Employers are facing four main challenges namely expectations for higher salaries, a demand for higher salaries from employees and job applicants who do not necessarily have the appropriate skills that meet their requirements, a difficulty in attracting talent and a difficulty in retaining staff. This may eventually lead to employers having to assess the sustainability of their salary structures.

This was the main outcome of this year’s HR Developments Annual Survey just published by  Misco as part of its annual Salaries & Benefits Report for 2022. This ninth edition was undertaken once more in collaboration with the Malta Employers Association, a collaboration that allowed Misco to expand the survey further to be able to deliver enhanced and more comprehensive results.

One of the main findings of this year’s survey revealed that for 72% of respondents, their main HR challenge is salary demands, a figure that turned out significantly higher than the 56% mentioned last year.

The lack of experienced and qualified staff and the lack of job applications also received a significant number of mentions which were higher than last year, interestingly confirming the trends we have been observing that the pressure to retain staff appears to be a multifaceted issue of available talent, salary and also an issue of finding staff with the required skills and qualifications.

While the main challenge for most HR practitioners is going to be rising salary demands, retaining staff will be the most important strategic objective of the HR function.

“This report comes at a time of great economic uncertainty,” writes economist Lawrence Zammit, founder and managing director of Misco in his foreword to the report.

“On one hand, the inflation is rising to unprecedented levels, impacting the remuneration of employees across the board. On the other hand, staff shortages continue to lead to wage inflation. And all this is happening as businesses seek to realign their operations to the new post-pandemic realities,” he added.

The report, which as with past editions, is included with this year’s Misco’s Annual Salaries & Benefits Report, also shows how the attraction, engagement and retention of talented employees have become the key challenges of most employers.

“This year’s survey shows that while companies are adopting different strategies in the way they remunerate their employees and how they address staff shortages, several companies have restructured themselves to provide scope for career progression for their employees and to address gaps in their structure,” continues to explain Zammit.

“On the other hand, employees are increasingly seeing a greater number of job opportunities available – confirming competition which exists for talent which is leading to demands for higher remuneration,” he added.

Respondents were asked what they consider to be the key strategic objectives for the HR function in their organisation – 85% of respondents mentioned staff retention, up from last year’s 78%, followed by 75% mentioning the staff motivation and 73% staff development.

An interesting finding was that 72% of respondents stated that their key strategic objective is to provide support management to manage employees more effectively.

Asked what the main obstacles that the HR function is facing, 50% of respondents mentioned lack of resources – 46% are experiencing difficulty in setting up an effective performance management system. Additionally, 38% of respondents are feeling that management is not appreciating the value of HR.

Other obstacles mentioned were the lack of a HR budget and the lack of decision-making empowerment of the HR team mentioned by 32% and 29% respectively, no engagement of senior management in the HR agenda as a strategic element (25%) and lack of appropriate skills in the HR team (21%).

“Although HR processes seem to be in place in most organisations, confirming that the HR function’s presence is increasing, these results also show that the role of the HR function still needs to take on a more strategic role within most organisations and not be limited just to an operational role. It also needs to be more adequately resourced,” added Joanne Bondin, director at Misco who oversaw the compilation of the report.

“However, while salary demands remains by far the key challenge, the most important priority for the HR function for the coming 12 months is retaining employees,” concluded Bondin.

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Tomas Mikalauskas, CEO at RecruitGiant Limited, said: “Gigify has been a great example of a Malta-born start-up that is helping our economy evolve to meet the needs of companies and individuals seeking to maximise opportunities efficiently. RecruitGiant has led the way in developing professional multi-national recruitment in Malta and we look forward to combining our expertise and resources with Gigify’s to drive the next stage of growth in the human resources sector.”  

“We are very proud of the work that we have done with Gigify,” co-founder Michael Mercieca explained.  “Through this platform we made it easier than ever before for people to find the services they require while we gave individuals the opportunity to discover the benefits of freelance work. Having worked so hard to grow the idea into a thriving business, we felt it now needed the focus of an experienced player in the field to fulfil its potential.”

Identifying the synergies between their existing businesses and Gigify, all existing shareholders – MS Mercieca Holdings, Super Estates Limited, SG Solutions and GO Ventures – have sold 100% of Gremer Limited, which operated Gigify, to RecruitGiant Limited, which will now own and operate the business independently.

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Mr Mikalauskas said, “Nicy joins the hundreds of individuals who have found new opportunities in Malta thanks to RecruitGiant. As a leading recruiter of third country nationals, we focus on making sure that both employers and employees find the right match for their needs and on ensuring the process of recruitment and relocation runs smoothly for all. I wish Nicy every success in Malta and look forward to continue working with the dozens of Maltese businesses who regularly put their trust in us to find them the best people.”  

Ms Cherian, said, “I would like to thank the team at RecruitGiant, especially those in India, who have handled the process of finding an opportunity for me and then organising my paperwork and relocation so professionally. Now that I am here, I am very much looking forward to this new experience and to making the most of the opportunity.”

Headquartered in Malta, RecruitGiant, also operates in Cyprus and across much of Central and Eastern Europe. The company supports businesses in many sectors including construction, retail, and courier services to find the best possible employees from around the world. More information is available at www.recruitgiant.eu

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Tomas Mikalauskas, CEO at RecruitGiant, said, “The backlog in issuing visas through Malta’s High Commission in India, and the difficulties this has been causing for Maltese businesses, has been well documented. While it’s encouraging to see Identity Malta taking action to alleviate this problem, we felt that there was more that could be done to make the process more efficient. RecruitGiant has had a physical presence in India for some time, but our focus has been primarily on training candidates. Through our new office in New Delhi, we will be able to provide much greater assistance to Maltese employers and Indian candidates throughout the entire process.”

Mr Nadviledath said, “Together with my team, we will make every effort to assist Maltese employers looking to recruit in India by ensuring we find the right candidates for the available roles and assist them in making all the necessary arrangements before they travel. As an English speaking country with a warm climate, Malta is an attractive destination for Indian workers and I am certain RecruitGiant can help Maltese companies who need staff find the right matches for them.”

More information is available at https://recruitgiant.eu/

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The proposed Directive aims to ensure workers obtain the correct employment status together with access to labour and social protection rights and ensure fairness, transparency and accountability in algorithmic management in the platform work context. It also aims to improve enforcement of the applicable rules for all people working through platforms, including those operating across borders.

Following discussions on the issue of digital platform work in the EU with the Foresight Centre, an independent think tank at the Estonian Parliament which aims to analyse long term developments in society, RecruitGiant has now put forward a number of suggestions to the European Parliament’s Employment and Social Affairs Committee (EMPL). These suggestions aim to ensure that certain loopholes which may result in operators continuing to abuse employees are closed.

Tomas Mikalauskas, CEO at RecuitGiant, said, “As consumers we all enjoy the benefits of digital platform work, whether it’s getting our favourite take-away or jumping in a taxi at the click of an icon. But all of us also know that many of the people providing us with these services are being exploited. Unfortunately, even though existing laws and guidelines are in place, the Maltese authorities, including the Department of Industrial and Employment Relations and the Commissioner for Revenue seem unwilling, or unable, to enforce these. Therefore, our hope is that the proposed EU Directive will help us move towards a properly regulated industry and so we are taking proactive steps to put forward suggestions which we feel will make the directive more impactful.”

Among the suggestions being put forward to the EMPL is the idea that the proposed EU level regulatory framework covering digital platform work covers a broader scope than currently envisaged to ensure it specifically caters for the definition of ‘working time’. RecruitGiant’s proposals also call for platform workers to be properly classified with clear distinctions between workers and self-employed and to guarantee that the implementation of such classifications does not in fact create more loopholes for platform operators. Furthermore, the proposals include a focus on guaranteeing that the relationship between digital platforms (such as Bolt and Wolt) and the chartered fleets which they use is also properly defined and regulated and that digital platforms must be responsible for ensuring that their contractors and any other third-party operators (legal entities) follow the regulatory guidelines and rules in the jurisdiction they operate in.

The post New proposals put forward for broader EU regulation over digital platform work first appeared on The Malta Business Weekly.

Tomas Mikalauskas, Chief Executive Officer at RecruitGiant, said, “As everyone knows, the courier and delivery sector has experienced explosive growth in the past two years. This increase in demand has led to the proliferation of companies offering this service, including some who have taken advantage of a lack of clarity in employment law to behave abusively towards their drivers. We, therefore, wholeheartedly welcome DIER’s guidance and clarification which creates a benchmark for the industry. RecruitGiant is proud to be the first fleet in Malta to adopt these guidelines and we hope that other operators will quickly follow suit. Our wish to is to see an industry which operates on a level playing field where fleets compete for couriers by offering the best possible employment conditions rather than through dubious manoeuvres in possible breach of Maltese law.”     

One of the main issues faced by the industry has been how to calculate hours worked by couriers and delivery drivers. In this respect, the new guidelines from DIER, based on an analysis of the average number of deliveries per hour across a full year and all delivery platforms, stipulate that 2.2 deliveries are equivalent to one hour of work. As a result, the standard of 173 hours of work per month for a full-time employee has been converted to a total of 380 deliveries. Once any driver exceeds 380 deliveries, they are immediately entitled to overtime at 1.5 times their normal salary rate. The guidelines have also clarified the structure for the renumeration of part-time drivers.

Mr Mikalauskas added that, “As an organisation which strives to achieve best-in-industry standards, we have always worked hard to give our employees the best possible conditions. Unfortunately, the same cannot be said for all delivery fleet operators due to various grey areas in the law as regards to task-based work. Thanks to guidelines issued by DIER, all operators, drivers and users of these services can now be clear on what is required. Hopefully, this will translate into a better working environment for all delivery drivers in the industry which is fully in line with Maltese employment legislation.” 

RecruitGiant is a multi-discipline, specialist recruitment company offering a partnership led approach with clients, candidates and contractors. Based in Malta, but with operations across Europe, the Middle East, Africa and Australia, the company offers professional recruitment services including payroll and outsourcing services to multiple sectors including construction, manufacturing, and service delivery.

More information is available at https://recruitgiant.eu/

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A European consortium, made up of six institutions from five countries, is designing a mobile application to support citizens, especially the younger generation, in their search for a job. Using gamification techniques, this virtual reality application will be able to identify the qualities and skills of young people who are seeking a job and combine them with the characteristics of a given profession, directing them to the most suitable job for their profile. Malta is represented by the Mediterranean Maritime Research and Training Centre – MaritimeMT, a specialised Maritime Training Centre.

The idea of ​​the LifeSkills VR project – Life Skills for Employment in COVID-19 Era through VR Innovation – was born during the COVID-19 pandemic, as a consequence of and as a mitigation tool to, the increase in the unemployment rate across Europe. This application appears as an alternative to vocational tests, combining gamification techniques and Holland’s model (ouRIASEC), which defines six types of personalities/environments: Realistic, Investigative, Artistic, Social, Entrepreneurial and Conventional. It will be able to identify the aptitudes and vocation of users, guiding them more precisely in their search for a job and, at the same time, promoting the acquisition of new digital skills.

MaritimeMT got involved in this project as part of its mission to popularise careers in the Maritime sector. The younger generation do not necessarily appreciate the wealth of opportunities that are available in the sector, both locally and internationally. The LifeSkills VR Technology will be a tool whereby skills already held by youths can be matched and honed in to the requirements of the Maritime world.

As part of the research related to this project, two questionnaires have been devised by the consortium’s partners, aimed at the target youth group as well as those entities and individuals that provide support. The purpose of these surveys is to understand youth’s needs and most commonly needed life skills for their occupation/job role, as well as the tools, and services available in their respective countries to support them to choose their future occupations. 

If you are interested in learning more about this project and to participate in the research, please contact MaritimeMT on info@maritimemt.edu.mt.

The post Need help with your career? first appeared on The Malta Business Weekly.

Tomas Mikalauskas, CEO at RecruitGiant, said, “Across Europe, everyone is talking about labour shortages. At the same time, RecruitGiant has been taking action. We’ve been working hard with authorities in Malta and across Europe to facilitate recruitment while also investing in our capabilities to identify, interview, train and then relocate candidates. As part of this process, we have established a presence in several French speaking countries which now puts us in a position to expand our client base into France.”

RecruitGiant operates a network of offices and training centres in numerous countries across Africa and South-East Asia. Through this network, the company conducts interviews with candidates on behalf of employers and provides training to ensure prospective employees have the skills needed for the particular vacancies. RecruitGiant also manages the relocation process and ensures that employment contracts and residency requirements are all in order prior to travel.

More information is available at https://recruitgiant.eu/

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Soorjat Zachariah, a service courier from India engaged with RecruitGiant , commented that, “The various performance coaching and training sessions organised by RecruitGiant equip us with valuable skills which helps us provide an excellence service to customers and ultimately facilitating progress in our careers.”               

RecruitGiant is a multi-discipline, specialist recruitment company offering a partnership led approach with clients, candidates and contractors. Based in Malta, but with operations across Europe, the Middle East, Africa and Australia, the company offers professional recruitment services including payroll and outsourcing services to multiple sectors including construction, manufacturing, and service delivery.

More information is available at https://recruitgiant.eu/

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The ISO certified Little Flower Engineering Institute, located in Kochi, will provide training in the construction, manufacturing, and engineering sectors which is specifically tailored to vacancies available in Malta. RecruitGiant’s training facilities across India are managed through an affiliation with the country’s National Skills Development Corporation within the Ministry for Skills.

Benjamin Borg, Head of Operations at RecruitGiant, said, “Our reputation as the best recruiter of non-EU nationals across many economic sectors is based on our commitment to quality and transparency. In the construction, industrial and engineering sectors, where skilled labour is in short supply, RecruitGiant has always invested in helping candidates obtain the skills they need to succeed in Malta. This latest expansion of our network of training facilities across India, will further strengthen the quality of our candidates.”

Despite the challenges of the Covid-19 pandemic, RecruitGiant has continued to fill vacancies in Malta and is currently in the process of filling more than 1,000 vacancies. The vast majority of these vacancies, in construction, manufacturing, and service delivery were taken up by non-EU nationals. In each case, RecruitGiant ensures that the candidate not only has the right training for the available role but also that all the necessary documentation and a formal employment contract are in place. This is part of a continuous effort to ensure both employers and candidates gain as much a possible from the employment opportunities available in Malta.

Adrian Zammit at Key Contractors Ltd, which regularly recruits employees through RecruitGiant, said, “As a business that operates across the building services industries, we face a constant struggle to find committed employees with the skill sets we need. International recruitment is therefore a necessity and RecruitGiant have always provided very well-trained candidates. Their commitment to professionalism also ensures the process of recruiting non-EU nationals works smoothly.”

RecruitGiant is a multi-discipline, specialist recruitment company offering a partnership led approach with clients, candidates and contractors. Based in Malta, the company offers professional recruitment services including payroll and outsourcing services across Europe, the Middle East, and Africa. More information is available at https://recruitgiant.eu/

The post Malta based recruiter expands India training network first appeared on The Malta Business Weekly.