We’re constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
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We’re constantly “preaching” to our stakeholders to consider transferable skills to broaden their talent pools.
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Bad recruitment practices can have such a significant and negative impact on both job seekers and employers.
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…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.
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Sharing your experiences with others can also provide perspective and help you determine the best course of action.
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Too often there is a limited pool of qualified, high performance HR professionals available in the job market.
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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.
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Poor handling of redundancies and layoffs are classic examples of how HR can instantly be labelled as unfeeling, “two faced”, disrespectful and callous.
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HR has an unrivalled view across the organisation and regularly deals with serious and complex issues that have an impact at all levels.
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Because they’re not a part of the permanent team, they have an opportunity to touch on unpopular topics or address difficult issues.
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Mental Health Awareness week - cue a plethora of posts across social media channels and company websites showing support and pledging activism within that week.
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...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.
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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”.
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No 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.
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The 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!
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But 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.
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Hiring 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.
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It 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.
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