Category Archives: HR Consulting

Compensation, Compensation & Benefits, Employee Relations, Employment, Health & Welfare Plans, HR, HR Consulting, HR Education, HR Services, HR Solutions, Human Resources, Management, Staffing Services, Team Building, Training & Safety

HR Consulting and Safety Compliance Services By National PEO

National PEO LLC (Professional Employer Organization) offers safety compliance services along with a full spectrum of HR consulting expertise to a wide range of industries including food services, manufacturing, health care and construction.

HR Consulting and Safety Compliance Services

Human Resources has been for years a frequently understaffed or overlooked department, especially in small and medium sized businesses that are focused on production and revenue rather than administrative requirements. However, it’s often at this stage that companies are in most need of HR best practices to facilitate strategic growth and manage various regulatory compliance issues. National PEO offers programs that can help companies with any of their HR needs, including:

• Employee development and training.
• Staff programs, safety programs and employee handbooks.
• Compensation analysis.
• Regulatory compliance, including safety and environmental compliance.
• Regional taxation rules.
• Strategic planning.

National PEO clients benefit from the experience of a company that was founded ten years ago and has remained committed to remaining at the leading edge of professional employer organization best practices and well as emphasizing unparalleled customer service.

Arizona Environment Progress, Inc., a National PEO client has this to say: “The staff is courteous and helpful, and goes the extra mile for their clients. Their Human Resource Department is such a pleasure to work with. We can always get answers to our most difficult questions, and most times have the answer within one hour. We would recommend them to any company.”

National PEO goes far beyond what typical a HR Consulting Firms offer, including the availability of bilingual support staff. Safety compliance includes providing a full safety inspection of the client’s facility, following OSHA inspection standards, accompanied by a written report and photographs. Going beyond the level of a trial inspection, a full safety audit is also available. This includes an inspection, review of OSHA 300 logs for the past five years and a comprehensive review of the company’s accident reports, safety training programs, environmental programs, hazardous material management plans and other relevant documentation. National PEO then assists the client to achieve abatement and compliance once an OSHA compliance inspection is completed.

For further information about National PEO’s HR Consulting services, including safety compliance programs, payroll processing and employee benefits programs, please call 480-429-8098, or visit www.nationalpeo.com.

About National PEO LLC
National PEO LLC was founded in 1999 and has enjoyed a decade of steady growth, becoming a leading provider of PEO services to hundreds of companies throughout Arizona and the United States. National PEO’s executive Safety Compliance Services team exceeds a combined thirty years of experience in the field and continues to steer National PEO toward exceeding expectations of a HR Consulting Firms through innovation, leadership, customer satisfaction and setting the trend for PEO industry best practices.

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ISV Partner Is Dedicated To Oracle Human Capital Management

Applaud Solutions today announced that it has become a Partner in the Oracle® PartnerNetwork. Applaud Solutions are a new cross market Independent Software Vendor dedicated wholly to producing solutions for Oracle® E-BusinessSuite HCM.

applaudsolutions

Formed in 2008, the founders of Applaud Solutions have all had over a decade’s worth of experience in Oracle HCM and have worked on some of the largest UK projects in sectors including Local Government, Central Government, Retail, Finance and Telecommunications. Their goal is simple: create integrated solutions that are in demand f r o m Oracle HCM customers, built to the same world class standard as that provided by Oracle development.

Early solutions proving popular with early adopters include integrating Microsoft Outlook with Oracle® Learning Management and a new graphical user interface for Managers to schedule holiday bookings f r o m within Oracle® Self-Service HR.

Applaud Solutions are embarking on validating the integration of their solutions through Oracle’s Application Integration Architecture (AIA) for Partners validation process.

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Hays Social Housing Reports Increase In Demand For Housing Professionals

Hays, leading specialist recruiter, has stated that the government’s plans to secure a brighter future for school leavers amid the rising tide of unemployment, has led to an increase in demand for support workers.

“We are experiencing a steady demand for social housing jobs, particularly for support workers to undertake varying assignments with the 16-25 age group and this requirement is expected to increase as government grants for supported funding become available,” said Matt Lewis, Business Director at Hays Social Housing. Support workers typically assist individuals in hostels and refuges with their lives and the transition back to work. This means the skills employers are looking for include proven experience with client groups and an ability to undertake support plans.

In line with the government initiative, Hays Social Housing has been partnering with social housing providers to offer careers advice to tenants and youngsters that are at risk of being made homeless. “We’ve been running a series of workshops with a focus on how to create a winning CV and how to conduct yourself during an interview. The sessions have had a positive impact, helping to break down some of the barriers that are preventing individuals from fulfilling their true potential,” explained Lewis.

The recession, which has brought hardship to many families, has also fuelled an increased demand for specialist help for those at risk of having, or who have had, their homes repossessed. “The demand for housing advice officers has increased significantly over the past few months. Salaries have remained stable given the increased competition for skills to attract the best applicants, as pressure for these services continues to increase,” continued Lewis.

Due to the changing regulatory framework, one of the key trends has been the increased focus of housing associations on their customer service provision, which has led to a requirement for tenant and community engagement, neighbourhood involvement and inclusion. In addition the Decent Homes Programme continues to fuel tenant liaison opportunities with organisations such as contractors, building and utilities companies’ officers. Meanwhile, there is also a demand for housing policy roles that focus on strategy and commercially-minded individuals who can drive efficiencies and generate new business.

“Housing associations are looking for individuals with transferable skills to work as leasehold officers, liaising with private landlords and carrying out risk assessments,” added Lewis.

Two of the key requirements for individuals in social housing jobs are a solid work history and an ability to hit the ground running. While CIH qualifications are important, particularly for senior roles, these are not usually a pre-requisite. The demand for social housing professionals is likely to continue given the pressing need to increase the supply of affordable housing, as highlighted by the government’s commitment to build new homes, which is a continuing sign that the sector remains buoyant.

About Hays Social Housing:
Hays Social Housing is part of Hays plc, specialising in a range of social housing jobs including housing benefit jobs and supported housing jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Hays Purchasing & Supply Report Cost Efficiencies Fuelling Procurement Demand

According to Hays Purchasing & Supply, the leading specialist recruitment company, the implementation of efficiency and cost control drives within organisations has led to a sustained demand for experienced purchasing professionals.

“Many SMEs and smaller companies are being required to improve the supply chain to protect their profit margins, which calls for sophisticated planning and improved procurement within the market. Blue chips and larger organisations are also driving supply chain improvements to ensure the route to market is increasingly efficient,” commented Pat Law, Managing Director at Hays Purchasing & Supply.

This has led to a steady demand for supply chain professionals, as employers seek to recruit for a range of purchasing jobs, including procurement, sourcing and contracts managers as well as those in forecasting roles.

“The diversity of roles spans across industries; from pharmaceuticals, food, fast moving consumer goods and the service sectors. Energy and utilities are also particular growth areas,” continued Law. “Salaries and benefits packages have remained competitive although jobseekers are being more flexible when it comes to remuneration and location to secure their next role.”

With many organisations cutting back on their learning and development budgets as part of cost-cutting programmes, the onus is on employees in procurement jobs to assume responsibility for their own development by demonstrating flexibility and making themselves indispensable. “Candidates should be looking for challenges and projects that broaden their experience, enhance their skill set through continuing professional development, whether through formal or informal training and they should look to take on extra responsibilities and seek ways to add value at every opportunity. Project based work outside of the ‘day job’ should be used to stimulate ideas and new ways of thinking,” advised Law.

Working in an interim capacity, especially for those who have been made redundant in the current market, provides an excellent platform to gain experience of diverse industries. “There is however more competition for those interim roles,” said Law. “It should also be noted that there are excellent opportunities for skilled jobseekers in both the public and private sectors, and therefore it is important for jobseekers to explore all available options and look to maximise their transferable skills.”

Employers are expecting more from their recruits and it is up to individuals to deliver results from the outset, “Previously, organisations might have taken on a candidate who ticks the majority of boxes, filling any knowledge gaps with training to hone their skills. But now candidates need to hit the ground running and show how they can add value by making the current processes more efficient,” remarked Law.

Commercial organisations are increasingly looking to improve their existing procurement teams, making them more efficient, effective and leaner to ensure a knock-on effect on profitability. “Each part of an organisation needs to be operating at maximum efficiency and as a result the focus for senior management is to cut costs across every step of the supply chain, from purchasing to final delivery,” concluded Law.

Hays Purchasing & Supply is part of Hays plc, specialising in purchasing and supply jobs including warehousing jobs and contracts and supplier management. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Demand For Corporate Recovery And Insolvency Professionals Rising

Hays Senior Finance has revealed that the current economic downturn has triggered a rise in the demand for professionals with corporate recovery and insolvency experience, to work on both permanent and temporary assignments.

Corporate Recovery Jobs

The increase in demand for these specialist skills across a range of industry sectors comes as a direct consequence of the difficult business environment. Professionals are sought after to work on a range of insolvency and corporate recovery jobs, from compulsory and voluntary liquidations through to administrations and corporate turnarounds. “Since the end of last year, we have experienced a rise in demand for insolvency, corporate and personal restructuring specialists, including administrators, senior administrators and managers,” commented Kathryn Swan, Director at Hays Senior Finance.

Salaries have remained steady and even risen for some roles, added Swan: “Although remuneration levels have remained fairly constant for managers, senior managers and directors, we have noticed marginal increases for administrators and senior administrators, compared to 12 months ago”.

Employers are typically looking for insolvency specialists, who have either gained experience with a Big Four, mid-tier or boutique insolvency and corporate recovery firm and this means that jobseekers would need to demonstrate experience of taking control of businesses that have succumbed to financial pressures.

An analytical mind and diplomacy are desirable attributes for those considering working in insolvency and corporate recovery jobs, with other required competencies including marketing expertise and commercial acumen as well as the ability to win new business. “On top of technical skills and qualifications, organisations are looking for experienced managers who can manage growing teams and who have a track record of winning new business,” continued Swan. “Market activity has remained buoyant and with more senior level firms opening up new offices and taking on new teams, there are real opportunities for those wanting to specialise in corporate recovery.”

The role of the corporate recovery specialist is a multi-faceted one: accessing the viability of each part of the business, ensuring all stakeholders buy into your plan and determining how to generate cash as fast as possible. Deflecting immediate threats to the client’s survival and devising strategies to drive profits are central elements to any recovery strategy. The normal route is to sit the Certificate of Proficiency in Insolvency (CPI) exam and then study for the Joint Insolvency Examinations Board (JIEB) qualification. “This growth in demand has been for those with specific business review skills, for example Independent Business Reviews (IBRs), pre-lending or pre-insolvency,” added Swan.

The demand for insolvency experts has risen across the UK and the number of opportunities for suitably qualified professionals looks set to continue.

“We’ve seen an increase in number of insolvent, compulsory and voluntary liquidations and debt restructurings. The number of companies involved rose sharply in the final quarter of 2008 and this upward spiral is expected to continue into the second half of 2009 and beyond,” concluded Swan.

Hays Senior Finance is part of Hays plc, specialising in a range of senior finance jobs from finance director jobs to tax accountant jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008 the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million and placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments. The temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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Demand For Experienced Invoice Finance Professionals

Hays Banking, specialist recruitment company, reports the need for companies to seek a financing facility and generate cash during the recession has helped to maintain demand for experienced invoice finance professionals.

Invoice Finance Professionals

Despite the problems encountered by the banking industry as a whole, invoice finance has remained fairly resilient, “Many providers are independent businesses and therefore have not been affected as much as the large banking institutions. The invoice funding facility can provide a much-needed boost to cash flow, particularly in the present climate,” commented Tessa Hollingworth, Operations Director at Hays Banking.

Invoice finance is an integral part of commercial, business and corporate banking and is offered as a service by both independent providers and banks to commercial businesses of all sizes, from SMEs through to multinational corporations. The types of roles being recruited for include relationship and client managers, heads of customer relations and business development managers.

Among the key competencies required for invoice finance jobs are client and portfolio management experience, a track record of generating new business, liaison with external stakeholders and risk management control. Although there are no specific qualifications needed to specialise in invoice finance, organisations are typically looking for technical experience at relationship manager level and above. “Smaller invoice finance businesses will often require experienced individuals with excellent local knowledge and the ability to self-source deals through an introducer base,” remarked Hollingworth.

Invoice finance is split into three core areas: factoring, invoice discounting and asset-based lending. Invoice discounting enables the organisation to retain control of their sales ledger with funds based on the value of invoices, while factoring means that the bank deals directly with a company’s debtors, thereby eliminating the costs of administration. “Typically, individuals will specialise in either factoring or invoice discounting; the two are however closely aligned and candidates with these skill sets will often possess experience of both areas. Asset-based lending is a more complex, structured form of lending and is therefore a specialist area in its own right,” explained Hollingworth.

Although direct experience is required for the majority of roles, there are routes into the profession for those with relevant industry knowledge, “Transferable skills from junior support roles within the banking sector and financial service sectors are a definite advantage for invoice finance roles,” advised Hollingworth.

For those wanting to remain in a client-facing role, invoice finance allows the individual to gradually work towards the high-value client management arena, which brings greater reward and responsibility, along with access to more complex business structures. Client-facing success can also turn into staff management or area management positions in medium to large organisations if this is a preferred career path.

About Hays Banking:
Hays Banking is part of Hays plc, specialising in a range banking jobs from commercial banking jobs to wealth management jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Become A Professional Housekeeper/Nanny

Nannies and Housekeepers apply for work usually with experience; however, very few are well rounded in all areas so that they can offer themselves as certified professionals in the field. In this economy, the more you know and can offer up as talents and skills, the more likely you are the one to be selected for the job and less likely to be fired.

martaperrone

A professional domestic should learn have good basic childcare skills, and know how to clean, cook, do laundry, flower arranging, table setting and serving along with knowing how to conduct themselves on a job when problems arise and how to communicate properly with their employers in an effort build and maintain a strong employer/employee relationship.

Our one day seminar covers all this and more. Check out www.martaperrone.com to know more about our course study to help you or your employee become a full charge certified professional domestic.

In addition, we do in-home training, personalized household manuals, recruitment and consultation!

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IT Leads Organisational Efficiency – Reports Hays Information Technology

Hays Information Technology, a leading specialist recruitment company, reports a number of specialist IT skill sets have come to the fore during the current climate, as organisations seek to maximise efficiencies.

hays

Providing technical solutions in a structured and cost-effective manner remains a key priority, particularly for larger organisations and consequently this has led to sustained demand for architecture expertise in the current IT architect jobs market. “Enterprise architects can still command excellent salaries and remuneration levels reflect the substantial cost savings that these individuals can bring to their organisations,” commented James Lloyd-Townshend, Managing Director at Hays Information Technology.

The focus on cost efficiency has also fuelled demand for business intelligence consultants, whose remit is to prepare management information reports, keep senior stakeholders informed on all aspects of company performance and highlight areas where resources need to be diverted in order to optimise financial outlays. “SharePoint experience is a particular skill set that employers are looking for, as this can make a real difference to the way businesses share information, which in turn has a dual knock-on effect on engagement and productivity,” added Lloyd-Townshend.

Virtualisation is a central part of an organisation’s IT strategy in achieving consolidating and standardising infrastructure. This results in server and device consolidation and these reductions mean less capital expenditure, lower power consumption and maintenance costs, fewer human resource support requirements and software licenses. Cloud computing and cloud-based applications are seen as a pivotal part of this economy drive. Other specialist skills that are currently in demand for IT jobs include VMware, C# and .Net.

Some of the larger organisations in particular will be looking to increase their expenditure on IT projects during the second half of the year, in preparation for the upturn. “Businesses will initially look to bring in senior interim professionals to manage these projects and we would then expect them to gradually increase their permanent headcount as and when the market starts to pick up,” added Lloyd-Townshend. “Small and Medium Sized Enterprises (SMEs) are also taking advantage of the current market conditions to attract talent and these organisations offer opportunities for individuals to make a real difference to their businesses.”

While the nature of the current economic climate has altered the parameters for IT recruitment, many organisations are reassessing their requirements in preparation for delivering fundamental strategic projects, as this represents an opportunity to steal a march on the competition and subsequently gain market share. IT professionals can also bring their commercial skills to bear in the public sector, which is keen to hire individuals with a commercial background. “It is important that jobseekers research transferable skills and understand how these organisations operate,” added Lloyd-Townshend as a note of caution.

Finding increasingly cost effective infrastructure solutions, enabling faster data access across organisations and sharing information to gain operational efficiencies have all led to a steady demand for specialist IT skill sets, which will help organisations through the downturn and provide a solid platform for the economic recovery.

About Hays Information Technology
Hays Information Technology is part of Hays plc, specialising in IT jobs including developer jobs and programmer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Hays Social Care Has Reported That The Recent Government Announcements To Invest In The Recruitment Of Social Workers Is Likely To Provide A Temporary Boost To The Numbers Employed In The Industry

Hays Social Care, specialist recruitment company, has reported that the recent government announcements to invest in the recruitment of social workers is likely to provide a temporary boost to the numbers employed in the industry, but a longer term action plan is needed to combat the skills shortages that are crippling the industry.

hays-socialcare

“There has been systematic underinvestment in social care for many years, which has resulted in a severe shortage of experienced social workers – the latest figures say that one in seven social work positions are currently vacant. The perception of the industry as a whole needs to be addressed and a defined career structure needs to be introduced, so that social work graduates are not lost to the industry,” commented John Faraguna, the newly appointed Managing Director of Hays Health and Social Care.

A number of reasons have been put forward to explain the lack of qualified social workers. Salaries for experienced frontline social workers are not as competitive as those for nurses and teachers, and there is a lack of financial assistance to help support them through their ongoing studies. Unlike nurses, social workers do not receive any funding for their studies. The sponsorship of university places that has just been announced is a small step to encourage workers to pursue these careers.

The majority of social workers in the UK studying for their social work degrees have either changed careers or had previous experience of social care work and decided to retrain later on in life. Local authorities are increasingly looking overseas as a viable solution to plug the skills gap but the figures are still not stacking up.

Hays Social Care has found that those authorities who have tapped into the overseas talent pool have generally been impressed with the calibre of candidates, which has lead the company to receive excellent feedback in almost all cases. However, Hays warns that this is just a drop in the ocean. Paul Marriott, Operations Director for Hays Social Care, remarked, “Putting measures in place to retain the existing workforce is just as important as attracting international candidates or the considerable numbers of social workers that have left the profession. Social workers need the support of management, regular supervision and ongoing training to be provided.”

There are also differences depending on the social work specialization and this is another prevalent factor which has led to some professionals leaving the industry altogether. “Children’s social workers tend to be stressed, work long hours, have to juggle increasing caseloads in what are often extremely challenging environments. We don’t seem to get the same feedback from those working within Adult Services,” noted Paul.

While there are an increasing number of individuals who are studying towards a social work degree straight from school or college, finding work experience can be fraught with obstacles. Placing newly qualified social workers into permanent positions is often difficult and many find they have to work initially as unqualified social workers. “Two good placements under your belt will greatly increase employability” concluded Paul.

About Hays Social Care
Hays Social Care is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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Hays Highlights The Demand For Specialist Treasury Accounting And Systems-Based Experience Has Increased Over The Past Six Months

Hays, the specialist recruitment company, highlights the demand for specialist treasury accounting and systems-based experience has increased over the past six months. The increasing focus on compliance has led to a stronger focus on individuals with regulatory experience.

Hays, the specialist recruitment company

“Employers are looking for accounting and systems based personnel, in contrast to the same period a year ago when we were experiencing a very high demand for treasury operations managers, working in broad roles and overseeing small teams on the general day-to-day operations,” commented James Crichton, Senior Business Manager at Hays Treasury.

James continued, “Employers are particularly keen to hire individuals who can demonstrate a solid understanding of IAS32 and 39, for both permanent and interim assignments.”

The role of the corporate treasurer has also assumed greater importance during the current downturn, as treasury departments are coming under increasing workload pressures. At the more senior end, applicants need to demonstrate accounting qualifications, strong relationship and change management experience, while strong analytical and systems skills are prized at the more junior end of the market, ideally gained in a complex, multinational environment.

“Employers are looking for accomplished technical and behavioural competencies when recruiting for their corporate treasury jobs,” noted James Crichton.

There has also been steady growth in interim and temporary roles, particularly for strategic (as opposed to operational) appointments, which has fuelled demand for experienced corporate treasurers that are available for contract work. Required competencies include bank relationship and cash flow management expertise, two skill sets that have surged in demand during the current downturn.

“Companies that had previously not employed a dedicated treasurer are reaping the benefits of having an in-house expert, particularly in the management of cash flow”, James remarked.

Another key trend has been an increase in recruitment activity for permanent senior level positions. A number of new posts have been created to accommodate experienced professionals who are able to take on the Head of Treasury role and make fundamental changes to the organisational structure of the accounting function.

“Companies are increasingly looking to bring in specialists who can not only head up their departments but who have the leadership and management skills to drive through change and establish a separate identity for the treasury function,” continued James.

There has been a clear shift of emphasis in the demand for jobs in treasury during the last six months, and the overriding message is that applicants with the right accounting and systems experience and qualifications are well placed to succeed in the current market. However Hays warns that the onus rest on the individuals to show that they have the right skills and background. Individuals who do not have the required experience will find it more difficult to move into treasury roles, as employers are increasingly looking for very specific skill sets.

 

About Hays Treasury:
Hays Treasury is part of Hays plc, and offers a wide range of Tax and Treasury roles including corporate tax jobs, personal tax jobs and tax investigations jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Continued Demand For Specialist Contact Management Skills Reports Hays

Hays Recruitment has reported that the current economic environment is likely to fuel further demand for senior contact centre jobs with the trend set to continue throughout 2009.

“As we see further company restructures, organisations will increasingly focus on process improvements and management of costs. Employers are looking for individuals who can demonstrate significant business re-engineering and change management experience,” said Lorna Shakespeare, senior manager at Hays Contact Centres.

Employers are looking to bolster recruitment within their support functions, where the demand for resource planning and forecasting jobs for senior managers remains steady. Other areas of focus for call centre employers include performance management, workforce management, dialler management and MI management, which is reflected in the demand for experienced professionals.

“These specialist skill sets are harder to source and all play a key role in improving efficiencies and reducing costs. Salaries for these support roles have remained pretty competitive,” continued Lorna Shakespeare.

Although jobseekers for senior roles will typically have five years’ experience, coupled with a strong technical knowledge of industry systems such as Total View, Blue Pumpkin and Avaya, organisations are also placing great emphasis on people management skills.

The public sector is creating opportunities for more traditional call centre jobs, particularly for senior customer service manager and operational manager roles. Jobseekers with previous private sector experience are a major plus for many organisations. “Skills are very transferable and the public sector welcomes applications from those with private sector backgrounds, particularly given that many of them will already have experience driving cost and efficiency savings. Salary and benefits packages are also enticing,” explained Lorna Shakespeare.

Applicants do, however, need to apply additional effort to make sure that their CVs are tailored to specific job requirements. Providing a detailed picture of their experience is imperative to emphasise suitability for the role.

However, as long as jobseekers maintain a positive and realistic outlook, applicants with the right set of technical and personal skills, particularly in the change and people management fields, can excel in the current marketplace as evidenced by the steady demand for interim and permanent contact centre jobs in both the public and private sectors.

Hays Contact Centres is part of Hays plc and specialises in contact centre jobs including customer service jobs and collections jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As on 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 28 countries across 17 specialisms. For the year ended 30 June 2008, the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million. The Group also placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments. The temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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Corporate Benefit Coordinators Is Proud To Announce Its Newly Formed Integrated Business Solutions Model, The M-5 Group

In this economy business owners must work smarter. CBC’s M-5 Group gives them the tools and resources to bridge the gap between struggling and thriving. Corporate Benefit Coordinators is proud to announce its newly formed Integrated Business Solutions model, the M-5 Group. Currently comprised of nine powerful firms that deliver innovative quality employee benefits, top-rated retirement plans, more efficient web-based payroll services, premier CPA auditing and consulting, and more, the M-5 Group provides business owners a virtual one-stop shop for all their business needs. Each M-5 Group member brings unique strengths, dedication and specific business know-how within each of their respective fields. Unlike the normal business model wherein the business owner solicits and engages with several entities to fulfill company requirements, the M-5 Group provides an impressive array of independently operated firms that provide business resources that the employer can utilize to streamline and efficiently position his/her company in an ever-more-challenging business environment. Member groups include:

• Brucker and Morra – The largest Southern California firm that exclusively practices employee benefits law, this company has a deep understanding of every nuance of tax and labor law, including but not limited to 401K, IRS and DOL compliance initiatives and self-correction alternatives, ERISA litigation and family law.

• CommerceWest Bank – Core values, consistency, reliability and a dedication to the highest level of service standards for clients is what this regional and business banking institution is all about. With special features, including Remote Deposit Solution, Concierge, Banking by Appointment, NetBanker Online Cash Management, 48-Hour Turnaround and 24/7 Emergency Banking, CommerceWest stands heads above the competition.

• Corporate Benefit Coordinators (CBC) – A full-service benefits firm dedicated to helping companies achieve their financial and business goals. CBC offers superior group medical, dental, and ancillary plan designs. In addition, we offer compliance and administrative services with hands-on, personal attention to help improve the bottom line. Cafeteria plans, COBRA administration, Health Savings Accounts, 401K plans, and 5500 tax preparation are also among our top-rated client services.

• Garret/Mosier/Griffith/Sistrunk Insurance Services (GMGS) – GMGS is a full-service insurance brokerage dedicated to providing insurance, surety and risk management solutions for businesses. Through a combination of claims/loss control services, technical insurance knowledge and alternative cost-effective combinations of risk retention & risk transfer, GMGS is able to dramatically lower the long-term insurance costs for businesses while successfully protecting and enhancing their financial strength.

• HR Alternatives, Inc. – HR Alternatives provides Human Resource capabilities to meet business objectives while effectively managing employee related concerns with our advisory support and project solutions consulting. Advisory support provides ready access to certified expert consultants on a retained basis. Project Solutions provides the design and implementation of projects, such as HR Compliance, AAP, Employee Handbooks, Compensation Programs, Safety, Recruitment, Training and Organizational Development. This company’s full spectrum of resources provides an effective Human Resource function at a fraction of the cost of traditional options.

• ING Retirement Services – One of the largest and most formidable leaders in the U.S. retirement services marketplace, ING closed its acquisition of CitiStreet, thus reinforcing its long-term commitment to the business and further strengthening its ability to design and deliver best-in-class customer solutions.

• Lesley, Thomas, Schwartz & Postma – A full-service, certified public accounting firm dedicated to providing a full spectrum of customized accounting and advisory services to solve business problems and achieve business goals, this firm has a proven track record for producing results.

• PayBridge – A nationally recognized leader in web-based, real-time payroll solutions that integrate with retirement plan administration and recordkeeping. PayBridge eliminates repetitive spreadsheet calculations, enables contributions to reach 401(k) plans faster, and promotes timely compliance with federal and state regulations with less time needed for oversight. Above all, PayBridge saves money for clients by streamlining payroll operations. The outcome is a fast, intuitive, and flexible payroll / HR solutions platform that reduces costs and lets managers spend more time growing revenue.

• The Pension Group, Inc. – A committed, premier retirement-plan design and administration service group dedicated to Profit Sharing, 401k, Pension Plans and New Comparability/Tiered Plans, The Pension Group’s professional approach saves both time and money for businesses and creates on-going value for clients with appropriate, timely, accurate, personalized service.

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Demand For Specialist Telecoms Talent Reports Hays Telecoms

Hays Telecoms has reported that employers are seeking specialist telecoms talent, with business and core networks, content and media, mobile and wireless, all experiencing steady recruitment activity.

High on the list of desirable skills is the demand for individuals with experience of transmission, provisioning and planning of fibre networks.

“People skills and advanced technologies are being used to streamline networks and follow best practice in and around transmission of the data to make networks more productive,” commented Lee Chant, Managing Director at Hays Telecoms. The key skill sets that employers are looking for in networks jobs are engineering based; knowledge of products such as LAN, WAN, Cisco and Juniper are particularly sought after while other networks (Extreme, 3Com etc) and infrastructure skills (Cat5, Cat6) are also currently sought after.

There is also a requirement for internal network security jobs within companies and their Firewalls. Companies are looking at their present networks to ensure they are accurately mapped – central to this enhancement is fibre optimisation and the design of the most efficient circuits to execute customer requirements and service. “Network optimisation is very much a buzz phrase around the industry at the moment,” noted Lee.

Recruitment activity for core network jobs is also remaining resilient, as many companies seek to win provisioning, transmission and design work. The current economic conditions have also provided a good opportunity for companies to complete their design and network planning, which has led to equipment upgrades and work around network efficiencies. This has fuelled demand for specialists with experience of Juniper, Cisco, Huawei, Ciena, and more driving environments such as IP, MPLS, VPLS, ATM, Frame Relay, SDH, PDH and DWDM. “Other buoyant skill sets include TDM, VoIP, SIP, H.323, IMS, Intelligent Networks, CPE, Ethernet and Dark Fibre,” added Lee.

Linked to the core networks is the content and media side of telecoms. The race is on for companies to corner the market in the ‘quad play’ arena, namely providing the ‘four in one’ home broadband, TV, telephone and mobile services. Investment in research and development has generated mobile and wireless telecoms jobs, as companies strive to gain a comparative advantage over their competitors. Mobile applications, mobile content, Symbian, J2ME, Multimedia, Broadcast, IPTV, VoD, DTV,H – DAM, EPG, Triple/quad Play are all desired skills.

“Although the sale of mobile handsets has slowed, companies are looking to invest in product development, such as mobile TV applications,” Lee explained.

Another area of growth is the field of technology to support collaboration, video-conferencing and web-conferencing. Knowledge of Cisco and Tandberg are proving to be the most in demand skills, as well as general IP networking experience relating to conference bridges. Employers are looking for professionals with web-based video conferencing experience, using sophisticated Telepresence technology. “The advantage of these products is that they save money and are environmentally friendly,” concluded Lee.

About Hays Telecoms:
Hays Telecoms is part of Hays plc and specialises in a wide range of telecoms roles fromconvergence jobs to jobs in broadband. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Who has had the greatest number jobs in the UK

Jobs for life are virtually non-existent in today’s labour market, with the current average lifespan of jobs in the UK being on average just three years, and even as short as 18 months for graduates.

While the majority of workers regularly change their jobs, this is not the case for people who live in Scotland , as a high percentage of workers only have one job throughout their lifetime, a recent survey by online job search specialists Tip Top Job has discovered.

The survey polled over 1,000 people to find out who the biggest job-hopping culprits are. While Scots are the most stable, those in the South West have the most jobs in the UK throughout their working life, with the majority of them holding over eight different positions.

Who has had the greatest number jobs in the UK ?
The Welsh are the next region with jam-packed CVs – 23% of Welsh workers have had eight or more jobs, compared to a relatively low percentage in the North West and North East, where workers tend to have just two or three jobs in their working lives.

Corinne Dauncey, Careers Expert from TipTopJob.com, said: “While staying in one job for your entire life might seem unrealistic, it appears that there are people out there who are content doing the same job, which says a lot about the companies they work for.

“However, if you feel that you have got as much as you can out of a job, then looking for a new one might be a good option as long as you don’t do this too frequently. Moving jobs every few months will put potential employees off as they will question your loyalty and the credibility of your CV.”

As jobs in the UK become more fluid and less stable, job search services play an ever more important role. Careers are more flexible than they have ever been before, and job seekers have to be aware of this if they are to make the most of their working lives.

Tip Top Job is an international job search engine that covers every area of today’s job market. With a focus on UK vacancies, Tip Top Job allows users to search its job boards quickly and easily according to their needs, skills and requirements.

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Communication Roles Rise In Public Sector Says Hays

Hays, the leading specialist recruitment consultancy, has revealed that marketing professionals are benefiting from the steady flow of jobs being created by the public sector and certain skill sets, such as communication roles, are experiencing an increase in demand. These roles are coming into their own during the current downturn, given the need for employers to bolster levels of employee engagement, drive productivity and push the efficiency agenda during these economically challenging times.

As the interest in public sector marketing opportunities grows, the added job security and range of flexible benefits offered are luring communications professionals away from the private sector. The majority of marketing jobs in the public sector are communications related with an internal or external focus: “There are opportunities for suitably qualified communications professionals right across the public sector, from entry level Communications Assistant through to the more senior roles, including Head of Internal Communications or Communications Director,” informed Matt Anderson, Managing Director at Hays Marketing.

Skills can be easily transferred from the private sector, although previous experience is an advantage and jobseekers need to demonstrate a sound knowledge of the systems and processes that are used by public sector organisations.

“Given the intense competition for roles at the moment, jobseekers need to show a strong degree of commercial awareness and be able to communicate with internal and external stakeholders alike,” continued Matt Anderson.

A stronger desire to work in the public sector was one of the key findings of a recentHays survey, which revealed a marked rise in the number of professionals looking to cross over from the private to the public sector in 2009, as compared with a year ago. Almost three in four respondents cited a greater level of job security as the main reason for considering a switch of sectors (73%), followed by an improved work-life balance (59%) and the enhanced benefits on offer in the public sector (37%).

“Some applicants are considering a reduction in salary as a trade off for the enhanced job security of the public sector but there are still some very interesting opportunities for professionals to develop their careers,” noted Matt Anderson.

Although recruitment activity in the public sector remains more buoyant than the private sector, opportunities still exist for experienced communication professionals, particularly within some of the larger commercial organisations.

About Hays
Hays Marketing is part of Hays plc, the leading global specialist recruitment group, specialising in a broad range of marketing jobs from pr jobs to digital marketing jobs. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As at 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms. For the year ended 30 June 2008:

– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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The public sector is increasingly becoming an employer of choice for PAs

Hays, specialist recruiter, reports that although recruitment in some areas of the commercial market has slowed, the demand for PAs in the public sector is holding firm. A number of opportunities are being created, particularly temporary positions, in the health, central government and education sectors.

The public sector is increasingly becoming an employer of choice for PAs, primarily as a result of added job security, pensions, and work-life benefits. For example, some Primary Care Trusts (PCTs) are currently embarking on a programme of recruiting permanent staff.

“As well as a buoyant demand for temporary positions in the public sector, we are experiencing growth for permanent PA roles, especially within the education sector, which is evident in the roles we have recently recruited to. This trend is also reflected in those being advertised in the press,” commented Bethan Robbins, Regional Manager for Hays Secretarial.

Despite the economic backdrop, there are good opportunities for PAs with a commercial background to enhance their careers and gain new experiences by moving into the public sector. While prior experience is sometimes seen as an advantage and is preferred in some cases, skills can be transferred from one sector to the other. This has been borne out by recruitment volumes.

Bethan Robbins explained: “We have seen an increase in the number of candidates with commercial or banking experience, applying for advertised jobs online, and subsequently registering with Hays Secretarial. It is, however, important that PA jobseekers have a solid grasp of the challenges and demands of the public sector and understand how the various organisations operate.”

The health sector is one such sector where there remains a strong demand for temporary staff. However, the demand for experienced medical secretaries working on temporary placements can fluctuate depending on the time of year and is a trend that Hays has been seeing throughout the whole of Greater London.

A previous Hays survey revealed that the interest generated in public sector jobs has increased significantly: almost three in four respondents are now more likely to consider a move to the public sector than at the same point last year. The majority are also prepared to take some form of pay cut in exchange for improved job security within the public sector. “Many of these candidates will consider a reduction in salary as the trade-off for job security in the current job market,” confirmed Bethan Robbins.

About Hays

Hays Secretarial is part of Hays plc, the leading global specialist recruitment group and specialises in PA and secretarial jobs including senior, medical and legal secretary jobs. Hays is the market leader in the UK and Australia, and one of the market leaders in Continental Europe. At the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms.

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Eva Jenkins Shows That Workers Who Trim Pounds May Also Reduce Their Weight On The Corporate Bottom Line

Eva Jenkins has found a new intersection for personal and professional success: weight loss. The respected business consultant and personal coach believes that corporate support for employee weight-loss programs

can pay off in bottom line savings. “There’s no denying the strong link between obesity and workers’ compensation claims, so bottom-line conscious companies must take note,” she observes. “So work-based programs designed to make employees healthier can give a booster shot to a business and inoculate it against rising healthcare costs.”

A Better Way to “Insure” Employee Health

Healthcare and insurance costs remain at the center of the economic and political debate, especially in light of recession worries. “If you pay health insurance for your employees, obesity is affecting your bottom line,” says Jenkins. “It has a direct relation to your economic health and smart businesses are finding that investing in a little preventive medicine can pay off with significant savings.”

Healthcare and insurance costs remain at the center of the economic and political debate, especially in light of recession worries. “If you pay health insurance for your employees, obesity is affecting your bottom line,” says Jenkins. “It has a direct relation to your economic health and smart businesses are finding that investing in a little preventive medicine can pay off with significant savings.”

According to a recent study out of Duke University Medical Center, obese employees cost companies more money than their fit counterparts—in lost workdays, higher medical costs, and more workers’ compensation claims. “The researchers found that obese workers filed twice as many workers’ compensations claims as workers who fell within the recommended BMI range,” reports Jenkins. “Those claims translated into medical costs that were seven times higher ($51,019 per 100 employees.)”

An article in The Wall Street Journal reported that an obese employee costs General Motors approximately $1,500 more in health services each year compared to an employee who is height-weight proportionate. “If you apply the national average for obesity (approximately 25%) to the company’s active workforce and their dependents, GM is spending nearly $1.4 billion more in healthcare costs each year than it would if all its employees were fit and trim,” says Jenkins.

The Chicago Tribune reports that per-worker healthcare costs increase by more than 80% in the past 8 years. Given the alarming rise in obesity in American workers and the relationship between weight and a wide range of diseases and illnesses, “it’s not hard to connect the dots and see that it’s in the interest of businesses to help their employees maintain their weight.”

Healthy Teams Win

Jenkins is an advocate of team effort. “No one can fully achieve their dreams alone. Not people and not companies.” She is a strong advocate for onsite weight loss support groups led by an experienced facilitator who can also provide one-on-one counseling to individuals.

Jenkins notes that team wellness efforts should include everyone in the corporate hierarchy. “When managers and supervisors share in the fight to lose weight and stay healthy themselves, they send a powerful message up and down the line. “Weight loss efforts create tremendous bonding,” says Jenkins. “Everyone feels like they’re part of the same team, working hard to support one another’s success.”

The magic, reports Jenkins, is that “the spirit of shared success spills over into other business functions.”

A Permanent Framework

Jenkins is quick to point out that her approach to employee health goes far beyond calorie restriction and exercise. “As a personal success coach, my job is to help each person clarify and refine what he or she wants out of life,” says Jenkins. Clarity, however, is just the first step.

“Creating a plan is how the journey to success begins, but it’s a series of small steps that actually get you there,” observes Jenkins. “Unfortunately, many people simply run out of steam.” The antidote is a consistent, continuing framework of support, and the workplace provides an ideal setting.

“Learning opportunities about health and wellness that are presented as an integral part of business life send an important message to employees.

Additionally, weight management sessions offer equal parts of inspiration and accountability. “A regularly scheduled Office Wellness Check makes it harder for team members to ignore excess weight, so they’re more likely to be ‘nudged’ into taking action and literally trimming the fat..”

Building Dreams

“To become reality, a dream house needs to be designed, engineered, and constructed with an eye towards maintenance and longevity,” observes Jenkins. “The same is true for a dream life.” She believes that a blueprint for weight-loss that includes support in the workplace will yield positive results on all fronts.

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Hays has been proclaimed as the Best Performing Plc at the Recruitment International Awards 2008

Hays, the UK’s leading specialist recruitment consultancy, which has a number of offices throughout the country, has been proclaimed as the Best Performing plc in a national awards ceremony. The recruitment consultancy managed to beat strong competition to win the highly acclaimed category at the Recruitment International Awards 2008.

To win the highly coveted award of Best Performing plc, Hays successfully demonstrated that it was continuing to perform extremely well and manage to outperform its competitors, despite the current economic climate. The awards were judged by 14 of the top industry professionals and sector specialists, including analysts and brokers. The ceremony took place at Madame Tussauds and was attended by over 200 special guests, comprising of senior directors from the UK’s top recruitment companies.

Tim Cook, Managing Director of Hays said: “We are delighted to have won this award. We are always looking for new ways to better meet the needs of local employers and employees and pride ourselves on strong customer service levels, an extensive database and innovative recruitment methods, which allow us to achieve this. An award for best performance is a strong accolade, particularly in the current climate.”

The Recruitment International’s Awards are particularly highly regarded within the recruitment industry because they are won entirely on a company’s merit following selection by a panel of judges and a day of intensive debate where each judge selects their own top three for each award category, before the points are calculated and a winner emerges.

About Hays

Hays is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 varied specialisms including recruitment for engineering jobs, nursing jobs and admin jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million; 
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments; 
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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Hays Human Resources Has Revealed That Despite Companies Reporting Cautious Growth Plans, HR Professionals Are Still In Demand Across UK

Hays Human Resources latest salary guide by has revealed that despite companies reporting cautious growth plans across the UK, salaries have risen and demand for HR professionals is still outstripping supply – particularly in the interim sector.

Salaries have risen across the UK; a Head of HR can now typically earn £3k more than last year. However, research shows that employers may need to focus on employee career progression, personal and professional development, and the external reputation of the business over salary increases; the survey revealed that employees most commonly cited these as the fundamental reasons for looking for a new role. Furthermore, employees are increasingly looking for part-time and flexible working opportunities, when fewer organisations are prepared to offer this.

Alongside additional demand for strong HR candidates, evidence suggests that employers are now expecting more from them. Individuals who offer proven commercial acumen, a track record of leading business-critical projects and client-facing experience are most in demand. There is currently a 5% growth in HR officer and HR advisor roles and a shortage of candidates to fill them. Some specialist roles are also proving a challenge to recruit for, specifically those in reward and strategic resourcing. At all levels, the CIPD qualification is demanding a salary premium.

Heidi Waddington, Managing Director at Hays Human Resources, commented: “At a time of uncertainty, HR professionals often come to the fore; the focus is on improved retention and enhanced productivity, this can often be achieved through effective training and development initiatives. Where redundancies are unavoidable, the HR community can manage this process with minimum risk, ensuring best practice and the best possible outcome for all parties.”

About Hays Human Resources
Hays Human Resources is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms including recruitment for marketing jobs, legal jobs and insurance jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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A Good Recruitment Consultant Can Help You Identify Your Options And What It Would Take To Make The Change

Even when work is just a means to an end to pay the bills, it’s important to enjoy as much of it as possible as it’s where most of us spend the bulk of our waking hours.

Most people feel they are in the wrong role, underpaid and undervalued at some stage in the week but the hardest thing of all is knowing what might make things better.

Sadly, the laugh a minute job doesn’t exist for most people, and the scope to be a racing driver or a supermodel is severely limited. But no-one should routinely dread getting up in the morning on weekdays, and if they do, they are probably in dire need of a change.

The secret to getting the most out of your job is knowing what’s important to you, according to the experts at leading recruitment agency, Search Consultancy. For some this might mean freedom, and for others it might be routine. Some like personal challenge and some thrive on teamwork.

Sadly, many people are reluctant to leave the devil they know to explore what else might be open to them. But the consultants at Search argue that a good recruitment consultant can help you identify your options and what it would take to make the change.

Sarah McParland, Director with Search said, “A good recruitment consultant is not in the business of putting round pegs into square holes and will spend time with candidates exploring their strengths, skills and ambitions before putting them forward for a role.

“Just as importantly, they will have taken a clear brief from their client about the job on offer and what sort of person would do well there. This takes into account the culture of the organisation and the make-up of the team in which the candidate would be assigned.

“There’s no point in putting a quiet, methodical character into a lively, unstructured environment if that would make them unhappy. And that holds true whether they have the technical skills for the job or not.

“At Search, we don’t just look for a match of paper qualifications, we look for the best fit available between the candidate and client.”

To achieve this, Search offers one to one interviews to prospective clients at all levels. They can also use psychometric or other testing methods to assess candidate suitability, always with the aim of finding a good match.

A good recruitment consultant helps individuals to be realistic about their options and will advise on any skills gaps which the candidate might need to work on to achieve their goal. There’s no point in just wishing for the moon and it can be a revelation to some people just how easy it is to make a change which suits their current circumstances much better than staying in the same old rut.

McParland adds, “It’s not unusual for people to investigate their options and decide that all they need is a change of firm or culture to give them back their drive. Sometimes, a different boss or change of hours and conditions is all that’s required. At other times, a radical revamp of lifestyle and goals is in order. No two people are the same”.

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