Brexit and Talent

Brexit and Talent Revisited

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

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structured interviews

Why don’t we use structured interviews more?

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

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career transition

9 stages of career transition

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

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Graduate recruitment tips for SMEs in 2017

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

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boreout

Boreout the latest workplace malaise

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

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Is the the automated interview the future?

More and more organizations use video as an integrated part of their recruitment process. But a new step is the automated interview also called the on-demand interview. This is a structured interview where candidates answer a series of predetermined questions which are recorded to camera. There are a number of platforms that deal with this and

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professionalisation of the recruitment industry

Professionalisation of the recruitment industry is urgent

The demand for the professionalisation of the recruitment industry seems to be at an all-time high. LinkedIn in particular is regularly filled with complaints about the way individuals have been treated by a recruiter in some part of the globe. There are also complaints from recruiters about the comportment of candidates. Often times many of

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If you are not bias conscious you shouldn’t be a recruiter

I was intrigued to read that a recruiter had been fired by Pepsico for failing to provide a diverse short list which should have included more than one woman. I actually don’t think the lack of women on a short list is a diversity issue, but one of balance and inclusion. It’s a small thing

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Social proofing is key to the recruitment process

Social proofing is here to stay  –  so be prepared Brendan O’Brien Partner – Technology Recruiting posted a LinkedIn update about comments on the social proofing site Glassdoor.com. Wow! Just had another candidate cancel an onsite interview based on a Glassdoor review. Pulling out of an interview based on a Glassdoor review is the equivalent to

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Diversity and Inclusion Recruitment – Beyond the Hype

Diversity and Inclusion recruitment processes and workforces are the buzz words right now. If the level of white noise was a benchmark, we should be there and all sorted. But we’re not. So  what’s going on behind the hype? Why aren’t diversity and inclusion recruitment initiatives working? I see regular, but superficial posts about the

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