI Your ability to build a case with recruitment marketing ROI is limited if you are not tracking the ROI from your digital advertising campaigns. Social Media You cannot track word of mouth, but you can track online conversations. No, it doesn’t mean you can hear what people are saying about the company, but social media recruitment marketing can uncover numerous insights. You can see how much of your audience your posts or ads are reaching, whether they are engaging with your posts by commenting, sharing, or liking it, and if it’s converting visitors into applicants. Pay-Per-Click Campaigns PPC campaigns are a common digital recruitment marketing strategy and are especially effective for reaching an intent-based audience looking for specific roles. PPC ensures your ad is at the top of the pile and gets immediate attention. Time to Hire From applying for a position to being hired, time-to-hire substantially demonstrates the success of your campaign. It requires you to track all the dates and stages of an application’s lifecycle. But what does it have to do with recruitment marketing? According to a study by Inc., the best candidates get recruited within 10 days on average, and your recruitment marketing campaign should contribute towards reducing your average time-to-hire for it to be considered effective. To Conclude These are just a few of the critical metrics you need to track in order to build a case for investing in recruitment marketing. A talent shortage and a competitive hiring landscape make it difficult to find the right talent on time. With digital advertising, you can create result-oriented campaigns that accelerate screening and evaluating candidates by reaching the right candidate personas. A recruitment marketing platform can help you actualize your campaign and adopt seasoned marketing strategies as part of your talent acquisition efforts.

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HR PRACTICE, HR STRATEGY

Listen and act: how to get employee experience management right

Article | August 8, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

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RECRUITMENT & RETENTION

5 Things HR Can Do To Improve Employee Output

Article | July 14, 2022

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

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6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

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Spotlight

Oxygen Consultancy

Oxygen is the essential element of our lives and people are the essential elements of an organisation. As people we need oxygen to survive, accordingly the respiration of companies is dependent on the competence, expertise and talent of its people. Established in 2002 Oxygen Consultancy brought a fresh approach and flexible solutions to recrutiment needs of organisations along with being a trusted professional partner for candidates.

Related News

Supreme Court won't rule on rest break pay

HR Dive | June 12, 2018

The U.S. Supreme Court has declined to address the compensability of short rest breaks, failing to resolve alleged disagreement between the federal appellate courts and the U.S. Department of Labor (DOL) (American Future Systems, Inc., d/b/a Progressive Business Publications, et al., 16-2685, cert. denied (June 11, 2018)). A group of sales representatives who filed the Fair Labor Standards Act (FLSA) suit against American Future Systems were only paid for the time they spent logged into their computers. They were docked when they stepped away from their monitors for more than 90 seconds, they said, alleging FLSA violations. The 3rd U.S. Circuit Court of Appeals had ruled in the employees' favor, applying DOL regulations that require employers to pay workers for breaks lasting 20 minutes or less. The employer had argued that it provided "flex time" rather than "breaks," which allowed workers to clock out whenever they wanted, for any reason. The court was not persuaded, saying that to dock the pay of employees who can't manage a bathroom sprint is "absolutely contrary to the FLSA." A lower court previously found the employer liable for least $1.75 million in back wages and damages, according to DOL.

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DOL proposes fiduciary rule delay, opens 15-day comment period

hrdive | August 31, 2017

The U.S. Department of Labor (DOL) has proposed to delay parts of the Obama-era fiduciary rule and given stakeholders 15 days to comment. The White House's Office of Management and Budget (OMB) fast-tracked its approval of an 18-month delay earlier this week, according to ThinkAdvisor. DOL acted quickly and got its Notice of Proposed Rulemaking out August 31.

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Federal Judge Strikes Down Obama DOL's Overtime Rule

SHRM | August 31, 2017

A federal judge in Texas has struck down an Obama-era federal overtime rule that would have made more than 4 million currently exempt employees eligible for overtime pay. U.S. District Judge Amos Mazzant granted summary judgment to more than 55 business groups that had challenged the Obama administration's 2016 rule that more than doubled—from $23,660 to $47,476—the minimum annual salary required to qualify for the Fair Labor Standards Act's "white collar" exemptions. The same court last November blocked the overtime rule from taking effect, but had not declared it invalid.

Read More

Supreme Court won't rule on rest break pay

HR Dive | June 12, 2018

The U.S. Supreme Court has declined to address the compensability of short rest breaks, failing to resolve alleged disagreement between the federal appellate courts and the U.S. Department of Labor (DOL) (American Future Systems, Inc., d/b/a Progressive Business Publications, et al., 16-2685, cert. denied (June 11, 2018)). A group of sales representatives who filed the Fair Labor Standards Act (FLSA) suit against American Future Systems were only paid for the time they spent logged into their computers. They were docked when they stepped away from their monitors for more than 90 seconds, they said, alleging FLSA violations. The 3rd U.S. Circuit Court of Appeals had ruled in the employees' favor, applying DOL regulations that require employers to pay workers for breaks lasting 20 minutes or less. The employer had argued that it provided "flex time" rather than "breaks," which allowed workers to clock out whenever they wanted, for any reason. The court was not persuaded, saying that to dock the pay of employees who can't manage a bathroom sprint is "absolutely contrary to the FLSA." A lower court previously found the employer liable for least $1.75 million in back wages and damages, according to DOL.

Read More

DOL proposes fiduciary rule delay, opens 15-day comment period

hrdive | August 31, 2017

The U.S. Department of Labor (DOL) has proposed to delay parts of the Obama-era fiduciary rule and given stakeholders 15 days to comment. The White House's Office of Management and Budget (OMB) fast-tracked its approval of an 18-month delay earlier this week, according to ThinkAdvisor. DOL acted quickly and got its Notice of Proposed Rulemaking out August 31.

Read More

Federal Judge Strikes Down Obama DOL's Overtime Rule

SHRM | August 31, 2017

A federal judge in Texas has struck down an Obama-era federal overtime rule that would have made more than 4 million currently exempt employees eligible for overtime pay. U.S. District Judge Amos Mazzant granted summary judgment to more than 55 business groups that had challenged the Obama administration's 2016 rule that more than doubled—from $23,660 to $47,476—the minimum annual salary required to qualify for the Fair Labor Standards Act's "white collar" exemptions. The same court last November blocked the overtime rule from taking effect, but had not declared it invalid.

Read More

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