Not everyone leaves their employment by choice...... Any kind of vagueness or glib explanation will only affect your credibility with the interviewer. Lying and fudging the truth will invariably be found out. Professional interviewers can spot B.S. from a mile away and their “gut instincts” are honed to spot any inconsistencies.
Read MoreI then observed a cafe with a sign in their window, offering free coffee and breakfast for anyone unemployed who was to attend an interview that day.
Read MoreArguably we’ve already raised enough business leader astonishment and derision at our need for “Finance for HR” courses. You rarely see other functions getting called out for a ‘dummies’ approach to understanding business fundamentals, so stampeding to courses on “Digital for HR” may not be our best tactic.
Read MoreMany of us fear tests, having negative memories of them from our school days. However, if tests are part of the process for the role you want to be considered for, you'll have overcome your concerns.
Read MoreThe interview schedule if it exists, doesn’t run to plan. The candidate is jumping through hoops to show interest, but it’s a one way love affair – the candidate answers a bunch of detailed questions about themselves but gets minimal chance to ask probing questions of the company interviewers.
Read MoreDigital transformation is being bandied about as the answer, and technologies such as Blockchain are being considered for automating a range of tasks which would instantly free up the time of HR departments around the world.
Read MoreRecruitment driven diversity strategies miss the point. Well meaning leaders intent on 'fixing' the problem often order 'hire more women' as the solution......
...46% of candidates who believe they have had a “negative” overall experience say they will take their alliance, product purchases and relationship somewhere else....An unhappy candidate could also make negative remarks about your company, chasing away potential talents and clients. In fact, 27% of candidates following a bad experience would “actively discourage others to apply.”
Read MoreFinancially savvy HR managers can identify where the “artful” aspects of finance have been applied to the numbers, where the “soft spots” (or BS) are in the numbers, and they know how applying the numbers differently might lead to different conclusions. They are thus prepared, when appropriate, to question, push back and challenge the numbers like any other member of the business team.
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