...look at this CV, this person has been working for 30 years, which is longer than I've been alive!
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Every HR person tells us that they're strong for relationship building, business alignment and partnering, change & project management, etc.
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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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With so much of our lives spent at work, is choosing the right career and work environment a bigger decision than choosing the right partner?
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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 seen an increasing trend for internal TA teams better addressing both “candidate experience” and “employer of choice” branding
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Whilst not considered a mental illness, employee burnout should be treated as mental health issue - and should not be allowed to go unchecked.
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The interim CV can be a valuable tool in a recruitment process but being part of the 'go to' network of an interim recruiter may be more important.
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“if you could find us a tall, slim, blonde woman for some office eye candy that’d be great”.
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If you’re not having face to face meetings, not wangling an invite to adhoc discussions and not having those corridor or “water cooler” moments, how do you get noticed?
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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.
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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.
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Consumer appetites and buying practices change. Government legislation changes. And with little warning, work practices have just changed.
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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.
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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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…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…
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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
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