…beyond providing safe and pleasant work conditions and fair payment for work done, the employer should have no further involvement with the private lives of their employees.
Read MoreSharing your experiences with others can also provide perspective and help you determine the best course of action.
Read MoreToo often there is a limited pool of qualified, high performance HR professionals available in the job market. However roles being hired for typically have a long and frequently unrealistic “wish list” of blended skills
Read MorePlease don't give stock standard answers to my questions. It's so ho-hum when you tell me that the company is committed to professional development, diversity, work/life balance and has great promotional prospects.
Read MorePlease don't oversell your experience. I can spot B.S. a mile off, and I will rate you more for your honesty if you haven't done everything we need - instead assure me of your plans to learn and fill the experience gaps.
Read MorePoor handling of redundancies and layoffs are classic examples of how HR can instantly be labelled as unfeeling, “two faced”, disrespectful and callous.
Read MoreHR has an unrivalled view across the organisation and regularly deals with serious and complex issues that have an impact at all levels. Decisions about people are fundamental to the success and wellbeing of an organisation but, despite these qualities, it is usually the accountant, lawyer, salesman, or operations person who lands the top job.
Read MoreBecause they’re not a part of the permanent team, they have an opportunity to touch on unpopular topics or address difficult issues (and personalities)
Read More…with so much of our lives spent at work, dare I say that choosing the right career and working environment could be a bigger decision than choosing the right life partner?
Read MoreCue a plethora of posts across social media channels and company websites showing support and pledging activism within that week. But immediately after that, the corporate posting focus shifted away to other topics.
Read More..recruiter reputations haven’t always the best for communications consistency - job seekers talk of getting lots of love from recruiters when they’re in a hiring process, and getting silence from their agencies or TA specialists otherwise.
Read MoreWe've lost count of the number of conversations with Business and HR executives about their need to staff up their TA functions after a period of downsizing. When we ask “why don’t you just hire back past TA team members?” we are told “no, they weren’t that good anyway”.
Read MoreNo running away and escaping. No crouching and hiding. The clock is ticking. The bell is tolling. It means standing your ground and fighting the good fight. You stand up and show your courage because you, your colleagues, your organisation, your community and the ones you love are very much dependent on the success of the Change Programme for your and their survival.
Read MoreThe MD then called the candidate directly – explained that we’d have to cancel the final meetings as we couldn’t afford to match the other employment offer, but wished him luck in the other role. The candidate was bemused - no offer had been received and he wasn’t in other hiring processes!
Read MoreBut I knew I wanted this particular person. So I told the candidate as she walked out of the interview room, that I thought she was great and I wanted her on our team. And 20 minutes later, I emailed her a detailed list of reasons on why we had to work together, and how I would personally support her through all the learning areas we'd already discussed at interview.
Read MoreHiring managers are NOT looking for job descriptions or activities on your resume. Job descriptions are simply boring descriptions of the responsibilities of the HR positions you have held in the past. Today, that simply won’t cut it.
The language of business is dollars and numbers. Everyone wants HR folks who deliver impact and produce results.
Read MoreIt means that companies ultimately make their hiring choices from people with the best CV's.....rather than from those in the "too hard" basket who actually might be the best people for the job. Unfortunately, using the CV alone as a key input for hiring decisions, has resulted time and again in a poor hiring match.
Read MoreIt means a bottom gets on the seat sooner, to maximise delivery and productivity for the function. It means the company is never feeling "at ransom" in addressing performance issues for the fear of being left short of a key specialist. It means minimum disruption to the team and to the company.
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