Guidant Global named TIARA Recruitment Awards ANZ Client Service award finalist

Five reasons why employers should observe and celebrate Black History Month 

The future of work beyond the first 100 days of the UK Labour government 

UK Government announces ‘upgrade’ to workers’ rights in new bill 

Impellam Group named industry leader in Everest Group Peak Matrix® 2024 for contingent workforce management and services procurement

Why skills shortages pose the greatest threat to organization’s growth in the UK energy sector

Guidant Global is a finalist in the APSCo Australia Awards for Excellence Client Service category

MBDA case study: supporting women into the defence industry

Guidant Global achieve Silver Award from Armed Forces Covenant as part of Impellam Group 

Ardent Partners - Direct Sourcing 2024: The Rise of Direct Sourcing

Direct Sourcing case study:  An efficient, skills-based hiring solution  

Why is ‘brain drain’ increasingly becoming a headache for organizations? 

What UK political change means for workforce management 

Guidant Global looks to lift talent acquisition for the aviation industry

Pre-register: Direct Sourcing Revolution market research eBook from Ardent Partners

UK Energy, Renewables, Oil and Gas: Talent Challenges Report 2024

Why reservists are valuable assets for any organization

How are you preparing for the Closing Loopholes legislation in Australia?

Guidant Global appoints Kelly-Ann Lynch as Managing Director, APAC

The MSP handbook – a guide for first-generation buyers

4 ways that offering internships can help your organization thrive and grow 

Developing lasting adaptability: shifting from short-term to long-term workforce planning 

Accessible volleyball team Sitting Bucks win Grand Prix for third year in a row

Impellam Partner with Beeline Professional

Leveraging your employer brand and EVP to build an engaged talent community

HeadFirst Group and Impellam Group Join Forces to Become a Global Leader in STEM, Digital and IT Talent, Managed Services and HR Tech

Guidant Global receives GOLD MSP partner status with Workday VNDLY

New Workforce Delivery Center launched

Guidant Global ‘Inspires Inclusion’ for International Women's Day with panel discussions and guest speakers  

Inspire Inclusion Interview: Laura Loader

Inspire Inclusion Interviews: Cheri Vander Moren

Inspire Inclusion Interviews: Sharon Doyle

Inspire Inclusion Interviews: Clare Lewis

Female Engineers Soar Higher at Airbus

Empowering change: The Women in Defence Charter 

Impellam Group Executives recognized as #1 and #2  “Staffing Leaders to Watch” in 2024 by Candidate.ly

Guidant Global Proudly Sponsors Sitting Bucks Volleyball Club: Championing Passion, Diversity, and Inclusivity in Sports 

How a global technology leader drove $16.2m cost savings with Guidant Global

UK’s defence sector at risk of falling behind other countries as the STEM skills shortages rage on 

What’s coming up in 2024 for workforce management? 

Why AI is set to create opportunities for women across all industries

The Blueprint for Building a Robust Talent Community  

Driving MSP Performance with Advanced Direct Sourcing

The Complete Guide to Direct Sourcing

Services Procurement: How to boost ROI from your hidden workforce

What is an MSP and VMS? How do they work together to get the best value for money in contingent workforce management? 

Understanding the Maturity Model in Workforce Management

Impellam Group Retain Their Place on the List of Leaders in Everest Group’s CWM PEAK Matrix® Assessment 2023

Impellam North America Appoints Robin Sanders to the Role of Chief Sales Officer

CEO Simon Blockley Named Workforce Solutions Trailblazer in SIA 2023 Staffing 100 Europe

Four Ways to Maximize Success in Change Management

Why more UK businesses are offering employment for ex-offenders in 2023

A Deliberate Path to Success through Comprehensive Talent Procurement

Guidant Global take on the Royal Navy in Charity Dragon Boat Race

Student work experience helps refresh the talent pipeline

VP of Client Solutions Arsenio T. Bell named in Staffing Industry Analysts’s 40 under 40 list for 2023

Diversity in Aerospace – the real final frontier is attracting STEM talent

#OperationLastPost by Hockey for Heroes smashes their fundraising goals

Simon Blockley, CEO of Guidant Global and Impellam Global Managed Services appointed Employment Advisory Board Chair for Chelmsford Prison

Scott Waletzke appointed VP of Talent Fulfilment

Strategic Contingent Workforce Expert and Diversity Champion Marie France promoted to Senior Vice President of Guidant Global

Guidant Global partners with Hockey for Heroes for 'Operation Last Post'

Guidant Global welcomes back Adam Little as Vice President in North America

The why’s and how’s of contingent worker diversity

Impellam signs Armed Forces Covenant

SIA CWS Summit Europe 2023. Request your free guest code

International Women's Day: Yasmin's story

International Women's Day: Karina's story

Guidant Global makes key senior executive appointment in North America

The shared services MSP model. More appropriate for today’s talent market?

SIA recognises Guidant Global COO, Brian Salkowski for the 5th consecutive year

Why now is the time for SMEs to embrace technology and expertise in managing their external workforce  

Guidant Global supports students with “Ditch the Party” at CWS Summit North America 2023 

Beating Talent Scarcity in Aviation: Guidant Global's Adult Apprenticeship Scheme

UK space industry continues to grow in journey to Mars, driving skills demand in defence and STEM 

Contingent workforce experts Guidant Global partner with SAP Fieldglass in new VMS and MSP UK collaboration @Pace 

How We’re Redefining Direct Sourcing in 2024

Essential guide to a successful MSP implementation

Driving DE&I in the contingent workforce: 12 winning strategies

Guidant Global - collaboration through strategic partnerships

What is Contingent RPO?

What is Total Talent Management?

What is Statement of Work (SOW)?

What is Services Procurement?

What is Recruitment Process Outsourcing (RPO)

What is a Managed Service Provider (MSP)?

What is Direct Sourcing?

What is contingent workforce management (CWM)

What is outsourcing?

Hiring challenges in Aerospace and Defence

US Talent Shortages 2023: A Talent Scarcity Report

Overwhelmed by suppliers and invoices? Here’s how an MSP solves that

READ THE REPORT: Delivering the Defence Workforce of the Future 

Building a business case: MSP

Increasing Services Procurement Efficiency

Building a business case: Second-generation MSP

How to use statement of work to maximise services procurement ROI

Creating an RFP for outsourced workforce solutions - part 2

Creating an RFP for outsourced workforce solutions - part 1

What is the state of the UK labour market? The 2023 Talent Shortage Report

<h2>We’ve been recognized by the industry</h2>

<h2>Insights to drive workforce performance</h2>

<h2>Workforce insights in your inbox</h2>Sign up for our newsletter with the latest workforce management news, insights, analysis and more.

<h3>Unlock your non-employee workforce’s full potential through a unique collaboration of recruitment industry leaders.</h3>

<h2>@Pace</h2>Rethink your non-employee workforce management.

<h2>Drive better workforce performance</h2>Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first stop to better performance.

<h2>Delivering #ABetterway</h2>Our prime objective is to change the quick-fix, profit-first, impersonal approach that prevails in our industry. Put simply, we deliver #ABetterWay. In the new world of work, we need new solutions, motivational work practices, and leading technology. We anticipate what’s needed to help our clients achieve not just their program KPI’s but ultimately build better businesses.&nbsp;

<h1>Workforce solutions #ABetterWay</h1>We provide global workforce management solutions that help companies find the best contingent and permanent talent. Our uniquely shaped solutions, people-centric approach, culture and collaboration with others truly sets us apart from others in our industry.

<h3>Join #TeamGuidant</h3>People. Lead. Growth. Three simple words. That’s the secret to our people-centric approach.

<h2>Find out more about Guidant Global</h2>

<h1>Making an ESG impact</h1>As part of Impellam a key area of our focus is our global ESG impact. Below are just a few of the initiatives we are delivering at Impellam to play our part in cultivating a better world.&nbsp;

<h2>Drive better workforce performance</h2>Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first step to better performance.

<h2>Drive better workforce performance</h2>
Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first stop to better performance.

<h2>We’ve been recognized for our CWM, ED&amp;I &amp; direct sourcing capabilities</h2>

<h2>Advanced direct sourcing insights</h2>

<h3>Benefit from employer brand-led, technology enabled talent communities managed by our expert recruiters.</h3>

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<h2>Unique in the market</h2>Our approach is not reliant on technology alone. It’s a holistic, integrated solution that includes talent marketing and talent delivery expertise - underpinned by the latest technology. We work in partnership with you to develop a bespoke direct sourcing strategy and build talent communities.

<h2>We’ve been recognized for our CWM, MSP &amp; SAP capabilities</h2>

<h3>Rethink your non-employee workforce management</h3>

<h2>Unlock your non-employee workforce’s full potential through a unique collaboration of recruitment industry leaders.</h2>Introducing @Pace from Guidant Global and SAP Fieldglass.

<h1>Recognized as leaders</h1>Awards, accreditations and outstanding analyst rankings - we’ve been recognized by many of the leading institutions and analysts in our industry.&nbsp;

<h2>Consulting and Talent Advisory insights</h2>

<h3>Access our brightest minds on a project basis.</h3>

<h2>Consulting &amp; Talent Advisory</h2>Access our brightest minds on a project basis.

<h1>Making a difference is in our DNA</h1>
We’ve actively taken the lead within the recruitment industry for diverse and inclusive workforce strategies. By actively working with our clients, suppliers and industry partners, we’re opening doors for people historically overlooked by the recruitment sector.&nbsp;

<h2>Our ED&amp;I partners</h2>
We’ve been pioneering diverse workforces for years and along the way have built a network of credible and specialist partners we work with in the ED&amp;I space.

<h2>Drive better workforce performance</h2>
Book a discovery call with our workforce experts and find out the art of the possible. Filling in the form is the first step to better performance.

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<h1>Global workforce solutions that put people first</h1>
We champion #ABetterWay &ndash; a forward-thinking way of working; moving away from &lsquo;recruitment by numbers&rsquo; and shifting the perspective to focus on people.

<h3>Join #TeamGuidant</h3>
People. Lead. Growth. Three simple words. That&rsquo;s the secret to our people-centric approach.

<h3>Our featured employers</h3>
Guidant Global offers you direct and often exclusive access to amazing jobs with some of the UK's top employers.&nbsp;

<h2>Our solutions</h2>
Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are designed to help organizations achieve new levels of workforce quality, cost savings, compliance and efficiency.

<h1>Integrated Workforce Solutions&nbsp;</h1>Guidant Global is proud to be part of Impellam, a connected group offering unparalleled workforce and STEM talent solutions expertise to provide your organization with mission-critical skillsets to future-proof your business. Our blended approach fuses extensive workforce solutions expertise, with access to deep communities of STEM talent.&nbsp;As one of the largest workforce and STEM talent solutions companies in the world, we help clients to get the best possible ROI from nearly £4.5bn of workforce spend and 2,900 supplier relationships, across nearly 80 countries.&nbsp;

<h2>Impellam’s journey to Net Zero</h2>We've made a long-term commitment to our blended working policy, which encourages less impactful working behaviors – such as working from home and conducting meetings online.We calculate our environmental impact across Scope 1, 2 and 3 (selected categories) for our UK operations. Our 2022 UK emissions were 894,249 kgCO2e (down from 969,569 kgCO2e in 2021). This is an average impact of 442 kgCO2e per £m revenue (down from 582 kgCO2e per £m in 2021).We achieved carbon neutral certification for 2022 by offsetting our carbon emissions, as stated above, using the PAS2060 framework.2022 was our first full financial year of purchasing 100% renewable electricity for our UK operations. In 2021-22, our supplier’s fuel mix was zero carbon and 100% renewable energy, made up of 82.5% wind, 9.3% solar and 8.2% hydro power.Our head office has achieved accreditation to ISO 14001 in relation to its environment management systems.<h2>UNITY - Our inclusion council</h2>We want to create workspaces that reflect the diversity of our society. Where everyone – from any background – can be their authentic selves and do their best work. We are inclusive and welcoming for people of all gender identities, sexual orientations, races, ethnicities, disabilities, abilities, military statuses, socioeconomic statuses, ages and faiths.We do this internally through UNITY, our equity, diversity and inclusion council, and externally by working with our clients, suppliers and ED&amp;I partners to design strategies to attract and engage under-represented groups and to remove barriers to recruitment.

<h1>Our people are different&nbsp;</h1>Our people bring our #ABetterWay mission to life. We are a collective of like-minded, passionate, experienced and approachable individuals united by #ABetterWay. Many of our people have appearing on SIA’s famed lists covering ‘SIA 100 Europe and North America’, ‘Women In Staffing’, ‘40 under 40’ and ‘ED&amp;I influencers’.

<h3>Optimise contingent workforce performance with an MSP solution built around you.</h3>

<h2>MSP solutions</h2>Optimise contingent workforce performance with an MSP solution built around you.

<h2>Workforce insights in your inbox</h2>
Sign up for our newsletter with the latest workforce management news, insights, analysis and more.

<h3>RPO solutions giving you a direct pathway to the best quality permanent talent</h3>

<h2>RPO</h2>Giving you a direct pathway to the best quality permanent talent.

<h3>Giving you a direct pathway to the best quality permanent talent.</h3>

<h2>RPO solutions</h2>Giving you a direct pathway to the best quality permanent talent.

<h3>Enhance enterprise outcomes through optimized services procurement management.</h3>

<h2>Services Procurement (SOW)</h2>Enhance enterprise outcomes through optimized services procurement management.

<h2>We’ve been recognized for our services procurement and SoW sourcing capabilities</h2>

<h1>Solutions to drive workforce performance</h1>Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are created on the unique challenges of each client. Not the one-size-fits-all, quick-fix, impersonal approach that prevails in our industry.

<h2>Solution benefits</h2>Not the one-size-fits-all, quick-fix, impersonal approach that prevails in our industry.

<h2>Our solutions</h2>Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are designed to help organizations achieve new levels of workforce quality, cost savings, compliance and efficiency.

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<h1>#ABetterWay for supplier relations</h1>MSPs often neglect suppliers. At Guidant Global, we do things differently. We partner. We collaborate. We nurture.

<h1>Award winning SRM&nbsp;</h1>Our supplier and strategic partner relationships have helped us win APSCo’s coveted RPO/MSP of the Year Award four times – and three awards in consecutive years — the only RPO/MSP to ever achieve this!We’re well-versed in assuming control of existing supply chains and preferred supplier lists, giving them the opportunity to supply within a Guidant MSP program. We then install governance that allows us to review performance so we can refine the supply chain to include only the very best suppliers. <h2>Using our INfluence. Driving inclusion through supplier diversity</h2>Our INfluence Supplier Diversity Program has a vital role to play in nurturing more minority suppliers into our supply chain. Working in a two-year partnership, Guidant Global provides selected diverse suppliers with multiple tools to help them achieve greater success and the platform to build mutually beneficial relationships with our clients to help inform and support their ED&amp;I goals. <h2>Suppliers driving candidate diversity</h2>We work with pre-selected suppliers to create a set of diversity metrics which both Guidant and the supplier commit to. For example – if the client is focusing on driving female representation in an area of their workforce, our suppliers agree that 3 out of 5 candidates submitted will be women.&nbsp;&nbsp; <h2>Aligning suppliers to Impellam’s ED&amp;I UNITY program</h2>At Impellam we have UNITY – our internal ED&amp;I program. UNITY brings our people together to build communities, find allies across our regions, to raise awareness and champion change. Our BRG’s (business resource groups) align to each protected characteristic (and more, such as veterans). We align strategically suitable suppliers to each BRG area, based on the accreditations they hold and initiatives the supplier promotes.&nbsp;This is designed to both extend the reach of our BRG’s but to also help clients find capable suppliers who can help drive specific areas of diverse talent into their workforces.&nbsp; <h2>Supporting growth</h2>Our Ascend program is designed to identify a small number of suppliers each year and forge a deeper partnership, resulting in growth and brand amplification for both Guidant and the supplier. We achieve this through access to a host of Guidant resources, alignment of shared values, shared intelligence and collaboration across our teams, especially with Sales.

<h1>Become a supplier</h1>We only work with the very best recruitment suppliers. Like-minded partners that share our candidate-centric approach. If you would like to know more about becoming a Guidant Global supply partner, get in touch.

<h2>Access best technology in the industry</h2>

<h2>The right technology partners. Configured to meet your unique needs.</h2>Our end-to-end technology approach covers identification and configuration to training, change management and ongoing support.

<h2>Discover data &amp; analytics insights</h2>

<h1>Vision. A powerful, personalized data ecosystem.</h1>Vision is powerful. A dataset built from your own workforce data and that of thousands of global suppliers’ integral performance data, past and present.

We are excited to announce that Guidant Global has been shortlisted as a finalist in the Client Service category for the <a href="https://aus.tiara.talint.co.uk/finalists-2024/" target="_blank" rel="noopener">2024 Tiara Awards ANZ</a>! This esteemed recognition highlights businesses that excel in delivering outstanding client service, surpassing client expectations.
At Guidant Global, our commitment to providing agile, tailored workforce management solutions helps companies achieve new levels of workforce quality, cost savings, compliance and efficiency. This nomination is a testament to the hard work and dedication of our entire team, whose efforts have resulted in a 100% client retention rate in APAC.
Kelly-Ann Lynch, our Managing Director, shared, "At Guidant Global, our success is built on a foundation of exceptional client service and we&rsquo;re able to consistently deliver that thanks to the unwavering dedication of our team.&rdquo;
We extend our congratulations to all the finalists and look forward to celebrating with our peers and friends at the awards ceremony on 21st November in Sydney. Wish us luck and stay tuned for the announcement of the winners on the <a href="https://aus.tiara.talint.co.uk/" target="_blank" rel="noopener">Tiara ANZ Awards website</a>.

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Black History Month, observed in February in the US and October in the UK, honors the significant contributions of Black individuals and communities. For employers, celebrating Black History Month promotes diversity, inclusion, and cultural understanding. Here&rsquo;s why it should be integrated into organizational culture.&nbsp;
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Promoting Diversity and Inclusion&nbsp;&nbsp;
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Celebrating the achievements of Black individuals shows that the organization values employees from all backgrounds. This recognition fosters respect and appreciation for diverse experiences and perspectives.&nbsp;
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Diversity and inclusion are essential for a successful workplace. Research shows that diverse teams are more creative, productive, and better at problem-solving. Celebrating Black History Month reinforces these principles and supports a culture of inclusion.&nbsp;
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Education and Awareness&nbsp;
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Black History Month is a valuable time for employers to educate staff about the contributions of Black individuals. Many may not realize the impact of Black leaders, scientists, artists, and activists. Through events, workshops, and discussions, employers can bridge these knowledge gaps and enhance cultural understanding.&nbsp;
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Education combats prejudice and discrimination. When employees learn about the struggles and achievements of Black communities, they are more likely to empathize with colleagues and challenge stereotypes. This awareness fosters a more supportive work environment.&nbsp;
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Creating a Sense of Belonging&nbsp;
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Celebrating Black heritage at work boosts morale, engagement, and retention by fostering belonging. It shows employees their identity is valued, leading to motivation and commitment. Acknowledging Black History Month builds a supportive community, enhancing job satisfaction and workplace culture.&nbsp;
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Reflecting on Organizational Values&nbsp;
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Marking Black History Month gives employers the chance to reflect on their organizational values and assess how well they are being upheld. It provides an opportunity to evaluate the company's diversity and inclusion initiatives and identify areas for improvement.&nbsp;
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By taking the time to celebrate Black History Month, employers can demonstrate their commitment to continuous learning and growth. It shows that the organization is dedicated to creating a workplace where everyone is treated with dignity and respect, and where diversity is celebrated.&nbsp;
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Stronger Community Relationships&nbsp;
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Celebrating Black History Month can also help employers build stronger relationships with the broader community. By partnering with local Black-owned businesses, community organizations, and cultural institutions, employers can support and uplift the community in meaningful ways.&nbsp;
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These partnerships can lead to mutually beneficial relationships and create opportunities for collaboration and innovation. They also demonstrate the organization's commitment to being an active and responsible member of the community.&nbsp;
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Employers who take the time to mark and celebrate Black History Month are not only honoring the contributions of Black individuals but also creating a more inclusive, informed, and accepting workplace. It should be seen as an investment in the future of an organization and a commitment to social justice and equality.&nbsp;
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<a class="Hyperlink SCXW252701668 BCX0" href="https://www.guidantglobal.com/about/diversity-and-inclusion" target="_blank" rel="noreferrer noopener">Find out more about how Guidant Global are taking the lead within the recruitment industry for diverse and inclusive workforce strategies.</a> &nbsp;
</div>

Under a proposed overhaul of UK workers' rights, more individuals will become eligible for statutory sick pay, parental and bereavement leave, and enhanced protections regarding unfair dismissal.&nbsp;
Most of the <a href="https://www.gov.uk/government/news/government-unveils-most-significant-reforms-to-employment-rights">proposed changes</a> are scheduled to take effect in two years following a consultation period, but we recognize the challenges this will pose for organizations today, understanding the changes, the impact they will have, and what actions need to be taken to comply with the new legislation and mitigate any risks.&nbsp;
The government characterized the bill as "the biggest upgrade to rights at work for a generation," aiming to balance worker and business interests, with several details still under discussion.&nbsp;
Ministers have indicated that this change would impact approximately nine million workers who have been employed by their current employer for less than two years.
<h4>What will change?&nbsp;</h4>
<ul>
<li>Flexible working: Employers must consider all flexible working requests from the first day and grant them unless they can demonstrate it is unreasonable.</li>
<li>Statutory sick pay (SSP) with lower earning threshold: Employees will be eligible for SSP starting from the first day of illness, instead of from the fourth day. Additionally, workers currently earning under &pound;123 weekly, who are ineligible for SSP, will see this restriction lifted, introducing a reduced sick pay rate for lower earners.</li>
<li>Paternity leave and unpaid parental leave: Eligibility for paternity leave will begin from the first day of employment, rather than at 26 weeks (about 6 months). Unpaid parental leave will be available from day one of employment, instead of after a year.</li>
<li>Unpaid bereavement leave: This will become a right for workers from day one of employment.</li>
<li>Unfair dismissal protections: Removal of the current two-year qualifying period for unfair dismissal protections. However, there will be a proposed nine-month probation period during which workers could be dismissed without a full process.</li>
<li>Zero contract hour regulations: Employers must provide workers with a guaranteed-hours contract reflecting hours worked over a 12-week span. Zero-hour contract workers should also expect "reasonable" notice of any shift changes and to be compensated for cancelled or reduced shifts.&nbsp;</li>
</ul>
"Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow," said Deputy Prime Minister Angela Rayner.&nbsp;
"We&rsquo;re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain."&nbsp;
Approximately 30,000 fathers or partners will qualify for paternity leave due to this change, and 1.5 million parents will gain the right to unpaid leave from the first day.&nbsp;
<h4>Find out more in upcoming webinar&nbsp;</h4>
Join an upcoming joint webinar with Impellam UK and DWF (UK and Ireland) on employment law changes under the new Labour government. It will cover the key upcoming changes and how employers can prepare for the future.&nbsp;
<a href="https://dwfgroup.com/en/news-and-insights/events/what-does-a-new-labour-government-mean-for-employment-law">Sign up to attend&nbsp;</a>
We're committed to partnering with organizations to help them always stay ahead of legislative changes, to protect their businesses from risk.
For more information on maximizing efficiency whilst ensuring your organization follows worker rights legislation for your contingent workforce &ndash; both now and in the future -&nbsp;<a href="https://www.guidantglobal.com/contact">contact us.&nbsp;&nbsp;</a>
&nbsp;

<a href="https://www.impellam.com/">Impellam Group</a>, powered by Guidant Global, Lorien and Comensura, today announced Leader status in two key Everest Group PEAK Matrix&reg; categories:
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<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Contingent Workforce Management (CWM)/Managed Service Providers (MSP)</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Services Procurement/Statement of Work (SOW)</li>
</ul>
Impellam Group is one of only five companies globally to have been named a Leader in both categories.
Contingent Workforce Management/Managed Service Providers
&ldquo;In a highly competitive MSP market, we are proud that Impellam has maintained Leader status for a third consecutive year,&rdquo; commented Simon Blockley, CEO Impellam UK &amp; Europe. &ldquo;Our rich experience, customer-centric approach and diversified portfolio, combined with extensive investments in our people and technology, enable us to consistently meet and exceed the demands of our customers in an ever-changing world &ndash; futureproofing their businesses with the mission critical talent of tomorrow.&rdquo;
"Impellam Group continues to enhance its global talent solutions, which will be further bolstered following its recent collaboration with HeadFirst Group," says Krishna Charan, Vice President at Everest Group. "Its strategic investments in technology, direct sourcing, and automation, supplemented by its ongoing proprietary VMS and analytics enhancements, helped Impellam Group cement its position as a Leader in Everest Group&rsquo;s 2024 Contingent Workforce Management (CWM) / Managed Service Provider (MSP) PEAK Matrix&reg; Assessments."
Services Procurement/Statement of Work (SOW)
&ldquo;At Impellam we function as an extension of our customers&rsquo; Procurement teams, providing operational best practice guidance and real-time data-led insights, giving access to the expertise needed to deliver transformational value through our services procurement solutions.&rdquo; ​commented Claire Marsh, CEO Impellam North America. &ldquo;We are thrilled to have been recognised as Leaders in services procurement and continue to develop our service offering to ensure we are always helping our customers build better businesses.&rdquo;
&ldquo;Impellam Group&rsquo;s experience in managing both procure-to-pay and strategic source-to-contract processes of services procurement has solidified its position as a Leader in Everest Group&rsquo;s Services Procurement / SOW PEAK Matrix&reg; 2024," says Krishna Charan, Vice President at Everest Group. "Through dedicated investments in SOW analytics, proprietary VMS capabilities, and establishing a Centre of Excellence for SOW management, Impellam Group continues to cater to varied client needs.&rdquo;
About the Everest Peak Matrix&reg; 2024
The <a href="https://www.everestgrp.com/">Everest Group </a>PEAK Matrix&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).

The energy sector is one of the most vital and dynamic industries in the UK, providing essential services and contributing to the economy and the environment. As of the second quarter of 2024, there were approximately <a href="https://www.statista.com/statistics/1386991/uk-mining-energy-and-water-supply-workforce-by-gender/#:~:text=As%20of%20the%20first%20quarter%20of%202024%2C,to%201st%20quarter%202024%2C%20by%20gender%20(in">561,000 people employed in the mining, energy and water supply sector in the UK.</a> &nbsp;
However, the sector is also facing a serious challenge: a growing skills gap that threatens to undermine its future performance and competitiveness.&nbsp;
A key post-election legislative commitment in the UK is the introduction of Great British Energy (GB Energy), a publicly owned clean power company, due to be headquartered in Scotland. &nbsp;
The project's goal is to accelerate investment in renewable energy, with a focus on offshore wind. With &pound;8.3 billion allocated for the current parliamentary term, GB Energy is set to work alongside industry and trade unions to co-invest in advanced technologies, back capital-heavy ventures, and develop local energy initiatives for the benefit of communities across the country.&nbsp;
This will add to existing known pressures for organizations in the UK energy sector. Even before this announcement, a report by the Energy and Utilities Skills Partnership, the UK energy sector will need to fill <a href="https://www.fenews.co.uk/skills/uk-government-must-prioritise-energy-and-utilities-skills-if-it-is-to-meet-ambitious-net-zero-targets/">277,000 vacancies by 2030, </a>which is equivalent to 50% of the current workforce. &nbsp;
The report identifies 4 key factors that contribute to this skills shortage:&nbsp;
<ol>
<li>An ageing workforce: About <a href="https://www.ecitb.org.uk/news/ageing-oil-and-gas-workforce-presents-net-zero-challenge/#:~:text=As%20with%20the%20wider%20engineering,are%20over%2050%20(35%25).">a third of employees in the energy sector are over 50 </a>and many of them are expected to retire in the next decade.</li>
<li>A lack of gender diversity: Despite making up 39% of the global labor force, <a href="https://www.iea.org/topics/energy-and-gender">women only account for 16% of the traditional energy sector</a>. This limits the pool of talent and perspectives that the sector can draw from.</li>
<li>A skills mismatch: The energy sector is undergoing a rapid transformation, driven by innovation in technology, new and upcoming environmental regulations, and customer demand. This requires new skills and competencies that are not always available or aligned with the existing workforce.</li>
<li>A low attractiveness: The energy sector suffers from a low public awareness and perception, which affects its ability to attract and retain young and diverse talent. &nbsp;</li>
</ol>
These factors make the UK more vulnerable to the skills shortage than other countries, as it has a smaller and increasingly older population, a higher reliance on imported energy, and a stalling reputation internationally for innovation in energy and meeting environmental targets due in part to greater uncertainty in the UK&rsquo;s economic and political situation. The skills shortage could have serious consequences for the UK, such as higher energy costs, lower quality of service, reduced innovation and competitiveness, and increased carbon emissions.&nbsp;
Therefore, it is imperative that organizations in the UK energy sector take urgent and coordinated action to address the skills gap and ensure its long-term sustainability and success. &nbsp;
One way in which leading energy sector organizations are achieving this is to pivot their sourcing strategy to be more proactive vs. reactive.&nbsp;
For one energy sector organization, we developed a new initiative for proactive direct sourcing, focusing on high volume and repeatable roles. By building an interactive talent community of engaged future candidates and using AI search and match functionality, candidates were easily identified, attracted and selected for new roles as they came up without the need to go out to market. &nbsp;
Shifting the attraction strategy to utilize the talent community and increase the level of direct sourcing, has provided cost savings for the organization of over &pound;120k, and reduced the level of attrition. &nbsp;
UK Energy, Renewables, Oil and Gas: Talent Challenges Report 2024&nbsp;
If you want to learn more about what it takes to differentiate from the competition, Guidant Global&rsquo;s new report covers the &lsquo;people based&rsquo; challenges that the sector is facing and provides key recommendations and best practices for energy organizations to optimize their workforce management and talent acquisition strategies.&nbsp;
Access your copy to discover:&nbsp;
<ul>
<li>An overview of the main challenges and opportunities facing the sector in 2024</li>
<li>How to achieve a sustainable workforce of quality talent</li>
<li>How to recruit key skills for our hard-to-fill and business-critical roles &nbsp;</li>
<li>Cost reduction strategies without compromising quality</li>
<li>How strategic partnerships can future proof your energy sector workforce&nbsp;</li>
</ul>
<a href="https://www.guidantglobal.com/gated-content/uk-energy-talent-challenges-report-2024">Download your copy of the UK Energy Intelligence Report 2024 today and discover how you can transform your talent strategy and achieve a competitive edge in the UK energy sector&nbsp;</a>

We&rsquo;re thrilled to share Guidant Global has been named a finalist in the Client Service category in the 2024 APSCo Australia Awards for Excellence!
The APSCo Australia Client Service Award recognises businesses that have delivered exceptional client service, going above and beyond the expectations of clients. At Guidant Global, we pride ourselves on delivering exceptional client service by offering tailored workforce management solutions to help companies find the best contingent and permanent talent.
This recognition is a testament to the diligence of the entire Guidant Global team, whose hard work supports our customers with our best-in-class program model proven by our 100% client retention rate in APAC.
Managing Director APAC, Kelly-Ann Lynch expressed, &ldquo;Our commitment to client service is deeply embedded in Guidant Global&rsquo;s culture and operations, and we owe our success to each and every one of our dedicated team members who uphold these values day in and day out.&rdquo;
Congratulations to all the other finalists, we look forward to celebrating with our peers and friends at the awards ceremony on 17th October. Wish us luck and stay tuned for winners to be announced on the <a href="https://www.apscoau.org/how-enter-awards-excellence" target="_blank" rel="noopener">APSCo Australia website</a>.

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We are excited to announce that Impellam Group has been awarded a Silver Award from the Armed Forces Covenant, acknowledging the hard work our team put into making sure that we provide a nurturing workplace for both veterans, and reserves who are still in service, as well as their families.&nbsp;
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IM Military, Impellam&rsquo;s dedicated employee-led Business Resource Group for veterans, organized the initial signing of the Armed Forces Covenant. This commitment enabled us to demonstrate our ongoing support for veterans and reservists both internally and for our clients across various sectors.&nbsp;
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At Guidant Global, powered by Impellam Group, our inclusive culture based on trust is key to our success. We embrace diversity both within our organization and beyond, ensuring everyone feels accepted without judgement, regardless of their background or beliefs. We aim to further these initiatives and enhance our support for those from the defense sector.&nbsp;
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<h3 class="Paragraph SCXW85505039 BCX0">What is the Armed Force Covenant?&nbsp;</h3>
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In essence, it is a commitment from the company to guarantee that individuals who serve or have served in the military, as well as their families (collectively referred to as the armed forces community), receive fair treatment.&nbsp;
</div>
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By signing the covenant, a business pledges to support the armed forces community and acknowledges the significant contributions of service members, veterans, and military families to the organization and its communities.&nbsp;
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The Armed Forces Covenant currently has signatories from a range of sectors including global corporations, NHS trusts, charities, schools and universities, police forces, and SMEs. For all these businesses, it is a commitment to making sure that no member of the armed forces community suffers a commercial disadvantage because of their service.&nbsp;
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Direct sourcing has emerged as a key development in the world of work and talent management, primarily because it offers a reduction in costs vs traditional supply chain, greater control over recruitment and hiring processes, and leverages a company&rsquo;s employer value proposition or EVP to attract top-quality candidates.&nbsp;
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Guidant Global is excited to sponsor the latest Direct Sourcing research study by Ardent Partners and the Future of Work Exchange, Direct Sourcing 2024: The Rise of Direct Sourcing. This new thought leadership report explores the evolution of direct sourcing and provides a modern blueprint for those organizations that want to begin, enhance, and/or optimize their strategies.
</div>
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The research eBook covers:&nbsp;
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<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
A modern-day definition of direct sourcing and and what it specifically entails from the service, solution, and technology perspectives&nbsp;
</li>
</ul>
</div>
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<ul class="BulletListStyle1 SCXW211089840 BCX0" role="list">
<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">
The connection between direct sourcing and sustainable talent&nbsp;
</li>
</ul>
</div>
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<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">
The driving factors behind best-in-class direct sourcing programs&nbsp;
</li>
</ul>
</div>
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<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">
The influence of AI on and within direct sourcing initiatives&nbsp;
</li>
</ul>
</div>
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<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">
How &ldquo;experience-led&rdquo; strategies, particularly around the candidate and hiring manager experiences, shape direct sourcing strategies&nbsp;
</li>
</ul>
</div>
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<li class="OutlineElement Ltr SCXW211089840 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="6" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="6" data-aria-level="1">
The &ldquo;fluidity&rdquo; of direct sourcing in the future&nbsp;
</li>
</ul>
</div>
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<h2 class="Paragraph SCXW211089840 BCX0">Download the new eBook today using the form opposite&nbsp;</h2>
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Pre-register to get early-access to Direct Sourcing Revolution market research eBook from Ardent Partners, sponsored by Guidant Global.&nbsp;
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What is the Future of Direct Sourcing?&nbsp;
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Direct sourcing has become one of the globe&rsquo;s hottest talent strategies due to its multifaceted array of benefits. As organizations seek to spark skills-based hiring, catalyze recruitment efficiencies, and develop a sustainable set of talent-oriented hiring processes, direct sourcing remains a critical approach that blends a variety of next-generation solutions and technology to achieve success.&nbsp;
</div>
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Ardent Partners and the Future of Work Exchange, building on their groundbreaking direct sourcing research, have set an August release for their upcoming Direct Sourcing Revolution market research eBook. Want early access? Pre-register for the report today and be the first to get the latest research findings.&nbsp;&nbsp;
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The upcoming research eBook will address:&nbsp;
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<li class="OutlineElement Ltr SCXW116645389 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
How direct sourcing is actively transforming the ways organizations develop new hiring strategies&nbsp;
</li>
</ul>
</div>
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<ul class="BulletListStyle1 SCXW116645389 BCX0" role="list">
<li class="OutlineElement Ltr SCXW116645389 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">
Why direct sourcing has many attributes beyond &ldquo;talent communities&rdquo; (and how businesses can optimize these networks)&nbsp;
</li>
</ul>
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How today&rsquo;s workforce solutions and next-generation technology are paving the way for skills-based hiring, AI-fueled job matching, and dynamic candidate experiences&nbsp;
</li>
</ul>
</div>
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<li class="OutlineElement Ltr SCXW116645389 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">
Why direct sourcing in 2024 is amped for a talent-led revolution&nbsp;
</li>
</ul>
</div>

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<div class="OutlineElement Ltr SCXW155545825 BCX0">Finding and keeping the best talent will be a key challenge for the energy sector to meet the &lsquo;650,000 new high-quality jobs&rsquo; pledged in the Labour manifesto to meet the new governments &ldquo;Clean Energy by 2030&rdquo; mission.&nbsp;</div>
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This report covers challenges the UK Energy sector is facing and provides recommendations and best practices for energy organisations to optimise their workforce management and talent acquisition strategies, to overcome the skills gap, increase diversity, find quality and hard-to-fill talent, and boost productivity and innovation.&nbsp;
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Turn challenge into opportunity by discovering:&nbsp;
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<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
An overview of the main challenges and opportunities facing the sector in 2024&nbsp;
</li>
<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">
How to achieve a sustainable workforce of quality talent&nbsp;
</li>
<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">
How to recruit key skills for our hard-to-fill and business-critical roles&nbsp;&nbsp;&nbsp;&nbsp;
</li>
<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">
Cost reduction strategies without compromising quality&nbsp;
</li>
<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">
How strategic partnerships can future proof your energy sector workforce&nbsp;
</li>
</ul>
</div>
</div>
</div>
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Download your copy of the UK Energy, Renewables, Oil and Gas: Talent Challenges Report 2024 today and discover how you can transform your talent strategy and achieve a competitive edge in the UK energy sector.
</div>
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<h2 class="Paragraph SCXW155545825 BCX0">&nbsp;</h2>
<h2 class="Paragraph SCXW155545825 BCX0">Fill in the form to access your copy&nbsp;&nbsp;</h2>
</div>
</div>

<h3>What&rsquo;s changing with the Fair Work Legislations amendments?</h3>
Since December 2023, amendments to Australia's Fair Work Act have been introduced, aimed at enhancing workplace fairness and closing loopholes. In 2024, there are several changes the amendments are going to bring forward, including:
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<td>
<ul>
<li>Criminalising wage theft</li>
<li>Regulating labour hire agreements</li>
<li>New protections for delegates</li>
<li>Industrial manslaughter (plus increased penalties for other offences)</li>
<li>Right of entry to assist health and safety representatives</li>
<li>Definition of Employment</li>
<li>Changes to Penalty amounts</li>
</ul>
</td>
<td>
<ul>
<li>Casual Employment</li>
<li>Gig Economy</li>
<li>Unfair Contract terms</li>
<li>Right to Disconnect</li>
<li>Redundancy</li>
<li>Increased Protection Against Discrimination&nbsp;</li>
</ul>
</td>
</tr>
</tbody>
</table>
<h3>&nbsp;</h3>
<h3>When does it come into effect?</h3>
1 July
<ul>
<li>Workplace delegates rights terms for employees in modern awards, workplace determinations and enterprise agreements</li>
<li>Exemption certificates for entry to investigate suspected underpayment&nbsp;</li>
</ul>
26 August
<ul>
<li>Changes to definition of casual employee and pathway to full-time and part-time employment</li>
<li>Right to disconnect</li>
<li>Provisions for &lsquo;employee-like&rsquo; workers and the road transport industry</li>
<li>Collective agreements and workplace delegates rights for regulated workers</li>
<li>Determining whether a relationship is employment</li>
<li>Independent contractor &lsquo;unfair contracts&rsquo; disputes</li>
</ul>
1 November
<ul>
<li>Regulated labour hire arrangement orders can commence operation.</li>
</ul>
&nbsp;
<h3>Two key pieces of this legislation pertaining to contingent workers</h3>
1. Same Job Same Pay &ndash; labour hire
Under the legislative amendments, labour hire employees must be paid at least the minimum wage, or the &lsquo;protected rate of pay&rsquo;, which is the same rate they would receive if working directly for their &lsquo;host employer&rsquo; or in a public sector, doing the same job.
The fundamental principle of the amendment is equal pay for equal work, which dictates that employers need to guarantee that labour hire employees receive equal pay to their permanent colleagues for equivalent tasks.
2. Casual Employment
The definition of casual employment will be amended to ensure that the entire relationship is considered (as opposed to just the written contract).&nbsp; The Bill also introduces a new right for a casual employee to request a conversion to more permanent employment after 6 months (or 12 months for small business employers). This replaces the existing regime where the predominant onus is on the employer to offer conversion to permanent employment to qualifying employees.
Many of these workers are hired through recruitment agencies that do not provide transparency regarding individual worker pay or tenure. Organisations will benefit from implementing a robust system to ensure compliance with this legislation.
<h3>&nbsp;</h3>
<h3>What can you do to help mitigate risk?</h3>
To start, investigate what data your organisation has in place to report on rates of pay and tenure of your employees.
Companies in countries like the UK and USA, where such legislation is currently in effect, have already turned to Managed Service Providers (MSPs) to oversee their contingent workforce and ensure full compliance.
Here's how our MSP solution can assist you:
<ol>
<li>Provide Clear Guidelines and Templates with Full Visibility &amp; Reporting</li>
<li>Regular Compliance Audits and Monitoring with Expert Risk Mitigation</li>
<li>Proactive Communication and Education with Ongoing Support&nbsp;</li>
</ol>
If you are interested in learning how our MSP solution can help your organisation comply with this legislation and protect against its ramifications, please <a href="https://www.guidantglobal.com/contact/">get in touch</a>.
<a class="primaryBtn" style="color: #ffffff;" href="https://www.guidantglobal.com/contact/">Contact us</a>
&nbsp;
This update is comment of a general nature only. It is not, nor is it intended to be, advice (whether legal or otherwise) on any specific professional matter. The accuracy and/or effectiveness of any professional advice will depend on the particular circumstances of the relevant case. Neither Impellam Group, any of its entities or any individual author of or contributor to this update accepts any responsibility whatsoever for your reliance on this update. To understand how these changes may affect you or your business, we recommend that you consult your professional adviser.

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Are you aware of the potential implications of the amendments to Australia's Fair Work Act Closing Loopholes Legislation for your organisation?
Any business employing a significant number of contingent workers under various arrangements in Australia should be aware of the full details and be prepared to take steps towards mitigating any risk.
<a style="color: #e1235f;" href="https://vimeo.com/1015028405" target="_blank" rel="noopener">Watch our webinar recording</a> to understand what the Closing Loopholes legislation means for contingent workforce management in Australia.

Guidant Global, powered by Impellam Group, has appointed Kelly-Ann Lynch to deliver strategic and commercial leadership of the rapidly expanding workforce solutions provider in APAC. Lynch has been pivotal in the growth of Guidant Global in the region, working closely with customers to truly understand their needs and building an expert, agile team to deliver leading edge workforce solutions.
Lynch takes the helm at an exciting time for the business, with its focus on expansion and delivering superior governance, control and service excellence to its contingent and permanent workforce solutions and services procurement customers.
Mark Coyle, CEO, APAC, Impellam Group commented, &ldquo;We are thrilled to appoint Kelly-Ann to lead Guidant Global in APAC. Kelly-Ann has proven experience building a high-performing, people-centric business and in her six years with Impellam Group APAC, she has played a central role in our growth and success. I am delighted she is leading Guidant through this next stage of ambitious growth.&rdquo;
Commenting on her new role, Lynch said, &ldquo;I am excited to lead Guidant Global and its incredible team of people to new heights in the APAC region. Guidant&rsquo;s people-centric approach to workforce solutions places us in a unique position to deliver forward-thinking solutions that anticipate the needs of our customers and provide exceptional experiences. As Managing Director, I am looking forward to solidifying partnerships and building new ones with our customers, technology providers and suppliers to drive value through our services.&rdquo;
Lynch brings over 25 years&rsquo; experience and a wealth of knowledge to the role from her successful career leading MSP and Talent Delivery businesses.

Kelly-Ann Lynch to steer continued growth of workforce solutions across the APAC region.

<h2>This first guide in our series on MSP will give you the full picture of a first-generation MSP solution, so you can not only learn everything there is to know about MSP, but ultimately, make the best decision for you and your business.</h2>
<h3>&nbsp;</h3>
<h3>Download our guide to learn:</h3>
<ul>
<li>What an MSP solution really means for your business</li>
<li>Why more businesses are embracing MSP</li>
<li>How the rise of temporary and contingent workers is changing the world of work</li>
<li>How to build a successful business case for MSP</li>
<li>How to successfully choose an MSP partner that aligns with your company culture</li>
</ul>
<h3>&nbsp;</h3>
<h3>Download our guide by completing the form opposite&nbsp;</h3>
&nbsp;
We have entered a new age&nbsp; The rise of flexible talent is difficult to ignore for businesses across the globe. As a result of global skills shortages, digital disruption, economic uncertainty, and a desire for flexible work among new generations entering our workforce, temporary and contracted talent is no longer a supplement to a business&rsquo; fixed, permanent workforce. Instead, contingent workers have a stronger foothold within businesses, and in many cases, are driving real organisational change.
According to Deloitte&rsquo;s Global Human capital trends report:
<ul>
<li>42% of 11,000 respondents reported their business was primarily made up of permanent employees</li>
<li>50% were using a significant number of contracted workers</li>
<li>23% were using a significant number of freelancers</li>
<li>13% of businesses using a significant amount of gig workers</li>
</ul>
The rapid rise of flexible talent is massively beneficial to businesses. But this trend also adds complexity, especially as large organisations engage talent across multiple functions.&nbsp;
The Rapid rise of the MSP market&nbsp; The rise of the contingent workforce has mirrored the maturity of the MSP market, with further growth expected as businesses become more flexible.&nbsp;
Globally, businesses from every sector &mdash; from retail to pharmaceuticals &mdash; are partnering with an MSP to manage their expanding contingent workforce. To remain competitive, engaging with an MSP should be a major discussion point for any organisation utilising contingent talent.
To find out more why an increasing number of businesses are opting to work with an MSP download our guide. &nbsp;
Delivering big benefits for businesses As with any key strategic investment, deciding whether to partner with a managed service provider should not be a decision taken lightly. For it to be worthwhile, it needs to provide a business with measurable impact.
Considering an MSP?
To find out whether an MSP solution is best for your business download our in-depth guide by filling in the form opposite.&nbsp;

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Internships are a common way for students and graduates to gain valuable work experience and skills in their chosen field. But internships are not only beneficial to the interns themselves, but they also bring many advantages to the organizations which offer them.&nbsp;&nbsp;
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Guidant Global have been working with a global energy supplier based in the US, providing micro-internships for students and graduates, often from historically black colleges and universities. The feedback from the client has been incredibly positive.&nbsp;
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&ldquo;We are thoroughly enjoying our experience with the Guidant Global Intern Program. We are hoping to expand and request additional interns in the near term. Thank you for bringing this opportunity to us!&rdquo;&nbsp;
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4 Benefits of Internships to Businesses<span class="EOP SCXW2910663 BCX0" data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;201341983&quot;:0,&quot;335559738&quot;:360,&quot;335559739&quot;:80,&quot;335559740&quot;:279}">&nbsp;
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Interns bring fresh perspectives and ideas. They can offer a different point of view and a creative approach to solving problems and improving processes. They can also bring new skills and knowledge that can complement your existing team and enhance your products or services. 
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Interns increase productivity and efficiency. Interns can help you with tasks and projects that might otherwise be neglected or postponed due to lack of time or resources. They can also free up your staff to focus on more strategic, specialist or complex tasks, increasing staff ROI, productivity and efficiency to the organization. &nbsp;
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Interns boost your employer brand and EVP (Employer Value Proposition). They can serve as ambassadors for your brand, culture and values, both during and after their internship. By offering internships, you demonstrate your commitment to social responsibility and education, enhancing your employer reputation. 
</li>
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Interns are potential future employees. Interns can be a major source of talent for your future hiring needs. By offering internships, you can test and train potential candidates for your company, reducing the risk and cost of hiring mistakes. You can also build a pipeline of qualified and loyal talent that can fill your vacancies faster and easier.&nbsp;
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Why should businesses offer internships?&nbsp;
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Internships are not only a win-win situation for the interns and the businesses, but they are also a smart and strategic investment for your company's growth and success.&nbsp;&nbsp;
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By offering internships, you can benefit from fresh perspectives and ideas, increased productivity, and efficiency, boosted employer brand and reputation, and pipelining potential future employees.&nbsp;&nbsp;
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Organizing internships with Guidant Global&nbsp;
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If you are interested in offering internships, <a class="Hyperlink SCXW2910663 BCX0" href="https://www.guidantglobal.com/contact/" target="_blank" rel="noreferrer noopener">contact us today</a> and we will help you find the best interns for your needs.&nbsp;
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Sitting Bucks Volleyball Club &ndash; sponsored by Guidant Global &ndash; has won the England Sitting Volleyball championship for the third year in a row following their recent success in the Cup competition for the second year.&nbsp;<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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Sitting Volleyball is volleyball where the court is smaller, the net is closer to the ground, and rules have been slightly adapted, making it suitable for players both with and without disabilities. The premium competition in England is the Sitting Volleyball Grand Prix.<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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A battle with close rivals South Hants resulted in a 3-1 outcome; this included a stirring come-back on the third set having been 5-15 down, winning 25-22. All 8 players in the squad contributed fully with Kev Tann being awarded Most Valuable Player.<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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This builds on the club&rsquo;s first foray into European competition in February when they played in the Bronze League in Slovenia. Led by club manager and founder Steve Smith and assisted by captain Mike Knight, Sitting Bucks have grown from a start-up development club in late 2018 to being the most dominant club in English Sitting Volleyball.&nbsp;<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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Sitting Volleyball is an inclusive sport where teams have players with and without disabilities; Sitting Bucks have four members who have lost limbs and represent Great Britain in the Men&rsquo;s and Women&rsquo;s teams.<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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&nbsp;In 2024, the Club gained Guidant Global as headline sponsor and the relationship is starting to blossom due to Guidant Global&rsquo;s strong focus on ED&amp;I. Sitting Bucks are committed to growing the sport within the disabled community and welcome Guidant Global&rsquo;s support in being able to publicize this more widely.<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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&ldquo;We are thrilled to be involved with such an inclusive sport where athletes with disabilities have the opportunity to compete at the highest level,&rdquo; states Simon Blockley, CEO,&nbsp;Impellam&nbsp;UK and Europe. &ldquo;We&rsquo;re pleased to see them continue to do so incredibly well and look forward to seeing their future successes moving forward.&rdquo;<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
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<a href="hhttps://www.guidantglobal.com/about/diversity-and-inclusion/"><span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;Find out more about how Guidant Global&rsquo;s are taking the lead within the recruitment industry for diverse and inclusive workforce strategies<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</a>
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<a class="Hyperlink SCXW66227073 BCX0" href="https://www.facebook.com/people/Sitting-Bucks-Volleyball-Club/61555582899044/" target="_blank" rel="noreferrer noopener">Follow Sitting Bucks on Facebook.</a><span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
<span class="EOP SCXW66227073 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}"><iframe title="YouTube video player" src="https://www.youtube.com/embed/lT0eSaO_gbc?si=uolEUHsP3DbRjHB-" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe>
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We are delighted to announce our new partnership with Beeline for their <a class="Hyperlink SCXW25239244 BCX0" href="https://www.beeline.com/solutions/professional" target="_blank" rel="noreferrer noopener">Beeline Professional</a> product.&nbsp;
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Beeline is a global leader in technology solutions for managing the extended workforce. Beeline Professional is designed for companies with mid-size contingent workforce programs and comes pre-configured with templates, workflows, dashboards and reports. The platform is modeled after best-in-class programs and gives mid-size companies the visibility they need for compliance validation as well as process, quality, and cost savings optimization.&nbsp;
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This partnership will enable Guidant Global and Impellam Group to offer&nbsp;our clients access to a VMS that is designed specifically for mid-size contingent workforce programs - helping companies gain control and visibility of their contingent workforce.&nbsp;&nbsp;
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Pam Beard, SVP Technology &amp; Project Management, Impellam says, &ldquo;It&rsquo;s exciting to see our relationship with Beeline expand into innovative product lines that create new opportunities for Impellam to grow our revenue in new market segments across our regions. Beeline Professional will allow us to move quickly during implementation and get to revenue faster than has been possible with Beeline&rsquo;s Enterprise VMS.&rdquo;&nbsp;&nbsp;
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&ldquo;Impellam Group&rsquo;s partnership with Beeline Professional is exciting as it not only validates what a great solution Beeline Professional is for mid-market organizations (and the MSPs and suppliers that serve them) but also shows the strength of the wider Impellam &ndash; Beeline partnership. Beeline looks forward to working with Impellam to activate Beeline Professional at our mutual clients.&rdquo; Brian Hoffmeyer, SVP Market Strategies, Beeline.&nbsp;
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For more information on Impellam: <a class="Hyperlink SCXW25239244 BCX0" href="http://www.impellam.com/" target="_blank" rel="noreferrer noopener">www.impellam.com</a>&nbsp;
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For more information on Beeline Professional: <a class="Hyperlink SCXW25239244 BCX0" href="https://www.beeline.com/solutions/professional" target="_blank" rel="noreferrer noopener">https://www.beeline.com/solutions/professional</a>&nbsp;
</div>
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Contact us <a class="Hyperlink SCXW25239244 BCX0" href="https://www.guidantglobal.com/contact/" target="_blank" rel="noreferrer noopener">here</a> to for an impartial discussion on which VMS platform would work best for your organization.&nbsp;&nbsp;
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Our latest podcast-style video, featuring Impellam Group&rsquo;s Global Marketing Director, Alexa Bradbury and Head of Talent Marketing, Adam Barratt, discuss how to leverage your employer brand and EVP to build an engaged talent community, and how Guidant Global&rsquo;s Advanced Direct Sourcing can help organisations do just that at speed and scale!&nbsp;
<iframe src="https://player.vimeo.com/video/922521660?h=e32c605400&amp;title=0&amp;amp;byline=0" width="800" height="500" allowfullscreen="allowfullscreen"></iframe>
The rapid pace of technological change and innovation has created a huge talent shortage and high demand for skills in many industries. Organizations are looking for workers who not only fill their immediate needs, but who can adapt to new tools, processes, and markets. Many are struggling to not only&nbsp;find talent&nbsp;but to retain it.&nbsp;&nbsp;
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<a class="Hyperlink SCXW177894010 BCX0" href="https://londonlovesbusiness.com/more-than-half-of-uk-business-are-struggling-to-find-staff/" target="_blank" rel="noreferrer noopener">More than half of businesses are finding recruitment more challenging in 2023 than they did in 2022</a>, and as a result, they are having to look at new ways to source the talent they need, without huge cost implications.&nbsp;
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Whilst organizations are looking for excellent quality talent, they are also looking for value for money. With the word &lsquo;recession&rsquo; all over the news, businesses are looking to be cautious and make savings wherever possible. <a class="Hyperlink SCXW177894010 BCX0" href="https://workplaceinsight.net/half-of-uk-businesses-expect-2024-to-be-easier-than-2023/" target="_blank" rel="noreferrer noopener">&lsquo;Improve efficiencies&rsquo; has become an increased priority for businesses in 2024 &ndash; with 55% reporting it as a key ambition.</a> &nbsp;
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Is it possible for businesses to have the best of both worlds? And if so, how?&nbsp;&nbsp;
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The video covers:&nbsp;&nbsp;
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<li class="OutlineElement Ltr SCXW177894010 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="11" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
The importance of storytelling to make you an employer of choice&nbsp;
</li>
<li class="OutlineElement Ltr SCXW177894010 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="11" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
What&rsquo;s the difference between a talent pool and a talent community?&nbsp;&nbsp;
</li>
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What are the benefits for a talent community?&nbsp;
</li>
<li class="OutlineElement Ltr SCXW177894010 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="11" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
The role of technology in building a talent community&nbsp;
</li>
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Top tips for getting started with building a talent community&nbsp;
</li>
</ul>
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LONDON, 21st&nbsp;MARCH 2024:&nbsp;HeadFirst Group and Impellam Group today announced that they have joined forces to become one of the world&rsquo;s leading STEM talent and Managed Service Providers with a distinctive HR tech platform for professionals. The expanded group has &euro;8 billion spend under management, 2,100 expert colleagues, and over 75,000 professionals serving customers across the globe.
This strategic step provides customers with a unique, truly global tech and talent solution to ensure they stay at the forefront of their industry. The deal has created an unparalleled force in digital, IT, data, life sciences, clinical and engineering talent and leaves the expanded group well-placed to drive market beating growth and to deliver increased value for colleagues, customers, professionals, suppliers, and shareholders.
Han Kolff, chairman of the Board, commented: "We are proud to have brought industry leaders HeadFirst and Impellam together. As well as vast geographic reach, our expanded group combines world-class expertise and market-leading tech, providing customers with mission critical talent, hereby creating a unique platform for growth in a growing market. I am confident HeadFirst and Impellam will power the next world of work together.&rdquo; Julia Robertson, CEO of Impellam and the enlarged group, said: &ldquo;We have an exciting future ahead of us. In a world where talent and tech must come together to build better businesses, we will collaborate to leverage the combined strength and capability of our market-leading brands, our people, and our distinctive technology. Our complementary cultures and our focus on our customers&rsquo; needs will ensure we deliver market leading, digitally enabled and differentiated solutions to our customers across the world.&rdquo;
Experienced team driving growth agenda&nbsp;
Leading the future success and growth of the combined business, the Board of the new group includes: Han Kolff, non-executive chairman, Julia Robertson, group CEO, Tim Briant, group CFO, Marion van Happen, CEO of HeadFirst Group, as well as non-executive directors and co-founders Koen Bekkering and Boyd Sleeman.
There will be no immediate changes to the day-to-day operations of Impellam Group and HeadFirst Group. Impellam and HeadFirst will continue to deliver industry-leading solutions to customers, suppliers and professionals.

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Guidant Global are pleased to announce we are now GOLD MSP partners with Workday VNDLY.&nbsp;&nbsp;
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<a class="Hyperlink SCXW210575554 BCX0" href="https://www.workday.com/en-gb/products/vndly-vms/overview.html" target="_blank" rel="noreferrer noopener">VNDLY</a> is a cloud-based <a class="Hyperlink SCXW210575554 BCX0" href="https://www.guidantglobal.com/news/whats-the-difference-between-vms-and-msp/" target="_blank" rel="noreferrer noopener">vendor management system</a> (VMS) that helps enterprises manage their contingent workforce. Workday utilizes AI (Artificial Intelligence) to create a system that connects everything, so organizations of any size can make quick and confident decisions, run smooth business and financial operations, and support their team to perform at their best.&nbsp;&nbsp;
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We are collaborating with VNDLY on everything from sales and marketing plans to execution and operations excellence, to deliver the best results for our customers. Guidant Global provides strategic services for managing contingent workers more efficiently in the flexible labor market. Our partnership approach, which is based on collaboration and transparency, enables our teams to create more value and innovation for our shared customers by working together.&nbsp;
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With three new clients already on board as a result of this partnership, the value it brings is clear to our customers and we look forward to discussing more opportunities going forward.&nbsp;&nbsp;
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&ldquo;We are proving with our new partnership that our best practices transfer across several industries and a broad range of organizations,&rdquo; states Andrew Erlichman, VP, Sales and Channel Partner Strategy at Guidant Global. &ldquo;Organizations from a wide range of sectors including biotech, waste management, insurance and automotive automation are able to realize the complete benefits of our joint MSP/VMS solutions.&rdquo;&nbsp;
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We marked this year&rsquo;s International Women&rsquo;s Day with events in the UK and North America, where the Guidant Global team and Impellam Group colleagues spoke about the challenges women and other minority groups can encounter at work, and how we can support more fair and inclusive workplaces and opportunities for everyone.&nbsp;
Impellam's IM Womxn Business Resource Group hosted a London event with guest speaker Lauren Neal, author of best-selling book 'Valued at Work'. Lauren shared the stage with Hoa Ngo, Managing Director at Comensura, Hayley Klaff, Director of Projects &ndash; STEM and Laura Browne, Client Services Manager at Guidant Global.&nbsp;
They discussed the question, &lsquo;Why do we need to inspire inclusion?&rsquo;&nbsp;
Lauren spoke about the bias and sexism she&rsquo;s faced in STEM settings while working on engineering projects, and said inclusion is about ensuring that everyone feels appreciated by having their voice and contribution acknowledged in the work environment: &ldquo;If we don&rsquo;t have an ability to have everybody take part and be valued for taking part, we&rsquo;re going to miss everything.&rdquo;&nbsp;
Hoa Ngo believes that fostering inclusion should be a daily practice that we can each embody in how we communicate with our colleagues and express appreciation for others. She stated that there have been men who have been supportive and encouraging to her throughout her career and urged more men to support their female colleagues and &lsquo;open the door.&rsquo;&nbsp;
This was a point of view shared by Hayley Klaff: &ldquo;Everyone has a part to play in this. It&rsquo;s important that people feel they&rsquo;ve got an opportunity to contribute, and their voices will be heard &ndash; this is why we ensure that we&rsquo;ve got an inclusive environment [at Impellam].&rdquo;&nbsp;
The panel also talked about the problems with companies that just check boxes to meet Equality, Diversity and Inclusion recruitment goals, instead of thinking about why they want to hire women and people from other overlooked groups.&nbsp;
Claire Marsh, CEO, Impellam North America, hosted a panel event in Atlanta, Georgia, with Jillian Montgomery, HR Business Partner, Danielle Keane, Senior Director - VMS Implementations, Impellam, Lizzie Verbeek, P&amp;D Business Partner, Impellam, Briana Moglia Boyajian, Principle Mobile Recruiter, Lorien, Jillian Montgomery, HR Business Partner, Impellam and guest Kahlila Alexander, Associate Director and Diversity Advocate, Kimberly Clark.&nbsp;
The panel explored ways to collaborate as coaches, mentors, allies, and sponsors to build more fair workplaces and offer equal opportunities for everyone. They also talked about spreading the word on what you know by telling your story to others to 'put yourself out there.&rsquo;&nbsp;
One idea that resonated with many was 'The Platinum Rule'. This is treating others the way they want to be treated, over and above treating others how you would like to be treated (the &lsquo;Golden Rule&rsquo;). As Claire said: &ldquo;[Adopting] this approach allows us to build more effective relationships and recognize the unique strengths that everyone brings to the table.&rdquo;&nbsp;
Inspiring Women in Leadership&nbsp;
We work with companies across the world with women in leadership inspiring inclusion. For more on some of their thoughts and insights, click on the links below:&nbsp;
<a href="https://www.guidantglobal.com/news/inspire-inclusion-interviews-clare-lewis/">Clare Lewis - Recruitment Lead, Europe and Global Recruitment Lead Risk &amp; Broking at WTW&nbsp;</a>
<a href="https://www.guidantglobal.com/news/inspire-inclusion-interviews-sharon-doyle/">Sharon Doyle - Chief Product Officer at Deem, Travelport&nbsp;</a>
<a href="https://www.guidantglobal.com/news/inspire-inclusion-interviews-cheri-vander-moren/">Cheri Vander Moren &ndash; Lead Indirect Sourcing Manager at Amway&nbsp;</a>
<a href="https://www.guidantglobal.com/news/inspire-inclusion-interview-laura-loader/">Laura Loader - Services Director at Burberry</a>
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Tell us a little bit about yourself.&nbsp;
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Hi, I&rsquo;m Laura Loader, Services Director at Burberry. I lead a global team responsible for strategic procurement of indirect services. It is my fifth year in role at Burberry and I previously worked at British Gas and John Lewis Partnership.&nbsp;
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What is your proudest achievement?<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559739&quot;:240,&quot;335559740&quot;:279,&quot;469777462&quot;:[720],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}">&nbsp;
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Not one moment, but most fulfilling is seeing someone you manage or mentor thriving and realizing their potential.&nbsp;<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;
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This year the theme of IWD is #InspireInclusion. What does this mean to you?<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279,&quot;469777462&quot;:[720],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}">&nbsp;
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As a leader it&rsquo;s about creating space to hear all voices. This makes work and life so much more interesting and provides different perspectives that enrich projects or help solve problems. This is a fundamental part of our team&rsquo;s role as business partners. Our work involves understanding business needs and identifying solutions that can deliver the best possible outcome and value.&nbsp;
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Which women inspire you the most? Or if you could have dinner with one inspirational woman, who would it be and why?<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279,&quot;469777462&quot;:[720],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}">&nbsp;
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Glennon Doyle, the author of Untamed &ndash; a highly recommended read!&nbsp;
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What is the most valuable piece of advice that you could give other women?&nbsp;
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If you ever hear a little voice in your head that tells you, &ldquo;you&rsquo;re not good enough&rdquo; or &ldquo;you can&rsquo;t do that,&rdquo; remind the little voice it is not paying rent and needs to vacate the property.&nbsp;
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Have you faced any barriers in your career, if so, how did you overcome them?<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279,&quot;469777462&quot;:[720],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}">&nbsp;
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My mum attended a job interview, one of the interview questions was; &ldquo;Would you be happy to be sterilized before joining our firm?&rdquo; At the time of my birth, my mum wasn&rsquo;t legally allowed to have a bank account in her own name. Reflecting on this and the huge changes I have seen throughout my career, I prefer to think that external barriers no longer exist, that way I can focus on whether I&rsquo;m somehow creating my own barriers.&nbsp;&nbsp;
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If I were ever in a position where I felt that my gender was limiting my career, I would vote with my feet and leave.&nbsp;&nbsp;
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How does Burberry promote inclusion in the workplace?<span class="EOP SCXW177250188 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:0,&quot;335559737&quot;:-20,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279,&quot;469777462&quot;:[720],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}">&nbsp;
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Burberry offers all colleagues space to express their creativity and opportunities to develop personally and professionally.&nbsp;&nbsp;
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We have codified key behaviors and standards aligned to our values ensuring they are embedded across the organization. We believe diversity, equity and inclusion are essential to fulfilling our purpose and living by our values as well.&nbsp;&nbsp;
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Attracting and retaining diverse talents and fostering an inclusive culture enables us to be more creative in everything we do and open spaces for our colleagues and communities.&nbsp;&nbsp;
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We take a holistic approach to supporting our colleagues by offering a variety of resources that reinforce their physical, financial, emotional, social, and overall wellbeing.&nbsp;
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&ldquo;The female talent attraction campaign in partnership with Guidant Global has given us the opportunity to reflect on the way Airbus recruits and thinks about its Aircraft Fitter workforce. The increase in female applicants for these roles is helping us to bring about change, and the diversity of backgrounds in the business ensures we continue to challenge the way that we do things.&rdquo;
Airbus

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Workforce and STEM talent solutions experts&nbsp;Impellam Group, powered by Guidant Global, have signed the Women in Defence Charter; a pivotal commitment in developing a more diverse workforce within the UK defence sector.<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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The Women in Defence Charter, launched in 2017, is a voluntary pledge for organizations in the sector to work towards achieving a better gender balance.&nbsp;<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Creating inclusive workplace cultures in defence<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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The Women in Defence Charter emphasizes the need for inclusive workplace cultures and that gender balance requires more than just increasing the number of women in the workforce.&nbsp;<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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One of the key aspects of the charter is addressing the barriers that prevent the progression of women in the defence sector, and identifying and dismantling systemic obstacles that may impede the professional growth of female employees.&nbsp;<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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By actively working to break down these barriers, organizations can ensure that women have equal opportunities for career advancement, mentorship, and professional development.<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Whilst this charter is aimed at defence companies, it is also highly relevant to companies and organizations that are in the supply chain for defence companies and government departments.<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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At Guidant Global we have worked with defence and aerospace companies specifically on increasing gender diversity within their workforce and have plans for 2024 and beyond to build on this work and promote this as a positive step to take for new clients and partners.&nbsp;<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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&ldquo;We&rsquo;re excited to be working together with the Women in Defence Charter, taking steps to ensure a more equal gender balance in the defence sector by working with forward thinking companies that can also see the value of this,&rdquo; says Karina Townley, UK Managing Director of Guidant Global.<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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&ldquo;Equality, Diversity and Inclusion is central to everything we stand for and as the UK defence industry continues to expand into new areas and develop new technologies, it will be more important than ever.&rdquo;<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Delivering the defence workforce of the future<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Guidant Global&rsquo;s recent report gathered data from across the defence sector for their input into what is affecting and influencing talent in the industry, including attitudes and opportunities to diversify the defence supply chain.<span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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<a class="Hyperlink SCXW159380269 BCX0" href="https://www.guidantglobal.com/gated-content/read-the-report-delivering-the-defence-workforce-of-the-future-/" target="_blank" rel="noreferrer noopener">Find out more by downloading the report.</a><span class="EOP SCXW159380269 BCX0" data-ccp-props="{&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559685&quot;:-20,&quot;335559737&quot;:-20,&quot;335559739&quot;:160,&quot;335559740&quot;:257}">&nbsp;
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Impellam Group, an industry-leading workforce and STEM talent solutions company, today announced that two senior executives, Claire Marsh, CEO of Impellam Group North America, and Brian Salkowski, Chief Operating Officer, Guidant Global, have been named Staffing Leaders to Watch in 2024 by Candidate.ly as presented at the World Staffing Summit 2024.
 The World Staffing Awards, held at the World Staffing Summit, is an annual event in North America that recognizes exceptional staffing leaders who drive innovation, offer meaningful solutions to solve industry challenges, and set the trends for more effective business operations. Marsh and Salkowski were recognized as the #1 and #2 &ldquo;leaders to watch&rdquo; respectively.
 Julia Robertson, CEO, Impellam Group, commented &ldquo;Claire and Brian are passionate, dynamic and innovative leaders. They take the time to truly understand our clients&rsquo; needs and work with their teams to deliver agile, customer-centric workforce and STEM talent solutions. This is an incredible achievement and confirms what we already know &ndash; our people make the difference.&rdquo;
 Jan Alexander Jedlinski, CEO &amp; CO-Founder Candidate.ly, said &ldquo;Claire's and Brian's achievements highlight their role in driving forward-thinking changes in the staffing sector. As we continue to recognize exceptional leaders at the World Staffing Summit, we are excited about the prospect of seeing Claire and Brian on the list again, showcasing the ongoing impact they have in our industry.&rdquo;
 Marsh has been recognized for her leadership style that is rooted in fostering inclusivity, where every individual's voice is not only acknowledged, but valued. Her dedication to promoting diversity and innovation has left an indelible mark on Impellam Group&rsquo;s culture. Similarly, this is the second year in the Top 100 for Salkowski, a testament to his unwavering commitment to changing the dynamics of MSP services and driving a superior customer and candidate experience. Both champion a better, more forward-thinking approach in the dynamic field of workforce and specialist talent solutions.&nbsp; 
Impellam Group Impellam is a connected group providing global workforce and specialist recruitment solutions. Our 1,700 people and market-leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe, and Asia Pacific.&nbsp;
 Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organizations around the world. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and the seventh largest Managed Service Provider in the world with over &pound;4.6bn SUM (spend under management).&nbsp;
 Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data, science, clinical and engineering and work with clients across all sectors and sizes, delivering services that span Managed Services (MSP), Recruitment Process Outsourcing (RPO), Statement of Work (SOW) and specialist recruitment.&nbsp;
 Led by our Virtuosos, our capabilities are underpinned by our proprietary digital technology and unique partnerships with market-leading software providers, enabling us to transform and future-proof our services.
 We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.
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London, 19th Feb 2024 &ndash; <a class="Hyperlink SCXW132526157 BCX0" href="https://www.guidantglobal.com/" target="_blank" rel="noreferrer noopener">Guidant Global</a>, powered by Impellam Group, a leading workforce solutions provider and advocate for diversity and inclusivity, proudly announces its sponsorship of the Sitting Bucks Volleyball Club, a dynamic force in the world of sitting volleyball. &nbsp;
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Sitting volleyball, an adaptation of the traditional game, sees competitors engaging in electrifying matches while seated on the floor. Despite the unique format, the sport embodies the same spirit of teamwork, skill, and determination found in its standing counterpart. Originating as a rehabilitation exercise for injured soldiers, sitting volleyball has evolved into a fiercely competitive discipline, gaining recognition on the global stage, including inclusion in the Paralympic Games.&nbsp;
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Founded in 2018, Sitting Bucks Volleyball Club has rapidly ascended the ranks of the national sitting volleyball scene. Through dedication and perseverance, the club has achieved remarkable success, culminating in back-to-back national titles in 2022 and 2023. Led by club chairman and team captain Mike Knight and founder Steve Smith, Sitting Bucks embodies the values of camaraderie, sportsmanship, and resilience. Steve Smith is also the club manager and a volleyball referee who has officiated the standing game for 15 years and sitting volleyball for around 10 years.&nbsp;&nbsp;
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The sponsorship aligns seamlessly with Guidant Global&rsquo;s commitment to promoting diversity and fostering under-represented talent within the workplace. By supporting Sitting Bucks, Guidant Global embraces a sport that welcomes individuals of all abilities, from beginners to elite athletes, promoting an environment of inclusivity and mutual growth. As Sitting Bucks prepares for the ParaVolley Europe Club Championships, Guidant Global stands alongside the team, championing their pursuit of excellence on the international stage.&nbsp;
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"Guidant Global is honoured to partner with Sitting Bucks Volleyball Club," said Simon Blockley, CEO, Impellam UK and Europe. "We believe in the power of sports without barriers to unite communities and celebrate diversity. Sitting volleyball embodies these principles, offering a platform where everyone can thrive and excel. We look forward to a long and fruitful partnership and supporting Sitting Bucks in their journey to new heights."&nbsp;
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Steve Smith, of Sitting Bucks comments, &ldquo;Our goal at Sitting Bucks is not just to achieve fantastic results in our domestic league but to contribute meaningfully to the growth of the sport in the UK. Our new partnership with Guidant Global is an exciting milestone and provides us with a platform to drive awareness and bring the sport to a much wider audience. Guidant is a recognised leader in Equality, Diversity and Inclusion in the workforce solutions space and I cannot think of a better fit for us and the sport!&rdquo;&nbsp;&nbsp;
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As Sitting Bucks continues to inspire and empower, Guidant Global stands as a proud ally, championing diversity, passion, and inclusivity in sports and beyond.&nbsp;
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For more information about Sitting Bucks Volleyball Club, visit the club&rsquo;s <a href="https://www.facebook.com/people/Sitting-Bucks-Volleyball-Club/61555582899044/" target="_blank" rel="noopener">Facebook page</a>.&nbsp;&nbsp;
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We helped a global technology leader drive huge savings in a single year with Guidant Global&rsquo;s contingent workforce program.

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The UK's defence sector faces a potential setback in comparison to other nations due to a shortage of STEM talent, according to our recent research report, written in collaboration with Defence Online.&nbsp;
The report, titled "<a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/gated-content/read-the-report-delivering-the-defence-workforce-of-the-future-/" target="_blank" rel="noreferrer noopener">Delivering the Defence Workforce of the Future</a>," reveals that 83% of key decision-makers fear technological lag due to a lack of skills, while 77% are concerned about a decline in defence capabilities and 72% worry about economic growth.&nbsp;<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;Engineering skills are notably scarce, with 48% of defence employers reporting a shortage, alongside deficiencies in cyber &amp; digital (33%) and manufacturing &amp; mechanical (25%) skills.&nbsp;<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;While 50% of employers are engaging with educational institutions, Guidant Global warns that more immediate and innovative solutions are needed. Joel Forrester, Client Solutions Director at Guidant Global, emphasized the urgency of addressing the STEM skills shortage to safeguard the defence sector's competitiveness, highlighting the need for both short-term and long-term strategies.<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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&nbsp; "Only 16% of respondents were collaborating with specialized STEM workforce providers,&rdquo; stated Joel. &ldquo;This suggests there are overlooked opportunities to address immediate skill needs as well as in the long term.&rdquo;&nbsp;<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;He emphasized the urgency of strategic action on this STEM skills shortage, stating that the defence sector risks falling behind without prompt intervention.&nbsp;<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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"Guidant Global's have demonstrated a commitment to working with partners to future-proof the sector and help employers overcome key people-related challenges,&rdquo; he continues. &ldquo;This report justifies this commitment; it underscores the importance of balancing long-term solutions with immediate measures to maintain the sector's competitiveness amid global uncertainties.&rdquo;<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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<a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/gated-content/read-the-report-delivering-the-defence-workforce-of-the-future-/" target="_blank" rel="noreferrer noopener">Download the full report.</a><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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The new approaches to reducing skills shortages in defence sector with Guidant Global<span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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<span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="A3" data-ccp-charstyle-defn="{&quot;ObjectId&quot;:&quot;ebd924ff-7ea1-4ae1-b92d-f1467e38910b|33&quot;,&quot;ClassId&quot;:1073872969,&quot;Properties&quot;:[469775450,&quot;A3&quot;,201340122,&quot;1&quot;,134233614,&quot;true&quot;,469778129,&quot;A3&quot;,335572020,&quot;99&quot;,134224900,&quot;true&quot;,201342446,&quot;1&quot;,201342448,&quot;1&quot;,201342449,&quot;1&quot;,469777841,&quot;Aptos&quot;,469777842,&quot;Open Sans Light&quot;,469777843,&quot;Aptos&quot;,469777844,&quot;Aptos&quot;,201341986,&quot;1&quot;,469769226,&quot;Aptos,Open Sans Light&quot;,335551500,&quot;0&quot;,268442635,&quot;20&quot;,469778324,&quot;Default Paragraph Font&quot;]}">Trusted with over &pound;230 million spend under management (SUM) in the Aerospace and Defence sector, Guidant Global manages clients&rsquo; workforces and securing the best talent, from low-skill, high volume roles to niche-skilled engineering, technology, digital and business support roles.&nbsp;&nbsp;
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For more information, <a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/contact/" target="_blank" rel="noreferrer noopener">get in touch with our team.</a><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;
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Since 2019 there have been dramatic changes around the world. From the pandemic its impact associated changes to attitudes to work, to cost of living crises caused by overseas conflicts, to fluctuating economies, and political changes. &nbsp;
2024 is now here, and we&rsquo;ve asked two of our industry thought leaders what they think will be changing in the world of workforce management this year.&nbsp;
Andrew Erlichman -&nbsp;VP, Sales/Channel Partner Strategy&nbsp;
The world is realizing that we are moving away from a job title driven talent strategy to more of a focus on finding the right resources to complete specific tasks. Skills and experience are what drive successful outcomes. Speed will continue to be a driving KPI (Key Performance Indicator) for talent acquisition, but all elements are still important. As older talent continues to retire, finding qualified talent quickly will remain a key initiative. &nbsp;
Planning for demand will continue to drive successful results. A flexible approach to talent supply that could include a strategy for directly sourcing specific skill sets along with purposeful talent curation all while utilizing AI powered talent attraction tech will be very effective. &nbsp;
Also driven by a desire for efficiency and effectiveness I would predict the continuing growth of Statement of Work where organizations engage subject matter experts to achieve measurable outcomes within set timelines or milestones. The use of strategic partnerships here will help businesses to find the best possible suppliers with the most relevant and successful experience while ensuring compliance, cost controls and speed in productivity.&nbsp;
AI (Artificial Intelligence) has been in the news consistently, and this is no different in workforce management. Automation and machine learning will continue to grow in our space with various AI platforms and applications used to remove the &lsquo;leg work&rsquo;, freeing up team members to focus on people-based actions and growth. &nbsp;
AI is not a threat to jobs as it will never take over everything that we do: In fact, Artificial intelligence is expected to create 133 million new jobs by 2030. Accepting AI in the world of work will enable both workers and businesses to deliver better results at faster rates. &nbsp;
Ben De Wulf -&nbsp;Client Solutions Architect&nbsp;
I would agree that AI is going to continue to become more relevant as people become increasingly aware of its potential. Not only will the use of AI increase within workforce management, but I think our team members working hands-on with clients will see an escalating increase in demand for quality candidates who have AI experience and skills.&nbsp;
I predict that without drastic action the STEM talent shortage will continue. We&rsquo;ve seen a range of industries already struggling. As an example, a recent study by Guidant Global in partnership with Defence Online about the defence industry, showed that for over half of respondents, their leading challenge was attracting and retaining quality talent, shortly followed by difficulty sourcing specialist or niche skill workers. &nbsp;
As more STEM workers get closer to retirement, employers looking to bring in the best quality talent in STEM are going to have to offer more than simply good salaries, and organizations need to look at alternative approaches to reaching new audiences.&nbsp;
The pandemic brought a dramatic rise in remote workers, but I predict that whilst workers like the flexibility of working from home they also crave human interaction and a sense of community at work. I believe that there will be an increase in hybrid working as opposed to remote working, with candidates wanting the best of both worlds.&nbsp;
Lastly, and specifically for the UK, the reform to IR35 might make organisations reconsider their previous approaches PCS contractor bans. With the double taxation rule no longer applying due to the introduction of new legislation, in relation to misclassification of an &ldquo;out of scope&rdquo; worker and essentially reducing the risk, may mean there will be a greater appetite to explore the use of PSC contractors moving forward.&nbsp;
2024 at Guidant Global&nbsp;
At Guidant Global, our workforce management solutions are agile, digitally enabled, scalable, and evolve with you and your organisation, helping you to create a productive, diverse and inclusive workforce. If you are looking to achieve new levels of workforce quality, cost savings, compliance and efficiency in 2024, <a href="../../../../../../contact/">contact our team</a>.&nbsp;
&nbsp;

AI (Artificial Intelligence) is bringing significant changes to the way we work and live. It might be assumed that as AI is technology-driven, it must be male-dominated, given that <a href="https://www.womenintech.co.uk/wp-content/uploads/2022/12/Women-in-Tech-Survey-2023.pdf">research shows that only 26% of those working in technology are female</a>. In a literal sense, this appears to be true, with an even<a href="https://www.womenintech.co.uk/why-are-there-so-few-women-in-artificial-intelligence-ai#:~:text=However%2C%20currently%20only%2022%25%20of,of%20women%20working%20in%20it."> lower percentage (22%) of workers in AI being female</a>.&nbsp;
However, as a whole, the existence of AI presents significant opportunities for women to excel in careers no matter what industry they work in, overcoming gender barriers and unconscious bias, and increasing gender diversity in areas where there is little.&nbsp;
AI creating equal opportunities&nbsp;
AI has the potential to create equal opportunities for women in the workplace at recruitment stage and throughout their career. By automating certain tasks within the recruitment and workforce management process, AI can help eliminate bias in hiring processes, promotions, and performance evaluations. &nbsp;
This isn&rsquo;t to say that humans will be removed from these processes. AI isn&rsquo;t designed to overtake all tasks currently carried out by people, but merely to provide a starting point for humans in the processes. With that starting point devoid of gender bias, a more balanced and diverse workforce can be nurtured, where women are recognized and rewarded for their contributions. &nbsp;
Eliminating &lsquo;office housework&rsquo;&nbsp;
&lsquo;Office housework&rsquo; - scheduling events and meetings, ordering food, taking notes, organizing leaving presents - are usually thankless tasks that are essential to the smooth operation of a workplace but go unnoticed when it comes to pay rises or promotions.&nbsp;
Studies have shown that women are more likely to be approached to complete these tasks and also more likely than men to accept direct requests to volunteer for them. This isn&rsquo;t because women enjoy them more or are better at them, but because according to long held gender stereotypes, women are expected to be helpful at work and home, and this is something that as a society we have gotten used to, even if this is unconsciously.&nbsp;
It is estimated that <a href="https://www.forbes.com/sites/kimelsesser/2023/06/14/women-do-more-office-housework-heres-how-to-avoid-it/">women do 29% more &lsquo;office housework</a>&rsquo; than white men. This needs to change, but societal expectations and long held preconceptions take time and courage to overcome. AI can dramatically shorten this process.&nbsp;
AI can automate administrative tasks, often a significant part of office housework, enabling women to focus on more meaningful work that will highlight their capabilities and enhance their development opportunities.&nbsp;
For example, if given a list of the people needed in a meeting, an AI program could find a time that suits everyone, send invites, book the right size meeting room for who is in or out of the office, create a link for a virtual meeting for those not in the office, and if the data on allergies and food preferences were available, even order the right food and drink. These are all jobs that would traditionally have to be carried out by a person, and statistics show that this is more likely to be a woman. This means that everyone, regardless of gender, would have the same amount of time to prepare for the meeting, and with AI potentially taking all the notes, participate equally in the meeting. &nbsp;
Greater presence and visibility of women at strategy level &nbsp;
In a similar way, AI has the capability to automate complex and time-consuming administration or data driven tasks, such as in finance, research and development, healthcare, technology, and data processing.&nbsp;
AI can streamline these processes with much less need for human input &ndash; whilst not eliminating the importance of that input. This not only reduces errors and improves efficiency but also opens up opportunities for those carrying out those tasks to take on more strategic roles, where they can leverage their expertise to drive informed decision-making without having to work more hours.&nbsp;
AI takes on the tasks behind ED&amp;I&nbsp;
A <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">2021 report</a> found that women are taking the lead on employee wellbeing and Diversity, Equity and Inclusion, even though DE&amp;I initiatives are presented as organizational successes. This might be because <a href="https://goodmenproject.com/featured-content/new-report-shows-dei-is-working-kpkn/">women place more value on ED&amp;I </a>than men in the workplace, however this doesn&rsquo;t mean the burden should fall on them alone, especially as over 50% of men still believe that ED&amp;I is a positive thing and with employers happy to publicize positive outcomes.&nbsp;
Assessing and analyzing existing attitudes to ED&amp;I and what could be improved is a lengthy task, especially in large organizations. This is a task that could be carried out by AI. Other tasks that could be taken on by AI include analyzing diversity in imagery and text throughout an organization, looking for patterns in lack of diversity, communications, and as technology develops the sky is the limit in what could be achieved.&nbsp;
With these manual and monotonous tasks covered, focus can be placed on strategies and initiatives to overcome challenges to gender equality. This will not only free up time, but present ED&amp;I as an enjoyable task to be a part of for all.&nbsp;
AI promoting a more diverse workforce &nbsp;
AI presents a unique and exciting opportunity for women to overcome gender barriers; creating equal opportunities, enhancing diversity, and empowering women in industries currently dominated by men, perhaps even the AI industry itself. &nbsp;
It is unlikely that AI will ever achieve everything a person can or that there will be no place for the human touch at any stage, so by accepting the obvious advantages to AI to diversity, we are not risking jobs. &nbsp;
&nbsp;We&rsquo;re finding new potential pools of talent in not only women, but also other underrepresented groups, which in turn can help organizations reduce talent shortages. &nbsp;
As we embrace AI, let&rsquo;s ensure it paves the way for a more inclusive future for women and all underrepresented groups everywhere.&nbsp;
To read more on &nbsp;ED&amp;I initiatives at Guidant, <a href="../../../../../../about/diversity-and-inclusion/">click here</a>&nbsp;

The first instalment in our Direct Sourcing blog series outlined <a href="../../../../../../news/how-we-re-re-defining-direct-sourcing-in-2024/">why 2024 is the year for Advanced Direct Sourcing</a>. As experts in building employer brand-led, technology enabled talent communities, this time we&rsquo;re uncovering the blueprint for building a robust talent community. &nbsp;
The first thing to clear up is that a talent pool and a talent community are not one and the same. A talent pool and a talent community are both essential components of talent acquisition, but they differ significantly in their scope and engagement.&nbsp;
How does a talent community differ from a talent pool or database? &nbsp;
A traditional talent pool typically refers to a database of potential candidates who possess specific skills or qualifications. It serves as a repository of resumes and contact information, allowing recruiters to quickly source and fill positions. However, it tends to be transactional, focusing on immediate hiring needs rather than fostering long-term relationships. &nbsp;
It&rsquo;s a valuable resource, filled with leads you&rsquo;ve already invested the time and money to acquire and consists of people who have already shown interest in your company. Despite this, many employers don&rsquo;t leverage the full potential of their talent database. &nbsp;
The key to unlocking its full potential, is taking steps to turn your talent database into a talent community via a more proactive, strategic, and relationship-based approach. &nbsp;
Building an engaged talent community goes far beyond a mere legacy database and involves actively engaging and nurturing individuals who share common attributes, interests, or connections with a company. Building a talent community is about creating a network of engaged talent over time, which aligns with the organization's values, culture, and industry.&nbsp;
Building a talent community &nbsp;
Building a successful talent community of people who want to work for your organization is an iterative process. It&rsquo;s not one and done. However, keeping your company name and employer brand in front of candidates, even when you are not hiring is worth the effort in today&rsquo;s competitive talent landscape. We already know that the ability to quickly attract and deploy (or re-deploy) high quality talent on-demand provides a competitive edge.&nbsp;
By investing in your talent pool over time, it means that when the right role comes up, your nurtured candidate will be more open, informed, and likely to engage with a recruiter. &nbsp;
The role of automation technology &nbsp;
The latest AI, automation and recruitment marketing technology has thankfully made the process of building and nurturing communities of known and new talent significantly easier. For example, Guidant&rsquo;s own Advanced Direct Sourcing technology, built on an industry-leading CRM, enables us to; deliver automated outreach and personalization at scale; leverage AI and machine learning for superior candidate matching; manage the complete lifecycle ​of a candidate, from engagement and placement to offboarding ​and redeployment; create an end-end suite of client-branded communications; and provide comprehensive reporting and dashboards for full talent community visibility. It takes the pressure off recruiters and freeing them to focus more on the relationship building and strategic aspects of their role. &nbsp;
Where to start &nbsp;
Despite the obvious benefits of building an engaged talent community, it can be a daunting task. &nbsp;
Building relationships with top talent doesn&rsquo;t stop. It&rsquo;s a full lifecycle effort &ndash; from initial attraction to ongoing nurturing and involves people as well as technology. &nbsp;
Remember, you can start small &ndash; with one job family or location &mdash; and scale over time. Choose the talent attributes you need now and grow from there, or focus on high volume, repeatable roles. &nbsp;
6 steps to build your talent community:&nbsp;
1. Define the Community Purpose:&nbsp;
Clearly articulate the purpose of the talent community. Whether it's centred around a specific industry, job-category, diverse characteristic or shared interest, having a clear purpose and focus will help to attract the right individuals.&nbsp;
2. Invite Known and New Talent: &nbsp;
The first step in building your talent community is to make people aware of it. It&rsquo;s a great opportunity cleanse and segment your existing database and to generate new leads by inviting suitable candidates or those your already know such as former employees, freelancers, statement of work (SOW) labor, retirees, referrals, interns, and &ldquo;runner up&rdquo; applicants, to join your talent community. It&rsquo;s also important to set expectations and make it clear what people are opting in to. &nbsp;
3. Create Engaging Content:&nbsp;
Regularly share relevant content such as industry updates, thought leadership articles, good news stories, videos and company news. This not only keeps the community informed but also establishes the organization as a valuable resource. This content should be authentic and aligned with your EVP. A quarterly newsletter driving traffic to your community content is a great place to start. &nbsp;
4. Personalized Communication:&nbsp;
Where possible further tailor communication to the interests and preferences of community members. Personalized job opportunities, messages, newsletters, and updates show that the organization values the individual and their contributions to the community.&nbsp;
5. Facilitate Networking Opportunities:&nbsp;
If possible, foster deeper connections within the community by organizing career related events, or webinars where you can interact, share insights, and build relationships with members of the community. Networking is a key element in cultivating a thriving talent community.&nbsp;
6. Feedback Loop:&nbsp;
Ask for feedback and input from the community members. This not only helps in understanding their needs but also empowers them, making them feel like active contributors and shows you care about their point of view. This can be easily done by asking about their specific areas of interest, to complete regular NPS surveys or via community ambassador initiatives. &nbsp;
Building a talent community is an ongoing process that requires commitment and consistency. By fostering meaningful connections, providing valuable resources, and actively engaging with members, organizations can create a vibrant talent community that goes beyond immediate hiring needs and contributes to long-term success.&nbsp;
At Guidant Global, we have been successfully building talent communities and delivering employer brand-led direct sourcing strategies to our customers for over 10 years. That&rsquo;s why you can trust us to help build your direct sourcing strategy for smarter, faster and better access to the talent you need to thrive.&nbsp;
If you want to find out more about this innovative solution, download our <a href="../../../../../../gated-content/the-complete-guide-to-direct-sourcing/">Complete Guide to Advanced Direct Sourcing</a> or request a discovery session with one of our experts. &nbsp;&nbsp;

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Direct sourcing as a workforce solutions strategy is gaining popularity in use. Managed Service Providers (MSPs) work closely with customers to use their own employer brand, create loyal talent communities and use the most advanced workforce management technology to find and interact with suitable candidates, instead of depending only on conventional staffing agencies or vendors to fill recurring vacancies.&nbsp;&nbsp;&nbsp;
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In this document we give you:&nbsp;
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10 ways that direct sourcing and building talent communities can elevate MSP performance.&nbsp;
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How direct sourcing works in 5 easy steps.&nbsp;
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</ul>
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The advantages of direct sourcing.&nbsp;
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</ul>
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Best uses of direct sourcing.&nbsp;
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<h3>&nbsp;</h3>
<h3>Download now</h3>
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<h2>This guide will give you all the key elements that you need to know about Advanced Direct Sourcing.</h2>
&nbsp;
At a time when it is more challenging than ever to source the best quality talent and maintain a skilled and diverse workforce, Advanced Direct Sourcing could help overcome a majority of your key challenges.
<h3>&nbsp;</h3>
<h3>Complete the form to get your copy of The Complete Guide to Advanced Direct Sourcing</h3>
The guide covers:
<ul>
<li>What Advanced Direct Sourcing is, in 5 easy stages</li>
<li>How Advanced Direct Sourcing reduces costs and time-to-fill</li>
<li>How Advanced Direct Sourcing increases talent quality and candidate experiences</li>
<li>How Advanced Direct Sourcing unlocks the power of DE&amp;I</li>
<li>The best uses of Advanced Direct Sourcing</li>
<li>Advanced Direct Sourcing best practices</li>
<li>Overcoming common barriers to Direct Sourcing</li>
</ul>
&ldquo;Positive indications from early adopters hint at gains in all dimensions, including candidate quality, process efficiency, program cost and hiring visibility.&rdquo;&nbsp;
- Staffing Industry Analysts, Achieving Excellence in Direct Sourcing for the Contingent Workforce&nbsp;
&ldquo;Direct sourcing is primed to become a revolutionary means of tapping into highly skilled, on-demand talent in the face of global uncertainty and business disruption. As businesses strive to reduce hard recruitment costs and build an agile workforce, direct sourcing will quickly become a primary channel for organizations to facilitate deeper alignments between available talent and work that needs to be done.&rdquo;&nbsp;
- Ardent Partners, The Direct Sourcing Toolkit&nbsp;
<h3>Complete the form to get your copy of The Complete Guide to Advanced Direct Sourcing&nbsp;</h3>

<h2>An in-depth look at how your business can drive greater agility, quality and return on investment from the procurement of services</h2>
&nbsp;
This report details the importance of services procurement in today&rsquo;s increasingly agile business environment, exploring how you can ensure you get the most value out of service providers.
We&rsquo;ve identified 5 steps to improve your approach:
<ul>
<li>Step #1: Recognising service providers are key to success</li>
<li>Step #2: Understanding the need to bring service providers under stricter management and control</li>
<li>Step #3: Uncover the hidden cost of poor services: monitoring the quality of your hidden workforce</li>
<li>Step #4: Recognising services procurement is almost entirely dependent on people</li>
<li>Step #5: Lean on a trusted partner to help you unlock ROI from your invisible workforce</li>
</ul>
<h3>Access your copy of the report by filling in the form opposite</h3>

In today's fast-paced business landscape, businesses and organizations rely on outsourcing to multiple vendors instead of carrying out everything in-house. Managing these vendor relationships can be a complex task. and this is where Managed Service Providers (MSPs) and Vendor Management Systems (VMS) come into play, and this is never truer than for workforce management. &nbsp;
MSP&rsquo;s and VMS&rsquo;s can be used to manage most, if not all, aspects of workforce management, including finding, engaging, and managing candidates and staff. But what do they individually achieve? And how do they work together to deliver the most effective way to manage a contingent workforce?&nbsp;
Managed Service Providers (MSPs)&nbsp;
An <a href="https://www.guidantglobal.com/solutions/msp/" target="_blank" rel="noopener">MSP</a> manages the contingent worker recruitment process for an organization, and it is responsible for the end-to-end management of the workforce &ndash; from supplier management to strategic workforce planning.&nbsp;
One of the key benefits of using an MSP is the easy access to resources needed to address complex people-based challenges such as skills shortages, repeatable hiring needs and technology management. &nbsp;
MSPs have specific experts who have a deep understanding of best practices, robust processes, stay up-to-date with the latest approaches and solutions, and are motivated to help organizations get the absolute most out of their contingent workforce and its associated technology. &nbsp;
This knowledge means that businesses can then focus on their core competencies while leaving the workforce management responsibilities to the experts.&nbsp;
Vendor Management Solutions (VMS)&nbsp;
A VMS, on the other hand, is a software platform designed to assist organizations in managing their recruitment supply chain and contingent workforce through data collection and visibility. This means that at all times an organization knows who is part of their workforce, what they are doing and where, which source did the enter from/are contracted to, what that contract is, what they are being paid and what compliance checks have been carried out.&nbsp;
A VMS provides a centralized platform where organizations can store, track, and analyze key information including hours, pay, skills, qualifications, and contract conditions, and by leveraging this data, organizations can make informed staffing decisions based on real-time data.&nbsp;
Using MSP and VMS technology together to achieve optimal results&nbsp;
@Pace is a new collaboration between VMS heavyweights SAP Fieldglass and MSP leaders Guidant Global. By combining both MSP and VMS technology, you get a truly complete workforce management solution designed for UK businesses of up to 5,000 employees, with functionality you might previously have only expected in a major enterprise workforce solution. &nbsp;
By providing this at a cost and implementation timescale suitable for businesses of all sizes, SMEs can now also harness the power of enterprise level technology. &nbsp;
&ldquo;At Guidant, we have a team of SAP Fieldglass accredited experts, and what this means is that we implement the VMS technology directly, meaning the speed of deployment is so much faster,&rdquo;&nbsp;states Mary Nichols, Director of Sales at Guidant Global. &nbsp;
&ldquo;So, @Pace can not only help organizations resolve a lot of their workforce management challenges, but it can be up and running, in a relatively short period of time.&rdquo;&nbsp;
If you&rsquo;re ready to rethink your non-employee workforce management, find out more about @Pace in the video below or at the <a href="https://www.guidantglobal.com/solutions/-pace-msp/">@Pace webpage</a>. You can contact Guidant Global to speak about @Pace in more detail <a href="https://www.guidantglobal.com/contact/">here.</a>&nbsp;

As any business evolves and grows, the need for effective recruitment and workforce management strategy becomes increasingly important. To address this, many business leaders are adopting maturity models to assess the level of maturity in their recruitment processes.
<h3>What is a Maturity Model?</h3>
A maturity model is a framework that helps companies evaluate and improve their processes, capabilities, and practices. It provides a structured approach to measure the maturity level of a specific area within a company. Maturity models typically consist of different stages or levels, each representing a specific level of maturity.
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<h3>Benefits of Using a Maturity Model in Workforce Management:</h3>
<h4>Assessing a business&rsquo;s current position</h4>
Implementing a maturity model enables a company or organization to objectively assess their current recruitment and workforce management processes and identify areas that could be improved. By understanding the existing gaps, they can develop targeted strategies to enhance their recruitment function.
<h4>Benchmarking processes</h4>
Maturity models provide a standardized framework for benchmarking processes against industry best practices. This enables the comparison of their performance with others in the same industry or sector, in order to foster a culture of continuous improvement.
<h4>Creating a roadmap for development and progression</h4>
Maturity models provide a roadmap to progress from one maturity level to the next. It helps define goals, prioritize actions, and allocate resources effectively, ensuring a strategic approach to workforce management.
<h4>How to Implement a Maturity Model in Workforce Management</h4>
1. Define the Maturity Levels: The first step in implementing a maturity model is to define the different maturity levels that align with an organization's goals and objectives. Common maturity levels include ad hoc, repeatable, defined, managed, and optimized.
2. Assess Current State: Conduct a comprehensive assessment of the organization's current processes against the defined maturity levels. This involves evaluating key aspects such as sourcing strategies, candidate selection, onboarding, diversity and inclusion practices, and technology adoption.
3. Identify Gaps and Prioritize Actions: Analyze the assessment findings to identify gaps and areas for improvement. Prioritize actions based on the potential impact and feasibility, considering the organization's resources and capabilities.
4. Develop Improvement Initiatives: Develop targeted improvement initiatives to address the identified gaps. These initiatives may include streamlining recruitment workflows, enhancing candidate experience, implementing technology solutions, or upskilling recruiters.
5. Monitor and Measure Progress: Implement metrics and key performance indicators (KPIs) to monitor the progress of the improvement initiatives. Regularly review and assess the effectiveness of the actions taken, making necessary adjustments along the way.
<h3> About the author</h3>
Carolyn Fortenberry is Senior Vice President of the Customer Office of the Impellam Group. She specialises in innovative approaches to identifying and unlocking opportunities for lifelong value, continued growth and partnerships for clients across the Impellam Group, including Guidant Global. She has 20 years&rsquo; experience in workforce management and looks to objectively lead and elevate conversions to ensure alignment with client strategic initiatives.

Everest Group has once again recognised Impellam Group as a Leader in both Contingent Workforce Management (CWM) and Services Procurement / Statement of Work (SOW) in its highly regarded CWM PEAK Matrix&reg; Assessment 2023. Everest Group scored Impellam Group highly on vision and capability, market impact, innovation and strategy, with the Impellam brands participating being Guidant Global, Comensura, and Lorien. Impellam Group has been positioned as a Leader in the CWM PEAK Matrix every year since 2018.
Feedback from the Everest Group When discussing our Contingent Workforce Management Krishna Charan, Vice President, Everest Group stated "Impellam Group continues to demonstrate ability to address diverse contingent workforce requirements of clients spanning various industries and geographies.
Through sustained investments in emerging areas such as direct sourcing, and a deliberate emphasis on fortifying its technology stack with proprietary tools and strategic partnerships, it has solidified its positioning as a Leader on the Everest Group&rsquo;s Contingent Workforce Management (CWM) / Managed Service Provider (MSP) PEAK Matrix&reg; 2023." When going on to discuss our Services Procurement and Statement of Work Charan continued: "Impellam Group continues to deliver effective services procurement management solutions drawing upon its experience in catering to both transactional and strategic aspects of services procurement programs. Its efforts to enhance client value through dedicated investments to strengthen services procurement people and technology capabilities have all contributed to its positioning as a Leader on Everest Group&rsquo;s Services Procurement / SOW PEAK Matrix&reg; 2023." About the Everest Group PEAK Matrix&reg; Assessment Everest Group&rsquo;s PEAK Matrix&reg; Assessment reports provide the analysis and insights enterprises need to make critical selection decisions about global services providers, locations, products and solutions within various market segments. Leading organisations around the globe trust these comparative assessments because of their unbiased evaluation of factors such as vision, capabilities, functionality, talent availability, market success, impact and cost.

Robin Sanders to steer strategic growth of Integrated Workforce Solutions across Impellam in North America.
Atlanta, Sept 18, 2023 - Impellam, a globally connected group providing workforce and STEM talent solutions, has announced the appointment of Robin Sanders, Guidant Global&rsquo;s SVP, Client Solution, to the role of Chief Sales Officer, Impellam North America. This strategic move marks a significant milestone in the company's commitment to excellence in the workforce and talent solutions industry and follows her exceptional performance in the role of SVP of Client Solutions for the company&rsquo;s Guidant Global and Lorien brands. As the new Chief Sales Officer, Sanders will lead sales strategy, nurturing key client relationships, and expanding market presence across North America. Her deep understanding of the workforce solutions industry's dynamics and her ability to anticipate market trends will undoubtedly play a pivotal role in driving the company&rsquo;s continued success. Commenting on her new role, Sanders says she looks forward to collaborating with industry-leading colleagues, backed by the fullest capability of Impellam Group. &ldquo;I&rsquo;m excited by the tremendous opportunity that lies ahead for Impellam in North America, where we&rsquo;re close to our customers, and because we care, we forge strong, meaningful and trusted partnerships. Our offer is customizable and built first and foremost with the customer at the heart. We bring together the knowledge and expertise of multi-disciplinary teams to help our customers build better business through the power of work. Our new integrated workforce solutions model offers a unique combination of workforce and STEM talent expertise, enabling us to provide scarce and mission-critical skillsets to future-proof customers&rsquo; businesses. This is a truly unique proposition and I look forward to collaborating with our talented Virtuosos across Impellam to empower customers with cutting-edge solutions that optimize their workforce and elevate their success." Simon Blockley, CEO of Impellam Group&rsquo;s Global Managed Services portfolio references Robin&rsquo;s unwavering dedication, exceptional leadership skills, and impressive track record in driving sales growth, in her elevation to this critical role. &ldquo;Robin is a highly respected leader and has been a true Virtuoso in her 10+ years of dedicated service with Guidant Global, Lorien and Impellam North America. She is an outstanding contributor and a wonderful colleague. I can&rsquo;t wait to see the impact that Robin and our teams of experts in workforce and STEM talent solutions will make by challenging traditional thinking, solving problems, and co-creating agile and scalable integrated workforce solutions that disrupt our industry and drive customer success.&rdquo;

We are delighted to announce that Impellam Group CEO of Global Managed Services Simon Blockley has been named on the 2023 Staffing 100 Europe list as a workforce solution trend-spotter and trailblazer. This is the 7th consecutive year he has appeared on the Staffing 100 Europe list.
Staffing Industry Analysts (SIA) is a global research and advisory firm focused on staffing and workforce solutions. They have just announced the publication of their 2023 Staffing 100 Europe, which is now in its 10th year. The list recognises European staffing leaders who are creating new pathways within the transforming workforce solutions ecosystem.
Barry Asin, president of SIA states &ldquo;The world of work is changing dramatically, especially when we look to the major technological innovations occurring, such as what we are seeing with artificial intelligence. What sets the 2023 Staffing 100 Europe apart from others is how they have approached and managed this brave new world.
Congratulations to our 2023 honourees for being the trend-spotters, trailblazers and revolutionaries moving the workforce solutions ecosystem onward and upward.&rdquo;
Simon has worked within the Impellam Group for the last 12 years and has been CEO of Impellam Group Global Managed Services for nearly 5 of those years.
Simon champions a people-focused approach to talent acquisition and engagement, and strongly believes that our people, clients, candidates, and suppliers all benefit from our focus on providing exceptional service on a global scale.
&ldquo;It is always a huge honour to be included in this prestigious list among so many forward-thinking industry leaders,&rdquo; says Simon. &ldquo;There have been unprecedented changes of late, and to be considered someone who has not only met the challenges that have arisen, but also helped those around me to thrive in spite of them is fantastic.
I&rsquo;d like to give credit to the people around me though. It is our determination as a team to be ambitious for our customers and candidates that is the base for any acknowledgments I receive.&rdquo;
<a href="https://www.linkedin.com/in/simon-blockley-1264731/">Follow Simon Blockley on LinkedIn</a>

Albert Einstein once said that &lsquo;the measure of intelligence is the ability to change.' Change is inevitable, but it is our ability to adapt to and manage change that will determine if this change is a good or bad influence on outcomes in both life and in business. Change remains a challenge to pull off, and the sad and widely reported fact is that supposedly 70% of organizational change initiatives fail. Given that change is expensive, it is best to be within the 30% that succeed. In fact, recent reports show that more than one in four firms are spending more than 20% of their operating costs on change programs, and for organizations going through challenging periods the cost can exceed 30%. In addition to increasing your chances of success in change, efficient change management will reduce the cost of change and therefore, the amount of risk any change holds. Here are four key ways to maximize success in change management.
&nbsp;
<ol>
<ol>
<li>Ensure that any change is manageable Changes are put in place most often to solve real, visible problems, but change can be made manageable when it works with existing, successful processes, systems, or approaches that everyone already uses. Looking for organizational strengths as well as problems that need overcoming will enable you to make changes more seamlessly with less disruption. The best people to know if a change is manageable is the team that will be involved, so creating a steering committee of &lsquo;cheerleaders&rsquo; motivated to make this change will ensure communications are properly disseminated to the right groups and that the adoption is optimized, but it will reassure you that this is a realistic change to make.</li>
</ol>
</ol>
&nbsp;
<ol>
<ol>
<li>Choose the size of your change based on your company culture. Implementing a change in a smaller arena or section of the business as a &lsquo;soft launch&rsquo; is not a sign of lack of conviction, for many company cultures this level of cautiousness is more readily accepted than a larger more sweeping change. For other businesses, those working within the relevant team are looking to see drastic change and so more of a &lsquo;big bang approach&rsquo; can be the way to go. The team will be key to the successful implementation of a change, so listen to them and assess what they will feel comfortable with and use your applied experience to make informed decisions.</li>
</ol>
</ol>
&nbsp;
<ol>
<ol>
<li>Create short term goals and milestones, reinforce the need for feedback and formalize success. The earlier any edits needed to a change are spotted, the less time and money you waste. Encouraging transparency with smaller improvement goals at more regular intervals means you can celebrate each success, generate momentum with &lsquo;quick wins&rsquo; and identify areas that need adapting and lessons that need to be learned in real time. An environment where team members are encouraged to give honest feedback instead of what they think someone wants to hear will open up the floor to earlier inventions, greater chance of success, and in turn, reduced costs. The voice of the user community will be key. Make every goal reached successfully in implementing change into an effective communication to keep the team on task and motivated and reduce the chances of losing momentum. This is where your steering committee will come in. In most organizations, the workforce will have multiple projects, priorities, and objectives. Your steeping committee will ensure that the ongoing value in this change does not get lost in the general noise, and clearly communicating this value will reduce delays and the associated cost.</li>
</ol>
</ol>
&nbsp;
<ol>
<ol>
<li>Apply successful changes across the organization, and beyond. Successful change is not easy or at times inexpensive, and the knowledge gained from a successful organizational change is invaluable data. Where there is success, it should be capitalized on. Following a successful organizational change, time should be spent to see where you can make use of this data in all areas of a business and any associated branches of the business. Formalize this evaluation and document lessons learned, in order to use this data to improve future change. Also, don&rsquo;t forget to celebrate your success when possible!</li>
</ol>
</ol>
 Minimizing the cost of change in MSP &ndash; a case study A US government-sponsored finance organization was looking to implement organizational change to provide greater total cost of ownership for their MSP (Managed Services Provider) program. Key areas they wanted to improve on were:
&nbsp;
<ul>
<li>Stagnant program performance &ndash; They wanted greater access to candidates and to move those candidates through talent pipelines faster. They wanted to optimize technology to drive down costs whilst gaining higher quality talent management. </li>
<li>Stale hiring manager experience - Through program optimization, managers would see increased productivity through more modern processes. There needs to be better visibility into their spend with more informed decision support to drive better overall Quality Efficiency Cost Risk (QECR) results. </li>
<li>Lack of evolution in technology - Better full life-cycle management of the VMS (Vendor Management System) to drive greater results from requirements to off-boarding, more automation options and recent technology that could deliver greater QECR, better reporting and analytics, and real time market driven insights </li>
</ul>
Their goals were to realize financial benefits through cost savings, improve the overall hiring manager experience and make use of better data and analysis in decision making. These are all changes that can be costly, but they took steps to minimize these costs without impacting their chances of success. Outcomes were positive with 20% increased efficiencies through optimized talent channels and the opportunity for 20% or above cost savings. There is now only a 22-minute response time on resolving any technology issues, and by enabling data driven decisions through VISION (Virtual Insights &amp; Supplier Intelligence Optimization Network) analytics and enhanced reporting there have been 5% - 10% cost savings through quantifiable data and metrics. 
&nbsp;