All posts by EPR Human Resources News

Sunnier Outlook For IT Specialists In The Investment Banking Sector, Says Top Recruiter

Leading IT recruitment agency Nicoll Curtin has said things are looking up for IT professionals working in the investment banking sector. The London-based company, which specialises in recruiting for the banking and finance, commercial and public sectors, said demand for contractors to work in IT banking jobs has almost doubled in the past three months.

Major banks are preparing to spend more than $2bn (£1.3m) on IT and technology as they prepare to comply with new industry regulations, according to a report by Financial News. Nicoll Curtin said these companies are looking to find the most talented individuals to be involved with these projects, with some IT contractors earning up to £1,200 a day. Demand has also increased for permanent staff, the firm said.

According to Cian Loughnane, associate director, Nicoll Curtin Senior Appointments, there is a shortage of candidates for IT roles within the banking and investment sector who have the required level of project management experience and business analysis skills.

He said: “Banks hiring at the senior end of the spectrum continue to seek talent from direct competitors. Clients remain keenly interested in leveraging the intellectual capital candidates have generated in other organisations.

“Despite macroeconomic factors, the top 5 per cent of managerial talent continue to enjoy bull market packages with clients in some cases offering mid-year guarantees as part of a wider retention strategy.”

Mr Loughnane said banks were not just looking to top level consultancy firms such as Nicoll Curtin to fill vacancies, but to ensure their workforces remain flexible.

As a specialist IT recruitment consultancy, Nicoll Curtin has a vast amount of experience sourcing the best available talent and placing those professionals in a huge range of contract and permanent positions where they will have the maximum impact on the business’ performance. Nicoll Curtin focuses on the world’s top financial centres specialising in IT jobs in Zurich, Singapore and London.

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Support For Working Parents To Address Cuts In Child Benefit

Working parents can use salary sacrifice to reduce the impact of the recent cuts in child benefit announced in the Budget, according to Edenred, the UK’s leading provider of childcare voucher benefits.

The changes announced in the Budget will mean child benefit will now be withdrawn gradually from higher rate taxpayers earning between £50,000 and £60,000. The benefit will be reduced by one per cent for every £100 earned over £50,000 and completely removed for those earning over £60,000.

Under the Chancellor’s Budget, around 1.2 million families will now have their child benefit payments reduced. Around 840,000 of those households will lose all of the benefit. The other 360,000 will lose a portion of the benefit through the new tapering rule.

However, Edenred is advising working parents to use salary sacrifice for benefits such as childcare vouchers in order to reduce their taxable income to below the threshold and therefore offer a little more staff rewards.

Childcare vouchers are usually offered by employers via a salary sacrifice scheme which means they are taken from a parent’s pre tax salary and, depending on the rate of tax payer, are free from tax and National Insurance up to £243 a month. Both parents can claim these vouchers if their employer offers the scheme. The benefit for the company is also a lower National Insurance bill.

They can then be used for children up to 15 years, or 16 years if disabled, and can be spent on a wide range of activities such as afterschool clubs, holiday clubs, breakfast clubs, as well as nurseries, childminders and nannies. The age range covered by the vouchers means that parents of older children can also benefit.

Laura Czapiewski, product manager at Edenred, comments:
“With the Chancellor’s recent cuts to child benefit, many will be looking at ways to address this loss. The provision of childcare vouchers via a salary sacrifice scheme has multiple benefits – it serves to save a working parent tax and NI and could also help reduce their taxable income below the threshold that will be affected by the changes to child benefit.

“Any type and size of business can implement a childcare voucher scheme and it’s worthwhile for companies of all sizes, even if they have just one qualifying parent within the organisation. Parents should investigate if their place of work offers childcare vouchers.”

Edenred is the UK’s leading provider of childcare voucher benefits and has a website dedicated to childcare vouchers explaining how they work, the benefits and where to use them. See: http://www.childcarevouchers.co.uk/Parents/Pages/default.aspx

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Edenred Calls On Firms To Help Make Sure All Parents Benefit From Childcare Vouchers

Edenred, the world’s leading name in employee benefits, incentives and rewards, has urged businesses to help ensure employees with older children don’t miss out on the benefits of childcare vouchers.

Many companies have a habit of promoting their family-friendly policies towards young families or mothers going on maternity leave, and as a result, many parents mistakenly assume that childcare vouchers are only for young children.

In actual fact, they can be used to pay for the care of children until the first September after their fifteenth birthday. For children registered as disabled, childcare vouchers can be used until the first September following their sixteenth birthday.

Laura Czapiewski, Edenred Childcare Voucher Product Manager, said: “It isn’t just working parents with young children that need support. Working parents with older children need support too.

“The needs of working parents do not end when children start school, and many parents agree that the pre-teen and teenage years can be the most challenging – emotionally and financially. However, many parents of older children are unaware of what they are entitled to.”

Childcare vouchers can be used to pay for a range of things, from nursery care through to holiday and community play schemes. Edenred offers discounts at a range of day and residential holiday clubs, allowing parents to make significant savings.

According to Ms Czapiewski, the key to ensuring parents of older children are able to take advantage of the benefits on offer is good communication.

She said: “When launching a family friendly benefit, it is tempting for businesses to use images of babies and toddlers in the promotion. However, good providers should supply an array of materials designed to attract the interest of parents of older children, using images and messages relating to preteens and teenagers.

“Two way communication is also very important. Surveying employees to find out the ages of their children can be useful because this allows businesses to properly tailor the benefits on offer to each employee. Once businesses have promoted a specific benefit to their employees, it is imperative that HR departments and line managers are fully aware of the scope of availability of these benefits so they can advise employees how and where they can be accessed.”

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Doom And Gloom Is Only For Those Not Adding Value To Their Business

TopLanguageJobs Ireland, Europe’s Number 1 Specialist Job board for bilingual candidates a nd multilingual jobs is in no fear of 2012.

Aytac Irfan of TopLanguageJobs commented: “We’re bringing in the best to add value to our business, clients and candidates. 2012 is only ‘doom and gloom’ for those not adding value to their business.”

2012 has already been a tough year for many across the globe, but it doesn’t have to be thus.

Top Language Jobs Ireland believes it is important to keep adding value to their services offered to clients and candidates. Top Language Jobs Ireland believes it is important to keep adding value to their services offered to clients and candidates by continually developing and growing to move with the times so not to get “left out in the ran”

Each day Top Language Jobs Ireland is looking for skilled multilingual and bilingual candidates to grow its database and to serve a multitude of positions globally.

New jobs are appearing everywhere, in all industries sectors for as many languages as you can think of, so there’s no better time to utilize that second language for a new or existing profession.

Hays Reports Tunnel Vision Trapping Workers And Hindering Growth

The Hays Career Outlook Survey has revealed that workers are being trapped in career silos because they don’t believe they can cross sector or industry boundaries, according to new data from the Hays Career Outlook Survey. The survey also highlights that employers in both sectors are often unable to recognise the transferable skills that might help them to identify potential candidates who are capable of supporting their growth plans.

The survey reveals the vast majority of employers believe that previous experience in the same sector is important. Whilst only just over a third (38%) of public sector employers say previous public sector experience is important, over half (56%) of employers in the private sector deem previous private sector experience to be important in potential candidates. 15% of private sector employers say that experience in commercial work is an essential competence of any prospective candidate. Over half of private sector employers (51%) say a lack of direct experience would prevent them from hiring someone from the public sector, while over a third (39%) cite a lack of transferable skills.

Charles Logan, Director at Hays, said: “These findings highlight that workers believe they cannot move between sectors and that employers aren’t always able to understand or give credence to transferable skills. By over-emphasising the value of previous same-sector experience, employers could be missing out on talented people and motivated workers. It is particularly concerning in industries where there is a shortage of skilled professionals and employers may need to consider candidates who have the necessary competencies but may not at first glance be the perfect match.”

Public sector workers confessed they also struggle to move into different areas of the public sector, although this is disputed by their employers. Over three-quarters (78%) of candidates say it is difficult or impossible, and 75% say they have not been encouraged to consider this as an option despite the job cuts. However, 62% of public sector employers say they have encouraged workers to look elsewhere in the sector, either through official training routes like secondments or through the application process itself. Over half (51%) cite a lack of transferable skills as the main reason why they would not hire someone from another part of the public sector.

The survey also shows the career destinations of UK workers. Around a third of private (33%) and public (35%) sector workers would prefer to continue their careers in a mix of the two sectors and not restrict their career options. Over a third (36%) of public sector employers say people in their organisation view the private sector as a more attractive career option, and private sector workers report that people are keen to stay in the commercial world when they move on. However, the vast majority (81%) of public sector workers say they are quite or very well-equipped for a career in the private sector.

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Hays releases ‘The Oil and Gas Global Salary Guide 2012’

Hays has revealed UK oil and gas industry professionals are enjoying competitive wages according to ‘The Oil and Gas Global Salary Guide 2012’, which is based on data from over 14,000 respondents.

The Guide, produced by Hays Oil & Gas and leading jobsite Oil and Gas Job Search, shows that full time UK oil professionals enjoy average salaries of £55,850* per annum which is more than twice the national salary average of £26,244**.

The 2012 survey also demonstrates strong growth in salaries for imported labour. Expat labour can command average salaries of £51,890 per annum: up 6.8% on the previous year.

Contractor day rates for those working in the North Sea (including the UK, Scandinavia and the Netherlands) are amongst the most competitive worldwide. Experienced engineers and managers can expect average rates of £540 per day and, for director level contractors, this figure rises to around £900 per day.

Matt Underhill, Managing Director of Hays Oil & Gas commented: “Last year we reported a 30% rise in contractor wages for UK professionals. This was particularly encouraging for UK based oil and gas professionals as the rates are a good indicator of the state of the job market, being more reactive to short-term changes in demand for skills.”

Underhill continued: “The figures from the 2012 guide figures demonstrate that the UK oil and gas industry has maintained this recovery and day rates remain buoyant.”

Duncan Freer, Managing Director of Oil and Gas Job Search added: “Average oil and gas salaries in the UK are around 8% more than the worldwide average.

“Greater activity is scheduled for 2012 and beyond following a difficult period during the recession. Despite some forecasts many oil companies are continuing to invest in the North Sea so it is a time to look forward with confidence.”

The Salary Guide, which features data from over 50 countries, revealed that continuing global confidence is the central finding of the report. Over 30% of respondents expect salaries to go up by more than 10% in the next 12 months.

Employer confidence has also seen a large increase with 26.7% being extremely positive about the current market: up from just 9.7% in 2011. Three quarters of all employers expect staffing levels to increase in the next 12 months.

Matt Underhill, Managing Director of Hays Oil & Gas, commented: “The salaries, day rates and general sentiment in the guide reflect a strong and confident industry. There are now tremendous opportunities for new graduates and candidates with transferable skills to enter a buoyant and rewarding industry.”

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Ezra Penland Actuarial Recruitment Hires 3; Announces Scholarship Recipient; Publishes Salary Surveys

Ezra Penland, the Leader in Actuarial Recruitment, is proud to announce the hiring of three new employees at the Chicago-based firm.

Margaret Dobie joins Ezra Penland as an Actuarial Recruiter. She comes from a stellar background of identifying and managing corporate partnerships, in addition to operations management. Margaret can be reached at margaret@EzraPenland.com.

Jacob Galecki joins Ezra Penland as an Actuarial Recruiter. He is a graduate of the Actuarial Science program at Temple University, one of the top such curriculums in the country. Jacob has published articles on the actuarial recruiting market and is an expert in social media as it applies to executive recruitment. Jacob can be reached at jacob@EzraPenland.com.

Ryan McMillin joins Ezra Penland as a Data Analyst. While pursuing actuarial exams, Ryan performs research, organizes data, and participates in a number of Ezra Penland’s ongoing projects. Ryan can be reached at ryan@EzraPenland.com.

Additionally, Ezra Penland proudly awards their most recent $500 Actuarial Scholarship to David Dosher. Mr. Dosher is a senior at the University of Illinois at Urbana-Champaign. He is an Actuarial Science major who has passed the first three actuarial exams. In addition to tutoring mathematics and physics, he is the Actuarial Science Club Alumni Newsletter Chair. Dosher has held three actuarial internships at State Farm, Zurich North America and, most recently, CNA Insurance.

Ezra Penland also announces the exciting publication of their annual US C-Level Insurance Salary Surveys at EzraPenland.com/C-Level . Compensation at the Top 10 US Property and Casualty, Life and Health insurers have been compiled from SEC filings. CEO, Chairman, CFO, CIO, COO, President and General Counsel compensation is summarized.

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Nicoll Curtin research reveals current perceptions within the IT industry

IT recruitment agency Nicoll Curtin has conducted a study into the current perceptions, expectations and experiences of hiring managers and jobseekers, with some surprising results.

Around 70 per cent of those involved in the study had never worked with Nicoll Curtin, which allowed the results to represent the general industry.

One of the most shocking results was that only 17 per cent of jobseekers tailor their CV to a role they are applying for, despite the fact that 68 per cent of them admitted to knowing that not doing so could affect their chances of being offered employment.

From a hiring manager’s point of view, the study showed that 62 per cent thought that better communication skills would help jobseekers, as a poor understanding of communication was considered a common reason for not hiring candidates.

As well as this, hiring managers rated the importance of a candidate having the proper technical skills and knowledge at 36 per cent, whereas jobseekers put it at just 22 per cent. Similarly, jobseekers believed that having a history of similar job roles was worth 62 per cent, but managers only considered it at 55 per cent, meaning it is less important than many think.

Many jobseekers worry that having gaps on their CV will affect their employability, but the managers surveyed said they believed it did not factor into their decisions and so rated it at an astonishing 0 per cent.

Having industry knowledge is a must though, as hiring managers revealed when marking it at 85 per cent importance. However, only 18 per cent was given to the expectation that candidates have an understanding of the company’s financial performance.

When it came to recruitment consultants, jobseekers said they were good at providing information on the job at hand, giving 76 per cent, but that consultants did not give enough coaching for interviews, with just 2 per cent awarded.

The Managing Director of Nicoll Curtin, Lawrence Hargreaves, said: “The research demonstrates that candidates are falling short of getting a job on simple things such as poor communication or failing to recognise the importance of technical skills and qualifications.

“The best advice is to build a relationship with a good recruitment agency that can highlight the relevant aspects of your CV for the role, prepare you thoroughly and coach you for your interview to communicate effectively.”

Mr Hargreaves also pointed out that, when applying for a job, candidates need to be properly qualified, find a suitable recruitment agency, make their CV as succinct and attention-grabbing as possible and consult with the agency as much as possible to ensure their consultant keeps on top of things.

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Edenred joins with Partech International to promote innovation

In line with its Invent 2016 strategy to prepare its expansion into new territories, Edenred recently announced a partnership with venture capital firm Partech International.

The Group is investing €15 million in the Partech International VI fund, which is raising an initial €100 million. The fund will invest in young, fast-growing companies involved in the digital economy and offering new web-based, e-commerce and e-marketing services as well as new payment media solutions.

The investment will enable Edenred to explore new opportunities in adjacent sectors. Edenred will also be able to track emerging developments, with the goal of anticipating changes that impact its shareholders: client companies, employees and affiliates.

Through its support for high potential companies, Edenred – in keeping with its pioneering spirit – has made innovation a priority driver of future growth.

Edenred UK

Edenred in the UK
Edenred helps organisations engage and motivate people for enhanced performance through the provision of flexible benefits, incentive and motivation solutions, expense management and communication services. It has 260 employees, 18,000 private and public sector clients, 1,000,000 users and 75,000 affiliates throughout the UK.

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Edenred gets into Christmas spirit with charity activities

Three UK community projects received early Christmas presents thanks to employee benefits and motivation experts Edenred.

As part of the company’s ‘Eden for All’ day, all 243 employees across the three UK offices participated in a series of festive fundraising events to support community-based charities.

The London office donated food and clothing to St Margaret’s, a local drop in centre offering support for older people. Most of the elderly who attend the centre live alone and are on benefits.

The Pimlico-based office also collected toys for the Bayswater project in North London. The Bayswater project supports valuable families with housing issues or who are on a low income. They help and advise families in the local community to ensure their children are well cared for. The toys were then presented to the children as presents at their Christmas party.

Edenred’s office in Chester also held a toy collection in aid of the Cornel Clyd project, which meets the short term care requirements of young people whose needs cannot be met in a family environment.

Andy Philpott, Sales & Marketing Director at Edenred UK, comments:
“The Eden for All day is an established part of the calendar and a great way to support local charities and get involved in the communities near our offices. The day forms part of our year-long programme of CSR activity and is a valuable way to motivate our staff and encourage team working across different departments.”

‘Eden for All’ is an annual event held across Edenred offices worldwide, in 40 countries and is part of a wider programme of events and initiatives that support and encourage bonds with local communities.

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Nicoll Curtin Leads Keynote Presentation For Business Analysts

Nicoll Curtin, a leading IT recruitment agency, was delighted to deliver a presentation to The Institute of International Business Analyst (IIBA) members on ‘Recruitment from a Consultant’s View’.

At the event, Lawrence Hargreaves, MD of Nicoll Curtin, was a keynote speaker and panel member. The presentation for IIBA members included much useful information that attendees were able to take away with them, such as tips, tricks and techniques from both hiring managers and recruitment professionals.

Much of the content discussed at the presentation documented the results of an independent study commissioned by Nicoll Curtin. Both the study and the presentation were aimed at hiring managers and prospective candidates. Those that took part all had an interest in learning about the experiences of recruitment from a Business Analyst perspective and also included information on the various expectations and perceptions of recruitment. The results of the survey are to be published and distributed in early 2012.

Lawrence Hargreaves, Managing Director of Nicoll Curtin, said: “The overall crux of the presentation was to dispel the myth that recruitment consultants are just a necessary evil. Good recruitment consultants offer candidates exceptional opportunities and can enhance careers and increase earning potential.

“What is fundamentally critical to the success of using an agency is building a two-way dialogue and challenging your agency – advice that applies to both candidates and employers.”

Hargreaves also explained that he believes Nicoll Curtin’s method of creating partnerships between itself and its clients and candidates is the way forward within the industry, and that hiring managers should look on recruitment consultancies as a helping hand in searching for the right employees for their companies.

Nicoll Curtin is a recruitment consultancy that specialises in IT Banking Jobs and other positions within the IT sector in the UK and abroad, specifically in Europe and Asia Pacific. Beginning in 1999, the company was originally founded by entrepreneur Derek Johnson and has gone on to win many recruiter awards.

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Hays Procurement And CIPS Partner To Deliver Dedicated Recruitment Services

Hays Procurement, the leading recruiting expert, has signed a new partnership with the Chartered Institute of Purchasing & Supply (CIPS) to provide CIPS members with a dedicated recruitment service, providing specialist procurement and supply management career support for CIPS’ UK members and those overseas.

CIPS members will benefit from Hays Procurement’s regional network of offices and have access to the latest job opportunities. Hays Procurement will offer members a priority service, which will include essential information about the procurement market and careers advice from expert recruiters.

Pat Law, Director at Hays Procurement comments: “Recruitment issues have risen to the fore since the economic downturn and procurement professionals want expert career advice. Our partnership with CIPS will enable us to keep its members up-to-date with the latest information about the procurement market. We look forward to working even more closely with CIPS to raise the profile of the profession and encourage young people to consider it as a career.”

David Noble, Chief Executive at CIPS said: “The combined strength of our preferred partners, who have been chosen following a rigorous selection process, means a huge boost for candidates seeking career opportunities in the procurement and supply chain profession. We must support the next generation of professionals and make this a career of choice for younger audiences and those in mid-career. I believe this combination of experts in the recruitment industry will provide the best mix and the best opportunities.”

For further information or to access current procurement jobs please visit the Hays website.

For more information on CIPS please visit: cips.org.

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Hays Reveals UK Procurement Job Vacancies Rise By A Third In The Past Year

Figures compiled by Hays Procurement, the leading recruiting expert, and the Chartered Institute of Purchasing & Supply (CIPS) show that there has been a significant increase in demand and reward for procurement and supply management professionals during the course of the past year.

Data from Hays Procurement shows that the number of procurement and supply chain job vacancies has risen significantly, with 33 per cent more jobs advertised in Q2 2011 compared with the same period in 2010. Vacancies for Procurement Officers increased most sharply (200%) followed by Senior Buyers (110%) and Procurement Managers (75%).

The highest concentration of job vacancies is in the South East (22%) and London (18%), followed by the Midlands (12%) and the South West (12%), with growth strongest in the automotive manufacturing jobs sector, up an average of 73% per quarter in the first half of the year.

Whilst overall five out of six available procurement jobs remain within private companies there was a notable increase in the number of public sector vacancies, with an average 29% increase in the first two quarters of 2011. This is despite otherwise high rates of job cuts in the public sector, which are predicted to reach 610,000 by 2014/15 at current rates, but also perhaps because of increased pressures within the public sector to reduce costs.

These increases are also reflective of an on-going trend of procurement becoming recognised as a high-level strategic function within organisations during the past decade, shown particularly in terms of salary increases. According to Hays Procurement the number of senior procurement jobs with advertised salaries of between £75,000 and £100,000 per annum rose by 35% in the first half of 2011.

Similarly, 60 per cent of respondents to the CIPS/Supply Management Profile of the Profession Survey earlier this year, reported that their salary had increase in the past 2 years. An overwhelming 86% said their procurement department was doing more than it was 5 years previously, and 39% said they report to a higher level of the company than they did 5 years ago.

David Noble, CEO of the Chartered Institute of Purchasing & Supply said: “The financial crisis and continuing uncertainties weighing on the global economy, have led many companies to review their business strategies and to expand parts of their operations that ultimately help them to reduce costs and ensure the sustainability of future growth. Meanwhile, recent scrutiny of government procurement strategies has led to more strategic employment in the sector.”

With an average twenty (19.65) applicants per procurement and supply chain job, compared to an average thirty (30.40) for human resources jobs, and thirty-one (31.09) for non-qualified finance jobs, the data from Hays also suggests that there may be comparatively attractive opportunities as well as higher demand for candidates, particularly those who may be looking to switch careers.

Meanwhile, 94% of procurement professionals surveyed for the CIPS/Supply Management survey earlier in the year, said that they would recommend purchasing and supply as a career.

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Edenred – The Only Employee Benefits Provider In The UK To Achieve Hat Trick Of International Accreditations

Edenred (Employee Benefits) is the first provider of employee benefits products and services to earn three top ISO accreditations. These are the ISO9001, ISO14001 and ISO27001 certifications.

It was recently awarded the ISO/IEC 27001:2005, the international best practice framework, and is one of only 477 companies in the UK and 7346 worldwide to achieve this The certificate covers areas including; security policy, risk assessment, communications and operations management, access control, information systems acquisition, development and maintenance, business continuity management and compliance.

Andrew Watson, Information Security Manager at Edenred, commented:

“The security of our client information is critical to our future success and the ISO 27001 certification will play a crucial role in enhancing the trust and confidence in our services, people, processes and technology and deliver value to our customers and business partners.”

These accreditations with further boost the popularity and trust for the Edenred brand who provide a wide range of staff benefits, communication and incentives and rewards schemes for both employers and employees, these are particularly popular around the Christmas period when staff are looking to stretch their rewards and benefits for Christmas shopping with products such as multi store vouchers.

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Hays Reveals Research Into Why Small Businesses Lose Talented Employees

Hays, a leading recruitment expert, has announced that, according to its latest survey, small businesses may be losing out on the most talented employees due to concerns among jobseekers around pay and benefits.

The results show that almost half (49 per cent) of those surveyed believe salaries are not as competitive within small companies as they are at larger organisations, and over half (55 per cent) believe smaller businesses are not able to offer as many benefits.

Despite almost three-quarters (74 per cent) of people reporting a positive experience of working in smaller businesses, the survey found that a quarter (25 per cent) would prefer to work for a larger organisation. Over half (52 per cent) expressed concerns about the stability of smaller organisations.

However, respondents felt that job satisfaction and interesting work can be found in any sized organisation. In addition, a number of positive factors about working for smaller businesses were also identified, such as the idea that they offer a more hands-on approach (88 per cent), greater responsibility (83 per cent) and a greater understanding of the business as a whole (83 per cent). The chance to work more closely with senior staff (88 per cent) was also seen as a benefit of small businesses. Respondents also identified recognition from senior managers as another potential draw.

Charles Logan, director at Hays, commented: “In the current turbulent job market it’s no surprise that workers are looking for job security. But we also know that career development is very important to most professionals and this plays a key part in their decision to leave an organisation and accept a new role. To attract the skilled and talented individuals that are needed to remain competitive, small businesses need to combat some of the stereotypes and ensure professionals are aware of the advantages they can offer workers looking to move their careers on.

“If they cannot compete with larger salaries or more expensive benefit schemes, they can often provide more interesting and varied work and the chance for people to work with senior people. It is these benefits that they need to sell to professionals.”

Logan continued: “Benefits need to be finely tuned to the needs of workers in smaller businesses. To counter worries about stability, smaller employers need to clearly communicate to potential recruits where their business is heading and the opportunities for future growth.”

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Europe Dives Into Recession… But There Is Hope

toplanguagejobs.co.uk, Europe’s Number 1 Specialist Provider of multilingual jobs and bilingual jobs hopes to steam the tide of another recession.

Aytac Irfan MD of TopLanguageJobs commented:

“We have the jobs, we just need the candidates. We post thousands of jobs daily and need theight people.”

It’s official, Europe has fallen into a recession.

Over the course of 2011 many markets have taken a tumble, most notably Italy and Portugal.

The key to the Eurozone has always been the stability of all markets involved. If any of these markets fall then it is the mantra of the European Union to stabilize them to be able to stabilize the economy.

With the need for more and more borrowing from countries that are already on the bread line, does not help matters and brings the entire zone down.

This naturally affects the job market. Unemployment is set to reach 9.1% in the UK alone in 2013.

This is where we come in. Over the summer Top Language Jobs has invested the time and money in staffing to meet the demand of jobs and agencies from these countries.

Top Language Jobs is in a far better position than any other job site because they know which jobs are available and for the right markets.

About TopLanguageJobs
Top Language Jobs, Europe’s No. 1 specialist language recruitment job portal.

We operate the largest European network of bilingual jobs & multilingual jobs websites and have 1000’s of bilingual jobs available online from leading language recruitment agencies & employers in London, UK & Europe.

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NI Jobs Board To Be Launched

FirstNIJobs.com is to launch a brand new jobs board for Northern Ireland including Belfast the country’s capital city where the vast majority of job vacancies are situated. Jobseekers will have the opportunity to show their candidate CV throughout the new NI Jobs Board. This will enable a few jobseekers to show their skill by providing a platform for their CV’s. NI Jobseekers are up against an increasing struggle in setting themselves apart from other candiates in NI. Specifically First NI Jobs will be established to help drive down the price of recruitment in Northern Ireland.

Recruiters and direct employers in Northern Ireland will have the chance of free job postings for a limited time. This is to assist the Northern Ireland recruitment industry in these progressively challenging times. Employers in Belfast and the rest of Northern Ireland are spending thousands of pounds each year in recruitment costs and this will assisting in alleviating some of this recruiting financial costs with a direct monetary saving to employers. As the downturn remains companies are facing growing pressures to cut their marketing and recruiting expenses. First NI Jobs will help companies do just that.

Candidates will be able to search through jobs, get jobs by email as they are freshly posted and upload their CV so that it is searchable by employers. Candidates will also be able to download the FirstNIJobs Iphone app on which they can search and apply for jobs. There shall also be a careers advice area from leading industry careers experts. Recruiters and direct employers will be given the chance with their annual account to post any new blog posts for careers tips and advice for new or recent graduates.

With Belfast being the largest city in Northern Ireland FirstNIJobs will guarantee that this marketplace is contacted and told about the cost savings which they can obtain through using http://www.firstnijobs.com/. If you would like to be given the chance to post your vacancies for the launch date or you are a candidate and would like to showcase your CV please email us at info@firstnijobs.com.

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Edenred Announce Christmas Selection 2011

Employee benefits company Edenred has recently announced its new and improved line of Christmas reward products for 2011, which are guaranteed to be a hit with employers and employees alike.

Choosing the right gift for staff at Christmas can often prove to be a daunting task, as there are so many different options to choose from and so many people to choose a gift for. So this year, Edenred has tried to help its clients by framing its Christmas Reward options in a simple selection box. Now, customers can discover the options that are available, make their selection and enjoy their reward.

Edenred has included many of its most popular gift choices in the Christmas Reward selection, such as capital bonds, compliments cards, store gift vouchers, experience cards, total reward statements, wine and dine vouchers and Christmas hampers.

Andy Philpott, Marketing Director of Edenred said: “At Edenred we understand that, sometimes, the difficulty in selecting the right reward can be down to having too much choice. To tackle that, we’ve launched our great new reward platform, called Compliments Select, which will allow our customers to let their employees and clients choose their own Christmas gift.

“We’re really excited about Compliments Select and we’re confident that it will let our customers give their employees exactly what they want. It can allow you to issue almost any kind of reward to any recipient in any location instantly, so Compliments Select lets you give a reward to all your employees, channel partners and customers using a single online platform, all at the click of a button.”

Employees will be able to go online and redeem their reward by browsing the many options available to them and selecting exactly what they want. Compliments Select will deliver ease and convenience to Edenred customers and choice and value for employees, as well as improved performance and ROI for organisations, making it the ultimate reward.

If current or prospective customers of Edenred do face any difficulties in choosing the ideal gift, Edenred has a trained team of advisors available to help customers decide between the different options available. And, having chosen a reward product, customers will also be able to take advantage of the support that Edenred can offer when implementing incentives and rewards and employee benefits to ensure they deliver maximum ROI, whichever option is selected.

Via EPR Network
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Food Distributor Upgrades To Stanley’s Zeus Time And Attendance Solution

Long standing Stanley Security Solutions customer Reed Boardall has upgraded its time and attendance solution to incorporate Stanley’s Zeus Web Workflow module.

One of the UK’s largest temperature controlled food distributors, Reed Boardall has benefitted from Stanley’s Astrow time and attendance system for over ten years. With sophisticated new solutions added to the Stanley range, Reed Boardall took the decision to look at the new Zeus solution and found it offered many enhanced features that would help improve the way key data is processed and presented.

Features of particular note for Reed Boardall included automated email reporting and full export to Excel, which will help distribute valuable information in a simplistic format across the business with ease and without the need for manual intervention. In addition, enhancements in the Calculation Engine has meant the software can automatically processes all the hours, which previously had been done manually.

Managing Director of Reed Boardall Cold Storage, Garry Tilburn comments on his company’s decision to upgrade its time and attendance system: “Astrow has served us well over the years as our business has grown from strength to strength; it has been a very good reliable solution for us. We were not looking to change from Astrow but when we saw the additional features and benefits of the new system Zeus our minds were made up for us to change. It will offer us improved processes and help us distribute key business information quickly and efficiently.”

Zeus is an innovative system from Stanley that provides automatic calculations of hours worked, breaks and overtime in real time ensuring that a company’s time and attendance system is always up to date.

Zeus also offers hosted services solutions, using the most advanced ASP technology which allows real time information to be communicated between employees and HR. Zeus ASP can be accessed from anywhere with an internet connection, giving customers the ability to manage a remote workforce with ease.

Reed Boardall not only benefits from Stanley’s time and attendance solutions but also uses the company’s Automatic Number Plate Recognition (ANPR) barrier system which controls vehicle access on and off site and records which tractors are with which trailer and hands free long range access control which monitors and controls across the multi-building 50 acre site in North Yorkshire.

For sales information please contact Stanley CSS at on 0844 254 0032 or via www.stanleycss.co.uk.

Via EPR Network
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WorkinFashion is a Fashion Job Sensation!

WorkinFashion – The professional network for the fashion industry launched in mid January 2011 after just over 10 months, the website now has thousands of fashion professionals registered seeking jobs in fashion, retail and modeling.

WorkinFashion is fast becoming “the website” to advertise fashion jobs or look for work in the fashion industry.

Managing Director Simon Golding said “I am delighted by the growth of the network; it’s amazing to think that from a cold start WorkinFashion now has hundreds of fashion jobs receiving thousands of applications every month. I think what appeals to fashion recruiters is our simple pricing structure, it’s a one off fee of £200 for a year’s recruitment advertising, recruiters can post as many jobs as they want all year round for less than the price of one fortnight’s job advert on our competitors sites….It’s common sense to use us”.

WorkinFashion combines all the best features of a social network and a specialist fashion, modeling and retail jobs portal. The site offers specific profiles for fashion professionals, models, companies and recruitment agencies working in fashion and related industries.

Fashion job seekers start a free career profile to search fashion jobs, get scouted or simply to network with other fashionistas and companies working within the fashion industry.

Prospective models and fashion designers can upload modeling or design portfolios, browse casting calls and build up contacts within the fashion industry. Fashion brands, retailers and Model agencies can create company profiles on Workinfashion to promote brand awareness, publish press releases in the news section and recruit new talent for permanent or temporary fashion jobs.

WorkinFashion is already working with the majority of top fashion recruitment agencies, advertising over 700 fashion vacancies in areas of the industry ranging from fashion retail, design, buying, and merchandising jobs plus many more. IF you are looking for a fashion job or need to advertise fashion jobs, then we hope to see you joining us on WorkinFashion, register your personal, model, agency or company profile online at workinfashion.com or If you require further information please call (+44) 8 44 544 1550 or email info@workinfashion.com.

Via EPR Network
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