15 Sep 2021

List of Candidates for Today’s Staff Awards 2021: Apprenticeship Employer of the Year

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The Personnel Today Awards will take place at Grosvenor House Hotel, London on November 16, 2021. We take a closer look at the finalists for the Apprenticeship Employer of the Year category, each of whom addressed the challenges of the skills shortage with creative programs.

Amey Consulting in partnership with Sheffield Hallam University

Recognizing a growing skills shortage – the talent pool of professional engineers in the railway industry has shrunk in recent years – and the need for greater diversity in the industry, Amey Consulting has collaborated with the University Sheffield Hallam (SHU) to develop the UK’s first railway diploma. Apprenticeship, providing an accessible route in the rail industry for the next generation of consulting engineers. Amey offers a four-year degree learning program delivered via university study block modules coupled with real-world project experience in the field in a professional consulting environment. Successful completion of the apprenticeship leads to a BEng in Railway Engineering and IET accreditation. The introduction of this pioneering degree provides an entry-level opportunity for a wider range of people and for those for whom the traditional degree route is not always practical, resulting in a workforce. more diverse workforce trained in the specific skills needed to develop and maintain railways. in the future. Following a successful recruitment campaign, 35 people from a wide variety of backgrounds began their apprenticeship at Amey, combining real experience in carrying out major projects in Amey’s design offices and the academic basis provided by SHU. Amey’s partnership with SHU means he can ensure that the Rail Degree Learning Program provides students with the skills and knowledge needed to make an immediate impact in the business. The learning program will result in the accelerated development of senior engineers and technical leaders of the future and ensure that the industry becomes more div

10 Sep 2021

Apply for over 400 positions on apprenticeshipindia.org

Recruitment of the Central-South-East Railways 2021: The South East Central Railway (SECR) has called for applications for 432 apprentice positions. Interested and eligible applicants can apply online through the official SECR website – secr.indianrailways.gov.in or apprenticeshipindia.org. Online applications will start tomorrow, September 11, 2021, and end on October 10, 2021.Read also – TN TRB Recruitment 2021: Publication of a notification for 2207 postgraduate assistant positions on trb.tn.nic.in | Details here

Applications were invited to enlist as commercial apprentices under the Apprenticeship Act 1961 in the Bilaspur Division of the Southeast Central Railway. Readers can check the eligibility, the selection process, and the official notification here. Also Read – ICAI 2021 Recruitment for Assistant Position, UDC and LDC: Download Notification at icai.org | Know the salary, eligibility here

Recruitment of Central-Southeast Railway Apprentices: Eligibility

Candidates who wish to apply for the positions must have passed the 10th class examination under the 10 + 2 system or its equivalent. In addition, they must have successfully completed an ITI course in the relevant trades from a recognized institution. The candidate’s age limit must be over 15 and under 24. Also Read – Rajasthan Police SI Admission Card 2021: Download Your RPSC Hall Ticket With This DIRECT LINK | Exam date and other details

Recruitment of Central-Southeast Railway Apprentices: Selection Process

The selection will be made on the basis of the average of the% of the marks obtained by the candidates for the two registrations (with a minimum of 50% (total) of the marks and the ITI exam giving equal weight to both (establishment rule 201 / 2017).

Recruitment of apprentices from central-south-east railways: apprenticeship training

The selected candidates will be hired as apprentices and they will follow a one-year apprenticeship training for each trade. They will receive a stipend during their training in accordance with the rules of the government of the state of Chhattisgarh. Their training will end at the end of their apprenticeship. The successful candidate or, if he is a minor, his tutor must conclude an apprenticeship contract with the employer.

Central-Southeast Railway Apprenticeship Recruitment: Check Official Notification Here

8 Sep 2021

Home care company Connected Health takes over recruiting firm

A homecare company in Northern Ireland has taken over a new recruiting company under a new deal.

onneted Health Group has hired Connected Talent under an undisclosed six-figure deal.

Connected health has grown dramatically over the past six years, from a few dozen employees to over 1,100 in the UK and Ireland.

Ryan Williams, CEO and majority shareholder of Connected Talent, who will remain a shareholder and director of Connected Health, said: will bode well for our exemplary team, the engagement of the new generation of caregivers and the dynamism of what we call “home care 2.0”

“This move will leverage Connected Talent’s broader experience in finding executives and delivering agencies to provide a new source of revenue for Connected Health as we move forward.”

Douglas Adams, Managing Director of Connected Health, said: “Our outsourced recruiting partner, Connected Talent, has been a critical ingredient in developing an employer value proposition that simply puts the caregiver at the center of the process. recruitment.

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8 Sep 2021

TK Elevator Wins Maharashtra State’s 2021 Best Employer Brand Award

No more news

Sep 08, 2021 | 8:19 p.m.

New Delhi, Sep 8 (UNI) Even though the problems with the electronic income tax filing portal have continued since its launch three months ago, more than 8.83 crore of unique taxpayers have logged into the system online until September 7 with a daily average of over 15.55 lakh in the current month.

Sep 08, 2021 | 7:47 p.m.

Hyderabad, Sep 8 (UNI): MeghaEngineeringAndInfrastructuresLimited (MEIL) on Wednesday inaugurated the ecological Megha Gas CNG (compressed natural gas) station in Moinabad (Ranga Reddy district), on the outskirts of the city.

Sep 08, 2021 | 7:07 p.m.

Freedom Oil Launches New Campaign to Promote Health Benefits of Rice Bran Oil
HYDERABAD, India, Sept.8, 2021 / PRNewswire / – Gemini Edibles & Fats India Ltd (GEF India) has unveiled its new 5-liter jar of Freedom Physically Refined Rice Bran Oil. The company also launched a new campaign with the message Freedom Rice Bran Oil fights bad cholesterol and increases good cholesterol on social, digital, electronic and print platforms to educate people about the health benefits of using the oil. Bran Oil and encourage them to use Freedom Rice. Bran oil for everyday cooking. The new campaign as well as the 5 liter jar was launched by MP Chandra Shekhara Reddy, Vice President – Sales and Marketing, Freedom Healthy Cooking Oils, as well as other senior executives at GEF India.

Sep 08, 2021 | 6:24 p.m.

Bangalore, September 8 (UNI) Accenture announced on Wednesday its intention to acquire BENEXT, an independent product consulting firm specializing in product management, agile coaching, cloud-based development and data science.

Sep 08, 2021 | 6:23 p.m.

Hyderabad, September 8 (UNI) Coromandel International limited (CIL), known for its Gromor and Godavari fertilizer brands, on Wednesday launched a new fertilizer brand “GroShakti Plus”.

3 Sep 2021

How can employers adjust the recruitment of people with autism?

Our panel of recruiters responds to a reader’s question every week. Have a question? Send an email to careers_qs@news.com.au

How might employers adjust their recruiting process to see what a person with autism has to offer their organization?

Lisa Morris

Director, Hay

Different adjustments can be made for different individuals.

Rather than recommending a universal set of adjustments, our advice is to ask candidates during the application process or before an interview if they need any support or modifications.

Be careful to avoid stereotypes, as the level of adjustment required for each person on the autism spectrum varies.

Some of the following actions may help.

For example, provide a quiet and private space for the candidate to wait before the interview, if it is held in person.

Then, during the interview, be aware of the social and communication challenges the candidate may face.

For example, focus on identifying a candidate’s skills rather than letting a lack of eye contact or difficulty answering questions obscure their skills.

When asking questions, be prepared for a deadline if the candidate has to deal with what was asked before responding.

Try to ask specific questions rather than general ones.

The candidate can give long and detailed answers, so allow more time for the interview.

Conversely, you may sometimes need to ask the candidate for more information.

It is also advisable to seek advice on best hiring practices, as there are many resources available to help employers.

Megan Nicholson

General manager, Entry recruitment

People with autism may have problems with sensory processing as well as difficulty understanding body language, facial expressions, tone of voice, and social norms.

In order to best prepare a candidate for success, it would be advantageous to avoid panel interviews and to organize sequential interviews on different days, as well as to think of quiet spaces without strong visual, olfactory or light distractions. in order to avoid sensory overload.

Questions should be more straightforward and you can incorporate job skills testing into the process.

It is also important to focus on abilities and skills.

Andrew Sullivan

General manager, Sullivan Consulting

It is the employer’s responsibility to be impartial during the recruitment process to ensure that each candidate is treated fairly and receives appropriate assessment.

Many disorders, medical conditions and disabilities do not reflect the skills, work ethic, cultural suitability of the workplace, and other factors that are valued in potential employees.

Therefore, employers should not adjust the recruiting process unless a candidate specifies the challenges they may face in the role.

When presented with this information, employers must adapt to the specific circumstances.

One way would be to give less weight to certain selection criteria.

Alexandra rosser

Responsible for the organization Psychology consultation, Stillwell management Advisers

Ideally, employers should seek external advice or, if they are already fortunate enough to have employees on the autism spectrum, internal advice on the type of adjustments that would have a significant impact.

Adjustments to consider could include a statement in the advertisement or on the company’s website that applications from applicants with autism and neurodiverse are welcome; advertising through specific social media channels designed for spectrum users; provide a point of contact within the organization that candidates can call to discuss their specific needs, train internal recruiting staff on best practices for interviewing people with autism; avoid very stimulating places for interviews; and provide alternative or additional interview options for applicants with autism to better demonstrate their skills and experience.

Employers can also partner with organizations that have specifically developed a pool of talented people across the spectrum and can help employers match their jobs to the right candidates.

For more career information, tips, and answers to reader questions, visit adelaidenow.com.au/careers

3 Sep 2021

Employer Engagement Coordinator Job at UNIVERSITY OF SOUTHAMPTON

Careers and Employability Department

Site: Highfield Campus
Salary: £ 25,627 to £ 29,614 per year
Full time, permanent
Closing Date: Thursday, September 16, 2021
Date of interview: Be confirmed
Reference: 1489921EW

As the Employer Engagement Coordinator, you will be responsible for establishing new relationships and developing existing relationships with clients and internal and external stakeholders. By developing strong relationships with employers, you will seek to enhance specialist opportunities for University of Southampton students to engage in knowledge transfer activities with employers, including professional development, job and recruitment opportunities. You will also be supporting the broader work of the Employer Engagement Team to help execute their agenda.

This role is essential in developing relationships with key industry partners engaging with students at the University of Southampton, serving to provide the link that allows students to access employers directly through central events and through faculties / academic units.

This position is offered on a permanent full-time basis.

Application procedure

You must submit your completed online application form to https://jobs.soton.ac.uk. The application deadline will be midnight on the closing date indicated above. If you require assistance, please call Hannah Nash (HR Recruitment Team) on +44 (0) 23 8059 4043 or email recruitment@soton.ac.uk Please quote reference 1489921EW on all correspondence.

1 Sep 2021

Global Geographic Trends in Online Recruitment 2021, Scope and Price Analysis of Top Manufacturers Profiles Recruit, LinkedIn, CareerBuilder, Monster,

Understanding the influence of COVID-19 on the Online recruitment market with our analysts monitoring the situation around the world.

Global Online recruitment market Garner Insights market research report covers market overview – defines characteristics, size and growth, segmentation, regional breakdowns, competitive landscape, market share, trends and strategies for the online recruiting industry. The market size section gives the revenue of the market, covering both historical market data and forecast for the future. The drivers and restraints are studied in relation to the external factors influencing the growth of the market. Industry segmentations break down the key sub-sectors that make up the market.
The companies mentioned below are analyzed based on their revenue, price margins in the Online Recruitment market, and main products they offer: Recruit, LinkedIn, CareerBuilder, Monster

This report studies the online recruitment market, online recruitment is done through the use of computer techniques in network systems, helps companies to complete the recruitment process, through the third party recruitment website or services online recruitment, to complete the recruitment process using an established database or search engine tools, mainly in the recruitment site, mainly in the recruitment site.

The recruitment website has the advantage of long duration, low cost and more opportunities, can help job seekers to find employment opportunities quickly and easily. The downside is that there is low authenticity of the recruiting information site, a narrow range of segments, system flaws, and other risks.

At present, the recruitment website more fierce competition, diversified business model, which mainly includes: strive for the small proportion of technical users of paid users, mainly belongs to the advertising and sales mode; the second category is the segment-oriented vertical recruitment website, this type of business income is mainly from the business, two from job seekers, income mainly from the payment of business income and services value-added, companies, individuals and high-end talent looking for three model of interaction between the parties; the third is social based on the social recruitment platform, the main use of the payment function for users, the charge account improved advertising fee mode; the fourth is both the size effect The nature of the classification and vertical recruitment platform, this type of corporate business model continues the traditional online recruitment business model, including the cost of corporate membership, formulation and PPC, the main income from the merchant membership fees and online promotion fees, in addition to the employer in the recommended class, exam class, crowdsourcing class and the class recruiting website search engine.

Fill out the form for an exclusive sample of this report: https://garnerinsights.com/Global-Online-Recruitment-Market-2019-by-Company-Regions-Type-and-Application-Forecast-to-2024#request-sample

The report also focuses on some of the key growth prospects including new product launches, mergers and acquisitions, R&D, joint ventures, collaborations, agreements, partnerships and the growth of the major players operating in the market, both regionally and globally.

Market segmentation

The online recruitment market is segmented on the basis of type, application, end-use industry, region and country.

Online Recruitment Market Segment by Type, the product can be divided into

Permanent Online Recruitment, Part-Time Online Recruitment

Online Recruitment Market segment by Application, split into

Secretarial / office worker, accounting / finance, IT, technical / engineering, professional / manager, nursing / medical / care, hotel / catering, sales / marketing, other industry / blue collar,

All aspects of the Online Recruitment Industry report are quantitatively and qualitatively assessed to study the global as well as regional market comparatively. Basic information such as definition, prevailing chain and government regulations related to the online recruitment market are also discussed in the report.

What does the report cover regarding the regional market landscape?
–Geographically, it is divided into seven major regions on the basis of sales, revenue, market share, and growth rate.
US, EU, Japan, China, India, Southeast Asia.

Get an exclusive discount, click here: https://garnerinsights.com/Global-Online-Recruitment-Market-2019-by-Company-Regions-Type-and-Application-Forecast-to-2024#discount

Key questions answered by the Online Recruitment Report include:

What will the market size and growth rate be by the end of the forecast period?
What are the major industry trends impacting the growth of the market?
What are the key factors driving and restraining the online recruitment market?
What are the challenges of market growth?
What are the market opportunities and threats faced by the major market players?
Who are the main competitors operating in the online recruiting market?
What are the main findings of Porter’s five forces analysis in the online recruitment market?

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1 Sep 2021

Pfizer-BioNTech vaccine FDA approval covers employer mandates

In an important step in the public health response to the ongoing pandemic, US Food and Drug Administration regulators recently released full approval of the first COVID-19 vaccine.

The two-dose mRNA vaccine produced by Pfizer and BioNTech has been available to people 16 years of age and older under the FDA Emergency Use Clearance since December 11, 2020, and that clearance has been extended to include 12 to 15 year olds in May. But the agency’s full approval could spur more employers to mandate vaccination in their workplaces, lawyers told HR Dive.

“I got a number of calls from clients who were on the fence, and now it’s something that is helping to build their confidence,” said Adam D. Kemper, partner at Kelley Kronenberg.

The main impact of the agency’s approval, in an employer’s mindset, is the hope that it will lead to fewer employee objections to a vaccine mandate, according to Daryl Landy, partner at Morgan Lewis. Employers, he said in an email, were more concerned with the employee relations aspect of mandates than their legal implications.

“The recent increase, combined with government mandates for public and health workers, has prompted many other employers to require vaccination as a condition of employment or to require proof of vaccination or weekly / regular testing,” Landy said. “Full FDA approval for the Moderna vaccine might help in a minimal way, but again, the legal risks of a warrant are minimal or non-existent in most jurisdictions.”

Research appears to support these considerations. A survey conducted in early August of 1,630 employer representatives by the law firm Littler Mendelson found that 75% were concerned about resistance to a warrant by employees who were not in a protected category but who refused or opposed COVID-19 vaccination, while 68% were concerned about the impact a mandate would have on culture or morale. By comparison, only 10% were concerned about a vaccine’s effectiveness in limiting the spread of COVID-19.

But employers also have concerns about maintaining staffing levels, Landy said, which was also reflected in the Littler Mendelson inquiry; 60% of those surveyed were concerned about the loss of staff or operational difficulties caused by the resignation or dismissal of employees who did not want to be vaccinated.

And despite FDA clearance, these concerns are likely to persist. “It’s out of the law [and] on recruitment and retention issues, “Kemper said.” It’s just something employers need to pay attention to. “

Continued focus on alternatives

Employers who implement vaccination warrants are still subject to the reasonable accommodation requirements of the Americans with Disabilities Act and Title VII of the Civil Rights Act of 1964, according to the US Equal Employment Opportunity Commission. But there is no one-size-fits-all accommodation for all employers, Kemper noted, and not all accommodations will necessarily be reasonable for employers.

Common examples, he continued, include weekly testing for COVID-19 and maintaining existing health and safety measures, such as masking, social distancing and the use of hand sanitizer. Remote work – an accommodation frequently mentioned by lawyers – may be on the table, although this approach can also create cultural tensions in some workplaces.

Employers can also try other approaches to encourage immunization, such as introducing supplemental immunization as part of their health plans. Previous incentives sought to take a “carrot” approach to vaccination, according to Landy. “With the latest wave, however, many employers have concluded that in order to operate safely and to best protect the health and safety of employees in the workplace, the ‘stick’ approach – requiring vaccination – is the only reasonable alternative remaining, ”he said.

The surcharges are already attracting the attention of employers, sources told HR Dive earlier this month, but they also come with their own set of considerations. For example, they may be required to comply with wellness incentive regulations under the Affordable Care Act and HIPAA.

State impact, local restrictions

However, resistance to vaccination mandates does not come only from employees.

Government officials from a few states have spoken out against warrants and have taken or proposed measures to limit their use. Montana is the only state to have pass a law prohibit employers from denying a person employment opportunities, prohibiting a person from holding a job or otherwise discriminating against a person on the basis of their immunization status. The law exempts healthcare facilities and other employers from these requirements in certain circumstances.

In another example, South Dakota lawmakers drafted a bill which would prohibit, among other things, state workers from being disciplined such as dismissal or demotion for refusing to receive a COVID-19 vaccine “on the basis of conscience”, defined like a person’s inner conviction of what is good or bad in his conduct.

On August 25, Texas Governor Greg Abbott issued a decree prohibiting state government entities from requiring anyone to receive a COVID-19 vaccine.

While the majority of state and local bans apply to customers rather than employees, employers should carefully monitor the language of regulations in their respective jurisdictions, Adam Sencenbaugh, partner at Haynes and Boone, told HR Dive in a report. E-mail.

“Many orders are focused on entities that receive public funds such as grants, contracts or other public funds,” Sencenbaugh said. “Legal challenges will likely follow, so employers will need to keep abreast of changes as they evolve. “

The situation in Texas and elsewhere is one reason employers need to maintain flexibility in their vaccine mandates, Kemper said. He noted that employers might consider inserting a disclaimer in their policies indicating that any guidelines are subject to change based on new information.

It is also a reminder that while state and local governments may institute their own requirements, employers also have a duty under occupational safety and health law to maintain a workplace free from hazards. known for safety, Kemper said; “Even if you don’t have a vaccination mandate, you can still encourage it.”

27 Aug 2021

Talkpush Launches First Recruiting Chatbot for Instagram | New

HONG KONG, August 27, 2021 / PRNewswire-PRWeb / – Talkpush, the leader in high-volume recruiting automation, today announced that it has released the first conversational recruiting AI for Instagram. Talkpush was able to provide the same capabilities as on other messaging platforms, such as Messenger and WhatsApp, including natural language processing (NLP) to understand and answer candidate questions, carousels for their allow exploring career options, audio and video screening questions. to qualify them for a specific position.

Facebook recently announced the extension of access to the Messenger API for all businesses on Instagram. This allows the Talkpush Conversational Design team to integrate Instagram messaging capabilities into their already rich messaging ecosystem, including Facebook Messenger, WhatsApp, Viber, SMS, and email. Letting job seekers decide which channel they prefer to interact with makes it easier for them to apply without having to install new apps or disrupt their business. Thus, broaden the talent pool that employers can consider.

Instagram is a great place to hire for service industries

With over a billion monthly users worldwide, Instagram is today one of the most popular social platforms, especially among young professionals. With the bulk of its users aged 18-34, it is an ideal platform for high-volume employers in service industries. With its live streams, reels and Instagram stories, it is the premier social media network for brands with a strong visual component. As such, Instagram is popular across many industries such as education, entertainment, fashion, food and beverage, health and wellness, real estate, and retail.

Talkpush is known for building conversational AI for some of the world’s leading employers, including Adecco, Walmart, and McDonalds. As part of a new rollout, Talkpush will be designing chatbots to match the employer, customizing their personality, language, style, appearance, avatar and of course how they handle different scenarios. Once published, a recruiting chatbot serves as a 24/7 assistant to the recruiting team who can answer questions and reinforce the employer’s value proposition with each incoming request. This service was limited to career websites, Facebook Messenger, WhatsApp, and Viber until this week. Prior to this new version, Instagram traffic had to be redirected to a Facebook Messenger chatbot or career site to complete their application, which would hurt conversion rates.

“Recruiting in VXI only gets better! With Vixie on IG, we become more accessible to our market and this allows us to diversify our pool of candidates. “- Mariel De Guzman, Talent Acquisition Manager, VXI Philippines

Replacing CVs and Career Websites with Rich Media

The Talkpush for Instagram recruiting chatbot offers a rich interactive experience for candidates who can do the following through Instagram Direct Message:

Ask open-ended questions and get immediate answers
Submit videos of themselves explaining why they are qualified for the job
Browse personalized menus so they can learn more about the employer

Recruiters can engage with candidates on Instagram without leaving the Talkpush platform and can:

Set up rules to preselect, reject, automatically schedule interviews with candidates according to predetermined criteria
Participate at any time and resume the conversation with an AI bot candidate
Create candidate profiles and share them with the hiring manager Set up automated prompts for candidates to take next steps, remind them of scheduled interviews or required documents.

About Talkpush

Talkpush is the leading recruiting automation platform. We’re on a mission to improve the recruiting experience and believe that hiring is about starting conversations. The way people communicate is constantly changing; and therefore the acquisition of talent must change with it. We empower candidates to make their voices heard; and delight recruiters with technology that lets them speak directly with the right talent faster. Talkpush speeds up recruiting for major employers like Walmart, McDonald’s, Adecco, and Concentrix.

http://www.talkpush.com

Media contact

Ivanha Paz, Talkpush, +52 999 129 7920, ivanha.paz@talkpush.com

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SOURCE Talkpush