Part of any job search strategy should involve starting a dialogue with recruiters, particularly those focused on your function or sector. But there is much comment on LinkedIn around the deep frustration about the lack of engagement from those involved in the recruitment process. This would include recruitment and executive search consultants as well as in-house recruiters.
Today we will be inundated with posts about goal setting and New year’s resolutions. It’s well recorded that I’m not a fan of New Year’s resolutions especially when it comes to career goals. “In one year and out the next” is pretty accurate way to describe the process. I’ve long favoured manageable, achievable goals which
The increase in the use of tech in the recruitment process has changed the way recruiters work. It’s made life easier and quicker in some ways, but whether it produces better results is another matter. I would go one step further. Technology, and especially LinkedIn, is resulting in a whole new demographic of lazy recruiters.
I was introduced to this expression “conversation hygiene” by someone who is not a first language English speaker. Once I heard the words, they stuck in my head and I realised how perfect they were to describe many of the situations we all see and hear on a daily basis. Some of us don’t practise
Employee engagement – or rather the lack of it, has been a hot HR topic for many years. Research from Deloitte indicates that the issues of “retention and engagement” have risen to No. 2 spot on the business agenda, “second only to the challenge of building global leadership.” This is rooted in compelling indications that
The challenges of Brexit and Talent are long term issues In August 2016 I wrote a post on Brexit and talent focusing on a potential talent drain. It recently gained some renewed traction, so I felt it merited revisiting. I specifically mentioned top end and skilled talent, those with strong transferable skill who were volunatarily
Most companies include interviews as part of their hiring process. Sometimes they are one to one, or perhaps with different members of the team or others involved in the hiring process. Interviews can be held in panels of two or more, but very often they are sequential with candidates meeting one person after another. They
Over the years I have coached probably thousands of men and women through career transition. And although each case is always unique, (everyone likes to think they are special) I have observed 9 common stages in the process which each career changer or transformer makes. 1.Detached and dissatisfied Most people seek out professional career support
Graduate recruitment can be expensive and not always successful, with heavy investment needed at the upstream identification end. There is a high risk of low return on that investment if the downstream end isn’t tightly managed. Large corporations have huge budgets to invest on job fair stands and online campaigns.They make scores of offers. But
Boreout is a management theory dating from 2007 in Diagnose Boreout, a book by the Swiss business consultants Peter Werder and Philippe Rothlin. They suggest that the lack of work, boredom, and subsequently low level of satisfaction is now an identifiable trend in the modern workplace particularly amongst white-collar workers. Recently, in France, Frederic Desnard tried