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Being able to actively contribute to discussions on business matters, offer insights, and provide valuable perspectives beyond just people-related issues, enhances your influence…
…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.
Sharing your experiences with others can also provide perspective and help you determine the best course of action.
Too 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
Please 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.
Managing day to day service delivery in addition to the enormous workload burden of pandemic crisis management was simply exhausting
Poor handling of redundancies and layoffs are classic examples of how HR can instantly be labelled as unfeeling, “two faced”, disrespectful and callous.
Ensuring engaged employees is not a fluffy HR concept, nor a passing trend, nor an intangible or immeasurable business theory.
....despite everyone’s claims of commercial savvy, we still see 2 very different camps of HR job seekers. Those who think and talk purely like HR practitioners, and those who think and talk like business leaders who just happen to have the HR specialism in their "toolkit".
The interim contract and consultant market is becoming an increasingly popular route for many senior-level professionals who have achieved most or all of their professional milestones, and seek a new change of direction in their career.
HR 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.
I remember sitting with my then colleagues in a London office, and having one of them exclaim - look at this CV, this person has been working for 30 years, which is longer than I've been alive!
Every HR person tells us that they're strong for relationship building, business alignment and partnering, change & project management, etc, etc. If I had a dollar for every time I've heard exactly the same platitudes......
Because they’re not a part of the permanent team, they have an opportunity to touch on unpopular topics or address difficult issues (and personalities)
…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?
Cue 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.
..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.
Perhaps coincidentally, we’ve seen an increasing trend for internal Talent Acquisition teams moving towards better addressing both “candidate experience” and “employer of choice” branding through their own advertising channels, with alignment to their company’s broader marketing strategies
For sure, whilst not considered a mental illness, employee burnout should be treated as mental health issue - if allowed to go unchecked and unsupported, burnout can have far reaching consequences.
The interim CV can be a valuable tool to get yourself into any recruitment process but becoming part of the “go to” network of an interim recruiter might actually play a more important part.
“if you could find us a tall, slim, blonde woman for some office eye candy that’d be great”.
If you’re no longer having those face to face meetings, no longer wangling an invite to ad hoc discussions and no longer experiencing those corridor or canteen or “water cooler” moments, how do you get yourself noticed ?
I’m not a fan of affirmative action for hiring to enable workforce equality, because that form of positive discrimination just creates a different type of inequality and resentment.
If you are a private person, you may not want family photos in the background.It’s also worth checking the lighting and I know this might sound vain.
Consumer appetites and buying practices change. Government legislation changes. And with little warning, work practices have just changed.
Certainly as a single parent, I want my children to know they are worth every bit of time and energy that I put in for them. However, I have often felt a dreaded guilt.
We'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”.
…a deluge of cutesy posts on social media, and invites flying about to join social chat rooms - all from folks whom we wouldn’t usually hear from in the day whilst they’re busy in their company offices…
We all know “bosses” who have a firmly rooted belief that all workers should be physically present onsite, at work. But with swathes of employees now forced into a remote work arrangement, HR teams are needing to target those managers with immediate coaching and support
Please 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.